The initial directive from the Department of Higher Education and Training (DHET) indicating a deadline of 30 June 2024 for enrolments in legacy qualifications, shocked the education and training sector.
With legacy qualifications expiring and no clear path forward within the Quality Council for Trades and Occupations (QCTO) sub-framework, learners and providers found themselves in a state of panic.
A two to three-year extension for learner enrolments provided some relief.
The original plan was for all “legacy” qualifications – those not aligned with the Occupational Qualifications Sub-Framework (OQSF) – to stop enrolment after 30 June. This meant that employers could no longer register learners for qualifications that were not aligned with the occupational framework.
Training providers would need to have transitioned their offerings to QCTO-aligned qualifications to continue operating, and learners would have to enrol in QCTO-accredited programmes to continue their studies.
Essentially, the goal was to fully implement the QCTO system and ensure that all qualifications and training programmes are aligned to the new framework, which aims to better meet the needs of the labour market.
While the extension of the deadline is welcomed, it is apparent that not all legacy qualifications are included. Vital programmes such as call centre management, and coaching and mentoring were initially overlooked.
Although these qualifications have since been added to the extension list, new challenges have emerged.
A significant obstacle has been the imposition of strict cut-off dates by certain Sector Education and Training Authority (Seta) organisations for enrolling learners in extended legacy qualifications.
This created a situation where qualifications exist but cannot be accessed due to administrative barriers.
The absence of an exemption or appeals process has compounded the problem, leaving training providers and learners in a state of uncertainty.
The core issue lies in the discrepancy between the qualifications listed as valid on the South African Qualifications Authority (Saqa) database and those recognised by the Setas.
Essentially, while Saqa may indicate that a qualification is still valid, the reality is that there are still administrative obstacles that are delaying provider execution.
This misalignment has far-reaching implications.
Training providers find themselves unable to offer essential programmes due to this inconsistency, leading to a disruption in skills development.
Industry shortages are looming as sectors reliant on specific qualifications, such as mining, will soon experience shortages of qualified personnel. For instance, if a mining company requires engineers to have a specific mentoring qualification that is valid on the Saqa database but not recognised by the relevant Seta organisation, they cannot train new employees in this critical area.
To address these issues, stakeholders must actively engage with their respective Seta’s. Industry associations and professional bodies must also play an indispensable role in advocating for the timely inclusion of essential qualifications within the occupational qualifications framework.
While the journey towards a fully aligned and comprehensive QCTO system is ongoing, the immediate focus must be on resolving the current challenges.
This is made possible if we keep in mind the fact that the overarching goal is to create a QCTO system that is responsive to industry demands and supports learner progression.
- Roland Innes is the chief executive office (CEO) of Dyna Training.
