Manufacturing, engineering and related services SETA (merSETA) merSETA Organising Framework for Occupations Capacity Building Workshop

Workshop Focus Brief SDF, HR & IT personnel on:

 Support available  OFO Background  Importance of accurate mapping  Relate/map jobs to OFO  2014 WSP/ATR Submission Cycle 2

Support available

 www.itaware.co.za

queries: [email protected]

 Register as user, activate account  Login  Download • • • Reference documents Mapping tool New version of OFO mapped to previous versions 3

Please refer to OFO Guide – download from website

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Why have an OFO ?

 Principal tool for having a common language for collecting and analysing labour market information  Defining needs and aligning strategies requires a common language to speak about and define occupations.

 Occupations provide the link to Occupational Qualifications.

 Clusters job titles used in industry in generic occupations.

 Reference for advertising vacancies.

 International Standard Classification of Occupations  South Africa adopted ISCO used by StatsSA for all national reporting, Labour force and household surveys.

 OFO more detailed.

 2000 – 2005 Employers, SETAs and DoL using SASCO for  WSPs and SSPs – reports not specific enough to drive strategic processes.

 Employment Equity reporting – should be alignment between WSP/ATS & Equity reports 5

Where has this OFO come from ?

 By 2003 clear that SASCO does not provide detail SETAs require for good skills analysis, development planning and labour market interventions  Major groups and occupation titles no longer consistent with labour market  DoL initiates process to refine and coordinate collection of information on scarce and critical skills – International review reveals  Australian Bureau of Statistics (ABS) and Statistics New Zealand initiate  stakeholder-driven process with wide consultation – March 2001  Outcome: Updated classification system, the Australian and New Zealand Standard Classification of Occupations (ANZSCO) – finalised June 2006 From February 2005 started testing and refining OFO – Refined over 3 consecutive years of SETA data collection processes and one cycle of  HSRC verification process – 2012 Re-align OFO to ISCO – 08  Better link to international framework – Currently updating the OFO annually, but keep ISCO-08 structure – Version 2014 latest version of the OFO Mapping Tables available from Version 9 to 2014 6

What is the OFO ?

  A skills based, coded classification system The OFO is constructed from the bottom-up by:  analysing jobs and identifying similarities in terms of a tasks and skills;  categorising similar jobs into occupations; and  classifying these occupations into occupational groups at increasing levels of generality.

 The OFO adds value to skills development planning and implementation purposes in that it:  provides a common language when talking about occupations;  captures jobs in the form of occupations; and  groups occupations into successively broader categories and hierarchical levels based on similarity of tasks, skills and knowledge.

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CONCEPTS

 A “Job” is a set of tasks and duties carried out or meant to be carried out, by one person for a particular employer, including self employment.

 An “Occupation” is a set of jobs whose main tasks and duties are characterised by a high degree of similarity (skill specialisation).

 “Skill” is defined as the ability to carry out the tasks and duties of a given job. Two dimensions of skill are used to arrange occupations into groups.

 Skill Level - complexity and range of tasks and duties to be performed in an occupation (nature of tasks, education & on job training  Skill Specialisation – field of knowledge, tool/machinery, materials, goods/services produced 8

Specialisation: Skill Array

Job Title: Welder Supervisor  Additional Skills: Supervision  Occupation: Welder  Specialisation: Welder Supervisor Job Title: Underwater Welder  Additional Skills: Diving  Occupation: Welder  Specialisation: Underwater Welder Job Title: Coded Welder  Additional Skills: none, only limited to specific welding  Occupation: Welder  Specialisation: Coded Welder 9

       

How was this OFO designed?

BOTTOM UP Identify jobs Cluster jobs  based on similarity of tasks or skills (skill specialisation) and  skill levels (combination of qualification, training + experience) into occupational titles Cluster occupational titles  into next level of hierarchy - unit groups (using same clustering principles) Continue this clustering process  into hierarchy of 5 levels Codify clusters each level of the hierarchy Provide descriptors at each level of the hierarchy • • Capture tasks and skills used for classification For each occupation identify – similarities = alternative titles differences = specialisation NOTE: Salary not consideration for classification – unique output in world of work 10

Major Group Sub-major Group Minor Group Unit Group Occupation 1 Digit 6 SKILLED AGRICULTURAL, FORESTRY, FISHERY, CRAFT AND RELATED TRADES WORKERS 2 Digits 3 Digits 4 Digits 6 Digits 65 Metal, Machinery and Related Trades Workers 652 Blacksmiths, Toolmakers and Related Trades Workers 6523 Metal Working Machine Tool Setters and Operators 652301 Metal Machinist 652302 Fitter and Turner

Jig Borer Lathe Operator / Setter / Tradesperson Machine Setter Machine Tool Fitter Machine Tool Mechanician Machine Tool Operator etc Industrial Mechanician 11

NSDS NQF Level Skill Level 10 4 7 6 5 4 3 2 1 3 2 1 OFO Major Groups 2 Professionals 1 Managers 4 Clerical Support Workers 3 Technicians and Associate Professionals 5 Service and Sales Workers 6 Skilled Agricultural, Forestry, Fishery, Craft & Related Trades Workers 7 Plant and Machine Operators and Assemblers 8 Elementary Occupations

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Final Structure (2014)

Major Groups

1 Managers 2 Professionals 3 Technicians and Associate Professionals 4 Clerical Support Workers 5 Service and Sales Workers 6 Skilled Agricultural, Forestry, Fishery, Craft and Related Trades Workers 7 Plant and Machine Operators, and Assemblers 8 Elementary occupations

Total Sub Major Groups

4 6 5 4 4 8 3 6

40 Minor Groups

11 27 20

Unit Groups

32 92 84 8 14 20 14 11

125

29 46 84 40 33

440 Occupa tions

135 369 274

Green Occupa tions

4 47 35

Trades

1 68 111 249 144 98

1448

7 4

97

1 101 4

107 ISCO Skill Level

3 + 4 4 3 2 2 2 2 1 13

Additional Indicators on OFO

• • • •  Trades ( @ )

An occupation where in a qualified person applies a high level of practical

•

skills supported and re-enforced by underpinning and applied knowledge to: Manufacture, produce, service, install or maintain tangible goods, products or equipment in an engineering and/or technical work environment (excluding process controllers and operators).

Use tools and equipment to perform of his/her duties.

Measure and do fault finding on process, manufacturing, production and/or technical machinery and equipment to apply corrective or repair actions.

Apply and adhere to all relevant health, safety and environmental legislation. Has an accumulative learning period covering knowledge, practical and workplace learning that is equivalent to three or more years.

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Additional Indicators on OFO

 Green Occupations ( 

Green occupations have as their direct purpose the nationally identified priorities and initiatives of reducing negative environmental impact and contribute sustainably to environmental, economical and social sensitive enterprises and economies. This includes occupations with descriptors that directly reflect and contribute to the maintenance of processes related to

• • • • • • •

national initiatives to: Develop and adopt renewable sources of energy Reduce consumption of energy, fossil fuels and raw materials Enhance energy and resource efficiency Reduce greenhouse gas emissions Decrease waste and pollution Recycle materials Prevent the loss of biodiversity and restore ecosystems

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Additional Indicators on OFO

 Green Skill Occupations ( q )

Occupations

requiring additional “Critical Green Skills”

are those that require a shift in its focus to contribute to processes, systems and activities related to

• • • • • • •

the : Development and adoption of renewable sources of energy Reduction of consumption of energy, fossil fuels and raw materials Enhancing energy and resource efficiency Reducing greenhouse gas emissions Decreasing of waste and pollution Recycling of materials Preventing the loss of biodiversity and restore ecosystems

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Structure Determine Mapping

  Use hierarchical structure of OFO to identify or confirm link to a specific occupation Keyword search might result in similar terms identified, but aptness is determined by position in the structure, descriptor and tasks found at the Unit Group

Secretary Unique Product or Service

: Corporate compliance & Governance or Office and Schedule Management?

  242203 Company Secretary: 2422 Policy Administration Professionals 242 Administration Professionals 24 Business and Administration Professionals 2 PROFESSIONAL 412101 Secretary – General 4121 Secretary – General 412 Secretary – General 41 4 General and Keyboard Clerks CLERICAL SUPPORT WORKERS 17



How is the OFO used ?

TOP DOWN, USING DESCRIPTORS MAJOR GROUP LEVEL (1 st Digit) I am an Engineer - A Manager ? / A Professional ? 1- MANAGERS: Managers plan, direct, coordinate and evaluate the overall activities of enterprises, governments and other organizations, or of organizational units within them, and formulate and review their policies, laws, rules and regulations.

2 – PROFESSIONALS: Professionals increase the existing stock of knowledge, apply scientific or artistic concepts and theories, teach about the foregoing in a systematic manner, or engage in any combination of these activities.



I mainly coordinate and no longer perform functions related to Engineering, so I am a Manager

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Grouping by Descriptors: Sub-Major Group



What type of Manager am I ?

11 - Chief Executives, Senior Officials and Legislators 12 - Administrative and Commercial Managers 13 - Production and Specialised Services Managers 14 - Hospitality, Retail and Other Services Managers 

I think I am a

Production and Specialised Services Managers Production and specialised services managers plan direct and coordinate the production of the goods and the provision of the specialised professional and technical services provided by an enterprise or organization. They are responsible for manufacturing, mining, construction, logistics, information and communications technology operations, for large scale agricultural, forestry and fisheries operations, and for the provision of health, education, social welfare, banking, insurance and other professional and technical services.

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Grouping by Descriptors: Minor Group

 What type of Production and Specialised Services Managers am I ?

131 - Production Managers in Agriculture, Forestry and Fisheries 132 - Manufacturing, Mining, Construction and Distribution Managers 133 - Information and Communications Technology Service Managers 134 - Professional Services Managers 

I think I am a

Manufacturing, Mining, Construction and Distribution Manager Manufacturing, mining, construction, and distribution managers plan, organize, and coordinate the manufacturing, mineral extraction, construction, supply, storage and transportation operations.

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Grouping by Descriptors: Unit Group

 What type of Manufacturing, Mining, Construction and Distribution Manager am I ?

1321 - Manufacturing Managers 1322 - Mining Managers 1323 - Construction Managers 1324 - Supply, Distribution and Related Managers 

I think I am a

Manufacturing Manager Manufacturing managers plan, direct, and coordinate manufacturing production activities of large enterprises or as the manager of a small manufacturing company.

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Checking Tasks or Skills for Unit Group (Manufacturing Manager)

           Consulting with and informing other managers about production matters Controlling the operation of production plant and quality procedures through planning of maintenance, designation of operating hours and supply of parts and tools Controlling the preparation of production records and reports Coordinating the implementation of occupational health and safety requirements Determining, implementing and monitoring production strategies, policies and plans Establishing and managing budgets, monitoring production output and costs, and adjusting processes and resources to minimize costs opportunities and determining products to be manufactured Identifying business Overseeing the acquisition and installation of new plant and equipment Overseeing the provision of quotes for the manufacture of specialised goods and establishing contracts with customers and suppliers Overseeing the selection, training and performance of staff Planning details of production activities in terms of output quality and quantity, cost, time available and labour requirements Researching and implementing regulatory and statutory requirements affecting manufacturing operations and the environment 22

Grouping by Descriptors: Occupation

 What type of Manufacturing Manager am I ?

132101 - Manufacturer 132102 - Operations Manager - Manufacturing 132104 - Engineering Manager 

I think I am an

Engineering Manager Plans, organises, directs, controls and coordinates the design and construction of engineering and process plants.

• • • Specialisations and Alternative Titles for Engineering Manager: Bankable Feasibility Study Manager Engineering Maintenance Manager Engineering Manager (Mining) 23

Comparing Occupations

 132104 - Engineering Manager  214401 - Mechanical Engineer Plans, organises, directs, controls and coordinates the design and construction of engineering and process plants.

Plans, designs, organises and oversees the assembly, erection, operation and maintenance of mechanical and process plant installations.

• • • Specialisations and Alternative Titles : Bankable Feasibility Study Manager Engineering Maintenance Manager Engineering Manager (Mining) • • • Specialisations and Alternative Titles : Automotive Engineer Diesel Engineer Fluid Mechanics Engineer 24

IImportance of accurate mapping

    SETAs will supply sector-specific,

reliable quantitative data

to the national central planning process (White Paper for Post-school Education and Training, as approved by Cabinet on 20 November 2013) .

The focus of the SETA mandatory grant will be exclusively on gathering accurate data on sector skills needs (White Paper for Post-school Education and Training, as approved by Cabinet on 20 November 2013) .

It is expected of employers to map all the posts/job titles on their payroll/house list – to an occupation on the Organising Framework for Occupations (OFO) – when they submit WSP/ATR data.

The accuracy with which organisations articulate and relate their structure to the occupations on the OFO is vital for the successful management of skills development within the organisation or within the sector.

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NSDS III

“

The real value added by SETAs is their understanding of labour market issues in their respective industrial and economic sectors. SETAs must ensure that they are backed by employers and workers, are acknowledged as a credible and authoritative voice on skills, create interventions and shape solutions that address needs within their sectors.” Minister of Higher Education and Training, NSDS III Foreword,13 January

Goal 1: A credible institutional mechanism for skills planning SETAs role:    Research and data is analysed, validated and captured Focus on labour market skills needs and training provision Sector Skills Plan 26

Develop People – Employ - Live

Who are the people?

 Race  Gender  Age  Location  Qualifications

What must they do?

Deliver specific output as defined by employer or client    

What can they do?

operate equipment, tools interact with people build assist Terminology: Detail: Common Ref: Collective: Report: Analysis: Personal Profile My Name Post Profile My Job Title Development Plan My Learning Prog ID / Passport No Occupation Qualification House list Occupation Framework Qualification Framework Workplace Skills Plan & Annual Training Report Which jobs must get what learning to have enough people? 27

Terminology: Detail: Personal Profile My Name Post Profile My Job Title Common Ref: ID / Passport No Occupation Collective: Report: House list Occupation Framework Development Plan My Learning Prog Qualification Qualification Framework Workplace Skills Plan & Annual Training Report Analysis: Which jobs must get what learning to have enough people? Beltsman Ore on conveyor Maintain conveyor Elementary Worker Trade Worker Occupation Framework has list of occupations such as Mine Support Worker or Mechanical Fitter to clarify “Beltsman” National Qualification Framework has list of learning that could help the “Beltsman” to either ensure ore stays on belt or fix the belt Discussion is thus on making sure job relates to correct occupation, not level, salary, promotion. Occupation selected informs national processes 28

System Element

Focus Structure Output Clusters Output Defined Quality Assurance

Structures that connect

Workplace

Products & Services Organogramme Posts clustered in Jobs Job Description

Labour Market

Skills Demand Organising Framework for Occupations Specialisations clustered in Occupations Occupation Profile

Development Education Training

Skills Development Education National Qualifications Framework Skills Certificates & Unit Standards clustered Qualifications Curriculum Performance Assessment Development Priority Personal Development Plan Scarce occupations & critical skills per occupation Occupation Pathway Framework Assessment Entry Requirements Status WSP & ATR SSP & NSDS NLRD 29

Labour Market Industry

    I am an architect that: Obtains advice from clients and management to determine type, style and size of buildings and alterations to existing buildings Writes specifications and contract documents for use by builders and calling tenders on behalf of clients Inspects construction work in progress to ensure compliance with plans, specifications and quality standards     I need an architect that: Defines business requirements for complex systems development Develops, documents, makes recommendations, and communicate plans for investing in IT infrastructure Designs, develops, and oversees implementation of end-to-end integrated systems

Occupation: Architect Occupation: IT Architect Actual Need: IT Architect = 12, Architect = 2

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General Mapping Mistakes

  Using an outdated version of the OFO – translation table available Incorrect Job Title-to-Occupation Mapping:   Using/accepting occupation titles on the OFO based on similarity with the job title that is used by the particular employer or in that sector/ sub-sector, without consideration for similarity of tasks/outputs which are described at the unit group level of the OFO.

Indiscriminate and inconsistent use of “engineer”, “technologist”, “technician”, fitter, artisan, apprentace.

    Private companies mapping their employees to

Public Service

occupations such as Local or Provincial Government Legislators; Senior Government Officials; or Special Forces Operators.

Usage/acceptance of occupation titles unique to specific sectors, but unrelated to this sector (e.g.: are there Mine Workers in the employ of merSETA companies?) Persistent search for rank or salary level differentiation in occupation titles on the OFO.

Indiscriminate and inconsistent mapping of job titles with

Foreman

or

Supervisor

or

Team Leader

in the title. 31

Support

Website: www.itaware.co.za

• Download: • OFO Guide • Job Title Mapping Tool • Latest Version of OFO – 2014 • Mapping to previous Versions of the OFO • Industry/Chamber Mapping Lists 32

Mapping Job Titles to Occupations

     Clustering Tasks & Knowledge: The starting point for developing and understanding the Organising Framework for Occupations is the identification of similar outputs.

These “outputs” are embedded in “job descriptions” and not in job titles.

Finding the appropriate occupation on the OFO always begins by finding the appropriate set of tasks linked to the description of the occupation – not similarity with the title.

A job is a set of tasks and work related responsibilities designed to be performed by an individual in return for payment / remuneration.

An occupation is a set of jobs whose main tasks and associated responsibilities are of such similarity that they can be grouped / clustered together.

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Refine organisation’s job titles list to map to the OFO

 Compile a list of all the job titles in the organisation (obtain “house list”  export copy-paste special-values in mapping tool)  Remove/replace all abbreviations and acronyms like CEO, COO OH&S.

 Remove all indicators of seniority such as chief, senior, junior, only if the indicator would not have a bearing on the occupation that the job relates to.

 Example: If Senior Accountant relates to a management position the “Senior” should not be removed as removal would lead to the job being associated with an occupation in the Professional Major Group.

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Refine organisation’s job titles list to map to the OFO

 Remove all appointment levels relating to grade or level of employment (Grade 1, Level 1, etc) – same principle as above applies – only remove appointment level if the level does not influence the occupation mapping.

 This will reduce the list of titles that need to be mapped to the OFO.

 Simplifying the list will ensure that there is consistency when you map job titles to occupations and occupational codes in your organisation.

 In general, employers find that simplifying the job title list in this way reduces the list of titles that need to be mapped to the OFO by up to 70%.

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Summary: Mapping Process

 Obtain list of all jobs from your organisation’s database.

 Cluster job titles in terms of job families, i.e. all technicians, all scientists, all engineers, all elementary workers, etc., together.

 Correct all spelling errors or abbreviations that are unclear.

 Identify anomalies to be clarified with line managers, i.e. what does a Beltsman do, what field of engineering is the post, etc?

 Use either the NOPF website or the IT Aware mapping tool to find the most suitable occupation related to each job.  Ensure the defined job families are mapped to similar occupations or to different occupational families if the output is different. Example: the technician and the trade assistant of the technician should not be mapped to the same group of occupations.

NOTE: Always keep the original job title or code for reference purposes when having to integrate the mapping with the house list. 36

Job Title Mapping Tool

Download from Resources Documents folder on Web Request [email protected]

to e-mail you  In order for the Excel spreadsheet to function fully, you need to have macro’s enabled in Excel (see Enable_Macro_in_Excel on Web)  NOTE: You need to enable macros each time you open the WSP-ATR template.

Excel 2003 – enabling macros:  You need to set you macro Security level to low in order for the spreadsheet to function fully.

 In Excel 2003, click on Tools – Macro – Security  Select the Security level tab.

 Select the Low level. This will allow the macros for the spreadsheet to run.

 Click OK.

 If your macro security level is set to any other level, for example High, you will receive the following message and you will need to change your settings as shown above  You may now open the spreadsheet.

If the following message appears, click Update.

 A second message like the one on the right will appear. Click Continue. You may now use the spreadsheet. All functionality will be enabled. 37

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Mapping Tool

Remember to activate the Macros after you opened the spreadsheet 39

Mapping Tool

Click in cell for popup Enter key words Select Suitable Match Click to view

Chamber Specific Observations



Sources used to identify Job Title usage in the workplace:

 Plastic Chamber Research Project.

 Scarce skills mentioned in Auto Chamber Disability Report.

 Scarce skills mentioned in Metal Chamber Research Project.

 List of merSETA qualifications that have been mapped or are in the process of being mapped into occupational qualifications.

 Motor Industry Bargaining Council: Job Categories and grades.

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Plastic Chamber

  The Plastic Chamber Research Project provides useful value chain maps that helps to identify Job Titles/ Occupations in the industry.

Please refer to document on website 42

Auto Chamber



Job Titles mentioned in Auto Chamber Disability Report as scarce skills that have to be clarified/ found on OFO:

 CO² / Mig Welders and Setters  Paint Mark-up Inspector  Sealer Application, Wiping & Brushing  Measuring Technician  Buy-off Inspector  Ding Man (paintless dent repair) 43

merSETA Qualifications



All can be mapped to OFO, except for:



Vehicle Damage Quantifier (e.g. is this job concerned with technical/mechanical skills or with financial/mathematical skills – as in Insurance Claim Assessor?)

44

Motor Industry Bargaining Council: Job Categories and grades

 If Job Categories are used as Job Titles (i.e. on payroll or house list) then each person has to be mapped to a Job Title/Occupational Title on the OFO, for example:          General Operative General Worker Grade D Employee Operative Grade 1 / 2 / 3 / 4 / 5 Operative Grade C / AR / B / BR / CR / CV / DV / A Supervisor Supervisor Grade 3 / 4 / 5 Operative BV B/A Journeyman /Exempted Journeyman 45

Motor Industry Bargaining Council: Job Categories and grades

 Other titles to be clarified/found on the OFO:          Chopper Out Vulcaniser’s Operative without wheelbalancing Operative Wheel Balancer Vulcaniser’s Operative with wheelbalancing Operative Upholsterer Pattern Cutter Maker Brake Drum Skimmer Diesel Pump Room Assistant Service Supply Salesman 46

Titles for Clarification:

Examples of titles that have to be clarified and found on the OFO   Motor Industry   Operative Supervisor Quality Controller Senior Quality Controller Auto Chamber   Paint Mark-up Inspector Buy-off Inspector 47

Thank You

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