Transcript INSETA INTERNSHIPS & WBE

INSETA INTERNSHIPS & WBE
Objectives
•Background to Inseta
•Internships and WBE
•Closure
2
Background: Inseta Vision
INSETA - what it stands for
“Working today for a skilled tomorrow”
Our Vision:
“Inseta promotes and enables quality skills development through
funding education and training in South Africa to meet national skills
agenda and contributes to transformation in the sector”
3
Size and scope of the insurance sector
The insurance sector forms part of a large and rapidly growing financial business
services sector in SA
The insurance sector covers the following sub sectors. WSP data
Subsector
organisations
employees
N
%
N
%
Unit trusts
5
1.3%
54
0.04%
Risk management
6
1.6%
878
0.64%
Insurance and pension fund
36
9.7%
29567
21.57%
Life Insurance
47
12.6%
28636
20.89%
Pension Funds
10
2.7%
3139
2.29%
Healthcare Benefits Administration
47
12.6%
14368
10.48%
Short term insurance
131
35.1%
47313
34.50%
Funeral Insurance
13
3.5%
7000
5.11%
Reinsurance
11
2.9%
992
0.72%
Activities auxiliary to insurance
67
18%
5156
3.76%
Total
373
100
137103
100
4
Educational Profile of the Insurance Sector
5
Employment Growth in the Insurance Sector
120%
A.
Employment growth
over a five year period
has revealed a steady
growth in black
employment
B.
There has been a
higher employment
growth of black
females as opposed to
white females
C.
Employment of disable
people
100%
80%
White
60%
Black
40%
20%
0%
2001/2002
2002/2003
2003/2004
2004/2005
2005/2006
2006/2007
2007/2008
6
Employment Growth in the Insurance Sector
EMPLOYMENT GROWTH WITHIN THE INSURANCE SECTOR
60
A. More than half of the workers in the
Sector lived in Gauteng
50
40
B. Other provinces accommodated only
small components of the Sector –
mostly brokerages
30
20
C. More than half of the employees in
the Sector are women
10
KZN
Limpopo
Mpumalanga
North West
Northern Cape
Western Cape
Free State
Eastern Cape
Gauteng
0
7
Insurance Sector Equity Profile 2004 - 2008
8
Equity Profile of the Sector
9
Institutions of Sectoral and Occupational Excellence
THE QUANTIFIABLE CONTRIBUTION THAT INSETA HAS MADE TO THE POOL OF
INTELLECTUAL CAPITAL IN THE INSURANCE SECTOR
ISOE
►Year 6
University of the Western Cape – R500,000.00
University of Cape Town – R500,000.00
►Year 7
Umfolozi College – R500,000.00
Nelson Mandela Metropolitan University – R500,000.00
►Year 8
Nelson Mandela Metropolitan University – R500,000.00
Year 9
Durban University of Technology, AUSD and Intec
10
INSETA Policy Statement
According to the INSETA Policy Statement, INSETA
will support Internships / Work-based Experience
grants to enable learners to achieve the maximum of
one year’s experience with a view to:
Afford the learner the opportunity of permanent
employment
Afford the learner work experience so as to
complete a qualification
Afford the learner the opportunity to establish a new
venture on completion
11
Internships
Programmes for unemployed graduates who need
work experience
Programmes for learners who require work
experience in order to gain professional registration
12
Work-Based Experience (WBE)
A programme for learners who require work
experience in order to complete a diploma or
degree that requires the person to have a certain
amount of work experience in order to achieve the
qualification.
13
General Profile of Interns
The Intern must:
Be an resident of South Africa.
Must have completely or partially qualified through
an FET/HET institution and needs practical work
experience in order to complete the qualification or
enter the labour market.
The diploma/degree should comply with the with the
Sectoral Scarce and Critical skills.
Have written endorsement of completion of the
theoretical component of their qualification from their
academic institution in case of WBE
14
General Profile of Employers
Be an INSETA stakeholder - levy payer or non-levy
payer
Levies need to be up to date for levy payers
Non-levy payers must have written proof of
exemption from SARS
Have physical and human resources to support the
Internship/WBE
15
Benefits of taking in Interns (ROI)
Potential increase in client base
Potential increase in sales
Possibility of acquiring and growing new talent
without incurring recruitment costs
Shared expense for development of employees
Extra brain and hands for doing the job
Opportunity to implement social responsibility (WBE)
through mentoring the Intern
16
Application Process
 Where applicable, i.e. in case of WBE, the Lead Employer
obtains an accredited Training Provider, accredited with
INSETA or any other SETA ETQA
 The Lead Employer submits Internships Grant Application to
INSETA on the prescribed form available on the INSETA
website
 INSETA reviews the Internships Grant Application and
communicates provisional allocation of funds to the applicant
 Applicant submits learners documentation to INSETA before
commencement of the Internship/WBE.
17
Application Process (Continued)
INSETA considers the following in deciding to allocate
funding:
The Internship programme applied for must satisfy
Scarce and Critical Skills in the Insurance Sector
Racial profile of Interns must comply with the Equity
Principle of NSDS
The company’s intention to offer the Interns
employment at the end of the programme
18
Duration
A WBE grant is considered for a minimum of 1
month to a maximum of 12 months, depending on the
number of hours required to complete a qualification
An Internship grant can be considered for a
minimum of 6 months to a maximum of 12 months.
19
Success factors
The following must be taken into account for successful
implementation of Internships/WBE:
Employer must set out clearly, the profile of the
Interns they want to recruit
The programme outputs must be clear and
achievable
There must be mentors who understand the
objectives of the Internship/WBE
Learners logbooks for which the Interns must take
responsibility, must be kept to track learner progress
20
Implementation Models
Some companies are implementing Internships in a
form of a project, with training provider taking care of
training on company products and on-the-job
assessments
MoUs are entered into between INSETA and the
employer and INSETA and the Training Provider
Employer decides on the Programme they would
like the Internship to be based on
Employer defines the profile of Interns, recruits and
interviews them
21
Funding
3 % 6- Month Options
Initial payment of 50% of the funds allocated per
Intern payable on commencement of the Internship
Programme.
Second and the final 50% payable on completion of
the Internship Programme, after submission of
Closure Reports.
22
Funding
12- Month Option
 Initial payment of 40% of the funds allocated per Intern
payable on commencement of the Internship Programme.
 The second tranche of 40% is paid half way into the
Internship Programme after submission of Progress Reports
to INSETA.
 Third and the final tranche of 20% payable on completion of
the Internship Programme, after submission of Closure
Reports to INSETA.
23
Funding
 Unemployed Interns
 Graduates and 3 year Diploma: R4 000.00 per month
 Learnership/FET Certificate R3 500.00 per month
 Employed Interns
 Graduates and 3 year Diploma: R2 000.00 per month
 Learnership/FET Certificate R1 500.00 per month
24
THANK YOU
Thank You
Sharon Snell
Tumi Peele
A/CEO
Learnerships Manager
B Proc (Natal) LLM (Unisa)
B Comm (Unisa) OD-ETDP
[email protected]
[email protected]
25