SLIDE NO 2

 

INTRODUCTORY REMARKS ON THE SKILLS DEVELOPMENT PROGRAMME WITHIN DME

 

Chairperson, I shall now proceed with a presentation of our Departmental Skills Development Programme, which manifests itself in various human resource development programmes and interventions. As a department we recognise that human resource development is key to ensuring that South Africans are empowered to develop relevant and marketable skills at different educational levels. We have also adopted an integrated approach in line with the National Human Resource Development Strategy, by providing platforms to ensure that people are equipped to participate fully in the workplace and society. On a yearly basis we conduct a skills audit and a training needs analysis to ensure that whatever training takes place is in line with DME’s vision and strategic priorities. All employees participate in the process, the intention being to ensure that they take ownership of their own development programmes. Employees are also expected to develop their Individual Development Plans in consultation with their supervisors. These processes enable DME to develop a comprehensive Workplace Skills Plan. The list of Skills Development interventions as outlined in the presentation

 

SLIDE NO 3

SKILLS DEVELOPMENT PROGRAMMES AND INTERVENTIONS WITIN DME

The following programmes and interventions as outlined in the slide represent some of the initiatives which the Department has embarked upon with a view to developing employees and deserving South Africans. It should also be mentioned however, that the resources that are availed to our Department for training purposes, are solely aimed at providing serving employees with the necessary skills that are required from them to execute their duties as expected.Nonetheless,we go an extra mine to develop other special programmes

that provide persons outside the department with opportunities for further development.

SLIDE NO 4

THE HRD MASTER PLAN FOR THE MINERALS AND ENERGY SECTORS

During my recent presentation of the Departmental Strategic Plan, I have alluded to the fact that there is an acute mismatch between the skills that we have in the labour market and the competencies that are required within the Minerals and Energy Sectors. The curricula at Tertiary Educational Institutions also do not provide young graduates with the necessary skills that will make them readily employable within our sector on completion of their studies. We have therefore developed an HRD Master Plan, which we hope will be key in addressing skills shortages experienced in the minerals and energy sectors. The plan was developed by a team comprising of representatives from DME, Department of Education, Department of Labour, SETAS within the Minerals and Energy Sector and our State-Owned Enterprises. The plan is a leaving document that will be subjected to changes as determined by our needs and will be formerly lauched in July 2006.

SLIDE NO 5 to 7

THE MALAYSIAN SCHORLASHIP PROGRAMME

This programme was commenced in 1999 as a joint venture between DME and Malaysian Government. The target group is matriculants from disadvantaged communities who intend to follow careers in Engineering and Information Technology/Information Systems. The Scholarship provides for an intake of ten students every year and these students register with University Teknologi Petronas in Malaysia. Our main intention with the programme is to bridge the scarce skills in Information Technology and Engineering. In total so far, seventeen have already graduated and are all employed and self-employed. PETROSA has employed ten of these graduates; DME has employed one as an Inspector of Mines in training,ESKOM has employed one female Engineer; Public works one; Murray and Roberts one and three are self employed. Currently, there are thirty-seven students registered on the programme and ten of them are females. Slide No seven provides for a provincial statistical and gender distribution of under-graduates on the programme, for information of the members in view of the questions that were raised during our last year in this regard.

SLIDE NO 8

THE INTERNSHIP PROGRAMME

The department has an Internship Programme that was commenced during 1996 with the first generation of Interns in the Energy Branch. The intention by then was to equip students and young graduates with the necessary experience and on the job training, so to enable them to participate fully in the South African labour market. The Department has developed a policy in this regard, which amongst others provides that each Directorate should have at least two Interns for a period of 18 months. Since its inception, two hundred and twenty eight (250) have had an opportunity of exposure to the practical work environment.Fourty-four have been absorbed permanently in DME,twenty-three absorbed on contract and Forty six were afforded employment elsewhere. As at present, DME has one hundred and fifty-eight Interns in the system.

SLIDE NO 9

THE BURSARY SCHEME; MENTORSHIP AND COACHING PROGRAMMES

The department also has a Bursary Scheme for employees to further their studies in careers that are in line with the core functions of the department at any institution of choice that is accredited. A policy has been developed in this regard within the Framework of the Public Service Bursary Scheme. There are currently 228 bursary holders who are registered with various universities for further studies. In addition to the aforementioned; sixty four employees are participating in the Mentorship and Couching programme of the department.

SLIDE NO 10

THE PRESIDENTIAL STRATEGIC LEADERSHIP AND DEVELOPMENT PROGRAMME

Initially the programme was intended for Directors-General in view of its high level executive complexity. The programme provides participants with leadership and management skills and is offered by Professionals that are drawn from various recognised Tertiary Educational Institutions. The programme is presented in eight modules and the assignments are practically work related. Seventeen Senior Managers and Deputy Directors have so far completed the programme and have graduated at the University of Potchefstroom.The programme is co-coordinated by SAMDI.

SLIDE NO 11

LIQUID FUELS TRAINING PROGRAMME AND THE ELECTRICITY REGULATORY INITIATIVE

The liquid fuels and the Electricity Regulatory training programmes are offered at Petrad University in Norway and Oslo respectively. Two of DME employees have already completed the programme on Liquid Fuels. We are still awaiting invitations for nominations for the programme .The electricity regulatory programme is offered in Oslo with an intake of three participants per annum.The programme is aimed at building capacity within the electricity sector and .Three of our employees have participated in the programme.

 

 

 

 

SLIDE NO 12

MASTERS DEGREE IN INTERNATIONAL TECHNOLOGY AND INNOVATION

This Masters programme is offered through DaVINCI School of Management. The programme is project management oriented and two of our employees were registered on the programme. Only on employee has completed her studies.

SLIDE NO 13

WOMEN IN NUCLEAR TRAINING

 

 

Slide 14 provides a profile of the LEARNERSHIP DEVELOPMENT PROGRAMMES that the Department is implementing

 

SLIDE 15 –present details of the skills developments programmes that the Department is implementing in partnership with SASOL AND THE ANGLO ASHANTI.

SLIDE 16 and 17 – outline the generic and line function training interventions that are offered to our employees.