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FIRST HAND EXPERIENCES IN RUNNING A LEARNERSHIP By: Susan van Heerden & Riekie Delport.

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Presentation on theme: "FIRST HAND EXPERIENCES IN RUNNING A LEARNERSHIP By: Susan van Heerden & Riekie Delport."— Presentation transcript:

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2 FIRST HAND EXPERIENCES IN RUNNING A LEARNERSHIP By: Susan van Heerden & Riekie Delport

3 INTRODUCTION

4 Education is the great engine of personal development It is through education that the daughter of a peasant can become a doctor; that the son of a mineworker can become the president of a great nation. It is what we make out of what we have, not what we are given, that separates one person from another. Nelson Mandela – Former President of South Africa

5 WATER – THE ESSENCE OF LIFE SA blessed in many ways, but alas not with water, Without water, no life could survive on our planet.

6 WATER – THE ESSENCE OF LIFE We are running short of water because of: Climate Many more people needing more water Pollution Waste Control

7 WATER, OUR MISSION, OUR PASSION Essence of life

8 BACKGROUND OF SILULUMANZI Nelspruit City Council decided to involve a private sector service provider in 1997 Nelspruit Concession Agreement signed on 21 April 1999 Commenced 01 November 1999 Nelspruit City Council became Mbombela Local Municipality in 2001

9 Opportunity for classification and re-registration of plants & operators Recoginised growing demand to comply to Schedule IV of the Water Act Train Operators to become process controllers Concession Agreement vs Council monitoring Legislation

10 THE WATER ACT VS TRAINING AT SILULUMANZI MLM mandate to Silulumanzi To ensure equipped, competent staff who are responsible to maintain water and sewage plants as per legislation and SANS standards

11 HOW DID WE START THE PROCESS (1) Mandate by MLM  Complete plant and operator’s re- registration and classification as per legislation  Sourced for a professional experienced person to lead and transform process  A task bigger than realised  Time consuming – dead ends everywhere

12 HOW DID WE START THE PROCESS (2) FINALLY Susan van Heerden - Neochem Water Treatment Specialists  Lengthy process started to gather information  Final data submitted to DWAF  Classifications and registration certificates received

13 RESULTS  Lack of the necessary skilled operating staff  Qualifications insufficient

14 CHANGE  Plant Supervisors to Process Supervisors  Plant Operators to Process Controllers

15 SCHEDULE IV MINIMUM CLASS OF PROCESS CONROLLER REQUIRED PER SHIFT, AND SUPERVISION, OPERATIONS AND MAINTENANCE SUPPORT SERVICES REQUIREMENT AT A WATERWORK WORKS CLASSCLASS OF OPERATOR PER SHIFT SUPERVISION*OPERATIONS AND MAINTENANCE SUPPORT SERVICES REQUIREMENTS EClass IClass V*These personnel must be available at all times but may be in-house or outsourced DClass 11Class V*- Electrician CClass IIIClass V*- Fitter BClass IVClass V- Instrumentation technician AClass IVClass V

16 SCHEDULE IV NOTES FOR SCHEDULES IV *does not have to be at the works at all times but must be available at all times. If the owner of a waterwork has no person of this class employed at that work, a Contractor / consultant with the required qualifications as prescribed in Schedule III in Respect of that particular class of persons, shall be appointed to visit the work weekly.

17 Upgrade plant personnel to correct levels as per legislation Negotiations with employees / Unions Collecting information to implement the correct NQF Water & Sewage training REPORT BACK TO MANAGEMENT

18 DECISIONS!!! Experience – previous Learnerships Cost analysis Funding Provision of study material researched Equipment

19 MANAGEMENT APPROVED! Cost implications!!!! Learnership ESETA contacted who directed us accordingly

20 ADMINISTRATION Declaration of Intent completed & submitted – ESETA Approved Contracts signed with all parties involved

21 RESULTS LEARNERSHIP STARTED CERTIFICATE FOR WATER & SEWAGE PURIFICATION AND PROCESS OPERATIONS NQF 2 30 Water purification learners 21 Sewage purification learners

22 REALITY STRUCK 2 headless chickens with a mission and vision - upsetting the carts of the organisation no one could interfere with our excitement Management awesomely overwhelmed Supervisors grumpy – no more comfort Structures disrupted

23 REALITY ………excitement not shared by all in company …….serious woman persuasion – behind every “successful man”???? …….. a determined woman!!! …….. bend in all directions

24 OUR GOAL STAY COOL AT THE END OF THE TUNNEL A LIGHT SHONE EQUAL OPPORTUNITIES TO EVERYONE BUILD TRUST

25 People from all groups came together

26 PROBLEMS EXPERIENCED Time tables Supervisors Management Man-hours vs training hours

27 PERSONAL EXPERIENCES Bravado goodbye - downhearted Self-confidence down the drain Fear = can we meet deadlines and expectations?????

28 RE-EVALUATION Blinking star dimmed – but did not disappear Decision Although crippled by this – the will to excel pulled us through Cool! Cool! Cool!

29 HOW? MEETING EXPECTATIONS Responsibility towards ESETA The Water Academy Learners Management Financial implications

30 THE SUCCESS STORY (1) Placement of different levels Growth Group work Trust Motivation

31 THE SUCCESS STORY (2 ) Coaching & mentoring !!!!!!! Important to reach our goal – to ensure that other who want to do Learnership have this in place

32 THE SUCCESS STORY (3) Learner eagerness to attend Completion of Portfolio of Evidence Peer competition Posters Experiments Group work

33 THE SUCCESS STORY (4) Tests Practical Learner’s demands Pride Recognition Logistics

34 THE SUCCESS STORY (5) Buy-in Will-power to achieve and excel Self-confidence Comfort-zone

35 THE SUCCESS STORY (6) Supervisors involvement Sharing Recognizing personal shortcomings Initiative to change Job growth

36 THE SUCCESS STORY (7) Relationship with facilitator Letters from learners Fun and laughter Sharing grief

37 Personal gain Hair loss – but rewarding results Vocabulary Personal growth Totally drained – but expectations fulfilled

38 ANOTHER ONE ???? YES!


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