1. CHIETA WSP-ATR Submission System and Skills Development Cloud Solution

3. Registration and Verification Process
Use last year’s Verified L Numbers
View WSP-ATR data & analysis
Register Parent – Child relationship: Parent SDF Controls Process
Enter Username and Password or
Register as User
Add / Edit Company Details
Print and Submit Verification Document
Prepare and Submit WSP-ATR Source Data
Submit WSP-ATR
Error Check & Submission Summary
Last Year’s L-numbers
Validate SETA Registered L-numbers
Reference Last Year’s Submission
Evaluation & Approval Process

4. New Home Page

5. View All Listed L-Numbers
Check Status of L-Numbers,
Redirect Process Immediately
Manage Submission& Status Indicator
Monitor MG Disbursements

6. Online Editing / Fixing of Errors

7. Occupation Quality Analysis – SIC Dependent

8. Support

9. OFO Mapping Considerations
Always evaluate using Major Group as point of departure
Consider qualification level to confirm Major Group Selection
Job Title not definitive, rather Job Output, careful for key word hits, read descriptor and tasks to confirm the alignment to actual output
Sub-sector specific rules and considerations defined to identify occupations related to the sub-sector and occupations that are not related to the sub-sector

10. Mapping Principles – Key: Major Group
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. Plan, direct and control processes
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. Original Thought
Technicians and associate professionals perform mostly technical and related tasks connected with research and the application of scientific or artistic concepts and operational methods, and government or business regulations. Apply concepts
Clerical support workers record, organise, store, compute and retrieve information related, and perform a number of clerical duties in connection with money-handling operations, travel arrangements, requests for information, and appointments. Support
Service and sales workers provide personal and protective services related to travel, housekeeping, catering, personal care, or protection against fire and unlawful acts, or demonstrate and sell goods in wholesale or retail shops and similar establishments, as well as at stalls and on markets. Services

11. Mapping Principles – Key: Major Group
Skilled agricultural, forestry, fishery craft and related trades workers apply specific knowledge and skills to construct and maintain buildings, form metal, erect metal structures, set machine tools, or make, fit, maintain and repair machinery, equipment or tools, carry out printing work produce or process foodstuffs, textiles, or wooden, metal and other articles, including handicraft goods and grow and harvest field or tree and shrub crops, breed, tend or hunt animals, produce a variety of animal husbandry products, cultivate, conserve and exploit forests and breed or catch fish. Construct and maintain
Plant and machine operators and assemblers operate and monitor industrial and agricultural machinery and equipment on the spot or by remote control, drive and operate trains, motor vehicles and mobile machinery and equipment, or assemble products from component parts according to strict specifications and procedures. The work mainly calls for experience with and an understanding of industrial and agricultural machinery and equipment as well as an ability to cope with machine-paced operations and to adapt to technological innovations. Operate equipment to produce, transport
Elementary occupations involve the performance of simple and routine tasks which may require the use of hand-held tools and considerable physical effort. Routine Tasks, usually physical in nature

14. Generic Mapping Considerations – Keyword “hit” problems
Director (Enterprise / Organisation)
Directors & Executives: This is for top management responsible for overall company governance.
The word director/executive in job titles might confuse this mapping.
Please consider mapping functional "Director" or "Executive" to the function of the business unit they are heading, such as Human Resources; Finance; Sales and Marketing, etc.
AND
A “Technical Director” on the OFO (i.e. Code ) controls the quality of pictures and sound for television or radio programs by directing technical teams and planning and organising technical facilities (and it is unlikely that such a person will work in chemical industries)
Please make sure the Descriptor and tasks are aligned to the actual work the person does.

15. Be careful for the term “Manager”
Finance/Accounting Managers
Distinguish between 
Managers of the Accounting and Finance Business Units, which should be mapped to Major Group 1
Management function of finance and accounting related jobs (i.e. Management Accountant), which should be to Professionals (i.e Management Accountant)
Principle: Managers plan, direct and control, Professionals apply scientific and other concepts in specific work environments

16. Marketing and Sales Confusion
Many Professionals with “Product”; “Brand”; “Category” and “Account” plus “Manager” in their Job Titles are mapped to Sales and Marketing Manager or to Sales Manager.
These workers have to be mapped to Marketing Research Accounts Manager / Key Account Manager / Market Research Analyst or to Brand Manager / Marketing Practitioner
The test is: Usually there are only one or two of these positions in the Major Group Manager, and many more in the Professional Major Group

17. Non Specific Job Titles
Mapp per person to the specific area of specialisation - need to confirm post output, ie:
Scientist – not all “Scientists” in chemical manufacturing can be “Medical Scientists” or “Environmental Scientists”, surely there are Analytical Chemists; Industrial Pharmacists; Biologists, etc?
Other examples: Manager; Engineer; Technologist; Technician; Artisan; General Assistant; Factory Worker; General Worker; Assistant

18. Sub-Sector Specific
On the OFO Process Engineer, Process Design Engineer, and Produce Process Engineer are all Alternative Titles or Specialisations for OFO Industrial Engineer
But Process Engineer is a Job Title frequently used in the Petroleum sub-sector to refer to a Chemical Engineer (OFO )
Please align the Descriptor and not the Title
Chemical Engineer: Designs and prepares specifications for chemical process systems and the construction and operation of commercial-scale chemical plants, and supervises industrial processing, fabrication and manufacturing of products undergoing physical and chemical changes and related technologies.
Industrial Engineer: Investigates and reviews the utilisation of personnel, facilities, equipment and materials, current operational processes and established practices, to recommend improvement in the efficiency of operations in a variety of commercial, industrial and production environments.

19. Sub-Sector Specific (continue)
Medical Practitioners working in pharmaceutical companies provide advice on medical matters associated with the development of new treatments, established pharmaceutical products, and areas of unmet medical need.
Please consider mapping to
Pharmacologist (Clinical Research)/Medical Scientist;
Pharmaceutical Physician; or
Regulatory Pharmacist / Regulatory Affairs Officer.

20. Consistent Evaluation Report
Sub-Sector Core Occupations
Manufacturing Systems Support Occupations
Sector Support Occupations
Business Support Occupations
Unrelated 8 1 2 7 3 6 5 4

21. Category Definitions Chambers will use to update the Intelligence for the Data Analysis
Sub-Sector Core Occupations: Core occupations possess non-replaceable and critical resources with which an organisation achieves its goals and missions. These occupations are often addressed by means of in-house, company specific training and development programmes that focus on the equipment used, and the standard operating procedures implemented by the specific company. Retention of people in this category is thus vital to the company and has a direct impact on the livelihood of the company as its distinctive competitive advantage usually reside in this category of the workforce. Reporting on occupations in the category is thus vital if the SETA is to remain a creditable skills development partner.
Manufacturing Systems Support Occupations: These occupations are directly related to the organisations’ goals and mission, but usually are technical or supportive in nature and do not require company specific skills. Retention of people in this category is important for maintenance, consistency and organisational memory purposes.
Sector Support Occupations: The first two categories influence an organisation’s value chain significantly. Occupations in this category have specialised skill sets required by organisations in the sub-sector to support the value chain. Occupations in this category are maintenance and specialist orientated. Examples of such support occupations are Welders, Riggers, Electronic Engineers and Electricians.
Business Support Occupations: These occupations enable the overall function of the organisation in terms of infrastructure, distribution, supply chain, human capital and financial management and administration. The development of occupational qualifications for employees in this category should not be the responsibility of the sector.
Unrelated: Occupations in this category are identified as either specific to other sectors such as the Public Service and have historically been reported on due to a misunderstanding of their function. Mapping rules and considerations have been formulated for each sub-sector to assist in helping them to avoid relating their workforce to these occupations as it skews the profile of the sub-sector and the sector as a whole.

22. Sub-Sector Reports to Inform Updates

23. New Mapping Tool Functionality
Rules and Regulations inform decisions on occupations being selected.
Same criteria used to indicate red status in online error dashboard
More than 10% submission quieried

24. Data Quality Management (error reporting)
Quality of Occupations Identified
Qualifications Recorded
Scarce Skills
Finance and Impact
2017 Template same as 2016, except the Scarce Skills and Financial Detail Sheets are compulsory and one field in Bio Data Sheet Changes Name
Post Information
Post Code
Job Number
Job Title
Post Information
Business Unit
Job Number
Job Title

25. Data Submission Analysis
Major Group 1
60%
10%
Major Group 2
35%
10%
Major Group 3
10%
60%
Major Group 4
10%
60%
Legend
Sub-Sector Core Occupations
Manufacturing Systems Support Occupations
Sector Occupations
Business Support Occupations
Major Group 5
30%
15%
25% 0%
Major Group 6 5% 0%
95%
Major Group 7
10%
60%
Major Group 8 0%
100%
Unrelated 1 2 3 4 5 6 7 8 9
Sub-Sector Core Occupations
Manufacturing Systems Support Occupations
Sector Occupations
Business Support Occupations
Unrelated
Totals
Surface Coatings
Sub-Sector Core Occupations
311101
Chemistry Technician (Paint Maker)
Manufacturing Systems Support Occupations
313301
Chemical Plant Controller

26. Submission Support Log all queries on system Await response via mail
Phone: Reference Log number
System records query per L number

27. No Yes External Providers In-house Programmes
Dynamic Human Capital Development Management Cycle
External Providers
In-house Programmes
Manage Human Capital Development
6. Address development needs through provider and in-house programmes
1. Decide on Business Units to be Addressed/Developed
Unit 3
Unit 1
Unit 2
Job 3
Job 2
Job 1
2. Define Jobs in terms of their workplace function, related qualifications, registrations and competencies
Manage all aspects of process in cloud.
Reports such as WSP/ATR generated by online system
Competencies
Professional Registrations
Qualifications
5. Analyse Survey result to determine the needs that should be addressed
Supervisor 1 2 3 4 5 6
4. Prepare employees for survey and manage the discussions on the survey content No
Yes
3. Load the organisation structure with post and employee detail in the central system and link the Job Profiles to the structure to identify the people that will participate in the survey
HR Development could be managed is the indicated processes are followed
Optional functionality makes it possible to manage each of the steps in a cloud solution. The users will be trained on how to use the system and will have on-line support in implementing the functionalities of the system.

28. Use research information to define Organisation specific job profiles
Choose from a range of options how you want to use the system. Could for instance decide to run a survey that only asks for qualification information
Record research on skills, and other job related information directly on the system. The printing of the Handbook is thus replaced with this real-time active environment where reference data is updated, ready for use
Use similar process used currently to upload source data to upload employee information, there is thus no interface requirements with in-house, existing systems. Refresh employee information by re-uploading a spreadsheet
Generate IDPs based on survey and uploaded information. The IDP information is used to inform the WSP/ATR Report
Use research information to define Organisation specific job profiles
Analyse the Training and Development information per Business Unit or for the complete organisation, generate management reports
Conduct a survey using the customised format and the profile information.
Define identified in-house and outsourced learning programmes to address identified training needs and record learning - information informs the WSP/ATR Report
Generate WSP/ATR based on the information that was managed in the cloud. No more spreadsheets for every subset of training that is being conducted

29. Customise Cloud Attributes to suit specific needs of company
Control User Access

30. Use International Competency Framework
and national qualification and professional
registration information to augment existing
job information

31. Existing System Import/Export Export HR Data – select specific fields
Upload to cloud
Use same fields when export data
for integration with existing HR Systems

32. Define Job Profile content using in-house data and reference data obtained from researched information

34. Business Intelligence allows user to set analysis criteria
Generate a table of summary information
View competency learning needs at a summary level
Then drill deeper to see the detail learning requirements for each competencies defined
And ultimately also view who the people are that were summarised in the summary tables

35. Qualification analysis criteria are defined by the user
Highest Qualification summary data per job profile used provide the user with an overview of where possible qualification potential or requirements might be
The overview could then be explored by viewing and selecting specific datasets from the Highest Qualification Summary Table
Detail of the people summarised in the Highest Qualification table is shown in the next level down
Ultimately the last table shows a specific employee’s information of not only the highest qualification, but all qualifications

36. Training Needs
Learning Programme
Provider
Use mathematical concepts and procedures
Accurately apply the general rules for the rounding off of values (numbers or decimals).
Analyse sets of figures and determine basic trends.
Apply appropriate data collection, statistical analysis methods, and the means of displaying data to make decisions.
Calculate and interpret calibration results.
Calculate and record test results.
The Maths Trainer
Understand and use information technology
Use computerised asset or maintenance management systems to schedule jobs, assign personnel/contractors/vendors, reserve and order materials/parts, record costs, track information.
Asset Management
Guru’s

37. Bachelor’s Degree in Engineering Busy
Qualifications
Status
Training
Bachelor’s Degree in Engineering
Busy
Use scientific principles and procedures
Have to do
Qualification / Learning Programme 1
Qualification / Learning Programme Type
Please select details of Learning Programme from lists supplied
Please specify if study field or specialisation is not in previous column
Total Training Cost (See guide for cost culculation)
Achievement Status
Year Enrolled / Completed
Occupational_Directed_Training_non_Accredited
Use scientific principles and procedures
R2 000
Planned
2017
Under_Graduate_National_First_Degree
Engineering Mechanics
50000
Busy
2015

38. Value Proposition Co-exist with current HR Management Systems
No need to procure system, monthly subscription of R5000 (excl VAT), regardless of company size, unlimited users, only ONE support person
Use central defined research to define in-house job profiles and related competencies
Run skills needs surveys, have ability to manage and mine data immediately
Identify training per competency category and enrol/manage training and development process
Generate reports on the fly

39. Skills Development Planning and Management: New Cloud Solution
CHIETA 2016/2017 RESEARCH FUNDING WINDOW ADVERTISEMENT DG System opens: 06 December 2016 Closing Date: 06 January 2017 at 16h00 The CHIETA Discretionary Grants are available for levy paying companies in the Chemical Sector for a skills and training needs identification and management project, aimed at improving skills planning and skills data in the sector. Companies are encouraged to apply for this cloud based solution developed to assist with the identification and management of skills information to improve the quality WSP-ATR submissions in the sector. In terms of the National Skills Development Strategy (NSDS III), SETAs are expected to add real value from their understanding of labour market issues in their respective industrial and economic sectors, and thereby become authoritative voice on skills in their sectors. Core to this is sound quality research on the labour market, and secondary research relevant to the sector that informs decision making and guide skills planning. All application must be submitted on line by filling the 2016/2017 Discretionary Grants Application Form on the CHIETA DG System: Please apply under the Add/ Manage Research/Strategic projects. Please note that due to limited funding available for the project, applications will be considered on a first come first serve basis, that takes into consideration the size and sub-sectoral spread of the Chemical Industry. Hardcopies of the applications, including the required original signature pages and all the required supporting documents must be submitted to the CHIETA Head Office at: 02 Clamart Road Richmond Johannesburg 2092 For attention: Gift Thutse – For queries and support with the online application system, call Gift Thutse at