1. HRD Strategy Human Resource Development Strategy “A Nation at Work for a Better Life for All” Education Portfolio Committee Briefing 15 October 2002

2. HRD Strategy Content of presentation  A brief background to the Strategy  Overarching goals of the Strategy  Priorities and Strategic Objectives of the Strategy  Management and governance of the Strategy  Role of the Directorate: HRD Planning at DoE

3. HRD Strategy Background  HRD Strategy was adopted by Cabinet at its Lekgotla in January 2001  Launched in April 2001 by the Ministers of Education and Labour  Ultimate goal – “a better life for all”  To improve the Human Development Index by improving basic social infrastructure, providing universal basic education and improving quality of life  To reduce inequalities in wealth and poverty; and  To improve investor confidence and international perceptions

4. HRD Strategy Human development: the concept  Comprehensive definition adopted by the UN  a process of enlarging people’s choices  a healthy and educated society (acquired knowledge)  access to resources needed for a decent standard of living

5. HRD Strategy Overall goal to be measured by improvements in international ratings …

6. HRD Strategy Strategic objectives and Priorities

7. HRD Strategy GROWING THE FUTURE National capacity for Innovation, Research and Development BUILDING THE BASE “Improving the foundations for human development” SUPPLY SIDE Improving the supply of high- quality skills DEMAND SIDE Increasing employer participation in lifelong learning HRD STRATEGY Enhancing the linkages between the other four strategic objectives Pillars of HRD 1 2 3 4 5

8. HRD Strategy SO 1 : Improving the foundations for human development DoE  Participation rates  Improving quality  Improve pass rates, mainly in Maths and Science  Teacher, school management & SGB development Universal general education (12 years) DoE  Increase participation  Reduce extent of illiteracy  SANLI functioning  Review of adult learning centres;  NSF Projects (DoL & SETAs) Adult basic education and training and literacy DoE  Increase participation in Grade R  Audit of facilities & registration of sites  Training practitioners Early childhood development Lead department IndicatorTarget Area

9. HRD Strategy SO 2: Improving the supply of high-quality skills (particularly scarce skills)... DoE  Baseline research on current status of placement by HSRC  Targets set to improve from baseline. Increased placement of FE and HE graduates in employment DoE  HE and FET reconfiguration begun.  NSFAS  Quality Assurance Act  Registration of private higher institutions Increased participation in FET and HE institutions DoE  Research scarce skills  Bursary schemes targeting scarce skills  Programme funding  Increase participation in fields of study relevant to scarce skills Increase supply of scarce skills Lead department IndicatorTarget Area

10. HRD Strategy SO 3: Increasing employer participation in lifelong learning DoL  SD integrated into, URS, local Integrated Dev. Plans Skills development for social development DTI  DTI Policy review  SETA NSF Project proposals submitted Skills development for SMMEs DoL  75% of large firms and 40% medium firms claim levy by March 2005  All government departments submit Workplace Skills Plans  Learnerships – 100 new programmes registered  Managers trained by SAMDI Increased employer participation in workplace skills development Lead Department IndicatorTarget Area

11. HRD Strategy SO 4: Supporting employment growth through industrial policies, innovation, R&D DTI  Integrated Action Plan for economic and employment growth.  Align SSPs with DTI industry policy/sector summits to improve employment effects Identification of economic sectors with significant growth and employment potential DTI  THRIPP programmeScience – industry partnership DACST  DACST strategy for research funding being more targeted. Research and development expenditure Lead department Intermediate actionsTarget Area

12. HRD Strategy SO 5: Linking the parts of the HRD Strategy DPSA DoL DoE DACST DTI Integrated service delivery on emerging alignments DPLG

13. HRD Strategy What are other departments doing?  DACST – Research and Development Strategy  SET human capital  New generation of scientists  Target Africans and women in particular  Focus on Centres of Excellence  Migration of highly skilled people  Attrition rates of researchers approximated at 11% from government t laboratories & 15% at universities (annually)  Establishment of Centres of Excellence – striving to be the best (globally competitive)  DTI – Integrated Manufacturing Strategy  Intends to build a sustainable growth-oriented economy  Increase domestic capacity for S & T to keep abreast with technological developments globally

14. HRD Strategy Priority areaSummary Target 2002 (see Report Annex 3) Responsible department/s ECD200 000 learnersDoE ABET50 000 learners + 63% workers at NQF 1 DoE (DoL / SETAs) Scarce skillsIncrease bursaries Immigration finalised DoL / DoE / DTI Home Affairs Public sectorWSP 100 departments More managers trained DPSA / PSETA SAMDI Learnerships20 000 in private & public sectors DoL (DoE) (DPSA/PSETA) SMME’sDoL, DoE and DTI targetsDTI 2002 HRD Priority Area Targets

15. HRD Strategy Key challenges

16. National systems of Innovation, Research and Development GENERAL EDUCATION The underpinning supply of compulsory schooling; Early Childhood Development and Adult Basic Education and Training DEMAND SIDE Demand for skills from public and private employers School leavers? Graduates? Retrenchees? Long-term unemployed? SUPPLY SIDE Provision of Further and Higher Education and Training. Key challenges …… 2002/3; 2004/5; 2014/15 There is too little demand - too few jobs! There is no- where for many school graduates to go

17. HRD Strategy Research, technology & development  In 1990, 18% of scientific publications was produced by researcher aged 50 and above – in 1998 the figure was 45%  There is less than 1 researcher per 1 000 people  Only 3.4% of matriculants have matric exemption with Maths & Science  South Africa undertakes 0.5% of global research

18. HRD Strategy Retaining skills  Migration of highly skilled people  Attrition rates of researchers approximated at 11% from government t laboratories & 15% at universities (annually)  Establishment of Centres of Excellence – striving to be the best (globally competitive)

19. HRD Strategy Management and governance

20. HRD Strategy Management and governance National  Cabinet provide political leadership  FOSAD advise Cabinet  Ministers Education and Labour establish working groups to ensure targets are achieved  HRD Coordinating Committee  DoE and DoL co-chairs  DACST, DTI, DPSA, DPLG, Presidency  HSRC - Supporting Agency  Extended invitation to Home Affairs  Within DoE: HRD Directorate/ Planning & Monitoring Branch

21. HRD Strategy ….continued Provincial  PEC a point of provincial political decision making  HODs will advise PEC and Premier of key HRD issues  Existing structures such as the Skills Development Forum (DoL) could be upgraded & reconstituted to ensure a stronger  DoE and DoL currently preparing for taking the Strategy to provincial and local government

22. HRD Strategy ….continued Sectoral  Government to contribute intellectually and financially to the functioning of SETAs  Sector skills plans ensure alignment with State policy and HRD  PSETA  Inter-sectoral meetings managed through existing SETA Forum with a fuller government participation

23. HRD Strategy Role of HRD Directorate within DoE

24. HRD Strategy  Co-chair the HRD CC  Co-manage inter-departmental collaboration  Represent DoE - setting targets, progress reports  Report to DGs, Ministers and Cabinet  Agree on research agenda with partners Role of D/PSH- external

25. HRD Strategy Role of D/PSH- internal  Labour market trend-analysis to inform planning  Research in output of education system, especially at FE and HE levels – to identify under- and/or over production,  Review indicators and targets – research where baseline data is not available e.g. placement rates  Manage collaboration with HRD partners  Monitor and report on macro indicators of human development  Establish a link with PEDs on HRD  Improve general understanding of the Strategy  Ensure that relevant directorates/ units include HRD priorities in their plans, and agree targets  ECD, ABET, SANLI, FET, HE, Skills Development Unit, … end