Haggai Yes Bee Programme
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The document outlines the Y.E.S. (Youth Employment Service) program aimed at creating job opportunities for black youth in South Africa, emphasizing a structured approach for businesses to meet B-BBEE (Broad-Based Black Economic Empowerment) compliance. It details the qualifying criteria, financial commitments, and participation process for companies, while also highlighting the significance of learnerships in developing a skilled talent pool. Additionally, it stresses Haggai's holistic training initiatives designed to enhance personal development and employability among youth, ensuring they are well-prepared for the workforce.
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Haggai Yes Bee Programme
- 1. 2018 PROSPECTUS Value for Youth and Value for Business
- 2. DISCLAIMER: The information contained on this article has been extracted from GG No. 41546 and articles related thereto. GG No. 41546 is a draft publication on an amendment to the Codes of Good Practice on Broad Based Black Economic Empowerment and is open for public commentary therefore, the information contained on this article is intended solely to provide general guidance on matters of interest for the personal use of the reader, who accepts full responsibility for its use. The application and impact of laws can vary widely based on the specific facts involved. Given the changing nature of laws, rules and regulations there may be delays, omissions or inaccuracies in information contained on this article. While every attempt has been made to ensure that the information contained on this article has been obtained from reliable sources, Haggai is not responsible for any errors or omissions, or for the results obtained from the use of this information. All information on this article is provided “as is”, with no guarantee of completeness, accuracy, timeliness or of the results obtained from the use of this information, and without warranty of any kind, express or implied, including, but not limited to warranties of performance, merchantability and fitness for a particular purpose. In no event will Haggai, or its partners, employees or agents, be liable to the reader or anyone else for any decision made or action taken in reliance on the information on this article or for any consequential, special or similar damages, even if advised of the possibility of such damages. YESPROGRAMME Qualifying Criteria Generic Entities - 40% subminimum met on all priority elements or 50% average across priority elements (Ownership, Skills and ESD) Must score full points on expenditure on Bursaries for Black Students at Higher Education Institutions. Qualifying Small Enterprise – 40% subminimum met on 2 priority elements with Ownership being one of these or 40% average score across priority elements and Ownership being one of them. EMEs with an annual Total Revenue below R10 million per annum, have no sub-minimum eligibility requirements YES Entities must ensure that they maintain or improve B-BBEE Status Level and performance against the Targets under the overall Scorecards obtained in the priority year before participating in YES BEE Recognition Level Impact The Y.E.S. programme refers to a 12-month work opportunity with fixed term or temporary employment contracts for black youth. Key focus is job creation for black youth BBBEE Recognition: Achieve Y.E.S Target and 2.5% Absorption Move 1 B-BBEE Recognition Level up on the Scorecard Achieve 1.5 x Y.E.S Target and 5% Absorption Move 1 B-BBEE Recognition Level up on the Scorecard + 3 Bonus Points to the overall Scorecard Double Y.E.S target and 5% Absorption Move 2 B-BBEE Recognition Levels up on the Scorecard How to participate Register YES Recurring Fees R20 000 per company - turnover above R200 mil per annum R15 000 per company - turnover between R100 and R199 mil per annum R10 000 per company - turnover between R50 and R99 mil per annum R2500 per SMME - turnover between R10 to R50 mil per annum Free registration for SMMEs with turnover below 10mil Qualifying companies with a turnover of over R50 million per annum will commit a percentage of NPAT towards YES targets for B-BEE recognition Timing – aligning the 12 month initiative with the assessment period if vital in ensuring recognition on the B-BEE scorecard. Know your numbers The YES target for compa- nies with over R50 million annual turnover is determined as the greater of: - 1.5% NPAT/R 55000 - 1.5% of headcount - The value in company turnover R 50 – R500 mill, 6 to 15 Youth Jobs, determined by turnover bands The YES Target for companies with under R50 million turnover (QSEs) is determined by the employee headcount 1 – 299 Head Count, YES Youth Target 1 – 15 Youths determined by Headcount bands saying YES to Youth Employment Success
- 3. Our learner focus is on creating whole individuals through training initiatives which are holistic. The youth of today are disheartened and uninspired, but through our work we take our learners on a journey of personal change, we aim to build individuals who are confident and take back their future. Our learners not only obtain the NQF Qualifi- cation enrolled in but are also equipped with critical soft and interpersonal skills that are required for proper integration into a business environment. Our unemployed learners are positioned to work on community initiatives and to visit schools in their area to inspire others and create social impact. Further individu- als with potential are groomed to seek opportunity and create enterprises of their own. Haggai is focused on creating Entrepreneurs and for those who are not natural Entrepreneurs the focus is to create employable youth who understand business dynamics and really create value in small businesses. Our focus is on the youth, assisting them to develop a proper career curriculum that leads to a qualification and ultimately an income. “...equipped with valuable personal change management skills” valueforour YOUTH
- 4. Our strategic approach ensures a return on investment for businesses, as they are able to train their required number of leaners for their BEE Scorecard, while assisting young individuals with finding employment or Enterprise Development opportunities. Learner absorption is the end goal. Haggai together with the Young Africa Business Development Group (YABDG) work strategically to position enterprise and supplier development that makes business sense. Supply chain development focus on the establishment of non-core entities, strategic or price sensitive enterprises and suppliers based on business needs, aligning with local economic development strategies. Young Africa Business Development Groups sole focus is creating small enterprises with the objective of creating employment in South Africa. Young Africa Business Development Group provides essential infrastructure such as: systems, business support services, training and mentoring, to qualifying businesses from startup, up to the stage of being a self-sustained entity. YABDG provides critical business develop- ment services to ensure longevity of these entities. A soft return on investment is obtained by ensuring learners complete their Learnership program, providing business with a talent pool to employ from. These learners are ready to launch their careers and commit- ted to working with business to make top line and bottom line impact. “…creating soft talent pool return on investment” “…enabling learner absorption BEE bonus points” Optimised BEE outcome and ROI Value for business is created by ensuring a business meets their B-BBEE Targets while optimising on obtaining tax allowances and incentive benefits. Talent Pool Management valuefor BUSINESS
- 5. OURSTUDENTS Admissions selection criteria: Our Sourcing strategy attracts learners who are engaged and ready to take on the challenge which a Learnership Offers. Our recruitment process ensures that the unemployed youth who join our program are ready and committed to follow through with their education and find work opportunities post their Learnership. Our recruitment success is based on the following approach: We follow a unique broad-based approach Gr 12 vs Graduates Learners are - Prescreened - Pre-vetted - Interviewed - Exposed to a heart connection Our learners are given practical hands-on work experience in managing a small business initiative. This exposure enables them to integrate and experience the various departments which are at play in making a business successful. Giving the students this type of perspective allows them to find a connection with a field of study which will keep them passionate and motivated while at the same time giving them an overview of an orgainsation and its working parts, ensuring the creation of a “Business-Ready individual”. Our learners are assisted in finding career opportunities or furthering their studies if desired, in additional, those with entrepreneurial flair are supported to start their own enterprises via our partnership with the Young Africa Business Development Group. Learners are exposed to career and entrepreneurship opportunities during their learnership, this assists them in finding their “Heart Connection”. This connection is that of passion and drive for the career the learners have chosen, learners often lack career guidance and exposure leading them to follow career paths that they are not aligned to. Finding the "Heart Connection" is finding the learners true interest and helping them follow this career path. During our incubation phase we take the current educational qualification and convert that to a business equivalent qualification that enables the youth a much better integration into the business environment. Practical Business Experience “...those with entrepreneurial flair are support- ed to start their own enterprises via our partner- ship with the Young Africa Business Devel- opment Group.” As part of the Learnership we identify the challenges which have held the learner back from finding work opportunities and address this as a key development area in their Change Manage- ment journey. The hurdles holding learners from finding employment can be as simple as a fear of using English while for others this is more complex. We focus on unemployed youth High Absorption Rate
- 6. Skills Development Facilitation support The Workplace Skills Plan (WSP) is the key to unlocking Skills Development Potential within an Organisation. The Workplace Skills Plan provides a planned and structured approach to the type and amount of training organisations will be sending their employ- ees on for the year ahead, based on the skills needs of the organisation. It is vital that an organisation submits a WSP as no points can be claimed on the skills element of the B-BBEE Scorecard if the organisation does not provide a WSP. In order to obtain the full benefit of the WSP, organi- sations need to have all their documents in order, including a Pivotal Report and the Annual Training Report (ATR) which must have also been submitted. Haggai as a business training partner ensures that all the relevant docu- mentation and support is available to you to ensure optimal return on training investment. Haggai Skills Development Experts offer the following services: •WSP submission and mandatory grant management • Discretional grant applications • The establishment and training of an internal training committee • Project management of training interventions Skills Development is a two-fold return on investment as it enables a business to develop its Talent Pool while simultaneously obtaining the tax benefits for the spend. Haggai as an end-to-end solutions provider With a risk orientated view on ensuring the maximum return on investment for clients Haggai prides itself on its holistic approach to training and B-BBEE management, Haggai can assist business in managing the risks of a learnership as well as the management of a Talent Pool. In addition, Haggai can support business with submission of the Annual Training Report (ATR) as well as the Work Place Skills Plan (WSP). Haggai ensures that all the relevant forms and documents are available to claim against the Skills Development Levy and available tax rebates from SARS. OURVALUE ADDING SERVICES Workplace Skills Plan (WSP) submission Keeping up to speed with industry trends and staying relevant is pivotal when bridging gaps between a businesses’ present realities, their skills development needs and employees’ career aspirations. Meeting B-BBEE requirements and the various charter requirements necessitates a diverse offering to ensure business needs are met and learners are enabled with exposure. Career pathing learners to finding their passion is vital to ensuring their engagement and commitment to completing their qualification and ultimately finding work opportunity. Haggai offers industry specific expertise to assist businesses to meet their requirements through the correct planning and implementa- tion. The expertise offered is channelled through to the individualised business objectives and flows through to the ideal learner selection, this alignment is the strong foundation on which the Haggai Talent Pool strategy is founded. Industry Specific Offerings Skills Development Facilitation (SDF) involves an analysis of skills requirements within a business and coordinating the submission, maintenance and updating of the skills develop- ment plans and reports to the relevant SETAs. When you have a SD Facilitator, you have peace of mind. SDF is the cornerstone of the entire Skills Development Element on the B-BEE scorecard. Our internal SDF will provide the following services to ensure a risk-free approach to Skills Development as a whole • WSP and ATR support/submission • Discretionary grant applications • Training advice • Learnership implementa- tion • SETA liaison • Training intervention project manage- ment • Learner tracking • Quarterly Learnership progress reports • Tax rebate and ETI support
- 7. Affirmative action ensures that qualified people from designated groups have equal opportunities in the workplace. Your goal as employer is to ensure that these designated groups are fairly represented in your organisation. Designated groups are black (Africans, Coloureds and Indians), women and people with disabilities. Affirmative action provisions apply to employers who employ 50 or more staff members or whose annual turnover is more than that set down in Schedule 4 of the Act (the figures vary according to the type of industry). Our EE team can assist with the following: - EE legislative training - EE analysis – to determine if you comply with the EE checklist - EE committee support and guidance - Consultation support - Annual EE reporting for employers that employ 150+ employees - Bi-annual reporting of employers that employ 50+ employees or whose annual turnover is above the threshold Employment Equity Compliance Learnerships can add significant value to businesses by preparing a talent pool for graduation into employment or career progression. A learnership is a work-based learning programme that leads to an NQF registered qualification. Learnerships are managed by Sector Education and Training Authorities (SETAs). Learnerships enable organisations to obtain the benefit of talent development while receiving much of this human capital spend back. If the learnership process and paper trail is complete and affective, organisations will receive 94% of the initial spend back through various rebates. A learnership requires that a learner enters into a fixed-term employment contract for the duration of the Learnership with the sponsoring company. A learnership is defined by studying towards a qualification registered on the National Qualifications Framework (NQF). The cost of the qualification to qualify as a learnerhip falls to the company; once the qualification is completed, the learnership will end. Learnership Compliance Skills development is a priority element on the B-BBEE scorecard providing companies with an opportunity to earn full points against the total scorecard. A business that fails to achieve a 40% minimum threshold of those skills development points is penalised on their overall B-BBEE rating. Including learnerships in a business- es’, talent strategy is an effective way to ensure the minimums are achievable. Keeping up to date with developments and changes in legislation is vital to ensuring compliance, we, therefore, ensure that all the aspects of a learnership are adhered to. B-BBEE benefits for a company engaging in learnerships
- 8. Student sourcing, selection and educational journey is aligned to the sponsoring organisation's talent strate- gy and future talent pooling requirements. This alignment ensures the learners are ready for employ- ment and the sponsoring organisation is able to obtain true value for their training spend. Under the Haggai Learnership, hands-on industry specific experience assists the individuals to find their desired career path and also provides a business with a candidate ready for full-time employment. Further to this candidates are exposed to Performance Management principles ensuring they are ready for corporate South Africa and aligned with business social skills. Talent Pool Offering Our Classrooms: Our experienced facilitators provide the platform for learning in the classroom; they ensure students are present and participate in the class. Haggai considers that individuals on their programs come from all walks of life and need to be related to in this manner. Our facilitators work on finding a connection to each student to facilitate their engagement, personal change and transformation. Assessment: Both formative and summative evaluation is used as part of our outcomes-based learning programme: Formative Assessment: Class activities linked to the business environment Summative Assessment: The learners are evaluated against a portfolio of evidence that showcases the various skills that they have acquired during their practical experience throughout the learnership. Learning Programme Final Integrated Summative Assessment A FISA is done at the end of every Learning Programme to show integra- tion of learning completed in the individual unit standard based programmes. Final Summative Assessment: The FSA is done at the end of the qualification / learnership. It is a SETA requirement that a FSA is conducted on each of the exit level outcomes of the qualification, as well as on the overall qualifi- cation at the end of the learning and assess- ment period. Our Academic approach OURUNIQUEROIFORTHECLIENT Haggai meets clients and organisations where they are at in their B-BBEE and reporting maturity and work toward the desired level of compliance. Haggai’s approach is to ensure focused spend and value for clients, partnering with their talent strategy to achieve effective talent pooling, focused spend and full compliance. Integrated Skills Approach ensuring value The Haggai Student is a young professional with sound experience and exposure. Haggai aims to ensure their students are whole individuals who create impact both within their community and within their organisation. A Haggai student is an individual who comes ingrained with Change Management skills and exposure, guaranteeing an individual who is ready for the dynamic work environment which is created by innovation and fast-paced technology. The Haggai Student “...partner- ing with their talent strategy to achieve effective talent pooling...”
- 9. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 57712 Further Education and Training Certificate: Generic Management Level 4 150 Credits Communication at NQF Level 3 Mathematical Literacy at NQF Level 3 Computer Literacy at NQF Level 3 Developing plans to achieve defined objectives Organising resources in accordance with a developed plan Leading a team to work co-operatively to achieve objectives Monitoring performance to ensure compliance to a plan Making decisions based on a code of ethics Apply leadership concepts in a work context Apply the organisation's code of conduct in a work environment Conduct a structured meeting Employ a systematic approach to achieving objectives Identify responsibilities of a team leader in ensuring that organisational standards are met Manage expenditure against a budget Monitor the level of service to a range of customers Motivate and build a team Prioritise time and work for self and team Solve problems, make decisions and implement solutions Describe the relationship of junior management to other management roles Manage individual and team perfor- mance Demonstrate basic understanding of the Primary labour legislation that impacts on a business unit 12 Months 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 1. 2. 3. 4. 5. GENERIC MANAGEMENT
- 10. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 50080 Further Education and Training Certificate: Project Management Level 4 136 Credits Communication at NQF Level 3 or equivalent Mathematical Literacy at NQF Level 3 or equivalent Computer Literacy at NQF Level 3 or equivalent Work with others to undertake or support the project management activities Assist the project manager and/or project team by contributing and participat- ing in planning, execution and control activities Provide support to the administration of a project Supervise a project team of a small project to deliver project objectives Provide assistance in implementing and assuring project work meets quality requirements Conduct project documentation management to support project processes Contribute to project initiation, scope definition and scope change control Contribute to the management of project risk within own field of expertise Develop a simple schedule to facilitate effective project execution Explain fundamentals of project management Implement project administration processes according to requirements Monitor, evaluate and communicate simple project schedules Participate in the estimation and preparation of cost budget for a project or sub project and monitor and control actual cost against budget Plan, organise and support project meetings and workshops Work as a project team member Supervise a project team of a small project to deliver project objectives 12 Months 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 1. 2. 3. 4. PROJECT MANAGEMENT
- 11. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 66249 Further Education and Training Certificate: New Venture Creation Level 4 149 Credits Communication at NQF Level 3 Mathematical Literacy at NQF Level 3 Demonstrate an ability to identify and create a new venture Demonstrate knowledge of interpersonal skills required in a business environment Demonstrate an understand- ing of basic economics within a market economy Manage a new venture by applying business principles and techniques Demonstrate an understand- ing of the role of leadership and management Apply innovative thinking to the develop- ment of a small business Apply the principles of costing and pricing to a business venture Demonstrate an understanding of an entrepreneurial profile Demonstrate an understanding of the function of the market mechanisms in a new venture Explain and apply the concept, principles and theories of motivation in a leadership context Finance a new venture Implement an action plan for a new venture Manage finances of a new venture Manage general administration Negotiate an agreement or deal in an authentic work situation Plan and manage production/operations in a new venture Plan strategically to improve new venture performance Produce business plans for a new venture Research the viability of new venture ideas/opportunities Implement and manage human resource and labour relations policies and acts Administer contracts for a selected new venture 12 Months 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 1. 2. 3. 4. 5. NEW VENTURE CREATION
- 12. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 71490 National Certificate: Contact Centre Support Level 2 128 Credits Numeracy at NQF Level 1 or equivalent English (verbal and written communication skills) at NQF Level 1 or equivalent A Second Language (verbal and written communication skills) at NQF Level 1 or equivalent Computer operating skills at NQF Level 2 or equivalent Identify Contact Centre customers and their needs Respond to customers with factual and accurate information Gather and process data specifically related to Contact Centres Operate as a team member in a diverse working environment Perform to the required standards and requirements Implement and articulate operational activities in a Contact Centre Collect and record information queries and requests from customers Contribute to a diverse working environment in a Contact Centre Identify and respond to customer needs in a Contact Centre Input data received onto appropriate computer packages within a Contact Centre Meet performance standards within a Contact Centre Provide information to customers in a Contact Centre Gather and provide relevant information to contribute to contact centre problem solving Handle a range of customer complaints in Contact Centres Instil in myself a personal Contact Centre culture Work as a member of a Contact Centre Team Apply in-bound Contact Centre Operations within a commercial environment Apply out-bound Contact Centre Operations within a commercial environment Apply in-bound and out-bound Contact Centre operations within an emergency context 12 Months 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 1. 2. 3. 4. 5. 6. CONTACT CENTRE SUPPORT
- 13. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 93996 Further Education and Training Certificate: Contact Centre Opera- tions Level 2 132 Credits Competency against unit standards in Contact Centres at NQF Level 2 or equivalent Verbal and written communication skills) and numeracy at NQF Level 3 or equivalent Competence in a Second Language (verbal and written communication skills) at NQF level 2 Understand and implement service levels and their monitoring in Contact Centres Monitor and control Contact Centre support Staff and their meeting of targets and standards Apply specific Contact Centre sales knowledge and skills in creating and meeting sales targets and require- ments Identify specific Contact Centre customers Coach others in Contact Centres Work with Contact Centre statistical data Comply with service levels as set out in a Contact Centre Operation Describe features, advantages and benefits of a range of products or services Identify customers of Contact Centres Implement Contact Centre specific sales techniques to generate sales through a Contact Centre Monitor and maintain performance standards in a Contact Centre Provide coaching to personnel within a Contact Centre Retrieve and correlate statistical data applicable to Contact Centres Provide coaching to personnel within a Contact Centre 12 Months 1. 2. 3. 4. 5. 6. 7. 8. 1. 2. 3. 4. 5. 6. CONTACT CENTRE SUPPORT
- 14. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 61595 Further Education and Training Certificate: Business Administration Services Level 4 140 Credits Communication at NQF level 3 Mathematical Literacy at NQF level 3 Computer Literacy at NQF Level 3 Knowledge of the procedures for stock and fixed asset control Develop Administrative systems Improve organisational effectiveness Resend information that is routinely and regularly required, as well as specific information that is requested from time-to-time Manage service providers Be an effective employee in the administrative section of an organisation Be aware of how fraud can be present in an office environ- ment Display cultural awareness in dealing with customers and colleagues Identify and solve work related problems together with others Apply efficient time manage- ment processes, procedures and techniques Be an effective member of a team Achieve personal effectiveness in business environment Analyse new developments reported in the media that could impact on a business sector or industry Apply the budget function in a business unit Comply with organisational ethics Contract service providers Describe and apply the management of stock and fixed assets in a business unit Describe and assist in the control of fraud in an office environment Develop administrative procedures in a selected organisation Display cultural awareness in dealing with customers and colleagues Manage administration records Manage service providers in a selected organisation Present information in report format Work as a project team member Apply efficient time management to the work of a department/division/section 12 Months 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. BUSINESS ADMINISTRATION SERVICES
- 15. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 64289 Further Education and Training Certificate: Automotive Sales and Support Services Level 4 147 Credits Communication at NQF Level 3 Mathematical Literacy at NQF Level 3 Plan quarterly sales Perform vehicle sales Apply client service standards for client satisfaction Advise customers to optimise choice and benefits Apply the skills of customer care in a specific work environment Conduct sales and support services Demonstrate knowledge and application of ethical conduct in a business environment Evaluate personal sales performance in the retail industry Identify customers and generate selling opportunities Sell products to corporate fleet owners 12 Months 1. 2. 3. 4. 5. 6. 7. 1. 2. 3. AUTOMOTIVE INDUSTRY SAQA # 71950 National Certificate: Automotive Components: Manufacturing and Assembly Level 2 123 Credits Mathematical Literacy at NQF Level 1 Communication at NQF Level 1 Engineering Science at NQF Level 1 or equivalent Operate and monitor machines in the automotive component or related environment Assemble or manufacture components and perform finishing operations Demonstrate an understand- ing of Occupational Health, Safety and Environmental standards in the workplace Complete finishing operations and dispatch product Explain emergency preparedness and response procedures Identify, inspect, use, maintain and care for engineering hand tools Operate and monitor production machines Prepare surfaces Read and interpret engineering drawings Verify compliance to safety, health and environmental requirements in the workplace 12 Months 1. 2. 3. 4. 5. 6. 7. 1. 2. 3.
- 16. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 49052 National Certificate: Plant Production Level 3 120 Credits Literacy and Communication at NQF Level 2 Technical skills pertaining to agricultural activities equivalent to NQF 2 Identify and describe the physiological processes and anatomical structures of a plant Soil nutrient preparations are performed in a safe, effective and responsible manner for the benefit of plant/crop growth with consideration to the environment Plants are propagated in a limited range of conditions Apply basic control measures for insects, plant diseases and common weeds Monitor and co-ordinate the harvesting of crops Monitor and supervise the manipulation of plants by applying a broad range of techniques Apply routine maintenance and servicing plans and procedures Assist in farm planning and layout for conservation and rainwater harvesting Demonstrate a basic understanding of the physiological functioning of the anatomical structures of the plant Explain application of marketing principles within an alternative and dynamic agricultural marketing environment Explain costing and the viability of an agri-business Explain human resource policies and procedures Explain store inputs categories, labeling and storage methods Explain the planning and scheduling of tasks in a production environment Explain the propagation of plants Interpret factors influencing agricultural enterprises and plan accordingly Maintain water quality parameters Manage soil fertility and plant nutrition Monitor and co-ordinate the harvesting of agricultural products Monitor and supervise a food safety and quality management system in the agricultur- al supply chain Monitor natural resource management practices Monitor pests, diseases and weeds on crops Monitor plant manipulation Monitor operation & maintenance of irrigation systems 12 Months 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 1. 2. 3. 4. 5. 6. AGRICULTURE
- 17. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 78523 National Certificate: Automotive Repair and Maintenance Level 2 125 Credits Literacy and numeracy at NQF Level 1 Basic concepts of engineering science and technology at NQF Level 1 Demonstrate understanding of how an engine and components operate Communicate with peers and supervisors in an automotive work context Use and maintain automotive workshop tools and equipment. Conduct a general automotive service Remove and install automo- tive components Carry out an automotive service Demonstrate understanding of the principles of fluid power Keep the work area safe and productive Remove and fit automobile components Select, use and care for engineering hand tools Select, use and care for engineering measur- ing equipment Select, use and care for engineering power tools Service automobile batteries Understand the fundamentals of engine technology Balance a wheel Select and use vehicle lifting equipment 12-18 Months 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 1. 2. 3. 4. 5. ENGINEERING
- 18. QUALIFICATION NQF LEVEL & CREDITS ENTRY REQUIREMENTS COURSE OUTCOMES MODULESDURATION SAQA # 57881 National Certificate: Welding Application and Practice Level 2 158 Credits Literacy and numeracy at NQF Level 1 Basic concepts of engineering science and technology at NQF Level 1 Use and apply mechanical and welding technology, techniques, processes and skills, as applied in the fabrication and welding industry, using appropriate tools and measuring equipment Use and apply a variety of fillet welding, oxy-fuel cutting and oxy-fuel joining processes Demonstrate knowledge of the welding industry and its productivity requirements, by applying appropriate work-procedures Communicate effectively in order to achieve personal, business and organisational objectives. (Range: Reading and interpreting work instructions, documents and drawings; maintaining effective relationships; exploring options for further learning) Welding Safety and applicable work-site practice Effective communication techniques within the workplace Numeracy skills applicable to the welding environment Dealing with HIV-aids Apply work site practices Braze metals using the oxy-fuel brazing process Cut materials using the oxy-fuel gas cutting process (manual cutting) Describe the welding industry`s composition its productivity requirements and communi- cation techniques Identify and select material to specification Select, use and care for engineering hand tools Select, use and care for engineering measur- ing equipment Select, use and care for engineering power tools Use welding definitions and symbols Weld carbon steel work-pieces using the shielded metal arc welding process in the down-hand position Weld carbon steel work pieces using the cored-wire welding process in the down hand position Weld carbon steel work pieces using the gas metal arc welding process in the down-hand position Weld work pieces using the oxy-acetylene gas welding process in the down hand position Weld carbon steel work pieces using the gas tungsten arc welding process in the down hand position Deal with safety, health and environmental emergencies in the workplace Perform basic first aid Perform basic fire fighting Prepare and secure work pieces for welding 12-18 Months 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 1. 2. 3. 4. 5. 6. 7. 8. ENGINEERING
- 19. WELDER APPRENTICESHIP LEVEL 1 Generic Training - Orientation - Induction - Safety - Basic first aid training - Basic fire training - Electrical safety Basic Workshop Practice - Materials, engineering drawings & sketches - Measuring and measuring equipment - Marking off - Hand tools - Workshop tools Hand Skills - Fabricate a project applicable to the trade - Keys & locking devices - Threads and pitches - Basic bearing maintenance - Lubrication - Allowances & tolerances of fits - Basic gas cutting & welding - Basic arc welding LEVEL 2 Welding 1 - Materials drawings & sketches - Principles & techniques of sketches - Thermal applications - Machines - Oxy – fuel gas cutting - Oxy fuel gas welding & brazing - Shielded metal arc welding Basic Rigging LEVEL 3 Welding 2 - Oxy – fuel gas cutting - Oxy fuel gas welding & brazing - Shielded metal arc welding thermal applications - Gas metal arc welding - Gas Tungsten Welding Phase 1 Phase 2 Phase 3 Phase 1 Phase 1 Phase 1 APPRENTICESHIPS MOTOR MECHANIC APPRENTICESHIP LEVEL 1 - Induction - Safety - Basic first aid training - Basic fire training - Electrical safety - Perform a service on a vehicle - Headlight adjustment - Measuring of engine components LEVEL 2 - Remove and replace wheel bearings - Identify, remove, diagnose and replace fuel system - Exhaust system repairs - Cooling system repairs - Lubrication components - Suspension front and rear - Steering system - Wheel alignment - Wheel balancing LEVEL 3 - Remove and replace cylinder heads - Engine rebuild - Fuel injection - Basic electrical and electronic repairs - Turbo’s - Clutch repairs - Brake system diagnosis and repairs - Ignition system diagnosis and repairs - Remove, test and replace electrical components LEVEL 4 - Diagnose, remove, inspect and replace advanced transmission systems - Identify, test and repair advanced mechanical and electronic systems - Identify and understand advanced high speed diesel engines - Understand advanced electronic ignition systems - Understand, diagnose, remove and replace and commission air conditioning systems - Remove and replace diesel fuel injectors and pumps - Service filters and diagnose engine performance Phase 1 Phase 2 Phase 1 Phase 1 Phase 1
- 20. 1 PHILIP ENGELBRECHT, MEYERSDAL, ALBERTON [email protected] www.haggai-edutrain.com +27 11 867 3384 +27 63 743 1844 Haggai operates on a national basis with offices and training facilities in; Gauteng: Pretoria, Meyersdal, Brakpan Limpopo: Polokwane Free State: Bloemfontein KZN: Pietermaritzburg, Western Cape: Somerset East, Tygervalley Cape Town, George Eastern Cape: Port Elizabeth. Our Campuses