TEAM FOR Pi S 1.2 Section 1: Information quailty Stock of skills: In terms of the table supplied for the stock of skills available in this sector | cannot find conclusive evidence of qualified painters in the system since institutionised training for painters was discontinued with the closure of the BIFSA training Centres at the end of the 1990's. There may be figures on the successful writing of Trade tests for applicators. There are significant numbers of “painters” in the market at present but our investigations have shown that they have limited training or skills in terms of applicators. Expansion demand: | have no knowledge of this figure Replacement demand: | have no knowledge of this figure Projected SIP demand: The documents that | have received indicate an estimate 350 learners over a three year period. Indication of inadequate training of applicators: itis an accepted fact within the paint industry that 86% of paint problems or reported failures emanate from poor substrate/surface preparation by the applicator. This fact is substantiated that SAPMA receives four to five calls a week from consumers, whether they be private or corporate, complaining about paint failures ond accusing the manufacturer, who supplied the paint, of the malfunction. These specific cases, if the manufacturer is a member of SAPMA, are investigated by the manufacturer and in my experience its always as a result of poor preparation and application by the contractor. The manufacturer in most cases, in order to maintain his company’s reputation, supplies the complainant with additional paint jo remedy the problem. The contractor denies liability and continues practising, This, can be verified by consulting the major manufacturers, who state that a significant budget is assigned to this practise. Accordingly, the lack of training and expertise costs the industry many millions of Rands per annum. N.B. Information pertaining to skis shortages in the market place is derived from the subrrission of WSDP's. This information is unreliable because it is based on the information supplied by companies paying training levies { many fall under the radar) as well as submissions by the larger companies who have dedicated Human Recourse departments who provide the information. Further evidence of lack of skills and training is manifested in the reporting of the website “Hello Peter" where many pages of complaints against painting contractors are displayed on a regular basis. Supply-side information:lam unaware of any programmes presenti in the market place that ore accredited for the training of applicators whether they be for qualification skils programmes, apprenticeships or workplace learnerships. Its for this reason that SAPMA has developed two programmes for the training of paint applicators. 1. A Basic Coatings Application Programme, incorporating 6 X Sday modules, each of which is followed by one month's workplace experience, before the next module is undertaken. It is envisaged that on completion of all five modules, including the practical demonstrations, a SAPMA Certificate of ‘Competency will be awarded to leamers and the CHIETA CEO Stotement of Resulis will be awarded on the completion of the sixth Module. The leamer will be awarded with SAPMA Skilis Qualification for the Basic Coatings Applicator. This programme was developed for the Paint Contracting sector to train ‘employed but unskilled applicators. [Leaning pathway attached) 2. Aconcentrated NGF level 2 entry level Basic 1X 5 day Applicator Paint skils programme, delivered at the SAPMA Centre of Excellence is aimed specifically at the unskilled and unemployed worker. On the completion of the programme the learner can move onto the 5 X § day programme. SAPMA is endeavouring to have this skills programme accredited. This programme is envisaged as a programme for redeployed workers from National Development Schemes |.E. Medupi Power Station, and for the rehabilitation of prisoners from the Department of Correctional Services. Note: The programme has been offered to the Department of Correctional Services, but no reply has been received. Medupi representatives are interested in the programme but are waiting for accreditation of the programme. Assessment of quality of Information on which this report Is based: Information is moderately valid and reliable. 1.3. Section 2: Problem Identification: Problem weighting on the demand side: Problem classification Weighting of problem Lack of skills prevoliing in the coatings applicator sector 50% Lack of specific level of expertise required i.e. pointer 20%. Lack of funding for specific applicator training 20% Problem weighting on the supply side ( by pathway) Problem Classification Weighting of problem Insufficient_programmes developed for applicator* 20% insufficient learners enrolling 10% Poor quality/Relevance of curriculum and trainers 10% Lack of accreditation of SAPMA modules. 30%Reluctance to train by contractors** 0% “Specific Painter/Applicator raining ceased with the closure of the BIFSA Training centres “* Excuses being raised by paint contractors- poaching of trained staff, demand for higher wages, don’t have the time, cost of training etc. Problem weighting w.t.t. Information fallure: Learners do not know about the occupation because there are 40% no training programmes j Lack of accreditation on the programmes that do exist 40% Lack of training facilities 20% Problem tree: LACK OF ACCREDITATION OF TRAINING PROGRAMMES: T INSUFFICIENT PROGRAMMES DEVELOPED FOR APPLICATORS LACK OF ACCREDITAION FOR SAPMA MODULES LACK OF ki evan COMINGS APLCATORSECTOR INSUFFICIENT ‘COMPETENT TRAINERSINSUFFICIENT LEARNERS ENROLING Lack oF — |_ FUNDS FOR LACK OF LACK OF COMMITMENT SY TRAINING ‘CONTRACTORS SECTOR TO FACILITIES: pata bee TRAIN EMPLOYEES (OF EXPERTISE ucxornestor | TRAINING OF EMPLOYEES Lack of accreditation of training programmes: There are proklems in gaining accreditation for paint applicator programmes that have been developed by LACK OF TRAINING FACILITIES | SAPMA incorporating both technical theory regarding | AND VENUES the structure of paint, the different types of paints and the preparation of substrates on which paint has tobe applied 88% of all paint failures is as a result of poor preparation of substrate and applying the correct type of paint. The programme developed by SAPMA has three unit standards, 2 of which are accredited by the CHIETA and the 3, an application standard is held by the Construction SETA. It is imperative that an MOU is obtained inter Ceta to obtain accrecitation for the training programme. SAPMA is presently negotiating with an independent training provider who holds accreditation for the ‘applications unit standard so that the accreditation process can be expecited. We have also been approached by Medupi Power station for application training for the redeployment of the workers presentty employed at the Power station. They are satisfied with the training and the facilities but insist that the programmes are accredited before they will start training. The opportunity also exists for the training for the rehabilitation of prisoners with the Department of Correctional Services. Offers have been made to the Department but there has been no response to date sistan: is matter wi tly appreciated if we the ining of preser workforce. Insufficient programmes developed for applicators: Apart from the two applicators training programmes that have been developed (i. E. 1 X 5 day skills and the 6x5 day modules mentioned above] there are no programmes available to paint applicators. Insufficient competent trainers available: It should be remembered that the last meaningful training for paint applicators ended with the closing of the various BIFSA training centres in the 1990's. The irainers in these centres have either retired or moved onto other jobs and vocations. SAPMA is fortunate in having employed an ex trainer from the BIFSA training centre in Springs, as well os having in their employ one of the country's most experience paint and applicator trainer.Insufficient leamer enrolling: Although “painting” is defined os a trade- 64301 (as per the National list of artisan trades of July 2012) no application training or apprenticeship programmes have token place since the closure of the BISA Centres closed in the 1990's resulting in a lack of enrolment of learners into the sector. Neither hos there been any promotion by the Coatings applicators to encourage leamers to enter the applicators sector. tack of funds for training facies: No assistance has been received from the Government for the development of training centres for applicators and it has been left to the private sector to develop faciifies for training as a result of the lack of skils prevalent in the market place and the detrimental publicity manufacturers are receiving due to bad workmanship by paint applicators. Each failure has to be investigated and compensation paid (mostly in the form of replacement paint but sometimes multimillion settiernents to developers} SAPMA independently opened a Centre of Excellence at the vacant BIFSA training Centre in Springs, but due to the lack of learner enrolments and apathy of the paint contractor sector, will have to close the operation because of the high cost of the rental of the facility. The owner of the BIFSA Campus Jay Ramnundlall of P. C Training has subsequentiy sold the ‘campus to the Ekurhuleni East College, but without any guaranteed tenure by SAPMA for the training facility. We are in the process of negotiating with the College regarding future tenure of the training facility but no commitment has been made on their behalf. Unless we receiv 1e assistan: tof rent to Trainit ure future .d tent the focili that th Executive i jill vote for th re of the facility. The f keeping t raining facil for 201 4is RI which is pur tal of the facil (Should accreditation for the applicator training modules be achieved, and student enrolments as per 7.4, section 4 be achieved, the income generated will offset this amount.) Lack of skills prevailing in the applicator sector: There is a significant and disturbing lack of skils in the Paint Contracting. At best it can be described os experienced unskilled applicators (Admission by large contractor), ‘APMA has over the past two years lobbied with the contracting industry for the development of an application centre and received their support for training including commitment to train their applicators. Unfortunately that has not materialised and now that the training is available excuses are being made for reasons why that raining is not taking place. - Trained staff will be lured by competitors, - Trained staff will demand higher wages- They do not have time to train- the cost of training, Another contributor to the lack of quaified or skilled workers in the sector is that apprenticeships ended in the 1990's. The statement that Adrian Bird made at the workshop "Be prepared for when the SIP's projects are put out fo tender, contractors will have fo have evidence of training/skilis of thelr workers before tenders accepted” places severe doubts as to the ablity of the paint applicator sector fo meet theses requirements. 7.3 Section 3 Problem priottisation PRIORITY PROBLEMS | WEIGHTINGDemand side ‘Accreditation of training 35% programmes Supply side insufficient training 35% facilities ‘At the interface Lack of skill in the sector 30% 7.4 Section 4 Solution design and scheduling PRIORITY PRIORITY SOLUTIONS DURATION FOR ESTIMATION OF COST PROBLEMS IMPLEMENTATION OF IMPLEMENTATION FROM CONCEPT TO IMPACT fl Keep BISA Centre open for raining nmediate 1400.00 po of applicators #2 ‘Accreditation proces for Fomang immediate No cov programmes accelerated to meet demand of exsiing Untrained applicetors: #3 Inlroduction of oppicator sks immediate andon | tba programmes in FET collages fo going ‘manage shortial of applicators and froin hainers #4 Expand trairing fociies o FET immediate ond o- | ba facilties that have the facilities going #5 Develop and provide mobile within one year 500,000 each training units for rural training Duration of time for solutions Priority | _ Priority solutions Short terms] Medium terms | Longer term problems impact impact —_| impact delivered 2014 | delivered _| delivered (2015-2019) _| (2020+) Fl ‘Accreditation of | Training of See Introduction of SAPMA training short skils addendum 1 | a full modules programme to apprenticeship Up skill existing programme workers in See sector Addendum 2 2 Expand the training _| Training of Introduction of | As per above ‘ona National bosis_| trainers applications to colleges that qualification as have facilities per Adcendum 1 Addendum 1. 2014: The immediate prioritise to up-skill the existing workforce in the sector to meet the requirements of the SIP's requirements for training. This can be assisted by the paint manufacturers insisting from their side that all preferred applicators using their products undergo immediate skills traning: Incentives can be offered by the Government for the quick implementation of the training by the contractors. |. E tax incentives: 12H tax allowances. A Paint contractors Association cold be formed for the registration of skilled contractors to be registered which will provide a source of skilled and trained contractors for the use of Developers etc.2015-2019: The 6X5 day SAPMA training programme be introduced to FET colleges who have the facilities for application training (similar to BIFSA centre) as part of the curriculum for training of applicators. I! is appreciated that the FET colleges are to train full apprenticeship programmes and this will be the first step to do so. The training of students on this programme can be supplemented by on the job training with a contractor as per diagram! 6X 5 day training programme: Module 1: (Content of this week's training is available) This programme of | week training at the training centre is followed by | months placement with a contractor for practical on the job experience. It is envisaged that the student is paid an allowance by DHET during this on the job training which will motivate the Contractor fo take on the student. The student then returns to the college for the next module Module 2: (Content of this week's training is available) After concluding the module 2weeks training, the student returns to the contractor for practical training under supervision. The student retums to the college for; ‘Module 3: (Content of this week's training is available) After completion of module 3 the student retums to the contractor for a month and retums to the college for: Module 4 (Content of this week's training is available) After completion of module 4 he retums to the contractor for 1 months training on the job and retumms fo college for; ‘Module 5: (Content of this week's training is available) After concluding module § training the student retums to the contractor for a month and retums to college for; Module 6 (Content of this week's training is available) After completion of module 6 the student has now qualified and will be awarded with SAPMA's Skills Qualification for the basic coatings applicator. Its highly likely that he will now be offered a position with the Contractor to whom he has been placed for on the job experience. In order to get the cooperation of the Contractor to take on students the payment of the student is imperative. We are also confident that on the completion of this 6X5 day programme together with the on the job training that the student has received with the contractor, that the student will be able to write and pass a trade test. Thus placing qualified and skilled students into the workplace in a relative short period of time. Addendum 2: The Contracting Industry needs to develop its own Association of Registered contractors {as mentioned ) and in so doing start developing in conjunction with the FET colleges a full 3 year apprenticeship programmes. Targets and / or milestones To be discussed with Monica Swart: Skills Academy Manager from Gert Sibanda FET College, Standerton: a member of the Paint Occupational team