The smartest people are those who realize they will always have a lot to learn, and who spend their entire lives accumulating knowledge to improve their skills development process.

20% Mandatory & 49.5% Discretionary Pivotal Grants

MANDATORY GRANTS are equal to 20% of the SDL paid by the employer, where a Skills Development Facilitator (SDF) completed an Annual Training Report and a Workplace Skills Plans and submitted before the deadline. The ATR details the training that has taken place, and the WSP details training that is planned for the coming reporting period.

PIVOTAL GRANTS are training programs that culminate in qualifications recognized by the National Qualifications Framework (NQF). SETAs allocate a portion of the total percentage of discretionary grants towards PIVOTAL programs to address critical and scarce skills within sectors.

DISCRETIONARY GRANTS are at the SETA's discretion and can equal up to 49.5%, awarded by the SETA where training planned by the company aligns with the Sector Skills Plan. To receive discretionary funding, companies must apply for discretionary grants following SETA specific guidelines.  Each industry, and each company within its relevant industry, will have a different approach to skills development.

Some companies will have in-house training opportunities and grants for further learning for exceptional employees. Some businesses will require employees to undergo a series of tests and short courses throughout their tenure to ensure that their employees continue to develop the necessary skills to remain at the forefront of knowledge and the cutting edge of their field.
 

The Process in a Nutshell

All companies who have an annual payroll in excess of R 500 000 and who are registered with the SARS, must also register with SARS to pay the Skills Development Levy (SDL), totaling 1% of the value of the company’s monthly salary and wage expenditure.

All registered companies are then allocated a SETA based on the core business undertaking of the company.

Companies also need to submit an Annual Training Report (ATR) and a Workplace Skills Plan (WSP) on an annual basis. By submitting the ATR and the WSP on time, companies can claim back a portion of their annual skills development levy contribution.