The YES 12-month quality work experience (QWE) is often confused with one of the “-ships” – learnerships, internships, apprenticeships – but the QWE has a very different function in the B-BBEE landscape. Confusing it with one of the “-ships” could risk your B-BBEE level up. In this blog, we delve into the different functions and roles that each of these play, so you can choose the one that aids your business’ transformation goals best.
Through the development and application of broad-based black economic empowerment (B-BBEE), the government offers many ways through which a business can transform itself and its community (read more about how B-BBEE is a vehicle for true transformation here). The five elements (Enterprise and Supplier Development, Socio-economic Development, Skills Development, Black Ownership and Management Control) on the B-BBEE scorecard show a holistic approach to transformation, covering both a business’ internal and external contexts.
Skills Development is an important aspect of the scorecard, having been upgraded to a priority element, and will play a vital role in rebuilding South Africa. The government describes it as “the process of developing the skills of the South African workforce to improve the quality of life of workers, their prospects of work and labour mobility”.
The one thing all the “-ships” have in common is that they fall under the Skills Development element on the B-BBEE scorecard, while the YES QWE is an additive element over and above the B-BBEE scorecard.
Essentially, one would embark on creating a “-ship” programme in order to bolster only one’s Skills Development points. 40% of the targets outlined under Skills Development must be achieved in order to maintain/move up B-BBEE levels, and a business can use each of the “-ships” to help reach its targets.
There are, however, differences between the three “-ships”, outlined below.
The mechanics
The bedrock of a learnership is that it must include both in-classroom training and work experience. The in-classroom training must be sourced through a SETA-accredited training partner in order for the youth to receive a NQF qualification. The youth must also be registered with the relevant SETA.
The duration
Generally 12 months, but can be longer if the qualification requires.
Requirements for business
Besides ensuring that both the youth and your chosen training partner are registered with SETA, you must also be prepared to support and accommodate your youth through their qualification as this is a high-touch programme. In line with this is, it is critical that you find partners who can provide the correct and relevant training to assist you, especially if your group of youth is quite small. Finding public programmes for small numbers of youth can be difficult.
Do your own research to make sure that the projects and assignments the youth will complete are in-line with your industry and work practices, as you will need to provide assistance while youth are completing their portfolio of evidence and assignments.
Finally, remember that the compulsory, in-classroom training will be completed during the workweek, so plan important work projects around the youths’ training. This aspect of the learnership is crucial to the youth obtaining their qualification.
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The B-BBEE definition: “Recognised or registered structured experiential learning in the workplace that is required after the achievement of a qualification – formally assessed by a statutory occupational of a professional body.” Learning achievements as per B-BBEE codes: “Occupational or professional knowledge and experience formally recognized through registration or licensing.” |
The mechanics
Apprenticeships are mostly used in artisanal fields and include workplace training/tuition and experience. Similar to a learnership, the youth will need to complete their N Levels (trade theory) within their field during their apprenticeship. This is done so that they can complete their Trade Test at the end of the apprenticeship.
Once the youth has completed their apprenticeship and passed their Trade Test, they become certified as a qualified artisan.
The duration
Usually three years.
Requirements for business
First, ensure that the company that will be mentoring and training the youth have qualified artisans that can provide adequate and relevant guidance. Like the learnership, SETA must be involved in the process, however, only insofar as they must approve the workplace where the youth will be completing their apprenticeship. The relevant SETA will specifically look to ensure that the workplace has the required tools, set up and resources for the youth.
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The B-BBEE definition: “Occupationally directed instructional and work based learning program that requires a formal contract – formally assessed by an accredited body.” Learning achievements as per B-BBEE codes: “Theoretical knowledge and workplace learning, resulting in the achievement of a South African Qualification Authority registered qualification, a certificate of other similar occupational or professional qualification issued by an accredited or registered formal institution of learning.” |
The mechanics
According to the B-BBEE Codes, an internship falls under candidacy programmes. In some industries, such as construction, it is impossible to register as a professional without a candidacy programme. Essentially, a candidate, or an ‘intern’, should have completed or mostly completed all of the necessary academic qualifications before they begin their candidacy programme or internship. These programmes are designed to give a candidate, intern, or youth the practical experience necessary for them to become a qualified professional in their field.
This practical training often serves as the final “module” of their total training.
The duration
Varies and can be multiple years depending on the industry.
Requirements for business
The intern or candidate should have a qualified and appropriate supervisor or manager that can oversee the intern’s performance, and who can adequately report back on the tasks, progress, and experience gained by the intern.
Your business would need to be able to provide the relevant on-the-job training and experience to interns who have completed, or are currently completing, the relevant tertiary qualification. Your business should also be in an industry where candidacy programmes are offered.
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The B-BBEE definition: “Institution-based theoretical instruction, as well as some practical learning with an employer of in a simulated work environment – formally assessed through the institution.” Learning achievements as per B-BBEE codes: “Theoretical knowledge and workplace experience with set requirements resulting in the achievement of a degree, diploma or certificate issued by an accredited or registered formal institution of learning.” |
In terms of B-BBEE:
As mentioned above, the YES QWE quality work experience does not fall under the Skills Development element on the scorecard. In fact, the QWE does not fall under any element and is completely additive of the scorecard.
In other words, a company needs to be actively participating in B-BBEE, maintaining its levels and respective element targets, to access the YES Level Up benefit (read about our sub-minimum requirements for your business type here). Using a learnership, apprenticeship, or internship programme to do YES would be considered double-dipping, and thus be null and void.
The mechanics
A YES QWE (quality work experience) must be viewed as an actual job given to unemployed youth on a fixed-term contract. If doing YES for B-BBEE purposes, the QWE must be given to Black youth, as defined by the dtic.
The duration
12-month fixed-term contract.
Requirements for business
Companies must provide a work experience or position in which the youth can learn, develop and grow. This is important for the youths’ CVs and reference letters that they receive at the end of the QWE – this experience should help them find a job or create alternative pathways to pursue a career outside of the QWE.
A company must calculate its QWE target (i.e., how many youth to employ for 12-month programme) based on its NPAT, headcount, or revenue. Once the business has hired the number of youth stipulated by its target, it must pay each youth at least minimum wage. At the end of the 12 months, at least 2.5% of the youth on the QWE must be permanently absorbed into the organisation in order to receive at least one level up on the B-BEEE scorecard (if a business doubles its target and absorbs 5%, they can receive two levels up). It is important to note that businesses do not need to participate in YES for B-BBEE points.
Given leniency from the Department of Trade, Industry and Competition (dtic), in your first year participating, you can receive level(s) up almost immediately if you register with YES and contract your youth before your financial year-end. Find out more here.
Youth benefits
While a work experience and not a Skills Development programme, as part of the YES packages, youth receive a smartphone pre-loaded with apps zero-rated by Vodacom. These apps form dual functions: first, they offer work-readiness modules curated by YES that train youth in critical soft skills and money management. Second, they monitor and evaluate the youths’ work experiences, as well as their socio-emotional and behavioural shifts throughout the programme.
At the end of the QWE, youth receive a CV, a reference letter and completion certificate (all populated through the apps) to help them gain fruitful employment in the future. Research shows that a jobseeker in possession of a CV and reference letter is three times more likely to get a call back in the first three months of a job search. For women, a reference letter doubles the chances of them winning the job.
We’ve mapped the milestones for both business and youth over the 12-month quality work experience here, so you can better prepare and understand the QWE.
With a 75% youth unemployment rate, the time to act is now
Youth unemployment has reached a crisis point in South Africa – it’s all hands on deck. Getting youth skilled and in the workforce means more active citizens, more people contributing to the fiscus, and a future that works.
Though YES is not a silver bullet, it offers seamless solutions that get youth working either internally in your business, or externally in high-impact sectors through our turnkey solution. Both options offer your business easy and impactful ways to get your B-BBEE level up and change youth lives.
Sources:
Gatya, T. Learnerships: a clever way to boost your BEE scorecard
Oriele Consulting. B-BBEE Learning Programmes
Serr Energy. The amended construction sector code - How important is mentorship and professionalism really?