Evaluation of the Monyetla Work Readiness ... - Business Trust

In order to avoid bottlenecks at the supervisor and manager level, the employers in the programme will berequired to provide supervisor, team leader or manager training in a ratio of 1:6. So, for every six entry-levellearners trained in the programme the employer will be required to undertake to train one supervisor, teamleader or manager.It may be possible to offset the costs of team leader or manager training through the levy grant systemoperated by the relevant SETA. Employers should contact the relevant SETA to determine how this can bedone”.Seventy-eight percent of the training providers interviewed indicated that training methods forsupervisors were similar in inbound and outbound environment. But, 22% of the respondentsindicated that the training methods were different because most companies trained supervisors inhouse.They said that general leadership training is not just specific to call centres and it varies fromcompany to company depending on several variables, such as the size of the team size, the productor service and the nature of industry.In most of the cases, supervisors who were trained were linked to host employers. TeleTechhowever, trained some of its Monyetla learners for supervisory roles and achieved positive results.All consortia that completed the programme and closed out had either met or exceeded thesupervisor to learner training ratio of 1:6. Of the total 1,129 learners who completed, 368supervisors were trained - resulting in a supervisor to learner training ratio of 1:3.Much of the supervisor training was funded privately because employers indicated that they therewas no incentive to try to obtaining Seta funding because it was a lengthy process and in most casesthe relevant SETAs had indicated that funding would be granted on a discretionary basis. But, about28% of consortia persevered and obtained funding from the relevant SETA.4.3.10 Further TrainingA requirement stemming from objective 5 of the RFP was to encourage the development of entrylevelskills programmes into learnerships:Employers responding to this request should indicate how entry-level employees will be enabled to progressfrom the Monyetla entry-level skills programme to acquire the credits necessary to complete a learnership.Only three consortia ensured that learners received the full learnership, with the South African PostOffice consortium doing very well in this regard. It ensured that all the learners who had beenallocated to them obtained the full learnership regardless of whether or not they were employed bythe post office. Consortia 3 and 15 also ensured that all the learners who had successfully completedthe skills programme obtained the full learnership. One hundred and forty eight (148) of the learnersreceived a full learnership.An interesting observation is that Consortia 3 and 18, which provided the full learnership, had twoof the lower placement rates in the programme, 73.5% and 70% respectively.This reflects the importance of ensuring placement while learners are still working through theprogramme because while some learners received a full learnership, it was still difficult for them touse the full Level 2 learnership to obtain a job outside the Monyetla programme. Further researchneeds to be conducted to test this preliminary observation. Learners with a full learnership who didnot manage to get a job within the Monyetla timeframes would have to be tracked and interviewedto ascertain if, and where they were working, to assess the portability of the full Learnership.44