Welders are a Dime – a dozen but quality welders are not

Apprenticeships are a key way to solve South Africa’s skills and employment crisis

Welders it seems are a dime a dozen but highly skilled welders are not. This is the stark reality facing the South African industrial sector according to SAIW Executive Director John Tarboton who is concerned about the number of fly by night training institutions that churn out graduates without the proper qualifications in place. This wastes students’ hard-earned or even borrowed financing and sends out a generation of unqualified welders into the marketplace. This results in situations like that found during the construction of the Medupi Power Station where 150 Taiwanese welders were employed for specialised welding work due to a lack of local skills in this specialised field which is certainly not an acceptable situation.

This is made worse within the context of South Africa’s 34.9% unemployment rate (Stats SA) equating to 7.6-million people without work. However, even when welders seek out employment; anecdotally what we have found, is that out of ten interviewed, only one will be sufficiently qualified for the job. Tarboton comments; “Unfortunately this stems from the issue that training providers do not always understand the need for suitably qualified and experienced trainers within their institutions, who follow clearly outlined training guidelines in properly equipped facilities. In addition, certification bodies do not always understand the need for properly trained assessors with a proper understanding of Codes and Standards underwritten by objective assessments

“As a result what we are increasingly seeing is students who have already completed training at other institutions coming to us to gain the proper certified, government recognised training after battling to find or keep employment due to a lack of skills.

He adds that this is especially worrying given the danger this poses to the quality of the installations or projects or products that they work on prior to achieving the appropriate level of skill. The training of welders needs to be given the respect it is due. Welding is an essential skill to manufacturing and fabrication in strategic sectors such as power generation, chemical processing and construction, transportation, food and beverage and mining.

Light at the end of the training tunnel Against this backdrop, and to solve South Africa’s crisis of a lack of suitably qualified welders, the SAIW is seeking to partner with companies who want to produce artisan welders to the correct standard and with the necessary skill levels. This can take place via the government approved QCTO - Registered National Occupational Qualification (Welder) 3-year Apprenticeship scheme. As an Approved Training Body’s (ATB) under the IIW and a QCTO accredited training institute. the SAIW is in a prime position to assist companies with the selection of candidates for its three-year apprenticeship training scheme, which offers both QCTO and IIW Diplomas - the latter recognised in 60 countries.

The SAIW’s training methodology utilises both theoretical in-depth knowledge and practical real world skills. “There is a reason our QCTO programme takes three years, not three weeks, as in many other institutions where training is rushed and based on the easiest methods of welding to ensure sufficient pass rates.

“We are not focused on ticking off a list of training modules as quickly as possible, with little regard to whether the required technique has been mastered and sufficiently practised. Our training culminates in a test based on objective criteria according to ISO 3834 standards where the actual quality of a weld, including its height and thickness, for example, is assessed - not just the act of having completed a weld.”

Business benefits The apprenticeship scheme is also not just a ‘nice to have’. It has tangible commercial benefits for companies including: • Recruit and develop a highly-skilled workforce that helps grow their business

• Improve productivity, profitability, and their bottom line

• Create flexible training options that ensure staff develop the right skills • Minimise liability costs through appropriate training of workers

• SETA grants, SARS tax benefits and BBBEE scorecard points for skills development

The apprenticeship scheme has also been proven to reduce training and recruitment costs. Once the training programme is complete, business’s gain skilled employees who are trained to industry standards and familiar with a company’s operations and culture. This provides a lower-risk, lower-cost style of recruitment and enhanced employee retention. To promote the use of this scheme the SAIW is offering QCTO apprenticeship courses at its Johannesburg Headquarters with the potential for a satellite school in the Highveld Industrial Park in Emalahleni and a second potential site in Middelburg, Mpumalanga in collaboration with the Department of Economic Development and Tourism.

Issued by MediaInk Communications Media Enquiries: Luise Allemann luise@mediaink. co.za +27 82 376-6716

SA Government’s “Tight Rope”

Viewpoint on TES

What is the purpose of this press release? To ask

and answer the question of how the government

views TES both officially and unofficially. Focus will be on value of TES providers within this industry

and therefore push awareness of TESD.

Although South Africa is a country more industrialised than any of its fellow African counterparts, it nevertheless currently possesses record-high unemployment rates. According to Trading Economics, South Africa’s 2021 third quarter 34.90% unemployment rate is the “highest jobless rate since comparable data began in 2008.”

It is a tough juggling act between offering employment opportunities, promoting fair employment and protecting the rights of employees all in one through comprehensive legislation. The South African government responded by establishing policies to regulate all employment such as the Labour Relations Amendment Act (LRAA) and the Employment Services Act (ESA).

In 2000, government mandated studies were conducted to examine the last 20 years of the South African labour market. The data revealed that there had been a great shift towards casualised labour. This distinct pattern in the labour market had been picked up and utilised by the Temporary Employment Services (TES). But what is the government’s perspective of the industry? “The truth is, as an employer, the government needs the TES industry to function,” says Kevin Cowley, who has almost two decades of experience in the industry and is also Human Resources Director at Primeserv Group. He goes on further to say that at least 40% of government employees come from the TES companies. It makes sense then that industry players were involved from 2000-2014 in the negotiations with the National Economic Development and Labour Council (Nedlac) whose task is to seek cooperation between government, labour, business and community organisations. This resulted in an updated LRA which came into effect in April 2015. As a whole it needed to reflect the changing times and largely casual labour market, it also included specific regulation of fixed term contracting.

“That divided the wheat from the chaff. It bolstered what the TESD had been driving for years,” says Cowley. The Temporary Employment Services Division (TESD) was established in 1994 as the Labour Broking Division, which assures compliance and credibility of its members. Cowley added that for years the government has had to walk a tightrope on their perspective of TES. “Government knows they cannot promise permanent employment.” On one hand, they are major employers that support the industry, making TES critical to the economy. On the other hand, Cowley highlighted that the government has to pacify strong trade unionism in the country, which historically had much influence over the labour market.