atlas of occupations for the manufacturing, engineering

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Atlas of Occupations for the Manufacturing,

Engineering and Related Services Sectors:

Mapping of Jobs to Occupations.

Source: http://www.autoforum.co.za/View-News-Article.aspx?News=11285

Prepared by Wits REAL (contributions by Ruan Naude and Shristi Misser)

08 April 2020

http://www.autoforum.co.za/View-News-Article.aspx?News=11285

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1. Introduction

This document constitutes a brief overview of the methodology utilised to map from job to

occupation. It will also begin to outline, based on engagement with diverse job descriptions

across five sub-sectors or chambers within the merSETA scope of coverage, potential

categories of information which could be included in the final Occupational Atlas. As the

mapping of jobs to occupations is part of a broader research undertaking, to be concluded by

December 2020, which commenced in mid-2019, only five chambers have been covered. At

the time of the commencement of the research project there were only five chambers as

opposed to six. To add an additional chamber would constitute a substantial deviation from the

original service level agreement signed with merSETA. It was therefore determined that only

five chambers as per the original agreement would be included in the scope of coverage of the

research.

This report will also outline recommendations in terms of the research process going forward.

The mapped jobs to occupations have been submitted as a separate Excel spreadsheet which

contains detailed information and clearly illustrates the mapping process.

The Excel spreadsheet of jobs mapped to occupations constitutes the main and sole

deliverable of tranche 4 of the research project.

This document is solely for explanatory purposes and serves to provide additional clarity

regarding the mapping of job to occupation process.

2. Previous Phases of Research: Methodology Utilised to Determine

Occupations

Extensive prior research was conducted to determine the occupations which would be included

in the occupational atlas and which were mapped to the OFO (Organising Framework for

Occuaptions) for this phase of the research. The previous research leading up to and informing

this phase resulted in the production of a report of approximately 100 pages which has been

handed over to merSETA. This research took place over the course of 6 months in 2019

,consisted of various phases and culminated in the production of lists of occupations for each

merSETA chamber(in 2019 there were only 5 chambers falling within the merSETA scope of

coverage). These lists were then presented to merSETA stakeholders at chamber meetings (lists

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were presented to each of the five chambers) in November 2019 and duly altered as required.

The lists were also emailed to stakeholders requesting their input and feedback in January and

February 2020.

In the previous phase of the research a wide range of stakeholders were consulted. As this phase

required job descriptions mainly employers and industry bodies such as SEIFSA, Plastics SA

and the Retail Motor Industry were engaged with. Labour was consulted but labour unions

often do not have access to job descriptions so they were therefore unable to assist in this

particular instance.

In terms of the previous phase of research the first stage involved the development of detailed

contextual overviews of each chamber in the form of PESTLE analyses.1 Following from and

building on the extensive PESTLE analysis for each chamber an expanded value chain was

constructed for each chamber. From these value chains “hotspots” were identified (building on

the work conducted during the PESTLE analysis) and the core occupations within these

hotspots were then determined. The occupations generated via this methodology were then

repeatedly presented to chamber stakeholders. First in November of 2019 at chamber meetings

then again via email during January and February of 2020. Based on stakeholder input and due

to constraints posed by the OFO and the availability of adequately detailed job descriptions the

lists of occupations were at times substantially altered. The list of occupations were nonetheless

triangulated through engagement with merSETA stakeholders, the merSETA 2020 to 2025 SSP

and the latest DHET list of Occupations in High Demand.

The full report is available upon request but what will be presented here are the chamber

summaries that were produced during the course of the research and presented to relevant

merSETA stakeholders at chamber meetings.

2.1 Automotive Manufacturing Chamber: Summary of Findings

The purpose of this summary is to provide an overview of the findings generated from research

to understand the contextual drivers that impact the South African auto manufacturing sector,

and therefore current and future occupations. Drawing on this research, an initial set of

occupations are suggested for consideration for the next phase of the–to prioritise the

1 A PESTLE analysis is a tool often used to identify the external factors influencing or impacting a sector or

individual organisation. The factors are divided into six broad categories: political, economic/financial, social,

technical, legal, and environmental (PESTLE) (Srdjevic, Bajcetic&Srdjevic, 2012).

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occupations and gather job descriptions to inform the development of a merSETA

Occupational Atlas.

The sector comprises mainly of manufacturers of fully built-up vehicles and components

systems for vehicles. Automotive manufacture contributes 31% to South Africa’s

manufacturing output, and 14% of total exports (approx. 0.7% of global market share in light

vehicles). It is a sector which is very affected by externalities, such as petrol and house prices,

and the interest rate. This determines whether people will buy a car, and therefore impacts on

the demand for new vehicles.

The seven local manufacturers are located mainly in the Eastern Cape, KwaZulu-Natal and

Gauteng, with a supplier base dispersed in other provinces. The value chain is dominated by

Original Equipment Manufacturers (OEMs). Many of the World’s leading Tier 1 suppliers,

such as Bosch, are represented in South Africa.

Employment:

Employs 113,532 people across assembly, component and tyre manufacturing.

Employment forecasted to grow to 224,000 by 2035.

Mainly employs formal workers with medium to high skills.

Top 3 occupational categories: Technicians & associate professionals (27%),

Elementary occupations (21%), and Plant and machine operators & assemblers (17%).

Main manufacturers:

BMW

Ford

General Motors (GM)

Mercedes-Benz

Nissan

Toyota

Volkswagen (VW)

Main trade associations:

National Association of Automotive Manufacturers of South Africa (NAAMSA).

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National Association of Automotive Component and Allied Manufacturers

(NAACAM).

Main trade unions:

National Union of Metalworkers of South Africa (NUMSA).

Core occupations for auto chamber:

Programmable logic controllers

Digital welding specialists

Power-train specialists

Modular manufacturing specialist

Lean manufacturing specialist

Sprint & agile manufacturing specialist

Mechatronics specialist

Robotic manufacturing specialist

Re-engineer

3D printing specialist

Cyber security

Costing analysts

Computer-aided designers

SHEQ / environmental officers / scientists

Data management specialists

Quality controllers

2.2 Metals Manufacturing Chamber: Summary of Findings


to understand the contextual drivers that impactthe metals manufacturing sector, and therefore

current and future occupations. Drawing on this research, an initial set of occupations are

suggested for consideration for the next phase of the study –to prioritise the occupations and

gather job descriptions to inform the development of a merSETA Occupational Atlas.

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This summary focuses capital equipment sub-sector as it is one of the largest and most

significant in terms of employment in the metals manufacturing sector. Capital equipment

comprises machinery and equipment manufacture used in production, and is a critical input in

and component of all other forms of manufacturing. Whilst its contribution to South Africa’s

GDP may be small (0.7% of manufacturing), it is strongly linked to the mining, energy

production, construction, transport infrastructure, water, storage and food and beverage sectors.

Over 5,000 businesses manufacture capital equipment machinery, with most concentrated in

Gauteng (59% of employees), with some manufacturing taking place in the Western Cape.

Employment:

75,000 and 80,000 employees (capital equipment)

Majority of workers in metals and metal products are black African (69%) and 30%

white

75% of the workforce are men

Top 3 occupation categories: Skilled craft & trades (24%), Elementary occupations

(19%), and Plant and machine operators & assemblers (18%)

Job losses in metals and metals products fell by almost 100,000 from 2008 to 2016, but

bounced back by >20,000 in 2017 (TIPS, 2017).

Some main manufacturers:

Scaw Metals

Barloworld SA

ACTOM

Power Technologies

Circuit Breaker Technologies

Siemens

Powertech Transformers

Zest WEG Africa

Aveng Africa

Howden Group SA

Bell Equipment

Multotec

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Sandvik Mining

Bilfinger Power Africa

Joy Global Africa

Metso SA


Steel & Engineering Industries Federation of Southern Africa (SEIFSA).

South African Capital Equipment Export Council (SACEEC).

Main trade unions:

National Union of Metalworkers of South Africa (NUMSA).

Solidarity.

United Association of South Africa (UASA).

Metal & Electrical Workers Union of South Africa (MEWUSA).

South African Equity Workers Association (SAEWA).

Core occupations for metals chamber:

Mechanical engineer

Electrical engineer

Mining engineer

Industrial engineer

Mechatronics engineer / technician

Electrical & computer engineer

Electrician / specialist

Product development engineer

Application / software engineer

Coded welder

Metallurgist

Factory / plant managers

Diesel electric & mechanical fitters

Heavy equipment mechanic

Industrial machinery mechanic

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Mechanical equipment repairer

Technical learning specialist

2.3 Motor Retail and Component Manufacturing Chamber: Summary of Findings


to understand the contextual drivers that impact the South African motor retail and component

manufacturing sector, and therefore current and future occupations. Drawing on this research,

an initial set of occupations are suggested for consideration for the next phase of the study –to

prioritise the occupations and gather job descriptions to inform the development of a merSETA

Occupational Atlas.

This summary focuses on maintenance and repair of motor vehicles; sales of new and used

motor vehicle parts and accessories; sales, maintenance and repair of motor cycles and related

accessories. The seven major auto manufacturers, and other major international brands, sell

vehicles in the country. More than 55 brands and 2,800 model derivatives of passenger and

light commercial vehicles are sold. The top selling passenger vehicle brands are Toyota,

Volkswagen, Nissan and Ford. 73% of passenger vehicles sold in SA are imported.

Approximately 1,300 new and 1,700 used vehicle dealerships operate in South Africa, with

Gauteng having the largest number, followed by the Western Cape. The largest beneficiaries

are garages and fuel stations, parts dealers, specialist repairers, used vehicle outlets and

specialist tyre dealers and re-treaders.

Employment:

In 2015, the motor trade industry employed 270,440 people.

Most are employed in motor vehicle sales (30%).

72%employed are male.

Most employees have permanent contracts.

Top 3 occupational categories: Elementary occupations (22%), skilled craft & trades

(20%) and Plant and machine operators & assemblers (13%)

Main retailers:

BMW

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Ford

General Motors (GM)

Mercedes-Benz

Nissan

Toyota

Volkswagen (VW)

Chrysler

Honda

Mazda

Peugeot

Renault

Subaru

Suzuki

Porsche

Fiat

GWM

Hyundai

Jaguar

Kia

Mahindra

Tata

Yamaha

KTM

Kawasaki


Automotive Component Remanufacturer’s Association (ACRA).

Engine Remanufacturer's Association (ERA).

Motorcycle Dealers’ Association (MDA).

Motor Industry Workshop Association of South Africa (MIWA).

Motor Parts & Equipment Association (MPEA).

National Automobile Dealers’ Association (NADA).

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South African Diesel Fuel Injection Association (SADFIA).

South African Motor Body Repair Association (SAMBRA).

South African Petroleum Retailers Association (SAPRA).

South African Vehicle & Body Builders’ Association (SAVABA).

Tyre Dealers’ & Fitment Centre Association (TDAFA).

Vehicle Testing Association (VTA).

Main trade unions:

Chemical Energy Paper Printing Wood & Allied Workers Union (CEPPAWAWU).

Metal &Electrical Workers Union of South Africa (MEWUSA).

Motor Industry Staff Association (MISA).

National Union of Metal Workers South Africa (NUMSA).

Solidarity.

United Association of South Africa (UASA).

Core occupations for motor chamber:

Digital sales specialists / customer interface designers

Engineers (digital, sales)

Various sales occupations

Loyalty programme managers

Financial / insurance advisors

Claims examiners/insurance inspectors

Actuaries

Digital warehousing

Trade in / used car sales

Procurement agents / managers

Repair & maintenance occupations e.g. mechanics, panel beaters

Fitters

Maintenance planners

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2.4 Plastics Manufacturing Chamber: Summary of Findings


to understand the contextual drivers impacting the plastics manufacturing sector, and therefore




This summary focuses on the South African plastics manufacturing sector, with a focus on the

packaging and building & construction sub-sectors –which are the leading markets for plastics.

The plastics sector contributes approximately 2% to GDP, and 17% to the manufacturing

sector. Plastics packaging (both rigid and flexible) makes up 54% of total plastics production,

followed by building and construction at 15% (DTI, 2019; merSETA, 2018).

The plastics market is well developed throughout the plastics value chain and caters to both

local demand and export markets. Most plastics manufacturers are based in Gauteng, followed

by the Eastern Cape, Western Cape and KwaZulu-Natal.

The collection of plastics for recycling, and reprocessing play a significant role in the

manufacture of plastics in the country. It is this element of the supply chain that has major job

creation potential.

Employment:

1,800 plastic converting companies employ approx. 60,000 people.

Most plants are SMEs employing an average of 130 employees.

Black Africans make up the workforce majority (incl. rubber) (66%).

Top 3 occupation categories: Plant and machine operators & assemblers (56%),

Technicians & associate professionals (13%), skilled craft & trades (8%), and Managers

(8%).

Recycling provides 7,892 formal and 58,500 income-generating jobs.

Some main manufacturers:

Mpact

Astrapak ltd

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Nampak

Plastic World

Denro Plastics SA

Pride Plastics & Packaging

Sasol Polymers

Amanzi Starway

Flo-tek

Graco SA

InkuluPlastic Pipes

Proplastics

ALPLA

Rhino Recycling


Association of Rotational Moulders of South Africa (ARMSA)

Expanded Polystyrene Association of South Africa (EPASA)

Plastics Converters Association of SA (PCA)

Plastics SA

Polyolefin Responsibility Organisation (Polyco)

South African Plastic Pipe Manufacturers Association (SAPPMA)

South African Plastics Recycling Organisation (SAPRO)

Waste Pickers Association (WPA)

Main trade unions:

National Union of Metalworkers of South Africa (NUMSA)

United Association of South Africa (UASA)

Metal & Electrical Union of SA (MEUSA)

Core occupations for plastics chamber:

Engineers (production, specialised process, chemical)

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Polymer scientist

Production / operations manager (manufacturing)

Production co-ordinator / controller (manufacturing)

Quality controller

Plastic production machine operator

Extrusion machine operator

Engineering technician

Fitter and turner

Plastic mould setter

Waste-preneur/ waste pickers

2.5 Tyre Chamber: Summary of Findings


to understand the contextual drivers that impact the tyre manufacturing sector, and therefore




The tyre sector plays a significant part of the automotive assembly and component

manufacturing sectors in South Africa. In 2011, it contributed 4% of the automotive assembly

and component sector’s output, with a total turnover of approx. R8.3 billion (Barnes et. al.,

2012). South African manufacturers produce passenger, commercial, agricultural, mining,

construction and industrial vehicles and associated machinery tyres. The success of the sector

is inextricably linked to the economic stability of the automotive sector –if this goes into

decline, the demand for tyres goes into decline. Most tyre manufacturing activities are

concentrated in the North West, KwaZulu-Natal and Eastern Cape.

Tyre fitment centres also fall within this sector. The retreading of tyres, and tyre recycling

offer significant employment potential in South Africa.

Employment:

The main tyre manufacturers employ approx. 6,380 employees (c.98% of total tyre

workforce).

Beneficiaries along the value chain employ approx. 35,000 people.

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Top 3 occupation categories: Plant and machine operators & assemblers (31%),

Elementary occupations (29%) and skilled craft & trades (11%).

Job losses have been experienced due to the moving operations out of South Africa

(mainly agriculture and mining tyres).

Main manufacturers:

Bridgestone / Firestone SA

Continental Tyres SA

Dunlop Tyres

Goodyear SA

Sumitomo Rubber SA


South African Tyre Manufacturing Conference (SATMC).

Tyre Importers Association (TIA).

Tyre Dealers & Fitment Centre Association (TDAFA).

Main trade unions:

National Union of Metal Workers (NUMSA)

Solidarity

Core occupations for tyre chamber:

Engineers (technology, process & cure, vehicle dynamic, chemical process,

manufacturing process modelling, tyre design)

Production general manager

Supply chain specialist

Maintenance specialist / mechanic

Workshop & service centre manager

Service technician

Tyre technician / installer

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Tyre grader

Tyre repair worker

Heavy equipment operator

Environmental / Healthy & Safety co-ordinator

Waste tyre ‘pickers’

Sorter & labourer

Sales rep / consultant

The expanded value chains which were produced have been attached as annexure 2 to this

report.

3. Mapping Methodology

Job descriptions from a wide range of occupations within each chamber were utilised to map

from jobs to occupations on the Organising Framework for Occupations (OFO) (2019 Version).

Due to the nature of occupations on the OFO, i.e. that multiple jobs can be mapped or

categorised under a single occupation, it was not always possible to find a 100% or 1:1 match

between job and occupation. What was therefore aimed for was a best possible match on the

OFO for any given job.

A total of 61 occupations were mapped: 12 occupations for the motor chamber, 14 occupations

for the metal chamber, 10 occupations for the auto chamber, 14 occupations for the tyre

chamber and 11 occupations for the plastics chamber. It was originally planned that 12

occupations per chamber would be mapped to the OFO. Due to limited availability of detailed

enough job descriptions in certain instances this was not always feasible. This resulted in a

higher number of occupations for certain chambers.

Job descriptions were obtained from various sources. For the tyre chamber job descriptions

were obtained directly from a major tyre employer. For all the other chambers job descriptions

were obtained online from recruitment agencies and job portals such as: Best Jobs, Careers 24,

Job Vine, Job Mail, Linked In, Job Mail, Job Placements, MNC Jobs, Bonafide Human Capital,

Free Recruit, Sci Tech replacements; amongst many others.

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Multiple and diverse stakeholders from each chamber were contacted to obtain their feedback

and input on the list of occupations generated during the first phase of research undertaken in

the second half of 2019 and submitted to merSETA in October 2019. The list of occupations

for each chamber were presented to chamber stakeholders in October and November of 2019.

The input and feedback from chamber stakeholders were duly considered and where necessary

the lists of occupations were altered based on said input and feedback from chamber

stakeholders.

Requests were made to stakeholders across all five chambers to provide job descriptions. Due

to issues of confidentiality and certain organisations viewing job descriptions, understandably,

as information with competitive ramifications, it was not always possible to obtain job

descriptions directly from companies. Valuable information was however provided by certain

stakeholders such as the Retail Motor Industry, a leading tyre manufacturer and a renowned

passenger vehicle manufacturer.

In order to triangulate the veracity of the list of occupations generated for each chamber the

latest List of Occupations in High Demand published by the Department of Higher Education

and Training (DHET) was consulted as well as merSETA’s latest sector skills plan (SSP) for

the period 2020 to 2025. Online sources were utilised, such as Google Jobs and reputable

recruitment company sites, to verify the occupations on the list. In order to ensure the most

accurate possible mapping only job descriptions with sufficient detail were utilised to map from

job to OFO occupation.

The jobs were mapped on an Excel spreadsheet and the official recommended DHET

methodology for mapping from job to occupation on the OFO was utilised. The DHET

methodology for mapping from job to occupation can be summarised as outlined below.

The starting point for developing and understanding the Organising Framework for

Occupations is the identification of similar outputs. These “outputs” are embedded in “job

descriptions” and not in job titles. SETAs and employers tend to try and identify the

appropriate occupation listed on the OFO by similarity of the job title that is used by the

particular employer or in that sector / sub-sector. Finding the appropriate occupation on the

OFO always begins by finding the appropriate set of tasks linked to the description of the

occupation – not similarity with the title. The output or unique contribution the job makes in

the world of work thus drives the identification of occupations on the OFO, not job title.

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An individual occupation on the OFO is identified by finding its appropriate code

through an examination of: its descriptor ,where it appears in the OFO (unit group, minor, sub-

major and major groups) ,tasks which are described at unit group level ,similarity in terms of

knowledge base, alternate titles and specialisations linked to it. Experience has shown that the

reasons for mapping jobs to wrong occupations or not finding a matching occupation is that

not all job titles are reflected on the framework as an occupation, alternative title or

specialisation. It is therefore important to interpret the appropriate match in terms of similarity

of the criteria mentioned above.

The above DHET methodology has however been further developed and refined by Wits

REAL, based on previous mapping experience in other sectors, and was applied for this

mapping exercise. It has been found that especially with complex occupations, i.e. new and/or

emergent occupations and hybrid occupations, additional job information is required in order

to map accurately and consistently to the OFO. By hybrid occupations is meant occupations

(usually new occupation) which consist of two or more traditional occupations. An example of

a hybrid occupation would be a digital marketing specialists which combines elements of a

conventional sales and marketing occupations with ICT occupations.

The Wits refined methodology for mapping from job to occupation will be briefly described

here. But before the methodology can be outlined it must be emphasized that it is founded on

a firm conceptual distinction being drawn between job and occupation. This conceptual

distinction, which has direct practical implications in terms of how one views and approaches

the mapping process, will be outlined here.

In engagement with stakeholders (during previous OFO related research) it became apparent

that there was a marked tendency by employers to confuse the concept of job and occupation.

The OFO is indeed a flawed system but nevertheless a desire to seek a 1:1 match between a

job and an occupation is potentially indicative of a lack of conceptual clarity on the part of

users of the system. Conceptual clarity needs to be established between three interrelated but

distinct concepts: job, occupation and profession. These three concepts may share some

similarities but are in actual fact distinct concepts. The lack of conceptual clarity exists

for understandable practical reasons but nonetheless can cause a range of problems if

not rectified.

The primary issue from a mapping and occupational data perspective being that multiple jobs

can be categorised under a single occupation. Occupation has many meanings and can be

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approached from various theoretical, conceptual and methodological perspectives but can in

short be defined as: “...socially constructed entities that include: (i) a category of work; (ii) the

actors understood—either by themselves or others—as members and practitioners of this work;

(iii) the actions enacting the role of occupational members; and (iv) the structural and cultural

systems upholding the occupation.” (Anteby, Chan, & DiBenigno, 2016, p.187). As can be

seen from the definition above the primary emphasis is placed on occupations as socially

constructed entities.

A sub-set of occupations that has attracted extensive research attention over the past

few decades is that of professions. Professions can be defined as: “...a certain type of

occupation that has succeeded in convincing audiences they are characterized by (1) abstract,

specialized knowledge, (2) autonomy, (3) authority over clients and subordinate occupational

groups, and (4) a certain degree of altruism.” (Hodson & Sullivan, 2012, p.260).It is also worth

noting that professionals often make use of credentials to establish and illustrate their

specialised knowledge (Freidson, 1988, p.59). As can be seen from the definition provided

above professions may be a sub-set of occupations but is conceptually distinct from both

occupations and jobs.

The most important definition by far for purposes of this report, as it has as its main focus the

mapping of jobs to occupations, is that of jobs. Just as with occupations there are multiple

definitions of a job/s. A clear distinction needs to be drawn between a job and an

occupation—although this is not always easy as the reality of the workplace is often complex

and in a state of flux. A job and its relation to the concept of occupation can be defined as:

“Jobs are bundles of tasks performed by employees under administrative job titles; a given job

is thus particular to a specific workplace, just as a job title is often particular to a

specific workplace. An occupation, on the other hand, is broader membership in a shared

community that spans across jobs. A occupation is therefore a category of work that is

concretely instantiated as particular jobs in particular organizations under particular job

titles.” (Cohen, 2013, p.243; Grant, Berg & Cable, 2014).Even from a purely technical

perspective conceptual clarity, at a minimum, is required as a lack of clarity affects the job to

occupation mapping process.

Now that conceptual clarity has been obtained the Wits REAL refined mapping from job to

occupation methodology can be outlined.

Based on working with the OFO, the following 5 key mapping criteria were developed:

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1. Sufficient quality primary data in the form of job descriptions is required. A purpose that

expresses the core focus of the job and primary tasks, duties and responsibilities required.

Too much information can be misleading but a lack of detail can and often does lead to

inconsiderate and inaccurate mapping.

2.An understanding of the logic, structure and content of the OFO needs to be developed. This

needs to be developed horizontally in terms of occupational groupings or families (for

instance IT) and vertically (IT professionals).

3.The interlinked value creation process of the sector, sub-sector or industry needs to

be understood. The location of and contribution to this process by occupational groupings

and individual occupations should be understood—even if only at a cursory level but preferably

in as much detail as possible. This process is called occupational contextual and value chain

embedding.

4. Mappers (or occupational cartographers) should not map in an ad hoc fashion but in as

structured a way as possible. For example: IT managers are mapped for a sub-sector, then

IT professionals and finally the IT technicians and associate professionals for the sub-sector

in question. This also facilitates the development of a dual understanding of the OFO and job

descriptions.

5.Matching tasks, duties and responsibilities from job descriptions to tasks at unit level

on the OFO is necessary but insufficient. Utilising the job purpose, qualifications and

experience as and when required, and input from experts and/or professional and

occupational bodies is also required. If the job being mapped is more static and less

complex (such as a lawyer practicing as a lawyer as opposed to a lawyer dealing with

compliance in banking) and if the job description is clear, concise and contains sufficient detail

then the job purpose will still be required but the other measures not necessarily.

As a rule, the more complexity, ambiguity and change over time in terms of an occupation the

more there is a need for rigorous triangulation and the use of additional data. Finally, the

mapping of a job to an occupation takes place on a continuum and does not operate on a binary

basis of match or no match. The aim is to find the best possible match primarily at the level of

tasks. If there is less than 50% of a match in terms of tasks and more than one or two employers

indicate that they have the same occupation, it indicates a need to begin the process of

adding or updating the OFO. The occupation should still be mapped but flagged for further

investigation and consultation with relevant parties.

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The mapping methodology has been summarised in the below diagram:

Various information from job descriptions were utilised to map from job to occupation with

the primary source of information, as per DHET’s recommendations, being the tasks associated

with a particular role. Tasks were divided into technical tasks and what can be termed

transversal skills or generic competencies.

The primary information used to map from job to occupation were tasks but the purpose of the

job (where available) was also utilised. When mapping a general movement from the most

general level on the OFO (i.e. major group) to the most specific (i.e. six digit individual

occupation and attendant specialisations) was undertaken. Where job descriptions did not

contain a purpose these were formulated by examining and summarising the tasks of the job in

question. The spreadsheet also contains the notes of researchers as they were mapping. These

notes are part of the reflexive mapping methodology which Wits REAL has developed allowing

for critical and constructive engagement with the OFO.

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4. Initial Findings

Across all five chambers it was found that there was a strong emphasis on generic competencies

such as communication (oral and written), self-motivation, team work, computer literacy;

amongst many others. Across all five chambers it seemed that not much emphasis was placed

on qualifications by employers—except as a minimum requirement.

A strong emphasis was placed on experience and occupation specific skills. For certain

occupations highly industry specific experience and skills were emphasized. This was however

not as pronounced as had been anticipated which is understandable as job requirements which

are too narrowly defined could lead to companies struggling to fill what are often vacancies

which can directly and adversely affect the production process. Two examples of this will be

provided here.

The first would be that of a company seeking a production manager with 10 years’ experience

in the manufacturing of a specific automotive component such as a specialised truck bodies.

As a production manager is an occupation which is crucial to the production process it was

found that, understandably, companies would broaden the criteria for suitable candidates (as

delays in terms of appointment cannot be afforded) by stating that candidates with 10 years’

experience as production managers in manufacturing (broadly defined) would also be

considered for the position.

A second example would be that of a company seeking to appoint electrical engineers who

focus on maintaining and improving automated industrial processes. As these engineers with

industry specific experience (say for instance in the manufacture of sheet metal or industrial

metal components) are rare the company in question would emphasize that any electrical

engineers with sufficient experience in manufacturing automation are welcome to apply.

Overall it would seem there is a strong emphasis on skilled artisans and experienced engineers

in the sector. For all the jobs mapped there was a strong emphasis on highly skilled and

experienced artisans with an average of between 5 to 10 years’ experience required for the

positions advertised. An example of a skilled artisan mapped to the OFO for this report would

be that of a Stationary Engine Fitter. A Stationary Engine Fitter is a specialisation on the OFO

of Mechanical Fitter (2019-653303). Some of the requirements of this occupation are: Execute

engine repairs, engine rebuilds, investigation and Dyno testing on DDC engines, assist with the

development and implementation of new and more efficient production processes to add value

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to the production of engines and draft an engineering report with all relevant information, i.e.

engine technical specifications, photos, fuel/oil/coolant analysis report findings, note defects

with explanations, make recommendations for improved engine/component life cycles. For

even more detailed information on this particular occupation please see row 13 of the Excel

spreadsheet which is the main and sole deliverable for this phase of the research project.

As can be seen from the above( although extended workplace observation of mechanical fitters

at small, medium and large companies would be required to verify if this is indeed the case)

this is a highly technically demanding and skilled occupation.

In terms of engineers it was found that there was a general preference in manufacturing for

experienced engineers. Although only approximately 60 jobs were mapped approximately 180

manufacturing job descriptions (if not more) were examined online in order to obtain suitably

detailed job descriptions which could be utilised to map to occupations on the OFO. During

this process very few entry level engineering jobs were found. By entry level what is meant is

engineering jobs which require no experience or at most 2 years’ experience. An example of a

common experience level for an engineer would be that of Automotive Engineer (a

specialisation of Mechanical Engineer 2019-214401) where the job description stipulated that

experience of between 5 to 10 years was a prerequisite. This pattern in terms of experience

requirements was found to be common across most engineering occupations. For further details

on this occupations see row 32 of the Excel spread sheet.

Although some of the artisan/technician occupations are classified at major group 6, Skilled

Agricultural, Forestry, Fishery, Craft & Related Trades Workers, a closer examination of the

qualifications, tasks, experience and skills of certain roles would seem to indicate that these

occupations would be better categorised under major group 3 on the OFO: Technicians &

Associate Professionals. Certain occupations in the sector located at major group level 6 seem

so highly skilled and technically demanding that a thin line separates these occupations from

even major group 2 which is that of professionals.

Across the chambers there seemed to be a need for certain types of engineers with industrial

engineers, electrical engineers, mechanical engineers and mechatronics engineers being

especially prevalent. Although the reasons behind the prevalence of these types of engineers

were not explicitly articulated an analysis of the tasks commonly associated with these types

of occupations indicated that these occupations are often critical to the design, maintenance

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and improvement of the industrial processes which constitute the main value creation process

in manufacturing.

Although for almost all engineering job descriptions there seemed to be a tendency for

employers to emphasize highly specific and technical experience and skills. Job descriptions

obtained online from recruitment sites often indicated that remuneration would be determined

by the quality and quantity of experience of the incumbent.

Across all five chambers it was found that there was a common pattern of companies

emphasizing the need for potential employees to be willing and/or able to work shifts and

overtime as and when required.

It was found that generally the OFO was able to accommodate and generally fairly represent

the jobs mapped to occupations for all five chambers. There is however a need to potentially

update OFO occupations which fall under the merSETA’s scope of coverage in light of

emerging and emergent technologies altering the nature of work and occupations in the sector.

An example of this would be Millwrights who are specialising in PLC programming. The next

phase of the research will examine in detail how each and every occupation (61 in total) will

potentially be impacted by technological change. Research questions will be formulated and

these questions will be posed to chamber stakeholders individually or at chamber focus groups

within the next 6 months.

It has been found that the OFO is generally not well suited to a future orientation—this was

confirmed by the selection of jobs from all five chambers within the merSETA scope of

coverage mapped to the OFO for this particular project. Based on the occupations examined

here it was however found that the impact of emerging technologies on the sector is potentially

not as widespread and drastic as might be initially imagined. Further research is however

required to more fully determine the current and near future impact of emerging technologies

on occupations in the sector.

5. Emergent Categories of Information for Occupational Atlas Profiles &

4IR Research Questions for Next Phase of Research

Multiple categories of occupational information could potentially be included for each

occupation in the final Occupational Atlas. Issues related to availability and accessibility of

data, which came to the fore during this mapping exercise, do however require due

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consideration and will inevitably constrain the information which can be included in the final

atlas.

For now, and as a preliminary recommendation awaiting further consultation with merSETA,

the following categories of occupational information are proposed for inclusion in the

Occupational Atlas: occupational title, purpose, tasks, experience, technical skills,

generic/transversal competencies and education/qualifications. After consultation with

merSETA, and additional research by Wits REAL, the final occupational profiles will be

agreed upon and the profiles populated as required. The occupations mapped here do not

necessarily constitute the final list of occupations and further feedback and input from

merSETA and/or its stakeholders is welcomed.

Based on the tentative categories of occupational information outlined above the following

questions will be asked for each and every occupation in the Atlas to determine the future of

the occupations in terms of emerging technologies/4IR in the mid to long term. These questions

will be asked in the form of an online survey, individual in person interviews or focus groups.

The best mode of engagement with stakeholders will be determined in consultation with

merSETA.

Research Questions to be posed to Chambers for all 61 Occupations:

1. How will the title of the occupation change due to 4IR? (I.e. what will it be called?)

2. How will the purpose of the occupation change due to 4IR?

3. How will the tasks of the occupation change due to 4IR?

4. How will the experience requirements of the occupation change due to 4IR?

5. How will the technical skills requirements of the occupation change due to 4IR?

6. How will the generic competencies of the occupation change due to 4IR?

7. How will the educational requirements of the occupation change due to 4IR?

6. Way Forward: Recommendations

Every possible effort has been made to ensure that the mapping from job to occupation

undertaken here contains a selection of occupations from each chamber which reflects the

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reality of the manufacturing sector in South Africa. In terms of the occupations, the job

descriptions obtained and utilised and the mapping to the OFO which was undertaken due

analytical rigour was applied.

It was originally agreed that Wits REAL would submit a draft OFO occupational mapping

spreadsheet to merSETA for their feedback and input by 17 March 2020. Due to circumstances

beyond its control this was unfortunately not possible. The original deadline of 31 March, as

contractually determined and agreed upon by all parties concerned, as regards the mapping of

jobs to occupations, was nonetheless met with no material impact on the production of high-

quality and relevant research. It was also agreed that OFO mapping workshops/training would

take place. Arrangements in this regard were made with relevant merSETA staff but due to

unforeseen circumstances beyond both parties (merSETA and Wits REAL) control the training

could not take place and has been re-scheduled for on or after 20 April 2020.

Wits REAL welcomes any feedback and/or input from merSETA and its stakeholders in terms

of the mapping undertaken as well as the jobs selected for mapping purposes. It is however

requested that this input and feedback be provided no later than Monday 18 May 2020 in order

to not delay the third phase of the research project which consists of the production of a draft

Occupational Atlas. Said draft Occupational Atlas due for submission no later than close of

business 30 September 2020. Well before the final deadline the categories of occupational

information as well as a working draft of the Occupational Atlas will be presented to merSETA

and/or its stakeholders. Any feedback will be duly considered and incorporated by Wits

REAL—barring serious constraints in terms of availability and accessibility of relevant data.

7. Conclusion

This brief technical report has provided an overview of the mapping undertaken as part of the

production of an Occupational Atlas for merSETA by Wits University and its implementing

organisation— Wits REAL. In general suitable matches on the OFO were found for the various

job descriptions across the five chambers.

If there any further questions please feel free to contact Dr Presha Ramsarup

([email protected]/ 082 906 3170) or Mr Ruan Naude ([email protected]/

061 811 4087).

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References

Anteby, M., Chan, C. K., & DiBenigno, J. (2016). Three lenses on occupations and professions

in organizations: Becoming, doing, and relating. The Academy of Management Annals, 10(1),

183-244.

Bureau of Labour Statistics. (2015). Number of jobs held, labour market activity, and earnings

growth among the youngest baby boomers: Results from a longitudinal survey. Retrieved from

http://www.bls.gov/news.release/pdf/nlsoy.pdf

Cohen, L. E. (2013). Assembling jobs: A model of how tasks are bundled into and across jobs.

Organization Science, 24(2), 432–454.

Freidson, E. (1988). Professional powers: A study of the institutionalization of formal

knowledge. Chicago, IL: University of Chicago Press.

Grant, A. M., Berg, J. M., & Cable, D. M. (2014). Job titles as identity badges: How self -

reflective titles can reduce emotional exhaustion. Academy of Management Journal, 57(4),

1201–1225.

Hodson, R., & Sullivan, T. A. (2012). The social organization of work. Belmont,

CA:Wadsworth, Cengage Learning.

Keep, E., & James, S. (2012). A Bermuda triangle of policy? ‘Bad jobs’, skills policy and

incentives to learn.

Srdjevic, Z., Bajcetic, R., &Srdjevic, B. (2012). Identifying the criteria set for multicriteria

decision making based on SWOT/PESTLE analysis: a case study of reconstructing a water

intake structure. Water resources management, 26(12), 3379-3393.

Standing, G. (2014). A precariat charter: From denizens to citizens. A&C Black.

Standing, G. (2014). The precariat. Contexts, 13(4), 10-12. Learn at the bottom end of the

labour market. Journal of Education Policy, 27(2), 211-230.

Streeck, W. (2016). How will capitalism end? Essays on a failing system. Verso Books.

Wolff, L. (2008). The Death of Lifelong Employment in Japan?” Corporate governance in the

21st century: Japan’s gradual transformation, 53-80.

http://www.bls.gov/news.release/pdf/nlsoy.pdf

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Annexure 1: List of Occupations

A. Motor Chamber

1 Sales Manager

2019- 122102

2 Actuary 2019- 212101

3 Marketing Practitioner

2019- 243103

4 Marketing Practitioner

2019- 243103

5 Insurance Investigator

2019-331502

6 Motorised Vehicle or

Caravan Salesperson

2019- 522302

7 Vehicle Painter 2019-643202

8 Automotive Motor

Mechanic

2019-653101

9 Mechanical Fitter 2019-653303

1

0

Diesel Mechanic

2019-653306

1

1

Transportation Electrician

2019-671208

1

2

Panelbeater 2019-684904

B. Metal Chamber

1 Manufacturing Operations Manager

2019-132102

2 Quality Manager 2019-132107

3 Industrial Engineer 2019-214101

4 Mechanical Engineer 2019-214401

5 Electrical Engineer 2019-215101

6 Welder 2019-651202

7 Sheet Metal Worker

2019-651301

8 Industrial Machinery

Mechanic

2019-653301

9 Mechanical Fitter

2019-653303

1

0

Heavy Equipment

Mechanic

2019-653307

1

1

Millwright 2019-671202

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1

2

Mechatronics Technician 2019-671203

1

3

Armature Winder 2019-671207

1

4

Instrument Mechanician 2019-672105

C. Auto Chamber

1 Quality Systems Manager 2019-121908

2 Manufacturing Operations Manager. 2019-132102

3 Production Engineer 2019-214103

4 Mechanical Engineer 2019-214401


6 Electrical Engineering

Technologist

2019-215102

7 Management Accountant 2019-241102

8 Data Scientist 2019-251102

9 Mechanical Engineering

Technician

2019-311501

1

0

Industrial Engineering

Technician

2019-311905

D. Tyre Chamber

1 Quality Systems Manager 2019-121908

2 Sales Manager 2019-122102

3 Industrial Engineering Technologist 2019-214102

4 Production Engineering Technologist 2019-214104


6 Safety, Health, Environment and Quality

(SHE&Q) Practitioner

2019-226302

7 Marketing Practitioner 2019-243103

8 Marketing Practitioner 2019-243103

9 Supply Chain Practitioner 2019-333905

1

0

Personal Assistant 2019-334302

1

1

Quality Controller (Manufacturing) 2019-684305

1

2

Rubber Production Machine Operator 2019-714101

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1

3

Rubber Production Machine Operator 2019-714101

1

4

Waste Material Sorter and Classifier 2019-861202

E. Plastic Chamber

1 Manufacturing Operations Manager 2019-132102

2 Material Scientist 2019-211403

3 Production Engineer 2019-214104

4 Chemical Engineer 2019-214501

5 Mechanical Engineering Technicians 2019-311501

6 Fitter and Turner 2019-652302

7 Quality Controller 2019-684305

8 Plastics Production Machine Operator

(General)

2019-714204

9 Plastics Production Machine Operator

(General)

2019-714204

1

0

Plastics Production Machine Operator

(General)

2019-714204

1

1

Product Assembler 2019-721901

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Annexure 2: Expanded Value Chains

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atlas of occupations for the manufacturing, engineering

Documents