BBBEE SKILLS DEVELOPMENT

1. SKILLS DEVELOPMENT 1

2. DEVELOPMENT PROGRAMMES 3

3. MANAGEMENT ACTIVITIES 5

4. ANNUAL ACTIVITIES 6

5. RECTIFICATION PROCEDURE 6

6. ANNEXURES 7

1. SKILLS DEVELOPMENTIntroduction

The Tsela Tshweu Consortium has formulated a skills development Strategy (“Strategy”) and Skills Development Plan for each of the two project phases Construction Joint Venture (CJV) and Operations Joint Venture (OJV), which it shall implement throughout the course of the project. The Strategy and Plan are aimed at developing the knowledge and abilities of its employees and, where possible, sub-contractors employed on the project and their employees and to enable those employees to progress in their chosen fields. The strategy and plan are intended to enable employees, contractors and sub-contractors of Tsela Tshweu Consortium to be provided with the appropriate training and skills development.

Skills Development Descriptions BBBEE ObligationsLearning Programmes for Black People 3%Learning Programmes for Disabled Employees 0.3%Black Learnerships 5%

The Private Party noted in the RfP that as a result of the light structure of the management company that these targets are not applicable. The Private Party however will conduct skills development and learning programs for its employees.

The objective in relation to this element is to strengthen the skills and human resource base by offering informal and workplace training to employees in the Project. Ensure that the Project has contributed to the achievement of the country’s economic and social development goals so as to enrich the creation of decent work and sustainable livelihoods.

The critical success factors that can influence the project are the following: Increased Skills Base for the City Empowering Local Tshwane People to further their qualifications New Skills are acquired by the target groups. Up-skilling Black People. Disabled Employees and Local People

The Private Party and its Material Subcontractors intends to meet its Obligations by using the following criteria:Private Party will train the Secretary and Administration Assistant as part of their Skills Development by using the Group Five Training Academy. Individuals will via their performance appraisal identify a career path and this will be signed off. The Basadi programme focuses on the development and empowerment of women, and this will form part of the training for the 2 individuals.

Construction Joint Venture – ensuring that necessary courses as identified as a result of performance appraisals or on an ad hoc basis when a need or needs is/are identified will be attended. However no succession planning is anticipated due to the short duration of the construction phase. Succession planning and development will be part of the plans of the constituent members of the Construction Joint Venture.

Operations Joint Venture All of the OJV staff members will receive at least annual training in accordance with the annual training budget and to ensure legislative compliance at a minimum.

Additional training will be provided in accordance with the bi-annual performance reviews, where skills gaps are identified. Employees will undergo internal and external training to ensure that skills gap is addressed and the continued and enhanced service delivery to the site.

Other training will be agreed with each of the OJV’s employees to assist the employees to achieve the goals of their agreed career path and personal growth ambitions.

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2. DEVELOPMENT PROGRAMMES Will be applied to ensure the sustainability of Skills Development for the Project by:

Private Party and Construction Joint Venture – The Group Five Academy and the University of Pretoria will be providing development programmes for the Private Party and Construction Joint Venture. On the job training will be provided by skilled individuals who will take on the role of Mentor.

Training will be implemented with three main approaches:

a. On-site training

A facility will be set up on site as a base from which to train basic skills required on site. A trainer will guide groups of learners through acquiring the required level expertise and then the learner will practice the skills in the workplace under the supervision of the trainer. Groups of learners will be cycled through the training as required by the training needs established in the training plan.

b. Off-site training

Training provided by external vendors, will be conducted off site at an agreed venue as arranged by the Academy. In addition the Academy conducts in house leadership and management development as well as technical training which will be conducted according to the needs established in the training plan.

c. University trained persons

In line with the skills development of the youth of Tshwane, the Tsela-Tshweu Consortium will recruit construction management trainees from Tshwane, in the Construction Faculties from the University of Pretoria, and offer them practical exposure. The exposure will give the students a head start in management skills and a practical application to the theoretical foundation that they have for the.

Operations Joint Venture – The Institute for Hospitality Studies (IHS) is the only company-funded training school in the industry. IHS, established in 1994, offers courses ranging from basic IT skills to courses in business acumen from junior to management level. Course durations vary, but in general, learners attend courses for a few days and then return to their sites to practically apply what they have learned. A team of licensed assessors evaluate and assess the learners on the job, using outcomes based criteria. This ensures that learners are in line for national qualifications recognised throughout the industry. The company’s “Thuthuka Express” training programme was designed to ensure that employees are given career movement opportunities. The “Thuthuka Express” train takes them on a journey of knowledge form site employee level to that of managing director. Employees are encouraged to ‘board’ Thuthuka Express voluntarily and, once aboard, participate in a myriad of training programmes with many stops along the way and a new training module at each stop. This leads to a better overall view of the company and the opportunities that exist for each individual.OJV’s approach to Skills Development is informed by the company’s commitment to integrating as much diversity as it can within its work-force, which allows for the participation of individuals from different racial groups, gender groups, academic backgrounds, skills levels and physical & mental ability to participate in its programme.Courses offered include but are not limited to:

Internal training that is module basedo Coaching and Mentoring, 12 modules 6 months in durationo Disciplinary skills workshops, 1 dayo Talent mangement, ½ dayo Service excellence ½ dayo Induction, 1 day programme

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o EE and SD Committee training 1 dayo HR Process trainining, ½ day

Accredited and formal trainingo Fire and Evacuationo First Aido H&S Act Managerso H&S Act Safety representativeo Computer Trainingo SHE Principleso Bcom Accountingo Diploma Safety managemento Electrical engineeringo Samtrac trainingo Hazard and risk assessmento Financial management for non financial managerso General Business managemento Strategic sellingo Introduction to Facilities Managemento MBAo Mechanical fittingo OD ETPo Phase 2 fittingo Project masteringo FM Certificate

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3. MANAGEMENT ACTIVITIESPrivate Party Management to ensure that staff attends Induction, conduct performance appraisals, and identify training for individuals based on their career and individual growth.

Construction Joint Venture Site Management will ensure that all staff and workers are processed through the site induction process. On site quality appraisals will identify potential skills deficiencies and provide the basis for motivating skills development training. This together with the Skill Development Plans, will assist individuals develop and aid them towards achieving their potential.

Operations Joint Venture -The management team will play a role in terms of the following:

Participation in the relevant committee to drive the issues of Skills Development in core and critical areas as identified by the relevant SETA and the implementation of priority skills programmes

Members of the senior management team will ensure that the organisation is compliant with the requirements of Skills Development Act of 1998, the Skills Development Levies Act of 1999

Members of the senior management team will hold responsibility for monitoring and evaluating the performance of the organisation in terms of driving the skills development agenda in alignment with the objectives of Government

The focus of our skills development initiatives will focus on developing the skills of the following designation groups: Black people,

Black women,

Black Youth, and

Black people with disabilities.

Programme Delivery will take place on an annual basis and will be aligned to personal development plans and career succession planning

The OJV will take a multi-pronged approach towards the delivery of all skills development programmes. Typically the process involves some degree of theoretical training, on the job training, and mentorship/coaching. This process ensures that the beneficiaries of the skills development programme have an understanding of their roles as well as how their training and function fits into the OJV business or any similar business for that matter.

Theoretical TrainingThe theoretical aspect of the programme is typically delivered by an accredited institution or training provider. It provides the beneficiary with the theoretical knowledge required to fulfil the requirements of their training programme.

On-the-job trainingThe on-the-job training aspect of the skills development programme focuses on affording the beneficiaries to gain practical experience at the work-place, formulating a clear understanding of how their theoretical training is applied within the work environment.

Mentorship ProgrammesThe mentorship programmes focus on on-going learning and skills transfer for all employees. The programme aims to increase on-the-job confidence, improve on practical skills required to execute one’s role, managing relationship within the work-place and career planning.

Effective Monitoring and EvaluationTo ensure that the OJV’s commitment to quality is achieved, our standard practise is to appoint a Skills Development Manager in the region whose focus will be on providing learning, development and capacity building for all employees. The OJV will

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utilise such a person from Tsebo with the primary responsibility for overseeing the implementation of all learning programmes, training initiatives, and skills transfer programmes in close collaboration with the shareholders HR departments. OJV’s commitment to inclusivity extends beyond the local targets and includes the inclusion of people who were previously unemployed, people with Disabilities, and Youth. With due consideration for the requirements of Occupational Health and Safety and the operational requirements of the project, a targeted Disability programme will be put in place to ensure that the programme employees are inclusive of all people from the local area with the right experience an potential to succeed in this environment.To measure the effectiveness of the training programme we typically have a Training Manager who oversees the implementation of the training programme. The Training Manager also wears the hat of the project manager and facilitates the process of measuring the impact of the training programme. The key performance areas for the Training Manager are;

Number of beneficiaries engaged in local skills development programmes,

Programme Impact Assessment; focusing on the success, challenges and the overall results of the skills development programmes,

Number of individuals in formal employment or internships roles as a result of skills development interventions,

Feed-back from beneficiaries to ensure programme relevance,

Requirements for modification, adjustments, or improvement of skills development programmes.

4. ANNUAL ACTIVITIESThe annual activity that will be undertaken for the Construction and Operations Periods are:

Skills Audit

5. RECTIFICATION PROCEDUREPrivate Party The Private Party aims to retain Skills Development by developing the Administration Assistant and Secretary, Leadership Programmes will be identified for Senior Management to ensure that competence level is developed and people are provided with opportunities for growth by gaining new skills and knowledge.

Construction and Operations PeriodsThe Skills Development programmes that will be offered will strengthen the skills and human resource base in the identified project area and the areas surrounding the project base which will have an emphasis on career pathing in order to support employment creation. This will be achieved through personal development plans and clearly defined career pathing programmes for all levels of employees. There will be a focus on PIVOTAL (Professional, Vocational, Technical and Academic Learning) programmes that meet the need for economic growth and development.

Learning and Development policies will support the effective roll out of training and development programmes and will guide the processes for bursaries, learnerships, apprenticeships, internships in core and critical skills shortage areas.

Monitoring and evaluation tools will be implemented to ensure that the effectiveness of the training programmes can be measured.

In the event that the Private Party and/or Material Subcontractors are not able to meet the commitment in relation to this Element, the Private will:

Issue a formal letter to the CoT stating the element, the current achievement and why the relevant period has been a challenge;

Propose a rectification action plant and reassess the commitment; Propose dates for the rectification; Agree rectification procedure with CoT

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6. ANNEXURES Annexure 1: Group Five Training Academy Brief Annexure 2: Academy Brochure and Training Matrix

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Annexure 1: Group Five Training Academy

The Group Five Training Academy The Academy was established in 2006 as an in-house corporate university to ensure an integrated approach to human capital development across all areas of business.

The focus areas of The Academy are: Learnerships and apprenticeships: Learnerships play a key role in developing unemployed people and are focused

on entry level skills. On site workplace exposure forms a valuable contribution to learner experience Bursary/student management: The provision of Bursaries to students provides a valuable pipeline of new skills to

the group. Bursaries are mainly provided in the engineering disciplines, construction management and quantity surveying based on business needs.

Construction Skills Training Academy (CSTA): In a public private partnership with the Development Bank of Southern Africa, Group Five established a skills training centre in Woodmead, Johannesburg to act as a developer of skills for the construction industry. The CSTA is accredited as a provider with the Construction SETA. Other accredited skills centres in Group Five include a welding school in Merebank in Durban.

Types of Training:

The following are the various types of training courses that learners will be attending:

Construction Skills training Academy Programme

Foreman Technical Skills TrainingSuccessful candidates in this category will be issued with a CSTA certificate of attendance.

Concrete Course for Foremen

Brief content: Although it covers mainly theoretical knowledge, the focus is on practical site application from a Foreman’s point of view and the content includes, amongst other:

Properties of Concrete for different applications Aggregates Batching, Mixing, Proportions and Quantities Transport, placing and compacting Defects and repairs Testing – Slump and cube Protection and curing including hot and cold weather The importance of formwork and reinforcing

Duration: 3 daysMinimum numbers: 12Maximum numbers: 15Cost: R 1665.00/learnerTarget group: All trainee foremen, junior foremen and foremen. Interpretation of Drawings and Setting Out

Brief content: Drawing principles and knowledge including scales, symbols and sections and how to interpret and apply details given on drawings. The setting out of a building, a structure, columns or bases from given drawings.

Duration: 3 daysMinimum numbers: 12Maximum numbers: 15

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Cost: R 1260.00/learnerTarget group: All trainee foremen, junior foremen and foremen.

Quality Control

Brief content: Defining and describing quality with the focus on client requirements, specifications and standards as well as the effect and implications of non-compliance, using relevant construction examples. The need for a quality control system is then highlighted by looking at the elements thereof and the application of such a system, preferably the clients own.

Duration: 1 daysMinimum numbers: 12Maximum numbers: 15Cost: R 550.00/learnerTarget group: Any employee involved in a position that would affect

the quality of delivery of a company.

Trade Skills Training

This training provides basic skills in the construction industry.

Bricklaying

Brief content: The training starts with the most elementary stock brick tasks mainly to be plastered, progressing gradually to the building in of door and window frames and eventually covering professional face bricklaying incorporating more advanced tasks like arches and decorative brickwork.

Duration: 10 to 60 days depending on the content selectedMinimum numbers: 12Maximum numbers: 15Cost: R 3350.00/learner – 10 days Target group: General workers or newly appointed employees to be

developed as Bricklayers

Plastering and Tiling

Brief content: The starting point focuses on the elementary tasks of plastering a straight wall, progressing to the plastering of reveals, the application of a skim coat (Rhinolite), the plastering of curved surfaces and finally the decorative plastering finishes. The laying of ceramic wall and floor tiles is also covered under the Plastering section.

Duration: 10 to 60 days depending on the content selectedMinimum numbers: 12Maximum numbers: 15Cost: R 3350.00/learner – 10 days Target group: General workers or newly appointed employees to be

developed as Plasterers and/or Tilers.

Shuttering

Brief content: The focus here is on basic knowledge about concreting and steel fixing as a background to the actual shuttering tasks, starting with a straight wall and progressing to more complex tasks including columns, beams, slabs, E-walls and staircases. Both steel and timber shuttering material are covered. An effort is usually made to focus on

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purpose-made training by liaising with the site staff to get the practical training as close as possible to the actual shuttering that the learners will be doing on site.

Duration: 10 to 40 days depending on the content selectedMinimum numbers: 12Maximum numbers: 15Cost: R 3350.00/learner – 10 days Target group: General workers or newly appointed employees to be

developed as Shutterhands

Basic/Limited Skills Training

Successful candidates in these categories will be issued with a CSTA certificate (CETA accredited) in the tasks attained or in the case of unit standards a CETA statement of results.

Construction Hand

Brief content: Basic skills on tools, the handling of formwork and scaffolding material, steel fixing and concreting.

Duration: 10 daysMinimum numbers: 12Maximum numbers: 15Cost: R 3350.00/learner – 10 daysTarget group: General workers with potential for development

Steel Fixing

Brief content: Interpretation of bending schedules, handling, tying and placing of reinforcing steel.

Duration: 5 daysMinimum numbers: 12Maximum numbers: 15Cost: R 1835.00/learner – 5 daysTarget group: General workers with potential for development

Concreting

Brief content: Basic concrete skills and knowledge, applications of concrete and operating a concrete vibrator

Duration: 4 daysMinimum numbers: 12Maximum numbers: 15Cost: R 1500.00/learner – 4 daysTarget group: General workers to be used on concrete work.

Scaffolding

Brief content: Erect and dismantle system scaffold

Duration: 3 daysMinimum numbers: 12Maximum numbers: 15

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Cost: R 1125.00/learner – 3 daysTarget group: General workers to be used as scaffold erectors

Basic interpretation of Drawings/Setting Out/Transfer of levels

These skills can be done individually or as a combination of two or three.

Brief content: Basic drawing knowledge including scales, symbols and sections and how to interpret and apply details given on drawings. The setting out of a building or structure from given drawings including the setting up of door and window frames. Basic principles of the transferring of levels.

Duration: From 2 days to 10 days depending on the content selected

Minimum numbers: 12Maximum numbers: 15Cost: R 820.00/learner – 2 daysTarget group: Learner artisans.

Working @ Heights

Will consist of fall prevention and fall arrest

Duration: 1 to 2 days depends on student knowledgeMinimum numbers: 12Maximum numbers: 15Cost: R 820.00/learner – 2 days

Power Hand tool training

Safe use of power hand toolsDuration: 2 daysMinimum numbers: 12Maximum numbers: 15Cost: R 820.00/learner – 2 days

Safety repsHealth and safety representatives on site

Duration: 2 daysMinimum numbers: 12Maximum numbers: 15Cost: R 820.00/learner – 2 days

First aid level 1 and 2

Duration: 2 to 4 daysMinimum numbers: 12Maximum numbers: 15Cost: R 820.00/learner – 2 days

Fire fighting

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Duration: 1 daysMinimum numbers: 12Maximum numbers: 15Cost: R 450.00/learner – 2 days

Scaffold erectors

Duration: 3 daysMinimum numbers: 12Maximum numbers: 15Cost: R 1125.00/learner – 3 days

Scaffold inspector’s min 6 months erectors experience

Duration: 3 daysMinimum numbers: 12Maximum numbers: 15Cost: R 1125.00/learner – 3 days

Basic hand tool safety

Duration: 1 daysMinimum numbers: 12Maximum numbers: 15Cost: R 450.00/learner

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