CETA

WELCOME TO CETA

The Construction Education and Training Authority (CETA) was established in April 2000 by way of the Skills Development Act. Its primary objective is strategically to influence the course of training and skills development by ensuring that all training reflects current sectoral needs and requirements of the construction sector . Various skills projects and learnerships aim to develop a pool of skilled and motivated construction workforce whose skills are recognised and valued in terms of the National Qualifications Framework (NQF). In accordance with the CETA's quality driven philosophy, standards are rigorously adhered to. CETA is accredited as an Education and Training Quality Assurance (ETQA) by the South African Qualifications Authority ( SAQA ). This ETQA status authorises CETA to accredit and monitor the delivery of training by Accredited Training Providers. CETA does not offer training itself. One of the tasks of CETA is to ensure that people who have acquired skills but do not have the required qualifications, participate in the Recognition of Prior Learning (RPL) assessment process. This will enable them to compete for positions or jobs that require some form of qualification. To ensure that these deliverables are effectively implemented and sustained funding is made available from the Skills Levies paid by employers to the South African Revenue Services (SARS). Funding is available to employers in the form of Grants or Project Funding . Adequacy of representation within the sector is ensured through the formation of three sub-sectors. These are Construction Building & Civils, Materials Manufacturing and Built Environment (Professionals & Consultants) each sub sector is represented by a standing committee reporting directly to the Authority on matters pertaining to the reliant sub sector. In support of our philosophy to grow the construction industry, the CETA is committed to partnerships with relevant stakeholders whose expertise and experience offer guidance to the CETA's strategic direction that is underpinned by its Business Plan, Constitution and Sector Skills Plan. The Sector Skills Plan (SSP) is the blueprint that determines the skills gap in the different sub-sectors. Annual reviews of the current SSP are conducted. Some input has been achieved in validating the status of the sub-sectors regarding training matters or expertise required within the sub-sectors.

ABOUT THE CONSTRUCTION EDUCATION & TRAINING AUTHORITY

It is generally recognised that the construction sector is very large, diverse and complex. Its size and complexity is further complicated by the vast number and range of employees in the sector and the significant differences in the size and nature of its member organisations. At the core of the sector's complexity are the vast differences in internal structures, the variety in training and development needs and priorities, the differences in professional networks and inter-organisational relationships, the variety in the policy and regulatory frameworks which govern the various sub-sectors, and the differences in training and professional development traditions. The sector is therefore characterised by a complexity that cannot be overlooked in planning and managing Workplace Skills Development. The CETA is just beginning to unravel, understand and respond to this complexity. It is estimated that there are over 35 000 employers in the construction sector, and approximately 330 120 employees. While the sector has large employers, about 95% of the sector can be characterised as small and micro enterprises. The level of participation of Small and Micro Enterprises categories in the Workplace Skills Development framework is very low. Of the 35 000 employers in the sector, only 62.5% is registered with SARS, and about 30.6 % levy paying and about 8 % have submitted Workplace Skills Plans in 2003/4. This level of participation of employers in the sector is of particular concern. Since the development of the sector is crucial to the economy, the construction sector is important to the economy as a whole because of its labour intensive nature, and its role in supporting other ecconomic sectors through the provision of buildings and constructions. The occupational groupings are. . Contractors 58% . Professionals 27% . Material Manufacturers 11% . Other 4% This, in large characterises the complexity of the CETA's responsibility and the challenge in meeting business objectives. The CETA views training, not as an end in itself, but as the means for accomplishing a more powerful objective. Workplace Skills Development is seen as the means through which the performance and productivity of organisations are enhanced, as individuals in these organisations become more competent in undertaking their responsibilities. The process of Workplace Skills Development is the instrument for transforming the workplace and establishing a culture of lifelong learning. In raising the skills and qualifications of employees, the performance of organisations is enhanced and, as a result, the sector as a whole will be more efficient and productive. The challenge facing CETA is mapping a strategy that will enable the transformation of the sector through Workplace Skills Development. At the same time the capacity of the CETA as an organisation must be considered to be both relevant and responsive in its services and support, and accountable in its management of the sector's growth through Skills Development.