What Employers Need to Know When Planning Training - South Africa’s Legacy Qualifications Phase-out

The skills development landscape in South Africa is experiencing significant transformation as the registration deadline for pre-2009 qualifications and unit standards listed on the Occupational Qualification Skills Framework (OQSF), was 30 June 2024. This meant that the last date for enrolment for first time learners was by the 30 June 2024 for full qualifications, part qualifications, skills programmes and unit standards.

On 3 June 2024, the Minister of Higher Education issued a directive on the implementation and transitional arrangements for pre-2009 qualifications and this directive took effect from 1 June 2024. The Minister noted twelve directives that would be implemented during the transition period. They key directives that employers need to be aware of when planning any training for 2025 are as follows:

1. No blanket extensions have been given. All pre-2009 qualifications, unit standards, N4-N6 programmes and N-Diplomas have been deregistered and are in a teach out period.
2. 374 pre-2009 qualifications have had their last date for enrolment extended to end December 2025. After that, they will be dealt with on a case-by-case basis for extension to allow the realignment process to be completed. This extension has been issued for
   1. regulatory qualifications
   2. N4-N6 programmes and N Diplomas that are being taught at TVET and DHET facilities
   3. Artisanal occupational qualifications that have not been registered as yet.
3. The pre-2009-unit standards that have been used for regulatory programmes will continue to be recognised provided that they are realigned through the QCTO as occupational skills programmes, to replace the regulated unit standards.

What employers need to know when planning training

Despite these changes, a considerable number of employers seem unaware of this transition and the knock-on effect it will have on accredited training in 2025. In short, planning has just become a vital component in crafting effective skills development strategies that meet the needs of South Africa’s evolving workforce.

Only 275 pre-2009 qualifications have had their registration dates extended and this is being delt with on a case-by-case basis.

It is important that employers check with their SETA’s as to the extension date and realignment status of any of the qualifications listed in this table.

For the full list of qualifications click here.

If it does not appear in this table, employers will no longer be able to register learners for these legacy qualifications or parts there of or any unit standards.

To assist in this critical period, employers currently running training programmes need to have a clear understanding of what qualifications are still valid and considered accredited training. Even more so is to ensure that the Skills Development Providers they utilise are aware of these changes and that they have their accreditation documents stating what they may or may not enrol learners for and until what dates.

One area that has been found to be problematic is in the issuing of tender documents. Tenders are being issued for training using legacy qualifications and unit standards that are no longer valid, meaning learners cannot be enrolled in these programmes. This could have knock on effects for both parties when an agreement is signed on this basis.

Collaboration and communication are key

Employers and providers are strongly advised to consult with the QCTO and relevant SETA for the development, accreditation and registration of skills programmes, given that the alignment process requires a comprehensive application. The Skills Development Provider will need to apply for accreditation of the new programme with the QCTO.

Additional consultation is also recommended to ensure that employers and SDPs gain a clear understanding of the SETA’s plans for future qualification registration in each specific industry to avoid duplication of effort or missing the mark entirely.

Moving forward, it is advisable for companies to work closely with their SDP to navigate the transition and ensure the continued development of their workforce through occupationally-directed programmes.

Heidi Kilian