CORPORATE CITIZENSHIP

Skills development: learnerships and training

AECI's companies contribute to skills development relevant to their specific businesses.

At AEL, 120 learners were recognised for their achievements in 2007. Certificates were awarded for chemical operations levels 1 and 2, engineering level 4, and competencies gained via e-learning, a computer-based programme that teaches software packages. The company maintains its relationship with the Chemical Industries Education and Training Authority by hosting unemployed learners studying towards NQF 1 to 3 qualifications.

Technician operators employed at the automated detonators plant, AEL's "Factory of the Future", are being trained in-house and will commence the practical sections of their courses early in 2008.

An agreement was concluded with the Da Vinci Institute, at Modderfontein, to facilitate full utilisation of the company's technical training centre. In terms of the agreement, Da Vinci has procured state-of-the-art instrumentation equipment and computer software that enhances learning outcomes. AEL's learner employees are benefiting from this by having access to these programmes.

Another team manager development programme was initiated for 17 new managers to ensure that skills at first line management level keep pace with the increasing complexity of the manufacturing environment. The programme will run until early 2009.

Following a Mines Qualification Authority audit, AEL's surface and massive business, including the electronics and narrow reef divisions, was registered as a recognised service provider. AEL thus became the first explosives supplier in South Africa to provide training recognised by the mining industry qualification body, with the necessary registration that enables mines to incorporate the training in their learnership/development programmes.

In line with Chemserve's 2007 theme of "Pushing the Boundaries" the CSL Development Programme was launched. 60 employees in junior and middle management were nominated for this programme and it will run for three to five years, with up to 30 more employees being enrolled per year over this period. The objective is to provide participants with an opportunity to broaden their scope of business understanding and create a larger pool of competent employees. Graduates will then feed into Chemserve's Leadership Development Programme which is individually tailored for each employee, at a more senior level.

Chemserve also provides experiential training for 28 students from universities of technology in chemical engineering, analytical chemistry, extraction metallurgy, and polymer and food technology. Artisan learnership agreements were entered into with learners for chemical fitter and electrician trades.

The multi-skilling project at the Chloorkop site progressed and the chemical operations NQF 1 training was completed.

At Heartland Leasing, Umbogintwini, two learnerships are in place for analytical chemistry students and in-service training is provided at the company's laboratory. Two apprenticeships for electricians and two for fitters are also in place. Seven employees are participating in a supervisory development programme.

With a number of plant closures at SANS Fibres, and regrettable associated job losses, the training and development function had to shift its priorities to ensure that as much value as possible was added to the business. Accordingly, the NQF 2 learnership programme was maintained as a focus. The programme is run in-house and is fully accredited by the relevant SETA. It targets team coordinators and technical operators. Since 2004, 120 employees have graduated.

The learnership programme was also maintained and, as in the past, proved a useful springboard for those wishing to study further in the business development field.

In-house numeracy and English literacy training continued for operators, particularly those on the NQF 2 learnership programme. Pass rates were sustained, with trainees preparing for the external Independent Examination Board examinations.