Progress Report on the Implementation of the Chapter 15 of the 2ndNational Water Resources Strategy (NWRS2) - The National Science ...
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
Progress Report on the Implementation of the Chapter 15 of
the
2ndNational Water Resources Strategy (NWRS2)
Prepared by
Directorate: Operational Support
Chief Directorate: Operational Support, Coordination and Consolidation
1
Table of Contents
List of Acronyms ................................................................................................. 3
List of Figures ..................................................................................................... 5
List of Tables ...................................................................................................... 5
Strategic Action: Mapping of role players within the sector: General Education and Training
Authority (GET), Higher Education and Training (HET), Technical, Vocational, Education
and Training (TVET) colleges..................................................................... 7
Number of Schools reached on youth education programmes ......................................7
Number of Water and Sanitation sector Career Exhibitions for Schools ........................7
Energy, Water Sector Education and Training Authority (EWSETA) career awareness.................... 7
Number of TVET Colleges capacitated as Water and Sanitation Sector Training Providers 8
Strategic Action: Mapping of role players within the sector within the Workplace/Organization
.............................................................................................................. 8
Number of water and sanitation related qualifications registered with Quality Council for Trade and
Occupation ..................................................................................................... 8
Water Resources Planning Network ............................................................................................... 8
Water Resources Infrastructure ...................................................................................................... 8
Water Use, Services and Sanitation ................................................................................................ 8
Institutional Management and Water Governance ......................................................................... 9
Water Monitoring and Assessment ................................................................................................ 9
Regulatory Requirements............................................................................................................... 9
Number of Workshops conducted with municipalities on the implementation of RBIG and MWIG
(Also linked to MWIG/RBIG Skills and Capacity Building Transfer Plan ..........10
Strategic Action: Establishment of a coordinated skills planning, focusing of water sector priorities
and needs (Planning) ...............................................................................11
Number of Surveys/Research conducted to inform Sector Skills Plan ......................... 11
Local Government Sector Education and Training Authority Research project ............................. 12
Quarterly Training Reports and Annual training reports submitted ............................. 13
Number of provincial conferences and symposiums on knowledge sharing for water sector held
...................................................................................................................... 13
A well-structured skills development and capacity building programme incorporating experiential
knowledge and the number of candidates registered and graduating within such a
programme, for each water use sector .......................................................... 15
Number Graduates from Learning Academies placed within the water and sanitation sector 16
Umgeni Water (UW) ...................................................................................................................... 16
2
Rand Water Academy (RW) ........................................................................................................... 19
DWS Learning Academy .............................................................................................................. 22
Intergovernmental relations, sector collaboration and partnerships ...................... 24
Capacity development plan; Level of investment and support from private sector i.e. Quantity or
Percentage of resources, skills, support provided by business to LG. (This may include,
funding, jobs created, training provided, research, mentorship etc. ............. 24
Strategic Water Partners Network (SWPN) .................................................................................. 24
The Department of Water and Sanitation and Izakhiwo Imfundo Trust Memorandum of
Understanding ............................................................................................................................. 26
Monitor the agreement between DWS and other Global and African countries in terms of KPI’s set
for training and skills transfer, and advances in research and technology ......27
DWS International Cooperation .................................................................................................... 27
Number of functional capacity building and skills development forums ...................... 31
List of Acronyms
AQP Assessment Quality Partner
CEP Community of Expert Practitioners
CIDB Construction Industry Development Board
CMAs Catchment Management Agencies
COGTA Department of Cooperative Governance and Traditional Affairs
CSIR Council of Scientific and Industrial Research
DG Department of Water and Sanitation Director General
DHET Department of Higher Education and Training
DM District Municipality
DQP Development Quality Partner
DWS/Department Department of Water and Sanitation
ECSA Engineering Council of South Africa
EWSETA Energy, Water Sector Education and Training Authority
FETWater Framework Programme for Research, Education and Training
FY Financial Year
GTs Graduate Trainees
ISDG National Treasury Infrastructure Development Grant
JICA Japan International Cooperation Agency
KZN KwaZulu- Natal Province
3
LA Department of Water and Sanitation Learning Academy
LGSETA Local Government Sector Education and Training Authority
LM Local Municipality
M&ER ME&R
MIG Municipal Infrascture Grant
MoU Memorandum of Understanding
MPAP Municipal Priority Action Plans
MTEF Medium Term Expenditure Framework
NQF National Qualifications Framework
NT National Treasury
N.W North West Province
NWRS 2 National Water Resources Strategy 2
OFO Organizational Framework of Occupations
O&M Operation and Maintenance
OPS DWS Directorate: Operational Support
QDF Qualification Development Facilitator
QCTO Quality Council for Trades and Occupations
PSP Professional Service Provider
RBIG Regional Bulk Infrascture Grant
RW Rand Water
SACNASP South African Natural Scientist Professions
SALGA South African Local Government Association
SDT Strategic Water Partners Network Skills Development and
Transformation Working Group
SETAs Sector Education and Training Authorities
SSP Sector Skills Plan
ST&CBP Skills Transfer and Capacity Building Plan
SWPN Strategic Water Partners Network
TVET Technical, Vocational, Education and Training
UW Umngeni Water
WB Water Boards
WESSA Wildlife and Environmental Society in South Africa
WG Working Groups
WISA Water Institute of Southern Africa
WRC Water Research Commission
WSA Water Service Authorities
4
WSDP Water Services Development Plan
WSIG Water and Sanitation Infrastructure Grant
WSSLG Water and Sanitation Sector Leadership Group Skills Task Team
YWP Young Water Professionals
List of Figures
Figure 1: Regulatory Framework network activities .................................................................................. 10
Figure 2: Some of the 2014 qualified Umgeni water employees.............................................................. 16
Figure 3: Some of Umgeni water young professionals .............................................................................. 18
Figure 4: Rand Water Academy 2016 certification ceremony ................................................................... 21
Figure 5: Rand Water Academy 2016 certification ceremony ................................................................... 21
Figure 6: Rand Water Academy 2016 certification ceremony ................................................................... 22
Figure 7: Hierarchy of skills to be considered by SDT to address the issues of articulation. The SDT will
concentrate on junior technical, artisan; semi-skilled and non-skilled employees................................... 26
Figure 8: Officials who participated in drinking water supply training ...................................................... 28
Figure 9: Officials who participated in laboratory training ........................................................................ 29
List of Tables
Table 1: DWS Annual Performance Plan as per the 5 year MTF period (2016 – 2019) ............................. 12
Table 2: DWS GTs to be rotated at Hazelmere Dam .................................................................................. 15
Table 3: 116 Learners enrolled on the UW programmes since 2010 ........................................................ 18
Table 4: GTs enrolled in the Rand Water Academy ................................................................................... 20
Table 5: Permanent and/ or candidate appointment within Department of Water and Sanitation ........ 23
Table 6: Professional Registration ............................................................................................................. 23
Table 7: DWS Officials who received individual training through JICA ...................................................... 29
Table 8: DWS Master Scholarship Student studying through the JICA programme in Japan .................... 30
Table 9: Water Forums established around the county ............................................................................ 31
5
Context
The Department of Water and Sanitation (DWS) published the Cabinet-approved Second Edition of the
National Water Resources Strategy (NWRS2) in June 2013 after an extensive process of engagement with
sector partners. As the NWRS2 was developed by the water sector, it spells out the need for a
collaborative, consultative, action-orientated approach to implementation.
By March 2015, engagement with key water use sectors had led to the development of sector-specific
NWRS2 implementation plans for agriculture, energy, forestry, business & mining, local government,
water resource protection, research & innovation and skills sectors.
The Operational Support Directorate is pleased to present the Progress Report on the implementation of
Chapter 15 of the NWRS2.
NWRS2 – Let’s make it happen!
6
WATER SECTOR SKILLS AND CAPACITY
Strategic Action: Mapping of role players within the sector: General
Education and Training Authority (GET), Higher Education and Training
(HET), Technical, Vocational, Education and Training (TVET) colleges.
(Ref: NWRS2 Chapter 15, action 15.5.1)
Number of Schools reached on youth education programmes
The Department of Water and Sanitation (DWS) 2020 Vision for Education and Training Programme
(VfWEP) initiated in 1996 is still on-going and the Memorandum of Understanding (MoU) entered by
the DWS (Department) with the Department of Basic Education for the implementation of the
programme is still effective. The Department is fully implementing the programme in all nine provinces
and currently almost 1843 schools we reached countrywide on DWS VfWEP programmes.
Programme Impact
From June 2013 to date the Department has awarded bursaries to learners across the country
participating in the following Vision 2020 programmes:
Public Speaking = 27 bursaries awarded to grade 11 learners
South African Youth Water Prize = 65 bursaries awarded to grade 12 learners
Aqua Enduro = 39 Bursaries awarded to grade 11 learners
Outcome
In addition the Department has awarded 30 primary and secondary schools around the country R150
000. 00 prize money during 2014 and 2015 for participating in Baswa Le Metse competitions structured
into five categories i.e. Poetry, Music, Praise and Poetry, Poster and drama. Also 10 schools which
came first in each category were awarded media classrooms sponsored by MTN during 2014 and 2015.
To ensure sustainability of the programmes, DWS has partnered with the Wildlife Environmental
Society of Southern Africa (WESSA) to implement an Eco-School project. Currently there are about 39
previously Baswa Le Metse winning schools participating in the Eco-Schools project. WESSA has
managed to register 73 schools across the country on the Eco-School projects. Most schools on WESSA
programme are actively conducting water audits and subsequently implementing water projects.
WESSA is also engaged in re-writing Baswa Le Metse competition guideline material and officials from
DWS Provincial Offices have being workshopped on the materials. In addition, WESSA is currently
reviewing education support materials to aid school curriculum on water and sanitation issues.
Number of Water and Sanitation sector Career Exhibitions for Schools
Energy, Water Sector Education and Training Authority (EWSETA) career awareness
One of the mandates of the Energy, Water Sector Education and Training Authority (EWSETA) is to
promote careers in the water and energy sector in line with the support offered by the Sector,
Educational and Training Authorities (SETA). To date the EWSETA has distributed almost 10300 career
guides and hosted 12 career awareness events which featured careers in the water sector. The highlight
7
includes the participation of EWSETA during the 2nd Annual Green Youth Indaba on 30 September 2015
to promote green jobs available in the water sector.
Number of TVET Colleges capacitated as Water and Sanitation Sector Training
Providers
The EWSETA is in a process of developing a qualification to capacitate TVET lectures in the water and
sanitation field following a research project “Educational needs analysis of educators in the water at
TVET colleges” commissioned in 2014 with Stellenbosch University which indicated that there is a
limited number of TVET lectures in the water and sanitation field. The qualification will also be
developed by Stellenbosch University.
Strategic Action: Mapping of role players within the sector within the
Workplace/Organization
(Ref: NWRS2 Chapter 15, action 15.5.1)
Number of water and sanitation related qualifications registered with Quality
Council for Trade and Occupation
The Framework Programme for Research, Education and Training in the Water Sector (FETWater)
phase III is currently underway. The aim of the programme is to enhance cooperation in terms of skills
and capacity building within the sector through training networks in order to achieve the goals of
National Water Resources Strategy 2 (NWRS 2). Following the FETWater III inception workshop held on
22 & 23 January 2014, the second national workshop was held on Tuesday, 23 February 2016 to assess
progress to date and below is the current status of established networks:
Water Resources Planning Network
This network is led by Ms Caryn Seago from WRP Water Consulting. The network will focus on
developing the qualification for Water Resource Planning profession. So far the network has managed
to map-out the occupational title using job description from various Water Boards (WB) and Catchment
Management Agencies (CMAs). Although the job title isn’t yet definite the network has proposed
occupational title of Water Resources Practitioner/ Manager/Specialist. The network has already
conducted its profiling meeting with Community of Expert Practitioners (CEP).
Water Resources Infrastructure
This network is headed by Mr Mervyn Jordan also from the WRP Water consulting firm. The network
will develop occupational qualifications for the new Water Infrastructure Practitioner and Water
Reticulation Officer occupations. So far the network has provided a rationale for the development of
both qualifications. The network is in the process of arranging the profiling meeting with CEP members
to map the qualifications.
Water Use, Services and Sanitation
This network is headed by Ms Adie Vienings from Water Concepts. The network will focus on piloting
the completed Process Controller (OFO code 313201) occupational qualification and also develop the
Sanitation Coordinator (OFO code= 341205) qualification which has being registered on the OFO
framework. Local Government Sector Education and Training Authority (LGSETA) is in the process of
appointing the Qualification Development Facilitator (QDF) for the development of the Sanitation
8
Coordinator Qualification. The CEP members who developed the Process Controller qualification are
currently developing the assessment specification for the qualification.
Institutional Management and Water Governance
This network is led by Professor Thokozani Kanyerere from the University of Western Cape and will
develop the Water Liaison Practitioner qualification. LGSETA is in the process of appointing the QDF
for the qualification. The CEP group to guide the qualification development process has being
constituted.
Water Monitoring and Assessment
This network is led by Mr Brian Delcarme from the University of Western Cape. This network has being
tasked with developing a special occupational qualification from the already completed Water Quality
Analyst occupational qualification (OFO code = 213306). The network will focus on developing the
Water Regulation Practitioner occupational qualification to combine the function of water use
authorisation, compliance monitoring and enforcement. The overall aim of this Network is to build the
capacity of the water sector professionals on practical applications of water resource monitoring and
assessment (compliance and enforcement purposes) for improved decision-making and better
management of water resources. So far the network has constituted the CEP group to guide the
qualification development process. The network has already conducted pre –scoping and scoping
meetings with the CEP members and mapped out the qualification development process including
timelines.
Regulatory Requirements
This network is led by Mr Ashwin Seetal from the Council of Scientific and Industrial Research (CSIR).
The network will focus on three National Water Resources Strategy II strategic actions – namely: (i)
Water Use Authorisation + Compliance and Enforcement; and, (ii) Drinking Water Quality and
Wastewater Discharge Regulation. The following diagram depicts the network activities.
9Figure 1: Regulatory Framework network activities
The network will focus on developing the Water Use Specialist (OFO code 214301) occupational
qualification targeting individuals with background training, knowledge and experience in specific
disciplines such as scientific, engineering, economic, financial etc. to provide specific-discipline inputs
on the impacts of specific water users from the water quantity and quality perspective. The network
will also develop Water Allocation Officer (OFO code 335905) occupational qualification to ensure that
all processes and procedures are followed in the course of water allocation decision-making. The
expected outcome from both qualifications is the enhancement of regulatory effectiveness and
sustainability which can be achieved through the skilling and capacitation of water sector regulatory
personnel.
Number of Workshops conducted with municipalities on the implementation of
RBIG and MWIG (Also linked to MWIG/RBIG Skills and Capacity Building Transfer
Plan
The first National Treasury Skills Transfer and Capacity Building Plan (ST&CBP) progress report for the
2015/2016 financial year has being finalized, signed by the DWS Director General on 31 May 2016 and
submitted to National Treasury (NT) as per the Divisions of Revenue Act 2015/2016 requirements.
The report identified areas of weaknesses in project and contract management and has established
that all benefiting 17 Local and District Municipalities (i.e.UThukela DM, Zululand DM, UMkhanyakude
DM, UThungulu DM, Alfred Nzo DM, Chris Hani DM, Amathole DM, Joe Gqabi DM, Lephalale LM,
Capricorn DM, Moretele LM, Madibeng LM, Dr Ruth Segomotsi Mompati DM, Kopanong LM,
Mohakare LM & Letsemeng LM) scored below average on the operation and maintenance (O&M)
component of project and contract management during the assessments. The report also analysed the
impact of infrastructure grant on the operational responsibilities of the municipalities and concluded
10that training and capacity building initiatives on their own are inadequate to address the O&M
challenges. There are a number of initiatives required in parallel such as the implementation of a
comprehensive asset management strategy across the three (3) spheres of government.
Outcome
To address the training and capacity building shortcomings, the plan has identified the following
interventions during the 2016/2017 financial year:
Integrate the 1st order skills and capacity building plan developed to address weakness in
project and contract management into the MuSSA/MPAP process.
Maintain support to WSAs to populate the Water Services Development Plan (WSDP) web
enabled system and work with Department of Cooperative Governance (DCoG) to ensure data
transfer between the Municipal Infrascture Grant (MIG) MIS and the WSDP web based system
project management module.
Monitor implementation of LGSETA funding proposal to capacitate local government
employees
Ground water monitoring training for pump operators and municipal technical teams in 8 of
the selected WSAs (Madibeng; uThukela; uThungulu; uMkhanyakude; Zululand; Letsemeng;
Kopanong and Mohokare) to enable WSAs to identify early warning signs and mitigate
uncontrolled abstraction.
Maintain organogram support in 3 of the 8 WSAs (Letsemeng; Mohokare and uThukela) and
initiate support in 3 additional WSAs (Chris Hani; Zululand and Kopanong).
Development of water and sanitation occupations framework to support workplace skills
development processes.
Develop and monitor Municipal Priority Action Plans (MPAPS) in six (6) WSAs with extremely
high vulnerability index to address vulnerabilities in eighteen (18) business attributes identified
through the MuSSA process.
Maintain Cuban specialist support in North West
Continue supporting the interventions in uMkhanyakude District Municipality and Madibeng
Local Municipality.
Maintain current approach of including O&M capacity and training clauses in the tender
documents for Regional Bulk Infrastructure Grant (RBIG) Schedule 6(b) projects.
Maintain contractual approach to include WSA O&M obligations in Business Plans and Service
Level Agreements in Water Services Infrascture Grant (WSIG) projects
Strategic Action: Establishment of a coordinated skills planning, focusing of
water sector priorities and needs (Planning)
(Ref: NWRS2 Chapter 15, action 15.5.2)
Number of Surveys/Research conducted to inform Sector Skills Plan
The DWS is planning to implement the Occupational Framework project during the 2016/2017 Financial
Year (FY) to expand the first DWS-commissioned “Water Sector Skills Gap” analysis research study
undertaken in 2013.The Water Research Commission (WRC) has been appointed as the implementing
11agent for phase II of the project. Currently proposals have been evaluated and also considered for
possible appointment of professional service provider (PSP) to implement the project.
Outcome
The following is the planned outputs of the project as per the current Government Medium Term
Expenditure Framework period (MTEF) and the DWS Annual Performance Plan:
Table 1: DWS Annual Performance Plan as per the 5 year MTF period (2016 – 2019)
Goal An efficient, effective and development oriented water and sanitation sector
Strategic Objective: Coordinated development of the skills pool across the sector
PPI no Performance APP (2016/17) 2017/18 Target 2018/19
indicator 2016/17 Annual target Target
4.4.1 Approved Water Sector Registering Water Standardised workplace
(APP) standardised Water
Occupational Sector skills plan in the water
and Sanitation Sector
Skills Framework Occupational Skills sector developed and
Occupations
Framework developed and in Organising ready for
implemented approved Framework for implementation
Occupations (OFO)
Local Government Sector Education and Training Authority Research project
In relation to the research strategic focus area of chapter 15 of NWRS 2, the LGSETA has contributed in
partnership with the Vaal University of Technology (VUT) has recently concluded a research on Water
and Waste water Management in local government. The aim of the research was to provide an
assessment of local government’s capability to deliver water and manage wastewater sustainably
highlighting current strengths, challenges and opportunities and discuss related implications.
Outcomes
The main research findings outlined in the report as experienced by different local government
engineers and technicians includes the following:
• Lack of futuristic approach to water management as well as inability to spend allocated
funds;
• Lack of skills and competencies in science, engineering and technology
• Wrong priorities, especially concerning maintenance and capital investment
• Lack of information on the location of some water distribution lines and
12• Emerging contaminants and pollution loads into water treatment plants
Major research findings includes: The transition to a green economy as the way towards a sustainable
future. Local Municipalities to implement techniques that integrate conventional and emerging
techniques for water/wastewater treatment. Desalination should be given more attention to reduce the
cost and make it feasible. Studies aimed at addressing the skills gaps in the local government sector
should be prioritized and coordination of research initiatives to optimize resources utilization and avoid
duplication becomes critical.
The CSIR Local Government Skills Forecasting Model Approaches to Demand and Supply
Forecasting & State of current water system and gap analysis
LGSETA commissioned the CSIR to develop the local government skills forecasting model approaches
to demand and supply and the state of current water system and gap analysis in 2015. The purpose of
the study was to develop skills needs model that will enable the LGSETA to project skills needs, supply
and demand for local government sector using one area as a focus area. One of the research findings of
the study indicates that process controllers are generally in short supply with large numbers of
vacancies reported across the country. The study recommended that the acute shortage of process
controllers could possibly be addressed by improved theoretical and practical training standards at
local government level.
Quarterly Training Reports and Annual training reports submitted
LGSETA
During the 2015/2016 FY, LGSETA supported the water sector by rolling out a skills programme and
learnership programme for 31 and 263 beneficiaries respectively.
EWSETA
In 2013, EWSETA appointed Aurecon SA and KhulaNonke Training and Development to roll-out an
accredited process controller training in Motheo TVET College, Free State. 553 unemployed youth
including matriculants, Graduates with BSc or National Diploma in water care successfully completed
the NQF 2 learnership programme in 2015.
Strategic Action: Strengthening linkages between education and training
institutions and places of work (Ref: Chapter 15, action 15.5.3)
Number of provincial conferences and symposiums on knowledge sharing for water
sector held
The Water and Sanitation Sector Leadership Group Skills Task Team (WSSLG) National workshop was
hosted successfully by the Directorate Operational Support in conjunction with the Water Institute of
Southern Africa (WISA) during the 2016 WISA Biennial conference held in Durban from 15 - 19 May
2016. Almost 120 delegates from various organizations within the water and sanitation sector attended
the workshop.
13The purpose of the workshop was to discuss the work of the WSSLG as per the newly configured
working group. The following issues were discussed at length through interactive process whereby
various WSSLG working groups such as Skills Planning, New Qualification, Training Provision and
Monitoring and Evaluation, Rand Water (RW) and Umgeni Water (UW) presented their programmes
aligned to chapter 15 of the NWRS 2
Challenges, Successes and Opportunities on the implementation of NWRS 2 Chapter 15 and
objective
Development of water and sanitations sector occupational framework by DWS
Update on key water and sanitation sector skills and capacity building programmes
Reports SETAs and other water sector stakeholders
NWRS 2: Skills and Capacity Building Monitoring, Evaluation and Reporting (ME&R) Tool
Outcome
The following are the resolutions reached during the workshop:
The funding available from LGSETA and EWSETA to support and implement the Water Sector
Skills Plan requires the Department of Higher Education and Training (DHET) facilitation to
ensure collaboration for effective application aligned to sector needs and priorities. DHET will
arrange for the parties to review the alignment of the Sector Skills Plan, Annual Performance
Plan and respective projects. Responsible: Skills Planning Task Team WG
The new DWS/WRC project to develop an occupational framework for the Water Sector must
incorporate related refinements to the audit methodology previously developed. These
refinements should develop standardized and user friendly formats for Annual Training Reports
and Workplace Skills Plans for water sector institutions. Workshops for awareness on and
uptake of the refined formats are essential for effective implementation by Skills Development
Facilitators and Human Resource practitioners. Responsible: Skills Planning and New
Qualification WG
A review of experience of programmes offered by academies and their relationship with public
sector training institutions, occupational qualifications and workplace opportunities offer
lessons for sector training provision. Good practice in in-service training, graduate internships,
and occupational training and employment practices must be supported and replicated. Both
UW and RW as training academies provide good model for implementing training programmes
effectively. The UW model should be replicated. Responsible: Training provision WG
The difference between monitoring reports ( information on implementation of flagship
projects and those on SETAs and DWS APP ) and evaluation reports (quality assurance reports
based on qualification AQP arrangements and tracer studies by CEP groups) must be clarified
to ensure seamless and effective sector training intelligence. Responsible: ME&R WG
Young Water Professional (YWP) 4th Biennial Conference: 16 – 18 November 2015
The EWSETA took part in the Young Water Professional (YWP) 4th Biennial Conference from 16 – 18
November 2015 and also sponsored the “EWSETA Learning Hub” site event which was well attended.
In addition the EWSETA was the sole sponsor of the conference Gala Dinner which took place on the 17
November 2015 whereby EWSETA invited 20 of its learners involve in various skills and capacity
14building programmes to gain exposure to the sector and also have an opportunity to network with
captains of the industry. EWSETA also catered for their conference registration, accommodation and
transport expenses. EWSETA noted that exposing learners to such events can stimulate their learning
and capacity building through peer to peer encouragement and motivation.
.
A well-structured skills development and capacity building programme
incorporating experiential knowledge and the number of candidates registered and
graduating within such a programme, for each water use sector
The DWS is currently implementing the following water infrastructure projects:
Hazelmere Dam
Mzimvubu Dam
Nwamitwa and Tzaneen Dam (GLeWAP)
Clanwilliam Dam
Olifants River Water Resources Development Project
To cater for skills and capacity building, as one of the socio-economic benefits of the projects, the
Department is aiming to include the Construction Industry Development Board (CIDB) standards for
skills and capacity building into project tender bid documents in order to reserve funding for skills and
capacity building:
Outcome
Currently the Department has managed to provide opportunities for the following six graduate trainees
from the DWS Learning Academy to gain construction work experience at Hazelmere Dam
construction site which will contribute towards their professional registration with the Engineering
Council of Southern Africa (ECSA):
Table 2: DWS GTs to be rotated at Hazelmere Dam
NAME SURNAME QUALIFICATION GENDER
Sipho Mahlangu B Eng (Civil) Male
Jan Mabela B Eng (Civil) Male
Tlhologelo Mogoatlhe B Sc Civil Male
Mkhabela Tsako B Sc Civil Female
Tielman Burger B Sc Civil Male
Karabo Kgaphole B Eng (Civil) Male
15Number Graduates from Learning Academies placed within the water and
sanitation sector
Umgeni Water (UW)
Umgeni Water (UW), a state owned public entity was established in 1974 and operates in Kwa-Zulu
Natal bounded between UThukela and UMtavuna River and Drakensberg mountains. The entity has a
staff complement of 1200. According to its Annual Performance Scorecard, the organization has set
targets for skills and capacity building aligned to its strategic objective of increasing skills and
competency within the entity. To achieve this objective, the organization is implementing the
following skills and capacity building programmes:
UW employee skills development programme
Umgeni Water is implementing water and wastewater treatment learnership programme from NQF
level 2 – 4, targeting employees working in water and wastewater treatment plants. The programme
was initiated in 2010 with 15 employees ultimately qualifying in 2014. The programme is aligned to
Blue Drop and Green Drop Requirements and some of the modules include inter alia:
Chlorine handling,
Sand filter operations ,
Activated sludge
The programme will target 108 employee process controllers and shift attendants during the 2016/2017
FY.
Figure 2: Some of the 2014 qualified Umgeni water employees (process controllers)
16External Youth Programme
In 2010, UW launched the apprenticeship and learnership programme for unemployed learners. 37
unemployed learners were initially placed on the programme including 17 apprentices on electrical,
civil, instrumentation and boiler making.
Impact and outcomes
To date all 37 unemployed learners have completed the programme and 17 were offered a 2 year work
service obligation by UW as stipulated in their contract. In 2015; 57 new learners were enrolled into the
programme and they are steadfastly undergoing training.
The organization has also initiated a 2 years in-service training programme for external learners who
require workplace experience to complete their qualifications. The programme is linked to Chemical
Engineering qualification requirements. Learners are placed at UW laboratories; and water and
wastewater treatment plants. There is also a 1-year internship programme rolled-out by UW for
external learners specialising in non-core functions such as Human Resources, Occupational, Health
and Safety, IT, Finance; legal and administration support.
The National Treasury Infrastructure Development Grant (ISDG) graduate development programme
was initiated by UW in 2012 for the purpose of assisting qualified graduates to register with
professional bodies such as Engineering Council of Southern Africa (ECSA) and the South African
Natural Scientist Professions (SACNASP). Currently there are about 44 Graduate Trainees enrolled on
the programme through the grant at UW and it is anticipated that they will complete the programme
by 2017.
The UW Bursary Scheme covers 15 university students each year from their second year of study. The
bursary scheme is offered to students within the Kwa-Zulu Natal Province studying towards a financial
accounting and engineering qualification. The scheme covers all expenses and once leaners complete
their studies they are enrolled in the graduate development programme as part of their service
obligation.
To enhance networking and share lessons among the Graduate Trainees (GTs), the UW has established
a voluntary Young Professional Programme in 2014 covering water and sanitation employees below
the age of 35. The purpose of the programme is to uplift and empower the organizations young
professionals.
17Figure 3: Some of Umgeni Water young professionals
Umgeni Water has entered into an agreement with Mangosuthu University of Technology in 2014 to
provide 24 months’ work integrated learning programme for Chemical Engineering graduates. During
the 12 months of the programme learners receive stipends from the University and for the remaining
period from UW. The agreement allows learners to be absorbed once they complete the programme.
UW has absorbed 7 learners into their organization structure through the programme to date. Overall
since 2010, UW has enrolled 116learners into its programmes.
Table 3: 116 Learners enrolled on the UW programmes since 2010
Employment status of Trainees 2010-2015
Year of Number of Absorbed by Employed Unemployed Not in contact
appointment People Umgeni by Private learners with the
Trained Water Companies organisation
2010
Artisan
Training 11 11 0 0 0
In-service
Training 12 5 7
Learnership 26 6 10 10
Total 49 16 6 10 17
2011
Graduate
Training 5 2 2 1
In-service
Training 10 4 1 5
Total 15 6 3 6
182012
In-service
Training 8 2 3 3
Total 8 2 3 3
2013
In-service
Training 18 10 3 4 1
Total 18 10 3 4 1
2014
Artisan
Training 6 1 4 1
Experiential
Learning 2 2
Graduate
Training 5 3 1 1
In-service
Training 9 1 2 4 2
Internship 3 1 2
Total 25 8 3 11 3
2015
Graduate
Training 1 1 0 0 0
Total 1 1 0 0 0
Grand Total 116 43 18 28 27
Rand Water Academy (RW)
The Rand Water Academy (RW) was established in 2012 to contribute towards skills and capacity
building within the water and sanitation sector. The academy offers skills and capacity building for
internal employees and graduate trainees. Some of the objectives of the academy include inter alia:
To give unemployed graduates an opportunity to get practical training in their respective
functional area’s in order to gain registration with professional bodies
To create a pool of readily employable graduates:
Engineers,
Scientists,
Process controllers and
Artisans
To create decent employment for unemployed youth; as part of the 12 presidential outcomes.
19Impact and outcomes
During the 2013/2014 FY, the academy recruited 40 process controllers, 30 scientist, 30 apprentices and
20 engineers on 3 a year training programme. Currently all the learners have completed the
programme and achieved professional status as per the table below. The learners were also awarded
certificates during the ceremony held on the 21 April 2016 at RW.
Table 4: GTs enrolled in the Rand Water Academy
NUMBER OF
DISCIPLINE CATEGORY
GRADUATES
Professional Engineering Technician 2
Civil
Candidate Engineering Technicians 5
Candidate Engineering Technologist 4
Chemical
Candidate Engineering Technicians 1
ENGINEERING Professional Engineering Technologist 1
Electrical Candidate Engineering Technicians 4
Candidate Engineering Technologists 1
Candidate Engineering Technologist 1
Mechanical
Candidate Engineer 1
Candidate 3
Environmental
Trainee Level A 3
Science
Trainee Level B 17
SCIENCE
Certificated Level A 3
Water Resources
Trainee Level A 3
Management
Trainee Level B 1
PROCESS Water and
Class IV 39
CONTROLLERS Wastewater
20Registered with EWSETA
APPRENTICES Artisans 30
All have passed the trade test
Figure 4: Rand Water Academy 2016 certification ceremony
Figure 5: Rand Water Academy 2016 certification ceremony
21Figure 6: Rand Water Academy 2016 certification ceremony
Impact
About 32graduateswho entered the RW GT programme has being employed by the Department of
Public Works.
The Academy is currently implementing the following programmes:
Training and Development of 9 Engineering graduates at Govan Mbeki Municipality
Implementation of another ISDG Graduate Internship Programme at Govan Mbeki Municipality
(2016/2021)
DWS Learning Academy
The Department of Water and Sanitations continues to pay a vital role in offering opportunities to the
youth and also closing the critical skills gap in the water and sanitation sector.
Impact
Since its establishment in 2007, the academy has awarded 761 bursaries to external learners (male 427,
female 334), offered experiential learning to 268 learners (male 190, female 78); and has appointed 626
GTs (Male 363, Female 263). Below is the breakdown of achievements:
22Table 5: Permanent and/ or candidate appointment within Department of Water and Sanitation
POST Number of GTs appointed in DWS
Candidate Engineers 58
Candidate Engineering Technicians 82
Candidate Scientists 42
Permanent Posts (Scientists, Science technicians,
surveyors, Environmental Officers, Engineering
technicians, Engineers, Chief Development
Officers, Assistant Directors, etc. 153
Total 335
The success of the programme is measured in the fact that the department has been able to appoint
335 GTs that has successfully completed their training programmes as outlined above. In addition, the
table below includes all professional registration achieved to date.
Table 6: Professional Registration
PROFESSIONAL REGISTRATION NUMBER OF GTs ACHIEVING
PROFESSIONAL REGISTRATION STATUS
Candidate Engineering technicians 108
Candidate Engineers 81
Candidate Natural Scientists 68
Professional Scientists 26
Professional Engineers 3
Professional Engineer technicians 16
Certified Scientists 41
Surveyor 15
Project manager 1
TOTAL professional registrations 307
23Intergovernmental relations, sector collaboration and partnerships
(Ref: Chapter 15, action 15.5.5)
Capacity development plan; Level of investment and support from private sector
i.e. Quantity or Percentage of resources, skills, support provided by business to LG.
(This may include, funding, jobs created, training provided, research, mentorship
etc.
Strategic Water Partners Network (SWPN)
The Strategic Water Partners Network (SWPN) was formed in 2011 as a private public partnership
initiative aimed at closing the projected water gap in South Africa by 2030 through collaboration and
partnership with strategic National impact. The SWPN has organized itself into the following Working
Groups (WGs) which are mapping, charting and implementing projects that strengthen and support
water management strategy and practice.
Effluent and Waste Water Treatment WG - focusing on Municipal waste water management
and reuse
Water Use Efficiency and Leakage Reduction WG – focusing on Municipal and industrial water
loss
Agricultural Supply Chain Water WG – focusing on Irrigation water use efficiency and
promotion of equitable access to water for food security
Sanitation WG – focusing on promoting access to resilient, cost effective, water efficient
sanitation solutions
Water Stewardship and Incentives WG -focusing on collective and coherent response to water
risk through targeted action and supportive policy environment
Skills Development and Transformation WG – focusing on Development of sustainable
economically viable skills for the water sector
The Skills Development and Transformation (SDT) WG is fairly new and was established on 27
November 2015 composed of the following stakeholders:
DWS
WRC
Rand Water
EWSETA
Johannesburg Water
Department of Science and Technology
Private Companies - all sectors
Department of Small Business
WISA
The SDT WG its aim is to support all other WG in closing the skills gap within the following water value
chain.
24Waste Water (Quality) Portable Water (Quality) Water Conservation and
Demand Management
Professional
Learning Exchange Programme
• Mentorship towards professional
registration
• Revenue enhancement (financial
Training)
• Water balance development
• Waste Water treatment operation
Artisan Artisan
Water Treatment Operators WC/WDM
Practitioners
Artisan
Waste Water Treatment
Operators
Skills Retention and Economic
Development
• Franchising Semi/non skilled
• Municipal employment O&M
Semi/non skilled
O&M • Enterprise development
In terms of addressing the articulation challenges affecting the county, the SDT will focus on the
following skills hierarchy:
25Professional Managerial
Middle management technical
Junior technical, artisans
Semi skilled, non skilled (employed)
Learnership/internship
Figure 7: Hierarchy of skills to be considered by SDT to address the issues of articulation. The SDT will concentrate on junior
technical, artisan; semi-skilled and non-skilled employees
Outcomes
As a first step in addressing the above issues, the SDT WG has identified the following strategic
projects to be implemented during the 2016/2017 FY:
Funded: Development of a placement strategy for the National War on Leaks Programme - public and
private sector. The draft ToR for this work has being completed and reviewed by the stakeholders.
Facilitated: Establish Municipal excellence forum: “training by stealth”. The forum will tackle key issues
identified in the No Drop assessment (Non-Revenue Water, physical water losses, revenue
enhancement etc.). Also the forum will target priority municipalities identified in the War on Leaks
Programme, COGTA B2B, and Business Adopt-A-Municipality.
The Department of Water and Sanitation and Izakhiwo Imfundo Trust Memorandum of
Understanding
The Department of Water and Sanitation has entered into a 5 year period MoU with Izakhiwo Imfundo
Trust established by Group 5 for the purpose of providing internship programme for learners in rural
municipalities focusing on construction and engineering disciplines. In addition to the internship
programme, the Trust will offer bursaries to external learners placed on the DWS LA programme. The
programme was recently launched by Trust and the Minister of Water and Sanitation, Ms Nomvula
26Mokonyane on Thursday, 30 June 2016 at Group Five Offices in Midrand whereby the Minister
commented that the programme will bear fruits to the struggles of the youth of 1976.
Outcome
The chairperson of Izakhiwo Imfundo Trust indicated that the programme will tackle both the shortage
of technical skills within the sector and also curb the high unemployment rate among the youth. Under
the programme 7 bursaries will be allocated to learners in the DWS LA and also 7 interns will be
provided with work integrated learning opportunities in local government. The programme has the
potential to recruit 51 learner split equally between interns and bursaries during the reminder of the 5
year period of agreement.
Monitor the agreement between DWS and other Global and African countries in
terms of KPI’s set for training and skills transfer, and advances in research and
technology
DWS International Cooperation
The Department of Water and Sanitation participates in various Global and Africa bilateral and
multilateral cooperation respectively to advance water security agenda. In terms of skills and capacity
building, the Department and its global partners has initiated the following programmes:
• Dutch-SA Kingfisher Programme
• Dutch ORIO programme
• Japan International Cooperation Agency (JICA) Individual Training programme
• ABE Initiative
• JICA Technical Cooperation
• Cuba Programme
• China Scholarship programme
• SA-Danish Cooperation on water resources
• South Africa-Sweden Cooperation
• Study Tours (Italy, Iran etc.)
Netherlands-DWS Kingfisher programme
DWS, Dutch Water Authorities and VNG International signed an Agreement in 2014 on the Kingfisher
Project. The programme is in line with Chapter 8 of the NWRS2 on Institutional Arrangements and
involves exchange of international experiences, best practices as well as practical experiences at
regional and local water governance level between South African CMAs & Dutch CMAs.
Impact
Currently the programme is supporting the establishment of nine CMAs through the training of Acting
Chief Executives on water governance from both administrative and technical perspective,
development of the Catchment Management Strategies and establishing relationships between CMAs
and local government, etc.
27The Japan international Cooperation Agency (JICA) programme
The Japan international Cooperation Agency (JICA) programme is currently in full-swing.
Impact
Since the inception of the programme in 2014, Sixty (60) Water sector Officials attended trainings in
Japan on water quality with special focus on the following areas:
20 - Waste Water Treatment Plant
20 - Drinking Water Supply
20 – Laboratories
In terms of Drinking water supply 20 Officials participated in the training held in November 2014 and
action plans were developed by all participants for implementation after the training.
Figure 8: Officials who participated in drinking water supply training
Training for laboratory officials was conducted in 2016. 20 officials participated in the training
programme. DWS and JICA worked together in building the training content.
28Figure 9: Officials who participated in laboratory training
In terms of Waste Water Treatment Plant, 18 officials participated in training on waste water treatment
Plants in 2015.Trainees were supported by JICA and hosted by Tokyo Metropolitan Government. More
than 90% of the trained officials are still with their municipalities. A smaller percentage has left their
municipalities but is still within the South African water sector
Also the following individual received training on various aspects of water and sanitation:
Table 7: DWS Officials who received individual training through JICA
Official Training
Ms Slindile Mhlawuli (KZN) Water Supply and Administration
Mr Sabelo Mkhize (NC) Water Supply and Administration
Mr Tertius Chiloane(NW) O&M of urban water supply system
Mr Mpho Manyama (FS) O&M of urban water supply system
Mr Ipotseng Mokino(NW) Sewage Works Engineering and Storm
Water Drainage Technology
Ms N Mdlalose(KZN) Sewage Works Engineering and Storm
Water Drainage Technology
29Mr Matana Ntsika (EC) Sewage Works Engineering and Storm
Water Drainage Technology
Mr Lekganyane(LP) O&M of urban water supply system
Lastly the programme has provided master scholarships to the following students who are currently
studying in Japan:
Table 8: DWS Master Scholarship Student studying through the JICA programme in Japan
Name Area of study Institution
1. HoyanaThando International Relations International University of Japan
2. Tshiswaise Rudzani Engineering Miyazaki University
3. Ndwambi Itani Dale Engineering Ehime University
4. Lesley Moremi Engineering Hokkaido University
5. Bambo Natasha Engineering Toyo University
DWS Study Tours
Study tours have being arranged with the following countries:
Italy : Transfer of technology
Netherlands: Skills transfer and Infrastructure development
Iran: Skills training, secondment of engineers and Desalination plants.
Cuba: Placement of Engineers in the SA water sector and skills transfer
Denmark: Skills transfer
Sweden: Exchange of knowledge in south Africa on water resource
30Number of functional capacity building and skills development forums
The Department of Water and Sanitation represents National government as an organ of state that is
administratively responsible for executing the National Constitutional mandate of managing water
resources and regulating water and sanitation services. In its execution of both functions, the DWS is
expected to engage different stakeholders who are directly or indirectly involved and affected by water
business. The engagement is normally done through one-on-one with affected stakeholders and
through establishment and strengthening of sector and community forums.
In addition to the Constitutional mandate mentioned above the Minister of DWS, Ms Nomvula
Mokonyane, in her budget speech delivered on the 15th July 2014 mentioned that the participation of
different stakeholders including community members is important in the water sector. The Minister
also stated that water and sanitation forums need to be established, revived and strengthened across
all Metros and DMs in order to extend the stakeholder relations. She further indicated that the focus
will be more on 27 dysfunctional DMs which were identified as the institutions that need urgent
attention and also in hotspot areas identified across different provinces.
Outcome
Currently DWS has established water forums in the 24 of the 27 Priority DMs; and overall 93 water
forums have being established across the 9 Provinces.
Table 9: Water Forums established around the county
dysfunction
capacitated
established
Councillors
Hotspot or
Chairperso
secretariat
the forum
n, deputy
Province
Name of
/trained
When it
District
al DM,
forum
other
Is the
Ward
was
and
Is it
LM
North Bojanala Madibeng Majakane Feb-15 Dysfunc Chairperson: Yes
west ng forum tional Peter
and Mbanjwa
Hotspot 076 197 8142
Bojanala Madibeng Makau Apr-15 Dysfunc Chairperson: Yes
forum tional Ben Moche
and 082 436 9957
Hotspot
Bojanala Madibeng Jericho May- Dysfunc Chairperson: Yes
forum 15 tional Moss
and Seokane
Hotspot 083 985 6583
Bojanala Madibeng Letlhabile May- Dysfunc Chairperson: Yes
Forum 15 tional Muzi Ndlovu
and 072 395 4928
Hotspot
Bojanala Madibeng Maboloka May- Dysfunc Yes
forum 15 tional
and
Hotspot
Bojanala Madibeng Moddersp Jun-15 Dysfunc Yes
ruit forum tional
and
Hotspot
31Bojanala Madibeng Madidi Jun-15 Dysfunc Yes
forum tional
and
Hotspot
Bojanala Madibeng Letlhakan Jun-15 Dysfunc No
eng tional
forum/wa and
rd 34 Hotspot
Bojanala Madibeng Klipgat Jun-15 Dysfunc No
forum tional
and
Hotspot
Bojanala Madibeng Mothotlu Jun-15 Dysfunc Chairperson: Yes
ng Water tional George
Forum Mokonoto
082 592
1989
Bojanala Madibeng Bapong Jun-15 Dysfunc Yes
forum tional
and
Hotspot
Ngaka Ramotshe Cluster Sep-15 Dysfunc Chairperson: A. J. No
re 1/Supings tional Mr. Samuel Tshwesha:
tad forum Motladile 078 233 2078
078 187 5136 / 081 040
secretariat:O 2219
ratile P. Maetla:
Ikaneng 073 073 241 6848
382 8321 K. I.
Manthoko:
078 378 4457
/ 081 040
2178
Ngaka Ramotshe Cluster Sep-15 Dysfunc Chairperson: P. Mothusi: No
re 2/Gopane tional Sam 073 252 5770
forum Mollodile R. Senna:
078 187 5136 083 992 7745
secretariat: M. P. Moabi:
Oratile 078 144 3687
Ikaneng: 073
382 8321
Ngaka Ramotshe Cluster 6 Sep-15 Dysfunc Chairperson: A. N Thale: No
re water tional Mr 078 651 0863
forum Mokgalagadi M. K.
:079 869 Mosiane:
7667 082 351 4861
secretariat: J. K.
Oratile Mokgatle:
Ikaneng: 073 078 812 5393
382 8321 / 081 040
2210
32Ratlou Cluster Aug- Dysfunc Chairperson: Peo Yes
1/Makgob 15 tional Katlholo Mokgosi: 073
istadt Setlhako 425 9942
secretariat: Kgosietsile
Elsie Leepile: 082
Seshanke 857 4966
074 716 1677 Kelebogile
Gaodirwe:
076 688
4166
Ntate Ditau:
083 852
0666
Ngaka Ratlou Mareetsa Oct-15 Dysfunc Chairperson Yes
ne forum tional :Hendrick
Seboloa-071
074 2879
Ngaka Ratlou Madibogo Nov- Dysfunc Chairperson: Yes
forum 15 tional Monchonyan
e George
Ngwanatheb
e-071 738
5034/061 867
5899
Ngaka Ratlou Setlagole Oct-15 Dysfunc Chairperson: Yes
forum tional Gaobakwe
James
Gaegane-
076 179 1709
Ngaka Tswaing Khunwan Apr-16 Dysfunc New forum No
LM a forum tional EXCO not
yet elected
Ngaka Tswaing Delareyvil May- Dysfunc
LM le/Cluster 16 tional
2
Ngaka Tswaing Sanniesho May- Dysfunc
LM f 16 tional
Ngaka Tswaing Ottosdal May- Dysfunc
LM 16 tional
Free Lejwelep Masilonya Masilonya 14- Other Chairperson: No
State utswa na LM na LM Sep-14 Mr
DM forum Ntjwabole
Zonkezile
0735954973
Secretariat:
DWS
33You can also read
