Post on 30-Jan-2020
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Please Note:
The CHIETA developed subsector skills plans for the first time in 2013/2014, to achieve the mandate of the Chambers in terms of schedule 9(a) of the SDA 97 of 1998; to consult with the 9 sub-sectors of the Chemical Sector in areas of skills development and planning. The objective of such consultation is to compile a SSP for the sector that takes into consideration areas of skills demand, and skills supply.
The CHIETA subsector skills plans are a great start but will continue to be strengthened going forward as work in progress with particular emphasis on detailed planning.
TABLE OF CONTENTS
1 INTRODUCTION...................................................................................................................................1
1.1 BACKGROUND..............................................................................................................................1
1.2 FORMAT OF THE SUBSECTOR SKILLS PLAN..................................................................................1
1.3 SCOPE OF THE SUBSECTOR..........................................................................................................2
2 PROFILE OF THE SUBSECTOR...............................................................................................................4
2.1 ORGANISATIONS IN THE SUBSECTOR..........................................................................................4
2.1.1 EMPLOYERS.......................................................................................................................4
2.1.2 EMPLOYER ASSOCIATIONS...................................................................................................5
2.1.3 INDUSTRY ASSOCIATIONS....................................................................................................5
2.1.4 TRADE UNIONS....................................................................................................................6
2.2 EMPLOYEES REPRESENTED BY THE CHAMBER.............................................................................6
2.2.1 TOTAL EMPLOYMENT..........................................................................................................6
2.2.2 EMPLOYMENT IN THE SUBSECTOR......................................................................................7
2.3 CONCLUSION.............................................................................................................................13
3 ECONOMIC GROWTH AND FACTORS IMPACTING ON THE SUBSECTOR............................................14
3.1 ECONOMIC GROWTH.................................................................................................................14
3.2 FACTORS THAT IMPACT ON THE SECTOR...................................................................................15
3.2.1 LINKAGES WITH OTHER SECTORS OF THE ECONOMY........................................................15
3.2.1 LEGISLATION, REGULATIONS, POLICIES AND PLANS..........................................................16
3.3 CONCLUSION.............................................................................................................................16
4 THE SUPPLY OF SKILLS TO THE SUBSECTOR.......................................................................................17
4.1 TRENDS IN EMPLOYMENT..........................................................................................................17
4.2 CONCLUSION.............................................................................................................................21
5 THE SUPPLY OF SKILLS TO THE SUBSECTOR.......................................................................................23
5.1 NEW ENTRANTS TO THE LABOUR MARKET................................................................................23
5.2 TRAINING AND DEVELOPMENT OF EMPLOYEES........................................................................23
5.3 CONCLUSION...........................................................................................................................25
6 SKILLS SHORTAGES........................................................................................................................26
6.1 SCARCE SKILLS IN THE SUBSECTOR............................................................................................26
6.2 CONCLUSION.............................................................................................................................28
7 SKILLS PLAN FOR THE SUBSECTOR.....................................................................................................29
REFERENCES……………………………………………………………………………………………………………………………………..…..30
ANNEXURE 1………………………………………………………………………………………………………………………………………....31
ANNEXURE 2………………………………………………………………………………………………………………………………….………33
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LIST OF TABLES
Table 1-1 Scope of the Surface Coatings Subsector.....................................................................................2Table 2-1 Levy-paying companies and WSP submissions according to subsector.......................................4Table 2-2 Size of levy-paying companies and companies that submitted WSPs..........................................4Table 2-3 Highest qualifications of employees in the Surface Coatings Subsector....................................10Table 2-4 Unidentified qualifications.........................................................................................................10Table 2-5 Age distribution of employees per occupational category in the Surface Coatings Subsector. .11Table 4-1 Managers in the Surface Coatings Subsector.............................................................................19Table 4-2 Professionals in the Surface Coatings Subsector........................................................................20Table 4-3 Technicians and associate professionals in the Surface Coatings Subsector..............................20Table 4-4 Clerical support workers in the Surface Coatings Subsector......................................................21Table 4-5 Service and sales workers in the Surface Coatings Subsector....................................................21Table 4-6 Skilled agricultural, forestry, fishery, craft and related trades workers in the Surface Coatings Subsector...................................................................................................................................................21Table 4-7 Plant and machine operators and assemblers in the Surface Coatings Subsector.....................22Table 4-8 Elementary occupations in the Surface Coatings Subsector......................................................22Table 6-1 Scarce skills in the Surface Coatings Subsector..........................................................................29
LIST OF FIGURES
Figure 2-1 Employment in the Chemical Sector according to subsector.....................................................6Figure 2-2 Employment in the Surface Coating Subsector according to employment type.........................7Figure 2-3 Employment in the Surface Coatings Subsector according to race.............................................7Figure 2-4 Employment in the Surface Coatings subsector according to gender........................................8Figure 2-5 Percentage employees with disabilities per subsector: March 2012..........................................9Figure 3-1 Average percentage change of Gross Value Added: 1970-2020: Other chemicals and man-made fibres................................................................................................................................................15Figure 4-1 Employment in the Surface Coatings Subsector according to occupational groups.................18
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ACRONYMS AND ABBREVIATIONS
ABET Adult Basic Education and Training
BET Basic Education and Training
CAIA Chemical and Allied Industries’ AssociationCEPPWAWU Chemical, Energy, Paper, Printing, Wood and Allied Workers Union
CHIETA Chemical Industries Education and Training Authority
GIWUSA General Industries Workers Union of South Africa
HET Higher Education and Training
IPAP Industrial Policy Action Plan
ISOE Institute of Sectoral or Occupational Excellence
NIPF The National Industrial Policy Framework
NNMU Nelson Mandela Metropolitan University
OFO Organising Framework for Occupations
PAP Industrial Policy Action Plan
SACWU South African Chemical Workers Union
SAPITI The South African Paint Training Institute
SAPMA The South African Paint Manufacturers Association
SHE&Q Safety, Health, Environment and Quality
UASA United Association of South Africa
WITS University of the Witwatersrand
WSP Workplace Skills Plan
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EXECUTIVE SUMMARY
The Chemical Sector Education and Training Authority (CHIETA) consists of five chambers that represent the nine subsectors of the Chemical Sector. In 2013 CHIETA started with the development of skills plans for each of its subsectors. This skills plan deals with the subsector Surface Coatings.
This document provides a detailed analysis of the subsector and is meant to assist the Surface Coatings and Speciality Chemicals Chamber in skills planning for the subsector. This subsector skills plan reflects the skills needs of the subsector and is based on a detailed analysis of the workplace skills plans (WSPs) and annual training reports (ATRs) submitted to CHIETA by employers in the subsector in June 2012. The analysis was augmented with information obtained through a workshop with role-players in the subsector, held in June 2013.
The main role players in the Surface Coatings Subsector are private companies (employers), industry associations, employer associations and trade unions. There are 118 levy-paying companies in the subsector. The levy contribution of the 118 companies is 3.5% of the total levies paid in the Chemical Sector.
The Surface Coatings Industry Employers’ Association is a registered employer organisation specifically for employers in the Surface Coatings Subsector, while the South African Paint Manufacturers Association (SAPMA) is an industry organisation that represents roughly 120 (mostly large and medium) companies. Employees in the subsector belong to the following trade unions:
Chemical, Energy, Paper, Printing, Wood and Allied Workers Union (CEPPWAWU) General Industries Workers Union of South Africa (GIWUSA) Solidarity South African Chemical Workers Union (SACWU) United Association of South Africa (UASA)
In 2012 the Surface Coatings Subsector employed about 8 200 people – 5.3% of the employees in the total Chemical Sector. The majority of employees (91.6%) were employed permanently, while 6.8% were temporary workers and 1.6% were working as contractors. The majority of workers in the subsector were African (57.2%) and 75.6% were male. Employment of people with disabilities amounted to only 0.4% of total employment. Employees in the sector are relatively well educated and in 2012 39.1% held qualifications at NQF Level 4 while 34.9% held post-school qualifications. The average age of employees in the Surface Coatings Subsector in 2012 was 41 and 8.6% were 55 or older (i.e. close to retirement).
In terms of economic data, the Surface Coatings Subsector falls within the Other Chemicals and Man-made Fibers Subsector. This susector showed positive growth in every five-year period since 1970 with the highest average growth (of more than 10%) in the period 1975-1980. The lowest average growth was experienced in 2005-2010 – mainly because of the global recession.
The surface coatings industry is to a large extent affected by the growth of the building industry, which in turn still struggles to overcome the effects of the recession. However, it is possible that the Surface Coatings Subsector will benefit from Governement interventions to stimulate the economy. For example: the Automotive Production and Development Programme, which is instituted under IPAP aims to increase local production of motor vehicles and to provide assistance to component manufactures so that they can provide cost-competitive components to the automotive manufacturers. If successful, this programmed will indirectly increase the demand for paint and other surface coatings used in motor manufacturing. Similarly, the Governments’ infrastructure development programme may have a
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positive effect on the growth of the Surface Coatings Subsector – specifically the Strategic Integrated Projects (SIPs).
The demand for skills in the subsector can be understood by analysing the occupational composition of the industry. In 2011/2012 the largest occupation category in the subsector (23.9%) was plant and machine operators and assemblers, followed by workers in elementary occupations (22.8%). Professionals formed 9.5% of the subsector workforce, clerical and support workers 13.0%, while 11.3% worked as managers. Skilled and trade workers only accounted for 1.8% of workers in the subsector. Chapter 4 of this document provides detailed information on the specific occupations in each of the occupational groups that occur in the subsector. Education and training should provide for a flow of new entrants into the labour market who can take up positions in these occupations.
An important part of skills development in the Surface Coatings Subsector takes place through t he South African Paint Training Institute (SAPITI), the training arm of the South African Paint Manufacturers Association (SAPMA). SAPITI offers a full qualification, skills programmes and short courses. The training is aimed not only at the paint manufacturing industry, but also at retail sales people and contractors who use and apply paint products.
Information on scarce skills provided by employers suggest that the Surface Coatings Subsector is not severely affected by skills shortages. However, certain areas that need focussed attention have been identified. These include, for example the training of paint tinters/mixers, chemical instrumentation officers, sales representatives/salespersons (industrial products) and chemists.
Specific areas that the Surface Coatings and Speciality Chemicals Chamber needs to consider in its skills planning are:
The training and possible accreditation or registration of unemployed painters – this will help with job creation and it will lift the standards of work and the employability of these people;
Technical training of sales staff to increase their technical knowledge and ability to provide sound advice to customers;
The training of artisans specifically for the industry; The effect that mechanisation has and in future may have on the skills needs of the industry and The development of skills for research and development to ensure that the local industry keep
up with international trends and standards.
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1 INTRODUCTION
1.1 BACKGROUND
The Chemical Sector Education and Training Authority (CHIETA) consists of five chambers that represent the nine subsectors of the Chemical Sector. The five chambers are:
Petroleum and Base Chemicals Fast Moving Consumer Goods and Pharmaceuticals Explosives and Fertilisers Speciality Chemicals and Surface Coatings Glass.
Skills planning is a core function of all SETAs and according to CHIETA’s constitution, this function cascades down to its constituent chambers. According to the CHIETA constitution, the chambers are (among other things) responsible to consult with the nine subsectors in areas of skills development and planning. The ultimate objective of such consultation is to compile a SSP for the Chemical Sector that takes into consideration areas of skills demand, skills supply, and scarce and critical skills as they manifest in the respective subsectors and a strategic plan that addresses the needs of the total Chemical Sector and its subsectors.
In 2013 the CHIETA commissioned subsector skills plans for each of the nine subsectors. These documents provide detailed analyses of each of the subsectors and are meant to assist the respective chambers in skills planning and to reflect the skills needs of and skills planning for each of the subsectors.
In June 2013 nine workshops were held with representatives of each of the nine subsectors. The workshops were meant to inform the subsector skills plans and covered the following topics:
• The skills planning process and chambers’ responsibilities in this regard.• The profiles of the subsectors.• Economic growth of the subsectors and factors that influence the growth of the subsectors.• The demand for skills in the respective subsectors.• The supply of skills and supply-side challenges and constraints.• Skill shortages.• Key interventions taking place and needed in the respective subsectors.
Apart from the workshops, the subsector skills plans are also based on a detailed analysis of the workplace skills plans (WSPs) and annual training reports (ATRs) submitted to CHIETA by employers in the sector in June 2012. In 2012 employers for the first time submitted individual employee records to CHIETA. For the purpose of this report, the data were weighted to extrapolate it to subsectoral totals.
Further information was obtained from desktop research and national data sources such as national accounts data. (National accounts data series were obtained from Quantec.)
1.2 SCOPE OF THE SUBSECTOR
Surface coatings include any mixture of film-forming materials plus pigments, solvents and other additives, which yields a thin film that is functional and often decorative when applied to a surface and dried. Surface coatings include paints, drying oils and varnishes, synthetic clear coatings and other
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products with the primary function of protecting the surface of an object from the environment. These products can also enhance the aesthetic appeal of an object by emphasising its surface features or even by concealing them from view.1
The Standard Industrial Classification (SIC) codes that are applicable to the Surface Coatings Subsector are listed in the table below. The scope includes the manufacture of paints, varnishes and similar coatings, printing ink and mastics, and powder coating.
Table 1-1 Scope of the Surface Coatings Subsector
SIC Code Scope of Coverage/Description33520 Manufacture of paints, varnishes and similar coatings, printing ink and mastics39005 Powder coating
1.3 FORMAT OF THE SUBSECTOR SKILLS PLAN
Chapter 2 provides a profile of the subsector. This profile includes the most important organisations in the subsector, as well as the employees working in the subsector.
Chapter 3 deals with the economic performance of the subsector and the factors that influence its performance. These factors include Government interventions specifically aimed at stimulating the growth of the Chemical Sector.
Chapter 4 of this subsector skills plan focuses on the demand for labour. The demand for labour is analysed from the perspective of the occupations that make up the subsector. The occupational information in turn provides insight into the type and level of skills needed.
Chapter 5 describes the supply of skills. As the subsector shares in the broader supply of skills to the Chemical Sector as a whole and to the total South African labour market, it is not possible to give a detailed analysis of supply as it would meet the demand for skills in the subsector. Instead a broad overview of supply trends are given together with supply-side interventions and constraints as identified by subsector representatives in the workshops.
Chapter 6 hones in on the mismatches that exist between the demand and supply sides of the labour market. Typically, these mismatches manifest in skills shortages and in skills deficiencies in the current workforce.
The last chapter of the subsector skills plan should include the strategic planning of skills interventions aimed specifically at this subsector. This chapter will be completed once the Speciality Chemicals and Surface Coatings Chamber has engaged with the content of the report and has attended to its own strategic plan.
1 Encyclopaedia Britannica, Surface Coating. http://global.britannica.com/EBchecked/topic/575029/surface-coating. Accessed 3 June 2013.
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2 PROFILE OF THE SUBSECTOR
2.1 INTRODUCTION
Surface coating originated in prehistoric times with the oldest paint making studio being discovered on the South African coast dating back 100 000 years. Homo sapiens used iron-rich dirt, mixing it with heated bone in abalone shells to create a red paint-like mixture.2 In ancient Egyptian society (3150 BC), painters mixed ground glass or semiprecious stones, lead, earth or animal blood with oil or fat to create surface coatings.3
In the 13th century, English house painters formed guilds to protect their trade secrets and standardise their craft. In the 1600s, new processes and technology transformed house paint. In the 18th century, England was a hive of paint innovation. Marshall Smith created a machine for grinding colours in 1718. By the beginning of the 1800s, steam engines powered most paint mills. Around this time, white pigment made with nontoxic zinc oxide was developed in Europe to replace poisonous lead. In the 19th century, paint manufacturers began employing roller mills such as the ones used to process grain, and the English painters’ guilds became trade unions. In mid-20th century, the house paint industry underwent another significant development. During World War II, linseed oil became scarce and chemists began mixing alcohols and acids to make alkyds (artificial resins). They generally replaced oil as a paint base.4
Today the surface coatings industry is well-developed modern industry with its own industry organisations. The South African paint and surface coatings industry is a multi-billion rand industry and is closely linked to the building and infrastructure development of the country.
This chapter provides a profile of the Surface Coatings Subsector, looking at the organisations in the subsector as well as the people employed.
2.2 ORGANISATIONS IN THE SUBSECTOR
The role-players in the Surface Coatings Subsector are private companies (employers), industry associations, employer associations and trade unions.
2.2.1 EMPLOYERS
There are 118 levy-paying companies in the Surface Coatings Subsector, which forms 7.7% of levy-paying companies in the Chemical Sector as a whole (see Table 2-1). Only 60 of these companies submitted WSPs in 2011/2012. The levy contribution of the 118 companies is 3.5% of the total levies paid in the Chemical Sector.
2 Pappa (October 13, 2011). "Oldest Human Paint-Making Studio Discovered in Cave". Live Science. http://www.livescience.com/16538-oldest-human-paint-studio.html. Accessed 3 June 2013.3 http://www.shearerpainting.com/blog/resources/history-of-paint. Accessed 3 June 2013.4 http://www.shearerpainting.com/blog/resources/history-of-paint. Accessed 4 June 2013.
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Table 2-2 Levy-paying companies and WSP submissions according to subsector
Subsector Number ofLevy-payingcompanies
% WSPsubmissions
% of totalcompanies
in sector
% of totalcompanies
in subsector
% of total levies paid
Base Chemicals 314 20.4 127 8.2 40.4 13.2
Explosives 7 0.5 2 0.1 28.6 1.8
Fertilisers 89 5.8 23 1.5 25.8 8.2
FMCG 162 10.5 72 4.7 44.4 3.5
Glass 124 8.0 19 1.2 15.3 5.4
Petroleum 251 16.3 85 5.5 33.9 43.2
Pharmaceuticals
131 8.5 64 4.2 48.9 12.9
Speciality Chemicals
266 17.3 113 7.3 42.5 7.9
Surface Coatings
118 7.7 60 3.9 50.8 3.5
Other 80 5.2 6 0.4 7.5 0.4
Total 1 542 100.0 571 37.0 100.0
Source: SARS Levy data, 2011/2012; WSP data, 2011/2012.
Thirteen of the levy-paying companies were categorised as large (employing 150 and more people), 24 were categorised as medium (employing between 50 and 149 people), 26 as small (employing between 20 and 49 people) and 55 as micro (employing between 1 and 19 people) (Table 2-2).
Table 2-3 Size of levy-paying companies and companies that submitted WSPs
Size Levy-paying companies WSP submissionsN % N % of levy-paying companies
Large 13 11.0 13 100Medium 24 20.3 20 83.3Small 26 22.0 17 65.4Micro 55 46.6 10 18.2Total 118 100.0 60 50.8Source: SARS Levy data, 2011/2012; WSP data, 2011/2012.
2.2.2 EMPLOYER ASSOCIATIONS
Employers in the Surface Coatings Subsector form part of the employers’ organisations in the Chemical Sector as a whole such as the Chemical and Allied Industries’ Association (CAIA) and specifically of the Surface Coatings Industry Employers’ Association. The CAIA has 172 members including chemical manufacturers, traders and industry service providers. Members are mainly large and medium size
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companies from base chemicals, fertilisers, plastics in primary form, pesticides and other agricultural products, explosives and speciality chemicals. CAIA’s primary goals are to promote responsible care, earn public trust for the chemical industry, improve the efficiency of its efforts and to support education initiatives in science, engineering and technology. The association interacts with a number of employer bodies, the Chemical Industries Education & Training Authority (CHIETA), various professional societies and other associations representing subsections of the industry.5
The Surface Coatings Industry Employers’ Association is a registered employer organisation specifically for employers in the Surface Coatings Subsector.6
2.2.3 INDUSTRY ASSOCIATIONS
The South African Paint Manufacturers Association (SAPMA) represents roughly 120 companies out of 350 paint manufacturers in South Afica. SAPMA’s manufacturing members represent 90% of the volume of paints and coatings produced in South Africa. 7 (Most of the companies that don’t belong to SAPMA are small enterprises).
The Association has been in existence for over 70 years. Its overall objective is to promote the industry as a responsible supplier of quality products and services. SAPMA releases quarterly statistical information relating to the value and volume of products in the main market segments, as well as key productivity information. It also focuses on the promotion of the industry’s views and interests by presentations to or membership of statutory bodies, and provides liaison with organisations which draft national or private specifications for paints and coatings, as well as the Board of Tariffs and Trade to present the industry’s view relating to tariffs and tariff classification. SAPMA also facilitates liaison with Government departments such as the departments of Health, Labour and Transport to assist in the drafting of regulations pertaining to safety, health, environment and the packaging, handling and transportation of hazardous goods
2.2.4 TRADE UNIONS
The following are the main trade unions active in the Chemical Sector:8
Chemical, Energy, Paper, Printing, Wood and Allied Workers Union (CEPPWAWU) General Industries Workers Union of South Africa (GIWUSA) Solidarity South African Chemical Workers Union (SACWU) United Association of South Africa (UASA)
These trade unions are all active in the CHIETA structures and the first four are members of the National Bargaining Council for the Chemical Industry.
5 http://www.icca-chem.org/Home/About-us/Members-of-the-ICCA/?country=za. Accessed 3 June 2013.
6http://www.labour.gov.za/downloads/documents/useful-documents/labour-relations/Useful%20Document%20-%20LRA%20- %20Employers%20Organisations.do c . Accessed 3 June 2013.7 Information provided in Surface Coatings Subsector workshop, 25 June 2013.8 CHIETA, Five year Sector Skills Plan for the Chemical Sector: Annual update 2013-2018.
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2.3 EMPLOYEES EMPLOYED IN THE SUBSECTOR
2.3.1 TOTAL EMPLOYMENT
Figure 2-1 below shows the total employment in the Chemical Sector on 31 March 2012. The Petroleum Subsector provided most of the employment opportunities in the Chemical Sector; the subsector employed 28.4% of the total workers in the sector. The Surface Coatings Subsector employed about 8 200 people – 5.3% of the employees in the total sector (Figure 2-1).
Base Chemicals 14.4% (22 466)
Explosives3.4% (5 287)
Fast Moving Consumer Goods15.2% (23 794)
Fertilisers3.6% (5 651)
Glass5.1% (8 002)
Petroleum28.4% (44 371)
Pharmaceuticals 14.2% (22 100)
Speciality Chemicals9.9% (15 381)
Surface Coatings5.3% (8 261) Other
0.5% (786)
Figure 2-1 Employment in the Chemical Sector according to subsector
Source: WSP submissions, June 2012.
2.3.2 TYPE OF EMPLOYMENT
In 2012 the majority of employees in the Surface Coatings Subsector (91.6%) were employed permanently, while 6.8% were temporary workers and 1.6% were working as contractors (Figure 2-2). Companies that are not registered with employers’ organisations may have larger numbers of temporary workers.9
9 Information provided in Surface Coatings Subsector workshop, 25 June 2013.
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Contractor1.6% (132)
Permanent91.6% (7 568)
Temporary6.8% (561)
Figure 2-2 Employment in the Surface Coating Subsector according to employment type
Source: WSP submissions, June 2012.
2.3.3 EQUITY PROFILE OF THE SUBSECTOR
Race and gender
Figures 2-3 and 2-4 show the race and gender distribution of workers in the Surface Coatings Subsector. The majority of workers in the subsector were African (57.2%). Coloured workers accounted for 11.8% of the employees and Whites for 21.2%. Indians constituted 9.9% of the workforce. The majority (75.6%) of workers in the Surface Coatings Subsector were male.
African 57.2% (4 723)
Coloured11.8% (974)
Indian9.9% (814)
White21.2% (1 749)
Figure 2-3 Employment in the Surface Coatings Subsector according to race
Source: WSP submissions, June 2012.
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Female24.4% (2 013)
Male75.6% (6 249)
Figure 2-4 Employment in the Surface Coatings subsector according to gender
Source: WSP submissions, June 2012.
Annexure 1 reports the race and gender distribution across the different occupational categories. Africans were well represented in all the occupational categories except for managers and professionals. Only 12.1% of managers and 19.3% of professionals were African. Females formed half of the clerical support workers, and services and sales workers respectively.
Disability
There are 892 employees with disabilities working in the Chemical Sector. This equates to 0.6% of all employees in the sector. Figure 2-5 below displays the proportion of disabled employees by subsector. In the Surface Coatings Subsector employment of people with disabilities amounted to only 0.4% of total employment.
Stakeholders noted that it is difficult to employ disabled people (depending on their disability) in certain occupations due to health and safety requirements. It is particularly difficult in key production occupations. However, there was an acknowledgement that more effort needs to be made to identify those occupations in which people with disabilities can be employed and to recruit people with disabilities for these occupations. In addition, CHIETA will work with stakeholders on training around disability awareness. CHIETA is supporting projects aimed at people with disabilities through the discretionary grants.
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Base Chem
icals
Explosiv
esFM
CG
Fertilise
rsGlas
s
Petroleu
m
Pharmace
uticals
Speci
ality
Chemica
ls
Surfa
ce Coati
ngsOther
0.0
0.2
0.4
0.6
0.8
1.0
1.2
0.7
0.9
0.3
0.4
1.1
0.6
0.5
0.6
0.4
0.25
Perc
enta
ge
Figure 2-5 Percentage employees with disabilities per subsector: March 2012
Source: WSP submissions, June 2012.
2.3.4 EDUCATIONAL QUALIFICATIONS
In the 2011/2012 WSP submissions, employers provided information on the qualifications of the workers employed in the Surface Coatings Subsector. Regrettably a total of 2 090 of employees’ qualification levels were not specified. However, based on the information that was available 39.1% of employees held qualifications at NQF Level 4 and only 5.5% had very limited schooling and had not reached NQF Level 1. Just over a third (34.9%) held post-school qualifications (Table 2-3).
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Table 2-4 Highest qualifications of employees in the Surface Coatings Subsector
NQF Level N %Below NQF Level 1 338 5.5NQF Level 1 215 3.5NQF Level 2 491 8.0NQF Level 3 562 9.1NQF Level 4 2 413 39.1NQF Level 5 1 011 16.4NQF Level 6 577 9.4NQF Level 7 234 3.8NQF Level 8 217 3.5NQF Level 9 96 1.6NQF Level 10 16 0.3 Total 6 170 100.0 Undefined 2 090Total subsector employment 8 260Source: WSP submissions, June 2012.
Of the workers with undefined educational attainment the majority (36.7%) worked in elementary occupations and a further 23.7% as plant and machine operators and assemblers. The rest of this group were employed as clerical support workers (11.5%), technicians as associate professionals ((8.4%), managers (6.7%) and professionals (6.5%).
Table 2-5 Unidentified qualifications
Occupation N %Managers 140 6.7Professionals 139 6.6Technicians and associate professionals 175 8.4Clerical support workers 241 11.5Service and sales workers 108 5.1Skilled agricultural, forestry, fishery, craft and related trades workers 25 1.2Plant and machine operators and assemblers 495 23.7Elementary occupations 768 36.7Learners 0 0.0Total 2 091 100.0Source: WSP submissions, June 2012.
2.3.5 AGE
The average age of employees in the Surface Coatings Subsector in 2012 was 41. A third (33.0%) were categorised as Youth (younger than 35) with 12.6% between 55 and 64. The data also showed that the oldest contingent of workers was managers. Their average age was 45. The proportion of workers in the subsector close to retirement was 8.6%. When looking at the occupational categories individually it seems that 10.3% of plant and machine operators and assemblers, 10.6% of managers, and 8.7% of skilled and trade workers were close to retirement (Table 2-5). The subsector needs to plan for the replacement of these workers sufficiently.
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Table 2-6 Age distribution of employees per occupational category in the Surface Coatings Subsector
Occupations
Age groupsTotal Averag
e age
Close to retirement
(55-60)15-24 25-34 35-44 45-54 55-64 65+
N % N % N % N % N % N % N % N %
Managers 14 1.5 127 13.6
335 35.9
264 28.2
149 16.0
45 4.8
934 100 45 99 10.6
Professionals 25 3.2 249 31.6
272 34.6
138 17.5
80 10.1
23 2.9
787 100 41 47 6.0
Technicians and associate professionals
54 4.5 389 31.9
374 30.7
245 20.1
140 11.5
16 1.3
1 218 100 40 95 7.8
Clerical support workers 50 4.6 318 29.6
305 28.4
227 21.1
153 14.2
23 2.2
1 076 100. 41 91 8.5
Service and sales workers 9 3.9 94 39.9
80 34.0
32 13.8
14 5.9 6 2.5
235 100 38 12 4.9
Skilled related trades workers 2 1.6 38 26.0
54 37.0
28 18.9
23 15.7
1 0.8
147 100 42 13 8.7
Plant and machine operators and assemblers
52 2.6 619 31.5
591 30.1
405 20.6
279 14.2
21 1.1
1 967 100 41 202 10.3
Elementary occupations 108 5.7 640 34.0
555 29.5
366 19.5
201 10.7
13 0.7
1 883 100 39 148 7.9
Learners 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0
0 0.0 0 0 0.0
TOTAL 314 3.8 2 474 30.0
2 566 31.1
1 705 20.7
1 039 12.6
148
1.8
8 247 100 41 707 8.6
15Subsector Total employment 8 262
Source: WSP submissions, June 2012.
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2.4 CONCLUSION
The Surface Coatings Subsector is relatively small and in 2012 it employed only 5.3% of all workers in the Chemical Sector. In terms of equity the majority of workers were African, females constituted about a quarter (24.4%) of the workforce, and 0.4% of employees lived with a disability. Africans were well represented in all the occupational categories except for managers and professionals. Females were only well represented in the clerical support workers, and services and sales workers categories. The average age of employees was 41.
13
3 ECONOMIC GROWTH AND FACTORS IMPACTING ON THE SUBSECTOR
This chapter looks at the economic performance of the Chemical Sector as a whole, as well as the Surface Coatings Subsector in particular. It also provides information on the factors that impact on the industry.
There is no industry specific data for the the surface coatings industry in South Africa. In the national accounts data surface coatings forms part of a subsector called “Other Chemicals and Man-made Fibres. This category includes explosives, fast moving consumer goods, pharmaceuticals, speciality chemicals and surface coatings.
3.1 ECONOMIC GROWTH
The global chemical industry has grown with output valued at USD171 billion in 1970 to USD4.12 trillion in 2010. Projections show that the industry will follow global GDP for the next couple of years. The expectation is that by 2020 developing countries will be responsible for almost a third (31%) of global chemical production. Annual chemical production growth rates for Africa and the Middle East are predicted to be just over 6% per year through 2013, and over 5% per year from 2014 to 2021.10
In Africa the chemical industry is well established in northern African countries such as Algeria, Egypt, Libya, Morocco and Tunisia. Nigeria is the primary producer and user of chemicals in West Africa. Although the South African Chemical Sector (including Petrochemicals) produces only 1% of the total global market’s consumption, it is the largest of its kind in Africa. The sector is of considerable significance to the South African economy and a key constituent of the country's industrial base. Locally it contributes to about 5% of GDP and employs approximately 156 000 people. In 2011 petroleum, chemical products, rubber and plastic products contributed R318 million to the GDP. This forms about a quarter (23%) of total manufacturing sales.11
In terms of local economic data (in the national accounts), the Surface Coatings Subsector falls within the Other Chemicals and Man-made Fibers Subsector. Figure 3-1 shows the average percentage change in GDP over five-year periods from 1970 to 2010 in comparison with the total Petroleum, Chemicals and Glass Sector, as well as the total economy. It also shows the projections up to 2020. Other Chemicals and Man-made Fibres showed positive growth in every five-year period since 1970. The period 1975-1980 shows the best growth at more than 10%. The period of smallest growth was 2005-2010. This may have been a result of the global recession. The onset of the global recession, which began in 2008, and the resulting decline in production led to the loss of more than a million jobs in South Africa, over 200 000 of which were in the manufacturing sector (the whole manufacturing sector came under increasing levels of stress and declined by almost 20% between 2008 and 2009 and then recovered slightly with growth of 5% in 2010 and 2,5% in 2011).12 The projected figures for the Other Chemicals and Man-made Fibres component of the economy show an average growth of 2.8% for the 2010-2015 period and 4.0% for the 2015-2020 period. These figures are lower than the projections for the total economy. The 2010-2015 projection for the total Petroleum, Chemical and Glass Sector/Subsectors is also higher than the projection for the Other Chemicals and Man-made Fibres.
10 United Nations Environment Programme, (2013). Global Chemicals Outlook - Towards Sound Management of Chemicals. UNEP: www.unep.org.11 Statistics SA, 2012.12 The Department of Trade and Industry of South Africa, The Industrial Policy Action Plan, 2012-2015.
14
1970
-197
5
1975
-198
0
1980
-198
5
1985
-199
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1990
-199
5
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-200
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2000
-200
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-201
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-201
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-202
0
0.0%
2.0%
4.0%
6.0%
8.0%
10.0%
12.0%
Other chemicals & man-made fibres Total petroleum, chemicals & glassTotal economy
Figure 3-6 Average percentage change of Gross Value Added: 1970-2020: Other chemicals and man-made fibres
Source: Quantec, July 2013.
3.2 FACTORS THAT IMPACT ON THE SECTOR
3.2.1 LINKAGES WITH OTHER SECTORS OF THE ECONOMY
The surface coatings industry is a cyclical business. There is a correlation between the demand for production and the seasons. The demand for surface coatings products increase during months where there is less rainfall.13
The surface coatings industry has linkages with the following sectors of the economy:
Construction (products for construction projects). Vehicle industry (products for vehicle manufacturing and refurbishment). Retail (for the sale of products to the general public). Timber and furniture (timber treatment products).14
The subsector is particularly affected by the fortunes of the building industry. This industry is still struggling to overcome the effects of the 2008/2009 recession and the slump that occurred after the 13 Information provided in Surface Coatings Subsector workshop, 25 June 2013.14 Information provided in Surface Coatings Subsector workshop, 25 June 2013.
15
2010 World Cup. Although some growth has occurred in the last year and there has been an increase in the number of housing plans approved, investor confidence is still relatively depressed and is negatively affected by factors such as demonstrations about service delivery, unrest in the mining industry, labour unrest etc.15
3.2.2 LEGISLATION, REGULATIONS, POLICIES AND GOVERNMENT PLANS
Due to the nature of the activities in the Surface Coatings Subsector, it is subjected to the standard legislation and regulations in terms of occupational health and safety, and environmental conservation and management.
In terms of environmental management the manufacturing component of the industry has well established waste management and –disposal mechanisms in place. The disposal of unused paint products by consumers is, however, a greated concern for the industry. At this stage South Africa does not have organised waste diposal mechanisms in place and left-over paint is mainly deposited in landfill – to the long-term detriment of the environment.16
In terms of economic development the South African Government’s developmental strategy aims to promote and accelerate economic growth along a path that generates sustainable, decent jobs and that reduces poverty and inequalities that characterise South African society and economy. The National Industrial Policy Framework (NIPF) is a central component of this strategy. The NIPF seeks to encourage value-added, labour-absorbing industrial production and diversify the economy away from its current over reliance on traditional commodities and non-tradable services, in order to conduce employment growth. Broader based industrialisation will assist growing participation of people in the mainstream of the industrial economy. The South African Trade Policy and Strategy Framework outlines how trade policy and strategy in South Africa can make a contribution to meeting the objectives of upgrading and diversifying the economic base in order to produce and export increasingly sophisticated, value-added products. The framework considers recent experiences of economic development, taking into account the changing basis of international competition, as well as the trade and industrial policy elements for success in an increasingly competitive global economy.17
The new industrial action plans as set out in the Industrial Policy Action Plan (IPAP) document outlines initiatives to leverage South Africa’s resource wealth into a beneficiation effort that can turn around the country’s unsustainable dependence on the export of unprocessed commodities, while at the same time providing a competitive advantage to domestic manufacturing. The Chemical Sector is one of the strategic IPAP sectors.18 Although the specific programmes that form part of IPAP 2013-2014 are not specifically directed at the Surface Coatings Subsector, some of the programmes may benefit the subsector indirectly. One such programme is the Automotive Production and Development Programme (APDP). The APDP is essentially a customised sector plan for the automotive industry and aims to increase local production of motor vehicles to 1.2 million by 2020, and to provide assistance to component manufactures so that they can provide cost-competitive components to the OEMs and international markets via exports. 19 If the APDP indeed proves to be successful, the demand for paint products will rise and the Surface Coatings Subsector will benefit.
15Industry Insight, http://www.industryinsight.co.za/news_article.htm?contentID=256. Accessed 21 September 2013.16Information provided in Surface Coatings Subsector workshop, 25 June 2013.17 dti, (2010). A South African Trade Policy and Strategy Framework.18 IPAP, (2013). Industrial Policy Action Plan: Economic Sectors and Economic Cluster. IPAP 2013/14 – 2015/16. Pretoria: dti.19 dti (2011) Automotive Production and Development Programme, presentation at the Automotive Industry Conference 2011, 7 September 2011, http://www.aidc.co.za/files/Day2/Session1/01_AutoIndustryConferencePresentation_dti.pdf, Accessed 10 March 2012.
16
Similarly, the Governments’ infrastructure development programme may have a positive effect on the growth of the Surface Coatings Subsector – specifically the Strategic Integrated Projects (SIPs). These projects emanated from the work of Presidential Infrastructure Coordinating Commission which was tasked to assess the infrastructure gaps in the country through spatial mapping and in relation to future population growth, projected economic growth and areas of the country not served by water, electricity, roads, sanitation and communication. The result of the work of the Commission was a national infrastructure plan with 18 SIPs to support economic development and address service delivery in the poorest provinces. The Government’s continued commitment to infrastructure development is underpinned in the allocation of R827 billion to be spent over the next three years on building infrastructure.20 As indicated earlier in this chapter, the demand for surface coatings is strongly linked to construction and Government’s investment in infrastructure is bound to have an effect on the Surface Coating Subsector.
3.3 CONCLUSION
The economic data that is available showed that the Other Chemicals and Man-made Fibres component of the economy (within which the Surface Coatings Subsector falls) performed well in comparison with the total economy and the total Petroleum, Chemical and Glass Sector/Subsectors for most of the 1970-2010 period. It seems that drivers of growth relate to the linkages with and demand for products from the construction, vehicle, retail, as well as the timber and furniture industries.
20 Republic of South Africa (2013) 2013 Budget Speech by the Minister of Finance Pravin Gordhan, 27 February 2013, http://www.info.gov.za/speech/DynamicAction?pageid=461&sid=34533&tid=99785, Accessed 28 June 2013.
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4 THE DEMAND FOR SKILLS IN THE SUBSECTOR
This chapter looks at the demand for skills in the Surface Coatings Subsector. The chapter starts with the trends in employment and in the broad skills composition of the subsector. It then looks at the specific occupations that occur in the numbers of people employed in the occupations. Although the occupations give some indication of the types of skills required, at this stage it is not possible to provide a complete picture of the educational requirements of the subsector. For some of the occupations the educational requirements are relatively clear, while other occupations may require specific qualifications or registered professionals, but the requirement cannot be deducted from the occupation name. The CHIETA is currently engaged in a process of occupational profiling which will shed more light on specific skills requirements.
4.1 TRENDS IN EMPLOYMENT
Managers11.3% (934)
Professionals9.5% (787)
Technicians and associate profes-sionals
14.8% (1 218)
Clerical support workers
13.0% (1 076)
Service and sales workers
2.8% (235)
Skilled agricultural and trade workers
1.8% (147)
Plant and machine operators and as-
semblers23.9% (1 967) Elementary occu-
pations22.8% (1 883)
Figure 4-7 Employment in the Surface Coatings Subsector according to occupational groups
Source: WSP submissions, June 2012.
Occupations in each of the eight main occupational groups in the Surface Coatings Subsector with a count of 10 or higher are shown in the following tables (Table 4-1 to 4-8). Specialist titles used by employers for these occupations are provided in Annexure 2.
The sales function in the subsector is very important as can be seen by the number of sales related managers (sales managers, sales and marketing managers, and retail managers). Production is also an important activity as reflected in occupations such as production/operations manager (manufacturing), quality systems managers, manufacturers and engineering managers (Table 4-1).
18
Table 4-7 Managers in the Surface Coatings Subsector
OFO Code Managers N122102 Sales Manager 108112101 Director (Enterprise/Organisation) 102132102 Production/Operations Manager (Manufacturing) 69122101 Sales and Marketing Manager 62121101 Finance Manager 60142103 Retail Manager (General) 50132401 Supply and Distribution Manager 44121908 Quality Systems Manager 43134902 Laboratory Manager 42121201 Personnel/Human Resource Manager 36121901 Corporate General Manager 35133101 Chief Information Officer 29132404 Warehouse Manager 23122301 Research and Development Manager 20132101 Manufacturer 17132104 Engineering Manager 17121206 Health and Safety Manager 16132402 Logistics Manager 16121202 Business Training Manager 15121902 Corporate Services Manager 15122105 Customer Service Manager 14121905 Programme or Project Manager 13122103 Director of Marketing 13133104 Application Development Manager 10Source: WSP submissions, June 2012.
Sales representatives/salespersons (industrial products) formed the largest component of the professionals category. Marketing practitioners were also in demand. Again this shows the importance of the sales function in the subsector. The second largest group of professionals was chemists. (Table 4-2).
19
Table 4-8 Professionals in the Surface Coatings Subsector
OFO Code Professionals N243301 Sales Representative/Salesman (Industrial Products) 374211301 Chemist 65243103 Marketing Practitioner 60241101 Accountant (General) 45242303 Human Resource Advisor 30241102 Management Accountant 22252201 Systems Administrator 21242404 Student Support Service Officer 16251101 ICT Systems Analyst 16226302 Safety, Health, Environment and Quality (SHE&Q) Practitioner 15241107 Financial Accountant 13242401 Training and Development Professional 13 Source: WSP submissions, June 2012.
The largest contingent of employees in the technicians and associate professionals category was chemistry technicians, followed by production/operations supervisors (manufacturing). Other key occupations in this category included chemical plant controllers, sales representatives and chemical sales representatives (Table 4-3).
Table 4-9 Technicians and associate professionals in the Surface Coatings Subsector
OFO Code Technicians and associate professionals N311101 Chemistry Technician 413312201 Production/Operations Supervisor (Manufacturing) 201313301 Chemical Plant Controller 60311102 Physical Science Technician 51332203 Sales Representative (Personal and Household Goods) 51331201 Credit or Loans Officer 50332207 Chemical Sales Representative 49332302 Purchasing Officer 42334102 Office Administrator 40311904 Manufacturing Technician 35331301 Bookkeeper 35334302 Personal Assistant 32332202 Sales Representative (Building and Plumbing Supplies) 27333908 Marketing Coordinator 15343203 Visual Merchandiser 14332205 Manufacturers Representative 13333903 Sales Representative (Business Services) 13332301 Retail Buyer 10 Source: WSP submissions, June 2012.
20
The largest component of clerical support workers was general clerks followed by stock clerks/officers. Other occupations in this category, key to the subsector, included accounts clerks, production coordinators, dispatching and receiving clerks, and warehouse administrators/clerks/officers (Table 4-4).
Table 4-10 Clerical support workers in the Surface Coatings Subsector
OFO Code Clerical support workers N411101 General Clerk 260432101 Stock Clerk/Officer 170431101 Accounts Clerk 146432201 Production Coordinator 117432102 Dispatching and Receiving Clerk/Officer 106422601 Receptionist (General) 65432104 Warehouse Administrator/Clerk 47422206 Call or Contact Centre Agent 23432103 Order Clerk/Officer 19422202 Outbound Contact Centre Consultant 16413201 Data Entry Operator 15441903 Programme or Project Administrators 15431301 Payroll Clerk 14422501 Enquiry Clerk 13422201 Inbound Contact Centre Consultant 10 Source: WSP submissions, June 2012.
The typical service and sales workers in the subsector were sales demonstrators, sales assistants (general), sales clerks/officers and security officers (Table 4-5).
Table 4-11 Service and sales workers in the Surface Coatings Subsector
OFO Code
Service and sales workers N
524201 Sales Demonstrator 84522301 Sales Assistant (General) 54524903 Sales Clerk/Officer 40541401 Security Officer 37Source: WSP submissions, June 2012.
Compared to other manufacturing sectors, the Surface Coatings Subsector employed a small component of trades workers such as fitters and turners, painters, mechanical fitters, electricians, industrial spraypainters, boilermakers, industrial machinery mechanics and millwrights (Table 4-6).
21
Table 4-12 Skilled agricultural, forestry, fishery, craft and related trades workers in the Surface Coatings Subsector
OFO CodeSkilled agricultural, forestry, fishery, craft and related trades
workers N652302 Fitter and Turner 25643101 Painter 22653303 Mechanical Fitter 15671101 Electrician 12643201 Industrial Spraypainter 10651302 Boilermaker 10653301 Industrial Machinery Mechanic 10671202 Millwright 10 Source: WSP submissions, June 2012.
The majority of plant and machine operators and assemblers worked as chemical production machine operators. Other key occupations in this category were truck drivers, filling line operators, delivery drivers, forklift drivers and bulk materials handling plant operators (Table 4-7).
Table 4-13 Plant and machine operators and assemblers in the Surface Coatings Subsector
OFO Code Plant and machine operators and assemblers N713101 Chemical Production Machine Operator 1 040733201 Truck Driver (General) 213718303 Filling Line Operator 205732101 Delivery Driver 177734402 Forklift Driver 143718906 Bulk Materials Handling Plant Operator 78714202 Plastic Compounding and Reclamation Machine Operator 19718914 Sand Blaster 17718301 Labelling Machine Operator 16711201 Mineral Processing Machine Operator 13718907 Weighbridge Operator 10Source: WSP submissions, June 2012.
Elementary occupations most common in the Surface Coatings Subsector were chemical plant workers, store persons, packers (non-perishable products), commercial cleaners, shelf fillers and truck drivers (Table 4-8).
22
Table 4-14 Elementary occupations in the Surface Coatings Subsector
OFO Code Elementary occupations N832907 Chemical Plant Worker 768833402 Store Person 394832101 Packer (Non Perishable Products) 223811201 Commercial Cleaner 134833401 Shelf Filler 94833302 Truck Driver's Offsider 93862915 Chemical Mixer 35833301 Freight Handler (Rail or Road) 29862202 Handyperson 21862918 Electrical or Telecommunications Trades Assistant 18811203 Tea Attendant 14831301 Builder's Worker 14862926 Ticket Collector 12 Source: WSP submissions, June 2012.
4.2 CONCLUSION
Due to the nature of the subsector, 46.7% of the workforce worked as plant and machine operators and assemblers and workers in elementary occupations. Another 14.8% were technicians and associate professionals. The main activities of the subsector relate to production of paint products and sales. Occupations in the production field that were in demand ranged from chemists and chemistry technicians to chemical production machine operators. In the sales field occupations such as marketing practitioners, sales representatives and sales clerks were in demand. The Surface Coatings Subsector has to compete with the other subsectors in the Chemical Sector for the skills employed in these occupations.
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5 THE SUPPLY OF SKILLS TO THE SUBSECTOR
The supply of skills is viewed from different perspectives in this section. The supply of skills refers in the first instance to new entrants to the labour market from basic education, FET colleges and HET institutions (new skills). However, it is also important to consider the skills needs of the current workforce and the training initiatives aimed at developing their skills levels.
The first part of this chapter deals with new entrants to the labour market. Key trends and supply-side constraints are highlighted. The second part of the chapter describes the inputs of employers to train their current staff.
5.1 NEW ENTRANTS TO THE LABOUR MARKET
The formation of skills starts with general education and training (i.e. the school system). The output from this system remains a concern to the Chemical Sector, mainly because the system seems to be unable to supply adequate numbers (and quality) of school leavers with mathematics and physical science passes that can pursue studies to become engineers, technologists, technicians and artisans. The general standard of education of school leavers who enter the labour market without any further training is also insufficient.
The supply of new skills from the FET colleges into the Chemical Sector has traditionally been very limited. However, Government’s recent focus on increasing both the quality and quantity of output from FET colleges holds the promise that these institutions can play a more significant role in skills supply to the Chemical Sector in future.
The Surface Coatings Subsector draws on the general supply of skills produced by the Higher Education (HE) sector. There has been substantial growth in the numbers of new graduates from universities and universities of technology in certain engineering fields. In terms of average annual output of national diplomas, growth is reported at 7% for diplomas in chemical engineering and technology and 6% for first degrees in the same field. Despite these positive growth trends, increases have not yet been sufficient to meet the needs of the national economy and the Chemical Sector in particular. In order to ensure future growth, it will be necessary to support higher education institutions through a variety of initiatives. These include: bridging programmes to promote access and success; increased physical and teaching resources to engineering departments; and programmes that promote workplace training opportunities for students from the universities of technology.
Apart from the general HE qualifications that feed into the Surface Coatings Subsector, there are some courses that are very specific to the paint industry. One such course is the National Diploma in Polymer Technology that is offered by the Nelson Mandela Metropolitan University (NMMU). This course includes modules in paint technology. The content of these modules were taken, per agreement, from the modules offered by the South African Paint Training Institute (SAPITI). SAPMA is currently in a process of discussion with the University of the Witwatersrand (WITS) to offer a formal course in polymer technology in collaboration with SAPITI.21
21 SAPITI, Explanatory notes for submission of deliverable: Discretionary Grant 2013.
24
5.2 TRAINING OFFERED BY SAPITI
An important part of skills development in the Surface Coatings Subsector takes place through SAPITI. SAPITI offers the following training courses22:
a) Technical Training Course: Paint Technologist
This qualification based on the British Surface Coatings Industry’s distance education modules which are internationally recognised. The course is offered by SAPITI through a modular, distance education programme, allowing candidates who are already employed to proceed at their own pace. The course consists of 11 modules each taking approximately four and a half months to complete. Since this course was instituted in 1987 more than 7 000 studends have received training.23
b) Bridging course in Paint Technology for Laboratory Assistants
This is a bridging short course in basic paint technology.
c) Raw Materials Preparation Skills Programme
This skills programme consists of three sub-programmes:
Raw Material Preparation, Manufacture and Packaging
The programme is at NQF Level 2, it is unit standards based and quality assured by CHIETA. It is aimed at different groups of employees in the subsector, such as plant operators, labeling and packaging employees, raw material warehouse employees and trainee supervisors.
SAPITI also offers training for people outside the subsector such as short courses in decorative painting for retail sales people and consumers who want to apply paint themselves, and an applicators skills programme for painting contractors.
The training courses offered under b) and c) above are relatively new additions to SAPITI’s training offerings. While the Institute traditionally focussed on the technologist course, in 2011 SAPMA’s management took a decision to expand the services of SAPITI to factory level workers and to its distribution channels such as retail sales representatives and paint contractors. This led to the development of an Institute of Sectoral or Occupational Excellence (ISOE). With the assistance of CHIETA SAPITI obtained an old training centre in Springs and refurbished it for the training of various courses in paint technology. The training centre opened in 3013 and it is estimated that some 200 students will receive training in this year.24
5.3 TRAINING OFFERED BY EMPLOYERS
Companies in the Chemical Sector are involved in a range of training and development initiatives that focus on developing the skills of their employees. Such initiatives not only supplement, but also build on the training that supplies new skills to the sector. This training and development of the current workforce forms a critical source of skills supply.
22 http://sapiti.sapma.org.za/course-offerings/23 SAPITI, Explanatory notes for submission of deliverable: Discretionary Grant 2013.24 Ibid.
25
In 2011/2012 In total 11 813 training opportunities were afforded to employees in the Surface Coatings Subsector (one employee could have accessed more than one training opportunity). As many as 80.9% of the plant and machine operators and assemblers and 68.8% of the workers in elementary occupations received some form of training. A total of 63.2% of the technicians and associate professionals and clerical and support workers respectively, and 68.3% of managers received some form of training (Figure 5-1).
0.0
10.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
90.0
Perc
enta
ge
Figure 5-1 Proportion of employees who received training opportunities according to occupational category: March 2012
The type of training opportunities is listed in the table below. About 30% of these opportunities related to short courses, 29.5% to induction training, 24.5% to skills programmes and 14.0% to job specific development programmes (Table 5-1).
26
Table 5-1 Training opportunities for employees: March 2012
Qualification/learning type N %Short Course 3 628 30.7Induction and other training 3 487 29.5Skills Programme 2 893 24.5Job Specific Development Programme 1 658 14.0Below NQF Level 1 45 0.4Work Placement 38 0.3NQF Level 1 15 0.1Learnership 8 0.1NQF Level 5 8 0.1NQF Level 6 8 0.1CHIETA Learning Programme 6 0.0NQF Level 4 6 0.0NQF Level 7 6 0.0NQF Level 8 6 0.0NQF Level 9 1 0.0Total 11 813 100.0Source: WSP submissions, June 2012.
5.4 CONCLUSION
This chapter provides a short overview of the most pertinent supply-side issues relevant to the Surface Coatings Subsector. For any industry a constant and sufficient supply of suitably qualified people is of critical importance. For the Surface Coatings Subsector that is reliant on technical staff and production workers, it is important to ensure that the supply from the school and post-school education and training sector is sufficient – in terms of quantity and quality. Furthermore, the training that is offered in the workplace by employers is crucial. As this chapter indicated employers in the Surface Coatings Subsector invest substantial amounts of time and money in the training and development of their own staff.
SAPITI, which was established by the industry to provide in its own needs, plays an important role in the supply of skills to this subsector. This institution also provides training outside the subsector to the downstream sales staff, contractors and final consumers and the establishment of its new training centre, which will be regarded as an ISOE, will certainly bring new impetus to training in the subsector.
Despite the initiatives to build the skills base of the industry and to stimulate and support the supply-side of the labour market, certain skills deficiencies still remain. These are discussed in the next chapter.
27
6 SKILLS SHORTAGES
There are various ways of identifying and monitoring skills shortages in a particular labour market. One of these is to ask employers about their experiences when recruiting people for positions in their organisations. Another way is by monitoring vacancy rates in that sector, because skills shortages are bound to lead to unusually high vacancy rates. Skills shortages will also drive up the costs of the skills that are in short supply and therefore the monitoring of remuneration trends can also shed light on trends in relation to skills shortages.
CHIETA attempts to glean an understanding of skills shortages in the Chemical Sector by asking employers to identify these shortages when they submit their mandatory grant applications to the SETA. This information was requested for the first time in June 2011 – i.e. in the WSPs submitted for the 2011/2012 financial year. The information submitted by employers in the Surface Coatings Subsector is analysed in this chapter. In addition, the feedback of stakeholders during the subsector workshops is also reported.
It has become customary in South Africa to use the term “scarce skills” to refer to quantitative shortages in the labour market – in other words there are not enough people with the necessary qualifications available to be appointed in positions that become available in the market. This term is also used in this chapter. Another aspect of skills shortages has to do with the qualitative components of the labour market – there may be people available to appoint, but they do not have the appropriate skills, abilities or other attributes that employers are looking for. Skills deficiencies can also develop among the workers that are already employed, because of the introduction of new technologies, new legislative requirements, etc
6.1 SCARCE SKILLS IN THE SUBSECTOR
As mentioned above, the information on scarce skills was obtained by analysing the WSPs submitted in June 2012. This information reflects the situation as experienced by employers at the end of March 2012.
In the scarce-skills table that employers completed, they first had to name the occupation in which they experienced scarcity, and then they had to select from two possible descriptions the one that best described the scarcity they experienced – i.e. “relative scarce skill” (referring to a situation where people are available in the labour market, but cannot easily be attracted to the sector); and “absolute scarce skill” (where people are generally in short supply in the labour market). For all the occupations in which scarcity was experienced, employers had to indicate how many vacant positions were available at the time they completed the WSP. In addition, they were requested to identify what type of learning interventions they were planning to use to address the skills shortages.
Of the 60 organisations whose WSPs were approved by the CHIETA, 16 (26.6%) indicated that they experienced a scarcity of skills. The number of people that employers said they would need can be seen in Table 6-1. The total number of people needed to fill the vacancies that existed at that time in these organisations is 81; this equates to 1% of total employment in the subsector. The data showed that workers such as paint tinters/mixers, chemical instrumentation officers, sales representatives/salespersons (industrial products) and chemists were hard to find.
The Surface Coatings Subsector stakeholders further mentioned that they are experiencing skills shortages relating to chemical engineers for process control and qualified chemists across a variety of occupations. Technical manager was specified as an occupation that is also in demand in the subsector.
28
This occupation involves determining the type of product that the company must manufacture and knowledge of chemistry is essential to fulfil the requirements of the occupation.
The stakeholders re-emphasised the fact that it is difficult to fill vacant positions for sales representatives, especially ones that have the technical background to give the right advice to consumers. They reiterated that it is important to develop a skills programme (if currently unavailable) for sales representatives to bridge the gap, which will allow them to understand the technical jargon used in the subsector.25
Employers indicated that they planned on using training interventions such as induction training, job specific development programmes, learnerships, mentorships, short courses, skills programmes and formal training to address the scarcity of skills.
Table 6-15 Scarce skills in the Surface Coatings Subsector
OFO Code Occupation Number of vacancies713101 Paint Tinter/Mixer 19311101 Chemical Instrumentation Officer 17243301 Sales Representative/Salesman (Industrial Products) 13211301 Chemist 5134902 Laboratory Manager 3311601 Chemical Engineering Technician 3132102 Production/Operations Manager (Manufacturing) 2332207 Chemical Sales Representative 2671101 Electrical Wireman 2734402 Forklift Driver 2121202 Business Training Manager 1121206 Safety, Health and Environmental (SHE) Manager 1121908 Quality Control Manager 1122301 Research and Development Manager 1132104 Engineering Manager 1132401 Supply Chain Manager 1214502 Chemical Engineering Technologist 1243103 Category Manager 1265405 Technical Director 1411101 Lab Administrator 1432201 Planning and Liaison Officer 1671202 Millwright 1862918 Artisan Aide Electrical 1Total 0% of employment in subsector 1.0 Source: WSP submissions, June 2012.
6.2 CONCLUSION
25 CHIETA Subsector Workshop Report, 26 June 2013.
29
In 2012 employers were for the first time required to provide information on scarce skills in their WSP submissions. In total a relatively small percentage of employers reported that they experienced skills shortages. This leaves the impression that the subsector is not severely affected by skills shortages. Nevertheless, some evidence of shortages of skills of trade workers, professionals, plant and machine operators and assemblers, and managers was received.
The CHIETA is engaged in a range of partnerships, agreements and plans to contribute to both the development of new skills for the sector, as well as the development of skills within the existing workforce. These initiatives may serve to keep the development of serious skills shortages at bay.
30
7 SKILLS PLAN FOR THE SUBSECTOR
During the stakeholder workshop, the following issues were mentioned in terms of skills planning in future:26
CHIETA and SAPITI should collaborate in order to provide unemployed painters the opportunity to obtain accreditation/registration (there is work for the unemployed painters, but employers prefer employing individuals that are trained and accredited).
There is a need for technical training of sales staff in order to ensure that they know what surface coatings is about.
There is a skills shortage of qualified artisans in the Surface Coatings Subsector and the subsector should invest in training in this regard.
Manufacturing in the surface coatings industry is being mechanised and this will have an effect on the skills needs of employees in future.
There is a need to liaise with the international surface coatings industry to ensure that the South African industry is up to standard, especially in research and development.
26 Information provided in Surface Coatings Subsector workshop, 26 June 2013.
31
References
CHIETA, Five year Sector Skills Plan for the Chemical Sector: Annual update 2013-2018.
dti, (2010). A South African Trade Policy and Strategy Framework.
Encyclopaedia Britannica, Surface Coating. http://global.britannica.com/EBchecked/topic/575029/surface-coating. Accessed 3 June 2013.
Government of South Africa, (2011). National Climate Change Response Paper. Pretoria: Government Printer.
New World Encyclopedia. http://www.newworldencyclopedia.org/entry/Paint. Accessed 2 June 2013.
Pappa, S. (October 13, 2011). "Oldest Human Paint-Making Studio Discovered in Cave". Live Science. http://www.livescience.com/16538-oldest-human-paint-studio.html Accessed 3 June 2013.
http://sapiti.sapma.org.za/about-us/. Accessed 20 June 2013.
http://sapma.sapma.org.za/background/. Accessed 6 June 2013.
http://www.acts.co.za. Accessed 24 May 2013.
http://www.hmgpaint.com/coatings-knowledge/function-of-surface-coatings. Accessed 4 June.
http://www.icca-chem.org/Home/About-us/Members-of-the-ICCA/?country=za. Accessed 3 June 2013.
http://www.labour.gov.za/legislation/acts/skills-development/skills-development-act-and-amendments. Accessed 2 June 2013.
http://www.lexisnexis.co.za. Accessed 23 May 2013.
http://www.photius.com/countries/south_africa/economy/south_africa_economy_consumer_goods.html. Accessed 4 June 2013.
http://www.shearerpainting.com/blog/resources/history-of-paint. Accessed 3 June 2013.
IPAP, (2013). Industrial Policy Action Plan: Economic Sectors and Economic Cluster. IPAP 2013/14 – 2015/16. Pretoria: dti.
32
ANNEXURE 1 OCCUPATIONS BY RACE AND GENDER IN THE SURFACE COATINGS SUBSECTOR
Equity Managers Professionals
Technicians and associate professionals
Clerical support workers
Service and sales workers
Skilled and trade workers
Plant and machine operators and assemblers
Elementary occupations
African Female
N 24 46 97 135 80 3 106 316
% 2.6 5.9 8.0 12.6 34.0 2.4 5.4 16.8
African Male
N 89 105 421 287 64 62 1 609 1 263
% 9.5 13.4 34.6 26.7 27.1 42.5 81.8 67.1
Total African
N 113 151 518 422 144 65 1 715 1 579
% 12.1 19.3 42.5 39.3 61.1 44.9 87.2 83.8
Coloured Female
N 16 24 49 120 10 0 10 44
% 1.7 3.1 4.0 11.2 4.4 0.0 0.5 2.3
Coloured Male
N 56 79 143 74 9 22 160 157
% 5.9 10.0 11.8 6.9 3.9 15.0 8.1 8.4
Total Coloured
N 72 103 192 194 19 22 170 201
% 7.7 13.1 15.8 18.1 8.4 15.0 8.6 10.7
Indian Female
N 32 35 49 69 8 0 0 2
% 3.5 4.4 4.0 6.5 3.4 0.0 0.0 0.1
Indian Male
N 112 98 171 88 14 10 61 62
% 12.0 12.5 14.1 8.2 5.9 7.1 3.1 3.3
Total N 144 133 220 157 22 10 61 64
31
Equity Managers Professionals
Technicians and associate professionals
Clerical support workers
Service and sales workers
Skilled and trade workers
Plant and machine operators and assemblers
Elementary occupations
Indian % 15.5 16.9 18.0 14.6 9.4 7.1 3.1 3.4
White Female
N 161 152 169 221 20 2 1 7
% 17.2 19.3 13.9 20.5 8.4 1.6 0.1 0.4
White Male
N 444 247 119 81 30 46 19 31
% 47.5 31.5 9.8 7.5 12.8 31.5 0.9 1.7
Total White
N 605 399 288 302 50 48 20 38
% 64.7 50.7 23.6 28.0 21.2 33.1 1.0 2.0
Total Female
N 233 257 364 545 118 5 117 369
% 25.0 32.7 29.8 50.7 50.2 3.9 6.0 19.6
Total Male
N 701 529 854 530 117 140 1 849 1 513
% 75.0 67.3 70.2 49.3 49.8 96.1 94.0 80.4
TOTAL N 934 786 1 218 1 075 235 145 1 966 1 882 8 241
Occupation Not Specified 15
Subsector Total employment 8 256
Source: WSP submissions, June 2012.
32
ANNEXURE 2 OCCUPATIONS AND SPECIALISATIONS OR ALTERNATIVE TITLES FOUND IN THE SURFACE COATINGS SUBSECTOR
OFO Code
Occupation Specialisation name
111101 Local or Provincial Government Legislator Local or Provincial Government Legislator
111202 General Manager Public Service General Manager Public Service
112101 Director (Enterprise / Organisation) Alternative Director
Chief Executive Officer (CEO)
Company Director
Director (Enterprise / Organisation)
Executive Director
Managing Director
Managing Director (Enterprise / Organisation)
Non-executive Director
121101 Finance Manager Account Systems Manager
Chief Financial Officer (CFO)
Finance Director
Finance Manager
Financial Administration Manager
Financial Controller
Municipal Finance Manager
121102 Payroll Manager Payroll Manager
Remuneration Manager
121103 Credit Manager Credit Manager
121201 Personnel / Human Resource Manager Personnel / Human Resource Manager
121202 Business Training Manager Human Resources Development Manager
Learning and Development Manager
Technical Training Manager
Training & Development Manager
Training Manager
121206 Health and Safety Manager Health and Safety Manager
Safety, Health and Environmental (SHE) Manager
121301 Policy and Planning Manager Corporate Planning Manager
Policy and Planning Manager
121901 Corporate General Manager Business Operations Manager
Corporate General Manager
Administrative Services Manager
Business Services Manager
Corporate Services Manager
121903 Physical Asset Manager Resources Manager
121904 Contract Manager Contract Manager
121905 Programme or Project Manager Programme or Project Manager
121905 Programme or Project Manager Project Director
i
OFO Code
Occupation Specialisation name
121908 Quality Systems Manager Quality Assurance / Systems Auditor
Quality Certification Manager
Quality Control Manager
Quality Manager
Quality Systems Coordinator
Quality Systems Manager
122101 Sales and Marketing Manager Business Development Manager
Key Account Manager
Sales and Marketing Manager
122102 Sales Manager Sales Director
Sales Executive
Sales Manager
122103 Director of Marketing Director of Marketing
Marketing Director
Marketing Manager
122105 Customer Service Manager Customer Care Manager / Representative
Customer Service Manager
122201 Advertising and Public Relations Manager Public Relations Manager
122301 Research and Development Manager Product Development Manager
Research and Development Manager
Research Director
132101 Manufacturer Factory Manager
132102 Production / Operations Manager (Manufacturing)
Operations Manager (Production)
Plant Manager (Manufacturing)
Plant Superintendent
Processing Manager
Production / Operations Manager (Manufacturing)
Works / Workshop Manager (Manufacturing)
132104 Engineering Manager Engineering Maintenance Manager
Engineering Manager
132105 Power Generation Production/Operations Manager
Geothermal Production Manager
132301 Construction Project Manager Construction Manager
Construction Project Manager
132401 Supply and Distribution Manager Depot Manager
Procurement Manager
Supply and Distribution Manager
Supply Chain Executive
Supply Chain Manager
132402 Logistics Manager Dispatch Logistics Manager
Logistics Manager
ii
OFO Code
Occupation Specialisation name
132404 Warehouse Manager Warehouse Manager
133101 Chief Information Officer Chief Information Officer
ICT / IT Director
ICT / IT Manager
133102 ICT Project Manager ICT Project Manager
133104 Application Development Manager Application Development Manager
Technical Solutions Manager
133105 Information Technology Manager Information Technology Manager
134602 Credit Bureau Manager Credit Control Manager
134902 Laboratory Manager Laboratory Manager
134904 Office Manager Office Manager
134915 Operations Manager (Non Manufacturing) Field Production Manager (Seed)
Operations Manager (Non Manufacturing)
Operations Foreman (Non Manufacturing)
142101 Importer or Exporter Export Manager
Importer or Exporter
142103 Retail Manager (General) Retail Manager (General)
Retail Store Manager
Shop Manager
143102 Gaming Manager Slots Technical Manager
143901 Facilities Manager Facilities Manager
Facilities Supervisor
143904 Security Services Manager Security Services Manager
143905 Call or Contact Centre Manager Call or Contact Centre Manager
Telesales Manager
211301 Chemist Analytical Chemist
Chemist
Industrial Chemist
Laboratory Chemist
Manufacturing Chemist
211403 Materials Scientist Materials Scientist
213108 Microbiologist Microbiologist
214101 Industrial Engineer Production Engineer
214102 Industrial Engineering Technologist Process Technologist
Quality Management Technologist
214405 Marine Engineer Marine Engineer
214501 Chemical Engineer Chemical Engineer
215202 Electronics Engineering Technologist Instrumentation Technologist
216402 Transport Analyst Logistics Analyst
222101 Clinical Nurse Practitioner Clinical Nurse Practitioner
222104 Registered Nurse (Community Health) Occupational Health Nurse
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OFO Code
Occupation Specialisation name
226302 Safety, Health, Environment and Quality (SHE&Q) Practitioner
Health and Safety Officer / Coordinator / Professional
Occupational Safety Advisor
Safety, Health, Environment and Quality (SHE&Q) Practitioner
241101 Accountant (General) Accountant (General)
Debtors Manager
241102 Management Accountant Cost Accountant
Management Accountant
Business Group Accountant
241107 Financial Accountant Financial Accountant
241301 Financial Investment Advisor Financial Business Analyst
242101 Management Consultant Business Analyst
Business Support Project Manager
Service Solutions Project Manager
Strategic Developer / Facilitator
242102 Organisation and Methods Analyst Organisational Performance Improvement Manager
242202 Policy Analyst Research and Evaluation Analyst
Research Consultant
242203 Company Secretary Company Secretary
242210 Business Administrator Business Administrator
242211 Internal Auditor Internal Auditor
242302 Skills Development Facilitator / Practitioner Human Resources Planner
Skills Development Facilitator / Practitioner
242303 Human Resource Advisor Hr Administrator
Hr Coordinator
Hr Officer
Human Resource Advisor
Personnel Officer
242307 Recreation Officer Recreation Officer
242401 Training and Development Professional Training and Development Professional
Training Coordinator
242402 Occupational Instructor / Trainer Maintenance Instructor
242404 Student Support Service Officer Student Support Service Officer
243102 Market Research Analyst Marketing Analyst
243103 Marketing Practitioner Brand Manager
Category Manager
Marketing Consultant
Marketing Officer
Marketing Practitioner
Product Manager
Sales Account Manager
Sales Coordinator
iv
OFO Code
Occupation Specialisation name
243201 Communication Coordinator Public Relations (PR) Coordinator / Practitioner
243203 Corporate Communication Manager Manager Corporate Communications
243301 Sales Representative / Salesman (Industrial Products)
Sales Representative / Salesman (Industrial Products)
Technical Representative / Salesman
Technical Sales Consultant / Coordinator / Manager
Technical Service Advisor / Salesman
243302 Sales Representative (Medical and Pharmaceutical Products)
Sales Representative (Medical and Pharmaceutical Products)
251101 ICT Systems Analyst ICT Business Systems Analyst
ICT System Designer
ICT Systems Analyst
ICT Systems Consultant
ICT Systems Specialist
251202 Programmer Analyst Programmer Analyst
252201 Systems Administrator IT Information Systems Administrator
Network Administrator
Systems Administrator
Systems Administrator (Computers)
Systems Manager
252902 Technical (ICT) Support Services Manager Technical (ICT) Support Services Manager
261101 Attorney Attorney
Lawyer (Employment/ Entertainment / Financial / Commercial / Immigration)
262202 Information Services Manager Records Manager
264103 Technical Writer Technical Writer
265405 Technical Director Technical Director
311101 Chemistry Technician Chemical Laboratory Technician / Analyst
Chemical Manufacturing Technician
Chemical Technician (Food, Fuel, Gas, Paint, Liquefied Petroleum Gas, Leather)Chemistry Technical Officer
Chemistry Technician
Paint Maker
311102 Physical Science Technician Physical Science Technician
Physical Sciences Workshop Technician
Product Quality Laboratory Technician
311201 Civil Engineering Technician Civil Engineering Technician
311202 Surveying or Cartographic Technician Surveying Technician
311301 Electrical Engineering Technician Electrical Engineering Technician
311302 Electric Substation Operations Manager Power System Operator
311601 Chemical Engineering Technician Chemical Engineering Technician
311904 Manufacturing Technician Manufacturing Technician
v
OFO Code
Occupation Specialisation name
312101 Production / Operations Supervisor (Mining) Production / Operations Supervisor (Mining)
Assembly Supervisor
Manufacturing Foreman
Production / Operations Supervisor (Manufacturing)
Production Plant Supervisor
Shift Manager (Production)
312202 Maintenance Planner Engineering Planner
Maintenance Planner
313301 Chemical Plant Controller Chemical Plant Controller
Chemical-Still and Reactor Operator
325201 Health Information Manager Health Information Clerk
331201 Credit or Loans Officer Credit Clerk
Credit Controller
Credit or Loans Officer
Finance Clerk / Officer
Finance Systems Assistant
331301 Bookkeeper Bookkeeper
331302 Accounting Technician Accounting Technician
331401 Statistical and Mathematical Assistant Data Quality Officer
332201 Commercial Sales Representative Commercial Sales Representative
332202 Sales Representative (Building and Plumbing Supplies)
Sales Representative (Building and Plumbing Supplies)
332203 Sales Representative (Personal and Household Goods)
Sales Representative (Personal and Household Goods)
332205 Manufacturers Representative Manufacturers Representative
Manufacturers Sales Agent
332207 Chemical Sales Representative Chemical Sales Representative
332301 Retail Buyer General / Company Buyer
332301 Retail Buyer Retail Buyer
332302 Purchasing Officer Procurement Administrator / Coordinator / Officer
Procurement Clerk
Procurement Officer (Consumer Sensitive Consumables)
Purchasing Agent / Assistant / Buyer / Clerk / Controller
Purchasing Officer
333101 Clearing and Forwarding Agent Shipping Agent
333401 Property Manager Property Manager (Services / Standards)
333903 Sales Representative (Business Services) Sales Representative (Business Services)
333905 Supply Chain Practitioner Supply Chain Administrator
Supply Chain Practitioner
333906 Stock and Station Agent Stock and Station Agent
333908 Marketing Coordinator Marketing Coordinator
Marketing Support Coordinator
vi
OFO Code
Occupation Specialisation name
334101 Office Supervisor Clerical Supervisor
Filing Clerks Supervisor
Office Supervisor
334102 Office Administrator Office Administrator
Office Coordinator
334302 Personal Assistant Administrative Secretary
Personal Assistant
335402 Import-export Administrator Import-Export Administrator
341103 Paralegal Legal Assistant
343203 Visual Merchandiser Visual Merchandiser
351201 ICT Communications Assistant ICT Systems Analysis Assistant
351301 Computer Network Technician Computer Network Technician
351302 Geographic Information Systems Technicians Technical Support Specialist
351401 Web Technician Website Administrator
411101 General Clerk Administration Clerk / Officer
Administrative Assistant
Clerical Assistant / Officer
General Clerk
Lab Administrator
Office / Field Assistant
412101 Secretary (General) Secretary (General)
413201 Data Entry Operator Data Capturer
Data Control / Input Clerk
Data Entry Operator
Data Processing Operator
421105 Postal Frontline Service Worker Postal Clerk
421401 Debt Collector Debt Management Officer
Regional Manager Debt
422102 Travel Consultant Travel Clerk
422201 Inbound Contact Centre Consultant Inbound Call Centre Customer Service Representative
Inbound Contact Centre Consultant
Inbound Contact Centre Team Leader
422202 Outbound Contact Centre Consultant Call Centre Customer Service Representative (Outbound)
Call or Contact Centre Sales Agent / Consultant
Outbound Contact Centre Consultant
422206 Call or Contact Centre Agent Call or Contact Centre Agent
422301 Switchboard Operator Switchboard Operator
422501 Enquiry Clerk Corporate / Front Office Receptionist
Customer Services Clerk / Officer / Reception Officer
Public Counter Assistant / Clerk / Receptionist
422601 Receptionist (General) Front Desk Support Officer
vii
OFO Code
Occupation Specialisation name
Receptionist (General)
422701 Survey Interviewer Field Worker
431101 Accounts Clerk Account Coordinator / Controller
Accounting Clerk
Accounts Clerk
Accounts Payable or Receivable Clerk
Creditors Clerk
Debtors Clerk
Ledger Clerk
431102 Cost Clerk Cost Clerk
Costing Clerk
431301 Payroll Clerk Payroll Assistant / Consultant / Coordinator
Payroll Clerk
Payroll Officer / Administrator / Advisor / Analyst
Wage Clerk
432101 Stock Clerk / Officer Inventory Clerk / Controller / Administrator
Purchasing and inventory officer
Stock Clerk / Officer
Stock Control Clerk
Stores Clerk / Officer
Stores Controller
Stores Coordinator
Stores Maintenance Clerk
Supply Clerk / Assistant / Officer / Scheduler
432102 Dispatching and Receiving Clerk / Officer Carton and Label Controller
Dispatch Clerk / Officer / Operator / Assistant / Worker
Dispatching and Receiving Clerk / Officer
Distribution Officer
Receiving Clerk
Shipping and Receiving Clerk
432103 Order Clerk / Officer Customer Orders Clerk
Order Clerk / Officer
432104 Warehouse Administrator / Clerk Seed Warehouse Manager
Warehouse Administrator / Clerk
432201 Production Coordinator Delivery Clerk
Distribution Controller
Logistics Clerk / Assistant / Controller / Coordinator / Planner / OfficerMaterial and Production Planning Clerk
Production Clerk
Production Coordinator
Production Foreman
viii
OFO Code
Occupation Specialisation name
Production Leader
Production Planner / Officer
Production Recorder / Scheduler
Shift Controller
432301 Transport Clerk Transport Clerk
441201 Courier Courier
441203 Mail Clerk Mail Clerk
441501 Filing or Registry Clerk Filing or Registry Clerk
441502 Office Machine Operator Office Assistant Photocopying
441601 Human Resources Clerk Employment Office Clerk
Human Resources Clerk
Human Resources Systems Administrator
441603 Compensation and Benefits Clerk Compensation and Benefits Administrator
441902 Contract Administrator Contract Administrator
441903 Program or Project Administrators Administration Officer
Administrator
Program or Project Administrators
Project Advisor / Leader
515301 Caretaker Maintenance Officer
521202 Cash Van Salesperson Salesman Driver
522201 Retail Supervisor Checkout Supervisor
Retail Supervisor
Sales Department Supervisor
522301 Sales Assistant (General) Counterhand
522301 Sales Assistant (General) Hardware Sales Assistant
Sales Assistant (General)
Sales Person / Consultant
Shop Assistant
522304 ICT Sales Assistant ICT Sales Assistant
523102 Office Cashier Cash Accounting Clerk
Cashier
524201 Sales Demonstrator Merchandiser
Sales Demonstrator
524401 Call Centre Salesperson Call Centre Salesperson
524903 Sales Clerk / Officer Internal Salesperson
Sales Clerk / Officer
541401 Security Officer Guard
Security Guard
Security Officer
Security Safety and Emergency Services Manager
Security Services Coordinator
ix
OFO Code
Occupation Specialisation name
611302 Landscape Gardener Gardener
641101 House Builder House Builder
641501 Carpenter and Joiner Building Maintenance Repairman
Carpenter and Joiner
643101 Painter Painter
Painter and Decorator
643201 Industrial Spraypainter Industrial Spraypainter
643202 Vehicle Painter Spraypainter
651202 Welder Welder
651302 Boilermaker Boilermaker
651401 Metal Fabricator Metal Fabricator
652201 Toolmaker Toolmaker
652301 Metal Machinist Machine Tool Operator
Machine Tool Setter
652302 Fitter and Turner Fitter and Turner
652404 Grinder Grinder
653101 Automotive Motor Mechanic Automotive Motor Mechanic
653301 Industrial Machinery Mechanic Plant Maintenance Mechanic
653303 Mechanical Fitter General Fitter
Maintenance Fitter
661601 Signwriter Signwriter and Painter
662216 Commercial Digital Printer Wide Format Digital Printer
671101 Electrician Electrical Fitter
Electrician
Electrician (Engineering)
Electrician (General)
671202 Millwright Millwright
671203 Mechatronics Technician Mechatronics Technician
672105 Instrument Mechanician Instrument Mechanician (Industrial Instrumentation & Process Control)
681505 Fruit and Vegetable Grader / Classer Picker Grader
711201 Mineral Processing Machine Operator Emery Press Operator
Gold Precipitator
Metallurgical Plant Operator
Milling Machine Operator (Minerals)
712201 Electroplater Metal Coating Machine Operator
Metal Finishing Machine Operator
713101 Chemical Production Machine Operator Candle Production Machine Operator
Chemical Extractor / Reactor / Still Operator
Chemical Production Machine Operator
Cosmetics Machine Operator
Nitrocellulose Maker
x
OFO Code
Occupation Specialisation name
Paint Tinter / Mixer
714202 Plastic Compounding and Reclamation Machine Operator
Plastic Compounding and Reclamation Machine Operator
715101 Fibre Preparing, Spinning and Winding Machine Operator
Spinning / Thread and Yarn Machine Operator
718201 Boiler or Engine Operator Boiler or Engine Operator
Boiler Tender
718301 Labelling Machine Operator Labelling Machine Operator
718302 Packing Machine Operator Packing Machine Operator
Wrapping Machine Operator
718303 Filling Line Operator Automated Filling Line Operator
Bottle Filler
Can / Tin / Tube / Tray Filler
Container Filler
Filling Line Operator
Filling Machine Operator
Pressurised Container Filler
718304 Packaging Manufacturing Machine Minder Packaging Machine Operator
718905 Engineering Production Systems Worker Automated Machine Operator
718906 Bulk Materials Handling Plant Operator Bulk Materials Handling Plant Operator
718906 Bulk Materials Handling Plant Operator Palletiser Operator
718907 Weighbridge Operator Licensed Weigher
718914 Sand Blaster Sand Blaster
721901 Product Assembler Assembler, Plastic Products
732101 Delivery Driver Delivery Driver
732101 Delivery Driver Driver-messenger
Light Utility Vehicle (LUV) Driver
Van Driver
733201 Truck Driver (General) Dumper Truck Driver
Logging Truck Driver
Lorry Driver
Truck Driver (General)
734206 Loader Operator Loader Operator
734402 Forklift Driver Forklift Driver
Forklift Operator
811101 Domestic Cleaner Domestic Cleaner
811201 Commercial Cleaner Building Exterior / Interior Cleaner
Cleaner (Non-domestic)
Commercial Cleaner
Factory Cleaner / Sweeper
Office Cleaner
Workshop Cleaner
xi
OFO Code
Occupation Specialisation name
811203 Tea Attendant Tea Attendant
Tea Lady
Tea person
812101 Laundry Worker (General) Laundry Worker (General)
812901 Septic Tank Cleaner Septic Tank Cleaner
821401 Garden Workers Garden Workers
831301 Builder's Worker Builder's Worker
Maintenance Person / Coordinator
831310 Surveyor's Assistant Geotechnical Assistant
Mineral Resource Assistant
832101 Packer (Non Perishable Products) Packer (Non Perishable Products)
832102 Meat Packer Meat Packer
Shrinkwrap Operator
832901 Metal Engineering Process Worker Boilermaker's Assistant / Aide
Metal Engineering Process Worker
832907 Chemical Plant Worker Chemical Plant Worker
Chemical Tester (Physical/ Routine)
Paint Factory Hand
832908 Clay Processing Factory Worker Clay Mixer
832910 Component Fitter Vehicle Window Tinter
833301 Freight Handler (Rail or Road) Checker and Loader Transport Vehicle
Freight Handler (Rail or Road)
833302 Truck Driver's Offsider Truck Driver's Offsider
833401 Shelf Filler Shelf Filler
Storeperson Packer / ShelverWarehouse Worker / Shelver
833402 Store Person Order Picker / Assembler
Store Person
Stores Assistant
Warehouse Assistant
861101 Recycling or Rubbish Collector Waste Removalist
862202 Handyperson Handy Man
Handy person
Handyperson
862915 Chemical Mixer Chemical Mixer
862918 Electrical or Telecommunications Trades Assistant
Artisan Aide Electrical
Auto Electrician's Assistant
Electrical Helper
Instrument Artisan Assistant
862926 Ticket Collector Ticket Collector
Source: WSP submissions, June 2012
xii