CHAMBER: EXPLOSIVES AND FERTILISERS

SUBSECTOR: EXPLOSIVES

MARCH 2014

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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 SCOPE OF THE SUBSECTOR..........................................................................................................1

1.3 FORMAT OF THE SUBSECTOR SKILLS PLAN..................................................................................2

2 PROFILE OF THE SUBSECTOR...............................................................................................................3

2.1 ORGANISATIONS IN THE SUBSECTOR..........................................................................................3

2.1.1 EMPLOYERS..........................................................................................................................3

2.1.2 EMPLOYER ASSOCIATIONS...................................................................................................4

2.1.3 INDUSTRY ASSOCIATIONS....................................................................................................4

2.1.4 TRADE UNIONS....................................................................................................................5

2.2 EMPLOYEES IN THE SUBSECTOR..................................................................................................5

2.2.1 TOTAL EMPLOYMENT..........................................................................................................5

2.2.2 TYPE OF EMPLOYMENT........................................................................................................6

2.2.3 EQUITY PROFILE OF THE SUBSECTOR...................................................................................7

2.2.4 EDUCATIONAL QUALIFICATIONS..........................................................................................9

2.2.5 AGE....................................................................................................................................10

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 SUBSECTOR............................................................................15

3.2.1 LINKAGES WITH OTHER SECTORS OF THE ECONOMY........................................................15

3.2.2 LEGISLATION AND REGULATIONS......................................................................................16

3.2.3 POLICIES AND PLANS..........................................................................................................17

3.3 CONCLUSION.............................................................................................................................18

4 THE DEMAND FOR SKILLS IN THE SUBSECTOR...................................................................................19

4.1 TRENDS IN EMPLOYMENT..........................................................................................................19

4.2 CONCLUSION.............................................................................................................................23

5 THE SUPPLY OF SKILLS TO THE SUBSECTOR.......................................................................................24

5.1 NEW ENTRANTS TO THE LABOUR MARKET................................................................................24

5.2 THE TRAINING AND DEVELOPMENT OF EMPLOYEES.................................................................25

5.3 CONCLUSION.............................................................................................................................26

6 SKILLS SHORTAGES............................................................................................................................27

7 SKILLS PLAN FOR THE SUBSECTOR.....................................................................................................28

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LIST OF TABLES

Table 2-1 Levy-paying companies and WSP submissions according to subsector.......................................3

Table 2-2 Size of levy-paying companies and companies that submitted WSPs..........................................4

Table 2-3 Highest qualifications of employees in the Explosives Subsector..............................................10

Table 2-4 Occupational category of workers with undefined qualifications in the Explosives Subsector.10

Table 2-5 Occupations by age in the Explosives Subsector........................................................................12

Table 4-1 Managers in the Explosives Subsector.......................................................................................20

Table 4-2 Professionals in the Explosives Subsector..................................................................................20

Table 4-3 Technicians and associate professionals in the Explosives Subsector........................................21

Table 4-4 Clerical support workers in the Explosives Subsector................................................................21

Table 4-5 Service and sales workers in the Explosives Subsector..............................................................22

Table 4-6 Skilled agricultural, forestry, fishery, craft and related trades workers in the Explosives Subsector...................................................................................................................................................22

Table 4-7 Plant and machine operators and assemblers in the Explosives Subsector...............................22

Table 4-8 Elementary occupations in the Explosives Subsector................................................................23

Table 5-1 Training opportunities for employees: March 2012..................................................................26

LIST OF FIGURES

Figure 2-1 Employment in the Chemical Sector...........................................................................................6Figure 2-2 Employees in the Explosives Subsector according to type of employment...............................7Figure 2-3 Employees in the Explosives Subsector according to race..........................................................8Figure 2-4 Employees in the Explosives 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: Occupations in the Explosives Subsector...........................................................19Figure 5-1 Proportion of employees who received training opportunities according to occupational category: March 2012...............................................................................................................................25

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ACRONYMS AND ABBREVIATIONS

ABET Adult Basic Education and Training

AF Advisory Forum

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

CNC Computer Numerical Control

GIWUSA General Industries Workers Union of South Africa

HET Higher Education and Training

IMDG International Maritime Dangerous Goods

IPAP Industrial Policy Action Plan

NGO Non-Governmental Organisations

NIPF The National Industrial Policy Framework

NIXT National Institute for Explosives Technology

OFO Organising Framework for Occupations

SAMSA South African Maritime Safety Authority

SAPS South African Police Service

SHE&Q Safety, Health, Environment and Quality

UASA United Association of South Africa

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EXECUTIVE SUMMARY

The Chemical Industry Education and Training Authority (CHIETA) consists of five chambers that represent the nine subsectors of the Chemicals Sector. Skills planning is a core function of all SETAs and according to CHIETA’s constitution, this function cascades down to its constituent chambers. In 2013 the CHIETA developed 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. This subsector skills plan deals with the Explosives Subsector that belongs to the Explosives and Fertilisers Chamber.

The key activities in the explosives industry are the designing of explosives, the manufacturing of explosive materials, the specialised transportation required to distribute the products and the execution of operations requiring explosives.

The Explosives Subsector is very small with only seven levy-paying companies - 0.5% of levy-paying companies in the Chemical Sector as a whole. The levy contribution of the seven companies is 1.8% of the total levies paid in the Chemical Sector. Employers in the Explosives Subsector form part of the Chemical and Allied Industries’ Association (CAIA) and the Explosives Industry Employers’ Association. An important industry organisation in the subsector is the National Institute for Explosives Technology (NIXT) which aims to further the cause of the explosives industry and its members.

The employees in the Explosives Subsector belong to the Chemical, Energy, Paper, Printing, Wood and Allied Workers Union (CEPPWAWU), the General Industries Workers Union of South Africa (GIWUSA), Solidarity, South African Chemical Workers Union (SACWU) and the United Association of South Africa (UASA).

It is estimated that on 31 March 2012 the Explosives Subsector employed just more than 5 200 people – 3.4% of the employees in the total Chemical Sector. About three quarters (76.1%) of these employees were employed permanently, while just more than a fifth (21.9%) were working as contractors and 2.0% as temporary workers. The high number of contract workers is due to the seasonality of production.

The majority of workers in the subsector were African (80.4%). African workers were well represented in all the occupational categories, except for service and sales workers. Only 0.9% of the employees in the Explosives Subsector were people with disabilities.

Information on the educational levels of the workers in the industry is lacking. In the 2012 WSP submissions employers could not provide this information for more than half (54%) of the employees. Of those whose information was available, more than half (59.1%) held qualifications at NQF level 4.

The average age of employees in the Explosives Subsector in 2012 was 42 and 5.3% of employees fell in the age bracket 56 to 60 - i.e. nearing retirement.

In 2012 almost half (46.4%) of employees in the subsector were employed as plant and machine operators and assemblers. Technicians and associate professionals constituted just more than a tenth (11.2%) of employees in the subsector. Service and sales workers accounted for the lowest percentage of employees (3.1%).

Generally speaking the Explosives Subsector requires skilled labour. The workers and employers are subject to constant scrutiny due to the nature of the products and the strict regulations that apply to the subsector.

The formation of skills starts with general education and training (i.e. the school system). However, the formal education and training system does not meet all the demands of the labour market. For this reason the Explosive Subsector is involved in initiatives aimed at stimulating the supply of new entrants

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to the labour market. Companies in the subsector are also involved in a range of training and development initiatives that focus on developing the skills of their employees. In 2011/2012 training opportunities were afforded to 17.3% of employees in the subsector.

None of the companies that submitted WSPs in 2012 reported any skills shortages. However, stakeholders who participated in the workshop indicated that the subsector experiences a shortage of instrument mechanicians and computer numerical control (CNC) machine operators.

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1 INTRODUCTION

1.1 BACKGROUND

The Chemical Industry Education and Training Authority (CHIETA) consists of five chambers that represent the nine subsectors of the Chemicals Sector. The five chambers are:

Petroleum and Base Chemicals Fast Moving Consumer Goods and Pharmaceuticals Explosives and Fertilisers Speciality Chemicals and Surface Coatings and 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 sub-sectors 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 developed 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 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

The key activities in this subsector include the designing of explosives, the manufacturing of explosive materials, the specialised transportation required to distribute the products and the execution of operations requiring explosives. Supporting activities in this subsector include the management and administration of the manufacture, storage, distribution and use of explosive materials. The Standard

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Industrial Classification (SIC) code that is applicable to the Explosives Subsector is 33592 (Manufacture of explosives and pyrotechnic products).

1.3 FORMAT OF THE SUBSECTOR SKILLS PLAN

In the rest of this first chapter the scope of the subsector and the economic activities that comprise the subsector are described. This is followed by a brief outline of the linkages of the subsector with other important industries or sectors of the economy. 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 subsector.

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 is 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 sector skills plan should include the strategic planning of skills interventions aimed specifically at this subsector. This chapter will be completed once the Explosives and Fertilisers Chamber has engaged with the content of the report and has attended to its own strategic plan.

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2 PROFILE OF THE SUBSECTOR

The explosives industry in South Africa dates back to 1896 when the De Beers Company succeeded in establishing a dynamite factory at Modderfontein in partnership with a British chemical manufacturer. Before that time, miners imported dynamite from Germany and France.1

Three types of companies are involved in the manufacturing of explosives: companies that specialise solely in the manufacture of explosives, companies that manufacture chemicals and chemical products, as well as explosives and companies involved in the manufacture of civil engineering, construction or mining products that have explosives manufacturing divisions. Not all companies involved in the manufacturing of explosives will necessarily belong to the Explosives Subsector or to the Chemical Sector as defined for the purposes of the Skills Development Act.

This report provides an overview of the current employment situation in the Explosives Subsector.

2.1 ORGANISATIONS IN THE SUBSECTOR

The role-players in the Explosives Subsector are private companies (employers), industry associations, employer associations and trade unions.

2.1.1 EMPLOYERS

There are seven levy-paying companies in the Explosives Subsector, which forms 0.5% of levy-paying companies in the Chemical Sector as a whole (see Table 2-1). Two of these companies submitted WSPs in 2012. The levy contribution of the seven companies is 1.8% of the total levies paid in the Chemical Sector.

Table 2-1 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

1http://www.photius.com/countries/south_africa/economy/south_africa_economy_chemicals_industry.html . Accessed 29 May 2013.

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Total 1 542 100.0 571 37.0 100.0

Source: SARS Levy data, 2011/2012; WSP data, 2011/2012.

Two of the seven companies are categorised as large (employing 150 and more people), another two as small (employing between 20 and 49 people) and three as micro (employing between 1 and 19 people) (Table 2-2).

Table 2-2 Size of levy-paying companies and companies that submitted WSPs

Size Levy-paying companies WSP submissionsN % N % of levy-paying companies

Large 2 28.6 2 100.0Medium 0 0.0 0 0.0Small 2 28.6 0 0.0Micro 3 42.9 0 0.0Total 7 100.0 2 28.6Source: SARS Levy data, 2011/2012; WSP data, 2011/2012.

2.1.2 EMPLOYER ASSOCIATIONS

Employers in the Explosives 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 Explosives Industry Employers’ Association. The CAIA has 172 members, which include chemical manufacturers, traders and industry service providers. Members are mainly large and medium size 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 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.2 The Explosives Industry Employers’ Association is a registered employer organisation specifically for employers in the Explosives Subsector.3

2.1.3 INDUSTRY ASSOCIATIONS

An important industry organisation in the subsector is the National Institute for Explosives Technology (NIXT). NIXT is an institute that promotes the interests of the commercial, arms manufacturing, military, mining, structural engineering and educational sectors, as well as other organisations related to the South African explosives and related industries. The mission of this organisation is to further the cause of the explosives industry and its members. NIXT primarily addresses issues related to safety, health, environment, risk and quality.4 The Advisory Forum (AF) is the operational arm of this institute, which represents a large array of companies, organisations and government departments. It addresses issues important to the explosives industry and organisations serving the explosives industry.5

Another function of NIXT is to nominate people to represent the employers of the explosives industry at the National Explosives Council (NEC). The Council represents both sides of the industry, namely the military and the commercial side.6 The Council is not a full-time body and is only set up by the Chief

2 http://www.icca-chem.org/Home/About-us/Members-of-the-ICCA/?country=za. Accessed 29 May 2013.3http://www.labour.gov.za/downloads/documents/useful-documents/labour-relations/Useful%20Document%20-%20LRA%20- %20Employers%20Organisations.doc. Accessed 29 May 2013.4 http://minerschoice.co.za/lets%20meet%20nixt.html. Accessed 29 May 2013.5 http://www.nixt.co.za/news.php.

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Inspector of Occupational Health and Safety, in accordance with Regulation 17 of the Explosives Regulations, when necessary.7

2.1.4 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.

2.2 EMPLOYEES IN THE SUBSECTOR

2.2.1 TOTAL EMPLOYMENT

Figure 2-1 below shows the total employment in the Chemical Sector on 31 March 2012. The Explosives Subsector employed just more than 5 200 people – 3.4% of the employees in the total sector.

Base Chemicals 14.4% (22 466)

Explosives3.4% (5 287)

Fast Moving Consumer Goods

15.2% (23 794)

Fertilisers3.6% (5 651)Glass

5.1% (8 002)

Petroleum28.4% (44 371)

Pharmaceuticals 14.2% (22 100)

Speciality Chemicals9.9% (15 381)

Surface Coatings5.3% (8 261)

Other0.5% (786)

6 Chief Directorate of Occupational Health and Safety, (2005). Principles of the National Explosives Council: Guidance Notes on the Explosives Regulations April 2005.7http://www.labour.gov.za/documents/useful-documents/occupational-health-and-safety/principle-of-the-national-explosives- council. Accessed 29 May 2013.8 CHIETA, Five year Sector Skills Plan for the Chemical Sector: Annual update 2013-2018.

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Figure 2-1 Employment in the Chemical SectorSource: WSP submissions, June 2012.

2.2.2 TYPE OF EMPLOYMENT

In 2011/2012 about three quarters (76.1%) of employees in the Explosives Subsector were employed permanently, while just more than a fifth (21.9%) were working as contractors and 2.0% as temporary workers. The high number of contract workers is due to the seasonality of production. If the demand for production is high, the subsector will employ contract workers, and when the demand for production declines the number of contract workers will also decline. If the demand is sustained there is the possibility of contract workers becoming permanent employees. Contract workers often perform the same tasks as their permanent counterparts9 (Figure 2-2).

Contractor21.9% (1 157)

Permanent76.1% (4 025)

Temporary2.0% (105)

Figure 2-2 Employees in the Explosives Subsector according to type of employmentSource: WSP submissions, June 2012.

2.2.3 EQUITY PROFILE OF THE SUBSECTOR

Race and gender

Figures 2-3 and 2-4 show the race and gender distribution of workers in the Explosives Subsector as reflected by the WSP submissions of June 2012. The majority of workers were African (80.4%). Coloured workers accounted for 11.4% of the employees and Whites for 8.0%. Indians constituted 0.2% of the workforce (Figure 2-3). More than three quarters (79.4%) of workers in the Explosives Subsector were male.

9 Information provided in Explosives Subsector workshop, 20 June 2013.

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African80.4% (4 251)

Coloured11.4% (602)

Indian0.2% (12)

White8.0% (423)

Figure 2-3 Employees in the Explosives Subsector according to raceSource: WSP submissions, June 2012.

Female20.6%

(1 089)

Male79.4%(4 198)

Figure 2-4 Employees in the Explosives Subsector according to genderSource: 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 service and sales workers (Coloured workers constituted about two thirds of this category). Africans accounted for about two thirds (65.1%) of managers, 61.2% of professionals, 63.5% of technicians and associate professionals, 83.0% of clerical support workers, about three quarters (74.5%) of skilled and trade workers, and about all plant and machine operators (93.3%) and workers in elementary occupations (91.0%).

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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. Only 0.9% of the employees in the Explosives Subsector lived with disabilities.

Stakeholders who participated in the CHIETA workshops 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.

Base Chem

icals

Explosiv

es

Fast M

oving C

onsumer Goods

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%

0.3%

Figure 2-5 Percentage employees with disabilities per subsector: March 2012Source: WSP submissions, June 2012.

2.2.4 EDUCATIONAL QUALIFICATIONS

Information about the educational levels of the workforce in the Explosives Subsector is regrettably not comprehensive (educational levels of 54% of the employees were undefined in the 2011/2012 data). However, based on the information that is available more than half (59.1%) held qualifications at NQF level 4. Only 8.2% had very limited schooling and had not reached NQF Level 1 (Table 2-3).

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Table 2-3 Highest qualifications of employees in the Explosives Subsector

NQF Level N %Below NQF Level 1 202 8.3NQF Level 1 69 2.8NQF Level 2 166 6.8NQF Level 3 138 5.7NQF Level 4 1 434 59.1NQF Level 5 70 2.9NQF Level 6 208 8.6NQF Level 7 25 1.0NQF Level 8 82 3.4NQF Level 9 23 0.9NQF Level 10 9 0.4 Total 2 426 100 Undefined 2 861Total subsector employment 5 287Source: WSP submissions, June 2012.

Of the workers whose educational qualifications were not defined, nearly half (48.9%) were plant and machine operators and assemblers. A further 10.9% were technicians and associate professionals and 7.7% and 7.6% were in professional and managerial positions respectively.

Table 2-4 Occupational category of workers with undefined qualifications in the Explosives Subsector

Occupational category N %Managers 219 7.7Professionals 220 7.7Technicians and associate professionals 312 10.9Clerical support workers 150 5.3Service and sales workers 150 5.3Skilled agricultural, forestry, fishery, craft and related trades workers 110 3.8Plant and machine operators and assemblers 1 399 48.9Elementary occupations 198 6.9Learners 103 3.6Total 2 861 100Source: WSP submissions, June 2012.

2.2.5 AGE

The average age of employees in the Explosives Subsector in 2012 was 42 (Table 2-5). Just more than a third (34.4%) were categorised as Youth (younger than 35) and 1.5% of employees were older than 65. A total of 34.3% of managers were between 45 and 54, while 40.5% of sales and service workers were between 45 and 54. The majority (59.6%) of learners were between 25 and 34 and there are no learners in the older age categories. Clerical support workers aged 25 to 34 totalled 32.6%. The average age of skilled agricultural, forestry, fishery, craft and related trades workers was 41 while 5.2% of workers in

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this category were heading towards retirement (55-60 years old). The total proportion of workers heading towards retirement was 5.3%.

Managers, service and sales workers, technicians and associate professionals, and professionals are the oldest contingents of workers in the subsector; the average ages are 47, 46, 45 and 44 respectively. Furthermore, 15.7% of service and sales workers, 11.1% of technicians and associate professionals, 9.3% of professionals and 8.8% of managers are close to retirement (between the ages of 55 and 60). The subsector needs to plan for the replacement of the future retirees sufficiently.

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Table 2-5 Occupations by age in the Explosives Subsector

Occupations

Age groupsTotal Average

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 3 0.6 63 12.6 132 26.5 171 34.3 118 23.6 12 2.3 499 100.0 47 44 8.8

Professionals 2 0.5 115 28.0 94 22.9 116 28.3 66 16.2 17 4.1 409 100.0 44 38 9.3

Technicians and associate professionals

4 0.7 129 22.3 162 27.9 153 26.5 119 20.5 12 2.0 579 100.0 45 64 11.1

Clerical support workers 8 2.1 129 32.6 105 26.5 94 23.6 54 13.5 6 1.6 396 100.0 41 16 4.0

Service and sales workers 0.0 18 11.1 46 28.8 65 40.5 27 17.0 4 2.6 161 100.0 46 25 15.7

Skilled related trades workers

6 2.6 78 32.0 64 26.4 62 25.5 28 11.7 4 1.7 243 100.0 41 13 5.2

Plant and machine operators and assemblers

90 3.8 919 38.2 551 22.9 522 21.7 302 12.6 19 0.8 2 403 100.0 40 56 2.3

Elementary occupations 7 1.5 141 28.6 171 34.8 110 22.4 57 11.5 6 1.3 493 100.0 42 24 4.9

Learners 42 40.4 62 59.6 0 0.0 0 0.0 0 0.0 0 0.0 104 100.0 26 0 0.0

TOTAL 162 3.1 1 654

31.3 1 325

25.1 1 293

24.5 771 14.6 80 1.5 5 287 100.0 42 280 5.3

Source: WSP submissions, June 2012.

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2.3 CONCLUSION

The explosives industry in South Africa is relatively old, but remains a small component of the chemical industry in South Africa (it only forms 3.4% of total employment). In terms of equity the majority of workers were African, females only constituted about 20% of the workforce, and 0.9% of employees lived with disabilities.

Africans were well represented in all the occupational categories except for service and sales workers. In terms of qualification levels, more than half (59.1%) of the workers held a qualification at NQF level 4. The average age of employees is 42 and 5.3% of workers are close to retirement.

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3 ECONOMIC GROWTH AND FACTORS IMPACTING ON THE SUBSECTOR

This section looks at the economic performance of the Explosives Subsector. Factors that influence the economic growth of the industry include the linkages between the explosives industry and other facets of the economy. The demand for explosives from the mining sector is crucial to the industry, and the activities of civil engineering and construction also influence the amount of explosives required. The explosives industry is also linked to military activities. South Africa’s explosives industry is well established domestically and also caters for export markets.

The regulation of explosives is another factor which influences the ability of the explosives industry to grow. The manufacture, storage, transportation, possession, import, export and sale of explosives are subject to legislation. Government policies and plans may steer the industry in new directions.

3.1 ECONOMIC GROWTH

The Explosives Subsector is not a distinct subsector in the national accounts and there is no statistical information available on the economic performance and growth of this subsector. Economic information on this subsector is grouped with several other subsectors under Other Chemicals and Man-made Fibres. In order to glean some insight into the performance of the subsector some analysis of the economic subsector Other Chemicals and Man-made Fibres is presented below.

Figure 3-1 shows the average percentage change in GDP of this subsector over five-year periods from 1970 to 2010 in comparison with the total Petroleum, Chemicals and Glass Sector/Subsectors, 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 highest growth was experienced in the period 1975-1980 - more than 10%. The period with the lowest growth was 2005-2010. This may have been a result of the onset 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).10 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 is also higher than the projection for the Other Chemicals and Man-made Fibres subsector.

10 The Department of Trade and Industry of South Africa, The Industrial Policy Action Plan, 2012-2015.

13

1970

-197

5

1975

-198

0

1980

-198

5

1985

-199

0

1990

-199

5

1995

-200

0

2000

-200

5

2005

-201

0

2010

-201

5

2015

-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 fibresSource: Quantec, July 2013.

3.2 FACTORS THAT IMPACT ON THE SUBSECTOR

3.2.1 LINKAGES WITH OTHER SECTORS OF THE ECONOMY

There are different types of explosives serving different purposes. Explosives can be categorised, given their intended purposes, as destructive and constructive explosives; military explosives being destructive and commercial explosives having constructive applications.11 Specific military requirements for high explosives differ from requirements of explosives for commercial use.12

Explosives are used primarily in three industries. The first is the mining industry, the second is the civil engineering and construction industry and the third is the military industry.

The role that explosives play in these three industries makes it a strategic commodity. The productivity of the mining sector in South Africa is reliant on the supply of explosive materials. In the sphere of civil

11 http://www.explosives.org/index.php/component/content/article?id=73. Accessed 30 May 2013.12 http://www.issafrica.org/armsnetafrica/?q=content/military-explosives. Accessed 29 May 2013.

14

engineering and construction projects, explosive materials are a central element in the country’s infrastructural development.

At the same time the Explosives Subsector is affected by developments in these three spheres. For example, the explosives business faced strife in South Africa in 2012 due to labour unrest in the mining sector13.

The South African Government adopted a National Infrastructure Plan in 2012. With this plan they aim to transform the economic landscape, while simultaneously creating new jobs and strengthening the delivery of basic services. The plan also supports the integration of African economies. Government will over the next few years from 2013/14 invest R827 billion in building new and upgrading existing infrastructure.14 This investment in infrastructure will include projects that require explosives.

Military use of explosives is limited in South Africa, but the manufacture thereof will depend on exports to countries where there is conflict. There is no information available in the public domain on the export of explosives for military use, due to confidentiality issues.

Explosives also feature as an export commodity and generate revenue from foreign markets. In 2012 the industry increased its revenue by 15% to R6.3 billion and explosives volumes improved by 5%, mainly in markets outside South Africa.15 Advancements in product safety aids the South African explosives industry to gain global market share and the industry sees possibilities to further expand in the SADC region because of increasing demands from the emerging mining industry.16

3.2.2 LEGISLATION AND REGULATIONS

The manufacture, storage, transportation, possession, import, export and sale of explosives are regulated under the Explosives Act (Act no 15 of 2003) and Section 43 of the Occupational Health and Safety Act (Act No.85 of 1993). Occupations in this subsector are subject to licensing and the inspection authorities are the South African Police Service (SAPS)17 , the Chief Inspector of Explosives appointed by the Minister of Safety and Security, and the National Explosives Council.18 The infrastructure and equipment utilised by the companies in this subsector have to comply with the license regulations for explosive manufacturing and storage. In addition, military explosives are regulated under the South African Defence Act (Act 42 of 2002) and the National Conventional Arms Control Act (Act 41 of 2002).

When explosives have to be transported, a number of other Acts apply, such as the Railway Safety Regulator Act (Act 16 of 2002), Road Traffic Regulations, Harbour Regulations and Merchant Shipping Act (Act 57 of 1951). When a container of commercial explosives is being packed, a South African Maritime Safety Authority (SAMSA) representative has to be present to ensure compliance with the International Maritime Dangerous Goods (IMDG) code. In terms of the Explosives Act, a representative of the carrier and a qualified representative of the transport company also have to be present at the packing. Packing always has to take place in a licensed explosives area and the manufacturer must also have qualified personnel present to ensure that quality and correct storage procedures are followed.

13 Esterhuizen, I. (2013). AECI would work to return AEL to profitability – incoming CEO, Mining Weekly . http://www.miningweekly.com/article/aeci-would-work-to-return-ael-to-profitability-incoming-ceo-2013-02-26. Accessed 17 May 2013.14 http://www.info.gov.za/issues/national-infrastructure-plan/. Accessed 30 May 2013.15 Esterhuizen, I. (2013). AECI would work to return AEL to profitability – incoming CEO, Mining Weekly . http://www.miningweekly.com/article/aeci-would-work-to-return-ael-to-profitability-incoming-ceo-2013-02-26. Accessed 17 May 2013.16 Information provided in Explosives Subsector workshop, 20 June 2013.17 Government Gazette, (2004). Vol. 463, Cape Town, 8 January 2004 No. 25893. 18 Regulation Gazette, (2003). Vol. 451, Pretoria, 17 January 2003 No. 24272.

15

Containers of explosives may only be exported from two of South Africa’s ports. Firstly from Durban where there is a fully-fledged, dedicated explosives rail siding and secondly from Cape Town where only limited quantities are allowed to be handled. Any movement of explosives may only take place if there is a permit in place, issued by the Chief Inspector of Explosives.19

The South African National Waste Management Strategy is a broad strategy that deals with all facets of the nation’s waste. The importance of waste management has an economic impact on chemical manufacturers. Issues ranging from refuse disposal infrastructure to waste management skills development and employment of workers skilled in waste management may influence the scope of the explosives industry.20

Environmental challenges are key issues in South Africa. Responsiveness to climate change and other environmental issues could positively impact on employment in the country. A response to such issues could promote job creation during the shift towards the new green economy. Job creation, as well as baseline vulnerability measures and sectorial actions to improve resilience against job losses, will be key performance indicators. 21

Legislation and regulations addressing the green economy include:22

The Environment Conservation Act, 73 of 1989 to provide for the effective protection of the environment.

The National Environment Management Act, 107 of 1998 to provide for co-operative, environmental governance.

The National Environmental Management: Waste Act, 59 of 2008 to reform the law regulating waste management.

The Atmospheric Pollution Act, 45 of 1965 to provide for the prevention of air pollution.

The Occupational Health and Safety Act, 181 of 1993 to provide for the health and safety of people at work, especially those working in hazardous environments.23

3.2.3 POLICIES AND PLANS

The South African Government’s developmental strategy aims to promote and accelerate economic growth along a path that generates sustainable, decent jobs in order to reduce 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 stimulate employment growth. Broader based industrialisation will assist in 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

19 http://www.bentleypfm.co.za/Shipping+Class+21+in+South+Africa+-+Exports. Accessed 29 May 2013.20 South African Department of Environmental Affairs, (2011). National Waste Management strategy, November 2011.21 Government of South Africa, (2011). National Climate Change Response Paper. Pretoria: Government Printer.22 http://www.acts.co.za. Accessed 31 May 2013.23 http://www.lexisnexis.co.za. Accessed 31 May 2013.

16

success in an increasingly competitive global economy.24 Although only some explosives manufacturers in South Africa export their products, it is often the case that local manufacturing companies set up plants in foreign countries in order to expand the local companies’ global market share. These manufacturers would frequently use South African labour at these plants.25

The new industrial action plans, as set out in the IPAP 2013/14-2015/16 document, outline 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.26 However, the programmes that form part of IPAP 2013/14-2015/16 are not specifically directed at the Explosives 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 Explosives 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 mining industry, the civil engineering and construction industry and the military industry.

3.4

24 dti, (2010). A South African Trade Policy and Strategy Framework.25 Information provided in Explosives Subsector workshop, 20 June 2013.26 IPAP, (2013). Industrial Policy Action Plan: Economic Sectors and Economic Cluster. IPAP 2013/14 – 2015/16. Pretoria: dti.

17

4 THE DEMAND FOR SKILLS IN THE SUBSECTOR

This section looks at the demand for skills in the Explosives Subsector. It shows the trends in employment, as well as the occupational composition of demand in the subsector.

4.1 TRENDS IN EMPLOYMENT

In the workshop conducted with representatives of the subsector in preparation of this subsector skills plan, employers mentioned that it was often difficult to define occupations in terms of the OFO. 27 Further work is needed to expand the Chemical Sector Occupational Dictionary so that employers will be able to identify and correctly reflect the occupations that exist in the subsector in future WSP submissions.

Despite these shortcomings, the WSP information is the best source of information on the nature of the skills needed in this subsector. In 2012 almost half (46.4%) of employees were employed as plant and machine operators and assemblers. Technicians and associate professionals constituted just more than a tenth (11.2%) of employees in the subsector. Service and sales workers accounted for the lowest percentage of employees (3.1%) (Figure 4-1).

Managers9.6% (499)

Professionals7.9% (409)

Technicians and as-sociate professionals

11.2% (579)

Clerical support workers

7.6% (396)

Service and sales workers

3.1% (161)Skilled agricultural, trade workers, etc.

4.7% (243)

Plant and machine operators and as-

semblers46.4% (2 403)

Elementary occupations9.5% (493)

Figure 4-7 Employment: Occupations in the Explosives SubsectorSource: WSP submissions, June 2012.

27 Stakeholder viewpoint at workshop on 20 June 2013, Johannesburg.

18

Occupations in each of the eight main occupational groups in the Explosives Subsector with a count of 10 or higher are shown in subsequent tables (Table 4-1 to 4-8). Specialist titles used by employers for these occupations are provided in Annexure 2.

For managers, the occupation with the largest number of employees is production/operations managers (manufacturing). This is followed by engineering managers and programme or project managers.

Managerial positions in the Explosives Subsector often require engineers and scientists to supervise production.28 Engineers in the Explosives Subsector are also often appointed in sales positions, because industry and technical knowledge is required in order to interact with clients. Engineers and scientists are often appointed as research and development managers, and as marketing managers and sales managers.29 This trend is not reflected in the data (Table 4-1).

Table 4-6 Managers in the Explosives Subsector

OFO Code

Managers N

132102 Production/Operations Manager (Manufacturing) 110132104 Engineering Manager 56121905 Programme or Project Manager 32121908 Quality Systems Manager 28132401 Supply and Distribution Manager 28121101 Finance Manager 26112101 Director (Enterprise/Organisation) 22121206 Health and Safety Manager 18121202 Business Training Manager 16121901 Corporate General Manager 13133104 Application Development Manager 12

Source: WSP submissions, June 2012.

In terms of professionals, some of the key occupations are in the engineering field (such as industrial engineering technologists, mechanical engineers, mining engineers and industrial engineers). Chemists and material scientists are also in demand. Some of the other occupations that are also important in the subsector are safety, health, environment and quality (SHE&Q) practitioners, human resource advisors, training and development professionals, and marketing practitioners (Table 4-2).

Table 4-7 Professionals in the Explosives Subsector

OFO Code

Professionals N

214102 Industrial Engineering Technologist 52214401 Mechanical Engineer 27242303 Human Resource Advisor 27242401 Training and Development Professional 27226302 Safety, Health, Environment and Quality (SHE&Q) Practitioner 25241101 Accountant (General) 22

28 Stakeholder viewpoint at workshop on 20 June 2013, Johannesburg.29 Stakeholder viewpoint at workshop on 20 June 2013, Johannesburg.

19

OFO Code

Professionals N

243103 Marketing Practitioner 20214601 Mining Engineer 19214101 Industrial Engineer 18211301 Chemist 16211403 Materials Scientist 16243301 Sales Representative/Salesman (Industrial Products) 13251202 Programmer Analyst 12243102 Market Research Analyst 11

Source: WSP submissions, June 2012.

Production/operations supervisors (manufacturing) formed nearly half (279) of the technicians and associate professionals category. Chemistry technicians are also in demand. Other occupations in this category included purchasing officers and draughtspersons. The subsector also employed manufacturing technicians, credit or loans officers, chemical plant controllers and retail buyers (Table 4-3).

Table 4-8 Technicians and associate professionals in the Explosives Subsector

OFO Code

Technicians and associate professionals N

312201 Production/Operations Supervisor (Manufacturing) 279311101 Chemistry Technician 147332302 Purchasing Officer 26311801 Draughtsperson 23311904 Manufacturing Technician 15331201 Credit or Loans Officer 14313301 Chemical Plant Controller 12332301 Retail Buyer 12Source: WSP submissions, June 2012.

Among the clerical support workers component the main focus is on manufacturing, with the majority of employees in production co-ordinating positions. Other support occupations in the Explosives Subsector include programme or project administrators, dispatching and receiving clerks/officers, stock clerks/ officers and general secretaries (Table 4-4).

Table 4-9 Clerical support workers in the Explosives Subsector

OFO Code

Clerical support workers N

432201 Production Coordinator 188441903 Programme or Project Administrators 42432102 Dispatching and Receiving Clerk/Officer 34432101 Stock Clerk/Officer 27431101 Accounts Clerk 19422701 Survey Interviewer 17411101 General Clerk 15

20

OFO Code

Clerical support workers N

412101 Secretary (General) 11

Source: WSP submissions, June 2012.

The table below shows that safety and security is very important in the Explosives Subsector. There were a total of 95 security officers and 48 special forces operators working in the subsector in 2011/2012.

Table 4-10 Service and sales workers in the Explosives Subsector

OFO Code

Service and sales workers N

541401 Security Officer 95542203 Special Forces Operator 48

Source: WSP submissions, June 2012.

Central to manufacturing is the component skilled agricultural, forestry, fishery, craft and related trades workers. Electricians were the largest group of trades workers in the Explosives Subsector. Other trades workers included mechanical fitters and metal machinists (Table 4-6).

Table 4-11 Skilled agricultural, forestry, fishery, craft and related trades workers in the Explosives Subsector

OFO Code

Skilled agricultural, forestry, fishery, craft and related trades workers N

671101 Electrician 83653303 Mechanical Fitter 48652301 Metal Machinist 25684201 Shotfirer 16611302 Landscape Gardener 13652302 Fitter and Turner 11

Source: WSP submissions, June 2012.

Chemical production machine operators were highly in demand in the Explosives Subsector (2 281) . In fact, the subsector has to compete with other subsectors for these skills. Other plant operators and assemblers were truck drivers and boiler or engine operators (Table 4-7).

Table 4-12 Plant and machine operators and assemblers in the Explosives Subsector

OFO Code

Plant and machine operators and assemblers N

713101 Chemical Production Machine Operator 2 281733201 Truck Driver (General) 67718201 Boiler or Engine Operator 13

Source: WSP submissions, June 2012.

Elementary occupations most common in the Explosives Subsector were chemical plant workers, electrical or telecommunications trades assistants, waterside workers and store persons. (Table 4-8).

21

Table 4-13 Elementary occupations in the Explosives Subsector

OFO Code

Elementary occupations N

832907 Chemical Plant Worker 278862918 Electrical or Telecommunications Trades Assistant 61833303 Waterside Worker 59833402 Store Person 49811201 Commercial Cleaner 16833401 Shelf Filler 12

Source: WSP submissions, June 2012.

4.2 CONCLUSION

The Explosives Subsector requires skilled labour. The workers and employers are subject to constant scrutiny due to the nature of the products and the strict regulations that apply to the subsector. The local pool of technical skills in the South African explosives industry is gradually becoming thinned due to bigger demand. The biggest potential for growth in this industry is in the preservation and expansion of expertise in blasting and the adoption of current blasting tools such as blast design software and progressive explosives products. The lack of technical expertise and the migration of skilled workers are some of the challenges facing the industry.30 The largest component of the Explosives Subsector workforce was plant and machine operators and assemblers, with more than 2 200 chemical production machine operators in this occupation group.

30Vermeulen, A. (2012). Mining explosives industry lacks skills, but potential for growth exists. http://www.miningweekly.com/mining-explosives-industry-lacks-skills-but-potential-for-growth-exists-2012-11-23. Accessed 23 May 2013.

22

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.

In respect of the supply of higher level skills to the 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.

At the workshop that was held on 21 June 2013, stakeholders provided information on the Explosive Subsector’s involvement with the post school education system and initiatives aimed at stimulating the supply of new entrants to the labour market.

The stakeholders mentioned that the Chief Inspector of Explosives recommended that the industry should make use of Unisa’s Explosives Technology courses as part of succession planning for supervisors.31 The Unisa courses include: 32

Bachelor of Technology: Explosives Technology Bachelor of Technology in Explosives Management National Diploma in Explosives Management Certificate in Surface Blasting Technology

31 Stakeholder viewpoint at workshop on 21 June 2013, Johannesburg.32 http://www.gostudy.mobi/careers/View.aspx?oid=141. Accessed 2 July 2013.

23

Stakeholders also indicated that companies tend to prefer internships or graduate programmes over learnerships. In order to address skills shortages, companies take on BSc graduates and offer them internships.

Companies in the Explosives Subsector currently have relationships with education and training institutions such as Ekurhuleni College, Unisa, Cape Peninsula University of Technology, Vaal University of Technology, University of Johannesburg, and North-West University.33 The intention is to enhance these relationships.

The poor high school mathematics and science results are also being addressed by the subsector. This is done through community projects that involve partnerships with NGOs. Bursaries are awarded to best performers at school in order to enrol for BSc programmes that will address the skills needs of the subsector.

5.2 THE TRAINING AND DEVELOPMENT OF EMPLOYEES

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. In 2011/2012 training opportunities were afforded to 17.3% of employees in the Explosives Subsector in total.

Proportionally service and sales workers received the most training (about 86% of workers in this occupational category were trained) in comparison to workers in the other categories (Figure 5-1).

Manage

rs

Profes

sionals

Technicia

ns and as

sociate

professio

nals

Clerica

l support w

orkers

Servic

e and sa

les worke

rs

Skilled

and tr

ade w

orkers

Plant a

nd mach

ine opera

tors an

d assem

blers

Elemen

tary o

ccupati

ons0.0

20.0

40.0

60.0

80.0

Perc

enta

ge

Figure 5-8 Proportion of employees who received training opportunities according to occupational category: March 2012Source: WSP submissions, June 2012.

In total 1 317 training opportunities were afforded to the employees (one employee can have access to more than one training opportunity). The type of training opportunities is listed in the table below.

33 Stakeholder viewpoint at workshop on 21 June 2013, Johannesburg.

24

About half (51.7%) of these opportunities related to induction and other training, and just more than a third (35.2%) were skills programmes.

Table 5-14 Training opportunities for employees: March 2012

Qualification/learning type N %Induction and other training 680 51.7Skills programme 463 35.2Short course 79 6.0Work placement 53 4.0Learnership 18 1.4Job specific development programme 9 0.7NQF Level 6 6 0.5NQF Level 8 3 0.2NQF Level 7 2 0.2NQF Level 9 2 0.2NQF Level 4 1 0.1Total 1 316 100.0Source: WSP submissions, June 2012.

5.3 CONCLUSION

This chapter provides a short overview of the most pertinent supply-side issues relevant to the Explosives Subsector. For any industry a constant and sufficient supply of suitably qualified people is of critical importance. For the Explosives Subsector, that is heavily reliant on scientists and other technical staff, the throughput of skills from school level to specialised post-graduate qualifications is crucial. In this chapter some of factors that stifle this pipeline of skills formation have been highlighted.

Another facet of the supply of skills to the subsector is training that is offered in the workplace by employers. As this chapter indicated, employers in the Explosives Subsector do invest in the training and development of their own staff.

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.

25

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. These aspects are not discussed at this stage as they are generally taken care of by employers through in-service training.

Unfortunately there was no data regarding scarce skills in the WSP submissions for the Explosives Subsector. However, stakeholders indicated a shortage of instrument mechanics, as it is difficult to find people with adequate qualifications. Computer Numerical Control (CNC) machine operators are also in demand.34

34 Stakeholder viewpoint at workshop on 21 June 2013, Johannesburg.

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7 SKILLS PLAN FOR THE SUBSECTOR

At the workshop that was held on 21 June 2013, stakeholders were asked to indicate what the future skills plan entails for the Explosives Subsector. Their comments related to succession planning, learnerships, and fostering of relationships with education and training institutions. The current initiatives have been indicated in Chapter 5. These could form the basis for further interventions in the subsector.

27

References

Vermeulen, A. (2012). Mining explosives industry lacks skills, but potential for growth exists. http://www.miningweekly.com/mining-explosives-industry-lacks-skills-but-potential-for-growth-exists-2012-11-23 . Accessed 23 May 2013.

IPAP, (2013). Industrial Policy Action Plan: Economic Sectors and Economic Cluster. IPAP 2013/14 – 2015/16. Pretoria: dti.

Chief Directorate of Occupational Health and Safety, (2005). Principles of the National Explosives Council: Guidance Notes on the Explosives Regulations, April 2005.

CHIETA. Five year sector Skills Plan for the Chemical Sector: Annual update 2013-2018.

Government Gazette, (2004). Vol. 463, 8 January 2004 No. 25893. Cape Town.

Government of South Africa, (2011). National Climate Change Response Paper. Pretoria: Government Printer.

Esterhuizen, I. (2013). AECI would work to return AEL to profitability – incoming CEO, Mining Weekly. http://www.miningweekly.com/article/aeci-would-work-to-return-ael-to-profitability-incoming-ceo-2013-02-26. Accessed 17 May 2013.

DoL, (2007). Principles of the National Explosives Council. http://www.labour.gov.za/documents/useful-documents/occupational-health-and-safety/principle-of-the-national-explosives-council. Accessed 29 May 2013

Registered Employers’ Organisations as at 1 July 2006. http://www.labour.gov.za/downloads/documents/useful-documents/labour-relations/Useful%20Document%20-%20LRA%20-%20Employers%20Organisations.doc. Accessed 29 May 2013.

Skills Development Act and Amendments. http://www.labour.gov.za/legislation/acts/skills-development/skills-development-act-and-amendments. Accessed 29 May 2013.

South African Department of Environmental Affairs, (2011). National Waste Management strategy, November 2011.

dti, The Industrial Policy Action Plan, 2012-2015.

United Nations Environment Programme, (2013). Global Chemicals Outlook - Towards Sound Management of Chemicals. UNEP: www.unep.org.

http://minerschoice.co.za/lets%20meet%20nixt.html. Accessed 29 May 2013.

http://www.acts.co.za. Accessed 31 May 2013.

http://www.bentleypfm.co.za/Shipping+Class+21+in+South+Africa+-+Exports. Accessed 29 May 2013.

http://www.explosives.org/index.php/component/content/article?id=73. Accessed 30 May 2013.

http://www.gostudy.mobi/careers/View.aspx?oid=141. Accessed 2 July 2013.

http://www.icca-chem.org/Home/About-us/Members-of-the-ICCA/?country=za. Accessed 29 May 2013.

http://www.info.gov.za/issues/national-infrastructure-plan/. Accessed 30 May 2013.

http://www.issafrica.org/armsnetafrica/?q=content/military-explosives. Accessed 29 May 2013.

http://www.lexisnexis.co.za. Accessed 31 May 2013.

28

http://www.nixt.co.za/news.php. Accessed 31 May 2013.

http://www.photius.com/countries/south_africa/economy/south_africa_economy_chemicals_industry.html. Accessed 29 May 2013.

29

ANNEXURE 1 OCCUPATIONS BY RACE AND GENDER IN THE EXPLOSIVES SUBSECTOR

Equity Managers ProfessionalsTechnicians

and associate professionals

Clerical support workers

Service and sales workers

Skilled and trade workers

Plant and machine

operators and assemblers

Elementary occupations Learners

African Female 61 84 61 65 15 29 445 47 28

% 12.2 20.6 10.5 16.4 9.2 12.1 18.5 9.6 27.3

African Male 264 166 307 264 36 151 1 797 402 28

% 52.8 40.6 53.0 66.6 22.2 62.3 74.8 81.4 27.3

Total African 325 250 368 329 51 180 2 242 449 56

% 65.1 61.2 63.5 83.0 31.4 74.5 93.3 91.0 54.5

Coloured Female 5 28 35 22 23 0 44 4 14

% 1.1 6.9 6.0 5.6 14.4 0.0 1.8 0.9 13.1

Coloured Male 26 28 87 7 81 25 115 28 28

% 5.3 6.9 15.1 1.9 50.3 10.4 4.8 5.8 27.3

Total Coloured 31 56 122 29 104 25 159 32 42

% 6.3 13.9 21.1 7.4 64.7 10.4 6.6 6.6 40.4

Indian Female 2 1 0 0 0 1 0 0 0

% 0.4 0.3 0.0 0.0 0.0 0.4 0.0 0.0 0.0

Indian Male 1 1 3 1 0 0 0 1 0

% 0.2 0.3 0.5 0.3 0.0 0.0 0.0 0.2 0.0

Total Indian 3 2 3 1 0 1 0 1 0

% 0.6 0.5 0.5 0.3 0.0 0.4 0.0 0.2 0.0

White Female 9 21 16 24 1 0 1 0 1 9

% 1.9 5.1 2.7 6.1 0.7 0.0 0.0 0.0 1.0 1.9

White Male 130 79 70 13 5 36 1 11 4 130

% 26.1 19.3 12.2 3.2 3.3 14.7 0.0 2.1 4.0 26.1

30

Equity Managers ProfessionalsTechnicians

and associate professionals

Clerical support workers

Service and sales workers

Skilled and trade workers

Plant and machine

operators and assemblers

Elementary occupations Learners

Total White 139 100 86 37 6 36 2 11 5 139

% 28.0 24.4 14.9 9.3 3.9 14.7 0.1 2.1 5.1 28.0

Total Female 77 134 112 111 39 30 490 51 43 78

% 15.6 32.9 19.2 28.1 24.2 12.6 20.4 10.4 41.4 15.6

Total Male 421 274 467 285 122 212 1 913 442 60 422

% 84.4 67.1 80.8 71.9 75.8 87.4 79.6 89.6 58.6 84.4

TOTAL 498 408 579 396 161 242 2 403 493 103 499

Subsector total employment 5 287

Source: WSP submissions, June 2012.

31

ANNEXURE 2 OCCUPATIONS AND SPECIALISATIONS IN THE EXPLOSIVES SUBSECTOR

OFO Code Occupation Specialisation name

111101 Local or Provincial Government Legislator Member of Executive Council (MEC)

112101 Director (Enterprise / Organisation) Chief Executive Officer (CEO)

Company Director

Executive Director

Managing Director

Managing Director (Enterprise / Organisation)

Senior / Lead Independent Non-executive Director

121101 Finance Manager Chief Accountant

Chief Financial Officer (CFO)

Finance Director

Finance Manager

Financial Administration Manager

Financial Controller

121102 Payroll Manager Payroll Manager

121201 Personnel / Human Resource Manager Employee Relations Manager

Personnel / Human Resource Manager

121202 Business Training Manager Business Training Manager

Education Training and Skills Development Manager

Human Resources Development Manager

Training Manager

121203 Compensation and Benefits Manager Employee Benefits Manager

Remuneration and Benefits Manager

121205 Employee Wellness Manager Employee Wellness Consultant

121206 Health and Safety Manager Health and Safety Manager

Safety, Health and Environmental (SHE) Manager

121301 Policy and Planning Manager Planning & Development Manager

121901 Corporate General Manager Business Operations Manager

Corporate General Manager

121902 Corporate Services Manager Corporate Services Manager

121904 Contract Manager Contract Manager

121905 Programme or Project Manager Programme or Project Manager

121905 Programme or Project Manager Project Director

121908 Quality Systems Manager Quality Assurance / Systems Auditor

Quality Auditor

Quality Control Manager

Quality Manager

32

OFO Code Occupation Specialisation name

Quality Systems Coordinator

122101 Sales and Marketing Manager Business Development Manager

Business Support Manager

Sales and Marketing Manager

122102 Sales Manager Sales Manager

122103 Director of Marketing Marketing Manager

122105 Customer Service Manager Client Services Manager / Representative

122105 Customer Service Manager

122105 Customer Service Manager Customer Services Engineer

122201 Advertising and Public Relations Manager Chief Communications Manager / Officer

122301 Research and Development Manager Product Development Manager

Research Manager

132101 Manufacturer Factory Manager

132102 Production / Operations Manager (Manufacturing)

Operations Manager (Production)

Plant Manager (Manufacturing)

Plant Superintendent

Production / Operations Manager (Manufacturing)

Works / Workshop Manager (Manufacturing)

132104 Engineering Manager Engineering Maintenance Manager

Engineering Manager

Engineering Manager (Mining)

132201 Production / Operations Manager (Mining) Factory Manager (Mining)

Production / Operations Manager (Mining)

132202 Mineral Resources Manager Technical Services Manager (Mining)

132401 Supply and Distribution Manager Depot Manager

Procurement Manager

Supply and Distribution Manager

132401 Supply and Distribution Manager Supply Chain Manager

132402 Logistics Manager Logistics Manager

132404 Warehouse Manager Storage and Warehousing Manager

133101 Chief Information Officer Chief Technology Officer

ICT / IT Manager

133102 ICT Project Manager ICT / IT / Computer Support Manager

133104 Application Development Manager Technical Solutions Manager

133105 Information Technology Manager Information Technology Manager

134401 Social Services Manager Social Work Manager

134902 Laboratory Manager Laboratory Manager

134904 Office Manager Office Manager

134912 Commissioned Fire and Rescue Officer Commissioned Fire and Rescue Officer

134916 Operations Foreman (Non Manufacturing) Operations Foreman (Non Manufacturing)

33

OFO Code Occupation Specialisation name

141201 Café (Licensed) or Restaurant Manager Canteen Manager

142103 Retail Manager (General) Retail Store Manager

143901 Facilities Manager Facilities Manager

143904 Security Services Manager Security Risk Assessment Manager

143904 Security Services Manager

211301 Chemist Analytical Chemist

Chemist

211401 Geologist Environmental Geologist

211403 Materials Scientist Materials Scientist

213202 Agricultural Scientist Plant Production Scientist

213302 Environmental Scientist Environmental Officer

214101 Industrial Engineer Manufacturing Technology Engineer

Plant Engineer

Process Design Engineer

Process Engineer

Quality Management Engineer

214102 Industrial Engineering Technologist Manufacturing Logistics Technologist

Process Technologist

Quality Management Technologist

214201 Civil Engineer Civil Engineer

Site Design Engineer

214401 Mechanical Engineer Machine Design and Development Engineer

Mechanical Engineer

214501 Chemical Engineer Chemical Engineer

214503 Explosives and Dangerous Goods Inspector Explosives and Dangerous Goods Inspector

214601 Mining Engineer Mining Engineer

214605 Metallurgist Metallurgist

Metals Scientist

214902 Explosive Ordnance Engineer Explosive Ordnance Engineer

214907 Materials Engineer Materials Engineer

215101 Electrical Engineer Electrical Engineer

215202 Electronics Engineering Technologist Instrumentation Technologist

216302 Industrial Designer Commercial Product Designer

216302 Industrial Designer

216401 Urban and Regional Planner Traffic and Transport Planner

222104 Registered Nurse (Community Health) Clinic Nurse

Health Coordinator

226302 Safety, Health, Environment and Quality (SHE&Q) Practitioner

Chief Safety Officer Mining

34

OFO Code Occupation Specialisation name

Health and Safety Officer / Coordinator / Professional

Occupational Safety Practitioner / Officer

Safety Coordinator

Safety, Health, Environment and Quality (SHE&Q) Practitioner

235101 Education or Training Advisor Education / Training Consultant

Education and Training Quality Assurance (ETQA) Officer / Manager

Education or Training Advisor

241101 Accountant (General) Accountant (General)

241102 Management Accountant Cost Accountant

Management Accountant

241106 Accountant in Practice Accountant in Practice

241107 Financial Accountant Company Accountant

Financial Accountant

242101 Management Consultant Operations Analyst

242102 Organisation and Methods Analyst Equipment and Standards Advisor

Organisational Performance Improvement Manager

242202 Policy Analyst Research and Evaluation Analyst

Special Projects Analyst

Systems Advisory Officer Evaluations

242203 Company Secretary Company Secretary

242208 Organisational Risk Manager Organisational Development Manager / Practitioner

242209 Accounting Officer Accounting Officer

242210 Business Administrator Business Administrator

242302 Skills Development Facilitator / Practitioner Skills Development Facilitator / Practitioner

242303 Human Resource Advisor Hr Administrator

Hr Analyst

Hr Officer

Personnel Officer

Remuneration and Benefits Specialist

242304 Workplace / Industrial Relations Advisor Industrial Relations Officer

242401 Training and Development Professional Training Advisor

Training and Development Practitioner

Training Coordinator

Training Officer

242402 Occupational Instructor / Trainer Maintenance Instructor

242404 Student Support Service Officer Student Support Service Officer

243102 Market Research Analyst Market Research Project Manager / Project Leader

243103 Marketing Practitioner Marketing Officer

35

OFO Code Occupation Specialisation name

Product Manager

Sales Coordinator

243203 Corporate Communication Manager Corporate Communication Manager

243301 Sales Representative / Salesman (Industrial Products)

Customer Services Engineer / Processor

Technical Representative / Salesman

Technical Sales Consultant / Coordinator / Manager

Technical Service Advisor / Salesman

251101 ICT Systems Analyst ICT Systems Analyst

ICT Systems Coordinator

ICT Systems Specialist

251201 Software Developer Software Developer

Software Engineer

251202 Programmer Analyst Software Configuration / Licensing Specialist

252101 Database Designer and Administrator Data Administrator

Database Administrator

252201 Systems Administrator IT Information Systems Administrator

Network Administrator

Systems Administrator (Computers)

252301 Computer Network and Systems Engineer Systems Engineer

252901 ICT Security Specialist Information Technology Security Manager

Security Administrator

261101 Attorney Commercial Rights Manager

264202 Newspaper or Periodical Editor Magazine Designer

311101 Chemistry Technician Chemical Laboratory Technician / Analyst

Chemical Manufacturing Technician

Chemical Process Analyst

Chemistry Technical Officer

311102 Physical Science Technician Product Quality Laboratory Technician

311201 Civil Engineering Technician Work Site Engineering Technician

311301 Electrical Engineering Technician Electrical Instrument Technician

311501 Mechanical Engineering Technician Mechanical Instrument Technician

311601 Chemical Engineering Technician Chemical Engineering Technician

311801 Draughtsperson Chemical Engineering Draughtspersons

Design and Manufacturing Draughtsperson

Electrical Engineering Draughtsperson

Manufacturing Draughtsperson

311904 Manufacturing Technician Manufacturing Technician

312102 Miner Blasting Assistant

36

OFO Code Occupation Specialisation name

312201 Production / Operations Supervisor (Manufacturing)

Manufacturing Foreman

Production / Operations Supervisor (Manufacturing)

Production Plant Supervisor

Shift Manager (Production)

312202 Maintenance Planner Maintenance Planner

313301 Chemical Plant Controller Chemical Plant Controller

Chemical Process Technician

Chemical-still and Reactor Operator

314301 Forestry Technician Forestry Technical Assistant

325705 Safety Inspector Safety Health Environment Quality Inspector

331201 Credit or Loans Officer Credit Controller

Finance Clerk / Officer

Finance Systems Assistant

Treasury Officer

332207 Chemical Sales Representative Chemical Sales Representative

332301 Retail Buyer General / Company Buyer

332302 Purchasing Officer Procurement Administrator / Coordinator / Officer

Procurement Officer (Consumer Sensitive Consumables)

Purchasing Agent / Assistant / Buyer / Clerk / Controller

Purchasing and Logistics Officer

Purchasing Officer

Purchasing Stores Officer

333101 Clearing and Forwarding Agent Shipping Agent Coordinator

333401 Property Manager Property Manager

333908 Marketing Coordinator Marketing Coordinator

Marketing Support Coordinator

334102 Office Administrator Office Administrator

334201 Legal Secretary Legal Practice Manager

334302 Personal Assistant Administrative Secretary

Executive Assistant

Personal Assistant

335101 Customs Officer Customs Liaison Officer / Prevention Officer

335402 Import-export Administrator Certification Clerk

341110 Associate Legal Professional Legal Advisor

351301 Computer Network Technician Computer Network Technician

351401 Web Technician Website Administrator

411101 General Clerk Administration Clerk / Officer

Administrative Assistant

37

OFO Code Occupation Specialisation name

General Clerk

Lab Administrator

412101 Secretary (General) Secretary (General)

413101 Word Processing Operator Typist

413201 Data Entry Operator Data Capturer

422501 Enquiry Clerk Client Liaison Officer

Communications Assistant

Corporate / Front Office Receptionist

422601 Receptionist (General) Front Desk Support Officer

Receptionist (General)

422701 Survey Interviewer Field Worker

431101 Accounts Clerk Accounting Clerk

Accounts Clerk

Accounts Payable or Receivable Clerk

Assets Clerk / Coordinator

Creditors Clerk

Debtors Clerk

431102 Cost Clerk Costing Estimator

Pricing Clerk / Analyst / Estimator

431301 Payroll Clerk Payroll Assistant / Consultant / Coordinator

Payroll Clerk

Payroll Officer / Administrator / Advisor / Analyst

432101 Stock Clerk / Officer Inventory Clerk / Controller / Administrator

Purchasing and Inventory Officer

Stock Clerk / Officer

Stores Controller

Stores Maintenance Clerk

432102 Dispatching and Receiving Clerk / Officer Distribution Officer

Freight Clerk / Agent

Receiving Clerk

Shipping and Receiving Clerk

Workshop Clerk

432201 Production Coordinator Distribution Controller

Logistics Clerk / Assistant / Controller / Coordinator / Planner / OfficerProduction Coordinator

Production Planner / Officer

Shift Controller

441501 Filing or Registry Clerk Document Control Officer

Filing or Registry Clerk

441602 Skills Development Administrator Training Administrator

38

OFO Code Occupation Specialisation name

441603 Compensation and Benefits Clerk Benefits Administrator

Remuneration and Benefits Clerk

441902 Contract Administrator Contract Administrator

Contracts Officer

441903 Program or Project Administrators Administration Officer

Administrator

Programme / Project Coordinator

Project Advisor / Leader

Project Controller

Project Coordinator

Project Programme Specialist

513102 Cafe Worker Canteen Attendant / Worker

515103 Commercial Housekeeper Housekeeper (Not Private)

515301 Caretaker Maintenance Officer

523102 Office Cashier Office Cashier

524903 Sales Clerk / Officer Sales Clerk / Officer

541401 Security Officer Security Officer

541902 Emergency Service and Rescue Official Emergency Response Officer

542203 Special Forces Operator Team Leader (Tm Ldr)

542305 Engineer Soldier Engineer Officer

611302 Landscape Gardener Gardener

641502 Carpenter Carpenter Maintenance

642605 Plumbing Inspector Drainage Inspector

651202 Welder Welder

651301 Sheet Metal Worker Sheet Metal Worker

651302 Boilermaker Boilermaker

Boilermaker-welder

651501 Rigger Rigger Scaffolder

652201 Toolmaker Tool Die Maker

Toolmaker

652301 Metal Machinist Machine Setter

Machine Tool Fitter

Machinist and Fitter (Automotive)

Turner (Metal)

Turner Machinist

652302 Fitter and Turner Fitter and Turner

653101 Automotive Motor Mechanic Motor Mechanic

Vehicle Mechanic

653303 Mechanical Fitter General Fitter

Hydraulic Fitter

Machine Fitter (Hydraulics)

39

OFO Code Occupation Specialisation name

Machine Fitter (Including Hydraulics and Pneumatics)

Maintenance Fitter

Mechanical Fitter

653306 Diesel Mechanic Diesel Mechanic

653310 Lubrication Equipment Mechanic Lubrication Equipment Mechanic

671101 Electrician Electrician

Electrician (General)

671202 Millwright Millwright

672104 Electronic Equipment Mechanician Electronic Adjuster / Fitter / Serviceman

Electronic Fitter

684201 Shotfirer Shotfirer

684202 Blaster Blaster

713101 Chemical Production Machine Operator Chemical Production Machine Operator

Explosive Products Machine Operator

Explosives Mixer Operator

715701 Laundry Machine Operator Laundry Machine Operator

718201 Boiler or Engine Operator Ship's Boiler Operator

Steam Boilerman Fireman

718303 Filling Line Operator Filling Machine Operator

718304 Packaging Manufacturing Machine Minder Packaging Machine Operator

718304 Packaging Manufacturing Machine Minder

718905 Engineering Production Systems Worker Computer Numeric Control (CNC) Machine Operator

721901 Product Assembler Box Builder

731101 Train Driver Locomotive Driver

731201 Railway Signal Operator Railway Shunter

732101 Delivery Driver Driver-messenger

733201 Truck Driver (General) Dumper Truck Driver

Truck Driver (General)

734101 Agricultural Mobile Plant (Equipment) Operator Tractor Driver

734402 Forklift Driver Forklift Driver

Forklift Operator

811201 Commercial Cleaner Cleaner (Non-domestic)

Factory Cleaner / Sweeper

Workshop Cleaner

811203 Tea Attendant Tea Lady

811204 Caretaker / cleaner Caretaker / cleaner

831301 Builder's Worker Artisan Aide Building Trade

Maintenance Person / Coordinator

832901 Metal Engineering Process Worker Fitter's Assistant

832903 Timber and Wood Process Worker Panel Production Worker

832907 Chemical Plant Worker Chemical Plant Worker

40

OFO Code Occupation Specialisation name

833301 Freight Handler (Rail or Road) Rail and Road Transport Vehicle Loader

833303 Waterside Worker Wharf Labourer

833401 Shelf Filler Storeperson Packer / Shelver

833402 Store Person Manufacturing Storeperson

Store Person

Stores Assistant

862301 Meter Reader Meter Reader

862918 Electrical or Telecommunications Trades Assistant

Artisan Aide Electrical

Instrument Artisan Assistant

Total

Source: WSP submissions, June 2012

41