SUBSECTOR SKILLS PLAN PETROLEUM - CHIETA · Level 01 360 0.8 Level 02 1 642 3.6 Level 03 940 2.1...
16
Page | SUBSECTOR SKILLS PLAN PETROLEUM 16 SEPTEMBER 2014
Transcript of SUBSECTOR SKILLS PLAN PETROLEUM - CHIETA · Level 01 360 0.8 Level 02 1 642 3.6 Level 03 940 2.1...
Page |
SUBSECTOR SKILLS PLAN
PETROLEUM
16 SEPTEMBER 2014
i
CONTENTS
1. INTRODUCTION ..........................................................................................................................1
2. STATISTICAL OVERVIEW ..............................................................................................................2
3. KEY CHALLENGES AND OPPORTUNITIES .......................................................................................4
3.2 ARTISANS ............................................................................................................................. 4
3.3 TECHNICIANS ....................................................................................................................... 4
3.4 ENGINEERS .......................................................................................................................... 5
3.5 HYDRAULIC FRACKING ........................................................................................................ 5
4. SKILLS DEVELOPMENT PRIORITIES ...............................................................................................5
5. PRIORITY AND SCARCE SKILLS .....................................................................................................7
ANNEXURE A Methodology used to weight WSP data to sector totals ............................................... 14
1
1. INTRODUCTION
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 provided detailed analyses of each of the subsectors and were 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 2014 the CHIETA decided to prepare much shortened versions of the subsector skills plans – with a strong focus on the most recent challenges and opportunities identified in the respective subsectors and the skills development priorities identified by the chambers responsible for the subsectors.
This shortened version of the subsector skills plan consists of the following sections:
Statistical Overview
This overview is based on the levy payment information for the 2013-2014 financial year and the workplace skills plans (WSPs) submitted to the CHIETA in March 2014. The data was weighted in order to extrapolate it to subsector totals (see Annexure A). The statistical overview provides information on the organisations in the subsector and the employees working in the subsector.
Key Challenges and Opportunities
At a series of chamber meetings held in July 2014 the key skills development challenges facing the Chemical Sector as a whole (as identified in the 2014 SSP update) were presented and discussed. The ways in which each of the subsectors and chambers were affected and reacted to these challenges were highlighted. Challenges and opportunities that were unique to each subsector were also identified. These discussions form the basis for this section in the subsector skills plan.
Skills development Priorities
The skills development priorities that each of the chambers set for itself are reflected in this section of the subsector skills plan.
2
Scarce skills
A list of occupations in which skills shortages exist in the Chemicals Sector was compiled for the 2014 SSP. This list was based on the scarce skills information provided by employers in the WSP submissions of March 2014. In the last section of this subsector skills plan the skills shortages identified by employers in this particular subsector are listed in table format. The table is an extract from the scarce skills list of the total sector and contains information on the number of vacancies identified in the subsector. It also provides a sector perspective, i.e. whether it is regarded as a priority skill in the Chemical Sector as a whole, total employment in this occupation in the Chemical Sector, the total number of vacancies in the Chemical Sector and vacancies and percentage of total employment.
This subsector skills plan is a draft document for further discussion in the chamber meetings that will be held in October 2014.
2. STATISTICAL OVERVIEW
ORGANISATIONS IN THE SUBSECTOR
Number of levy-payers in subsector 195 Percentage of levy-payers in the Chemical Sector 10 Percentage of levies paid in the Chemical Sector 45
EMPLOYMENT IN THE SUBSECTOR
Total employment 45 473
PROVINCIAL DISTRIBUTION OF EMPLOYEES
Province N %
Eastern Cape 255 0.6
Free State 5 900 13.0
Gauteng 9 138 20.1
KwaZulu-Natal 5 060 11.1
Limpopo 143 0.3
Mpumalanga 18 078 39.8
North West 154 0.3
Northern Cape 87 0.2
Western Cape 6 657 14.6
Total 45 473 100.0
AGE DISTRIBUTION OF EMPLOYEES
Age category N %
Younger than 35 17 282 38.0
35 - 54 21 947 48.3
55 - 59 4 089 9.0
60 and older 2 155 4.7
Total 45 473 100.0
3
OCCUPATIONAL DISTRIBUTION OF EMPLOYEES
Occupational Group N %
Managers 5 176 11.4
Professionals 7 623 16.8
Technicians and associate professionals 11 903 26.2
Clerical support workers 3 929 8.6
Service and sales workers 1 434 3.2
Skilled and related trades workers 4 381 9.6
Plant and machine operators and assemblers 5 912 13.0
Elementary occupations 3 713 8.2
Learners 1 401 3.1
Total 45 473 100
EQUITY Race and gender distribution of employees
Female Male Total
N %* N %* N %*
African 5 935 13.1 19 118 42.0 25 053 55.1
Coloured 1 404 3.1 2 653 5.8 4 056 8.9
Indian 1 028 2.3 2 259 5.0 3 287 7.2
White 3 730 8.2 9 345 20.6 13 076 28.8
Total 12 097 26.6 33 376 73.4 45 473 100.0
*Percentage of total employment in subsector.
Number of women and Blacks per occupational group
Occupational Group
Women Blacks
N %* N %*
Managers 1 353 26.1 2 663 51.5
Professionals 3 093 40.6 4 623 60.6
Technicians and associate professionals 2 811 23.6 8 169 68.6
Clerical support workers 2 365 60.2 2 751 70.0
Service and sales workers 342 23.9 1 266 88.3
Skilled and related trades workers 374 8.5 2 923 66.7
Plant and machine operators and assemblers 485 8.2 5 582 94.4
Elementary occupations 690 18.6 3 329 89.6
Learners 585 41.7 1 091 77.9
Total 12 097 26.6 32 397 71.2
Percentage of employment in occupational group.
Number of disabled people employed 402
Disabled people as % of employment 0.9
4
HIGHEST EDUCATIONAL QUALIFICATIONS OF EMPLOYEES
NQF Level N %
Below Level 01 837 1.8
Level 01 360 0.8
Level 02 1 642 3.6
Level 03 940 2.1
Level 04 11 536 25.4
Level 05 2 283 5.0
Level 06 6 788 14.9
Level 07 5 473 12.0
Level 08 730 1.6
Level 09 1 290 2.8
Level 10 279 0.6
Undefined 13 316 29.3
Total 45 473 100
3. KEY CHALLENGES AND OPPORTUNITIES
Key challenges and unrealised opportunities related to skills development in the Petroleum and Base Chemicals subsectors were identified in a joint research project between SAPIA and the CHIETA and during a chamber meeting held in July 2014.
3.2 ARTISANS
Some companies still find it difficult to recruit qualified artisans.
Opportunities to develop semi-skilled staff into artisans through the recognition of prior learning (RPL) are not yet optimally utilised by companies. There seems to be a need for public or private training institutions to take over the responsibility for RPL.
The poor quality of maths and science teaching at all levels remains a challenge as it stifles the supply of candidates who qualify for artisan training programmes.
The quality of education and training offered by the technical vocational education and training (TVET) colleges, is not to the satisfaction of the industry. This impacts negatively on the quality of artisan training and on the numbers of apprentices and learners who qualify as artisans.
Organisations in the sector are willing to release staff to teach at the TVET colleges. However, this potential resource still needs to be harnessed by the TVET sector.
There is a need for an artisan training programme that is unique to the petroleum industry. Such a programme should, for example include the bulk handling of materials in terminals.
Artisans should not only be trained in technical skills, but training should also include administrative skills such as report writing.
The articulation between TVET colleges and universities of technology can be improved so that artisans can have the opportunity to develop into higher level professionals – not only into managers.
3.3 TECHNICIANS
Some companies find the recruitment of technicians challenging.
5
The training content of the programmes offered by the universities of technology are not always to the satisfaction of the industry.
There is not a training programme in place for the up-skilling of technicians to higher level technical positions.
Specialised training programmes need to be moved from private to public education and training institutions.
There is a need for the recognition of prior learning for technicians.
Generally technicians don’t register with the Engineering Council of South Africa (ECSA). One of the most important reasons why they don’t register is the fact that they cannot meet the training requirements for registration. This and other aspects of the registration and professionalisation of technicians need to be discussed with ECSA.
There is a need for more support for training that prepares candidates for the Government Certificates of Competence (GCC). People with these certificates are sought after in industry and the certificates can open up career opportunities for artisans and technicians.
3.4 ENGINEERS
Shortages of engineers are experienced in the subsectors and there is a clear need to increase the number of enrolments on engineering programmes.
Engineering programmes don’t address the specific needs of this industry and there is a clear need and general support for a Petroleum Engineering training programme.
Engineers don’t register with ECSA and those who do don’t always meet the continuous professional development (CPD) requirements in order to maintain their registration. This poses a problem to the industry.
3.5 HYDRAULIC FRACKING
Hydraulic Fracturing (“Fracking”) is expected to start in 2018. Entrepreneurship and technology development are very important ingredients for the successful exploitation of shale gas. Chemical studies will be required to establish baseline conditions in the Karoo before fracking starts. The field of forensic chemistry is very important to the developments related to fracking – baseline conditions will have to be established before fracking starts in order to be used in litigation that may follow in later years.
Local communities will also play an important role in the monitoring of environmental conditions in the areas where shale gas is extracted. However, members of these communities need to be trained to do specific observations and perform other related tasks.
Specialised skills in various fields will be required including Hydro-Chemistry, Forensic Chemistry, Economics, Social Sciences, Geo-Hydrology, Earth Stewardship Sciences, Data Management etc.
4. SKILLS DEVELOPMENT PRIORITIES
For the Petroleum and Base Chemicals Chamber the following are priorities:
The implementation of the South African Petroleum Institute in support of an integrated skills development strategy in the petroleum industry. The Institute will be virtual in nature, consisting of a select number of affiliated educational institutions (FET colleges, universities of technology, universities and private providers) recognised as key providers to the industry and accredited by the CHIETA Education and Training Quality
6
Assurance Body(ETQA). A centralised institute office will fulfil a facilitating and coordinating role in: o the provision of appropriate skills for the industry across the value chain, i.e.
upstream, midstream and downstream, through curriculum development, alignment
with technological advances, continuous professional development (CPD)
programmes, etc.;
o building capacity in educational institutions by supporting educators to become
subject matter experts in their respective fields, and by periodic engagement of
experts from educational institutions abroad and/or from industry as guest
lecturers;
o the provision of placements for experiential and work-based training – learnerships,
apprenticeships and internships;
o guiding and facilitating the articulation of appropriately skilled staff to higher
qualification levels through the recognition of prior learning and career
development, with a special emphasis on equity and redress; and
o collaborating with accreditation bodies such as CHIETA-ETQA, the Quality Council for
Trades and Occupations (QCTO), ECSA, and the departments responsible for the
Government Certificate of Competence (GCC), where appropriate.1
The implementation of a coherent approach to skills development in the oil and gas industry, inclusive of a Marine Oil and Gas Academy, aimed at linking industry with public and private providers and learners in the oil and gas value chain, and developing local capacity, benchmarked against global standards.
Skills to support new and emerging developments such as shale gas exploration and extraction through hydraulic fracturing or “fracking”. It is expected that this new development will require people with a strong maths and science base, that skills will have to be developed across all levels and that emphasis will have to be placed on trans-disciplinary natural and social science skills.
1 Statement of Intent: A South African Petroleum Institute, 18
th July 2014.
7
5. PRIORITY AND SCARCE SKILLS O
ccu
pat
ion
Co
de
Occupation Name
Pri
ori
ty S
kill
in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
ce S
kill
in C
he
mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
Tota
l Vac
anci
es
in
Ch
em
ical
Se
cto
r
Vac
anci
es
as %
of
Emp
loym
en
t
Comments Vac
anci
es
in
Pe
tro
leu
m S
ub
sect
or
112101 Managing Director YES 1 538 NO 5 15 1.0 15
121202 Business Training Manager
YES 249 YES 8 26 10.3 21
121206 Health and Safety Manager
YES 367 NO 5 18 4.9 12
121901 Corporate General Manager
YES 1 297 NO 4 13 1.0 12
122101 Sales and Marketing Manager
YES 1 238 NO 13 57 4.6 11
122102 Sales Manager YES 1 960 NO 11 19 1.0 7
122201 Advertising and Public Relations Manager
YES 76 YES 3 61 80.4 61
122301 Research and Development Manager
YES 287 NO 6 9 3.3 2
132102 Operations Manager - Manufacturing
YES 1 843 NO 12 28 1.5 Plant managers scarce in certain areas, e.g. East London.
14
132104 Engineering Manager YES 916 YES 13 61 6.6 52
132106 Manufacturing YES 420 NO 6 8 2.0 6
8
Occ
up
atio
n C
od
e
Occupation Name
Pri
ori
ty S
kill
in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
ce S
kill
in C
he
mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
Tota
l Vac
anci
es
in
Ch
em
ical
Se
cto
r
Vac
anci
es
as %
of
Emp
loym
en
t
Comments Vac
anci
es
in
Pe
tro
leu
m S
ub
sect
or
Quality Manager
132401 Supply and Distribution Manager
YES 978 NO 8 9 0.9 2
132404 Warehouse Manager YES 335 YES 1 21 6.3 21
133102 ICT Project Manager YES 32 YES 4 46 143.8 46
133104 Application Development Manager
YES 65 NO 2 5 7.7 5
134904 Office Manager YES 118 NO 2 4 3.4 2
134915 Operations Manager - Non Manufacturing
YES 46 YES 3 14 30.4 12
143905 Call or Contact Centre Manager
YES 123 NO 5 10 8.0 1
211301 Chemist YES 261 YES 22 51 19.6 6
211401 Geologist YES 63 YES 2 12 18.9 12
214101 Industrial Engineer YES 750 YES 15 61 8.2 Engineers not registered. Experienced engineers are scarce.
39
214102 Industrial Engineering Technologist
YES 310 NO 3 6 1.9 6
214201 Civil Engineer YES 49 NO 1 4 8.2 4
214202 Civil Engineering YES 4 NO 1 6 150.0 6
9
Occ
up
atio
n C
od
e
Occupation Name
Pri
ori
ty S
kill
in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
ce S
kill
in C
he
mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
Tota
l Vac
anci
es
in
Ch
em
ical
Se
cto
r
Vac
anci
es
as %
of
Emp
loym
en
t
Comments Vac
anci
es
in
Pe
tro
leu
m S
ub
sect
or
Technologist
214401 Mechanical Engineer YES 371 YES 7 27 7.2 Engineers not registered. Experienced engineers are scarce.
14
214402 Mechanical Engineering Technologist
YES 112 YES 3 30 26.8 30
214601 Mining Engineer YES 152 YES 2 16 10.5 Engineers not registered. Experienced engineers are scarce.
16
214604 Metallurgical Engineering Technologist
YES 30 NO 1 2 6.7 2
215101 Electrical Engineer YES 293 NO 5 11 3.8 Engineers not registered. Experienced engineers are scarce.
9
215102 Electrical Engineering Technologist
YES 82 YES 1 15 18.2 15
215201 Electronics Engineer YES 63 YES 6 13 20.9 Engineers not registered. Experienced engineers are scarce.
11
215202 Electronics Engineering Technologist
YES 88 NO 2 9 10.2 9
216502 Surveyor YES 20 NO 2 11 55.0 11
10
Occ
up
atio
n C
od
e
Occupation Name
Pri
ori
ty S
kill
in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
ce S
kill
in C
he
mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
Tota
l Vac
anci
es
in
Ch
em
ical
Se
cto
r
Vac
anci
es
as %
of
Emp
loym
en
t
Comments Vac
anci
es
in
Pe
tro
leu
m S
ub
sect
or
226302 Safety, Health, Environment and Quality - SHE&Q - Practitioner
YES 1 410 NO 11 65 4.6 39
226902 Occupational Therapist
YES 5 NO 1 2 40.0 2
241104 External Auditor YES 20 NO 3 16 80.5 11
241107 Financial Accountant YES 432 NO 3 15 3.5 11
241108 Forensic Accountant YES 2 NO 2 18 900.0 18
241202 Investment Manager YES 18 NO 1 1 5.6 1
242101 Management Consultant
YES 910 NO 1 1 0.1 1
242204 Corporate Treasurer YES 19 NO 1 14 73.7 14
242208 Organisational Risk Manager
YES 122 NO 3 9 7.4 8
242303 Human Resource Advisor
YES 806 NO 4 22 2.7 20
242402 Occupational Trainer YES 265 NO 1 4 1.5 4
243102 Market Research Analyst
YES 640 NO 3 2 0.3 1
243103 Marketing Practitioner
YES 1 830 NO 10 31 1.7 19
243201 Communication Coordinator
YES 194 YES 3 39 20.1 39
11
Occ
up
atio
n C
od
e
Occupation Name
Pri
ori
ty S
kill
in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
ce S
kill
in C
he
mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
Tota
l Vac
anci
es
in
Ch
em
ical
Se
cto
r
Vac
anci
es
as %
of
Emp
loym
en
t
Comments Vac
anci
es
in
Pe
tro
leu
m S
ub
sect
or
243301 Sales Representative - Industrial Products
YES 2 126 NO 19 58 2.7 Industry is very specialised and requires technical and sales ability - multi skilled people with experience are difficult to fin
11
262202 Information Services Manager
YES 125 NO 1 1 0.8 1
263101 Economist YES 49 NO 3 8 16.7 6
311101 Chemistry Technician YES 3 736 NO 14 38 1.0 4
311201 Civil Engineering Technician
YES 102 YES 2 12 11.8 12
311502 Boilers and Pressure Vessels Inspector
YES 91 YES 1 13 14.4 13
311701 Mining Technician YES 33 YES 2 17 50.8 16
311702 Metallurgical or Materials Technician
YES 34 NO 1 4 11.8 4
311801 Draughtsperson YES 165 YES 8 25 15.1 17
312101 Production Supervisor - Mining
YES 456 NO 2 16 3.5 14
313301 Chemical Plant Controller
YES 5 802 NO 26 52 0.9 17
313401 Gas or Petroleum Controller
YES 1 547 NO 1 1 0.1 1
332401 Commodities Trader YES 23 NO 1 2 8.6 2
351302 Geographic Information Systems
YES 121 NO 2 3 2.5 3
12
Occ
up
atio
n C
od
e
Occupation Name
Pri
ori
ty S
kill
in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
ce S
kill
in C
he
mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
Tota
l Vac
anci
es
in
Ch
em
ical
Se
cto
r
Vac
anci
es
as %
of
Emp
loym
en
t
Comments Vac
anci
es
in
Pe
tro
leu
m S
ub
sect
or
Technicians
411101 General Clerk YES 3 855 NO 6 8 0.2 4
431204 Insurance Claims Administrator
YES 6 NO 1 3 49.0 3
431301 Payroll Clerk YES 228 NO 3 11 4.8 11
432101 Stock Clerk YES 1 795 NO 5 7 0.4 6
432201 Production Coordinator
YES 1 668 NO 10 58 3.5 51
331301 Bookkeeper YES 689 NO 1 2 0.3 2
733201 Truck Driver - General
YES 1 889 NO 5 18 1.0 15
733204 Tanker Driver YES 1 086 NO 2 10 0.9 10
831301 Builder's Worker YES 126 YES 2 21 16.6 21
832907 Chemical Plant Worker
YES 4 372 NO 7 25 0.6 7
441902 Contract Administrator
YES 81 NO 1 3 3.7 3
441903 Program Administrator
YES 580 NO 2 11 1.9 6
522301 Sales Assistant - General
YES 635 NO 7 5 0.8 3
542311 Engineer Officer YES 4 NO 1 1 25.0 1
642607 Pipe Fitter YES 14 NO 1 94 679.3 94
13
Occ
up
atio
n C
od
e
Occupation Name
Pri
ori
ty S
kill
in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
ce S
kill
in C
he
mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
Tota
l Vac
anci
es
in
Ch
em
ical
Se
cto
r
Vac
anci
es
as %
of
Emp
loym
en
t
Comments Vac
anci
es
in
Pe
tro
leu
m S
ub
sect
or
651202 Welder YES 259 YES 1 283 109.3 Shortage of welders. 283
651302 Boiler Maker YES 202 YES 2 103 51.0 94
653303 Mechanical Fitter YES 2 078 NO 6 18 0.9 6
653306 Diesel Mechanic YES 214 NO 2 8 3.7 8
671101 Electrician YES 1 196 YES 7 174 14.5 160
671102 Electrical Installation Inspector
YES 6 NO 2 83 1313.5 80
672105 Instrument Mechanician
YES 1 020 NO 9 42 4.1 31
672107 Special Class Electrician
YES 5 NO 1 7 128.2 7
711301 Driller YES 70 NO 1 1 1.4 1
14
ANNEXURE A Methodology used to weight WSP data to sector totals
The information that employers submit annually to the CHIETA in their Mandatory Grant applications (WSPs/ATRs) provides detailed information on employment in the sector. In order to compensate for organisations that did not submit mandatory grant applications, the data was weighted to sectoral figures. This was done by using the size of the levy amount paid as a proxy for employment. Weighting was calculated separately for each subsector and for the different size organisations in each, because of wage differentials that occur between subsectors and organisations of different sizes.
In each of the subsector-size categories the weights applied were calculated as follows:
Weight = Levy amount paid (all organisations)/levy amount paid (organisations who submitted WSPs)
The weights were applied to the individual employee records and were used throughout the analysis of the sectoral profile. The weights that were applied to each subsector are shown in the table below.
Subsector < R100 000 R100 000 - R999 999
R1 mil – R4 999 999
R5 mil – R9 999 999
R10 mil +
Base Chemicals 4.5 1.1 1.3 1.0 Explosives
1.0
1.0
FMCG 2.2 1.1 1.2
1.0
Fertilisers 3.7 1.2 1.0 Glass 5.3 1.7
1.0
Petroleum 1.9 1.3 1.3 1.0 1.0
Pharmaceuticals 1.8 1.1 1.3 Speciality Chemicals 1.7 1.1 1.0 1.0
Surface Coatings 2.0 1.1 1.0
