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Home » QCTO deadline and the expiry of NQF legacy qualifications

QCTO deadline and the expiry of NQF legacy qualifications

The following article looking at the QCTO deadline and the expiry of NQF legacy qualifications, implications and strategies for employers, is written by Roland Innes, MD at DYNA Training, and Leigh-Ann Revill, CEO and principal at Chartall Business College. This is part one of a two-part article.

Roland Innes, MD at DYNA Training.
Roland Innes, MD at DYNA Training. Supplied by DYNA Training

The South African skills development landscape is undergoing a significant transformation with the enrolment end-date of “legacy” qualifications scheduled for 30 June 2024. Employers will no longer be able to registers learners on legacy qualifications not yet aligned to the Occupational Qualifications Sub-Framework (OQSF). As the deadline approaches, employers find themselves at a crossroads, needing to make informed decisions on their next steps regarding legacy qualifications and the future of their skills development programmes. To assist in this critical period, employers currently running training programmes need to have a clear understanding of the three key options available to ensure the continued development of their workforce.

After 30 June 2024, enrolment in SETA-accredited qualifications will cease. It will then be necessary to register all learners for occupationally directed qualifications through the QCTO starting 1 July 2024. Despite this imminent deadline, a considerable number of employers seem unaware of the impending changes, while others have more questions than answers. The QCTO’s focus on providing occupationally relevant qualifications necessitates a shift in how organisations approach skills development. With the departure from generic qualifications, employers must now carefully plan their initiatives, aligning them with internal needs and identifying specific scarce skills within their businesses. In short, planning has just become a vital component in crafting effective skills development strategies that meet the needs of South Africa’s evolving workforce.

Collaboration and communication are key

Here, employers and providers are strongly advised to consult with the QCTO and relevant SETA for the development, accreditation and registration of skills programmes, given that the alignment process requires a comprehensive application. The SDP will need to apply for accreditation of the new programme with the QCTO.

Additional consultation is also recommended to ensure that employers and SDPs gain a clear understanding of the SETA’s plans for future qualification registration in each specific industry to avoid duplication of effort or missing the mark entirely.

In terms of the final assessment of occupational programmes, it is also essential to understand the differences between the EISA (External Integrated Summative Assessment) and FISA (Final Integrated Supervised Assessment). EISA applies to QCTO qualifications and part qualifications, whereas FISA applies to QCTO-accredited skills programmes.

Employers must weigh options carefully

Although the time frame is tight, employers have strategic avenues available to them to manage the upcoming deadline. Panic can be averted by taking a proactive approach, and choosing the best option based on the organisation’s specific requirements. Moving forward, it is advisable for companies to work closely with their SDP to meet the deadline, navigate the transition and ensure the continued development of their workforce through occupationally directed programmes.

Source: DYNA Training