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Streamlining SDL compliance (Part 2)

This article by Daniel Orelowitz, managing director at Training Force unpacks how to claim the 20% mandatory grant through the Skills Development Levy (SDL). This article is part two of a two-part story.

Provide expertise in designing and delivering training initiatives that align with WSP or training plan objectives.
Provide expertise in designing and delivering training initiatives that align with WSP or training plan objectives. Image Credit: Freepik

…continued from part one.

Outsourcing compliance to increase effectiveness

A training partner can assist companies in achieving SDL compliance and making use of the relevant grant opportunities in several invaluable ways:

  1. Provide administrative support – navigate the bureaucratic aspects of SDL compliance by guiding businesses through the registration process, submitting SDL payments accurately and on time, and ensuring that all necessary documentation is complete and filed correctly.
  2. Complying with the quality management systems (QMS) requirements set by the relevant SETA – SETAs have comprehensive systems with guidelines to navigate their processes and procedures. It is important to align with a training provider who has in-depth knowledge and experience in navigating and interpreting SETA requirements.
  3. Development of training plans – Design a comprehensive WSP and ATR to outline the company’s training needs and objectives, as well as the strategies for addressing those needs.
  4. Establishment of training committees – Employers must establish training committees that meet regularly and consult on the training needs and plans of the organisation. This follows best practices and forms part of the requirements of mandatory grant compliance. A reputable provider is willing to guide employers with the establishment and objectives of an organisation’s training committee.
  5. Implementation of training programmes – Provide expertise in designing and delivering training initiatives that align with WSP or training plan objectives and meet the specific needs of the business. Reputable providers can provide you with the required implementation plans upfront to help you navigate your skills need.
  6. Monitoring and reporting – Track the progress of training initiatives, monitor employee participation, mitigate learner attrition, and ensure that records are accurately maintained, such as learner attendance registers, training materials and assessment results.
  7. Compliance audits and inspections – Help companies prepare the required documentation and records. They can assist in conducting internal audits to identify any potential compliance gaps and suggest corrective measures to ensure full compliance with the SETA requirements. Additionally, outsourcing to a training provider can assist with BBBEE scorecard compliance through the subsidisation of grants allotted to employers.

Big benefits, bigger impact

Partnering with a reputable training provider offers significant benefits in ensuring SDL compliance. Their expertise in navigating administrative processes, developing comprehensive training plans, and implementing approved programmes eases the administrative burden for companies. By monitoring progress, maintaining accurate records and providing support during audits, they contribute to seamless compliance. Furthermore, their guidance maximises the benefits derived from SDL initiatives, promoting skills development and enhancing workforce productivity. Working with a training provider not only increases the likelihood of successful SDL compliance but also facilitates the optimisation of training opportunities, ultimately leading to a more skilled and competitive organisation while contributing to the skills development of the national workforce.

Source: Training Force