28 AUGUST 2018 PRESENTED BY ABIAH MELODI WHAT IS THE OFO The OFO - - PowerPoint PPT Presentation

ORGANISING FRAMEWORK FOR OCCUPATIONS DHET PRESENTATION TO SSP MANAGERS/OFO COORDINATORS 28 AUGUST 2018 PRESENTED BY ABIAH MELODI

• The OFO is a skills-based coded classification system

that captures all jobs in the form of occupations and provides a framework for the identification, articulation, reporting and monitoring of skills demand and supply in the South African labour market;

• provides a common language when talking about
• ccupations;
• captures jobs in the form of occupations; and
• groups occupations into successively broader categories

and hierarchical levels based on similarity of tasks, skills and knowledge.

WHAT IS THE OFO

• Provide information for development of Sector Skills Plans-SETAs

use the OFO in the submission of their 5 Year Sector Skills Plans and Annual Updates.

• Assist with the identification of critical and scarce skills-different

Sectors conduct research on critical and scarce skills

• Identification of common skills development needs- skills-

Information at occupational level assist SETAs to identify common skills development needs and interventions

• Use of information by the employers-assists employers to

communicate with each other in a common language.

THE PURPOSE OF THE OFO

• To enable the identification of scarce, critical and

PIVOTAL (professional, vocational, technical and academic

learning programmes)skills in the labour market.

• SETAs and Employers can use it to broaden the indicators

and drivers of scarce skills that they take into account when developing the annual WSPs and SSPs

• To track the scarcity of skills on the basis of Labour

Market demands. How the scarcity is manifested in a sub-sector, sectors and across sectors essential to inform strategies to reduce the scarcity to attain equilibrium in the labour market between demand and supply.

• For employers to provide information at occupation level

so that the SETAs are able to roll this up the right level to enable identification of common skills development needs and interventions

WHY DO WE USE OFO

• A job is a set of tasks and duties carried out or meant to be carried out, by
• ne person for a particular employer, including self-employment, e.g

Clerical Job.

• An occupation is a set of jobs whose main tasks and duties are

characterised by a high degree of similarity , e.g Senior Government Manager.

• Scarce Skill refers to an absolute or relative demand for skilled people to

fill a particular profession, trade or occupation, e.g Automotive Electricians and Mechanics; Power Generation Engineer.

• Critical Skill refers to the demand for an element of practical or

fundamental competence which allows for Specialization, in essence it refers to “top-up” skills, e.g Mobile Plant Operator might be required to have top-up skills of being able to work with specific computer applications.

• Specialisation can be regarded as the process of focusing an occupational

concentration on a specific area of expertise, e.g Eye Surgeon.

DEFINITIONS

The OFO is embedded in:

• SETA Grant Regulations: (Annexure 2)template and the

SSP framework (PIVOTAL List).

• Also in the OQSF (Occupational Qualification sub-

framework)of the Quality Council for Trades and Occupations= occupational qualification development process

LEGISTLATIVE REQUIREMENTS

• The starting point was looking at the SASCO (South African Standard

Classification of Occupations)and ANZSCO (Australian and New Zealand Standard of Classification of Occupations)models.

• SASCO did not provide the level of detail required= limited to four

digits.

• Also looked at the International Standard for Classification of

Occupations (ISCO)

• In agreement with the SETAs it was decided to use ISCO as the basis

for the tool

• The end product became known as the OFO and was piloted and

aligned to ISCO.

• The structure of the OFO is predetermined by ISCO

DEVELOPING TOOL

Structure of the OFO Codes Using an Example

HOW IS THE OFO STRUCTURED

• The first digit of the OFO code reflects the major group of

the occupation=8 Major Groups

• The second digit in the OFO code reflects the sub-major

group of the occupation=39 Sub Major Groups

• The third digit in the OFO code reflects the minor group
• f the occupation=125 Minor Groups
• The fourth digit in the OFO codes reflects the Unit

Group=440 Unit Groups

• The last two digits in the OFO code reflects the
• ccupation =1507 Occupations

CONTINUATION- STRUCTURE

• 1. Major Group
• 2. Sub Major Group
• 3. Minor Group
• 4. Unit Group
• 5. Occupations
• 6. Specialisations

1 Digit 2 Digits 3 Digits 4 Digits 6 Digits 6 Digits The broadest level of the classification Differ based on skill level and the broadest concept of skill specialisation Sub-divisions of Major Groups Distinguished based on broadly stated skill specialisation Sub-divisions of Sub Major Groups Distinguished based on less broadly stated skill specialisation Sub-divisions of the Minor Groups Distinguished based on a finer degree

• f skill specialisation

Relates to a cluster of jobs which involve the performance of a common set of tasks. 2 PROFESSIONALS 24 BUSINESS AND ADMINISTRATION PROFESSIONALS 241 Finance Professionals 2411 Accountants 241101 General Accountant 241101 Bank Accountant 241102 Cost Accountant

CONTINUATION- STRUCTURE

Skill specialisation is considered in terms of four conceptual concepts:

• the field of knowledge required;
• the tools and machinery used;
• the materials worked on or with; and
• the kinds of goods and services produced.

• SETAs use the OFO codes to report on the scarce and

critical skills in their SSPs. All grant categories, such as learnerships, internships and the rest should be mapped to the occupation for which they prepare learners.

• Employers should plan and report using the (OFO) 6 digit

codes in order to capture jobs in the South African labour market in the form of occupations and to create a common language for talking about occupations and to enable labour market dialogue for talking about skills demand and supply.

• QCTO as a basis for occupational qualification

development processes and certification

• NAMB for implementation of listed trades
• University and VCET branch for planning

WHO USES OFO

• Career Development Services uses the OFO for

developing learning Pathways

• SETA Learnership applications for registration must

include related occupations that are reflected on the OFO

• Compilation of the 100 occupations in demand and the

PIVOTAL skills list by SETAs

• NGO’S
• Researchers

WHO USES OFO

8 Elementary Occupations 7 Plant and Machine Operators and Assemblers 6 Skilled Agricultural, Forestry, Fishery, Craft & Related Trades Workers 5 Service and Sales Workers 4 Clerical Support Workers 3 Technicians and Associate Professionals 2 Professionals 1 Managers Skill Level NQF Level NSDS 1 3 2 4 10 7 6 5 1 2 3 4

ENTRY INTERMEDIATE HIGH

OFO Major Groups

ALIGNMENT OF OFO TO NQF AND SKILLS LEVEL

The Skill Levels are defined in terms

• f

formal education and training, previous experience and on- the-job training. Skill Level 1 Occupations at Skill Level 1 have a level of skill consisting of one of the following:

• NQF Level 1 and 2 qualification,
• Compulsory secondary education up to Grade 10, and
• For some Occupations a short period of on-the-job

training may be required in addition to or instead of the formal qualification. In some instances, no formal qualification or on-the-job training may be required.

UNDERSTANDING SKILL LEVELS

Skill Level 2

• NQF Level 3, 4 and 5 qualification or At least one

year of relevant experience may substitute for the formal qualification, and

• In some instances relevant experience may be

required in addition to the formal qualification. Skill Level 3

• NQF Level 6 qualification
• At least three years of relevant experience may

substitute for the formal qualifications listed above.

• In some instances relevant experience and/or on-

the-job-training may be required in addition to the formal qualification.

UNDERSTANDING SKILL LEVELS

Skill Level 4

• NQF level 7 to 10 qualification; or
• At least 3-5 years of relevant experience;
• r
• Relevant

experience and/or

• n-the-job-

training may be required in addition to the formal qualification.

UNDERSTANDING SKILL LEVELS

• DHET has developed the OFO register system which also

gives access to SETAs.

• SETAS will now submit their requests via online portal

system instead of submitting excel spreadsheet through email.

• OFO Portal is ready for implementation

OFO REGISTER SYSTEM

• Employers are not capacitated by SETAs on the OFO
• Poor SETA stakeholder engagement on the OFO
• Employers do not know how to search the OFO for

similar occupations

• Confuse the occupations, alternative and

specializations

• Confuse job titles or posts with occupations
• Mapping of job titles to occupations using the OFO
• Employers and SETAs use the wrong version and wrong

codes when reporting

• Identification and reporting of critical/PIVOTAL skills

using the OFO by SETAs

PREVIOUS FINDINGS: SETAS AND EMPLOYERS

• SETA Support
• SETA Performance
• Planning Branch
• University Branch
• VCET branch
• NAMB
• QCTO
• Career Development Services

OFO TASK TEAM MEMBERS

• Circular would be issued in October 2018 requesting

names of OFO Coordinators per SETA.

• All inputs/Comments/Suggestions on the Draft OFO

Guideline, OFO Portal and OFO in general should be submitted to Abiah Melodi (Melodi.a@dhet.gov.za) by 30 September 2018.

• SETAs have until 30 September 2018 to test the OFO

Portal System (Username: Ansien@fpmseta.org.za , Password: Test123$).

• The old excel Template would only be used by the

Employers when submitting OFO inputs to the SETAs.

• The next OFO updated version will be released before

end of November 2019.

ANNOUNCEMENTS

THANK YOU