Everything between your payroll and your SETA.
Five services. Take one or hand us the lot. Most clients start with a submission deadline they are about to miss and end up leaving the whole cycle with us.
WSP & ATR submission
The Workplace Skills Plan says what you intend to train this year. The Annual Training Report says what you actually did last year. Together they are the price of admission for getting any of your levy back.
We build both from your payroll data rather than from a template, so the headcount, the occupational levels and the demographic breakdown reconcile with what SARS already has. That reconciliation is what most rejected submissions get wrong.
Filed under our SDF registration, on your SETA's portal, before 30 April.
What you get
- Payroll reconciled and staff mapped to OFO codes and occupational levels
- Training matrix for the coming year, costed and signed off by you
- Annual Training Report evidencing what was delivered
- Consultation record with the training committee or worker representatives
- Submission on the SETA portal, with proof of lodgement kept on file
- The evidence pack ready if the claim is queried or audited
Unlocks 20% of your levy
SETA grant applications
There are two very different pots of money and most employers only ever think about one of them.
The mandatory grant is 20% of your levy and it is effectively yours, provided the WSP and ATR go in on time and stand up. This is the predictable money.
Discretionary grants come out of the 49.5% of levy income that SETAs hold back to fund learnerships, apprenticeships, bursaries and skills programmes. That money is applied for competitively, in windows that open and close without much warning, and it is where the larger sums are.
We watch the windows, write the applications, and follow the payment through the SETA rather than filing and hoping.
What you get
- Mandatory grant claim lodged and tracked to payment
- Discretionary windows monitored for your SETA, so you are not told about them afterwards
- Applications written with the motivation and evidence the SETA asks for
- Learner and programme documentation assembled for the claim
- Follow-up on queries, shortfalls and late payments
Mandatory and discretionary
Skills audits & gap analysis
Before you spend a rand on training, it is worth knowing what the business is actually short of.
A skills audit maps every role against two things: the qualification the NQF says it needs, and the competence the job really demands on the floor. The gap between those two is your training plan, and it is usually not the plan people expect. Companies routinely find they are funding courses for staff who are already competent while a critical role sits with nobody qualified to back it up.
It also feeds the WSP directly, which means the submission stops being an annual guess.
What you get
- Role-by-role competence map across the whole payroll
- Gaps ranked by operational risk, not by department politics
- Succession exposure: the roles where one resignation hurts
- Recognition of Prior Learning candidates identified
- A costed training plan that feeds straight into the WSP
Do this before you buy training
Your appointed Skills Development Facilitator
The Skills Development Act requires every levy-paying employer to appoint an SDF and register that appointment with their SETA.
In most companies the role gets bolted onto an HR manager who already has a full desk, or onto whoever last had a spare afternoon. It is concentrated work: quiet for months, then unforgiving in the weeks before a deadline. The rules also change often enough that doing it occasionally is doing it badly.
We take the appointment. The registration sits with us, the deadlines sit with us, and the SETA correspondence comes to us instead of to an inbox nobody is watching.
What you get
- Formal SDF appointment registered with your SETA
- All SETA correspondence received, read and acted on
- Training committee meetings convened and minuted
- Training records maintained through the year, not rebuilt in April
- Deadline calendar managed on your behalf
- A named person who answers the phone about it
A legal requirement, properly held
B-BBEE skills development planning
Two companies can spend exactly the same amount on training and score fifteen points apart. The difference is planning, not budget.
Skills Development is a priority element on the generic scorecard, worth 20 points before bonuses. Miss the sub-minimum and you are discounted a full level regardless of how the rest of the card looks. The points turn on who was trained, at what NQF level, whether they were absorbed afterwards, and whether the spend was recorded in a form a verification agency will accept.
We structure the year so the training you were going to do anyway lands where it counts, and so the evidence exists when the verification agency asks for it.
What you get
- Skills spend planned against the 6% leviable-amount target
- Absorption and learner-headcount targets factored into the plan
- Spend categorised correctly across the scorecard's line items
- Evidence file built as the year runs, ready for verification
- Alignment with your Employment Equity plan so the two agree
Priority element, protected
Start with the cheapest question.
Send us a payroll summary and your SETA registration and we will tell you what you have been entitled to and what has been claimed. If you are already doing fine, we will say so.