The Woes of Learner Enrolment

learner enrolment

Very often we hear from SDPs (Skills Development Providers) during the Assessment Phase of the 4 Phases of Training (Learner Enrolment, Facilitation, Assessment and Certification) that stress levels are high, they are frustrated, they have incurred additional expenses and they are behind on their Training Plan deadlines.

The Learner Enrolment Phase of Training is predominantly about planning and preparing which is vital in terms of rolling out a successful Accredited Training Programme. We’d like to call your attention to the below in order to assist you in transforming from the woes of Learner Enrolment to the wonders of Learner Enrolment:

  • Many SDPs (Skills Development Providers) are poor marketers as their time is focused on running their businesses instead of marketing their businesses effectively.
    Traditional methods of marketing are fading and as SDPs (Skills Development Providers), it is our responsibility to ensure we are doing sufficient research and building our reputations.
    Imagine your marketing strategy was so unique that it set you apart from your competitors?
  • In order to roll out fruitful training, you need to plan for it.
    A training plan is a detailed outline that guides you as the Skills Development Provider (SDP) on how delivery of training will take place. Do you have a clearly defined plan that details your training dates, dates of submission of the Learner Portfolio of Evidences (PoEs), Assessment and Moderation dates?
  • It is your duty to ensure a user-friendly Learner Enrolment Form is completed by every single person who would like to enrol on your Accredited Training.
    For instance, Short-Sightedness, Wheelchair users, Visual impairments, Psychiatric Disabilities (such as major depression, bipolar disorder, schizophrenia and anxiety disorders, post-traumatic stress disorder, etc.), Traumatic Brain Injury, Epilepsy, HIV/AIDS, Diabetes; Attention Deficit-Disorder or Attention-Deficit/Hyperactivity Disorder (ADD/ADHD) and Learning Disabilities (LD) are all barriers to learning that may affect your learners’ ability to perform without additional support.

According to your Quality Management System (QMS), “it is inevitable that learners could face various challenges during the learning and assessment phase. We are committed in supporting our learners”. Let’s say you are not aware that the learner has a barrier (regardless of whether it is a physical, psychological or intellectual) to learning prior to your learning intervention, this could have a considerable impact on not only training deadlines but also on budget in the event that you need to purchase resources to assist your learner.

Contact us on 087 150 1554 or email info@jtanda.co.za for more information on our Accreditation Assistance, post Accreditation Services and Monthly Retainer packages.

Climbing the training ladder… Oops! Watch out for that snake!

training ladders and snakes

You’re an Accredited Skills Development Provider (SDP) and trying to run your training business sometimes feels like a game of Snakes and Ladders – without any ladders.

We are here to assure you that the game you are in has ladders of success; however, the reality, is that there are also tricky snakes to avoid. In order to climb the ladders, your first step is to willingly roll the dice, as no one has ever won a game by resigning.  

Your jt&a family have a new and unique strategy to help you roll a six… the best board games after all are played with family.

As of February 2020, we are launching our 5-day Training Co Ordinator Short Skills Course which incorporates:

  • Computer Skills
  • Training Plan versus Reality
  • Training Committee Support (FAM)
  • Learner Recruitment
  • Learner Induction
  • Learner Enrolment
  • Learner Uploads
  • Training Material Rollout
  • Facilitator Support
  • Workplace Mentors
  • Assessment Process A-Z
  • Certification

Contact us for more information on this exciting new offer and be ahead of the competition!

The Purpose of Roles and Responsibilities

roles and responsibilities

Highly effective teams have clearly articulated roles and responsibilities. In accordance with your Quality Management System (QMS), as a Skills Development Provider (SDP), your company believes that all people employed have specific roles and responsibilities. Clearly defined roles and responsibilities provide clarity in terms of who is expected to carry out what tasks to maintain efficiency and productivity when rolling out the 4 Phases of Training (Learner Enrolment, Facilitation, Assessment and Certification).

At JTandA, we have identified whilst working with Skills Development Providers (SDPs) that people are repeatedly assigned positions within training companies without fully knowing what they are responsible and accountable for. Despite the fact that our Quality Management Systems (QMS) have a full section dedicated to outlining Roles, Responsibilities and Authorities, the impact of unclear roles and responsibilities is resulting in a delay in your learners receiving their Statement of Results (SOR).

So, here’s three ways you should be maximising the Roles, Responsibilities and Authorities section of your Quality Management System (QMS):

  1. Posting adverts for new employees:
    In accordance with your Employee Selection Policy and Procedure, before any thought is given to advertising a vacant position at your company, you should ensure that a thorough job analysis of the position is available as recruiting and selecting the right people are critical to the achievement of your objectives. This also assists you in preparing your potential employees as to what you will expect from them upfront in order to manage expectations.
  2. Contracts with employees:
    Are you printing generic contracts off the internet? If you are, please stop! Template contracts should be adapted to your specific needs and per specific job role; however, in many cases this is not happening. A contract that has been imitated with little or no thought, is just as bad as not having a contract at all. Your contracts should list all your employees’ roles and responsibilities as outlined in your Quality Management System (QMS).
  3. Employee Appraisals:
    In accordance with your Employee Appraisal Policy and Procedure, performance evaluation is a key element in the development of your employees. There are two objectives for performance appraisals:
    1. Evaluative – used for compensation decisions, employing decisions and to evaluate our selection system.
    2. Developmental – to give feedback on performance, to give direction for future performance, and to identify training and developmental needs.

Without clearly defined roles and responsibilities, it would be almost impossible to have an efficient and useful training plan for your employees in accordance with your Employee Training and Development Policy and Procedure.

The irony is that as Skills Development Providers (SDPs), generally we train and develop external learners and employees; however, we often neglect to train our internal employees with regards to what is expected from our SETAs (Skills Education Training Authorities).

Contact us for more information on our Accreditation Assistance, monthly retainer packages and capacity building workshops.

Certification

certification

Confusion is the welcome mat at the door of Certification, and we can relate that uncertainty is a genuinely stressful feeling. Confusion is the first step toward clarity and therefore our purpose today is to open the door to a whole new world of Certification.

Before we step over the threshold, it’s important to define certification as a formal process whereby through QALA (Quality Assurance of Learner Achievements), it is verified that a learner is competent to practice in their chosen sector or field. Certification is not just about issuing a certificate which is a major misconception.

At jt&a, we have compiled a few handy hints to help you as an Accredited Skills Development Provider (SDP) to hang your Certification troubles at the door and step over the threshold:

  1. Ensure your record keeping system is up to date with all your learner information
    Why? After successful verification, learners will be issued with the Certificates of Competence; we are noting a rise in the details being printed on Certificates of Competence to be inaccurate (names not matching ID numbers as per the learners ID book or ID numbers captured incorrectly). Furthermore, when issuing duplicate certificates, your Quality Management System (QMS) states that a learner brings a copy of their ID and that the Skills Development Provider (SDP) will check the original ID against the one presented.
  2. Ensure all relevant documentation is accessible and updated prior to your External Moderation visit.
    Why? The purpose of External Moderation is for your SETA (Sector Education and Training Authority) to verify and evaluate the assessment process. We understand that the thought of an External Moderation Visit can be quite exasperating and therefore we would encourage you to ensure that all relevant documents are updated, signed and that you have received your learners Portfolio of Evidences back from your Internal Moderator.
  3. Ensure your Certificates of Competence contain a watermark and only one person is responsible for the signing of certificates.
    Why? Any certificates issued without the watermark are deemed null and void and to show that the Certificate of Competence is authentic, it should only be signed by the Director.

Need help in this or any other area of your Accredited Training process?

Contact us  ~ we are waiting for your call!