Learnerships

1. Provide skilled and experienced workforce. Learnerships are an effective strategy to ensure that your business is empowered by the relevant skills over a long term.
2. Grow your people in line with the business strategy.
3. Contributes towards your company B-BBEE scorecard: Skills development is now a priority element of the BBBEE scorecard and the implementation of learnerships will enable you to maximize on this element of your scorecard.
4. Cash Grants: Mandatory and Discretionary funding. Plan ahead to include learnerships in the PIVOTAL section of your Workplace Skills Plan and apply to the SETA for discretionary funding.
5. Leverage Tax Rebates. Treasury’s extension of the learnership tax rebates enables you to claim rebates.
6. Capitalise on the available Employment Tax Incentives; and
7. Value added to the life of the learner

At LEARNME we offer structured learnership programs where learning is spread over three quadrants namely:

• Knowledge
• Practical
• Workplace experience

Our knowledge workbooks are filled with valuable, need to know information, directly relating to the curriculum and qualification. The practical component of the Learnership includes a variety of learning methods namely; simulations, role-plays, buzz sessions, incident process and team-idea mapping, all relating to their occupation or field of work.

The workplace experience component requires learners to complete the learnership program at their workplace as it involves hands-on workplace learning, under the guidance of an appointed mentor.

All three of these learning quadrants forms an integrated and comprehensive learning experience.

There are three parties involved in a Learnership:

• The Learner
• The Employer (offering the workplace component in their business)
• The Education and training provider (offering the knowledge and practical component of the Learnership).

To ensure the quality of the training and to protect the interests of each party, you enter into a legally binding agreement with each learner whereby they will agree to specific conditions stipulated by either QCTO, SABPP, SAQA, Employer and us as the service provider.

Learners will also sign a limited duration employment contract, which is only valid for the time period of the learnership.

An employer can terminate the contract of a learnership if:

• The duration specified in the learnership agreement has expired;
• The employer and learner have agreed in writing to terminate the learnership agreement;
• The learner is fairly dismissed for a reason related to the learner’s conduct or capacity as an employee;
• The learner must adhere to the company policies and procedures and relevant action will be taken where and when applicable that could lead to termination of the contract and agreement.

• Any young person who completed school, college or training at other institutions;
• Must be older than 18 and younger than 29;
• Unemployed South Africans can only participate in a learnership if there is an employer prepared to provide the required workplace experience.

• Better employment opportunities after completing a learnership;
• Fixed-term employment contract for the duration of the learnership;
• Learnerships improve on the job performance so you are able to do things relevant to the job;
• You obtain a nationally-recognized qualification that is relevant to the sector; and
• Unemployed learners receive an allowance for the duration of the learnership.

Unemployed learners are paid a specific minimum allowance. This is not a salary but covers their travels to and from class and their meals. The amount paid depends on the SETA, type of learnership and the level of qualification. The allowances and conditions are agreed to with each learner in the learnership agreement before the commencement of the learnership.

A learnership lasts between 12 months to 24 months. During this time learning is split between the three learning quadrants, Knowledge, Practical and Workplace experience.

All three learning quadrants includes a variety of assignments, tasks and practical tests. These are assessed during formal classroom training sessions, practical sessions and feedback provided by mentors during workplace experience. If all these assignments are completed successfully and learners deemed competent, they will be awarded the NQF-registered qualification.