1. Chairman’s Report - Home Page- AgriSeta · 1. Chairman’s Report 2 2. ... South African Poultry Association (SAPA), ... I would like to thank the SETASA staff for their

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Contents

Sections Pages

1. Chairman’s Report 2

2. Staffi ng Structure 4

3. Governance 6

4. Achievements / Targets 4.1 Levy and Grant Disbursement 114.2 Discretionary Grants 124.3 National Skills Fund (NSF) 204.4 ETQA /QMS / Learnership 264.5 SMME’s – ABET / HIV 294.6 Service Providers / Consultants 30

5. Performance Outcomes and Constraints 31

6. Marketing and Communication 34

7. Audit Committee Report 35

8. Financial Statements 37

9. Thanks 67

10. Contact Details 68

2

1. Chairman’s Report I am proud to announce that SETASA’s performance increased exponentially during the past fi nancial year resulting in the SETA emerging as one of the top performers.

Building on the strengths and successes, we are able to refl ect a number of key achievements in relation to the Sector Skills Plan and the targets set for the priorities:

• The number of learners in structured learning programmes exceeded expectations by almost 36%• On average 78% of the companies with 150+ employees received grants against the target of 80%, while the target for grants received by companies employing between 50 and 150 employees was maintained • Triple the number of Learnerships were registered against the objective originally set• To date 80% of the target set for SMME’s has been achieved• The Learnerships available to 18.2 learners under 30 will be achieved with an oversubscription in excess of 327% being recorded for participation• ABET programmes are well received by the stakeholders with achievements not only on target, but are likely to be exceeded• HIV / Aids programmes have been presented nationally, with many employers showing their commitment by instituting initiatives to create continuous awareness • The initial Discretionary Grant allocation funded Skills Development initiatives for 10 835 learners, which included 845 learners on Learnerships, 664 learners on ABET programmes, 8 651 employees on HIV/Aids awareness programmes and 703 learners placed in capacity building initiatives.• The National Skills Fund has performed well and has exceeded goals set, especially with regard to the training of SMME’s• Baseline work for the ETQA has been completed and a favourable audit report was received from SAQA

The funding available under the National Skills Fund was allocated to the following projects:• Export Readiness, including - a successful skills programme to train South African sheep shearers and classifi ers - programmes training learners on the requirements and importance of HACCP and GMP, specifi cally with the view to increasing exports - research by the Fruit Packaging and Processing sector into the skills required by the industry to promote quality assurance • SMME Learnerships• A Cross Functional Skilling programme specifi cally in the Sugar industry• A successful Bursary Scheme and • A national ABET programme

SETASA has been privileged to receive the support of industry associations such as the Chamber of Milling, South African Poultry Association (SAPA), Red Meat Abattoir Association (RMAA), South African Sugar Asociation (SASA) in promoting the goals of Skills Development amongst their members. I am positive that this has contributed in part to the increase we have experienced in the submission of Workplace Skills Planning Grants.

During the year we conducted national roadshows to market SETASA to the stakeholders. The feedback received was extremely positive and further workshops are planned where more specifi c and meaningful interaction with stakeholders will be included.

During this fi nancial year, a new fi nancial management system was instituted, resulting in payments being effected within a shorter period.

Corporate Governance has remained a strong focus and the Executive Committee and the Governing Body of SETASA continue to operate according to the stringent principles laid down. This resulted in SETASA receiving an unqualifi ed audit report, after the fruitless and wasteful expenditure case experienced during the previous fi nancial period. As this case is sub judice, no further details can be reported.

3

Mr Gerald Leith who resigned in April 2003, received a basic income of R33 125, other allowance of R1 200, travel allowance of R10 000 and leave pay amounting to R43 399. An Acting Chief Executive Offi cer was employed for the period November 2003 until March 2004, receiving a basic income of R201 937 a travel allowance of R65 812 and a performance bonus of R47 250.

The future holds many challenges. In the short term, we are aware of those priorities that require our attention and have put plans and procedures in place to ensure delivery. In the longer term, we have identifi ed those aspects that need to be addressed, and have assigned priority status to guarantee that they are successfully completed.

On behalf of the Executive Committee and the Governing Body, I would like to thank the SETASA staff for their outstanding performance and commitment to achieving, and in some instances exceeding, our sector priorities.

Thanks go to the SETASA stakeholders who have pledged their support to the SETA and who have assisted SETASA in reaching the targets set.

My gratitude, and that of the Executive Committee and the Governing Body, must go to Dr Gerhard Neethling and Dr Julie Reddy for their tireless efforts in managing the SETA. Their success has paved the way for the appointment of a CEO who can ensure that the momentum they created can be continued.

Tribute must go to the Department of Labour, the Offi ce of the Auditor-General, to members of SETASA’s Governing Body and committees for their support in achieving the sector priorities and for their dedication to the management of SETASA.

LW HansenChairman

4

Structural Organogram

2. Staffi ng Structure

5

Package Range Employees African White Coloured

Male Female Male Female Male Female

Below R100 000 2 1 1

R101 000 – R200 000 1 1

R201 000 – R300 000 6 1 1 1 3

R301 000 – R400 000 1 1

Name Gender Race

A.M. Labuscagne Female WhiteC.S. Cleinwerck Female ColouredG.I. Welgemoed Female WhiteH.F. Luthuli Male AfricanM. Hoffman Female WhiteM.B. Meko Male AfricanM.E. Mathelemusa Female AfricanM.S. Fredericks Male ColouredR.E. Thulare Female African

Staff Breakdown

Theuns Henning, Redawaan Hendricks, Mpho Mathelumusa, Caren Cleinwerck, Shaafi g Fredericks, Gisela Welgemoed, Annetjie Labuscagne, Julie Reddy & Fano Luthuli.

6

Employee Organisation Member Name Gender Race SSU Representation

1. Solidarity AWH Marais Male White Seed, Pest Control &

Milling

2. SAFATU A Msiza Male African Tobacco & Grain

3. FAWU BB Stemmet(Vice Chairman)

Male Coloured Fruit

4. FAWU L Nzuza Male African Sugar

5. FAWU QD Gwala Male African Poultry

6. Solidarity J Janse van Rensburg

Male White Fibre & Red Meat

Mr AWH Marais of Solidarity, holds 3 votes, as he is the Chairman of Milling and the Vice Chairman of the sub sectors, Seed and Pest Control.

Mr A Msiza of SAFATU, holds 2 votes, as he is the Chairman of Grain and Vice Chairman of the Tobacco Sub Sector.

Mr Janse van Rensburg of Solidarity, holds 2 votes, as he is the Vice Chairman of Fibre/Tea/Coffee & Red Meat.

Governing Body

3. Governance

7

Employer Organisation Member Name Gender Race SSU Representation

1. Vrystaat Koöperasie Beperk (VKB) AW Gerritzen Male White Grain

2. BKB Ltd CS Van Graan Male White Fibre/Tea/Coffee

3. Pannar Seed Pty Ltd GF Nefdt Male White Seed

4. Red Meat Abattoir Association GC Neethling Male White Red Meat

5. Specialists Holding Pty Ltd HR Pottas Male White Pest Control

6. Dickon Hall Products Pty Ltd J Bezuidenhout Male White Fruit

7. Astral Operations LtdLW Hansen (Chairman)

Male White Milling

8. Tongaat Huletts Sugar MM Kumalo Male African Sugar

9. Rainbow Farms Pty Ltd N Moodley Female Indian Poultry

10. Swedish Match W Sithole Male African Tobacco

White African Coloured Indian

M F M F M F M F

Employer 7 0 2 0 0 0 0 1

Employee 2 0 3 0 1 0 0 0

Total 9 0 5 0 1 0 0 1

Total 16

8

Governing Body Meetings: 2003/04

Date Attendance Apologies Total

Employee Party

Employer Party

Employee Party

Employer Party

April 17, 2003 8 8 2 2 20

July 16, 2003 9 6 1 4 20

August 25, 2003 9 8 1 2 20

September 19, 2003 4 7 6 3 20

October 28, 2003 7 7 3 3 20

November 26, 2003 3 5 7 5 20

February 13, 2004 8 9 2 1 20

March 12, 2004 9 6 1 4 20

9

Date Attendance Apologies Total Members

Employee Party

Employer Party

Employee Party

Employer Party

April 23, 2003 1 1 1 1 4

LW Hansen -Astral Operations Ltd(Chairman)BB Stemmet -FAWU(Vice Chairman)QD Gwala -FAWUN Moodley -Rainbow Farms Pty Ltd

29 May, 2003 2 1 1 4

July 8,2003 2 1 1 4

July 16, 2003 2 1 1 4

September 10, 2003 2 2 4

October 22, 2003 2 2 4

November 26, 2003 1 2 1 4

January 12, 2004 2 1 1 4

February 18, 2004 1 2 1 4

Executive Committee Meetings


Employee Party

Employer Party

Employee Party

Employer Party

June 5, 2003 2 2 4 AW Gerrtizen -Vrystaat Koöperasie BeperkBB Stemmet - FAWUD Lane - FAWULW Hansen - Astral Operations Ltd

July 24, 2003 2 2 4


Employee Party

Employer Party

Employee Party

Employer Party

November 21, 2003 1 1 1 1 4

J Bezuidenhout - Dickon Hall Products (Pty) LtdP Johnson - FAWUQD Gwala -FAWUW Sithole - Swedish Match

Remuneration Committee Meetings

Procurement Committee Meeting

10

Date Attendance Total Members

External Party

Employee Party Employer Party

April 14, 2003 1 1 1 3 Prof. D Scott -UNISA(Chairman) MM Kumalo-Tongaat HulettsSugarA Msiza -SAFATUJ Janse Van Rensburg- SolidarityJ Van Niekerk -Earlybird Farm

May 28, 2003 1 1 1 3

Feb 4, 2004 1 2 2 5

Feb 23, 2004 1 2 1 4

Disciplinary Hearing: Mr GW Leith

The disciplinary hearing commenced on 3 April 2003 and continued on 4, 7 and 11 April 2003. The hearing was chaired by Advocate A Freund of the Johannesburg Bar, appointed by AFSA as instructed by the Governing Body.

Mr P Bam was the attorney presenting the case on behalf of SETASA and Mr N Arnold of the trade union Solidarity MWU represented Mr Leith. Mr L Marais in his capacity as the internal auditor of SETASA was called as a witness.

At the conclusion of the hearing on 11 April 2003, the Chaiman suggested that Mr Leith give his evidence. The hearing continued on 24 April 2003. The hearing ended abruptly on 24 April 2003 when, shortly after Mr Leith had started to give evidence, he and his representative approached Mr Bam with the request to resign with a package.

Mr Leith was informed that the Governing Body would not be prepared to pay a package, but if he resigned with immediate effect and unconditionally the Governing Body would accept his resignation, without prejudice to any other rights the Governing Body might have. Mr Leith then resigned with immediate effect.

The Governing Body decided to put a process in place to recover the material losses and a letter of demand to this effect was addressed to Mr Leith.

The following are in process:

Civil ClaimThe Governing Body instructed Mr Bam to lodge a civil claim against Mr Leith based on alleged misappropriation of funds and damages caused to SETASA.

Criminal ChargesThe report of the Forensic Auditors of the offi ce of the Auditor-General was handed to the Scorpions for further investigation.

During this reporting period no outcome was received on the civil case or on the investigation done by the Scorpions.

Audit Committee Meetings

11

4. Achievements and Targets

4.1 Levy and Grant Disbursements

Mandatory Grants

During the past year the levy paying employers varied between 1300 and 1600.The SETA received 445 Workplace Skills Planning Grant (WSPG) applications compared to 373 for the 2002/2003 fi nancial year in the following categories:

Employers with 150 and more employees:* Target 85% for 135 applications Achieved 78% as 123 applications were received for the fi nancial year 2003/2004 compared to the 2002/2003 fi nancial year, where 133 applications were received.

Reason for not achieving the target: number of employers in this category decreased to ± 140 due to companies being sold, merged or transferred to other SETAs.

Employers with 50 to 149 employees: * Target 40% for 83 applicationsAchieved 47% as 97 applications were received for the fi nancial year 2003/2004 compared to the 89 applications for the 2002/2003 fi nancial year.

Employers with 1 to 49 employees:The applications increased to 225 for the fi nancial year 2003/2004 fi nancial year, compared to 151 for the 2002/2003 fi nancial year.

A total amount of R36 303 899 was paid in grants during the year 2003/2004.

422 companies submitted Workplace Skills Planning Implementation Grants (WSPIG) for the 2003/2004 fi nancial year.

12

4.2 Discretionary Grants

The SETASA Governing Board agreed that:

SETASA may transfer any unclaimed or surplus monies that have not been allocated to Mandatory Grants, to the Discretionary Grants Fund. These funds would be in addition to the standard 10% levy contributions that are allocated to Discretionary Grants.

Discretionary grants are available to applicants who, in the judgement of the SETASA, engage in skills development practices that will lead to the achievement of the SETASA’s Sector Skills Plan objectives and the broader National Skills Development Strategy and the Human Resources Development Strategy targets.

SETASA’s Discretionary Grant Review Committee (DGRC) assess and award grants based on the assessment reports generated once each project has been evaluated against the SETASA funding.

Grant awards are paid in a maximum of three tranches, on submission of the required documentation.

Funding can only be expended against budgetary line items for which grant awards were approved. Any requests for amendments/changes to line item allocations must receive the prior approval of the SETA and any unspent funds must be returned to the SETASA at conclusion of the contract period.

The fi rst Discretionary Grants were advertised through national press and on the SETASA website in February 2004. Applications were received and evaluated, resulting in 68 companies being awarded funding for projects focusing on Learnerships, ABET and HIV/Aids specifi cally.

The details of the funds awarded are listed in the following tables.

13

Com

pany

Prog

ram

me

Gra

ntB

enefi

cia

ries

Lear

ning

Pro

gram

mes

Stat

us

A

fgri

H

IV/A

IDS

50

000

500

Aw

aren

ess

In

pro

gres

s

LEA

RN

ERSH

IPS

189

880

10

Lea

ders

hip

prog

ram

mes

- E

mpl

oyed

C

ompl

eted

3 M

anag

emen

t Dev

elop

men

t -

Empl

oyed

In

pro

gres

s

2 C

hart

ered

Acc

ount

ing

- Em

ploy

ed

In p

rogr

ess

Afr

ican

Rea

lty

CA

PAC

ITY

B

UIL

DIN

G

28

244

4 M

iddl

e M

anag

emen

t Ski

lls P

rogr

amm

e In

pro

gres

s

Am

onde

l Pak

kers

AB

ET

20

000

10 A

cros

s le

vels

In

pro

gres

s

Ass

ocia

ted

Frui

t Pr

oces

sors

CA

PAC

ITY

B

UIL

DIN

G9

000

Gra

nt

In p

rogr

ess

BAT

Dis

trib

utor

s H

IV/A

IDS

8 10

0 88

Aw

aren

ess

Com

plet

ed

BAT

Man

ufac

ture

rs H

IV/A

IDS

138

100

1174

Aw

aren

ess

Com

plet

ed

Bee

fmas

ter

HIV

/AID

S 8

700

87

Aw

aren

ess

In p

rogr

ess

LEA

RN

ERSH

IPS

250

000

20 N

C A

gri M

achi

nery

Tec

hnic

ian

- Em

ploy

ed

In p

rogr

ess

AB

ET20

000

10 A

cros

s le

vels

In

pro

gres

s

BK

B L

imit

ed C

APA

CIT

Y

BU

ILD

ING

47

500

45

Woo

l Han

dlin

g Sk

ills

Prog

ram

me

In p

rogr

ess

Perio

d to

Ma

rch

2004

14

Ear

ly B

ird

Farm

AB

ET

295

000

136

Acr

oss

Leve

l 1 to

4

In p

rogr

ess

HIV

/AID

S 1

1 00

0 22

Aw

aren

ess

Com

plet

ed

Goe

de H

oop

Cit

rus

CA

PAC

ITY

B

UIL

DIN

G

35

424

12 S

enio

r M

iddl

e M

anag

ers

Skill

s Pr

ogra

mm

e In

pro

gres

s

Gol

den

Mac

adam

ias

HIV

/AID

S 15

000

15

0 A

war

enes

s In

pro

gres

s

Gra

nor

Pass

i L

EAR

NER

SHIP

S 2

25 0

00

25 N

atio

nal C

ertfi

cate

in P

acka

ging

- E

mpl

oyed

and

U

nem

ploy

edIn

pro

gres

s

HIV

/ A

IDS

25 0

0025

0 A

war

enes

s In

pro

gres

s

Illo

vo S

ugar

- E

ston

APP

REN

TIC

ESH

IP

25

000

2 M

illw

righ

t - E

mpl

oyed

In

pro

gres

s

CA

PAC

ITY

B

UIL

DIN

G 5

100

4

Em

ploy

men

t Equ

ity M

obili

ty

In p

rogr

ess

Illo

vo S

ugar

- G

ledh

ow A

BET

2

6 00

0 13

Lev

el 1

C

ompl

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LEA

RN

ERSH

IPS

75

000

5 E

lect

rica

l and

Fitt

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- Em

ploy

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In p

rogr

ess

1 E

lect

rica

l and

Fitt

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- Em

ploy

ed

Com

plet

ed

Illo

vo S

ugar

- H

ead

Offi

ce

LEA

RN

ERSH

IPS

250

000

20

Eng

inee

rs in

Tra

inin

g -

Une

mpl

oyed

C

ompl

eted

Illo

vo S

ugar

- M

ereb

ank

AB

ET

17

500

8 L

evel

s 1

to 3

In

pro

gres

s

LEA

RN

ERSH

IPS

60

000

4 L

abor

ator

y Te

chni

cian

- U

nem

ploy

ed

In p

rogr

ess

Illo

vo S

ugar

- N

oord

sber

g H

IV/A

IDS

27

600

276

Aw

aren

ess

In p

rogr

ess

LEA

RN

ERSH

IPS

37

500

3 F

ittin

g -

Empl

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C

ompl

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Com

pany

Prog

ram

me

Gra

ntB

enefi

cia

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Lear

ning

Pro

gram

mes

Stat

us

15

Bol

and

Agr

i A

BET

20

000

10

Lev

els

1 an

d 3

In p

rogr

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HIV

/AID

S 41

500

50

1 A

war

enes

s In

pro

gres

s

LEA

RN

ERSH

IPS

APP

REN

TIC

ESH

IPS

332

500

15

Agr

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ervi

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- Em

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8 T

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2 T

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UIL

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1 11

Ass

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nd M

oder

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s In

pro

gres

s

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tish

Am

eric

an T

obac

co H

IV/A

IDS

273

000

1201

Aw

aren

ess

Com

plet

ed

Cap

e M

ohai

r W

ool

AB

ET

20

000

10 A

cros

s Le

vels

In

pro

gres

s

Cap

espa

n (P

ty)

Ltd

CA

PAC

ITY

B

UIL

DIN

G64

400

8 O

pera

tiona

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lls P

rogr

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pro

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14 B

ehav

iour

al S

kills

Pro

gram

me

In p

rogr

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Cer

es F

ruit

Gro

wer

s C

APA

CIT

Y

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ILD

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4

1 18

4 22

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rain

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In p

rogr

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Cer

es F

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Pro

cess

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ET

24 0

00

11 L

evel

s 1,

2 a

nd 4

In

pro

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orsf

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SA

(Pt

y) L

td L

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NER

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S 24

642

1

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al A

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ra D

iplo

ma

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ess

1 E

xpor

t Rea

dine

ss -

Em

ploy

ed

In p

rogr

ess

Cou

nty

Fair

Foo

ds A

BET

17

150

9

All

9 le

arne

rs a

re a

t Lev

el 3

In

pro

gres

s

HIV

/AID

S 28

000

20

8 A

war

enes

s In

pro

gres

s

16

Illo

vo S

ugar

- P

ongo

la

AB

ET

30

500

30 A

cros

s Le

vels

1 to

4

In p

rogr

ess

HIV

/AID

S 1

2 00

012

0 A

war

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s In

pro

gres

s

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RN

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IPS

50

000

4 S

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In p

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CA

PAC

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59

700

89 D

iver

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a A

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pro

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3 70

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7 A

war

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s In

pro

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LEA

RN

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103

250

8 E

ngin

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in T

rain

ing

- Em

ploy

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ess

Illo

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ugar

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mfo

lozi

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ET

124

100

68 L

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s 1

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pro

gres

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HIV

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540

49 A

war

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gres

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mzi

mku

lu A

BET

6

000

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pro

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s

LEA

RN

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IPS

75

000

2 E

lect

rica

l and

Che

mic

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ngin

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bot

h Em

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In p

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APP

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ploy

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QA

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9

600

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rant

C

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Int

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ntin

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l Tob

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HIV

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S 2

200

22 A

war

enes

s C

ompl

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Kar

oo O

ranj

e La

ndbo

u H

IV/A

IDS

20

000

200

Aw

aren

ess

In P

rogr

ess

Kat

Riv

er C

itru

s C

o-op

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ive

HIV

/AID

S 1

5 00

050

0 A

war

enes

s In

pro

gres

s

Kro

mco

CA

PAC

ITY

B

UIL

DIN

G

59

400

30 M

anag

emen

t Ski

lls P

rogr

amm

e In

pro

gres

s

KZ

N P

oult

ry I

nsti

tute

HIV

/AID

S 3

2 00

018

Ski

lls P

rogr

amm

es -

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mpl

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In

pro

gres

s

Com

pany

Prog

ram

me

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ntB

enefi

cia

ries

Lear

ning

Pro

gram

mes

Stat

us

17

Lan

gklo

of F

orum

AB

ET

200

000

100

Acr

oss

all L

evel

s In

pro

gres

s

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nabo

Din

gler

AB

ET

60

000

30 A

cros

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l Lev

els

In p

rogr

ess

Let

aba

Cit

rus

Proc

esso

rs/E

stat

esLE

AR

NER

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S1

250

000

100

Var

ious

- E

mpl

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and

Une

mpl

oyed

In p

rogr

ess

Let

aba

Pack

ers

LEA

RN

ERSH

IPS

627

500

43 V

ario

us -

Em

ploy

ed a

nd U

nem

ploy

ed

In p

rogr

ess

Lut

zvill

e W

inge

rde

AB

ET

20

000

10 A

cros

s al

l Lev

els

In p

rogr

ess

Nat

al A

gri

HIV

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S 4

5 00

045

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war

enes

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pro

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Noo

rdel

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Sent

raal

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20

4.3 National Skills Fund (NSF)

The SETASA NSF Project has funded 5 main Projects, namely, • Export Readiness, • SMME, • Cross Functional Skilling, • Bursary Scheme Project and • ABET Programme.

There were no donors funding any other projects.

The SETASA NSF Project was conceptualised in May 2001 with a fi nal Business Plan being concluded in September 2001. It was only in March 2002 that the SETASA NSF Project was approved by the Department of Labour. Since the initial development of the NSF proposal some adjustments had to be made with the approval of the Department of Labour in the form of a Change Request which culminated in the following:

• Increased market demand for the SETASA-NSF Project services. There had been a good reception for the skills development services offered by the SETASA-NSF PROJECT. The resultant over-subscription necessitated some budget adjustments.

• The budget costs of ABET was under-estimated as indicated by the SETASA-NSF Project needs. Analysis revealed that more than 2000 learners wanted to participate in the programme. In order to meet NSDS objectives we had to ensure that ABET programmes culminated in learners attaining NQF Level 1.

• We increased Skills Programmes in the Export Readiness Project with an extra 1100 learners. • The initial Cross Functional Skilling Learnership was decreased to 150, and the balance were

allocated to training through the bursary scheme which benefi ts the unemployed youth. • Increasing bursary benefi ciaries from 25 to 160 further compensated for the decrease in numbers

initially attributed to the Cross Functional Skilling Learnership.

The adjustments enabled us to train 2150 learners through a skills programmes, so that 135 more unemployed learners will have been awarded bursaries to study in the agriculture sector and that 150 learners will progress through a learnership in Cross Functional Skilling.

Revised Enrollment Numbers

Project Original Numbers Revised Numbers

Export Readiness• Learnerships• Skills Programmes

100400

1001500

SMME Project 850 850

Cross Functional Skilling 300 150

Bursary Scheme 25 160

ABET Programme 1050 2100

TOTAL 2725 4860

21

NSF Projects Summary Status: March 2004

NSF ProjectsSub Projects and activities

Total No. of Trainees trained or

being trained

Affected SSU’s

Export Readiness

• HACCP & GMP Skills Programme• Hygiene Awareness Skills Programme• Sheep Shearing Skills Programme Advanced Shearing Machine Advanced Shearing Blade Basic Wool Handling Classing of Wool

• State Vet Skills Training (Disease Control Short Course)

• Agricultural Machinery Technician Learnership • SMME Technical Training Skills Programme

Research :• Sector Skills Strategy – Fruit Processing and Packaging

Industry• Strategy and Implementation Framework for the Poultry

Industry

2623758

65189

9240

394

10072

Red Meat

FibreFibreFibreFibre

Poultry

Grain & MillingPoultry

Fruit

Poultry

SUB TOTAL 4972

SMME• Plan to Start a Successful Business Skills Programme Target - 850 Training

658

SUB TOTAL 658

Cross Functional Skilling

• Sugar Technical Maintenance Technician Learnership

48 Learners in NQF level 2 48 Learners in NQF Level 3 12 Learners in NQF Level 2 47 Learners in NQF 4

48481247

Sugar

SUB TOTAL 155

Bursary Bursaries : Awarded 160 bursaries 160 All sectors

SUB TOTAL 160

ABET 2100 learners targeted to benefi t from ABET 1630 All sectors

SUB TOTAL 1630

Total no. of Learners trained or undergoing training 7575

22

Export Readiness Project

• The Export Readiness Project has various training programmes. Each training project is aimed at ensuring that the South African Secondary Agricultural sector is capacitated to become a global player in the export market. This will result in job creation and reduction of poverty.

• Strategic Planning and Analysis Study for IndustryA Strategy and Implementation Framework for the Poultry Industry has been developed with the outstanding benchmarking of South Africa, to world and groundbreaking new SMME costing versus commercial production cost.

• Skills Strategy for the Fruit and Processing IndustryA Research project was funded by the SETASA-NSF Project and the Report that was published provided an overview of the global trends in the fruit and fruit processing industries Priority strategic themes for future growth and development. The purpose of this report was to propose a skills strategy for the secondary agricultural sector based on the identifi ed global trends and strategic themes.

• HACCP and Good Manufacturing Practice Skills ProjectThe training programmes are aimed at ensuring that the South African Abattoirs meet the health and safety standards demanded by the European Markets. This will in turn increase the export volumes from South Africa to the European Markets.

Training Intervention Total number targeted Total trained end of March

GMP & HACCP 675 262

• Hygiene Awareness Skills Project A hygiene awareness training programme is offered to all abattoirs in South Africa

This is to ensure that:- A good solid base for HACCP and GMP is laid- Internal (South Africa) food safety regulations are adhered to by industry- All workers are made aware of the importance of food safety


Hygiene Awareness 4166 3758

• State Vet Skills Training (Disease Control Short Course) The outbreak and the spread of diseases such as Foot and Mouth and Newcastle diseases can have

serious negative economic consequences for the South African export market. In order to counter the threat posed by the spread of diseases, a training programme for state veterinarians and animal health technicians is offered by the SETASA-NSF Project. This is done through a partnership between SETASA-NSF Project and the National Department of Agriculture.


Disease Control Skills Project

394 394

23

• Sheep Shearing Skills Project The South African wool industry has the potential to increase their export volumes to the global market.

In order to assist in this process, SETASA and PAETA NSF Projects decided on a joint venture to fund the development and implementation of a wool shearer Skills Programme.


2004

Advanced Shearing Machine 130 65

Advanced Shearing Blade 200 189

Basic Wool Handling 120 92

Classing of Wool 60 40

• Agricultural Machinery Technician Learnership Learners from Mpumalanga are being enrolled at the Evander College and Learners from the Western Cape are being enrolled at the South Cape College for this Learnership.

Cross Functional Skilling Project

This three year learnership programme was started in order to increase the level of skills within the Sugar Sub Sector. The idea is to train unemployed youth on a range of related areas in order to increase their chances of employment. Five major companies and their subsidiaries are participating in this learnership with:

• 48 Learners having completed Level 2 • 48 Learners having completed Level 3• 12 Learners have been enrolled into the Level 2 Learnership• 47 Learners commenced Level 4

SMME

• Three service providers have been contracted to deliver the SMME Skills Programme Training. • Training has been allocated to service providers by province, and the programme will commence in

March 2004 and will end July 2004.

SETASA NSF targets: 850 learners in Secondary Agriculture sector

A Skills Programme entitled “Plan to Start a Successful Business” has been registered by SETASA and will lead to a qualifi cation. The SETASA ETQA is negotiating MoU’s with Services SETA and PAETA. A band MoU has been signed with UMALUSI, the Quality Assurance Council for General and Further Education and Training, to ensure the qualifi cation pathway to a full Learnership.

24

Geographic Area allocated No of Trainees allocated

Mpumulanga

Limpopo

Gauteng

Total 204 Training120 Mentoring

Kwa Zulu Natal

Eastern Cape

Western Cape

Total240 Training120 Mentoring

Northern Cape

Free State

North West

Total 204 Training

ABET Since the inception to date, three appointed service providers have enrolled in excess of 1630 learners into the programme.

Of these, 168 have already completed their Portfolios of Evidence and have been proven competent. A number of these learners will be continuing to the next level, as soon as the sector of the industry that they are employed in, enters their low season.

In the fi rst quarter of 2004, the SETASA-NSF embarked on a number of community projects. These are getting off the ground and appear, from all accounts, to be well supported.

The ABET programmes focusing on the employers are national, while the community projects are focused in the North West, Gauteng and Mpumalanga.

African Coloured Indian WhiteNo.

Level MT 1 2 3 4 M F M F M F M F

ALDA 0 208 61 86 23 317 74 378 131

EEE 180 88 81 31 22 196 180 19 6 1 402 37

LSC 0 322 310 138 80 194 655 1 850 0

Total 180 618 452 255 125 707 909 19 7 0 0 0 1 1630 168

25

KEY to Service Providers

ALDA - African Learning and Development Academy EEE - Triple E Training LSC - Light Study College

Other Planned Activities

Learnership in Meat TechnologyThe service provider assisting the Red Meat Sub Sector has completed all unit standards for the Red Meat Learnership. The Learnership is in the registration phase with the South African Qualifi cations Authority.

Learnership in Poultry ProductionThe service provider has developed the Poultry Unit Standards for Levels 1, 2 and 3 for Production and Processing and has completed the verifi cation process with representatives from the Poultry Industry. Registration of the Learnership is being arranged with the South African Qualifi cations Authority.

All information provided is consistent with the reports to the National Skills Fund.

26

4.4 Education Training Quality Assurance (ETQA)

Due to the resignation of the Chief Executive Offi cer (CEO) in 2003, the Education Training Quality Assurance (ETQA) Manager, Shaafi g Fredericks, was responsible for Learnerships and had to perform a range of other functions, which were normally attended by the CEO.In November 2003, when an Acting Chief Executive Offi cer, Dr Julie Reddy was appointed, only then could the ETQA and Learnerships be focused on. An ETQA system was developed with the assistance of an expert consultant and all procedures and policies and documentation for ETQA were developed.

Fifteen (15) providers have been registered with the ETQA, two (2) providers have been provisionally accredited and four (4) have entered into joint implementation plans with the ETQA.

A baseline monitoring SAQA audit was completed and a favourable audit report was received. A full SAQA audit will be done for the ETQA division in the 2004/2005 fi nancial year.

Investors In People (IiP)

Workshops were held nationally to introduce Investors in People to the sector. These workshops were convened in Cape Town, KwaZulu Natal and Gauteng. SETASA thus far has fi ve (5) companies committed to the programme namely:

• Hexkoel Beperk• Sundays River Citrus• Colours Fruit Snocooled Marketing Ltd • Kromco Ltd• NeoNovo Marketing

Quality Management System (QMS)

With the support of GTZ (German Technical Co-operation), SETASA secured the services of Mr Peter Kleinzorge to assist with the development of a Quality Management System (QMS). The process was started in November 2003 and was completed in March 2004. The QMS as outlined below, will be used to inform a process of restructuring/re-alignment of the organisation. This approach will enable SETASA to have a lean infrastructure while ensuring that its staff has the necessary skills and knowledge to carry out the key functions of the organisation. Currently the documentation for the QMS is being completed.

27

Learnership By Status 22 SETASA

Registration No. NQF Status Learnership Title

22Q220001201784 4 R Learnership in Agri Sales and Services Level 4

22Q220006222405 5 R Learnership in Grain Handling Management level 5

22Q220007201602 2 R Learnership: Agricultural Machinery Technician Level 2

22Q220008201282 2 R Learnership in Grain Handling Processes Level 2

22Q220009212585 5 RLearnership in Specialist Agricultural Machinery Technician Level 5

22Q220011391282 2 R Sugar Industry Technical Mintenance worker Level 2

22Q220012001635 5 R Certifi cate in Practical Management Level 5

22Q220013301252 2 R Agri Trade Processes Level 2

22Q220014241203 3 R National Certifi cate in Tobacco Production Level 3

22Q220015271454 4 R National Certifi cate in Tobacco Services Level 4

22Q220016251293 3 R National Certifi cate in Metallised Paper Production Level 3

22Q 220017231203 3 R National Certifi cate in Cigarette Filter Rod Production Level 3

22Q220018231454 4 RNational Certifi cate in Cigarette Filter Rod Production Technology Level 4

22Q220019271414 4 R National Certifi cate in Cigarette Production Technology Level 4

22Q220020221213 3 RSeed Research and development Operations: Operate in a Team Level 3

22Q220021221213 3 RSeed Research and Development Operations: Apply Basic Business Principles Level 3

22Q220022241534 4 RFurther Education and Training Certifi cate: Seed Production: Execute Seed Trials Level 4

22Q220023241544 4 RFurther Education and training Certifi cate: Seed Production: Dry Seed Level 4

22Q220024211264 4 RFurther Education and training Certifi cate: Seed Marketing: Store Seed Level 4

22Q220025211264 4 RFurther Education and training Certifi cate: Seed Marketing: Execute Seed Trials Level 4

22Q220026211233 3 RNational Certifi cate: Seed Processing and Packaging: Operate in a Team Level 3

28

Registration No. NQF Status Learnership Title

22Q220027211214 4 RFurther Education and Training Certifi cate: Seed Research and Development: Certify a Seed Unit Level 4

22Q220028201204 4 RFETC: Seed Research and development: Conduct a Field Inspection of a seed Unit Level 4

22Q220029241694 4 RFurther Education and Training Certifi cate: Seed Processing and packaging Control Level 4

22Q220030231273 3 R National Certifi cate: Seed Analysis: sample Seed Level 3

22Q220031211273 3 R National Certifi cate: Seed Analysis: Test the Vigour of Seed Level 3

22Q220032261223 3 RNational Certifi cate: Dry Pet Food Processing (Food safety / Ingredient Storage) Level 3

22Q220033241213 3 RNational Certifi cate: Dry Pet Food Processing (Automated Batch Coating) Level 3

22Q220034241243 3 RNational Certifi cate: Dry Pet Food Processing (Automated Filling) Level 3

22Q220035311444 4 R Further Education and Training Certifi cate: Sugar Processing Level 4

22Q220036221405 5 R National Certifi cate in Sugar Technology Level 5

22Q220037281242 2 RNational Certifi cate in Sugar Technology Processing: Sugar Refi ning Level 2

22Q220038281242 2 RNational Certifi cate in Sugar Technology Processing: Juice Preparation Level 2

22Q 220039271222 2 RNational Certifi cate in Sugar Technology Processing: Crystallisation Level 2

22Q220040251242 2 RNational Certifi cate in Sugar Technology Processing: Laboratory Practice Level 2

22Q220041281222 2 RNational Certifi cate in Sugar Technology Processing: Extraction Level 2

The Standard Generating Body (SGB) and Processing supported by SETASA, developed and submitted qualifi cations to SAQA, and after active interventions by SETASA, the SGB and consultant contracted by SETASA, the National Learner Record Database (NLRD) numbers for qualifi cations from SAQA were sucessfully attained. An audit was conducted of all Learnerships registered accross the 25 SETAs to determine which Learnerships are applicable for implementation in the Secondary Agriculture sector. Memorandum of Understanding (MoUs) have been signed with the fi ve (5) SETAs namely,FASSET, CETA, CHIETA, HWSETA, ESETA and the band ETQA, Umalusi, the Quality Assurance Council for General and Further Education and Training. SETA is still negotiating MoU’s with PAETA and Services SETA.

29

4.5 Small Medium Micro Enterprises (SMMEs)

Three service providers were contracted for the SMME Development.

Expected outcomes:

• approved learning programme / curriculum detailing the training on a daily and hourly basis;• SMMEs and new entrants having the ability to start successful business;• to sustain their business;• to improve the economic growth of the company;• compete in the market place; and • increase productivity.

Business and Entrepreneurial skills for SMMEs

329 individuals from the sectors’ SMMEs have been trained in entrepreneurial skills. This means that SETASA is almost a quarter of the way to reaching its target of 1 400 set for the end of June 2004. In Mpumulanga and Limpopo alone, 68 SMMEs have completed training programmes for their employees.

Fano Luthuli in charge of the SMME portfolio at SETASA, urges SMMEs to use their skills development levies as an opportunity to build their business and entrepreneurial skills, rather than as another form of taxation. These improved skills should be used to ensure their own survival.

Inhibiting the creation of successful SMMEs is the lack of resources for building the physical environment for small business to thrive in. Another challenge is for SMMEs to give up-to-date contact details to their industry associations so that SETASA can introduce these small businesses to the service providers that are providing skills training in all nine provinces.

Challenges to Adult Basic Education and Training (ABET)

Challenges that face the widespread provision of ABET are:

• the dropout rate of learners• the lack of commitment from some employers to training for their workforce and • the demand that training only occurs after the working day is over.

Fano Luthuli advises that employers who intend to enrol their employees in workplace-based training interventions have a thorough consultative meeting before any programme is put together. This will assist in ironing out potential problems and enable everyone – SETASA, service providers, and employers to ‘sing the same song’.

Despite the challenges to implementing ABET in the workplace, Stoffberg Milling in Middelburg, Mpumulanga successfully trained 132 employees after work, and all 132 earned UNISA-accredited ABET certifi cates.

HIV Awareness in the sector

After a rather slow start to HIV Awareness training for employees, the programme is now well under way, with a Durban-based Previously Disadvantaged Individual (PDI) company, Mazmoh, having already trained 1300 people in awareness of the virus and how it spreads.

The intention is for the awareness programmes to be supplemented by courses in HIV management, which would cover policy formulation, management procedures, and the provision of counselling and antiretroviral medication.

30

4.6 Service Providers

Consultants & Service Providers employed for the period 1 April 2003 to 31 March 2004

A number of consultants and technical advisers were employed to progress specifi c interventions, where little or no internal capacity existed.

Nature of Assignment Costs incurred (R) Outcomes Status

Verifying and updating Salary and Personnel Systems

9 067 Monthly allocation of staff salaries Cancelled

Verifi cation of monthly reconciliations

31 948Book-keeping procedure after monthly payments

Cancelled

Updating and fi nalisation of the Constitution

2 300 Finalised Constitution Expired

Financial and IT Management

200 000

320 000

Financial Management set-up Fee

Financial Management and IT-Functions for the period December 2003 to March 2004

Current

Advice and Guidelines to Policies

16 526As certain changes were made to policy documents, advise was sort for the correct decision making process

Current

Training of Assessors 53 692Two consultants were employed to train Assessors nationally. Thus far SETASA has 300 Assessors trained

Current

Quality Assurance of Portfolios submitted from the trained Assessors

20 834After attending the Assessor Training, portfolios had to be submitted, for quality assessment

Current

ETQA Assistance 69 000

Due to the ETQA function having a late start with most of its activities, assistance was sought to get all policies, procedures and guidelines in place

Current

Electronic Workplace Skills Plan Programme

168 712To obtain data needed for the Quarterly Monitoring Report.

Cancelled

SMME Development 4 552 416

3 Service Providers were contracted to assist with this project

Expected outcomes: • approved learning programmes/

curriculum detailing the training on a daily and hourly basis;

• SMMEs and new entrants having the ability to start a successful business;

• To sustain the business;• To improve the economic growth

of the company;• Compete in the market place and • Increase productivity.

Current

31

5. Performance Outcomes and Constraints

Reporting against the achievement of 2003/2004 targets:

Targets Progress

3000 learners in ABET

There are currently over 3 000 Learners in ABET programmes at all ABET levels 1, 2 & 3, 4. This target has been achieved through the National Skills Fund (NSF) project, special projects and discretionary grant funds.

38 Learnerships registered

36 Learnerships have been registered with the DoL with an additional 5 pending registration for a total of 41 Learnerships. The breakdown of Learnerships per Sub Sector Unit (SSU) is as follows: 6 x Grain and Milling with 1pending; 6 x Tobacco; 12 x Seed; 8 x Sugar with 1 pending; 3 x Pet Food; and 1 generic learnership. In addition 1 x Red Meat and 2 x Fruit are pending.

700 learners in LearnershipsTo date the Learnerships division reported 265 learners in Learnerships. Discretionary Grants to support an additional 845 learners in Learnerships which is currently being processed.

300 companies claiming grants

This target has been exceeded beyond expectation. Through concerted efforts by SETASA staff, a total of 445 mandatory grant applications have been received for the 2003/2004 fi nancial year.* 225 from employers with less than 50 employees; * 97 from employers with between 50 to 149 employees; and * 123 from employers with more than 150 employees

10 Investors in People (IiP) sites committed5 sites have signed commitment letters and a further 8 applications are being process.

32

Objectives in the Business Plan

Objective one: Life long learning

ABET learners targets have been achieved per the National Skills Fund (NSF), special projects and Discretionary Grants. Via the Discretionary Grants, 664 learners will also be attending ABET.

NSDS Success Indicators by March 2005

SETASA Target Progress / Compliance

70% of all workers have NQF Level 125% of workers will have been entered to achieve NQF1

ABET levels have been achieved per the NSF, special projects and discretionary grants

15% of workers embarked on structured learning programme (50% would have completed their programme satisfactorily)

A total of 32 000 workers embarked upon structured learning programme

2100 have been trained via the NSF Project and 664 learners will attend ABET via the Discretionary Grant Fund

20% enterprises achieve agreed national standard (IiP)

20 enterprises to participateThus far 5 enterprises have been committed and another 8 are in the process.

Objective two: Fostering skills Development in formal economy for productivity and employment growth

• Payment of Mandatory Grants: This target has been exceeded beyond its expectations • 36 Learnerships have been registered of which the target has been achieved.

NSDS Success Indicators by March 2005

SETASA Target Progress / Compliance

75% of enterprises with more than 150 employees receiving the Mandatory Grant

83 enterprises with more than 150 employees to receive the grant

This target has been exceeded beyond its expectation. 123 applications have been received

Learnerships available and implemented

At least one learnership per SSU developed, implemented and working well

6 Grain and Milling6 Tobacco12 Seed8 Sugar with 1 pending3 Pet Food and 1 Generic Learnership1 Red meat and 2 Fruit are pending

Fibre and Pest Control are in the process of having Unit Standards looked at.

33

Objective three: Stimulating and Supporting Skills Development in Small Businesses

This target is well on the way to being reached.

NSDS Success Indicators SETASA Target Progress / Compliance

20% of SMMEs supported by Skills Development

At least 500 SMMEs exposed to some form of skills programme of their choice

600 SMMEs have been trained.

Objective four: Promoting skills development for employability and sustainable livelihoods through social development initiatives


100% apportionment is spent on available projects

At least 80% of NSF apportionment spent within the embarked year

850 unemployed individuals have been trained via the NSF project

Objective fi ve: Assisting new entrants into employment in labour market

• 36 Leanerships have been registered thus far and 817 Learners will be enrolled in Learnerships via the Discretionary Grants


Minimum of 80 000 people under the age of 30 have entered learnerships

At least 500 new entrants participate in learnerships

817 learners will be enrolled in learnerships via the Discretionary Grants

34

6. Marketing and Communication

After the appointment of the Acting Chief Executive Offi cer, Dr Julie Reddy, there were certain changes made at the SETA and these included the following:

• A new logo as well as a new “Vision and Mission Statement” was introduced to show the complete turn around in the SETA.

• A new “user friendly” website was also introduced. • Stakeholders were introduced to the new electronic Workplace Skills Planning Grant, created by

Deloitte the “Financial Manager” with the assistance of the SETASA staff. • SETASA also embarked on a national roadshow, to introduce to stakeholders the new “Electronic

Workplace Skills Planning Grant.” This was held in four provinces, viz. Cape Town, Port Elizabeth, Durban and Gauteng where over 200 stakeholders attended. Plans for another national roadshow is in the pipeline and these will include Limpopo and Kimberley. Positive feedback was received from stakeholders regarding the roadshows.

Marketing Forum meetings held quarterly in conjunction with the Department of Labour were attended. There was good involvement with other SETA’s, as well as with Provincial Labour offi ces.

The National Skills Development Strategy Conference held annually, made stakeholders more aware of SETASA’s presence and its intended way forward. Promotional material and brochures were distributed, and great interest was received from learners both during and after the conference.

SETASA thanks all stakeholders from the following sectors, Fibre, Tea & Coffee, Fruit, Grain, Milling, Pest Control, Poultry, Red Meat, Seed, Sugar and Tobacco, as well as the NSF offi ce who assisted with the operations of the roadshow.

35

Audit Committee Report – 2003/04

Introduction

The Board of SETASA is committed to corporate governance practices.

The audit committee consists of the members listed hereunder and met four times during the year.

• Prof D Scott (Chairman) • Mr M Kumalo (resigned Jan 2004) • Mr A Msiza • Mr J van Niekerk • Mr J Janse van Rensburg

Audit Committee Charter

The Audit Committee continually update its Charter in order to comply with best practice. The Charter complies with principles of good governance and the PFMA. The Audit Committee is accountable to the Board and has an oversight function with regard to the following:

• Financial management and other reporting practices;• Internal controls and the management of risks;• Compliance with laws, regulations and good ethical practices;• The external audit function, and• The internal audit function.

The Audit Committee has executed its responsibilities in compliance with its terms of reference.

Report On The Operations Of The Audit Committee

Activities addressed by the Audit Committee during the period under review:

• Reviewed the risk analysis of SETASA;• Reviewed and approved the internal audit charter;• Reviewed the internal audit coverage plan and budget; • Considered the internal audit reports and made appropriate recommendations;• Management’s follow up of matters that require attention identifi ed by internal audit were monitored;• Compliance with SETASA policies and applicable legislation were monitored;• Reviewed the draft audited Annual Financial Statements for the year ended 31 March 2004;• Reviewed the audit report of the Auditor General of the Annual Financial Statements for the year

ended 31 March 2004.

7. Audit Committee

36

Conclusion

The Audit Committee wishes to report that in its opinion:

• The relative low fi nancial and non-fi nancial performance of SETASA could be attributed to the absence of a CEO for most part of the year;

• The inability of the Board to appoint a permanent CEO was identifi ed as a high risk issue that should be addressed;

• All other risks of SETASA are under control and are continually being updated and the three year audit plan accordingly adjusted so that the risks are being properly managed;

• Matters requiring Management’s attention have been adequately addressed;• The internal control systems are effective;• The internal auditors are operating objectively and independently;• The external auditors are operating objectively and independently;• The Annual Financial Statements for the year ended 31 March 2004 fairly present the position of the

SETASA.;• The Offi ce of the Auditor-General has not raised any matters of signifi cance within the control of

SETASA;• The Audit Committee has carried out its operations appropriately, diligently and in accordance with

the statutory and other requirements.

Prof Deon Scott Chairman

37

8. Financial Statements

SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE ANNUAL FINANCIAL STATEMENTSFOR THE YEAR ENDED 31 MARCH 2004

The Annual Financial Statements for the year ended 31 March 2004, set out on pages 41 to 66, have been approved by the Accounting Authority in terms of section 51 (1)(f) of the Public Finance Management Act , No 1 of 1999 on 31 May 2004, and are signed on their behalf by:

KB ReddyActing CEO

LW HansenChairman

38

SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE ANNUAL FINANCIAL STATEMENTSFOR THE YEAR ENDED 31 MARCH 2004

Contents Page

Report of the Auditor-General 39

Statement of Financial Performance 41

Statement of Financial Position 42

Statement of Changes in Funds 43

Cash Flow Statement 44

Accounting Policies 45

Notes to the Annual Financial Statements 54

Annexure to the Annual Financial Statements 66

39

REPORT OF THE AUDITOR-GENERAL TO PARLIAMENT ON THE FINANCIAL STATEMENTS OF SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE FOR THE YEAR ENDED 31 MARCH 2004

1. Audit Assignment

The fi nancial statements as set out on pages 41 to 66, for the year ended 31 March 2004, have been audited in terms of section 188 of the Constitution of the Republic of South Africa, 1996 (Act No. 108 of 1996), read with sections 3 and 5 of the Auditor-General Act, 1995 (Act No. 12 of 1995). These fi nancial statements, the maintenance of effective control measures and compliance with relevant laws and regulations are the responsibility of the accounting offi cer. My responsibility is to express an opinion on these fi nancial statements, based on the audit.

2. Nature And Scope

The audit was conducted in accordance with Statements of South African Auditing Standards. Those standards require that I plan and perform the audit to obtain reasonable assurance that the fi nancial statements are free of material misstatement.

An audit includes:• examining, on a test basis, evidence supporting the amounts and disclosures in the fi nancial statements,• assessing the accounting principles used and signifi cant estimates made by management, and• evaluating the overall fi nancial statement presentation.

Furthermore, an audit includes an examination, on a test basis, of evidence supporting compliance in all material respects with the relevant laws and regulations which came to my attention and are applicable to fi nancial matters.

I believe that the audit provides a reasonable basis for my opinion.

3. Audit Opinion

In my opinion, the fi nancial statements fairly present, in all material respects, the fi nancial position of the Sector Education and Training Authority for Secondary Agriculture at 31 March 2004 and the results of its operations and cash fl ows for the year then ended in accordance with South African Statements of Generally Accepted Accounting Practice and in the manner required by the Public Finance Management Act, 1999 (Act No. 1 of 1999).

40

REPORT OF THE AUDITOR-GENERAL TO PARLIAMENT ON THE FINANCIAL STATEMENTS OF SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE FOR THE YEAR ENDED 31 MARCH 2004

4. Emphasis Of Matter

Without qualifying the audit opinion expressed above, attention is drawn to the following matters:

4.1 Non-compliance with Treasury Regulations

• Fraud prevention plan: The Sector Education and Training Authority for Secondary Agriculture has not compiled a fraud prevention plan as required by Treasury Regulation 27.2.1.

• Internal audit: The internal audit plan for the 2003-04 fi nancial year was only approved in February 2004, with the result that the audit committee did not have a basis on which to review the effectiveness of the internal audit as required by Treasury Regulation 27.1.8.

5. APPRECIATION

The assistance rendered by the staff of the Sector Education and Training Authority for Secondary Agriculture during the audit is sincerely appreciated.

N. Manikfor Auditor-General

Pretoria14 July 2004

41

SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE ANNUAL FINANCIAL STATEMENTSSTATEMENT OF FINANCIAL PERFORMANCEFOR THE YEAR ENDED 31 MARCH 2004

Note2003/04

R‘0002002/03

R‘000

REVENUESkills Development Levy: income 2 61 941 47 838Skills Development Levy: penalties and interest 330 331National Skills Fund income 3 8 584 3 746Investment income 4 6 354 5 974Other income 5 4 41

Total revenue 1 77 213 57 930

EXPENSESAdministration expenses 6 (5 107) (4 808)National Skills Fund expenses 3 (8 584) (3 746)Employer Grants and Project expenses 1 (39 207) (38 946)

Total expenses 1 (52 898) (47 500)

NET SURPLUS FOR THE YEAR 1 24 315 10 430

42

SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE ANNUAL FINANCIAL STATEMENTSSTATEMENT OF FINANCIAL POSITIONAT 31 MARCH 2004

Note2003/04

R’000 2002/03

R’000

FUNDS AND LIABILITIES

Funds and ReservesSkills Development Levy: Employer grant reserve - 1 780 Discretionary fund reserve 54 386 28 248Capitalisation reserve 529 572

54 915 30 600

Current LiabilitiesSkills Development Grants payable 7 28 812 30 700Accounts payable 8 4 235 548Value Added Tax 9 1 167 1 897Employee entitlements 10 60 52National Skills Fund 3 7 990 6 068Provision for PAYE received as SDL 2 713 3 563

44 977 42 828

TOTAL NET FUNDS AND LIABILITIES 99 892 73 428

ASSETS

Non-current AssetsProperty, plant and equipment 11 933 1 129

Current Assets

Skills Development Levy debtors 12 13 497 9 399

Accounts receivable 13 8 9

Cash and cash equivalents 14 85 454 62 891

98 959 72 299

TOTAL ASSETS 99 892 73 428

43

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44

Note2003/04

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NET CASH FLOWS FROM OPERATING ACTIVITIES

15 16 266 17 959

Interest received 6 354 5 852

Investment fair value adjustment - 122

22 620 23 933

Receipts

Skills Development Levy: receipts 57 843 45 946Skills Development Levy: penalties and interest receipts

330 331

National Skills Fund receipts 3 10 506 9 814

Interest received 6 354 5 852


Other receipts 5 33

Payments

Administration payments (4 878) (3 387)

Compensation of employees (2 523) (2 298)

Other (2 355) (1 089)

Employer Grant and project payments (41 945) (31 814)

National Skills Fund payments (5 595) (2 964)

Net cash infl ow from operating activities 22 620 23 933

CASH FLOW FROM INVESTING ACTIVITIES

Purchase of property, plant and equipment 11 (68) (251)

Proceeds from disposal of property, plant and equipment

11 42

Net cash (outfl ow) from investing activities

(57) (209)

Net increase in cash and cash equivalents

22 563 23 724

Cash and cash equivalents at beginning of year

14 62 891 39 167

Cash and cash equivalents at end of year 14 85 454 62 891

SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE ANNUAL FINANCIAL STATEMENTSCASH FLOW STATEMENTFOR THE YEAR ENDED 31 MARCH 2004

45

SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE ANNUAL FINANCIAL STATEMENTSACCOUNTING POLICIES TO THE ANNUAL FINANCIAL STATEMENTSFOR THE YEAR ENDED 31 MARCH 2004

The principal accounting policies adopted in the preparation of these fi nancial statements are set out below and are consistent with those of the previous year.

I. Basis of preparation

The fi nancial statements are prepared in accordance with and comply with Statements of Generally Accepted Accounting Practice. The fi nancial statements are prepared under the historical cost basis.

II. Revenue recognition

i. Levy income

In terms of section 3(1) and 3(4) of the Skills Development Levies Act, 1999 (Act No 9 of 1999), registered member companies of the SETA pay a skills development levy of 1% of the total payroll cost to the SARS, who collects the levies on behalf of the Department of Labour.

Member employer company levy payments are set aside in terms of the Skills Development Act, 97 of 1998 for the purpose of:

2003/04 2002/03% %

National Skills Fund contribution 20 20

Administration costs of the SETA 10 10

Employer Grant Fund Levy 60 60Mandatory Workplace Skills Planning Grant 15 15Mandatory Workplace SkillsImplementation Grant 45 45

Discretionary Grants 10 10

100 100

80% of skills development levies are paid over to the SETA (net of the 20% contribut Fund). The SETA could not verify that the SARS has collected all potential skills levy income.

Revenue recognition of levy income represents amounts received and receivable from the Department of Labour. Skills development levy revenue is acknowledged on the accrual basis, except for interest and penalties on the skills development levy, which is recognised when received.

Amounts recognised for skills development levies in respect of Administration (10%), the Employer Grants Fund (60%) and Discretionary Grants (10%) include estimates and accruals for those months levy income not actually received by year-end due to timing delays. These estimates are based on an extrapolation of the levies received for the year, for 3 months of the current fi nancial year (2002/03 – 2 months). Changes to prior year estimates are accounted for in revenue in the current period of change.

Initial recognition of levy revenue does not include uncollectable amounts in the estimate. No provision for irrecoverable levies has been made as material amounts owed are owed by the Department of Labour in terms of the Skills Development Levy Act.

46


Revenue is adjusted for inter SETA transfers due to employers changing SETAs. Such adjustments are separately disclosed as inter SETA transfers. The amount of the inter SETA adjustment is calculated according to the Standard Operating Procedure issued by the Department of Labour issued June 2001, taking into account that employers cannot claim employer grants within a stipulated period months after the levies have been paid, when the levies are swept to the discretionary fund.

When a new employer is transferred to the SETA, the levies transferred by the former SETA are recognised as revenue and allocated to the respective categories to maintain its original identity, being either to the administration reserve, employer grant reserve or discretionary reserve.

Revenue is disclosed net of Value Added Tax. Refer to Accounting policy XII below on recognition of Value Added Tax.

ii. Funds allocated by the National Skills Fund for Special Projects

The National Skills Fund (NSF) allocates funds in respect of Special Projects to the SETA on an imprest basis (the funds advanced is topped up once the SETA incurs eligible expenses). If eligible expenses are not incurred, the amount advanced to the SETA has to be refunded to the NSF.

Funds transferred by the NSF are accounted for in the fi nancial statements of the SETA as a liability until the related eligible special project expenses are incurred, when the liability is extinguished and revenue recognised.

iii. Donor income

Conditional grants from donor agencies or individuals are recognised as revenue when received, and where it is probable that the conditions will be met.

However, - if it is probable that a condition will be breached and the asset be returned, or, - if it is equally probable that the condition will be met or breached and the asset be returned, then a liability is recognised. In these circumstances, once the conditions have been met, the liability is

extinguished and revenue recognised.

iv. Interest income

Interest is recognised on a time proportion basis as it accrues, unless collectability is in doubt.

III. Grants

i. Grant categories

A registered company may recover a minimum of 70% of its total levy payment by complying with the following grant criteria in accordance with the Skills Development Regulations of 22 June 2001:

• Mandatory Workplace Skills Planning Grant: The employer has submitted an application for a grant in the prescribed form within the agreed upon cut-off period (Mandatory Workplace Skills Planning Grant) which grant must be equivalent to 15%

47


of the total levies paid by the employer during the fi nancial year; and

• Mandatory Workplace Skills Implementation Grant:

The employer has submitted an application for a grant in the prescribed form within the agreed upon cut-off period. (Mandatory Workplace Skills Implementation Grant) which grant must be equivalent to 45% of the total levies paid by the employer during the fi nancial year; and

• Discretionary Grants:

A SETA may out of any surplus monies determine and allocate discretionary grants to employers, education and training providers and workers of the employers who have submitted an application for a discretionary grant in the prescribed form within the agreed upon cut-off period. The total pool for discretionary grants is made up out of 10% of the total levies paid by the employers, plus levy grants that are not claimed by employers, the surplus of administration levies not utilised to fund administration costs, investment income, other income generated by the SETA etc. (refer to accounting policy IV (iv)).

The SETA uses its discretion as set out in the Regulations to allocate discretionary grants. These discretionary grants are approved by the SETA before the relevant training programme, initiative, or research commences. This results in a signifi cant lapse of time between the time when grant payments are approved and the time when grant payments become payable.

ii. Provisions for grants

a. Mandatory employer grants:

Mandatory Workplace Skills Planning Grant:

This grant is recognised once the specifi c criteria set out in the regulations to the Skills Development Act, 97 of 1998 has been complied with by member companies and such compliance has been approved by SETASA.

Mandatory Workplace Skills Implementation Grant:

Based on criteria set out in the regulations to the Skills Development Act, 97 of 1998, the legal obligation to allocate the Mandatory Workplace Skills Implementation Grant only arises once the employer has submitted an application for a grant in the form prescribed in Annexures to the Regulations. However, as confi rmed with the Department of Labour on 10 June 2003, the intention with the skills development legislation pertaining to the Mandatory Workplace Skills Implementation Grant has been to implement training initiatives, and the applicable regulations were amended with Regulation 344, published in the Government Gazette No 24967 of 7 March 2003. Therefore the obligating event to disburse the grant is the actual training and implementation that is taking place at certain employers during the fi nancial year.

In addition to applications received, approved and disbursed before year-end, a provision is therefore also made for the disbursement of the Mandatory Workplace Skills Implementation Grant based on training plans implemented by certain employers during the year under review, where a reliable estimate can be made of the amount of grant applications that would probably be received, approved and disbursed. The measurement of this obligation involves an estimate, based on the established pattern

48


of past practice of payment of this type of grant, supported by the history built up over the past three years.

b. Discretionary grants:

No provision is made for discretionary grants payments that have been approved at year-end, unless a contractual obligation existed. Such amounts are however disclosed as committed funds in the notes to the fi nancial statements.

c. Retrospective adjustments by SARS:

SARS collects relevant levies from employers, of which the SETA receives 80%. The SETA refunds amounts to employers in the form of grants, based on information from SARS. Where SARS retrospectively amends the information on levies collected, it means that:

• Grants may have been paid to certain employers that are in excess of the amount the SETA is fi nally able to grant to employers. A receivable relating to the overpayment to the employer in earlier periods is raised at the amount of such grant overpayment.

• Grants are still due to employers and the provision for such amounts due, are raised.

The SETA has a legal right to set off a receivable for the recovery of an overpayment due by an employer against the provision for grant payments to that employer.

Provision for doubtful debt is made for doubtful receivables based on a review of outstanding amounts at year-end. Bad debts are written off in the year in which they are confi rmed.

The full amount of the SARS retrospective adjustment does not only relate to grant overpayments to employers, but also consists of a part which was retained by the SETA. A loss is not separately recognised, but current year levy income is affected on a net basis.

IV. Reserves

i. Unappropriated surplus

Section 53 (3) of the Public Finance Management Act, 1999 (Act No. 29 of 1999) as amended requires that a SETA may not accumulate surpluses unless the prior written approval of the National Treasury has been obtained.

There is a time delay of approximately eighteen months to two years before the SETA has granted funds back to employers or entered into contractually binding agreements where grants become payable to employers, workers of employers and other education and training providers. It is therefore impracticable to transfer the surplus of a specifi c year to National Treasury where these funds would be spent in the short to medium term.

The following policies have been adopted in the preparation of the fi nancial statements:

While the balance of the unappropriated reserve will be nil, it is used to demonstrate the allocation of various surplus funds.

49


Disclosure of contingent liability for all reserves

National Treasury may request all surplus funds to be transferred in terms of section 53(3) of the Public Finance Management Act, 1999 (Act No. 29 of 1999) as amended. A contingent liability is disclosed in the fi nancial statements equalling the total of all the reserves, after the provision for the distribution of the surplus to National Treasury have been taken into account.

ii. Skills Development Administration Reserve

The SETA can use a maximum of 10% of the skills development levies for administration expenses.

The excess of administration grant levies is transferred to the discretionary reserve to be utilised for special projects and skills priorities.

The amount of the reserve represents administration levies not utilised to fi nance administrative expenses, which has been approved by National Treasury to be accumulated for the next fi nancial year.

iii. Skills Development Employer Grants Reserve

70% of the skills development levies is used for the payment of mandatory and discretionary grants to employers and others.

In principle the SETA has two years after the end of the fi nancial year in which the levies were accounted for, to effect the grant payments to employers.

Employer grant levies not utilised during the above period are transferred to the discretionary reserve any time before the end of the two years after the end of the fi nancial year in which such grant levies were accounted for. Unutilised amounts not transferred to the discretionary reserve are included in the amount provided to be transferred to National Treasury.

The amount of the Skills Development Employer Grants Reserve represents employer grant levies where:

• Less than two years have expired after the end of the fi nancial year in which the levies were accounted for.

iv. Discretionary Grants Reserve

In principle the SETA has one year after the end of the fi nancial year in which the funds were transferred into the discretionary reserve, to effect the discretionary grant payments. Funds transferred from other reserves gain a new “discretionary” identity when transferred to the discretionary reserve.

The amount of the reserve includes funds where:

• Less than one year has expired after the end of the fi nancial year in which the funds were transferred into the discretionary reserve, or

• Approval has been obtained from National Treasury to accumulate funds to the next fi nancial year, or

• Funds that have been committed to special projects.

50


The following types of discretionary funds are included in the reserve:

• Donor income or funds received by the SETAs from the Department of Labour, or any contributor for the sole purpose of carrying out the special projects,

• Surplus of administration levies not utilised to fund administration costs,

• Employer grants levies transferred from the employer grant reserve for discretionary projects,

• Investment income, and

• Other income generated by the SETA.

The discretionary grant reserve is reduced by losses recognised as a result of SARS retrospective adjustment to skills levies.

No provision has been made for discretionary payments that have been approved at year-end, unless a present obligation exist. Such amounts are disclosed as committed funds.

v. Capitalisation reserve

The capitalisation reserve represents an amount equal to the carrying value of assets and liabilities taken over from the former Industry Training Boards. In future reporting periods this Capitalisation Reserve will be reduced by an amount equal to the annual depreciation charge of the assets taken over, until such time as the fund is depleted. On disposal, repayment or recovery, an amount equal to the net book value of disposed assets is transferred to the Administration Fund.

V. Taxation

No provision has been made for taxation, as the SETA is exempt from income tax in terms of Section 10 of the Income Tax Act.

VI. Financial instruments Financial instruments carried on the Statement of Financial Position include cash and cash equivalents, account and other receivables, and account and other payables. Financial assets and fi nancial liabilities are recognised on the Statement of Financial Position when the SETA becomes a party to the contractual provisions of the instrument.

Financial instruments are initially measured at cost, which includes transaction costs. Subsequent to initial recognition these instruments are measured as set out below:

Financial assets

The SETA’s principal fi nancial assets are account and other receivables, and cash and cash equivalents. Account and other receivables are stated at nominal value as reduced by appropriate allowances for estimated irrecoverable amounts. Cash and cash equivalents are measured at fair value.

51


Financial liabilities

The SETA’s principal fi nancial liabilities are accounts and other payables. Accounts and other payables are stated at nominal value.

VII. Property, plant and equipment

Land is stated at cost and is not depreciated as it is deemed to have an indefi nite life. All other property, plant and equipment are stated at cost less depreciation. Depreciation is calculated on the straight-line basis to write off the cost of each asset to their residual values over their estimated useful life. The annual depreciation rates used are:

• Buildings 5%

• Computer equipment 33,33 %

• Computer software 50 %

• Offi ce furniture and equipment 20 %

Where the carrying amount of an asset is greater than its estimated recoverable amount, it is written down immediately to its recoverable amount (i.e. impairment losses are recognised).

Gains and losses on disposal of property, plant and equipment are determined by reference to their carrying amount and are taken into account in determining net surplus/defi cit.

VIII. Cash and cash equivalents

Cash includes cash on hand and cash with banks. Cash equivalents are short term, highly liquid investments that are held with registered banking institutions with maturities of three months or less and that are subject to an insignifi cant risk of change in value.

For the purposes of the cash fl ow statement, cash and cash equivalents comprise cash on hand, deposits held at call with banks, and investments in money market instruments, net of bank overdrafts.

IX. Operating lease

Payments made under operating leases are charged to the income statement on a straight-line basis over the period of the lease. When an operating lease is terminated before the lease period has expired, any payment required to be made to the lessor by way of penalty is recognised as an expense in the period in which termination takesplace.

X. Accounts receivable

Accounts receivable are carried at anticipated realisable value. An estimate is made for doubtful receivables based on a review of all outstanding amounts at the year-end. Bad debts are written off during the year in which they are confi rmed.

Also refer to accounting policy III (ii) c relating to receivables recognised based on retrospective amendments of skills levies by SARS.

52


XI. Provisions

Provisions are recognised when the SETA has a present legal or constructive obligation as a result of past events, it is probable that an outfl ow of resources embodying economic benefi ts will be required to settle the obligation, and a reliable estimate of the amount of the obligation can be made. Provisions are reviewed at each year-end and adjusted to refl ect the current best estimate.

XII. VAT

The amount refl ected as Value Added Tax due to the South African Revenue Service is in accordance with the dispensation prescribed by the South African Revenue Service on 8 June 2001 and 24 April 2002. In accordance with this Value Added Tax is only calculated and paid over on:

• Skills Development Levy: Administration (10% portion)

• Surplus funds on Employer Grant levy (70% portion) used for projects

The Employer Grant levy (70%) that was previously VAT neutral, becomes VATable when the surplus is used for projects. Therefore the amount of revenue is reduced once the VAT liability is incurred.

The VAT output tax liability is recognised on funds utilised on projects as far as actual project expenditure has been incurred.

A contingent liability is disclosed, calculated on the balance of the surplus of the Employer Grant levy (70%) that is expected to be paid out on projects.

Refer to note 1, 2 and 16.2 where this accounting policy was applied.

XIII. Employee entitlements

i. Short term employee benefi ts

The cost of short-term employee benefi ts is recognised during the period in which the employee renders the related service. Employee entitlements to annual leave and long service leave are recognised when they accrue to employees. A provision is made for the estimated liability for annual leave and long-service leave as a result of services rendered by employees up to the Statement of Financial Position date. The provision has been calculated at undiscounted amounts based on current salary rates.

ii. Termination benefi ts

Termination benefi ts are recognised and expensed only when the payment is made.

iii. Post employment benefi t costs

The SETA provides for retirement benefi ts for all its permanent employees through a defi ned contribution scheme that is subject to the Pension funds Act, 1956 as amended. In terms of the Pension Funds Act, the fund is not required to be actuarially valued. Contributions are at a rate of 14% of pensionable emoluments of which staff members contribute 7.5%.

53


iv. Medical benefi ts

The SETA does not provide for medical benefi ts for its employees. No provision is made for medical benefi ts in the fi nancial statements of the SETA.

XIV. Comparatives

Where necessary, comparative fi gures have been adjusted to conform to changes in presentation in the current year.

54

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55

SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE ANNUAL FINANCIAL STATEMENTSNOTES TO THE ANNUAL FINANCIAL STATEMENTSFOR THE YEAR ENDED 31 MARCH 2004

1.1 Retrospective adjustments by SARS:

During the year under review, SARS advised the SETA of erroneously designated Skills Development Levies received in prior periods, resulting in retrospective adjustments. R402 000 was recognised as a receivable relating to the overpayment to employers in earlier periods, and is based on the amount of such grant over payments. An amount of R248 000 was provided for as doubtful debt.

No loss was separately recognised for the difference between the amount of the retrospective adjustment and the amount that relates to overpayments to employers in prior periods.

An analysis of the SARS retrospective adjustments is as follows:

2003/04R’000

2002/03R’000

Employers’ receivable recognised 402 -

Provision for doubtful debt (248) -

Net effect of SARS Retrospective adjustments 154 -

2. Skills Development Levy Income

2003/04 2002/03

In terms of the Skills Development Act and the Skills Development Levies Act, the following applied during the period under review:

Percentage of payroll payable as a Skills Development Levy 1% 1%

56


2003/04R’000

2002/03R’000

The gross levies contributed by member companies i.r.o. the current year is apportioned as follows:

Administration fund (10%) 7 354 6 515

Levy income: Administration 6 312 5 942

Interseta transfers in 167 -

Interseta transfers out (28) -

VAT charged on levy income 903 573

Discretionary Grants (10%) 7 282 5 985

Levy income: Discretionary Grants 7 197 5 985

Interseta transfers in 150 -


Employer Grants (60%) 44 330 35 911

Levy income: Employer Grants 43 171 35 911

Interseta transfers in 1 382 -


Withheld by the Department of Labour and paid to the 14 391 12 323

National Skills Fund (20%)

Total gross levies contributed by member companies 73 357 60 734

The total levy income per the Statement of Financial Performance is as follows:

Levy income: Administration 6 451 5 942

Levies received 4 988 4 911

Levies accrued 1 463 1 031

Levy income: Discretionary Grants 7 282 5 985



Levy income: Employer Grants 44 330 35 911



Changes in estimates i.r.o. previous year 3 878 -Skills Development Levy income per Statement of Financial Performance

61 941 47 838

57


3. National Skills Fund: Special Projects

2003/04R’000

2002/03R’000

Opening balance 6 068 -

Received during the year 10 495 9 810

Interest received 11 4

Utilised and recognised as revenue – conditions met: 8 584 3 746

Skills programmes and curriculum development 2 544 904

Learnerships 4 220 1 424

Advertising, marketing and research 550 191

Administration 1 270 1 227

Closing balance 7 990 6 068

During the current year conditional funds of R10,495m, excluding VAT (2002/03 – R9,810m) were received from the National Skills Fund on 3 March 2004. This amount was recognised as a liability until the conditions attached were met. During the year, R8,584m (2002/03 – R3,746m) eligible project special expenses were incurred and a corresponding amount was recognised as revenue. At year- end, R7,990m (2002/03 – R6,068m) continues to be accounted for as a liability until the remaining conditions attached have been met.

4. Investment Income

2003/04R’000

2002/03R’000

Interest 6 354 5 852


6 354 5 974

5. Other Income

Other income comprises:

2003/04R’000

2002/03R’000

Insurance claim received 4 41

58


6. Administration Expenses

The following items have been included in administration expenses:

2003/04R’000

2002/03R’000

Depreciation 238 241

Operating lease rentals 47 44

Loss on disposal of property, plant and equipment 15 10

Cost of employment 2 531 2 350

Auditor’s remuneration 141 79

Consultancy and service provider fees 614 49

6.1 Cost of employment

2003/04R’000

2002/03R’000

Salaries and Wages 2 458 2 335

Other salary related cost 73 15

2 531 2 350

Average number of employees14 14

Refer to the Chairman’s report for disclosure concerning the emoluments of executive members.

7. Skills Development Grants Payable

2003/04R’000

2002/03R’000

Opening carrying amount 30 700 25 747

Change in estimate related to the previous year 2 176 -

Amounts utilised (32 876) (25 747)

Additional provisions 1 28 812 30 700

Closing carrying amount 28 812 30 700

The provision for Grants are expected to be paid out within 6 months after year-end. A computation based on historical data was performed to determine the grants to be paid out after the fi nancial year-end.

6.1

59


8. Accounts Payable2003/04

R’0002002/03

R’000

Trade and other payables 1 477 48

Provision for disciplinary hearing fees - 500

National Skills Fund special project expenses 2 758 -

4 235 548

9. Value Added Tax

2003/04R’000

2002/03R’000

Closing carrying amount 1 167 1 897

The VAT dispensation on surplus Employer Grant levies is still subject to a fi nal decision by the Ministers of Finance and Labour. The VAT output tax liability on the surplus of Employer Grants Levies utilised for projects has been calculated as far as actual project expenditure has been incurred.

The Revenue Laws Amendment Act, 2003 (Act No. 45 of 2003) commenced on 22 December 2003. Previously, the defi nition of “enterprise” placed SETA’s listed in Schedule 3A within the scope of VAT. The Amendment Act, however, has amended this defi nition of enterprise and effectively places the public entity outside the scope of VAT. Nonetheless, the amended defi nition of enterprise will only come intooperation on a date fi xed by the President in the Government Gazette. There is uncertainty when the amended defi nition will commence, and it is not expected to commence before 1 April 2005, at the earliest.

10. Employee Entitlements

Employee leave provision

2003/04R’000

2002/03R’000

Opening carrying amount 52 52 -

Additional provisions 8 8 52

Closing carrying amount 60 52

60


11. Property, Plant And Equipment

Year ended 31 March 2004

CostAccumulated Depreciation

Net Book Value

R’000 R’000 R’000

Land 139 - 139

Buildings 452 (45) 407

Computer equipment 309 (209) 100

Computer software 46 (44) 2

Offi ce furniture and equipment

556 (271) 285

Balance at end of period 1 502 (569) 933

Made up as follows:• Owned assets 1 502 (569) 933

Year ended 31 March 2003

CostAccumulated Depreciation

Net Book Value

R’000 R’000 R’000

Land 139 - 139

Buildings 452 (22) 430

Computer equipment 295 (135) 160

Computer software 46 (35) 11


557 (168) 389

Balance at end of period 1 489 (360) 1 129

Made up as follows:• Owned assets 1 489 (360) 1 129

61


Movement summary 2004

Net book value

Additions Disposals Net bookvalue

2003 2004

R’000 R’000 R’000 R’000 R’000

Land 139 - - - 139

Buildings 430 - - (23) 407

Computer equipment 160 41 (7) (94) 100

Computer software 11 1 - (10) 2


389 26 (19) (111) 285

1 129 68 (26) (238) 933

Movement summary 2003

Net book value

Additions Disposals Net book value

2002 2003

R’000 R’000 R’000 R’000 R’000

Land 139 - - - 139

Buildings 433 19 - (22) 430

Computer equipment 140 142 (31) (91) 160

Computer software 21 12 - (22) 11


417 78 - (106) 389

1 150 251 (31) (241) 1 129

Depreciation Charge

Depreciation Charge

62


12. Skills Development Levy Debtors

2003/04R’000

2002/03R’000

Admin Levy debtors 1 668 1 175

Discretionary Grant debtors 1 668 1 175

Employer Grant Levy debtors 10 007 7 049Employers’ receivable related to SARS retrospective adjustments

154 -

Overpayment of employer grants 402 -

Provision for doubtful debt (248) -

13 497 9 399

13. Accounts Receivable

2003/04R’000

2002/03R’000

Trade and other receivables 8 9

14. Cash And Cash Equivalents

2003/04R’000

2002/03R’000

Cash at bank and in hand 23 999 16 698

Money market investment 19 816 17 896

Short term bank deposits 41 639 28 297

85 454 62 891

As required in Treasury Regulation 31.2, National Treasury approved the banks where the bank accounts are held. The weighted average interest rate on short term bank deposits was 9.94% (2002/03 – 12.54%).

63


15. Reconciliation of Net Cash Flow from Operating Activities to Net Surplus

2003/04R’000

2002/03R’000

Net surplus as per Statement of Financial Performance 24 315 10 430

Adjusted for non-cash items:

Depreciation 238 241

(Decrease) / Increase in provisions (842) 2 731

Investment fair value adjustment - (122)

Adjusted for items separately disclosed:

Investment income (6 354) (5 852) Loss / (Profi t) from disposal of property, plant and equipment

15 (11)

Adjusted for working capital changes:

(Increase) in levy debtors (4 098) (1 891)

(Decrease) / Increase in grants payable (1 888) 4 953

Decrease / (Increase) in accounts receivable 1 (9)

Increase in accounts payable 2 957 1421

Increase in income received in advance 1 922 6 068

Net cash fl ow from operating activities 16 266 17 959

16. Contingencies

16.1 Surplus funds

In terms of the Public Finance Management Act, 1999 (Act No. 29 of 1999) as amended, all surplus funds at year-end may be forfeited to National Treasury.

2003/04R’000

2002/03R’000

Skills Development Employer Grants Reserve - 1 780

Discretionary Fund Reserve (note 17.1) 54 386 28 248

Capitalisation Reserve 529 572

Total funds per balance sheet 54 915 30 600

16.2 VAT on surplus funds on Employer Grant levy (70%) to be used for projects

The Employer Grant levy (70%) that was previously VAT neutral, becomes VATable when the surplus is used for projects. This VAT output tax liability provided in the fi nancial statements (refer to accounting policy XII and note 9 to the fi nancial statements) has been calculated as far as actual project expenditure has been incurred.

64


A contingent liability exists for output VAT of R3,143m on the balance of the surplus of the Employer Grant levy (70%) that is expected to be paid out on projects.

16.3 Other

Payments to the amount of R920 892 was made by SETASA during the 2002 and 2003 fi nancial year to a company allegedly without the necessary services rendered. SETASA is in the process of claiming this amount from a former employee. This employee denies all allegations.

SETASA’s attorney is currently waiting for an instruction from SETASA to issue Summons in the High Court. The outcome of this proposed litigation is uncertain and the costs are estimated at R300 000.

17. Commitments

17.1 Discretionary grant reserve

Discretionary grants are not accrued until a contractual obligation exists, even if applications have been approved at year-end. Of the balance of R 54,386m available in the discretionary grant reserve at the end of March 2004, R 32,200m has been approved and allocated for future projects as set out below. Amounts for expenses that have already been contracted or incurred, and therefore included in grant expenses in the Statement of Financial Performance, are also indicated. A request for the accumulation of these funds has been submitted to National Treasury. At the time of compiling the fi nancial statements, no reply had been received.

Approved by Accounting

Authority

R’000

Cumulative Amount utilised at

31 March 2004

R’000

Name of project

Standards Development 4 780 2 376

Learnerships Development 12 953 2 199

Aids Training 2 800 476

ABET Skills Programmes 5 000 9

Relationship skills 1 300 286

SMME Development 1 754 254

Stakeholder Capacity Development 1 130 -

Levy Grant Management System 1 847 867

SSP Research 500 4

SDF 136 136

Total 32 200 6 607

Discretionary grant payments recommended to the Review Committee Phase 1, on 2 April 2004 amounts to R9,607m. R1,902m of this amount was conditionally approved.

65


17.2 Operating Leases

Total of future minimum lease payments under non-cancellable leases:

2003/04R’000

2002/03R’000

Not later than one year 54 50

Later than one year and not later than fi ve years - 54

54 104

The operating lease relates to building premises used for offi ce accommodation in Stellenbosch. The lease agreement was entered into effective 1 October 2002 and will be operational for a period of 30 months, expiring on 31 March 2005. No provision was made for an option to renew the lease on expiry. The rental escalates annually on 1 September with 10%.

18. Financial Instruments

The SETA’s fi nancial instruments consist mainly of cash and cash equivalents, accounts and other receivables, and accounts and other payables. No fi nancial instrument was carried at an amount in excess of its fair value. The following methods and assumptions are used to determine the fair value of each class of fi nancial instrument:

Cash and cash equivalentsThe carrying amount of cash and cash equivalents approximates fair value due to the relatively short-term maturity of these fi nancial assets.

Accounts and other receivablesThe carrying amount of accounts and other receivables, net of provision for bad debt, approximates fair value due to the relatively short-term maturity of these fi nancial assets.

Accounts and other payablesThe carrying amount of accounts and other payables approximates fair value due to the relatively short-term maturity of these fi nancial liabilities.

19. Irregular, Fruitless Or Wasteful Expenditure

To the best of the Accounting authority’s knowledge, no material losses through criminal conduct, or irregular, fruitless or wasteful expenditure were incurred during the year ended 31 March 2004.

66

SECTOR EDUCATION AND TRAINING AUTHORITY FOR SECONDARY AGRICULTURE ANNUAL FINANCIAL STATEMENTSANNEXURE TO THE ANNUAL FINANCIAL STATEMENTSFOR THE YEAR ENDED 31 MARCH 2004

ANNEXURE A: RECONCILIATION WITH CASH INFORMATION PER ECONOMICAL CLASSIFICATION

2003/04R’000

2002/03R’000

Cash receipts

Non tax receipts:

SDL: Fines and penalties 330 331

Transfer receipts from: 68 349 55 760

Other governmental units

Skills Development Levy 57 843 45 946

National Skills Fund 10 506 9 814

Other receipts 5 33

Total cash received from operations 68 684 56 124

Cash payments

Compensation of employees

Salaries and wages (2 523) (2 298)

Goods and services (49 895) (35 867)

Total cash expenditure from operations (52 418) (38 165)

Cash generated from operations 16 266 17 959

Cash receipts 6 354 5 974Interest 6 354 5 852Investment fair value adjustment - 122

Net cash infl ow from operating activities 22 620 23 933

Cash fl ow from investing activities (57) (209)Cash receipts on sale of capital assetsOther capital assets 11 42

Cash payments on capital assets (68) (251)Buildings and other fi xed structures

Buildings - (19) Machinery and equipment

Other machinery and equipment (67) (220)

Software and other intangible assets (1) (12)

Net increase in cash and cash equivalents per cash fl ow statement

22 563 23 724

67

9.Thanks

SETASA acknowledges its reliance on strategic partners and would like to acknowledge the support which we received from the following institutions and stakeholders. We would like to record its sincere thanks and appreciation as they were pivotal in the achievements.

The institutions and stakeholders are as follows:

Governing Body of SETASA Sub Committees of SETASA Department of Labour South African Qualifi cations Authority (SAQA)Department of Trade and IndustryDepartment of EducationDepartment of AgricultureShort term ConsultantsGTZ (German Technical Co-operation) Service Providers SETASA staff

68

10. Contact DetailsHead Offi ce: PretoriaPhysical address: 91 Glenwood Road Lynnwood Glen 0081

Postal Address: Private Bag X20003 Garsfontein 0042

Telephone: +27 (12) 365 2827Facsimile: +27 (12) 348 1445Email: [email protected]: http://www.setasa.co.za

Regional Offi ce: Cape TownPhysical Address: Lutzville Building 11 Victoria Street Stellenbosch 7696

Postal Address: P O Box 853 Stellenbosch 7600

Telephone: +27 (21) 886 7155Facsimile: +27 (21) 882 8349

National Skills Fund (NSF) offi ceTelephone: +27 (11) 726 3225Facsimile: +27 (11) 726 6303

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Documents

1. Chairman’s Report - Home Page- AgriSeta · 1. Chairman’s Report 2 2. ... South African Poultry Association (SAPA), ... I would like to thank the SETASA staff for their