Thursday 12 March 2015

Budget Impact

How the budget will impact on private learning providers

Not mentioning private learning providers in the budget speech does not mean that it will not have any effect on us. It most certainly will and the prognosis is, as can be expected, not a very good one. Private learning providers need to know how the budget will impact on their operations and they need to manage their finances in such a way that they will at least survive in the face of this new monster that already broke down the door.
A budget, that hits the middle class the hardest, inevitably hits the private learning institutions equally hard. Private learning institutions whose learners mostly come from middle class households will find that they lose learners. One way to overcome this is to see if you can focus more on offering learning to learners whose tuition fees are paid by corporates or government institutions.
The focus of the budget, however, is not the most important effect that the budget has on the financial health of private learning institutions. The cumulative effect of all the tax increases is the biggest threat.
• Raising the marginal income tax of all but the lowest income groups reduce the money available to households for education and training and reduce the income of learning providers. To this should be added to effect of bracket creep (tax brackets are shifted 4.2% higher except for the low income groups).
• Not so luxury home owners (steeper transfer duties on homes worth more than R2.25-million) and car owners (all facilitators must have cars) further reduces the nett income of education and training practitioners.
• The increased electricity levy form 3.5c/kWh to 5.5c/kWh, coupled with the inevitable load shedding has a huge impact on learning institutions that are dependent on electricity in numerous ways.
• I will mention sin taxes to show that it was considered. However, sin taxes are a product of the individual’s indulgence in the good life. The impact on education and training should be minimal.
Private learning institutions will need to find ways in which to limit the effect of the above on their costs and ability to offer professional education and training. Examples include;
  • going green (gas stoves and geysers, sun panels to generate electricity, etc.);
  • using more efficient teaching methods;
  • limiting travel to the minimum, etc.
There are a number of opportunities in the budget, although most are directed at public learning institutions. The initiatives listed below are spread over a period of three years.
• R640-billion will be spent on basic education.
• R195-billion will be spent on post school education (including tertiary education and occupational training).
• R3.1-billion will be awarded in bursaries for aspirant teachers.
• R7.4-billion will be spent on the replacement of 500 unsafe or poorly constructed schools.
• R4.1-billion will be spent on establishing public libraries.
• University subsidies of R72.4-billion will be made available.
• The National Student Financial Aid Scheme will be increased from R9.2- billion to R11.9-billion. Private learning institutions will need to identify the opportunities that this offers them.
For example, one can negotiate with public learning institutions to offer learning programmes in partnership with them or on behalf of them, one can make facilitators, assessors and moderators available to public learning institutions, one can develop learning materials for public learning institutions, etc.
In closing, all the money that the government will collect through taxes will be wasted if it is not spent responsibly. All right, every political party in opposition to the governing party and every financial expert harps on this. The following should, however, already have received more attention in the budget speech:
• The Minister should have explained to us what government is doing to bring those who constructed unsafe schools to book and what government will do to ensure that such shoddy work is never delivered again.
• The Minister should have explained to us what government is doing to ensure that the increase in the electricity levy will, indeed, only be temporary.
• The Minister should have explained to us exactly what government is doing to destroy corruption and why their efforts will work this time around.
• The Minister should have explained what government will do to ensure that students who receive bursaries, government subsidies, stipends, etc. will study hard and achieve success.
• The Minister should have explained to us what government will do to ensure that public learning institutions will offer good quality education and training.
• The Minister should have explained to us what government will do to ensure that government officials will provide a professional service to the community.

• The Minister should have given us the assurance that government will lead by example and the President should openly have declared that he supports the Minister in this respect.

Wednesday 4 March 2015

Creating a united workforce with people with disabilities

Creating a united workforce with people with disabilities
An overview for employers

Johannesburg, South Africa, 29 January 2015 – According to research conducted by the University of Johannesburg’s Centre for Social Development in Africa (CSDA), around 1 percent of people with disabilities (PWD) are gainfully employed in the private sector.

Out of a population of 4 million people, this statistic is unnerving when you consider that this leaves an overwhelming 99 percent relying on social grants of which the CSDA reports only 10 percent are actually on the receiving list.

Stanley Hutcheson, Founder and Director of Stanley Hutcheson & Associates (SHA), a Skills Development Firm specialising in practical work readiness programmes and solutions, believes these poor statistics can be attributed to long standing negative stereotypes when it comes to considering PWD within the work environment. These negative perceptions originate from lack of societal interaction with PWD, particularly in the job market.

Hutcheson says, “As a PWD, finding legitimate employment is made more challenging in the face of this prejudice. This can be seen in the CSDA’s research where it reveals that 68 percent of adults living with disabilities have never looked for a job. Aside from the negative stereotypes concerning PWD in the work place, there is also the nagging suspicion that changing your company’s facilities to accommodate those with disabilities can be an expensive exercise.”

The ‘National Buildings Regulations and Building Standards Act’ has stipulated that all buildings, particularly those where commerce takes place, need to have structural accommodations to support the disabled. These include access ramps, adequate parking, bathrooms and lift access. Businesses should consider these structural additions before deciding to rent commercial properties or ensure that developers accommodate these necessary additions.

Hutcheson explains, “Employers and companies need to understand that PWD do not suffer from a ‘one size fits all’ dynamic. There are many facets to disability ranging not only from the physical challenges but mental disability too. Only through education can the private sector really understand what it is like having a PWD as a positive addition to their productive workforce. At SHA we take a tailor-made approach to PWD and our clients who see the potential of our disabled candidates.”

By providing detailed evaluations on company’s building facilities, sensitivity workshops that educate businesses on the correct approaches when communicating with and employing people with disabilities, Stanley Hutcheson also provides Disability Toolkits that clearly unpack important information on the various kinds of disabilities and how to accommodate them in the workplace.

Hutcheson believes that businesses are short-sighted when it comes to the monetary and equitable gain employing people with disabilities can offer. “There are many incentives that are available to companies that are able to employ people with disabilities such as SARS income tax rebates.  Section 12H tax deduction commencement allowance for disabled learners to the value of R50 000, this amount is also applicable for Section 12H tax deduction completion allowance for disabled learners. Skills development of PWD is also a BEE points earner in the work environment.

The most understandable reward, is being able to help a PWD become a contributing member of society, which requires strong steps by the PWD to help break down negative PWD stereotypes. Aside from monetary gain, equitable gain is also to be considered when hiring a PWD. Not only will equitable representation be enhanced - additional BEE points will give businesses a competitive edge.”

PWD can be employed in all industries and Stanley Hutcheson has seen many successful placements of their learners who have graduated from their Contact Centre and Generic Management Learnerships. Hutcheson adds, “Our learnership programmes empower our students to be proficient in back office support, administrative skills, call centre customer service and data capture. We also ensure that our learners are equipped with soft skills such as time management, technology skills, and know how to operate as part of a team.”

According to Hutcheson, SHA aims to provide equal opportunity to all recruits, and streamlines their approach to suit client’s specific business processes and role requirements. “At SHA, we open our doors to all PWD regardless of their current disability. Our internal procedures help establish a qualified platform that meets not only the needs of our clients but the standards of the South African Qualifications Authority (SAQA) and the various SETA’s we engage with.”