SUBSECTOR SKILLS PLAN FAST MOVING CONSUMER GOODS 16 SEPTEMBER 2014
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SUBSECTOR SKILLS PLAN
FAST MOVING CONSUMER GOODS
16 SEPTEMBER 2014
i
CONTENTS
1. INTRODUCTION ..........................................................................................................................1
2. STATISTICAL OVERVIEW ..............................................................................................................2
3. KEY CHALLENGES AND OPPORTUNITIES .......................................................................................4
4. SKILLS DEVELOPMENT PRIORITIES ...............................................................................................6
5. PRIORITY AND SCARCE SKILLS .....................................................................................................7
ANNEXURE A Methodology used to weight WSP data to sector totals ............................................... 10
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1. INTRODUCTION
The Chemical Sector Education and Training Authority (CHIETA) consists of five chambers that represent the nine subsectors of the Chemical Sector. The five chambers are:
Petroleum and Base Chemicals
Fast Moving Consumer Goods and Pharmaceuticals
Explosives and Fertilisers
Speciality Chemicals and Surface Coatings
Glass.
Skills planning is a core function of all SETAs and according to CHIETA’s constitution, this function cascades down to its constituent chambers. According to the CHIETA constitution the chambers are (among other things) responsible to consult with the nine subsectors in areas of skills development and planning. The ultimate objective of such consultation is to compile a SSP for the Chemical Sector that takes into consideration areas of skills demand, skills supply, and scarce and critical skills as they manifest in the respective subsectors and a strategic plan that addresses the needs of the total Chemical Sector and its subsectors.
In 2013 the CHIETA commissioned subsector skills plans for each of the nine subsectors. These documents provided detailed analyses of each of the subsectors and were meant to assist the respective chambers in skills planning and to reflect the skills needs of and skills planning for each of the subsectors.
In 2014 the CHIETA decided to prepare much shortened versions of the subsector skills plans – with a strong focus on the most recent challenges and opportunities identified in the respective subsectors and the skills development priorities identified by the chambers responsible for the subsectors.
This shortened version of the subsector skills plan consists of the following sections:
Statistical Overview
This overview is based on the levy payment information for the 2013-2014 financial year and the workplace skills plans (WSPs) submitted to the CHIETA in March 2014. The data was weighted in order to extrapolate it to subsector totals (see Annexure A). The statistical overview provides information on the organisations in the subsector and the employees working in the subsector.
Key Challenges and Opportunities
At a series of chamber meetings held in July 2014 the key skills development challenges facing the Chemical Sector as a whole (as identified in the 2014 SSP update) were presented and discussed. The ways in which each of the subsectors and chambers were affected and reacted to these challenges were highlighted. Challenges and opportunities that were unique to each subsector were also identified. These discussions form the basis for this section in the subsector skills plan.
Skills development Priorities
The skills development priorities that each of the chambers set for itself are reflected in this section of the subsector skills plan.
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Scarce skills
A list of occupations in which skills shortages exist in the Chemicals Sector was compiled for the 2014 SSP. This list was based on the scarce skills information provided by employers in the WSP submissions of March 2014. In the last section of this subsector skills plan the skills shortages identified by employers in this particular subsector are listed in table format. The table is an extract from the scarce skills list of the total sector and contains information on the number of vacancies identified in the subsector. It also provides a sector perspective, i.e. whether it is regarded as a priority skill in the Chemical Sector as a whole, total employment in this occupation in the Chemical Sector, the total number of vacancies in the Chemical Sector and vacancies and percentage of total employment.
This subsector skills plan is a draft document for further discussion in the chamber meetings that will be held in October 2014.
2. STATISTICAL OVERVIEW
ORGANISATIONS IN THE SUBSECTOR
Number of levy-payers in subsector 215 Percentage of levy-payers in the Chemical Sector 11 Percentage of levies paid in the Chemical Sector 8
EMPLOYMENT IN THE SUBSECTOR
Total employment 15 025 PROVINCIAL DISTRIBUTION OF EMPLOYEES
Province N %
Eastern Cape 602 4.0
Free State 11 0.1
Gauteng 6 946 46.2
KwaZulu-Natal 5 235 34.8
Limpopo 13 0.1
Mpumalanga 148 1.0
North West 6 0.0
Northern Cape 137 0.9
Western Cape 1 928 12.8
Total 15 025 100.0
AGE DISTRIBUTION OF EMPLOYEES
Age category N %
Younger than 35 6 531 43.5
35 - 54 7 165 47.7
55 - 59 822 5.5
60 and older 507 3.4
Total 15 025 100.0
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OCCUPATIONAL DISTRIBUTION OF EMPLOYEES
Occupational Group N %
Managers 2 140 14.2
Professionals 1 687 11.2
Technicians and associate professionals 2 175 14.5
Clerical support workers 1 918 12.8
Service and sales workers 293 1.9
Skilled and related trades workers 470 3.1
Plant and machine operators and assemblers 3 049 20.3
Elementary occupations 3 060 20.4
Learners 233 1.6
Total 15 025 100
EQUITY Race and gender distribution of employees
Female Male Total
N %* N %* N %*
African 3 219 21.4 4 959 33.0 8 178 54.4
Coloured 1 136 7.6 730 4.9 1 866 12.4
Indian 867 5.8 1 338 8.9 2 205 14.7
White 1 529 10.2 1 247 8.3 2 776 18.5
Total 6 751 44.9 8 274 55.1 15 025 100.0
*Percentage of total employment in subsector. Number of women and Blacks per occupational group
Occupational Group
Women Blacks
N %* N %*
Managers 958 44.8 1 086 50.7
Professionals 998 59.2 1 099 65.2
Technicians and associate professionals 970 44.6 1 686 77.5
Clerical support workers 1 203 62.7 1 521 79.3
Service and sales workers 194 66.2 242 82.8
Skilled and related trades workers 61 13.0 362 77.1
Plant and machine operators and assemblers 722 23.7 2 993 98.1
Elementary occupations 1 552 50.7 3 034 99.1
Learners 94 40.3 226 96.7
Total 6 751 44.9 12 249 81.5
Percentage of employment in occupational group.
Number of disabled people employed 147
Disabled people as % of employment 1.0
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HIGHEST EDUCATIONAL QUALIFICATIONS OF EMPLOYEES
NQF Level N %
Below Level 01 425 2.8
Level 01 360 2.4
Level 02 887 5.9
Level 03 567 3.8
Level 04 3 682 24.5
Level 05 1 503 10.0
Level 06 927 6.2
Level 07 817 5.4
Level 08 585 3.9
Level 09 56 0.4
Level 10 20 0.1
Undefined 5 196 34.6
Total 15 025 100
3. KEY CHALLENGES AND OPPORTUNITIES
Key challenges and opportunities in the Fast Moving Consumer Goods (FMCG) subsector, and specifically with regard to cosmetics, were highlighted in a presentation by the dti at a chamber meeting held on 16 July 2014. These include the following:
Some progress has been made in terms of the development and manufacturing of cosmetic products:
o The National Science Professions Act of 2003 did not recognise Toxicological Science as a Natural Science Profession. The dti and TOXSA requested the Act to be amended, which was done in 2012. Since this amendment, toxicologists are required to register with the South African Council for Natural Science Professionals (SACNASP).
o The Toxicologist profile was included in the CHIETA Qualification Handbook. o A submission was made to the Department of Higher Education and Training (DHET)
to include the Toxicologist OFO Code. Once this was done the development of qualifications could commence.
o TOXSA and the Department of Science and Technology are busy developing a 2 year safety and risk assessment course.
o CHIETA in collaboration with TOXSA also developed a toxicology clip for the promotion of this career.
o CHIETA has already instituted a partnership with TOXSA to develop relevant qualifications.
South Africa does not have facilities in place to undertake toxicology tests. The upgrading of South African Bureau of Standards (SABS) laboratories for dedicated toxicology tests is currently under consideration.
At the same time universities are engaged in addressing the skills shortages in this area. The University of Pretoria will offer an internationally recognised Cosmetic Safety Assessment course at MA and PhD-level. CHIETA could make bursary funding available for the course.
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The dti is in the process of developing a draft Cosmetic Sector Strategy. The aim of the strategy is to ensure that SA has the necessary skills for cosmetics product manufacturing, testing and marketing. The strategy provides for a Cosmetic Sector Skills Gap Analysis. Institutions and incubation centres will be developed to offer critical skills for the sector and to ensure new product development and alternative testing methods.
Product development with a focus on ethic hair and skin care is required. The North West University wanted to expand their Centre of Competence for Cosmetics Science. A business plan has been submitted to the dti for consideration. The University of Cape Town is considering the establishment of a Hair Care Institute. The National Skills Fund and CHIETA have been approached for funding.
The Tshwane University of Technology is considering the establishment of a cosmetics hub. The aim of the hub would be to support SMMEs in the development of cosmetic products.
Clinical tests are only required for medical purposes and not for cosmetic products. The cosmetic industry is still self-regulated. However, for export purposes the following safety assessments are required: preservative efficiency testing, stability testing, microbiological testing as well as Good Manufacturing Practice evaluations. These are all being done in South Africa. However, the tests are costly.
Greener products are increasingly being required by cosmetics consumers.
The SA Pharmacy Council recently engaged CHIETA to develop qualifications together.
Some of the more general challenges facing the Chemical Sector as a whole also have an effect on the FMCG subsector. These include:
Poor maths and science education at school level. CHIETA as well as companies in the sector are contributing towards the building of the skills pipeline through bridging and school support programmes.
Weaknesses in the public FET sector. FET sector is not seen as very relevant to the FMCG subsector.
High drop-out and low throughput rates.
Lack of relevance of qualifications. Some of the qualifications offered are not sufficiently relevant to the industry and the content of the courses are not always up-to-date. In order to address these issues, more structured relationships between industry and the universities is required. There is some capacity available in private HET institutions (e.g. the Da Vinci Institute). This needs to be harnessed and CHIETA needs to engage with these providers on behalf of the industry.
Challenges related to the education and training of engineers. A plateau was reached in the awarding of engineering qualifications over the past two years notwithstanding the fact that engineering skills were in high demand. Engineers that qualified/graduate were not registering with the Engineering Council of South Africa (ECSA).
Work integrated learning (WIL) and access to workplaces. WIL is a national priority both in terms of in-service training to complete qualifications as well as post qualification workplace experience. Some of the companies in the sector provide WIL to students. However, CHIETA bureaucratic requirements and the amount of paperwork involved are blockages in the efficient functioning of the system.
Lack of career guidance and access to learning opportunities.
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Shortage and capacity of education and training providers including experienced workplace mentors.
Transition between education and the labour market. The majority of new entrants to the labour market find it very difficult to obtain first entry.
Lower skills levels in rural areas.
Delays in QCTO processes and uncertainty about managing the transition on quality assurance issues.
Lack of articulation between qualifications.
4. SKILLS DEVELOPMENT PRIORITIES
For the Pharmaceuticals and FMCG Chamber the following are priorities:
The review and development of an integrated approach to qualifications for the pharmaceuticals subsector. This includes
o Working with the professional associations and relevant SETAs, specifically the HWSETA and WRSETA, in relation to professional occupations and support personnel.
o Identifying critical pre-competitive programmes related to key occupations that are currently not accredited but may be worth formalising.
Supporting IPAP imperatives in relation to growing the pharmaceuticals and cosmetics subsectors with emphasis on the development of regulatory pharmacists and toxicologists.
Development and dissemination of career information to workers within companies as well as young people. This information will emphasise the legal requirements of occupations.
The continued training of pharmacists, including industrial pharmacists, and sales and marketing personnel with a professional skills base.
Provision of in-service training.
Continuing to work with public universities and UoTs to ensure relevant programmes and delivery modes (e.g. part time classes, e-learning etc.).
Promoting the alignment of BBBEE skills development objectives with training in support of transformation.
Increasing the number of engineers who obtain professional registration and who attain the
GCC.
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5. PRIORITY AND SCARCE SKILLS
Occupation Code Occupation Name P
rio
rity
Ski
ll in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
ce S
kill
in C
he
mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
To
tal V
acan
cie
s in
C
he
mic
al S
ect
or
Vac
anci
es
as %
of
Emp
loym
en
t
Comments
Vac
anci
es F
MC
G
121101 Finance Manager YES 1 490 NO 6 8 0.5 6
121202 Business Training Manager
YES 249 YES 8 26 10.3 4
121908 Quality Systems Manager
YES 437 YES 14 30 6.8 20
122101 Sales and Marketing Manager
YES 1 238 NO 13 57 4.6 6
122301 Research and Development Manager
YES 287 NO 6 9 3.3 4
132104 Engineering Manager YES 916 YES 13 61 6.6 4
132401 Supply and Distribution Manager
YES 978 NO 8 9 0.9 4
134904 Office Manager YES 118 NO 2 4 3.4 2
211101 Physicist YES 1 NO 3 27 2090.0
211301 Chemist YES 261 YES 22 51 19.6 7
213108 Microbiologist YES 134 NO 4 5 3.5 4
214101 Industrial Engineer YES 750 YES 15 61 8.2 Engineers not registered. Experienced engineers are scarce.
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Occupation Code Occupation Name P
rio
rity
Ski
ll in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
ce S
kill
in C
he
mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
To
tal V
acan
cie
s in
C
he
mic
al S
ect
or
Vac
anci
es
as %
of
Emp
loym
en
t
Comments
Vac
anci
es F
MC
G
214401 Mechanical Engineer YES 371 YES 7 27 7.2 Engineers not registered. Experienced engineers are scarce.
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214501 Chemical Engineer YES 732 NO 7 14 2.0 Engineers not registered. Experienced engineers are scarce.
1
226302 Safety, Health, Environment and Quality - SHE&Q - Practitioner
YES 1 410 NO 11 65 4.6 4
242401 Training and Development Professional
YES 708 NO 3 15 2.1 10
311801 Draughtsperson YES 165 YES 8 25 15.1 4
332203 Sales Representative - Personal and Household Goods
YES 279 NO 2 10 3.6 10
411101 General Clerk YES 3 855 NO 6 8 0.2 2
718304 Packaging Manufacturing Machine Setter
YES 543 YES 1 57 10.5 57
900000 Learners YES 3 020 NO 0 22 0.7 22
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Occupation Code Occupation Name P
rio
rity
Ski
ll in
Ch
em
ical
Se
cto
r
Tota
l Em
plo
yme
nt
in
Ch
em
ical
Se
cto
r
Scar
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kill
in C
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mic
al
Sect
or
Emp
loye
rs in
Ch
em
ical
Se
cto
r w
ho
Ide
nti
fie
d
Scar
ce S
kills
To
tal V
acan
cie
s in
C
he
mic
al S
ect
or
Vac
anci
es
as %
of
Emp
loym
en
t
Comments
Vac
anci
es F
MC
G
522301 Sales Assistant - General
YES 635 NO 7 5 0.8 2
642702 Refrigeration Mechanic
YES 13 NO 1 6 47.3 6
652302 Fitter and Turner YES 862 NO 7 28 3.3 4
671101 Electrician YES 1 196 YES 7 174
14.5 4
671202 Millwright YES 1 114 NO 9 51 4.6 28
672105 Instrument Mechanician
YES 1 020 NO 9 42 4.1 3
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ANNEXURE A Methodology used to weight WSP data to sector totals
The information that employers submit annually to the CHIETA in their Mandatory Grant applications (WSPs/ATRs) provides detailed information on employment in the sector. In order to compensate for organisations that did not submit mandatory grant applications, the data was weighted to sectoral figures. This was done by using the size of the levy amount paid as a proxy for employment. Weighting was calculated separately for each subsector and for the different size organisations in each, because of wage differentials that occur between subsectors and organisations of different sizes.
In each of the subsector-size categories the weights applied were calculated as follows:
Weight = Levy amount paid (all organisations)/levy amount paid (organisations who submitted WSPs)
The weights were applied to the individual employee records and were used throughout the analysis of the sectoral profile. The weights that were applied to each subsector are shown in the table below.
Subsector < R100 000 R100 000 - R999 999
R1 mil – R4 999 999
R5 mil – R9 999 999
R10 mil +
Base Chemicals 4.5 1.1 1.3 1.0 Explosives
1.0
1.0
FMCG 2.2 1.1 1.2
1.0
Fertilisers 3.7 1.2 1.0 Glass 5.3 1.7
1.0
Petroleum 1.9 1.3 1.3 1.0 1.0
Pharmaceuticals 1.8 1.1 1.3 Speciality Chemicals 1.7 1.1 1.0 1.0
Surface Coatings 2.0 1.1 1.0
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