A keg of

experience

SAB’s Rob in

the chair

The smile that

skills

development

brings

AUTUMN 2007

Moving in, moving up

Your skills partner

The 2005/6 FoodBev annual reportwon the prestigious Institute ofChartered Secretaries’ award for ‘bestreport by a parastatal’. The awards,presented in several categories,recognise transparency and corporategovernance, but also take intoaccount presentation and impact ofthe report, company informationgenerally and financial reporting.

The previous year’s award for aparastatal was won by South AfricanAirways.

SHARE YOUR VIEWSDo you have something on your mind; a

training success story you would like to

share or a query on any aspect of the

National Skills Development Strategy?

Email the editor of FoodBev Focus at

wayneuns@iafrica.com.

FOODBEV SETA ATYOUR SERVICEPlease feel free to

contact FoodBev

SETA with any queries

about skills

development or training, or

for assistance with workplace skills plans,

accreditation, or claiming of grants.

Our number is (011) 253 7300 and our fax

(011) 253 7333. Or email us on

liezlg@foodbev.co.za. We’ll be glad to help.

FOODBEV FOCUS PRODUCTIONEditorial, copy editing: Susan Unsworth

Design, production: Image Design

Repro and print: Remata iNathi

New

lookAs has become customary, Focustakes on a new look every twoyears. We had great fun with thecartoons and were pleased to havebeen able to uncover and encouragesome relatively unknown talent. Thecover of this issue reflects a newlook for a new year – we hope youlike it. What has not changed isFocus’s commitment to bringing you all the skillsdevelopment and Seta news you need.

Report a winner

Marco Lopesis FoodBev’s new marketing

specialist, taking over from LillianMlambo, who was made a career

offer she couldn’t refuse. AJo’burger born and raised, Marco

earned a BCom in marketingmanagement from Rand AfrikaansUniversity, where he emerged top

of his class. Before moving toFoodBev, he worked in the

telecommunications industry, mostrecently as a brand manager.

Georgia Richardsis executive secretary to Ravin

Deonarain. Mauritius born and bred,Georgia moved to South Africa

seven years ago, the "live souvenir"of her South African husband.

Formerly a personal assistant in thepharmaceutical industry, she seesher latest move as an opportunity

to grow in her chosen field.

Nozibongo Socishehas joined the team as NSF project

administrator. Previously sheworked with business management

consultancy Pure Innovation. Shealso has extensive experience in

public relations.

By now, you will be familiar with

Mabellyne Lenyai,at least telephonically. Mabel isFoodBev’s front-line person and

makes sure that callers are routedto the correct extension as quickly

and efficiently as possible.

Desiree Stephenshas a new portfolio. Previously

SGB coordinator, she now handlesETQA projects, including the

SGB function.

Ravin’ on

3

It was mentioned in the lastissue that FoodBev has onceagain – for the third successiveyear in fact – been ratedexcellent by the Department ofLabour. Ours was one of twoSetas that were given theaccolade ‘excellent performer’.Congratulations to ourcolleagues at Bankseta for theirsterling performance.

Naturally, great kudos goes toFoodBev staff for theirconsistent efforts to keep usahead, not for the sake ofawards such as this, butthrough a genuine belief thatthe work they do is making animpact on the sector and onSouth African society.

Our council too, with ourvarious committees, businesspartners and sectorstakeholders, have allcontributed to our continuedsuccess.

The best part about thisachievement for me is that Iknow that all involved may berelied upon to repeat ourperformance year after year.After all, as Dr Phil always says,‘the best predictor of futurebehaviour is past behaviour’.

We look forward to the resultsof DoL’s assessment for2006/7.

A regular column byRavin Deonarain, the chief executiveofficer of FoodBevSETA, focusing onissues of importanceto the food andbeverages manu-facturing sector.

Disabilities should not be a stumblingblock in the search for employment.With certain simple steps mostworkplaces would be geared toaccommodate those withphysical challenges.

FoodBev Seta, working with consultant Vulindlela Human PerformanceTechnology, is preparing a strategy document that will guide companies in theemployment of people with disabilities (PWD).

The project, spurred by the National Skills Development Strategy’s target of4% PWD across all NSDS indicators by 2010, will help sector companies torecruit, train and retain PWD.

Says project manager Mashumi Tutu: "At present there are several constraintsto the employment of PWD. Among these are the attitudes of non-disabledpeople in the workplace, the way in which employment is structured andorganised, the physical environment and the polices and regulations relating toemployment of PWD.

"In consultation with stakeholders and interest groups, we aim to produce astrategy that goes beneath the surface of the issue, explaining not only the‘what’ but the ‘how’."

The strategy will examine PWD’s rights and opportunities and explorepreparation of the workplace to mitigate the challenges faced by people withvarious disabilities.

Vulindlela’s Simon Ntuli adds that the strategy will advise on the types ofprogrammes best suited to PWD, taking into account particularly the scarceskills identified by FoodBev Seta as priorities for the sector.

The document is scheduled for completion soon and will be followed by a pilotproject aimed at helping employers transform their policies and strategies,prepare the physical environment, analyse gaps in human resourcesrequirements to meet the NSDS target, and set budgets and allocateresources to meet these.

Ravin

Disability needn’t be a handicap

Left: University of Tshwane finalyear food science students

attended theGauteng session.

Below: Delegateseven includedDepartment ofCorrectionalServices officials.

The guide shows how important maths

and science are asschool subjects, yet

during our research wefound that manylearners were so

frightened of thesesubjects that they chose

not to do them."

Hayley Williams of Avalanche, whichconducted the scarce skills research.

The guide, which has beenworkshopped with stakeholdergroups in the major centres, willhopefully change the way studentsand school leavers perceive thesector and entice them to takemore than a fleeting glance at theexciting careers it offers.

Taking delegates through themotivation, research andcompilation of the guide, FoodBevskills planning manager BlancheEngelbrecht pointed out that a longterm human resources strategy isneeded to align education andtraining to the needs of theeconomy, and that careerguidance at schools

should focuson scarceskills.

Skills guideoff the pressesSkills guideoff the presses

Why a scarce skills guide?

✔ To attract learners into the scarce skills categories✔ To attract learners into the sector✔ To minimise scarce and critical skills gaps✔ To assist companies in skills planning✔ To assist educators with curriculum development

As this issue of Focus queued for its position on thepresses, the FoodBev sector skills guide was takingshape at the other end of the Heidelberg eight-colourmachine. Packed cover to cover with vital informationon the state of scarce skills and the range of careersin the food and beverage manufacturing sector, thisis certainly one of the most important sectorpublications of recent years.

Your skills partner

"Investment in training should beintensified and accelerated,apprenticeships revived andcompanies persuaded to train forthe economy as a whole rather thanonly their own needs," she added.

Get the guide, refer to it, keep it,share it with colleagues and staff.

For more information, contactmabellynel@foodbev.co.za.

❝

❝

Above: Celita deHeus (Anchor Yeast)

and MohammedHaffejee (Simba).

the capable hands of LesleyHenderson (above), who hasextensive experience in projectmanagement, having worked in thefield at the Fullbright Commissionand most recently, the Departmentof Trade and Industry. Four years inthe USA gave him a globalperspective on his chosen career.

Lesley is currently implementing theproject plan in readiness for thestart of training, scheduled for April.

"The project will involve the trainingof 400 apprentices, and theimplementation of learnerships andinternships for those who needexperiential training to complete aqualification,” he says.

"Among the apprentices will be 100top-flight candidates – our ‘rocketscientists’ – whose basic trainingwill be supplemented by workreadiness programmes and who weenvisage will be snapped up intoemployment very quickly aftercompletion."

The project plan is informed byresearch conducted by FoodBevthat indicates that the sector willbe able to absorb at least 21 000new employees by 2010 in areasidentified as scarce skills.

The National Skills Fund haspledged R23-million to fundFoodBev’s exciting new initiativeto develop scarce and critical skillsfor the sector and the economy.

The project will contribute to adecrease in identified scarce skills inthe sector, whilst providingunemployed young people withopportunities to develop skills thatare in demand and that will increasetheir likelihood of employment.

Specific objectives include:■ Support to learners from areas

with low levels of investment inskills development, eg EasternCape, Mpumalanga, Limpopo andthe Cape west coast.

■ Support to companies with the potential for employmentgrowth.

■ Support to small, medium and micro enterprises that may lackfinancial resources to implementlearnerships and host youngpeople on internships andapprenticeships.

■ Support for achievement of industry charter skillsdevelopment targets (eg thewine industry and Agri-BEEcharters).

■ Develop a skills pool available to companies in the sector inoccupations identified as scarceskills.

The skills that will receive attentionare:• production/operations managers• marketing specialists• technical sales representatives• food technologists and food

science technicians• fitters• electricians• millwrights.

Coordination of activities andmanagement of the project are in

NSF millionsfor scarce skills project

5

On what basis are the ASTD BestAwards made?The judges take into considerationthree aspects. Firstly, they look atthe base numbers; in other wordstraining spend and training days peremployee. Secondly, they look athow training needs are identifiedand how strategy is formulated andaligned with the overall businessstrategy. Finally, they examine whatis being done that is special ordifferent.

How did SAB fare on each?At final tally, we were placed eighthout of 96 entrants, beating the likesof Hewlett-Packard, Wal-Mart Storesand Microsoft. The only other SouthAfrican company placed, Telkom,came in at 35.

We were able to present strongcases on all three points. Forexample, we allocate 6% of payrollto training and average 10 trainingdays a year per employee. Ourinitiatives are a mix of classroomtraining and e-learning so we areable to reach our people in the moreoutlying areas. We conduct regularimpact studies in each region toassess the effects of traininginterventions. Through a learnermanagement system (LMS), centraloffice is linked to computers in theregions so that we can monitor acandidate’s progress to ensure thathe or she is working through an e-learning programme methodically.

We also demonstrated our effectiveuse of the Six Sigma process, whichsets out to improve processes byeliminating defects. This processwas developed by Motorola in 1986and by 2006, had saved thatcompany a staggering 17-billion USdollars.

It involves defining opportunity,measuring performance, analysingopportunity, improving performance,controlling performance andtransferring best practice to otherareas of the organisation.

In place of traditional problemsolving techniques that focus onproblems and weakness, we followthe appreciative enquiry approach.This focuses on successes andwhat works, with a view to buildingon these.

Naturally, our skills developmentactivities are guided by businessplans and by the Seta’s sector skillsplan and where a need for newskills is identified, we findlearnerships for both employedand unemployed people a greatoption.

What does the award mean toSAB?It’s a major achievement thatreinforces South Africa as a trueglobal player on many levels. AtSAB, we are always benchmarkingourselves against internationalcompanies and it is reassuring toknow that we can more than holdour own in areas other than ourcore function of brewing.

We have won several awards in thepast including other ASTD awards,the Department of Labour’s bestpractice company award andrecognition for our owner-driverscheme, but this was the first timewe entered this competition andreally didn’t know what to expect. Itwas a very worthwhile exercise thathas helped us to identify areaswhere things may be improved.

I am a firm believer in enteringawards programmes such as this, asit keeps the learning anddevelopment specialists on theirtoes and SAB at the leading edge inits industry.

Six years into the NSDS, howsuccessful do you think it’s been?I have always thought, and still think,it’s a sound idea. However, learningis a long process and the NSDScannot make up for a lack of soundpre-primary or primary education. Ibelieve the Setas by and large do agood job with a system that hassome bureaucracy. In spite of thechallenges, FoodBev in particular hasdone a fabulous job.

A challenge for the Setas is tomarket themselves adequately.Many have had bad press, whichoften demonstrates the media’ssimplistic view of what skillsdevelopment can achieve.

What has SAB up its skillsdevelopment sleeve?SAB’s strategy going forward is tobe leaner, meaner and more agile,and the human resourcesdevelopment (HRD) departmentmust be a part of this. Our priority isto get training to delegates everfaster to maintain our competitiveadvantage. And learning must beembedded in the business andgeared to the business strategy.

We will make increasing use ofmodern technology such aspodcasts, blog sites and wikkies.

In the last issue of Focus wecongratulated SAB Limited for its

tremendous rating in the AmericanSociety for Training and

Development (ASTD) ‘Best Awards’.Here we touch base with the

brewing giant’s human resourcesdevelopment manager Rob van derSchyff on the award and on what’s

brewing on the SAB skillsdevelopment front.

In the chair

SAB’sRob van der Schyff

Your skills partner

ASTD BEST AWARDS – A TOAST TO SAB’S SKILLS DEVELOPMENT SUCCESSES

Modern technology is a wonderfulway of sharing knowledge and weare already using these vehicles to acertain extent.

The SAB Training Institute (TI)obviously will remain central to ourefforts, particularly for strategic andcore training, programmes aimed atexecutive and managementdevelopment, and manufacturing,sales and distribution training.

Learnerships and apprenticeshipsare also priorities. This year, we willhave more than 85 apprenticesacross all scarce skill disciplines,with the intention of producingartisans who can move up in time tojunior engineering positions. We willprobably employ most of these,with the balance available to beplaced elsewhere in the industry.

Over the last five years, we haveregistered more than 600 learnerson learnerships, about half of whomwere employees (18.1) and halfpreviously unemployed (18.2).Results have been positive and SABLimited has just recorded a 100%pass rate for sales representativesand for HRD learners, whilst ABI’sperformance in this field is likely tobe around 80%.

A number of learnership graduationceremonies in both our softdrinksand beer divisions are expected inthe coming three months.

7

Never let it be said that FoodBev people don’t rise to the challenge. At arecent ETQA teambuilding exercise, hosted by training provider Dave‘Bakerman’ Collier at BidBakes’ training centre in Midrand, the team proved thatit indeed has the right mix.

After Dave briefed the would-be bakers on the finer points of making bread,chelsea buns and scones, the team set to work with the quality approach thathas become the department’s watchword.

Members worked side by side, albeit with a healthy dash of competitive spirit,to fill a three-tiered display unit with their handiwork. The proof of the cake,like the pudding, is in the baking and although some buns were bigger thanothers, others were acurious shape and someparticipants wereobviously on more of aroll than others, theresults spoke forthemselves.

ETQA manager KrappieEloff, ever a fan of well-rounded buns, declaredthe event "fruitful".

A bun exercise

The aspirant bakers proved they could takethe heat of the kitchen.

Your skills partner

The folks at Jepsa Bakery are onto a very good thing, havingexpanded their existing range ofrusks by two variants, including arevolutionary low glycemic index(GI) option.

The bakery has a proud history ofdevelopment, having started in1999 to provide opportunities towomen living below the povertyline. Each of the eight peopleinvolved is an owner of thebusiness who shares in the profitsand receives training to hone herskills.

Jepsa has made good use ofFoodBev skills development grantsover the years, most recentlysending its current owners on acustomer care course at BolandCollege with FoodBev’s R20 000support grant for small and mediumenterprises. The course is part ofan overall development programmethat includes businessmanagement, first aid, computerliteracy, entrepreneurship andHIV/Aids awareness.

The idea, says project facilitatorAletia Grundling, is to provide thebakery’s owners with the best

training opportunities to equip themto live a worthwhile life.

Some of Jepsa’s success stories aretruly inspirational. Clenzille Kulsenwas a gang member with limitedskills before he joined the bakery in2000. Now he is able to do themonth- and year-end books andcarry out Vat calculations. SaysAletia: "I recognised that he wasgood at adding and subtracting, so Iasked our auditor to train him on thePastel system. He has developedimmensely and is an asset to thebusiness. He also completed thecustomer care course."

The customer care programme wentdown as well as Jepsa’s products, itseems, with learners reporting thatthey have learnt “to speak properlyover the telephone", " to listen withattention to a customer with acomplaint", “how to treat and help adeaf customer", "a lot about mypersonality and how tocommunicate in a pleasant way".

Six years ago, two Jepsa rusks werelaunched, namely bran andbuttermilk. Now there is muesli andthe low GI variant, which has beenvery well received, says Aletia.

No GI blues for Jepsa

Beste Liezl

Baie baie dankie vir die skenking van R20 000. Dit is vir ons ‘n enorme hulp.Ek beklemtoon weer eens die waarde van die vennootskap tussen JepsaBakkery en Boland Kollege wat ‘n FET kollege is. Ons bakkers word sommerin die bakkery deur Boland Kollege se dosent opgelei en geen ontwrigtingitv produksietyd word ondervind nie.

Baie dankie dat julle in ons klein onderneminkies ook wil belê. Dis juis diekleintjies soos ons wat die opleiding baie nodig het, omdat ons met half ensemi-geskoolde volwassenes werk.

Mag jy baie sukses in jou werk ervaar.

Groete

Aletia Grundling Jepsa Bakkery fasiliteerder

"It is a unique product that wedeveloped with Sasko’s test kitchenusing a recipe from the MedicalResearch Council. Our guineapigswere 10 diabetics, who trialled therusks over three months while beingmonitored by the Glycemic IndexFoundation of South Africa (Gifsa).The results were so positive thatGifsa has endorsed the product anddemand is increasing.

"We are currently working ondeveloping additional productssuitable for diabetics. Before long wehope to have the rusks available in allprovinces and to grow the businessto the point where we can employmore bakers."

Jepsa

owners:

Sophie

Jonkers...

Louisa Booysen...

and Petro Kroutz.

Angeleen Warries...

9

Spurred by the availability ofFoodBev grants of R30 000 perannum for fitters and millwrights,companies have been signing uptalented youngsters to becomeproficient in some of the priorityscarce skills in the sector.

Distell is one such company, havingrecently enrolled 10 fitterapprentices and one in the electricalfield. In terms of the criteria for thegrants, all learners were unemployedand recruited from a furthereducation and training institutionwhere they had achieved at least anN3 qualification. But, says trainingmanager: operations Leon Roman,Distell will be extending theopportunity soon to its employees.

The project marks a revival ofapprenticeships at Distell, because,Leon explains, after the 2000merger of Distillers Corporation withStellenbosch Farmers Winery thingsbecame quiet on the apprenticeshipfront. "Before the merger, we had aregular intake of apprentices, whichmeans we have excellent systemsand resources in place toaccommodate apprentices in variousfields. That, coupled with the lack ofartisan skills in our industry,prompted us to resuscitateapprenticeships. It is something wewould have done even without thegrants, as our succession planning

relies on having artisans withspecialist knowledge."

The programme so far has been plainsailing, says Leon. "We haverecruited the best availablecandidates and each one has beenassigned to a specialist artisan. Eachhas his own toolbox checked andapproved by the engineering SetaMerseta and all are highly motivatedto deliver.

"There is a general feelingamong the group that this is an

opportunity of a lifetimebecause it is so difficult to enterthe world of work without skills

and experience."

Distell looks forward to employingthe apprentices when theycomplete their programmes at theend of December 2008. "Their skillswill add great value to our business,"says Leon. The number appointeddepends on vacancies at the time,he adds.

Whilst a big thrust, apprenticeshipsare just one training interventionoccupying Leon and his team’s time.Underway are Abet across levels,learnerships in first-linemanufacturing management, foodand beverage packaging,

winemaking and freight handling, aswell as internships in foodtechnology, sales and marketing,logistics, human resourcesmanagement, and inventory andstores management. Distell is alsoregistered to deliver five skillsprogrammes, with four more in thepipeline.

Says Leon: "This is an ongoingexercise and we will definitely beimplementing more programmes ineach area, as well as technicalindustry specific courses andleadership programmes."

Distell apprentices Selby Maile,Raymond Kgwete and BizzettMatlala with the company’sChris Maritz.

Having been cast somewhat to the back of many

people’s minds with all the discussion and activity

around learnerships, apprenticeships are firmly back at

the forefront of training and development.

ational Brands Limited(NBL) took twoyoungsters under itswing. Katlego Maseko and

Goodwill Maseko, no relation, werewelcomed into the coffee andcreamer factory at Isando,Gauteng.

Katlego, a University ofJohannesburg student, recentlycompleted his national diploma inchemical engineering, helped morethan a little by his experiences atthe NBL coalface.

Mentored by processmanager Ronald Galane,Katlego was involved inseveral projects in theplant, including those thataddressed energyefficiency andagglomeration.Demonstrating the worth ofhis hands-on experience, hemade an impressivepresentation in February tohis host, the university andthe Seta. Projectcoordinator Thami Gawecomments: "Thepresentation showed agood balance of theorylearnt, skills applied and theintegration of varsitytheory and plantexperience.

Your skills partner

The FoodBev work

experience project has

yielded some impressive

successes, with students

gaining valuable

workplace exposure that

will stand them in good

stead in their careers.

Says Katlego: "I have gained a lot ofexperience and it was wonderfulwhen the company decided toimplement some of my ideas. It hashelped me to grow and given meconfidence."

There’s no stopping Katlego now –in his future he sees a BTech inengineering, a BCom in economicsand a position in management.

Elsewhere in the factory, Goodwillwas having similar success, as heput his mechanical engineeringtheory to practical use. It was "lifechanging", he says, as he got togrips with different types ofwelding, the bending machine,guillotine and pedestal drill,mechanical handtools, lathes andmilling machines. In lessexperienced hands, this collectionmay constitute weapons of massdestruction, but Goodwill produceda range of useful and innovativeconstructions that could be used toenhance the effectiveness of theoperation.

Says Thami: "Katlego and Goodwillhave learnt a great deal during thisperiod and certainly have a brightfuture ahead."

So much so, in fact, that they haveboth been offered employment byNBL.

Students experience

The audience listens intently toGoodwill Maseko’s presentation.

N

Goodwill at work.

ome miles away, just off thePietersburg highway, isDrayman’s Brewery, inPretoria, host to Marianka

Botha, an aspirant food sciencetechnologist.

The operation is one of the longest-surviving microbreweries in SouthAfrica, having just entered its 11thyear. Owner Moritz Kallmeyer waspleased to add some new talent tohis team of eight. Marianka wasthrown in at the deep end, he says."We don’t use computers here. Allour processes are manual and wework hard, 60-hour weeks onaverage.

"I am a good teacher, but a fierceboss. I have to be because even asmall mistake in this business cancost a life. Marianka has learnt agreat deal in a short time and willbenefit greatly from theexperience."

Marianka agrees. "I knew nothingabout brewingwhen I arrived.Now I think it’s avery definitecareer possibilityfor me." Sheadmits, though,that it has beendemanding. "I nolonger need tojoin a gym for aphysicalworkout," shesays.

Away fromDrayman’s, Marianka isperfecting her project, ahome brew named SchöneMaid (‘beautiful girl’), whichshe describes as "sweet, notbitter, with a nice fresh aromaand 4% alcohol content".

11

the world of workS

Drayman’s Brewery’s Moritz Kallmeyer is passing his many years ofknowledge on to student Marianka.

Marianka coolsoff in thecoldroom.

All functions areperformedmanually atDrayman’s,

which,says

Marianka,makes it

a greatplace to

learn.

Your skills partner12

The decision by theDepartment of Labour to closethe education and skillsdevelopment lead employers(Esdles) project means thatFoodBev Learnership Agency(FLA) has shut the doors of itsVanderbijlpark offices afterthree highly productive years.

Undoubtedly one of the betterrun and more successful Esdles,it exceeded its initial goals by100% and would have surpassedthis had the budget permitted.

Says manager HansFerreira: "Our goalwas to host 360learners but wetopped 700 andwould haveexceeded 1 000given the funds.

"Our learnercompetency rate was 85% andour employment rate above 60%.

"It was a sad day for skillsdevelopment when theDepartment of Labourannounced the closure of theEsdles project. I realise that notall the agencies operatedefficiently, but I feel that eachshould have been judged onmerit.

"In my opinion, FLA was a valuablelink between FoodBev andlearners, providers and hostemployers, and complementedthe work done by the Seta."

Hans and his FLA partnersTebogo Moseki and Amos Msizawill not part ways and havefounded a training anddevelopment agency to carry onwhere FLA left off. Hans will alsoconcentrate on his familybutchery, developing muchneeded skills in the meatindustry.

Farewell FLA

A big thank you to employers,learners, providers andFoodBev staff and managementfor the support that enabledFLA to achieve its goals.Hans Ferreira

❝

❝

Hi Krappie,

I would just like to comment onthe recent moderators’ forum,which I attended at your offices.

To capture my thoughts best,without bringing you to tears, Igive a list of comments below thatI think best describe my views:

• The eventual outcomes and general way forward certainlygave a much more positive viewof the future moderationprocess.

• The points John (Lerumo) highlighted made a lot of sense,and it is good to know whereproblems may exist so that theymay be addressed.

• Perhaps this type of meeting should be repeated moreregularly to help even out themoderation process, andespecially to assist in creating auniversal modus operandi.

• The meeting was a lot more positive than the previous one.

• Many issues that previously caused uncertainty were addressedand clarified.

It might be a good idea to ‘workshop’the toolkit to test it for relevanceagainst the experience of ALL its users.It is a very handy document, and makesthe process much less problematic. I dothink, however, that it might be veryuseful for the less experiencedmoderators to work through thedocument and become familiar with itscontent and intent. We did agree that itmust be revisited and perhaps revised,so I think a moderators’ workshop(instead of a one person approach) canadd to that process, as well as ensurethat all moderators use it in future. Itwill certainly assist your process.

Thanks for insisting on this type ofinteraction. It can only help this veryimportant step in fulfilling therequirements of the NQF.

Regards to all, Hugo VlokExternal moderator

What a wonderfulmagazine. Onedoes not have towait for a postedcopy anymore.You can just get itat the click of abutton. Well done.

Gabu NyengwaSAB Miller

In th

e next

issu

e

• Results of the

annual customer

satisfaction

survey

• The latest on

grants and

incentives