Atlas of Occupations for the Manufacturing, Engineering and Related Services Sectors: Mapping of Jobs to Occupations - Manufacturing Occupation ...

Atlas of Occupations for the Manufacturing,
   Engineering and Related Services Sectors:
           Mapping of Jobs to Occupations.

                  Source: http://www.autoforum.co.za/View-News-Article.aspx?News=11285

       Prepared by Wits REAL (contributions by Ruan Naude and Shristi Misser)
                                          08 April 2020

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1. Introduction
This document constitutes a brief overview of the methodology utilised to map from job to
occupation. It will also begin to outline, based on engagement with diverse job descriptions
across five sub-sectors or chambers within the merSETA scope of coverage, potential
categories of information which could be included in the final Occupational Atlas. As the
mapping of jobs to occupations is part of a broader research undertaking, to be concluded by
December 2020, which commenced in mid-2019, only five chambers have been covered. At
the time of the commencement of the research project there were only five chambers as
opposed to six. To add an additional chamber would constitute a substantial deviation from the
original service level agreement signed with merSETA. It was therefore determined that only
five chambers as per the original agreement would be included in the scope of coverage of the
research.

This report will also outline recommendations in terms of the research process going forward.

The mapped jobs to occupations have been submitted as a separate Excel spreadsheet which
contains detailed information and clearly illustrates the mapping process.

The Excel spreadsheet of jobs mapped to occupations constitutes the main and sole
deliverable of tranche 4 of the research project.

This document is solely for explanatory purposes and serves to provide additional clarity
regarding the mapping of job to occupation process.

2. Previous Phases of Research: Methodology Utilised to Determine
Occupations

Extensive prior research was conducted to determine the occupations which would be included
in the occupational atlas and which were mapped to the OFO (Organising Framework for
Occuaptions) for this phase of the research. The previous research leading up to and informing
this phase resulted in the production of a report of approximately 100 pages which has been
handed over to merSETA. This research took place over the course of 6 months in 2019
,consisted of various phases and culminated in the production of lists of occupations for each
merSETA chamber(in 2019 there were only 5 chambers falling within the merSETA scope of
coverage). These lists were then presented to merSETA stakeholders at chamber meetings (lists

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were presented to each of the five chambers) in November 2019 and duly altered as required.
The lists were also emailed to stakeholders requesting their input and feedback in January and
February 2020.

In the previous phase of the research a wide range of stakeholders were consulted. As this phase
required job descriptions mainly employers and industry bodies such as SEIFSA, Plastics SA
and the Retail Motor Industry were engaged with. Labour was consulted but labour unions
often do not have access to job descriptions so they were therefore unable to assist in this
particular instance.

In terms of the previous phase of research the first stage involved the development of detailed
contextual overviews of each chamber in the form of PESTLE analyses. 1 Following from and
building on the extensive PESTLE analysis for each chamber an expanded value chain was
constructed for each chamber. From these value chains “hotspots” were identified (building on
the work conducted during the PESTLE analysis) and the core occupations within these
hotspots were then determined. The occupations generated via this methodology were then
repeatedly presented to chamber stakeholders. First in November of 2019 at chamber meetings
then again via email during January and February of 2020. Based on stakeholder input and due
to constraints posed by the OFO and the availability of adequately detailed job descriptions the
lists of occupations were at times substantially altered. The list of occupations were nonetheless
triangulated through engagement with merSETA stakeholders, the merSETA 2020 to 2025 SSP
and the latest DHET list of Occupations in High Demand.

The full report is available upon request but what will be presented here are the chamber
summaries that were produced during the course of the research and presented to relevant
merSETA stakeholders at chamber meetings.

2.1 Automotive Manufacturing Chamber: Summary of Findings

The purpose of this summary is to provide an overview of the findings generated from research
to understand the contextual drivers that impact the South African auto manufacturing sector,
and therefore current and future occupations. Drawing on this research, an initial set of
occupations are suggested for consideration for the next phase of the–to prioritise the

1
  A PESTLE analysis is a tool often used to identify the external factors influencing or impacting a sector or
individual organisation. The factors are divided into six broad categories: political, economic/financial, social,
technical, legal, and environmental (PESTLE) (Srdjevic, Bajcetic&Srdjevic, 2012).

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occupations and gather job descriptions to inform the development of a merSETA
Occupational Atlas.

The sector comprises mainly of manufacturers of fully built-up vehicles and components
systems for vehicles. Automotive manufacture contributes 31% to South Africa’s
manufacturing output, and 14% of total exports (approx. 0.7% of global market share in light
vehicles). It is a sector which is very affected by externalities, such as petrol and house prices,
and the interest rate. This determines whether people will buy a car, and therefore impacts on
the demand for new vehicles.

The seven local manufacturers are located mainly in the Eastern Cape, KwaZulu-Natal and
Gauteng, with a supplier base dispersed in other provinces. The value chain is dominated by
Original Equipment Manufacturers (OEMs). Many of the World’s leading Tier 1 suppliers,
such as Bosch, are represented in South Africa.

Employment:

      Employs 113,532 people across assembly, component and tyre manufacturing.
      Employment forecasted to grow to 224,000 by 2035.
      Mainly employs formal workers with medium to high skills.
      Top 3 occupational categories:         Technicians & associate professionals (27%),
       Elementary occupations (21%), and Plant and machine operators & assemblers (17%).

Main manufacturers:

      BMW
      Ford
      General Motors (GM)
      Mercedes-Benz
      Nissan
      Toyota
      Volkswagen (VW)

Main trade associations:

      National Association of Automotive Manufacturers of South Africa (NAAMSA).

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   National Association of Automotive Component and Allied Manufacturers
       (NAACAM).

Main trade unions:

      National Union of Metalworkers of South Africa (NUMSA).

Core occupations for auto chamber:

      Programmable logic controllers
      Digital welding specialists
      Power-train specialists
      Modular manufacturing specialist
      Lean manufacturing specialist
      Sprint & agile manufacturing specialist
      Mechatronics specialist
      Robotic manufacturing specialist
      Re-engineer
      3D printing specialist
      Cyber security
      Costing analysts
      Computer-aided designers
      SHEQ / environmental officers / scientists
      Data management specialists
      Quality controllers

2.2 Metals Manufacturing Chamber: Summary of Findings

The purpose of this summary is to provide an overview of the findings generated from research
to understand the contextual drivers that impactthe metals manufacturing sector, and therefore
current and future occupations. Drawing on this research, an initial set of occupations are
suggested for consideration for the next phase of the study –to prioritise the occupations and
gather job descriptions to inform the development of a merSETA Occupational Atlas.

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This summary focuses capital equipment sub-sector as it is one of the largest and most
significant in terms of employment in the metals manufacturing sector. Capital equipment
comprises machinery and equipment manufacture used in production, and is a critical input in
and component of all other forms of manufacturing. Whilst its contribution to South Africa’s
GDP may be small (0.7% of manufacturing), it is strongly linked to the mining, energy
production, construction, transport infrastructure, water, storage and food and beverage sectors.

Over 5,000 businesses manufacture capital equipment machinery, with most concentrated in
Gauteng (59% of employees), with some manufacturing taking place in the Western Cape.

Employment:

      75,000 and 80,000 employees (capital equipment)
      Majority of workers in metals and metal products are black African (69%) and 30%
       white
      75% of the workforce are men
      Top 3 occupation categories: Skilled craft & trades (24%), Elementary occupations
       (19%), and Plant and machine operators & assemblers (18%)
      Job losses in metals and metals products fell by almost 100,000 from 2008 to 2016, but
       bounced back by >20,000 in 2017 (TIPS, 2017).

Some main manufacturers:

      Scaw Metals
      Barloworld SA
      ACTOM
      Power Technologies
      Circuit Breaker Technologies
      Siemens
      Powertech Transformers
      Zest WEG Africa
      Aveng Africa
      Howden Group SA
      Bell Equipment
      Multotec

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   Sandvik Mining
      Bilfinger Power Africa
      Joy Global Africa
      Metso SA

Main trade associations:
      Steel & Engineering Industries Federation of Southern Africa (SEIFSA).
      South African Capital Equipment Export Council (SACEEC).

Main trade unions:

      National Union of Metalworkers of South Africa (NUMSA).
      Solidarity.
      United Association of South Africa (UASA).
      Metal & Electrical Workers Union of South Africa (MEWUSA).
      South African Equity Workers Association (SAEWA).

Core occupations for metals chamber:
      Mechanical engineer
      Electrical engineer
      Mining engineer
      Industrial engineer
      Mechatronics engineer / technician
      Electrical & computer engineer
      Electrician / specialist
      Product development engineer
      Application / software engineer
      Coded welder
      Metallurgist
      Factory / plant managers
      Diesel electric & mechanical fitters
      Heavy equipment mechanic
      Industrial machinery mechanic

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   Mechanical equipment repairer
      Technical learning specialist

2.3 Motor Retail and Component Manufacturing Chamber: Summary of Findings

The purpose of this summary is to provide an overview of the findings generated from research
to understand the contextual drivers that impact the South African motor retail and component
manufacturing sector, and therefore current and future occupations. Drawing on this research,
an initial set of occupations are suggested for consideration for the next phase of the study –to
prioritise the occupations and gather job descriptions to inform the development of a merSETA
Occupational Atlas.

This summary focuses on maintenance and repair of motor vehicles; sales of new and used
motor vehicle parts and accessories; sales, maintenance and repair of motor cycles and related
accessories. The seven major auto manufacturers, and other major international brands, sell
vehicles in the country. More than 55 brands and 2,800 model derivatives of passenger and
light commercial vehicles are sold. The top selling passenger vehicle brands are Toyota,
Volkswagen, Nissan and Ford. 73% of passenger vehicles sold in SA are imported.

Approximately 1,300 new and 1,700 used vehicle dealerships operate in South Africa, with
Gauteng having the largest number, followed by the Western Cape. The largest beneficiaries
are garages and fuel stations, parts dealers, specialist repairers, used vehicle outlets and
specialist tyre dealers and re-treaders.

Employment:

      In 2015, the motor trade industry employed 270,440 people.
      Most are employed in motor vehicle sales (30%).
      72%employed are male.
      Most employees have permanent contracts.
      Top 3 occupational categories: Elementary occupations (22%), skilled craft & trades
       (20%) and Plant and machine operators & assemblers (13%)

Main retailers:

      BMW

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   Ford
      General Motors (GM)
      Mercedes-Benz
      Nissan
      Toyota
      Volkswagen (VW)
      Chrysler
      Honda
      Mazda
      Peugeot
      Renault
      Subaru
      Suzuki
      Porsche
      Fiat
      GWM
      Hyundai
      Jaguar
      Kia
      Mahindra
      Tata
      Yamaha
      KTM
      Kawasaki

Main trade associations:

      Automotive Component Remanufacturer’s Association (ACRA).
      Engine Remanufacturer's Association (ERA).
      Motorcycle Dealers’ Association (MDA).
      Motor Industry Workshop Association of South Africa (MIWA).
      Motor Parts & Equipment Association (MPEA).
      National Automobile Dealers’ Association (NADA).

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   South African Diesel Fuel Injection Association (SADFIA).
       South African Motor Body Repair Association (SAMBRA).
       South African Petroleum Retailers Association (SAPRA).
       South African Vehicle & Body Builders’ Association (SAVABA).
       Tyre Dealers’ & Fitment Centre Association (TDAFA).
       Vehicle Testing Association (VTA).

Main trade unions:

       Chemical Energy Paper Printing Wood & Allied Workers Union (CEPPAWAWU).
       Metal &Electrical Workers Union of South Africa (MEWUSA).
       Motor Industry Staff Association (MISA).
       National Union of Metal Workers South Africa (NUMSA).
       Solidarity.
       United Association of South Africa (UASA).

Core occupations for motor chamber:

       Digital sales specialists / customer interface designers
       Engineers (digital, sales)
       Various sales occupations
       Loyalty programme managers
       Financial / insurance advisors
       Claims examiners/insurance inspectors
       Actuaries
       Digital warehousing
       Trade in / used car sales
       Procurement agents / managers
       Repair & maintenance occupations e.g. mechanics, panel beaters
       Fitters
       Maintenance planners

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2.4 Plastics Manufacturing Chamber: Summary of Findings

The purpose of this summary is to provide an overview of the findings generated from research
to understand the contextual drivers impacting the plastics manufacturing sector, and therefore
current and future occupations. Drawing on this research, an initial set of occupations are
suggested for consideration for the next phase of the study –to prioritise the occupations and
gather job descriptions to inform the development of a merSETA Occupational Atlas.

This summary focuses on the South African plastics manufacturing sector, with a focus on the
packaging and building & construction sub-sectors –which are the leading markets for plastics.
The plastics sector contributes approximately 2% to GDP, and 17% to the manufacturing
sector. Plastics packaging (both rigid and flexible) makes up 54% of total plastics production,
followed by building and construction at 15% (DTI, 2019; merSETA, 2018).

The plastics market is well developed throughout the plastics value chain and caters to both
local demand and export markets. Most plastics manufacturers are based in Gauteng, followed
by the Eastern Cape, Western Cape and KwaZulu-Natal.

The collection of plastics for recycling, and reprocessing play a significant role in the
manufacture of plastics in the country. It is this element of the supply chain that has major job
creation potential.

Employment:

       1,800 plastic converting companies employ approx. 60,000 people.
       Most plants are SMEs employing an average of 130 employees.
       Black Africans make up the workforce majority (incl. rubber) (66%).
       Top 3 occupation categories: Plant and machine operators & assemblers (56%),
        Technicians & associate professionals (13%), skilled craft & trades (8%), and Managers
        (8%).
       Recycling provides 7,892 formal and 58,500 income-generating jobs.

Some main manufacturers:

       Mpact
       Astrapak ltd

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   Nampak
       Plastic World
       Denro Plastics SA
       Pride Plastics & Packaging
       Sasol Polymers
       Amanzi Starway
       Flo-tek
       Graco SA
       InkuluPlastic Pipes
       Proplastics
       ALPLA
       Rhino Recycling

Main trade associations:

       Association of Rotational Moulders of South Africa (ARMSA)
       Expanded Polystyrene Association of South Africa (EPASA)
       Plastics Converters Association of SA (PCA)
       Plastics SA
       Polyolefin Responsibility Organisation (Polyco)
       South African Plastic Pipe Manufacturers Association (SAPPMA)
       South African Plastics Recycling Organisation (SAPRO)
       Waste Pickers Association (WPA)

Main trade unions:

       National Union of Metalworkers of South Africa (NUMSA)
       United Association of South Africa (UASA)
       Metal & Electrical Union of SA (MEUSA)

Core occupations for plastics chamber:

       Engineers (production, specialised process, chemical)

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   Polymer scientist
       Production / operations manager (manufacturing)
       Production co-ordinator / controller (manufacturing)
       Quality controller
       Plastic production machine operator
       Extrusion machine operator
       Engineering technician
       Fitter and turner
       Plastic mould setter
       Waste-preneur/ waste pickers

2.5 Tyre Chamber: Summary of Findings

The purpose of this summary is to provide an overview of the findings generated from research
to understand the contextual drivers that impact the tyre manufacturing sector, and therefore
current and future occupations. Drawing on this research, an initial set of occupations are
suggested for consideration for the next phase of the study –to prioritise the occupations and
gather job descriptions to inform the development of a merSETA Occupational Atlas.

The tyre sector plays a significant part of the automotive assembly and component
manufacturing sectors in South Africa. In 2011, it contributed 4% of the automotive assembly
and component sector’s output, with a total turnover of approx. R8.3 billion (Barnes et. al.,
2012). South African manufacturers produce passenger, commercial, agricultural, mining,
construction and industrial vehicles and associated machinery tyres. The success of the sector
is inextricably linked to the economic stability of the automotive sector –if this goes into
decline, the demand for tyres goes into decline. Most tyre manufacturing activities are
concentrated in the North West, KwaZulu-Natal and Eastern Cape.

Tyre fitment centres also fall within this sector. The retreading of tyres, and tyre recycling
offer significant employment potential in South Africa.

Employment:

       The main tyre manufacturers employ approx. 6,380 employees (c.98% of total tyre
        workforce).
       Beneficiaries along the value chain employ approx. 35,000 people.

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   Top 3 occupation categories: Plant and machine operators & assemblers (31%),
        Elementary occupations (29%) and skilled craft & trades (11%).
       Job losses have been experienced due to the moving operations out of South Africa
        (mainly agriculture and mining tyres).

Main manufacturers:

       Bridgestone / Firestone SA
       Continental Tyres SA
       Dunlop Tyres
       Goodyear SA
       Sumitomo Rubber SA

Main trade associations:

       South African Tyre Manufacturing Conference (SATMC).
       Tyre Importers Association (TIA).
       Tyre Dealers & Fitment Centre Association (TDAFA).

Main trade unions:

       National Union of Metal Workers (NUMSA)
       Solidarity

Core occupations for tyre chamber:

       Engineers (technology, process & cure, vehicle dynamic, chemical process,
        manufacturing process modelling, tyre design)
       Production general manager
       Supply chain specialist
       Maintenance specialist / mechanic
       Workshop & service centre manager
       Service technician
       Tyre technician / installer

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     Tyre grader
         Tyre repair worker
         Heavy equipment operator
         Environmental / Healthy & Safety co-ordinator
         Waste tyre ‘pickers’
         Sorter & labourer
         Sales rep / consultant

The expanded value chains which were produced have been attached as annexure 2 to this
report.

3. Mapping Methodology

Job descriptions from a wide range of occupations within each chamber were utilised to map
from jobs to occupations on the Organising Framework for Occupations (OFO) (2019 Version).
Due to the nature of occupations on the OFO, i.e. that multiple jobs can be mapped or
categorised under a single occupation, it was not always possible to find a 100% or 1:1 match
between job and occupation. What was therefore aimed for was a best possible match on the
OFO for any given job.

A total of 61 occupations were mapped: 12 occupations for the motor chamber, 14 occupations
for the metal chamber, 10 occupations for the auto chamber, 14 occupations for the tyre
chamber and 11 occupations for the plastics chamber. It was originally planned that 12
occupations per chamber would be mapped to the OFO. Due to limited availability of detailed
enough job descriptions in certain instances this was not always feasible. This resulted in a
higher number of occupations for certain chambers.

Job descriptions were obtained from various sources. For the tyre chamber job descriptions
were obtained directly from a major tyre employer. For all the other chambers job descriptions
were obtained online from recruitment agencies and job portals such as: Best Jobs, Careers 24,
Job Vine, Job Mail, Linked In, Job Mail, Job Placements, MNC Jobs, Bonafide Human Capital,
Free Recruit, Sci Tech replacements; amongst many others.

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Multiple and diverse stakeholders from each chamber were contacted to obtain their feedback
and input on the list of occupations generated during the first phase of research undertaken in
the second half of 2019 and submitted to merSETA in October 2019. The list of occupations
for each chamber were presented to chamber stakeholders in October and November of 2019.
The input and feedback from chamber stakeholders were duly considered and where necessary
the lists of occupations were altered based on said input and feedback from chamber
stakeholders.

Requests were made to stakeholders across all five chambers to provide job descriptions. Due
to issues of confidentiality and certain organisations viewing job descriptions, understandably,
as information with competitive ramifications, it was not always possible to obtain job
descriptions directly from companies. Valuable information was however provided by certain
stakeholders such as the Retail Motor Industry, a leading tyre manufacturer and a renowned
passenger vehicle manufacturer.

In order to triangulate the veracity of the list of occupations generated for each chamber the
latest List of Occupations in High Demand published by the Department of Higher Education
and Training (DHET) was consulted as well as merSETA’s latest sector skills plan (SSP) for
the period 2020 to 2025. Online sources were utilised, such as Google Jobs and reputable
recruitment company sites, to verify the occupations on the list. In order to ensure the most
accurate possible mapping only job descriptions with sufficient detail were utilised to map from
job to OFO occupation.

The jobs were mapped on an Excel spreadsheet and the official recommended DHET
methodology for mapping from job to occupation on the OFO was utilised. The DHET
methodology for mapping from job to occupation can be summarised as outlined below.

The starting point for developing and understanding the Organising Framework for
Occupations is the identification of similar outputs. These “outputs” are embedded in “job
descriptions” and not in job titles. SETAs and employers tend to try and identify the
appropriate occupation listed on the OFO by similarity of the job title that is used by the
particular employer or in that sector / sub-sector. Finding the appropriate occupation on the
OFO always begins by finding the appropriate set of tasks linked to the description of the
occupation – not similarity with the title. The output or unique contribution the job makes in
the world of work thus drives the identification of occupations on the OFO, not job title.

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An individual occupation on the OFO is identified by finding its appropriate code
through an examination of: its descriptor ,where it appears in the OFO (unit group, minor, sub-
major and major groups) ,tasks which are described at unit group level ,similarity in terms of
knowledge base, alternate titles and specialisations linked to it. Experience has shown that the
reasons for mapping jobs to wrong occupations or not finding a matching occupation is that
not all job titles are reflected on the framework as an occupation, alternative title or
specialisation. It is therefore important to interpret the appropriate match in terms of similarity
of the criteria mentioned above.

The above DHET methodology has however been further developed and refined by Wits
REAL, based on previous mapping experience in other sectors, and was applied for this
mapping exercise. It has been found that especially with complex occupations, i.e. new and/or
emergent occupations and hybrid occupations, additional job information is required in order
to map accurately and consistently to the OFO. By hybrid occupations is meant occupations
(usually new occupation) which consist of two or more traditional occupations. An example of
a hybrid occupation would be a digital marketing specialists which combines elements of a
conventional sales and marketing occupations with ICT occupations.

The Wits refined methodology for mapping from job to occupation will be briefly described
here. But before the methodology can be outlined it must be emphasized that it is founded on
a firm conceptual distinction being drawn between job and occupation. This conceptual
distinction, which has direct practical implications in terms of how one views and approaches
the mapping process, will be outlined here.

In engagement with stakeholders (during previous OFO related research) it became apparent
that there was a marked tendency by employers to confuse the concept of job and occupation.
The OFO is indeed a flawed system but nevertheless a desire to seek a 1:1 match between a
job and an occupation is potentially indicative of a lack of conceptual clarity on the part of
users of the system. Conceptual clarity needs to be established between three interrelated but
distinct concepts: job, occupation and profession. These three concepts may share some
similarities but are in actual fact distinct concepts. The lack of conceptual clarity exists
for understandable practical reasons but nonetheless can cause a range of problems if
not rectified.

The primary issue from a mapping and occupational data perspective being that multiple jobs
can be categorised under a single occupation. Occupation has many meanings and can be

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approached from various theoretical, conceptual and methodological perspectives but can in
short be defined as: “...socially constructed entities that include: (i) a category of work; (ii) the
actors understood—either by themselves or others—as members and practitioners of this work;
(iii) the actions enacting the role of occupational members; and (iv) the structural and cultural
systems upholding the occupation.” (Anteby, Chan, & DiBenigno, 2016, p.187). As can be
seen from the definition above the primary emphasis is placed on occupations as socially
constructed entities.

A sub-set of occupations that has attracted extensive research attention over the past
few decades is that of professions. Professions can be defined as: “...a certain type of
occupation that has succeeded in convincing audiences they are characterized by (1) abstract,
specialized knowledge, (2) autonomy, (3) authority over clients and subordinate occupational
groups, and (4) a certain degree of altruism.” (Hodson & Sullivan, 2012, p.260).It is also worth
noting that professionals often make use of credentials to establish and illustrate their
specialised knowledge (Freidson, 1988, p.59). As can be seen from the definition provided
above professions may be a sub-set of occupations but is conceptually distinct from both
occupations and jobs.

The most important definition by far for purposes of this report, as it has as its main focus the
mapping of jobs to occupations, is that of jobs. Just as with occupations there are multiple
definitions of a job/s. A clear distinction needs to be drawn between a job and an
occupation—although this is not always easy as the reality of the workplace is often complex
and in a state of flux. A job and its relation to the concept of occupation can be defined as:
“Jobs are bundles of tasks performed by employees under administrative job titles; a given job
is thus particular to a specific workplace, just as a job title is often particular to a
specific workplace. An occupation, on the other hand, is broader membership in a shared
community that spans across jobs. A occupation is therefore a category of work that is
concretely instantiated as particular jobs in particular organizations under particular job
titles.” (Cohen, 2013, p.243; Grant, Berg & Cable, 2014).Even from a purely technical
perspective conceptual clarity, at a minimum, is required as a lack of clarity affects the job to
occupation mapping process.

Now that conceptual clarity has been obtained the Wits REAL refined mapping from job to
occupation methodology can be outlined.

Based on working with the OFO, the following 5 key mapping criteria were developed:

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1. Sufficient quality primary data in the form of job descriptions is required. A purpose that
expresses the core focus of the job and primary tasks, duties and responsibilities required.
Too much information can be misleading but a lack of detail can and often does lead to
inconsiderate and inaccurate mapping.

2.An understanding of the logic, structure and content of the OFO needs to be developed. This
needs to be developed horizontally in terms of occupational groupings or families (for
instance IT) and vertically (IT professionals).

3.The interlinked value creation process of the sector, sub-sector or industry needs to
be understood. The location of and contribution to this process by occupational groupings
and individual occupations should be understood—even if only at a cursory level but preferably
in as much detail as possible. This process is called occupational contextual and value chain
embedding.

4. Mappers (or occupational cartographers) should not map in an ad hoc fashion but in as
structured a way as possible. For example: IT managers are mapped for a sub-sector, then
IT professionals and finally the IT technicians and associate professionals for the sub-sector
in question. This also facilitates the development of a dual understanding of the OFO and job
descriptions.

5.Matching tasks, duties and responsibilities from job descriptions to tasks at unit level
on the OFO is necessary but insufficient. Utilising the job purpose, qualifications and
experience as and when required, and input from experts and/or professional and
occupational bodies is also required. If the job being mapped is more static and less
complex (such as a lawyer practicing as a lawyer as opposed to a lawyer dealing with
compliance in banking) and if the job description is clear, concise and contains sufficient detail
then the job purpose will still be required but the other measures not necessarily.

As a rule, the more complexity, ambiguity and change over time in terms of an occupation the
more there is a need for rigorous triangulation and the use of additional data. Finally, the
mapping of a job to an occupation takes place on a continuum and does not operate on a binary
basis of match or no match. The aim is to find the best possible match primarily at the level of
tasks. If there is less than 50% of a match in terms of tasks and more than one or two employers
indicate that they have the same occupation, it indicates a need to begin the process of
adding or updating the OFO. The occupation should still be mapped but flagged for further
investigation and consultation with relevant parties.

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The mapping methodology has been summarised in the below diagram:

Various information from job descriptions were utilised to map from job to occupation with
the primary source of information, as per DHET’s recommendations, being the tasks associated
with a particular role. Tasks were divided into technical tasks and what can be termed
transversal skills or generic competencies.

The primary information used to map from job to occupation were tasks but the purpose of the
job (where available) was also utilised. When mapping a general movement from the most
general level on the OFO (i.e. major group) to the most specific (i.e. six digit individual
occupation and attendant specialisations) was undertaken. Where job descriptions did not
contain a purpose these were formulated by examining and summarising the tasks of the job in
question. The spreadsheet also contains the notes of researchers as they were mapping. These
notes are part of the reflexive mapping methodology which Wits REAL has developed allowing
for critical and constructive engagement with the OFO.

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4. Initial Findings

Across all five chambers it was found that there was a strong emphasis on generic competencies
such as communication (oral and written), self-motivation, team work, computer literacy;
amongst many others. Across all five chambers it seemed that not much emphasis was placed
on qualifications by employers—except as a minimum requirement.

A strong emphasis was placed on experience and occupation specific skills. For certain
occupations highly industry specific experience and skills were emphasized. This was however
not as pronounced as had been anticipated which is understandable as job requirements which
are too narrowly defined could lead to companies struggling to fill what are often vacancies
which can directly and adversely affect the production process. Two examples of this will be
provided here.

The first would be that of a company seeking a production manager with 10 years’ experience
in the manufacturing of a specific automotive component such as a specialised truck bodies.
As a production manager is an occupation which is crucial to the production process it was
found that, understandably, companies would broaden the criteria for suitable candidates (as
delays in terms of appointment cannot be afforded) by stating that candidates with 10 years’
experience as production managers in manufacturing (broadly defined) would also be
considered for the position.

A second example would be that of a company seeking to appoint electrical engineers who
focus on maintaining and improving automated industrial processes. As these engineers with
industry specific experience (say for instance in the manufacture of sheet metal or industrial
metal components) are rare the company in question would emphasize that any electrical
engineers with sufficient experience in manufacturing automation are welcome to apply.

Overall it would seem there is a strong emphasis on skilled artisans and experienced engineers
in the sector. For all the jobs mapped there was a strong emphasis on highly skilled and
experienced artisans with an average of between 5 to 10 years’ experience required for the
positions advertised. An example of a skilled artisan mapped to the OFO for this report would
be that of a Stationary Engine Fitter. A Stationary Engine Fitter is a specialisation on the OFO
of Mechanical Fitter (2019-653303). Some of the requirements of this occupation are: Execute
engine repairs, engine rebuilds, investigation and Dyno testing on DDC engines, assist with the
development and implementation of new and more efficient production processes to add value

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to the production of engines and draft an engineering report with all relevant information, i.e.
engine technical specifications, photos, fuel/oil/coolant analysis report findings, note defects
with explanations, make recommendations for improved engine/component life cycles. For
even more detailed information on this particular occupation please see row 13 of the Excel
spreadsheet which is the main and sole deliverable for this phase of the research project.

As can be seen from the above( although extended workplace observation of mechanical fitters
at small, medium and large companies would be required to verify if this is indeed the case)
this is a highly technically demanding and skilled occupation.

In terms of engineers it was found that there was a general preference in manufacturing for
experienced engineers. Although only approximately 60 jobs were mapped approximately 180
manufacturing job descriptions (if not more) were examined online in order to obtain suitably
detailed job descriptions which could be utilised to map to occupations on the OFO. During
this process very few entry level engineering jobs were found. By entry level what is meant is
engineering jobs which require no experience or at most 2 years’ experience. An example of a
common experience level for an engineer would be that of Automotive Engineer (a
specialisation of Mechanical Engineer 2019-214401) where the job description stipulated that
experience of between 5 to 10 years was a prerequisite. This pattern in terms of experience
requirements was found to be common across most engineering occupations. For further details
on this occupations see row 32 of the Excel spread sheet.

Although some of the artisan/technician occupations are classified at major group 6, Skilled
Agricultural, Forestry, Fishery, Craft & Related Trades Workers, a closer examination of the
qualifications, tasks, experience and skills of certain roles would seem to indicate that these
occupations would be better categorised under major group 3 on the OFO: Technicians &
Associate Professionals. Certain occupations in the sector located at major group level 6 seem
so highly skilled and technically demanding that a thin line separates these occupations from
even major group 2 which is that of professionals.

Across the chambers there seemed to be a need for certain types of engineers with industrial
engineers, electrical engineers, mechanical engineers and mechatronics engineers being
especially prevalent. Although the reasons behind the prevalence of these types of engineers
were not explicitly articulated an analysis of the tasks commonly associated with these types
of occupations indicated that these occupations are often critical to the design, maintenance

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and improvement of the industrial processes which constitute the main value creation process
in manufacturing.

Although for almost all engineering job descriptions there seemed to be a tendency for
employers to emphasize highly specific and technical experience and skills. Job descriptions
obtained online from recruitment sites often indicated that remuneration would be determined
by the quality and quantity of experience of the incumbent.

Across all five chambers it was found that there was a common pattern of companies
emphasizing the need for potential employees to be willing and/or able to work shifts and
overtime as and when required.

It was found that generally the OFO was able to accommodate and generally fairly represent
the jobs mapped to occupations for all five chambers. There is however a need to potentially
update OFO occupations which fall under the merSETA’s scope of coverage in light of
emerging and emergent technologies altering the nature of work and occupations in the sector.
An example of this would be Millwrights who are specialising in PLC programming. The next
phase of the research will examine in detail how each and every occupation (61 in total) will
potentially be impacted by technological change. Research questions will be formulated and
these questions will be posed to chamber stakeholders individually or at chamber focus groups
within the next 6 months.

It has been found that the OFO is generally not well suited to a future orientation—this was
confirmed by the selection of jobs from all five chambers within the merSETA scope of
coverage mapped to the OFO for this particular project. Based on the occupations examined
here it was however found that the impact of emerging technologies on the sector is potentially
not as widespread and drastic as might be initially imagined. Further research is however
required to more fully determine the current and near future impact of emerging technologies
on occupations in the sector.

5. Emergent Categories of Information for Occupational Atlas Profiles &
4IR Research Questions for Next Phase of Research

Multiple categories of occupational information could potentially be included for each
occupation in the final Occupational Atlas. Issues related to availability and accessibility of
data, which came to the fore during this mapping exercise, do however require due
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consideration and will inevitably constrain the information which can be included in the final
atlas.

For now, and as a preliminary recommendation awaiting further consultation with merSETA,
the following categories of occupational information are proposed for inclusion in the
Occupational Atlas: occupational title, purpose, tasks, experience, technical skills,
generic/transversal competencies and education/qualifications. After consultation with
merSETA, and additional research by Wits REAL, the final occupational profiles will be
agreed upon and the profiles populated as required. The occupations mapped here do not
necessarily constitute the final list of occupations and further feedback and input from
merSETA and/or its stakeholders is welcomed.

Based on the tentative categories of occupational information outlined above the following
questions will be asked for each and every occupation in the Atlas to determine the future of
the occupations in terms of emerging technologies/4IR in the mid to long term. These questions
will be asked in the form of an online survey, individual in person interviews or focus groups.
The best mode of engagement with stakeholders will be determined in consultation with
merSETA.

Research Questions to be posed to Chambers for all 61 Occupations:

1. How will the title of the occupation change due to 4IR? (I.e. what will it be called?)

2. How will the purpose of the occupation change due to 4IR?

3. How will the tasks of the occupation change due to 4IR?

4. How will the experience requirements of the occupation change due to 4IR?

5. How will the technical skills requirements of the occupation change due to 4IR?

6. How will the generic competencies of the occupation change due to 4IR?

7. How will the educational requirements of the occupation change due to 4IR?

6. Way Forward: Recommendations

Every possible effort has been made to ensure that the mapping from job to occupation
undertaken here contains a selection of occupations from each chamber which reflects the

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reality of the manufacturing sector in South Africa. In terms of the occupations, the job
descriptions obtained and utilised and the mapping to the OFO which was undertaken due
analytical rigour was applied.

It was originally agreed that Wits REAL would submit a draft OFO occupational mapping
spreadsheet to merSETA for their feedback and input by 17 March 2020. Due to circumstances
beyond its control this was unfortunately not possible. The original deadline of 31 March, as
contractually determined and agreed upon by all parties concerned, as regards the mapping of
jobs to occupations, was nonetheless met with no material impact on the production of high-
quality and relevant research. It was also agreed that OFO mapping workshops/training would
take place. Arrangements in this regard were made with relevant merSETA staff but due to
unforeseen circumstances beyond both parties (merSETA and Wits REAL) control the training
could not take place and has been re-scheduled for on or after 20 April 2020.

Wits REAL welcomes any feedback and/or input from merSETA and its stakeholders in terms
of the mapping undertaken as well as the jobs selected for mapping purposes. It is however
requested that this input and feedback be provided no later than Monday 18 May 2020 in order
to not delay the third phase of the research project which consists of the production of a draft
Occupational Atlas. Said draft Occupational Atlas due for submission no later than close of
business 30 September 2020. Well before the final deadline the categories of occupational
information as well as a working draft of the Occupational Atlas will be presented to merSETA
and/or its stakeholders. Any feedback will be duly considered and incorporated by Wits
REAL—barring serious constraints in terms of availability and accessibility of relevant data.

7. Conclusion

This brief technical report has provided an overview of the mapping undertaken as part of the
production of an Occupational Atlas for merSETA by Wits University and its implementing
organisation— Wits REAL. In general suitable matches on the OFO were found for the various
job descriptions across the five chambers.

If there any further questions please feel free to contact Dr Presha Ramsarup
(presha.ramsarup@wits.ac.za/ 082 906 3170) or Mr Ruan Naude (ruan.naude@wits.ac.za/
061 811 4087).

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References

Anteby, M., Chan, C. K., & DiBenigno, J. (2016). Three lenses on occupations and professions
in organizations: Becoming, doing, and relating. The Academy of Management Annals, 10(1),
183-244.

Bureau of Labour Statistics. (2015). Number of jobs held, labour market activity, and earnings
growth among the youngest baby boomers: Results from a longitudinal survey. Retrieved from
http://www.bls.gov/news.release/pdf/nlsoy.pdf

Cohen, L. E. (2013). Assembling jobs: A model of how tasks are bundled into and across jobs.
Organization Science, 24(2), 432–454.

Freidson, E. (1988). Professional powers: A study of the institutionalization of formal
knowledge. Chicago, IL: University of Chicago Press.

Grant, A. M., Berg, J. M., & Cable, D. M. (2014). Job titles as identity badges: How self -
reflective titles can reduce emotional exhaustion. Academy of Management Journal, 57(4),
1201–1225.

Hodson, R., & Sullivan, T. A. (2012). The social organization of work. Belmont,
CA:Wadsworth, Cengage Learning.

Keep, E., & James, S. (2012). A Bermuda triangle of policy? ‘Bad jobs’, skills policy and
incentives to learn.

Srdjevic, Z., Bajcetic, R., &Srdjevic, B. (2012). Identifying the criteria set for multicriteria
decision making based on SWOT/PESTLE analysis: a case study of reconstructing a water
intake structure. Water resources management, 26(12), 3379-3393.

Standing, G. (2014). A precariat charter: From denizens to citizens. A&C Black.

Standing, G. (2014). The precariat. Contexts, 13(4), 10-12. Learn at the bottom end of the
labour market. Journal of Education Policy, 27(2), 211-230.

Streeck, W. (2016). How will capitalism end? Essays on a failing system. Verso Books.

Wolff, L. (2008). The Death of Lifelong Employment in Japan?” Corporate governance in the
21st century: Japan’s gradual transformation, 53-80.

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Annexure 1: List of Occupations

         A. Motor Chamber
     1 Sales Manager                      2019- 122102

     2 Actuary                            2019- 212101
     3 Marketing Practitioner             2019- 243103

     4 Marketing Practitioner             2019- 243103

     5 Insurance Investigator             2019-331502

     6 Motorised Vehicle or               2019- 522302
       Caravan Salesperson
     7 Vehicle Painter                    2019-643202
     8 Automotive Motor                   2019-653101
       Mechanic

     9 Mechanical Fitter                  2019-653303
     1 Diesel Mechanic                    2019-653306
     0
     1 Transportation Electrician         2019-671208
     1
     1 Panelbeater                        2019-684904
     2
        B. Metal Chamber
     1 Manufacturing Operations Manager   2019-132102

     2 Quality Manager                    2019-132107
     3 Industrial Engineer                2019-214101
     4 Mechanical Engineer                2019-214401
     5 Electrical Engineer                2019-215101
     6 Welder                             2019-651202
     7 Sheet Metal Worker                 2019-651301

     8 Industrial Machinery               2019-653301
       Mechanic
     9 Mechanical Fitter                  2019-653303

     1 Heavy Equipment                    2019-653307
     0 Mechanic
     1 Millwright                         2019-671202
     1

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1 Mechatronics Technician                   2019-671203
     2
     1 Armature Winder                           2019-671207
     3
     1 Instrument Mechanician                    2019-672105
     4
        C. Auto Chamber
     1 Quality Systems Manager                   2019-121908
     2 Manufacturing Operations Manager.         2019-132102
     3 Production Engineer                       2019-214103
     4 Mechanical Engineer                       2019-214401
     5 Electrical Engineer                       2019-215101
     6 Electrical Engineering                    2019-215102
       Technologist
     7 Management Accountant                     2019-241102
     8 Data Scientist                            2019-251102
     9 Mechanical Engineering                    2019-311501
       Technician
     1 Industrial Engineering                    2019-311905
     0 Technician
        D. Tyre Chamber
     1 Quality Systems Manager                   2019-121908
     2 Sales Manager                             2019-122102
     3 Industrial Engineering Technologist       2019-214102
     4 Production Engineering Technologist       2019-214104
     5 Electrical Engineer                       2019-215101
     6 Safety, Health, Environment and Quality   2019-226302
       (SHE&Q) Practitioner
     7 Marketing Practitioner                    2019-243103
     8 Marketing Practitioner                    2019-243103
     9 Supply Chain Practitioner                 2019-333905
     1 Personal Assistant                        2019-334302
     0
     1 Quality Controller (Manufacturing)        2019-684305
     1
     1 Rubber Production Machine Operator        2019-714101
     2

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1 Rubber Production Machine Operator     2019-714101
     3
     1 Waste Material Sorter and Classifier   2019-861202
     4
       E. Plastic Chamber
     1 Manufacturing Operations Manager       2019-132102
     2 Material Scientist                     2019-211403
     3 Production Engineer                    2019-214104
     4 Chemical Engineer                      2019-214501

     5 Mechanical Engineering Technicians     2019-311501
     6 Fitter and Turner                      2019-652302
     7 Quality Controller                     2019-684305
     8 Plastics Production Machine Operator   2019-714204
       (General)
     9 Plastics Production Machine Operator   2019-714204
       (General)
     1 Plastics Production Machine Operator   2019-714204
     0 (General)
     1 Product Assembler                      2019-721901
     1

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Annexure 2: Expanded Value Chains

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