SUGAR Sub-Sector Skills Plan 2020-2021 - AgriSeta
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SUGAR
Sub-Sector Skills Plan
2020-2021
CONTENTS
ENABLING A SKILLED AND PROSPEROUS
AGRICULTURAL SECTOR
i
ABBREVIATIONS AND ACRONYMS.................................. ii CHAPTER 5: SKILLS PRIORITY ACTIONS..........35
EXECUTIVE SUMMARY............................................... iii
RESEARCH PROCESS AND METHODS............................... iv 5.1 INTRODUCTION................................................. 36
SUMMARY OF KEY FINDINGS........................................ vi 5.2 KEY FINDINGS FROM OTHER CHAPTERS..................... 36
5.2 RECOMMENDED ACTIONS...................................... 37
CHAPTER 1: SECTOR PROFILE.....................1 5.3 CONCLUSION.................................................... 37
1.1 INTRODUCTION................................................. 2 LIST OF REFERENCES................................................ 38
1.2 SCOPE OF COVERAGE.......................................... 2
1.3 KEY ROLE-PLAYERS............................................. 4
1.4 ECONOMIC PERFORMANCE.................................... 6
1.5 EMPLOYER PROFILE............................................ 10
1.6 CONCLUSION.................................................... 13
CHAPTER 2: KEY SKILLS ISSUES...................15
2.1 INTRODUCTION................................................. 16
2.2 CHANGE DRIVERS............................................... 16
2.3 ALIGNMENT OF SKILLS PLANNING TO NATIONAL ...........
STRATEGY AND PLANS.......................................... 18
2.4 IMPLICATIONS FOR SKILLS PLANNING........................ 18
2.5 CONCLUSION.................................................... 19
CHAPTER 3: OCCUPATIONAL SHORTAGES AND
SKILLS GAPS...........................................21
3.1 INTRODUCTION................................................. 22
3.2 EXTENT AND NATURE OF DEMAND............................ 22
3.3 EXTENT AND NATURE OF SUPPLY............................. 26
3.4 PIVOTAL LIST.................................................... 28
3.5 CONCLUSION.................................................... 30
CHAPTER 4: PARTNERSHIPS........................31
4.1 INTRODUCTION................................................. 32
4.2 EXISTING PARTNERSHIPS....................................... 32
4.3 EMERGING PARTNERSHIPS..................................... 34
4.4 CONCLUSION.................................................... 34
GENERAL INFORMATION
ii AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
ABBREVIATIONS AND ACRONYMS
ABBREVIATION/ DESCRIPTION
ACRONYM
AFASA African Farmers Association of South Africa
AGRISETA Agricultural Sector Education and Training Authority
APAP Agricultural Policy Action Plan
ATR Annual Training Report
BMI Business Monitor International
*DAFF *Department of Agriculture, Fisheries and Forestry
[DALRRD] [changed to Department of Agriculture, Land Reform and Rural Development in June 2019]
*DHET *Department of Higher Education and Training
[DHEST] [was merged with Department of Science and Technology and became Department of Higher
Education, Science and Technology in June 2019]
*DRDLR *Department of Rural Development and Land Reform
[DALRRD] [was merged into the Department of Agriculture, Land Reform and Rural Development in June 2019]
GDP Gross Domestic Product
HEMIS Higher Education Management Information System
HTFV Hard-To-Fill Vacancies
IDP Integrated Development Plan
IPAP Industrial Policy Action Plan
KZN KwaZulu-Natal
NAFU National African Farmers Union
NAMC National Agricultural Marketing Council
NDP National Development Plan
NGP New Growth Path
NSDS III National Skills Development Strategy III
NSDP National Skills Development Plan
QLFS Quarterly Labour Force Survey
SADC Southern African Development Community
SARS South African Revenue Service
SIP Standard Integrated Project
SIC Standard Industrial Classification
SSP Sector Skills Plan
Stats SA Statistics South Africa
TVET Technical Vocational Education and Training
WSP Workplace Skills Plan
* The references and information in the SSP was obtained before the merging and renaming of national government depart-
ments in June 2019.
SUGAR SUB-SECTOR SKILLS PLAN
iii
EXECUTIVE SUMMARY
The Sugar sub-sector is considered quite diverse, combining There are general factors as well as specific sub-sector factors
agricultural activities of Sugarcane cultivation with the driving change and influencing skills demand and supply in
manufacturing of raw and refined sugar, syrups, specialised the Sugar sub-sector at present. The main factors are:
sugar by-products and co-products (SASA, 2017). • Land and agrarian reform – as part of country’s
transformation strategy
The South African sugar supply chain has two distinctive • The youth bulge – youth’s lack of skills and lack of
activities, namely, the sugarcane production and the interest in agriculture
Sugar milling sections. It is a symbiotic relationship, since • Technology and mechanisation – increasing
one depends on the other. The miller cannot exist without mechanisation means more technical people/
a supply of sugarcane, while the cane producer needs artisans are needed)
a miller (NAMC, 2013). In 2018/19, there were 22 949 • Brexit – possibly requiring the signing of new trade
registered sugarcane growers (SASA, 2019), predominantly agreements
situated in KwaZulu-Natal and Mpumalanga, with some • Gender representation – the imperative of increasing
farming in the Eastern Cape. Sugar is manufactured in six the number of females in the industry
milling companies, with 14 sugar mills operating in the cane • Disease and pest – requiring specialised skills
growing regions (DAFF, 2016). • The sugar tax – formally called the Health Promotion
Levy that reduces use of sugar
Given its agricultural and industrial investments, foreign • Cheap imports – increasingly impacting negatively
exchange earnings, high employment rate, and linkages on revenue
with major suppliers, the South African Sugar sub-sector
makes an important contribution to the national economy. According to the South African Sugar Association (SASA),
Approximately one million (2%) of South Africa’s population the SA Sugar industry is at a critical tipping point, where
depend on the Sugar sub-sector for providing a living the policy environment is not conducive for the survival and
(SASA, 2019). growth of the Sugar sub-sector. The industry needs a “game
changer”.
South Africa is one of the world’s leading producers of
high quality sugar and the key component is its export SASA believes that diversification into fuel ethanol
infrastructure. The raw sugar exports are handled at the sugar production from sugarcane and other renewable products,
terminal in Durban, which provides storage and handling procurement of sugarcane cogenerated electricity and
facilities (DAFF, 2016). Within the SADC region there are16 enabling legislative conditions will improve the sustainability
member states of which 11 produce sugar and South Africa of the sub-sector as a whole (SA Sugar Directory 2019/20).
is the largest (SASA, 2016).
GENERAL INFORMATION
iv AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
RESEARCH PROCESS AND METHODS
AgriSETA carried out various research projects to produce the Sugar sub-sector Skills Plan 2020-2021. The research was
conducted through a mixed methodology of qualitative and quantitative techniques. The table below summarises the research
process and methods used to construct this sub-sector skills plan.
TABLE 1: RESEARCH PROCESS AND METHODS
Nature (Design)
Research Topic Purpose Data Collection Sample Size Timeframe
of the study
Chapter 1: Sector Profile
All AgriSETA
Scope of coverage of Gives an overview of AgriSETA
Quantitative employer data May–July 2019
the sector the sector employer data
for 2018/19
All WSPs received
Key role-players in Investigate key WSPs/ATRs
Quantitative for 2019 May–July 2019
the sector role-players data
Examine economic All WSPs received
Economic WSPs/ATRs
Quantitative performance in the for 2019 May–July 2019
performance data
sector
All WSPs received
Examine employment WSPs/ATRs
Employer profile Quantitative for 2019 May–July 2019
trends data
WSPs/ATRs All WSPs received
Examine employment
Labour market profile Quantitative data, Statistics for 2019 May–July 2019
trends
SA
Chapter 2: Key Skills
Identify skills priorities
Drivers of change for Interviews and 60 SSC members,
Qualitative and change drivers in August 2019
the agricultural sector focus groups 4 focus groups
the agricultural sector
Policy frameworks
Analyse sectorial Interviews and 60 SSC members,
affecting skills Qualitative August 2019
policy frameworks focus groups 4 focus groups
demand and supply
Chapter 3: Occupational Shortages and Skills Gaps
Critically evaluate the All WSPs/ATRs
To provide the
AgriSETA critical and Focus groups data received for
sectoral occupational
scarce skills list and Qualitative WSPs/ATRs 2019, 60 SSC August 2019
demand, extent and
provide an overview data members, 4 focus
nature of supply
of the skills gap groups
SUGAR SUB-SECTOR SKILLS PLAN
v
Nature (Design)
Research Topic Purpose Data Collection Sample Size Timeframe
of the study
All WSPs/ATRs
Identification of
Formulate Sectoral data received
Sectoral Priority WSPs/ATRs
Qualitative Priority Occupations for 2019, 11 August 2019
Occupations interviews
(PIVOTAL) employer surveys,
(PIVOTAL)
60 SSC members
Chapter 4: Partnerships
Analysis of planned Ascertain the All AgriSETA
and existing SETA Qualitative AgriSETA Interviews departments May–July 2019
partnerships partnerships
Chapter 5: Skills Priority Actions
Provide synthesis of
Key skills findings previous chapters
from previous Quantitative in the SSP and NONE NONE On-going
chapters recommendations of
priority actions
DOCUMENT REVIEW SCARCE KILLS AND SECTORAL
PRIORITY OCCUPATIONS
A document review was conducted to establish the
economic performance and trends of the Sugar sub-sector, (PIVOTAL) LIST FORMULATION
geographic concentration and employers. Government
policy and strategy documents, as well as key statistical and The scarce skills, skills gaps and PIVOTAL skills lists were
industry publications were reviewed and these are included arrived at through both secondary data analysis and the
in the bibliography. A thematic analysis was conducted to numbers made available in previous sector skills plans, large
synthesise the key economic, policy and training issues and small workplace skills plans (WSPs), large and small
affecting the Sugar sub-sector, and to identify key skills annual training reports, (ATRs), and primary data analysis
issues. obtained at the two-day AgriSETA stakeholder conference
(28 February – 1 March 2019), interviews and data
collection.
GENERAL INFORMATION
vi AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
SUMMARY OF KEY FINDINGS
In addressing scarce skills gaps needs in the Sugar sub- 2. The need for occupationally oriented skills training
sector, there are various skills development interventions that that offers in-the-field experience and mentorship.
AgriSETA and employers in the sector can undertake. 3. Environmental concerns related to food security and
ecological sustainability.
According to the hard-to-fill vacancies (HTFVs) identified for 4. Improved quality of agricultural extension services
small emerging farmers and co-operatives, and commercial qualifications.
farmers, the AgriSETA should direct funding towards 5. Gender empowerment & development
developing skills in: 6. Development of governance skills focusing on co-
– Manufacturing technical maintenance operatives and small agricultural enterprises.
– Agricultural machinery technician
– Farming In 2019/20, employers that submitted training reports
– Plant production indicated that a total of 5 505 training interventions were
– Agri sales and service management attended by employees in the Sugar sub-sector, and the
majority of employees that received this training were
The legislative and policy frameworks established by male. Consistent to the finding that the majority of people
government coupled with the contextual change drivers and employed in the sub-sector occupy elementary positions,
industry specific perspectives on skills development, point to the majority of employees that received training were in
the following skills implications that need to be addressed in elementary occupations.
the Sugar sub-sector:
1. Partnerships with Higher Education Institutions (HEIs)
for research and development into the sub-sector.
SUGAR SUB-SECTOR SKILLS PLAN
vii
LIST OF FIGURES
Figure 1: DISTRIBUTION OF AGRICULTURAL ENTITIES BY SUB-SECTOR 3
Figure 2: SKILLS DEVELOPMENT LEVIES 4
Figure 3: IMPORTED VALUE OF SUGAR AND SUGAR CONFECTIONERY 8
Figure 4: EXPORTED VALUE OF SUGAR AND SUGAR CONFECTIONERY 8
Figure 5: PROVINCIAL DISTRIBUTION OF SUGAR EMPLOYERS REGISTERED WITH AGRISETA 9
Figure 6: PROVINCIAL BREAKDOWN – SUGAR EMPLOYEES 11
Figure 7: EMPLOYEES BREAKDOWN BY GENDER 11
Figure 8: EMPLOYEES BY RACE 12
Figure 9: EMPLOYEES BY RACE 12
Figure 10: Occupational Categories in the Sugar Sub-sector 13
Figure 11: UNIVERSITIES GRADUATES BY MAJOR FIELD OF STUDY IN PUBLIC UNIVERSITIES 26
Figure 12: NUMBER OF ENROLMENT AND GRADUATES FROM PUBLIC UNIVERSITIES AND
TECHNIKONS by Classification of Educational Subject Matter (CESM) 2000–2016) 27
LIST OF TABLES
Table 1: RESEARCH PROCESS AND METHODS iv
Table 2: ACTIVITIES IN THE SUGAR SUB-SECTOR BY STANDARD INDUSTRIAL CLASSIFICATION CODE 3
Table 3: KEY AGRICULTURAL ROLE-PLAYERS 4
Table 4: TOTAL SUGAR PRODUCTION IN TONS 7
Table 5: SA SUGAR SUPPLIES INTO SACU MARKET IN TONS 7
Table 6: DISTRIBUTION OF EMPLOYEES BY PROVINCE IN AGRICULTURE, 2019 10
Table 7: SMALL EMERGING FARMERS AND CO-OPERATIVES HARD-TO-FILL VACANCIES 22
Table 8: COMMERCIAL FARMERS HARD-TO-FILL VACANCIES 22
Table 9: TOP HARD-TO-FILL VACANCIES (STAKEHOLDER ENGAGEMENT) 23
Table 10: SCARCE SKILLS AND SKILLS GAPS LIST 24
Table 11: EMPLOYEES TRAINED BY OCCUPATIONAL CATEGORY AND GENDER 27
Table 12: THE AGRISETA PIVOTAL LIST 2018/19 29
Table 13: AGRISETA PARTNERSHIPS 32
GENERAL INFORMATION
1 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
CHAPTER 1
SECTOR PROFILE
SUGAR SUB-SECTOR SKILLS PLAN2
1.1. INTRODUCTION 1.2. SCOPE OF
COVERAGE
Chapter 1 of this sub-sector skills plan provides an overview
of the agricultural sector, paying particular attention to the
Sugar sub-sector in South Africa. The first section looks at the The scope of AgriSETA covers the agricultural sector from
scope of the Sugar sub-sector’s coverage. input services to a farm to activities on a farm and first level
processing activities on a farm. The Sugar sub-sector is
The second section outlines AgriSETA stakeholders and classified into two (2) agricultural and economic focuses,
key role-players in the sector. The third section looks at the namely: the plantation of sugar (including sugarcane and
economic performance of the overall agricultural sector, Sugar beet) and the manufacturing of sugar (including golden
zooming into the contribution of the Sugar industry to the syrup and castor sugar). The table below outlines the various
South African economy. agricultural and economic focus areas in the Sugar sub-
sector, including the Standard Industrial Classification (SIC)
The fourth section explores the employer profile, based on codes and descriptions.
the AgriSETA WSP/ATR data submitted for 2019. The last
section provides a labour market profile where the number
and demographics of people employed in the sector is
explored. Essentially, the chapter is intended to set the scene
for the skills issues that are examined in the subsequent
chapters.
CHAPTER 1 SECTOR PROFILE3 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
Table 2: ACTIVITIES IN THE SUGAR SUB-SECTOR BY STANDARD INDUSTRIAL CLASSIFICATION CODE
SUB-SECTOR SIC CODE SIC Description
11122 Sugar plantation including sugarcane and sugar beet etc.
SUGAR
30420 Manufacture of sugar including golden syrup and castor sugar
Source: AgriSETA employer data, 2019/20
These sub-sectors are classified into 11 sub-sector committees, which represent their industry interests to AgriSETA. The figure
below indicates the relative size of employers by sub-sectors, as captured in the AgriSETA employer data for 2019/20. The
AgriSETA employer data comprises all the sub-sector data for both levy and non-levy payers.
Figure 1: DISTRIBUTION OF AGRICULTURAL ENTITIES BY SUB-SECTOR
Red Meat (44.3%)
Horticulture (23.1%)
Grains and Cereals (9.6%)
Fibre (8.6%)
Poultry (5.0%)
Aquaculture (4.2%)
Blanks (2.8%)
Milling, Pet Food and Animal Feed (2.0%)
Pest Control (1.0%)
Seed (1.0%)
Sugar (0.9%)
Tobacco (0.3%)
Source: AgriSETA Employer Data, 2019/20
The total number of employers registered in the employer REVENUE FROM SKILLS
database for 2019/20 is 26 181. The Red Meat (44.3%) sub-
sector remains the biggest on the AgriSETA employer data, DEVELOPMENT LEVIES
followed by the Horticulture sub-sector (23,1%) , Grain and
cereal(9,6%), and Fibre (8,6%). The lowest percentages are In 2019/20 there was a total of 229 Sugar sub-sector
found in Milling, pet food & animal feed (2,0 %), and Pest entities on the AgriSETA employer database, contributing
control, Seed, Sugar (0,9%) and Tobacco (0,3%). 0,9% of total entities in the agricultural sector. Of these 229
entities, 58% contribute to the Skills Development Levies, as
illustrated in the figure below. A total of R39 million SDL was
generated from the Sugar sub-sector.
SUGAR SUB-SECTOR SKILLS PLAN4
Figure 2: SKILLS DEVELOPMENT LEVIES
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
levy paying Non-levy paying
Percentage 58% 42%
Source: AgriSETA employer data, 2019/20
1.3. KEY ROLE-PLAYERS
There are a number of public and private key role-players in the agricultural sector which contribute towards its functioning.
These include national government departments, sector representatives and industry bodies. The table below groups these role-
players according to their strategic contribution to the sector. Please note that while it is comprehensive, this list is not exhaustive.
Table 3: KEY AGRICULTURAL ROLE-PLAYERS
Strategic contribution Department or organisation Relevance to agricultural skills development
Quality of education of entrants to labour market,career
Department of Basic Education awareness programmes to expose agriculture as a
possible career choice
Department of Higher Education and
Training Responsible for TVETs, HETs, agricultural colleges and
Skills Development and
[changed to Department of Higher skills development. Sets the national skills development
Research
Education, Science and Technology in agenda through regulation of SETAs.
June 2019]
Provision of updated statistics on agricultural sector
Statistics SA
economics & labour force
Agricultural Research Council Scientific research on agricultural production issues
CHAPTER 1 SECTOR PROFILE5 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
Strategic contribution Department or organisation Relevance to agricultural skills development
Department of Trade and Industry &
Provincial Departments of Economic
Industrial strategy, international trade agreements,
Development
agricultural sector strategy and policy implementation
[changed to Department of Trade
desk
Industry and Competition in June
2019]
Strategy and
Department of Agriculture Forestry
Policy Sector regulatory framework, strategy and leadership,
and Fisheries
provision of extension services, Broad Economic
[changed to Department of
Empowerment funding of development interventions
Agriculture, Land Reform and Rural
including provision of bursaries for scarce skills
Development in June 2019]
Financial planning, incentives, accountability of Land
National Treasury & SARS
Bank, skills levies
Labour legislation, wage determinations, employment
Department of Labour
equity
Department of Economic
Development
Sector economic strategies
[changed to Department of Economic
Development and Tourism]
Planning
National Planning Commission Identify inter-departmental overlaps and gaps
Department of Environmental Affairs
Policy and guidelines on environment protection and
[changed to Department of
natural resource management, partner in environmental
Environment, Forestry and Fisheries in
education
June 2019]
Department of Transport Planning for transport needs in rural areas.
Department of Rural Development and
Land Reform
Partnering with AgriSETA in mobilising funds for capacity
[changed to Department of
building of claimants
Rural Development and Agriculture, Land Reform and Rural
Land Reform Development in June 2019]
Department of Co-operative
Linking agricultural and rural development to IDPs and
Governance and Traditional Affairs
LED, infrastructure and services to agricultural enterprises
plus municipalities
Department of Water Affairs Water boards manage local irrigation schemes
Department of Energy Strategy to supply electricity to rural areas
Services Collaboration with agricultural community to address
South African Police Service issues of farm security, including attacks, stock and
property theft
Land and Agricultural Development Financial services to commercial farming sector,
Bank of South Africa agribusiness, and emerging farmers
Credit and assistance
Micro-Agricultural Financial
Production loans to smallholder operators.
Institutions of South Africa (MAFISA)
SUGAR SUB-SECTOR SKILLS PLAN6
Strategic contribution Department or organisation Relevance to agricultural skills development
Agricultural Union serving some 32 000 large and small
Agri South Africa (AgriSA)
commercial farmers
National African Farmers’ Union of Represents black farmers to level the field in all
Union and Sector South Africa (NAFU) agricultural matters
representatives The African Farmers’ Association of Represents commercial African farmers to bring black
South Africa (AFASA) commercial farmers into mainstream agribusiness
Transvaal Agricultural Union South
A national agriculturalunion serving commercial farmers
Africa (TAU SA)
Agricultural Business Chamber Fosters a favorable agribusiness environment
Conglomerate organisation providing commodity
Agribusiness
Grain SA strategic support and services to South African grain
producers to support sustainability
Source: 2015 GCIS Handbook, Agriculture and AgriSETA SSP 2011-2016
1.4. ECONOMIC PERFORMANCE
OVERVIEW percentage point in the second quarter of 2019. The Sugar
industry is a R14 billion industry which plays a huge role in
The South African sugar supply chain has two distinctive the South African agricultural sector (SASA, 2019).
activities, namely, sugarcane production and sugar milling
whereby manufacturing of raw and refined sugar, syrups, Given its agricultural and industrial investments, foreign
specialised sugars by-products and co-products takes exchange earnings, high employment rate, and linkages
place (SASA, 2017). It is a symbiotic relationship, since with major suppliers, the South African Sugar sub-sector
one depends on the other. The miller cannot exist without a makes an important contribution to the national economy.
supply of sugarcane, while the cane producer needs a miller Approximately one million (2%) of South Africa’s population
(NAMC, 2013). The figure below outlines the structure of depends on the Sugar sub-sector for a living (SASA, 2019).
the South African Sugar sub-sector. The Sugar sub-sector
consists of approximately 22 949 registered sugarcane Table 4 outlines total Sugar production (tons) from the
growers that are predominantly situated in KwaZulu-Natal 2012/13-2018/19 seasons. Consistent with the findings
and Mpumalanga (SASA, 2019). Sugar is manufactured in above, there has been a drastic increase in cane crushed
six milling companies, with 14 sugar mills operating in the since 2017/18. Cane crushed increased from 17 388 177
cane growing regions (DAFF, 2016). tons in 2017/18 to 19 031 688 tons in 2018/19, which
invariably affected the total saleable Sugar produced. A
The gross domestic product (GDP) forecast for South total of 2 181 161 tons of saleable Sugar was produced by
African’s total annual growth rate showed an increase South Africa for the national and international market during
of 1% from 2018 to 2019 (OECD, 2019). According to 2018/19 season; an increase from the 1 985 715 tons in
the Statistics South Africa (2019), the agricultural sector 2017/18 (SASA).
contracted by 13.2% in the first quarter of 2019, following
a growth of 7.9% in the last quarter of 2018. It contributed Sugarcane farmers in South Africa have been remunerated
-0.3 of a percentage point to the contraction of the economy for their sugarcane according to the Recoverable Value
during the first quarter of this year and contributed -0.1 of a (RV) Cane Payments system since 2000. This was agreed
following the decision by the industry to seek an alternative
CHAPTER 1 SECTOR PROFILE7 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
to the sucrose-based payment system, which had been in the amount of sugar that can be extracted from cane during
place since 1926. the milling process does not depend only on the amount of
sucrose in the cane, but also on the amount of non-sucrose
The RV Payment System recognises that not all the sucrose in and fibre present.
cane delivered to the mill can be recovered as sugar since
Table 4: TOTAL SUGAR PRODUCTION IN TONS
SALEABLE SUGAR PRODUCED
SEASON CANE CRUSHED INTERNATIONAL
NATIONAL MARKET TOTAL
MARKET
2012/13 17 278 020 1 701 731 249 785 1 951 518
2013/14 20 032 969 1 543 264 800 386 2 343 650
2014/15 17 755 537 1 649 056 458 617 2 107 673
2015/16 14 861 401 1 573 504 46 826 1 620 330
2016/17 15 074 610 1 524741 4 998 1 539 739
2017/18 173 88 177 1 190 281 795 434 1 985 715
2018/19 19 031688 1 241 479 939 682 2 181 161
Source: SASA, 2019
The table below illustrates the South African sugar supplies into South African Customs Union (SACU) market from 2012/13
to 2018/19 seasons. Overall, there seems to have been a shift in direct sales and industrial sales across the years. Between
2012/13 and 2018/19, direct sales accounted for the proportion of sales with an average of 46%, while in the preceding
years industrial sales made up average of 54%. Evidently, the white sugar market has the highest amount of industry supply
across all years, with an estimated 71% of total sugar supply in 2017.
Table 5: SA SUGAR SUPPLIES INTO SACU MARKET IN TONS
SEASON WHITE SUGAR BROWN SUGAR DIRECT SALES % INDUSTRIAL SALES %
2012/2013 1 200 970 409 712 877 563 54 733 128 46
2013/2014 1 156 505 393 409 788 553 51 761 361 49
2014/2015 1 169 842 384 349 567 401 41 810 015 59
2015/2016 1 205 069 386 077 538 977 40 812 414 60
2016/2017 1 180 432 462 568 625 517 43 834 679 57
2017/2018 844 037 334 262 461 647 43 606 275 57
2018/2019 864 255 447 228 575 745 49 588 666 51
Source: SASA, 2019
The total world of sugar imports into South Africa dropped above 500 000 tonnes while exports will significantly
from about 800 000 tonnes in 2017 to approximately 500 drop to approximately 200 000 tonnes by 2024 (BFAP,
000 tonnes in 2019 (BFAP, 2019). The total sugar exports 2019). These predictions are assumed to likely take place
also decreased from approximately 800 000 tonnes in 2017 as the climate change, sugar tax, pests and diseases issue
to approximately 480 000 tonnes in 2019 (BFAP, 2019). It continue to affect the Sugar sector. The total world export
has been projected that the sugar imports will remain slightly value of sugar supplied by South Africa was R6 321 million
SUGAR SUB-SECTOR SKILLS PLAN8
in 2018 while the total value of the world sugar imports by remaining percentage is covered by the other countries
South Africa was also approximately R5 million in 2018. The which are not on the top 5. The top five countries that South
figures below outline the South African Sugar and Sugar Africa exported to include Mozambique (16%), Namibia
Confectionery top five import and export markets for 2018. (14%), Malaysia (12%),Botswana (10%) and China (8%).
The highest proportion of imports coming from Swaziland The remaining percentage is covered by the other countries
(7,40%), followed by Brazil (6,90%), Thailand (4,30%), that are not listed on the top5.
China (4,20%) and United Arab Emirated (4,10%).The
Figure 3: IMPORTED VALUE OF SUGAR AND SUGAR CONFECTIONERY
Swaziland (57,4%)
Brazil (6,9%)
Thailand (4,3%)
China (4,2%)
United Arab Emirates (4,1%)
Source: Trade Map, 2018
Figure 4: EXPORTED VALUE OF SUGAR AND SUGAR CONFECTIONERY
Mozambique (16%)
Namibia (14%)
Malaysia (12%)
Botswana (10%)
China (8%)
Source: Trade Map, 2018
CHAPTER 1 SECTOR PROFILE9 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
South Africa is one of the world’s leading competitive in particular of 2015-2016 which is considered the worst
producers of high quality sugar and the key component is its drought in 30 years.
exports infrastructure. The raw sugar exports are handled at
the sugar terminal in Durban. The terminal provides storage Additionally, for the past decade the South African Sugar sub-
and handling facilities. In addition, it also houses a unique sector has been faced with tighter profit margins due to the
molasses mixing plant which coats bulk raw sugar at the stagnant and in some areas declining yields and rising input
time of loading to produce variable levels of quality as per costs. Other factors such as imports and the implementation
international buyer specifications (DAFF, 2016). of the so-called sugar tax (the Health Promotion Levy on
sugary drinks) have had a negative impact on the sub-sector
Within the SADC region there are16 member states of which to the extent that cane farmers have appealed to President
11 produce sugar and South Africa is the largest producer. Ramaphosa to intervene.
To enhance the Regional Sugar Strategy, an action plan has
been developed. The main objectives of the Action Plan is According to the South African Sugar Association (SASA),
(1) to promote the production and consumption of sugar the SA Sugar industry is at a critical tipping point, where
and sugar-containing products according to fair trading the policy environment is not conducive for the survival and
conditions and (2) to promote an orderly SADC market growth of the Sugar sub-sector. The industry needs a “game
(SASA, 2016). changer”.
SASA believes that diversification into fuel ethanol
ECONOMIC OUTLOOK OF THE production from Sugarcane and other renewable products,
SUB-SECTOR procurement of Sugarcane cogenerated electricity and
enabling legislative conditions will improve the sustainability
Similar to other agricultural sub-sectors, the Sugar sub-sector of the sub-sector as a whole (SA Sugar Directory 2019/20).
was affected by the drought conditions of the past few years,
Figure 5: PROVINCIAL DISTRIBUTION OF SUGAR EMPLOYERS REGISTERED WITH AGRISETA
90%
79,8%
80%
70%
60%
50%
40%
30%
20%
13,5%
10% 3,1% 0,9% 0,9% 0,9% 0,4% 0,4% 0,4%
0%
KwaZulu- Mpumalanga Gauteng Limpopo Eastern Blanks Western Northern Free State
Natal Cape Cape Cape
Source: AgriSETA employer data, 2019/20
SUGAR SUB-SECTOR SKILLS PLAN10
The figure above shows that the vast majority of Sugar which represents over 11% of the total agricultural workforce
employers registered with AgriSETA are in KwaZulu-Natal in South Africa. Indirect employment is estimated at 350
(79,8%), followed by Mpumalanga (13,5%) and Gauteng 000 jobs. Approximately one million people or 2% of South
(3,1%). The provinces with the least number of employers Africa’s population depend on the Sugar industry for a
registered on AgriSETA database in the Sugar sub-sector living. An important feature of the Sugar sub-sector is that
are the Northern Cape and Limpopo (0,4%). It is important it provides employment in rural and deep rural areas in job
to note that the AgriSETA database does not represent all starved regions (mostly in KwaZulu-Natal and Mpumalanga)
farming enterprises in the country, and thus must be treated where there is often little other economic opportunity.
with a fair degree of caution when applying it to a national
context. A major setback is that Tongaat Hulett, the largest employer
on the KZN North Coast, has retrenched 5 000 people as
part of stringent cutbacks to avoid financial disaster (North
1.5 L ABOUR MARKET Coast Courier 11 September 2019).
PROFILE The broader South African agricultural sector is one of the
biggest employers in the country. In the first quarter of 2019,
Stats SA reported that a total of 837 000 people were
PROVINCIAL DISTRIBUTION OF employed in the sector. The table below illustrates that 27%
of employment is in the Western Cape Province for Q1:2019
EMPLOYEES accounting for the majority of employees in the sector,
followed by Limpopo and KwaZulu-Natal.
According to the South African Sugar Association (SASA,
2019), the Sugar sub-sector provides 85 000 direct jobs,
Table 6: DISTRIBUTION OF EMPLOYEES BY PROVINCE IN AGRICULTURE, 2019
Province Q4 (2018) (Thousands) Q1 (2019) (Thousands)
Western Cape 213 225
Eastern Cape 78 84
Northern Cape 39 41
Free State 57 60
KwaZulu-Natal 136 134
North West 62 62
Gauteng 31 31
Mpumalanga 96 76
Limpopo 138 124
Source: Statistics South Africa, 2019. Quarterly Labour Force Survey. 1st Quarter 2019
According to the 2019/20 WSP submissions, the Sugar sub- sub-sector’s employees are concentrated in KwaZulu-Natal
sector has a total of 13 678 employees. The figure below (75%), while the remaining 25% of employees work in
outlines the Sugar employees’ distribution by provincial Mpumalanga. It has to be put into consideration that the data
breakdown. Consistent with the data presented earlier, data only represents entities who submitted 2019/2020 WSPs.
from the AgriSETA WSP submissions shows that the Sugar
CHAPTER 1 SECTOR PROFILE11 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
Figure 6: PROVINCIAL BREAKDOWN – SUGAR EMPLOYEES
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
KwaZulu-Natal Mpumalanga
Percentage 75% 25%
Source: Cape Wools SA, 2019
GENDER
The graph below gives a breakdown of the Sugar sub-sector by gender as reported in the WSP submissions (2019/20). Data
shows that the highest proportion of employees are male, accounting for 72% of total employment, while females make up the
other 28%.
FIGURE 5: EMPLOYEES BY GENDER
Male (72%)
Female (28%)
Source: AgriSETA WSP Submissions, 2019/20
SUGAR SUB-SECTOR SKILLS PLAN12
RACE
The WSP (2019/20) shows that the vast majority of employees in the sub-sector are black Africans (86%), followed by Indian
employees (8%), and White employees (5%). Coloured employees only represent 1% of people employed in the Sugar sub-
sector.
Figure 8: EMPLOYEES BY RACE
African (86%)
Indian (8%)
White (5%)
Coloured (1%)
Source: AgriSETA WSP Submissions, 2019/20
AGE
The majority of people employed in the Sugar sub-sector (by employers that submit WSPs) are between the age of 35 and 55
(55%); followed by employees considered as youth (less than 35) at 32%. Employees older than 55 years account for 13% of
all employees in the sub-sector. Overall, approximately 87% of employees in the sector are less than 55-years old.
Figure 9: EMPLOYEES BY AGE
35 to 55 (55%)
55 (13%)
Source: AgriSETA WSP Submissions, 2019/20
CHAPTER 1 SECTOR PROFILE13 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
OCCUPATIONAL CATEGORIES
Looking at the existing skills levels in the Sugar sub-sector as reported in the 2019/20 WSPs, it is clear that skills vary from
highly skilled managerial and professional occupations to relatively low level skilled elementary occupations with majority
of employees (37%) on elementary occupations followed by Plant and Machine Operators and Assemblers(26,1%). The
occupation with the least number of employees is Services and Sales Workers (1, 4%).
Figure 10: Occupational Categories in the Sugar Sub-sector
45%
40% 37,0%
35%
30%
26,1%
25%
20%
15%
11,4%
8,1%
10%
6,3% 5,4%
5% 4,3%
1,4%
0%
Elementary Plant and Technicians and Skilled Managers Clerical Support Professionals Service and Sales
Occupations Machine Associate Agricultural, Workers Workers
Operators Forestry
Source: AgriSETA WSP Submissions, 2019/20
1.6. CONCLUSION
The current chapter has indicated that the Sugar subsector
has 229 employers registered with AgriSETA, contributes
R39 million to the SDL and has a total of 13 687 employees.
It has also been indicated that the employees are dominantly
males and the dominating race is black Africans. Having
a firm sense of the Sugar sub-sector contribution to the
economy in terms of production and employment, we can
now more readily identify key skills issues that speak to this
economic reality. The subsequent chapters identify key skills
issues as framed by government legislation, policies and
frameworks; and further identify key macro socio-economic
and environmental factors that function as key change drivers
in addressing skills development in the agricultural sector.
SUGAR SUB-SECTOR SKILLS PLAN14 CHAPTER 1 SECTOR PROFILE
15 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
CHAPTER 2
KEY SKILLS ISSUES
SUGAR SUB-SECTOR SKILLS PLAN16
2.1. INTRODUCTION transfers of their properties to black growers. This led to 18
789 hectares being transferred to 170 black growers. Today
there are more than 74 600 hectares of freehold land that
have been transferred. Currently, approximately 130 000
This chapter is concerned with two specific areas that shape
hectares are under land claim (SA Sugar Industry Directory
the key skills issues in the Sugar sub-sector. Firstly, the bulk of
2019/20).
this chapter will be concerned with identifying factors that are
driving change in the sub-sector; factors that are influencing
the need for a particular skill set or rendering them irrelevant THE YOUTH BULGE AND SKILLS
in an ever changing world. DEVELOPMENT
Secondly, the alignment of sector skills planning to national Youth, people aged 15 – 35, comprise 36% of the South
strategies and plans will be analysed to provide a snapshot African population and 70% of the unemployed (Stats SA,
of the key policy and planning documents that shape skills 2016). It was reported that black Africans today, aged
planning in the Sugar sub-sector. between 25 and 35, are less skilled than their parents
would have been. This presents a huge challenge for skills
2.2. CHANGE DRIVERS development generally and specifically for the agricultural
sector, with a waning interest in agriculture and rapid
urbanisation. This lack of interest in agriculture by the youth
of South Africa is in line with Kane-Berman (2016) who
There are general factors (land & agrarian reform, the youth
reported that young people do not find agricultural careers
bulge, technology and mechanisation, and Brexit) and
attractive. The South African Confederation of Agricultural
specific sub-sector issues (gender representation, disease
Unions (SACAU) has called on stakeholders to recognise
and pest, sugar tax, competition and cheap imports) that
agriculture as a “high skilled business with great opportunities
presently influence skills demand and supply in the Sugar
for the youth” (AgriSA, 2016). But when youth are largely
sub-sector. These were identified through thematic synthesis
unskilled or undereducated, there needs to be major up-
and triangulated through internal and external stakeholder
skilling across the board before they can take advantage
engagement, desktop research and policy documents.
of available employment opportunities. Demographically,
there is a generalised mismatch between the demand for
LAND AND AGRARIAN REFORM skilled labour and the supply of unskilled labour.
Government targets transferring 30% of agricultural land to
black ownership by 2025 as a form of redress for historical
BREXIT & EU TRADE AGREEMENTS
issues of dispossession (Xingwana, 2008). However, the
While the effects of Brexit on South African agribusiness are
success of land reform to date has been limited with no
yet to become clear, what is clear is that South Africa would
increase in production or economic growth. This is because
have to renegotiate its trade agreements with the UK. Senior
many beneficiaries lack the necessary production skills and
agricultural economist in the Agricultural Business Chamber,
business acumen to farm effectively. It was reported in July
Mr Wandile Sihlobo, commented that market access benefits
2016 that land reform has the potential to “deter investment
that existed through the agreement would no longer apply
in agribusiness activities” and that the “growing exodus of
(Mchunu, 2016). Agricultural subsidies are one of the key
South African farmers” could have a “detrimental impact on
issues related to Brexit. The UK is a critic of current European
the agribusiness sector, depriving it of knowledge and skills”
subsidies which have historically had an impact on African
(BMI, 2016).
farmers’ export capacity (Sow &Sy, 2016). The outcome of
renegotiated trade agreements will have to be monitored.
Land reform in the Sugar sub-sector commenced in 1996
when Illovo Sugar and Tongaat Hulett Sugar initiated land
CHAPTER 2 KEY SKILLS ISSUES17 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
TECHNOLOGY AND The South African government protects the Sugar industry
from imports by using an import tariff, based on a dollar-
MECHANISATION based reference price (DBRP). In view of the cheap imports
– reportedly 417 959 tons between April 2017 and March
Development and production enterprises in agriculture 2018 – the South African Sugar industry requires enhanced
place an emphasis on technological advancement to import protection (for example, through an increase in the
increase productivity and keep up with increasing demands DBRP or capping import volumes) to survive in the long-term.
for food. However, there has not been a concomitant focus With support from the Department of Trade and Industry and
on advancing technological skills in the sector. BMI (2016) the Department of Economic Development, SASA made an
reported that the agricultural mechanisation rate in Africa is urgent application to the International Trade Administration
the lowest in the world. Commission to review the dollar-Based reference price to
stop the flood of imports. Over 2 000 industry stakeholders,
The threatening maxim of the sector is that “as agriculture mainly small-scale black farmers, marched to Pretoria in
becomes more mechanised, the unskilled labour force is support of the application. In August 2018, a new DBRP of
replaced by a significantly smaller skilled labour force” $680 was gazetted.
(Employment Conditions Commission, 2013). Nevertheless,
South Africa’s situation is somewhat different to the rest of
Africa. For instance, South Africa, Morocco and Tunisia SUGAR TAX
comprise the majority Africa’s new tractor sales (BMI,
2016). Thus, to remain competitive globally, skills training Another factor driving change is the sugar tax, formally
in agriculture needs to keep up with technological progress. called Health Promotion Levy (HPL) which came into effect
Internal consultation with AgriSETA staff reveals that there is on 1 April 2018. It has reduced local demand for sugar due
an increasing demand for artisans and technically qualified to the reformulation initiatives by beverage manufacturers,
workers in response to increased mechanisation in the sector. such as substituting sugar with non-nutritive sweeteners.
The HPL increases from 2.1 cents to 2.21 cents for every
GENDER REPRESENTATION gram of sugar per 100ml, with the first four grams of sugar,
about one teaspoon of granulated sugar, being exempt from
Data shows that the highest proportion of employees in taxation. For example, the first three teaspoons of a 330ml
the Sugar sub-sector is male, accounting for 72% of total can of Coke (which contains just above eight teaspoons of
employment, while females make up the other 28%. This sugar) are not taxed. The remaining five teaspoons are taxed
is a challenge for gender equality and must be addressed at a rate of 2.21 cents per gram.
with intensive gender programs focusing on gender
empowerment and skills development. The South African Cane Growers Association say that the
sugar tax cost the industry R925-million during the 2018-19
COMPETITION AND CHEAP financial year (Health-e, 1 April 2019). The South African
Sugar Association said that estimated revenue loss would
IMPORTS almost certainly translate into more job losses which could
put up to 10 000 jobs at risk in the cane growing sector
South Africa is generally a net exporter of sugar. This is due
alone (SASA, 2019). National Treasury’s Mpho Legote told
to local production, on average, being greater than the local
Health-e that current estimates on job losses are guesswork
demand for sugar. The industry price realised for export
and that the government will assess HPL’s impact on jobs.
sugar is typically lower than local prices due to a distorted
world market, which can partly be attributed to many sugar
producing countries benefitting from production subsidies
and other government interventions.
SUGAR SUB-SECTOR SKILLS PLAN18
DISEASE AND PEST IN THE SECTOR and the like, with a focus on developing their skills capacities
to meet the needs of their particular environments, thereby
The disease and pests affecting the industry are: closing the gap between the rural and urban South African
• Eldana saccharina economies.
• Yellow sugarcane Aphid
• Longhorn Beetle NSDP is informed and guided by the following overarching
government plans:
These diseases and pests have increased in some regions • The National Skills Accord as one of the first outcomes
and it is critical to continually research and manage the of the New Growth Path, the Industrial Policy Action
situation so as to minimise the impact on crop yield. Projects Plan, 2013/14 – 2015/16 (IPAP).
and initiatives are constantly implemented by the industry to • The Comprehensive Rural Development Programme,
attempt to find cost effective solutions to protect crops from the Human Resources Development Strategy for South
the entry and spread of pests and disease. This requires the Africa 2030.
availability of a specialised team with extensive entomology • The National Development Plan 2030 (NDP).
and plant pathology expertise. • The Integrated Sustainable Rural Development
Strategy (ISRDS).
2.3 ALIGNMENT Collectively, these government plans and programmes
recognise the need for correcting structural imbalances in
WITH NATIONAL the economy through “decent employment through inclusive
STRATEGIES AND growth”, “a skilled and capable workforce to support an
inclusive growth path”, “vibrant equitable and sustainable
PLANS rural communities contributing towards food security for
all”, to “protect and enhance our environmental assets
and natural resources”, with the support of “an efficient,
effective and development-oriented public service” (NDP).
There are national strategy and planning documents that
These priorities speak to the need for relevant and targeted
frame AgriSETA’s mandate for skills development. The
skills provision that promotes economic sustainability in
legislative and policy frameworks speak to AgriSETA’s
the agricultural sector, as well as meeting the needs of all
constitutional mandate as a public institution governed by
South African communities (rural and urban) in terms of food
the Public Finance Management Act (PFMA) to develop
provision and sustainable livelihoods.
skills programmes in accordance with the Skills Development
Act (1998), the Skills Development Levies Act (1999) and
the National Qualifications Framework Act (2008). 2.4 IMPLICATIONS FOR
There are two seminal strategic documents that underpin SKILLS PLANNING
AgriSETA’s mandate for skills planning, namely: The White
Paper on Post School Education & Training (2013) and the
National Skills Development Plan. Both these documents The legislative and policy frameworks established by
highlight the SETAs’ roles in developing clear, sector-specific government coupled with the contextual change drivers and
linkages between education and the workplace through an industry specific perspectives on skills development, point to
analysis of the demand and supply of skills in their sector. the following skills implications that need to be addressed in
These documents call for credible institutional mechanisms the Sugar Sub-sector Skills Plan.
for skills planning, programmes that are occupationally
oriented, and responsive higher and further education and 1. Partnerships with Higher Education Institutions (HEIs)
training institutions. Furthermore, attention should be given for research and development into the sub-sector.
to the needs of local, community enterprises, co-operatives
CHAPTER 2 KEY SKILLS ISSUES19 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
2. The need for occupationally oriented skills training
that offers in-the-field experience and mentorship.
3. Environmental concerns related to food security and
ecological sustainability.
4. Improved quality of agricultural extension services
qualifications.
5. Gender empowerment & development
6. Development of governance skills focusing on co-
operatives and small agricultural enterprises.
2.5 CONCLUSION
There are general and specific sub-sector factors driving
change and influencing skills demand and supply in the
Sugar sub-sector. The main factors are: land and agrarian
reform (as part of country’s transformation strategy); the
youth bulge (youth’s lack of skills and lack of interest in
agriculture); technology and mechanisation (increasing
mechanisation means more technical people/ artisans
are needed); Brexit (possibly requiring the signing of new
trade agreements); gender representation (the imperative
of increasing the number of females in the industry); disease
and pest (requiring specialised skills); the sugar tax (formally
called the Health Promotion Levy that reduces use of Sugar);
and cheap imports (increasingly impacting negatively on
revenue).
Legislative and policy frameworks established by government
coupled with the contextual change drivers and industry
specific issues, point to six skills implications that need to be
addressed in the Sugar sub-sector.
Chapter 3 will elaborate on the specific demand and
supply of skills in the Sugar sub-sector to identify gaps and
mismatches in skills provision, providing evidence that the
skills issues identified in this chapter articulate with what is
happening on the ground.
SUGAR SUB-SECTOR SKILLS PLAN20 CHAPTER 2 KEY SKILLS ISSUES
21 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
CHAPTER 3
OCCUPATIONAL SHORTAGES
AND SKILLS GAPS
SUGAR SUB-SECTOR SKILLS PLAN22
3.1. INTRODUCTION 3.2. E XTENT AND
NATURE OF
Chapter 3 reflects the research completed on skills demand
and supply in the Sugar sub-sector. Information was
DEMAND
gathered from previous sector skills plans and data from
workplace skills plans (2019/2020 submissions), as well as
In general, it is not difficult to fill vacancies in the Sugar sub-
engagement with AgriSETA stakeholders.
sector.
Engagements included interviews, surveys and limited focus
groups with external partners, stakeholders and AgriSETA OCCUPATIONAL SHORTAGES
member companies, as well as consultation with internal
AND SKILLS GAPS
stakeholders, conducted between 2018 and 2019. Effort
was taken to ensure cross sectoral inputs were obtained
Hard-To-Fill Vacancies (HTFVs)
by reaching out to large levy payers, industry bodies,
The analysis conducted has identified the hard-to-fill vacancies
government departments as well as emerging small scale
(HTFVs) and skills issues as they pertain to the Sugar sub-sector.
entrants in the sector.
The skills issues, gaps, as well as the emerging skills needs as
identified through the survey and WSP submissions analyses
are outlined in the tables below. The needs of small-emerging
farmers and co-operatives are addressed first, followed by the
needs of commercial farmers.
Table 7: SMALL EMERGING FARMERS AND CO-OPERATIVES HARD-TO-FILL VACANCIES
Sub-sector Skills and/or Qualifications Gaps OFO Code
Further Education and Training Certificate: Manufacturing Technical
2017-653301
Maintenance
Sugar General Education and Training Certificate: Horticulture National
2017-653301
Certificate: Agricultural Machinery Technician
National Certificate: Plant Production 2017-613101
Table 8: COMMERCIAL FARMERS HARD-TO-FILL VACANCIES
Sub-sector Skills and/or Qualifications Gaps OFO Code
National Certificate: Plant Production 2017-611304
National Certificate: Fruit Packing and Grading Processes 2017-134916
Sugar
National Certificate: Farming 2017-613101
National Certificate: Agricultural Machinery Technician 2017-653301
National Diploma: Agri Sales and Service Management 2017-122101
Further Education and Training Certificate: Manufacturing Technical
2017-653301
Maintenance
CHAPTER 3 OCCUPATIONAL SHORTAGES AND SKILLS GAPS23 AGRICULTURE SECTOR EDUCATION TRAINING AUTHORITY SUB-SECTOR SKILLS PLAN
The following table outlines the top HTFVs as identified by external stakeholders in the Sugar sub-sector.
Table 9: TOP HARD-TO-FILL VACANCIES (STAKEHOLDER ENGAGEMENT)
HTFVs Reason Demand and Supply SETA intervention
Mentoring programmes
Graduate programmes
Limited skills and experience
Artisans Mentoring in high demand. Internships
Salary expectation too high
Work Integrated Learning
Increase grants/funding
Mentoring programmes
Graduate programmes
Limited skills and experience
Engineering Resources Mentoring in high demand. Internships
Salary expectation too high
Work Integrated Learning
Increase grants/funding
Mentoring programmes
Graduate programmes
Limited skills and experience
General Managers Mentoring in high demand. Internships
Salary expectation too high
Work Integrated Learning
Increase grants/funding
Mentoring programmes
Graduate programmes
Economists/ Research Limited skills and experience
Mentoring in high demand. Internships
Economists Salary expectation too high
Work Integrated Learning
Increase grants/funding
Mentoring programmes
Graduate programmes
Pan Boilers Limited skills and experience Mentoring in high demand. Internships
Work Integrated Learning
Increase grants/funding
Mentoring programmes
Panel Operations Graduate programmes
Boilers Limited skills and experience Mentoring in high demand. Internships
Process Work Integrated Learning
Increase grants/funding
Mentoring programmes
Researchers/
Graduate programmes
Scientists Knowledge
Mentoring in high demand. Internships
Management, Innovation
Work Integrated Learning
Specialist
Increase grants/funding
Mentoring programmes
Graduate programmes
Specialist Technicians Mentoring in high demand. Internships
Work Integrated Learning
Increase grants/funding
SUGAR SUB-SECTOR SKILLS PLAN24
A series of key-informant interviews were conducted with 3. National Certificate: Plant Production
large levy payers and industry players. The findings emerging 4.
National Diploma: Agri Sales and Service
from these interviews corroborate the skills needs outlined Management
above. Overall, similar to other agricultural sub-sectors, 5.
National Certificate: Perishable Produce Export
stakeholders across occupations in the Sugar sub-sector Technology
expressed having challenges with recruiting and retaining
skilled staff in rural areas. Furthermore, they highlighted the Major skills gaps at a major occupational level in the
need for technical and specialised skills that were being lost agricultural sector
when experienced professionals exit the workforce.
Given the preceding evidence of stakeholder engagement
To solve the HTFV problem, more people need to enrol and and analysis, the following scarce skills and skills gaps list has
complete the following five qualifications: been compiled to guide AgriSETA in its skills development
1. Further Education and Training Certificate: priorities going forward. Table 10 gives a list of occupations
Manufacturing Technical Maintenance of scarce skills and skills gaps relevant to the Sugar sub-
2. National Certificate: Farming sector at a major occupational level.
Table 10: SCARCE SKILLS AND SKILLS GAPS LIST
OCCUPATION MAJOR OFO
OCCUPATION SPECIALISATION/ ALTERNATIVE TITLE
CODE GROUP
Dairy farm manager, Arboriculture Farm Manager, Field
Vegetable Farm Manager, Mixed Crop and Livestock Farm
Agricultural Farm
2017-131101 Managers Manager, Ornamental Horticultural Farm Manager Livestock Farm
Manager
Manager, Sugar Farm Manager, Horticultural Farm Manager,
Mixed Crop Farm Manager, Vegetable Farm Manager
Skilled
Agricultural, Mixed Crop
Forestry, Farm Production
2017-611401 Mixed Crop Production Supervisor, Mixed Crop Farm Foreman
Fishery, Craft Manager /
and Related Foreman
Trades worker
Harvester Operator
Agricultural Machine and Equipment Operator
Cotton Picking Machine Operator
Plant and Agricultural
Tractor Driver
Machine Mobile Plant
2017-734101 Rotary Hoe Operator
Operators and (Equipment)
Agrichemical Spraying / Dusting Operator
Assemblers Operator
Farm Equipment / Machinery Operator
Chemical Applicator
Agricultural Mobile Equipment Operator
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