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TRAINING AND DEVELOPMENT
The implementation of training and development initiatives is aligned with the Skills Development Act Number 97 of 1998 and other related legislation for purposes of developing the workforce skills requisite to improve the quality of life, productivity and competitiveness, and delivery of social services. Furthermore, to respond to the water
sector skills requirements.
The organisation has consistently invested in skills development of its employees. This is graphically represented in Figure 12.3.
LEADERSHIP, LEARNERSHIP AND APPRENTICESHIPS
At uMngeni-uThukela Water, skills development remains an essential enabler for employees to excel in their individual and organisational roles to deliver on the entity’s mandate.
As part of the continued endeavours to strengthen organisational leadership capacity; two Executives enrolled for an Executive Leadership Development Program at Stellenbosch University. A three multi-layered assessment was adopted focusing on key areas namely, behaviour change, attitudinal and technical skills. The outcomes of the capacity impact assessment report will be used as baseline for the design and decision-making on future Leadership Development initiatives.
A total of 17 employees have been completed the Management Development Program (MDP) at the University of KwaZulu-Natal Extended Learning, one Executive completed the Executive Leadership Development Program (ELDP) with Stellenbosch University. Twenty-one (21) completed the Supervisory Development Programme (SDP) from Enterprise University of Pretoria. The purpose of this programme is to equip the newly appointed managers and supervisors with new set of skills and current individuals who are already occupying leadership roles, to ensure the achievement of
the organisation’s Vision and organisational sustainability. The MDP, ELDP and SDP programs further aim to assist with the achievement of short- and long-term goals of the organisation.
The apprenticeships programme provided training, development and exposure to both internal and external candidates. On completion of trade tests, the Apprentices are deemed to be competent as Artisans. The Apprentices are then appointed as junior artisans for a two-year period for them to gain experience that is in line with the minimum requirements of the artisan positions.
A total of 57 apprentices were appointed in the apprenticeship programme and will receive theoretical training at Majuba TVET College and Shukela Training Centre in the Automotive Motor Mechanics, Boiler making, Electrical, Instrumentation, Fitting and
Millwright trades. In 2023/24 apprentices will receive practical work exposure from various operational sites within the entity as per the requirements of the programme.
uMngeni-uThukela Water assessed the skills and competency levels of internal personnel against requirements of Draft Regulation 17 of the Water Services Act for Blue Drop and Green Drop certification and developed a multi-year training plan to fill
the skills and competency gaps. The internal positions include Superintendent, Process and Quality Technician, Senior Operator, Operator and Process Controller positions. In the reporting period a total of 525 Process Controllers were enrolled in either the Learnership Programme or in N3 Water and Waste Treatment and various courses in water and wastewater treatment.
ASSISTED EDUCATION
The organisation continued to provide employees with financial support to further their studies in disciplines related to the entity’s core and support business for improved performance to meet the current and future skills needs through the Assisted Education Programme (AEP). For the period under review, 36% of employees enrolled in formal qualifications that respond directly to critical and scarce skills needs. The qualifications range from NQF level 6 to NQF level 10, consisting of undergraduate and post graduate qualifications.
UMNGENI WATER YOUNG PROFESSIONALS
The existence of uMngeni-uThukela Water Young Professionals (UUWYP) proves the entity’s ongoing acknowledgement and support towards initiatives aimed at developing the youth. Since the inception of UUWYP in 2014, the forum has an active membership
of 250, consisting of employees below the age of 35. The UUWYP is a solution-oriented platform that aims to cultivate professional development, leadership and social responsibility among the entity’s young workforce.
The forum continues to aim at being a catalyst in supporting the organisation to achieve its vision and mission, be the proponent of continuous learning, growth and collaboration, and being a key partner to enable the organisation to achieve efficiency gains through innovation and use of best-fit technology. Aligned with uMngeni-uThukela Water growth strategy; the forum`s operational model is underpinned by its constitution, strategy and the following objectives:
- To create an enabling environment for professional growth through affiliation and registration;
- To encourage active community and social responsibility participation;
- To create a solid professional and social networking the young professionals in the organisation;
- To empower uMngeni-uThukela Water Young Professionals (UUWYP) through skills development, resources and information-sharing.
During the reporting period, the UUWYP initiated and advocated for different Initiatives that were seen as being key to the progress and continuous success of the forum. These initiatives were borne of engagements with different internal and external stakeholders.
Notable activities completed by UUWYP in the year include:
- UUWYP has implemented the High School tutoring program for grade 10 – 12 learners at two High schools in two (2) UUW supply areas. One Programme will be implemented and fully operational in the Richards Bay region in the new financial year
- Sponsored and participated in the 2024 Annual Green Youth Indaba Youth, where the YPs presented, part of the panel discussion and exhibited on the different programs available at the conference
- Sponsored one (1) young professional who partook in the Wetskills challenge part of their professional development,
- Partnered with the Department of Water and Sanitation in planning and the 2024 National Youth Indaba. UUWYP were part of the Programme and participated in the various task teams. At the end of the conference there were YPs that were awarded by the Department and Lepelle Northen Water in appreciation for the work they have done in ensuring the success of the Conference in Polokwane,
- Planning and successfully assisting Overberg Water in establishing the Young Professional Forum. UUWYP was approached by the Department of Water and sanitation to assist other Water Boards in establishing the forum in preparation for the National Youth Forum that was established at the National Youth Indaba 2024,
UUWYP participated at the UUW career day which was held at North KZN. The purpose of this event was to assist Grade 12 students in choosing careers in the Water sector. This was a ministerial event where the minister opened the event, encouraged the students and wished them well for their upcoming finals.
- UUWYP sponsored nine (9) YPs to attend the WISA 2024 Biannual conference. YPs where exposed to different sector players that added more knowledge to the YPs on the water sector.
- UUWYP hosted their Annual General Meeting where the session was split into two parts. The first part was to officially welcome the new YPs from the Richards Bay Region since the two entities have become. This was well received by the new YPs joining the forum, as the members after that session have grown. The second part of the meeting the committee presented all the activities that the forum has done in the previous financial year. The forum had four (4) objectives namely Increase brand value, increase membership, improve effectiveness of social programmes, Improve internal processes. All these objectives the forum was able to achieve through the various initiatives that were implemented
- A few YPs were recognized for their exceptional work they have done during the calendar year. This was seen by that YPs in their respective departments were awarded Young Professionals of the year. Another YP received a Spotlight on Greatness award from the University of KwaZulu-Natal for the commendable work he has done. This shows that the forum not only does it participate in forum activities only but does produce YPs that do well in their day-to-day activities in and outside of the organisation.
BURSARY, GRADUATE AND IN-SERVICE TRAINEE PROGRAMMES
uMngeni-uThukela Water’s graduate trainee programme aims to expose trainees to a practical working environment that puts structured learning into practice in order to equip beneficiaries with applicable competencies to allow development of a pool of qualified, skilled and experienced candidates for future employment. In the reporting period, the entity had 35 graduates enrolled in the engineering, science and other required professional fields and 33 in-service trainees.
A total 31 interns were contracted for a two-year internship programme in multi-disciplinary fields across the organisation. The duration of the internship program was extended to two years to allow adequate workplace exposure and for interns to meet the minimum requirements for entry-level positions. A total of 13 leadership learners 18.2 were enrolled in the program.
uMngeni-uThukela continued with its bursary programme and funded 19 bursary students through the Bursary Scheme with students enrolled at various universities in disciplines of Civil Engineering, Mechanical Engineering, Electrical Engineering,
Chemistry, Microbiology and Computer Science – Cyber Security.
uMngeni-uThukela Water has in place a Memorandum of Agreement for Infrastructure Skills Development Grant Transfer of Funds with eThekwini Municipality and the National Treasury department whereby uMngeni-uThukela Water offers training to graduates in various Engineering disciplines. The main purpose of the programme is to prepare the graduates for professional registration with the appropriate statutory bodies. During this reporting period, one (1) Mechanical Engineering Graduate (Technologist), on the 26th of June 2024 was interviewed by Engineering Council of South Africa (ECSA) as part of her final Engineering reports submitted for an assessment. If deem competent by ECSA panel of assessors, the Graduate will then be awarded with the status of Professional Engineering Technologist. Currently, the Programme has 39 Graduate Trainees enrolled in different Engineering disciplines.
KEY MEMBERSHIPS AND ASSOCIATIONS
uMngeni-uThukela Water employees subscribe to a wide range of memberships and associations (Table 12.3). These straddle governance and risk, water, science and engineering, natural resources, social impact management, business, finance and accounting, and occupational health and safety, among others. The memberships ensure employees keep abreast in fields of expertise and participate in sector knowledge-sharing.
PERFORMANCE, ALIGNMENT TO STRATEGY AND REMUNERATION
uMngeni-uThukela Water continues to implement successfully a threecomponent performance management system in the organisation. The system ensures that all employees have conceptual knowledge, and an understanding of the role and purpose of their jobs with line of sight to the entity’s strategy and performance objectives and targets.
The Board of uMngeni-uThukela Water assesses the entity’s performances against predetermined objectives on a quarterly and annual basis, while formal employee performance assessments are undertaken twice a year.
The Remuneration Policy and Strategy are aligned to the Performance Management Policy to ensure that the performance management process at uMngeni-uThukela Water is development orientated and intended to cultivate effective human resources management and career development. As a result, appraisals are constructively used to provide feedback and coaching to individual employees concerning their job performance.
Through this structured performance management system, uMngeniuThukela Water ensures implementation of its strategic goals through skilled, competent, motivated and engaged employees, while recognising and rewarding good performance.
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ABOUT US
uMngeni-uThukela Water, a state-owned entity, is one of Africa’s most successful organisations involved in water management and is the largest supplier of bulk potable water in the Province of KwaZulu-Natal, South Africa.
The organisation was established in 1974.
CONTACT US
Head Office
310 Burger Street Pietermaritzburg 3201. South Africa
PO Box 9,
Pietermaritzburg 3200
KwaZulu-Natal.
South Africa
Tel: +27 (33) 341 1111
Fax: +27 (33) 341 1167
Toll Free: 0800 331 820
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3201. South Africa
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Pietermaritzburg 3200
KwaZulu-Natal.
South Africa
Tel: +27 (33) 846 1700
Fax: +27 (33) 386 3673
Toll Free: 0800 331 820
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New Germany
3610. South Africa
PO Box 11,
New Germany 3620
KwaZulu-Natal.
South Africa
Tel: +27 (31) 719 7300
Fax: +27 (31) 719 7325
Toll Free: 0800 331 820
Richards Bay Region
Cnr South Central Arterial & Battery Bank Alton
Richards Bay, 3901
KwaZulu-Natal, South Africa
Private Bag X1047,
Richards Bay, 3900
KwaZulu-Natal.
South Africa
Tel: +27 (35) 902 1000
Fax: +27 (35) 902 1111
Toll Free: 0800 331 820
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