HOME > 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.
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; one (1) Executive enrolled for an Global Executive Development Programme at Gordon Institute of Business Science (GIBS). A 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 a baseline for the design and decision-making on future Leadership Development initiatives.
A total of 13 employees completed the Management Development Programme (MDP) at the University of KwaZulu-Natal and two (2) at the Stellenbosch University. Seven (7) Laboratory employees completed the Supervisory training with Civil Engineering Southern Africa (CESA). 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 programmes further aim to assist with the achievement of the 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 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 2024/2025 apprentices received practical work exposure from various operational sites within the entity as per the requirements of the programme. There are two (2) unemployed learners who completed Apprenticeship in the Instrumentation Trade at Shukela Training Centre, they were found competent, now appointed as Junior Artisans, and are waiting to receive their Trade Certificates. Seven (7) employed learners completed phase three (3) in various Trades and are now due for Trade Tests.
Four (4) Unemployed Learners who completed the NQF3 National Certificate in Water and Wastewater Treatment Process received their certificates. 12 Unemployed Learners (18.2) who completed theoretical training of Learnership NQF Level 3 are still waiting for their certificates. uMngeni-uThukela Water assessed the skills and competency levels of internal personnel against the requirements of Regulation 3630 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 Process Controller and Process Controller positions. In the reporting period a total of 504 Process Controllers were enrolled in either the Learnership and Skills Programme Level NQF 2 and in Level NQF3 and 4 Water and Waste Treatment and various courses in water and wastewater treatment.
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, 32% of employees enrolled in formal qualifications that respond directly to critical and scarce skills needs. The qualifications range from NQF level 3 to NQF level 10, consisting of undergraduate and post-graduate qualifications.
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, 32% of employees enrolled in formal qualifications that respond directly to critical and scarce skills needs. The qualifications range from NQF level 3 to NQF level 10, consisting of undergraduate and post-graduate qualifications.
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 180, consisting of employees below the age of 35. 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:
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:
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 38 graduates enrolled in the engineering, science and other required professional fields and 30 in-service trainees.
A total of 15 interns were contracted for a two-year internship programme in multi-disciplinary fields across the organisation. Six (06) learners received experiential learning in different support services departments for the period of 18 months in order to graduate in different TVET Colleges.
uMngeni-uThukela continued with its bursary programme and funded nine (9) 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. Three (03) completed their studies in this reporting period, they are now placed under the Graduate Development Programme for a period of three (3) years.
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. The ISDG Programme has 39 Graduate Trainees enrolled under the different Engineering disciplines.
During this reporting period, eight (8) Graduate Trainees were professionally registered with SACNASP and ECSA. Currently, the programme has 31 Graduate Trainees enrolled in different Engineering disciplines. As a result of UUW’s graduate programme/s, two (2) Town and Regional Planners (TRP) were deemed competent on 1st July 2025. The other two (2) have submitted their application for Processional Registration with the South African Council for Planners (SACPLAN), one (1) TRP will remain in the programme beyond their completion date.
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 of developments in their field of expertise and participate in sector knowledge-sharing.
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 of developments in their field of expertise and participate in sector knowledge-sharing.
uMngeni-uThukela Water continues to implement successfully a three-component 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 oriented 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, uMngeni-uThukela Water ensures implementation of its strategic goals through skilled, competent, motivated and engaged employees, while recognising and rewarding good performance
