introduction to the ofo & qcto

Introduction: Introduction: Organising Framework for Organising Framework for

Occupations (OFO) Occupations (OFO) andand

Qualifications and Quality Council for Qualifications and Quality Council for Trades and Occupations (QCTO)Trades and Occupations (QCTO)

Supported bySupported by

Copyright © 2007 IT Aware


ACRONYMS AND ABBREVIATIONSACRONYMS AND ABBREVIATIONS ANZSCO Australian and new Zealand Standard Classification of

Occupations CEP Communities of Expert Practitioners DoL Department of Labour HEQC Higher Education Quality Committee ISCO International Standard Classification of Occupations NCPF National Career Path Framework NQF National Qualifications Framework NLRD National Learners’ Records Database NSA National Skills Authority NSDS National Skills Development Strategy OFO Organising Framework for Occupations OLS Occupational Learning System OQF Occupational Qualifications Framework QCTO Qualifications and Quality Council for Trades and Occupations RPL Recognition of Prior Learning SAQA South African Qualifications Authority SASCO South African Standard Classification of Occupations SETA Sector Education and Training Authority SGB Standards Generating Body



The OFO - OutlineThe OFO - Outline Why have an Organising Framework of Occupations

Where has this OFO come from

What is the OFO

How was the OFO designed

How do we use the OFO

What are the applications of the OFO

Qualifications and Quality Council for Trades and Occupations (QCTO)

OFO – Major Groups

1 Managers

2 Professionals

3Technicians and Trades Workers

4Community and Personal Service Workers

5Clerical and Administrative Workers

6 Sales Workers

7Machinery Operators and Drivers

8Elementary Workers



Why have an OFO ?Why have an OFO ? Principal tool for having a common language for collecting and

analysing labour market information Defining needs and aligning strategies requires a common

language to speak about and define occupations Occupations can provide a link between SAQA learning fields

and economic sectors responsible for identifying and addressing needs

International Standard Classification of Occupations (ISCO) South Africa adopted ISCO used by StatsSA for all national

reporting, Labour force and household surveys 2000 – 2005 Employers, SETAs and DoL using SASCO for

WSPs and SSPs Employment Equity reporting



Where has this OFO come from Where has this OFO come from ? ? By 2003 clear that SASCO does not provide

Detail SETAs require for good skills analysis, development planning and labour market interventions

Major groups and occupation titles no longer consistent with labour market

DoL initiates process to refine and coordinate collection of information on scarce and critical skills International review reveals

– Australian Bureau of Statistics (ABS) and Statistics New Zealand initiate stakeholder-driven process with wide consultation – March 2001

– Outcome: Updated classification system, the Australian and New Zealand Standard Classification of Occupations (ANZSCO) – finalised June 2006

From February 2005 started testing OFO Refined over 3 consecutive years of SETA data collection processes

and one cycle of HSRC verification process Suggest Another 3 years to allow for stakeholder participation



What is the OFO ? What is the OFO ? SYSTEM

A skills based, coded classification system

Captures all jobs in the form of occupations

Groups occupations based on similarity of - skill specialisation and skill level

into successively broader categories or hierarchical levels that can be used for varying statistical and analysis purposes



What is the OFO? What is the OFO? CONCEPTS

Occupation Set of jobs that require the performance of similar or identical

sets of tasks across a range of contexts Skill Specialisation - defined in terms of

Range and complexity of the tasks Field of knowledge required Tools or equipment used Materials worked on or information worked with Goods or services provided

Skill level - determined by Level or amount of formal education Amount of previous experience in a related occupation Amount of on-the-job training

required to competently perform the set of tasks required for that occupation



What is the OFO ?What is the OFO ?STRUCTURE

Major groups (1) 8 Sub-Major (2) 43 Minor (3) 100 Unit Groups (4) 374 Occupations (6) 1233 Alternative titles &

Specialisations Numerous Skills Levels 5

NOT a grading system

OFO – Major Groups

1 Managers

2 Professionals

3Technicians and Trades Workers


5Clerical and Administrative Workers

6 Sales Workers

7Machinery Operators and Drivers

8Elementary Workers



Skills LevelsSkills LevelsOFO Major Group Skill level

1 Managers 5, 4

2 Professionals 5

3 Technicians and Trades Workers 4, 3


4, 3, 2, 1

5 Clerical and Administrative Workers 4, 3, 2, 1

6 Sales Workers 4, 3, 2, 1

7 Machinery Operators and Drivers 2

8 Elementary Workers 2, 1



7MACHIENERY

OPERATORS & DRIVERS

NQFLevel

10

6

5

3

2

1

7

2PROFESSIONALS

3TECHNICIANS &

TRADES WORKERS

4COMMUNITY &

PERSONAL SERVICE WORKERS5

CLERICAL & ADMINI-

STRATIVE WORKERS

6SALES WORKERS

8LABOURERS AND ELEMENTARY WORKERS

1MANAGERS

4

OFO Skill Level and experience

5

4

3

2

1

5 Years experience might substitute formal qualification



1 Year experience might substitute formal qualification

On the job training might be sufficient

OFO DIAGRAMMEOFO DIAGRAMME



How was this OFO designed?How was this OFO designed?BOTTOM UP

Identify jobs Cluster jobs based on similarity of

tasks or skills (skill specialisation) and skill levels (combination of qualification, training + experience)

Into occupational titles Cluster occupational titles into next level of hierarchy -

unit groups (using same clustering principles) Continue this clustering process into hierarchy of 5

levels Codify clusters each level of the hierarchy Provide descriptors at each level of the hierarchy Capture tasks and skills used for classification For each occupation identify –

similarities = alternative titles differences = specialisation



Fitter (General)

Computer Numeric Control SetterDiesel MechanicFitter-MachinistFitter-Mechanic Plant MechanicMaintenance Fitter

Aircraft MachinistAutomotive MachinistMetal Machine SetterMetal Turner Milling MachinistRadial Driller

Mechanical Engineering Trades Workers

Metal Fitters and Machinists

Automotive and Engineering Technicians and Trades Workers

Technicians and Trades Workers

2 nd Digit

3 rd Digit

4 th Digit

Sub-major Group

Minor Group

Unit Group

Occupation

323

323201

3232

32

1 st DigitMajor Group

3

5+6 th DigitsMetal Machinist (First Class)

323204

OFO LevelsOFO Levels



How is the OFO used ?How is the OFO used ?TOP DOWN USING DESCRIPTORS

MAJOR GROUP LEVEL (1st Digit) I am an Accountant - A Manager ? / A Professional ?

MANAGERS coordinate and direct functions of government, commercial, agricultural, industrial and non-profit enterprises and organisations, or departments or sections within them.

Managers 1

Professionals2

PROFESSIONALS perform analytical, conceptual and creative tasks through the application of theoretical knowledge and experience in the fields of the arts, media, business, design, engineering, physical and life sciences, transport, education, health, information and communication technology, the law, social science and social welfare I mainly coordinate and not perform functions, so I am a Manager



Grouping by Descriptors: Sub-Major GroupGrouping by Descriptors: Sub-Major Group

12 Farm Managers

13 Specialist Managers

Chief Executives, General Managers and Legislators

11

14 Events, Hospitality, Retail and Service Managers

What type of Manager am I ?

I think I am a Specialist ManagerSPECIALIST MANAGERS plan, organise, direct, control and coordinate special functions within organisations such as advertising and sales, financial, personnel, production and distribution, education, health and welfare, or ICT



Grouping by Descriptors: Minor Grouping by Descriptors: Minor GroupGroup

132 Business Administration Managers

133 Construction, Distribution and Production / Operations Managers

Advertising, Marketing and Sales Managers 131

134 Education, Health and Welfare Services Managers135 Information and Communication Technology Managers136 Small Business, Office, Programme and Project Managers

What type of Specialist Manager am I ?

I think I am a Business Administration Manager

BUSINESS ADMINISTRATION MANAGERS plan, organise, direct, control and coordinate the corporate, financial, personnel, policy and planning activities and guidelines within an organisation



Grouping by Descriptors: Unit Grouping by Descriptors: Unit GroupGroup

1322 Finance Managers

1323 Human Resource Managers

Corporate (Administration & Business) Services Managers

1321

1324 Policy and Planning Managers

1325 Research and Development Managers

What type of Business Administration Manager am I ?

I think I am a Finance Manager

FINANCE MANAGERS plan, organise, direct, control and coordinate the financial and accounting activities within an organisation.



Checking Tasks or Skills for Unit Group (Finance Checking Tasks or Skills for Unit Group (Finance Managers)Managers)

• Advising on investment strategies, sources of funds and the distribution of earnings

• Assessing capital finance proposals and the financial status of operational projects

• Coordinating the development, implementation and monitoring of accounting systems

• Delivering long range profit forecasts, budgeting & financial reporting

• Determining, implementing, monitoring, reviewing and evaluating budgetary and accounting strategies, policies and plans in consultation with other managers

• Directing the preparation of financial reports summarising & forecasting the organisation's financial position such as income statements, balance sheets and analyses of future earnings and income

• Ensuring compliance with financial legislation and standards• Providing financial information and interpreting the

implications for business performance and funding needs



Grouping by OccupationGrouping by Occupation

Account Systems Manager, Account Systems Manager, Budgeting Manager, Budgeting Manager, Chief Accountant, Chief Accountant, Chief Financial Officer (CFO), Chief Financial Officer (CFO), Finance Director, Finance Director, Financial Administrator, Financial Administrator, Financial Controller, Financial Controller, Foreign Exchange Manager, Foreign Exchange Manager, Internal Revenue Controller, Internal Revenue Controller, Revenue Assessment Manager, Revenue Assessment Manager, Revenue Fraud & Prosecutions Revenue Fraud & Prosecutions ManagerManager

132201 Finance Manager

Plans, organises, directs, controls and coordinates the financial and accounting activities within an organisation



Grouping by Occupation & Grouping by Occupation & ComparingComparing

Account Systems Manager, Account Systems Manager, Budgeting Manager, Budgeting Manager, Chief Accountant, Chief Accountant, Chief Financial Officer (CFO), Chief Financial Officer (CFO), Finance Director, Finance Director, Financial Administrator, Financial Administrator, Financial Controller, Financial Controller, Foreign Exchange Manager, Foreign Exchange Manager, Internal Revenue Controller, Internal Revenue Controller,

132201 Finance Manager

Plans, organises, directs, controls and coordinates the financial and accounting activities within an organisation

Legal Accountant, Legal Accountant, Bank Accountant, Bank Accountant, Chartered Accountant, Chartered Accountant, Company Accountant, Company Accountant, Corporate Accountant,Corporate Accountant,Financial Analyst,Financial Analyst,Public Accountant,Public Accountant,Treasury Accountant,Treasury Accountant,

221101 Accountant

Plans and provides systems and services relating to the financial dealings of organisations and individuals, and advises on associated record-keeping and compliance requirements



What are the applications of the What are the applications of the OFO ?OFO ?

Core tool underpinning Department of Labour’s Employee Services System for SA

– Chapter 4 of SETAs’ SSP (identification of scarce and critical skills)

– Linking job-seekers to job opportunities– Capturing job-seeker information– Career guidance– Learnership Registration

Core tool for all Government Departments Workplace Skill Plans – through DPSA

Some SETAs develop their MIS systems around it Core tool underpinning proposed National Career

Path Framework



Eco

no

my

So

ciety

Labour Market

Occupational Learning System QUALITY CYCLE

Flow of Information

DoL

OFO

12

3

4

5

8

7

6

Use EnterprisesWorkplaces

SETAs

NCPF

QCTO

NLRD

SAQA

CurriculumFramework

CEPs

Provider system

AccreditedProviders

Approved Workplaces&

CEPs SETAs

Impact assessment

Assess-ment

Programmes,interventions

Flow of Skills


OCCUPATIONAL LEARNING SYSTEM



Establishment and focus of the QCTOEstablishment and focus of the QCTO

Joint Policy Statement makes provision for the establishment of the QCTO alongside the HEQC and Umalusi

Focus of the QCTO is to oversee the approaches to delivery and assessment for trades and occupational competence and work based learning

QCs will have executive authority for: defining the structure and nature of national qualifications

and recommend the criteria to the respective Ministers for approval as policy

qualifications design and standards generation by fit for purpose panels (CEPs) while guarding against unnecessary overlap and duplication

the quality assurance of qualifications, providers (including workplace learning sites) and learning achievements



Occupational Qualifications Framework – Occupational Qualifications Framework – Policy Policy

Definition of Occupational Qualifications An occupational qualification represents a planned combination of

learning outcomes which is intended to provide qualifying learners with the applied competence to practice an occupation and to provide a basis for further learning. Occupational qualifications, developed under the auspices of QCTO contain three components. These are a:– Knowledge component– Skills component– Work experience component

Occupational qualifications include trades and all qualifications currently developed through Sector Education and Training Authorities (SETA) driven or supported Standards Generating Bodies (SGB) processes



Purpose of the OQFPurpose of the OQF The OQF is an integral component of the (NQF) The purpose is to structure qualifications which are designed to

address labour market needs. The labour market includes both the economy and the social development sector.

The OQF provides for: Occupational qualifications; Certification of meaningful skills sets related to occupations; and Minimum access requirements for occupational qualifications

The new framework is intended to achieve: Clear articulation with labour market needs – the labour market being

understood to include both the economic sector as well the social development sector.; and

Clear articulation with qualifications in the General and Further Education and Training Qualifications Framework (GFETQF) and the Higher Education Qualifications Framework (HEQF).



OQF against 10-level NQF and other OQF against 10-level NQF and other QFsQFs

OQ

F

Na

tion

al O

ccupa

tiona

l Ce

rtificate

s

Na

tion

al S

kills Ce

rtificate

s

Natio

nal O

ccupatio

nal A

ccess

Certifica

te (M

ath

em

atics a

nd

Lang

uag

e)

Level 7

Level 3

Level 2

Level 4

Level 5

Level 6

Level 9

Level 8

Level 1

Level 10

Adult Basic Certificate of

Education

Adult National Senior

Certificate

Units of learning to be accumulated

General Education & Training Certificate

(Grade 9)

National Senior Certificate (Grade 12)

National Certificate (Vocational) 2



Advanced National Certificate

(Vocational)

Inclsu

bje

ct / un

it certifica

tes

GF

ET

QF

Doctoral Degree

Master’s Degree

Higher Certificate

Bachelor DegreeAdvanced Diploma

DiplomaAdvanced Certificate

HE

QF

Postgraduate DiplomaProfessional Qualifications

OQ

F

Na

tion

al O

ccupa

tiona

l Ce

rtificate

s

Na

tion

al S

kills Ce

rtificate

s

Natio

nal O

ccupatio

nal A

ccess

Certifica

te (M

ath

em

atics a

nd

Lang

uag

e)

Level 7

Level 3

Level 2

Level 4

Level 5

Level 6

Level 9

Level 8

Level 1

Level 10


Education


Certificate



(Grade 9)






(Vocational)

Level 7

Level 3

Level 2

Level 4

Level 5

Level 6

Level 9

Level 8

Level 1

Level 10


Education


Certificate



(Grade 9)






(Vocational)

Level 7

Level 3

Level 2

Level 4

Level 5

Level 6

Level 9

Level 8

Level 1

Level 10


Education


Certificate



(Grade 9)






(Vocational)

Level 7

Level 3

Level 2

Level 4

Level 5

Level 6

Level 9

Level 8

Level 1

Level 10

Level 7

Level 3

Level 2

Level 4

Level 5

Level 6

Level 9

Level 8

Level 1

Level 10

Level 7

Level 3

Level 2

Level 4

Level 5

Level 6

Level 9

Level 8

Level 1

Level 10

Level 7

Level 3

Level 2

Level 4

Level 5

Level 6

Level 9

Level 8

Level 1

Level 10


Education


Certificate



(Grade 9)






(Vocational)


Education


Certificate



(Grade 9)






(Vocational)


Education


Certificate



(Grade 9)



Education


Certificate



Education


Certificate



Education


Certificate



(Grade 9)



(Grade 9)






(Vocational)

Inclsu

bje

ct / un

it certifica

tes

GF

ET

QF

Doctoral Degree

Master’s Degree

Higher Certificate

Bachelor DegreeAdvanced Diploma

DiplomaAdvanced Certificate

HE

QF

Postgraduate DiplomaProfessional Qualifications



Occupational Qualifications Occupational Qualifications FrameworkFramework

Level 1

Level 3

Level 2

Level 4

Level 5

Level 6

Level 7

Level 8

Level 9

Level 10

UMALUSI

HEQC

OQFN

ational Occupational C

ertificates

National S

kills Certificates

National O

ccupational A

ccess Certificates

(Language)

(Mathem

atics)



What is the National Career Path Framework? – Tool for What is the National Career Path Framework? – Tool for QCTOQCTO

Not an alternative to the NQF - meant to strengthen the implementation of the NQF

Based on the Organising Framework for Occupations (OFO) of the DoL

Integral part of Occupational Learning System (OLS) as the Management and Information Framework of the QCTO to implement the Occupational Qualifications Framework (OQF)



The structure of the NCPF The structure of the NCPF Clusters occupations across the OFO Major Groups to reflect

occupational progression and articulation pathways based on: Similar purpose, Similar learning requirements, i.e.

– similar skills sets and– similar theoretical knowledge

into occupational families and occupational clusters

The purpose for structuring the OFO in this way is to manage and guide the: Establishment of CEPs Development of occupational qualifications and standards Development of curriculum for occupational qualifications Quality assurance of learning and learning achievements related to

trades and occupations The provision of occupational information in a commonly understood

framework



The proposed occupational clusters in the The proposed occupational clusters in the NCPFNCPF

1. Accommodation, Cleaning and Food Preparation related occupations

2. Arts and Design related occupations

3. Business Administration, Management, Information and Human Resources related occupations

4. Electro technology and Telecommunications related occupations

5. Extraction, Construction, Demolition and Civil Engineering related occupations

6. Farming, Horticulture, Nature Conservation, Environment and related Science occupations

7. Financial and Insurance related occupations

8. Installation, Maintenance and Repair related occupations

9. Medical, Social and Welfare related occupations

10. Production related occupations

11. Sales and Marketing related occupations

12. Security and Law related occupations

13. Teaching and Training related occupations

14. Transportation and Materials Moving related occupations



The conceptual mapping of the role and functions of the The conceptual mapping of the role and functions of the NCPFNCPF

OFO

Major

8Sub-major Group

43Minor Group

108Unit Group

406Occupation

1321

1 MANAGERS+

+

+

+

+

-

2 PROFESSIONAL

3 TECHNICIANS

4 COMMUNITY

5 CLERICAL

6 SALES

7 OPERATORS

8 LABOURERS

+

+

61 Sales Representatives

62 Sales Assistants

63 Sales Support

+

+

+

S

A

Q

A

N

L

R

D

2 unit groups4 unit groups

3 unit groups

1 unit group

FIELD 01

FIELD 05

FIELD 02

FIELD 03

FIELD 04

FIELD 06

FIELD 07

FIELD 08

FIELD 09

FIELD 10

FIELD 11

FIELD 12

OC 01

OC 05

OC 02

OC 03

OC 04

OC 06

OC 07

OC 08

OC 09

OC 10

OC 11

OC 12

OC 13

OC 14



CEPs

Curricula

3423Electronics Trades

Workers

3124Electronic Engineering

Draftspersons and Technicians

2621 Database and Systems Administrators, and ICT

Security Specialists

2334Electronics and

Tellecommunications Engineers and Technologists

2613Software and Applications

Programmers

2612Multimedia

Specialists and Web Developers

2611ICT Business and Systems Analysts

2633Telecommunica-tions Engineering

Professionals

2632ICT Support and Test Engineers

2631Computer Network

Professionals

3424Telecommunications

Trades Workers 3132Telecommunications Technical Specialists

3131ICT Support Technicians

OFO LEVEL 1

OFO LEVEL 2

OFO LEVEL 3

OFO LEVEL 4

OFO LEVEL 5

Electronics

Tellecommunications

899913Electronics and

Telecommunications Trades Assistant

4. Electrotechnology and Telecommunications related occupations

Final assessment for occupational competence Quality Assurance

Occupational cluster



Benefits of NCPF : Qualifications Benefits of NCPF : Qualifications developmentdevelopment Eliminating duplication and overlaps in the

development of occupational qualifications Providing guidance for the coherent development of

occupational qualifications by: Building on the roles, skills and tasks that describe the

relevant occupational group in the OFO Identifying commonalities and overlaps in skills

knowledge and learning requirements for groups of occupations and across occupations

Ensuring links to trades and occupations recognised internationally.



Benefits of NCPF : Quality Assurance ProcessesBenefits of NCPF : Quality Assurance Processes

Providing curricula to guide development of context-specific curricula programmes (learnerships, apprenticeships and skills programmes) simplifying the task of programme approval

Providing assessment guidelines for providers and workplace learning sites, help them to standardise their approach to the assessment &

moderation of learner achievements in a variety of contexts and across economic sectors

Improving the ability of the QCTO and of SETAs to evaluate the impact of learning interventions and programmes

Address Scarce and Critical Skill shortages (funding, focussed energy)



Skills Development and Planning – what is the Skills Development and Planning – what is the challenge?challenge?

ORGANISATION’S FUNCTION

Various Structures’ Functions

Occupations

Occupations

Occupations

Occupations

OccupationsPosts Posts Posts Posts Posts Posts Posts Posts Posts

Various Structures’ Functions

People

People

People

People

People

People

People

People

People

Competence Profile:Terminology/System that promotes ability to

monitor and enhance competence.Competence Elements: ExperienceQualifications/Workplace Learning

Knowledge; Skills; AttitudeProfessional Registration

Physical Ability/Requirements

GAP

SOLVE

CH

ALLEN

GE

CH

ALLEN

GE

OFO

OFO



2 PROFESSIONALS

21 Arts and Media Professionals

22 Business, Human Resource and Marketing Professionals

23 Design, Engineering, Science and Transport Professionals

24 Education Professionals

231 Air and Marine Transport Professionals 232 Architects,

Designers, Planners and Surveyors

233 Engineering Professionals

234 Natural and Physical Science

Professionals

2341 Agricultural and Forestry Scientists

2342 Chemists, and Food and Wine

Scientists

2343 Environmental Scientists

2344 Geologists and Geophysicists

234301 Conservation Officer

234302 Environmental Consultant

234303 Environmental Research Scientist 234304 Park RangerLEVEL 5: OCCUPATION

LEVEL 4: UNIT

LEVEL 3: MINOR

LEVEL 2: SUB-MAJOR

LEVEL 1: MAJOR



2 PROFESSIONALS









Professionals



Scientists





234303 Environmental Research Scientist 234304 Park RangerLEVEL 5: OCCUPATION

LEVEL 4: UNIT

LEVEL 3: MINOR

LEVEL 2: SUB-MAJOR

LEVEL 1: MAJOR EXPERIENCE defined at any level



2 PROFESSIONALS









Professionals



Scientists





234303 Environmental Research Scientist 234304 Park Ranger

EXPERIENCE defined at any level

LEVEL 5: OCCUPATION

LEVEL 4: UNIT

LEVEL 3: MINOR

LEVEL 2: SUB-MAJOR

LEVEL 1: MAJOR



Occupation Profile

DeputyDirector

Skills: Analytical

Knowledge: Business Plan

Qualifications:Nat Dip: HRM

Professional Registrations: RHRP

Physical Ability:No Restriction

Experience:5 years in field of exp

Deputy Director: Enviro Managem

Skills: Analytical

Knowledge: Depart Business Plan

Qualifications:Nat Dip: HRM


Physical Ability:No Restriction

Experience:5 years Enviro M

Mr Joe Soap

Skills: Analytical

Knowledge: Depart Business Plan

Qualifications:Degree: H Science


Physical Ability:Sight Disability

Experience:7 years Enviro M

Job / Post Profile

Expert

Advanced

Basic

Working

PDP

Training and Development PlanWSP & ATR



Suggested Road AheadSuggested Road Ahead Focus OFO AND QCTO Establish Communities of Expert Practitioners –

based on present Chambers Identify UNIQUE occupations Define competence profile for unique occupations Obtain confirmation from stakeholders

Reference Data for Scarce & Critical Skills list

Link to career path Link to learning path Define learning – institution/workplace Inform Labour Market – clear need and how to

address – workplace/provider learning

introduction to the ofo & qcto

Business

hrm professional

internal revenue

zealand standard

foreign exchange

rhrp physical

account systems

chief financial

business administration