Chamber: glass subsector: glass

CONCLUSION

The Glass Subsector employs mainly people with mid-level skills – i.e. people with matric and some post-school education and the number of professionals and people with university degrees is limited. Skills development initiatives for this subsector are likely to focus mainly on learnerships and other forms of in-service training.

3. ECONOMIC GROWTH AND FACTORS IMPACTING ON THE SUBSECTOR

   1. INTRODUCTION

2. ECONOMIC GROWTH

Figure 3-1 below reports the average percentage change in gross value added (GVA) over five-year periods from 1970 to 2010 in comparison with the total Petroleum, Chemicals and Glass Sector, as well as the total economy. It also shows the projections up to 2020. It seems that there was much fluctuation in the Glass and Glass Products figures over the years with negative growth in the 1995-2000 period. However, it is estimated that the subsector will show positive growth with an average of 2.1% during the 2010-2015 period and 5.3% during the 2015-2020 period.

Figure 3‑3 Average percentage change in Gross Value Added: 1970-2020

In an effort to increase industrial competitiveness and broaden the participation of enterprises in the economy, the dti provides financial support to qualifying companies in various sectors of the economy. The flat glass industry can indirectly be positively influenced by the new project of BASF Construction Chemical SA (Pty) Ltd, which focuses on environmentally friendly systems. The company endeavours to expand into neighbouring countries, potentially developing into a regional market with stable growth.¹⁷

With weak household spending, the demand for flat glass in the automotive sector could decline. However, the dti’s automotive investment scheme (AIS) - designed to grow and develop the automotive sector through investment in new and/or replacement models and components - can indirectly be beneficial to the flat glass industry. South Africa has exceptional automotive production facilities, readily available raw materials, and good access to markets in Africa and the southern hemisphere. The intention of the new Automotive Production and Development Programme is to expand the automotive vehicle production to 1.2 million vehicles per annum by 2020.¹⁸ This can positively influence growth in the flat glass industry.

Flat glass is also used in the boatbuilding industry, which is one of the new areas of intervention indicated in the Industrial Policy Action Plan (IPAP). In 2011, almost 10 000 boats of all types were manufactured in South Africa. Exports grew by 49% in 2011, increasing from R733 million in 2010 to the current level of R1.1 billion. Imports in the sector fell from R710 million in 2010 to R217 million in 2011, representing a contraction of 69%.¹⁹

Another area of growth globally is the energy efficient LED bulb industry, led by Japan, Korea, Taiwan, Europe, the USA and China. With new technology, using inexpensive silicon wafers, this industry promises to bring LEDs into competitive pricing with CFLs and incandescents to become the standard for most lighting needs.²⁰ In 2010 there were 12 companies in South Africa involved in LED lighting manufacturing, which made South Africa one of 55 countries involved in LED lighting manufacturing.²¹ Lighting provision is part of the building industry, but bulb manufacturing is not a major industry in the country.²²

Domestic Glass

A slowdown in housing markets translates into fewer purchases of new household glassware. Domestic glass makers operating at the top end are especially vulnerable, as consumers react to the economic uncertainty and delay expensive/luxury purchases. The ceramics industry faces similar challenges and as such, frits producers face a tough time ahead given their relationship with the ceramics industry.²³

Linked to tourism is the creative industry, which is one of the sectors with the potential to make an increasingly positive impact on both urban and rural local economies and grow significant numbers of new jobs. In 2011 the direct contribution of tourism to GDP rose by 5%, well above the 3.1% growth in the economy in 2011-12.²⁴ The Department of Tourism is implementing regional tourism support packages, which range from infrastructure development, skills development programmes, rural tourism programmes and strategic niche tourism market development. Operations in the craft sector are typically small-scale, with hand-processing being the main contributor to the end-product. Production in this sector is classified in terms of material, which includes glass, textile, clay, etc.; product type (homeware, giftware, etc.); technique (beading, weaving); and design style (traditional, contemporary, etc.). The global market for craft is on a steady upward curve and to help the local craft industry ride this curve, the dti’s Customised Sector Programme for Craft (CSP Craft) seeks to address a number of the key challenges facing the sector by support interventions such as the South African Handmade Collection brand (SAHC) initiative.²⁵

Container Glass

Container glass is part of the metal, glass and plastic packaging industry. The Americas account for 35% of the global metal, glass and plastic packaging market value; Europe accounts for a further 28.6%, while Asia-Pacific and the rest of the world account for 28.1% and 8.2% respectively. In 2015, the global metal, glass and plastic packaging market is forecast to have a value of USD368 million (R3 449 million), an increase of 20.8% since 2010. The compound annual growth rate of the market over the period 2010–15 is predicted to be 3.9%.²⁶

The container glass market specifically is expected to improve significantly in coming years, yet at the same time the trend away from container glass in developed economies could slow down production. Recycling legislation in especially developed markets could impact on the production of glass containers.²⁷ A key opportunity for glass bottles in the medium term will revolve around the continued growth in demand for wine worldwide, although an economic recession would have a significant impact upon this market, as well as on beer markets. However, given peoples’ need to eat and drink, it is unlikely to be as sharp a slowdown as for instance in the flat glass industry. Similarly, demand for pharmaceutical-related glass products in the container glass industry should hold up, as demand for healthcare is not cyclical and should remain robust even in a downturn.²⁸

The dti’s financial support to qualifying companies in various sectors of the economy can be to the advantage of the container glass industry. One of the projects that is receiving financial support from the dti is the Brownfields (Expansion) Tiger Bands Limited project, which aims to optimise site layout that incorporates bulk manufacturing and packing technologies, as well as labour utilisation and in-house manufacturing capacity building best practices.²⁹

Another positive is that the board of Nampak - the JSE-listed packaging manufacturer - approved capital expenditure (capex) of about R1 billion for the installation of a third glass furnace for its Nampak Glass division.³⁰

3. FACTORS THAT IMPACT ON THE SECTOR

   1. legislation and regulations

2. Innovation

South Africa has in the past developed pockets of technological leadership, which are related to the mining, chemicals, agriculture, energy, defence and aerospace industries.³³ The Glass Subsector in the country can also be more innovative by building on historical industrial strength and become more competitive, especially in solar heating and other green innovation. ³⁴

Another possible area for innovation relates to the energy sources utilised by the glass industry. Using gas for heating raw materials to produce glass is for instance cleaner than oil and more innovative technology should be applied to increase cleaner glass production. ³⁵ Such innovation can also improve the competitiveness of the local glass industry. Energy is a key driver of production costs and could accounts for over 20% of firms’ production costs. Technological development can increase the efficiency of energy usage in production and can lead to considerable savings.³⁶

3. Competitive advantage

Small, medium and micro enterprises (SMMEs) “… are well equipped to provide innovative solutions and transform challenges into business opportunities”.³⁹ SMMEs can for instance focus on markets that have a preference for unique, craft and specialised products. The growth of wine, spirits and craft beer markets and the popularity of natural beverages seem to have a positive effect on glass as a primary packaging material. Consumers have shown interest in craft style beverages such as craft spirits and beer, and many of those brewers and distillers have selected glass packaging for their brands.⁴⁰ Large suppliers concentrate mainly on large-scale and automated manufacturing where there is a greater necessity for economies of scale,⁴¹ leaving space for SMMEs to focus on glass products that are produced through more labour intensive processes.

Challenges that SMMEs face include competition from established brands of large players, tightening operating conditions, laws and regulations, trade barriers, volatility of the Rand, high capital outlay, and fixed costs involved in setting up and running production plants.⁴² In South Africa there is not enough information on SMMEs, especially in the glass industry and this needs to be addressed.⁴³

4. anti-competitive bahaviour

Cartel forming is obviously detrimental to the development of an industry – especially to new and smaller organisations. Recently one of the small independent glass manufacturers has opened new branches in various towns where they had not been trading when the cartel was in operation. ⁴⁶

5. Intellectual Property Rights (IPRs)

6. Product Substitutability

7. Cheap imports

4. conclusion

4. THE DEMAND FOR SKILLS IN THE SUBSECTOR

1. trends in employment

Employment in the Glass Subsector declined from 1975 to 1985, increased from 1985 to 1990, and then declined again over the 1995-2010 period (Table 4-1). It is projected that this trend will continue over the period 2010-2015 but that employment will level off between 2015 and 2020.

Figure 4‑4 Employment in the Glass Subsector compared to total employment in the Chemical Sector from 1970 to 2012

2. the OCCUPATIONal composition of demand

Figure 4‑5 Distribution of workers across occupational categories in the Glass Subsector

Source: WSP submissions, June 2012.

Occupations in each of the eight main occupational groups in the Glass Subsector with a count 10 or higher are shown in subsequent tables (Table 4-1 to 4-8). Specialist titles used by employers for these occupations are provided in Annexure 2.

The manager group includes directors of an enterprise or organisation. The Glass Subsector employed 164 production/operations managers (manufacturing), as well as engineering managers (61). Many of these occupations require qualified engineers.

Stakeholders were of the opinion that the reported 215 quality systems managers seemed rather high and that some of these should rather be reflected as quality systems inspectors or quality systems auditors and that the OFO should be adapted to reflect these nuances.⁵¹

It was also indicated that engineers in the Glass Subsector are often appointed in sales positions, because of their industry and technical knowledge.⁵² In order to supervise and co-ordinate technical marketing and sales activities many (91) marketing managers and sales managers (38) are therefore appointed in the Glass Subsector.

Table 4‑7 Managers in the Glass Subsector

With many engineers forming part of the managerial component, not that many engineers are categorised under professional occupations. Industrial Engineers formed the majority (29) of the engineering component, followed by mechanical engineers (12), chemical engineers (12) and electronic engineers (11). Stakeholders indicated that mechatronics is important in the Glass Subsector. On the OFO mechatronics is classified as a specialisation under mechanical engineering.⁵³ Other engineers are employed in the marketing and sales unit as marketing practitioners (40) and sales representatives/salesmen (industrial products) (17), where their technical knowledge can be applied.

Stakeholders reported the importance of industry specific in-house training in the Glass Subsector to address gaps in skills. For this reason the subsector employs as many as 54 professionals as occupational instructors/trainers. With so many small and micro companies in the Glass Subsector and each needing the smooth running of finances, it is not surprising that quite a number of professionals in the financial and accounting fields are employed in the subsector. In total, 88 professionals in the financial and accounting field (36 management accountants, 29 general accountants and 23 financial accountants) were employed in the Glass Subsector. The core business of the Glass Subsector is manufacturing and in order for glass production to run according to specifications and to assure required analyses and modification of technologies according to production needs, the industry employed 25 industrial engineering technologists.

Table 4‑8 Professionals in the Glass Subsector

In line with the core business of the Glass Subsector, the majority (475) of technicians and associate professionals were production/operations supervisors (manufacturing) overseeing production processes. The sector also employed 74 manufacturing technicians; 73 chemical plant controllers controlling the operations of chemical production plants and 67 electrical engineering technicians manufacturing and maintaining electrical equipment and systems.

Among the clerical support workers, the main focus is on manufacturing with the majority (222) of employees in production coordinator positions. Other support occupations in the Glass Subsector include general clerks (67), stock clerks/officers (56), accounts clerks (41), 39 receptionists (general), and warehouse administrators/clerks (29).

Table 4‑10 Clerical support workers in the Glass Subsector

OFO Code	Clerical support workers	N
432201	Production Coordinator	222
411101	General Clerk	67
432101	Stock Clerk/Officer	56
431101	Accounts Clerk	41
422601	Receptionist (General)	39
432104	Warehouse Administrator/Clerk	29
432102	Dispatching and Receiving Clerk/Officer	18
431301	Payroll Clerk	16
441601	Human Resources Clerk	16
441903	Programme or Project Administrators	14
422202	Outbound Contact Centre Consultant	11

Source: WSP submissions, June 2012.

To support the sales and marketing managers, professionals and associate professionals, there were 95 sales support personnel (59 sales clerks and 36 general sales assistants) in the Glass Subsector. For lack of a better title on the OFO, the title “special forces operator” was used as the activities were the nearest match.⁵⁴

Table 4‑11 Service and sales workers in the Glass Subsector

OFO Code	Service and sales workers	N
524903	Sales Clerk/Officer	59
522301	Sales Assistant (General)	36
542203	Special Forces Operator / Team leader	34

Source: WSP submissions, June 2012.

Central to manufacturing is the occupational group skilled agricultural, forestry, fishery, craft and related trades workers. Glazier is the main trade in the Glass Subsector and comprises 376 trade workers.⁵⁵ Following closely are mechanical fitters with 355 employed in the Glass Subsector. Stakeholders indicated a shortage of fitters (the OFO indicates general fitter as an alternative title to mechanical fitter). The Glass Subsector also employed 132 millwrights, electricians (115), metal machinists (88), and fitters and turners (88).

The Glass Subsector is highly dependent on glass production machine operators that numbered 1 158 in 2012. The subsector also employed chemical production machine operators (168), 166 packaging manufacturing machine minders, 128 forklift drivers, 119 bulk materials handling plant operators, and 81 truck drivers (general).

Elementary occupations most common in the Glass Subsector were glass processing workers (361); people working in storage (113); food and beverage factory workers (71) working specifically in the glass container industry; metal engineering process workers (45); and plastic composites and rubber factory workers (32) performing routine tasks in the manufacturing of fibreglass.

3. conclusion

Glazier is the main trade in the Glass Subsector.

5. THE SUPPLY OF SKILLS TO THE SUBSECTOR

The first part of this chapter deals with new entrants to the labour market. Key trends and supply-side constraints are highlighted. Initiatives undertaken by the subsector to increase the number of appropriately skilled new entrants are described.

The second part of the chapter describes the inputs of employers to train their current staff.

1. New entrants to the labour market

The supply of new skills from the FET colleges into the Chemical Sector has traditionally been very limited. However, Government’s recent focus on increasing both the quality and quantity of output from FET colleges holds the promise that these institutions can play a more significant role in skills supply to the Chemical Sector in future.

In respect of the supply of higher level skills to the sector, there has been substantial growth in the numbers of new graduates from universities and universities of technology in certain engineering fields. In terms of average annual output of national diplomas, growth is reported at 7% for diplomas in chemical engineering and technology and 6% for first degrees in the same field. Despite these positive growth trends, increases have not yet been sufficient to meet the needs of the national economy and the Chemical Sector in particular. In order to ensure future growth, it will be necessary to support higher education institutions through a variety of initiatives. These include: bridging programmes to promote access and success; increased physical and teaching resources to engineering departments; and programmes that promote workplace training opportunities for students from the universities of technology.

2. the training and development of employees

In 2011/2012 training opportunities were afforded to just more than two thirds (68.5%) of employees in the Glass Subsector. Proportionally the largest occupation category that received training was technicians and associate professionals with a total of 77.1%. Three quarters (75%) of managers were afforded training opportunities. Only 51% of service and sales workers were afforded training opportunities in the Glass Subsector (Figure 5-2).

Figure 5‑6 Proportion of employees who received training opportunities according to occupational category: March 2012

Source: WSP/ATR submissions, June 2012.

In total 12 436 training opportunities were afforded to employees (one employee could have accessed more than one training opportunity). The type of training opportunities is listed in the table below. Most (42.5%) training opportunities in the subsector were job specific development programmes, nearly a quarter (24.0%) were short courses, a fifth (20.8%) were induction or other courses, and around a tenth (11.0%) were skills programmes.

3. training issues in the glass subsector

Bursaries and other forms of funding for education and training are important to address skills shortages in the subsector. Stakeholders indicated that in general funding is challenging. One of the reasons is that companies make extensively use of short courses. However, most of these short courses are not accredited which means it is difficult to obtain funding for them.⁵⁶

Stakeholders feel that some institutions need to be closed down (e.g. some in the Eastern Cape), because of substandard training. The experience is that these institutions do not prepare their students sufficiently for the labour market – placing the unfair burden on industry to provide the education and training that young people should have received before entering the labour market.⁵⁷

Partnerships between training institutions, companies in the industry, as well as SETAs are required to ensure relevance of education and training. Industry needs to provide input into curricula to ensure that the content of programmes is in line with the needs of industry. The SETA should facilitate such partnerships. ⁵⁸

Companies have a crucial role to play in providing work experience opportunities. Some companies go out of their way to provide placements for learners and after obtaining the required workplace experience, often appoint graduates in permanent positions.

However, the provision of work placements can be further stimulated by a consolidated national database containing information on graduates who are available for placement and companies who have positions available – i.e. a mechanism to match the demand and supply-sides of the market.⁵⁹

New Technology

New technology and development usually result in a demand for new occupations, or a new set of skills or in the need to up-skill existing workers. The industry has to stay abreast in this regard and ensure that workers get access to opportunities to acquire new skills or upgrade existing skills. For example, furnace operation workers usually need basic training, but in certain instances on-the-job training on specific equipment is necessary before they can operate new machinery. Sometimes training abroad is the only option to up-skill employees. Furthermore, South African graduates need to be exposed to new technology at established glass manufacturers to increase their tacit knowledge and innovative capabilities.

Different companies have different titles for the same activities. It could be that the same base training is required for various titles, but in-house training can add a specialised focus that is required in a specific company environment. WSPs do not provide this nuanced focus and discussions at workshops are crucial to add detail to the information regarding specialised gap training. The following needs for more specialised training were discussed by stakeholders:⁶⁰

• 
  The training of fitter and the training of fitter and turner need to be separated.
  
• 
  Scarcity of glass furnace operators/glass production machine operators (718102) was confirmed, but it was also indicated that glass maintenance operators and furnace maintenance operators (not alternative titles in the OFO) were brought in from abroad. The training of glass maintenance operators, as opposed to the training of glass furnace operators, and level of responsibility need to be determined in order to justify a separate occupation (and possibly different qualifications).
  
• 
  The position of glaziers needs to be considered. This occupation has been listed as trade, which means that a full apprenticeship and trade test becomes a requirement for entering this occupation. At the moment the training for glaziers is only three months in duration. The CHIETA needs to engage with NAMB and determine whether the occupation should not be removed from the list of trades. Alternatively an appropriate learning programme that leads to a trade test needs to be developed.
  
• 
  As a result of intense heat applied in the processing of raw materials and the need to replace linings of furnaces, refractory masons (641303) have a high turnover and there is a need for specialised training in this area. Basic training to become a stonemason can be broadened to include elective components for the training of refractory masons.
  
• 
  A shortage of electricians was confirmed. However, the Glass Subsector requires specific types of electricians with specialised training and experience. For example electricians in some company environments require mechatronic and/or electronic skills. Qualifications need to be changed to provide for these specialisations (possibly as electives) or part-qualifications need to be registered for this purpose.
  

Stakeholders complained about the cumbersome processes involved in the administration of learnerships which sometimes force companies to appoint a dedicated person to handle the learnership administration. The SETA is required to streamline processes as far as possible and to provide more assistance to employers.

4. CONCLUSION

6. SKILLS SHORTAGES IN THE SUBSECTOR

CHIETA attempts to glean an understanding of skills shortages in the Chemical Sector by asking employers to identify these shortages when they submit their mandatory grant applications to the SETA. This information was requested for the first time in June 2011 – i.e. in the WSPs submitted for the 2011/2012 financial year. The information submitted by employers in the Glass Subsector is analysed in this chapter. In addition the feedback of stakeholders during the subsector workshops is also reported.

It has become customary in South Africa to use the term “scarce skills” to refer to quantitative shortages in the labour market – in other words there are not enough people with the necessary qualifications available to be appointed in positions that become available in the market. This term is also used in this chapter. Another aspect of skills shortages has to do with the qualitative components of the labour market – there may be people available to appoint, but they don’t have the right skills, abilities or other attributes that employers are looking for. Skills deficiencies can also develop among the workers that are already employed, because of the introduction of new technologies, new legislative requirements etc.

1. scarce skills in the subsector

In the scarce-skills table that employers completed, they first had to name the occupation in which they experienced scarcity, and then they had to select from two possible descriptions the one that best described the scarcity they experienced – i.e. “relative scarce skill” (referring to a situation where people are available in the labour market, but cannot easily be attracted to the sector); and “absolute scarce skill” (where people are generally in short supply in the labour market). For all the occupations in which scarcity was experienced, employers also had to indicate how many vacant positions were available at the time they completed the WSP. In addition, they were requested to identify what type of learning interventions they were planning to use to address the skills shortages.

Of the 19 organisations in the Glass Subsector whose WSPs were approved by the CHIETA, 5 (26,3%) indicated that they experienced a scarcity of skills. The total number of people reported to be needed in occupations in which there were skills shortages is 178; this equates to 2.2% of total employment in the subsector (Table 6-1). Stakeholders reiterated the difficulty in quantifying scarce skills and discussions provided some nuanced information not indicated in WSPs. Some standardisation needs to be attempted in order to establish trends over time.⁶¹

Automotive fitter (653101), was indicated as one of the most hard-to-fill positions in the subsector, with 45 vacancies reported. On the other hand, for mechanical fitter (653303), only two vacancies were reported. Stakeholders in the Glass Subsector pointed out that there was a shortage of fitters and specifically mentioned that it was fitters per se and not fitters and turners.⁶² One would expect to rather have a shortage of general fitters/mechanical fitters (653303) as opposed to automotive fitters (653101) in the Glass Subsector, given stakeholder discussions, as well as employment figures.

For autoglaziers/component fitters (832910), 45 vacancies were reported and alternative titles are: Windscreen fitter; vehicle window tinter; exhaust and muffler fitter; motor vehicle parts and accessories fitter (general); radiator fitter; radiator repairer; tyre fitter and aligner; tyre serviceman/ serviceperson; wheel alignment attendant; and car alarm installer.

Seven vacancies were reported for operations managers (non-manufacturing) (134915). According to the workshop participants engineers are often appointed in these positions. In addition, engineers have the technical knowledge required in certain technical sales positions. There were 22 vacancies for technical sales consultants/coordinators/managers (243301) or sales representatives/salesmen (industrial products).

It was indicated by stakeholders in the Glass Subsector that packaging skills were required in various parts of the industry and that poaching of packaging skills from was a common practice.⁶³

There were 17 vacancies for glass furnace operators/glass production machine operators (718102) and the scarcity of glass furnace operators was confirmed in discussions with stakeholders, although various companies name occupations with the same activities differently.⁶⁴ OFO alternative titles are: Furnace operator (glass production); glass blowing machine operator; glass forming operator; glass furnace operator; glass laminating operator; glass melt operator; glass toughening operator; and lens grinding machine operator. It was also indicated that glass maintenance operators and furnace maintenance operators (not named in the OFO) were imported from abroad.⁶⁵

There were 11 vacancies for electricians (general) (671101). It was confirmed by stakeholders in the Glass Subsector that there is a shortage of electricians, however, the Glass Subsector requires specific types of electricians with a certain level of training and experience, and in-house training is done in order to fill specific industry gaps. Some companies provide Six Sigma certification, which is a confirmation of an individual’s capabilities with respect to specific competencies⁶⁶

Furthermore, four vacancies were available for electrical engineers (215101). The Glass Subsector also employs mechanical, industrial, electronic, chemical, analytical and hydraulic engineers, but vacancies were not reported for these engineers. Mechatronics plays an important role in the Glass Subsector and forms part of mechanical engineering.

Given the importance of a green economy, there will be an increasing demand for new green occupations and skills in the future. These demands will be two-dimensional as it will require not only new green occupations (reflected as “scarce skills”), but also new skill sets (reflected as “critical skills”) in existing occupations. There were three occupations that are listed on the OFO as green occupations among the vacancies indicated for the Glass Subsector: Electricians (general); electrical engineers and environmental (water; air; soil) technologists. Furthermore, there were six occupations requiring new green skill sets among the vacancies in the Glass Subsector: Automotive fitter; technical sales consultant/coordinator/manager; operations manager (non-manufacturing); operations manager (production); engineering manager; and procurement manager. ⁶⁷

Table 6‑16 Vacancies in the Glass Subsector

Stakeholders indicated that shortages had a geographical slant and that scarce skills were not experienced the same in all provinces. ⁶⁸

Employers were asked what type of learning interventions they planned on using to address the scarcity of skills. All of them said that they were only going to use formal training that would lead to certificates and diplomas.

2. conclusion

As mentioned in the previous chapter, the CHIETA is currently engaged in a range of partnerships, agreements and plans to contribute to both the development of new skills for the sector as well as the development of skills within the existing workforce. These initiatives range from support for further and higher education institutions and partnerships with government and industry associations.

7. SKILLS PLAN FOR THE SUBSECTOR

The Glass Chamber is in the process of developing an Institute of Sectoral or Occupational Excellence (ISOE). This institute is located in Springs and aims to provide quality and relevant skills training that is cutting edge, provide access to technology, is based on emerging best practices and is workplace based. Co-operation with employer bodies are important.⁶⁹ This project needs to continue and be supported by CHIETA and by industry.

The second largest group of employees in the Glass Subsector is artisans, representing 18.8% of workers. SETAs have a central role to play in building linkages between educational institutions and employers.⁷⁰ CHIETA aims to form partnerships with employers in the Glass Subsector to provide work experience opportunities for learners who want to become artisans. Although more than half of the vacancies in the Glass Subsector were for artisans (Table 6-1), learnerships and work placements do not seem to receive sufficient attention from employers (Table 5-1).

The Green Paper on post-schooling education and training proposes the creation of different types of institutions to meet the high demand for education and training. In this regard the SAGI has for instance as one of its objectives to promote and facilitate education and training for those practising or wishing to practise in glass technology. SAGI also determines standards for admission to the various classes of membership of the Institute and provides means for testing the qualifications of candidates for admission to the appropriate classes of membership and also creates training modules.⁷¹

Training related to green economy legislation and energy efficiency is currently on the table, however; with stricter standards from abroad, e.g. regarding double glazing, and colourants used in glass and other specifications; training needs to be updated continuously.⁷²

IPAP proposes strategic delivery partnerships through Industry-Skills Hubs to ensure coherence in the delivery of specialised intermediate and high-level skills for technological development, investment and growth. Furthermore, in providing long-term funding to improve competitiveness and skills support, Centres of Excellence will be supported by the dti. Technological shifts will for instance be required to make a transition to a much less carbon-intensive economy by establishing higher value-adding, labour-intensive manufacturing industries with a significantly lower carbon footprint.⁷³

Training to address health risks

Recycling is important in advancing a green economy, but in the process of crashing and bagging glass, health can be jeopardised when the dust is inhaled or when it irritates the eyes. People in informal settlements, who try to earn an income from class collection for recycling, are particularly exposed to this health risk. Participants in the stakeholder workshop pointed out that there is a need for the training of informal business owners in the crushing of glass to an optimal level – before it becomes dust that poses a health risk and becomes too fine for optimal recycling. Buyers of such glass can play a key role in such training. ⁷⁴

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