Skills Development

EMC Training & Consulting provides a full Skills Development function to organisations, with regards to Employment Equity (EE), Workplace Skills Planning (WSP) and Annual Training Reports (ATR).

EMC will do all the submissions of the compulsory submissions of these reports to the necessary entities.

EMC handles the claim back and the submissions of all necessary documentation and forms.

Submission Deadlines Dates:

  1. WSP/ATR – 30 April each year.
  2. EE – December ( we aim to submit by October) Yearly
  1. Workplace Skills Plan

    Why is a WSP important?

    A Workplace Skills Plan is meant to outline how an organisation/ employer is going to address the training and development needs within the workplace. It assists employers in identifying and providing relevant training that will address the skills gaps within the organisation. Compiling a WSP ensures that training is not only reactive to needs that emerge but also speaks to the overall organisational strategy, as well as encourages a holistic and sustainable approach to skills development. A well thought-out WSP will ensure that the skills that an organisation lacks are being addressed. This, in turn, will result in decreased training and development costs as development efforts are more focused.

  2. Annual Training Report

    The ATR – Annual Training Report

    The ATR accompanies the WSP and is submitted along with the WSP. As stated above, the ATR is intended to show your progress against your last WSP. The report reflects the education, training and development that were implemented in the previous year. Your ATR will assist you in identifying the success/ failure of your previous efforts, thus allowing you to identify areas which you can improve on in order to remain effective and competitive. Records of all education, training and development activities should be available to confirm the information given in the report.

  3. Employment Equity

    A designated employer is defined as: a. An employer who employs 50 or more people, b. An employer who employs less than 50 people but has a total annual turnover that is equal to or above the applicable turnover of a small business in terms of Schedule 4 of the Act.

    Reports are submitted on a yearly basis on the first working day of October, this report must be signed by the chief executive officer. Public companies have to include the report in their annual financial report (Section 22). Designated employers need to remember that fines for non-compliance start at R1 500 000 and increases if this is not your first contravention of the specific sections in the legislation.

    Employment Equity addresses the skills gap with a company at different and occupational levels which need to be addressed within the EE plan.

    EMC assists all designated employers to be compliant with the Employment Equity Act by:

    • Conduct a workplace analysis;
    • Coordinate of the process necessary to establish an Employment Equity Forum / Committee and assist in forming the committee
    • Provide appointment letters for Employment Equity Manager and Forum/Committee members;
    • Coordinate the process to appoint an Employment Equity Manager;
    • Train the Employment Equity Forum/Committee members on the requirements of the Employment Equity Act and their role as committee members;
    • Assist in Developing an Employment Equity policy and constitution;
    • Development of the Employment Equity Plan as required by the Act;
    • Development of numerical goals and recommendations in line with legislative requirements;
    • Development of the EEA2 (Employment Equity Report);
    • Development of the EEA4 (Income Differentials);
    • Online submission of the EEA2 and EEA4 to the Department of Labour


EMC Training and Consulting hosts regular courses at our offices in Montague Gardens. We can also arrange custom training to suit your company needs. Contact us today for more information.



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