During the past year 69% of the funds available for grants were paid compared to 28% the previous year. The process of writing Unit Standards was completed. Training material would have to be prepared during 2003.

The Chief Executive Officer of SETASA had been suspended, but the activities of SETASA were not significantly affected by this event during the period under review.

It is expected that the future mandate of the SANSOR HR-Commi ttee would most probably be influenced by the strategic planning session of SANSOR scheduled for 5 and 6 March 2003.

The promulgation of the Skills Development Act had many challenges to the Seed Industry with regard to the development of skills in the Industry. This legislation required the Industry to work together in defining and structuring training. During the past year 60 companies within the Seed SSU paid levies to SETASA to the amount of R654 000. Only five submitted Workplace Skills Plans and the amount of R452 000 in Grants was paid out. This meant that a mere 8% of the Companies submitted Workplace Skills Plans, although 69% of the grants were paid out.

It was indeed a challenge for the smaller members of SANSOR to become involved in the process and to ensure that the skills levels of their employees improve.

An electronic Workplace Skills Plan was made available to all employers employing more than 150 employees. After the initial technical difficulties experienced with the programme, it became an important aid to those companies that use the system.

Unit Standards are the quality assurance units of any skills development attempt. The Committee was happy to report that a group of subject matter experts from the Sector had been extremely productive for more than a year to ensure that the sector relevant Unit Standards could be completed. The Unit Standards were submitted to the South African Qualifications Authority for verification and publication in the Government Gazette. Appreciation was expressed, not only to Pannar, Mayford, Advanta, Agricol and Monsanto for allowing some of their subject matter experts to become involved in this very important exercise, but also to the individuals who participated. The group dynamics experienced were quite an eye opener.

Training material needed to support the Unit Standards would have to be developed during 2003.

The Committee would once again depend on the Industry to provide experts to ensure that the necessary standards of excellence in the Industry were maintained.

A very successful Workshop on Skills Development in the Seed Industry was held in the SANSOR Auditorium on 30 October 2002. Feedback and information was given regarding activities relevant to our sector and it was also an opportunity to ask questions in this regard.

The Chief Executive Officer of SETASA was suspended during February 2003 pending an enquiry. At this stage it should be sufficient to say that no activities of SETASA had been influenced by this decision of the Governing Body of SETASA. SETASA was a very effective SETA and would continue to fulfil its very important function.