Real skills transfer does not happen in classrooms alone. It happens on the factory floor, during production, under real deadlines. That is why SAFI’s Facilitator Skills Programmes and the rollout of the Work-Based Learning and Development Practitioner qualification are focused on practical workplace capacity.
“We are not training people for theory,” says Lynn Adonis, SAFI Administrator and Qualifications Manager. “We are building the sector’s ability to train itself.”
Facilitator programme: assessment phase underway
The SETA-funded Facilitator Programmes are now progressing into their final assessment stages. Across the Skills Development Facilitator Practitioner, Learning and Development Facilitator, Learning Support Facilitator, Work-Based Learning and Development Practitioner and Assessment Practitioner streams, outstanding Statements of Work Experience and assessment submissions have been finalised ahead of the March FISA (Final Integrated Supervised Assessment) cycle.
“FISA is the final demonstration of competence,” Adonis explains. “It confirms that learners can plan, facilitate and assess in real workplace contexts.”
Final Integrated Supervised Assessments are scheduled throughout March 2026, with each occupational stream allocated a formal assessment date. Learners who previously missed FISA are being afforded one final opportunity, subject to compliance with outstanding requirements.
“We have prioritised structured learner support sessions twice a week,” says Adonis. “Completion rates improve significantly when guidance is consistent.”
WBLDP rollout gains momentum
The Work-Based Learning and Development Practitioner (WBLDP) programme began induction at the end of January 2026, with 35 learners enrolled. Delivered at NQF Level 5 and funded through FP&M SETA. The qualification equips practitioners to coordinate workplace learning programmes, support supervisors and ensure compliance with QCTO (Quality Council for Trades and Occupations) standards.
“The WBLDP builds the backbone of workplace learning systems,” Adonis notes. “It creates people inside factories who understand both production realities and compliance requirements.”
Why in-house capacity matters
Internal facilitation capacity reduces dependence on external providers and strengthens quality control. When supervisors and managers are trained as facilitators and assessors, skills transfer becomes structured and measurable.
“It improves productivity and compliance at the same time,” says Adonis. “Training becomes embedded in daily operations rather than treated as a separate event. In-house capability also strengthens funding eligibility, as compliant workplace systems are a prerequisite for many grant applications.”
Next steps for manufacturers
Manufacturers interested in future intakes should engage early. Programme slots are aligned to funding cycles and accreditation timelines.
“Our objective is simple,” Adonis concludes. “We want factories that can train, assess and develop their own people to nationally recognised standards. Building trainers within the factory is not an administrative exercise. It is a strategic investment in long-term sector resilience.”
