What is a Learner Management System (LMS)?

It is a software application for the administration, documentation, tracking, reporting and delivery of education.

The South African wine and brandy learner management system will benefit industry stakeholders in the following ways;

  • Industry Bodies; will be able to accurately report on training being done, analyse live training trends and inform institutions of higher learning & service providers, attract new entrants through the showcasing of opportunities available.
  • Industry Member; will be able to locate best training service providers for their employees in their area, monitor training trends and avoid new staff training duplications.  
  • Training Service Providers; will be able to advertise their services to the whole industry, upload new training qualifications or training, upload certification certificates (e.g. ISO/BBBEE status) and link their profiles to their websites.
  • Trainees/Learners; will have access to an electronic “training” CV which will link to a SAWIS Member, proving employment. They will also be able to monitor and track training trends in order to manage their own personal development in the wine industry.


SAWIS (S A Wine Industry Information & Systems) is a company not for gain. Under control and direction of the South African Wine industry, their main functions are:

  • Collection, processing and dissemination of industry information
  • Administration of the industry's Wine of Origin system

What is a SAWIS Producer Number?

A SAWIS producer number is the number the producer receives once they register with SAWIS. Industry Members using the LMS will need this number in order to gain access to the LMS.
Should you require help, information or statistics, email info@sawis.co.za or please get in touch with one of the persons listed under "Contact Information".

What is B-BBEE?

Broad-Based Black Economic Empowerment (B-BBEE) is a socio-economic process that directly contributes to the economic transformation of South Africa, by increasing the number of black people that manage, own and control the country’s economy, and diminishing income inequalities. The Department of Trade and Industry (dti) is the custodian of B-BBEE in terms of the BBBEE Act No.53 of 2003.

QCTO Explained

The Quality Council for Trades and Occupations (QCTO) is a Quality Council established in 2010 in terms of the Skills Development Act. Its role is to oversee the design, implementation, assessment and certification of occupational qualifications on the Occupational Qualifications Sub-Framework (OQSF).

The QCTO is one of three Quality Councils (QCs) responsible for a part of the National Qualifications Framework (NQF). Collectively, the Quality Councils and the South African Qualifications Authority (whose role is to advance the objectives of the NQF and oversee its development and implementation), all work for the good of both learners and employers. Another important role for the QCTO is to offer guidance to service providers who must be accredited by the QCTO to offer occupational qualifications.

What is SETA?

SETA stands for Sector Education and Training Authority.

It refers to the authoritative educational bodies established under the South African Skills Development Act (97 of 1998). At the moment, there are over 20 different SETAs in South Africa. Each established SETA acts as a training and education quality assurance body in its respective sector, which means that they are highly respected in their specific areas. There are SETAs that deal with tourism; banking; manufacturing; agriculture and more. A SETA also consists of a number of different industry role-players, including:

  • Trade unions
  • Employers
  • Government departments

What is the function of a SETA?

The main function of a SETA is to bring skills development to the employees (or prospective employees) in its sector.

  • Developing a sector skills plan.
  • Implementing the sector skills plan.
  • Developing and administering learnerships.
  • Supporting the implementation of the National Qualifications Framework (NQF).
  • Undertaking quality assurance.
  • Disbursing levies collected from employers in their sector.
  • Reporting to the Minister of Labour and to the South African Qualifications Authority (SAQA).

All the responsibilities of SETAs are set out in Chapter 3 (Section 10) of the Skills Development Act.

NQF Levels explainled

The National Qualifications Framework (NQF) is a set of principles and guidelines by which records of learner achievement are registered to enable national recognition of acquired skills and knowledge, thereby ensuring an integrated system that encourages lifelong learning. The NQF consist of 10 levels divided into three bands; Levels 1 to 4 equate to high school grades 9 to 12 or vocational training, 5 to 7 are college diplomas and technical qualifications, 7 to 10 are university degrees.


Levels  Designation 
 1  Grade 9
 2  Grade 10 and National (vocational) Certificates level 2
 3  Grade 11 and National (vocational) Certificates level 3
 4  Grade 12 (National Senior Certificate) and National (vocational) Cert. level 4
 5  Higher Certificates and Advanced National (vocational) Cert.
 6  National Diploma and Advanced certificate
 7  Bachelor's degree, Advanced Diplomas, Post Graduate Certificate and B-tech
 8  Honours degree, Post Graduate diploma and Professional Qualifications
 9  Master's degree
10  Doctorate degree

 What are short courses?

Short courses is a great way to acquire new skills or to enhance (or refresh) your existing skills. The course material is designed is such a way as to incorporate the theory behind the skill and the reasons why you need the skill. Courses are presented in such a way that students are easily able to relate to the content. The course content also contains numerous examples of how to apply the relevant skills in a practical environment.

Credit-bearing Courses

South African Qualification Authority (SAQA), in its Criteria and Guidelines for Short Courses and Skills Programmes, defines a short course as ‘a type of short learning programme (<120 credits) through which a learner may or may not be awarded credits, depending on the purpose of the programme’.

  • A credit-bearing short course is a type of short learning programme for which credits, in relation to the course's contribution to a particular programme, unit standard and/or (part) qualification, are awarded. (Paraphrased from CHE, 2001:44). A credit-bearing short course contains less than 120 credits.
  • A non-credit-bearing short course is a type of short learning programme for which no credits are awarded in relation to unit standards or (part) qualifications depending on the purpose and/or assessment of the programme.

A further important differentiation is made between qualifications and short learning programmes:

  • A qualification must, in terms of the rules of combination, contain fundamental, core and elective learning.
  • A short learning programme focuses on a particular part of a qualification, which may include learning in the fundamental or core or elective areas (or a combination thereof), but will not lead to the achievement of the full qualification.
  • A short course is an instructor-led training course that focuses on the transfer of a narrow range of methods and skills. As short course provisioning is particularly associated with ‘just in time’ and ‘just enough’ learning to meet a specific need in workplace environments, it is often used to disseminate research findings and share new knowledge, to keep learners up-to-date with new developments in their field, and to upgrade skills and knowledge in the particular field. As such, short courses are also associated with continuing professional development.

What is a Learnership?

A learnership is a work-based learning programme. This means that classroom studies at a college or training centre are combined with practical on-the-job experience. We learn much better when we can practice what we have been taught in the classroom in a workplace environment.

By physically performing tasks that are learned in the classroom at the workplace, we can see what we have learned and what we did not understand. This allows us to ask the trainer to explain that part of the lesson again until we fully understand it.

Learnerships form part of a nationally recognised qualification that is directly linked to an occupation. This means that what you learn on a learnership is not just for the particular job that you can get once you have finished the learnership; it also forms part of a higher qualification that you can study further for through other learnerships or short courses.

Each learnership has a specific level of qualification. An artisan like a bricklayer or a beautician, for instance, is a Level 4 Qualification. This means that if you want to become an artisan you will have to complete 4 four separate learnerships (levels 1, 2, 3 & 4). There is no set time-frame in which you have to do these, as each level qualification remains in the system and will count towards the full qualification.