Correctional Services Learnership by DCS

About the Department of Justice and Correctional Services

Correctional Service Learnership is offered by DCS South Africa, a part of Department of Justice and Correctional Services. Before you find out more information, let you know about the learnership provider.

The Department of Justice and Correctional Services is the justice ministry of the South African government. The department provides administration and financial support to the court system and the judiciary, oversees the National Prosecuting Authority, provides legal advice and representation to organs of the state, facilitates law reform and is responsible for the country’s correctional services.

The correctional division of the department is responsible for the administration of 240 prisons in South Africa, which accommodates about 189.748 inmates. The prisons include minimum, medium and maximum facilities.

correctional services learnership
Photo by Jazmin Quaynor on Unsplash

This department offers the people of South Africa services in formal education, community corrections, health, social work and psychological services as well as research. In the formal educational services, the department aims to be the best in the world in delivering formal educational programmes with integrity and commitment to excellence an education service that will provide diverse educational needs for to the people. The target groups of their formal educational services include:

  • Incarcerated mothers with their children / babies
  • Awaiting-trial detainees
  • Sentenced offenders (including children under the age of 18, youths and adults)
  • Physically challenge persons
  • The aged
  • Pre-releases
  • Parolees and probationers

The objectives of formal education in the Department of Correctional Services (DCS) is to offer a variety of learning fields that are aimed to contribute towards the development of essential skills and knowledge that will form the foundation for life-long learning. Also, to offer career oriented education programmes and services that are nedds-driven, adaptable and market related, to those entrusted to DCS’s care in a stable and humane teaching environment. The department strives towards their goals in partnership with relevant stakeholders.

The education programmes provided by the Department of Correctional Services mainly focuses on sentenced offenders. Nevertheless, the necessary support services and systems are provided to Mother and Child Care units in terms of Early Childhood Development (ECD). As for the awaiting-trial detainees, parolees and probationers, the Directorate Formal Education in the Department of Correctional Services is only responsible for providing administrative support, study guidance, counselling and other relevant support in terms of studies. During the re-integration process, those who are in charge of education link the probationers with the community learning centres where practicable.

To all who fall into the sentenced offender category, the Department of Correctional Services provide the following.

  1. General Education and Training
  2. Children of School-Going Age

It is compulsory for children of school ages to attend school and these children that are sentenced to imprisonment, should also have education opportunities. Therefore, the Correctional Centres utilize learning methodologies that will meet the needs of education of these children and contribute towards their personal growth, by all means following the curriculum as prescribed by the Department of Education.

  1. Pre-Adult Basic Education and Training (ABET) and ABET Level 1 – 4

Pre-ABET programmes is a compulsory part of the ABET field. The Pre-ABET programmes provide opportunities for the learners to learn how to read and write. This course serves as a bridging phase to ABET level 1. The ABET is available from level one up to level four. The programme is presented by trained ABET practitioners (educators, functional officials / trained offender facilitators).

  1. Further Education and Training (FET)

The FET programme is offered in cooperation and in line with national and provincial departments of education in South Africa, and the Department of Correctional Services is bound by the directives and curricula of these departments of education. The FET programme is provided for free, up to and including Grade 12 and N1-N3 business studies, to all sentenced juveniles and also to adult learners where resources permit or education qualifications can be obtained by means of distance learning in the learners’ own time and at his / her own expenses

  1. Higher Education and Training (HET)

All courses / subjects / study fields that falls into this band should be done by distance learning in the offenders’ own time and at their own expenses. The Higher Education and Training programme includes diplomas, occupational certificates, first degrees, higher degrees, further research degrees and doctorates.

  1. Computer-Based Learning

The Computer-Based Learning Centres are designed to provide a secure environment for the learners to utilize technology for study purposes. The Computer-Based Learning programme’s purpose is also to train the offenders to become computer literate as well as to use the centre within a multimedia approach to train students in relevant courseware packages / applications.

Correctional Services Learnerships

The Correctional Services Learnership programme is offered by the Department of Correctional Services every year to 12 Grade African students that had graduated from school. This programme is a form of the government’s National Skills Development Strategy. It was designed to improve skills and reduce poverty and unemployment.

The learnership programme consists both theoretical and practical training in how to contribute to the rehabilitation of prisoners. Trainees will be taught in human correction and development, safe and secure detentions or under community-based correctional supervision.

This Correctional Services Learnership programme is for a period of one year (12 months). It gives people the opportunity to improve their skills and gain more knowledge, as well as to learn acceptable workplace behaviour and attitude that is required in the Correctional Services. Learners will also benefit in receiving monthly stipends worth R3.500.00 for as long as they participate in the Correctional Services Learnership programme.


These are the requirements to join the Correctional Services Learnership:

  • Applicants must be a South African citizen, proven by a certified copy of their IDs.
  • Applicants must be aged between 21 and 35 years old.
  • Applications must be submitted on the Application for Employment Form (Z.83). it can be obtained from any Public Service Department or at
  • A comprehensive Curriculum Vitae (CV) must be attached in the application. The CV should include details of at least two contactable referees who recently worked with the applicant.
  • Certified copies of qualifications and an identity document (ID) with an original certification stamp are also necessary in the application.
  • Applicants must possess a Standard 10 / Grade 12 Certificate or a Further Education and Training Certificate NQF (Level 4) or have successfully completed the National Certificate in Vocational Studies (NQF Level 4).
  • Applicants in possession of foreign qualifications are responsible to submit evaluated results by the South African Qualifications Authority (SAQA).
  • A certified copy of a valid driver’s license must be attached in the application.
  • Applicants should not have any criminal record. Those who have a criminal case pending against them must provide all the details when applying.

Preference will be given to applicants who have additional qualifications, such as a trade or occupational-based certificate, diploma or degree related to security / corrections. Any such additional qualifications will not be considered in the payment of stipend or for further salary / wage purposes.

How to Apply for the Correctional Services Learnership

Applicants can get the application form for admission to a learnership in DCS from any Correctional Services Office. Otherwise, they may download it from the Department of Correctional Services website at on the ‘Opportunities > Forms’ tab.

Applications must be submitted in time to the correct address as indicated at the bottom of each position in order for it to reach the address before or on the closing date of applications. Applicants that hand-deliver their applications to the direct address of the position they applied to must sign an application register as proof of application.

Applications should not be faxed or e-mailed, as it will not be accepted. If applicants do not receive any further notification on the recruitment, they must accept that the application was unsuccessful. Successful candidates will be required to enter into a performance agreement and be subjected to security clearance procedures. They may also be required to undergo a competency assessment.

Lonmin Bursary Programmes Complete Guide

About Lonmin

Lonmin plc, formerly the mining division of Lonrho plc, is a British producer of Platinum Group Metals (PGMs) which includes gold, copper, nickel, chrome and cobalt as by-products. The company operates in the Bushveld Complex of South Africa and is listed on the London Stock Exchange (LSE) as well as on the Johannesburg Stock Exchange (JSE). Its registered office is in London, United Kingdom and its operational headquarters are in Johannesburg, South Africa and was discovered in 1909 as the London and Rhodesian Mining and Land Company Limited.

lonmin bursaries programmes

Lonmin for a Better Future

Lonmin’s mining model is labour-intensive. The company sustains operational excellence by attracting, developing and retaining the necessary skills required in its human capital. Lonmin has focused projects, such as the Employee Value Proposition (EVP) that aims to improve relationships and build trust for those working for the company. The EVP includes a broad set of programmes and initiatives that outline the total package a full-time employee can expect to receive from the company in terms of remuneration, benefits, development and advancement opportunities.

‘The Way We Work at Lonmin’ is one of the company’s primary EVP initiatives, which is a leader-led change journey that aims to develop and institutionalise a Lonmin culture that supports sustainable success by creating productive behaviour and mind-sets around work-team relationships. This initiative aims to improve communication, entrench accountability and empower teams in getting their work done.

The company’s people development initiatives aim to develop the required skills in its employees to create an empowered and productive workforce, also to develop industry skills so more locals are able join the Greater Lonmin Community.

The community skills development programmes include the production cadet, the mining technical service and community engineering learnership programmes. The learnerships in Lonmin’s Mining and Process Operations as well as in Engineering Function are where technical skills in mining, processing and engineering can be developed. The core skills programme addresses the critical competences required to meet key operational standards.

Lonmin encourages its employees to join the structured workplace coaching programme where individual coaching is conducted to bridge individual competency gaps. The Individual Development Plan programme is also recommended so that personal goals for the employees’ current and future development can be translated into an achievable action plan. Furthermore, a formal mentorship programme facilitates skills transfer and knowledge sharing. Together, these programmes support the execution of the Lonmin talent management strategy.

People who join Lonmin will be eligible for a reward and benefits package that is very competitive in the local employment market. The benefits include on-site healthcare, life and disability insurance (which includes an education protection plan and retirement provisions), study leave, four months paid maternity leave and 35 annual leave days per annum. It doesn’t stop there – employees also have access to a range of non-financial benefits, such as financial debt counselling and an employee wellness service that provides free, confidential professional counsellors and therapists to employees and their dependents on matters of emotional, physical and financial distress.

There are so many things to expect from Lonmin to better one’s future. Individuals who have the desire to gain more knowledge, improve skills and take a sip of what it feels like to work in such a promising workplace are offered some engaging opportunities in Bursary, Graduate-In-Training, and Experiential Training programmes. These programmes are brought out especially for students who wish to pursue a career in mining related disciplines. Lonmin’s goal in these programmes is to empower and mentor the youngsters – guiding and developing them to become great leaders.

Lonmin Bursary Programmes

The Bursary Programme provided by Lonmin is a competitive yet beneficial programme that is worth to try for. Through the Bursary Programme, Lonmin helps students realise and gain their full potentials. The bursaries were introduced to assist potential students to attain qualifications (full time at a recognised tertiary institution) in mining-related disciplines, such as mining, electrical, mechanical, industrial or chemical engineering, metallurgy and mining technical services disciplines (e.g. geology), and to build the pipeline of future skills the company needs by identifying and developing appropriate candidates (via the Graduate-In-Training programme). The Lonmin Bursary Scheme provides a competitive package covering financial and practical training, based on a service binding contract after graduation for a period equal to the number of years’ study. The number of bursaries awarded each year depends on the business need.

Like all other development programmes provided by Lonmin, the Bursary Programme is designed for those who are seeking an opportunity to succeed in the mining industry. The programme is offered in various areas of the mining industry. These disciplines include:

  • Analytical Chemistry
  • Chemical Engineering
  • Electrical Engineering – High Voltage
  • Geology
  • Human Resources
  • Industrial Engineering
  • IT Engineering
  • Mechanical Engineering
  • Medical Doctor
  • Metallurgy
  • Mine Survey
  • Mining Engineering
  • Pharmacy

In this programme, bursars will receive the following benefits.

  • Full tuition fees
  • Books, accommodation and funds towards meals
  • 8 weeks of vacation work at the company each year
  • Personal Protective Equipment (PPE)
  • A monthly allowance
  • A personal computer in the 2nd year of studies
  • Tutoring assistance

Eligibility Requirements for Lonmin’s Bursaries

In order to be eligible to receive a bursary from Lonmin, candidates must be:

  • A South African citizen
  • Matric or Grade 12 with Maths and Science as subjects, with a minimum of C-average (60% or higher)
  • Intended to study full-time within one of the aforementioned fields of study

How to Apply for Lonmin’s Bursaries

Candidates who feel they already meet the prerequisites to apply for the Bursary Programme by Lonmin may start their applications by registering their CV on For bursary seekers, the ‘External’ button on the External Applicant section can be selected. Candidates will then need to fill in all the empty boxes on the page to provide all the required information. They will also be required to upload the following documents.

  • Detailed and up-to-date Curriculum Vitae (CV) / resume (written in English)
  • Valid personal identity document (ID)
  • Qualifications related to the chosen field of study

Once all the information required is fulfilled, candidates may then submit their applications.

Those who require technical support / assistance on the website may contact the service provider PNet on 010 140 3099 or e-mail [email protected]

Please note that only online applications will be considered. Lonmin will not accept applications other than that.

Shortlisted candidates will be contacted soon after the application closing date. Those who do not receive any feedback from Lonmin within 30 days of the application closing date are considered as unsuccessful in their applications. However, they should not be discouraged to try again on the next opportunity.

For further information on the programme, visit

South African Breweries Learnerships

About South African Breweries

The South African Breweries Limited is an internationally-known brewery headquartered in Johannesburg, South Africa. The company was founded in 1895 as Castle Brewery that served a growing market of miners and prospectors in and around Johannesburg. South African Breweries is listed on the Johannesburg Stock Exchange (JSE) and on the London Stock Exchange (LSE). Growing as a major brewery company, South African Breweries holds a list of products, including:

  • Carling Black Label
  • Castle Lager
  • Castle Free
  • Castle Lite
  • Castle Milk Stout
  • Flying Fish
  • Flying Fish Chill Lite
  • Hansa Pilsener
  • Hansa Golden Crisp
  • Brutal Fruit
  • Redd’s
  • New Lands Brew
  • Budweiser
  • Corona
  • Liberado
  • New Lands Spring
  • Beck’s

south african breweries learnerships

South African Breweries Skills Development Programmes

The South African Breweries’ success is not just about the high-quality ingredients it puts in its globally loved brands, it’s also about its people’s quality and effort that they invest in the company. South African Breweries looks for intelligence, fresh thinking, people chemistry, integrity, self-reliance and a great business head, and mixes these qualities with passion and care to produce the best calibre of artisans and business leaders for the company and the Amalgamated Beverage Industries (ABI). Upon this matter, the company offers skills development programmes for hard working students who want to achieve their career goals earlier in the future. The South African Breweries skills development programmes are one of the company’s ways in contributing  to the development of talented people in South Africa. The programmes are offered every year and are open for any young South African student. The skills development programmes offered by the South African Breweries include the following.

  • Graduates Programme, which is a structured 18-24 months programme designed to address the acquisition of technical skills and experience for a graduate as well as familiarise the trainee with the South African Breweries philosophy. This programme includes opportunities in the areas of information technology, engineering, marketing and supply chain.
  • Bursaries, which are awarded to talented and deserving South African students. The bursars are also afforded the opportunity to learn more about the world of work by participating in the resolution of real business challenges through structured summer school or vacation work. They will join the company full-time as graduate trainees upon their completion of studies.
  • CA Training Programme, which is a 3-year rotation plan for young people who have the desire to dive into the financial experience, with a variety of disciplines including sales, distribution, manufacturing and head office finance functions. This programme not only helps build business acumen, but also teaches invaluable life and professional skills in the commercial world. Trainees will be exposed to management accounting, financial accounting, tax, treasury and internal audit, credit and group finance functions in the business.
  • Learnerships / In-service Training / Internships, which are learner programmes structured short-term contractual interventions that encourage job creation and promote talent development.

South African Breweries is committed to contributing to South Africa’s nationa skills development agenda by focusing on both internal and external talent development initiatives. External commitment to the skills development of unemployed learners is demonstrated both through the South African Breweries Bursary Scheme and the provision of learnership / in-service training / vacation work programmes.

South African Breweries Learnerships

The Sector Technical and Training Authority (SETA) defines a learnership as a structured learning programme which includes theoretical and practical workplace experiential learning over a period of at least 12 months and which leads to an occupationally related qualification registered on the National Qualifications Framework (NQF). South African Breweries Learnerships benefit the learners in gaining critical functional and behavioural competencies which contribute significantly to the learner’s employment marketability. The company has unemployed learner opportunities across most business disciplines, and it partners with the various SETAs – particularly the FoodBev SETA – to ensure alignment with the Skills Development Strategy within the food and beverage sector. South African Breweries is committed to developing a talented and diverse workforce, where the right people are placed in roles that best suit their abilities and that provide them with the opportunity to achieve their full potential.

The South African Breweries Learnerships are open for enrolments every year – giving young people from every generation the opportunity to learn academically and experientially in their respective field of interest among this industry. Upon the completion of the learnerships, many of the participating learners transition into full-time South African Breweries employees.

Requirements for the South African Breweries Learnerships Enrolment

Individuals who meet the following general requirements to enrol for the South African Breweries Learnerships are encouraged to apply for a position accordingly with the area of their interest.

  • A South African citizen or permanent resident
  • Completed Matric / Grade 12 / N3 in Engineering with Mathematics and Science
  • Proficient in English
  • Basic computer literate – familiar with MS Office
  • Possess analytical and problem solving skills
  • Self-motivated, attention to detail, and able to interact well and work effectively in shift based teams
  • Have no trouble working under pressure
  • No experience required

Some positions in the learnership programmes may require special prerequisites. Therefore, applicants are suggested to look out for further details on the position they are aiming to apply for on the South African Breweries careers website.

How to Apply for the South African Breweries Learnerships

To find the ideal position for the qualifications at South African Breweries, applicants may check out the World of Opportunities within the Beer or Soft Drinks Divisions webpage. They may choose the role that they feel most suitable with their skills and aspirations.

What applicants will want to do first is to register an account on the recruitment webpage. After that, they will need to login and update their profile on the account, then provide all the information needed for the application including the details on the position they are applying for. The profile needs to be kept active to prevent the account from being automatically closed. Applicants may do that by logging in every month. Users inactive for 90 days will be locked out.

It is to be noted that only applications submitted via the portal will be considered. Short-listed applicants will receive a notification from the company via e-mail within 60 days from the date the submission was received.

For further details, visit

IOPSA Apprenticeships Contacts List


The Institute of Plumbing South Africa (IOPSA) is the only plumbing body in the South African Plumbing Industry. Established in 1989 by plumbers, the institute provides a platform so as to advise on the practice and principles of the plumbing industry. It regularly consults and liaises with the plumbing industry, governmental and regulatory bodies, discussing matters that affect the plumbing industry. IOPSA is also often asked to assist or even mediate on pricing. The plumbing industry pricing guideline covers the following topics.

iopsa apprenticeships

  • Legislation, regulations and standards
  • Principles of maintenance rates
  • Per point installation principles
  • Bill of quantities principles and exclusions
  • Principles of preliminaries and general

IOPSA’s major goal is to set and maintain a national plumbing standard in order to ensure that quality plumbing products and installation services prevail to the benefit of both plumbing companies and consumers. The institute has been given the honour of chairing the Standards Generating Body, which represents plumbing training and certification nationwide at Construction CETA – the Construction Education and Training Authority.

IOPSA Apprenticeships

An apprenticeship is a vocational education and training structured learning and work experience that leads to a registered qualification, the National Qualification Framework (NQF), and consists of a theoretical course, as well as practical training, which is done at the workplace. The programme combines high school curriculum and career and technology training with critical on-the-job training performed at a local business. An apprenticeship programme involves an employer, student and an accredited training centre. Each of these components holds specific responsibilities throughout the apprenticeship. The training centre’s responsibility is to provide quality training and fair, transparent and reliable assessment. The employer’s responsibility is to expose the apprentice to all aspects of the qualification and give the apprentice time off to attend training at the training centre. The apprentice’s responsibility is to complete all the unit standards at the training centre after which the apprentice needs to complete a portfolio of evidence of all the work they have been exposed to in the trade.

An apprenticeship is offered as a series of training activities in a specific field while earning money simultaneously. This process is covered over a three year period, and at the end of this period the apprentice may apply for a trade test.

The Construction Education and Training Authority (CETA) determined that to perform in an apprenticeship plumber training programme, all parties involved must follow the terms and procedure as stated below.

  • Applicants wanting to train under a CETA apprenticeship plumber training programme are required to be employed by a registered plumbing contractor prior to entering into formal plumber training.
  • A CETA apprenticeship training agreement requires that the apprentice shall attend full time plumber training at a CETA accredited training college for a period of 16 weeks or more, where they will be required to pass 23 unit standards in order to obtain the necessary credits for their qualification.
  • Apprentices in the programme should note that in top of the practical plumber training, they will be required to complete 24 months of training on site under the supervision of their employer’s qualified plumber, before submitting their practical training credits, and the apprentice’s logbook to the training provider for verification.
  • The training provider will then forward the apprentice’s completed documents to the CETA together with the employers’ logbook, which shall include all site assessments of the apprentice’s competency levels during the training.
  • The Construction Education Training Authority will then register the apprenticeship as being complete and issue the apprentice with a National Certificate in Construction Plumbing at NQF Level 4, which certifies that the apprentice can trade as a qualified plumber.

Specifically, an apprenticeship programme at IOPSA takes up to 3 years of duration which consists of 230 total credits of knowledge and practical modules, a year spent at the workplace, and the programme culminates in a trade test.

  • Knowledge Modules

To complete the knowledge modules, apprentices are required to complete 100 credits. The training will be carried out at private and public colleges, training centres and schools. A formative assessment is required throughout this process.

  • Health, Safety, Quality and Legislation
  • Environment, Energy Efficiency and Ethics
  • Tools, Equipment, Components and Site Practice
  • Drawings and Applied Sciences
  • Theory of Water and Drainage
  • Surface and Underground Drainage Systems
  • Sanitary Ware
  • Hot and Cold Water Systems
  • Installation and Maintenance Theory for Plumbing Systems
  • Practical Skill Modules

To complete the practical skill modules, apprentices are required to complete 130 credits. Trainings will also be carried out at private and public colleges, training centres and schools, and a formative assessment is also required throughout this process.

  • Install, maintain and test surface soil waste and vent systems and sanitary ware appliances
  • Install, maintain and test underground drainage systems
  • Install, maintain and test cold and hot water systems
  • Install, maintain and test rain water systems
  • Work Experience Modules

To complete the work experience modules, 130 credits must be taken for knowledge modules. Apprentices will spend one year of the apprenticeship programme at the workplace. Throughout this process, they will be managed and monitored by colleges, training providers or schools. A final summative assessment and trade test are required to complete this programme.

  • Processes and procedures for installation and testing surface soil waste and vent systems and sanitary ware appliances
  • Processes and procedures for installation and testing underground drainage systems and performing basic building work
  • Processes and procedures for installation and maintenance of cold and hot water systems
  • Processes and procedures for installation and maintenance of rain water systems

Admission Requirements for IOPSA Apprenticeships

In order to be admissible for an apprenticeship, candidates must meet the following minimum requirements.

  • A South African citizen or permanent resident – certified copy of ID must be attached to the application
  • Candidates must hold a Grade 11 qualification or an NQF Level 3, with a minimum of 50% in both Mathematics and Science – certified copy academic records must be attached to the application
  • Currently unemployed and not participating in any other training programme
  • Candidates must be proficient in English
  • Candidates must be able to work under pressure
  • Candidates must be able to work both individually and in teams

How to Apply for IOPSA Apprenticeships

Candidates who have met the aforementioned requirements may apply for the apprenticeship programme through their local Skills Development Provider (training provider). Below is a list of IOPSA’s approved training providers.

  • Private Colleges
  • Africa International Training Facilities

Region          : Bredell, Gauteng

Telephone    : 011 967 9940/1

E-mail            : [email protected]

Website         :

  • Tjeka Training Matters

Region          : Krugersdorp, Gauteng

Telephone    : 011 665 2777

E-mail            : [email protected]

Website         :

  • Africa Skills Village Training and Management

Region          : George, Southern Cape

Telephone    : 044 884 0791

E-mail            : [email protected]

Website         :

  • PCD College (Pty) Ltd

Region          : Pretoria, Gauteng

Telephone    : 012 335 5793

E-mail            : [email protected]

Website         :


Region          : East London

Telephone    : 043 726 1942

E-mail            : [email protected]

Website         :

  • Public TVET Colleges
  • Northlink College

Region          : Belhar, Cape Town

Telephone    : 082 904 3038

E-mail            : [email protected]

Website         :

  • College of Cape Town

Region          : Cape Town

Telephone    : 021 404 6700

E-mail            : [email protected]

Website         :

  • Flavius Mareka

Region          : Sasolburg

Telephone    : 016 976 0829

E-mail            : [email protected]

Website         :

  • Ekurhuleni East College

Region          : Springs, Gauteng

Telephone    : 011 730 6600

E-mail            : [email protected]

Website         :

  • Umfolozi College

Region          : Richards Bay

Telephone    : 035 902 9503

E-mail            : [email protected]

Website         :

For more information, visit

SARS Graduate Trainee Programmes

About SARS

The South African Revenue Service (SARS) is South Africa’s national tax collecting authority. It was established in terms of the South African Revenue Service Act 34 of 1997 as an autonomous agency. Although the country’s tax regime is set by the National Treasury, it is managed by SARS. SARS is responsible for administering the South African tax system and customs service. Its outcomes are as listed below.

sars learnerships
  • Increased Customs and Excise compliance
  • Increased tax compliance
  • Increased ease and fairness of doing business with SARS
  • Increased Cost effectiveness and Internal Efficiencies
  • Increased public trust and credibility

SARS’s vision is to be an innovative revenue and customs agency that enhances economic growth and social development, and supports South Africa’s integration into the global economy in a way that benefits all black citizens. The organisation aims to provide an enhanced, transparent and client-oriented service to ensure optimum and equitable collection of revenue. Below are SARS’s main functions.

  • To collect and administer all national taxes, duties and levies
  • To collect revenue that may be imposed under any other legislation, as agreed on between SARS and an organ of state of institution entitled to the revenue
  • To provide protection against the illegal importation and exportation of goods
  • To facilitate trade
  • To advise the Minister of Finance on all matters.

SARS’s approach to promoting compliance is based in three principles: SARS must make taxpayers aware of their obligations, make it easy to meet them and act against those who break the law.

SARS Graduate Trainee Programmes

SARS seeks to be an employer of choice, not only amongst the public services agencies, but also in the private sector. In the 2012 Companies of the Future publication, SARS came out at number seven in two successive years for being one of the most sought-after employers by Commerce students at South African Universities. This was ahead of many top JSE-listed (Johannesburg Stock Exchange) companies. In the 2012/2013 Universum Student Survey of all universities and universities of technology in South Africa, SARS was ranked at number three by Business, Management and Commerce students as an ideal employer.

SARS is an interesting workplace for exciting careers not only in Commerce for professionals like chartered accountants, tax specialists, forensic auditors and economists, but professionals ranging from legal practitioners, information technology, process engineering, business strategy, marketing, human resources and procurement also find SARS as the best employer to work for.

The organisation understands that its success and the success of its employees go hand in hand; hence SARS ensures a mutually beneficial relationship between employer and employees by offering a compelling employee value proposition anchored by these five key elements:

  • The People includes manager quality, co-worker quality, senior leadership reputation, camaraderie, and more
  • The Organisation speaks to the market position, product or service quality and social responsibility
  • The Rewards include compensation health benefits, retirement benefits, ad vacation
  • The Work includes job-interest alignment, location, work-life balance, and more
  • The Opportunity refers to future career opportunities, development opportunities, and the organisation growth rate

SARS prides itself with its values-driven culture with zero tolerance to corruption. It is an organisation that helps develop and bring forward South Africa as well as maintaining the country’s stability – making South Africa the best place for its people to live in. Recruiting potential people to work in such an organisation is not all that it takes to better the country; building and developing the people’s skills is one of the major things that matter in striving for South Africa’s sustainable stability. Therefore, like other public services agencies and private sectors, SARS provides skills development programmes for the young generation living in South Africa.

SARS provides trainee programmes, where students will be facilitated in learning from leaders and experts of the organisation through mentorship and coaching. Students will gain knowledge and enhance experiential learning throughout the trainee programmes – having to be prepared for the real world of work, both mentally and practically. There are two main development programmes in this matter, namely the Internship Programme and the Graduate Development Programme.

The Internship Programme helps interns to gain work experience in the workplace and meet the requirements of the Higher Education Institutions in order to be awarded their qualifications. The Internship Programme lasts for a limited period of time – 24 months contract. The interns will be placed in positions and gain skills and experience in a particular field related to their studies. They will also receive a monthly stipend for as long as the period of their internship. Students who spend their time joining the Internship Programme at SARS may as well be recruited as a permanent employee at SARS after they graduate, but only if the student’s performance throughout the internship was considered satisfying to SARS and qualify as an employee, though it is not guaranteed at all.

SARS also recruit final year students at Higher Education Institutions to join the Graduate Trainee programme. Matriculants with outstanding scores in English and Mathematics or Accounting are considered for the Learnership Programme which is a work-based training – a combination of a structured learning component and practical work experience. Learners will be taught in class and gain hands-on experience on the job throughout the programme. Learners with potential for success in Higher Education Institutions are provided with financial assistance through the Bursary Programme.

The Graduate Trainee Programme is aimed at final year students at Higher Education Institutions (HEIs) with various qualifications as well as unemployed graduates who wish to pursue a career in SARS. The trainee programme places successful candidates within divisions of SARS to provide a combination of structured learning and workplace experience. The trainee programme takes up about 24 – 36 months of duration as a contract. Students will receive a monthly stipend throughout their time as a trainee at SARS. At the end of the contract, trainees who meet SARS’s recruitment requirements and apply for an available vacancy may be placed in a permanent position.

Minimum Requirements for the SARS Graduate Trainee Programmes

Students who meet the following minimum requirements are encouraged to apply for the Graduate Trainee Programme.

  • A citizen or permanent resident of South Africa – a certified copy of valid personal identity document (ID) must be attached to the application
  • A Higher Education Institution student currently studying on the final year (Matrix or Grade 12) or have graduated from school – a certified copy of academic records or certificate must be attached to the application
  • Unemployed
  • Have good academic scores in English, Mathematics and Accounting
  • Conversant in English
  • Provide a detailed Curriculum Vitae (CV) / resume – attach to the application

Specific requirements apply on each position in the Graduate Trainee Programme. The qualification required will be listed in each advertisement.

How to Apply for SARS Graduate Trainee Programmes

Students who feel they have met the aforementioned requirements may apply via the SARS’s official recruitment website. On this website, students as applicants will see career opportunities. They may search for available opportunities by utilising the ‘Search for Openings’ section on the left side of the page. Applicants will be given choices to apply via the recruitment website or via LinkedIn.

To apply for the available opportunity on the recruitment website, applicants must firstly create an account by clicking on ‘Sign In’ on the top right corner of the e-recruitment page, then click ‘Create an Account’. Applicants must ensure that they complete all the required information when applying for the opportunity.

SARS only accepts applications via the e-recruitment website and LinkedIn. Applications submitted other than in those mentioned ways will not be accepted.

To view the status of the application, applicants may login to their account and click on the ‘Job Management’ tab on the webpage.

For more information, visit

Nampak Graduate Development Programme

About Nampak

Nampak is a South African company based in Johannesburg, South Africa that specialises in the manufacturing and design of packaging. The company produces packaging in glass, paper, metals and plastic. Founded in 1968, Nampak has become the largest diversified packaging company in Africa and is listed on the Johannesburg Stock Exchange Limited (JSE) under the symbol NPK since 1969.  The company is headquartered in Sandton, Johannesburg, South Africa and has operations in a number of locations worldwide, including Nigeria, Tanzania, Angola, Botswana, Ethiopia, Kenya, Malawi, South Africa, Swaziland, Ireland, United Kingdom, Zambia and Zimbabwe. The main areas served by Nampak are most of the countries in Africa and the United Kingdom – with being the market leader in the supply of beverage cans in South Africa and Angola; the leading supplier of beverage cans in Nigeria; and the leading supplier of plastic bottles to the dairy industry in the United Kingdom.

The company’s subsidiary, BevCan, is one of the largest producers of aluminium cans in Africa. Meanwhile, the subsidiary DivFood is one of the largest producers of metal cans for canning, aerosols and metal containers in Africa. Nampak is currently focusing on expanding its operations into the rest of the continent.

nampak graduate development programme
Photo by rawpixel on Unsplash

Nampak’s strategy in building and developing the business has two focus areas:

  1. Unlock further values from base business
  • Active portfolio management including possible divestitures
  • Stringent cost management
  • Working capital management
  • Business process improvement:
  • Buy better – streamline procurement process
  • Make better – operational excellence, safety and efficiency
  • Sell better – margin expansion, customer portfolio management
  • Invest to compete
  1. Accelerate Africa growth
  • Growth through greenfield investment and acquisitions in metals, glass and plastics
  • Growth at a reasonable and sustainable return
  • Partner with major multinational customers
  • Sensibly manage and grow presence in current jurisdictions
  • Build market base through exports
  • Diversity manufacturing to other Nampak products
  • Build on existing hubs

Nampak participates in extensive collection and recycling initiatives and continues to invest significant time and resources in the development of more sustainable products. Its world-class research and development facility based in Cape Town provides technical and product development support to the business, as well as to the company’s customers.

Nampak Graduate Development Programmes

Nampak offers a Graduate Development Programme for young people who are eager to gain experience in their chosen field of study. The Nampak Graduate Development Programme provides the opportunity for the students to begin a journey that is equally hands-on and minds-on while earning a market-related salary and package. The programme is a great start to boost up the student’s knowledge and skills to improve their performance in the industry.

The Graduate Development Programme takes up to 18 months of duration. During this time, the graduate trainees will be developed and coached by technical experts in their respective fields. The trainees will be introduced to a broad spectrum of dynamics that facilitate significant learning experiences while developing generalist and specialist fields. They will be trained both formally and informally and will be given an amount of opportunities to take part in various engaging projects. Trainees will be mentored throughout the programme by the company’s senior leaders and decision makers into building business acumen and creating a strategic context for the trainee’s particular field of interest and developing professional networks.

Nampak upholds a culture of continuous learning and development. The blended learning approaches allow young people to develop personal mastery, technical and business competence, as well as an appreciation of social responsibility.

Careers at Nampak cover many professional disciplines, including:

  • Accounting / Finance
  • Engineering – Mechanical, Industrial, Chemical and Electrical
  • Human Resources
  • Information Technology / Business Systems
  • Logistics / Supply Chain
  • Production / Manufacturing

 Nampak Graduate Development Programme Prerequisites

Potential students are encouraged to apply for the Nampak Graduate Development Programme as it is an engaging and promising track to boost the student’s performance and prepare them to be successful in their professional career. This competitive programme requires students to obtain the following prerequisites in order to be admitted in the opportunity.

  • Applicants must be a South African citizen or permanent resident
  • They must hold a relevant Bachelor Degree
  • They must have completed studies or are currently in the final year of study
  • Required qualifications vary for each position in the Graduate Development Programme.
  • Mechanical Engineering: BSc Mechanical Engineering or equivalent (in the final year of study or have completed the degree)
  • Supply Chain / Logistics: B.Com Supply Chain / Logistics or equivalent (in the final year of study or have completed the degree)
  • Industrial Engineering: BSc Industrial Engineering or equivalent (in the final year of study or have completed the degree)
  • Sales and Marketing: B.Com Marketing or equivalent (in the final year of study or have completed the degree)
  • Chemical Engineering: BSc Chemical Engineering or equivalent (in the final year of study or have completed the degree)
  • Electrical Engineering: BSc Electrical Engineering or equivalent (in the final year of study or have completed the degree)
  • Human Resources: B.Com Human Resources or equivalent (in the final year of study or have completed the degree)
  • Finance: B.Com / B.Compt Finance / Accounting or equivalent (in the final year of study or have completed the degree)
  • They must have good academic results in every subject throughout every year of their study
  • They must have completed Matric or Grade 12 with Mathematics and Science, each with a minimum of 50% or NCV Level 3
  • They must possess excellent mechanical and technical abilities or knowledge
  • They must be a computer literate or are familiar with MS Office – at least MS Word and MS Excel
  • They must have excellent interpersonal and communication skills

Due to the highly competitive nature of the programme, positions are limited. Therefore, applicants must ensure that they are able to compete by their satisfying grades and strong competencies.

How to Apply

To apply for the Nampak Graduate Development Programme, applicants may firstly want to visit the official recruitment website to check if there are any available opportunities. Once applicants have decided on which position they want to apply for, they may create an account on the website. After creating the account, they may then log into their account, select the desired position, then start filling in the required information for the application. Applicants are suggested to re-check their application ensure that they have provided all the required information as detailed as possible before submitting their application.

Applications can only be done online via the official recruitment website of Nampak otherwise the submission may be disregarded.

Successful applicants will be notified for further recruitment stages.

For more information, visit

Denel Apprenticeships Accredited by SACAA, TETA, MerSETA

About Denel

Denel (Pty) Limited is the largest manufacturer of defence equipment in South Africa. It operates in the military aerospace and landward defence environment. Incorporated as a private company in 1922 in terms of the South African Companies Act (No. 62 of 1973), Denel’s sole shareholder is the South African Government.

The company is an important defence contractor to its domestic market and a key supplier to the South African National Defence Force (SANDF), both as original equipment manufacturer (OEM) and for the overhaul, maintenance, repair, refurbishment and upgrade of equipment in the SANDF’s arsenal.

Denel is made up of a number of business divisions including Denel Technical Academy, Denel Aerostructures, Denel Aviation, Denel Dynamics, Denel Maritime, Denel Vehicle Systems, Denel Land Systems, Denel Industrial Properties, Denel SOC Ltd, Denel PMP, Denel Mechem and Denel Overberg Test Range.

denel apprenticeships
Photo by Caleb Woods on Unsplash

Denel Apprenticeships

The Denel Technical Academy provides accredited, cost effective and efficient training of technical personnel for the aerospace, engineering and defence industries according to the needs and requirements of its customers, in well-equipped nationally and internationally accredited facility. Denel Technical Academy has a large footprint on the African continent and is recognised worldwide. The academy mostly values performance, integrity, innovation, caring and responsibility. With more than 40 years of experience, the Denel Technical Academy has a well-established track record in Apprentice Training. The Academy consists of Aviation and Engineering apprenticeship training institute that offers various technical trades.

An Apprenticeship is a non-unit standard based registered qualification and comprises of an integration of workplace and institutional learning and culminates in a national qualification. During the programme, students will be taught on the skills and practices that are associated with a given career path in the Aviation Industry. They will be trained all aspects of a specific Trade under the auspices of Denel Aviation and the Denel Technical Academy, until they are competent enough to do a Trade Test to become a Qualified Artisan and function effectively within the local and international Aviation environment.

The courses provided are approved and accredited by the South African Civil Aviation Authority (SACAA), the Transport Education and Training Authority (TETA) and the Manufacturing, Engineering and Related Services Training Authority (merSETA) to offer training in accordance with the Competency-Based Modular Training system. These approvals ensure that apprentices are adequately trained, both practically and theoretically, to allow them to continue with workplace training to qualify as artisans.

Courses are available to private students and those sponsored by partnering organisations. Advanced and Type Training is also available for people already employed in the industry and want to enhance knowledge and skills. As the outcome, the academy will add value to the students – making them competent enough to contribute to the socio-economic development imperatives of the country.

The apprenticeship for all trades takes at least 95 weeks up to 208 weeks of duration. However after the minimum period (subject to tasks completed as laid down), an apprentice may perform a trade test and qualify as an artisan.

  • Engineering Training
  • Electrician

Electricians are responsible for the maintenance of industrial and domestic electrical networks. They ensure that such installations are always safe for the user and also comply with all the stringent regulations as prescribed by law. The electrician’s scope of work will include both single ad thee phase electrical systems, from light to heavy duty current.

  • Fitter and Turner

Maintenance fitters are multi-skilled and keep the wheels of industry running smoothly. They are capacitated in most machining processes including turning, milling, grinding and welding which make them virtually self-reliant in their trade and as asset to any company. They are also often involved in to development and fitting of new production processors.

  • Millwright

The millwright trade caters for those interested in maintenance and repair of heavy machinery used in the industry. They perform maintenance work in production machines, electrically driven machines and electronic control gear. The work is mechanical, electrical and with modern developments towards automation / robotics. This trade also requires knowledge of electronics as applied to the control of heavy electrically driven equipment. The trade involves dismantling, fault detection, repairing and manufacturing of parts in some cases, mechanical and electrical installations as well as the modification and reconstruction of machinery.

  • Tool and Jig Maker

The maker of tools and jigs is an artisan wit the ingenuity to produce specialised jigs, fixtures and tooling to assist industries to produce their products consistently and accurately and with minimal waste. These artisans are skilled in the use of hand tools as well as grinding, turning, milling and drilling machines.

  • Turner and Machinist

These are specialist machine artisans that are highly skilled on ither one or a variety of machines such as lathes, milling machines, surface and universal grinders and drilling / boring machines. Their task is to accurately produce or repair parts, which can also include the highly specialised field of gear cutting / grinding, in accordance to the client’s drawings and specifications.

  • Welder

Highly skilled welders ae increasingly in demand due to modern advancements in production processes and materials. They need to be proficient in a wide variety of techniques and capable of continually producing high quality welds in often difficult conditions. Qualified welders can look forward to a variety of interesting opportunities in a wide range of industries.

  • Aviation Training
  • Aircraft Avionician

The aircraft avionician training incorporates all three existing aircraft avionic-related trades – aircraft electrician, aircraft radiotrician and aircraft instrument mechanic. Trainees are exposed to all three avionic trade fundamentals, and on qualification they are ready for first line and minor maintenance installations and repairs of the modern day avionic aircraft critical for quick turn-around in aviation.

  • Aircraft Electrician

Aircraft electricians are responsible for the delivery and integration of electrical power between the various units of components of an aircraft. Their key responsibilities are in the diagnostics, maintenance, repair and installation of electrical components which include generation systems and batteries.

  • Aircraft Instrument Mechanic

This is a highly specialised field that integrates the rare combination of both electronic and fine mechanical skills in one trade. An aircraft instrument mechanic is responsible for all the on-board instruments used to maintain flight safety including the auto-pilot. Due to the compact nature of the instruments, candidates are required to have excellent fine-motor dexterity.

  • Aircraft Radiotrician

The radiotrician holds responsibilities in all radio communication equipment on-board an aircraft, which include navigation and communication. It is a very challenging career in view of the many new developments happening in the field and will appeal to anyone who has a keen interest in electronics. Other facets of the trade include the installation, repair and adjustment of the equipment on an aircraft.

  • Aircraft Mechanic

A diverse and appealing occupation carrying a high degree of responsibility, the aircraft mechanic is required to have a broad and thorough understanding of an aircraft and all integrated systems. Their function is to perform preventative and corrective maintenance to ensure the safe operation of an aeroplane which includes repairs, adjustments, testing and ultimately to certify it for flight.

  • Aircraft Structural Worker

Commonly referred to as sheet metal workers, these artisans holds responsibilities in the manufacture and repair of the physical airframe of an aircraft. Their work is primarily focused on the damage caused by incidents fatigue or corrosion to restore the integral strength of the airframe.

Requirements for Denel Apprenticeships

The minimum entrance qualifications are Grade 10 (N1) with Mathematics and Science, and proficiency in English for the following trades.

  • Aircraft Mechanic
  • Aircraft Structures Worker
  • Fitter and Turner
  • Turner and Machinist
  • Tool and Jig Maker
  • Welder

Those who possess Grade 11 (N2), or equivalent, with Mathematics and Science, and are conversant in English may apply for the following trades.

  • Aircraft Radiotrician
  • Aircraft Instrument Mechanic
  • Aircraft Electrician
  • Aircraft Avionician
  • Electrician
  • Millwright

Other prerequisites that apply to all trades are:

  • Aged between 18 and 24
  • A citizen of South Africa
  • Hold a valid personal identity document
  • Able to work under pressure
  • Able to work individually and in teams
  • Able to multi-task and have good communication skills
  • Computer literate
  • Currently unemployed and not attending any form of training programme

How to Apply for Denel Apprenticeships

Individuals who are interested to take part in the Denel Apprenticeship programme may apply online at > Courses and Training.

Applications will then be assessed by the relevant head of department to check whether the requirements are met or not. All approved applicants will receive an invitation for an interview and assessment.

Note: Denel Technical Academy does not offer nor guarantee financial assistance. Students will be responsible for all costs. Fee structures will be discussed upon acceptance.

For more information, contact Denel Technical Academy.

Tel.: (011) 927 2811 / 2361

E-mail: [email protected]

Website: or

Altron Bytes Technology Learnerships

About Altron

Altron is a leading company that provides locally relevant innovative and integrated ICT solutions to business, government and consumers. The company combines technical expertise with in depth customer understanding to provide end-to-end holistic technology solutions. The South African listed Allied Electronics Corporation Limited (Altron) is invested in telecommunications and information technology through its principal subsidiaries, Allied Technologies Limited (Altech) and Bytes Technology Group (Pty) Ltd (Bytes).

The company was founded in 1965 and has a direct presence in South Africa, rest of Africa, Europe, the Middle East and Australia. In addition, the group’s strategic partnerships with leading international technology companies gives it access to leading technology capabilities and products from across the world, including Asia, Europe and North America. Most of the group’s revenue and headcount are derived from the local market in South Africa where the group is headquartered.

The group’s primary focus is in providing innovative solutions in the fin-tech, health-tech, safety and security, as well as learning and developing verticals that have a meaningful impact on society by addressing challenges facing communities in South Africa, the continent and other places in the world the group has operations in, while delivering shared value for all its stakeholders.

Striving to be the world’s leading technology solutions provider, Altron holds on to a set of strategic priorities as listed below.

  • Revenue growth
  • Improving profitability
  • Transform the customer experience
  • Employee excellence

In 2013, the Altron Group formed Altron TMT (Telecommunication, Multi-media and Information Technology) incorporating Altech and Bytes Technology Group, with a joint head office in Woodmead, Johannesburg. The new division was created based on a need to integrate the Altech and Bytes businesses through an alignment of assets, the removal of duplicated cots through a shared service model and to have a more focused approach to customers in order to take advantage of both cross and up selling opportunities. Altron TMT is a highly-technology solutions group focused on providing value added products, services and solutions through the convergence of TMT, driven by market demand. As a part of Altron TMT, Bytes Technology Group offers a selection of services that support Information Technology in a wide range of different industries.

The Altron Group operates through a number of subsidiaries, which some of them are the following.

  • Altron Arrow

The Altron Arrow provides Internet of Things (IoT) modules and components and custom ruggedized ICT hardware solutions. This company is about creating and deploying connected solutions, built on its experience working in the electronics manufacturing sector over many years. It offers expertise across a broad span of technologies from sensors, embedded compute, short and long-range wireless connectivity, gateways, cloud platforms and application development.

By offering logistics, manufacturing, engineering support and customisable software and/or hardware services, Altron Arrow is positioned to respond to all its customers’ needs, enabling it to create, connect, manage, and/or sustain Internet of Things solutions.

  • Altron Bytes Document Solutions

Bytes Document Solutions is the largest Xerox distributor in the world, servicing 26 sub-Saharan African countries and offering the complete range of Xerox document equipment, software solutions and services.

Its Office Systems division provides services that encompass remote and mobile workers, digitisation and the provision of innovative solutions that harmonise paper and digital documents, through simple, one-touch functions. Meanwhile, the Product Systems division delivers specialised applications, such as transactional, high security, high volume and high-quality documents.

Altron Bytes Document Solutions also offers Managed Print Solutions where they handle everything related to print – printers, documents, supplies, support, people and processes. This approach delivers significant cost savings, reduced printing volumes and CO2 footprints, a rationalised, standardised and simplified printing landscape, watertight security and a digital transformation roadmap.

  • Altron Bytes Managed Solutions

This company offers three key types of services:

  • Financial Solutions, which focus on anywhere, anytime, any channel banking, delivering a positive consumer experience and harnessing leading technologies – such as IoT, Mobile Devices, Cloud, Big Data and AI.
  • Retail Solutions, delivering world leading hardware solutions, supported by the most secure, globally advanced software solutions available, combined with extensive knowledge of in-store systems and support and vast experience and understanding of local markets, to meet all its customers’ retail requirements.
  • End User Computing (EUC) Solutions, which meets business demands like productivity uptime, reduction in IT hardware and infrastructure costs and 24/7 maintenance and service requirements, through the provision of seamless, workforce management, desktop support and end user experience services.
  • Altron Bytes People Solutions

The Altron Bytes People Solutions is the largest South African-owned Business Process Outsourcing (BPO) solutions provider. It offers a wide range of outsourced business process solutions to assist in the increased productivity and growth of the customer’s organisation.

Its services include customer experience solutions, inbound and outbound contact centres, outsourced training and learnerships programmes, skills development training and an extensive variety of leading edge enabling technologies, all designed to augment and support the customer’s organisation.

  • Altron Bytes Systems Integration

This company is an end-to-end ICT service provider of consulting, implementation and outsourcing services. It covers financial services, public sector, retail, mining and manufacturing, travel and transport, energy and utilities, as well as telecommunications, media and entertainment.

  • Altron Bytes Secure Transaction Solutions

This company focuses specifically on healthcare IT and e-Commerce solutions, managed payment solutions and electronic transactions.

Altron Bytes Technology Learnerships

Altron Group’s major subsidiary Bytes Technology offers skills development programmes where young people, who seeks knowledge and experience in the work environment, will be trained in order to be equipped with the skills necessary to become competent and productive employees and able to contribute meaningfully to future economic success. One of the programmes provided is a learnership. A learnership programme is a structured learning programme for gaining knowledge and practical skills in the workplace leading to a qualification, registered on the National Qualification Framework (NQF).

The learnership programme is provided by the group through the Altron Bytes People Solutions, as the company focuses on empowering South African’s unemployed youth. They focus with these learnership solutions to empower the previously unemployed, build a competent and capable workforce through occupational-based skills development solutions, and ultimately provide the youth with practical workplace experience that will enhance their future employability. The duration of the learnership programme is twelve months.

The company has developed a range of learnership programmes designed to offer training leading to the acquisition of National Certificates – from NQF Level 2 through NQF Level 5 – across a range of areas. All learning programmes are aligned to unit standards and are registered with the relevant Sector Education and Training Authorities (SETAs). The key areas of focus are:

  • Information technology
  • Contact Centre
  • Business Analysis
  • Generic Management
  • Accounting
  • Financial Advisory and Intermediary Services (FAIS)
  • Warehousing
  • Business Administration
  • New Venture Creation
  • Marketing and Sales
  • Education Development and Training (EDTP)
  • Project Management
  • Wholesale and Retail Operations

Requirements for Altron Bytes Technology Learnerships

Candidates for learnership programmes must meet the basic criteria listed below and undergo various skills and psychometric testing.

  • A South African citizen
  • Aged between 18 and 35
  • Possess a valid Grade 12 certificate
  • Have a clear criminal record
  • Conversant in English and have good interpersonal skills
  • Candidates with a diploma or degree in their field are encouraged to apply
  • Unemployed and not studying full time
  • Candidates with disability must provide a valid medical certificate

How to Apply for Altron Bytes Technology Learnerships

Candidates who feel they have met the mentioned minimum criteria may start their application online on the official learnership application form page.

For more information, visit, or to get more details on the learnership programme.

SASSA Internships: Application and Requirements

About SASSA 

The South African Social Security Agency (SASSA) is a national agency of the government and a public entity in terms of Schedule 3A of the Public Finance Management Act. SASSA was formed in 2005 in order to distribute social grants on behalf of the Department of Social Development. Previously called the Department of Welfare, the Department of Social Development is responsible for providing social development, protection and welfare services to the public. It also has an oversight role over the South African Social Security Agency but no operational control over it.

SASSA was also designed to reallocate the function of social security from South Africa’s provinces to the national sphere of government and reports to the Department of Social Development. The key functions of the parastatal are related to the administration and payment of social grants, which include the processing of applications, verification and approval of applications, disbursement and payment of grants to eligible beneficiaries, quality assurance, and fraud prevention and detection.

SASSA provides social assistance in the form of:

  • A child support grant
  • Older person’s grant (a pension)
  • Disability grant
  • Was veteran’s grant
  • Care dependency grant – for caring for a child with severe disability
  • Foster child grant
  • Grant-in-aid – for those who need a full-time caregiver
  • Social relief of distress – a temporary measure for people in dire need, in the form of parcels or vouchers

All nine provincial governments were previously responsible for the administration of social grants until serious social delivery challenges occurred, especially the delay in the approval and payments of grants, possible fraud and corruption in the system, inhumane pay point facilities and huge administration costs in delivering social grants.

SASSA is mandated to ensure the provision of comprehensive social security services against vulnerability and poverty within the constitutional and legislative framework. The legislative mandate for SASSA is regulated in the following acts.

  • Social Assistance Act, 2004

The Act provides a national legislative framework for the provision of different types of social grants, social relief of distress, the delivery of social assistance grants by a national Agency and the establishment of an Inspectorate for Social Security.

  • South African Social Security Agency Act, 2004

The Act provides for the establishment of the South African Social Security Agency as a schedule 3A public entity in terms of the Public Finance Management Act. The principle aim of the Act is to make provision for the effective management, administration and payment of social assistance and service through the establishment of the South African Social Security Agency..

In 2012, Cash Paymaster Services (CPS), a subsidiary of Net1 UEPS Technologies was awarded a five-year, R10 billion tender to distribute social grants on behalf of SASSA. In 2014, SASSA was given the opportunity to initiate a new tender process due to irregular processes found as a rival bidder, AllPay, challenged the procurement process in court. The Constitutional Court consequently declared the tender as invalid but suspended the order in order not to interrupt grant payments. Each month, the National Treasury deposits the total amount to be paid out into a Nedbank trust account. Interest earned during this period goes to the state. All beneficiary accounts are held at Grindrod Bank. A grant recipient can withdraw their grant from any SASSA pay point across the country, which carries no withdrawal charge. Net1 CEO Serge Belamont claims that it is more secure because of the biometric security checks on fingerprints, or from ATMs or designated retailers such as Pick n Pay, which work with EasyPay (another company owned by Net11), to allow these withdrawals. Other companies owned by Net1 that provides loans to grant recipients is Moneyline, also, Umoya that allows grant beneficiaries to buy cell phone airtime on credit.

In its duties as a public entity, SASSA subscribes to those values that promote democracy and a culture of respect for human rights. I addition, in building social cohesion, the foremost values are:

  • Transparency
  • Equity
  • Integrity
  • Confidentiality
  • Customer – Care Centred Approach

The value preposition will require continuous refinement in order to satisfy and meet customer need and expectations. The responsiveness of SASSA to community needs and expectations may require adjustments in respect of service delivery, information technology and administrative processes.

SASSA Internships

SASSA is a dynamic organisation that provides a range of essential services to a diverse group of south Africans. With offices located all around the country, its operational structures aspire to embrace all that is state-of-the-art, offices that are modern and an environment designed to stimulate the workers to achieve, enjoy, progress and prosper.

To give unemployed graduates great experience in such field of work, SASSA offers internship programmes. The programme is a 12 month internship contract and interns will receive monthly stipend of R4200 for a National Diploma and R5200 for a Bachelors Degree.

Minimum Requirements for SASSA Internships

In order to be admitted as an intern in SASSA, applicants must fulfil the following minimum requirements.

  • South African citizen
  • Aged between 18-35 years
  • Studied at a recognised institution or higher learning in the Republic of South Africa
  • In need of Experiential Training
  • Qualification in field of studies vary according to the available positions
  • Preferences may be given according to the available positions.
  • Individuals with disabilities are welcome to apply

These are the documents required for the application:

  • A fully completed Z83 form (visit and create an account on to access the form)
  • Detailed Curriculum Vitae (CV)
  • Certified copies of qualifications
  • Certified copy of driver’s license
  • Certified copy of personal identity document (ID)

How to Apply for SASSA Internships

Those who are interested in applying for a SASSA internship should send their application form along with its supporting documents quoting the relevant reference number to the relevant reference address listed on the recruitment announcement. Announcements can be downloaded from the Vacancy page on

Appointment will be subjected to compulsory pre-employment screening in the form of qualification, ITC, criminal checks and compulsory competency assessment (where necessary).

It is the applicant’s responsibility to have foreign qualifications evaluated by the South African Qualifications Authority (SAQA) prior to the selection process.

No faxed or e-mailed applications will be accepted. Applicants who have not been contacted within 3 months after the closing date of the advertisement must accept that their application had been unsuccessful.

For further information, visit or toll free 0800 60 10 11

Rand Water Bursaries

About Rand Water

Rand Water, previously known as Rand Water Board, is a South African water utility that supplies potable water to the Gauteng province and other areas of the country. It is the largest water utility in Africa. The water comes from numerous sources and is purified and supplied to industry, mining and local municipalities and is also involved in sanitation of waste water.

The company is headquartered in the suburb of Glenvista, Gauteng, South Africa and was founded on May 8, 1903 in Johannesburg, South Africa. It was first built after the Second Anglo-Boer War (1899 – 1902), when the British government took control of the Transvaal Colony in Johannesburg with the need to restore gold mining to pre-war levels. At the time, the Transvaal Colony had discovered gold on the Witwatersrand – a place in the South African Highveld that consists of mostly grasslands with summer rains with an average yearly of 784mm rainfall. In 1903, the Transvaal administration decided to centralise the management of water resources on the Witwatersrand and the Rand Water Board was formed with the enactment of Rand Water Board Incorporation Ordinance No. 32 to supply water to the entire area. The Board was made up of eleven members recommended by the Governor of the Transvaal Colony, the Johannesburg Town Council, the Chamber of Mines and other municipalities at the time and amalgamated all other companies that currently supplied water to that point. The initial eleven members consisted of five members from the Chamber of Mines, three from the Johannesburg municipality, one from Germiston / Boksburg, one from Springs and one from Krugersdorp / Roodepoort. The Board commenced operations in 1905, and later, the memberships increased to 34 as Benoni joined in 1906, the Railways in 1914, Brakpan in 1920, Randfontein in 1929, Nigel in 1935, and Pretoria and Vereeniging in 1944.

rand water bursaries
Photo by Jessica Furtney on Unsplash

Rand Water currently gets its water supply from the Lesotho Highlands. The scheme was designed to deliver a massive amount of some 2.2 x 109 m3 of water annually to South Africa. As early as 1954, the Natural Resources Development Council proposed the idea that water might be obtained from Lesotho to augment the water of the Vaal River. Negotiations between the governments of South Africa and Lesotho started towards the end of the 1970s. Representatives of Lesotho, the European Union, the United Nations and the World Bank formally signed a treaty for the development of the project on October 24, 1987. The scheme was to be constructed in three and would include four major dams, Senqu in Lesotho, Ash River in the Free State, Wilge River and ultimately to the Vaal Dam.

Today, the Rand Water’s distribution network includes over 3,056 kilometres of large diameter pipeline, feeding 58 strategically located service reservoirs. Its customers include metropolitan municipalities, local municipalities, mines and industries. On average, the company supplies 3,653 million litres of water to its customers daily.

Rand Water is an organ of state, reporting to the Department of Water and Environmental Affairs (formerly Department of Water and Forestry). Throughout its long history, Rand Water has remained financially self-sustaining. Its financials are affirmed by Standard & Poor’s rating of its long-term local currency, corporate credit rating as A+ and its long-term foreign currency, corporate credit rating as BBB+.

Rand Water has become the largest bulk water utility in Africa and is one of the largest in the world, preserving its strategic objectives:

  • Achieve growth
  • Achieve operational integrity and use bests fit technology
  • Achieve a high performance culture
  • Positively engage stakeholder base
  • Maintain financial health and sustainability

As the company maintains its five values (equity, integrity, spirit of partnership, excellence and caring), it continues to strive to consistently meet the expectations of its customers, partners and the government by strengthening its capacity to:

  • Attract, develop and retain leading edge skills in water service
  • Sustain a robust financial performance
  • Develop and sustain globally competitive capabilities in core areas
  • Enter into and sustain productive partnerships; and
  • Develop, test and deploy cost-effective technologies

Rand Water maintains its business quality in the industry in so many ways – one of them is by ensuring that all its people operate in an environment characterised by the values of excellence, caring, equity, integrity and a spirit of partnership. The company has fully embraced the spirit of employee / employer relationships and has bound itself to abide in full measure by both the spirit and letter of all labour such as the Employment Equity Act, Labour Relations Act, Basic Conditions of Employment Act, Skills Development and Levied Legislation.

Rand Water Bursaries

As a large company that cares about the importance of the young generation’s futures, Rand Water offers bursaries for individuals who studies towards undergraduate / graduates qualifications. Bursaries provided by the Rand Water company are awarded within the following fields of study:

  • Water Care (BTech / Advance Diploma: 4th year)
  • Water Treatment and Supply (BTech / Advance Diploma: 4th year)
  • Water and Sanitation (BSc: 3rd or 4th year, B.Tech / Advance Diploma: 4th year)
  • Environmental Management (Water or Environmental Rehabilitation) (BSc: 2nd, 3rd or 4th year)
  • Chemistry (BSc Hons: 4th year)
  • Analytical Chemistry (BTech / B.Sc: 3rd or 4th year)
  • Civil Engineering (BSc Eng / B.Eng: 2nd, 3rd or 4th year)
  • Chemical Engineering (BSc / BTech / National Diploma: 2nd or 3rd year)
  • Architectural Engineering or Design (Degree / BTech / National Diploma: 2nd. 3rd or 4th year)
  • Electrical Engineering (Light or Heavy) (BTech (TVET) / National Diploma: 2nd, 3rd or 4th year or N4 – N6)
  • Mechanical Engineering (Boilermakers, Fitter and Turner Welders and Special Fabricators) (Degree / BEng (TVET) / National Diploma: 2nd, 3rd or 4th year or N4 – N6)
  • Accounting (BCom Degree: 2nd, 3rd or 4th year)
  • Internal Audit (BTech / BCom: 2nd, 3rd or 4th year)
  • Economics and International Trade (BCom: 3rd or 4th year)
  • Econometrics (BCom: 3rd or 4th year)
  • Information Science (BSc IT: 2nd, 3rd or 4th year)
  • Computer Science (4th Industrial Revolution Tech. Cyber Security, Business Analysis / System Design and Architecture) (MSc / MCom Honours Degree)
  • Hotel / Hospitality Management (National Diploma: 2nd and 3rd year)
  • Professional Cookery (National Diploma: 2nd and 3rd year)

Minimum Requirements for Rand Water Bursaries

Only candidates that fulfil the following minimum requirements will be considered to be selected as a bursar.

  • South African citizens
  • Previously disadvantaged individuals (ACI)
  • Have passed Matric or equivalent and currently studying within one of the aforementioned fields of study
  • Meet minimum average of 65% and academic performance in major subjects in field of study
  • Not in possession of other bursary funding
  • Applicants must be under the age of 35
  • Registered at recognized tertiary educational institution (i.e. University, University of Technology)
  • Have communication skills – verbal and written
  • Self-motivated and goal-driven
  • Bursars are expected to complete their qualification on record time, in line with their bursary contract / agreement.

Candidates must submit supporting documents as listed below when applying for the relevant bursary.

  • Certified copy of personal identity document (ID)
  • Application letter
  • Detailed Curriculum Vitae (CV) / Resume
  • Proof of residence
  • Certified copy of Matric certificate
  • Certified copy of full academic record
  • Certified copies of any other relevant qualification certificates

How to Apply for Rand Water Bursaries

Applications for Rand Water Bursaries can only be done online.

Candidates that feel they have met the minimum requirements to apply for a bursary provided by Rand Water may start their application firstly by registering an account, then logging in to their registered accounts and start filling in the application form.

Before submitting the application, candidates must ensure that they have provided all the required information on the application form and have attached all the required documents.

The closing date for the bursary application is on January 25, 2019.

Only shortlisted candidates will be notified. If a candidate does not receive any notification regarding to the application within a month after the closing date, it is to be considered that the application was unsuccessful.

For more information about the bursary opportunity, visit