The Subject Matter Expert Dilemma: Balancing Expertise and Cost in Training
As the phase-out period for legacy qualifications approaches and we shift towards the QCTO occupational qualification framework, we find a real dilemma surfacing within the private training provider space. This being the uncompromising mandate from the QCTO that facilitators must be subject matter experts in the disciplines they teach.
This shift towards expertise-driven facilitation stems from a growing recognition that effective occupational training requires more than just theoretical knowledge; it demands real-world insights that only seasoned professionals can provide which is the basis of the occupational qualification model.
The Value of Expertise
Experience is the cornerstone of expertise. It transforms theoretical knowledge into practical wisdom, enabling SMEs to offer nuanced perspectives that are rooted in real life work experience. For learners, this translates into training that is not only informative but also applicable. The ability to draw from a well of real-life scenarios is important as SMEs can tailor their teaching to address the specific challenges and opportunities that learners will face in their respective fields. This also illustrates why the facilitator must have an educational qualification one NQF Level higher than that which they are facilitating.
The Onus on Facilitators
Private training providers are currently experiencing a shift in requirements as they align themselves to the QCTO curriculums, which in turn demands that facilitators reassess their expertise in their respective subjects and update their resumes accordingly. A CV that highlights years of experience in training facilitation alone does not meet the evolving needs of providers looking for subject matter experts (SMEs) in new occupational qualifications they aim to offer. Consequently, facilitators with such CVs may find themselves without opportunities, while providers face the challenge of wading through numerous applications to identify the right SME.
QCTO Qualification Analysis To Determine Current SME Demands
EISA Hub carried out a comprehensive analysis on the 768 full and part qualifications found in the QCTO database. This was done to determine the existing demand for SME facilitators by examining the distribution of NQF levels among all qualifications presently listed (as depicted in Figure 1). The findings revealed that a majority of 62% of QCTO qualifications are categorized within the NQF Level 1-3 bands, while the remaining 38% fall under the NQF Level 4-8 bands.
Figure 1: All QCTO Full and Part Qualifications by NQF Level
QCTO Qualifications That Are Also Registered Learnerships
Subsequently, our examination focused on QCTO qualifications that are also registered learnerships, which are essential for fulfilling the B-BBEE skills development component for numerous employers. It was determined that, at present, a mere 85 qualifications are recognized as registered learnerships (as shown in Figure 2). The leading three AQP or SETAs with the highest number of learnerships are: Services SETA, with 17 learnerships; NAMB, offering 16 learnerships; and Fasset, providing 8 learnerships.
Figure 2: Registered QCTO Learnerships by SETA
In the final part of our study, we scrutinized the NQF Level distribution of registered learnerships (as represented in Figure 3). The analysis showed that a small portion, 16%, of all learnerships are within the NQF Levels 1-3 bands, whereas a significant 84% are within the NQF Levels 4-8 bands. This presents a markedly contrasting view of the SME prerequisites necessary for qualifications that are also registered learnerships.
Figure 3: Registered QCTO Learnerships by NQF Level
Summary of Analysis
The study reveals that for providers concentrating on any QCTO qualification, regardless of its registration as a learnership, there is a greater demand for SMEs within the NQF Level 1-3 Band.
The analysis further suggests that providers dedicated to learnerships might experience an increased demand for SMEs in the NQF Level 4-8 band. It implies that for the vast majority (84%) of qualifications currently registered with the QCTO and also recognized as learnerships, an SME is expected to have at least a NQF Level 5 educational qualification.
Regardless of whether or not a provider is delivering QCTO qualifications that are also registered learnerships, the critical requirement for their facilitators is that they are also SMEs. It should be noted that there are several qualifications where a facilitator is not required to also be an assessor. For definitive guidance on the dual role of a facilitator as an assessor, one must refer to the QCTO curriculum document. This document clearly outlines the necessary guideline on whether a SME facilitator must also be an assessor.
This potentially offers some reprieve for providers as trying to find a SME with working, practical experience in the occupational qualification that they are to facilitate, that is also an Assessor can make the task a great deal more challenging and also lead to substantial increases in Human Resource overheads. This due to the fact that market related salaries for assessors and moderators are higher than that of a facilitator.
The Real Cost Implication for Providers and Employers
Seasoned professionals or SMEs often command higher fees due to their experience and educational qualifications. For training providers, this creates a financial dilemma: how to balance the need for top-tier facilitators with the realities of budget constraints. The cost associated with hiring SMEs can significantly drive up the price of training programs. This is an important point for employers to be made aware of as we move towards the QCTO qualification implementation and that providers will legitimately need to relook at their pricing strategies to remain viable.
A Strategic Investment
Despite the higher upfront costs, investing in SMEs for training facilitation can yield long-term benefits. High-quality training led by experts can enhance the reputation of the provider, leading to increased demand for their training. It’s essential to highlight the significance of the External Integrated Summative Assessment (EISA), a mandatory component for all learners pursuing occupational qualifications. The effectiveness of the facilitation process is measured by its ability to guide learners towards successfully passing their EISA This approach is designed to circumvent the extra cost of EISA re-writes and additional pressure on learners to re-write their EISA. It’s crucial to note that a learner’s repeated failure to pass the EISA can jeopardise a provider’s accreditation with the QCTO, as such metrics are under stringent scrutiny
Finding the Middle Ground
To navigate the SME dilemma, training providers must find a middle ground. This could involve a mix of strategies, such as:
Encouraging collaboration between SMEs and less experienced facilitators, allowing for a transfer of knowledge and a more balanced cost structure.
Utilising technology to create hybrid models that reduce reliance on in-person expertise.
Forming partnerships with clients who may sponsor the SMEs as part of their corporate social responsibility (CSR) or B-BBEE initiatives, reducing the financial burden on the training provider.
Consider Outsourcing Assessment and Moderation Processes
Outsourcing the entire scope of assessment and moderation could be a strategic move on the part of a provider to drive down costs of delivery. Fixed SME assessor and moderator costs in addition to SME facilitator costs can lead to the overall training delivery costs for providers to become exorbitant. Therefore, leveraging off reputable companies such as EISA Hub that can deliver the assessment and moderation component on behalf of a provider can ensure that these costs remain manageable and can be up or downscaled as and when required without the burden of carrying fixed overhead costs
To assist providers, EISA Hub has developed a full assessment and moderation service with the convenience of immediate online bookings or booking directly through the EISA Hub App. Using this option from the onset whilst formulating your QCTO delivery costing models could provide an avenue to reduce delivery costs significantly and become more competitive in the market.
Conclusion
In conclusion, the SME dilemma presents a complex challenge for training providers, balancing the need for expert facilitation against financial constraints. Our analysis underscores the importance of strategic planning in the utilisation of SMEs, particularly in the context of QCTO qualifications. Providers must weigh the benefits of high-quality training against the real cost implications, recognising that while SMEs may command higher fees, their expertise can significantly enhance the value and appeal of training programs.
Ultimately, a judicious approach to managing SME resources can lead to sustainable training models that uphold excellence and ensure the successful facilitation of occupational qualifications, thereby safeguarding a provider’s reputation and accreditation.
