South Africa’s education and training landscape is undergoing a major transformation with the full transition to the Quality Council for Trades and Occupations (QCTO) framework.
This move aims to standardize occupational qualifications, strengthen industry alignment, and ensure skills training leads to real employability. However, for Skills Development Providers (SDPs)—the very institutions tasked with preparing the workforce—this transition has proven far from seamless.
Let’s explore the key challenges SDPs are grappling with in 2025 as they shift from legacy SETA qualifications to QCTO-aligned offerings.
1. Qualification Discontinuation & Uncertainty
The biggest shake-up came with the phasing out of historically registered (legacy) qualifications. These were largely developed and managed under Sector Education and Training Authorities (SETAs) and have now reached or are approaching their expiry dates. This has left many providers with:
- No clear alternative QCTO qualifications to implement
- Delays in registration or approval of new occupational qualifications
- Ambiguity around learner articulation and recognition of prior learning (RPL)
This uncertainty hampers planning, disrupts enrolment, and places pressure on training businesses already operating on tight margins.
2. Accreditation Bottlenecks
Transitioning to QCTO compliance involves an entirely new accreditation process—even for previously accredited providers. Unfortunately, SDPs report:
- Long waiting times for site verification visits
- Delays in feedback and approval from QCTO or associated DQPs (Development Quality Partners)
- Lack of clarity around the full list of required documentation and standards
This red tape creates a “compliance limbo” where providers are eager to offer QCTO-aligned programs but cannot do so legally until accredited, impacting income and operations.
3. Curriculum Overhaul & Capacity Gaps
QCTO qualifications are structured differently from legacy programs. They include three integrated components:
- Knowledge Modules
- Practical Skills Modules
- Workplace Experience Modules
This model, while comprehensive, requires providers to:
- Redesign training material
- Hire new facilitators with dual-sector (academic and industry) competencies
- Secure workplaces for experiential learning, often without existing industry partnerships
This red tape creates a “compliance limbo” where providers are eager to offer QCTO-aligned programs but cannot do so legally until accredited, impacting income and operations.
4. Assessment Reforms & Confusion
The QCTO introduces a centralized External Integrated Summative Assessment (EISA) at the end of each occupational qualification. Providers must prepare learners for this final exam, but face several hurdles:
- Limited access to mock assessments or practice material
- Uncertainty around the roles of Assessment Quality Partners (AQPs)
- Insufficient guidance on tracking learner progress toward EISA readiness
This shift from internal moderation to external assessment has caught many off guard, with some unsure how to best prepare students.
5. Technological & Administrative Demands
QCTO compliance requires strict learner data management, evidence collection, and reporting—all increasingly digitized. SDPs are expected to:
- Upload data to the National Learners’ Records Database (NLRD)
- Maintain comprehensive learner portfolios
- Align with emerging e-assessment and online moderation standards
Yet many providers—especially in underserved or rural areas—lack the technical infrastructure, skills, or software to meet these demands effectively.
6. Financial Strain on Providers
With many SDPs needing to:
- Apply for fresh accreditation
- Develop new materials
- Train staff
- Establish workplace learning partnerships
…there’s a mounting cost burden that isn’t always supported by grants or subsidies. The delays in rolling out full qualifications also mean reduced enrolments, threatening staff retention and business viability.
7. Poor Communication & Stakeholder Support
Many providers feel left in the dark. There’s a consistent theme of:
- Inconsistent messaging between QCTO, SETAs, and professional bodies
- A lack of accessible training on the QCTO model itself
- Minimal consultation with SDPs when qualifications are revised or have expired
Providers have called for a more coordinated, transparent, and responsive engagement model to support their transition, especially those outside major urban centres.
Recommendations: Charting a Smoother Path Forward
To support the success of the QCTO transition, stakeholders must act collectively:
QCTO should ramp up its capacity, regional outreach, and digital platforms, and streamline accreditation and assessment timelines.
SETAs need to play a clearer supporting role in transition planning and funding.
The vision behind the QCTO is sound: a better-skilled, more employable workforce trained through high-quality, industry-aligned qualifications. But for SDPs on the front lines, the road to that vision has been paved with administrative hurdles, cost pressures, and a lack of clear support.
If we are to realise the potential of this transition, a collaborative, transparent, and adequately resourced approach is essential. The stakes are high—not just for training institutions, but for the millions of South Africans seeking the skills to thrive in a challenging economy.
