"Not to know what happened before you were born is to be forever a child' Cicero
As humans we are created to be in relationship with one another. In South Africa, however, we are still feeling the effects of apartheid. A system which promoted the dehumanisation, degradation, a lack of respect and the segregation of many South Africans. This system affected relationships between all South Africans and has resulted in a situation where many ordinary people are still struggling to break down old habits and belief systems.
Learn to Earn has taken the valuable inter-cultural relational lessons learnt in the organisation since 1998 and the result is The Encounter course – a real and important tool for revolutionising relationships.
The Encounter is:
- A programme designed for corporate teams to interact, grow and experience each other's differences and similarities.
- A practical programme that helps to establish understanding, communication and difference through the interpretation of symbols, actions and speech.
- A 'safe space' to identify and work through stereotypical beliefs/reactions we have towards others based on our racial and/or ethnic assumptions.
- A celebration where we have come from and to look forward to where we must go.
The Encounter's mission is:
To increase understanding of ourselves, our respective cultures and their uniqueness – the ways we interact with one another. Consequently to develop a level of consideration that moves participants beyond the negatives of the past towards better relationships.
Areas covered include:
- Interpersonal awakening: understanding your culture, my culture and the impact we have on each other
- The Experience: walk in another person's shoes
For further information please contact Learn to Earn Head Office on +27 21 671 2230
Indlala Iphelile - Poverty is Over
Here are some of our graduates stories
Learn to Earn Staff & Boards
Learn to Earn's staff are based at our 3 sites. Our training staff are situated at our Khayelitsha and Hermanus training centres. Our admin staff are based at our head office in Claremont and at the Khayelitsha centre.
Learn to Earn's various boards meet 4 times per year and are made up of LtE Staff representatives (including our Director, General Manager, Khayelitsha and Hermanus Branch Managers and Project managers) as well as private individuals with a heart for seeing change in our communities.
Learn to Earn training, project and admin staff at the 2014 staff retreat
Significant dates in the Life of Learn to Earn
If you are looking for a walk down memory lane then you are in the right place.
April 1989 - LtE starts
August 1995 - Roché van Wyk appointed Director of LtE
March 1998 - 1st carpentry course started
March 1999 - at the request of the RDP Forum, LtE opens a branch in Hermanus to serve the community of Zwelihle. The Zwelihle community has up to 70% unemployment rate
January 2000 - 30 Jan opening of new complex in Khayelitsha, celebrated 10 years of ministry to the unemployed in the Khayelitsha community, what is remarkable is that we managed the building project ourselves and were able to complete the complex at 50% less than the budgeted costs
June 2000 - opened coffee shop at Khayelitsha
July 2001- "start-up programme' renamed Zakhele, 1st Business Achievers course graduates
Mid August 2001 - 1st sewing school at LtE Durbanville graduates under the instruction of Loretta Pietersen
September 2001 - 21 Sep - graduation of the first Desktop publishing course at LtE Khayelitsha
October 2001 - Staff retreat 'Experiencing the City'
Early 2002 - Housekeeping course introduced to skills courses offered at Hermanus
2002 - The LtE Business Resource Centre was formalised and registered
2002 - Staff retreat at Flora Bay, Hout Bay - 'Servant Leadership'
2003 - late 2003 The Encounter Course is developed
March 2004 - LtE celebrates its 15th birthday
March 2004 - 25th March - 1st LtE Golf Day held at De Zalze
2004 - Staff Retreat 'Site C – Khayelitsha'
2005 - LtE accredited with SETA and the Department of Labour
2005 - LtE closes the Durbanville Branch
October 2005 - Staff retreat 'Life Stories' - Noordhoek
March 2006 - 3 March - 1st Hermanus Golf Day
2006 - LtE received an award of excellence from Impumelelo Innovations
2007 - LtE Association is launched
January 2007 - LtE Head Office in Rondebosch is opened
February 2007 - LtE receives a gold award from Impumelelo Innovations
August 2007 - staff retreat 'Time to Receive' Carmel, Victoria Bay, George
February 2008 - 1st Graphic Design Course and Office Administration Course start at LtE Khayelitsha
April 2008 - 10 April - the first sod was turned for the building of the new LtE Hermanus branch
September 2008 - staff retreat 'Time to Build' - Habitat for Humanity house build
November 2008 - commencement of the new building at LtE Khayelitsha
March 2009 - LtE celebrates 20 years
March 2009 - Hemanus staff move into their new state-of-the-art purpose-built building and celebrate 10 years in Hermanus
May 2009 - The 'tfg' store opens
September 2009 - Staff retreat 'Integrity' - Wortlegat, Stanford
December 2009 - LtE Head office moves to 79 Belvedere Road, Claremont
January 2010 - Khayelitsha staff move in to their new building
May 2010 - The tfg Store celebrates its 1st birthday
August 2010 - Khanya bag range wins Best Product Award at the South Africa Hand Made Collection, Decorex, Johannesburg
August 2010 - LtE Hermanus Opera Evening
September 2010 - Staff retreat 'Building Blocks' - Goedgedacht Farm, Riebeek Kasteel
September - November 2010 - 'I give a duck' Campaign
November 2010 - Awareness and fundraising Quiz Evening, Powerscourt Golf Estate, Ireland
March 2011 - Awareness and fundraising Quiz Evening, South Africa House, London, UK
June 2011 - Opening of the Hermanus Coffee Shop
July 2011 - 16 – took part in the Nelson Mandela Foundation's Legacy Canvas cocktail party
29 – LtE Quiz and dinner, Mutual Park, Pinelands
September 2011 - Staff retreat 'Ingredients for Life' – Bridges Centre, Franschhoek
March 2012 - 15th – the 9th LtE Golf Day takes place
May 2012 - Alpha Course run for the 1st time at LtE
June 2012 - Commencement of training partnership with the City of Cape Town
July 2012 - 27th - LtE Awareness dinner dance at Suikerbossie
August 2012 - 25th – the 15th LtE AGM
September 2012 - Staff retreat - Volmoed, Hermanus
October 2012 - 1st Association Workshop takes place
December 2012 - Graphic Design showcase held at Dorp Street Gallery, Stellenbosch
March 2013 - 1st time a group rides for LtE in the Cape Argus Pick n Pay cycle race
April 2013 - 10th Golf Day takes place
May 2013 - 2nd feel good Project store opens at the Harare Square tfgP Offices, Harare Khayelitsha
August 2013 - LtE awareness dinner dance at Suikerbossie – The Epic Adventure
September 2013 - Staff retreat 'Integration & Purpose' – Bridges Centre, Franchhoek
September 2013 - 2nd Association Workshop
October 2013 - Point of Sale Course starts at LtE Hermanus
October 2013 - Call Centre Course starts at LtE Khayelitsha
November 2013 - Graphic Design Showcase held at TFG design Centre
December 2013 - Gilbert Muchanyara graduates from the E³ programme
March 2014 - LtE Celebrates 25 years of impacting the unemployed
March 2014 - 2nd time a group rides for LtE in the Cape Argus Pick n Pay cycle race
April 2014 - Technical Skills Course started at LtE Hermanus
May 2014 - LtE Quiz Evening at Jubilee Community Church
July 2014 - Sewing Production Line Course starts at LtE Khayelitsha
July/August 2014 - Staff retreat 'The Lord's Prayer', Carmel, George
August 2014 - 17th Annual General Meeting
September 2014 - LtE Dinner at Suikerbossie Restaurant celebrating 25 years of impacting unemployed
December 2014 - Zukisa Fono graduates from the E³ programme
February 2015 – Ground UP Cape Town starts training
March 2015 – Team of riders represents Learn to Earn in the Cape Town Cycle Tour
June 2015 – Ground UP Johannesburg starts training
July 2015 – Staff retreat takes place at Almond Bridge Guest House, Malmesbury
August 2015 – 18th LtE AGM
November 2015 – Graphic Design Exhibition at the iZiko National Gallery annexe
LtE has trained over 11 500 unemployed people since 1989. The annual average of 79% of our graduates become economically active, 13% of which are self-employed.
Joan Mackee - Feb 1999 -Sep 2000
Laura Allais - October 2000 - April 2003
Rina Maree - April 2003 - September 2009
LesleyAnne James - August 2010 - January 2012
Edwin Brooks - June 2012 - August 2014
Martin Isaacs - November 2014 - present
Melt van der Spry
Paul Sturrock - 1999 - 2004
Susan Wishart - November 2004 - January 2009
Rod Hopley - Feb 2009 - December 2010
Martin Isaacs - March 2011 - October 2014
Desiree Ulster - August 2015 - present
Chairmen of the Executive Board
Ian MacDonald - 1996-2001
Neville Goodwin - 2001-2002
Neil Macdonald - 2002-2010
Jerry van Niekerk - 2010-2012
Neil Macdonald - 2013 - present
The first ten years: 1989-1999
The name "Khayelitsha" kept coming into Doug Fisher's mind as he drove through the night to Cape Town, where he and his wife Yvonne were relocating from Durban. Feeling sure that God was leading them to make this move – yet uncertain as to what the future might hold. In Cape Town, Doug discovered that Khayelitsha was a fast growing Township about 30km from the city. He met up with an old school friend, who had come to faith in a Baptist church, and had contacts in Khayelitsha.
Doug, was given two rooms in the municipal offices in Khayelitsha, free of charge for a year. He envisaged running literacy lasses as he had been involved with a church-based NGO in Durban teaching literacy. He organised for a literacy teacher from Durban to teach Nomvula (Patience) Zali, a Khayelitsha resident, how to run literacy classes. Unfortunately there was very little interest from the community, with just one man graduating.
Not one to give up easily, Doug decided rather to offer sewing, knitting and crocheting classes, which were taught by Patience. Yvonne drew up a detailed basic sewing course and later an advanced course which Bukelwa (Vivian) Mfundisi taught when she joined the project. The project was called the 'Baptist Training Project' because the Fishers came to faith in the Baptist Church, Hillcrest Natal. The Project letterhead had the heading: "A Hand up – Not a Hand Out". The slogan "Learn to Earn" was to give donors and the community the correct perspective on the project. All clothing and bedding made had the label "Good News Gear" Khayelitsha on them.
When the project moved to a small portable classroom in Site C, after the 1st year , theft was a big problem along with the political violence. Whenever he was able to, Doug visited past students in their homes, and was encouraged to see how many of the women were empowered by being able to sew.
The response from the community towards the project was mixed. However, in the six years that Doug ran the Baptist Training Project he aimed to make the project a haven of peace and tranquillity amidst the political violence. He has said that he never once regretted going to start the work in Khayelitsha, and seldom felt fearful during the political violence, always seeking God's protection. He believed firmly that God called LtE into existence, and when he decided his time at the project was coming to an end he prayed for a younger person with enthusiasm and energy, as well as being a pastor with practical skills, to take over the leadership of the project. Doug's prayers were answered in the form of Roché van Wyk who started as Director of LtE in August 1995. Roché has a background in the engineering field has been a pastor and had just returned from completing a degree in Urban Missions and Intercultural Studies in the USA.
Doug's vision of the project being a resource centre to help start other training centres elsewhere never realised during his time, but has since been, with the opening of the Hermanus Branch of Learn to Earn in February 1999.
Roché van Wyk formalised the project in 1995, the name was change to the Learn to Earn Training Project and a board was established locally and an advisory and representative board established in the USA.
Learn to Earn Vacancies
With its motto of ‘a hand up – not a hand out,’ Learn to Earn is a skills development organisation, made up of an NPO, NPC and a PTY, which develops unemployed people, socially, economically, emotionally and spiritually, irrespective of colour, creed, ethnicity and religion. Our vision is ‘to eradicate unemployment and other legacies of injustice in South Africa and Africa. Our basis for human-scale development is based on restorative justice. Through providing a programme that recognizes human dignity and the human right to live a meaningful life, we aim to assist individuals to regain their self-respect. We do this by empowering them to provide for themselves and for their families. We are a Christian organisation and to certain expects we require employees to be active and practicing church going Christians. Should you meet the brief we invite you to apply.
Training interventions provided by Learn to Earn are circumstantial, practical and market related. What is innovative about Learn to Earn is the methodology and ethos behind its training interventions. The ethos of the organization is about rebuilding the self esteem, dignity, self respect and ambition of our trainees.
The holistic concept to development facilitates the complete development of the unemployed person. Our vision and mission is applied through offering skills training and job creation activities to the unemployed.
The following vacancies are available at Learn to Earn:
Ground UP Business Manager - based at the LtE Head Office in Claremont
Human Resource Manager - Senior Management - based at the Khayelitsha Campus
Donor & Resource Administrator - based at the LtE Head office in Claremont
Further details on each of the vacancies can be found below
Donor & Resource Administrator
LtE seeks to appoint a Donor & Resource Administrator to the Fundraising Team. This is a full time positon based at our Head Office in Claremont.
Objectives of the position
Through providing sound administration support to assist with the development and growth of the income stream for the organisation, primarily through financial donations, in addition to pro bono services and material/goods donations. To work on researching funding opportunities, dealing with reporting administration requirements and managing funding cycles.
• To be responsible for the administration regarding maintaining the existing donor base and existing reporting structures.
• Researching new funding opportunities with local, regional and international corporations/trusts.
• Administer funding proposals.
• Be involved in special events for fundraising, including but not limited to, Quiz Nights and Dinners.
• Researching cause-related marketing opportunities and B-BBEE opportunities.
• Submit the annual NPO report and contribute to the development of LtE’s annual report.
• To work closely with the LtE Director in establishing additional revenue streams.
• Sending of thank you letters/receipts/Tax Certificates and BEE documentation to donors and partners.
• Pipeline management using Salesforce: tracking proposals sent, reviewed, accepted or declined.
Requirements: (In addition to Personal Qualities listed below)
• Minimum of three years experience working in the non-profit sector;
• Ability to work to deadlines, and achieve agreed income targets;
• Highly developed written and oral communication skills;
• Sales experience will be an advantage.
• Ability to work as part of a team;
• Scheduling and conducting site visits and tours for present and potential supporters
• Excellent computer skills, particularly MS Office, and CRM tools preferably Salesforce.
• Must possess a current driving licence and own vehicle, and be prepared to travel locally.
• To endorse and promote the philosophy of ministry of LtE, likewise to promote and endorse the code of conduct of LtE.
• Is a committed Christian with a sound understanding of holistic human development from a Christian perspective
• Member/regular attendance of a local evangelical church
• Ability to make things happen (self-motivated)
• Detail oriented
• Good networking skills
• Well-organised and structured
• Good communicator written and verbally and comfortable with public speaking
• Knows how to communicate inter-culturally
• Calm under pressure
• Personal characteristics of determination and perseverance, perceptive and creative
To be discussed
NOTE: Only short-listed candidates will be contacted for interview.
Ground UP Business Manager
LtE seeks to appoint a Business Manager for the Ground UP project, to be based in Cape Town.This is a permanent, full-time position.
Ground UP (GU) has two aspects - a Barista Training Academy (GUA) and a Franchise Business. Ground UP Business involves the income generating activities including entrepreneurial activity and highly in demand Mobile Barista units geared to service various events across the Western Cape and business skills and mentoring for running one of the Ground UP units.
- Implement the vision, mission and philosophy of ministry of LtE through the development of Entrepreneurs within the GU Business (GUB) franchise model. This will require the formalisation and development of the model based on a social franchising approach
- See to the successful implementation of the model and ensure all structures, policies, processes, procedures and the mentoring of franchisees occurs successfully, resulting in the proliferation of profitable GUB trading units, whether in the form of trailers, corporate solutions or GU Express Cafés
- Manage all logistical matters pertaining to GUB Trading Units; ensuring excellence, consistency, and reliability of service
- Manage matters pertaining to the GUB Franchise for new business opportunities
- Manage sales, sales targets and budgets
- Report to the Director of Learn to Earn Development Enterprise (PTY) Ltd. on all operational, financial and strategic matters
- Work with the Director, ED Facilitator and other staff to ensure the spiritual welfare of the organisation and spiritual growth of the staff
- Work with Media and PR department in relation to all branding and marketing material (visual and printed)
- Meet on a regular basis with the Management team to plan and pray together concerning strategy for LtE, particularly the GUB and the synergy with the GUA
- Research and report on best practice methodologies and processes regarding coffee, coffee making and the industry trends
- Strategic planning, development and implementation of the LtE Ground UP Project in Cape Town for now
- Meet regularly with LtE role players for purposes of monitoring and evaluation of the Project including the provision of relevant reports on the growth and development of the Ground UP Project
- Identify and establish trading opportunities for additional roll out of GUB Units
- Lead the implementation and the ongoing development of the GUB while working closely with GUA and the ED Facilitator to ensure a pipeline of potential entrepreneurs
- Liaise with the ED (Enterprise Development) Facilitator on the progress entrepreneurs are making, offering specialist input where required
- Liaise with and support the Donor Developer and Resource and Partnership Developer on funding and partnering opportunities
- Knowledge of the coffee industry and business, in particular franchising at the very least have the acumen to be able to quickly come up to speed with the industry, and concepts
- Should be driven and adaptable, as the position initially will require a lot of time and input beyond normal working hours. This includes weekend work related to events or functions
- Ability to work with, manage and guide people from diverse backgrounds and educational levels
- Must be a competent barista in their own right so they are able to troubleshoot and be relieve staff
- Has acute attention to detail, is practical and is a solution driven, especially when working on events and the issues that periodically arise
- Have a valid driver’s license and experience in towing trailers, in particular must be able to reverse with a trailer
- Ability to manage the financial process from budgeting to expenditure, giving full account for all facets
- It would be advantageous to have some basic mechanical skills as well- work with tools
- Willingness to travel in and around the City of Cape Town
- Own transport and a valid South African driver’s license is therefore a requirement of this job role
- Participate in weekly staff devotions and prayer meetings
- Participate in the employer’s Annual Staff Retreat
- We go away together for a weekend
- Participate in the employer’s Annual Report Back Meeting and other FR Events
- Be co-responsible for the continued development of the employer
- Endorse and promote the employer’s Statement of Faith, Vision and Mission Statements and Statement of Principles
- Promote the employer and obtain financial support therefore
- Outside of the employees above responsibilities the employee will be expected to do things that fall outside of the ambit of their job description, including but not limited to sweeping, cleaning, covering for and helping other staff. This is a team ministry
In your covering letter please indicate your current and required salary, your mobility to travel between branches and notice period with your current employer, if any.
Should you not be contacted within 90 days of the application deadline, please consider your application unsuccessful. Only short-listed candidates will be contacted for interview
Human Resource Manager for the Learn to Earn Group
Learn to Earn seeks to employ a Human Resource Manager for the Learn to Earn Group. This position is a permanent appointment and would report to the Director of Learn to Earn. There would be various indirect reports that would provide and assist in achieving the KPA’s of this position. We are a Christian organisation and to certain expects we require employees to be active and practicing church going Christians. Should you meet the brief we invite you to apply for the above position.
To manage an effective and efficient Human Resources unit to achieve the organisations objectives and strategies.
To ensure full compliance to the BCEA, EE, LRA , SDA, OHSA, SETA development and maintenance and implementation of HRM polices
KEY PERFORMANCE AREAS:
• Manage the administration of all time and attendance records
• Manage and monitor the effective administration of employment conditions of all employees.
RECRUITMENT AND SELECTION
• Manage the review, development, and implementation of a streamlined recruitment and selection procedure.
• Manage the provision of a support and administrative service to all line managers in the areas of short-listing and the constitution of interview panels.
• Manage and administer permanent and fixed period employment contracts.
• Ensure the alignment of Human Resources policies and procedures to meet the human resources strategic objectives.
• Ensure the alignment of Employment Equity Plan to the Human Resources Plan and strategic intentions of the organisation.
• Ensure that the organisation meets its reporting requirements in respect of HRM.
• Ensure and provide strategic human resources management support to the senior management team.
• Ensure the effective and efficient management of human resources management information within the organisation
• Updating of Human Resource policies in accordance with latest legislation.
TRAINING AND DEVELOPMENT
• Provide strategic leadership and ensure the development of a training and development strategy and plan that is aligned to the strategic objectives and priorities of the organisation.
• Ensure the alignment of the training and development plan to the strategic objectives and priorities.
• Ensure the provision of resources for the effective implementation of the training and development
• Ensure the development of a talent management strategy and plan, aligned to the long term strategic intentions and objectives.
• Implement and perform induction programme for all new staff members
• Implement and perform exit interviews for staff terminations (i.e. resignations, retrenchment or dismissals).
PERFORMANCE MANAGEMENT SYSTEMS
• Ensure the development of an integrated performance management approach, in support of achieving the strategic objectives and priorities.
• Ensure the uniform and effective implementation of the performance management system across units within the organisation.
• Monitor the performance management findings and evaluate the impact on the achievement of the organisation’s strategic objectives and priorities
• Ensure job evaluation on all posts is conducted in line with policy requirements
• Conduct organization work-study investigations into effective and efficient utilization of resources, to identify resource requirements and optimization of business processes.
• Develop and implement structured, strategized Employee Health and Wellness programmes.
• Liaise with, manage and monitor external employee wellness service providers.
• Plan interventions based on risk and needs analysis.
• Monitor and evaluate the implementation of wellness interventions.
• Management of Health and Productivity programmes in line with the Employee Health and Wellness Framework for the organisation.
• Manage the Occupational Health and Safety Committee – (safety, health, environment, risk and quality)
• Promote an occupationally healthy and safe environment for all employees within the organisation.
• Ensure the reduction of occupational injuries and diseases.
• Manage and co-ordinate all COID claims and processes
• Report to SMT any requirements around employee assistance
• Implement and manage disciplinary procedures
• Ensure the effective management of Human Resources Management records and information (including performance management information); so to enable effective management of employees within the workplace.
• Ensure the effective management and integrity of all Human Resources Management transactions including leave, salaries and salary payments, annual performance based increments, benefits administration etc.
• Ensure compliance with SARS on PAYE and issue of IRP5’s and IT3 annually
• Manage Branch Managers in terms of HR Administration
• Any other duties which may be assigned from time to time
• Bachelor's degree in human resources or a related field with a minimum of 7 years’ experience at management level
• Knowledge of SETA landscape and National Human Resource Strategy Competencies
• Ability to give full attention to what other people are saying, to motivate and develop people as they work, and identify the best people for the job
• Ability to be aware of others' reactions and understanding why they react as they do, to use logic and reason to identify the strengths and weaknesses of alternative solutions, and to bring others together and trying to reconcile differences
• Integrity - Job requires being honest and ethical
• Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high stress situations
• Leadership - Job requires a willingness to lead, take charge, and offer opinions and direction
• Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations
• Initiative - Job requires a willingness to take on responsibilities and challenges
• Communication; Professionalism; Computer literate; Knowledge of all applicable Acts: SDA, OHSA, LRA, BCEA, EE; Interpersonal skills, Project Management skills
• Excellent command of English, written and verbal. isiXhosa or isiZulu would be useful
• Intercultural work experience and knowledge
If you have not received a response within 4 weeks after the closing date, please assume that your application was unsuccessful. This advertisement has the minimum requirements listed. Management reserves the right to use additional, relevant information as criteria for short-listing.
The following apply to all Learn to Earn jobs:
• Hold to LtE's statement of faith and be an active member of an evangelical church.
• Be in possession of a relevant qualification and relevant Certificate or Diploma (if applying for a Training position) as a facilitator.
• Have at least 5 years' experience working in training environment (if applying for a Training position)
• Working knowledge of the SETA environment.
• Excellent English communication and report writing skills.
• Good computer skills.
• Knowledge of Xhosa would be beneficial.
• Ability to work inter-culturally.
• To participate in weekly staff devotions and prayer meetings, the staff language programme "Word-a-day", and the weekly services.
• To participate in the employer's Annual Staff Retreat. We go away for a weekend.
• To participate in the employer's Annual Report Back Meeting which is held on a Saturday.
• To be co-responsible for the continued development of the employer.
• To endorse and promote the employer's Statement of Faith, Mission Statement and Statement of Principles.
• Staff development in the field of focus will be offered from time to time. To enrol in a systematic theological educational programme would be encouraged. The possibility exists that as a staff we may do an in-house course on the theological basis for holistic ministry.
• To promote the employer and obtain financial support therefore.
• Outside of the employee's above responsibilities the employee will be expected to do things that fall outside of the ambit of their job description, such as sweeping, cleaning, covering for and helping other staff. This is a team ministry.
• The current normal work hours are 08h00 to 16h30 on Monday to Thursday and 08h00 to 15h30 on a Friday
• Teatime will be from 10H30 to 11H00. Lunchtime will be taken from 13H00 to 13H30 daily.
• These hours are subject to change at the Director's discretion.
• Occasionally you may be required to attend activities outside of the above hours. This would not be considered overtime.