Reskilling, upskilling + training
Aligning workforce capabilities with national water priorities Dr Mmaphefo Thwala, Water Sector Manager at EWSETA
dual training model noted by the president, which links formal education with structured workplace experience. EWSETA plays an important role in connecting training institutions such as TVET colleges with employers and public utilities, ensuring that learning is tied to the realities of plant operations and distribution networks through workplace-based learning. A critical continuing focus must be on reducing the disconnect between qualification and competence. Identifying gaps, building capacity responsively Increased collaboration with industry is important in uncovering where the skills gaps are and where existing training no longer matches the realities of the water system. By engaging with water boards, municipalities and private industries, EWSETA helps to close the gaps and assist with designing qualifications that address operational demands. EWSETA has developed suitable water-focused occupational skills programmes for qualifications across various skill levels, from Water Conservation Practitioner, Industrial Water Plant Operator, and Borehole Pump Operator, all at NQF Level 4, to Industrial Water Process Controller (NQF 5), Water Works Management Practitioner, and Water Control Officer (both NQF 6), Water Use Specialist (NQF 7) and Water Resource Manager (NQF 8). However, aligning qualifications to current needs is only part of the issue. The pressures facing the water system are constantly evolving due to climate change, ageing infrastructure, rising demand, pollution impacts and rapidly advancing technologies. Skills development must therefore look beyond keeping today’s infrastructure operational and begin actively preparing the workforce for what lies ahead. Training that builds capability in smart systems, digital water management systems, nature-based solutions and sustainable water management will enable long-term resilience across the sector. Meeting national accountability The introduction of licensing for water service providers and the possibility of criminal consequences for ongoing failure, highlight that performance in the water sector is now directly linked to accountability. The establishment of a National Water Crisis Committee, chaired by the president, also confirms that water has been elevated to a matter of national priority. This shift reframes the crisis not only as an infrastructure challenge, but as a test of professional competence and institutional responsibility. A sector facing stricter oversight and public scrutiny cannot function without a workforce able to operate and maintain increasingly complex systems. Investing and strengthening the skills base of South Africa’s water workforce will improve the sector’s ability to respond to immediate failures and future pressures, making skills development essential to ensuring water security.
T he Energy and Water Sector Education and Training Authority (EWSETA) supports President Cyril Ramaphosa’s call to restore and upgrade critical water infrastructure – and we believe water reform is as much a skills issue as a funding one. In February, in the State of the Nation Address, President Ramaphosa went as far as saying that “water is now the single most important issue for many people in South Africa”. The president acknowledged years of underinvestment, maintenance backlogs and system failures. However, infrastructure alone will not secure South Africa’s water future. The system only works when there are skilled people to [build] operate and maintain it. There is a clear opportunity for EWSETA to extend its contribution to water sector recovery. Working with national and local government, municipal water utilities, water boards and industry, EWSETA has already been involved in supporting skills development in the sector. However, considering the scale of the challenge outlined in the 2026 SONA, there is scope for EWSETA to take on additional skills development initiatives. Creating a practical link EWSETA is supporting the changing landscape of water management and better aligning workforce planning with infrastructure investment will mean driving skills development that is guided by what is happening in treatment plants, pump stations, and across reticulation networks. When training priorities are informed by municipal maintenance backlogs or system failures, they can respond directly to the pressures faced on the ground. This focuses workforce development to support infrastructure upgrades and sector reform. By strengthening training for water artisans such as plumbing and millwright technicians and expanding our programmes that upskill and reskill the existing municipal workforce, we can strengthen the technical skills in the system. Building technical competencies in operations and maintenance through artisanal learnerships and recognition of prior learning, ensures skills development responds directly to where the system is under strain. This also speaks to the Dr Mmaphefo Thwala, EWSETA.
For more information visit: www.ewseta.org.za
28 Electricity + Control APRIL 2026
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