Careers

Overview

Most of Scaw's operations have been located on their current sites for many decades, and the businesses are well known to their communities as major employers providing long term careers. Positions with Scaw are sought after, especially those offering apprenticeships and learnerships leading to certification of qualifications in terms of the Skills Development Act. 

The business has a proud tradition of technical training, offering apprecticeships in a number of trades. Apprenticeship qualifications obtained are recognised throughout the industry. The majority of successful apprentices go on to enjoy long and fruitful careers in the company. Practical training for learner technicians in metallurgy, chemistry, electrical and mechanical engineering is also offered for young Technikon graduates who wish to build a career with Scaw.

In consultation with stakeholder unions, the group also provides a limited number of employment opportunities to dependants of retired and deceased employees in order assist poor families. The group offers employees competitive remuneration packages, which include subsidised membership of a medical aid scheme and membership of a retirement fund.

Employment Equity

Scaw is committed to transforming of its workforce to represent the demographics of the country, particularly in the supervisory and managerial levels of the company.

In compliance with the Employment Equity legislation, the business submits annual reports on progress made in increasing the number of historically disadvantaged employees in supervisory and managerial positions. Employment equity is one of the main subjects discussed with the various trade unions active in the operations. Scaw is committed to making strides in achieving progress in this very important aspect, and has identified employees within the company who are being targeted for accelerated development and training. Efforts are made to attract and retain young professionals from historically disadvantaged backgrounds.

There is a commitment to achieving meaningful representation at all levels in the organisation. A target of 40% representation of historically disadvantaged South Africans in managerial levels was set for attainment by 2007 and has been achieved. Gender issues are also being taken into account with the aim of increasing the number of females in senior positions.

Training and Education

Training, education and development are underpinned by the principles of current skills development legislation in South Africa. Management interacts with trade unions at each operation to consult on skills development plans and training activities for the year. Skills development is aligned to the strategic business objectives that include productivity improvement, safety, health and environment, product quality, customer relations and human capital development.

Apprentice Training

The group has a long-standing commitment to training skilled artisans for its operations which has been demonstrated over many decades. Close to 200 apprentices are currently at various stages in training. To train an apprentice to qualify as an artisan takes up to four years of institutional training and practical on-the-job training. Scaw has also embarked on implementing learnerships which provide employees with structured learning and experience that will culminate in a qualification recognised by the National Qualification Framework. At present, the group has registered learnerships in arc furnace steel melting practices as well as chain making. Trainees on both schemes are progressing well.