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These FAQs provide general guidance on Collective X’s outcomes-based co-payment programmes, delivered through the Digital Skills Impact Fund. The Fund does not finance training as a grant; it co-pays partners for independently verified outcomes.

Specific parameters, including contribution amounts and caps, the split of contributions across milestones, enrolment windows and closing dates, are defined for each funding window and confirmed in the Implementation Agreement. Where these FAQs differ from a signed agreement, the agreement prevails.

Key Terms Explained

Before you dive into the detail, here’s a quick, plain-English guide to the key terms used throughout these FAQs.

TERMWHAT IT MEANS
AbsorptionWhen a beneficiary who’s completed WIL is offered a genuine job or work opportunity — a real workplace role that creates business value, not a role created solely to satisfy the programme. The duration of work should be no less than 6 months, with an average of 24 hours owf working per week, and with earnings commensurate with market rates for a person with these skills and work experience.
Aggregator (Demand Aggregator)An organisation that consolidates ICT job demand from several Employers and coordinates their beneficiaries’ journey through the programme.
BBBEEBroad-Based Black Economic Empowerment — South Africa’s transformation status certificate, checked during due diligence.
BCEABasic Conditions of Employment Act — South Africa’s law setting minimum employment standards.
BeneficiaryAn Unemployed Youth enrolled on the programme to build skills and move into work.
CIPCCompanies and Intellectual Property Commission — confirms an organisation is formally registered and in good standing.
Condition PrecedentA requirement that must be met before an agreement, or part of it, takes effect.
Continuous Work ExperienceAny paid work arrangement with a single employer for more than 12 months — this disqualifies a candidate from being an Unemployed Youth.
DHETDepartment of Higher Education and Training — the government department overseeing post-school education in SA.
Digital Skills Impact FundThe outcomes-based fund that co-pays partners for independently verified programme results.
EmployerThe business offering the ICT role, responsible for absorbing beneficiaries into work after training.
Employment Equity ActThe law that defines what counts as a disability for PWD classification purposes.
Foundation TrainingThe initial phase of the training programme that develops and builds the core technical knowledge and professional skills required before beneficiaries commence Work-Integrated Learning (WIL).
ICTInformation and Communication Technology — the sector this whole programme trains beneficiaries for.
Implementation AgreementThe main contract between Collective X and the Employer/Aggregator that everything else in the programme hangs off.
Independent AuditorThe external auditor appointed by Collective X to sample-check milestone evidence.
Institutional and Financial Due Diligence AssessmentThe combined check of a partner’s registration, tax, BBBEE, financials, and credit standing before they can participate.
Letter of IntentA signed commitment from an Employer confirming they’ll take part in WIL and absorb beneficiaries afterwards.
LMS (Learning Management System)The online platform Training Providers typically use to deliver skills assessments to beneficiaries.
M&EMonitoring & Evaluation — Collective X’s team that reviews milestone evidence for completeness and accuracy.
MilestoneA predetermined programme outcome or checkpoint that, once achieved and verified, triggers a payment by Collective X — for example, absorption into a sustainable job opportunity.
Minimum WageThe legal least an Employer can pay, as set by the National Minimum Wage Act.
Non-PerformanceFalling short of the agreed number of beneficiaries reaching milestones.
OEMOriginal Equipment Manufacturer — vendor-issued certifications (e.g. from tech companies) that can count as prior ICT training.
Paid Work ArrangementAn unbroken, regular, paid arrangement with one employer — contract (written or verbal), recurring work, regular remuneration — used to test continuous work experience.
PDIPreviously Disadvantaged Individual — a term used in South African transformation and inclusion policy.
Persons with Disabilities (PWD)Beneficiaries meeting all three legal disability criteria: an impairment that is long-term/recurring and substantially limiting (full criteria in the Definitions section below).
Quality Work OpportunityPaid, skill-aligned work — employment, contract, or freelance — that beneficiaries move into after WIL, lasting at least six months.
Rate CardCollective X’s standard pricing reference, used to set SLA costs between partners.
Route to Competence (RTC)The structured pathway that takes beneficiaries from foundational technical training (where required) through Work-Integrated Learning (WIL) to a quality work opportunity where they demonstrate workplace competence.
Safeguarding PolicyA partner’s documented policy protecting beneficiaries from harm, required at onboarding.
SAQASouth African Qualifications Authority — the body that accredits formal qualification pathways used in training.
Service Level Agreement (SLA)The contract between the Employer/Aggregator and Training Provider, setting out who delivers what.
SFIASkills Framework for the Information Age — the industry standard for defining and measuring ICT skill levels.
Skills ProgrammeThe formal term for the complete learning package comprising foundational technical training (where required) and Work-Integrated Learning (WIL).
SkillsTXCollective X’s assessment and SFIA accreditation partner. Assesses and accredits skills programmes and SFIA job roles, assesses beneficiaries’ SFIA competence and conducts beneficiary interviews where required. Successful beneficiaries are awarded APMG-endorsed SFIA Digital Badges that recognise their demonstrated workplace competence.
StipendThe regular payment made to a beneficiary while they’re on the programme.
Training Programme Mapping Framework TemplateThe template Training Providers use to document their detailed training programme — the full learning package, including foundational technical training (where required) and Work-Integrated Learning (WIL) — ahead of SFIA accreditation.
Training ProviderDelivers the SFIA-aligned skills training that gets beneficiaries workplace-ready.
Tripartite Training AgreementThe three-way contract between the Employer, Training Provider, and Beneficiary that covers the Skills Programme.
Unemployed YouthA South African aged 18–34, unemployed at the start of the programme, with no more than 12 months’ continuous work experience.
Work-Integrated Learning (WIL)Structured, supervised learning where beneficiaries apply their skills in a real workplace.
A
Absorption
When a beneficiary who’s completed WIL is offered a genuine job or work opportunity — a real workplace role that creates business value, not a role created solely to satisfy the programme. The duration of work should be no less than 6 months, with an average of 24 hours owf working per week, and with earnings commensurate with market rates for a person with these skills and work experience.
Aggregator (Demand Aggregator)
An organisation that consolidates ICT job demand from several Employers and coordinates their beneficiaries’ journey through the programme.
B
BBBEE
Broad-Based Black Economic Empowerment — South Africa’s transformation status certificate, checked during due diligence.
BCEA
Basic Conditions of Employment Act — South Africa’s law setting minimum employment standards.
Beneficiary
An Unemployed Youth enrolled on the programme to build skills and move into work.
C
CIPC
Companies and Intellectual Property Commission — confirms an organisation is formally registered and in good standing.
Condition Precedent
A requirement that must be met before an agreement, or part of it, takes effect.
Continuous Work Experience
Any paid work arrangement with a single employer for more than 12 months — this disqualifies a candidate from being an Unemployed Youth.
D
DHET
Department of Higher Education and Training — the government department overseeing post-school education in SA.
Digital Skills Impact Fund
The outcomes-based fund that co-pays partners for independently verified programme results.
E
Employer
The business offering the ICT role, responsible for absorbing beneficiaries into work after training.
Employment Equity Act
The law that defines what counts as a disability for PWD classification purposes.
F
Foundation Training
The initial phase of the training programme that develops and builds the core technical knowledge and professional skills required before beneficiaries commence Work-Integrated Learning (WIL).
I
ICT
Information and Communication Technology — the sector this whole programme trains beneficiaries for.
Implementation Agreement
The main contract between Collective X and the Employer/Aggregator that everything else in the programme hangs off.
Independent Auditor
The external auditor appointed by Collective X to sample-check milestone evidence.
Institutional and Financial Due Diligence Assessment
The combined check of a partner’s registration, tax, BBBEE, financials, and credit standing before they can participate.
L
Letter of Intent
A signed commitment from an Employer confirming they’ll take part in WIL and absorb beneficiaries afterwards.
LMS (Learning Management System)
The online platform Training Providers typically use to deliver skills assessments to beneficiaries.
M
M&E
Monitoring & Evaluation — Collective X’s team that reviews milestone evidence for completeness and accuracy.
Milestone
A predetermined programme outcome or checkpoint that, once achieved and verified, triggers a payment by Collective X — for example, absorption into a sustainable job opportunity.
Minimum Wage
The legal least an Employer can pay, as set by the National Minimum Wage Act.
N
Non-Performance
Falling short of the agreed number of beneficiaries reaching milestones.
O
OEM
Original Equipment Manufacturer — vendor-issued certifications (e.g. from tech companies) that can count as prior ICT training.
P
Paid Work Arrangement
An unbroken, regular, paid arrangement with one employer — contract (written or verbal), recurring work, regular remuneration — used to test continuous work experience.
PDI
Previously Disadvantaged Individual — a term used in South African transformation and inclusion policy.
Persons with Disabilities (PWD)
Beneficiaries meeting all three legal disability criteria: an impairment that is long-term/recurring and substantially limiting (full criteria in the Definitions section below).
Q
Quality Work Opportunity
Paid, skill-aligned work — employment, contract, or freelance — that beneficiaries move into after WIL, lasting at least six months.
R
Rate Card
Collective X’s standard pricing reference, used to set SLA costs between partners.
Route to Competence (RTC)
The structured pathway that takes beneficiaries from foundational technical training (where required) through Work-Integrated Learning (WIL) to a quality work opportunity where they demonstrate workplace competence.
S
Safeguarding Policy
A partner’s documented policy protecting beneficiaries from harm, required at onboarding.
SAQA
South African Qualifications Authority — the body that accredits formal qualification pathways used in training.
Service Level Agreement (SLA)
The contract between the Employer/Aggregator and Training Provider, setting out who delivers what.
SFIA
Skills Framework for the Information Age — the industry standard for defining and measuring ICT skill levels.
Skills Programme
The formal term for the complete learning package comprising foundational technical training (where required) and Work-Integrated Learning (WIL).
SkillsTX
Collective X’s assessment and SFIA accreditation partner. Assesses and accredits skills programmes and SFIA job roles, assesses beneficiaries’ SFIA competence and conducts beneficiary interviews where required. Successful beneficiaries are awarded APMG-endorsed SFIA Digital Badges that recognise their demonstrated workplace competence.
Stipend
The regular payment made to a beneficiary while they’re on the programme.
T
Training Programme Mapping Framework Template
The template Training Providers use to document their detailed training programme — the full learning package, including foundational technical training (where required) and Work-Integrated Learning (WIL) — ahead of SFIA accreditation.
Training Provider
Delivers the SFIA-aligned skills training that gets beneficiaries workplace-ready.
Tripartite Training Agreement
The three-way contract between the Employer, Training Provider, and Beneficiary that covers the Skills Programme.
U
Unemployed Youth
A South African aged 18–34, unemployed at the start of the programme, with no more than 12 months’ continuous work experience.
W
Work-Integrated Learning (WIL)
Structured, supervised learning where beneficiaries apply their skills in a real workplace.

The Programme Opportunity

Collective X co-payment supports structured programme pathways aligned to the Route to Competence (RTC) model. Both pathways are designed to ensure that beneficiaries develop job-relevant, SFIA-aligned skills, complete a period of structured Work-Integrated Learning (WIL), and transition into a quality work opportunity.

1. Full Route to Competence (RTC) – Foundation Training + WIL

This pathway is intended for beneficiaries with no prior post-school ICT or related training, and for those who hold a prior ICT certificate or qualification that does not cover the technical requirements of the job role they will be trained for. It comprises:

  • A supervised foundation training phase that builds core technical and professional skills; followed directly by
  • A structured Work-Integrated Learning (WIL) phase in a real work environment.

2. WIL Only Pathway

This pathway is for beneficiaries who already have prior ICT training aligned to the job role they will enter WIL in, including university or college qualifications, learnerships, internships, or OEM/industry certifications. These beneficiaries do not complete foundation training and progress directly into structured WIL, but must still demonstrate SFIA Level 3 competence to complete the programme.

Work-Integrated Learning (WIL) and a quality work opportunity are not the same thing, and both are required components of the programme:

  • WIL is a time-bound learning phase, delivered under supervision, during which beneficiaries apply and consolidate their skills in a real workplace as part of their training.
  • A quality work opportunity is the intended outcome of the programme, and must occur immediately after completion of WIL. This refers to paid, skill-aligned work (e.g. permanent employment, fixed-term employment, project-based work, or structured freelance engagement) that enables the beneficiary to continue earning an income and applying their ICT skills for a minimum of six months post-WIL.

For both pathways, Employers are expected to:

  • Offer or secure quality work opportunities for beneficiaries after WIL, and
  • Commit to absorbing an agreed minimum proportion of beneficiaries (typically at least 70%) into such opportunities, whether within their own organisation or through their supply chain or partner entities.

Collective X co-payment does not support the following models or approaches:

  • Generic digital literacy or digital skills programmes that are not aligned to a specific ICT job role.
  • Fully virtual or unsupervised training models.

These FAQs contain detailed requirements for training providers, employers, contracting, due diligence, reporting, milestone payments, and WIL delivery. To apply these correctly:

  • If your beneficiaries have no prior post-school ICT or related qualification, or hold one that does not cover the job role they will be trained for: refer to all FAQ sections relevant to the Full Route to Competence pathway, including foundation training requirements, programme duration guidance, curriculum standards, and WIL specifications.
  • If your beneficiaries already hold a post-school ICT or related qualification aligned to the job role they will enter WIL in (university/college, learnership, internship, or OEM certification): apply the FAQ guidance relevant to the WIL Only pathway, focusing on WIL duration, supervision, structured work plans, assessments, and transition into a quality work opportunity.
  • If your programme will include a mixture of both beneficiary types: apply the requirements pathway by pathway. Foundation training requirements apply only to Full RTC beneficiaries, while WIL requirements apply to both pathways.

Eligibility

  • Employers who have demand for entry-level or junior ICT roles within their organisations or supply chain. This includes businesses actively seeking to recruit, develop and secure work opportunities for work-ready talent in roles which include, but are not limited to, IT support, software development, cybersecurity, data analysis, digital marketing, and related digitally enabled roles where the underlying skills are ICT-based.
  • Aggregators of Demand (“Aggregators”): entities who will consolidate, coordinate and manage the sourcing and route to competence training of entry-level ICT youth across two or more Employers. This includes industry associations, sector bodies, managed service providers, Training Providers, or other intermediaries.

The Training Provider plays a critical role in ensuring that beneficiaries are equipped with the skills needed to succeed in entry-level ICT roles. Specifically, the Training Provider is responsible for:

  • Co-designing the route to competence in collaboration with the Employer, ensuring that the training pathway is aligned with real workplace demands and job requirements.
  • Documenting the detailed training programme — including the job roles, learning outcomes and route to competence — in sufficient detail for the SFIA assessor to map it to the SFIA (Skills Framework for the Information Age) skills and responsibilities required for the identified roles.
  • Delivering both foundational training and Work-Integrated Learning (WIL), supporting beneficiaries through a blended learning journey that builds practical, job-ready skills.

The goal is to ensure that each beneficiary achieves SFIA Level 3 proficiency in the selected job-relevant skills, positioning them for successful entry into the ICT workforce.

Employers and Aggregators have flexibility in appointing Training Providers that best meet their needs. They may:

  • Use their own internal training department;
  • Engage a preferred third-party Training Provider with whom they already have an established relationship; or
  • Request Collective X to provide a list of pre-vetted Training Providers whose programmes are aligned to the Employer’s specific role and skill requirements, including alignment to the SFIA framework.

This ensures that Employers can select a provider that is best positioned to deliver high-quality, role-relevant training and work-integrated learning.

All Training Providers — whether internal or third party — must complete the following steps to be eligible:

  • Onboarding with Collective X, including an institutional due diligence check, conducted with their consent.
  • A technical assessment to confirm the Training Provider’s capability and competency to effectively implement the work-integrated learning programme, aligned to SFIA quality standards.

These steps help ensure the quality and consistency of delivery across all participating Training Providers.

Employers, Aggregators, and their selected Training Providers must complete an Institutional and Financial Due Diligence Assessment before participating in a co-payment programme. The assessment includes a review of the following documentation and information:

  • CIPC Registration Status: verification that the entity is formally registered and in good standing with the Companies and Intellectual Property Commission.
  • SARS Tax Clearance Certificate: confirmation of tax compliance through a valid SARS tax clearance certificate.
  • BBBEE Certificate or Affidavit: proof of the entity’s Broad-Based Black Economic Empowerment (BBBEE) status.
  • Annual Financial Statements (past two years) and Financial Position Assessment: review of recent audited or independently reviewed financial statements to assess financial viability and sustainability.
  • Experian Credit Score: an assessment of creditworthiness using an up-to-date Experian score. Collective X engages with Experian on this and no additional action is required by the applicant.
  • Provision of a Safeguarding Policy.

This due diligence process ensures that all participating organisations meet minimum governance and financial standards and can deliver on their commitments. For Training Providers, the assessment also covers their capacity and capability to deliver a quality skills programme — documented job roles, a detailed training programme and route to competence, appropriately qualified and experienced trainers, evidence of organisational capability and delivery capacity, and a clear approach to developing beneficiaries’ knowledge, skills and workplace competence to prepare them for sustainable work opportunities.

When an Aggregator applies, they must first complete the online onboarding process with Collective X and submit a consolidated proposal on behalf of the Employers they represent, outlining the total aggregated demand for the entry-level ICT roles. This demand must be underpinned by signed commitments (a Letter of Intent, for which a template is provided by Collective X) from each Employer to participate in the work-integrated learning component of the route to competence and absorb beneficiaries into quality working opportunities.

Once the demand allocation to the Aggregator is approved and communicated, each participating Employer must:

  • Onboard with Collective X individually, and
  • Provide their Safeguarding Policy.

This ensures that all Employers meet the minimum eligibility and compliance requirements and are equipped to support the implementation of work-integrated learning and the transition of beneficiaries into quality working opportunities upon completion of their WIL training.

Contracting between Collective X, Employer, Aggregator and Training Provider

The Employer or Aggregator will contract with Collective X in an Implementation Agreement.

The Employer or Aggregator and the Training Provider must enter into a Service Level Agreement (SLA). This agreement can be structured using either party’s preferred format but must include: the Collective X rate card to drive common performance results; stipulation of the total cost of the route to competence, made up of the foundational training costs and the costs of WIL; and the split of these costs between Collective X’s contribution and the balance of the Employer contribution.

The SLA must be signed before or on the signature date of the Agreement between Collective X and the Employer or Aggregator.

No. Collective X can prepare the contracts but will require a written commitment from the respective party offering the quality work opportunity before signing the Agreement.

Yes. The Training Provider is given a defined period from the date of signature of the Agreement between the Employer or Aggregator and Collective X (as specified in the Agreement) within which they must meet all the requirements for technical endorsement by Collective X, including aligning the skills programme to the SFIA framework. Should the Training Provider not meet all the technical due diligence requirements (including SFIA accreditation), milestone payments will be delayed or the Agreement may be terminated.

The parties should develop an internal agreement (SLA) that outlines the distinct roles of each unit or department (Employer or Aggregator vs. Training Partner), specifying deliverables, timelines, and outcomes for each unit to avoid role confusion and overlapping responsibilities. The SLA should:

  • Detail the expectations, standards, and metrics for the training services provided to the Employer segment of the entity.
  • Clearly define how costs will be allocated between the Employer and training functions, especially if external funding or tax benefits are involved.

The parties should maintain transparent financial records to demonstrate how resources are shared and used within the entity.

No. Only beneficiaries who enrol on or after the date Collective X formally awards the allocation can be counted. Anyone who began training before that date cannot be added later, and their outcomes will not qualify for co-payment.

Yes, provided they meet all compliance criteria. The agreement must state that it took effect on the date the allocation was formally communicated and accepted, not on the signature date, and must record the enrolments and services already delivered so that they count towards outcomes.

Non-Performance

The contract provides for a staged dispute resolution process aiming to keep this internal as far as possible. The stages include Negotiation (internally), Mediation, and Arbitration.

Collective X will endeavour to support a partner (in whichever role they are engaged) who is experiencing underperformance. However, should a partner show signs that they will achieve substantially training and / or placement outcomes than the allocation made to them, or that they will run substantially over the due date for completion, Collective X will have the right to reduce the allocation and associated funding or terminate the agreement.

Beneficiaries

No, a matric certificate is not required. However, the beneficiary must successfully complete a knowledge assessment aligned with SFIA Level 2, covering at least six relevant skills for the job role they are training for. This assessment must be completed after the foundation training and before enrolling in the work-integrated learning programme.

The programme is open to all demographics, provided applicants meet the beneficiary eligibility criteria. To align with the programme’s transformation and inclusion objectives, the following targets guide beneficiary selection:

  • South African citizens only.
  • Unemployed youth: any South African person who is unemployed on commencement of the programme and has no more than 12 months’ continuous work experience. The meaning of “continuous work experience” and what counts as a “paid work arrangement” are set out in the Definitions section below.
  • Ages 18 to 34 at the time of enrolment.
  • Target demographic representation: Black African 85%; Women 70%; Persons with disabilities (PWD) 1.5%.
  • PWD verification: the employer or implementation partner must verify that the beneficiary meets all three PWD classification criteria — (1) the person must have an impairment; (2) the impairment must be long-term or recurring; and (3) the impairment must be substantially limiting. The full definition of each criterion is set out in the Definitions section below. A medical certificate verifying a beneficiary’s PWD status is not required.
  • No restrictions on prior education — candidates from all educational backgrounds may apply.

Foreign nationals, even those with valid permits (e.g. asylum, permanent residency, work, or study permits), are not eligible to participate under the current definition, as the criteria explicitly require South African citizenship.

Individuals who have obtained South African citizenship through naturalisation are considered South African citizens under the law and thus meet the eligibility criteria. These individuals must provide valid proof of citizenship, such as a naturalisation certificate or a South African ID.

The Skills Programme

The Employer and Training Provider should jointly determine the most appropriate programme model based on their operational needs and the needs of the beneficiaries.

SAQA-accredited qualification pathways are supported, provided that no grant funding is accessed from the Department of Higher Education and Training (DHET) for the same training intervention. Where a SAQA qualification pathway is included, the Employer, Training Provider, or Aggregator must demonstrate to Collective X that the programme is not funded through any DHET grant or subsidy mechanisms.

Regardless of the programme structure, the intervention must remain aligned to the Route to Competence model, incorporate an appropriate period of structured Work-Integrated Learning (WIL), and enable beneficiaries to achieve SFIA-aligned, job-relevant competence and transition into a quality work opportunity.

Collective X has adopted the following definition of work-integrated learning from The Routledge International Handbook of Work-Integrated Learning (2023): “An educational approach involving three parties – the learner, educational institution, and an external stakeholder – consisting of authentic work-focused experiences as an intentional component of the curriculum. Learners learn through active engagement in purposeful work tasks, which enables the integration of theory with meaningful practice that is relevant to the learners’ discipline of study and/or professional development.”

The duration of the programme is flexible but should fall within clear guiding parameters based on what is realistically required for beneficiaries to become competent and work-ready. In designing a programme, partners should consider both the beneficiary’s prior learning and experience, and the complexity of the role they are being trained for.

In practice, the total programme duration (including any foundation training and WIL) will typically range between 6 and 15 months. Where a programme sits within this range depends on the starting capability of the beneficiary and the demands of the role.

Full Route to Competence (Foundation Training + WIL)

  • Beneficiaries complete a foundation training phase, followed seamlessly by WIL.
  • As a guideline, the combined duration of foundation training and WIL will usually fall between 6 and 15 months.
  • WIL for these beneficiaries is often longer, particularly where prior exposure is limited or where the role is more complex.

WIL-Only Pathway

  • These beneficiaries bypass foundation training and move directly into WIL.
  • As a guideline, WIL for this pathway is typically around 6 months, but may be shorter or longer depending on readiness and role requirements, provided the beneficiary can demonstrate competence.

Guidance on WIL duration and co-payment

There is a general correlation between a beneficiary’s prior background, the complexity of the job role, and the time required in WIL to demonstrate consistent, independent performance.

Collective X’s co-payment contribution is structured on the basis of a six-month WIL period. Where WIL extends beyond six months, the additional cost burden rests with the Employer or Aggregator; where WIL is shorter than six months, Collective X’s contribution may be pro-rated accordingly.

Importantly, funding should not be the primary driver of WIL duration. The duration should always be determined by what is required for the beneficiary to achieve SFIA Level 3 proficiency and transition directly into a quality work opportunity upon completion of WIL. These timeframes are intended as guidelines rather than rigid rules, with the emphasis placed on outcomes, evidence of competence, and sustainable employment.

Completion requirement

The programme is regarded as complete once the beneficiary has been successfully assessed as proficient at SFIA Level 3 in their six selected skills, and has transitioned into a quality working opportunity aligned to the programme requirements.

Yes. The training intervention must be designed to support beneficiaries in achieving SFIA Level 3 proficiency. It must develop the knowledge, skills and workplace capability required for beneficiaries to demonstrate competence through Work-Integrated Learning (WIL) in the target job role.

Collective X provides end-to-end support to Training Providers to ensure that training programmes are clearly documented, appropriately structured and aligned to the required SFIA proficiency levels. The Training Provider documents the training programme; the SFIA assessor then aligns that programme to the SFIA skills. This approach is designed to remove the burden of SFIA expertise from Training Providers while ensuring that every programme meets the rigorous standards required for formal accreditation and co-payment eligibility.

Getting started

  • An overview of the SFIA framework is available on the Collective X website (https://www.thecollectivex.org/sfia-framework/), giving Training Providers an accessible introduction to the framework before any formal engagement begins.
  • A masterclass is hosted with your team to walk through the full process — how training programmes should be documented, what level of detail is required, and how the SFIA framework is applied in this specific context. This session is designed to be practical and interactive, so that your team leaves with a clear understanding of what is expected and how to approach the documentation confidently.

Documenting your programme

  • Following the masterclass, Training Providers are required to document their programme using the Training Programme Mapping Framework Template and submit this to Collective X. A User Guide is provided to support the completion of the templates, with clear guidance on the information required at each stage.
  • It is important to understand the division of responsibility: Training Providers are not responsible for mapping their training programmes to SFIA skills. Your role is to document the training programme clearly and in sufficient detail, describing the content, learning outcomes, delivery methods and assessment approaches. The SFIA mapping itself is carried out by an SFIA Accredited Assessor, not by the Training Provider.

Review and accreditation

  • Once submitted, Collective X reviews the documentation and provides structured feedback or remediation guidance where required, working with you to resolve any gaps before the programme progresses further. This quality assurance step ensures that submissions are sufficiently detailed before they are progressed to the formal accreditation stage.
  • The programme is then submitted to an SFIA Accredited Assessor for formal review. The Assessor independently identifies and maps the relevant SFIA skills based on the detail provided in the documentation and assesses whether the programme meets the required proficiency level, SFIA Level 3. This independent assessment provides the authoritative confirmation of SFIA alignment that underpins co-payment eligibility.

Beneficiary skills assessment and platform support

  • Collective X supports Training Providers in assessing the skills of their beneficiaries through our partnership with SkillsTX, who oversee the SFIA Accredited Assessors.
  • SkillsTX reviews each training programme to confirm alignment with the required proficiency levels and generates tailored assessments designed to measure beneficiary skills against the relevant SFIA skills. These assessments are shared with Training Providers by Collective X to administer to beneficiaries, typically through the provider’s own Learning Management System (LMS), keeping the process within familiar workflows.
  • Collective X facilitates the onboarding of Training Providers onto the SkillsTX platform, providing the necessary guidance and support at each step. Evidence gathered through assessments is verified by Collective X, with sampling and quality assurance processes in place to maintain the integrity of the data and give confidence to all stakeholders, including funders, that outcomes are being measured robustly and consistently.

The Skills Programme must meet the following curriculum design requirements:

  • A minimum of 80% of all training must be delivered in a supervised, non-virtual environment.
  • All training must be aligned to specific job roles and mapped to the relevant SFIA skills.
  • The Work-Integrated Learning (WIL) component must include structured work plans and appropriate supervision.

Yes. However, the Training Provider will have a defined period from the date of signature of the Agreement between Collective X and the Employer or Aggregator (as specified in the Agreement) to have the skills programme accredited. This will be a condition precedent in the Agreement. The skills programme must in any event be accredited before Milestone One can be claimed, because the SFIA Level 2 technical assessment is linked to the accredited training programme.

You can enrol your first cohort of beneficiaries as soon as all parties have signed the Implementation Agreement and the SLA with the Training Provider has been signed.

Enrolment cut-off dates are set for each funding window and are specified in the Implementation Agreement. The last cohort of beneficiaries must enrol and start their training before the cut-off date applicable to your funding window.

Drop-Offs and Excess Beneficiaries

Drop-offs during foundational training

The Employer or Aggregator shall advise Collective X within five (5) business days if the number of beneficiaries on the programme drops below their demand allocation. This will enable Collective X to re-allocate funding to other programmes.

Drop-offs during WIL

The Employer or Aggregator shall advise Collective X on the last day of every month of any beneficiary attrition during WIL.

It is up to the Employer or Aggregator and Training Provider to replace the drop-offs, and this is at their own cost; payments are only made per milestone completed. Collective X encourages Training Providers to enrol between 10% and 15% more beneficiaries than the allocation to cater for drop-offs.

Employers and Training Providers will be encouraged to complete the training and place these excess beneficiaries in employment or suitable working opportunities, but will not receive milestone payments above the allocated amount.

Absorption into Quality Work Opportunities

Immediately upon completion of the Work-Integrated Learning (WIL) portion of the skills programme, participating employers are required to transition beneficiaries directly into one of the following acceptable forms of work:

  • Permanent employment of indefinite duration, within the Employer’s organisation or a partner entity.
  • Fixed-term employment within the Employer’s organisation or a partner entity.
  • Project-based contract work, where beneficiaries are engaged on defined deliverables for a set period.
  • Freelance work, provided it is within a structured environment where there is clear, demonstrable market demand for the specific ICT skills and services offered.

In all cases, the employer must provide evidence that:

  • The opportunity allows the beneficiary to apply the ICT skills they were trained in.
  • The beneficiary can generate income through either a salary or fee-for-service arrangement.
  • The level of income is at least commensurate with entry-level ICT roles in the relevant job market.
  • The duration of the working opportunity is no less than six months post-WIL.

Where the working opportunity is in the form of employment, it must be compliant with the Basic Conditions of Employment Act (BCEA). This approach ensures that all work opportunities are meaningful, skill-aligned, and financially sustainable.

The Employer, Aggregator, and Training Providers need to do everything within their means to find alternative places of employment or suitable work opportunities for the beneficiaries. Should they not be able to achieve and evidence this within two (2) months of completing WIL, they would not be eligible to receive the Employment Milestone payments for beneficiaries not absorbed.

Yes, Employers may choose to contract or employ beneficiaries at any stage of the learning journey — whether during the foundation training phase or upon commencement of the Work-Integrated Learning (WIL) phase.

To meet the programme’s intent, the terms of employment must ensure that the beneficiary transitions into a suitable and sustainable work opportunity post-WIL. This means the opportunity must enable the beneficiary to continue applying their acquired skills in a real work environment and to earn a sustainable income for a minimum of six months post-WIL.

Employers and Aggregators must ensure that stipends or salaries during training are at least equivalent to the national minimum wage. Employers are strongly encouraged to top up this amount to a market-related level that reflects the beneficiary’s growing skill level and performance, particularly during the WIL phase.

This approach ensures that beneficiaries are treated fairly, motivated to perform, and meaningfully integrated into the workforce with a clear pathway to sustainable employment or income-generating opportunities upon completion of their training.

Learnerships may be used structurally, but the programme must remain fully aligned to the RTC model, including SFIA-aligned skills development, structured Work-Integrated Learning (WIL), and competency-based assessment.

To meet the programme’s work opportunity requirements, beneficiaries must transition immediately after completing the WIL phase into a quality work opportunity. The key condition is that the post-WIL opportunity must be work-based, skill-aligned, and provide sustainable earnings — beyond what is offered under a standard learnership agreement.

Unfunded learnerships are supported as part of the learning pathway. Learnerships that are grant-funded by government, including SETA or QCTO funding, are not supported — Collective X will not co-pay for outcomes that are already funded by a government grant. A learnership also does not, on its own, constitute a work opportunity after WIL.

Contracting with Beneficiaries

All beneficiaries must be formally contracted through a Tripartite Training Agreement between the Employer, the Training Provider, and the Beneficiary. This agreement must:

  • Outline the roles and responsibilities of each party;
  • Define the terms of the Skills Programme, including start and end dates;
  • Provide for a learning agreement that covers the full duration of the Skills Programme (including both the foundation and WIL phases); and
  • Specify the stipend arrangement, with clear evidence that the stipend is at least a market-related amount above the minimum wage during the WIL phase.

An Employer may choose to employ the beneficiary from day one of the route to competence. In such cases, the employment contract must be aligned with and complementary to the learning agreement, ensuring the beneficiary receives both workplace exposure and structured learning support throughout the programme. The employment contract should also extend for at least six months post the WIL completion phase.

The key requirement is that the learning pathway remains central to the agreement, and that the beneficiary is supported to successfully progress through the Skills Programme while receiving fair and transparent remuneration. The employment contract must also clearly stipulate the transition from the route to competence phase into the quality work opportunity, post-WIL.

Collective X Financial Contribution

No. Collective X co-payment applies to the WIL training phase of the Skills Programme, unless expressly stated otherwise for a specific funding window.

No. Collective X contributions are not intended to cover the full costs of the Work-Integrated Learning (WIL) phase. The contribution serves as partial co-payment toward WIL delivery, including a portion of the beneficiary stipend.

The contribution is capped at a per-beneficiary amount (inclusive of VAT) specified for each funding window, although a lower amount may be applied where the validated cost of WIL is lower.

Employers are responsible for covering all remaining WIL-related costs, including training delivery, supervision, work-based learning support, and any additional stipend requirements. This ensures that WIL is delivered to the required quality standard and that Employers retain accountability for the full training experience.

When a beneficiary is formally employed (either on a permanent or fixed-term basis), the Employer is responsible for covering all associated costs, including salary or wages, any applicable employment benefits, and costs related to ongoing support or supervision.

However, if the beneficiary is placed into a freelance, project-based, or other suitable self-directed working opportunity, they may be responsible for covering their own operational costs. In such cases, it must be clearly demonstrated that the opportunity is sustainable, that the beneficiary is able to generate income aligned with market rates for entry-level ICT work, and that they are effectively using the skills acquired through the programme.

In both scenarios, the core requirement is that the beneficiary transitions into a viable, skill-aligned, income-generating opportunity upon completion of the Work-Integrated Learning phase.

Milestone Payments

Collective X contributions are milestone-based, with independent audit verification of evidence that milestones have been achieved.

There are three major milestones upon achievement of which a Collective X contribution will be made:

  • Milestone One – achievement of SFIA Level 2 for selected skills and enrolment into WIL training. The skills programme must be accredited before this milestone can be claimed.
  • Milestone Two – completion of WIL training with SFIA Level 3.
  • Milestone Three – transition into employment or a sustainable working opportunity.

The proportion of the total contribution allocated to each milestone is specified for each funding window and confirmed in the Implementation Agreement.

No milestone payment can be made before the preceding milestone has been completed. For example, Milestone Three cannot be paid before Milestone Two has been achieved, even if an employer offered a beneficiary an employment agreement upon enrolment into the programme.

All milestone contributions are per beneficiary, inclusive of VAT.

The Employer or Aggregator is responsible for submitting the milestone evidence directly to Collective X through the online evidence portal system and requesting payment through an invoice. An invoice template is available upon request for guidance. The Employer or Aggregator will also be the only recipient of the payment from Collective X once all conditions have been met.

Upon completing a milestone, the Employer or Aggregator must upload all required evidence to the Collective X online partner portal. The evidence required is specified for each milestone in the Agreement and includes, where applicable, the SFIA assessment outcomes for the relevant beneficiaries, proof of enrolment into WIL or absorption into a work opportunity, and the supporting beneficiary records. The Collective X Monitoring & Evaluation (M&E) team will then review the submitted evidence for completeness and accuracy. Any non-compliance or missing information will require remediation by the partner.

Once all evidence has been verified as complete and accurate, it may be subject to sample auditing by an independent auditor. Should the audit identify any issues, further remediation may be required before proceeding.

After the verification and (where applicable) audit steps are successfully completed, the partner will receive a system notification to submit their tax invoice, which will trigger the payment process.

Payments are made within 10 working days if evidence is accurate and complete.

Yes. Collective X will need access to the personal information of the successfully appointed beneficiaries. We are required to provide evidence that beneficiaries have achieved the designated milestones, which includes their personal information. Our team will review this data, and an external auditor will also assess it on a sample basis to ensure compliance and accuracy.

Collective X is POPIA compliant and manages the safekeeping of all company and beneficiary data. Personal information is processed in line with the Protection of Personal Information Act, stored securely, accessed only by authorised personnel and the appointed external auditor, and used solely for verifying programme outcomes.

Reporting and Insight Sharing

There are several reporting requirements for which the Employer or Aggregator is responsible. These are spelt out in the annexures to the Agreement and require inputs from the Training Provider, Employer and Aggregator.

Reporting is a critical element of the programme to evidence that milestones have been met and to develop and share crucial learnings and insights into the skills programme and preparing unemployed youth for absorption into the digital economy.

Detailed Definitions

1. The person must have an impairment. This may be physical, mental, or both. A physical impairment is a partial or total loss of a bodily function or body part, including sensory impairments such as deafness, hearing impairment or visual impairment. A mental impairment is a clinically recognised condition affecting thought processes, judgement or emotions, including intellectual, emotional and learning disabilities. Certain conditions are excluded on public-policy grounds.

2. The impairment must be long-term or recurring. Long-term means it has lasted, or is likely to last, at least 12 months. Recurring means it is likely to return and be substantially limiting, including a chronic condition whose effects fluctuate. Progressive conditions qualify once the impairment becomes substantially limiting; conditions with no overt symptoms — for example cancer, tuberculosis or HIV — are not covered under the Employment Equity Act until they substantially limit the person’s ability to do their job.

3. The impairment must be substantially limiting. An impairment is substantially limiting if its nature, duration or effects substantially limit the person’s ability to perform the essential functions of the job in question. If the effects are not substantially limiting, the person is not covered under the Act, even where the impairment is long-term or recurring. Employers may rely on qualified experts, or on information supplied by the applicant or employee, to make this assessment.

“Continuous Work Experience” means any paid work arrangement with a single employer for more than 12 months.

A beneficiary is considered to have been in a “paid work arrangement” if they maintained an unbroken, paid, regular work arrangement with the same employer for more than 12 months. The following count as a paid work arrangement:

  • A written or verbal employment contract in place;
  • Regular recurring work (daily, weekly or monthly);
  • Regular remuneration (salary, wage or stipend); and
  • A duration of more than 12 consecutive months.

An internship or learnership with a stipend that ran for more than 12 months counts as continuous work experience and disqualifies the candidate.

OLONA MBUCANE

Finance Intern

Olona is a Finance Intern at Collective X, where she supports financial and administrative functions while gaining practical experience. She is currently studying towards a Diploma in Accounting Science and is committed to developing her skills in finance and accounting. Olona holds a Higher Certificate in Accounting Science and a Certificate in Public Administration, reflecting her diverse educational background and passion for continuous learning and professional growth.

TENDANI SIAVHE

Financial Administrator

Tendani supports the financial operations and reporting functions at Collective X. With a strong foundation in accounting and finance, she brings a detail-oriented and analytical approach to her work, helping to ensure efficient and compliant financial processes across the organisation. She is currently advancing her technical expertise through studies in Data Science, reflecting a commitment to continuous learning and innovation.

FLORAH CHIHAU

Finance Intern

Florah is a Finance Intern at Collective X, where she supports financial administration as well as audit and review activities. She holds a Diploma in Accountancy from the University of Johannesburg and is currently pursuing an Advanced Diploma in Accounting Sciences through the University of South Africa. With experience in bookkeeping and accounting support, Florah brings a strong analytical mindset and attention to detail to her work.

ELZAAN JULIUS

Operations Coordinator

Elzaan is the Operations Coordinator at Collective X, supporting the systems, processes and partnerships that enable effective programme delivery. With more than a decade of experience in youth development, programme management and stakeholder engagement, she has worked across the non-profit sector to advance pathways into education and employment. Elzaan holds a Postgraduate Diploma in Project Management from Regent Business School and brings a practical, collaborative approach to strengthening operations and creating opportunities for young people to succeed.

CORAL-LEE ALBERTSE

Head: Technology and Systems Enablement

Coral-Lee leads technology and systems enablement at Collective X, helping to design and implement the digital platforms, operational systems and technology solutions that support the organisation’s growth and impact. With more than 10 years of experience spanning digital transformation, workforce development and social impact initiatives, she brings expertise in business analysis, strategic programme delivery and Salesforce ecosystem implementation. Coral-Lee’s work focuses on improving efficiency, strengthening governance and enabling scalable solutions that support South Africa’s digital skills ecosystem.

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PHYLLIS RAPHADU

Project Officer

Phyllis is a Project Officer at Collective X, bringing over 15 years of experience in finance, administration, and project coordination in the non-profit sector. She supports implementation across high-impact projects, drawing on her expertise in monitoring and evaluation, evidence verification, and due diligence to help drive measurable outcomes. Phyllis holds a Diploma in Public Finance and Accounting from Tshwane University of Technology and a certificate in Measuring and Improving Business Performance from Cornell University.

OAGENG MPIPI

In-House Counsel

Oageng is the In-House Counsel at Collective X, responsible for legal advisory, contract negotiation, and regulatory compliance. He plays a key role in strengthening governance and enabling scalable, compliant solutions across the digital skills ecosystem. Admitted as an Advocate of the High Court of South Africa in 2020, Oageng brings experience in corporate law, civil litigation, and risk management across both the private and non-profit sectors. He holds a Master’s of Law from Utrecht University and a Bachelor of Law from the University of Pretoria.

FADZAI RUGODHO

Financial Accountant

Fadzai is a Financial Accountant at Collective X, bringing extensive experience in accounting and finance across a range of sectors. She is a Chartered Global Management Accountant (CGMA) and a member of the Chartered Institute of Management Accountants (CIMA).

TEBOGO MAHLANYA

Project Officer

Tebogo is a Project Officer at Collective X with 15 years of experience in project finance and coordination across non-profits and public companies. Her expertise spans project planning and implementation, monitoring and evaluation, evidence verification, and financial reporting. She holds a Diploma in Accounting and is currently pursuing a Bachelor of Commerce in Management Accounting through the University of South Africa.

NSIKA MUTASA

Executive: Digital Skills Impact Fund

Nsika brings over 17 years of experience in financial services, with a focus on corporate and development finance, business strategy, and insurance. He has worked with leading institutions, building a strong track record in both commercial and impact-driven environments. He holds a Master of Philosophy in Development Finance from Stellenbosch Business School and a Bachelor of Business Science Honours in Actuarial Science from the University of Cape Town. At Collective X, Nsika draws on this expertise to support our innovative financing models that enable scale and sustainability.

KIM BARNS

Executive: Business Partnerships

Kim is the Executive of Business Partnerships at Collective X, leading market enablement and sector collaboration to drive employment demand for entry-level ICT talent. With over a decade of experience in economic development and social innovation, she has collaborated with SMEs, entrepreneurs, and multinationals to unlock sustainable growth and impact. Kim holds an MBA from GIBS Business School and Bocconi University, and a BA in Culture and Communications from the University of KwaZulu-Natal.

LINDA PETER

Executive: Public Sector Partnerships

Linda is a strategic development professional with experience across both the public and private sectors. With a background in economic development, auditing, and public sector funding, she brings a unique ability to bridge government and business priorities. Her expertise spans financial inclusion, stakeholder engagement, and cross-sector partnerships, with a strong track record in managing international collaboration programmes. At Collective X, Linda focuses on strengthening public sector partnerships to support scalable, systems-level change.

ALEXIA NELL

Programme Administrator

As the youngest member of Collective X, Alexia brings a fresh perspective and strong initiative to her role as Programme Administrator. She joined as an intern in early 2024 after matriculating with five distinctions and quickly proved her value through her work in marketing and communications. While interning, Alexia completed a project management course through the University of Cape Town, demonstrating a clear commitment to learning and growth. Now a permanent member of the organisation, she supports implementation across multiple high-impact projects in the Programme Management Office.

MELISSA ANDREWS

Head: Client Implementation

Melissa is the Head of Client Implementation at Collective X, dedicated to fostering partnerships that drive meaningful change. She brings over a decade of expertise in strategic information, stakeholder relations and digital transformation. With extensive experience collaborating with government, donors, and local organisations, she has led impactful initiatives across public health and digital sectors. Melissa holds a PhD in Child and Family Studies from the University of the Western Cape and certifications in digital transformation and health management.

ROB URQUHART

Executive: Monitoring, Evaluation Reporting & Learning

Rob leads the impact and evaluation portfolio at The Collective X. With experience spanning research, impact, and evaluation roles at Click Learning and Harambee, Rob brings a deep understanding of social impact and workforce development. He also has a background in management consulting, supporting initiatives both in South Africa and internationally. Rob holds an MA and an MBA from the University of Witwatersrand.

Ziaad Suleman

Chief Executive Officer, Cassava Technologies

Ziaad Suleman is the Chief Executive Officer of Cassava Technologies for South Africa and Botswana. With over two decades of experience in the technology industry, he has held senior executive roles at leading organisations, including IBM, where he served as Chief Operating Officer for Southern Africa, and iOCO Technology (formerly EOH), where he was Group Chief Commercial Officer and an executive committee member.

Ziaad is a recognised voice in shaping South Africa’s digital economy. He currently serves as the South African Chair for 4IR on BRICS+, is a member of the ICT 4IR Public Private Growth Initiative (PPGI), and sits on the board of the Southern Africa Philanthropy Foundation. He brings strategic leadership and a deep commitment to inclusive digital transformation to his role as a non-executive director of Collective X.

Ziaad holds an undergraduate and honours degree in Law (with distinction) from the University of Natal and an MDP in Business Management (with distinction) from GIBS Business School. He matriculated from St John’s College in Johannesburg.

Vukani Mngxati

CEO, Microsoft South Africa

Vukani is the Chief Executive Officer of Microsoft South Africa, where he leads the company’s strategic growth, market development, and ecosystem partnerships in support of South Africa’s digital transformation.

He brings over two decades of experience driving large-scale digital transformation and operational excellence across Africa. Prior to Microsoft, Vukani served as CEO of Accenture Africa, overseeing a multi-disciplinary organisation spanning technology, consulting, and industry solutions. He held full P&L responsibility, led thousands of professionals, expanded market presence, and delivered sustained performance across sectors, including Financial Services, Telecommunications, Retail, Health, Public Service, and Natural Resources.

Recognised for his ability to navigate complexity and inspire change, Vukani has been appointed by the President of South Africa to national advisory bodies on the Fourth Industrial Revolution and Green Energy Transformation.

He is a strong advocate for responsible innovation, talent development, and partnerships that enable inclusive growth and long-term economic impact.

He holds a BCom in Business Information Systems and Accounting from the University of KwaZulu-Natal.

Pieter de Villiers

Co-founder and CEO, Clickatell

Pieter is the co-founder and CEO of Clickatell, a frontrunner in the chat commerce space and the first African company to receive backing from American venture capital firm Sequoia Capital. Under Pieter’s leadership, Clickatell has flourished into a global company with operations spanning multiple continents. 

Pieter has over 23 years of experience in global telecoms, mobile messaging, and mobile payments, 10 of which he spent in Silicon Valley. Apart from his corporate achievements, Pieter is deeply invested in fostering entrepreneurship as a catalyst for economic and job growth. He is a business mentor for Endeavour and the founder and chairman of SiMODiSA, an organisation focused on accelerating start-up success for South African entrepreneurs. He is also committed to enhancing digital skills in Africa, which he views as a more significant opportunity than mining or agriculture. 

Pieter has been recognised for his exceptional leadership and contributions to the mobile industry by numerous industry organisations and publications, including Global Technology Business (GTB), which named him one of its “top 40 under 40” executives in 2011, and the San Jose Business Journal, which awarded him its Social Economic Impact Award in 2012. 

Nicola Galombik

Executive Director, Yellowwoods Holdings

Nicola is a business leader and social innovator, driving multi-sector partnerships for systems change and inclusive economic participation.

As Executive Director of Yellowwoods Holdings she leads the investment group’s efforts to drive inclusive and sustainable growth through, and with, its portfolio of businesses. She also leads Yellowwoods’ social innovation hub, impact financing and grant-making. 

Under her leadership, Yellowwoods has incubated a portfolio of African social enterprises, including the Harambee Youth Employment Accelerator. Other impact focus areas include Impact Sourcing, Inclusive Carbon initiatives and Early Childhood Development.

She is currently active on numerous private sector and social sector boards, a member of the South African Presidential and Ministerial advisory on youth employment and digital skills, and a member of the advisory board of the Africa Leadership Group, the Aspen Global Leadership Network, and a McNulty Prize laureate. She won the Skoll Award in 2019 and the World Economic Forum/Schwab Foundation award for Corporate Social Intrapreneurship in 2020.

Nicola was a Fulbright Scholar and holds a bachelor’s degree in Film, Politics and Psychology from Wits University and a master’s degree in Cinema and Media Studies from New York University. She has also completed the  Leadership for Systems Change programme at Harvard.

Evan Jones

CEO, The Collective X

Evan is CEO and board member of Collective X, leading South Africa’s national digital skills strategy to transform youth training and employment for digital careers. Under his leadership, the organisation pursues its bold mission to create 500,000 high-value digital jobs for marginalised young South Africans by 2030. As coordinating intermediary of the national digital skills plan, Evan drives ecosystem-wide collaboration between government, training providers, and employers. He champions transforming skills financing, enabling market participation, and providing thought leadership. Evan positions Collective X at the centre of South Africa’s digital transformation, creating inclusive economic opportunities and meaningful change.

Mteto Nyati

Executive Chairman, BSG

Mteto is the Executive Chairman of BSG, a prominent consulting and technology company focused on strategy execution. He is the chairman of the board of The Collective X. His extensive leadership experience has included roles as Group Chief Executive of Altron, CEO of MTN South Africa, and Managing Director of Microsoft South Africa. He also served in various leadership positions at IBM over a 12-year tenure in South Africa and Europe. Mteto’s exceptional leadership has garnered recognition, winning the EY World Entrepreneur Award Southern Africa in 2021 and CNBC Africa’s All Africa Business Leaders Awards’ Business Leader of the Year in 2019.

Aside from corporate success, Mteto authored the best-selling autobiography “Betting on a Darkie,” recounting his journey from a shopkeeper’s son to a respected business leader. Committed to mentorship, he guides executives, CEOs, and emerging professionals. In 2021, the University of Johannesburg awarded him an honorary doctorate for his contributions to IT Management. Mteto, a World Fellow at Yale University in 2004, holds a BSc degree in Mechanical Engineering from the University of KwaZulu Natal, reflecting the technical foundation underpinning his business achievements.

Samantha Chetty

Samantha is the Finance Executive for Funder Management at The Collective X. She brings 28 years of financial expertise, with 17 years dedicated to non-profit organisations. She has extensive experience in managing national and international fund/grants, engaging with stakeholders across government and the private sector, and developing financial systems for complex funder reporting. Samantha is skilled in building and empowering both internal teams and external partners to achieve strategic objectives. She holds a Master’s in Business Administration from Regenesys Business School of South Africa.

Pontso Ntseuoa

Pontso is responsible for University Engagements at The Collective X, bringing over 20 years of diverse experience in both corporate and entrepreneurial settings. She has worked in a number of industries, including development funding, renewable energy, telecoms, and business consulting. Her previous roles include significant contributions at the Industrial Development Corporation and co-founding U-Network Telecoms (UNTEL). She holds a Masters in Digital Business and International Business and Entrepreneurship, amongst other qualifications.

Nkululeko Gama CA (SA)

As the Financial Accountant for The Collective X, Nkululeko plays a key role in maintaining the financial integrity and operational efficiency of the organisation. His responsibilities include assisting with the drafting of business cycle policies, handling various aspects of contracting, processing accounting transactions, reviewing accounting journals, and compiling management accounts. Nkululeko is a chartered accountant registered with SAICA.

Lebohang Mosikili

Office Manager

Lebo’s adept communication and problem-solving abilities are integral to the seamless coordination of the team. In the dynamic tech landscape, Lebo is the indispensable force behind the efficiency, and smooth-running, of Collective X’s operations.

Jennifer Kann

Head: Marketing & Communications

As the Head of Marketing and Communications for Collective X, Jennifer brings a wealth of experience from her 25-year career in the field. Beginning her journey as a journalist, she quickly transitioned into a corporate communications specialist. For the last 15 years, her focus has been dedicated to youth employment and related issues, highlighting her commitment to making a meaningful impact in this crucial area.

Hina Soni

Hina is the Programme Manager for The Collective X and plays a pivotal role in driving and enabling technology platforms for the mobilisation of organisation. Her focus extends to partnerships and solutions, which help bridge the digital skills gap and grow the talent pipeline in South Africa. With her qualifications and extensive experience in management consulting, she has worked across industries to deliver customer strategies and innovative technology platforms.

Fran Swart

As the head of Partnerships and Strategic Client Engagements at The Collective X, Fran is deeply invested in addressing unemployment in South Africa. Her role involves creating impactful solutions to bridge the digital skills gap in the country. Through her work, Fran has contributed to the establishment of a national digital skills initiative, coordinating efforts to deliver essential digital skills efficiently and effectively.

Dianne Woodward

Executive: Solution Design

With a Bachelor of Commerce degree and over 40 years of experience in human capital management and management consulting, Dianne serves as Executive for Solution Design at Collective X. She brings deep expertise in the social impact sector, particularly in addressing youth unemployment, where her innovative and practical approach has shaped solutions that unlock scale, sustainability, and measurable impact. Her work ensures the digital skills ecosystem can align and collectively drive more impactful and scalable solutions.

Deidre Samson

Head: Skills and Training Partnerships

Deidre is the Head of Skills and Training Partnerships for Collective X. She brings a rich background in corporate marketing, strategy and innovation, fostered through her experiences in private banking and at a leading multinational alcoholic beverage company. She is a member of several expert panels, including the United Nations Development Programme and Interpol, and also contributes as a faculty member at the University of Stellenbosch and the University of Free State’s MBA Programme.

Evan Jones

CEO, The Collective X

Evan is CEO and board member of Collective X, leading South Africa’s national digital skills strategy to transform youth training and employment for digital careers. Under his leadership, the organisation pursues its bold mission to create 500,000 high-value digital jobs for marginalised young South Africans by 2030. As coordinating intermediary of the national digital skills plan, Evan drives ecosystem-wide collaboration between government, training providers, and employers. He champions transforming skills financing, enabling market participation, and providing thought leadership. Evan positions Collective X at the centre of South Africa’s digital transformation, creating inclusive economic opportunities and meaningful change.

Charity Phakathi

Executive: Finance and Governance

Charity serves as the Executive of Finance and Governance for Collective X. Her responsibilities include overseeing Opex and Sustainability, Governance policies, Financial Modelling, Legal and Contracting, as well as preparing Annual Financial Statements for the entity. She has 30 years of experience in finance, primarily in the corporate and banking sectors. Charity is a Wits Alumni with various qualifications in Financial Accounting and Tax.

Andy Searle

Executive: Programme Management Office

Andy leads Collective X’s Programme Management Office, aligning delivery with the organisation’s mission to scale inclusive digital skills and unlock employment pathways. He orchestrates national programmes blending public and private investment, demonstrating innovative co-funding models for sustainable workforce development. Andy builds governance frameworks that give funders, employers, and government partners confidence in Collective X’s scalability and impact. Through strategic partnerships, he creates connected skills pipelines supporting South Africa’s digital economy. Andy champions the SFIA framework as a national benchmark, positioning Collective X as a catalyst for workforce quality and global competitiveness.

Tim Andrews

Head: Systems & Technology

Tim heads up systems and technology at The Collective X, leading initiatives to bridge the digital skills gaps in South Africa. He has worked in corporate finance and private equity and also founded a technology business, taking Google’s Enterprise and cloud solutions to market as a premier partner in South Africa. Tim holds an Honours degree in Investment Management from the University of Johannesburg.