1

VOCATIONAL EDUCATION AND TRAINING AUTHORITY

AN OVERVIEW OF VET IN TANZANIA DURING LAST FIVE YEARS: (ACHIEVEMENTS, CHALLENGES AND FUTURE PLANS)

By Eng. Z.S. Moshi

DIRECTOR GENERAL

VETA Head Office,

P.O. Box 2849,

DAR ES SALAAM-TANZANIA

10th

December, 2014

2

TABLE CONTENTS LIST OF ABBREVIATIONS ..................................................................................................................................... 3

1.0 BACKGROUND INFORMATION .............................................................................................................. 4

1.1 Introduction ........................................................................................................................................... 4

1.2 Objectives of the paper ......................................................................................................................... 4

1.3 Iinstitutional arrangements.................................................................................................................... 4

1.3.1 Composition of the VET Board ........................................................................................................ 4

1.3.2 Composition of Zonal VET Boards .................................................................................................. 6

1.4 Vision, Mission and Core Values ......................................................................................................... 6

1.4.1 Vision ................................................................................................................................................ 6

1.4.2 Mission .............................................................................................................................................. 7

1.4.3 Core Values ....................................................................................................................................... 7

1.5 Modes of Training Delivery.................................................................................................................. 7

2.0 ACHIEVEMENTS/OUTPUTS ..................................................................................................................... 7

2.1 Development of Strategic Plan and Programmes for VET. ............................................................... 7

2.2 Equitable access to VET ....................................................................................................................... 7

2.3 Improving quality of VET provision and employability. ..................................................................... 9

2.3.1 Development of policies and guidelines for VET include establishment /institutionalization of :- . 9

2.3.2 Labour market studies ....................................................................................................................... 9

2.3.3 Collaboration with stakeholders ..................................................................................................... 10

2.3.3.1 Internal stakeholders ...................................................................................................................... 10

2.3.3.2 External stakeholders...................................................................................................................... 10

2.3.4 Modernization of VETA Centres .................................................................................................... 10

2.4 Enhance VET Management system and Financing ............................................................................ 10

2.5 Strengthen Morogoro Vocational Teachers College Strengthened as a College of Excellence for

TVET Professionals and Managers. ............................................................................................................... 11

3.0 MAIN CHALLENGES ................................................................................................................................. 12

4.0 WAY FORWARD ........................................................................................................................................ 12

a. To improve employability of VET graduates; .................................................................................... 13

b. To improve training of vocational teachers; ....................................................................................... 13

c. Provide training to informal sector operators; .................................................................................... 13

d. Provide Training to Staff in the Formal Sector through SEP. ............................................................ 13

e. Recognition of Prior Learning (RPL) ................................................................................................. 13

f. Apprenticeship Training ..................................................................................................................... 13

5.0 CONCLUSION ............................................................................................................................................. 13

3

LIST OF ABBREVIATIONS

BG

EEVT

DVET

DVTC

ILO

LMA

MVTTC

NACTE

- British Gas

- Enhancement Employability in Vocational Training

- Director of Vocational Education and Training

- District Vocational Training Centre

- International Labour Organization

- Labour Market Analyst

- Morogoro Vocational Teachers Training College

- National Accreditation Council of Technical Education

NVQ

OUS

- National Vocational Qualification

- Occupation Unit Standards (Workplace Standards)

RPL

RVTSC

- Recognition of Prior Learning

- Regional Vocational Training and Service Centre

TAC

TET

UN

- Trade Advisory Committee

- Technical Education and Training

- United Nations

VCP IV - VETA Corporate Plan

VET - Vocational Education and Training

VETA

VHTTI

VSO

- Vocational Education and Training Authority

- VETA Hotel Training and Tourism Institute

- Volunteers Services Oversees

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1.0 BACKGROUND INFORMATION

1.1 Introduction

The vocational education and training system in Tanzania focuses on providing skills to the labour

force in order to enable it to enter, re-enter skills training retrain with a view of acquiring and

maintaining decent employment and employability.. The history of forma VET in Tanzania dates

back to 1940 when the Apprenticeship Ordinance was enacted to guide training in the industry. The

Vocational Educational and Training Act. No. 1 of 1994 which established the Vocational

Educational and Training Authority (VETA) as an autonomous agency of the government financed

through a payroll levy, replaced the Vocational Training Act of 1974, which earlier established the

National Vocational Training Division(NVTD). VETA is charged with responsibilities of

coordinating, regulating, financing, promoting and providing vocational education and training in

Tanzania.

1.2 Objectives of the paper

The main objective of this paper is to highlight the achievements made and challenges experienced

during the previous five years and the way forward.

1.3 Iinstitutional arrangements

VETA is under the Ministry of Education and Vocational Training. The Authority is governed by the

VET Board with triplet formation.

1.3.1 Composition of the VET Board

Composition of the National VET Board is as follows:

1 Chairperson;

10 Members:-

Three (3) Members representing the Government i.e 2 Permanent Secretaries Ministry

of Labour and Employment, Ministry of Industries and Trade and Director of TVET –

Ministry of Education and Vocational Training

Three (3) Members representing the NGOs-VET Providers

Two (2) Members representing employers

Two (2) Members representing employees

Director General - Secretary to the Board

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Figure 1: Organization Structure of VETA

To simplify the implementation of its role, VETA has 9 Zonal offices, to cover all regions of

Tanzania mainland. This was done to restructure the authority and operationalize the

decentralization system. It was also done to ensure that VETA services are spread all over the

country as indicated in Figure 2

CORPORATE

SECRETARY INTERNAL AUDITOR

DIRECTOR GENERAL

NATIONAL VET

BOARD

MINISTRY OF EDUCATION AND

VOCATIONAL TRAINING

ZONAL BOARDS

DIRECTOR OF

ASSESSMENT

AND

CERTIFICATION

DIRECTOR OF

HUMAN

RESOURCES AND

ADMINISTRATION

DIRECTOR

OF

FINANCE

DIRECTOR OF

LABOUR MARKET,

PLANNING AND

DEVELOPMENT

DIRECTOR OF

VOCATIONAL

EDUCATION

AND TRAINING

ZONAL

DIRECTORS

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Figure 2: Map of Tanzania

Showing VETA Zones

1.3.2 Composition of Zonal VET Boards

Chairperson appointed by the VET Board

1 members – Government

3 members – employers

2 members – Employees

1 member – NGOs (VET Providers)

RD – Secretary to the Board

In order to manage this important role, VETA has put clear its obligations which features in the

following vision and mission statements.

1.4 Vision, Mission and Core Values

1.4.1 Vision

The vision of VETA is to become:

“An excellent Vocational Education and Training (VET) system that is capable of supporting

national social economic development in the global context”.

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1.4.2 Mission

The mission of VETA is:

“To ensure provision of quality VET that leads to generation of competitive labour force and

contributes to social economic development through effective regulation, co-ordination,

financing and provision, in collaboration with stakeholders”

1.4.3 Core Values

Demand driven services

Service Excellence

Transparency

Team work

1.5 Modes of Training Delivery

The vocational education and training delivery is divided into four approaches:

a. Institution Based Training: Long and short courses as well as tailor - made courses;

b. Direct Apprenticeship Training or work based learning;

c. Integrated Training for Entrepreneurship Promotion (INTEP) focusing on the informal Sector;

and

d. Skills enhancement programme (SEP) for employees in the industries to support or address

skills gap in housed training.

2.0 ACHIEVEMENTS/OUTPUTS

Among the milestone realized by VETA during the last five years include:(See Appendix 1):

2.1 Development of Strategic Plan and Programmes for VET.

VETA Corporate Plan IV 2012/13-2016/17 was developed. The Plan incorporates

national development priorities as stipulated in the national Five Years Development

Plan (FYDP I).

A Skills Enhancement Programme (SEP) was developed to support employees in the

companies contributing in the skills development fund (SDL). The arrangement

requires training costs to be shared equally between employers and VETA. The main

purpose is to improve productivity be updating and upgrading skills to address

changing technologies and needs in work places.

Recognition of Prior Learning: Under this programme, assessment and certifying skills

and knowledge of people gained through non formal system.

Re-introduction of Apprenticeship Training: VETA has also collaborated with the

Hamburg Chamber of Commerce from German on providing apprenticeship training.

This programme is currently in the final stage of piloting.

2.2 Equitable access to VET

The following output were realized during the respective period

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(i) VET centres were increased from 672 in 2009 to 759 in 2013,An increase of

13%

(ii) Number of VETA owned Centres increased from 21 in 2009 to 28 in 2014.

(iii) The enrollment of VET trainees increased from 104,840 in 2009 to 159,345 by

2013,an increase of 52%

(iv) A total number of 1,650 employees trained under Skills Enhancement

Programme from the year 2012 to 2014. See Appendix 2 & 3.

(v) A total of 3,481 informal sector operators were trained (1,986 Male and 1,495

female)

(vi) Construction of Songea VTC classrooms and Dodoma RVTSC girl’s

dormitory.Finalize construction and opening of Manyara, Lindi, Pwani, Kipawa

ICT, Makete DVTC and VHTTI,

(vii) During this period also the following Vocational centres were renovated to meet

Labour Market requirements, Tabora, Singida, Ulyankulu, Mpanda, Singida and

Shinyanga.

(viii) Initial preparation for construction of four (4) new RVTSCs for Geita, Simiyu,

Njombe and Rukwa,

(ix) Construction/rehabilitation of four District Vocational Training Centres

(DVTCs) for Ludewa, Namtumbo, Karagwe and Korogwe in progress.

(x) Training in Oil and Gas value chain: VETA in collaboration with VSO and British

Gas are implementing a project known as Enhancement Employability for Vocational

Training with collaboration of VSO and British Gas for Mtwara and Lindi Regional

Vocational Training Centres. Under this programme, 34 vocational teachers had been

trained by experts from VSO and City and Guilds of UK. Also, 280 VET graduates

were also trained in various skills for employment and self-employment in the oil and

gas value chain.

Inauguration ceremony of the Enhancement Employability in Vocational Training (EEVT) project by the Hon. Vice President

Dr. Mohamed Ghalib Bilal in Mtwara

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(xi) Training in Mining skills:

VETA is also collaborating with

mining companies to conduct

courses in the mining sector at

VETA Moshi. A total number

of 625 people trained and 99%

of them got employment in the

mining companies. 215 trainees

are still attending training.

Enrollment continues.

2.3 Improving quality of VET provision and employability.

Employability of VET graduates depends on a number of factors which include:

improved quality provision,

demand driven training,

improved collaboration with industries

During the period under review, the Authority realized the following milestone processes related

geared towars improved VET quality and employability.

2.3.1 Development of policies and guidelines for VET include establishment

/institutionalization of :-

Apprenticeship programme;

Competence Based Assessment;

Recognition of Prior Learning Assessment (RPLA);

Accreditation VET programs;

Risk Based Quality Audit of VET centres for compliance;

Career VETA Innovation policy;

Guidance and counseling in VET system;

Entrepreneurship progranme in VET system

Direct Support non VETA centres;

VETA innovation Policy

2.3.2 Labour market studies

Review and development of training programmes and corporate plans require update information

about the labour market. The following are some of the labour market studies conducted and

eventually provided inputs for plans and programme review to improve quality VET provision

and employability.

Tracer study for VET graduates 2010

Potential short course, 2013

1

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Entrepreneurship Education and Training program tracer study, 2013

New and Emerging skills, 2012

Labour Market to Identify skills in the transportation sector, 2012

Skills requirements in the Printing sub sector

Labour market study for skills in seed oil extraction 2013/14

Labour Market to Identify skills in Cement industries 2013/14

Skills requirements in Construction survey 2013/14

2.3.3 Collaboration with stakeholders

Fostering linkages with employers and labour market, provide an avenue for improved

employability of VET graduates and quality training provision. The following stakeholders have

been in collaboration with VETA during the period under review and they exclude the

collaboration with companies established under SEP as indicated in Appendices 2 and 3..

2.3.3.1 Internal stakeholders

Mining companies in Tanzania (Apprenticeship training at Moshi and Mwanza

RVTSCs),

Renewable Energy Authority (rural electrification),

National Housing Corporation (Training in hydra foam brick making),

MOROWASA and MAZAVA FABRIC of Morogoro.

2.3.3.2 External stakeholders

British Gas and Volunteer Service Oversees (enhancing employability of VET

graduates)

Association of Canadian Community Colleges (ACCC) (Hospitality, Agriculture,

Mining and Construction training),

Hamburg Chamber of Commerce (Apprenticeship training),

Swiss contact (Agriculture training),

Utalii College in Kenya (Hospitality training)

2.3.4 Modernization of VETA Centres

VET quality provision requires also improved training facilities to match with the requirements in the

labour market. This entails modernization of VET workshops in its broad sence. The Authority is

implementing the modernization project in phases depending on availability of funds. Currently,

seven workshops are under the programme.

Completion of first phase of the modernization program (Workshop for Tanga (Industrial Electricity),

Kihonda (Agro mechanics and Truck driving), Mwanza (Heavy duty equipment mechanics and

Industrial Electricity) and Moshi (Civil draughting) is underway and will be realized in the 2014/15

financial year.

2.4 Enhance VET Management system and Financing

In order to realize effective, efficient and sustainable development in the VET sub sector, firm

management of resources and control supported by staff commitments are pre-requisite conditions.

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During the period under review, the following were measures instituted to improve VET management

system and financing.

(i) VETA Financial Regulations and Accounting Manual reviewed and is being implemented

(ii) Establishment of Board Audit Committee and enhancement of internal audit independence

(iii) Institution of Risk Based Audit approach

(iv) Stores Management System has been installed and are implemented in all Cost Centres

(v) Guideline for Income Generating Activities (GIGA) was reviewed

(vi) Risk Management Policy developed and is being implemented

(vii) VETA Collective Bargaining Agreement has been reviewed and is being implemented

(viii) VET MIS developed and is being implemented

Implementation of the above measures has resulted into reduction of audit queries, realization of

Value for Money and proper accounting records maintained.

2.5 Strengthen Morogoro Vocational Teachers College Strengthened as a

College of Excellence for TVET Professionals and Managers.

Improvement quality of and access to VET requires also improvement of Vocational Teachers both in

quality and quantity to address growing demands in the labour market.

In order to address this challenge, the Authority has initiated and realized the following milestone

during the period:

Vocational teachers enrollment increased from 276 in 2011/12 to 939 in July 2014 in the

certificate course, whereby in diploma program were increased from 34 in 2011/12 to 89 in

2013/14,

Strengthening and streamling Entrepreneurship Education and Training (EET) in VET

institutions,

Establishment of seven Off campus centres nationwide, and

MVTTC programmes accredited by NACTE,

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3.0 MAIN CHALLENGES

Apart from realising the aforementioned achievements, the Authority experienced some shortfalls and

challenges during the period under review. However, several actions are being and continue to be

taken to mitigate them as outlined in Table 3.

Table 1: Challenges and action taken

SN CHALLENGE ACTION TAKEN

1. Low capacity of VET centres to meet the

ever increasing demand vocational

education and training

Introduce different modes of learning e.g.

Open and distance learning, enhance both

formal and informal apprenticeship training

2. Inadequate fund for establishment of

DVTCs

VET Board set some funds (4 billion) as a

start for establishing DVTCs as the

government looking for other means to

handle this.

3. Inadequate fund to meet the expanding skills

demand in the country (1/3 of SDL)

To continue requesting the Government to

consider increasing SDL ratio to VETA.

4 Delay in remittance of SDL to VETA Intensify follow up with treasurer

4.0 WAY FORWARD

Employment of VET graduates is regarded as the most measure of effectiveness of training provision and

regulations. The tracer study of VET graduates conducted in 2010 revealed employment rate of VET graduates

is about 67%. The target is to reach 80% by 2016/17. Given the limited scope in the formal sector

opportunities for VET graduates, mostly, employment avenues lie in the informal/micro economic sector.

According to tracer study findings, graduates lack appropriate competencies to access formal employment.

They also lack technical and financial support to access self-employment.

Through deployment of comprehensive and relevant strategies, outlined above,VETA is now improving the

quality of her graduates to facilitate their employability. The tracer study also revealed the aspect of attitude

and practical skills as important features and prominent for recruitment by most employers. VETA will

continue to expand training opportunities and improving VET quality provision as follows:-

To increase access and equity in VET in order to expand employment;

The following steps are being taken in order to improve VET access and equity:-

Upon availability of funds, Veta will accomplish the establishment of the remaining 26

to reach 31 District Vocational Training Centres for phase one

Construct the four(4) RVTSCs with the expectation of creating more than 15,400

training opportunities per year;

Facilitating registered VET training centres to increase number of trainees from the

120,000 in 2012/13 to 300,000 annually by 2016/13.

Improving training environments in VET institutions, enrolling trainees with special

needs; and

Establishing e-learning and mobile training.

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a. To improve employability of VET graduates;

In order to improve employability of VET graduates, VETA will continue implementing the

following:-

Improving practical training in VET centres;

Improving teaching of entrepreneurship education and training to improve

employment;

Providing modularized training system for multi skilling of the graduates;

Establishing incubation centres to improve employability of VET graduates; and

Improving VET graduates records for establishing graduates data base for potential

employers.

b. To improve training of vocational teachers;

VETA believes that, good quality teachers are a hub to improve quality of training. VETA

will also continue implementing the following:-

Build capacity for VET instructors;

Improve and reviewing training curriculum according to findings of labour market

studies; and

Improve teachers training at Morogoro Vocation Teachers Training College to address

practical skills in Workshop.

c. Provide training to informal sector operators;

VETA will continue providing training in order to address the demands of the informal sector

under the integrated Training for Entrepreneurship promotion (INTEP). Target is to train

15,000 informal sector operators by 2016/17.

d. Provide Training to Staff in the Formal Sector through SEP.

VETA will continue working collaboratively by employers in implementing SEP in order to improve

productivity and sustain employment of the workers. The target is to collaborate with 250 companies

by June 2017.

e. Recognition of Prior Learning (RPL)

VETA will eventually roll over RPL to other Zones and learners who has received training

through a non formal system and will issue recognized modular or full qualification as per

NVQ levels I –III.

f. Apprenticeship Training

VETA will also extend apprenticeship training to other centres and trades after pilot phase in the coiming

financial year 2015/16..

5.0 CONCLUSION

The VETA Corporate Plan IV (VCP IV) will continue to be implemented as roadmap to realize VET

National objectives. However, the unaccomplished development activities related to equitable access,

improved VET graduates employability, improved management system and financing and quality of

supply of teachers will continue to be implemented as indicated in appendix 4.

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Through their professional guidance and supervision and commitment, the current VET BOARD has

been instrumental and significantly contributed to the realization of the mentioned milestones and

landmarks. We treasure their legacy.

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Appendix 1: Main achievements of VETA for the Period of Five Years

MAJOR AREAS

OF FOCUS

ACHIEVEMENT OUTCOME/REMARKS

a) Development

of Strategic

Corporate Plan

which

incorporates

national

development

priorities.

The five year strategic Plan(2012/13 -

2016/17) was developed and is under

implementation

VCP IV incorporated main issues

that are pertinent to VETA in

achieving national vision and

mission 2025 as stipulated in the

national Five Years Development

Plan (FYDP I).

b) Enhance VET

Management

system and

Financing,

VETA Financial and Stores

Management System, review of

Guideline for Income Generating

Activities (GIGA) and development of

Risk Management Policy.

Improved financial discipline and

adherence to financial and stores

management regulation, reduction of

audit queries, realization of Value

for Money and proper accounting

records maintained. VETA got clean

Audit certificate for the two

consecutive years, 2011/12 and

2012/13.

Internet Banking system established

to easy financial transactions

(ix) VETA Collective Bargaining

Agreement has been reviewed and

is being implemented

(x) Recruitment and Selection

Procedures has been developed

and is being implemented

(xi) VET MIS developed and is being

implemented

(xii) VETA Head office and centres

connected to National Fiber Optic

Cable.

(i) Easy communication

(ii) Simplification of trainee

selection

(iii) VET MIS simplified

examination results

processing

(iv) VETA human capital record

keeping

c) Increasing

equity and

access to VET.

(i) Construction of Mtwara region

office, Songea VTC classrooms

and Dodoma RVTSC girl’s

dormitory.

(ii) Finalize construction and opening

of Manyara, Lindi, Pwani, Kipawa

ICT, Makete DVTC and VHTTI

(iii) Skills Enhancement Programme

guidelines were developed and are

being implemented

(iv) A total 73 (62 Males and 11

females) Short Course

Coordinators Capacitated from

(xii) VET centres were

increased from 672 in

2009 to 759 in 2014.

(xiii) Number of VETA owned

Centres increased from

21 in 2009 to 28 in 2014.

(xiv) The enrollment of VET

trainees in long and short

courses increased from

104,840 in 2009 to

159,345 by July 2014

(xv) A total number of 1,650

employees trained under

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MAJOR AREAS

OF FOCUS

ACHIEVEMENT OUTCOME/REMARKS

VETA and non VETA centres on

developing short course

(v) Three sites for constructing 4 new

RVTSCs for Geita, Simiyu,

Njombe and Rukwa have been

obtained and surveyed.

(vi) Informal sector operators training

through INTEP Program was

conducted.

Skills Enhancement

Programme from the year

2012 to 2014. See

Appendix 1 & 2.

(xvi) A total of 3,481 informal

sector operators were

trained (1986 Male and

1495 female),

d) Improving

quality of VET

provision and

employability.

(i) The following VET policies and

guidelines for quality assurance of

VET were developed and are being

implemented.

Apprenticeship;

Competence Based Assessment.

Recognition of Prior Learning

Assessment (RPLA)

Accreditation VET programs

Risk Based Quality Audit of

VET centres for compliance

Career Guidance and counseling

in VET system

Direct Support non VETA

centres

VETA Innovation policy

(ii) Fifty three (53) Occupational Unit

Standard (OUS) and curricula

were developed/ reviewed

(iii) Major labour market surveys were

conducted and report available

for:-

Tracer study for VET graduates

2010,

Potential short course, 2013,

Entrepreneurship Education and

Training program tracer study,

2013,

New and Emerging skills, 2012,

Labour Market to Identify skills

in the transportation sector,

2012,

Skills requirements in the

(i) Good quality VET provision

that results to employability

of VET graduates.

17

MAJOR AREAS

OF FOCUS

ACHIEVEMENT OUTCOME/REMARKS

Printing sub sector,

Labour market study for skills in

seed oil extraction 2013/14,

Labour Market to Identify skills

in Cement industries 2013/14

Skills requirements in

Construction survey 2013/14

(iv) VETA established collaboration

with the following stakeholders:

British Gas and Volunteer

Service Oversees (enhancing

employability of VET graduates)

Mining companies in Tanzania

(Apprenticeship training at

Moshi and Mwanza RVTSCs)

Renewable Energy Authority

(rural electrification)

National Housing Corporation

(Training in hydra foam brick

making)

MOROWASA and MAZAVA

FABRIC of Morogoro.

(v) Other international development

partner include:

Association of Canadian

Community Colleges (ACCC)

(Hospitality, Agriculture, Mining

and Construction training)

Hamburg Chamber of

Commerce (Apprenticeship

training)

Swiss contact (Agriculture

training)

Utalii College in Kenya

(Hospitality training)

e) Improving

gender equity

in VET system.

Sensitization of gender equity in VET Women Participation in VET

increased from 35% in 2011 to 42%

in 2014.

f) Improving

supply of

Vocational

Teachers

(quality and

quantity) to

(i) Increase of Vocational teachers

enrollment in certificate and

diploma programs

(ii) Rehabilitation of infrastructure at

MVTTC

(iii) Curricula for certificate and

Vocational teacher enrollment

increased from 276 in 2011/12

to 939 in July 2014 in the

certificate course, whereby in

diploma program were

increased from 34 in 2011/12 to

18

MAJOR AREAS

OF FOCUS

ACHIEVEMENT OUTCOME/REMARKS

address

growing

demands.

diploma course were developed and

approved by NACTE

89 in 2013/14

MVTTC renovate the following

buildings:-seminar rooms,

lecture hall/ theatre, offices,

library, student’s hostel and

thirteen (13) staff houses.

The College LAN has been

linked to the National Fibber

Internet Back born

Library Book Security system

has been installed

A total of six 6 MVTTC staff

attended long courses in

programmes of Diploma,

Masters and PhD.

Three (3) new off campus centres

were established at Shinyanga,

Singida and Mafinga with 83

participants (15 female).

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Appendix 2: Number of Employees Trained Under Skills Enhancement Programme in 2012/13

SN ZONE NAME OF COMPANY MALE FEMALE TOTAL

1 Northern Zone TANCORD (1998) Ltd 105 62 167

The Moshi Leopard Hotel 16 24 40

Mlimani SOPA Lodges 62 119 181

2 Central Zone Tanzania Ranching

Company, Dodoma

26 4 30

Tanzania Meat Company,

Dodoma

62 19 81

3 Highland Zone MR Hotel, Iringa 13 6 19

4 Lake Zone Serena Hotel, Serengeti,

Mara

93 32 125

TOTAL 377 266 643

Appendix 3: Number of Employees Trained Under Skills Enhancement Programme in 2013/14

SN ZONE NAME OF COMPANY MALE FEMALE TOTAL

1 DSM ZONE Kioo Ltd 43 0 43

Chemi Cotex 56 7 63

Dams and Drilling

Construction Agency

56 0 56

East African Cables Ltd 45 2 47

2 South West Hotels in Mbeya 12 14 26

3 Northern Zone Hospitality and Tourism 300 50 350

4 Western Lake Tanganyika Hotel 12 8 20

Mahale Classic Hotel 2 3 5

Western Vigimark Shinyanga 7 18 25

Malaika Hotel 3 2 5

Liga Hotel 2 3 5

5 Northern Zone Sopa Lodges 70 280 350

6 Highland Zone Chai Bora Company 12 0 12

TOTAL 620 387 1007

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Appendix 4: Future Plans

SN PROJECT

1 Construction of RVTSC to the newly established region (Simiyu, Geita,

Njombe and Rukwa)

2 Construction and equipping of 4 DVTCs for Ukerewe, Korogwe, Chunya

and Kilindi

3 Completion of construction and Rehabilitation of Namtumbo, Ludewa

and Karagwe

5 Rehabilitation of Kihonda RVTSC, Arusha VTC, Dakawa VTC and

Mtwara Course and Conference Centre (CCC)

6 Construction of 2 workshops for Lindi, Manyara and Pwani RVTSC

7 Equipping of Songea classrooms, Rehabilitation of Mtwara CCC, Makete

VTC, Shinyanga gemstone workshop and VHTTI Application Hotel

8 Construction of 2 staff houses for Makete DVTC, Dodoma furniture

production unit and Ulyankulu VTC

9 Construction of LAN in 5 centres Singida, Arusha, Ulyankulu, Dakawa

and Mpanda VTCs

10 Mainstreaming ICT to the training system

11 Implement VETA Innovation Policy

12 Establish e-learning system