The Board of Directors consists of eleven directors, appointed on three-year terms by the Minister of Higher Education, Training and Innovation, as per Section 9 of the VET Act, subject to Section 15 of the Public Enterprises Governance Act, as follows: five members nominated by employer representatives on the Labour Advisory Council; two members nominated by trade union representatives on the Labour Advisory Council; three members representing the government; and a member of the Namibia Qualifications Authority (NQA) Council.
In line with the NamCode, the Chairperson is an independent, non-executive director. The line Minister appointed Mr. Amon Ngavetene as the chairperson, deputised by Dr. Raimo Naanda.
The NTA is a statutory body established by Section 4 of the VET Act of 2008, from which it draws its mandate and which gives the NTA juristic personality. Section 5 describes the overarching mandate, namely to advise the Minister responsible for VET on national policy, as well as on any matter arising from or connected with the application of the Act. Specific powers and functions of the NTA, emanating from its overarching legislative mandate as set out in Sections 5(2)-(6).
The NTA carries out its legislative mandate with full appreciation of the provisions of the Public Enterprises Governance Act, No. 2 of 2006, which is aimed at the efficient governance of public enterprises by, among others, monitoring their performance.
The NTA carries out its mandate in line with its enabling and other relevant legislation.
Furthermore, the NTA aligns with other relevant legislation, which is augmented by various internal policies as approved by the Board, as well as applicable national policies and documents.
VET is steadily emerging as a global frontrunner in driving national development agendas, and features prominently in the strategic and operational priorities of regional economic communities and multilateral organisations alike, including that of the African Union (AU), International Labour Organisation (ILO) and United Nations Educational, Scientific and Cultural Organisation, UNESCO.
Namibia, too, recognises the establishment of a robust VET skills base as a key prerequisite to realising its national development agenda. The rationale to prioritise the development of VET skills is strong and convincing and stems from the recognition that VET is a source of skills, knowledge and technology needed to drive productivity in knowledge-based and transitional societies for the 21st century. Accordingly, the importance of the VET sector is captured in national policy imperatives as the most practical avenue for acquiring readily employable skills for the world of work and for creating the conditions required for an inclusive economy that generates decent employment opportunities through which to eradicate poverty by 2030. Entrusted with the responsibility to spearhead and accelerate the national skills development agenda, the NTA aligns its work to the following national policy imperatives:
a) Vision 2030: Namibia’s macro-economic development strategy anticipates the transformation of the Namibian economy into an industrialised and knowledge-based economy. It moreover challenges the country to implement an efficient and effective Technical and Vocational Education and Training system that is able to equip people with the necessary skills required by the labour market.
b) Fifth National Development Plan: NDP5 is the Namibian Government’s fifth five-year plan to achieve its development objectives set forth in Vision 2030. NDP5 highlights that “VET needs strengthening and expansion to better serve the current and emerging needs of skilled human resources in the country”. Accordingly, NDP4 requires increasing the immediate and long-term supply of skilled labour to alleviate the country skills needs.
c) Namibia VET Policy of 2005: The policy targets initial and ongoing education and training and stresses the significant role of VET in assisting people to acquire the skills needed for the economy.
d) Harambee Prosperity Plan: A targeted action plan to accelerate development in clearly defined priority areas, HPP does not replace, but complements the long-term goal of the National Development Plans (NDPs) and Vision 2030. HPP introduces an element of flexibility in the Namibian planning system by fast-tracking development in areas where progress is insufficient. Its Social Progression Pillar affirms a strong emphasis on VET, inter alia, improving the image of VET; expanding VET opportunities; improving quality and scope of VET offerings; and apprenticeship.
In line with the provisions of the VET Act and through promoting access, quality and equity in VET, the NTA’s endeavours are aimed towards:
• An organisational structure aligned to our strategy and populated with competent staff and systems;
• Sufficient, sustainable funding and disbursement to ensure quality VET;
• An effective regulatory framework;
• Quality training and related services aligned with the needs of our stakeholders;
• Effective administration of the VET Levy; and
• Stakeholder Engagement and Communication
Dep. Chair & SACC Chair
Member & NTFC Chair
Member & HRC Chair
Member & HRC
Member & SACC
The non-executive directors are appointed to Board committees and councils based on their qualifications and expertise. Board committees and councils operate under Board-approved terms of reference, which are updated regularly to keep abreast of developments in corporate law and governance best practices. The Board delegated certain functions to its committees and councils, which constitute an important element in the governance process.
The following board councils and committees are in place: a) Human Resources Committee (HRC); b) National Training Fund Council (NTFC); and c) Standards, Assessment and Certification Council (SACC).
The Industry Skills Committees (ISCs) comprise of experts and leaders from the industry who support the Board in carrying out the mandate of the NTA. Members perform a consulting, monitoring, evaluation and advisory role. Amongst others, the ISCs identify, oversee and inform research into sub-sector training needs; advise and report on sub-sector needs, scarce skills, grants, projects, and other appropriate matters; identify education and training needs in the sub-sector for consideration by management; monitor the development and implementation of sub-sector programmes; and render inputs into training policies and systems that make an impact on the sub-sector.Click on the link below to view the membership of the NTA’s 10 (ten) ISCs: