The Culture, Arts, Tourism, Hospitality and Sport Sector Education and Training Authority (CATHSSETA) is considering partnering with McDonald’s South Africa to create a graduate employment programme that would serve as a bridge from qualifications to work.
The proposed initiative would see graduates with degrees or diplomas, including those in catering and related fields, being considered for roles in areas such as accounting, finance, human resources and law.
CATHSSETA CEO Marks Thibela stated this during the launch of the second cohort of the McDonald’s/CATHSSETA Learnership Programme at McDonald’s South Africa headquarters in Sandton.
The proposed graduate programme should not be seen as an open invitation to apply – it is a concept that is currently being explored.
The proposed programme would focus on helping graduates get jobs
According to Thibela, CATHSSETA is targeting a shift towards skills programmes in which employers are directly involved and interested, not only in training the youth but also in placing them in jobs after completing the programmes.
Under the proposed McDonald’s graduate programme model, graduates would be required to go through an intensive training initiative, after which – subject to agreement – they would be placed in jobs.
Thibela noted that the proposed graduate programme would see participants placed in head-office support roles at McDonald’s, rather than at the restaurant level.
This approach fits in with a wider CATHSSETA strategy to target a shift in the way skills-development and training programmes are being measured, moving away from a focus on how many young people enter training to how many get jobs as a result of the programmes.
CATHSSETA wants to ensure employers commit to absorbing graduates
The authority is also considering similar employment-linked training initiatives with other major employers.
Thibela noted that CATHSSETA had engaged with other fast-food giants, including KFC, Nando’s and Burger King, to encourage them to get involved in skills-development initiatives aligned to their sector needs.
The model being considered requires that employers demonstrate a commitment to absorbing graduates after they complete training programmes.
CATHSSETA is also targeting a model in which employers would make financial contributions to SETAs, enabling more young people to enter training.
The proposed model reflects the fact that a training programme alone is not sufficient to address the challenges that the youth face in accessing jobs.
The second cohort of the McDonald’s/CATHSSETA programme has been expanded to 2,370
While the graduate programme is being proposed, the existing McDonald’s/CATHSSETA partnership has seen the start of the second cohort, which has been expanded to 2,370 learners, according to Thibela.
CATHSSETA has allocated R89 million to the latest programme, compared to R44 million that it committed to the 2024 cohort.
The expansion followed a review of the first cohort, which included issues that contributed to learners dropping out, such as stipends and recruitment.
Thibela noted that several other issues had been reviewed, including the alignment of the McDonald’s learnership with the National Qualifications Framework.
The focus is on getting more rural and disabled youth into the programme
CATHSSETA has partnered with Harambee to ramp up recruitment and broaden the programme’s reach.
Thibela noted that the authority was targeting a significant enrolment of rural youth, as well as an increase in learners with disabilities.
The expansion of the McDonald’s/CATHSSETA programme beyond metro areas is significant, considering the numerous socio-economic challenges that rural communities face.
The recruitment strategy therefore goes beyond simply boosting recruitment numbers.
What qualification does the McDonald’s learnership offer?
The McDonald’s learnership offers the National Certificate in Fast Food Services.
It is a combination of formal and workplace-based training.
McDonald’s chief people officer Dr Mamello Masia noted that the programme followed the 30/70 rule, with 30% academic and 70% workplace training.
The combination enables participants to gain knowledge and experience.
For many learners, the latter is critical, considering that most employers require that they demonstrate practical skills and competencies.
The first cohort has produced positive employment outcomes for graduates
The first cohort has delivered on its goal of helping graduates get jobs.
According to Masia, 476 of the 1,400 learners who completed the first cohort have been permanently absorbed by McDonald’s.
The company also reported that more than 75% of those who dropped out of the programme were gainfully employed full-time in the sector, while 1.5% were self-employed.
These outcomes offer valuable insight into the likely employment outcomes for the second cohort.
That said, the numbers should not be taken to mean that every graduate who completes the programme will be employed.
Why employment-linked training initiatives are important
South Africa continues to grapple with high levels of youth unemployment, which makes the connection between qualifications and jobs a matter of national interest.
According to the Statistics South Africa figures presented during the programme launch, the country’s unemployment rate was at 33.6% in the second quarter (Q2) of 2026.
The number of unemployed people aged 15–34 years was at 47.4%, while that of those aged 15–24 years was at 60.9%.
The 36.4% of young people aged 15–24 who were not in employment, education or training represents 3.8 million individuals, according to the numbers presented for the first quarter (Q1) of 2026.
The figures therefore provide the context for employment-linked training initiatives such as the McDonald’s/CATHSSETA learnership.
A degree or diploma might not be sufficient for getting a job
The McDonald’s programme also highlights the challenge that many graduates face in terms of transitioning from studies to the world of work.
For many employers, a qualification is not sufficient – they are looking for experience, skills and competencies.
The current emphasis on work-integrated learning therefore makes sense, as it enables participants to develop the skills-set required to get a job.
For many learners, the on-the-job experience will be an important addition to their qualifications.
What does this mean for graduates?
The proposed graduate programme could prove to be a game-changer, if and when it moves from proposals to implementation.
However, there were no specific application guidelines for the proposed graduate programme during the launch.
There is currently no closing date for applications, and details on stipends, eligibility, number of available positions or selection processes were not shared.
Graduates should therefore exercise caution when considering the proposed graduate programme.
Those interested in applying for any of the CATHSSETA initiatives should take note of the official guidelines.
What does it mean for the 2,370 McDonald’s/CATHSSETA learners?
The 2,370 learners who have enrolled for the current McDonald’s/CATHSSETA programme must focus on taking advantage of the opportunity to gain both formal qualifications and work experience.
This means attending classes, acquiring practical skills and taking every opportunity to gain as much experience as possible.
The positive employment outcomes for the first cohort serve as a reminder that the combination of the two will greatly improve their chances of getting a job.
Why the proposed graduate programme matters
The proposed programme reflects CATHSSETA’s interest in evolving the way skills-development is done in the country, with a focus on results.
By targeting an employment-linked initiative, Thibela has signalled CATHSSETA’s interest in ensuring that its training programmes lead directly to jobs.
For the proposed graduate programme to be successful, it must involve the three critical elements: training, work experience and employment.
Whether or not the proposed programme will be implemented will depend on the final terms of the agreement between CATHSSETA and McDonald’s.
For now, the confirmed developments point to CATHSSETA exploring the concept while the McDonald’s partnership moves to the second, expanded cohort.
Source
This publication draws on information supplied by the McDonald’s/CATHSSETA programme launch, including quotes by CATHSSETA CEO Marks Thibela and McDonald’s chief people officer Dr Mamello Masia.
The unemployment figures used in this publication are also sourced from the Statistics South Africa data presented during the launch.
Editorial policy
This publication was independently written for South African readers using the supplied information as the factual basis.
The proposed graduate programme was clearly differentiated from the existing McDonald’s/CATHSSETA learnership so that readers are not misled into thinking that a graduate application opportunity is open when, in fact, it is not.
No unverified application dates, salaries, stipends, eligibility requirements or employment guarantees were added.
Disclaimer
The proposed McDonald’s graduate programme was described as an initiative that is currently being explored by CATHSSETA and should not be regarded as an open opportunity unless an official application announcement is made.
Programme guidelines, recruitment arrangements and employment outcomes may change, and prospective applicants are advised to confirm details directly with CATHSSETA or McDonald’s South Africa before submitting applications.
Applicant awareness
Youths should be wary of social-media advertisements promising guaranteed CATHSSETA or McDonald’s jobs.
Avoid providing personal information to individuals or organisations that ask for money in exchange for job opportunities.
Always verify the authenticity of the job offer, including the eligibility requirements and application procedures, before submitting personal information, such as identity documents and banking details.
