Training & Skills

SA School of chiller plants

Simplifying Sophisticated Skills & Making Greatness Common!

Course Modules

Introduction -History – Current Trends- The Future
Electrical, Mechanical, Electronics and Instrumentation on
Chillers, Air Handling Units, Ducts, Fan Coil Units etc

Demand & Statistics
Coaching, Mentoring, Facilitation, Assessor, Moderator

The Idea, Registration, Start Up, Operation, Growth & Expansion
Sustainability, Business Rehabilitation and Rescue

And Much More Value for Money !!!

NB** All modules are compulsory in order to be issued with a certificate of attendance and completion. They are offered as a complete unit and the division thereof should not be misconstrued as standalone units. They are not priced individually as with other Training Centres which makes the offering more uniquely economical and comprehensive.


As a fourth Industrial Revolution Movement, Our training centre offers professional and product specific short courses with focus and attention to the Chiller (Central Plant) Industry. The country has an appalling  deficiency of Chiller, Controls and BMS Technicians let alone the combination thereof. This is due to a lack of product dedicated i.e. Chillers – training centres amongst others, to train and equip upcoming and existing Apprentices, Artisans, Technicians and Graduate Engineers etc with the sophisticated skills associated.

Currently in South Africa Chiller Training is only accessible to apprentices who have been accepted by Chiller companies who are either local manufacturers or distributers of traditional International brands such as CARRIER, YORK, TRANE etc. While each brand is uniquely designed and manufactured for distinction and reputation within the industry there are universal principles of Design, Installation, Commissioning, Operation, Maintenance, Service and Repairs employed by each brand which when systematically taught and expounded upon in detail will place candidates at a favourable position of competency to add value to this industry and their respective places of employment thus balancing both competition and significantly low production rate of this category of Technicians. Artisan Production rate in South Africa already stands questionable with due regard to pass rate of Trade tests, intended return on investment, Skills Development Act, National Development Plan etc.

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Our South African Government has since been contributing to the development of Artisans for the Refrigeration & Air conditioning Trade. The effort of our government is however directed at closing the Artisan skills shortage gap hence the training focuses on the end goal of trade testing for candidates to be qualified at the end of their contractual training periods.

Unfortunately some who have qualified are not absorbed by their training houses and there is scepticism by recruiters as to whether or not they are able to deliver as accredited. This has left many demotivated and frustrated after the long years of training and leaves them with no other alternative but to settle for even less than the market value offers just to earn a living. Since a large percentage of these apprentices who end up as trade tested Artisans are disadvantaged Black youth this deepens the margin drastically since the Industry is predominantly white. Though Black women have access to these opportunities i.e. qualifying as Artisans, I have not heard of more than two women let alone Black who are Chiller, Controls or BMS Technicians or even a combination thereof. As a result the HVAC & R career path has become extremely narrow for all the groups mentioned i.e. Apprentices, Artisans, Technicians and Graduate Engineers etc especially black female and male youth.

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As a supporter of Sustainable Skills Development initiatives for youth and all groups concerned in South Africa and the world at large, The SA SCHOOL OF CHILLER PLANTS seeks to address and redress the culture of upstream and downstream dependencies existing within the Heating, Ventilation, Airconditioning & Refrigeration Industry.

As the Director I have held this theory for at least 10 years since my first day as an apprentice in the Industry. As an apprentice I have trained and qualified as an Industrial Refrigeration Mechanic with a worldwide reputable company in the Chiller industry and my experience and research to date validates my long perceived theory. Chiller Companies, Recruitment Agencies, HR-Practitioners, Line Managers, Facilities Managers and many of those who sit as part of panel interviews for Chiller, Controls and BMS Technician Positions spend an invaluable amount of time which they cannot afford to from advertising to finalising the recruitment process before the right candidate is recruited and sometimes position titles have to be changed in order to widen the application pool to fill these positions. This has placed great stress on existing employees who often have to carry the extra loads of work that comes with delayed recruitment efforts due to a specific product skills shortage.

They spend extra long hours to compensate for the vacant positions.  On the other hand some clients who procure chiller equipment for their facilities are frustrated by their inevitable dependency on the supplier of their equipment for Operation, Maintenance, Service and Repairs for years after warranties have lapsed. Most of these chiller equipment owners base this sentiment on costs and economical factors. Entrepreneurial efforts  also must be strengthened within this industry for the sustainability of both business and economy. There is plenty of room for well developed, skilled and trained, competent and authorised practitioners to emerge as non fraudulent and legitimate business owners. This initiative will offer small to medium size enterprises opportunity to compete for business expansion from domestic segments to enter higher industry segments due to availability of credible and professional knowledge gained from reputable industry experts. I believe they are currently unable and afraid to compete due to the attendant responsibility placed on a company taking care of such equipment however this all can be ascribed to a lack of product specific training efforts and backup.

There is an existing culture of fraudulent qualifications amongst this category of business enterprises and we aim to be a participant in curbing this practice. As a school offering theoretical and practical training on central plants the centre will also serve as a local HVAC & R Career Centre to augment the already existing myriad of non-product specific Training Centres helping in the formidable but achievable task of developing globally competitive skills and talent. It will cater for the Commercial and Industrial segments of the industry serving upcoming and existing Apprentices, Assistants, Artisans, Technicians and Graduate Engineers, Operations Managers, Facilities Managers, Asset Managers, Consulting Firms, Engineering Managers, Maintenance Planners, Maintenance Engineers, Plant Engineers, Line Managers, Supervisors, Financial Decision Makers and Non Technical Personnel, Colleges, University of Technologies and Traditional Universities, Small and Medium Business Enterprises to mention a few.

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