Agriculture Sector Education and training Authority
EMPLOYMENT EQUITY PLAN (2012 – 2016)
April 2012 CONTACT DETAILS Physical Address: AgriSETA House 529 Belvedere Road Arcadia 0083 Postal Address:
P O Box 26024 Arcadia 0007
Telephone:
+ 27 (0) 12 301 5600
Facsimile:
+ 27 (0) 12 325 1677 / 325 1624
Email:
[email protected]
Website:
www.agriseta.co.za
Contact Person
Mr Fanny Phetla
Email:
[email protected]
1
TABLE OF CONTENTS
PAGE
1
Introduction
3
2
Objectives
3-4
3
Workforce Profile
5-9
4
Numerical Goals and Targets
10-15
5
Communication, Awareness and Consultation
15-16
6
Barriers to Employment Equity
15-20
7
Planned Qualitative Measures
20-22
8
Employment Equity Strategies
22-23
9
Roles and Responsibilities
24-26
10
Budgeting for Employment Equity
27
11
Dispute Resolution
27
12
Monitoring and Evaluation
27
13
Approval and Implementation
28
2
1.
Introduction
This Employment Equity Plan (EEP) presents AgriSETA’s undertaking to implement employment equity as well as affirmative action in all occupation levels and categories of its workforce.
This Plan is in compliance with the Employment Equity Act 55 of 1998, Chapter III, Section 20(1), which states that: “A designated employer must prepare and implement an Employment Equity Plan which will achieve reasonable progress towards employment equity in the employer’s workforce.”
The purpose of this Employment Equity Plan is to ensure that the workforce of AgriSETA is more reflective of the demographics of South Africa within the four year period ahead and beyond. The progress of the Plan shall be reviewed annually.
In designing the EEP, the AgriSETA has taken great care by consulting all its employees at different occupational levels and reached a consensus with them, to ensure that this Plan enjoys wide support throughout the organisation. This EEP is a result of an ongoing and structured process of analysis and review of the human resources policies and practices of the AgriSETA and it further includes the objectives, activities, numerical goals and targets to progressively move towards achieving representivity of the designated groups across the organisational structure thereby ensuring legal compliance with the Employment Equity Act, 55 of 1998 and giving effect to the AgriSETA’s Employment Equity Policy in particular.
Objectives (1 April 2012 – 31 March 2016).
The EE Plan objectives that the AgriSETA will monitor for each year of the four year plan to enable reasonable progress to ensure equitable representation of suitably qualified persons from designated groups in all occupational categories and levels in the workforce include among others:
3
Objectives 1. Manage demographic profile at all levels in AgriSETA.
Actions
2. Embrace a culture of diversity in the organisation.
3. Comply with Department of Labour’s (DoL) reporting guidelines.
Responsible
Highlight shortfalls and targets to HR and Line line managers. Managers Drive training and development initiatives. Conduct change management training. HR and EE Manager Communicate and educate employees on diversity.
Dates 2012-2016 Annually
2012-2016 Annually
Submit reports to DoL.
EE Manager
2012-2016 Annually
Produce EE Reports (for internal progress review).
EE Manager
2012-2016 Quarterly
4. Develop People Leadership
5. Deepen the quality and extent of communication and consultation on EE in line with the legislation. 6. Identify and eliminate all forms of unfair discrimination in the workplace.
7. Improve awareness amongst the newly created Employment Equity Committee and staff of provisions, objectives and requirements of the EEA.
Implement Leadership Talent Pipeline via Non- Management Talent Pool. o Talent management programme o Leadership courses o Revisit company induction programme to ensure integration of newly appointed employees. Quarterly meetings Education and consultation with staff
HR and Line Managers
2012-2016
EE Committee
2012-2016
Conduct analysis of all policies, procedures and practices. Conduct income differentials analysis
HR and EE Committee
Training of EEC and staff.
HR and EE Manager
Annually
Quarterly
31 March 2013 Annually 30 June 2012 Annually
4
Undertakings: The AgriSETA undertakes to:
a) Promote the constitutional right to equality as enshrined in section 9 of the constitution; b) Give effect to all labour legislation, in particular the Employment Equity Act and Skills Development Act;. c) Promote employee participation through the involvement of employees and their trade union representatives, in the monitoring of employment equity; d) Ensure numerical goals for each year to monitor, measure and assess progress towards achieving employment equity for all occupation levels and categories; e) Retain and develop people from designated groups; f) Implement appropriate training strategies, succession plans and EE measures to achieve equitable representivity over the term of this EEP reporting cycle.
2.
Workforce Profile
The analysis below shows the demographic profile of AgriSETA at present: Race/Gender Africans (Blacks) Whites Coloureds Indians Disabled Vacancies Total 2.1.
Number 30 10 6 1 1
Percentage 63.8% 21.3% 12.7% 2.1%
47
100%
Top Management Profile
The current top management incumbents of AgriSETA are as follows: AM
CF
CM
IF
IM
WM
WF
DISAB
2012/13 0
1
0
0
0
0
0
0
0
Total
1
0
0
0
0
0
0
0
Year
AF
0
5
2.2.
Senior Management Profile
The current senior management incumbents in the AgriSETA are as follows: AM
CF
CM
IF
IM
WM
WF
DISAB
2012/13 1
2
0
0
0
0
1
1
0
Total
2
0
0
0
0
1
1
0
Year
2.3.
AF
1
Middle Management Profile
The current Middle management incumbents in the AgriSETA are as follows: AM
CF
CM
IF
IM
WM
WF
DISAB
2012/13 1
1
0
0
0
0
2
0
0
Total
1
0
0
0
0
2
0
0
Year
2.4.
AF
1
Skilled Staff Profile
The current skilled staff incumbents in the AgriSETA are as follows: AM
CF
CM
IF
IM
WM
WF
DISAB
2012/13 5
2
3
0
0
0
0
2
0
Total
2
3
0
0
0
0
2
0
Year
2.5.
AF
5
Semi – Skilled Staff Profile
The current semi – skilled staff incumbents in the AgriSETA are as follows: AM
CF
CM
IF
IM
WM
WF
DISAB
2012/13 7
4
3
0
1
0
0
4
1
Total
4
3
0
1
0
0
4
1
Year
AF
7
6
2.6.
Unskilled Staff Profile
The current unskilled staff incumbents in the AgriSETA are as follows: AM
CF
CM
IF
IM
WM
WF
DISAB
2012/13 3
3
0
0
0
0
0
0
0
Total
3
0
0
0
0
0
0
0
Year
2.7.
AF
3
A schedule of the interns for 2012 to 2016
Occupational Levels
Male
Female
Total
A
C
I
W A
C
I
W
Top management
0
0
0
0
0
0
0
0
0
Senior management
0
0
0
0
0
0
0
0
0
middle management
0
0
0
0
0
0
0
0
0
Skilled staff
0
0
0
0
0
0
0
0
0
Semi-skilled staff
3
0
0
0
2
0
0
0
5
Unskilled staff
0
0
0
0
1
0
0
0
1
Total
3
0
0
0
3
0
0
0
6
Total vacant positions
1
2
1
0
1
0
1
1
5
7
2.8.
Total Number of Employees at Each Occupational Level
Male
Occupational Levels
Female
A
C
I
Top management
1
0
0
Senior management
2
0
Professionally qualified and experienced specialists and mid-management
1
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
Foreign Nationals
Total
A
C
I
W
Male
Female
0
0
0
0
0
0
0
1
0
1
1
0
0
1
0
0
5
0
0
2
1
0
0
0
0
0
4
2
0
0
0
5
4
0
2
0
0
13
Semi-skilled and discretionary decision making
4
0
0
0
7
2
1
4
0
0
18
Unskilled and defined decision making
3
0
0
0
3
0
0
0
0
0
6
13
0
0
3
17
6
1
7
0
0
47
Temporary employees
0
0
0
0
0
0
0
0
0
0
0
GRAND TOTAL
13
0
0
3
17
6
1
7
0
0
47
TOTAL PERMANENT
W
8
2.9.
Total Number of Employees with Disabilities at Each Occupational Level
Male
Occupational Levels
Female
A
C
I
Top management
0
0
0
Senior management
0
0
Professionally qualified and experienced specialists and mid-management
0
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
Foreign Nationals
Total
A
C
I
W
Male
Female
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0
0
1
Semi-skilled and discretionary decision making
0
0
0
0
0
0
0
0
0
0
0
Unskilled and defined decision making
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0
0
1
Temporary employees
0
0
0
0
0
0
0
0
0
0
0
GRAND TOTAL
0
0
0
0
0
0
0
1
0
0
1
TOTAL PERMANENT
W
9
3.10 National Economically Active Population (Labour Force Survey September 2009) The numerical goals and targets are influenced by the number of economically active population in the different racial groups based on gender and disability. The national targets based on Statistics South Africa are as follows:
Item
Male
Female
Group
A
C
I
W
A
C
I
W
National Target
39.2%
6.1%
1.9%
6.7%
34.2%
5.2%
1.1%
5.5%
Current Level of Representation Disability
31.2%
3.3%
2.3%
12.2%
35%
0.76%
0%
8.3%
Current
0.75%
3.
2% 0
0
0.75%
0
0
0
1.5%
Numerical Goals and Targets for 2012 – 2016
The numerical goals (i.e. the workforce profile) that AgriSETA projects to achieve for the total number of employees, including people with disabilities, at the end of four years or the current employment equity plan in terms of occupational levels. Note: A=Africans, C=Coloureds, I=Indians and W=Whites:
10
Male
Occupational Levels A
C
Female I
A
W
C
Percentage
I
W
Male
Total
Female
C
P
C
P
C
P
C
P
C
P
C
P
C
P
C
P
C
P
C
P
C
P
Executive management
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Senior management
0
0
0 0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Professionally qualified and 0 experienced specialists and mid-management
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Skilled technical and 0 academically qualified workers, junior management, supervisors, foremen, and superintendents
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Semi-skilled and discretionary decision making
0
0
0
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
Unskilled and defined decision making
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
TOTAL PERMANENT Temporary employees
0 0
1
GRAND TOTAL
NB: C- Current, P - Planned
3.1.
Disability Numerical Goals And Targets for 2012 – 2016 The numerical goals (i.e. the workforce profile) that AgriSETA project to achieve for the total number of employees with disabilities only at the end of four Years or the current employment equity plan in terms of occupational levels.
11
0
1
Male
Occupational Levels A
C
Female I
A
W
C
Foreign Nationals
I
W
Male
Total
Female
Target s
C
P
C
P
C
P
C
P
C
P
C
P
C
P
C
P
C
P
C
P
C
P
Top management
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Senior management
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Professionally qualified and experienced specialists and mid-management
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Semi-skilled and discretionary decision making
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Unskilled and defined decision making
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Temporary employees
0
0
GRAND TOTAL
0
0
TOTAL PERMANENT
NB: C- Current, P - Planned
12
4.
Numerical Goals and Targets for 2012/2013
The numerical goals (i.e. the workforce profile) that AgriSETA projects to achieve at the end of the financial year 2012/2013 in terms of occupational levels.
Male
Occupational Levels
Female
A
C
I
A
C
I
W
Target s
P
P
P
P
P
P
P
P
Top management
0
0
0
0
0
0
0
0
Senior management
0
0
0
0
0
0
0
0
Professionally qualified and experienced specialists and midmanagement
0
0
0
0
0
0
0
0
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
0
0
0
0
0
0
0
0
Semi-skilled and discretionary decision making
0
0
0
0
0
0
0
0
Unskilled and defined decision making
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
TOTAL PERMANENT
W
Temporary employees GRAND TOTAL
13
5.
Planned Numerical Goals and Targets for 2013/2014 The numerical goals that AgriSETA projects to achieve at the end of the financial year 2013/2014 provided vacancies are available at the identified occupational levels to achieve equity.
Male
Occupational Levels
Female
A
C
I
A
C
I
W
Target s
P
P
P
P
P
P
P
P
Top management
0
0
0
0
0
0
0
0
Senior management
0
0
0
0
0
0
0
0
Professionally qualified and experienced specialists and midmanagement
0
0
0
0
0
0
0
0
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
0
0
0
0
0
0
0
0
Semi-skilled and discretionary decision making
0
0
0
0
0
0
0
0
Unskilled and defined decision making
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
TOTAL PERMANENT
W
Temporary employees GRAND TOTAL
14
6.
Planned Numerical Goals and Targets for 2014/2015 The numerical goals that AgriSETA projects to achieve at the end of the financial year 2014/2015 provided vacancies are available at the identified occupational levels to achieve equity.
Male
Occupational Levels
Female
A
C
I
A
C
I
W
Target s
P
P
P
P
P
P
P
P
Top management
0
0
0
0
0
0
0
0
Senior management
0
0
0
0
0
0
0
0
Professionally qualified and experienced specialists and midmanagement
0
0
0
0
0
0
0
0
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
0
0
0
0
0
0
0
0
Semi-skilled and discretionary decision making
0
1
0
0
0
0
0
1
Unskilled and defined decision making
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0
0
0
0
0
1
TOTAL PERMANENT
W
Temporary employees GRAND TOTAL
7.
Communication, Awareness and Consultation 7.1.
As per the Employment Equity Act, all employees of AgriSETA were made aware and informed of: a) The content and application of the Act as preparation for their participation and consultation; b) Employment equity and anti-discrimination issues; c) The proposed process to be followed by the employer; d) The advantages to employees of participation in the process; and
15
e) The need for the involvement of all stakeholders in order to achieve positive outcomes. 7.2.
In pursuit of these responsibilities, AgriSETA’s Human Resource Department shall: a) inform all stakeholders to make them aware of employment equity and antidiscrimination issues through AgriSETA website during road shows and posters; b) Facilitate the EE related training seminars and capacity building workshops.
7.3.
The following awareness measures were implemented by AgriSETA:
Formal written communication Policy statement includes reference to employment equity
X X
No. of employees covered All All
Summary of the Act discussed
X
All
Employment Equity training two sessions
x
Only committee members
Yes
Emotional Intelligence programmes
X
EE awareness programmes
7.4.
No
X
Planned for managers All
The following stakeholders were involved in the consultation process when developing and implementing our employment equity plan: Yes
employment equity Committee Registered trade union (s) Employees
No
X x X
16
8.
Barriers to Employment Equity
a) AgriSETA has in line with the requirements of the Employment Equity Act identified
barriers
that
may
contribute
to
the
underrepresentation
or
underutilisation of employees from designated groups. b) AgriSETA has also identified barriers or factors that may contribute to a lack of affirmation of diversity in the workplace. c) AgriSETA has scheduled to review the policies, practices and procedures of the working environment in order to identify any barriers that may be responsible for the underrepresentation or underutilisation of employees from the designated groups. This work is set out in this Plan as follows:
Categories
BARRIERS (NARRATION)
Recruitment procedures
Advertising positions
Selection criteria
There is no handover for new employees. The recruitment procedures take long to fill appointments.
AFFIRMATIVE ACTION MEASURES (NARRATION)
TIMEFRAME FOR IMPLEMENTION OF AA MEASURES
RESPONSIBLE PERSON (S)
START DATE (day, month, year)
END DATE (day, month, year)
1 April 2012
31 March 2013
Employment Equity Manager
1 April 2012
31 March 2016
HR Manager and Employment Equity Committee
1 April 2012
31 March2016
Employment Equity Manager
Formalise proper orientation for new employees. Review succession plan and make inputs as necessary. Review the Recruitment Policy.
Staff feel overlooked for positions as positions are advertised simultaneously internally and externally Advertisement of positions does not effectively reach target groups
Review the recruitment policy to ensure vacant positions must be advertised internally first. Investigate and implement effective channels to reach target groups.
Selection criteria do not effectively
Emphasis should be made on selecting
17
address equity gaps.
Job classification and grading
Remuneration and benefits
Terms & conditions of employment
Work environment and facilities Training and development Performance and evaluation Promotions Transfers Succession & experience planning Disciplinary measures Dismissals Retention of designated groups Corporate culture Reasonable accommodation HIV&AIDS prevention and
No clear guidelines on how jobs are graded.
candidates from designated groups. Provide information around the Grading System to staff.
There is perceived inconsistency in pay of classified jobs, e.g. administrators paid the same but not having the same workload. Total cost-to-company methodology is difficult for employees to understand.
Remuneration information to be shared with the EE Committee Conduct Income Differentials Analysis Share information on benchmarked remuneration survey. Subject matter expert to advise on policy.
Inconsistent application of dress code. Ladies travelling in unsafe places, safety is not assured at all times.
Review dress code (Proposing uniform clothing for all). Explore possible options of addressing the safety of women employees when travelling
These categories had not been analysed at time of preparing the plan.
Analysis to be initiated and measures considered if barriers found in any of the categories.
Access and signage for people with disabilities is not effective. There are no awareness
Continue initiative of providing proper access and signage for people with disabilities. Implement an awareness programme
18
Manager: Corporate Services
1 April 2012
31 March 2013
1 June 2012
31 March 2013
1 April 2012
31 March 2014
Employment Equity Manager
1 April 2012
31 March 2013
Employment Equity Manager
1 April 2012
31 March 2016
Employment Equity Manager
1 April 2012
31 March 2016
Employment Equity Manager
EE Committee
wellness programmes
Appointed senior manager(s) to manage EE implementation Budget allocation in support of employment equity goals Time off for employment equity consultative committee to meet
programmes to ensure that employees do not contract contagious diseases and that they can effectively manage the diseases, stress and substance abuse. No barrier
for Employee Assistance Programme to assist employees in areas of substance abuse, stress, HIV and AIDS, and management of diseases
No barrier
No barrier
Policies & Practices
Situational Analysis
Measures taken / to be taken
1. Recruitment & Selection
Process in place
Policy Review in the year 2013/2014
2. Retention of designated Process in place groups 3.Integrated
Performance Process in place
Management System
Policy Review in the year 2013/2014 Policy Review in the year 2013/2014
4.Promotions
Process in place
Policy Review in the year 2013/2014
5. Training and development
Process in place
Policy Review in the year 2013/2014
6.Remuneration Policy
Process in place
Policy Review in the year 2013/2014
7.Grievances & Disciplinary Process in place
Policy Review in the year 2013/2014
Policy 8.Succession
Planning Process in place
Policy Review in the year 2013/2014
9. HIV&AIDS prevention and Process in place
Policy Review in the year 2013/2014
Policy
wellness programmes
19
10.Occupational
Health In progress
Policy Review in the year 2013/2014
Safety 11.Communication of EE Policy & EE Plan
Progress
Posters, websites and flyers to be drafted in the current year 2012/2013
12. Terms & conditions of In progress
Policy Review in the year 2013/2014
employment 13.Organisational
Culture In progress
Emotional intelligent training program are to be conducted in the current year 2012/2013
awareness
14.Accessibility of Facilities
Compliant
Provisions are made for disables
9. Planned Qualitative Measures 9.1.
Promotion of people from designated groups
Objective Recruit people from designated groups
Empower people from designated groups
Activities or Action to be taken Target underrepresented designated groups in line with the National Demographics, during advertisement specifies race and gender and disability in terms of the EE Plan. Ensure that the entire selection process endeavour to appoints targeted groups. Provide mentoring & coaching skills designated people. Ensure exposure through job rotation.
Implement induction and re orientation programmes
Ensure new employees attend induction and re – orientation courses.
Outcome or Success Indicator People from designated groups appointed to vacant posts to achieve representivity
Responsibility
Time Frame
EE Manager
2013- 2016
Empowered & skilled designated group ready to occupy higher positions
Senior management and EE Manger
2013-2016
HR manager
continuous
Effective coaching and succession planning Informed and inducted employees
20
9.2.
Retention of people from designated groups.
Objective Influence and manage retention of employees from designated groups
Activities or Action to be taken Create a healthy environment conducive for diverse workforce.
Outcome or Success Indicator Increased representivity of designated group.
Implement exit programs
Minimised turnover rate of by means of working culture.
Create a special programme for growth to retain newly appointed in managerial positions and scarce occupational categories
9.3.
Time Frame
continuous Senior management
Diversity measures
Objective Implement diversity management training and awareness programmes
Activities or Action to be taken Implement diversity awareness courses
Outcome or Success Indicator Mutual respect amongst employees
Responsibility
Time Frame
EE Manager
2013/2014
EEC
Organise team building exercises Implement antidiscrimination campaigns
9.4.
Responsibility
Team work of diverse workforce
Reasonable accommodation
Objective Implement reasonable accommodation measures
Activities or Action to be taken Adjust AgriSETA buildings and office structure to be accessible for people with disabilities; Provide people with disabilities with appropriate working aids;
Implement disability awareness programmes
Outcome or Success Indicator All buildings and facilities accessible to people with disabilities People with disabilities provided with appropriate working aids People with disabilities empowered with awareness programmes
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Responsibility
Time Frame
EE Manager
2012-2014
EEC
Managers
9.5.
Training and development of people from designated groups
Objective Implement training plan
Monitor training and development of designated groups
Activities or Action to be taken Identify suitable training programs and workshops/seminars
Outcome or Success Indicator The designated people have received training
Responsibility
Time Frame
All managers
2015-2016
Support efforts undertaken to ensure that the designated people attend courses, workshops, training and receive bursaries
Well developed and trained employees
All mangers
continuous
Ensure skills transfer
10.
Employment Equity Strategies
10.1. Employment Equity Goals a) The EE Committee will compile and monitor the employment equity status on quarterly basis. b) Employment equity statistics should be submtted for the approval on filling of vacancies.
10.2. Recruitment, Selection and Retention Policies a) In order to fast track equity in AgriSETA, the recruitment, selection, placement and retention processes will be guided by the employment equity targets in the EE Plan. b) Suitably qualified people from designated groups will be given preference when considering appointments or promotions. c) Where more than one person from designated groups are being considered for a post, preference will be given to the person from the most under-represented category in line with the employment equity targets. 22
10.3. Training And Development a) Training programmes that are relevant to the jobs and career mobility opportunities of employees, particularly those on lower levels. b) A culture of continuous but focused learning must be fostered amongst employees through formal and informal training. c) Training should seek to address strategic, line function and generic competencies, related to the current job.
10.4.
People With Disabilities a) A reasonable and special provision will be made for aids and equipments for people with disabilities to help overcome work related obstacles resulting from their disability. AgriSETA will ensure that adequate resources are available for this purpose. b) AgriSETA will consider all kinds of disabilities when reasonable infrastructure adaptations to premises and equipment are made to accommodate the special needs of people with disabilities. c) Reasonable accommodation will be provided during interviews, e.g. sign language practitioners, for hearing-impaired persons. d) AgriSETA will ensure that reasonable adjustments to working practices and the working environment are made to accommodate special needs of persons with disabilities e.g. allowing guide dogs.
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11.
Roles and Responsibilities
11.1. Chief Executive Officer a)
Approves the Employment Equity Plan for AgriSETA;
b)
Overall monitoring of the implementation and adherence to the EE Plan;
c)
Reports on and updates the Board with regards to the implementation of the EE Plan..
11.2. HR and Corporate Services manager a)
Ensures and manages finance for the implementation of the EE Plan throughout the AgriSETA;
b)
Guides and sets the appropriate tone for policy adherence on the understanding of the employment equity principles and objectives;
c)
Promotes and sustains the culture of compliance and meaningful reporting;
d)
Supports initiatives that support employment equity objectives in AgriSETA.
e)
Ensures that, all line functions are held accountable for the application of the EEP in all recruitment, selection, promotion, training and development considerations in their units;
f)
Ensures that, all line functions have the implementation of the EEP.
11.3.
Employment Equity Manager Shall ensure that: a)
The EE Plan is developed in line with the national demographics and implemented accordingly;
b)
There is compliance with employment equity targets and principles; 24
c)
The relevant EE reports are timeously submitted to the Department of Labour on an annual basis, or as a need arise;
d)
The guidelines relating to, amongst others, recruitment, selection, placement, retention and performance management and development are properly implemented;
e)
Employment equity processes are understood in AgriSETA;
f)
Proper records about employment equity status are maintained;
g)
Training and development interventions are in place and aligned to employees personal developmental plans;
h)
The EE Plan is updated on a continuous basis;
i)
Research and development is conducted in meeting the employment equity targets in the EE Plan;
j)
There is adequate training in order to foster a true understanding of employment equity in AgriSETA;
k)
The EE Plan is aligned with the Human Resource Plan (HR Plan).
11.4. Senior Managers a) Ensure compliance and the monitoring of employment equity targets in their respective components; b) Participate in all EE processes as planned by the EE Manager; c) Becomes the first line of the EE Plan implementation and monitoring. 11.5. Employees a)
Familiarise themselves with the principles of Employment Equity;
b)
Make full use of the opportunities for training and career development;
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c)
Be proactive in communicating their priorities and concerns regarding
employment
equity
programmes
to
their
line
managers and be open and positive about their values by helping others to understand them; d)
Contribute
constructively
and
actively
towards
achieving
AgriSETA’s strategic goals and objectives; e)
Monitor the implementation of Employment Equity Plan through their representation in the EEC
12.4
Employment Equity Committee a)
Represent all the employees as nominated;
b)
Participate in employment equity through effective participation in all processes thereby ensuring compliance with the legislation;
c)
Undertake the duties of the EEC as expected and expressed in Section 17 of the Employment Equity Act, i.e. i.
Analysis of the workforce;
ii.
Ensure the implementation of the EE Plan;
iii.
Participate in preparing the EE Report to the Department of Labour;
iv.
Review of the EE Plan;
v.
Ensure that identified barriers to the implementation of EE Plan are removed or at least reasonably managed by AgriSETA;
vi.
Consolidate the reports.
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12.
Budgeting for Employment Equity a)
The Employment Equity Act requires AgriSETA to allocate resources and means for the implementation of the Employment Plans.
b)
AgriSETA will therefore budget in every financial year sufficient funds for the Employment Equity Plans
13.
Dispute Resolution a)
Any employee having a grievance or dispute arising out of the implementation of the Employment Equity Plan shall lodge such a grievance / dispute through the normal grievance / dispute procedure;
b)
It shall be the responsibility of line management to report such grievance/dispute to the Employment Equity manager or designated official thereof.
c)
The Employment Equity Manager or designated official may investigate such a case and make any such recommendations as he/she sees fit.
d)
In the event of AgriSETA’s dispute procedure failing to resolve the dispute, it shall be referred to the Department of Labour.
14.
Monitoring and Evaluation a)
AgriSETA will ensure the monitoring and compliance with the EE Plan as indicated on their roles and responsibilities.
b)
The following will be done to monitor; measure and review the implementation of Employment Equity Plan of AgriSETA i.
The CEO shall ensure that there is wider consultation on the development of the EE Plan and shall also circulate the final plan to all.
c)
ii.
Employment equity shall be part of core management meetings.
iii.
Progress and feedback shall be provided to all employees.
The HR Department
and the EE Manager will update the EEC to
validate the employment equity information.
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15.
Approval and Implementation
The plan will be reviewed annually. Inputs for amendments will be submitted to and managed by the EE Manager. The plan will be implemented in line with relevant AgriSETA norms and standards and the constitution as approved by the Board. This plan is approved and accepted by CEO for implementation in AgriSETA.
____________________________ Mr. Jerry Madiba CHIEF Executive Officer
____________________ DATE
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