Employment Equity Plan 24 June 2015
Employment Equity Plan 24 June 2015
Employment Equity Plan 24 June 2015
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Approved by Council
24 June 2015
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1. INTRODUCTION
Section 20 requires that a designated employer prepares and implements an Employment Equity Plan
which will achieve reasonable progress towards employment equity. An Employment Equity Plan
must state the following:
a. The objectives to be achieved for each year of the plan should meet the SMART principle as
follows:-
Specific
Measurable
Attainable
Relevant; and
Time bound
b. Barriers and Affirmative Action Measures must be aligned with those indicated in the audit
analysis (section 19(1)) and meet the following requirements:
Include time-frames in order to track progress in the implementation of these AA Measures;
These time-frames should be within the duration of the EE Plan (no “on-going” permitted) and
Include responsible persons to monitor the implementation of these AA Measures (not names
of people but designations).
c. The workforce profile, numerical goals and targets with exact time-frames according to the
duration of the plan which must be accompanied by strategies to achieve them as informed by the
findings in the audit analysis (as per section 19(2)).
d. Non-numerical goals according to paragraph b above (no need to repeat the table)
e. The duration of the plan which may not be shorter than 1 year or longer than 5 years (it must
have a start and end date in terms of day, month and year).
f. Procedures to monitor and evaluate the implementation of the plan ( which must state clear roles
of stakeholders involved in the monitoring of the plan including time-frames when the monitoring
takes place).
g. Internal procedures to resolve any dispute about the interpretation or implementation of the plan
(include the stakeholders involved in resolving the dispute and time-frames allocated for each
step of the process)
h. The persons in the workforce, including senior managers, responsible for monitoring and
implementing the plan.
NB: It is advisable that at least 6 months before the expiry of the EE Plan a designated
employer should prepare a subsequent EE Plan (Successive EE Plan as required by
Section 23)
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Section 20 indicates that the duration of the Employment Equity Plan may not be shorter than one
year or longer than five years. The duration of the plan must have a specific start and end date, as
reflected below:
The objectives for each year of the plan, which should be specific, measurable, attainable, relevant
and time bound, are reflected in the table below:
YEAR 4 1 July 2016 -30 June Try to meet or achieve numerical goals in the event of
2017 underrepresented groups within their respective
occupational levels.
YEAR 5 1 July 2017 -30 June Ensure all goals are met.
2018
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3. BARRIERS AND AFFIRMATIVE ACTION MEASURES
The barriers and Affirmative Action Measures identified in the EE analysis conducted must be included in the EE Plan. These measures must include time-
frames to track progress in the implementation of the AA Measures. The time-frames must have specific dates and be within the duration of the EE Plan (no
“ongoing” permitted). The designations of responsible persons to monitor the implementation of these AA Measures should be specified.
Tick (√) one or more cells for each BARRIERS AFFIRMATIVE ACTION
category below to indicate where MEASURES TIME-FRAMES RESPONSIBI
barriers exist in terms of policies, (PLEASE PROVIDE (PLEASE PROVIDE LITY
procedures and/or practice NARRATION) NARRATION) (Designation)
CATEGORIES
START END
(briefly describe each (briefly describe the DATE DATE
of the barriers affirmative action
POLICY PROCEDURE PRACTICE
identified in terms of measures to be
policies, procedures implemented in response
and/or practice for to barriers identified for
each category) each category)
Recruitment
procedures
Advertising
positions
Selection
criteria
Appointments
Job
classification
and grading
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BARRIERS AND AFFIRMATIVE ACTION MEASURES
Tick (√) one or more cells for each BARRIERS AFFIRMATIVE ACTION
category below to indicate where MEASURES TIME-FRAMES RESPONSIBI
barriers exist in terms of policies, (PLEASE PROVIDE (PLEASE PROVIDE LITY
procedures and/or practice NARRATION) NARRATION) (Designation)
CATEGORIES
START END
(briefly describe each (briefly describe the DATE DATE
of the barriers affirmative action
POLICY PROCEDURE PRACTICE
identified in terms of measures to be
policies, procedures implemented in response
and/or practice for to barriers identified for
each category) each category)
Remuneration
and benefits
Terms &
conditions of
employment
Work
environment
and facilities
Training and
development
Performance
and evaluation
Succession & Awaiting 01/02/2015 31/06/2016 Management
Awaiting implementation
experience √ √ implementation strategy Services (EE
strategy by Management
planning by Management Manager)
Disciplinary
measures
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Tick (√) one or more cells for each BARRIERS AFFIRMATIVE ACTION
category below to indicate where MEASURES TIME-FRAMES RESPONSIBI
barriers exist in terms of policies, (PLEASE PROVIDE (PLEASE PROVIDE LITY
procedures and/or practice NARRATION) NARRATION) (Designation)
CATEGORIES
START END
(briefly describe each (briefly describe the DATE DATE
of the barriers affirmative action
POLICY PROCEDURE PRACTICE
identified in terms of measures to be
policies, procedures implemented in response
and/or practice for to barriers identified for
each category) each category)
Retention of
designated
groups (Scare
skills policy)
Corporate culture
Reasonable
accommodation
HIV&AIDS
prevention and
wellness
programmes
Assigned
senior
manager(s) to
manage EE
implementation
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Tick (√) one or more cells for each BARRIERS AFFIRMATIVE ACTION
category below to indicate where MEASURES TIME-FRAMES RESPONSIBI
barriers exist in terms of policies, (PLEASE PROVIDE (PLEASE PROVIDE LITY
procedures and/or practice NARRATION) NARRATION) (Designation)
CATEGORIES
START END
(briefly describe each (briefly describe the DATE DATE
of the barriers affirmative action
POLICY PROCEDURE PRACTICE
identified in terms of measures to be
policies, procedures implemented in response
and/or practice for to barriers identified for
each category) each category)
Budget
allocation in
support of
employment
equity goals
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Workforce profile information is a snapshot of the workforce at a particular date and time, which is
used below to conduct an analysis of the workforce and, at the same time, serve as baseline
information for the setting of numerical goals and targets.
The workforce profile snapshot tables used for the conducting of the analysis to inform this plan are
used below as a baseline for the setting of numerical goals and targets for each year of the plan.
Table 1: Snapshot of workforce profile for all employees, including people with disabilities
Top management 1 2 0 2 0 1 0 1 0 0 7
Senior management 0 1 0 2 0 0 0 0 0 0 3
Professionally
qualified and
experienced 2 10 0 22 1 4 0 12 0 0 51
specialists and mid-
management
Skilled technical and
academically qualified
workers, junior
13 70 0 51 9 28 1 39 0 0 211
management,
supervisors, foremen,
and superintendents
Semi-skilled and
discretionary decision 83 150 0 22 30 72 0 62 0 0 419
making
Unskilled and defined
174 160 2 12 19 20 0 2 0 0 389
decision making
TOTAL PERMANENT 273 393 2 111 59 125 1 116 0 0 1080
Temporary
12 5 0 4 2 4 0 1 0 0 28
employees
GRAND TOTAL 285 398 2 115 61 129 1 117 0 0 1108
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Table 2: Snapshot for workforce profile for people with disabilities ONLY
Occupational Levels
Male Female Foreign Nationals
Total
A C I W A C I W Male Female
Top management 0 0 0 0 0 0 0 0 0 0 0
Senior management 0 0 0 0 0 0 0 0 0 0 0
Professionally
qualified and
experienced 0 0 0 0 0 0 0 0 0 0 0
specialists and mid-
management
Skilled technical and
academically qualified
workers, junior
0 1 0 0 0 0 0 0 0 0 1
management,
supervisors, foremen,
and superintendents
Semi-skilled and
discretionary decision 0 0 0 1 0 0 0 1 0 0 2
making
Unskilled and defined
0 0 0 0 1 0 0 0 0 0 1
decision making
TOTAL PERMANENT 0 1 0 1 1 0 0 1 0 0 4
Temporary
0 0 0 0 0 0 0 0 0 0 0
employees
GRAND TOTAL 0 1 0 1 1 0 0 1 0 0 4
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Numerical goals must include the entire workforce profile, and NOT the difference that is projected to
be achieved by the end of this EE Plan. Below are two tables on numerical goals, one covering all
employees, including people with disabilities, and the other covering people with disabilities ONLY.
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All the structures for monitoring and evaluating the progress of the plan should be specified with clear
roles and responsibilities for the stakeholders involved including time frames when the monitoring
takes place.
A clear process to be followed to resolve disputes arising from the interpretation and implementation
of the EE Plan, including the responsible persons and time-frames for each step to resolve the
dispute.
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hereby declare that I have read, approved and authorized this EE Plan.
At place:-----------------------------------------------------------------------------------------------------------------
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Chief Executive Officer /Accounting Officer
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