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TITLE: Equity Plan 2008-2012
0022
Policy Number
Effective Date
Date of APPROVAL
Revision Date
2012
Approved By
January 2008
1.
OBJECTIVE
1.1. The Waterberg FET College is committed to establishing
and maintaining an environment, which provides equal
opportunity
to
all
its
employees
with
special
consideration for previously disadvantage groups. The
college
will
take
steps
to
eliminate
unfair
discrimination in the workplace and ensure that all its
employees have fair and equal access to employment
opportunities.
1.2. Achieving the objective depends on the following:
1.2.1.
CURRENT WORKFORCE PROFILE
The current workforce profile in terms of gender,
race and disability is attached as Annexure A.
1.2.2.
IDEAL WORKFORCE PROFILE
The ideal workforce profile is attached as Annexure
B.
1.2.3.
STRATEGIES TO ACHIEVE THE IDEAL SITUATION
Employment
Equity
ensures
the
equitable
representation of people from designated groups in
all occupational categories and levels in the
workforce through:
1.2.3.1.
1.2.3.2.
Affirmative action
Human Resources Policies and Procedures.
2.
AFFIRMATIVE ACTION
2.1. The College has 197 posts on the establishment as at
March 2008. Of the 103 permanently filled posts, 83.50%
is filled by Blacks (Africans, Coloureds and Indians),
16, 5% Whites, 46, 60% filled by males, 53, 4% females
and 1.94% disabled people.
2.2. The College currently has 2 employees with disabilities
of which according to the government requirement a target
of 2% is required. The number of disabled employees
translates to 1.94%% .The strategy to achieve the
disability target is planned as:
2.2.1.
To liaise with co-ordinating organisations for people
with disabilities.
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2.2.2.
2.2.3.
To liaise with the disabilities desk in the office of
the Premier in the province.
To access provincial data on people with disabilities
in the Province.
2.3. Affirmative action is one of the tools the College will
utilise to accelerate advancement for people from
previously disadvantaged groups.
2.4. In June 2003, Cabinet endorsed the minimum national
affirmative action targets as proposed by the Minister of
Public service and Administration. The targets are as
follows:
CATERGORY
African, Coluored an Indian
emphasise
people
at
senior
management (March 2005)
Women at Senior management on
Black (March 2005).
People with disabilities at
2005. All levels.
75% black
women.
TARGET
with on
black
30% with emphasise
2% by end of March
2.5. It is the priority of the Waterberg FET College to meet
the targets referred to above. These targets will all the
time be incorporated in the strategic plan for the
college.
2.6. The status of the affirmative action of the Waterberg FET
college is as on the current workforce profile Addendum
A.
2.7. ACCOMMODATION OF PEOPLE WITH DISABILITIES
2.7.1.
The Waterberg FET is committed to accommodate people
from designated groups specifically the physically
disabled.
The college will manage the process of
accessibility in the way that such designated groups
enjoy equal opportunities and are equally represented
in the workforce. The college will ensure adjustment
or
modification
to
a
job(s)
and/or
work
environment(s) that will enable access and equal
opportunity to designated group.
2.8. ERADICATION OF UNFAIR DISCRIMINATION
2.8.1.
The College is committed ensuring eradication of
employees’ discrimination whether direct or indirect
in terms of employment practice on anyone or more of
the following grounds:
2.8.2.
Race, gender, sex, pregnancy(intended pregnancy,
termination of pregnancy or any medical circumstances
relating
to
pregnancy),
marital
status,
family
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2.8.3.
2.8.4.
2.8.5.
responsibility (care and support of spouse, partner,
dependent children or immediate family members),
ethnic or social origin, colour, sexual orientation,
age, religion, HIV status, belief, political opinion,
culture and language.
Medical testing, which includes any test, question,
inquiry or other means designed to ascertain whether
an employee has any medical condition. Only under
special conditions as maybe provided for in any
legislation may the college require an employee to
undergo medical testing.
Discrimination is not regarded to be unfair if:
The
college
implement
employment
policies
and
practices that are designated to achieve adequate
protection and advancement of persons or groups of
persons previously disadvantaged by discrimination.
It is based on an inherent job requirement.
3.
HUMAN RESOURSE POLICIES AND PROCEDURES
3.1. The Human Resource policies and procedures do not allow
for discrimination that might adversely impact on persons
from designated groups, for example:
3.1.1.
Remuneration structure
3.1.2.
Employee benefits arrangement
3.1.3.
Disciplinary procedure
3.1.4.
Recruitment Policy
3.1.5.
Incentive Policy
3.1.6.
Acting Allowance Policy
3.1.7.
Training and development methodologies and
strategies/plans
3.1.8.
Sexual Harassment Policy
3.1.9.
Diversity Policy
3.1.10. HIV and Aids Policy
4.
DURATION OF THE PLAN
4.1. The status of the plan will be affected by the following:
4.1.1.
The average number of employees leaving the college
4.1.2.
The average number of appointments done annually
4.1.3.
The relationship between the employees leaving the
College and those appointed.
4.1.4.
The turnover rate
2008/03/31 is 4.3%
for
the
period
2005/01/01
to
4.2. This Employment equity plan is for the period 2008/04/01
to 2012/12/31.
5.
MONITORING AND REVIEW OF THE EMPLOYMENT EQUITY PLAN
5.1. The Human Resources division of the college is charged
with the responsibility to monitor, review and ensure
implementation of the Equity Plan.
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5.2. The following strategies will be implemented to ensure
attainment of the Plan:
5.2.1.
Designated groups with the necessary requirements
will be encouraged to apply for vacancies.
5.2.2.
The number of applications from targeted groups will
be recorded
5.2.3.
Reasons for not, short-listing and/or appointing
applicants from targeted groups will be recorded.
5.2.4.
During short listing and appointments there will be a
report on how the process has addressed the Equity
Plan.
6.
DISPUTE RESOLUTION
6.1. In
the
event
of
a
dispute
arising
due
to
the
implementation of the Employment equity plan of the
Waterberg FET College, the dispute will first be
subjected to the internal dispute resolution mechanism.
If the internal processes fail then the external
mechanisms may be used.
6.2. Internal dispute resolution mechanisms refer to the Rules
for dealing with Complains and Grievances of officials,
in the public Service Commission under section 11 of the
Public Service Commission Act, 1997 and the Educators
Employment Act No. 76 of 1998, Chapter H, Section 3.
6.3. External dispute resolution mechanism refers to the
handing of the dispute for ruling to, e.g. CCMA, PSCBC,
and Labour Court etc.
7.
COMMUNICATION AND AWARENESS STRATEGY
7.1. The college will regularly communicate to the staff the
status of the Equity plan during College Council Meetings
where staff is represented.
7.2. The college will distribute the Equity plan to all its
offices and Campuses for staff members to be exposed to
it.
7.3. Annual Reports and analysis updates of the Equity Plan
will be communicated throughout the workforce through
Council Meetings were all staff is represented.
8.
SCOPE OF APPLICATION
8.1. This Equity Plan is applicable to all the employees of
the Waterberg FET College, both public servants and
Educators.
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ADDENDUM A
WORKFORCE PROFILE FOR 2008
YEAR
2008
MANAGEMENT
TOTAL %
FEMALE
SENIOR MANAGEMENT
(CEO, Deputy
Manager and CFO)
0%
(From 1
staff
member, 0 is
female)
MIDDLE MANAGEMENT
(Centre Managers,
HOD’s, Heads of
Units,
Deputy Manager
Finance, State
Accountant, Admin
Officer)
LOWER LEVELS
(Lecturers, Admin
staff)
80%
(From 18
staff
members, 14
are female)
49%
(From 84
staff
members, 41
are female)
% AFRICAN
FEMALE
0%
(From 1
staff
member, 0 is
African
female)
39%
(From 18
staff
members, 7
are African
females)
TOTAL %
AFRICANS
100%
(From 1
staff
member, 1 is
African)
71%
(From 41
staff
members, 29
are African
females)
82%
(From 84
staff
members, 69
are
Africans)
IDEAL %
FEMALE
10%
IDEAL %
AFRICANS
75% or more
50%
75% or more
61%
(From 18
staff
members, 11
are
Africans)
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ADDENDUM B
IDEAL WORKFORCE PROFILE FOR 2009-2012
YEAR
2009
2010
2011
2012
MANAGEMENT
SENIOR MANAGEMENT
MIDDLE MANAGEMENT
LOWER LEVELS
SENIOR MANAGEMENT
MIDDLE MANAGEMENT
LOWER LEVELS
SENIOR MANAGEMENT
MIDDLE MANAGEMENT
LOWER LEVELS
SENIOR MANAGEMENT
MIDDLE MANAGEMENT
LOWER LEVELS
TOTAL % FEMALE
20% = 21 females
TOTAL % AFRICANS
75% or more = 77 or more Africans
50% = 52 females
30% = 31 females
75% or more = 77 or more Africans
75% or more = 77 or more Africans
50% = 52 females
30% = 31 females
75% or more = 77 or more Africans
75% or more = 77 or more Africans
50% = 52 females
30% = 31 females
75% or more = 77 or more Africans
75% or more = 77 or more Africans
50% = 52 females
75% or more = 77 or more Africans