THE EMPLOYMENT EQUITY STEERING COMMITTEE

MINUTES OF MEETING HELD ON 27th February 2015

Time: 10:00am

Venue: 5 Hampden Road, Durban

Present:

BRANCH/ CONSTITUENCY / REPRESENTATIVE
CAPE TOWN / LEE HARRISON
ISANDO / ANDREW NGUBANE
ISANDO / AVERSHAN NAIDOO
PROJECTS / DAVID SILVER
EESD CHAIRPERSON / ZIMISELE NDAWO
HUMAN RESOURCES ADMIN / ROSHNI INDERJEETH
DBN - HAMPDEN / CARMEL WARD
EESD COORDINATOR / SNE MJWARA
DBN - POPLAR / ROBERT SOMARU
NELSPRUIT AND POLOKWANE / MISHACK SIBUYI
RUSTENBURG AND BLOEMFONTEIN / RALPH KHOZA
PMB AND RICHARDS BAY / SERA GLAUS
PE AND EAST LONDON / SHANDRE GOLIATH
Agenda Item
Opening and Welcome
Apologies
Approval of Previous Meeting
Matters arising
Tabling and analysis of statistical reporting pack including staff movements
Review on implementation of Employment Equity Plan to date
Confirmation of submission of EEA2 and EEA2 to the Equity Commission
Report on workplace skills plans to date
Levies paid and recovered
Feedback from committee representatives regarding any matters or disputes relating to harassment or discrimination issues from their constituency
General / Actions to be taken:
By whom / by when
  1. Opening and welcome
The Chairperson welcomed all to the 1st meeting of the newly constituted National EESD Forum and thanked them for their attendance. The chairperson explained that thisEmployment Equity and Skills Development Steering Committee was a continuation of the previous EESD meetings.
The Chairperson commented on the objectives of each item on the Agenda and Enquired as to whether there were any additions. Two issues were added under general being feedback on the visit by the Department of Labour to the Rustenburg branch and the first Department of Labour Employment Equity Awards.
  1. Apologies
Megan Hossack: Top Management
Sera Glaus: Pietermaritzburg and Richards Bay
Priscilla Ngcobo: Hampden
  1. Approval of previous minutes
The minutes of previous meeting were approved – Moved by Mishack Sibuyi and Seconded by Andrew Ngubane.
  1. Matters arising
Being the first meeting of the committee, there were no matters arising
  1. Tabling and analysis of statistical reporting pack including staff movements
Staff Movements:(For the reporting period October 2014 – December 2014)
New Recruits:
1 Professionally Qualified / Middle Management (White Male)
10 Semi-Skilled (1 African Male; 1 Coloured Male; 3 White Males; 1 African Female; 1 Coloured Female; 1 Indian Female; 2 White Females)
6 Unskilled (6 African Males; 1 Indian Male; 7 African Females; 1 Indian Female)
Recruitment of ACI groups for the reporting period represent 76.92%; 42.31% ACI Female; 34.62% ACI Male; 15.38% White Male and 7.69% White Female.
Promotions:
1 Professionally Qualified / Middle Management (African Male)
Promotions for the reporting period represent 100% African Male.
Terminations:
1 Senior Management (Indian Female)
2 Professionally Qualified / Middle Management (1 Indian Female; 1 White Male)
2 Skilled Technical / Junior Management (1 Coloured Male; 1 White Male)
2 Semi-Skilled (1 African Male; 1 White Female)
Terminations of ACI groups for the reporting period represent 57.14%; 14.29% ACI Female; 42.86% ACI Male; 28.57% White Male and 14.29% White Female.
Statistical Pack:
Stats SA and the Annual Report: Commission for Employment Equity 2012 – 2013:
The Workforce Profile Analysis compares each occupational level against the Economically Active Population (EAP) as provided by Stats SA. The following graphical representation indicates the workforce profile against the EAP.
TOP MANAGEMENT:

SENIOR MANAGEMENT:

PROFESSIONALLY QUALIFIED / MIDDLE MANAGEMENT:

SKILLED TECHNICAL / JUNIOR MANAGEMENT:

SEMI-SKILLED:

UNSKILLED:

WORKFORCE AS AT DECEMBER 2014:

TOTAL BLACK REPRESENTATION AND TOTAL BLACK FEMALE REPRESENTATION AGAINST EAP AS AT DECEMBER 2014

  1. Opportunities created through Recruitment and Terminations (for the period October 2014 to December 2014)
AM / CM / IM / WM / AF / CF / IF / WF
EAP 2013- 2014 / 40.3% / 5.6% / 1.9% / 6.2% / 34.9% / 5.0% / 1.2% / 4.6%
CAPITAL Numerical Goals (for end of EE Plan March 2016)
Occupational Levels / Male / Female / Foreign Nationals
African / Coloured / Indian / White / African / Coloured / Indian / White / Male / Female / TOTAL
Top Management / 3 / 1 / 1 / 5
Senior Management / 3 / 3 / 11 / 2 / 2 / 2 / 5 / 28
Professionally qualified and experienced specialists and mid- management / 8 / 2 / 3 / 9 / 4 / 3 / 4 / 17 / 50
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents / 42 / 16 / 13 / 44 / 24 / 7 / 7 / 29 / 1 / 183
Semi- skilled and discretionary decision making / 130 / 17 / 12 / 21 / 73 / 30 / 12 / 49 / 3 / 3 / 350
Unskilled and defined decision making / 7 / 11 / 1 / 19
TOTAL PERMANENT / 190 / 35 / 31 / 88 / 114 / 43 / 26 / 101 / 4 / 3 / 635
* IN EE: ONLY A MISSED OPPORTUNITY IF REPLACEMENTS ARE MADE THAT ARE NOT IN LINE WITH TARGETS / GOALS
* IN BEE: A MISSED OPPORTUNITY IS ANY NON-DESIGNATED REPLACEMENTS / RECRUITMENTS
OPPORTUNITIES FOR THE PERIOD OCTOBER TO DECEMBER 2014 / TOP / SENIOR / MIDDLE / JUNIOR / SEMI / UNSKILLED / TOTAL
TOTAL TERMINATED / 0 / 1 / 2 / 2 / 2 / 0 / 7
TOTAL RECRUITED / 0 / 0 / 1 / 0 / 10 / 15 / 26
TOTAL REPLACED WITH ACI GROUPS / 0 / 0 / 0 / 0 / 5 / 15 / 20
TOTAL REPLACED WITH WHITE FEMALE / 0 / 0 / 0 / 0 / 2 / 0 / 2
TOTAL REPLACED WITH WHITE MALE / 0 / 0 / 1 / 0 / 3 / 0 / 4
TOTAL REPLACED WITH FOREIGN NATIONALS / 0 / 0 / 0 / 0 / 0 / 0 / 0
EE OPPORTUNITIES AS A PERCENTAGE / #DIV/0! / #DIV/0! / 0.00% / #DIV/0! / 0.00% / 0.00% / 0.00%
BBBEE OPPORTUNITIES AS A PERCENTAGE / #DIV/0! / #DIV/0! / 100.00% / #DIV/0! / 50.00% / 0.00% / 23.08%
EE OPPORTUNITIES CREATED:
a) 100% OPPORTUNITY FOR MIDDLE MANAGEMENT, GOAL HAS BEEN EXCEEDED THEREFORE MISSED OPORTUNITY FOR THE APPOINTMENT OF AFRICAN MALES OR FEMALES IN LINE WITH ACHIEVEMENT OF GOALS.
b) 50% OPPORTUNITY CREATED FOR SEMI-SKILLED, GOALS FOR WHITE MALE HAVE BEEN EXCEEDED, THEREFORE THIS IS A MISSED OPORTUNITY TO APPOINT PEOPLE FROM DESIGNATED GROUPS; APPOINTMENT OF WHITE FEMALES ARE IN LINE WITH ACHIEVEMENT OF GOALS
BBBEE OPPORTUNITIES FOR TRANSFORMATION CREATED:
a) 100% OPPORTUNITY CREATED FOR MIDDLE MANAGEMENT HOWEVER THIS WAS FILLED BY 1 WHITE MALE
b) 50% OPPORTUNITY CREATED FOR SEMI-SKILLED LEVEL HOWEVER THIS WAS FILLED BY 2 WHITE FEMALES AND 3 WHITE MALES
Reasons for missed opportunities involve:
A need to promptly fill the positions due to operational requirements
Clients dictating to the company to hire preferred candidates
The meeting suggested that as far as possible missed opportunities should be at their minimal. Another member added by saying, we need guidelines to use when recruiting to at least make an effort in getting the right candidate as per the Company EE and BBBEE requirement. A need to relook at the Recruitment Policy was recognized.
To add on to the above, it was raised that there is currently a moratorium on recruit externally.
It was agreed that in future previous Statistical reporting pack be included in the Meeting Packs so that it is easily accessible for referral or comparisons.
  1. Report on implementation of employment equity plan to date
The chairperson took the meeting through the AA measures and Barriers document which has been extracted from the EE plan and tracks progress quarterly.
  1. Remuneration: Equal Pay for Work of Equal Value
The chairperson reported that the group management team responsible for this task has completed phase 1 of the Equal Pay for Work of Equal Value. Management and HR Team will address concerns raised.AHO will run a second Equality exercise in March 2015 to assess pay gaps again as salary increases are applied in March annually. In the next EESD meeting a report would be tabled on the progress in this regard.
The Chairperson reported job profiles are being developed/ reviewed.
  1. Report on WSP to date and set date for extraordinary meeting prior to April 30th submission to SETA in order to present and assess the Workplace Skills Plan for the coming year.
For the reporting period the following programmes have been implemented:
INTERVENTION / Targeted employees / Signed Up / Current Head Count / Status
Management Development Programme / All / 9 / 8 / Completed - 14 Nov 2014
Adcorp Leadership Academy NQF 5 / All / 8 / 7 / In Progress until June 2015
Adcorp Leadership Academy NQF 3 / All / 9 / 8 / In Progress until June 2015
Labour Relations / IR / 5 / 5 / in Progress until April 2015
Back to Basics / Site Agents / 110 / 110 / Ongoing
Disciplinary Enquiry / Ops Employees / 164 / 164 / POEs submitted
Health and Safety Trainings
- SHE Rep
- First Aid
- Fire Fighting / Ongoing
The meeting agreed to hold the extra ordinary meeting in the last week of March or early April in order to assess the Workplace Skills Plan for the coming year.
  1. Levies paid and recovered
(Based on HR Stats)
Skills Spend YTD R1,212,686.33
Skills Development Levies Paid YTD R11,416,662.09
Levies Recovered YTD R1418392.84
BBBEE (Revised Codes):
Skills Spend (6%) as a percentage of payroll should be R8,699,679.96 (based on YTD figures as at 31 March 2014)
Skills Spend (0.3%) for disabled persons should be R434,984.00
Skills Headcount on Learnerships, Apprenticeships or Internships (2.5%) – Capital should employ 13 black persons on either learnerships, apprenticeships or internships.
  1. Feedback from committee representatives regarding any matters of disputes/harassment/discrimination
No matters regarding matters of disputes/harassment/discrimination were tabled. The chairperson emphasised that members must table written concerns from their constituencies.
  1. General
Ralph Khoza gave feedback on the visit by the Department of Labour to the Rustenburg office. The DOL officials requested and went through the Employment Equity plan and the reports for the previous. They were satisfied with the documentation. They would call if follow up documentation is required.
The chairperson reports that the Department of Labour has this year started the Employment Equity Awards. AHO has facilitated the application for Capital and other operating companies.
Future Meeting Dates
The forum agreed on future meetings schedule to be as follows:
  • Meeting 1 – 27 Feb 2015 (Conducted
  • WSP Tele-conference – 20 March 2015
  • Meeting 2 – 29 May 2015
  • Meeting 3 – 28 Aug 2015
  • Meeting 4 – 27 Nov 2015
Meetings for 2016 will be discussed at a later date.

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