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EMPLOYMENT EQUITY (EE) PLAN April 2009 ­ March 2012

TABLE OF CONTENTS 1. PREAMBLE ................................................................................................5 2. GUIDING PRINCIPLES .................................................................................5 ":Buy-in" and commitment ........................................................................5 Communication and consultation ...............................................................5 Integrated approach ................................................................................5 Promotion of equity .................................................................................5 3. RATIONALE FOR EMPLOYMENT EQUITY ......................................................5 Legalistic intent ......................................................................................5 Moralistic/Socialistic intent ........................................................................5 Business intent .......................................................................................6 4. STRATEGIC GOALS AND OBJECTIVES .........................................................6 5. DEPARTMENTAL CONTEXT .........................................................................7 Department's progress in complying with the EEA .........................................7 Representivity status ...............................................................................7 Key challenges .................................................................................... 8 Organisational development approach .........................................................8 6. NUMERICAL GOALS ....................................................................................9 Departmental representivity status ..............................................................9 Areas of under-representivity .....................................................................9 Equitable gender representivity ..................................................................9 Departmental representivity targets .............................................................10 Measures to achieve representivity targets ...................................................10 7. NON-NUMERICAL GOALS ............................................................................11 Strategic Goal 1: Elimination of unfair discrimination ......................................11 7.1.1 Objective 1.1: Development of HR and other employment related policies 7.1.2 Objective 1.2: Ongoing Advocacy on EE............................................12 Strategic Goal 2: Implementation of Affirmative Action ....................................12 Objective 2.1: Development and implementation of a retention strategy....12 Objective 2.2: Monitor the implantation of the EE Plan...........................12

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Strategic Goal 3: Promotion of Diversity ................................................. 13 73.1. Development and Implementation of diversity management..................13 Objective 4.3 To provide appropr ...............................................................13 Objective 4.1: Ensure effective implementation of the PMDS Objective 4.2: Effective implementation of the Workplace Skills Plan, with particular focus on the advancement of designated groups Strategic Goal 5: Recruitment and Retention of suitable staff from Designated groups......................................................................................................13 7.5.1 Objective 5.1: Ensure equitable representation of suitably qualified people from designated groups in all occupational categories and levels.............................................................................................15 7.5.2 Objective 5.2: Ensure effective recruitment and retention of People with Disabilities......................................................................................15 7.5.3 Objective5.4: Development and implementation of a Disability management strategy ....................................................................................... 15 7.5.4 Ensure effective recruitment and retention of women on middle and senior management level............................................................................16 7.6 Strategic Goal 6: The management of Employee Health and Wellness............... .....17 7.6.1 Objective 6.1: Develop and implement an Employee Health and Wellness Programme (EHWP)....................................................................................... 17 7.6.2 Objective 6.2: HIV and AIDS management............................................17 7.6.3 Objective 6.3: Wellness Promotion......................................................17 7.6.4 Objective 6.4:Occupational Hygiene and Safety Management...................18 7.7 Strategic Goal 7: Fair implementation of Employment Relations Practices.................18 7.7.1 Objective 7.1: To ensure fair, prompt and consistent enforcement of Employment Relations practices.........................................................18 7.8 Strategic Goal:8: Implementation of Fair and Equitable Working Facilities ................18 7.8.1 Objective .8.1: To ensure availability and equitable distribution of working facilities.......................................................................................18 7.8.2 Objective .8.2: To ensure accessibility to all Offices of the Department....18 7.8.3 Objective 8.3: To ensure implementation of BBBEE in the Department....19 8. IMPLEMENTATION, ROLES AND FUNDING ................................................19 9. DISPUTE RESOLUTION ............. ..............................................................19 10. MONITORING AND EVALUATION ...............................................................19

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ACRONYMS ABET DBC DPSA EAP EE EEA EECF HRM PDP PMDS WSP Adult Basic Education and Training Departmental Bargaining Chamber Department of Public Service and Administration Employee Assistance Programme Employment Equity Employment Equity Act Employment Equity Consultative Forum Human Resources Management Personal Development Plan Performance Management and Development System Workplace Skills Plan

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1. 1.1

PREAMBLE The Department of Health, as a designated employer, is committed to complying fully with the requirements of the Employment Equity Act (EEA) 55 of 1998, including other relevant Acts and policies, towards the advantage of its business ­ that is, leading the creation of an accessible, caring and high quality health system for our country. This plan demonstrates the department's intent to create a conducive working environment in order to recruit, develop and retain a diversified workforce. GUIDING PRINCIPLES This plan subscribes to the guiding principles outlined in the departmental Employment Equity (EE) Policy.

1.2 2.

2.1

"Buy-in" and commitment "It is important for all managers and employees to have buy-in and remain committed to the process of EE in order for the Department to realise its EE goals and objectives." Communication and consultation "The Directorate responsible for EE will ensure that all employees understand their rights and obligations as contained in the EEA. It will ensure that all employees are informed about the developments in the department that are related to this plan. The established departmental Consultative forum will be utilised to enable the Directorate responsible for EE to consult with key stakeholders on EE matters in line with this plan." Integrated approach "The process of implementing EE will be integrated into the broad departmental strategic goals, as well as strategies such as gender mainstreaming and broad based black economic empowerment." Promotion of equity "The department has a responsibility to influence the promotion of equity by the organisations it procures services and goods from. To succeed in achieving this objective, EE values should be incorporated into the departmental procurement procedures and processes." RATIONALE FOR EMPLOYMENT EQUITY Legal intent The department must comply with the obligations of the EEA, as a designated employer.

2.2

2.3

2.4

3. 3.1

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3.2

Moral/Social intent The department needs to comply with the obligations of the EEA, in order to contribute towards the broader transformation process currently underway in our country which aims to address past inequalities experienced by designated groups. Business intent Importantly, the department wants to comply with the obligations of the EEA as it acknowledges that effective compliance will contribute towards the development of a productive diversified workforce committed to the attainment of the departmental goals. Therefore, this plan should be seen as a move towards substantive compliance with the EEA, by the department. STRATEGIC GOALS AND OBJECTIVES This plan aims to set out measures to address under- and over- representivity and barriers towards the achievement of EE in the department. This plan gives effect to the strategic goals and objectives set out in the departmental EE Policy: (a) Elimination of unfair discrimination "To achieve a non-discriminatory working environment, the department will implement anti-discriminatory measures, such as raising awareness among employees regarding their rights in relation to EE and non-discrimination." (b) Implementation of Affirmative Action "This plan will outline the details of affirmative action measures1 to be implemented to advance people from designated groups and to accelerate the achievement of EE." (c) Promotion of diversity "In line with the constitutional requirements of creating a Public Administration which is representative of all people of South Africa, the department will promote a diversified workforce and implement diversity management programmes based on respect and dignity for all employees." (d) Ensuring efficiency and effectiveness to enhance equitable delivery of health services "The department will implement strategies and measures that are aimed at capacity building and enhancing service delivery to improve the efficiency and effectiveness of its workforce. These strategies will include among others availing bursaries, developing and implementing a comprehensive Departmental Skills Development Plan, which takes into consideration individual skills plans."

3.3

4. 4.1 4.2

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"measures designed to ensure that suitably qualified people from designated groups have equal employment opportunities and are equitably represented in all occupational categories and levels in the workforce of a designated employer" Departmental Employment Equity Policy

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(e)

Recruitment and retention of suitable staff from designated group To ensure representivity when filling vacancies through the appointment and promotion of employees from designated groups Management of Employee Health and Wellness Develop and implement an Employee Health and Wellness programme and Occupational Health and Safety policy

(f)

(g)

Fair implementation of Employment Relations practices To ensure fair, prompt and consistent enforcement of Employment Relations practices Implementation of Fair and Equitable Working Facilities for all employees To ensure availability and equitable distribution of working facilities and accessibilty to all Offices of the Department Training of staff and management of performance To provide appropriate generic and functional training in line with the Departmental Skills Development Strategy and Employment Equity requirements

(h)

(i)

5. 5.1

DEPARTMENTAL CONTEXT Department's progress in complying with the EEA The department has made progress in complying with the EEA: (a) A designated EE senior manager has been appointed in line with Section 24 of the EEA. Also a dedicated EE component was established in 2000. (b) An EE Policy was approved in 2001, outlining how the department intends to achieve EE. (c) A trained and functioning Employment Equity Consultative Forum (EECF), in line with Sections 13 (2)(a); 16 and 17 of the EEA, was re-established in 2004. (d) Ongoing involvement of the Directorate responsible for EE in HR policy development; structures and procedures, to ensure that EE principles are upheld. (e) This plan will align itself with the equity targets set out in the Health Sector Charter, in line with the Broad Based Black Economic Empowerment Act 53 of 2003.

5.2

Representivity status By the end of January 2009 the department's workforce was:

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a. 83% Black; 59% Women; and 0.5% Disability2 across all occupational levels and categories. The department's race and gender profile is reflective of the country's overall demographics and has surpassed the revised national minimum targets for the public service. A noted area of under-representivity throughout the entire department is disability equity, particularly of members of the designated groups. 5.3 Key challenges (a) Beyond numbers These noteworthy gains in terms of race; gender; and to a lesser extent disability representivity presents the department with a challenge of managing and retaining this diverse workforce towards the enhancement of service delivery. Thus, there is a need to create a culture within the department where all employees are respected and valued for their unique contribution towards the attainment of the department's objectives, irrespective of their race; gender; disability status; religion and cultural background. To this extent, the lack of a diversity management programme and a retention strategy have been identified as a barriers towards the attainment of EE that this plan intends to address. (b) Addressing the basics The exercise of identifying discriminatory practices proved difficult as most Human Resources Management policies are in draft form. This is as a result of the formation of the Departmental Bargaining Chamber (DBC) that only became functional in 2004. Thus a barrier identified that this plan intends to facilitate, is the fast tracking of HRM policies adoption by the DBC. Development of designated groups Apart from attracting members from designated groups into the department, there is a need to develop them so that they can advance. Therefore, the development of members from designated groups has been identified as a barrier that this plan intends to address.

(c)

5.4

Organisational development approach3 This plan takes the position that by addressing identified barriers to EE, the department would not only be creating a conducive working environment towards the recruitment;

2

Disability refers to a " long term or recurring , physical or mental impairment, which substantially limits prospects of entry into , or advancement in employment" Employment Equity Act 1998 (Section1)

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The improvement/ enhancement of human resources systems towards effective organizational functioning

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development; retention of a diversified workforce but also enhancing organisational effectiveness. Therefore, this plan adopts an organisational development approach towards the achievement of EE objectives. 6. 6.1 NUMERICAL GOALS Departmental representivity status The departmental representivity status in January 2009: CATEGORY BLACK African Coloured Indian WOMEN African Coloured Indian White NON-DESIGNATED TOTAL (filled posts) DISABILITY HEADCOUNT 1160 1064 58 38 816 593 37 21 165 58 1 383 8 0.5% % 83% 76% 4% 3% 59% 43% 3% 2% 12% 4%

Source: Vulindlela HR Report (EEA2); Updated 06 February 2006

6.2

Areas of under-representivity (a) The under-representivity of people with disabilities across all occupational levels and categories, particularly from designated groups is a key challenge (b) Another noted key challenge is the under-representivity of members of designated groups in specialised fields and scarce skills categories, such as Forensic analysts; Radiation controllers and Chief medical scientists.

6.3

Equitable gender representivity The department is in a female dominated sector4, thus the impressive figure of 59% women across all occupational categories. The dominant racial groups are Africans

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Table 3.4.1 of the Labour Force Survey, March 2004, STATS SA

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followed by Whites. This plan intends to ensure an equitable gender representivity across the racial groups, as informed by the economically active population statistics. As well as to address the growing perception that the health profession is for females, by ensuring equitable gender (i.e. male & female) representivity across all the occupational levels and categories. 6.4 Departmental representivity targets (a) The department as informed by: the national demographics5, the economically active population6, the revised minimum targets for the Public Service, and its workforce profile of January 2009 sets its representivity targets7 across all occupational levels and categories at Black-83%; Women-59%; Disability-0,5%; Non-designated 4%: CATEGORY BLACK African Coloured Indian WOMEN African Coloured Indian White DISABILITY NON-DESIGNATED 50% Still waiting for the Targets from DPSA TARGET (%) Still waiting for the Targets from DPSA CURRENT(%) 83% 76% 4% 3% 59% 43% 3% 2% 12% 0.5% 4% GAPS (%)

2% Still waiting for the Targets from DPSA

(b)

Regardless of changes (either downsizing or expansion) that may occur to the department's staff establishment during the period of this plan, the department should always be reflective of these targets across all occupational categories and levels.

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Census 2001, STATS SA & Table 1.1 Labour Force Survey, March 2004, STATS SA Tables 2.3.2 & 3.4.1 Labour Force Survey, March 2004, STATS SA 7 Determining targets: - Deciding factor: availability (supply) of an external pool of suitably qualified members of designated groups - Formula: An average of the economically active population for the entire country and the economically active population for a health related sector (i.e. Community, Social and Personal Services industry)

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6.5

Measures to achieve representivity targets (a) The department will achieve its representivity targets through the filling of vacant posts, with particular focus on people with disabilities (b) To dispel the misconception of tokenism, only suitably qualified8 candidates will be considered for appointments/promotions. Clusters, through their EE representatives, will submit quarterly reports to the Directorate responsible for EE, to monitor progress. Disability Representivity targets The Directorate responsible for EE, in conjunction with relevant role players, will develop and facilitate the implementation of a strategy to accelerate the achievement of the disability representivity target. The key focus areas of this strategy will be the recruitment and development of people with disabilities, as well as measures pertaining to accessibility. Targeted interventions The Directorate responsible for EE will facilitate the development and oversee the implementation of targeted interventions in Clusters that have areas of under- and over- representivity. These interventions will be identified and developed as part of the development of Cluster EE Plans as per sections 3.4 and 4.1 of the departmental EE policy. Under-representivity Key amongst the measures to address under-representivity will be the development of pools of suitably qualified candidates by the affected clusters, through activities such as offering full-time bursaries in relevant fields and the intake of interns. Over-representivity In order to address over-representivity, the affected clusters will utilise the natural attrition process (that is, retirements; resignations), in order to achieve their representivity targets.

(c)

(d)

(e)

7. 7.1

NON-NUMERICAL GOALS Strategic Goal 1: Elimination of unfair discrimination Objective 1.1: Development of HR policies Most of HRM policies are in draft form, this creates a challenge in determining a baseline for fair and consistent application of procedures. Activities (a) The DBC to fast-track the adoption of HRM policies currently in draft form

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In accordance with Section 20(3) & (4) of the EEA, the following factors should be considered when determining the suitability of a candidate: formal qualifications or (recognition) of prior learning; relevant experience or capacity to acquire necessary skills within a reasonable timeframe (potential)

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(b) (c) (d)

HRM policies including procedure manuals, where necessary, to be approved by September 2009 All policies to incorporate EE principles as well as the relevant sections of the EEA's Codes There should be ongoing awareness on all HR policies conducted across all occupational categories and levels, to ensure understanding and consistent application

Objective 1.2 Ongoing advocacy on EE All employees should know their rights pertaining to the EEA. Activity (a) The Directorate responsible for EE will embark on an ongoing awareness raising process through various means, such as presentation at the Induction course, Cluster presentations, and events to mark related Calendar Days, for example Workers' Day; Casual Day and Heritage Day. 7.2 Strategic Goal 2: Implementation of Affirmative Action Objective 2.1: Development and implementation of a retention strategy An identified challenge towards the achievement of representivity targets is mainly the retention of members from the designated groups. It should be noted that when it comes to specialised fields, the challenge experienced is both the recruitment and retention of staff (designated and nondesignated). Activities (a) A comprehensive retention strategy, with particular focus on professional and middle management category, to be developed by October 2009 as guided by the Department of Public Service and Administration (DPSA) directives; the Strategic Framework for the Human Resources for Health Plan; as well as other relevant guidelines. The Directorate responsible for EE will monitor the implementation of this strategy on a quarterly basis, commencing in September 2009. (b) The retention strategy and its subsequent interventions will be informed by quarterly exit interviews reports to be submitted to the Directorate responsible for EE and tabled at the EECF. In this regard there is a need to strengthen the exit management process in order to determine areas that contribute to staff leaving the department.

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Objective 2.2 Monitor the implementation of the EE plan Activities (a) (b) (© All EECF representatives shall provide quarterly progress reports on their activities as per Constitution signed by the Cluster Managers / Head of Laboratories Progress reports shall be according to the prescribed format EE practitioners shall fulfil their roles and authority and participate during short-listing, interviews, tender committees and bursary committees regardless of rank

7.3

Strategic Goal 3: Promotion of diversity The department needs to take advantage of its diversified workforce to enhance its service delivery. Objective 3.1 Development and implementation of a diversity management strategy Activities (a) A diversity audit to be conducted by March 2007, to inform the departmental diversity management strategy (b) © (d) Implementation of the diversity management strategy to commence in October 2009. Senior managers to undergo diversity management training, on an ongoing basis, as part of a capacity building programme for managers Various interventions to promote cross-cultural interaction to be identified and implemented. These interventions will include annual commemoration of Heritage Day; and the introduction of recreational and social activities, e.g. sporting codes All clusters/directorates to undergo team-building sessions on an annual basis.

(e) 7.4

Strategic Goal 4: Enhancing equitable health service delivery Objective 4.1: Ensure effective implementation of the Performance Management and Development System (PMDS) The system should be adequately understood by all in the department to ensure its effective application to enhance service delivery, as well as to develop employees. The emphasis should not only be on its renumerative aspects.

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(a)

Activities Develop a training programme on the PMDS with emphasis on its fundamental principle that is linked to department's strategic plan; workplan development; the importance of translating the rating system into performance standards, by July 2009 Roll-out training on the PMDS at directorate level, commencing September 2009, which includes the promotion of Batho Pele principles to inform the setting of service/performance standards. Develop a monitoring mechanism for effective implementation of the PMDS by October 2009 Provide adequate resources to drive the PMDS, by June 2009

(b)

(c) (d)

(e) Develop and implement henceforth a strategy to link staff performance review to the component's performance review, in line with service delivery improvement strategy as per the Batho Pele White Paper by March 2010. Objective 4.2: Effective development and implementation of the Workplace Skills Plan (WSP), with particular focus on the advancement of designated groups Training and development is a critical factor in enabling the department to achieve its representivity targets. Also, there is a need to fast track the development of lower levels staff and employees with disabilities in order for them to advance in their careers. Activities (a) The development of the 2009/10 WSP to be informed by the results of the skills audit which outlines the competency requirements for each occupational category as well as the personal development plans for each employee (a) The 2009/10 WSP to be linked to the attainment of the equity targets outlined in this plan Mechanisms to ensure that all employees have personal development plans (PDPs) which are implemented, to be developed by March 2010 The development of PDP's to be informed by a balance between the competency requirements of a post, as outlined in the job description, as well as the individual employee career development needs. The training needs of individual employees with disabilities to be identified and implemented commencing in April 2009.

(b)

(c)

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(d)

A comprehensive ABET programme to be developed by June 2009 and implemented henceforth, in order to advance lower level employees. A career management programme, that includes career guidance as well as support and monitoring of bursary holders' progress to be developed by November 2009 and implemented henceforth. A framework on succession planning, linked to the PMDS, to be developed by November 2009 and implemented henceforth at cluster level, in order to enhance the competiveness of internal staff for higher level post. Apart from training interventions, to enhance capacity and expertise throughout the department a mentorship programme will be developed by August 2009 and implemented henceforth To enhance the department's leadership capacity a management development programme will be developed by August 2009 and implemented henceforth. This programme will cover generic management skills within the context of the Public Service and it will target senior and middle management levels.

(e)

(f)

(g)

(h)

Objective 4.3: To provide appropriate Generic and Functional Training in line with the Departmental Skills Development Strategy and Employment Equity requirements (a) (b) © (d) (e) (f) (g) (f) Monitor the implementation of each individual's Personal Development Plan (PDP) Compile and monitor the implementation of the Departmental Workplace Sills Plan and report on progress Maintain the database of accredited training providers Line managers to identify appropriate training providers and courses to address training needs of employees as identified in their PDP' Develop and implement a succession programme in line with the career management and retention policy Orientation of employees on all levels Granting of bursaries to develop Women, Youth and People with Disabilities EE representatives to participate in Bursary committee meetings

Objective 4.4: To provide special training to frontline staff to address the needs of People with Disabilities (a) Facilitate basic training for frontline staff in sign language

Objective 4.5: To ensure effectve, consistent and timeous management of staff's performance

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(a) (b) © 7.5

Feedback shall be given to all employees on their performance on a quarterly basis Ensure an equitable ratio regarding the awarding of performance rewards Under-performing staff shall be counselled and retrained in line with the Performance Management system

( Strategic Goal 5: Recruitment and Retention of suitable staff from Designated Group Objective 5.1: Ensure equitable representation of suitably qualified people from designated groups in all occupational categories and levels Activity (a) (b) © (d) (e) (f) (g) (h) (i) (j) Set numerical goals for the Department and achieve them Ensure representivity when filling of vacancies through the appointment and promotion of employees in line with set goals EE representatives to participate in shortlisting process and to participate in interviews Relevant print media shall be utilised to reach the relevant target groups for recruitment including Braille for blind and partially sighted people Interviewing panels shall be represented in terms of race and gender EE representatives shall object and raise concerns where fairness/ enhancement of equity is not adhered to during shortlisting and interviews Internal promotions will be encouraged to advance suitably qualified people from designated groups Embark on head hunting of Women, Youth and People with Disabilities to ensure that targets are met if other internal recruitment processes have failed Ensure the retention of skilled internal employees through the implementation of the Career Management and Retention policy. Design the exit interview questionnaire to address reasons for staff turnover

Objective 5.2: Ensure effective recruitment and retention of People with Disabilities Activity (a) (b) © Create a conducive environment to reasonably accommodate employees with disabilities Create a sound relations with organisations for People with Disabilities such as Disabled People South Africa, organisations for the deaf and the blind etc Embark on an intensive programme to recruit people with disabilities on all occupational categories and levels

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Objective 5.3: Development and implementation of a disability management strategy There is a need for interventions to fast track the recruitment, advancement and accommodation of people with disabilities in order to address the underrepresentivity of people with disabilities across all occupational categories and levels. Activity (a) (b) A disability management strategy will be developed, implemented and reviewed on an ongoing basis, by the Directorate responsible for EE. The implementation of this strategy will be monitored through quarterly reports to the EECF

Objective 5.3: Ensure effective recruitment and retention of Women on middle and senior management levels. Activity (a) (b) © Create a conducive environment to accommodate Women on middle and senior management level and scarce occupational categories Develop a Child minding policy and the implementation strategy Develop and implement a gender equity strategy informed by the Gender Policy guidelines for the Public Health sector by February 2010.

Objective 5.4: Ensure effective recruitment and retention of Youth Activity Embark on Learnership programmes for Youth who will enhance the representivity profile 7.6 Strategic Goal 6: The Management of Employee Health and Wellness Objective 6.1: Develop and implement an Employee Health and Wellness Programme (EHWP) Activity (a) (b) © (d) Develop an integrated EHWP policy and implementation strategy by October 2009 Develop a marketing strategy for an EHWP by conducting awareness workshops etc Continuous awareness on Health and Wellness programmes, sexual harassment, sexually transmitted diseases and violence against women and children Commemorate EHWP events/campaigns on the departmental year planner

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Objective 6.2: HIV and AIDS management Activity (a) (b) © (d) (e) (f) (g) (h) (i) (j) (k) Ensure commemoration of HIV and AIDS events to promote awareness Conduct HIV and AIDS prevalence study and Voluntary Counselling and Testing (VCT) to establish HIV incidence in the department Ensure distribution of HIV and AIDS pamphlets and condoms Drafting of HIV and AIDS articles to Lesedi newsletter for awareness on a regular basis Maintain confidentiality to infected and affected employees Ensure that employees with HIV and AIDS are not discriminated against on awarding of employee benefits. Ensure that fair discharge on grounds of incapacity of employees due to AIDS Create a conducive environment for disclosure on HIV and AIDS that is free from fear and discrimination Establish and maintain a database of service providers for care and support Management of the impact of HIV and AIDS in the department A stakeholder workshop to be held on a quarterly basis

Objective 6.3: Wellness Promotion Activity (a) (b) © (d) (e) (f) (g) (h) Promote Employee Assistance Programme services Provide counselling services Establish a Wellness centre and onsite clinic Establish an Interdepartmental sports league to promote sport and physical activities Conduct wellness educational programmes (Nutrition, weight management, smoke-free exercise, financial fitness etc) Provide lifestyle programme Conduct stress management and substance abuse workshops Monitor and evaluate the impact of the wellness programme

Objective 6.4 Occupational Hygiene and Safety Management Activity Implement the Departmental occupational health and Safety policy (a) Develop an Occupational hygiene and Safety Committee (OHSC) with multidisciplinary approach such as Occupational Hygienist, risk manager, Occupational Health practitioner, HR manager, maintenance engineers and Employee health and Safety Representatives (b) Employee health and safety representatives should be allocated according to the OHSC decision.

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(c) Continuous data collection for hazard identification and assessment (d) Periodic review of employee exposure and health reports to detect new hazards and reasses old ones (e) Create a data storage system that will permit the retrieval of information to asses the long term effect of exposure and to assure the relevance and validity of data collected (f) Provide Occupational Health Education and Promotion 7.7 Strategic Goal 7: Fair implementation of Employment Relations Practices Objective 7.1: To ensure fair, prompt and consistent enforcement of Employment Relations practices (a) (b) © (d) 7.8 Ensure that all employees are fully conversant with the contents of the Code of Good Practice in terms of misconduct and grievance procedures Ensure that all employees have signed the declaration in terms of Code of Conduct Ensure the consistent application of policies and procedures Monitor the trends regarding grievances and misconduct cases and advise on appropriate corrective action.

Strategic Goal 8: Implementation of Fair and Equitable Working Facilities for all Employees Objective: 8.1: To ensure availability and equitable distribution of working facilities (a) (b) Ensure the availability of computers, photocopy machines, fax machines, kitchen as well as parking facilities for employees and clients with disabilities Clusters shall budget for the needs of People with disabilities to provide necessary facilities and equipment

Objective 8.2: To ensure accessibility to all Offices of the Department (a) (b) Ensure that all Offices of the Department comply with the Code of Good Practice: Key aspects for employment of People with Disabilities Arrange for suitable alternative accommodation and cancel lease agreements if Landlords are not willing to reasonably furbish their buildings.

Objective 8.3: To ensure implementation of BBBEE in the Department (a) (b) © (d) Ensure proper screening and random inspection of BEE companies on the database Develop and implement a BEE policy by November 2009 Ensure that 80% of the Department's contracts be awarded to BEE companies Report quarterly on utilization of BEE companies per Cluster

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(e) (f) (g)

Ensure that Employment Equity representatives fully participate in all procurement processes. Develop and implement a preferential procurement strategy by October 2009 A designated EE Manager or his/her delegate will be a member of the departmental Bid committee to monitor the implementation of the strategy

8. IMPLEMENTATION, ROLES AND FUNDING 8.1 All employees within the department have a role to play in the implementation of this plan, in line with section 3 of the Employment Equity Policy. 8.2 EE Cluster Plans In line with section 4.1 of the EE Policy, the Directorate responsible for EE will facilitate the development of EE cluster plans. These plans will be part of cluster HR plans based on the strategic plans of the respective clusters. 8.3 All clusters to implement their EE plans commencing May 2009 and report quarterly to the Directorate responsible for EE. 8.4 All programme managers (directors) are responsible for allocating necessary funding for the implementation of their respective clusters' EE Plans. 8.5 Based on identified needs, the EECF will make recommendations to the Director-General for additional funding for the implementation of this plan, particularly regarding generic programmes. 9. DISPUTE RESOLUTION

9.1 The internal dispute resolution procedure will be utilised to resolve any conflict that may arise in the implementation of this plan. 10. 10.1 10.2 10.3 MONITORING AND EVALUATION MONITORING EE cluster representatives will compile and submit quarterly reports on implementation of their respective EE cluster plans to the Directorate responsible for EE. The Directorate responsible for EE will compile and table at the EECF quarterly meetings, reports on implementation of this plan. The designated EE manager will table at the management committee meetings quarterly reports on implementation of this plan

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10.4

EVALUATION The annual departmental EE reports to the Department of Labour for 2006; 2007; and 2008 will serve as an annual evaluation tool, upon which amendments will be made to this plan.

APPROVAL __________________________ DIRECTOR-GENERAL DATE:

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