Company

LOGO

Employment Equity

FRONT Consultants4

“Excellence can be attained if you care more than others think is wise, risk more than others think is safe, dream more than others think is practical, and expect more than others think is possible” Anon

AgendaAgenda

1. THE JOURNEY1. THE JOURNEY

2. STATS 2. STATS

3. EE IN ACTION 3. EE IN ACTION

4. JOB DESCRIPTIONS 4. JOB DESCRIPTIONS

5. PERFORMANCE EVALUATIONS5. PERFORMANCE EVALUATIONS

6. WHO IS RESPONSIBLE ?6. WHO IS RESPONSIBLE ?

7. COACHING & MENTORING7. COACHING & MENTORING

The JourneyThe Journey

6.2010

1. 1990

2.1993

3.1994

4.1998

TransformationTransformation

The beginning of change

5.2009

Nobel Peace Prize in 1993Nobel Peace Prize in 1993

 Photo by Matthew Willman 

Philadelphia Peace Medal

Pres FW de Klerk, Bill Clinton, Nelson Mandela

Progress : 10th CEE Annual ReportProgress : 10th CEE Annual Report

Level 1Level 1 Level 2Level 2 Level 3Level 3

Level 1: Snr ManagementLevel 1: Snr Management

Level 2: Prof.QualifiedLevel 2: Prof.Qualified

Level 3: Skilled WorkforceLevel 3: Skilled Workforce

Legislative RequirementsLegislative Requirements

BasicConditionsOfEmploymentAct

Occ. Health& DiseasesActOcc. Health AndSafety Act

LabourRelationsAct &

CCMA

SkillsDevelopmentAct

BBBEEAct

EE in ACTIONEE in ACTION

6. Review & Report

5. Action Plans

4. Audit

3. Training 2. Forum or Task Team

1. Assign Responsibility

Job DescriptionsJob Descriptions

Position Analysis Questionnaire

Reporting Structure

Succession plan for job

Level of Authority

Key Performance Areas with Key Job Outputs

Occupational Health & Safety Hazards & PPE

Job Title

Salary & Job Grade

Primary purpose of the job

Qualifications and Experience – Minimum & Ideal entry levels

Competency Profile

Signed off and reviewed on a regular basis

Performance EvaluationsPerformance EvaluationsRoles & Competencies discussed

Each KPA measured with visible measures and set targets

Actual performance measured

Barriers to performance identified

Action plans discussed to overcome

Contract : Employee & Manager

Personal Charter: Strengths & Areas of improvement, career aspirations

Specific actions noted with training requirements & action dates

360° Degree Feedback

Job Description details transferred

Rating Scale utilized : 1-5 scoring

1: Poor (0-50%)

2: Below Av (51-99%)

3: Average (100-109%)

4: Good (110-119%)

5: Excellent (120%)

Coaching & MentoringCoaching & Mentoring

Sponsor

Mentor MenteeCoach Coachee

Goals and objectives – Mentorship Programme

Goals and objectives – Mentorship Programme

• To promote an effective tool in improving industrial retention and reducing turnover

• To create strategic networking opportunities that will increase exposure to underrepresented segments of the specific industry’s workforce

• To ready the industry’s high potential employees, especially those of color, for leadership opportunity and/or career advancement

Benefits – Mentorship ProgrammeBenefits – Mentorship ProgrammeTo All • Opportunity to widen professional and social networks

To theIndustry

• Improves overall performance• Increases managerial and leadership effectiveness• Produces confident and competent future leaders• Is a ready resource for finding professionals with specific

experiences

To theMentor

• Helps empower emerging leaders via learning and development• Enhance and expand skill levels that improve business

performance• The satisfaction of helping another grow and succeed

To theMentee

• Receive valuable career guidance and assistance• Enhanced knowledge of industry practices, norms and culture• Opportunity to develop networks• Access to seasoned industry professionals• Increased confidence

In ConclusionIn Conclusion

Employment Equity

Mechanism SkillsRetentionEnabling

Staff turnover