Page 48 - Transformation Report 2021

TABLE 21:
SUMMARY OF PROGRESS MADE RELATING TO THE ANNUAL OBJECTIVES SET OUT IN THE
2020/2021 EMPLOYMENT EQUITY REPORT

ACTIVE PROGRESS MADE

REVIEW INSTITUTIONAL POLICIES

• Recruitment Policy Recruitment and Selection Policy for PL2-PL4 was finalised.
• Joint appointment Policy
• Employment Equity Policy
• Skills Development for Medical School
(now Framework for continuous
professional learning)
• Employment Equity Policy
• Disability Policy
• Scarce Skills Policy
• Recognition of Prior Learning Policy The RPL policy has been drafted, but no consultations yet with stakeholders.
• Remuneration Policy The draft Remuneration Policy is in its final stage for internal consultation
with the HR team. All effort is made to have the policy serve at MANCO for
adoption so that external consultation can take place. The draft policy is in
its final stage for internal consultation with the HR team. All effort is being
made to have the policy serve at MANCO for adoption so that external
consultation can take place.
• Job Evaluation The job evaluation is in draft format and requires further work before the
consultation can take place.

EMPLOYEE ATTRACTION AND RETENTION

• Talent Management An integrated talent management strategy is being developed. The draft
strategy, once finalised, will be shared and consulted with the Human
Resource Development committee for further refinement.
• Employee Engagement In collaboration with the Positive Organisational Unit of the School of
Industrial and Organisational Psychology, a proposed institution-wide
climate survey and an implementation project plan were developed to
ascertain the levels of engaged, disengaged and actively disengaged
employees in the University. Further to this, in collaboration with the
Engagement and Transformation portfolio, a draft research survey on
employees’ burnout, resilience, and coping mechanisms was developed.
A draft employee engagement project plan was developed and engaged
with the Human Resources Directorate line managers en route to the DVC
People and Operations.
In addition, a proposal drafted with the assistance of the Unit for Positive
Organisations on an institutional wide climate survey earmarked for 2021
with a detailed project plan has been finalised to be shared with the HR
Leadership team.
A comprehensive Training plan is currently being developed with timelines
and exploring various methodologies, including interactive tools to assist the
employees in understanding the outcomes of the project.

The Change Management plan has been developed, and the target
audience and date for sessions are planned for November.
• Skills development The Workplace Skills Plan and Annual Training Report 2021 have been
submitted to the ETDP SETA.
Employees Learning and Development Plan 2021 is in place. Training
will be prioritised to support the University’s Vision 2030 and advance
the implementation of the EE plan and the BBBEE skills development
requirements.

48 | 2021