Page 51 - Transformation Report

8. Strategic Partnerships with Post-School Education Training Institutions

The University is one of eight partners responsible for three components of the large-scale Technical and Vocational Education
and Training (TVET) Colleges Research Programme, which is funded by the National Skills Fund and DHET. The CYUEE made
good progress with research to assess the way(s) in which education and training were expanded or restrained the livelihood
possibilities of TVET college learners. This work is complemented by the Centre for Integrated Post-School Education and
Training (CIPSET), which has partnered with the merSETA in establishing a youth cooperative with unemployed TVET
students. CIPSET’s seminar series on Work and Learning has been refocused to host webinars for social movement, trade
union, and University networks in respect of the implications of COVID-19 for society, employment, and work.

The CYUEE, in collaboration with other stakeholders in the University, is in the process of developing an institutional framework
for TVET-related work undertaken within the University and identifying possible niche academic areas to facilitate articulation
pathways. In addition, an Eastern Cape TVET Steering Committee was established to manage the setting put options of an
Eastern Cape TVET Colleges Engagement Forum.

Another opportunity arose in 2020 when the University’s scheduled career fairs were cancelled due to the prevailing pandemic.
This provided an opportunity for the University and fourteen other universities to collaborate and stage a virtual Careers Fair
in partnership with the South African Graduate Recruiters Association in July/August 2020. More than 100 national employers
participated. The use of technology facilitated this type of sectoral collaboration and provided a space for our students to be
exposed to a diverse range of possible employment opportunities.

TRANSFORMATION GOAL 7: Ensure that the University Environment and
Experience for Employees, Students and External Stakeholders Reflect Respect
for Human Dignity, Inclusivity, Diversity, and a Human Rights Culture.

1. Embed Desired Institutional Culture

As the Nelson Mandela University, it is our responsibility to has been informed by an analysis of existing data and
align our intellectual resources to the historic task of creating institutional research reports including the VC’s Listening
a non-racial, non-sexist, equal, and democratic society Campaign and previous institutional climate surveys.
to reflect the legacy of Nelson Mandela. All facets of our Roadshows were conducted in August and September 2019
learning, teaching, research, and engagement therefore to create awareness of employee benefits, especially among
intrinsically link our scholarly endeavours with the quest service-level employees. This information will be included in
to address the major societal challenges of our time. Key the onboarding programme for new employees joining the
institutional entities continue to conduct excellent work in institution.
sharpening our efforts to produce socially responsible and
engaged knowledge, including the Hubs of Convergence, In 2020, HR developed a virtual onboarding programme to
the Centre for Women and Gender Studies, the Centre for share pertinent information with new employees. To ensure
the Advancement of Non-Racialism and Democracy, the inclusivity, the University continues to consciously engage
Chair for Critical Studies in Higher Education Transformation, on various organisational matters with all key stakeholders
and the Chair for Identities and Social Inclusion in Africa such as organised labour, middle management, and support
services managers who are managing essential and critical
Initiatives implemented by Human Resource (HR) division employees who have been working on campuses during the
include conducting employee relations training workshops pandemic. The staff induction process is another intervention
in 2018 with all service level employees as part of the on- via which all newly appointed employees are introduced to
boarding programme and establishing an Institutional the Institutional vision, mission, values, and other elements
Culture Working Group in partnership with the Engagement that directly impact their understanding of the institutional
and Transformation portfolio in 2019. The work of this group culture. The staff induction sessions occur on a monthly basis.

51 TRANSFORMATION REPORT