Categories

Employment Equity – Plan

Employment Equity – Plan

Blueprint Summary

The Employment Equity Plan refers to a completed EEA13 document, used as a base that indicates the Division’s commitment to diversification and growth.

Barriers to employment equity (and their corresponding solutions) need to be listed on the EE Plan. Based on the completed Quantitative Analysis, found in the previously mentioned EEA12 document, the Employment Equity Manager and Employment Equity Committee need to identify a projected workforce profile, by race, gender and occupational level, by the end of the Employment Equity Plan’s duration.

This document would then feed into the rest of the activities of stakeholders previously identified (e.g. BBBEE, Succession Plan, Recruitment Strategy.) and needs to be signed off by the CEO. Furthermore, this document will be used to measure progress made towards achieving the numerical goals as well as affirmative action measures as stipulated for the end of the period.

Process Specification

Process Owner

Stakeholder(s)

Recording Requirements

Storage Requirements

Reporting Requirements

Audit Requirements

Notifications

Reminders

Transparency & Communication

Knowledge & Skills

System

Workflows

Legislation & Governance

Templates, Forms, Guides and Work Instructions

The Process

Inputs are all of the Elements deemed necessary to complete the process successfully.

  • EEA12

Tasks are the Step-by-Step Actions to be taken to complete the Process.

    • Completed EEA13 Form

The Employment Equity Plan refers to a completed EEA13 document, used as a base that indicates the Division’s commitment to diversification and growth.

Barriers to employment equity (and their corresponding solutions) need to be listed on the EE Plan. Based on the completed Quantitative Analysis, found in the previously mentioned EEA12 document, the Employment Equity Manager and Employment Equity Committee need to identify a projected workforce profile, by race, gender and occupational level, by the end of the Employment Equity Plan’s duration.

This document would then feed into the rest of the activities of stakeholders previously identified (e.g. BBBEE, Succession Plan, Recruitment Strategy.) and needs to be signed off by the CEO. Furthermore, this document will be used to measure progress made towards achieving the numerical goals as well as affirmative action measures as stipulated for the end of the period.

Whereas the EEA12 analysis indicates the degrees of underrepresentation of designated groups, the identified barriers to achieving diversity, the EEA13 Plan aims to document the respective numerical targets needed to redress this, as well as the specific solutions to the barriers identified.

After the Employment Equity Manager has conducted the respective EE analysis, consulted with the Employment Equity Committee and other stakeholders, and the information captured into an Employment Equity Plan format.  As per legislation, some of the key content required to be in the EE Plan includes;

  1. The duration of the plan- cannot be less than one or more than five years
  2. Specific objectives that will be achieved for every year of the EE Plan need to be detailed on the EE Plan
  3. Where barriers have been identified, Affirmative Action Measures (solutions) need to be identified and listed on the plan, under the respective corresponding sections.
  4. Where respective demographics of designated groups are underrepresented, what the strategies are for improving these figures, and what the specific numerical targets are for each year of the plan.
  5. Specified timetables for each year of the plan.
  6. An appropriate Dispute Resolution needs to be in place.
  7. The methodology for monitoring and evaluating the plan needs to be listed on the document.

The completed Employment Equity Plan needs to be submitted to the CEO for approval and sign-off. The Plan needs to be communicated to all applicable Stakeholders. A copy of the Approved Plan needs to be submitted to KAP Corporate for Group Consolidated Reporting. Any applicable interim changes should also be submitted to KAP Corporate.

END OF PROCESS