employment equity made easy
DESCRIPTION
TRANSCRIPT
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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
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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
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The JourneyThe Journey
6.2010
1. 1990
2.1993
3.1994
4.1998
TransformationTransformation
The beginning of change
5.2009
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Nobel Peace Prize in 1993Nobel Peace Prize in 1993
Photo by Matthew Willman
Philadelphia Peace Medal
Pres FW de Klerk, Bill Clinton, Nelson Mandela
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Progress : 10th CEE Annual ReportProgress : 10th CEE Annual Report
Level 1Level 1 Level 2Level 2 Level 3Level 3
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Level 1: Snr ManagementLevel 1: Snr Management
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Level 2: Prof.QualifiedLevel 2: Prof.Qualified
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Level 3: Skilled WorkforceLevel 3: Skilled Workforce
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Legislative RequirementsLegislative Requirements
BasicConditionsOfEmploymentAct
Occ. Health& DiseasesActOcc. Health AndSafety Act
LabourRelationsAct &
CCMA
SkillsDevelopmentAct
BBBEEAct
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EE in ACTIONEE in ACTION
6. Review & Report
5. Action Plans
4. Audit
3. Training 2. Forum or Task Team
1. Assign Responsibility
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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
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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%)
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Coaching & MentoringCoaching & Mentoring
Sponsor
Mentor MenteeCoach Coachee
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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
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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
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In ConclusionIn Conclusion
Employment Equity
Mechanism SkillsRetentionEnabling
Staff turnover