Employment Equity Profile of Unisa Staff

Presented to Staff Assembly27 March 2008

Associate Professor George SubotzkyExecutive Director,Department of Information & Strategic Analysis

• Background document for Employment Equity Plan

• Provides detailed examination of staff profile• Aim is to identify over- and under-

representation regarding race, gender and disability in key areas of Unisa’s occupational structure

• This quantitative analysis complements the quantitative analysis of barriers and obstacles to employment equity

• Together, overall purpose is to inform and guide strategies & interventions to improve employment equity

Purpose of Profile

Factors shaping the profile

• Institutional Context• Merger & HR issues: restructuring, conditions of

service, placements, VSP & ER, resignations• Higher Education Institution

• Parallel academic & administrative occupational structure

• South African Institution• Racially divided social structure & gendered division

of labour reproduced within• ODL Institution

• Temporary staff: tutors & admin• Huge support staff: Production, despatch, UCC, ICT

• Impact of HIV/AIDS• Market Forces

Analysis

Under- and over-representation measured against:

1. External reference points:• National demographics: race and gender• Economically active population: race and gender

2. Internal reference points:• Total Staff• Permanent Staff• Academic staff• Profile vs staff mobility figures

Structure of the Profile

• Overview of Unisa Staff Complement• Current Staff• Vacancies

• Staff Profile by:• Race• Gender• Race & Gender• Disability• Personnel Categories• Post Grade• Age

• Academic Staff Profile By • Rank• Highest Qualifications

• Profile of reasons for leaving Unisa

• Sources

- HEMIS information: 2004-7- Stats SA

• Views

- Snapshot- Trends

• Data integrity issues

Information

Type of Appointment

2007

HC %Permanent Full-Time 3 980 41,0%  Part-Time 66 0,7%Permanent Total 4 046 41,7%Temporary Full-Time 518 5,3%  Part-Time 5 147 53,0%Temporary Total 5 665 58,3%

Total 9 711 100,0%

Overview of Unisa Staff, 2007

Portfolio College No %Office of the VC 36 2,48%Registrar 175 12,04%VC Operations 219 15,07%VC SPP 24 1,65%

VP Academic & Research

CAES 15 1,03%CEMS 186 12,80%CHS 162 11,15%CL 66 4,54%CSE 14 0,96%CSET 31 2,13%Undesignated 149 10,25%Subtotal 623 42,88%

VP Finance & Estates 119 8,19%VP LS 252 17,34%Undesignated 5 0,34%Total 1 453 100,00%

Current Vacancies by Portfolio and College

Permanent and Temporary Staff by Race,

2007

Permanent and Temporary Staff

by Gender, 2007

Proportion of Race/Gender Groups of

Permanent and Temporary Staff, 2007

Permanent and Temporary Staff by Race

& Gender, 2007

Permanent Disabled Staff by Race and Gender,

2007Disabled

Race African Indian WhiteTotal No

Gender No No No

Fully Female 3   10 13

  Male 4 5 14 23

Fully Total   7 5 24 36

Partially Female     1 1

  Male 1     1Partially Total   1   1 2

Total   8 5 25 38

Permanent Staff by Personnel Categories and

Race, 2007

Total Staff by Personnel Categories and Gender,

2007

Post Grades by Race, 2007

Permanent Academic Staff by Rank and

Race, 2007

Permanent Academic Staff by Rank and

Gender, 2007

Selected Highest University-type Qualifications among Permanent

Academic Staff by Race, 2007

Selected Highest University-type Qualifications among Permanent

Academic Staff by Race, 2007

Total Staff by Age Groups, 2004 and 2007

Total Staff by Age Group and Race,

2007

Personnel Category

25 – 34 35 – 44 45 – 54 55 – 64Total No

Total %No % No % No % No %

Exec/Mngt 1 0,9% 1917,1

% 5145,9

% 4036,0

% 111100,0

%

Instruct./Research 80 8,6% 21523,1

% 36839,6

% 26528,5

% 930100,0

%

Spec.Support 27 7,2% 10828,7

% 14237,8

% 9926,3

% 376100,0

%

Technical 1011,8

% 2731,8

% 3338,8

% 1517,6

% 85100,0

%

Non-Prof Admin 7513,6

% 12422,4

% 20537,1

% 14626,4

% 553100,0

%

Crafts/Trades 3 3,8% 2733,8

% 3543,8

% 1518,8

% 80100,0

%

Service 111,1

% 333,3

% 444,4

% 111,1

% 9100,0

%

Total 197 9,2% 52324,4

% 83839,1

% 58127,1

%2

144100,0

%

White Staff by Personnel Categories & Age Groups, 2004

and 2007

Reasons for Staff Leaving Unisa, 2007

Conclusion

Findings suggest that effective employment equity planning should rest on the two key strategies:

1. Recruitment Several combined opportunities for improving EE profile: 

• 1 453 vacancies• Potential retirees (esp white male) • Future vacancies: routine turnover of staff

 Overall Target: African women Detailed Targets: Specific areas of under-representation

Conclusion

2. Retention, succession planning, mentoring, accelerated promotion, training and development: systematically and purposefully‘Growing our own timber’

• Retention: Range of measures incl differentiated COS (?)• Succession planning: essential to offset a sudden and damaging

haemorrhage of institutional capacity• Mentoring: (draft proposals published last week)

- Incentives & accountability (KPAs & performance)• Training and development: (especially young) staff from the designated

groups

 Overall Targets: African males & new recruitsDetailed Targets: Specific areas of under-representation

Thank you