Extract from the Department of Correctional Services Approved Employment Equity Plan 2010-2014 (October/November 2010)
NEW EE PLAN 2010-2014
13(a) APPROVED TARGETS FOR EE PLAN: APRIL 2010 - 31 DECEMBER 2014
The targets in the table below are informed by SA Statistics of economically active population, (Censors, 2006) which reflects the following breakdown of the workforce:
|
Race |
White |
African |
Coloured |
Indian |
|
Target |
9.3% |
79.3% |
8.8% |
2.5% |
|
Males |
2 321 |
19 794 |
2 196 |
624 |
|
Females |
1 548 |
13 196 |
1 464 |
416 |
|
Total |
3 869 |
32 989 |
3 660 |
1 040 |
.
.
Source: Stats SA, Mid-year population estimates, South Africa, 2005 (Statistical release P0302)
(b) Approved Global DCS Racial Group Targets: As per Censors Report: 2006
|
Race |
Gender |
Proposed Racial Group target |
|
AFRICAN |
Male |
79.3% |
|
Female |
||
|
WHITE |
Male |
9.3% |
|
Female |
||
|
COLOURED |
Male |
8.8% |
|
Female |
||
|
INDIAN |
Male |
2.5% |
|
Female |
(c) Approved targets per salary level: EE Plan: 2010-2014
In order to meet the numerical target of 43 569 for DCS as stated in the EEA2, the DCS June 2009 statistics received from National Treasury were used to calculate the projected percentage for 2010 - 2014
Salary Level 3 - 8 : 60%:40% Production level to be aligned with OSD level upon refinement.
Salary Level 9 - 10 : 50%:50% at Junior Management to be aligned.
Salary Level 11 - 12 : 50%:50% at Middle Management also to be aligned.
Salary Level 13 - 16 : 50%:50% at Senior Management remains as per Cabinet approval.
All levels : 2% for People with Disabilities as per Cabinet approval remains.
An Accelerated Leadership Development Programme (ALDP) for women is being developed by Directorate Gender in line with the AA Programme requirement to ensure availability of a pool of women to tap on internally when filling vacant Middle and Senior Management positions. The provision of the ALDP for women will assist also in implementing 50%:50% from salary levels 9 -16.
1. APPROVED GLOBAL WORKFORCE REPRESENTATIVITY AND GAP ANALYSIS (GT 41 601)
|
|
Projected Percentages |
||||||||
|
Year 1 |
Year 2 |
Year 3 |
Year 4 |
Year 5 |
|||||
|
Race |
Proposed Global Target |
Required target level (Ideal) by 2014 |
DCS status as at June 2009 |
GAPS |
2010 (10%) |
2011 (15%) |
2012 (20%) |
2013 (25%) |
2014 (30%) |
|
White |
9.3% |
9.3% (3869) |
14.1% (5868) |
-4.8% (-1999) |
(-200) |
(-300)
|
(-400)
|
(-500)
|
(-600)
|
|
African |
79.3% |
79.3% (32990) |
69.96% (29101) |
9.34% (3889) |
(+389) |
(+583) |
(+778) |
(+972) |
(+1167) |
|
Coloured |
8.8% |
8.8% (3660) |
14.27% (5937) |
-5.47% (-2277) |
(-228) |
(-341) |
(-455) |
(-569) |
(-683) |
|
Indian |
2.5% |
2.5% (1040) |
1.67% (695) |
0.83% (345) |
(+34) |
(+52) |
(+69) |
(+86) |
(+103) |
Source Persal (-) Minus: reduce personnel / (+) Means: appoint personnel
Formula
Column 3 : approved target as set out in the population estimates.
Column 4 : Status as June 2009.
Line 1 : Actual number for whites: total number of workforce x 9.3% = (41 601 x 9.3 % = 3 869)
: Percentage of white males: total of whites x 60% = (3 869 x 60% = 2 321)
: Percentage of white females: total of whites x 40% = (3 869 x 40% = 1 548)
Column 5 : These are gaps identified
Column 6 - 10: Projected Percentages from 2010- 2014: that is if appointment or recruitment takes place otherwise they will not be realized, however the department must have a plan in place as required by the EE Act.
15 APPROVED GLOBAL WORK FORCE TARGET: PRODUCTION LEVELS: 3 - 5
|
Race |
Gender |
Target to be realized by 2014 |
Level 3 Total work force= 5585 |
Level 4 Total work force= 69 |
Level 5 Total work force= 8178 |
|||||||
|
DCS required Equity Targets % |
Target by race as per economically active |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
||
|
Africans |
M |
47.58% |
79.3% |
2657 |
2948 |
-291 |
33 |
24 |
9 |
3891 |
4956 |
-1065 |
|
53% |
35% |
61% |
||||||||||
|
F |
31.72% |
1772 |
1933 |
-161 |
22 |
21 |
1 |
2594 |
2044 |
550 |
||
|
35% |
30% |
25% |
||||||||||
|
Whites |
M |
5.58% |
9.3% |
312 |
23 |
289 |
4 |
4 |
0 |
456 |
43 |
413 |
|
0.4% |
5.8% |
0.5% |
||||||||||
|
F |
3.72% |
208 |
41 |
167 |
3 |
10 |
-7 |
304 |
56 |
248 |
||
|
0.7% |
14.5% |
0.7% |
||||||||||
|
Coloureds |
M |
5.28% |
8.8% |
295 |
298 |
-3 |
4 |
3 |
1 |
432 |
592 |
-160 |
|
5.3% |
4.3% |
7.2% |
||||||||||
|
F |
3.52% |
197 |
260 |
-63 |
2 |
6 |
-4 |
288 |
386 |
-98 |
||
|
4.7% |
9% |
4.7% |
||||||||||
|
Indians |
M |
1.5% |
2.5% |
84 |
40 |
44 |
1 |
0 |
1 |
123 |
56 |
67 |
|
0.7% |
0% |
0.7% |
||||||||||
|
F |
1% |
56 |
40 |
16 |
1 |
1 |
0 |
82 |
45 |
37 |
||
|
0.7% |
1.4% |
0.5% |
||||||||||
Source Persal (-) Minus: reduce personnel / (+) Means: appoint personnel
At level 3 only Whites and Indians should be appointed. At salary level 4 only 9 African males, one African female and one Coloured male need to be appointed to balance representation of workforce. At level 5 only African females, Whites and Indians can be appointed.
16 PROPOSED GLOBAL WORK FORCE TARGET: JUNIOR & MIDDLE MANAGEMENT LEVELS: 6-8
|
Race |
Gender |
Target to be realized by 2014 |
Level 6 Total work force= 10696 |
Level 7 Total work force= 12339 |
Level 8 Total work force= 2120 |
|||||||
|
DCS required Equity Targets % |
Target by race as per economically active |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
||
|
African |
M |
47.58% |
79.3% |
5089 |
5566 |
-477 |
5871 |
5187 |
684 |
1009 |
852 |
157 |
|
52% |
42% |
40% |
||||||||||
|
F |
31.72% |
3393 |
2480 |
913 |
3914 |
875 |
3039 |
672 |
482 |
190 |
||
|
23% |
7% |
23% |
||||||||||
|
Whites |
M |
5.58% |
9.3% |
597 |
661 |
-64 |
689 |
3455 |
-2766 |
118 |
352 |
-334 |
|
6.2% |
28% |
17% |
||||||||||
|
F |
3.72% |
398 |
162 |
236 |
459 |
516 |
-57 |
79 |
99 |
-20 |
||
|
1.5% |
4.2% |
4.7% |
||||||||||
|
Coloured |
M |
5.28% |
8.8% |
565 |
1188 |
-623 |
651 |
1866 |
-1215 |
112 |
217 |
-105 |
|
11.1% |
15% |
10% |
||||||||||
|
F |
3.52% |
376 |
457 |
-81 |
434 |
203 |
331 |
75 |
80 |
-5 |
||
|
4.3 |
2% |
4% |
||||||||||
|
Indian |
M |
1.5% |
2.5% |
160 |
121 |
39 |
185 |
217 |
-32 |
32 |
29 |
3 |
|
1.1% |
2% |
1% |
||||||||||
|
F |
1% |
107 |
61 |
46 |
123 |
20 |
103 |
32 |
9 |
12 |
||
|
0.06% |
0.2% |
0.42% |
||||||||||
Source Persal (-) Minus: reduce personnel / (+) Means: appoint personnel
At level 6 African Females, White females and Indians should be appointed. At level 7 Africans (M- 684; F- 3 039), 331 Coloured Females and 103 Indian Females should be appointed. At level 8 only Africans (157m &190f) and 15 Indians, (the above calculations are based on the current 60:40 target which is proposed to remain).
17 PROPOSED GLOBAL WORK FORCE TARGET: PRODUCTION LEVELS: 9-12
|
Race |
Gender |
Target to be realized by 2014 |
Level 9&10 Total work force= 1181 |
Level 11 &12 Total work force= 577 |
|||||
|
DCS required Equity Targets % |
Target by race as per economically active |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
||
|
African |
M |
39.65% |
79.3% |
468 |
417 |
51 |
229 |
271 |
-42 |
|
35% |
47% |
||||||||
|
F |
39.65% |
468 |
270 |
198 |
229 |
120 |
109 |
||
|
23% |
21% |
||||||||
|
Whites |
M |
4.65% |
9.3% |
55 |
202 |
-147 |
27 |
73 |
-46 |
|
17% |
13% |
||||||||
|
F |
4.65% |
55 |
106 |
-51 |
27 |
22 |
5 |
||
|
9% |
4% |
||||||||
|
Coloured |
M |
4.4% |
8.8% |
52 |
103 |
-51 |
25 |
58 |
-33 |
|
9% |
10% |
||||||||
|
F |
4.4% |
52 |
53 |
-1 |
25 |
16 |
9 |
||
|
4.5% |
3% |
||||||||
|
Indian |
M |
1.25% |
2.5% |
15 |
17 |
-2 |
7 |
9 |
-2 |
|
1.4% |
2% |
||||||||
|
F |
1.25% |
15 |
13 |
2 |
7 |
8 |
-1 |
||
|
1% |
1% |
||||||||
(-) Minus: reduce personnel / (+) Means: appoint personnel
At level 9 & 10 only 51 African Males, 198 African Females and 2 Indian Females can be appointed. At level 11 & 12 only 109 African Females, 5 White females and 9 Coloured Females can be appointed. The above calculations are based on the proposed 50:50 target at Junior and Middle Management.
18 PROPOSED TARGET: SALARY LEVEL 13-16
|
Race |
Gender |
Target to be realized by 2014 |
Level 13 Total work force= 137 |
Level 14 Total work force= 25 |
Level 15 Total work force= 10 |
Level 16 Total work force= 1 |
|||||||||
|
DCS required Equity Targets % |
|
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
||
|
African |
M |
39.65% |
79.3% |
54 |
63 |
-9 |
10 |
11 |
-1 |
4 |
3 |
1 |
1 |
1 |
0 |
|
46% |
42% |
30% |
|||||||||||||
|
F |
39.65% |
54 |
30 |
24 |
10 |
7 |
3 |
4 |
2 |
2 |
0 |
0 |
0 |
||
|
22% |
28% |
20% |
|||||||||||||
|
Whites |
M |
4.65% |
9.3% |
6 |
15 |
-9 |
1 |
2 |
-1 |
1 |
2 |
-1 |
0 |
0 |
0 |
|
11% |
8% |
20% |
|||||||||||||
|
F |
4.65% |
6 |
3 |
3 |
1 |
0 |
1 |
1 |
1 |
0 |
0 |
0 |
0 |
||
|
2% |
20% |
||||||||||||||
|
Coloured |
M |
4.4% |
8.8% |
6 |
16 |
-10 |
1 |
4 |
-3 |
0 |
0 |
0 |
0 |
0 |
0 |
|
12% |
0% |
||||||||||||||
|
F |
4.4% |
6 |
3 |
3 |
1 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
||
|
2% |
0% |
||||||||||||||
|
Indian |
M |
1.25% |
2.5% |
2 |
6 |
-4 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
4% |
0% |
0% |
|||||||||||||
|
F |
1.25% |
2 |
1 |
1 |
0 |
0 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
||
|
1% |
0% |
0% |
|||||||||||||
Source Persal (-) Minus: reduce personnel / (+) Means: appoint personnel
- At level 13 African Males stand at 63 with a gap of -9 which indicates no African male should be appointed. 24 African Females, 4 Coloured Females and 1 Indian Female need to be appointed at this level.
- At level 14 only 3 African females and 1 white female need to be appointed.
- At level 15 only 2 African female and 1 African Male can be appointed. These calculations are based on 50%:50% in line with Cabinet approval.
Motivation for 50%: 50% target
- In enabling the DCS to successfully execute the "Mandate of Government" which ensures equity at Senior Management level, an "Accelerated Leadership Development Programme" (ALDP) for women is being developed to create a pool of women to tap on internally for filling vacant Senior Management positions.
- These candidates will have to engage in an open competition to ensure that the best candidates from the pool are appointed. Having a sufficient number or pool therefore at ASD and DD level will contribute towards the success of this requirement as contained in the DCS Affirmative Action Programme which focuses on development of women and all other previously disadvantaged groups.
- Women in junior and middle management also need to be coached and appointed as protégés to certain critical positions that were previously male dominated such as Heads of Centre, Area Commissioner and Parole Board Chairperson.
- Coaching of all previously disadvantaged groups in areas that are still mainly manned by White colleagues particularly in Regions such as Logistics, Information & Technology, Maintenance- Workshops, Agriculture, etc is also imperative as one of the endeavors that would ensure substantive equality within the organization.
19 APPROVED GLOBAL TARGET FOR PEOPLE WITH DISABILITIES
|
Race |
Equity Targets |
Cabinet requirement |
R |
DCS Status as at 31 June 2009 |
GAP |
Projected percentages |
||||
|
2010 (10%) |
2011 (15%) |
2012 (20%) |
2013 (25%) |
2014 (30%) |
||||||
|
African (32 989) |
79.3% |
2% |
660 |
210 |
450 |
45 |
68 |
90 |
113 |
135 |
|
Whites (3868) |
9.3% |
77 |
43 |
34 |
3 |
5 |
8 |
8 |
10 |
|
|
Coloured (3 660) |
8.8% |
73 |
29 |
44 |
4 |
7 |
9 |
11 |
13 |
|
|
Indian (1 040) |
2.5% |
21 |
2 |
19 |
2 |
3 |
4 |
4 |
5 |
|
|
Total 41 601 |
|
831 |
284 |
546 |
54 |
82 |
111 |
136 |
163 |
|
Source Persal. In line with annual projections indicated- 54 People with Disabilities should be appointed in 2010 , 82 should be appointed in 2011 ,
in 2012 a total of 111 should be appointed in 2012, 136 should be appointed in 2013 and 163 should be appointed in 2014.
20 A: PROPOSED TARGET FOR PEOPLE WITH DISABILITIES :PER OCCUPATIONAL LEVEL 3-6
|
Race |
Gender |
Target to be realized by 2014 |
Level 3-5 Total work force= 14515: 290 |
Level 6 Total work force= 10696: 214 |
|||||
|
DCS required Equity Targets % |
Target by race as per economically active |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
||
|
African |
M |
47.58% |
79.3% |
138 |
58 |
80 |
102 |
49 |
53 |
|
F |
31.72% |
92 |
35 |
57 |
68 |
24 |
44 |
||
|
Whites |
M |
5.58% |
9.3% |
16 |
0 |
16 |
12 |
13 |
-1 |
|
F |
3.72% |
11 |
4 |
7 |
8 |
2 |
6 |
||
|
Coloured |
M |
5.28% |
8.8% |
15 |
8 |
7 |
11 |
6 |
5 |
|
F |
3.52% |
10 |
3 |
7 |
8 |
7 |
1 |
||
|
Indian |
M |
1.5% |
2.5% |
7 |
0 |
7 |
3 |
0 |
3 |
|
F |
1% |
3 |
0 |
3 |
2 |
0 |
2 |
||
Source Persal. 179 PWD's need to be appointed at levels 3-5, and 113 at level 6.
20 B: PROPOSED TARGET FOR PEOPLE WITH DISABILITIES :PER OCCUPATIONAL LEVEL 7- 8
|
Race |
Gender |
Target to be realized by 2014 |
Level 7 Total work force= 12339: 247 |
Level 8 Total work force= 2120: 42 |
|||||
|
DCS required Equity Targets % |
Target by race as per economically active |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
||
|
African |
M |
47.58% |
79.3% |
118 |
23 |
95 |
20 |
5 |
20 |
|
F |
31.72% |
78 |
8 |
70 |
13 |
2 |
11 |
||
|
Whites |
M |
5.58% |
9.3% |
14 |
13 |
1 |
2 |
6 |
-4 |
|
F |
3.72% |
9 |
2 |
7 |
2 |
1 |
1 |
||
|
Coloured |
M |
5.28% |
8.8% |
13 |
4 |
9 |
2 |
0 |
2 |
|
F |
3.52% |
9 |
0 |
9 |
1 |
0 |
1 |
||
|
Indian |
M |
1.5% |
2.5% |
4 |
2 |
2 |
1 |
0 |
1 |
|
F |
1% |
2 |
0 |
2 |
0 |
0 |
0 |
||
Source Persal. 195 PWD's need to be appointed at salary level 7 and only 32 at salary level 8.
20 C: PROPOSED TARGET FOR PEOPLE WITH DISABILITIES :PER OCCUPATIONAL LEVEL 9-16
|
Race |
Gender |
Target to be realized by 2014 |
Level 9/10 Total work force= 1181: 24 |
Level 11/12 Total work force= 577: 12 |
Level 13/14 Total work force= 162:3 |
Level 15/16 Total work force= 0 |
|||||||||
|
DCS required Equity Targets % |
|
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
R |
Status as of June 09 |
Gap |
||
|
African |
M |
40% |
79.3% |
10 |
1 |
9 |
5 |
4 |
1 |
1 |
1 |
0 |
0 |
||
|
F |
40% |
10 |
0 |
10 |
5 |
0 |
0 |
1 |
0 |
0 |
|||||
|
Whites |
M |
5% |
9.3% |
1 |
0 |
1 |
1 |
1 |
0 |
0 |
0 |
0 |
|||
|
F |
5% |
1 |
0 |
1 |
1 |
1 |
0 |
0 |
0 |
0 |
|||||
|
Coloured |
M |
4% |
8.8% |
1 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
|||
|
F |
4% |
1 |
0 |
1 |
0 |
0 |
0 |
0 |
1 |
0 |
|||||
|
Indian |
M |
1% |
2.5% |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|||
|
F |
1% |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|||||
Source Persal. 14 PWD's need to be appointed at salary levels 9-16.
21 MONITORING AND REVIEW OF THE EE PLAN
In Terms of the EE Act, 55 of 1998 the following will be done:-
a. Keep base line record of the EE Plan in order to assist with plan review as well as tracking progress over the duration of the plan.
b. EE Plan to be reviewed annually and consulted with the NEEC if necessary.
c. Regions to submit Quarterly progress or status report to Directorate Equity for analysis and evaluation of progress made.
d. Equity Directorate to compile the report and provide feedback to the Executive, NEEC, employees and all relevant stakeholders every semester.
e. Equity Directorate to conduct intervention visits to guide and assist Regions with implementation to improve performance.
22 DISPUTE RESOLUTION MECHANISM
Disputes arising out of the implementation as well as failure to implement the Employment Equity Plan shall be dealt with in terms of DCS Grievance Procedure and Section 10 of the Employment Equity Act, no 55 of 1998
23. AFFIRMATIVE ACTION MEASURES
· As a requirement of EE Act, Affirmative Action Measures must be developed as part of EE Plan. The DCS has complied with this requirement. (See attachment) marked as DCS AA Programme.
· AA Measures should be applied in tandem with EE targets.
24. RECOMMENDATIONS APPROVED FOR IMPLEMENTATION
The following recommended proposals have been approved by the National Commissioner in line with the DCS‘s final draft EE Plan 2010-2014 (approved on 7 September 2010): The EE Plan will later be aligned to the OSD Ranks once these have been refined by Persal.
Proposed targets have been approved as recommended:
24.1.1. At salary levels 3 - 8, 60:40 (60% males and 40%females) should remain.
24.1.2. At salary levels 9 & 10, 50:50 (50% males and 50%females) is proposed.
24.1.3. At salary levels 11 & 12, 50:50 (50% males and 50%females) is proposed.
24.1.4. At salary levels 13 - 16, 50:50 (50% males and 50%females) as per Cabinet requirement.
24.1.5. 2% at all salary levels for people with disabilities as per Cabinet requirement
24.2Approval of the attached Affirmative Action Programme which forms part of the EE Plan.
24.2.1 Approval of the Employment Equity Executive/ Steering Committee which will drive transformation as a team using an integrated approach as suggested under "Affirmative Action Programme Management" with Minister or Deputy Minister as the sponsor.
24.3 New EE Plan to be reviewed upon full implementation of the OSD for alignment with new ranks.
24.4 Regions and Branches must develop their own EE implementation Plans that are aligned to the National Plan.
24.5 Employment Equity Plan targets must form part of the Senior Manager's Performance Agreements in line with the Presidency, Ministry on Women, Children and People with Disabilities' requirement.
24.6 Recruitment, short listing and appointments must be Employment Equity driven.
24.7 Advertisements must be specific of target group required (e.g. PwD's, Women & Racial group).
24.8 Interview & short-listing panels must be well represented in terms of gender and race, must be well inducted by Corporate Services Managers on the EE Plan and must have authentic EE Plan copies during sittings.
24.9 Regions and Branches must report progress quarterly to Directorate Equity to enable the Directorate to conduct quarterly reviews through report analysis over and above intervention visits. Feedback with proposed interventions should be given to the National Commissioner for implementation.
24.10 All successful candidates must receive appointment letters as part of their contract with DCS with an inclusion that refers to non transferability out of region of appointment within the first two years.
Please note: Recommendations have been approved in conjunction with "request memo for approval of DCS EE Plan 2010-2014. HRM to urgently work on recommendations 24.10 and align policy as amended.
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