Understand how to develop your Employment Equity Plan and complete your Employment Equity Act Reports
Bookings Close : 01 November 2019
Bookings Close : 01 November 2019
|Date:||06 November 2019|
|Time:||08h30 for 09h00 – 16h30|
|Venue:||BEESA Business Services,|
05 Sherborne Road,
Unit 03 Sherborne Square,
Off Jan Smuts Avenue, Parktown
|Cost:||R 3000 ex vat|
Senior Human Capital Consultant
Frik has a BA in Psychology and a Masters in Research Psychology. He has dedicated the past 17 years to assisting businesses in the management of their people. He is well positioned on the Senior BEESA Transformation Consulting Team as a Senior Human Capital Consultant.
The Amended Employment Equity Act and the Equity Regulations have introduced a number of new concepts and also new templates which need to be considered in the implementation of Employment Equity. Now is therefore a good time to review the company’s Employment Equity Plan and Employment Equity Reporting in light of the new requirements.
The regulations have introduced much more specific requirements in the development and implementation of an Employment Equity Plan, e.g. specific, measurable, attainable, relevant and time bound annual objectives, numerical goals and targets with exact time frames and strategies and a template with minimum requirements, etc. These need to be considered when developing and reviewing such plans.
The regulations also include some suggestions regarding changes to The Employment Equity Reporting Format. Different companies are applying the principles regarding reporting differently. Processes of reporting can often be more efficient, e.g. using the functionality of Excel better to simplify reporting.
This session will include:
1). Complying with the Employment Equity Act (1): Developing an Employment Equity Plan:
i. The optimal duration of the plan
ii. Annual Objectives and Time frames
iii. Barriers and Affirmative Action Measures with reference to policies, procedures and practices
iv. Workforce Profiles (including Workforce Movement) and bench-marking in order to determine Numerical Goals and Targets v. Procedures to Monitor and Evaluate the Implementation of the Plan
vi. Dispute Resolution Mechanisms
2). Complying with the Employment Equity Act (2): Completion of Employment Equity Reports (EEA2and EEA4):
i. Collection of Employment Equity data
ii. Allocation of occupations to Occupational Levels
iii. Allocation of individuals to Race, Gender, Disabled and Foreign National Profiles
iv. Allocation of occupations to Core and Support Functions v. Using the functionality of Microsoft Excel to perform the necessary analyses of the above for Employment Equity Reporting (EEA2)
vi. Principles behind the Current Employment, Recruitment, Promotion, Termination and Termination Categories Profiles and populating these profiles
vii. Understanding the concepts of Numerical Goals and Numerical Targets
viii. Determining Numerical Goals and Numerical Targets
ix. Determining Barriers to Employment Equity and Affirmative Action Measures to address these
x. Principles behind completing the Income Differential Statement (EEA4)
xi. Using the functionality of Microsoft Excel to perform the necessary analyses of salary information for Employment Equity Reporting (EEA4) xii. Providing reasons for Income Differentials.