The introduction and implementation of EE Guidance and Training Interventions

31 March 2022 | Dr Reno Morar, COO

Dear colleagues

The University of Cape Town (UCT) has always aspired to drive transformation through the implementation of Employment Equity (EE) measures in pursuit of this objective and as a key pillar of our Vision 2030 strategy.

We have implemented a new five-year EE plan which is valid until 31 December 2026. The new EE guidance which became effective from 1 March 2022 replaces the previously issued EE practice note.

The EE guidance now allows deans, executive directors, and chairs of selection committees to fully meet their responsibilities and maintain their accountability for this key area of transformation. Monitoring is vital for individual faculties and PASS Departments in achieving the agreed targets for the university and in evaluating progress.

The EE guidance introduces five main themes envisaged for its successful implementation:

  1. The introduction of a mandate decision from the EE committee advising the selection committee on which approach to pursue in recruitment. This decision is based and informed by the employment equity targets and objectives of the specific faculty, cluster, or department.
  2. All chairs and members of the selection committees will be required to complete the training “Fundamentals of Employment Equity” intervention on the key principles and practices of employment equity. The training is a self-paced programme and is available on SuccessFactors Learning and will be phased in for 2022.
  3. The EE committee’s roles and responsibility have been strengthened to ensure that EE numerical and non-numerical targets and goals for each faculty, cluster, and department are monitored and achieved.
  4. All 14 units (faculties, clusters and departments) will be responsible for monitoring and recording their employment equity statistics and updating their employment equity calculator to ensure current data on employment equity targets.
  5. The continuation of “two-week internal advertisement” recruitment process until end of 2022 or until implementation of the Integrated Talent Management Framework, whichever comes first with the alignment to the employment equity imperatives of units.

Selection processes which are at an advanced stage of recruitment and selection should continue to follow the provisions of the EE practice note but all new selection committees must follow the requirements of the new EE guidance.

You can access the relevant documents to assist you:

You can access the Fundamentals of Employment Equity course on SuccessFactors Learning:

  1. by going to SuccessFactors and searching for the course in the course library
  2. or by going directly to the course.

Deans, executive directors and chairs of selection committees are advised to seek guidance on the recruitment and selection process from their relevant HR Business Partner or Recruitment Advisor. Human Resources (HR) will be responsible for advising selection committees on the approach of the EE guidance through our HR Business Partners or Recruitment Advisor. The OIC will provide guidance in respect of how the selection committees or employment equity committees should interpret and apply EE targets.

We recognise that certain provisions of the EE guidance require some change management as a transitional phase in the process. Therefore, 2022 will be a transitional year to onboard certain practicalities including the training of all chairs and selection committee members and setting up of cluster EE committees.

The university remains committed to ensuring that redress through internationally-recognised strategies aimed at improving the representativity of designated groups in the creation of inclusive and diverse workplaces is achieved in all aspects of employment including recruitment, promotion, training, and advancement.

Thank you for your support in implementing the new EE guidance and your commitment to transformation.

Warm regards

Dr Reno Morar
Chief Operating Officer

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