DOCUMENTS

Dept of Correctional Services' racial targets for 2014

Extract from Approved Employment Equity Plan 2010-2014, November 2010

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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