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Presentation to the Portfolio Committee on Defence on Employment Equity in the DOD

Presentation to the Portfolio Committee on Defence on Employment Equity in the DOD. Defence Delegation Dr M.L. Ledwaba Brig Gen A.L. de Wit Brig Gen A. Luck Col D.C. Monethi. Aim. To brief the Portfolio Committee on Defence on Employment Equity in the Department of Defence. Scope.

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Presentation to the Portfolio Committee on Defence on Employment Equity in the DOD

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  1. Presentation to the Portfolio Committee on Defence on Employment Equity in the DOD Defence Delegation Dr M.L. Ledwaba Brig Gen A.L. de Wit Brig Gen A. Luck Col D.C. Monethi

  2. Aim • To brief the Portfolio Committee on Defence on Employment Equity in the Department of Defence.

  3. Scope • Legal/ Policy Framework. • Strategic Intent. • Targets. • Equity Comparisons and Figures. • Monitoring Mechanisms. • Interventions. • Challenges.

  4. DOD EO Legal Framework • Promotion of Equality and Prevention of Unfair Discrimination Act (Act 4 of 2000). • White Paper on AA in the Public Service, 1998. • White Paper on the Transformation of the Public Service, 1995. • White Paper on Defence, 1996*.

  5. DOD EO Policy Framework (cont) • DOD Policy on EO and AA (Ed 2), 2002. • DOD Affirmative Action Implementation Plans, 2000. • DOD Policy on the Prevention and Elimination of Racism, 2001. • Mentorship Guidelines for the DOD, 1999. • Integrated National Strategy for People with Disabilities, 1997. • DOD Policy Guidelines on the Prevention and Elimination of Unfair Discrimination Towards People with Disabilities, 2001*.

  6. DOD EO Strategic Intent • Strategic Objectives. • The DOD approach Equal Opportunities as part of a holistic organisational improvement process with interventions in the recruitment, selection, appointment, training, development and career management processes. • Equal Opportunities and Affirmative Action is a DOD Level 1 Strategic Objective. • Improving Equity within all Services and Divisions of the DOD while supporting the Military Strategic Objectives. • Alignment of DOD processes to Equity terms of reference.

  7. DOD EOTarget Baseline

  8. Menu Options Reporting on Equity Comparisons and Figures in the DOD and SANDF DOD/SANDF Race Composition History – ’94, ’96, 2001 & Jan 05 DAP & PSAP Gender Distr (’94,’96,’99 & ’05) Feb 05 – DAP & PSAP Senior ETD SANDF Race Composition – April ‘94 People with Disabilities Reserve Force SANDF Macro Race Composition Age/Yrs in Rank Feb ‘05 DOD YFTP: Learner Gr, Appointment Rates and Mustering Distr (SANDF) SA Army, SAAF, SAN & SAMHS Current Race Composition – Feb ‘05 MSDS Reporting Figures Jan ’05 Intake DOD PSAP Macro Race Composition - Feb ‘05 DAP Promotion Rates (Rank & Race) Feb ’04 to Feb ‘05 Prepared by the Directorate Human Resource Planning Jan 05

  9. DOD Equity Monitoring Mechanisms • Accountability reporting lines. • Equity Compliance visits. • DPBEC Equity Plans assessment. • DOD Fast Tracking Assessment Board. • Mentoring Implementation. • Development and Empowerment. • Performance Management. • EOCD roadshows. • Evaluation systems. • Representation in DOD Strategic Forums. • Compliance to the Department of Labour.

  10. DOD Interventions • DOD 2005/06 Strategic Business Plan. • Minister of Defence Strategic Guidelines “Succession Planning” to ensure representivity and the maintenance of skills is a key area and priority that must be incorporated into all plans. • Key objective of Sec Def/C SANDF and Military Council/ Defence Secretariate Board (2004 Career Management Intervention). • Streamline mechanisms to facilitate Equity Planning of Warrant Officers and Non-Commissioned Officers to become Officers. • Computerised Succession Planning tool: • Facilitating decision-making process. • Monitoring achieving of targets in a pro-active manner.

  11. DOD Interventions (cont) • New Personnel Acquisition Strategy: • Establish the DOD as an empowering institution and employer of choice (emphasis on Military Skills Development and Youth Foundation Training Programmes). • Effective and Efficient selection and appointment process. • Inclusion of reaching and maintaining Equity in the performance agreements of Service/Division Chiefs. • Focus Areas: • SANDF’s advanced/specialised combat and technical musterings. • Entry Level • Military Skills Development System. • Youth Foundation Training Programme. • Lower level White. • Middle Level Command and Management. • EO Policies and Plans. • Career Management and Succession Planning. • Progress on Equity visibility.

  12. Challenges • Absence of an effective Exit Mechanism for SANDF members. • The attainment of representivity targets and compliance to Equity Legislation through a process of empowering designated groups. (Comparison 50% and 75% by Mar 05). • Gender representivity particularly at SMS level. • Historical legacy of over-represented areas. • Utilisation of members additional to the Establishment. • Low Morale of affected members. • Feeding base within each military rankgroup (quality and quantity). • Execution of EO policies to achieve representivity targets. • Disability Equity compliance ito “accessibility” and data integrity.

  13. Discussion/questions

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