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ARMSCOR PRESENTATION TO THE PORTFOLIO COMMITTEE OF DEFENCE 30 AUGUST 2005

ARMSCOR PRESENTATION TO THE PORTFOLIO COMMITTEE OF DEFENCE 30 AUGUST 2005. HUMAN RESOURCES DEVELOPMENT AND TRANSFORMATION. KEY ELEMENTS: Appointment Targets for Blacks and Women. Representation of women at STS+. Appointment of technical and/or skilled employees.

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ARMSCOR PRESENTATION TO THE PORTFOLIO COMMITTEE OF DEFENCE 30 AUGUST 2005

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  1. ARMSCOR PRESENTATION • TO THE • PORTFOLIO COMMITTEE • OF DEFENCE 30 AUGUST 2005

  2. HUMAN RESOURCES DEVELOPMENT AND TRANSFORMATION • KEY ELEMENTS: • Appointment Targets for Blacks and Women. • Representation of women at STS+. • Appointment of technical and/or skilled employees. • Representation of people with disabilities. • The TDP & the IMTCP. (mentorship). • Bursary scheme. • HIV/AIDS management. • Language Practice. • ABET

  3. SOME KEY ISSUES • Technical Nature of work and associated skills / qualifications required are sometimes constraints to getting people. • Financial Constraints. • Low Turnover. • Race and Gender Profile of Trainees. • Education Requirements for positions.

  4. ARMSCOR JOB EVALUATION • Hay Points Based. • Broad band. • Broad band levels: • EX = Executive (Top Management). • SU = Senior Management. • MP= Mid-management and Professionals. • STS = Supervisory and Skilled technical. • AS = Advanced Support. • OS = Operational Support including unskilled and defined • decision making.

  5. STAFF PROFILE PROGRESS – 2004/5 • 89.8% of appointees were black. The target was 80%. • 2003: 85% Supervisory +: 81% • 2004: 89% Supervisory +: 73% • 2005: 89.8% Supervisory +: 83% • 67.3% of appointees were women. The target was 40%. • Representation of women at STS+ is 28%. The target was 28%. • 0.51% of employees are employees with disabilities (5 out of 975). This has gone down from 0.61% at one point because of a resignation. The target was 0.6%.

  6. Permanent EmployeesAnnual Personnel numbers by Race

  7. Permanent EmployeesAnnual Personnel numbers by Race

  8. Permanent Employees Annual Personnel numbers by Gender

  9. Permanent Employees Annual Personnel numbers by Gender

  10. TECHNICAL, SCIENTISTS AND GRADUATES APPOINTMENTS BY OCCUPATIONAL CATEGORY 1 APRIL 2004 TO 31 MARCH 2005 76% of the appointees were black. 47% of the appointees were women.

  11. TECHNICAL, SCIENTISTS AND GRADUATES APPOINTMENTS BY OCCUPATIONAL LEVEL April 2004 to March 2005

  12. STAFF COMPOSITION FOR TECHNICAL, SCIENTISTS AND GRADUATES AS AT 31 MARCH 2005

  13. STAFF PROFILE - OCCUPATIONAL LEVELSTECHNICAL, SCIENTISTS AND GRADUATES MARCH 2005

  14. TALENT DEVELOPMENT PROGRAMME • 4 African Males + 2 African Females. • 1 Coloured Male. • 3 Indian Males. • 3 are in Acquisition. • 2 are in Finance. • 3 are in Quality. • 2 are in Armscor Business.

  15. IMT CADET PROGRAMME • 3 African Males. • 1 African Female. • 2 Coloured Males.

  16. BURSARY SCHEME • 3 African Males. • 1 Indian Female. • 1 White Male.

  17. HIV/AIDS MANAGEMENT • The organisation has historically focused on education and the issuing of condoms. • In the 2003 HIV prevalence survey and 2004 actuarial evaluation, it was found that the level of HIV infection was below 5%. What was disturbing, was the high level of ignorance about HIV. • Focus continues to be on education but with a stronger emphasis on encouraging employees to know their health (over and above just HIV/AIDS) status.

  18. ABET PROFILE • 48 Learners • 19 Armscor Learners • 25 Molly Mop Learners • 3 SANDF Learners. • 1 Cold Control Learner • 37 African Female Learners. • 11 African Male Learners.

  19. END

  20. TRANSFORMATION • According to the Employment Commission report the representation at Armscor, as compared to other organisations is: • Top Management: • Africans: 56% vs Other companies: 8% • Coloureds: 0 13% • Indians: 0 4% • Whites: 44% 75% • Women: 22% 18% • Men: 78% 82%

  21. TRANSFORMATION • Representation at senior management: • Africans: 15% vs other companies 10% • Coloureds: 2% 5% • Indians: 0 5% • Whites: 84% 80% • Women: 7% 18% • Men: 93% 82%

  22. TRANSFORMATION • The representation at professionally qualified level: • Africans: 10% vs other companies: 40% • Coloureds: 4% 6% • Indians: 5% 4% • Whites: 81% 50% • Women: 30% 38% • Men: 70% 62%

  23. TALENT DEVELOPMENT PROGRAMME PROFILE

  24. IMTCP PROFILE

  25. CONTINUATION OF STUDIES PROFILE • 37 Employees on the programme • Racial Breakdown • AM = 10 AF = 13 • CM = 1 CF = 3 • IM = 0 IF = 4 • Black Male = 11 Black Female = 20 • WM = 4 WF = 2 • Total Male = 15 Total Female = 22

  26. ABET PROFILE (CONT) • 19 Armscor Learners • 10 African Female (AF). • 9 African Male (AM). • Numeracy Level 1: 3AF + 3 AM. • Communication & Literacy Level 1: 1AM • Mathematics Level 2: 6AF + 3AM • Mathematics Level 3: 1AF + 2AM

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