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academic posts (Table 27). At levels P4 to 6, which coin-  compliance, as well as delivering on strategy with sub-  pathways that reflect Inter- /Multi-/ and Transdisciplinarity
 Employee Remuneration, Rewards   cides with associate professor (P6) and full professor (P5)   sequent measurement using real-time, user-friendly, data   elements associated with their scholarship. Issues relat-
 and Recognition Model  levels, 8 of the 18 promotions (44%) were Black, while 12   intelligence  reports  that  are  visualised  and  flexible  to   ing to specific criteria and the funding model supporting
 of the 18 promotions (67%) were at the P7-12 level. De-
              change reporting parameters for key metrics.
                                                               such promotions require further discussion in the trans-
 spite the increased numbers of Black doctoral Academ-         versal deanery. Once these consultations with HR are
 ics, their advancement to associate professor and full pro-  The  2023  lag  in  the  Academic  remuneration  was  ad-  completed, a revised ad personam promotions policy will
 Rewards and recognition are a tried and tested strate-  fessor levels remains a challenge. The Professors Project   dressed, and resulted in a 95% compa-ratio. Discussions   be shared more widely for further inputs.
 gy to drive employee engagement and job satisfaction.   aims to assist in this regard.   and resolutions at the Transversal Deanery determined
 The conditions of service include study benefits, a 13th   that  the  academic  lag  would  be  prioritised  for  2024  to
 cheque, financial recognition of higher qualifications, and   The e-HR Strategy was finalised in 2022 in collaboration   ensure  that  academics’  remuneration  is  at  100%  com-
 long  service  awards.  In  addition,  academic  employees   with ICT Services and was subsequently approved. The   pa-ratio, subject to approval and funding availability. This   Capacity Development Initiatives
 have the ad personam promotions policy that rewards   strategic goal is to advance digital innovation that facil-  adjustment will ensure that the remuneration of all aca-  and Spend
 the individual’s scholarship in the core functions of teach-  itates accurate, real-time and engaging employee and   demics reaches the midpoint of their salary scale, in line
 ing, research and engagement, amongst others. Further-  management data, insights and experiences.  with the new remuneration philosophy. The TGP system
 more, employees who publish in accredited journals are   was developed, with minor enhancements on the bonus   HR assisted heads of faculties and divisions via formal
 rewarded with a proportion of the subsidy generated,   In 2023, ICT Services appointed a dedicated Business An-  calculations outstanding. An external service provider,   workshops focusing on understanding the performance
 which they may elect to receive as a once-off bonus or   alyst to create a Roadmap where key projects were identi-  Adapt IT, will conclude the system enhancements by May   management policy, the completion of performance con-
 retain in their research account.   fied and prioritised, solutions recommended for automa-  2024.  tracts and personal development plans to address ca-
 tion opportunities to convert transactional/ administrative   pacity development needs of academic leaders. Further
 The following employees were acknowledged at the 2023   HR processes, all building towards the optimisation of the   Consultations have been initiated with various stakehold-  capacitating of Academic Leaders by Employee Relations
 Vice-Chancellor’s Excellence Awards event for excellence   future HR Administration Centre of Excellence within a   ers on the conceptual framing of the Changing World of   will continue in Q1 of 2024, involving training on pertinent
 in the Professional, Administrative and Support Services   dedicated value chain that enables resource stewardship.   Work and the Flexible Work Arrangements, respectively.   employee relations matters to create awareness around
 category:  Top initiatives included the e-tool for Total Guaranteed   Inputs relating to these concepts will further enrich the   the implementation of newly approved policies, namely
 Package (TGP) and scoping for an e-performance man-  first draft of the Flexible Work Arrangements Policy, which   the Grievance Policy, the Employee Disciplinary Code,
                                                               and Management of Leave Policy.
 •   Peromnes level 5 - 7 – Dr Denise Schael (Research   agement system.  The draft reward model linked the to   formed part of the consultative process, towards the de-
 the performance management system was developed by
              velopment of a final draft policy and guidelines.
 Support and Management)   HR, and final refinements are underway before consulta-  The Leadership and Management Competency Frame-
 •   Peromnes level 8 - 9 – Chenel Robey (ICT Services)    tion will commence within the wider University.  work for the institution has not been finalised and is en-
 •   Peromnes level 10 - 12 – Jacqueline Smith (Edu-           visaged to be completed by Q3 of 2024. It is envisaged
 cation)   HR is considering an integrated Enterprise Resource Plan-  Inclusions Promotion Policy  that in March 2024, a draft Institutional Culture Conceptu-
 ning (ERP) software system that is cost effective, feasible   al Framework, Strategy, and Programmatic Interventions
 Tangible rewards with direct financial value are important   and fit-for-purpose, enabling a fully unified value-chain,   will be presented to the governance structures, together
 to employees. However, developing and implementing   from Recruitment to Payroll, including Performance- and   Promotions associated with PASS employees will be dealt   with an implementation plan focusing on the co-creation
 an extensive employee  recognition  programme  involv-  Talent Management, with key drivers being automation   with as part of the Integrated Talent Management Policy.  of leadership and management competencies and ethos
 ing intangible rewards, would build relationality between   and employee self-service. This system aims to improve   within the University.
 peers and/or line managers. The following promotions   service delivery through drastically reduced query time,   After extensive consultation, HR commenced with the
 were reported in the EEA2 and would be associated with   introducing better technologies and ensuring regulatory   process of reviewing the ad personam promotions pol-  A total of R10 806 319 was spent on HR development
              icy  in  2023.  The  revisions  aim  to  address  advancement
              and career development for Academics and the different   initiatives as outlined in Figure 8.

                         FIGURE XX: HUMAN RESOURCE DEVELOPMENT SPEND: JANUARY - DECEMBER 2023


                                VARIOUS SHORT LEARNING PROGRAMMES
                                (as per ProSkill C)                        R2 947 813
                                                                           R1 317 592
                                SHARED SERVICES INTERVENTIONS
                                UNIVERSITY CAPACITY DEVELOPMENT GRANT      R6 540 914*
                                TOTAL SPEND                               R10 806 319







                         * Teaching and Research Development initiatives are mainly funded through the UCDG.
                         Figure 8: Human Resource Development Spend: January - December 2023.
 Table 27: Academic promotions awarded as reflected in the Employment Equity Report 2022/2023.



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