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

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.

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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.

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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.

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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
DOD YFTP Learner Gr, Appointment Rates
and Mustering Distr (SANDF)
SANDF Macro Race Composition Age/Yrs in Rank
Feb 05
SA Army, SAAF, SAN SAMHS Current
Race Composition Feb 05
MSDS Reporting Figures Jan 05 Intake
DAP Promotion Rates (Rank Race) Feb 04 to Feb
05
DOD PSAP Macro Race Composition - Feb 05
Prepared by the Directorate Human Resource
Planning Jan 05
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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.

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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
• SANDFs 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.

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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.

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• Discussion/questions