Workplace Transformation

Employment Equity Policy

In compliance with the Employment Equity Act (No. 55 of 1998), uMngeni-uThukela Water continues to implement its Employment Equity Policy, the objectives of which are to:

  • promote the constitutional rights of equality;
  • exercise democracy;
  • eliminate unfair discrimination in employment; and
  • achieve a diverse workforce that is representative of the people of KwaZulu- Natal and South Africa in general.

Employment Equity and Skills Development Steering Committee

This Committee is responsible for co-ordinating the establishment of targets and mechanisms for monitoring and reporting Affirmative Action progress to the organisation and the Department of Labour (DoL). The implementation of the Training and Development Framework aims to fast-track the achievement of these targets.

Performance, Alignment to Strategy and Remuneration

Employees have conceptual knowledge and understanding of the role and purpose of their jobs in relation to the organisation’s strategy, whilst having an explicit understanding of their own performance objectives and targets.

In this regard, each year following review of the organisational strategy, key performance indicators and targets, all divisions of uMngeni-uThukela Water develop divisional plans, indicators and targets, which are then cascaded further to individuals, who develop individual performance agreements with line management.

The Board of uMngeni-uThukela Water and Executive Management, respectively, assess organisational and divisional performances against targets on a quarterly basis, whilst formal corporate-wide employee performance assessments are undertaken twice a year. The performance management at uMngeni-uThukela Water is development orientated, which is intended to cultivate effective human resources management and career development. As a result, appraisals are used to provide feedback and coaching to individual employees concerning their job performance.

Performance, which is then clearly linked to strategy, is further linked to remuneration in that performance bonuses are paid subject to all of the following requirements being met:

The organisation’s balanced scorecard targets have been substantially met as set out in the shareholder’s compact. The divisional balance scorecard targets have been met as per divisional business plans.

The individual performance targets have been met as per individual performance contracts, and the organisation can afford to pay the performance bonuses.

Through this structured performance management process, uMngeni-uThukela Water ensures implementation of its strategic goals through skilled, competent, motivated and committed employees, whilst recognising and rewarding good performance.

DIVERSITY AND EQUAL OPPORTUNITY

uMngeni-uThukela Water’s workforce by employment type/category, race and gender is shown in the table below. The organisation annually submits an Employment Equity Plan to the Department of Labour and prepares quarterly equity reports to track the status of its workforce diversity against its plan. uMngeni-uThukela Water does not discriminate between men and women in terms of remuneration. The table outlines the remuneration ratio of women to men by Occupational Category.

Human rights

INVESTMENT AND PROCUREMENT PRACTICES

uMngeni-uThukela Water is an entity of the State that is committed to a system of acquisition of goods and services that is fair, equitable, transparent, competitive and cost-effective and promotes the objectives of Broad-Based Black Economic Empowerment.

Awareness continues to be built amongst the entity’s employees through requesting mandatory disclosures of interests in support of fair, equitable, transparent and competitive procurement practices.

Performance with participation goals set for the reporting period may be found in the Economic Empowerment Chapter of this Annual Report.

The entity remains confident that it is contributing to effective economic transformation that will benefit the sector as a whole.

CHILD AND FORCED LABOUR

uMngeni-uThukela Water, as a state-owned entity, subscribes fully to National Legislation that ensures a healthy and safe work environment for its employees. The entity’s Human Resources Policies comply and are in line with the Labour Relations Act (Act No 66 of 1995), Basic Conditions of Employment Act (Act No 75 of 1997) and their relevant Codes of Good Practice. The entity is also aligned to the United Nations Global Compact Principles and OECD recommendations in this regard. uMngeni-uThukela Water does not practise child and forced labour.

NON-DISCRIMINATION

In the year, zero incidents of discrimination were reported.

INDIGENOUS RIGHTS

uMngeni-uThukela Water subscribes fully to the Bill of Rights in terms of the Constitution of the Republic of South Africa (Act 108 of 1997). During the year, there were zero reported incidents of violation of rights of indigenous people in any aspect of the organisation’s business.

HUMAN RIGHTS REMEDIATION

Zero grievances related to human rights issues/contraventions were filed.