How to complete Section 4, Employment Equity plan numerical goals and targets.
Section 4 of the employment equity plan EEA13 is divided into three tables the first of which is a snapshot of the current workforce at the designated employer. Section 4 refers to the data captured in the EEA2 and EEA4 form.
Section 4.1 refers to the current workforce of the organisation.
Table 1 refers to the current workforce profile of all employees including people with disabilities. This information can be obtained from the EEA2 form.
Table 2 refers to their current disabled workforce profile this means that only employees with recognised and declared disabilities must be included, employees without disabilities must not be included. This information can be obtained from the EEA2 form.
Section 4.2 Employment Equity Numerical goals
Section 4.2, of the EEA13 employment equity plan, states “Numerical goals must include the entire workforce profile, and NOT the difference that is projected to be achieved by the end of this EE Plan. Below are two tables on numerical goals, one covering all employees, including people with disabilities, and the other covering people with disabilities ONLY.”
The 1st table of the numerical goals in section 4.2 refers to The numerical goals that the organisation would like to achieve at the conclusion of the employment equity plan. For an example and an explanation between the difference between the numerical goals and targets
The second table of the numeric goals refers to people with disabilities only in other words the number of disabled people the company would like to employ after three years.
Section 4.3 Employment Equity Numerical targets.
Section 4.3 of the EEA13 states “Numerical targets must include the entire workforce profile, and NOT the difference that is projected to be achieved by the next reporting period. Below are two tables on numerical targets, one covering all employees, including people with disabilities, and the other only covers people with disabilities ONLY.”
For an example and an explanation between the difference between the numerical goals and targets
The table contains the numerical targets is a table numerical targets year 1. In this block, the organisation has to indicate what their numerical targets will be for the first year of implementation of the employment equity plan. Again it’s important that the organisation not overextend themselves by making unrealistic projections.
Table 1. numerical targets for all employees including people with disabilities.
All the projected information from the EEA12 form containing the economic active population analysis and the projected numerical targets can be included in the table.
Table 2 numerical targets for people with disabilities only.
The projected information from the EEA12 form containing the economic active population analysis and the projected numerical targets for the first year can be included in this table
Complete the same for year 2, 3, 4 and 5.
For your Reference
Employment Equity Act
15. (1) Affirmative action measures are measures designed to ensure that suitably qualified people from designated groups have equal employment opportunities and are equitably represented in all occupational levels in the workforce of a designated employer.
(2) Affirmative action measures implemented by a designated employer must include-
(a) measures to identify and eliminate employment barriers, including unfair discrimination, which adversely affect people from designated groups;
(b) measures designed to further diversity in the workplace based on equal dignity and respect of all people;
(c) making reasonable accommodation for people from designated groups in order to ensure that they enjoy equal opportunities and are equitably represented in the workforce of a designated employer;
(d) subject to subsection (3), measures to-
(i) ensure the equitable representation of suitably qualified people from designated groups in all occupational levels in the workforce; and
(ii) retain and develop people from designated groups and to implement appropriate training measures, including measures In terms of an Act of Parliament providing for skills development.
(3) The measures referred to in subsection (2)(d) include preferential treatment and numerical goals, but exclude quotas.
(4) Subject to section 42, nothing in this section requires a designated employer to take any decision concerning an employment policy or practise that would establish an absolute barrier to the prospective or continued employment or advancement of people who are not from designated groups.
20. (1) A designated employer must prepare and implement an employment equity plan which will achieve reasonable progress towards employment equity in that employer’s workforce.
(2) An employment equity plan prepared in terms of subsection (1) must slate-
(a) the objectives to be achieved for each year of the plan;
(b) the affirmative action measures to be implemented as required by section 15(2);
(c) where underrepresentation of people from designated groups has been identified by the analysis, the numerical goals* to achieve the equitable representation of suitably qualified people from designated groups within each occupational level in the workforce, the timetable within which this is to be achieved, and the strategies intended to achieve those goals; (* Guidelines regarding the factors to be taken into account in determining numerical goals will be included in a Code of Good Practice- However, the factors listed in section 42(a) (Assessment of compliance) are relevant to selling numerical goals in each organisation.)
(d) the timetable for each year of the plan for the achievement of goals and objectives other than numerical goals;
(e) the duration of the plan, which may not be shorter than one year or longer than five years;
(f) the procedures that will be used to monitor and evaluate the implementation of the plan and whether reasonable progress is being made towards implementing employment equity;
(g) the internal procedures to resolve any dispute about the interpretation or implementation of the plan;
(h) the persons in the workforce, including senior managers, responsible for monitoring and implementing the plan; and
(i) any other prescribed matter.
(3) For purposes of this Act. a person may be suitably qualified for a job as a result of anyone of, or any combination of that person’s-
(a) formal qualifications;
(b) prior learning;
(c) relevant experience: or
(d) capacity to acquire, within a reasonable time. the ability to do the job.
(4) When determining whether a person is suitably qualified for a job, an employer must-
(a) review all the factors listed in subsection (3), and
(b) determine whether that person has the ability to do the job in terms of any one of, or any combination of those factors.
(5) In making a determination under subsection (4), an employer may not unfairly discriminate against a person solely on the grounds of that person’s lack of relevant experience.
(6) An employment equity plan may contain any other measures that are consistent with the purposes of this Act.
(7) The Director-General may apply to the Labour Court to impose a fine in accordance with Schedule 1 if a designated employer fails to prepare or implement an employment equity plan in terms of this section
