employment equity profile of unisa staff presented to staff assembly 27 march 2008 associate...
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![Page 1: Employment Equity Profile of Unisa Staff Presented to Staff Assembly 27 March 2008 Associate Professor George Subotzky Executive Director, Department of](https://reader036.vdocuments.mx/reader036/viewer/2022062718/56649eb55503460f94bbdca3/html5/thumbnails/1.jpg)
Employment Equity Profile of Unisa Staff
Presented to Staff Assembly27 March 2008
Associate Professor George SubotzkyExecutive Director,Department of Information & Strategic Analysis
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• Background document for Employment Equity Plan
• Provides detailed examination of staff profile• Aim is to identify over- and under-
representation regarding race, gender and disability in key areas of Unisa’s occupational structure
• This quantitative analysis complements the quantitative analysis of barriers and obstacles to employment equity
• Together, overall purpose is to inform and guide strategies & interventions to improve employment equity
Purpose of Profile
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Factors shaping the profile
• Institutional Context• Merger & HR issues: restructuring, conditions of
service, placements, VSP & ER, resignations• Higher Education Institution
• Parallel academic & administrative occupational structure
• South African Institution• Racially divided social structure & gendered division
of labour reproduced within• ODL Institution
• Temporary staff: tutors & admin• Huge support staff: Production, despatch, UCC, ICT
• Impact of HIV/AIDS• Market Forces
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Analysis
Under- and over-representation measured against:
1. External reference points:• National demographics: race and gender• Economically active population: race and gender
2. Internal reference points:• Total Staff• Permanent Staff• Academic staff• Profile vs staff mobility figures
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Structure of the Profile
• Overview of Unisa Staff Complement• Current Staff• Vacancies
• Staff Profile by:• Race• Gender• Race & Gender• Disability• Personnel Categories• Post Grade• Age
• Academic Staff Profile By • Rank• Highest Qualifications
• Profile of reasons for leaving Unisa
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• Sources
- HEMIS information: 2004-7- Stats SA
• Views
- Snapshot- Trends
• Data integrity issues
Information
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Type of Appointment
2007
HC %Permanent Full-Time 3 980 41,0% Part-Time 66 0,7%Permanent Total 4 046 41,7%Temporary Full-Time 518 5,3% Part-Time 5 147 53,0%Temporary Total 5 665 58,3%
Total 9 711 100,0%
Overview of Unisa Staff, 2007
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Portfolio College No %Office of the VC 36 2,48%Registrar 175 12,04%VC Operations 219 15,07%VC SPP 24 1,65%
VP Academic & Research
CAES 15 1,03%CEMS 186 12,80%CHS 162 11,15%CL 66 4,54%CSE 14 0,96%CSET 31 2,13%Undesignated 149 10,25%Subtotal 623 42,88%
VP Finance & Estates 119 8,19%VP LS 252 17,34%Undesignated 5 0,34%Total 1 453 100,00%
Current Vacancies by Portfolio and College
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Permanent and Temporary Staff by Race,
2007
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Permanent and Temporary Staff
by Gender, 2007
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Proportion of Race/Gender Groups of
Permanent and Temporary Staff, 2007
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Permanent and Temporary Staff by Race
& Gender, 2007
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Permanent Disabled Staff by Race and Gender,
2007Disabled
Race African Indian WhiteTotal No
Gender No No No
Fully Female 3 10 13
Male 4 5 14 23
Fully Total 7 5 24 36
Partially Female 1 1
Male 1 1Partially Total 1 1 2
Total 8 5 25 38
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Permanent Staff by Personnel Categories and
Race, 2007
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Total Staff by Personnel Categories and Gender,
2007
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Post Grades by Race, 2007
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Permanent Academic Staff by Rank and
Race, 2007
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Permanent Academic Staff by Rank and
Gender, 2007
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Selected Highest University-type Qualifications among Permanent
Academic Staff by Race, 2007
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Selected Highest University-type Qualifications among Permanent
Academic Staff by Race, 2007
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Total Staff by Age Groups, 2004 and 2007
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Total Staff by Age Group and Race,
2007
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Personnel Category
25 – 34 35 – 44 45 – 54 55 – 64Total No
Total %No % No % No % No %
Exec/Mngt 1 0,9% 1917,1
% 5145,9
% 4036,0
% 111100,0
%
Instruct./Research 80 8,6% 21523,1
% 36839,6
% 26528,5
% 930100,0
%
Spec.Support 27 7,2% 10828,7
% 14237,8
% 9926,3
% 376100,0
%
Technical 1011,8
% 2731,8
% 3338,8
% 1517,6
% 85100,0
%
Non-Prof Admin 7513,6
% 12422,4
% 20537,1
% 14626,4
% 553100,0
%
Crafts/Trades 3 3,8% 2733,8
% 3543,8
% 1518,8
% 80100,0
%
Service 111,1
% 333,3
% 444,4
% 111,1
% 9100,0
%
Total 197 9,2% 52324,4
% 83839,1
% 58127,1
%2
144100,0
%
White Staff by Personnel Categories & Age Groups, 2004
and 2007
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Reasons for Staff Leaving Unisa, 2007
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Conclusion
Findings suggest that effective employment equity planning should rest on the two key strategies:
1. Recruitment Several combined opportunities for improving EE profile:
• 1 453 vacancies• Potential retirees (esp white male) • Future vacancies: routine turnover of staff
Overall Target: African women Detailed Targets: Specific areas of under-representation
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Conclusion
2. Retention, succession planning, mentoring, accelerated promotion, training and development: systematically and purposefully‘Growing our own timber’
• Retention: Range of measures incl differentiated COS (?)• Succession planning: essential to offset a sudden and damaging
haemorrhage of institutional capacity• Mentoring: (draft proposals published last week)
- Incentives & accountability (KPAs & performance)• Training and development: (especially young) staff from the designated
groups
Overall Targets: African males & new recruitsDetailed Targets: Specific areas of under-representation
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Thank you