Page 72 - UGU Dstrct Mun IDP Report '21-22

Post Level
22-35
36-45
46-55
56-60
61-65
Total
8 - Senior clerks, secretaries
3
5
1
0
0
9
9 - Clerks, operators Class 3, admin assistant
45
67
46
10
8
176
10 - Office Clerks
14
30
16
11
3
74
11 - Customer care clerks, VTS supervisors
9
12
17
3
1
42
12 - Operators Class 2, receptionist
5
14
10
4
0
33
13 - Drivers, machine operators
3
5
8
0
2
18
14 - Operators Class 1, Senior shift workers
1
10
13
5
2
31
15 - Handyman, shift workers
0
1
8
3
2
14
16 - Plant reproduction assistant
0
0
0
0
1
1
17 - General Workers Grade 1
0
0
3
1
1
5
18 - General workers, Filing clerks, General assistants
31
54
87
34
9
215
Totals
130
279
254
88
34
785
Source: Ugu District Municipality Corporate Services, 2020
3.4.5 Human Resources
The human resource policies and strategies that are implemented within the municipality are reflected and briefly discussed in Table 3. 8.5.1 below:
Table 3.8.5.1: Ugu District HR Policies and Strategies
Strategies
Progress
Human Resources Strategy and Plan
The Ugu HR Strategy and the HR plan are combined within the institution and are not separate documents. Therefore, the single HR strategy and HR plan was adopted in 2016, and valid till 2019. As one of the tools to implement the strategy. The following are the pillars of the strategy:
i. Talent Management
ii. Employee Wellness
iii. Performance Management
iv. Capacity Building
v. Strategic Human Resource Planning vi. Sourcing and Placement
vii. Employee Relations
viii. Exit Management
ix. Organisational Culture Management
The implementation of the plan and strategy is measured and monitored through the OPMS and SDBIP. The targets are set out in Chapter 4 (5-year scorecard) of the document
Employment Equity Plan
The plan is in place and was approved on the 26th of September 2019 (2019-2022) by the Municipal Manager. The numerical goals are summarised as follows:
Recruitment of a female candidate in the unskilled Occupational Level to balance the ratio in year 1.
Recruitment of a female candidate in the unskilled Occupational Level to balance the ratio in year 2
Recruitment of a female candidate in the Semi-skilled Occupational Level to balance the ratio
Recruitment of a white male candidate in the Semi-skilled Occupational Level to balance the ratio in terms of race.
Skills Audit
The skills audit was conducted in the 2019/20 financial year, the results were used for the 2020/21 workplace skills planning.
Workplace Skills Plan
The Workplace Skill Plan is in place and was adopted on the 24th of April 2020. The implementation of the plan is measured through the SDBIP.
70 UGU DISCTRICT MUNICIPALITY