Page 111 - WCPP Annual Report 2021-22_Draft #7.6.2

Annual Report for the 2021/22 Financial Year
Vote 2: Western Cape Provincial Parliament
Part D: Human Resource Management

PART D: HUMAN RESOURCE MANAGEMENT

25. INTRODUCTION

The Sec on: Human Resources of the Annual Report provides in-depth informa on on the people-
related ac vi es of the WCPP for the year under review. While most of the informa on tends to be
sta s cal, graphs and analyses are included to provide readers with a be er sense of the impact or
significance of the sta s cs reflected.

NOTE: Please note that in some sta s cal informa on provided the figures will relate to all
employees who were employed for the en re financial year. Where it is expressly stated “As at
31 March 2022” or “1 April 2021” the figures will reflect the posi on on that par cular day.

26. HUMAN RESOURCES

The financial year under review, 2021/22, con nued to be a year of disrup on in the opera ng
environment.

This disrup on affected the Human Resources sec on directly in more than one way:
• Planned employee wellness ac vi es had to be deferred; and
• Training and development ini a ves had to be reassessed, since virtual training sessions
became a new training requirement.

During 2021/22 the WCPP con nued to conduct virtual interviews as part of the recruitment and
selec on process. This has resulted in ensuring progress con nued to be made towards filling
vacancies while reducing some of the tradi onal costs associated with recruitment and selec on
processes. The filling of some of the vacancies were challenging, especially in the Directorate:
Parliamentary Support Services. The number of WCPP staff exits (5) increased marginally from the
two (2) in the 2020/21 financial year.

Progress con nued to be made towards mee ng the new employment-equity numerical goals,
which set out a strategy to correct the employment-equity figures for management and senior-
management salary levels. This is one of the key focus areas in strategically addressing
employment equity in the WCPP. All the numerical goals in the Employment Equity Plan have been
approved by the WCPP’s Accoun ng Officer.

Policies and procedures are a key driver in ensuring long-term professional benefits for the WCPP,
as well as for its employees. A task team made up of representa ves from the recognised union
(NEHAWU), as well as nominated employees and managers from different directorates, reviewed
the following policies:
• Over me Policy
• Leave Policy
• Study Assistance Policy
• Working Hours Policy
• Reward and Incen ves Policy
• Cellular and Mobile Internet Policy
• Working-from-home Policy

Annual Report for 2021/22 Financial Year Page 99