BEE OWNERSHIP: WHAT YOU NEED TO KNOW TO ENHANCE YOUR BEE SCORECARD
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Improve your BEE scorecard
Improve your BEE Scorecard with our Human Capital Support
Transcend provides a range of accredited Learnerships solutions to meet the skills development and training needs of your organisation.
Skills Development
Learnerships
Do you need to improve your BEE scorecard with disability spend and Learnerships? If so, we can help you maximise your points under the Skills Development priority element.
Transcend's human capital support provides a range of accredited Learnerships (including Learnerships for persons with a disability) to meet the training needs of your organisation.
If you’re a learner and you want to apply for a learnership, then click the button below to apply
Employment Equity (EE) Services
If you are a designated employer i.e. you have more than 50 employees, you are required by law to comply with the provisions of the Employment Equity Act. Our human capital support team can assist with your employment equity submission and help you develop an employment equity plan as well as ensure that all legislative and reporting requirements are met. You will also have access to our best practices when it comes to developing and retaining meaningful representation and fair employment.
Employment Equity Committee Training
Section 16 and 17 of the Act requires designated employers to establish a fully representative Employment Equity Committee. In order for the consultative processes to be effective, all relevant stakeholders need to fully understand their roles, responsibilities and duties. The purpose of the EE training sessions is to equip committee members with the knowledge, skills and competencies to be effective in their role and pro-actively contribute towards the overall transformation of the organisation.
Development of Employment Equity Plan
Section 20 of the Employment Equity Act states that a Designated Employer must prepare and implement an employment equity plan. The plan which must not be shorter than 1 year and maximum 5 years should include a timetable for the achievement of goals and objectives for each year of the plan. This strategic document outlines the company’s commitment to actively drive transformation.
Barrier Analysis and Affirmative Action recommendations
Each organisation must identify barriers that might contribute to unfair discrimination and impede equitable representation in employment by individuals from the designated groups. Furthermore, appropriate Affirmative Action measures must be implemented to address such barriers.
Annual Employment Equity submissions
According to Section 21 of the Act, designated Employers are obliged to submit their Employment Equity reports (EEA2 and EEA4 Forms) detailing the progress made in achieving employment equity. The report is submitted annually to the Department of Employment and Labour between September and mid-January.
Penalties to non-compliance
Where an employer fails to comply with the requirements of the EE Act, the Director-General may apply directly to the Labour Court to impose a fine. The fine amount can range from a) the greater of R1.5 million or 2% of the employer’s turnover to b) R2.7million or 10% of the employer’s turnover, depending on the frequency of the offence.
An employer cannot claim any points under the Management Control pillar of the B-BBEE scorecard in the absence of an acknowledgement of EE reporting from the Department of Employment and Labour.
Important notice: Minimum R1.5million can be fined by the Department of Employment and Labour for contravening the EE Act
Skills Development Services
Do your Skills Development initiatives make business sense?
Organisations that integrate their company strategy with their Sector Education and Training Authority (“SETA”) requirements can realise many benefits. Compliance is achieved in the most sustainable way that brings a return on investment.
Transcend’s human capital support team can help you optimise your workplace skills planning and align your relevant SETA requirements with your company’s strategy.
Workplace Skills Plan/Annual Training Report submissions
Each organisation that has a total payroll exceeding R500 000 per annum is expected to contribute 1% of payroll each month as per the Skills Development Levies Act. Subsequently, such an organisation must then prepare and submit a Workplace Skills Plan (WSP) and Annual Training Report (ATR) to the relevant SETA to report on the skills development initiatives being implemented. These reports will then open up access to SETA grants as well as the Skills Development pillar of the BEE scorecard.
Skills Audit
A skills audit is a valuable process for initiating change and provides a critical overview of the workforce. This allows an organisation to determine if the employees have the necessary skills to meet company objectives. It is also necessary to identify potential knowledge gaps as well as discover previously unidentified skills which can be used to redeploy employees, instead of retrenchment.
Transcend is able to assist you in performing a skills audit.
Once your skills audit is complete, we can assist with:- A strategic approach to restructuring your people inline with your business strategy;
- Finding the appropriate skills development programmes to upskill, re-skill or re-deploy staff; and
- Ensure that all processes improve your BEE scorecard where possible.
Job Grading
Consistently job grading your workforce will improve your BEE scorecard.
The recent Commission for Employment Equity report has shown how inconsistent companies actually are in grading their employees. This affects not only the Employment Equity submissions but will also improve your BEE scorecard.
It is important that employers consistently examine their employee job profile, to match their employees’ skills, experience against BEE and EE job-level.
Our human capital support team can assist you with:
- The alignment to the amended Employment Equity Act, specifically to the correction of wage differentials among various jobs
- Correct classification of employees relative to their education and technical expertise
- Optimising the BEE management control scoring and alignment to the Economically Active Population (EAP) targets per job category
- Align the current grading system to the semantic scale. And, if there is no grading system, then classify the current job per the semantic scale.
Scope
- Understand the client industry for benchmark job classification
- In-depth discussions with the HR business partners on the jobs available. These will include the reporting line, responsibility and creativity required etc.
- Align the discussion to the semantic scale
Outcome
- Final accurate classification of the jobs in the business
- Management Control report for the updated landscape
- Comparison to the EAP targets towards EE reporting
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