TEMPLATE FOR SCHOOL OR DIVISIONAL EQUITY PLANS by xscape

VIEWS: 50 PAGES: 14

									                QUALITY PROMOTION AND ASSURANCE


                                  EQUITY PLAN

                                         2006

For implementation with effect from date approved by Staffing Committee




                                            COMPILED BY PROF. G (CHANDRU) KISTAN
                                              QUALITY ASSURANCE AND PROMOTION




                                                                               1
                                    TABLE OF CONTENT

 1.   NATURE AND STRUCTURE OF DIVISION
 2.   MISSION STATEMENT
 3.   QPA LOCATION AND STAFF
 4.   WORKPLACE PROFILE : Occupational Levels
 5.   WORKPLACE PROFILE : short term contract less than one year
 6.   PLAN OBJECTIVES STRATEGIES AND TIMETABLES
 7.   AFFIRMATIVE ACTION MEASURES
 8.   RETENTION TRAINING AND DEVELOPMENT
 9.   RESPONSIBILITY FOR PLAN IMPLEMENTATION

TABLES:

Table 1:   Occupational levels : permanent employees
Table 2:   Occupational Levels : short term contract less than one year
Table 3:   Retirement Statistics
Table 4:   Contract Expirations
Table 5:   Current vacant posts
Table 6:   Numerical Goals : 2007
Table 7:   Numerical Goals : 2008
Table 8:   Numerical Goals 2009
Table 9:   Numerical Goals 2010




                                                                          2
                    SCHOOL EMPLOYMENT EQUITY PLAN 2006

                         UNIVERSITY OF KWAZULU-NATAL

                     QUALITY PROMOTION AND ASSURANCE
                                EQUITY PLAN

1. NATURE AND STRUCTURE OF DIVISION

Quality Promotion and Assurance (QPA) was established when the Quality Assurance
Office and the Quality Promotion Unit merged at the beginning of 2005. The former UDW
had at its head, Prof Chandru Kistan with 3 staff members, consisting of an acting Deputy
Director and two support/admin staff. At the beginning of 2005, the acting Deputy Director
returned to his substantive post as Senior Lecturer. Three Indian staff members from the
former UDW joined the QPA in 2005.

The Quality Promotion Unit had a Director and three academic staff and two
support/administrative staff. Of the six members there were four White females, one White
male and one African female. In 2004, the White male and the African female staff
resigned from the university. So at the beginning of 2005, the QPA had a total compliment
of one male and six female staff.

At the end of 2004 two academic posts were filled with one African female and one White
female. An administrative post was advertised and filled by an African female on the
Pietermartizburg campus. To date we have eleven (11) staff members in the division, five
members on the Durban campus and six members on the Pietermartizburg campus.

Our vision is to align ourselves to the vision of our University of becoming a Division which
is democratically representative, redressing the disadvantages, inequalities and
imbalances of the past.

Our Strategic Plan will aim to increase the representation of persons from the designated
groups in each occupational category and level in the division. This is significant where
under-representation has been identified and to make the staff profile reflective of the
demographics as provided in the form EEA 8. All new posts within the Division will be
filled by persons from the designated group and primarily from the male population in the
next five years in order to remedy the inequalities that exist at the present. QPA will
adhere to the Employment Equity Policy of UKZN in all future appointments and
promotions.




                                                                                            3
2. Mission Statement
Our mission is to ensure the promotion and development of a culture of quality in the
University of Kwa-Zulu Natal through a comprehensive quality assurance system, which:
      Improves quality in the core functions of teaching, learning, research and service to the
       University,
      Prepares the University for external programme accreditation, review and institutional
       audits and ensures the University responds effectively to national and international
       requirements,
      Provides leadership on the development and implementation of quality management
       systems at all levels,
      Provides practical support and advice to the University on all quality related activities,
      Promotes quality through institutional policy development.

3. QPA Location & Staff
There are two offices for QPA, situated on the Howard College &
Pietermaritzburg campuses.




Howard College

Location:      Centre for Entrepreneurship, Innovation Centre,

                Gate 9, Francois Road

Telephone:     (031) 260 8011

Fax:            (031) 260 7082

Pietermaritzburg

Location:      Golf Road campus, between Sports Union & Audio Visual

Telephone:     (033) 260 5267

Fax:            (033) 260 5741




                                                                                                    4
Prof Chandru (Ganas) Kistan Head of QPA & Director of Quality
Assurance; Interim College Quality Consultant for Management
Studies [ (031) 260 8031] kistang@ukzn.ac.za
Ms Denyse Webbstock Director of Quality Promotion & Development;
Interim College Quality Consultant for Law. Please note: Denyse is
currently on sabbatical until December 2006 [ (033) 260 5865]
webbstock@ukzn.ac.za
Ms Leanne Browning Student Evaluation Manager & College Quality
Consultant for Health Sciences; Interim CQC for Law [ (031) 260
1196] browningl@ukzn.ac.za
Ms Sue Mathieson Programmes Self-Evaluation & College Quality
Consultant for Humanities [ (033) 260 5355] mathiesons@ukzn.ac.za
Dr Florence Southway-Ajulu Review Co-ordinator & College Quality
Consultant for Agriculture, Engineering & Science [ (033) 260 6052]
ajuluf@ukzn.ac.za
Ms Alison Garvin (nee Walker) Quality Consultant (University-wide) [
(033) 260 5604] walkeral@ukzn.ac.za
Ms Tarryn Zank Research Assistant [ (033) 260 5868]
zankt@ukzn.ac.za
Ms Rani Chunder Student Evaluation Co-ordinator [ (031) 260 8126]
chunderm@ukzn.ac.za
Ms Meena Paramanund Administration Officer [ (031) 260 8011]
paramanundm@ukzn.ac.za
Ms Nonhlanhla Manana Adminstration Assistant [ (033) 260 5267]
mananan@ukzn.ac.za
Ms Madhuri Bollapragada : Typist and data capturing: on contract




                                                                       5
   4. WORKPLACE PROFILE

   TABLE 1: OCCUPATIONAL LEVELS : PERMANENT EMPLOYEES




                                                          White     Foreign
  Occupational        Male               Female                               TOTA
                                                          Male     Nationals
   Categories                                                                   L
                                                                        Femal
                  A   I C        A       C    I       W    W      Male
                                                                          e
Associate
                             1                                                1
Professor
Senior Lecturer                                   3                           3
Lecturers                            1            1                           2
Peromnes 6
Peromnes 7
Peromnes 8
Peromnes 9
Peromnes 10                                   2       1                       3
Peromnes 11                          1                                         1
Peromnes 12
Peromnes 13
Peromnes 14
Peromnes 15
Peromnes 16 &
below
GRAND TOTAL                  1   2            2       5                       10




                                                                              6
From the table above it is clear the staff profile in respect of race and gender is skewed and
requires urgent attention in as far as future appointments and promotions are concerned. Fifty
percent (50%) are White females, 30% Indians and 20% Africans. Of the 10 permanent
members, 90% are females and only (1) one (10%) male. Overall Whites and Indians are
over-represented and Africans are severely under -represented in the academic sector. The
African female Administrator is appointed at a very low level (Assistant Administrator). The
division has no members from the Coloured population nor any persons with disability.

5. OCCUPATIONAL LEVELS.

TABLE 2 : SHORT TERM CONTRACT LESS THAN ONE YEAR

                                                                White Foreign
                       MALE                 FEMALE                    Nationals
OCCUPATIONAL          A   C       I    A     C   I       W      W     M      F         TOTAL
LEVELS
PEROMNES 12
PERMONES 13                                                                     1         1
PERMONES 14
 TOTAL                                                                          1         1

   6. PLAN OBJECTIVES, STRATEGIES AND TIMETABLE

TABLE 3: Retirement Statistics

                                                                White Foreign
                       MALE                 FEMALE                    Nationals
OCCUPATIONAL          A   C       I    A     C   I       W      W     M      F         TOTAL
LEVELS
PROFESSOR
ASSOCIATE                         1                                                       1
PROFESSOR
SENIOR
LECTURER
 TOTAL                            1                                                       1

The present Head of Division will officially retire on the 31 December 2007. A succession plan
is in place as the Deputy Director is on sabbatical leave, researching for the doctoral degree.
The plan is to appoint the present Deputy Director as Head from the beginning of 2008 and
appoint the Deputy Director from the designated group. With the necessary staff development
plans, these senior posts will be filled eventually by a person from the designated group. This
is in keeping with the University of Kwa-Zulu Natal’s policy on Employment Equity Plans and
goals.




                                                                                              7
TABLE 4 : CONTRACT EXPIRATIONS

                                                              White Foreign
                         MALE             FEMALE                    Nationals
OCCUPATIONAL            A   C    I    A    C   I        W     W     M      F        TOTAL
LEVELS
PEROMNES 12
PERMONES 13                                                                   1            1
PERMONES 14
 TOTAL                                                                        1            1


This single contract post is presently funded from the QPA budget. Once the three vacant
posts are filled, this contract post will not be renewed.

TABLE 5 : Current Vacant Posts

                                                              White Foreign
                         MALE             FEMALE                    Nationals
OCCUPATIONAL            A   C    I    A    C   I        W     W     M      F        TOTAL
LEVELS
SENIOR               1               1                                                 2
LECTURER
LECTURER             1                                                                     1
SENIOR TUTOR
 TOTAL              2                1                                                     3




                                                                                               8
1.    NUMERICAL GOALS

Please indicate your numerical goals for each of the five years of your plan in the format below: #

                                         TABLE 6 : NUMERICAL GOALS 2007




                                                                                                         White          Foreign
     Occupational                        Male                                Female                                               TOTA
                                                                                                         Male          Nationals
      Categories                                                                                                                    L
                                                                                                                            Femal
                                 A      I C                      A          C          I         W          W         Male
                                                                                                                              e
 Professor
 Associate
 Professor
 Senior Lecturer                    1                             1                                                                                2
 Lecturer                                                         1                                                                            1
 Peromnes 8
 Peromnes 9
 Peromnes 10                                                      1                                                                                1
 Peromnes 11
 Peromnes 12
 GRAND TOTAL                    1                                3                                                                            4




           #
      a.   The alphabets “A”, “C”, “I” and W” used in the tables have the following corresponding meanings and must be interpreted as
         “Africans”, “Coloureds”, “Indians” and “Whites” respectively.
      b. “Designated groups” means Black people (i.e. Africans, Coloureds and Indians), women and people with disabilities who are natural
         persons and are citizens of the Republic of South Africa by birth or descent; or are citizens of the Republic of South Africa by
         naturalization before the commencement date (i.e. 27 April 1994) of the Constitution of the Republic of South Africa Act of 1993; or
         became citizens of the Republic of South Africa from the commencement date of the Constitution of the Republic of South Africa Act of
         1993, but who, not for Apartheid policy that had been in place prior to that date, would have been entitled to acquire citizenship by
         naturalization prior to that date.
      c. All population groupings who are not part of the Black group, but in substance fall within the definition described in paragraph (b) in
         terms of citizenship or descent, must be counted and included in the column of each table in the form that require data on the White
         group.
      d. Foreign nationals and South African citizens that fall outside the definition described in paragraphs (b) or (c) must be counted and
         included in the column of each table in the form that require data on foreign nationals.




                                                                                                                                               9
                      TABLE 7 : NUMERICAL GOALS 2008




                                                       White     Foreign
  Occupational        Male              Female                             TOTA
                                                       Male     Nationals
   Categories                                                                L
                                                                     Femal
                  A   I C         A    C     I    W     W      Male
                                                                       e
Professor
Associate
                                  1                                             1
Professor
Senior Lecturer   1               1                                             2
Lecturer          1                                                             1
Peromnes 8
Peromnes 9
Peromnes 10
Peromnes 11
Peromnes 12
GRAND TOTAL       2               2                                        4




                                                                           10
                      TABLE 8 : NUMERICAL GOALS 2009




                                                       White     Foreign
  Occupational        Male               Female                            TOTA
                                                       Male     Nationals
   Categories                                                                L
                                                                     Femal
                  A   I C         A      C    I   W     W      Male
                                                                       e
Professor
Associate
                                     1                                          1
Professor
Senior Lecturer   1                  1                                          2
Lecturer          1                                                             1
Peromnes 9
Peromnes 10
Peromnes 11
Peromnes 12
Peromnes 13
GRAND TOTAL       2              2                                         4




                                                                           11
                           TABLE 9 : NUMERICAL GOALS 2010




                                                                      White      Foreign
  Occupational             Male                    Female                                  TOTA
                                                                      Male      Nationals
   Categories                                                                                L
                                                                                     Femal
                     A     I C             A       C      I      W      W      Male
                                                                                       e
Professor
Associate
                     1                      2                     1                                 4
Professor
Senior Lecturer      1                                                                              1
Lecturer
Peromnes 8
Peromnes 9
Peromnes 10
Peromnes 11
Peromnes 12
Peromnes 13
GRAND TOTAL          2                      2                     1                             5

   8. AFFIRMATIVE ACTION MEASURES

   8.1 Barriers to Employment Equity
      1. Funding: There are three vacant posts in the approved QPA structure which cannot be
         advertised and filled until university funding is approved.
      2. Capacity: As a result of the three vacant posts at present there is no spare capacity to
         mentor existing staff or to take on leadership.
      3. Slow turnover of staff. There is a slow turn over of staff in the over-represented
         categories in QPA. The only male staff is to retire at the end of December 2007.
      4. Shortage of Males in the QPA.
          Historically more females that males are attracted to the QPA which results in a low
          number of male applicants for positions in QPA.
      5. The present location of the QPA offices on the Howard College campus has no
          provision for access to disabled persons. This is a barrier to the appointment of
          persons from the disabled sector.

   8.2 Proposed measures to address barriers
      1. Funding: The existing three vacant posts with budget allocations will be advertised
         internally during the remainder of 2006.



                                                                                               12
   2. Career pathing: all three vacant posts (two academic and one administration post will
      be filled by suitable members of the designated group and from mainly the male
      sector.
   3. Capacity: With the present three vacant posts being filled, the Head will have the
      capacity to mentor and coach the staff.

9. RETENTION TRAINING AND DEVELOPMENT

    9.1 Duration of the plan
        The duration of this plan is five years, i.e. 2006 to 2010.

    9.2 Numerical Goals/Targets and Timetables
        When the three posts are advertised every effort will be made to recruit staff
        from the under-represented designated group. In the next five (5) years , at least one
        disabled person will be appointed in the division. This is to address the equity plan of
        the University which requires all sectors to appoint disabled persons in their divisions
        or departments.

    9.3 Retention, Training and Development
        In addition to pursuing the possibility of securing Leaderships and increasing the
        capacity of quality consultants to enable them to mentor and coach staff, the QPA
        will:
                   Evaluate training needs to develop staff.
                   Encourage staff to improve their qualifications.

10. RESPONSIBILITY FOR PLAN IMPLEMENTATION:

The implementing and monitoring of the QPA Equity Plans will be conducted by the Equity
Monitoring Committee, consisting of the Head of Division, one academic staff and one
administrative staff. The QPA Equity Plan will be tabled at all future meetings of Staff
Selection Committee directly related to the selection and appointment processes of QPA
staff. The University Equity Office will be notified by the Head of new staff appointments
within the QPA and the status of the QPA Equity Plans. This progress report will assist all
stakeholders to gauge the degree of achievement and success of the 2006 Equity Plans of
the Quality Promotion and Assurance at our University.

Above the monitoring process, the University Equity Office will receive an annual report of the
Equity Plans at the end of each academic year.

DEAN (signature and date):




HEAD OF SCHOOL(signature and date):                                   01 November 2006

ASSIGNED MANAGER(signature and date):


                                                                                              13
14

								
To top