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HUMAN RESOURCES
BUSINESS PLAN
2009/2010
Notice of Confidentiality
This document contains information that is confidential and the property of ICASA. This document and/or its contents may not be revealed or disclosed to persons outside the entity it was prepared
for, nor may it be used, copied, reproduced, modified, transmitted or republished without the prior express written permission of ICASA
HUMAN RESOURCES Division BUSINESS PLAN Mapping of Goals
Mapping of ICASA Strategic Goals with divisional Strategic Objectives
ICASA Strategic Goal Operational Goal Divisional Strategic Objectives
1. Liberalisation of the ICT Sector
2. Creating Regulatory Certainty
3. Executing Service Delivery Efficiently and Effectively
4. Optimised Structure, Leadership & Culture aligned within Strategy
Optimised Structure, Leadership and Culture Aligned with Strategy Improved Operational Efficiency and Effectiveness
ICASA to become an Employer of Choice Attraction and Retention of Best Talent
Optimised Structure, Leadership and Culture Aligned with Strategy Attraction and Retention of Best Talent
A Performing, Safe and Disciplined Organization Acceptable Performance Levels and Good Workplace Morale
5. Enhanced ICASA Business intelligence, Governance & Reporting
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HUMAN RESOURCES Division BUSINESS PLAN 2009-2010
R'000 R'000 R'000 R'000 R'000
Report, Plan, %,
Baseline Target Budget Budget Budget Budget Budget
Strategic Objective KPA KPI (Output) Number - Unit Risk & Mitigation
of Measurement 2008/2009 2009/2010 Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4 Q1 Q2 Q3 Q4 Total
Strategic Goal: Optimised Structure, Leadership and Culture Aligned with Strategy
Operational Goal: Improved Operational Efficiency and Effectiveness
1. Review, optimize and align Conduct an organizational study to Qualitative and quantative analysis report. Consultants' RISK: Finalize contracting Report on Review of Job content,
with SP, revisit TOR organisational recommendations, competence profile
the organisational structure in review ICASA's revised mandate recommendatio The lapse of a long period
and scope, adopt a analysis and facilitation of and grade review.
accordance with the revised (ECA 2005) and alignment of the ns report since the approval of the TOR project charter and recommendations communication and __________
mandate structure acceptable to for the process may create prepare for completed and management Plan for the
Council and confusion regarding the current implementation. tabled. responses to Execution of
EXCO. expectations and latent proposals. approved
recommendations to
_____ 50% requirements. align the structure.
completion of MITIGATION:
the population A review of the scope will
of the revised assist with the replacement of 1 2,000 2,000 1,000 5,001
structure. outdated requirements with
_____ current needs.
Every
employee's
status
confirmed by
letter - 100%
accurate.
Implementation of a change Representative consultation and <20% Facilitate interact Initiate Organizational Facilitate
communication and communication and readiness for consultation process
management strategy and communication structure. litigations from
notification Set up a Steering implementation of as per LRA
communication plan to ensure a process processes to clarify Committee to support business process guidelines and any
successful structure redesign process outcome. "business retranate" the data gathering improvement constituted
to drive the and organizational initiatives. participative
imperative for analysis. process. structures for shared
0 0 0 0 0
appreciation and ownership of
cooperation. process.
2. Establish a Collective Formulation of terms of reference for Culture and leadership model. Model to be RISK: Formulate the Terms Initiate the SP appointed to Proposal for an
of Reference for the procurement process facilitate design and appropriate
Leadership and Service the service provider transformation of approved by Co-creation is the critical
identification of a to appoint a SP. implementation of leadership model is
Orientation Culture the organisational culture to a service Council/EXCO success factor for the suitable SP. ICASA Leadership tabled for EXCO and
oriented culture ____________ successful transformation of model. Council approval.
Train 50% of corporate culture. 0 0 250 250 500
leadership MITIGATION:
(management Sourcing of a reputable and
and above) very experienced SP is
imperative for this project
Presentation of the Employee Value Report redressing areas of improvement. 25% of Present the results of Identify aspects of Sensitize the Review employment
the employee value the outcome that organization about practices and people
Proposition survey results to identify required
proposition survey to require urgent the outcome of the management policies
organizational behavioural issues. revisions EXCO and Council. attention and EVP survey and in accordance with
completed. produce a plan of implications there of. EVP results. 0 0 0 0 0
action.
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HUMAN RESOURCES Division BUSINESS PLAN 2009-2010
R'000 R'000 R'000 R'000 R'000
Report, Plan, %,
Baseline Target Budget Budget Budget Budget Budget
Strategic Objective KPA KPI (Output) Number - Unit Risk & Mitigation
of Measurement 2008/2009 2009/2010 Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4 Q1 Q2 Q3 Q4 Total
Strategic Goal: ICASA to become an Employer of Choice
Operational Goal: Attraction and Retention of Best Talent
3. Human Resources Enhancement of the Human Integrated HRD strategy. 100% of all RISK: Review the HRD Development of a Implement a Present proposed
strategy for career path comprehensive programme for
Development Strategy Resources Development Strategy to jobs Inadequacy of required
expansion on internal framework for all career path model approval and plan for
formulation for Effective Talent support effective talent management. competence resources (system, budget) developmental levels of the incorporating the implementation.
Management profiled. MITIGATION: methodologies and structure. dual career streams
___________ At least 3% of total labour cost programmes. (Management and
100% must be provided for skills Specialist
professional career
implementation development. SD & EE VIP tracks).
of the specialist HR system module must be 0 160 0 80 240
career stream. activated.
_____
10 interns for
2010
(5 internal
trainees at C-
Level).
Design a Mentoring and Coaching Mentoring and Coaching Programme. Train all Identify a suitable Production of an Review competence Link to performance
SP to provide appropriate profiles for all jobs at management, train
programme for ICASA. employees at
facilitation and programme and all management level all supervisors and
Supervisory expertise. supporting and below. managers and
level and systems/processes. assess
above. appropriateness of
___________ programme.
0 0 160 0 160
A programme
aligned to
organizational
leadership
model and
value system.
4. Talent acquisition strategy to Align HR practices to an appropriate Competence based talent capital management Total RISK: Internal HR research Revised and Revised job profiles Introduce
and awareness benchmarked in accordance with competence based
employ the right people to build competence based talent capital framework. transformation Lack of appreciation for the
process for the recruitment, selection competence based performance
capacity management framework of people competence based model. assimilation and and placement job practices. management
management MITIGATION: contextualization of policies and ___________ practices.
practices by 31 Good demonstration of benefits competence based procedures to Identify SP's and pilot __________
March 2009. supported with training. HR practices. competence based the assessment Implement
HR practices . methodologies. assessment 120 0 150 0 270
techniques for all
management
positions.
Introduction of best practice 30% progression on vacancy filled per quarter 30% of all Approved HR plan Fill 30% of approved Fill 60% of approved Fill 90% of approved
per division. and advertised and advertised and advertised
recruitment strategy to recruit critical from quarter 2 activated
vacancies. vacancies. vacancies. 0 0 0 0 0
skills and fill all active vacancies vacancies per
quarter.
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HUMAN RESOURCES Division BUSINESS PLAN 2009-2010
R'000 R'000 R'000 R'000 R'000
Report, Plan, %,
Baseline Target Budget Budget Budget Budget Budget
Strategic Objective KPA KPI (Output) Number - Unit Risk & Mitigation
of Measurement 2008/2009 2009/2010 Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4 Q1 Q2 Q3 Q4 Total
Strategic Goal: Optimised Structure, Leadership and Culture Aligned with Strategy
Operational Goal: Attraction and Retention of Best Talent
5. Remuneration and Benefits Review remunerations and reward Remuneration and Benefit report. All managers' RISK: Design and Establishment of a Remuneration Obtain due approval
presentation of a linkage between structure for and facilitate
Strategy Review for Attraction programmes for fair equitable and remuneration The cost of conversion,
differentiated remuneration and Specialist Career consultations.
and Retention of Best Skills competitive pay procedures. converted to differentiating remuneration remuneration reward to stream approved by
total cost of levels and aligning to structure for ICASA. performance and RemCo.
employment benchmark rates is enormous. critical competencies.
(TCE). There will be emotional costs
_____ too.
Benchmarked MITIGATION:
market related A credible, transparent and
remuneration consultative process supported
structure by experts. 0 100 75 0 175
aligned to
organizational
strategy.
_____
Reduction of
Medical Aid
Schemes to 3.
____________
Review of
pension fund
schemes.
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HUMAN RESOURCES Division BUSINESS PLAN 2009-2010
R'000 R'000 R'000 R'000 R'000
Report, Plan, %,
Baseline Target Budget Budget Budget Budget Budget
Strategic Objective KPA KPI (Output) Number - Unit Risk & Mitigation
of Measurement 2008/2009 2009/2010 Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4 Q1 Q2 Q3 Q4 Total
Strategic Goal: A Performing, Safe and Disciplined Organization
Operational Goal: Acceptable Performance Levels and Good Workplace Morale
6 Mitigation of Organisational Qualification verification in all areas Qualification verification report. 100% RISK: Align qualification Report on outcome Institutional practice
confirmation practice of findings of HR for all positions
Risk of potential risk. implementation The accommodation of persons
to recruitment policy study in this regard. informed by revised
at all levels with disability is limited by lack and procedure. recruitment policy. 0 110 0 0 110
of access to buildings and low
awareness levels.
MITIGATION:
Design and implementation of a Succession planning strategy at management 10% Determine Identify critical Design a model Present a proposal
Increase awareness for social
requirements for positions on the aligned to the revised for approval.
succession planning strategy for level and above. implementation accommodation through successful structure for organisational
critical positions. at management training and know which implementation of a succession planning structure
level and disabilities can be succession plan for 0 0 130 0 130
above. accommodated. ICASA critical
positions.
Effective diversity management and Three year employment equity plan. >2,5% of staff Activate the SD/EE Formulation of a Organizational Compile and submit
Committee to policy and analysis to prepare the EE plan.
legal compliance. compliment
facilitate programme for for formulation of a
should be communication and diversity three (3) year EE 0 0 80 0 80
persons with consultation management. plan.
disability. processes
7. Implementation Support for Enhancement and assimilation of the Revised Performance Management framework. Report on the RISK Resistance Formulate integrated Provide support and Identify areas of Further
policy and train for assistance for the need for revisit and enhancement for
the revised integrated principals and application for the new proficiency and against any PM system not
proficiency at all thorough assimilation required balanced scorecard
Performance Management PMF. appropriatenes guaranteeing lucrative levels and application of improvements. and 360°.
Framework s of the bonuses. MITIGATION: principles 40 0 40 0 80
ePerformance Ensure access to other long
system. term benefits.
Facilitate the annual employee Annual employee performance management Achieve 80% 30 May 09 - signing 31 Oct 09 - mid year Nov 09 - review and 15 March 10 - final
of Performance review training by division. review
performance management cycle cycle. compliance
Agreements 0 0 0 0 0
rate
8. Sound ER practices for the Effective HR communication and Grievance and Disciplinary procedures and ER Grievances and RISK: Implement the Arrange two (2) Arrange revised HR Ensure periodic
revised Grievance workshops for ER policy workshop for workshops on ER
establishment of a disciplined consultative processes for co-creation workshops. DC hearings Lack of compliance to
and Disciplinary procedures for management and procedure for
and harmonized workplace. and good relations. closed within procedure by management codes and general Staff and staff. general Staff and
policy MITIGATION: procedures. organised Labour. organised Labour.
timeframes and ER Manager must monitor
CCMA and LC adherence, keep records and 0 0 0 0 0
disputes by report on non-compliance.
exception only. GM's must deal with
incompetence in own divisions.
Intensify EAP and HIV/Aids strategy EAP, HIV/Aids and other life threatening 23% Review service Analysis and Analysis and Review of ICAS
contract for presentation of presentation of service utilization for
to include management of other life diseases strategy. membership.
enhancements and quarterly reports quarterly reports required impact.
threatening diseases. maximised benefit.
80 180 80 80 420
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HUMAN RESOURCES Division BUSINESS PLAN 2009-2010
R'000 R'000 R'000 R'000 R'000
Report, Plan, %,
Baseline Target Budget Budget Budget Budget Budget
Strategic Objective KPA KPI (Output) Number - Unit Risk & Mitigation
of Measurement 2008/2009 2009/2010 Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4 Q1 Q2 Q3 Q4 Total
9. Internal Business Process Ongoing review of HR operational Service level agreements. 100% Data RISK: Conduct a detailed Perform a VIP Produce HR SLA and Implement an online
analysis of current system leave module get EXCO approval. ER management
Review for improved efficiency processes to identify bottlenecks, Integrity on all Unreliability of current SP or
HR processes and review to address all ___________ support system
and effectiveness inefficiencies and lack of optimal aspects of inability to provide required systems. challenges. Produce a detailed accessible to line
utilization of available resources and work. upgrades. HR Procedure management.
reliable reports. _____SLA in MITIGATION: Manual informed by ___________
accordance Consideration for replacement policies and System upgrade to
legislative automate Leave and 60 80 40 0 180
with set of contracted VIP agency. requirements. Skills Development
standards for Management
HR policies and processes.
procedures
manual.
TOTALS 301 2,630 3,005 1,410 7,346
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HUMAN RESOURCES Division BUSINESS PLAN 2010-2011
Report, Plan, %,
Baseline Target R'000 R'000 R'000 R'000 R'000
Strategic Objective KPA KPI (Output) Number - Unit Risk & Mitigation
2009/20010 2010/2011 Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4 Budget Q1 Budget Q2 Budget Q3 Budget Q4 Budget Total
of Measurement
Strategic Goal: xxx
Operational Goal: xxx
0
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HUMAN RESOURCES Division BUSINESS PLAN 2011-2012
Report, Plan, %,
Baseline Target R'000 R'000 R'000 R'000 R'000
Strategic Objective KPA KPI (Output) Number - Unit Risk & Mitigation
2010/2011 2011/2012 Timeframe Q1 Timeframe Q2 Timeframe Q3 Timeframe Q4 Budget Q1 Budget Q2 Budget Q3 Budget Q4 Budget Total
of Measurement
Strategic Goal: xxx
Operational Goal: xxx
0
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