Broad-Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)

Codes of Good Practice on Black Economic Empowerment

Integrated Transport Sector Codes

B-BBEE Sub-Sector Code for Public Sector - Transport

2. Department of Transport Undertaking

2.3 Indicators of Empowerment

2.3.3 Employment Equity
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2.3.3.1        Undertakings By Public Sector:

 

2.3.3.1.1Embark on an aggressive campaign to market career opportunities within the DOT to position it as an "employer of choice" within the South African economy. The campaign will start at school level and include  universities, technikons and other organisations in the public and private sector.

 

2.3.3.1.2Develop creative programmes to retain staff at all levels - for example, personal empowerment plans (PEPs), flexible work arrangements and incentive schemes.

 

2.3.3.1.3The "senior management" criteria under the Employment Equity element will be collapsed into the Top Management category. The target for senior management will apply when determining the DoT's EE contributions. The total weighting will be the sum of the individual weightings.

 

2.3.3.1.4The Middle management categories will be constituted by professionals as defined in the EE Act and EEA2 form.

 

2.3.3.1.5Junior management will be constituted by technical, academically qualified, and skilled individuals as per the EEA2 and the EE Act.

 

2.3.3.2Criteria and targets:

 

The employment equity element will comprise the following criteria and targets:

 

2.3.3.2.1Black Representation at the Senior Management level, for which the target will be 70%.

 

2.3.3.2.2Black Women Representation at the Senior Management level, for which the target will be 35%.

 

2.3.3.2.3Black Representation at the Middle Management level, for which the target will be 70%.

 

2.3.3.2.4Black Women Representation at the Middle Management level, for which the target will be 35%.

 

2.3.3.2.5Black Representation at the Junior Management level, for which the target will be 70%.

 

2.3.3.2.6Black Women Representation at the Junior Management level, for which the target will be 35%.

 

2.3.3.2.7Black Disabled Representation, for which the target will be 3%.

 

2.3.3.2.8Black Women Disabled Representation, for which the target will be 1%.

 

2.3.3.2.9Black Women Representation at semi-skilled and unskilled levels, for which the target will be 35%.

 

2.3.3.2.10Black Youth Representation, for which the target will be 10%.

 

2.3.3.3Measurement Principles and Application of the Charter

 

2.3.3.3.1Measurement principles on the employment equity element are contained in Statement 300 of Code 300 of the  B-BBEE Generic Codes of Good Practice.

 

2.3.3.3.2The formulae required in the determination of the employment equity score are contained in Annexure 300 (A)-B of Statement 300 of Code 300 of the B-BBEE Generic Codes of Good Practice.  The formula for the determination of the Adjusted Recognition for Gender found in Annexure 300 (A)-A, will not apply.