Broad-Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)Amended Codes of Good Practice (2017)Amended Code Series CSC200: Measurement of the Management Control Element of Broad-Based Black Economic Empowerment in the Construction SectorStatement CSC200: The General Principles for Measuring Management Control3. Key Measurement Principles |
| 3.1 | A Measured Entity receives points for its achievement towards the Targets for participation of Black People and black women at Board, Executive Management, Senior Management, Middle Management, Junior Management Level, and black Employees with Disabilities. |
| 3.2 | A Measured Entity must use the current payroll data as at Measurement Date in calculating its score under the Management Control scorecard. |
| 3.3 | If a Measured Entity does not distinguish between Other Executive Management and Senior Management, then Other Executive Management is measurable as two indicators (one for black people - par. 2.2.1 and one for black females - par. 2.2.2). The respective weightings of these two indicators will be split as 4 and 1.5 points respectively for Contractors. For BEPs the split will be 4 and 2 respectively. |
| 3.4 | Where a Contractor does not have any Employees in any of the measured categories: Middle- and/or Junior Management, then the weightings of the indicator which has no Employees must be evenly distributed among the remaining categories of Senior, Middle or Junior Management. The category “Middle Management” in the BEP scorecard measures only Middle Management employees. Junior management is excluded from measurement in the BEP Management Control scorecard. |
| 3.5 | Where there is no Senior, Middle or Junior Management, the average of the percentage targets and weightings of these 3 categories, and the sum of the weightings will be allocated to ‘Other Executive Management’. ‘Black Employee’ weighting points to ‘black Employee’ and ‘black female Employees’ weighting points to ‘black female Employees’. |
3.6 Defining other Executive Management