Employment Equity Act, 1998 (Act No. 55 of 1998)Code of Good PracticePreparation, Implementation and Monitoring of Employment Equity Plans6. Process for constructing a plan |
| 6.1) | The development of a plan should be undertaken as an inclusive process that will result in a documented plan. |
| 6.2) | The process of developing a plan has three sequential phases: planning, development, and implementation and monitoring. |
| 6.3) | The planning phase of the process should include-- |
| • | assignment of responsibility and accountability to one or more senior managers; |
| • | a communication, awareness and training programme; |
| • | consultation with relevant stakeholders; |
| • | an analysis of existing employment policies, procedures. and practices; |
| • | an analysis of the existing workforce profile; |
| • | an analysis of relevant demographic information such as that contained in form EEA 8; and |
| • | an appropriate benchmarking exercise, such as comparing the organisation’s workforce profile with those of other organisations within the same sector, or the development of other meaningful comparisons. |
| 6.4) | In the development phase, in consultation with the identified role players, should include-- |
| • | objectives set; |
| • | corrective measures formulated; |
| • | time frames established; |
| • | the plan drawn up; |
| • | resources identified and allocated for the implementation of the plan; and |
| • | the plan communicated. |
| 6.5) | Implementation and monitoring is an ongoing process and should continue to include components of the earlier phases, such as consultation, communication, awareness and training. This phase should include-- |
| • | Implementation; |
| • | monitoring and evaluating progress; |
| • | reviewing the plan; and |
| • | reporting on progress. |