| (a) | An employer must initiate and steer the process for the preparation of an EE Plan, which could be assigning such responsibility to a permanent employee that reports directly to the Chief Executive Officer 2 (CEO) / Accounting Officer. |
| (b) | Notwithstanding the CEO / Accounting Officer is deemed to be the accounting officer for the implementation of the Act, the board may nevertheless agree on employment equity outcomes for the CEO / Accounting Officer. |
| (c) | The CEO / Accounting Officer may, particularly in the case involving a small workforce, assume the responsibility to initiate and steer the process for the development, implementation and monitoring of the EE Plan. |
| (d) | The CEO / Accounting Officer may, particularly in the case involving a large workforce, assign the responsibility for initiating the process for the development, implementation and monitoring of the EE Plan to senior managers. |
| (e) | One or more senior managers who are assigned the responsibility for the implementation and monitoring of EE Plans should be included from the preparation phase of the process. |
| (i) | provide the assigned managers with the necessary authority and means, such as an appropriate budget, to perform their allocated functions; and |
| (ii) | take reasonable steps to ensure that these managers perform their allocated functions by incorporating key employment equity outcomes in their performance contracts. |
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| 2 | The CEO is the accounting officer who could also be a Director General, Municipal Manager, etc. |
