The University of South Africa

1
Employment Equity Profile of Unisa Staff
Presented to Staff Assembly 27 March
2008 Associate Professor George
Subotzky Executive Director, Department of
Information Strategic Analysis
2
Purpose of Profile

• Background document for Employment Equity Plan
• Provides detailed examination of staff profile
• Aim is to identify over- and under-representation
  regarding race, gender and disability in key
  areas of Unisas occupational structure
• This quantitative analysis complements the
  quantitative analysis of barriers and obstacles
  to employment equity
• Together, overall purpose is to inform and guide
  strategies interventions to improve employment
  equity

3
Factors shaping the profile

• Institutional Context
• Merger HR issues restructuring, conditions of
  service, placements, VSP ER, resignations
• Higher Education Institution
• Parallel academic administrative occupational
  structure
• South African Institution
• Racially divided social structure gendered
  division of labour reproduced within
• ODL Institution
• Temporary staff tutors admin
• Huge support staff Production, despatch, UCC,
  ICT
• Impact of HIV/AIDS
• Market Forces

4
Analysis

• Under- and over-representation measured against
• External reference points
• National demographics race and gender
• Economically active population race and gender
• Internal reference points
• Total Staff
• Permanent Staff
• Academic staff
• Profile vs staff mobility figures

5
Structure of the Profile

• Overview of Unisa Staff Complement
• Current Staff
• Vacancies
• Staff Profile by
• Race
• Gender
• Race Gender
• Disability
• Personnel Categories
• Post Grade
• Age
• Academic Staff Profile By
• Rank
• Highest Qualifications
• Profile of reasons for leaving Unisa

6
Information

• Sources
• HEMIS information 2004-7
• Stats SA
• Views
• Snapshot
• Trends
• Data integrity issues

7
Overview of Unisa Staff, 2007
Type of Appointment Type of Appointment 2007 2007
Type of Appointment Type of Appointment HC
Permanent Full-Time 3 980 41,0
  Part-Time 66 0,7
Permanent Total Permanent Total 4 046 41,7
Temporary Full-Time 518 5,3
  Part-Time 5 147 53,0
Temporary Total Temporary Total 5 665 58,3
Total Total 9 711 100,0
8
Current Vacancies by Portfolio and College
Portfolio College No
Office of the VC Office of the VC 36 2,48
Registrar Registrar 175 12,04
VC Operations VC Operations 219 15,07
VC SPP VC SPP 24 1,65
VP Academic Research CAES 15 1,03
VP Academic Research CEMS 186 12,80
VP Academic Research CHS 162 11,15
VP Academic Research CL 66 4,54
VP Academic Research CSE 14 0,96
VP Academic Research CSET 31 2,13
VP Academic Research Undesignated 149 10,25
Subtotal 623 42,88
VP Finance Estates VP Finance Estates 119 8,19
VP LS VP LS 252 17,34
Undesignated Undesignated 5 0,34
Total Total 1 453 100,00
9
Permanent and Temporary Staff by Race, 2007
10
Permanent and Temporary Staff by Gender, 2007
11
Proportion of Race/Gender Groups of Permanent and
Temporary Staff, 2007
12
Permanent and Temporary Staff by Race Gender,
2007
13
Permanent Disabled Staff by Race and Gender, 2007
Disabled Race African Indian White Total No
Disabled Gender No No No Total No
Fully Female 3   10 13
  Male 4 5 14 23
Fully Total   7 5 24 36
Partially Female     1 1
  Male 1     1
Partially Total   1   1 2
Total   8 5 25 38
14
Permanent Staff by Personnel Categories and Race,
2007
15
Total Staff by Personnel Categories and Gender,
2007
16
Post Grades by Race, 2007
17
Permanent Academic Staff by Rank and Race, 2007
18
Permanent Academic Staff by Rank and Gender, 2007
19
Selected Highest University-type Qualifications
among Permanent Academic Staff by Race, 2007
20
Selected Highest University-type Qualifications
among Permanent Academic Staff by Race, 2007
21
Total Staff by Age Groups, 2004 and 2007
22
Total Staff by Age Group and Race, 2007
23
White Staff by Personnel Categories Age Groups,
2004 and 2007
Personnel Category 25 34 25 34 35 44 35 44 45 54 45 54 55 64 55 64 Total No Total
Personnel Category No No No No Total No Total
Exec/Mngt 1 0,9 19 17,1 51 45,9 40 36,0 111 100,0
Instruct./Research 80 8,6 215 23,1 368 39,6 265 28,5 930 100,0
Spec.Support 27 7,2 108 28,7 142 37,8 99 26,3 376 100,0
Technical 10 11,8 27 31,8 33 38,8 15 17,6 85 100,0
Non-Prof Admin 75 13,6 124 22,4 205 37,1 146 26,4 553 100,0
Crafts/Trades 3 3,8 27 33,8 35 43,8 15 18,8 80 100,0
Service 1 11,1 3 33,3 4 44,4 1 11,1 9 100,0
Total 197 9,2 523 24,4 838 39,1 581 27,1 2 144 100,0
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Reasons for Staff Leaving Unisa, 2007
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Conclusion

• Findings suggest that effective employment equity
  planning should rest on the two key strategies
• 1. Recruitment
•  
• Several combined opportunities for improving EE
  profile 
• 1 453 vacancies
• Potential retirees (esp white male)
• Future vacancies routine turnover of staff
•  
• Overall Target African women
• Detailed Targets Specific areas of
  under-representation

26
Conclusion

• 2. Retention, succession planning, mentoring,
  accelerated promotion, training and development
  systematically and purposefullyGrowing our own
  timber
• Retention Range of measures incl differentiated
  COS (?)
• Succession planning essential to offset a sudden
  and damaging haemorrhage of institutional
  capacity
• Mentoring (draft proposals published last week)
• Incentives accountability (KPAs performance)
• Training and development (especially young)
  staff from the designated groups
•  
• Overall Targets African males new recruits
• Detailed Targets Specific areas of
  under-representation

27
Thank you