Based on the 2007 Codes of Good Practice, the Management Control element was measured with Management Control scoring 10 points and Employment Equity scoring 15 points on the Generic Scorecard. Together with bonus points, the elements were worth 29 points. The Department of Trade and Industry improved on this, believing that meaningful transformation will only occur at a management level if employees are able to make decisions at that level within the organisation.
The Revised Codes of Good Practice have now merged these two elements, resulting in Management Control being a highly debated topic, and together with Employment Equity only scoring 19 points.
Adjusted Recognition for Gender (ARG), which had previously provided half the points scored to black males and full points to black females, has now been removed and replaced with black representation and black female representation. Junior Management has returned and the target has increased substantially from 80% to 88% which is where most employers scored points.
In recent years, Employment Equity has improved significantly and calculation in the Generic scorecard is further broken down by sub-race groups. The groups will now be broken down using either National or Provincial Economically Active Population (EAP) targets making the scoring of points for this element even more complex.
| Measurement Category & Criteria | Weighting points | Compliance target |
| 2.1 Board Participation
2.1.1 Exercisable voting rights of black board members as a percentage of all board members 2.1.2 Exercisable voting rights of black female board members as a percentage of all board members 2.1.3 Black Executive directors as a percentage of all executive directors 2.1.4 Black female Executive directors as a percentage of all executive directors |
2
1
2
1 |
50%
25%
50%
25% |
| 2.2 Other Executive Management
2.2.1 Black Executive Management as a percentage of all executive directors 2.2.2 Black female Executive Management as a percentage of all executive directors |
2
1 |
60%
30% |
| 2.3 Senior Management
2.3.1 Black employees in Senior Management as a percentage of all senior management 2.3.2 Black female employees in Senior Management as a percentage of all senior management |
2
1 |
60%
30% |
| 2.4 Middle Management
2.4.1 Black employees in Middle Management as a percentage of all Middle management 2.4.2 Black female employees in Middle Management as a percentage of all Middle management |
2
1 |
75%
38% |
| Measurement Category & Criteria | Weighting points | Compliance target |
| 2.5 Junior Management
2.5.1 Black employees in Junior Management as a percentage of all Junior management 2.5.2 Black female employees in Junior Management as a percentage of all Junior management |
1
1 |
88%
44% |
| 2.6 Employees with disabilities
2.6.1 Black employees with disabilities as a percentage of all employees |
2 |
2% |
| TOTAL | 19 |
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DISCLAIMER – All information supplied herein is intended to be used solely as a guide. HRS Group does not accept any responsibility or liability for any outdated information. Readers are encouraged to contact our professionals directly for further advice.
Sources: Government Gazette No 36928; SAB&T Articles http://www.sabtbee.co.za/blog/