Broad-Based Black Economic Empowerment Act, 2003 (Act No. 53 of 2003)

Codes of Good Practice on Black Economic Empowerment

Integrated Transport Sector Codes

B-BBEE Sub-Sector Code for Public Sector - Transport

2. Department of Transport Undertaking

2.3 Indicators of Empowerment

2.3.3 Employment Equity

Purchase

2.3.3.1 Undertakings By Public Sector:

2.3.3.1.1

Embark on an aggressive campaign to market career opportunities within the DOT to position it as an "employer of choice" within the South African economy. The campaign will start at school level and include universities, technikons and other organisations in the public and private sector.

2.3.3.1.2

Develop creative programmes to retain staff at all levels - for example, personal empowerment plans (PEPs), flexible work arrangements and incentive schemes.

2.3.3.1.3

The "senior management" criteria under the Employment Equity element will be collapsed into the Top Management category. The target for senior management will apply when determining the DoT's EE contributions. The total weighting will be the sum of the individual weightings.

2.3.3.1.4

The Middle management categories will be constituted by professionals as defined in the EE Act and EEA2 form.

2.3.3.1.5

Junior management will be constituted by technical, academically qualified, and skilled individuals as per the EEA2 and the EE Act.

2.3.3.2

Criteria and targets:

The employment equity element will comprise the following criteria and targets:

2.3.3.2.1

Black Representation at the Senior Management level, for which the target will be 70%.

2.3.3.2.2

Black Women Representation at the Senior Management level, for which the target will be 35%.

2.3.3.2.3

Black Representation at the Middle Management level, for which the target will be 70%.

2.3.3.2.4

Black Women Representation at the Middle Management level, for which the target will be 35%.

2.3.3.2.5

Black Representation at the Junior Management level, for which the target will be 70%.

2.3.3.2.6

Black Women Representation at the Junior Management level, for which the target will be 35%.

2.3.3.2.7

Black Disabled Representation, for which the target will be 3%.

2.3.3.2.8

Black Women Disabled Representation, for which the target will be 1%.

2.3.3.2.9

Black Women Representation at semi-skilled and unskilled levels, for which the target will be 35%.

2.3.3.2.10

Black Youth Representation, for which the target will be 10%.

2.3.3.3

Measurement Principles and Application of the Charter

2.3.3.3.1

Measurement principles on the employment equity element are contained in Statement 300 of Code 300 of the B-BBEE Generic Codes of Good Practice.

2.3.3.3.2

The formulae required in the determination of the employment equity score are contained in Annexure 300 (A)-B of Statement 300 of Code 300 of the B-BBEE Generic Codes of Good Practice. The formula for the determination of the Adjusted Recognition for Gender found in Annexure 300 (A)-A, will not apply.