Focus on leadership

• the accurate assessment of leadership performance
• proper selection and placement of leaders in the organisation
• assessment and development of leadership potential and capability
• developing leadership talent in the organisation

During the 2007/08 year, 1 592 managers and professionals were trained in the theory and application of Situational Leadership II. “Leading in Times of Crisis” e-learning material was developed and activated and a “Vision Dialogue Initiative” partly rolled out.

Diversity

Eskom continues to be a leader in driving employment equity, which has enabled us to achieve a staff complement that reflects South African diversity.

We will continue with the affirmative action drive, the promotion of women and the focus on employment equity for people living with disabilities, not because it is required of us by statute, but because we believe that it is the right thing to do. It is also a business imperative.

Employment equity

1. ¹ Black, Asian and coloured South Africans.
2. ² Managers, professionals and supervisors – CU to F band on the Paterson grading; TASK grading 11 to   18 plus F Bands in Eskom.

Highlights

• on 13 June 2007, in New York, Eskom was recognised by the Global Business Coalition (GBC), under the category “Counselling and Testing at the Workplace”, for having one of the best models for the provision of voluntary counselling and testing (VCT) at the workplace and for having more than 50% of our employees knowing their HIV status
• the HR Shared Services unit has been visited by other organisations in the past year to learn from Eskom’s experiences with the implementation of the unit, highlighting Eskom as a successful case study
• the occupational health and safety project commenced to establish occupational risk exposure profiles (OREPs) of employees within 12 high-risk job categories, such as live-line workers. We have started with performing risk assessments on all the 12 job categories. The next steps will be to confirm the man-job specifications, and to then review and conduct risk-based medical and psychological surveillance on all the employees within these job categories
• no man-hours were lost due to industrial action at Eskom in the last year. Good communication is a feature of the industrial relations environment. There are direct lines of communication with managers and professionals and consultation in the bargaining unit through recognised trade unions. Cosatu called for a public service solidarity strike in support of the public services unions wage demands, but this had no impact on Eskom. Eskom concluded a two-year salary and conditions of service agreement with trade unions during 2007. The next round of negotiations begins in May 2009
• the grading, assessment, and remuneration positioning project (GARP) was implemented with effect from 1 November 2007. GARP achieved the conversion of job evaluation in Eskom from the Paterson broadband system to the TASK (tuned assessment of skills and knowledge) system. This also involves a “close-to-market” approach in remuneration positioning

Click here for details of medical and health services.

Eskom staff turnover and age distribution