SAQA All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.
SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED UNIT STANDARD: 

Implement an employment equity programme in a company 
SAQA US ID UNIT STANDARD TITLE
116923  Implement an employment equity programme in a company 
ORIGINATOR
SGB Generic Management 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 03 - Business, Commerce and Management Studies Generic Management 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular-Fundamental  Level 5  Level TBA: Pre-2009 was L5  14 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Reregistered  2018-07-01  2023-06-30  SAQA 06120/18 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2024-06-30   2027-06-30  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This unit standard does not replace any other unit standard and is not replaced by any other unit standard. 

PURPOSE OF THE UNIT STANDARD 
A person credited with this unit standard is able to demonstrate an understanding of the Employment Equity Act, a company's employment equity plan, Department of Labour requirements; and the relationships between business strategy, employment equity and organisational transformation and change management and implement an employment equity plan. 

LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
Learners should be competent in:
  • Communication at NQF Level 3, or equivalent 

  • UNIT STANDARD RANGE 
    N/A 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Report on contributions made in compliance with the Employment Equity Act. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The requirements of the Employment Equity Act in relation to gender, race and disability are identified and summarized in a report to aid compliance by an organization. 

    ASSESSMENT CRITERION 2 
    A report on compliance in an organisation is compiled in all three areas covered by the Employment Equity Act, IE gender, race and disability. 

    SPECIFIC OUTCOME 2 
    Compile relevant Employment Equity and organizational transformation reports and trend analyses. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    Relevant Department of Labour reports are written in the required format. 

    ASSESSMENT CRITERION 2 
    Regular reports are provided outlining trends e.g. recruitment, termination, promotion etc, that impact on an organisation's ability to achieve Employment Equity to aid organization management of compliance. 

    ASSESSMENT CRITERION 3 
    A benchmark report covering organisational performance in terms of Employment Equity against industry and other relevant standards is presented to management. 

    ASSESSMENT CRITERION 4 
    A report is compiled illustrating the link between Employment Equity status and the impact of other organisational dynamics e.g. culture, retention, skills development, black economic empowerment, social investment etc. on the company. 

    SPECIFIC OUTCOME 3 
    Participate in liaison activities to clarify embedded EE assumptions and expectations. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    An internal and external marketing strategy is in place to obtain buy-in from all stakeholders to the Employment Equity plan. 

    ASSESSMENT CRITERION 2 
    Surveys are conducted and analysed in relation to Employment Equity and results communicated to enhance understanding and allay fears. 

    SPECIFIC OUTCOME 4 
    Design monitoring processes to ensure effective implementation of Employment Equity. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    Suggestions on how performance management and reward systems in a selected company can include employment equity as a key performance indicator are made to management. 

    ASSESSMENT CRITERION 2 
    The existence of creative incentives and penalties for the achievement (or non-achievement) of Employment Equity targets is discussed with management. 

    ASSESSMENT CRITERION 3 
    The way in which Employment Equity impacts on business plans and business tenders is delivered in a presentation with examples. 

    ASSESSMENT CRITERION 4 
    An Employment Equity plan is developed as an integral part of the Human Resources policy in a selected organisation. 

    SPECIFIC OUTCOME 5 
    Prepare and implement a comprehensive report and recommendations on the overall status of EE implementation within a company. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    A report is produced that factually outlines the gains a selected company is making with regard to Employment Equity. 

    ASSESSMENT CRITERION 2 
    A report is produced that outlines failures in the arena of Employment Equity in a particular organisation. 

    ASSESSMENT CRITERION 3 
    A plan to address areas of need in the above regard is presented to an Employment Equity forum in the organisation reviewed. 


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
    Accreditation for this Unit Standard shall be obtained from the relevant Education and Training Quality Assurance Body, through summative and formative assessment by a registered assessor.
  • Assessors must be registered as an Assessor with the relevant ETQA, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Moderators must be registered as assessors with the relevant ETQA, or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.
  • Training providers must be accredited by the relevant ETQA or with an ETQA that has a Memorandum of Understanding with the relevant ETQA.

    Moderation should include both internal and external moderation where applicable. 

  • UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
    The knowledge underpinning the above specific outcomes is:
  • An overview of the South African Constitution in its current form.
  • An overview of South Africa's Bill of Human Rights in its current form.
  • The Employment Equity Act.
  • Regulations form the Department of Labour relating to the EE Act.
  • Performance management tools.
  • The concepts of businesses as going concerns and the profit motive.
  • The fundamentals of OT&CM.
  • A basic knowledge of South African history and the legal system in place prior to the introduction of the HRD, and other, related legislation. 

  • UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Problem identification and solution in creative ways in order to design a system to monitor employment equity in an organisation. 

    UNIT STANDARD CCFO WORKING 
    Team and group work are utilised to liaise within a company in order to clarify assumptions and expectations related to the employment equity act. 

    UNIT STANDARD CCFO ORGANISING 
    Organising and managing self to enable the preparation and analysis of EE and organizational transformation reports and trends. 

    UNIT STANDARD CCFO COLLECTING 
    Critically collecting, evaluating and analysing information, as well as the appropriate use of technology, in order to compile and analysis contributions made by a workplace in terms of employment equity legislation. 

    UNIT STANDARD CCFO DEMONSTRATING 
    An understanding of related systems within an organisation so that a report on EE can be prepared and implemented in a company. 

    UNIT STANDARD ASSESSOR CRITERIA 
    N/A 

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this unit standard was Reregistered in 2012; 2015. 

    UNIT STANDARD NOTES 
    N/A 

    QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Core  49076   National Diploma: Organisational Transformation and Change Management  Level 5  NQF Level 05  Reregistered  2023-06-30  SERVICES 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS UNIT STANDARD: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    NONE 



    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.