FASSET ANNUAL REPORT

INTRODUCTION

Adapting to the online environment With HR functioning disrupted by the Covid-19 pandemic, we had to find new ways of doing things outside of the office and run training with people working from home. It was an added challenge to shift HR processes previously done manually to an online environment. We had to quickly adapt to the ‘new normal’ and find the means to achieve our target, while ensuring that employees stayed committed and able to achieve their own targets. We worked hard to reinforce our values with employees working from home. An unexpected consequence of the shift to working from home is that many employees accumulated more leave days than usual, which had financial implications (refer to AFS in Part of this AIR on page 89. Recruitment and selection Capacitation of staff is integral to the SETA’s ability to deliver on its mandate and skills development for staff has always been a priority. The year under review ended with a staff complement of 71 comprising 52 permanent employees, eight new permanent appointments, one fixed term contract and ten interns. In accordance with the Workforce Planning Framework, the new appointments reinforced the restructuring process implemented in recent years in which FASSET pivoted from outsourcing expertise, to having internal divisions with the requisite functions, skills and competencies within its own workforce, thereby meeting the SETA’s key strategic targets as reflected in Table 12, below.

FASSET’s human capital is the engine of its skills development activities and employees’ knowledge, experience, expertise and commitment enable the SETA to meet its annual objectives. The FASSET team has remained relatively stable since the organisation’s inception, with additional resources brought on board as new priorities and legislative requirements dictate. FASSET’s employee value proposition FASSET offers an employee value proposition which encompasses recruitment, remuneration, training and wellness; this in turn ensures that individuals are presented with all the support they need to enhance their skills and become part of a high-performance culture. To ensure the FASSET team is well supported and taken care of especially during the Covid-19 pandemic, a wellness programme was promoted to staff at large to ensure their health and wellness. FASSET’s staff training was focused on core functions and on enabling its team members to enhance their proficiency in key functional areas. In a most difficult year, the FASSET Human Resources (HR) division achieved 83% of its employee learning and development targets. Ten employees registered for formal education and were able to utilise the lockdown time to further their studies. Investing in people through training and development

Table 12: New Appointments in 2020/21 FY Division Position

Type of contract Permanent Permanent Permanent Permanent Permanent Permanent

Race

Gender

COO’s Office

Executive Assistant to COO and CFO

Black Black Black Black Black Black

Female

Finance

Project Accountant

Male

HR

Human Resources Specialist

Female

PQA PQA

Quality and Monitoring Specialist

Male Male Male

Project Specialist Finance Specialist

Finance

FASSET Annual Integrated Report 2020/21

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