FASSET ANNUAL REPORT

Division

Position

Type of contract Permanent Permanent

Race

Gender

Executive

Executive Assistant

Coloured Female

CEO’s Office

Audit, Risk and Compliance Manager

Black White

Female

IT

Project Manager Development ICT and Systems Governance

Contract

Male

The health and wellness of staff during the pandemic A highlight of the year under review was the comprehensive Wellness Programme offered to staff. The HR division contracted a service provider to deliver support services to employees and their dependants in relation to Covid-19. Their offerings included: • Organisational consulting services; • Employee wellbeing support and counselling in the areas of psychosocial, physical, mental, legal and financial health; • Disease management involving adherence to treatment programmes; • Advice and education on healthy lifestyles; • HIV and AIDS education; • An interactive online wellbeing programme; and • Monthly reporting. The programme was immensely successful in assisting staff and the whole organisation in dealing with the multiple impacts of the pandemic especially at the human level. Workplace planning In terms of the HR strategy and workplace planning going forward, the Work-from-home policy will be reviewed often to respond to the pandemic. Having embraced the ‘new norm’ coupled with 4IR, FASSET aspires to run a data- driven workplace, where, for example, some positions can permanently work from home with the requisite measures in place to ensure reporting, accountability and the achievement our strategic objectives.

Sadly, we lost the Director of Corporate Services who had been the convenor and facilitator of the Covid-19 support team, leaving the position vacant. At the close of the 2020/21 financial year, FASSET started recruiting to fill this key position again. FASSET enhancing its work-from-home policy Because of the Covid-19 lock-down measures, a Work- from-home policy was established to provide a framework for managing remote working arrangements. It provides for the allocation of resources such as network facilities, data, laptops etc. to enable working from home. The policy also instituted a system of permits from the office of the CEO to work in the office. By the end of the financial year, 75% of staff were working from home with a rotation system for working at the FASSET office premises in accordance with the various lockdown levels. Electricity load-shedding issues affected those staff who worked from home, from time to time. The roll-out of FASSET’s Performance Management cycle was disrupted as a number of employees contracted Covid-19 prompting office closures and preventing completion of the process within the annual cycle. The process was further complicated as it required one-on-one engagement between employees and their managers. In addition, many programmes could not meet their targets because of the four-month ‘payment holiday’ affected all SETAs. FASSET’s performance management system and approach

FASSET Annual Integrated Report 2020/21

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