RAND WATER ANNUAL REPORT 2023

Succession Management (Talent Modelling) At Rand Water, our goal for succession management is to create a talent pipeline of professionally qualified, well-experienced, motivated pool of successors throughout the organisation to fill vacancies as they arise. We have a system that enables the identification and development of a pool of successors for key roles in the organisation in the age of disruption and a globally linked environment. Through a defined and integrated talent management framework, the approach enables the pool of successors to be ready for development and new responsibilities. To realise returns on training investments, the process connects with capacity building objectives and influences the talent acquisition process. Continuous succession modelling is undertaken at all Rand Water sites with a focus on the maturing workforce aged 53 plus for potential early retirement as well as core and critical roles in the organisation. The succession modelling/ bench strength exercise allows the organisation to have a view of and monitor the various talent pools (especially Bulk Water Services Business Unit), identify potential challenges, and propose solutions to be implemented. This is typically a process that plays out over a few years and the objective is to ensure a continuous supply of skilled, knowledgeable, and experienced candidates for consideration. Corporate On-boarding The goal of the on-boarding process is to quickly integrate new hires into the organisation. Employees change jobs more frequently in fluid and dynamic global labour markets, and employees demand change as markets change. Thus, with the implementation of a corporate on-boarding programme, Rand Water can market its name and establish itself as an Employer of choice. Additionally, it enables its employees to become familiar with the culture, value systems, and knowledge of Rand Water so that they may perform at their best in their new roles. Engagement, retention, and productivity are the main performance indicators for successful on-boarding. For the year under review, 236 new employees were successfully on-boarded between 1 July 2022 to 30 June 2023. Investment in Excellence As part of the on-boarding process, employees also attend the Investment in Excellence Personal Mastery Development (IIE) Programme, which has as its fundamental philosophy that performance improvement in an organisation starts with the individual before it can migrate to the group and the entire organisation. Therefore, it focuses on the individual employee, concentrating on the development of personal excellence in themselves and helps them become self-efficacious and causative, to produce an organisation with a constructive culture. With all the effort taken and strategies in place to retain our human capital, Rand Water still experiences exits of permanent and temporary employees each year. 248 employees exited the employ of Rand Water, and only 23% of those resigned from the organisation. The table below depicts the exits of permanent and temporary employees for the Financial Year ending 30 June 2023.

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