CCMA ANNUAL REPORT

Commission for Conciliation, Mediation and Arbitration Annual Report 2022/23

1. INTRODUCTION During the 2022/23 financial year, the Human Resources Management function has continued to support the strategic objectives of the CCMA. The Human Resources Strategy is in place and was communicated to the CCMA’s employees. The CCMA Human Resources Strategy for 2020 to 2025 aims to ensure the CCMA obtains the right quality and a sufficient quantity of employees it requires; makes optimum use of its human resources; that it can anticipate and manage surpluses and shortages of employees; and develops a healthy, multi-skilled, representative and flexible workforce which enables the CCMA to adapt rapidly to a changing operational environment. 1.1. PERFORMANCE, KEY ACHIEVEMENTS AND STRATEGIC INITIATIVES FOR THE 2022/23 FINANCIAL YEAR Talent Management is an activity that spans across all components of the human resource value chain and includes recruitment and internal appointments, acting appointments, performance management as well as skills development interventions. Resourcing of the organisation continued to be the primary focus, considering the organisation’s fiscal challenges. Appointments to vacant roles were made from both internal and external candidates. Almost 55% of vacant positions were filled by 67 internal candidates. However, it is also noted that external appointments take the organisation in a new direction and initiate organisation turnaround strategies as they bring with them fresh thinking and new ideas. The CCMA is comfortable that it has achieved a balance between the appointment of external and internal candidates. The focus on the development of employees, as well as the part-time Commissioners continued. During the period under review, 72 training interventions were delivered to employees and part-time Commissioners through digital platforms. Three (3) employees benefited from the partnership which the organisation has with the University of Witwatersrand. The employees were awarded a scholarship to complete the Post Graduate Diploma in Labour Dispute Resolution Practice on mutual beneficiation basis. This initiative is in line with enhancing the knowledge base of CCMA employees on labour law, to support career pathing and succession planning. Performance Management is a focus area, and a number of interventions were delivered to further strengthen this process. The link between training needs and the performance development was also improved with closer alignment of the two (2) processes. During 2022/23 financial year, the CCMA continued to provide the organisation with support to meet the health and wellness needs of the CCMA employees. This was done through preventative and curative measures in line with the core themes that were identified during the COVID-19 Pandemic and beyond. The relationship between the CCMA Staff Association and management remains sound with parties having signed a one (1) year wage and substantive agreement which is effective from 1 April 2022 to 31 March 2023. Reported employee relations incidents for the year remained relatively low in relation to the total staff complement. Matters are dealt with on merit, with outcomes remaining consistent in the management of discipline. The caseload relating to disputes is positively decreasing as disputes are distinctly resolved between parties.

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