CCMA ANNUAL REPORT

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

The CCMA has continued to enhance its delivery capability using electronic processes. The electronic processes that enabled the CCMA to work mostly remotely during the COVID-19 Pandemic and associated lockdowns allowed the CCMA to continue to deliver through a hybrid working model. The need for sustainable institutional effectiveness cannot be underestimated and for this to gain traction, the CCMA needs to be having visibility to the right and reliable information so that the management team can make informed decisions. On the backdrop of that, ICT rolled out an automated reporting portal to all bargaining councils using the CCMA Case Management System, as a successor to the traditional reporting tool using Microsoft Power BI. The Human Resources Strategy was approved by the Governing Body and has been communicated to CCMA employees. This requires a series of strategic human resource interventions aimed at attracting, developing and retaining talent. During the 2022/23 financial year, the CCMA implemented 153.13% (49/32) of the Human Resources Management Plan which contributed to an improved employee turnover rate. The resourcing of the organisation continued to be the primary focus, considering the organisation’s fiscal challenges. Talent management is an activity that spans across all components of the human resources value chain and includes recruitment and internal appointments, acting appointments, performance management as well as development interventions.

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