CIPC Annual Report V1

Table D. 7: Employment changes Occupational bands Employment at

Appointments

Terminations

Employment at end of the period

beginning of period

Top management Senior management

4

0 0 4 5 0

1 3 7 6

3 7

10

Professional qualified 64

61

Skilled

169 233

168 224

Semi-skilled

10

Unskilled Total

480

9

27

463

Table D. 8: Reasons for staff leaving Reason

Number

% of total no. of staff leaving

Death

5 6 4 1 1 0

18.5% 22.2% 14.8% 37.0%

Resignation

Dismissal

Retirement

10

Ill health

3.7% 3.7% 0.0%

Expiry of contract

Other Total

27 100% Senior management posts are being filled as and when are vacated or required. Positions are advertised internally and externally and the best suitable candidate is appointed. The CIPC prides itself by paying its employees market-related salaries and offering service benefits such as a 13 th cheque, performance bonus, reward for years of service, UIF and group life policy . Table D. 9: Labour Relations: Misconduct and disciplinary action

Nature of disciplinary action

Number

Verbal warning Written warning

0 2 3 4

Final written warning

Dismissal

Table D. 10: Equity target and employment equity status – male Levels

MALE

African

Coloured

Indian

White

Current

Target

Current

Target

Current

Target

Current

Target

Top management

0 5

1 5

1 0

1 0

0 1

0 1

1 0

1 0

Senior management Professional qualified

27

34

3

3

4

4

4

4

Skilled

71 65

79 75

3 1

17

1 1

1 1

9 2

14

Semi-skilled

1

2

Unskilled TOTAL

168

194

8

22

7

7

16

21

COMPANIES AND INTELLECTUAL PROPERTY COMMISSION I Annual Report 2020/21

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