SACAA Annual Report 2022_23

PART D I Human Resource Management

1.2.6.Skills Development The focus of this financial year has been the conclusion of the organisational Skills Audit, which commenced in the previous reporting period. In the year under review, the organisation was able to conclude the review of all the employee Job Profiles, the verification of employee qualifications and ultimately the conducting of the actual skills audit for all employees. The skills audit project was aimed at assessing if there were any key developmental gaps in each of the organisation’s

employees that would need to be filled to ensure that employees are equipped enough to effectively deliver on their individual job role requirements and that they remain aligned with any technological and other developments in the broader aviation industry. While the skills audit was in progress, the organisation continued to sponsor the implementation of different training interventions for its employees. Below is a table that depicts the training costs per Division:

TRAINING COSTS PER DIVISION Division

Average training cost per employee

Personnel expenditure

Training expenditure*

Number of employees trained

(R’000)

(R’000)

(R’000)

Accident and Incident Investigations Division Aviation Infrastructure Aviation Safety Operations

25 576

551

20

28

51 325 224 463 47 766 49 804 53 228

1 418 6 910

42

34 32 23 12 76 27

215

Aviation Security

759 621

33 51 31

Finance

*Human Resources Company Secretary

2 346

8 639

109 123

4

Legal and Aviation Compliance

26 781 11 069

19

6 0 1

Internal Audit

0 6

7 5

Flight Inspection Unit

7 263 8 052

**Cape Town Regional Office

418 461

10 45

42 10 28

***Corporate Services

44 016 557 982

Total

13 722

482

Table 27: Training Costs Per Division *This number includes training for interns and bursary holders. **The training expenditure for staff members based in the Cape Town Regional Office is allocated in the respective Divisions to which they report. ***Includes Training Expenditure and Numbers for the Office of the DCA.

1.2.7.Employee Engagement The SACAA rolled out an Employee Engagement survey in the first part of the financial year. The survey was sent to all employees and sought to assess the level of engagement of all employees and to identify

any processes, policies and practices that may be limiting their engagement. This is important in terms of the SACAA’s retention efforts, to ensure that the organisation can continue to achieve its mandate.

140 I Annual Report 2022/23 I Human Resource Management