SACAA Annual Report 2022_23

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1.2.8.Internship Programme The internship programme is a transformation initiative that has been implemented over the past few years for the purpose of providing opportunities to historically disadvantaged individuals. This year has seen an increase in the number of students to thirty-one (31) of which 61% were females and 39% males. The programme provides young graduates from various fields of study an opportunity to obtain practical exposure in the world of work by means of on-the-job training, mentoring, and coaching. The interns are not only provided with the necessary skills and experience in their specific fields of study, but are also provided with opportunities to participate in organisational projects, where they are exposed to processes such as project management and change management. Interns are also encouraged to apply for vacant positions in the organisation, as the main goal of the programme is to increase their chances of gaining employment. 1.2.9.SACAA Trainee Programme The aviation industry is one that is growing at a very rapid rate; however, there is a shortage of specific technical skills to meet the demands of this industry. The SACAA trainee programme was, therefore, developed to attract talented young graduates in order to provide them with the necessary skills training and experience required to be appointed in aviation jobs within the organisation and the industry. A total of five trainees were appointed in the period under review, of which 90% are female. All the trainees are currently receiving training in specific aviation technical fields such as Flight Operations, Aviation Security and Air Navigation Services. The period of training for each trainee varies, as it depends on the specific area of specialisation, which determines the length of the programme. Trainees are also provided with opportunities for employment once they have successfully completed their training programme.

1.2.10. Employee Wellness Employee well-being remains a priority at the SACAA, especially with the creation of a new partnership with ICAS to provide a confidential mental health support system. The SACAA also revised and implemented Year Two of the two year Health, Safety, and Wellness Programme, with the aim of ensuring the safety of employees and improving employee health and well-being in line with the five-year Human Capital Strategy. The programme covered focus areas such as Lifestyle Management, Mental Health Awareness, Chronic Disease Management, Physical Wellness, and Managing Incapacity and Performance. Health and wellness workshops such as, but not limited to, Managing Conflict, Financial Wellness, Stress and Work-Life Balance, Gender-Based Violence, the Incapacity Process, and Cancer Awareness were presented to staff. The wellness programme also included activities such as online fitness and yoga sessions and a wellness day event where employees were provided with information on their physical health status through assessments done by various medical aid companies. Employees were also able to conduct cancer and HIV tests as part of the medical assessments provided on the day. A dietician and nutritionist also demonstrated recipes for simple, healthy food that could be prepared by employees. 1.2.11. Employee Rewards and Recognition The SACAA continued to create an appropriate environment that attracts and retains talent, which enables the execution of the organisational strategy. This was achieved, among others, through the implementation of retention strategies and providing competitive rewards that are commensurate with the contribution of employees towards the organisational strategy. As an integral component of the Employee Value Proposition (EVP), the SACAA approach towards employee rewards and recognition has been designed to continue to engage, retain, and

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