5 Compile the Employment Equity plan
The employment equity plan is a standard form (EEA 13) and contains the information from your barrier analysis, the affirmative action measures and numerical goals. If you also have an employment equity strategy, all the information required to complete the plan should be easily available. The typical duration of an employment equity plan is 3 years. The start and end date is important as this has an impact on your report (form EEA 2) to the Department of Labour. You should allow sufficient time for consultation with the employment equity forum before your report is due each year.
The objectives of the plan is a summary of the affirmative action measures that you plan to implement in each year of the plan. You may also include a summary of the goals to achieve in each year.
Objectives for each year of the plan: The objectives for each year of the plan, which should be specific, measurable, attainable, relevant and time bound, are reflected in the table on the right side: The affirmative action section of the plan includes time frames for the implementation as well as the designation of persons responsible.
The plan also includes the current workforce profile (this is the baseline workforce profile) for all employees and employees with disabilities only, which should correspond to the profile used for the barrier analysis (form EEA 12).
Snapshot of workforce profile for all employees, including people with disabilities:
Following the employee profile, you complete the numerical goals profile for all employees and employees with disabilities only. The numerical goals refers to the duration of the entire plan – this should be the planned future employee profile as at the end date of the employment equity plan.
Numericals goals for all employees, including people with disabilities:
Numerical targets, the planned employee profile at the end of each year of the plan are completed in the same format for all employees and employees with disabilities only.