Higher Education Transformation Network Presentation to Parliamentary Protfolio Committee on Higher Education Higher Education Amendment Bill 36 of 2015 16 February 2016 Dr Ingrid Tufvesson: Board Chairperson

About the HETN Independent network of alumni from various Univs & TVET Colleges across South Africa Established 11 February 2011; registered NPO (116-851) Committed to transformation of higher education and all economic sectors of South Africa. Lobbying, providing policy advocacy and promoting quality research output Collaboration with govt, tertiary institutions, private sector and development agencies Improved access to higher education by poor communities

Objectives of the HETN Lobby & provide policy advocacy for the transformation of higher education through the promotion of open learning principles in different educational sectors; Programme Implementation through strategic Partnerships with state / allied roleplayers; Promote quality research output & innovative learning methods & programmes for the transformation of higher education through research Motivate, support and prepare students for the world of work. Engage and enlist universities, TVET Colleges, SETA’s, Host Employers to empower graduates. Mobilize resources and stakeholders to support a faster absorption of graduates in the economy. Conduct research and provide vital statistics on graduate empowerment. Build a reliable graduate database and tailor make graduate empowerment solutions

Objectives of Presentation LINK BETWEEN EDUCATION & POVERTY ERADICATION NATIONAL DEVELOPMENT PLAN (NDP) TARGETS THE NEED FOR STRONG STATE REGULATION TO ATTAIN HIGHER EDUCATION TRANSFORMATION NON-COMPLIANCE WITH EMPLOYMENT EQUITY LEGISLATION POOR INSTITUTIONAL CULTURE POOR STATE OF TRANSFORMATION IN THE HIGHER EDUCATION SECTOR REJECTIONISM & DENIALISM BY VICE-CHANCELLORS ABSENCE OF FEMALE SOUTH AFRICAN PROFESSORIAT PRIVATIZATION OF UNIVERSITY RESERVES

Transformation: A Legislative Imperative Constitution- All citizens need equal access to education Education White Paper (2007) on Transformation of higher education: - “all existing practices, institutions and values are viewed anew and rethought in terms of fitness for the new era” Equity of Access to all who seek to attain potential Meets national development needs incl global economic needs Contributes to advancement of all forms of knowledge & scholarship upholding academic quality Supports a democratic ethos & common commitment to human development in a non racist non sexist social order

Link between Education, Employability & Poverty Eradication Rodrik (2006:14) - Higher education is correlated with better employment outcomes and greater labour market participation. Rodrik (2006: 14) – It takes a completed university degree to mostly escape unemployment in South Africa”. Lloyd-Ellis (2000: 3) - Countries where tertiary education for dependants is responsibility of parents (as opposed to state), parental incomes affect the human capital acquisition of dependants. Children of parents who cannot afford quality tertiary education are most likely not to send their offspring to tertiary education leading to low future earning potential for the offspring.

National Development Plan Vision 2030 Policy Justification National Development Plan Vision 2030 Education is very critical to eliminate poverty and social inequality Higher education avenue for social mobility, strengthens equity and social justice Objective: Expand the production of highly skilled professionals & enhance the innovative capacity of the nation. Women & Africans to form 50% of academic & research staff

National Development Plan Vision 2030 To eliminate poverty and create 11 million jobs by 2030. Higher education has a key role to play in "writing a new story for South Africa" (2011: 4) “Higher education is the major driver of the information-knowledge management system, linking it with economic development. However, higher education is much more than a simple instrument of economic development. Education is important for good citizenship and enriching and diversifying life" (2011: 274). “Universities should be welcoming for black and female teachers, students and researchers” to ensure “significant progress in reversing gender and racial imbalances in the higher education sector to ensure that Africans and women make up 50% of the teaching and research staff”

Need for Strong State Regulatory Intervention Poor will to support Government by Higher Education Managers; Negligible progress attained in reaching the targets set by the NDP to date Transformation Charters and Policies in Place but Poor Implementation and Mere Lip Service by Vice-Chancellors Utilization of Public Funds in frivolous litigation and settlement payoff to “silence” former employees. Alleged compromising of excellence & decline in managerial or academic quality and standards Non-Compliance with Employment Equity targets (compliance purposes) Lack of Compliance enforcement by the Council for Higher Education (CHE) Undermining by Vice-Chancellors due to Non-statutory Advisory Status of Makgoba Transformation Oversight Committee Disproportionate employment of blacks / Africans as Contractors & rehiring of white retirees as Consultants Hijacking of alumni bodies and Senates by Solidariteit/ Afriforum Discriminatory workplace practices Workplace Victimizations & Poor Career Growth Adverse Organisational Culture Disproportionate / Secretive Remuneration scales High Turnover of Black Graduates and Staff

DHET Stats: Workforce Profile of University Staff Staff Category Female Male Total Instruction and Research Staff 7 853 9 598 17 451 Administrative Staff 15 776 10 517 26 293 Service Staff 1 884 2 712 4 596 25 513 22 827 48 340 DHET Stats: Workforce Profile of TVET College Staff Staff Category Female Male Total Management Staff 646 490 1 136 Lecturing Staff 1 528 1 576 3 104 Support Staff 1 820 786 2 606 3 994 2 852 6 846

Poor State of Transformation- Council & Senate Profiles Source Data: Govinder, K., Makgoba, MW., An Equity Index for South Africa, South African Journal of Science 109 (5/6) (May/June 2013) 6-7. http://dx.doi.org/10.1590/sajs.2013/a0020 KS. Govinder, NP. Zondo, MW. Makgoba, A new look into demographic transformation for universities in South Africa, South African Journal of Science (2013) Institution Council EI Rank Senate EI University of KwaZulu-Natal 14.1 (44.6) 1 46.4 (89.3) 5 Mangosutho University of Technology 21.3 2 28.4 University of Fort Hare 23.9 3 50.3 6 University of Venda 29.2 4 42.2 Tswane University of Technology 39.1 45.2 Cape Peninsula University of Technology 42.3 82.7 12 University of Limpopo 50.6 7 36 University of South Africa 51 8 61.3 Central University of Technology, Free State 55.1 9 69.7 University of Johannesburg 56.2 10 83.7 13 Durban University of Technology 63.8 11 82.4 Nelson Mandela Metropolitan University 88.2 14 Rhodes University 64.4 98 17 University of Witwatersrand 65.3 96 16 University of Western Cape 70.4 15 79.2 University of Pretoria 74.8 93.8 University of Cape Town 102.7 18 University of the Free State 77.7 116.1 20 North West University 81.2 19 70.5 University of Stellenbosch 121.9 113.3

Poor State of Transformation- Staff Complement Source Data: Govinder, K., Makgoba, MW., An Equity Index for South Africa, South African Journal of Science 109 (5/6) (May/June 2013) 6-7. http://dx.doi.org/10.1590/sajs.2013/a0020 KS. Govinder, NP. Zondo, MW. Makgoba, A new look into demographic transformation for universities in South Africa, South African Journal of Science (2013) Institution Name 2007 Overall 2011 Overall Years to Transform 2007 Instructional/research professional 2011 Instructional/research professional Cape Peninsula University of Technology 76.6 64 20 80.9 70.2 26 Central University of Technology 46.4 42.3 41 75 64.6 25 Durban University of Technology 59.9 56.4 71 66.8 Mangosuthu University of Technology 18.6 18 120 43.3 35.6 Nelson Mandela Metropolitan University 73 69.4 77 96.1 91.3 76 North West University 62.4 71.1 -33 78.1 83.6 -61 Rhodes University 45.4 43 72 99.5 97.2 169 Tshwane University of Technology 38.9 29.3 12 66.2 51.3 14 University of Cape Town 77.2 76.4 382 94.3 89.7 78 University of Fort Hare 14.2 11.5 17 35.4 29.6 University of Johannesburg 55.8 46 19 83.8 75.3 35 University of KwaZulu-Natal 52.7 48.5 70.7 69.6 253 University of Limpopo 14.3 12.2 23 27 20.4 University of Pretoria 67.6 50 93.8 92.8 371 University of South Africa 56.5 36.9 8 56.6 11 University of Stellenbosch 92.9 91.5 261 103.9 101.9 204 University of the Free State 68.4 -156 110.9 90.5 University of Venda 25.3 40 34.9 32.3 University of Western Cape 81.6 80 200 74.1 92 University of Witwatersrand 49.2 44.8 79.7 82 University of Zululand 15.7 29.4 26.5 37 Vaal University of Technology 29.5 21.3 10 65.8 42.9 7 Walter Sisulu University 11.2 13.5 -23 18.9 16.5 28

Non-Compliance with Employment Equity Soudien Commisson (2008) – “a common problem encountered in higher education is the lack of understanding on the part of academic and professional staff members of the importance of employment equity”. Anti-Racism Network in Higher Education (ARNHE, 2008), - “employment equity planning at most institutions of higher learning has become a compliance exercise to appease government with no focused discussions, leadership and direction in the institution”. Department of Higher Education and Training (2014), “the workforce profile of university staff indicates a majority of females mostly concentrated in the administrative support staff functions whilst males (mostly white males) are concentrated in the upper echelons of the managerial, instructional and research staff. Although white and black males are in minority within the higher education sector, they dominate the management occupational levels in senior and top management roles as well as the professional ranks overwhelmingly. White females still dominate the senior management roles within the sector. Leathwood and Read (2009) highlight that the continuing absence of women from what are considered ‘traditionally masculine professions such as geology, political science, quantitative courses, hard sciences (chemistry and physics), and so forth, in higher education institutions further raises questions about the supposed gender parity within the sector.

Rejectionism & Denialism by Higher Education Managers Universities SA (2015: 2 -3), dismisses the Govinder et al (2013) study as “reductionist, essentialist and one-dimensional”…….recommendations being founded in a “highly flawed and a much discredited assessment”. Cloete (2014) “Govinder, et al (2013) “equated equity with transformation, and delinked equity from development and performance”………”fell into the trap of a prevailing South African condition of using transformation as a code word for race”. Cloete (2014) “the formula used in the paper produced a result in which several of the most equitable institutions were those being run by a government-appointed administrator”. Cloete (2014) “common South African form of accusatory politics”………“unintended consequence of the Equity Index of the Transformation Oversight Committee” is an “over-focus on equity for a privileged elite”. Universities SA / Vice-Chancellors undermine advisory non-statutory status of Makgoba Oversight Committee but sang praises to Soudien Commission in 2008

Rejectionism & Denialism by Higher Education Managers Dereliction of Duty by University Councils & Vice-Chancellors requiring Direct State Intevention Unilateral disregard for national interest and imperatives by Vice-Chancellors and university Councils. (NWU R10m Fraud Case As an Example) Conspiracy of silence to hide fraud at NWU involving former Vice-Chancellor, Dr Theuns Eloff, who unilaterally transferred and “donated” R10m to a trust without Council approval and proceeded to work for the beneficiary. No charges Irrespective of criminal charges & internal forensic audit report by Gobodo; Beneficiaries of “donation” paid themselves R3.6m as “management fees” NWU Council loyalists and apologists influenced a Council resolution on the 19th June 2015 to unethically and improperly retroactively “approve” the alleged crime. Dr Eloff remains uncharged due to influence of Chairperson of Council Adv. Kruger’s relationship as ExCo member of FW De Klerk Foundation and Director of Centre for Constitutional Rights whilst Dr Eloff is Board Chairperson

Absence of Female South African Professorate Data Source: Tom Moultrie (UCT, 2013) & DHET Full Professors 2,174 Associate Professors 1,860 Total 4,034 Female Full Professors 534 Female Associate Professors 659 Male Professors 1,640 Male Associate Professors 1201 Total 2,174 Black Female Professors 43 Black Male Professors 260 Total 303

Privatization of University Reserves & Flouting of PFMA Institutions of Higher learning which Were Able to Amass Large Reserves from Apartheid State Subsidies need to Declare these Reserves back to the State for Equal Distribution in the National Fiscus Institution Name Accumulated Earnings/ Reserves University of Cape Town Investments- R3.7bn R6.1bn - Reserves University of Johannesburg R10m University of Pretoria Capitalisation Investments – R45bn (2009) Reserves – R9.8bn University of Stellenbosch R7.9bn - Investments University of the Free State R3.3bn –Total Reserves University of Witwatersrand R1.7bn - Investments

Privatization of University Reserves: University of Pretoria Placing a national public institution under the control of private sector interests & diverting funds from public coffers to private company subsidiaries whose operations, investments, accountability, Director appointments and remuneration are conducted without public oversight & accountability, contravenes the PFMA & creates opportunities for rampant covert corruption that continues with impunity. Tuks Sport (Pty) Ltd (100% shareholding) Enterprises at University of Pretoria (Pty) Ltd (100% shareholding) Research Enterprises at University of Pretoria (Pty) Ltd (100% shareholding Health Enterprises at University of Pretoria (Pty) Ltd (100% shareholding) Enterprises at University of Pretoria Trust (100% shareholding) Business Enterprises at University of Pretoria (Pty) Ltd (100% shareholding) Continuing Education at University of Pretoria Trust (100%) shareholding) InSiAva (Pty) Ltd (75% shareholding) Vicva Investments (Pty) Ltd (75% shareholding) BALSS (Pty) Ltd (50% shareholding) Bookmark at UP (Pty) Ltd (30% shareholding)

Statutory Amendments Critical due to:- Need for Accountability by University Council and Vice-Chancellors Remove the Hidden Power of Universities SA Remove the Passive / Active Resistance by Higher Education Managers Enforcement of Compliance of the Institutional Founding Statutes with the Constitution of the Republic Financial Accountability & Compliance with PFMA PFMA external audits by Auditor-General as is the case with other public entities of the state The national interests of the Republic of South Africa The attainment of the Republic’s NDP Vision 2030 goals and objectives. Uals

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