1. DIRECTORATE: HUMAN RESOURCES
Presentation on the Roles of Managers
15 May 2007

2. Role of Managers
Manage performance to VUT goals – Plan, Implement, Review and Improve
Resource Management
Recruitment Strategy
Employee Relations and Conflict Management
Compliance Management
Health and Safety
Represent the Employer

3. Performance Management
Purposes:
Communicate performance expectations
Assess suitability in respect of employees on probation
Basis for rewarding excellent performance
Ensure compliance with the policies and legislative framework regulating the operations of the university

4. Performance Management (Contd..)
Features
Contract between line manager and subordinate
Assumes that an employee is paid for the day-to-day performance of duties
Key Performance Areas = dimensions of work, e.g. Admin, Teaching, etc
Outputs = Why perform?, e.g. Admin to ensure compliance

5. Performance Management (Contd…)
Features
Standards = How to measure?, e.g. Compliance = clean audit
Performance indicators = How do we tell when good performance has happened?, e.g. approved reports/strategies
Developmental Goals
Remedial Plan for any deviations from the standards

6. Performance Management (Contd…)
Features
Service Level Agreements for inter-departmental operations
3-point scale
1 = Performance improvement plan is required
2 = Performance meets set and agreed standards
3 = Excellent Performance

7. Performance Management (Contd…)
Considerations
Higher education imperatives (targets/norms)
What constitutes a university – teaching, research and community engagements
Budgetary constraints
Qualification requirements
Need for continuous improvement (PIRI model of quality)
HEQC criteria for human resources management

8. Performance Management (Contd…)
Considerations continued:
Cascading model from VC to the lowest levels
360º assessment (student/peer reviews, management, self-assessment, etc.)
Evidence led assessment
Semester progress reviews
Goal setting and assessment committee
Line managers to make presentations once annually before the budget allocation and at the end of the year to account

9. RECRUITMENT STRATEGY Scarcity of skills Equity Imperatives
Permanentisation of staff v/s outsourcing

10. SUPPLY DEMAND 2010 Projects Engineering Industry Competition
Internationalization
Engineering
Applied & Computer Sciences
Recurriculation
Relevance of qualifications
University of Technology
DoE Criteria
Job Profiling
Subventions
Mass recruitment outside South Africa
Expedited appointments
Build own timber
Improved PBC system

11. Employee Relations Processes
VUT Experiences

12. Critical Issues Legitimate expectations Compliance management
Labour relations management
Conflict/disputes in the workplace
Exits and terminations
External litigation
Role in respect of unions

13. Legitimate Expectations
Promises
Senior with authority
Communicating with candidates on interview recommendations
Conduct
Planning for the next year
Encouraging employees not to seek jobs
Omission
“I will come back to you”

14. Compliance Management
Employment of expatriates
Know your business and its needs
Overtime, health and safety
Know your policies and procedures
Know your legislation

15. Labour Relations Management
Employee discipline
Capacity
Health
Non-performance
Conduct
Grievance handling
Conflict/dispute
Prevention, management and resolution

16. Exits and Terminations
Resignation
Dismissal
Conduct
Capacity
Operational requirements / retrenchments
Forced resignations
Constructive dismissal
Death

17. External Litigation Department of Labour
Commission for Conciliation, Mediation and Arbitration (CCMA)
Labour court / High court
Labour Appeal Court
Constitutional Court
Managers must attend to defend own actions
Very costly

18. Role i.r.o. Unions Unions in the workplace Partnership with unions
NUTESA
NEHAWU
Solidarity
Partnership with unions
Time off to be managed by line
Management prerogative v/s union activities on campus

19. Conclusion Managers play a critical role in:
Ensuring cost-effective procurement and management of all resources;
Ensuring a safe and healthy working environment;
Maintaining discipline and managing conflicts in the workplace; and
Representing the employer in all respects

20. Thank You