Management - Definitions

Management - Definitions

  • In Detailed View, the user will capture details for each individual which ties up to the details which are usually requested by verification agencies during verification time. In the Detailed View details can also be added manually (ie per person), or via a spreadsheet (a bulk upload). The template for the required spreadsheet is made available for download when clicking on the “From a Spreadsheet” button.  Please note that the system has been designed to reject any upload where changes have been made to the structure or format of the template.  You will need to select a “designation” or occupational level for each person that you add:

 

  • The Management Control element measures the effective control of entities by Black people. The entities are measured based on the participation of black people and black women at Board, Executive Management, Senior Management, Middle Management, Junior Management, and black employees with disabilities.

 

  • Distinguishing between Other Executive Management and Senior Management – you will need to indicate whether you apply a distinction. In companies where the structure is flat, these two indicators are then collapsed, and target percentages and weighting points merged. 
  • Distinguishing between Other Executive Management and Senior Management – you will need to indicate whether you apply a distinction. In companies where the structure is flat, these two indicators are then collapsed, and target percentages and weighting points merged. 

  • Executive Director– A member of the Board who is involved in the day-to-day management of the company or is in the full-time salaried employment of the company (or its subsidiary) or both.

  • Non-Executive Director– A director who sits on the Board but is not an employee of the organisation or involved in the day to day running of the business.

  • Independent Non-Executive Director – A non-executive director who has no interest, be it either financially or otherwise, within the organisation other than being a director.

  • Other Executive Manager– An employee of the company who is:
    • an executive management that do not serve on the board of directors such as HR Executive, transformation executive ad any other employees holding similar position
    • a member of the occupational category “Top Management” as determined using the Employment Equity regulations;
    • appointed by or on the authority of the Board to undertake the day-to-day management of the organisation; and
    • who has individual responsibility for the overall management and financial management of the organisation; and d) who is actively involved in developing and implementing the organisations overall strategy.

  • Other Top Manager – An employee of the company who is:
    • a member of the occupational category “Top Management” as determined using the Employment Equity regulations;
    • appointed by or on the authority of the Board to undertake the day-to-day management of a specific department; and
    • who has individual responsibility for a specific department.  
    • Examples: CIO, Head of Marketing, Head of Human Resources, and other people holding similar positions.

  • Senior, Middle and Junior Management– as per the definitions in the Employment Equity Reports.

  • Voting Rights - Refers to the voting rights of directors.  Generally, each director will have one vote per person (ie 100% divided by the total number of directors registered with CIPC), but this can be adjusted within the company documents (shareholders agreement, memorandum of association, etc.)  depending on company policy, equity interest, etc.

 

  • Foreign – A person who is not a South Africa citizen will not qualify for BEE purposes. Citizenship must have been obtained prior to April 1994, or if not, the person must have been eligible to obtain citizenship prior to that date.

  • “Employee with a Disability”– refers to an employee classify who have a disability that meets the criteria specified in the Employment Act No 55 of 1998 and the Code of Good Practice on Key Aspects of Disability in the Workplace which defines disability as follows:
    • "People who have long-term or recurring physical or mental impairment, which substantially limit their prospects of entry into, or advancement in, employment".
    • This can be evidence with the employee completed EEA1 form (self-declaration of disability) and also a doctor’s letter confirming a disability, should be indicated as disabled.

 

  • EAP” Refers to the demographics that are taken into consideration when calculation your Management Control score. It stand for ‘’ Economically Active Population’’ as determined and published by Stats SA. The operative EAP for the purposes of any calculation under the Codes will be the most recently published EAP.

 

 

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