EMPLOYMENT EQUITY PLAN

2017-2020
 TABLE OF CONTENTS

Page number

Employer details 1
Introduction 2

Duration of the plan 3

Objectives for each year of the plan 3

Barriers and affirmative action measures 4 - 11

Workforce profile, numerical goals and targets 12

Table 1: Snapshot of the current workforce profile 12

Table 2: snapshot for workforce profile for people with disabilities ONLY 13

Numerical Goals 14

Numerical goals for all employees, including people with disabilities 14

Numerical goals for people with disabilities ONLY 15

Numerical targets(End of Year 1 of EE Plan) 15

Numerical targets for all employees, including people with disabilities 15

Numerical targets for people with disabilities ONLY 16

Numerical targets: (End of Year 2 of EE Plan) 17

Numerical targets, including people with disabilities 17

Numerical targets for people with disabilities ONLY 18

Procedures to monitor and evaluate the implementation of the plan 19

Dispute resolution mechanisms 19

Senior managers assigned to monitor and implement the plan 19,20

Any prescribed matter can be included 21

Signature of the Chief Executive Officer/Accounting Officer 22

 PAGE 1 OF 22 EEA13

PLEASE READ THIS FIRST

DEPARTMENT OF LABOUR

PURPOSE OF THIS FORM TEMPLATE FOR EMPLOYMENT EQUITY PLAN

Section 20 requires designated (Section 20)
employers to prepare and implement an
Employment Equity Plan which will
achieve reasonable progress towards
employment equity in the employer’s Employer Details
workforce. An Employment Equity Plan
must state- Trade name : Eskom Holdings SOC Limited
(a) The objectives to be achieved for DTI Registration name : Eskom Holdings SOC Limited
each year of the plan
(b) The affirmative action measures PAYE/SARS No : 7820718940
to be implemented as required
by section 15(2); EE Ref No : 1170
(c ) Where under representation of
people form designated groups Industry/Sector : Electricity, Gas and Water
has been identified by the
analysis, the numerical goals to Province : Gauteng
achieve the equitable
representation of suitably Tel No : 011 800 4585
qualified people from designated
groups within each occupational
level in the workforce, the Fax No : 011 800 8503
timetable within which this is to
be achieved, and the strategies Postal address : PO Box 1091
intended to achieve those goals;
JOHANNESBURG
(d) The timetable for each year of
the plan for the achievement of
goals and objectives other than 2000
numerical goals;
(e) The duration of the plan, this Physical address : Megawatt Park
may not be shorter than one
year or longer than five years;
1 Maxwell Drive
(f) The procedures that will be used
to monitor and evaluate the SUNNINGHILL
implementation of the plan and
whether reasonable progress is
being made towards
Province : Gauteng
implementing employment
equity; Name & Surname of the : Phakamani Hadebe
CEO/Accounting Officer
(g) The internal procedures to
resolve any dispute about the
interpretation or implementation
of the plan; Email address : HadebePh@eskom.co.za

(h) The persons in the workforce,

including senior managers,
responsible for monitoring and
implementing the plan; and
(i) Any other prescribed matter.
 2 of 22 EEA13

1. INTRODUCTION

Section 20 requires that a designated employer prepares and implements an Employment Equity Plan
which will achieve reasonable progress towards employment equity. An Employment Equity Plan must
state the following:

a. The objectives to be achieved for each year of the plan should meet the SMART principle as
follows:-
 Specific
 Measurable
 Attainable
 Relevant; and
 Time bound

b. Barriers and Affirmative Action Measures must be aligned with those indicated in the audit
analysis (section 19(1)) and meet the following requirements:
 Include time-frames in order to track progress in the implementation of these AA Measures;
 These time-frames should be within the duration of the EE Plan (no “on-going” permitted) and
 Include responsible persons to monitor the implementation of these AA Measures (not names
of people but designations).

c. The workforce profile, numerical goals and targets with exact time-frames according to the
duration of the plan which must be accompanied by strategies to achieve them as informed by the
findings in the audit analysis (as per section 19(2)).

d. Non-numerical goals according to paragraph b above (no need to repeat the table)

e. The duration of the plan which may not be shorter than 1 year or longer than 5 years (it must
have a start and end date in terms of day, month and year).

f. Procedures to monitor and evaluate the implementation of the plan ( which must state clear roles
of stakeholders involved in the monitoring of the plan including time-frames when the monitoring
takes place).

g. Internal procedures to resolve any dispute about the interpretation or implementation of the plan
(include the stakeholders involved in resolving the dispute and time-frames allocated for each
step of the process)

h. The persons in the workforce, including senior managers, responsible for monitoring and
implementing the plan.

i. Any other prescribed matter.

NB: It is advisable that at least 6 months before the expiry of the EE Plan a designated
employer should prepare a subsequent EE Plan (Successive EE Plan as required by
Section 23)
 3 of 22 EEA13

DURATION OF THE PLAN

Section 20 indicates that the duration of the Employment Equity Plan may not be shorter than one
year or longer than five years. The duration of the plan must have a specific start and end date, as
reflected below: (Please note that the template shown below is based on a 3 year plan)

1 April 2017 31 March 2020

Start date: (dd / mm / yyyy) to End date: (dd / mm / yyyy)

2. 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 below:

TIMEFRAMES (e.g.) OBJECTIVES

YEAR 1 1 April 2017 to 1. Eskom will progressively reduce unjustified income differentials by 2020
31 March 2018 (subject to CCMA outcome).
2. Eskom will ensure that minimum requirements on job profiles are aligned to
NQF levels by 2020.
3. Eskom will implement RPL in line with the National RPL Policy by 2020.
4. Eskom will find a long term IT solution to ensure people that are visually
impaired are catered for by 2019.
5. Eskom will implement recommendations of the audit findings to ensure all
buildings are disability friendly by 31 March 2020.
6. Eskom will assess and provide reasonable accommodation to all employed
Persons with Disabilities by 31 March 2018.
7. Eskom will increase the conducting of Disability, EE and Gender
Sensitization Awareness from 20% to 40% of Eskom employees by 31
March 2018.
YEAR 2 1 April 2018 to 1. Eskom will progressively reduce unjustified income differentials by 2020.
31 March 2019 (Subject to CCMA outcome).
2. Eskom will ensure that the minimum requirements on the job profiles are
aligned to NQF levels by 2020.
3. Eskom will implement Recognition of Prior Learning (RPL) in line with the
National RPL Policy by 2020.
4. Eskom will find a long term IT solution to ensure people that are visually
impaired are catered for by 2019.
5. Eskom will implement recommendations of the audit findings to ensure all
buildings are disability friendly by 31 March 2020.
6. Eskom will assess and provide reasonable accommodation to all
employed Persons with Disabilities by 31 March 2018.
7. Eskom will increase the conducting of Disability, EE and Gender
Sensitization Awareness from 40% to 60% of Eskom employees by 31
March 2019.
YEAR 3 1 April 2019 to 1. Eskom will progressively reduce unjustified income differentials by 2020.
31 March 2020 (subject to CCMA outcome)
2. Eskom will ensure that the minimum requirements on job profiles are
aligned to NQF levels by 2020.
3. Eskom will implement Recognition of Prior Learning (RPL) in line with the
National RPL Policy by 2020.
4 Eskom will find a long term IT solution to ensure people that are visually
impaired are catered for by 2019.
5. Eskom will implement recommendations of the audit findings to ensure all
buildings are disability friendly by 31 March 2020.
6. Eskom will increase the conducting of Disability, EE and Gender
Sensitization Awareness from 60% to 80% of Eskom employees by 31
March 2020.
7. Eskom will implement recommendations of the audit findings to ensure all
buildings are disability friendly by 31 March 2020.
 5 of 22 EEA13

3. BARRIERS AND AFFIRMATIVE ACTION MEASURES

The barriers and Affirmative Action Measures identified in the EE analysis conducted must be included in the EE Plan. These measures must include time- frames to track progress in the
implementation of the AA Measures. The time-frames must have specific dates and be within the duration of the EE Plan (no “ongoing” permitted). The designations of responsible persons to
monitor the implementation of these AA Measures should be specified.

RESPONSIBILI
BARRIERS AND AFFIRMATIVE ACTION MEASURES TY
(Designation)
Tick (√) one or more cells for each BARRIERS PROPOSED AFFIRMATIVE
category below to indicate where (PLEASE PROVIDE ACTION MEASURES
TIME FRAMES
barriers exist in terms of policies, NARRATION) (PLEASE PROVIDE
CATEGORIES
procedures and/or practice (briefly describe each of NARRATION)
the barriers identified in (briefly describe the
terms of policies, affirmative action measures
POLICY PROCEDURE PRACTICE procedures and/or to be implemented in START END
practice for each response to barriers DATE DATE
category) identified for each category)
Recruitment √  Non alignment of  Recruitment should be 1/4/2017 31/3/2018 Senior Manager
recruitment practice aligned to Section 20(3) Talent & Skills
to Section 20(3) of of the Employment
the Employment Equity Act.
Equity Act.
 Job profiles to be aligned
 Eskom does not to NQF levels.
consider NQF levels
when shortlisting.  Eskom should implement
RPL in line with National
 Eskom does not
RPL policy.
enforce the
implementation of
 Eskom to fast track the
the RPL process.
development of
 Absence of progression guidelines.
progression
guidelines to ensure  Implement control
consistency in measures to ensure
progression of representation of
employees. designated groups is
increased. The GE: HR
 Lack of to be a gate keeper for
representation of positions at Senior
 RESPONSIBILI
BARRIERS AND AFFIRMATIVE ACTION MEASURES TY
(Designation)
Tick (√) one or more cells for each BARRIERS PROPOSED AFFIRMATIVE
category below to indicate where (PLEASE PROVIDE ACTION MEASURES
CATEGORIES TIME FRAMES
barriers exist in terms of policies, NARRATION) (PLEASE PROVIDE
procedures and/or practice (briefly describe each of NARRATION)
the barriers identified in (briefly describe the
POLICY PROCEDURE PRACTICE terms of policies, affirmative action measures START END
procedures and/or to be implemented in DATE DATE
practice for each response to barriers
Management
designated groups in occupational level and
leadership and EE Assigned Manager
decision making at MPS and Senior
roles. Management levels.

The Online Application Eskom to explore a long term 1/4/2017 31/3/2018 Senior Manager
Advertising process is a challenge to IT solution to that people who HRSSU
positions
√ persons with visual are visually impaired are
impairments.
catered for.
Selection √ RPL not being fully RPL implemented and aligned 1/4/2017 30/9/2019 Senior Manager
criteria implemented. to the Skills Development Act. Talent & Skills

Appointments No barriers

Job No barriers
classification
and grading

Remuneration √ Disproportionate Income Eskom to progressively reduce 1/4/2017 31/3/2020 Senior Manager
and benefits differentials income differentials. Remuneration &
Benefits
Terms &
conditions of No barriers
employment
 RESPONSIBILI
BARRIERS AND AFFIRMATIVE ACTION MEASURES TY
(Designation)
Tick (√) one or more cells for each BARRIERS PROPOSED AFFIRMATIVE
category below to indicate where (PLEASE PROVIDE ACTION MEASURES
CATEGORIES TIME FRAMES
barriers exist in terms of policies, NARRATION) (PLEASE PROVIDE
procedures and/or practice (briefly describe each of NARRATION)
the barriers identified in (briefly describe the
POLICY PROCEDURE PRACTICE terms of policies, affirmative action measures START END
procedures and/or to be implemented in DATE DATE
√ practice
 Working for each
environment response
 Eskom to barriers
to prioritise 1/4/2017 31/3/2020 Assigned EE
seldom accommodates reasonable Manager
people with disabilities, accommodation for
especially the absence Persons with Disabilities.
of infrastructures such
as ramps for  Eskom to implement the
Work wheelchairs. recommendations of the
environment and Disability Access Audit
facilities  Working environment report.
not conducive to young
professionals  Eskom to create a
(millenniums). conducive environment for
young professional as part
of Employee Value
proposition.
Training and √ Continued use of Eskom to introduce combine 1/4/2017 31/3/2019 Senior Manager
development traditional classroom online digital media with Eskom Academy
methods as a delivery traditional classroom methods of Learning
mode to training (blended training) for all
employees.

1/4/2017 31/3/2019 Senior Manager

Eskom Performance System Eskom to explore separating the Remuneration and
Performance focuses more on monetary performance of individual from Benefits
√
and evaluation than developmental benefit. paying bonuses (pay
proportionally according to levels)

Appointment of people in the 1/4/2017 31/3/2019 Senior Manager

Succession & Talent management Eskom Academy
succession pool should be
experience √ practices are not aligned to of Learning
aligned to Employment Equity
planning Employment Equity targets
targets.
 RESPONSIBILI
BARRIERS AND AFFIRMATIVE ACTION MEASURES TY
(Designation)
Tick (√) one or more cells for each BARRIERS PROPOSED AFFIRMATIVE
category below to indicate where (PLEASE PROVIDE ACTION MEASURES
CATEGORIES TIME FRAMES
barriers exist in terms of policies, NARRATION) (PLEASE PROVIDE
procedures and/or practice (briefly describe each of NARRATION)
the barriers identified in (briefly describe the
POLICY PROCEDURE PRACTICE terms of policies, affirmative action measures START END
procedures and/or to be implemented in DATE DATE
Disciplinary practice for each response to barriers
measures No barriers

Retention of √ Lack of a retention strategy Eskom to develop a retention 1/4/2017 31/3/2019 Senior Manager
designated focusing on the attraction strategy as part of Employee Talent & Skills
groups and retention of designated Value proposition.
groups.
Corporate
No barriers
culture
 Eskom facilities are not 1/4/2017 31/3/2020 Assigned EE
 Eskom to provide a dedicated
accommodating to people Manager
budget for implementation of
12 of 22 EEA13 with disabilities and female
Access Audit results and to
employees e.g. there is no
create a conducive
place to express
environment for women &
breastmilk.
People with Disabilities.
 Access to
Reasonable systems/applications used
√  Eskom long term IT solutions
accommodation in Eskom pose a challenge
to ensure persons that are
to persons with disabilities
visually impaired are catered
(particularly the visually
for.
impaired). These
systems/applications
include amongst others:
Zenzele, Hyperwave,
SharePoint, SAP, E-Forms
and other learning solution
systems.
HIV&AIDS
prevention and
No barriers
wellness
programmes
 RESPONSIBILI
BARRIERS AND AFFIRMATIVE ACTION MEASURES TY
(Designation)
Tick (√) one or more cells for each BARRIERS PROPOSED AFFIRMATIVE
category below to indicate where (PLEASE PROVIDE ACTION MEASURES
CATEGORIES TIME FRAMES
barriers exist in terms of policies, NARRATION) (PLEASE PROVIDE
procedures and/or practice (briefly describe each of NARRATION)
the barriers identified in (briefly describe the
POLICY PROCEDURE PRACTICE terms of policies, affirmative action measures START END
procedures and/or to be implemented in DATE DATE
practice for each response to barriers
Assigned senior
manager(s) to
No barriers
manage EE
implementation

Budget 1/4/2017 31/3/2018 Assigned EE

allocation in Manager
No barriers
support of .
employment
equity goals
Time off for
employment
equity
No barriers
consultative
committee to
meet
 13 of 22 EEA13

1. QUANTITATIVE ANALYSIS
4. WORKFORCE PROFILE, NUMERICAL GOALS AND TARGETS

Workforce profile information is a snapshot of the workforce at a particular date and time, which is used
below to conduct an analysis of the workforce and, at the same time, serve as baseline information for
the setting of numerical goals and targets.

4.1 SNAPSHOT OF THE CURRENT WORKFORCE PROFILE

The workforce profile snapshot tables used for the conducting of the analysis to inform this plan are used
below as a baseline for the setting of numerical goals and targets for each year of the plan.

Workforce profile snapshot date 31 December 2016

DD / MM /YYYY

Table 1: Snapshot of workforce profile for all employees, including people with disabilities
Foreign
Male Female
Nationals
Occupational Levels Total
A C I W A C I W Male Female

16 0 2 5 2 1 0 0 0 1 27
Top management

92 18 45 117 65 10 21 23 9 2 402
Senior management

Professionally qualified and

1933 324 457 1245 1622 150 205 369 70 21 6396
experienced specialists and
mid-management

Skilled technical and

academically qualified
9876 1192 458 3092 6393 561 309 1020 52 22 22975
workers, junior management,
supervisors, foremen, and
superintendents

Semi-skilled and discretionary 7722 1036 58 440 2182 342 56 500 1 4 12341
decision making

Unskilled and defined 0 0 0 0 0 0 0 0 0 0 0

decision making

19639 2570 1020 4899 10264 1064 591 1912 132 49 42140
TOTAL PERMANENT

14 2 2 4 14 1 0 1 1 0 39
Temporary employees

19639 2570 1020 4899 10264 1064 591 1912 132 49 42179
GRAND TOTAL
14 of 22 EEA13
 Table 2: Snapshot for workforce profile for people with disabilities ONLY

Foreign
Male Female
Nationals
Occupational Levels Total
A C I W A C I W Male Female

0 0 0 0 0 0 0 0 0 0 0
Top management

0 0 0 2 0 0 0 1 0 0 3
Senior management

Professionally qualified and

33 5 4 40 17 2 4 15 0 0 120
experienced specialists and
mid-management

Skilled technical and

academically qualified
177 22 18 208 107 14 6 54 0 0 606
workers, junior management,
supervisors, foremen, and
superintendents

Semi-skilled and 327 44 7 31 78 10 3 24 0 0 524

discretionary decision making

Unskilled and defined 0 0 0 0 0 0 0 0 0 0 0

decision making

537 71 29 281 202 26 13 94 0 0 1253

TOTAL PERMANENT

0 0 0 0 0 0 0 0 0 0 0
Temporary employees

537 71 29 281 202 26 13 94 0 0 1253

GRAND TOTAL

15 of 22 EEA13

4.2 NUMERICAL GOALS

 Numerical goals must include the entire workforce profile, and NOT the difference that is projected to be
achieved by the end of this EE Plan. Below are two tables on numerical goals, one covering all
employees, including people with disabilities, and the other covering people with disabilities ONLY.

Start date: 1 April 2019 End date: 31 March 2020

DD / MM / YYYY DD / MM / YYYY

Numerical goals for all employees, including people with disabilities

Foreign
Male Female Nationals
Occupational Levels Total
A C I W A C I W Male Female

Top management
14 1 1 4 3 1 1 1 0 1 27

Senior management 97 18 26 82 94 16 11 20 6 0 370

1890 279 385 980 1711 164 169 298 46 15 5938

Professionally
qualified and
experienced
specialists and mid-
management

9624 1100 373 2353 5935 493 252 787 23 13 20953

Skilled technical and
academically qualified
workers, junior
management,
supervisors, foremen,
and superintendents

Semi-skilled and 5529 782 48 275 1764 268 58 344 0 1 9070

discretionary decision
making

Unskilled and defined 0 0 0 0 0 0 0 0 0 0 0

decision making

17154 2180 833 3694 9507 942 491 1450 75 31 36357

TOTAL PERMANENT

0 0 0 0 0 0 0 0 0 0 0
Temporary employees

17154 2180 833 3694 9507 942 491 1450 75 31 36357

GRAND TOTAL
16 of 22 EEA13

Numerical goals for people with disabilities ONLY

Total
Male Female Foreign Nationals
Occupational Levels A C I W A C I W Male Female

0 0 0 0 0 0 0 0 0 0 0
Top management

3 2 2 9 3 2 2 4 0 0 27
Senior management

Professionally
qualified and
37 7 5 43 22 4 6 19 0 0 143
experienced
specialists and mid-
management

Skilled technical and

academically qualified
workers, junior 182 25 20 212 110 16 7 55 0 0 627
management,
supervisors, foremen,
and superintendents

Semi-skilled and
332 46 8 33 83 12 5 28 0 0 547
discretionary decision
making

Unskilled and defined 0 0 0 0 0 0 0 0 0 0 0

decision making

554 80 35 297 218 34 20 106 0 0 1344

TOTAL PERMANENT

0 0 0 0 0 0 0 0 0 0 0
Temporary employees

554 80 35 297 218 34 20 106 0 0 1344

GRAND TOTAL

17 of 22 EEA13

4.3 NUMERICAL TARGETS

Numerical targets must include the entire workforce profile, and NOT the difference that is projected to be
achieved by the next reporting period. Below are two tables on numerical targets, one covering all
employees, including people with disabilities, and the other only covers people with disabilities ONLY.
 Numerical targets: (End of Year 1 of EE Plan)

Start date: 1 April 2017…………….……..……. End date: 31 March 2018

DD / MM / YYYY DD / MM / YYYY

Numerical targets for all employees, including people with disabilities

Foreign
Occupational Male Female
Nationals Total
Levels
A C I W A C I W Male Female

14 1 1 4 3 1 1 1 0 1 27
Top management

97 18 26 82 94 16 11 20 6 0 370
Senior management

Professionally 1890 279 385 980 1711 164 169 298 46 15 5938
qualified and
experienced
specialists and mid-
management

Skilled technical and 9624 1100 373 2353 5935 493 252 787 23 13 20953
academically
qualified workers,
junior management,
supervisors, foremen,
and superintendents

Semi-skilled and 5529 782 48 275 1764 298 58 433 0 1 9070

discretionary decision
making

Unskilled and defined

0 0 0 0 0 0 0 0 0 0
decision making

TOTAL 17154 2180 833 3694 9507 942 491 1450 75 31 36357
PERMANENT

Temporary
0 0 0 0 0 0 0 0 0 0 0
employees
17154 2180 833 4694 9507 942 491 1450 75 31 36357
GRAND TOTAL
 18 of 22 EEA13

Numerical targets for people with disabilities ONLY

Male Female Foreign Nationals

Total
Occupational Levels
A C I W A C I W Male Female

Top management 0 0 0 0 0 0 0 0 0 0 0

2 2 2 7 3 1 2 3 0 0 22
Senior management

Professionally
qualified and
32 6 5 42 22 4 5 17 0 0 133
experienced
specialists and mid-
management

Skilled technical and

academically qualified
workers, junior 177 24 20 210 109 14 6 52 0 0 612
management,
supervisors, foremen,
and superintendents

Semi-skilled and
327 45 7 32 82 10 3 24 0 0 530
discretionary decision
making

Unskilled and defined

0 0 0 0 0 0 0 0 0 0 0
decision making

538 77 34 291 216 29 16 96 0 0 1297

TOTAL PERMANENT

Temporary employees 0 0 0 0 0 0 0 0 0 0 0

538 77 34 291 216 29 16 96 0 0

GRAND TOTAL 1297

19 of 22 EEA13

Numerical targets: (End of Year 2 of EE Plan)

 Start date:1 April 2018 …………….……..……. End date: 31 March 2019………………………
DD / MM / YYYY DD / MM / YYYY

Numerical targets, including people with disabilities

Foreign
Male Female
Occupational Levels Nationals Total
A C I W A C I W Male Female

14 1 1 4 3 1 1 1 0 1 27
Top management

97 18 26 82 94 16 11 20 6 0 370
Senior management

1890 279 385 980 1711 164 169 298 46 15 5938

Professionally
qualified and
experienced
specialists and mid-
management

Skilled technical and

9624 1100 373 2353 5935 493 252 787 23 13 20953
academically qualified
workers, junior
management,
supervisors, foremen,
and superintendents

Semi-skilled and 5529 782 48 275 1764 298 58 433 0 1 9070

discretionary decision
making

Unskilled and defined

0 0 0 0 0 0 0 0 0 0
decision making
17154 2180 833 3694 9507 942 491 1450 75 31 36357
TOTAL PERMANENT

Temporary employees 0 0 0 0 0 0 0 0 0 0 0

17154 2180 833 4694 9507 942 491 1450 75 31 36357

GRAND TOTAL
 20 of 22 EEA13

Numerical targets for people with disabilities ONLY

Male Female Foreign Nationals

Occupational Levels Total
A C I W A C I W Male Female

0 0 0
Top management 0 0 0 0 0 0 0 0

3 2 2 8 4 1 2 4 2 6 34
Senior management

Professionally
qualified and
33 6 5 44 23 4 5 18 17 49 204
experienced
specialists and mid-
management

Skilled technical and

academically qualified
workers, junior 179 24 20 212 111 15 7 53 15 38 674
management,
supervisors, foremen,
and superintendents

Semi-skilled and
329 46 8 34 83 11 4 24 2 1 542
discretionary decision
making

Unskilled and defined 0

0 0 0 0 0 0 0 0 0 0
decision making

544 78 35 298 221 31 18 99 36 94 1454

TOTAL PERMANENT

Temporary employees 0 0 0 0 0 0 0 0 0 0 0

544 78 35 298 221 31 18 99 36 94 1454

GRAND TOTAL
5. STRATEGIES TO ENSURE THAT THE NUMERICAL TARGETS ARE ACHIEVED

The following strategies will be implemented to ensure that the numerical targets are met:

 Divisions have developed their own Employment Equity Plans aligned to the National EE Plan.

 Recruitment opportunities available will be identified and ring-fenced for Employment Equity
Purposes.

 The Group Executive Human Resources and Assigned Employment Equity Manager will approve
recruitment requisitions at Top Management, Senior Management and Professionally qualified
and experienced specialists and mid-management occupational levels.

 Succession pools will be aligned to the Employment Equity Plan to ensure designated groups are
given preference.

 The Workplace skills plan will be aligned to the Employment Equity Plan will be aligned to the
Employment Equity Plan to provide the necessary competencies to advance to the next
occupational levels.

 The leaner pipeline will be aligned to the Employment Equity Plan to ensure that there is the
correct mix to feed into the Employment Equity Plan.

 The Assigned Employment Equity Manager will monitor implementation of the Employment
Equity Plan.

6. PROCEDURES TO MONITOR AND EVALUATE THE IMPLEMENTATION OF THE PLAN

All the structures for monitoring and evaluating the progress of the plan should be specified with clear
roles and responsibilities for the stakeholders involved including time frames when the monitoring takes
place.

STAKEHOLDER ROLE/RESPONSIBILITY FREQUENCY

 Compliance Office  Ensure that Employment Equity &  Twice a year.
related legislations are complied
with.

 Eskom Executive  Make budget available to  Quarterly

Committee implement all Employment Equity
requirements.
 Ensure employment equity act is
responded to accordingly and that
all Eskom processes are align.
 Appoint Eskom EE Assigned
Manager
 Ensure Divisions implement
Employment Equity as per agreed
Eskom EE Plan.

 Human Resources  Play an oversight role to divisions  Monthly

Executive Committee to ensure implementation of
Eskom EE Plan.

 Assigned EE Manager  Develop strategy for implementing  Monthly

EE
 Take a lead in the development of
 the EE Plans & Reports in
consultation with stakeholders
 Monitors and reviews
implementation of employment
equity in consultation with
stakeholders.
 Employment Equity and  Serves as a consultative forum on  Quarterly
Skills Development matters of consultation
Committees.

7. DISPUTE RESOLUTION MECHANISMS

Parties will attempt to utilise all possible avenues in their disposal to reach consensus before referring
issues to Dispute Settlement Mechanism. Disputes will be dealt with in accordance with Part 6 of the
Recognition Agreement.
Internally:
1. The grievance procedure (unique identifier 32-1114) will be instituted to resolve disputes raised
by individual employees.
2. Division EE/SD committee dispute: Dispute at this level must be escalated to the Group
Executive of the Division. If the matter remains unresolved it should be referred to the National
Employment Equity and Skills Development Committee as recourse.
3. National EE/SD Committee dispute: Matters of dispute this level must be referred to Eskom CE.

Externally:
Any matter of dispute that remain unresolved that relates to chapter 2 of the EEA must be referred to the
CCMA as prescribed in Section 10 of the Employment Equity Act. Any other matter of dispute other than
those of chapter 2 must be referred as prescribed in Section 34 of the Employment Equity Act.

8. SENIOR MANAGERS ASSIGNED TO MONITOR AND IMPLEMENT THE PLAN

8.1 Group Chief Executive

The Chief Executive is an accountable person for matters relating to Employment Equity. In consultation
with the Board and his/her Executive Team Members, he decides on the transformation agenda of the
organisation.

8.2 Eskom Assigned EE Manager

He/she drives the transformation agenda of Eskom in consultation with the stakeholders. He/she develop
the Eskom EE Plan & Report as well as all other documents required to implement the EE Act
requirements. She/he is also responsible for monitoring and implementing an employment equity plan
and drives all matters that relate to employment equity. Furthermore, the assigned Employment Equity
manager gives directives and supports Divisions for effective implementation of employment equity.

8.3 Group /Divisional Executives

Each Group/Divisional executive carries the accountability to ensure that the divisional plans supporting
this plan are implemented in respective divisions. She/he must ensure that the division complies with the
requirements of the Employment Equity Act. She/he must ensure that employees in their division are
made aware of this plan. Progress on implementation of divisional employment equity plans must be
reported on a monthly basis to the Eskom Assigned Employment Equity Senior Manager.

8.4 Divisional Senior Human Resources Business Partners

The Divisional Senior Human Resource Business Partner is responsible for monitoring and implementing
a divisional employment equity plan and all divisional matters that relate to employment equity.

9. ANY PRESCRIBED MATTER CAN BE INCLUDED.

See Annexure 1: Eskom Holdings EEA12 Form.

SIGNATURE OF THE CHIEF EXECUTIVE OFFICER/ACCOUNTING OFFICER

Chief Executive Officer/Accounting Officer

I --------------------------------------------------------------------------- (full Name) CEO/Accounting Officer of

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hereby declare that I have read, approved and authorized this EE Plan.

Signed on this -----------------day of -------------------------------------------------year----------------------------

At place:-----------------------------------------------------------------------------------------------------------------

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Chief Executive Officer /Accounting Officer