BEE Partner, South Africa Economy Watch

Depending on the size of a business, the management control provision presents an interesting challenge in the QSE environment. Many QSEs have a single owner who retains sole management control over the entity. The size of the business does not warrant a second top manager. In practical terms, the business also does not have the cash flow to employ a Black person of the calibre comparable to corporate business. Read the rest of this entry »

To understand the management control scorecard, the definition of top management needs deciphering. Although the Codes do not define the term, they do define “top manager” so one can assume that a top manager represents top management. A top manager is: Read the rest of this entry »

To understand the management control scorecard, the definition of top management needs deciphering. Although the Codes do not define the term, they do define “top manager” so one can assume that a top manager represents top management. A top manager is: Read the rest of this entry »

Bonus points

Two bonus points are available in employment equity. The bonus points are based on what the Codes term EAR EAP stands for “economically active population“. The Codes do not provide a clear explanation on how the bonus points are to be calculated. What follows is my interpretation on how to calculate bonus points. The two points are allocated to each indicator based on the indicator’s percentage of total points available. If the management indicator meets its EAP target, the bonus points would be 2s x 2 points. If the employee indicator reaches its EAP target, then the bonus points would be ¹₂-⁽₅². x 2 points. Read the rest of this entry »

Split compliance targets

The employment equity scorecard splits the compliance targets between 0 to 5 years and 6 to 10 years. The Codes acknowledge that transformation is not going to be an overnight phenomenon and that businesses will take a while to establish Black people in relevant employment positions. They have provided moderate targets for the first five years in consideration of this. Overnight transformation strategies are unlikely to result in sustainable development.

The management indicator

The majority of points, 15, are allocated to this indicator. The management indicator is subject to the gender adjustor and full points will only be scored where 50% of the management targets for Black people are held by Black women. The targets are split. The target for 0 to 5 years is 40% of total management and the target for 6 to 10 years is 60% of total management positions that should be held by Black people. Read the rest of this entry »

Calculations of BEE Skills Development

The calculations of skills development spend includes expenditure on learning programmes and in-service training programmes. The following calculation assumes the indicator is subject to adjusted recognition for gender.

Measurement of the skills development spend indicator

The calculation of the adjusted recognition for gender is as follows:

A = B/C + C

A = the adjusted recognition for gender

B = the skills development spend on Black employees divided by the leviable amount

C = the skills development spend on Black women employees divided by the leviable amount Read the rest of this entry »

Targets

Achievement of the allocated points is based on the measured entity reaching the compliance targets. The compliance targets in this element are fairly ambitious because very few suppliers will have a decent BEE status level, particularly in the early stages of this policy. The Codes accounted for this by splitting the compliance targets from years 0 to 5 with a target of 40% and years 6 to 10 with a target of 50%. The QSE targets are substantially lower than those provided in the generic scorecard. Read the rest of this entry »

The enterprise development scores are measured with this formula: A = B/C x D

A = the score for enterprise development carried forward to the generic scorecard

B = the value of all qualifying contributions from the date of inception of measurement or the date of this statement

C = the compliance target

D = the weighting points. Read the rest of this entry »

The socio-economic development element is a request to business to play an active role in social upliftment. It is BEE‘S conduit for Black people living below the poverty line by providing a lifeline to people without any access to the mainstream economy. Socio-economic development may take a variety of forms, including rural development, contributions to traditionally non-economic activities such as the arts and medical facilities for the poor. Read the rest of this entry »

Suppose, for example, that the GDP growth rate exceeds the interest rate by five percentage points. Then the steady-state deficit-to-GDP ratio will be 5 per cent of the debt-to-GDP ratio. If the debt-to-GDP ratio is at, for example, 60 per cent, then the primary deficit-to-GDP ratio can be permanently maintained at 3 per cent. Incidentally, these figures are the same as those stipulated in the European Union Maastricht Treaty as ‘convergence criteria’ for debt and deficit. Note that if the GDP growth rate exceeds the interest rate by five percentage points, then no less than one-fifth of the public sector in our ’small government‘ example, and one-tenth of the ‘big government‘ example, can be permanently financed by allowing the government debt to grow continuously. Taxpayers would be relieved accordingly. Read the rest of this entry »