2.1 Personnel Related Expenditure

Personnel Cost by Programme

Personnel Cost by Salary Band

The professionally qualified level is where SAHPRA’s technical skills are located. The technical skills are the core business of SAHPRA, thus the highest number. The senior managers are inclusive of core business senior managers and support units’ business heads.

Performance Rewards

The majority of top management were recruited during the 2021/22 financial year, thus did not qualify for performance rewards. The highest percentage was awarded to the core business as a proportion of the headcount.

Training Costs

Virtual training proved to be more cost effective, and it enabled more employees to be trained at a particular time. The group trainings, where employees were trained on a particular competency, for example, computer skills were effective in ensuring employees support each other on their learning journey while their understanding of each other’s roles and responsibilities were also enhanced.

The Workplace Skills Plan guided the training interventions to a greater extent, complementing the technical training interventions.

The recruitment of technical skills remains a challenge as it is a lengthy and costly process (some positions had to be re-advertised) as the required skill is more expensive than what the organisation can afford.

Employment Changes

Staff turnover was more prevalent in the technical skills areas and SAHPRA’s recruitment efforts focuses on this area. In future, the focus will be on ensuring the retention of technical skills as it is both expensive and time consuming to source. High employment changes in the professional levels are an operational risk to SAHPRA’s deliverables, thus the need to ensure that this area is stabilised. Overall, SAHPRA’s headcount increased from the previous financial year considering the exclusion of community service recruits during the 2021/22 financial year.

Reasons for Staff Leaving

The exit interviews conducted suggests remuneration and benefits as an attraction to the job market for the technical skills. At least 80% of the terminations were replaced or are currently being recruited. The replacements excluded the community service recruits as SAHPRA did not have a new intake during the 2021/22 financial year.

Labour Relations: Misconduct and Disciplinary Action

Employment Equity Status

The following tables present the employment equity numeric data for both male and female employees.

The employment equity target was not set for the 2021/22 financial year as the organisation will implement the three- year Employment Equity Plan from the 2022/23 financial year. The equity targets will focus on areas where representation of a certain race or gender is minimal across all the employment levels, especially in core business. There were no declared disabilities during the period under review.