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ELECTRICAL DESIGN, INSTALLATION AND MAINTENANCE SOLUTIONS
RATINGS AND DOCUMENTATION
ULUNGENI IS FULLY COMMITTED TO ATTAINING EQUALITY IN THE WORKPLACE
The following affirmative action policy has been adopted
at a Members meeting with objectives as stated:
OBJECTIVE OF AFFIRMATIVE ACTION POLICY
The stated objectives of the policy adopted by
Ulungeni Consulting cc. are threefold, namely:
To create opportunities for persons of any race and gender to be employed as technical or administrative staff in Ulungeni Consulting cc. in KZN offices, with emphasis on the appointment of staff to represent the cultural and ethnic variety of the communities the individual offices serve.
To maintain the technical proficiency the firm upholds, and to ensure that staff appointed is competent in the positions they hold, without any detrimental effect on the quality of service the firm provides to their clients.
To embark on an in-house training programme to provide training to previously disenfranchised members of the community, in order to raise their level of competency to that which the firm accepts as a satisfactorily level.
IMPLEMENTATION AND TIME FRAME
It has been decided to recruit competent engineers and technicians from the broader community to fill vacancies which arise due to normal resignations of present staff, as well as positions becoming available due to growth in the firm's activities.
Members of the community who may not have the required qualifications, but showing sufficient potential to grow in their careers under guidance from experienced colleagues, will be given the opportunity to be employed by the firm and be given in-house training on current projects.
The targets set are as follows:
All present and future vacancies until year 2015 will be offered to non-white community members, provided suitable potential and qualifications exist in the person recruited.
A long-term objective to have the required percentage by Government of non-white staff members by the year 2015, either in training programmes or employed as productive employees.
PROGRESS WITH ATTAINING OBJECTIVES
The employment of new staff members is a direct function of market forces and the general economic climate in the country at the time.
Experience has shown that non-white technical staff is extremely difficult to recruit, mainly because black students show preference for non science related careers.
Another problem currently experienced is that, as soon as black employees are identified and trained in particular areas of engineering, large National and International companies, with similar affirmative action goals, and substantially greater resource levels, lure these non-white employees to positions within their organisations, with the result that the time and financial investment in the training of the black employees are lost to the firm.
In August 2011, Mr SMS Nkabinde was appointed as assistant technician but showed great potential and was promoted to a Mid-Management position as Technician in the Ulundi Office.