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OUR GOVERNANCE
OUR GOVERNANCE
Strategic
Planning
Develop iHEALTh Organisational Scorecard
Set Measurable Goals
(Define KPIs & KPAs for staff)
Bi-annual Performance Management Discussions
Reward and
Remuneration
Strategic Planning
Develop iHEALTh Organisational Scorecard
Set Measurable Goals (Define KPIs & KPAs for staff)
Bi-annual Performance Management Discussions
Reward and Remuneration
The remuneration approach is designed to support the behaviours, skills and superior/high performance required, to underpin and embed the desired ethical organisational culture of accountability, excellence and performance.
The SANBS Remuneration framework is designed to support the attraction, engagement and retention of our key talent that drives business strategy and execution, by motivating employees through:
The remuneration approach is designed to support the behaviours, skills and superior/high performance required, to underpin and embed the desired ethical organisational culture of accountability, excellence and performance.
The SANBS Remuneration framework is designed to support the attraction, engagement and retention of our key talent that drives business strategy and execution, by motivating employees through:
As part of the broader talent management framework, our Remuneration Policy and practice includes pay progression opportunities for eligible employees. The revised remuneration approach also includes the development of dual career paths for specialist and certain management roles.
The organisation encourages career growth and mobility for all employees, while the organisation has also clearly identified business imperative roles.
During the period under review, management was able to settle the annual salary negotiations and process salary increases without the dispute being referred to the CCMA for mediation.
As part of the total rewards approach, the RAD Academy supports the structured learning opportunities, enhanced digital learning opportunities and career growth as part of the employee value proposition.
As part of the broader talent management framework, our Remuneration Policy and practice includes pay progression opportunities for eligible employees. The revised remuneration approach also includes the development of dual career paths for specialist and certain management roles.
The organisation encourages career growth and mobility for all employees, while the organisation has also clearly identified business imperative roles.
During the period under review, management was able to settle the annual salary negotiations and process salary increases without the dispute being referred to the CCMA for mediation.
As part of the total rewards approach, the RAD Academy supports the structured learning opportunities, enhanced digital learning opportunities and career growth as part of the employee value proposition.
SANBS is committed to remaining sustainable while placing equal importance on the equitable rewarding of our valued employees. Our philosophy is meant to attract, develop, retain and celebrate the successes of our individual employees within the context of our altruistic mandate of being “Trusted to save lives”.
During the period under review management conducted a pay equity exercise to determine if there are any inequalities in pay across race and gender. The outcome of the exercise was that there is no material inequality in the way the organisation remunerates employees across race and gender. The differences that were identified were due to the length of tenure of various employees.
It is the organisation’s philosophy that no employee should be paid below the minimum of the applicable salary scale, and this is verified through a process conducted by internal auditors annually.
Our role profiles are reviewed regularly for accuracy and our job grading process is conducted independently to ensure alignment to industry benchmarks.
The organisation uses the services of independent remuneration service consultants to review and benchmark remuneration levels of both the Non-Executive Directors (NED) and staff on a regular basis. A benchmark of salaries is planned in FY 2023.
Although SANBS is a not-for-profit organisation and therefore not ordinarily able to afford to remunerate its employees in accordance with the private sector market-related salaries and incentive bonuses, the remuneration scales and policies are benchmarked with similar size organisations nationwide.
This is in keeping with the recommendations made by the consultants as SANBS competes in the market for several specialist/specialised skills. See SANBS’ annual financial statements for disclosure of remuneration paid.
SANBS is committed to remaining sustainable while placing equal importance on the equitable rewarding of our valued employees. Our philosophy is meant to attract, develop, retain and celebrate the successes of our individual employees within the context of our altruistic mandate of being “Trusted to save lives”.
During the period under review management conducted a pay equity exercise to determine if there are any inequalities in pay across race and gender. The outcome of the exercise was that there is no material inequality in the way the organisation remunerates employees across race and gender. The differences that were identified were due to the length of tenure of various employees.
It is the organisation’s philosophy that no employee should be paid below the minimum of the applicable salary scale, and this is verified through a process conducted by internal auditors annually.
Our role profiles are reviewed regularly for accuracy and our job grading process is conducted independently to ensure alignment to industry benchmarks.
The organisation uses the services of independent remuneration service consultants to review and benchmark remuneration levels of both the Non-Executive Directors (NED) and staff on a regular basis. A benchmark of salaries is planned in FY 2023.
Although SANBS is a not-for-profit organisation and therefore not ordinarily able to afford to remunerate its employees in accordance with the private sector market-related salaries and incentive bonuses, the remuneration scales and policies are benchmarked with similar size organisations nationwide.
This is in keeping with the recommendations made by the consultants as SANBS competes in the market for several specialist/specialised skills. See SANBS’ annual financial statements for disclosure of remuneration paid.
The main objective is to ensure that the organisation’s remuneration policies and talent management practices are fair, equitable, competitive and in line with best practice.
The main objective is to ensure that the organisation’s remuneration policies and talent management practices are fair, equitable, competitive and in line with best practice.