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AMENDED BROAD -BASED BLACK ECONOMIC EMPOWERMENT CODES OF GOOD PRACTICE NOVEMBER 2012. CONSTITUTIONAL MANDATE. Section 9 of the Bill of Rights.

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AMENDED BROAD -BASED BLACK

ECONOMIC

EMPOWERMENT

CODES OF GOOD PRACTICE

NOVEMBER 2012


CONSTITUTIONAL MANDATE

Section 9 of the Bill of Rights

“Equality includes the full and equal enjoyment of all rights and freedoms. To promote the achievement of equality, legislative and other measures designed to protect or advance persons or categories of persons disadvantaged by unfair discrimination maybe taken”


B bbee implementation framework
B-BBEE IMPLEMENTATION FRAMEWORK

  • B-BBEE Amendment Bill

    • 2012

      • Amended

      • B-BBEE Codes 2012

Broad-Based BEE Act

No. 53 of 2003

Codes of Good

Practice 2007

Broad-Based BEE

Strategy 2003

( Strategic Framework)

BEE Commission

Report 1998

3


BROAD BASED POLICY OBJECTIVES

e

DirectEmpowerment

Black Ownership

Management Control

HumanResourcesEmpowerment

Employment Equity

Skills Development

IndirectEmpowerment

Preferential Procurement

Enterprise Development

Socio Economic Development


2007 baseline study
2007 BASELINE STUDY

Source: Consulta Research


Progress since 2007
PROGRESS SINCE 2007

Data Source: Empowerdex


Ushering in a new era of empowerment
USHERING IN A NEW ERA OF EMPOWERMENT

Initiative

ASGI-SA

NIPF

Skills Development

Job creation

Localisation

Industrialisation

Supplier Development

IPAP

CSDP

NIPP

B-BBEE

NGP

DEVELOPMENTAL OBJECTIVES


AMENDED GENERIC PRINCIPLES

  • The Generic scorecard adjusted in accordance with government key priorities

  • 5 Scorecard elements, total points increased from 100 to 105. Broad based groups elevated into the main Ownership scorecard

  • All companies except Exempted Micro Enterprises to comply with all elements

  • Scorecard points & Qualification criteria for awarding of B-BBEE status levels adjusted

  • Enhanced the recognition status of black owned EMEs and QSEs.


  • Employment Equity and Management Control merged into one element: Management Control ( MC)

  • Preferential Procurement and Enterprise Development merged into one element : Enterprise and Supplier Development (ESD)

  • Introduced minimum requirements for priority elements: Ownership, Skills Development, and Enterprise and Supplier Development.


  • All measured entities to comply with element: priority elements under the following conditions:

    • QSEs to comply with at least two of the priority elements

      • Ownership is compulsory and either

      • ESD or Skills Development;

      • Large entities to comply with all priority elements ;

  • Entities who do not meet the thresholds in priority elements, the overall Score will be discounted as follows:

    • Large entities score : two (2) levels down

    • QSE score : one(1) level down


  • An element: EME that is 100% owned by black people qualifies as a level 1 contributor;

  • An EME that is more than 50% owned by black people qualifies as a level 2 contributor;

    • Early payment is applicable to Exempted Micro Enterprises and QSEs that are more than 50% black owned.

    • maximum points that can be scored is 15% of 15 points under Enterprise & supplier development .

  • Maximum points for Socio-Economic Development Contributions made to black beneficiaries have been increased from 75%to 100%.


  • The thresholds for Exempted Micro Enterprises and Qualifying Small Enterprises have been adjusted as follows:

    • EME increased from R5 million to R10 million

    • QSE: R5 million -R35 million toR10 million - R50 million

    • Large entities: R50 million and above

  • Statement 600, specialised scorecard and equity equivalent to be gazetted in the later stage.


ECONOMIC IMPACT of THE THRESHOLDS Small Enterprises have been adjusted as follows:

  • SOURCE: SARS 2012

  • Above companies include only current active filers/ economically active companies totaling 924 021

  • Up to 95% of all economically active companies have been exempted from B-BBEE compliance

  • Companies that are expected to comply with the generic scorecard represents 2% of all active fillers.


REVISED SCORECARD Small Enterprises have been adjusted as follows:


REVISED B-BBEE RECOGNITION LEVELS Small Enterprises have been adjusted as follows:


New direction
NEW DIRECTION Small Enterprises have been adjusted as follows:

  • Change SA culture to be supportive of entrepreneurship and diversification of value chains

  • Concerted effort in linking B-BBEE with other government economic development strategies such as IPAP, CSDP, New Growth Path , etc. (the real economy)

  • Empowerment efforts should result in the promotion of a culture of venturing into new territories, operational excellence and risk taking

  • Focus on businesses and industries that result in significant job creation and addressing socio economic challenges

  • Symbiotic relationship between the public and the private sector and amongst private sector players , and large and small enterprises to unlock opportunities


Re orientation of b bbee
RE-ORIENTATION OF B-BBEE Small Enterprises have been adjusted as follows:

Economic Growth

Good Governance

Operarational

Excellence

Competitiveness

Productivity &

Industralisation

Development


Ownership
ownership Small Enterprises have been adjusted as follows:


  • Increased the weighting of the Ownership scorecard from Small Enterprises have been adjusted as follows: 20 to 25 points

  • New entrants have been incorporated into the main points of the Ownership Scorecard and increased from R20 million to R50 million

  • An entity must achieve a threshold of 40% on Net Value annual targets to avoid discounting of its overall score

    • If the threshold is not achieved the entity will still score whatever actual points it achieved on ownership BUT the overall score will be discounted

  • Consolidated ownership fulfilment and net value points

  • Enhanced the Private Equity provisions



Ownership scorecard
OWNERSHIP SCORECARD Principle cannot benefit from the Exclusion Principle.


Ownership1
OWNERSHIP Principle cannot benefit from the Exclusion Principle.


MANAGEMENT CONTROL Principle cannot benefit from the Exclusion Principle.


MANAGEMENT CONTROL Principle cannot benefit from the Exclusion Principle.

Source: 2012 Employment Equity Commission Report


  • The merged Management Control includes Senior Management and Middle Management from the Employment Equity element

  • The compliance targets for Management Control were aligned to the Commission for Employment Equity report

  • Junior level category taken out.

  • If a Measured Entity does not distinguish between Top Management and Senior Management, then Top Management is measurable as a single indicator with a Weighting of 5 points.

  • Adjusted Recognition for Gender is no longer applicable.


MANAGEMENT CONTROL Middle Management from the Employment Equity element


MANAGEMENT CONTROL Middle Management from the Employment Equity element


SKILLS DEVELOPMENT Middle Management from the Employment Equity element


  • Broadened the learnership sub-element to include apprenticeships and internships

  • Revised the learnership matrix to only give recognition for targeted training

  • Training initiatives broadened to encompass the unemployed (outward focused)

  • Introduced learners absorption target

  • Compliance targets are based on Economically Active Population demographic representation of black people as defined.

  • Calculation of compliance targets is based on Economically Active Population demographic representation of black people as defined.

  • Introduced a 40% threshold as a requirement

  • If the threshold is not achieved the entity will still score whatever actual points it achieved on Skills BUT the overall score will be discounted


SKILLS DEVELOPMEMT apprenticeships and internships


SKILLS DEVELOPMEMT apprenticeships and internships


ENTERPRISE AND SUPPLIER DEVELOPMENT(ESD apprenticeships and internships)


ESD ELEMENT apprenticeships and internships

  • Preferential Procurement and Enterprise Development were merged

  • The weighting POINTS set at 40

  • Introduced a 40% minimum compliance target as a requirement (for 2.1.1; 2.2.1; and 2.2.2)

  • Increased targets for > 50% black owned companies and >30% black women owned companies to 40% and 12 % respectively


ESD ELEMENT apprenticeships and internships

  • Enhanced recognition for procurement from new enterprises, and procurement from black QSEs and EMEs for a 3 year period

  • Reduced the weighting for all suppliers based on the B-BBEE procurement recognition levels as non-compliant contributors also benefited

  • Expanded the scorecard to distinguish between enterprise development contributions and supplier development contributions

  • General Principles section to outline alignment between enterprise and supplier development initiatives with the supply chains of Measured Entities and broader government objectives


ESD ELEMENT apprenticeships and internships

  • Provided a list of qualifying monetary and non-monetary contributions

  • Redefined Supplier Development beneficiaries to only include black owned and black women owned QSEs and EMEs

  • Adjusted the benefit factor matrix and limited the recognisable amount for shorter payment periods to the cost of acquiring short term funding

  • All suppliers are required to be value-adding suppliers to be awarded points on the scorecard.

  • No portion of the value of any Qualifying Enterprise and Supplier Development Contribution that is payable to the beneficiary after the date of measurement can form part of any calculation under this statement


ESD ELEMENT apprenticeships and internships

  • Measured Entities receive points on the Enterprise and Supplier Development scorecard only if they have fulfilled the requirement to demonstrate that they have developed an Enterprise and Supplier Development plan for Qualifying Beneficiaries. This plan should include:

    • Clear objectives;

    • Priority interventions;

    • Key Performance Indicators; and

    • A concise implementation plan with clearly articulated milestones.


ESD SCORECARD apprenticeships and internships


ESD SCORECARD apprenticeships and internships


SOCIO-ECONOMIC DEVELOPMENT apprenticeships and internships


SOCIO-ECONOMIC DEVELOPMENT apprenticeships and internships

  • Initiatives that are generic and sector specific that facilitate income generating activities for targeted beneficiaries

  • Programme that creates sustainable access to the economy for its beneficiaries.

  • Improvement of capacity to work, including self employment, by provision of training and /or mentoring of beneficiaries to assist them to improve their employability.

  • Only annual contribution will be recognised.


Thank You! apprenticeships and internships


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