Nkomazi Local Municipality 20 - Co-operative Governance and ...

19.13. Youth PolicyNkomazi Municipality is known as poverty and under developed are with the highest population located in the rural cornerof Nkomazi. Nkomazi has been experiencing economic growth through Agriculture and Tourism. These growth resultsfrom the new initiatives on the Tourism Sector that is great potential competitive advantage through the Maputo Corridoras most of our roots are through the N4.As Nkomazi, it is important to focus on the growth legislative framework mainstreaming youth development intodevelopment by implementing youth development policy.Youth Development in Nkomazi must take place within a context that is informed by a shared normative framework.Development approach to ensure integrated and holistic youth development services informed by the Youth interestsand needs.Participatory and InclusiveTo ensure youth participation through organized formationsSelf RelianceYouth Development must not concern only the immediate but about the future, within a longer term, holistic andintegrated approach.SustainabilityYouth development must be promoted based on the fundamental human rights through modest non racist approachwithin the Municipality.19.14. Recruitment and Retention StrategyThis process places suitable individuals in vacant position where they contribute to thesuccess of the Nkomazi Municipality and where they can grow and develop to the best oftheir abilities. The purpose of the Nkomazi Municipality Recruitment and Selection Policy is to provideguidance on the recruitment of staff so as to comply with the provision of our Constitution,the Labour Relations Act No. 66 of 1995 an the Employment Equity Act No 55 of 1998.This further ensures standardization, transparency, consistency, fairness and best practice with regards to the recruitmentprocess.The critical issue is that the growing instability of the employment relationship has been the subject of intense scrutiny;schools have explored implications of the near employment models for organizational identification, employment practicesand the patterns and status of managerial careers. However, prior work experience may include not only relevantknowledge and skill, but also routines and habits that do not fit in the new organizational context.Skills define the way that human effort produces outputs; it can be defined as the quality aspect of human capital. That is theskills we posses determine the ability to convert physical and mental effort into productive outputs. As such skills aredifficult to observe or measure, they relate to talent abilities that are only observable as an aspect of the residual betweenoutputs and inputs.19.15. Employment Equity PlanThe Municipality is committed to creating a workplace in which no one is denied employment opportunities or benefits forreasons unrelated to ability and where no one is discriminated against unfairly.The Municipality recognizes that total commitment from all employees to the goals of its Employment Equity Policy andProcedures is necessary if it is to succeed. To this end, it has established the Employment Equity Committee (NEEF) whichwill be an advisory committee on Employment Equity to assist in devising equity goals and strategies. Employment equityissues will enjoy priority as key business objectives and will constitute an integral part of the performance assessments of allline managers and supervisors.It is recognised that the goals of employment equity will require specific equity interventions in order that people from“designated groups” (blacks, women and people with disabilities), are represented at all levels in the workforce, and reflectthe diversity of the economically active population in the region and sector in which the Municipality’s workplace is situated.The Municipality remains committed to the promotion, development and recognition of people on merit. To this end, it willneither make ‘token’ appointments, nor implement any practices or procedures which establish barriers to the appointment,promotion or advancement of no-designated employees.19.16. Performance Management Service PlanThis document provides a framework which serves as the guiding policy for the establishment of a PerformanceManagement System in Nkomazi Local Municipality. This is the first review since it was adopted by Council on 7 December2006. The review process came as a result of changes taking place in the operating environment of the organization, and alsoNKLM Integrated Development Plan 2012_2013 127