CUT Annual Report 2009

• Enrolment deposit to increase from R1 500 to R1 875
for 2010.
• Residence fee instalment to increase from R1 300 to R1
400 for 2010.
The restructuring process at CUT resulted in the creation
of 28 new aca demic positions in 2009. Of specific impor
tance is the creation of six new senior positions of Research
Pro fes sors in the following disciplines: Integrated
Pro duct De vel op ment, Evolvable Manufacturing, Teacher
Edu ca tion, Vocational Pedagogy, Leisure Management,
and Biotechnology.
Council approved the following within this category as part
of strategy one of the Institutional Strategy, viz. re organising
the University and making it fit for purpose:
• A revised Executive Performance Management System
was approved for implementation at CUT.
• Council approved a Management Committee (MANCOM)
mandate to consult and/or negotiate the post-retirement
medical assistance “conditions of service” risk.
• Prof. NI Morgan was appointed as Deputy Vice-
Chancellor: Resources and Operations, with effect from
1 January 2010.
• The Hosmed Medical Aid Scheme was added to the
existing basket of medical aid schemes at CUT.
Council established the Commercial Enterprises Trust as a
vehicle to advance the University’s third-stream income,
to improve accountability for these activities through
consolidation, which must be pursued by the Trust, and
to limit the concomitant risk exposure to the University’s
core mandate.
Compliance with the CUT Code of Ethics was constantly
monitored and observed, and any perceived deviations
whatsoever were dealt with effectively and expediently in
terms of the relevant CUT rules, policies and procedures.
The Ethics Hotline, managed by KPMG, CUT’s internal
auditors, became functional in 2009.
Strategies to address the faculties’
employment equity profile
The faculties employ two strategies to address their
employment equity profile (mainly equity in academia):
A “grow-your-own-timber” approach, whereby staff
members de velop their own de velop mental plan to facilitate
their at tain ment of higher qualifications and to address
areas lacking in skills or knowledge.
The recruitment plan for vacant posts allows for recruitment
as widely as possible and, in the case of scarce skills, would
also include headhunting.
13