Page 201 - SAMRC Annual Report 2023-24

HUMAN RESOURCES MANAGEMENT

Performance Rewards

% OF PERSONNEL
PROGRAMME/ PERFORMANCE PERSONNEL EXP. TO TOTAL
ACTIVITY/OBJECTIVE REWARDS EXPENDITURE PERSONNEL COST
Top Management 8 R457,266.72 0.10
Senior Management 43 R1,239,961.87 0.26
Professional qualified 157 R2,706,015.99 0.58
Skilled 203 R1,597,283.48 0.34
Semi-skilled 72 R296,563.35 0.06
Unskilled 29 R67,040.56 0.01
TOTAL 512 R6,364,131.97 1.35

Training Costs (including Personnel Costs by Salary band, Post-Doctoral Fellowships, and Interns)
TRAINING
EXPENDITURE AVERAGE
AS A % OF NO. OF TRAINING
PROGRAMME/ PERSONNEL TRAINING PERSONNEL EMPLOYEES COST PER
ACTIVITY/OBJECTIVE EXPENDITURE EXPENDITURE COST TRAINED EMPLOYEE
Learning and Development
Initiatives, including:
• Study Support (bursaries)
• Leadership Development
and Coaching
• General Training
(Technical and Behavioural
Competencies) incl. Health
and Safety training R483 698,854.38 R4 088,615.15 0.85 353 R11 582.48

Employment and vacancies

2022/2023 2023/2024 2023/2024
PROGRAMME/ NO. OF APPROVED NO. OF 2023/2024 % OF
ACTIVITY/OBJECTIVE EMPLOYEES POSTS EMPLOYEES VACANCIES VACANCIES
Top Management 8 8 8 0 0
Senior Management 52 57 52 5 8.8
Professional qualified 207 218 209 9 4.1
Skilled 289 281 278 3 1.1
Semi-skilled 126 121 119 2 1.7
Unskilled 36 40 36 4 10.0
TOTAL 718 725 702 23 3.2

Note: The table above excludes postdocs, interns, post retirees and EDCTP.

All Deputy Director positions were filled from the internal talent pool as part of an important effort to develop
the SAMRC's senior leadership pipeline. Furthermore, a structured capacity development programme has
been designed to enhance the skills and potential of internal employees, enabling them to take on senior
leadership roles when opportunities arise.

SAMRC ANNUAL REPOR T 2023-24 199