Page 202 - SAMRC Annual Report 2023-24

When a vacancy arises, the relevant manager uses the opportunity to analyse the position to ascertain if there
is still a need for such a position, or if any restructuring of the role is required. At a minimum, vacancies have
remained unfilled for a month.

Employment changes
EMPLOYMENT EMPLOYMENT
AT THE BEGINNING AT END OF
SALARY BAND OF THE PERIOD APPOINTMENTS TERMINATIONS THE PERIOD
Top Management 8 1 1 8
Senior Management 53 4 5 52
Professional qualified 205 24 20 209
Skilled 274 33 29 278
Semi-skilled 120 20 21 119
Unskilled 36 4 4 36
TOTAL 696 86 80 702

Note: The table above excludes postdocs, interns, post retirees and EDCTP. Employment at beginning of period *, excludes
appointments with a start date of 1 April 2023 and the terminations * exclude the employees with a termination date of the
31 March 2024.

Reasons for staff leaving
REASON NUMBER % OF TOTAL NO. OF STAFF LEAVING
Death 3 4
Resignation 39 49
Dismissal 1 1
Retirement 9 11
Ill health 4 5
Expiry of contract 24 30
TOTAL 80 100
Note: The table above excludes postdocs, interns, post retirees and EDCTP.

Based on the exit interviews conducted, employees Labour Relations: Misconduct and Disciplinary Action
have resigned due to varied reasons such as lack NATURE OF
of career advancement opportunities; the quality DISCIPLINARY ACTION NUMBER
of supervision; unsatisfactory compensation; the Verbal Warning 0
nature of the work; and family circumstances. Where
there is still a need for the position, the job will be Written Warning 1
advertised in accordance with the Recruitment and Final Written warning 2
Selection Policy of the SAMRC. Dismissal 1

200 SAMRC ANNUAL REPOR T 2023-24