Page 238 - SAMRC Annual Report 2024-2025

Three Unit Director positions (Senior Management) were all filled from the internal talent pool during the period
of reporting. 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.

When a vacancy arises, the relevant manager uses the opportunity to analyse the position in order 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 except for scarce of critical skills posts were this could take a bit longer.

Employment changes
EMPLOYMENT EMPLOYMENT
AT THE BEGINNING AT END OF
**
SALARY BAND OF THE PERIOD * APPOINTMENTS TERMINATIONS THE PERIOD
Top Management 8 1 0 9
Senior Management 63 4 7 60
Professional qualified 201 22 12 211
Skilled 269 33 22 280
Semi-skilled 116 51 22 145
Unskilled 37 8 5 40
TOTAL 694 119 68 745
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 2024 and includes staff movements e.g. CPA and the terminations Exclude the employees
**
***
with a termination date of the 31 March 2025. The employee in Top Management was not terminated but employment conditions
changed that resulted in a change in occupational level.
Reasons for staff leaving
REASON NUMBER * % OF TOTAL NO. OF STAFF LEAVING
Death 1 1.5
Resignation 27 39.7
Dismissal 1 1.5
Retirement 12 17.6
Ill health 2 2.9
Expiry of contract 24 35.3
Other 1 1.5
TOTAL 68 100
Note: The table above excludes postdocs, interns, post retirees and EDCTP.
* The above terminations exclude the employees with a termination date of the 31 March 2025.
Based on the exit interviews that have been conducted, employees have resigned due to varied reasons such
as lack of career advancement opportunities; SAMRC culture and lack of Management support and workload
(overworked). Where there is still a need for the position, the job will be advertised in accordance with the
Recruitment and Selection Policy of the SAMRC.

Labour Relations: Misconduct and Disciplinary Action

NATURE OF DISCIPLINARY ACTION NUMBER
Verbal Warning 1
Written Warning 5
Final Written warning 0
Dismissal * 1

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

236 SAMRC ANNUAL REPOR T 2024-25