OMBUD COUNCIL ANNUAL REPORT 2024/25

PART D: HUMAN RESOURCES MANAGEMENT

1. INTRODUCTION At the start of the financial year, the Human Resources priority for the Ombud Council was finalising the recruitment of the remaining positions on the targeted organogram. The Council, through the services of a remuneration expert service provider, developed a well researched market related and peer benchmarking remuneration model for its staff. After the introduction of pension and group risk benefits in the prior year, the employee value proposition was further enhanced by the implementation of a medical allowance and continuation of the telephone and data allowance. An employee wellness program was introduced where staff are afforded assistance from professional counselors and advisory services on social and health aspects impacting employees and management. Performance management in accordance with the Performance Management Policy was implemented with all staff completing performance agreements at the start of the financial year. A review process took place mid-year, and an evaluation process took place at the end of financial year. Various policies were developed, including Employment Equity and Occupational Health and Safety policies, and other HR related policies were reviewed and revised. The Employment Equity policy and plan were approved and will be revised based on the new Employment Equity Regulations that came into effect towards the end of the financial year. All Unemployment Insurance Fund and Skills Development contributions were made as per

legislative requirements on behalf of all employees. A Training and Development Plan was developed and employees attended various training and conferences during the year under review. The Ombud Council managed the recruitment process of the remaining positions on the organogram. The Head of Regulation and Oversight was appointed in the fourth quarter of the 2023/24 financial year and commenced duty in the first quarter of the year under review. A Procurement Officer was appointed in the second quarter to capacitate the Finance division. A Business Analyst was seconded from the National Treasury for six months commencing from October 2024 to finalise the development of business processes. The Communications Officer was appointed on 1 January 2025 to capacitate the Regulation and Oversight programme in terms of consumer awareness. The remaining administrative position was re-evaluated to serve as a Business Support Officer with a dual reporting line to the Heads of Operations and Finance, to support both functions, and appointed in March 2025. The Ombud Council also implemented its own payroll systems and processes and launched an Intranet with employee self-service functionality during the year. Considering that 2024/25 was the first year in which the Ombud Council implemented its own Human Resources policies and processes independently of previous shared services support of FSCA, the Ombud Council is proud of these achievements. A credible Human Resources function has been developed at a rapid pace with limited resources. policies. Enhancements to the employee value proposition were effected through the inclusion of medical allowances and wellness benefits in the Employee Benefits and Remuneration policy. Other policies addressed by the Committee included the Employment Equity policy and plan, the Occupational Health and Safety policy and, under the Committee’s Social and Ethics mandate, the Compliance policy. These policies were recommended by the Committee and subsequently adopted by the Board.

REMUNERATION AND HUMAN RESOURCES COMMITTEE The Ombud Council’s HR initiatives are guided by the strategic direction of the Remuneration and Human Resources Committee, under the leadership of its Chairperson Mr Adam Horowitz. In the year under review the Committee approved a bespoke remuneration model and benchmarking methodology developed for the Ombud Council by an independent remuneration expert, as well as a methodology for determining remuneration increases and performance awards aligned to the Council’s Remuneration and Performance Management

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OMBUD COUNCIL ANNUAL REPORT 2024/25