Performance appraisal

Bidvest is run on a decentralised basis. For top/executive/middle/general management, annual budgets, targets and operational objectives are set and agreed between the business unit manager, divisional chief executives and the Group chief executive through the budgeting process. These are accepted at a management conference attended by the divisional CEs and the next tier of management (middle/general management). Our performance appraisal process is based on two-way engagement, resulting in commitment to and acceptance of targets.

Performance appraisal processes are not standardised across business units and divisions, but standardised systems are typically adopted within each organisation.

For details on remuneration please click here.

Skills training

Skills training is recognised at Bidvest as the primary avenue for achieving competitive advantage at all levels of business.

Unfortunately, government’s SETA-drive industry training strategy has borne little fruit, with the result that Bidvest companies find themselves the leading providers of skills and education in their industries.

• McCarthy Automotive Artisan Academies remain the leading automotive training providers and are major contributors in the effort to overcome skills shortages in the motor industry. McCarthy participates in SAQA and SETA forums, helping to raise automotive training standards while registering new automotive and maintenance qualifications from level NQF2 to NQF5 (290 of our learners achieved NQF certification). McCarthy participated in the Department of Labour’s new accelerated artisan training programme, engaging 52 trainees.
• Bidfood, in partnership with the University of KwaZulu-Natal, has developed a nine-month, supervisor management training programme, culminating in a nationally accredited certificate. The pilot programme started with 17 candidates.
• Bidpaper Plus increased its training investment to approximately R2,2 million, following the collapse of the print industry SETA, a significant increase in training spend per employee. We bolstered our training resources by appointing a highly qualified technical training officer to run this aspect of the Bidpaper Plus training academy.

Lithotech’s learnership academy, launched in 2008, gives students the opportunity to work at the company for a year while being mentored. Successful graduates may then be contracted to work for the company for four years. During this period, the company will continue to invest in extra-mural studies for the learners.

• At Bidvest Asia Pacific, the Bidvest academy offers certificate courses that have been updated to the latest standards. The courses comply with the National Vocational Standard TL107 for transport and logistics. Currently, 396 staff members are enrolled on certificate courses.

Monitoring and measurement of skills training effectiveness
Skills mapping and development are managed by individual business units. All 3663 employees benefit from detailed skills mapping and development processes. Skills development receives much attention in South Africa in line with the Skills Development Act and the South Africa-specific black economic empowerment transformation process. In Australia, skills mapping is based on the Australian qualification framework (AQF), a classification scheme characterised by course streams with different modules suitable for different levels and specific industry needs. Certificates of completion and compliance can only be bestowed when modules meet AQF requirements.

Bidvest’s total training spend was R198,9 million .The efficacy of training is correlated to performance in accordance with the specific business and function; e.g. sales, operations, and safety.

Gender equality

Though no specific female/male salary indicators are in place in South Africa, organisations are assessed on the proportion of women and black women employees as part of South Africa’s transformation process. Black economic empowerment certification requires proof of gender and race equality. Many positions are advertised at a given salary without reference to gender. Prestige Cleaning Services has fixed salary scales for non-managerial staff (93% of staff). These scales are equally applied to men and women. Bidpaper Plus analysed gender salary disparities during the last review process and equalised disparities. Individual business employment policies and union representation help to ensure there is no discrimination in salaries based on gender, race, disability, marital status or nationality.

In Australia, remuneration is strictly based on scales and grades, irrespective of gender, and the business has to report annually to the Equal Opportunities for Women Authority on pay rates and actions taken to ensure equality. Bidvest Europe has a non-discrimination policy, and monitors adherence.

Human rights

• UN Universal Declaration of Human Rights
• the Bidvest Charter
• various sectoral charters, such as the aviation, tourism and financial industry charters, to which business units are signatories
• additional commitments on conduct, ethics, human rights, etc as outlined in the corporate governance report in the annual report

Statements in the annual report and its sustainability report component are backed by policy documents accepted by the Group, divisional and business unit boards and all Bidvest companies as part of their basic business operations. Formal noting in policy statements is designed to underline the need for compliance with national social and human rights frameworks and charters. Companies are typically members of industry associations, which usually cover these issues and include their own code of ethics on labour practices. For example, Prestige Cleaning Service is a founding member of the National Contract Cleaning

Association, the largest association in the South African contract cleaning industry. The NCCA code of ethics focuses on labour practices.

In the UK, 3663 utilises the Advisory, Conciliation and Arbitration Service and apply its labour practice guidelines. ACAS facilitates employment relations by supplying up-to-date information, independent advice and high quality training and support for employers and employees.