NIP Regional Operations

Need for continuous workforce balancing

3 October 2012

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Content

• Introduction• Scope• Data Analysis• Areas of capacity shortage and surplus• Options• Criteria

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Introduction• A significant shift in planning workload is taking place:-

– NGNEC conversion programme will be focused primarily on the metro areas

– Increasing demand for new services such as Metro Ethernet• (Voice to Non-voice shift (ME and IP space))

– SSH to replace manual boards and very remote services – Limited capital investment beyond the Minimum Exchange Areas due to

high theft rate of fixed line network

• This results in a declining workload in remote areas while the metro areas experience some growth

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Scope

• Although there is a need in NIP to continuously focus on staff rebalancing, this presentation focuses primarily on CR and SR where there are immediate needs

• Rebalancing may become necessary in other regions as workload shifts

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Data Analysis

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Areas of Capacity Shortage and Surplus• Areas of shortage:

– CR: Bloemfontein• Wire-line Technology Engineering• Core Engineering• Project Management

– SR : Port Elizabeth• Program Management (NGNEC)• Fibre Records• Transmission (Traffic) Engineering• Order Management (depending on maturity of individual, can be done

remotely)

• Areas of surplus:

– CR: Welkom ANE Engineering (x2)

– SR: George ANE Engineering (x2)– SR: Port Elizabeth ANE Engineering (x2)

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OPTIONS• Due Sensitivity required to effect the desired end result

– Small numbers involved

• Various options considered:– Take work to areas of oversupply

• Exhausted largely during Functional Alignment – August 2011– Established Fibre Records section in Welkom (CR)– Established Fibre Records section in Port Elizabeth (SR)– Retraining 6 ex-ANE planners as Wire-line technology planners in PE (SR)

– Voluntary redeployment• Letters to all in target audience

– In case of oversupply – selection process

– Forced redeployment• Apply criteria in areas of surplus and select• Firstly rebalance within region• Lastly rebalance to outside the region

• Relocation / transfer will be as per company policy

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Criteria

• Voluntary redeployment– Skills fit

• Applicable courses attended• Current work phase• Previous work phase

– Skills development required• Similar skills• Existing training profile• Reduced skills gap

• Forced Redeployment– LIFO

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Conclusion

• Due to changing workload, a need exists to rebalance staff to where the work resides

• Some offices have low productivity due to circumstances beyond staff’s control

• Continuous rebalancing provides a means for prolonged employment

• Responsible business management

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