Understanding BEE Scorecards
The B-BBEE (Broad Based BEE) Scorecard is a guideline to gauge companies Empowerment scores.
Gestalt offers your business customised, outcome-based BEE transformation & compliance, shaping B-BBEE into your competitive advantage. With this scoring system, we help organisations that conduct business in South Africa to achieve broad-based black economic empowerment (B-BBEE) transformation.
We have developed strategies that can turn your B-BBEE scorecard compliance into a brand-edge over your competitors.
See below the different Scorecards for different sectors in South Africa:
Generic – Scorecards
Construction – BEP Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable Voting Rights in the Entity in the hands of Black People | 5,5 | 32.5% (35% year 4) | ||
2.1.2 | Exercisable Voting Rights in the Entity in the hands of Black women. | 2 | 10% (14% year 4) | ||
Voting Rights Subtotal | 7,5 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic Interest in the Entity to which Black People are entitled. | 5,5 | 32.5% (35% year 4) | ||
2.2.2 | Economic Interest in the Entity to which Black women are entitled. | 2 | 10% (14% year 4) | ||
2.2.3 Economic Interest of any of the following Black natural people in the Measured Entity: | |||||
2.2.3.1 | Black Designated Groups; | 3 | 5% (6% year 4) | ||
2.2.3.2 | Black Participants in Employee Share Ownership Programmes; | ||||
2.2.3.3 | Black People in Broad-Based Ownership Schemes; | ||||
2.2.3.4 | Black Participants in Cooperatives | ||||
2.2.4 | Black New Entrants | 5 | 6% | ||
Economic Interest Subtotal | 15,5 | ||||
2.3 Realisation points: | |||||
2.3.1 | Net Value | 4 | Refer to Annexe CSC100 (E) | ||
2.4 Bonus Points (Modified Flow Through may not be applied here) | |||||
2.4.1 | Exercisable Voting Rights in the Entity in the hands of Black People above 50% | 1 | Yes | ||
2.4.2 | Exercisable Voting Rights in the Entity in the hands of Black People above 75% | 2 | Yes | ||
2.4.3 | Exercisable Voting Rights in the Entity in the hands of Black Women above 50% | 1 | Yes | ||
Ownership Total | 31 | ||||
Management Control | 2.1 Board participation | ||||
2.1.1 | Exercisable Voting Rights of black board members as a percentage of all board members | 2,5 | 50% | ||
2.1.2 | Exercisable Voting Rights of black female board members as a percentage of all board members | 1 | 20% | ||
2.1.3 | Black Executive Directors as a percentage of all Executive Directors | 2,5 | 50% | ||
2.1.4 | Black female Executive Directors as a percentage of all Executive Directors | 1 | 20% | ||
Bonus Points | |||||
2.1.5 | Exceeding the Target for Black Executive Directors in 2.1.3 above | 1 | >50% | ||
2.1.6 | Exceeding the Target for Black female Executive Directors in 2.1.4 above | 1 | >20% | ||
2.2 Other Executive Management | |||||
2.2.1 | Black Other Executive Management as a percentage of all Other Executive Management | 2 | 60% | ||
2.2.2 | Black female other Executive Management as a percentage of all Other Executive Management | 1 | 30% | ||
Executive Management Subtotal | 12 | ||||
2.3 Senior Management | |||||
2.3.1 | Black Employees in Senior Management as a percentage of all Senior Management | 2 | 60% | ||
2.3.2 | Black female Employees in Senior Management as a percentage of all Senior Management | 1 | 30% | ||
2.4 Middle Management | |||||
2.4.1 | Black Employees in Middle Management as a percentage at all Middle Management | 1,5 | 75% | ||
2.4.2 | Black female Employees in Middle Management as a percentage of all Middle Management | 1 | 30% | ||
2.6 Employees with disabilities | |||||
2.6.1 | Black Employees with Disabilities as a percentage of all office based Employees | 0,5 | 2% | ||
2.7 Black Professionals | |||||
2.7.1 | Black professionally registered Employees as a percentage of all professionally registered Employees | 2 | 50% | ||
2.8 Bonus Points | |||||
2.8.1 | Black Employees that are “youth” as defined by the National Youth Commission Act of 1996, as a percentage of all Employees using the Adjusted Recognition for Gender. | 2 | 30% | ||
Employment Equity Subtotal | 10 | ||||
Management Control Total | 22 | ||||
Skills Development | 2.1.1 Skills Development Expenditure on any programme specified in the Learning Programme Matrix for Black People as a percentage of the Leviable Amount | ||||
2.1.1.1 | Skills Development Expenditure on Black People as a percentage of the Leviable Amount. | 7 | 2,0% | ||
2.5% (year 3) | |||||
3% (year 5) | |||||
2.1.2 The proportion of Skills Development Expenditure on Black People by the Measured Entity using the Adjusted Recognition for Gender expended on the following categories of Black People: | |||||
2.1.2.1 | African People ( as defined in the Stats SA EAP) | 2 | %Contribution of African People to EAP | ||
2.1.2.2 | Black Management (Executive, Senior and Middle management categories) | 3 | 15% | ||
2.1.2.3 | Black Management (Junior management category) | 1 | 10% | ||
2.1.2.4 | Bursaries or Scholarships for Black People. | 4 | 15% | ||
2.1.3 Learnerships, Apprenticeships, Internships and Professional Registration | |||||
2.1.3.1 | Number of Black People participating in Category A, B, C or D learning programmes as per the Learning Programme Matrix, as a percentage of the total number of Employees. | 4 | 2,5% | ||
2.1.3.2 | Number of Black Employees registered as candidates with industry professional registration bodies as a % of the total number of such registered Employees. | 4 | 60% | ||
2.1.3.3 | Number of Black People with Disabilities on Category A, B, C, or D learning programmes as per the Learning Programme Matrix, as a percentage of black office based learners on those learning programmes. | 1 | 5% | ||
2.1.4 Mentorship | |||||
2.1.4.1 | Implementation of an Approved and Verified Mentorship Programme (as per Annexe CSC300 C). | 3 | Yes | ||
2.1.5 Bonus points | |||||
2.1.5.1 | Percentage of Black People Absorbed by the Measured Entity at the end of a Category A, B, C or D learning programme. | 1 | 100% | ||
2.1.5.3 | The number of Black Employees who registered as a Professional with industry Professional Bodies as a percentage of all Employees who registered as such in the Measurement Period | 4 | 60% | ||
Skills Development Total | 34 | ||||
PREFERENTIAL PROCUREMENT AND SUPPLIER DEVELOPMENT SCORECARD | 2.1 PREFERENTIAL PROCUREMENT: | ||||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 6 | 80% | ||
2.1.2 | B-BBEE Procurement Spend from all Empowering Suppliers that are Exempted Micro-Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 20% | ||
2.1.3 | B-BBEE Procurement Spend from all Empowering Suppliers that are Qualifying Small Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 2 | 10% | ||
2.1.4 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 20% | ||
2.1.5 | BBEE Procurement Spend from Empowering Suppliers that are at least 35% Black Women Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 12% | ||
Bonus Points | |||||
2.1.6 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% owned by Black Designated Groups based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend. | 2 | 20% | ||
2.1.7 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black Women Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 1 | 8% | ||
Preferential Procurement Subtotal | 21 | ||||
2.2 SUPPLIER DEVELOPMENT PROGRAMMES | |||||
2.2.1 | Compliant Supplier and Contractor Development Programmes | 4 | Ann. CSC 400 ( C ) | ||
2.3 SUPPLIER DEVELOPMENT CONTRIBUTIONS | |||||
2.3.1 | Annual value of all Qualifying Supplier Development Contributions made by the Measured Entity as a percentage of the Target. | 4 | 3% of NPAT |
||
2.3.2 | Annual value of all Qualifying Supplier Development Contributions towards 51% Black Women Owned entities made by the Measured Entity as a percentage of the Target. | 1 | 20% of value in 2.3.1 |
||
Supplier Development Subotal | 9 | ||||
Preferential Procurement and supplier development Total | 30 | ||||
Socio-Economic Development | Soci-Economic Development | ||||
2.4.1 | Annual value of all Qualifying Socio-Economic Contributions by the Measured Entity as a percentage of the Target | 4 | 1.25% of NPAT |
||
2.4.2 | The portion of Qualifying Socio-Economic Contributions in 2.4.1 above spend on Communities with Limited Services. | 1 | 30% of Target in 2.4.1 |
||
Bonus Points | |||||
2.4.3 | Annual value of contributions towards Structured SED Projects by the Measured Entity as a percentage of the Target | 1 | 1.25% of NPAT |
||
Socio-Economic Development Total | 6 | ||||
Total Scorecard | 123 |
Construction – Contractor Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable Voting Rights in the Entity in the hands of Black People | 4,5 | 32.5% (35% year 4) | ||
2.1.2 | Exercisable Voting Rights in the Entity in the hands of Black women. | 2 | 10% (14% year 4) | ||
Voting Rights Subtotal | 6,5 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic Interest in the Entity to which Black People are entitled. | 4,5 | 32.5% (35% year 4) | ||
2.2.2 | Economic Interest in the Entity to which Black women are entitled. | 2 | 10% (14% year 4) | ||
2.2.3 Economic Interest of any of the following Black natural people in the Measured Entity: | |||||
2.2.3.1 | Black Designated Groups; | 3 | 10% (12% year 4) | ||
2.2.3.2 | Black Participants in Employee Share Ownership Programmes; | ||||
2.2.3.3 | Black People in Broad-Based Ownership Schemes; | ||||
2.2.3.4 | Black Participants in Cooperatives | ||||
2.2.4 | Black New Entrants | 5 | 5% | ||
Economic Interest Subtotal | 14,5 | ||||
2.3 Realisation points: | |||||
2.3.1 | Net Value | 6 | Refer to Annexe CSC100 (E) | ||
2.4 Bonus Points (Modified Flow Through may not be applied here) | |||||
2.4.1 | Exercisable Voting Rights in the Entity in the hands of Black People above 50% | 1 | Yes | ||
2.4.2 | Exercisable Voting Rights in the Entity in the hands of Black People above 75% | 2 | Yes | ||
2.4.3 | Exercisable Voting Rights in the Entity in the hands of Black Women above 50% | 1 | Yes | ||
Ownership Total | 31 | ||||
Management Control | 2.1 Board participation | ||||
2.1.1 | Exercisable Voting Rights of black board members as a percentage of all board members | 3 | 50% | ||
2.1.2 | Exercisable Voting Rights of black female board members as a percentage of all board members | 1 | 20% | ||
2.1.3 | Black Executive Directors as a percentage of all Executive Directors | 2 | 50% | ||
2.1.4 | Black female Executive Directors as a percentage of all Executive Directors | 1 | 20% | ||
Bonus Points | |||||
2.1.5 | Exceeding the Target for Black Executive Directors in 2.1.3 above | 1 | >50% | ||
2.1.6 | Exceeding the Target for Black female Executive Directors in 2.1.4 above | 1 | >20% | ||
2.2 Other Executive Management | |||||
2.2.1 | Black Other Executive Management as a percentage of all Other Executive Management | 2 | 60% | ||
2.2.2 | Black female other Executive Management as a percentage of all Other Executive Management | 1 | 30% | ||
Executive Management Subtotal | 12 | ||||
2.3 Senior Management | |||||
2.3.1 | Black Employees in Senior Management as a percentage of all Senior Management | 2 | 60% | ||
2.3.2 | Black female Employees in Senior Management as a percentage of all Senior Management | 0,5 | 30% | ||
2.4 Middle Management | |||||
2.4.1 | Black Employees in Middle Management as a percentage at all Middle Management | 1 | 75% | ||
2.4.2 | Black female Employees in Middle Management as a percentage of all Middle Management | 0,5 | 30% | ||
2.5 Junior Management | |||||
2.5.1 | Black Employees in Junior Management as a percentage of all Junior Management | 1 | 88% | ||
2.5.2 | Black female Employees in Junior Management as a percentage of all Junior Management | 0,5 | 35% | ||
2.6 Employees with disabilities | |||||
2.6.1 | Black Employees with Disabilities as a percentage of all office based Employees | 0,5 | 2% | ||
2.7 Black Professionals | |||||
2.7.1 | Black professionally registered Employees as a percentage of all professionally registered Employees | 2 | 50% | ||
2.8 Bonus Points | |||||
2.8.1 | Black Employees that are “youth” as defined by the National Youth Commission Act of 1996, as a percentage of all Employees using the Adjusted Recognition for Gender. | 2 | 30% | ||
Employment Equity Subtotal | 10 | ||||
Management Control Total | 22 | ||||
Skills Development | 2.1.1 Skills Development Expenditure on any programme specified in the Learning Programme Matrix for Black People as a percentage of the Leviable Amount | ||||
2.1.1.1 | Skills Development Expenditure on Black People as a percentage of the Leviable Amount. | 4 | 2% | ||
2.5% (year 3) | |||||
3% (year 5) | |||||
2.1.2 The proportion of Skills Development Expenditure on Black People by the Measured Entity using the Adjusted Recognition for Gender expended on the following categories of Black People: | |||||
2.1.2.1 | African People ( as defined in the Stats SA EAP) | 2 | %Contribution of African People to EAP | ||
2.1.2.2 | Black Management (Executive, Senior and Middle management categories) | 2 | 15% | ||
2.1.2.3 | Black Management (Junior management category) | 1 | 10% | ||
2.1.2.4 | Bursaries or Scholarships for Black People. | 2 | 15% | ||
2.1.3 Learnerships, Apprenticeships, Internships and Professional Registration | |||||
2.1.3.1 | Number of Black People participating in Category A, B, C or D learning programmes as per the Learning Programme Matrix, as a percentage of the total number of Employees. | 3 | 2,5% | ||
2.1.3.2 | Number of Black Employees registered as candidates with industry professional registration bodies as a % of the total number of such registered Employees. | 3 | 60% | ||
2.1.3.3 | Number of Black People with Disabilities on Category A, B, C, or D learning programmes as per the Learning Programme Matrix, as a percentage of black office based learners on those learning programmes. | 1 | 5% | ||
2.1.4 Mentorship | |||||
2.1.4.1 | Implementation of an Approved and Verified Mentorship Programme (as per Annexe CSC300 C). | 3 | Yes | ||
2.1.5 Bonus points | |||||
2.1.5.1 | Percentage of Black People Absorbed by the Measured Entity at the end of a Category A, B, C or D learning programme. | 1 | 100% | ||
2.1.5.2 | The number of black employees that completed a Mentorship Programme during the last 3 years (including the measurement period) that were promoted during the Measurement Period expressed as a percentage of all such employees during those 3 years. | 2 | 15% | ||
2.1.5.3 | The number of Black Employees who registered as a Professional with industry Professional Bodies as a percentage of all Employees who registered as such in the Measurement Period | 2 | 60% | ||
Skills Development Total | 26 | ||||
PREFERENTIAL PROCUREMENT AND SUPPLIER DEVELOPMENT SCORECARD | 2.1 PREFERENTIAL PROCUREMENT: | ||||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 6 | 80% | ||
2.1.2 | B-BBEE Procurement Spend from all Empowering Suppliers that are Exempted Micro-Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 15% | ||
2.1.3 | B-BBEE Procurement Spend from all Empowering Suppliers that are Qualifying Small Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 15% | ||
2.1.4 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 20% | ||
2.1.5 | BBEE Procurement Spend from Empowering Suppliers that are at least 35% Black Women Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 12% | ||
Bonus Points | |||||
2.1.6 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% owned by Black Designated Groups based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend. | 3 | 20% | ||
2.1.7 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black Women Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 1 | 8% | ||
Preferential Procurement Subtotal | 23 | ||||
2.2 SUPPLIER DEVELOPMENT PROGRAMMES | |||||
2.2.1 | Compliant Supplier and Contractor Development Programmes | 5 | Ann. CSC 400 ( C ) | ||
2.3 SUPPLIER DEVELOPMENT CONTRIBUTIONS | |||||
2.3.1 | Annual value of all Qualifying Supplier Development Contributions made by the Measured Entity as a percentage of the Target. | 8 | 3% of NPAT |
||
2.3.2 | Annual value of all Qualifying Supplier Development Contributions towards 51% Black Women Owned entities made by the Measured Entity as a percentage of the Target. | 2 | 20% of value in 2.3.1 |
||
Supplier Development Subotal | 15 | ||||
Preferential Procurement and supplier development Total | 38 | ||||
Socio-Economic Development | Soci-Economic Development | ||||
2.4.1 | Annual value of all Qualifying Socio-Economic Contributions by the Measured Entity as a percentage of the Target | 4 | 1.25% of NPAT |
||
2.4.2 | The portion of Qualifying Socio-Economic Contributions in 2.4.1 above spend on Communities with Limited Services. | 1 | 30% of Target in 2.4.1 |
||
Bonus Points | |||||
2.4.3 | Annual value of contributions towards Structured SED Projects by the Measured Entity as a percentage of the Target | 1 | 1.25% of NPAT |
||
Socio-Economic Development Total | 6 | ||||
Total Scorecard | 123 |
ICT General Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable Voting Rights in the Entity in the hands of Black people | 4 | 30% | ||
2.1.2 | Exercisable Voting Rights in the Entity in the hands of Black women | 2 | 10% | ||
Voting Rights Subtotal | 6 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic Interest in the Entity to which Black people are entitled | 4 | 30% | ||
2.2.2 | Economic Interest in the Entity to which Black women are entitled | 2 | 10% | ||
2.2.3 | Economic Interest of any of the following Black natural persons in the Measured Entity. NOTE: The maximum points that can be achieved by any of the following is limited to 3. | ||||
2.2.3.1 | Black designated groups; | 3 | 3% | ||
2.2.3.2 | Black participants in Employee Share Ownership Programmes; | ||||
2.2.3.3 | Black people in Broad-based Ownership Schemes; | ||||
2.2.3.4 | Black participants in Co-operatives | ||||
2.2.4 | New Entrants | 2 | 2% | ||
Economic Interest Subtotal | 11 | ||||
2.3 Realisation points: | |||||
2.3.1 | Net Value | 8 | Refer to Annexure 100 (E) As amended from time to time | ||
Ownership Total | 25 | ||||
Management Control | 2.1 Board participation: | ||||
2.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 3 | 50% | ||
2.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 2 | 25% | ||
2.1.3 | Black Executive directors as a percentage of all executive directors | 2 | 50% | ||
2.1.4 | Black female Executive directors as a percentage of all executive directors | 1 | 25% | ||
2.2 Other Executive Management: | |||||
2.2.1 | Black Executive Management as a percentage of all executive management | 3 | 60% | ||
2.2.2 | Black female Executive Management as a percentage of all executive management | 2 | 30% | ||
Executive Management Subtotal | 13 | ||||
2.3 Senior Management: | |||||
2.3.1 | Black employees in Senior Management as a percentage of all senior management | 2 | 60% | ||
2.3.2 | Black female employees in Senior Management as a percentage of all senior management | 1 | 30% | ||
2.4 Middle Management: | |||||
2.4.1 | Black employees in Middle Management as a percentage of all middle management | 2 | 75% | ||
2.4.2 | Black female employees in Middle Management as a percentage of all middle management | 1 | 38% | ||
2.5 Junior Management: | |||||
2.5.1 | Black employees in Junior Management as a percentage of all junior management | 1 | 88% | ||
2.5.2 | Black female employees in Junior Management as a percentage of all junior management | 1 | 44% | ||
2.6 Employees with disabilities: | |||||
2.6.1 | Black employees with disabilities as a percentage of all employees | 2 | 2% | ||
Employment Equity Subtotal | 10 | ||||
Management Control Total | 23 | ||||
Skills Development | 2.1.1 Skills Development Expenditure on any program specified in the Learning Programmes Matrix for Black People as a percentage of the Leviable Amount: | ||||
2.1.1.1 | Skills Development Expenditure on Learning Programmes specified in the Learning Programmes Matrix for Black People as a percentage of Leviable Amount | 8 | 6% | ||
2.1.1.2 | Skills Development Expenditure on Learning Programmes specified in the Learning Programmes Matrix for Black People with disabilities as a percentage of Leviable Amount | 4 | 0,3% | ||
2.1.2 Learnerships, Apprenticeships, and Internships | |||||
2.1.2.1 | Number of Black People participating in Learnerships, Apprenticeship and Internships as a percentage of total employees. | 4 | 2,5% | ||
2.1.2.2 | Number of Black Unemployed People participating in training specified in the Learning Programme Matrix as a percentage of number of employees | 4 | 2,5% | ||
Bonus Points | |||||
2.1.3 | Number of Black People absorbed by the Measured Entity or in the economy at the end of the Learnerships, Apprenticeship, Internships and Graduate programmes | 5 | 100% | ||
Skills Development Total | 25 | ||||
Enterprise and Supplier Development | 2.1 PREFERENTIAL PROCUREMENT: | ||||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 5 | 80% | ||
2.1.2 | B-BBEE Procurement Spend from all Empowering Suppliers that are Qualifying Small Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 15% | ||
2.1.3 | B-BBEE Procurement Spend from Exempted Micro-Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 15% | ||
2.1.4 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 9 | 40% | ||
2.1.5 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 30% Black Women owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 12% | ||
Bonus Points | |||||
2.1.6 | B-BBEE Procurement Spend from Designated Group Suppliers that are at least 51% Black Owned. | 2 | 2% | ||
Preferential Procurement Subtotal | 27 | ||||
2.2 SUPPLIER DEVELOPMENT: | |||||
2.2.1 | Annual value of all Supplier [or Partner or Vendor] Development Contributions made by the Measured Entity as a percentage of the target. | 10 | 2% of NPAT | ||
2.3 ENTERPRISE DEVELOPMENT: | |||||
2.3.1 | Annual value of Enterprise Development Contributions and Sector Specific Programmes made by the Measured Entity as a percentage of the target for Black Owned ICT Entities. | 15 | 3% of NPAT | ||
2.4 Bonus Points | |||||
2.4.1 | Bonus point for graduation of one or more Enterprise Development beneficiaries to Supplier Development Level. | 1 | |||
2.4.2 | Bonus point for creating new jobs up to 10% of the workforce directly as a result of Supplier Development and Enterprise Development initiatives by the Measured Entity; OR | 1 | |||
2.4.3 | Bonus point for creating new jobs 11% or more of the workforce directly as a result of Supplier Development and Enterprise Development initiatives by the Measured Entity. | 2 | |||
Enterprise and Supplier Development Subotal | 29 | ||||
Enterprise and Supplier Development Total | 56 | ||||
Socio-Economic Development | Soci-Economic Development | ||||
Annual value of all Socio-Economic Development Contributions by the Measured Entity as a percentage of the target | 12 | 1.5% of NPAT | |||
Socio-Economic Development Total | 12 | ||||
Total Scorecard | 141 |
ICT Specialised Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Management Control | 4.1 Board participation: | ||||
4.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 2 | 50% | ||
4.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 1 | 25% | ||
4.1.3 | Black executive directors as a percentage of all executive directors | 2 | 50% | ||
4.1.4 | Black female executive directors as a percentage of all executive directors | 1 | 25% | ||
4.2 Other Executive Management: | |||||
4.2.1 | Black executive management as a percentage of all executive management | 2 | 60% | ||
4.2.2 | Black female executive management as a percentage of all executive management | 1 | 30% | ||
Executive Management Subtotal | 9 | ||||
4.3 Senior Management: | |||||
4.3.1 | Black employees in senior management as a percentage of all senior management | 2 | 60% | ||
4.3.2 | Black female employees in senior management as a percentage of all senior management | 1 | 30% | ||
4.4 Middle Management: | |||||
4.4.1 | Black employees in middle management as a percentage of all middle management | 2 | 75% | ||
4.4.2 | Black female employees in middle management as a percentage of all middle management | 1 | 38% | ||
4.5 Junior Management: | |||||
4.5.1 | Black employees in junior management as a percentage of all junior management | 2 | 88% | ||
4.5.2 | Black female employees in junior management as a percentage of all junior management 1 | 1 | 44% | ||
4.6 Employees with disabilities: | |||||
4.6.1 | Black employees with disabilities as a percentage of all employees | 2 | 2% | ||
Employment Equity Subtotal | 11 | ||||
Management Control Total | 20 | ||||
Skills Development | 5.1. Skills Development Expenditure on any programme specified in the Learning Programme Matrix for black people as a percentage of the Leviable Amount | ||||
5.1.1 | Skills Development Expenditure on Learning Programmes specified in the Learning Programme Matrix for black people as a percentage of Leviable Amount. | 9 | 6% | ||
5.1.2 | Skills Development Expenditure on Learning Programmes specified in the Learning Programme Matrix for black employees with disabilities as a percentage of Leviable Amount. | 4 | 0,3% | ||
5.2 Learnerships, apprenticeships and internships | |||||
5.2.1 | Number of black people participating in learnerships, apprenticeships and internships as a percentage of total employees | 6 | 2,5% | ||
5.2.2 | Number of black unemployed people participating in training specified in the learning programme matrix as a percentage of number of employees | 6 | 2,5% | ||
Bonus Points | |||||
5,3 | Number of black people absorbed by the Measured Entity and Industry at the end of the learnership/ apprenticeship or internship programme | 5 | 100% | ||
Skills Development Total | 30 | ||||
Enterprise and Supplier Development | 6.1 PREFERENTIAL PROCUREMENT: | ||||
6.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 5 | 80% | ||
6.1.2 | B-BBEE Procurement Spend from all Empowering Suppliers that are Qualifying Small Enterprises based on the applicable BBBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 15% | ||
6.1.3 | B-BBEE Procurement Spend from all Exempted Micro-Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 5 | 15% | ||
6.1.4 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% black owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 11 | 40% | ||
6.1.5 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 30% black women owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 5 | 12% | ||
6.1.6 Bonus Points | |||||
6.1.6.1 | B-BBEE Procurement Spend from Designated Group suppliers that are at least 51% black owned | 2 | 2% | ||
Preferential Procurement Subtotal | 32 | ||||
6.2 SUPPLIER DEVELOPMENT: | |||||
6.2.1 | Annual value of all Supplier Development Contributions made by the Measured Entity as a percentage of the target | 10 | 2% of Net Profit After Tax (NPAT) or 0.2% Annual Revenue/ Allocated budget/ Gross receipts/ Discretional spend |
||
6.3 ENTERPRISE DEVELOPMENT: | |||||
6.3.1 | Annual value of Enterprise Development Contributions and Sector Specific Programmes made by the Measured Entity as a percentage of the target. | 15 | 3% of NPAT or 0.3% Annual revenue/ Allocated budget/ Gross receipts/ Discretional spend | ||
6.4 Bonus Points | |||||
6.4.1 | Bonus point for graduation of one or more Enterprise Development beneficiaries to graduate to the Supplier Development level. | 1 | |||
6.4.2 | Bonus point for creating one or more jobs directly as a result of Supplier Development and Enterprise Development initiatives by the Measured Entity | 1 | |||
Enterprise and Supplier Development Subotal | 27 | ||||
Enterprise and Supplier Development Total | 59 | ||||
Socio-Economic Development | 7 Soci-Economic Development | ||||
7,1 | Annual value of all Socio-Economic Development contributions by the Measured Entity as a percentage of the target. | 5 | 1% of NPAT or 0,1% Annual Revenue/ Allocated budget/ Gross receipts/ Discretional spend |
||
Socio-Economic Development Total | 5 | ||||
Total Scorecard | 114 |
Financial Services – Other Institutions Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable voting rights in the measured entity in the hands of black people | 4 | 25%+1 vote | ||
2.1.2 | Exercisable voting rights in the measured entity in the hands of black women | 2 | 10% | ||
Voting Rights Subtotal | 6 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic interest rights in the measured entity to which black people are entitled | 3 | 25% | ||
2.2.2 | Economic interest rights in the measured entity to which black women are entitled | 2 | 10% | ||
2.2.3 | Economic interest in the hands black designated groups; black participants in Employee Share Ownership Programmes; black people in Broad-based Ownership Schemes and black participants in co-operatives | 3 | 3% | ||
2.2.4 | New Entrants | 3 | 2% | ||
Economic Interest Subtotal | 11 | ||||
2,3 | Net Value | 6 | Formula Annexe 100(C) | ||
Bonus Points | |||||
2,4 | Bonus: Direct/Indirect ownership in excess of 15% | 3 | 10% | ||
2,5 | Bonus: Economic interest and voting rights above 32.5% | 2 | 1 point @ 32.5% and 1 point @ 40% | ||
Ownership Total | 28 | ||||
Management Control | 2.1 Board Participation | ||||
2.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 1 | 50% | ||
2.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 1 | 25% | ||
2.1.3 | Black executive directors as a percentage of all executive directors | 2 | 50% | ||
2.1.4 | Black female executive directors as a percentage of all executive directors | 1 | 25% | ||
2.2 Other Execututive Management | |||||
2.2.1 | Black executive management as a percentage of all executive management | 2 | 60% | ||
2.2.2 | Black female executive management as a percentage of all executive management | 1 | 30% | ||
Executive Management Subtotal | 8 | ||||
2.3 Senior Management | |||||
2.3.1 | Black employees in senior management as a percentage of all such employees | 2 | 60% | ||
2.3.2 | Black female employees in senior management as a percentage of all senior managers | 1 | 30% | ||
2.3.3 | African senior managers as a percentage of all senior managers | 1 | EAP% | ||
2.4 Middle Management | |||||
2.4.1 | Black employees in middle management as a percentage of all middle management | 2 | 75% | ||
2.4.2 | Black female employees in middle management as a percentage of all middle management | 1 | 38% | ||
2.4.3 | African middle managers as a percentage of all middle managers | 1 | EAP% | ||
2.5 Junior Management | |||||
2.5.1 | Black employees in junior management as a percentage of all junior management | 1 | 88% | ||
2.5.2 | Black female employees in junior management as a percentage of all junior management | 1 | 44% | ||
2.5.3 | African junior managers as a percentage of all junior managers | 1 | EAP% | ||
2,6 | Black employees with disabilities as a percentage of all employees | 1 | 2% | ||
Senior, Middle and Junior Management Subtotal | 12 | ||||
Management Control Total | 20 | ||||
Skills Development | 2.1 Senior Management | ||||
2.1.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black senior and executive managers as a percentage of the leviable amount applicable to this level | 1 | 2,00% | ||
2.1.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,00% | ||
2.1.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.2 Middle Management | |||||
2.2.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black middle managers as a percentage of the leviable amount applicable to this level | 1 | 3,00% | ||
2.2.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women middle managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,50% | ||
2.2.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African middle managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.3 Junior Management | |||||
2.3.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black junior managers as a percentage of leviable amount applicable to this level | 1 | 5,00% | ||
2.3.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women junior managers as a percentage of the leviable amount applicable to this level | 1 | 2,50% | ||
2.3.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African junior managers as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Senior, Middle and Junior Management Subtotal | 7 | ||||
2.4 Non-management staff | |||||
2.4.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black non-management staff as a percentage of the leviable amount applicable to this level | 2 | 8,00% | ||
2.4.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women non-management staff as a percentage of the leviable amount applicable to this level | 1 | 4,00% | ||
2.4.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African non-management staff as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Non-management staff Subtotal | 4 | ||||
2,5 | Skills development expenditure on learning programmes specified in the learning programme matrix for black unemployed people as a percentage of the leviable amount | 4 | 1,5% | ||
2,6 | Skills development expenditure on learning programmes specified in the learning programme matrix for black people with disabilities as a percentage of the leviable amount | 1 | 0,30% | ||
2,7 | Number of black people, (employed or unemployed) participating in learnerships, apprenticeships, internships or Category B, C or D programmes as a percentage of total employees | 4 | 5,00% | ||
Bonus Points | |||||
2,8 | Number of previously unemployed black people Absorbed by the measured entity/industry at the end of the learnerships, apprenticeships, internships, or Category B, C or D programmes. | 3 | 100% | ||
Skills Development Total | 23 | ||||
Enterprise and Supplier Development | 2.1 Procurement | Targets year 1-3 | Targets year 3+ | ||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 5 | 75% | 80% | |
2.1.2 | B-BBEE procurement spend from empowering suppliers who are QSEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 3 | 14% | 18% | |
2.1.3 | B-BBEE procurement spend from empowering suppliers who are EMEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 8% | 12% | |
2.1.4 | B-BBEE procurement spend from empowering suppliers that are at least 51% black owned based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 7 | 20% | 30% | |
2.1.5 | B-BBEE procurement spend from empowering suppliers that are at least 30% black women owned based on the applicable BBBEE procurement recognition levels as a percentage of total measured procurement spend | 3 | 9% | 10% | |
Procurement Subtotal | 20 | ||||
2.2 Supplier Development | |||||
2.2.1 | Annual value of all supplier development contributions made by the measured entity | 10 | 2% of NPAT | ||
2.3 Enterprise and Supplier Development | |||||
2.3.1 | Annual value of enterprise development contributions and sector specific programmes made by the measured entity | 5 | 1% of NPAT | ||
2.4 Bonus Points | |||||
2.4.1 | Graduation of one or more enterprise development beneficiaries to graduate to the supplier development level. | 1 | 1 | ||
2.4.2 | For creating one or more jobs directly as a result of supplier development and enterprise development initiatives by the measured entity. | 1 | 1 | ||
2.4.3 (a) | B-BBEE procurement spend from intermediated black professional service providers who are empowering suppliers based on the B-BBEE procurement recognition levels as a percentage of intermediated spend | 2 | 5% | ||
Or | |||||
2.4.3 (b) | B-BBEE procurement spend from black stockbrokers or black fund managers who are empowering suppliers based on the BBBEE procurement recognition levels as a percentage of total value of all trade allocated | 2 | 5% | ||
2.4.4 | B-BBEE procurement spend from designated group suppliers that are at least 51% black owned as a percentage of the total measured spend | 2 | 2% | ||
2.4.5 | Enterprise development support of black stockbrokers, black fund managers or intermediaries | 2 | 0.5% of NPAT (recoverable or nonrecoverable) | ||
Enterprise and Supplier Development Subotal | 23 | ||||
Enterprise and Supplier Development Total | 43 | ||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,60% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0,40% | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 | ||||
Total Scorecard | 122 |
Target for International Banks, SAVCA members & Reinsurers – Socio-Economic Development | |||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,70% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0 | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 |
Access to Financial Services Scorecard – Banking | ||||||
Access Method | Qualifying Market/Arear | Qualifying Criteria | Range | Target | Available Points | |
2,1 | Geographic Access (Reach) | One or more of: | ||||
2.1.1 | Transaction point | 50% or more of house-holds fall within LSM 1-5 |
draw cash, or | 5 km | 85% | 1 |
purchase from their accounts | ||||||
2.1.2 | Service point | reset a PIN | 10 km | 70% | 1 | |
money transfers, | ||||||
get a statement, or | ||||||
initiate account queries | ||||||
2.1.3 | Sales point | replace a card, | 15 km | 60% | 2 | |
deposit cash into their accounts, or | ||||||
acquire: | ||||||
a transaction account, a funeral policy, | ||||||
a savings account, or | ||||||
a loan. | ||||||
2.1.4 | Electronic Access | Individuals earning less than R5,000 per month increasing by CPIX p.a. |
The use of telephones, mobile phones, internet banking or any other new technology for: money transfers, account to account transfers, prepaid purchases, balance enquiries (list not exhaustive). |
National | 19% of account holders within the target market |
2 |
2,2 | Banking Densification |
Individuals in the LSM 1-5 group nationally |
Access to cash withdrawal facility per measuring unit |
National | 1, 500 adults per point of presence |
3 |
2,3 | Product related access |
Individuals in the LSM 1-5 group nationally |
Number of active accounts for qualifying products per institution |
National | 12 370 082 active accounts in 2017 (SASSA accounts not included) |
3 |
Access to Financial Services Total | 12 |
Financial Services – Stock Exchanges & Stock Exchange Members Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable voting rights in the measured entity in the hands of black people | 4 | 25%+1 vote | ||
2.1.2 | Exercisable voting rights in the measured entity in the hands of black women | 2 | 10% | ||
Voting Rights Subtotal | 6 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic interest rights in the measured entity to which black people are entitled | 3 | 25% | ||
2.2.2 | Economic interest rights in the measured entity to which black women are entitled | 2 | 10% | ||
2.2.3 | Economic interest in the hands black designated groups; black participants in Employee Share Ownership Programmes; black people in Broad-based Ownership Schemes and black participants in co-operatives | 3 | 3% | ||
2.2.4 | New Entrants | 3 | 2% | ||
Economic Interest Subtotal | 11 | ||||
2,3 | Net Value | 6 | Formula Annexe 100(C) | ||
Bonus Points | |||||
2,4 | Bonus: Direct/Indirect ownership in excess of 15% | 3 | 10% | ||
2,5 | Bonus: Economic interest and voting rights above 32.5% | 2 | 1 point @ 32.5% and 1 point @ 40% | ||
Ownership Total | 28 | ||||
Management Control | 2.1 Board Participation | ||||
2.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 1 | 50% | ||
2.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 1 | 25% | ||
2.1.3 | Black executive directors as a percentage of all executive directors | 2 | 50% | ||
2.1.4 | Black female executive directors as a percentage of all executive directors | 1 | 25% | ||
2.2 Other Execututive Management | |||||
2.2.1 | Black executive management as a percentage of all executive management | 2 | 60% | ||
2.2.2 | Black female executive management as a percentage of all executive management | 1 | 30% | ||
Executive Management Subtotal | 8 | ||||
2.3 Senior Management | |||||
2.3.1 | Black employees in senior management as a percentage of all such employees | 2 | 60% | ||
2.3.2 | Black female employees in senior management as a percentage of all senior managers | 1 | 30% | ||
2.3.3 | African senior managers as a percentage of all senior managers | 1 | EAP% | ||
2.4 Middle Management | |||||
2.4.1 | Black employees in middle management as a percentage of all middle management | 2 | 75% | ||
2.4.2 | Black female employees in middle management as a percentage of all middle management | 1 | 38% | ||
2.4.3 | African middle managers as a percentage of all middle managers | 1 | EAP% | ||
2.5 Junior Management | |||||
2.5.1 | Black employees in junior management as a percentage of all junior management | 1 | 88% | ||
2.5.2 | Black female employees in junior management as a percentage of all junior management | 1 | 44% | ||
2.5.3 | African junior managers as a percentage of all junior managers | 1 | EAP% | ||
2,6 | Black employees with disabilities as a percentage of all employees | 1 | 2% | ||
Senior, Middle and Junior Management Subtotal | 12 | ||||
Management Control Total | 20 | ||||
Skills Development | 2.1 Senior Management | ||||
2.1.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black senior and executive managers as a percentage of the leviable amount applicable to this level | 1 | 2,00% | ||
2.1.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,00% | ||
2.1.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.2 Middle Management | |||||
2.2.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black middle managers as a percentage of the leviable amount applicable to this level | 1 | 3,00% | ||
2.2.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women middle managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,50% | ||
2.2.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African middle managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.3 Junior Management | |||||
2.3.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black junior managers as a percentage of leviable amount applicable to this level | 1 | 5,00% | ||
2.3.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women junior managers as a percentage of the leviable amount applicable to this level | 1 | 2,50% | ||
2.3.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African junior managers as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Senior, Middle and Junior Management Subtotal | 7 | ||||
2.4 Non-management staff | |||||
2.4.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black non-management staff as a percentage of the leviable amount applicable to this level | 2 | 8,00% | ||
2.4.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women non-management staff as a percentage of the leviable amount applicable to this level | 1 | 4,00% | ||
2.4.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African non-management staff as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Non-management staff Subtotal | 4 | ||||
2,5 | Skills development expenditure on learning programmes specified in the learning programme matrix for black unemployed people as a percentage of the leviable amount | 4 | 1,5% | ||
2,6 | Skills development expenditure on learning programmes specified in the learning programme matrix for black people with disabilities as a percentage of the leviable amount | 1 | 0,30% | ||
2,7 | Number of black people, (employed or unemployed) participating in learnerships, apprenticeships, internships or Category B, C or D programmes as a percentage of total employees | 4 | 5,00% | ||
Bonus Points | |||||
2,8 | Number of previously unemployed black people Absorbed by the measured entity/industry at the end of the learnerships, apprenticeships, internships, or Category B, C or D programmes. | 3 | 100% | ||
Skills Development Total | 23 | ||||
Enterprise and Supplier Development | 2.1 Procurement | Targets year 1-3 | Targets year 3+ | ||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 5 | 75% | 80% | |
2.1.2 | B-BBEE procurement spend from empowering suppliers who are QSEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 3 | 14% | 18% | |
2.1.3 | B-BBEE procurement spend from empowering suppliers who are EMEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 8% | 12% | |
2.1.4 | B-BBEE procurement spend from empowering suppliers that are at least 51% black owned based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 7 | 20% | 30% | |
2.1.5 | B-BBEE procurement spend from empowering suppliers that are at least 30% black women owned based on the applicable BBBEE procurement recognition levels as a percentage of total measured procurement spend | 3 | 9% | 10% | |
Procurement Subtotal | 20 | ||||
2.1 Supplier Development | |||||
2.2.1 | Annual value of all supplier development contributions made by the measured entity | 10 | 2% of NPAT | ||
2.3 Enterprise and Supplier Development | |||||
2.3.1 | Annual value of enterprise development contributions and sector specific programmes made by the measured entity | 5 | 1% of NPAT | ||
2.4 Bonus Points | |||||
2.4.1 | Graduation of one or more enterprise development beneficiaries to graduate to the supplier development level. | 1 | 1 | ||
2.4.2 | For creating one or more jobs directly as a result of supplier development and enterprise development initiatives by the measured entity. | 1 | 1 | ||
2.4.3 (a) | B-BBEE procurement spend from intermediated black professional service providers who are empowering suppliers based on the B-BBEE procurement recognition levels as a percentage of intermediated spend | 2 | 5% | ||
Or | |||||
2.4.3 (b) | B-BBEE procurement spend from black stockbrokers or black fund managers who are empowering suppliers based on the BBBEE procurement recognition levels as a percentage of total value of all trade allocated | 2 | 5% | ||
2.4.4 | B-BBEE procurement spend from designated group suppliers that are at least 51% black owned as a percentage of the total measured spend | 2 | 2% | ||
2.4.5 | Enterprise development support of black stockbrokers, black fund managers or intermediaries | 2 | 0.5% of NPAT (recoverable or nonrecoverable) | ||
Enterprise and Supplier Development Subotal | 23 | ||||
Enterprise and Supplier Development Total | 43 | ||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,60% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0,40% | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 | ||||
Total Scorecard | 122 |
Target for International Banks, SAVCA members & Reinsurers – Socio-Economic Development | |||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,70% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0 | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 |
Access to Financial Services Scorecard – Banking | ||||||
Access Method | Qualifying Market/Arear | Qualifying Criteria | Range | Target | Available Points | |
2,1 | Geographic Access (Reach) | One or more of: | ||||
2.1.1 | Transaction point | 50% or more of house-holds fall within LSM 1-5 |
draw cash, or | 5 km | 85% | 1 |
purchase from their accounts | ||||||
2.1.2 | Service point | reset a PIN | 10 km | 70% | 1 | |
money transfers, | ||||||
get a statement, or | ||||||
initiate account queries | ||||||
2.1.3 | Sales point | replace a card, | 15 km | 60% | 2 | |
deposit cash into their accounts, or | ||||||
acquire: | ||||||
a transaction account, a funeral policy, | ||||||
a savings account, or | ||||||
a loan. | ||||||
2.1.4 | Electronic Access | Individuals earning less than R5,000 per month increasing by CPIX p.a. |
The use of telephones, mobile phones, internet banking or any other new technology for: money transfers, account to account transfers, prepaid purchases, balance enquiries (list not exhaustive). |
National | 19% of account holders within the target market |
2 |
2,2 | Banking Densification |
Individuals in the LSM 1-5 group nationally |
Access to cash withdrawal facility per measuring unit |
National | 1, 500 adults per point of presence |
3 |
2,3 | Product related access |
Individuals in the LSM 1-5 group nationally |
Number of active accounts for qualifying products per institution |
National | 12 370 082 active accounts in 2017 (SASSA accounts not included) |
3 |
Access to Financial Services Total | 12 |
Financial Services – Banks Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable voting rights in the measured entity in the hands of black people | 4 | 25%+1 vote | ||
2.1.2 | Exercisable voting rights in the measured entity in the hands of black women | 2 | 10% | ||
Voting Rights Subtotal | 6 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic interest rights in the measured entity to which black people are entitled | 3 | 25% | ||
2.2.2 | Economic interest rights in the measured entity to which black women are entitled | 2 | 10% | ||
2.2.3 | Economic interest in the hands black designated groups; black participants in Employee Share Ownership Programmes; black people in Broad-based Ownership Schemes and black participants in co-operatives | 3 | 3% | ||
2.2.4 | New Entrants | 3 | 2% | ||
Economic Interest Subtotal | 11 | ||||
2,3 | Net Value | 6 | Formula Annexe 100(C) | ||
Bonus Points | |||||
2,4 | Bonus: Direct/Indirect ownership in excess of 15% | 3 | 10% | ||
2,5 | Bonus: Economic interest and voting rights above 32.5% | 2 | 1 point @ 32.5% and 1 point @ 40% | ||
Ownership Total | 28 | ||||
Management Control | 2.1 Board Participation | ||||
2.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 1 | 50% | ||
2.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 1 | 25% | ||
2.1.3 | Black executive directors as a percentage of all executive directors | 2 | 50% | ||
2.1.4 | Black female executive directors as a percentage of all executive directors | 1 | 25% | ||
2.2 Other Execututive Management | |||||
2.2.1 | Black executive management as a percentage of all executive management | 2 | 60% | ||
2.2.2 | Black female executive management as a percentage of all executive management | 1 | 30% | ||
Executive Management Subtotal | 8 | ||||
2.3 Senior Management | |||||
2.3.1 | Black employees in senior management as a percentage of all such employees | 2 | 60% | ||
2.3.2 | Black female employees in senior management as a percentage of all senior managers | 1 | 30% | ||
2.3.3 | African senior managers as a percentage of all senior managers | 1 | EAP% | ||
2.4 Middle Management | |||||
2.4.1 | Black employees in middle management as a percentage of all middle management | 2 | 75% | ||
2.4.2 | Black female employees in middle management as a percentage of all middle management | 1 | 38% | ||
2.4.3 | African middle managers as a percentage of all middle managers | 1 | EAP% | ||
2.5 Junior Management | |||||
2.5.1 | Black employees in junior management as a percentage of all junior management | 1 | 88% | ||
2.5.2 | Black female employees in junior management as a percentage of all junior management | 1 | 44% | ||
2.5.3 | African junior managers as a percentage of all junior managers | 1 | EAP% | ||
2,6 | Black employees with disabilities as a percentage of all employees | 1 | 2% | ||
Senior, Middle and Junior Management Subtotal | 12 | ||||
Management Control Total | 20 | ||||
Skills Development | 2.1 Senior Management | ||||
2.1.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black senior and executive managers as a percentage of the leviable amount applicable to this level | 1 | 2,00% | ||
2.1.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,00% | ||
2.1.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.2 Middle Management | |||||
2.2.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black middle managers as a percentage of the leviable amount applicable to this level | 1 | 3,00% | ||
2.2.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women middle managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,50% | ||
2.2.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African middle managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.3 Junior Management | |||||
2.3.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black junior managers as a percentage of leviable amount applicable to this level | 1 | 5,00% | ||
2.3.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women junior managers as a percentage of the leviable amount applicable to this level | 1 | 2,50% | ||
2.3.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African junior managers as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Senior, Middle and Junior Management Subtotal | 7 | ||||
2.4 Non-management staff | |||||
2.4.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black non-management staff as a percentage of the leviable amount applicable to this level | 2 | 8,00% | ||
2.4.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women non-management staff as a percentage of the leviable amount applicable to this level | 1 | 4,00% | ||
2.4.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African non-management staff as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Non-management staff Subtotal | 4 | ||||
2,5 | Skills development expenditure on learning programmes specified in the learning programme matrix for black unemployed people as a percentage of the leviable amount | 4 | 1,5% | ||
2,6 | Skills development expenditure on learning programmes specified in the learning programme matrix for black people with disabilities as a percentage of the leviable amount | 1 | 0,30% | ||
2,7 | Number of black people, (employed or unemployed) participating in learnerships, apprenticeships, internships or Category B, C or D programmes as a percentage of total employees | 4 | 5,00% | ||
Bonus Points | |||||
2,8 | Number of previously unemployed black people Absorbed by the measured entity/industry at the end of the learnerships, apprenticeships, internships, or Category B, C or D programmes. | 3 | 100% | ||
Skills Development Total | 23 | ||||
Enterprise and Supplier Development | 2.1 Procurement | Targets year 1-3 | Targets year 3+ | ||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 4 | 75% | 80% | |
2.1.2 | B-BBEE procurement spend from empowering suppliers who are QSEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 14% | 18% | |
2.1.3 | B-BBEE procurement spend from empowering suppliers who are EMEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 8% | 12% | |
2.1.4 | B-BBEE procurement spend from empowering suppliers that are at least 51% black owned based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 5 | 20% | 30% | |
2.1.5 | B-BBEE procurement spend from empowering suppliers that are at least 30% black women owned based on the applicable BBBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 2% | 10% | |
Procurement Subtotal | 15 | ||||
2.4 Bonus Points | |||||
2.4.1 | Graduation of one or more enterprise development beneficiaries to graduate to the supplier development level. | 0 | 1 | ||
2.4.2 | For creating one or more jobs directly as a result of supplier development and enterprise development initiatives by the measured entity. | 0 | 1 | ||
2.4.3 (a) | B-BBEE procurement spend from intermediated black professional service providers who are empowering suppliers based on the B-BBEE procurement recognition levels as a percentage of intermediated spend | 2 | 5% | ||
Or | |||||
2.4.3 (b) | B-BBEE procurement spend from black stockbrokers or black fund managers who are empowering suppliers based on the BBBEE procurement recognition levels as a percentage of total value of all trade allocated | 2 | 5% | ||
2.4.4 | B-BBEE procurement spend from designated group suppliers that are at least 51% black owned as a percentage of the total measured spend | 2 | 2% | ||
2.4.5 | Enterprise development support of black stockbrokers, black fund managers or intermediaries | 0 | 0.5% of NPAT (recoverable or nonrecoverable) | ||
Enterprise and Supplier Development Total | 19 | ||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,60% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0,40% | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 | ||||
Empowerment Financing | 2 Empowerment Financing | ||||
2,1 | Targeted Investments Transformational Infrastructure Black Agricultural Financing Affordable Housing Black Business Growth and SME Funding |
12 | R48bn | ||
2,2 | B-BBEE transaction financing and Black Business Growth/ SME Funding | 3 | R32bn | ||
Empowerment Financing Subtotal | 15 | ||||
2,3 | Annual value of all Supplier Development contributions made by the measured entity | 7 | 1.8% of NPAT |
||
2,4 | Annual value of all Enterprise Development contributions made by the measured entity | 3 | 0.2% of NPAT (non-recoverable) |
||
2.5 Bonus Points | |||||
2.5.1 | Graduation of one or more Enterprise Development beneficiaries to graduate to the Supplier Development level. | 1 | |||
2.5.2 | For creating one or more jobs directly as a result of Supplier Development and Enterprise Development initiatives by the measured entity. | 1 | |||
2.5.3 | Development of black stockbrokers, black fund managers and intermediaries | 2 | TBD | ||
Empowerment Financing Total | 29 | ||||
Access to Financial Services | Access to Financial Services | ||||
2,1 | Geographic Access (Reach) | ||||
2.1.1 | Transaction point | 1 | 85% | ||
2.1.2 | Service point | 1 | 70% | ||
2.1.3 | Sales point | 2 | 60% | ||
2.1.4 | Electronic Access | 2 | 19% of account holders within the target market | ||
2,2 | Banking Densification | 3 | 1, 500 adults per point of presence | ||
2,3 | Product related access | 3 | 12 370 082 active accounts in 2017 (SASSA accounts not included) | ||
Access to Financial Services Total | 12 | ||||
Total Scorecard | 139 |
Target for International Banks, SAVCA members & Reinsurers – Socio-Economic Development | |||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,70% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0 | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 |
Access to Financial Services Scorecard – Banking | ||||||
Access Method | Qualifying Market/Arear | Qualifying Criteria | Range | Target | Available Points | |
2,1 | Geographic Access (Reach) | One or more of: | ||||
2.1.1 | Transaction point | 50% or more of house-holds fall within LSM 1-5 |
draw cash, or | 5 km | 85% | 1 |
purchase from their accounts | ||||||
2.1.2 | Service point | reset a PIN | 10 km | 70% | 1 | |
money transfers, | ||||||
get a statement, or | ||||||
initiate account queries | ||||||
2.1.3 | Sales point | replace a card, | 15 km | 60% | 2 | |
deposit cash into their accounts, or | ||||||
acquire: | ||||||
a transaction account, a funeral policy, | ||||||
a savings account, or | ||||||
a loan. | ||||||
2.1.4 | Electronic Access | Individuals earning less than R5,000 per month increasing by CPIX p.a. |
The use of telephones, mobile phones, internet banking or any other new technology for: money transfers, account to account transfers, prepaid purchases, balance enquiries (list not exhaustive). |
National | 19% of account holders within the target market |
2 |
2,2 | Banking Densification |
Individuals in the LSM 1-5 group nationally |
Access to cash withdrawal facility per measuring unit |
National | 1, 500 adults per point of presence |
3 |
2,3 | Product related access |
Individuals in the LSM 1-5 group nationally |
Number of active accounts for qualifying products per institution |
National | 12 370 082 active accounts in 2017 (SASSA accounts not included) |
3 |
Access to Financial Services Total | 12 |
Scorecards – Frequently Asked Questions (FAQ)
Construction – BEP Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable Voting Rights in the Entity in the hands of Black People | 5,5 | 32.5% (35% year 4) | ||
2.1.2 | Exercisable Voting Rights in the Entity in the hands of Black women. | 2 | 10% (14% year 4) | ||
Voting Rights Subtotal | 7,5 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic Interest in the Entity to which Black People are entitled. | 5,5 | 32.5% (35% year 4) | ||
2.2.2 | Economic Interest in the Entity to which Black women are entitled. | 2 | 10% (14% year 4) | ||
2.2.3 Economic Interest of any of the following Black natural people in the Measured Entity: | |||||
2.2.3.1 | Black Designated Groups; | 3 | 5% (6% year 4) | ||
2.2.3.2 | Black Participants in Employee Share Ownership Programmes; | ||||
2.2.3.3 | Black People in Broad-Based Ownership Schemes; | ||||
2.2.3.4 | Black Participants in Cooperatives | ||||
2.2.4 | Black New Entrants | 5 | 6% | ||
Economic Interest Subtotal | 15,5 | ||||
2.3 Realisation points: | |||||
2.3.1 | Net Value | 4 | Refer to Annexe CSC100 (E) | ||
2.4 Bonus Points (Modified Flow Through may not be applied here) | |||||
2.4.1 | Exercisable Voting Rights in the Entity in the hands of Black People above 50% | 1 | Yes | ||
2.4.2 | Exercisable Voting Rights in the Entity in the hands of Black People above 75% | 2 | Yes | ||
2.4.3 | Exercisable Voting Rights in the Entity in the hands of Black Women above 50% | 1 | Yes | ||
Ownership Total | 31 | ||||
Management Control | 2.1 Board participation | ||||
2.1.1 | Exercisable Voting Rights of black board members as a percentage of all board members | 2,5 | 50% | ||
2.1.2 | Exercisable Voting Rights of black female board members as a percentage of all board members | 1 | 20% | ||
2.1.3 | Black Executive Directors as a percentage of all Executive Directors | 2,5 | 50% | ||
2.1.4 | Black female Executive Directors as a percentage of all Executive Directors | 1 | 20% | ||
Bonus Points | |||||
2.1.5 | Exceeding the Target for Black Executive Directors in 2.1.3 above | 1 | >50% | ||
2.1.6 | Exceeding the Target for Black female Executive Directors in 2.1.4 above | 1 | >20% | ||
2.2 Other Executive Management | |||||
2.2.1 | Black Other Executive Management as a percentage of all Other Executive Management | 2 | 60% | ||
2.2.2 | Black female other Executive Management as a percentage of all Other Executive Management | 1 | 30% | ||
Executive Management Subtotal | 12 | ||||
2.3 Senior Management | |||||
2.3.1 | Black Employees in Senior Management as a percentage of all Senior Management | 2 | 60% | ||
2.3.2 | Black female Employees in Senior Management as a percentage of all Senior Management | 1 | 30% | ||
2.4 Middle Management | |||||
2.4.1 | Black Employees in Middle Management as a percentage at all Middle Management | 1,5 | 75% | ||
2.4.2 | Black female Employees in Middle Management as a percentage of all Middle Management | 1 | 30% | ||
2.6 Employees with disabilities | |||||
2.6.1 | Black Employees with Disabilities as a percentage of all office based Employees | 0,5 | 2% | ||
2.7 Black Professionals | |||||
2.7.1 | Black professionally registered Employees as a percentage of all professionally registered Employees | 2 | 50% | ||
2.8 Bonus Points | |||||
2.8.1 | Black Employees that are “youth” as defined by the National Youth Commission Act of 1996, as a percentage of all Employees using the Adjusted Recognition for Gender. | 2 | 30% | ||
Employment Equity Subtotal | 10 | ||||
Management Control Total | 22 | ||||
Skills Development | 2.1.1 Skills Development Expenditure on any programme specified in the Learning Programme Matrix for Black People as a percentage of the Leviable Amount | ||||
2.1.1.1 | Skills Development Expenditure on Black People as a percentage of the Leviable Amount. | 7 | 2,0% | ||
2.5% (year 3) | |||||
3% (year 5) | |||||
2.1.2 The proportion of Skills Development Expenditure on Black People by the Measured Entity using the Adjusted Recognition for Gender expended on the following categories of Black People: | |||||
2.1.2.1 | African People ( as defined in the Stats SA EAP) | 2 | %Contribution of African People to EAP | ||
2.1.2.2 | Black Management (Executive, Senior and Middle management categories) | 3 | 15% | ||
2.1.2.3 | Black Management (Junior management category) | 1 | 10% | ||
2.1.2.4 | Bursaries or Scholarships for Black People. | 4 | 15% | ||
2.1.3 Learnerships, Apprenticeships, Internships and Professional Registration | |||||
2.1.3.1 | Number of Black People participating in Category A, B, C or D learning programmes as per the Learning Programme Matrix, as a percentage of the total number of Employees. | 4 | 2,5% | ||
2.1.3.2 | Number of Black Employees registered as candidates with industry professional registration bodies as a % of the total number of such registered Employees. | 4 | 60% | ||
2.1.3.3 | Number of Black People with Disabilities on Category A, B, C, or D learning programmes as per the Learning Programme Matrix, as a percentage of black office based learners on those learning programmes. | 1 | 5% | ||
2.1.4 Mentorship | |||||
2.1.4.1 | Implementation of an Approved and Verified Mentorship Programme (as per Annexe CSC300 C). | 3 | Yes | ||
2.1.5 Bonus points | |||||
2.1.5.1 | Percentage of Black People Absorbed by the Measured Entity at the end of a Category A, B, C or D learning programme. | 1 | 100% | ||
2.1.5.3 | The number of Black Employees who registered as a Professional with industry Professional Bodies as a percentage of all Employees who registered as such in the Measurement Period | 4 | 60% | ||
Skills Development Total | 34 | ||||
PREFERENTIAL PROCUREMENT AND SUPPLIER DEVELOPMENT SCORECARD | 2.1 PREFERENTIAL PROCUREMENT: | ||||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 6 | 80% | ||
2.1.2 | B-BBEE Procurement Spend from all Empowering Suppliers that are Exempted Micro-Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 20% | ||
2.1.3 | B-BBEE Procurement Spend from all Empowering Suppliers that are Qualifying Small Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 2 | 10% | ||
2.1.4 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 20% | ||
2.1.5 | BBEE Procurement Spend from Empowering Suppliers that are at least 35% Black Women Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 12% | ||
Bonus Points | |||||
2.1.6 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% owned by Black Designated Groups based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend. | 2 | 20% | ||
2.1.7 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black Women Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 1 | 8% | ||
Preferential Procurement Subtotal | 21 | ||||
2.2 SUPPLIER DEVELOPMENT PROGRAMMES | |||||
2.2.1 | Compliant Supplier and Contractor Development Programmes | 4 | Ann. CSC 400 ( C ) | ||
2.3 SUPPLIER DEVELOPMENT CONTRIBUTIONS | |||||
2.3.1 | Annual value of all Qualifying Supplier Development Contributions made by the Measured Entity as a percentage of the Target. | 4 | 3% of NPAT |
||
2.3.2 | Annual value of all Qualifying Supplier Development Contributions towards 51% Black Women Owned entities made by the Measured Entity as a percentage of the Target. | 1 | 20% of value in 2.3.1 |
||
Supplier Development Subotal | 9 | ||||
Preferential Procurement and supplier development Total | 30 | ||||
Socio-Economic Development | Soci-Economic Development | ||||
2.4.1 | Annual value of all Qualifying Socio-Economic Contributions by the Measured Entity as a percentage of the Target | 4 | 1.25% of NPAT |
||
2.4.2 | The portion of Qualifying Socio-Economic Contributions in 2.4.1 above spend on Communities with Limited Services. | 1 | 30% of Target in 2.4.1 |
||
Bonus Points | |||||
2.4.3 | Annual value of contributions towards Structured SED Projects by the Measured Entity as a percentage of the Target | 1 | 1.25% of NPAT |
||
Socio-Economic Development Total | 6 | ||||
Total Scorecard | 123 |
Construction – Contractor Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable Voting Rights in the Entity in the hands of Black People | 4,5 | 32.5% (35% year 4) | ||
2.1.2 | Exercisable Voting Rights in the Entity in the hands of Black women. | 2 | 10% (14% year 4) | ||
Voting Rights Subtotal | 6,5 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic Interest in the Entity to which Black People are entitled. | 4,5 | 32.5% (35% year 4) | ||
2.2.2 | Economic Interest in the Entity to which Black women are entitled. | 2 | 10% (14% year 4) | ||
2.2.3 Economic Interest of any of the following Black natural people in the Measured Entity: | |||||
2.2.3.1 | Black Designated Groups; | 3 | 10% (12% year 4) | ||
2.2.3.2 | Black Participants in Employee Share Ownership Programmes; | ||||
2.2.3.3 | Black People in Broad-Based Ownership Schemes; | ||||
2.2.3.4 | Black Participants in Cooperatives | ||||
2.2.4 | Black New Entrants | 5 | 5% | ||
Economic Interest Subtotal | 14,5 | ||||
2.3 Realisation points: | |||||
2.3.1 | Net Value | 6 | Refer to Annexe CSC100 (E) | ||
2.4 Bonus Points (Modified Flow Through may not be applied here) | |||||
2.4.1 | Exercisable Voting Rights in the Entity in the hands of Black People above 50% | 1 | Yes | ||
2.4.2 | Exercisable Voting Rights in the Entity in the hands of Black People above 75% | 2 | Yes | ||
2.4.3 | Exercisable Voting Rights in the Entity in the hands of Black Women above 50% | 1 | Yes | ||
Ownership Total | 31 | ||||
Management Control | 2.1 Board participation | ||||
2.1.1 | Exercisable Voting Rights of black board members as a percentage of all board members | 3 | 50% | ||
2.1.2 | Exercisable Voting Rights of black female board members as a percentage of all board members | 1 | 20% | ||
2.1.3 | Black Executive Directors as a percentage of all Executive Directors | 2 | 50% | ||
2.1.4 | Black female Executive Directors as a percentage of all Executive Directors | 1 | 20% | ||
Bonus Points | |||||
2.1.5 | Exceeding the Target for Black Executive Directors in 2.1.3 above | 1 | >50% | ||
2.1.6 | Exceeding the Target for Black female Executive Directors in 2.1.4 above | 1 | >20% | ||
2.2 Other Executive Management | |||||
2.2.1 | Black Other Executive Management as a percentage of all Other Executive Management | 2 | 60% | ||
2.2.2 | Black female other Executive Management as a percentage of all Other Executive Management | 1 | 30% | ||
Executive Management Subtotal | 12 | ||||
2.3 Senior Management | |||||
2.3.1 | Black Employees in Senior Management as a percentage of all Senior Management | 2 | 60% | ||
2.3.2 | Black female Employees in Senior Management as a percentage of all Senior Management | 0,5 | 30% | ||
2.4 Middle Management | |||||
2.4.1 | Black Employees in Middle Management as a percentage at all Middle Management | 1 | 75% | ||
2.4.2 | Black female Employees in Middle Management as a percentage of all Middle Management | 0,5 | 30% | ||
2.5 Junior Management | |||||
2.5.1 | Black Employees in Junior Management as a percentage of all Junior Management | 1 | 88% | ||
2.5.2 | Black female Employees in Junior Management as a percentage of all Junior Management | 0,5 | 35% | ||
2.6 Employees with disabilities | |||||
2.6.1 | Black Employees with Disabilities as a percentage of all office based Employees | 0,5 | 2% | ||
2.7 Black Professionals | |||||
2.7.1 | Black professionally registered Employees as a percentage of all professionally registered Employees | 2 | 50% | ||
2.8 Bonus Points | |||||
2.8.1 | Black Employees that are “youth” as defined by the National Youth Commission Act of 1996, as a percentage of all Employees using the Adjusted Recognition for Gender. | 2 | 30% | ||
Employment Equity Subtotal | 10 | ||||
Management Control Total | 22 | ||||
Skills Development | 2.1.1 Skills Development Expenditure on any programme specified in the Learning Programme Matrix for Black People as a percentage of the Leviable Amount | ||||
2.1.1.1 | Skills Development Expenditure on Black People as a percentage of the Leviable Amount. | 4 | 2% | ||
2.5% (year 3) | |||||
3% (year 5) | |||||
2.1.2 The proportion of Skills Development Expenditure on Black People by the Measured Entity using the Adjusted Recognition for Gender expended on the following categories of Black People: | |||||
2.1.2.1 | African People ( as defined in the Stats SA EAP) | 2 | %Contribution of African People to EAP | ||
2.1.2.2 | Black Management (Executive, Senior and Middle management categories) | 2 | 15% | ||
2.1.2.3 | Black Management (Junior management category) | 1 | 10% | ||
2.1.2.4 | Bursaries or Scholarships for Black People. | 2 | 15% | ||
2.1.3 Learnerships, Apprenticeships, Internships and Professional Registration | |||||
2.1.3.1 | Number of Black People participating in Category A, B, C or D learning programmes as per the Learning Programme Matrix, as a percentage of the total number of Employees. | 3 | 2,5% | ||
2.1.3.2 | Number of Black Employees registered as candidates with industry professional registration bodies as a % of the total number of such registered Employees. | 3 | 60% | ||
2.1.3.3 | Number of Black People with Disabilities on Category A, B, C, or D learning programmes as per the Learning Programme Matrix, as a percentage of black office based learners on those learning programmes. | 1 | 5% | ||
2.1.4 Mentorship | |||||
2.1.4.1 | Implementation of an Approved and Verified Mentorship Programme (as per Annexe CSC300 C). | 3 | Yes | ||
2.1.5 Bonus points | |||||
2.1.5.1 | Percentage of Black People Absorbed by the Measured Entity at the end of a Category A, B, C or D learning programme. | 1 | 100% | ||
2.1.5.2 | The number of black employees that completed a Mentorship Programme during the last 3 years (including the measurement period) that were promoted during the Measurement Period expressed as a percentage of all such employees during those 3 years. | 2 | 15% | ||
2.1.5.3 | The number of Black Employees who registered as a Professional with industry Professional Bodies as a percentage of all Employees who registered as such in the Measurement Period | 2 | 60% | ||
Skills Development Total | 26 | ||||
PREFERENTIAL PROCUREMENT AND SUPPLIER DEVELOPMENT SCORECARD | 2.1 PREFERENTIAL PROCUREMENT: | ||||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 6 | 80% | ||
2.1.2 | B-BBEE Procurement Spend from all Empowering Suppliers that are Exempted Micro-Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 15% | ||
2.1.3 | B-BBEE Procurement Spend from all Empowering Suppliers that are Qualifying Small Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 15% | ||
2.1.4 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 20% | ||
2.1.5 | BBEE Procurement Spend from Empowering Suppliers that are at least 35% Black Women Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 12% | ||
Bonus Points | |||||
2.1.6 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% owned by Black Designated Groups based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend. | 3 | 20% | ||
2.1.7 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black Women Owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 1 | 8% | ||
Preferential Procurement Subtotal | 23 | ||||
2.2 SUPPLIER DEVELOPMENT PROGRAMMES | |||||
2.2.1 | Compliant Supplier and Contractor Development Programmes | 5 | Ann. CSC 400 ( C ) | ||
2.3 SUPPLIER DEVELOPMENT CONTRIBUTIONS | |||||
2.3.1 | Annual value of all Qualifying Supplier Development Contributions made by the Measured Entity as a percentage of the Target. | 8 | 3% of NPAT |
||
2.3.2 | Annual value of all Qualifying Supplier Development Contributions towards 51% Black Women Owned entities made by the Measured Entity as a percentage of the Target. | 2 | 20% of value in 2.3.1 |
||
Supplier Development Subotal | 15 | ||||
Preferential Procurement and supplier development Total | 38 | ||||
Socio-Economic Development | Soci-Economic Development | ||||
2.4.1 | Annual value of all Qualifying Socio-Economic Contributions by the Measured Entity as a percentage of the Target | 4 | 1.25% of NPAT |
||
2.4.2 | The portion of Qualifying Socio-Economic Contributions in 2.4.1 above spend on Communities with Limited Services. | 1 | 30% of Target in 2.4.1 |
||
Bonus Points | |||||
2.4.3 | Annual value of contributions towards Structured SED Projects by the Measured Entity as a percentage of the Target | 1 | 1.25% of NPAT |
||
Socio-Economic Development Total | 6 | ||||
Total Scorecard | 123 |
ICT General Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable Voting Rights in the Entity in the hands of Black people | 4 | 30% | ||
2.1.2 | Exercisable Voting Rights in the Entity in the hands of Black women | 2 | 10% | ||
Voting Rights Subtotal | 6 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic Interest in the Entity to which Black people are entitled | 4 | 30% | ||
2.2.2 | Economic Interest in the Entity to which Black women are entitled | 2 | 10% | ||
2.2.3 | Economic Interest of any of the following Black natural persons in the Measured Entity. NOTE: The maximum points that can be achieved by any of the following is limited to 3. | ||||
2.2.3.1 | Black designated groups; | 3 | 3% | ||
2.2.3.2 | Black participants in Employee Share Ownership Programmes; | ||||
2.2.3.3 | Black people in Broad-based Ownership Schemes; | ||||
2.2.3.4 | Black participants in Co-operatives | ||||
2.2.4 | New Entrants | 2 | 2% | ||
Economic Interest Subtotal | 11 | ||||
2.3 Realisation points: | |||||
2.3.1 | Net Value | 8 | Refer to Annexure 100 (E) As amended from time to time | ||
Ownership Total | 25 | ||||
Management Control | 2.1 Board participation: | ||||
2.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 3 | 50% | ||
2.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 2 | 25% | ||
2.1.3 | Black Executive directors as a percentage of all executive directors | 2 | 50% | ||
2.1.4 | Black female Executive directors as a percentage of all executive directors | 1 | 25% | ||
2.2 Other Executive Management: | |||||
2.2.1 | Black Executive Management as a percentage of all executive management | 3 | 60% | ||
2.2.2 | Black female Executive Management as a percentage of all executive management | 2 | 30% | ||
Executive Management Subtotal | 13 | ||||
2.3 Senior Management: | |||||
2.3.1 | Black employees in Senior Management as a percentage of all senior management | 2 | 60% | ||
2.3.2 | Black female employees in Senior Management as a percentage of all senior management | 1 | 30% | ||
2.4 Middle Management: | |||||
2.4.1 | Black employees in Middle Management as a percentage of all middle management | 2 | 75% | ||
2.4.2 | Black female employees in Middle Management as a percentage of all middle management | 1 | 38% | ||
2.5 Junior Management: | |||||
2.5.1 | Black employees in Junior Management as a percentage of all junior management | 1 | 88% | ||
2.5.2 | Black female employees in Junior Management as a percentage of all junior management | 1 | 44% | ||
2.6 Employees with disabilities: | |||||
2.6.1 | Black employees with disabilities as a percentage of all employees | 2 | 2% | ||
Employment Equity Subtotal | 10 | ||||
Management Control Total | 23 | ||||
Skills Development | 2.1.1 Skills Development Expenditure on any program specified in the Learning Programmes Matrix for Black People as a percentage of the Leviable Amount: | ||||
2.1.1.1 | Skills Development Expenditure on Learning Programmes specified in the Learning Programmes Matrix for Black People as a percentage of Leviable Amount | 8 | 6% | ||
2.1.1.2 | Skills Development Expenditure on Learning Programmes specified in the Learning Programmes Matrix for Black People with disabilities as a percentage of Leviable Amount | 4 | 0,3% | ||
2.1.2 Learnerships, Apprenticeships, and Internships | |||||
2.1.2.1 | Number of Black People participating in Learnerships, Apprenticeship and Internships as a percentage of total employees. | 4 | 2,5% | ||
2.1.2.2 | Number of Black Unemployed People participating in training specified in the Learning Programme Matrix as a percentage of number of employees | 4 | 2,5% | ||
Bonus Points | |||||
2.1.3 | Number of Black People absorbed by the Measured Entity or in the economy at the end of the Learnerships, Apprenticeship, Internships and Graduate programmes | 5 | 100% | ||
Skills Development Total | 25 | ||||
Enterprise and Supplier Development | 2.1 PREFERENTIAL PROCUREMENT: | ||||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 5 | 80% | ||
2.1.2 | B-BBEE Procurement Spend from all Empowering Suppliers that are Qualifying Small Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 3 | 15% | ||
2.1.3 | B-BBEE Procurement Spend from Exempted Micro-Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 15% | ||
2.1.4 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% Black owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 9 | 40% | ||
2.1.5 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 30% Black Women owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 12% | ||
Bonus Points | |||||
2.1.6 | B-BBEE Procurement Spend from Designated Group Suppliers that are at least 51% Black Owned. | 2 | 2% | ||
Preferential Procurement Subtotal | 27 | ||||
2.2 SUPPLIER DEVELOPMENT: | |||||
2.2.1 | Annual value of all Supplier [or Partner or Vendor] Development Contributions made by the Measured Entity as a percentage of the target. | 10 | 2% of NPAT | ||
2.3 ENTERPRISE DEVELOPMENT: | |||||
2.3.1 | Annual value of Enterprise Development Contributions and Sector Specific Programmes made by the Measured Entity as a percentage of the target for Black Owned ICT Entities. | 15 | 3% of NPAT | ||
2.4 Bonus Points | |||||
2.4.1 | Bonus point for graduation of one or more Enterprise Development beneficiaries to Supplier Development Level. | 1 | |||
2.4.2 | Bonus point for creating new jobs up to 10% of the workforce directly as a result of Supplier Development and Enterprise Development initiatives by the Measured Entity; OR | 1 | |||
2.4.3 | Bonus point for creating new jobs 11% or more of the workforce directly as a result of Supplier Development and Enterprise Development initiatives by the Measured Entity. | 2 | |||
Enterprise and Supplier Development Subotal | 29 | ||||
Enterprise and Supplier Development Total | 56 | ||||
Socio-Economic Development | Soci-Economic Development | ||||
Annual value of all Socio-Economic Development Contributions by the Measured Entity as a percentage of the target | 12 | 1.5% of NPAT | |||
Socio-Economic Development Total | 12 | ||||
Total Scorecard | 141 |
ICT Specialised Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Management Control | 4.1 Board participation: | ||||
4.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 2 | 50% | ||
4.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 1 | 25% | ||
4.1.3 | Black executive directors as a percentage of all executive directors | 2 | 50% | ||
4.1.4 | Black female executive directors as a percentage of all executive directors | 1 | 25% | ||
4.2 Other Executive Management: | |||||
4.2.1 | Black executive management as a percentage of all executive management | 2 | 60% | ||
4.2.2 | Black female executive management as a percentage of all executive management | 1 | 30% | ||
Executive Management Subtotal | 9 | ||||
4.3 Senior Management: | |||||
4.3.1 | Black employees in senior management as a percentage of all senior management | 2 | 60% | ||
4.3.2 | Black female employees in senior management as a percentage of all senior management | 1 | 30% | ||
4.4 Middle Management: | |||||
4.4.1 | Black employees in middle management as a percentage of all middle management | 2 | 75% | ||
4.4.2 | Black female employees in middle management as a percentage of all middle management | 1 | 38% | ||
4.5 Junior Management: | |||||
4.5.1 | Black employees in junior management as a percentage of all junior management | 2 | 88% | ||
4.5.2 | Black female employees in junior management as a percentage of all junior management 1 | 1 | 44% | ||
4.6 Employees with disabilities: | |||||
4.6.1 | Black employees with disabilities as a percentage of all employees | 2 | 2% | ||
Employment Equity Subtotal | 11 | ||||
Management Control Total | 20 | ||||
Skills Development | 5.1. Skills Development Expenditure on any programme specified in the Learning Programme Matrix for black people as a percentage of the Leviable Amount | ||||
5.1.1 | Skills Development Expenditure on Learning Programmes specified in the Learning Programme Matrix for black people as a percentage of Leviable Amount. | 9 | 6% | ||
5.1.2 | Skills Development Expenditure on Learning Programmes specified in the Learning Programme Matrix for black employees with disabilities as a percentage of Leviable Amount. | 4 | 0,3% | ||
5.2 Learnerships, apprenticeships and internships | |||||
5.2.1 | Number of black people participating in learnerships, apprenticeships and internships as a percentage of total employees | 6 | 2,5% | ||
5.2.2 | Number of black unemployed people participating in training specified in the learning programme matrix as a percentage of number of employees | 6 | 2,5% | ||
Bonus Points | |||||
5,3 | Number of black people absorbed by the Measured Entity and Industry at the end of the learnership/ apprenticeship or internship programme | 5 | 100% | ||
Skills Development Total | 30 | ||||
Enterprise and Supplier Development | 6.1 PREFERENTIAL PROCUREMENT: | ||||
6.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 5 | 80% | ||
6.1.2 | B-BBEE Procurement Spend from all Empowering Suppliers that are Qualifying Small Enterprises based on the applicable BBBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 4 | 15% | ||
6.1.3 | B-BBEE Procurement Spend from all Exempted Micro-Enterprises based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 5 | 15% | ||
6.1.4 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 51% black owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 11 | 40% | ||
6.1.5 | B-BBEE Procurement Spend from Empowering Suppliers that are at least 30% black women owned based on the applicable B-BBEE Procurement Recognition Levels as a percentage of Total Measured Procurement Spend | 5 | 12% | ||
6.1.6 Bonus Points | |||||
6.1.6.1 | B-BBEE Procurement Spend from Designated Group suppliers that are at least 51% black owned | 2 | 2% | ||
Preferential Procurement Subtotal | 32 | ||||
6.2 SUPPLIER DEVELOPMENT: | |||||
6.2.1 | Annual value of all Supplier Development Contributions made by the Measured Entity as a percentage of the target | 10 | 2% of Net Profit After Tax (NPAT) or 0.2% Annual Revenue/ Allocated budget/ Gross receipts/ Discretional spend |
||
6.3 ENTERPRISE DEVELOPMENT: | |||||
6.3.1 | Annual value of Enterprise Development Contributions and Sector Specific Programmes made by the Measured Entity as a percentage of the target. | 15 | 3% of NPAT or 0.3% Annual revenue/ Allocated budget/ Gross receipts/ Discretional spend | ||
6.4 Bonus Points | |||||
6.4.1 | Bonus point for graduation of one or more Enterprise Development beneficiaries to graduate to the Supplier Development level. | 1 | |||
6.4.2 | Bonus point for creating one or more jobs directly as a result of Supplier Development and Enterprise Development initiatives by the Measured Entity | 1 | |||
Enterprise and Supplier Development Subotal | 27 | ||||
Enterprise and Supplier Development Total | 59 | ||||
Socio-Economic Development | 7 Soci-Economic Development | ||||
7,1 | Annual value of all Socio-Economic Development contributions by the Measured Entity as a percentage of the target. | 5 | 1% of NPAT or 0,1% Annual Revenue/ Allocated budget/ Gross receipts/ Discretional spend |
||
Socio-Economic Development Total | 5 | ||||
Total Scorecard | 114 |
Financial Services – Other Institutions Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable voting rights in the measured entity in the hands of black people | 4 | 25%+1 vote | ||
2.1.2 | Exercisable voting rights in the measured entity in the hands of black women | 2 | 10% | ||
Voting Rights Subtotal | 6 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic interest rights in the measured entity to which black people are entitled | 3 | 25% | ||
2.2.2 | Economic interest rights in the measured entity to which black women are entitled | 2 | 10% | ||
2.2.3 | Economic interest in the hands black designated groups; black participants in Employee Share Ownership Programmes; black people in Broad-based Ownership Schemes and black participants in co-operatives | 3 | 3% | ||
2.2.4 | New Entrants | 3 | 2% | ||
Economic Interest Subtotal | 11 | ||||
2,3 | Net Value | 6 | Formula Annexe 100(C) | ||
Bonus Points | |||||
2,4 | Bonus: Direct/Indirect ownership in excess of 15% | 3 | 10% | ||
2,5 | Bonus: Economic interest and voting rights above 32.5% | 2 | 1 point @ 32.5% and 1 point @ 40% | ||
Ownership Total | 28 | ||||
Management Control | 2.1 Board Participation | ||||
2.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 1 | 50% | ||
2.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 1 | 25% | ||
2.1.3 | Black executive directors as a percentage of all executive directors | 2 | 50% | ||
2.1.4 | Black female executive directors as a percentage of all executive directors | 1 | 25% | ||
2.2 Other Execututive Management | |||||
2.2.1 | Black executive management as a percentage of all executive management | 2 | 60% | ||
2.2.2 | Black female executive management as a percentage of all executive management | 1 | 30% | ||
Executive Management Subtotal | 8 | ||||
2.3 Senior Management | |||||
2.3.1 | Black employees in senior management as a percentage of all such employees | 2 | 60% | ||
2.3.2 | Black female employees in senior management as a percentage of all senior managers | 1 | 30% | ||
2.3.3 | African senior managers as a percentage of all senior managers | 1 | EAP% | ||
2.4 Middle Management | |||||
2.4.1 | Black employees in middle management as a percentage of all middle management | 2 | 75% | ||
2.4.2 | Black female employees in middle management as a percentage of all middle management | 1 | 38% | ||
2.4.3 | African middle managers as a percentage of all middle managers | 1 | EAP% | ||
2.5 Junior Management | |||||
2.5.1 | Black employees in junior management as a percentage of all junior management | 1 | 88% | ||
2.5.2 | Black female employees in junior management as a percentage of all junior management | 1 | 44% | ||
2.5.3 | African junior managers as a percentage of all junior managers | 1 | EAP% | ||
2,6 | Black employees with disabilities as a percentage of all employees | 1 | 2% | ||
Senior, Middle and Junior Management Subtotal | 12 | ||||
Management Control Total | 20 | ||||
Skills Development | 2.1 Senior Management | ||||
2.1.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black senior and executive managers as a percentage of the leviable amount applicable to this level | 1 | 2,00% | ||
2.1.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,00% | ||
2.1.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.2 Middle Management | |||||
2.2.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black middle managers as a percentage of the leviable amount applicable to this level | 1 | 3,00% | ||
2.2.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women middle managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,50% | ||
2.2.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African middle managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.3 Junior Management | |||||
2.3.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black junior managers as a percentage of leviable amount applicable to this level | 1 | 5,00% | ||
2.3.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women junior managers as a percentage of the leviable amount applicable to this level | 1 | 2,50% | ||
2.3.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African junior managers as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Senior, Middle and Junior Management Subtotal | 7 | ||||
2.4 Non-management staff | |||||
2.4.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black non-management staff as a percentage of the leviable amount applicable to this level | 2 | 8,00% | ||
2.4.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women non-management staff as a percentage of the leviable amount applicable to this level | 1 | 4,00% | ||
2.4.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African non-management staff as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Non-management staff Subtotal | 4 | ||||
2,5 | Skills development expenditure on learning programmes specified in the learning programme matrix for black unemployed people as a percentage of the leviable amount | 4 | 1,5% | ||
2,6 | Skills development expenditure on learning programmes specified in the learning programme matrix for black people with disabilities as a percentage of the leviable amount | 1 | 0,30% | ||
2,7 | Number of black people, (employed or unemployed) participating in learnerships, apprenticeships, internships or Category B, C or D programmes as a percentage of total employees | 4 | 5,00% | ||
Bonus Points | |||||
2,8 | Number of previously unemployed black people Absorbed by the measured entity/industry at the end of the learnerships, apprenticeships, internships, or Category B, C or D programmes. | 3 | 100% | ||
Skills Development Total | 23 | ||||
Enterprise and Supplier Development | 2.1 Procurement | Targets year 1-3 | Targets year 3+ | ||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 5 | 75% | 80% | |
2.1.2 | B-BBEE procurement spend from empowering suppliers who are QSEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 3 | 14% | 18% | |
2.1.3 | B-BBEE procurement spend from empowering suppliers who are EMEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 8% | 12% | |
2.1.4 | B-BBEE procurement spend from empowering suppliers that are at least 51% black owned based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 7 | 20% | 30% | |
2.1.5 | B-BBEE procurement spend from empowering suppliers that are at least 30% black women owned based on the applicable BBBEE procurement recognition levels as a percentage of total measured procurement spend | 3 | 9% | 10% | |
Procurement Subtotal | 20 | ||||
2.2 Supplier Development | |||||
2.2.1 | Annual value of all supplier development contributions made by the measured entity | 10 | 2% of NPAT | ||
2.3 Enterprise and Supplier Development | |||||
2.3.1 | Annual value of enterprise development contributions and sector specific programmes made by the measured entity | 5 | 1% of NPAT | ||
2.4 Bonus Points | |||||
2.4.1 | Graduation of one or more enterprise development beneficiaries to graduate to the supplier development level. | 1 | 1 | ||
2.4.2 | For creating one or more jobs directly as a result of supplier development and enterprise development initiatives by the measured entity. | 1 | 1 | ||
2.4.3 (a) | B-BBEE procurement spend from intermediated black professional service providers who are empowering suppliers based on the B-BBEE procurement recognition levels as a percentage of intermediated spend | 2 | 5% | ||
Or | |||||
2.4.3 (b) | B-BBEE procurement spend from black stockbrokers or black fund managers who are empowering suppliers based on the BBBEE procurement recognition levels as a percentage of total value of all trade allocated | 2 | 5% | ||
2.4.4 | B-BBEE procurement spend from designated group suppliers that are at least 51% black owned as a percentage of the total measured spend | 2 | 2% | ||
2.4.5 | Enterprise development support of black stockbrokers, black fund managers or intermediaries | 2 | 0.5% of NPAT (recoverable or nonrecoverable) | ||
Enterprise and Supplier Development Subotal | 23 | ||||
Enterprise and Supplier Development Total | 43 | ||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,60% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0,40% | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 | ||||
Total Scorecard | 122 |
Target for International Banks, SAVCA members & Reinsurers – Socio-Economic Development | |||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,70% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0 | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 |
Access to Financial Services Scorecard – Banking | ||||||
Access Method | Qualifying Market/Arear | Qualifying Criteria | Range | Target | Available Points | |
2,1 | Geographic Access (Reach) | One or more of: | ||||
2.1.1 | Transaction point | 50% or more of house-holds fall within LSM 1-5 |
draw cash, or | 5 km | 85% | 1 |
purchase from their accounts | ||||||
2.1.2 | Service point | reset a PIN | 10 km | 70% | 1 | |
money transfers, | ||||||
get a statement, or | ||||||
initiate account queries | ||||||
2.1.3 | Sales point | replace a card, | 15 km | 60% | 2 | |
deposit cash into their accounts, or | ||||||
acquire: | ||||||
a transaction account, a funeral policy, | ||||||
a savings account, or | ||||||
a loan. | ||||||
2.1.4 | Electronic Access | Individuals earning less than R5,000 per month increasing by CPIX p.a. |
The use of telephones, mobile phones, internet banking or any other new technology for: money transfers, account to account transfers, prepaid purchases, balance enquiries (list not exhaustive). |
National | 19% of account holders within the target market |
2 |
2,2 | Banking Densification |
Individuals in the LSM 1-5 group nationally |
Access to cash withdrawal facility per measuring unit |
National | 1, 500 adults per point of presence |
3 |
2,3 | Product related access |
Individuals in the LSM 1-5 group nationally |
Number of active accounts for qualifying products per institution |
National | 12 370 082 active accounts in 2017 (SASSA accounts not included) |
3 |
Access to Financial Services Total | 12 |
Financial Services – Stock Exchanges & Stock Exchange Members Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable voting rights in the measured entity in the hands of black people | 4 | 25%+1 vote | ||
2.1.2 | Exercisable voting rights in the measured entity in the hands of black women | 2 | 10% | ||
Voting Rights Subtotal | 6 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic interest rights in the measured entity to which black people are entitled | 3 | 25% | ||
2.2.2 | Economic interest rights in the measured entity to which black women are entitled | 2 | 10% | ||
2.2.3 | Economic interest in the hands black designated groups; black participants in Employee Share Ownership Programmes; black people in Broad-based Ownership Schemes and black participants in co-operatives | 3 | 3% | ||
2.2.4 | New Entrants | 3 | 2% | ||
Economic Interest Subtotal | 11 | ||||
2,3 | Net Value | 6 | Formula Annexe 100(C) | ||
Bonus Points | |||||
2,4 | Bonus: Direct/Indirect ownership in excess of 15% | 3 | 10% | ||
2,5 | Bonus: Economic interest and voting rights above 32.5% | 2 | 1 point @ 32.5% and 1 point @ 40% | ||
Ownership Total | 28 | ||||
Management Control | 2.1 Board Participation | ||||
2.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 1 | 50% | ||
2.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 1 | 25% | ||
2.1.3 | Black executive directors as a percentage of all executive directors | 2 | 50% | ||
2.1.4 | Black female executive directors as a percentage of all executive directors | 1 | 25% | ||
2.2 Other Execututive Management | |||||
2.2.1 | Black executive management as a percentage of all executive management | 2 | 60% | ||
2.2.2 | Black female executive management as a percentage of all executive management | 1 | 30% | ||
Executive Management Subtotal | 8 | ||||
2.3 Senior Management | |||||
2.3.1 | Black employees in senior management as a percentage of all such employees | 2 | 60% | ||
2.3.2 | Black female employees in senior management as a percentage of all senior managers | 1 | 30% | ||
2.3.3 | African senior managers as a percentage of all senior managers | 1 | EAP% | ||
2.4 Middle Management | |||||
2.4.1 | Black employees in middle management as a percentage of all middle management | 2 | 75% | ||
2.4.2 | Black female employees in middle management as a percentage of all middle management | 1 | 38% | ||
2.4.3 | African middle managers as a percentage of all middle managers | 1 | EAP% | ||
2.5 Junior Management | |||||
2.5.1 | Black employees in junior management as a percentage of all junior management | 1 | 88% | ||
2.5.2 | Black female employees in junior management as a percentage of all junior management | 1 | 44% | ||
2.5.3 | African junior managers as a percentage of all junior managers | 1 | EAP% | ||
2,6 | Black employees with disabilities as a percentage of all employees | 1 | 2% | ||
Senior, Middle and Junior Management Subtotal | 12 | ||||
Management Control Total | 20 | ||||
Skills Development | 2.1 Senior Management | ||||
2.1.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black senior and executive managers as a percentage of the leviable amount applicable to this level | 1 | 2,00% | ||
2.1.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,00% | ||
2.1.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.2 Middle Management | |||||
2.2.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black middle managers as a percentage of the leviable amount applicable to this level | 1 | 3,00% | ||
2.2.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women middle managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,50% | ||
2.2.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African middle managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.3 Junior Management | |||||
2.3.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black junior managers as a percentage of leviable amount applicable to this level | 1 | 5,00% | ||
2.3.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women junior managers as a percentage of the leviable amount applicable to this level | 1 | 2,50% | ||
2.3.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African junior managers as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Senior, Middle and Junior Management Subtotal | 7 | ||||
2.4 Non-management staff | |||||
2.4.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black non-management staff as a percentage of the leviable amount applicable to this level | 2 | 8,00% | ||
2.4.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women non-management staff as a percentage of the leviable amount applicable to this level | 1 | 4,00% | ||
2.4.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African non-management staff as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Non-management staff Subtotal | 4 | ||||
2,5 | Skills development expenditure on learning programmes specified in the learning programme matrix for black unemployed people as a percentage of the leviable amount | 4 | 1,5% | ||
2,6 | Skills development expenditure on learning programmes specified in the learning programme matrix for black people with disabilities as a percentage of the leviable amount | 1 | 0,30% | ||
2,7 | Number of black people, (employed or unemployed) participating in learnerships, apprenticeships, internships or Category B, C or D programmes as a percentage of total employees | 4 | 5,00% | ||
Bonus Points | |||||
2,8 | Number of previously unemployed black people Absorbed by the measured entity/industry at the end of the learnerships, apprenticeships, internships, or Category B, C or D programmes. | 3 | 100% | ||
Skills Development Total | 23 | ||||
Enterprise and Supplier Development | 2.1 Procurement | Targets year 1-3 | Targets year 3+ | ||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 5 | 75% | 80% | |
2.1.2 | B-BBEE procurement spend from empowering suppliers who are QSEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 3 | 14% | 18% | |
2.1.3 | B-BBEE procurement spend from empowering suppliers who are EMEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 8% | 12% | |
2.1.4 | B-BBEE procurement spend from empowering suppliers that are at least 51% black owned based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 7 | 20% | 30% | |
2.1.5 | B-BBEE procurement spend from empowering suppliers that are at least 30% black women owned based on the applicable BBBEE procurement recognition levels as a percentage of total measured procurement spend | 3 | 9% | 10% | |
Procurement Subtotal | 20 | ||||
2.1 Supplier Development | |||||
2.2.1 | Annual value of all supplier development contributions made by the measured entity | 10 | 2% of NPAT | ||
2.3 Enterprise and Supplier Development | |||||
2.3.1 | Annual value of enterprise development contributions and sector specific programmes made by the measured entity | 5 | 1% of NPAT | ||
2.4 Bonus Points | |||||
2.4.1 | Graduation of one or more enterprise development beneficiaries to graduate to the supplier development level. | 1 | 1 | ||
2.4.2 | For creating one or more jobs directly as a result of supplier development and enterprise development initiatives by the measured entity. | 1 | 1 | ||
2.4.3 (a) | B-BBEE procurement spend from intermediated black professional service providers who are empowering suppliers based on the B-BBEE procurement recognition levels as a percentage of intermediated spend | 2 | 5% | ||
Or | |||||
2.4.3 (b) | B-BBEE procurement spend from black stockbrokers or black fund managers who are empowering suppliers based on the BBBEE procurement recognition levels as a percentage of total value of all trade allocated | 2 | 5% | ||
2.4.4 | B-BBEE procurement spend from designated group suppliers that are at least 51% black owned as a percentage of the total measured spend | 2 | 2% | ||
2.4.5 | Enterprise development support of black stockbrokers, black fund managers or intermediaries | 2 | 0.5% of NPAT (recoverable or nonrecoverable) | ||
Enterprise and Supplier Development Subotal | 23 | ||||
Enterprise and Supplier Development Total | 43 | ||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,60% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0,40% | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 | ||||
Total Scorecard | 122 |
Target for International Banks, SAVCA members & Reinsurers – Socio-Economic Development | |||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,70% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0 | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 |
Access to Financial Services Scorecard – Banking | ||||||
Access Method | Qualifying Market/Arear | Qualifying Criteria | Range | Target | Available Points | |
2,1 | Geographic Access (Reach) | One or more of: | ||||
2.1.1 | Transaction point | 50% or more of house-holds fall within LSM 1-5 |
draw cash, or | 5 km | 85% | 1 |
purchase from their accounts | ||||||
2.1.2 | Service point | reset a PIN | 10 km | 70% | 1 | |
money transfers, | ||||||
get a statement, or | ||||||
initiate account queries | ||||||
2.1.3 | Sales point | replace a card, | 15 km | 60% | 2 | |
deposit cash into their accounts, or | ||||||
acquire: | ||||||
a transaction account, a funeral policy, | ||||||
a savings account, or | ||||||
a loan. | ||||||
2.1.4 | Electronic Access | Individuals earning less than R5,000 per month increasing by CPIX p.a. |
The use of telephones, mobile phones, internet banking or any other new technology for: money transfers, account to account transfers, prepaid purchases, balance enquiries (list not exhaustive). |
National | 19% of account holders within the target market |
2 |
2,2 | Banking Densification |
Individuals in the LSM 1-5 group nationally |
Access to cash withdrawal facility per measuring unit |
National | 1, 500 adults per point of presence |
3 |
2,3 | Product related access |
Individuals in the LSM 1-5 group nationally |
Number of active accounts for qualifying products per institution |
National | 12 370 082 active accounts in 2017 (SASSA accounts not included) |
3 |
Access to Financial Services Total | 12 |
Financial Services – Banks Generic Scorecard | |||||
Compliance Target | |||||
Scorecard Element | Code | Criteria | Points | % | |
Ownership | 2.1 Voting rights: | ||||
2.1.1 | Exercisable voting rights in the measured entity in the hands of black people | 4 | 25%+1 vote | ||
2.1.2 | Exercisable voting rights in the measured entity in the hands of black women | 2 | 10% | ||
Voting Rights Subtotal | 6 | ||||
2.2 Economic Interest: | |||||
2.2.1 | Economic interest rights in the measured entity to which black people are entitled | 3 | 25% | ||
2.2.2 | Economic interest rights in the measured entity to which black women are entitled | 2 | 10% | ||
2.2.3 | Economic interest in the hands black designated groups; black participants in Employee Share Ownership Programmes; black people in Broad-based Ownership Schemes and black participants in co-operatives | 3 | 3% | ||
2.2.4 | New Entrants | 3 | 2% | ||
Economic Interest Subtotal | 11 | ||||
2,3 | Net Value | 6 | Formula Annexe 100(C) | ||
Bonus Points | |||||
2,4 | Bonus: Direct/Indirect ownership in excess of 15% | 3 | 10% | ||
2,5 | Bonus: Economic interest and voting rights above 32.5% | 2 | 1 point @ 32.5% and 1 point @ 40% | ||
Ownership Total | 28 | ||||
Management Control | 2.1 Board Participation | ||||
2.1.1 | Exercisable voting rights of black board members as a percentage of all board members | 1 | 50% | ||
2.1.2 | Exercisable voting rights of black female board members as a percentage of all board members | 1 | 25% | ||
2.1.3 | Black executive directors as a percentage of all executive directors | 2 | 50% | ||
2.1.4 | Black female executive directors as a percentage of all executive directors | 1 | 25% | ||
2.2 Other Execututive Management | |||||
2.2.1 | Black executive management as a percentage of all executive management | 2 | 60% | ||
2.2.2 | Black female executive management as a percentage of all executive management | 1 | 30% | ||
Executive Management Subtotal | 8 | ||||
2.3 Senior Management | |||||
2.3.1 | Black employees in senior management as a percentage of all such employees | 2 | 60% | ||
2.3.2 | Black female employees in senior management as a percentage of all senior managers | 1 | 30% | ||
2.3.3 | African senior managers as a percentage of all senior managers | 1 | EAP% | ||
2.4 Middle Management | |||||
2.4.1 | Black employees in middle management as a percentage of all middle management | 2 | 75% | ||
2.4.2 | Black female employees in middle management as a percentage of all middle management | 1 | 38% | ||
2.4.3 | African middle managers as a percentage of all middle managers | 1 | EAP% | ||
2.5 Junior Management | |||||
2.5.1 | Black employees in junior management as a percentage of all junior management | 1 | 88% | ||
2.5.2 | Black female employees in junior management as a percentage of all junior management | 1 | 44% | ||
2.5.3 | African junior managers as a percentage of all junior managers | 1 | EAP% | ||
2,6 | Black employees with disabilities as a percentage of all employees | 1 | 2% | ||
Senior, Middle and Junior Management Subtotal | 12 | ||||
Management Control Total | 20 | ||||
Skills Development | 2.1 Senior Management | ||||
2.1.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black senior and executive managers as a percentage of the leviable amount applicable to this level | 1 | 2,00% | ||
2.1.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,00% | ||
2.1.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African senior and executive managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.2 Middle Management | |||||
2.2.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black middle managers as a percentage of the leviable amount applicable to this level | 1 | 3,00% | ||
2.2.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women middle managers as a percentage of the leviable amount applicable to this level | 0,5 | 1,50% | ||
2.2.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African middle managers as a percentage of the leviable amount applicable to this level | 0,5 | EAP% | ||
2.3 Junior Management | |||||
2.3.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black junior managers as a percentage of leviable amount applicable to this level | 1 | 5,00% | ||
2.3.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women junior managers as a percentage of the leviable amount applicable to this level | 1 | 2,50% | ||
2.3.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African junior managers as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Senior, Middle and Junior Management Subtotal | 7 | ||||
2.4 Non-management staff | |||||
2.4.1 | Skills development expenditure on learning programmes specified in the learning programme matrix for black non-management staff as a percentage of the leviable amount applicable to this level | 2 | 8,00% | ||
2.4.2 | Skills development expenditure on learning programmes specified in the learning programme matrix for black women non-management staff as a percentage of the leviable amount applicable to this level | 1 | 4,00% | ||
2.4.3 | Skills development expenditure on learning programmes specified in the learning programme matrix for African non-management staff as a percentage of the leviable amount applicable to this level | 1 | EAP% | ||
Non-management staff Subtotal | 4 | ||||
2,5 | Skills development expenditure on learning programmes specified in the learning programme matrix for black unemployed people as a percentage of the leviable amount | 4 | 1,5% | ||
2,6 | Skills development expenditure on learning programmes specified in the learning programme matrix for black people with disabilities as a percentage of the leviable amount | 1 | 0,30% | ||
2,7 | Number of black people, (employed or unemployed) participating in learnerships, apprenticeships, internships or Category B, C or D programmes as a percentage of total employees | 4 | 5,00% | ||
Bonus Points | |||||
2,8 | Number of previously unemployed black people Absorbed by the measured entity/industry at the end of the learnerships, apprenticeships, internships, or Category B, C or D programmes. | 3 | 100% | ||
Skills Development Total | 23 | ||||
Enterprise and Supplier Development | 2.1 Procurement | Targets year 1-3 | Targets year 3+ | ||
2.1.1 | B-BBEE Procurement Spend from all Empowering Suppliers based on the B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 4 | 75% | 80% | |
2.1.2 | B-BBEE procurement spend from empowering suppliers who are QSEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 14% | 18% | |
2.1.3 | B-BBEE procurement spend from empowering suppliers who are EMEs based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 8% | 12% | |
2.1.4 | B-BBEE procurement spend from empowering suppliers that are at least 51% black owned based on the applicable B-BBEE procurement recognition levels as a percentage of total measured procurement spend | 5 | 20% | 30% | |
2.1.5 | B-BBEE procurement spend from empowering suppliers that are at least 30% black women owned based on the applicable BBBEE procurement recognition levels as a percentage of total measured procurement spend | 2 | 2% | 10% | |
Procurement Subtotal | 15 | ||||
2.4 Bonus Points | |||||
2.4.1 | Graduation of one or more enterprise development beneficiaries to graduate to the supplier development level. | 0 | 1 | ||
2.4.2 | For creating one or more jobs directly as a result of supplier development and enterprise development initiatives by the measured entity. | 0 | 1 | ||
2.4.3 (a) | B-BBEE procurement spend from intermediated black professional service providers who are empowering suppliers based on the B-BBEE procurement recognition levels as a percentage of intermediated spend | 2 | 5% | ||
Or | |||||
2.4.3 (b) | B-BBEE procurement spend from black stockbrokers or black fund managers who are empowering suppliers based on the BBBEE procurement recognition levels as a percentage of total value of all trade allocated | 2 | 5% | ||
2.4.4 | B-BBEE procurement spend from designated group suppliers that are at least 51% black owned as a percentage of the total measured spend | 2 | 2% | ||
2.4.5 | Enterprise development support of black stockbrokers, black fund managers or intermediaries | 0 | 0.5% of NPAT (recoverable or nonrecoverable) | ||
Enterprise and Supplier Development Total | 19 | ||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,60% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0,40% | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 | ||||
Empowerment Financing | 2 Empowerment Financing | ||||
2,1 | Targeted Investments Transformational Infrastructure Black Agricultural Financing Affordable Housing Black Business Growth and SME Funding |
12 | R48bn | ||
2,2 | B-BBEE transaction financing and Black Business Growth/ SME Funding | 3 | R32bn | ||
Empowerment Financing Subtotal | 15 | ||||
2,3 | Annual value of all Supplier Development contributions made by the measured entity | 7 | 1.8% of NPAT |
||
2,4 | Annual value of all Enterprise Development contributions made by the measured entity | 3 | 0.2% of NPAT (non-recoverable) |
||
2.5 Bonus Points | |||||
2.5.1 | Graduation of one or more Enterprise Development beneficiaries to graduate to the Supplier Development level. | 1 | |||
2.5.2 | For creating one or more jobs directly as a result of Supplier Development and Enterprise Development initiatives by the measured entity. | 1 | |||
2.5.3 | Development of black stockbrokers, black fund managers and intermediaries | 2 | TBD | ||
Empowerment Financing Total | 29 | ||||
Access to Financial Services | Access to Financial Services | ||||
2,1 | Geographic Access (Reach) | ||||
2.1.1 | Transaction point | 1 | 85% | ||
2.1.2 | Service point | 1 | 70% | ||
2.1.3 | Sales point | 2 | 60% | ||
2.1.4 | Electronic Access | 2 | 19% of account holders within the target market | ||
2,2 | Banking Densification | 3 | 1, 500 adults per point of presence | ||
2,3 | Product related access | 3 | 12 370 082 active accounts in 2017 (SASSA accounts not included) | ||
Access to Financial Services Total | 12 | ||||
Total Scorecard | 139 |
Target for International Banks, SAVCA members & Reinsurers – Socio-Economic Development | |||||
Socio-Economic Development | 2 Soci-Economic Development | ||||
2,1 | Annual value of all Qualifying Socio-Economic Development contributions by the measured entity as a percentage of NPAT | 3 | 0,70% | ||
2,2 | Annual value of all Qualifying Consumer Education contributions by the measured entity as a percentage of NPAT | 2 | 0 | ||
2.3 Bonus Points | |||||
2.3.1 | Additional CE contributions made by the measured Entity as a percentage of NPAT | 1 | 0,10% | ||
2.3.2 | Grant contribution to Fundisa Retail Fund and other similar initiatives | 2 | 0,2% | ||
Socio-Economic Development Total | 8 |
Access to Financial Services Scorecard – Banking | ||||||
Access Method | Qualifying Market/Arear | Qualifying Criteria | Range | Target | Available Points | |
2,1 | Geographic Access (Reach) | One or more of: | ||||
2.1.1 | Transaction point | 50% or more of house-holds fall within LSM 1-5 |
draw cash, or | 5 km | 85% | 1 |
purchase from their accounts | ||||||
2.1.2 | Service point | reset a PIN | 10 km | 70% | 1 | |
money transfers, | ||||||
get a statement, or | ||||||
initiate account queries | ||||||
2.1.3 | Sales point | replace a card, | 15 km | 60% | 2 | |
deposit cash into their accounts, or | ||||||
acquire: | ||||||
a transaction account, a funeral policy, | ||||||
a savings account, or | ||||||
a loan. | ||||||
2.1.4 | Electronic Access | Individuals earning less than R5,000 per month increasing by CPIX p.a. |
The use of telephones, mobile phones, internet banking or any other new technology for: money transfers, account to account transfers, prepaid purchases, balance enquiries (list not exhaustive). |
National | 19% of account holders within the target market |
2 |
2,2 | Banking Densification |
Individuals in the LSM 1-5 group nationally |
Access to cash withdrawal facility per measuring unit |
National | 1, 500 adults per point of presence |
3 |
2,3 | Product related access |
Individuals in the LSM 1-5 group nationally |
Number of active accounts for qualifying products per institution |
National | 12 370 082 active accounts in 2017 (SASSA accounts not included) |
3 |
Access to Financial Services Total | 12 |