Integrated Report 2018

structure with bigger management spans, driven by

accountability, creativity and being empowered, rather

than by control.

This required a fresh way of working, along with new

people capabilities and competencies. Significant

work was done to design and implement a model

linked to levels of work as an accountability framework.

As such, our Job Architecture Project was initiated in

2018 and is being rolled out across the organisation.

PPS is owned by its members and must naturally

evolve in line with the demographics of South

Africa’s professional population.

TRANSFORMATION

Our transformation initiatives prioritise employment

equity, skills development and preferential procurement.

In 2018 PPS proudly retained its level 3 Broad-Based

Black Economic Empowerment (B-BBEE) status, which

was largely attributed to:

• An improved demographic profile, especially at

senior and top management levels; and

• consistent performance against the skills and

development element.

However, a new financial services charter has recently

been gazetted and this will impact B-BBEE ratings

across the industry, due to new criteria and targets.

Our own ratings will also drop, and we are developing

strategy and plans to again make progress through

the various B-BBEE levels, as we have done in the

previous cycle.

LOOKING AHEAD

All our reward and recognition programmes are being

redesigned for full inclusivity and clear alignment

with PPS’s strategic objectives. We are currently

implementing a new organisation-wide HR system that

will improve employee data management and reporting,

enhance recruitment and onboarding, enhance

employee experience through self-service tools, and

improve employee development and retention.

HUMAN CAPITAL

(continued)

PPS

INTEGRATED REPORT 2018