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1. NICO VERMAAK
Manager: Corporate Services
Bestuurder: Korporatiewe Dienste
2. EVA LEHABE
Office Clerk
Kantoorklerk
1.
2.
3.
4.
5.
6.
daarop dat die Graan SA Kongres as ‘n hoogtepunt op die
landboukalender geag word.
Hoofbestuur en Dagbestuur
Die Hoofbestuur bestaan uit verkose verteenwoordigers van die
onderskeie streke. Hoofbestuur het tydens die verslagtydperk
kwartaalliks vergader. Verskeie beleidsaangeleenthede is
hanteer en by wyse van interne werkgroepe, komitees en
ander skakelaksies tot op die hoogste vlak gevoer. ‘n Netwerk
met rolspelers in die bedryf word gehandhaaf deurdat
Hoofbestuurslede die organisasie op verskeie entiteite verteen-
woordig. Sodoende word die saak van die graanprodusent tot
op hoogste vlak bevorder.
Dagbestuur hanteer dag-tot-dagbehoeftes vandieorganisasie
met die fokus op finansiële en personeelaangeleenthede.
‘n Nuwe tradisie is gevestig deur ‘n toekenning aan Hoofbe-
stuurslede wat “diep spore trap” en hulle kollegas en personeel
inspireer. Hierdie toekenning word jaarliks tydens die afskeidsfunk-
sie vir uitgetrede Hoofbestuurslede oorhandig. Mnr Jaco Minnaar
het die 2014-toekenning ontvang.
‘n Induksieprogram vir nuutverkose Hoofbestuurslede is nog
‘n nuwe inisiatief. Nuwe Hoofbestuurslede is ondersteun met
opleiding en inligting om sodoende gemaklik in die Graan SA-
werkgroepstrukture te kan inskakel. Opleidingsgeleenthede word
ook deurlopend voor elke Hoofbestuursvergadering aangebied.
Award to Mr Jaco Minnaar at the 2014 Executive function.
Toekenning aan mnr Jaco Minnaar tydens die 2014 Hoofbestuursfunksie.
Grain SA Congress is viewed as a highlight on the agricultural
calendar.
Executive and Management Committee
The Executive comprises elected representatives from the
various regions. The Executive convened on a quarterly basis
during the reporting period. Various policy matters were dealt
with and taken to the highest level via internal working groups,
committees and other liaising activities. A network of role-players
in the industry is maintained through the representation of the
organisation by Executive Members on several entities. This is
done to ensure that the cause of the grain producer is promoted
at the highest level.
The Management Committee deals with the day-to-day needs
of the organisation and focuses on financial and staff matters.
A new tradition was established by introducing an award to
Executive members who “make their mark” and inspire their
colleagues and staff. This award will be made annually at the
final function to retired Executive members. Mr Jaco Minnaar
received the award for 2014.
An induction programme for newly elected Executive
Members was another initiative. New Executive Members were
supported with training and information so that they could
easily integrate with the Grain SA working group structures.
Training opportunities were also offered continually before
every Executive meeting.
Grain SA information technology
Support and maintenance
Grain SA follows the best practice technique for information
technology with an external service provider (BankservAfrica)
that maintains support systems.
The result of this is that all Grain SA staff have access to a
professional, 24-hour support system with remote assistance.
All office systems are supported via the same server and the
necessary discipline and protection were built into the system
to ensure optimum interaction and connectivity between
all work stations. The second phase of the upgrade of the
Grain SA servers was completed in 2014.
Graan SA-inligtingstegnologie
Ondersteuning en instandhouding
Graan SA volg die toepassing van beste praktyk-tegniek vir inlig-
tingstegnologie, met ‘n eksterne diensverskaffer (BankservAfrica)
wat steunstelsels onderhou. Die resultaat hiervan is dat alle
Graan SA-personeel toegang het tot ‘n professionele 24 uur-
steunstelsel met afstandhulp. Alle kantore word
via
dieselfde
bedienerstelsel ondersteun en die nodige dissipline en verskansing
is in die stelsel ingebou vir optimale interaksie en verbinding
tussen alle werkstasies. Die tweede fase van opgradering van die
Graan SA-bedieners is in 2014 afgehandel.
Graan SA-webtuiste
(
)
Die tegnologie en sagteware-
drywers van die Graan SA-
webtuistekonmet verloopvan tyd
nie die volume verkeer hanteer
nie en was ook ontoereikend
om nuwe funksies en die sosiale
media te hanteer.
Daar is besluit om die webtuiste
op te gradeer. Ná oorweging
van alle projekvoorstelle, is die
kontrak aan ThoughtCorp toe-
geken. Gedurende 2014 is fase 2
van die projek afgehandel met
die opgradering van die NAMPO
Oesdag-webtuiste. Die webtuiste
is ook uitgebrei met ‘n omvatten-
de databestuurstelsel vir die
afdeling Ontwikkelende Landbou
om interaktiewe bestuursaksies uit
die onderskeie streke te onder-
steun. Die nuwe webtuiste stel
Graan SA in staat omdeurlopendmet lede te skakel en te verseker
dat die nuutste inligting op ‘n daaglikse basis beskikbaar is.
Besoekergetalle aan die Graan SA-webtuiste word deurlo-
pend gemonitor. Die meeste besoeke vind plaas gedurende
Mei wanneer besoekers meer inligting oor die NAMPO
Oesdag verlang. Die hoë volume daaglikse besoeke aan
die markinligting op die webtuiste, getuig dat die Graan SA-
webtuiste gebruikersvriendelik en behoeftegedrewe bestuur
word. ‘n Nuwe inisiatief is geloods om die
SA Graan/Grain
-
tydskrif in eBoek-formaat bekend te stel. Dit is toeganklik op
.
Personeelbestuur
Personeelomset
Die personeelomset vir die verslagtydperk was agt persone.
Die volle personeelkorps beloop 73.
Vaardigheidsontwikkeling
‘nVaardigheidsontwikkelingsplan is byAgriSETA ingedienvir April
tot Maart. Graan SA streef na die ontwikkeling en bemagtiging
van alle personeel, en verskeie opleidingsgeleenthede en
kursusse is aangebied. ‘n Vaardigheidsontwikkelingskomitee
vergader kwartaalliks.
Grain SA website (
)
The technology and software drivers of the Grain SA website
were unable to handle the high volume of traffic after a period
and the website was also inadequate for handling new func-
tions and the social media. The decision was made to upgrade
the website. After all project proposals had been considered,
the contract was awarded to ThoughtCorp. During 2014 Phase 2
of the project was completed with the upgrading of the NAMPO
Harvest Day website. The website was also expanded with a
comprehensive data management system for the Farmer De-
velopment division to support interactive management actions
from the various regions. The new website enables Grain SA to
liaise with members continuously and to ensure that the most re-
cent information is made avail-
able on a daily basis.
Visitor numbers to the Grain SA
website are monitored con-
tinuously. Most visits occur
during May, with visitors re-
quiring more information on
the NAMPO Harvest Day. The
high volume of daily visits to
the market information on the
website also indicates that
the Grain SA website is user-
friendly and is managed on
a needs-driven basis. A new
initiative was launched to
provide the
SA Graan/Grain
magazine in eBook format.
This can be accessed on
Visitors to the Grain SA website: 1 October 2013
to 30 September 2014
Besoekers aan Graan SA se webtuiste: 1 Oktober 2013
tot 30 September 2014
35 000
30 000
25 000
20 000
15 000
10 000
5 000
0
October/
Oktober
November
December/
Desember
January/
Januarie
February/
Februarie
March/
Maart
April
May/
Mei
June/
Junie
July/
Julie
August/
Augustus
September
Personnel management
personnel turnover
The personnel turnover for the reporting period was eight persons.
The full personnel corps numbers 73.
Skills development
A skills development plan for the period April to March was
submitted to the AgriSETA. Grain SA pursues the ongoing
development and empowerment of all staff and various
training opportunities and courses were offered to staff. A skills
development committee meets every quarter.
Employment equity
Grain SA complies with the statutory requirements for the
submission of the necessary reports and planning to the
Department of Labour, as set out in the Employment Equity
Act No. 55 of 1998. An employment equity committee meets
every quarter.
Safety and health matters
A safety and health committee meets every quarter to ensure
that the applicable statutory requirements are met.
Performance evaluation
A performance evaluation of all staff is managed on a six-
monthly basis in consultation with department heads.
3. LOUISA MOHLALA
Cleaner
Skoonmaker
4. NYDIA ODENDAAL
Committee Officer:
Corporate Services
Komiteebeampte:
Korporatiewe Dienste
5. CORETHA USHER
Personnel Officer
Personeelbeampte
6. ELDA-BETH VAN DEN BERG
Secretary to the Manager:
Corporate Services
Sekretaresse van die Bestuurder:
Korporatiewe Dienste
Corporate Services
Korporatiewe Dienste
