Annual Report of the Compensation Fund

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1 Annual Report of the Compensation Fund for the year ended 31 March 2013

2 Vision To be an employer of choice and an internationally reputable provider of compensation for occupational injuries and diseases, rehabilitation and reintegration services. Mission To utilise or leverage automated solutions to provide efficient, quality, client-centric and accessible Compensation Fund services To ensure effective rehabilitation and re-integration services, through reputable (proven) programmes To ensure financial viability through efficient collections and prudent investments To promote job creation initiatives through socially responsible investments To develop and retain a competent and content workforce

3 Minister Mildred N Oliphant Minister of Labour Submission of the Compensation Fund Annual Report Minister of Labour I have the honour of submitting the Annual Report of the Compensation Fund for the period 1 April 2012 to 31 March Mr Shadrack Mkhonto Compensation Commissioner Mr Shadrack Mkhonto Compensation Commissioner

4 Table of content Part A General Information 1. List of abbreviations 2 2. Strategic overview 3 3. Legislative and other mandates 6 4. Reporting framework 6 5. Organisational structure 7 6. Board members 8 7. Commissioner s overview 9 Part B Governance 1. Compensation Board Risk management Internal control Compliance with laws and regulations Fraud and corruption Minimising conflict of interest Code of conduct Health safety and environmental issues Audit committee Audit committee report for the year ended 31 March Part C Performance information 1. Introduction Auditor-general s report: predetermined objectives Overview of the Compensation Fund s performance Performance of Compensation Fund programmes and sub-programmes 55 Part D Information and Communication Technology and call centre 1. Information and Communication Technology Call Centre 75 Part E Human Resource Management 1. Introduction Human Resource oversight statistics 81 Part F Commissioner and Auditor-General s Reports Report of the Compensation Commissioner 88 Report of the Auditor-General to parliament on the Compensation Fund report on the financial statements 110 Part G Annual financial statements Statement of Financial position as at 31 March Statement of financial performance for the year ended 31 March Statement of changes in net assets AS AT 31 March Cash Flow Statement AS AT 31 March Accounting policies 122 Notes to the annual financial statements 136 Statement of comparative and actual information for the year ended 31 March Detailed income statement for the year ended 31 March

5 Part A General Information

6 1. LIST OF ABBREVIATIONS/ACRONYMS AGSA - Auditor General of South Africa App - Annual Performance Plan BAS - Basic Accounting System BCEA - Basic Conditions of Employment Act BUMS - Business Unit Managers (Provincial Deputy Directors) CCMA - Commission for Conciliation, Mediation and Arbitration CC - Compensation Commissioner CF - Compensation Fund CRM - Customer Relationship Management CS - Corporate Services CFO - Chief Financial Officer COO - Chief Operations Officer CIO - Chief Information Officer COIDA - Compensation for Occupational Injuries and Diseases dg - Director General ddg - Deputy Director General DEXCOM - Departmental Executive Committee DoL - Department of Labour DPSA - Department of Public Services and Administration DWCp - Decent Work Country Programme EC - Eastern Cape EEA - Employment Equity Act ES - Employment Services ESSA - Employment Services for South Africa epwp - Extended Public Works Programme EXCO - Executive Committee FEMA - Federal Employers Mutual Assurance FS - Free State GCIS - Government Communication and Information Services HO - Head Office HPCSA - Health Professions Council of South Africa HRM - Human Resource Management ICd - Integrated Client Database ICM - Integrated Claims Management ICt - Information and Communication Technology IES - Inspection and Enforcement Services ILO - International Labour Organisation INDS - Integrated National Disability Strategy IVR - Integrated Voice Response KZN - KwaZulu-Natal LMIS&p - Labour Market Information and Statistics Lp - Limpopo LP & IR - Labour Policy and Industrial Relations LRA - Labour Relations Act KRA - Key Result Area MBDC - Medical Billing Document Control M&e - Monitoring and Evaluation MISS - Minimum Information Security System MOu - Memorandum of Understanding Mpu - Mpumalanga MTSF - Medium-term Strategic Framework MTEF - Medium-term Expenditure Framework NC - Northern Cape NEDLAC - National Economic Development and Labour Council Nt - National Treasury ODMWA - Occupational Diseases in Mines and Works Act OHS - Occupational Health and Safety pd - Permanent Disablement pdp - Personal Development Plan PES - Public Employment Services PFMA - Public Finance Management Act PMO - Project Management Office ppp - Public Private Partnership PTSd - Post Traumatic Stress Disorder pwd - People with Disabilities QMS - Quality Management System RAF - Road Accident Fund RMA - Rand Mutual Assurance RMe - Research Monitoring and Evaluation ROe - Return of Earnings SAp - Systems Application and Products in Data Processing SCM - Supply Chain Management SDIp - Service Delivery Improvement Plan SEF - Sheltered Employment Factories SMS - Senior Management Services SOe - State Owned Enterprises Sp - Strategic Plan STEFI - Short-term Financial Index SWOt - Strengths, Weaknesses, Opportunities and Threats TCOId - Technical Committee on Occupational Injuries and Diseases ttd - Total Temporary Disablement UIF - Unemployment Insurance Fund WC - Western Cape WSp - Work Place Skills Plan p 2 Annual Report of the Compensation Fund for the year ending 31 March 2013

7 2. STRATEGIC OVERVIEW 2.1. Vision To be an employer of choice and an internationally reputable provider of compensation for occupational injuries and diseases, rehabilitation and reintegration services Mission To utilise or leverage automated solutions to provide efficient, quality, client-centric and accessible Compensation Fund services To ensure effective rehabilitation and re-integration services, through reputable (proven) programmes To ensure financial viability through efficient collections and prudent investments To promote job creation initiatives through socially responsible investments To develop and retain a competent and content workforce 2.3. Values We treat employees with care, dignity and respect We respect and promote: - Client centred services - Accountability - Integrity and ethical behaviour Learning and development We live the Batho Pele Principles We live the principles of the Department s Service Charter We inculcate these values through our performance management system 2.4. Strategic outcome oriented goals Government has agreed on 12 outcomes as key focus areas for Each outcome has a limited number of measurable high-impact priority outputs and sub-outputs with targets. These 12 outcomes reflect government s mandate and link up with the ten Medium-term Strategic Framework (MTSF) priorities. There are two outcomes applicable to the Compensation Fund and these were the basis for the Compensation Fund Strategic Plan. The two outcomes identified for the Compensation Fund are: Outcome 4: Decent employment through inclusive economic growth Outcome 12: An efficient, effective and development oriented public service and an empowered, fair and inclusive citizenship Based on the two outcomes discussed above, the Compensation Fund has developed four key strategic outcome oriented goals. These strategic outcomes oriented goals are strategic priorities which form the basis of the Compensation Fund s strategic objectives. The strategic outcomes identified will be the results of the Fund s performance as viewed by the beneficiaries and will be the consequence of achieving the outputs. The table below summarises the link and the alignment between government outcomes, DoL strategic objectives, CF strategic outcomes and objectives. Annual Report of the Compensation Fund for the year ending 31 March 2013 p 3

8 TABLE ALIGNMENT OF GOVERNMENT OUTCOMES, DoL STRATEGIC OBJECTIVES (KRA S), CF STRATEGIC OUTCOMES AND CF STRATEGIC OBJECTIVES GOVERNMENT SERVICE DELIVERY OUTCOMES DoL STRATEGIC OBJECTIVES CF STRATEGIC OUTCOMES CF STRATEGIC OBJECTIVES Outcome 4: Decent employment through inclusive economic growth KRA 3: Protecting vulnerable workers Participate in government initiatives of creating and sustaining decent employment Promote policy advocacy Integration of CF within the comprehensive social security reforms KRA 5: Strengthening social protection Improve payment of benefits to the beneficiaries of the Fund Providing an efficient social safety net Improve the collection of revenue from employers Improve financial viability Outcome 12: An efficient, effective and development oriented public service and an empowered and inclusive citizenship KRA 8: Strengthening the institutional capacity of the Department Effective administration of the Fund s operations Provide professional, efficient and client orientated human resources Strengthening corporate governance Improve corporate support and services Enhance quality and access to COIDA services and information TABLE CF STRATEGIC OBJECTIVES AND GOALS FOR STRATEGIC OBJECTIVES Providing an effective social safety net STRATEGIC OUTPUTS Improvement in compensation claim turn around time Implement new business processes by quarter 4 Advocacy of policy to prevent accidents Contribute to social security reforms within prescribed time Improve compensation benefits Finalise 100% of medical claims (valid, accurate and complete documentation) within 30 days of receiving an invoice by 2016 Provide medical advice on all medical claims within 24 hours by 2016 Development and implementation of rehabilitation and reintegration policy framework by 2014 p 4 Annual Report of the Compensation Fund for the year ending 31 March 2013

9 TABLE CF STRATEGIC OBJECTIVES AND GOALS FOR Continued STRATEGIC OBJECTIVES Provide professional, efficient and client orientated human resource Strengthening corporate governance Integration of the Fund within the comprehensive social security reforms Promote policy advocacy STRATEGIC OUTPUTS 100% compliance with the performance management system annually Improve competency levels of CF staff by 100% alignment and implementation of Work Skills Development Plan (WSP) by 2016 Achieve a conducive working environment by implementing an employee wellness strategy by 2016 Promote sound labour relations in the workplace by 2016, through 80% reduction of grievances and misconduct Implement recruitment and retention strategy through maintenance of 10% vacancy rate by 2016 Increase representation on employment equity to 50% at all levels by 2016 Full implementation of Minimum Information Security Standard (MISS) by 2016 Fraud prevention detection strategy implemented annually Implement an Enterprise Risk Management (ERM) system by 2016 (people, process, technology) Developing and executing a risk based internal audit plan with 100% coverage annually Conform with IIA standards by 2016 (100% compliance) Develop and implement Internal Audit Methodology, Policies and Procedures Streamline all assurance functions into one enterprise-view by 2014 Draft Amendment COID Act available for consultation by 2013 Resolve 95% received Section 56 and 91 cases within 60 days of receipt by 2016 Resolve 95% of received cases where there is no factual dispute within five days by % of legal advice requests and contracts finalised within five days of receipt by 2016 Brand CF such that it complies with the GCIS Corporate Identity Manual To achieve client communication effectiveness of 85% by 2016 Improve financial viability Eliminate debt book of R5 billion by 2016 Increase revenue by 8% by 2016 Obtain a clean audit opinion by 2014 Improve efficiency of processes by full implementation of an integrated financial system to improve payment to 30 days by 2016 Improve asset:liability ratio to 2:1 by 2016 Maximise investment return to 3.8% above benchmark Improve corporate support and services Enhance quality and access to COIDA services and information To implement systems and infrastructure to support business goals by March 2013 Implementation of governance measures within the ICT environment by March 2012 Annual strategic planning as per NT Framework for performance information Annual organisational performance management Implement change management programme by 2016 Coordinate all priority projects currently running under the Compensation Fund Implement 100% customer services at all customer touch points (phone-in, web, walk-in) by 2016 Achieve customer satisfaction for call centre at 95% by 2016 Annual Report of the Compensation Fund for the year ending 31 March 2013 p 5

10 3. LEGISLATIVE AND OTHER MANDATES 3.1. Constitutional mandate The mandate of the Compensation Fund is derived from Section 27 (1)(c) of the Constitution of the Republic of South Africa. In terms of this Act, all South Africans have the right to social security. The Compensation Fund is then mandated to provide social security to all injured and diseased employees Legislative mandate The Compensation Fund is a Public Entity of the Department of Labour. The Fund administers the Compensation for Occupational Injuries and Diseases Act no 130/1993 as amended by the COIDA 61/1997. The main objective of the Act is to provide compensation for disablement caused by occupational injuries or diseases sustained or contracted by employees, or for death resulting from such injuries or diseases, and provide for matters connected therewith. The Fund generates its revenue from levies paid by employers, which consists mainly of annual assessments paid by registered employers on a basis of a percentage or fixed rate of the annual earnings of their employees. The COID Act, however, makes provision for a minimum assessment to ensure that the assessment is not less than the administration costs incurred. The operations of the Compensation Fund are also affected by the following legislation: Public Finance Management Act, Act 1 of 1999, as amended Occupational Health and Safety Act, 1993 NEDLAC Act, 1994 Labour Relations Act, 1995, as amended Basic Conditions of Employment Act, 1997, as amended Employment Equity Act, 1998 Skills Development Act, 1998, as amended Unemployment Insurance Act, 2001, as amended Unemployment Insurance Contributions Act, REPORTING FRAMEWORK The following represents the reporting framework of the Compensation Fund: MINISTER OF LABOUR COMPENSATION BOARD DIRECTOR GENERAL: LABOUR BOARD SUB-COMMITTEES AUDIT COMMITTEE COMPENSATION COMMISSIONER p 6 Annual Report of the Compensation Fund for the year ending 31 March 2013

11 5. ORGANISATIONAL STRUCTURE Compensation Commissioner Mr Shadrack Mkhonto Acting Chief Financial Officer Mr Brian Leshnick Acting Chief Director Human Resource Management Ms Thembi Moleko Director Medical Services Mr AK Pillay Director Compensation Claims Mr Basimane Dingaan Director Medical Services Ms Kefilwe Tselane Chief Information Officer Mr Vikash Sirkisson Acting Project Manager Mr Simon Nkhabelane Director Internal Audit Ms Tshidi Ikaneng Director Income Ms Ella Ntshabele Acting Director Human Resource Management Ms Inna Schoeman Director Financial Reporting Mr Pitsi Moloto Director Organisational Effectiveness Mr Simon Nkhabelane Deputy Director Organisational Monitoring and Evaluation Mr Madodana Tuntulwana Deputy Director Risk Director Mr Twana Makhubela Deputy Director Communications Ms Dikentsho Seabo Director Financial Control Ms Pumla Mjoli Director Support Services Mr Leon van der Westhuizen Senior Legal Admin Officer Mr Orphan Letsoko Senior Legal Admin Officer Ms Nontobeko Mathe-Ndlazi Senior Legal Admin Officer Mr Andile Solwandle Annual Report of the Compensation Fund for the year ending 31 March 2013 p 7

12 6. BOARD MEMBERS Chairperson Mr M Mngqibisa (National Treasury) Dr T Balfour-Kaipa (Chamber of Mines) Ms J Bodibe (COSATU) Dr Dzingwa # (Department of Health) Dr MB Kistnasamy (Department of Health) Mr T Lamati (Department of Labour OHS) Mr P Magane (COSATU) Mr M Majola (BUSA) Mr G McIntosh * (FEMA) Ms B Modise (NACTU) Mr S Motloung (FEDUSA) Ms TT Pugh (FEMA) Mr W Shisana (HPCSA) Mr J Singh (RMA) Mr S Tsiane (NUMSA) Mr N Weltman (BUSA) Mr F Xaba * (BUSA) * Alternate member # Resigned p 8 Annual Report of the Compensation Fund for the year ending 31 March 2013

13 7. COMMISSIONER S OVERVIEW Mr Shadrack Mkhonto Compensation Commissioner Introduction This Annual Report outlines the work undertaken by the Compensation Fund in fulfilling the Government s medium-term objectives during the 2012/13 financial year. The main focus of the Annual Report is to measure performance against the Strategic Plan and the budget of the Fund, while taking account of key developments and the context in which they occurred. The information presented in the Annual Report provides a clear insight into the business of the Fund, how it was conducted and the resultant outcomes. Highlights of the year The Fund has contributed to the improvement of the well-being of workers by paying benefits for loss of income and pension as a result of injuries or death on duty. For example, the compensation for permanent disability amounted to R110 million, whilst compensation for temporary disability was R79 million and R798 million was paid in respect of pension. As part of the efforts to expand the social security net, the Fund reviewed the compensation benefits and gazetted them for public comments by the end of the financial year. A major achievement has been the positive turnaround in the area of income generation. The Fund has implemented the Revenue Management Strategy which, among others, includes the successful launch of the online submission of annual returns of earnings by employers the ROE website. The ROE website forms part of the overarching turn-around strategy of the Compensation Fund to improve and simplify its services to the Nation. R3.3 billion of the total R8 billion revenue generated by the Fund was generated through the ROE Website. As at 31 March 2013, 51,000 employers had registered and filed their annual returns of earnings on the ROE website. The enforcement of the COID Act and intensified debt collection procedures resulted in improved collection of revenue of R5.8 billion compared to R3.7 billion reported in the previous financial year. During the this financial year, 21 Strengthening of Civil Society Fund (SCSF) projects were funded and monitored, which included amongst others: Qholaqhwe, Mangaung, Hope Town, Marydale, Sika Sonke, Mooi River, Bergville, Swellendam, Lethabong and Workers World Media Productions. The purpose of these projects is policy advocacy on injury on duty and occupational health and safety. This includes training of union shop stewards and employees on Compensation for Occupational Injuries and Diseases Act (COIDA). A total of R5.2 million was spent on these projects. The Fund contributed towards job creation by appointing 111 interns by the end of 31 March 2013 against the annual target of 100 set by Fund. This is part of government s programme to equip graduates with the necessary competencies and experience to be able to find permanent employment and contribute meaningfully to economic growth. In addition, the Fund achieved and maintained a vacancy rate of 2.81% against the overall norm of 10%. During the year under review, the Fund has focused on improving its institutional capacity to ensure the attainment of its objectives by absorbing 316 contract workers into its structure. In enhancing its capacity to deliver key services, the Fund also focused on capacitating the management cadre by enrolling 14 managers on an Executive Development Programme. The Fund is serious in dealing with fraud and corruption matters through its Risk Management Section. Out of 142 cases of alleged fraud and corruption cases, 86 were internally finalized. Two medical practitioners were criminally convicted and sentenced to five years suspension sentences, respectively. These medical practitioners were ordered to repay back the total amount of R2.6 million which they have defrauded. There are other five medical practitioners together with six exemployees of the Fund whose cases are already at a trial stage at the Commercial Crime Courts. Due to the Fund s early intervention on fraud we have managed to recover R137,638 and saved a potential loss of R1,070,743 through fraud. Annual Report of the Compensation Fund for the year ending 31 March 2013 p 9

14 Challenges of the year During the 2012/13 financial year, the Fund continued to face challenges with regard to compliance by stakeholders to the requirements of COIDA. This non-compliance includes the submission of incomplete information and/or documentation by employers and delays in the submission of banking details by beneficiaries. Employers that fail to submit their annual returns also contribute to the magnitude of the challenges that often result in employer assessment backlogs. This year has presented many challenges, both internally and externally, that have prevented us from fulfilling our legislative mandate optimally. Fraudulent activities are still negatively affecting the finalisation of employer assessments and the debt book continues to increase. This is due to the fraudulent letters of good standing which were issued, in most cases not in accordance with the Compensation Fund policy. The Fund is still experiencing service delivery challenges associated with inadequate IT system for processing claims resulting in backlogs. The resultant backlog in registration and adjudication of compensation claims and processing of medical invoices led to the medical practitioners threatening the Fund with legal action as well as not servicing the COID patients. As a result of the afore-mentioned challenges, the Fund resorted to the option of upfront recoverable payments to the six selected medical service providers to circumvent potential litigation. The Fund, as assisted by EOH, embarked on a project to provide a temporary solution to deal with medical invoice backlog. This process allowed the medical services providers to electronically send their invoices directly to EOH to process the invoices. This initiative brought some positive results in terms of processing medical invoices. Due to the prolonged engagement with trade unions, the implementation of the structure was delayed. This resulted in a vacuum in critical areas such as finance, which necessitated that lower level staff be expected to assist in performing functions at a higher level. Financial viability Alexander Forbes Financial Actuaries performed the actuarial valuation of the Fund based on the Audited Management Accounts of the Compensation Fund as at 31 March According to the actuarial valuation report, the Fund should hold an outstanding claims reserve of R6.4 billion as at 31 March 2013 (R4.8 billion 31 March 2012). The liability accounting for what will be paid to pensioners for the current year should be R10 billion (R12.9 billion 31 March 2012). The Fund showed a surplus of R9.2 billion in the 2012/13 financial year (R2 billion 2011/12). The Fund has an accumulated surplus of R23.3 billion as at 31 March 2013 (R14.2 billion 2011/12). The Fund was therefore in a sound financial position at 31 March Plans for the year ahead The future vision of the Fund envisages a state in which processes are well defined and highly automated, people are highly motivated and trained, and systems are functioning optimally in support of the business objectives. The Fund will be piloting the RMA system, which is tried and tested and compatible with the business of the Fund. The Fund has set aside R3.8 billion to invest in socially responsible investments. R1 billion of this amount will be utilised in the building of hospitals and rehabilitation centres. The Public Investment Commission (PIC) in conjunction with the Fund has identified sites where the rehabilitation centres will be built. Another R2.3 billion has been earmarked as part of a programme to stimulate agricultural growth and job creation. The remaining R500 million will be directed towards acquisition of property and office accommodation for the Department of Labour and its entities in support of the Department of Public Works initiative for housing government departments throughout the country. Discussions with the Investment Development Corporation (IDC) are at an advanced stage to utilise their knowledge and experience in rolling out job creation projects. The Compensation Fund will continue to promote a culture of compliance with its legislative mandate by establishing a payroll audit function. The payroll audit function aims to identify unregistered employers, verify employer payroll declarations and verify industry classifications of employers. This initiative also aims to address the completeness of revenue that has been a major contributing factor to the Auditor-General s audit findings. p 10 Annual Report of the Compensation Fund for the year ending 31 March 2013

15 The management of the Fund will develop a comprehensive action plan to address the disclaimer opinion. The plan will be a priority for the Fund and will be strictly monitored on quarterly basis. Internal audit will be involved to ensure that the Fund addresses all the root causes and qualifications. Through its Workplace Skills Plan (WSP), the Fund will continue to train staff in finance, compensation and medical functions. The implementation of the WSP will include enrolling management team in Executive Development Programme. In order to strengthen capacity within the Fund, implementation of the new organisational structure, the positions of Chief Director: Corporate Services, Chief Financial Officer, and Directors: Financial Control and Supply Chain Management were advertised and filled in the new financial year. Appreciation In conclusion, I would like to express my appreciation to the Minister, the Director General, the Board, management and the entire staff of the Fund, without whom the achievements reflected in this report would not have been possible. Mr Shadrack Mkhonto Compensation Commissioner Annual Report of the Compensation Fund for the year ending 31 March 2013 p 11

16 p 12 Annual Report of the Compensation Fund for the year ending 31 March 2013

17 Part B GOVERNANCE Annual Report of the Compensation Fund for the year ending 31 March 2013 p 11

18 1. COMPENSATION BOARD The Compensation Board is established in terms of Section 10 of the Act. It is an advisory board that advises the Minister on COIDA issues The role of the Board i. To advise the Minister on matters of policy arising out of or in connection with the application of Compensation for Occupational Injuries and Diseases Act, 1993 (Act no 130 of 1993) as amended. ii. The Board may advise on the nature and extent of the benefits that may be payable to employees or dependents of employees, including the adjustments of existing pensions. iii. The Board may advise on the amendment of the Act Board Charter The following progress was made in complying with the charter: Amendments to the COID Act was submitted to the Minister in January 2013 Post Traumatic Stress Disorder (PTSD) Panel: terms of reference were approved by the Board members. Adoption American Medical Association guidelines (AMA guide) 6th edition: The Fund was advised to consider adopting the 6th edition in relation with assessment of disability The Board made a recommendation on the increase of benefits for 2012/2013 and increase of medical tariffs for 2012/2013 The Board contributed towards the successful implementation of the mailroom backlog reduction initiative 1.3. Board composition Section 11(1) the Board shall comprise of: i. The Director General or an officer contemplated in Section 2(1)(a) or (b) designated by him or her, who shall act as Chairperson ii. Two persons are appointed by the Minister of Labour, one of whom shall be appointed after consultation with the Minister of Health iii. The Chief Inspector of Occupational Health and Safety or his or her nominee iv. One person as a member and one person as an alternate member appointed by the Minister from a list of names of not more than three persons nominated in order of preference by RMA v. One person as a member and one person as an alternative member appointed by the Minister from a list of three names nominated in order of preference by FEMA company limited vi. Two persons as members and up to two persons as alternate members appointed by the Minister from a list of names of no more than six persons nominated in order of preference by the South African Medical and Dental Council vii. Three persons as members and up to three persons as alternative members appointed by the Minister to represent the interest of employers viii. Five persons as members and up to five persons as alternate members to represent the interest of employees p 14 Annual Report of the Compensation Fund for the year ending 31 March 2013

19 TABLE 1.3. COMPENSATION FUND BOARD MEMBERS NAME AND SURNAME DESIGNATION (IN TERMS OF THE PUBLIC ENTITY BOARD STRUCTURE) APPOINTMENT YEAR DATE RESIGNED QUALIFICATIONS AREA OF EXPERTISE AREA OF EXPERTISE BOARD MEETING BOARD MEETING OUTGOING BOARD MEMBER Mr M Mngqibisa Mr J Singh Ms T Pugh Mr W Shisana Mr N Weltman Mr M Majola Dr Dzingwa Dr MB Kistnasamy Mr T Lamati Mr S Tsiane Mr P Magane Ms J Bodibe Board Chairperson Principal Board member Principal Board member Principal member Principal Board member Principal Board member Principal Board member Principal Board member Principal Board member Principal Board member Principal Board member Principal Board member 2011 MBL, BCom (Hons), National Higher Certificate for Technicians Corporate Governance 2008 RMA CEO 2008 Certificate Internal Auditing and Internal Control 2008 BSc Psychology, MSc Industrial and Organisational Psychology 2008 BCom (Hons), CA (SA) 2008 MBA, MPhil, MCom,PhD 2008 Sept 2012 Oct 2012 MMed Community Health Insurance industry Community Health 2008 MBA Health, chemistry, strategic management financial GPAA Board 6 30/09/2013 FEMA CEO Board 5 30/09/2013 Board 3 30/09/2013 HPCSA Board 6 30/09/2013 BUSA Board 2 30/09/2013 BUSA Board 5 30/09/2013 Department of Health Department of Health Department of Labour Board 0 30/09/2013 Board 2 30/09/2013 Board 3 30/09/ NUMSA Board 4 30/09/ Health and Safety Coorditor 2008 Occupational Health and Safety, HIV/ AIDS policy coordinator CEPP- WAWU Board 2 30/09/2013 COS-ATU Board 6 30/09/2013 Annual Report of the Compensation Fund for the year ending 31 March 2013 p 15

20 Table 1.3. COMPENSATION FUND BOARD MEMBERS Continued NAME AND SURNAME DESIGNATION (IN TERMS OF THE PUBLIC ENTITY BOARD STRUCTURE) APPOINTMENT YEAR DATE RESIGNED QUALIFICATIONS AREA OF EXPERTISE AREA OF EXPERTISE BOARD MEETING BOARD MEETING OUTGOING BOARD MEMBER Mr S Motloung Ms B Modise Dr T Balfour- Kaipa Mr S Deva E Lefhungu Mr G Mclntosh Mr F Xaba Principal Board member Principal Board members Principal Board member Alternate Board member Alternate Board member Alternate Board member Alternate Board member 2008 Certificates in Nursing, Local Government Administration and Management FEDUSA Board 4 30/09/ NACTU Board 5 30/09/ FCTHM, MBA Health adviser, Chamber of Mines BUSA Board 3 30/09/ BUSA Board 1 30/09/ RMA Board 0 30/09/ MBA FEMA CIO 2008 BA Social Work, BA (Hons) Industrial Psychology Senior Manager Aurecon Board 4 30/09/2013 BUSA Board 6 30/09/ Board Committees Assessments and Benefits Committee (ABC) Composition The Committee is composed of the following representatives: All representatives (seven members) of various constituencies as represented on the Board All Executive Managers/Directors representing all departments within the Fund have a standing/permanent invitation to attend committee meetings. Directors may bring their supporting managers/representative as and when they deem fit. The Committee may invite any other personnel, party to the meeting when deemed necessary The Board may nominate alternative members to serve on the Committee The Committee will nominate a coordinator who will serve as Chairperson during meetings Committee members are nominated to serve for a period of three years, in line with the main Board office term Members may serve more than one term, provided it is approved by the Board The Board Secretariat will provide secretarial services to the Committee Mandate The core mandate of the Committee emanates from COIDA and are found in the following sections of the Act: Sections 47 to 64: determination and calculation of benefits and or compensation Sections 80 to 89: obligations and assessment of employers Regulations issued in terms of COIDA p 16 Annual Report of the Compensation Fund for the year ending 31 March 2013

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