Proposed Revisions: Bursary Policies & Processes National Company Forum

1. Proposed Revisions: Bursary Policies & Processes National Company Forum 29 May 2012

2. Background • In order to remain competitive and maintain the leading edge it is necessary to review our policies and processes to ensure their value-add to the business • An external benchmarking exercise was conducted to see what other companies are doing • Current bursary policies and processes have been reviewed in line with the outputs of the benchmarking exercise with a view to “sharpening the saw” • It was noted that some of our practices are outdated and not business aligned or focused.

3. Current Scenario

4. Over the past few years... Budget cuts No external bursary recruiting for the past 3 years Automatic awarding of bursaries to employees children with no link/alignment to business requirements Misaligned skills pipeline Increased unemployment Inability to place graduates Skills loss Barrier to EE transformation Financial loss

5. EE Profile – Current students Race Profile Gender Profile Total number of students: 224

6. Current scenario • Award bursaries based on applications from employees children that apply in the 4 pre-identified study fields and meet the minimum criteria • No needs analysis/input from business • No formal selection process • Generic process (ie, 1 size fits all) • Bursary awarding not fully supporting transformation strategies (EE/AA, disabled)

7. Future Scenario

8. Revised approach: Full time bursaries Core Focus: Young Talent Acquisition Business-driven Needs based Talent based process Building a young talent skills pipeline for the organisation

9. Guiding principles: Full-time bursaries • Line to advise annually of their requirement – bursaries will be awarded in line with these needs • Selection process with a focus on identifying top talent, with consideration to: - • Academic performance, extracurricular activities, leadership potential and learning potential • Applicants that have already completed their first year of study • Employees children who meet the criteria • Supporting the Company’s Employment Equity plan • Bursary process will be more responsive to business needs • Award fewer bursaries but have increased impact • Line to be involved in the selection, orientation and placement of students - Line to carry the budget

10. Revised approach: Part time bursaries Core Focus: Career and personal development Career development Personal development plan Business operations Increased skills base, engagement and retention

11. Guiding principles: Part-time bursaries • Study field does not necessary have to relate to your current job functions • Study field: • To be aligned to personal and/or career development plan, and • Telkom business operations • Application to be approved by promoter • Looking at increasing time period in which to obtain qualification

12. Actions completed and next steps • Actions completed: • ARIS process mapping completed for part time and full time bursary processes • Bursary policies have been reviewed • Draft policies have been compiled • Inputs of Group HR Finance and HR Business Partners obtained • Next steps: • Socialise draft policies with National EE/Disability Task Team to ensure no barriers

13. Any questions/input?