Interfront Annual Report 2022

PART A: GENERAL INFORMATION 22 Our Enablers HUMAN CAPITAL – Comprises staff and contracted resources. Interfront depends on the well-being and motivation of employees to generate value. MANUFACTURED CAPITAL – Investment in the purchase, development and maintenance of property, plant and equipment that enables the capacity to generate long-term returns. INTELLECTUAL CAPITAL - The skills and knowledge of well-trained staff, which contribute to building a trustworthy brand and reputation. Our Activities • Bursary Programme. • Internship Programme. • A skilled and diverse executive leadership team, living the Interfront values. • Adopting policies and practices to enhance retention. • Competitive and market-related remuneration. • Long-service awards. • Development of a Skills Competency Framework. • Growing Employment Equity (EE) representation. • Measuring and enhancing staff engagement. • Annual positioning activities. • Reducing staff turnover. • Replacing redundant servers and networking equipment. • Continued investment in software licences. • Leasehold improvements • Replacing redundant computer equipment • Upgrade data storage unit • Ongoing training and development of staff. • Re-training staff and developing skills from within Interfront to ensure the upskilling and relevance of skills. • Providing financial support to staff in the form of formal study assistance to pursue a degree or qualification aligned with their position in the company. • Encourage staff to belong to and pay for memberships with professional bodies. • Contracting to external resources at peak delivery times. Outcomes • Staff turnover increased from 10.14% (2020/2021) to 17.48%. • Average staff number reduced from 117.2 (2020/2021) to 109.3. • R120 803 paid in bursaries, an increase from R100 461 in the 2020/2021 financial year. • Increase in training and development expenses on the Graduate Internship Programme from R37 350 (2020/2021) to R101 150. • Marginal reduction in the payment of performance rewards from R3 652 695 (2020/2021) to R3 577 298. • Reduction in Personnel Expenditure from R82 447 166 (2020/2021) to R81 622 163, in line with the decrease in average staff numbers. • Long-service recognition for staff employed by Interfront for five years or more. • Staff Engagement Survey initiated. • Skills Competency Framework initiated for identified critical skills. • Increase our Value Proposition to staff with the implementation of funeral cover as well as trauma and severe illness benefits, in addition to the benefits already offered, which include group life cover, medical aid and retirement annuities. • Assessing cloud landscape options to reduce costs as a result of expensive hardware upgrades. • Moved Data Centre to SARS Bellville to allow Interfront to reduce its office space. • Took delivery of new storage expansion unit, with the older unit to be repurposed for use at the Disaster Recovery (DR) site. • Designing and implementing a new remote network. • Interfront office space modified to accommodate hot seating with booking system • Replaced redundant computer equipment. • Investment in staff development and training: R381 160 (2020/2021: R930 129). • Investment in professional membership fees: R21 107(2020/2021: R21 568). Future and Ongoing Actions to Enhance Outcomes • Develop staff Engagement Plan to increase staff engagement. • Review and update policies and processes to remain relevant. • Revisit retention strategies to reduce staff turnover in a highly competitive market. • Complete and implement the Skills Competency Framework for less critical skills. • Increasing our overall EE representation, especially at senior level. • Refer to Part D: Human Capital Management and Part E: Financial Information for further details. • Upgrading laptops. • Review usage of software to ensure relevance as well as no over-supply of licenses. • Refer to the section on Information and Communications Technology (ICT) in Part B: Performance Information and Part E: Financial Information for more information. • Provide technical staff with more opportunities to attend to Research and Development. • Ongoing training and development of staff to ensure a high-performance culture and retention. • Refer to Part D: Human Capital Management for more information. OUR STRATEGIC PILLARS 8. OUR BUSINESS MODEL AND CAPITALS (CONT.)