Interfront 2023 Annual Report

64 INTERFRONT ANNUAL REPORT 2023 Human Capital Priorities for the Year • The section 197 transfers in terms of the Labour Relations Act, No. 66 of 1995, were concluded on 1 April 2022 for the eFiling team and on 1 January 2023 for the e@syFile team, resulting in a 42% growth in employee numbers. The transfer process comprised individual induction sessions with the employees, benefits comparison and change management processes covering performance management, culture and management changes, among other things. While there is currently a high level of alignment among the teams it is crucial to recognise that change is a continuous journey. • An employee engagement survey was conducted during March and April 2022, with 84% of the original Interfront employees participating. It included a focus on the changes initiated as a result of the global pandemic, i.e. the hybrid working model that allowed employees to work largely fromhome, in an effort to gauge the impact that this may have had on staff engagement. The survey indicated a positive response from staff to the changes implemented. Since a large focus was placed on change management during the 2022/2023 fiscal year, actions to address areas identified for improvement have been postponed to the 2023/2024 fiscal year. • In December 2022, our previously active employment equity plan reached its conclusion and a comprehensive report on our progress towards the set targets was duly submitted to the Department of Labour in compliance with legislative requirements. Interfront had performed well against the five-year plan.