This scorecard will apply to any other entity or association that falls under the CA Sector Scope that has no ownership structure due to the structure of the organisation. This includes, but is not limited to, SAICA.
SAICA has a dual role to play: in the first place, it will be to act as an overarching body to coordinate the efforts for the CA profession and sector.
In the second place, SAICA is also an organisation in its own right, which means that it, too, will need to adopt the CA Sector Code and apply it to the organisational structure of the Institute.
In terms of code series 000, statement 004, SAICA is considered to be a specialised enterprise, which is an enterprise that has no shareholding and thus cannot be evaluated in terms of Black ownership criteria. SAICA has no owners who share in the profit of the organisation and will thus have to be evaluated and measured in terms of the adjusted Generic Scorecard.
The measure for success within the realm of transformation will be based on the Qualifying Examination (QE), where two objective targets have been set:
• That the number of candidates presenting themselves for the QE are representative, demographically, of the country’s population both in terms of race and gender; and
• That the pass rate is equal across all race groups.
Achieving these targets would indicate that true transformation of the profession has been realised. However, these targets cannot be accomplished simply or quickly; it requires addressing a variety of challenges at each level of a potential CA(SA)’s progress. SAICA’s role in meeting the challenges facing the CA sector is set out in section D.
SAICA will have to report to the Charter Council on its own scorecard as an organisation as well as on specific transformation initiatives assigned to it in terms of this sector code.
Table 1 – The Management Control Specialised Scorecard
Key measurement principles
- The compliance targets for senior, middle and junior management of the management control scorecard are based on the overall demographic representation of Black people as defined in the Regulations of the EE Act and the Commission on Employment Equity report, as amended from time to time.
- In determining SAICA’s score, the targets should be broken down into specific criteria according to the different race sub-groups within the definition of Black and in accordance with the EE Act and weighted accordingly.
The next article will discuss the Skills Development Specialised Scorecard.
