Page 46 - Gondwana Value Creation Report 2020
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HOW WE MAKE AN IMPACT Go4Gold 2020 Extending our training footprint Gondwana remunerates and rewards employees in line with Company pension fund contributions were halted as
3
from May 2020 to protect jobs during the pandemic.
Remuneration and reward
Our learning and development reach also extends beyond
This resulted in a substantial monthly saving on operational
Gondwana employees. We were one of the first Namibian
expenses to ensure continuance of salaries. Gondwana
companies to support the NTA. Gondwana again extended an
industry standards, but we also focus on long-term wealth
continued paying risk and administration costs to maintain
invitation to some of our vocational training partners to join as
creation and financial stability through our pension fund, medical
funeral, death and disability benefits, and employees continued
delegates in our Academy skills courses. Two delegates joined in.
In 2020, 12 handpicked Gondwana employees from
aid, disability and funeral benefits, and our employee shareholding
to contribute their 1.5%. We maintained full take home pay
different departments of our business completed the
applied 25% voluntary salary cuts from October until the end
even if they are not our employees.
The company contributes 14% towards the pension fund, and
of March 2021. Executives’ pay cuts were at 40%. There will
employees contribute 1.5%. The aim is for the total contribution
year-long Go4Gold programme. Participants were trained We also provide training opportunities to conservancy residents, scheme. for all employees between March and September 2020, but
We train young learners interested in a
be no salary adjustments or increases for the 2021 year,
to eventually reach 19%, which will ensure employees can retire
to be young leaders with modules covering life skills and career in tourism as well as members comfortably, with a pension payout of at least 80% of their last and while there were no bonus payments to employees in
December 2020, the Board approved once-off full salaries
salary earned at retirement. To this end, we increased employee
managerial and leadership expertise and tools. They took contributions to 1.5% effective 1 November 2019. to employees for December in order to ensure employees
were able to meet the costs of their children and dependants
part in six modules, and they completed five on-the-job of the broader tourism industry. returning to school in January 2021.
projects and a year-long project.
Shareholding scheme
We trained In 2018 Gondwana issued shares to all employees under the approved employee share incentive scheme. The initial disbursement enforced employee
70% ownership and empowerment.
A training team spent time at each Gondwana property to educate employees on the share scheme and its long-term benefits. This effort was continued
during 2019 and 2020 to further improve the financial education of all employees.
of Gondwana’s employees.
The intention remains to continue this effort based on annual company performance with the aim to create long-term wealth for all employees.
2019: 78%
Training and development spend: We provide employee death
N$5.3 million 100% benefits of
2019: N$5 million of Gondwana’s employees are three times
members of our pension fund
1
employees’ annual salaries
30% of the Academy’s class Employees receive funeral benefits
James Babadi developed a psychological lesson plan – Level Maria Thomas wrote a dissertation on the importance Francis Newman developed a set of guidelines for the of 2015 are now in top positions. of:
Up – to keep his colleagues motivated in response to the of inventory control. It covered topics such as the characteristics that good and bad leaders exhibit, and how Employees receive disability cover of
emotional challenges of Covid-19. His lesson topics covered: impact inventory management has on revenue and yield to be a good leader. N$20 000 75%
Loyalty Unity management, as well as the importance of accurate guest
counts for decision-making. We provide funding and training to Spouse: N$20 000
Elite Pride 24 young Namibians, 16 of whom Child 14 to 21 years: N$20 000 of their monthly salary until recovery,
Value are not employees of Gondwana, Child six to 14 years: N$10 000 death or retirement subject to certain
Educate through an NTA-led apprenticeship Child younger than six years: N$5 000 maximum salaries
Stillborn: N$5 000
Life programme. Participants receive a
NQA Level 3 qualification.
1 Suspended as part of the Covid-19 cost-cutting measures.
44 VALUE CREATION REPORT 2020 GONDWANA COLLECTION NAMIBIA 45
