i have the honour of submitting the annual report of the...

Submission of the Compensation Fund Annual Report Minister of Labour

I have the honour of submitting the Annual Report of the Compensation Fund for the period 1 April 2012 to 31 March 2013.

Mr Shadrack MkhontoCompensation Commissioner

Mr Shadrack Mkhonto Compensation Commissioner

Minister Mildred N Oliphant Minister of Labour

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p 2 | Annual Report of the Compensation Fund for the year ending 31 March 2013

TABLE OF CONTENTPART A GENERAL INFORMATION1. LIST OF ABBREVIATIONS 22. STRATEGIC OVERVIEW 33. LEGISLATIVE AND OTHER MANDATES 64. REPORTING FRAMEWORk 65. ORGANISATIONAL STRUCTURE 76. BOARD MEMBERS 87. COMMISSIONER’S OVERVIEW 9

PART B GOVERNANCE1. COMPENSATION BOARD 142. RISk MANAGEMENT 223. INTERNAL CONTROL 2 224. COMPLIANCE WITH LAWS AND REGULATIONS 235. FRAUD AND CORRUPTION 236. MINIMISING CONFLICT OF INTEREST 247. CODE OF CONDUCT 248. HEALTH SAFETY AND ENVIRONMENTAL ISSUES 24 9. AUDIT COMMITTEE 2410. AUDIT COMMITTEE REPORT FOR THE YEAR ENDED 31 MARCH 2013 26

PART C PERFORMANCE INFORMATION1. INTRODUCTION 302. AUDITOR-GENERAL’S REPORT: PREDETERMINED OBJECTIVES 303. OVERVIEW OF THE COMPENSATION FUND’S PERFORMANCE 304. PERFORMANCE OF COMPENSATION FUND PROGRAMMES AND SUB-PROGRAMMES 55

PART D INFORMATION AND COMMUNICATION TECHNOLOGY AND CALL CENTRE1. INFORMATION AND COMMUNICATION TECHNOLOGY 742. CALL CENTRE 75

PART E HUMAN RESOURCE MANAGEMENT1. INTRODUCTION 802. HUMAN RESOURCE OVERSIGHT STATISTICS 81

PART F COMMISSIONER AND AUDITOR-GENERAL‘S REPORTSREPORT OF THE COMPENSATION COMMISSIONER 88REPORT OF THE AUDITOR-GENERAL TO PARLIAMENT ON THE COMPENSATION FUND REPORT ON THE FINANCIAL STATEMENTS 110

PART G ANNUAL FINANCIAL STATEMENTSSTATEMENT OF FINANCIAL POSITION AS AT 31 MARCH 2013 118STATEMENT OF FINANCIAL PERFORMANCE FOR THE YEAR ENDED 31 MARCH 2013 119STATEMENT OF CHANGES IN NET ASSETS FOR THE YEAR ENDED 31 MARCH 2013 120CASH FLOW STATEMENT FOR THE YEAR ENDED 31 MARCH 2013 121ACCOUNTING POLICIES 122NOTES TO THE ANNUAL FINANCIAL STATEMENTS 136DETAILED INCOME STATEMENT FOR THE YEAR ENDED 31 MARCH 2013 172STATEMENT OF COMPARATIVE AND ACTUAL INFORMATION FOR THE YEAR ENDED 31 MARCH 2013 174

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Annual Report of the Compensation Fund for the year ending 31 March 2013 | p 1

Part A GENERAL INFORMATION

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AGSA - Auditor General of South AfricaAPP - Annual Performance PlanBAS - Basic Accounting SystemBCEA - Basic Conditions of Employment Act BUMS - Business Unit Managers (Provincial

Deputy Directors)CCMA - Commission for Conciliation,

Mediation and ArbitrationCC - Compensation CommissionerCF - Compensation FundCRM - Customer Relationship ManagementCS - Corporate Services CFO - ChiefFinancialOfficerCOO - ChiefOperationsOfficerCIO - ChiefInformationOfficerCOIDA - Compensation for Occupational

Injuries and DiseasesDG - Director GeneralDDG - Deputy Director GeneralDEXCOM - Departmental Executive Committee DoL - Department of LabourDPSA - Department of Public Services and

AdministrationDWCP - Decent Work Country Programme EC - Eastern CapeEEA - Employment Equity Act ES - Employment ServicesESSA - Employment Services for South AfricaEPWP - Extended Public Works ProgrammeEXCO - Executive CommitteeFEMA - Federal Employers Mutual AssuranceFS - Free StateGCIS - Government Communication and

Information ServicesHO - HeadOfficeHPCSA - Health Professions Council of South AfricaHRM - Human Resource Management ICD - Integrated Client DatabaseICM - Integrated Claims ManagementICT - Information and Communication

TechnologyIES - Inspection and Enforcement Services ILO - International Labour Organisation INDS - Integrated National Disability StrategyIVR - Integrated Voice ResponsekZN - kwaZulu-NatalLMIS&P - Labour Market Information and StatisticsLP - Limpopo

LP & IR - Labour Policy and Industrial RelationsLRA - Labour Relations Act kRA - key Result AreaMBDC - Medical Billing Document ControlM&E - Monitoring and EvaluationMISS - Minimum Information Security SystemMOU - Memorandum of UnderstandingMPU - MpumalangaMTSF - Medium-term Strategic Framework MTEF - Medium-term Expenditure FrameworkNC - Northern CapeNEDLAC - National Economic Development and

Labour CouncilNT - National Treasury ODMWA - Occupational Diseases in Mines and

Works ActOHS - Occupational Health and Safety PD - Permanent DisablementPDP - Personal Development Plan PES - Public Employment Services PFMA - Public Finance Management ActPMO - ProjectManagementOfficePPP - Public Private PartnershipPTSD - Post Traumatic Stress DisorderPWD - People with DisabilitiesQMS - Quality Management SystemRAF - Road Accident FundRMA - Rand Mutual AssuranceRME - Research Monitoring and Evaluation ROE - Return of EarningsSAP - Systems Application and Products in Data

ProcessingSCM - Supply Chain ManagementSDIP - Service Delivery Improvement PlanSEF - Sheltered Employment Factories SMS - Senior Management ServicesSOE - State Owned EnterprisesSP - Strategic PlanSTEFI - Short-term Financial IndexSWOT - Strengths, Weaknesses, Opportunities and

ThreatsTCOID - Technical Committee on Occupational

Injuries and DiseasesTTD - Total Temporary DisablementUIF - Unemployment Insurance Fund WC - Western CapeWSP - Work Place Skills Plan

1. LIST OF ABBREVIATIONS/ACRONYMS

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2. STRATEGIC OVERVIEW2.1. Vision

To be an employer of choice and an internationally reputable provider of compensation for occupational injuries and dis-eases, rehabilitation and reintegration services.

2.2. Mission

• Toutiliseorleverageautomatedsolutionstoprovideefficient,quality,client-centricandaccessibleCompensationFundservices

• Toensureeffectiverehabilitationandre-integrationservices,throughreputable(proven)programmes• Toensurefinancialviabilitythroughefficientcollectionsandprudentinvestments• Topromotejobcreationinitiativesthroughsociallyresponsibleinvestments• Todevelopandretainacompetentandcontentworkforce

2.3. Values

• Wetreatemployeeswithcare,dignityandrespect• Werespectandpromote: - Client centred services - Accountability - Integrity and ethical behaviour• Learninganddevelopment• WelivetheBathoPelePrinciples• WelivetheprinciplesoftheDepartment’sServiceCharter• Weinculcatethesevaluesthroughourperformancemanagementsystem

2.4. Strategic outcome oriented goals

Government has agreed on 12 outcomes as key focus areas for 2014. Each outcome has a limited number of measurable high-impactpriorityoutputsandsub-outputswithtargets.These12outcomesreflectgovernment’smandateandlinkupwith the ten Medium-term Strategic Framework (MTSF) priorities. There are two outcomes applicable to the Compensation FundandthesewerethebasisfortheCompensationFundStrategicPlan.ThetwooutcomesidentifiedfortheCompensa-tion Fund are:• Outcome4:Decentemploymentthroughinclusiveeconomicgrowth• Outcome12:Anefficient,effectiveanddevelopmentorientedpublicserviceandanempowered,fairandinclusive

citizenship

Based on the two outcomes discussed above, the Compensation Fund has developed four key strategic outcome oriented goals. These strategic outcomes oriented goals are strategic priorities which form the basis of the Compensation Fund’s strategicobjectives.ThestrategicoutcomesidentifiedwillbetheresultsoftheFund’sperformanceasviewedbytheben-eficiariesandwillbetheconsequenceofachievingtheoutputs.

The table below summarises the link and the alignment between government outcomes, DoL strategic objectives, CF strategic outcomes and objectives.

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TABLE 2.4.1. ALIGNMENT OF GOVERNMENT OUTCOMES, DoL STRATEGIC OBJECTIVES (kRA’S), CF STRATEGIC OUTCOMES AND CF STRATEGIC OBJECTIVES

GOVERNMENT SERVICE DELIVERy OUTCOMES

DoL STRATEGIC OBJECTIVES

CF STRATEGIC OUTCOMES

CF STRATEGIC OBJECTIVES

Outcome 4: Decent employment through inclusive economic growth

kRA 3: Protecting vulnerable workers

Participate in government initiatives of creating and sustaining decent employment

Promote policy advocacy

Integration of CF within the comprehensive social security reforms

kRA 5: Strengthening social protection

ImprovepaymentofbenefitstothebeneficiariesoftheFund

Providinganefficientsocialsafety net

Improve the collection of revenue from employers

Improvefinancialviability

Outcome12:Anefficient,effective and development oriented public service and an empowered and inclusive citizenship

kRA 8: Strengthening the institutional capacity of the Department

Effective administration of the Fund’s operations

Provideprofessional,efficientand client orientated human resources

Strengthening corporate governance

Improve corporate support and services

Enhance quality and access to COIDA services and information

TABLE 2.4.2. CF STRATEGIC OBJECTIVES AND GOALS FOR 2013 – 2018

STRATEGIC OBJECTIVES STRATEGIC OUTPUTS

Providing an effective social safety net

• Improvementincompensationclaimturnaroundtime• Implementnewbusinessprocessesbyquarter4• Advocacyofpolicytopreventaccidents• Contributetosocialsecurityreformswithinprescribedtime• Improvecompensationbenefits• Finalise 100% of medical claims (valid, accurate and complete documentation)

within 30 days of receiving an invoice by 2016• Providemedicaladviceonallmedicalclaimswithin24hoursby2016• Development and implementation of rehabilitation and reintegration policy

framework by 2014

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STRATEGIC OBJECTIVES STRATEGIC OUTPUTS

Provideprofessional,efficientand client orientated human resource

• 100%compliancewiththeperformancemanagementsystemannually• ImprovecompetencylevelsofCFstaffby100%alignmentandimplementationof

Work Skills Development Plan (WSP) by 2016• Achieveaconduciveworkingenvironmentbyimplementinganemployeewellness

strategy by 2016• Promotesoundlabourrelationsintheworkplaceby2016,through80%reduction

of grievances and misconduct• Implement recruitment and retention strategy through maintenance of 10%

vacancy rate by 2016• Increaserepresentationonemploymentequityto50%atalllevelsby2016

Strengthening corporate governance

• FullimplementationofMinimumInformationSecurityStandard(MISS)by2016• Fraudpreventiondetectionstrategyimplementedannually• ImplementanEnterpriseRiskManagement(ERM)systemby2016(people,process,

technology)• Developing and executing a risk based internal audit planwith 100% coverage

annually• ConformwithIIAstandardsby2016(100%compliance)• DevelopandimplementInternalAuditMethodology,PoliciesandProcedures• Streamlineallassurancefunctionsintooneenterprise-viewby2014

Integration of the Fund within the comprehensive social security reforms

• DraftAmendmentCOIDActavailableforconsultationby2013• Resolve95%receivedSection56and91caseswithin60daysofreceiptby2016• Resolve95%ofreceivedcaseswherethereisnofactualdisputewithinfivedaysby

2016• 90%oflegaladvicerequestsandcontractsfinalisedwithinfivedaysofreceiptby

2016

Promote policy advocacy • BrandCFsuchthatitcomplieswiththeGCISCorporateIdentityManual• Toachieveclientcommunicationeffectivenessof85%by2016

Improvefinancialviability • EliminatedebtbookofR5billionby2016• Increaserevenueby8%by2016• Obtainacleanauditopinionby2014• Improveefficiencyofprocessesby full implementationofan integratedfinancial

system to improve payment to 30 days by 2016• Improveasset:liabilityratioto2:1by2016• Maximiseinvestmentreturnto3.8%abovebenchmark

Improve corporate support and services

• ToimplementsystemsandinfrastructuretosupportbusinessgoalsbyMarch2013• Implementationof governancemeasureswithin the ICTenvironmentbyMarch

2012

Enhance quality and access to COIDA services and information

• AnnualstrategicplanningasperNTFrameworkforperformanceinformation• Annualorganisationalperformancemanagement• Implementchangemanagementprogrammeby2016• CoordinateallpriorityprojectscurrentlyrunningundertheCompensationFund• Implement100%customerservicesatallcustomertouchpoints(phone-in,web,

walk-in) by 2016• Achievecustomersatisfactionforcallcentreat95%by2016

TABLE 2.4.3. CF STRATEGIC OBJECTIVES AND GOALS FOR 2013 – 2018 Continued

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3. LEGISLATIVE AND OTHER MANDATES3.1. Constitutional mandate

The mandate of the Compensation Fund is derived from Section 27 (1)(c) of the Constitution of the Republic of South Africa. In terms of this Act, all South Africans have the right to social security. The Compensation Fund is then mandated to provide social security to all injured and diseased employees.

3.2. Legislative mandate

The Compensation Fund is a Public Entity of the Department of Labour. The Fund administers the Compensation for Oc-cupational Injuries and Diseases Act no 130/1993 as amended by the COIDA 61/1997. The main objective of the Act is to provide compensation for disablement caused by occupational injuries or diseases sustained or contracted by employees, or for death resulting from such injuries or diseases, and provide for matters connected therewith.

The Fund generates its revenue from levies paid by employers, which consists mainly of annual assessments paid by regis-teredemployersonabasisofapercentageorfixedrateoftheannualearningsoftheiremployees.TheCOIDAct,however,makes provision for a minimum assessment to ensure that the assessment is not less than the administration costs incurred.The operations of the Compensation Fund are also affected by the following legislation:• PublicFinanceManagementAct,Act1of1999,asamended• OccupationalHealthandSafetyAct,1993• NEDLACAct,1994• LabourRelationsAct,1995,asamended• BasicConditionsofEmploymentAct,1997,asamended• EmploymentEquityAct,1998• SkillsDevelopmentAct,1998,asamended• UnemploymentInsuranceAct,2001,asamended• UnemploymentInsuranceContributionsAct,2002

4. REPORTING FRAMEWORKThe following represents the reporting framework of the Compensation Fund:

MINISTER OF LABOUR

COMPENSATION COMMISSIONER

AUDIT COMMITTEE

COMPENSATION BOARD

BOARD SUB-COMMITTEES

DIRECTOR GENERAL: LABOUR

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5. ORGANISATIONAL STRUCTURE

Compensation CommissionerMr Shadrack Mkhonto

Acting Chief Financial Officer

Mr Brian Leshnick

Director Income

Ms Ella Ntshabele

DirectorFinancial Reporting

Mr Pitsi Moloto

DirectorFinancial Control Ms Pumla Mjoli

DirectorSupport Services

Mr Leon van der Westhuizen

DirectorInternal Audit

Ms Tshidi Ikaneng

Deputy Director Organisational

Monitoring and EvaluationMr Madodana Tuntulwana

Deputy Director Risk Director

Mr Twana Makhubela

Director Medical Services

Ms Kefilwe Tselane

DirectorCompensation ClaimsMr Basimane Dingaan

DirectorMedical Services

Mr AK Pillay

Acting Project Manager

Mr Simon Nkhabelane

Acting Chief Director Human Resource

ManagementMs Thembi Moleko

Deputy Director Communications

Ms Dikentsho Seabo

Chief Information Officer

Mr Vikash Sirkisson

DirectorOrganisational Effectiveness

Mr Simon Nkhabelane

Acting Director Human Resource

Management Ms Inna Schoeman

Senior Legal Admin Officer

Ms Nontobeko Mathe-Ndlazi


Mr Andile Solwandle


Mr Orphan Letsoko

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6. BOARD MEMBERS

Dr T Balfour-kaipa (Chamber of Mines)

Mr M Majola(BUSA)

Mr T Lamati (Department of Labour OHS)

Ms TT Pugh(FEMA)

Mr J Singh (RMA)

Mr N Weltman(BUSA)

Mr W Shisana (HPCSA)

Dr Dzingwa #(Department of Health)

Dr MB kistnasamy(Department of Health)

Mr F Xaba *(BUSA)

Mr M Mngqibisa (National Treasury)

Mr P Magane (COSATU)

Ms B Modise (NACTU)

Mr S Motloung (FEDUSA)

Mr G McIntosh * (FEMA)

Mr S Tsiane (NUMSA)

Ms J Bodibe (COSATU)

* Alternate member# Resigned

Chairperson

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7. COMMISSIONER’S OVERVIEWINTRODUCTIONThis Annual Report outlines the work undertaken by the Compensation Fund in fulfilling the Government’s medium-term objectives during the 2012/13financialyear.ThemainfocusoftheAnnualReportistomeasureperformanceagainst the Strategic Plan and the budget of the Fund, while taking account of key developments and the context in which they occurred. The information presented in the Annual Report provides a clear insight into the business of the Fund, how it was conducted and the resultant outcomes.

HIGHLIGHTS OF THE yEARThe Fund has contributed to the improvement of the well-being of workers by payingbenefitsforlossofincomeandpensionasaresultofinjuriesordeathon duty. For example, the compensation for permanent disability amounted to R110 million, whilst compensation for temporary disability was R79 million and R798 million was paid in respect of pension. As part of the efforts to expandthesocialsecuritynet,theFundreviewedthecompensationbenefitsandgazettedthemforpubliccommentsbytheendofthefinancialyear.

A major achievement has been the positive turnaround in the area of income generation. The Fund has implemented the Revenue Management Strategy which, among others, includes the successful launch of the online submission of annual returns of earnings by employers – the ROE website. The ROE website forms part of the overarching turn-around strategy of the Compensation Fund to improve and simplify its services to the Nation. R3.3 billion of the total R8 billion revenue generated by the Fund was generated through the ROE Website. As at 31 March 2013, 51,000 employers had registered andfiledtheirannualreturnsofearningsontheROEwebsite.

TheenforcementoftheCOIDActandintensifieddebtcollectionproceduresresultedinimprovedcollectionofrevenueofR5.8billioncomparedtoR3.7billionreportedinthepreviousfinancialyear.

Duringthethisfinancialyear,21StrengtheningofCivilSocietyFund(SCSF)projectswerefundedandmonitored,whichincluded amongst others: Qholaqhwe, Mangaung, Hope Town, Marydale, Sika Sonke, Mooi River, Bergville, Swellendam, Lethabong and Workers World Media Productions. The purpose of these projects is policy advocacy on injury on duty and occupational health and safety. This includes training of union shop stewards and employees on Compensation for Occupational Injuries and Diseases Act (COIDA). A total of R5.2 million was spent on these projects.

The Fund contributed towards job creation by appointing 111 interns by the end of 31 March 2013 against the annual target of 100 set by Fund. This is part of government’s programme to equip graduates with the necessary competencies and experiencetobeabletofindpermanentemploymentandcontributemeaningfullytoeconomicgrowth.Inaddition,theFundachievedandmaintainedavacancyrateof2.81%againsttheoverallnormof10%.Duringtheyearunderreview,theFundhasfocused on improving its institutional capacity to ensure the attainment of its objectives by absorbing 316 contract workers into its structure. In enhancing its capacity to deliver key services, the Fund also focused on capacitating the management cadre by enrolling 14 managers on an Executive Development Programme.

The Fund is serious in dealing with fraud and corruption matters through its Risk Management Section. Out of 142 cases ofallegedfraudandcorruptioncases,86wereinternallyfinalized.Twomedicalpractitionerswerecriminallyconvictedandsentenced tofiveyears suspension sentences, respectively.Thesemedicalpractitionerswereordered to repayback thetotalamountofR2.6millionwhichtheyhavedefrauded.Thereareotherfivemedicalpractitionerstogetherwithsixex-employees of the Fund whose cases are already at a trial stage at the Commercial Crime Courts. Due to the Fund’s early intervention on fraud we have managed to recover R 137,638 and saved a potential loss of R1,070,743 through fraud.

Mr Shadrack MkhontoCompensation Commissioner

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CHALLENGES OF THE yEARDuringthe2012/13financialyear,theFundcontinuedtofacechallengeswithregardtocompliancebystakeholderstotherequirements of COIDA. This non-compliance includes the submission of incomplete information and/or documentation by employersanddelaysinthesubmissionofbankingdetailsbybeneficiaries.Employersthatfailtosubmittheirannualreturnsalso contribute to the magnitude of the challenges that often result in employer assessment backlogs.

Thisyearhaspresentedmanychallenges,bothinternallyandexternally,thathavepreventedusfromfulfillingourlegislativemandateoptimally.Fraudulentactivitiesarestillnegativelyaffectingthefinalisationofemployerassessmentsandthedebtbook continues to increase. This is due to the fraudulent letters of good standing which were issued, in most cases not in accordance with the Compensation Fund policy.

The Fund is still experiencing service delivery challenges associated with inadequate IT system for processing claims resulting in backlogs. The resultant backlog in registration and adjudication of compensation claims and processing of medical invoices led to the medical practitioners threatening the Fund with legal action as well as not servicing the COID patients. As a result of the afore-mentioned challenges, the Fund resorted to the option of upfront recoverable payments to the six selected medical service providers to circumvent potential litigation. The Fund, as assisted by EOH, embarked on a project to provide a temporary solution to deal with medical invoice backlog. This process allowed the medical services providers to electronically send their invoices directly to EOH to process the invoices. This initiative brought some positive results in terms of processing medical invoices.

Due to the prolonged engagement with trade unions, the implementation of the structure was delayed. This resulted in a vacuumincriticalareassuchasfinance,whichnecessitatedthatlowerlevelstaffbeexpectedtoassistinperformingfunctionsat a higher level.

FINANCIAL VIABILITyAlexander Forbes Financial Actuaries performed the actuarial valuation of the Fund based on the Audited Management Accounts of the Compensation Fund as at 31 March 2013. According to the actuarial valuation report, the Fund should hold an outstanding claims reserve of R6.4 billion as at 31 March 2013 (R4.8 billion 31 March 2012). The liability accounting for what will be paid to pensioners for the current year should be R10 billion (R12.9 billion 31 March 2012). The Fund showed asurplusofR9.2billioninthe2012/13financialyear(R2billion2011/12).TheFundhasanaccumulatedsurplusofR23.3billionasat31March2013(R14.2billion2011/12).TheFundwasthereforeinasoundfinancialpositionat31March2013.

PLANS FOR THE yEAR AHEADThefuturevisionoftheFundenvisagesastateinwhichprocessesarewelldefinedandhighlyautomated,peoplearehighlymotivated and trained, and systems are functioning optimally in support of the business objectives. The Fund will be piloting the RMA system, which is tried and tested and compatible with the business of the Fund.

The Fund has set aside R3.8 billion to invest in socially responsible investments. R1 billion of this amount will be utilised in the building of hospitals and rehabilitation centres. The Public Investment Commission (PIC) in conjunction with the Fund has identifiedsiteswheretherehabilitationcentreswillbebuilt.AnotherR2.3billionhasbeenearmarkedaspartofaprogrammeto stimulate agricultural growth and job creation. The remaining R500 million will be directed towards acquisition of property andofficeaccommodationfortheDepartmentofLabouranditsentitiesinsupportoftheDepartmentofPublicWorks’initiative for housing government departments throughout the country. Discussions with the Investment Development Corporation (IDC) are at an advanced stage to utilise their knowledge and experience in rolling out job creation projects.

The Compensation Fund will continue to promote a culture of compliance with its legislative mandate by establishing a payroll audit function. The payroll audit function aims to identify unregistered employers, verify employer payroll declarations andverifyindustryclassificationsofemployers.ThisinitiativealsoaimstoaddressthecompletenessofrevenuethathasbeenamajorcontributingfactortotheAuditor-General’sauditfindings.

The management of the Fund will develop a comprehensive action plan to address the disclaimer opinion. The plan will be a priority for the Fund and will be strictly monitored on quarterly basis. Internal audit will be involved to ensure that the Fund addressesalltherootcausesandqualifications.

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ThroughitsWorkplaceSkillsPlan(WSP),theFundwillcontinuetotrainstaffinfinance,compensationandmedicalfunctions.The implementation of the WSP will include enrolling management team in Executive Development Programme.In order to strengthen capacity within the Fund, implementation of the new organisational structure, the positions of Chief Director:CorporateServices,ChiefFinancialOfficer,andDirectors:FinancialControlandSupplyChainManagementwereadvertisedandfilledinthenewfinancialyear.

APPRECIATIONIn conclusion, I would like to express my appreciation to the Minister, the Director General, the Board, management and the entirestaffoftheFund,withoutwhomtheachievementsreflectedinthisreportwouldnothavebeenpossible.

MR SHADRACk MkHONTOCOMPENSATION COMMISSIONER

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Compensation FundCorporate Identity Guidelines

page | 9

Compensation Fund | Secondary branding: safety icons

Safety icons can be used as

a secondary design element.

They can be used on their own

and must not be incorporated

into the Compensation Fund

logo.

They are always to appear as

a one colour with the circle

area as a knock out to reveal

the background colour behind.

The square section can be

omitted and only the circle

icon used.

Compensation FundCorporate Identity Guidelines

page | 9

Compensation Fund | Secondary branding: safety icons

Safety icons can be used as

a secondary design element.

They can be used on their own

and must not be incorporated

into the Compensation Fund

logo.

They are always to appear as

a one colour with the circle

area as a knock out to reveal

the background colour behind.

The square section can be

omitted and only the circle

icon used.

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