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Our philosophy is that everyone at the Fund is encouraged to be themselves, feel valued and belong. We are committed to building a diverse workforce with equal opportunities, fostering an inclusive culture and equity at its core. We have created an environment with opportunities for people of every culture, faith, ethnicity, heritage, ability, gender and age. We believe this commitment will enable us to take positive action for employees, better represent the Fund members we serve and support our sustainable business growth.
Our total workforce increased to 637 (2021: 631), mostly due to new hires in various departments. Total employee turnover decreased to 2.1% from 3.6% in 2021. Female employees make up 46% of our total workforce and comprise 22% of all managers.
We make decisions about recruitment, promotion, training and other employment matters solely on the grounds of individual ability, achievement, expertise and conduct. We do not discriminate based on gender, gender identity, race, religion, ethnicity, cultural heritage, age, social background, mental or physical ability or disability, or any other reason not related to job performance
Our philosophy is that everyone at the Fund is encouraged to be themselves, feel valued and belong. We are committed to building a diverse workforce with equal opportunities, fostering an inclusive culture and equity at its core. We have created an environment with opportunities for people of every culture, faith, ethnicity, heritage, ability, gender and age. We believe this commitment will enable us to take positive action for employees, better represent the Fund members we serve and support our sustainable business growth.
Our total workforce increased to 637 (2021: 631), mostly due to new hires in various departments. Total employee turnover decreased to 2.1% from 3.6% in 2021. Female employees make up 46% of our total workforce and comprise 22% of all managers.
We make decisions about recruitment, promotion, training and other employment matters solely on the grounds of individual ability, achievement, expertise and conduct. We do not discriminate based on gender, gender identity, race, religion, ethnicity, cultural heritage, age, social background, mental or physical ability or disability, or any other reason not related to job performance
Remuneration
We pay salaries in line with appropriate market rates, as well as providing our people with a range of other benefits. Benefits include medical insurance, life insurance, leave concession allowance, gym for all staff and a staff retirement benefits scheme, among others. All permanent employees participate in our variable annual remuneration plan. We offer a consistent and competitive annual bonus to all permanent staff across the organisation.
Benefits
We continue to provide medical insurance, group insurance and travel insurance to our staff members. In addition to the 60 working days of maternity leave for all mothers, the Fund also provides a breastfeeding hour every working day for the six months after a mother resumes work after childbirth.
To support young mothers at the Fund, we also introduced a crèche within our offices to allow breastfeeding mothers to bring their babies into the office.
Remuneration
We pay salaries in line with appropriate market rates, as well as providing our people with a range of other benefits. Benefits include medical insurance, life insurance, leave concession allowance, gym for all staff and a staff retirement benefits scheme, among others. All permanent employees participate in our variable annual remuneration plan. We offer a consistent and competitive annual bonus to all permanent staff across the organisation.
Benefits
We continue to provide medical insurance, group insurance and travel insurance to our staff members. In addition to the 60 working days of maternity leave for all mothers, the Fund also provides a breastfeeding hour every working day for the six months after a mother resumes work after childbirth.
To support young mothers at the Fund, we also introduced a crèche within our offices to allow breastfeeding mothers to bring their babies into the office.
Clear and measurable organisational, departmental and individual performance targets are set at the beginning of every financial year, so our employees know what is expected of them to focus their energy and efforts on what matters most.
Clear rating descriptions provide our employees with an indication of where they stand in their performance and growth journey.
Our objective is to foster a culture of excellence within the Fund, and talent retention is critical. The organisation rewards employees for long-term service and exceptional performance and achievement.
NSSF’s successful employee retention is evident from our employees’ length of service. The average tenure of our employees is about eight years. More than 55% of our employees have been with the Fund for more than five years.
Clear and measurable organisational, departmental and individual performance targets are set at the beginning of every financial year, so our employees know what is expected of them to focus their energy and efforts on what matters most.
Clear rating descriptions provide our employees with an indication of where they stand in their performance and growth journey.
Our objective is to foster a culture of excellence within the Fund, and talent retention is critical. The organisation rewards employees for long-term service and exceptional performance and achievement.
NSSF’s successful employee retention is evident from our employees’ length of service. The average tenure of our employees is about eight years. More than 55% of our employees have been with the Fund for more than five years.
The key insights we use to measure staff engagement and satisfaction levels are based on the following performance metrics:
| Description | FY2021 Outcomes | FY2022 Outcomes | FY2022 Target | FY2025 Target |
|---|---|---|---|---|
|
Staff Engagement Index |
94% |
92% |
95% |
95% |
|
Talent Management Index |
92% |
90% |
95% |
95% |
|
Satisfaction rate with the overall wellness programme |
92% |
93% |
95% |
95% |
|
Women as a % of promotions, secondments and project appointments |
N/A |
N/A |
40% |
50% |
|
% of full-term staff trained in Finance Literacy/Advisory |
N/A |
N/A |
30% |
50% |
|
At least 40% of staff regularly work on projects of high impact (self-created –through innovation) |
N/A |
N/A |
13% |
40% |
The key insights we use to measure staff engagement and satisfaction levels are based on the following performance metrics:
| Description | FY2021 Outcomes | FY2022 Outcomes | FY2022 Target | FY2025 Target |
|---|---|---|---|---|
|
Staff Engagement Index |
94% |
92% |
95% |
95% |
|
Talent Management Index |
92% |
90% |
95% |
95% |
|
Satisfaction rate with the overall wellness programme |
92% |
93% |
95% |
95% |
|
Women as a % of promotions, secondments and project appointments |
N/A |
N/A |
40% |
50% |
|
% of full-term staff trained in Finance Literacy/Advisory |
N/A |
N/A |
30% |
50% |
|
At least 40% of staff regularly work on projects of high impact (self-created –through innovation) |
N/A |
N/A |
13% |
40% |