B-BBEE Management Control: Targets, Points and Measurement

What Management Control Measures

Management Control measures the degree to which black people participate in the management and leadership of the measured entity. Measurement uses the occupational level classifications from the Employment Equity Act: Board of Directors/Trustees/Partners, Top Management (EXCO, CEO level), Senior Management (SM level), Middle Management (MM level), and Junior Management (JM level).

The element uses headcount (not weighted by salary or seniority within a level), comparing the number of black employees (or directors) at each level to the total number at that level.

Point Allocation by Level

The 19 points are distributed as follows across the management pipeline:

• Black board members: 2 points (target: 50% of all board members)
• Black female board members: 1 point (target: 25% of all board members)
• Black executive directors: 2 points (target: 50%)
• Black top management: 3 points (target: 60% of top management)
• Black senior management: 4 points (target: 60% of senior management)
• Black middle management: 4 points (target: 75% of middle management)
• Black junior management: 3 points (target: 88% of junior management)

Targets Reflect National Demographics

The targets for each management level are set with reference to the national Economically Active Population (EAP) demographics. As South Africa's EAP is approximately 87% black (African, Coloured, Indian), the higher the level the further most entities are from full representivity. Junior management targets are highest (88%) because this is closest to the general workforce demographics.

In practice, many entities find board and top management transformation the most challenging because the available pool of experienced black executives, while growing, does not yet match the full population demographics. The codes therefore set progressive targets that require deliberate effort but recognise transformation as a journey.

Measurement Methodology

Management Control is measured as at the last day of the financial year being measured, using the actual headcount. Temporary employees and independent contractors are generally excluded unless they are on a fixed-term contract of more than three months. Non-executive directors are included in the board measurement.

The Gender sub-element rewards entities where black women hold board and executive positions. Gender transformation remains a focus area because women — particularly African women — remain the most underrepresented group in South African boardrooms and executive leadership.

Practical Strategies for Improving Management Control

Improving Management Control scores requires deliberate succession planning, inclusive recruitment, and development of black employees in the management pipeline. Short-term interventions include increasing the proportion of black non-executive directors on the board (which counts immediately) and ensuring that recruitment for management vacancies actively targets qualified black candidates.

Longer-term, investing in the Skills Development element to build black employees' competencies for management roles creates a sustainable pipeline. Many entities use management development programmes, executive coaching, and mentoring to accelerate black progression into senior roles.

Frequently Asked Questions

Related Guides

• Full Scorecard Overview
• Ownership Element
• Skills Development Element