To date I have ensured that five of the current staff have had the opportunity to benefit from the experience of travel associated with their work. This has proved to be a wonderful growth experience for all of them. At a management level, all staff are involved in regular office meetings to share what they are doing, and all are encouraged to give ideas on how IAPO can be improved. In this way I hope to make people enjoy their work and thus reduce any possible staff turnover. I believe that if people feel that their work is really appreciated, it counts for more than money.
IAPO staff are relatively young and retirement or early retirement is unlikely.
In the next few years change in the staff profile is only likely through increasing the staff complement. The IAPO strategic plan allows for an increase of three people over the next five years. We obviously have a shortage of men, and African people on the staff. I do not think that this is critical, but I am aware of it, and in any future appointments we will try to redress this. In terms of equity and IAPO's role in the University, IAPO should also attempt to employ a non South African, possibly an ex-UCT student who is a SADC national.