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08 October 2020 | Story Motsaathebe Serekoane | Photo Supplied


We need to acknowledge that inherent in opening up spaces that were previously reserved for exclusive inhabitation and use is problematic in the contestation for place and symbolic public representation. Broadening the heritage landscape allows us an opportunity to bridge the existing gaps in the heritage space, in particular, askew representation through monuments and declared sites.

The country’s 2030 Developmental Plan requires South Africa to continuously reflect on progress made since the dawn of democracy in 1994. The scope is big; my focus here is on the heritage landscape. I do not want to create an impression that this matter exists in isolation, the intersectional engagement is imminent. The conversation on heritage is vast. My summary of all I have read and heard is that at stake in South Africa, with the historical legacy of segregation policies, is the competing notion of space, conflicting and often-competing ideological notion of commemoration or memorialisation, and the lack of shared collective memory and meaning of public representation. Effectively we don’t know what to do with our historical text and footprints. 

“A community is divided when their perception of the same thing is divided” …Steve Biko

Three questions 

This is a challenge for the notion of inclusion (aka social cohesion) and a threat to preservation and conservation of the country’s heritage resources material. It is equally important that I bring to your attention related conversations with a position that asserts that forfeiting the past for the sake of the future is perhaps an overly simplistic way of conceptualising and describing how society moves beyond conflict or pain. The argument for imagining inclusive spaces necessitates a paradigm shift in our thinking. The literature argues for a move from multiculturalism to interculturalism because of cross-cultural overlaps, interaction, and negotiation. The interculturalism approach goes beyond opportunities and respect for existing cultural differences, to the pluralist transformation of public space, civic culture, and institutions. In line with this view, reconfiguration of public spaces towards inclusive ends would have to emphasise the politics of recognition and negotiation of difference. So where does this leave us? There are no easy answers. As the country embarks on the process of auditing and spatial identity transformation I put forward the following three questions:
• Whose conception of the past should prevail in the public realm?
• Whose conception of the present should prevail in the current realm for the future?
• How do we balance the old and the new so that we do not dump history?

Sustainable change will require consultation and participation

Advancing change affords interested and affected communities to develop an awareness of layered complexities of our history and intersectional voices (some louder than others), and promotes the practices of collaboration and capacity-building with community members to advance sustainable change. Sustainable change will require, in line with the democratic principles, that the review process acknowledges consultation and participation. Ideally, the audit and review process should be designed to encourage conversation, reflection, and social analysis. The transformation of spatial social milieu should assume collective ownership and management of space founded on the permanent and temporary participation of the 'interested and affected parties', with their multiple, varied, and even contradictory political interests. In the review of the current symbolic landscape for inclusion, the spatial identity transformation must be negotiated. It must be developed from a focal point that understands the interrelationship between space and spatial inscription through the form of street names, symbols, and public art. 

I can’t pre-empt the end of the process, the process should inform the outcome. Should it be that some of the statues are to be “repositioned and relocated”, as also stated in the president's speech, this should not be equated to dumping history/historical dumping. Reposition and relocation are plausible alternative arguments in the spatial reconfiguration discourse. If it is done well it should contribute to the educational programme of the country. It should also be kept in mind that memorabilia are protected by the National Heritage Resources Act (NHRA) No 25 1999. Subsequently, the audit and review will require a nuanced approach guided by the NHRA (including relevant legislation) and leaning towards a process-oriented, person-based approach to allow for agency/agility and new possibilities (cf. SONA pronouncement of imagining the New City). Imminent is a guiding or reference document that draws lessons from review processes demonstrated by, among others, the University of Free State’s review and ultimately relocation of the president MT Steyn statue to the War Museum. I believe the South African Heritage Resources Authority and its Provincial Heritage Resources Authority should guide the process. 

Heritage serves a social and economic function

Just as a footnote, it is prudent that we remind ourselves that heritage, in addition to many things, serves a social and economic function. Although I acknowledge the views that some of the symbols in the public spaces trigger painful memories of the past, losing those will rob the country of its rich narrative that, in line with NHRA, is to be bequeathed to the next generation, but also that can boost the country’s economy through heritage cultural tourism footprints. 

Ultimately, “Our heritage is unique and precious and it cannot be renewed. It helps us to define our cultural identity and therefore lies at the heart of our spiritual well-being and has the power to build our nation. It has the potential to affirm our diverse cultures and in so doing, shape our national character” …NHRA, No. 25 1999

Opinion article by Motsaathebe Serekoane, Lecturer: Anthropology at the UFS.


News Archive

UFS staff get salary adjustment of 13,35%
2008-11-13

 

At the signing of the salary agreement were, from the left: Prof. Johan Grobbelaar, Chairperson of UVPERSU, Prof. Teuns Verschoor, Acting Rector of the UFS, and Ms Senovia Welman, Chairperson of NEHAWU.
Photo: Anita Lombard

UFS staff get salary adjustment of 13,35%

The University of the Free State’s (UFS) management and trade unions have agreed on an improvement in the service benefits of staff of 16,55% for 2009. This includes a general salary adjustment of 13,35% (according to the estimated government subsidy that will be received in 2009).

“The negotiating parties agreed that adjustments could vary from a minimum of 13,00%, or more, depending on the government subsidy and the model forecasts. If the minimum of 13,00% is not affordable, the parties will re-negotiate,” said Prof. Teuns Verschoor, Acting Rector of the UFS.

“The negotiations were conducted in a positive spirit and the parties are in agreement that it is an exceptionally good adjustment – being higher than for example the increase in medical premiums,” said Prof. Verschoor.

The agreement was signed yesterday by representatives of the UFS management and the trade unions, UVPERSU and NEHAWU.

An additional once-off non-pensionable bonus of R3 390 will also be paid to staff later this year.

The bonus will be paid to all staff members who were in the employ of the UFS on UFS conditions of service on 10 November 2008 and who assumed duties before 1 October 2008. This includes all former Vista staff, regardless of whether they have already been aligned with UFS conditions of service.


The bonus is payable in recognition of the role played by staff during the year to promote the UFS as a university of excellence and as confirmation of the role and effectiveness of the remuneration model.

“It is important to note that this bonus can be paid due to the favourable financial outcome of 2008,” said Prof. Verschoor.

It is the intention to pass the maximum benefit possible on to staff without exceeding the limits of financial sustainability of the institution. For this reason, the negotiating parties reaffirmed their commitment to the Multiple-year Income-related Remuneration Improvement Model used as a framework for negotiations. The model and its applications are unique and has as a point of departure that the UFS must be and remain financially sustainable.

Additional funding (0,70%) was also negotiated. This will be allocated on 1 January 2009 to accelerate the phasing-in of medical benefits and, if possible, to finalise the phasing-in process. Agreement was reached that 2,50% will be allocated for growth in capacity building to ensure that provision is made for the growth of the UFS over the last few years, as well as the incorporation of Vista staff.

The agreement also applies to all staff members of the two above-mentioned campuses whose conditions of employment have already been aligned with those of the Main Campus.

The implementation date for the salary adjustment is 1 January 2009. The adjustment will be calculated on the total remuneration package.

In 2008, a total improvement of service benefits of 9,32% and a salary adjustment of 7,52% were paid to employees. Staff received a once-off non-pensionable bonus of R3 000 at the end of 2007.

Media Release
Issued by: Lacea Loader
Assistant Director: Media Liaison
Tel: 051 401 2584
Cell: 083 645 2454
E-mail: loaderl.stg@ufs.ac.za  
12 November 2007
 

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