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12 October 2020 | Story Leonie Bolleurs | Photo Supplied
Adriaan van der Walt
Although several international studies have used temperature metrics to statistically classify their seasonal divisions, a study in which Adriaan van der Walt was involved, would be the first known publication in a South African context using temperature as classification metric.

Gone are the days when we as South Africans would experience a three-month spring season, easing into summer, and then cooling off for three months before we hit winter.

Adriaan van der Walt, Lecturer in the Department of Geography at the University of the Free State (UFS), focuses his research on biometeorology (a specialist discipline exploring the role and climate change in physical and human environments) as well as climatology and geographic information systems.

He recently published an article: ‘Statistical classification of South African seasonal divisions on the basis of daily temperature data’ in the South African Journal of Science.

In this study, which Van der Walt undertook with Jennifer Fitchett, a colleague from the University of the Witwatersrand, data on daily maximum and minimum temperatures was collected from 35 meteorological stations of the South African Weather Service, covering the period between 1980 and 2015.

They went to great lengths to ensure that they had a complete set of data before presenting it to demonstrate seasonal brackets.

First for South Africa

Their statistical seasonal brackets indicate that South Africans now experience longer summers (from October to March), autumn in April and May, winter from June to August, and spring in September.

Although considerable work has been done using rainfall to determine seasonality in Southern Africa, Van der Walt believes that these methods did not work well as there are too many inconsistencies in this approach, as identified by Roffe et al. (2019, South African Geographical Journal). To make matters more complicated – as a semi-arid region, and with desert conditions along the west coast – some regions do not have enough rainfall to use as a classifier.

Temperature, on the other hand, worked well in this study. “Temperature, by contrast, is a continuous variable, and in Southern Africa has sufficient seasonal variation to allow for successful classification,” says Van der Walt.

He continues: “Although several international studies used temperature metrics to statistically classify their seasonal divisions, this study would be the first known publication in a South African context using temperature as classification metric.”

Van der Walt says what we understand as seasons largely relates to phenology – the appearance of blossoms in spring, the colouration and fall of leaves in autumn, and the migration of birds as a few examples. “These phenological shifts are more sensitive to temperature than other climatic variables.”

Seasonal brackets

According to Van der Walt, they believe that a clearly defined and communicated method should be used in defining seasons, rather than just assigning months to seasons.

“One of the most important arguments of our work is that one needs to critically consider breaks in seasons, rather than arbitrarily placing months into seasons, and so we welcome any alternate approaches,” he says.

A number of sectors apply the temperature-based division to their benefit. “For example, in the tourism sector it is becoming increasingly important to align advertising with the season most climatically suitable for tourism,” says Van der Walt.

Temperature-based division is also used to develop adaptive strategies to monitor seasonal changes in temperature under climate change. However, Van der Walt points out that each sector will have its own way of defining seasons. “Seasonal boundaries should nevertheless be clearly communicated with the logic behind them,” he says.

News Archive

UFS agreement on staff salary adjustment of 7.5%
2011-11-10

 
At this year's salary negotiations were from the left, front: Mr Lourens Geyer, Director: Human Resources; Ms Ronel van der Walt, Manager: Labour Relations; Ms Tobeka Mehlomakulu, Vice Chairperson: NEHAWU; Prof. Johan Grobbelaar, convener of the salary negotiations; back: Mr Ruben Gouws, Vice Chairperson of UVPERSU, Ms Esta Knoetze, Vice Chairperson of UVPERSU, Mr David Mocwana, fultime shopsteward for NEHAWU; Mr Daniel Sepeame, Chairperson of NEHAWU, Prof. Nicky Morgan, Vice-Rector: Operations; Prof. Jonathan Jansen, Vice-Chancellor and Rector of the UFS; Ms Mamokete Ratsoane, Deputy Director: Human Resources and Ms Anita Lombard, Chief Executive Officer: UVPERSU.
Photo: Leonie Bolleurs


Salary adjustment of 7,5%

The University of the Free State’s (UFS) management and trade unions have agreed on a general salary adjustment of 7,5% for 2012.
 
The negotiating parties agreed that adjustments could vary proportionally from a minimum of 7,3% to a maximum of 8,5%, depending on the government subsidy and the model forecasts.
 
The service benefits of staff will be adjusted to 9,82% for 2012. This is according to the estimated government subsidy that will be received in 2012.
 

UVPERSU and NEHAWU sign
 
The agreement was signed (today) Tuesday 8 November 2011 by representatives of the university’s senior leadership and the trade unions UVPERSU and NEHAWU.
 

R2 500 bonus
 
An additional once-off, non-pensionable bonus of R2 500 will also be paid to staff with their December 2011 salary payment. The bonus will be paid to all staff members who were in the employment of the university on UFS conditions of service on 31 December 2011 and who assumed duties before 1 October 2011. 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 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 have as a point of departure that the UFS must be and remains financially sustainable. 
 
 
Capacity building and structural adjustments
 
Agreement was reached that 1,54% 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. A further 0,78% will be allocated to structural adjustments.
 
Agreement about additional matters such as funeral loans was also reached.
 
“The Mutual Forum is particularly pleased that a general salary adjustment of 7,5 % could be negotiated for 2012. Taken into account the world financial downturn, marked cuts in university subsidies and the growth of the university, this is a remarkable achievement,” says Prof. Johan Grobbelaar, Chairperson of the Mutual Negotiation Forum. 
 

Increase for Professors, Deputy and Assistant Directors
 
According to Prof. Grobbelaar the Mutual Forum is also pleased that Professors and Deputy and Assistant Directors will benefit from the structural adjustments. These increases will align the positions with the median of the higher education market. The 1,54% allocated for growth will ensure that appointments can be made where the needs are the highest. The special year-end bonus of R2 500 is an early Christmas gift and implies that the employees in lower salary categories receive an effective increase of almost 9,5 %.
 
“The UFS is in a unique position when it comes to salary negotiations, because the funding model developed more than a decade ago, has stood the test of time and ensured that the staff receive the maximum possible benefits. Of particular note is the fact that the two majority unions (UVPERSU and NEHAWU) work together. The mutual trust between the unions and management is an example of how large organisations can function to reach specific goals and staff harmony,” says Prof. Grobbelaar. 

The implementation date for the salary adjustment is 1 January 2012. The adjustment will be calculated on the total remuneration package.

 

 

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