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31 August 2022 | Story Leonie Bolleurs | Photo Supplied
Mpeti Morojele and Prof Jonathan Noble
Mpeti Morojele and Prof Jonathan Noble, Head of the UFS Department of Architecture, at the 33rd Sophia Gray Laureate exhibition at the Oliewenhuis Art Museum.

The Department of Architecture at the University of the Free State (UFS) this year hosted the first entirely face-to-face Sophia Gray lecture since the COVID-19 pandemic.

Talking about Changing Landscapes, Practice and Pedagogy, Mpeti Morojele presented the Sophia Gray lecture – the biggest and most prestigious architectural lecture of its kind in South Africa – as the 33rd Sophia Gray laureate. 

Hailing from the mountain kingdom of Lesotho, Morojele established his design practice, the award-winning MMA Design Studio in Johannesburg, in 1995.

Local and international recognition

He is recognised for his work locally and internationally. Some of his projects include the South African Embassy in Addis Ababa, Ethiopia, the South African Embassy in Berlin, Germany, the Maropeng Cradle of Humankind World Heritage Site, as well as various Freedom Park projects, including Isivivane (the symbolic final resting place for South Africa’s fallen heroes), //hapo (telling the South African story of liberation and the triumph of the human spirit over three billion years), and Isikhumbuto (a place of remembrance, a gathering space at the top of a hill surrounded by the wall of names, sanctuary, gallery of leaders, and the Moshate).

His work engages the African landscape, incorporating indigenous knowledge and ritual to respond to and enhance the emerging African condition. 

Becoming conscious

In his presentation, Morojele explained his journey as an architect. As a student at UCT, he said he felt invisible because of the kind of architecture they were talking about; mostly architecture of the Western world. He elaborated on this point in his lecture, explaining about becoming conscious. 

“It took me back to the origins of humankind. I found it interesting to consider what the architecture at our origins was, and what the environment was in which we first became conscious of ourselves. It has been said that becoming conscious was the beginning of spirituality and art. The idea of origins interested me, and also how we as humans became conscious of ourselves and the space around us, until we achieve the state where we actually create these spaces for our own use,” he said.

As we evolved and became more conscious, we not only found objects, but placed objects in ways that commemorate our unity and spirituality, signifying society coming together to build something collectively. 

Symbiotic relationship with the environment

For Morojele, animism – the belief that inanimate objects have internal and distinct spiritual essences – also played a role in his designs. “It allows us to have a symbiotic relationship with our environment, as opposed to one where we exercise dominion over all things. Animism locates us in the environment as part of it rather than as outside observers of the environment.” 

The Kigutu International Academy, located on the Village Health Works Campus 100 km south of Bujumbura in Burundi and nestled in lush mountains overlooking the beautiful Lake Tanganyika, is an example of where he places humans close to the environment. Here he essentialises the architecture. This project, with its open spaces, also brought about the question of walls. Do they unite or do they divide?

Morojele remarked that architecture takes lessons from landscapes by giving shelter, security, and prospects of freedom. 

Re-establishing what it means to be human

His goal was to plant an idea in the minds of the architects who attended the lecture. Given where we are headed in the world, we need to re-establish what it means to be human; it is only when we recognised the humanity in all of us that we can begin to use architecture to unite societies. 

In order to do this, our focus needs to be less intellectual and more about how we as biological beings behave in environments; for example, do people feel alienated or do they belong in our spaces?

“These are the important things, I think, our architects need to talk about in the future,” he concluded his lecture. 

• Examples of Morojele’s work, including drawings and designs, can be viewed at the Oliewenhuis Art Museum.

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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