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The impact of cereal killers on food security

25 March 2022 | Story Leonie Bolleurs | Photo Charl Devenish

Prof Liezel Herselman Inuagural Lecture — At the inaugural lecture were from the left: Prof Danie Vermeulen, Dean of the Faculty of Natural and Agricultural Sciences, Prof Liezel Herselman, Dr Adré Minnaar-Ontong, Senior Lecturer in the Department of Plant Sciences and Subject Head of Plant Breeding, and Dr Molapo Qhobela, Vice-Rector: Institutional Change, Strategic Partnerships and Societal Impact.

Prof Liezel Herselman, Academic Head of the Department of Plant Sciences at the University of the Free State (UFS),) delivered her inaugural lecture on the Bloemfontein Campus this week (24 March 2022). The theme of the lecture was the ongoing battle against destructive cereal killers.

With 28 years of extensive experience as a researcher, her work focuses on marker-assisted disease resistance breeding in wheat within a South African context. When she joined the UFS in 2004, Prof Herselman decided to apply her research expertise in marker-assisted breeding to the problems faced by wheat producers in the Free State and Northern Cape. The Free State is one of the major dryland wheat production areas in South Africa, while irrigation wheat is produced along the major rivers in the Northern Cape.

Protection against fungal diseases

Concentrating specifically on Fusarium head blight (or wheat scab) and three rust diseases – leaf rust, stem rust, and stripe rust – she has done work to provide wheat plants with ‘tools’ to protect themselves against these fungal diseases.

According to Prof Herselman, there are many genes available in different wheat genotypes and related grass species that provide excellent protection against various races of these diseases. “Some of these genes provide protection or resistance from the seedling stage, while others provide resistance at the adult plant stage. We are thus aiming to combine as many of these genes as possible into a single wheat cultivar, without compromising yield and bread-making quality.”

She says the genes are combined by making crosses between resistant and susceptible cultivars or lines. Conventionally, through a time-consuming process, the incorporation of these genes is tested in the greenhouse and field by infecting plants with the disease to see which plants are resistant and which are not.

They can, however, follow the transfer of these genes to newly developed lines by applying molecular markers. Prof Herselman explains: “A molecular marker is a genomic fragment linked to the gene, which we can follow in the offspring we create from the crosses using different DNA techniques in the laboratory. This enables us to select new wheat lines that contain the highest number of resistance genes. The identified best lines are then used in further crosses and/or released as pre-breeding lines to commercial wheat breeding companies.”

Impact on food security

Her research has an impact on society by providing food security to both commercial and small-scale producers, as well as the end users of wheat (people buying bread and other wheat products). As researcher, it is also important for her to send out students to the workplace who can continue with this task in future.

Prof Herselman believes that when cultivars with fungal-disease tolerance or resistance are released and used by producers, it not only reduces the cost of spraying against diseases, but also increases yields by protecting the crop against fungal diseases. “We live in a world where the population is increasing daily, but land available for agriculture is not increasing and some areas are even lost due to urban development. Increasing yield in available production areas will thus have a positive impact on food security,” she says.

Besides contributing to the country’s food security, she takes pleasure in every aspect of her work. Although she misses the hands-on part of the work as academic head of the department and getting her hands dirty, she still enjoys managing the different research projects (from the conceptualisation phase to data analysis and publishing of results). The part she loves the most is to see the growth in her postgraduate students – from the moment they enter the laboratory for the first time until the day they walk out of the laboratory with their degrees.

“It adds purpose to my life knowing that I have made a difference in a student’s life and equipped him or her with the necessary tools to be successful in the marketplace. Being able to share your knowledge is a gift, but with that gift comes a lot of responsibility as well. I am, however, up for the challenge,” concludes Prof Herselman.

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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