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07 August 2025 | Story Martinette Brits | Photo Stephen Collett
Prof Willem Boshoff
Prof Willem Boshoff shares insights from decades of rust disease research during his inaugural lecture at the University of the Free State.

Rust diseases of food crops remain one of agriculture’s most enduring and evolving challenges. In his inaugural lecture on 23 July 2025 at the University of the Free State (UFS), Prof Willem Boshoff shared how these complex pathogens continue to pose a significant threat to South Africa’s staple crops – and why continued research is more critical than ever.

Titled Battling rust diseases of food crops in South Africa, the lecture reflected on decades of rust research and recent developments in pathogen virulence. Prof Boshoff, from the Department of Plant Sciences, emphasised that the threat posed by rust fungi today stems from their “mechanisms of variability, their ease of long-distance spore dispersal, and subsequent foreign race incursions”.

 

A shifting disease landscape

Rust fungi are biotrophic organisms that cannot be cultured on artificial growth media. This makes rust research a technically demanding field that requires living pathogen collections, seed sources, skilled researchers, and specialised infrastructure. Prof Boshoff noted that for more than 35 years, the UFS has been at the forefront of this work, monitoring rust pathogens on wheat, barley, oats, maize, and sunflower.

While wheat remains the most extensively studied type, recent rust outbreaks across a range of crops point to a worrying trend. A localised outbreak of stem rust on spring wheat in the Western Cape has been linked to race BFGSF, which carries a previously unknown combination of virulence genes affecting both wheat and triticale. In 2021, leaf rust race CNPSK was detected, showing virulence to the highly effective Lr9 resistance gene.

More recently, stripe rust race 142E30A+ – first reported in Zimbabwe – was found in wheat cultivars from the Free State and northern irrigation areas. “Results revealed increased susceptibility of especially spring irrigation wheat cultivars,” Prof Boshoff explained, particularly due to its virulence to the Yr9 and Yr27 resistance genes.

Rust pathogens affecting other crops are also evolving. In maize, only a few lines with mostly stacked resistance gene combinations were effective against all tested isolates. In sunflower, just four of 30 Agricultural Research Council national trial hybrids showed resistance to local rust races.

 

Building better resistance

A key strategy in rust control lies in identifying and understanding resistance in host plants. This, Prof Boshoff stressed, requires optimised phenotyping systems for both greenhouse and field conditions, along with a solid understanding of available resistance sources. At the UFS, several recent studies have contributed valuable data to both local and international plant breeding programmes.

“Continued local and regional rust research is critical,” he said. “It supports early detection of new races, alerts to producers through updated cultivar responses, and enables efficient breeding strategies and other sustainable methods of rust management.”

The rust programme at the UFS has not only supported varietal release and on-farm risk management, but also strengthened collaboration between plant scientists, industry partners, and international researchers. With South Africa’s strategic location and history of rust surveillance, the programme continues to play a pivotal role in continental and global food security efforts.

 

About Prof Willem Boshoff

Prof Willem Boshoff is a plant pathologist with a strong background in wheat breeding and rust disease control. He holds four degrees from the University of the Free State, all awarded cum laude: a BScAgric (1994), BScAgric Honours (1995), MScAgric (1997), and PhDAgric (2001). His doctoral research focused on the control of foliar rusts in wheat.

Between 2001 and 2016, he worked as a wheat breeder and contributed to the release of several commercial cultivars. He joined the UFS Department of Plant Sciences in 2017 and has since been actively involved in national and international research projects, capacity development, and advancing disease resistance in food crops.

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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