What would it take to get the Minister to sign surety for a loan?

SIMPLY:
The Minister must satisfy himself the SABC will not squander the money again.

First, the main squanderers must be investigated/tried/jailed: Mvuso Mbebe (R2 billion in bad content and bad asset data), Charlotte Mampane, Thami Ntentheni (no understanding for Public Mandate, hires and promotes only women who do him favours), Ron Morobe/Mabela Satekge (bad procurement and victimisation), Pat Naves (1 billion in bad appointments of useless individuals), Andre Weber/Dingaan Filiti/Ruben Naiker/Andries Mashego (assists in silencing whistleblowers and wasting money in court), Gab Mampone (deployee of Christene Qunta, appointed without fair interviews), the whole 1st class/5-star Beijing/Los Angeles gang (Mbebe, Trikamjee, Melk, Mampone, Lulama Mokgobo).
Robin Nicholson must sit next to a cop to spill all the beans, give back the "shush" money, then leave - before the signature can be given.

But they also need to be replaced, and rules must be put in place to guide the new EXCO.

PRINCIPLES:

* Measuring employee satisfaction is vital information for your investors.

* People leave their immediate managers, not the companies they work for.

STEP 1: Ask Questions from Employees:

• Are you clear on your specific role in the SABC, and is it what you are BEST at?
• Do you have the right tools and co-workers to best fulfil this role?
• Does your line manager care about you as a person, and encourage your development?
• Do your opinions seem to count? Do you get credit for them?
• Does the mission/purpose of my company make you feel your job is important?
• Will you recommend the SABC as a place of work to your best friend and family?

Companies that obtained positive responses to these questions profited more, were more productive as business units, retained more employees per year, and satisfied more customers. (Source: 10 million workplace interviews by Gallup, the World’s largest research company).

STEP 2: Getting it Right:

• Treat every employee as an individual.
• Focus on strengths and talent. Stop wasting time to try and fix weaknesses.
• Know every role is noble, respect it enough to hire for talent to match.
• Know your people are watching every move you make. DO NOT STEAL!

STEP 3: Mining a wealth of incredible talent:

• Know what can be taught, and what requires a natural talent.
• Standardize the end but not the means. Within law, let the employee use his own style to deliver the result you want. Find ways to measure, count, and reward outcomes.
• Motivate by focusing on strengths, not weaknesses.
• Spend time with your best people. Give feedback. If you can’t spend an hour every quarter talking to an employee, then you shouldn’t be a manager.
• There are many ways of alleviating a problem or non-talent. Devise a support system, find a complementary partner for him, or an alternative role.

STEP 4: Develop from within - stop hiring from outside!

• Do not promote someone until he reaches his level of incompetence; simply offer bigger rewards within the same range of his work. It is better to have an excellent, highly paid waitress or bartender on your team than promote him or her to a bad bar manager.
• But there are people inside the SABC who are capable of administering the methods herein. With a minimum of development (the SABC has plenty of trainers already), a new EXCO will be in place, from inside.

These are the words of the Employees of the SABC. We call upon Goverment to Stop deploying loyalists and cadres into trophy jobs. Please allow us to fix our own broadcaster. Please just take the thieves away, then we can get on with it...

We are requesting you to nominate exsisting employees who you are confident will be able to fill the above positions...