. Employee wellness programme: AGSA initiated the employee assistance programme assisting individual employees with problems ranging from psycho-social to legal, financial as well as other health and wellness- related problems; . Talent management, retention and recruitment: To strengthen the workforce AGSA introduced a dual career path for leadership and specialisation which aims to recognise employees in various functional streams. Talent is viewed as one of the contributors to the achievement of the organisation's occupancy levels. A target was set at 80 per cent for achieving occupancy levels for 2011/12, the actual occupancy levels as at 31 March 2012 was at 89 per cent, exceeding the target; . Staff turnover profile: The rate of staff turnover in 31 March 2012 was 15 per cent. It exceeded the 11 per cent of staff turnover in 31 March 2011 but it is still below the industry norm of 17 per cent as reported in April 2012; . Performance in terms of organisational indices: AGSA set a target of 3.2 per cent in achieving culture index in 2011/12; the actual performance increased to 3.7 per cent, exceeding the target. The target for leadership index was also set at 3.2 per cent in the year under review and the actual performance averaged 3.8 per cent. A target was also set at 3.2 per cent for staff engagement index in 2011/12; the actual performance exceeded the target rated at 4 per cent. The actual performance indicates that AGSA performed above the industry norm in all the three indices that were evaluated in 2011/12; . Enhancing the effectiveness of leaders: AGSA initiated the following programmes to enhance the effectiveness of leaders: o Strategic organisational development and leadership; o Executive coaching; o Leadership pipeline development and succession planning; o Building effective business teams; o Executive performance management; and o Continuous learning and professional development. . Creating a highly skilled workforce - AGSA is creating a highly skilled workforce by growing the number of qualified audit professionals including chartered accountants, registered government auditors and certified information systems auditors. AGSA is one of the biggest donors to the Thuthuka Bursary Fund, through the Fund AGSA is currently sponsoring 40 students per year at a total cost of R1.6 million. AGSA is greatly honoured to be a partner of the University of Limpopo for placing AGSA academic trainees at the school of accounting as they were trying to obtain SAICA accreditation for the undergraduate curriculum. AGSA is also assisting the University of Fort Hare to sustain its SAICA accreditation. In 2011/12 the University of Forth Hare received R3.37 million from AGSA as funding towards the salaries of the lecturers for the school of accountancy and the cost of learning material.