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Select Committee: 5 th May 2010

Progress Report: Business Plan / Strategic Plan 2009 – 10. Select Committee: 5 th May 2010. Overall Responsibility: Director General: Mr J Manyi. Progress Report as of 31 st December 2009 2. The Core Functions of DoL 3.

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Select Committee: 5 th May 2010

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  1. Progress Report: Business Plan / Strategic Plan 2009 – 10 Select Committee: 5thMay 2010 Overall Responsibility: Director General: Mr J Manyi

  2. Progress Report as of 31st December 2009 2

  3. The Core Functions of DoL 3 • Employment Services (ES) and • Inspection and Enforcement Services (IES)

  4. Programmes / Branches of the DoL 4 • Programme 1: Administration • Chief Operations Officer • Internal Audit • Risk Management • Security Services • Communication • Human Resources Management • Information Technology • Legal Services • Chief Financial Officer - Financial Management - Financial Liaison: Public Entities - Office Administration and Supply Chain Management • Programme 2: Inspection and Enforcement Service (IES) • Programme 3: Public Employment Services (PES) • Programme 4: Labour Policy and Labour Market Programmes (LP & LMP)

  5. DoL Strategic / Business Plan 2009/10 5 • Key aspects of the DoL’s Strategic Plan / Business Plan 2009/10 • Targets • Performance against key targets • Failure to achieve targets (constraints) and the reasons • Corrective Action

  6. KRA 1: Contribute to Employment Creation 6

  7. KRA 1: Contribute to Employment Creation 7

  8. KRA 1: Contribute to Employment Creation 8

  9. KRA 1: Contribute to Employment Creation 9 • Public Employment Services (PES) • Constraints: • ESSA system was not fully functional and the economic recession impacted on the number of opportunities referred to DoL. • 45 Employment Services counsellors employed to service only 45 labour centres out of a total of 125. • Corrective Action: • Optimised ESSA System went live as from 23 March 2010. • The DoL will increase networking with Government Departments and the Private sector to use DoL ESSA.

  10. KRA 1: Contribute to Employment Creation 10

  11. KRA 1: Contribute to Employment Creation 11

  12. KRA 1: Contribute to Employment Creation 12

  13. KRA 1: Contribute to Employment Creation 13

  14. KRA 1: Contribute to Employment Creation 14

  15. Constraints Slow uptake - retrenchment packages preferred. Employers not willing to provide detailed information confirming their distress status to the CCMA. Insufficient marketing of the Training Layoff Scheme (TLS). Corrective Action Improved marketing of the TLS scheme. Address identified challenges with NEDLAC social partners. Review or add categories of companies and workers to be assisted. KRA 1: Contribute to Employment Creation 15

  16. KRA 2: promote Equity in the Labour Market 16

  17. KRA 4: Protecting vulnerable workers 17

  18. KRA 4: Protecting vulnerable workers 18

  19. KRA 4: Protecting vulnerable workers 19

  20. KRA 4: Protecting vulnerable workers 20

  21. KRA 4: Protecting vulnerable workers 21

  22. Strengthen Institutional Capacity of DoL 22

  23. Strengthen Institutional Capacity of DoL 23

  24. Strengthen Institutional Capacity of DoL 24

  25. Strengthen Institutional Capacity of DoL 25

  26. Expenditure – 31 MARCH 2010 26 • Adjusted Budget :2009/10 • Main divisions of the vote( Including ESDS & HRD): 2009/10 Outcome. • Main divisions of the vote( Excluding ESDS & HRD): 2009/10 Outcome • Spending Pressures • Percentage variance and reasons • DoL Medium Term Budget

  27. Adjusted Budget :2009/10 27

  28. Main divisions of the vote (Including ESDS & HRD): 28 2009/10 Outcome

  29. Main divisions of the vote (Excluding ESDS & HRD): 29 2009/10 Outcome

  30. The following amounts have been vired to institutions associated with the DoL: R62 million to the Commission for Conciliation Mediation and Arbitration (CCMA). R17.9 million to the SEF. R5 million to NEDLAC. Spending Pressures 30

  31. Economic classification( Including ESDS & HRD): 31 2009/10 Outcome

  32. Current payment: Slow process on filling of vacancies lead to slow spending in Compensation of Employees. Amount invoiced by DPW on Rental and Leases exceeded what was originally budgeted. Transfers and subsidies: Claims for injuries on duty for civil servants less than anticipated. Unexpected severance packages taken by officials that could not have been foreseen during the 2009 ENE process lead to over expenditure. Capital payments: Delays have been experienced with regard to Capital projects on office buildings for Labour Centres. NB: Under expenditure amounting to R16,3 million from Programme 3: ESDS/HRD was granted a blanket roll-over to the Department of Higher Education and Training as start up capital. 2009/10 Outcome 32

  33. DoL MEDIUM TERM BUDGET 33

  34. Key challenges facing the DoL How are these being addressed

  35. CHALLENGES35 • 1. Distinct economy patterns – One is advanced and industrialised and well developed with highly skilled people, the other is characterised by high levels of poverty, poor labour standards and informal work relations. • 2. High levels of unemployment – Two-fold crisis: • Unskilled most likely to loose jobs during periods of employment contraction and least likely to be hired. • The youth which constitutes 75% of the unemployed. • 3. Inequalities and unfair discrimination in the work place despite the introduction of progressive labour market policies since 1994. • 4. Changing nature of work to atypical forms of employment such as casual labour, temporary and seasonal work, labour broking, outsourcing and subcontracting. • 5. Domestic and cross border migration: • People from rural areas (mostly unskilled) migrate to urban areas in search of employment. • Economic refugees settled in South Africa hoping to find employment.

  36. CHALLENGES 36 6. The requirement of very specific skills for redress: Insufficient integration between supply and demand of skills is adding to a large number of unemployed graduates. 7. Strengthening labour market institutions and agencies: • Compliance monitoring and enforcement structures (Labour Inspectorate Services, CCMA and Bargaining Councils). • Increasing our capacity to carry out our mandate. • Ensuring efficient and effective system of OHS fully integrated with a system of compensation for occupational injuries and diseases. • Non- compliance breeds unfair competition. • Interventions to mitigate new forms of vulnerability mainly through atypical forms of work. 8. Development and implementation of effective instruments for constant performance monitoring and review of the impact of labour market policies.

  37. Strategic Plan/Business Plan 2010/11 37 • Measurable Objectives (Key Targets) for 2010/11 as reflected in our strategic plan 2010 - 2015

  38. Measureable objectives: Ensure decent work principles are adhered to by enforcing compliance with labour legislation by employers and employees by 2011, through regular inspections. Achieve a reduction in the socio economic cost of workplace injuries and diseases incidents by 2010/11 through regular audit and inspections to ensure the health and safety of workers. Improve compliance with all labour legislation related to the protection of vulnerable workers in targeted sectors, including small, medium and micro enterprises, through targeted campaigns and regular inspections. Inspection and Enforcement Services (IES) 38

  39. Measureable objectives: (Cont) Ensure transformation of the labour market by achieving compliance with the Employment Equity Act (1998) by 2010/11 through awareness raising and regular inspections and audits. Reduce silicosis by completing the baseline study on the prevalence of silicosis in the non-mining sector by April 2010. Reduce exposure to silica by 20% by 2014 by: Establishing provincial silicosis working groups to conduct awareness raising road shows on the dangers of silica dust. Assisting companies to develop programmes for the control of exposure to silica dust. Conducting regular inspections. Complete baseline study on prevalence of silicosis in non-mining sectors. Inspection and Enforcement Services (IES) 39

  40. Measureable objectives: (cont) Reduce noise related injuries by reducing exposure to noise at the workplace by 20% by 2014 through the use of baseline study, inspections and awareness campaigns. Reduce workplace injuries by at least 2% by: Identify 20 major high risk sector companies for full compliance auditing in 2010/11. Improving compliance in the high risk sectors by 80% by 2014 by conducting inspections. Inspection and Enforcement Services (IES) 40

  41. Measureable objectives: Facilitate the entry and re-entry of job seekers into the labour market through pro-active measures to address unemployment and poverty by finalising the Public Employment Services Policy and the Employment Services Bill by September 2010. Reduce unemployment by placing unemployed people in decent work through: Filling at least 60% opportunities on the public employment services database within 30 days of registration of job opportunities on the system by 2011/12. Referring at least 70% of unemployed people registered on the public employment services database to career counselling, training or workplace opportunities or sheltered employment factories, Unemployment Insurance Fund and the Compensation Fund within 30 days by 2011/12. Public Employment Services (PES) 41

  42. Measureable objectives: (cont) Assist in reducing unemployment by providing employment services interventions to distressed companies within 5 days of receiving notification. Facilitate the employment of 500 people with disabilities and/or veterans by persuading so that at least 30% of government department orders are purchased from service products (sheltered employment factories) by the end of March 2011. Facilitate the achievement of employment equity target for disability by businesses by establishing a pilot to train and place at least 50 learners per shelter employment factory in the mainstream economy by the end of March 2011. Public Employment Services (PES) 42

  43. Measureable objectives: Improve the status of vulnerable workers by: Reviewing the working conditions of 3 industrial and economic sectors, (civil engineering, hospitality, and contract cleaning), learnership and the ministerial determination on conditions of employment for employees in expanded public works programmes by March 2011. Establishing the feasibility of promulgating sectoral determinations in the unskilled labour and welfare sectors by March 2011. Developing a report on the norms and bench marks for proportionate income differentials by March 2011. Labour Policy and Labour Market Programmes 43

  44. Measureable objectives: (cont) Address developments in the labour market, including labour broking and legislative compliance and enforcement, by publishing amendment bills to the labour relations act (1995), the basic conditions of employment act (1997) and the employment equity act (1998) by March 2011. Strengthen employment equity implementation and enforcement mechanisms by conducting a director-general review at 60 JSE security exchange listed companies by March 2011. Labour Policy and Labour Market Programmes 44

  45. Measureable objectives: (cont) Create decent work and sustainable livelihoods by developing and implementing a research, monitoring and evaluation agenda, which includes providing labour market information and statistical analysis and facilitating compliance with international obligations and multilateral and bi-lateral relations by March 2011. Manage the implementation of the LRA (1995) by extending collective agreements and registering or de-registering labour organisations within 90 days. Labour Policy and Labour Market Programmes 45

  46. Assistance to the DoL by the Select Committee on Labour and Public Enterprise

  47. Inputs on how the DoL can improve service delivery, particularly in the provinces. Ensure parliamentary constituency offices liaise and form partnerships with DoL provincial, regional offices and Labour Centres in the various provinces. The DoL encourages site visits to its development projects in the various provinces. The Committee should invite the DoL officials in their community outreach initiatives for effective partnership in service delivery improvement. Regular feedback from the Committee regarding service delivery issues that affect the DoL in the provinces. Orientation of the Select Committee on the reconfigured DoL. Assistance by the Select Committee 47

  48. Thank you

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