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Department of Public Service and Administration

Department of Public Service and Administration. Annual Report 2004/05 November 2005. Outline of presentation. Overview of DPSA Programmes Programme performance Budget allocation and financial performance HR Performance and indicators. DPSA Programmes. Administration

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Department of Public Service and Administration

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  1. Department of Public Service and Administration Annual Report 2004/05 November 2005

  2. Outline of presentation • Overview of DPSA Programmes • Programme performance • Budget allocation and financial performance • HR Performance and indicators

  3. DPSA Programmes • Administration • Integrated Human Resources • Information and Technology Management • Service Delivery Improvement • Public Sector Anti-Corruption • International and African Affairs

  4. Programme performance

  5. Administration • Minister’s regional and international activities • 3rd Annual meeting of the UN Committee of Experts • The Need to Revitalise Public Administration as a Strategic Action for Human Development • Visit to India • Discussions on e-government, human resource capacity • Visit to Brazil • Discussions on service delivery mechanisms, e-government and anti-corruption • MOU with Democratic Republic of Congo • Public service census and anti-corruption framework

  6. Administration • G&A Programme of Action • Integrated into the work of the Department • Major projects for dpsa • Capacity reviews • Macro-organisation of the state • Government-wide M&E System • Community Development Worker Programme • 716 completed learnership in period under review • Successful study tour to India by 29 CDWs • National launch planned for 23 November

  7. Integrated Human Resources • Remuneration and Conditions of Service • Government Employees’ Medical Scheme (GEMS) • Cabinet approved registration and implementation of a restricted membership medical scheme for public service employees • GEMS registered with effect from 1 January 2005 • Interim Board of Trustees and Principal Officer appointed • Management Policy and Procedure on Incapacity Leave and Ill-health Retirement for Public Service Employees (PILIR) • Pilots undertaken in Free State, Correctional Services and SAPS • Cabinet has approved rollout to the public service • Implementation strategy developed

  8. Integrated Human Resources • Remuneration and Conditions of Service • Coordination of evaluation of transversal jobs in the public service • Benchmark job descriptions for social workers • Housing allowance (extending allowance to tenants) implemented • Transfer framework to facilitate transfers of staff between spheres of government • Scarce skills framework introduced • Support to departments in developing strategies to address scarce skills • Foreign Service Dispensation implemented

  9. Integrated Human Resources • Negotiations and Labour Relations • Negotiations for a multi-term agreement on improved salaries and other conditions of service • Agreement concluded in September 2004 • Salary adjustment of 6.2% with effect from 1 July 2004 • 2005 and 2006 adjustments to be based on CPIX plus 0.4% • Introduction of scarce skills framework • Review of remuneration of identified categories of employee • Review of certain benefits and allowances • Labour Relations policy implemented • Management of excess employees reduced from 13000 to 5000 by the end of 2004

  10. Integrated Human Resources • Employment Practices and Career Management • Competency assessment system endorsed by Cabinet • SMS PMDS reviewed • SMS Conference held • SMS Handbook updated • HIV and AIDS • Minimum standards for managing HIV and AIDS in the public service workplace implemented • Communication strategy to include print material • 4th HIV and AIDS Indaba held • Programme widened focus to encompass health and wellness

  11. Integrated Human Resources • Human Resource Development • Workshops held to facilitate alignment of provincial plans and HRD strategies • Internship and mentorship guides developed • Public Service Trainers Forum held • Public Service Sector Education and Training Authority (PSETA) • Application for re-certification made • Core senior staff recruited • SAQA accredited the PSETA ETQA • 11 MOUs signed with other SETA ETQAs • 2500 unemployed learners registered in different transversal learnership programmes • Sector Skills Plan for 2005-2009 was submitted to DoL

  12. Information and Technology Management • Batho Pele Gateway portal • Phase 1 launched on 3 August 2004 • Various projects aimed at enhancing phase 1 underway • Migration to a more robust infrastructure • Content updates • Translation of content • e-IGIS (electronic Inventory of Government Information Systems) • e-IGIS developed and gathers information on IT systems and IT projects from national and provincial departments

  13. Information and Technology Management • CabEnet • Phase 1 pilot underway • Chief Information Officer (CIO) Exchange • MOU between dpsa and ICT industry is under development • CIO Code of Ethics • Code under development • Government Information Technology Officer (GITO) Council • Capacity building for CIOs undertaken • SITA regulations and procurement • Consultations underway to finalise the regulations • A new procurement process was developed by SITA

  14. Service Delivery Improvement • Support initiatives • 24 projects were identified and supported as part of the Integrated Provincial Support Programme (IPSP) • Public Management Watch and Red Tape Audit supported by the Good Governance Programme • Review of KZN departments conducted and report prepared as part of support to KwaZulu-Natal provincial government • Support to DRC Ministry of Public Services in carrying out a census of public servants

  15. Service Delivery Improvement • Macro-organisation of the state • Policy framework on the governance and administration of public sector institutions (focusing on national public entities and government business enterprises) • Alternative service delivery • Framework to guide support interventions developed • Framework for the management of joint programmes developed • Discussion document on the outsourcing of state functions developed

  16. Service Delivery Improvement • Batho Pele • Proposals on revitalisation of Batho Pele adopted in August 2004 • Batho Pele Change Management Engagement rolled out in the Eastern Cape and Limpopo • Batho Pele Change Management Toolkit developed • Red Tape Audit conducted • Project Khaedu launched • Sectoral research and analysis • Research support to the Minister

  17. Service Delivery Improvement • Learning and Knowledge Management • 3rd Service Delivery Academy in July 2004 • Service Delivery Review published • Monitoring and evaluation network launched • Batho Pele Learning Network workshop held • Human resource learning network revived • SA Public Management Conversation held • Database on service delivery improvement projects established

  18. Anti-corruption • Implementation of the Public Service Anti-corruption Strategy consolidated • Public Service Anti-corruption Training Strategy developed • Visits to provinces conducted to ascertain level of compliance with minimum anti-corruption standards • Guidelines and reports published • Case referral handbook for departments • Case studies on anti-corruption capacity in departments • Report on compliance with minimum standards published

  19. Anti-corruption • Project on the training of judicial officers implemented • Assessment of anti-corruption capacity of Correctional Services conducted • Provided leadership and coordination for the public sector planning and preparations for the National Anti-corruption Summit held in March 2005 • Provided support to the public sector representatives on the National Anti-corruption Forum

  20. Anti-corruption • International and regional anti-corruption work • Deposit of the instrument of ratification of the UN Convention against Corruption • Co-author of the Legislative Guide for the implementation of the UN Convention against Corruption • Consultations and preparations for the ratification of the AU Convention on Preventing and Combating Corruption • Preparation for SA to accede to the OECD Convention on the Bribery of Foreign Officials in International Business Transactions • Assistance to Brazil to organise the 4th Global Forum • Assistance to the DRC to establish an anti-corruption framework

  21. International and African Affairs • Regional conference on ‘Re-inventing Government’ hosted (preparatory for 5th Global Forum in Korea) • Supported Minister in her role as chair of the Pan-African Ministers of Public Service Conference • Established capacity building programme on public sector leadership with UNDESA • Study on HR practices in Africa conducted • Major study on donor support to public sector reform in Africa conducted • Planned for the launch of African Management Development Institutes Network (AMDIN)

  22. International and African Affairs • Minister nominated as Focal Point for the African Peer Review Mechanism in South Africa • Engaged with APRM secretariat • Discussions with Chinese Public Sector Restructuring and Human Resource Development • Negotiations with the European Union • Discussions with the AU Commission and NEPAD on the funding of NEPAD programmes

  23. Financial Management

  24. Programme Expenditure for the 2004/05 FY

  25. Economic Classification Comparison for 2003/04 and 2004/05

  26. Increase in Professional and Special services

  27. Total Expenditure Comparison for 2003/04 and 2004/05

  28. Administration (Prog 1)

  29. Integrated Human Resources (Prog 2)

  30. Information and Technology Management (Prog 3)

  31. Service Delivery Improvement (Prog 4)

  32. Anti-Corruption (Prog 5)

  33. International and African Affairs (Prog 6)

  34. Human resource management(oversight report)

  35. HR PERFORMANCE & INDICATORS • Slide refers to Tables: 3 • As at 31 March 2005, 254 (77.4%) of 328 posts were filled. • The vacancy rate was 22.6% (74 posts)

  36. HR PERFORMANCE & INDICATORS • Slide refers to tables: 3 • The employment of staff profile per level is as reflected in the chart below:

  37. HR PERFORMANCE & INDICATORS • Challenges to filling vacancies: • people decline employment offers after the department has spent at least 2-3 months trying to recruit • Terminations of service 17.6% (41) occur faster than filling posts could occur

  38. HR PERFORMANCE & INDICATORS • Slide refers to tables: 5 • The annual turnover rate was 17.6%

  39. HR PERFORMANCE & INDICATORS • Slide refers to tables: 5 • The annual turnover rate was 17.6%

  40. HR PERFORMANCE & INDICATORS • Slide refers to tables: 5 • Overall Turnover Rate: (17.6%) • Reasons why employees leave: • Resignations-employment in the private sector, relocations • Promotional transfers to other departments • Horizontal transfers within the Public Service

  41. HR PERFORMANCE & INDICATORS • Slide refers to tables 6: • The race and gender breakdown of 254 people employed is:

  42. HR PERFORMANCE AND INDICATORS • Slide refers to tables 7 • 83 (35.6%) employees received performance awards • 74 (31.8%) on levels 1-12 • 9 (3.9%) on Senior Management Level

  43. HR PERFORMANCE AND INDICATORS • Slide refers to Tables 8 • Foreign workers • 3 (1.3%) employees – residence status, • two SMS members; • and one highly skilled in IT

  44. HR PERFORMANCE AND INDICATORS • Slide refers to tables 11 • Misconduct and Discipline and Grievances • 4 misconduct cases: • 2- procurement; 1-insubordination and 1-Incapacity/poor work performance • one was finalised and two still pending outcomes • 8 grievances were lodged: • all resolved • 2 disputes were lodged: • One upheld and one dismissed • 2 employees were suspended and suspension extended

  45. HR PERFORMANCE AND INDICATORS • Slide refers to tables 12 • 135 (53.1%) of the 254 employees identified training needs in their personal development plans. Of this number 115 employees went on/received training. 49 Females and 66 Males

  46. Siyabonga

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