1 / 39

Department of Arts and Culture HR Landscape & Suspensions SIBUSISO XABA Director- General

Presentation to Portfolio Committee On Arts and Culture 29 June 2011. Department of Arts and Culture HR Landscape & Suspensions SIBUSISO XABA Director- General. Background. Current HR Landscape derived from. OD Exercise. Implementation Status.

elyse
Télécharger la présentation

Department of Arts and Culture HR Landscape & Suspensions SIBUSISO XABA Director- General

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Presentation to Portfolio Committee On Arts and Culture 29 June 2011 Department of Arts and Culture HR Landscape & Suspensions SIBUSISO XABA Director- General

  2. Background. Current HR Landscape derived from. OD Exercise. Implementation Status. Annual allocation of Compensation Budget. Status of the Current Establishment. Suspensions and Progress regarding the Investigations. The Way Forward. TABLE OF CONTENTS

  3. 1. BACKGROUND • In August 2002 the then Department of Arts, Culture, Science and Technology was split into two separate Departments of, • Arts and Culture and • Science And Technology. • The two Departments remained under one Ministry.

  4. BACKGROUND (2) • The Department’s activities were then organised into four areas, namely: • Administration (Programme 1); • Arts and Culture and Language in Society (Programme 2); • Cultural Development and International Relations (Programme 3) and • Heritage, National Archives and National Library Services (Programme 4).

  5. BACKGROUND (3) • The staff compliment of Department of Arts and Culture consisted of: • Total posts: 530 • Filled posts: 370 • Vacant posts: 160

  6. EMPLOYMENT AND VACANCY RATE BY PROGRAMME MARCH 2004

  7. MALE VS FEMALE DISTRIBUTION MARCH 2004

  8. BACKGROUND (4) • During 2004/2005 the Department of Arts and Culture moved from four programmes to six programmes, nl: • Administration (Programme 1) • Arts and Culture in Society (Programme 2) • National Language Service (Programme 3) • Cultural Development and International Cooperation (Programme 4) • Heritage Promotion (Programme 5) • National Archives, Records, Meta-Information and Heraldic Services (Programme 6)

  9. 2. CURRENT HR LANDSCAPE • The Department of Arts and Culture did not immediately embark on an organisational development investigation during its establishment in 2004. • Top Management then started with a process to re-align the functions, post establishment and organisational structure which was finalised in April 2006.

  10. EMPLOYMENT AND VACANCIES 2006

  11. FILLED ESTABLISHMENT (GENDER AND RACE) 2006

  12. 3. OD EXERCISE • The 2006 post establishment was never fully implemented due to the fact that Top Management realised that it did not completely meet the changed priorities of Government. • It resulted in the appointment of an external consultant to conduct a thorough OD investigation so that the organizational structure and establishment can be better aligned to the strategic objectives of the Department and the priorities of Government. • The OD investigation started 1 April 2008. • The final report was received in June 2009. • The MPSA concurred with the proposed revised establishment, on condition that funds are confirmed by Treasury and all positions be job evaluated.

  13. REVISED STRUCTURE AS A RESULT OF THE OD

  14. ESTIMATED COST OF THE REVISED STRUCTURE

  15. 4. Implementation of the revised structure • The Department envisaged a phased implementation of the structure due to the limited compensation budget and only a number of critical positions were identified to be filled during the first phase. • While the compensation budget was initially sufficient to fund the approved structure the following slide illustrates that the annual allocation percentage decreased over the past three years.

  16. 5. ANNUAL INCREASE IN ALLOCATION OF THE COMPENSATION OF EMPLOYEE BUDGET

  17. CURRENT COMPENSATION BUDGET • 2011/2012 = R164 million. • Filled positions = R144,208 million • Minus other estimates to be covered from the compensation budget, for example, (pay progression, allowances, overtime, performance bonus). • Available budget: R6,296 million.

  18. EMPLOYMENT AND VACANCIES PER PROGRAMME AS ON 31 MAY 2011

  19. 6. STATUS OF THE CURRENT ESTABLISHMENT AS ON 31 MAY 2011 • The following slides illustrate the promotions, appointments, race and gender distribution in the department as well as the vacancy rate, race and gender distribution per programme.

  20. PROMOTIONS SINCE 1 APRIL 2010 TO DATE (LEVEL VS. GENDER)

  21. APPOINTMENTS SINCE 1 APRIL 2010 TO DATE (RACE AND GENDER PER LEVEL)

  22. PROGRAMME 1: ADMINISTRATION(DISTRIBUTION)

  23. PROGRAMME 1: ADMINISTRATION VACANCY RATE

  24. PROGRAMME 2: ARTS AND CULTURE IN SOCIETY (DISTRIBUTION)

  25. PROGRAMME 2: ARTS AND CULTURE IN SOCIETY VACANCY RATE

  26. PROGAMME 3: NATIONAL LANGUAGE SERVICE (DISTRIBUTION)

  27. PROGAMME 3: NATIONAL LANGUAGE SERVICE VACANCY RATE

  28. PROGAMME 4: CULTURAL DEVELOPMENT AND INTERNATIONAL RELATIONS (DISTRIBUTION)

  29. PROGAMME 4: CULTURAL DEVELOPMENT AND INTERNATIONAL RELATIONS VACANCY RATE

  30. PROGAMME 5: CULTURAL HERITAGE (DISTRIBUTION)

  31. PROGAMME 5: CULTURAL HERITAGE VACANCY RATE

  32. PROGAMME 6: NATIONAL ARCHIVES AND LIBRARY SERVICES (DISTRIBUTION)

  33. PROGAMME 6: NATIONAL ARCHIVES AND LIBRARY SERVICES VACANCY RATE

  34. 7. Suspensions and Progress regarding Investigations • The following slides illustrates the initial outcome of the suspension cases, the number of disputes and their outcomes and finally the current status of these cases in the Department.

  35. SUSPENSIONS PER LEVEL: FIRST OUTCOME

  36. DISPUTES PER LEVEL: OUTCOME

  37. SUSPENSIONS PER LEVEL: CURRENT SITUATION

  38. 8. The Way Forward • Filling of critical funded vacancies. • Re-align the post establishment of the Department with the current compensation budget. • Motivate for additional funds to Treasury.

  39. ThankYou

More Related