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Presentation to the Select Committee on Labour and Public Enterprises 10 November 2010. Annual Report: 2009/10. Overall Responsibility Acting Director General: Sam Morotoba. Programmes / Branches of the DoL 2009/10 2. Programme 1 : Administration Communication
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Presentation to the Select Committee on Labour and Public Enterprises 10 November 2010 Annual Report: 2009/10 Overall Responsibility Acting Director General: Sam Morotoba
Programmes / Branches of the DoL 2009/10 2 • Programme 1: Administration • Communication • Financial Management • Human Resources Management • Information Technology • Internal Audit • Risk Management • Security Services • Programme 2: Service Delivery (SD) • Programme 3: Employment and Skills Development Services / • Human Resources Development (ESDS) • Programme 4: Labour Policy and Labour Market Programmes (LP & LMP) • Programme 5: Social Insurance • Unemployment Insurance Fund (UIF) • Compensation Fund (CF)
DoL KEY RESULT AREAS 3 • The Ministerial Programme of Action (2004 – 2009) consists of the following • Strategic Objectives or Key Result Areas (KRA’s): • KRA 1: Contribution to Employment Creation • KRA 2: Enhancing Skills Development • KRA 3: Promote Equity in the Labour Market • KRA 4: Protecting Vulnerable Workers • KRA 5: Strengthening Multilateral and Bilateral Relations • KRA 6: Strengthening Social Protection • KRA 7: Promoting Sound Labour Relations • KRA 8: Strengthening the Capacity of Labour Market Institutions • KRA 9: Monitoring the Impact of Legislation • KRA 10: Strengthening the Institutional Capacity of the Department
4 • Programme 1: Administration • Acting DDG: Corporate Services • ADV :N PHASHA
Programme 1: Administration 5 • Purpose: Provide for the overall management of the department and for strategic support and advisory services. • Measurable Objectives: • Communication creates awareness about available services in DoL. • Financial Management, Enhance Assets and office administration and supply chain management. • Human Resources Management ensures effective and efficient utilisation of human capital and renders legal services to the department. • Information Technology through the PPP with Siemens caters for the full spectrum of IT needs and requirements of the DoL.
Programme 1: Administration 6 • Purpose: Provide for the overall management of the department and for strategic support and advisory services. • Measurable Objectives: (Continued) • Internal Audit provides management and the Audit committee with independent objective assurance that improves effectiveness of governance, risk management and control processes • Risk Management pro-actively manages / addresses risks that have a negative impact on the DoL’ s performance • Security Services renders security support aimed at protecting DoL information, staff and assets
Progress Media Liaison Directorate initiated the media profiling for both the Ministerial events and departmental programmes. Media alerts, media statements and media briefing were utilised to communicate various messages on the offerings of the Department. Marketing and Advertising The period under review was marked by the implementation of 11 advertising campaigns including : Employment Equity ( EE) Road-shows awareness campaigns. EE On-line reporting deadline Worker’s rights and Inspection and Enforcement Services campaign. World Day for Safety and Health Campaign Sheltered Employment Factories Awareness Child Labour – Children Working in Hazardous Conditions. Media Production A total of 707 000 publications of different titles were distributed at various departmental events, provincial offices, and labour centres. Communication7
Progress Litigation- 147 cases handled and court processes are running. Debts - 126 debt collection cases were handed to State Attorneys for recovery. Contracts - 91 contracts finalised. Legal Opinions- 49 opinions finalised. Legal services 8
Progress Employment Equity The department has exceeded the national target of 2% for people with disability. Currently has employed 2.6%. The Senior Management Services ( SMS levels 13-16) level is dominated by males (67.9%). However, in 2009/10 period there has been slight progress from 31% in 2008/9 to 32.1%. This represent an increase of 1.1% on female representation. Overall, males are under-represented in lower levels 1-12 whilst females are over-represented in the same levels. Human Resource Management 9
Progress Establishment The vacancy rate has been reduced by 3.4% from 17.2% in 2008/9 to 13.8% in 2009/10. As at end of Aug 2010, the vacancy rate stood at 11%. During the 2009/10 period, the establishment grew by 4.7% in comparison to the 2008/9 year. In April 2010, the department has achieved the smooth transfer of Skills Development staff to Department of Higher Education & Training (DHET) in line with National Macro Organisation of State (NMOS). Challenges Pre-employment screening and verification of qualification by SAQA. Organisation structure not adequately funded and does not support the business of the organisation. Human Resource Management 10
Progress The Risk Management Unit was established in 2009/10 financial year The department developed, reviewed and approved the Risk Management Strategy, Risk Policy and Fraud Prevention Plan and in the process of implementation. Risk Management 11
Information Technology 12 • Progress • All governance forums are fully functional and the Director-General exercises oversight on the Public Private Partnership. • Deputy Directors-General are responsible and accountable for operational and systems deliverables • Enhancements to the Employment Services system went live on 23 March 2010 • The post of Chief Information Officer (CIO) was advertised and interviews conducted. • The structure of the CIO office was reviewed and critical posts identified.
Internal Audit 13 Progress 30 audits were planned and 27 (90% ) were finalised and reports issued. 3 (10%) draft reports issued/outstanding audits.
Progress 1. Security strategy as well as security awareness program were implemented in 7 offices: Eastern Cape/ North West / Gauteng South / KZN / Mpumalanga/ Unemployment Insurance Fund and Head Office 2. Security gave support to Ministerial izimbizos at : World OHS day in Bloemfontein Worcester, De Doorns, Ashton, Robertson, Swellendam and; Zimbabwean Ministerial delegation Challenges The Vetting Unit could not be established due to none allocation by National Treasury. Security Services14
15 • Programme 2: Service Delivery • DDG: Service Delivery • Ms S Zondeki
Programme 2: Service Delivery16 • PROGRAMME PURPOSE: Ensure implementation of and compliance with department of labour policies and programmes through monitoring, • evaluation and inspections • ENE 2008/09-2010/11 • Measurable Objectives: • 6 500 Jobs registered on the Employment Services Database. • 65% (4 225) of registered work seekers placed in permanent employment (jobs registered). • 2 000 of Occupational health and safety incidents investigated. • 2% decrease in workplace related injuries, diseases and deaths. • 75% compliance with legislation by inspected workplaces. • 80% of labour complaints settled within 90 days
KRA 4 : Protect Vulnerable Workers Workplaces 22 compliance
Lack of case management system; and Lack of competence in OHS and capacity to investigate incidents. System readiness (enhancements) and inadequate human resources necessitated a hybrid implementation, both manual and electronic. SDFW-SCM process very lengthy. Signing of contracts stopped with effect of 1November 2009 due to transfer of skills development functions to DHET. Key Challenges 24
IES case management System is being developed to improve data and information management targeting finalisation in 2010. Roving team of inspectors established and Capacity development programme implemented. Resource the Labour Centres adequately (human and infrastructure/financial). Service provider to be monitored to deliver a more efficient system and Labour Centre to be resourced appropriately (human & infrastructure). ES System is being enhanced for readiness to facilitate electronic data capturing and processing. Corrective Measures 25
28 • Programme 3: Employment and Skills Development Services • and • Human Resources Development (ESDS) • DDG: S Morotoba
Programme 3: Employment and Skills Development 29 Services / Human Resources Development (ESDS) • PROGRAMME PURPOSE: Contribute to employment creation and skills development by promoting and monitoring the achievement of the objectives • of the National Skills Development Strategy (NSDS) and the • National Human Resource Development Strategy • ENE 2009/10 • Measurable Objectives: • Reduce unemployment by developing the skills of 90 000 unemployed work seekers and placing 70% in employment by 2010.
Programme 3: Employment and Skills Development 30 Services / Human Resources Development (ESDS) • Measurable Objectives: (Continued) • Enable growth, productivity and sustainability by supporting the National Skills Fund and Sector Education and Training Authorities (SETA’s) so that 2 000 non levy paying enterprises, non-government organisations and co-operatives receive skills development funding by 2010. • Increase the pool of qualified persons with scarce skills by providing top up funding to SETA’s, the National Student Financial Aid Scheme and the National Research Foundation in order to assist 26 000 unemployed learners to enter scarce and critical skills programmes in learnerships, apprenticeships, internships, bursaries and skills programmes by 2010.
Challenges 36 • Challenges experienced included the following : • The economic recession resulted in a lesser number of apprentices indentured. • Number of new learners who completed learning programmes couldn’t be verified since Provincial government reports were still outstanding by end of April 2010. • Insufficient applications from learners meeting requirements were received by NSFAS & NRF. • Uncertainties regarding funding allocation beyond 1st November 2009 transfer of skills development functions to DHET by resulted in DoL Provincial Offices not signing new contracts.
Challenges (cont.) 37 5. Individual SETA targets on ABET were low and the target could not be achieved due to Sectoral or industry challenges experienced with ABET programmes. 6. The completion rate is based on the number of workers registered during the 2007-2009 and some programmes that are 3yrs long. Learners registered during 2009/10 were still in programmes. 7. The company intake of unemployed learners declined sharply partly due to economic recession challenges that they experienced during the 2009/10 financial year.
38 • Programme 4: Labour Policy and Labour Market Programmes • (LP & LMP) • DDG: L Kettledas
Programme 4: Labour Policy and Labour Market 39 Programmes • PURPOSE: Establish an equitable and sound labour relations environment • and promote South Africa’s interests in international labour matters • through research, analysing and evaluating labour policy, • and providing statistical data on the labour market, • including providing support to the institutions • that promote social dialogue. • Measurable Objective: • Improve employment equity by inspecting additional Johannesburg Stock Exchange listed companies each year for substantive compliance with legislation.
50 • Finance Report • CFO: Mr B Maduna
