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VACANCIES AND IMPLEMENTATION STRATEGY FOR THE 2011-2012 FINANCIAL YEAR

VACANCIES AND IMPLEMENTATION STRATEGY FOR THE 2011-2012 FINANCIAL YEAR. Presentation to the Portfolio Committee on Rural Development and Land Reform 30 March 2011 DDG: Corporate and Support Services Ms N V Mashiya. INTRODUCTION.

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VACANCIES AND IMPLEMENTATION STRATEGY FOR THE 2011-2012 FINANCIAL YEAR

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  1. VACANCIES AND IMPLEMENTATION STRATEGY FOR THE 2011-2012 FINANCIAL YEAR Presentation to the Portfolio Committee on Rural Development and Land Reform 30 March 2011 DDG: Corporate and Support Services Ms N V Mashiya

  2. INTRODUCTION The purpose of this presentation is to provide information on the following:- • Vacancies to be filled during 2011/12 financial year to improve capacity for delivery. • Recruitment programme to improve turn-around time in the filling of vacancies. • Category of vacancies in terms of Senior Management Service (SMS) and lower levels.

  3. SMS VACANCIES

  4. SMS VACANCIES

  5. SMS VACANCIES

  6. SMS VACANCIES

  7. SMS VACANCIES

  8. SMS VACANCIES

  9. SMS VACANCIES

  10. SMS VACANCIES

  11. SMS VACANCIES

  12. SMS VACANCIES

  13. LOWER LEVEL

  14. LOWER LEVEL

  15. LOWER LEVEL

  16. LOWER LEVEL

  17. LOWER LEVEL

  18. LOWER LEVEL

  19. LOWER LEVEL

  20. LOWER LEVEL

  21. LOWER LEVEL

  22. LOWER LEVEL

  23. LOWER LEVEL

  24. SUMMARY LOWER LEVEL

  25. RECRUITMENT PROGRAMME

  26. RECRUITMENT PROGRAMME

  27. RECRUITMENT PROGRAMME

  28. APPROACH • The Department will implement a project management approach effective 1 April 2011 to speed up the process of filling vacancies. • Project manage the filling of vacancies in line with the identified 12 recruitment cycles. • The shortlisting and interview dates will be prioritised and managers will block their diaries accordingly. • A three month turn-around strategy will be enforced and Branch Heads will monitor the process and take the necessary steps to ensure compliance.

  29. COMMENTS • The organisational structure has been reviewed and will be implemented in phases due to budgetary constraints. • 96 senior managers were appointed during 2010 /11 • 400 vacancies have been advertised and recruitment process is underway. • The process of determining priority posts (from the new structure) based on available budget is underway. The number of vacancies will increase.

  30. THANK YOU

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