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DPSA MEDIUM TERM BUDGET PowerPoint Presentation
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DPSA MEDIUM TERM BUDGET

DPSA MEDIUM TERM BUDGET

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DPSA MEDIUM TERM BUDGET

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  1. DPSA MEDIUM TERM BUDGET Presentation to the Portfolio Committee 2 March 2005

  2. Outline of presentation • Context • Programmes and projects • DPSA operational strategy • DPSA accountability framework • HR needs for the medium term • Medium Term Expenditure Framework

  3. Context • Policy framework largely in place • Strong emphasis on implementation – in some cases review/evaluation of existing policies • Need to find ways to enforce implementation of DPSA HR policies in departments • Increased reliance on DPSA for interventions to support departments with implementation of HR policies • Frequent requests are on organisational structure, employment equity, disciplinary cases backlogs and anti-corruption including procurement irregularities

  4. DPSA programmes • Administration • Integrated Human Resources • Information and Technology Management • Service Delivery Improvement • Public Sector Anti-Corruption • International and African Affairs • Planning, Monitoring and Evaluation

  5. Administration • Ministry • Minister’s international programme • UN Committee of Experts • International Institute of Administrative Sciences • CAPAM • Community development worker programme • DG’s office • DPSA leadership of the G&A Cluster • Coordination of management meetings, planning and reporting • Corporate Management • Legal Services

  6. Integrated human resources • 6 sub-programmes • Remuneration and Conditions of Service • Negotiations and Labour Relations • Employee Health and Wellness • Employment Practices and Career Management • Human Resource Development • Public Service SETA (PSETA)

  7. Integrated Human Resources, cont • Remuneration and Conditions of Service • Implement the Government Employees Medical Scheme (GEMS) • Implement the Policy on Incapacity Leave and Ill-health retirement • Implement scarce skills strategy • Implement middle management dispensation • Review remuneration dispensation of certain categories of employee • Negotiations and Labour Relations • Implement multi-term wage agreement and agreements on macro-benefits • Implement the Labour Relations Policy in the public service

  8. Integrated Human Resources, cont • Employee Health and Wellness • Implement integrated Health and Wellness Programme • Implement HIV and AIDS communication strategy • Implement programme of action to mitigate stigma in the workplace • Employment Practices and Career Management • Review the SMS dispensation • Implement competency-based HR practices • Implement HR planning and employment equity policies • Implement compulsory induction programme

  9. Integrated Human Resources, cont • Human Resource Development • Implement a unified system of public administration and management • Implement public service skills database • Review capacity to implement government’s integrated programmes • Review the Public Service HRD Strategy • PSETA • Develop a Sector Skills Plan for the Public Service • Implement section 18(2) learnerships in the public service

  10. Information and Technology Management • Development of IT plans in public service departments • Implement enhancement of phase 1 of Batho Pele Gateway • Provide robust infrastructure and content management • Translate portal content • Increase access to Gateway by rolling out to MPCCs • Develop and implement medium-term policy and strategy on e-government

  11. Service Delivery Improvement • Implement Batho Pele Change Management and Revitalisation Programmes • Establish service delivery improvement partnerships with selected provinces (IPSP) • Implement support to post-conflict countries in Africa, government departments and provinces • Implement recommendations of the public entities review • Host annual learning events and publish Service Delivery Review

  12. Public Sector Anti-Corruption • Implement decisions of the Public Sector Anti-Corruption Summit • Report on Compliance with the Public Service Anti-Corruption Strategy • Assess of impact of PSACS • Review sub-sector anti-corruption strategies • Develop a public sector governance strategy • Comply with mandatory elements of UN, AU, SADC and OECD instruments on anti-corruption

  13. International and African Affairs • Implement bilateral and multilateral agreements and partnerships on governance and public administration • Implement Pan-African NEPAD Capacity Development Programme • Implement the African Peer Review Mechanism • Implement decisions of the 5th Annual Conference of Public Service Ministers

  14. Planning, Monitoring and Evaluation • Provide regular and timely reports on the state of service delivery and governance of departments eg: • Early Warning System • HR utilisation report • Provide consolidated information on the impact of DPSA and G&A programmes • Contribute to the establishment of the Government Wide M&E System

  15. DPSA operational strategy • Review of policy where required • Providing implementation support on request • Post-conflict African countries • Provincial administrations and departments • Monitoring and evaluation of the public service • Anticipating and intervening where service delivery failure • Monitoring implementation of DPSA programmes by departments • Integrating G&A programme of action into departmental workplans

  16. Accountability framework • Minister Accountable to Parliament • Minister’s Budget Vote • Minister and officials report to Portfolio Committee • Annual Reporting • Minister provides policy guidance to management • DPSA through Minister reports to G&A Cabinet Committee on implementation of G&A POA • DPSA must comply with legislation governing the public service and labour relations • Performance management system and performance agreements at all levels • Financial reporting (Early Warning etc) • Internal audit and risk management

  17. Human resource needs • HR imperatives – capacity needs • Support to DRC, KZN and others places pressure on DPSA capacity • G&A POA adds to workload of components • New focus on the macro-organisation of the state (public entities and unified system of public administration and management) • New focus on planning, monitoring and evaluation • Expansion of anti-corruption and international work • Need to promote representivity in DPSA

  18. Representivity at DPSA

  19. Vacancies at 28/02/05

  20. Medium term representivity targets .

  21. HR interventions • Retention and HRD strategies • Mentoring and coaching aimed at middle and junior management • Succession planning and sustainable pools • Improving work environment and organisational culture • Learnerships and internships • Actioning personal development plans of employees

  22. MTEF allocations 2005/06 – 2007/08 2005/06 R167,726 m R15 million – Implementation of restricted membership medical aid scheme 2006/07 R177,348 m R5 million – Implementation of restricted membership medical scheme R4 million – Planning, monitoring and evaluation 2007/08 R184,365 m R7 million – Planning, monitoring and evaluation

  23. Economic classification per Programme (2005/06)

  24. Programme R'000 1 Administration 38,947 2 Integrated Human Resources 46,759 3 Information and Technology Management 26,342 4 Service Delivery Improvement 27,165 5 Anti-Corruption 1,837 6 International and African Affairs 3,244 7 Auxiliary and Associated Services 2 Total 144,296 2004/05 Budget overviews

  25. Comparison between 2004/05 and 2005/06

  26. THANK YOU