1 / 13

Presentation to the Portfolio Committee: Water & Environment

Presentation to the Portfolio Committee: Water & Environment. Human resource issues. Presentation by Mr A Bogoshi CD: Human Resources 16 – 17 March 2010. RACE AND GENDER REPRESENTATION AT SMS LEVEL. RACE AND GENDER REPRESENTATION AT SMS COMPOSITE.

maja
Télécharger la présentation

Presentation to the Portfolio Committee: Water & Environment

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 the Portfolio Committee: Water & Environment Human resource issues Presentation byMr A BogoshiCD: Human Resources 16 – 17 March 2010

  2. RACE AND GENDER REPRESENTATION AT SMS LEVEL

  3. RACE AND GENDER REPRESENTATION AT SMS COMPOSITE CHALLENGES: 1. Women representation below the 50% target set 2. Disability representation below the 2% target set

  4. LEARNING ACADEMY

  5. WORKFORCE AGE ANALYSIS (TECHNICAL)

  6. BUILDING CAPACITY FOR THE FUTURE • Workforce Planning: Developing a work-force plan for each Brach, Directorate and Sub-Directorate, especially in the areas of Core, Critical and Scarce Skills (CCS) with specific numbers to bring into the system, with defined timelines, qualification, experience and competence requirements. • Attraction & Acquisition: Developing a defined recruitment plan for each Brach, Directorate and Sub-Directorate to ensure that vacancies are filled on time. • Workforce Development: Identify High Performing employees for each Brach, Directorate and Sub-Directorate for development through specially identified development initiatives in line with DWA’s capacity building needs. • Knowledge Transfer: Develop a systematic process of knowledge transfer from prime talent to young talent, with the intention of creating an environment of shadowing, mentoring and coaching. • Workforce Movement: Developing a strategic cross pollination process to provide cover ratio’s in areas of risk through the implementation of a controlled workforce movement process that takes into account the deployment of Core, Critical and Scarce Skills in areas of need • Bought capacity: Develop a systematic process of bringing capacity into the Department at a defined cost as a pool and pipeline for identified Core, Critical and Scarce skills posts. • Young graduates: Continue the feeder scheme currently in operation through the Learning Academy for the infusion of Young Graduates into the Department through permanent appointment into vacant posts.

  7. VACANCY RATE PER BRANCH

  8. VACANCY PER SALARY LEVEL

  9. OCCUPATION SPECIFIC DISPENSATION(OSD) SCOPE OF OSD: PROVIDES FOR • A unique salary structure for occupation groups identified for OSD • Career pathing opportunities based on competencies, experience , performance and scope of work • Adequate pay progression and accelerated pay progression • Grade progression and accelerated grade progression based on performance • Recognition of appropriate experience • Increased competencies • Introduction of differentiated salary scales for different categories • A change in the pensionable composition of the total cost to employer which will now be a 70/30 split

  10. PROGRESS ON OSD LEGAL OSD • The submission to implement the Legal OSD has been approved by the Acting DG.   • The schedules for calculation of payment and translation were sent to the DPSA for final signature and for National Treasury to open the PERSAL codes for implementation.   ENGINEERS AND RELATED  • Departmental summary has been completed • Verification of Production and Supervisory levels for Artisans and Technicians were completed last week • Meeting with DPSA held on 11 March 2010 to sample and check the Departmental summary and to sign off for DWA to implement OSD • DPSA has DWA’s process for implementation.

  11. ADDITIONAL STAFF TO ESTABISHMENT

  12. BUDGETING FOR RETIRING STAFF The Department is responsible to budget for the payment of leave gratuities of employees that may retire at the age of 60-65. The budgeted amount is aggregated based on the assumption that employees normally retire at age 65, however it is prudent to estimate for ages 60 -65 as employees may retire any time then A Total of 1128 employees are illegible for retirement in the next financial year and the estimated cost will be = R 89 757 173.

  13. THANK YOU

More Related