PRESENTATION TO THE PORTFOLIO COMMITTEE ON PUBLIC SERVICE AND ADMINISTRATION

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PRESENTATION TO THE PORTFOLIO COMMITTEE ON PUBLIC
SERVICE AND ADMINISTRATION

• PUBLIC SERVICE COMMISSION
• ANNUAL REPORT 2003/04
• VENUES35,NCOP WING
• DATE13 OCTOBER 2004

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• ADMINISTRATION
• AIM RESPONSIBLE FOR THE OVERALL MANAGEMENT OF
  THE OFFICE

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Income Statement for the year ended 31 March 2004

• Revenue

R000 2003/04 2002/03
Voted Funds 64 215 57 971
Other revenue 229 238
Local foreign aid assistance 343 -
Total 64 787 58 209
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Income Statement for the year ended 31 March 2004

• Expenditure

R000 2003/04 2002/03
Personnel 46 071 71 43 763 76
Administrative 11 651 18 8 095 14
Inventory 1 717 3 1 362 3
Equipment 1 323 2 975 2
Prof Spec Services 3 159 5 3 046 5
Authorised Losses 224 - 187 -
Local foreign aid assistance 343 1 - -
Total 64 488 100 57 428 100
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Income Statement for the year ended 31 March 2004

• Net Surplus

R000 2003/04 2002/03
Net Surplus 299 781
Made up as follows
Voted funds surrendered 70 (0.1) 543 (1)
Other Revenue surrendered 229 238
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Report of the Audit Committee for the year ended
31 March 2004

• Met twice during the period under review
• Effectiveness of internal control
• The quality of in year management and monthly
  reports submitted in terms of the PFMA
• Evaluation of the financial statements

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Management Report for the year ended 31 March 2004

• Surplus reduced from 1 in 2002/03 to almost nil
  in 2003/04
• Capacity constraints
• Donor funds
• Corporate Governance Arrangements
• New or Proposed activities
• Events after the Accounting Date
• Progress with financial management improvements

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Report of the Auditor-General for the year ended
31 March 2004

• Unqualified report
• No emphasis of matter

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Human Resources Management Report for the year
ended 31 March 2004

• Vacancy rate 13.2
• Overall staff turnover rate 6.9
• Skills development
• 4 misconduct and disciplinary hearings finalised
• No officials on precautionary suspensions
• 2 grievances lodged and were all resolved
• Health promotion programmes

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Programme 2

• HUMAN RESOURCES MANAGEMENT LABOUR RELATIONS
• AIM To enable the Commission to perform its
  human resource management and labour relation
  functions effectively. It is divided into 3
  Sub-Programmes.
• Labour Relations
• Senior Management and Conditions of Service
• Human Resource Management and Development

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Sub-Programme Labour Relations

• PURPOSE
• To investigate, monitor and evaluate the
  application of merit and equity principles and
  sound HR policies and practices in the Public
  Service.
• MEASURABLE OBJECTIVES
• To investigate grievances and complaints lodged
  by public servants and to recommend appropriate
  remedies to national and provincial departments
• To conduct investigations into complaints
  relating to the application of personnel and
  public administration, and
• To conduct research on issues related to sound
  human resource personnel practices in the public
  service

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Sub-Programme Labour Relations

• OUTPUTS
• Development of new grievance rules
• Handling of grievances
• Report on evaluation of the extent to which the
  dispute resolution mechanisms are utilised by
  employees in the public service.
• Report on the outcome of disciplinary proceedings
  in cases of financial misconduct.

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Sub-Programme Senior Management Conditions of
Service

• PURPOSE
• Manage HoD performance and development of
  conditions of service of the Senior Management
  Service.
• MEASURABLE OBJECTIVES
• To improve the management of the employment
  conditions of public servants by investigating
  the management practices of departments
• To focus on performance management in the Senior
  Management Service (SMS), and
• To manage the evaluation of the performance of
  Heads of Department

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Sub-Programme Senior Management Conditions of
Service

• OUTPUTS
• Investigation into the re-employment of persons
  retired due to ill health
• Investigation into the management of state
  housing
• Investigation into the application of job
  evaluation in the public service and assessment
  of the compatibility of job evaluation systems
  with the public service
• Assistance with investigation into allegations
  made by POPCRU Judicial inspectorate of Prisons

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Sub-Programme Senior Management Conditions of
Service

• Assessment of the management of the HoD
  evaluation process
• Management of the heads of department (HoD)
  evaluation process
• Monitoring and evaluating Eas and HoDs and
  advising them on Performance Agreements (Pas)
• Conducting a review of leadership in the public
  service

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Sub-Programme Human Resources Management
Development

• PURPOSE
• To investigate, monitor and evaluate human
  resource policies and practices
• MEASURABLE OBJECTIVES
• To promote Affirmative Action, Equity and
  Representation in the public service,
• To ensure that human resources in the public
  service are managed in compliance with
  constitutional values and principles and the
  transformation policies of government, and
• To provide best practices regarding human
  resource management and development

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Sub-Programme Human Resources Management
Development

• OUTPUTS
• Audit of Affirmative Action in the Public Service
• Verification of Middle Managers on levels 11 - 12
• Compilation of a Toolkit on recruitment and
  Selection
• Evaluation of SMS appointments in the Eastern
  Cape
• Secretariat to the Ministerial Task Team into the
  restructuring of the Office of the Secretary for
  Defence

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Sub-Programme Human Resource Management
Development

• Management of Discipline in the Public Service
• State of Performance Management Systems

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PROGRAMME 3

• GOOD GOVERNANCE AND SERVICE DELIVERY
• AIM To enable the Commission to perform its
  management and service delivery improvement
  functions, develop professional ethics and
  improve risk management in the public service.
• This programme is divided into three
  sub-programmes
• Professional Ethics and Risk Management
• Management and Service Delivery Improvement
• Special Investigations

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Sub-programme Professional Ethics and Risk
Management

• Aim To establish a culture of professional and
  ethical behaviour and to monitor and assess the
  implementation of risk management strategies in
  the public service.
• Measurable Objectives
• To promote a high standard of professional ethics
  and anti-corruption measures
• To develop effective tools for ethics management
• To research and evaluate professional ethics and
  corruption prevention

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Sub-programme Professional Ethics and Risk
Management

• Measurable Objectives (continued)
• To monitor and raise awareness of conflict of
  interest issues among managers and maintaining
  the financial disclosure framework and
• To promote and evaluate best practice in risk
  management

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Sub-programme Professional Ethics and Risk
Management

• Outputs
• In partnership with the University of Pretoria
  PSC successfully presented a Corruption
  Prevention Course and a module was developed and
  is being marketed.
• The cabinet approved the establishment of a
  single anti-corruption hotline to be housed at
  the PSC.
• Guidelines for conducting risk assessment and
  risk management in the public service were
  developed.
• Generic professional ethics statement
• Development of an Ethics Telematics Course

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Sub-programme Professional Ethics and Risk
Management

• Guidelines on whistle-blowing were produced.
• The asset register is maintained and updated and
  information is distributed upon request.
• Completed an investigation into non-compliance
  with the Code of Conduct remunerative work in
  the Department of Health, Gauteng.
• A comparative analysis of the management of Asset
  Registers has been completed.
• Evaluation of fraud prevention plan

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Sub-programme Management and Service Delivery
Improvement

• Aim To investigate, monitor and evaluate
  management practices and service delivery in
  the public service and to provide
  recommendations.
• Measurable Objectives
• To promote efficient, economic and effective use
  of resources
• To promote and monitor impartial, fair, equitable
  and unbiased provision of services

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Sub-programme Management and Service Delivery
Improvement

• Measurable Objectives (continued)
• To propose measures that will ensure a response
  to peoples needs and that the public is
  encouraged to participate in policy-making and
  decisions on service deliveryand
• To monitor and investigate adherence to
  applicable to applicable procedures in the public
  service.

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Sub-programme Management and Service Delivery
Improvement

• Outputs
• An evaluation on Land Administration Systems was
  conducted in the Eastern Cape and proposals were
  made to address identified blockages, which had
  detrimental effect on the provisioning, releasing
  and determination of the ownership of land.
• The PSCs Monitoring and Evaluation Assessment
  Framework was implemented in 14 national and
  provincial departments.
• Evaluated Performance Management in the
  Department of Social Welfare Kwa-Zulu Natal

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Sub-programme Management and Service Delivery
Improvement

• Outputs (continued)
• Advice and assistance was given to the Chief
  State Law Adviser regarding modernization and
  restructuring of his Office.
• The Citizens Forums concept was successfully
  piloted in the Easter Cape (Department of Social
  Development) and Mpumalanga (Department of
  Health)
• Completed an evaluation of the national housing
  scheme and published a report with
  recommendations.
• Completed an investigation into Cubans in the
  public service.

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Sub-programme Management and Service Delivery
Improvement

• Outputs (continued)
• Developing a Good Practice Guide on Police
  Station Management
• Developing a Good Practice Guide on School
  District Management

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Sub-programme Special Investigations

• Aim To combat corruption in the public service
  by conducting selected investigations.
• Measurable Objectives
• To conduct special investigations in relation to
  the core functions of the Commission
• To promote good governance and service delivery
  by contributing towards the national fight
  against corruption by conducting selected
  investigations with a special emphasis on
  procurement and
• To contribute to the national fight against
  corruption by participating in cross-sectoral
  investigation.

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Sub-programme Special Investigations

• Outputs
• Completed investigations into institutional and
  system risks in the procurement and distribution
  of state medicine in North West, Free State,
  Eastern Cape and Mpumalanga provinces.
  Recommendations emanating from the investigations
  were presented to each province.
• Completed an investigation allegations of
  irregularities in the acquisition of land in the
  Department of Land Affairs Free State regional
  Office.
• Investigation into complaints received from
  employees regarding the Department of Roads and
  Public Works in the North West.

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THANK YOU