DEPARTMENT OF PUBLIC SERVICE AND ADMINISTRATION

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DEPARTMENT OF PUBLIC SERVICE AND ADMINISTRATION
PRESENTATION TO THE PORTFOLIO COMMITTEE 18 August
2010
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BACKGROUND TO THE DPSAs STRATEGIC PLAN FOR
2010-2014

• In 2010 government adopted an outcomes based
  approach which will guide the implementation of
  its strategic priorities for 2010-2014.
• Through this approach the government will
  concentrate only on a few priorities and
  activities which it believes will steer this
  country in the right direction both socially and
  economically
• The Minister for Public Service and
  Administration has been allocated the
  responsibility to coordinate the implementation,
  including monitoring and reporting, of Outcome 12
  
• Outcome 12 has been divided in Part A An
  efficient, effective and development oriented
  public service and Part B an empowered , fair
  and inclusive citizenship
• Part B of the Outcome will be coordinated by the
  Minister for Arts and Culture
• As a result of this split two delivery agreements
  will be signed by the two Ministers - end of
  August and End of September respectively

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DPSAs STRATEGIC PLAN FOR 2010-2014

• The DPSAs 2010-2014 strategic plan
  operational plan for 2010-2011
• is a consolidation of
• the department response to its mandate as
  articulated in Chapter 3 and 9 of the
  Constitution as well as the governments
  priorities in relation to the transformation of
  the public service
• Ministers Performance Agreement with the
  President
• Outcome 12 and its related outputs

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SUMMARY OF PRIORITIES FOR THE STRATEGIC TERM

• Review the performance management system to
  ensure accountability by public officials
• Review of discipline management in the public
  service
• Review of our recruitment practices
• Improve turn-around times in accessing government
  services
• Shorten the time it takes to fill vacancies
• Deepen the fight against corruption in the public
  service
• Interrogate the public sector integrity framework
  with a view to eliminate conflict of interest by
  public officials
• Broaden the culture of e-governance
• Strengthen citizen engagement in government
  programmes
• Intensify capacity development of officials
  through the introduction of cadre development
  programmes, and
• Give a new practical meaning to the
  implementation of the Batho Pele programme
• These priorities will be implemented under the
  departments 7 strategic outputs

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DPSAs STRATEGIC OUTPUTS FOR 2010-2014
Output 1 Service Delivery Quality and Access Dpsa in partnership with Statssa, Education, Health, DHA, DCG, NT, etc
Output 2 Human Resource Management and Development Dpsa Palama, PME, NT,DCG, OTPs, Education, Health
Output 3 Business processes, systems, decision rights and accountability management Dpsa - NT, DoJCD, SITA, Education, Health
Output 4 Corruption tackled effectively Dpsa - NT, PSC, DCG, DoJCD, SAPS, SIU
Output 5 Leveraging ICT as strategic resource and enabler Dpsa SITA, GITOC, NT
Output 6 Labour relations and remuneration management Dpsa
Output 7 Enhancing good governance nationally and internationally Dpsa
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APPROACH TO IMPLEMENTING THE STRATEGIC PLAN

• Whilst the emphasis of the Outcomes Based
  Approach is on doing things differently the
  department is mindful of the fact that the
  current gaps and challenges related to service
  delivery and the overall performance of the
  public service are not entirely as a result of
  weak or poor legislative framework but as a
  result of a number of factors including poor
  planning, misalignment between objectives and
  plans, weak ME culture and systems and poor
  implementation of the range of public service
  policy and directives.
• The department is therefore of the view that it
  is still important to continue with , and build
  upon, the implementation of existing projects
  and initiatives whilst incrementally introducing
  new methods and approaches to achieving the
  identified objectives for 2010-2014.
• In particular the emphasis will be put on
• Entrenching of the ongoing basic requirements in
  relation to policies, systems, regulations and
  standard operating procedures with an increased
  focus on implementation support to improve
  compliance and accountability,
• Strengthen Monitoring and Evaluation and
• Establishing and operationalising the
  Anti-Corruption Unit.
• Priority will be given to key service delivery
  departments DHA, Education and Health

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PROGRESS AGAINST THE OUTPUTS/PRIORITIES

• Implementation in the first 2 quarters of the
  year ( April- August) has been affected by a
  range of factors which include
• The development of the departments strategic plan
  for 2010-2014
• The development of the Delivery Agreement for
  Outcome 12 which involved extensive consultation
  with the different stakeholders/departments who
  will be involved in the implementation of the
  Outcome
• Budget re-prioritisation and allocation
• Finalisation of the DPSAs re-structuring process
  which was completed and implemented in 2010,
  however,
• Some progress was made in implementing the
  various projects and initiatives for the
  financial year 2010/11 as illustrated below

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Output 1 Service Delivery Quality and Access
Metric Indicators Baseline Targets Projects 2010/11 Progress
Service user satisfaction Level of user satisfaction 58 75 Develop user satisfaction survey methodology and tools Continuous work on the refinement of the survey methodology Commenced with the development of data collection tools Held various meetings with Stats SA on partnership
Access to government Services Maximum distance travelled to obtain a service, including a model to assist people to access services N/A No policy Tbd Policy developed and implemented Develop and progressively implement transversal programme of improving access to service delivery points Draft guideline developed on improving geographic access to service points. Also developing regulations that support the roll out of guidelines. Meetings conducted with Home Affairs and Labour on the work plan. Collaboration established with SAPS, SASSA and education on the development of geographic access norms
Access to government Services Maximum distance travelled to obtain a service, including a model to assist people to access services N/A No policy Tbd Policy developed and implemented Norms on maximum distance travelled to obtain a service Draft guideline on Norms for maximum distance developed and circulated to selected departments for comment
Access to government Services Maximum distance travelled to obtain a service, including a model to assist people to access services N/A No policy Tbd Policy developed and implemented Policy on utilisation of CDWs First draft of Regulations and Directive developed and consultations with provinces in process.
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Output 1 Service Delivery Quality and Access
Metric Indicators Baseline Targets Projects 2010/11 Progress
Access to government Services Increase in development and implementation of Service Delivery Improvement Plans focused on value for money 50 of all departments submit 90 of all departments to submit Coordinate departments to develop Service Delivery Improvement Plans to include and address the value for money principle Partner with communities to establish Forums for monitoring. Departments are in the process of submitting their annual progress reports on SDIPs. Official follow-up for non-compliance will be made end of July 2010. Ongoing support provided to national and provincial departments to strengthen the quality of their SDIPs.
Improved working culture (Batho Pele) amongst public servants Increase in departments with developed service standards Weak understanding of Batho Pele Improved understanding of Batho Pele and working culture of public service Cascading and roll-out of the Batho Pele Change Management Engagement programme across the three spheres. Arrange 1 BPIA award ceremony 11 training sessions held between April and June in 6 provinces covering 4 Municipalities,2 provincial Departments and 3 national Departments. A total of 306 people took part in the training sessions. Draft Integrated Framework in the process of being finalized. Ongoing consultative process taking place to ensure alignment and synergy with other Excellence awards that include the Vuna and Premiers excellence awards.
Improved working culture (Batho Pele) amongst public servants Increase in departments with developed service standards In 2000 only 25 of departments had set service standards 80 of departments with service standards Coordinating all departments to develop service standards based on mapped business processes Draft Project concept, charter and plan developed and submitted for approval. Consolidation and the analysis of the findings of the previous work on Service Charters and Service Standards. Project plan to inform the process to be finalized.
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Output 1 Service Delivery Quality and Access
Metric Indicators Baseline Targets Projects 2010/11 Progress
Increase the distribution of know your service rights booklets to citizens to facilitate access 274 000 100 000 more copies distributed 50 000 Copies distributed during the stakeholder engagement activities 100 000 booklets excluding z-cards will be distributed to GCIS, CDWs and offices of the Premiers in all provinces. 26975 booklets 7090 z-cards have been distributed in 17 community outreach events during this period.
Responsiveness Waiting time for pensions, hospital queues, licensing centres and social grants TBD 20 reduction Develop standard for waiting time for pensions, hospital queues and licensing centres. The following departments have been contacted to take part in this work Social Development, Transport, Labour, Health and Home Affairs A template was sent to these departments with a request to provide information It is envisaged that all the listed departments will be visited so as to begin to work on their actual deliverables by end of August
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Output 1 Service Delivery Quality and Access
Metric Indicators Baseline Target Projects 2010/11 Progress
Delegations Develop template for HR and financial delegations and support departments in customisation and implementation No template exists Template developed Draft generic HR and financial delegations template developed Support Health with customisation and implementation Letters addressed to national departments, offices of the Premiers and provincial treasuries have been sent. Follow-up on information gathering.
Value for money Competitive unit costs of selected services Limited unit costs available Selected departments have unit costs available Develop and prioritise baseline information for unit costs of key services with relevant stakeholders and coordinate the setting of targets to improve unit costs Project charter and project plan developed and approved Letter sent to departments requesting status quo on methodology and approach to unit cost determination Commenced with desktop research
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Output 1 Service Delivery Quality and Access
Metric Indicators Baseline Target Projects 2010/11 Progress
Organizational transformation Development of generic sector specific organizational structures No generic structures Generic structures developed and in place Conduct sectoral research Develop generic structures for support services, social and health functions Report on status of organisational structures in departments Generic structures for Health and Social Development have been developed and consultations ongoing. Consultations have resumed with Ministries and OTPs The MPSA OD Directive is under review as part of strengthening the quality of organizational structures. Terms of reference have been developed and consultations between OTPs, NT and DPSA underway
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Output 2 Human Resource Management and
Development
Metric Indicator Baseline Target Projects 2010/11 Progress on Key Activities
Performance development, performance agreements and assessments 100 compliance by senior managers regarding the signing of Performance Agreements by stipulated time 54 by the stipulated due date. 100 Monitor, report and enforce compliance regarding the signing of Performance Agreements for SMS Liaised with PME on the alignment of the HoDs Performance Agreement the Ministers PAs Circular sent out to Departments to inform HoDs on this alignment.
Improved quality of PMDS and implementation thereof that is aligned to institutional performance and the payment of incentives. Approx 95 of employees receive pay progression. On average 40 of employees receive performance bonuses. On average 80 of National DGs (those assessed) receive a performance bonuses. Revised and improved PMDS system that is aligned to the outcome based approach and payment of incentives are aligned to the performance of the department/ institution. Normal distribution in the Public Service- 20 to 25 performance bonuses and 80 pay progression for a department that is performing at a satisfactory level. Review and draft revised PMDS for SMS for consultation Internal discussions on the approach to align individual PMDS with Organisational performance
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Output 2 Human Resource Management and
Development
Metric Indicator Baseline Target Projects -2010/11 Progress on Key Activities
Performance development, performance agreements and assessments Improved management of poor performance of DGs, DDGs and Municipal Managers Ineffective management of performance. (On average 80 of National DGs those assessed, receive performance bonus). 60 of identified poor performing senior managers supported and/ or sanctioned with 6 months Develop a draft strategy for improving the management of poor performance of DGs, DDGs and Municipal Managers for consultation. Preliminary discussions held internally on the strategy to be developed.
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Output 2 Human Resource Management and
Development
Metric Indicator Baseline Target Projects 2010/11 Progress on Key Activities
Recruitment, retention and career pathing Improved recruitment in identified occupational categories and associated vacancy rate reduced Specific categories still to be determined and associated target set. (Professionals and managers- 40.9 and SMS- 19) Average vacancy rate of identified categories reduced to average 10 Analyse HR Plans and in consultation with relevant departments determine occupational categories. Develop strategy to improve ability to fill vacancies. Analysis of submitted HR Plans is underway to determine trends related to recruitment and retention, this will assist in identifying occupational skills categories that will be focused on.
Increased duration of employment period per post level for SMS aligned to the achievement of competency requirements Average time spent in SMS post is approximately 3 yrs need to determine the desired duration aligned to competency requirement. Stable SMS that meets the minimum requirements prior to moving to higher posts. An ideal period to demonstrate the desired competency requirements determined. Analysis of existing national and international practices. Consultations with relevant stakeholders still needs to be done, at this stage there is monitoring of the implementation of competency assessments by departments.
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Output 2 Human Resource Management and
Development
Metric Indicators Baseline Target Projects -2010/11 Progress on Key Activities
Recruitment, retention and career pathing 6 Months to fill funded vacancies from the date of becoming vacant. Average of 9 Months to fill vacancies Funded vacant posts are advertised within 2 months of becoming vacant and filled within 4 months from date of advertisement. Commence with the development of a draft strategy to reduce the period it takes to fill a vacancy from 9 to 4 months after being advertised and support some departments in the implementation thereof. Preliminary work on the review of the recruitment practices in the Public Service is underway.
Vacancy rate estimated to be around 19.2 Reduction of the vacancy rate from 19.2 to average 10 Develop a methodology to measure funded posts which are vacant and target reduction in the vacancy rate to 10 Persal clean up that is underway will assist in determining the real vacancy rate.

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Output 2 Human Resource Management and
Development
Metric Indicators Baseline Target Projects -2010/11 Progress on Key Activities
Discipline Disciplinary cases finalised within 60 days of initiation of the process. Average of 106 days 80 of disciplinary cases to be finalised within 60 days Support departments in the implementation of the Disciplinary Code. Ensure compliance with the timeframes with regard to disciplinary processes. Roll-out LR training Module Train-the-trainer LR module developed. Engagements with relevant stakeholders.
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Output 2 Human Resource Management and
Development
Metric Indicators Baseline Target Projects -2010/2011 Progress on Key Activities
HR Planning, skills development and cadre development Qualitative and quantitative improvement in the extent and depth of the skills levels of Public Servants Baseline not available, to be determined in line with the methodology improvement and growth of the skills baseline. Refine and align HR Connect methodology to measure the extent and depth of skills Levels. Implementation of the HR Connect project is underway in all departments, this will inform the refining and alignment of the methodology to measure extent and depth of skills.
of public service employees trained in mandatory training programmes. No mandatory training programmes exist except for compulsory induction programme . 25 of employees that fall within identified categories have attended mandatory training programmes and have attained the requisite skills levels. Development of draft policy that provides for the attendance of mandatory training programmes and minimum compulsory annual training days. Engagements with Palama on the development of mandatory programmes for HR Practitioners have commenced. Curriculum on HR Learning Frameworks is currently being finalised.
of departments using their training budget in keeping with policy. Current expenditure on training 3.5 to 4 of personnel budget. No policy on directing expenditure. 75 of Departments spend their training budgets on targeted skills improvement. Develop of draft policy in line with the Capacity Development Pillar HRD Strategic Framework. Preliminary consultations underway.
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Output 2 Human Resource Management and
Development
Metric Indicators Baseline Targets Projects Progress on Key Activities
Employee Health and Wellness Integrated Health Risk Assessment No assessment done Integrated health risk assessment tool (IHRA) developed. IHRA (that integrates gender, disability and youth) conducted. Together with DoE and DoH and other stakeholders, develop integrated health risk assessment tool.   Establish partnerships for technical support that include COGTA and SANDF Health and safety risks for women, youth and persons with disabilities were identified to form part of the Integrated Risk Assessment Tool Submission was approved 18 May 2010 by DG   Consultations with DOH and Education was held  
Youth, Gender and Disability Percentage of National and provincial departments with approved operational plans for mainstreaming Percentage of Departments having strategies to implement frameworks. Only 5 of departments have reached targets for womens representation at SMS and 12 have reached targets for representation of persons with disabilities Gender and disability Focal Points capacitated in gender disability mainstreaming and sensitivity programmes. Develop and communicate strategies to meet approved targets. Develop Guidelines for Simultaneous Mainstreaming on HIVAIDS, Gender, Youth, and Disability. -Develop a DVD of the above. Consulted with WC, EC, NC, NW, KZN and FS on the draft document for Youth Development in the PS. The PS Management Week circular was sent to depts and posted on the website. Review of the learning materials that were developed by PALAMA to capacitate Disability Focal Points. A partnership was developed with UNFPA for capacity building on gender.
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Output 3 Business processes, systems, decision
rights and accountability management
Metric Indicators Baseline Targets Projects Progress on key activities
PERSAL functionality PERSAL clean-up N/A TBD Development and approval of a strategy and manual to guide the clean-up exercise Commence with implementation Persal data clean up strategy developed
Organisational Design OD Capacity developed at Provincial and National Departments TBD 100 Development Implementation of the OD Training module over the 4 year period Develop and implement OD Training module to build capacity in departments and provinces The first project team meeting with the Director-General of Basic Education is scheduled for 02 September 2010, and the meeting with the Director-General of Higher Education and Training is scheduled for 07 September 2010. A project plan is available and will be consulted with the national Department of Health (NDOH) The DPSA is still awaiting a response from the national Department of Health on the MPSAs letter of 25 June 2010, to kick-start the project.
Generic Sector structures developed and properly regulated 95 Social Dev. 45 Health structures developed 100 for all targeted sectors including Ministries and OTP's. Development of Sector Generic Structures for Education, Health and Social Development Assisted Mpumulanga Dept of Health in the development of their organisational structure. Currently working with national health to extend
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Output 3 Business processes, systems, decision
rights and accountability management
Metric Indicators Baseline Targets Projects Progress on key activities
SITA effectiveness Effective and efficient functioning of SITA Low customer satisfaction 61 Customer satisfaction at 80 Finalisation of the turn around strategy and commence with implementation New appointments to the board approved by Cabinet. Acting CEO was appointed. Draft turnaround strategy to be finalised by the board
HR Systems IFMSHR module implemented in DPSA and Free State Dept of Education No dedicated HR system HR module implemented in DPSA and Free State Dept of Education Finalise generic template and DPSA implementation, including business blueprinting, testing, training of users, data migration for DPSA. Commence with Free State Dept of Education implementation Generic template and DPSA 75 completed. Testing has commenced.
HR Connect implemented in all departments HR Connect implemented in 73 depts All dept linked to HR Connect and annual reports produced HR Connect implemented in 50 additional departments National and Provincial depts identified and currently signing MOUs with depts
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Output 4 Corruption tackled effectively
Metric Indicator Baseline Target Projects Progress on Key Activities
Anti-corruption Capacity Anti-corruption Capacity Established Limited 80 Establishment of anti- corruption capacity to address prevention, awareness, investigation and conducting hearings NT to lead a multi-agency initiative to tackle corruption in procurement focusing on identification and prevention and dpsa to support as part of the disciplinary processes Development within the IFMSHR a feature to capture financial disclosure forms and other corruption data BUSA training programme commenced in July in Mpumalanga Gauteng Draft Public Sector Integrity Management Framework Draft Public Service Pledge developed Concept document for international anti-corruption day celebration developed for consultation with the NACF Communications meeting planned with GCIS, SARS to develop and roll-out communication campaign IFMSHR module has been designed to include the capturing of financial disclosure forms and to track disciplinary cases linked to corruption.
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Output 4 Corruption tackled effectively
Metric Indicator Baseline Target Projects Progress on Key Activities
Coordinated implementation of the Resolutions of the 3rd Anti-corruption Summit Resolutions report Resolutions implemented Public sector input developed The Input was presented at the NACF workshop held in April 2010.
Level of compliance with international and regional instruments Finalization of the draft Phase 2 Report Attendance and participation in the OECD Working Group meeting Approval and publication of the Phase 2 Report Development of the Action Plan for the Phase 2 Report Workshops with OECD core delegation Implementation of the Action Plan Position paper regarding the Implementation Review Group Attendance and participation in the Implementation Review Group The Phase 2 Report was approved by the OECD Working Group on Bribery in International Business Transactions The draft Action Plan is currently being developed The first meeting of the Implementation Review Group took place in Vienna, South Africa will undergo review in the next year.
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Output 5 Labour Relations and Remuneration
Management
Metric Indicator Baseline Target Projects Progress on Key Activities
Labour relations and remuneration management Successful conclusion of negotiations Collective agreements on wage increase for the public service for 2010/11 and 2011/12 to 2013/14 signed and implemented Develop and cost employer offer Obtain Mandate, table employers offer in PSCBC, negotiate the settlement and Implement Salary negotiations for 2010/11 have commenced. Labour has declared a dispute and embarked on a one day national strike.
Effective and efficient bargaining structures and procedures for the Public Service Councils have never undergone review since inception 10 years ago. Employer structures operate in ad-hoc fashion and uncoordinated which allow for vacuums in institutional memory Review of the Collective Bargaining structures and procedures and develop a set of recommendations to take forward. Review of bargaining structures and develop a set of recommendations Employer strategic session to review the status quo of bargaining structures and develop new proposals took place in this quarter.
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Output 5 Labour Relations and Remuneration
Management
Metric Indicator Baseline Target Projects Progress on Key Activities
Number of OSDs fully implemented and impact of OSDs assessed All the OSD resolutions emanating from PSCBC Resolution 1 of 2007 have been signed and in the implementation phase, except for the OSD for Medical Therapeutic Services 100 of OSDs emanating from PSCBC Resolution 1 of 2007 implemented Finalise the implementation of all OSDs, including phase 1 and phase 2 Resolutions on all OSDs have been concluded except for the OSD for Health Therapeutic Services. Fully implemented the OSDs for Nurses, Educators and Social Workers. Work on other OSDs is progressing as planned
Report on review of housing allowance Current allowance of R500 for levels 1-10 tbd Produce report on Review Housing Allowance to encourage home ownership in the Public Service Analysis of commissioned research report Analysis of housing allowance to encourage home ownership in the public service report conducted and summary and recommendations approved DG. Terms of reference for study has been developed. Service Provider appointed to conduct feasibility study.
Revised policy on the Long Service Recognition System.  Revised policy on the Night Shift Allowance Develop and cost proposals. Consult with the relevant stakeholders including National Treasury. The research reports on revised policy on the long service recognition system were discussed internally. National Treasury was consulted. Mandate documents were updated to reflect 2010 adjustment in night shift allowance and to recalculate cost of proposals
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Output 5 Labour Relations and Remuneration
Management
Metric Indicator Baseline Target Projects Progress on Key Activities
Development of a seamless exit process from government departments to the GEPF It takes between 2-4 months for exited employees to receive pension payout. Shorten the waiting period of exit cases to at least 30 days from day of exit /death from the public service Drafting of terms of reference and conduct survey, including collection of data from stakeholders and the GEPF Questionnaire/Tool for survey is being developed to assess strengths and departmental challenges. An inter-departmental team comprising of GEPF and the DPSA has been established to conduct survey.
Efficient management of sick leave improved Excessive utilisation of normal sick leave Improvement in the management of sick leave Conduct departmental surveys Specifications to extract data from PERSAL are being developed.
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Output 6 Leveraging ICT as strategic resource
and enabler
Metric Indicator Baseline Target Projects Progress on Key Activities
Master plan for IT in Government No master plan Shared Services Architecture and designs developed Publish and award tender for shared services architecture. A tender has been published awarded for the design of a shared services architecture.
Adoption of IT Security policy to mitigate risks in Government Draft Framework available Proposal for Information Security Governance Framework developed Information Security Governance Framework developed ,User and operations policies published. The draft information security policies have been circulated to all national and provincial departments. Comments are being received from depts.
Development of Public Key Infrastructure (PKI) strategy No PKI strategy Developed PKI strategy for public service. Publish TOR for service provider to facilitate internal development workshop. A tender has been awarded The workshop is scheduled to be held on 22-23 August 2010.
Report on ICT Expenditure Patterns in the Public Service ICT expenditure review report available -Expenditure review and cost saving initiatives identified -Standard Chart of accounts for IT expenditure in the public service developed Identify expenditure patterns and distribute findings to all National and Provincial Departments. Report was completed and circulated to all departments for comment . Cabinet memorandum has been drafted in order to inform cabinet that the review has been completed and to table the final report and request approval to implement the cost saving initiatives identified.
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Output 6 Leveraging ICT as strategic resource
and enabler
Metric Indicator Baseline Target Projects Progress on Key Activities
Improvement of Frontline Service 23 Thusong centres connected 100 Thusong centres connected to Local Area Network (LAN). 50 Thusong centres connected to LAN The LAN Cabling Tender was awarded by SITA
Green IT Policy Document No government policy Policy developed and implemented Development of draft Policy for consultation and final adoption TOR developed and Service Providers invited to provide proposals.
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Output 7 Enhancing good governance nationally
and internationally
Metric Indicator Baseline Target Projects Progress on Key Activities
Monitoring and Evaluation across government Level of performance in the public service Public Management watch system does not have indicators measuring service delivery Service delivery related indicators developed and implemented Indicators on the public management watch (PMW) expanded TOR for first evaluation developed. Project plans developed for implementation in 3 Premiers office.
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Output 7 Enhancing good governance nationally
and internationally
Metric Indicator Baseline Target Projects Progress on Key Activities
Monitoring and Evaluation across government ME Policy and Implementation Support to departments ME Framework The Framework Implemented ME Policy Implementation Plan approved Draft ME implementation plan developed
Level of usage of ME Guidelines Draft Guidelines ME Guidelines implemented Guidelines developed Guidelines and Glossary of terms developed Draft stakeholder needs analysis plan developed Draft stakeholder Participation Guideline revised.
Level of implementation of the Capacity Development Plan ME Capacity Development Plan still in a draft ME Capacity Development Plan ME Capacity development Plan approved Draft ME Capacity Development Plan revised. 23 officials from different branches were trained on the Introduction to ME facilitated by PALAMA
Level of implementation of the Compliance module of ME System None Compliance module of ME system operational Implementation plan approved   System developed Plans approved and system developed and is at testing and population phase
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Output 7 Enhancing good governance nationally
and internationally
Metric Indicator Baseline Target Projects Progress on Key Activities
Participatory governance Level implementation of the APRM National Programme of Action Self-Assessment and Progress Reports available 2nd Annual Progress Report Re-launched PGCs in the remaining 4 provinces plus revisiting of 5 provinces for update Re-launched PGCs in the Free State, Northern Cape, KwaZulu Natal, Western Cape and Limpopo. Reactivated PGCs Limpopo, Northern Cape and KwaZulu Natal.
International Public Administration and governance initiatives DRC Census Project completed Assist DRC with roll out of census project Assistance is given on an ongoing basis through one official on a full time basis and oversight by a CD one week per month
Facilitation and coordination of the Implementation of the Continental Capacity Development Programme Coordinate and facilitate the convening of the continental Steering Committee Submitted report on CCDP in the fourth champions meeting held in Kenya. MPSA represented at the West Central and North Africa officials' workshop
Level of facilitation and coordination of the Implementation of AAPSIA Coordinate and facilitate implementation of the marketing strategy In April 2010 submitted a report on AAPSIA in the fourth champions meeting held in Nairobi, Kenya AAPSIA Marketing in West, East and Southern Africa facilitated. APSIA Adjudication preparatory process facilitated
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