Title: Accelerated and Shared Growth
1- Accelerated and Shared GrowthSouth Africa
(ASGI-SA) - The Public Service Response Progress Report
- 5 September 2007
2Outline of Presentation
- AsgiSA update
- Public Service focus
- Education and Skills
- HR Connect
- HRD Strategic Framework
- Capacity assessments
- Single Public Service
3AsgiSA update
- Some of key objectives of ASGI-SA are to achieve
the following- - i) Grow the economy by 6 per year by 2010
- ii) Reduce unemployment by half by 2014
- iii) Reduce poverty by half by 2014
-
4AsgiSA update
- To achieve its objectives ASGI-SA will need to
address the - following key constraints in the economy-
- The relative volatility of the currency
- The cost, efficiency and capacity of the national
logistics systems - Shortages of suitably skilled labour
- Barriers to entry, limits to competition
- The regulatory environment
- Deficiencies in state organisation, capacity and
leadership -
5AsgiSA update
- The following broad policy areas have been
identified as main pillars for ASGI-SA to
accelerate economic growth- - Macroeconomic Issues
- Infrastructure Investment
- Education and Skills Development
- Industrial and Sector Strategies
- Second Economy Initiatives
- Governance and State Capacity Issues
6AsgiSA update
- MACROECONOMIC ISSUES
- GDP growth of 4,9 percent for 2006, averaging
about 5.1 percent a year over the medium term - A main budget surplus of 0.3 percent in 2006/07
and 0.6 percent in 2007/08 - The gap between budget allocations and actual
expenditure is narrowing - The percentage of capital projects behind
schedule fell from 14,5 to 4 in 2006
7AsgiSA update
- INFRASTRUCTURE INVESTMENT
- Fixed investment reached 18,7 of the GDP in the
third quarter of 2006 - Overall public sector infrastructure expenditure
increased by 15,8 per between 2003/04 and
2006/07. - In the current MTEF, R 409.7 billion has been set
aside for infrastructure projects and 37 of the
total budget will be spent by SOEs. - SOEs will spend this budget on power generation,
transmission and distribution, port, rail and
pipelines.
8AsgiSA update
- Construction has started on Phase One of the
Gautrain and about 58 800 direct jobs will be
created - The 2006 Budget allocated R 3 billion for stadium
construction and R2.4 billion transport
infrastructure. - A further R9.5 billion was announced in the MTEF,
half for building five new stadiums and upgrade
five existing ones. - About R15 billion is earmarked for EPWP for the
next five years and pilot programmes created 47
530 jobs in 2005/06
9AsgiSA update
- EDUCATION AND SKILLS DEVELOPMENT
- School Quality Improvement and Development
Strategy to improve quality of teaching in
poorest primary schools - 6000 schools will receive indigenous language
material to improve literacy. - The programme also targets teacher training and
development in Maths, Science and Technology
skills. - Increase the number of learners passing Maths and
Science in higher grades from previously
disadvantaged groups.
10AsgiSA update
- The following professions has been identified
JIPSA as requiring urgent attention for growing
the economy- - High level planning and engineering skills
- Town and regional planners
- Engineers and technologists
- Artisans
- Mathematics, Science and ICT in schools
- Planning and management skills for the public
education and healthcare systems. - Cross-cutting skills in project management, ICTs
finance and ABET.
11AsgiSA update
- JIPSA has set a target of 1000 additional
engineers per year over the next four years. - Increase the number of architects by 30 to 35
and the number of surveyors by 65 in a long
term. - JIPSA has also set a target to train 50 000
artisans over the next four years.
12AsgiSA update
- SECOND ECONOMY
- Infrastructure maintenance and construction have
created around 70 000 full-time jobs - ECD and Home-based care systems should create
72 000 permanent jobs and 205 000 part-time jobs
by the end of 2007. - Working for Water has created 27 000 short term
jobs - UYF has JOBS database which currently places 500
people a year and would expand to 2000 in the
future.
13AsgiSA update
- GOVERNANCE AND STATE CAPACITY ISSUES
- Marked acceleration of service delivery by
deploying scarce skills - Signing performance agreements and filling of
critical posts - Improved financial viability
- New ward committees and engagements through
Presidential Imbizo Programme.
14Public Service focus
- Education and skills
- HR Connect
- HRD Strategy
- Capacity assessments
- Single Public Service
15Education and skills
- Growth envisaged through AsgiSA depends in part
on resolving the shortage of suitably skilled
labour - Thus a number of medium long term interventions
identified - Build a strong foundation in public schooling
- Focus on areas of greater priority in tertiary
education training - Initiate improve work-based training programmes
scarce skills initiatives - Jipsa to coordinate strengthen activities
16Proposed measures aimed at closing the skills gap
in the PS
- Four measures for implementation
- Supporting the flow of talent into the PS
- Building a developmental ethos in the PS
- Coordination strategic focusing of resources
- Improving systems processes
17Supporting the Flow of talent
- (Re) orientation and induction programmes for
newly recruited public servants to introduce them
to developmental states ethos. - Intensification of Internships to reduce graduate
unemployment to introduce graduates to the
public sector ethos. - Intensification of 18.1 and 18.2 learnerships to
provide career pathing and employment
opportunities for the unemployed and under
qualified. - Development of linkages with the private sector
for revolving door, secondments other
mechanisms to enable flows of personnel between
private public sectors to gain experience - Build on current international exchange
programmes capacity building international
programmes
18Building a developmental ethos
- Norms Standards for an integrated public
service so that mobility between the spheres is
facilitated - Evolution of a learning culture that supports on
the job training knowledge sharing within
communities of practice - Development of a cadre of line managers who
embody skills development principles in their
management style approach and which forms part
of their KPA. - Provision of focused, short term training for
selected employees or occupations to assist them
in working within a developmental state - Strategic frameworks policies to help the
different layers of management in all spheres of
Gov. to work towards a common goal
19Coordination strategic focusing of resources
- Targeted partnerships with private sector service
providers as a temporary measure to fill
immediate skills gaps - Designated mechanism/body to facilitate
relationship between private sector suppliers
public sector users of training services - Establish structure for HEI government to work
more closely towards meeting public sector
training needs - Establish a training facility providing bridging
skills for professionals without public service
experience to provide them with easier entry in
to the PS.
20Improving systems processes
- Bring HRM HRD functions into closer cooperation
so that recruitment, promotion career
development activities are linked to skills
development planning. - Public sector-wide database located in a central
department for the purpose of storing analysing
training information as well as for modeling
forecasting - Improved monitoring by prescribing standards for
recording training expenditure. - Prescribed standards for the capture of
information on traing so that its impact can be
monitored over time - Departments to give particular attention to
quality assuring the entire skills development
process - Skills planning is informed by overarching
planning systems oriented to the developmental
state.
21HR Connect
- Requirements to manage Human Capital Development
- Competence Profiles of People and Posts
- Ability to
- Compare two Profiles same reference language
- Refer to Standardised (National/International)
Framework - Manage Process that addresses the difference
- High priority on skills transfer and self
sustainability - Buy-in from all stakeholders to ensure continuous
participation
22How is HR Connect different?
- First time Government departments have worked
together on a cross-government skills agenda - Significant move towards a Government demand-led
approach - Strong framework for delivery in which the
Government and its agencies work together - Determination underpinned by political and legal
mandates to deliver on a demanding change agenda.
23Progress
- Job profile for 20 departments related to the
Organising Framework of Occupations (OFO)
developed. - Held 12 workshops totaling almost 300 person
training days (PTD) to - generate the occupational, job and competence
profiles of jobs in the various Departments - assist Departments in documenting and mapping
posts to employees and cleaning up their
organogram and - build capacity in terms of the processes
required to manage Human Capital Development. - Data quality issues still persist
- Web enablement of the system completed
- Web interface to be completed end July 2007
- Web system demonstrated to participating
departments 26 July 2007 - Web enablement and further customization of the
system in terms of lessons learned and
departmental inputs is continuing until mid
August 2007
24HRD Strategy for the Public Service
- Targeted capacity building initiatives skills
development - Strong organisational support initiatives
- Accountability through governance structures
- Aligned to economic growth and development
initiatives at all spheres of government - Monitoring Evaluation
- Annual performance reporting
- Policies utilisation of the 1 personnel
budget ABET for the PS Learning Frameworks RPL
in the PS
25A VISION FOR HRD
A dedicated, responsive and productive Public
Service
BUILDING HUMAN CAPITAL FOR HIGH PERFORMANCE AND
ENHANCED SERVICE DELIVERY
Fostering HEI FETC Partnerships
Mobilization of management support
Utilization of the strategic role of SETAs
Responsiveness to Millennium Development Goals
E-Learning for the Public Service
Career Planning Talent Management
Values, Ethics Professional Code of Practice
Promoting integrated inter-sectoral approaches
to developmental priorities
A National Public Service Academy
Managing Employee Health Wellness
Promoting HR Learning Networks
Capacity building to promote success of
Industrial Economic Plans
Promoting Learnerships, Internships Traineeships
Ensuring adequacy of Physical Human resources
facilities
Managing Effectiveness of Communication
A more strategic role for professional bodies
Promoting appropriate Org. Structure for HRD
Awareness promotion of growth development
initiatives
Fostering Effective Monitoring, Evaluation
Impact Analysis
Leadership Management Development Strategies
Performance Management Development Systems
Integrating NEPAD, AU, Regional Global
Programmes
Managing HRD Policy Planning Frameworks
Guidelines
Integrated ABET framework
Knowledge Information Management
Strengthening Systems for Workplace Learning
HR Planning - Supply Demand Management
Strengthening aligning governance roles in HRD
ASGISA, JIPSA, EPWP, PGDP, IDPs
CAPACITY BUILDING INITIATIVES
ORGANIZATIONAL SUPPORT INITIATIVES
GOVERNANCE INSTITUTIONAL DEV. INITIATIVES
ECONOMIC GROWTH DEVELOPMENT INITIATIVES
1
2
3
4
4 KEY PILLARS FOR HIGH PERFORMANCE IN THE PUBLIC
SERVICE THROUGH HRD
Responding to needs of designated groups (women
disabilities
Focus on all Performa levels of employment
Building learning communities organizations
Continuity through all spheres of government
Recognizing contextual differences
Maintaining a performance focus
Responding to sectoral differences
Promoting the agenda of development
Cohesiveness Integration
Flexibility and adaptability
10 CORE PRINCIPLES INFORMING IMPLEMENTATIONOF HRD
STRATEGY
LEGISLATIVE FRAMEWORK AS A FOUNDATION
26Progress
- Presentation to Cabinet in September 2007.
- Launch of HRDS in November 2007
- Pilot in a provincial department dpsa
- Roll out in 27 departments proposed in November
January 2008. - Simultaneous roll out in all departments in
January March 2008. - All departments to have an annual HRD
implementation plan for 2008/2009 FY.
27Capacity assessments
- GA Cluster conducted assessments of the capacity
of government to implement ASGI-SA initiatives - Freight handling in the Durban-Gauteng Corridor
- Public transport
- Micro-lending (MAFISA and SAMAF)
- Licencing processes at DME
- Vulindlela analyses
- Key governance challenges and lessons lifted from
each study for discussion at Cabinet Makgotla
28Capacity assessments
- Durban-Gauteng Corridor
- Interoperability of ICT systems
- Integration of planning of three spheres and SOEs
- Processing of Environmental Impact Assessments
caused delays - Supply chain management processes caused delays
- SETAs should be more proactive in developing the
required skills - Ageing workforce
- Public transport
- Need for greater delegation of powers and
functions and funding - Bureaucratic processes (eg granting licences)
were slow - Contract management (eg bus subsidies) should be
strengthened - Capacity in Transport department should be
strengthened
29Capacity assessments
- Micro-lending
- SAMAF South African Micro-Finance Apex Fund
(dti) - MAFISA Micro-Agricultural Finance Scheme of SA
(Agriculture) - Both launched in 2006 to provide credit services
to the poor - Both underestimated the enormous demand for their
services - Various challenges emerged from the study
- Clients of schemes found paperwork challenging
- Promoters of schemes did not have financial
skills - Both needed monitoring and evaluation systems
- Existing staff required training
- Licencing processes at DME
- Legislation set deadline and applications spiked
- Bottlenecks caused delays
- Some staff overloaded
- Re-engineering of systems not required as flow of
applications normalised
30Capacity assessments
- Vulindlela analyses
- Challenges
- Departments organisational structures out of
date (inflates vacancy rates) - Departments experiencing difficulty in recruiting
and retaining professionals - Job-hopping in the public service caused by
differing application of the job evaluation
system - Working environment (facilities, equipment,
management) often a push factor - Application of the performance management system
uneven - Recommendations
- Executive authorities must consult MPSA when
restructuring - Create a special remuneration dispensation for
professionals - Institute Public Management Watch to monitor HR
utilisation - Create coordination mechanism for uniform
application of the JE system - Institute system of exit interviews to determine
reasons for terminations
31The Single Public Service
- AsgiSA and Second Economy initiatives require a
re-engineered public service - Innovation and new way of thinking to ensure
seamless service delivery (including the use of
ICT) - A multi-skilled, flexible, adaptable and
versatile public service which is capable of
implementing its policies - Strong leadership, skills development, public
administration and management reform and
integrated planning - An understanding across all spheres of government
that there is a critical need to better integrate
and share responsibility for service delivery
functions based on cooperative relationships as
enshrined in Ch 3 of the RSA Constitution - A review of regulatory and administrative systems
to ensure better alignment across all three
spheres - Mobilising public servants to become a
revolutionary engine for social change and
service delivery (Batho Pele)
32The Single Public Service
- As part of implementing the Single Public
Service, work is currently proceeding through
various initiatives including - Institutional integration will be facilitated by
Single Public Service legislation - Legislation has been drafted and approved by
Cabinet for consultation purposes - Massive communication and stakeholder engagement
process underway - Access and e-Gov Strategic Frameworks to ensure
co-ordinated and planned approach to the
interface between government and the citizens in
the delivery of services - Human resource practices, remuneration and
conditions of service in all three spheres of
government are being investigated - Investigations will be crafted into common human
resource management norms and standards for the
Single Public Service - Scenarios for the implementation of the Single
Public Service are being costed - Scenario selected will be factored in legislation
before tabling in Parliament next year - Anti-corruption frameworks for the Single Public
Service developed
33Government-wide Access Strategy
- Key features of the Access Strategy include
- Front-office reengineering to create a single
view of government and the modernisation of the
back-office processes and ensuring interoperable
systems - A multi-channel approach, determining which
services can be delivered to citizens by which
channel (service delivery vehicle or medium) - The clustering of services into baskets of
services in accordance with the service delivery
needs of citizens (matching the channels and the
services) - Ensuring that services are provided as close as
possible to people, especially in previously
marginalised areas
34Government-wide Access Strategy
- The Access Strategy includes various initiatives
that are aimed at bringing government closer to
citizens - Thusong Service Centres These are one stop,
integrated community centres which provide access
to government services and information. There are
different models of Thusong Centres, for
instance, Urban Malls and mobile services - Geographical Information System The system will
identify the current location of service points
in relation to where citizens are located and it
will assist in the development of service
delivery spatial plans for government - Community Development Workers - They are special
public servants who are trained to visit
communities and households in sustained efforts
to determine what services are needed and to
assist people to access government programmes and
services
35e-Government
- The e-Government Strategy advocates front-end and
back-end integration - Batho Pele Gateway Portal This is a
government-wide web-enabled portal that provides
a single view of government services and which
provides information about such services readily
available in all 11 official languages - Batho Pele Gateway Call Centre This call centre
provides a toll free number and is staffed by
agents who are able to assist people to access
information about government services - Citizen Relations Portal is a government-wide
web-based system for people to communicate and
interact with government on various matters, via
a single point of entry using a range of
technological communication channels, for
example, SMS messages, Internet, emails,
telephone calls and facsimiles.
36Siyabonga