OCCUPATIONAL SPECIFIC DISPENSATION

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OCCUPATIONAL SPECIFIC DISPENSATION
Portfolio Committee Presented by CDC Corporate
Services Date 2008
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CONTENT

• Purpose
• Background
• General Principles of OSD
• OSD for Correctional Officers
• Nursing OSD
• Social Workers OSD
• Legal Services OSD
• Educators OSD
• Financial implications

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PURPOSE

• The purpose of this presentation is to provide a
  progress report on
• Development of the OSD for Correctional Officers
• The participation in the development and
  implementation of the OSDs for other
  occupational categories in the DCS

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BACKGROUND

• Public Service Coordinating Bargaining Council
  (PSCBC) Resolution 1 of 2007 provides for the
  development and implementation of occupational
  dispensations for identified occupational
  categories
• Owing to the nature of DCS business, all the
  OSDs referred to in the Resolution are
  applicable to the Department
• DCS is responsible for the development, of the
  OSD for Correctional Officers
• The role of DCS in the other OSDs includes
  participation in the development and
  implementation for the relevant occupations in
  DCS

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GENERAL PRINCIPLES OF OSD

• A unique salary structure per occupation
• Centrally determined grading structures and broad
  job profiles
• Clear requirements for appointment and promotion
• Improved career pathing opportunities based on
  competencies, experience and performance and
• Meaningful pay progression within the salary
  level.

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OSD FOR CORRECTIONAL OFFICERS

• In terms of paragraph 4.14.3.4 of PSCBC
  Resolution 1 of 2007 a revised salary structure
  shall be implemented in respect of Correctional
  Officers with effect from 1 July 2008.
• The objective of this new salary structure, as
  with all other OSDs for their relevant
  occupations, is to attract and retain skilled
  employees.
• Coincides with the Departments longstanding plan
  to enhance and refine the jobs of Correctional
  Officers in line with the White Paper on
  Corrections and improve their conditions of
  service

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PROGRESS OSD FOR CORRECTIONAL OFFICERS

• An OSD structure with three streams has been
  developed and approved. The three streams are
• Security
• Corrections
• Social Reintegration
• Job descriptions and grading of the jobs for the
  different work streams have been done
• Draft career pathing framework has been developed
  and is being refined (see below)
• Regions in process of updating and collating
  qualification and experience information on the
  Personnel and Salary Administration System
  (PERSAL) for use in the conversion process
• Continuous consultation with Unions in
  multilateral meetings

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CAREER PATH FOR SECURITY, CORRECTIONS AND
COMMUNITY CORRECTIONS
Head Correctional Centre
Head Community Corrections
Centre Coordinator Corrections
Centre Coordinator Security Management
Reintegration Manager
Senior Reintegration Officer
Security Manager
Unit Manager
Case Management Supervisor
Senior Security Officer
Reintegration Officer
Security Officer
Case Officer
Community Profiling Officer
Integrated Security Officer
ASSESSMENT
Trainee
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OSD FOR CORRECTIONAL OFFICERS

• Aims to
• Elevate those correctional officers working
  directly with the offenders
• Provide a clear professional career ladder for
  security, corrections (including community
  corrections) officers
• Incorporate discipline and performance as a
  requirement for advancement
• Provide a meaningful increase in the overall
  package of Correctional Officers and limit
  payment of weekend overtime
• Reduce the number of notches in the salary levels
  and thus allow Correctional Officers the
  opportunity for meaningful (greater increases in
  salary) grade progression

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OSD FOR CORRECTIONAL OFFICERS

• Also aims to
• Allow for the more rapid development of para
  professionals in corrections from amongst
  experienced members.
• Supports the process of organisational
  realignment whereby the structure supports the
  functions that are performed at correctional
  centres
• Introduces a team approach and management
  structures to enhance control and ensure that the
  correctional officer becomes a team player and
  there is more accountability within a smaller
  unit

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DEVELOPMENT OF THE FRAMEWORK INCLUDES

• Appointment requirements in line with more
  professional Correctional officers
• Remuneration structure, including number of
  notches and percentages
• Progression to higher levels where this will
  require a post promotion or a rank promotion
• Frequency of pay progression Accelerated
  progression for those who perform better e.g.
  where it may take an average performer 10 years
  to move to a higher rank, it may take a better
  performer half the time.

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OSD FOR NURSES

• Implementation effective date 1 July 2007
• As at 30 April 2008 all nurses who were in
  service on 30 June 2007 were translated in line
  with the Primary Health Care (PHC) stream of the
  Nursing OSD
• A total of 621 Nurses have been translated to the
  Nursing OSD.
• Total of R 27 million spent thus far on
  translations / conversions
• Only outstanding cases are those of Operational
  Managers and some cases which require
  rectification because of incorrect / insufficient
  information provided

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OSD FOR SOCIAL WORKERS

• Implementation date 1 April 2008
• The DCS technical team is participating in the
  development of the OSD framework.
• Framework was submitted to the Mandate Committee
  on 7 May 2008.
• 521 filled Social Worker posts currently in DCS
  out of a total of 773
• Costing has been done for the next 4 years

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OSD FOR LEGAL PROFESSIONALS

• Implementation date 1 July 2007
• Agreement signed in April 2008 with labour
• Implementation directive received
• Total number covered by this OSD 22 out of a
  total of 41 financed posts

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OSD FOR EDUCATORS

• Implementation date 1 January 2008 (school
  based) 1 April 2008 (Office based Educators) 1
  April 2008 (Educator Specialists)
• Signed resolution from Education Labour Relations
  Council (ELRC) only obtained from DPSA on 21
  April 2008 awaiting implementation directive
  from DPSA.
• Due date for the finalisation of the
  implementation directive 30 June 2008
• Total number of Educators to be translated 449
  out of a total of 571 financed posts.

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OSD FOR MEDICAL AND PHARMACISTS

• Implementation date 1 July 2008
• DCS technical team participating in development
  of framework
• Stream created specifically for DCS medical
  personnel
• Total number of filled pharmacist posts (23 out
  of 47 financed posts)
• Total number of filled medical practitioner posts
  (9 out of 19 financed posts)

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FINANCIAL IMPLICATIONS OF OSDS
OCCUPATIONAL CATEGORY BUDGET REQUIRED
NURSING R 27,500,000
SOCIAL WORKERS R 36,959,460
LEGAL PROFESSIONALS R 884,495
MEDICAL PRACTITIONERS R 761,366
PHARMACIST R 959,378
EDUCATION R 18,000,000
CORRECTIONAL OFFICERS R 450,000,000
TOTAL REQUIRED R 535,064,699
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TIMEFRAMES
CATEGORY DATES FOR IMPLEMENTATION ACCORDING TO RESOLUTION AND DCS REVISED TARGET DATES
NURSES I JULY 2007 (STILL BEING IMPLEMENTED IN DCS)
LEGAL 1 JULY 2007 (DCS TARGET DATE JULY 2008)
SOCIAL WORKERS 1 APRIL 2008 (DCS TARGET DATE SEPTEMBER 2008)
EDUCATORS 1 JANUARY AND 1 APRIL 2008 (DCS TARGET DATE OCTOBER 2008)
MEDICAL AND PHARMACISTS 1 JULY 2008 (DCS TARGET DATE UNKNOWN AS THE OSD IS STILL BEING DEVELOPED)
CORRECTIONAL OFFICIALS 1 JULY 2008 (DCS TARGET DATE 1 JULY 2008, HOWEVER THE OSD IS STILL BEING DEVELOPED AND WILL BE DELAYED IF NEGOTIATIONS ARE PROTRACTED)
PSYCHOLOGISTS 1 JULY 2009 (DCS TARGET DATE UNKNOWN AS THE OSD IS STILL BEING DEVELOPED)
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CHALLENGES

• PSCBC Resolution 1 of 2007 has major financial
  implications
• Linking of OSD to 7 day establishment
• Budget shortfalls for implementation of OSD
• Tight timeframes for completion and rollout of
  the OSD
• Envisaged drawn out negotiation period
• Freeing trained Correctional Officers performing
  other duties e.g. HR, Finances etc.

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CONCLUSION

• It is envisaged that the implementation of
  Occupational Specific Dispensation for the
  different Occupational Classes will standardise
  compensation in the public service and curb
  poaching and job hopping.
• Above all of this, the Department of Correctional
  Services still needs to put double its efforts in
  order to change the working environment and the
  image of the Department to that of a professional
  Correctional Service.
• Provides an opportunity to attract and retain
  scarce skills through payment of allowances as
  provided in Resolution 1 of 2007.

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THANK YOU Renewing our Pledge A National
Partnership to Correct, Rehabilitate and
Reintegrate Offenders for a safer and secure
South Africa