Presentation to the Portfolio Committee

1
DPSA MEDIUM TERM BUDGET

• Presentation to the Portfolio Committee
• 2 March 2005

2
Outline of presentation

• Context
• Programmes and projects
• DPSA operational strategy
• DPSA accountability framework
• HR needs for the medium term
• Medium Term Expenditure Framework

3
Context

• Policy framework largely in place
• Strong emphasis on implementation in some cases
  review/evaluation of existing policies
• Need to find ways to enforce implementation of
  DPSA HR policies in departments
• Increased reliance on DPSA for interventions to
  support departments with implementation of HR
  policies
• Frequent requests are on organisational
  structure, employment equity, disciplinary cases
  backlogs and anti-corruption including
  procurement irregularities

4
DPSA programmes

• Administration
• Integrated Human Resources
• Information and Technology Management
• Service Delivery Improvement
• Public Sector Anti-Corruption
• International and African Affairs
• Planning, Monitoring and Evaluation

5
Administration

• Ministry
• Ministers international programme
• UN Committee of Experts
• International Institute of Administrative
  Sciences
• CAPAM
• Community development worker programme
• DGs office
• DPSA leadership of the GA Cluster
• Coordination of management meetings, planning and
  reporting
• Corporate Management
• Legal Services

6
Integrated human resources

• 6 sub-programmes
• Remuneration and Conditions of Service
• Negotiations and Labour Relations
• Employee Health and Wellness
• Employment Practices and Career Management
• Human Resource Development
• Public Service SETA (PSETA)

7
Integrated Human Resources, cont

• Remuneration and Conditions of Service
• Implement the Government Employees Medical Scheme
  (GEMS)
• Implement the Policy on Incapacity Leave and
  Ill-health retirement
• Implement scarce skills strategy
• Implement middle management dispensation
• Review remuneration dispensation of certain
  categories of employee
• Negotiations and Labour Relations
• Implement multi-term wage agreement and
  agreements on macro-benefits
• Implement the Labour Relations Policy in the
  public service

8
Integrated Human Resources, cont

• Employee Health and Wellness
• Implement integrated Health and Wellness
  Programme
• Implement HIV and AIDS communication strategy
• Implement programme of action to mitigate stigma
  in the workplace
• Employment Practices and Career Management
• Review the SMS dispensation
• Implement competency-based HR practices
• Implement HR planning and employment equity
  policies
• Implement compulsory induction programme

9
Integrated Human Resources, cont

• Human Resource Development
• Implement a unified system of public
  administration and management
• Implement public service skills database
• Review capacity to implement governments
  integrated programmes
• Review the Public Service HRD Strategy
• PSETA
• Develop a Sector Skills Plan for the Public
  Service
• Implement section 18(2) learnerships in the
  public service

10
Information and Technology Management

• Development of IT plans in public service
  departments
• Implement enhancement of phase 1 of Batho Pele
  Gateway
• Provide robust infrastructure and content
  management
• Translate portal content
• Increase access to Gateway by rolling out to
  MPCCs
• Develop and implement medium-term policy and
  strategy on e-government

11
Service Delivery Improvement

• Implement Batho Pele Change Management and
  Revitalisation Programmes
• Establish service delivery improvement
  partnerships with selected provinces (IPSP)
• Implement support to post-conflict countries in
  Africa, government departments and provinces
• Implement recommendations of the public entities
  review
• Host annual learning events and publish Service
  Delivery Review

12
Public Sector Anti-Corruption

• Implement decisions of the Public Sector
  Anti-Corruption Summit
• Report on Compliance with the Public Service
  Anti-Corruption Strategy
• Assess of impact of PSACS
• Review sub-sector anti-corruption strategies
• Develop a public sector governance strategy
• Comply with mandatory elements of UN, AU, SADC
  and OECD instruments on anti-corruption

13
International and African Affairs

• Implement bilateral and multilateral agreements
  and partnerships on governance and public
  administration
• Implement Pan-African NEPAD Capacity Development
  Programme
• Implement the African Peer Review Mechanism
• Implement decisions of the 5th Annual Conference
  of Public Service Ministers

14
Planning, Monitoring and Evaluation

• Provide regular and timely reports on the state
  of service delivery and governance of departments
  eg
• Early Warning System
• HR utilisation report
• Provide consolidated information on the impact of
  DPSA and GA programmes
• Contribute to the establishment of the Government
  Wide ME System

15
DPSA operational strategy

• Review of policy where required
• Providing implementation support on request
• Post-conflict African countries
• Provincial administrations and departments
• Monitoring and evaluation of the public service
• Anticipating and intervening where service
  delivery failure
• Monitoring implementation of DPSA programmes by
  departments
• Integrating GA programme of action into
  departmental workplans

16
Accountability framework

• Minister Accountable to Parliament
• Ministers Budget Vote
• Minister and officials report to Portfolio
  Committee
• Annual Reporting
• Minister provides policy guidance to management
• DPSA through Minister reports to GA Cabinet
  Committee on implementation of GA POA
• DPSA must comply with legislation governing the
  public service and labour relations
• Performance management system and performance
  agreements at all levels
• Financial reporting (Early Warning etc)
• Internal audit and risk management

17
Human resource needs

• HR imperatives capacity needs
• Support to DRC, KZN and others places pressure on
  DPSA capacity
• GA POA adds to workload of components
• New focus on the macro-organisation of the state
  (public entities and unified system of public
  administration and management)
• New focus on planning, monitoring and evaluation
• Expansion of anti-corruption and international
  work
• Need to promote representivity in DPSA

18
Representivity at DPSA

Focus area Public service target Mar 2005 DPSA Target March 2005 Status Feb 2005 Deviation
Women in SMS 30 44 41.4 -2.6
Blacks in SMS 75 79 69.2 -9.8
Women levels 9-12 50 42.3 -7.7
Blacks levels 9-12 71 72 1
People with disability 2 2 1.24 -0.76
19
Vacancies at 28/02/05
20
Medium term representivity targets

• .

Focus area Target March 2006 Target March 2007
Women at SMS level 45 48
Blacks at SMS level 80 80
Women levels 9-12 50 50
Blacks levels 9-12 72 73
People with disability 2.5 2.5
21
HR interventions

• Retention and HRD strategies
• Mentoring and coaching aimed at middle and junior
  management
• Succession planning and sustainable pools
• Improving work environment and organisational
  culture
• Learnerships and internships
• Actioning personal development plans of employees

22
MTEF allocations 2005/06 2007/08

• 2005/06 R167,726 m
• R15 million Implementation of restricted
  membership medical aid scheme
• 2006/07 R177,348 m
• R5 million Implementation of restricted
  membership medical scheme
• R4 million Planning, monitoring and
  evaluation
• 2007/08 R184,365 m
• R7 million Planning, monitoring and
  evaluation

23
Economic classification per Programme (2005/06)
24
2004/05 Budget overviews
25
Comparison between 2004/05 and 2005/06
26

• THANK YOU