ESSENTIAL PRIORITY

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INTRODUCTION

1. ESSENTIAL PRIORITY
2. PRINCIPLES, GUIDELINES PRESCRIPTIONS

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INTRODUCTION CONTINUED

• PRIORITY AREAS
• 3.1 RESTRUCTURING
• 3.2 INSTITUTION BUILDING
• 3.3 REPRESENTIVITY AFFIRMATIVE ACTION
• 3.4 MEETING BASIC NEEDS REDRESS PAST
  IMBALANCES
• 3.5 DEMOCRATISATION OF THE STATE
• 3.6 HUMAN RESOURCE DEVELOPMENT
• 3.7 EMPLOYMENT CONDITIONS AND LABOUR RELATIONS
• 3.8 PROMOTION OF A PROFESSIONAL SERVICE ETHOS

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SYNOPSIS OF GUIDING TRANSFORMATION POLICY

• REDRESS PAST IMBALANCES
• SETTING OF GOALS TARGETS
• PROFESSIONAL ETHOS WORK ETHICS
• ORGANISATIONAL RESTRUCTURE
• INTERNAL SYSTEMS
• REPRESENTATIVENESS
• SERVICE EXCELLENCE CUSTOMER
  SATISFACTION
• EDUCATION, TRAINING DEVELOPMENT

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IMPEDEMENTS TO TRANSFORMATION

• HISTORICAL LEGACY
• EXPECTATION OVERLOAD
• LACK OF CO-ORDINATION
• PENETRATION

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1 HISTORICAL LEGACY

• UNREPRESENTATIVE OF SA POPULATION
• RULE BOUND
• IDEOLOGY
• FEAR UNCERTAINTY

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2 EXPECTATION OVERLOAD

• GREAT EXPECTATIONS
• CONTINUOUS PROCESS OF TRANSFORMATION
• IMPATIENCE
• ANXIETY FRUSTRATION

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3 LACK OF CO-ORDINATION PENETRATION

• DISPERSED AREAS OF DEPARTMENT
• ADEQUATE SERVICES TO MARGINALISED COMMUNITIES

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TRANSFORMATION STRATEGIES PROCESSES HUMAN
RESOURCES POLICY PRACTICE

• REPRESENTATIVENESS
• DIVERSITY

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RECRUITMENT QUALIFICATIONS PROMOTIONS

• OPEN COMPETITION
• SELECTION ON MERIT
• HEAD HUNTING

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PROGRESS REGARDING HR POLICY

• RECRUITMENT POLICY APPROVED
• EXIT INTERVIEW
• INTERVIEW ASSESSMENT TOOL APPROVED
• NEW EVALUATION SYSTEM

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PROGRAMME FOR AFFIRMATIVE ACTION STATEMENT
REGARDING FILLING OF POSTS VARIOUS POPULATION
GROUPS(AS ON 30 JUNE 2002 )

• Department of Home Affairs and Government
  Printing Works

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ESTABLISHMENT STATUSPROGRAMME FOR AFFIRMATIVE
ACTION RACE RATIODepartment of Home Affairs
including Government Printing Works
RACE RATIO AS AT 7 NOVEMBER 1994
RACE RATIO AS AT 30 JUNE 2002
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ESTABLISHMENT STATUSPROGRAMME FOR AFFIRMATIVE
ACTION GENDER RATIODepartment of Home Affairs
including Government Printing Works
GENDER RATIO AS AT 13 JUNE 1996
GENDER RATIO AS AT 30 JUNE 2002
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PERSONNEL COMPOSITION 30 JUNE 2002RACE RATIO
SUMMARY FOR SENIOR MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT
PRINTING WORKS)
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PERSONNEL COMPOSITION 30 JUNE 2002RACE RATIO
SUMMARY FOR MIDDLE MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT
PRINTING WORKS)
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PERSONNEL COMPOSITION 30 JUNE 2002RACE RATIO
SUMMARY FOR JUNIOR MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT
PRINTING WORKS)
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PERSONNEL COMPOSITION 30 JUNE 2002RACE RATIO
SUMMARY
DEPARTMENT OF HOME AFFAIRS
GOVERNMENT PRINTING WORKS
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PERSONNEL COMPOSITION 30 JUNE 2002GENDER RATIO
SUMMARY FOR SENIOR MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT
PRINTING WORKS)
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PERSONNEL COMPOSITION 30 JUNE 2002GENDER RATIO
SUMMARY FOR MIDDLE MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT
PRINTING WORKS)
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PERSONNEL COMPOSITION 30 JUNE 2002GENDER RATIO
SUMMARY FOR JUNIOR MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT
PRINTING WORKS)
GOVERNMENT PRINTING WORKS
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DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT
PRINTING WORKS) PERSONNEL COMPOSITION 30 JUNE
2002 SUMMARY
MANAGEMENT COMPOSITION
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DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT
PRINTING WORKS) PERSONNEL COMPOSITION 30 JUNE
2002 SUMMARY
MANAGEMENT COMPOSITION
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The National Department of Home Affairs has set
the following targets to be achieved by the year
2005. The targets are based on the current staff
complement and the demographics of the whole
country where the Department renders a service.
Also the 2002 Labour Force Survey from Statistics
South Africa were taken into consideration
Of which 60 of management should be black and
30 of senior and middle management should be
female.
26

THE FOLLOWING IS THE ACTUAL SITUATION AND
VARIATIONS IN TERMS OF PERCENTAGES IN THE
DEPARTMENT OF HOME AFFAIRS
Colour Variations Under Representation Red Over
Representation Green
27

The following is a suggested projection of the
targets
The suggested projections have been divided by
the complete staff establishment (7499) to get
percentages.
28

The graphs below will show in which levels are
the different race groups under-represented or
over-represented in the Department and what will
be done to correct the situation in each level.
There are presently six Chief Director posts, of
which three are filled and three are vacant. From
the graph above, it is clear that there are no
females of all races on the level of Chief
Director. The Departments Employment Equity Plan
will therefore strive to fill vacancies on this
level with females (both Black and White).
29

On the level of Director, there is an
under-representation of Black females in the
Department. Therefore, when posts are to be
filled, preference will have to be given to
Indian and Coloured females, who are not
represented at all on this level. Black males are
over-represented on this level and therefore,
Black females will be given preference.
30

From the graph above, both Black and White males
are over-represented at the level of Deputy
Director. They make up 42 and 26 respectively,
of the total number of Deputy Directors of the
Department. African females, Coloured females and
Indian females will be given preference when
posts on this level are advertised.
31

On the level of Assistant Director, Black males,
White males and White females are over
represented. Black females, which include
Indians, Coloureds and Africans, only make up 14
of the 121 Assistant Directors in the Department.
Therefore, when posts on this level are to be
filled, Black females should be given preference.
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PROGRESS IN LABOUR RELATIONS

• AGREEMENTS REACHED
• OVER 100 CHAIRPERSONS DEPT REPS TRAINED
• DECREASING LEVELS OF SERIOUS MISCONDUCT
• LOW MORALE CLIMATE STUDY
• UNISA
• ANALYSIS OF DATA

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HUMAN RESOURCES DEVELOPMENT

• STRATEGIC LINK TO BROADER PROCESS OF
  TRANSFORMATION
• STRATEGICALLY PLANNED AND EFFECTIVELY
  RESOURCED
• EFFECTIVELY ORGANISED
• FLEXIBLE AND DECENTRALISED
• BROAD PARTICIPATION
• PROMOTE ACCESS
• EMPOWER PREVIOUSLY DISADVANTAGED
• DEMAND LED, NEEDS BASED

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TRAINING INTERVENTIONS March 2001 to February
2002
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TRAINING INTERVENTIONS March 2001 to February
2002 (Continued)
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TRAINING INTERVENTIONS March 2001 to February
2002 (Continued)
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