Annual Report 2004/05

1
Department of Public Service and Administration

• Annual Report 2004/05
• November 2005

2
Outline of presentation

• Overview of DPSA Programmes
• Programme performance
• HR Performance and indicators
• Budget allocation and financial performance

3
DPSA Programmes

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

4
Programme performance
5
Administration

• Ministers regional and international activities
• 3rd Annual meeting of the UN Committee of Experts
• The Need to Revitalise Public Administration as a
  Strategic Action for Human Development
• Visit to India
• Discussions on e-government, human resource
  capacity
• Visit to Brazil
• Discussions on service delivery mechanisms,
  e-government and anti-corruption
• MOU with Democratic Republic of Congo
• Public service census and anti-corruption
  framework

6
Administration

• GA Programme of Action
• Integrated into the work of the Department
• Major projects for dpsa
• Capacity reviews
• Macro-organisation of the state
• Government-wide ME System
• Community Development Worker Programme
• 716 completed learnership in period under review
• Successful study tour to India by 29 CDWs
• National launch planned for 23 November

7
Integrated Human Resources

• Remuneration and Conditions of Service
• Government Employees Medical Scheme (GEMS)
• Cabinet approved registration and implementation
  of a restricted membership medical scheme for
  public service employees
• GEMS registered with effect from 1 January 2005
• Interim Board of Trustees and Principal Officer
  appointed
• Management Policy and Procedure on Incapacity
  Leave and Ill-health Retirement for Public
  Service Employees (PILIR)
• Pilots undertaken in Free State, Correctional
  Services and SAPS
• Cabinet has approved rollout to the public
  service
• Implementation strategy developed

8
Integrated Human Resources

• Remuneration and Conditions of Service
• Coordination of evaluation of transversal jobs in
  the public service
• Benchmark job descriptions for social workers
• Housing allowance (extending allowance to
  tenants) implemented
• Transfer framework to facilitate transfers of
  staff between spheres of government
• Scarce skills framework introduced
• Support to departments in developing strategies
  to address scarce skills
• Foreign Service Dispensation implemented

9
Integrated Human Resources

• Negotiations and Labour Relations
• Negotiations for a multi-term agreement on
  improved salaries and other conditions of service
• Agreement concluded in September 2004
• Salary adjustment of 6.2 with effect from 1 July
  2004
• 2005 and 2006 adjustments to be based on CPIX
  plus 0.4
• Introduction of scarce skills framework
• Review of remuneration of identified categories
  of employee
• Review of certain benefits and allowances
• Labour Relations policy implemented
• Management of excess employees reduced from 13000
  to 5000 by the end of 2004

10
Integrated Human Resources

• Employment Practices and Career Management
• Competency assessment system endorsed by Cabinet
• SMS PMDS reviewed
• SMS Conference held
• SMS Handbook updated
• HIV and AIDS
• Minimum standards for managing HIV and AIDS in
  the public service workplace implemented
• Communication strategy to include print material
• 4th HIV and AIDS Indaba held
• Programme widened focus to encompass health and
  wellness

11
Integrated Human Resources

• Human Resource Development
• Workshops held to facilitate alignment of
  provincial plans and HRD strategies
• Internship and mentorship guides developed
• Public Service Trainers Forum held
• Public Service Sector Education and Training
  Authority (PSETA)
• Application for re-certification made
• Core senior staff recruited
• SAQA accredited the PSETA ETQA
• 11 MOUs signed with other SETA ETQAs
• 2500 unemployed learners registered in different
  transversal learnership programmes
• Sector Skills Plan for 2005-2009 was submitted to
  DoL

12
Information and Technology Management

• Batho Pele Gateway portal
• Phase 1 launched on 3 August 2004
• Various projects aimed at enhancing phase 1
  underway
• Migration to a more robust infrastructure
• Content updates
• Translation of content
• e-IGIS (electronic Inventory of Government
  Information Systems)
• e-IGIS developed and gathers information on IT
  systems and IT projects from national and
  provincial departments

13
Information and Technology Management

• CabEnet
• Phase 1 pilot underway
• Chief Information Officer (CIO) Exchange
• MOU between dpsa and ICT industry is under
  development
• CIO Code of Ethics
• Code under development
• Government Information Technology Officer (GITO)
  Council
• Capacity building for CIOs undertaken
• SITA regulations and procurement
• Consultations underway to finalise the
  regulations
• A new procurement process was developed by SITA

14
Service Delivery Improvement

• Support initiatives
• 24 projects were identified and supported as part
  of the Integrated Provincial Support Programme
  (IPSP)
• Public Management Watch and Red Tape Audit
  supported by the Good Governance Programme
• Review of KZN departments conducted and report
  prepared as part of support to KwaZulu-Natal
  provincial government
• Support to DRC Ministry of Public Services in
  carrying out a census of public servants

15
Service Delivery Improvement

• Macro-organisation of the state
• Policy framework on the governance and
  administration of public sector institutions
  (focusing on national public entities and
  government business enterprises)
• Alternative service delivery
• Framework to guide support interventions
  developed
• Framework for the management of joint programmes
  developed
• Discussion document on the outsourcing of state
  functions developed

16
Service Delivery Improvement

• Batho Pele
• Proposals on revitalisation of Batho Pele adopted
  in August 2004
• Batho Pele Change Management Engagement rolled
  out in the Eastern Cape and Limpopo
• Batho Pele Change Management Toolkit developed
• Red Tape Audit conducted
• Project Khaedu launched
• Sectoral research and analysis
• Research support to the Minister

17
Service Delivery Improvement

• Learning and Knowledge Management
• 3rd Service Delivery Academy in July 2004
• Service Delivery Review published
• Monitoring and evaluation network launched
• Batho Pele Learning Network workshop held
• Human resource learning network revived
• SA Public Management Conversation held
• Database on service delivery improvement projects
  established

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Anti-corruption

• Implementation of the Public Service
  Anti-corruption Strategy consolidated
• Public Service Anti-corruption Training Strategy
  developed
• Visits to provinces conducted to ascertain level
  of compliance with minimum anti-corruption
  standards
• Guidelines and reports published
• Case referral handbook for departments
• Case studies on anti-corruption capacity in
  departments
• Report on compliance with minimum standards
  published

19
Anti-corruption

• Project on the training of judicial officers
  implemented
• Assessment of anti-corruption capacity of
  Correctional Services conducted
• Provided leadership and coordination for the
  public sector planning and preparations for the
  National Anti-corruption Summit held in March
  2005
• Provided support to the public sector
  representatives on the National Anti-corruption
  Forum

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Anti-corruption

• International and regional anti-corruption work
• Deposit of the instrument of ratification of the
  UN Convention against Corruption
• Co-author of the Legislative Guide for the
  implementation of the UN Convention against
  Corruption
• Consultations and preparations for the
  ratification of the AU Convention on Preventing
  and Combating Corruption
• Preparation for SA to accede to the OECD
  Convention on the Bribery of Foreign Officials in
  International Business Transactions
• Assistance to Brazil to organise the 4th Global
  Forum
• Assistance to the DRC to establish an
  anti-corruption framework

21
International and African Affairs

• Regional conference on Re-inventing Government
  hosted (preparatory for 5th Global Forum in
  Korea)
• Supported Minister in her role as chair of the
  Pan-African Ministers of Public Service
  Conference
• Established capacity building programme on public
  sector leadership with UNDESA
• Study on HR practices in Africa conducted
• Major study on donor support to public sector
  reform in Africa conducted
• Planned for the launch of African Management
  Development Institutes Network (AMDIN)

22
International and African Affairs

• Minister nominated as Focal Point for the African
  Peer Review Mechanism in South Africa
• Engaged with APRM secretariat
• Discussions with Chinese Public Sector
  Restructuring and Human Resource Development
• Negotiations with the European Union
• Discussions with the AU Commission and NEPAD on
  the funding of NEPAD programmes

23
Financial management
24
Programme Expenditure for the 2004/05 FY
25
Total Expenditure Comparison for 2003/04 and
2004/05
26
Economic Classification Comparison for 2003/04
and 2004/05
27
Age analysis receivables current
28
Increase in Professional and Special services
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Human resource management(oversight report)
30
HR PERFORMANCE INDICATORS

• Slide refers to Tables 3
• As at 31 March 2005, 254 (77.4) of 328 posts
  were filled.
• The vacancy rate was 22.6 (74 posts)

31
HR PERFORMANCE INDICATORS

• Slide refers to tables 3
• The employment of staff profile per level is as
  reflected in the chart below

32
HR PERFORMANCE INDICATORS

• Challenges to filling vacancies
• people decline employment offers after the
  department has spent at least 2-3 months trying
  to recruit
• Terminations of service 17.6 (41) occur faster
  than filling posts could occur

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HR PERFORMANCE INDICATORS

• Slide refers to tables 4
• Job Evaluation
• 39 jobs were JEd and of the number
• 15 posts were upgraded and
• 2 posts were downgraded
• 17 employees were upgraded
• 10 posts occupied by females and
• 7 posts occupied by males
• 10 employees salary levels exceed the grade
  determined by JE. Five Males and five females, 8
  African and 2 White employees. This was done to
  either attract or retain staff.

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HR PERFORMANCE INDICATORS

• Slide refers to tables 5
• The annual turnover rate was 17.6

35
HR PERFORMANCE INDICATORS

• Slide refers to tables 5
• The annual turnover rate was 17.6

36
HR PERFORMANCE INDICATORS

• Slide refers to tables 5
• Overall Turnover Rate (17.6)
• Reasons why employees leave
• Resignations-employment in the private sector,
  own employment, relocation elsewhere
• Contracts expired
• Death
• Promotional Transfers to other departs

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HR PERFORMANCE INDICATORS

• Slide refers to tables 6
• The race and gender breakdown of 254 people
  employed is

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HR PERFORMANCE AND INDICATORS

• Slide refers to tables 7
• 83 (35.6) employees received performance awards
• 74 (31.8) on levels 1-12
• 9 (3.9) on Senior Management Level

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HR PERFORMANCE AND INDICATORS

• Slide refers to Tables 8
• Foreign workers
• 3 (1.3) employees residence status,
• two SMS members
• and one highly skilled in IT

40
HR PERFORMANCE AND INDICATORS

• Slide refers to tables 9
• Sick leave
• 127 employees used a total of 871 normal sick
  leave days, within the first year of the 3 year
  leave cycle, which started in January 2005
• 3 employees utilised an additional 18 days for
  incapacity leave, approved all leave was
  supported with medical certificates and verified
• At 31 Dec 04, (5,615.78) capped leave days were
  available to 208 employees. 85.5 capped leave
  days were used by employees.
• Due to operational reasons a total of 24 days was
  paid out to 12 employees, (average of 2 days per
  employee) and
• On termination of service a total of 103 days was
  paid to 8 employees, (average of 13 days per
  employee)

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HR PERFORMANCE INDICATORS

• Slide refers to tables 10
• An SMS has been designated to implement the
  provisions of Part VI.E of the PSR, Ms Brenda
  Hendricks, Manager People Management and
  Development
• A practitioner and team deals with the promotion
  of health and wellness in the department
• The committee has an integrated committee dealing
  with wellness and occupational health and safety
  issues
• Policies are reviewed in line with amendments to
  PSR
• Legal frameworks deal with specific measures of
  discrimination
• Although the department encourages people to
  undergo VCT, no records are kept or required
• M E part of comprehensive departmental health
  and wellness policy

42
HR PERFORMANCE AND INDICATORS

• Slide refers to tables 11
• Misconduct and Discipline and Grievances
• 4 misconduct cases
• 2- procurement 1-insubordination and
  1-Incapacity/poor work performance
• one was finalised and two still pending outcomes
• 8 grievances were lodged
• all resolved
• 2 disputes were lodged
• One upheld and one dismissed
• 2 employees were suspended and suspension
  extended

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HR PERFORMANCE AND INDICATORS

• Slide refers to tables 12
• 135 (53.1) of the 254 employees identified
  training needs in their personal development
  plans. Of this number 115 employees went
  on/received training. 49 Females and 66 Males

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Siyabonga