PROCESS OVERVIEW:

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DEPARTMENT OF CORRECTIONAL SERVICES
BRANCH CORPORATE SERVICES
PROCESS OVERVIEW Creation of Career Advancement
opportunities for DCS Production Level employees
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BACKGROUND

• DCS was faced with the reality of not being
  able to address vertical mobility within
  Production Levels of the Custodian and Support
  Personnel since July 2001 (PSCBC Resolution
  7/2000 abolished interchangeable rank- and leg
  promotions)

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BACKGROUND

• Slow progress in the General Sectoral Chamber
  (GPSSBC) to provide guidelines for Career Pathing
  together with mounting pressure from DCS staff on
  the lack of promotion opportunities prompted the
  DCS to explore alternatives in addressing this
  matter

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SUCCESSES ACHIEVED

• Kick-off during 2004 with the lowest salary
  levels employees, namely that of Students on
  salary level 3.
• The implementation of rank- and salary
  progression of Students (as fully trained
  production employees). The impact of this
  exercise was retrospective salary-/rank
  adjustments from Level 3 to Level 5 of Students
  with Budget Expenditure of R90 million during
  the 2004 / 2005 financial year

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• SUCCESSES ACHIEVED
• Pursuant to the implementation of the Students
  improved situation, the focus was extended and
  shifted to Levels 5 and 6 Production Level
  employees and the following achievements can be
  confirmed
• Intensive consultations with all relevant
  roleplayers including DPSA, National Treasury
  and Organized Labour.
• Formulation of effective, affordable and
  equitable Interim Promotional Arrangements
  which ensures compliance to Public Service
  Regulations and Correctional Services Act
  Requirements.

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• SUCCESSES ACHIEVED
• Securing of sufficient funds from projected
  savings from the DCS Personnel Budget over the
  three (3) years MTEF period (2005 2008) of
  R330 million.
• Creation of promotion opportunities (higher
  level vacancies) through the restructuring of
  the previous interchangeable salary levels 3 7
  establishment.

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• SUCCESS ACHIEVED
• In addition to current vacancies, additional
  posts have been created to provide for
  advertisement and promotion of successful
  candidates
• CO III (Level 5) to be promoted to CO II
  (Level 6) 6605
• CO II (Level 6) to be promoted to CO I (Level
  7) 3128
• Beneficiaries to these promotion arrangements
  during the current financial year number 9 733
  Production Level employees.

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• ENVISAGED ORGANIZATIONAL GAINS VIA PROMOTIONS
• Increased Personnel morale
• Distinction between performance levels expected
• - CO III (Level 5) Fully trained Production
  Level
• - CO II (Level 6) - Advanced Production Level
• - CO I (Level 7) - Supervisor of a small
  institution and/or Highly Skilled
  Production Level

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ENVISAGED ORGANIZATIONAL GAINS VIA PROMOTIONS

• Reinforcement of the aim and intention of the
  Performance Management and Development System.
• Clearly specified competencies required per
  salary level in support of the need for
  sufficient service delivery implied in the White
  Paper on Correctional Services.
• Is an addition to existing mechanisms to give
  recognition to performance, especially on the
  Production Levels of the organization

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Implementation (roll - out) of the promotion of
Production Level employees
Intensive National Communication to provide
information on the process and applicable
measures to all DCS employees / managers By 1
November 2005. National Advertisement of all
identified vacancies per Correctional Centre /
Management Area Component By 4 November
2005. Executing of administrative actions
linked to application, selection and approval
processes From 25 November 2005 to 28 January
2006. Announcements of promotions 1 February
2006
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SOME IMPORTANT FEATURES OF THE APPLICATION /
SELECTION AND APPROVAL PROCESS

• Transparency
• National advertisement informing / indicating
  the location of vacancies.
• Known minimum requirements
• Issuing of receipts as proof of application
• User friendly process
• Simplified application process.
• - Pro forma application form.
• - Use of local infra structure to apply for
  positions within Region or Nationally

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• User friendly process (Continued)
• Limitation of applications (5) at other
  Management Areas and Regions
• Consideration of a single application for all
  similar advertised vacancies per Correctional
  Centre or Management Area Component.
• Control Measures
• Registering of individual applications and
  issuing of receipts.
• Compliance audit and certification of
  application information by designated HR
  officials per Management Area.

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• Control Measures (Continued)
• Compilation of an Integrated Promotion List for
  use during the selection process.
• Formulation and consistent application of fixed
  selection criteria.
• - Promotability rating of at least average.
• - 3 years experience on the required salary
  level.
• - In possession of at least a Standard 10
• qualification
• Restrictive selection criteria (if required)
• - Preference to higher performance rating.
• - Preference to more acquired experience.
• - Post - specific requirements for example
  multilingualism,
• computer literacy or exposure in the relevant
  environment of the vacancy

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• Recommendation and approval process
• - Selection panels per Management Area to
  identify
• qualifying candidates and recommend the most
• suitable candidates.
• - Area Commissioner to endorse recommended and
  suitable candidates for promotion.
• - Regional Commissioner approves
  recommendations
• - Head Office facilitates announcement of
  promotions.

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CONCLUSION The DCS as employer is proud to be in
a position to address the career interests /
needs of a significant portion of its personnel
with this initiative and trust that personnel
will seize this opportunity as a definite avenue
towards further improvement in the conditions of
service and advancing the implementation of the
vision and mission of DCS.
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Thank you