COMMUNICATION CHIEF DIRECTORATE

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DEPARTMENT OF MINERALS AND ENERGY
Minerals and Energy for Development and Prosperity
PRESENTATION TO THE NCOP STRATEGIC DIRECTION FOR
PROGRAMME 1 ADMINISTRATION 25 MAY 2005
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Aim and functions

• AimTo formulate and implement an overall
  minerals and energy policy in order to ensure the
  optimal utilisation of minerals and energy
  resources.
• Functions
• Conduct internal and external investigations to
  promote control over Departmental assets and
  objectives.
• Render a communication and and international
  co-ordinating service

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Functions continued

• Render a management support service
• Ensure the provisioning of a financial,Supply
  chain and Information management support service
• Promote the orderly continuous mining and
  utilisation of mineral resources
• Regulate hydrocarbon energy carriers and ensure
  energy planning
• Manage the electricity sector and the nuclear
  industry

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Functions continued..

• Ensure the co-ordination of the national rural
  development strategy
• Ensure the overall co-ordination of the HIV/Aids
  and other programs/projects in the Department as
  well as in the Mining and Energy industries and
• Ensure alignment of departmental
  policies/programs with the National Economic and
  Development Strategy Function delegated to
  Director DGs Office

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Minerals and Energy for Prosperity and Development
Department of Minerals and Energy
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VACANCIES IN THE DEPARTMENT AS AT 12 APRIL 2005
Status and Component Number of vacancies Number in progress Still to be processed
Mineral Development 60 53 7
Mine Health and Safety 42 30 12
Hydrocarbons Energy Planning 12 10 2
Electricity and Nuclear 10 10 0
Corporate Services 39 26 13
Total 163 129 34
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EMPLOYMENT EQUITY IN DME

• As at 31 March 2005,employment equity in terms of
  race stood at 72 black and 28 White
• In total males represent 53 against 47 females.
  
• At both Senior and Middle Management Levels,
  female representation is at 22.

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Employment Equity cont..

• Disabled persons represent only 1 against the
  National target of 2.
• This can attributed to the nature of our
  business,the skills required and the fact that
  most disabled persons do not appreciate being
  associated with disability and therefore do not
  want to be categorized as such.
• Departmental policy and strategy has been
  finalised and implementation is ongoing.

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Employment Equity cont..

• Of grave concern is an average staff turn-over
  rate of 9 p/a for the previous three years.
• We developing a Departmental Scarce Skills
  Retention strategy in line with the National
  Framework.
• A submission in this regard will be submitted to
  the DPSA and National Treasury for endorsement
  and funding respectively.
• This will enable DME to retain and recruit
  employees with scarce skills for whom we are
  competing with the private sector and other Depts.

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HUMAN RESORCE DEVELOPMENT

• DME recognizes that human resource development is
  key in ensuring that South Africans are empowered
  to develop relevant and marketable skills at
  different educational levels.
• Annually a skills audit and a training needs
  analysis is conducted to ensure that whatever
  training takes place is in line with DMEs vision
  and priorities.

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HRD Cont..

• Training interventions are informed by individual
  development plans as agreed to between employees
  and supervisors.
• Individual development plans are interlinked with
  employees Performance Agreements/Workplans.
• This process enables DME to develop a
  comprehensive and aligned Workplace Skills Plan.
  

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HRD Conti..

• Partnerships with International organizations are
  also established for the provision of relevant
  HRD and training programmes.
• The department also coordinates management
  development programmes, that are offered by
  SAMDI.

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HRD Cont..

• DME also participates in the PSLDP that aims at
  providing senior management with both management
  and leadership skills.
• Two employees have graduated from the programme
  in February 2005 and more will be graduating in
  October 2005.
• The training budget as allocated by National
  Treasury is solely intended for serving
  employees,so as to better equip them to deliver
  services as expected.
• Other interventions/initiatives that are embarked
  upon are funded mainly from other sources other
  than the budget as allocated by National Treasury

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THE INTERNSHIP PROGRAMME

• The aim of the programme is to equip students and
  graduates with experience and on the job training
  so as to enable them to participate fully in the
  South African labour market.
• The programme was commenced in 1997 with the
  so-called first Generation of Interns.
• DMEs policy provides that each Directorate
  should at least have two interns for a period of
  18 months.

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Internship cont..
STATUS NUMBER
Total interns enrolled 230 (since inception of programme
Interns absorbed permanently by DME 58
Interns currently contracted at DME as employees 23
Interns offered employment elsewhere ( i.e other government departments or private sector) 41
Interns currently in the system 108

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BURSARIES (PSBS)

• Employees are offered bursaries to study for
  careers that are in line with the core functions
  of the department in any institution of choice
  that is accredited.
• Below is a reflection of the status as at 12
  April 2005

Status Number
Bursary contract cancellations 23
Study obligations transferred 13
Completion of studies in 2004 21
Current bursary holders 258
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HRD Internally Externally

• Malaysian Scholarship Programme (UTP)
• To bridge the gap on scarce skills in IT and
  Engineering
• 29- Engineering,7- Information Technology
• and 6 - Information Systems
• This programme commenced in 1999 as a joint
  venture between S.A (DME) and Malaysian
  Government. PETRONAS annually offers ten
  scholarships to matriculants who intent to study
  Engineering and IT/IS.

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HRD interventions conti

• 10 graduated in August 2004 and are all
  employed.
• Additional 4 completed their studies in December
  2004 and are due to graduate in August 2005. Two
  of these have been placed at PetroSA, one is
  employed in the private sector and one is at the
  University for a supplementary exam.
• PetroSA currently employs majority of these
  students.However,negotiations are underway with
  other institutions for placement opportunities.

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Electricity Regulatory Initiative.

• Electricity Regulatory Initiative NEV(OSLO).
• The initiative is aimed at providing capacity for
  DME employees within the Electricity Sector and
  is funded through the Norwegian assistance to
  DME.
• There is an intake of 3 employees/participants
  p/a
• Three employees from the Electricity component
  participated in the programme from June 2004.

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Masters in International Technology and
Innovation (DaVinci with UTP)

• The aim of the programme is to bridge the gap in
  IT and Project Management and to build capacity
  within DME.
• This is a Ministerial project.
• 2 female employees commenced with the programme
  in September 2004.

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Petrad (Norway)

• Programme aims at developing employees in the
  management and administration of petroleum.
• In total 37persons across the globe have
  participated and1 was from the DME
• Application forms are currently being processed
  for the next intake.

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Women in Nuclear Training (France)

• Aim is to expose South African candidates to
  nuclear courses to uplift their knowledge base.
• The focus of the is mainly on Reactor theory,
  accident analysis,simulation codes and insight
  into European radiation protection.
• Negotiations are currently underway with the
  provider to have the programme presented in S.A
  and the likelihood is that it will be provided
  at NECSA.
• So far, 4 DME employees have been trained on
  Nuclear through this programme.

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Summary of HRD and Budget 2004/2005
Occupational Category Male Female Total Budget
Senior Officials and Managers 62 30 92 872 592.77
Professionals 133 48 181 1 028 334
Clerks 21 66 87 321 219.36
Elementary Occupations 1 2 3 8 610
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Governance of public entities

• Establishment of the Compliance office
• Funding provided for 2005/06 onwards
• Main functions
• Alignment of the P/Es to government policy
• Monitor entities performance and compliance
• Provide governance and oversight support and
  advise the Minister as the Accounting Authority

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Other Government structures

• Ministerial level meetings
• Accounting officers forum(FOMEH)
• Sub committees of FOMEH
• MECOF linked to the compliance office