Department of Public Service
and Administration
Presentation to the
Portfolio Committee
12th October 2007
Outline of presentation
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Vision and Mission
Overview of DPSA Programmes
Strategic Outputs for 2006/07
Programme performance 2006/07
HR Performance and indicators
Budget allocation and financial performance
Concluding remarks
Vision and Mission
Vision: Global Leader in Public Service Excellence
Mission:
1) Supporting the Minister in leading public service
transformation
2) Providing professional advice and support to
ensure public service excellence
3) Promoting good governance nationally, on the
African continent and globally
DPSA Programmes
1. Administration
2. Integrated Human Resource Management and
Development (HRM&D)
3. Management of Compensation (MOC)
4. Information and Technology Management (I&TM)
5. Service Delivery Improvement (SDI)
6. Public Sector Anti-corruption (PSAC)
7. International and African Affairs (IAA)
8. Planning Monitoring and Evaluation (PME)
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Strategic outputs
2006/07
Programme 1: Administration
• Leading the Governance and Administration (G&A)
Cluster
• Effective Finance and Security
• Repositioning of PMD (HR Admin, OD and PM, Employee
& LR, EHW & OHS)
• Consistent Application of Performance Management
System
• Review of Risk Management, controls and governance
processes
• Community Development Workers (CDW) Programme
Programme 2 – HRM&D
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Strategic repositioning of HRM in the public service
Review of the Public Service HRD Strategy
HR norms and standards for the Single Public Service
Sustainable pools
Gender and Equality Strategy
Job-Access Disability Strategy
Employee Health and Wellness Policy Framework
Greater Involvement of People Living with AIDS (GIPA)
HR module of the IFMS
Human Resource Information System
HR Planning Strategic Framework
Senior Management Service Review
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Programme 3 - MOC
• Management of disputes/legal challenges against the state as
employer
• Advice to cross boundary provinces on personnel matters
• Conclusion of multi-year wage agreement
• Implement the remuneration policy
• Review of SMS remuneration dispensation
• Develop occupation-specific remuneration dispensations for
targeted professionals
• Implementation of Policy on Incapacity Leave and Ill-health
Retirement (PILIR)
• Review of current leave dispensation
• Advice on job evaluation and grading
• Review of the job evaluation coordination process
• Evaluation of retirement fund arrangements in PS and LG
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Programme 4 – I&TM
• Deployment of e-IGIS (Inventory of Government Information
Systems)
• Evaluate SITA compliance with shareholder compact
• Ensure high government systems availability
• Implementation of Open Source policy and strategy
• Strengthen GITO Council communications
• Website co-existence strategy
• Mobile Track and Trace
• Investigate existing SA government systems architecture
• Development of a back-end integration framework
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Programme 5 – SDI
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Project management of the Single Public Service
Policy on public entities
Guidance to departments on organisational structures
Development of guidelines on staffing norms
Implementation of the Access Strategy
Cascading Batho Pele to Local Government
Development of Service Delivery Improvement Plans
Project Khaedu
Community Development Worker Programme
Support to the DRC: public service census
Implementation of research agenda
Projects on capacity assessment
Learning networks, forums and publications
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Programme 6 - PSAC
• Hosting of Africa Forum and Global Forum V on
Anti-corruption
• Anti-corruption strategy for Single Public Service
• Anti-corruption communication campaign
• Anti-corruption research
• Support to DRC: anti-corruption initiatives
• Assessing the impact of the National Anticorruption Framework
Programme 7 - IAA
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India-Brazil-South Africa Trilateral Forum
Establish a national chapter of AAPAM
Establish a SADC governance forum
Bilateral and multi-lateral exchanges
Programme 8 - PME
• Support to Presidency on Government-wide
M&E System
• Implementation of Public Management
Watch
Programme performance
2006/07
Overview
• The department has delivered on most of
its outputs and preparatory work has
commenced in other areas
• In addition to delivering on the outputs
the department has implemented projects
emanating from the July 2006 Lekgotla.
Programme 2 – HRM&D
• HR user requirements for IFMS developed
• A sustainable pools programme for accelerating the
development of identified middle managers for
promotion to senior management was developed
• A scarce skills framework was developed
• The framework was implemented in selected
departments, including provincial health departments
• The draft Health and Wellness policy framework was
developed and consulted on at the Health and Wellness
Indaba in October 2006
• A capacity building workshop on Health and Wellness
was conducted and a report completed
• 90% of departments submitted workplace skills plans
Programme 3 – MOC
• Personnel Expenditure Review completed and wage
policy developed
• Government Employees Medical Scheme (GEMS) was
established with the policy objective of ensuring
adequate, efficient, cost effective and equitable
healthcare coverage to public service employees
• An investigation into the public servants dispensation
based in foreign countries was conducted and a report
was submitted to the Department of Foreign Affairs
(DFA) in December 2006
• A review of the Post Medical Retirement and
development of mechanisms to deal with past
discriminatory pension practices are in progress
• PILIR implemented in the public service
Programme 4 - I&TM
• Disaster Recovery Plans developed and tested
• The Track and Trace project was implemented in
conjunction with the Department of Home
Affairs
• The Citizen Relations Portal (CRP) is in the
design phase
• Batho Pele e-Gateway portal information
available in all official languages
• Cabinet approved Free Open Source Software
(FOSS) in the public service
Programme 5 - SDI
• Since inception of Project Khaedu, 885 SMS members
have been trained and over 730 trained officials were
deployed to the coalface of service delivery.
• Department completed capacity assessments in key
functional areas of the following departments or sectors:
health, education, justice and constitutional
development, trade and industry, transport,
environmental affairs and tourism, and housing
• CPSI on behalf of Dept Public Works facilitated the
implementation of an EPWP learning exchange
Programme 5 - SDI (cont)
• The 4th annual CPSI Public Sector Innovation Awards
were conferred on the 2nd November 2006
• In partnership with the Da Vinci Institute for Technology
Management and samdi, the Executive Development
Programme in Innovation Management (EDPIM) was
conducted for 40 officials from CPSI and the Department
of Water Affairs and Forestry
• Batho Pele Change Management Engagement
Programme and training was conducted for 116
municipalities
• An initial draft of the Services and Citizens’ Rights
Information booklet was completed in March 2007
Programme 6 - PSAC
The department, in collaboration with other
departments and the Anti-corruption Coordinating Committee, developed and
distributed guidelines on minimum anticorruption capacity
Dept successfully hosted Africa Forum and
Global Forum V on Fighting Corruption and
Safeguarding Integrity
Programme 7 - IAA
• The DPSA facilitated the establishment of
the Governance and Administration
working group within the India-BrazilSouth Africa (IBSA) trilateral agreement
• The Africa Innovation Awards were
launched in December 2006.
Programme 8: PME
• The Public Management Watch has been
implemented across government
• Development and publication of the
Human Resource Utilisation reports
• Supported the implementation of the
Government Wide Monitoring and
Evaluation System (GWMES)
Human resource management
information 2006/07
Employment
• As at 31 March 2007, the occupancy rate was 384 (79%) out of 486
posts, compared to the same time last year, which was (77.7%) of 386
posts. The vacancy rate was 21% (102 posts), compared to 22.3% last
year
ESTABLISHMENT: FILLED VS VACANT
400
300
200
100
0
Series1
FILLED
VACANT
384
102
Job evaluation
• 140 jobs were JE’d this year compared to 70 jobs last year:
• 41 posts were upgraded and
• 2 posts were downgraded
• Balance were newly created posts or the grade was retained
• The upgrading affected the posts of 26 employees
• 11 Females; and
• 15 Males
• The salaries of 8 employees exceed the grades determined by JE. Four
Males and Four Females, 5 Black and 3 White employees. This was done
in terms of the Regulations either to attract or retain staff.
Employment changes
• The annual turnover rate was 22.3%
• A total of 153 people were appointed and 67 left the department
during this period
STAFF MOVEMENTS
67
153
APPOINTED
TERMINATION
Employment changes
• Reasons why employees leave:
• Resignations (22)
• Contracts expired (23)
• Discharged due to ill health (2)
• Dismissal for misconduct (2)
• Promotional transfers to other government
departments (18)
Employment equity
Background: TARGETS AND STATUS AS AT 31 MARCH 2007
• 2007 Target for Women in SMS (48%) – status 47.1%
• 2007 Target for Blacks in SMS (80%) – status 70.1%
• 2007 Target for Women on L9-L12 (50%) – status 53%
• 2007 Target for Blacks on L9 – L12 (73%) – status 81%
RACE AND GENDER PROFILE OF 384 FILLED POSTS
ST AFF REPRESENT AT IVIT Y PROFILE
200
150
100
50
0
AFRICAN
COLOURE
INDIAN
W HITE
MALE
133
3
4
35
FEMALE
159
8
14
28
Performance rewards
• 99 (33%) employees received performance awards
• 91 (30.3%) on levels 1-12
• 8 (2.7%) on Senior Management Service Level
PERFORMANCE AWARDS:
REPRESENTATIVITY PROFILE
PERFORMANCE AWARDS:
GENDER PROFILE
40
20
52
0
47
AFRIC COLOU INDIAN WHITE
MALE
30
1
1
15
FEMALE
36
3
2
11
MALES
FEMALE
Foreign workers
• Two employees are foreign workers, one at
SMS level and one in MMS
Leave
• Sick leave
• 233 employees used 1089 normal sick leave days, within the
first year of the 3-year sick leave cycle;
• 207 days of incapacity leave were taken by 14 employees – all
leave supported with medical certificates
• Capped leave
• Total of 170.34 capped leave days were used by 15 employees
• Leave payout
• Leave payout for 7 employees, (total R76,583.49) due to
operational reasons;
• Leave payout for 10 people on termination of service (total:
R110,187.58)
Employee Health and
Wellness
• SMS member designated to implement Part VI.E of the PSR, Ms Brenda
Hendricks, Manager: People Management and Development
• Qualified practitioner and team promotes an integrated health and wellness
programme in the department, Wellness Committee in place
• Occupational Health and Safety Committee and Wellness Committee in place
& holistically deals with 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
Labour relations
• Misconduct, Discipline and Grievances
• 6 misconduct cases:
• 1 – procurement irregularities
• 1 – insubordination
• 1 – drunk on duty
• 1 – false accusations
• 2 – absenteeism
• 20 grievances cases were resolved and 2 still
unresolved
• 2 disputes settled and 1 case was dismissed
• 1 employee was suspended
Skills development
• Of the 698 skills
development
interventions identified
from the personal
development plans of
staff, 173 (45%) of the
384 employees received
various types of training,
68 Females and 105
Males
SKILLS DEVELOPMENT:
GENDER PROFILE
MALES, 68
FEMALES,
105
Financial statements
2006/07
Examination of 2006/07
baseline allocation
Main Cost drivers
GEMS
PILIR
APRM
CABeNET
IPSDP
Global Forum V
DRC
Total
R’000
75,000
74,649
25,399
14,017
20,500
24,000
15,000
248,565
Appropriation allocation
vs. expenditure
Description
Final
Appropriation
Actual
Expenditure
Saving
2006/07 2005/06 Increase Increase
R’000
R’000
R’000
%
442,426
187,271 255,155
136.25
429,354
186,567
13,072
704
242,787
130.13
167,814
Programme Expenditure
comparison
180,000
160,000
140,000
120,000
2006/07
20,000
3,457
2005/06
27,305
35,818
40,000
33,075
33,864
60,000
62,677
80,000
65,344
100,000
M&E
IAA
PSAC
SDI
ITM
MOC
HRMD
Admin
0
Economic classification
comparison
Description
Compensation
Goods and Services
Transfers
Capital
2006/07
2005/06
Increase/
(Decrease)
%
R’000
92,528
R’000
72,088
253,214
106,170
138.50
76,197
367
20,662.13
7,412
7,942
(6.67)
28.38
Consultants (Excluding PILIR)
Description
Good and services
Of which:
Consultants
Consultants as a % of G&S
2006/07
R’000
2005/06
R’000
178,565
106,170
51,533
38,868
28.86
36.61
Local and foreign aid
assistance - expenditure
Name of Donor
2006/07
R’000
United Kingdom
Sweden
Commonwealth
GTZ
Total
Decrease of 107.09%
2005/06
R’000
7,355
5,251
-
13,252
12,581
127
146
12,606
26,106
Departmental Revenue
Description
Sale of Goods and Services
by department
Transfer received
Sale of Capital Assets
Financial transactions
Total
Actual
Actual
2006/07 2005/06
R’000
R’000
40
287
8,612
200
50
8,902
100
(4)
1,076
1,463
Concluding Remarks
• The annual report indicates the major
achievements for the 2006/07 financial
year
• Where challenges have been identified,
strategies to address them have been put
in place
• As a Department we are growing from
strength to strength
RE A LEBOGA
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