1. CORPORATE SERVICES S MAHLANGU Portfolio Committee: Water and Environmental Affairs

2. 1.PURPOSE OF BRANCH 2 The purpose of the Corporate Services branch is to provide policy leadership, business alignment and integration, strategic advice and core support services. The branch provides various support services to ensure a productive, efficient and creatively transformed working environment that enables the Department of Water Affairs to realise its overall strategic objectives.

3. 2.Overview: Branch structure 3

4. 3.BRANCH COMPONENTS 4 The branch comprises of five components, namely; Chief Directorate: Human Resources Responsible to provide human resources services and solutions which are targeted at adding value and improving business performance through people. Chief Directorate Information System Responsible for the provision of the relevant IT support and solutions as well as overseeing the management of IT operations

5. 4.BRANCH COMPONENTS (Continued) Chief Directorate: Communications Services – Responsible for the promotion of effective profiling of the Department, public awareness, education and communicating the work of the Department to the public and stakeholders Chief Directorate: Legal Services – Responsible for the provision of effective legal support to maximize the Department’s pursuance of its mandate Directorate: Administration – Responsible for the provision of a safe and secure physical environment and appropriate logistical support

6. 5.BRANCH FINANCIAL PERFORMANCE (2011/12) 6 5.1Budget expenditure (1 April 2012 – 31 March 2012) Branch total budget allocation = R378,4 million, of which 97% has been spent by 31 March 2012

7. 7 5.2Expenditure (%) 5.BRANCH FINANCIAL PERFORMANCE (2011/12)

8. 6.MTEF BUDGET ALLOCATION 8 2012/13 (000) 2013/14 (000) 2014/15 (000) DDG: Corporate Services6 3116 6737 007 Human Resources82 66390 47196 920 Learning Academy53 68260 47265 421 Administration 64 51371 02482 581 Legal Services 15 51816 24317 055 Communication Services 26 29927 72829 114 Information Services 83 84490 584103 201 TOTAL 332 830363 195401 299 2012/13 (000) 2013/14 (000) 2014/15 (000) Compensation of employees153 317161 515169 590 Goods and services130 968150 023177 330 Transfers and subsidies14 57515 31416 080 Payments for capital assets33 97036 34338 299 TOTAL332 830363 195401 299 6.1Budget Allocation Per Component6.2Budget Allocation Per Item

9. 7.2012/13 BUDGET HIGH LEVEL COST DRIVERS 9 7.1Budget Allocation Per Component Item/Service Description)Total Cost CD: Human Resources  Employee Health and Wellness Project (OCSA)R8 000 000  Organisational Climate SurveyR3 000 000  Competency assessments of OSD employeesR4 000 000  Advertisement of vacanciesR8 000 000  Microsoft platform migration project (MS server 2003/ 2008)R8 000 000  IT outsourcing contractR45 000 000  SITA Services (Mainframe, data lines, hosting and internet)R14 000 000  SITA help deskR7 000 000  Replacement of network core switchesR5 000 000  Upgrade of the video conferencing systemsR7 000 000  Cleaning contract for Head Office (7 facilities)R6 000 000  Provision of security services (7 facilities)R6 000 000  Installation of closed circuit television system for Head OfficeR5 000 000 Total (Branch High level Procurement Expenditure)R126 000 000

10. 10 7.2Expenditure Projection (%) 7.2012/13 BUDGET HIGH LEVEL COST DRIVERS

11. 11 8. PROGRESS ON PERFORMANCE FOR 2011/12 8.1 Achievements  Signed Performance agreements: 99% performance agreements for 2011/12 signed for both MMS and SMS, from a lower base of 69% in 2010/11.  Competency assessments: 96% of MMS and SMS underwent competency assessment, with the purpose of identifying developmental gaps as per employee.  Filling of strategic posts: The posts of DG, CFO, Deputy CFO (WTE) and Chief Director Legal Services were filled, amongst other SMS positions.  Improved DWA bandwidth: Computer network speeds were improved two-fold, from 4 to 8 Mega bit per second (Mbps), with the goal of improving productivity of employees whose work requires interaction with networked computer.

12. 12 9. PRIORITY TARGETS FOR 2012/13 9.1 Recruitment and retention of Critical Skills  Appointed new Director for Recruitment and Selection  Current vacancy rate is at 24.88% (1975 posts, out of 7937 total posts)  Approximately 610 posts were advertised out of the 1975  Overall target for 2012/13 is vacancy rate of below 13%  Strategy for 2012/13 (target filling posts within 90 days): 1.Encourage a more hands on participation and contribution by line managers throughout the recruitment value chain. 2.Weekly updates and monitoring of vacancy report. 3.Advertise vacant positions within 30 days. 4.Deploy staff retention interventions.

13. 13 9. PRIORITY TARGETS FOR 2012/13 9. 2 Placement of Graduate Trainees in DWA  378 GTs appointed since 2007.  Currently 226 GTs in the programme (March 2012).  Placement in all regional offices as well as national office with a DWA mentor.  Actively involved with service delivery activities and projects (River Health Programme, Letsema, and others).  Following Graduate Trainees were appointed into positions by 31March 2012:  Target for 2012 is to employ 50 graduate trainees. Candidate Engineers7 Candidate Engineering Technicians17 Candidate Scientists9 Permanent Posts49 Total82

14. 14 9. PRIORITY TAGERTS FOR 2012/13 9. 3 Finalisation and Awarding of the IT Outsourcing Contract  Current contract Expires 31 March 2013  Current project progress: TASKSTARTDATEEND DATE 1. Preparation (Done)Mon 12/02/13Mon 12/04/02 2. Tender Publication (Done)Thu 12/03/29Mon 12/06/04  Finalize vendor briefing presentation Current Stage -Mon, 16 April 3. Tender EvaluationMon 12/06/04Mon 12/07/23 4. Due diligence and Tender AwardMon 12/07/23Fri 12/08/31 5. Contract FinalizationMon 12/08/20Fri 12/09/21 6. Sign off projectThu 12/09/06Mon 12/10/01

15. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 15 Strategic Outcome Oriented Goal 2: To promote Sustainable and Equitable Water Resources Management Strategic Objective 2.6: To improve water use efficiency OutputPerformance indicator Baseline Information Annual target 2012/13 Quarterly targets Q1Q2Q3Q4 Stakeholder awareness campaigns to promote sustainable use of water Number of public awareness campaigns and stakeholder engagement initiatives 5 public awareness campaigns and stakeholder engagement initiatives 1 public awareness campaign and stakeholder engagement initiatives 2 public awareness campaigns and stakeholder engagement initiatives Number of media statements 40 media statements 10 media statements Number of radio and television broadcast advertisements 4 radio adverts and 2 television broadcast advertisemen ts 6 radio adverts and 3 television broadcast advertisement s 2 radio advertisement s 1 radio advertisement and 1 television advertisement 1 radio adverts and 1 television advert 2 radio adverts and 1 television advert

16. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 16 Strategic Outcome Oriented Goal 2: To promote Sustainable and Equitable Water Resources Management Strategic Objective 2.6: To improve water use efficiency OutputPerformance indicator Baseline Information Annual target 2012/13 Quarterly targets Q1Q2Q3Q4 Stakeholder awareness campaigns to promote sustainable use of water Number of joint public awareness campaigns with other government departments and water sector partners 5 joint campaigns per annum 2 joint campaigns held and report submitted 1 joint campaign held and report submitted Number of television episodes on water awareness 12 Television episodes on water awareness 24 television episodes on water awareness 6 television episodes on water awareness

17. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 17 Strategic Outcome Oriented Goal 2: To promote Sustainable and Equitable Water Resources Management Strategic Objective 2.6: To improve water use efficiency OutputPerformance indicator Baseline Information Annual target 2012/13 Quarterly targets Q1Q2Q3Q4 Stakeholder awareness campaigns to promote sustainable use of water Number of water awareness road shows 9 water awareness road shows 3 water awarene ss road shows 2 water awarenes s road shows Number of Water themed awareness exhibitions 4 Water themed awareness exhibitions 8 exhibitions2 exhibition s

18. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 18 Strategic Outcome 6: Build capacity to deliver quality services Strategic Objective: To ensure effective organizational performance and leadership OutputPerformance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4 Efficient performance management system % of employees’ training interventions conducted in line with Workplace Skills Plan 65% of employees’ training interventions conducted in line with Workplace Skills Plan 80% of employees’ training interventions conducted in line with Workplace Skills Plan 20% of employees’ training interventions conducted in line with Workplace [1] Skills Plan 55% of employees’ training interventions conducted in line with Workplace [1] Skills Plan 70% of employees’ training interventions conducted in line with Workplace [1] Skills Plan 80% of employees’ training interventions conducted in line with Workplace [1] Skills Plan % of signed performance agreements aligned to business plan 99% signed performance agreements aligned to business plans 100% signed performance agreements aligned to business plans --- Reduced Vacancy rate % annual average vacancy rate 14% annual average vacancy rate 13% annual average vacancy rate 19%annual average vacancy rate 17%Annual average vacancy rate 15% annual average vacancy rate 13% annual average vacancy rate

19. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 19 Strategic Outcome 6: Build capacity to deliver quality services Strategic Objective: To ensure effective organizational performance and leadership OutputPerformance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4 Graduate Trainees developed through the learning academy Number of new graduate added to the trainee development programme 50 graduate trainees admitted to the trainee development programme 50 new graduates admitted to the trainee development programme --- Number of graduate trainees placed into candidate po sitions or permanent positions 50 graduate trainees placed into candidate positions or permanent positions 35 graduate trainees placed into candidate po sitions or permanent positions 5 graduate trainees placed into candidate po sitions or permanent positions 15 graduate trainees placed into candidate po sitions or permanent positions 10 graduate trainees placed into candidate po sitions or permanent positions 5 graduate trainees placed into candidate po sitions or permanent positions

20. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 20 Strategic Outcome 6: Build capacity to deliver quality services Strategic Objective: To ensure effective organizational performance and leadership OutputPerformance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4 Recognition of Prior Learning (RPL) Programme fully Implemented RPL approved and Implemented in 5 regions NilRPL approved and Implemented in Limpopo, Mpumalanga, Northwest, Northern Cape, and Eastern Cape Report on assessment of current vocational levels submitted to Top Management RPL plan submitted to DG for approval Implemented in Northwest, Northern Cape, and Eastern Cape Implemented in Limpopo, Mpumalanga, DWA Learning Centre Established DWA Learning Centre Structure and programmes Approved NILDWA Learning Centre Structure and programmes Approved Proposal for DWA Learning Centre submitted for approval -DWA Learning Centre Structure and programmes submitted for approval -

21. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 21 Strategic Outcome 6: Build capacity to deliver quality services Strategic Objective: To ensure effective organizational performance and leadership OutputPerformance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4 Vetted procurement contracts, corporate and international agreements (More than R500 000) % of procurement contracts, corporate and international agreements vetted 40% of procurement contracts, corporate and international agreement vetted 100% of procurement contracts, corporate and international agreements vetted 100% of procurement contracts, corporate and international agreements vetted 100% of procurement contracts, corporate and international agreements vetted Litigation Matters Managed According to Applicable Service Delivery Standards Percentage of litigation matters managed as per service delivery standards and court rules 100% of all litigation managed as per service delivery standards and court rules 100% of all litigation managed as per service delivery standards and court rules 100% of all litigation managed as per service delivery standards and court rules 100% of all litigation managed as per service delivery standards and court rules

22. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 22 Strategic Outcome 6: Build capacity to deliver quality services Strategic Objective: To ensure effective organizational performance and leadership OutputPerform ance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4 Legal opinion provided Turnarou nd time for non- complex matters 20 days turnarou nd time for complex matters 15 days turnarou nd time for complex matters

23. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 23 Strategic Outcome Oriented Goal 6: Build capacity to deliver Quality Services Strategic Objective 6.2: To ensure transformed socio-economic participation OutputPerformance indicator Baseline Information Annual target 2012/13 Quarterly targets Q1Q2Q3Q4 Employment equity regarding people with disabilities and women Percentage of women employed 38% of women employed 50% of women employed 40 % of women employed 43% of women employed 48% of women employ ed 50% of women employed Percentage of persons with disabilities (PWD) employed 0.16% of people with disabilities employed 2% people with disabilities employed 1% people with disabilities employed 1,5% pe ople with disabilitie s employed 2% pe ople with disabilit ies employ ed

24. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 24 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To ensure availability of optimum information technology infrastructure OutputPerformance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4 Improve network systems response time Number of edge network switches replaced 2 edge network switches replaced 70 edge network switches replaced Terms of reference to appoint a service provider Approved Service Provider/Sup plier appointed by 70 obsolete edge network switches replaced - Number of core network switches procured and installed 1 core network switch procured and installed 2 core network switches procured and installed -Terms of reference to appoint a service provider Approved Service Provider/Su pplier appointed by 2 core network switches procured and installed

25. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 25 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To ensure availability of optimum information technology infrastructure OutputPerformance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4Q4 Improve network systems response time Number of WAN application optimization tools acquired and installed. 0 WAN application optimization tools acquired and installed. 2 WAN application optimization tools acquired and installed. Terms of reference to appoint a service provider Approved Service Provider/Su pplier appointed by 2 WAN application optimization tools acquired and installed. Amount of bandwidth capacity upgraded (added to current level) 8 Mbps bandwidth 2 Mbps capacity upgraded(added to current level up to 10 Mbps) Request to upgrade bandwidth submitted to SITA -2 Mbps bandwidth capacity upgraded (added to current level)

26. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 26 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To ensure availability of optimum information technology infrastructure OutputPerformance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4 Improve network systems response time Information systems management/go vernance tool implemented 0 Information systems management/go vernance tool implemented Information systems management/ governance tool implemented Benchmark report finalized -Informatio n systems managem ent/gover nance tool implement ed - Archiving solution implemented 0 archiving solution implemented 1 archiving solution implemented Archiving solution design finalized Required software and hardware procured 1 archiving solution implement ed -

27. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 27 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To improve the physical working environment OutputPerformance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4 Improved and Secure Office Accommodation to Create a Positive working Environm ent Number of officials to be relocated to Ndinaye building Nil500 officials to be relocated to Ndinaye building -250 officials to be relocated to Ndinaye building - Number of officials to be relocated to Waterbron building Nil271 officials to be relocated to Waterbron building 74 officials to be relocated to Waterbron building 54 officials to be relocated to Waterbron building 75 officials to be relocated to Waterbron building 68 officials to be relocated to Waterbron building Number of safety and security awareness campaigns conducted 70 Safety & Security awareness campaigns conducted 15 Safety & Security awareness campaigns conducted 20 Safety & Security awareness campaigns conducted 15 Safety & Security awarenes s campaign s conducted

28. 10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 28 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To improve the physical working environment OutputPerformance Indicator Baseline Info 10/11 Target Milestones Q 1Q 2Q 3Q4 Improved and Secure Office Accommodation to Create a Positive working Enviro nment Number of Completed vetting awareness Workshops 15 Vetting awareness workshops completed 20 Vetting awareness workshops to be conducted 5 Vetting awareness workshops to be conducted Number video conference systems upgraded 0 video conference systems upgraded 2 video conference systems upgraded (S1041 and G18) -1 video conference system upgraded (S1041) 1 video conference system upgraded (G18) -

29. 11. CHALLENGES AND SOLUTIONS 29 IndicatorBusiness ChallengesMitigation  % annual average vacancy rate  Adhoc creation of posts Reinstatement of abolished posts and high staff turnover As indicated in slide number 12  Implementation of Resolution 3 on OSD job categories  Lack of understanding of the OSD DPSA to come in as a partner to address Senior Managers and staff on OSD.

30. THANK YOU 30

31. 31

32. ANNEXURES 32

33. FILLED AND VACANT POSTS REPORT PERIOD: 1 OCTOBER 2011 – 31 MARCH 2012

34. BRANCHMONTHESTAB.FILLED REINSTATE DNO. OF VACAPPTSEXITS% VAC CSMARCH74961701321017.62 FEBRUARY74961901301017.36 JANUARY74960221471019.63 DECEMBER74760901380418.47 NOVEMBER74964301060114.15 OCTOBER74764611011313.52 FINANCEMARCH49433101632833 FEBRUARY49432401702134.41 JANUARY49432001741235.22 DECEMBER49232101712134.76 NOVEMBER49432101734435.02 OCTOBER48631801683034.57 IWCMARCH39290100025.64 FEBRUARY3930090124.32 JANUARY3731080121.62 DECEMBER3731080021.62 NOVEMBER3731080021.62 OCTOBER3731082021.62

35. BRANCHMONTHESTAB.FILLEDREINSTATEDNO. OF VACAPPTSEXITS% VAC MIN/DG/COO/IAMARCH1901260640033.68 FEBRUARY1881230650034.57 JANUARY1831221610033.33 DECEMBER1841220621233.7 NOVEMBER1831210620033.88 OCTOBER1821211610033.52 NWRIMARCH24961913558321223.36 FEBRUARY24881925056303022.63 JANUARY2471195005210621.08 DECEMBER24731964050901120.58 NOVEMBER24751975425001820.2 OCTOBER24291979045071618.53

36. BRANCHMONTHESTAB.FILLEDREINSTATEDNO. OF VACAPPTSEXITS% VAC P&RMARCH78148502963237.9 FEBRUARY77649202840236.6 JANUARY77449102831236.56 DECEMBER77049302770335.97 NOVEMBER77349662771435.83 OCTOBER76749942683234.94 REGIONSMARCH3188246185727263022.8 FEBRUARY30982462463610 20.53 JANUARY3112246332649132720.85 DECEMBER307224610611112419.89 NOVEMBER308124634618101520.06 OCTOBER302424696555243018.35

37. 1 STATUS OF ADVERTISED POSTS AS AT 31 MARCH 2012

38. STATUS ON ADVERTISED POSTS Branch Vacancies as at March 2012Advertised Posts Filled Posts after advert Corporate Services132361 Min/DG/COO/IA6443 International Relations1050 Finance163742 NWRI (CO,EO,NO)5831230 P & R2961420 Region: Western Cape 1022719

39. Status Continued ……. BranchVacancies as at MarchAdvertised Posts Remaining Posts to be filled after advert Region: Free State26 7 Region : KZN72120 Region : Eastern Cape91387 Region : Gauteng642413 Region : Northern Cape44132 Region : North West53189 Region : Nelspruit6376 Region : Limpopo1791410 Region: Head Office3390 Total197561083

40. Status on advertised SMS posts Total number of Vacant SMS Posts 61 Total number of SMS posts advertised: 46 Total number of SMS Post still to be advertised15 Total number of posts filled: 3 Total number of Short- listing still to be done/re-done 6 Total number of short- listing still to be approved 7 Total number of posts at interviews to be arranged 12 Total number of posts recently approved for filling4

41. Advertised PostsStarting date Chief Director: Legal Services01 January 2012 Chief Director: Water Ecosystems01 March 2012 Programme Manager Water Services Regional Bulk Infrastructure01 March 2012 Director Water Services Policy and Strategy01 May 2012 Director Planning, Recruitment and Selection01 April 2012 Director Operational Support01 April 2012 Director Official Development Assistance01 May 2012 POSTS FINALIZED FOR FILLING

42. PERFORMANCE MANAGEMENT REPORT MODERATION RESULTS LEVEL 1 -14 PERFORMANCE PERIOD: 2010/2011 Directorate: Human Resource Development

43. DWA Distribution Curve 2010/2011:LEVEL 1-14 TOTAL NO.0-69%70-99%100-114%115-129%130-149%150-167% 48560612884137946864

44. Summary of Performance Rewards LEVELMERITS AWARDED PAY PROGPOOR PERFORMERS L1 - 1239%59%1% L1324%68%0% L144%83%0%

45. Budget Implications 2010/2011 TOTAL 1.5% BUDGET AMOUNT 1.5% BUDGETTOTAL MERITS PAID SURPLUS MAIN ACCOUNTR 17,609,000 SMS R 1,842,849R 851,012R 991,837 NON-SMS R 15,766,151R 13,331,655R 2,434,496 WATER TRADING ENTITYR 16,311,744 SMS R 128,362R 105,127R 23,234 NON-SMS R 16,183,382R 12,767,530R 3,415,853 TOTAL:R 33,920,744 R 27,055,324R 6,865,420

46. IMPLEMENTATION OF THE OCCUPATION SPECIFIC DISPENSATION (OSD) FOR ENGINEERS AND RELATED PROFESSIONS

47. IMPLEMENTATION OF OSD IN WATER AFFAIRS The aim of the Occupation Specific Dispensation is to improve ability to attract and retain skilled employees. It entails the development and implementation of tailor made remuneration dispensations for occupational categories. The following occupations of Engineering and related professionals were translated to the OSD :

48. IMPLEMENTATION OF OSD IN WATER AFFAIRS Surveyors GIS Professionals Scientists Artisans Technicians (Engineering, Scientific, GIS and Survey) Engineering Technologists Engineers Construction Project Managers Environmental Officers

49. TRANSLATION OF EMPLOYEES TO THE OSD Translation for all categories except Artisans were done in three phases namely : 1st Phase Minimum translation from the current post as at 30 June 2009, to the appropriate post and salary grade, as contained in applicable DPSA annexure(s) 2nd Phase Minimum translation from the current post as at 30 June 2010, to the appropriate post and salary grade as contained in applicable annexure(s) 3rd Phase Re-calculation of relevant experience obtained by an employee who occupies a post on production level after obtaining the relevant qualification and complying with the relevant registration requirement as at 30 June 2011. The experience will be calculated and implemented with effect from 1 July 2011.

50. TRANSLATION OF EMPLOYEES TO THE OSD ARTISANS 1st Phase Minimum translation from the current post as at 30 June 2009, to the appropriate post and salary grade, as contained in the relevant annexure. 2nd Phase Re-calculation of relevant experience obtained by an employee who occupies a post on production level after obtaining the relevant qualification and complying with the relevant registration requirement, as at 30 June 2011. The experience will be recalculated and implemented with effect from 1 July 2011.

51. TRANSLATION OF EMPLOYEES TO THE OSD Phase I and Phase II of the OSD implementation in the Department has been completed. Number of employees translated in Phase I : OCCUPATIONAL GROUP DESCRIPTIONFEMALEMALEGrand Total ARTISAN AND SUPPORT PERSONNEL1135136 ENGINEERING RELATED AND SUPPORT PERSONNEL67243310 NATURAL SCIENCES RELATED147164311 Grand Total215542757

52. TRANSLATION OF EMPLOYEES TO THE OSD Number of employees translated to Phase II : Phase III of the OSD is currently being finalised. OCCUPATIONAL GROUP DESCRIPTIONFEMALEMALEGrand Total ARTISAN AND SUPPORT PERSONNEL1115116 ENGINEERING RELATED AND SUPPORT PERSONNEL69272341 NATURAL SCIENCES RELATED169181350 Grand Total239568807

53. The DWA Learning Academy

54. DWA initiative Department of Water Affairs, as sector leader, took the lead to ensure sufficient scarce skills and competencies in the short, medium and long term through the introduction of the Learning Academy in 2007 The Learning Academy is a skills development initiative aligned with the Accelerated and Shared Growth Initiative of South Africa (ASGI-SA) and its associated skills development drive, the Joint Initiative for Priority Skills Acquisition (JIPSA), National Human Resources Development Strategy for South Africa (NHRD-SA)

55. Objectives of the Learning Academy Address skills gaps in overall water supply value chain Plan and build capacity for immediate, medium, and long term needs of DWA (and the broader water sector) To offer workplace exposure and develop unemployed youth with < 3yr work experience To contribute to life-long learning initiatives To support the department’s Employment Equity policy To support National Government’s job creation initiative To foster a culture of knowledge transfer To support the priorities identified by the ASGI-SA and the JIPSA and the new National Human Resources Development Strategy for South Africa

56. Focus and approach Primary focus – address internal needs of DWA in context of being a skills pool for entry level vacant post within the department Secondary focus – national water sector needs (inclusive of provincial and local government and the private sector) Dual approach: – Academic component: External bursaries In service/experiential training (Learner Interns) – Professional development component: Graduate Trainees

57. Bursary Scheme Memorandum of understanding with universities External bursars for full time studies only Support all levels of studies (pre- to post-graduate) Comprehensive bursary (class and registration fees, accommodation, meals, book allowance, stipend) Contract with financial obligation (join the LA on completion of qualification)

58. Current status - Bursaries Signed MOU with 18 Institutes of Higher Learning (IHL) (UP, TUT, UL, UV, VUT, CUT, UFS, US, UCT, UWC, CPUT, NMMU, DUT, UZ, UKZN, UJ, WITS, WSU) 494 bursaries allocated since 2007 Maintaining 172 bursaries in 2012 of which 89 is new bursary allocations Disciplines supported: civil, mechanical, electrical engineering; survey; geology; water care; geo-hydrology; GIS; environmental related qualifications; microbiology; biochemistry; chemistry; water resource management; hydrology

59. Statistical data - Bursaries 200720082009201020112012TOTAL% MALE65355343 5229159% FEMALE41482517353720341% BLACK87595434516034570% COLOURED3531688439% INDIAN223014122% WHITE1417181018179419% ENGINEERING42313433424923147% SCIENCE48362522323519840% FORESTRY1615190005010% SURVEY010545153% TOTAL1068378607889494

60. Experiential Training – Learner Interns Practical exposure for our bursars as prescribed by Institute of Higher Learning in order to complete qualification Minimal classroom environment; pre-dominantly field work For Engineering: accredited structured rotational exposure and training programme supported by Engineering Council of SA (ECSA) For Scientists: internal structural training programmes Continuous assessment; DWA moderation committee (MODCOM)

61. Current status – Learner Interns 126 Learner Interns (LI) supported and have completed training programme and qualifications since 2007 24 new Learner Interns for 2012 Three sites: Roodeplaat Training Centre; Boschkop Training Centre; and Levubu construction site Civil, mechanical, electrical engineering; surveying; environmental management supported

62. Statistical data – Learner Interns 200720082009201020112012TOTAL MALE102316 189966% FEMALE6111210665134% BLACK152925 172113288% COLOURED00003032% INDIAN02010143% WHITE133022117% ENGINEERING11242023172011577% SCIENCE14000053% FORESTRY3670001611% SURVEY101354149% TOTAL163428262224150

63. Professional Development – Graduate Trainee DWA bursars are the feeding source into the Learning Academy Fully qualified (diploma or degree; under- and post-graduate) Appointed on 3 (scientific) to 5 (engineering) years contract (salary and in lieu of benefits) Placed with dedicated mentor within line function Engineering: Engineering Council of South Africa (ECSA) accredited structured workplace exposure in order to get professional registration Scientific: exposure programmes for sciences based on information supplied by South African Council for Natural Science Professions (SACNSP) Survey: programme developed in consultation with PLATO

64. Professional Development – Graduate Trainee All Graduate Trainees has on the job training; involved with real time projects (hands on approach) Formal workplan and PDP for all graduate trainees Logbooks with continuous assessment; DWA MODCOM – for monitoring and evaluation of progress Encourage further skilling and knowledge acquirement (technical skills; soft skills; social skills) through various training interventions Further qualifications (post grad) through internal bursaries Professional registration with SACNSP, ECSA, and PLATO Encourage membership and active involvement with professional bodies

65. Current status – Graduate Trainees 378 GTs appointed since 2007 Currently 226 GTs in the programme (March 2012) Placement in all regional offices as well as national office with a DWA mentor Actively involved with service delivery activities and projects (River Health Programme, Letsema, and others) Success with professional registration in line with OSD requirements: – 28 Certified Natural Scientists – 3 Professional Scientists – 14 Candidate Scientists – 1 Surveying Technician – 35 Candidate Engineering Technicians – 15 Candidate Engineers

66. Statistical data – Graduate Trainees 200720082009201020112012TOTAL MALE49284038353022059% FEMALE24323130162515841% BLACK66536555394432286% COLOURED4125101236% INDIAN323200102% WHITE0326210236% ENGINEERING42113135252617045% SCIENCE1639 30242617446% FORESTRY1592300298% SURVEY00002351% TOTAL735972685155378

67. Graduate Trainee placement within DWA REGIONENGINEERSCIENCEMALEFEMALEBLACKCOLOUREDINDIANWHITE EC (17)107896100 FS (11)839211000 GAUTENG (4)13224000 KZN (34)2410221228042 LIMPOPO (21)516111021000 MP (9)18459000 NW (2)20111100 NC (6)33513300 PRETORIA (94)48435338750313 WC (28)9191810141103 TOTALS1111151339318516718

68. Graduate Trainee appointed successfully in DWA GTs that has shown significant progress and completed training schedules are considered for posts within DWA The following appointments has been affected by March 2012: Candidate Engineers7 Candidate Engineering Technicians17 Candidate Scientists9 Permanent Posts49 Total82

69. TASKACTIVITYSTARTDATEEND DATE 1. PreparationMon 12/02/13Mon 12/04/02 Done Legal Services review of MSA of the RFBDone Supply Chain review of Mandatory gates of RFBDone Develop Risk Management PlanDone Treasury NotificationDone SITA NotificationDone Consolidate and finalize RFB documentsDone DBAC approval to go on tenderDone Finalize RFB advert documentDone 2. Tender PublicationThu 12/03/29Mon 12/06/04 Current Stage Publish bid (tender bulletin, print media and internet) Next Activity: Finalize vendor briefing presentationMon, 16 April 3. Tender EvaluationMon 12/06/04Mon 12/07/23 4. Due diligence and Tender AwardMon 12/07/23Fri 12/08/31 5. Contract FinalizationMon 12/08/20Fri 12/09/21 6. Sign off projectThu 12/09/06Mon 12/10/01 UPDATE ON IT OUSOURCING