1. 1 Presentation to the Portfolio Committee: Water & Environment Presentation by Mr A Bogoshi CD: Human Resources 16 – 17 March 2010 Human resource issues

2. 2 RACE AND GENDER REPRESENTATION AT SMS LEVEL SALARY LEVEL BLACKSINDIANCOLOUREDWHITE MaleFemaleMaleFemaleMaleFemaleMaleFemale No.% % % % % % % % 133726.623122.3021.442 75.0432.164733.81107.19 141540.541027.0312.7000.0012.7000.00821.6225.41 15330.00440.0000.000 110.001 1 00.00 1600.00375.0000.000 0 0 125.0000.00 Sub-Tot55 48 3 2 9 4 57 12 TOTAL10351369 %54.212.636.8436.32

3. 3 RACE AND GENDER REPRESENTATION AT SMS COMPOSITE TOTAL BLACK PEOPLE AT SENIOR MANAGEMENT LEVEL:12163.68% TOTAL WHITE PEOPLE AT SENIOR MANAGEMENT LEVEL:6936.32% GRAND TOTAL: 190100.00% BLACK WOMEN IN SENIOR MANAGEMENT:5428.42% WHITE WOMEN IN SENIOR MANAGEMENT:126.32% GRAND TOTAL: 6634.74% PERSONS LIVING WITH DISABILITIES: 210.19% TOTAL NUMBER OF PUBLIC SERVANTS MEASURED AGAINST:10808 CHALLENGES: 1. Women representation below the 50% target set 2. Disability representation below the 2% target set

4. 4 LEARNING ACADEMY GRADUATE TRAINEES EXPERIENTIAL LEARNERS BURSARSGRADUATES ABSORBED Male: 120 Female: 96 Blacks: 194 Whites: 8 Coloureds: 9 Indian: 5 Male: 13 Female: 8 Blacks: 15 Whites: 1 Coloureds: 3 Indian: 2 Male: 75 Female: 50 Blacks: 83 Whites: 21 Coloureds: 15 Indian: 6 Male: 9 Female: 8 Blacks: 15 White: 0 Coloureds: 1 Indian: 1 Engineering : 81 Science : 114 Forestry : 21 Engineering: 21 Science : 0 Forestry: 0 Engineering : 84 Science : 41 Forestry : 0 Engineering: 0 Science : 17 Forestry : 0

5. 5 WORKFORCE AGE ANALYSIS (TECHNICAL) SALARY LEVEL 20-2425-2930-3435-3940-4445-4950-5455-5960-6465-79 TOTA L 110629352015192060150 1208445044422625184261 130081015813159078 1400002001003 1500000030003 Total014819581656162334496

6. 6 BUILDING CAPACITY FOR THE FUTURE  Workforce Planning: Developing a work-force plan for each Brach, Directorate and Sub-Directorate, especially in the areas of Core, Critical and Scarce Skills (CCS) with specific numbers to bring into the system, with defined timelines, qualification, experience and competence requirements.  Attraction & Acquisition: Developing a defined recruitment plan for each Brach, Directorate and Sub- Directorate to ensure that vacancies are filled on time.  Workforce Development: Identify High Performing employees for each Brach, Directorate and Sub- Directorate for development through specially identified development initiatives in line with DWA’s capacity building needs.  Knowledge Transfer: Develop a systematic process of knowledge transfer from prime talent to young talent, with the intention of creating an environment of shadowing, mentoring and coaching.  Workforce Movement: Developing a strategic cross pollination process to provide cover ratio’s in areas of risk through the implementation of a controlled workforce movement process that takes into account the deployment of Core, Critical and Scarce Skills in areas of need  Bought capacity: Develop a systematic process of bringing capacity into the Department at a defined cost as a pool and pipeline for identified Core, Critical and Scarce skills posts.  Young graduates: Continue the feeder scheme currently in operation through the Learning Academy for the infusion of Young Graduates into the Department through permanent appointment into vacant posts.

7. 7 VACANCY RATE PER BRANCH BRANCHFILLEDVACANTTOTALVACANCY % MINISTER / DG / COO / IA 9236128 28.13 CORPORATE S. 571127698 18.19 FINANCE 317110427 25.76 REGIONS 361820465664 36.12 NWRI 279710863883 27.97 POLICY & REG. 507184691 26.63 GRAND TOTAL7902358911491 31.23

8. 8 VACANCY PER SALARY LEVEL BRANCH SALARY LEVEL 12345678910111213141516TOTAL MIN/DG/COO/I A 123521831001 36 CORPORATE SERVICES 192271122137 41521 127 FINANCE 2131251980336102 110 REGIONS 405217108131267309273741512456283 2046 NWRI 387199638873977339261513121 1086 POLICY & REG. 50213182830203092171 184 GRAND TOTAL81843918424640847139314725258115517003589

9. 9 OCCUPATION SPECIFIC DISPENSATION(OSD) SCOPE OF OSD: PROVIDES FOR A unique salary structure for occupation groups identified for OSD Career pathing opportunities based on competencies, experience, performance and scope of work Adequate pay progression and accelerated pay progression Grade progression and accelerated grade progression based on performance Recognition of appropriate experience Increased competencies Introduction of differentiated salary scales for different categories A change in the pensionable composition of the total cost to employer which will now be a 70/30 split

10. 10 PROGRESS ON OSD LEGAL OSD The submission to implement the Legal OSD has been approved by the Acting DG. The schedules for calculation of payment and translation were sent to the DPSA for final signature and for National Treasury to open the PERSAL codes for implementation. ENGINEERS AND RELATED Departmental summary has been completed Verification of Production and Supervisory levels for Artisans and Technicians were completed last week  Meeting with DPSA held on 11 March 2010 to sample and check the Departmental summary and to sign off for DWA to implement OSD  DPSA has DWA’s process for implementation.

11. 11 ADDITIONAL STAFF TO ESTABISHMENT 1CORPORATE SERVICES 1 2FINANCE 3 3FORESTRY 30 4.OFFICE OF THE MINISTER 6 5.OFFICE OF THE DG 4 6.NMRI 20 7.POLICY AND REGULATION 1 8.REGIONS 362 TOTAL 429

12. 12 BUDGETING FOR RETIRING STAFF The Department is responsible to budget for the payment of leave gratuities of employees that may retire at the age of 60- 65. The budgeted amount is aggregated based on the assumption that employees normally retire at age 65, however it is prudent to estimate for ages 60 -65 as employees may retire any time then A Total of 1128 employees are illegible for retirement in the next financial year and the estimated cost will be = R 89 757 173.

13. 13 THANK YOU