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

Aim and functions Aim:To 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;

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;

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 : DG’s Office;

Minerals and Energy for Prosperity and Development 4 Department of Minerals and Energy

VACANCIES IN THE DEPARTMENT AS AT 12 APRIL 2005 Status and Component Number of vacancies Number in progress Still to be processed Mineral Development Mine Health and Safety Hydrocarbons & Energy Planning Electricity and Nuclear 10 0 Corporate Services Total

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%.

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.

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.

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 DME’s vision and priorities.

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.

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.

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 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

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. DME’s policy provides that each Directorate should at least have two interns for a period of 18 months.

Internship cont….. STATUSNUMBER Total interns enrolled230 (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 system108

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: StatusNumber Bursary contract cancellations23 Study obligations transferred13 Completion of studies in Current bursary holders258

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.

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 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.

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.

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.

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.

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.

Summary of HRD and Budget 2004/2005 Occupational Category MaleFemaleTotalBudget Senior Officials and Managers Professionals Clerks Elementary Occupations

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

Other Government structures Ministerial level: meetings Accounting officers forum(FOMEH) Sub committees of FOMEH MECOF linked to the compliance office