PRESENTATION TO THE PORTFOLIO COMMITTEE 10 – 11 MARCH 2003

CONTENT STAFFING RE-STRUCTURING TRAINING & DEVELOPMENT REPRESENTIVITY PROFILES

MIG (Municipal Infrastructure Grant) Free Basic Services 1. STAFFING 1.1 Priorities ISRDP/URP MIG (Municipal Infrastructure Grant) Free Basic Services Intergovernmental Fiscal Relations Local Government Support Provincial Capacity Corporate Governance Communication & Marketing Information Technology

1.2 STAFFING POSITION FOR dplg Post category 1 April 2002 28 February 2003 Number of approved posts Number of filled posts Number of vacancies SMS 36 31 5 48 35 13 Middle Management 72 44 28 75 68 7 Lower Posts 142 109 33 147 130 17 TOTAL 250 184 66 270 233 37 Analysis: Change since 1 April 2002: 20 additional posts created (+8%) of which 12 (60%) are on SMS level. Number of employees have increased by 49 (+26%). (2) In view of identified priorities, the post establishment of the Department should increase. The additional post requirements are presently being determined as part of the process of aligning the organisational structure with the revised strategic plan.

Consultation with Unions and Staff Developed the draft Strategic Plan 2. RE-STRUCTURING 2.1 Re-Cap Consultation with Unions and Staff Developed the draft Strategic Plan Developed the organisational Structure Conducted job evaluation Filled vacancies

2.2 Implementation of Resolution No: 7 PROCESS PROGRESS Establish Departmental Task Team Moratorium on Deputy Director and lower Vacancy list at DD and lower to Interdepartmental task team No excess staff Progress report Done, August 2002 Done 2.3 IMPLICATIONS Review of current structure Review of HR Plan

3. TRAINING AND DEVELOPMENT 3.1 Training provided TYPE OF TRAINING SMS BELOW SMS Communication Self Management Basic Management Relationship Management Organisational Development Computer Skills PSLDP 2 7 4 9 48 23 11 12 13 71 6 TOTAL 22 184 Total budget for generic & functional training = R 938 000 Analysis: Participation of SMS members in training can be improved. Participation of other staff on required level.

Project & Programme Management Financial Management 3.2 Skills Requirements Project & Programme Management Financial Management Organisational Development Leadership Development Programme Social Development Public Education and Participation Marketing and relationship management Communication & Presentation Skills Self Management Budget = R1801 000

4.EQUITY 4.1 Targets Expected to achieve Public Service targets by 2005. dplg developed equity policy and plan. Targets in dplg plan in line with Public Service targets.

4.2 Public Service and dplg targets RACE GENDER DISABILITY AFRICAN COLOURED ASIAN WHITE FEMALE MALE 71% 4% 2% 23% 49% 51% 3% 4.2.1 In terms of serving personnel numbers (233), these targets implied the following on 28/2/2003 RACE GENDER DISABILITY AFRICAN COLOURED ASIAN WHITE FEMALE MALE 165 9 5 54 114 119 7

4. 3 Achievements in terms of targets 4. 3 4.3 Achievements in terms of targets 4.3.1 Representivity profile in terms of personnel numbers DATE FEMALE MALE TOTAL African Coloured Asian White Disability 01/04/02 58 4 1 30 2 56 10 21 184 50.5% 49.5% 100% 28/02/03 84 8 35 62 14 7 24 238 55% 45% Difference +4.5% -4.5%

4.3.2 Representivity profile (all levels) compared with targets CATEGORY TARGET CURRENT GAP RACE African 71% 61% -10% Coloured 4% 9.2% +5.2% Asian 2% 4.6% +2.6% White 23% 24.8% +1.8% GENDER Female 49% 55% +6% Male 51% 45% -6% DISABILITY All 3% 1.5% -1.5%

4.3.3 Representivity profile on SMS level compared with targets CATEGORY TARGET POSITION 01/04/02 GAP 28/02/03 ACHIEVEMENT (2002/03) Black People at Management level 75% 54.8 -20.2 62.8% -12.2% +8% Women at Management 30% 19.3% -10.7 17.2% -12.8% -2.1% People with Disabilities 3% 1.6% -1.4% 1.5% -1.5% -0.1% 4.3.4 Position regarding women On 1 April 2002, there were six female SMS members out of a total of thirty one serving SMS members. No progress was made since 1April 2002. At this stage there are six female SMS members out of a total of thirty five serving SMS members. This calls for extra ordinary steps, which will be covered under strategy to achieve targets.

4.4 Strategy to achieve targets Career Development Strategy targeting middle management (female) Anticipated re-structuring Envisaged new posts Recruitment and retention strategy Focused skills development

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