CAPACITY BUILDING THE THREE SPHERES OF GOVERNMENT Presentation to the Portfolio Committee 14 June 2006

2 Outline of presentation  Background  AsgiSA capacity requirements  Current initiatives

3 Background  President Mbeki in October 2004 asked whether the developmental state had the requisite capacity and whether it was correctly organised to deliver on government’s socio-economic objectives  Study conducted found that the state did not have the requisite capacity  Skills shortages and skills gaps  Supply of graduates - mismatch  Remuneration of professionals

4 Background High-level skills required:  Health (doctors and dentists, theatre nurses, etc.)  Criminal justice (state prosecutors, interpreters, court managers)  Education (mathematics and science teachers)  Local government (engineers and technologists, financial managers, town and regional planners)  SAPS (forensic scientists, crime investigators)  Trade and Industry (economists and trade specialists, policy analysts)  Crosscutting ICT (systems analysts, database administrators)

5 Background  Sectoral analyses conducted  Housing study  Shortages of hard skills – engineering, land surveying  Shortages of soft skills – community engagement  Salary discrepancies between private and public sectors  Assessments of Health, Education, Justice and Economic sectors  Health: role of hospital CEOs (training, grading, delegations etc)  Education: Focus on the capacity of support staff  Justice: Challenges in court management  Economic: Coordination role of dti and critical skills

6 Background  Local Government capacity constraints  Capacity of municipalities uneven  136 identified for Project Consolidate support  Critical problems in acquiring and retaining skills of professionals, senior management and technicians;  Priority skills identified: areas of management, technical skills (e.g. artisans and craft workers), communication, ICT and financial management  Management skills identified by both municipal managers / workers were diversity management, strategic and business planning, people management and change management

7 Requirements of AsgiSA  AsgiSA identifies skills as a “binding constraint”  Scarce and Critical skills/JIPSA Initiatives  Infrastructure Development programmes  Artisan and Technical Skills  Skills required for sustained economic growth e.g. Communication; Transport and Energy grid, as well as quality public Education  High level Engineering and Planning

8 Requirements of AsgiSA  5 high profile skills areas  High level world class engineering and planning Skills - Network Industries  City /Urban and Regional Planning and Engineering Skills  Artisanal and Technical Skills/Infrastructure Development  Management and Planning in Health and Education  Mathematics, Science and Technology, Language Competency in Public Schooling

9 Current initiatives  Capacity Assessments in various Departments and Sectors  Health  Grading of posts of hospital CEOs  Project to classify hospitals to inform delegation of authority  Audit of Health Information System  Education  Assessment of the roles and responsibilities of district and circuit managers  Assessment of the role and responsibilities of principals  Assessment of skills gaps in the SMS  Assessment of the application of the SMS PMDS

10 Current initiatives  Capacity Assessments in various Departments and Sectors, cont  Economic  Assessment of government’s capacity to implement AsgiSA  Governance model for the entities reporting to the dti  Survey on capacity to implement Environmental Impact Assessments  Justice and Constitutional Development  An assessment of the application of the SMS PMDS  Assessment of capacity to implement Superior Courts Bill  Housing  Housing development and delivery process mapped  Comprehensive proposals to be submitted to Cabinet Lekgotla in July 2006

11 Current initiatives  HRD Strategy  Reviewing the National HRD Strategy and the development of a revised strategy  Assist sectors with addressing the Skills gaps through training and development programmes via SAMDI  SETAs active in the Public Sector  All SETAs requested to align Service level agreements with ASGISA/JIPSA requirements  MoUs signed between PSETA and LG SETA –Public Finance and Accounting  Suite of Public Administration Qualifications NQF level 4-8- Relationship to be developed with LG SETA to ensure alignment

12 Current initiatives  Learnerships and Internships :  By 2009 at least 5% of the approved establishment  Guidelines issues on Internship and Mentorship Programmes  Directive issued by MPSA to appoint Interns and Learners as contract employees - pay through PERSAL  Determination sets the minimum Stipend to be paid  Use of Foreign workers – scarce and critical skills  Investigation into the audit of the functioning of sector specific training institutions  Parastatals – Eskom, Telkom, Transnet, etc  Departments - Health, Agriculture, Defence, Water Affairs  Education – Technical centres (vocational and artisan training)

13 Current initiatives  Single Public Service  Development of Access Strategy and Rollout/Implementation Plan  Development of National Norms and Standards of HRM/D and HR polices and Practices  Development of the Remuneration Policy for the entire Public Sector  Establishment of the SMS cadre for the Public Sector  Co-ordinated and integrated training and development strategy through networked institutions

14 Current initiatives  Cascading Batho Pele to Local Government  Discussions and presentations underway  Batho Pele Gateway  Community Development Workers  Urban government service delivery malls/kiosks  Discussions underway with City of Jhb  Organisational Structures  MPSA issued directive whereby Departments are to submit organisational structures to DPSA before implementation  DPSA to ensure organogram is in keeping with service delivery model, mandates, policy choices, resources targeting and modelling

15 Current initiatives  Local Government  Support provided to municipalities on Integrated Development Plans (IDPs)  A local government competency framework has been developed  SALGA, dplg and the LGSETA are conducting a skills audit for municipal managers and section 57 managers  Skills audit will lead to the development of a Local Government Skills Development Strategy  A pilot Municipal Leadership Development Programme will be implemented in selected district municipalities by August 2006 through a partnership between dplg and the LGSETA

16 Current initiatives  Local Government, cont  Technical support to local government  A framework for the second rollout of the Service Delivery Facilitators (SDFs) has been developed  DBSA intends deploying 90 experts to priority municipalities  Municipal Infrastructure Grant support structures have made short- term deployments of engineers and students to certain priority municipalities  Assessment of capacity of Provincial Departments of Local Government to perform their statutory functions

SIYABONGA!