Briefing to the Portfolio Committee for Public Service and Administration Massified Induction Programme (MIP) Dr FM Orkin: DG and Team 21 May 2008

2 Presentation Structure  Underpinning and Objectives of the MIP  Implementation Challenge and Mechanism  Indicators  Illustrations of Instructional Materials  Monitoring and Evaluation  Potential Challenges and Mitigation Steps

3 Underpinning and Objectives of the MIP  In 2007, the President stated that: “SAMDI should be the major service provider (in public sector training) including in the mass induction of public servants”  The urgency of the MIP was confirmed by the MPSA in her 2007 Budget Vote Speech  The intention is to expose new public servants to the core values of public service delivery, Batho Pele and development:  To develop and inculcate the Batho Pele ethos of serving;  To stimulate a sense of pride in working for the Public Service;  To point participants to generic as well as functional skills; and  To create an awareness of the challenges of the developmental state.

4 Implementation Challenge and Mechanism Target Audience  The estimated number of new public servants at national and provincial level is 100,000 per annum  General support staff (salary levels 1-5) - approx. 68,000;  Junior and middle managers (salary levels 6-12) - approximately 32,000; and  SMS (salary levels 13-16). This group is to be inducted separately.  The 100,000 translates into approximately 90 induction training sessions per week across all national and provincial departments  Assuming 2/3 of sessions in departments (including Training of Trainers), this still means three outsourced sessions in an average province every week, forever…

5 Implementation Challenge and Mechanism Scale of Induction Programme Situation 1: How we approached the challenge (where we come from) Situation 2: Confronting the challenge (where we are) Situation 3: Meeting the challenge (where we need to be)

6 Implementation Challenge and Mechanism Target Broken Down by Province Level 1-5 Level 6-12

7 Implementation Challenge and Mechanism Modes of Delivery  The MIP, like Academy programmes, will be rolled-out through a partnership model comprising  Departmental trainers (Training of Trainers);  Sectoral training (e.g. by Education, Health, Defence departments);  Private Sector (Outsourced); and Provincial Academies.  This approach is in line with Academy strategy, which shifts from  Competition to collaboration;  Direct provision to facilitation; and  Selective offerings to comprehensive or massified delivery.  Only suitably qualified trainers, will be licensed to facilitate the Induction Programme  SAMDI has developed qualification criteria for trainers;  Selected trainers have been trained in the use of the new manuals and methodology in an eight-day Training of Trainers Programme; and  A total of 500 trainers are being trained for the roll-out of the MIP.

8 Indicators Budget Cost Items Level 1-5 (Groups of 40) R’000 Level 6-12 (Groups of 20) R’000 Trainer and training materials per workshop20 14 Venue129 Accommodation and meals: (R700 per delegate) *2814 Total per Induction Workshop6037 Average cost per person (group size of 40/20)1,51,9 Cost to induct 68,000/32,000 new entrants per annum **110,000 62,000 SAMDI’s Budget for the Implementation of Induction Programme 28,500 Total Cost of Programme per Annum200,000 * Excludes travel to and from training venue. ** Paid from departmental training budgets.

9 Indicators Activities  The MIP Project Team comprising 10 people has been appointed to support national departments and provinces  The interactive induction manuals (learner workbooks, visual slides and course manuals) were completed in October 2007  The pilot Training of Trainers Programme took place in KZN in November 2007, and the pilot with end-users in December 2007  447 out of 500 trainers have been trained to roll-out the programme nationally and provincially (304 in the provinces)  Implementation teams have been established in all nine provinces under the supervision of the Offices of the Premier  Training has started in all provinces from May 2008 and is expected to be at full speed (25,000 per quarter) after the first quarter of 2009

10 Indicators Start-up training since 1 April to May 2008 (updated) Province/NationalNo. of new entrants booked for training by province Actual number trained as at May 2008 Gauteng30 Limpopo54 Mpumalanga135 North West18040* Northern Cape14021* Western Cape15161* KZN2524 Eastern Cape3130 Free State10488* National8441* Total *Some sessions postponed due to cost of printing the manuals

11 Indicators Training of Trainers RegionProvincesTrained Trainers CentralNorth West Free state KZN NorthernGauteng Limpopo Mpumalanga SouthernEastern Cape Western Cape Northern Cape

12 Indicators Training of Trainers in Sectoral Departments DepartmentNumber Trained Correctional Services37 Home Affairs15 SAPS23 Defence30 Public Works18

13 Illustrations of Instructional Materials Learner Workbook

14 Illustrations of Instructional Materials Learner Workbook - continued

15 Illustrations of Instructional Materials Batho Pele

16 Illustrations of Instructional Materials Course Outline We Care:  The goals and key government programmes  The developmental orientation of the South African Government We Belong:  The Structure of government  The Constitution and the roles of the three spheres of government  The Rights and responsibilities of public servants  The Code of Conduct; Conditions of Service; policies on Sexual Harassment and HIV and Aids We Serve:  Batho Pele  Communication and relationships with members of the public  Government’s Anti-Corruption Strategy

17 Monitoring and Evaluation  SAMDI has developed Monitoring and Evaluation instruments to assess implementation progress and impact  Feedback will be received from trainees, facilitators and monitors through the Reaction Evaluation Questionnaire, Facilitators Evaluation Form and On-site Monitoring Reports  SAMDI’s monitors and provincial implementation teams are being trained on the use of the instruments  Reports will be produced quarterly as an early warning mechanism to advise on required interventions for improvement

18 Potential Challenges and Mitigation Steps  The implementation of the MIP is contingent on the following factors:  Effective core administration for MIP especially in provinces;  Availability of adequate financial resources especially printing; and  Endorsement by provinces and national departments.  The following steps have been taken to ensure delivery  Collective and bilateral workshops with provinces and national departments for information and support;  The issuing of the Directive by the Minister for Public Service and Administration in March 2008; and  SAMDI’s DG communiqué to other DGs and Heads of Departments, and their HR functionaries.

19 Siyabonga Thank you Rolivhuwa Dankie Nakhensa Re a leboga