Presentation to the Portfolio Committee 2 March 2005 DPSA MEDIUM TERM BUDGET

Outline of presentation Context Programmes and projects DPSA operational strategy DPSA accountability framework HR needs for the medium term Medium Term Expenditure Framework

Context Policy framework largely in place Strong emphasis on implementation – in some cases review/evaluation of existing policies Need to find ways to enforce implementation of DPSA HR policies in departments Increased reliance on DPSA for interventions to support departments with implementation of HR policies Frequent requests are on organisational structure, employment equity, disciplinary cases backlogs and anti-corruption including procurement irregularities

DPSA programmes Administration Integrated Human Resources Information and Technology Management Service Delivery Improvement Public Sector Anti-Corruption International and African Affairs Planning, Monitoring and Evaluation

Administration Ministry Minister’s international programme UN Committee of Experts International Institute of Administrative Sciences CAPAM Community development worker programme DG’s office DPSA leadership of the G&A Cluster Coordination of management meetings, planning and reporting Corporate Management Legal Services

Integrated human resources 6 sub-programmes Remuneration and Conditions of Service Negotiations and Labour Relations Employee Health and Wellness Employment Practices and Career Management Human Resource Development Public Service SETA (PSETA)

Integrated Human Resources, cont Remuneration and Conditions of Service Implement the Government Employees Medical Scheme (GEMS) Implement the Policy on Incapacity Leave and Ill-health retirement Implement scarce skills strategy Implement middle management dispensation Review remuneration dispensation of certain categories of employee Negotiations and Labour Relations Implement multi-term wage agreement and agreements on macro-benefits Implement the Labour Relations Policy in the public service

Integrated Human Resources, cont Employee Health and Wellness Implement integrated Health and Wellness Programme Implement HIV and AIDS communication strategy Implement programme of action to mitigate stigma in the workplace Employment Practices and Career Management Review the SMS dispensation Implement competency-based HR practices Implement HR planning and employment equity policies Implement compulsory induction programme

Integrated Human Resources, cont Human Resource Development Implement a unified system of public administration and management Implement public service skills database Review capacity to implement government’s integrated programmes Review the Public Service HRD Strategy PSETA Develop a Sector Skills Plan for the Public Service Implement section 18(2) learnerships in the public service

Information and Technology Management Development of IT plans in public service departments Implement enhancement of phase 1 of Batho Pele Gateway Provide robust infrastructure and content management Translate portal content Increase access to Gateway by rolling out to MPCCs Develop and implement medium-term policy and strategy on e-government

Service Delivery Improvement Implement Batho Pele Change Management and Revitalisation Programmes Establish service delivery improvement partnerships with selected provinces (IPSP) Implement support to post-conflict countries in Africa, government departments and provinces Implement recommendations of the public entities review Host annual learning events and publish Service Delivery Review

Public Sector Anti- Corruption Implement decisions of the Public Sector Anti- Corruption Summit Report on Compliance with the Public Service Anti- Corruption Strategy Assess of impact of PSACS Review sub-sector anti-corruption strategies Develop a public sector governance strategy Comply with mandatory elements of UN, AU, SADC and OECD instruments on anti-corruption

International and African Affairs Implement bilateral and multilateral agreements and partnerships on governance and public administration Implement Pan-African NEPAD Capacity Development Programme Implement the African Peer Review Mechanism Implement decisions of the 5 th Annual Conference of Public Service Ministers

Planning, Monitoring and Evaluation Provide regular and timely reports on the state of service delivery and governance of departments eg: Early Warning System HR utilisation report Provide consolidated information on the impact of DPSA and G&A programmes Contribute to the establishment of the Government Wide M&E System

DPSA operational strategy Review of policy where required Providing implementation support on request Post-conflict African countries Provincial administrations and departments Monitoring and evaluation of the public service Anticipating and intervening where service delivery failure Monitoring implementation of DPSA programmes by departments Integrating G&A programme of action into departmental workplans

Accountability framework Minister Accountable to Parliament Minister’s Budget Vote Minister and officials report to Portfolio Committee Annual Reporting Minister provides policy guidance to management DPSA through Minister reports to G&A Cabinet Committee on implementation of G&A POA DPSA must comply with legislation governing the public service and labour relations Performance management system and performance agreements at all levels Financial reporting (Early Warning etc) Internal audit and risk management

Human resource needs HR imperatives – capacity needs Support to DRC, KZN and others places pressure on DPSA capacity G&A POA adds to workload of components New focus on the macro-organisation of the state (public entities and unified system of public administration and management) New focus on planning, monitoring and evaluation Expansion of anti-corruption and international work Need to promote representivity in DPSA

Representivity at DPSA Focus areaPublic service target: Mar 2005 DPSA Target: March 2005 Status: Feb 2005 Deviation Women in SMS 30%44%41.4%-2.6% Blacks in SMS75%79%69.2%-9.8% Women levels %42.3%-7.7% Blacks levels %72%+1% People with disability 2% 1.24%-0.76%

Vacancies at 28/02/05

Medium term representivity targets. Focus areaTarget: March 2006 Target: March 2007 Women at SMS level 45%48% Blacks at SMS level 80% Women levels % Blacks levels %73% People with disability 2.5%

HR interventions Retention and HRD strategies Mentoring and coaching aimed at middle and junior management Succession planning and sustainable pools Improving work environment and organisational culture Learnerships and internships Actioning personal development plans of employees

MTEF allocations 2005/06 – 2007/ /06R167,726 m R15 million – Implementation of restricted membership medical aid scheme 2006/07R177,348 m R5 million – Implementation of restricted membership medical scheme R4 million – Planning, monitoring and evaluation 2007/08R184,365 m R7 million – Planning, monitoring and evaluation

Economic classification per Programme (2005/06)

2004/05 Budget overviews ProgrammeR'000 1 Administration38,947 2 Integrated Human Resources46,759 3 Information and Technology Management26,342 4 Service Delivery Improvement27,165 5 Anti-Corruption1,837 6 International and African Affairs3,244 7 Auxiliary and Associated Services2 Total144,296

Comparison between 2004/05 and 2005/06

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