1. PORTFOLIO COMMITTEE STRAT PLAN SESSION
HR PRESENTATION
13 – 15 March 2006

2. The key drivers of our strategy are;
Create a qualified, educated and flexible workforce capable of managing changing economic environment, work practices, competition and technological challenges
To ensure optimum efficiency and effectiveness of teams and individuals
To nurture and develop depth of knowledge and skills in core competencies;
To gain a reputation of preferred employer among significant stakeholders and in the government services, enabling us to attract, develop, reward and retain the best people;
To reflect in the best way, the demographics of our society and use diversity as a positive business strategy

3. CHALLENGES High vacancy rate
Build a pool of suitably qualified officials to fill critical positions
Lack of Employment Equity in certain skills areas
Impact of HIV/AIDS
Absenteeism
Skills gaps and inappropriate skills
Retention of staff
Staff shortage (supply versus demand)
Performance Culture
Increasing number of trained Project Managers and technical staff amongst the designated groups.

4. Initiatives to address challenges
In order to address the above-mentioned HR challenges, the following strategies are prioritized for the :
Accelerated recruitment for vacant posts.
Advertise as & when vacancies arise
Set a target of filling posts within 3 months after they have been vacated.
Head hunting is done where no candidates are available
Place people who have been identified to have potential.
Strategic Resourcing.
This includes appointment of Interns (graduates without experience), Management Trainees (graduates with experience), Learnerships (need both qualification & experience), Understudies, bursaries and Mentors.
There is a concerted effort to recruit people with relevant qualifications and train them to take entry level positions and even assisting them in acquiring professional qualifications.
Graduate Recruitment and School interface projects planned for 2006
Learnerships
External bursaries

5. Cont.
Graduate Recruitment
The Minister has approved that every Directorate/Unit in the DPW is entitled to 2 Trainees/Internships
DPW is recruiting graduates and they are absorbed as internships and management trainees. See stats in table below.
At moment, short listing done for Engineers, Quantity Surveyors, Town planners, Architects, etc. 153 applications.
Visits are done to various institutions to various Universities & Technikons to recruit
Training programmes designed for Trainees

6. INTERNSHIPS STATISTICS 2005/06
UNIT
AFRICAN
ASIAN
COLOURED
WHITE
TOTAL
MALE
FEMALE IS 6 13 19
HRM 16 20 36
PPM 26 2 1 45
SMU 7 9
Logistical Services 5
Communications 3
Provisioning
EPWP
KAM
Professional Services 11 4
Internal Audit
Property Management
Supply Chain Management
DDG: Operations
COO
Finance & Procurement
ECDP
Office of DG
Policy Unit
Projects & Maint.
TOTALS 81 94
179
175
97.77%
0.00%
1.68%
0.56%

7. Recruitment of mentors.
Cont.
Recruitment of mentors.
Retired professionals to assist with training of candidates
Expatriates in professional services
Critical Positions.
The Department will embark on a succession planning process.
Focus will be on the proactive development of Senior Managers of the future to ensure the continuous availability of required competencies at any given time.
Skills Audit.
In promoting the culture of performance and enabling employees to deliver, there will be focus on developing skills in line with the training needs analysis results.
Multi skilling and Re-skilling.
The DPW will engage in multi-skilling and re-skilling efforts. IS appointing 2 Cleaners & train at Helpdesk
Polokwane trained 4 Cleaners with post Matric qualifications now absorbed in Clerical posts
Polokwane now training 3 Cleaners (Registry & Helpdesk – post Matric & Switchboard only Matric)

8. Bursaries Scarce skills allowance for critical skills. Cont.
Intention to offer external bursaries.
School interface (at Career Exhibitions, visit top performing schools, subscribing to Career Magazines distributed at schools & tertiary institutions) to inform pupils about DPW and careers within DPW. Then recruit bursars
Budget allocation
Scarce skills allowance for critical skills.
Identified scarce skills positions
Working with provincial departments to finalize scarce skills dispensation
Developing an appropriate recognition and reward system for all performers.

9. Induction and Orientation
Initiatives Cont.
Induction and Orientation
Pilot by SAMDI after looking at our programme
Done with all Internship candidates and includes Career Management
Employment Equity
Employment Equity Coordinating Committees elected at all offices and National Committee also in place
Targets set per Region to influence National statistics
Management trainees all Equity & majority of Interns from previously disadvantaged groups
Currently there are 114 Senior Managers of whom 60,5% are black, and 37 are female (which constitutes 32%)
The equity targets as at current (January 2006) for (2005/2006 financial year) stands at 44,2% females and 55,8% males as compared to statutory requirement of 45% females and 55% males

10. Employee Wellness Programme
Cont.
Culture of Learning.
Emphasis will be on skills development to enable individuals to contribute towards the implementation of the Departmental strategy.
Programmes will focus on both the technical skills required for task execution and the improvement of interpersonal competencies.
There is also be emphasis on Leadership Development.
111 candidates graduated - Management Development Programme
107 candidates graduated – Supervisory Development Programme
Employee Wellness Programme
Dedicated staff already appointed to deal with employee wellness issues & implement interventions that will indirectly influence service delivery and increase capacity of existing employees.
Improve education in terms of health and wellness including HIV/AIDS
Managing absenteeism. Reducing ill health and increasing employee morale by providing counseling and other incentives to encourage employees.

11. Sick leave & Temporary disabillity leave
Sick leave & Temporary disabillity leave
2003
2004
2005
Total
Sick, full pay
17,170.00
20,628.00
19,425.50
57,223.50
Disability, temporary
2,884.00
641.00
231.00
3,756.00
Totals
20,054.00
60,979.50

12. MANAGING ILL HEALTH AND INCAPACITY
Intervention and management of incapacity leave in the work place
Rehabilitation, re-skilling, re-alignment and retirement of temporary or permanently incapacitated employees is facilitated.
Implement sick leave management in conjunction with health risk management
Prevent abuse of sick leave by managing incapacity and ill-health.