1. STATUS REPORT ON THE FILING OF PERFORMANCE AGREEMENTS OF HEADS OF DEPARTMENT FOR THE 2017/18 FINANCIAL YEAR

2. Background and Purpose
In 2012, through a Cabinet Memo, Cabinet approved HoD PMDS function to be moved from PSC to DPME
A need to facilitate change on the current policy/framework/guidelines arisen due to notable challenges within the current system
The purpose of this presentation is to provide a high level overview of the compliance by the HOD and EA in the implementation of the HOD PMDS for the 2017/2018 financial year.

3. Legislative requirement
Chapter 4 of the Senior Management Services (SMS) Handbook on (PMDS) requires that senior managers, including Heads of Department (HoDs), enter into Performance agreements (PAs) with their Executive Authorities (EAs) by the 31 May and file them with the Department of Planning, Monitoring and Evaluation (DPME) by 30 June annually.
The PA becomes the basis for accountability for the performance of each senior manager for that specific financial year.

4. Centrality of leadership
The National Development Plan (NDP) emphasizes the need for strengthened accountability in pursuit of a capable state. The performance of government requires political and administrative leadership to build an accountable performance culture accompanied by strong consequence management for weak performance and a transparent reward system for outstanding performance. Improving the implementation of the public service Performance Management and Development System (PMDS) would play a key role in building such a culture.
The Management Performance Assessment Tool (MPAT) case studies have repeatedly highlighted that leading by example is critical for improving management practice and promoting a culture of continuous improvement. It is therefore critical for the leadership to showcase commitment in the implementation of a transparent and compliant PMDS from the top-down.

5. Status on the filing of HOD PAs for the 2017/18 financial year
Prov/National
On time
Late Sub.
% of total sub.
Acting
New HoD
No Sub.
# of HODs
Total qualified # %
Eastern Cape 9
90% 1
10%
100% 3
23% 0% 13 10
77%
Free State 12
Gauteng
82% 2
18%
21% 14 11
79%
KwaZulu-Natal 8 6
43%
57%
Limpopo
91% 9% 8%
92%
Mpumalanga
National 25
74% 4% 47 34
72%
North West
Northern Cape 4
33%
67%
Western Cape
RSA TOTAL
117 7 5%
95% 29 1%
161
130
81%

7. Conclusion
The filling of HoD PA by 30 June 2017 has improved from 66% in to 90% in 2017.
Positive gains stand to be made if the following recommendations are instituted:
Finalisation of the long-standing policy on HoD Assessments by DPSA and approval by MPSA and Cabinet.
Training of the staff in the Offices of the HoDs responsible for developing the HOD PA and Offices of the Premier in respect of provinces.
Advocacy for improved collaboration between staff within the HoD office, M&E units and HRD units in the developing and monitoring of the HOD PA.
Improved accountability from AOs and EAs in relation to the contents in the PA