1. Presentation to the Portfolio Committee on Women 15 March 2016
assessment of how the Public Service (including the DPSA) is performing with regards to women in SENIOR MANAGEMENT SERVICE (SMS)
Presentation to the Portfolio Committee on Women
15 March 2016

2. Representation of women at SMS as at 30 September 2015
There were 9976 filled SMS positions of which 4056 (40.6%) were filled by women and 5907 (59.4%) were filled by men.
There are 13 people categorised as unknown at SMS level
Women constitute 28% 0f level 16 and men 72%; this representation has remained persistently low over the years.
Women with disabilities at SMS are 39 and men were 83 from a total of
Youth (below 35) at SMS constitute 5% of the total; young women at this level are more than men at 51% and men at 49%.

3. Representation of women versus men at SMS in the Public SERVICE
SEPTEMBER 2015 
Unknown
Gender
Province
Female
Male
Total %
Rank
Gauteng 1
358
441
800
44.7
KZN-Natal
253
349
603
41.9 2
National Departments 9
2374
3330
5713
41.5 3
Eastern Cape
281
409
691
40.6 4
Western Cape
150
237
387
38.7 5
Limpopo
188
319
507
37.0 6
North West
116
205
321
36.1 7
Mpumalanga
118
208
327
36.0 8
Northern Cape 93
167
260
35.7
Free State
125
242
367
34.0 10
TOTAL  13
4056
5907
9976

4. Compliance with the 50% representation of women at SMS per province as at 30 September 2015
TRENDS EC FS GP
KZN
LMP
MPU
NAT NW NC WC
TOTAL
Number of departments that met the 50% target 2 1 3 6 21
Number of departments between 40-49% 12 4 24 59
Number of departments between 30-39% 13 7 5 53
Number of departments below 30% 23

5. Departments that have met the 50% target
Province
Department
Eastern Cape
Office of the Premier(50.6%)
Human Settlements (51.9%)
Free State
Social Development (50%)
Gauteng
Social Development (61.5%)
KwaZulu Natal
Human Settlements (50%)
Transport (52.7%)
Limpopo
Social Development (58.3%)
Sport, Arts and Culture (50%)
Mpumalanga
Social Development (55.5%)
North West
Economic Development, Environment, Conversation and Tourism (58.3%)
Northern Cape
Social Development (52%)
Western Cape
Health (54.6%)
Social Development (56.5%
National departments
Arts and Culture (50.9%)
Economic Development (56.7%)
National School of Government (51.2%)
Planning, Monitoring & Evaluation (52.3%)
The Presidency (50%)
Women (56.6%)

6. CHALLENGES AND SUCCESSES
The representation of women at SMS is more at levels 13 and 14, but very low at levels 15 and 16.
Not all departments are submitting plans and reports on the implementation of the Gender Equality Strategic Framework (GESF) JobAccess Strategic Framework for the Recruitment, Appointment and Retention of People with Disabilities (JA)(see slide 6), although the submission rate has improved from 78 in 2014/15 to 101 in 2015/16.
Attendance of support workshops is by junior officials and they have no authority to implement some of the strategies provided at these workshops, more especially remedial plans to close equity gaps (see slide 6).
Gauteng is the one outstanding province that has improved year on year since the support workshops started.
Representation of women at SMS as at 30 September 2015 was 40.6%, an improvement from 38% when support workshops started in 2012.

7. CHALLENGES AND SUCCESSES
Staffing of units and job descriptions of Gender Focal Points is not uniform in departments.
In the Eastern Cape, the Northern Cape and the Free State most units are either located in the office of the HOD or the MEC, but this location does not translate into better resourcing and performance.
The performance of departments on the Diversity Management standard in MPAT is one of the lowest, but it has improved from 1.2% in 2013 to 1.7% in
Even for departments that are complying with submission of implementation plans for the GESF, their performance is affected by the failure to meet the 50% target.

8. Compliance with annual reporting requirements 2014/15
Province
Submission of Plans and Reports on GESF and JA
Submission of PSWMW Reports
Submission of Sexual Harassment reports
Attendance of support workshops
No attended
No of SMS
Eastern Cape
9/13
10/13
6/13 55 14
Free State
6/12
7/12
10/12 32 3
Gauteng
9/14
8/14
6/14 46 10
KwaZulu Natal
10/14
7/14
5/14 34
Limpopo
0/12 56
Mpumalanga
5/12
2/12 39
North West
8/12
11/12 40 8
Northern Cape 27 2
Western Cape
13/13 30 6
National Departments
23/45
22/45
15/45 84
Total
101 96 70
443 83

9. Gender mainstreaming in the DPSA
The department has an Approved Gender Policy; Gender Equality Strategic Framework and annual implementation plan
There are Various diversity fora for designated groups:
Women Management Forum; Departmental Women’s forum; Men’s Forum ; Disability Management forum; Youth Forum
The department has an Employment Equity Plan to manage representation target and barriers (incl. affirmative action measures)
Concept on leadership development programme targeted at women empowerment

10. DPSA representation AS at 29 Feb 2016
YEARS
Total SMS
Total Females %
2015/16 96 41
42.7%
2014/15
2013/14
113 43
38.1%
2012/13 98 38
38.8%
Total Staff
PWD
459 11
2.4%
433 8
1.85%
494
1.6%
457 9
2.0%
Total SMS
Total Females %
2015/16 91 39
42.9%
2014/15
106 43
40.6%
2013/14
113
38.1%
2012/13 98 38
38.8%
Total
PWD
443 8
1.8%
458
1.7%
494
1.6%
457 9
2.0%

11. DPSA: PWD Representation (3yr cycle)

12. Gender Focal Point in the Department (dpsa)
The Director: Transformation and Employee Health and Wellness is assigned the Role of a Gender Focal Point (SMS member)
Located in the Corporate Services Branch –reporting to Chief Director: HR and Security Management.
The Director has the assistance of a Deputy Director who coordinates the implementation of GESF plan and Diversity Management interventions.
Key Responsibilities:
Gender Mainstreaming; Employment Equity; Disability Management,
Youth Development; Employee Health and Wellness; Service Delivery Improvement Programme
Batho Pele coordination and Coordination of the Management of Performance Assessment Tool.