1. Your partner in service delivery and development
Presentation to the Portfolio Committee on Provincial & Local Government Branch: Corporate Services Mr Tozi Faba 19 ~ 20 February 2008
Your partner in service delivery and development

2. OVERVIEW 1. Purpose of the Branch
2. Functional areas and strategic objectives of the Branch
3. High level reflection on the performance of the Branch
4. Issues raised by the Committee in the previous session in 2007
5. Strategic priorities for 2008/09
6. Employment Equity Profile of the Department
dplg ~20 February

3. 1. Purpose of the Branch
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4. 1.1 Purpose of the Branch
To strengthen corporate capacity underpinned by a value-based and client focused performance culture.
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5. 2. Functional areas and strategic objectives of the Branch
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6. 2.1 Functional areas and strategic objectives
Development Communication & Stakeholder Relations
Marketing & Brand Management
Human Resources Management & Development
Information Technology & Management
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7. 2.1 Functional areas / strategic objectives (continued)
To monitor, evaluate and communicate the impact of government programmes in municipal areas in order to enhance performance, accountability and public confidence.
To strengthen the dplg’s organisational capability and performance to deliver on its mandate.
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8. 3. High level reflection on the performance of the Branch
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9. 3.1 High level reflection on the performance of the Branch
The Local Government Communication System (LGCS) guidelines endorsed by the Presidential Coordinating Committee.
Large scale implementation of the LGCS through Premiers, Mayors and Communicators Fora.
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10. 3.1 High level reflection on the performance (continued)
Developed and implemented communication strategies and plans for various programmes and sub-programmes e.g. Anti-Corruption, Free Basic Services and 16 Days of Activism
Nodal support provided in Inanda, Ntuzuma, Kwa-Mashu (INK), Khayelitsha, Mitchell’s Plein, Kgalagadi etc. during political champion visits
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11. 3.1 High level reflection on the performance (continued)
The dplg has paid specific attention to the recruitment of people with disabilities. We have been working in collaboration with Disabled People of South Africa (DPSA) and their provincial units to recruit and place people with disabilities in the department.
Successfully recruited a disabled person to fulfill the role of telecoms operator.
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12. 3.1 High level reflection on the performance (continued)
The department has continued to prioritize the filling of vacant posts on the organogram. During the period 1 April to the end of December 2007, seventy six (76) employees were appointed within the dplg. The total funded vacancies were 103, therefore 76 appointments were made or 74% of vacancies filled.
A high level of staff (177) have attended training throughout the year (from 1 April – 31 December 2007), of the 177 trained, 59% (104) were female and 92% (162) were blacks
An amount of R allocated for bursaries has been utilized by 33 officials.
dplg ~20 February

13. 3.1 High level reflection on the performance (continued)
The department embarked on a ICT Disaster Recovery and Business Continuity project and completed a plan in an effort to ensure continuous operations.
Six (6) staff members of the Information Technology and Management unit have been trained on the Information Technology Infrastructure Library (ITIL) foundation course as part of our service management improvement plan.
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14. 3.1 High level reflection on the performance (continued)
110 employees have been accommodated at NOSA as part of making office space available.
Service level agreements (SLA’s) have been entered into with service providers.
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15. 4. Issues raised by the Committee in the previous session in 2007
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16. How does the dplg interact with civil society.
4.1 Issues raised in 2007
Following are the key issues raised by the Committee concerning the Branch:
How does the dplg interact with civil society.
Communication of the work done by the dplg.
Mechanisms to recruit people with disabilities.
Responses to these issues are listed below:
dplg ~20 February

17. 4.1 Issues raised in 2007 (continued)
Response
How does dplg interact with civil society?
Izimbizo programme
Bucket eradication outreach programme (MEC’s and Mayors engaging with communities through multimedia trucks road shows)
Maintenance and update of website
16 days of activism outreach
Print and electronic mediums (e.g. for all of the above programmes)
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18. 4.1 Issues raised in 2007 (continued)
Response
Communication of the work done by the dplg
Profiling of the dplg work in publications (e.g. CEO, Delivery, Gaffney and national, regional and community newspapers
Vuna Awards Marketing Campaign
Advertising of conferences (e.g. Print advertising and project consolidate video, minister / mayors indaba’s at budget vote)
dplg ~20 February

19. 4.1 Issues raised in 2007 (continued)
Response
Mechanisms to recruit people with disabilities.
The dplg has paid specific attention to the recruitment of people with disabilities. We have been working in collaboration with Disabled People of South Africa (DPSA) and their provincial units to recruit and place people with disabilities in the department.
Successfully recruited a disabled person to fulfill the role of telecoms operator.
dplg ~20 February

20. 5. Strategic priorities for 2008/09
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21. 5.1 2008/09 Strategic Priorities
Measurable objective 1
Increase stakeholder knowledge and awareness of government performance and create opportunities for dialogue and feedback
Projects
Indicator
Service delivery perception index
Survey and report to be published by March 2009
Implementation of communication framework for 5 year LG strategic agenda
Number of stakeholders engaged in service delivery events
Number of communication reports on service delivery
Implementation of the LGCS
Number of interventions to support the implementation of the LGCS
Support the implementation of the 5 year LGSA in respect of ICT’s
Number of municipalities with functional websites
Number of municipalities, public and community organisations utilising the knowledge resource centre
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22. 5.1 2008/09 Strategic Priorities (continued)
Measurable objective 2
Increase the level of customer satisfaction in respect of all corporate services functions by 2008/09
Projects
Indicators
Implement service level agreements with Corporate Services customers
Completion of SLA’s with all Corporate Services customers
Customer satisfaction survey
% rating on the customer satisfaction survey
To provide prompt and satisfactory response to the support needs of employees
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23. 5.1 2008/09 Strategic Priorities (continued)
Measurable objective 3
Implement OD and HR interventions by March 09 that enhance the capacity and performance of dplg
Projects
Indicator
Implement an institutional review of the strategy and structure of the dplg
Realigned institutional design for dplg by March 2009
Develop an HRM&D strategy for the department
HRM&D strategy completed by March 2009
Roll-out of the HRM&D strategy phases during 2008/09
Develop and implement a HRD plan for the identified training needs
Number of employees trained by March 09
dplg ~20 February

24. 5.1 2008/09 Strategic Priorities (continued)
Measurable objective 4
Implement IT and administrative support services that enables the core business of dplg
Projects
Indicator
Implementation of the ICT governance framework within the dplg
% of dplg ICT projects that comply government standards and best practices (100%)
Implementation of ICT Disaster Recovery and Business Continuity for the department
ICT Disaster Recovery and Business Continuity tests reports
Implementation of an Electronic Document and Records Management System (EDRMS)
% of SMS members and assistants utilising the EDRMS (100%)
Implementation of the energy efficiency plan as prescribed by the Dept of Minerals and Energy
% saving of energy within the required quotas for Government Institutions
dplg ~20 February

25. 6. Employment Equity Profile of the Department as at end December 2008
SMS posts
Males
Females
African
Indian
Coloured
Whites
Total 16 1 15 4 2 14 3 6 26 8 11 13 21 31 29
Total SMS 39 62 32 7 43
37.1%
5.7%
3.8%
12.4%
30.5%
0.0%
6.7%
Level 1-12 12 35 10 9 19 20 23 24 18 22 5 27
Total 1-12
104
120
154
187
Total: All posts
33.9%
2.6%
50.2%
0.7%
1.6%
8.5%
Race
Total
Percentage
Gender
Black
356
86.9%
Male
182
White 54
13.1%
Female
230
People with disabilities 2
0.45%
412
100%
Total Employees
The above data shows that of the 412 plus 4 employees; women constitute 61% of the total number of posts filled, of which 41% (4 percentage points up from 2006/07) are in senior management; Blacks constitute 89% (3 percentage points up from 2006/07) of the total number of posts filled; Blacks constitute 81% of senior management posts filled. (percentages rounded off).

26. Thank you
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