1. INTRODUCTION
ESSENTIAL PRIORITY
PRINCIPLES, GUIDELINES & PRESCRIPTIONS

2. INTRODUCTION CONTINUED
PRIORITY AREAS
3.1 RESTRUCTURING
3.2 INSTITUTION BUILDING
3.3 REPRESENTIVITY & AFFIRMATIVE ACTION
3.4 MEETING BASIC NEEDS & REDRESS PAST IMBALANCES
3.5 DEMOCRATISATION OF THE STATE
3.6 HUMAN RESOURCE DEVELOPMENT
3.7 EMPLOYMENT CONDITIONS AND LABOUR RELATIONS
3.8 PROMOTION OF A PROFESSIONAL SERVICE ETHOS

3. SYNOPSIS OF GUIDING TRANSFORMATION POLICY
REDRESS PAST IMBALANCES
SETTING OF GOALS & TARGETS
PROFESSIONAL ETHOS & WORK ETHICS
ORGANISATIONAL RESTRUCTURE
INTERNAL SYSTEMS
REPRESENTATIVENESS
SERVICE EXCELLENCE CUSTOMER SATISFACTION
EDUCATION, TRAINING & DEVELOPMENT

4. IMPEDEMENTS TO TRANSFORMATION
HISTORICAL LEGACY
EXPECTATION OVERLOAD
LACK OF CO-ORDINATION
& PENETRATION

5. 1 HISTORICAL LEGACY RULE BOUND IDEOLOGY FEAR & UNCERTAINTY
UNREPRESENTATIVE OF SA POPULATION
RULE BOUND
IDEOLOGY
FEAR & UNCERTAINTY

6. 2 EXPECTATION OVERLOAD GREAT EXPECTATIONS
CONTINUOUS PROCESS OF TRANSFORMATION
IMPATIENCE
ANXIETY & FRUSTRATION

7. 3 LACK OF CO-ORDINATION & PENETRATION
DISPERSED AREAS OF DEPARTMENT
ADEQUATE SERVICES TO MARGINALISED COMMUNITIES

8. TRANSFORMATION STRATEGIES & PROCESSES
HUMAN RESOURCES POLICY & PRACTICE
REPRESENTATIVENESS
DIVERSITY

9. RECRUITMENT QUALIFICATIONS & PROMOTIONS
OPEN COMPETITION
SELECTION ON MERIT
HEAD HUNTING

10. PROGRESS REGARDING HR POLICY
RECRUITMENT POLICY APPROVED
EXIT INTERVIEW
INTERVIEW ASSESSMENT TOOL APPROVED
NEW EVALUATION SYSTEM

11. Department of Home Affairs and Government Printing Works
PROGRAMME FOR AFFIRMATIVE ACTION: STATEMENT REGARDING FILLING OF POSTS – VARIOUS POPULATION GROUPS (AS ON 30 JUNE 2002 )
Department of Home Affairs and Government Printing Works

14. RACE RATIO AS AT 7 NOVEMBER 1994
ESTABLISHMENT STATUS PROGRAMME FOR AFFIRMATIVE ACTION – RACE RATIO Department of Home Affairs including Government Printing Works
RACE RATIO AS AT 7 NOVEMBER 1994
RACE RATIO AS AT 30 JUNE 2002

15. ESTABLISHMENT STATUS PROGRAMME FOR AFFIRMATIVE ACTION – GENDER RATIO Department of Home Affairs including Government Printing Works
GENDER RATIO AS AT 13 JUNE 1996
GENDER RATIO AS AT 30 JUNE 2002

16. PERSONNEL COMPOSITION: 30 JUNE 2002 RACE RATIO SUMMARY FOR SENIOR MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT PRINTING WORKS)

17. PERSONNEL COMPOSITION: 30 JUNE 2002 RACE RATIO SUMMARY FOR MIDDLE MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT PRINTING WORKS)

18. PERSONNEL COMPOSITION: 30 JUNE 2002 RACE RATIO SUMMARY FOR JUNIOR MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT PRINTING WORKS)

19. PERSONNEL COMPOSITION: 30 JUNE 2002 RACE RATIO SUMMARY
DEPARTMENT OF HOME AFFAIRS
GOVERNMENT PRINTING WORKS

20. PERSONNEL COMPOSITION: 30 JUNE 2002 GENDER RATIO SUMMARY FOR SENIOR MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT PRINTING WORKS)

21. PERSONNEL COMPOSITION: 30 JUNE 2002 GENDER RATIO SUMMARY FOR MIDDLE MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT PRINTING WORKS)

22. PERSONNEL COMPOSITION: 30 JUNE 2002 GENDER RATIO SUMMARY FOR JUNIOR MANAGEMENT
DEPARTMENT OF HOME AFFAIRS (INCLUDING GOVERNMENT PRINTING WORKS)
DEPARTMENT OF HOME AFFAIRS (EXCLUDING GOVERNMENT PRINTING WORKS)
GOVERNMENT PRINTING WORKS

23. DEPARTMENT OF HOME AFFAIRS
(EXCLUDING GOVERNMENT PRINTING WORKS)
PERSONNEL COMPOSITION: 30 JUNE 2002 SUMMARY
MANAGEMENT COMPOSITION

24. DEPARTMENT OF HOME AFFAIRS
(INCLUDING GOVERNMENT PRINTING WORKS)
PERSONNEL COMPOSITION: 30 JUNE 2002 SUMMARY
MANAGEMENT COMPOSITION

25. The National Department of Home Affairs has set the following targets to be achieved by the year The targets are based on the current staff complement and the demographics of the whole country where the Department renders a service. Also the 2002 Labour Force Survey from Statistics South Africa were taken into consideration:
MALES
FEMALES A C I W D
39% 6% 2% 8%
33% 5% 1%
= Of which 60% of management should be black and 30% of senior and middle management should be female.

26. Under Representation = Red Over Representation = Green
THE FOLLOWING IS THE ACTUAL SITUATION AND VARIATIONS IN TERMS OF PERCENTAGES IN THE DEPARTMENT OF HOME AFFAIRS:
MALES
FEMALES A C I W D
TARGETS
39% 6% 2% 8% 1%
33% 5%
ACTUAL
35% 3%
0.5%
0.3% 4%
16%
VARIANCE
-4%
-3%
-1.5%
-2%
-0.7%
+2%
-1%
-0.5%
+10%
Colour Variations
Under Representation = Red
Over Representation = Green

27. The following is a suggested projection of the targets:
GROUP
2002
2003
2004
2005
African Males
2086
28%
2366
31.5%
2646
35%
2927
39%
African Females
2090
2219
29.5%
2348
31%
2476
33%
Coloured Males
169 2%
262
3.5%
355
4.7%
450 6%
Coloured Females
237 3%
283
3.7%
329
4.3%
375 5%
Indian Males 36
0.48% 74 1%
112
1.5%
148
Indian Females 38
0.5% 50
0.6% 62
0.8%
White Males
346
4.6%
426
5.6%
512
6.8%
600 8%
White Females
940
12.5%
777
10.3%
614
449
DISABLED 39 76
113
150
The suggested projections have been divided by the complete staff establishment (7499) to get percentages.

28. The graphs below will show in which levels are the different race groups under-represented or over-represented in the Department and what will be done to correct the situation in each level.
There are presently six Chief Director posts, of which three are filled and three are vacant. From the graph above, it is clear that there are no females of all races on the level of Chief Director. The Department’s Employment Equity Plan will therefore strive to fill vacancies on this level with females (both Black and White).

29. On the level of Director, there is an under-representation of Black females in the Department. Therefore, when posts are to be filled, preference will have to be given to Indian and Coloured females, who are not represented at all on this level. Black males are over-represented on this level and therefore, Black females will be given preference.

30. From the graph above, both Black and White males are over-represented at the level of Deputy Director. They make up 42% and 26% respectively, of the total number of Deputy Directors of the Department. African females, Coloured females and Indian females will be given preference when posts on this level are advertised.

31. On the level of Assistant Director, Black males, White males and White females are over represented. Black females, which include Indians, Coloureds and Africans, only make up 14% of the 121 Assistant Directors in the Department. Therefore, when posts on this level are to be filled, Black females should be given preference.

32. PROGRESS IN LABOUR RELATIONS
AGREEMENTS REACHED
OVER 100 CHAIRPERSONS & DEPT REPS TRAINED
DECREASING LEVELS OF SERIOUS MISCONDUCT
LOW MORALE CLIMATE STUDY
UNISA
ANALYSIS OF DATA

33. HUMAN RESOURCES DEVELOPMENT
STRATEGIC LINK TO BROADER PROCESS OF TRANSFORMATION
STRATEGICALLY PLANNED AND EFFECTIVELY RESOURCED
EFFECTIVELY ORGANISED
FLEXIBLE AND DECENTRALISED
BROAD PARTICIPATION
PROMOTE ACCESS
EMPOWER PREVIOUSLY DISADVANTAGED
DEMAND LED, NEEDS BASED

34. TRAINING INTERVENTIONS
March 2001 to February 2002

35. TRAINING INTERVENTIONS March 2001 to February 2002 (Continued)

36. TRAINING INTERVENTIONS March 2001 to February 2002 (Continued)