1. Human Resources Presentation to the Portfolio Committee

2. Overview: HR Analysis
Staffing Profile
Departmental skills Analysis
Recruitment & Vacancy Analysis
Employment Relations Analysis
HR strategies
Compliance issues

3. Overview We are 17 960 workforce approved posts @ 15 131
2829
1689
Vacancy rate of 11,2%

4. Departmental Staffing Profile
Region
No of Posts
Head Count
Vacancies
Eastern Cape
2004
1705
299
Gauteng
2589
2361
228
Mpumalanga
783
724 59
National Office
2749
2243
506
Free State
1009
986 23
Kwazulu Natal
2006
1828
178
Northern Cape
403
364 39
Western Cape
1321
1271 50
Limpopo
1274
1201 73
North West
993
759
234
Total
15131
13442
1689

5. Skills Analysis as @ June 2006
Occupational Levels
Male
Female
TOTAL
African
Coloured
Indian
White
Top Management 3 2 1 - 9
Senior Management 47 13 53 44 10 8 19
203
Professionally qualified and experienced specialists and mid-management
362 58 25
185
179 46 41
134
1031
Skilled technical and academically qualified workers, junior management, supervisors, foremen and superintendents
986 59 21
109
644
169
482
2517
Semi-skilled and discretionary decision making
1850
174 73
2547
399
164
916
6297
Unskilled and defined decision making
257 64 27
271 30 20
673
3505
366
135
549
3687
654
262
1571
10730
Non-permanent
265 5 31
404 86 76
920
3770
407
140
580
4091
740
272
1647
11650

6. Skills analysis…. The majority are semi skilled
Legacy of leg promotion with low skills base/competencies
At SMS level = mobile skills with competition to Private sector/parastatls/BEE
SMS appointments undergo competency assessments
Major up-skilling interventions [bursaries, learnerships, internships, skills programs]

7. HR: Notes on Vacancies
The current staff establishment population rate is ,8% [13442] [filled positions]
The vacancy rate is therefore 11,2% [1689]
Post advertisement on average per month:[+/- 300]
Average Exit per month: [50]
At a rate of filling 250 posts/Quarter we will significantly reduce the current vacancy rate to an avr of 1,2% [226] per quarter
Turn around time for filling posts is 3-4 months [due to compliance to PSR e.g. Job Evaluation & posting of adverts, notice periods, competency tests]
Strategies to improve turn around time:
- on time HR notification on resignation
- automation of recruitment process

10. Fast-tracking of cases
222 at the beginning of October 2005 that were older than six months
180 Cases dealt with by September 2006
42 remaining cases
All other cases are current cases

11. Departmental Organizational Re-Design
Capacitating Plan
High level structure [SMS level] to be finalized soon; & includes the envisaged Regional Offices
Area Court management structures already conceptualized [part of RAB]
A process to design the district courts structures to commence soon [part of RAB]
The Masters Branch right sizing is finalized & population is well under way

12. Organisational Development
Organisational Efficiency
Human Capital Development
DOJ HR Strategy
(3 Pronged)
Performance and Career
Management
Learnerships and
internships
Skills programs
HR Automation
Back office Support
Business processes
Organisational Development
Organisational design
Change management
Organisational restructuring
Employment relations
Management & leadership practices
Employee wellness
Talent Sourcing and succession planning

13. Compliance 90% of SMS have declared financial interest
90% performance agreements signed
Promoting a Culture of Performance management
Submission of WSP & EE report to labour Dept