1. PRESENTATION TITLE Presented by: Name Surname Directorate Date Briefing the Portfolio Committee on Water and Sanitation On Interventions to reduce the vacancy rate of engineering and scientist as well as skills development Presented by: Margaret-Ann Diedricks Director-General 12 June 2015

2. PURPOSE  To propose a strategy and a way forward to fill the funded vacant engineering and scientist posts in the Department of Water and Sanitation.  The department currently has a total number of 722 OSD related posts of which 68 are funded vacant posts of Engineers and Scientist. 2

3. Filled engineer and scientist posts per branch are as follows: 3

4. Vacant funded engineer and scientist posts per branch are as follows: 4

5. Age analysis of engineers and scientists who are on the verge of retirement 5

6. SKILLS CATEGORY CRITICAL SKILLSPROBLEM STATEMENTINTERVENTION SPCIALIST ENGINEERING AND SCIENTIFIC SPECIALIST ENGINEERS CHIEF ENGINEERS SPECIALIST SCIENTIST CHIEF CONSTRUCTION PROJECT MANAGERS CHIEF QUANTITY SURVERYORS  High-level scarce skills in the country.  Private sector remuneration higher than public sector.  OSD requirements requires many years of experience and pre- requisite registrations  Public Sector Performance reward significantly lower than private Sector 1. Head hunting: The Department has sourced the expertise of External Service Provider to assist with head hunting of key posts. 2. Water Skills Partnership Forum (Skills Exchange Programme) : The Department will explore a skills exchange partnership with the private sector (as part of companies corporate social responsibility programmed). This will at short intervals augment the competencies and skills in the Department. 3. Intergovernmental Skills Exchange : The Department will spear-head a high-level skills exchange programme with other Departments for a fixed period. 4. International Sourcing : Encourage government to source identified critical internationally, mainly through existing bilateral and multilateral agreements PRODUCTIO N AND IMPLEMENTA TION LEVEL PROFFESSIONAL ENGINEER (PRODUCTION) SCIENTIST MANAGER Strategy to Recruit Engineers and Scientists 6

7. SKILLS CATEGORY CRITICAL SKILLSPROBLEM STATEMENTINTERVENTION INTERMEDIARY AND ENTRY LEVEL SKILLS ENGINEERING TECHNICIANS ENVIROMENTALIST S CANDIDATE ENGINEERS  Fewer Maths & Science pupils at high school and university level  No pre-requisite registration  Higher mobility and exit after prescribed registration  Lack of mentors to grow talent & achieve required registration 1.Water Careers Open Day (June 2016): The Department will In collaboration with institutions of higher learning and sector partners implement a programme that will create interest amongst students at high school and tertiary level. 2.Increase Foot-Print of the Learning Academy (LA): The LA is doing well regarding developing entry level skills in the Department. However, to secure the necessary skills requirements for planned future projects beyond the MTSF, the LA will increase its intake of bursaries for young prospective engineers. 3.Working with the DPSA, the Department will develop an incentive/retention programme to keep newly registered engineers within the Water Sector. Strategy to Recruit Engineers and Scientists (Cont.) 7

8.  Currently the department has a total number of 295 Graduate trainees in the Learning Academy, of which 159 are Scientists and 136 Engineers.  These graduate trainees will be absorbed into funded vacant entry level posts within the next five years.  The department will also proactively advertise posts for retirements three months before the actual date of exit of an Engineer and Scientist incumbent. 8 Strategy to fill the critical vacant engineering and scientist posts (Cont.)

9. THANK YOU