1. Annual Report 2004/05 November 2005 Department of Public Service and Administration

2. Outline of presentation Overview of DPSA Programmes Programme performance HR Performance and indicators Budget allocation and financial performance

3. DPSA Programmes Administration Integrated Human Resources Information and Technology Management Service Delivery Improvement Public Sector Anti-Corruption International and African Affairs

4. Programme performance

5. Administration Minister’s regional and international activities 3 rd Annual meeting of the UN Committee of Experts The Need to Revitalise Public Administration as a Strategic Action for Human Development Visit to India Discussions on e-government, human resource capacity Visit to Brazil Discussions on service delivery mechanisms, e-government and anti-corruption MOU with Democratic Republic of Congo Public service census and anti-corruption framework

6. Administration G&A Programme of Action Integrated into the work of the Department Major projects for dpsa Capacity reviews Macro-organisation of the state Government-wide M&E System Community Development Worker Programme 716 completed learnership in period under review Successful study tour to India by 29 CDWs National launch planned for 23 November

7. Integrated Human Resources Remuneration and Conditions of Service Government Employees’ Medical Scheme (GEMS) Cabinet approved registration and implementation of a restricted membership medical scheme for public service employees GEMS registered with effect from 1 January 2005 Interim Board of Trustees and Principal Officer appointed Management Policy and Procedure on Incapacity Leave and Ill-health Retirement for Public Service Employees (PILIR) Pilots undertaken in Free State, Correctional Services and SAPS Cabinet has approved rollout to the public service Implementation strategy developed

8. Integrated Human Resources Remuneration and Conditions of Service Coordination of evaluation of transversal jobs in the public service Benchmark job descriptions for social workers Housing allowance (extending allowance to tenants) implemented Transfer framework to facilitate transfers of staff between spheres of government Scarce skills framework introduced Support to departments in developing strategies to address scarce skills Foreign Service Dispensation implemented

9. Integrated Human Resources Negotiations and Labour Relations Negotiations for a multi-term agreement on improved salaries and other conditions of service Agreement concluded in September 2004 Salary adjustment of 6.2% with effect from 1 July 2004 2005 and 2006 adjustments to be based on CPIX plus 0.4% Introduction of scarce skills framework Review of remuneration of identified categories of employee Review of certain benefits and allowances Labour Relations policy implemented Management of excess employees reduced from 13000 to 5000 by the end of 2004

10. Integrated Human Resources Employment Practices and Career Management Competency assessment system endorsed by Cabinet SMS PMDS reviewed SMS Conference held SMS Handbook updated HIV and AIDS Minimum standards for managing HIV and AIDS in the public service workplace implemented Communication strategy to include print material 4 th HIV and AIDS Indaba held Programme widened focus to encompass health and wellness

11. Integrated Human Resources Human Resource Development Workshops held to facilitate alignment of provincial plans and HRD strategies Internship and mentorship guides developed Public Service Trainers Forum held Public Service Sector Education and Training Authority (PSETA) Application for re-certification made Core senior staff recruited SAQA accredited the PSETA ETQA 11 MOUs signed with other SETA ETQAs 2500 unemployed learners registered in different transversal learnership programmes Sector Skills Plan for 2005-2009 was submitted to DoL

12. Information and Technology Management Batho Pele Gateway portal Phase 1 launched on 3 August 2004 Various projects aimed at enhancing phase 1 underway Migration to a more robust infrastructure Content updates Translation of content e-IGIS (electronic Inventory of Government Information Systems) e-IGIS developed and gathers information on IT systems and IT projects from national and provincial departments

13. Information and Technology Management CabEnet Phase 1 pilot underway Chief Information Officer (CIO) Exchange MOU between dpsa and ICT industry is under development CIO Code of Ethics Code under development Government Information Technology Officer (GITO) Council Capacity building for CIOs undertaken SITA regulations and procurement Consultations underway to finalise the regulations A new procurement process was developed by SITA

14. Service Delivery Improvement Support initiatives 24 projects were identified and supported as part of the Integrated Provincial Support Programme (IPSP) Public Management Watch and Red Tape Audit supported by the Good Governance Programme Review of KZN departments conducted and report prepared as part of support to KwaZulu-Natal provincial government Support to DRC Ministry of Public Services in carrying out a census of public servants

15. Service Delivery Improvement Macro-organisation of the state Policy framework on the governance and administration of public sector institutions (focusing on national public entities and government business enterprises) Alternative service delivery Framework to guide support interventions developed Framework for the management of joint programmes developed Discussion document on the outsourcing of state functions developed

16. Service Delivery Improvement Batho Pele Proposals on revitalisation of Batho Pele adopted in August 2004 Batho Pele Change Management Engagement rolled out in the Eastern Cape and Limpopo Batho Pele Change Management Toolkit developed Red Tape Audit conducted Project Khaedu launched Sectoral research and analysis Research support to the Minister

17. Service Delivery Improvement Learning and Knowledge Management 3 rd Service Delivery Academy in July 2004 Service Delivery Review published Monitoring and evaluation network launched Batho Pele Learning Network workshop held Human resource learning network revived SA Public Management Conversation held Database on service delivery improvement projects established

18. Anti-corruption Implementation of the Public Service Anti- corruption Strategy consolidated Public Service Anti-corruption Training Strategy developed Visits to provinces conducted to ascertain level of compliance with minimum anti-corruption standards Guidelines and reports published Case referral handbook for departments Case studies on anti-corruption capacity in departments Report on compliance with minimum standards published

19. Anti-corruption Project on the training of judicial officers implemented Assessment of anti-corruption capacity of Correctional Services conducted Provided leadership and coordination for the public sector planning and preparations for the National Anti-corruption Summit held in March 2005 Provided support to the public sector representatives on the National Anti-corruption Forum

20. Anti-corruption International and regional anti-corruption work Deposit of the instrument of ratification of the UN Convention against Corruption Co-author of the Legislative Guide for the implementation of the UN Convention against Corruption Consultations and preparations for the ratification of the AU Convention on Preventing and Combating Corruption Preparation for SA to accede to the OECD Convention on the Bribery of Foreign Officials in International Business Transactions Assistance to Brazil to organise the 4 th Global Forum Assistance to the DRC to establish an anti-corruption framework

21. International and African Affairs Regional conference on ‘Re-inventing Government’ hosted (preparatory for 5 th Global Forum in Korea) Supported Minister in her role as chair of the Pan- African Ministers of Public Service Conference Established capacity building programme on public sector leadership with UNDESA Study on HR practices in Africa conducted Major study on donor support to public sector reform in Africa conducted Planned for the launch of African Management Development Institutes Network (AMDIN)

22. International and African Affairs Minister nominated as Focal Point for the African Peer Review Mechanism in South Africa Engaged with APRM secretariat Discussions with Chinese Public Sector Restructuring and Human Resource Development Negotiations with the European Union Discussions with the AU Commission and NEPAD on the funding of NEPAD programmes

23. Financial management

24. Programme Expenditure for the 2004/05 FY

25. Total Expenditure Comparison for 2003/04 and 2004/05

26. Economic Classification Comparison for 2003/04 and 2004/05

27. Age analysis – receivables current

28. Increase in Professional and Special services

29. Human resource management (oversight report)

30. HR PERFORMANCE & INDICATORS Slide refers to Tables: 3 As at 31 March 2005, 254 (77.4%) of 328 posts were filled. The vacancy rate was 22.6% (74 posts)

31. HR PERFORMANCE & INDICATORS Slide refers to tables: 3 The employment of staff profile per level is as reflected in the chart below:

32. HR PERFORMANCE & INDICATORS Challenges to filling vacancies: people decline employment offers after the department has spent at least 2-3 months trying to recruit Terminations of service 17.6% (41) occur faster than filling posts could occur

33. HR PERFORMANCE & INDICATORS Slide refers to tables: 4 Job Evaluation 39 jobs were JE’d and of the number: 15 posts were upgraded and 2 posts were downgraded 17 employees were upgraded 10 posts occupied by females; and 7 posts occupied by males 10 employees’ salary levels exceed the grade determined by JE. Five Males and five females, 8 African and 2 White employees. This was done to either attract or retain staff.

34. HR PERFORMANCE & INDICATORS Slide refers to tables: 5 The annual turnover rate was 17.6%

35. HR PERFORMANCE & INDICATORS Slide refers to tables: 5 The annual turnover rate was 17.6%

36. HR PERFORMANCE & INDICATORS Slide refers to tables: 5 Overall Turnover Rate: (17.6%) Reasons why employees leave: Resignations-employment in the private sector, own employment, relocation elsewhere Contracts expired Death Promotional Transfers to other departs

37. HR PERFORMANCE & INDICATORS Slide refers to tables 6: The race and gender breakdown of 254 people employed is:

38. HR PERFORMANCE AND INDICATORS Slide refers to tables 7 83 (35.6%) employees received performance awards 74 (31.8%) on levels 1-12 9 (3.9%) on Senior Management Level

39. HR PERFORMANCE AND INDICATORS Slide refers to Tables 8 Foreign workers 3 (1.3%) employees – residence status, two SMS members; and one highly skilled in IT

40. HR PERFORMANCE AND INDICATORS Slide refers to tables 9 Sick leave 127 employees used a total of 871 normal sick leave days, within the first year of the 3 year leave cycle, which started in January 2005 3 employees utilised an additional 18 days for incapacity leave, approved – all leave was supported with medical certificates and verified At 31 Dec 04, (5,615.78) capped leave days were available to 208 employees. 85.5 capped leave days were used by employees. Due to operational reasons a total of 24 days was paid out to 12 employees, (average of 2 days per employee); and On termination of service a total of 103 days was paid to 8 employees, (average of 13 days per employee)

41. HR PERFORMANCE & INDICATORS Slide refers to tables 10 An SMS has been designated to implement the provisions of Part VI.E of the PSR, Ms Brenda Hendricks, Manager: People Management and Development A practitioner and team deals with the promotion of health and wellness in the department The committee has an integrated committee dealing with wellness and occupational health and safety issues Policies are reviewed in line with amendments to PSR Legal frameworks deal with specific measures of discrimination Although the department encourages people to undergo VCT, no records are kept or required M & E part of comprehensive departmental health and wellness policy

42. HR PERFORMANCE AND INDICATORS Slide refers to tables 11 Misconduct and Discipline and Grievances 4 misconduct cases: 2- procurement; 1-insubordination and 1-Incapacity/poor work performance one was finalised and two still pending outcomes 8 grievances were lodged: all resolved 2 disputes were lodged: One upheld and one dismissed 2 employees were suspended and suspension extended

43. HR PERFORMANCE AND INDICATORS Slide refers to tables 12 135 (53.1%) of the 254 employees identified training needs in their personal development plans. Of this number 115 employees went on/received training. 49 Females and 66 Males

44. Siyabonga