1. 1 Transforming prisons into correctional centres- places of new beginnings DEPARTMENT OF CORRECTIONAL SERVICES PRESENTATION TO THE PORTFOLIO COMMITEE HUMAN RESOURCE PROVISIONING PLAN DATE: 21 JUNE 2005

2. 2 OVERVIEW  Numerical Strength for the DCS  Current Establishment  Vacancies Per Region & Occupational Category  Recruitment Plan  Current Establishment  Forecasting Staffing  Ideal Establishment  Conclusion

3. 3 NUMERICAL STRENGTH: CURRENT ESTABLISHMENT NATIONAL ESTABLISHMENT Salary Levels Affordable Establish Filled Total Vacancies Vacancy Rate % of Post Distribution per Categories Senior Management Minister 11 0%0.00% Deputy Minister 1100%0.00% Commissioner161100%0.00% CDC's15118327%0.03% DC's14272527%0.07% Directors131481212718%0.41% Sub Total 1891573217%0.52% Middle Management Deputy Directors 11 & 12 52631521140%1.45% Assistant Dir 9 & 10 95963932033%2.65% Sub Total 148595453136%4.10% Junior Management Snr Corr Officers 81852153931317%5.11% Sub Total 1852153931317%5.11% Production Levels CO 111 - CO 1 2,3 - 7 32718 30 037 5%90.27% 7 day establishment 990 Sub Total 32718 31 027 16915%90.27% TOTAL 362443367725677%100%

4. 4 All INCLUSIVE OCCUPATIONAL CLASIFICATION (POST ESTABLISHMNET): NATIONAL DEPARTMENT OF CORRECTIONAL SERVICES VACANTFILLEDTOTAL Senior Management 32157189 Middle Management 5319541485 Junior Management 3131,5391852 Production Level 1,69131,02732718 TOTAL2,56733,67736244

5. 5 TOTAL VACANCIES PER REGION AND OCCUPATIONAL CATEGORY AS AT 31 MAY 2005 REGION S OCCUPATIONAL CLASSIFICATION Discip -line Nursi -ng Mngt & support Engine -ering Social Work Legal IT Service Medical Science Chap- lain Educa- tion TOTAL Head Office 25337406 9 4 004353 Gauteng31910031016 2 2 2118500 W /Cape 2865226014 2 1 18510414 E / Cape 1095016021 0 1 1026215 KZN3173828032 4 1 16219457 Mp/Limp/ NW 1886630042 4 1 17127376 FS / NC 1444217021 1 2 13111252 TOTAL16163512220152 22 12 951285 2 567

6. 6 PERSONNEL PROVISIONING PLAN Recruitment plan  To enhance the service delivery in respect of the filling of posts the DCS has appointed three (3) external Recruitment Agencies.  The Recruitment Agencies as of 1 April 2005 advertised vacant posts externally and also assist with the gross listing and pre-selection of candidates.  This process has reduced the delivery time significantly.  The DCS Personnel Provisioning Plan/ was approved on 19 May 2005 by the Commissioner and addressed the following areas: The current financed post establishment vs the implementation of the 7-Day establishment. The current financed post establishment vs the implementation of the 7-Day establishment. Recruitment actions through which the filling of entry level vacancies as well as the vacant Promotion/Closed Occupational Classes can be filled. Recruitment actions through which the filling of entry level vacancies as well as the vacant Promotion/Closed Occupational Classes can be filled.

7. 7  As at 31 May 2005 the financed establishment consisted of the following: FINANCED POSTS FILLEDVACANT 36 244 33 677 2 567 Plus advertised Discipline: posts193 Level 3-5 410 Plus June Level 6-7 603 advertisement150 Promotion 603* Total343* Total1 616 Closed 951 Overall total2 567 Note: The vacant post level 6-7 (603) will be addressed through career pathing. The advertised posts of 343 will impact on the current vacant Promotion and Closed Occupational Classes.

8. 8 PERSONNEL PROVISIONING PLAN  The target which was set for the filling of 3 057 Discipline entry level posts has been pursued in the following manner: An external recruitment drive was launched in February 2005 and 990 appointments were made in March 2005. An external recruitment drive was launched in February 2005 and 990 appointments were made in March 2005. The Recruitment Agency (ITP SA HR Holdings) has advertised the vacant Correctional Officers posts during April 2005 and a total of 1 032 appointments should be made on 20 June 2005. The Recruitment Agency (ITP SA HR Holdings) has advertised the vacant Correctional Officers posts during April 2005 and a total of 1 032 appointments should be made on 20 June 2005. A total of 1 032 appointments is scheduled for advertisement and finalization by 29 August 2005. A total of 1 032 appointments is scheduled for advertisement and finalization by 29 August 2005. This implies that from March 2005 till August 2005 (6 months) the Department will have appointed more than 3 057 candidates to address the implementation of the 7-Day establishment for 2005. This implies that from March 2005 till August 2005 (6 months) the Department will have appointed more than 3 057 candidates to address the implementation of the 7-Day establishment for 2005. The same process will be activated during March 2006 and March 2007 to address the outstanding balance of 5 254 entry level posts. The same process will be activated during March 2006 and March 2007 to address the outstanding balance of 5 254 entry level posts.

9. 9 7-DAY ESTABLISHMENT  Recruitment for the seven day establishment entry level posts would be as follows: Year 01: Total of 3, 057 (2005/2006) Year 01: Total of 3, 057 (2005/2006) Year 02: Total of 2, 627 (2006/7) (inclusive of vacancy rate of 5% =3 043) Year 02: Total of 2, 627 (2006/7) (inclusive of vacancy rate of 5% =3 043) Year 03: Total of 2 627 (2007/8) Year 03: Total of 2 627 (2007/8) Year 04: Total of 8, 311 (8, 727 inclusive of vacancy rate) should be appointed for implementation of the seven day establishment

10. 10 PERSONNEL PROVISIONING PLAN  Through the external Recruitment Agency DCS has placed two (2) advertisements (May/June 2005) for Senior Managers and other Promotion posts.  A total of 51 posts are currently in the process of being finalized.  The next external advertisement for vacant posts (150) has already been compiled and scheduled for June 2005. This advertisement will specifically focus on the filling of critical vacant posts in the Health and other related Occupational Classes.  Simultaneously an internal post advertisement action has been activated during June 2005 and a total of 142 posts are currently in the process of finalization.  During August/September 2005 the vacancies which have occurred through natural attrition is also scheduled for advertisement.

11. 11 FORECASTING STAFFING: IDEAL ESTABLISHMENT NATIONAL ESTABLISHMENT Salary Levels Affordable Establish IDEAL ESTABISH- MENT (UNFUNDED) IDEAL ESTABLISH- MENT % of Post Distribution for ideal establishment Senior Management Minister 1100.00% Deputy Minister 1100.00% Commissioner161100.00% CDC's15111210.02% DC's14272700.04% Directors1314815240.24% Sub Total 18919480.30% Middle Management Deputy Directors 11 & 12 5268403141.31% Assistant Dir 9 & 10 959242514663.79% 0 Sub Total 1485326517805.10% Junior Management Snr Corr Officers 818526848499610.70% Sub Total 18526848499610.70% Production Levels CO 111 - CO 1 2,3 - 7 32718433611064367.78% 7 day establishment 8311 New Correctional Centres (4 projects) 1994 Sub Total 32,71853,66620,94883.89% TOTAL 36,24463,97327729100.00%

12. 12 INTEGRATED HR PLANNING FOR THE DCS  The forecasting of staffing needs is grounded on the needs of the White Paper on Corrections, requirements of the seven day establishment, and the new generation correctional centres  The DCS is cognisant of the fact that this forecasting may be affected by environmental factors i.e. macro ( external) and micro (internal) that may impact on its functioning. This may include amongst others (government’s strategic direction, political influences, change in leadership, additional/ outsourced functions etc.). In line with this, it will be adjusted accordingly  The total staffing demand for the DCS is 63, 571, as against the current affordable 36, 241. The gap that needs to be filled is 27, 330 in line with the White Paper implementation period of 10 years  The total requirement for the seven day establishment is 8, 311 and for the new generation correctional centres is 2, 624

13. 13 INTEGRATED HR PLANNING FOR THE DCS  The Integrated Human Resource Plan for the DCS would annually plan around populating the establishment with the required competent staff. The plan would be reviewed at the end of each financial year

14. 14 Correctional Services values your role in breaking cycle of crime: in making rehabilitation work. Thank you Together we can strengthen social compact against crime, for better life.