budget cuts - western cape · how the budget cuts will affect us 10 what’s new the budget...

m a g a z i n e

ISSUE 20 | March 2016

O F F I c I a L M a G a Z I N E O F T h E W E S T E r N c a P E G O V E r N M E N T

Doing more with lessBUDGET CUTS

PERFORMANCE REVIEW

What you should know

All AbOut AttItuDE

Wheelchair rugby player tells his story

14

4

28

12

FEatUrES

3 Game Changer

Free Wi-Fi to boost economic growth

4 Inspiration

From ICu to Springbok rugby player

6 Main Feature

How the budget cuts will affect us

10 What’s New

the budget explained

12 Public Service

Firefighters risking their lives for the community

14 Outpatient drug programme

teenagers get a second chance

16 Barrett Survey results

this is our story

20 Did you know?

Skills demand in South Africa

28 PEra winner

the magic of animation

aDVICE

18 Performance review

How to prepare

22 Personal finance

Your pension benefits

24 Self-development

Work on your presentation skills

25 Workplace

All about accountability

26 Health

the truth about tb

32 Inside Info

Planning for climate change

OtHEr

2 Q&a

30 awards

34 Support Services

CONtENtS

Better Together magazine 1

Editor’s Note

BEttEr tOGEtHEr MaGaZINE tEaM:

Editor in Chief:

Faiza Steyn

Editor:

Maret lesch

Proofreaders:

Leah Moodaley, Aré van Schalkwyk

afrikaans translation:

Aré van Schalkwyk

isiXhosa translation:

Luvuyo Martins

Contributors:

Leah Moodaley, Sylvanus du Plessis, Charlene Sheraton,

Jeremy Opperman, Audrey Groepies, Marc Cloete,

letitia Isaacs, lynn September, Alison Carstens, Fritz

Fismer, Elzona Swartz, Goosain Isaacs, Elizabeth Walters,

Haybré Philander, Miracle Mangena, Gershon Oliver

art director:

trudine Scannell

Layout and design:

Trudine Scannell, Sylvanus du Plessis, Hantie Engelbrecht

Photographer:

Zanele Jam-Jam

administration:

Nokuzola Ngcizela

Communication and liaison:

Portia Percival, Nokuzola Ngcizela

Editorial Committee:

Advocate Brent Gerber (DG), André Joemat (SG),

Faiza Steyn (Head of Corporate Communication),

Sylvanus du Plessis (Deputy Director: Creative);

Maret Lesch (Editor)

telephone: 021 483 3806 Fax: 021 483 8267

Postal address: better together Magazine,

P.O. box 659, Cape town, 8000

E-mail: [email protected]

all letters and competition entries can be sent to the above e-mail or postal address. Only Western Cape

Government employees may enter. Note that all cash prizes are subject to tax.

Dear Colleagues

By now most of us have heard the news that the Western

Cape Government is tightening its belt (and all of our

budgets!). We are facing tough economic times and many

of us have already felt the impact of higher food prices and

interest rate hikes on our pockets.

With this in mind, I want to challenge you to see this

time of economic difficulty and budget cutting as an

opportunity. Let’s live up to our core values and find

innovative ways to keep delivering quality services to our

citizens.

the better together magazine is setting the example by

cutting some of the ‘nice-to-haves’ and bringing you only

the best articles to inspire and inform. When we decided to

cut some pages to save money, we had to find a different

way of saying a lot with less space. Have a look at our

infographics on the budget speech (page 10) and skills

demand in South Africa (page 20) and let us know what

you think.

While working on this issue, I’ve met people who have

not only chosen to make the best of their situations, but

have excelled and inspired with their positive attitudes and

passion to make a difference. One of them is Raven Benny,

who has Springbok colours for wheelchair rugby. Read his

inspirational story on page 4.

As one of our mandates is to inform staff, we asked

Minister Meyer why money is so tight and why our budgets

are being cut. And yes, we asked him the tough questions,

including whether our jobs are safe and whether or not

we will still receive our annual increase. You can read his

answers on page 6. Also, make time to read our advice

article on how to prepare for your performance review.

I look forward to hearing about how you and/or your

unit have found innovative ideas to continue your excellent

service delivery.

until next time

Maret LeschDisclaimer: the Department of the Premier’s Corporate Communication Directorate has copyright

on all intellectual property and artwork in the better together magazine. All content in the better

together magazine adheres to copyright law.

Better Together magazine2

Letters

QUEStION:Dear better together magazine,

How many people with disabilities are employed by the

WCG and are we actively encouraging people with disabilities

to apply for positions? In terms of access to the buildings and

services, how disability-conscious are we as a government?

Regards

Ziyanda Bomvana

aNSWEr:Dear Ziyanda

At present, there are 349 people with disabilities employed

by the Western Cape Government across all 13 departments.

the department with the highest number of people with

disabilities in their employ is Health, with 182 individuals.

We are encouraging people with disabilities to apply for

positions. All positions are advertised with an equity statement

which states that the WCG is guided by the principles of

Employment Equity.

With regards to accessibility, we are in line with the National

Job Access Strategic Framework and Policy on Reasonable

Accommodation and Assistive Devices (PRAAD) about aspects

of access. these include buildings, facilities, constructed

spaces, transport, information, equipment, services, activities,

resources, utilities, language, communication and technology.

However, as we are always striving to improve and provide

equal opportunities to all, we appreciate feedback and

suggestions.

Kind regards

Directorate: Policy and Planning

Department of the Premier

Do you have any stories about excellent

government officials? Perhaps you have seen

someone do remarkable work or go the extra mile

for a citizen or a colleague? Write a short letter

and tell us about them!

WIN R500!QUEStION:Dear better together magazine,

In the absence of a spouse or dependents,

who will receive my GEPF benefits in the event

of my passing? I’m very worried about this, as

someone told me that my pension will fall away

if I don’t have a spouse or children.

Please can you ask the relevant directorate

to assist?

Kind regards

anonymous

aNSWEr:Dear Anonymous

Death benefits are paid when a member

dies while in service, or within five years

of becoming a pensioner. GEPF also pays

annuities to the surviving spouse(s) or

orphan(s) of members who die while in service

or after retiring.

Death while in service:

The benefit paid is based on the member’s

period of pensionable service. It is payable to

the surviving spouse or beneficiaries or, if there

are no beneficiaries, to the member’s estate.

Death after becoming a pensioner:

Retirement or discharge annuities are

guaranteed for five years after a member

goes on pension. If the member dies within

this period, his or her beneficiaries receive

the balance of the five-year annuity payments

(excluding the annual supplement) in a once-

off cash lump sum.

I hope this answers your question.

Warm regards

Faldelah Solomons

Directorate: Service Benefits


Please send us any questions you might have on processes, procedures,

programmes and projects within the Western Cape Government. We will ask the appropriate department or directorate to answer you and you

might see your answer in the next issue.

Game Changer

broadband access across the province

has been identified as a top priority and

will assist in the delivery of all five of our

Provincial Strategic Goals (PSGs).

based on research which indicated a link

between broadband access and economic

growth, the Department of Economic

Development and Tourism, in collaboration

with Neotel, are deploying 384 Wi-Fi hotspots

across the Western Cape. this means there

will be one in almost every ward. These

hotspots will be located at various government

buildings.

this month, 50 new Wi-Fi hotspot sites

were launched. These hotspots will improve

Internet access to information on education,

skills, health and wellness, new markets,

and efficiencies for businesses as well as

the provision of easier access to other

communities and a more integrated service

delivery. As more hotspots are rolled out

across the province, we hope to improve

broadband access and empower our

communities.

Why Wi-Fi?Worldwide research shows that broadband helps to create

jobs and grow the economy.

compiled by Maret Lesch

INTErNET chaNGED MY LIFEthobeka Yose participated in the WCG

Wi-Fi competition and was one of the written

category winners. Her story:

“Internet has improved my life for the better. I never thought

that by now I would be working for a company based in

Europe. I am being trained online daily for the highest

position at the magazine.

through my knowledge and exposure I am going to help

women from the poor communities put food on the table.

I am going to make sure that they send their children to

school. I am also going to make sure that they read to equip

themselves. I am going to make sure that I become the voice

for the voiceless; I will tell their stories. Thank you for the

opportunity Internet access has given me.”

Internet access has a particularly big impact

on communities who face socio-economic

difficulties. The ability to effectively use high-

speed internet with devices such as mobile

phones will give citizens the information,

services, resources and opportunities to

move themselves, their families and their

communities forward. they will now be able

to read, watch, listen to and engage with

absolutely anything and anyone.

We believe that increased access to

information will help to form a more

inclusive society for citizens, businesses and

institutions, as well as grow the economy and

create more jobs.


all about AttItuDEWhen a car accident changed his life forever, Raven Benny decided

not to let his injury limit him. Instead, he joined a wheelchair rugby

team and became a Springbok player. By Maret Lesch

When Raven Benny, a Transport

Officer at the Groote Schuur

Hospital, said goodbye to his wife,

four children and five-month-old baby on

3 February 2000 to go to a family friend’s

wedding in Durban, he did not expect his entire

life to be turned upside down.

Raven, his father, mother, and two of his

brothers were in a car accident close to the

town Graaff-Reinet. “When I woke up, I was

upside down. I immediately realised something

big must have happened as I could not feel.”

He was transferred to a hospital in Port

Elizabeth where he was told that he had broken

his neck in the C5 and C6 vertebrae. “I am

paralysed in all four limbs, but not completely,

as I have limited function in my hands,” he

explains.

Raven was in ICU for two weeks and then

transferred to the Southern Cross Hospital in

Wynberg, Cape town, for rehabilitation. It was

during his stay in hospital that he realised his

attitude is extremely important in dealing with

what had happened as well as moving forward.

“I had a strange twitch in my back and it

kept me up. I was very curious and wanted to

make sense of my situation. the nurse and the

doctor could not explain it and I then decided

to also ask the physiotherapist what I’m feeling.

She said ‘No, you can’t feel below the C5 and

C6 vertebrae. Act your level.’ That was a major

point in my rehab. I never accepted it. I did not

want her to limit me. I wanted to be treated as

an individual.”

the accident changed his entire outlook

on life. “I had the will to accept that what had


happened in my life is not okay, it will never

be, but I was okay with it. I very soon noticed

how my attitude and behaviour under the

circumstances influenced those around me. It

was then that I decided to be positive, accept

what happened and continue with my life as

‘normal’ as possible. It is up to me to dictate

people’s reaction and I realised that people

react to my response.”

Before the accident, Raven was an avid

sportsman and he played striker for Groote

Schuur Hospital’s

soccer team. the

physiotherapist

and occupational

therapists advised

him to join a

wheelchair rugby

team, but he had

other things on his

mind once he could

go home.

“I had to start

work again, as

we decided my

wife was going

to stay home and

I will be the sole

breadwinner. I also

had to find a better

place for us to stay

and find a way to drive again.”

When everything was sorted out, he decided

to enquire about wheelchair rugby. “The guy

was very friendly and said they play in Strand

and that I’m welcome to come. He said they

can put me in a chair and we can rough each

other up. It made me think that maybe this

game is not for me.”

He then met Great britain’s wheelchair rugby

team on a trip to the V&A Waterfront on

9 August 2002. “I saw a table full of guys with

the same tracksuits and many of them were in

wheelchairs. I was very aware of how I ate in

public and my wife had to cut my food in small

pieces so that I can eat it. One of the guys at

that table simply ate with his mouth directly out

of his plate. I could see that he was enjoying

himself and he was chatting to his friends.”

One of the men introduced himself to Raven

and invited him to watch the match between

South Africa and Great britain. “He said a

big, strong fellow like me should be playing

wheelchair rugby. I went to the match as a

visitor of the Great Britain team. I spoke to

the South African team and went to their next

practice. they put me in a chair and strapped

me in. I was hooked immediately. Not only

could I feel the freedom and movement of

playing team sport again, I was with other guys

who looked like I do. the social interaction and

fitness aspects made a big difference in my

life.”

The following year, Raven was chosen for

the Western Province and Springbok teams.

“I could keep the number nine that was on my

soccer jersey and it meant a lot to me,”

he adds.

Helping young men in situations similar

to his is very important to Raven. “I’m using

my experience to help other people. As a

Transport Officer, I’m the link between the

ambulances and the hospital. I see when a

helicopter or ambulance brings a new patient.

I’m very involved with the spinal unit and I do

counselling. A big part of my recovery was

accepting what had happened and my wife and

family’s support.”

According to Raven, being able to drive

and come to work also played a huge role in

his recovery and attitude. This is one of the

reasons why he wants to raise awareness about

disabilities. “For many of the men in our rugby

team, the rugby practice was their only outing.

they could not go back to work because of a

lack of public transport. When I went to New

Zealand for rugby in 2003, I had a big shock.

People with disabilities have equal access to

public transport. In South Africa we are years

behind. We have a long way to go in terms of

infrastructure for people with disabilities. Public

transport should be planned in consultation

with people with disabilities.”

Through his involvement in wheelchair

sports, Raven was introduced to the

Quadriplegic Association of South Africa. In

2008, he was elected to serve as chairperson

of the Western Cape Quadpara Association

and in 2009 he was elected to serve as the

national chairperson.

Supporting and educating his peers and

their families is very important to him. ”I tell

them that attitude is everything and that they

must be positive. They don’t know yet what

they are still capable of.”

MaY I aSK?

Raven says that if you see

someone with a disability, you

can offer to help them. However,

you should never assume the

person needs help and start

pushing their wheelchair without

asking first. He adds that he

really does not mind if people

ask him what happened and he

encourages everyone to address

someone with a disability directly

when you want to ask something.

“It is up to me to dictate people’s reaction and I realised that people react to my response.”

Clockwise

from the left:

raven Benny

is the captain

of his club’s

wheelchair

rugby team;

With a group

of men

playing sport,

there’s bound

to be some

competition;

One of the

younger

players in

the team in

action.

Inspiration


by shifting our attitude towards money

and understanding why we need to save

money as a government, we will survive

current financial constraints.

“We will make it”

By Maret Lesch

Main feature


Many of us feel a little

uncertain about our

provincial government’s

financial situation and how

it affects us. In his provincial

budget speech, our Minister

of Finance, Dr Ivan Meyer, said that we are

facing a tough financial situation and will need

to make substantial budget cuts in order to

survive as a government.

According to Minister Meyer, there is a

financial crisis and what matters now is how

we as a government respond to it. “I believe

leadership must rise to the challenge and not

fall by the crisis, and this government is rising

to the challenge. We will make it.”

He explains that the current financial

situation can largely be ascribed to a

worldwide decline in economic growth. “Our

economy is not in a good

space as it is not growing.

One of the reasons it is

not growing, is because it

is largely a commodity or

export-driven economy.

the Chinese economy

is declining. they are

less dependent on our

commodities – like iron,

steel, gold and platinum. this means we are

exporting less to China and have less revenue

and less money. Globally, the economy is

also not growing and we’ve seen growth of

less than 3% in large parts of the world. that

may be the reason why we have less money

nationally and globally.”

He believes that we also have less tax

revenue because our economic growth forecast

status has been downgraded, which translates

to less money being allocated to both the

national and provincial governments. This is

why we will need to work smart with the money

allocated to the Western Cape Government.

However, the big question is how these

budget cuts will affect us as staff members as

well as how we will in turn deliver services to

the citizens of the Western Cape.

STaFF MEMBErS

Minister Meyer says that we can still expect a

salary increase above inflation this year, as it is

a binding national agreement that the Western

Cape Government must honour and respect.

However, he believes

that it might not be the

best decision. “A salary

increase above the

inflation rate poses a

serious risk to our fiscal

stability. I think South

Africa is now at a point

where we can no longer

afford to allow increases

above the inflation rate. As an example, if

inflation is only 1% higher later this year, we will

have to cut another R300 million of our budget

in the Western Cape to accommodate it.”

With regards to performance bonuses,

Meyer says that as the Minister of Finance, he

looks forward to people saying that it is time

“...it is time to rebuild the country, grow the economy and create jobs...”


Meyer views these two sectors as critical and is

making sure that they have enough money to

continue service delivery.

this means that we need to cut our budgets

elsewhere. “We have made substantial cuts in

the provision of goods and services and are

reducing the use of consultants by trying to do

all the work inside government,” says Meyer.

We are also reducing personnel cost by

introducing expenditure ceilings and freezing

positions.

to put these drastic measures into

perspective, Minister Meyer uses the national

debt to GDP ratio as an example. “South

Africa as a country has a fiscal expansion. In

2009 our debt to GDP ratio was 21% and in

2016 it has increased to 49%. It is critical that

we move from a fiscal expansion to fiscal

consolidation and fiscal discipline. The Western

Cape Government is leading the way to fiscal

consolidation.”

He says we’ve been cutting costs on travel

since 2009 and our MEC’s have been flying

economy class since then. We are now applying

even stricter austerity measures by finding

ways to reduce the cost of travel even more.

these measures include sending less people

to conferences, sending smaller delegations

overseas and using teleconferencing instead

of travelling for meetings. We also have the

smallest parliamentary budget in the country.

All of this might seem a bit overwhelming,

but Minister Meyer believes that we have

the talent, skills and capabilities to continue

delivering an excellent service even in difficult

economic circumstances. He says that we

can make a big difference when we focus on

working smarter, and using the tools available

to us in the WCG suite to manage and monitor

progress, which will lead to greater efficiency.

He also emphasises that it is very important

that we spend more time on planning, as

damage control is very expensive.

the way forward is to use partner

institutions. “the problems our country now

to rebuild the country, grow the economy and

create jobs rather than receive performance

bonuses.

“I think we are now in a situation where

people must not ask what this country can do

for them, but what they can do for this country.

It is not a good time to ask for bonuses. the

real bonus is to have a job, to do the best you

can and to get your salary.”

However, being grateful for our jobs does

not mean that we will experience restructuring

or retrenchments. “For now it is not on the

cards for the Western Cape Government. If

the economy continues along the current

trend we will certainly have to consider such

mechanisms, but not in the immediate future,”

explains Minister Meyer.

SErVIcE DELIVErY

Having less money and substantially cutting

our budget will not affect frontline service

delivery. This includes services like health,

education and social work. “In the Western

Cape we have made sure that even with the

current budget cuts, we protect frontline

service delivery. These services will continue,

particularly those services that are rendered to

the most vulnerable, and occupation-specific

services that are needed to grow the economy,

like engineers,” says Minister Meyer.

this is also applicable when it comes to

positions being frozen. We are using two

approaches in protecting service delivery. The

first is occupation-specific dispensation (OSD),

where critical posts, such as doctors, nurses,

teachers, engineers and social workers, will

still be filled because it is critical for service

delivery. The only posts that are frozen are

non-core functions and non-OSD functions.

The second approach is applying the value-

for-money principle and using the money

allocated to us as efficiently and effectively as

possible to streamline business. According to

Meyer, this means that we will have to cut cost

from the administration part of government so

that we have more money for service delivery.

SPENDING

The largest portion of our budget (54%) is used

for personnel and the second largest amount

is allocated to health and education. Minister

“In the Western Cape we have made sure that even with the current budget cuts, we protect frontline service delivery.”


Commodity: A raw material or

primary product that can be

bought and sold, such as gold

or grains.

Expenditure ceiling:

A maximum level or cap for

government spending in the

course of a financial year.

Fiscal consolidation: A policy

aimed at reducing government

deficits and debt accumulation.

GDP: Gross domestic product.

Inflation: the rate at which

the general level of prices

for goods and services is

rising and, consequently, the

purchasing power of currency

is falling.

revenue: the income of a

government from taxation,

excise duties, customs, or

other sources, appropriated

to the payment of the public

expenses.

MONEY SPEaK

Minister Meyer verduidelik dat die huidige finansiële toestand

grootliks toegeskryf kan word aan ’n wêreldwye afname in

ekonomiese groei. “Ons ekonomie is nie op ’n goeie plek nie, want

dit groei nie. Een van die redes hoekom dit nie groei nie, is omdat dit

grootliks ’n kommoditeit- of uitvoergedrewe ekonomie is. Die Chinese

ekonomie is besig om te daal. Hulle is minder afhanklik van ons

kommoditeite soos yster, staal, goud en platinum. Dit beteken dat ons

minder na China uitvoer en minder inkomste en geld het.

Hy is van mening dat ons ook minder belastinginkomste het

omdat ons ekonomiese groeivooruitsigte afgegradeer is, wat beteken

dat minder geld aan beide die nasionale en provinsiale regerings

toegeken word. Dit is hoekom ons slim te werk moet gaan met die

geld wat aan die Wes-Kaapse Regering toegewys is.

Om minder geld te hê en ons begroting aansienlik te besnoei, sal

geen invloed op ons belangrikste dienslewering hê nie. Dit sluit in

dienste soos gesondheid, onderwys en maatskaplike werk.

“Ons het in die Wes-Kaap seker gemaak dat ons selfs met die

huidige besnoeiing van die begroting ons belangrikste dienslewering

beskerm. Hierdie dienste sal voortgaan, veral dié dienste wat gelewer

word aan die mees kwesbare persone en beroepspesifieke dienste

wat nodig is om die ekonomie te laat groei, soos byvoorbeeld

ingenieurs,” sê minister Meyer.

uMphathiswa uMeyer ucacisa ngokuba imeko yangoku

yezemali ingoyanyaniswa nokwehla kokukhula kwezoqoqosho

kwihlabathi. “Uqoqosho lwethu olukho kwimo elungileyo kuba

alukhuli. Esinye sezizathu zokuba lungakhuli kukuba luqoqoqsho

oluqhutywa yimpahla yorhwebo okanye luthunyelo-mveliso

kumazwe angaphandle kwaye uqoqosho lwamaTshayina luyehla.

Amatshayina awaxhomekekanga kakhulu kwimpahla yorhwebo yethu

efana nesinyithi, intsimbi, igolide neplatinam. Oku kuthetha ukuba

asiyithumeli ngokwaneleyo impahla yorhwebo etshayina kwaye

sinengeniso nemali encinci kweli lizwe.

Kananjalo umphathiswa ukwakholelwa kwinto yokuba sinengeniso

yerhafu encinci kuba uqikelelo loqoqosho lwethu luhliselwe

kwizinga eliphantsi, nto leyo ethetha ukuba incinci imali eyabelwa

oorhulumente bamaphondo nokazwelonke. Kungenxa yesi sizathu

simele siyisebenzise ngobukrelekrele imali eyabelwe uRhulumente

weNtshona Koloni.

ukuba nemali encinci nokucutha ngokubonakalayo uhlahlo-

mali lwethu akusayi kuwuchaphazela umsebenzi wethu ophambili

wokunikezela ngeenkonzo. Oku kuquka iinkonzo ezifana nezempilo,

ezemfundo nobuntlalo-ntle. “ENtshona Koloni siye saqinisekisa

ukuba ngolu ncitshiso lohlahlo-mali, siyalukhuselawe unikezelo

lweenkonzo eziphambili. Ezi nkonzo ziza kuqhubeka, ingakumbi

iinkonzo ezinikezelwa apho kukho umngcipheko khona, nakwiinkonzo

ezingqalileyo zomsebenzi ezifunekayo ukuze kukhuliswe uqoqosho,

njengeenjineli,” utsho uMphathiswa uMeyer.

faces are so big that no institution

can manage them on its own.

We need to partner with private

institutions to deliver our objectives.

For example, with the drought

the banks should work with the

farmers to carry them through;

with education we need private

institutions to partner with in order

to meet our objectives. Another

example is our energy crisis. We

must partner with private institutions

to help us create renewable energy.”

Minister Meyer says that in a

time of financial difficulty, the most

important thing we should always

keep in mind is that we are working

with tax payers’ money. It is our duty

to ensure that the money is used to

render the best services possible.

Main feature

X

A


KEY FINaNCIaL POLICY PrINCIPLES:

Budget 2016/17

R55 billion budget

a budget for Growth and creating Public Value

1. Fiscal consolidation - reducing baseline budgets to ensure that we do not spend more than we have.

2. Fiscal discipline - being financially accountable by ensuring that there is no irregular or wasteful spending by any department or entity.

tHE 2016 BUDGEt IS FOCUSED ON 2 arEaS:

1. Balancing public finances and managing financial risks to maintain a stable economy.

2. Giving effect to the 2014-2019 Provincial Strategic Plan (PSP) the PSP sets out the Western Cape Government’s priorities for the next 5 years. the PSP is made up of 5 primary goals. these goals are supported by priority projects called Game Changers.

R19,247 billion towards Education

R19,983 billion towards Health

R1,961 billion towards Social Development

R787,855 million towards agriculture

R6,788 billion towards transport and Public Works

R486,769 million towards Economic Development and tourism

R2,224 billion towards Human Settlements

R217,899 million towards Local Government

R736,184 million towards Cultural affairs and Sport

R292,016 million towards Community Safety

R550,964 million towards Environmental affairs and Development Planning

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What’s New


R8,5 billion will be spent on infrastructure led

growth and job creation

In 2016 the budget will buy approximately:

33 Capital Health facilities

15 new schools32 039 educators and re-lated professions

Transport upgrades along the N1 and N2

1 532 social services professionals

11 134

8 530 sites

housing units

Medical staff and related professions5 064

12 838 Professional nurses, staff nurses and nursing assistants


Selfless

Firefighters risk

their lives every

day to keep their

community members

safe. Two firefighters

from the coastal

town Hermanus

describe it as more

than just their job, it

is their calling in life.

By Maret Lesch

Even from a distance, it is obvious that

firefighters Juandré Viviers and Bevan

Hess are proud of their uniform and what

it represents. For them, firefighting is not just

a job, but a calling and a career that they have

fallen completely in love with.

According to Juandré, he always knew he

wanted to serve his community. “My father

was a police officer and I considered joining

the police force as I grew up in a house with

discipline and high moral values. I wanted to

serve like my father did. In the end I decided to

join my local firefighting service, as I thought it

would be the perfect fit for me.”

He was part of the former reservist

programme and when given the opportunity

to join the Expanded Public Works (EPW)

programme as a firefighter, Juandré

immediately applied. “Job security is important

and the programme offered training, stability

and peace of mind,” he explains.

Bevan also joined the firefighting service

through the EPW programme.

“I moved back from Cape Town and was

unemployed. Someone told me they are

looking for people for the EPW programme

as firefighters. I knew nothing about being

a firefighter, only what I saw on television!

However, I thought it was a good option as

I had a little girl to support and needed a

stable job.”

After passing his fitness test, Bevan was

also accepted into the EPW programme.

Although being a firefighter was just a job

in the beginning, he soon changed his mind.

“Within the first month, I fell completely in

love with the job. I knew I never wanted to

do anything else. The job found me.”

SERVICE

Juandré Viviers (left) and

Bevan hess can’t imagine doing

anything else other than being

firefighters.


Inspiration

“I knew I never wanted to do anything else. The job found me.”

– Bevan Hess

Serving the communityBeing a firefighter demands much more

than risking your life every day to fight fires

and rescue people. Bevan is part of the

operational team, which means that he works

twelve hour shifts and spends long hours

at the fire station. He is responsible for the

‘action’ aspect of firefighting, which means

they fight fires, handle disaster management,

provide assistance to accident scenes and

execute rescue operations, for example when

someone is trapped in a car

at an accident scene or on a

mountain cliff.

“It is dangerous and we

never know what to expect

when we arrive at a scene.

It is important that we are

always ready for any kind of

incident. Sometimes we have

to hang down over high cliffs

to rescue someone. Other times we are fighting

blazes of more than 10 metres high. However,

our work is not all adrenaline. We’re mostly

on standby at the fire station, where we clean,

drill, do fitness, and study. Sometimes it feels

as if we spend more time at the station than

at home, but it is a sacrifice you make to serve

your community,” explains Bevan.

A big part of a firefighter’s responsibility is

fire safety, which entails fire prevention and

education. this is Juandré’s area of expertise.

“Fire safety includes advising and educating on

gas, plot clearing, fire breaks and fire hazards.

I also go to businesses and advise them on fire

signs, escape routes and fire extinguishers.

People don’t always perceive this service and

inspections as us helping them, but I only want

the best for them and their businesses and

the correct equipment and procedures can

save lives and money. Our primary function as

firefighters is fire prevention and to stop the

outbreak and spread of fire,” says Juandré.

MotivationAlthough Bevan faces very dangerous

situations, he says that he cannot imagine

doing anything else. “It motivates me to risk

my life when I arrive at a scene and although

the people don’t know my face, they see my

uniform and the emblem on my chest. then I

can see in their eyes that they have hope and

that they know I will help them. Another huge

motivation for me is when people thank me

afterwards.”

Juandré agrees; “It is the small stuff that

matters. For example when a child runs to you

and hugs your leg to thank you, even when

you don’t speak the same language. being a

firefighter is highly rewarding”.

He says the opportunity to make a

difference also motivates him. “Sometimes

it’s really hard to do our work. We see pain

and heartbreak almost every day. We see the

other side of life and it is difficult not to get

emotional. Especially when you are called out

to an accident scene and you get there and

there are bodies scattered

across the road.”

However, Juandré

and Bevan explain that

even though their work is

dangerous, there is nothing

else they want to do. “We

eat, sleep, drink and run

firefighting. It is part of our

DNA and who we are. We

are firefighters, even when we are off duty,”

explains Juandré.

He adds that there is a very tight bond

between the firefighters. “We are comrades

and love each other like brothers. In our line of

work, it is important that we are close and trust

each other. It’s like the saying ‘united we stand,

divided we fall’.”

Both Juandré and Bevan feel very excited

and positive about their careers. “This career

can take you places in your life. there is

always a future when you work for a provincial

institution. Our country and the EPW

programme give young people stability and a

future,” says Juandré.

EPW PrOGraMME

The Expanded Public Works Programme (EPWP) focuses

on skills development. It is one of the important ways the

Western Cape Government is working to reduce the levels

of poverty and unemployment in the province. It does this

through:

• Giving unemployed people access to temporary work.

• Helping unemployed people through skills programmes

and work experience.

• Ensuring that unemployed people receive an allowance

for any work they have completed as part of the EPWP.

• Enhancing EPWP participants’ chances of finding jobs or

starting their own businesses.

Source: https://www.westerncape.gov.za/general-publication/expanded-public-works-programme-epwp-0


UpA

lmost five years ago, Bronwyn Williams*

(17) from Eerste River, was addicted

to a drug commonly known as tik. Her

drug problem affected her relationship with

her parents, educators and peers, and severely

impacted her performance at school.

In 2011, Bronwyn’s mother, Noeline Williams*,

sought help for her child. “I did not know

the school had a drug programme. When I

discovered Bronwyn was using drugs, I spoke to

one of the teachers. He told me about Alison’s

programme (the Mudita Foundation’s outpatient

substance abuse programme). Bronwyn agreed

to attend a session at the programme and they

tested her for drugs. “From the results we could

see she was doing Tik,” recalls Noeline. They

then asked bronwyn to join the programme.

“The teacher took me to Alison’s group. At first

I did not want to be there and I ran away,” says

bronwyn.

Shortly after being admitted to outpatient

treatment, bronwyn’s brother passed away.

both bronwyn and her family realised the

severity of Bronwyn’s drug problems and knew

they would need to do something about it

immediately. “then I realised that if I wanted

to change my life, I will have to be open and

honest about everything and I started attending

the group sessions,” says Bronwyn.

According to Noeline, it was some time

before she could see an improvement in

Stepping

thanks to the Mudita

Foundation’s outpatient

substance abuse programme, a

high school learner with a drug

addiction had the chance to

turn her life around completely.

By Maret Lesch


Inspiration

Bronwyn. “In the first weeks after she joined the

programme, things were really difficult at home.

However, as she stayed with the programme, I

started seeing a difference.”

After attending some group sessions,

bronwyn was referred to a nearby inpatient

facility by the Mudita Foundation. bronwyn

believes that her mother’s support, and the

Mudita Foundation’s caring staff, were the only

things that carried her through this challenging

time. “My mom’s support made a huge

difference, especially when I had to go to rehab

the first time. I did not want to go and when I

got out I continued to relapse. A year later I had

to go to rehab for another two months.” This

time bronwyn had decided to step up to the

challenge and take control of her life. “I realised

the situation is getting out of hand and that it

must stop. the second time I went to rehab, it

was my decision. I could see there were people

who wanted to help me and who supported

me. this time I decided to also continue with

Alison’s programme and to attend the group

sessions.”

today marks more than two years that

bronwyn continues to test clean for drugs. Not

only did her relationship with her mom improve,

but she can also see a significant improvement

in her school results.

“My marks improved a lot. When you are

using drugs, you want to be on the road all

the time. Now that I’m clean, I have more time

for my homework and projects. through the

programme we also have access to information

and assistance with our projects. this makes

a big difference, as we don’t have Internet to

access information for our school assignments.”

today, bronwyn is in matric and is still

attending Mudita’s outpatient sessions regularly.

She is aiming to finish matric and hopes for an

opportunity to further her studies next year.

“I want to study to become a social worker and

work with children. this programme inspired me

to make a difference in other children’s lives.”

* False name used to protect the minor’s

identity.

tHE MUDIta FOUNDatION

the Mudita Foundation, a research-based

outpatient treatment facility, was founded

in 2010 by Alison Carstens, an Educational

Psychologist. the Department of Social

Development provides funding and

support to the Mudita Foundation.

Alison has been involved with young

people from Eerste River since 2006 and founded the

Mudita Foundation as a way to help adolescents recover

from substance abuse disorders, with a specific focus on

relapse prevention. According to Alison, her team of trained

and registered counsellors and psychologists mostly treat

youth with alcohol and cannabis problems. This intensive

outpatient programme is offered to learners on school

premises in Eerste River and Somerset West.

They attend sessions three to five times per week for

16 weeks. Treatment consists of group and individual

sessions with trained clinicians and focuses on themes such

as relapse prevention and learning how to deal with triggers

and cravings. A variety of activities are offered during

sessions as well as regular urine drug testing.

Alison believes that it is important to keep individuals in

treatment busy, and services continue after school hours

and over school holidays. When learners regularly test

clean, they receive a reward. For example, Bronwyn has

had the opportunity to go horse riding during the school

holidays because she continues to test clean.

the clinicians also assist patients with their schoolwork

to ensure they are coping at school. “We realise that

treating substance abuse disorders in isolation can

bring about limited success. We have thus tailored our

programmes to address the scholastic needs of learners to

further increase general functioning,” says Alison.

In only a few years, the Mudita Foundation has already

made a big impact on the lives of thousands of learners.

“The average age when kids start drinking is around 14 and

when we started out, the matric pass rate was 62%. three

years later we have raised it by 20%. We walk the road with

the child and don’t let go. the longer you can be with a

child, the better the outcome. I’ve seen how important it is

for a child to know that they can trust us – a trust we build

over time,” explains Alison.

Another important aspect of the programme is involving

the communities and schools. “We provide appropriate

support and education to the caregivers, educators and

significant others engaged with adolescents in treatment,”

says Alison.

For more information on the Mudita Foundation’s

Outpatient Substance abuse Programme, or how you

can help to make a difference, please e-mail alison at

[email protected].

“this programme inspired me to make a difference in other children’s lives.”


2015 barrett Values SURVEy RESUlTS

WHAt IS OuR StORy?

Participation increased by

Drop in entropy

alignment between the current culture and the desired culture

100

80

60

40

20

0

2011 2013 2015

29%18%

26% 23%

52%

40%

4 1

20

em

plo

yees

6 8

12

em

plo

yees

12 2

91

em

plo

yees

12%

3%

We are currently experiencing teamwork, accountability and caring

and we believe that it is necessary to ensure that the Western Cape

Government will achieve its full potential in the future.

Personal values of employees

We are authentic

and considerate

towards others.

We have an inner

drive, optimism

and dedication.

We have a willingness

to step up and follow

through with our

obligations.

We have an

appreciation for

our personal lives.

Current culture

Employees are working

together and taking

ownership of their actions.

they are attentive to the

needs of clients and want

to meet those needs.

Having a co-operative

approach is important

now and in the future.

Information supplied by Directorate: Organisational Behaviour


rigid internal

structures frustrate

employees.

Employees have confidence in the

direction the WCG is heading, but are

calling for some changes in the future.

What do we need to improve?

Key message

More than half of our staff members participated in the Barrett Survey last year. From the results it is clear that

we are positive, work-orientated and that we can join hands and work together. As a group we have a culture of

caring about each other and being attentive to the needs of our clients.

Employees feel

overworked and

undervalued.

Employees need

clearer direction.

Internal divisions and

power struggles hamper

co-operation and free-

flowing information.

Employees do not

feel appreciated and

feel blamed when

things go wrong.

Employees feel

powerless and

restricted by

spending controls.

Employees want to focus

on building internal and

external relationships.

Employees want improved

working practices.

Employees need leaders to strengthen their

skills and to ensure that every employee

fulfils their obligations.

Employees want to fulfil their potential and

feel appreciated for their contributions.


Whether you’re an over achiever or struggling to cope with your workload,

you may feel slightly nervous when it’s time for your performance review.

this article walks you through the process, step by step.

compiled by charlene Sheraton and Leah Moodaley

Preparing to PERFORM

Performance reviews are a crucial element

of the performance management process

and provide employers and employees

the opportunity to solve work-related

problems, identify skills gaps and improve poor

performance.

The review gives your manager an

opportunity to formally discuss your overall

progress with you in full context and it should

take place at least twice a year – between

1 april and 30 September and 1 October and

31 March, according to the performance cycle.

Informal reviews can also take place during

June and December, where early detection of

delivery challenges can be acknowledged and

addressed. Review meetings should always be

held in a private and comfortable environment,

away from any interruptions or distractions.

It is important to note that even though

these discussions are verbal, all conclusions

and further actions should be recorded in

writing for record keeping.

It is the responsibility of your manager

to monitor your work performance, coach

you to achieve your performance agreement

(PA) outputs and to provide their assistance

when required. You should be informed of

any shortcomings in writing and given the

opportunity and resources to improve your

performance through appropriate training

programmes. When poor performance is

identified, it is important to immediately

establish or clarify the cause(s) thereof and

to agree on a Performance Improvement Plan

(PIP). Provisions are stipulated in the Incapacity

Code and Procedures for the Public Service.


Valuable questions to ask during a performance review:• What do you feel went well this year and what could

have been better?

• What additional knowledge or skills would make me

more effective in my role?

• What are our most important goals for the coming year?

• How could I be more helpful to other people in the team?

• What changes or challenges do you see for our unit this

year?

• What could I do this year that would improve my rating

in next year’s review?

• What are the areas of growth for me in the next period?

Handling constructive criticismDon’t take it personallyReact respectfully as though your critic’s intentions

are good and respond from a place of gratitude for the

information.

Ask for specificsyou’ll probably need more details to get to the heart of

the matter. Demonstrate with your words and attitude

that you welcome the constructive criticism and you will

begin to hear what you really want to.

Solicit helpto show that you’re seriously interested in the feedback,

request advice about how you can improve your

performance. When you candidly acknowledge your

deficiencies and solicit advice, you show your strength.

Share your progressShow respect towards the person who gave you the

constructive criticism. Share your progress with the

individual who shared the feedback and show that you

heard his or her concerns and are willing to actively take

steps to improve your performance.

Be a feedback mirrorWhen someone shares constructive criticism with you,

the individual makes themselves vulnerable to criticism.

Act as their partner in self-improvement by explaining

that their feedback is valuable and that you are happy to

return the favour.

As the saying goes, “Nobody is perfect”. From time to time,

we all need others to tell us when we aren’t measuring up

to our full potential. Constructive criticism is essential to

our self-development. Be an agent of change in this area,

and you’ll be rewarded with useful information and healthier

relationships.

In addition, you are entitled to consult with

another manager in the unit to appeal your

performance result or to respond to poor

performance. It is the responsibility of the

people manager to clearly identify the appeals

route against the performance appraisal and to

inform you that you are permitted to bring a

colleague or trade union representative along

to assist in the appeal process.

It is very important that during the meeting,

you and your manager acknowledge any

changes in your working circumstances since

the beginning of the performance cycle or

since your last review.

reviews may comprise of the following:

• Checking the relevance of your PA to

determine whether circumstances have

changed and whether the PA needs to be

adjusted accordingly.

• Reviewing your performance against the PA

and agreeing on any adjustments necessary

to improve performance.

• Acknowledging good performance and

service standards that have been met.

• Arranging for any necessary training,

coaching or development activities.

It is important that reasons for unsatisfactory

performance are discussed:

• Has your job changed recently and have any

expectations been communicated to you

adequately?

• Is the desired output clearly understood?

• Have you been given optimal support to

perform?

• Do you have access to all the information

needed to perform the tasks?

• Do you have the correct level of competency

required for the job?

• Have you received adequate training to

enable you to perform optimally?

• Are there any external factors affecting your

ability to perform?

lastly, your manager should initiate a

discussion that covers any gaps in information

or understanding and clarify any issues arising

from differences in perception (on either side).

The objective for this part of the meeting

is to achieve a shared understanding of what

the issues are and to formulate a PIP that will

be put in place to address the issues. Ideally,

the PIP needs to be finalised with agreed upon

timeframes and signed by both parties by the

end of the performance review.

2

1

3

4

5

Workplace


SKILLS IN DEMaND

*Occupations in demand constantly change in order to meet industry needs.

Air conditioning/Refrigeration

technician

Automotive body repair and spray-

painting

boat builder/Ship repair

boilermaker bricklayer Carpenter/Joiner

Cheese maker/ Powder maker

Chef

Civil Engineer

Diesel mechanic

Electrician ICt occupations

Industrial equipment

repair

laminator and composite technician

Mechanic Mechanical fitter

Mechatronic technician

Millwright Motor mechanic

Painter Plastic setter

Plumber Rigger and slinger

Saw doctor

Scaffolder Seafarer Solar heater technician

Stone mason

tool maker Videographer Welder Wood Machinist/ Saw Mill Operator

Did you know?

compiled by Leah Moodaley


Most common types of engineering:

What is a boilermaker? boilermakers assemble, install, and

repair boilers, closed vats, and

other large vessels or containers

that hold liquids and gases.

Mechanical engineering is a branch of engineering that involves the design, production, and

operation of machinery. The engineering field requires an understanding of core concepts including

mechanics, kinematics, thermodynamics, materials science, structural analysis, and electricity.

Mechanical engineers use these core principles along with tools like computer-aided design, and

product lifecycle management to design and analyse manufacturing plants, industrial equipment and

machinery, heating and cooling systems, transport systems, aircraft, watercraft, robotics, medical

devices, weapons, and others.

Chemical engineering is a branch of science that applies physical sciences (physics and chemistry)

and life sciences (microbiology and biochemistry) together with mathematics and economics to

produce, transform, transport, and properly use chemicals, materials and energy.

Civil engineering is a professional engineering discipline that deals with the design, construction,

and maintenance of the physical and naturally built environment, including works like roads,

bridges, canals, dams, and buildings. It is traditionally broken into several sub-disciplines including

architectural engineering, environmental engineering, geotechnical engineering, control engineering,

structural engineering, earthquake engineering, transportation engineering, forensic engineering,

municipal or urban engineering, water resources engineering, materials engineering, wastewater

engineering, offshore engineering, facade engineering, quantity surveying, coastal engineering,

construction surveying, and construction engineering.

Electrical engineering deals with the study and application of electricity, electronics, and

electromagnetism. Electrical engineering has now subdivided into a wide range of subfields

including electronics, digital computers, power engineering, telecommunications, control systems,

radio-frequency engineering, processing, instrumentation, and microelectronics.

What is a millwright? A millwright is a tradesperson who installs, maintains and

repairs stationary industrial machinery and mechanical

equipment by interpreting drawings, performing layouts and

assembling parts until they are in perfect working order.

FACT: IcT Management is among the top earning jobs in South africa.

ToURiSm

204 000 joBS It could add a further 120 000 formal jobs by 2019.

AGRi-PRoCESSinG

79 000 joBSIt could add a further 100 000 formal jobs by 2019.

ThE oil AnD GAS SECToR

35 000 joBS it could add a further 60 000 formal jobs by 2019.

Largest contributors to current formal jobs in the Western Cape.

35,5%

of unemployed people in the Western Cape

are between the ages of 15 AnD 34

ThE WESTERn CAPE’S

oVERAll UnEmPloymEnT

RATE

19,4%South Africa has a high 50,4% of unemployed

youth in the 15-24 year age group, with a

further 29,1% in the 24-34 year age group.

*Figures according to the PSP 2014/19

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All government employees, whose

conditions of service fall under the

Public Service Act, are members of

the GEPF. According to its Member’s Guide,

the GEPF has more than 1,2 million active

numbers and over 375 000 pensioners and

beneficiaries.

All GEPF members pay 7,5% of their

pensionable salary as their contribution to

the Fund. Over and above this amount, the

member’s employer contributes 13% of the

member’s pensionable salary. besides a

monthly income when you retire, you are also

eligible for death and funeral benefits.

Death benefitDeath benefits are paid when a member dies

while in service, or within five years of retiring.

GEPF also pays annuities to the surviving

spouse or orphan(s) of members who die

while in service or after retiring. If your spouse

was a dependent on your medical aid, they

will also be entitled to a medical benefit.

Funeral benefitThe purpose of a funeral benefit is to help pay

the funeral costs when a member or pensioner

passes away. A funeral benefit is also paid

out on the death of the spouse, life partner or

eligible child of a member or pensioner. this

benefit consists of R7 500 for the funeral of

a member or pensioner and their spouse. For

the funeral of an eligible child, the benefit is

R3 000. If both spouses are members of the

GEPF, both can claim the funeral benefit for

the same family member’s funeral.

PENSION unpacked

As a member of the

Government Employee

Pension Fund (GEPF), you are

entitled to death and funeral

benefits, as well as a monthly

payment when you retire.

By Maret Lesch

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Personal finance

UPDaTE YOUr DETaILS

When you pass away, your pension

fund money will go to the beneficiaries

you nominated. It might be a good

idea to regularly revise your nominated

beneficiaries, as well as update details

with regards to your spouse and

children. Remember that you must

register your life partner, as the GEPF

cannot automatically consider someone

a life partner.

to change your details and

beneficiaries, request a form from

Corporate Services Centre or download

one from the blue Pages on the

Intranet. Complete it and send it to the

Corporate Services Centre.

EXTra SaVINGS

With the high cost of living and

inflation, a high increase in food and

living expenses are expected in future.

Currently, only an estimated six per

cent of South Africans are able to

maintain their lifestyle and replace their

income fully at retirement. this means

that most of us must consider making

additional provision, besides our GEPF

benefits, for our retirement.

You can invest in a retirement

annuity or preservation fund in order to

save extra money for your retirement.

The GEPF advises members to ask a

registered financial advisor or broker to

assist them in analysing their financial

situation and in deciding which

financial product is the best suited for

their needs.

TOP TIPYou should consult a financial

advisor at least 5–10 years before

you want to retire to ensure that

your pension benefits will be

enough to meet your needs.

FaQWhen am I or my beneficiaries entitled to benefits?

You are entitled to benefits when you resign, are discharged (due

to ill health, dismissal or retrenchment) or when you retire. Your

monthly pension after retirement will be paid every month from the

day you retire until your death.

Your beneficiaries are entitled to the payment of a lump sum if

you die in service or within five years after your retirement.

A spouse’s pension will usually also be paid if you die in service or

at any stage during your retirement.

What is a spouse’s annuity and who can receive it?

It is a monthly pension and will only be paid to the spouse or life

partner of the member or pensioner who died. It is not paid to

other dependants or beneficiaries. If the member dies in service,

the spouse will receive 50% of the annuity the member would have

received if they retired at the date of their death. This is a lifelong

pension and does not stop when the spouse remarries.

How does a divorce affect my benefits?

When you divorce, your spouse may be entitled to a portion of

your pension interest, depending on the divorce order granted by

the court. GEPF will then have to pay this divorce pension to your

former spouse. Pension interest is the benefit that you, as a GEPF

member, would have received if you had resigned from WCG at the

time of your divorce.

What are my payment options if I resign?

You will receive your resignation benefit, which is a lump sum

calculated according to a fixed formula using your final salary

and years of service. You can choose to have the lump sum paid

into your bank account or to have it transferred to an approved

retirement fund, such as a pension fund, pension preservation fund

or retirement annuity. Remember that your decision is final and

cannot be reversed.

Can I retire before my 60th birthday and receive all my benefits?

The normal retirement age for government employees is 65, but

you can retire from the age of 60 without being penalised.

If you have less than 10 years of pensionable service, you receive

a once-off lump sum called a gratuity, which you can invest. The

lump sum is the value of your benefits in the Fund, based on a fixed

formula.

If you retire with more than 10 years of pensionable service, you

will receive a once-off lump sum (gratuity) and a monthly pension

(annuity).

For more information, please contact the GEPF call centre

at 0800 117 669.


• Be able to use various visual aids.

• Be able to effectively deal with questions and difficult

situations.

• Understand the importance of reflecting back on a

presentation and to celebrate the achievement.

Evaluation

• Assessment is done during the learning programme using

group and individual activities.

• Trainees must deliver at least two presentations during

the learning programme. They will be videotaped and the

recordings will be played back to the class for evaluation.

traINING MEtHODOLOGY• Interactive lectures

• Group discussions

• Role plays

• Videos

• Self-evaluations

• Practical activities

PrErEQUISItESNone.

DUratION OF LEarNING PrOGraMME3 days.

CErtIFICatEAfter successful completion of the programme, learners will

receive a certificate of attendance.

Bookings can be made via departmental representatives on the

electronic HRD system of the PtI.

If the idea of speaking in front of people

leaves you in a cold sweat, it might be a

good idea to register for the PtI’s course on

presentation skills. this learning programme is

designed to equip participants on levels

7–12 with the knowledge and skills needed to

overcome stage fright and prepare and deliver

effective and professional presentations.

LEarNING PrOGraMME DEtaILS

Learning programme outline

• breaking the ice

• Structuring a presentation

• Preparing for success

• Stand and deliver

• Dealing with visual aids

• Dealing with questions and disruptions

• Conclusion and reflection

Outcomes

After completion of this learning programme

the attendee should:

• Know what presentations are, what types

there are, the reasons for presentations and

how to deal with stage fright.

• Know how to structure a presentation and

the importance thereof.

• be able to follow the steps in preparing for a

presentation.

• Know how to use verbal and nonverbal

communication to ensure effective

presentations.

Few people enjoy public

speaking, but for many of us

delivering presentations or

facilitating workshops is an active

part of our job. The Provincial

Training Institute’s (PTI) course

on presentation skills will help

you to master this skill.

ready, steady, speak!

Flag HeaderSelf-development


Workplace

Our organisational culture is determined

by the core values we live out in

the workplace. From the results of

the Barrett Survey conducted in 2015, it was

clear that most of us considered the value of

accountability to be an important contributing

factor to our happiness and fulfilment at work.

to embody this culture, each of us must be

able to take responsibility for and ownership

of our work, our decisions

and our actions. If you

want to know exactly what

you are responsible for

at work, you can have a

look at your performance

agreement. This should give

you a clear understanding of

your role and what you are

accountable for.

With the current economic

climate and with national

and provincial government

tightening their belts, it

is very important that we

are extra careful with the

money we are responsible

for at work. this means that

we must ensure that all of our outcomes and

targets are delivered on time, that our work is

of a high quality and that we are very careful

when it comes to expenditure, keeping within

our budgets and using fleet vehicles only for

approved work purposes.

COuNt ME IN!

“the moment you take responsibility for

everything in your life, is the moment you can

change anything about your life” – Hal Elrod

By Maret Lesch

being accountable in the workplace also

means that we don’t spend an excessive

amount of time on personal matters and being

on our cellphones while at work. It is also our

responsibility to ensure that we don’t make a

habit of being late for work and exceeding our

lunch hour.

When everyone in a team takes responsibility

for their tasks, it means we can trust each other

to deliver and that the citizen can trust us to

serve them to the best of our abilities.

being accountable also stretches further

than just our responsibilities at work. It also

means that we represent the Western Cape

Government in our personal capacity and what

we post on social media, such as Facebook and

twitter.

Recently, a few people made headlines when

they posted insensitive and racist comments

on social media. they were dismissed

because even in their personal capacity, they

represented their place of employment. this

means that we must always be mindful of our

actions, even on platforms such as social media.

According to our social media policy, we

must always act with integrity and respect

to the citizen and each other. For example,

you are not allowed to use your work e-mail

address to open a social media account.

As proud WCG public servants, it is our

responsibility to hold one another accountable

and to support each other in taking ownership

of our work.

“According to our social

media policy, we must

always act with integrity and

respect to the citizen and

each other.”

For more information on our organisational values, click on the values tab on the Intranet

homepage. You can find the Social Media Policy under Blue Pages on the Intranet.


21A

ccording to the World Health

Organisation (WHO), South Africa

has one of the highest incidences of

tuberculosis (TB) in the world, with statistics

giving an estimated 450 000 cases of active TB

in 2013, with 1% of the population of about 50

million developing active TB each year.

WHat?TB is a bacterial infection caused by the

bacterium Mycobacterium Tuberculosis, also

known as Koch’s bacillus. It can spread through

the lymph nodes and bloodstream to any organ

in the body, but it is usually found in the lungs.

Other areas affected include the spine, brain

and kidneys. When not treated, TB can be fatal.

tB is NOt an StD;

it is an airborne

disease. However, it

can become active

if another disease

weakens your

immune system and

latent tb is in your

system.

you CaNNOt

contract tb

by touching

or kissing

someone with

tb or using

the same

toilet seat.

MYtH BUStEr

trUtH

tBtHE

AbOut

An estimated 1 out of every 100 people in South Africa has tb, irrespective of their age or socio-economic class. the good news is that it can be completely cured if you take your medication regularly.

By Leah Moodaley


* All information in this article was verified by Ms Alvera Swartz, Deputy Director: TB Prevention & Management

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WHO?Anyone can get tb, but people at high risk

generally fall into two categories:

1. People recently infected with tB bacteria.

2. People with medical conditions that

weaken the immune system, such as HIV

and diabetes.

You are at increased risk for being infected if:

• You have spent time with a person with TB

disease.

• You are from a country or have visited areas

where TB disease is very common.

• You live or work where TB disease is more

common, such as a homeless shelter, prison

or jail, or long-term care facility.

• you are a health-care worker who works

with clients or patients who are at increased

risk for tb disease.

You have a greater chance of getting TB

disease once infected if you have HIV, you have

health problems that make it hard for your

body to fight disease, are a child younger than

four years, or you were not treated correctly

for latent tb infection or tb disease in the past.

Because latent infections can eventually

become active, people without symptoms

should also receive medical treatment. A

course of medication can clear the inactive

bacteria before the infection becomes active.

Parents should also ensure that their children’s

vaccinations are up to date.

Drug resistant tBA more dangerous form of tb is drug resistant

TB (MDR TB). This is when the TB bacteria you

are infected with, will not respond to, and are

resistant to the tb medication.

South Africa falls under the 27 high burden

drug resistant countries. this means that we

have at least 4 000 cases of MDR TB each

year. At least 10% of tb cases reported, are

MDR tb.

You can get drug resistant tB when:

• Your TB treatment is inadequate, for

example when you do not take your tb

medication regularly or as prescribed, or

when the wrong medication is prescribed.

• It is directly transmitted from one person to

another.

HOW?tb is spread through the air from person to

person. the tb bacteria become airborne when

a person with tb coughs, sneezes, speaks, or

sings. People nearby may inhale the bacteria

and become infected.

TB bacteria can live in your body without

developing symptoms. This is called a latent TB

infection. In most people who become infected,

the body is able to fight the bacteria to stop

them from growing. People with latent tb

infection do not feel sick and cannot spread tb

bacteria to others.

TB bacteria become active in your body

when your immune system weakens. People

with TB disease usually have symptoms and

can spread tb bacteria to others.

tb

CaNNOt be

transmitted

by sharing

food and

water with

someone

with the

disease.

You have NOt completed

treatment unless all

prescribed medication

has been taken during

specified period.

Incomplete treatment will

result in your tb infection

becoming drug-resistant

and potentially untreatable.

Health

tB bacteria most commonly grow in the lungs, and can cause symptoms such as:

• A bad cough that lasts 2 weeks

or longer

• Weakness or fatigue

• Weight loss

• loss of appetite

• Night sweats

• Pain in the chest

• Coughing up blood or sputum

(mucus from deep inside the

lungs)

• Chills caused by fever

Flag Header

Walking in to an animation studio,

one would expect the hustle and

bustle of busy feet and raging ideas,

but the experience on the day proved to be

the exact opposite. Silently consumed by the

sounds in their headphones and the pictures

on their computer screens, 20 animators sat

determined to execute their workload for the

day. the air was crisp and the atmosphere

was peaceful; the creativity, however, spoke

volumes. Cartoonish storyboards, autographed

film posters, and animated toys splashed across

every surface, creating the perfect environment

for “imagination activation”.

The art of animation film dates back to the

late 1800’s when a French man named Emil

Reynaud opened a theatre using an invention

called the Praxinoscope. It used turning mirrors

to reflect images and produce a moving

picture. Animation then steadily evolved to

the drawing of 2D characters, the addition of

sound, and has now become a 3D dominated

industry – with the advent of technology

Making

Animation is an art form that exists between wild imagination and rigorous

technical discipline. According to Stuart Forrest, CEO of Triggerfish Animation

Studios, it’s the perfect medium to explore our own stories and showcase our

excellent technical talent.

By Leah Moodaley

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making it very difficult for audiences to

separate reality from fantasy.

One of the biggest misconceptions about

animation is that it is only meant for children,

when in fact, countries like France and Japan

produce adult animation as a dedicated sub-

genre. Hollywood studios produce animation

that appeals to adults by adding a lot of heart

or some smart humour; thereby attracting

a “family” audience – a broad audience of

children and adults alike.

Referring to Pixar’s toy Story 3, Stuart

Forrest explains how even as an adult, you

become so invested in the characters that you

feel the suspense and hurt when they’re put

into the incinerator. Animation has the capacity

to take a very real, emotionally difficult human

story and translate it in a medium that is easy

to understand. “Animation uses metaphors to

bring across story ideas that can’t be done with

live actors”, says Stuart.

Characters come to life in the script

development process, proving that the art of

Magic



animation is not only in the ability to draw,

but in the ability to write a good story. “Great

storytelling is when you can believe that a

talking toy actually exists”, says Stuart.

the beauty of animation is in creating

entities that can’t change after they’ve

been put on paper. Who could forget bugs

Bunny’s “What’s up doc?” or Tweety’s “I think

I taw a puddy tat”. For generations, these

are characters that became a part of their

audience’s worlds, and even a part of their

families.

A vital element of any successful film is

called the Suspension of Disbelief. this is the

moment when the audience begins to believe

in the story and recognise the film as being

real. In animation it is an art to achieve this.

According to Stuart,

“…as soon as you see a

talking fish, your brain

tells you that this isn’t

real. but after just a

few seconds of visual

stimulation, the other

part of your brain will

kick in say ‘yes we know

this isn’t real, now be

quiet’, and then you can

invest in the story”.

Animation transports its audiences to a

different world, taking them to a place they’ve

never been, and while they’re there, their

emotions come to life. Nonetheless, it is vital

to be technically flawless, because according

to Stuart, one production mistake can break

this magical spell. Characters need to move

and interact seamlessly, while the emotional

elements of the story remain enticing enough

to pull an audience in.

Contrary to what many may think, animation

is a very complex art form which is not limited

to cartooned drawings and bursting sound

effects. Stuart, in particular, is inspired by non-

traditional and experimental animation but

explains that Triggerfish Animation’s primary

goal is for broad audiences to enjoy the product

that they create, and this is why their light-

hearted animations Khumba and Zambezia have

been successful in markets around the world.

the production of animation can be

compared to an assembly line, with different

teams working on different phases of

production. Some artists do scriptwriting, while

others do drawings and special effects. Stuart

says the golden rule is that “Everybody needs

to plus the shot”. If what you do to the film

doesn’t improve the story in any way, don’t do

it. Other qualities which are vital to producing

world class animation include the ability to

direct and take direction, creativity, excellent

drawing ability, and the right voice to suit your

character.

Over and above this, the true art of

animation is found in the balance of technical

skill, imagination, and emotion to make

characters truly come to life. this is how magic

is made.

PrEMIEr’S ENTrEPENEUrIaL rEcOGNITION aWarDS 2015

Triggerfish Animation Studios stood proudly as the overall best business of the year at the PERA Awards. this achievement came just one year after Triggerfish received the runner-up prize for best Emerging business in 2014.

caN aNIMaTION chaNGE ThE WOrLD?

Yes it can, according to Stuart Forrest. By developing the

animation industry in South Africa, our films can change global

perceptions of our capabilities as a country.

PEra winner


a W a r D S

2015 National Batho Pele Excellence awards

Wilfred arendseSocial Development

Wilfred Arendse received the silver award

under the category Best Frontline Service

Delivery Employee of the Year

Judiac ranapeHealth

Judiac Ranape received the Bronze Award

under the category Best Frontline Service

Delivery Employee of the Year.

Department of Cultural affairs and Sport

the Department of Cultural Affairs and Sport

was recognised with a bronze Award in the

Best Functioning Provincial Department

category.

Department of the Premierthe Department of the Premier was

recognised with a Silver Award in the Best

Functioning Provincial Department category.

Department of Community Safetythe Department of Community Safety was

recognised with a Gold Award in the best

Functioning Provincial Department category.

Best Frontline Service Delivery Employee of the year

Best Functioning Provincial Department

Best Public Service Leader of the Year

Best Head of Provincial Department

Jacqueline Samson-SwartzHuman Settlements

Jacqueline Samson-Swartz received the

Silver Award under the category Best

Public Service Leader of the Year

Jacqui GoochHOD: TPW

Jacqui Gooch received the Bronze Award

under the category Best Head of Provincial

Department.

adv. Brent GerberDirector-General: DotP

Adv. Brent Gerber received the Silver

Award under the category best Head of

Provincial Department.

Brent WaltersHOD: DCAS

Brent Walters received the Gold Award

under the category Best Head of Provincial

Department.


2015 Provincial teaching awards

Community Safety Health


A Certificate of Recognition for the excellent EPP support rendered to the CPF Denise Booysen

Clinical Programme Coordinator

Denise Booysen started her first

community project, Mission for

Vision, when she identified the

need for affordable glasses.

She collected recycled glasses from community members who

no longer required their old glasses. With the help of local

optometrists, those requiring glasses were sent for eye tests and

received spectacles without cost to the community. Through

the MADA and Spruitdrift projects she created a schedule that

involved a rehabilitation team for school-going children that

deals with alcohol and drug abuse.

Warren Handel

Warren Handel, a project

manager at the ICt training

unit of the Centre for

e-Innovation, received the

National Excellence in

Design and Development

of training Programmes award at the Public

Sector trainers’ Forum for customising Moodle

and therefore reducing delivery time and

assessment of assignments.

Louis BrownAssistant Director:

Community Safety

Louis Brown received a

Certificate of Recognition

on Saturday 21 November

2015 for his excellent

support to a community policing structure.

In 2013 he adopted the Lutzville community

policing forum and improved participation and

increased safety in the Lutzville community.

This award is the first of its kind to an official

who serves a CPF.

Cecilia Makiwane Provincial Nursing Award

National Excellence in Design and Development of Training Programmes Award

ronwynne rhoda

Ronwynne Rhoda received

the Coal-Face Service

Delivery training Programme

award for her contribution

in the roll-out of ICt skills in

the management of e-learning programmes on

behalf of the WCED.

Coal-Face Service Delivery training Programme Award

From left: Dr Keith cloete (DDG), Denise Booysen, Dr Beth Engelbrecht (hOD) and Florence africa (Director Nursing Western cape Government health).

the Western Cape Education Department presented awards in 10 categories to the province’s top teachers on Friday, 6 November 2015.

1. Excellence in Primary School teaching:

Ms Charnelle Hector, Belmor Primary School, Hanover Park

2. Excellence in Secondary School teaching:

Ms Hannelie Ras-Pretorius, Desmond Mpilo Secondary

School, Mbekweni, Paarl

3. Excellence in Grade r teaching: Mrs Elizabeth Roelofse,

De la bat School for the Deaf, Worcester

4. Excellence in special needs and inclusive teaching:

Ms Conlyn Claasen, ligstraal School for lSEN, Paarl East

5. Excellence in teaching Natural Sciences (GEt):

Ms Kerstin Olivier, George South Primary School, George

6. Excellence in teaching Mathematics (GEt):

Mrs Shirley Herman, Delville Park Primary School,

Pacaltsdorp

7. Excellence in technology-enhanced teaching and learning:

Mrs Gafieza Ismail, Spine Road High School, Rocklands,

Mitchells Plain

8. Excellence in Primary School leadership:

Mr Donovan Cleophas, Masiphatisane Primary School,

Ongegund, Vredenburg

9. Excellence in Secondary School leadership:

Mr Charles Marthinussen, Atlantis Secondary School,

Wesfleur, Atlantis

10. Lifetime achievement award: Mr Hendrik botha, Excelsior

Primary School, De la Haye, Bellville


total energy consumption in the

Western Cape

276 333 250 Gj≈ 13%

of SA’s total usage.

≈ 11%

of SA’s total usage.

total emissions in the Western Cape

36 mtCo2e

7,6 cars driven for one year

or 12,9 tons of waste sent to the landfill

or 137 943 km driven by an average car

= greenhouse gas emissions from

Inside Info

Planning for climate changeClimate change has a very real impact on many parts of the Western Cape and

affects our economic growth, which is why we are implementing our Climate

Change Response Strategy (2014). Compiled by leah Moodaley

Solar radiation or solar energy, produced

by the sun, is either absorbed into

the earth or reflected back into the

atmosphere. Certain gases in our atmosphere,

such as carbon dioxide (CO2) and methane

(CH4), trap energy and heat in a similar way

to a greenhouse, which is why these gases are

called “greenhouse gases” (GHG). As these

layers of gas increase, so does the amount

of energy and heat on earth, which results

in climate change. Science has indicated

that human induced activities have radically

accelerated this effect, to cause a rapid and

unprecedented change in our climate.

Climate change and the Western CapeThe Western Cape is vulnerable to climate

change and the impact thereof is already

being felt in many parts of the province. The

projected consequences of climate change in

the Western Cape are:

• Decrease in rainfall

• Increased severity of drought

• Higher average temperature

• Increased intensity of extreme events

• Increase in flooding and storm surges

• Increase in coastal impacts

• Increased fire risk

• Fewer cold and frost days

taking actionWe view climate change as one of the

biggest threats to our communities,

economy, and environment. As the Western

Cape Government, we are taking action by

developing and implementing climate change

response policies, programmes and projects

which aim to reduce greenhouse gas emissions

and transform our province into a low-carbon

economy by promoting sustainable energy

systems. We are also adapting and increasing

resilience to projected climate changes

and encourage all sectors, businesses, local

governments and citizens to play their part in

addressing and preparing for climate change.

Climate Change,

caused by human

activities, has

already reached

two thirds of the

temperature we

can safely thrive within.

Reducing our greenhouse gas

contribution to climate change and enhancing our capacity

to cope with climate change impacts (such as increased

flooding, prolonged droughts, extreme heat waves, and

rising sea levels) is critical to socio-economic well-being

and the ability to remain a competitive province in South

Africa and globally. the Western Cape Climate Change

Response Strategy, as approved by the Provincial Cabinet

in 2014, is the transversal coordinating policy document

guiding all sectors of the Western Cape with regards to

their climate change responses.

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Did you know?

For more information and tips,

visit www.westerncape.gov.za/eadp.

Climate Change response Strategy

What are the services on offer?

• Counselling Services which includes unlimited telephone counselling as well as short-term face-to-face counselling for individuals and/or couples at a time and place convenient to you.

• Practical advice services on financial matters e.g. debt management or financial planning and budgeting, legal advice e.g. divorce or maintenance, consumer issues or wills and estates and family matters e.g. childcare, care for the elderly, education and allowances.

• trauma Counselling for groups and individuals after involvement in a traumatic incident. If it was a work-related trauma, the counselling will happen at the work place.

• If the problem requires specialist help or a longer period of counselling, you will be helped with referrals to other organisations or resources.

Why are these services a good source of support? they are:• Confidential (your identity, or the specific details of

your call, will not be revealed)• Impartial (the counsellor you speak to doesn’t

represent anybody else’s interest)• Professional (helpdesk manned by clinical or

counselling psychologists)

• Independent (the services are provided by an outside service provider, ICAS)

• Multi-lingual (you can choose to speak in your home language)

• 24/7/365 (service is available anytime during day and night, every single day of the year)

• Direct access to you via a toll free number free of charge to you.

How to contact us?

1. If you have access to a landline contact is free of charge on our toll-free number.

2. Call us from your cellphone and as soon as you speak to a counsellor, ask them to phone you back on your cellphone so that you don’t incur the cost.

How will it work when I phone ICaS?

1. When you phone the toll-free number, an automated voice message will welcome you to the Employee Health and Wellness Programme.

2. you will then be asked to choose your language preference by pressing the relevant number on your phone.

3. your call will be answered by a professional counsellor who will assist you with your concerns.

Your toll-free number: 0800 611 155 | USSD Code for a call-back: *134*905#

If you have any problem that feels too big to handle – be it personal, family, health, or work-related – or you need information on a legal, financial or family care matter, phone toll-free for confidential, professional and free assistance and advice.

Employee Health and Wellness Programme

The Employee Health and Wellness Programme (EHWP) consists of independent, professional Counselling & Advisory Services – free of charge to all our employees of the CSC.

These services are not only available to staff members but also to their “household dependents”, i.e. your spouse and children.

Flag Header


ThE VaLUES:

AccountabilityWe take responsibility.

integrityto be honest and do the right thing.

CaringTo care for those we serve and work with.

ResponsivenessTo serve the needs of our citizens and employees.

Competencethe ability and capacity to do the job we were employed to do.

ThE VISION:

External visionOpen opportunity for all.

internal visionTo be the best-run regional government in the world.

Better TogetherThe Western Cape Government has a duty to provide opportunities. Citizens have the responsibility to make use of them.

Let’s make use of provided opportunies and make the Western Cape BEttEr tOGEtHEr.

innovationTo be open to new ideas and develop creative solutions to problems in a resourceful way.

budget cuts - western cape · how the budget cuts will affect us 10 what’s new the budget...

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