Presentation to thePortfolio Committee

12th October 2007

Department of Public Service and Administration

Outline of presentation

• Vision and Mission• Overview of DPSA Programmes • Strategic Outputs for 2006/07• Programme performance 2006/07• HR Performance and indicators • Budget allocation and financial

performance • Concluding remarks

Vision and Mission

Vision: Global Leader in Public Service Excellence

Mission:1) Supporting the Minister in leading public

service transformation2) Providing professional advice and support to

ensure public service excellence3) Promoting good governance nationally, on

the African continent and globally

DPSA Programmes

1. Administration2. Integrated Human Resource Management and Development (HRM&D)3. Management of Compensation (MOC)4. Information and Technology Management

(I&TM)5. Service Delivery Improvement (SDI)6. Public Sector Anti-corruption (PSAC)7. International and African Affairs (IAA)8. Planning Monitoring and Evaluation (PME)

4

Strategic outputs2006/07

Programme 1: Administration

• Leading the Governance and Administration (G&A) Cluster

• Effective Finance and Security • Repositioning of PMD (HR Admin, OD and PM,

Employee & LR, EHW & OHS)• Consistent Application of Performance

Management System• Review of Risk Management, controls and

governance processes• Community Development Workers (CDW)

Programme

Programme 2 – HRM&D

• Strategic repositioning of HRM in the public service• Review of the Public Service HRD Strategy• HR norms and standards for the Single Public

Service• Sustainable pools• Gender and Equality Strategy• Job-Access Disability Strategy• Employee Health and Wellness Policy Framework• Greater Involvement of People Living with AIDS

(GIPA)• HR module of the IFMS• Human Resource Information System• HR Planning Strategic Framework• Senior Management Service Review 7

Programme 3 - MOC

• Management of disputes/legal challenges against the state as employer

• Advice to cross boundary provinces on personnel matters

• Conclusion of multi-year wage agreement• Implement the remuneration policy• Review of SMS remuneration dispensation• Develop occupation-specific remuneration dispensations

for targeted professionals• Implementation of Policy on Incapacity Leave and Ill-

health Retirement (PILIR)• Review of current leave dispensation• Advice on job evaluation and grading• Review of the job evaluation coordination process• Evaluation of retirement fund arrangements in PS and

LG 8

Programme 4 – I&TM

• Deployment of e-IGIS (Inventory of Government Information Systems)

• Evaluate SITA compliance with shareholder compact• Ensure high government systems availability• Implementation of Open Source policy and strategy• Strengthen GITO Council communications• Website co-existence strategy• Mobile Track and Trace• Investigate existing SA government systems

architecture• Development of a back-end integration framework

9

Programme 5 – SDI

• Project management of the Single Public Service• Policy on public entities• Guidance to departments on organisational structures• Development of guidelines on staffing norms • Implementation of the Access Strategy• Cascading Batho Pele to Local Government• Development of Service Delivery Improvement Plans• Project Khaedu• Community Development Worker Programme• Support to the DRC: public service census• Implementation of research agenda • Projects on capacity assessment• Learning networks, forums and publications

10

Programme 6 - PSAC

• Hosting of Africa Forum and Global Forum V on Anti-corruption

• Anti-corruption strategy for Single Public Service

• Anti-corruption communication campaign• Anti-corruption research• Support to DRC: anti-corruption initiatives• Assessing the impact of the National Anti-

corruption Framework

Programme 7 - IAA

• India-Brazil-South Africa Trilateral Forum

• Establish a national chapter of AAPAM• Establish a SADC governance forum• Bilateral and multi-lateral exchanges

Programme 8 - PME

• Support to Presidency on Government-wide M&E System

• Implementation of Public Management Watch

Programme performance 2006/07

Overview

• The department has delivered on most of its outputs and preparatory work has commenced in other areas

• In addition to delivering on the outputs the department has implemented projects emanating from the July 2006 Lekgotla.

Programme 2 – HRM&D

• HR user requirements for IFMS developed• A sustainable pools programme for accelerating the

development of identified middle managers for promotion to senior management was developed

• A scarce skills framework was developed • The framework was implemented in selected

departments, including provincial health departments • The draft Health and Wellness policy framework was

developed and consulted on at the Health and Wellness Indaba in October 2006

• A capacity building workshop on Health and Wellness was conducted and a report completed

• 90% of departments submitted workplace skills plans

Programme 3 – MOC

• Personnel Expenditure Review completed and wage policy developed

• Government Employees Medical Scheme (GEMS) was established with the policy objective of ensuring adequate, efficient, cost effective and equitable healthcare coverage to public service employees

• An investigation into the public servants dispensation based in foreign countries was conducted and a report was submitted to the Department of Foreign Affairs (DFA) in December 2006

• A review of the Post Medical Retirement and development of mechanisms to deal with past discriminatory pension practices are in progress

• PILIR implemented in the public service

• Disaster Recovery Plans developed and tested

• The Track and Trace project was implemented in conjunction with the Department of Home Affairs

• The Citizen Relations Portal (CRP) is in the design phase

• Batho Pele e-Gateway portal information available in all official languages

• Cabinet approved Free Open Source Software (FOSS) in the public service

Programme 4 - I&TM

Programme 5 - SDI

• Since inception of Project Khaedu, 885 SMS members have been trained and over 730 trained officials were deployed to the coalface of service delivery.

• Department completed capacity assessments in key functional areas of the following departments or sectors: health, education, justice and constitutional development, trade and industry, transport, environmental affairs and tourism, and housing

• CPSI on behalf of Dept Public Works facilitated the implementation of an EPWP learning exchange

Programme 5 - SDI (cont)

• The 4th annual CPSI Public Sector Innovation Awards were conferred on the 2nd November 2006

• In partnership with the Da Vinci Institute for Technology Management and samdi, the Executive Development Programme in Innovation Management (EDPIM) was conducted for 40 officials from CPSI and the Department of Water Affairs and Forestry

• Batho Pele Change Management Engagement Programme and training was conducted for 116 municipalities

• An initial draft of the Services and Citizens’ Rights Information booklet was completed in March 2007

Programme 6 - PSAC

The department, in collaboration with other departments and the Anti-corruption Co-ordinating Committee, developed and distributed guidelines on minimum anti-corruption capacity

Dept successfully hosted Africa Forum and Global Forum V on Fighting Corruption and Safeguarding Integrity

Programme 7 - IAA

• The DPSA facilitated the establishment of the Governance and Administration working group within the India-Brazil-South Africa (IBSA) trilateral agreement

• The Africa Innovation Awards were launched in December 2006.

Programme 8: PME

• The Public Management Watch has been implemented across government

• Development and publication of the Human Resource Utilisation reports

• Supported the implementation of the Government Wide Monitoring and Evaluation System (GWMES)

Human resource management information 2006/07

Employment• As at 31 March 2007, the occupancy rate was 384 (79%) out

of 486 posts, compared to the same time last year, which was (77.7%) of 386 posts. The vacancy rate was 21% (102 posts), compared to 22.3% last year

0

100

200

300

400

ESTABLISHMENT: FILLED VS VACANT

Series1 384 102

FILLED VACANT

Job evaluation

• 140 jobs were JE’d this year compared to 70 jobs last year:

• 41 posts were upgraded and • 2 posts were downgraded• Balance were newly created posts or the grade was

retained

• The upgrading affected the posts of 26 employees • 11 Females; and• 15 Males

• The salaries of 8 employees exceed the grades determined by JE. Four Males and Four Females, 5 Black and 3 White employees. This was done in terms of the Regulations either to attract or retain staff.

Employment changes

• The annual turnover rate was 22.3%• A total of 153 people were appointed and 67 left the

department during this period

STAFF MOVEMENTS

153

67

APPOINTED TERMINATION

Employment changes

•Reasons why employees leave:•Resignations (22)•Contracts expired (23)•Discharged due to ill health (2)•Dismissal for misconduct (2)•Promotional transfers to other

government departments (18)

Employment equity Background: TARGETS AND STATUS AS AT 31 MARCH 2007

• 2007 Target for Women in SMS (48%) – status 47.1%• 2007 Target for Blacks in SMS (80%) – status 70.1%• 2007 Target for Women on L9-L12 (50%) – status 53%• 2007 Target for Blacks on L9 – L12 (73%) – status 81%

RACE AND GENDER PROFILE OF 384 FILLED POSTSSTAFF REPRESENTATIVITY PROFILE

0

50

100

150

200

MALE 133 3 4 35

FEMALE 159 8 14 28

AFRICAN COLOURE INDIAN WHITE

Performance rewards

• 99 (33%) employees received performance awards• 91 (30.3%) on levels 1-12• 8 (2.7%) on Senior Management Service Level

0

20

40

PERFORMANCE AWARDS: REPRESENTATIVITY PROFILE

MALE 30 1 1 15

FEMALE 36 3 2 11

AFRIC COLOU INDIAN WHITE

PERFORMANCE AWARDS: GENDER PROFILE

4752

MALES FEMALE

Foreign workers

• Two employees are foreign workers, one at SMS level and one in MMS

Leave • Sick leave

• 233 employees used 1089 normal sick leave days, within the first year of the 3-year sick leave cycle;

• 207 days of incapacity leave were taken by 14 employees – all leave supported with medical certificates

• Capped leave• Total of 170.34 capped leave days were used by 15

employees• Leave payout

• Leave payout for 7 employees, (total R76,583.49) due to operational reasons;

• Leave payout for 10 people on termination of service (total: R110,187.58)

Employee Health and Wellness

• SMS member designated to implement Part VI.E of the PSR, Ms Brenda Hendricks, Manager: People Management and Development

• Qualified practitioner and team promotes an integrated health and wellness programme in the department, Wellness Committee in place

• Occupational Health and Safety Committee and Wellness Committee in place & holistically deals with occupational health and safety issues

• Policies are reviewed in line with amendments to PSR• Legal frameworks deal with specific measures of discrimination• Although the department encourages people to undergo VCT, no

records are kept or required• M&E part of comprehensive departmental health and wellness

policy

Labour relations

• Misconduct, Discipline and Grievances• 6 misconduct cases:

•1 – procurement irregularities•1 – insubordination•1 – drunk on duty•1 – false accusations•2 – absenteeism

• 20 grievances cases were resolved and 2 still unresolved

• 2 disputes settled and 1 case was dismissed• 1 employee was suspended

Skills development

• Of the 698 skills development interventions identified from the personal development plans of staff, 173 (45%) of the 384 employees received various types of training, 68 Females and 105 Males

SKILLS DEVELOPMENT: GENDER PROFILE

MALES, 68

FEMALES, 105

Financial statements2006/07

Examination of 2006/07 baseline allocation

Main Cost drivers R’000

GEMS 75,000

PILIR 74,649

APRM 25,399

CABeNET 14,017

IPSDP 20,500

Global Forum V 24,000

DRC 15,000

Total 248,565

Appropriation allocation vs. expenditure

Description

2006/07R’000

2005/06R’000

Increase

R’000

Increase%

Final Appropriation

442,426 187,271 255,155 136.25

Actual Expenditure

429,354 186,567 242,787 130.13

Saving 13,072 704

Programme Expenditure comparison

62

,67

7

33

,86

4

16

7,8

14

33

,07

5

65

,34

4

35

,81

8

27

,30

5

3,4

57

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000

180,000A

dm

in

HR

MD

MO

C

ITM

SD

I

PS

AC

IAA

M&

E

2006/07

2005/06

Economic classification comparison

Description 2006/07

R’000

2005/06

R’000

Increase/ (Decrease

)%

Compensation 92,528 72,088 28.38

Goods and Services

253,214 106,170 138.50

Transfers 76,197 367 20,662.13

Capital 7,412 7,942 (6.67)

Consultants (Excluding PILIR)

Description 2006/07R’000

2005/06R’000

Good and services 178,565 106,170

Of which:Consultants

51,533 38,868

Consultants as a % of G&S 28.86 36.61

Local and foreign aid assistance - expenditure

Name of Donor 2006/07R’000

2005/06R’000

United Kingdom 7,355 13,252

Sweden 5,251 12,581

Commonwealth - 127

GTZ - 146

Total 12,606 26,106

Decrease of 107.09%

Departmental Revenue

Description Actual 2006/07R’000

Actual 2005/06R’000

Sale of Goods and Services by department

40 287

Transfer received 8,612 100

Sale of Capital Assets 200 (4)

Financial transactions 50 1,076

Total 8,902 1,463

Concluding Remarks

• The annual report indicates the major achievements for the 2006/07 financial year

• Where challenges have been identified, strategies to address them have been put in place

• As a Department we are growing from strength to strength

RE A LEBOGA