APRIL 2010

NTOME TSEBE An internal publication of the Department of Economic Development and Tourism

MS DUMISA SESHABELA

Welcome once more to our first edition of Ntome Tsebe in the new financial year 2010. The content of our newsletter has been compiled by a dedicated team whose focus is to keep you informed about new developments that affect you the staff member of the Department of Economic Development and Tourism.

In this copy of Ntome Tsebe, we have included contributions on issues such as the Government Employee Pension Fund (GEPF) that will give you a better idea and understanding of the fund’s benefits. I

would like to urge you to read it thoroughly as it has all the information that you need as a public servant in terms of the GAFF. We also have a Consumer Corner that is crucial to all of us, to make informed decision when spending our hard earned money. In today’s time we spend much on our lives looking for dedicated, hard working staff which could lead to increased productivity and worker satisfaction. But it is difficult for us to take time and make the very same people feel special and appreciated. When you see a messenger dropping off mail in your office, make it a habit of calling him/her and show your appreciation. Let us all understand that every person needs encouragement, no matter who he/she is or how successful he/she appears to be.

Learn to give compliments freely and avoid anything that exudes the attitude that you are “so important that you can’t take time for somebody who is not up to your level”. Instead make everyone that you meet feel important, and strive to make every person with whom you have contact feel special.

Please feel free to drop in your comments/suggestions to either Ms Nomawethu Manyeneng at email nmanyeneng@nwpg.gov.za or Mr Aubrey Motsurupe at amotsurupe@nwpg.gov.za

IN THIS EDITION

Foreword by the MEC Page 2

Preface by the DDG Page 3

Risk Management Page 4 ­ 5

Zakumi visits NW schools Page 5

Labour Relations Matters Page 6

Employee Wellness Page 7

Consumer Corner Page 8

Key Control Facts Page 9 ­ 10

Understanding GEPF better Page 11­12

Staff Matters Page 13

100 Days Countdown Games Page 14

To submit any queries, comments or articles

please do not hesitate to e­mail to:

nmanyeneng@nwpg.gov.za or

amotsurupe@nwpg.gov.za

EDITORIAL

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FOREWORD BY THE MEC My plea to you is to work hard until we achieve the ideals of a society free of poverty and deprivation. Through determination and eagerness our department will continue to assist those willing and making an effort to develop themselves to attain their objectives.

The clock is gradually and steadily ticking for our 2010 FIFA World Cup Feel it… it is here!!!

On behalf of the Departmental Management let me express my gratitude for a job well done in the previous financial year. We hope and believe that your valued contributions to this department will continue to sustain our accomplishments and help us to effectively deal with new

challenges in the years ahead.

As we have begun yet another stimulating financial year in 2010, this means that a fresh start and new chapter in our lives is about to be written. Although some of us do not have ending processes, new beginnings do not only need energy but also good ideas.

It is easy just to sit back and just let things happen. It is less easy to be pro­active, maximize possibilities to put real energy into opportunities and improvements. This takes some real team­work spirit, but the outcome will be enormous. It is about doing better than yesterday. Feeling confident with any challenge may yield good results in terms of public service delivery. It is also very much about getting a higher level of job satisfaction.

We today look at our economy which is not in good shape. Some section of the economy is slowly recovering, though the statistics point out that we have bottomed. The recovery is a promise for tomorrow, but so many things are still depending on our individual contributions. Imagine all of us doing the right things NOT SITTING BACK!

Let us embrace this financial year with enthusiasm. I believe that nothing is achievable without first embracing the desire to make it happen.

It is imperative that we all respond positively to the call made by our President of “Working together we can do more to better the lives of our people”

Our President and Premier drew our focus towards working together to achieve a common goal. As outlined in his State of the Nation Address, the President emphasized the idea of working together, to act in partnership to realize the happiness for all that should come with liberty, to work together to build a South Africa defined by a common dream.

MEC MMAPHEFO MATSEMELA

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We have begun yet another busy term of the new financial year. It is during this year that we now phase out the Walker software of government, I hope that the new Bass software will respond positively and swiftly to the needs of our people to accelerate change and speed up

service delivery.

I am confident to say that each one of you can attest to the fact that our Department has considerably dealt with its mandated goals.

The noticeable filling of vacant posts is a big step towards service delivery. We are still working on ensuring that we meet our target of filling all vacant posts during this current financial year.

Gradually we will continue to position our Department at the centre of economic development and tourism. Let me hasten to commend all those in our department who continue to serve our people with loyalty and honesty.

Our continued focus should be to work harder to build a strong economic development and tourism sectors. Our Sector should respond positively to the needs and aspirations of the people of the North West Province. Let this year truly be a year of action and nothing else.

It is expected of all of us as Public Service to comply with this year’s theme of “Working together we can do more to better the lives of our people”

Our Department needs committed and enthusiastic people who will bring change rapidly. We will feel proud of new achievements, of having improvements in place of meeting a lot of people with the very same mindset.

President Zuma during his State of the Nation Address called on the Public Servants to respond to the call to make this term one of faster action and improved state performance.

He further said that: “We require excellence and hard work”. We need public servants who are dedicated, capable and who care for the needs of citizens.”

PREFACE BY THE DDG

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In terms of the 2010 FIFA World Cup tickets I would like to salute all South Africans for demonstrating patriotism in making sure that they fill the stadiums during the soccer world cup. Let us keep on practicing the “Diski Dance” and show the world Ubuntu by welcoming them warmly. “Feel it, it is here! Ke Nako!”

Volume 1, Issue 2

MR ABBEY TLALETSI

Volume 1, Issue 3 Volume 1, Issue 4 NTOME TSEBE

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INTRODUCTION

The Department of Economic Development and Tourism (DEDT) has recently held its annual fraud awareness workshops for all its employees. The purpose of these workshops was to communicate to employees the departmental policies and strategies in

support to government’s priority of the Fight against Crime and Corruption.

The other reason was to communicate the Departmental stance on fraud and corruption which is ’ZERO TOLERANCE TO FRAUD AND CORRUPTION’

2) DEPARTMENTAL POLICIES AND PROCEDURES The following policies and procedures were developed and approved by management of the Department to attest their support on fighting corruption which is believed to be depriving our communities of their rights for value adding services. § Fraud Prevention and Response Policy § Whistle Blowing Policy § Fraud Prevention Plan and its Implementation plan § Public Service Code of Conduct is also espoused by

the Department to uplift ethical behaviour amongst employees

Copies of these policies and procedures were provided to all programme managers to share with their staff members and other stakeholders. However, copies will be made available to all our stakeholders as and when requested. Pamphlets were also designed, provided to all attendants and also available from all Departmental Information Sites.

The following is a copy of the pamphlet designed for the workshops

Purpose The purpose of this leaflet is to confirm that the DEDT supports and fosters a culture of zero tolerance to fraud and corruption.

The DEDT also recognizes the fact that acts of fraud and corruption by its employees and stakeholders seriously deplete the scares resources available in fulfilling its mandate.

The DEDT believes that acts of fraud and corruption impact seriously on:

RISK MANAGEMENT

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• The quality and effectiveness of service delivery;

• Employee morale;

• Reputation and image of DEDT, etc

What Is Fraud And Corruption? Fraud is an unlawful and intentional making of misrepresentation resulting in actual or potential prejudice to another.

Corruption is any conduct or behaviour in relation to persons entrusted with responsibilities in the public service which violates their duties as public officials and which is aimed at obtaining undue gratification of any kind for themselves or for others.

Actions Constituting Fraud and Corruption Actions constituting fraud and corruption refer to, but are not limited to the following:

• Theft of funds, supplies and other assets;

• Financial misconduct;

• Making profit from inside knowledge;

• Bribery;

• Abuse of facilities;

• Nepotism ;etc

Responsibilities of Employees It is the responsibility of all employees of the DEDT to report all incidents of fraud to her/ his manager, if an employee has a reason to believe that his/her immediate manager is involved, to the next level of management, the CFO or Head of Department.

Employees are also encouraged to use the National Anti­Corruption Hotline on the toll free number 0800 701 701. This hotline is available 24hrs a day and is independently run and staffed by trained personnel. A reference number will be given to the caller for use as reference if they want to make follow up without providing their names or personal details

How will allegations of fraud be dealt with by Department?

The action taken by the DEDT will depend on the nature of the concern. The matters raised may be investigated internally or be referred to SAPS, NIA, AG, Hawks, etc.

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Ms Maria Mothibedi

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ZAKUMI VISITS NORTH WEST SCHOOLS

RISK MANAGEMENT CONTINUE

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§ Taking disciplinary action within a reasonable period of time after the incident where proof of transgression has been obtained;

§ Instituting recovery of financial losses, including formal civil action;

§ Initiating criminal prosecution by reporting the matter to the SAPS or any other relevant law enforcement agency; and

§ Any other appropriate and legal remedy available.

the DEDT will ensure that losses or damages suffered as a result of all reported acts of fraud committed or omitted by an employee or any other person, are recovered from such an employee or other person if he or she is found to be liable.

Confidentiality All information relating to fraud that is received and investigated will be treated confidentially. The progression of investigations will be handled in a confidential manner and will not be disclosed or discussed with any person(s) other than those who have a legitimate right to such information

This is important to avoid harming the reputations of suspected persons who are subsequently found innocent of wrongful conduct.

Protection of whistle blowers In terms of the Protected Disclosures Act, no person will suffer any penalty or retribution for reporting in good faith, any suspected or actual incident of fraud and corruption, refer to whistle blowing policy.

Application of prevention controls and detection mechanisms In respect of all reported incidents of fraud, managers are required to immediately review, and where possible, improve the effectiveness of the controls which have been breached in order to prevent similar irregularities from taking place in the future.

Creating awareness This pamphlet will be utilized as a means of communicating the DEDT stance on fraud and corruption to its employees and other stakeholders.

The scholars around Mafikeng schools were overjoyed this past Friday, when the official mascot, Zakumi visited their school as part of 2010 awareness programmes spearheaded by the Department of Economic Development and Tourism and its Agency North West Parks and Tourism Board. This was his first visit in the North West Province and was over the moon to meet scholars in the city of goodwill.

The initiative came as a result of the resolutions taken during the 2009 Provincial Tourism Lekgotla at Rustenburg in which the Head of Department, Mr Abram Tlaletsi informed the delegates that his department will embark on initiatives as a way of marketing and promoting North West province as a preferred tourism destination. The Department and its agency will further embark on various activities that will educate communities about the importance of hosting 2010 FIFA World Cup.

Zakumi visited Sol Plaatje Primary School, Lotlamoreng Primary, Lady Bird and Shining Stars Pre­School and was welcomed by learners wearing their Bafana Bafana jerseys. The kids were taught the Diski Dance and thereafter they competed amongst themselves. The best dancers took photos with Zakumi and were also given vuvuzelas and the South African Flag sponsored by the North West Parks and Tourism Board. The climax of the day was at Shining Stars where a young boy by the name of Lungo counted the number of days left to the 2010 FIFA World Cup.

Born on the 16 th June 1994, Zakumi is a fun loving leopard with green hair. His name comes from ZA (meaning South Africa) and KUMI meaning 10 in many African languages. Zakumi was elated at the enthusiasm of the learners that he vowed to come back and see more of the children of Mafikeng and even traverse the province

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Mr Boitumelo Tshipelo

LABOUR RELATIONS MATTERS

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Labour Law awareness in the work place

You will recall that our last article was based on absenteeism. In this article our focus will be on abscondment as well as the latest development in the public sector.

Abscondment Section 17 (3) (a) (i) of the public

service act of 1994 as amended described Abscondment as follows: if an officer other than a member of the services or an educator or a member of the intelligence services, who absent himself or herself from his official duties without permission of his or her head of the department, office or institution for a period exceeding one calendar month, shall be deemed to have been dismissed from the public service on account of misconduct with effect from the date immediately succeeding his or her last day of attendance at his or her place of duty and if such an employee assumes other employment, he or she shall be deemed to have been dismissed as aforesaid irrespective of whether the said period has expired or not.

Please colleagues note that when employee has absconded this is simply a unilateral termination of employment contract by the employee i.e. failure to honor contractual obligation.

When the employee who deemed to have been so dismissed reports for work after or before the expiry of the period contemplated in section 17 (3) (a) (i) of the public service act as amended, the employee may not referred this matter to Council (GPSSBC) or any other relevant council with jurisdiction as unfair dismissal but instead he or she shall be afforded the opportunity to show good cause for his absence.

If the employee report before the expiry date (one calendar month) and he or she did not show good cause for his absence he may be charged with gross absenteeism in terms of Public Service Co­ordinating Bargaining Council (PSCBC) resolution 1 of 2003 disciplinary code and procedure

Where it is discovered that, following representation from the employee, that there was good reason for the employee to be absent e.g. maybe the employee was kidnapped, the relevant executive authority may approve the reinstatement of that employee in the public service in his or her former or any other post or position

In such cases the period for which the employee was absent may be construed as unauthorized and as such leave without may be instituted or leave on such other conditions as the said authority may determined.

In dealing with cases of Abscondment the employer should ensure that the employee cannot be traced.

Managers are advised to monitor cases of absconded in their respective unit and if there are any to report them early to the Labour Relations unit so that they can be properly handled.

Latest development in the Public Sector The latest development in the public sector is that the PSCBC has amended the Agency shop agreement 1 of 1998, 4 of 2003 and 1 of 2005.

The amendment is that the agency fee has increase from R39, 50 to R57.00 effectively from the first of May 2010. This amendment is incorporated in the PSCBC Resolution 2 of 2010. Please note the amendment.

Agency shop refers to an agency fee that is paid by employee who did not belong to any trade unions. For further advices on issues of Labour Law in the work place do not hesitate to contact the office of the Labour relations unit at 018 387 77 17.

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EMPLOYEE WELLNESS

Mr Benneth Mkansi

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What is TB? How does it spread?

Tuberculosis (TB) is an infectious disease caused by the bacteria known as Mycobacterium tuberculosis. Transmission occurs through the airborne spread of infectious droplets.

When an infectious person coughs, sneezes or spits, they propel TB bacteria into the air. Left untreated, a person with active TB can infect an average of 10­15 people each year. People living with HIV are at a much greater risk of developing active TB once infected, which increases as the degree of immune suppression increases.

TB Symptoms The most common symptom of pulmonary TB is a persistent cough for two weeks or more, usually with expectoration that may be blood stained. It may be accompanied by one or more of the following: chest pain; loss of appetite and weight; tiredness; fever, particularly with a rise in temperature in the evening and night sweats; and shortness of breath. Coughing up blood may occur in complicated cases.

If I have TB how can I prevent others close to me from getting it? § Take regular and complete treatment § Always cover your mouth and nose while coughing

or sneezing § Do not spit indiscriminately § At home you should spit in a box covered by a lid § Dispose of the spit or sputum by burying it § It is very important not to get scared or to hide the

disease whenever someone develops TB symptoms.

How can I make sure my treatment is successful? We know that when people with TB take the correct dose over a full­course of treatment under support and encouragement of a treatment supporter, the chances of a cure are high. Directly Observed Treatment (DOT) is the cornerstone of effective TB treatment. A DOT provider directly observes and supports patients to take their anti­TB drugs.

How long will my treatment take? Treating TB may take six to eight months (sometimes more) through the regular intake of a combination of four to five powerful anti­TB drugs. Whether you take the drugs regularly or not will depend on how serious you are about curing your illness. If you do not take the drugs as prescribed, your illness will worsen

You could also infect members of your family. It is also possible that the usual drugs will no longer work as you would have developed resistance to them. This is most dangerous.

Will I have to go to hospital or stop working? Treatment of TB does not normally entail hospitalization or leaving work. However, you may be advised to refrain from work for the first two weeks of treatment. It does mean adhering to a strict discipline of taking the medicines regularly and without fail. There are no short cuts to therapy, no matter how well you may feel after you have gone through a few weeks of treatment. With timely diagnosis and regular and complete treatment, you can remain healthy and not lose many work days or income.

What should I eat? What are the things I should I avoid? You can eat any type of food. Good diets help recover strength and energy quickly. A TB patient should, however, avoid, cigarettes, hookahs, tobacco, alcohol or any other intoxicating drug. There is no reason to stop your sexual life or sharing food with friends and family members.

What is the link between TB and HIV? HIV makes people more likely to get TB. TB makes HIV progress more rapidly to AIDS. People who are HIV negative have a 10% chance of developing TB disease during their lifetime. Those who are HIV positive have a 10% chance of developing TB each year because the defense system is weaker.

The diagnosis and treatment of HIV­positive TB is similar to HIV­negative TB, but sometimes the sputum tests do not detect TB, and TB is likely to be in sites other than the lungs. Proper assessment may be required in case antiretroviral therapy needs to be given to treat HIV. Most people with TB and HIV will also need antiretroviral therapy, but the time at which

Antiretroviral therapy is started will depend on the stage of the HIV disease. This will be assessed by healthcare worker or doctor. TB can be cured people living with HIV.

Points to Remember: § Report to your doctor, healthcare staff or supervisor

if you have a persistent cough for three weeks or more, get sputum smears examined and do not despair if you have TB ­ IT IS CURABLE

§ Regular and complete treatment under supervision can cure TB

§ TB can be cured in people living with HIV

Ms Sylvia Mokonyane

CONSUMER CORNER

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Credit Agreements

Many consumers often experience problems with the furniture agreements. The problems range from inferior quality furniture, delivery of broken/spoiled furniture, delivery of wrong furniture, non disclosure of terms and conditions etc.

In terms of delivery of furniture consumers often experience a problem of furniture shops who fail to respond to their complaints in time. In most cases, some consumers give up hope and end up accepting what has been delivered to them.

Consumers are advised to: § Check their furniture thoroughly before signing the

delivery note; and never ever accept when the driver convinces you to sign and promises you that the matter will be attended later;

§ Don’t allow faulty furniture to be delivered in your house; § In the event when the wrong or faulty furniture was

delivered during your absence, inform the shop immediately and demand to talk to the store manager;

§ Keep the records of all the people that you are communicating with and allow reasonable time for your problem to be resolved, if there is no response within ten working days, contact the head office immediately;

§ Be persistent but reasonable and contact the nearest Consumer Protection offices in the event when the shop does not solve their problems.

How does the Act protect you as a consumer? According to the National Credit Act 34 of 2005 consumers are to be given to request a quotation which they can keep for a maximum of five working days. The quotation is not legally binding unless signed.

The five working days allow consumers to shop around for a reasonable price and best quality. It also allows consumers to thoroughly read the terms and conditions of their contracts; it allows consumers to seek help when they experience problems with the interpretation of the contract.

The language used in credit agreements must be simple and understandable. The Act also allows consumers to demand the contract in the official language of their choice. However, this does not mean that if I am in the North West Province I can demand a contract that is written in Xhosa

North West is predominantly Setswana, English and Afrikaans speaking. Contracts are supposed to be written in any of the above three languages. A contract written in Xhosa can be demanded by a consumer in the Eastern Cape because the Province is predominantly Xhosa speaking. Consumers are advised to demand the copy of the contract

They are not supposed to be charged anything that does not appear in the contract. Consumers are advised to demand the copy of their signed contract. They are not supposed to be charged anything that does not appear in the contract.

Consumers are advised to check the following in their quotations: § The principal debt; deposit; monthly installments;

interest; duration of the payment; credit insurance; service fees and initiation fees; settlement amount; and legal cost in cases of default.

Changes in the Credit Agreements § Changes made will have no effect unless: § They reduce the consumer’s debt; § The consumer signs; § It is recorded in writing and it is signed by both

parties; § The consumer instructs the credit provider to

reduce/increase the limit or payment.

What can consumers do when they are unable to honor their agreements? Consumers must always bear in mind that they have signed credit agreements which are legally binding. Failure to honor credit agreements will result into legal action which has negative impact on the Credit Profile of a consumer. However, consumers are advised to become proactive and inform the creditors when they have financial difficulties. Consumers can request the creditor to reduce the installment and increase the payment duration. This will attract the interest. Consumers are advised not to promise to pay what they don’t have.

Consumers have an option to surrender goods when they are unable to honor the agreement. When surrendering goods a consumer has a right to:

§ Withdraws from an agreement by returning the goods to the credit provider;

§ A consumer has to give written notice to the credit provider of surrendering and terminating the contract;

§ The credit provider has to assess and give the estimated value within ten working days.

§ If the proceeds from the sale are more than the consumer’s debt, the credit provider has to refund the surplus to the consumer;

§ If the proceeds from the sale are less the consumer has to pay the balance within ten working days.

In conclusion, consumers have to bear in mind that right and responsibilities cannot be divorced from each other. Their responsibility is to honor the credit agreement as their signatures are legally binding.

KEY CONTROL FACTS

1. Purpose

The main purpose of Key­ Control is to ensure the effective and efficient protection of the Departmental Information; safeguard state assets and also to improve office

security in the Department.

All information exempted from being disclosed needs to be safeguarded and secured by means of security measures and thus the Key Control is basically intended to attain the following objectives: (i) Provision of procedures needed to protect information and as well as assets of the Department; (ii) Give effective to the implementation of the National policy on Information Security; Office Security (MISS) and for the security disciplines to safeguard personnel within the Department.

2. Operational Requirements Notwithstanding the fact that there are organs of state established to serve as certain specific security functions and responsibilities in the Province, such as SAPS, NIA, COMSEC etc, the operational requirements of Security Services in the Department are guided by the Minimum Information Security Standards and Minimum Physical Security Standards policies as adopted by the cabinet as follows:

§ The Head of Department, as stipulated in the Minimum Information Security Standards policy (MISS) shall remain the overall responsible for the provision of the security in the Department;

§ The responsibility for the execution, administration, control and management of security within the Department is delegated to the Security Manager, who shall directly report to the Head of Department/ Deputy Director General;

§ Where necessary, a security management committee may be established to assist the implementation and management of the internal security policy of the Department;

Department adhere to the security policy prescripts of the Department; It is finally the responsibility of all employees in the Department to adhere to the stipulations of Key Control and ensure that their offices are at all costs locked even when one is just around the building at neighbouring offices or bath­room.

3. Legal Requirements. Although the Constitution of the Republic of South Africa (Act 108 of 1996) put an obligation to all state organs to provide the public with timely, accessible and accurate information but has also made provision for the justified exemption of disclosure of such information.

The opened Democracy Bill stipulates certain specified legal procedures as to the disclosure of sensitive information, which may result to the jeopardy of the safety of relevant individuals and assets;

The following legislative prescripts and policies form the basis of Key Control in the Department: § Internal Departmental Security Management

Policy; § The Control of Access to Public Premises and

Vehicle Act, 1985 (Act 53 of 1985); § Protection of Information Act, 2000; § MISS (Minimum Information Security Standards)

Policy as approved by cabinet and the Minimum Physical Security Standards;

§ Occupational Health and Safety Act (Act 85 of 1993);

§ Public Service Act, 1994 (Act 103 of 1994) as amended including regulations and codes.

4. Functional Responsibilities. The appointment of Keys and Locks custodian in the Department is of paramount important to ensure the proper custody and handling of Keys and Locks.

The core duties of Keys and Locks custodian at MISS Office include among others: • Establishment of Key­control registers; • Storing of all Keys and Locks in a lockable

cabinet; • Maintaining records with regard to keys and

locks; • Conduct regular inspections with regard to keys

and locks; Compilation of inventories with regard to Keys and Locks;

Mr Swayi Mokoena

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KEY CONTROL FACTS continue

MOTIVATIONAL TALK

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• Conduct maintenance and operation of the Department’s key depository;

• Conduct periodic inventory inspections during a period which individuals are requested to verify possession of the keys for which the records indicate they are responsible;

• Conduct training with regard to the setting of a safe combination;

• Management of master keys and conduct monthly key audit; and

• Conduct after hour’s visits to control points to determine if duplicate are managed correctly.

5. Key Distribution. The ideal method of key distribution is to have keys issued from one central office in which each authorized key holder shall receive the key in person;

When a key is issued to an employee, the transaction will take place in writing with the key holder signing a register to verify receipt of the key;

In the event of one resigning or being dismissed and or transferred, the key holder shall return the original key to the security services office.

6. Key Control 6.1. The following measures are put in place to ensure proper key control: • All spare keys are supposed to be stored in a

secure; fireproof cabinet at the MISS Office;

• No person is allowed to have a spare key except the owner of the office if permitted by the security services office in the event that the original key is reported lost or forgotten at home;

• Access list for officials authorized to draw keys to classified storage facilities shall be maintained;

• In the event where a key is lost, the circumstances will be investigated and recorded in writing in an accident register and that would be done by means of written statements by relevant parties;

• In an event whereby a key is reported lost and the investigations indicated the loss is through negligence of an official, an official shall have to replace the key from that official’s own expense;

• Keys shall be counted and verified against the entries in the relevant registers and signed for by the key custodian;

• Officials shall not duplicate keys without authority from the Departmental Security Manager and or Head of Department;

7. Assets Control Measures. § All assets that are in the respective offices are

working tools and therefore need to be properly controlled and protected to ensure effective practice of office security;

§ All personnel is squarely responsible for their personal belongings such as cell phones, hand­ bags etc. Make sure that they are safe and taken care­off at all costs;

§ In an event where valuable items get lost through negligence of an official, such official will be held responsible and re­imburse that particular item at own expense;

§ Proper disposal procedures and legislations must be followed through the Departmental Assets Management Sub­Directorate when disposing dilapidated or unwanted assets

§ Offices should be kept locked when not occupied by the occupant.

“Kindly report any breach of security to the Security Manager of the Department”.

What is the Government Employees Pension Fund

The Government Employees Pension Fund (GEPF) was established in May 1996 through the consolidation of various pension funds of former homelands such as Transkei, Bophuthatswana, Venda and Ciskei, self governing states and the Government Service Pension Fund. The GEPF operates under its own law, the Government Employees Pension Law of 1996, as amended. This Law defines the GEPF as a defined benefit pension fund exclusively for government employees in South Africa.

The GEPF is Africa’s largest pension fund, with more than 1,19 million active members, 318 000 pensioners and beneficiaries, and assets to the value of R639 billion.

Currently, the GEPF has more than 320 contributing employers, including all national and provincial government departments and the South African National Defence Force and Intelligence community. Overall accountability for the Fund’s investment and administrative performance rests with the Board of Trustees, which consists of an equal number of employer and employee representatives.

Of the eight employee representatives, one member represents pensioners and another represents members in the uniformed services, both are elected by postal ballot. The other six employee representatives are chosen by the labour representatives on the Public Service Co­ordinating Bargaining Council.

What products does the GEPF offer? Overview of Fund benefits GEPF is a defined benefit pension fund, meaning that all pensions and related benefits are guaranteed and that members will never receive less than the benefits for which they qualify.

GEPF manages and administers both contributory and non contributory benefits:

Volume 1, Issue 3

UNDERSTAND THE GOVERNMENT EMPLOYEE PENSION FUND BETTER

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Contributory benefits are based on the contributions that members and their employers pay during each member’s period of employment in government service.

Currently, each contributing member pays 7.5% of pensionable salary. The contribution is deducted directly from the member’s monthly pensionable salary when it is paid.

The current contribution rate for the employer is 13% of the member’s pensionable salary, except in the SANDF and intelligence community, where the rate is 16%. Employer contributions are also collected monthly. Based on these contributions, the GEPF pays certain guaranteed benefits on retirement, resignation, ill health, death or discharge, as well as funeral benefits.

Non­contributory benefits are not based on member and employer contributions but are funded by the Government. These include special pensions, post­ retirement medical benefits for government employees and their dependants, compensation payments for government personnel who are injured or die on duty, military pensions and pensions for former State Presidents, Parliamentary office­bearers, judges and magistrates.

Benefits for contributing members • Retirement benefits The GEPF provides benefits for normal, early and late retirement, as well as retirement for medical reasons. Members whose jobs have been affected by restructuring or reorganisation receive severance benefits.

Normal retirement: 60 is the normal retirement age for members. The benefits paid depend on whether a member has less or more than 10 years’ pensionable service. Members with less than 10 years’ service receive a gratuity (lump sum cash payment) equal to their actuarial interest in the Fund. Members with 10 or more years’ service receive a gratuity and a monthly pension (annuity).

Early retirement: Under certain circumstances, members may retire early, meaning before reaching the normal retirement age of 60. Again, years of pensionable services determine the benefits. Members with 10 or more years of service receive annuities and gratuities. These are calculated in the same way as for normal retirement, but with a reduction of a third of one percent for each month between the dates of early retirement and normal retirement.

UNDERSTAND THE GOVERNMENT EMPLOYEE PENSION FUND BETTER continue

Provincial Office Tel:

Fax:

0800 117 669

012 326 2507

Physical Address: Mega City West Gallery Second Floor

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Ill health and other retirements: Enhanced benefits are paid when members retire for medical reasons, when injured on duty, or when their posts are abolished through organisational restructuring. For members with less than 10 years’ pensionable service, benefits are based on an increased period of service and calculated as a percentage of the member’s final salary. Members with more than 10 years’ service are also paid an annual supplementary amount

Resignation benefits These benefits apply to members who resign or are discharged due to misconduct or an illness or injury caused by the member’s own doing. These members have two options: either they can be paid a gratuity (lump sum) or have their benefits transferred to an approved retirement fund. If benefits are being transferred, the GEPF pays the member’s actuarial interest to the member’s new fund.

Death benefits Death benefits are paid when a member dies while in service, or within five years of becoming a pensioner. The GEPF also pays annuities to the surviving spouses or orphans 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 five­year annuity payments (excluding the annual supplement) in a cash lump sum.

Spouse’s annuity: A spouse or eligible life partner is entitled to a percentage of the annuity paid to the member at date of death. The same applies if the member dies while in service and had a full potential service period of at least 10 years (meaning pensionable service years plus unexpired years for normal retirement).

In the case of members who retired before 1 December 2002, the spouse’s annuity is 50% of the annuity the pensioner was receiving at the date of death. Members who retired on or after 1 December 2002 have the option of increasing the spouse’s annuity benefit from 50% to 75%.

Orphan’s annuity: The GEPF pays annuities to the orphans of members who became pensioners on or after 1 December 2002. Orphans annuities are also payable when a member dies in service with a potential service period of 10 years or more. These annuities are paid when a member’s spouse dies, leaving eligible orphans.

Funeral benefits The GEPF provides for funeral benefits on the death of members and pensioners whose pension commenced on or after 1 December 2002, and on the death of spouses and eligible children of members and pensioners whose pension commenced after 1 December 2002.

GEPF Contact Information Head Office

For any Pension and Benefits queries contact Tel: 0800 117 669 Fax: (012) 326 2507 E­mail: enquiries@gepf.co.za

Physical Address:

Government Employees Pension Fund 34 Hamilton Street Arcadia Pretoria

Postal Address:

Private Bag X63 Pretoria 0001

For any other queries contact Tel: (012) 319 1911 Fax: (012) 326 2507 E­mail: enquiries@gepf.co.za

For any media/communication queries contact: communication@gepf.co.za

For Access to Information and the GEPF Manual on Promotion of Access to Information Act queries contact: E­mail: enquiries@gepf.co.za

For web queries contact: Menzi Mngomezulu Tel: 012 319 1137 Email: menzi.mngomezulu@gepf.co.za

For funeral benefits enquiries please contact: E­mail: funeralbenefits@gepf.co.za

STAFF MATTERS

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NEW APPOINTMENTS

NEW BORN BABIES

1. Erica Dlamini – Baby boy

2. Ruth Dzanibe – Baby boy

Ms Tandaza Kanti Assistant Director:

Salaries

Mr Petrus Mogonediwa: Training Officer

Ms Seloane Monaisa Senior Communication

Officer

Ms Lorato Gasealahwe Assistant Director:

Monitoring

Mr Gary Stuurman Senior Researcher

DEPARTMENTAL 2010 FIFA WORLD CUP COUNTDOWN PICTURES

NTOME TSEBE

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