www.salga.org.za 1 salga’s presentation to the cogta portfolio committee 13 august 2013 salga’s...
TRANSCRIPT
www.salga.org.za
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SALGA’S PRESENTATION TO THE COGTA PORTFOLIO
COMMITTEE13 AUGUST 2013
SALGA’S WORKING RELATIONS WITH THE LGSETA ON CAPACITY BUILDING FOR LOCAL GOVERNMENT
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www.salga.org.za
PRESENTATION OUTLINE
1. SALGA MANDATE
2. SALGA CAPACITY BUILDING STRATEGIC FRAMEWORK
3. SALGA’S INVOLVEMENT WITH THE LGSETA
4. PROGRAMMES UNDERTAKEN THROUGH AND IN PARTNERSHIP WITH THE LGSETA
5. STATE OF RELATIONSHIP WITH LGSETA AND INSTITUTIONAL ARRANGEMENTS
6. OPPORTUNITIES FOR A MEANINGFUL AND IMPACTFUL PARTNERSHIP TO BUILD A CAPABLE LG SYSTEM
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Employer Body
Act as an employer body representing all
municipal members and, by
agreement, associate members.
The Voice of Local GovernmentThe Voice of Local Government
Support and advise our
members on a range of issues
to assist effective
execution of their mandate.
Build the capacity of the municipality as an institution as well as leadership
and technical capacity of both Councillors and
Officials.
Lobby, advocate, protect and
represent the interest of local government at
relevant structures and
platforms.
Transform local government to
enable it to fulfil its
developmental mandate.
SALGA Mandate
Lobby, Advocate & Represent
Support &Advice
Capacity Building
Build the profile and image of
local government within South
Africa as well as outside the
country.
StrategicProfiling
Serve as the custodian of local
government intelligence and
the knowledge hub and centre of local
government intelligence for the
sector.
Knowledge & Information Sharing
The Voice of Local GovernmentThe Voice of Local Government
SALGA MANDATESALGA MANDATE
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Loca
l Gov
ernm
ent
Tur
naro
und
Str
ateg
y
Mill
enni
um D
evel
opm
ent
Goa
ls
2011
Loc
al G
over
nmen
t E
lect
ion
Man
ifest
os
SA
LGA
5-Y
EA
R S
TR
AT
EG
IC P
LAN
201
2-20
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Nat
iona
l Dev
elop
men
t P
lan
MEDIUM-TERM STRATEGIC FRAMEWORK
www.salga.org.za
SALGA National
SALGA Provinces
Represent:•Lobby•Advocate•Policy Formulation•Voice of LG
Knowledge Hub:•LG information to inform Representation lobby, advocacy, support and advice•Research & best practices
7 X Goals:1)Accessible, equitable, sustainable service delivery by LG.2)Safe and healthy environment and communities.3)Planning and economic development at local level.4)Effective, responsive and accountable local governance for communities.5)Human capital development in LG6)Financially and organizationally capacitated municipalities.7)Effective and efficient SALGA administration.
3 X APEX Priorities:1.Review of the legislative and policy framework.2.Review of LG fiscal and financial management framework.3.Improved municipal capacity.
Support and Advice:•Frameworks/ Guidelines•Peer Learning &•Build Capacity & HRM•Alternative Service Delivery•Benchmarking
CouncilorSupport
Governance, IGR and IR
Planning and LED
Financial and Fiscal
Management
Labour Relations and Human Resources
Management
Transversal Issues
Municipal Service Delivery
Employer Body•SALGBC•LGSETA
Strategic Profiling
Capa
city
Bui
ldin
g• P
oliti
cal a
nd a
dmin
istr
ative
• Org
aniz
ation
al
Underlying Philosophy:Differentiated Approach
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SALGA CAPACITY BUILDING FRAMEWORK
To SALGA meaningful capacity starts with recognizing that all three components of
capacity building are addressed in a systematic and coordinated manner (individual, organizational and environmental levels).
•Out of this recognition and underpinned by the LG Professionalization Framework recently developed in partnership with COGTA, an integrated HRM&D Strategy was developed by SALGA for municipalities in order to direct how institutional HR practices & systems can be managed to support the achievement of a municipality's service delivery and developmental objectives.
•This strategic framework is also a sound mechanism for determining the levels of maturity in terms of strategic HR and governance processes in municipalities and in doing so applies a differentiated model that enables :
- the institutionalization of HR norms & standards;
- periodic institutional reengineering& transformation;
- compliance to predetermined objectives and reporting obligations;
- building a pipeline of efficient, accountable and capable leadership hence the decision to establish the SALGA Centre for Leadership & Governance (to co - exist alongside the envisaged LG School).
- the attraction and retention of critical and scarce skills, and
- creation of a data warehousing facility and intelligence based system to enhance capacity & management in LG.
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The HRM&D Strategy Model
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The core of the HR strategy hinges on the underlying appreciation of how the different elements of HR fit together to create meaning and value for any organisation. This is the framework for delivery, as it sets out the key themes and focus areas and develop the requirements for each functional area.
Information Systems & Technology
(HRIMS)HR Assurance and Wellness
People Management
Competence & Benchmarking
Stra
teg
ic H
R
Pla
nn
ing
& Jo
b
Evalu
atio
ns
Sou
rcin
g a
nd
P
lacin
g
Cap
acity
B
uild
ing
Perfo
rman
ce
Man
ag
em
en
t
Rem
un
era
tion
an
d R
ew
ard
Exit
Man
ag
em
en
t
Organisational Culture Development and Effectiveness
Talent Management (Critical Positions & High Performers)
Human Resources Administration, Disclosure and Reporting
Employee Relations Management (Incl. LR & Collective Bargaining)S
TRATEGY
People Management
Value Proposition
Vision
Mission
Values
www.salga.org.za
INVOLVEMENT WITH LGSETA
• By virtue of its employer body status, and prior to the LGSETA being taken over by an Administrator, SALGA had 5 seats on the LGSETA Board and in this way fulfilled a corporate governance and fiduciary role in the running of the LGSETA, through participation in policy committees and in complying with requirements set down by the DHET such as SETA constitutional review regulations and in creating relationships between municipalities and FETs.
• SALGA also fulfils the responsibility of coordination and support to LGSETA processes such as the following:
– ensuring compliance with the submission of WSPs by municipalities;
– carrying out an evaluation exercise on the submitted WSPs;
– consultation on the sector skills plan;
– determination of annual and strategic plans of the LGSETA; and
– the implementation of critical sector and pivotal programmes such as the as Skills Audit Programmes for Senior Municipal Officials along with COGTA, the Accounting Certificate for Municipal Officials, LLF Training for improved labour relations in municipalities, Higher Education and Training initiatives such as the NCMG through the UJ.
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PROGRAMMES UNDERTAKEN BY SALGA IN PARTNERSHIP
WITH LGSETA
• Councillor Induction Programme (CIP)
– for newly elected Councillors to prepare and orientate them for their roles as Councillors having regard to a myriad of responsibilities they are expected to perform. As part of the delivery objectives of this programme, Councillors education and skills profiles were determined.
• Councillor Portfolio – Based Development Programme (CDP)
– targeted at Councillors who have undergone induction but further development to improve in the performance of their portfolio oversight roles and responsibilities be it in functional portfolios, MPACs, etc.
• Local Democracy & Local Governance Learning Programme(LODLOG)
– targeted at Executive Mayors, Speakers, Chief Whips and Municipal Managers to expose them to cutting edge knowledge exchange and experiential learning.
• LGSETA provides stakeholder funding to SALGA to enhance its efforts to build the capacity of its constituency on skills development matters.
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STATE OF RELATIONSHIPWITH THE LGSETA
• Since disbandment of the Board and the appointment of the LGSETA Administrator, the interaction with the LGSETA has mainly been based on the management and implementation of existing skills and learning programmes;
• The envisaged consultative and on-going engagement between the LGSETA and critical stakeholders such as COGTA and SALGA has been bolstered by the recent establishment of the Working Group of Stakeholders.
• Given the myriad of strategic initiatives in the sector that are underway e.g. the professionalization of LG, the mooted establishment of the LG School, SALGA plans to introduce the Centre for Leadership and Governance, the Public Administration and Management Bill (PAMB) that's been recently gazetted by the DPSA for comment and the regulations contemplated by COGTA.
• A far more effective and strategic relationship between fraternal stakeholders and the LGSETA is required to ensure its relevance, credibility and impact in the sector and not one primarily based on meeting compliance requirements, but one that extends other substantive matters such as the collective determination of the LGSETA turnaround journey amongst other issues.
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OPPORTUNITIES GOING FORWARD
As part of the NDP identified need to build a capable state, including at a LG level, opportunities exist for collaboration with the LGSETA on pivotal programmes of capacity building such as the following:
•establishment of a LG School;
•SALGA Centre for Leadership and Governance;
•Implementation of the Professionalization of LG framework;
Further opportunities exist for joint determination of coherent strategies or policy for skills development planning and implementation such that skills development is prioritized at a leadership level of a municipality, that there is credible data and intelligence about the sector’s skills landscape coupled with effective and institutionalized M&E mechanisms to enable an appreciative knowledge of impact.
The LGSETA needs to be repositioned as an institutional bedrock of the sector’s capacity building efforts across the board, so that it’s performance is a mirror image of the excellence aspirations envisaged in the Constitution of the Republic of South Africa.
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THANK YOU