Department of Public Service and Administration

Annual Report 2004/05

November 2005

Department of Public Service and Administration

Outline of presentation

• Overview of DPSA Programmes • Programme performance • Budget allocation and financial

performance • HR Performance and indicators

DPSA Programmes• Administration• Integrated Human Resources• Information and Technology

Management• Service Delivery Improvement• Public Sector Anti-Corruption• International and African Affairs

Programme performance

Administration• Minister’s regional and international activities

• 3rd Annual meeting of the UN Committee of Experts

• The Need to Revitalise Public Administration as a Strategic Action for Human Development

• Visit to India • Discussions on e-government, human resource capacity

• Visit to Brazil• Discussions on service delivery mechanisms, e-

government and anti-corruption• MOU with Democratic Republic of Congo

• Public service census and anti-corruption framework

Administration• G&A Programme of Action

• Integrated into the work of the Department• Major projects for dpsa

• Capacity reviews • Macro-organisation of the state• Government-wide M&E System

• Community Development Worker Programme• 716 completed learnership in period under review• Successful study tour to India by 29 CDWs• National launch planned for 23 November

Integrated Human Resources

• Remuneration and Conditions of Service• Government Employees’ Medical Scheme (GEMS)

• Cabinet approved registration and implementation of a restricted membership medical scheme for public service employees

• GEMS registered with effect from 1 January 2005• Interim Board of Trustees and Principal Officer appointed

• Management Policy and Procedure on Incapacity Leave and Ill-health Retirement for Public Service Employees (PILIR)

• Pilots undertaken in Free State, Correctional Services and SAPS

• Cabinet has approved rollout to the public service• Implementation strategy developed


• Remuneration and Conditions of Service• Coordination of evaluation of transversal jobs in

the public service• Benchmark job descriptions for social workers• Housing allowance (extending allowance to

tenants) implemented• Transfer framework to facilitate transfers of staff

between spheres of government• Scarce skills framework introduced• Support to departments in developing strategies

to address scarce skills• Foreign Service Dispensation implemented


• Negotiations and Labour Relations• Negotiations for a multi-term agreement on

improved salaries and other conditions of service• Agreement concluded in September 2004

• Salary adjustment of 6.2% with effect from 1 July 2004• 2005 and 2006 adjustments to be based on CPIX plus 0.4%• Introduction of scarce skills framework• Review of remuneration of identified categories of employee• Review of certain benefits and allowances

• Labour Relations policy implemented• Management of excess employees reduced from

13000 to 5000 by the end of 2004


• Employment Practices and Career Management• Competency assessment system endorsed by Cabinet• SMS PMDS reviewed• SMS Conference held• SMS Handbook updated

• HIV and AIDS• Minimum standards for managing HIV and AIDS in the

public service workplace implemented• Communication strategy to include print material• 4th HIV and AIDS Indaba held• Programme widened focus to encompass health and

wellness


• Human Resource Development• Workshops held to facilitate alignment of provincial plans

and HRD strategies• Internship and mentorship guides developed• Public Service Trainers Forum held

• Public Service Sector Education and Training Authority (PSETA)

• Application for re-certification made• Core senior staff recruited• SAQA accredited the PSETA ETQA• 11 MOUs signed with other SETA ETQAs• 2500 unemployed learners registered in different transversal

learnership programmes• Sector Skills Plan for 2005-2009 was submitted to DoL

Information and Technology Management

• Batho Pele Gateway portal• Phase 1 launched on 3 August 2004• Various projects aimed at enhancing phase 1

underway• Migration to a more robust infrastructure• Content updates• Translation of content

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

• e-IGIS developed and gathers information on IT systems and IT projects from national and provincial departments

Information and Technology Management

• CabEnet• Phase 1 pilot underway

• Chief Information Officer (CIO) Exchange• MOU between dpsa and ICT industry is under development

• CIO Code of Ethics• Code under development

• Government Information Technology Officer (GITO) Council

• Capacity building for CIOs undertaken• SITA regulations and procurement

• Consultations underway to finalise the regulations• A new procurement process was developed by SITA

Service Delivery Improvement

• Support initiatives• 24 projects were identified and supported as part

of the Integrated Provincial Support Programme (IPSP)

• Public Management Watch and Red Tape Audit supported by the Good Governance Programme

• Review of KZN departments conducted and report prepared as part of support to KwaZulu-Natal provincial government

• Support to DRC Ministry of Public Services in carrying out a census of public servants


• Macro-organisation of the state• Policy framework on the governance and

administration of public sector institutions (focusing on national public entities and government business enterprises)

• Alternative service delivery• Framework to guide support interventions

developed• Framework for the management of joint

programmes developed• Discussion document on the outsourcing of state

functions developed


• Batho Pele• Proposals on revitalisation of Batho Pele adopted

in August 2004• Batho Pele Change Management Engagement

rolled out in the Eastern Cape and Limpopo• Batho Pele Change Management Toolkit

developed• Red Tape Audit conducted• Project Khaedu launched

• Sectoral research and analysis• Research support to the Minister


• Learning and Knowledge Management• 3rd Service Delivery Academy in July 2004• Service Delivery Review published• Monitoring and evaluation network launched• Batho Pele Learning Network workshop held• Human resource learning network revived• SA Public Management Conversation held• Database on service delivery improvement

projects established

Anti-corruption• Implementation of the Public Service Anti-

corruption Strategy consolidated• Public Service Anti-corruption Training Strategy

developed• Visits to provinces conducted to ascertain level of

compliance with minimum anti-corruption standards

• Guidelines and reports published• Case referral handbook for departments• Case studies on anti-corruption capacity in departments

• Report on compliance with minimum standards published

Anti-corruption• Project on the training of judicial officers

implemented• Assessment of anti-corruption capacity of

Correctional Services conducted• Provided leadership and coordination for the

public sector planning and preparations for the National Anti-corruption Summit held in March 2005

• Provided support to the public sector representatives on the National Anti-corruption Forum

Anti-corruption• International and regional anti-corruption work

• Deposit of the instrument of ratification of the UN Convention against Corruption

• Co-author of the Legislative Guide for the implementation of the UN Convention against Corruption

• Consultations and preparations for the ratification of the AU Convention on Preventing and Combating Corruption

• Preparation for SA to accede to the OECD Convention on the Bribery of Foreign Officials in International Business Transactions

• Assistance to Brazil to organise the 4th Global Forum• Assistance to the DRC to establish an anti-corruption

framework

International and African Affairs

• Regional conference on ‘Re-inventing Government’ hosted (preparatory for 5th Global Forum in Korea)

• Supported Minister in her role as chair of the Pan-African Ministers of Public Service Conference

• Established capacity building programme on public sector leadership with UNDESA

• Study on HR practices in Africa conducted• Major study on donor support to public sector

reform in Africa conducted• Planned for the launch of African Management

Development Institutes Network (AMDIN)

International and African Affairs

• Minister nominated as Focal Point for the African Peer Review Mechanism in South Africa• Engaged with APRM secretariat

• Discussions with Chinese Public Sector Restructuring and Human Resource Development

• Negotiations with the European Union• Discussions with the AU Commission and

NEPAD on the funding of NEPAD programmes

Financial Management

Programme Expenditure for the 2004/05 FY

30%

33%

16%

17%

3%1%

Administration

Integrated HumanResourcesInformation andTec hnology ManagementService DeliveryImprovementAnti-Corruption

International and Afric anAffairs

Economic Classification Comparison for 2003/04 and 2004/05

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

Com

pens

atio

n

Goo

ds &

Ser

vice

s

Tra

nsfe

rs

Cap

ital

asse

ts

2003/042004/05

Increase in Professional and Special services

5

10

15

20

25

30

Adv

erti

sing

Com

pute

rSe

rvic

es

Con

sult

ants

Exte

rnal

Aud

itSe

rvic

es

Mai

nten

ance

,re

pair

s

2003/042004/05

Total Expenditure Comparison for 2003/04 and 2004/05

154,979

127,462

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000

2003/04 2004/05

Administration (Prog 1)

38,997

37,624

36,000

37,000

38,000

39,000

40,000

2004/05 ALLOCATION 2004/05 EXPENDITURE

Integrated Human Resources (Prog 2)

46,759

42,611

39,000

42,000

45,000

48,000


Information and Technology Management (Prog 3)

26,292

19,869

0

5,000

10,000

15,000

20,000

25,000

30,000


Service Delivery Improvement (Prog 4)

26,565

22,008

0

5,000

10,000

15,000

20,000

25,000

30,000


Anti-Corruption (Prog 5)

1,837

1,800

1,770

1,800

1,830

1,860


International and African Affairs (Prog 6)

3,844

3,550

3,300

3,450

3,600

3,750

3,900


Human resource management(oversight report)

HR PERFORMANCE & INDICATORS

• Slide refers to Tables: 3• As at 31 March 2005, 254 (77.4%) of 328 posts were filled.• The vacancy rate was 22.6% (74 posts)

FILLED & VACANT POSTS

FILLED, 254

VACANT, 74

FILLED

VACANT


• Slide refers to tables: 3• The employment of staff profile per level is as reflected in the chart

below:EMPLOYMENT LEVELS PROFILE

57

95

57

45

SMS L9-12 L6-8 L1-5


• Challenges to filling vacancies:•people decline employment offers after the

department has spent at least 2-3 months trying to recruit

•Terminations of service 17.6% (41) occur faster than filling posts could occur


• Slide refers to tables: 5• The annual turnover rate was 17.6%

ANNUAL TURNOVER RATE: 17.6%

64

41

APPOINTMENTS TERMINATIONS


• Slide refers to tables: 5• The annual turnover rate was 17.6%

TURNOVER: ON LEVELS

16

2325

1115 15

0

5

10

15

20

25

30

SMS L9-12 L1-8

APPOINT LEFT

HR PERFORMANCE & INDICATORS• Slide refers to tables: 5

• Overall Turnover Rate: (17.6%)•Reasons why employees leave:

•Resignations-employment in the private sector, relocations

•Promotional transfers to other departments

•Horizontal transfers within the Public Service


• Slide refers to tables 6:• The race and gender breakdown of 254 people employed is:

DPSA STAFF PROFILE: RACE AND GENDER AS AT 31 MARCH 2005

83 88

5 83 6

3427

0

20

40

60

80

100

MALE FEMALE

AFRICAN

COLOURED

INDIAN

WHITE

HR PERFORMANCE AND INDICATORS

• Slide refers to tables 7• 83 (35.6%) employees received performance awards

• 74 (31.8%) on levels 1-12• 9 (3.9%) on Senior Management Level

PERFORMANCE AWARDS:GENDER PROFILE

MALE, 46

FEMALE, 37

MALE

FEMALE

PERFORMANCE AWARDS: RACE PROFILE

AFRICAN, 51

INDIAN, 2

WHITE, 29

COLOURED, 1

AFRICAN

INDIAN

WHITE

COLOURED


• Slide refers to Tables 8• Foreign workers

• 3 (1.3%) employees – residence status, • two SMS members;• and one highly skilled in IT


• Slide refers to tables 11• Misconduct and Discipline and Grievances

• 4 misconduct cases:• 2- procurement; 1-insubordination and 1-Incapacity/poor

work performance • one was finalised and two still pending outcomes

• 8 grievances were lodged: • all resolved

• 2 disputes were lodged:• One upheld and one dismissed

• 2 employees were suspended and suspension extended


• Slide refers to tables 12• 135 (53.1%) of the 254

employees identified training needs in their personal development plans. Of this number 115 employees went on/received training. 49 Females and 66 Males

TRAINING PROVIDED

FEMALES, 49

MALES, 66

FEMALES MALES

Siyabonga

Documents

Department of Public Service and Administration