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
Department of the Premier
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.
Better Together magazine4
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
Better Together magazine 5
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
Better Together magazine6
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
Better Together magazine 7
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...”
Better Together magazine8
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.”
Better Together magazine 9
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
Better Together magazine10
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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od
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y a
nd
Sy
lvan
us d
u P
lessis
What’s New
Better Together magazine 11
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
Better Together magazine12
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.
Better Together magazine 13
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
Better Together magazine14
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
Better Together magazine 15
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
“this programme inspired me to make a difference in other children’s lives.”
Better Together magazine16
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
Better Together magazine 17
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.
Better Together magazine18
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.
Better Together magazine 19
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
Better Together magazine20
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
Better Together magazine 21
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
So
urc
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ww
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uart
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Better Together magazine22
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
Ph
oto
gra
ph
: Ju
pite
rimag
es/t
hin
ksto
ck S
ou
rces: w
ww
.gep
f.go
v.z
a; G
EP
F M
em
ber G
uid
e *In
form
atio
n v
erifi
ed
by P
eo
ple
Man
ag
em
en
t Pra
ctic
es, D
irecto
rate
: Serv
ice B
en
efi
ts
Better Together magazine 23
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.
Better Together magazine24
• 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
Better Together magazine 25
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.
Better Together magazine26
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
Better Together magazine 27
* All information in this article was verified by Ms Alvera Swartz, Deputy Director: TB Prevention & Management
3 4
So
urc
es: h
ttp://w
ww
.cd
c.g
ov/fe
atu
res/tb
sym
pto
ms/; h
ttp://w
ww
.tbfa
cts.o
rg/tb
-statistic
s-sou
th-a
frica/;
http
://ww
w.w
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md
.co
m/lu
ng
/un
dersta
nd
ing
-tub
erc
ulo
sis-basic
s
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
http
://ww
w.so
ftsch
oo
ls.co
m/tim
elin
es/h
istory
_o
f_an
imatio
n_
timelin
e/2
51/
http
://ww
w.3
dcre
ativ
em
ag
.co
m/a
rtists/issue0
43
_m
ar0
9/a
rticle
01.p
df
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
Better Together magazine28
Better Together magazine 29
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
Better Together magazine30
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.
Better Together magazine 31
2015 Provincial teaching awards
Community Safety Health
Department of the Premier
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
Better Together magazine32
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.
So
urc
es: C
limate
Ch
an
ge R
esp
on
se S
trate
gy 2
014
; WC
G E
AD
P C
limate
Ch
an
ge B
roch
ure
; http
://ww
w.e
pa.g
ov/e
nerg
y/g
reen
ho
use
-gas-e
qu
ivale
ncie
s-calc
ula
tor
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
Better Together magazine34
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.