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
Integrated Human Resources
• 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
Integrated Human Resources
• 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
Integrated Human Resources
• 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
Integrated Human Resources
• 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
Service Delivery Improvement
• 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
Service Delivery Improvement
• 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
Service Delivery Improvement
• 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
2004/05 ALLOCATION 2004/05 EXPENDITURE
Information and Technology Management (Prog 3)
26,292
19,869
0
5,000
10,000
15,000
20,000
25,000
30,000
2004/05 ALLOCATION 2004/05 EXPENDITURE
Service Delivery Improvement (Prog 4)
26,565
22,008
0
5,000
10,000
15,000
20,000
25,000
30,000
2004/05 ALLOCATION 2004/05 EXPENDITURE
Anti-Corruption (Prog 5)
1,837
1,800
1,770
1,800
1,830
1,860
2004/05 ALLOCATION 2004/05 EXPENDITURE
International and African Affairs (Prog 6)
3,844
3,550
3,300
3,450
3,600
3,750
3,900
2004/05 ALLOCATION 2004/05 EXPENDITURE
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
HR PERFORMANCE & INDICATORS
• 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
HR PERFORMANCE & INDICATORS
• 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
HR PERFORMANCE & INDICATORS
• Slide refers to tables: 5• The annual turnover rate was 17.6%
ANNUAL TURNOVER RATE: 17.6%
64
41
APPOINTMENTS TERMINATIONS
HR PERFORMANCE & INDICATORS
• 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
HR PERFORMANCE & INDICATORS
• 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
HR PERFORMANCE AND INDICATORS
• Slide refers to Tables 8• Foreign workers
• 3 (1.3%) employees – residence status, • two SMS members;• and one highly skilled in IT
HR PERFORMANCE AND INDICATORS
• 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
HR PERFORMANCE AND INDICATORS
• 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