Develop and implement an integrated strategy, monitor employment practices, conduct human resource planning and diversity management and improve the health and wellbeing of public service employees.
During the 2009/10 financial year, the HR Planning Learning programme was developed in partnership with PALAMA. Ongoing work with PALAMA to build capacity in HR Planning was undertaken. Seventy-nine (79) HR Plans have been analysed for 2008/09. Individual Departmental Reports were developed and issued to departments in August 2009 for the purpose of quality improvement. An Annual HR Planning Report was compiled based on the inputs submitted by national and provincial departments in September 2009. The Directive on HR Planning was issued in October 2009. Four quarterly HR Planning Committee/Forums for National Departments were hosted. Nine provincial workshops were held as well as national workshops with the Departments of International Relations and Co-operation, Defence, Labour, Sports, Arts and Culture, Communications, GCIS, Home Affairs and the DPSA.
In order to strengthen and reposition human resource management function in the public service, current recruitment practices have been reviewed and analysed with particular focus on possible impediments in the various steps in the recruitment process such as the identification of human resource needs, recruitment planning, job advertisements, response handling, assessment methodologies, appointment, orientation, induction and probation. Through this analysis it has emerged that, in general, the current regulatory framework provides a good basis for sound recruitment, selection and employment practices. However, taking into consideration the devolution of powers to manage human resource management to departments, certain challenges have been identified and further refinements have been identified to address particular needs.
Project plans for the consultation on the review of the Handbook and policy on Reasonable Accommodation and Assistive Devices were developed. Learning Materials on Job Access were completed.
In 2008/09, the complete HR Connect model was rolled-out in 27 departments including five self-funding departments in KwaZulu-Natal. Fourty-six (46) departments have been approved to participate in the model in 2009/10. The roll-out of HR Connect to the remaining departments will continue in 2010/11 and 2011/12.
A concept paper on Compulsory Training Programmes for HR Practitioners was developed in conjunction with PALAMA.
The Public Service as an employer of 1,2 million employees has legal responsibility to ensure the health and safety of its employees as well as the safety of citizens who interact with the government employees in the world of work and service delivery environment. In compliance with national legislation, international strategic documents and stakeholder concerns, the DPSA launched the Employee Health and Wellness Strategic Framework for the Public Service in November 2008 to ensure implementation with effect from 1 April 2009.
Since the launch of the Employee Health and Wellness Strategic Framework in November 2008, four policies were developed for:
The rollout of these policies is progressing well. Between August and October 2009, 174 practitioners and managers were trained on HIV and AIDS mainstreaming. Two cohorts of 107 practitioners and 120 managers were trained in February 2010.
Occupational Health Information System (OHASIS) has been developed and piloted in the Department of Health in the Free State Province.
The national targets for 50% women and 2% persons with disabilities in senior management services across all salary levels have not been met since they were mandated by Cabinet in 2005. The deadline for the same targets has been extended to 2014. The current situation stands at 34% for women at SMS level and 0.22% for persons with disabilities.
Departmental design and reconfiguration involving 16 departments has been facilitated by the DPSA following the 2009 elections. As part of the national macro organization of the state project that started in May 2009, the Department has created new departments, renamed existing departments, abolished redundant departments and transferred functions between departments.Last update: 25 January 2011