Ms M C Mohale (ANC) to ask the Minister for the Public Service and Administration:

What monitoring tools are in place to ensure that employee assistance programmes (EAPs) are implemented to give effect to the legislative mandate of various departments regarding disability?



The Department of Public Service and Administration (DPSA) is using a Systems Monitoring Tool (SMT) to ensure that Employee Assistant Programmes (EAPs) are implemented to give effect to the legislative mandates of various departments. The SMT assesses if there are systems in the national and provincial departments that will enable them to implement all the Employee Health and Wellness (EWH) policies and programmes including those for employees temporarily and permanently with disability. With this tool the DPSA is able to check the availability of procedures and criteria to prevent deviation from policy objectives and targets within Government departments.

With regard to Monitoring and Implementation, each of the objectives of the EHW has a policy, with a generic implementation guide and a monitoring and evaluation (M&E) plan with specific indicators of success for efficiency (inputs, processes and outputs) and those of effectiveness (outcome and impact) of implementation. These indicators are part of M & E framework for Employee Health and Wellness and all national and provincial departments are required to report against them including the interventions for employees with disability. For instance, the specific indicators for disability to be emphasised and reported against are those as a result occupational injuries and diseases (including musculoskeletal diseases); mental health, and other non-communicable diseases. The Employee Health and Wellness Chief Directorate monitors the implementation of EAP programmes and ensures that the outcomes of monitoring are implemented.

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