Mr E Nyekemba (ANC) to ask the Minister for the Public Service and Administration:
Given the current challenges in the Public Service, what practical steps is she taking to achieve Outcome 12 of the delivery agreement that has been signed with the President, especially around human resource management practices, norms and standards?NO3364E
The issues raised by the Honourable member are covered under Sub-output 2.1: Performance Development, Performance Agreements and Assessments and Sub-output 2.2: Recruitment, Retention and Career Pathing of the Delivery Agreement for outcome 12.
The practical steps undertaken and progress made thus far include the following:
Sub-output 2.1: Performance Development, Performance Agreements and Assessments
With regard to the Review the SMS PMDS policy and evaluation instruments to align the assessment of HODs with the outcome of institutional performance assessment, the Department is reviewing the Senior Management Service (SMS) Performance Management and Development System policy and evaluation instruments to align the assessment of HODs with the outcome of institutional performance assessments. Last month I took to Cabinet proposals aimed at ensuring the finalisation of HOD evaluations for 2010/11 and 2011/12 and Cabinet approved these and agreed that the these evaluations be finalised by March 2013.
On the Development of a strategy to improve the management of poor performance of DGs, DDGs and Municipal Managers, work has commenced to develop an improved performance management system for DGs and departments will soon be consulted on this.
Report compiled and submitted on the level of compliance on the signing of PAs by SMS members
The DPSA is compiling a Report on the level of compliance on the signing of performance agreements (PAs) by SMS members as of 31 May 2012. In this regard, a circular and template were issued on reporting on compliance regarding signing of performance agreements. Ninety eight (98) reports were received from Departments - 35 national and 63 provincial departments. An analysis of the 98 reports received showed a 78% compliance rate by SMS members who have signed and submitted PAs by the due date. The response rate to the request for information as well as the levels of compliance is still of great concern.
According to information received from the Public Service Commission, the Public Service had a total of 163 HOD posts as at 30 June 2012, of which 48 were at national and the remaining 115 in provinces. Of these 133 HODs qualified to file their PAs with the PSC by 30 June 2012 (40 from national and 88 from provinces). As at 30 June 2012 a total of 92 PAs from both national and provincial HODs were filed, a compliance rate of 69%.
Consultative workshops are being conducted with national and provincial departments regarding PMDS compliance and possible reviews to the PMDS for the SMS and non-SMS employees.
Sub-output 2.2: Recruitment, Retention and Career Pathing
The DPSA has drafted and issued the strategy to improve recruitment and reduce the vacancy rate. Workshops with national departments and 5 provinces were held. Based on an analysis of PERSAL information over the period June 2011 to July 2012 a number of improvements can be seen, eg the period it takes departments to fill funded vacancies is 4.3 months, down from 6.8 months in June 2011and the vacancy rate as at July 2012 is 10% (includes both funded and unfunded posts) down from the 19% in June 2011.
On the requirement to ensure that the Determination on the utilisation of the 1% training budget is finalised and implemented, the DPSA, in consultation with PSETA, National Treasury, PALAMA and Department of Higher Education and Training, have developed a draft proposal on the Utilisation of Training Budgets in the Public Service and I will be taking this to Cabinet for approval.
With regard to developing a baseline report on the extent and depth of skills in the public service:
The DPSA has developed a baseline report for departments that participated in the skills audit on the extent and depth of skills in the Public Service. The DPSA is in process of concluding the project and the reports are being issued to departments for implementation and actioning.
Consult and finalise a policy that provides for compulsory capacity development for SMS and determine mandatory training days:
The draft directive on compulsory capacity development and mandatory training days for SMS was presented at the Governance and Administration Working Session in order to solicit inputs. The inputs are currently being consolidated.