Public Service and Administration Acting Minister, Mr Thulas Nxesi says the decision to implement the last offer tabled at the Public Service Co-ordinating Bargaining Council (PSCBC) was not an easy decision.
In his Parliamentary written reply to the question regarding the implications to government’s implementation of the 3% wage increase for public servants on the present and future ability of the collective bargaining process to handle wage negotiations, Acting Minister Nxesi said: “the decision to implement the last offer tabled at the PSCBC was not an easy decision.
“There was risk of missing the inclusion of public service salary adjustment in the Medium-Term Budget Policy Statement (MTBPS) of October 2022, resulting in public servants not receiving increases for the 2022/23 financial year. The possible implications are that the trust deficit amongst parties to the PSCBC will deteriorate further,” he said.
However, he said there are ongoing engagements with organised labour admitted to the PSCBC on these matters including those facilitated by the Commission for Conciliation, Mediation and Arbitration (CCMA) at the request of government.
“The trade unions were also engaged about this matter before Section 5 of the Public Service Act was invoked,” he said.
With regard to changes to the Guide for Members of the Executive, Minister Nxesi said:” There is no statutory requirement for the Guide for Members of the Executive to be considered by the Independent Commission for the Remuneration of Public Office-Bearers or to be tabled in Parliament.
“However, the department has made a recommendation to the Cabinet that changes to the Guide should be handled by an independent body similar to the Independent Commission for the Remuneration of Public Office-Bearers for objectivity. This recommendation is under advisement.”
Comprehensive Performance Management System
Minister Nxesi said the public service has a comprehensive performance management system in place, which is used to measure the performance and effectiveness of every employee against the expected tasks or responsibilities.
Where there are capability challenges, he said capacity-building interventions are recommended and instituted accordingly as part of Professional Development Plans (PDPs). He added that the public service space is able to ensure that all public servants are effective and responsive in their delivery of services. The public service has about 9356 members of the Senior Management Service (SMS) with less than 25% of them being without the requisite qualifications.
“A considerable number of these senior managers were appointed before the Directive that mandates for the minimum entry requirements for appointment at SMS levels. At the time when they were appointed, they met the requirements for appointment as per the job adverts.
“It is therefore, not possible that they could drastically impact on the effectiveness and responsiveness of the public service, especially that most of them have acquired, throughout the years, competencies, lots of work experience and knowledge that is contributing to service delivery improvement. The experience gained over the years has empowered them to discharge responsibilities linked to their posts,” he said.
Refurbished buildings in the Western Cape
The Minister also cleared the air regarding the amount spent on the six buildings that were handed over to the Department of Social Development in the Western Cape. The buildings were used as shelters in terms of the Victim empowerment Programme.
“Total amount spent, to refurbish each of the six buildings that were handed over to the Department of Social Development in the Western Cape for the purpose of being used as shelters in terms of the Victim Empowerment Programme, is R1 026 900,00. The refurbishment of shelters commenced on the 07th May 2020 and was concluded on the 12th August 2020,” he said.
