Presentation to the Portfolio Committee January 2009 Department of Public Service and Administration.

Presentation to the Portfolio Committee

January 2009

Department of Public Service and

Administration

Presentation outline• Historical overview of the DPSA • Vision, Mission and Value Statement• DPSA Programmes • 2007/2008 Annual Report

• Strategic outputs per programme • Achievements per programme • HR performance and management • Budget allocation and financial performance

• 2009/2010 DPSA Strategic Plan

• Overview of Public Service Context • Medium-term strategic objectives • Medium term priorities

• Budget Vote for 2009/2010• Allocations per programme • Economic classification • Compensation 2

Historical overview

Dpsa was established in 1996 in terms of the Public Service Act of 1994 to provide policy-making support to the Minister in carrying out constitutional and legislative mandate in the following areas:

• To transform and modernize the public service • To oversee changes to the structure of the public service• To establish norms and standards for HRM&D, conditions of service,

labour relations, IT and service delivery• To issue directives and regulations for the public service• To formulate the National Anti-Corruption strategy• To exercise oversight over the State Information Technology Agency • The mandate of the dpsa has evolved over the years to incorporate

support to national government departments and provinces in the implementation of the decentralized HR policy

• DPSA is also playing a critical role in the region and the continent with respect to public service administration and governance

Historical overview (cont.)

Year HR (Filled Positions)

Finance Allocation (R’000)

No. of Programmes

1996/97 251 (Nov 1996)

R70, 306 3

1999/00 221 R156, 448 3

2001/02 228 R99, 113 3

2004/05 254 R127, 462 8

2006/07 300 R442, 426 8

2007/08 396 R384. 063 6

Vision, mission & value statement

VisionGlobal Leader in Public Service Excellence

Mission• Supporting the Minister in leading public service administration • Providing professional advice and support to ensure public

service excellence• Promoting good governance nationally, on the African

Continent and Globally

Value Statement An exemplary, professional, ethical and accountable department

embodying the principles of Batho Pele and committed to service excellence

DPSA ProgrammesProgrammes Sub-programmes

1. Administration •The Ministry and Communications•The Office of the Director-General•Programme Management Office•Legal Services•Corporate Services•Internal Audit

2. Human Resource Management and Development (HRM&D)

•Human Resource Development•Human Resource Planning•Diversity Management•Employment Practice and Career Management•Senior Management Service•Employee Health and Wellness•Public Service Sector Education and Training Authority

3. Management of Compensation (MOC)

•Remuneration and Job Evaluation•Conditions of Service•Negotiations and Labour Relations•Special Projects

DPSA Programmes cont.Programmes Sub-programmes

4. Information and Technology Management (I&TM)

•Information and Communication Technology Programme•Government Chief Information Officer Operations•E-Government Architecture and Integration

5. Service Delivery Improvement (SDI)

•Macro-organisation of the State•Government Internal Consulting Services•Research, Learning and Knowledge Management•Community Development Workers •Centre for Public Service Innovation (Government Component)

6. Governance (GOV) •Public Sector Anti-corruption•International and African Affairs•Planning, Monitoring and Evaluation•African Peer Review Mechanism•Research

2007/2008 Annual Report

Outputs

Strategic Outputs: HRM&D• APEX Project 15: signing of performance agreements and

filling of posts

• Implementation of the HRD Strategy (Vision 2015)• Facilitate strategic repositioning of HRM

• Improve HR Planning capacity in all government departments

• Establish and implement the skills database project

• Implementation of gender and disability programmes

• Development of the Human Resource Planning Strategic Framework

• Development and implementation of the Leadership Development Management Strategic Framework

• Finalization of the Employee Health and Wellness Policy Framework, including facilitating the Greater Involvement of People Living with AIDS (GIPA)

Strategic Outputs: MOC• Management of disputes/legal challenges against the state as

employer• Advice on cross border provinces on personnel matters• Development of Occupation Specific Dispensations for nurses,

educators and legally qualified personnel • Conclusion and implementation of the multi-term wage

agreement • Review of SMS remuneration dispensation• Implementation of Policy on Incapacity Leave and Ill-health

Retirement (PILIR)• Review of current leave dispensation• Advice on job evaluation and grading• Review of the job evaluation coordination process• Evaluation of retirement fund arrangements in PS and LG• Development of user-requirements for the HR module of the IFMS• Job evaluation and remuneration system for the board members

of certain public entities• Training of negotiators at all levels of bargaining 10

Strategic Outputs: I&TM

• Deployment of e-IGIS (Inventory of Government Information Systems)

• Evaluate SITA compliance with shareholder compact

• Ensure high government systems availability• Implementation of Open Source policy and

strategy• Strengthen GITO Council communications• Website co-existence strategy developed • Mobile Track and Trace implemented • Investigate existing SA government systems

architecture• Development of a back-end integration framework

Strategic Outputs: SDI

• Project manage various projects that form part of the Single Public Service programme

• Develop policy on public entities• Guide departments on organisational structures• Implementation of the Access Strategy• Cascade Batho Pele to Local Government• Support departments to develop Service Delivery

Improvement Plans• Facilitate implementation of Project Khaedu• Oversee the Community Development Worker

Programme• Provide support to the DRC: public service census• Facilitate information sharing and learning through

networks, forums and publications

Strategic Outputs: GOV

• Host Africa Forum and Global Forum V on Fighting Corruption and Safeguarding Integrity

• Develop anti-corruption strategy for Single Public Service• Support to DRC: anti-corruption initiatives• Assess the impact of the National Anti-corruption

framework• Establish a forum for governance and public administration

as part of the India-Brazil-South Africa Trilateral • Establish a national chapter of the African Association for

Public Administration and Management AAPAM• Establish a SADC governance forum• Implement the Public Management Watch• Support Presidency in the implementation of the

Government-wide monitoring and evaluation strategy

2007/2008 Annual Report:

Achievements

• A Handbook on Reasonable Accommodation for People with Disabilities was launched during the Diversity Management Conferences held in October 2007

• The Health and Wellness and Leadership Development Management Strategic Frameworks were developed and approved

• The Human Resource Development Strategy (HRDS) was approved in December 2007 and implementation commenced

• Implementation of the skills database project (i.e HR Connect) progressed well in 20 line departments and plans were developed to roll out the project to other government departments

• The HOD’s Eight Principles Action Plan for Women Empowerment was launched and support is being provided to departments in the implementation of the principles and other frameworks

• The draft HR Planning Framework was finalised and presented to relevant stakeholders such as the HR Steering Committee and HR Learning Forum for review and comment

• Information sharing and strategy development and review sessions were convened, including the SMS Conference and the Health and Wellness Indaba

Achievements – HRM&D

15

Achievements – MOC

• The multi-term agreement on the improvement of conditions of service of public servants was concluded in July 2007 and a report on the grievances, discipline and disputes finalised in November 2007

• A draft policy and procedure document developed on the Revolving Door policy for the public service was developed and submitted to Cabinet to review and approval

• Agreements on OSDs for nurses and legally qualified were personnel signed

• OSD for educators were completed and commenced work on the OSDs for social workers, correctional services and DD+ASD

• The SMS remuneration review was completed and approved and implementation commenced in January 2008

• The draft decentralization funding model for PILIR was finalised and training on the model will be done before end of March 2009

• Guidelines on cross-border transfers were developed and submitted to the PSCBC for discussion

• The leave policy was developed and implemented and the draft policy for post-retirement dispensation was developed

16

Achievements – I&TM

• eIGIS compliance report developed and presented to the GITOC ICT Standing Committee

• Report on e-government strategy for ICT Connectivity was developed

• Integration standards were completed and used to update MIOS version 4. MIOS version 4 was accepted by the stakeholders and identified gaps will be addressed through MIOS version 5

• Development of the Service Oriented Architecture (SOA) was developed and circulated to the GITOC Architecture standing committee for comments and discussion

• Support was provided to the Auditor-General to develop a framework to guide IT auditing in the public service

• The ICT blue-print to guide the deployment of ICT in Thusong Centres was developed

• Link was established between government websites and the portal

17

Achievements – SDI

• The Know Your Service Rights booklet for the social cluster was completed and distributed to various government departments and institutions

• Plans were developed to popularize and distribute the social cluster booklet to the public and research was undertaken to develop a KYSR booklet for the Justice Cluster

• A guide for the submission of Service Delivery Improvement Plans (SDIPs) was finalized and approved

• More than 850 officials in 245 municipalities were trained on the Batho Pele Change Management Programme

• The Guide on Organisational Structures was approved by Cabinet in November 2007

• Concept paper on the Barometer of Public Innovations completed • A report on the appropriateness and implications of the agency

model and the functional configuration of provincial economic departments and their organisational structures was submitted to Cabinet Lekgotla

• DRC census project was completed in the province of Kinshasa and predatory work done to conduct the census in Bas-Congo province 18

Achievements – GOV

• A Conflict of Interest Framework was developed• The draft impact appraisal of the national anti-corruption

framework was developed • Reports of the Africa Forum and Global Forum V on Fighting

Corruption and Safeguarding Integrity were finalized and distributed to stakeholders.

• Public Management Watch (PMW) reports were submitted to decision-makers

• SA hosted the Commonwealth Heads of African Public Service meeting and workshops on SADC and Africa Public Service Charter

• MoU on Co-operation in the Field of Public Administration and Governance was signed at the 2nd IBSA Summit

• The department supported preparations for and participated in the continental Public Service Innovation Awards in Windhoek, Namibia

• The draft Africa Public Sector Charter was developed• The draft APRM monitoring report was developed and submitted to

stakeholders for comments 19

Legislation

• The Public Service Amendment Bill, which makes provision for the establishment of government components, was signed into law and published in the Government Gazette on 17 January 2008

• SPS Draft Bill was approved by Cabinet in July 2007 and consultations with all stakeholders continued into the 2008 financial year

2007/2008 Annual Report:

HR performance and management

Employment• As at 31 March 2008, the occupancy rate was 396 (83.7%)

out of 473 posts, compared to the same time last year, which was 79% of 384 posts. The vacancy rate was 16.3% (77 posts), compared to 21% for March 2007

0

100

200

300

400

ESTABLISHMENT: FILLED VS VACANT

Series1 396 77

FILLED VACANT

Job evaluation

• 170 jobs were JE’d during the 2007/08 financial period compared to 140 in the previous financial period:

• 38 posts were upgraded and • 5 posts were downgraded• The balance were newly created posts or the grade was

retained

• The upgrading affected the posts of 28 employees (one disabled)• 9 Females; and• 19 Males

• The salaries of 5 employees exceed the grades determined by JE. Four Males and One Female, 5 Black employees. This was done in terms of the Regulations in order to attract or retain staff.

Employment changes

• The annual turnover rate was 17.2%• A total of 88 people were appointed and 66 left the

department during this period

STAFF MOVEMENTS

88

66

APPOINTED TERMINATION

Employment changes

•Reasons why employees left the dpsa:•Death (3)•Resignations (24)•Contracts expired (9)•Dismissal for misconduct (1)•Promotional transfers to other

government departments (29)

Employment equityBackground: Targets and status as at 31 March 2008

• 2008 Target for Women in SMS (48%) – status 45% (-3%)• 2008 Target for Blacks in SMS (80%) – status 73% (-7%• 2008 Target for Women on L9-L12 (50%) – status 57% (+7%)• 2008 Target for Blacks on L9 – L12 (73%) – status 81% (+8%)

Race and Gender Profile for the 396 filled postsSTAFF REPRESENTATIVITY PROFILE

0

50

100

150

200

MALE 122 4 3 35

FEMALE 184 10 13 25

AFRICANCOLOURE

DINDIAN WHITE

Performance rewards

• 119 (31.07%) employees received performance awards• 104 (35.02%) on levels 1-12• 15 (17.44%) on Senior Management Service Level

0

20

40

60

PERFORMANCE AWARDS: REPRESENTATIVITY PROFILE

MALE 37 1 1 17

FEMALE 42 2 5 14

AFRIC COLOU INDIAN WHITE

PERFORMANCE AWARDS: GENDER PROFILE

5663

MALES FEMALE

Foreign employees

• Four employees were classified as foreign workers• 2 at SMS level • 2 at MMS level

Leave • Sick leave

• 326 employees used 2320 normal sick leave days, within the first year of the 3-year sick leave cycle;

• 178 days of incapacity leave were taken by 10 employees – all leave supported with medical certificates

• Capped leave

• Total of 49 capped leave days were used by 5 employees

• Leave payout• Leave payout for 21 employees, (total R156,000) due to

operational reasons;• Leave payout for 30 people on termination of service (total:

R124,000)

Labour relations

• Misconduct, Discipline and Grievances

• 11 misconduct cases:• 1 – sexual harassment & procurement irregularities• 2 – insubordination• 1 – abuse of dept assets• 2 – attempted theft• 3 – financial misconduct• 2 – absenteeism

• 5 grievance cases • 4 were resolved • 1 unresolved

Skills development

• Of the 420 skills development interventions identified from the personal development plans of staff, 200 (47.6%) of the 396 employees received various types of training, 121 Females and 79 Males

SKILLS DEVELOPMENT: GENDER PROFILE

MALES, 79

FEMALES, 121

2007/2008 Annual Report:

Budget allocation and financial performance

Audit Opinion

Unqualified auditOther Matters:

Material changes to AFS include:Lease commitments increased by R3mill for building lease of PSETAAccruals increased by R2,9mill for invoices processed during April up to the end of May 08

Non-compliance with regulatory requirements:Absence of documented and approved policy for effective performance monitoring and evaluation of the departmental objectives

Financial statements2007/08

Appropriation for 2007/08

Description 2006/07R’000

2007/08R’000

Final Appropriation

442,426 384,063

Actual Expenditure

429,354 370,383

Variance 13,072(2,9%)

13,680(3,6%)

Economic classification comparison

Description 2006/07

R’000

2007/08

R’000

Compensation 92,528 115,820

Goods and Services 253,214 250,376

Transfers * 76,197 777

Capital 7,415 3,410

TOTAL 429,354 370,383* Once-off transfer to GEMS, R75,000

Programme Expenditure comparison

61

,46

7

33

,86

4

16

7,8

14

33

,07

5

66

,55

4

66

,58

0

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000

180,000A

dm

in

HR

MD

MO

C

ITM

SD

I

Go

ve

rn

2006/07

2007/08

Detail on Variance

AmountR’000

Description

Compensation

0,675

Goods and Services and other

13,005 Building lease R1,9millPSETA R4millEquate review R1,3millCitizens relation project R2,9millAPRM R1,7mill

TOTAL 13, 680

Main cost drivers: Goods and Services

Cost drivers R’000

Compensation 115,820

PILIR 74,885

SPS 10,900

Media coverage of wage negotiations

13,900

CABeNET 10,731

Batho Pele call centre 9,795

Other SITA services 16,750

CDW Indaba 6,200

Total 258,981

Comparison of consultancy costs for 2006/07 & 2007/08 (excl PILIR)

51,533

29,916

0

10,000

20,000

30,000

40,000

50,000

60,000

2006/07 2007/08

Efficiency savings

2,955

1361

12115

9,902

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

2006/07-2007/08

Catering andentertainment

2006/07 -2007/08 Inventory

Departmental Revenue

Description Actual 2006/07R’000

Actual 2007/08R’000

Sale of Goods and Services 287 214

Interest on bursaries 4 13

Transfer received (Donations and sponsorships)

100 1,200

Sale of Capital Assets (4) -

Financial transactions 1,076 651

Total 1,463 2,078

DPSA Strategic Plan for 2009/2010 – 2011/2012

Overview of Public Service Context

Positives/Achievements • Successful integration of previously divided administration

systems into one coherent system • Satisfactory progress in the achievement of employment equity• Development of comprehensive policies and frameworks• Economic stability and emerging economic opportunities • Increased access to basic services such as education, housing,

water and electricity by the majority of the population, especially the poor

• Improved remuneration and conditions of service in the public service and government in general

• Improved macro-organization of the state and job creation through the expansion of the machinery of government

• Commitment to and awareness of good governance practices, including establishment and implementation of anti-corruption measures

• Openness and transparency in government

Public Service Context cont.

Negatives/Challenges • Community dissatisfaction, illustrated by protests, due to poor

service delivery in some areas • Uneven institutional capacity, especially at service delivery points

and some local government institutions• Fragmentation of service delivery as a result of lack of integration

and poor coordination between departments and spheres of government, which inconveniences citizens due to the need to travel distances and to many service delivery points

• Difficulty to move functions and staff between the spheres and to transfer skilled managers and professionals to where they are needed

• Poor compliance with public service regulatory frameworks and policies

• Lack of systematic monitoring and evaluation to demonstrate impact

• Public confidence in government's ability to deliver undermined by corruption and maladministration

Medium-term strategic objectives

• Develop and strengthen the capacity of the State through efficient and sustainable systems

• Strengthen the public sector through institutional reform

• Promote good governance in the public sector through building an effective and caring government

• Develop the human capacity of the public sector by ensuring a healthy, skilled, productive and professional workforce

• Pursue international strategic partnerships in order to consolidate SA’s Regional and International public administration agenda

Medium Term Priorities• Equip government departments with the necessary tools

and skills in order to ensure optimal health, wellness, and safety of Public Servants by 2011.

• Reduce the impact of HIV and AIDS in the public sector by training 400 EHW practitioners annually in the prevention and management of HIV and AIDS.

• Increase the representation of people with disability and women in senior management service (SMS) in public service by 2010.

• Improve the competency levels of public servants through capacity development activities, such as internships, learnerships and skills programme, to ensure a constant successive pool of production and contributing employees.

• Provide information on skills in the public service by phasing in the HR Connect skills database project in all government departments by 2011. 47

Medium Term Priorities cont.

• Develop, implement and manage the human resource management module of the IFMS.

• Pilot a functional HR module of the IFMS in the DPSA and the Free State Department of Education.

• Develop, implement and maintain policies, practices and systems relating to job evaluation and grading by implementing a redefined and updated equate job evaluation system by October 2009.

• Address challenges encountered with the implementation of finalised OSDs and develop OSDs for other identified categories of employment

• Develop, implement and maintain policies, practices and systems on remuneration and macro benefits, amongst others the full implementation of the remuneration policy framework and the development and implementation of post retirement medical provisioning in the public service, by March 2010.

• Support and monitor implementation of the decentralized Policy on Incapacity Leave and Ill-health Retirement (PILIR)

• In collaboration with other stakeholders, convene the Public Sector Summit 48

Medium Term Priorities cont.• Develop a master plan for ICT in government to improve cost, quality,

access, responsiveness and speed of service delivery. An infrastructure standardisation framework and roadmap will be completed by Dec 2009.

• Develop a government wide security governance framework for IT in the public service by December 2009.

• Develop a bandwidth strategy that supports connectivity of all government institutions and connect 125 Thusong Centres by June 2009 to improve access to services by remote and rural communities.

• Initiate a review of ICT expenditure in the public service and identify opportunities for better management and governance; improved effectiveness and the opportunities for reducing cost while enabling good public administration and accelerated service delivery to citizens, business and stakeholders.

• Initiate a performance review of SITA - intended to enhance internal transparency and accountability of IT services, facilitate measurable service level agreements for common and shared services and propose a strategy to build the capability required by the SITA in order to meet its mandate.

• Implement next generation e-government, through the development of a catalytic prototype that will e-enable six pro-poor services, i.e registration of birth, ID; notification death; foster care; pension grants. The platform for testing these services should be functional by October 2009.

49

Medium Term Priorities cont.• Annually improve the mainstreaming and institutionalization of Batho Pele

at the national, provincial and local government levels by implementing a a minimum of 50 train-the-trainers programmes (target specific sectors and provinces), facilitating learning platforms and publishing best practices

• Facilitate and co-ordinate the annual deployment of all senior management service to the coalface to improve service delivery.

• Provide technical assistance in the development of service delivery improvement and implementation plans before May of each financial year.

• Improve access to government services through the publishing and dissemination of a minimum of 200 000 Know-Your-Service-Rights booklets to the general public, especially the previously disadvantaged, on a yearly basis through Izimbizo, public participation events, schools, CDWs etc.

• Facilitate ongoing capacity building of community development workers and evaluation of the implementation of the programme by March 2013.

• Implement the CDW master plan the national and provincial level• Continue to support the DRC to roll out the public service census and

biometrics system50

Medium Term Priorities cont.

• Enhance integrity in the public service by developing and implementing anti-corruption policies and capacity building programmes to enhance the fight against corruption and improve ethical conduct by April 2012;

• Develop an efficient anti-corruption monitoring and evaluation system and promote national anti-corruption values and interests at regional and international levels through participation in regional, continental and international structures throughout the MTEF period.

• Implement the department’s monitoring and evaluation frameworks to enhance policy implementation by developing monitoring plans and implementing capacity development plans and best practice model on public participation by March 2010.

• Provide ongoing analytical and evaluation reports regarding the impact of the DPSA’s policies.

• Develop a systematic process for generating and compiling monitoring and evaluation reports on the implementation of the APRM Programme of Action (PoA) and submit an annual PoA report.

• Develop a clear public service research agenda by May 2009. 51

Budget structure changes

New programme: CPSI (from SDI)

Sub-programme movements:SPS from SDI to MOCMOS from SDI to HRMD

Allocations 2008/09 to 2011/12

Budget allocation 2008/09 to 2011/12

Description 2008/09R’000

2009/10R’000

2010/11R’000

2011/12R’000

Allocation 420,208 355,801 402,769 417,375

Allocations per programme 2009/10 to 2011/12

  2008/09 2009/10 2010/11 2011/12

Programmes R'000 R'000 R'000 R'000

1. Admin 90,998

108,793 121,911 129,731

2. HRMD 48,931 68,746 74,905 67,345

3. MOC 114,433 51,230 61,268 65,589

4. ITM 35,090 41,531 49,688 52,885

5. SDI 67,938 32,725 36,682 39,134

6. Governance

7. CPSI

44,050

18,768

41,023

11,753

45,307

13,008

48,668

14,023

Total

420,208

355,801

402,769 417,375

2009/10 Economic Classification

Goods and Services55%

Compensation39%

Capital0%

Transfers6%

Compensation 2007/08 - 2011/12

Year R'000 % increase

2007/08 115,820 19.98%

2008/09 125,215 7.50%

2009/10 137,871 9.18%

2010/11 159,506 13.56%

2011/12 171,237 6.8%

Conclusion

The DPSA will respond to questions

Siyabonga