corporate services
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Portfolio Committee: Water and Environmental Affairs. CORPORATE SERVICES. S MAHLANGU. - PowerPoint PPT PresentationTRANSCRIPT
CORPORATE SERVICES
S MAHLANGU
Portfolio Committee: Water and Environmental Affairs
1. PURPOSE OF BRANCH
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The purpose of the Corporate Services branch is to provide policy leadership, business alignment and integration, strategic advice and core support services. The branch provides various support services to ensure a productive, efficient and creatively transformed working environment that enables the Department of Water Affairs to realise its overall strategic objectives.
2. Overview: Branch structure
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3. BRANCH COMPONENTS
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The branch comprises of five components, namely;
Chief Directorate: Human ResourcesResponsible to provide human resources services and solutions which are targeted at adding value and improving business performance through people. Chief Directorate Information System Responsible for the provision of the relevant IT support and solutions as well as overseeing the management of IT operations
4. BRANCH COMPONENTS (Continued)
• Chief Directorate: Communications Services – Responsible for the promotion of effective profiling of the
Department, public awareness, education and communicating the work of the Department to the public and stakeholders
• Chief Directorate: Legal Services– Responsible for the provision of effective legal support to maximize
the Department’s pursuance of its mandate • Directorate: Administration
– Responsible for the provision of a safe and secure physical environment and appropriate logistical support
5. BRANCH FINANCIAL PERFORMANCE (2011/12)
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5.1 Budget expenditure (1 April 2012 – 31 March 2012)
Branch total budget allocation = R378,4 million, of which 97% has been spent by 31 March 2012
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5.2 Expenditure (%)
5. BRANCH FINANCIAL PERFORMANCE (2011/12)
6. MTEF BUDGET ALLOCATION
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2012/13
(000)
2013/14
(000)
2014/15
(000)
DDG: Corporate Services 6 311 6 673 7 007
Human Resources 82 663 90 471 96 920
Learning Academy 53 682 60 472 65 421
Administration 64 513 71 024 82 581
Legal Services 15 518 16 243 17 055
Communication Services 26 299 27 728 29 114
Information Services 83 844 90 584 103 201
TOTAL 332 830 363 195 401 299
2012/13
(000)
2013/14
(000)
2014/15
(000)
Compensation of employees 153 317 161 515 169 590
Goods and services 130 968 150 023 177 330
Transfers and subsidies 14 575 15 314 16 080
Payments for capital assets 33 970 36 343 38 299
TOTAL 332 830 363 195 401 299
6.1 Budget Allocation Per Component 6.2 Budget Allocation Per Item
7. 2012/13 BUDGET HIGH LEVEL COST DRIVERS
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7.1 Budget Allocation Per Component
Item/Service Description) Total CostCD: Human Resources Employee Health and Wellness Project (OCSA) R8 000 000 Organisational Climate Survey R3 000 000 Competency assessments of OSD employees R4 000 000 Advertisement of vacancies R8 000 000 Microsoft platform migration project (MS server 2003/ 2008) R8 000 000 IT outsourcing contract R45 000 000 SITA Services (Mainframe, data lines, hosting and internet) R14 000 000 SITA help desk R7 000 000 Replacement of network core switches R5 000 000 Upgrade of the video conferencing systems R7 000 000 Cleaning contract for Head Office (7 facilities) R6 000 000 Provision of security services (7 facilities) R6 000 000 Installation of closed circuit television system for Head Office R5 000 000Total (Branch High level Procurement Expenditure) R126 000 000
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7.2 Expenditure Projection (%)
7. 2012/13 BUDGET HIGH LEVEL COST DRIVERS
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8. PROGRESS ON PERFORMANCE FOR 2011/128.1 Achievements
Signed Performance agreements: 99% performance agreements for 2011/12 signed for both MMS and SMS, from a lower base of 69% in 2010/11.
Competency assessments: 96% of MMS and SMS underwent competency assessment, with the purpose of identifying developmental gaps as per employee.
Filling of strategic posts: The posts of DG, CFO, Deputy CFO (WTE) and Chief Director Legal Services were filled, amongst other SMS positions.
Improved DWA bandwidth: Computer network speeds were improved two-fold, from 4 to 8 Mega bit per second (Mbps), with the goal of improving productivity of employees whose work requires interaction with networked computer.
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9. PRIORITY TARGETS FOR 2012/139.1 Recruitment and retention of Critical Skills
Appointed new Director for Recruitment and Selection Current vacancy rate is at 24.88% (1975 posts, out of 7937
total posts) Approximately 610 posts were advertised out of the 1975 Overall target for 2012/13 is vacancy rate of below 13%
Strategy for 2012/13 (target filling posts within 90 days):
1.Encourage a more hands on participation and contribution by line managers throughout the recruitment value chain.2.Weekly updates and monitoring of vacancy report.3.Advertise vacant positions within 30 days.4.Deploy staff retention interventions.
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9. PRIORITY TARGETS FOR 2012/139. 2 Placement of Graduate Trainees in DWA
378 GTs appointed since 2007. Currently 226 GTs in the programme (March 2012). Placement in all regional offices as well as national office with a DWA mentor. Actively involved with service delivery activities and projects (River Health Programme, Letsema, and others). Following Graduate Trainees were appointed into positions by 31March 2012:
Target for 2012 is to employ 50 graduate trainees.
Candidate Engineers 7
Candidate Engineering Technicians 17
Candidate Scientists 9
Permanent Posts 49
Total 82
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9. PRIORITY TAGERTS FOR 2012/139. 3 Finalisation and Awarding of the IT Outsourcing Contract
Current contract Expires 31 March 2013 Current project progress:
TASK STARTDATE END DATE
1. Preparation (Done) Mon 12/02/13 Mon 12/04/02
2. Tender Publication (Done) Thu 12/03/29 Mon 12/06/04 Finalize vendor briefing
presentation Current Stage - Mon, 16 April
3. Tender Evaluation Mon 12/06/04 Mon 12/07/23
4. Due diligence and Tender Award Mon 12/07/23 Fri 12/08/31
5. Contract Finalization Mon 12/08/20 Fri 12/09/21
6. Sign off project Thu 12/09/06 Mon 12/10/01
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Outcome Oriented Goal 2: To promote Sustainable and Equitable Water Resources Management Strategic Objective 2.6: To improve water use efficiencyOutput Performance
indicatorBaseline Information
Annual target 2012/13
Quarterly targetsQ1 Q2 Q3 Q4
Stakeholder awareness campaigns to promote sustainable use of water
Number of public awareness campaigns and stakeholder engagement initiatives
5 public awareness campaigns and stakeholder engagement initiatives
5 public awareness campaigns and stakeholder engagement initiatives
1 public awareness campaign and stakeholder engagement initiatives
1 public awareness campaign and stakeholder engagement initiatives
1 public awareness campaign and stakeholder engagement initiatives
2 public awareness campaigns and stakeholder engagement initiatives
Number of media statements
40 media statements
40 media statements
10 media statements
10 media statements
10 media statements
10 media statements
Number of radio and television broadcast advertisements
4 radio adverts and 2 television broadcast advertisements
6 radio adverts and 3 television broadcast advertisements
2 radio advertisements
1 radio advertisement and 1 television advertisement
1 radio adverts and 1 television advert
2 radio adverts and 1 television advert
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Outcome Oriented Goal 2: To promote Sustainable and Equitable Water Resources Management Strategic Objective 2.6: To improve water use efficiencyOutput Performance
indicatorBaseline Information
Annual target 2012/13
Quarterly targetsQ1 Q2 Q3 Q4
Stakeholder awareness campaigns to promote sustainable use of water
Number of joint public awareness campaigns with other government departments and water sector partners
5 joint campaigns per annum
5 joint campaigns per annum
2 joint campaigns held and report submitted
1 joint campaign held and report submitted
1 joint campaign held and report submitted
1 joint campaign held and report submitted
Number of television episodes on water awareness
12 Television episodes on water awareness
24 television episodes on water awareness
6 television episodes on water awareness
6 television episodes on water awareness
6 television episodes on water awareness
6 television episodes on water awareness
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Outcome Oriented Goal 2: To promote Sustainable and Equitable Water Resources Management Strategic Objective 2.6: To improve water use efficiencyOutput Performance
indicatorBaseline Information
Annual target 2012/13
Quarterly targetsQ1 Q2 Q3 Q4
Stakeholder awareness campaigns to promote sustainable use of water
Number of water awareness road shows
9 water awareness road shows
9 water awareness road shows
3 water awareness road shows
2 water awareness road shows
2 water awareness road shows
2 water awareness road shows
Number of Water themed awareness exhibitions
4 Water themed awareness exhibitions
8 exhibitions 2 exhibitions
2 exhibitions
2 exhibitions 2 exhibitions
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Outcome 6: Build capacity to deliver quality servicesStrategic Objective: To ensure effective organizational performance and leadershipOutput Performance
IndicatorBaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q4
Efficient performance management system
% of employees’ training interventions conducted in line with Workplace Skills Plan
65% of employees’ training interventions conducted in line with Workplace Skills Plan
80% of employees’ training interventions conducted in line with Workplace Skills Plan
20% of employees’ training interventions conducted in line with Workplace [1]Skills Plan
55% of employees’ training interventions conducted in line with Workplace [1]Skills Plan
70% of employees’ training interventions conducted in line with Workplace [1]Skills Plan
80% of employees’ training interventions conducted in line with Workplace [1]Skills Plan
% of signed performance agreements aligned to business plan
99% signed performance agreements aligned to business plans
100% signed performance agreements aligned to business plans
100% signed performance agreements aligned to business plans
- - -
Reduced Vacancy rate
% annual average vacancy rate
14% annual average vacancy rate
13% annual average vacancy rate
19%annual average vacancy rate
17%Annual average vacancy rate
15% annual average vacancy rate
13% annual average vacancy rate
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Outcome 6: Build capacity to deliver quality servicesStrategic Objective: To ensure effective organizational performance and leadershipOutput Performance
IndicatorBaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q4
Graduate Trainees developed through the learning academy
Number of new graduate added to the trainee development programme
50 graduate trainees admitted to the trainee development programme
50 new graduates admitted to the trainee development programme
- - - 50 new graduates admitted to the trainee development programme
Number of graduate trainees placed into candidate positions or permanent positions
50 graduate trainees placed into candidate positions or permanent positions
35 graduate trainees placed into candidate positions or permanent positions
5 graduate trainees placed into candidate positions or permanent positions
15 graduate trainees placed into candidate positions or permanent positions
10 graduate trainees placed into candidate positions or permanent positions
5 graduate trainees placed into candidate positions or permanent positions
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Outcome 6: Build capacity to deliver quality servicesStrategic Objective: To ensure effective organizational performance and leadershipOutput Performance
IndicatorBaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q4
Recognition of Prior Learning (RPL) Programme fully Implemented
RPL approved and Implemented in 5 regions
Nil RPL approved and Implemented in Limpopo, Mpumalanga, Northwest, Northern Cape, and Eastern Cape
Report on assessment of current vocational levels submitted to Top Management
RPL plan submitted to DG for approval
Implemented in Northwest, Northern Cape, and Eastern Cape
Implemented in Limpopo, Mpumalanga,
DWA Learning Centre Established
DWA Learning Centre Structure and programmes Approved
NIL DWA Learning Centre Structure and programmes Approved
Proposal for DWA Learning Centre submitted for approval
- DWA Learning Centre Structure and programmes submitted for approval
-
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Outcome 6: Build capacity to deliver quality servicesStrategic Objective: To ensure effective organizational performance and leadershipOutput Performance
IndicatorBaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q4
Vetted procurement contracts, corporate and international agreements (More than R500 000)
% of procurement contracts, corporate and international agreements vetted
40% of procurement contracts, corporate and international agreement vetted
100% of procurement contracts, corporate and international agreements vetted
100% of procurement contracts, corporate and international agreements vetted
100% of procurement contracts, corporate and international agreements vetted
100% of procurement contracts, corporate and international agreements vetted
100% of procurement contracts, corporate and international agreements vetted
Litigation Matters Managed According to Applicable Service Delivery Standards
Percentage of litigation matters managed as per service delivery standards and court rules
100% of all litigation managed as per service delivery standards and court rules
100% of all litigation managed as per service delivery standards and court rules
100% of all litigation managed as per service delivery standards and court rules
100%of all litigation managed as per service delivery standards and court rules
100%of all litigation managed as per service delivery standards and court rules
100%of all litigation managed as per service delivery standards and court rules
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Outcome 6: Build capacity to deliver quality servicesStrategic Objective: To ensure effective organizational performance and leadershipOutput Perform
anceIndicator
BaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q4
Legal opinion provided
Turnaround time for non-complex matters
20 days turnaround time for complex matters
15 days turnaround time for complex matters
15 days turnaround time for complex matters
15 days turnaround time for complex matters
15 days turnaround time for complex matters
15 days turnaround time for complex matters
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Outcome Oriented Goal 6: Build capacity to deliver Quality Services Strategic Objective 6.2: To ensure transformed socio-economic participation Output Performance
indicatorBaselineInformation
Annual target 2012/13
Quarterly targetsQ1 Q2 Q3 Q4
Employment equity regarding people with disabilities and women
Percentage of women
employed
38% of women employed
50% of women employed
40 % of women employed
43% of women employed
48% of women employed
50% of women employed
Percentage of persons with disabilities (PWD) employed
0.16% of people with disabilities employed
2% people with disabilities employed
1% people with disabilities employed
1,5% people with disabilities employed
2% people with disabilities employed
2% people with disabilities employed
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Priority 6: Build capacity to deliver quality servicesStrategic Objective: To ensure availability of optimum information technology infrastructure Output Performance
IndicatorBaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q4
Improve network systems response time
Number of edge network switches replaced
2 edge network switches replaced
70 edge network switches replaced
Terms of reference to appoint a service provider Approved
Service Provider/Supplier appointed by
70 obsolete edge network switches replaced
-
Number of core network switches procured and installed
1 core network switch procured and installed
2 core network switches procured and installed
- Terms of reference to appoint a service provider Approved
Service Provider/Supplier appointed by
2 core network switches procured and installed
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Priority 6: Build capacity to deliver quality servicesStrategic Objective: To ensure availability of optimum information technology infrastructure Output Performance
IndicatorBaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q
4
Improve network systems response time
Number of WAN application optimization tools acquired and installed.
0 WAN application optimization tools acquired and installed.
2 WAN application optimization tools acquired and installed.
Terms of reference to appoint a service provider Approved
Service Provider/Supplier appointed by
2 WAN application optimization tools acquired and installed.
Amount of bandwidth capacity upgraded (added to current level)
8 Mbps bandwidth
2 Mbps capacity upgraded(added to current level up to 10 Mbps)
Request to upgrade bandwidth submitted to SITA
- 2 Mbps bandwidth capacity upgraded (added to current level)
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Priority 6: Build capacity to deliver quality servicesStrategic Objective: To ensure availability of optimum information technology infrastructure Output Performance
IndicatorBaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q4
Improve network systems response time
Information systems management/governance tool implemented
0 Information systems management/governance tool implemented
Information systems management/governance tool implemented
Benchmark report finalized
- Information systems management/governance tool implemented
-
Archiving solution implemented
0 archiving solution implemented
1 archiving solution implemented
Archiving solution design finalized
Required software and hardware procured
1 archiving solution implemented
-
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Priority 6: Build capacity to deliver quality servicesStrategic Objective: To improve the physical working environmentOutput Performance
IndicatorBaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q4
Improved and Secure Office Accommodation to Create a Positive working Environment
Number of officials to be relocated to Ndinaye building
Nil 500 officials to be relocated to Ndinaye building
- 250 officials to be relocated to Ndinaye building
250 officials to be relocated to Ndinaye building
-
Number of officials to be relocated to Waterbron building
Nil 271 officials to be relocated to Waterbron building
74 officials to be relocated to Waterbron building
54 officials to be relocated to Waterbron building
75 officials to be relocated to Waterbron building
68 officials to be relocated to Waterbron building
Number of safety and security awareness campaigns conducted
70 Safety & Security awareness campaigns conducted
70 Safety & Security awareness campaigns conducted
15 Safety & Security awareness campaigns conducted
20 Safety & Security awareness campaigns conducted
20 Safety & Security awareness campaigns conducted
15 Safety & Security awareness campaigns conducted
10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13
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Strategic Priority 6: Build capacity to deliver quality servicesStrategic Objective: To improve the physical working environmentOutput Performance
IndicatorBaselineInfo
10/11Target
MilestonesQ 1 Q 2 Q 3 Q4
Improved and Secure Office Accommodation to Create a Positive working Environment
Number of Completed vetting awareness Workshops
15 Vetting awareness workshops completed
20 Vetting awareness workshops to be conducted
5 Vetting awareness workshops to be conducted
5 Vetting awareness workshops to be conducted
5 Vetting awareness workshops to be conducted
5 Vetting awareness workshops to be conducted
Number video conference systems upgraded
0 video conference systems upgraded
2 video conference systems upgraded (S1041 and G18)
- 1 video conference system upgraded (S1041)
1 video conference system upgraded (G18)
-
11. CHALLENGES AND SOLUTIONS
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Indicator Business Challenges Mitigation % annual average
vacancy rate Adhoc creation of
posts Reinstatement of abolished posts and high staff turnover
As indicated in slide number 12
Implementation of Resolution 3 on OSD job categories
Lack of understanding of the OSD
DPSA to come in as a partner to address Senior Managers and staff on OSD.
THANK YOU
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ANNEXURES
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FILLED AND VACANT POSTS REPORT
PERIOD: 1 OCTOBER 2011 – 31 MARCH 2012
BRANCH MONTH ESTAB. FILLED REINSTATED NO. OF VAC APPTS EXITS % VAC
CS MARCH 749 617 0 132 1 0 17.62
FEBRUARY 749 619 0 130 1 0 17.36
JANUARY 749 602 2 147 1 0 19.63
DECEMBER 747 609 0 138 0 4 18.47
NOVEMBER 749 643 0 106 0 1 14.15
OCTOBER 747 646 1 101 1 3 13.52
FINANCE MARCH 494 331 0 163 2 8 33
FEBRUARY 494 324 0 170 2 1 34.41
JANUARY 494 320 0 174 1 2 35.22
DECEMBER 492 321 0 171 2 1 34.76
NOVEMBER 494 321 0 173 4 4 35.02
OCTOBER 486 318 0 168 3 0 34.57
IWC MARCH 39 29 0 10 0 0 25.64
FEBRUARY 39 30 0 9 0 1 24.32
JANUARY 37 31 0 8 0 1 21.62
DECEMBER 37 31 0 8 0 0 21.62
NOVEMBER 37 31 0 8 0 0 21.62
OCTOBER 37 31 0 8 2 0 21.62
BRANCH MONTH ESTAB. FILLED REINSTATED NO. OF VAC APPTS EXITS % VAC
MIN/DG/COO/IA MARCH 190 126 0 64 0 0 33.68
FEBRUARY 188 123 0 65 0 0 34.57
JANUARY 183 122 1 61 0 0 33.33
DECEMBER 184 122 0 62 1 2 33.7
NOVEMBER 183 121 0 62 0 0 33.88
OCTOBER 182 121 1 61 0 0 33.52
NWRI MARCH 2496 1913 5 583 2 12 23.36
FEBRUARY 2488 1925 0 563 0 30 22.63
JANUARY 2471 1950 0 521 0 6 21.08
DECEMBER 2473 1964 0 509 0 11 20.58
NOVEMBER 2475 1975 42 500 1 8 20.2
OCTOBER 2429 1979 0 450 7 16 18.53
BRANCH MONTH ESTAB. FILLED REINSTATED NO. OF VAC APPTS EXITS % VAC
P&R MARCH 781 485 0 296 3 2 37.9
FEBRUARY 776 492 0 284 0 2 36.6
JANUARY 774 491 0 283 1 2 36.56
DECEMBER 770 493 0 277 0 3 35.97
NOVEMBER 773 496 6 277 1 4 35.83
OCTOBER 767 499 4 268 3 2 34.94
REGIONS MARCH 3188 2461 85 727 26 30 22.8
FEBRUARY 3098 2462 4 636 10 10 20.53
JANUARY 3112 2463 32 649 13 27 20.85
DECEMBER 3072 2461 0 611 11 24 19.89
NOVEMBER 3081 2463 4 618 10 15 20.06
OCTOBER 3024 2469 6 555 24 30 18.35
1
STATUS OF ADVERTISED POSTSAS AT 31 MARCH 2012
STATUS ON ADVERTISED POSTS
BranchVacancies as at March
2012 Advertised PostsFilled Posts after advert
Corporate Services 132 36 1
Min/DG/COO/IA 64 4 3
International Relations 10 5 0
Finance 163 74 2
NWRI (CO,EO,NO) 583 123 0
P & R 296 142 0
Region: Western Cape102 27 19
Status Continued …….
Branch Vacancies as at March Advertised Posts
Remaining Posts to be filled after advert
Region: Free State 26 26 7
Region : KZN 72 12 0
Region : Eastern Cape 91 38 7
Region : Gauteng 64 24 13
Region : Northern Cape 44 13 2
Region : North West 53 18 9
Region : Nelspruit 63 7 6
Region : Limpopo 179 14 10
Region: Head Office 33 9 0
Total 1975 610 83
Status on advertised SMS postsTotal number of Vacant SMS Posts 61
Total number of SMS posts advertised: 46
Total number of SMS Post still to be advertised 15
Total number of posts filled: 3
Total number of Short- listing still to be done/re-done 6
Total number of short- listing still to be approved 7
Total number of posts at interviews to be arranged 12
Total number of posts recently approved for filling 4
Advertised Posts Starting date
Chief Director: Legal Services 01 January 2012
Chief Director: Water Ecosystems 01 March 2012
Programme Manager Water Services Regional Bulk Infrastructure 01 March 2012
Director Water Services Policy and Strategy 01 May 2012
Director Planning , Recruitment and Selection 01 April 2012
Director Operational Support 01 April 2012
Director Official Development Assistance 01 May 2012
POSTS FINALIZED FOR FILLING
PERFORMANCE MANAGEMENT REPORT
MODERATION RESULTS
LEVEL 1 -14
PERFORMANCE PERIOD: 2010/2011
Directorate: Human Resource Development
DWA Distribution Curve 2010/2011:LEVEL 1-14
TOTAL NO. 0-69% 70-99% 100-114% 115-129% 130-149% 150-167%
4856 0 61 2884 1379 468 64
Summary of Performance Rewards
LEVEL MERITS AWARDED
PAY PROG POOR PERFORMERS
L1 - 12 39% 59% 1%
L13 24% 68% 0%
L14 4% 83% 0%
Budget Implications 2010/2011 TOTAL 1.5%
BUDGET AMOUNT
1.5% BUDGET TOTAL MERITS PAID
SURPLUS
MAIN ACCOUNT R 17,609,000
SMS R 1,842,849 R 851,012 R 991,837
NON-SMS R 15,766,151 R 13,331,655 R 2,434,496
WATER TRADING ENTITY R 16,311,744
SMS R 128,362 R 105,127 R 23,234
NON-SMS R 16,183,382 R 12,767,530 R 3,415,853
TOTAL: R 33,920,744 R 33,920,744 R 27,055,324 R 6,865,420
IMPLEMENTATION OF THE OCCUPATION SPECIFIC DISPENSATION (OSD)
FOR ENGINEERS AND RELATED PROFESSIONS
IMPLEMENTATION OF OSD IN WATER AFFAIRS
The aim of the Occupation Specific Dispensation is to improve ability to attract and retain skilled employees. It entails the development and implementation of tailor made remuneration dispensations for occupational categories.
The following occupations of Engineering and related professionals were translated to the OSD :
IMPLEMENTATION OF OSD IN WATER AFFAIRS• Surveyors
• GIS Professionals
• Scientists
• Artisans
• Technicians (Engineering, Scientific, GIS and Survey)
• Engineering Technologists
• Engineers
• Construction Project Managers
• Environmental Officers
TRANSLATION OF EMPLOYEES TO THE OSD
Translation for all categories except Artisans were done in three phases namely :
1st PhaseMinimum translation from the current post as at 30 June 2009, to the appropriate post and salary grade, as contained in applicable DPSA annexure(s)2nd PhaseMinimum translation from the current post as at 30 June 2010, to the appropriate post and salary grade as contained in applicable annexure(s)3rd Phase Re-calculation of relevant experience obtained by an employee who occupies a post on production level after obtaining the relevant qualification and complying with the relevant registration requirement as at 30 June 2011. The experience will be calculated and implemented with effect from 1 July 2011.
TRANSLATION OF EMPLOYEES TO THE OSD
ARTISANS
1st PhaseMinimum translation from the current post as at 30 June 2009, to the appropriate post and salary grade, as contained in the relevant annexure.
2nd PhaseRe-calculation of relevant experience obtained by an employee who occupies a post on production level after obtaining the relevant qualification and complying with the relevant registration requirement, as at 30 June 2011. The experience will be recalculated and implemented with effect from 1 July 2011.
TRANSLATION OF EMPLOYEES TO THE OSDPhase I and Phase II of the OSD implementation in the Department has been completed.
Number of employees translated in Phase I :
OCCUPATIONAL GROUP DESCRIPTION FEMALE MALE Grand
Total
ARTISAN AND SUPPORT PERSONNEL 1 135 136
ENGINEERING RELATED AND SUPPORT PERSONNEL 67 243 310
NATURAL SCIENCES RELATED 147 164 311
Grand Total 215 542 757
TRANSLATION OF EMPLOYEES TO THE OSD
Number of employees translated to Phase II :
Phase III of the OSD is currently being finalised.
OCCUPATIONAL GROUP DESCRIPTION FEMALE MALE Grand Total
ARTISAN AND SUPPORT PERSONNEL 1 115 116
ENGINEERING RELATED AND SUPPORT PERSONNEL 69 272 341
NATURAL SCIENCES RELATED 169 181 350
Grand Total 239 568 807
The DWA Learning Academy
DWA initiative
• Department of Water Affairs, as sector leader, took the lead to ensure sufficient scarce skills and competencies in the short, medium and long term through the introduction of the Learning Academy in 2007
• The Learning Academy is a skills development initiative aligned with the Accelerated and Shared Growth Initiative of South Africa (ASGI-SA) and its associated skills development drive, the Joint Initiative for Priority Skills Acquisition (JIPSA), National Human Resources Development Strategy for South Africa (NHRD-SA)
Objectives of the Learning Academy
• Address skills gaps in overall water supply value chain• Plan and build capacity for immediate, medium, and long term
needs of DWA (and the broader water sector)• To offer workplace exposure and develop unemployed youth
with < 3yr work experience• To contribute to life-long learning initiatives• To support the department’s Employment Equity policy• To support National Government’s job creation initiative• To foster a culture of knowledge transfer• To support the priorities identified by the ASGI-SA and the
JIPSA and the new National Human Resources Development Strategy for South Africa
Focus and approach
• Primary focus – address internal needs of DWA in context of being a skills pool for entry level vacant post within the department
• Secondary focus – national water sector needs (inclusive of provincial and local government and the private sector)
• Dual approach:– Academic component:
• External bursaries• In service/experiential training (Learner Interns)
– Professional development component: Graduate Trainees
Bursary Scheme
• Memorandum of understanding with universities • External bursars for full time studies only• Support all levels of studies (pre- to post-graduate)• Comprehensive bursary (class and registration fees,
accommodation, meals, book allowance, stipend)• Contract with financial obligation (join the LA on
completion of qualification)
Current status - Bursaries
• Signed MOU with 18 Institutes of Higher Learning (IHL) (UP, TUT, UL, UV, VUT, CUT, UFS, US, UCT, UWC, CPUT, NMMU, DUT, UZ, UKZN, UJ, WITS, WSU)
• 494 bursaries allocated since 2007• Maintaining 172 bursaries in 2012 of which 89 is new
bursary allocations• Disciplines supported: civil, mechanical, electrical
engineering; survey; geology; water care; geo-hydrology; GIS; environmental related qualifications; microbiology; biochemistry; chemistry; water resource management; hydrology
Statistical data - Bursaries
2007 2008 2009 2010 2011 2012 TOTAL %
MALE 65 35 53 43 43 52 291 59%
FEMALE 41 48 25 17 35 37 203 41%
BLACK 87 59 54 34 51 60 345 70%
COLOURED 3 5 3 16 8 8 43 9%
INDIAN 2 2 3 0 1 4 12 2%
WHITE 14 17 18 10 18 17 94 19%
ENGINEERING 42 31 34 33 42 49 231 47%
SCIENCE 48 36 25 22 32 35 198 40%
FORESTRY 16 15 19 0 0 0 50 10%
SURVEY 0 1 0 5 4 5 15 3%
TOTAL 106 83 78 60 78 89 494
Experiential Training – Learner Interns
• Practical exposure for our bursars as prescribed by Institute of Higher Learning in order to complete qualification
• Minimal classroom environment; pre-dominantly field work• For Engineering: accredited structured rotational exposure
and training programme supported by Engineering Council of SA (ECSA)
• For Scientists: internal structural training programmes• Continuous assessment; DWA moderation committee
(MODCOM)
Current status – Learner Interns
• 126 Learner Interns (LI) supported and have completed training programme and qualifications since 2007
• 24 new Learner Interns for 2012• Three sites: Roodeplaat Training Centre; Boschkop
Training Centre; and Levubu construction site• Civil, mechanical, electrical engineering; surveying;
environmental management supported
Statistical data – Learner Interns
2007 2008 2009 2010 2011 2012 TOTAL
MALE 10 23 16 16 16 18 99 66%
FEMALE 6 11 12 10 6 6 51 34%
BLACK 15 29 25 25 17 21 132 88%
COLOURED 0 0 0 0 3 0 3 2%
INDIAN 0 2 0 1 0 1 4 3%
WHITE 1 3 3 0 2 2 11 7%
ENGINEERING 11 24 20 23 17 20 115 77%
SCIENCE 1 4 0 0 0 0 5 3%
FORESTRY 3 6 7 0 0 0 16 11%
SURVEY 1 0 1 3 5 4 14 9%
TOTAL 16 34 28 26 22 24 150
Professional Development – Graduate Trainee
• DWA bursars are the feeding source into the Learning Academy
• Fully qualified (diploma or degree; under- and post-graduate)• Appointed on 3 (scientific) to 5 (engineering) years contract
(salary and in lieu of benefits)• Placed with dedicated mentor within line function• Engineering: Engineering Council of South Africa (ECSA)
accredited structured workplace exposure in order to get professional registration
• Scientific: exposure programmes for sciences based on information supplied by South African Council for Natural Science Professions (SACNSP)
• Survey: programme developed in consultation with PLATO
Professional Development – Graduate Trainee
• All Graduate Trainees has on the job training; involved with real time projects (hands on approach)
• Formal workplan and PDP for all graduate trainees• Logbooks with continuous assessment; DWA MODCOM – for
monitoring and evaluation of progress• Encourage further skilling and knowledge acquirement (technical
skills; soft skills; social skills) through various training interventions• Further qualifications (post grad) through internal bursaries• Professional registration with SACNSP, ECSA, and PLATO• Encourage membership and active involvement with professional
bodies
Current status – Graduate Trainees• 378 GTs appointed since 2007• Currently 226 GTs in the programme (March 2012)• Placement in all regional offices as well as national office with a DWA
mentor• Actively involved with service delivery activities and projects (River Health
Programme, Letsema, and others)• Success with professional registration in line with OSD requirements:
– 28 Certified Natural Scientists– 3 Professional Scientists – 14 Candidate Scientists– 1 Surveying Technician – 35 Candidate Engineering Technicians – 15 Candidate Engineers
Statistical data – Graduate Trainees
2007 2008 2009 2010 2011 2012 TOTAL
MALE 49 28 40 38 35 30 220 59%
FEMALE 24 32 31 30 16 25 158 41%
BLACK 66 53 65 55 39 44 322 86%
COLOURED 4 1 2 5 10 1 23 6%
INDIAN 3 2 3 2 0 0 10 2%
WHITE 0 3 2 6 2 10 23 6%
ENGINEERING 42 11 31 35 25 26 170 45%
SCIENCE 16 39 39 30 24 26 174 46%
FORESTRY 15 9 2 3 0 0 29 8%
SURVEY 0 0 0 0 2 3 5 1%
TOTAL 73 59 72 68 51 55 378
Graduate Trainee placement within DWA
REGION ENGINEER SCIENCE MALE FEMALE BLACK COLOURED INDIAN WHITE
EC (17) 10 7 8 9 6 1 0 0
FS (11) 8 3 9 2 11 0 0 0
GAUTENG (4) 1 3 2 2 4 0 0 0
KZN (34) 24 10 22 12 28 0 4 2
LIMPOPO (21) 5 16 11 10 21 0 0 0
MP (9) 1 8 4 5 9 0 0 0
NW (2) 2 0 1 1 1 1 0 0
NC (6) 3 3 5 1 3 3 0 0
PRETORIA (94) 48 43 53 38 75 0 3 13
WC (28) 9 19 18 10 14 11 0 3
TOTALS 111 115 133 93 185 16 7 18
Graduate Trainee appointed successfully in DWA
• GTs that has shown significant progress and completed training schedules are considered for posts within DWA
• The following appointments has been affected by March 2012:
Candidate Engineers 7
Candidate Engineering Technicians 17
Candidate Scientists 9
Permanent Posts 49
Total 82
TASK ACTIVITY STARTDATE END DATE
1. Preparation Mon 12/02/13 Mon 12/04/02
Done
Legal Services review of MSA of the RFB Done
Supply Chain review of Mandatory gates of RFB Done
Develop Risk Management Plan Done
Treasury Notification Done
SITA Notification Done
Consolidate and finalize RFB documents Done
DBAC approval to go on tender Done
Finalize RFB advert document Done
2. Tender Publication Thu 12/03/29 Mon 12/06/04
Current Stage Publish bid (tender bulletin, print media and internet)
Next Activity: Finalize vendor briefing presentation Mon, 16 April
3. Tender Evaluation Mon 12/06/04 Mon 12/07/23
4. Due diligence and Tender Award Mon 12/07/23 Fri 12/08/31
5. Contract Finalization Mon 12/08/20 Fri 12/09/21
6. Sign off project Thu 12/09/06 Mon 12/10/01
UPDATE ON IT OUSOURCING