corporate services s mahlangu portfolio committee: water and environmental affairs

CORPORATE SERVICES

S MAHLANGU

Portfolio Committee: Water and Environmental Affairs

1. PURPOSE OF BRANCH

2

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

3

3. BRANCH COMPONENTS

4

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)

6

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

7

5.2 Expenditure (%)

5. BRANCH FINANCIAL PERFORMANCE (2011/12)

6. MTEF BUDGET ALLOCATION

8

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

9

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

10

7.2 Expenditure Projection (%)

7. 2012/13 BUDGET HIGH LEVEL COST DRIVERS

11

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.

12

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.

13

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

14

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

15

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


1 public awareness campaign 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


16






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



Number of television episodes on water awareness

12 Television episodes on water awareness

24 television episodes on water awareness






17






Number of water awareness road shows

9 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


18

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




% of signed performance agreements aligned to business plan

99% signed performance agreements aligned to business plans



- - -

Reduced Vacancy rate

% annual average vacancy rate

14% annual average vacancy rate


19%annual average vacancy rate

17%Annual average vacancy rate




19



10/11Target


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







20



10/11Target


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

-


21



10/11Target


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





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




22

Strategic Outcome 6: Build capacity to deliver quality servicesStrategic Objective: To ensure effective organizational performance and leadershipOutput Perform

anceIndicator

BaselineInfo

10/11Target


Legal opinion provided

Turnaround time for non-complex matters

20 days turnaround time for complex matters







23

Strategic Outcome Oriented Goal 6: Build capacity to deliver Quality Services Strategic Objective 6.2: To ensure transformed socio-economic participation Output Performance

indicatorBaselineInformation



Employment equity regarding people with disabilities and women

Percentage of women

employed

38% of women employed


40 % of women employed




Percentage of persons with disabilities (PWD) employed

0.16% of people with disabilities employed

2% people with disabilities employed


1,5% people with disabilities employed




24

Strategic Priority 6: Build capacity to deliver quality servicesStrategic Objective: To ensure availability of optimum information technology infrastructure Output Performance


10/11Target


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


2 core network switches procured and installed


25



10/11Target

MilestonesQ 1 Q 2 Q 3 Q

4


Number of WAN application optimization tools acquired and installed.

0 WAN application optimization tools acquired and installed.


Terms of reference to appoint a service provider Approved



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)


26



10/11Target



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


Archiving solution design finalized

Required software and hardware procured


-


27

Strategic Priority 6: Build capacity to deliver quality servicesStrategic Objective: To improve the physical working environmentOutput Performance


10/11Target


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




Number of safety and security awareness campaigns conducted

70 Safety & Security awareness campaigns conducted







28

Strategic Priority 6: Build capacity to deliver quality servicesStrategic Objective: To improve the physical working environmentOutput Performance


10/11Target


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





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

29

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

30

ANNEXURES

32

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


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


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.


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


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

corporate services s mahlangu portfolio committee: water and environmental affairs

Documents

corporate services branch

branch total budget

purpose of branch

branch structure

budget expenditure

branch financial performance

core support services

mtef budget allocation