Department's Skills Retention Strategy: briefing

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Meeting report

PUBLIC SERVICE AND ADMINISTRATION PORTFOLIO COMMITTEE
10 September 2004
DEPARTMENT'S SKILLS RETENTION STRATEGY: BRIEFING


Chairperson: Mr B Mthembu (ANC)(Acting Chair)

Document handed out:
Department PowerPoint Presentation on Recruitment and Retention of Employees with Scarce Skills in the Public Service

SUMMARY
The Department's Remuneration and Conditions of Service Unit briefed the Committee on its strategies in retaining those skills that had been declared scarce. The ensuing discussion covered the following issues:
- the process of identifying sectors for declaration as scarce skills.
- the importance of developing our own professionals in those areas which have been declared as scarce skills.
- that partnership with high schools should also be entered into with special high schools for the disabled and that process should begin at an earlier grades and not necessarily at Grade 12 level.
- strategies to ensure that government does becomes an employment of choice and not of convenience.
- an establishment of a public service academy

MINUTES
The Committee Clerk asked members to nominate a chair in the absence of the permanent Committee Chair. Mr R Baloyi (ANC) nominated Mr B Mthembu (ANC), who was thereafter unanimously accepted as the Acting Chair.

Department Skills Retention Strategy briefing
The Department delegation consisted of Ms B Rankin, Senior Manager, Remuneration and Conditions of Service and Ms N Mawela, Manager: Remuneration Policy. Ms Rankin said the presentation covered compensation related mechanisms and interventions, including those relating to skills retention. Ms Mawela, then took the Committee through the document, noting that Government's recruitment and retention of scarce skills problems had suffered from the legacy of inequitable education systems. The Department had undertaken research that had identified that the State should better portray itself as an 'employer of choice' and balance supply and demand.

Discussion
Mr M Waters (DA) asked what processes were used to identify 'scarce skills' and how long this process took.

Ms Rankin responded that the process was clearly structured in the relevant departments' Acts, especially those that regulated the employment of personnel. For an example, the Act that regulated the employment of police would require the Ministry of Safety and Security to identify relevant scarce skills. This Minister would then refer the strategy to the Minister of Public Service and Administration for approval.

Mr Waters (DA) asked the Department to provide the Committee with other scarce skills sectors, apart from the health fraternity.

Ms Rankin responded that various departments offered scarce skills, including the Departments of Education, Safety and Security.

Mr Waters (DA) asked what strategies have been developed to encourage people that there were career opportunities in the public service regardless of race, and based on skills and expertise.

Ms Rankin noted that government has prioritised affirmative action and employment equity as part of its programme.

Ms H Mgabadeli (ANC) proposed that strategies be developed to develop the country's own professionals, taking into account its historic background regarding scarce skills.

Ms Rankin noted that this was why they had intended to involve schools and institutions of higher learning. She defended their programme, noting that as staff had services to deliver, it was important that they emphasise skilled recruitment and retention.

Ms W Newhoudt-Drunchen (ANC) welcomed the Department's decision to enter into partnership with high schools. She asked whether this initiative would also involve special high schools catering for people with disabilities.

Ms Rankin, noting that they would have to produce each department's strategy on this point , asked that the matter to be deferred to a later date where a written response would be provided.

Ms Mgabadeli (ANC) proposed that the envisaged partnership between government and schools should be initiated from early grades, and not just from Grade 12. Ms Rankin noted the point.

Mr N Gcwabaza (ANC) asked whether the 1998 and 2002 redeployment resolutions had assisted the Department in moving people to those areas usually considered difficult recruitment.

Ms Mawela responded that although these two resolutions had assisted in certain situations, some basic work had to be done prior to redeployment in these areas. They had to develop a support system to assist the process of redeployment.

Mr Gcwabaza (ANC) asked what strategies were in place to ensure that the State became an 'employer of choice'.

Ms Rankin responded that there were programmes for promoting professionals, especially on the Senior Management Services level. These programmes would ensure that people would enter the public service with wise motivations. She undertook to provide the Committee with a detailed report on this.

The Chair particularly welcomed the public service academy that would be established soon.

The meeting was adjourned.

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