Recruitment Strategies for the Public Service: briefings
Public Service and Administration
13 June 2006
Meeting Summary
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Meeting report
PUBLIC SERVICE AND ADMINISTRATION PORTFOLIO COMMITTEE
13 June 2006
RECRUITMENT STRATEGIES FOR THE PUBLIC SERVICE: BRIEFINGS
Chairperson: Mr P Gomomo (ANC)
Documents handed out:
Recruitment
strategy in the Public Service (PowerPoint Presentation)
Briefing on
recruitment tool for Principals & Senior Management Teams
Briefing on
Recruitment Tool for the Principals (PowerPoint Presentation)
Public Service
Commission Selection Toolkit (PowerPoint Presentation)
A toolkit on Recruitment & Selection Booklet
Employment of
Foreign Nationals (PowerPoint Presentation)
Policy on
Employment of Foreign Nationals and Secondment or Exchange of Public Service
Act - Employees and Foreign Nationals
SUMMARY
The Department of Public Service and Administration, Public Service
Commission and the National Department of Education briefed the Committee on
recruitment strategies, selection and recruitment of foreign nationals, school
principals and heads of departments and recruitment for public servants
broadly. The Committee raised concerns around the lack of quality education to
enable South Africans to secure better jobs with the necessary skills.
MINUTES
Briefing by the Department of Public Service and Administration (DPSA)
DPSA Chief Director, Mr Sipho Ntombela; Director, Dr Irene Mpolweni and
Deputy Director, Mr F Pelser, briefed the Committee on the Department’s
recruitment strategy.
The presentation indicated that the Human Resources Recruitment strategy was
informed by the intention to find the right people, with the right skills, at
the right time, for the right place within the organisation or public service.
The presentation dealt with what constituted a Human Resources Recruitment
strategy and the legislative framework. It also dealt with the time frame in
which casual employees may be appointed, which was no longer than twelve
months; the process of advertising posts and specific measures for senior
management posts and other posts.
The recruitment strategies or initiatives that the Department had embarked on
included the following: policy on the Employment of Foreign nationals,
internships, learnerships, mentorship, a sustainable pool of middle managers,
training and development programmes and bursary and scholarship programmes,
provision of ICT Assistive Devices for employees with disabilities, recruitment
constraints, HR planning which included retention strategies, maintenance and
HR development, challenges to some of these strategies and scarce skills.
Discussion
Mr R Baloyi (ANC) asked what some of the constraints that faced the DPSA
were. Was there any plan in place to manage acknowledged constraints?
Dr Mpolweni concurred that the issue of capacity remained one of the
constraints in addressing the Department’s challenges. The HR project helped
the Department to see the importance of aligning objectives with the broader
plans of the Department to ensure that when recruitment was done, there was an
understanding of the gaps that needed to be filled. The HR project had reached
its completion, which would allow for implementation and roll out of the
plan. Another challenge was on
integrating recruitment selection with training and development to fast track
service delivery .She acknowledged that there was a lot of work that still remained
undone.
Ms H Mgabadeli (ANC) was concerned that some of the concepts used might not
take into consideration the fact that South Africa was still a developing
country and was in the process of redressing the imbalances of the past. She
indicated that the kind of education that was offered in South Africa needed to
be re-looked at to see whether or not it would be able to address the
challenges. She added that forms of assessment needed to be monitored from as
early as pre-primary school.
Dr Mpolweni said that the Department was engaged in meetings with various
stakeholders to see how the past imbalances around education and scarce skills
could be redressed. Through the internship programme, DPSA was providing work
place experience in various departments for students to be employable. The internship programme was intended to
provide work experience to unemployed graduates. The problems were mainly work
placement readiness and matching skills that were relevant and hence the move
by departments to offer internship programmes
Mr Baloyi suggested that there be a separate meeting that would address only
recruitment constraints as well as the question of scarce skills because those
seemed to be critical topics that came out from the presentation as well as the
discussion.
Members and the DPSA welcomed the proposal.
Mr I Julies (DA) asked what the Affirmative Action targets were in the DPSA.
Mr Ntombela responded that the Department hoped that by 2009 there would be 50%
females and 50% males at senior level. He said that the previous target was met
even though they were not satisfied with the pace at which that process
unfolded. Regarding people with disabilities the process was very slow at 0,
09%. The Department and Minister had designed a programme to assist in speeding
up the process. The programme would be launched during the Disability month in
November 2006.
Presentation by the National Department of Education (NDOE)
Dr Martin Prew and Mr Mavuso, NDOE Directors briefed the Committee on the
recruitment tool for principals indicating that the overall intention was to
improve schools through professionalising and improving the status and role of
principals. They referred to principals who could lead 21st century
South African schools. The presentation covered background that indicated that
good schools required effective leaders while schools themselves led social
change and promoted key societal values. The professional package for
principals included entry-level qualification for school principals,
professionalisation of recruitment and employment of principals and other
school managers and opportunities related to experience such as mentors and
assessors.
The following were some of the six areas of defined knowledge and skills
principals needed: leading and managing the learning school, shaping the
direction and development of the school, assuring quality and aecuring
accountability as well as working with and for the community.
The entry-level qualification for principals was an Advanced Certificate in
Education (ACE), which could be completed in two years part-time. Without the
ACE one could not become a principal.
Discussion
Mr Julies was bothered by the manner in which School Governing Bodies
(SGBs) were appointed. He felt that appointments were made of people who had
very little knowledge about issues and roles of principals and the education
system at large.
Dr Prew responded that there was an intention to provide clarity on governance
as well as teaching. The Department hoped to provide mobile programmes that
would involve members of the public who later become members of SGBs. The
intention was to make governance more attractive.
Ms H Mgabadeli (ANC) wished that parents received the same presentation made by
the Department. She said that would equip them better to understand critical
issues in the schooling system. She proposed that the Department be very
serious about Adult Based Education and training of members of SGBs. Ms
Mgabadeli commented that she would have been happier if the presentation dealt
directly with what constituted a good teacher, as it was evident that teachers
themselves did not comply with some of the teaching strategies put in place.
Dr Prew agreed with Ms Mgabadeli that there were instances where teachers made
it difficult to implement programmes.
Mr K Minnie (DA) asked which institution was going to administer and offer the
Advanced Certificate in Education (ACE) course for principals. He also queried
whether or not SGBs had a future role to play.
Dr Prew clarified that there was no intention to remove the role of SGBs, but
they hoped to professionalise it. The ACE would be delivered like any other
normal course, partly run by the National departments and fourteen tertiary
institutions.
Ms Mgabadeli wanted to know what had happened to the principals who were
appointed in the old apartheid regime based on their political affiliation. Did
the Department follow up on such principals? She also asked what had happened
to educational programmes such as READ. She commented that such programmes
contributed in producing quality students.
Dr Prew responded that the READ programme was still operational but only in
some provinces. He said that there was very little that the Department could do
about old order principals because there were no means to substantiate that those
principals were incorrectly appointed. He acknowledged that it was a very
complicated issue.
Ms Mgabadeli expressed her concern about the manner in which tenders were
offered. It was evident from the oversight visits made by the Committee to most
provinces that books were delivered late and as a consequence learners could
not perform well. She attributed the delay to incompetent companies that got
tenders to supply books. The Department needed to monitor such behaviour
because it impacted greatly on the quality of education that learners was
offered, which could have great implications for the problem of scarce skills.
Briefing by the Public Service Commission (PSC)
Ms Lebo Modiri, Director, briefed the Committee on the recruitment and
selection toolkit. According to the Public Service Regulations an executive
authority should assess the HR capacity to perform functions, with particular
reference to the number of employees required, their competencies and the
capacity in which those employees should be appointed. The presentation covered
the rationale for guidelines for Recruitment and Selection (R&S), its
importance and the rationale for a toolkit highlighting the shortcomings, which
included the fact that filling posts took exceptionally long while screening
and short-listing was flawed. Some of the reasons for a rationale for a tool
kit included the fact that selection committee members sometimes were not
sufficiently prepared for the task of recruiting and selecting and the final
selection phase was often flawed because selection criteria were poorly
identified. The purpose of the toolkit was to assist with establishing a
framework for policy development, addressing the dynamics of recruitment and
selection and identifying principles underlying recruitment and selection
practices. The presentation also highlighted objectives of the toolkit,
principles underlying recruitment and selection, the process of recruitment and
selection, advertising framework, master list, screening and its purpose, short
listing and final selection (Please see documents for full presentation)
Discussion
Mr M Sikakane (ANC) asked if the DPSA had looked at the Immigration
Act. He was concerned that the process was complicated and that contributed to
the delays in finalising the process.
Ms Modiri responded that the DPSA had looked into the Act and the Department
worked closely with the Department of Home Affairs to ensure that everything
was in place.
Mr Baloyi asked how the Department managed the process of recruiting of foreigners.
Ms Modiri said treaties and memorandums of understanding managed the process of
recruiting foreigners.
DPSA Briefing on the framework for the employment of foreigners
Mr Ntombela made a brief presentation on the framework for the employment of
foreigners. He indicated that the ability of the Public Service to deliver to
the people of the country depended on the country’s capacity in terms of the
competence and adequacy of the human resource base.
The presentation covered the background and context of the policy, highlighting
the three distinct dimensions which were employment of foreign nationals,
secondment or exchange of public service employees to/with other countries and
finally utilisation of foreign nationals on a secondment or exchange basis. The
rationale for the policy included HR service delivery and the Public Service
experiencing acute shortages in critical occupations. The presentation also
highlighted the purpose of the policy, appointment of foreign nationals,
principles, criteria with which departments must comply, recruitment processes,
selection of candidates as well as conditions of employment.
The meeting was adjourned.
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