HIV/AIDS in Public Service; Promotion of Administrative Justice Act: implementation
Public Service and Administration
13 September 2006
Meeting Summary
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Meeting report
PUBLIC SERVICE AND ADMINISTRATION PORTFOLIO COMMITTEE
13 September 2006
HIV/AIDS IN PUBLIC SERVICE; PROMOTION OF ADMINISTRATIVE JUSTICE ACT:
IMPLEMENTATION
Acting Chairperson: Mr M Baloyi (ANC)
Relevant Documents:
Implementation
of the Public Service Workplace HIV and AIDS policy, Department of Public
Service and Administration Powerpoint Presentation
HIV and AIDS Strategic
Plan and Resolution of 2001
Public Service Commission Report 2006: Assessing the Capacity of the State to
Deliver [available at www.psc.gov.za]
Implementation of
the Promotion of Administrative Justice Act (PAJA), Department of Justice and
Constitutional Affairs
Rapid Assessment Report on progress of implementation of PAJA, Department of
Justice and Constitutional Affairs
The Promotion of
Administrative Justice Act (PAJA)
Narrative on the
implementation of Public Service Workplace HIV and AIDS Policy
The Promotion of
Administrative Justice Act: Administrators' Guide
Promotion of
Administration Justice Act
User Manual For PAJA
Desk Audit
SUMMARY
The Department of Public Service and Administration briefed the Committee
on implementation of the Public Service Workplace HIV and AIDS policy. The HIV
and AIDS epidemic would be tackled within an integrated framework of the Employee
Health and Wellness policies and all sectors must participate. An impact and
action project was launched in January 2000, based on the HIV and AIDS
Strategic Plan, the International Labour Organisation and SADC Codes, and
supported by the Public
Service Co-ordinating Bargaining Council. This had been recognised by the
International Labour Organisation as an international model of good practice
and best practice case studies were being done. The policy incorporated
confidentiality and non-discrimination, information, education and awareness,
occupational exposure and safety kits where necessary, monitoring and
evaluation, care and support. There was no requirement of pre-testing, except
for military personnel. Dedicated budgets remained a challenge but it was hoped
that incorporating these policies would enhance management of HIV and AIDS, and
improve monitoring. Senior Managers would be held accountable for performance
on the programmes. The Public Services Commission and Parliament
would also be called upon to support these strategies.
The Hon. Minister of Public Service and Administration expanded upon the
policy of testing, comprehensive intervention programmes, the need for greater
collaboration with NGOs and the public sector, and compliance.
Questions raised by members on the HIV and Aids Policy included the reasons for
public dissatisfaction with the response to the policy, the apparently high
attrition rate amongst school teachers, dedicated budgets and management of
programmes, the question of pre-testing, involvement of traditional healers,
and the role of Trade Unions. The Committee commended the Departments’ reports
and endorsed the need for Government to communicate better on its successes and
achievements.
The Department of Justice and Constitutional Affairs reported on the
implementation of the Promotion of Administrative Justice Act, which had
commenced in 2000, using an integrated approach. Initiatives included the
writing of manuals, training for legal advisors, and development of sector
specific awareness materials. A joint task team had found that compliance was
low, because there was no enforcement provision within the legislation. The
Office of the Public Service Commission had now agreed that departments should
report on implementation of PAJA as part of their evaluations. The Department
of Justice had increasing capacity in its implementing department, provided
training to the project steering committee and departments, had held workshops,
and developed a uniform evaluation tool. Collaboration had been established
with five provinces. Pilot projects were planned and rollout should take place
in at least one local government office per province. The Department would
offer evaluation tools, courses and workshops, audits of legislation,
communication of court decisions and information for the public. Challenges
included motivation of senior management, allocation of dedicated personnel,
the need to include PAJA implementation in performance agreements, promoting a
fair organisational culture, finalising the jurisdiction issues around PAJA and
finalising the Code of Good Administrative Conduct.
Questions raised by members addressed the role of parliament, citizens’
awareness programmes, the effects of non-compliance on costs and on service
delivery, and cooperation between departments.
MINUTES
Implementation of the Public Service Workplace HIV and AIDS Policy
The Hon Ms Geraldine Fraser-Moleketi (Minister of Public Service) stated
that the presentation would outline the extent to which the HIV / AIDS Policy
had been implemented, as well as highlight levels of compliance and challenges
faced. The Department of Public Services and Administration (DPSA) had been
tasked with implementing this Policy in a sustainable manner within a challenging
environment. The public sector, being one of the largest employers in South
Africa, should be held accountable for its actions, but it should also
acknowledge its achievements. The International Labour Organization (ILO) had
hailed South Africa’s HIV and AIDS Workplace Policy as one of the best.
Ms Dilekedi Tsukudu (Chief Director, Employee Health, DPSA) gave a background
on the evolution of the HIV and AIDS epidemic, and its implications for the
public service. She reported that the HIV and AIDS epidemic had grown from
below 1% in 1990 to about 30% in 2005. The Department of Health (DOH) was
leading the response and all sectors must participate. Government spending on
this epidemic increased from R30 million in 1994 to R3 billion in 2005-6. HIV
and AIDS affected every sector of society. Workplaces were important partners
from a moral, business and legal standpoint. The public service stood to suffer
because it was one of the largest employers, was labour intensive and required
a strong workforce, and therefore it had to address all potential challenges,
including HIV and AIDS.
An impact and action project was launched in January 2000, based on the HIV and
AIDS Strategic Plan, the International Labour Organisation and SADC Codes. A
resolution from the Public
Service Co-ordinating Bargaining Council (PSCBC) had expressed support for
workplace programmes. The Public Service Regulations had been amended by
improved employee benefits.
This model had been recognised by the International Labour Organisation as an
international model of good practice, had been set as the benchmark for South
Africa, and best practice case studies were being done. An annual conference
would be held. A large communication campaign had been started, including
Braille information, and the policy formed part of the comprehensive Employee
Health and Wellness approach. Reports on implementation were requested from 130
departments and 91 had already submitted reports. There was a low response from
Mpumulanga, Northern Cape and Free State. Support was planned for these three
provinces. In the workplace 78% had signed off policies and 14% had created
drafts. National departments had performed better than provincial offices.
The policy incorporated confidentiality and non-discrimination, information,
education and awareness, occupational exposure and safety kits where necessary,
and monitoring and evaluation – which was so far the weakest area. Care and
support required in house and outsourced models. There was no requirement of
pre-testing, except for military personnel, to satisfy medical and United
Nations requirement. All contextual factors and local conditions were now used
for human resource planning forecasts. Implementation of the policy required a
person to be designated as “champion”, but performance management remained a
challenge, as some departments did not have dedicated budgets. It was
anticipated that the institutionalisation of the broader Employee Health and
Wellness incorporating these policies would enhance management of HIV and AIDS,
and monitoring would be improved through implementation of the evolving
frameworks. Performance Management processes must be used to hold senior
managers accountable for implementing the policies. The report had already been
considered and discussed in July 2006 and a plan to respond to issues raised
was adopted.- The Public Services
Commission report and Parliament will also be called upon to support these
strategies.
Discussion
Mr M Sikakane (ANC) asked the Department to explain why, despite the reported
positive progress, there was an outcry against South Africa’s response to the
epidemic.
Ms Tsukudu replied that South Africa was an open society and therefore its
citizens were entitled to express their views. However, she stated that the government
had often been weak at publicising its achievements.
Mr B Mthembu (ANC) commended the Department for developing such a comprehensive
framework, as this was crucial for monitoring. He wished to know the impact of
HIV and AIDS on education. He cited a recent report that attributed high
teacher attrition rates to HIV and AIDS. He recommended that dedicating budgets
to HIV and AIDS should become a minimum standard norm for departments; and
management of HIV and AIDS programmes should be included in performance
contracts for senior managers.
Ms Tsukudu responded that a range of factors influenced teacher attrition
rates, and projections were based on the level of demand. There were plans to
make dedicated budgets a standard norm and policy, but there were still debates
as to whether they should be ring fenced or earmarked. Senior Managers already
had a provision in their contracts relating to management of HIV and AIDS in
their contract, but more focus would be placed on enforcing these contract terms
and ensuring that they carried some performance focus.
Mr K Khumalo (ANC) enquired why the Department was not considering pre-testing
as a standard policy, and why it was not being reinforced. Without pre-testing,
human resources planning in the public sector’s was seriously affected. He
argued that public servants’ rights had a corresponding obligation and that
disclosure of such issues would assist their employers.
Ms Tsukudu responded that firstly, the legal framework did not provide for
pre-testing. Secondly, pre-testing could not determine the extent of
productivity and therefore had minimal influence on planning. She stated that
there were no intentions of advancing such a policy in the public service.
Ms P Mashangoane (ANC) recommended that the DPSA and the Department of Health
should investigate age and gender relationships between councillors and
citizens, especially in rural areas. She also asked DPSA to elaborate how
traditional healers were involved in HIV and AIDS programmes, and if first aid
kits were mandatory at local level.
Ms Tsukudu agreed that these relationships were an issue and the Department of
Health was tackling this issue. Traditional healers and NGOs were collaborating
in many areas, but the nature of partnerships was defined locally. First aid
kits were mandatory, and this has been stipulated in a recent set of guidelines
available at Municipal level.
Dr Norman Maharaj (Commissioner: Public Service Commission) stated that the HIV
and AIDS Policy was an excellent one and needed 100% compliance for positive
results. This called for a joint responsibility between employer and employee.
He said that 23% of non-compliance by the departments was a high figure,
showing that more needed to be done. There had been much focus on the employer
to date, but Trade Unions also had a role to play, especially around voluntary
Counselling and Testing (VCT). The pre-testing aspects were crucial. He also
argued for a close review of the pre-testing policy, and urged that this should
be done on a non-discriminatory basis.
The Hon Fraser Moleketi concluded the discussion by raising certain broad
issues. In regard to Government response to the epidemic, she confirmed that
Government recognised its responsibility for implementing a comprehensive intervention.
The maxim “ABC” (Abstinence, Being faithful and Correct and consistent condom
use) was an integral part. Prevention, treatment and support would be central
to this programme. In the same vein, citizens had the right to articulate their
views. It was important to recognise that the context within which statistics
for HIV and AIDS were analysed had changed. There were many players, and the
stakes were high.
In regard to policy issues, Hon. Fraser Moleketi noted that one of the strong
policy debates was around across-the-board testing. South Africa was currently
managing issues of discrimination, and questions should be asked if it was
ready to deal with HIV and AIDS in such a non-discriminatory manner. This also
had serious implications on the insurance industry. The debate would be
followed through, and political parties should begin to take a stance. The
public sector would also do its part.
Partnerships and closer collaboration between the public sector and NGOs would
be crucial. It was also important to make sure good news was shared and well
reported. Compliance was another important issue, and DPSA would work closely
with the Public Service Commission in moving towards compliance goals. She
stressed that it was important to note that the period under scrutiny showed
dramatic improvements, but that at the same time issues such as attrition must
also be addressed in a comprehensive manner..
Promotion of Administrative Justice Act (PAJA): Briefing on implementation
by Department of Justice.
Mr Deon Rudman (Deputy Director General, Legislation, Department of Justice and
Constitutional Affairs (DoJ)) reported on the progress in the implementation of
the Promotion of Administrative Justice Act (PAJA). Implementation had
commenced in 2000, using an integrated approach, with technical support from
the German Technical Cooperation (GTZ) and partnerships to assist in trainer
capacity with the DPSA and South African Management Development Institute
(SAMDI). Initiatives to try to ensure compliance included the writing of a
Benchbook and Administrator’s Guide, training for legal advisors, training
trainers at national and provincial level, and development of sector specific
awareness materials.
A joint task team had undertaken an audit to assess the extent to which
procedural fairness was being met. Because there was no
enforcement provision within the legislation, compliance was low. Discussions
had been held with DPSA and with the Public Service Commission and Office of
the Auditor General. The Office of the Public Service Commission (OPSC) had now
agreed to include PAJA as a standing item, so that departments being evaluated
must report upon it. PAJA was now been included in the State of the Public
Service Report 2006.
The Department of Justice had adjusted its own strategy by increasing the
capacity of the Chief Directorate of Constitutional Development, which was
responsible for implementation of PAJA, providing training to the project
steering committee and departments, holding workshops, and developing a uniform
evaluation tool. Efforts were coordinated through the Premier’s offices in the
provinces. Collaboration had been established with five provinces already.
Experts from local government were included in a workshop to address the
approach to be used to ensure the successful implementation of PAJA, and this
should result in planned pilot projects in North West, and rollout of the
sub-projects in at least one district municipality in each province. DOJ would
offer evaluation tools, courses and workshops, audits of legislation,
communication of court decisions and information for the public.
Challenges included motivation of senior management level in all spheres,
allocation of dedicated personnel, the need to include PAJA implementation in
performance agreements for public service personnel, ensuring an organisational
culture that was fair and just, finalisation of the court rules to move
jurisdiction of PAJA disputes to the Magistrate’s Courts and finalisation of
the Code of Good Administrative Conduct.
Discussion
Mr K Khumalo (ANC) asked about the role of Parliament, especially
Chairpersons of Portfolio Committees, in PAJA.
Mr Rudman responded that this was an important issue, but should have also been
discussed when the Act was approved by Parliament. Parliamentary Officials had
been involved, and had recommended that a workshop could be convened to
disseminate information on PAJA and its provisions to parliamentarians.
Mr B Mthembu (ANC) enquired why PAJA awareness campaigns had been limited to
Departments. He asked if similar campaigns could be targeted to citizens. He
recommended that PAJA campaigns should build on the Batho Pele awareness
strategies.
Mr Rudman agreed with these suggestions, and stated that even the Minister had
highlighted the importance of raising civic awareness for PAJA. The Department
had set out to develop a Constitutional Education Program, in response to the
President’s speech of 8 May which emphasised the need to engage citizens on the
Bill of Rights. In addition, the Department was also producing sector specific
awareness materials on PAJA, to be finalised with Departments and NGOs. There
were plans to have one pilot project in all nine provinces. DoJ would work
closely with the Municipalities to ensure better citizen awareness. The
Department was also working with the University of Pretoria. The Department
would roll out to all nine provinces, as mentioned, but would need to increase
its capacity to meet these needs, especially at local government level. DoJ was
currently liaising with the South Africa Management Development Institute
(SAMDI) on this issue.
Dr Norman Maharaj commented that implementation of PAJA was crucial. The State
of Public Service Report had highlighted some specific areas, and the Public Service
Commission was working closely with departments to ensure implementation of
recommendations, despite the capacity problems. He observed that non-compliance
would result into departments being sued in court and this had huge
implications on cost and delays in service delivery. He suggested that the
implementation should be reviewed from a service delivery perspective.
Mr Rudman responded that departments were encouraged to report instances of
maladministration, with a view to ensuring that they were dealt with speedily
and did not recur, particularly for social grants. The Department of Justice
would be reviewing the State Liability Act; engaging with the Department of
Finance, and strengthening its own capacity, developing warning systems and
preventative mechanisms.
Mr I Naidoo (Chief Director, Public Service Commission) endorsed the
importance of PAJA and the Public Service Commission’s support for it. He also
stressed the need to monitor its progress, echoing that “what gets measured
gets done”. DPSA was compiling statistics and scorings of State Departments’
adherence to PAJA. This information would be placed in the public domain. He
stressed that this was a strong area of accountability in the public service.
The Acting Chairperson thanked the Departments for their informative
presentations.
The meeting was adjourned.
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