Question NW651 to the Minister of Public Service and Administration

Reply:

(a) (i) The Executive Development Programme (EDP) is tailor made primarily for the Senior Management Service (SMS) in the public service, as well as for specially identified Middle Managers working in the public service. The programme is aligned to the Senior Management Service (SMS) competency framework and aims to equip participants with necessary knowledge and skills to perform effectively as senior managers and team leaders.

(ii) The design and delivery of the EDP is informed by extensive international research on management and leadership competency based programmes and a senior management training needs analysis. The EDP meets both competency-based needs (recruitment) and ongoing professional development of SMS members (PDP).

The following curricula were developed to assist public service managers and HRM&D specialists in developing knowledge and skills regarding HRM Regulations:

• Investigating Corruption is a five-day credit-bearing course developed by the Department of Public Service and Administration (DPSA) and handed to the NSG for roll out. It is aimed at building and strengthening competencies of learners to investigate corruption in the public sector. The course is at NQF level 6 and has 10 credits. NSG roll-out is envisaged for April 2016.
• Application of Policy and Procedure on Incapacity and ill-health retirement (PILIR) is a 5 day, non-credit-bearing course that capacitates learners to implement and apply the PILIR in the public service. The course has as its foundation the PILIR policy and addresses the management of absenteeism, ill-health and incapacity, thereby ensuring sustained service delivery and improved productivity in the public service.
• PILIR online for supervisors enables supervisors to implement the Policy and Procedure on Incapacity Leave and ill-health Retirement (PILIR) in their units on a daily basis. The main aim of this non-credit-bearing course is to develop capacity to comply with the PILIR Guide direct reports and/or team members with regard to the application of the PILIR process;
• Strategic HR Planning for the achievement of organisational results:. The course on Strategic Human Resource Planning for the achievement of organisational results is aligned to the DPSA Strategic Framework on HR Planning and enables learners to acquire knowledge and skills to develop human resource strategies and plans which are integrated with their departmental strategic and operational plans, in order to ensure that their future staffing needs are met. This 5 day credit-bearing course is at NQF level 6 and has 12 credits.

• Development of HRD Implementation Plans is a credit-bearing course intended specifically for senior and middle management in the public service who are involved in the development of Annual HRD Implementation Plans. This is a 5 day course at NQF level 5 and has 10 credits.
• Disability Management in the Public Service enables learners to facilitate the inclusion of persons with disabilities in the workplace, and remove barriers that prevent their successful participation in the job market. It is at NQF level 5 and has8 credits.
• Investigating and Presiding Skills is developed for Public Servants and managers involved in workplace investigations related to employee misconduct, as well as persons appointed as Presiding Officers or Chairpersons at disciplinary enquiries. It is non-credit bearing.
• Grievance and Disciplinary Action Procedures is a 5 day credit-bearing course that equips learners with the requisite knowledge, skills and values to resolve employee grievances; monitor and adjust the application of the grievance procedure; and evaluate, analyse and address grievance patterns. It is at NQF level 5 and has 13 credits.
• Recruitment and Selection in the public service is a 5 day credit-bearing course that enables learners with knowledge and skills on how to effect the recruitment of employees in the Public Service. It is at NQF level 5 and has 9 credits.
• An online course in Managing Performance has been developed in the public service to assist senior management in developing the knowledge and skills base of senior public officials regarding Human Resource Management. The online performance management programme is not credit bearing.

(b) (i) Number senior public officials successfully completed formal training programmes of the NSG in HRM regulations in 2015

Course:	Number trained: (2012/13 to 2015/16)
•	EDP: Strategic HRM Module	453
•	Investigating Corruption	Envisaged roll-out is April 2016
•	Application of Policy and Procedure on Incapacity and ill-health retirement (RUM	757
•	PILIR online for supervisors (launched during 2015)	379
•	Strategic HR Planning for the achievement of organisational results	700
•	Development of HRD Implementation Plans	55
•	Disability Management in the Public Service	1 648
•	Investigating and Presiding Skills	503
•	Grievance and Disciplinary Action Procedures	651
•	Recruitment and Selection in the public service	217
•	Managing Performance in the public service	2 517

(ii) The online performance management programme is open to all public servant who manage their own and team performance.

(c) National Qualifications Framework (NQF) credits for each of these training programmes are follows:

• Investigating Corruption is at NQF level 6 and has 10 credits.
• Application of Policy and Procedure on Incapacity and ill-health retirement (PILIR) is a non-credit-bearing course.
• PILIR online for supervisors is a non-credit-bearing course,
• Strategic HR Planning for the achievement of organisational results is at NQF level 6 and has 12 credits.

• Development of HRD Implementation Plans is at NQF level 5 and has 10 credits.
• Disability Management in the Public Service is at NQF level 5 and has 8 credits.
• Investigating and Presiding Skills is non-credit bearing.
• Grievance and Disciplinary Action Procedures is at NQF level 5 and has 13 credits.
• Recruitment and Selection in the public service is at NQF level 5 and has 9 credits.
• An online course in Managing Performance has been developed is not credit bearing.