PUBLIC SERVANTS ASSOCIATION
(PSA)
PRESENTATION TO THE PARLIAMENT
PORTFOLIO COMMITTEE ON CORRECTIONAL SERVICES
18 MARCH 2008
INTRODUCTION
The 2007/2008 financial year was marked by the development
of a new, more transparent, and constructive working relationship between the
Labour Parties and the Department of Correctional Services (DCS). This
development contributed to a new sense of hope, and commitment amongst DCS
employees, and the PS
PSCBC RESOLUTION 1 OF 2007
The outcome of salary negotiations in the Public Service in 2007
resulted in short term gains for employees in Correctional Services. The PSA,
as a major player in the PSCBC, played a critical role in the reintroduction of
proper overtime remuneration for DCS employees. The reintroduction of overtime
remuneration for work on Saturdays alleviated the financial strain placed on
Correctional Services employees as a result of the signing of Resolution 2 of 2005,
which made provision for giving these members time off as remuneration for work
on Saturdays. It also alleviated the shortages of Human Resources at especially
Institution level caused by the obligation to give employees extra time off,
apart from their normal vacation leave.
DCS employees also received a slight increase in their
Housing Subsidy/Allowance of Thirty Rand a month. This is however insufficient.
OCCUPATIONAL SPECIFIC DISPENSATION (OSD)
PSCBC Resolution 1 of 2007 also provides for the
introduction of an Occupational Specific Dispensation (OSD), for employees in
Correctional Services. This aspect of the Agreement is by far the most
significant development, as it creates the opportunity to retain the current
staff in DCS, as well as to attract high caliber employees to the DCS in
future.
The successful implementation of the OSD is imperative in
securing the achievement of the Strategic Objectives of the DCS in the medium
to long term. The principal objective as set out in the White Paper on
Corrections with a view to transform the DCS into the provider of the best
Correctional Services in the world, can only be achieved by a highly
professional and motivated staff component.
The OSD not only provides for the opportunity to
significantly increase the remuneration of DCS employees, but also provides for
the implementation of proper career paths as well as the continuous development
of these employees.
PSA members countrywide expressed their appreciation of the
concept and are eagerly awaiting a positive outcome.
The PSA is however, concerned that the expectations raised
by the introduction of this concept, can result in disillusion as happened in
the Education Sector. The offers from the State as Employer in this Sector,
does not nearly reflect its stated objectives to attract and retain high
quality employees.
It is also important to note that the successful
implementation of a seven day establishment in the DCS largely depends on the
successful implementation of the OSD.
It is therefore imperative that negotiations in this regard
commence as a matter of urgency. Both Labour parties in DCS expressed their
readiness to engage the Employer as early as August 2007. Apart from
presentations on the broad principles and objectives which are supported by all
parties concerned, no concrete proposals were forthcoming.
SEVEN DAY ESTABLISHMENT
DCS DBC Resolution 2 of 2005 provides for the implementation
of a Seven Day Establishment by 01
In 2005 it was projected that the DCS should have to grow by
at least 8000 employees to successfully introduce such a new system. However,
despite the fact that the Department launched a comprehensive recruitment drive
from 2005 to date, the Department’s real growth did not reflect this because of
a substantive outflow of employees.
In fact the introduction of the seven day establishment will
have the positive effect of reducing the number of hours worked per employee
per month. This will obviously have a
positive impact on the work/ social life conditions of employees within the
DCS. The employees will also rotate between various duties within a shift, to
break the monotony of their work. This will also have obvious psychological benefits
for employees. The list of potential benefits for employees is endless, but the
theory should be tested in practice and adapted to real situations on the
ground.
In the light of the above, the PS
CONCLUSION
The PS