Questions and Replies
15 April 2024 - NW670
Schreiber, Dr LA to ask the Minister of Public Service and Administration
What (a) is the detailed breakdown of the current average salary for each of the 16 salary bands in the Public Service, (b) total amount will be spent annually on the salaries of the Public Service in terms of the latest wage agreement in each of the 16 salary bands, (c) total amount of the specified amount will be spent annually on employees in each specified salary band in the Public Service and (d) is the breakdown of the total number of employees currently employed in each of the 16 salary bands in the Public Service?
Reply:
a), b), c) and d)
Salary level |
Average salary |
Total amount spent 2023/24 FY |
Projected amount 2024/25 FY @4.7% |
Total number of employees per level |
Salary level 1 |
123 741 |
2 075 022 |
2 172 548 |
17 |
Salary level 2 |
130 437 |
10 163 410 848 |
10 641 091 157 |
76 650 |
Salary level 3 |
159 879 |
10 034 049 885 |
10 505 650 229 |
63 144 |
Salary level 4 |
184 026 |
7 408 831 452 |
7 757 046 530 |
41 351 |
Salary level 5 |
216 876 |
40 887 824 397 |
42 809 552 143 |
188 044 |
Salary level 6 |
274 878 |
38 318 991 165 |
40 119 983 749 |
143 633 |
Salary level 7 |
327 819 |
101 020 256 001 |
105 768 208 033 |
306 173 |
Salary level 8 |
391 491 |
66 123 453 459 |
69 231 255 771 |
168 382 |
Salary level 9 |
462 972 |
43 982 077 263 |
46 049 234 894 |
94 775 |
Salary level 10 |
574 725 |
31 705 654 683 |
33 195 820 453 |
54 386 |
Salary level 11 |
811 560 |
28 567 475 706 |
29 910 147 064 |
37 066 |
Salary level 12 |
1 080 681 |
32 586 306 183 |
34 117 862 573 |
28 343 |
SENIOR MANAGEMENT SERVICE (SMS) |
||||
SMS - Salary level 13 |
1 232 289 |
8 449 071 954 |
Cost-of-living adjustment for 2024/25 FY not approved. |
6 754 |
SMS - Salary level 14 |
1 454 487 |
2 943 025 932 |
Cost-of-living adjustment for 2024/25 FY not approved. |
1 994 |
SMS - Salary level 15 |
1 738 656 |
1 111 268 202 |
Cost-of-living adjustment for 2024/25 FY not approved. |
631 |
SMS - Salary level 16 |
2 158 533 |
260 590 709 |
Cost-of-living adjustment for 2024/25 FY not approved. |
117 |
End
15 April 2024 - NW836
Clarke, Ms M to ask the Minister of Public Service and Administration
(1) Whether it is mandatory for all public servants to be members of a (a) medical aid scheme and (b) hospital plan; if not, what is the position in each case; if so, what are the relevant details in each case. (2) Whether it is mandatory for all public servants to be members of the Government Employees Medical Scheme (GEMS); if not, what (a) total number of public servants are members of GEMS and (b) percentage of the total number of public servants does the number constitute?
Reply:
1. It is not mandatory for public servants to be members of (a) a medical scheme, however, employees who are on salary level 1 to 5 receive 100% medical subsidy if they join GEMS on the Tanzanite One Benefit Option. Employees on salary level 6 to 10 who join GEMS receive 75% medical subsidy and can join any benefit option of their choice. Employees from salary levels 11 upwards structure their salaries and are not compelled to be members of any medical scheme as they do not receive medical subsidy. The police service has its own medical scheme, called POLMED.
2. It is not mandatory for public servants to be members of Government Employees Medical Scheme (GEMS). The total number of public servants who are Government Employees Medical Scheme (GEMS) members is (a) 688 052 and (b) this number constitutes 55.6 % of the total number of public servants. The number of police service members on POLMED is 146 855 and this constitutes 80% of the police service. State Security Agency (SSA) and Defence are excluded in these numbers.
End
10 April 2024 - NW754
Komane, Ms RN to ask the Minister of Public Service and Administration
What are the reasons that the Public Service Commission cases that have been handled through the National Anti-Corruption hotline took more than three years to conclude, impacting badly on the taxpayers?
Reply:
Cases reported through the National Anti-Corruption Hotline (NACH) are referred to departments, public agencies and other public bodies for investigation in accordance with the agreed protocols. These departments, public agencies and other public bodies are required to investigate the referrals in terms of their particular mandates on investigations within 40 days of the referral of the case. Generally, many investigations are prolonged due to a variety of factors depending on complexity of the case. Some of the problems experienced by the Departments in the handling of NACH cases appear to be link to the lack of investigative capacity, financial constraints and the fact that some departments do not have appropriate structures or specialised units to deal such cases as required by the Minimum Anti-Corruption Capabilities set by Cabinet.
The PSC has put in place mechanisms to monitor and to follow up regularly with departments.
End
09 April 2024 - NW828
Komane, Ms RN to ask the Minister of Public Service and Administration
In light of the report by the Public Service Commission that there are cases handled through the National Anti-Corruption Hotline and others that have been under investigation for more than three years, what are the reasons that these cases take so much time to be concluded?
Reply:
Cases reported through the National Anti-Corruption Hotline (NACH) are referred to departments, public agencies and other public bodies for investigation in accordance with the agreed protocols. These departments, public agencies and other public bodies are required to investigate the referrals in terms of their particular mandates on investigations. Problems experienced by departments in the handling of NACH cases appear to be linked to the lack of investigative capacity, financial constraints and the fact that some departments do not have appropriate structures or specialized units to deal with the cases as required by the Minimum Anti-Corruption Capabilities set by Cabinet.
End
03 April 2024 - NW668
Komane, Ms RN to ask the Minister of Public Service and Administration
Whether she has found that the Nyukela requirement, which her department introduced in the security cluster, will pose a hindrance to applicants with qualifications but not in possession of Nyukela; if not, what is the position in this regard; if so, (a) how will the specified requirement impact on the applicants who are qualified and have the necessary skills and (b) what are the relevant details?
Reply:
(a) The National Framework Towards the Professionalisation of the Public Sector (Professionalisation Framework) requires all Members of the Senior Management Service (SMS) to complete the SMS Pre-Entry Programme (Nyukela) before qualifying for an appointment in the SMS. The Professionalisation Framework prescribes that the Nyukela programme should also be extended to employees in the Local Government, Military, State Security, Police, Correctional Services and Boards of SOEs. The Directives issued by the Minister for the Public Service and Administration exclude the SMS within the security cluster, appointed under their specific sectoral legislation provisions. This exemption arises due to the distinct appointment criteria that differ from those applicable to SMS members appointed under the Public Service Act.
The Nyukela certificate is a component of the government's initiative to professionalise the public service. This certification process is mandatory for public servants and individuals aspiring to join the SMS within the Public Service, contingent upon meeting predetermined minimum criteria, including qualifications and experience. Completion of the Nyukela course requires approximately 120 hours.
The Practice Note concerning enacting a pre-entry certificate for the Senior Management Service (SMS), which came into effect on 1 April 2020, highlights in paragraph 6 the imperative to prevent delays in the recruitment procedure as an integral aspect of the course introduction. It is specified that the appointment to any SMS role advertised on or following 1 April 2020 will remain incomplete until the selected candidate presents the necessary pre-entry certificate, which must be obtained from the National School of Government.
The pre-entry certificate requirement for the SMS standardises competencies, professionalises the public service, assures quality in recruitment, enhances public service delivery, and promotes equitable opportunities. This mandate ensures candidates for senior positions possess essential competencies, align with administrative good practices, and maintain high leadership standards. It also aims to improve service efficiency, transformation, and fairness in recruitment and support the public service's integrity and professionalism. This strategic foresight ensures the leadership is qualified and dedicated to excellence in service delivery.
(b) SMS members within the security cluster appointed under their respective sectoral legislation are exempt from the obligation to present a Nyukela certificate due to distinct appointment criteria that differ from those applicable to SMS members appointed under the Public Service Act.
End
03 April 2024 - NW768
Gondwe, Dr M to ask the Minister of Public Service and Administration
What (a) is the breakdown of the total number of public servants who (i) are not senior managers and (ii) do not have qualifications for the positions they currently occupy and (b) positions do these public servants currently occupy and (c) for how long have these public servants occupied these positions in (i) national and (ii) provincial departments?
Reply:
(a) (i) and (ii) & (b) (i) and (ii)
The requested information falls under the jurisdiction of respective Executive Authorities as human resources management is a decentralised function across the Public Service. Section 3(7)(a) and (b) of the Public Service Act of 1994 provides individual Executive Authorities with comprehensive responsibilities and obligations related to the department's structural and organisational arrangement as well as powers and duties in recruitment processes. These include the setting of employment criteria and determining job criteria, such as requisite qualifications. Furthermore, Regulation 70 of the Public Service Regulations, 2016, provides that a Head of Department shall keep a record of each employee and each post on the establishment under the information requirements issued by the Minister. The Minister for the Public Service and Administration establishes the overarching frameworks and guidelines that shape recruitment and structural organisation within various departments.
As employee profiles change all the time from month to month, each Executive Authority will be required to verify and provides clarity on such matters.
End
02 April 2024 - NW492
Komane, Ms RN to ask the Minister of Public Service and Administration
Whether, given the outcomes of the Skills Audit Survey conducted recently, the Public Service is in a good place regarding the requisite skills needed in the infrastructure and frontline service; if not, what skills need a sharper focus; if so, what are the relevant details?
Reply:
The skills audit project in the infrastructure and frontline service departments is being conducted over two financial years. It started with situational analyses reports which are being finalised in the current financial year. The skills audit survey will be undertaken in the next financial year, and it will pinpoint specific gaps and areas for improvement, facilitating the development of targeted training and development programmes in each department.
End
02 April 2024 - NW491
Komane, Ms RN to ask the Minister of Public Service and Administration
(1) Whether, in light of the report of the National School of Government (NSG) to the Portfolio Committee on Public Service and Administration that R400 million has been generated in revenue, the specified revenue is kept in reserve and/or used to run the annual programmes; if not, what is the position in this regard; if so, what are the relevant details in each case; (2) whether the NSG has developed the funding model that was proposed by Parliament; if not, why not; if so, what are the relevant details; (3) whether the specified revenue was generated through the funding model that was proposed by Parliament; if not, how was the revenue generated; if so, what are the relevant details?
Reply:
1. (a) The amount of R400 million was reported as accumulated revenue generated over a period of five (5) financial years (i.e. from 2019/20 to date). The amount generated is from services rendered (course fees collected) without taking into account the operating expenses and salaries paid throughout the period.
(b) The Training Trading Account currently holds reserves to the amount of R128 million after accounting for salaries and operating expenses over the period. The NSG has, over the years, written letters to the National Treasury to retain surpluses in accordance with the provisions of Treasury Regulation 19.7.1.
The approved reserves are earmarked for identified multi-year projects which will improve the operations of the NSG, while others were used to cover budget cuts from the National Treasury.
2. The NSG is developing a new funding model. Engagements were held with the National Treasury on the future re-positioning of the NSG and funding pressures. The funding model is being developed in the context of the future re-positioning process, which will be submitted to Cabinet in this calendar year for consideration.
end
25 March 2024 - NW526
Komane, Ms RN to ask the Minister of Public Service and Administration
(a) What forms of support are offered to departments on the National Framework towards the Professionalisation of the Public Sector, (b) is that support making an impact in the implementation of the specified framework and (c) were all heads of department and senior management services across the Public Service trained and/or workshopped on the framework before implementation?
Reply:
The Directive on Human Resources Management and Development for Public Service Professionalisation, Volume 1, ratified by the Minister for Public Service and Administration on 16 February 2024, specifies various support mechanisms to aid departments in implementing the National Framework for Public Sector Professionalisation. These mechanisms encompass, among numerous others, the following:
(a) Forms of Support Offered to Departments
In the context of forms of support offered to departments, the Directive specifies support in recruitment and selection, detailing requirements for the Senior Management Service (SMS), including the Nyukela Certificate, experience waiver for entry-level roles, and graduate recruitment programs. It obligates departments to train individuals appointed without experience, incorporating training, coaching, and mentorship for employee development. The Directive mandates that new employees undergo induction within six months of joining while existing staff must participate in re-orientation programs every five years. The Directive merges performance management with professional development, advocating for reporting tools to enhance impactful performance outcomes and link them to organisational goals. Furthermore, the Directive prescribes the maintenance of a qualifications database to align skills development with Human Resources plans and address the sector's skill shortages.
(b) Impact of Support on the Implementation of the Framework
Under the "impact of support on the implementation of the framework," it is imperative to note the Directive emphasises strict compliance and outlines legal consequences for non-compliance, aiming to enhance public sector proficiency and ethics through rigorous recruitment, comprehensive training, and ongoing professional development. This strategic approach is expected to have a positive ripple effect on the successful enactment of the Framework. With the official full-scale implementation date slated for 1 April 2024, and despite being nascent, proactive measures and preliminary applications of the Directive have already been set in motion. The implementation phase is reinforced by a meticulously designed monitoring framework, which employs systematic observation, in-depth analytical review, and the strategic leveraging of insights to strengthen accountability and transparency across the board. This methodology is finely tuned to align with the Directive's overarching goals, aiming to catalyse a transformative journey towards heightened excellence and professionalism within public service entities.
(c) Training and Workshopping of Heads of Department and Senior Management
Within the context of training and workshopping for heads of department and senior management, the Directive was extensively discussed at forums such as FOSAD, GSCID, and various inter-government committees, ensuring its comprehensive circulation for broad-based consultation and understanding. It was thoroughly workshopped with corporate leaders, encompassing senior managers and relevant officials, during the department’s routine monthly meetings with Heads of Corporate Services across the public service. Despite the Directive's formal effectuation date being 1 April 2024, proactive steps have been undertaken by the MPSA to roll out outreach and educational initiatives aimed at the actual implementers within the public service, as evidenced by the programmes already undertaken in the Mpumalanga province. These outreach and educational sessions to all provinces have been planned for the first quarter of the 2024/2025 reporting period, signifying ongoing efforts in this crucial implementation area.
End
25 March 2024 - NW466
Schreiber, Dr LA to ask the Minister of Public Service and Administration
Whether her department has a policy on providing anonymised data from the Personal and Salary System and Multi-Agent System to academics, researchers and/or others in the public domain to enable external analysis, research and advice; if not, why does her department refuse to make the specified data publicly available in so far as it complies with the relevant provisions of the Protection of Personal Information Act, Act 4 of 2013; if so, what is the process for researchers, academics and members of the public to obtain access to the data?
Reply:
The Department of Public Service and Administration (DPSA) has approved a Manual in terms of section 14 of the Promotion of Access to Information Act, 2000 (Act No.2 of 2000) (PAIA) which, amongst others, deals with and promotes the right to access records held by the DPSA, as a public body and sets out the procedures to be followed by members of the public to access records held by the DPSA.
Furthermore, the DPSA has published, on its website, a Notice in terms of section 15 of PAIA identifying categories of records of the department which are automatically available without a person having to request access in terms of the procedures contained in the Manual.
The Manual and section 15 Notice are available on the DPSA website at the following link: https://www.dpsa.gov.za/paia/
In so far as human resource data and any other information to enable external analysis, research and advice is concerned, such requests are considered and released subject to the provisions of the PAIA and the Protection of Personal Information Act, 2013 (Act No. 4 of 2013) with due regard to the lawful requirements for the further processing of personal information.
End
25 March 2024 - NW548
Schreiber, Dr LA to ask the Minister of Public Service and Administration
(1)What steps has her department taken to prepare the public administration for a smooth transfer of political power to new (a) national and (b) provincial coalition governments after the national elections on 29 May 2024, given that opinion polls unanimously project that no single political party will secure a majority in the 2024 elections; (2) whether her department is prepared to assist by facilitating meetings between opposition leaders and senior managers in the Public Service to prepare for a smooth transfer of political power to a new coalition government as it is the established practice in democracies around the world; if not, what is the position in this regard; if so, what are the relevant details?
Reply:
1 (a-b) and (b)
Section 197 (1) of the Constitution states that “within public administration there is a public service for the Republic, which must function, and be structured, in terms of national legislation, and which must loyally execute the lawful policies of the government of the day”. The Code of Conduct for Public Servants also state under Section 12(f) of the Public Service Regulations, 2016 that public servants “Shall not abuse his or her position in the public service to promote or prejudice the interest of any political party or interest group”. Section 13(k) states that public servants shall “refrain from party political activities in the workplace”.
The question by the Honourable Member is therefore unfortunate, as it has undertones of dragging public servants into party political work. This is wholly unethical and against the Constitution. The Public Service and Administration cannot and must not work on the basis of opinion polls, which we are not aware of their methodologies, limitations and biases. The professionalisation of the Public Service requires that public administration be protected from political interference and abuse. To this end, the Department has proposed through the amendments to the Public Service Act, a clear delineation of duties and responsibilities to improve accountability between the political and administrative sphere.
End
20 March 2024 - NW513
Ntuli, Ms M M to ask the Minister of Public Service and Administration
(a) What is the progress regarding the implementation of the e-government strategy and (b) on what date is it envisaged that services such as the Z83 form and other administrative processes will be digitised and/or automated?
Reply:
a) What is the progress regarding the implementation of the e-government strategy?
The implementation of the National e-Government Strategy prioritises the implementation of e-Services as the first milestone towards digitalisation of government.
E-SERVICES
The following are some of the flagship e-services implemented by government.
National e-Services Portal developed by DCDT and SITA
The National e-Governmental Portal initiative reinforces SITA’s e-Government Programme Imperatives, including transversal services, streamlining legacy systems, open digital platform, and cloud capabilities. The National e-Governmental Portal has various features and services available for consumption by different sectors of our society. The following is a list of the services in the portal (www.eservices.gov.za):
- Private Employment Agency Registration,
- International Cross Boarder Labour Migration (ICBLM) Certificate,
- e-Participatory Governance & Land Use Management System (ePGLUM),
- Permit Platform (eastern Cape DEDEAT, Free State DESTEA, DFFE-CIPS),
- Licensing Platform (KZN EDTEA),
- Free State School of Nursing- Student Management System,
- e-Learning Platform, e-Rehabilitation Platform,
- e-Complaints Platform,
- Funza Lushaka: Front-end/Funza Lushaka: Back-End,
- e-Matric: e-Registration,
- e-Re-Issue, and e-Re-Mark/Re-Check,
- DHET: Exams e-Query,
- Grants Management System,
- South African Council for Educators (SACE),
- Agro-Processing Service (Phase 1),
- Electronic Document Delivery System,
- e-Prison (pre prod),
- Annual Performance Plan
Electronic Document Delivery (EDD)
The EDD has transformed the way government distributes payslips to the employees with payslips being sent directly to their respective email address and accessible through desktop and mobile devices.
EDD provides preparation, formatting, composition, and timely secure delivery of electronic documents (such as Invoices, Payslips, Certificates, Permits, etc) via multiple delivery platforms e.g. Email, FAX, SMS to specific recipients as per the business requirements.
CIPC e-Services
The CIPC eServices portal is an online platform provided by the Companies and Intellectual Property Commission (CIPC) in South Africa. It allows individuals and businesses to access numerous services related to company registration, intellectual property, and other legal matters.
eHome Affairs
The Department of Home Affairs developed a portal enabling citizens to apply for identity related services. E-Home Affairs allows the following: Submit ID and Passport applications online, make online payments for applications, and make bookings where allowed.
Other online services portals
Some integrated provincial websites offer eservices: Gauteng Online portal; Western Cape Portal, KZN online; and Eastern Cape online. Other provinces publish their services on the launch pads of their respective websites.
INFORMATION SYSTEMS
Some of the large-scale interventions in support of government’s digitalisation programme by individual departments and clusters of departments:
Home Affairs:
DHA developed the National Population Register (NPR), the Home Affairs Identification System (HANIS), the Automated Fingerprint Identification System (AFIS), and the Automated Biometric Identification System (ABIS), together with the Live Capture System that supports the digitalisation of the service at the front-office.
Department of Health:
NDoH digitalisation is enabled through a range of databases, systems and applications, including the Health Patient Registration System (link to HANIS), the District Health Information System (DHIS), the National Health Information Repository and Data-warehouse (NHIRD), the Centralised Chronic Medicine Dispensing and Distribution (CCMDD) system, the Stock Visibility System (SVS), MomConnect, and the Electronic Vaccination Data System (EVDS). In addition, South Africa launched a COVID-19 Tracing Database in April 2020 to trace people who had met someone with COVID-19.
Department of Justice and Constitutional Development
The Integrated Justice System (IJS) in South Africa is a comprehensive initiative to enhance the efficiency and effectiveness of the criminal justice system. The IJS aims to increase the efficiency and effectiveness of the criminal justice system by increasing the probability of successful investigation, prosecution, punishment for priority crimes and rehabilitation of offenders. Further issues receiving specific attention include overcrowding in prisons and awaiting-trial prisoner problems, as well as bail, sentencing and plea-bargaining.
National Open Government Platform Initiatives
South Africa is the member of the Open Government Partnership and one of the requirements is that member states should make government data accessible to citizen to promote transparency and ensure good governance.
The following are some of the initiatives that government implemented to achieve this:
Open Data South Africa
Open Data South Africa encourages using government data for social impact under the stewardship of the DPSA, and working with OpenUp, the CPSI, The Innovation Hub, Geekculcha, Open Cities Lab and the Human Sciences Research Council (HSRC).
Municipal Money:
Municipal Money a web portal making available extensive municipal financial information in an easily accessible format, aims to promote transparency as part of the NT’s budget participation reform process.
Vulekamali:
Vulekamali is an Online Budget Data Portal (https://vulekamali.gov.za/).
The City of Cape Town and the eThekwini Municipality (https://edge.durban/) have launched open data initiatives to foster transparency through information sharing.
South African Cities Data Almanac:
A city-centric data portal providing evidence, analysis, and insight.
Policy, Norms And Standards
The Minister for the Public Service and Administration published digital government enabling directives including:
Use of Cloud Technologies:
The Determination and Directive on the use of cloud technologies provides clear guidance on adopting and using cloud computing services in the Public Service. It was issued on the 2nd of February 2022. The Department of Public Service and Administration (DPSA) provides ongoing implementation support for all Departments.
Cybersecurity
The Directive on Information Security Management in the Public Service provides direction for the Public Service regarding establishing departmental Information Security governance, practices, and procedures to protect information and technology assets. The directive was issued on the 21st of June 2022. The DPSA is providing ongoing implementation support to all the Departments.
Digital Government Risk Management
The Determination and Directive on ICT Service Continuity provides clear guidance to Departments for developing and implementing ICT service continuity plans supporting the department’s business continuity objectives. This Directive was issued on the 1st of December 2022. The DPSA is providing ongoing implementation support to all the Departments.
Determination and Directive on Corporate Governance of ICT Policy Framework
The Determination and Directive on Corporate Governance of ICT Policy Framework provides norms and standards to implement the revised public service Corporate Governance of ICT policy Framework. This was issued on the 11th of November 2022. The DPSA is providing ongoing implementation support to all the Departments.
Determination and Directive on Knowledge and Data Management
This Directive provides direction on institutionalizing and standardizing the implementation of Knowledge Management (KM) to attain at a minimum level 2 (Initiation Phase) of maturity supported by Phase 1 foundational Data Management (DM) practice areas in the public Service. The Directive is approved by the minister for the DPSA.
b) On what date is it envisaged that services such as the Z83 form and other administrative processes will be digitised and/or automated?
The automation of the Z83 form and its associated business processes fall within the scope of the IFMS project and therefore no significant progress can be recorded. Nevertheless, some provinces and government departments have forged ahead to automate recruitment and other administrative processes.
e-Recruitment technologies automate one of the administrative business processes of the Integrated Financial Management System (IFMS). The delays of IFMS impedes the ability for government to implement an e-Recruitment for the whole public service. The National Treasury issued an instruction note no. 5 of 2017 / 2018 which prohibits departments to acquire any Enterprise Resource Planning (ERP) type ICT solution that might result in the duplication of the functionality of the IFMS.
This instruction note has a negative impact on the digitalisation and modernisation of government administration business processes primarily those of Financial Management, Supply Chain Management and Human Resource Management.
However, the Kwa-Zulu Natal, Gauteng, Eastern Cape and Western Cape provinces have forged ahead and implemented e-recruitment, after obtaining exemption to the instruction note by the National Treasury. The Presidency and SITA and National Treasury have e-services portals that provide e-Recruitment. In addition, several departments also have e-recruitment implemented in their respective departments.
The Department of Labour developed the Employment Services of South Africa system (ESSA), a platform where citizens access job opportunities and organisations publish their jobs. This is an alternative electronic platform through which citizens can access job information outside the public service.
Discussions are underway between the DPSA and National Treasury to enable some human resource digitalisation initiatives to proceed while the IFMS project deals with its Governance and SCM issues.
End
20 March 2024 - NW606
Ngcobo, Mr S to ask the Minister of Public Service and Administration
With reference to his reply to question 187 on 1 March 2023, what are the details of the (a) make, (b) model, (c) year of manufacture, (d) date of purchase and (e) purchase price paid for each vehicle purchased by her department for (i) her and (ii) the Deputy Minister since 8 May 2019?
Reply:
The Department of Public Service and Administration has purchased one (1) official vehicle for the Minister and two (2) official vehicles for the Deputy Minister since 8 May 2019. Details of the vehicles as purchased are as follows:
(i) Minister (Seat of office - Pretoria)
- Make: BMW
- Model: X3 sDrive20i
- Year of Manufacture: 2023
- Date of Purchase: 19 January 2024
- Purchase Price: R772 808.00
(ii) Deputy Minister (Seat of office – Pretoria)
- Make: BMW
- Model: 520D
- Year of Manufacture: 2022
- Date of Purchase: 9 June 2022
- Purchase Price: R748 624.04
(iii) Deputy Minister (Seat of office – Cape Town)
- Make: Audi
- Model: Q5 45 TFSI
- Year of Manufacture: 2023
- Date of Purchase: 31 May 2023
- Purchase Price: R790 000.00
End
20 March 2024 - NW550
Schreiber, Dr LA to ask the Minister of Public Service and Administration
What (a) number of Public Service employees are currently on suspension in each (i) national and (ii) provincial government department, (b) is the average period that each employee has been on suspension and (c) is the breakdown of the total cost to the State for each (aa) financial year and (bb) month that the employees have been on suspension?
Reply:
The number of Public Service employees currently on suspension, as directed in the question above, is reflected in the following two tables as captured on PERSAL:
i) National departments
Name of Department (i) |
a) Number of employees on suspensions |
b) Period |
c) Cost to the State |
aa) Financial Year |
bb) Month/s/Period |
Agriculture, Land reform and Rural Development |
No Report |
||||
Basic Education |
Nil |
||||
Civilian Secretariat for Police |
Nil |
||||
Communications and Digital Technologies |
Nil |
||||
Cooperative Governance |
Nil |
||||
Correctional Services |
84 |
27 months |
R318 368.41 |
2021/22 |
27 months |
27 months |
R202 323.61 |
2021/22 |
27 months |
||
6 months |
R48 403.42 |
2023/24 |
6 months |
||
8 months |
R46 842.31 |
2023/24 |
8 months |
||
7 months |
R128 529.90 |
2023/24 |
7 months |
||
9 months |
R51 439.54 |
2023/24 |
9 months |
||
12 months |
R46 842.31 |
2023/24 |
12 months |
||
14 months |
R136 336.35 |
2022/23 |
14 months |
||
9 months |
R106 809.57 |
2023/24 |
9 months |
||
3 months |
R45 687.48 |
2023/24 |
3 months |
||
4 months |
R69 962.79 |
2023/24 |
4 months |
||
5 months |
R69 959.80 |
2023/24 |
5 months |
||
4 months |
R90 544.00 |
2023/24 |
4 months |
||
4 months |
R62 773.61 |
2023/24 |
4 months |
||
4 months |
R200 333.56 |
2023/24 |
4 months |
||
3 months |
R69 959.80 |
2023/24 |
3 months |
||
3 months |
R57 771.28 |
2023/24 |
3 months |
||
3 months |
R48 803.42 |
2023/24 |
3 months |
||
7 months |
R46 842.31 |
2023/24 |
7 months |
||
7 months |
R48 803.42 |
2023/24 |
7 months |
||
6 months |
R22 384.70 |
2023/24 |
6 months |
||
10 months |
R64 191.65 |
2023/24 |
10 months |
||
14 months |
R61 400.32 |
2022/23 |
14 months |
||
15 months |
R71 800.29 |
2022/23 |
15 months |
||
3 months |
R51 553.62 |
2023/24 |
3 months |
||
3 months |
R69 959.80 |
2023/24 |
3 months |
||
3 months |
R47 490.03 |
2023/24 |
3 months |
||
3 months |
R51 553.62 |
2023/24 |
3 months |
||
3 months |
R69 959.80 |
2023/24 |
3 months |
||
3 months |
R50 156.46 |
2023/24 |
3 months |
||
3 months |
R89 799.05 |
2023/24 |
3 months |
||
5 months |
R56 771.28 |
2023/24 |
5 months |
||
7 months |
R48 803.42 |
2023/24 |
7 months |
||
5 months |
R69 959.80 |
2023/24 |
5 months |
||
5 months |
R106 801.57 |
2023/24 |
5 months |
||
1 month |
R23 517.86 |
2023/24 |
1 month |
||
1 month |
R12 542.86 |
2023/24 |
1 month |
||
1 month |
R10 050.27 |
2023/24 |
1 month |
||
1 month |
R10 763.08 |
2023/24 |
1 month |
||
2 months |
R29 789.29 |
2023/24 |
2 months |
||
1 month |
R0.00 |
2023/24 |
1 month |
||
2 months |
R0.00 |
2023/24 |
2 months |
||
2 months |
R49 919.18 |
2023/24 |
2 months |
||
1 month |
R16 017.36 |
2023/24 |
1 month |
||
1 month |
R0.00 |
2023/24 |
1 month |
||
1 month |
R0.00 |
2023/24 |
1 month |
||
1 month |
R0.00 |
2023/24 |
1 month |
||
1 month |
R0.00 |
2023/24 |
1 month |
||
1 month |
R0.00 |
2023/24 |
1 month |
||
1 month |
R13 610.95 |
2023/24 |
1 month |
||
1 month |
R35 819.61 |
2023/24 |
1 month |
||
2 months |
R47 759.47 |
2023/24 |
2 months |
||
1 month |
R66 673.97 |
2023/24 |
1 month |
||
3 months |
R104 462.10 |
2023/24 |
3 months |
||
2 months |
R47 294.63 |
2023/24 |
2 months |
||
2 months |
R25 085.72 |
2023/24 |
2 months |
||
1 month |
R18 814.29 |
2023/24 |
1 month |
||
1 month |
R18 814.29 |
2023/24 |
1 month |
||
1 month |
R13 224.04 |
2023/24 |
1 month |
||
1 month |
R18 814.29 |
2023/24 |
1 month |
||
2 months |
R73 022.79 |
2023/24 |
2 months |
||
3 months |
R86 856.13 |
2023/24 |
3 months |
||
3 months |
R74 010.21 |
2023/24 |
3 months |
||
3 months |
R72 036.60 |
2023/24 |
3 months |
||
2 months |
R38 055.48 |
2023/24 |
2 months |
||
1 month |
R36 385.68 |
2023/24 |
1 month |
||
1 month |
R30 844.66 |
2023/24 |
1 month |
||
1 month |
R11 357.46 |
2023/24 |
1 month |
||
1 month |
R16 034.28 |
2023/24 |
1 month |
||
1 month |
R18 513.66 |
2023/24 |
1 month |
||
3 months |
R36 911.74 |
2023/24 |
3 months |
||
|
1 month |
R8 623.22 |
2023/24 |
1 month |
|
2 months |
R0.00 |
2023/24 |
2 months |
||
1 month |
R38 233.39 |
2023/24 |
1 month |
||
1 month |
R42 481.70 |
2023/24 |
1 month |
||
1 month |
R37 584.90 |
2023/24 |
1 month |
||
1 month |
R33 077.90 |
2023/24 |
1 month |
||
1 month |
R14 810.93 |
2023/24 |
1 month |
||
1 month |
R9 241.48 |
2023/24 |
1 month |
||
1 month |
R11 023.40 |
2023/24 |
1 month |
||
1 month |
R13 114.57 |
2023/24 |
1 month |
||
1 month |
R15 258.51 |
2023/24 |
1 month |
||
1 month |
R2 351.79 |
2023/24 |
1 month |
||
2 months |
R65 669.28 |
2023/24 |
2 months |
||
5 months |
R48 803.42 |
2023/24 |
5 months |
||
Defence |
Nil |
||||
Employment and Labour |
1 |
5 months |
R37 524.23 |
2023/24 |
5 Months |
Forestry, Fisheries and the Environmental Affairs |
Nil |
||||
Government Communication and Information System |
Nil |
||||
Government Pensions Administration Agency |
2 |
1 month |
R0 (Not indicated) |
2023/24 |
1 month |
Government Printing Works |
9 |
10 months |
R259 875.02 |
2023/24 |
10 months |
12 months |
R620 905.49 |
2023/24 |
12 months |
||
12 months |
R119 600.25 |
2023/24 |
12 months |
||
12 months |
R153 362.50 |
2023/24 |
12 months |
||
12 months |
R134 135.75 |
2023/24 |
12 months |
||
12 months |
R102 828. 25 |
2023/24 |
12 months |
||
5 months |
R308 386.50 |
2023/24 |
5 months |
||
9 months |
R86 949.50 |
2023/24 |
9 months |
||
9 months |
R86 949.50 |
2023/24 |
9 months |
||
Health |
1 |
4 months |
R107 256.00 |
2023/24 |
4 months |
Home Affairs |
7 |
34 months |
R1 173 726.10 |
2020/21 |
34 months |
17 months |
R387 098.74 |
2022/23 |
17 months |
||
15 months |
R224 840.85 |
2022/23 |
15 months |
||
15 months |
R330 563.95 |
2022/23 |
15 months |
||
10 months |
R241 997.27 |
2023/24 |
10 months |
||
7 months |
R363 710.73 |
2023/24 |
7 months |
||
10 months |
R318 572.01 |
2023/24 |
10 months |
||
Department of Higher Education and Training |
11 |
15 months |
R578 067.24 |
2022/23 |
15 months |
13 months |
R989 638.14 |
2022/23 |
13 months |
||
9 months |
R228 174.55 |
2023/24 |
9 months |
||
5 months |
R54 218.12 |
2023/24 |
5 months |
||
3 months |
R71 569.89 |
2023/24 |
3 months |
||
2 months |
R71 709.11 |
2023/24 |
2 months |
||
1 month |
R38 571.04 |
2023/24 |
1 month |
||
3 months |
R38 462.78 |
2023/24 |
3 months |
||
4 months |
R71 936.75 |
2023/24 |
4 months |
||
2 months |
R46 953.07 |
2023/24 |
2 months |
||
2 months |
R22 688.44 |
2023/34 |
2 months |
||
Military Veterans |
3 |
11 months |
R2 173 562.17 |
2023/24 |
11 months |
5 months |
R624 120.31 |
2023/24 |
5 months |
||
5 months |
R588 819.86 |
2023/24 |
5 months |
||
Department of Justice |
9 |
26 months |
No costs indicated |
2021/22 |
26 months |
36 months |
No costs indicated |
2020/21 |
36 months |
||
9 months |
R31 572.07 |
2023/24 |
9 months |
||
8 months |
R102 389.61 |
2023/24 |
8 months |
||
8 months |
R102 389.61 |
2023/24 |
8 months |
||
8 months |
R102 389.61 |
2023/24 |
8 months |
||
9 months |
R97 920.21 |
2023/24 |
9 months |
||
7 months |
R370 958.12 |
2023/24 |
7 months |
||
6 months |
R26 267.49 |
2023/24 |
6 months |
||
Mineral Resources |
Nil |
||||
National School of Government |
Nil |
||||
National Prosecuting Authority |
16 |
32 months |
R2 355 182.89 |
2022/23 |
32 months |
17 months |
R107 023.00 |
2022/23 |
17 months |
||
17 months |
R717 853.00 |
2022/23 |
17 months |
||
1 months 15 days |
R144 401.40 |
2023/24 |
1 months 15 days |
||
13 months |
R264 509.00 |
2022/23 |
13 months |
||
12 months |
R547 577.00 |
2023/24 |
12 months |
||
12 months |
R619 031.00 |
2023/24 |
12 months |
||
12 months |
R519 874.00 |
2023/24 |
12 months |
||
11 months |
R441 971.00 |
2023/24 |
11 months |
||
10 months |
R976 611.00 |
2023/24 |
10 months |
||
7 months |
R368 927.00 |
2023/24 |
7 months |
||
13 months |
R662 913.00 |
2022/23 |
13 months |
||
9 months |
R265 241.00 |
2023/24 |
9 months |
||
4 months |
R296 106.00 |
2023/24 |
4 months |
||
4 months |
R174 666.00 |
2023/24 |
4 months |
||
7 months |
R442 834.00 |
2023/24 |
7 months |
||
National treasury |
Nil |
||||
Office of the Chief Justice |
3 |
3 months |
R41 039.00 |
2023/24 |
3 months |
1 month |
R29 549.34 |
2023/24 |
1 month |
||
08 days |
R295.43 |
2023/24 |
08 days |
||
Planning Monitoring and Evaluation |
1 |
23 days |
R84 778.00 |
2023/24 |
23 days |
Public Enterprise |
Nil |
||||
Public Service and Administration |
Nil |
||||
Public Service Commission |
1 |
26 days |
R1 365 411.00 |
2023/24 |
26 days |
Public works and Infrastructure |
Nil |
||||
Science and Innovation |
1 |
34 months |
R2 055 430.00 |
2022/23 |
34 months |
Small Business Development |
Nil |
||||
Social Development |
Nil |
||||
South African Police Service |
26 |
2 months |
R38 236.58 |
2023/24 |
2 months |
1 month, 10 days |
R47 611.05 |
2023/24 |
1 month, 10 days |
||
1 month |
R20 137.25 |
2023/24 |
1 month |
||
1 month |
R19 580.35 |
2023/24 |
1 month |
||
1 month |
R21 004.23 |
2023/24 |
1 month |
||
1 month |
R9 790.17 |
2023/24 |
1 month |
||
1 month |
R98 164.27 |
2023/24 |
1 month |
||
2 months |
R50 988.54 |
2023/24 |
2 months |
||
2 months |
R78 671.01 |
2023/24 |
2 months |
||
2 months |
R60 121.71 |
2023/24 |
2 months |
||
3 months |
R68 031.19 |
2023/24 |
3 months |
||
2 months |
R41 857.44 |
2023/24 |
2 months |
||
2 months |
R46 018.78 |
2023/24 |
2 months |
||
2 months |
R31 727.32 |
2023/24 |
2 months |
||
2 months |
R31 727.32 |
2023/24 |
2 months |
||
2 months |
R31 727.32 |
2023/24 |
2 months |
||
2 months |
R31 727.32 |
2023/24 |
2 months |
||
18 days |
R14 510.64 |
2023/24 |
18 days |
||
2 months |
R71 770.95 |
2023/24 |
2 months |
||
2 months |
R40 109.34 |
2023/24 |
2 months |
||
2 months |
R32 344.39 |
2023/24 |
2 months |
||
2 months |
R52 590.81 |
2023/24 |
2 months |
||
2 months |
R52 590.81 |
2023/24 |
2 months |
||
5 months |
R101 573.53 |
2023/24 |
5 months |
||
3 months |
R101 008.82 |
2023/24 |
3 months |
||
Sports Arts and Culture |
Nil |
||||
Statistics South Africa |
Nil |
||||
Tourism |
Nil |
||||
Trade, Industry, and Competition |
Nil |
||||
Traditional Affairs |
Nil |
||||
Transport |
Nil |
||||
Water and Sanitation |
Nil |
||||
Women, Youth, and Persons with Disabilities |
Nil |
||||
The Presidency |
Nil |
||||
TOTAL |
158 |
R21 816 586,30 |
ii) Provincial departments
Name of department (ii) |
a) Number of employees on suspensions |
b) Duration |
c)Cost to the state |
aa) Financial Year |
bb) Month/s/Period |
1. Eastern Cape |
|||||
Public Works and infrastructure |
3 |
10 months |
R848 947.52 |
2023/24 |
10 months |
4 months |
R67 705.15 |
2023/24 |
4 months |
||
4 months |
R194 344.75 |
2023/24 |
4 months |
||
Office of the Premier |
3 |
7 months |
R495 705.33 |
2023/24 |
7 months |
4 months |
R298 600.00 |
2023/24 |
4 months |
||
4 months |
R124 908.00 |
2023/24 |
4 months |
||
Education |
11 |
3 months |
R101 325.00 |
2023/24 |
3 months |
6 months |
R282 120.00 |
2023/24 |
6 months |
||
2 months |
R92 576.26 |
2023/24 |
2 months |
||
2 months |
R69 672.00 |
2023/24 |
2 months |
||
2 months |
R86 072.35 |
2023/24 |
2 months |
||
2 months |
R76 887.19 |
2023/24 |
2 months |
||
3 months |
R137 286.46 |
2023/24 |
3 months |
||
2 months |
R83 290.26 |
2023/24 |
2 months |
||
3 months |
R85 897.89 |
2023/24 |
3 months |
||
2 months |
R70 952.26 |
2023/24 |
2 months |
||
8 months |
R167 867.10 |
2023/24 |
8 months |
||
Health |
6 |
6 months |
R2 370 369.00 |
2023/24 |
6 months |
2 months |
2023/24 |
2 months |
|||
2 months |
2023/24 |
2 months |
|||
2 months |
2023/24 |
2 months |
|||
2 months |
2023/24 |
2 months |
|||
3 months |
2023/24 |
3 months |
|||
2. Free State |
|||||
Department of Economic, Small Business Development, Tourism and Environmental Affairs (DESTEA) |
Nil |
||||
Office of the Premier |
1 |
10 months |
R1 154 477.00 |
||
Social Development |
5 |
3 months |
R86 403.16 |
2023/24 |
3 months |
1 month |
R55 191.44 |
2023/24 |
1 month |
||
1 month |
R76 021.69 |
2023/24 |
1 month |
||
1 month |
R57 842.18 |
2023/24 |
1 month |
||
1 month |
R221 684.42 |
2023/24 |
1 month |
||
Human Settlement |
4 |
40 months |
R4 212 176.70 |
2021/22 |
40 months |
17 months |
R1 236 290.18 |
2021/22 |
17 months |
||
17 months |
R1 229 050.72 |
2021/22 |
17 months |
||
39 Days |
R37 479.45 |
2021/22 |
39 Days |
||
Sport Arts and Recreation |
Nil |
||||
Provicncial Treasury |
2 |
2 months |
R283 793.00 |
2023/24 |
2 months |
3 months |
R189 511.00 |
2023/24 |
3 months |
||
Public Works and Infrastructure |
2 |
15 months |
R150 858.87 |
2021/22 |
15 months |
19 months |
R1 754 317.02 |
2021/22 |
19 months |
||
Community Safety |
5 |
9 months |
R1 161 524.13 |
2023/24 |
9 months |
7 months |
R861 792.24 |
2023/24 |
7 months |
||
5 months |
R534 010.32 |
2023/24 |
5 months |
||
4 months |
R99 197.04 |
2023/24 |
4 months |
||
3 months |
R85 652.51 |
2023/24 |
3 months |
||
Health |
8 |
1 month |
R9 683.86 |
2023/24 |
1 month |
1 month |
R9 683.86 |
2023/24 |
1 month |
||
1 month |
R9 552.18 |
2023/24 |
1 month |
||
1 month |
R8 459.61 |
2023/24 |
1 month |
||
1 month |
R13 848.02 |
2023/24 |
1 month |
||
7 months |
R120 382.19 |
2023/24 |
7 months |
||
5 months |
R56 800.20 |
2023/24 |
5 months |
||
2 months |
R97 576.27 |
2023/24 |
2 months |
||
Agriculture |
2 |
32 months |
R2 877158.06 |
2021/22 |
32 months |
4 months |
R378 662.79 |
2023/24 |
4 months |
||
Education |
5 |
3 months |
R104 994.39 |
2023/24 |
3 months |
3 months |
R106 428.39 |
2023/24 |
3 months |
||
3 months |
R79 662. 00 |
2023/24 |
3 months |
||
3 months |
R79 662. 00 |
2023/24 |
3 months |
||
4 months |
R131 344.00 |
2023/24 |
4 months |
||
3. Gauteng |
|||||
Office of the Premier |
Nil |
||||
Roads and transport |
2 |
7 months |
R628 902.39 |
2023/24 |
7 months |
10 months |
R749 327.21 |
2023/24 |
10 months |
||
e-Government |
Nil |
||||
Rural Development and Agriculture |
Nil |
||||
Sports, Arts, Culture and Recreation |
Nil |
||||
Education |
28 |
13 months |
R310 697.52 |
2021/22 |
13 months |
9 months |
R648 715.53 |
2023/24 |
9 months |
||
8 months |
R85 600.64 |
2023/24 |
8 months |
||
8 months |
R197 234.44 |
2023/24 |
8 months |
||
5 months |
R65 820.48 |
2023/24 |
5 months |
||
6 months |
R337 986.58 |
2023/24 |
6 months |
||
6 months |
R251 043.26 |
2023/24 |
6 months |
||
2 months |
R75 357.42 |
2023/24 |
2 months |
||
14 months |
R545 128.10 |
2021/22 |
14 months |
||
8 months |
R500 926.36 |
2023/24 |
8 months |
||
8 months |
R652 064.12 |
2023/24 |
8 months |
||
7 months |
R381 510.18 |
2023/24 |
7 months |
||
6 months |
R111 064.78 |
2023/24 |
6 months |
||
6 months |
R205 801.93 |
2023/24 |
6 months |
||
5 months |
R190 399.27 |
2023/24 |
5 months |
||
3 months |
R92 066.11 |
2023/24 |
3 months |
||
4 months |
R183 829.59 |
2023/24 |
4 months |
||
4 months |
R42 115.24 |
2023/24 |
4 months |
||
4 months |
R100 945.03 |
2023/24 |
4 months |
||
4 months |
R127 142.36 |
2023/24 |
4 months |
||
3 months |
R93 298.78 |
2023/24 |
3 months |
||
3 months |
R31 367.37 |
2023/24 |
3 months |
||
3 months |
R82 520.51 |
2023/24 |
3 months |
||
2 months |
R80 394.88 |
2023/24 |
2 months |
||
2 months |
R30 712.99 |
2023/24 |
2 months |
||
2 months |
R44 652.48 |
2023/24 |
2 months |
||
2 months |
R30 314.12 |
2023/24 |
2 months |
||
2 months |
R29 508.83 |
2023/24 |
2 months |
||
Community Safety |
Nil |
||||
Economic Development |
2 |
44 months |
R3 241 348.34 |
2020/21 |
44 months |
31 months |
R1 067 198.73 |
2020/21 |
31 months |
||
Cooperative Governance and Traditional Affairs |
Nil |
||||
Social Development |
3 |
14 months |
R199 070.26 |
2021/22 |
14 months |
4 months |
R62 937.80 |
2023/24 |
4 months |
||
4 months |
R62 937.80 |
2023/24 |
4 months |
||
Human Settlement |
1 |
49 months |
R4 752 585.63 |
2019/20 |
49 months |
Infrastructure Development |
7 |
20 months |
R415 895.25 |
2021/22 |
20 months |
20 months |
R408 974.25 |
2021/22 |
20 months |
||
20 months |
R270 357.00 |
2021/22 |
20 months |
||
20 months |
R295 147.50 |
2021/22 |
20 months |
||
20 months |
R408 974.25 |
2021/22 |
20 months |
||
4 months |
R36 759.00 |
2022/23 |
4 months |
||
4 months |
R36 759.00 |
2022/23 |
4 months |
||
Provincial Treasury |
Nil |
||||
4. Mpumalanga |
|||||
Office of the Premier |
Nil |
||||
Community Safety and Liaison |
8 |
4 months |
R59 004.27 |
2023/24 |
4 months |
4 months |
R48 557.38 |
2023/24 |
4 months |
||
1 month |
R24 443.88 |
2023/24 |
1 month |
||
1 month |
R24 443.83 |
2023/24 |
1 month |
||
1 month |
R49 053.50 |
2023/24 |
1 month |
||
1 month |
R49 053.50 |
2023/24 |
1 month |
||
1 month |
R20 972.75 |
2023/24 |
1 month |
||
1 month |
R47 888.88 |
2023/24 |
1 month |
||
Education |
8 |
6 months |
R175 513.95 |
2023/24 |
6 months |
6 months |
R141 703.74 |
2023/24 |
6 months |
||
8 months |
R492 566.72 |
2023/24 |
8 months |
||
1 month |
R36 178.00 |
2023/24 |
1 month |
||
1 month |
R30 606.88 |
2023/24 |
1 month |
||
1 month |
R103 378.90 |
2023/24 |
1 month |
||
2 months |
R51 224.74 |
2023/24 |
2 months |
||
2 months |
R36 514.38 |
2023/24 |
2 months |
||
Public Works, Roads and Transport |
1 |
39 months |
R719 097.21 |
2020/21 |
39 months |
5. Limpopo |
|||||
Limpopo Department of Economic Development, Environment and Tourism (LEDET) |
Nil |
||||
Social Development |
Nil |
||||
Transport and Community Safety |
1 |
2 months |
Not indicated |
||
Agriculture |
1 |
2 months |
Not indicated |
||
Health |
2 |
2 months |
R157 210.98 |
2023/24 |
2 months |
4 months |
R381 537.00 |
2023/24 |
4 months |
||
Education |
Nil |
||||
Office of the Premier |
Nil |
||||
Department of Cooperative Governance, Human Settlements and Traditional Affairs (COGHSTA) |
Nil |
||||
Treasury |
Nil |
||||
Public Works, Roads, and Infrastructure |
Nil |
||||
6. KwaZulu-Natal |
|||||
COGTA |
1 |
30 months |
R3 620 897.79 |
2020/21 |
30 months |
Health |
11 |
1 month |
R90 107.25 |
2023/24 |
1 month |
1 month |
R73 417.50 |
2023/24 |
1 month |
||
1 month |
R49 931.25 |
2023/24 |
1 month |
||
1 month |
R46 006.50 |
2023/24 |
1 month |
||
1 month |
R43 337.25 |
2023/24 |
1 month |
||
1 month |
R70 328.25 |
2023/24 |
1 month |
||
7 months |
R349 985.00 |
2023/24 |
7 months |
||
2 months |
R34 682.00 |
2023/24 |
2 months |
||
9 months |
R405 726.50 |
2023/24 |
9 months |
||
29 months |
R4 355 424.00 |
2020/21 |
29 months |
||
14 months |
R1 711 762.00 |
2021/22 |
14 months |
||
Social development |
1 |
15 months |
R449 400.00 |
2021/22 |
15 months |
Education |
43 |
51 months |
R93 6347.25 |
2019/20 |
51 months |
27 months |
R84 5430.75 |
2021/22 |
27 months |
||
27 months |
R1348 708.86 |
2021/22 |
27 months |
||
26 months |
R91 3191.5 |
2021/22 |
26 months |
||
21 Months |
R 522 805,50 |
2021/22 |
21 Months |
||
23 Months |
R411 861 |
2021/22 |
23 Months |
||
19 Months |
R55 4918.75 |
2021/22 |
19 Months |
||
15 months |
R526841.25 |
2021/22 |
15 months |
||
15 months |
R649 286.25 |
2021/22 |
15 months |
||
14 months |
R224 917 |
2021/22 |
14 months |
||
14 months |
R676 382 |
2021/22 |
14 months |
||
12 Months |
R297 156 |
2023/24 |
12 Months |
||
12 Months |
R324 996 |
2023/24 |
12 Months |
||
12 months |
R300 114 |
2023/24 |
12 months |
||
12 months |
R295 680 |
2023/24 |
12 months |
||
9 Months |
R243 747 |
2023/24 |
9 Months |
||
8 Months |
R254 168 |
2023/24 |
8 Months |
||
11 Months |
R283 448 |
2023/24 |
11 Months |
||
9 Months |
R305 517,33 |
2023/24 |
9 Months |
||
9 months |
R275 202 |
2023/24 |
9 months |
||
9 Months |
R739 481,58 |
2023/24 |
9 Months |
||
7 Months |
R44 521,75 |
2023/24 |
7 Months |
||
7 Months |
R131 668,67 |
2023/24 |
7 Months |
||
7 Months |
R229 852 |
2023/24 |
7 Months |
||
7 Months |
R235 366,25 |
2023/24 |
7 Months |
||
6 Months |
R242 389,56 |
2023/24 |
6 Months |
||
5 Months |
R238 477,5 |
2023/24 |
5 Months |
||
6 months |
R138 873 |
2023/24 |
6 months |
||
6 Months |
R159 324 |
2023/24 |
6 Months |
||
6 months |
R206 486,22 |
2023/24 |
6 months |
||
22 months |
R1064 497,5 |
2021/22 |
22 months |
||
16 months |
R532 896 |
2021/22 |
16 months |
||
8 months |
R396 534 |
2023/24 |
8 months |
||
5 Months |
R199 768,75 |
2023/24 |
5 Months |
||
13 Months |
R449 806,5 |
2021/22 |
13 Months |
||
7 months |
R397 451,25 |
2023/24 |
7 months |
||
4 months |
R117 315 |
2023/24 |
4 months |
||
4 Months |
R156 027 |
2023/24 |
4 Months |
||
4 Months |
R236 072 |
2023/24 |
4 Months |
||
4 Months |
R217 470 |
2023/24 |
4 Months |
||
3 months |
R54 940,5 |
2023/24 |
3 months |
||
3 months |
R139 021,5 |
2023/24 |
3 months |
||
1 month |
R28 372,50 |
2023/24 |
1 month |
||
7. Northern Cape |
|||||
Agriculture Environmental Affairs, Rural Development and Land Reform (DAERDLR) |
1 |
42 months |
R1 438 290.08 |
2019/20 |
42 months |
Education |
10 |
25 months |
R848 961.57 |
2021/22 |
25 months |
11 months |
R315 046.00 |
2023/24 |
11 months |
||
8 months |
R215 458.00 |
2023/24 |
8 months |
||
4 months |
R73 191.00 |
2023/24 |
4 months |
||
5 months |
R184 148.25 |
2023/24 |
5 months |
||
4 months |
R168 743.75 |
2023/24 |
4 months |
||
5 months |
R168 624.00 |
2023/24 |
5 months |
||
7 months |
R191 277.75 |
2023/24 |
7 months |
||
4 months |
R100 399.15 |
2023/24 |
4 months |
||
3 months |
R79 662.00 |
2023/24 |
3 months |
||
1 month |
R70 872.50 |
2023/24 |
1 month |
||
1 month |
R109 254.00 |
2023/24 |
1 month |
||
Health |
8 |
1 month |
R29 950.00 |
2023/24 |
1 month |
1 month |
R19 751.00 |
2023/24 |
1 month |
||
1 month |
R141 260.68 |
2023/24 |
1 month |
||
1 month |
R14 797.38 |
2023/24 |
1 month |
||
2 months |
R168 906.00 |
2023/24 |
2 months |
||
2 months |
R78 223.73 |
2023/24 |
2 months |
||
2 months |
R86 127.26 |
2023/24 |
2 months |
||
2 months |
R157 215.20 |
2023/24 |
2 months |
||
8. North-West |
|||||
Agriculture |
Nil |
||||
Community Safety and Transport Management |
6 |
10 months |
R259 263.18 |
2023/24 |
10 months |
9 months |
R175 525.92 |
2023/24 |
9 months |
||
2 months |
R49 005.70 |
2023/24 |
2 months |
||
2 months |
R28 932.00 |
2023/24 |
2 months |
||
1 month |
R26 718.61 |
2023/24 |
1 month |
||
1 month |
R26 712.71 |
2023/24 |
1 month |
||
Economic, Environmental Conservation and Tourism |
1 |
23 months |
R625 531.65 |
2021/22 |
23 months |
Education |
NIL |
||||
Health |
12 |
30 months |
R500 313.69 |
2021/22 |
30 months |
20 months |
R38 056.88 |
2021/22 |
20 months |
||
14 months |
R395 461.62 |
2021/22 |
14 months |
||
27 months |
R821 651.13 |
2021/22 |
27 months |
||
27 months |
R28 009.00 |
2021/22 |
27 months |
||
27 months |
R35 258.38 |
2021/22 |
27 months |
||
24 months |
R39 485.38 |
2021/22 |
24 months |
||
7 months |
R72 445.38 |
2023/24 |
7 months |
||
7 months |
R110 516.65 |
2023/24 |
7 months |
||
2 months |
R134 809.94 |
2023/24 |
2 months |
||
1 month |
R12 369.80 |
2023/24 |
1 month |
||
1 month |
R25 565.88 |
2023/24 |
1 month |
||
Human Settlement |
1 |
6 months |
R486 141.01 |
2023/24 |
6 months |
Office of the Premier |
1 |
12 months |
R1 122 763.51 |
2023/24 |
12 months |
Public Works and Roads |
1 |
20 months |
R1 673 466.20 |
2021/22 |
20 months |
Social Developments |
2 |
24 months |
R360 744.82 |
2021/22 |
24 months |
14 months |
Not indicated |
2021/22 |
14 months |
||
9. Western Cape |
|||||
Police Oversight and Community Safety |
1 |
6 months |
R114 956.80 |
2023/24 |
6 months |
Local Government |
Nil |
||||
Infrastructure |
Nil |
||||
Health and Wellness |
7 |
2 months |
R105 112.77 |
2023/24 |
2 months |
1 month |
R18 409.61 |
2023/24 |
1 month |
||
1 month |
R20 698.51 |
2023/24 |
1 month |
||
1 month |
R7237.59 |
2023/24 |
1 month |
||
1 month |
R36 170.58 |
2023/24 |
1 month |
||
1 month |
R19 734.11 |
2023/24 |
1 month |
||
1 month |
R23 295.63 |
2023/24 |
1 month |
||
Social Development |
6 |
4 months |
R64 368.20 |
2023/24 |
4 months |
5 months |
R66 732.76 |
2023/24 |
5 months |
||
2 months |
R30 122.42 |
2023/24 |
2 months |
||
4 months |
R75 396.13 |
2023/24 |
4 months |
||
1 month |
R12 809.29 |
2023/24 |
1 month |
||
1 month |
R11 271.85 |
2023/24 |
1 month |
||
Education |
4 |
72 months |
R75 544.65 |
2019/20 |
72 months |
4 months |
R65 603.83 |
2023/24 |
4 months |
||
3 months |
R37 262.29 |
2023/24 |
3 months |
||
3 months |
R108 929.81 |
2023/24 |
3 months |
||
TOTAL |
237 |
R107 726 606,86 |
|||
OVERALL |
395 |
R129 543 193,16 |
End
20 March 2024 - NW549
Schreiber, Dr LA to ask the Minister of Public Service and Administration
(1)What (a) type of performance and/or incentive bonuses, excluding the 13th salary cheque exist in the Public Service and (b) amount was spent on the specified performance and/or incentive bonuses since 8 May 2019; (2) on what grounds were performance bonuses paid out to employees of government departments that recorded adverse audit outcomes and/or did not achieve their key performance indicators?
Reply:
- (a) & (b)
The performance management and development system (PMDS) is underpinned by the notion of improving organisational performance and accountability. The PMDS is designed to ensure that the goals/objectives contained in a department’s Strategic Plan and Annual Performance Plan are cascaded into the performance agreements of employees.
Based on the prescripts, the following amounts were spent on performance and/or incentive bonuses from the 2019/20 to 2023/24 financial years:
Amount spent on performance bonuses / cash bonuses |
||
Financial Year |
National Departments |
Provincial Departments |
2019/20 |
R36 318 724 |
R154 463 238 |
2020/21 |
R240 721 980 |
R819 214 333 |
2021/22 |
R321 125 930 |
R649 738 458 |
2022/23 |
R92 879 151 |
R427 102 143 |
2023/24 |
R71 121 130 |
R179 822 396 |
Data Source: PERSAL (8 March 2024)
2. Each employee is assessed based on the key performance areas as per the signed performance agreement between himself/ herself with the immediate supervisor against the set targets. The performance assessments of Heads of Department and members of the SMS take into consideration the Auditor-General’s findings and opinions and the department’s performance against the planned targets included in its Annual Performance Plan. Employees are rewarded based on the outcomes of their moderated performance assessment, on whether they have performance above the expected level (highly effective) or not and in compliance with Regulation 72 of the Public Service Regulations, 2016 (Performance agreements and assessments) and the directives issued by the Minister for the Public Service and Administration.
End
11 March 2024 - NW140
Masango, Ms B to ask the Minister of Public Service and Administration
(1)With reference to her reply to question 3197 on 29 December 2023, what progress has been made regarding consequence management of the (a) 5 812 public servants who fraudulently received Social Relief of Distress grants and (b) 33 833 public servants who fraudulently received other social grants; (2) whether (a) her department and (b) the SA Social Security Agency launched an investigation to determine whether the wrongful payments form part of a scheme to defraud the State; if not, what is the position in this regard; if so, what are the relevant details?
Reply:
(1) The following progress has been made regarding consequence management of:
(a) 5 812 public servants who fraudulently received Social Relief of Distress (SRD) grants: In September 2022, Ms BJ Memela, the Chief Executive Officer of the SA Social Security Agency issued letters to Government Departments at National and Provincial levels advising them of the identification of civil servants on the Covid 19 SRD database and requested that consequence management be undertaken by those Government Departments.
No |
Date of signing letter |
Name of Department |
Annexure |
1 |
26/09/2022 |
Department of Basic Education |
A |
2 |
28/09/2022 |
Deed Office |
B |
3 |
26/09/2022 |
Department of Labour |
C |
4 |
26/09/2022 |
Department of Justice |
D |
5 |
09/11/2022 |
Department of Social Development |
E |
6 |
26/09/2022 |
Limpopo Provincial Department of Health |
F |
7 |
29/09/2022 |
South African Police Service |
G |
8 |
28/09/2022 |
Correctional Services |
H |
The indicated Departments are to be approached by SA Social Security Agency to establish progress with the execution of consequence management.
(b) 33 833 public servants who fraudulently received other social grants: This information is to be obtained from the SA Social Security Agency (Fraud and Compliance Department).
(2) Regarding investigations the following:
(a) The DPSA did not launch an investigation to determine whether the wrongful payments form part of a scheme to defraud the State, as the DPSA does not have a legal mandate to perform investigations.
(b) SA Social Security Agency launched an investigation. The details of the investigation are reflected under (1)(a) and is to be provided for (b).
End
11 March 2024 - NW467
Schreiber, Dr LA to ask the Minister of Public Service and Administration
(1)What is the total amount of public funds spent by the State in opposing the application seeking the North Gauteng High Court to declare the practice of cadre deployment unconstitutional and unlawful; (2) what are the reasons justifying the use of public funds to defend the policy of a political party?
Reply:
1. The Department of Public Service and Administration (DPSA) has spent no public funds in opposing the application seeking the North Gauteng High Court to declare the practice of cadre deployment unconstitutional and unlawful.
The DPSA opposed an application by the Democratic Alliance against the Minister for Public Service and Administration (the Sixth Respondent) in the High Court of South Africa, Gauteng Division, under case No 31418/2022, to declare Chapter IV of the Public Service Act 103 of 1994 to be inconsistent with the Constitution. The costs expended by the DPSA, to date in this regard, is R 450 340-00.
The High Court ordered that the Democratic Alliance pay the costs of the Sixth Respondent in this matter. The order is being appealed by the Democratic Alliance and if the Appeal is dismissed, the DPSA will recover the amounts so taxed.
2. Public funds were not expended by the DPSA to defend the policy of a political party.
The DPSA opposed the application by the Democratic Alliance against the Minister for Public Service and Administration in the High Court of South Africa, Gauteng Division, under case No 31418/2022, which sought to declare Chapter IV of the Public Service Act 103 of 1994 to be inconsistent with the Constitution, on the basis that-
- the Minister for the Public Service and Administration was cited by the Democratic Alliance as the Sixth Respondent;
- the Minister is responsible for the administration of the Public Service Act, 1994;
- the provisions of the Public Service Act were affected by the recourse sought by the Democratic Alliance in declaring the Act unconstitutional; and
- the DPSA was required to respond and place a case before the Court on the incorrectness of the allegation by the Democratic Alliance with regard to the unconstitutionality of the Public Service Act.
In this regard, the High Court found that there was “no valid constitutional attack” and the case of the Democratic Alliance must therefore be rejected.
End
07 March 2024 - NW49
Komane, Ms RN to ask the Minister of Public Service and Administration
(1)With reference to her statement that there is a high rate of unqualified senior management officials, how (a) many unqualified officials have been identified and (b) were they employed without relevant qualifications; (2) what is the impact of unqualified senior management officials on public service; (3) (a) what steps will she take to correct this and (b) by when?
Reply:
- (a)
As of 31 December 2023, there are 1,779 Senior Management Service (SMS) members whose qualifications are not listed on PERSAL. The total composition of SMS members in the Public Service as of 31 December 2023 was 9,278. This implies that 19% of the composition did not have qualifications listed on PERSAL.
The table below presents the detailed information sourced from PERSAL.
National and Provincial Government Departments SMS Members with Qualifications Unspecified on PERSAL
Occupational Classification |
Date Appointed In SMS |
Total |
|
Before 1 August 2016 |
From 1 August 2016 |
||
Total |
1 216 |
563 |
1 779 |
Administrative Related |
89 |
56 |
145 |
Advocates |
|
1 |
1 |
Agriculture Related |
2 |
|
2 |
Communication and Information Related |
4 |
2 |
6 |
Computer Programmers. |
|
1 |
1 |
Computer System Designers and Analysts. |
|
1 |
1 |
Crime Investigators/Misdaad Ondersoekers |
|
1 |
1 |
Custodian Personnel |
|
1 |
1 |
Economists |
2 |
|
2 |
Finance and Economics Related |
20 |
6 |
26 |
Financial and Related Professionals |
18 |
13 |
31 |
Financial Clerks and Credit Controllers |
2 |
|
2 |
General Legal Administration & Rel. Professionals |
2 |
1 |
3 |
Head Of Department/Chief Executive Officer |
20 |
6 |
26 |
Health Sciences Related |
3 |
2 |
5 |
Human Resources & Organisation Development & Relate Prof |
10 |
5 |
15 |
Human Resources Related |
11 |
6 |
17 |
Identification Experts |
3 |
|
3 |
Information Technology Related |
4 |
|
4 |
Legal Related |
4 |
1 |
5 |
Natural Sciences-Related |
1 |
1 |
2 |
Operational Planning |
|
1 |
1 |
Other Administrative & Related Clerks and Organisers |
2 |
3 |
5 |
Other Administrative Policy and Related Officers |
2 |
1 |
3 |
Other Information Technology Personnel. |
8 |
|
8 |
Other Occupations |
9 |
|
9 |
Police. |
|
1 |
1 |
Professional Nurse |
1 |
|
1 |
Prosecutor |
|
1 |
1 |
Risk Management and Security Services |
4 |
|
4 |
Saps |
|
1 |
1 |
Secretaries & Other Keyboard Operating Clerks |
|
3 |
3 |
Senior Managers |
989 |
448 |
1 437 |
Social Sciences Related |
1 |
|
1 |
Social Work and Related Professionals |
2 |
|
2 |
Trade/Industry Advisers & Other Related Profession |
2 |
|
2 |
Veterinarians |
1 |
|
1 |
Table 1: PERSAL Data as of 31 December 2023 Occupation Specific
(1) (b)
Of the total of 1,779 senior managers, 1,216 (68%) were employed before 1 August 2016, prior to the implementation of the minimum requirements. Additionally, of the 1,779 senior managers, 563 (32%) were employed after 1 August 2016, following the introduction of the minimum requirements. Of the 9,278 senior managers, 1,779 (19%) either do not have the minimum NQF level qualifications or are not recorded on PERSAL. The Public Service Commission initiated an investigation to establish the employment circumstances of senior managers without qualifications. The outcome of the investigation will determine the course of action as the impact of having unqualified managers could erode public trust in government institutions and undermine the Government’s standpoint for the professionalisation of the Public Service.
2. Public service performance does not depend only on academic qualifications, as qualifications are not the exclusive measure of competency. Competency includes the acquired knowledge, skills, behaviours, and aptitudes an employee contributes to their position. The public service has implemented a comprehensive performance management and development system for assessing the performance of individuals in their designated roles. As a learning organisation, the public service is committed to fostering continuous improvement among its Senior Management Service (SMS) officials. Officials are supported in advancing their competencies through ongoing education and skill development guided by personal development plans. These plans are created collaboratively by employees and supervisors to pinpoint developmental needs and select appropriate training measures.
In the public service, performance monitoring is rigorous, with each department held accountable for the performance of its SMS officials, irrespective of their qualifications. Departments report underperformance to the Department of Public Service and Administration (DPSA) and undertake the necessary corrective measures. In addition, the DPSA is initiating a verification process to confirm the qualifications of SMS officials as part of the skills audit project.
(3) (a) what steps will she take to correct this and (b) by when?
The Public Service Commission (PSC) is presently investigating the qualifications of all Senior Managers. Given that the outcomes and recommendations from this investigation are still pending, it is too soon to discuss any possible measures for SMS officials who do not possess the necessary qualifications for their positions. The conclusions will inform the determination of reasonable actions. It is essential to recognise that some SMS officials occupied their roles before the 2017 Directive on Minimum Entry Requirements came into existence, and their extensive experience might reflect the requisite knowledge and skills for their positions. The project to verify qualifications is expected to be completed by 30 June 2024.
End
07 March 2024 - NW345
Gwarube, Ms S to ask the Minister of Public Service and Administration
What are the full details of all (a) sponsorships, (b) donations and (c) financial transfers provided for lawfare and/or any other purposes to (i) her, (ii) her department and (iii) officials of her department by any (aa) Qatari, (bb) Iranian and/or (cc) Russian organ of state, organisation and/or resident since 1 January 2021 up to the latest date in 2024 for which information is available?
Reply:
The following details are available:
1. The (i) Minister, (ii) The Department of Public Service and Administration (DPSA) (iii) and the officials of the department have not received any (a) sponsorships, (b) donations and (c) financial transfers provided for lawfare and/or any other purposes from the following:
(aa) Qatari organ of state, organisation and/ resident since 1 January 2021 up to date.
(bb) Iranian organ of state, organisation and/ resident since 1 January 2021 up to date.
2. (cc) The DPSA has received (a) a sponsorship worth R86 thousand rands in June 2023 from (cc) Russia organ of state (Tag A), the full details are as follows:
In 2020, the Russian Federation identified anti-corruption education and training as a priority of its Brazil, Russia, India, China and South Africa (BRICS) Presidency and decided to host an “anti-Corruption tailor-made training for ethics and integrity officers in public administration”, in collaboration with the International Anti-Corruption Academy (IACA). As the sponsor of the training Russia insisted that the training be in-person. The training was held on the 19 to 23 June 2023 in partnership with the United Nations Office on Drugs and Crime (UNODC). Russia sponsored the training through UNODC.
DPSA is the focal point for all activities of the United Nations Convention against Corruption (UNCAC) and represents the countries in the Implementation Review Group (IRG) and the working Group on Prevention, four officials from each of the BRICS Countries were accommodated in the training. The Director General of DPSA nominated 2 officials to attend the training.
No (b) donations, (c) financial transfers provided for lawfare and/or any other purposes were received by the (i) Minister, (ii) The DPSA and (iii) and the officials of the department from (cc) Russian organ of state, organisation and/ resident since 1 January 2021 up to date.
End
08 January 2024 - NW1635
Gondwe, Dr M to ask the Minister of Public Service and Administration
(a) For what total number of days has a certain person (name and details furnished) been on suspension, (b) what are the (i) circumstances surrounding the specified person’s suspension and (ii) reasons that the person was suspended and (c) what total amount has the State spent to date on the continued suspension?
Reply:
(a) As at 25 May 2023, the specified employee has been on suspension for approximately 654 working days owing to: 1) delays imposed by the employee in respect to disciplinary process, which was kickstarted within the prescribed 60 days period, and 2) the passing away of the chairperson of the disciplinary committee.
(b)(i) The employee is alleged to have committed serious misconduct (29 charges) including several allegations of prejudicing the administration of the department, failing to carry out lawful instructions, abuse, insolence and gross insubordination. The prolonged suspension is as a result of the protracted processes and applications that had to be dealt with within this process in different forum. To expedite the matter, the Director-General: DPSA, as the disciplining authority, has referred the matter to the GPSSBC as a hearing under section 188A(11) of the Labour Relations Act, 1995 triggered by the passing of the Chairperson of the disciplinary process, amongst others.
(ii) A professional public service starts with holding senior officials accountable to the highest standards of behaviour, decorum and ethics. The DPSA, as the leader of the charge to build a professional, ethical and capable State and the custodian of ensuring that the public service adheres to these enshrined Constitutional principles, must itself live and achieve this goal. Employees within the DPSA have a higher responsibility to act in a manner becoming of these aspirations. The employee in this instance has fundamentally failed in his/her responsibilities and was suspended as his/her continued presence in the workplace would jeopardise the current disciplinary processes, interfere with witnesses and actively undermine the administration of the department to the extent that key work of the department and public service at large would be hamstrung.
(c ) The employee is suspended on full pay, as per section 188A of the Labour Relations Act, read with the Disciplinary Code and Procedures contained in Chapter 7 of the Senior Management Services Handbook. Despite the delays not being at the instance of the Department, the Department is obliged to continue to pay the employee as there is no authority for an unpaid suspension. The DPSA is reviewing the relevant disciplinary codes to ensure that matters such as these are not a phenomenon that plagues the public service. The employees’ rights to fair labour practices must be balanced against the State's ability to hold public servants accountable for their conduct or misconduct. The Department is not in a position to share further details as the case is ongoing.
End
08 January 2024 - NW3857
Mgweba, Ms T to ask the Minister of Public Service and Administration
What are the relevant details of the (a) progress and (b) preliminary findings of the National School of Government skills audit on technical skills announced in the State of the Nation Address reply by the President of the Republic, Mr M C Ramaphosa?
Reply:
a) The NSG has made significant progress on the implementation of the Skills Audit Project since the pronouncement by the President in his reply to the debate on the 2023 SONA. The NSG has signed an MOU with the Human Sciences Research Council (HSRC) on the 11th of August 2023 to formally establish their collaboration in conceptualising and executing this project. The HSRC is undertaking this research project in partnership with the NSG as announced by the President. Phase 1 (project inception) saw the development of the Skills Audit approach and project plan in the first quarter of the current financial year (2023/2024). Inception meetings were convened on the 9th of March and 9th of May 2023 with the DGs of government departments mentioned by the President to sensitise them on this project and to outline its approach. On the 5th of June 2023, FOSAD MANCO was briefed on this project. Additionally, inception meetings were held bilaterally with each of the mentioned departments. Phase 1 concluded in July 2023. Phase 2 of the project, which commenced in July 2023, is currently underway. It entails the review of departmental documentation. The review covers the analysis of the departmental mandate and strategic imperatives, ideal state of delivery on mandates based on competencies required and organisational design assessment.
b) The preliminary findings are still emerging from the project, which will be tested and engaged with the departments under study for accuracy and validation. These will then be submitted to the President later in the year and also tabled to Parliament.
End
05 January 2024 - NW3280
Mkhonto, Ms C N to ask the Minister of Public Service and Administration
Whether her department has a welfare unit in place that offers financial support to public servants who are about to leave the work system onto pensions; if not, why not; if so, what are the relevant details?
Reply:
The Employee Health and Wellness (EHW) Strategic Framework for the Public Service calls for all departments to provide pre-retirement support which includes advising employees to access financial planning advise from authorised advisors. This is a decentralised function that is not centrally located within the DPSA.
Pre-retirement financial counselling services is therefore one of the key aspects of the EHW Framework and is implemented in partnership with the Government Employees Pension Fund (GEPF). The Department of Public Service and Administration (DPSA) as mandated by the Public Service Act monitors the implementation of the EHW programme in the Public Service; conduct audits on an annual basis to ensure the implementation of the EHW programme, including pre-retirement programme.
Pillar 4 (Wellness Management) of the EHW Strategic Framework calls for all departments in the Public Service to implement the following four sub-objectives of the pillar:
-
- Individual Wellness (Physical Wellness)
- Psycho-Social wellness (Social, Emotional, Spiritual, Intellectual and Financial/ Economical Wellness)
- Organizational Wellness (Creating and maintaining a positive and safe working environment)
- Work Life Balance (promoting a balance to ensure that work does not negatively interfere with the private lives of employees including family, leisure, and health and vice versa).
End
05 January 2024 - NW3770
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What (a) total number of officials in the Public Service were implicated in irregular appointments in the (i) 2019-20, (ii) 2020-21, (iii) 2021-22 and (iv) 2022-23 financial years, (b) number of the officials were (i) dismissed and (ii) not dismissed from the Public Service following an investigation into their involvement in irregular appointments and (c) are the reasons that the officials were not dismissed; (2) (a) in which national and/or provincial departments are the specified officials employed and (b) what positions did/do the officials hold in each case?
Reply:
Discipline management and appointments are a decentralized function across the Public Service. Any investigation into alleged violations of appointment processes would be managed directly by departments and the DPSA would not be privy to the contents of such investigations into irregular appointments and/or information on dismissals with regard to irregular appointments. The information sought would therefore be accessible via the departments directly.
As part of the Ministerial-Presidential Priorities for the 2023/24 Financial Year, the DPSA is coordinating the establishment of a Central Discipline Database to address the challenges identified above. The Database will include the detailed categorisation and documentation of all disciplinary matters including sanctions such as dismissals.
End
04 January 2024 - NW3956
Bond, Mr M to ask the Minister in The Presidency for Planning, Monitoring and Evaluation
Whether (a) she, (b) the Deputy Minister and (c) any other official in her Office attended the Rugby World Cup final in France in October 2023; if not; what is the position in this regard; if so, what (i) are the relevant details of each person in her Office who attended the Rugby World Cup, (ii) is the total number of such persons and (iii) were the total costs of (aa) travel, (bb) accommodation and (cc) any other related costs that were incurred by her Office as a result of the trip(s)? [
Reply:
a) The Minister did not attend the Rugby World Cup final.
b) The Deputy Minister attended the Rugby World Cup quarter-final which was sponsored and declared to the President. The trip was undertaken within the context of ongoing stakeholder management.
c) No other official in the Ministry attended the Rugby World Cup.
(i) No officials from her office attended Rugby World Cup.
(ii) No officials from her office attended the Rugby World Cup.
(iii) No costs incurred.
(aa) No costs incurred for travel.
(bb) No costs incurred for accommodation.
(cc) There were no other related costs incurred.
04 January 2024 - NW3876
Mthethwa, Mr E to ask the Minister in The Presidency for Planning, Monitoring and Evaluation
(1)Whether performance agreements have been signed with all current Cabinet Ministers; if not, why not; if so, what are the prescribed consequences for nonperforming Ministers; (2) what (a) tools are used by her Office to monitor performances of Ministers and (b) periodical time frames are set for evaluations of the performances; (3) which Ministry is the (a) worst performing and (b) best performing to date?
Reply:
1. Yes, the President signed performance agreements for the 2019/24 term with all the ministers starting in October/November 2020 and annual agreements for 2023/24 financial year during the month of June 2023.
The President regularly assesses the performance of the Ministers and he is responsible for consequence management at his discretion.
(2) (a) The Department of Planning, Monitoring and Evaluation (DPME), developed a system to track progress against indicators and milestones in the performance agreements. The toolkit draws from the different forms of data including the annual reports of the departments, the bi-annual reports of DPME, self-evaluations by the Ministers and the verification of frontline services by the DPME.
(b) For the current cycle, the President committed to assessing the progress against the agreements in October 2023 and April 2024. The assessments for October 2023 have started and it is ongoing.
(3) The assessment of ministers’ progress against the performance agreements do not score and rank Ministers’ performance. However, the management of performance is an ongoing process and seeks to improve performance by addressing implementation challenges which includes coordination between and within the sectors and the three spheres of government.
02 January 2024 - NW4186
Bond, Mr M to ask the Minister of Public Service and Administration
(1)(a) What (i) are the reasons that a certain person (name furnished) was transferred to her department at the beginning of November 2023 and (ii) offence was the specified person charged with and found guilty at the Department of Human Settlements and (b) on what grounds did her department agree to the transfer despite the scathing 2021 Labour Court judgment and her department being the custodian of ethical standards and conduct; (2) what (a) are the reasons that the specified person was transferred into the post of Deputy Director of Performance Management and Development System when there is a current job dispute by an unlawfully terminated employee in the same post and (b) were the conditions of the specified person’s demotion from Chief Director to Deputy Director; (3) whether corruption is a dismissible offence in terms of her department’s consequence management policy; if not, what is the position in this regard; if so, what are reasons that the specified person not dismissed for dishonesty and corruption?
Reply:
1. (a) (i) The employee was transferred to perform the functions of the Deputy Director: Performance Management and Skills Development.
(ii) The information and details of the misconduct which arose at the Department of Human Settlements (DHS) has not been submitted to the DPSA from the DHS.
(b) The Department managed the transfer in terms of section 14 of the Public Service Act which does not preclude the transfer of employees who have been subjected to discipline and/or found guilty.
2. (a) The post of Deputy Director: Performance Management and Skills Development was a vacant and funded post and the dispute by an employee does not preclude the filling of the post.
(b) The employee was subjected to a disciplinary process and the outcome thereof was a demotion from a Chief Director position to Deputy Director.
3. Employees found guilty of corruption should be dismissed. Misconduct is managed in terms of the relevant Disciplinary Code applicable in the public service. The sanctions in respect of guilty findings are determined by relevant chairpersons presiding over the disciplinary process.
End
02 January 2024 - NW4055
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)Whether the current Director-General (DG) of her department previously worked for Gauteng Provincial Government (GPG) before being appointed at her department; if so, who was the DG of her department at the time when the current DG was appointed as GPG Head of Department: Community Safety and Liaison; (2) whether a certain person (name and details furnished) had the relevant experience, knowledge or qualification in Human Resources to be appointed; (3) what has she found had been the performance of the Human Resources Management Department during the person’s tenure from 1 April 2022 to date; (4) whether the irregular appointment of the specified person was reported to the Public Service Commission; if not, why not; if so, what are the relevant details; (5) whether the irregular appointments were reported to the DG: Presidency; if not, why not; if so, what action has her department taken against these irregular appointments within the Office of the DG to date?
Reply:
(1) The current Director-General (DG) of the department previously worked for Gauteng Provincial Government (GPG) before being appointed at the department. The DG of the department at the time when the current DG was appointed as GPG Head of Department: Community Safety and Liaison was Professor Richard Levin.
(2) The person met the requirements as the person was appointed to act in terms of section 32 of the Public Service Act, which requires that the person so acting must have the knowledge, skills, behaviour and aptitude that the person can apply in the work environment, which indicates a person’s ability to meet the requirements for a specific post, to act in the post.
(3) The performance of the Branch had been suffering from limited capacity, organisational restructuring and a lack of leadership for some time.
This is demonstrated by the challenge to achieve a number of targets including a Jobs Competency Framework which has been due since 2018 and a Recognition of Prior Learning (RPL) Policy for the Public Service which has been outstanding since the White Paper for Post -School Education and Training (WP PSET) was approved by Cabinet on 20 November 2013 which called for the "RPL to be prioritised” as well as the Directive on Mandatory in-service training for the public service which has also been outstanding since 2018. It should be noted that all the three targets that were not met, predated the appointment of the said acting person including the integrated HRM&D strategy and implementation plan which was due since 2019.
The attainment of 25% of Annual Performance Plan (APP) targets and 67% of their Annual Operational Plan (AOP) targets for the 2022/2023 performance cycle should be noted against this backdrop. Following the stabilization of the leadership of the HRMD Branch, as at the 2nd quarter of the 2023/2024 performance cycle, the Branch achieved 75% of the APP targets and 95% of the AOP targets.
(4) The specified person’s appointment was not irregular. The Department is aware that a complaint on the appointment of the specified person was reported to the Public Service Commission and is being investigated.
(5) The Department is not aware of any irregular appointment as no institution has pronounced on any illegality. Consequently, nothing has been reported to the DG: Presidency and no action was required or taken in this regard.
End
29 December 2023 - NW3197
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1) What (a) total number of public servants (i) are currently receiving grants in each (aa) provincial and (bb) national department and (ii) qualify to receive such grants and (b) types of grants do the specified public servants receive. (2) What total number of public servants have been disciplined for receiving grants they do not qualify to receive in each (a) provincial and (b) national department. (3) What total number of cases has her department opened against public servants who benefited from grants that they did not qualify to receive; (4) What total amount has her department recovered to date from public servants who benefited from grants that they did not qualify to receive?
Reply:
1.(a) Public servants that received grants:
TABLE 1
No |
Province |
Number public servants identified by AGSA |
1 |
Eastern Cape |
1257 |
2 |
Free State |
103 |
3 |
Gauteng |
280 |
4 |
KwaZulu-Natal |
1102 |
5 |
Limpopo |
468 |
6 |
Mpumalanga |
296 |
7 |
Northwest |
1460 |
8 |
Northern Cape |
566 |
9 |
Western Cape |
280 |
10 |
National |
|
Total |
5812 |
In March 2023 33833 public servants had their grants lapsed and also referred to the Fraud and Compliance Unit for further investigations as they failed to present themselves to a SASSA office to have their grants reviewed. Below is the distribution of the public servants (according to provinces)[1].
TABLE 2
(i) The 5812 Covid related (refer to Table 1) and 33833 normal grants (refer to Table 2) recipients had their grants lapsed upon identification that they had contravened Section 21 of the Social Assistance Act (furnished untrue information when applying or continue to receive social assistance when they standard of living has changed).
(aa) According to SASSA dataset extracted from Covid and SOCPEN systems, distribution is according to province as per Table 1 and 2 above indicating where grant application was submitted and not according to employing department (be it provincial or national).
(bb) SASSA dataset did not distribute civil servants according to employing department, but according to the province where the application was submitted
(ii) The numbers of civil servants contained on Table 1 and 2 may have qualified through misrepresentation which has been uncovered as SASSA systems were improved and enhanced.
(b) 5812 civil servants benefited from the Covid 19 Social Relief of Distress grant within the period of May to October 2020. Distribution of the 33833 was not provided by SASSA.
2. What total number of public servants have been disciplined for receiving grants they do not qualify to receive in each
(a) Provincial departments: 36
(b) National departments: 6
Misconduct cases of Public Servants who benefited from social grants as at 30 September 2023 - cases referred from 2008) |
|||
National/ Provincial department |
Number of cases |
Number of people |
|
Total |
44 |
42 |
|
Eastern Cape |
Total |
2 |
2 |
Social Development |
2 |
2 |
|
Free State |
Total |
1 |
1 |
Human Settlements |
1 |
1 |
|
KwaZulu-Natal |
Total |
18 |
18 |
Health |
6 |
6 |
|
Public Works |
12 |
12 |
|
Limpopo |
Total |
1 |
1 |
Transport and Community Safety |
1 |
1 |
|
National |
Total |
6 |
6 |
Home Affairs |
2 |
2 |
|
Police |
4 |
4 |
|
North West |
Total |
16 |
14 |
Community Safety and Transport Management |
14 |
12 |
|
Social Development |
2 |
2 |
|
Data source: PERSAL |
|||
Compiled by the DPSA |
|||
Excluding Defence and State Security Agency |
3. What total number of cases has her department opened against public servants who benefited from grants that they did not qualify to receive?
To date 1815 cases have been referred to the South African Police Service by SASSA for further criminal investigation for the contravention of the Section 21 of the Social Assistance Act, as it is a criminal offence.
4. What total amount has her department recovered to date from public servants who benefited from grants that they did not qualify to receive?
The recovery of loss is being managed where the employee is located through signing of an acknowledgment of debt that SASSA at provincial office will submit to the Office of the Premier. Where employees refuse to sign acknowledgement of debt forms, Section 300 of the Criminal Procedure Act, will be invoked. DPSA and SASSA will coordinate the process.
End
-
See 1 (bb) ↑
29 December 2023 - NW4188
Schreiber, Dr LA to ask the Minister of Public Service and Administration
(1)Whether it remains the policy position of the Government to ensure control of the levers of the state by appointing cadres from a particular political organisation (name furnished) over prioritising a professional Public Service; if not, what is the position in this regard; if so, (2) whether the Government plans to abolish the preference of deploying cadres in the Public Service over prioritising a professional public service; if not, why not; if so, what are the relevant details?
Reply:
Applicable to both questions one and two:
Government does not have and has never had a policy of cadre deployment. Employment in the public service operates on a merit-based recruitment and selection system, rendering the concept of cadre deployment inapplicable for filling positions. The Minister for the Public Service and Administration directs and guides departments in formulating norms and standards governing employment practices, ensuring strict adherence to a meritocratic framework and ethical recruitment practices.
The legislative and regulatory structure of the public service encompasses essential governance measures aimed at fostering a professional, ethical, competent, and merit-based state. These measures contain, but are not limited to:
- The Public Service Regulations (PSR), 2016, particularly sections 65 and 67, delineate the conditions for recruitment and selection in the public service. Under these regulations, the executive authority is obliged to publicly announce all vacancies within their department, setting forth guidelines and standards for recruitment and selection to promote a fair and open competition that attracts qualified candidates.
- The Public Service Act (PSA), 1994, requires adherence to sections 9 and 11(2) stipulating the necessity of merit-based recruitment.
- The Department of Public Service and Administration is consulting critical stakeholders on a draft directive to professionalise the public service. This draft directive outlines norms, standards, and ethical considerations in the employment management process.
The collective implementation of these processes and the comprehensive suite of services they represent, are instrumental in shaping a public service that is efficient, transparent and anchored in merit and ethical principles. Such a coordinated approach ensures the establishment of a capable and professional public service, which is crucial for effective governance and delivering high-quality services to the public. This synergy of regulations, standards, and directives reflects a robust commitment to excellence and integrity in appointments and administration across the Public Service.
End
29 December 2023 - NW4185
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What (a) legislative provisions were relied upon when amending the Public Service Regulation 61(6)(b), (b) constitutes privileged information as there is no such category in terms of Minimum Information Security Standards and (c) legislative provisions prohibit a whistleblower from disclosing privileged information to (i) a Parliamentary committee and (ii) the media; (2) whether she has found that amended Public Service Regulation 61(6)(b) is in line with the Protected Disclosures Act, Act 26 of 2000 as it is now an offence and misconduct for a Senior Management Service member to disclose any privileged and/or confidential information obtained during the course of duty to an unauthorised person or persons, with a prohibited reemployment period for five (5) years if found guilty; if not, why not; if so, which provisions of the specified Act does the amendment align with; (3) what (a) are the reasons that her department wants to manage the database public disclosures when it is not the custodian of the Act and gazetted procedures, as that is now contrary to the whistleblowing reporting regime of 2011 and (b) mechanisms and procedures have been made available to potential whistleblowers who intend to make a protected disclosure against her department itself, as what had happened recently?
Reply:
1. (a) the provisions of regulation 61(6)(b) of the Public Service Regulations, 2016 relate to the unauthorised release of information and is authorised by section 41 of the Public Service Act, 1994 read with section 17(4) of the same Act.
(b) Privileged information is information that is protected from disclosure due the rights vested in individuals or bodies by the Constitution, other laws and rules of the Republic of South Africa.
(c) Whistleblowing is managed through the Protected Disclosures Act, 2000 and authorises an employee to disclose information to authorities listed in the Practical Guidelines for Employees issued in terms of section 10(4)(a) of the Protected Disclosures Act. In addition, regulation 13(e) of the Public Service Regulations requires and authorises the reporting of fraud, corruption, nepotism, maladministration and any other act which constitutes a contravention of any law (including, but not limited to, a criminal offence) or which is prejudicial to the interest of the public, which comes to the attention of an employee during the course of his or her employment in the public service to relevant authorities.
(i) the authority to report certain protected disclosures to Parliament is contained in the Practical Guidelines for Employees issued in terms of section 10(4)(a) of the Protected Disclosures Act.
(ii) the authority to report certain protected disclosures to the media is contained in the Practical Guidelines for Employees issued in terms of section 10(4)(a) of the Protected Disclosures Act.
2. Yes, the amended Public Service Regulation 61(6)(b) is in line with the Protected Disclosures Act. The Protected Disclosures Act authorises the disclosure of certain information. If so authorised, the employee cannot be found guilty of misconduct relating to unauthorised disclosure of information as per the Public Service Regulations.
3. (a) A disclosure contemplated in section 1 of the Protected Disclosures Act can, in addition to the persons and bodies listed in section 8 of that Act, be made to the Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit (TAU) of the DPSA. The TAU therefore maintains a database of matters so referred.
(b) Protected disclosures may be made to other bodies provided for under the Protected Disclosures Act.
End
29 December 2023 - NW4184
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What (a) are the triggers and processes to periodically amend Public Service Regulations and (b) is the reason that Public Service Regulations 62 was amended to include operational reasons determined by her when she does not know the operational requirements for other executive authorities; (2) what (a) are the reasons that transfers were never prescribed in terms of section 14 of the Public Service Act, Act 103 of 1994, and only regulated now by the insertion of Public Service Regulations 62A and (b) are the reasons that this was not previously challenged when unilateral transfers were done in her department without regulations; (3) what has she found is the import that the definition of the public interest clause with regard to the Saloojee vs Minister of Police 2004 matter have on transfers when abused as punitive weaponised instruments against targeted Senior Management Service employees; (4) what are the reasons that (a) the proposed amendment to the transfer provision is overlapping with operational requirements reasons as such overlap allows for arbitrariness in decision making and (b) a conflict in decision making clause by a complicit functionary not included in the Public Service Act, Act 103 of 1994, as a necessary amendment to protect whistleblowers?
Reply:
1. (a) The authority for the Public Service Regulations is contained in section 41 of the Public Service Act. The review of regulations is usually triggered by gaps or challenges identified, policy changes, strengthening processes or managing interpretational challenges, amongst others.
(b) The requirement to seek the Minister’s determination on secondments that exceed 12 months is to ensure that secondments do not affect service delivery and do not become a mechanism to create long term employment which places undue burden on the seconding department and its employees to carry the tasks of the seconded employee over a protracted period. The Minister therefore assesses the operational requirements taking into account the circumstances and the impact of the secondment in excess of 12 months as motivated by relevant departments. It must be noted that this requirement was not introduced in the recent Public Service Amendment Regulations, 2023.
2. (a) Prior to the Public Service Amendment Regulations, 2023, transfers were regulated by section 14 of the Public Service Act. It became necessary to provide further clarity to ensure proper implementation of transfers by requiring-
- in respect of a transfer to another department, the executive authorities of the two relevant departments must agree in writing to such a transfer;
- due regard be had to the inherent requirements of the job and the employee’s competencies to perform the functions of the post to which he or she is being transferred; and
- that an employee is not transferred into a post in the Office of an executive authority, Deputy President or Deputy Minister.
(b) A challenge on transfers of employees without their consent cannot be sustained as it is authorised by section 14 of the Public Service Act and is not dependent on regulations.
3. We are not aware of a case of Saloojee v Minister of Police 2004 and therefore we are unable to respond on the import thereof in relation to transfers.
4. (a) The Public Service Amendment Regulations, 2023 does not make reference to operation requirements in respect of transfers.
(b) Regulation 7 of the Public Service Regulations, 2016 provides for decision-making in cases of conflict of interest.
End
29 December 2023 - NW4136
Komane, Ms RN to ask the Minister of Public Service and Administration
Whether the process of conducting lifestyle audits on public sector officials yielded the intended results; if not, what urgent steps will be taken to curb the increasing corruption in the public sector; if so, (a) how and (b) what are the relevant details in this regard?
Reply:
The implementation of lifestyle audits became compulsory from 1st April 2021 in the public service. The national departments, provincial departments and government components conduct lifestyle audits in their respective institutions and report annually to the Department of Public Service and Administration (DPSA).
The process of conducting lifestyle audits in the public service comprises three phases namely lifestyle review, lifestyle investigation, and lifestyle audit (quantification and evaluation).
a) The 2022/2023 financial year is the second year since the implementation of lifestyle audits in the public service. During the first year (2021/2022) of implementation, the DPSA focused on capacity building to capacitate more than two hundred Ethics Officers in the public service on how to conduct lifestyle reviews, which is the first step when conducting lifestyle audits. Currently, during the 2023/2024 financial year, the DPSA focuses on investigators in the public service to capacitate them on how to conduct lifestyle investigation, since the process of lifestyle audit is a new phenomenon in the public service. As a result of this training, about 200 Senior Management Members reviews were referred for investigation in this financial year.
b) The process of conducting lifestyle audits in the public service is in its second year and is still yet to be evaluated for effectiveness in preventing and detecting fraud and corruption. However, the improvement in the number of national departments from 24 (in 2021/2022) to 36 (in 2022/2023), and provincial departments from 71 (in 2021/2022) to 89 (in 2022/2023) who started to conduct lifestyle audits, indicates that departments are geared to conduct lifestyle investigations.
End
29 December 2023 - NW4078
George, Dr DT to ask the Minister of Public Service and Administration
What are the detailed statistics concerning occupation specific dispensation (OSD) employees across various government departments, specifically regarding (a) the number of OSD employees in each department, (b) their respective salary levels and the current total cost to the state for the specified employees and (c) projected forecasts for future uptake of OSD positions in the upcoming financial years?
Reply:
(a) and (b) The number of OSD employees in each department and current total costs
Sphere / Province |
Name of the Department |
a) Number of OSD officials |
b) Current total costs |
Eastern Cape |
Cooperative Governance and Traditional Affairs |
38 |
32 000 277 |
Economic Development, Environmental Affairs and Tourism |
146 |
76 439 952 |
|
Education |
53 115 |
20 509 133 643 |
|
Health |
28 877 |
10 615 391 757 |
|
Human Settlements |
67 |
68 151 942 |
|
Office of the Premier |
13 |
15 103 227 |
|
Provincial Treasury |
2 |
1 328 907 |
|
Public works and Infrastructure |
240 |
114 707 706 |
|
Rural Development and Agrarian Reform |
172 |
112 685 385 |
|
Social Development |
3 076 |
1 027 143 894 |
|
Sport, Recreation, Arts and Culture |
17 |
11 772 783 |
|
Transport |
162 |
76 191 501 |
|
Free State |
Agriculture and Rural Development |
50 |
35 090 604 |
Co-operative Governance and Traditional Affairs |
14 |
10 423 284 |
|
Community Safety, Roads, and Transport |
83 |
42 955 533 |
|
Economic, Small Business Development, Tourism & Environmental Affairs |
75 |
40 041 237 |
|
Education |
23 156 |
8 819 080 161 |
|
Health |
11 332 |
4 357 227 426 |
|
Human Settlements |
8 |
5 619 375 |
|
Office of the Premier |
5 |
6 382 212 |
|
Public Works and Infrastructure |
128 |
52 014 009 |
|
Social Development |
736 |
254 000 352 |
|
Gauteng |
Agriculture and Rural Development |
232 |
143 643 240 |
Co-operative Governance and Traditional Affairs |
19 |
16 638 204 |
|
Community Safety |
3 |
2 283 381 |
|
E-Government |
2 |
1 701 510 |
|
Economic Development |
2 |
2 078 754 |
|
Education |
75 479 |
28 547 983 953 |
|
Health |
46 336 |
19 798 096 956 |
|
Human Settlements |
84 |
90 353 199 |
|
Infrastructure Development |
691 |
297 457 170 |
|
Office of the Premier |
8 |
8 685 627 |
|
Provincial Treasury |
1 |
895 137 |
|
Roads and Transport |
131 |
85 466 487 |
|
Social Development |
3 359 |
1 066 815 162 |
|
Sports, Arts, Culture and Recreation |
2 |
1 864 659 |
|
KwaZulu-Natal |
Agriculture and Rural Development |
139 |
100 856 100 |
Co-operative Governance and Traditional Affairs |
38 |
35 570 190 |
|
Community Safety and Liaison |
1 |
351 618 |
|
Economic Development, Tourism and Environmental Affairs |
187 |
102 382 005 |
|
Education |
88 999 |
33 819 171 582 |
|
Health |
46 429 |
18 651 581 223 |
|
Human Settlements |
70 |
41 119 125 |
|
Office of the Premier |
5 |
6 966 771 |
|
Public Works |
202 |
121 996 509 |
|
Social Development |
2 405 |
813 447 888 |
|
Sports, Arts & Culture |
2 |
1 819 698 |
|
Transport |
446 |
194 137 263 |
|
Limpopo |
Agriculture and Rural Development |
155 |
101 776 944 |
Co-operative Governance, Human Settlements and Traditional Affairs |
91 |
90 145 737 |
|
Economic Development, Environment and Tourism |
149 |
109 694 280 |
|
Education |
53 220 |
20 502 681 339 |
|
Health |
22 201 |
8 913 796 371 |
|
Office of the Premier |
8 |
12 697 959 |
|
Public Works, Roads, and Infrastructure |
275 |
117 116 286 |
|
Social Development |
2 168 |
768 332 787 |
|
Transport and Community Safety |
22 |
8 509 869 |
|
Mpumalanga |
Agriculture, Rural Development, Land and Environmental Affairs |
117 |
83 281 068 |
Co-operative Governance and Traditional Affairs |
13 |
9 777 660 |
|
Culture, Sport, and Recreation |
2 |
1 536 432 |
|
Economic Development and Tourism |
2 |
1 241 895 |
|
Education |
34 119 |
13 007 176 482 |
|
Health |
14 019 |
5 463 956 094 |
|
Human Settlements |
17 |
15 940 116 |
|
Provincial Treasury |
4 |
4 117 281 |
|
Public Works, Roads, and Transport |
301 |
131 932 098 |
|
Social Development |
1 196 |
415 166 202 |
|
North West |
Agriculture and Rural Development |
46 |
30 650 952 |
Arts, Culture, Sports, and Recreation |
1 |
531 381 |
|
Community Safety and Transport Management |
17 |
7 156 959 |
|
Cooperative Governance and Traditional Affairs |
10 |
5 447 409 |
|
Economic Development, Environment, Conservation and Tourism |
82 |
50 903 394 |
|
Education |
28 749 |
10 860 139 755 |
|
Health |
12 790 |
4 977 296 637 |
|
Human Settlements |
11 |
6 411 768 |
|
Office of the Premier |
5 |
4 337 892 |
|
Provincial Treasury |
1 |
543 969 |
|
Public Works and Roads |
279 |
103 078 668 |
|
Social Development |
1 583 |
502 267 020 |
|
Northern Cape |
Agriculture, Environmental Affairs, Rural Development and Land Reform |
92 |
54 943 071 |
Co-operative Governance, Human Settlements and Traditional Affairs |
6 |
4 213 749 |
|
Economic Development and Tourism |
1 |
895 137 |
|
Education |
10 098 |
3 819 470 646 |
|
Health |
4 535 |
1 834 593 873 |
|
Office of the Premier |
6 |
7 966 260 |
|
Roads and Public Works |
44 |
30 301 173 |
|
Social Development |
661 |
210 115 851 |
|
Sport, Arts and Culture |
3 |
752 061 |
|
Transport, Safety and Liaison |
1 |
1 081 953 |
|
Western Cape |
Agriculture |
94 |
56 350 647 |
Cultural Affairs and Sport |
1 |
687 879 |
|
Education |
36 424 |
13 786 617 735 |
|
Environmental Affairs and Development Planning |
166 |
117 424 167 |
|
Health and Wellness |
21 868 |
9 574 968 660 |
|
Infrastructure |
323 |
230 986 251 |
|
Local Government |
7 |
6 135 051 |
|
Social Development |
1 828 |
540 649 101 |
|
The Premier |
51 |
53 534 403 |
|
National |
Agriculture, Land Reform and Rural Development |
608 |
439 097 178 |
Basic Education |
83 |
81 963 714 |
|
Cooperative Governance |
80 |
85 110 819 |
|
Correctional Services |
34 708 |
10 776 529 947 |
|
Employment and Labour |
222 |
157 899 498 |
|
Forestry, Fisheries, and the Environment |
570 |
408 740 031 |
|
Health |
75 |
66 344 493 |
|
Higher Education and Training |
10 382 |
3 744 058 359 |
|
Home Affairs |
139 |
47 709 462 |
|
Human Settlements |
12 |
14 850 924 |
|
Independent Police Investigative Directorate |
165 |
73 574 844 |
|
International Relations and Cooperation |
11 |
12 206 517 |
|
Justice and Constitutional Development |
5 378 |
3 859 592 781 |
|
Military Veterans |
3 |
1 590 030 |
|
Mineral Resources and Energy |
17 |
11 688 324 |
|
Office of the Chief Justice |
109 |
49 778 241 |
|
Planning, Monitoring and Evaluation |
3 |
3 794 706 |
|
Police |
139 029 |
42 592 961 358 |
|
Public Service and Administration |
6 |
4 101 528 |
|
Public Works and Infrastructure |
497 |
346 447 563 |
|
Science and Innovation |
3 |
3 651 852 |
|
Small Business Development |
5 |
3 724 875 |
|
Social Development |
134 |
85 216 542 |
|
Sport, Arts and Culture |
9 |
6 471 867 |
|
Statistics South Africa |
2 |
1 587 360 |
|
The Presidency |
8 |
10 489 695 |
|
Tourism |
6 |
5 636 835 |
|
Trade, Industry and Competition |
5 |
5 494 335 |
|
Traditional Affairs |
1 |
1 252 374 |
|
Transport |
3 |
2 099 697 |
|
Water and Sanitation |
1 260 |
804 582 825 |
In addition, the OSD salary levels range from level 3 to 12. Detailed breakdown of employees’ respective salary levels and the current total cost to the state are attached in Annexure A and B.
(c) With regard to the projected forecasts for future uptake of OSD positions in the upcoming financial years, note should be taken that salaries for Public Servants, including OSD categories would be adjusted in line with PSCBC Resolution 2 of 2023 with effect from 1 April 2024, which would adjust the salaries and the total cost to the state accordingly. Furthermore, the appointments of officials, including those within OSDs fall within the authority of the various Executive Authorities and therefore the uptake in terms of appointments would thus be in line with the relevant processes, including the availability of funding and prioritization by the respective departments. There are currently no new OSDs being considered in line with PSCBC Resolution 3 of 2010.
End
29 December 2023 - NW3859
Kibi, Ms MT to ask the Minister of Public Service and Administration
What (a) measures has she put in place to ensure that the innovation from the Centre for Public Service Innovation (CPSI) is integrated as part of the Government plan to /professionalise the Public Service and (b) resourcing plans are in existence to increase the capacity of the CPSI?
Reply:
a) A professional public servant in a rapidly changing and evolving governance environment requires the capacity to innovate and manage innovation, especially in a digitised public sector. As such the CPSI is working closely with:
- NSG to introduce relevant capacity building courses such and Managing Innovation in the Public Service, Design Thinking and soon Strategic Foresight.
- DPSA and other Departments such as DCDT and Home Affairs and academic institutions such as Wits School of Governance to engage on, develop and implementing digital transformation initiatives.
- Participated in the PSETA/TUT in the research on future skills for public servants.
- Currently conducting a comprehensive assessment of public sector innovation in partnership with NACI to ensure evidence-informed innovation policy and practices.
- Facilitating a ‘trailblazer’ network (ie a network of system developers) in provinces and departments to develop ‘in-house’ capacity and share code and documentation for replication across government.
b) CPSI has engaged extensively with all stakeholders to ensure a future-fit organisation. This culminated in 2021 in a comprehensive study by Wits School of Governance on the strategic direction, capacity and resource requirements of the CPSI. As such, a new structure was approved by the MPSA. Unfortunately, due to budget constraints and no additional allocation in the MTEF this cannot be operationalised and as such the CPSI would be reliant on reprioritisation within the MPSA portfolio.
End
29 December 2023 - NW3556
Komane, Ms RN to ask the Minister of Public Service and Administration
With reference to the latest report of the Auditor-General of South Africa to the Portfolio Committee on Public Service and Administration, wherein she highlighted that her department is lacking in the implementation of its oversight mandate over the departments, what (a) measures have been put in place by her department and (b) are the time frames for the implementation of the specified measures?
Reply:
(a) and (b)
The Department of Public Service and Administration (DPSA) is guided by Section 41 (1) h (ii) which call for all organs of state to “co-operate with one another in mutual trust and good faith by “assisting and supporting one another”. The following are some of the specific measures that have been initiated to improve the oversight capacity of the department and promote compliance on the norms and standards issued in line with its mandate:
- In January 2022, the DPSA entered into a cooperation agreement with the Auditor General of South Africa (AG-SA) to include in the audit plans of departments norms and standards issued in pursuit of the mandate of the Department. The AG-SA is already implementing this agreement including an agreement on the auditing of performance of the Public Service against the Directive that is being developed to implement the Professionalisation Framework. This agreement allows the DPSA to borrow on the powers of the AG-SA, resulting in more enforcement capability.
- In line with Section 16A (3) of the Public Service Act, 1994 the Minister for the Public Service and Administration (MPSA) prepares regular compliance reports to Cabinet or, through the relevant Premier, to the Executive Council of the relevant province on any non-compliance by an executive authority. These compliance reports are used to ensure that there is accountability at the executive authority level.
- The Minister initiated one-on-one sessions with Executive Authorities of departments including Premier’s of Provinces that have been identified as having challenges with complying with the norms and standards set by the MPSA. These sessions, discuss specific areas of concern, which are then followed by specific technical assistance that is provided by the DPSA to address these challenges.
- The Director General of the DPSA convene quarterly engagements with Heads of Cooperate Services which receives presentations on compliance trends and performances. In these engagements, lessons are shared on best practices towards improving compliance.
To introduce a systematic approach to compliance monitoring and reporting, the DPSA is currently developing an Early Warning System to actively monitor compliance with the provisions of the Public Service Act, 1994 or a regulation, determination and/or directive made in line with its mandate. This Early Warning System will be institutionalised to ensure that governance matters are monitored in an active manner to avoid the collapse of public institutions and services. In line with the Medium Term Strategic Framework (MTSF) tabled in Parliament, it is envisaged that the Early Warning System will become active during the 2024/25 Financial Year.
End
29 December 2023 - NW3329
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1) (a) What number of public servants have skills related to information and communications technology (ICT), and (b) how often do the relevant government departments upskill the specified skills. (2) what number of cyber security specialists are currently employed in the Public Service. (3) what number of ICT and/or e-Government-related courses does the National School of Government currently offer?
Reply:
Background
In pursuit of a comprehensive understanding of the Information and Communication Technology (ICT) landscape within the public service, the Department of Public Service and Administration (DPSA) utilized the PERSAL system to generate reports concerning ICT personnel within various departments. Regrettably, these reports revealed discrepancies, as many departments had failed to update the field designating personnel involved in IT-related roles, consequently compromising the accuracy of the reports.
Subsequently, the DPSA formulated a data collection instrument, mandating all departments to provide the following particulars regarding their respective ICT personnel:
• Department or Government Component Name
• Sphere of Government (National/Provincial)
• Province
• PERSAL Number
• Full Name
• Branch
• Chief Directorate
• Directorate or Unit
• Job Title
• Salary Level
• A concise summary of the job description
It's noteworthy that this data collection initiative did not aim to ascertain specific ICT skills; nonetheless, through a meticulous analysis of the data received, the DPSA managed to infer a rudimentary skill level based on the roles that were being undertaken. It is imperative to highlight that a more comprehensive collection of skills information will be undertaken as part of the broader public service skills audit initiatives currently in progress.
Of the anticipated 161 departments, 132 provided responses, revealing a salient opportunity for departments to enhance the quality of their human resources data, particularly in relation to personnel information, job descriptions, and job titles.
Response to Question 1
(a) What number of public servants have skills related to information and communications technology (ICT),
As indicated above, pending the completed public service skills audit, the skill levels will be inferred based on the functions being performed.
Furthermore, the majority of public servants that have access to computer technologies would have ICT skills that typically encompass basic competencies required for everyday tasks such as word processing and internet browsing, while specialist ICT personnel deployed in ICT functions would have skills that involve a deeper and specialized knowledge, often focusing on complex system development, cybersecurity, or network administration.
Therefore, the data collected reveals that there are 4548 ICT personnel deployed in departments’ ICT functions.
and (b) how often do the relevant government departments upskill the specified skills.
Upskilling and training of employees is decentralized with departments prioritizing resources based on their specific needs. The DPSA does not currently have a mechanism to track and report on the ICT specific training and upskilling by departments.
Response to Question 2
What number of cyber security specialists are currently employed in the Public Service?
From the 4548, 64 personnel have been identified as having either a job title of job description that involves ICT security / Cyber security. The data does not show the level of expertise and specialization at this point. The broader skills audit programme will provide further clarity upon its completion.
Response to Question 3
What number of ICT and/or e-Government-related courses does the National School of Government currently offer?
Currently the NSG has one programme.
The Digital Transformation for Public Sector Programme targets:
- Chief Information Officers and ICT Practitioners.
- Strategic managers in IT – dealing with service delivery improvement through digitization.
The programme was developed during the 2019/20 financial year in partnership with the curriculum development sub-committee for the Government Information Technology Officers Council (GITOC). The programme content was further peer reviewed in 2022 by colleagues from DPSA, DSI, SSA, SITA and DCDT.
The intention was to create a programme applicable and relevant to Government-wide needs in the digital transformation and ICT spheres and furthermore, to make it impactful in enhancing service delivery through 4IR and other transformative ICT tools.
Programme Overview
The programme is structured into four modules, each of which is divided into a varying number of units, as indicated below:
Module 1 - ICT Leadership in Government Information Communication and Technology
Unit 1: CIO Role
Unit 2: IT Organisation
Unit 3: IT Governance
Unit 4: IT Planning
Unit 5: Overview of Public Sector Procurement
This section focuses on the IT organisation, its leadership and management. It looks at how IT should be governed and the role of business and leadership in the corporate governance of ICT.
Module 2 - Technology Platforms
Unit 1: Service Oriented Architecture and Micro-services
Unit 2: Cloud Computing
Unit 3: The Fourth Industrial Revolution
-
- Social Media & Mobile Technology
- Artificial Intelligence
- Augmented and Virtual Reality
- Internet of Things
- Blockchain
This section covers current technology trends and how they are used to enable business. The information will help learners not only gain a deeper understanding of the technologies available but how they can be used in public sector service delivery and administration.
Module 3 - Public Sector Digitisation
Unit 1: Data Management
Unit 2: Business Process Management
Unit 3: Digital Government
This section covers the fundamentals of digitisation and how these fundamentals can be applied to the public sector.
Module 4 – Cyber Security
Unit 1: Cyber Law
Unit 2: Cyber Security
Unit 3: Cyber Security Governance
Unit 4: Cyber Threats
Unit 5: Cyber Attack Threat Vectors
This section covers the fundamentals of Information Security and the threats or challenges posed by ever increasing digitisation and connected cyber networks. The section will also look at the legal matters related to information security and what IT organisations must do in the public sector to protect the state.
End
29 December 2023 - NW3287
Ngcobo, Mr SL to ask the Minister of Public Service and Administration
Whether his department has records of the total number of public servants in the Republic; if not, why not; if so, what are the statistics in each (a) department and (b) province?
Reply:
The following information reflects the total number of public servants in the Republic of South Africa. The information is obtained from PERSAL as of 30 September 2023
(3rd quarter 2023/2024).
a) The number of public servants in each National Department and Components are as follows:
TOTAL NUMBER OF PUBLIC SERVANTS IN THE NATIONAL DEPARTMENTS AND COMPONENTS |
|
Agriculture, Land Reform and Rural Development |
6 812 |
Basic Education |
809 |
Civilian Secretariat for the Police Service |
172 |
Communications and Digital Technologies |
267 |
Cooperative Governance |
632 |
Correctional Services |
37 650 |
Employment and Labour |
9 288 |
Environment, Forestry and Fisheries |
3 323 |
Government Communication and Information System |
410 |
Health |
823 |
Higher Education and Training |
29 295 |
Home Affairs |
8 101 |
Human Settlements |
467 |
Independent Police Investigative Directorate |
369 |
International Relations and Cooperation |
1 861 |
Justice and Constitutional Development |
21 672 |
Military Veterans |
125 |
Mineral Resources and Energy |
1 445 |
National School of Government |
212 |
National Treasury |
1 932 |
Office of the Chief Justice |
2 009 |
Office of the Public Service Commission |
258 |
Planning, Monitoring and Evaluation |
384 |
Police |
186 143 |
Public Enterprises |
156 |
Public Service and Administration |
384 |
Public Works and Infrastructure |
4 636 |
Science and Innovation |
401 |
Small Business Development |
203 |
Social Development |
645 |
Sports, Arts and Culture |
530 |
Statistics South Africa |
3 260 |
The Presidency |
463 |
Tourism |
461 |
Trade, Industry and Competition |
1 077 |
Traditional Affairs |
101 |
Transport |
687 |
Water and Sanitation |
4 822 |
Women, Youth and Persons with Disabilities |
109 |
TOTAL |
332 394 |
b) The number of public servants in each Province is as follows:
TOTAL NUMBER OF PUBLIC SERVANTS IN THE PROVINCIAL DEPARTMENTS |
|
Eastern Cape |
112 003 |
Free State |
55 501 |
Gauteng |
179 702 |
KwaZulu-Natal |
174 990 |
Limpopo |
93 584 |
Mpumalanga |
69 099 |
North West |
64 076 |
Northern Cape |
20 897 |
Western Cape |
81 428 |
TOTAL |
851 280 |
End
29 December 2023 - NW3198
Gondwe, Dr M to ask the Minister of Public Service and Administration
With reference to public servants who do not have qualifications for the positions that they currently occupy, what (a) is the total number of such public servants in each (i) national and (ii) provincial government department and (b) are the relevant details of the (i) positions that are occupied by such public servants and (ii) time period that each public servant has been employed in each specified position?
Reply:
a) (i) and (ii):
The Minister for the Public Service and Administration (MPSA), guided by section 3 (c) of the Public Service Act (PSA), issued a Directive guiding national and provincial departments on Compulsory Capacity Development Mandatory Training Days, and Minimum Entry Requirements, specifically for Senior Management Service (SMS) roles. The Directive sets forth mandatory requirements and standards which define qualification criteria that must be met for recruitment into SMS positions.
Since the Directive was issued the following has been noted:
- The majority of officials that do not meet minimum entry requirements, entered into those positions before the Directive was issued and at a time when they were meeting the requirements. This means that departments are complying with the Directive.
- As South African law does not allow for retrospective application unless specifically ordered by a court of law, the officials are being encouraged to improve their qualifications either through academic study or Recognition of Prior Learning (RPL).
- Most of the Public Servants have since secured improved qualifications, however these are yet to be captured on PERSAL by their departments.
- The DPSA is working with relevant departments to ensure that improved qualifications are correctly updated and captured on PERSAL.
Within the context of the Directive, the Department of Public Service and Administration (DPSA), fulfilling its role, compiles qualification data solely for SMS members in compliance with this Directive. The total number of SMS Members in each national and provincial government department is attached as Annexure A:
b) (i) and (ii):
The total number of SMS members with qualifications not specified on PERSAL as of 30 September 2023 is 1 801.
SMS Members with Qualifications Unspecified on PERSAL
Occupational Classification |
Date Appointed In SMS |
Total |
|
Before 1 August 2016 |
From 1 August 2016 |
||
Total |
1 259 |
542 |
1 801 |
Administrative Related |
91 |
55 |
146 |
Advocates |
|
1 |
1 |
Agriculture Related |
2 |
|
2 |
Communication And Information Related |
4 |
2 |
6 |
Computer Programmers. |
|
1 |
1 |
Computer System Designers and Analysts. |
|
1 |
1 |
Crime Investigators/ Misdaad Ondersoekers |
|
1 |
1 |
Custodian Personnel |
|
1 |
1 |
Economists |
2 |
|
2 |
Finance And Economics Related |
20 |
6 |
26 |
Financial And Related Professionals |
18 |
11 |
29 |
Financial Clerks and Credit Controllers |
2 |
|
2 |
General Legal Administration & Rel. Professionals |
2 |
1 |
3 |
Head Of Department/Chief Executive Officer |
20 |
6 |
26 |
Health Sciences Related |
3 |
2 |
5 |
Human Resources & Organisational Development & Related Professions |
10 |
4 |
14 |
Human Resources Related |
11 |
4 |
15 |
Identification Experts |
3 |
|
3 |
Information Technology Related |
4 |
|
4 |
Legal Related |
4 |
1 |
5 |
Natural Sciences Related |
2 |
2 |
4 |
Operational Planning |
|
1 |
1 |
Other Administration & Related Clerks and Organisers |
2 |
3 |
5 |
Other Administrative Policy and Related Officers |
2 |
|
2 |
Other Information Technology Personnel. |
8 |
|
8 |
Other Occupations |
9 |
|
9 |
Police. |
|
1 |
1 |
Professional Nurse |
1 |
1 |
2 |
Prosecutor |
|
1 |
1 |
Risk Management and Security Services |
4 |
|
4 |
Saps |
1 |
1 |
2 |
Secretaries & Other Keyboard Operating Clerks |
|
3 |
3 |
Security Officers |
1 |
|
1 |
Senior Managers |
1 027 |
432 |
1 459 |
Social Sciences Related |
1 |
|
1 |
Social Work and Related Professionals |
2 |
|
2 |
Trade/Industry Advisers & Other Related Profession |
2 |
|
2 |
Veterinarians |
1 |
|
1 |
Table 1: PERSAL Data as of 30 September 2023 Occupation Specific
End
14 December 2023 - NW3977
Gondwe, Dr M to ask the Minister of Public Service and Administration
Whether the position a certain person (name furnished) is holding, was job evaluated before the person was transferred as the person was not an employee affected by restructuring; if not, why not; if so, (a) how did the person know that there was a vacancy in the Office of the Director-General of her department, (b) was the irregular appointment of the person (i) challenged and (ii) reported to the Public Service Commission and (c) what was the outcome of the investigation?
Reply:
The job was evaluated.
a) The person was contacted by the Human Resource unit of the Department to establish if she would consent to a lateral transfer to the post of Director: Executive Support.
b) The appointment of the person was not irregular.
- There was no challenge in the form of a grievance, dispute referral or court process on the transfer of the person.
- The Department is aware that a complaint was referred in 2022 to the Public Service Commission on the transfer of the person.
- The Department has not received the outcome of the investigation by the Public Service Commission.
End
14 December 2023 - NW3894
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)Where did a certain person (name furnished) work before being transferred to her department; (2) whether the specified person previously worked with the Director-General, Ms Y Makhasi, at (a) the Film and Publication Board, (b) the Department of Public Enterprises, (c) the Department of Community and Safety Liaison in the Gauteng Provincial Government and (d) her department; if not, what is the position in this regard; if so, what are the relevant details. (3) whether the post was advertised before the person was transferred to her department; if not, why not; if so, (a) who was recommended for the advertised position and (b) what were the reasons that the recommended candidate was not appointed. (4) whether the position became a new position after restructuring; if not, what is the position in this regard; if so, (a) how have the functions of the position changed and (b) what were the reasons that the new position was not advertised in terms of the Public Service Regulations?
Reply:
1. The person worked for the Gauteng Department of Community Safety and Liaison before being transferred to the Department of Public Service and Administration.
(2) According to the departmental records:
(a) Yes, the person was employed at the Film and Publication Board from August 2012 to January 2014. Ms Makhasi was employed at the Films and Publication Board from 2008 to 2013.
(b) Yes, the person was employed in the Department of Public Enterprises between 1 February 2014 and 31 March 2016. Ms Makhasi was employed at the Department of Public Enterprises between 1 August 2013 and 31 December 2015.
(c) Yes, the person was employed in the Gauteng Department of Community Safety from 1 April 2016 until 31 May 2020. Ms Makhasi was employed at the Gauteng Department of Community Safety between 11 January 2016 and 28 February 2020.
(d) Yes, the person is currently employed at the Department of Public Service and Administration from 1 June 2020. Ms Y Makhasi has been employed at the department from 1 March 2020.
3. The post of Director: Executive Support was not advertised before the person was transferred to the Department of Public Service and Administration in terms of section 14 of the Public Service Act, 1994.
4. The post of Director: Executive Support was newly created in the Office of the Director-General on 7 May 2020.
(a) The post was defined to support the Director-General directly in relation to diary management, logistical support, coordination of the work of the Cluster, Cabinet and Parliament.
(b) The post was filled in terms of section 14 of the Public Service Act, 1994 which does not require advertisement.
End
14 December 2023 - NW4054
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)(a) When was a certain person (name furnished) seconded to her department and (b) what position was the person seconded to; (2) what were the reasons that the person was seconded to her department; (3) whether the position the specified person currently holds was advertised; if not, why not; if so, when was the position advertised; (4) prior to the specified person’s promotion at her department, what position did the person previously occupy in the Gauteng Provincial Government; (5) which person in the Gauteng Provincial Government signed the person’s secondment agreement to her department?
Reply:
(1) (a) The person was seconded to the Department on 1 August 2020;
(b) The person was seconded in terms of section 15 of the Public Service Act to support the Office of the Director-General;
(2) The person was seconded to the Department to provide policy coordination and support in the Office of the Director-General;
(3) The position the specified person currently holds was advertised on 16 October 2020;
(4) The person previously occupied a Director: Policy Advisor and Analyst post in the Gauteng Office of the Premier;
(5) The person’s secondment agreement was signed by the Director-General: Gauteng Office of the Premier.
End
12 December 2023 - NW3447
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What are the reasons that the TSC Programme does not have dedicated funding: 2) What are the reasons that the TSC Programme does not currently have a workable funding model: (3) What are the reasons that the workable funding model recommended by the National Treasury in respect of the TSC Programme has not been implemented: (4) What total amount in funding was earmarked for the TSC Programme by the Government in the (a) 2020-21, (b) 2021-22 and (c) 2022-23 financial years?
Reply:
There is no dedicated funding ring-fenced for the Thusong Service Centres as there is no lead Department for the Programme. The GCIS as the current coordinator is only having funding for Marketing and Communication for the work undertaken at the Centres.
(2) What are the reasons that the TSC Programme does not currently have a workable funding model:
REPLY:
National Treasury was tasked with the responsibility to explore a possible funding options and model as part of the repositioning of the Programme. However, the recommendations could not be implemented due to lack of a lead Department.
(3) What are the reasons that the workable funding model recommended by the National Treasury in respect of the TSC Programme has not been implemented:
REPLY:
The recommendations could not be implemented due to lack of a lead Department.
(4) What total amount in funding was earmarked for the TSC Programme by the Government in the (a) 2020-21, (b) 2021-22 and (c) 2022-23 financial years?
REPLY:
There are no dedicated or ringfenced funds for the Thusong Service Centre Programme. No funds were earmarked for the national coordination function carried out by the GCIS.
The 2006-2014 Business Plan advocated that the primary responsibility for the funding of Thusong Centres should rest with Municipalities as the plan envisaged that these Centres would be managed by Municipalities. Furthermore, the funding may come from various sources e.g., Municipal Infrastructure Grant and Neighbourhood Development Grant for construction of Centres and cost recovery mechanisms from Leases signed with anchor tenant departments.
NW4579E
End
12 December 2023 - NW3328
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What number of web developers are currently employed in the Public Service in each (a) provincial and (b) national department; (2) what number of programme developers are currently employed in the Public Service in each (a) provincial and (b) national department; (3) what amount did the Public Service spend on outsourcing the services of web and programme developers to work in the Public Service in each (a) provincial and (b) national department for (i) 2020-21, (ii) 2021-22 and (iii) 2022-23 financial years?
Reply:
Background
In pursuit of a comprehensive understanding of the Information and Communication Technology (ICT) landscape within the public service, the Department of Public Service and Administration (DPSA) utilized the PERSAL system to generate reports concerning ICT personnel within various departments. Regrettably, these reports revealed discrepancies, as many departments had failed to update the field designating personnel involved in IT-related roles, consequently compromising the accuracy of the reports.
Subsequently, the DPSA formulated a data collection instrument, mandating all departments to provide the following particulars regarding their respective ICT personnel:
- Department or Government Component Name
- Sphere of Government (National/Provincial)
- Province
- PERSAL Number
- Full Name
- Branch
- Chief Directorate
- Directorate or Unit
- Job Title
- Salary Level
- A concise summary of the job description
It's noteworthy that this data collection initiative did not aim to ascertain specific ICT skills; nonetheless, through a meticulous analysis of the data received, the DPSA managed to infer a rudimentary skill level based on the roles that were being undertaken. It is imperative to highlight that a more comprehensive collection of skills information will be undertaken as part of the broader public service skills audit initiatives currently in progress.
Of the anticipated 161 departments, 132 provided responses, revealing a salient opportunity for departments to enhance the quality of their human resources data, particularly in relation to personnel information, job descriptions, and job titles.
(1) The data was categorized into various job categories, with "System Developers" constituting a comprehensive category encompassing diverse types of developers. In the contemporary ICT landscape, the majority of systems developed are web-enabled or online, which poses challenges in distinguishing between a general developer and a specialized web developer.
However, from the job descriptions we are able to identify that there are 34 recorded Web developers in the public service distributed as follows:
(2)The total number of programme developers or “System Developers” in the Public Service is 310, distributed as follows:
The full list per department is attached as Annexure A
(3) The current financial system ICT Standard Chart of Accounts (SCOA) codes do not support the breakdown of the expenditure to programmers and developers; however, the DPSA, as part of the Annual Operational Plan(AoP) for 2023-2024 is reviewing the ICT SCOA codes to improve reporting on ICT items.
However, as part of ICT expenditure reviews, the DPSA has created a category called Systems Development and Operations, defined as any service procured to develop or maintain any IT system. The breakdown of expenditure in this category is as follows:
- 2019-2020 = R4.8 billion
- 2020-2021 – R 6 billion
- 2021-2022 – R 6.7 billion
- 2022-2023 – review not yet completed
End
07 December 2023 - NW3772
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)With reference to her reply to question 3199 on 24 October 2023, what (a) are the details of the charges that were levelled against the specified employee that led to the employee’s subsequent suspension, (b) was the cost of the person’s suspension and (c) was the role of a certain person (name and details furnished) in advising her as Minister and the Director-General of her department on the specified matter; (2) who will take responsibility for the fruitless and wasteful expenditure that was incurred in relation to the suspension of the person; (3) what (a) was the quantum of the settlement agreement reached with the employee and (b) steps does she intend to take to exercise consequence management for a matter and/or case which brought her department into disrepute?
Reply:
1. (a) As responded to question 3199 the charges included several acts of misconduct relating to prejudicing the administration of the department, failing to carry out lawful instructions, abuse, insolence and gross insubordination. The details are in the charge sheet which can be made available if Parliament so permits.
(b) As responded to question 3199, the employee was suspended on full pay in terms of paragraph 2.7.2(b) of the SMS Disciplinary Code. The salary of the employee during the suspension was at salary level 15 notch 9 which amounted to a total cost, before taxes and deductions, of R4,772,395.87.
(c) The role of the certain person was to facilitate the appointment of legal practitioners through the Department of Justice to assist with the disciplinary processes and related matters and to support the Minister and the Director-General, where required.
2. There was no fruitless and wasteful expenditure incurred in relation to the suspension of the person.
3. (a) The cost of the settlement recorded in a court order issued by the Labour Court was as follows-
- R193,727.67 in respect of the re-instatement with effect from 1 September 2023;
- R1,871,454.00 in respect of a gratuity equivalent to 12 months’ salary;
- The other pension benefits were payable in terms of prevailing retirement laws by the Government Employees Pension Fund.
(b) The Department is not aware of any reputational damage that has arisen from it having exercised its right to discipline the employee.
End
07 December 2023 - NW2791
Kibi, Ms MT to ask the Minister of Public Service and Administration
(1)Whether she has found that the National School of Government can function independently and self sustainably without heavily relying on the national budget allocations; if not, what is the position in this regard; if so, what are the relevant details; (2) What is the total number of public officials who have successfully completed the compulsory courses?
Reply:
1. No, the NSG depends heavily on the national allocation for its operations as it operates the Vote Account and Training Trading Account (TTA). The Vote Account receives its funding from the government fiscus whereas the TTA is partly funded from government fiscus through a transfer from the Vote Account and revenue generated from course fees. The allocation from the government fiscus is appropriated for the operation of the Vote Account to support the TTA. The funding from the fiscus does not cover the operational costs of the TTA since this account is funded from course fees including the costs relating to the design and development of training programmes, as well as the delivery of the training programmes.
The scope of work of the NSG has been expanded to provide Education, Training and Development (ETD) in the three spheres of government, state-owned entities (SOEs) and organs of state. Furthermore, the delivery of the mandatory programmes, professionalization initiatives that introduce the offering of qualifications, continuous development and increased online learning add to the NSG scope of work. The National Framework Towards Professionalisation of the Public Sector requires the NSG to establish Recognition of Prior Learning (RPL) Centre as well as campus environment with relevant technology. The NSG is finalising a new strategy to reposition itself as the premier provider of ETD.
(2) The following are Compulsory Training Programmes with statistics from 2021/22 financial year until 05 September 2023:
Compulsory Training Programmes |
Financial Year |
||
2021/22 |
2022/23 |
2023/2024 (1 April to 5 September 2023) |
|
Khaedu Project |
571 |
399 |
61 |
Ethics in the Public Service |
32 381 |
13 765 |
2 460 |
Executive Induction Programme |
21 |
21 |
0 (7 booked) |
Compulsory Induction Programme 13-14 |
159 |
217 |
72 |
Compulsory Induction Programme 1-12 |
5 393 |
5731 |
911 |
Nyukela |
6 832 |
5 440 |
2 096 |
Supply Chain Management for the Public Service |
260 |
798 |
217 |
Financial Management Delegations of Authority |
84 |
0 |
0 |
Re-orientation in the Public Service |
177 |
374 |
202 |
Managing Performance in the Public Service |
37 |
1 386 |
0 |
End
06 December 2023 - NW3620
Gondwe, Dr M to ask the Minister of Public Service and Administration
Whether her department has ever conducted a verification exercise aimed at determining the exact number of employees in the Public Service; if not, why not; if so, (a) when was the verification exercise conducted, (b) what was the outcome of the exercise and (c) what are the relevant details; (2) what number of public servants are currently employed in the public sector; (3) which method does her department use to determine if some of the employees in the public service are ghost employees?
Reply:
1. The Minister for Public Service and Administration issues guidelines and directives to the Executive Authorities of each national and provincial department and government component. Section 9 of the Public Service Act (PSA) states, "An executive authority is empowered to appoint individuals within his or her department in alignment with this Act and under prescribed conditions.” Section 11(2) of the PSA stipulates that "When appointing under section 9 within the public service (a) all applicants meeting the criteria for the post must be considered; and (b) the assessment of candidates should be based on their education, skills, competence, and knowledge, as well as the imperative to rectify historical inequities as per the Employment Equity Act, 1998 (Act 55 of 1998), to reflect the diversity of the South African population, including race, gender, and disability representation." Therefore, verification that appointments adhere to stipulated guidelines is ensured by each department or government component conducting its audit of such processes.
Additionally, the Treasury's Regulations under the Public Finance Management Act, 1999 decree under Regulation 8.3.4 that "Individuals at the respective pay-points must certify the legitimacy of all individuals on the payroll report to receive payment." Regulation 8.3.5 adds, "The payroll report, once certified, must be returned to the chief financial officer within ten days. The accounting officer must confirm the monthly receipt of all pay-point certificates." Confirmation that the payee is the rightful recipient of the payment can only be established through physical verification of each individual. Hence, the verification of employee payments is mandated for each manager responsible and the accounting officer within every national and provincial department and government component in the Public Service.
2. As of 30 September 2023, the number of public servants appointed in the Public Service was 1,243,920. This excludes the Department of Defence and the State Security Agency.
3. As indicated in reply (1) above, all national and provincial departments and government components within the Public Service are guided through the PSA to verify employee appointments and if an employee is a ghost employee using physical verification methods.
End
06 December 2023 - NW3947
Krumbock, Mr GR to ask the Minister of Public Service and Administration
Whether (a) she, (b) the Deputy Minister and (c) any other official in her department attended the Rugby World Cup final in France in October 2023; if not; what is the position in this regard; if so, what (i) are the relevant details of each person in her department who attended the Rugby World Cup, (ii) is the total number of such persons and (iii) were the total costs of (aa) travel, (bb) accommodation and (cc) any other related costs that were incurred by her department as a result of the trip(s)?
Reply:
(a)(b) Neither the Minister or the Deputy Minister for the Public Service and Administration attended the Rugby World Cup final in France in October 2023.
(c) No officials from the Department of Public Service and Administration attended the Rugby World Cup final in France in October 2023 in an official capacity as this activity falls outside the mandate of the department.
End
06 December 2023 - NW3892
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What is the outcome of the investigation into the illegal appointment of a certain person (details furnished) in 2021; (2) (a) who funded the international trip to Doha in Qatar where Prof H Khunoethe and the specified director-general jointly presented a paper they allegedly co-authored in October 2023 and (b) in what capacity did they present the specified paper; (3) who approved the secondment of Prof H Khunoethe at (a) the KwaZulu-Natal Department of Cooperative Governance and Traditional Affairs and (b) Public Service and Administration?
Reply:
1. The Public Service Commission investigated a complaint in relation to the appointment, in 2021, of a certain person into the post of Personal Assistant to the Director-General and found no irregularity or illegality in the appointment. The investigation into the allegation concluded that the allegation was unsubstantiated.
(2) (a) The Department of Public Service and Administration funded the trip in respect of the Director-General only.
(b) The Director-General received an invite from conference organisers to present at the main plenary of the conference with the title of the paper: “Developmental States and Professionalization of the Public Administration and Public Policy for Developmental States: The South African Case”. Furthermore, the Director-General contributed in the development of an academic paper submitted for joint presentation, however it was ultimately presented by Prof Halima Khunoethe who is a public servant with academic interests and pursuits.
(3) (a) The Acting Member of the Executive Committee: KwaZulu-Natal Department of Cooperative Governance and Traditional Affairs; and
(b) The Acting Minister for the Public Service and Administration.
End
06 December 2023 - NW3860
Maneli, Ms ST to ask the Minister of Public Service and Administration
Since her department is responsible for the establishment of norms and standards for the Public Service through the Office of Standards and Compliance, what is the level of implementation of recommendations on compliance matters by her department?
Reply:
The Office of Standards and Compliance was operationalised as a Chief Directorate within the Department on the 1st of April 2020, through a restructuring process. Section 17(4) of the PAMA, 2014, sets out the Office of Standards and Compliance (Office) functions as follows:
(a) evaluate the appropriateness of norms and standards and their basis of measurement as determined by institutions in relation to public administration and management;
(b) promote and monitor compliance with minimum norms and standards determined by the Minister in relation to public administration management;
(c) advise the Minister on the execution of his or her duties with regard to— (i) the determination of minimum norms and standards contemplated in section 16; and (ii) enforcing compliance with the minimum norms and standards;
(d) conduct capacity and functionality audits of skills, systems, processes and advise on capacity building initiatives;
(e) develop and implement an early warning system to detect public administration non-compliance; and
(f) report in writing— (i) at least once every quarter to the Minister on the performance of the Office’s functions; and (ii) as directed by the Minister on the progress made in the investigation and finalisation of matters brought before the Office.
Furthermore, Section 17(6) states that the objects of the Office are to ensure compliance with minimum norms and standards set by the Minister in Section 16, taking into account that the spheres of government are distinctive, interdependent and interrelated.
It is worth noting that the Office of Standards and Compliance does not have a mandate to set norms and standards. Norms and standards are set by the Minister for the Public Service and Administration who is supported by the department in programmes Human Resources Management and Development, Negotiations, Labour Relations & Remuneration Management, E-Government Services & Information Management and Government Services and Improvement. The programmes are also responsible for monitoring implementation and to also to conduct evaluations on the impact of the policies and prescripts. According to PAMA section 17 (4) (a) the OSC‘s mandate is to evaluate the appropriateness of norms and standards and their basis of measurement as determined by the institutions. The Office of Standards and Compliance has developed criteria and guiding questions to aid in assessing the appropriateness of norms and standards. Therefore, the Office evaluates the appropriateness of norms and standards at two stages: during the drafting phase prior to approval, and after implementation when instances of non-compliance come to light.
Since its establishment in 2020, the Office of Standards and Compliance has formulated and sought input on three frameworks and guidelines to facilitate the execution of its mandate. The Office has monitored compliance and produced annual reports on compliance with legislative and regulatory requirements in the public service, focusing on six norms and standards: Recruitment matters, Discipline Management, Precautionary Suspensions, Sexual Harassment in the workplace, Public Administration Delegations Management, and Information and Communication Technology. These reports also contain recommendations for improvement. Managing the wage bill in the public service is a key strategic priority for the Department. Consequently, the Office of Standards and Compliance has identified two specific areas of focus: precautionary suspensions and sick leave, both of which contribute to substantial costs for the state.
The Office has evaluated the appropriateness of the guidelines relating to precautionary suspensions and has compiled a report with recommendations which will be submitted to the Minister.
End
06 December 2023 - NW3448
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1) What are the reasons that the State Information Technology Agency is not the lead department in relation to the information and communication technology needs of the Thusong Service Centre Programme established by Cabinet in 1999; (2) to what extent has her Office been informed of the numerous institutional and/or operational challenges currently experienced by TSCs across the Republic; (3) what role does her Office intend to play in addressing some of the institutional and/or operational challenges currently experienced by TSCs across the Republic?
Reply:
1) SITA was given the mandate to connect the Thusong Service Centres in 2007/2008 Financial Year. SITA was part of DPSA at the time. Given the allocated budget, out of 138 Thusong Service Center operational at the time, only 91 were connected either with fixed or wire-less infrastructure for connectivity. The connectivity project of the Centres encountered implementation challenges that included the allocation of finances, expired Service Level Agreement and disputed amounts claimed for the work done.
As result of the Macro organisation of the State of the 6th Administration, SITA was moved to the Department of Communication and Digital Technologies. The Department is coordinating the revised Cabinet approved SA Connect Phase 2 model and implementation plan which connects public offices inclusive of the Thusong Service Centre Programme. The approved model is based on partnership between SITA, Broadband Infraco and Sentech, and includes other industry service providers for the implementation of the SA Connect Project Plan.
2) The Minister for Public Service and Administration (MPSA) has put in place multiple mechanisms and platforms that enable the regular assessment, monitoring and continuous reporting on the service delivery complaints and challenges at Service delivery Points that include the Thusong Service Centres to ensure optimal functionality and sustainability of frontline service delivery. These include reports from Khaedu deployment of senior managers, Integrated Public Service Month, Outreach Programmes, feedback from Chapter 9 & 10 Institutions as well as oversight visits by the Portfolio Committee.
Furthermore, the MPSA initiated an Assessment Project to determine the trends on the functionality and challenges facing the Thusong Service Centres across all 9 Provinces during the 2018/2019 and 2022/2023 Financial Years. The findings and recommendations of the Assessments were shared with key critical stakeholders within the Thusong Service Centre Operations, such GCIS, National Treasury, COGTA and DPWI, Provinces and Centre Managers. The main objective of sharing these recommendations were to provide an opportunity to the affected key stakeholder to develop corrective and intervention measures.
The work on the functionality and sustainability of the Thusong Service Centres is central to the discussions and engagements at different platforms and structures across the spheres of government. These structures include Batho Pele Forum, National, Provincial and Local Inter-Sectoral steering committees on Thusong Service Centre Programme.
3) The role of the MPSA is derived from the legislative instruments such as Public Administration Management Act of 2014 and the Public Service Act of 1998. These legislative frameworks empower her to develop norms and standards with respect to the establishment, management, and monitoring of Service Centres. Furthermore, the setting of these norms and standards are aimed at addressing the operational challenges to ensure effectiveness, efficiency, and optimal functionality of the Service Centres inclusive of the Thusong Centre Programme. NW4580E
End