Questions and Replies
06 December 2023 - NW3618
Gondwe, Dr M to ask the Minister of Public Service and Administration
Whether she will furnish Dr M M Gondwe with the number of public servants, excluding senior management service members, who do not hold the qualifications for the positions they currently occupy; if not, why not; if so, what is the number for each (a) national and (b) provincial department?
Reply:
The Minister for Public Service and Administration establishes the overarching frameworks and guidelines that shape recruitment and structural organisation within various departments. For example, according to Section 3(7)(a) of the Public Service Act of 1994, the Executive Authority possesses comprehensive responsibilities and obligations related to the department's structural and organisational setup. Furthermore, Section 3(7)(b) of the Act confers upon the Executive Authority extensive powers and duties in the domain of recruitment processes and the setting of employment criteria. Similarly, determining essential job criteria, such as requisite qualifications, falls under the jurisdiction of the respective Executive Authority. As such, it is each Executive Authority that verifies and provides clarity on such matters.
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
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 - NW3893
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What is the role of a certain person (name furnished) in her department; (2) what (a) are the reasons that the specified person was seconded from the KwaZulu-Natal Department of Cooperative Governance and Traditional Affairs (KZN COGTA) to her department while the person still works in the KZN COGTA, (b) regulation and/or legal instrument was used to second the person from the KZN COGTA to her department and (c) is the fulltime position of the person at the KZN COGTA; (3) whether the person has been seconded to her department to assist the Director General, Ms Y Makhasi, with responsibilities external to the department; if not, what is the position in this regard; if so, what are the relevant details; (4) whether the person has the full security clearance to represent and/or speak on behalf of the Republic in foreign countries; if not, what is the position in this regard; if so, what are the relevant details; (5) whether the person is a citizen of the Republic; if not, what is her nationality; if so, what are the relevant details?
Reply:
(1) The person was seconded to perform the responsibilities of the vacant and funded post of Chief Director: Office of Standards and Compliance in the department. She is responsible among others: to manage and ensure the setting, promotion and enforcement of Public Administration Norms and Standards as contemplated in the Public Administration Management Act, 2014.
(2) (a) The person is seconded to the Department to perform the duties of the Chief Director: Office of Standards and Compliance in the department whilst the post is filled through the normal recruitment processes.
(b) The person is seconded in accordance with section 15(3) of the Public Service Act, 1994, as amended, read with regulation 62(1)(b) of the Public Service Regulations, 2016.
(c) The person is the Chief Director: Capacity Building at the KZN Cooperative Governance and Traditional Affairs.
(3) The person has not been seconded to the department to assist the Director-General with responsibilities external to the department. The person is seconded to perform the duties of the post of Chief Director: Office of Standards and Compliance which exists on the organisational structure of the Department and is overall responsible for the management of functions contained in section 17 of the Public Administration Management Act, 2014 which includes:
- Evaluating the appropriateness of norms and standards and their basis of measurement as determined by institutions in relation to public administration and management;
- Promoting and monitoring compliance with minimum norms and standards determined by the Minister in relation public administration management;
- Advising the Minister on the execution of the Minister’s duties in relation to the determination of minimum norms and standards and enforcing compliance;
- Conducting capacity and functionality audits of skills, systems and processes and advise on capacity building initiatives;
- Developing and implementing an early warning system to detect public administration non-compliance; and
- Managing the operations systems and processes of the Chief Directorate.
(4) A personnel suitability check was conducted in respect of the person and no negative information was detected. The employee has submitted the necessary documents for the security clearance from the State Security Agency (SSA) and is awaiting the processing thereof by SSA.
The person, as an employee of the State and subject to approval processes, has the necessary authority to participate in certain foreign matters of the State including, participating in discussions on the work of the department, presenting on work related to the department, presenting research conducted or sharing best practices.
(5) The person is a South African citizen.
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
21 November 2023 - NW3446
Gondwe, Dr M to ask the Minister of Public Service and Administration
With reference to the Thusong Service Centre (TSC) Programme, which was established by Cabinet in 1999, what are the reasons that there are only 121 fully functional TSCs out of the 197 TSCs in the Republic; (2) (a) by what date(s) will the 72 TSCs that are currently non-functional, be fully functional, (b) in which provinces are the specified TSCs located and (c) what total number of persons were depending on the services provided by the TSCs; (3) what are the reasons that currently there is no national department co-ordinating and leading the TSC Programme; (4) what are the reasons that the Department of Cooperative Governance and Traditional Affairs has not assumed the role of the national department leading and co-ordinating the TSC Programme as per the recommendations of a report by the Department of Public Service and Administration; (5) (a) by what date will or has her Office been designated to lead and co-ordinate the TSC Programme and (b) what will be the role of her Office?
Reply:
The 2006- 2014 Business Plan set out the operationalization guidelines which sought to assist provinces in a decision to delist Centres if they do not meet the set functionality criteria. These include amongst others:
i) A Centre that does not have any anchor department(s) present or services points (e.g., Home Affairs, SASSA) within 1km radius.
ii) A Centre’s infrastructure conditions are in a bad state and pose a health hazard or in state of collapse and might endanger people lives in contravention of the Occupational Health and Safety Act.
iii) Lack of ICT connectivity in the area as a permanent challenge.
iv) A Centre has been vandalised or destroyed during community protests.
(2) (a) By what date(s) will the 72 TSCs that are currently non-functional, be fully functional.
REPLY:
The Provincial Intersectoral Steering Committee (PISSC) to undertake extensive consultation process prior to a decision to re-list a Centre back to functionality. Furthermore, coordinating departments are required to prepare provincial business plans to guide the roll -out and management of the Thusong Service Centre Programme in their respective Provinces as guided by District and Municipal Plans.
(b) in which provinces are the specified TSCs located.
REPLY:
In terms of the GCIS database, the delisted Thusong Service Centres due to non-functionality are spread across the nine (9) provinces.
(c) what total number of persons were depending on the services provided by the TSCs.
REPLY:
Currently, there is no data in response to the total number of persons who are dependent on the services provided by the TSCs.
(3) What are the reasons that currently there is no national department co-ordinating and leading the TSC Programme:
REPLY:
The Thusong Service Centre Programme is still being coordinated by the GCIS since the inception of the Programme as Multi-Purpose Community Centres (MPCC) in 1999.
(4) What are the reasons that the Department of Cooperative Governance and Traditional Affairs has not assumed the role of the national department leading and co-ordinating the Programme as per the recommendations of a report by the Department of Public Service and Administration:
REPLY:
The Steering Committee which comprised of the DPSA, GCIS, DCoG, DPWI and National Treasury developed a Situational Analysis Report. The Report recommended that the Programme would be best situated at DCoG, due to its footprint in the Local Government Sphere. However, DCoG advised that they do not have the capacity to assume the role of leading Thusong Service Centre’s.
(5) (a) By what date will or has her Office been designated to lead and co-ordinate the TSC Programme and (b) What will be the role of her Office?
REPLY:
Currently there is no date that has been determined to ensure the lead and co-ordination of the Thusong Service Centre Programme by a designated lead department. NW4578E
END
21 November 2023 - NW3619
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What number of public servants were found to be doing business with the state in the (a) 2020-21; (b) 2021-22 and (c) 2022-23 financial years and (d) what was the value of the business in respect of each public servant doing business with the State; (2) which government departments are the specified public servants employed in; (3) what action has been taken against the public servants?
Reply:
(1)(a) Number of public servants who were found to be doing business with the state in 2020-21 financial year is 484. Out of this number 8 officials were appointed in the state entities in an official capacity.
(b) Number of public servants who were found to be doing business with the state in 2021-22 financial year is 181.
(c) Number of public servants who were found to be doing business with the state in 2022-23 financial year is 366.
(b) The value of the business in respect of each public servant conducting business with the State can only be determined after finalization of a court process where the court will pronounce on losses.
(2) The following are the government departments in which the specified public servants are employed:
|
National Departments |
Provincial Departments |
|
|
1. Agriculture, Land Reform and Rural Development 2. Basic Education 3. Correctional Services 4. Employment and Labour 5. Environmental Affairs, Forestry and Fisheries 6. Health 7. Higher Education and Training 8. Human Settlements 9. International Relations and Cooperation 10. Justice and Constitutional Development 11. Military Veterans 12. Mineral Resources and Energy 13. National Treasury 14. Office of the Chief Justice 15.Office of the Public Service Commission 16.South African Police Service 17. Statistics South Africa 18. Social Development 19. Tourism 20. Traditional Affairs 21. Water and Sanitation |
KwaZulu-Natal 1. Community Safety and Liaison 2. Education 3. Health 4. Office of the Premier 5. Transport Gauteng 1. Community Safety 2. Education 3. Health 4. Sport, Arts, Culture and Recreation North West 1. Community Safety and Transport Management 2. Education and Sports Development 3. Health 4. Office of the Premier 5. Public Works and Roads Eastern Cape 1. Cooperative Governance and Traditional Affairs 2. Health 3. Office of the Premier 4. Provincial Treasury 4. Social Development 5. Sport, Recreation, Arts and Culture 6. Transport |
Limpopo 1. Education 2. Health Mpumalanga 1. Education 2. Health 3. Public Works, Roads, and Transport Free State 1. Education 2. Health 3. Police, Roads, and Transport 4. Social Development 5. Sport, Arts, Culture and Recreation Northern Cape 1. Agriculture, Land Reform and Rural Development 2. Cooperative Governance, Human Settlements and Traditional Affairs 3. Education 4. Economic Development and Tourism 5. Health 6 Social Development Western Cape 1. Education 2. Health 3. Provincial Treasury |
(3) The Department of Public Service and Administration (DPSA) monitors the implementation of the prohibition on public servants who are conducting business with the State through the Central Supplier Database (CSD). Upon receipt of the report from the CSD, the DPSA forwards a list of identified public servants to the departments in which they are employed. These departments are required to provide the DPSA with progress made on implementing the prohibition, including on action taken against those public servants who were found guilty of conducting business with the state.
Based on the reports received, the following varied action were reported to have been taken against public servants:
- Final written warnings.
- Contract were terminated.
- Dismissal
- Some public servants were appointed after the transactions for which payments made had already occurred, as a result no sanctions were imposed against them.
- Other public servants resigned from their departments before their hearing could commence.
- Most of the cases are still under investigation and the DPSA constantly make follow ups on the progress from the affected departments.
The DPSA formed a Task Team with the South African Police Service and National Prosecuting Authority to assist departments to act against employees conducting business with the State. Seven (7) public service employees employed by SAPS were charged and convicted of conducting business with the State under Section 8 of the Public Administration Management Act, 2014. These employees were dismissed from SAPS.
END
07 November 2023 - NW3411
Komane, Ms RN to ask the Minister of Public Service and Administration
Whether her department has taken any specific steps to promote the values and principles contained in section 195(1) of the Constitution of the Republic of South Africa, 1996, by establishing a framework that creates a unified system of public administration that traverses all three spheres of government; if not, why not; if so, what time frames have been put in place to implement the specified steps?
Reply:
Section 16(1)(a) read with section 16(2) of the Public Administration Management Act, 2014 (PAMA) provides for the Minister to issue minimum norms and standards regarding the promotion of values and principles referred to in section 195(1) of the Constitution of the Republic of South Africa subject to the approval by all relevant executive authorities, which includes all municipal councils. The latter provision has created challenges in the issuing of such norms and standards under the PAMA as obtaining the consent of all municipal council is impractical. Therefore, the Department has, as part of the Public Administration Management Amendment Bill currently before Parliament, proposed amendments in respect of section 16(2) to assist with the issuing of those norms and standards. Once the Amendment Bill is passed, the Department will be better placed to develop norms and standards regarding the promotion of values and principles referred to in section 195(1) of the Constitution that traverses all three spheres of government.
In any event, the Department has and continues to promote the values and principles espoused in section 195 of the Constitution in all the norms and standards that it develops. In addition, the Department is working to institutionalise the Service Charter adopted in Public Service Coordinating Bargaining Council Resolution 1 of 2013 and to reaffirm the Batho Pele Principles.
End
07 November 2023 - NW3167
Cebekhulu, Inkosi RN to ask the Minister of Public Service and Administration
What are the relevant details pertaining to the (a) total budget allocated towards and/or (b) actual expenditure with regard to the (i) salaries, (ii) travel expenses and (iii) accommodation of public servants?
Reply:
The details pertaining to the (a) total budget allocated towards and (b) actual year to date expenditure with regards to the
(i) salaries of public servants for the 2023/2024 financial year are as follows:
ii) travel expenses and (iii) accommodation of public servants for the 2023/2024 financial year are as follows:
End
03 November 2023 - NW3281
Mkhonto, Ms C N to ask the Minister of Public Service and Administration
Whether she has a system in place that tracks and/or supports retired personnel; if not, what is the position in this regard; if so, what kind of support is offered to them beyond processing their pension payouts?
Reply:
The department does not have a system in place that tracks and/or supports retired personnel and there is no support offered to them beyond processing their pension payouts. It can be noted that there is no legislated obligation for a department to support people after they have retired.
END
03 November 2023 - NW3327
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What (a) period of time did the disciplinary proceedings against a certain person (name furnished) take and (b) was the cost of the specified disciplinary proceedings to the State; (2) (a) on what (i) date and (ii) grounds was the specified person fired from her department and (b) what are the reasons that she consented to the firing of the person; (3) on what date will her department implement the ruling of the Labour Court in the matter between the person and her department and reinstate the person to the former position?
Reply:
1. (a) The disciplinary processes against the employee commenced from 13 October 2020 and was concluded on 27 September 2023.
(b) Approximately R2.7 million was paid to date and includes the costs related to the disciplinary process, the dispute referred to the General Public Service Sectoral Bargaining Council by the employee and the Labour Court application instituted by the employee.
2. (a) (i) The employee was retired from the public service with effect from 15 October 2023.
(ii) The employee was retired in terms of section 16 of the Public Service Act, 1994.
(b) The retirement of the employee was as a result of a court order.
3. The Department has fully implemented the ruling of the Labour Court, including the employee’s retirement.
END
01 November 2023 - NW1828
Gondwe, Dr M to ask the Minister of Public Service and Administration
Considering the 520 disciplinary cases referred to in the report by the Public Service Commission recently tabled in Parliament, providing an overview of financial misconduct in the Public Service for the 2021-22 financial year, what are the further, relevant details of the (a) affected (i) national and (ii) provincial departments, (b) (i) nature of the financial misconduct and (ii) total amount of money involved in each case, (c) (i) position and (ii) salary level of the public servant involved in each case and (d) sanction imposed in each case; (2) Whether any monies were recovered in each case; if not, what were the reasons for the non-recovery of monies; if so, what are the full, relevant details in each case?
Reply:
1. With reference to the report of the Public Service Commission (PSC) on overview Financial Misconduct for the 2021-22 financial year, What (a) is the total number of reported cases of financial misconduct for the 2022-23 financial year, (b) is the (i) breakdown of the implicated departments for each (aa) national and (bb) provincial department and (ii) nature of the financial misconduct involved in each specified case and (c)(i) total amount was lost by the State due to the cases and (ii) amount of the total amount was recovered by the State?
a) The Public Service Commission found, in total, the number of financial misconduct cases as reported by national and provincial departments, is 523 during the 2021/2022 financial year. The national departments reported majority of cases (268), with provincial departments having reported 255 cases during the period under review.
b) The total monies lost due to financial misconduct, for both the national and provincial departments was R1,565,947,264.46. The highest amount lost due to financial misconduct (1,327,883,817.48) was in the national departments. The provincial departments reported a total of R238, 063,446.98 as monies that were lost due to financial misconduct during the period under review. In total, the amount of monies recovered was only R6, 123,708.77 (0.47%) of the total that was involved. The national departments recovered R555, 636.18 (0.05%) of the total amounts that they have reported. The provincial departments recovered R5, 568,072.59 (2.34%) of the said amounts.
c) The breakdown of the specified figures is provided in the tables below.
Table 1: Breakdown of figures in respect of reported cases of financial misconduct in the National Departments during the 2021/22 financial year
|
Financial Year |
National/ Provincial |
Department |
Position |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
Reasons for no recovery |
|
2021/2022 |
National |
Basic Education |
Chief Provisioning Clerk |
8 |
Fraud |
2 months suspension and final written warning. |
- |
- |
- |
- |
Not provided |
|
2021/2022 |
National |
Correctional Services |
Other |
6 |
Theft |
Dismissal |
103,247.93 |
103,247.93 |
- |
- |
N/A |
|
2021/2022 |
National |
Other |
7 |
Theft |
Dismissal |
351,697.73 |
- |
- |
351,697.93 |
Submitted for recovery from pension money, criminal case pending |
|
|
2021/2022 |
National |
Other |
7 |
Theft |
Dismissal |
103,247.93 |
103,247.93 |
- |
- |
N/A |
|
|
2021/2022 |
National |
Other |
5 |
Irregular expenditure |
2 months suspension without salary as alternative to dismissal |
- |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Other |
5 |
Theft |
N/A |
4,202.50 |
- |
- |
4,202.50 |
N/A |
|
|
2021/2022 |
National |
Defence |
Warrant Officer Class 1 |
9 |
Fraud |
Reduction of the lower rank staff Sergeant and one year imprisonment, suspended. |
200,000.00 |
- |
- |
200,000.00 |
N/A |
|
2021/2022 |
National |
Rifleman |
3 |
Fraud |
Fined R3000.00 |
6,480.00 |
6,480.00 |
- |
- |
N/A |
|
|
2021/2022 |
National |
Private |
3 |
Theft |
Fined R4000.00 and 12 months imprisonment and discharge with ignominy, suspended for three years |
5,000.00 |
- |
5,000.00 |
- |
N/A |
|
|
2021/2022 |
National |
Captain |
8 |
Frau |
Dismissal from the SANDF |
3,600.00 |
3,600.00 |
- |
- |
N/A |
|
|
2021/2022 |
National |
Staff Sergeant |
7 |
Fraud |
Fined R5000.00 |
5,000.00 |
5,000.00 |
- |
- |
N/A |
|
|
2021/2022 |
National |
Major |
9 |
Fraud |
Fine |
5,000.00 |
- |
5,000.00 |
- |
No section 129 (order to recover loss) MDC orders due to no loss to the state |
|
|
2021/2022 |
National |
Captain |
8 |
Fraud |
N/A |
4,419.31 |
- |
4,419.31 |
- |
None member found not guilty |
|
|
2021/2022 |
National |
Lance corporal |
4 |
Fraud |
Fine |
9,000.00 |
- |
- |
9,000.00 |
Section 129 (order to recover loss).MDC orders made and accused place under deduction of pay for an amount of the loss of state money being R9000.00 |
|
|
2021/2022 |
National |
Staff Sergeant |
7 |
Gross negligence |
N/A |
144,000.00 |
- |
- |
144,000.00 |
Rule 48 (acquittal due to lack of evidence) |
|
|
2021/2022 |
National |
Corporal |
5 |
Fraud |
Fine |
5,000.00 |
- |
5,000.00 |
- |
Accused was found not guilty of fraud and guilty of contravention of section 19(2) MDC (disobeying a lawful command). Due to not guilty finding, no order for recovery was made. |
|
|
2021/2022 |
National |
Deputy Director |
12 |
Misappropriation and abuse |
N/A |
5,000.00 |
- |
5,000.00 |
- |
Case withdrawn |
|
|
2021/2022 |
National |
Colonel |
11 |
Fraud |
N/A |
25,795.00 |
- |
25,795.00 |
- |
Member found not guilty |
|
|
2021/2022 |
National |
Captain |
6 |
Fraud |
DPP decline to prosecute on 13/07/2021. Matter is therefore regarded as closed |
- |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Sergeant |
6 |
Fraud |
Fined R4000.00 and 18 months imprisonment, suspended for three years |
1,600.00 |
1,600.00 |
- |
- |
N/A |
|
|
2021/2022 |
National |
Warrant officer class 1 |
9 |
Fraud |
Reduction of the lower rank staff Sergeant and one year imprisonment, suspended. |
200,000.00 |
- |
200,000.00 |
- |
N/A |
|
|
2021/2022 |
National |
Private |
3 |
Theft |
Fined R4000.00 and 12 months imprisonment and discharge with ignominy, suspended for three years |
5,000.00 |
- |
5,000.00 |
- |
N/A |
|
|
2021/2022 |
National |
Staff Sergent |
7 |
Fraud |
Fine |
31,255.17 |
- |
- |
31,255.17 |
A sec 129 court order was issued for R62 510.43 |
|
|
2021/2022 |
National |
Lance Corpora |
4 |
Fraud |
Fine |
31,255.17 |
- |
- |
31,255.17 |
A sec 129 court order was issued for R62 510.43 |
|
|
2021/2022 |
National |
Captain |
8 |
Fraud |
Fine |
5,664.00 |
5,664.00 |
- |
- |
None |
|
|
2021/2022 |
National |
Senior Accounting Clerk |
6 |
Theft |
N/A |
5,340.20 |
- |
5,340.20 |
- |
Case Withdrawn |
|
|
2021/2022 |
National |
Lieutenant Colonel |
10 |
Irregular Expenditure |
Reprimanded |
8,516,738.61 |
- |
8,516,738.61 |
- |
|
|
|
2021/2022 |
National |
Major |
9 |
Irregular Expenditure |
Reprimanded |
44,346.00 |
- |
44,346.00 |
- |
|
|
|
2021/2022 |
National |
Warrant Officer class 2 |
8 |
Irregular Expenditure |
Reprimanded |
44,346.00 |
- |
44,346.00 |
- |
|
|
|
2021/2022 |
National |
Lance Coporal |
4 |
Fraud |
Sentenced to 20 months imprisonment, discharge with ignominy from SANDC |
183,403.00 |
- |
- |
183,403.00 |
SEC129 court order was issued for 183 403.00 |
|
|
2021/2022 |
National |
Senior Accounting Clerk |
5 |
Fraud |
Discharge |
25,296.00 |
- |
- |
25,296.00 |
Final pay deduction in process |
|
|
2021/2022 |
National |
Accounting Clerk |
5 |
Fraud |
Written warning |
10,677.56 |
- |
- |
10,677.56 |
|
|
|
2021/2022 |
National |
Flight Sergeant |
7 |
Fraud |
Fined 1500,00 |
1,500.00 |
1,500.00 |
- |
- |
Amount is fully recovered |
|
|
2021/2022 |
National |
Store man |
4 |
Gross negligence |
Case was reported after the member retired |
115,186.74 |
- |
- |
115,186.74 |
Case was reported after the member retired |
|
|
2021/2022 |
National |
Accounting Clerk |
5 |
Fruitless and wasteful expenditure |
Case withdrawn due to lack of evidence |
31,825.00 |
- |
- |
- |
Case withdrawn due to lack of evidence |
|
|
2021/2022 |
National |
Accounting Clerk |
4 |
Fraud |
Case was reported after the member retired |
- |
- |
- |
- |
Case closed due to early retirement |
|
|
2021/2022 |
National |
Senior State Accountant |
8 |
Fraud |
Final written warning |
97,696.86 |
- |
- |
97,696.86 |
|
|
|
2021/2022 |
National |
Lieutenant Colonel |
10 |
Corruption and Fraud |
Dismissal &3 years imprisonment, suspended |
74,641.00 |
- |
- |
74,641.00 |
|
|
|
2021/2022 |
National |
Lance corporal |
3 |
Fraud |
Reduction to the lower rank |
- |
- |
- |
- |
|
|
|
2021/2022 |
National |
Major |
9 |
Fraud |
Member was found not guilty on main and all alternative charges |
2,000.00 |
- |
- |
- |
|
|
|
2021/2022 |
National |
Master Warrant Officer |
9 |
Fraud |
Fine |
2,000.00 |
- |
- |
2,000.00 |
|
|
|
2021/2022 |
National |
Corporal |
5 |
Fraud |
Acquitted |
2,000.00 |
- |
- |
2,000.00 |
|
|
|
2021/2022 |
National |
Major |
9 |
Fraud |
Withdrawn |
2,000.00 |
- |
- |
2,000.00 |
|
|
|
2021/2022 |
National |
Captain |
8 |
Fraud |
DPP decline to prosecute on 13/07/2021. Matter is therefore regarded as closed |
- |
- |
- |
- |
|
|
|
2021/2022 |
National |
Sergeant |
6 |
Fraud |
Fined: 4000,00 |
1,600.00 |
- |
- |
5,600.00 |
|
|
|
2021/2022 |
National |
Warrant Officer Class 1 |
9 |
Fraud |
Reduction to the lower rank of the Staff Sergeant and 1 year imprisonment, suspended |
200,000.00 |
- |
- |
200,000.00 |
|
|
|
2021/2022 |
National |
Secretary |
5 |
Fraud |
Fined 30000,00 |
15,000.00 |
- |
- |
15,000.00 |
|
|
|
2021/2022 |
National |
Private |
3 |
Theft |
Fined 4000,00 and 12 months imprisonment and discharged with ignominy, suspended for 3 years |
5,000.00 |
5,000.00 |
- |
- |
|
|
|
2021/2022 |
National |
Staff Sergeant |
7 |
Fraud |
Fined 5000,00 |
5,000.00 |
5,000.00 |
- |
- |
|
|
|
2021/2022 |
National |
Colonel |
12 |
Fraud |
4 years sentence and deduction of the amount of 341870,77 being the total loss to the state |
210,000.00 |
- |
- |
341,870.77 |
|
|
|
2021/2022 |
National |
Rifleman |
3 |
Fraud |
Fined 3000,00 |
6,480.00 |
6,480.00 |
- |
- |
|
|
|
2021/2022 |
National |
Captain |
8 |
Fraud |
Dismissal from the SANDF |
- |
- |
- |
- |
|
|
|
2021/2022 |
National |
Corporal |
5 |
Fraud |
None |
3,800.00 |
- |
- |
- |
|
|
|
2021/2022 |
National |
Corporal |
5 |
Fraud |
Fined 4000,00 |
- |
- |
- |
4,000.00 |
|
|
|
2021/2022 |
National |
Corporal |
5 |
Fraud |
Fined 3000,00 |
1,111.00 |
- |
- |
4,111.00 |
|
|
|
2021/2022 |
National |
Captain |
8 |
Fraud |
Dismissal from the SANDF |
3,600.00 |
3,600.00 |
- |
- |
|
|
|
2021/2022 |
National |
Petty Officer |
6 |
Fraud |
Fined 2000,00 |
15,000.00 |
- |
- |
17,000.00 |
|
|
|
2021/2022 |
National |
Petty Officer |
6 |
Fraud |
Fined 2000,00 |
15,000.00 |
17,000.00 |
- |
- |
|
|
|
2021/2022 |
National |
Employment and Labour |
CFO |
13 |
Misappropriation and abuse |
Withdrawn |
4,522.50 |
|
|
|
Not liable |
|
2021/2022 |
National |
Inspector |
6 |
Misappropriation and abuse |
Final Written Warning |
25,620.70 |
|
|
|
Liable |
|
|
2021/2022 |
National |
Inspector |
6 |
Misappropriation and abuse |
Written Warning |
3,861.43 |
|
|
|
Liable |
|
|
2021/2022 |
National |
MSS |
5 |
Misappropriation and abuse |
Withdrawn |
5,406.63 |
|
|
|
Not liable |
|
|
2021/2022 |
National |
Inspector |
6 |
Misappropriation and abuse |
Written Warning |
8,912.20 |
|
|
|
Liable |
|
|
2021/2022 |
National |
Director |
13 |
Gross negligence |
Final Written Warning |
66,144,351.68 |
|
|
|
Not liable |
|
|
2021/2022 |
National |
Deputy Director |
11 |
Gross negligence |
Final Written Warning |
66,144,351.68 |
|
|
|
Not liable |
|
|
2021/2022 |
National |
Director |
13 |
Gross negligence |
Final Written Warning |
66,144,351.68 |
|
|
|
Not liable |
|
|
2021/2022 |
National |
Deputy Director |
11 |
Gross negligence |
Final Written Warning |
66,144,351.68 |
|
|
|
Not liable |
|
|
2021/2022 |
National |
CSO |
6 |
Gross negligence |
Final Written Warning |
35,695.00 |
|
|
|
Liable |
|
|
2021/2022 |
National |
SAO |
8 |
Fraud |
Dismissal |
97,586.78 |
|
|
|
Liable |
|
|
2021/2022 |
National |
Provisioning Clerk |
5 |
Irregular expenditure |
One month suspension without pay |
2,450.00 |
|
|
|
Liable |
|
|
2021/2022 |
National |
Provisioning Clerk |
5 |
Irregular expenditure |
One month suspension without pay |
2,450.00 |
|
|
|
Liable |
|
|
2021/2022 |
National |
Supervisor: Registry Services |
8 |
Misappropriation and abuse |
Final Written Warning |
57.21 |
|
|
|
Not liable |
|
|
2021/2022 |
National |
Inspector |
6 |
Misappropriation and abuse |
Written Warning |
3,305.80 |
|
|
|
Not liable |
|
|
2021/2022 |
National |
Inspector |
6 |
Misappropriation and abuse |
Written Warning |
18,000.00 |
|
|
|
Liable |
|
|
2021/2022 |
National |
Inspector |
10 |
Misappropriation and abuse |
Written Warning |
5,963.68 |
|
|
|
Liable |
|
|
2021/2022 |
National |
OHS Inspector |
8 |
Misappropriation and abuse |
Written Warning |
6,072.60 |
|
|
|
Liable |
|
|
2021/2022 |
National |
Assistant Director |
10 |
Misappropriation and abuse |
Written Warning |
3,305.50 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Inspector |
6 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
12,963.84 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Inspector |
6 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
5,700.41 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Registration Supervisor |
8 |
Misappropriation and abuse |
Written Warning |
14,950.32 |
|
|
|
N/A |
|
|
2021/2022 |
National |
COID: Supervisor |
6 |
Misappropriation and abuse |
Written Warning |
6,072.60 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Inspector |
6 |
Misappropriation and abuse |
Written Warning |
6,428.50 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Parliamentary Liaison Officer |
9 |
Misappropriation and abuse |
Withdrawn |
1,906.25 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Deputy Director |
12 |
Misappropriation and abuse |
Withdrawn |
3,908.45 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Office Administrator |
8 |
Misappropriation and abuse |
Written Warning |
4,887.50 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Non-Employee |
N/A |
Misappropriation and abuse |
Withdrawn |
24,140.01 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Director |
13 |
Misappropriation and abuse |
Withdrawn |
1,762.50 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Team Leader |
8 |
Misappropriation and abuse |
Withdrawn |
2,050.00 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Senior Admin Officer |
8 |
Fraud |
Dismissal |
97,586.78 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Admin Clerk |
5 |
Misappropriation and abuse |
Corrective Counselling |
11,270.00 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Client Service Officer |
6 |
Gross negligence |
Final Written Warning |
4,900.00 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Client Service Officer |
6 |
Gross negligence |
Final Written Warning |
1,443.64 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Client Service Officer |
6 |
Gross negligence |
Final Written Warning |
1,443.64 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Admin Clerk |
5 |
|
Written Warning |
1,440.00 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Team Leader |
8 |
Misappropriation and abuse |
Written Warning |
20,000.00 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Inspector |
6 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
5,700.41 |
|
|
|
N/A |
|
|
2021/2022 |
National |
Environment Forestry and Fisheries |
Marine Conservation Inspector |
7 |
Failure to report an accident |
Three months suspension without pay and a final written warning |
6,475.39 |
6,475.39 |
- |
- |
There was a loss to the department therefore the amount will be recovered from the official |
|
2021/2022 |
National |
Marine Conservation Inspector |
7 |
Misappropriation and abuse |
3 months suspension without pay |
- |
- |
- |
- |
|
|
|
2021/2022 |
National |
Chief Director |
14 |
Gross negligence |
Dismissal |
- |
- |
- |
- |
|
|
|
2021/2022 |
National |
Chief Director |
14 |
Gross negligence |
Dismissal |
- |
- |
- |
- |
|
|
|
2021/2022 |
National |
Higher Education and Training |
Administrative Officer |
8 |
Gross negligence |
Final written warning |
5,398.35 |
- |
5,398.35 |
- |
The financial misconduct is administrative in nature and does not warrant a recovery |
|
2021/2022 |
National |
Deputy Director |
12 |
Gross negligence |
|
18,098.64 |
- |
|
|
|
|
|
2021/2022 |
National |
Senior Admin Officer |
6 |
Gross negligence |
|
5,100.00 |
- |
5,100.00 |
- |
|
|
|
2021/2022 |
National |
Director |
13 |
Gross negligence |
|
45,281.44 |
- |
45,281.44 |
- |
|
|
|
2021/2022 |
National |
Independent Police Investigative Directorate |
ASD: Policy & Planning |
9 |
|
Written warning |
45,715.72 |
- |
45,715.72 |
- |
|
|
2021/2022 |
National |
D: Investigations and Information Management |
13 |
|
Final written warning |
87,220.81 |
- |
87,220.81 |
- |
|
|
|
2021/2022 |
National |
International Relations and Cooperation |
DG |
16 |
Gross negligent |
Dismissal |
340,292,000.00 |
- |
- |
- |
|
|
2021/2022 |
National |
CFO |
15 |
Gross negligent |
Dismissal |
478,522,000.00 |
- |
- |
- |
|
|
|
2021/2022 |
National |
Justice and Constitutional Development |
Clerk |
5 |
theft |
Dismissal |
1,300.00 |
- |
- |
1,300.00 |
|
|
2021/2022 |
National |
Clerk |
5 |
theft |
Dismissal |
50,000.00 |
- |
- |
50,000.00 |
|
|
|
2021/2022 |
National |
Clerk |
5 |
theft |
Pending |
11,000.00 |
- |
- |
11,000.00 |
|
|
|
2021/2022 |
National |
Clerk |
5 |
Gross negligence |
Suspension without pay |
250.00 |
- |
- |
250.00 |
|
|
|
2021/2022 |
National |
Clerk |
5 |
theft |
Pending |
1,130.00 |
- |
- |
1,130.00 |
|
|
|
2021/2022 |
National |
Investigator |
5 |
Fraud |
Pending |
5,500.00 |
- |
- |
6.00 |
|
|
|
2021/2022 |
National |
National School of Government |
Assistant Director |
9 |
Fruitless and Wasteful Expenditure |
Not yet imposed |
36,958.02 |
- |
- |
- |
|
|
2021/2022 |
National |
Director |
13 |
Fruitless and Wasteful Expenditure |
Not yet imposed |
79,509.87 |
- |
- |
- |
|
|
|
2021/2022 |
National |
Office of the Public Service Commission |
Director |
13 |
Gross negligent |
Written warning |
87,209.00 |
- |
- |
- |
No recoveries made as there are no financial loss experienced by the OPSC |
|
2021/2022 |
National |
Deputy Director |
11 |
Gross negligent |
Written warning |
888,383.81 |
- |
- |
- |
No recoveries made as there are no financial loss experienced by the OPSC |
|
|
2021/2022 |
National |
Deputy Director |
11 |
Gross negligent |
Written warning |
87,209.00 |
- |
- |
- |
No recoveries made as there are no financial loss experienced by the OPSC |
|
|
2021/2022 |
National |
Public Enterprises |
IT Technician |
7 |
Misappropriation and abuse |
N/A |
253,000.00 |
- |
- |
253,000.00 |
N/A |
|
2021/2022 |
National |
IT Technician |
7 |
Misappropriation and abuse |
N/A |
327,585.77 |
239,926.00 |
87,659.00 |
10,000.00 |
N/A |
|
|
2021/2022 |
National |
Public Works and Infrastructure |
Secretary |
7 |
Misappropriation and abuse |
Allegation not pursued due inconclusive evidence |
- |
- |
- |
- |
Not liable |
|
2021/2022 |
National |
Engineer Technician |
12 |
Gross negligence |
The employee passed on before the conclusion of the disciplinary processes |
2,244,774.00 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Assistant Director |
10 |
Irregular expenditure |
Not Guilty |
- |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Personnel Practitioner |
7 |
Gross negligence |
Written Warning |
6,440.00 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Tradesman Aid |
7 |
Misappropriation and abuse |
Three months suspension from work |
1,527.00 |
- |
- |
- |
Liable |
|
|
2021/2022 |
National |
Administrative Officer |
7 |
Gross negligence |
The case was referred to the Department where the employee is currently based to disciplinary actions |
4,162,969.00 |
- |
- |
- |
Liable |
|
|
2021/2022 |
National |
Deputy Director |
12 |
Gross negligence |
Final Written Warning |
66,144,351.68 |
- |
- |
- |
Not liable |
|
|
2021/2022 |
National |
Director: Purchasing and Store |
13 |
Gross negligence |
Final Written Warning |
66,144,351.68 |
- |
- |
- |
Not liable |
|
|
2021/2022 |
National |
Deputy Director: ICT |
11 |
Gross negligence |
Final Written Warning |
66,144,351.68 |
- |
- |
- |
Not liable |
|
|
2021/2022 |
National |
CSO |
6 |
Gross negligence |
Final Written Warning |
35,695.00 |
- |
- |
- |
Liable |
|
|
2021/2022 |
National |
SAO |
8 |
Fraud |
Dismissal |
97,586.78 |
- |
- |
- |
Liable |
|
|
2021/2022 |
National |
Provisioning Clerk |
5 |
Irregular expenditure |
One month suspension without pay |
2,450.00 |
- |
- |
- |
Liable |
|
|
2021/2022 |
National |
Provisioning Clerk |
5 |
Irregular expenditure |
One month suspension without pay |
2,450.00 |
- |
- |
- |
Liable |
|
|
2021/2022 |
National |
Supervisor: Registry Services |
8 |
Gross negligence |
Final Written Warning |
57.21 |
- |
- |
- |
Not liable |
|
|
2021/2022 |
National |
Inspector |
6 |
Misappropriation and abuse |
Written Warning |
3,305.80 |
- |
- |
- |
Not liable |
|
|
2021/2022 |
National |
Inspector |
6 |
Misappropriation and abuse |
Written Warning |
18,000.00 |
- |
- |
- |
Liable |
|
|
2021/2022 |
National |
Inspector |
10 |
Misappropriation and abuse |
Written Warning |
5,963.68 |
- |
- |
- |
Liable |
|
|
2021/2022 |
National |
OHS Inspector |
8 |
Misappropriation and abuse |
Written Warning |
6,072.60 |
- |
- |
- |
Liable |
|
|
2021/2022 |
National |
Assistant Director |
10 |
Misappropriation and abuse |
Written Warning |
3,305.50 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Inspector |
6 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
12,963.84 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Inspector |
6 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
5,700.41 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Registration Supervisor |
8 |
Misappropriation and abuse |
Written Warning |
14,950.32 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
COID: Supervisor |
6 |
Misappropriation and abuse |
Written Warning |
6,072.60 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Inspector |
6 |
Misappropriation and abuse |
Written Warning |
6,428.50 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Parliamentary Liaison Officer |
9 |
Misappropriation and abuse |
Withdrawn |
1,906.25 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Deputy Director |
12 |
Misappropriation and abuse |
Withdrawn |
3,908.45 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Office Administrator |
8 |
Misappropriation and abuse |
Written Warning |
4,887.50 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Non-Employee |
Other |
Misappropriation and abuse |
Withdrawn |
24,140.01 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Director |
13 |
Misappropriation and abuse |
Withdrawn |
1,762.50 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Team Leader |
8 |
Misappropriation and abuse |
Withdrawn |
2,050.00 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Senior Admin Officer |
8 |
Fraud |
Dismissal |
97,586.78 |
- |
- |
97,586.78 |
N/A |
|
|
2021/2022 |
National |
Admin Clerk |
5 |
Misappropriation and abuse |
Corrective Counselling |
11,270.00 |
- |
- |
11,270.00 |
N/A |
|
|
2021/2022 |
National |
Client Service Officer |
6 |
Gross negligence |
Final Written Warning |
4,900.00 |
- |
- |
4,900.00 |
N/A |
|
|
2021/2022 |
National |
Client Service Officer |
6 |
Gross negligence |
Final Written Warning |
1,443.64 |
- |
- |
1,443.64 |
N/A |
|
|
2021/2022 |
National |
Client Service Officer |
6 |
Gross negligence |
Final Written Warning |
1,443.64 |
- |
- |
1,443.64 |
N/A |
|
|
2021/2022 |
National |
Admin Clerk |
5 |
|
Written Warning |
1,440.00 |
- |
- |
1,440.00 |
N/A |
|
|
2021/2022 |
National |
Team Leader |
8 |
Misappropriation and abuse |
Written Warning |
20,000.00 |
- |
- |
20,000.00 |
N/A |
|
|
2021/2022 |
National |
Inspector |
6 |
Fruitless and wasteful expenditure |
Final Written Warning |
5,700.41 |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Social Development |
Messenger Driver: Records Management |
3 |
Fruitless and Wasteful Expenditure |
None |
1,440.00 |
|
|
|
TZ2:Z7he official was not guilty therefore the expenditure was written off |
|
2021/2022 |
National |
Consultant: Corporate Services |
Other |
Misappropriation and abuse |
None |
4,344.50 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Social Work Advanced Specialist: Policy and Legislation |
12 |
Misappropriation and abuse |
None |
1,506.50 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Social Work Policy Manager: Social Crime Prevention |
12 |
Misappropriation and abuse |
None |
199.25 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Social Work POL: Welfare Services Transformation |
12 |
Misappropriation and abuse |
None |
167.75 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Chief Admin Clerk: Population and Development |
7 |
Misappropriation and abuse |
None |
5,754.75 |
|
|
|
|
|
|
2021/2022 |
National |
Social Work: Child Protection |
12 |
Misappropriation and abuse |
None |
1,651.25 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Deputy Director |
12 |
Misappropriation and abuse |
None |
1,650.38 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Deputy Director: Population & Development Strategy |
12 |
Misappropriation and abuse |
None |
5,935.00 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Data Capturer |
5 |
Misappropriation and abuse |
None |
2,117.75 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Deputy Director: Victims Empowerment Programme |
12 |
Fruitless and Wasteful Expenditure |
None |
1,515.00 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Social Work: Policy Manager: Subsistence Abuse |
12 |
Misappropriation and abuse |
None |
932.50 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Social Work: Children |
12 |
Misappropriation and abuse |
None |
3,387.83 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Appeal Tribunal Services |
8 |
Misappropriation and abuse |
None |
32,714.48 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Assistant Director: Appeal Tribunal |
10 |
Misappropriation and abuse |
None |
3,425.20 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
VIP: Minister's Office |
0 |
Misappropriation and abuse |
None |
38,237.50 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Assistant Director: NPO Monitoring and Compliance |
10 |
Misappropriation and abuse |
None |
763.60 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Assistant Director: Community Development |
10 |
Misappropriation and abuse |
None |
1,737.50 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Chief Admin Clerk: Population and Development |
7 |
Misappropriation and abuse |
None |
194.25 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Ministry |
12 |
Fruitless and Wasteful Expenditure |
The expenditure will be recovered from the official and no sanction was imposed |
1,563.53 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Administrative Secretary: Office of the Deputy Minister |
12 |
Fruitless and Wasteful Expenditure |
The expenditure will be recovered from the official and no sanction was imposed |
1,549.37 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Director: RDP |
13 |
Fruitless and Wasteful Expenditure |
The expenditure will be recovered from the official and no sanction was imposed |
138,352.50 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Senior Acc Clerk: Financial Administration |
5 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,616.75 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Driver: Deputy Minister's Office |
3 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
2,818.50 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Social Work: Child Protection |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,265.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Consultant: Corporate Services |
5 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
402.76 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Ministry |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
84,240.51 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Complaints Proc. Officer: Customer Care |
8 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
8,759.45 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Social Work: Policy Manager |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
2,397.89 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Social Work POL: Welfare Services Transformation |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,591.75 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Deputy Director: HIV and AIDS Prevention |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,565.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Private Secretary: Deputy Minister |
13 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
100,078.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Office Assistant: Community Development |
5 |
Misappropriation and abuse |
None |
1,944.50 |
|
|
|
The official was not guilty therefore the expenditure was written off |
|
|
2021/2022 |
National |
Director: Welfare Services |
13 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,795.92 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Administrative Assistant |
7 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,885.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Social Work Manager: Programme Development and Implementation |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,616.75 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Social Work Advanced Specialist: Policy and Legislation |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,942.43 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Senior Admin Officer: Social Development and Human Rights |
8 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,616.75 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Media Liaison Officer: Ministry |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
3,451.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Assistant Director: Appeal Tribunal |
9 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
832.75 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Assistant Director: Appeal Tribunal |
10 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,665.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Deputy Director: Stakeholder Management |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,902.25 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Project Admin: Community Development |
7 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
7,282.70 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Social Work Advanced Specialist: Children in difficult circumstances |
12 |
Fruitless and wasteful expenditure |
None |
1,440.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Administrative Assistant: Welfare Services |
7 |
Misappropriation and abuse |
None |
744.09 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Social Work Policy Manager: Social Crime Prevention |
12 |
Misappropriation and abuse |
None |
2,168.75 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Media Liaison Officer: Deputy Ministry |
12 |
Fruitless and wasteful expenditure |
The expenditure will be recovered from the official and no sanction was imposed |
1,440.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Administrative Assistant |
13 |
Fruitless and wasteful expenditure |
The expenditure will be recovered from the official and no sanction was imposed |
1,563.63 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Administrative Assistant |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
144,051.89 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Chief Director: Monitoring and Evaluation |
14 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,650.39 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Assistant Director: Strategy and Organisational Transformation |
10 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
10,677.22 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Administrative Assistant: HIV/AIDS |
7 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
75,640.97 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Administrative Assistant:HIV/AIDS |
7 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,516.75 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Project Admin: Community Development |
8 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
240.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Director: NPO |
13 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
959.25 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Assistant Director: Children |
10 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
2,934.50 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Deputy Director: Communication |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
23,177.32 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Ministry |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
135,752.80 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Deputy Director |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
18,769.59 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Social Worker Advanced Specialist: Service Delivery Model |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,737.50 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Social Work Advanced Specialist Services to Families |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
11,501.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Registry Clerk: Welfare Services |
8 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
2,266.00 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Project Admin: Food Sec Nitr Programme |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,367.50 |
|
|
|
There was a loss to the department therefore the amount will be recovered from the official |
|
|
2021/2022 |
National |
Project Admin: Food Sec Nitr Programme |
12 |
Misappropriation and abuse |
The expenditure will be recovered from the official and no sanction was imposed |
1,367.50 |
- |
- |
3,088.85 |
|
|
|
2021/2022 |
|
South African Police Services |
Captain |
8 |
Misappropriation and abuse |
Final written warning |
3,088.85 |
- |
- |
3,088.85 |
|
|
2021/2022 |
National |
Grounds Man |
2 |
Misappropriation and abuse |
Written warning |
698.99 |
- |
- |
698.99 |
|
|
|
2021/2022 |
National |
Sergeant |
6 |
Misappropriation and abuse |
Written warning |
- |
- |
- |
- |
|
|
|
2021/2022 |
National |
Constable |
5 |
Gross negligence |
Final written warning |
150.00 |
- |
- |
150.00 |
|
|
|
2021/2022 |
National |
Warrant Officer |
7 |
Gross negligence |
N/A |
3,167.39 |
- |
- |
3,167.39 |
|
|
|
2021/2022 |
National |
Constable |
5 |
Misappropriation and abuse |
Counselling |
1,190.00 |
- |
- |
1,190.00 |
|
|
|
2021/2022 |
National |
Captain |
8 |
Gross negligence |
Final written warning |
3,306.54 |
- |
- |
3,306.54 |
|
|
|
2021/2022 |
National |
Lieutenant Colonel |
10 |
Gross negligence |
Withdrawn |
12,195.13 |
- |
- |
12,195.13 |
|
|
|
2021/2022 |
National |
Sergeant |
5 |
Gross negligence |
Suspension without pay for a period of 3 month |
- |
- |
- |
- |
|
|
|
2021/2022 |
National |
Lieutenant Colonel |
10 |
Gross negligence |
Written warning |
6,915.24 |
1,167.22 |
- |
5,748.02 |
|
|
|
2021/2022 |
National |
Constable |
5 |
Misappropriation and abuse |
Written warning |
- |
- |
- |
- |
|
|
|
2021/2022 |
National |
Sport, Arts and Culture |
Chief Director |
14 |
Irregular expenditure |
Written warning |
5,252,928.43 |
- |
- |
- |
No loss of state money/ funds and value for money achieved. |
|
2021/2022 |
National |
Tourism |
Assistant Director |
9 |
Misappropriation and abuse |
Suspension without pay for one month |
122,900.00 |
38,000.00 |
- |
48,900.00 |
N/A |
|
2021/2022 |
National |
Deputy Director |
12 |
Irregular expenditure |
Final written warning |
8,394.98 |
1,399.16 |
- |
8,995.80 |
N/A |
|
|
2021/2022 |
National |
Assistant Director |
9 |
Misappropriation and abuse |
Demotion to salary level 8 |
440.43 |
- |
- |
440.43 |
yN/A |
|
|
2021/2022 |
National |
Registry Clerk |
7 |
Irregular expenditure |
Dismissal |
91,683.05 |
- |
- |
22,504.40 |
Employee has appealed against the sanction of dismissal and the decision of the appeal is outstanding. |
|
|
2021/2022 |
National |
Trade industry and Competition |
Senior Accounting Clerk:Exp Mngt |
8 |
|
Written warning withdrawn after appeal |
1,981,071.63 |
|
|
|
|
|
2021/2022 |
National |
Transport |
Director |
13 |
|
Verbal warning |
- |
- |
- |
- |
N/A |
|
2021/2022 |
National |
Director |
13 |
|
Verbal warning |
- |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Director |
13 |
|
Verbal warning |
- |
- |
- |
- |
N/A |
|
|
2021/2022 |
National |
Water and Sanitation |
Assistant Director |
9 |
Gross negligence |
suspension for a period of 3 month without salary |
34,000.00 |
- |
- |
34,000.00 |
N/A |
|
2021/2022 |
National |
Chief Admin Provisioning Officer Supply Chain |
8 |
Gross negligence |
suspension for a period of 2 month without salary |
- |
- |
- |
- |
The laptop has been recovered |
|
|
2021/2022 |
National |
Chief Auxiliary Service Officer |
8 |
Misappropriation and abuse |
Final written warning |
3,754.60 |
1,248.55 |
- |
2,506.05 |
N/A |
|
|
2021/2022 |
National |
Women, Youth and Persons with Disabilities |
Deputy Director |
12 |
Irregular expenditure |
Written warning |
541,520.00 |
- |
- |
- |
No loss to State |
|
2021/2022 |
National |
Deputy Director-General |
15 |
Fruitless and wasteful expenditure |
Written warning |
902,911.36 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Director |
13 |
Irregular expenditure |
Final written warning |
2,243,580.81 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Admin Officer |
9 |
Irregular expenditure |
Written warning |
376,820.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Assistant Director |
10 |
Irregular expenditure |
Written warning |
3,483,040.70 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Senior Supply Chaim Management Practitioner |
8 |
Irregular expenditure |
Written warning |
1,318,701.02 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Provisioning Administration Clerk |
6 |
Irregular expenditure |
Written warning |
1,419,487.27 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Provisioning Administration Clerk |
6 |
Irregular expenditure |
Written warning |
3,840,765.98 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Provisioning Administration Clerk |
6 |
Irregular expenditure |
Written warning |
1,212,228.97 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Chief Director |
14 |
Irregular expenditure |
Verbal warning |
501,996.53 |
- |
- |
- |
No loss to State |
|
|
|
National |
Chief Director |
14 |
Irregular expenditure |
Verbal warning |
335,301.36 |
- |
- |
- |
No loss to State |
|
|
|
National |
Director |
13 |
Irregular expenditure |
Verbal warning |
266,710.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
CFO |
14 |
Irregular expenditure |
Verbal warning |
9,800.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Deputy Director |
11 |
Irregular expenditure |
Verbal warning |
13,387.25 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Control Personnel Officer |
10 |
Irregular expenditure |
Verbal warning |
13,387.25 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
ICT Technician |
7 |
Irregular expenditure |
Verbal warning |
41,900.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Director |
13 |
Irregular expenditure |
Verbal warning |
282,801.36 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Official in Ministry |
8 |
Irregular expenditure |
Verbal warning |
273,770.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Deputy Director |
11 |
Irregular expenditure |
Verbal warning |
64,840.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Chief Director |
14 |
Irregular expenditure |
Verbal warning |
5,000.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Deputy Director |
12 |
Irregular expenditure |
Verbal warning |
284,500.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Director |
12 |
Irregular expenditure |
Verbal warning |
79,549.53 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Director |
12 |
Irregular expenditure |
Verbal warning |
380,341.36 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Chief Director |
14 |
Irregular expenditure |
Verbal warning |
1,221,311.36 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Director |
13 |
Irregular expenditure |
Verbal warning |
114,300.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Admin Officer |
10 |
Irregular expenditure |
Verbal warning |
9,800.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Assistant Director |
10 |
Irregular expenditure |
Verbal warning |
63,250.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Chief Director |
14 |
Irregular expenditure |
Verbal warning |
233,301.36 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Director |
13 |
Irregular expenditure |
Verbal warning |
96,250.00 |
- |
- |
- |
No loss to State |
|
|
2021/2022 |
National |
Deputy Director-General |
15 |
Irregular expenditure |
Verbal warning |
28,050.00 |
- |
- |
- |
No loss to State |
|
|
Total |
1,330,139,023.02 |
555,636.18 |
9,142,360.44 |
2,486,644.21 |
|||||||
Table 1 above shows that the total number of financial misconduct cases for National Departments is 265 officials. The total amount lost due to financial misconduct in the National Departments is R1, 056,865,287.87. Only R555, 636.18 (0.05%) of the total amounts that was lost due to financial misconduct was recovered by the National Departments.
Eastern Cape Province
Table 2: Breakdown of figures in respect of reported cases of financial misconduct in the Eastern Cape Provincial Departments during the 2021/22 financial year
|
Financial Year |
National/ Provincial |
Department |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Description of charges (provided by Department) |
Finding |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
Reasons for no recovery |
|
2021/2022 |
Eastern Cape |
Education |
10 |
Irregular expenditure |
financial mismanagement |
Employee retired |
N/A |
- |
- |
- |
- |
The matter referred to SIU by Risk Management |
|
2021/2022 |
Eastern Cape |
Education |
7 |
Irregular expenditure |
financial mismanagement |
Guilty |
Final written warning and a fine of R7000.00 |
- |
- |
- |
- |
Case finalized |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Irregular expenditure |
Irregular expenditure- Bid awarded to the bidder without a tax clearance certificate |
Case withdrawn |
N/A |
295,900.00 |
- |
295,900.00 |
- |
The case was withdrawn due to a lack of sufficient evidence to charge the employee |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Irregular expenditure |
Irregular expenditure-Procurement of IT equipment without SITA approval |
Case withdrawn |
N/A |
263,942.46 |
- |
263,942.46 |
- |
No considered financial loss as the value for money was received |
|
2021/2022 |
Eastern Cape |
Health |
13 |
Irregular expenditure |
Irregular expenditure-Approval of overtime work without delegation |
Case withdrawn |
N/A |
35,365.00 |
- |
35,365.00 |
- |
Case prescribed due to no charge laid against the employee |
|
2021/2022 |
Eastern Cape |
Health |
13 |
Irregular expenditure |
Irregular expenditure- Excess fuel and kilometers paid for hired vehicles |
Case withdrawn |
N/A |
112,594.20 |
- |
112,594.20 |
- |
Employee found not responsible for the transgression |
|
2021/2022 |
Eastern Cape |
Health |
13 |
Irregular expenditure |
Irregular expenditure- Excess fuel and kilometers paid for hired vehicles |
Case withdrawn |
N/A |
20,855.07 |
- |
20,855.07 |
- |
Employee found not responsible for the transgression |
|
2021/2022 |
Eastern Cape |
Health |
11 |
Irregular expenditure |
Irregular expenditure-Procurement by deviation not justified |
Guilty |
Written warning |
249,027.30 |
- |
249,027.30 |
- |
Disciplinary sanction considered appropriate as services were rendered and value for money received |
|
2021/2022 |
Eastern Cape |
Health |
11 |
Irregular expenditure |
Irregular expenditure-Procurement by deviation not justified |
Guilty |
Written warning |
249.027.30 |
- |
249.027.30 |
- |
Disciplinary sanction considered appropriate as services were rendered and value for money received |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Irregular expenditure |
Irregular expenditure- services rendered without an order |
Case withdrawn |
N/A |
15,199.62 |
- |
15,199.62 |
- |
Employee found not responsible for the transgression |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Irregular expenditure |
Irregular expenditure- services rendered without an order |
Case withdrawn |
N/A |
15,199.62 |
- |
15,199.62 |
- |
Employee found not responsible for the transgression |
|
2021/2022 |
Eastern Cape |
Health |
7 |
Irregular expenditure |
Irregular expenditure- services rendered without an order |
Case withdrawn |
N/A |
15,199.62 |
- |
15,199.62 |
- |
Employee found not responsible for the transgression |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Irregular expenditure |
Irregular expenditure-Procurement by deviation not justified |
Case withdrawn |
N/A |
97,123.00 |
- |
97,123.00 |
- |
Employee found not guilty |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Fruitless and Wasteful expenditure |
Fruitless and wasteful expenditure- Late cancellation of the event resulting in charges for accommodation |
Case withdrawn |
N/A |
17,478.00 |
- |
17,478.00 |
- |
Employee found not responsible for the transgression |
|
2021/2022 |
Eastern Cape |
Health |
13 |
Fruitless and Wasteful expenditure |
Fruitless and wasteful expenditure- Payment for advert erratum incurred due to negligence |
Case withdrawn |
N/A |
8,180.92 |
- |
8,180.92 |
- |
Employee found not guilty |
|
2021/2022 |
Eastern Cape |
Health |
9 |
Fruitless and Wasteful expenditure |
Fruitless and wasteful expenditure- Payment for advert erratum incurred due to negligence |
Case withdrawn |
N/A |
8,180.92 |
- |
8,180.92 |
- |
Employee found not guilty |
|
2021/2022 |
Eastern Cape |
Health |
7 |
Fruitless and Wasteful expenditure |
Fruitless and wasteful expenditure- Payment for advert erratum incurred due to negligence |
Case withdrawn |
N/A |
8,180.92 |
- |
8,180.92 |
- |
Employee found not guilty |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Irregular expenditure |
Irregular expenditure-services rendered without an order |
Case withdrawn |
N/A |
10,827.72 |
- |
10,827.72 |
- |
Employee found not guilty |
|
2021/2022 |
Eastern Cape |
Health |
7 |
Irregular expenditure |
Irregular expenditure-services rendered without an order |
Case withdrawn |
N/A |
10,827.72 |
- |
- |
- |
Employee found not guilty |
|
2021/2022 |
Eastern Cape |
Health |
14 |
Fruitless and Wasteful expenditure |
Fruitless and wasteful expenditure- Interest paid on late payment of AG invoices |
Case withdrawn |
N/A |
22,250.19 |
- |
22,250.19 |
- |
Interest caused by budget constraints due to settlement of unbudgeted medic-legal claims |
|
2021/2022 |
Eastern Cape |
Health |
14 |
Fruitless and Wasteful expenditure |
Fruitless and wasteful expenditure- Interest paid on late payment of Telkom invoices |
Case withdrawn |
N/A |
1,428,689.53 |
- |
1,428.689.53 |
- |
Interest caused by budget constraints due to settlement of unbudgeted medic-legal claims |
|
2021/2022 |
Eastern Cape |
Health |
13 |
Irregular expenditure |
Irregular expenditure-deviation not emergency |
Guilty |
Written warning |
84,000.00 |
- |
84,000.00 |
- |
Disciplinary sanction considered appropriate as services were rendered and value for money received |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Irregular expenditure |
Irregular expenditure-extension of contract above 15% |
Guilty |
Written warning |
240,000.00 |
- |
240,000.00 |
- |
Disciplinary sanction considered appropriate as services were rendered and value for money received |
|
2021/2022 |
Eastern Cape |
Health |
11 |
Irregular expenditure |
Deviation not emergency |
Not guilty |
N/A |
290,168.11 |
- |
290,168.11 |
- |
Employee found not guilty |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Irregular expenditure |
Deviation not emergency |
Not guilty |
N/A |
290,168.00 |
- |
- |
- |
Employee found not guilty |
|
2021/2022 |
Eastern Cape |
Health |
13 |
Irregular expenditure |
Irregular expenditure-extension of contract above 15% |
Case withdrawn |
N/A |
48,183,908.86 |
- |
48,183,908.86 |
- |
Case withdrawn due to ongoing investigation ordered by the former MEC for ECDoH on new SCM bid to renew security contracts |
|
2021/2022 |
Eastern Cape |
Health |
12 |
Irregular expenditure |
FW-Interest on late payment |
Case withdrawn |
N/A |
602,142.00 |
- |
602,142.00 |
- |
Interest caused by budget constraints due to settlement of unbudgeted medic-legal claims |
|
2021/2022 |
Eastern Cape |
Health |
14 |
Fruitless and Wasteful expenditure |
FW-Interest on late payment |
Case withdrawn |
N/A |
602,142.00 |
- |
- |
- |
Interest caused by budget constraints due to settlement of unbudgeted medic-legal claims |
|
2021/2022 |
Eastern Cape |
Health |
11 |
Irregular expenditure |
Irregular expenditure-extension of contract above 15% |
Not guilty |
N/A |
12,373.444.68 |
- |
12,373,444.68 |
- |
Employee found not responsible for the transgression |
|
2021/2022 |
Eastern Cape |
Health |
11 |
Irregular expenditure |
Deviation not emergency |
Not guilty |
N/A |
7,201,777.51 |
- |
7,201,777.51 |
- |
Employee found not responsible for the transgression |
|
2021/2022 |
Eastern Cape |
Human Settlements |
13 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
13 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
14 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
13 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
13 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
8 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
13 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
14 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
12 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
13 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
14 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
14 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Human Settlements |
13 |
Irregular expenditure |
Permitted irregular expenditure |
Guilty |
Written Warning |
- |
- |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Cooperative Governance and Traditional Affairs |
14 |
Irregular expenditure |
Irregular expenditure - awarding of cotracts through deviation |
Guilty |
Written Warning |
564,072.00 |
- |
564,072.00 |
- |
No loss to the state as the services were rendered and value for money achieved by the Department |
|
2021/2022 |
Eastern Cape |
Office of the Premier |
14 |
Gross negligence |
Gross misconduct |
Guilty |
Dismissal |
25,103,049.00 |
- |
25,103,049.00 |
- |
The Employee was found guilty of Gross misconduct but there was no finding for her to pay the monies |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
5 |
Misappropriation and abuse |
Abuse of state property |
Guilty |
Dismissal- employee appealed and the MEC reduced the sanction to Demotion |
128,869.52 |
- |
128,869.52 |
- |
No recovery expected. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
9 |
Misappropriation and abuse |
Unlawful use of departmental property |
Guilty |
Dismissal- employee appealed and the MEC reduced the sanction to Demotion |
115,138.67 |
- |
115,138.67 |
- |
No recovery expected. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
10 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
112,000.00 |
- |
112,000.00 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
7 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
Same as above |
- |
- |
Same as above |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
9 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
Same as above |
- |
- |
Same as above |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
10 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Final written warning |
993,289.95 |
- |
993,289.95 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
5 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Final written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
7 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Final written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
7 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Final written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
7 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Final written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
7 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Written warning |
24,800.00 |
- |
24,800.00 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
8 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
10 |
Irregular expenditure |
Awarded bid irrespective of not meeting local content requirements. |
Guilty |
Final written warning |
441,402.18 |
- |
441,402.18 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
10 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
12 |
Irregular expenditure |
Incorrect bid award |
Employee deceased |
N/A |
424,532.16 |
- |
424,534.16 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
8 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Final written warning |
411,111,14 |
- |
411,111.14 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
11 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
6 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
5 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Written warning |
59,765.50 |
- |
59,765.50 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
9 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
5,045,571.53 |
- |
5,045,571.53 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
13 |
Irregular expenditure |
Services rendered before an order was generated |
Employee resigned |
N/A |
5,012,321.53 |
- |
5,012,321.53 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
9 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Written warning |
33,250.00 |
- |
33,250.00 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
9 |
Irregular expenditure |
Incorrect bid award |
Guilty |
Final written warning |
1,544,239.30 |
- |
1,544,239.30 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
9 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
Same as above |
- |
- |
Same as above |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
12 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
489,567.56 |
- |
489,567.56 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
9 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
8 |
Irregular expenditure |
Contravention of SCM Policy |
Guilty |
Final written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
7 |
Irregular expenditure |
Services rendered without an order |
Guilty |
Final written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
13 |
Irregular expenditure |
Contravention of Section 45 ( c) of PFMA 1 OF 1999 |
Guilty |
Written warning |
298,790,265.81 |
- |
298,790,265.81 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
13 |
Irregular expenditure |
Contravention of Section 45 ( c) of PFMA 1 OF 2000 |
Guilty |
Written warning |
- |
- |
Same as above |
The department did not incur financial loss. |
|
|
2021/2022 |
Eastern Cape |
Public Works & Infrastructure |
10 |
Irregular expenditure |
Unauthorised expenditure, irregular expenditure and fruitless and wasteful expenditure |
Guilty |
Written warning |
62,130.34 |
- |
62,130.34 |
- |
The department did not incur financial loss. |
|
2021/2022 |
Eastern Cape |
Rural Development and Agrarian Reform |
13 |
Fraud |
Fraudulent fuel claim |
Guilty |
One month suspension without pay and payment of full amount owed |
4,614.31 |
- |
- |
4,614.31 |
Amount to be recovered disputed |
|
2021/2022 |
Eastern Cape |
Rural Development and Agrarian Reform |
13 |
Fruitless and Wasteful expenditure |
Willful mismanagement of state funds |
Guilty |
One month suspension and Final Written |
895,505.00 |
- |
- |
895,505.00 |
Money recovered from employee is in dispute as it is not part of the sanction but was paid to the service provider without goods being delivered |
|
2021/2022 |
Eastern Cape |
Social Development |
7 |
Fraud |
Fraud |
Guilty |
Dismissal |
18,400.00 |
- |
- |
18,400.00 |
None |
|
2021/2022 |
Eastern Cape |
Social Development |
7 |
Misappropriation and abuse |
Damage to Government property (damaging state vehicle as a result of an accident); Dishonesty and unauthorized used of government vehicle |
Guilty |
Dismissal |
8,253.13 |
8,253.13 |
- |
- |
The employee has lodged an Appeal to the Executing Authority |
|
2021/2022 |
Eastern Cape |
Social Development |
7 |
Fraud |
Fraud |
Guilty |
Dismissal |
14,700.00 |
14,700.00 |
- |
- |
None |
|
2021/2022 |
Eastern Cape |
Sports, Recreation, Arts, and Culture |
8 |
Irregular expenditure |
Selected a supplier whose directors are employed by the state |
Guilty |
Written Warning |
7,770.00 |
- |
7,770.00 |
- |
Not provided |
|
2021/2022 |
Eastern Cape |
Sports, Recreation, Arts, and Culture |
7 |
Irregular expenditure |
Selected a supplier whose directors are employed by the state |
Guilty |
Written Warning |
2,100.00 |
- |
2,100.00 |
- |
Not provided |
|
Total |
413,058,518.90 |
22,953.13 |
411,213,908.74 |
918,519.31 |
Table 2 above shows that the total number of financial misconduct cases for Eastern Cape Province is 80 officials. The total amount lost due to financial misconduct in the Eastern Cape Provincial Departments is R 712 215 502.30. Only R8,253.13 of the total amounts that was lost due to financial misconduct was recovered by Eastern Cape Provincial Departments.
Free State Province
Table 3: Breakdown of figures in respect of reported cases of financial misconduct in the Free State Provincial Departments during the 2021/22 financial year
|
Financial Year |
National/ Provincial |
Department |
Position |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
Reasons for no recovery |
|
2021/2022 |
Free State |
Economic Development, Tourism & Environmental Affairs |
Acting Resort Manager |
9 |
Irregular expenditure |
Written warning |
43,000.00 |
- |
- |
- |
No loss was incurred by the department |
|
2021/2022 |
Free State |
Economic Development, Tourism & Environmental Affairs |
Biodiversity Officer Control Grade A |
10 |
Irregular expenditure |
Written warning |
340,000.00 |
- |
- |
- |
No loss was incurred by the department |
|
2021/2022 |
Free State |
Economic Development, Tourism & Environmental Affairs |
Trade Advisor |
7 |
Fraud |
Three months suspension without pay and Final Written Warning |
48,995.00 |
- |
- |
48,995.00 |
Official yet to be consulted on the recovery process |
|
2021/2022 |
Free State |
Economic Development, Tourism & Environmental Affairs |
Trade Advisor |
7 |
Fraud |
Three months suspension without pay and Final Written Warning |
47,935.00 |
- |
- |
47,935.00 |
Official yet to be consulted on the recovery process |
|
2021/2022 |
Free State |
Economic Development, Tourism & Environmental Affairs |
Trade Officer |
7 |
Fraud |
Three months suspension without pay and Final Written Warning |
64,680.00 |
- |
- |
64,680.00 |
Official yet to be consulted on recovery process |
|
2021/2022 |
Free State |
Economic Development, Tourism & Environmental Affairs |
Tourism Officer |
7 |
Fraud |
Three months suspension without pay and Final Written Warning |
21,542.00 |
- |
- |
21,542.00 |
Official yet to be consulted on the recovery process |
|
2021/2022 |
Free State |
Economic Development, Tourism & Environmental Affairs |
Admin Clerk |
6 |
Fraud |
Three months suspension without pay and Final Written Warning |
99,385.00 |
- |
- |
99,385.00 |
Official yet to be consulted on the recovery process |
|
2021/2022 |
Free State |
Economic Development, Tourism & Environmental Affairs |
Trade Advisor |
7 |
Fraud |
Three months suspension without pay and Final Written Warning |
R76 885.00 |
- |
- |
76,885.00 |
Official yet to be consulted on the recovery process |
|
2021/2022 |
Free State |
Education |
Driver |
6 |
Misappropriation and abuse |
Final written warning |
- |
- |
- |
- |
No loss was incurred by the department |
|
2021/2022 |
Free State |
Health |
Admin Clerk |
4 |
Theft |
Three months suspension Without Pay |
- |
- |
- |
- |
No loss was incurred by the department |
|
2021/2022 |
Free State |
Health |
Chief Director |
14 |
Irregular expenditure |
None |
- |
- |
- |
- |
No calculated loss in excess of 15% was incurred. Department received value for money. |
|
2021/2022 |
Free State |
Health |
Cleaner |
2 |
Fraud |
Dismissal |
7,816.56 |
7,816.56 |
- |
- |
N/A |
|
2021/2022 |
Free State |
Human Settlements |
Housing Technician |
9 |
Gross negligence |
Dismissal |
84,890.19 |
- |
84,890.19 |
- |
The matter was not reported to Loss Control |
|
2021/2022 |
Free State |
Office of the Premier |
Deputy Director |
12 |
Fraud |
Dismissal |
89,166.00 |
- |
- |
89,166.00 |
Recovery processes not yet started |
|
2021/2022 |
Free State |
Office of the Premier |
Senior Human Resource Office |
7 |
Irregular expenditure |
Verbal warning |
33,900.00 |
- |
- |
- |
No loss was incurred by the department |
|
2021/2022 |
Free State |
Office of the Premier |
Director: UWCPD |
13 |
Irregular expenditure |
Written warning |
654,303.34 |
- |
- |
- |
No loss was incurred by the department |
|
2021/2022 |
Free State |
Office of the Premier |
Chief Financial Officer |
14 |
Irregular expenditure |
Verbal warning |
3,154,303.34 |
- |
- |
- |
R600 000 to be recovered from the service provider |
|
2021/2022 |
Free State |
Office of the Premier |
Director: Communication |
13 |
Irregular expenditure |
Verbal warning |
874,325.00 |
- |
- |
- |
No loss was incurred by the department |
|
2021/2022 |
Free State |
Office of the Premier |
DirectorK Skills Development |
13 |
Irregular expenditure |
Written warning |
3,634,000.00 |
- |
- |
- |
R600 000 to be recovered from the service provider |
|
2021/2022 |
Free State |
Police, Roads & Transport |
Examiner |
6 |
|
Dismissal |
- |
- |
- |
- |
No loss was incurred by the department |
|
2021/2022 |
Free State |
Police, Roads & Transport |
Examiner |
6 |
|
Dismissal |
- |
- |
- |
- |
No loss was incurred by the department |
|
2021/2022 |
Free State |
Police, Roads & Transport |
Provincial Inspector |
6 |
Misappropriation and abuse |
Final written warning |
9,235.00 |
- |
- |
9,235.00 |
Employer is in the process of deducting. |
|
2021/2022 |
Free State |
Provincial Treasury |
Senior Admin Clerk |
5 |
Counseling |
1,120,419.07 |
- |
- |
- |
No loss was incurred by the department |
|
|
2021/2022 |
Free State |
Sport, Arts, Culture and Recreation |
Communication Officer |
7 |
Gross negligence |
Final written warning |
276.75 |
276.75 |
- |
- |
N/A |
|
Total |
10,328,172.25 |
8,093.31 |
84,890.19 |
457,823.00 |
Table 3 above shows that the total number of financial misconduct cases for Free State Province is 23 officials. The total amount lost due to financial misconduct in the Free State Provincial Departments is R 10,362,090.91. Only R 8,093.31 of the total amounts that was lost due to financial misconduct was recovered by Free State Provincial Departments.
Gauteng Province
Table 4: Breakdown of figures in respect of reported cases of financial misconduct in the Gauteng Provincial Departments during the 2021/22 financial year
|
Financial Year |
National/ Provincial |
Department |
Position |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
Reasons for no recovery |
|
2021/2022 |
Gauteng |
Agriculture |
General worker |
3 |
Theft |
One month suspension and final written warning |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Agriculture |
Messenger |
4 |
Gross negligence |
N/A |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Agriculture |
Agriculture Advisor |
7 |
Gross negligence |
N/A |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Agriculture |
Scientist |
11 |
|
Final written warning |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Deputy Principal |
11 |
Fraud |
R3,700.00 fine payable in 2 months |
1,185,724.21 |
1,185,724.21 |
- |
- |
|
|
2021/2022 |
Gauteng |
Education |
Principal |
12 |
Fraud |
Dismissed |
492,056.80 |
492,056.80 |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Principal |
12 |
Gross negligence |
N/A |
30,582.42 |
30,582.42 |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Admin Clerk |
5 |
Fraud |
2 months suspension without pay. |
13,000.00 |
3,000.00 |
- |
10,000.00 |
N/A |
|
2021/2022 |
Gauteng |
Education |
Educator |
8 |
Fraud |
R5000.00 payable in 8 months. |
17,924.00 |
- |
- |
17,924.00 |
N/A |
|
2021/2022 |
Gauteng |
Education |
Admin Clerk |
5 |
Fraud |
Dismissed |
135,539.27 |
24,000.00 |
- |
111,539.27 |
N/A |
|
2021/2022 |
Gauteng |
Education |
HoD |
16 |
Irregular expenditure |
N/A |
64,384.00 |
64,384.00 |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Principal |
11 |
Irregular expenditure |
10,000.00 fine payable in 4 months |
236,250.00 |
236,250.00 |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Educator |
8 |
Fraud |
Dismissed |
24,740.00 |
24,740.00 |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Educator |
8 |
Fraud |
Charges withdrawn |
24,740.00 |
24,740.00 |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Principal |
12 |
Fraud |
Charges withdrawn |
2,442,628.62 |
2,442,628.62 |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Principal |
11 |
Irregular expenditure |
2 months suspension without pay. |
24,367.40 |
20,292.20 |
- |
4,075.20 |
N/A |
|
2021/2022 |
Gauteng |
Education |
Admin Clerk |
5 |
Fraud |
1-month suspension without pay. |
950.00 |
- |
- |
950.00 |
N/A |
|
2021/2022 |
Gauteng |
Education |
Principal |
12 |
Fraud |
Dismissed |
3,281,770.27 |
1,673,983.1 |
- |
1,607,781.17 |
N/A |
|
2021/2022 |
Gauteng |
Education |
Principal |
11 |
Irregular expenditure |
2 months suspension without pay. |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Principal |
11 |
Fraud |
Dismissed |
11,000.00 |
- |
- |
- |
N/A |
|
2021/2022 |
Gauteng |
Education |
Principal |
10 |
Irregular expenditure |
Dismissed |
1,768,311.36 |
920,416.36 |
- |
848,895.00 |
N/A |
|
2021/2022 |
Gauteng |
E-Government |
Deputy Director |
13 |
Irregular expenditure |
Not further action taken against the employee as his contract of employment ended. |
27,241,000.00 |
- |
- |
27,241,000.00 |
N/A |
|
2021/2022 |
Gauteng |
E-Government |
Acting DDG |
14 |
Irregular expenditure |
Dismissal |
30,000,000.00 |
- |
- |
30,000,000.00 |
NIL |
|
2021/2022 |
Gauteng |
Health |
Communication Officer |
6 |
Theft |
Final written warning |
900.00 |
- |
900.00 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Staff Nurse |
5 |
Theft |
Final written warning and 2 months suspension without salary |
56.63 |
- |
56.63 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Professional nurse (com serve) |
6 |
Theft |
Final written warning and 2 months suspension without salary |
300.00 |
- |
300.00 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Enrolled nurse |
5 |
Theft |
Final written warning |
12.20 |
- |
12.20 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Cleaner |
Other |
Theft |
Final written warning |
24.31 |
- |
24.31 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Enrolled nurse |
4 |
Theft |
Final written warning |
16.58 |
- |
16.58 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Clinical associate |
6 |
Theft |
Withdrawn |
744.54 |
- |
744.54 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Professional nurse |
8 |
Theft |
Final written warning |
17.38 |
- |
17.38 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Material recording clerk |
5 |
Theft |
Final written warning |
4.05 |
- |
4.05 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Professional nurse |
7 |
Theft |
Final written warning |
16.58 |
- |
16.58 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Enrolled nurse |
5 |
Theft |
Written warning |
16.58 |
- |
16.58 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Enrolled nurse |
5 |
Theft |
Final written warning |
46.20 |
- |
46.20 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Staff nurse |
6 |
Theft |
Final written warning |
25.00 |
- |
25.00 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Cleaner |
2 |
Theft |
Final written warning |
70.28 |
- |
70.28 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Cleaner |
2 |
Theft |
Final written warning |
49.40 |
- |
49.40 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Admin Clerk |
5 |
Theft |
Final written warning |
44.52 |
- |
44.52 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Auxiliary nurse |
5 |
Theft |
Final written warning |
69.04 |
- |
69.04 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Enrolled nurse |
5 |
Theft |
Final written warning |
19.46 |
- |
19.46 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Medical officer |
11 |
Theft |
Final written warning |
4,746.00 |
- |
4,746.00 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Enrolled nurse |
5 |
Theft |
Final written warning |
23.28 |
- |
23.28 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Enrolled nurse |
4 |
Theft |
Final written warning |
12.20 |
- |
12.20 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Cleaner |
3 |
Theft |
Final written warning |
24.31 |
- |
24.31 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Enrolled nurse |
4 |
Theft |
Final written warning |
16.58 |
- |
16.58 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Clinical associate |
9 |
Theft |
Withdrawn |
744.54 |
- |
744.54 |
- |
N/A |
|
2021/2022 |
Gauteng |
Health |
Enrolled nurse |
3 |
Theft |
Final written warning |
152.59 |
- |
152.59 |
- |
N/A |
|
Total |
67,003,120.60 |
5,468,814.61 |
6,895.62 |
N/A |
Table 4 above shows that the total number of financial misconduct cases for Gauteng Province is 46 officials. The total amount lost due to financial misconduct in the Gauteng Provincial Departments is R67,003,121.02. Only R5,468,814.61 of the total amounts that was lost due to financial misconduct was recovered by Gauteng Provincial Departments.
KwaZulu-Natal Province
Table 5: Breakdown of figures in respect of reported cases of financial misconduct in the KwaZulu-Natal Provincial Departments during the 2021/22 financial year
|
Financial Year |
National/ Provincial |
Department |
Position |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
|
2021/2022 |
KwaZulu-Natal |
Health |
Chief Quantity Surveyor |
12 |
Gross negligence |
Final written warning |
7,928.40 |
- |
- |
7,928.40 |
|
2021/2022 |
KwaZulu -Natal |
Health |
H.R Practitioner |
8 |
Misappropriation and abuse |
Final written warning and three months suspension without emolument |
112,380.72 |
- |
- |
112,380.72 |
|
Total |
120,309.12 |
- |
- |
120,309.12 |
Table 5 above shows that the total number of financial misconduct cases for KwaZulu-Natal Province is 2 officials. The total amount lost due to financial misconduct in the KwaZulu-Natal Provincial Departments is R120 309.12. No amounts that was lost due to financial misconduct was recovered by KwaZulu-Natal Provincial Departments.
Limpopo Province
Table 6: Breakdown of figures in respect of reported cases of financial misconduct in the Limpopo Provincial Departments during the 2021/22 financial year
|
Financial Year |
National/ Provincial |
Department |
Position |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
Reasons for no recovery |
|
2021/2022 |
Limpopo |
Transport and Community Safety |
Director |
13 |
Unauthorized Expenditure |
Written Warning |
190,000.00 |
- |
190,000.00 |
- |
No loss to the state |
|
2021/2022 |
Limpopo |
Transport and Community Safety |
Deputy Director |
11 |
Irregular Expenditure |
Written Warning |
2,089.00 |
- |
2,089.00 |
- |
No loss to the state |
|
2021/2022 |
Limpopo |
Transport and Community Safety |
Admin Officer |
7 |
No show for hotel accommodation |
none |
10,464.00 |
5,041.07 |
- |
5,422.93 |
No loss to the state |
|
|
Limpopo |
Economic Development, Environment and Tourism |
Admin Officer |
8 |
Gross Negligence |
Combination |
43,116.50 |
- |
- |
43,116.50 |
No debt created |
|
2021/2022 |
Limpopo |
Economic Development, Environment and Tourism |
State Admin Officer |
8 |
Gross Negligence |
Final Written Warning |
34,369.37 |
- |
- |
34,369.37 |
Debt account opened |
|
2021/2022 |
Limpopo |
Education |
Educator |
7 |
Misappropriation and abuse |
Dismissed |
28,000.00 |
- |
28,000.00 |
- |
No legal ground to recover the money |
|
2021/2022 |
Limpopo |
Education |
Educator |
7 |
Irregular Expenditure |
Fine |
12,000.00 |
- |
12,000.00 |
- |
No loss to the state |
|
2021/2022 |
Limpopo |
Education |
Principal |
10 |
Unauthorized Expenditure |
Three months suspension without pay |
22,000.00 |
- |
22,000.00 |
- |
No legal ground to recover the money |
|
2021/2022 |
Limpopo |
Education |
Principal |
10 |
Misappropriation and abuse |
Fine |
5,404.00 |
- |
5,404.00 |
- |
No legal ground to recover the money |
|
2021/2022 |
Limpopo |
Education |
Principal |
10 |
Misappropriation and abuse |
Dismissed |
8,490.00 |
- |
8,490.00 |
- |
No legal ground to recover the money |
|
2021/2022 |
Limpopo |
Education |
Principal |
10 |
Irregular Expenditure |
Fine |
12,800.00 |
- |
12,800.00 |
- |
No loss to the state |
|
2021/2022 |
Limpopo |
Health |
Senior Admin Assistant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
159.69 |
159.69 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Chief Prov Admin Clerk |
7 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
909.66 |
909.66 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Deputy Director |
12 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
4,519.17 |
4,519.17 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Deputy Director |
11 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
266.93 |
266.93 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Assistant Director |
9 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
10,780.43 |
10,780.43 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Deputy Director |
11 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
93.16 |
93.16 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Assistant Director |
9 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
1,252.27 |
1,252.27 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Admin Clerk |
5 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
212.35 |
212.35 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Snr State Accountant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
2,500.00 |
2,500.00 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Assistant Director |
9 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
3,128.18 |
3,128.18 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Director |
13 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
6,303.00 |
6,303.00 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Assistant Director |
11 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
4,312.00 |
4,312.00 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
State Accountant |
7 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
98.39 |
98.39 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Snr State Accountant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
212.56 |
212.56 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Deputy Director |
11 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
2,021.20 |
2,021.20 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Assistant Director |
9 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
1,194.00 |
1,194.00 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Admin Officer |
7 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
438.00 |
438.00 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Prov Admin Officer |
7 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
1,194.00 |
1,194.00 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Director |
13 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
2,908.74 |
2,908.74 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Snr State Accountant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
1,410.30 |
1,410.30 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Snr State Accountant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
104.64 |
104.64 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Admin Officer |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
11,151.48 |
11,151.48 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Admin Clerk |
5 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
69.80 |
69.80 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Senior Admin Assistant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
148.88 |
148.88 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Chief Prov Admin Clerk |
7 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
1,044.27 |
1,044.27 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Deputy Director |
11 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
6,589.81 |
6,589.81 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Deputy Director |
11 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
164.80 |
164.80 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Senior Admin Assistant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
1,219.19 |
1,219.19 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Assistant Director |
9 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
606.12 |
606.12 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Assistant Director |
11 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
3,335.28 |
3,335.28 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
State Accountant |
7 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
98.39 |
98.39 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Snr State Accountant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
420.29 |
420.29 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Snr State Accountant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
407.40 |
407.40 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Deputy Director |
11 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
355.06 |
355.06 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Assistant Director |
9 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
385.54 |
385.54 |
- |
- |
|
|
2021/2022 |
Limpopo |
Health |
Snr State Accountant |
8 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
571.49 |
571.49 |
- |
- |
|
|
2021/2022 |
Limpopo |
Public Works, Roads, and Infrastructure |
Property Inspector |
7 |
Gross Negligence |
final Written Warning and 2 months suspension |
3,588.00 |
- |
3,588.00 |
- |
Appeal outcome stated that no payment required |
|
2021/2022 |
Limpopo |
Social Development |
Assistant Director |
9 |
Fruitless and Wasteful Expenditure |
Final Written Warning |
6,210.33 |
6,210.33 |
- |
- |
Amount recovered |
|
Total |
449,117.67 |
81,837.87 |
284,371.00 |
Table 6 above shows that the total number of financial misconduct cases for Limpopo Province is 44 officials. The total amount lost due to financial misconduct in the Limpopo Provincial Departments is R449,117.67. Only R81,837.87 of the total amounts that was lost due to financial misconduct was recovered by Limpopo Provincial Departments.
Mpumalanga Province
Table 7: Breakdown of figures in respect of reported cases of financial misconduct in the Mpumalanga Provincial Departments during the 2021/22 financial year
|
National/ Provincial |
Department |
Position |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
Reasons for no recovery |
|
Mpumalanga |
Education |
Labour Practitioner |
8 |
Receiving a bribe |
Demotion from level 8 to 7 |
16,300.00 |
- |
16,300.00 |
- |
No loss to state |
|
Mpumalanga |
Education |
Chief Works Inspector |
8 |
Fraud |
Two months suspension of salary |
6,000.00 |
6,000.00 |
- |
- |
|
|
Mpumalanga |
Health |
Finance Manager |
11 |
Gross negligence |
Resigned |
3,544,037.26 |
- |
- |
3,544,037.26 |
Employee resigned on 30/11/2021 |
|
Mpumalanga |
Health |
Chief Director |
14 |
Gross negligence |
Resigned |
1,840,000.00 |
- |
- |
- |
Resigned on 2/03/2022 |
|
Mpumalanga |
Health |
Admin Clerk |
5 |
Theft |
Dismissed |
5,504.00 |
- |
- |
- |
|
|
Mpumalanga |
Health |
Quantity Surveyor |
11 |
Gross negligence |
Dismissed |
3,137,272.35 |
- |
- |
- |
Dismissed on the 16/03/2022 |
|
Mpumalanga |
Public Works, Roads and Transport |
Operator |
3 |
Theft |
|
2,342.00 |
- |
- |
- |
The employee passes on before the hearing was conducted |
|
Mpumalanga |
Public Works, Roads and Transport |
Road Worker |
3 |
Theft |
N/A |
17,981.42 |
- |
- |
- |
Lack of evidence that implicates him |
|
Total |
8,569,437.03 |
6,000.00 |
16,300.00 |
3,544,037.26 |
Table 7 above shows that the total number of financial misconduct cases for Mpumalanga Province is 8 officials. The total amount lost due to financial misconduct in the Mpumalanga Provincial Departments is R 8,569,437.03. Only R6,000.00 of the total amounts that was lost due to financial misconduct was recovered by Mpumalanga Provincial Departments.
Northern Cape Province
Table 8: Breakdown of figures in respect of reported cases of financial misconduct in the Northern Cape Provincial Departments during the 2021/22 financial year
|
Financial Year |
National/ Provincial |
Department |
Position |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
Reasons for no recovery |
|
2021/2022 |
Northern Cape |
Economic Development and Tourism |
Security Officer |
3 |
Theft |
Final written warning |
4,000.00 |
1,999.98 |
- |
2,000.02 |
Deductions are still in progress |
|
2021/2022 |
Northern Cape |
Education |
Cleaner |
3 |
Theft |
Discharge |
8,300.00 |
- |
- |
8,000.00 |
Not indicated |
|
2021/2022 |
Northern Cape |
Social Development |
Social Worker |
7 |
Gross Negligence |
N/A |
42,227.25 |
- |
4,227.25 |
- |
Amount was recovered from Insurance |
|
2021/2022 |
Northern Cape |
Social Development |
Community Development Practitioner |
6 |
Misappropriation and Abuse |
Final written warning |
- |
- |
- |
- |
Amount was not quantifiable |
|
2021/2022 |
Northern Cape |
Social Development |
Social Worker |
8 |
Gross Negligence |
Written warning |
46,214.29 |
- |
- |
46,214.29 |
HoD to approve debt recovery |
|
Total |
100,741.54 |
1,999.98 |
4,227.25 |
56,214.31 |
Table 8 above shows that the total number of financial misconduct cases for Northern Cape Province is 5 officials. The total amount lost due to financial misconduct in the Northern Cape Provincial Departments is R100,741.54. Only R1,999.98 of the total amounts that was lost due to financial misconduct was recovered by Northern Cape Provincial Departments.
North West Province
Table 9: Breakdown of figures in respect of reported cases of financial misconduct in the Limpopo Provincial Departments during the 2021/22 financial year
|
Financial Year |
National/ Provincial |
Department |
Position |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
Reasons for no recovery |
|
2021/2022 |
North West |
Agriculture and Rural Development |
Chief Director |
14 |
Fraud |
Dismissal |
6,600,000.00 |
- |
- |
6,600,000.00 |
Matter still in court |
|
2021/2022 |
North West |
Agriculture and Rural Development |
Agricultural Advisor |
8 |
Fraud |
Suspension without pay |
19,600.00 |
- |
- |
19,600.00 |
Matter referred for legal proceedings |
|
2021/2022 |
North West |
Education |
Principal |
10 |
Irregular Expenditure |
Dismissal |
323,368.07 |
- |
- |
323,368.07 |
Case still on appeal |
|
2021/2022 |
North West |
Education |
Principal |
11 |
Irregular Expenditure |
N/A |
N/A |
N/A |
N/A |
N/A |
he was found not guilty |
|
2021/2022 |
North West |
Health |
Senior Provisioning Officer |
8 |
Fraud |
Dismissal |
569,000.00 |
- |
- |
569,000.00 |
N/A |
|
2021/2022 |
North West |
Provincial Treasury |
Driver |
5 |
Misappropriation and Abuse |
Final written warning |
19,964.00 |
19,964.00 |
- |
- |
N/A |
|
2021/2022 |
North West |
Public Works and Roads |
HoD |
15 |
Irregular Expenditure |
Dismissal |
103,000,000.00 |
- |
- |
103,000.00 |
Chairperson pronounced dismissal only |
|
Total |
|
|
|
|
|
|
110,531,932.07 |
19,964.00 |
- |
7,614,968.07 |
|
Table 9 above shows that the total number of financial misconduct cases for North West Province is 7 officials. The total amount lost due to financial misconduct in the North West Provincial Departments is R 110, 531 932.10. Only 19,964.00 of the total amounts that was lost due to financial misconduct was recovered by North West Provincial Departments.
Table 10: Breakdown of figures in respect of reported cases of financial misconduct in the Western Cape Provincial Departments during the 2021/22 financial year
|
Financial Year |
National/ Provincial |
Department |
Position |
Salary level of Employee Charged |
Charge Preferred against the Employee as per the PSC's determination |
Sanction |
Amount Involved |
Amount recovered |
Amount that will not be recovered |
Amount outstanding to be recovered |
Reasons for no recovery |
|
2021/2022 |
Western Cape |
Agriculture |
Agricultural Advisor |
8 |
Misappropriation and abuse |
Final Written Warning |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Community Safety |
Admin Clerk |
5 |
Theft |
Dismissal |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Economic Development and Tourism |
Supply Chain Management Practitioner |
8 |
Fruitless and wasteful expenditure |
Financial sanction |
1,167.00 |
1,167.00 |
- |
- |
Amount deducted from Mr Buje's salary. |
|
2021/2022 |
Western Cape |
Education |
Administration Clerk |
5 |
Theft |
Dismissal |
640.00 |
640.00 |
- |
- |
Monies recovered in full |
|
2021/2022 |
Western Cape |
Education |
Principal |
11 |
Irregular expenditure |
Final Written Warning and fine of 1 months salary |
- |
- |
- |
- |
No loss suffered. |
|
2021/2022 |
Western Cape |
Education |
Educator |
9 |
Fraud |
Dismissal |
9,754.00 |
- |
- |
9,754.00 |
Employee to repay monies. |
|
2021/2022 |
Western Cape |
Education |
Driver/Messenger |
4 |
Fraud |
Final written warning and one month's suspension without remuneration. |
- |
- |
- |
- |
No loss suffered. |
|
2021/2022 |
Western Cape |
Education |
Registry Clerk |
5 |
Fraud |
N/A |
- |
- |
- |
- |
No loss suffered. |
|
2021/2022 |
Western Cape |
Education |
General foreman |
3 |
Theft |
Dismissal |
- |
- |
- |
- |
Employee returned jigsaw. |
|
2021/2022 |
Western Cape |
Education |
Principal |
10 |
Irregular expenditure |
Final Written Warning and fine of 1 months salary |
- |
- |
- |
- |
No loss suffered. |
|
2021/2022 |
Western Cape |
Education |
Principal |
11 |
Irregular expenditure |
Dismissal |
- |
- |
- |
- |
No loss suffered. |
|
2021/2022 |
Western Cape |
Education |
Principal |
11 |
Irregular expenditure |
Final Written Warning |
152,704.40 |
- |
152,704.40 |
- |
No loss suffered. |
|
2021/2022 |
Western Cape |
Health |
Compliance Advisor |
9 |
Misappropriation and abuse |
Dismissal |
63,475.00 |
- |
- |
63,475.00 |
Amount involved confirmed on 18 May 2022 to be recovered from employee pension with his permission. |
|
2021/2022 |
Western Cape |
Health |
Administrative Clerk |
5 |
Gross negligence |
Final Written Warning |
1,720.00 |
1,720.00 |
- |
- |
Amount fully recovered |
|
2021/2022 |
Western Cape |
Health |
Professional Nurse |
7 |
Misappropriation and abuse |
Written warning |
975.00 |
975.00 |
- |
- |
Amount fully recovered |
|
2021/2022 |
Western Cape |
Health |
Administration Clerk |
5 |
Misappropriation and abuse |
Verbal warning |
396.52 |
396.52 |
- |
- |
Amount fully recovered |
|
2021/2022 |
Western Cape |
Health |
Administration Clerk |
5 |
Misappropriation and abuse |
Verbal warning |
301.50 |
301.50 |
- |
- |
Amount fully recovered |
|
2021/2022 |
Western Cape |
Health |
Administrative Clerk |
5 |
Gross negligence |
Final Written Warning |
2,500.00 |
2,500.00 |
- |
- |
Amount fully recovered |
|
2021/2022 |
Western Cape |
Health |
Administrative Clerk |
5 |
Gross negligence |
Written warning |
2,500.00 |
2,500.00 |
- |
- |
Amount fully recovered |
|
2021/2022 |
Western Cape |
Health |
Intern |
4 |
Fraud |
|
5,210.28 |
- |
- |
5,210.28 |
No jurisdiction employee is no longer employed at the Department due to contract expired. |
|
2021/2022 |
Western Cape |
Premier |
Administration Clerk |
5 |
Misappropriation and abuse |
Two weeks suspension without pay Final written warning |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Social Development |
Social Aux Worker GR 1 |
4 |
Fraud |
Dismissal |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Social Development |
Child Care Team G1 |
4 |
Misappropriation and abuse |
Dismissal |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Social Development |
Social Work GR 1 |
7 |
Misappropriation and abuse |
Two weeks suspension without pay Final written warning |
10,176.65 |
10,176.65 |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Social Development |
Monitoring Officer |
8 |
Misappropriation and abuse |
Final written warning and two weeks suspension without pay |
13,412.83 |
13,412.83 |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Social Development |
Transport Officer |
7 |
Misappropriation and abuse |
Dismissal |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Transport and Public Works |
Road Worker |
2 |
Theft |
Employee resigned before she could be changed. |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Transport and Public Works |
Provincial Inspector |
5 |
Misappropriation and abuse |
Two months suspension without pay Final written warning |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Transport and Public Works |
Provincial Inspector |
5 |
Misappropriation and abuse |
One month suspension without pay Final written warning |
- |
- |
- |
- |
N/A |
|
2021/2022 |
Western Cape |
Transport and Public Works |
Provincial Inspector |
5 |
Misappropriation and abuse |
One month suspension without pay Final written warning |
- |
- |
- |
- |
Not indicated |
|
2021/2022 |
Western Cape |
Transport and Public Works |
Provincial Inspector |
5 |
Misappropriation and abuse |
One month suspension without pay Final written warning |
- |
- |
- |
- |
Not indicated |
|
2021/2022 |
Western Cape |
Transport and Public Works |
Provincial Inspector |
6 |
Misappropriation and abuse |
Final written warning 3 months suspension without pay |
- |
- |
- |
- |
Not indicated |
|
2021/2022 |
Western Cape |
Transport and Public Works |
Provincial Inspector |
5 |
Fraud |
Dismissal |
- |
- |
- |
- |
Not indicated |
|
2021/2022 |
Western Cape |
Transport and Public Works |
Provincial Inspector |
6 |
Misappropriation and abuse |
Final written warning Three months suspension without pay |
- |
- |
- |
- |
Not indicated |
|
Total |
264,933.18 |
33,789.50 |
152,704.40 |
78,439.28 |
Table 10 above shows that the total number of financial misconduct cases for Western Province is 33 officials. The total amount lost due to financial misconduct in the Western Cape Provincial Departments is R 264 933.18. Only 33,789.50 of the total amounts that was lost due to financial misconduct was recovered by Western Cape Provincial Departments.
End
31 October 2023 - NW3410
Komane, Ms RN to ask the Minister of Public Service and Administration
With reference to the report presented by the Auditor-General of South Africa before the Portfolio Committee on Public Service and Administration, where it was mentioned that her department still has not met the representation target of 35% for women and youth, yet the Republic has many qualified young persons and women who are unemployed, what (a) is the representation of women and youth in her department, (b) are the reasons that her department has not met the representation target and (c) time frames have been set for her department to meet the target?
Reply:
a) The representation of:
(i) SMS women in the department:
-As at 31 March 2023, the representation of women at SMS level in the department was 47,14% of SMS members, which is 2,86% less than the set national target of 50%.
-As at 30 September 2023, the representation of women at SMS level in the department was 52,90% of SMS members, which is 2,90% more than the set national target of 50%.
(ii) Youth in the department:
-As at 31 March 2023: Youth comprised of 16,45% of staff, which is 13,55% less than the set national target of 30%.
-As at 30 September 2023: Youth comprised of 15,48% of staff, which is 14,52% less than the set national target of 30%.
b) The reasons that the department has not met the representation target:
(i) SMS women in the department:
As there were no recruitment processes for SMS posts that were at the interview and nomination stages during the 4th quarter of the 2022/2023 performance cycle, no SMS posts were filled.
(ii) Youth in the department:
Youth is not a designated group in terms of the Employment Equity Act, act no 55 of 1998, as a result the department cannot put in place Affirmative Action Measures to promote the employment of youth as a targeted group as has been done with the appointment of Women into SMS posts.
(c) Time frames set for the department to meet the target
(i) SMS women in the department:
The target of 50% SMS women has been reached.
(ii) Youth in the department:
The department will continue to monitor youth representation as vacant posts are filled. A sustainable solution to the youth issue is a review of structure and creation of technical / operational posts in the structure and this is something being considered for the next term.
End
24 October 2023 - NW3199
Gondwe, Dr M to ask the Minister of Public Service and Administration
1. (a) On what grounds was a certain person (name furnished) suspended from her department on 13 October 2020, (b) who suspended the specified person and (c)(i) for what period has the person been on suspension and (ii) at what cost to her suspension. 2. (a) who was implicated in the whistleblower report that the specified person submitted, (b) to whom was the report submitted, (c) what information was contained in the report and (d) why did her department not act on the information contained in the report submitted by the person? NW4272E
Reply:
1. (a) The employee was suspended in terms of the Disciplinary Code applicable to members of the SMS (the Code) as it was alleged that the employee had committed serious acts of 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 employer believed that the employee’s presence in the workplace may jeopardise the investigation, endanger the well- being or safety of employees and/or witnesses and undermine the work of the employer.
(b) The employee was suspended in accordance with the Public Service Act and the Code by the Director-General, which was subsequently extended by the chairperson in terms of paragraph 2.7. 2(c) of the Code.
(c) (i) The employee was suspended from 13 October 2020 until 27 September 2023, when the matter was finalised.
(ii) The employee was suspended on full pay in terms of paragraph 2.7. 2(b) of the Code.
2. The DPSA is not aware of any whistleblowing report submitted by the employee and cannot therefore provide details thereof.
End
16 October 2023 - NW3064
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1) (a) What total number of disciplinary cases within the Public Service are currently outstanding and (b) how long have the specified cases been outstanding? and (2) (a) what total number of public servants within the Public Service are currently on suspension with full pay, (b)(i) how long has each specified public servant been on suspension with full pay and (ii) at what total cost to the (aa) State and/or (bb) public purse and (c) what total number of such public servants occupy a senior position within the Public Service?
Reply:
The response is based on the FOSAD reports submitted by National and Provincial departments for quarter one of the 2023/2024 financial year.
1. (a) What total number of disciplinary cases within the Public Service are currently outstanding?
The total number of disciplinary cases outstanding are 3265 cases.
(and)
(b) How long have the specified cases been outstanding?
The oldest outstanding cases is from 2016 with the latest case being from June 2023.
2. (a) What total number of public servants within the Public Service are currently on suspension with full pay?
417
Questions (b) and (c) are responded to in the table below:
(b)(i) How long has each specified public servant been on suspension with full pay? See table below
(b)(ii)At what total cost to the (aa) State and/or (bb) public purse? See table below
(c) What total number of such public servants occupy a senior position within the Public Service?
A total number of 42 public service employees occupy a senior position within the Public Service. See areas highlighted in yellow.
|
PROVINCE |
b(i) Duration |
b(ii)Cost of suspension(ii) |
(c) Levels |
|
|||
|
Public Works |
141 days |
R391 980,00 |
12 |
|
DEDEAT |
17/05/2023 |
R35 033,50 |
8 |
|
|||
|
Education |
30 days |
R83 053, 19 |
3 |
|
30 days |
Not disclosed |
9 |
|
|
30 days |
Not disclosed |
8 |
|
|
Provincial Treasury |
8 days |
R38 070, 07 |
13 |
|
Health |
21 days |
R 24 187,51 |
7 |
|
28 days |
R26 348 |
7 |
|
|
21 days |
R9 324,00 |
3 |
|
|
24 days |
R19 309,81 |
7 |
|
|
53 days |
R29 001,07 |
5 |
|
|
221 days |
R106 301,00 |
5 |
|
|
Sport, Arts and Culture, and Recreation |
46 days |
R26 798,22 |
5 |
|
Public Works and Infrastructure |
400 Days |
R1 201 587,83 |
13 |
|
267 |
R89 311,50 |
3 |
|
|
DESTEA |
29 Days |
R28 735.58 |
8 |
|
29 Days |
R21 498.03 |
7 |
|
|
Community Safety, Roads and Transport |
79 days |
R294 957,56 |
14 |
|
39 days |
R146 549,91 |
14 |
|
|
Social Development |
40 days. |
R44, 308,28 |
5 |
|
13 days. |
R48, 335,57 |
5 |
|
|
Human Settlement |
1047 days |
R3 586 959,10 |
13 |
|
385 days |
R838 716,68 |
11 |
|
|
301 days |
R1 217 194,50 |
14 |
|
|
243 days |
R869 916,69 |
14 |
|
|
308 days |
R1 157 369,40 |
14 |
|
|
347 days |
R 805440.22 |
11 |
|
|
223 days |
R687 832,79 |
12 |
|
|
131 days |
R483 661,32 |
14 |
|
|
223 days |
R230 609,33 |
9 |
|
|
54 days |
R286 394,30 |
14 |
|
|
Office of the Premier |
4 months |
R 530 660,00 |
15 |
|
Agriculture & Rural Development |
790 days |
R2 333 620, 22 |
13 |
|
86 days |
R119 586,96 |
6 |
|
|
|||
|
Social Development |
8 months |
R115 635,76 |
3 |
|
1846 days |
R1 403 025,75 |
7 |
|
|
1144 days |
R2 792 245,86 |
12 |
|
|
778 days |
R890 859,02 |
9 |
|
|
11 days |
R6 352,00 |
5 |
|
|
71 days |
R23 719,87 |
6 |
|
|
30 days |
R10 936,29 |
4 |
|
|
377 days |
R1 371 630,32 |
14 |
|
|
Infrastructure Development |
04/02/2022 |
R415 895,25 |
15 |
|
04/02/2022 |
R408 974,25 |
14 |
|
|
04/02/2022 |
R270 357,00 |
12 |
|
|
04/02/2022 |
R295 147,50 |
12 |
|
|
04/02/2022 |
R408 974,25 |
14 |
|
|
|||
|
Agriculture, Land Reform and Rural Development |
26/05/2023 |
R73 554,37 |
13 |
|
Social Development |
240 days |
R32 858,00 |
7 |
|
Health |
24 months |
R4 294 695,89 |
12 |
|
18 months |
6 |
||
|
16 months |
7 |
||
|
5 months |
13 |
||
|
11 months |
11 |
||
|
4 months |
5 |
||
|
3 months |
7 |
||
|
8 months |
7 |
||
|
7months |
2 |
||
|
7 months |
2 |
||
|
7 months |
2 |
||
|
2 months |
7 |
||
|
2 months |
9 |
||
|
Office of the Premier |
23 months |
R278 341,39 |
14 |
|
Education |
2 months |
R76 836,00 |
7 |
|
20 days |
R100 470,00 |
13 |
|
|
10 months |
R221 441,07 |
PL1 |
|
|
6 months |
R152 063,50 |
5 |
|
|
8 months |
R321 566,04 |
PL3 |
|
|
4 months |
R109 263,00 |
PL1 |
|
|
13/02/2020 |
R381 537,00 |
2 |
|
COGTA |
01/05/2023 |
Not disclosed |
8 |
|
Health |
970 days |
R316 696,00 |
2 |
|
970 days |
R321 423,00 |
2 |
|
|
970 days |
R321 423,00 |
7 |
|
|
970 days |
R783 585,00 |
2 |
|
|
240 days |
R53 591,10 |
4 |
|
|
104 days |
R37 957,50 |
9 |
|
|
90 days |
R9 067,00 |
13 |
|
|
120 days |
R27 388,80 |
2 |
|
|
120 days |
R31 949,64 |
3 |
|
|
950 days |
R3 217 486,00 |
12 |
|
|
150 days |
R101 534,80 |
5 |
|
|
Transport and Community Safety |
60 days |
Not disclosed |
5 |
|
|||
|
COGTA |
821 days |
R1 240 091.68 |
8 |
|
821 days |
R981 717,9 |
7 |
|
|
792 days |
R2 803 223.35 |
13 |
|
|
EDTEA |
14/02/2022 |
R482 027,47 |
15 |
|
Education |
45 months |
R826 188,75 |
6 |
|
44 months |
R1 095 402,00 |
7 |
|
|
26 months |
R653 724,50 |
7 |
|
|
21 months |
R657 557,25 |
8 |
|
|
21 months |
R1 048 995,78 |
11 |
|
|
40 months |
R362 780,00 |
2 |
|
|
20 months |
R702 455,00 |
9 |
|
|
15 Months |
R373 432,50 |
7 |
|
|
17Months |
R304 419,00 |
6 |
|
|
13 Months |
R364 854,75 |
7 |
|
|
10 Months |
R376 582,50 |
9 |
|
|
13 Month |
R379 681,25 |
8 |
|
|
10 month |
R477 653,80 |
11 |
|
|
12 month |
R421 473,00 |
9 |
|
|
11 month |
R124 723,50 |
3 |
|
|
8 month |
R267 366,00 |
9 |
|
|
9 month |
R389 571,75 |
7 |
|
|
8 months |
R128 524,00 |
8 |
|
|
8 months |
R386 504,00 |
11 |
|
|
6 Month |
R148 578,00 |
7 |
|
|
6 Months |
R162 498,00 |
7 |
|
|
6 months |
R150 057,00 |
7 |
|
|
6 months |
R147 840,00 |
7 |
|
|
4 Month |
R108 332,00 |
7 |
|
|
4 month |
R190 243,00 |
10 |
|
|
4 month |
R100 547,00 |
7 |
|
|
2 Months |
R63 542,00 |
8 |
|
|
2 Months |
R51 536,00 |
7 |
|
|
1 Month |
R65 708,50 |
12 |
|
|
5 Months |
R169 731,85 |
8 |
|
|
5 months |
R152 890,00 |
8 |
|
|
5 Months |
R410 823,10 |
12 |
|
|
1 Month |
R6 360,25 |
Intern |
|
|
1 Month |
R18 809,81 |
8 |
|
|
1 Month |
R32 836,00 |
8 |
|
|
1 Month |
R33 623,75 |
8 |
|
|
1 Month |
R26 932,25 |
7 |
|
|
1 Month |
R40 398,26 |
8 |
|
|
1Month |
R56 778,75 |
11 |
|
|
16 Month |
R154 836,00 |
10 |
|
|
Health |
279 Days |
R 108 910,70 |
3 |
|
70 Days |
R 57 898,00 |
7 |
|
|
544 Days |
R 142 620,00 |
2 |
|
|
150 Days |
R 95 082,69 |
7 |
|
|
150 Days |
R 97 398,40 |
7 |
|
|
122 Days |
R 81 880,00 |
6 |
|
|
156 Days |
R 166 063,00 |
9 |
|
|
149 Days |
R 106 601,93 |
7 |
|
|
127 Days |
R 552 676,25 |
12 |
|
|
127 Days |
R 206 861,25 |
9 |
|
|
127 Days |
R187 102,50 |
9 |
|
|
105 Days |
R62 056,11 |
6 |
|
|
77 Days |
R68 233,00 |
7 |
|
|
25 Days |
R32 240,00 |
Not disclosed |
|
|
96 Days |
R78 730,50 |
8 |
|
|
133 Days |
R 192 891,70 |
10 |
|
|
93 Days |
R 34 847,25 |
2 |
|
|
564 days |
R 412 364,22 |
5 |
|
|
564 days |
R 412 364,00 |
5 |
|
|
251 days |
R203 497.98 |
7 |
|
|
203 days |
R171 619. 83 |
7 |
|
|
30 days |
R24 517. 83 |
7 |
|
|
30 days |
R16 582.75 |
5 |
|
|
30 days |
R16 582.75 |
5 |
|
|
719 Days |
R 3 419 697,50 |
15 |
|
|
278 Days |
R1 025 983 |
14 |
|
|
Office of the Premier |
20/01/2023 |
R3 510 519,00 |
15 |
|
20/01/2023 |
R3 025 003,00 |
13 |
|
|
13/06/2023 |
R35 000,00 |
9 |
|
|
13/06/2023 |
R28 000,00 |
8 |
|
|
29/12/2022 |
R384 132,00 |
11 |
|
|
Social Development |
09 months |
R 269 640.00 |
SW-7 |
|
Transport |
2 months |
R199 659,00 |
12 |
|
2 months |
R199 659,00 |
9 |
|
|
|||
|
Sports, Arts and Culture |
29-Mar-23 |
R 12 915,12 |
3 |
|
Economic Development and Tourism |
608 days |
R2 855 247,04 |
15 |
|
295 days |
R105 161, 60 |
3 |
|
|
175 days |
R390 094,26 |
11 |
|
|
Education |
742 days |
R726 556, 25 |
PL |
|
591 days |
R471 972,00 |
PL2 |
|
|
494 days |
R416 475,50 |
PL1 |
|
|
479 days |
R425 678,50 |
PL2 |
|
|
228 days |
R105 932,75 |
L5 |
|
|
228 days |
R112 430, 05 |
L5 |
|
|
415 days |
R673 175, 75 |
L10 |
|
|
57 days |
R10 523 |
L4 |
|
|
43 days |
R34 765,00 |
PL1 |
|
|
141 days |
R152 199,50 |
L9 |
|
|
181 days |
R207 603,00 |
PL1 |
|
|
70 days |
R53 864,50 |
PL1 |
|
|
219 days |
R165 084,50 |
PL1 |
|
|
Health |
25months |
R1 055 366,50 |
9 |
|
3months |
R57 395,00 |
5 |
|
|
3months |
R48 424,00 |
5 |
|
|
5 months |
R78 495,60 |
3 |
|
|
2 months |
R30 109, 19 |
4 |
|
|
2months |
R408 030,42 |
OSD |
|
|
157 days |
R265 790,02 |
4 |
|
|
Roads and Public Works |
4 months |
R63 299, 00 |
5 |
|
4 months |
R60 555,00 |
5 |
|
|
DAERDLR |
36 months |
R1 243 207, 52 |
8 |
|
|||
|
COGTA |
79 days |
R165 504,00 |
13 |
|
Community Safety |
156 |
R115 764,35 |
6 |
|
Community Safety |
71 |
R38 290 ,74 |
5 |
|
Economic Development |
407 Days |
R501 088,1 |
7 |
|
Education |
161Days |
R55 219, 50 |
2 |
|
212 days |
R180 295, 50 |
PL 1 |
|
|
181 days |
R234 628, 42 |
PL4 |
|
|
121Days |
R35 977,50 |
6 |
|
|
121Days |
R112 694,31 |
7 |
|
|
51 days |
R29 548.62 |
PL1 |
|
|
12Days |
R114 296.50 |
14 |
|
|
5Days |
R96 850,00 |
13 |
|
|
Health |
1148 Days |
R4 742 038,59 |
12 |
|
1016 Days |
R934 778,27 |
7 |
|
|
1016 Days |
R1 207 441,13 |
9 |
|
|
1016 Days |
R807 786,02 |
7 |
|
|
1016 Days |
R1 198 167,36 |
8 |
|
|
885 Days |
R656 293,87 |
12 |
|
|
430 Days |
R1 019 954,29 |
12 |
|
|
252 Days |
R625 308,17 |
12 |
|
|
484 Days |
R339 262,96 |
13 |
|
|
58 Days |
R50 083,24 |
6 |
|
|
Office of the Premier |
234 Days |
R62 602,58 |
13 |
|
Public Works and Roads |
14 Months |
R1171426,34 |
13 |
|
03 Month |
R 241 298,40 |
13 |
|
|
03 Month |
R 251 472,36 |
12 |
|
|
159 days |
R40 905,31 |
9 |
|
Cultural Affairs |
61 days |
R185 202,22 |
13 |
|
DSD |
126 days |
R60 688,11 |
4 |
|
123 days |
R120 922,46 |
8 |
|
|
92 days |
R91 759,43, |
8 |
|
|
42 days |
R20 102, 70 |
4 |
|
|
Health |
34 days |
R30 117,98 |
5 |
|
34 days |
R37 815, 08 |
7 |
|
|
11 days |
R17 428,95 |
9 |
|
|
Local Government |
86 days |
R297 890, 36 |
13 |
|
PO&CS |
30days |
R18 832,63 |
5 |
|
53 days |
R30 190,40 |
5 |
|
|
Education |
79 days |
R94 996,95 |
8 |
|
376 days |
R579 113,31 |
9 |
|
|
National Departments |
|
(ii)Cost of suspension(ii) |
(c) SMS |
|
Department of Sports, Arts and Culture |
57 days |
R63 757,00 |
12 |
|
Statistics South Africa |
157 days |
R104 626,22 |
6 |
|
Department of Water and Sanitation |
72 days to date |
R 65 193,52 |
9 |
|
South African Police Service |
19/06/23 to date |
R7 201,67 |
Band A |
|
28/06/23 to date |
R1 800,42 |
Band A |
|
|
11/05/23 to date |
R40 956,97 |
Band A |
|
|
11/05/23 to date |
R39 267,82 |
Band A |
|
|
11/05/23 to date |
R31 289,08 |
Band A |
|
|
16/05/23 to date |
R71 626,38 |
Band D |
|
|
16/05/23 to date |
R59 595,18 |
Band C |
|
|
09/06/23 to date |
R16 801,79 |
Band A |
|
|
01/06/23 to date |
R22 588,00 |
Band A |
|
|
12/06/12 to date |
R14 510,64 |
Band A |
|
|
27/06/23 to date |
R3 054,87 |
Band A |
|
|
09/06/23 to date |
R31 598, 08 |
Band D |
|
|
27/06/23 to date |
R2 476,24 |
5 |
|
|
21/06/23 to date |
R7 637,18 |
Band A |
|
|
15/05/23 to date |
R35 709,04 |
Band A |
|
|
23/05/23 to date |
R31 398,13 |
Band A |
|
|
08/06/23 to date |
R26 715,85 |
Band C |
|
|
Department of Cooperative Governance and Traditional Affairs |
475 days |
R1 808 694,58 |
14 |
|
Department of Correctional Services |
06/03/23 to date |
R16 224,26 |
5 |
|
01/10/21 to date |
R318 368,41 |
15 |
|
|
01/10/21 to date |
R198 286,86 |
13 |
|
|
01/10/21 to date |
R202 323,61 |
13 |
|
|
28/03/23 to date |
R11 211,14 |
5 |
|
|
21/12/23 to date |
R30 332,84 |
5 |
|
|
13/01/23 to date |
R64 218,58 |
5 |
|
|
20/02/23 to date |
R41 812,38 |
5 |
|
|
09/01/23 to date |
R45 021,07 |
5 |
|
|
13/01/23 to date |
R83 013,09 |
5 |
|
|
12/04/23 to date |
R61 503,12 |
5 |
|
|
11/05/23 to date |
R25 737,53 |
5 |
|
|
19/05/23 to date |
R21 619,53 |
5 |
|
|
11/05/23 to date |
R25 737,53 |
5 |
|
|
29/05/23 to date |
R34 168,90 |
7 |
|
|
25/05/23 to date |
R18 531,02 |
5 |
|
|
11/04/23 to date |
R104 305,24 |
7 |
|
|
31/03/23 to date |
R66 884,65 |
5 |
|
|
31/03/23 to date |
R66 884,65 |
5 |
|
|
31/03/23 to date |
R47 951,78 |
5 |
|
|
03/03/23 to date |
R43 066,54 |
5 |
|
|
26/04/23 to date |
R33 458,79 |
5 |
|
|
23/03/23 to date |
R10 389,48 |
6 |
|
|
12/01/23 to date |
R23 278,29 |
5 |
|
|
12/01/23 to date |
R23 278,29 |
9 |
|
|
04/04/23 to date |
R15 442,52 |
5 |
|
|
14/06/23 to date |
R8 580,82 |
5 |
|
|
05/06/23 to date |
R19 219,73 |
6 |
|
|
19/05/23 to date |
R12 062,58 |
7 |
|
|
13/04/23 to date |
R55 012,41 |
5 |
|
|
18/04/23 to date |
R42 309,60 |
5 |
|
|
26/05/23 to date |
R34 538,10 |
6 |
|
|
27/03/23 to date |
R51 439,54 |
5 |
|
|
10/05/23 to date |
R27 351,37 |
8 |
|
|
10/05/23 to date |
R59 860,31 |
7 |
|
|
15/03/23 to date |
R89 799,05 |
5 |
|
|
06/02/23 to date |
R69 959,80 |
5 |
|
|
09/12/22 to date |
R46 842,31 |
5 |
|
|
23/12/22 to date |
R102 820,03 |
8 |
|
|
03/11/22 to date |
R79 405,60 |
7 |
|
|
14/10/22 to date |
R159 059,07 |
12 |
|
|
04/11/22 to date |
R41 812,38 |
5 |
|
|
31/03/23 to date |
R35 577,62 |
7 |
|
|
18/01/23 to date |
R29 659,32 |
7 |
|
|
12/02/23 to date |
R13 402,65 |
5 |
|
|
20/06/23 to date |
R6 919,10 |
5 |
|
|
13/03/23 to date |
R36 509,56 |
5 |
|
|
04/04/22 to date |
R61 370,04 |
7 |
|
|
06/06/23 to date |
R19 219,73 |
5 |
|
|
28/06/23 to date |
R1 609,15 |
7 |
|
|
23/06/23 to date |
R4 532,19 |
5 |
|
|
03/04/23 to date |
R69 763,86 |
7 |
|
|
11/04/23 to date |
R64 994,59 |
7 |
|
|
06/06/23 to date |
R23 317,40 |
9 |
|
|
19/05/23 to date |
R22 134,28 |
5 |
|
|
20/05/23 to date |
R22 542,66 |
5 |
|
|
26/04/23 to date |
R50 740,08 |
5 |
|
|
26/04/23 to date |
R50 740,08 |
5 |
|
|
26/04/23 to date |
R77 466,28 |
8 |
|
|
26/04/23 to date |
R35 395,89 |
5 |
|
|
15/05/23 to date |
R62 700,96 |
CB4 |
|
|
08/02/23 to date |
R64 191,65 |
7 |
|
|
07/03/23 to date |
R86 431,41 |
6 |
|
|
20/03/23 to date |
R106 809,57 |
9 |
|
|
09/11/22 to date |
R61 400,32 |
5 |
|
|
28/11/22 to date |
R63 243,25 |
5 |
|
|
28/10/22 to date |
R71 800,29 |
5 |
|
|
15/09/22 to date |
R45 687,48 |
5 |
|
|
15/08/23 to date |
R43 063,69 |
5 |
|
|
08/08/22 to date |
R57 8880,49 |
5 |
|
|
04/08/22 to date |
R61 401,07 |
5 |
|
|
30/07/22 to date |
R40 593,81 |
5 |
|
|
10/11/21 to date |
R60 493,81 |
5 |
|
|
10/11/21 to date |
R16 619,18 |
5 |
|
|
08/03/22 to date |
R5 283,71 |
5 |
|
|
01/12/22 to date |
R40 858,32 |
7 |
|
|
17/11/22 to date |
R11 525,09 |
5 |
|
|
Department of Higher Education and Training |
268 days |
R669 775,10 |
13 |
|
268 days |
R452 247,80 |
10 |
|
|
268 days |
R386 108,91 |
10 |
|
|
268 days |
R498 682,36 |
12 |
|
|
268 days |
R342 747,83 |
3 |
|
|
219 days |
R442 432,35 |
12 |
|
|
214 days |
R528 714,22 |
12 |
|
|
212 days |
R529 806,28 |
13 |
|
|
154 days |
R181 011,85 |
9 |
|
|
126 days |
R115 549,22 |
1 |
|
|
104 days |
R42 345,90 |
3 |
|
|
107 days |
R222 559,50 |
12 |
|
|
Government Printing Works |
21/12/22 to date |
R162 885,75 |
6 |
|
20/02/23 to date |
R353 010,96 |
12 |
|
|
02/06/23 to date |
R19 351,29 |
5 |
|
|
02/06/23 to date |
R21 508,71 |
8 |
|
|
02/06/23 to date |
R21 508,71 |
5 |
|
|
02/06/23 to date |
R16 858,93 |
4 |
|
|
31/03/23 to date |
R97 880,21 |
7 |
|
|
01/11/22 to date |
R229 284,61 |
7 |
|
|
24/06/22 to date |
R695 917,58 |
12 |
|
|
Independent Police Investigative Directorate |
103 days |
Not disclosed |
9 |
|
103 days |
Not disclosed |
5 |
|
|
Department of Justice and Constitutional Development |
825 days |
R435 901,45 |
5 |
|
542 days |
R2 125 501,17 |
SMS |
|
|
548 days |
R1 433 339,75 |
SMS |
|
|
Department of Mineral Resources |
305 days |
R466 639,00 |
10 |
|
National Prosecuting Authority |
456 days |
R1 649 743,22 |
14 |
|
456 days |
R557 892,50 |
9 |
|
|
348 days |
R633 012,57 |
10 |
|
|
340 days |
R456 438,05 |
9 |
|
|
248 days |
R533 730,65 |
9 |
|
|
249 days |
R297 745,23 |
9 |
|
|
220 days |
R896 251,08 |
12 |
|
|
214 days |
R264 509,32 |
7 |
|
|
218 days |
R349 459,07 |
7 |
|
|
210 days |
R261 794,20 |
9 |
|
|
200 days |
R194 784,77 |
8 |
|
|
199 days |
R421 653,71 |
11 |
|
|
192 days |
R177 220,80 |
8 |
|
|
165 days |
R208 316,06 |
9 |
|
|
127 days |
R396 187,24 |
12 |
|
|
Department of Public Enterprise |
342 days |
R2 083 033 |
16 |
|
Department of Public Service and Administration |
989 days |
R4 374 399,82 |
15 |
|
211 days |
Not disclosed |
11 |
|
|
Department of Science and Innovation |
983 days |
R1 921 430.00 |
11 |
END
13 October 2023 - NW2780
Schreiber, Dr LA to ask the Minister of Public Service and Administration
What is the current status of the implementation of the Framework for the Professionalisation of the Public Sector?
Reply:
Since the approval of the Framework for the Professionalisation of the Public Sector by Cabinet in October 2022 the following has happened:
1. A Directive on its implementation has been drafted to guide Departments on how to go about implementing it. The Directive will be issued before the end of the current calendar year and will cover areas related to revisions on recruitment and employment management, human resource development, and performance management;
2. A partnership approach has been adopted where the DPSA is coordinating the implementation of the Framework with the support of the Public Service Commission (PSC), and the National School of Government (NSG);
3. The United Nations Development Programme (UNDP), has been engaged to provide technical support, as well as the development of an independent monitoring capacity for the implementation. To this end, a senior technical assistant resource has been appointed to specifically work on the Professionalisation Framework;
4. In August 2023, the Cabinet endorsed the guiding principles for revising the Performance Management and Development System (PMDS) specifically for Heads of Departments (HoDs). This revised PMDS will be implemented from the next cycle (1 April 2024) and will prioritise productivity, introduce objectivity, and provide a direct link between the performance of the institutions and that of the HODs and DDGs;
5. The revised set of Public Service Regulations has been consulted and a SEIAS assessment conducted. These will provide clarity on a number of definitions to improve interpretation and compliance.
From the above, it should be noted that the Framework comprises multiple pillars, with targeted interventions for phased implementation, which have commenced.
End
10 October 2023 - NW3063
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What (a) total number of (i) provincial and (ii) national departments appointed (aa) deputy directors-general (DDGs) and (bb) heads of department (HODs) since 1 January 2019 and (b) is the breakdown of the specified number for each (i) provincial and (ii) national department; (2) what (a) total number of (i) provincial and (ii) national departments have had acting (aa) DDGs and (bb) HODs for more than four years and (b) are the reasons that the specified departments have not advertised the specified positions?
Reply:
(1) (a) The total number of Deputy Directors-General (DDGs) appointments, omitting the Defence and State Security Agency, from January 2019 to September 2023 are as follows (source: PERSAL):
(aa) (i) Provincial departments: 238.
(ii) National departments: 241.
(bb) From January 2019 to 31 August 2023, Heads of Department (HODs) are as follows:
- Provincial departments: 87.
- National departments: 33 (including contractual extensions and role transitions).
(1)(b) For an in-depth analysis, please refer to Annexures A through D, which provide a detailed breakdown of the specified numbers for each (i) provincial and (ii) national department.
2. Acting appointments refer to temporary roles filled for a limited period and cannot be obtained through the PERSAL system. By governance structures, the management of acting appointments falls under the purview of respective national and provincial departments. The exclusive authority for disseminating acting information resides with the executive authorities overseeing the filling of temporary roles within the national and provincial departments.
End
10 October 2023 - NW3062
Gondwe, Dr M to ask the Minister of Public Service and Administration
With reference to adopting the Framework towards the Professionalisation of the Public Sector, what measures has her department put in place to root out the practice of cadre deployment in provincial and national departments?
Reply:
Per the Public Service Act (PSA) of 1994, the Public Service operates under a merit-based recruitment and selection system, rendering cadre deployment non-applicable in filling vacancies. The MPSA has devised a three-tiered strategy for ensuring equitable, fair, and transparent appointments. Firstly, the PSA grants an executive authority the latitude to make appointments within national and provincial departments, contingent upon compliance with Sections 9 and 11(2) concerning merit-based recruitment. Secondly, Sections 65 and 67 of the Public Service Regulations, 2016, provide further specification and governance for such appointments. Lastly, the Executive Protocol unambiguously outlines the rules for appointing Heads of Departments and Deputy Director-Generals. Strict compliance with these three strategic elements is obligatory for all National and Provincial Departments, thus precluding any form of cadre deployment.
End
10 October 2023 - NW3122
Komane, Ms RN to ask the Minister of Public Service and Administration
What measures and processes has her department implemented to balance qualifications, skills and work experience in senior management service positions to ensure competent persons are appointed in the specified positions?
Reply:
The Minister for Public Service and Administration (MPSA) has enacted a holistic strategy (measures and processes) through the 2016 Directive on Capacity Development, Compulsory Training Days, and Minimum Entry for the Senior Management Service (SMS). Serving as the cornerstone of the MPSA's initiatives, this Directive aims to infuse the public sector with agility and a focus on citizen welfare, underpinned by a steadfast commitment to the public good.
This Directive is a roadmap serving the norms and standards for fostering continual professional growth, giving precedence to robust human resource management and career progression across the multiple layers of public service. This emphasis is essential for sustaining a well-qualified and experienced senior management team. The Directive meticulously specifies the merit-based standards for entry into the SMS, including necessary qualifications, applicable experience, and the mandatory pre-entry certificate (Nyukela). These measures are expressly designed to embed appointments to SMS based on a balanced consideration of qualifications, skills, and work experience, resulting in an impartial, fair, and competent state administration.
END
29 September 2023 - NW2964
Komane, Ms RN to ask the Minister of Public Service and Administration
What steps of intervention has she taken to deal with the funding challenges faced by Thusong Centres so that the specified centres are more accessible to the public?
Reply:
In 2014 GTAC Unit within the National Treasury conducted a Feasibility Study on Situational Analysis & Options Assessment for Thusong Service Centres. The Study recommended that the primary responsibility for the funding of Thusong Centres should rest with Municipalities as it is envisaged that these Centres would be managed by Municipalities. The recommendation emphasised that the funding would come from various sources, for example, capital funding from the Municipal Infrastructure Grant (MIG) and the Neighbourhood Development Grant.
The Minister for the Public Service and Administration does not have the direct responsibility with respect to the funding of the Thusong Service Centres. The Minister derives the authority in terms of Section 18 of the Public Administration Management Act, 2014, which provides for the development of a Framework for Service Centres. The Draft Framework is developed and currently it is being consulted with all key stakeholders, amongst others it will address matters such as the establishment, promotion, and maintenance of Service Centres.
Currently, the Thusong Service Centre Program is located, managed, and funded differently across Provinces. In three Provinces (Western Cape, KZN and Mpumalanga), the Program is located and funded by Provincial CoGTA through Municipalities under Municipal Infrastructural Grant (MIG). In the remaining six Provinces the Program is located under Offices of the Premier.
Due to lack of a Lead Department for the program, no specific funding is ringfenced to ensure functionality and sustainability of the Thusong Service Centre Program.
End
22 September 2023 - NW2792
Maneli, Ms ST to ask the Minister of Public Service and Administration
In light of the fact that Public Service compensation constitutes a significant share of government expenditure, how does her department (a) ensure that the Public Service is productive and (b) measure and monitor productivity in the Public Service?
Reply:
The Constitution of the Republic of South Africa (1996) provides that public administration in South Africa must be governed by the democratic values [s1(a-d)] and principles enshrined in the Constitution [Chapter 2], including the principles outlined in Chapter 10 [s195(1)(a-i)], which includes the principle requiring that the efficient, economic and effective use of public resources must be promoted [s195(1)(b)].
It is therefore a constitutional imperative that the total public administration system of the Republic must be geared towards higher productivity.
To ensure that the Public Service is productive through promoting the efficient and effective functioning of the Public Service, the Department of Public Service and Administration (DPSA) has:
- Regulated the measuring and monitoring of Public Service productivity through Regulation 29 of the Public Service Regulations (2016) which requires that: “An executive authority must assess the efficiency and effectiveness [i.e., the productivity] of a department in supporting that department’s service delivery objectives...”;
- Developed a Public Service Productivity Management Framework (2018) in support of Regulation 29. This Productivity Management Framework aims to: (a) define productivity in the context of the Public Service; (b) introduce a Public Service productivity measurement and monitoring instrument; and (3) encourage context-specific interventions to address identified blockages in the public administration system that weakens productivity.
The application of the Public Service productivity assessment tool is basic and uncomplicated in that the tool uses three (3) dimensions, namely Labour, Operations and Performance to isolate key factors in government departments that impacts directly on their productivity:
- Under the LABOUR dimension, the DPSA conducts an assessment and monitors the vacancy rate, skills development investment, absenteeism rate, and the costs of labour in relation to the programme expenditure of a department. This labour dimension shows the labour productivity of a department.
- Under OPERATIONS, the DPSA measures and monitors a department’s ICT investment and system-downtime, the efficacy of the physical workplace environment, and the implementation of regulated operational processes that includes compliance with set service standards, the accessibility of a department’s service charter, mapped business processes, standard operating procedures, and the Batho Pele principles and standards. This Operations dimension shows the operational productivity of a department.
- And under the PERFORMANCE dimension, the DPSA assesses and monitors citizen satisfaction, employee satisfaction, the distribution of performance rewards in a department, discipline and stress management, as well as the achievement of performance targets and overall budgetary performance. The performance dimension shows the performance efficiency and effectiveness of a department.
When the DPSA combines the assessment scores of the three (3) dimensions, this not only generates a comprehensive picture of a department’s overall productivity, it also allows the DPSA to identify those factors that weaken the total productivity of a department. These factors could – for example – relate to vacant, funded posts not being filled in time; or poor discipline management; or poor budgetary performance; or poor investment in skills development. Whatever the contributing factor or factors to poor productivity may be, the Public Service Productivity measurement instrument will identify these factors and department-specific interventions will be proposed to address the identified blockages to higher productivity.
To date, the DPSA has assessed the productivity of over forty (40) national and provincial government departments. As a result, sound recommendations have been made to ensure that these departments achieve their maximum productivity as mandated by the Constitution of South Africa, and as expected by the citizenry of the country.
The DPSA performs the above monitoring, continually in line with the objectives of the approved Public Service Productivity Management Framework.
End
22 September 2023 - NW2897
Gondwe, Dr M to ask the Minister of Public Service and Administration
What (a) total number of public servants do not have qualifications for the positions they currently occupy, and (b) positions do they currently occupy?
Reply:
(a) The Minister for the Public Service and Administration (MPSA) issued a Directive on Compulsory Capacity Development, Mandatory Training Days, and Minimum Entry Requirements specifically for Senior Management Service (SMS). The Directive prescribes the minimum qualification requirements and experience for entry into SMS level post with effect from 01 April 2016.
The Department of Public Service and Administration (DPSA), can only provide qualification data solely for SMS members in compliance with this Directive.
The total number of public servants with qualifications not specified on PERSAL as of 14 September 2023 is 1801. Departments were guided to complete the qualification information on PERSAL, and this process is ongoing.
|
SMS Members with Qualifications unspecified on PERSAL |
|||
|
Occupational Classification |
Appointed in SMS per Regulation Date |
Total |
|
|
Before 1 August 2016 |
From 1 August 2016 |
||
|
Total |
1,265 |
536 |
1,801 |
|
Administrative Related |
91 |
54 |
145 |
|
Advocates |
|
2 |
2 |
|
Agriculture Related |
2 |
|
2 |
|
Communication and Information Related |
4 |
2 |
6 |
|
Computer Programmers |
|
1 |
1 |
|
Computer System Designers and Analysts |
|
1 |
1 |
|
Crime Investigators |
|
1 |
1 |
|
Custodian Personnel |
|
1 |
1 |
|
Economists |
2 |
|
2 |
|
Finance and Economics Related |
20 |
5 |
25 |
|
Financial and Related Professionals |
18 |
11 |
29 |
|
Financial Clerks and Credit Controllers |
2 |
|
2 |
|
General Legal Administration and Rel. Professionals |
2 |
1 |
3 |
|
Head Of Department/Chief Executive Officer |
21 |
6 |
27 |
|
Health Sciences-Related |
3 |
2 |
5 |
|
Human Resources, Org. Dev., and Related Prof |
11 |
4 |
15 |
|
Human Resources Related |
11 |
4 |
15 |
|
Identification Experts |
3 |
|
3 |
|
Information Technology Related |
4 |
1 |
5 |
|
Legal Related |
4 |
1 |
5 |
|
Natural sciences-related |
2 |
2 |
4 |
|
Operational Planning |
|
1 |
1 |
|
Other Admin, 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 |
|
Risk Management and Security Services |
4 |
|
4 |
|
SAPS |
1 |
1 |
2 |
|
Secretaries and Other Keyboard Operating Clerks |
|
3 |
3 |
|
Security Officers |
1 |
|
1 |
|
Senior Managers |
1,031 |
427 |
1,458 |
|
Social Sciences Related |
1 |
|
1 |
|
Social Work and Related Professionals |
2 |
|
2 |
|
Trade/ Industry Advisers and Other Related Professionals |
2 |
|
2 |
|
Veterinarians |
1 |
|
1 |
|
Table 1: Data Source: PERSAL (Excluding Defence and State Security Agency) |
|||
(b) The purview for determining qualification requirements, for instance, current positions occupied, rests with the individual Executive Authorities for roles outside the SMS classification, such as those under Occupation Specific Dispensation (OSD) and different coordinated positions. As guided by the DPSA, these standards align with Regulation 64(1) of the Public Service Regulations, 2016, which stipulates that Executive Authorities must identify and document comprehensive employment criteria based on essential objectives, core functions, and inherent job prerequisites.
End
22 September 2023 - NW2901
Cebekhulu, Inkosi RN to ask the Minister of Public Service and Administration
What total number of (a) cases of irregular expenditure by public servants have been brought forward in the Government since 1 January 2023 and (b) female staff have been appointed in the senior management service in the past eight months?
Reply:
(a) The total number of cases of irregular expenditure by public servants which the departments reported to the Public Service Commission from 1 January 2023 is 247.
(b) From 01 January 2023 to 31 August 2023, the Public Service has appointed 524 females to positions within its Senior Management Service, as verified by data from PERSAL. This is against a total number of 1174 appointments, representing 44.6% of total appointments. Women now currently make up 44.6% of all SMS. The Department of Public Service and Administration is working directly with Heads of Corporate Services across the public service to provide the necessary technical support to ensure gender parity at the SMS level and across the whole public service.
End
22 September 2023 - NW2936
Alexander, Ms W to ask the Minister of Public Service and Administration
Whether the National Treasury has undertaken any analysis to determine the extent of possible disparities in the salary scales for males and females who occupy similar positions in the senior management service in the Government; if not, what is the position in this regard; if so, what are the relevant details?
Reply:
Regulation 89(1) of the Public Service Regulations, 2016 provides that the Minister for the Public Service and Administration shall, in terms of section 3(5) of the Public Service Act, 1994, annually make determinations regarding the cost-to-employer packages applicable to members of the SMS. Such determinations shall be implemented with effect from 1 April of each year. The determination by the MPSA provides for four salary levels, i.e., salary level 13 (Directors) to 16 (Director-General). These salary levels (scales) are uniformly applied for all employees, irrespective of gender and/or race, etc. Therefore, the basis for the application of these requirements is meeting the minimum requirements for appointment into the Public Service in line with the Regulations and relevant determinations/directives.
Sub-Regulation 44(1) of the Public Service Regulations states that an “Executive Authority may set the salary of an employee above the minimum notch of the salary level indicated by the job weight…..”. In this regard, all appointments are remunerated at the minimum notch of the applicable level, unless the appointed employee meets all the requirements in terms of Regulation 44 of the Public Service Regulations.
End
22 September 2023 - NW2998
Gondwe, Dr M to ask the Minister of Public Service and Administration
What (a) total number of government officials voluntarily retired from the Public Service between 1 April 2019 and 30 April 2023 and (b) of the specified total number, what number of public servants had reached the retirement age of 65 years?
Reply:
a) The total number of government officials who voluntarily retired from the Public Service between 1 April 2019 and 30 April 2023 is 74 642.
A breakdown of those who retired before reaching the statutory retirement age of 65, i.e. from 60 to 64 is 47 722 from the Provincial Departments and 9 110 from National Departments.
|
Retirees between the period 1 April 2019 and 30 April 2023 |
60 - 64 |
65 and above |
TOTAL |
|
Provincial Departments |
47 722 |
15 515 |
63 237 |
|
National Departments |
9 110 |
2 295 |
11 405 |
|
TOTAL |
56 832 |
17 810 |
74 642 |
b) The total number of retirees from the age of 65 and above is 17 810. Out of the total number in this category, 15 515 were from Provincial Departments and 2 295 were from National Departments.
End
22 September 2023 - NW2999
Gondwe, Dr M to ask the Minister of Public Service and Administration
What (a) number of public servants were disciplined for abusing sick leave in the (i) 2019-20, (ii) 2020-21 and (iii) 2021-22 financial years and (b) steps has her department taken to curb the abuse of sick leave within the Public Service and to ensure that it does not have a negative impact on the performance of individual departments?
Reply:
a) The management of employee discipline regarding the abuse of sick leave within the public service is decentralized, as per section 7(3)(b) of the Public Service Act 1994. In the decentralized human resources model applicable in the public service, individual departments are responsible for maintaining discipline and managing such cases. Therefore, specific statistics related to employees disciplined for abusing sick leave can be obtained from respective departments.
b) The Minister for the Public Service and Administration (MPSA) plays a critical role in establishing norms and standards, as mandated by section 3(1)(c) of the Public Service Act. To implement these norms and standards, the MPSA issues regulations, determinations, and directives, which guide various aspects of public service operations. Concerning leave management, the MPSA has provided guidelines through Regulations (regulation 48), the Determination and Directive on Leave of Absence in the Public Service, as well as the Policy and Procedure on Incapacity Leave and Ill-health Retirement.
Within the decentralized HR model, the responsibility to prevent the abuse of sick leave rests with the heads of individual departments, as outlined in Regulation 48(c) of the Public Service Regulations, 2016. They are expected to ensure that employees adhere to the norms and standards established by the MPSA regarding sick leave usage.
Furthermore, the MPSA has instituted the Employee Health and Wellness Framework, which enables the development of strategies, mechanisms, and interventions by government departments, components, and provincial administrations. These initiatives aim, among others, to implement Health and Productivity Management and Wellness Management within the Public Service, addressing issues that could lead to sick leave abuse.
To ensure compliance with the established norms and standards, the MPSA has also created the Office of Standards and Compliance (OSC). One of the focus areas of the OSC is the management of leave in the public service. The OSC is tasked with setting standards and monitoring compliance to MPSA guidelines, including those related to leave management. This focus on leave management by the OSC ensures that departments will be held accountable for their compliance with MPSA norms and standards in this regard.
End
22 September 2023 - NW3000
Gondwe, Dr M to ask the Minister of Public Service and Administration
(a) On what date and (b) how did her department started piloting integrity assessments for the Senior Management Service within the Public Service and (c) what has been the outcome of the specified integrity assessments?
Reply:
a) The integrity assessment will be implemented from April 2024, starting with Senior Managers.
b) The piloting of integrity assessments is planned between October and December 2023.
c) The outcome of the specified integrity assessments will be made known once the pilot is completed.
End
22 September 2023 - NW2790
Mgweba, Ms T to ask the Minister of Public Service and Administration
What (a) is the current vacancy rate in the Public Service for funded positions and (b) are the details of the detrimental impact that the vacancy rate has on government service delivery in the Republic?
Reply:
a) It should be noted that the Public Service only recognises funded posts as all unfunded posts should be abolished in terms of the applicable prescripts. The latest information on PERSAL reflects a quarterly vacancy rate of 13.31% for the Public Service as of 30 June 2023 (1st Quarter 2023/2024). This is 3.31% above the set target of 10% for the Public Service, however, it represents a significant improvement over the immediate past medium term period, which illustrate the positive effect of the support provided by the DPSA to departments on employment management and human resource planning.
b) As the management of vacancies is a decentralised function to the relevant executive authorities of the Departments, individual departments may possess nuanced insights into the specific impact of vacancies on their mandates and service delivery. It should be noted that in general, a high vacancy rate has broad implications for the efficacy and efficiency of government services across the Republic. The DPSA, has entered into a Memorandum of Understanding with the AG-SA to improve the monitoring of these employment norms to ensure that services are not compromised. Working with the Public Service Commission and the National Treasury, the DPSA will also ensure that all critical posts are prioritised for filling, with a specific focus on frontline staff.
End
22 September 2023 - NW2786
Komane, Ms RN to ask the Minister of Public Service and Administration
With reference to the current Senior Management Service Performance Management and Development System in the Public Service, what are the details of the steps of intervention that she has taken to minimise subjectivity during performance assessments?
Reply:
The Minister for the Public Service and Administration issues directives on the Performance Management and Development System (PMDS) for Senior Management Service (SMS) members. It must be noted that performance management and assessments are conducted at the departmental level, with the ultimate decision resting with the relevant Executive Authority.
The current PMDS for SMS members incorporates several measures to ensure a fair and justifiable performance assessment process. These measures go beyond individual and supervisor assessments. They involve utilising management control tools, such as leveraging performance outcomes from the Departmental Annual Performance Report and incorporating the Auditor-General's opinions and findings.
In addition, the PMDS for SMS members prescribes performance assessment templates, calculators, and moderation procedures for different SMS levels. The moderation process can comprise two structures: the optional Intermediate Review Committee and the compulsory Moderation Committee. These committees are crucial in reviewing and validating performance assessments, ensuring consistency and fairness across various departmental business units. Therefore, the measures outlined in the Directives help reduce subjectivity in the assessment process.
In line with the Professionalisation Framework, the Department is currently in the process of introducing policy enablers to empower the Public Service Commission to create a panel of experts where departments may select subject matter experts to advise on performance assessments. This will provide an additional level of assurance and objectivity.
End
21 September 2023 - NW2793
Nothnagel, Dr J to ask the Minister of Public Service and Administration
What is the progress regarding the abolition of the requirement of work experience for entry-level posts in Government?
Reply:
Under the Directive issued by the Minister for the Public Service and Administration (MPSA) on 04 February 2019, entry-level posts within the Public Service are categorised as level 3 for roles requiring only a senior certificate and level 6 for roles necessitating a tertiary qualification at a minimum. A revised Directive will be issued before the end of November 2023 with a clear criteria on how Executive Authorities may identify the entry level posts. In terms of of the Public Service Act, the responsibility for identifying these specific posts rests with the Executive Authority of the respective department. Presently, posts with no experience requirements are also being advertised within the Public Service. The revised directive will highlight that experience is not required in all positions up until level 6, where such positions have no supervisory responsibilities.
End
21 September 2023 - NW2781
Gondwe, Dr M to ask the Minister of Public Service and Administration
What are the details of the (a) scope and (b) type of vetting that will be used to conduct integrity assessments which have now become a mandatory requirement for recruitment into the Public Service, in line with the Framework for the Professionalisation of the Public Service?
Reply:
a) Section 195 (1)(a) of the Constitution calls for the promotion and maintenance of high professional ethics in the public service. The number 1 priority for the 6th Administration is the Building of a Capable, Ethical and Developmental State which is implemented through a number of measures including the Professionalisation Framework. The Framework calls for the extension of the battery of pre-employment tests including integrity assessment tools to assess an individual’s ethical and moral values The DPSA is currently working on determining suitable tools from reputable Test Developers that will be recommended to assess integrity across the Public Service. The scope covers all public servants starting with senior managers before consideration for other salary levels within the current medium term period. .
b) There are various ways to assess integrity:
As mentioned in (a) above, the DPSA is currently working on determining suitable tools from reputable Test Developers that are operating in the market.
The various Psychometric tools being considered include both overt and/or covert assessments to assess an individual’s propensity and attitude towards Integrity. Such instruments are mainly Personality Questionnaires from reputable and verified Psychometric Test Developers.
The type of vetting will ensure that there is consideration of the following, amongst other things:
- The legality of such tests;
- The views of organised labour;
- The need for validation of the adopted instruments for selection purposes, in line with the requirements of the Employment Equity Act, 1998;
- Consideration of cultural and contextual factors that might influence the assessment results.
End
21 September 2023 - NW2753
Faber, Mr WF to ask the Minister of Public Service and Administration
(a) What total amount did (i) her department and (ii) each entity reporting to her pay for printed copies of the integrated annual reports in the (aa) 2020-21, (bb) 2021-22 and (cc) 2022-23 financial years, (b) who were the suppliers in each case and (c) what total number of copies of the report were printed (i) in each case and (ii) in each specified financial year?
Reply:
Details regarding the Layout, Design and Printing of the Annual Reports for the Department of Public Service and Administration (DPSA) are as follows:
(aa) 2020-21:
(a) R152 961.62
(b) Ndabase Printing Solutions
(c) 300 copies
(bb) 2021-22:
(a) R119 800.00
(b) Young Stars Computer Services
(c) 200 copies
(cc) 2022-23:
(a) R43 240.00
(b) Black Icon Designs
(c) 65 copies
13 September 2023 - NW2699
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What total number of public servants in each province were on extended sick leave with full pay in the (a) 2021-22 and (b) 2022-23 financial years; (2) (a) for how long has each of the public servants been on sick leave and (b) on what date is each expected to return to the office; (3) what (a) positions and (b) salary levels do the specified public servants occupy; (4) what total amount did the State spend in paying the public servants in each specified financial year?
Reply:
1. The total number of public servants on extended sick leave was 39 478 in the 2021/2022 financial year and 19 769 in the 2022/2023 financial year. The table below provides for breakdown per Province and financial years:
Extended Sick leave utilised by Public Servants in 2021/2022 and 2022/2023 financial years.
|
Province |
2021/2022 |
2022/2023 |
||||
|
Number of persons |
Median days on extended sick leave |
Median days until return |
Number of persons |
Median days on extended sick leave |
Median days until return |
|
|
Total |
39 478 |
6 |
44 |
19 769 |
15 |
56 |
|
Eastern Cape |
2 514 |
13 |
0 |
1 614 |
26 |
108 |
|
Free State |
2 087 |
5 |
0 |
970 |
15 |
0 |
|
Gauteng |
6 656 |
4 |
0 |
2 464 |
16 |
40 |
|
KwaZulu Natal |
5 708 |
6 |
0 |
2 823 |
16 |
56 |
|
Limpopo |
1 562 |
9 |
0 |
743 |
19 |
126 |
|
Mpumalanga |
727 |
8 |
0 |
369 |
18 |
0 |
|
National |
14 055 |
8 |
44 |
7 843 |
12 |
25 |
|
North West |
1 199 |
7 |
0 |
591 |
14 |
115 |
|
Northern Cape |
1 143 |
8 |
0 |
663 |
20 |
115 |
|
Western Cape |
3 827 |
5 |
0 |
1 689 |
14 |
56 |
(2) (a) Given the provisions of the Protection of Personal Information Act the Department (DPSA) is prohibited from sharing individual details of employees without their consent. The average number of days public servants were on extended sick leave was 16,53 days for the 2021/2022 and 25,23 days for the 2022/2023 financial years.
(b) Only 2 public servants were still on extended sick leave at the end of the 2021/2022 financial year and 115 at the end of the 2022/2023 financial year. The public servants returned within an average of 43,5 days after the end of the 2021/2022 financial year and within an average of 69,97 days after the end of the 2022/2023 financial year.
(3) (a) & (b) The salary levels public servants occupied while on extended sick leave in 2021/2022 and 2022/2023 financial years were as follows:
Extended Sick leave utilised by Public Servants in 2021/2022 and 2022/2023 financial years
by Salary level and Dispensation
|
Salary level |
2021/2022 |
2022/2023 |
||||||
|
MMS* |
OSD* |
Other |
SMS* |
MMS* |
OSD* |
Other |
SMS* |
|
|
Total |
413 |
27125 |
11 729 |
211 |
269 |
13 810 |
5 568 |
122 |
|
01 |
0 |
0 |
3 |
0 |
0 |
0 |
4 |
0 |
|
02 |
0 |
0 |
2 231 |
0 |
0 |
0 |
938 |
0 |
|
03 |
0 |
537 |
1 443 |
0 |
0 |
210 |
657 |
0 |
|
04 |
0 |
696 |
586 |
0 |
0 |
233 |
245 |
0 |
|
05 |
0 |
4018 |
3 694 |
0 |
0 |
1626 |
1 787 |
0 |
|
06 |
0 |
3269 |
1 307 |
0 |
0 |
1673 |
668 |
0 |
|
07 |
0 |
7222 |
1 152 |
0 |
0 |
4167 |
579 |
0 |
|
08 |
0 |
4895 |
768 |
0 |
0 |
2888 |
399 |
0 |
|
09 |
0 |
3620 |
317 |
0 |
0 |
1698 |
154 |
0 |
|
10 |
0 |
1941 |
228 |
0 |
0 |
872 |
137 |
0 |
|
11 |
161 |
450 |
0 |
0 |
84 |
225 |
0 |
0 |
|
12 |
252 |
477 |
0 |
0 |
185 |
218 |
0 |
0 |
|
13 |
0 |
0 |
0 |
146 |
0 |
0 |
0 |
82 |
|
14 |
0 |
0 |
0 |
54 |
0 |
0 |
0 |
34 |
|
15 |
0 |
0 |
0 |
10 |
0 |
0 |
0 |
6 |
|
16 |
0 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
*SMS – Senior Management Service
MMS – Middle Management Service
OSD – Occupation Specific Dispensation
(4) The total amount the Public Service spent on extended sick leave was R2 028 877 538 for the 2021/2022 financial year and R1 853 919 973 for the 2022/2023 financial year.
End
13 September 2023 - NW2782
Gondwe, Dr M to ask the Minister of Public Service and Administration
With reference to the ongoing investigation by the Public Service Commission into the qualifications of approximately 2 000 senior managers, what action will her department take against senior managers without the requisite qualifications for the positions that they currently occupy?
Reply:
The Public Service Commission (PSC) is currently investigating the qualifications of senior managers, the findings and recommendations of which have yet to be officially reported. As such, it would be both early and premature to speculate on potential sanctions against senior managers lacking the requisite qualifications for their current roles. Once the investigation is complete, the findings will dictate the appropriate sanctions. Notably, some senior managers have been serving in their current positions well before the issuance of the 2017 Directive on minimum entry requirements. Their long-term experience could potentially demonstrate the acquisition of sufficient knowledge and skills necessary for their roles.
End
13 September 2023 - NW1829
Gondwe, Dr M to ask the Minister of Public Service and Administration
What (a) is the total number of reported cases of financial misconduct for the 2022-23 financial year, (b) is the (i) breakdown of the implicated departments for each (aa) national and (bb) provincial department and (ii) nature of the financial misconduct involved in each specified case and (c)(i) total amount was lost by the State due to the cases and (ii) amount of the total amount was recovered by the State?
Reply:
The Public Service Commission (PSC) reporting on the overview of Financial Misconduct for the financial year 2022-23 will be made during the 2023/24 financial year, as the data has not yet been audited and consolidated in the Annual Reports of departments. Such would be submitted as soon as the Annual Reports of government departments have been finalized, audited, and tabled to Parliament.
End
31 July 2023 - NW1874
Ngcobo, Mr SL to ask the Minister of Public Service and Administration
Whether her department has put in place regular communication workshops to take the Public Service for training to ensure that they represent the views of the Government and to avoid situations like the one that recently took place in Witbank, Mpumalanga, where a mayor insulted her constituency; if not, why not; if so, what are the relevant details?
Reply:
The National School of Government, under the band, Senior Management and Professional Development has developed the Mastering the Art of Government Communications course. This course is intended to ensure training of officials to ensure that the view of government is represented and to avoid situations such as the one that took place in Witbank, Mpumalanga.
The purpose of the course is to equip communication practitioners and managers in the public sector and State Owned Enterprises with the necessary knowledge, skills, and capability to engender a service-oriented culture and ethos by enhancing the understanding of communication processes in government, promoting the production of useful information about how the departments work, encouraging public sector officials to perform professionally, honestly, considerately, and to implement the policies and programmes of Government to improve service delivery.
This course is intended for communicators who are employed in the public sector and state-owned enterprises of South Africa.
By the end of this course, participants will be able to:
- Demonstrate an understanding of the legal and policy framework governing the work of government communicators.
- Implement communication strategies in a developmental state.
- Implement media ethics and values.
- Understand how to use different communication platforms to promote authentic and
transparent government communication towards building citizens’ trust.
This course is non-credit bearing. The duration of this course is 7 days i.e. 5 days online and contact sessions presented over 2 working days
The National School of Government also offers the e-Learning Ethics in the Public Service course.
The purpose of the course it to help build an ethical culture in the Public Service.
The course is applicable to all public servants.
By the end of this course participants should be able to:
- Reflect on and gain insight into their own values;
- Recognise ethical dilemmas in the work place;
- Apply values, principles and standards contained in Public Service prescripts; and
- Uphold and promote professional ethics in the workplace.
This course is non-credit bearing. Once all course requirements have been met participants will receive a Certificate of Successful Completion
The National School of Government also offers the Know your Constitution online course. This course promotes awareness of the Constitutional provisions in relation to the rights of citizens and obligations and public servants on the provision of public services.
The course is targeted at all officials who are tasked with delivering public servants at all spheres of government.
By the end of this course participants should be able to:
- Explain the intent of the Constitution;
- Appreciate the rights available to all who live in South Africa;
- Describe how government is organised to give effect to human rights;
- Describe and meet the human rights relevant to a job role; and
- Explain how State institutions protect and promote governance and democracy.
The course is available throughout the year and is on a self-enrolment and self-paced delivery mode.
Finally, the National School of Government offers the Public Service Re-Orientation Programme which seeks to remind officials of their constitutional obligations and their mandate as public servants, with the view to build a citizen-centered service ethos, an enthusiasm for public duty and a commitment to improve public service delivery.
Officials who have been in the service for three years or longer are targeted for the course.
By the end of this course participants should be able to:
-Demonstrate an understanding of how global, national and regional events affect service delivery;
- Demonstrate an understanding of the importance of unblocking service delivery challenges;
- Apply developmental values, Constitutional principles and citizen-centered approaches in service delivery;
- Demonstrate an understanding of applicable regulatory frameworks, and
-Commit to work with zeal to implement government priorities
The course is not credit bearing and aims to provide a cost-effective, flexible online learning opportunity to large numbers of public servants to develop knowledge, improve competency and enhance practice in the workplace. Participants receive a Certificate of Successful Completion.
It is intended that the above suite of course offerings will close the gap that currently exists in adequately representing the view of the government.
End
11 July 2023 - NW1705
Krumbock, Mr GR to ask the Minister of Public Service and Administration
Whether she will furnish Mr G R Krumbock with a comprehensive breakdown of the procurement allocation of (a) her department and (b) every entity reporting to her in terms of the percentages allocated to (i) small-, medium- and micro-enterprises, (ii) cooperatives, (iii) township enterprises and (iv) rural enterprises with a view to evaluating the effectiveness of the set-aside policy of the Government in fostering an inclusive and diverse economic landscape (details furnished) in the (aa) 2021-22 financial year and (bb) since 1 April 2023?
Reply:
The Department of Public Service and Administration (DPSA), the Public Service Commission (PSC), and the National School of Government (NSG), each have their own budget vote. The Centre for Public Service Innovation (CPSI) is allocated its funds through transfers from the DPSA.
The Department for Public Service and Administration does not allocate a percentage budget for procurement for (i) Small, Medium and Micro Enterprises, (ii) Cooperatives, (iii) Township Enterprises and (iv) Rural Enterprises as the Department engages with National and Provincial Departments as clientele from a mandate perspective.
The National School of Government responded as follows:
(aa) Procurement in terms of percentages allocated to during 2021-22 financial year:
i) Small, Medium and Micro Enterprises
Total Procurement spent= R94 272 720.02
Procurement spent on SMME = R24 362 398.28
Procurement percentage spent on SMME = 25,84%
(ii) Cooperatives = 0%
(iii) Township enterprises = 0%
(iv) Rural enterprises = 0%
(bb)Procurement in terms of percentages allocated since 1 April 2023:
i) Small, Medium and Micro Enterprises
Total Procurement spent= R4 508 676.54
Procurement spent on SMME = R223 383.38
Procurement percentage spent on SMME = 4.95%
ii) Cooperatives = 0%
iii) Township enterprises = 0%
iv) Rural enterprises = 0%
The Centre for Public Service Innovation (CPSI) does not have any procurement allocation in terms of the percentages allocated to (i) small-, medium- and micro-enterprises, (ii) cooperatives, (iii) township enterprises and (iv) rural enterprises with a view to evaluating the effectiveness of the set-aside policy of the Government in fostering an inclusive and diverse economic landscape (details furnished) in the (aa) 2021-22 financial year and (bb) since 1 April 2023
The Public Service Commission (PSC) is an independent Constitutional body, accountable to the National Assembly. It is therefore not an entity or body reporting to the Minister for Public Service and Administration (MPSA). Its budget was, prior to 2020/21 financial year, appropriated through the MPSA. With effect from 1 April 2020, the PSC’s budget is appropriated through the PSC allocated vote, and not through the MPSA.
The percentages allocated are as follows:
(aa) 2021-2022 financial year:
(i) 170 orders out of 219 orders were issued to small-, medium- and micro-enterprises which constitutes to 77%;
(ii) no orders were issued to cooperatives;
(iii) 15 orders out of the 170 orders issued to small-, medium and micro-enterprises were issued to township enterprises which constitutes to 8.82%; and
(iv) 9 orders out of the 170 orders issued to small-, medium- and micro-enterprises were issued to rural enterprises which constitutes to 5.29%.
(bb) 2023-2024 financial year:
The response for 2023/24 will only be available at the end of 2023/24 financial year.
End
07 July 2023 - NW2514
Khoza, Mr AV to ask the Minister of Public Service and Administration
In light of the practice by big businesses, banks and other corporates of seconding their employees to state departments, including The Presidency, what (a) total number of employees from the specified entities are seconded to the State departments, (b) number of secondments are paid by the (i) respective entities and (ii) State and (c) are the companies getting in return for them to second own employees to the State and even pay them?
Reply:
a) & (b) (i-ii) Regulation 62 of the Public Service Regulations (PSR), 2016 states that a secondment in terms of section 15 (2) or (3) of the Public Service Act, 1994 may only take place if-
(a) The employee or person being seconded has the necessary competency;
(b) The period of secondment does not exceed 12 calendar months, unless due to operational reasons determined otherwise by the Minister for the Public Service and Administration (MPSA); and
(c) An agreement has been concluded between the receiving and seconding department, organ of state, other government or any other body.
The recipient department, organ of state, other government or any other body in terms of section 15 (2) or (3) of the Act shall bear the inclusive costs of secondment, unless the seconding department, organ of state, other government or any other body agree otherwise.
Based on the above, the Department of Public Service and Administration (DPSA) does not have a database of the information as secondments are administered by departments. Departments only approach the DPSA where they require a secondment for a period exceeding 12 calendar months as prescribed in Regulation 62 (1) (b) of the PSR, 2016.
Therefore, this information must be sourced directly from individual departments as the information is not captured on the PERSAL system.
(c) Through the National Treasury’s General Conditions of Contract (GCC) and Supply Chain Management: A Guide for Accounting Officers, guidance is provided to departments on the management of risks and associated conflict of interest from service providers. The relevant Treasury and each accounting officer may be approached to provide detailed information in response to this question.
End
07 July 2023 - NW1636
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What (a) total number of public servants were investigated for corruption, theft and/or fraud in the Public Service during the (i) 2019-20, (ii) 2020-21 and (iii) 2021-22 financial years and (b) is the breakdown of the specified number for each national and provincial department; 2) (a) in what total number of the investigations was consequence management taken and (b) what type of consequence management was taken by each national and provincial department; (3) in instances where consequence management was not taken, what are the reasons that it was not taken; (4) what total amount is involved in each of the investigations into fraud, corruption and theft; (5) what total amount was recovered in the course of each investigation? NW1877E
Reply:
BACKGROUND
Discipline management is a decentralised function. Information pertaining to discipline is captured by departments on the PERSAL System. When this data is accessed by the DPSA, it provides a holistic picture on discipline management in the Public Service. When information is not captured or available (either due to non-existent categories on the PERSAL System, or negligence on the side of a department), this impact the perceived picture.
RESPONSE
What (a) total number of public servants were investigated for corruption, theft and/or fraud in the Public Service during the (i) 2019-20, (ii) 2020-21 and (iii) 2021-22 financial years and (b) is the breakdown of the specified number for each national and provincial department;
|
Number of Public Servants disciplined for Fraud, Theft or Corruption |
|||||
|
National/Provincial Department |
(i)2019/2020 |
(ii)2020/2021 |
(iii)2021/2022 |
(b)Total |
|
|
Total |
1367 |
296 |
225 |
1888 |
|
|
Eastern Cape |
Total |
1 |
0 |
28 |
29 |
|
Roads and Public Works |
0 |
0 |
28 |
28 |
|
|
Transport |
1 |
0 |
0 |
1 |
|
|
Gauteng |
Total |
1 |
0 |
0 |
1 |
|
Infrastructure Development |
1 |
0 |
0 |
1 |
|
|
KwaZulu-Natal |
Total |
42 |
36 |
124 |
202 |
|
Agriculture and Rural Development |
0 |
0 |
1 |
1 |
|
|
Economic Development, Tourism and Environmental Affairs |
0 |
0 |
1 |
1 |
|
|
Education |
1 |
2 |
3 |
6 |
|
|
Health |
31 |
33 |
116 |
180 |
|
|
Human Settlements |
10 |
1 |
3 |
14 |
|
|
Limpopo |
Total |
0 |
1 |
0 |
1 |
|
Education |
0 |
1 |
0 |
1 |
|
|
Mpumalanga |
Total |
0 |
1 |
0 |
1 |
|
Health |
0 |
1 |
0 |
1 |
|
|
National |
Total |
1268 |
252 |
15 |
1535 |
|
Correctional Services |
3 |
33 |
7 |
43 |
|
|
Employment and Labour |
0 |
1 |
0 |
1 |
|
|
Environment, Forestry and Fisheries |
0 |
0 |
1 |
1 |
|
|
Higher Education and Training |
0 |
0 |
1 |
1 |
|
|
Justice and Constitutional Development |
49 |
28 |
6 |
83 |
|
|
Police Service |
1216 |
190 |
0 |
1406 |
|
|
North West |
Total |
0 |
1 |
22 |
23 |
|
Community Safety and Transport Management |
0 |
1 |
12 |
13 |
|
|
Education |
0 |
0 |
10 |
10 |
|
|
Northern Cape |
Total |
1 |
0 |
0 |
1 |
|
Health |
1 |
0 |
0 |
1 |
|
|
Western Cape |
Total |
54 |
5 |
36 |
95 |
|
Education |
34 |
5 |
4 |
43 |
|
|
Health and Wellness |
0 |
0 |
32 |
32 |
|
|
Infrastructure |
20 |
0 |
0 |
20 |
|
|
Data source: PERSAL |
|||||
|
Compiled by the DPSA |
|||||
|
Excluding Defence and State Security Agency |
2) (a) in what total number of the investigations was consequence management taken and (b) what type of consequence management was taken by each national and provincial department;
|
(a)Investigator and Chairperson findings and (b)Sanctions |
|||||||||||
|
Investigator findings |
Chairperson guilty indicator |
Sanction corrective counselling |
Sanction demotion |
Sanction dismissal |
Sanction verbal warning |
Sanction written warning |
Sanction fine |
Sanction suspended for period not exceeding 2 months |
Sanction suspended without pay |
||
|
|
No |
Yess |
Yes |
Yes |
Yes |
Yes |
Yes |
Yes |
Yes |
Yes |
|
|
Total |
1 333 |
280 |
275 |
25 |
2 |
19 |
2 |
15 |
1 |
41 |
100 |
|
Not specified |
788 |
49 |
21 |
0 |
0 |
1 |
1 |
3 |
0 |
8 |
3 |
|
A prima facie case of misconduct in terms of Reg 5 (4) (x) |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
A prima facie case of misconduct in terms of Reg 5 (4)(x) |
0 |
8 |
4 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
A prima facie case of misconduct in terms of Reg 5 (4)(x) Recommended |
0 |
0 |
4 |
0 |
0 |
0 |
0 |
0 |
0 |
4 |
0 |
|
Allegations Substantiated |
0 |
1 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Allegations were serious and warranted formal inquiry |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
|
Case withdrawn |
10 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Charge officer |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Charges of misconduct |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
|
Committed misconduct |
0 |
0 |
1 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
|
Contravene Reg 5(4)(F) and Reg 5(3)(H) |
2 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Departmental steps to be instituted |
0 |
7 |
3 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Disciplinary hearing |
1 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Disciplinary steps must be taken |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
|
Employee fraud the medical certificate for late coming and being under the influence of alcohol |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Employee stole school money in September and October 2022. |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Final written warning |
2 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
For trial |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Formal charges |
0 |
0 |
28 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
28 |
|
Formal Disciplinary Hearing |
0 |
0 |
1 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
|
Found that official submitted fraudulent medical certificates. Matter to be referred to DUI |
0 |
0 |
1 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
|
Fraud |
0 |
0 |
10 |
0 |
0 |
10 |
0 |
0 |
0 |
0 |
0 |
|
Go on trail |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Grounds to charge |
0 |
0 |
2 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
1 |
|
Guilty |
105 |
0 |
31 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
30 |
|
Guilty of misconduct |
0 |
0 |
24 |
0 |
0 |
0 |
0 |
0 |
0 |
24 |
0 |
|
Guilty |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Employee failed to deal with insubordination and also condoned capturing of marks of learners without moderation |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Hearing |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Insufficient evidence |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Insufficient evidence exists to charge official and matter finalised |
8 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Insufficient evidence to charge official and matter regarded as finalised |
4 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Insufficient evidence to charge official and matter regarded as finalised |
8 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Investigation in progress |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Investigation pending. Matter regarded as finalised. Official entered into plea bargaining agreement with the department |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
1 |
0 |
0 |
|
Investigator indicated that the case must be withdrawn against the member because of invalid evidence concerning insult |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Matter is regarded as finalised. Insufficient evidence to charge |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Matter is regarded as finalised. No substance to charge |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Matter is regarded as finalised. Insufficient evidence to formally charge the employee with misconduct |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Matter referred for disciplinary hearing |
0 |
0 |
2 |
0 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
|
Matter referred for departmental hearing |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Matter to be forwarded to a hearing |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Member must be disciplined according to Res 1/2006 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Member to appear for a departmental hearing |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Member to be trailed through expeditious process |
0 |
2 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Members found guilty |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Misconduct founded |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Employee did not follow procedure as in line with logistical administration policy and procedure |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Employee committed a misconduct by displaying activities related to fraud and dishonesty |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
|
Employee committed misconduct by displaying activities related to fraud and dishonesty |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
|
No departmental case against the member |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
No departmental steps must be taken against the member |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
No grounds to charge |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
No grounds to charge or proof that employee stole the items. SAPS also withdrew charges |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
No prima facie case |
28 |
10 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
No prima facie case |
63 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
No prima facie case |
3 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
No steps taken |
50 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Not guilty |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Officer be charged with a misconduct |
0 |
0 |
7 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
OBE discipline |
0 |
0 |
2 |
0 |
0 |
0 |
0 |
2 |
0 |
0 |
0 |
|
Prima facie case of misconduct |
0 |
0 |
2 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Prima facie case |
86 |
38 |
21 |
0 |
0 |
1 |
0 |
10 |
0 |
0 |
0 |
|
Prima facie case |
25 |
49 |
79 |
25 |
0 |
1 |
0 |
0 |
0 |
2 |
27 |
|
Prima facie case |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
0 |
|
Prima facie case of misconduct |
16 |
1 |
4 |
0 |
0 |
0 |
0 |
0 |
0 |
2 |
2 |
|
Prima facie case of serious misconduct. Recommends disciplinary investigation |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
|
Prima facie case |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Prima facie evidence |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Recommendation of disciplinary steps |
0 |
0 |
1 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
|
Recommends departmental steps to be instituted against employee |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
|
Refer for hearing |
0 |
2 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Refer for trial |
0 |
24 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Referred to hearing |
0 |
48 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Referred to hearing |
48 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Steps taken |
0 |
1 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Steps to be taken against the member |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Steps to be taken |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Steps to be taken |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Still pending |
3 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Substance to charge |
0 |
0 |
1 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Sufficient evidence to charge |
1 |
0 |
2 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
1 |
|
The member was found guilty on one charge ito Reg 5(3)(g g) and was given final written warning |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
The charges against the official was withdrawn. The matter is regarded as finalised |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
The Member be charged for contravening Reg 5(4)k and x |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
The official must appear before a formal disciplinary hearing |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
The official must appear before a formal disciplinary hearing |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
The official must be formally charged for the misconduct committed |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
|
Theft incident was circulated in social media and tarnished the image of the department and education |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Prima facie case exist. Expeditious process |
0 |
2 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
There is a prima facie case against the member. Recommend expeditious process |
0 |
2 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
There is no prima facie evidence to charge the employee with misconduct |
28 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
There was enough evidence to charge the employee. |
0 |
0 |
1 |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
|
To be send to the provincial office for hearing |
24 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
To proceed with the disciplinary enquiry |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
To proceed with the disciplinary inquiry |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Trial |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Verbally intimidated some staff. |
0 |
0 |
1 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Withdrawal of charges |
0 |
28 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Withdrawn by IPID |
6 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
|
Data source: PERSAL |
|||||||||||
|
Compiled by the DPSA |
|||||||||||
|
Excluding Defence and State Security Agency |
3. In instances where consequence management was not taken, what are the reasons that it was not taken?
The PERSAL System only makes provision for department to enter records where action was taken and captured by departments.
4. What total amount is involved in each of the investigations into fraud, corruption and theft?
The information at our disposal through the PERSAL System does not reflect the specific amounts involved in the specific areas.
5. What total amount was recovered in the course of each investigation?
The information at our disposal through the PERSAL System does not reflect the amounts involved, however this may be sourced directly from each department.
End
21 June 2023 - NW2007
Motsepe, Ms CCS to ask the Minister of Public Service and Administration
What consequence management steps has he taken against supervisors who gave their favourite subordinates inappropriately high rates for the Performance Management and Development System?
Reply:
The department does not have a record of any favouritism reported in the awarding of performance scores.
- In terms of the department’s Performance Management and Development System for employees on salary levels 2 to 12, the following steps are followed in the Assessment Process:
- 1.1 Self-Assessment;
- 1.2 Supervisory Assessment;
- 1.3 If there is consensus between the supervisor and employee on the rating, the rating becomes a Provisional Assessment Rating (PAR). All employees’ PARs are submitted to the Chief Directorate Assessment Panel for assessment, informed by evidence/motivation, where assessment/moderating is conducted. If there is disagreement that cannot be resolved between the employee and the supervisor on the scores given, the employee and supervisor must each note their reasons on a form. The higher level supervisor may be engaged on the matter, if unsuccessful, this must be submitted to a mutually agreed mediator for mediation. If mediation does not result in a resolution within five days, the written noted are later submitted together with a form to the Chief Directorate Assessment Panel.
- 1.4 The process of assessment moderation:
- Departmental Moderation Committee (DMC), is chaired by the Director-General and comprises of Branch Heads (Deputy Director-Generals) in the department. The DMC ensures that the annual performance assessment is done in a realistic, consistent and fair manner. The DMC further monitors the performance assessment process by obtaining an overall sense of whether norms and standards are being applied consistently and realistically to employees on the same level and validate the assessment overall across the branch for purposes of evaluating ratings, and develop an overall view of the results of the process.
- Branch Validating Committee (BVC), chaired by a Deputy Director-General of a Branch and comprises of Chief Directors within the Branch. The BVC reviews validates quality assured Annual Performance Assessments based on evidence of the Annual Performance Plan, Annual Operational Plan, Performance Agreements and Workplans to recommend revision or approval. The BVC also verifies consistency and fairness in application of ratings across Chief Directorates and validate appropriate scoring/rating.
- Chief Directorate Assessment Panel (CDAP), headed by the relevant Chief Director, and further consisting of the Directors in the environment moderates the ratings of all employees in the relevant Chief Directorate, plays a critical role in assessing/moderating the provisional assessment rating of employees. Each supervisor on salary level 9 and above presents the rating scores allocated to employees in that unit to the CDAP and shall substantiate such scores, especially in cases of below average performance, or in cases where a performance bonus may be granted. If the CDAP does not accept the final rating agreed to between the employee and the supervisor, the supervisor must report back to the employee on the outcome of the CDAP recommendations. The CDAP may request the supervisor to rescore with the employee and revert to another sitting of the CDAP. If there is no change to the original final score that was sent back to the employee and supervisor, the CDAP makes a recommendation. The final recommendation of the CDAP is sent to the Branch Validating Committee to be noted as such by the BVC for final recommendation.
- 1.5 Decision Making: only after a Performance Assessment of an employee on salary level 2 to 12 has been subjected to assessment moderation by the CDAP, BVC and DMC, the outcome of the assessment is processed to the Director-General for approval.
2. Chapter 4 of the SMS Handbook, regulates the Performance Assessment for SMS members (L.13 to 15), the following steps are followed in the Assessment Process:
- 2.1 Self-Assessment;
- 2.2 Supervisory Assessment;
- 2.3 If there is consensus between the supervisor and employee on the rating, the rating becomes an Agreed Rating. All employees’ PARs are submitted to the Departmental Moderation Committee (DMC), informed by evidence/motivation, where assessment/moderating is conducted. If there is disagreement that cannot be resolved between the employee and the supervisor on the scores given, it must be escalated to the mutually agreed Mediator (refer to the Mediator on the Performance Agreement of the employee). If the mediation process fails, the employee and the supervisor shall indicate in writing the nature of the disagreement. They shall sign the performance assessment and forward it to the DMC.
- 2.4 The process of assessment moderation:
- The DMC may change the assessment scores of SMS members and the department’s annual report and Auditor General’s Opinion and Findings are used to corroborate and allocate appropriate scores..
- The DMC, established by the Executive Authority, shall moderate the performance assessment results. The DMC moderates the performance assessment results against the departmental programme performance and during this process, consider the individual SMS member’s contributions towards the achievements of the organisational objectives.
- 2.5 Decision Making:
- The DMC makes recommendations to the Executive Authority on the level of performance of SMS members and the results are implemented after approval by the Executive Authority or his/her delegate
- Only after a Performance Assessment of an employee on salary level 2 to 12 has been subjected to assessment moderation by the DMC, the outcome of the assessment is processed to the Director-General for approval.
- 2.6 In view of the extended moderation processes regulated for Performance Management and Development systems on and below SMS level, it does not leave room for a supervisor to be subjective to the extent of awarding a favourite surbordinate inappropriately high rates during Performance Assessments.
End
09 June 2023 - NW1913
Komane, Ms RN to ask the Minister of Public Service and Administration
(1)In what way does Brand SA’s organisational structure that was last reviewed in 2014 impact on the efficiency of the organisation, since it does not respond to the current mandate of the organisation; (2) whether the organisational structure was part of the motivation used to oppose the merger; if not, what is the position in this regard; if so, what are the relevant details?
Reply:
1. Brand-SA is a crucial entity that is responsible for overseeing the management of South Africa's brand and safeguarding the country's reputation as an appealing investment and tourism destination. The reconfiguration of pre-existing departments and the establishment of new departments to conform with the Ministries was declared by His Excellency, the President on 14 June 2019. As per the President's proclamation, the Government Communication, and Information System (GCIS) and Brand South Africa (Brand SA) have been placed within the purview of the Minister in the Presidency, with the former serving as the overseeing department for the latter.
Brand South Africa is classified as a Schedule 3A public entity and has been duly registered as a trust in accordance with the Trust Property Control Act No. 57 of 1988. The review of the organisational structure of Brand SA therefore, beyond the purview of the MPSA and solely the responsibility Executive Authority of the organisation, which is the Minister in the Presidency. The Minister in the Presidency would be better placed to respond in detail on the considerations that informed the current organisational structure.
2. As a Schedule 3A public entity, Brand South Africa is not legally obligated to seek consultation with the MPSA regarding changes to its organisational structure in accordance with the Public Service Act and the 2016 Directive on changes to the organisational structures by the departments.
End
08 June 2023 - NW1345
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)What (a) total number of recommendations did the Public Service Commission (PSC) make to government departments in the (i) 2019-20, (ii) 2020-21 and (iii) 2021-22 financial years, (b) number of recommendations were made to each (i) national and (ii) provincial department and (c) number of the specified recommendations were implemented by each government department; (2) (a) what number of the PSC recommendations were not implemented by government departments and (b) which government departments did not implement the recommendations?
Reply:
Implementation of Public Service Commission (PSC) Recommendations by Government Departments (2019/20-2021/22)
1. Total number of recommendations issued by the PSC to government departments in the (i) 2019-20, (ii) 2020-21 and (iii) 2021-22 financial years,
|
Province |
2019/20 |
2020/21 |
2021/22 |
Total |
|
Eastern Cape |
8 |
9 |
4 |
21 |
|
Free State |
27 |
23 |
19 |
69 |
|
Gauteng |
109 |
26 |
15 |
150 |
|
KwaZulu-Natal |
85 |
10 |
27 |
122 |
|
Limpopo |
38 |
5 |
122 |
165 |
|
Mpumalanga |
21 |
23 |
0 |
44 |
|
National |
180 |
126 |
67 |
373 |
|
North West |
20 |
64 |
7 |
91 |
|
Northern Cape |
42 |
28 |
14 |
84 |
|
Western Cape |
75 |
23 |
13 |
111 |
|
Total |
605 |
337 |
288 |
1 230 |
2. Total number of the specified recommendations that were implemented by each government department (2019/20-2021/22)
|
Province |
Departments |
Total Recommendations |
Fully implemented |
Partially implemented |
|
Eastern Cape |
Health |
9 |
2 |
1 |
|
Total |
9 |
2 |
1 |
|
|
Free State |
FS Economic Development, Tourism and Environmental Affairs |
14 |
5 |
6 |
|
FS Education |
5 |
4 |
|
|
|
FS Health |
28 |
5 |
|
|
|
FS Police, Roads and Transport |
1 |
|
1 |
|
|
Statistics South Africa |
8 |
1 |
|
|
|
Total |
56 |
15 |
7 |
|
|
Gauteng |
Cooperative Governance |
10 |
2 |
2 |
|
GP Agriculture and Rural Development |
21 |
9 |
5 |
|
|
GP Community Safety |
7 |
4 |
|
|
|
GP Economic Development |
13 |
7 |
2 |
|
|
GP Education |
16 |
12 |
|
|
|
GP Health |
32 |
1 |
28 |
|
|
GP Infrastructure Development |
24 |
|
6 |
|
|
GP Provincial Treasury |
6 |
6 |
|
|
|
GP Sport, Arts, Culture and Recreation |
2 |
2 |
|
|
|
GP Social Development |
6 |
6 |
|
|
|
Total |
137 |
49 |
43 |
|
|
KwaZulu-Natal |
KZN Health |
16 |
4 |
|
|
KZN Agriculture, Environmental Affairs and Rural Development |
6 |
4 |
1 |
|
|
KZN Sports, Arts and Culture |
12 |
1 |
1 |
|
|
KZN Community Safety and Liaison |
8 |
2 |
|
|
|
KZN Co-operative Governance and Traditional Affairs |
9 |
4 |
4 |
|
|
KZN Education |
35 |
7 |
4 |
|
|
KZN Finance |
6 |
5 |
1 |
|
|
KZN Public Works |
7 |
1 |
|
|
|
KZN Transport |
13 |
3 |
1 |
|
|
KZN Economic Development |
2 |
2 |
|
|
|
KZN Social Development |
2 |
1 |
|
|
|
Home Affairs |
6 |
|
|
|
|
Total |
122 |
34 |
12 |
|
|
Limpopo |
Limpopo Education |
1 |
1 |
|
|
Limpopo Health |
7 |
1 |
|
|
|
Total |
8 |
2 |
0 |
|
|
Mpumalanga |
Mpumalanga Education |
18 |
11 |
3 |
|
Mpumalanga Health |
22 |
3 |
|
|
|
Social Development |
4 |
2 |
|
|
|
Total |
44 |
16 |
3 |
|
|
National |
Agriculture, Forestry & Fisheries |
3 |
1 |
|
|
Basic Education |
19 |
3 |
1 |
|
|
Defence |
7 |
1 |
|
|
|
Environmental Affairs |
5 |
2 |
|
|
|
Home Affairs |
26 |
8 |
10 |
|
|
Independent Police Investigative Directorate |
1 |
1 |
|
|
|
International Relations & Cooperation |
5 |
2 |
2 |
|
|
Labour |
13 |
10 |
|
|
|
Performance Monitoring and Evaluation |
15 |
4 |
3 |
|
|
Public Service & Administration |
11 |
4 |
1 |
|
|
Public Works |
33 |
8 |
|
|
|
Rural Development & Land Reform |
29 |
4 |
|
|
|
Trade & Industry |
16 |
5 |
|
|
|
Women, Children & People with Disabilities |
6 |
|
6 |
|
|
Total |
189 |
53 |
23 |
|
|
North West |
NW: Co-Operative Governance, Human Settlement & Traditional Affairs |
16 |
2 |
|
|
NW: Health |
21 |
2 |
|
|
|
NW: Public Works & Roads |
35 |
8 |
1 |
|
|
Total |
72 |
12 |
1 |
|
|
Northern Cape |
NC Co-operative Governance, Human Settlements and Traditional Affairs |
6 |
4 |
2 |
|
NC Education |
21 |
11 |
2 |
|
|
NC Environment and Conservation |
2 |
2 |
|
|
|
NC Health |
26 |
13 |
10 |
|
|
NC Office of the Premier |
7 |
6 |
|
|
|
NC Provincial Treasury |
4 |
2 |
1 |
|
|
NC Roads and Public Works |
5 |
2 |
2 |
|
|
NC Transport, Safety and Liaison |
7 |
4 |
3 |
|
|
Total |
78 |
44 |
20 |
|
|
Western Cape |
WC Agriculture |
1 |
1 |
|
|
WC Community Safety |
2 |
2 |
|
|
|
WC Education |
4 |
4 |
|
|
|
WC Environmental Affairs and |
1 |
1 |
|
|
|
WC Health |
89 |
67 |
1 |
|
|
WC Office of the Premier |
4 |
2 |
|
|
|
WC Social Development |
5 |
2 |
|
|
|
WC Transport and Public Works |
4 |
4 |
|
|
|
Total |
110 |
83 |
1 |
3. Number of PSC recommendations that were not implemented by government departments (2019/20-2021/22)
|
Province |
Departments |
Total Recommendations issued by the PSC |
Not yet implemented |
No feedback received |
|
Eastern Cape |
EC Education |
1 |
|
1 |
|
EC Roads and Public Works |
8 |
5 |
3 |
|
|
Health |
9 |
6 |
|
|
|
Human Settlements |
3 |
|
3 |
|
|
Total |
21 |
11 |
7 |
|
|
Free State |
FS Agriculture |
3 |
1 |
|
|
FS Education |
5 |
1 |
|
|
|
FS Health |
28 |
13 |
|
|
|
Statistics South Africa |
8 |
|
7 |
|
|
Total |
44 |
15 |
7 |
|
|
Gauteng |
Cooperative Governance |
10 |
6 |
|
|
GP Agriculture and Rural Development |
21 |
7 |
|
|
|
GP Community Safety |
7 |
3 |
|
|
|
GP Economic Development |
13 |
4 |
|
|
|
GP Education |
16 |
4 |
|
|
|
GP Health |
32 |
1 |
2 |
|
|
GP Infrastructure Development |
24 |
16 |
2 |
|
|
GP Roads and Transport |
6 |
6 |
|
|
|
Human Settlements |
5 |
5 |
|
|
|
Rural Development & Land Reform |
2 |
|
2 |
|
|
Total |
136 |
52 |
6 |
|
|
KwaZulu-Natal |
KZN Health |
16 |
10 |
2 |
|
KZN Agriculture, Environmental Affairs and Rural Development |
6 |
1 |
|
|
|
KZN Sports, Arts and Culture |
12 |
8 |
2 |
|
|
KZN Community Safety and Liaison |
8 |
5 |
1 |
|
|
KZN Co-operative Governance and Traditional Affairs |
9 |
1 |
|
|
|
KZN Education |
35 |
13 |
10 |
|
|
KZN Public Works |
7 |
5 |
1 |
|
|
KZN Transport |
13 |
6 |
3 |
|
|
KZN Social Development |
2 |
|
1 |
|
|
Home Affairs |
6 |
6 |
|
|
|
Total |
114 |
55 |
20 |
|
|
Limpopo |
Limpopo Agriculture |
4 |
1 |
3 |
|
Limpopo Health |
7 |
4 |
2 |
|
|
Limpopo Office of the Premier |
6 |
2 |
4 |
|
|
Limpopo Public Works |
17 |
6 |
11 |
|
|
Limpopo Roads and Transport |
2 |
2 |
|
|
|
Limpopo Sport, Arts and Culture |
6 |
|
6 |
|
|
Total |
42 |
15 |
26 |
|
|
Mpumalanga |
Mpumalanga Education |
18 |
1 |
3 |
|
Mpumalanga Health |
22 |
17 |
1 |
|
|
Social Development |
4 |
2 |
|
|
|
Total |
44 |
20 |
4 |
|
|
National |
Agriculture, Forestry & Fisheries |
3 |
2 |
|
|
Sports, Arts & Culture |
28 |
|
28 |
|
|
Basic Education |
19 |
3 |
12 |
|
|
Cooperative Governance |
11 |
|
10 |
|
|
Correctional Services |
18 |
8 |
6 |
|
|
Defence |
7 |
|
6 |
|
|
Environmental Affairs |
5 |
3 |
|
|
|
Higher Education & Training |
5 |
|
5 |
|
|
Home Affairs |
26 |
3 |
5 |
|
|
International Relations & Cooperation |
5 |
1 |
|
|
|
Justice & Constitutional Development |
54 |
|
54 |
|
|
Labour |
13 |
1 |
2 |
|
|
Military Veterans |
6 |
|
6 |
|
|
Mineral Resources |
5 |
3 |
2 |
|
|
Performance Monitoring and Evaluation |
15 |
8 |
|
|
|
Public Service & Administration |
11 |
2 |
4 |
|
|
Public Service Commission |
28 |
10 |
18 |
|
|
Public Works |
33 |
10 |
15 |
|
|
Rural Development & Land Reform |
29 |
4 |
21 |
|
|
SA Police Service |
11 |
3 |
8 |
|
|
Tourism |
15 |
12 |
3 |
|
|
Trade & Industry |
16 |
2 |
7 |
|
|
Water Affairs |
3 |
2 |
1 |
|
|
Total |
366 |
77 |
213 |
|
|
North West |
NW: Arts, Culture, Sports & Recreation |
6 |
6 |
|
|
NW: Co-Operative Governance, Human Settlement & Traditional Affairs |
16 |
13 |
|
|
|
NW: Health |
21 |
19 |
|
|
|
NW: Public Works & Roads |
35 |
14 |
|
|
|
NW: Social Development |
13 |
13 |
|
|
|
Total |
91 |
65 |
0 |
|
|
Northern Cape |
Arts & Culture |
6 |
1 |
5 |
|
NC Education |
21 |
6 |
2 |
|
|
NC Health |
26 |
|
3 |
|
|
NC Office of the Premier |
7 |
1 |
|
|
|
NC Provincial Treasury |
4 |
1 |
|
|
|
NC Roads and Public Works |
5 |
1 |
|
|
|
Total |
69 |
10 |
10 |
|
|
Western Cape |
WC Health |
89 |
|
2 |
|
|
Total |
89 |
0 |
2 |
4. Consolidated recommendations issued by the Public Service Commission (PSC) to government departments in the (2019/20-2021/22) financial years, per (i) national and (ii) provincial department.
|
Province |
Departments |
Total Recommendations |
Fully implemented |
Partially implemented |
Not to be implemented |
Not yet implemented |
No feedback received |
|
Eastern Cape |
EC Education |
1 |
|
|
|
|
1 |
|
EC Roads and Public Works |
8 |
|
|
|
5 |
3 |
|
|
Health |
9 |
2 |
1 |
|
6 |
|
|
|
Human Settlements |
3 |
|
|
|
|
3 |
|
|
Total |
21 |
2 |
1 |
0 |
11 |
7 |
|
|
Free State |
FS Agriculture |
3 |
|
|
2 |
1 |
|
|
FS Economic Development, Tourism and Environmental Affairs |
14 |
5 |
6 |
3 |
|
|
|
|
FS Education |
5 |
4 |
|
|
1 |
|
|
|
FS Health |
28 |
5 |
|
10 |
13 |
|
|
|
FS Human Settlements |
6 |
|
|
6 |
|
|
|
|
FS Police, Roads and Transport |
1 |
|
1 |
|
|
|
|
|
FS Sport, Arts, Culture and Recreation |
4 |
|
|
4 |
|
|
|
|
Statistics South Africa |
8 |
1 |
|
|
|
7 |
|
|
Total |
69 |
15 |
7 |
25 |
15 |
7 |
|
|
Gauteng |
Cooperative Governance |
10 |
2 |
2 |
|
6 |
|
|
GP Agriculture and Rural Development |
21 |
9 |
5 |
|
7 |
|
|
|
GP Community Safety |
7 |
4 |
|
|
3 |
|
|
|
GP Economic Development |
13 |
7 |
2 |
|
4 |
|
|
|
GP Education |
16 |
12 |
|
|
4 |
|
|
|
GP Health |
32 |
1 |
28 |
|
1 |
2 |
|
|
GP Infrastructure Development |
24 |
|
6 |
|
16 |
2 |
|
|
GP Provincial Treasury |
6 |
6 |
|
|
|
|
|
|
GP Roads and Transport |
6 |
|
|
|
6 |
|
|
|
GP Sport, Arts, Culture and Recreation |
2 |
2 |
|
|
|
|
|
|
GP Social Development |
6 |
6 |
|
|
|
|
|
|
Human Settlements |
5 |
|
|
|
5 |
|
|
|
Rural Development & Land Reform |
2 |
2 |
|||||
|
Total |
150 |
49 |
43 |
0 |
52 |
6 |
|
|
KwaZulu-Natal |
KZN Health |
16 |
4 |
|
|
10 |
2 |
|
KZN Agriculture, Environmental Affairs and Rural Development |
6 |
4 |
1 |
|
1 |
|
|
|
KZN Arts and Culture |
12 |
1 |
1 |
|
8 |
2 |
|
|
KZN Community Safety and Liaison |
8 |
2 |
|
|
5 |
1 |
|
|
KZN Co-operative Governance and Traditional Affairs |
9 |
4 |
4 |
|
1 |
|
|
|
KZN Education |
35 |
7 |
4 |
1 |
13 |
10 |
|
|
KZN Finance |
6 |
5 |
1 |
|
|
|
|
|
KZN Public Works |
7 |
1 |
|
|
5 |
1 |
|
|
KZN Transport |
13 |
3 |
1 |
|
6 |
3 |
|
|
KZN Economic Development |
2 |
2 |
|
|
|
|
|
|
KZN Social Development |
2 |
1 |
|
|
|
1 |
|
|
Home Affairs |
6 |
|
|
|
6 |
|
|
|
Total |
122 |
34 |
12 |
1 |
55 |
20 |
|
|
Limpopo |
Limpopo Agriculture |
4 |
|
|
|
1 |
3 |
|
Limpopo Education |
1 |
1 |
|
|
|
|
|
|
Limpopo Health |
7 |
1 |
|
|
4 |
2 |
|
|
Limpopo Office of the Premier |
6 |
|
|
|
2 |
4 |
|
|
Limpopo Public Works |
17 |
|
|
|
6 |
11 |
|
|
Limpopo Roads and Transport |
2 |
|
|
|
2 |
|
|
|
Limpopo Sport, Arts and Culture |
6 |
|
|
|
|
6 |
|
|
Total |
43 |
2 |
0 |
0 |
15 |
26 |
|
|
Mpumalanga |
Mpumalanga Education |
18 |
11 |
3 |
|
1 |
3 |
|
Mpumalanga Health |
22 |
3 |
|
1 |
17 |
1 |
|
|
Social Development |
4 |
2 |
|
|
2 |
|
|
|
Total |
44 |
16 |
3 |
1 |
20 |
4 |
|
|
National |
Agriculture, Forestry & Fisheries |
3 |
1 |
|
|
2 |
|
|
Sports, Arts & Culture |
28 |
|
|
|
|
28 |
|
|
Basic Education |
19 |
3 |
1 |
|
3 |
12 |
|
|
Cooperative Governance |
11 |
|
|
1 |
|
10 |
|
|
Correctional Services |
18 |
|
|
4 |
8 |
6 |
|
|
Defence |
7 |
1 |
|
|
|
6 |
|
|
Environmental Affairs |
5 |
2 |
|
|
3 |
|
|
|
Higher Education & Training |
5 |
|
|
|
|
5 |
|
|
Home Affairs |
26 |
8 |
10 |
|
3 |
5 |
|
|
Independent Police Investigative Directorate |
1 |
1 |
|
|
|
|
|
|
International Relations & Cooperation |
5 |
2 |
2 |
|
1 |
|
|
|
Justice & Constitutional Development |
54 |
|
|
|
|
54 |
|
|
Labour |
13 |
10 |
|
|
1 |
2 |
|
|
Military Veterans |
6 |
|
|
|
|
6 |
|
|
Mineral Resources |
5 |
|
|
|
3 |
2 |
|
|
Performance Monitoring and Evaluation |
15 |
4 |
3 |
|
8 |
|
|
|
Public Service & Administration |
11 |
4 |
1 |
|
2 |
4 |
|
|
Public Service Commission |
28 |
|
|
|
10 |
18 |
|
|
Public Works |
33 |
8 |
|
|
10 |
15 |
|
|
Rural Development & Land Reform |
29 |
4 |
|
|
4 |
21 |
|
|
SA Police Service |
11 |
|
|
|
3 |
8 |
|
|
Tourism |
15 |
|
|
|
12 |
3 |
|
|
Trade & Industry |
16 |
5 |
|
2 |
2 |
7 |
|
|
Water Affairs |
3 |
|
|
|
2 |
1 |
|
|
Women, Children & People with Disabilities |
6 |
|
6 |
|
|
|
|
|
Total |
373 |
53 |
23 |
7 |
77 |
213 |
|
|
North West |
NW: Arts, Culture, Sports & Recreation |
6 |
|
|
|
6 |
|
|
NW: Co-Operative Governance, Human Settlement & Traditional Affairs |
16 |
2 |
|
1 |
13 |
|
|
|
NW: Health |
21 |
2 |
|
|
19 |
|
|
|
NW: Public Works & Roads |
35 |
8 |
1 |
12 |
14 |
|
|
|
NW: Social Development |
13 |
|
|
|
13 |
|
|
|
Total |
91 |
12 |
1 |
13 |
65 |
0 |
|
|
Northern Cape |
Arts & Culture |
6 |
|
|
|
1 |
5 |
|
NC Co-operative Governance, Human Settlements and Traditional Affairs |
6 |
4 |
2 |
|
|
|
|
|
NC Education |
21 |
11 |
2 |
|
6 |
2 |
|
|
NC Environment and Conservation |
2 |
2 |
|
|
|
|
|
|
NC Health |
26 |
13 |
10 |
|
|
3 |
|
|
NC Office of the Premier |
7 |
6 |
|
|
1 |
|
|
|
NC Provincial Treasury |
4 |
2 |
1 |
|
1 |
|
|
|
NC Roads and Public Works |
5 |
2 |
2 |
|
1 |
|
|
|
NC Transport, Safety and Liaison |
7 |
4 |
3 |
|
|
|
|
|
Total |
84 |
44 |
20 |
0 |
10 |
10 |
|
|
Western Cape |
WC Agriculture |
1 |
1 |
|
|
|
|
|
WC Community Safety |
2 |
2 |
|
|
|
|
|
|
WC Economic Development and Tourism |
1 |
|
|
1 |
|
|
|
|
WC Education |
4 |
4 |
|
|
|
|
|
|
WC Environmental Affairs and |
1 |
1 |
|
|
|
|
|
|
WC Health |
89 |
67 |
1 |
19 |
|
2 |
|
|
WC Office of the Premier |
4 |
2 |
|
2 |
|
|
|
|
WC Social Development |
5 |
2 |
|
3 |
|
|
|
|
WC Transport and Public Works |
4 |
4 |
|
|
|
|
|
|
Total |
111 |
83 |
1 |
25 |
0 |
2 |
End
26 May 2023 - NW1349
Gondwe, Dr M to ask the Minister of Public Service and Administration
What (a) total number of senior managers within the Public Service have no qualifications for the positions that they currently occupy as at 1 March 2023 and (b) is the breakdown of the figure for each (i) national and (ii) provincial government department?
Reply:
a) In terms of information taken from PERSAL, as of 1 March 2023, there were 1874 senior managers within the Public Service who have no qualifications for the positions that they currently occupy.
The 2016 Directive on Minimum Requirements for Appointment of SMS members, provided for minimum requirements as followed:
- Director and Chief Director level : Undergraduate qualification on NQF Level 7
- Deputy Director General and HOD : Undergraduate qualification and a post graduate qualification on NQF Level 8
Senior managers who are considered to have no qualification for the position they occupy are officials in positions who either does not poses the minimum NQF level qualification or qualifications have not been captured on PERSAL by the department that they work in.
b) The breakdown is provided in the table below for (i) national and (ii) provincial governments and highlights the appointments made before the 2016 Directive came into effect and those that were made after August 2016 when the Directive was already in place. It should be noted that engagements are continuing with departments to ensure that all qualification details are updated on PERSAL especially for senior managers appointed after August 2016. The DPSA is intervening to investigate appointments made after 2016 and information obtained indicates that some departments are not updating their information on PERSAL, even when senior managers are in compliance with minimum requirements.
(i) At national level, 634 senior managers were appointed before 2016 and 211 appointed after August 2016.
(ii) At the provincial level 738 senior managers were appointed before 2016 and 291 after August 2016.
|
National Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Agriculture, Land Reform and Rural Development |
25 |
6 |
31 |
|
Basic Education |
3 |
4 |
7 |
|
Civilian Secretariat for the Police Service |
2 |
0 |
2 |
|
Communications and Digital Technologies |
7 |
0 |
7 |
|
Cooperative Governance |
23 |
8 |
31 |
|
Correctional Services |
35 |
14 |
49 |
|
Employment and Labour |
32 |
12 |
44 |
|
Environment, Forestry and Fisheries |
17 |
7 |
24 |
|
Government Communication and Information System |
4 |
0 |
4 |
|
Health |
30 |
9 |
39 |
|
Higher Education and Training |
26 |
22 |
48 |
|
Home Affairs |
20 |
5 |
25 |
|
Human Settlements |
23 |
5 |
28 |
|
Independent Police Investigative Directorate |
4 |
1 |
5 |
|
International Relations and Cooperation |
21 |
12 |
33 |
|
Justice and Constitutional Development |
9 |
6 |
15 |
|
Military Veterans |
2 |
0 |
2 |
|
Mineral Resources and Energy |
19 |
7 |
26 |
|
National School of Government |
0 |
0 |
0 |
|
National Treasury |
49 |
15 |
64 |
|
National Prosecuting Authority |
61 |
0 |
61 |
|
Office of the Chief Justice |
5 |
2 |
7 |
|
Office of the Public Service Commission |
2 |
1 |
3 |
|
Planning, Monitoring and Evaluation |
8 |
2 |
10 |
|
Police |
3 |
1 |
4 |
|
Public Enterprises |
9 |
4 |
13 |
|
Public Service and Administration |
5 |
2 |
7 |
|
Public Works and Infrastructure |
37 |
12 |
49 |
|
Science and Innovation |
11 |
0 |
11 |
|
Small Business Development |
4 |
0 |
4 |
|
Social Development |
5 |
0 |
5 |
|
Sport, Arts and Culture |
9 |
3 |
12 |
|
Statistics South Africa |
13 |
3 |
16 |
|
The Presidency |
10 |
3 |
13 |
|
Tourism |
9 |
0 |
9 |
|
Trade, Industry and Competition |
11 |
0 |
11 |
|
Traditional Affairs |
6 |
1 |
7 |
|
Transport |
16 |
6 |
22 |
|
Water and Sanitation |
17 |
25 |
42 |
|
Women, Youth and Persons with Disabilities |
2 |
1 |
3 |
|
Total |
634 |
211 |
845 |
ii. provincial government breakdown
|
Eastern Cape |
Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Community Safety |
0 |
1 |
1 |
|
|
Cooperative Governance and Traditional Affairs |
7 |
2 |
9 |
|
|
Economic Development, Environmental Affairs and Tourism |
11 |
1 |
12 |
|
|
Education |
11 |
7 |
18 |
|
|
Health |
31 |
7 |
38 |
|
|
Human Settlements |
10 |
2 |
12 |
|
|
Office of the Premier |
3 |
0 |
3 |
|
|
Provincial Treasury |
0 |
2 |
2 |
|
|
Public works and Infrastructure |
2 |
1 |
3 |
|
|
Rural Development and Agrarian Reform |
10 |
2 |
12 |
|
|
Social Development |
7 |
5 |
12 |
|
|
Sport, Recreation, Arts and Culture |
6 |
2 |
8 |
|
|
Transport |
4 |
3 |
7 |
|
|
|
Total |
102 |
35 |
137 |
|
Free state |
Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Agriculture |
11 |
1 |
12 |
|
|
Co-operative Governance and Traditional Affairs |
5 |
0 |
5 |
|
|
Economic Dev, Tourism and Environmental Affair |
0 |
1 |
1 |
|
|
Education |
8 |
2 |
10 |
|
|
Health |
10 |
5 |
15 |
|
|
Human Settlements |
2 |
2 |
4 |
|
|
Office of the Premier |
4 |
3 |
7 |
|
|
Police, Roads and Transport |
4 |
2 |
6 |
|
|
Provincial Treasury |
1 |
0 |
1 |
|
|
Public Works |
1 |
1 |
2 |
|
|
Social Development |
2 |
0 |
2 |
|
|
Sport, Arts, Culture and Recreation |
3 |
0 |
3 |
|
|
|
Total |
51 |
17 |
68 |
|
Gauteng |
Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Agriculture and Rural Development |
13 |
7 |
20 |
|
|
Co-operative Governance and Traditional Affairs |
10 |
2 |
12 |
|
|
Community Safety |
4 |
8 |
12 |
|
|
E-Government |
7 |
6 |
13 |
|
|
Economic Development |
8 |
5 |
13 |
|
|
Education |
24 |
8 |
32 |
|
|
Health |
29 |
15 |
44 |
|
|
Human Settlements |
11 |
6 |
17 |
|
|
Infrastructure Development |
7 |
4 |
11 |
|
|
Office of the Premier |
23 |
5 |
28 |
|
|
Provincial Treasury |
19 |
11 |
30 |
|
|
Roads and Transport |
15 |
3 |
18 |
|
|
Social Development |
0 |
4 |
4 |
|
|
Sports, Arts, Culture and Recreation |
9 |
1 |
10 |
|
|
|
Total |
179 |
85 |
264 |
|
KwaZulu Natal |
Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Agriculture and Rural Development |
2 |
0 |
2 |
|
|
Arts and Culture |
5 |
0 |
5 |
|
|
Co-operative Governance and Traditional Affairs |
1 |
5 |
6 |
|
|
Community Safety and Liaison |
4 |
1 |
5 |
|
|
Economic Development, Tourism and Environmental Affairs |
8 |
8 |
16 |
|
|
Education |
20 |
6 |
26 |
|
|
Finance |
12 |
4 |
16 |
|
|
Health |
8 |
4 |
12 |
|
|
Human Settlements |
2 |
2 |
4 |
|
|
Office of the Premier |
9 |
4 |
13 |
|
|
Public Works |
3 |
1 |
4 |
|
|
Social Development |
6 |
5 |
11 |
|
|
Sports, Arts and Recreation |
0 |
0 |
0 |
|
|
Transport |
17 |
2 |
19 |
|
|
|
Total |
97 |
42 |
139 |
|
Limpopo |
Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Agriculture and Rural Development |
4 |
0 |
4 |
|
|
Co-operative Governance, Human Settlements and Traditional Affairs |
14 |
3 |
17 |
|
|
Economic Development, Environment and Tourism |
6 |
3 |
9 |
|
|
Education |
13 |
5 |
18 |
|
|
Health |
27 |
7 |
34 |
|
|
Office of the Premier |
3 |
0 |
3 |
|
|
Provincial Treasury |
1 |
1 |
2 |
|
|
Public Works, Roads and Infrastructure |
11 |
2 |
13 |
|
|
Social Development |
4 |
1 |
5 |
|
|
Sports, Arts and Culture |
2 |
0 |
2 |
|
|
Transport and Community Safety |
11 |
1 |
12 |
|
|
|
Total |
96 |
23 |
119 |
|
Mpumalanga |
Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Agriculture, Rural Development, Land and Environmental Affairs |
5 |
2 |
7 |
|
|
Co-operative Governance and Traditional Affairs |
3 |
2 |
5 |
|
|
Community Safety, Security and Liaison |
3 |
1 |
4 |
|
|
Culture, Sport and Recreation |
1 |
0 |
1 |
|
|
Economic Development and Tourism |
4 |
3 |
7 |
|
|
Education |
10 |
0 |
10 |
|
|
Health |
14 |
12 |
26 |
|
|
Human Settlements |
3 |
11 |
14 |
|
|
Office of the Premier |
9 |
1 |
10 |
|
|
Provincial Treasury |
6 |
1 |
7 |
|
|
Public Works, Roads and Transport |
8 |
5 |
13 |
|
|
Social Development |
8 |
0 |
8 |
|
|
|
Total |
74 |
38 |
112 |
|
North West |
Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Agriculture and Rural Development |
6 |
6 |
12 |
|
|
Arts, Culture, Sports and Recreation |
3 |
0 |
3 |
|
|
Community Safety and Transport Management |
2 |
3 |
5 |
|
|
Cooperative Governance and Traditional Affairs |
5 |
1 |
6 |
|
|
Economic Development, Environment, Conservation and Tourism |
2 |
1 |
3 |
|
|
Education |
3 |
5 |
8 |
|
|
Health |
3 |
2 |
5 |
|
|
Human Settlements |
2 |
0 |
2 |
|
|
Office of the Premier |
7 |
3 |
10 |
|
|
Provincial Treasury |
15 |
5 |
20 |
|
|
Public Works and Roads |
11 |
6 |
17 |
|
|
Social Development |
6 |
2 |
8 |
|
|
|
Total |
65 |
34 |
99 |
|
Northern Cape |
Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Agriculture, Environmental Affairs, Rural Development and Land Affairs |
3 |
0 |
3 |
|
|
Co-operative Governance, Human Settlements and Traditional Affairs |
3 |
0 |
3 |
|
|
Economic Development and Tourism |
3 |
0 |
3 |
|
|
Education |
8 |
2 |
10 |
|
|
Environment and Nature Conservation |
0 |
0 |
0 |
|
|
Health |
3 |
4 |
7 |
|
|
Office of the Premier |
4 |
1 |
5 |
|
|
Provincial Treasury |
2 |
0 |
2 |
|
|
Roads and Public Works |
6 |
1 |
7 |
|
|
Social Development |
2 |
0 |
2 |
|
|
Sport, Arts and Culture |
4 |
1 |
5 |
|
|
Transport, Safety and Liaison |
1 |
1 |
2 |
|
|
|
Total |
39 |
10 |
49 |
|
Western Cape |
Departments |
Before 1 August 2016 |
From 1 August 2016 |
As on 31 March 2023 |
|
Agriculture |
0 |
0 |
0 |
|
|
Community Safety |
0 |
0 |
0 |
|
|
Cultural Affairs and Sport |
0 |
0 |
0 |
|
|
Economic Development and Tourism |
2 |
1 |
3 |
|
|
Education |
0 |
0 |
0 |
|
|
Environmental Affairs and Development Planning |
1 |
0 |
1 |
|
|
Health |
7 |
3 |
10 |
|
|
Human Settlements |
3 |
0 |
3 |
|
|
Local Government |
2 |
1 |
3 |
|
|
Provincial Treasury |
1 |
0 |
1 |
|
|
Social Development |
3 |
0 |
3 |
|
|
The Premier |
11 |
1 |
12 |
|
|
Transport and Public Works |
5 |
1 |
6 |
|
|
|
Total |
35 |
7 |
42 |
Total for National and Provincial
|
National/Provincial department |
|
|
|
|
||
|
Total |
||
|
|
Eastern Cape |
137 |
|
|
Free State |
68 |
|
|
Gauteng |
264 |
|
|
Kwa Zulu Natal |
139 |
|
|
Limpopo |
119 |
|
|
Mpumalanga |
112 |
|
|
National |
845 |
|
|
North West |
99 |
|
|
Northern Cape |
49 |
|
|
Western Cape |
42 |
|
|
Total |
1874 |
End
26 May 2023 - NW1637
Gondwe, Dr M to ask the Minister of Public Service and Administration
(1)With reference to her reply to question 920 on 14 April 2023, regarding the 166 365 funded vacant posts in national and provincial departments, (a) in which national and provincial departments are the specified vacant funded posts found and (b) to which positions do the vacancies relate; (2) (a) for what period has each of the posts been vacant and (b) what are the specific reasons for the posts being vacant?
Reply:
(1) (a) The breakdown of the vacant posts in national and provincial departments is provided in Annexure A.
(b) The vacancies are reported in Annexure B in terms of the broad occupational post classification.
(2) (a) Posts are vacant in the public service for a median period of 14 months. A breakdown per department is provided in Annexure C.
(b) The individual departments will be best placed to give the specific reasons why each of the posts has been vacant. However, departments in the past have reported that causes and challenges hindering the filling of vacancies include among others budget constraints, reprioritisation of funds, competition with the private sector as well as internal and external administrative challenges. In addition to the processing of amendments to the Public Service Act and the Public Service Regulations, 2016, the Department of Public Service and Administration provides technical assistants to departments on measures to address the challenges that are listed above.
End
25 May 2023 - NW1435
Cebekhulu, Inkosi RN to ask the Minister of Public Service and Administration
Whether her department has any plans to ensure Artificial Intelligence transformation in the Public Service; if not, why not; if so, what are the full, relevant details?
Reply:
The Department of Public Service and Administration (DPSA) has developed the Digital Government Policy Framework and the Public Service Digital Transformation Strategy as part of initiatives to guide the public service in embracing the use of Artificial Intelligence in planning and service delivery. Government considers, AI “as a set of computer science techniques that enable systems to perform tasks normally requiring human intelligence, such as visual perception, speech recognition, decision making, and language translation”.
The following are already being implemented to ensure that the transformative nature of AI is fully harnessed:
- The department is leading research into the Future of Work and the required skills in partnership with the Public Service Education and Training Authority (PSETA), WITS and TUT;
- A skills audit is being rolled out using the Public Service Skills Audit Methodology to identify the current skills, qualifications and competencies that are already available within the state;
- Full rollout of the GovChat platform, which is a chatbot-based solution that enables citizens to access government services and information via popular social media platforms. The GovChat platform proved very efficient during the lockdown period as government responded to the COVID-19 pandemic where it made it easier for citizens to interact with the government and access services;
- Taking advantage of partnerships with the Private Sector to deliver services digitally;
- Making use of digital booking system to manage long ques and speed service delivery for popular services such renewal of vehicle and driver licenses (Department of Transport), IDs and passports (Department of Home Affairs), registration of learners in schools (Education) and delivery of chronic medication (Department of Health);
- Continued innovation at the South African Revenue Service showcasing how technology can be used to improve organisational performance, leading to citizen satisfaction;
- Use of WhatsApp, USSD, and email platforms to process 14 million Social Relief of Distress (SRD) Grant applications, and successfully granting six million qualifying applicants in a short space of time by the South African Social Security Agency (SASSA)
- The Department of Communications and Digital Technologies’ partnership with several universities to establish AI institutes to promote skills development and innovation; And
- The promotion of AI linked softwares and workspaces for office productivity and functionality.
The Department is alive to the possibilities that AI will have in revolutionising industries as diverse as health care, education, law, criminal justice, journalism, aerospace, and manufacturing, with the potential to profoundly affect how people live, work, and play. However, it also acknowledges the existence of significant obstacles that require attention, including ethical considerations in AI usage, tackling the issue of data scarcity, ensuring universal access to AI benefits, and addressing the digital divide, among other challenges.
To fully capitalize on the potential of AI, it is crucial for all participants in the ecosystem to play their respective roles. These include:
- Government: Policy makers must adopt a long-term perspective and act as coordinators and regulators of the ecosystem to ensure that its benefits are accessible to all.
- Academia: Academia drives state-of-the-art research, serves as a breeding ground for tomorrow's high-growth AI start-ups, and must collaborate with industry to continuously retrain the workforce.
- International AI community: Collaboration with the international AI community is vital for South Africa's development in AI, as it will enable the country to compete on a global level.
- Industry: Industry is responsible for providing broadband connectivity, funding, expanding the use of AI technologies, and retraining the workforce for an AI-enabled future.
- Civil society: Civil society is responsible for extending the advantages of AI to underserved communities and serves as an alarm system for regulating AI risks in the future."
The National School of Government (NSG) continues to host Masterclasses to create awareness on the use of artificial intelligence in the public service.
The DPSA, in partnership with the Centre for Public Service Innovation (CPSI), the Wits School of Governance, the DCDT and international partners including the Danish Agency of Digitisation, the OECD and the United Nations University is compiling global best practices to strengthen streamlining of open digital governance and transformation. Denmark is the highest-ranking country on the eGovernment Survey and according to the 2022 UN eGovernment Survey, South Africa is ranked the highest on the Continent on digitisation and digital transformation and this approach will assist the country to retain the top spot.
The CPSI is also investing in supporting innovators within and outside of government who contribute to the digitisation and digital transformation of the Public Sector including through “hackathons” and piloting projects such as Guardian Health which uses AI in improving diagnostics in Health. Top of FormThe approach to the adoption of AI is rooted in the professionalisation and wage bill management imperative for meeting the needs and expectations of society through improving the efficiency and effectiveness of office work by automating routine tasks, improving collaboration, and providing intelligent insights and recommendations.
The department acknowledges the numerous advantages that can be attained by integrating AI into various sectors and the abovementioned approach showcases how these and the challenges are being comprehensively responded to.
Bottom of FormEnd
25 May 2023 - NW1755
Komane, Ms RN to ask the Minister of Public Service and Administration
What (a) intervention has she made in the past three financial years to ensure that service providers are paid within 30 days by her department and (b) measures have been taken to bring to book those responsible for non-payment?
Reply:
(a) What intervention has the Minister made in the past three financial years to ensure that service providers are paid within 30 days by her department?
The Department of Public Service and Administration has designed and implemented financial controls for the efficient administering and processing of invoices and payments as follows:
- Establishing a central invoice for active tracking of invoices;
- Proper management of the authorisation of invoices received; and
- Implementation of an internal 30day payment circular on the timelines to be adhered to with regard to invoice processing.
(b) What measures have been taken to bring to book those responsible for non-payment?
Over the past three years all payments to suppliers were made within 30 days, which serves as testimony that the abovementioned measures are effective. This has resulted in no corrective measures needed to be taken.
End
22 May 2023 - NW1516
Gondwe, Dr M to ask the Minister of Public Service and Administration
What (a) total number of public servants faced disciplinary action for fraud and serious misconduct in the (i) 2019-20, (ii) 2020-21 and (iii) 2021-22 financial years and (b) is the (i) breakdown of the figure for each government department and (ii) description of the nature of fraud and/or serious misconduct?
Reply:
(a). According to information captured on PERSAL:
- The total number of public servants who faced disciplinary action for fraud and serious conduct in the 2019-2020 financial year is 44
- The total number of public servants who faced disciplinary action for fraud and serious conduct in the 2020-2021 financial year is 28
- The total number of public servants who faced disciplinary action for fraud and serious conduct in the 2021-2022 financial year is 31
(b) See table underneath for (i) the breakdown of the figure for each government department and (ii) a description of the nature of fraud and/or serious conduct.
|
Number of Public Servants disciplined for Fraud and Misconduct |
||||||
|
2019/ 2020 |
2020/ 2021 |
2021/ 2022 |
Total |
|||
|
Total |
(i) National/ Provincial departments |
(ii) Description |
44 |
28 |
31 |
103 |
|
KwaZulu-Natal |
Agriculture and Rural Development |
Fraudulent medical certificate |
0 |
0 |
1 |
1 |
|
Economic Development, Tourism and Environmental Affairs |
Misrepresentation fraud & dishonest absenteeism |
0 |
0 |
1 |
1 |
|
|
Education |
Fraud in the internship intake |
0 |
0 |
1 |
1 |
|
|
Fraud regarding learners reports of grade 5 social science |
0 |
1 |
0 |
1 |
||
|
Allegation that educator committed fraud by accepting cooked marks |
1 |
0 |
0 |
1 |
||
|
Allegation that official committed fraud with regard to English trail examination paper |
0 |
0 |
1 |
1 |
||
|
Failed to secure the school cheque book resulting in fraudulent withdrawals |
1 |
0 |
0 |
1 |
||
|
Educator alleged to have underpaid educator assistants and general school assistants and other fraudulent activities. |
0 |
0 |
1 |
1 |
||
|
Submitting a fraudulent document |
0 |
1 |
0 |
1 |
||
|
Health |
Absent without reporting, fraudulently claiming nightshift allowance and submitted false statement |
0 |
1 |
0 |
1 |
|
|
Fraudulently obtained/falsified and presented a sick note and contravened the code of conduct |
0 |
0 |
1 |
1 |
||
|
Fraudulently obtained/falsified and presented a sick note with the intention and contravened the code of conduct |
0 |
0 |
1 |
1 |
||
|
Fraudulent medical certificate, under the influence, intoxication and late coming |
0 |
0 |
1 |
1 |
||
|
Officer committed alleged fraud and corruption, misconduct |
0 |
0 |
1 |
1 |
||
|
Exposed kids to Covid-19 in hospital and ordered more food on daily basis for kids which exceeded the number of kids in the crèche |
1 |
0 |
0 |
1 |
||
|
Stealing and committed fraud |
1 |
0 |
0 |
1 |
||
|
Tender fraud |
1 |
0 |
0 |
1 |
||
|
Human Settlements |
Intentionally submitted a fraudulent offer of employ |
0 |
1 |
0 |
1 |
|
|
Mpumalanga |
Health |
Fraudulently misuse petrol for own benefit |
0 |
1 |
0 |
1 |
|
National |
Correctional Services |
Theft or bribery, fraud, corruption or any combination |
0 |
0 |
1 |
1 |
|
Breaching security, theft, bribery, fraud and corruption |
0 |
0 |
1 |
1 |
||
|
Submission of fraudulent medical certificates |
0 |
0 |
1 |
1 |
||
|
Official submitted fraudulent medical certificates |
0 |
0 |
1 |
1 |
||
|
Official submitted fraudulent medical certificates for sick leave |
0 |
0 |
1 |
1 |
||
|
Employment and Labour |
Fraud, violating SOP, contravening Code of Conduct |
0 |
1 |
0 |
1 |
|
|
Environment, Forestry and Fisheries |
Official is alleged to have committed fraud when procuring stationery and printer cartridges |
0 |
0 |
1 |
1 |
|
|
Higher Education and Training |
Dishonesty/ negligence/ fraud,, unauthorised loading of an employee on the payroll |
0 |
0 |
1 |
1 |
|
|
Justice and Constitutional Development |
Corruption fraud and bringing the name of the department into disrepute |
0 |
0 |
1 |
1 |
|
|
Fraud |
2 |
0 |
0 |
2 |
||
|
Fraud and corruption |
0 |
0 |
1 |
1 |
||
|
Fraudulent medical certificate, gross dishonesty |
0 |
0 |
1 |
1 |
||
|
Fraudulent S&T claim |
0 |
0 |
1 |
1 |
||
|
Fraudulently received small claims monies |
0 |
0 |
1 |
1 |
||
|
Police |
Allegedly committed fraud by applying for a SAPS e-mail address for a civilian |
1 |
0 |
0 |
1 |
|
|
Submitted a fraudulently obtained sick certificate |
1 |
0 |
0 |
1 |
||
|
Arrested on a charge of fraud, employee left his/her post without permission |
0 |
1 |
0 |
1 |
||
|
Fraud complaint against SAPS official |
1 |
0 |
0 |
1 |
||
|
Allegation that SAPS member received a bribe to return a vehicle taken by the Hawks. The vehicle was not returned. |
0 |
1 |
0 |
1 |
||
|
Complaint that suspect fraudulently changed the licence of a vehicle into his name without his consent |
1 |
0 |
0 |
1 |
||
|
Corruption, fraud, using state vehicle without consent (misusing state vehicle) |
1 |
0 |
0 |
1 |
||
|
Fraud, fraudulent entries in SAPS 132(b) log sheet - used state vehicle without consent |
1 |
0 |
0 |
1 |
||
|
Fraud |
5 |
1 |
0 |
6 |
||
|
Fraud, sold items to a supplier without the necessary authority. The money was paid directly into the officers private account |
0 |
1 |
0 |
1 |
||
|
Fraud, member pretended to be the rightful owner of a house which he rented out |
0 |
1 |
0 |
1 |
||
|
Fraud, altered medical certificate |
1 |
0 |
0 |
1 |
||
|
Fraud case |
1 |
0 |
0 |
1 |
||
|
Fraud, altered medical certificate |
0 |
1 |
0 |
1 |
||
|
Fraud, falsified medical certificate |
0 |
1 |
0 |
1 |
||
|
Fraud, falsifying official documentation |
0 |
2 |
0 |
2 |
||
|
Fraud, forged signature |
1 |
0 |
0 |
1 |
||
|
Fraud, fraudulent sick certificate |
1 |
0 |
0 |
1 |
||
|
Fraud, members travelling overseas booked off sick / took family responsibility leave |
1 |
0 |
0 |
1 |
||
|
Fraud, members travelling overseas booked off sick / took family responsibility leave |
1 |
0 |
0 |
1 |
||
|
Fraud, purchased braai packs on police account for a station lecture |
1 |
0 |
0 |
1 |
||
|
Fraudulent sick certificate submitted |
0 |
1 |
0 |
1 |
||
|
Inciting employees to submit fraudulent applications to access housing allowance |
1 |
0 |
0 |
1 |
||
|
Member submitted a fraudulent insurance claim |
0 |
1 |
0 |
1 |
||
|
Fraud, allegedly used state vehicle without permission |
1 |
0 |
0 |
1 |
||
|
Member fraudulently changed chassis and engine numbers of stolen and hijacked vehicles |
1 |
0 |
0 |
1 |
||
|
Corruption, fraud and defeating the ends of justice |
0 |
1 |
0 |
1 |
||
|
Submitted fraudulent monthly reports and non-compliance to instructions |
1 |
0 |
0 |
1 |
||
|
Fraud and theft |
1 |
0 |
0 |
1 |
||
|
Perjury, false statement, fake insurance claim (Fraud) |
0 |
1 |
0 |
1 |
||
|
Dishonesty - made fraudulent entries in registers |
1 |
0 |
0 |
1 |
||
|
Used fuel cards of state owned motor vehicles and committed 33x counts of fraud |
0 |
1 |
0 |
1 |
||
|
Fraud - ordering food without paying, smoking in rooms, not paying for visitors and removing crockery from rooms |
1 |
0 |
0 |
1 |
||
|
Fraudulently issued an affidavit to sell stolen stock cattle(10) |
1 |
0 |
0 |
1 |
||
|
Fraud – ordering food without paying, smoking in rooms, not paying for visitors and removing crockery from rooms |
3 |
0 |
0 |
3 |
||
|
Theft and fraud |
1 |
0 |
0 |
1 |
||
|
North West |
Community Safety and Transport Management |
Fraud |
0 |
0 |
1 |
1 |
|
Fraud and unacceptable behaviour |
0 |
1 |
0 |
1 |
||
|
Fraudulent claims |
0 |
0 |
1 |
1 |
||
|
Fraudulent S&T claims |
0 |
0 |
1 |
1 |
||
|
Education |
Fraud |
0 |
0 |
1 |
1 |
|
|
Western Cape |
Education |
Fraud |
1 |
0 |
0 |
1 |
|
Committed an act of fraud |
1 |
0 |
0 |
1 |
||
|
Employee failed to prevent financial mismanagement which resulted in fraud |
0 |
0 |
1 |
1 |
||
|
Falsifying documentation, fraud, mismanagement of finances |
1 |
0 |
0 |
1 |
||
|
Fraud or dishonesty iro overtime claims |
1 |
0 |
0 |
1 |
||
|
Fraudulent statement of senior certificate results |
0 |
1 |
0 |
1 |
||
|
Employee committed fraud by marking another employee present on the school attendance register |
0 |
1 |
0 |
1 |
||
|
Employee allegedly has fraudulent qualifications |
0 |
1 |
0 |
1 |
||
|
Copied CV and in doing so committed a fraud and alternatively a dishonest act |
0 |
1 |
0 |
1 |
||
|
Submitting fraudulent medical certificate |
0 |
0 |
1 |
1 |
||
|
Health and Wellness |
Fraud activities with regards to government cars fuel cards |
0 |
0 |
1 |
1 |
|
|
Fraudulent activities regarding fuel cards |
0 |
0 |
1 |
1 |
||
|
Fraudulent medical certificate. |
0 |
0 |
1 |
1 |
||
|
Submitted fraudulent sick note |
0 |
0 |
1 |
1 |
||
|
Data source: PERSAL |
||||||
|
Compiled by the DPSA |
||||||
|
Excluding Defence and State Security Agency |
End
22 May 2023 - NW1515
Gondwe, Dr M to ask the Minister of Public Service and Administration
What total number of public servants are facing disciplinary action for unlawfully benefitting from grants including the R350 Social Relief of Distress grant as at 1 March 2023?
Reply:
The total number of public servants facing disciplinary action for unlawfully benefitting from the R350 Social Relief of Distress grant, as at 1 March 2023, is 176.
End
12 May 2023 - NW1208
Gondwe, Dr M to ask the Minister of Public Service and Administration
What (a) total number of funded posts are currently vacant in the Public Service, (b) is the breakdown of the specified number in each (i) national and (ii) provincial department and (c)(i) is the salary level of each vacant funded post and (ii) are the reasons that each post is vacant?
Reply:
(a) The total number of funded posts that are currently vacant in the Public Service is 181 607 as at 31 March 2023.
b) The breakdown of the specified number of vacant funded posts nationally and in each provincial department is presented (as at 31 March 2023) in the attached Annexure A. It must be noted that some of the vacancies on the establishments of departments captured on PERSAL may not be funded.
|
National |
47 642 |
|
Provinces |
|
|
Eastern Cape |
30 759 |
|
Free State |
5 909 |
|
Gauteng |
20 707 |
|
KwaZulu-Natal |
22 128 |
|
Limpopo |
12 863 |
|
Mpumalanga |
5 775 |
|
North West |
17 178 |
|
Northern Cape |
4 983 |
|
Western Cape |
13 663 |
c) (i) The breakdown of vacancies per salary level is as follows:
|
Salary level |
Number of vacant posts |
|
1 |
1 848 |
|
2 |
11 394 |
|
3 |
16 274 |
|
4 |
6 129 |
|
5 |
20 815 |
|
6 |
15 704 |
|
7 |
19 280 |
|
8 |
14 658 |
|
9 |
15 102 |
|
10 |
8 554 |
|
11 |
20 375 |
|
12 |
28 950 |
|
13 |
1 749 |
|
14 |
579 |
|
15 |
163 |
|
16 |
33 |
(ii) With reference to the previous response to parliamentary question 920, departments have in the past reported the following causes and challenges that hinder the filling of the vacancies and cause posts to be vacant-
1. Managing the prioritisation of posts to be filled due to budget constraints or reprioritization of funds.
2. Competition with private sector with regard to appointment of registered OSD professionals and technicians. It was mentioned that it is not easy to recruit and attract some of those skills due to scarcity in the job market in line with the inherent job requirements. Current serving staff under this category are not keen to register, which further hampers existing staff mobility and utilization in higher level posts.
3. The departments have previously raised the matter of internal and external administrative challenges, which ultimately delay the finalisation of appointments. The prescribed pre-employment verifications were also raised. However, departments did not provide substantive proof of such delays.
4. There has been a process of settling down following the determinations issued regarding merged departments impacted by the National Macro-Organisation of Government. The affected departments were required to develop macro-structures and finalise placements as per Resolution 1 of 2019.
End
12 May 2023 - NW1007
Tambo, Mr S to ask the Minister of Public Service and Administration
(1)Whether reports that allege that she fraudulently acquired two post-graduate qualifications, namely an Honours in Administration and a Masters in Public Administration from the University of Fort Hare are accurate; if not, what is the position in this regard; if so, (2) whether she has found it acceptable to be involved in academic fraud and continue her tenure as Minister; if not, what is the position in this regard; if so, on what basis?
Reply:
(1) The Minister for the Public Service and Administration (MPSA) has not been provided with any reports from any government institution nor the University of Fort Hare as such is unable to comment on such reports. The MPSA has noted media reports and can confirm that the allegations made are false, baseless and untrue.
(2) The Minister has not been involved in any academic fraud and dismisses all and any unsubstantiated allegations levelled against her. The Minister is committed to living-up to the oath of office that she has been sworn to.
End