Questions and Replies

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10 December 2020 - NW2618

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What qualifications are needed for the post of Deputy Director-General (DDG) within the national Government; (2) whether he has found that all DDGs have the necessary qualifications in each department; if not, what is the position in this regard; if so, what (a) are the relevant details of all DDGs within the national departments, (b) are the current qualifications of each DDG and (c) number of persons are acting as DDGs?

Reply:

(1) The qualifications required for a post of Deputy Director-General (DDG) are regulated in the Directive on compulsory capacity development, mandatory training days and minimum entry requirements for the Senior Management Service which was implemented on 1 April 2015. The qualifications for a Deputy Director-General post is an undergraduate qualification and a post graduate qualification (NQF level 8) as recognized by SAQA.

(2) All Deputy Director-General posts at National departments serve at Cabinet and the Minister for the Public Service and Administration performs an oversight. Should a candidate not meet the requirement, the Cabinet Memorandum does not serve at Cabinet so the appointment is not effected. Departments are often advised through circulars not only on the requirements for post but all regulatory requirements to fill posts including DDG level.

(a) The relevant details of all DDGs in National departments according to PERSAL indicates that there are currently 201 DDG posts in National government of which 135 are filled and 66 are vacant. Prior to 1 April 2015 there was no prescription on the educational requirements. In terms of professionalization, and the expected requirements, mobility is linked to the said qualifications. An individual will not be able to progress to higher levels without the said qualifications. Should a DDG have been appointed prior to 1 April 2015 such a DDG cannot be discriminated against if they currently occupy a DDG post. Should such DDGs apply for another DDG post or a Head of Department post they will not qualify in the event that they have not met the inherent requirements.

(b) The current qualification requirement is an undergraduate qualification and a post graduate qualification (NQF level 8) as recognized by SAQA as well as the inherent requirements of the post. All DDGs appointed with effect from 1 April 2015 must be in possession of those requirements. The information on qualifications for DDGs in posts is based on the data captured by departments may be incomplete or not captured and or updated on PERSAL. Where no information is reflected the department has not captured the qualification, Annexure A.

(c) An employee at a level below a DDG or at the level of a DDG can be appointed to act in a DDG post, therefore there are circumstances where employees are acting laterally. Acting in a post is not captured on PERSAL as the period are generally short. However, when an employee is receiving an acting allowance such acting in a higher post is captured on PERSAL. Based on PERSAL, there are currently six (6) Chief Directors receiving an acting allowance in DDG posts.

END

09 December 2020 - NW2699

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Clarke, Ms M to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION:

What is the salary level difference between a level 11 post and a level 13 post?

Reply:

The difference between salary level 11 and 13 is R324 069.

End

08 December 2020 - NW2867

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Cebekhulu, Inkosi RN to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION:

As the Government moves ahead with its plans to freeze public sector wages for the next three financial years to help cut the salary bill and contain a yawning budget deficit, what are the relevant details of salary ranges for public servants and/or workers in 2020?

Reply:

The details of these salary ranges and notches for employees appointed in terms of the Public Service Act,1994 and who are below the Senior Management Service, are contained in DPSA Circular No 10 of 2019 dated 28 March 2019. This circular can be accessed on the DPSA website at:

http://www.dpsa.gov.za/dpsa2g/documents/rp/2019/18_1_p_28_03_2019.pdf

The details of the salary ranges and notches applicable to the members of the Senior Management Service appointed in terms of the Public Service Act, 1994 are contained in DPSA Circular 19 of 2019 dated 2 July 2019. This circular can be accessed on the DPSA website at:

http://www.dpsa.gov.za/dpsa2g/documents/rp/2019/18_1_4_02_07_2019.pdf

End

08 December 2020 - NW2209

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

(a) What is the total number of (i) fulltime shop stewards and (ii) national office bearers elected by labour unions that are employed and paid by the State in the public service and (b) will he furnish Dr L A Schreiber with a breakdown of the number of (i) full-time shop stewards and (ii) national office bearers elected by labour unions employed and paid by the State in the public service in each (aa) national government department, (bb) provincial government department and (cc) public sector labour union?

Reply:

(a) 

(i) The total number of fulltime shop stewards elected by labour unions and paid by the state in the Public Service is 395.

(ii) The total number of elected National office bearers electedby labour unions that are employed and paid by the State in the public service is 32.

b) Breakdown of the number of (i) full-time shop stewards and (ii) national office bearers elected by labour unions employed and paid by the State in the public service in each (aa) national government department, (bb) provincial government department and (cc) public sector labour union is attached hereto as TagA1.

End

08 December 2020 - NW2210

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

What are the average salary levels that are paid to (a) full-time shop stewards and (b) national office bearers who are elected by labour unions and are employed in the public service?

Reply:

a) The average salary levels paid to full-time shop stewardswho are elected by labour unions and are employed in the public service is R 309 860,00.

b) The average salary levels paid to National office bearers who are elected by labour unions and are employed in the public service is R 486 653,00.

End

08 December 2020 - NW2312

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

(1)What total annual amount is spent by the State on the payment of salaries, bonuses, housing allowances and medical allowances of (a) full-time shop stewards and (b) national office bearers elected by labour unions; (2) What total number of (a) full-time shop stewards and (b) national office bearers elected by labour unions currently serve in managerial positions throughout the Public Service?

Reply:

1. 

a) The total annual amount spent by the State on the payment of salaries, bonuses, housing allowances and medical allowances of full-time shop for the month ending 30 September 2020 is R 11 812 808.00

b) The total annual amount spent by the State on the payment of salaries, bonuses, housing allowances and medical allowances of national office bearers for the month ending 30 September 2020 is R 2 502 558,00.

2. Based on the information received, there are no senior managers elected by labour unions as office bearers or full time shop stewards in the public service.

End

08 December 2020 - NW2324

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Clarke, Ms M to ask the Minister of Public Service and Administration

Whether government departments have adhered to the monitoring tool to obtain statistics in terms of discipline management, which his department put in place in January 2012 and November 2014; if not, (a) why not and (b) what steps were taken in order to ensure that departments comply with the monitoring tool; if so, what are the relevant details?

Reply:

Yes, Government departments have adhered to the monitoring tool to obtain statistics in terms of discipline management, which the DPSA put in place in January 2012 and November 2014.

a) n/a

b) The steps taken in order to ensure compliance are:-

  • The DPSA reported non-compliance of departments to the relevant Portfolio Committee.
  • The Director-General (DG) of the DPSA addressed non-compliance of departments in the Forum of South African Directors-General and provided the Minister for the Public Service and Administration with quarterly reports, indicating those departments that did not report.
  • The DG for the DPSA followed-up with the heads of departments who omitted to submit their statistics.
  • The DPSA issued non-compliance letters (in terms of Section 16 A (4) of the Public Service Act,1994) to those departments who did not submit their statistics.
  • The Minister for the Public Service and Administration (MPSA) hosted contact sessions with Executive Authorities of those departments identified to have suspensions older than one year, where they discussed the reasons for the delay in finalizing cases and support was offered by the DPSA to rectify the situation. MPSA met with the Premier of North West, the Premier of the Northern Cape, the Premier of Kwa-Zulu Natal, the Premier of the Free State, as well as the Minister of Higher Education, Science and Technology and the Minister of Justice and Correctional Services.
  • To support departments, the discussions between the political heads were followed by workshops conducted by the DPSA. These workshops took place in the North West Province, Kwa-Zulu Natal, Mpumalanga, Free State, the Northern Cape and the Department of Correctional Services.
  • The DPSA developed a new reporting tool for precautionary suspensions, and since September, those departments with long overdue suspensions are using it to capture their information on a database that is used by the DPSA for monitoring purposes.The DPSA uses the information obtained during workshops to draft a strategy to address backlogs of disciplinary cases and to develop a Guide on Discipline Management.

End

08 December 2020 - NW2443

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1) What steps has his department taken to ensure that the (a) Departments of (i) Justice, (ii) Military Veterans, (iii) Small Business Development, (iv) Rural Development and Land Reform and (v) Women and (b) Statistics South Africa submit their misconduct cases for the fourth quarter of the 2019-20 financial year?

Reply:

Non-compliance letters were issued to all of the above-mentioned departments (a) (i) (ii) (iii)(iv) (v) and (b) for failing to submit misconduct cases for the fourth quarter of the 2019-2020 financial year. Departments were given up to 30 October 2020 to provide the information to the Office of the Director-General for the Department of Public Service and Administration, including reasons for failing to comply. Only Military Veterans responded (on 18 August 2020) and indicated that the document was delayed due to a technical glitch. To address non-compliance, letters will be directed before the end of November 2020 to the indicated Heads of Department to express dissatisfaction regarding the matter, to request that steps be taken to prevent a repeat of the situation, and to request disciplinary action to be taken against those responsible for the delay. The Minister of Public Service and Administration will also direct similar letters to the relevant Executive Authorities.

End

08 December 2020 - NW2445

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Clarke, Ms M to ask the Minister of Public Service and Administration

What are the details of cases of misconduct that were reported in his department and in each province with regard to (a) financial misconduct and the amounts involved in each case, (b) amounts of irregular expenditure, (c) absenteeism and the period thereof, (d) dishonesty, (e) assault, (f) damage to state property and amount thereof, (g) contravention of code of conduct, (h) failure to carry out lawful order, (i) poor work performance and (j) sexual harassment?

Reply:

The details of cases of misconduct that were reported in his department (DPSA) are as follows:

MISCONDUCT

DETAILS

a) Financial misconduct and the amounts involved in each case

None

b) Amounts of irregular expenditure

R505 677.95

c) Absenteeism and the period thereof

None

d) Dishonesty/Misrepresentation

(Case initially captured as misrepresentation. The employee was found guilty on charge of dishonesty)

DPSA had one case of dishonesty in the 4th quarter. The case was finalised on 08 October 2020. The employee was found guilty and given the following sanctions:

  • One month salary suspension without pay;
  • Final written warning; and
  • Corrective counselling.

e) Assault

None

f) Damage to state property and amount thereof

None

g) Contravention of code of conduct

None

h) Failure to carry out lawful order

None

i) Poor work performance

None

j) Sexual harassment

None

The information used to compile the above table was obtained from the 4th quarter FOSAD report for the 2019/2020 financial year.

The details of cases of misconduct that were reported in each province are as follows:

The information for the response to the question of misconduct cases reported in each province is based on information obtained from provinces during the 2018/2019 financial year, as the report on Financial Misconduct for the 2019/2020 financial year is work in progress and has not been finalized.

a) Financial misconduct cases reported by provincial departments for the 2018/2019 financial year and the amounts involved:

 

CASES REPORTED BY PROVINCIAL DEPARTMENTS

1

Corruption

2

Fruitless and wasteful expenditure

3

Theft

4

Fraud

5

Gross negligence

6

Irregular expenditure

7

Misappropriation and abuse

AMOUNTS INVOLVED

Eastern Cape

R159 133 173.38

Free State

R121 333.19

Gauteng

R2 266 030.81

KwaZulu-Natal

R2 477 190.40

Limpopo

R941 159.70

Mpumalanga

R217 055.54

Northern Cape

R599 054.35

North West

R13 100.00

Western Cape

R983 569.11

Total: Provinces

R166 751 666.48

b) The Public Service Commission is not in a position to provide information with regards to the amounts involved in irregular expenditure, as the institution does not keep such records.

(c) - (j): Information is available for the following provinces:

Eastern Cape

Total Number

c) Absenteeism

8

d) Dishonesty

1

e) Assault

3

f) Damage to State property and amount thereof

2

g) Contravention of code of conduct

8

h) Failure to carry out lawful order

Not available

i) Poor Work Performance

0

j) Sexual Harassment

4

Free State

Total number

(c) Absenteeism

6

(d) Dishonesty

30

(e) Assault

42

(f) Damage to state property and amount thereof

0

(g) Contravention of code of conduct

2

(h) Failure to carry out lawful order

Not available

(i) Poor Work Performance

0

(j)Sexual Harassment

3

KwaZulu-Natal

 

(c) Absenteeism

2

(d) Dishonesty

0

(e) Assault

1

(f) Damage to state property and amount thereof

0

(g) Contravention of code of conduct

1

(h) Failure to carry out lawful order

Not available

i) Poor Work Performance

2

j) Sexual Harassment

0

Limpopo

Total number

(c) Absenteeism

1

(d) Dishonesty

2

(e) Assault

0

(f) Damage to State property and amount thereof

1

(g) Contravention of code of conduct

1

(h) Failure to carry out lawful order

Not available

(i) Poor Work Performance

0

(j) Sexual Harassment

1

Northern Cape

Total number

(c) Absenteeism

13

(d) Dishonesty

0

(e) Assault

4

(f) Damage to State property and amount thereof

1

(g) Contravention of code of conduct

1

(h) Failure to carry out lawful order

Not available

(i) Poor Work Performance

0

(j) Sexual Harassment

1

North West

 

c) Absenteeism

11

d) Dishonesty

4

ec) Assault

4

f) Damage to state property and amount thereof

0

g) Contravention of code of conduct

2

h) Failure to carry out lawful order

Not available

i) Poor Performance

1

j) Sexual Harassment

4

End

08 December 2020 - NW2542

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Clarke, Ms M to ask the Minister of Public Service and Administration

What are the details of cases of misconduct that were reported in (a) his department and (b) each province with regard to (i) insubordination, (ii) negligence and/or failure to comply with procurement procedures, (iii) dereliction of duty, (iv) intimidation, (v) abuse of sick leave, (vi) being drunk on duty, (vii) insolent behaviour (viii) failure to declare previous misconducts, (ix) prejudice and disrespect and (x) theft, fraud and bribery?

Reply:

The following information is based on the 4th quarter FOSAD reports received from the Department of Public Service and Administration and the Provinces:

a) Department of Public Service and Administration:

(i) Insubordination:

Name of Department

No. of officials

Cost

Reason for disciplinary action being instituted

Period of suspension

Status of the case

Reasons for the case not to be concluded

DPSA

1

None

Insubordination

None

Sourcing a new chairperson

Sourcing a new chairperson

(ii)- (x) No cases reported.

b) Provinces:

The offences (i) to (x) are reflected in the table below.

Provinces

Name of Department

No. of officials

Cost

Reasons for disciplinary action being instituted

Period of suspension

Reasons for case not be concluded

Eastern Cape

DSRAC

2

R 1 439 542,80

R 1 194 770,3

(ii)Negligence and/or failure to comply with procurement procedures

281 days each employee

Interference with investigation x 2

 Free State

COGTA

2

None

(i)Insubordination

None

Not indicated

 

Pubic Roads and Transport

1

R 258 744,64

(i)Insubordination

88 days

Uplifted on 15 May 2020

 

Office of the Premier

1

R 1 023 645,00

(x) theft, fraud and bribery

365 days

Postponement

 

Health

2

R 25 189,58

R30 567,96

(x) theft, fraud and bribery

60 days each employee

Suspension uplifted

 

Education

2

R 156 294,81

R 214 091,01

(x) theft, fraud and bribery

425 days each employee

The matter has been finalised, awaiting finding of the chairperson

 

Public Works and Infrastructure

7

R 108 680,88

R126 152,78

R 126 152,78

R 195 454,00

(x) theft, fraud and bribery

23/09/2019 to date x 3, 20/12/2019 to date x 3, 16/1/2020 x 1 to date

National lockdown has hampered progress

Gauteng

Health

1

R 115 762, 68

  1. Insubordination

45 days

In progress

 

Provincial Treasury

1

n/a

  1. Insubordination

n/a

Postponement

 

Health

1

R 133 770,21

(ii)Negligence and/ or failure to comply with procurement procedures

52 days

In progress

 

Sports, Arts Culture and Recreation

2

R 637 596,75

R497 365, 86

(ii)Negligence and/ or failure to comply with procurement procedures

226 days

184 days

Ongoing/ waiting for verdict

 

Provincial Treasury

3

n/a

(ii)Negligence and/ or failure to comply with procurement procedures

n/a

Postponement

 

Provincial Treasury

2

None

(iv)Intimidation

Not indicated

Investigating officer not yet appointed

 

Health

1

n/a

(vi)Being drunk on duty

n/a

Postponement

 

Sports, Arts Culture and Recreation

1

n/a

(vi)Being drunk on duty

n/a

Postponement

KwaZulu-Natal

Education

1

R 13 378,64

(i)Insubordination

-

Pending to the outcome of hearing

 

Education

3

R 25 100,00

R12 947,84

R 55166,7

(ii)Negligence and /or failure to comply with procurement procedures

30 days

30 days

44 days

Investigation in progress

 

Human Settlement

5

R327 084,00

R269 162,00

R187 038,00

R47 634,00

R44 217,00

(ii)Negligence and /or failure to comply with procurement procedures

60 days x4

150 days

Matter part-heard and will be proceeding in mid-April.

Suspension extended x 4

 

Education

3

R 67661,5

R 17226,35

R 19287,85

R 162 508,4

R 90848,4

(x)Theft, fraud and bribery

30 days

30 days

44 days

150 days x 2

Suspension reviewed and return to work approved subject to alternative placement.

Investigation in progress x 4

 

EDTEA

3

R 46 673,00

R 63 884,05

R 58 996,15

(x)Theft, fraud and bribery

60 days each employee

Interfere with witnesses

 

Arts and Culture

1

R 710 722,05

(x)Theft, fraud and bribery

265 days

Hearing has commenced and in process.

Limpopo

Health

1

R 32 975,25

(i)Insubordination

30 days

Investigation

 

Public Works & Infrastructure

1

Not indicated

(ii)Negligence and /or failure to comply with procurement procedures

375 days

Hearing pending

 

Agriculture

2

R 697595,92

R347048,32

(ii)Negligence and /or failure to comply with procurement procedures

150 days

90 days

Under investigation x 2

 

Health

1

R 35 819,22

(iii)Dereliction of duty

150 days

Not indicated

 

Health

1

Not indicated

(iv)Intimidation

120 days

Investigation

 

Health

4

Not indicated

(x)Theft, fraud and bribery

60 days x3

30 days

Investigation

Northern Cape

Office of the Premier

3

n/a

(i)Insubordination

n/a

Matter not reported

 

Office of the Premier

3

 

(ii)Negligence and /or failure to comply with procurement procedures

 

Matter not reported

 

Office of the Premier

2

n/a

(vi)Being drunk on duty

n/a

Charge sheet forwarded to the HOD for signature

 

Office of the Premier

3

n/a

(x)Theft, fraud and bribery

48 days

Sanction pending

North West

Health

1

R 60 447,90

(ii)Negligence and /or failure to comply with procurement procedures

180 days

Under investigation

 

Agriculture

1

R 182 443,16

(iii)Dereliction of duty

2019/11/20 to date

None

 

Health

3

R 537 405,21

R 55 248,00

R 50 692,00

(iii)Dereliction of duty

270 days

Unavailability of presiding officers

 

Health

1

R 23 188,50

(x)Theft, fraud and bribery

60 days

Under investigation

Western Cape

Department of Cultural Affairs and Sport

2

n/a

(i)Insubordination

(ii)Negligence and /or failure to comply with procurement procedures

79 days

100 days

Resigned

Dismissed

End

08 December 2020 - NW2619

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What (a) position does a certain person (Dudley Moloi) hold within corporate services and (b) qualifications does the specified person have; (2) (c) Whether the specified person meets the necessary requirements of the position; if not, what were the requirements for the post of deputy director-general (DDG) within corporate service; (3) Whether the requirements for the position of DDG were lowered; if not, what is the position in this regard; if so, (a) what were the reasons for lowering the requirements and (b) who was appointed in the position?

Reply:

(1)(a) He was employed in the Branch: Policy, Research and Analysis as a Deputy Director: Learning and Knowledge Management (Case Study Writer/Analyst) on salary level 11, up to 31 October 2020. The department has offered him a post of Deputy Director: Knowledge Management in Branch: e-Government Services and Information Management due to the revised Organisational Structure with effect from 1 November 2020. He has not held a position within Corporate Services in the Department.

(1)(b) He has a Matric and a Diploma in Journalism.

(2)(c) The person is employed as Deputy Director on salary level 11. The requirements for the advertised post of Deputy Director-General Administration, which includes the management of Corporate Services, are as follows:

`An appropriate SAQA recognised undergraduate qualification and a post graduate qualification (at NQF. 8) in either Public Administration, Social Sciences, Business Management, Law, Human Resources or Finance. At least minimum of 8-10 years appropriate experience at a Senior Management level with demonstrable requisite technical skills. Knowledge of the Government legislative framework, Public Service legislative and Policy Framework, Government Medium Term Strategic Framework linked to the National Development Plan. Advanced knowledge of public policy analysis and policy development processes, Stakeholder management and coordination, Strategic thinking and leadership, Research skills, Financial Management and Human Resource Management.

(3)(a) The requirements for the position of DDG: Administration were not lowered; and

(3)(b) Ms Linda Dludla was appointed in the post of DDG: Administration in January 2017.

End

08 December 2020 - NW2575

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

(1)Whether he approved the appointment of a certain person (name and details furnished) in the Office of the Minister of Finance, Mr T TMboweni, in terms of the Ministerial Handbook, in light of the fact that serious allegations of corruption were levelled against the specified person at the Judicial Commission of Inquiry into Allegations of State Capture, Corruption And Fraud in the Public Sector including Organs of State; if not, what is the position in this regard; if so, will he make public the evidence of his approval of the person’s appointment; (2) what is the total annual salary package paid to a Community Outreach Officer working in the private office of a Minister?

Reply:

1. No. The appointment of employees in the National Treasury is the responsibility of the Minister of Finance.

2. The post of Community Outreach Officer in the Office of a Minister is benchmarked at salary level 11 (R733 257 – R863 748).

End

08 December 2020 - NW2697

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Clarke, Ms M to ask the Minister of Public Service and Administration

Whether he has found that the scores were lowered when a certain person (name furnished) was appointed; if not, why not; if so, what (a) are the reasons for this, (b) level is the specified post and (c) level was the specified person appointed at?

Reply:

The scores were not lowered prior to Ms. Ngqolombe being appointed as an Administrator on 7 January 2002 or prior to her being promoted to Labour Relations Officer on 1 June 2006.

a) No; the score sheetswere not altered when Ms. Ngqolombe was appointed.

b) &(c) The postof Administrator was on salary level 5 and the Labour Relations Officer on salary level 6.

End

08 December 2020 - NW2543

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Clarke, Ms M to ask the Minister of Public Service and Administration

What security processes has the Government implemented in terms of e-governance systems so that the systems are not compromised?

Reply:

The Department of Public Service and Administration is mandated by section 94 of the Public Service Regulations toissue the information security standard for the public service, after consultation with the relevant Ministers.

On the 2nd of June 2017 the DPSA and GITOC Security Committee (SCISS) issued the ICT Security Guidelines for implementation by the national and provincial departments within their respective departments.

The purpose of these ICT Security guidelines is to create an enabling ICT security environment and to address the security risks and weaknesses in e-governance systems.

Section 11 of the DPSA ICT Security Guidelines particularly covers the aspects of access management and acquisition of information systems as they relate to securing e-governance systems.

The ICT Security Guidelines cover a number of areas in relation to securing e-governance systems. Those include:

Section 11.7 – Information Systems Acquisitions, Development & Maintenance

Section 11.6 – Access Management

Section 11.10 – Third Party Management

Section 11.11 – Compliance

Section 11.12 – Intellectual Property Rights

The DPSA ICT Security Guidelines are currently being converted into a Public Service Information Security Standard to strengthen compliance.

End

06 November 2020 - NW93

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Clarke, Ms M to ask the Mrs M Clarke (DA) to ask the Minister of Public Service and Administration

(1) (a) What are the details of (i) each department that has contracted workers, (ii) the permanent organogram in terms of staff structures of each specified department, (iii) the budget for the relevant permanent positons and (iv) the expenditure for the relevant contracted positions within each department and (b) why are contracted positions established within each department when the staff organogram have vacant funded positions available; (2) What total number of government departments have merged? (3) Whether the staff of the merged departments have been placed; if not, why not; if so, what (a) total number of staff members have not been placed within positions and (b) what does the department intend doing with staff that has not been placed?NW105E

Reply:

(a) (i) In terms of information on PERSAL as at 31 May 2020, 62 581 employees have been appointed on temporary basis. Attached is a breakdown of temporary appointments per department (Annexure A).

(ii) The breakdown from PERSAL as at 31 May 2020 on the permanent organogram in terms of staff structures of each specified department is attached at (Annexure B).

(iii) and (iv) Budget and expenditure details for the relevant contracted positions can be obtained from the National Treasury.

(b) Persons may be employed to contracted positions additional to the establishment of a department based on a temporary need and such appointments are in terms of Regulation 57 (2) where;

  • The incumbent of a post is expected to be absent for such a period that his/her duties cannot be performed by other employees;
  • A temporary increase in work occurs or it is necessary for any other reason to temporarily increase the staff of the department;
  • An employee’s post has been abolished and he or she cannot be transferred into another post; and
  • An employee is part of a development programme as contemplated in regulation 58 (Development Programmes: Internship)

Appointments of this nature are for a period that must not exceed 12 consecutive calendar months.

2. The following 10 departments were merged on 01 April 2020 to coincide with budget appropriations for the 2020/21 financial year:

No.

Departments that Merged

New Merged Departments

1.

Agriculture

Rural Development and Land Reform

Agriculture, Land Reform and Rural Development

2.

Communications

Telecommunications and Postal Services

Communications and Digital Technologies

3.

Mineral Resources

Energy

Mineral Resources and Energy

4.

Sport and Recreation South Africa

Arts and Culture

Sports, Arts and Culture

5.

Trade and Industry

Economic Developments

Trade, Industry and Competition

3 (a) The process of placement has not yet been concluded. Consultations with organized labour are underway in the affected departments on the matching and placing of the staff of the merged departments. Public Service Coordinating Bargaining Council (PSCBC) Resolution 1 of 2019 provides guidelines on the identification, transfer and placement of staff in a transparent, fair and inclusive process.

(b) The agreement provides that excess employees not matched and placed, be held additional to the post establishment. The employer must apply measures to enhance redeployment including training of employees additional to the establishment to meet the requirements of vacant posts.

A National Implementation Task Team comprising of the employer and organised labour under the auspices of the PSCBC will monitor implementation. Departmental Task Teams are established to facilitate the process of matching and placing.

End

05 November 2020 - NW94

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Clarke, Ms M to ask the Minister of Public Service and Administration

Whether his department has specified criteria or policies in place with regard to the number of officials employed in the Public Service who should attend committee meetings in the Parliament of the Republic of South Africa; if not, (a) why not and (b) what is the position in this regard; if so, what are the relevant details and (ii) has he found that the specified criteria has proven cost effective in respect of the outcomes achieved with regard to effective accountability?

Reply:

(a) Yes, the Department of Public Service and administration has specified criteria in place regarding the number of officials who should attend the committee meetings in the Parliament of the Republic of South Africa.

(b)(i) The criteria for attending committee meetings in Parliament is included in the departmental Travel Policy which states the following “The number of employees attending official engagement on the same matter must be limited to 3 employees from the department. If the number exceeds 3, approval must be obtained from the Accounting Officer. The Accounting Officer, Deputy Directors-General or employees holding an equivalent rank, Ministerial advisors appointed in terms of section 12A of the Public Service Act and other EXCO members reporting directly to the Accounting Officer, people performing Parliamentary duty and the Chairperson and Secretary to the Public Service Remuneration Review Commission (PSSRS) do not contribute to the three (3) employees mentioned above.”

END

14 August 2020 - NW1385

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Denner, Ms H to ask the Minister of Public Service and Administration

(1) What number of (a) calls were logged with the Anti-Corruption hotline during 2019-20 and (b) the specified calls resulted in (i) cases being opened, (ii) cases being prosecuted, (iii) successful convictions and (iv) cases that are still open or pending; (2) whether he will make a statement on the matter?NW1756E

Reply:

(1)(a) What number of calls were logged with the Anti-Corruption Hotline during 2019-20?

During the 2019/2020 financial year, a total of 70 500 incoming calls were logged with the National Anti-Corruption Hotline (NACH). 68 909 of the incoming calls include answered calls, unanswered calls and abandoned (dropped calls), enquiries, wrong numbers, children playing, abusive calls, calls with inadequate information, calls relating to institutions outside the Public Service, requests for feedback and additional information to a previous case reports. (The NACH keeps track of all incoming calls for monitoring the efficiency of the call centre).

(b) the specified calls resulted in (i) cases being opened,

1591 case reports were generated and referred to relevant departments/ public entities for investigation.

  • 1007cases were relating to social grants fraud and all these cases were referred to SASSA for investigation. The monetary value of the cases referred to SASSA amounts to R216 799 29. 65, with the recovery of R106 263. 45;
  • 76 cases were investigated by the PSC and these cases were concluded and closed on the NACH system; and
  • 508 cases are outstanding and are being investigated.

(b)(ii) cases being prosecuted or, (iii) successful convictions.

The following table lists 18 cases inwhich officials were found guilty of misconduct.

ITEM NO

NAME OF DEPARTMENT

NATURE OF ALLEGATIONS

SANCTION IMPOSED

1

Water and Sanitation

Alleged abuse of state vehicle and company time

Final Written Warning

2

Water and Sanitation

Alleged abuse of Government resources

Final written warning and two months suspension without pay

3

Water and Sanitation

Alleged misuse of State vehicle

Final Written Warning

4

Water and Sanitation

Alleged misuse of state vehicle

Final Written Warning

5

Home Affairs

Alleged solicitation of bribes from foreign national in exchange for issuing them with fraudulent South African document

Dismissal

6

Home Affairs

Alleged unethical behaviour

Dismissal

7

Home Affairs

Alleged fraud

Final Written Warning and one month salary suspension.

8

Justice and Constitutional Development

Alleged absenteeism without submitting a leave form

An amount of R1 427.69 was recovered from the official in six monthly instalments.

9

Correctional Services

Alleged unethical behaviour

Demotion

10

Correctional Services

Alleged theft (3 officials)

Written warnings (2 X officials)

Final Written warning (1 X official)

11

Correctional Services

Alleged submitting of fraudulent matric certificate

Resignation. A criminal case of fraud has been opened with the SAPS

12

Correctional Services

Alleged unethical behaviour

Written Warning

13

Correctional Services

Alleged unethical behaviour

Warning

14

Correctional Services

Alleged appointment irregularities

Dismissal

15

Home Affairs

Alleged abuse of government resources

Final Written Warning

16

SAPS

Alleged unethical behaviour

A case of theft has been opened with the SAPS

17

DOJ&CD

Alleged misuse of a state-owned vehicles

Final Written Warning and two months suspension without pay

18

Correctional Services

Alleged cover up of assault

42 days segregation and demotion. A criminal case of murder has been opened with the SAPS.

(iv) cases that are still open or pending;

508 cases are outstanding and are being investigated.

(2) whether he will make a statement on the matter?

The Public Service Commission has issued the information at a virtual media briefing held on 24 June 2020.

12 August 2020 - NW1607

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

Whether the Government is considering introducing legislation aimed at creating a single Public Service to extend the national Government’s control over the Public Service in the municipal sphere; if not, why not; if so, (a) on what date will the draft legislation be introduced in Parliament and (b) what are the further relevant details?

Reply:

Around 2002 the vision for a Single Public Service was conceived and since then work has been done towards the realisation thereof. The objective of this Single Public Service (now referred to as the Single Public Administration) was underpinned by the need to improve service delivery through harmonisation of norms and standards to align human resource, Governance, Information Communication Technology and related arrangements in all three spheres of government i.e national, provincial and local government, taking into account the constitutional imperatives. To this extent the Public Administration Management Act, 2014 was enacted which, to a limited extent, addressed some of the objectives of the Single Public Administration such as-

A) The mobility of staff between the spheres of government- sections 5 and 6 of the Public Administration Management Act make transfers and secondments across spheres of government possible;

b) The provision of service centres to provide services of the 3 spheres of government at one place is provide for in section 18 of the Public Administration Management Act;

c) The creation of a common ethos and culture of public service- principles of section 195 of the Constitution is recognised in section 4 of the Public Administration Management Act;

d) The provision for an anti-corruption strategy and standards of conduct- provided for in section 15 of the Public Administration Management Act;

e) Ensuring the creation of norms and standards for e-government governance, information and communication technology throughout the public administration- section 14 of the Public Administration Management Act; and

f) Providing for the professionalisation of the public administration through training and development- Chapter 4 of the Public Administration Management Act.

We are currently focused on the full implementation of the Public Administration Management Act, which includes promulgation of relevant regulations and may include amendments to address areas where there have been challenges experienced in its implementation or where new policy is required to be introduced. Once the work required to be done to inform such an amendment is completed, we will be better placed to indicate the details thereof.

11 August 2020 - NW1424

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

(1)By what cumulative percentage in (a) real and (b) nominal terms did the salaries of members of the Senior Management Service (SMS) in levels 13 to16 in the public service grow between the 2009-10 financial year and the 2020-21 financial year; (2) whether he will provide Dr L A Schreiberwitha detailed breakdown of the annual salary increases granted to members of SMS salary levels 13, 14, 15 and 16 for each financial year since the 2009-10 financial year; if not, what is the position in this regard; if so, what are the relevant details; (3) whether he will provide Dr L A Schreiberwitha breakdown of the number of public servants currently employed at SMS salary levels 13 to 16?

Reply:

Questions 1 and 2

According to information received from National Treasury the salary adjustments granted to members at the various salary levels of the Senior Management Service (SMS), in real and nominal terms, between the 2009/10 and 2019/20 financial years, are reflected in the table below. No final decision on salary adjustments for the SMS for the 2020/21 financial year has been taken yet.

 

2009/10

2010/11

2011/12

2012/13

2013/14

2014/15

2015/16

2016/17

2017/18

2018/19

2019/20

Total

Consumer Price Index

6,5%

3,8%

5,5%

5,5%

5,8%

5,6%

5,2%

6,3%

4,7%

4,6%

4,2%

57,7%

Cost of living adjustment (COLA)

Nominal salary growth (COLA)

Salary Level 13

10,5%

6,0%

5,0%

5,0%

5,6%

6,2%

5,5%

4,0%

5,5%

6,0%

5,2%

64,5%

Salary Level 14

10,5%

6,0%

5,0%

5,0%

5,6%

5,7%

5,5%

2,5%

5,5%

5,5%

5,2%

62,0%

Salary Level 15

10,5%

6,0%

5,0%

5,0%

5,6%

5,7%

5,5%

2,5%

5,5%

5,5%

5,2%

62,0%

Salary Level 16

10,5%

6,0%

5,0%

5,0%

5,6%

5,7%

5,5%

2,0%

5,5%

5,5%

5,2%

61,5%

 

Real salary growth

Salary Level 13

3,8%

2,1%

-0,5%

-0,5%

-0,2%

0,6%

0,3%

-2,2%

0,8%

1,3%

1,0%

6,5%

Salary Level 14

3,8%

2,1%

-0,5%

-0,5%

-0,2%

0,1%

0,3%

-3,6%

0,8%

0,9%

1,0%

4,1%

Salary Level 15

3,8%

2,1%

-0,5%

-0,5%

-0,2%

0,1%

0,3%

-3,6%

0,8%

0,9%

1,0%

4.1%

Salary Level 16

3,8%

2,1%

-0,5%

-0,5%

-0,2%

0,1%

0,3%

-4,0%

0,8%

0,9%

1,0%

3,7%

Question 3

The number of Senior Management Service employees in the Public Service as on 30 June 2020, per salary level, is reflected in the following table:

Salary level

Number

13

6 805

14

2 173

15

503

16

126

Total

9 607

Data source: PERSAL

Excluding Defence and State Security Agency

Excluding resignations up to 30 June 2020

24 July 2020 - NW1433

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What total amount did his department allocate to the National School of Government (NSG) (a) in each of the past five financial years and (b) since 1 April 2020; (2) whether his department investigated the possibility of entering into partnerships with public universities to provide the training instead of the NSG; if not, what is the position in this regard; if so, what are the relevant details; (3) whether all of the courses and modules presented by the NSG are accredited with the relevant higher education qualifications authorities; if not, what is the position in this regard; if so, what are the relevant details; (4) whether the NSG has been presenting modules virtually since 26 March 2020; if not, why not; if so, what are the relevant details?

Reply:

1. The total allocated to the National School of Government was:

a) 2015/16 – R 140.4 million of which R47.8 million was transferred to the Trading Account. The trading Account then raised R 68.4 million of its own revenue.

2016/17 – R 88.6 million there was no allocation for the Trading Account. The Trading Account generated its own revenue of R137 million.

2017/18 – R 153.9 million of which R63.6 million was transferred to the Trading Account. The Trading Account generated its own revenue of R 115 million.

2018/19 – R 168.9 million of which R 72.8 million was transferred to the Trading Account. The Trading Account generated its own revenue of R 151.7 million.

2019/20 – R 187.9 million of which R84.8 million was transferred to the Trading Account. The Trading account generated its own revenue of R154.2 million

(b) from 1 April 2020 – R 190.6 million of which R93.7 million will be transferred to the Trading Account. The Trading Account budgeted revenue target has been revised downwards to R 75.2 million due to COVID-19 pandemic lockdown.

 

2. In repositioning for the future, the NSG is expanding its mandate in three spheres of government, state owned entities and organs of state and support the outcomes of priority 1 of MTSF (professionalising public administration). In doing so, it is critical for the NSG to intervene DIRECTLY by providing or facilitate ETD programmes; INFLUENCE (content creation of public administration, quality of ETD); and REFER (where the NSG cannot offer ETD interventions, we refer public servants to other recognised training providers esp. HEIs). The five year strategy programmes places emphasis on the quality of our ETD interventions and of those who deliver on behalf of the NSG; as well as to embrace partnerships and collaborations with public and private institutions to support ETD interventions to achieve depth and scale. In this regard, we are co-branding programmes we deliver in partnership with HEIs to grow our visibility, impact and brand value. The NSG has concluded partnerships with the following HEIs:

The NSG Programme

HEI, Geographical Allocation and Programme Recognition

EDP

Contract period:

Oct 2019 – Oct 2022

University of the Free State (UFS): National

Participants who hold a relevant Bachelor’s degree (or equivalent qualification) may apply for admission to the Post-Graduate Diploma (Public Administration and Management) and may receive exemption for one of the six modules.

EMDP and AMDP

Contract period:

1 April 2020 – 31 March 2023

North West University (NWU): N.West, Mpumalanga & Limpopo

EDP: Advanced standing (exemption) in relation to some 1st year modules of the BA Public Governance

AMDP: Advanced standing (exemption) in relation to all 1st year modules of the BA Public Governance

 

University of the Free State (UFS): Free State & KZN

EDP: Exemption from 2 modules of the Higher Cert in Management Development

AMDP: Exemption from 4 modules of the Higher Cert in Management Development

 

University of Forte Hare through Fort Hare Solutions (FHS): E. Cape

EDP: 81 credits toward the Higher Cert in Public Admin

AMDP: 85 credits toward the Advanced Cert in Public Admin

 

University of the Western Cape (UWC): W.Cape & N.Cape

EDP: Exemption from one 1st year module of the B Admin degree

AMDP: Exemption from one 3rd year module of the B Admin degree

 

Tshwane University of Technology (TUT): National Departments & GP

EDP: Exemption from 1st year Nat Diploma Public Management (to become Diploma in Public Affairs)

AMDP: Exemption from 1 module of the BTech Public Management (to become Advanced Diploma in Public Affairs)

The National School of Government (the NSG) has been working in partnerships with public universities for more than 10 years for the delivery of training programmes such as Integrated Management Development Programme (IMDP) and for the Legislature programmes. The Universities we have partnered with previously on the IMDP programmes include the University of Stellenbosch, Nelson Mandela University, Vaal University of Technology, University of Kwa-Zulu Natal, University of Pretoria, University of Limpopo, North West University (NWU), University of Forte Hare through Fort Hare Solutions (FHS), University of the Western Cape (UWC) and Tshwane University of Technology (TUT). On the Legislature programmes we have worked with WITS and University of Johannesburg.

The process of partnering with public universities is done through a tender process. New programmes are being explored with public universities and should bear fruits within two years – these will focus on economic governance, leadership in times of crisis (like Covid-19) and on a variety of 4iR programmes including Cyber Security and data analytics for policy making.

Over the last ten years, the training programmes in partnerships between NSG and Parliament have achieved the following based on successful participation by participants:

  1. Certificate in Governance and Leadership - offered by the NSG in partnership with UNISA: Approximately 182 participants successfully completed the Certificate in Governance and Leadership; and
  2. Graduate Certificate in Advanced Governance and Public Leadership - offered in partnership with the Wits University School of Governance as a short learning programme. The Graduate Certificate links to further qualification i.e. as determined by partnerships with HEIs and as determined by HEI admission requirements (PGDip in Governance and Public Leadership; MM in Governance and Public Leadership). Approximately 289 participants successfully completed the Graduate Certificate in Advanced Governance and Public Leadership.
  3. Over the period of the last ten years 178 participants enrolled for the PGDIP in Governance and Public Leadership through WITS. Through the University of Johannesburg 41 participants enrolled in a Continuing Education Programme and 73 participants enrolled to complete a PGDiP at the University of Johannesburg.

3. The majority of facilitated courses offered by the NSG are accredited with a relevant quality assurance authority. These include:

  • Higher Education Institutions
  • Education and Training Quality Assurance bodies within the relevant Sector Education and Training Authorities, for example the Public Service Sector Education and Training Authority (PSETA); and
  • Quality Council for Trades and Occupations (QCTO)

The School also offers non-credit bearing courses. The value of these courses lies in the agile development and up-skilling of public servants by developing knowledge, improving competency and enhancing practice. All courses offered by the School are approved through internal quality assurance processes. The NSG has 129 accredited and non-accredited courses/programmes of which 99 are accredited and 30 non-accredited. The details are as follows:

HEI approved

21

ETQA accredited

69

QCTO accredited

9

Total number of accredited courses/programmes (ETQA & QCTO):

99

Number of non-accredited courses/programmes

30

Grand total number of courses/programmes

129

The curriculum will be reviewed to align to the ETD needs for all salary levels (i.e. entry to exit). The NSG will also undertake the curriculum review using a peer review mechanism. The School is also building internal capacity for quality assurance and accreditation management. Furthermore, there is a process underway of establishing a Curriculum Review and Quality Assurance Committee which will also bring experts as part of continuing improvement of our curriculum and course delivery.

4. The NSG offered 9 self-paced open eLearning courses during the national lock down. Officials are able to self-register and enrol in the course or courses of their choice, which include:

  1. Ethics for Internal Auditors
  2. Ethics in the Public Service (Compulsory course)
  3. Generally Recognised Accounting Practice (GRAP)
  4. Introduction to Financial Management and Budgeting
  5. Introduction to Leading Change
  6. Introduction to Strategic Planning and Management
  7. Know and live our Constitution
  8. Policy and Procedure on Incapacity Leave and Ill-Health Retirement (PILIR)
  9. Writing for Government: Basic writing skills for Executive Support

The implementation of the SMS Pre-entry Programme (Nyukela) continued during lockdown. Since the national lock down and up to the end of June 2020 there was a total of 9 156 enrolments on the NSG eLearning platform, 2166 of which were in the SMS Pre-entry Programme (Nyukela). Officials who are new to eLearning are able to self-enrol in Getting Started with eLearning, which prepares them for online learning.

The NSG in partnership with University of Chinese Academy of Social Sciences (UCASS) will deliver a two weeks online Seminar on Building Governance Capacity for South Africa through the ZOOM platform starting from the 13th July 2020.

The National School of Government (NSG), in partnership with the Department of Women, Youth and Persons with Disabilities (DWYPD) will be launching in August 2020 a five-day gender course Leading Change by Championing Gender Equality. The course will be on the online platform and will cover the Mainstreaming of Gender, Gender Based Violence and Gender Responsive Planning and Budgeting.

The NSG is in the process of entering into a MOA with TIPS to develop online courses on COVID-19 and the South African Economy and South Africa’s Industrial policy and action plan. The courses will be rolled out in quarter 3 of 2020/21 financial year.

14 July 2020 - NW770

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

(1) What is the breakdown of the number of public servants who (a) had their workloads reduced significantly and are working part-time at home, (b) are currently working full-time from home and (c) are working full-time at their normal workplaces due to the Covid-19 pandemic; (2) whether the Government is still paying full salaries to public servants whose workloads have been reduced due to the Covid-19 pandemic; if not, why not; if so, what are the relevant details; (3) What arrangements have been put in place to make sure that public servants, especially those in management earning more than a million rand per annum, are not being paid from taxpayers’ money for work that they have not done during the Covid-19 epidemic

Reply:

1. Shortly after the lockdown was announced, the Minister for the Public Service and Administration issued directions in respect of service delivery and business continuity for the Public Service during the COVID-19 pandemic. These directions were communicated to departments under cover of DPSA Circular 15 of 2020, dated 25 March 2020. In essence, the directions provided that each head of department must determine appropriate work arrangements for his or her department to ensure continued service delivery during the lockdown whilst also preventing the spread of COVID-19. These arrangements should also include remote working arrangements where possible.

Due to the unique circumstances and service delivery requirements of departments, these arrangements would differ from department to department. It should also be understood that the numbers of public servants working either from their normal workplaces or remotely from home, would fluctuate constantly due to changing circumstances and work requirements.

A survey was conducted in departments to determine work arrangements during the various lockdown levels. The responses received from departments to date are captured in Annexure A.

2. During the national lockdown all public servants will continue to receive their full salaries.

The salaries of public servants are protected in terms of the provisions of the Public Service Act, 1994. Section 34 of the Act provides that the salary of an employee shall not be reduced without his or her consent except in terms of section 38 of the Act (that deals with wrongly granted remuneration), an act of Parliament or a collective agreement.

3. As far as members of the Senior Management Service (SMS) are concerned, the directions issued by the Minister for the Public Service and Administration in respect of service delivery and business continuity referred to above, provided that all members of the SMS must be available during the lockdown to render the services required of them.

01 July 2020 - NW1148

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Denner, Ms H to ask the Minister of Public Service and Administration

(1)Whether, with reference to his reply to question 987 on 4 June 2020, his department purchased any goods and/or services below the amount of R500 000 connected to the Covid-19 pandemic; if not, what is the position in this regard; if so, what (a) is the name of each company from which the specified goods and/or services were purchased, (b) is the amount of each transaction and (c) was the service and/or product that each company rendered; (2) Whether there was any deviation from the standard supply chain management procedures in the specified transactions; if so, (a) why and (b) what are the relevant details in each case; (3) What were the reasons that the goods and/or services were purchased from the specified companies; (4) Whether he will make a statement on the matter?

Reply:

1. Yes, the Department of Public Service and Administration purchased goods and services below the amount of R500 000.00 connected to the COVID-19 pandemic.

1(a) SAFARMEX Medical Logistics, Ment Medical and Waste (Pty) Ltd, Tripharma (Pty) Ltd, BAJU Cleaning Chemicals, Breakthrough Co-operative Limited, Vitee General Dealer, Monabo Hygiene Service, Supra Latex (Pty) Ltd, Cognitive Medicals (Pty) Ltd, Sikelela Medical and Dental Supplies, Mramazing The Stylist and Tebelelo Solutions.

1(b)

  • SAFARMEX Medical Logistics - R69 893.55
  • Ment Medical and Waste (Pty) Ltd. - R122 700.00
  • Tripharma (Pty) Ltd. - R5 999.30
  • BAJU Cleaning Chemicals. - R34 500.00
  • Breakthrough Co-operative Limited. - R21 395.00
  • Vitee General Dealer. - R72 500.00
  • Monabo Hygiene Service. - R117 886.50
  • Supra Latex (Pty) Ltd - R5 520.00
  • Cognitive Medicals (Pty) Ltd. - R407 855.00
  • Sikelela Medical and Dental Supplies - R19 752.40
  • Mramazing The Stylist - R3 600.00
  • Tebelelo Solutions - R46 904.89

1(c)

  • SAFARMEX Medical Logistics - 50x Automated hand sanitizer dispensers and 200x 1 litre hand sanitizer.
  • Ment Medical and Waste (Pty) Ltd. - 1000x Masks, 1000x Aprons and 1000x Gloves.
  • Tripharma (Pty) Ltd. - Two Infrared Thermometers.
  • BAJU Cleaning Chemicals. - Hand Sanitizer, 600x 200ml bottles.
  • Breakthrough Co-operative Limited. – 1100x Cloth Face Masks.
  • Vitee General Dealer. - 2500x Packets of Disinfectant wipes.
  • Monabo Hygiene Service. - Disinfecting Batho Pele Building.
  • Supra Latex (Pty) Ltd - Four Infrared Thermometers.
  • Cognitive Medicals (Pty) Ltd. - PPE's and consumables.
  • Sikelela Medical and Dental Supplies - 15x Wall mounted automatic hand sanitizer dispensers and 100x litres of sanitizer for the dispensers.
  • Mramazing The Stylist – 240x Cloth Face Masks.
  • Tebelelo Solutions - 120x 200ml hand sanitizer, 120x Face shields, 300x Aprons, 48x 1 Litre Handheld spray sanitiser, 100x 1 litre Hand Sanitiser to refill spray bottles and 120x Sanitising wipes.

(2)

  • SAFARMEX Medical Logistics Deviation approved.
  • Ment Medical and Waste (Pty) Ltd. - No Deviation.
  • Tripharma (Pty) Ltd. Deviation approved.
  • BAJU Cleaning Chemicals. – No Deviation.
  • Breakthrough Co-operative Limited. – No Deviation.
  • Vitee General Dealer. – No Deviation.
  • Monabo Hygiene Service. – Deviation approved.
  • Supra Latex (Pty) Ltd – No Deviation.
  • Cognitive Medicals (Pty) Ltd. – Deviation approved.
  • Sikelela Medical and Dental Supplies – No Deviation.
  • Mramazing The Stylist - R3 600.00 – No Deviation.
  • Tebelelo Solutions - R46 904.89 – No Deviation.

2(a)(b)

    • SAFARMEX Medical Logistics – Deviation on the basis that it was the only supplier on National Treasury’s Transversal Contracts RT32-2019 and RT76-2019 who had stock from the excess of thirty suppliers engaged.
    • Tripharma (Pty) Ltd. – Deviation on the basis that from eleven (11) suppliers approached, only two responded with quotations instead of at least three quotation as prescribed by the SCM processes. Tripharma was the cheapest.
    • Monabo Hygiene Service. – Deviation on the basis that from the three (3) quotations received, two of the service providers did not quote according to specification.
    • Cognitive Medicals (Pty) Ltd. – Deviation approval on the basis that Cognitive quoted an amount of R407 855.00 which was cheaper than the other three quotations received which exceeded R500 000.00. The second quote amounted to R662 707.50, the third R944 625.00 and lastly

R1 305 083.50. The quotations which exceeded R500 000.00 were not considered as they were above the “Request for Quotation” threshold.

(3)

  • SAFARMEX Medical Logistics - 50x Automated hand sanitizer dispensers and 200x 1 litre hand sanitizer for Batho Pele Building for the use by staff and visitors.
  • Ment Medical and Waste (Pty) Ltd. - 1000x Masks, 1000x Aprons and 1000x Gloves for in-house Cleaners to use during cleaning operations.
  • Tripharma (Pty) Ltd. - Two Infrared Thermometers to check body temperature of DPSA officials and visitors entering the Department.
  • BAJU Cleaning Chemicals. - Hand Sanitizer, 600x 200ml bottles for DPSA officials who make use of public transport.
  • Breakthrough Co-operative Limited. – 1100x Cloth Face Masks for the issuing and use by DPSA officials.
  • Vitee General Dealer. – 2500x Packets of Disinfectant wipes for the issuing thereof to DPSA officials for the disinfection of workstations and submissions.
  • Monabo Hygiene Service. - Disinfecting Batho Pele Building. Disinfection of the building prior to officials returning to work in a staggered approach.
  • Supra Latex (Pty) Ltd - Four Infrared Thermometers. Additional two thermometers for the use at Batho Pele Building and two for the use at the Thusong Service Centre located at Maponya Mall in Soweto.
  • Cognitive Medicals (Pty) Ltd. - PPE's and consumables. Replenishment of PPE’s and consumables to be used by DPSA officials at Batho Pele Building.
  • Sikelela Medical and Dental Supplies - 15x Wall mounted automatic hand sanitizer dispensers and 100x litres of sanitizer for the dispensers to be used at the Thusong Service Centre at Maponya Mall.
  • Mramazing The Stylist – 240x Cloth Face Masks for officials at the Thusong Service Centre at Maponya Mall.
  • Tebelelo Solutions - 120x 200ml hand sanitizer, 120x Face shields, 300x Aprons, 48x 1 Litre Handheld spray sanitiser, 100x 1 litre Hand Sanitiser to refill spray bottles and 120x Sanitising wipes for officials at the Thusong Service Centre at Maponya Mall.

(4) The Minister will make a statement on the matter should the need arise.

23 June 2020 - NW558

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Clarke, Ms M to ask the Minister of Public Service and Administration

What number of government officials have not submitted their financial disclosures for the current financial year; (2) what number of government officials have been found in breach with regard to (a)(i) doing business outside the prescripts of the State and (ii) conflict of interest and (b) potential conflict of interest?

Reply:

1. For the current financial year only SMS members have been required to disclose their financial interests. In terms of regulation 18(1) and (2) of the Public Service Regulations, 2016, SMS members are required to disclose their financial interests annually by 30 April. Out of 10 011 SMS members in the Public Service, 309 failed to disclose their financial interests by 30 April 2020 (243 in national departments, 14 in national government components and 52 in provincial departments).

2. a) Doing business outside the prescripts of the State: At the end of February 2020, 1544 public service employees were identified to be possibly conducting business with the State. Of these 1544 public service employees, 1111 were from Provincial Departments and 433 from National Departments. Letters were sent to relevant departments to take action against identified employees and to report investigation and disciplinary outcomes to the DPSA. The DPSA committed to present quarterly reports to the Forum of South African Director-Generals (FOSAD) and Ministers and Members of Executive Councils Meeting (MINMEC) to monitor implementation progress. As it is a criminal offence for Public Service employees to conduct business with the State, the DPSA had interaction with the South African Police Service to investigate confirmed cases with the aim of prosecuting offenders.

 

A

B

 

Provincial Departments

Number of Public Servants listed on CSD conducting business with an organ of state as at end of Feb 2020

1

KwaZulu-Natal

357

2

Gauteng

117

3

North West

40

4

Eastern Cape

118

5

Limpopo

138

6

Mpumalanga

104

7

Free State

93

8

Northern Cape

101

9

Western Cape

43

 

Total Provincial Departments

1111

 

Total National Departments

433

 

Grand Total

1544

(ii) Conflict of interest and (b) potential conflict of interest: In terms of regulation 18(5) of the Public Service Regulations, 2016, the Head of Department and the Executive Authority are required to submit the disclosed financial interests to the Public Service Commission (PSC) by 31 May 2020. It will only be thereafter that the PSC can determine if there is potential or actual conflict of interest regarding the disclosed financial interests, as per their mandate.

19 June 2020 - NW431

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What is the name of each official in each (a) national and (b) provincial department who has been suspended for more than 60 days; (2) What are the reasons for each disciplinary action being instituted against each official; (3) What is the (a) period of each suspension and (b) cost thereof; (4) What are the reasons that the cases have not yet been concluded? NW612E

Reply:

(1) (a) Tag A provide the names of officials from National Departments who have been suspended for more than 60 days.

(b) Tag B provide the names of officials from Provincial Departments who have been suspended for more than 60 days.

(2) Tags A and B provide reasons for each disciplinary action instituted against each official.

(3) Tag A and B provide (a) the period and (b) the cost of each suspension.

(4) Tag A and B provide the reasons why the cases have not being concluded.

(5) These responses are those of the departments which have submitted their information to the Department

19 June 2020 - NW313

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Brink, Mr C to ask the Minister of Public Service and Administration

Whether a certain person (name and details furnished) has been transferred and/or is currently employed in (a) any other position in the Public Service or (b) a ministerial office; if not, what is the position in this regard; if so, what position does the specified person currently hold?

Reply:

a) Yes, He is currently employed in the Public Service

b) He is not in a Ministerial office, but in the Presidency, employed as a Special Advisor to the Deputy President

 

19 June 2020 - NW879

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Brink, Mr C to ask the Minister of Public Service and Administration

(1)Whether his department will offer any form of Covid-19 financial or other relief to small businesses; if not, why not; if so, what are the relevant details; (2) whether the Covid-19 financial or other relief will only be allocated to qualifying small businesses according to the Broad-Based Black Economic Empowerment Act, Act 53 of 2003, as amended; if not, what is the position in this regard; if so, (a) on what statutory grounds and/or provisions does he or his department rely to allocate Covid-19 financial or other relief only to small businesses according to the specified Act and (b) what form of Covid-19 financial or other relief, if any, will be made available to other small businesses?

Reply:

1. The Department of Public Service and Administration will not be offering any Covid-19 financial or other relief to small businesses as this is not within the mandate of the department to provide relief to any private organisation.

2. Not applicable as no financial or other relief will be provided by the department.

04 June 2020 - NW987

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Denner, Ms H to ask the Minister of Public Service and Administration

(1)Whether his department awarded any tenders connected to the Covid-19 pandemic; if not, what is the position in this regard; if so, what (a) are the names of the businesses to whom these tenders were awarded, (b) are the amounts of each tender awarded and (c) was the service and/or product to be supplied by each business;

Reply:

  1. The Department of Public Service and Administration did not publish any tenders in relation to the COVID 19 pandemic. The Department facilitated the procurement requirements in relation to the COVID 19 pandemic through a Request for Quotation (RFQ) process.

1(a) Not applicable.

1(b) Not applicable.

1(c) Not applicable.

  1. Not applicable.

2(a) Not applicable.

2(b) Not applicable.

  1. Not applicable.
  1. The Minister will make a statement on the matter should the need arise.

04 June 2020 - NW889

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Denner, Ms H to ask the Minister of Public Service and Administration

(1)Whether, with reference to the recent advertisement for a director-general by the Department of Small Business Development at a salary of R 1 978 533.00 (Level 16), he has found that it is justifiable to make new appointments at such exorbitant salary levels amidst the fiscal and economic crisis facing the Republic; if not, what is the position in this regard; if so, how is it justifiable;

Reply:

  1. The Public Service as an employer has made a number of interventions to reprioritise funding during the difficult and challenging economic conditions we are currently experiencing as a nation.

All posts in the Public Service are evaluated through the prescribed job grading system. The remuneration for a post is determined on the basis of a number of factors including, but not limited to, the principle of equal pay for work of equal value and the need to recruit and retain employees with appropriate skills and competencies.

All Directors-General in the Public Service are remunerated according to a standard salary structure that consists of a number of elements constituting total cost-to-employer packages (notches). The salary of R1 978 533 that was indicated for the Director-General of the Department of Small Business Development is the minimum notch of the standard salary level applicable to Directors-General.

  1. With regard to vacant senior management service (SMS) posts, it is important to note that once an SMS post becomes vacant, irrespective of the notch the previous incumbent held, the remuneration of the post reverts to the minimum notch of the salary level attached to the post. These salary levels are determined through the job grading system and ad hoc changes or downgrades to levels would severely compromise the job grading and remuneration regimes of the Public Service.

The salaries of public servants are protected in terms of the provisions of the Public Service Act, 1994. Section 34 of the Act provides that the salary of an employee shall not be reduced without his or her consent except in terms of section 38 of the Act (that deals with wrongly granted remuneration), an act of Parliament or a collective agreement. The size of the Public Service wage bill is being managed through a number of initiatives but the reduction of salaries of individual employees is not being considered.

  1. No statement on this matter is considered necessary at this point in time.

15 May 2020 - NW666

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

Whether he, his department and/or any entity reporting to him purchased any personal protection equipment since 1 February 2020; if so, in each case, what are the relevant details of (a) the date on which the equipment was purchased, (b) the name of the supplier where the equipment was purchased, (c) the monetary value of the purchase, (d) the branding that appeared on the purchased equipment, including the branding of any political party, and (e)(i) how and (ii) where was the purchased equipment distributed?

Reply:

(a) the date on which the equipment was purchased,

  • 50x Automated hand sanitizer dispensers and 200x 1 liter hand sanitizer – 19 March 2020
  • 1000x Masks, 1000x Aprons and 1000x Gloves – 23 March 2020
  • Two Infra-Red Thermometers – 3 April 2020
  • Hand Sanitizer, 600x 200ml bottles – 20 April 2020

(b) the name of the supplier where the equipment was purchased,

  • 50x Automated hand sanitizer dispensers and 200x 1 liter hand sanitizer – SAFARMEX Medical Logistics.
  • 1000x Masks, 1000x Aprons and 1000x Gloves – Ment Medical and Waste (Pty) Ltd.
  • Two Infra-Red Thermometers – Tripharma (Pty) Ltd.
  • Hand Sanitizer, 600x 200ml bottles – BAJU Cleaning Chemicals.

(c) the monetary value of the purchase,

  • 50x Automated hand sanitizer dispensers and 200x 1 liter hand sanitizer – R69 893.55
  • 1000x Masks, 1000x Aprons and 1000x Gloves – R122 700.00
  • Two Infra-Red Thermometers – R5 999.30
  • Hand Sanitizer, 600x 200ml bottles – R34 500.00

(d) the branding that appeared on the purchased equipment, including the branding of any political party, and

  • Automated hand sanitizer dispensers and sanitizer - Germkill
  • 1000x Masks, 1000x Aprons and 1000x Gloves – No branding
  • Two Infra-Red Thermometers – Shenzen BSX Technology Electronics C0.Ltd (BSX815)
  • Hand Sanitizer, 600x 200ml bottles – No branding

(e)(i) how and (ii) where was the purchased equipment distributed?

  • 50x Automated hand sanitizer dispensers - dispensers mounted on walls throughout the Batho Pele House Building for usage by all employees and persons entering the building and 200x 1 liter hand sanitizer – sanitizer bottles used to refill the various dispensers and Cleaners’ spray bottles.
  • 1000x Masks issued to staff who attend meetings, Cleaners and front office workers, 1000x Aprons issued to Cleaners to perform cleaning activities on a daily basis and 1000x Gloves – issued to frontline staff and Cleaners on a daily basis,
  • Two Infra-Red Thermometers – utilize for screening employees’ temperature prior to meetings and when entering the building.
  • Hand Sanitizer, 600x 200ml bottles – intended for frontline officers and to be issued to employees who travel with public transport, when they are required to return to the office during alert level 4 and onwards.

REPLY:

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 PSC has to date, not received any donation of personal protection equipment from any source. The details of the purchase for twenty two (22) infrared thermometers are as follows:

a) the date on which the equipment was purchased: 16 April 2020;

b) the name of the supplier where the equipment was purchased: Baitsanape Laboratory Supplies;

c) the monetary value of the purchase: R55 660.00 (VAT inclusive);

(d) the branding that appeared on the purchased equipment including the branding of any political party: Not Applicable; and

(e) (i) how was the purchased equipment distributed: Distribution to the All Provincial Offices PSC was through the contracted courier service company called Skynet South Africa; and

(ii) Where was the purchased equipment distributed? Two instruments per provinces were distributed to the nine (9) Provincial Offices of the PSC using the courier services for only eight offices outside the Gauteng Province. The Provincial Offices of the PSC are located as follows:

  • Eastern Cape Provincial Office in King Williams Town;
  • Free State Provincial Office in Bloemfontein;
  • KwaZulu-Natal Provincial Office in Pietermaritzburg;
  • Limpopo Provincial Office in Polokwane;
  • Mpumalanga Provincial Office in Nelspruit;
  • Northern Cape Provincial Office in Kimberly;
  • North West Provincial Office in Mmabatho;
  • Western Cape Provincial Office in Cape Town; and
  • Gauteng Provincial Office in Johannesburg,

 

REPLY:

The National School of Government reporting to the Minister of Department Public Service and Administration purchased sanitisers

  1. 11 March 2020
  2. The NSG has a service provider (Masana Hygiene Services (PTY) Ltd.) that provides cleaning, maintenance and hygiene services of its building. As part of their cleaning service contract, an addendum was added requesting them to supply the NSG building with sanitizers.
  3. The total amount was R13 314.61
  4. No. There was no branding of any political party
  5. (i) The sanitisers were purchased through request for quotations process

(ii) The sanitisers were used at the lifts and floor entrances

REPLY:

The CPSI has not purchased any personal protection equipment since 1 February 2020.

(a) N/A

(b) N/A

(c) NA

(d) N/A

(e)(i) N/A (ii) N/A

15 May 2020 - NW490

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

Whether he intends to reduce the public sector wage bill by R37, 8 billion by 31 March 2021, as envisaged by the Minister of Finance, Mr T Mboweni; if not, what is the position in this regard; if so, what progress has been made in implementing measures to (a) reduce the public sector wage bill by R37, 8 billion by 31 March 2021 and (b) engage with labour unions that are opposed to these reductions?

Reply:

(a)  Yes.

(b) Government’s position in this regard is to to slow down the growth of the public service wage bill as presented by the Minister of Finance in the 2020 Budget speech.

(c) The employer has tabled an agenda item, namely: Management of the Public Service Wage Bill for discussion with organised labour admitted to the Public Service Coordinating Bargaining Council on 25/02/2020 which is now following council processes.

(d) As indicated above, the employer is engaging with admitted trade unions at the PSCBC on the 2018 wage agreement and engagements are ongoing.

15 May 2020 - NW665

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

Whether he, his department and/or any entity reporting to him received any donation of personal protection equipment since 1 February 2020; if so, in each case, what are the relevant details of (a) the date on which the donation was received, (b) the name of the donor, (c) the monetary value of the donation, (d) the branding that appeared on the donated equipment, including the branding of any political party, and (e)(i) how and (ii) where was the donated equipment distributed?

Reply:

No

REPLY:

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 PSC has to date, not received any donation of personal protection equipment from any source.

REPLY:

The National School of Government reporting to the Minister of Public Service and Administration

No. The department did not receive any donation of personal protection equipment since 1 February 2020.

  1. No. Not applicable
  2. No. Not applicable
  3. No. Not applicable
  4. No. Not applicable
  5. (i) No. Not applicable

(ii) No. Not applicable

REPLY:

The CPSI has not received any donation of personal protection equipment since 1 February 2020.

(a) N/A

(b) N/A

(c) NA

(d) N/A

(e)(i) N/A (ii) N/A

15 May 2020 - NW495

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What (a) total number of (i) national and (ii) provincial government departments were found to be underperforming as per the Auditor-General reports in the past three financial years and (b) are the names of the departments; (2) whether the (a) Directors-General and (b) Heads of Departments of the specified departments received performance bonuses in each case; if not, what is the position in this regard; if so; what was the total monetary amount of the bonuses received by each person?

Reply:

1. For purposes of this report, departments who received Auditor-General findings of “Disclaimer” and “Adverse with Findings” may be regarded as underperforming departments. For the past three financial years the following six (6) departments (two national and four provincial) may be regarded as underperforming:

No

Department

2018/19

2017/18

2016/17

1

Department of Cooperative Governance

 

X

 

2

Department of Environmental Affairs

 

X

X

3

FS Office of the Premier

X

X

 

4

FS Agriculture and Rural Development

 

X

X

5

FS Sport Arts and Recreation

 

X

 

6

GP Human Settlements

X

   

2. No performance bonuses were paid to the HODs or acting HODs of the six (6) affected departments for the past three financial years.

30 April 2020 - NW454

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Denner, Ms H to ask the Minister of Public Service and Administration

(1)Whether, with reference to the recent announcement by the Minister of Finance in his budget speech on Wednesday, 26 February 2020, regarding the reduction of the public sector wage bill, his department has a strategy in place to give effect to the announcement; if not, what is the position in this regard; if so, what are the relevant details of the (a) strategy (b) amounts, and (c) timelines, (2) Whether performance bonuses will be paid to staff in the 2019-20 financial year; if not, what is the position in this regard; if so, to which staff levels will such bonuses be paid?

Reply:

1. With reference to the recent announcement by the Minister of Finance in his budget speech regarding the reduction of the public sector wage bill, the Minister for the Public Service and Administration has developed the following strategies to give effect to the announcement:

(a) In terms of the respective Ministers, the Minister for the Public Service and Administration is not responsible for the Public Sector. The strategy is to reduce the cost of Public Administration in terms of minimizing the spending on the following cost drivers among others that have been identified:

i) Litigations against the state;

ii) Information and Communication Technology (ICT);

iii) Office accommodation;

iv) Corruption and fraud;

v) Use of Consultants;

vi) Irregular, fruitless and wasteful expenditure;

vii) Introduce reforms in the procurement and supply chain management processes; and

viii) The wage-bill.

The strategy is to create consistency in government wide remuneration through the following measures:

i) Curbing benefits and conditions of service that have proliferated.

ii) Consolidating efficiency measures in allowances, overtime and contract appointments.

iii) Introducing cost effectiveness and efficiencies in the guide for Members of the Executive in terms of office accommodation, cell phone allowances, securities and travel benefits.

iv) Extending such cost effectiveness and efficiencies to State Owned Entities, Boards and the Executive of Entities.

(b) The wage bill is currently at R629 billion and is unsustainable. Savings garnered from the above will allow increased investment in goods and services.

Definite amounts from the above will emerge as measures are put in place.

(c) Many of these are subject to legislation and collective bargaining in the short to medium-term.

2. Yes, all categories of employees in the public service who meet the qualifying criteria in terms of the Performance Management and Development System (PMDS) for the 2019/20 financial year will be paid their performance bonuses, within the reduced percentage allocation for remuneration budgets for the payment of performance bonuses for all categories of employees with effect from 1 April 2019.

29 April 2020 - NW430

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Clarke, Ms M to ask the Minister of Public Service and Administration

What (a) total number of (i) national and (ii) provincial government officials received payment for capped leave days in the past two financial years, (b) total number of days was the payment for in respect of each individual and (c) was the total amount that was paid out?

Reply:

The response to the questions above is depicted in the table below. Please note that on the payment system there are no distinctions between payments of capped leave and unused leave. Consequently, the DPSA cannot report on capped leave specifically. This is a shortcoming that I have already addressed with my colleague the Minister of Finance.

 

2018/2019 financial year

2019/2020 financial year

Implementation Area

number of officials paid

number of days payment made

total amount paid out

number of officials paid

number of days payment made

total amount paid out

National Departments

53

574.18

R7 512 648. 67

61

862.71

R7 320 156. 28

Provincial Government

632

17 531.63

R56 932 737.96

679

17 710.38

R64 902 746.42

26 March 2020 - NW273

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Graham, Ms SJ to ask the Minister of Public Service and Administration

What mechanisms does his department have in place to (a) track and monitor public servants under investigation for corruption and fraud in each government department, (b) record the outcomes of the investigations into corruption and fraud, (c) notify all departments that an individual has been found guilty of corruption but not imprisoned, to ensure that the individual is not employed in any other department and (d) notify all departments of the allegations against an individual who resigns from a position before the finalisation of an investigation to ensure that the individual is not employed in any other department while not cleared of the allegations?

Reply:

The DPSA recognises the seriousness of public service employees involved in fraud and corruption and is putting the necessary processes in place. In doing so, it must be kept in mind that corruption and fraud investigations are the sole mandate of the South African Police Service (SAPS) and that of discipline management the mandate of the respective heads of department. As such, discipline management is inherently a decentralised process.

In terms of section 15 of the Public Administration Management Act, 2014 (PAMA), misconduct emanating from criminal investigations is a DPSA responsibility. It is therefore envisaged that the newly established Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit will establish a central disciplinary database to monitor, track and record public servants under investigation for misconduct which may include corruption and fraud.

As such, the Unit will play an important role (as contemplated in section 15(4)(f) of the PAMA) to coordinate the involvement of the two identified stakeholders in a decentralised process, so as to able to paint a holistic picture regarding the involvement of public service employees in fraud and corruption.

12 March 2020 - NW167

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

Whether he approved the appointment of a certain person (name and details furnished); if so, (a) on what date and (b) on what grounds did he approve the appointment of the person in light of his undertaking to the Portfolio Committee on Public Service and Administration on 6 November 2019 (name and details furnished)?

Reply:

The Minister for the Public Service and Administration does not exercise any authority to appoint staff in departments other than be the Department of Public Service and Administration.

The executive Ethics Code issued in terms of the Executive Member’s Ethics Act, 1998 regulates the conduct of Members of the Executive. The Public Service Commission may also be the appropriate institution to deal with this matter.

End

12 March 2020 - CW50

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Zandamela, Mr S to ask the Minister of Public Service and Administration

When will the moratorium on the filling of critical vacancies in all departments be lifted (details furnished)?

Reply:

There is no moratorium on the filling of funded vacant posts in the Public Service.

End

12 March 2020 - NW254

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

Whether he approved the appointments of certain persons (names and details furnished) as Special Advisors to the Minister of Human Settlements, Water and Sanitation; if not, what steps will he take against the Minister of Human Settlements, Water and Sanitation for the appointments; if so, (a) on what date and (b) on what ground(s) did he approve each appointment?

Reply:

In terms of section 12A of the Public Service Act, 1994 and the dispensation for the appointment and remuneration of persons (Special Advisers) appointed to executive authorities on grounds of policy consideration. Executive Authorities must submit proposals/recommendations for the appointment of individual Special Advisers to the Minister for the Public Service and Administration (MPSA) for approval of the individual’s compensation level before the appointment is effected.

(a) On 03 and 24 July 2019, I approved the compensation levels for Advocate Menzi Simelane and Mr. Mo Shaik respectively, as Special Advisers to the Minister of Human Settlements, Water and Sanitation.

(b) The MPSA is not responsible for the approval of appointments of Special Advisers but for the approval of the compensation levels of Special Advisers before appointment.

End

12 March 2020 - NW166

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

Whether he confirms his statement, made to the Portfolio Committee on Public Service and Administration during a committee meeting on 6 November 2019 that retired Ministers, retired Deputy Ministers and their spouses will continue to receive free business class flights for the rest of their lives despite recent changes made to the Ministerial Handbook; if so, why did he remove any reference to the free business class flights for retired ministers, deputy ministers and their spouses from the Ministerial Handbook?

Reply:

The Guide for Members of the Executive was approved by the President effective from 20 November 2020. The benefits due to former Members was removed from the Guide and the process to review same was left to Parliament to deal with as it is a Scheme that is administered by Parliament and the costs emanating therefrom is borne by Parliament.

End

20 November 2019 - NW1212

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Joseph, Mr D to ask the Minister of Public Service and Administration

What (a) type of performance or incentive bonuses exist in the Public Sector excluding 13th salary cheque and (b) amount was budgeted for these performance or incentive bonuses (i) in the (aa) 2017-18 and (bb) 2018-19 financial years and (ii) since 1 April 2019?

Reply:

(a) The 2019 Incentive Policy Framework for employees in the general Public Service, provides for the payment of non-pensionable performance bonuses to employees appointed in terms of the Public Service Act, 1994.

The other sectors (e.g. Correctional Services, Police Service, Educators, Defence) have their own sectoral unique performance incentive schemes.

(b) My Department does not have information on the amount budgeted by departments on the payment of performance bonuses. However, the actual expenditure incurred in the 2017/18 and 2018/19 financial years is as follows:

(i) (aa) and (bb)

2017/18

2018/19

R1.54 billion

R2.6 billion

Source: PERSAL

Excludes National Defence Force and State Security Agency

(ii) The actual expenditure to be incurred on payment of performance bonus in recognition of performance in the 2019/20 (current) financial year will only be available in the 2020/21 financial year.

20 November 2019 - NW1372

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De Villiers, Mr JN to ask the Minister of Public Service and Administration

Whether his department did business with certain (a) persons, (b) companies and (c) trusts (names and details furnished in each case) (i) in each of the past five financial years and (ii) since 1 April 2019; if so, (aa) on what date(s) did his department do business with the specified persons, companies and trusts and (bb) what was the (aaa) nature and (bbb) monetary value of each business arrangement?

Reply:

The Department of Public Service and Administration (DPSA) has not done business with any of the persons, companies and or trusts as listed in any of the past five (5) financial years or since 1 April 2019.

15 November 2019 - NW1328

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Hicklin, Ms MB to ask the Minister of Public Works and Infrastructure

(1) With reference to Agrément South Africa’s approval of a number of innovative building methods and materials, how are relatively more affordable and innovative building technologies incorporated into the construction industry when only traditional bricks and mortar structures have been approved by the National Home Building Regulations of the National Home Builders Registration Council and the SA Bureau of Standards; (2) what steps is her department taking to assist young entrepreneurs, developers and other professionals to get their innovative products and ideas to the build environment market?

Reply:

The Minister of Public Works and Infrastructure

  1. The National Building Regulations recognise at least one of three methods of satisfying compliance to the Building Regulations. Those are:
  • Rational Design, as designed by a Professional Engineer,
  • Compliance to “deem-to-satisfy” rules as set out in the South African National Standards (SANS) 10400 series, or
  • Agrément South Africa certification.

The National Home Builders Registration Council (NHBRC), in its mandate to protect the interests of housing consumers and ensure that builders comply with the prescribed building industry standards, assesses the quality of construction of homes, subsidised and non-subsidised, based on their satisfaction of at least one of the three requirements indicated above.

The NHBRC provides general guidance on the implementation of Innovative Building Technologies (IBTs) and condition of IBTs (by means of a published database). However, it does not provide assurance of the IBTs’ fitness-for-purpose; and Agrément South Africa does so.

In simple terms, the National Building Regulations do not only consider the conventional “brick-and-mortar” method of construction as the only solution, but recognises three methods, including innovative technologies.

The choice of an IBT to use, lies with the owner(s) of the product, or in a case of public infrastructure projects, with the specifiers (at planning and design phase).

The South African Bureau of Standards (SABS), through its Standards Division, develops, publishes and maintains the South African National Standards (such as SANS 10400), which are referenced in legislation, as one of the three methods of satisfying compliance to National Building Regulations. The SABS also develops standards for the so-called “conventional methods”, and not the innovative solutions.

(2) In terms of the objects of the Agrément South Africa Act, 2015 (Act No 11 of 2015), Section 4 (b) and (c), ASA is empowered to:

- “support and promote the process of integrated socio-economic development in the Republic as it relates to the construction industry”; and also to

  • “support and promote the introduction and use of certified non-standardised construction related products or systems in the local or international market.

This speaks to the issue raised by the Honourable Member relating to assisting South Africans to be entrepreneurs and to get their innovative products into the market.

This has been done with some relative success. Many non-standardised products certified by ASA have found their way into the market, but also we realise that we have not made the strides that we would like to. In this vein, we have engaged with ASA to come up with proposals as to how to further assist young entrepreneurs and to expand the footprint of the use of Innovative Building Technologies.

To this effect, ASA has established in the current financial year the Industry Advisory Committee (IAC) which will serve to promote to the industry the use of innovative building technologies. We expect ASA to come up with proposals on how best to assist young entrepreneurs by, among other things, forming strategic partnerships with funding agencies, in order to promote socio-economic development by having more innovative products in the markets and also ensure the uptake thereof, which will ensure the viability of businesses.

13 November 2019 - NW1138

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Clarke, Ms M to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

(1) (a) On what grounds were performance bonuses paid out to employees of government departments that recorded adverse audit outcomes and/or did not reach key performance indicators in the past three financial years, (b) which of the specified departments paid out performance bonuses in each of the specified financial years and (c) what was the total cost of the performance bonuses in each case; (2) (a) what number of government departments do not have employment agreements in place, (b) what steps is his department taking in this regard, (c) how do the specified departments conduct performance assessments and (d) have any of the departments paid out performance bonuses in each of the past three financial years; (3) what amount did each government department spend on paying performance bonuses in each of the past three financial years?

Reply:

 1. (a) The general rules for the awarding of performance bonuses are contained in the Incentive Policy Framework issued by the Minister for the Public Service and Administration. Performance bonuses are awarded to employees who receive a performance rating of significantly above the expectation. The authority to grant performance bonuses resides with the Executive Authority or as delegated to the Head of the Department.

Therefore, the DPSA is not in a position to respond to the question regarding the grounds for the payment of bonuses by departments who recorded adverse audit outcomes and/or did not reach key performance indicators in the past three financial years.

According to the published reports of the Auditor General for the past five years (i.e. 2013/2014, 2014/2015, 2015/2016, 2016/2017, 2017/2018), the National Department of Environmental Affairs and the Free State Department of Agriculture and Rural Development each received an adverse audit outcome for the 2016/2017 performance cycle (Annexure B on Audit findings attached). The DPSA will write to the affected departments to request an explanation.

(b) The two affected departments, (National Department of Environmental Affairs and Free State Department of Agriculture and Rural Development) paid performance bonuses during the 2016/2017, 2017/2018 and 2018/2019 financial years.

(c) The amount paid for performance bonuses for the last three financial years was R45 769 407.95 and R5 036 752.95, respectively.

Name of Department

2016/2017

2017/2018

2018/2019

Total

National Department of Environmental Affairs

*R14588100.00

R16189906.95

14991400.00

R45769407.95

Free State Department of Agriculture and Rural Development

*R1555018.62

R2474891.16

R1006684.17

R5036752.95

*Adverse audit outcome

2. The DPSA Circular dated 23 January 2013, requires all departments to capture information on the signing of performance agreements for members of the Senior Management Service and non-SMS employees on or before 31 June annually.

(a) According to the information extracted from the PERSAL system, all departments have captured their information on the signing of performance agreements for the 2018/2019 performance cycle.

(b) The DPSA monitors and report on the level of compliance with the signing of performance agreements. Letters will be sent to non-compliant departments, when such is identified.

(c) Performance assessments are conducted based on the signed performance agreement which contains the performance measures. The performance assessments are subjected to a half-yearly and annual review. The performance ratings or scores are further subjected to a moderation process and recommendations are made to the relevant Executive Authority on the outcome of performance.

(d) Departments have awarded performance bonuses to eligible employees. The detailed list of performance bonuses paid by departments is attached as Annexure A.

2. Government departments paid performance bonuses for the 2016/2017, 2017/2018 and 2018/2019 financial years. The detailed list of the performance bonuses paid by departments is attached as Annexure A as extracted from the PERSAL system.  

13 November 2019 - NW1021

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

Noting that his department is currently reviewing the Ministerial Handbook for the second time this year, (a) by what date will his department finalise the second revision and (b) what are the (i) substantive areas within the Handbook that are currently under review and (ii) further relevant details?

Reply:

The Cabinet has directed that the Ministers of Finance, Public Works and Infrastructure and Public Service and Administration further engage on the financial implications of the Guide for Members of the Executive (referred to as the Ministerial Handbook).

a) The engagements have been finalised and proposals are being considered by the President and it is expected to be concluded shortly.

b) (i) The substantive matters that the Cabinet identified are-

  • Vehicle purchases for official use;
  • Tariffs in relation to privately owned vehicles used for official business by Members;
  • Residential upgrades; and
  • Staffing in Ministerial Offices.

(ii) Further details will be provided once decisions on any revisions are effected.

 

05 November 2019 - NW953

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Schreiber, Dr LA to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

(1) What number of public service employees have been found to have criminal records (a) in each of the past five calendar years and (b) since 1 January 2019; (2) What mechanisms has his department put in place to conduct vetting of potential public service employees to ensure that those with criminal records are not employed as public servants?

Reply:

1. The personnel suitability checks as prescribed by the Minister for the Public Service and Administration emanate from the National Vetting Strategy that resides with the State Security Agency. Departments keep their own databases on criminal records and information is not captured on the PERSAL system. A similar question was posed to me, when it was asked in the NCOP in relation to the murder of a 19 year old student of the University of Cape Town. My response to the question entailed that the Department of Public Service and Administration will be embarking on a number of initiatives to address the matter which includes, but is not limited to, the creation of a database of employees who have criminal records with the assistance of other relevant departments.

5. In terms of the provisions of the Public Service Regulations an Executive Authority must subject an employee or a candidate for employment to personnel suitability checks as directed by the Minister for the Public Service and Administration. The personnel suitability checks contemplated in Regulation 57(1) (c) of the Public Service Regulations, 2016 shall consist of the following:

(i) Criminal record checks

(ii) Citizenship verification

(iii) Financial checks

(iv) Qualification/ Study verification

(v) Previous employment verification (Reference checks)

Should a verification confirm a criminal record, the department has to consider the relevance thereof to the person’s suitability for employment in a particular post on the following basis:

(a) The nature and severity of the negative finding.

(b) The relevance of the finding to the job duties and work environment in question.

(c) The amount of time that has passed since the negative incident and the applicant’s subsequent behaviour since then.

(d) The record of the applicant in respect of multiple incidents of misbehaviour and convictions.

A department’s decision to reject an application on the aforesaid grounds must, however, conform to the concept of a fair administrative action as provided for in the Promotion of Administrative Justice Act, 2000.

01 November 2019 - NW788

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Mokause, Ms MO to ask the Minister of Public Service and Administration

(1)(a) What amount was spent on advertising by (i) his department and (ii) state-owned entities reporting to him in the (aa) 2016-17, (bb) 2017-18 and (cc) 2018-19 financial years; (2) what amount of the total expenditure incurred by (a) his department and (b) state-owned entities reporting to him went to (i) each specified black-owned media company and (ii) outdoor advertising in each specified financial year and (c) on outdoor advertising by his department and state-owned entities reporting to him went to each black-owned media company in each specified financial year?

Reply:

PUBLIC SERVICE COMMISSION (PSC)

Question 1

(1)(a) 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 of Public Service and Administration (MPSA). Its budget is appropriated via the MPSA.

D1(a)(a) R238,679.79

1(b)(b) R229,481.00

1(c)(c) R255,660.47

Question 2

2 (i)

SUPPLIER

B-BBEE
STATUS

2016/17

2017/18

2018/19

   

R'

R'

R'

Kone Staffing Solutions

100%

10,574.56

-

-

Human Communications

51%

86,270.18

21,939.58

15,870.69

Ultimate Recruitment Selection

100%

42,909.68

31,849.18

149,714.25

Basadzi Communication

100%

21,711.47

153,693.32

70,370.13

Lokoko Industries Primary Co-operative LTD

100%

73,548.46

Government Printing Works

100%

3,665.44

15,000.00

1,765.40

Black X Trading

100%

6,998.92

Digipaper Concepts CC

100%

17,940.00

TOTAL:

 

238,679.79

229,481.00

255,660.47

2(ii) No outdoor advertising cost were incurred during the 2016/17, 2017/18 and 2018/19 financial years.

2(c) No outdoor advertising cost were incurred during the 2016/17, 2017/18 and 2018/19 financial years.

DEPARTMENT OF PUBLIC SERVICE AND ADMINISTRATION (DPSA)

REPLY:

(1) (a) (i) (aa), (bb) and (cc) Zero amount

(2) (a) (i) (ii) (c) None

CENTRE FOR PUBLIC SERVICE INNOVATION (CPSI)

(1)(a) (ii) (aa) (bb) (cc) The Centre for Public Service Innovation has not spent any amount on advertising in any of the financial years.

(2) (b) (i) (ii) N/A

(c) N/A

NATIONAL SCHOOL OF GOVERNMENT (NSG)

REPLY:

(1)(a)(ii) reporting to him

(aa) No. There was no outdoor advertising done for financial year 2016-17

(bb) No. There was no outdoor advertising done for financial year 2017-18

(cc) No. There was no outdoor advertising done for financial year 2018-19

(2)(b)

(i) The was no expenditure incurred for outdoor advertising for financial years  2016-17, 2017-18 and 2018-19

(ii) There was no expenditure incurred for outdoor advertising for financial years 2016-17, 2017-18 and 2018-19

(2)(c) There was no outdoor advertising done for financial years 216-17, 2017-18 and 2018-19

24 October 2019 - NW1175

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Faber, Mr WF to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

Whether his department incurred any costs related to the (a) inauguration of the President of the Republic, Mr M C Ramaphosa, held in Pretoria on 25 May 2019 and (b) State of the Nation Address held in Cape Town on 20 June 2019; if so, in each case, (i) what costs were incurred and (ii) for what reason?

Reply:

(a) The Department of Public Service and Administration has not incurred any costs related to the inauguration of the Republic, Mr M C Ramaphosa, held in Pretoria on 25 May 2019.

(b) The Department of Public Service and Administration has not incurred any costs related to the State of the Nation Address held in Cape Town on 20 June 2019.

(i) N/A

(ii) N/A

25 September 2019 - NW693

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Clarke, Ms M to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

What (a) number of recommendations did the Public Service Commission make since 1 January 2018 in line with its mandate of promoting measures that would ensure effective and efficient performance within the Public Service and promoting values and principles of public administration as set out in the Constitution, throughout the Public Service, (b) number of the specified recommendations have been implemented and (c) was the outcome of the implementation of each of the specified recommendations?

Reply:

a) Number of recommendations issued: 153

b) Number implemented (including partially implemented and to be implemented): 43

c) Outcome: See notes in the last two columns in the detailed table at Annexure A below.

Summary Table

Research Reports

Number of recommendations issued

30

 

To be implemented

1

 

Implemented

1

 

Partly implemented

18

 

Not implemented

10

Public Administration Investigations

Number of recommendations issued

77

 

No feedback received

32

 

To be implemented

9

 

Subject to court judgement

31

 

Implemented

5

Grievances

Number of recommendations issued

46

 

No feedback received

35

 

To be implemented

 
 

Implemented

9

 

Partly implemented

 
 

Not implemented

2

Annexure A: DETAILS OF IMPLEMENTATION OF RECOMMENDATIONS

Title of Report

Department

Key Recommendations

Outcome of implementation of the recommendations

Comments

Service Delivery Inspection at 1 Military Hospital (Thaba-Tshwane)

Department of Defence (DoD) and Military Veterans

1. The DoD supported by the PSC and the Office of the Military Ombudsman to engage with the City of Tshwane to explore the possibility of allocating an electricity transformer/grid to the hospital.

Not implemented

The PSC forwarded the report to the Minister on 29 May 2018 and requested an engagement regarding the findings. Further correspondence through email dating back to 6 July 2018 were directed to the Chief of Staff of the Ministry to no avail.

As an alternative, the PSC held a meeting with the Secretary for Defence on 28 March 2019 and agreed that the Department will provide the PSC with an action plan within 60 days. To date, no feedback has been received.

The Chairperson of the PSC has sent letters to the Minister and the Secretary for Defence to schedule an engagement with the Chairperson to address this matter.

A meeting between the Director-General of the PSC and the Secretary for Defence has been scheduled for 17 September 2019.

   

2. The DoD should conduct an assessment of the security and safety needs of the hospital in line with the Minimum Physical Security Standards and the Minimum Information Security Standards. The security features should also be aligned to those accorded to National Key Points.

   
   

3. The DoD supported by the PSC and the Office of the Military Ombudsman should engage National Treasury on the management of transversal contracts and its implications for the 1 Military hospital with regards to the courier service provider to ensure the latter adheres to the service level agreement (SLA).

   
   

4. The DoD and South African National Defence Force (SANDF) should consider granting both Human Resources and Financial Delegations to the hospital management for efficient operations.

   
   

5. The Department of Military Veterans should re-assign an official to the hospital to facilitate the interface between the hospital and new ex-combatants.

   
   

6. The DoD and SANDF to review and redesign the organisational structure and service delivery model to ensure that it responds to the mandate of the hospital

   
   

7. The DoD and SANDF should attend to the Human Resources Management and Development issues affecting the hospital, including performance management (PMDS), occupation specific dispensation (OSD), remunerated work outside of the public service (RWOPS) and overtime payment.

   
   

8. The Department of Public Works (DPW) should provide the PSC and Office of the Military Ombudsman with a report on the delay in finalisation of the RAMP. In this regard, the PSC will request a meeting with the DoD, Public Works and National Treasury.

   

Factsheet on the implementation of the performance management and development system (PMDS):

case study at the Department of Agriculture: Western Cape

Western Cape Department of Agriculture

1. Ensure that Performance Agreement (PA), reviews, and assessment documents are initialled and signed. The signing of the PAs is important for authenticity and validity as these documents form the legal basis for performance contracting.

Implementation of all recommendations is in progress

During February 2019, the PSC engaged the HoD of Agriculture on the findings and recommendations. The HoD accepted all the recommendations.

   

2. Ensure on-going feedback and coaching in conducting of reviews. The PERMIS (computerised) system can restrict the personal interaction between supervisor and employee as information is signed-off on the system, so supervisors should make a concerted effort to sufficiently interact with their supervisees during the review process.

   
   

3. Ensure that the performance of employees is evaluated fairly and consistently evaluated across the Department. Lower level employees who do not have computers indicated that their performance assessment documents are loaded on the system by their supervisor. They are not always sure if the right information is captured. This may create a problem when individual ratings agreed upon between the employee and her/his supervisor is not correctly captured.

   
   

4. Ensure that there is a common understanding of the standards required as well as the unit of measurement that should be linked to posts where similar outputs are required. Farmworkers usually work in groups and the assessments do not allow for a group/team award. A training session should be held with these employees to create a shared vision of the standards required for their post.

   
   

5. Ensure that development needs are completed. Most of the employees did not complete the Personal Development Plan. Where employees lack knowledge and skills relevant to their work it is important that gaps are identified and training needs captured, and training programmes be implemented

   
   

6. Employees should feel empowered to influence the content relating to targets, quality of delivery, and resource allocation, as examples. A first step could be that employees are encouraged to formulate the performance statements and descriptions themselves. This is perhaps not universally applied for good reason. However, it does engender greater ownership of the agreement.

   

Non-Payment of Suppliers within the prescribed 30 days by National Departments

  • Rural Development and Land Reform
  • Social Development
  • Public Works
  • Water and Sanitation
  • Police
  • Cooperative Governance

1. Put systems and internal controls in place to adhere to the PFMA regulations to pay invoices within 30 days of receipt.

Partly implemented

Overall, the departmental performance has fluctuated from quarter to quarter.

Some departments continued to demonstrate a pattern of poor performance in the 30-day payment of invoices.

The PSC held engagements with the HODs of the mentioned departments.

Follow-up letters indicating dissatisfaction with the recurring bahaviour of defaulting on payments were further issued during the week of 13 and 14 June 2019.

   

2. Apply consequences management where officials were found to have neglected their duties of ensuring that invoices are paid on time.

   

Evaluation of the department against the nine principles in section 195 of the Constitution

Social Development, Gauteng

1. The Head of Department need to put measures in place to ensure that disciplinary hearings are held within 60 days as prescribed in Public Service Coordinating Bargaining Council (PSCBC) Resolution 1 of 2003.

Implemented

For the 2017/18 financial year the Department reported zero in terms of disciplinary hearings which were held after 60 days, meaning that the measures have been put in place to improve the management of labour relations. The issue of labour relations has been prioritised in the province since most departments are battling with it, particularly resolution of the cases in time.

 
   

2. The Head of Department need to produce and publish citizens’ annual reports on the departmental website annually.

Not implemented

There was no improvement, during the 2017/18 financial year because the Department still had no annual citizens’ report published and posted on its departmental website.

 
   

3. The Head of Department needs to make sure that all the strategic objectives have set targets.

To be implemented

This area can only be confirmed after scrutinizing the department’s Annual Report for the 2018/19 financial year. The Annual report will only be available late in September 2019.

 
   

4. The Head of Department need to take actions against the supervisors who are not concluding performance agreements with their supervisees as required.

Not implemented

There are officials who are still not concluding their performance agreements (and the number of officials who are not concluding their performance agreements increased compared to the previous financial year).

 

The PSC will continue to monitor the Department on this matter and ensure that there is improvement in this matter. The PSC will have an engagement with the new MEC as part of its strategy of raising problematic areas that the PSC has observed.

Public Administration Investigations

Investigation into a complaint

Rural Development and Land Reform

9 recommendations on acting appointments and acting allowances

No feedback received

The period for implementation of recommendations lapsed on 3 June 2018. Reminder e-mails were forwarded to the Ministry on 10 August 2018, 9 November 2018 and 4 February 2019.

Investigation into a complaint

Independent Police Investigation Directorate

5 recommendations regarding disciplinary procedures, precautionary suspension, irregular appointment and failure to pay invoices within 30 days

No feedback received

The period for implementation of recommendations lapsed on 8 March 2018. Reminder e-mails were forwarded to the Ministry on 19 April 2018, 3 May 2018, 12 June 2018, 10 August 2018, 9 November 2018 and 4 February 2019.

Investigation into a complaint

Water and Sanitation

5 recommendations on failure to adhere to a bargaining council resolution, appointment/ secondment of staff and job evaluation

Implemented

The former Minister sent the PSC a letter dated 6 April 2018 in which the PSC’s recommendations were accepted. The PSC’s investigating officer has testified in the disciplinary proceedings instituted by the Department

 

Investigation into a complaint

Public Service and Administration

4 recommendations on the filling of posts in the private office of the Minister

No feedback received

The final report was on 13 February 2019 forwarded to, amongst others, the Minister for further action.

Investigation into a complaint

Public Enterprises

1 recommendation on recovery of money that was irregularly paid

No feedback received

The report was approved and forwarded to the Minister on 15 November 2018 for comment within 30 days of receipt of the report.

Investigation into a complaint

Justice and Constitutional Development

2 recommendations on irregular appointments

No feedback received

The report was approved in March 2017. The Department had to provide feedback on the implementation of recommendations within 60 days of receipt of the report. Follow-ups were made with the Department. The latest follow-up being on 08 July 2019.

Investigation into a complaint

Public Works

31 recommendations regarding 12 instances of irregular appointments of members of the senior management service

Subject to court judgement

The DPW has approached the courts to set aside the irregular appointments.

Investigation into a complaint

Science and Technology

3 recommendations on non-adherence to Supply Chain Management regulations and Treasury Practice Notes

Implemented

 

Investigation into a complaint

Trade and Industry

5 recommendations on irregular expenditure on tuition fees and awarding of study bursaries

2 implemented

3 to be implemented

 

Investigation into a complaint

Sport and Recreation SA

11 recommendations with regard to delays in the filling of posts, creation of posts, competency assessment and deployment matters – transfers, secondments and assignments.

No feedback received

The final report together with the letter addressed to the Minister was handed to the Chief of Staff (CoS) in the Ministry on 5 November 2018. Feedback on implementation of the recommendations had to be provided to the PSC within 60 days, which period lapsed on 5 January 2019. Reminder e mails were forwarded to the CoS in the Ministry on 24 January 2019 and 16 April 2019. On 4 February 2019 the CoS indicated in an e mail that the content of the e mail dated 24 January 2019 was “shared with the Minister and the department who will respond to you in due course”. To date no feedback on the implementation of the recommendations has been received.

Investigation into a complaint

Center for Public Service Innovation

1 recommendation on the approval of sponsorship agreements

To be implemented

The Report was delivered on 02 August 2019. The 30 days to respond to the PSC has not yet lapsed.

Grievances

Several investigations of the grievances of employees in the public service

Several departments

Recommendations were made to address the grievances of the effected employees.

Implemented

7

Implementation of recommendations contributes towards compliance with policy, builds sound relations between the employer and employees, and contributes towards employee productivity.

In the case of the two recommendations that were not implemented, the EAs disagreed with the PSC’s recommendations and provided reasons for the disagreement. Aggrieved employees have the right to declare disputes should the disagree with the outcome of the process. In many instances the PSC’s findings are confirmed by dispute resolution bodies and the employees are then given awards which are enforceable.

     

Partially implemented

2

 
     

Awaiting feedback from department

35

 
     

Not implemented

2

 
     

Total issued

46

 

25 September 2019 - NW495

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Schreiber, Dr LA to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

What is the average remuneration package of public service employees appointed at (a) senior management and (b) middle management levels in the (i) national and (ii) provincial governments?

Reply:

1. Appointees appointed to the Middle Management Service (MMS) (salary levels 11 and 12) and Senior Management Service (SMS) (salary levels 13 to 16) are remunerated by means of Total Cost-to-Employer (TCE) packages, which include the following macro benefits:

1.1 Employer contribution to the Government Employees Pension Fund.

1.2 Employer contribution to a registered medical aid scheme.

1.3 13th cheque.

1.4 Housing benefit.

2. The annual average (mean) TCE packages of MMS and SMS members, per salary level, per national and provincial department, as at 1 July 2019, are as follows:

 

Cadre

Salary level

Government Sphere

Annual average TCE package

1

MMS

11

National

R779 802

     

Provincial

R779 435

   

12

National

R922 750

     

Provincial

R947 802

2

SMS

13

National

R1 078 267

     

Provincial

R1 076 222

   

14

National

R1 285 722

     

Provincial

R1 269 755

   

15

National

R1 557 121

     

Provincial

R1 533 755

   

16

National

R1 974 067

     

Provincial

R1 984 885

Source: PERSAL (Julu 2019 data)

12 September 2019 - NW426

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Clarke, Ms M to ask the Minister of Public Service and Administration

Whether the Public Service Commission has received the financial disclosures from each Director-General of each Government department for the current financial year; if not, (a) which Director-General has not submitted a financial disclosure yet, (b) from which department and (c) what action has the Commission taken to ensure that the Directors-General comply with the Financial Disclosure Framework?NW1398E

Reply:

 

As at 31 May 2019, the PSC received 45 financial disclosures forms of the Directors-General (DGs) at national and provincial level. Selected posts of DG were vacant.

  1. and (b) The PSC did not receive the financial disclosure forms of 8 DGs at national level. Of these, 7 DGs complied with Regulation 18(2) by disclosing their registrable interests on or before 30 April 2019, but their EAs did not submit copies of the financial disclosure forms to the PSC by 31 May 2019 as required by Regulation 18 (6). The extent of non-disclosure with the requirements of Regulation 18(2) and (6) is illustrated in Table 1 below.

Table 1: The extent of non-compliance by Heads of Department and/or EAs with the requirement to submit financial disclosure forms in respect of the 2018/2019 financial year

No.

DEPARTMENT

DATE OF DISCLOSURE BY THE HoD

DATE SUBMITTED TO THE PSC BY THE EA

1.

Agriculture, Forestry and Fisheries

29 April 2019

Complied

Not submitted to PSC

Not yet submitted to EA by Ethics Officer

2.

Communications

16 April 2019

Complied

Not submitted to PSC

Not yet submitted to EA by Ethics Officer

3.

Defence

26 April 2019

Complied

Not submitted to PSC

Submitted to EA by Ethics Officer on 03 May 2019

4.

Energy

15 April 2019

Complied

Not submitted to PSC

Submitted to EA by Ethics Officer on 31 May 2019

5.

Health

18 April 2019

Complied

Submitted to PSC by EA on 14 August 2019 (after due date)

6.

Public Enterprises

30 April 2019

Complied

Submitted to PSC by EA on 04 June 2019 (after due date)

7.

Public Service and Administration

26 April 2019

Complied

Not submitted to PSC

Submitted to EA by Ethics Officer on 14 May 2019

8.

State Security Agency

Citing security reasons

Not submitted to PSC

(C) The PSC is constant contact with the Ethics Officers reminding them to ensure that their respective departments comply with the Financial Disclosure Framework (FDF). Ethics Officers in departments have been assigned specific duties to assist the HoDs and EAs with the implementation of the FDF. The PSC continuously made follow-up with the Ethics Officers where the submission of financial disclosures was moving slowly. The Ethics Officers and SMS members are also sensitised on the importance of complying with the deadlines for the submission of the financial disclosures through workshops that are conducted in the departments.