Questions and Replies

Reply:

1. The Minister has not been informed about any crisis the Honourable member is referring to. However the Central Authority is always in contact and engaging in joint meetings with the Department of Home Affairs to address any adoption related matter at the level of the adoption central authority.

2. No, the Department of Social Development is not aware of the crisis extending to any other countries.

3. (a) Yes, the department’s policy position on adoption is aligned with The Hague Convention on Protection of Children and Co-operation in Respect of Intercountry Adoption that the Republic has acceded as all intercountry adoptions adheres to the principles of the Hague Convention.

(b) Yes, the department’s policy position on adoption is aligned with the bilateral work agreements that the SA Central Authority has concluded with the central authorities of several other countries.

(c) Yes, the department’s policy position is aligned to the bilateral work agreements that child protection organisations in the Republic have entered into with international counterparts, with the endorsement of both governments; hence approval is made for the accredited child protection organisations to enter into working agreements with accredited foreign adoption agencies.

4. No, the Minister has not been informed that the effect of this so-called policy change physically separates families as this matter is still under discussion with her department’s central authority and the Department of Home Affairs.

Reply:

a) Total number of social workers trained by the department in each of the past five years is 21 932 as indicated in the table below.

Scholarship beneficiaries	Financial Year	Total
	2014/15	2015/16	2016/17	2017/18	2018/19
Trained	5 199	5 674	4 702	4 331	2 026	21 932

b) Total number employed by provincial departments of social development is 2 187 as indicated in the table below.

Scholarship beneficiaries	Financial Year	Total
	2014/15	2015/16	2016/17	2017/18	2018/19
Employed	509	279	393	712	294	2 187

Reply:

1. (a) In the past three years (i.e. 2016/2017; 2017/2018 and 2018/2019) the total number of recorded enquiries on the Child Protection Register is 348 522;

1. (b) There is currently 1 475 recorded number of persons found unsuitable to work with children in the Child Protection Register;

2. Yes, I will gladly furnish the Honourable Masango with the provincial statistics of persons found unsuitable to work with children as recorded in the Child Protection Register.

 

Reply:

(a) The Department of Social Development (DSD) is currently rolling out Siyalulama Outreach Programme in provinces. The programme aims at providing people living in substance abuse hot spot areas with services. DSD implements this programme in partnership with other Government Departments and Community Based Organisations based on their availability and the issue being addressed. Professionals being employed in this programme includes Social Service Professionals, medical practitioners, law enforcement officials, educators, researchers, etc.

(b) DSD is also offering the following programmes to youth:

• Ke Moja Education and Awareness Programme which targets young people and children in and out of school. The programme seeks to create awareness and educate young people and children about the effects of drugs and other related substances. It provides them with skills to deal with substance abuse related challenges. The programme also informs youth about available government services and how to access them.

• The Institutions of Higher Learning Education and Awareness Programme targets students at institutions of higher learning particularly first year students. The aim of the programme is to create awareness and educate students about the effects of drugs and alcohol and also link them to services around their new social environment.

• The Festive Season Education and Awareness Programme targets adults, youth, Children, women and other vulnerable groups. The purpose of the programme is to encourage children and youth in particular to have a drug and alcohol free festive season. This programme also seeks to protect children against neglect and accidents such as drowning during this period. The programme encourages parents to be more vigilant and protect their hard earned valuables and money during this time of the year.

(c) DSD together with the Department of Performance Monitoring and Evaluation evaluated the implementation of the National Drug Master Plan (NDMP) 2013-2017. The report was presented to Cabinet during March 2019. The study aimed at assessing the extent to which the NDMP has been implemented. The report was used during the review of the new NDMP. DSD together with the Medical Research Council are currently developing an electronic Service Quality Measurement (SQM). The paper based system has been developed and piloted. SQM will help the department to continuously measure the quality of treatment services in the Country. DSD also work with the South African Community Epidemiology Network on Drugs (SACENDU) to produce statistical report on people who receive treatment services on a six monthly basis. DSD also contributes and receive a presentation on the Annual World Drug Report from the Commission on Narcotic Drugs and the United Nations Office on Drugs and Crime. These reports helps to determine the trend of drug trafficking and use both locally and international.

Reply:

The villages in questions fall within the Nebo Plateau Bulk Water Supply project that is still under construction. The project is funded through the Regional Bulk Infrastructure Grant (RBIG) and implemented by the Sekhukhune District Municipality. The project is implemented in phases and currently the connection pipeline from De Hoop Dam and the water treatment works at Ga-Malekana are completed and partially commissioned to supply villages of Ga-Masha and Ga-Maphopha. The supply at Ga Maphopha is however constrained due to reservoir capacity that is currently being addressed by the District Municipality through MIG funding. The project progress is at 82% and the anticipated completion date is 30 September 2019.

The overall project progress is at 83% and construction is in progress for Makgeru to Schoornoord pipeline which will supply water to Makgane, Tshehlwaneng and Schoornoord. The project has been delayed by non-delivery of ductile pipes by the local service provider appointed by Sekhukhune District Municipality. The municipality is in the process of terminating the contract of the supplier in a bid to appoint a new supplier. Due to these delays, the project is now anticipated to be completed by the end of February 2020.

The villages of Ga-Marishana and Ga-Masemola are covered through a pipeline extending from Jane Furse to Lobethel. The project was put on hold due to poor performance by the contractor and the engineer appointed by the District Municipality. The Municipality has since terminated the contracts of both the engineer and contractor following failures to complete the project within the agreed timeframe. An assessment will be done on the constructed pipeline to determine the remaining scope and budgetary needs to complete the pipeline.

The village, Ga-Mampuru will benefit through a planned branch off the main pipeline from Ga-Malekana Water Treatment Works (WTW). The technical report was completed for bulk pipelines and the reservoir. However construction will only commence following the upgrading of the Water Treatment Works due to limited capacity of the water works. Currently the community is benefiting from the Boschkloof WTW which abstracts raw water from the Steelpoort River downstream of De Hoop dam. This community has access to tap water.

The full functionality of the Nebo Plateau Bulk Water Supply scheme will depend on the upgrading of the Malekana Water Treatment Works from the current 12Ml/d to 24Ml/d to provide for current and future needs. Proper planning and reconciliation of water demand and supply is required to ensure that instituted projects address the current and future needs of all the 40 villages in the Nebo plateau. The planning process is at an early stage and was delayed due to financial constraints.

Reply:

1. The Department of Social Development acknowledges the role of Community Caregivers (CCGs) in the provision of comprehensive and quality social service within the home and community. The Department is developing a Policy Framework for Community Caregivers that aims to provide guidance towards the management of Community Caregivers as valued contributors to the broader delivery of comprehensive social development services.

The Policy Framework will provide a guidance for the recruitment and management of Community Caregivers; create an enabling environment by promoting fairness, transparency and recognition of Community Caregivers; clarify their roles, rights and responsibilities; and, strengthen partnerships between government, civil society and communities

2. The Department funds Non Profit Organisations (NPOs) that employ Community Caregivers to render services through the Home and Community Based Care programme (HCBC), which is one of the programmes participating in the Social Sector Expanded Public Works Programme (EPWP). The programme focuses on creating work opportunities for Community Caregivers by ensuring that they receive monthly stipends, and receive accredited training that improves their skills and chances of getting permanent or productive jobs. Their stipends are based on the EPWP Ministerial Determination, which is reviewed on an annual basis.

3. The Department has developed the following three Skills Development Programmes for Community Caregivers:-

(i) Psychosocial Wellbeing Skills Development Programme which focuses on their psychosocial wellbeing.

(ii) Child Protection Skills Development Programme, to increase their understanding of child protection issues.

(iii) Supportive Supervision Skills Development Programme.

4. The Department, in collaboration with Health and Welfare SETA (HWSETA) and Quality Council for Trade and Occupations (QCTO) is developing a part qualification for Community Caregivers, i.e. developing a qualification on NQF level 2, with modules taken from NQF level 5, to accommodate those without qualifications. This initiative will chart a career path for CCGs as a cadre of the social service workforce through the formalisation of their training in order to improve the quality of services they provide in communities. Achieving formal recognition and career pathing for CCGs as a cadre of the service workforce will put them in good stead to access better opportunities in the job market.

Reply:

The Department of Social Development is primarily responsible for registration of all Non Profit Organizations in terms of NPO Act. The NPOs are registered to operate within a diverse range of sectors and are classified according to type of activities they are engaged in. Within the social development sector, entities need to comply with funding requirements in order to receive funding. The organizations that qualify for funding and are rendering services in line with the mandate of the Department are thus funded accordingly.

However, the sector experiences the ever present reality that funding is constrained. In order to address some of the challenges, the department reviewed its funding policy with the aim to guide the country’s response to the funding of NPOs; to facilitate transformation for the equitable distribution of services and resources; and to ensure effective and efficient service provision to the poor and vulnerable sectors of society.

It is hoped that in the long term, the policy will unlock provincial and national funds for more equitable funding of social services in all provinces. The policy further guides the department in terms of putting in place clear, predictable procedures that are transparent and fair, and above all to ensure that funding allocations are made on time.

Reply:

Yes, mechanisms have been put in place to monitor that the norms and standards set out in the Regulations are adhered to.

(1)(a) Regulation 11 (4) mandates that the Director-General, a Social Worker or a person designated by the Head of the Department (as per the delegations) must ensure that a registered residential facility is monitored and evaluated at least once annually as provided for in Section 22 of the Older Persons Act, 2006 (Older Persons Act No. 13 of 2006). The annual professional visit is aimed at ensuring continuous compliance with part 2 of the national norms and standards.

There are three levels of monitoring, viz.

District, Province and National levels.

In terms of Section 32 of the Older Persons Act No. 13 (2006), on Delegation of Powers, the Director-General has delegated the responsibility of monitoring as outlined in Section 15 and 22 of the Older Persons Act, to the Heads of Social Development (HODs) in Provinces.

The National Office of the Department, at varied times, randomly selects a few facilities to monitor compliance with the Older Persons Act, 2006, which is inclusive of unannounced visits.

(1)(b) It has been found that most of the residential facilities partially comply with the norms and standards. The findings are as follows:

(i) STRUCTURAL PRESCRIPTS

Most of the structures partially comply with the national norms and standards as they were built before the promulgation of the Older Persons Act, No 13 of 2006.

(ii) PROGRAMMES

Most of the facilities are compliant. However, there are gaps, especially in previously disadvantaged communities.

(2)(a) Data is collected annually or when there is a need in terms of the Older Persons Act, 2006. The Department also makes use of the data collected by Statistics South Africa and other research institutions such as the HSRC etc.

(2)(b) Data was collected in 2016/17 on the state of the services delivered to older persons in terms of the Older Persons Act, No 13 of 2006 since its implementation. The project was undertaken by the Department of Social Development in partnership with the Department of Planning, Monitoring and Evaluation. The research was titled “The Implementation Evaluation of the Older Persons Act, 13 of 2006” and is part of the National Evaluation Plan (NEP). This endeavour has enabled the collation of data relating to the implementation of the Act and thus elevated some critical issues on, i.e. the number of Older Persons accessing both Community Based Care and Support Services (CBCSS) and Residential Care Services, financial and human resource allocations, programmes for Older Persons implemented such as the protection of older persons, the Active Ageing Programme, Educational Programmes, Economic Programmes, Inter-generational Programmes etc.

Additionally, meetings were held with Statistics SA this year, (2019), with a view to update the existing data nationally.

(2)(c) The information is available in the Department of Social Development and at Statistics South Africa (Stats SA).

(3)(a) The Department has developed an Accredited Training Manual for Standardisation of the Caregiver Training Programme. To this effect, the Department annually conducts training of caregivers in partnership with the appointed accredited service provider.

After the training has been conducted, the department provides mentoring of the trained caregivers in order to support the caregivers to ensure that they put theory into practice and also the completion of their practical Portfolios of Evidence.

(3)(b) Currently there is only one service provider (NICDAM) accredited by the Health and Welfare SITA.

(4) Yes. Monitoring is conducted to facilities rendering services to Older Persons, to assess compliance with regard to the national norms and standards.

(5) The Department does not have the total number of caregivers currently working in the Republic as they work in various sectors.

Reply:

The questions relate to taxpayer information provided by a taxpayer and taxpayer information obtained by SARS in respect of a taxpayer. SARS is prohibited from disclosing such taxpayer information in terms of section 68 (1)(b) of the Tax Administration Act, Act 28 of 2011

SARS GOVERNANCE IN RESPECT OF OUR CASE SELECTION

The legislative provisions governing tax inquiries is contained in Chapter 5 of the Tax Administration Act, No. 28 of 2011 (“TAA”). A tax inquiry is a formal process with witnesses subpoenaed and evidence being led under oath or solemn declaration, but it remains an information gathering mechanism.

We think it would be helpful to share members of parliament what process we follow when a matter comes to our attention.

SARS has an independent case selection methodology to protect the governance of how matters are followed up to ensure that there is a verifiable trail that informs how cases are selected.

When a matter comes to SARS’ attention, it is reviewed and evaluated to ensure the validity or merit of the case. Once we have applied our minds and possible grounds are established the case is then further investigated and should additional information be required, there are a number of instruments at SARS disposal that can be utilised to collect relevant information such as:

• a request for relevant material;
• production of relevant material in person during an interview at a SARS office;
• inspection,
• audit or criminal investigation;
• tax inquiry before a presiding officer;
• and search and seizure.

Based on the facts of the case the most appropriate investigative approach will be selected within the legal framework of legislation administered by the Commissioner for SARS.

The legislative provisions governing tax inquiries is contained in Chapter 5 of the Tax Administration Act, No. 28 of 2011 (“TAA”). A tax inquiry is a formal process with witnesses subpoenaed and evidence being led under oath or solemn declaration, but it remains an information gathering mechanism.

Before an inquiry into the tax affairs of a person may be held, SARS must apply through an ex parte application to a judge of the High Court for an order designating a person to act as a presiding officer, the order, will also be specific to the ambit of the inquiry. According to section 56 of the TAA, the tax inquiry is private and confidential. The secrecy provisions of the TAA apply to all the persons present at questioning, including the persons being questioned.

Information disclosed during an inquiry constitutes taxpayer information and is subject to the confidentiality provisions of the TAA, which regulate the disclosure of taxpayer information. The information obtained during the inquiry will be used by SARS to conduct investigations into the taxpayer’s affairs, to establish, whether the taxpayers complied with their obligation in terms of the relevant tax acts administered by the Commissioner for SARS.

Due to the confidentiality provisions contained in the TAA, SARS, is accordingly not in a position to provide any specific information pertaining to the ambit of the inquiry outside of the specified provisions.

Reply:

(a) R 57 549 018,59 total for (aaa) 2017/18 financial year

(i) (aa) Cleaning services R12 072 641.88

(bb) Security services R36 778 192.43

(cc) Gardening services R 301 669.55

Entities

(ii) (aa) Cleaning services R 5 875 417,37

(bb) Security Services R 2 409 742,36

(cc) Gardening Services R 111 355,00

a) R 73 632 992,87 total for (bbb) 2018/19 financial year

(i) (aa) Cleaning services R14 351 278.43

(bb) Security services R46 012 132.71

(cc) Gardening services R 456 801.36

Entities

(ii) (aa) Cleaning Services R 6 604 433,82

(bb) Security Services R 6 208 346,55

(cc) Gardening Services R nil

(b) Please see attached spread sheets for 2017/18 and 2018/19 financial years with details of payments to each service provider and;

(c) Total amount per service provider.

Reply:

1. No I have not commissioned a new Defence Review.

2. We have concluded that the Defence Review 2015 is, and remains, the National Policy on Defence and it should not be withdrawn. The bulk of the Defence Review 2015 remains valid and appropriate even though it was predicated on a steady-stream of improving defence allocation.3. 

3. Furthermore, we have concluded that I, as the Executive Authority responsible for Defence, must engage strongly with Cabinet and Parliament on the ever-declining defence allocation.

(a) This must include discussion, debate and resolution on the “Level of Ambition” that South Africa wants, including the shape and size of the Defence Force.

(b) The emerging security risks, contingencies and priorities that we require the Defence Force to be prepared for.

(c) The concomitant defence capabilities that we must fund and support.

Reply:

a) Employment equity profile of the Western Cape provincial departments as reported in the 2018 EE Reporting period is as follows:

b) Western Cape Provincial Government Departments’ EE profile (2018)

1.1 Please report the total number of employees (including employees with disabilities) in each of the following occupational levels: Note: A=Africans, C=Coloureds, I=Indians, W=Whites
Occupational Levels	Male	Female	Foreign National	Total
	A	C	I	W	A	C	I	W	Male	Female
Top Management	376	1053	304	7369	163	603	157	1811	260	49	12145
	3,1%	8,7%	2,5%	60,7%	1,3%	5,0%	1,3%	14,9%	2,1%	0,4%	100,0%
Senior Management	1383	3185	821	10525	763	2232	528	5402	499	191	25529
	5,4%	12,5%	3,2%	41,2%	3,0%	8,7%	2,1%	21,2%	2,0%	0,7%	100,0%
Professionally qualified and experienced specialists and mid-management	7503	12301	2262	20588	7045	12178	1967	17647	1694	674	83859
	8,9%	14,7%	2,7%	24,6%	8,4%	14,5%	2,3%	21,0%	2,0%	0,8%	100,0%
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents	40246	47550	3583	25291	37418	46330	4083	31329	3901	1762	241493
	16,7%	19,7%	1,5%	10,5%	15,5%	19,2%	1,7%	13,0%	1,6%	0,7%	100,0%
Semi-skilled and discretionary decision making	111512	76404	2659	9772	147124	90216	3830	17667	6374	2368	467926
	23,8%	16,3%	0,6%	2,1%	31,4%	19,3%	0,8%	3,8%	1,4%	0,5%	100,0%
Unskilled and defined decision making	87594	48332	558	1854	85155	46576	503	1076	5182	2146	278976
	31,4%	17,3%	0,2%	0,7%	30,5%	16,7%	0,2%	0,4%	1,9%	0,8%	100,0%
TOTAL PERMANENT	248614	188825	10187	75399	277668	198135	11068	74932	17910	7190	1109928
	22,4%	17,0%	0,9%	6,8%	25,0%	17,9%	1,0%	6,8%	1,6%	0,6%	100,0%
Temporary employees	31628	17085	347	2693	33034	22001	407	3368	4321	2613	117497
	26,9%	14,5%	0,3%	2,3%	28,1%	18,7%	0,3%	2,9%	3,7%	2,2%	100,0%
GRAND TOTAL	280242	205910	10534	78092	310702	220136	11475	78300	22231	9803	1227425

Western Cape Provincial Government Departments’ EE Profile for Persons with Disabilities Only (2018)

1.2 Please report the total number of employees with disabilities only in each of the following occupational levels: Note: A=Africans, C=Coloureds, I=Indians, W=Whites
Occupational Levels	Male	Female	Foreign National	Total
	A	C	I	W	A	C	I	W	Male	Female
Top Management	6	23	8	84	1	22	3	22	2	0	171
	3,5%	13,5%	4,7%	49,1%	0,6%	12,9%	1,8%	12,9%	1,2%	0,0%	100,0%
Senior Management	11	54	12	140	2	38	8	60	2	1	328
	3,4%	16,5%	3,7%	42,7%	0,6%	11,6%	2,4%	18,3%	0,6%	0,3%	100,0%
Professionally qualified and experienced specialists and mid-management	43	150	27	262	35	111	21	187	11	3	850
	5,1%	17,6%	3,2%	30,8%	4,1%	13,1%	2,5%	22,0%	1,3%	0,4%	100,0%
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents	256	583	47	403	220	434	46	387	12	3	2391
	10,7%	24,4%	2,0%	16,9%	9,2%	18,2%	1,9%	16,2%	0,5%	0,1%	100,0%
Semi-skilled and discretionary decision making	755	843	40	261	875	837	47	268	10	5	3941
	19,2%	21,4%	1,0%	6,6%	22,2%	21,2%	1,2%	6,8%	0,3%	0,1%	100,0%
Unskilled and defined decision making	812	546	20	87	862	420	7	64	7	6	2831
	28,7%	19,3%	0,7%	3,1%	30,4%	14,8%	0,2%	2,3%	0,2%	0,2%	100,0%
TOTAL PERMANENT	1883	2199	154	1237	1995	1862	132	988	44	18	10512
	17,9%	20,9%	1,5%	11,8%	19,0%	17,7%	1,3%	9,4%	0,4%	0,2%	100,0%
Temporary employees	203	97	6	17	231	89	5	10	1	0	659
	30,8%	14,7%	0,9%	2,6%	35,1%	13,5%	0,8%	1,5%	0,2%	0,0%	100,0%
GRAND TOTAL	2086	2296	160	1254	2226	1951	137	998	45	18	11171

c) Employment equity profile of the Western Cape municipal councils as reported in the 2018 EE Reporting period is as follows:

Please report the total number of employees (including employees with disabilities) in each of the following occupational levels: Note: A=Africans, C=Coloureds, I=Indians, W=Whites
Occupational Levels	Male				Female				Foreign National	Total
	A	C	I	W	A	C	I	W	Male	Female
Top Management	6	21	0	9	5	8	0	4	0	0	53
	11.3%	39.6%	0.0%	17.0%	9.4%	15.1%	0.0%	7.5%	0.0%	0.0%	100.0%
Senior Management	13	50	6	57	7	12	4	15	0	1	165
	7.9%	30.3%	3.6%	34.5%	4.2%	7.3%	2.4%	9.1%	0.0%	0.6%	100.0%
Professionally qualified and experienced specialists and mid-management	198	694	41	607	160	350	26	277	19	6	2378
	8.3%	29.2%	1.7%	25.5%	6.7%	14.7%	1.1%	11.6%	0.8%	0.3%	100.0%
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents	1164	3274	44	868	1252	1826	28	504	34	9	9003
	12.9%	36.4%	0.5%	9.6%	13.9%	20.3%	0.3%	5.6%	0.4%	0.1%	100.0%
Semi-skilled and discretionary decision making	2067	4302	31	344	1583	2634	39	443	7	4	11454
	18.0%	37.6%	0.3%	3.0%	13.8%	23.0%	0.3%	3.9%	0.1%	0.0%	100.0%
Unskilled and defined decision making	2570	3687	11	75	1173	1177	3	15	8	0	8719
	29.5%	42.3%	0.1%	0.9%	13.5%	13.5%	0.0%	0.2%	0.1%	0.0%	100.0%
TOTAL PERMANENT	6018	12028	133	1960	4180	6007	100	1258	68	20	31772
	18.9%	37.9%	0.4%	6.2%	13.2%	18.9%	0.3%	4.0%	0.2%	0.1%	100.0%
Temporary employees	303	327	0	25	202	248	1	31	0	0	1137
	26.6%	28.8%	0.0%	2.2%	17.8%	21.8%	0.1%	2.7%	0.0%	0.0%	100.0%
GRAND TOTAL	6321	12355	133	1985	4382	6255	101	1289	68	20	32909

Western Cape Municipal councils’ EE Profile for Person with Disabilities Only (2018)

Occupational Levels	Male				Female				Foreign National	Total
	A	C	I	W	A	C	I	W	Male	Female
Top Management	0	0	0	0	0	0	0	1	0	0	1
	0.0%	0.0%	0.0%	0.0%	0.0%	0.0%	0.0%	100.0%	0.0%	0.0%	100.0%
Senior Management	0	2	0	2	0	1	0	0	0	0	5
	0.0%	40.0%	0.0%	40.0%	0.0%	20.0%	0.0%	0.0%	0.0%	0.0%	100.0%
Professionally qualified and experienced specialists and mid-management	2	24	1	24	3	6	0	5	0	0	65
	3.1%	36.9%	1.5%	36.9%	4.6%	9.2%	0.0%	7.7%	0.0%	0.0%	100.0%
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents	15	71	3	37	12	49	1	31	3	0	222
	6.8%	32.0%	1.4%	16.7%	5.4%	22.1%	0.5%	14.0%	1.4%	0.0%	100.0%
Semi-skilled and discretionary decision making	30	75	0	18	19	61	2	31	0	0	236
	12.7%	31.8%	0.0%	7.6%	8.1%	25.8%	0.8%	13.1%	0.0%	0.0%	100.0%
Unskilled and defined decision making	31	93	0	3	12	24	0	3	0	0	166
	18.7%	56.0%	0.0%	1.8%	7.2%	14.5%	0.0%	1.8%	0.0%	0.0%	100.0%
TOTAL PERMANENT	78	265	4	84	46	141	3	71	3	0	695
	11.2%	38.1%	0.6%	12.1%	6.6%	20.3%	0.4%	10.2%	0.4%	0.0%	100.0%
Temporary employees	0	3	0	0	0	0	0	0	0	0	3
	0.0%	100.0%	0.0%	0.0%	0.0%	0.0%	0.0%	0.0%	0.0%	0.0%	100.0%
GRAND TOTAL	78	268	4	84	46	141	3	71	3	0	698

Reply:

We know that the call Centre (business process outsourcing) industry employs 54000 people. However, the department does not have a breakdown of how many of the 54000 are South Africans.

Reply:

a) The total number of unclaimed (i) Pension and (ii) Funeral benefit

Details	Rand Amount	Cases
Funeral Benefit	R1 197 422.62	138
Total unclaimed Benefit (July 2019)	R664 186 398.71	17 558

(iii) The GPAA do not deal with investment of funds.

Reply:

1. The Department of Basic Education sent officials to the National School of Government (NSG) on a regular basis, to attend skills development and training courses. The five tables below indicate the number of officials who attended skills development and training programmes offered by National School of Government (NSG) from 2014/15; 2015/16; 2016/17; 2017/18 and 2018/19 financial years.

The information presented includes the name of courses, number of officials according to race, gender, disability and the total cost per financial year.

Financial year 2014/15

Course name	African Male	African Female	Indian Male	Indian Female	Coloured Male	Coloured Female	White Male	White Female	Total number of officials attended	Cost per Official	Total cost per course
Advanced Management Development Programme	10	9						1	20	R 6 498.000	R129 960.00
Foundation Management Development Programme	5	15							20	R4 250.00	R85 000.00
Emerging Management Development Programme	6	11				2	1		20	R6 890.00	R137 800.00
Breaking Barriers into public service		2							2	No cost	No cost
Assessor Training	1	3							4	R 4 215.00	R16 860.00
CIP Train the Trainer		2							2	No cost	No cost
Compulsory Induction	11	15				1			27	R4 025.00	R108 675.00
TOTALS	33	57				3	1	1	95		R 478 295.00

Financial year 2015/16

Course name	African Male	African Female	Indian Male	Indian Female	Coloured Male	Coloured Female	White Male	White Female	Total number of officials attended	Cost per Official	Total cost per course
Public Service Trainers Forum		3							3	R3 275.000	R9 825.00

Financial year 2016/17

Course name	African Male	African Female	Indian Male	Indian Female	Coloured Male	Coloured Female	White Male	White Female	Total number of officials attended	Cost per official	Total cost per course
Advanced Management Development Programme	8	9	1					2	20	R8 400.00	R168 000.00
Compulsory Induction Programme	16	20							36	R1 892.00	R68 112.00
E-Learning on BID Committee (PFMA)	10	5	2	1			2		20	R2060.00	R41 200.00
Job Evaluation Follow up		2							2	R3 680.00	R7 360.00
Supply Chain Management	2	5		1					8	R4 925.00	R39 400.00
TOTALS	36	41	3	2			2	2	86		R 324 072.00

Financial year 2017/18

Course name	African Male	African Female	Indian Male	Indian Female	Coloured Male	Coloured Female	White Male	White Female	Total number of officials attended	Cost per official	Total cost per course
Compulsory Induction Programme	3	13					1	1	18	R2 159.00	R38 862.00
Mentoring for Public Service	1	4					0	1	6	No cost	No cost
Mentoring for Public Service	2	15 (1-disable official)			1	1		1	20	R4 100.00	R82 000.00
Emerging Management Programme Development	4	15			1				20	R8 400.00	R168 000.00
TOTAL	10	47			2	1	1	3	64		R 288 862.00

Financial year 2018/19

Course name	African Male	African Female	Indian Male	Indian Female	Coloured Male	Coloured Female	White Male	White Female	Total number of officials attended	Cost per official	Total cost per course
BID Committee (PFMA)	11	7	2	1	1			1	23	R4 782.60	R110 000.00
Compulsory Induction Programme (On-line)	7	3							10	R946.00	R9 460.00
Job Evaluation	5	1					1	1	8	R4 650.00	R37 200.00
Supply Chain Management	4	6							10	R6 750.00	R67 500.00
TOTAL	27	17	2	1	1		1	2	51		R224 160.00

Conclusion

The total amount spent by the Department of Basic Education for Skills Development and Training programmes attended by officials facilitated by the National School of Government from 1 March 2014 to 31 March 2019 (i.e the past five years) is R1 328 214.00.

Reply:

The Minister of Public Works and Infrastructure

a) Yes, proper processes were followed in accordance with the Public Service Regulation of 2016.

b) No applications were received for the position as the appointment of the specified person was done without advertising as provided for in Regulation 66, sub-regulation (2) of the Public Service Regulations 2016. However, the specified person was subjected to an interview process to determine suitability to the position,

c) Assistant Appointment Secretary.

d) Yes, in that the specified person has 14 years of Secretary, Receptionist and Administrative experience and she was appointed with the relaxation of qualifications, in accordance with Regulation 39 of the Public Service Regulations 2016. Regulation 39 provides that an Executive Authority shall establish a job description and job title that indicate, with appropriate emphasis on service delivery, the main objectives, activities and functions of the post or posts in question and the inherent requirements of the job. The delegation to approve lies with the Director-General. Relaxation of inherent requirements (qualifications) is a standard practice in the public service.

e) Recruitment of personnel is based on merit and the experience that they bring into the job. It is not a requirement for HR recruitment to establish whether candidates are related to any of those already in employment.

The said person is related to the Minister. She has since resigned from her position stating ethical reasons.

Reply:

1. (a), (b) and (c)

The Department of Basic Education (DBE) and Provincial Education Departments (PDEs) are using State Information and Communication Technology (SITA) and National Treasury transversal contracts to procure and rollout ICT devices to schools.

The DBE in collaboration with Department of Trade and Industry, National Treasury, State Information & Technology Agency are working together to develop an education specific contract. The department will use this education specific contract to leverage on the economies of scale. Furthermore, the DTI is conducting a study to determine the local capacity in the country to manufacture and assembly ICT devices. Based on the study the government will be able to determine the cost of providing ICT equipment to schools.

2. (a) The department has not conducted a comparative research study to determine whether there has been an improvement in the performance of learners who have received the above gadgets as compared to schools who do not have these gadgets.

(b) The primary value of providing ICTs in education is to transform teaching and learning to:

• Enhance learning experiences of learners;
• Improve efficiency in delivering educational services; and
• Leverage on ICTs to mitigate educational challenges.

However, drawing lessons from local experiences, the Khanya Project in the Western Cape was implemented to promote learning and maximize educator capacity by integrating the use of appropriate, available and affordable technology (computer technology) into the curriculum delivery process. In addition, the GDE ICT and e-Education Strategy is aimed at ensuring that schools in Gauteng are well resourced with ICT facilities to:

• Promote e-learning with the aim of introducing devices and smart software into the classroom using technology;
• Enhance teaching quality;
• Accessing materials to engage learners; and
• Train teachers and school administrators.

In conclusion, it should be noted that in order to bring 21st century skills to learners, the department is implementing the use of ICTs and eLearning programs to enhance the education environments that are best suitable for teaching and learning.

 

Reply:

a)

(i) 880 Projects are currently under planning and design phase

(ii) 127 Projects are currently under construction.

Province	No. of Projects	Planning	Construction
EC	262	262	0
FS	148	80	68
KZN	402	372	30
LP	162	162	0
MP	33	4	29
Total	1007	880	127

b) 

(i) Refer to Annexure A, column B

(ii) 

(aa) All the inappropriate sanitation will be demolished.

(bb) The number of toilets seats to be provided is determined by the learner enrolment as the ratio is prescribed in the Norms and Standards.

(iii) Where there is reliable source of water supply, flushing ablutions will be constructed and if the water supply is not reliable dry sanitation systems will be constructed.

(iv) Refer to Annexure A, column K

(v) All the 1007 projects will be funded through government funding, either the SAFE Allocation which is managed at the National Department of Basic Education (DBE) or the Education Infrastructure Grant (EIG) that is managed by the Provincial Education Departments (PEDs). Refer to Annexure A, column L

Reply:

(a – c) No. The acquisition of main equipment to replace the aging fleet in the South African Air Force is inextricably linked to the budget allocation. There is currently no funding on the SCAMP to initiate the process for the acquisition process or to procure the replacement of the ageing fleet.

Reply:

1.  To date 188 Schools have been provided with adequate sanitation.

Province	No. of Projects	Donor	EIG & ASIDI
EC	11	4	7
FS	29		29
KZN	93	2	91
LP	35	3	32
MP	20	9	11
TOTAL	188	18	170

2.

(a) Refer to Annexure A, column B

b) (i) All the inappropriate sanitation was demolished.

(ii) The number of toilets seats provided is to be confirmed by the Provincial Education Department (PEDs).

c) The type of toilets provided is to be confirmed by the PEDs.

d) & (e) The financial implications are to be confirmed by the PEDS.

Reply:

The Department is in the process of re-allocating personnel to critical front line service delivery areas, relevant to Civic services. To this extent, front line service delivery areas are envisaged to be capacitated by an additional 349 personnel (on a permanent and temporarily basis, subject to the availability of funds), by 31 March 2020.

Within the Immigration services environment too, the Department is looking at the possibility of deploying additional personnel to identified Missions abroad, within the current financial year.

 

END

Reply:

I have been advised by SAPO as follows:

1. The erstwhile Post Office GCEO, Mr Mark Barnes, mainly cited the ultimate separation of the shareholding, control and management of Postbank and SAPO as his main reason for his resignation. He reasoned that the decision goes against the agreed strategy for SAPO business model founded on a diversified revenue strategy.
2. The resignation letter does not indicate that undue political interference was the reason for the resignation. (a) and (b) are therefore not applicable.

 

MS STELLA NDABENI-ABRAHAMS

MINISTER

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

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)

Reply:

Department of Home Affairs

1. (aa) For financial year 2016/17 – R 1,449,947.84

(bb) Financial year 2017/18 – R 6,833,958.28

(cc) Financial year 2018/19 – R 3,380,574.43

(2) (a) The department total expenditure incurred R 3,095,535.24

(i) Financial year (2016/17)

YFM – R 50,997.33

Financial year (2017/18)

Power FM – R86,564.00

YFM – R 507,542.82

TisoBlackstar - R 37,121.00

Financial year (2018/19)

TisoBackstar R557,706.99

(ii) Financial year (2016/17)

None

Financial year (2017/18)

Airport screens – R 255,018.00

Stadium advertising – R 570,000.00

Financial year (2018/19)

Airport screens – R 449,650.00

Digital Screens in major routes across the country – R 172,500.00

Stadium advertising – R 494,999.10

(c) None.

Government Printing Works

(1) (a) (ii) (aa) none

(a) (ii) (bb) none

(a) (ii) (cc) none

(2) (b) (i) none

(b) (ii) none

(c) (aa) none

(c) (bb) none

(c) (cc) none

Electoral Commission

(1)(a) The amount spent in each of the financial years is as follows:

		(aa)	(bb)	(cc)
		2016-17	2017-18	2018-19
		36 531 210.99	75 840 626.44	45 418 600.53

(2)(b)(i)		2016-17	2017-18	2018-19
	BANZOGENIX	-	-	2 400.00
	EASTERN CAPE COMMUNITY RADIO FORUM	71 941.89	138 161.04	4 500.00
	GIJIMA PRINTERS	-	-	20 374.50
	IZETHEMBISO ZENKOSI TRADING ENTERPRISE	-	-	1 995.00
	MADIBA PROMOTIONS	-	-	21 355.50
	MMABATHO FM 107.7 MHZ	-	1 998.00	3 996.00
	SIPHUMELELE LIYA TRADING	-	2 240.00	1 944.00
	SIX FINGAZ MEDIA	-	-	8 974 970.03
	TUBATSE PROGRESSIVE COMMUNITY RADIO	-	-	4 200.00
	ALMEBYTE T/A DARKSTAR	579 315.38	10 748 872.67	-
	EMERGING SEARCH CONSULTANTS	-	45 000.00	-
	KARMA COMMUNITY PROJECTS	-	27 360.00	-
	LEKOA MULTI-MEDIA COMMUNICATION DE	-	24 000.00	-
	MANTUNTU TRADING ENTERPRISE	-	2 976.00	-
	MAPUTALAND COMMUNITY RADIO	-	6 000.00	-
	PHELI FM	-	10 000.00	-
	RADIO 786	8 000.00	-	-
	THAMZO TRADING	-	5 180.00	-
	WATERBERG WELFARE SOCIETY	-	4 810.80	-
	ZEBEDIELA COMMUNITY RADIO	-	7 990.00	-
	RADIO KC	8 000.00	-	-
	SIBABALWE PROMOTIONS AND EVENTS	112 450.00	-	-
	THE MEDIA SHOP	34 138 762.96	-	-
	THE PHONEBOOK COMPANY	5 210.53	-	-
	TOTAL ADVERTISING EXPENDITURE	34 923 680.76	11 024 588.51	9 035 735.03

		2016-17	2017-18	2018-19
(2)(b)(ii)		2 311 077.91	10 062 873.02	6 463 353.48

(2)(c)		2016-17	2017-18	2018-19
	ALMEBYTE T/A DARKSTAR		2 397 835.04
	SIX FINGAZ MEDIA			59 202.00
	THE MEDIA SHOP	2 311 078.00
		2 311 078.00	2 397 835.04	59 202.00

 

END

Reply:

I have been advised by the BBI as follows:

BBI was not the subject of an investigation by the SIU.

MS STELLA NDABENI-ABRAHAMS

MINISTER

Reply:

1. No.

(1)(a), (b) and (c) Not applicable

(2) No

(2)(a), (b) and (d) Not applicable

 

Ms Stella Ndabeni-Abrahams

Minister

Reply:

Unemployment Insurance Fund

1. Project Development Partnership(PDP)

The Department of Employment and Labour through PIC and the UIF launched the Project Development Partnership (PDP) Fund on the 14 December 2018. The Fund is aimed at supporting and creating jobs through creating and funding early-stage businesses. An allocation of R2bn is directed towards the PDP Fund, and this allocation is funded by the UIF. The PDP Fund is specifically directed at performing the following roles:

• Offering funding to create and grow small businesses, therefore creating new companies.
• The PDP Fund would fund companies in sectors such as Agribusiness and Bio- science, Mining and beneficiation, Manufacturing and ICT, social infrastructure, Water and related services, financial services, and Youth innovation.
• President Ramaphosa highlighted the importance of South Africa’s participation in the 4th Industrial Revolution and emphasized the need to move with greater focus and urgency to develop the skills, human capital, institutions and strategies that are required to seize the advantages of this technological change. The PDP Fund echoes the sentiments of our President and will focus on investing in projects which are solving SA socio-economic challenges through investment projects which are aligned to 4th Industrial Revolution.
• The PDP Fund is expected to create and support over 10 000 jobs (direct and indirect), particularly ensuring Future of Work opportunities are utilized

The PDP fund allocation of R2bn will be split into two investment streams. A portion will be invested by PIC directly into early-stage businesses and projects. The other portion of the R2bn allocation will be allocated to black-owned fund managers with an intention to transform the asset management industry in South Africa.

Progress since the launch:

• 194 applications were received for funding from the PDP fund, 85% have been screened. 73 were received from the public application process
• Request for proposals (RFP) were completed and processed for the appointment of the fund managers, and 5 managers have been shortlisted.
• All 5 fund managers are Black-owned and have excellent pipeline that includes projects that offer key unlocks for the South African economy and align well with employment creation targets

Project Bokamoso, the agricultural high-value land development flagship project, is progressing well and is in the Due-Diligence stage of the investment process. Other direct large-scale projects in pipeline includes:

• • Project Energise – beneficiation/ rural electrification / local manufacturing
  • Project Hope – High-tech satellite manufacture / agriculture / water
  • 2 Education / Healthcare project under consideration
  • 2 Primary agricultural development projects e.g. Macadamia Co-op (Eastern Cape and Limpopo)
  • 2 manufacturing projects under consideration – both targeted in SEZs for export market
  • Bonds4Jobs – youth skills development and employment placing
  • Mining and rehabilitation – high-tech/ low-cost minerals extraction

2. High Social Impact Portfolio(HSIP)

The aim of the Fund is a first step to put into effect the newly signed Unemployment Insurance Act as Amended 2017 Section 5(d) which states that: “Financing of the retention of contributors in employment and the re-entry of contributors into the labour market and any other scheme aimed at the vulnerable workers”. The purpose of the HSIP was born out of the above mentioned section and is just but one of the intervention the Department of Employment and Labour has embarked on to pro-actively intervene in the market where it’s possible to do so.

Purpose: The HSIP aims to fund interventions in entities in order to ensure job preservation and creation. It will target transactions where the current risk of significant direct job losses is high.

Social Impact Criteria and Expectations: Minimum social return of X% of the investment amount based on the value to the UIF of the primary social impacts. The primary social impacts that will be measured are related to the expected jobs saved at the target entity or that can be proven downstream:

• Saving of claim payments;
• Retention of UIF contributions;
• Impact on the Fiscus (e.g. PAYE)

Investment Criteria: The investments should contribute to the preservation and creation of sustainable job opportunities in particular for women, youth and other designated persons.

Progress to Date

• HSIP was only launched in February 2019
• The Department through UIF set aside R3 billion for the portfolio
• R1.2 billion was invested in Edcon acquiring a stake of 19% and in the process saving about 140 000 direct and indirect jobs. This investment also avoided stores; farms; and other stores downstream from closing.
• Overtime staff ownership will be worked into the formula of investment

3. Training Layoff Scheme and now Temporary Employee/Employer Relief Scheme(TERS)

The Department of Employment and Labour has swiftly implemented the job summit resolution on reviewing the Training Layoff Scheme process to ensure speedy intervention for the companies in distress. The intention of the review was in line with the newly reviewed UIF Act which emphasise the need to fund the retention of contributors in employment.

In the line with the Job Summit resolution the following has been implemented:

• The numerous decision making platforms have been reduced to one committee centralised at the CCMA which enables speedy decision making.
• As a result of the centralisation of the committee the following successes has been registered:

1. The committee has met 22 times since October 2018
2. 30 companies considered
3. 27 companies recommended and approved
4. Those 3 companies that have not been recommended have been advised to address compliance issues
5. A total of 2 929 jobs preserved
6. Just over R52 millions spent to date to preserve the jobs

Compensation Fund

1. Rehabilitation and Return to Work

The Compensation Fund introduced a Rehabilitation and Orthotics unit in 2018 with the aim of implementing a Rehabilitation and Return to Work programme for the injured workers. Injured workers who are assessed to be permanently disabled would usually leave the labour market thus contributing to the unemployment rate. The Rehabilitation unit introduced at the Compensation fund focuses on three forms of rehabilitation, the traditional clinical rehabilitation we have always provided injured workers with and the newly introduced social and vocational rehabilitation.

Vocational Rehabilitation is aimed at assisting the injured workers with reskilling for reintegration back into the labour market. Through the Vocational Rehabilitation Programme, the Compensation Fund seeks to remove barriers to accessing or returning to employment or other useful occupation by providing developmental opportunities to maximise performance, employability or participation in the country’s economy.ositiveegan in 2017on coperates ls that ensure employability t and also focus on development in rural areas pertainign le with The Programmes objectives are

• To support tertiary students who require financial assistance and are pursuing a tertiary degree
• To encourage the participation of previously employed persons who suffered occupational injuries or diseases resulting in a disability by providing training and development initiatives to enable them to be reintegrated back to work or become self-sustainable;
• To build a talent pipeline of a pool of capable candidates who are readily available for the labour market;
• To leverage on opportunity creation initiatives to assist unemployed workers who suffered occupational injuries resulting in a disability and Persons with Disabilities to achieve economic self-sufficiency; and Vocational Rehabilitation comprises of various sub programmes. In order to enable a successful Return to work programme for injured workers that now have a disability, the Fund has a Vocational Rehabilitation Bursary Scheme aimed at assisting the injured beneficiaries to acquire skill(s) that will enable them to be returned to work post the injury. Injured workers are among the most vulnerable in society and tend to be mostly blue collared workers with no matric or tertiary qualifications.

As a pilot, we are currently funding upper limb amputees enrolled for electrician and welding course, tertiary degrees and on entrepreneurship programmes.

In addition to promoting the employability of persons living with disability as a result of occupational injuries, the Compensation Fund currently runs a tertiary bursary programme which began in 2017 that is aligned to some of the scarce skills identified in South Africa. The bursary programme is an intensive programme which entails an online support programme and on site mentoring coaches at universities which monitor not only the academic performance of the student but also addresses social issues considering that some of our students are from rural areas in South Africa.

As at the beginning of 2019, this programme has 327 students pursuing a tertiary degree at various universities in the following fields:

• Nursing
• Medical Orthotics and Prosthetics
• Occupational Therapy
• Information Communications Technology
• Physiotherapy
• Accounting Science
• Actuarial Science and Financial Mathematics
• Medicine and Surgery

The Rehabilitation and Return to work programme will require participation of both the public and private sectors to be successful. As part of the Social Rehabilitation programmes we will be embarking on initiatives that are aimed at promoting social entrepreneurship for those who have been reskilled and successfully rehabilitated. We will outline the details of these programmes in the near future.

2. Socially Responsible Investments

The Compensation Fund has set aside 10% of its investment portfolio for investment in unlisted investments with job creation potential. These investments are made across various sectors of the economy.

Reply:

(1)(a) There are no cameras installed at the Norkem Park Police Station.

(1 )(b) Not applicable.

(2)(a)(b)(c) Not applicable.

(3}(a)(b)(c) Not applicable.
 

Reply to question 847 recommended

GENERAL NATIOAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
Date: 2019/09/16


GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

( 1 )(a) There are no cameras installed at the Tembisa Police Station.

(1)(b) Not applicable.

(2)(a)(b)(c) Not applicable.

(3)(a)(b)(c) Not applicable.
 

Reply to question 848 recommended

GENERAL NATIOAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
Date: 2019/09/16


GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

1. The Department of Employment and Labour did not host an event or function related to 2019 Budget Vote Debate.

a) Falls away

b) Falls away

c) Falls away

2. There was no event hosted and therefore there were no gifts exchanged

a) Falls away

b) Falls away

Reply:

The question is replied to by means of a Spreadsheet with three pages attached.

Page one deals with the number of disputes referred breaking them down to CCMA centres.

Page two deals with the statutory provision the disputes are based on.

Page three breaks down issues and provides figures.

Please note that information furnished here has been so from 1st January to 30 January 2019

 

Reply:

a) The Department of Employment and Labour under the Employment Services Act provides free recruitment and placement services to employers and work seekers alike.

220,851 work seekers were registered by Department of Employment and Labour centres during Quarter 1 of 2019, against an annual target of 700,000.

Through various partnerships with employer organizations a total of 52,894 employment opportunities were registered by Department of Employment and Labour centres during Quarter 1 of 2019, against an annual target of 90,000.

The department also profiles and assess competencies of registered work seekers to shorten employer recruitment and selection process. During Q1 a total of 70,086 work seekers were provided with employment counselling by against an annual target of 210,000.

The counselling services are an important step in identification of work seekers for referral for selection and placement by various employers or for further training in various training institutions. 18,126 registered employment opportunities were filled during Quarter 1 of 2019 against an annual target of 45,000.

b) The Department of Employment and Labour through the Unemployment Insurance Fund (UIF) has partnered with about 32 State Owned training providers and institutions to implement training of UIF beneficiaries. The intention is to pilot the project with training of over 160 000 learners over a period of three years. The training will vary from Skills Programme to Learnership to Artisan. The projected budget for the intervention is estimated at R7.9 billion over the period of three years.

Through this intervention 6000 artisans will be trained at the cost estimation of over R800 million. Learnership will take about 67 000 learners at an estimated cost of R3.7 billion. There are 400 of the claimants who have skills and need to be assisted with certification through Recognition of Prior Learning(RPL), at a cost of R15 million. A further 81 000 of the learners will be taken through the skills Programme at a cost of about R2.5 billion to enable them access to training and possible job placement. The final leg is the introduction of enabling entrepreneurship through enterprise development and training. Just over 1 400 will be trained in this area with the intention of absorbing trainees from other Programmes and linking to the market.

As at quarter 1; 20 000 people are in training with over 75% being young people and more 50% of the total being women.

The intervention is expected to grow over time to an extent that as and when a claimant visits the Department of Employment and Labour to claim for unemployment an opportunity will be ready for the claimants to link up the benefit payment with training thereby reduce cost on paying stipend.

Reply:

PERSONS EMPLOYED IN THE TRADE SECTOR IN SOUTH AFRICA

PROVINCE	TOTAL_ACTIVE_EMPLOYEES (AS ON 23-JUN-2019)
GAUTENG	2 029 714
WESTERN CAPE	1 212 098
KWAZULU NATAL	695 013
MPUMALANGA	293 531
EASTERN CAPE	258 762
FREE STATE	107 266
NORTH WEST	69 609
LIMPOPO	67 714
NORTHERN CAPE	48 163
GRAND TOTAL	4 781 870

Source: UIF Operations system

According to the operations system of the UIF more than 4.7 million people are employed in the trade sector in South Africa. The provinces of Gauteng, Western Cape and KwaZulu-Natal has 82% of the employees with Gauteng alone contributing 42% of the total employees. The Northern Cape has the least number of employees at just over 48 000.

Reply:

The South African Police Service (SAPS), including the Directorate for Priority Crime Investigation (DPCI), is not aware of Project Snowman or Project Broken Arrow, purportedly having been delivered by the South African Revenue Service (SARS), in 2010 and in 2014, respectively.


Reply to question 649 recommended/

GENERAL NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE\

KJ SITOLE (SOEG)
Date: 2019-10-16

Reply to question 649 approved

GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

(1 )(a) There are no cameras installed at the Germiston Police Station.

(1)(b) Not applicable.

(2)(a)(b)(c) Not applicable.

(3)(a)(b)(c) Not applicable.

 

 

Reply to question 843 recommended

GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

(1)(a) There are no cameras installed at the Edenvale Police Station.

(1)(b) Not applicable.

(2)(a)(b)(c) Not applicable.

(3)(a)(b)(c) Not applicable.

 

Reply to question 841 recommended/

NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
Date: 2019/09/16

Reply to question 841 approved

GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

(a)&(b) Indeed Honourable Member, the Military Veterans Programme has not been performing as expected and we are extremely concerned about the slow pace of delivery to our military veterans. On 3 May 2017, we convened a National Military Veterans Dialogue to exchange views and dialogue around finding solutions to challenges encountered in the provision of housing for military veterans. It has become evident to me that we have not moved far enough with delivery on this programme.

I will place the matter on top of the agenda of our MINMEC and it will remain a standing item until we make satisfactory progress on this matter.

Some of the reasons provided to me for delays in the delivery of houses for military veterans include:

(i) The finalisation and authentication of the beneficiary list by my Department and the Department of Military Veterans (DMV) has presented challenges for us. The completion of this process prior to the commencement of a military veterans’ housing project is very vital for planning. Where we proceeded to build and complete a project while the approved list had not been finalised, houses have been invaded by military veterans who did not qualify for these houses.

(ii0 Provincial structures of the South African Military Veterans Association in most cases dispute the beneficiary lists submitted by the National Department of Military Veterans.

Reply:

(1 )(a) There are no cameras installed at the Sebenza Police Station.
(1)(b) Not applicable.
(2)(a)(b)(c) Not applicable.

(3)(a)(b)(c) Not applicable.

 

Reply to question 846 recommended

GENERAL NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE\

KJ SITOLE (SOEG)
Date: 2019-10-16

Reply to question 846 approved

GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

(1) The Edenvale Police Station, currently has a total of 34 vehicles.

(2) All the vehicles that are available at the station, are inspected weekly, except for those that are booked in at the garage for repairs or other reasons.

Reply to question 697 recommended
 

GENERAL NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE\

KJ SITOLE (SOEG)
Date: 2019-10-16

Reply to question 697 approved

GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

(1) A total of 10 police officers at the Edenvale Police Station have failed their firearm competency test.

(2)(a) A total of 15 police officers at the Edenvale Police Station currently have a firearm competency certificate that has expired.

(2)(b) A total of eight police officers at the Edenvale Police Station currently have a firearm competency certificate that has not yet expired.

Reply to question 699 recommended


GENERAL NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE\

KJ SITOLE (SOEG)
Date: 2019-10-16
 

Reply to question 699 approved

GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

Yes, applications for the upgrading of the Edenvale Police Station to a Brigadier station, were received.

A0 On 2017-09-05 and 2018-08-30.

(b) The Station Commander of Edenvale and the Cluster Commander of Ekurhuleni North.

(c ) In response to the application, regarding the upgrading of Edenvale, all key environmental data and other related information were analysed on the planning mechanism (station profile), in order to determine an accurate resource requirement at local level. The results of the analysis were captured and utilised for the 2018/2019 Theoretical Human Resource Requirement (THRR) of police stations. The Edenvale Police Station did not qualify to be upgraded, in terms of the published results. The THRR is revised on an annual basis. In line with the annual THRR process, the 2019/2020 results were published, in April 2019. The Edenvale Police Station did not qualify to be upgraded to a Brigadier station, in terms of the published results.

 

Reply to question 691 recommended/

NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
DATE: 2019/ 09/16

Reply to question 691 approved


GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

(1)(a) There are no cameras installed at the Kempton Park Police Station.

(1)(b) Not applicable.

(2)(a)(b)(c) Not applicable.

(3)(a)(b)(c) Not applicable.
 

Reply to question 844 recommended

GENERAL NATIOAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
Date: 2019/09/16

Reply:

(1 )(a) There are 23 cameras installed at the Primrose Police Station.

(1)(b) The cameras are installed in the corridors, the holding cells, the outside of the Police Station, the perimeters and the parking areas.

(2)(a) The last inspection was done, in August 2019.

(2)(b) A total of 21 cameras are in working condition and two cameras are out of order.

(2)(c) A quotation, to have the cameras repaired, was requested from the supplier. The quotation is still outstanding.

(3)(a) In August 2019, during the inspection, two cameras were reported to be out of order.

(3)(b) The cameras have not been repaired yet.

3 )( c) The two cameras have been out of order, for two months

Reply to question 845 recommended

GENERAL NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE\

KJ SITOLE (SOEG)
Date: 2019-10-16

Reply to question 845 approved

GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

(1)(a) There are no cameras installed at the Bedfordview Police Station.

(1)(b) Not applicable.

(2)(a)(b)(c) Not applicable.

(3)(a)(b)(c) Not applicable.

Reply to question 839 recommended/

NATIONAL COMMISSIONER: SOUTH AFRICA POLICE SERVICE
KJ SITOLE (SOEG)
Date: 2019/09/16

Reply to question 839 approved

GENERAL BH CELE (MP)
MINISTER OF POLICE
Date: 22/09/2019

Reply:

The Minister of Public Works and Infrastructure:

(1)

	REGION	AMOUNT
1.	Bloemfontein	R838 059.70
2.	Cape Town	R11 787 343.30
3.	Durban	R1 312 592.64
4.	Johannesburg	R9 094 541. 71
5.	Kimberly	R6 402 742.59
6.	Mmabatho	R3 950 754.93
7.	Mthatha	R420 743.45
8.	Nelspruit	R279 513.42
9.	Polokwane	R3 696 099.58
10.	Port Elizabeth	R1 531 900.62
11.	Pretoria	R37 531 674.41
TOTAL		R76 854 966.40

(2) Acquisition and disposal framework was developed according to Section 217 of the Constitution. National Treasury has appointed new officials in the Office of the Chief Procurement Officer and consequently there will have to be further engagements before finalization. The Department’s Real Estate Management branch regularly convenes engagements with provinces to discuss various matters in the leasing and letting environment. The next meeting will take place in September and will be hosted by the Gauteng Provincial Department of Infrastructure Development.

(3)

	INSTITUTION	AMOUNT
	Telkom SA	R8 077 478.62
	Lucky Star	R411 626.38
	Eastgate Airport	R116 147.20
	Houtbay Boat Yard	R369 221.18
	Fisha Wellness	R107 616.10
	Troyan Foods	R484 455.01
	Abagold	R75 109.84
	Afrima Import Export (PTY) Ltd	R354 488.00
	Sea Freeze fishereries (PTY) Ltd	R499 082.13
	Inter Travel Shops (PTY) Ltd	R1 712 109.00
	TOTAL	R4 129 854.90

 

(4)

2017/18	2018/19	April 2019
R25 600.00	0	R22 500.00
TOTAL = R48 100.00

Reply:

1. The funding available currently is for Grade R only. This will be revised in the new financial year to accommodate for the new functions that have been transferred to the DBE.

(b) REQV 13 is the minimum qualification as determined in the Employment of Educators ‘Act and the Personnel Administrative Measures (PAM). The Minister of Higher Education and Training gazetted the Policy on Minimum Requirements for Programmes Leading to Qualifications in Higher Education for Early Childhood Development Educators in 2017. This Policy puts in place a set of qualifications for ECD practitioners who are delivering or assisting in delivering ECD programmes.

2. To be employed as an educator, one has to have an REQV 13 as a minimum qualification as determined in the Employment of Educators ‘Act and the Personnel Administrative Measures (PAM). This translates to Matric plus three years of formal training for a teaching degree. In relation to compulsory Grade R, qualified Grade R practitioners will be appointed as educators in terms of the Employment of Educators Act and will be subject to the conditions of service as they apply to all other school-based educators. In relation to ages 0-4 years, the Department is still gathering information about these practitioners, including identifying a need for a full audit on the qualifications and skills set of the practitioners. The audit will inform the decisions that need to be taken in relation to career options for practitioners. This will also clarify what job titles should exist in ECD centres, the qualification framework required and the salary scales as well as the conditions of service that will exist for Early Childhood Practitioners.

3. Salary scales of educators are determined in terms of the requirements of the Employment of Educators’ Act and the Personnel Administrative Measures (PAM). It will therefore not be automatic that the salaries of ECD practitioners will be equal to educators, if they do not meet the minimum requirements for appointment as educators. However, any qualified Grade R practitioners will be subject to the conditions of service applicable to other school-based educators.

Reply:

The Minister of Public Works and Infrastructure:

A0 The total number of residential properties under her department’s custodianship in the Dr Beyers Naudé Local Municipality is 61.

b) (i) None.

(ii) Please refer to Annexure A on the Compact Disc for National Department of Public Works and

Infrastructure’s residential properties located in the Dr Beyers Naudé Local Municipality.

(iii) None.

c) N/A.

ANNEXURE A: Utilised Properties in the Dr Beyers Naudé Local Municipality

MUNICIPALITY	FACILITY GROUPING NAME	USER DEPARTMENT	STREET NAME
CAMDEBOO MUNICIPALITY	AGRICULTURE	RURAL DEVELOPMENT AND LAND REFORM	R63 TOWARDS GRAAFF REINET
CAMDEBOO MUNICIPALITY	AGRICULTURE	RURAL DEVELOPMENT AND LAND REFORM	R63 TOWARDS GRAAFF REINET
CAMDEBOO MUNICIPALITY	AGRICULTURE	RURAL DEVELOPMENT AND LAND REFORM	R63 TOWARDS GRAAFF REINET
CAMDEBOO MUNICIPALITY	AGRICULTURE	RURAL DEVELOPMENT AND LAND REFORM	R63 TOWARDS GRAAF FREINET
IKWEZI LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	KLIPPLAAT
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	RURAL DEVELOPMENT AND LAND REFORM	BEAUFORT WEST RD
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	RURAL DEVELOPMENT AND LAND REFORM	BEAUFORT WEST RD
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	13 OLIVIER DIPPENAAR
BAVIAANS LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	WATER AFFAIRS	OFF N9
BAVIAANS LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	WATER AFFAIRS	OFF N9
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	CNR GRAVE/NEW
BAVIAANS LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	WATER AFFAIRS	OFF N9
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	8 VAN DER STEL STREET
BAVIAANS LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	FERRAIRA STREET
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	JUSTICE AND CONSTITUTIONAL DEVELOPMENT	PORTER
BAVIAANS LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	VICTORIA STREET
CAMDEBOO MUNICIPALITY	HOUSE	PUBLIC WORKS	R63 TURN LEFT INTO ADENDORP
CAMDEBOO LOCAL MUNICIPALITY	COLLEGE	SA POLICE SERVICES	COLLEGE RD
CAMDEBOO MUNICIPALITY	FLAT	PUBLIC WORKS	R63 TOWARDS GRAAFF REINET
BAVIAANS LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	JUSTICE AND CONSTITUTIONAL DEVELOPMENT	VICTORIA STREET
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	VOORTREKKER
CAMDEBOO LOCAL MUNICIPALITY	COLLEGE	SA POLICE SERVICES	COLLEGE RD
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	KINGWILL DR
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	2K
BAVIAANS LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	WATER AFFAIRS	OFF N9
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	13 OLIVIER DIPPENAAR
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	10 KINGWILL DR
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	V D STEL STREET
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	6 KINGWILL DR
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	17 OLIVIER DIPPENAAR
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	JUSTICE AND CONSTITUTIONAL DEVELOPMENT	AALWYNSTREET
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	3 MUNNIK STREET
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	JUSTICE AND CONSTITUTIONAL DEVELOPMENT	AALWYNSTREET
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	CNR GRAVE/NEW
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	6 AALWYN STREET
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	1 AALWYN STREET
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	144 CRADOCK
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	10 WES STRAAT
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	JUSTICE AND CONSTITUTIONAL DEVELOPMENT	GLOBE
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	V D STEL STREET
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	JUSTICE AND CONSTITUTIONAL DEVELOPMENT	MUNNIK
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	GRAVE/NEW
CAMDEBOO LOCAL MUNICIPALITY	PRISON	CORRECTIONAL SERVICES	SAREL CILLIERS STR
CAMDEBOO LOCAL MUNICIPALITY	COLLEGE	SA POLICE SERVICES	COLLEGE RD
CAMDEBOO LOCAL MUNICIPALITY	PRISON	CORRECTIONAL SERVICES	SAREL CILLIERS STR
BAVIAANS LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	WATER AFFAIRS	OFF N9
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	DEPARTMENT OF PUBLIC WORKS	OP DIE OEWER
CAMDEBOO MUNICIPALITY		PUBLIC WORKS	CAMDEBOO VALLEY CONSERVANCY
CAMDEBOO LOCAL MUNICIPALITY	COLLEGE	SA POLICE SERVICES	COLLEGE RD
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	JUSTICE AND CONSTITUTIONAL DEVELOPMENT	AALWYNSTREET
IKWEZI LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	CORRECTIONAL SERVICES	BOOMST
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	JUSTICE AND CONSTITUTIONAL DEVELOPMENT	AALWYNSTREET
CAMDEBOO MUNICIPALITY	HOUSE	PUBLIC WORKS	R63 TURN LEFT INTO ADENDORP
CAMDEBOO MUNICIPALITY	HOUSE	COOP GOV & TRADITIONAL AFFAIRS	BANTOM AGRICALTURAL COOPERATION
CAMDEBOO MUNICIPALITY	HOUSE	PUBLIC WORKS	R63 TURN LEFT INTO ADENDORP
BAVIAANS LOCAL MUNICIPALITY	SAPS RIETBRON	SA POLICE SERVICES	LOOP STREET
IKWEZI LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	JUSTICE AND CONSTITUTIONAL DEVELOPMENT	BRIDGESTR
CAMDEBOO MUNICIPALITY	HOUSE	WATER AFFAIRS	DIXON STREET
CAMDEBOO LOCAL MUNICIPALITY	COLLEGE	SA POLICE SERVICES	COLLEGE RD
CAMDEBOO LOCAL MUNICIPALITY	COLLEGE	SA POLICE SERVICES	COLLEGE RD
CAMDEBOO LOCAL MUNICIPALITY	RESIDENTIAL ACCOMODATION	SA POLICE SERVICES	VAN RIEBEECKSTREET

Reply:

a) The loan amount was R 63 628 818.

b) The interest was charged at 3% daily compounded monthly, the repayment duration and term was 1 year. following the expiry of the availability period for tranch A in four equal quarterly payments.

c) A loan has been repaid in full with interest R 64 994 855.03

1. R 64 994 855.03
2. Nothing is outstanding

(aa) A concurrence has been issued for a total amount of R140 million

(bb) Nothing, as the loan has been repaid with interest

(d) Yes.

Reply:

The Minister of Public Works and Infrastructure:

1. Since the presentation by the Department of Public Works and Infrastructure (DPWI) on the establishment of the Public Works Academy to the Portfolio Committee on Public Works and Infrastructure on the 21st August 2019, there was another session within the Department wherein officials made a presentation to the Minister of Public Works and Infrastructure. After the officials had made a presentation to the Minister about the Academy, and having taken into consideration the financial implications to establish such an Academy, and also in light of the cost-cutting measures that are being applied in the DPWI and in the Public Service as a whole, it was found as prudent to discontinue with the plan. However, the Skills Development (Technical Capacity Building) Programme, which the DPWI is busy with, will not be negatively impacted upon as there will be more focus and dedicated energy towards its roll-out. The DPWI has a dedicated Professional Services Branch to drive this work.

(a) and (b) (i), (ii), (iii) and (iv) Fall away.

2. The State Technical Capacity Building Programme will partner with other Public Sector Academies, including the National School of Government and Higher Education Institutions for immediate access to Learning Programmes (contact and online) to enhance the Programme outcomes. Below link, please find a diagram depicting other partnerships to be entered into.

http://pmg-assets.s3-website-eu-west-1.amazonaws.com/RNW856State.pdf

Acronyms:

 

ECSA: Engineering Council of South Africa

SACAP: South African Council of Architectural Profession

SACLAP: South African Council of Landscape Architectural Profession

SACPCMP: South African Council for Project Construction Management Profession

SACQSP: South African Council of the Quantity Surveying Profession

SACPVP: South African Council for the Property Valuation Profession

SACPLAN: South African Council for Planners

SAGC: South African Geotechnical Council

IREM: Institute for Real Estate Management

SAFMA: South African Facilities Management Association

QCTO: Quality Council for Trade Occupations

NSG: National School of Government

FSTDI: Free State Training and Development Institute

MSTA: Maths, Science, and Technology Academy

SAPOA: South African Property Owners Association

GBSA: Green Building South Africa

VAs: Voluntary Associations

TVETs: Technical Vocational Education and Training (Colleges)

3. Capacitation of the Property Management Trading Entity (PMTE) is of paramount importance to the Capacity Building Programme, and will implement its Asset Management programmes, guided by ISO standards on Asset Management. These standards clearly articulate the role of employees in the Asset Management value chain and the competencies they need to possess. To further bolster the State’s capacity in Infrastructure Delivery (supported by the Young Professionals and Candidacy Programmes aligned to the Built Environment Professional Councils, Maintenance (Facilities Management supported by Artisans and Apprentices) and Management (Asset Management ISO Standards), the aim of the Programme will be to address lack of competencies throughout the value chain of Infrastructure. Below is a summary of targeted employees and Asset Management training intervention areas.

Training Group	Training Areas of focus
Executive Senior Management	Legislative Drivers, Meaning of Asset Management (AM) planning, expectation outcomes from AM planning, Organisation’s AM strength and weaknesses, How does the organisation compare nationally & Internationally
Asset Managers, Asset Planners, Capital Works Delivery	Legislative Drivers, Key AM concepts, Asset management activities throughout the asset lifecycle: Level of service/ performance management, Demand forecasting and management, Operations and maintenance planning, Land rehabilitation planning Note: Organisation’s AM practices and how they compare with other, case studies of good practice AM, Workshop/discussion – how could we be doing AM better
Upskilling Group (those that have already attended a lot of formal AM training)	Refresher on AM concepts and practices, Examples of good practice, organisation’s AM strengths and weaknesses, Comparison of national and international organisations Note: Workshop/discussion – critical AM issues in the organisation and how do we address these
Operations team (Technical & Non- Technical )	Legislative Drivers, Key AM concepts, Asset management activities throughout the asset lifecycle, How operations fits in with the overall AM picture, Examples/case studies of good practice AM, Note Workshop/discussion – how could we be doing operational AM better
Customer Services (e.g. Call Centre, Service Desks)	Legislative Drivers, Key AM concepts, Asset management activities throughout the asset lifecycle, how the customer/call centre role fits with the overall AM picture
Information Systems/Data Entry Staff	Legislative Drivers, Key AM concepts, What data and functionality is required to support good AM