Reply:

THE DEPARMENT OF HUMAN SETTLEMENTS

The Department of Human Settlements and five of its six entities namely, Community Schemes Ombud Service (CSOS), Estate Agency Affairs Board (EAAB), National Home Builders Registration Council (NHBRC), Social Housing Regulatory Authority (SHRA), Housing and Development Agency (HDA) have advised me that they do not own land and therefore the question is not applicable to these. However, the National Housing Finance Corporation (NHFC) has indicated that it owns various properties and further details are provided below:

A) The President Place which is situated at 78 President Street (Corner of Odendaal Street) in Germiston and that,

1. The property is a mixed use building, residential and commercial space, comprising of 320 rental apartments of 1, 2 and 3 bedrooms and 22 shops.
2. Investment property in Germiston is worth R102 222 000.
3. The duration of the investment is 10 years.

B. Investments in Cape Town and Upington

(a) (ii) The Cape Town Community Housing Company Pty Ltd (CTCHC), a company owned 100% by the NHFC.

(b) (i) CTCHC owns 1006 repossessed institutional subsidy houses, which are still occupied by the original beneficiaries. These houses are located in and around the Khayelitsha and Mitchell’s Plain area, Cape Town. The CTCHC also owns 94 gap-market houses in Upington which are available for sale to qualifying beneficiaries.

(ii) The houses in Khayelitsha and Mitchell’s have an approximate value of R 85 million and the ones in Upington are estimated to be worth R 4.6 million.

(iii) The houses are currently let on short-term rentals.

 

THE DEPARTMENT OF WATER AND SANITATION:

a) (i) As much as the department owns land, no investment company has invested on the land it owns.

(ii) Refer to the table below for responses from entities.

(a)(ii) Entity	(b)(i) Nature	(b)(ii) Value	(b)(iii) Length of each investment
Amatola Water	None	None	None
Bloem Water	None	None	None
Lepelle Northern Water	None	None	None
Magalies Water Mhlathuze	None	None	None
Mhlathuze Water	None	None	None
Rand Water	None	None	None
Sedibeng Water	None	None	None
WRC	None	None	None
TCTA	None	None	None
BGCMA	None	None	None
IUCMA	None	None	None
Overberg Water	Transnet rent income for access to the servitude land of Overberg Water	Transnet R45 265.65 pa (annual escalation 8%)	Transnet: Area 338 hectares - indefinitely based on a five year review basis
	Telkom rent income for access to the servitude land of Overberg Water	Telkom R51 757.49 pa (annual escalation 8%)	Telkom: Area 224 hectares - indefinitely based on a five year review basis
	Vodacom rent income for access to the servitude land of Overberg Water	Vodacom R40 528.38.49 pa (annual escalation 10%)	Vodacom: Area 262 hectares - indefinitely based on a five year review basis
	MTN rent income for access to the servitude land of Overberg Water	MTN R40 528.38.49 pa (annual escalation 12.38%)	MTN: Area 230.25 hectares - indefinitely based on a five year review basis
Umgeni Water	Brookdale farm in Howick: Cattle Farming	R 19 835.92	200.0408 hectares. 5 Years Lease duration
	Doorenhoek farm (Pietermaritzburg): Sugarcane Farming	R18 163.11	297.4926 hectares. 10 Years Lease duration

Reply:

Honourable Member, please find information provided to me by the Department of Human Settlements, of Water and Sanitation and the entities reporting to me.

A. HUMAN SETTLEMENTS:

(1) (a)(i)The Department is currently faced with three (3) disputes, with two of these (2) at conciliation stage and one (1) at arbitration stage.

(b)(i) The Causes of the two (2) disputes at Conciliation are as follows:

• The 1st dispute arose from an employee who lodged a formal grievance on 22 October 2018 alleging wrongful conduct by the employer in a disciplinary hearing which impaired her dignity resulting in suffering and humiliation. The employee further sought compensation for her suffering and humiliation:

• The grievance was investigated with recommendations on findings thereof supported and approved by the Head of Department.
• The aggrieved employee was however dissatisfied with the outcome and opted to refer a dispute to the CCMA.
• The CCMA considered that it did not have jurisdiction to hear the matter and advised the employee to refer the dispute to the General Public Service Sectoral Bargaining Council (GPSSBC).

• The 2nd dispute arose after an employee was placed on pre-cautionary suspension on 29 April 2019 pending conclusion of investigations into possible acts of misconduct, including incidents of gross financial misconduct, gross insubordination, gross dishonesty, gross misrepresentation, gross violation of prescripts and gross negligence that occurred between July 2018 to March 2019.

The Cause of the one (1) dispute at Arbitration is as follows:

• The dispute arose from an employee who lodged a formal grievance on 4 December 2017 regarding the department’s failure to pay acting allowance in that the DDG: CS granted approval for the payment of an acting allowance, however, the Director-General advised that the post the employee was acting against did not exist and the employee must move back to her original post:
• The grievance was investigated and recommendations on findings thereof supported and approved by the Head of Department.
• The aggrieved employee was however dissatisfied with the outcome and opted to refer the dispute to the General Public Service Sectoral Bargaining Council (GPSSBC).

(ii) The Nature of the two (2) disputes at Conciliation are as follows:

• The 1st dispute is regarding an unfair labour practice relating to an occupational detriment and contravention of the Protected Disclosure Act;
• The 2nd dispute is regarding an unfair labour practice relating to suspension.

The Nature of the dispute at Arbitration is as follows:

• The dispute is regarding an unfair labour practice relating to the payment of benefits, i.e. the non-payment of an acting allowance.

(c) (i) The dates the two (2) disputes at Conciliation were reported:

• One (1) dispute was reported to the GPSSBC on 11 April 2019.
• One (1) dispute was reported to the GPSSBC on 20 May 2019.

The dates the dispute at Arbitration was reported:

• One (1) dispute was reported to the GPSSBC on 6 June 2018.

(ii) Status on Resolution of the disputes

• None of the disputes have been resolved.
• The Department is awaiting notices of sit-down for the two (2) disputes referred for conciliation.
• The dispute at arbitration is continuing in that parties are leading evidence and cross-examination.

(2) (a)(i) The Department dismissed four (4) employees in the past five years.

(ii) The four (4) dismissal by the Department were as follows:

• One (1) employee was dismissed on 27 August 2014 after being charged and found guilty for the following:

• • Negligently mismanaging the finances of the state
  • False statements
  • Gross dereliction of duty
  • Prejudicing the administration of the Department
  • Fruitless expenditure of R114 100

• Three (3) employees were dismissed on 23 May 2018, 1 June 2018 and 31 January 2019 respectively for absconding from the Public Service, in terms of Section 17(3)(a)(i) of the Public Service Act, 103 of 1994 .

• A termination by virtue of the said provision is regarded, not as a dismissal, but a termination “by operation of law” and hence not arbitrable under the Labour Relations Act.

(b)(i) No employees were paid severance packages;

(ii) Therefore a nil monetary value.

DHS Entities

Community Scheme Ombud Service

(1) (a)(ii) There is only one dispute being currently faced by the Community Scheme Ombud Service.

(b)(ii) The cause was subsequent to a precautionary suspension, pending an investigation.

(c)(ii) The nature of the labour dispute is: “Unfair suspension or disciplinary action”

(d)(i) The matter was reported to the CCMA on the 4th April 2019.

(d)(ii) The last set down for an arbitration was on the 25th June 2019. The matter was postponed to a date to be confirmed.

(2) (a) (i) Only one employee was dismissed in the past five years

(a) (ii) The employee was dismissed for poor performance.

(b) (i) No employees were paid severance packages.

(b) (ii) Therefore a nil monetary value.

Estate Agency Affairs Board

The table below summaries the response to question 1(a) (b) (c) (d):

NO (a)	NATURE OF DISPUTE (c)	DATE REPORTED (d) (i)	STATUS OF THE MATTER (b)	OUTCOME (d) (ii)
1	Section 186(2) (a) - Unfair conduct - promotion/ demotion/ probation/ training/ benefits.	17 August 2018	The matter was scheduled for 4 September 2018 for In Limine/ Conciliation. The matter was not resolved and was scheduled for Con/Arb on 01 October 2018. Subsequently on 05 October 2018 a Jurisdictional Ruling was made for the matter to be heard by the Labour Court. The matter was scheduled for 04 June 2019 with the Labour court, however on 27 May 2019 the EAAB received communication that the Labour Court removed the matter from the unopposed roll and the matter would not proceed as scheduled as it had been cancelled. This means NEHAWU may apply for a new court date, however no correspondence has been received in this regard thus far.	Pending
2	Section 186(2) (a) - Unfair conduct - promotion/ demotion/ probation/ training/ benefits.	20 December 2018	The matter was scheduled for In Limine on 09 January 2019. The matter resumed on 28 January 2019 where it the employee applied for condonation which was denied and the matter dismissed.	Resolved
3	Section 198B - Alleged unfair termination of contract.	30 November 2018	The matter was unresolved at conciliation and was referred for Arbitration on 28 February 2019 the applicants declared their intention to subpoena witnesses in support of their case. The commissioner postponed the matter to a later date in order to allow the witnesses to subpoenaed. The matter was rescheduled for Arbitration on 21 June 2019, however it was postponed due to unforeseen circumstances.	Pending
4	Section 191(5) (a) (iii) - Reason for dismissal not known.	22 March 2019	The matter was scheduled for Arbitration on 24 April 2019 however the HR Department received a postponement notice on 17 April 2019. Details of the new date have not been communicated.	Pending
5	Section 198B - Alleged unfair termination of contract.	03 April 2019	The matter was referred for conciliation on 03 April 2019 remained unresolved. The matter was scheduled for Arbitration on 21 June 2019 where both parties presented. The Commissioner is yet to make a ruling on the matter.	Pending
6	Section 191(5)(a)(iii) - Reason for dismissal not known	04 June 2019	The employee lodged the dispute at the CCMA on 04 June 2019. The matter sat for Con/Arb on 24 June 2019 where the Commissioner recommended a Section 198B application to be aligned to the applicant’s dispute.	Pending

(2) (a)(i) 1 (One) – Audit Compliance Officer was dismissed on 13 June 2016.

(ii) Reasons for dismissal - Gross dishonesty and unauthorised use of company property

(b)(i) No employees paid severance packages

(ii) Therefore a nil monetary value.

Housing Development Agency

(1) (a)(ii) Number of labour disputes are currently faced by the HDA are as follow:

• Fixed Term Temp employment contract ended (x3)
• Claim of Constructive Dismissal (x3)
• Unfair Dismissal (x1)
• Allegations of Misconduct (Disciplinary enquiry pending) (x3)
• Suspensions (x5) – matters are in progress
• Internal Grievance (x5) – internal matters will be managed as guided by the organisations’ policies and procedures

(b) (i) The Causes of the three (3) disputes are categorised as follows:

• Fixed Term Employment Contracts:
• Both employees were dissatisfied that their Fixed Term Temp Contract of employment was not renewed, and the dispute was referred to the CCMA by the employee on grounds of unfair labour practice in April 2019. The matter is still in progress with the CCMA. This matter is unresolved.

• Claim of Constructive Dismissal matter:
• This is after the employees were placed through the internal Disciplinary process where they were facing gross allegations of misconducts and resigned during the course of the proceedings and later approached CCMA claimed constructive dismissal in June 2019. CCMA dismissed the case and closed the matter.

• Unfair Dismissal matter:
• The employee was seconded to HDA for a specified period with a proviso to return to his primary employer at the end of the secondment period. It appears that the primary employer had backfilled the role permanently while the said employee was on secondment.

(c)(i) The employee has referred the matter to the CCMA as unfair dismissal which is still to be heard in July 2019.

(2) (a) (i) Five (x5) employees dismissed

(a) (ii) The five (5) dismissal by the Entity were as follows:

• Three (x3) on Gross misconduct
• One (x1) Insubordination and Incompatibility
• One (x1) Gross Negligence and Misconduct

(b)(i) No employees were paid severance packages

(ii) Therefore a nil monetary value.

National Home Builders Registration Council

The table below summaries the response to question (1) (a) (b) (c) (d)

CAUSE OF DISPUTE (b)(i)	NATURE OF DISPUTE (c)	DISPUTE LODGED DATE (d)(i)	DISPUTE RESOLVED DATE (d) (ii)
Alleged unfair suspension	Unfair labour practice	25-Apr-18	Pending
Breach of fiduciary duties	Section 188A CCMA Enquiry	25-Jun-18	31-Jul-18
Alleged unfair suspension	Unfair labour practice	25-Apr-18	Pending
Alleged corruption	Unfair dismissal	10-Jul-18	27-Jul-18
Failure e to work	Disciplinary hearing -	13-Jul-18	27-Aug-18
according to	Misconduct
operating procedures
& carry out
reasonable and
lawful instruction
Gross dishonesty	Disciplinary hearing –	15-Aug-18	14-Nov-18
Gross negligence	Disciplinary hearing - Misconduct	16-Aug-18	14-Nov-18
Failure to adhere to company policies	Disciplinary hearing - Misconduct	17-Jul-18	17-0ct-18
Failure to respond to emails without valid reasons	Disciplinary hearing - Misconduct	06-Jul-18	06-Jul-18
Behaving unprofessionally	Disciplinary hearing - Misconduct	06-Jul-18	06-Jul-18
Failure to discharge duties and obligations with due diligence and in the best interest of the organization	Disciplinary hearing - Misconduct	04-Jul-18	31-Oct- 18
Failure to carry lawful and reasonable instruction	Disciplinary hearing – Misconduct	21-Jun-18	21-Jun-18
Failure to obey reasonable and lawful instruction	Disciplinary hearing – Misconduct	16-Apr-18	16-Apr-18
Negligence and carelessness of duties	Disciplinary hearing – Misconduct	25-0ct-18	25-0ct-18
Failure to conduct a pre-inspection to confirm status of construction	Disciplinary hearing – Misconduct	10-Sep-18	28-Jan-19
Not attending to work at the mobile office in Umtata	Disciplinary hearing – Misconduct	07-Dec-18	07-Dec-18
Equal pay for work of equal value-discrimination	Unfair labour practice	18-Dec-18	09-Jan-19
Dishonest behavior in capturing a stand number	Disciplinary hearing – Misconduct	14-Jan-19	14-Jan-19
Submission of incorrect information in that construction has commenced on site	Disciplinary hearing – Misconduct	11-Feb-19	12-Feb-19
Misrepresentation and failing to act in the best interest of the organisation	Disciplinary hearing – Misconduct	26-Apr-18	26-Apr-18
Unfair discrimination in recruitment process	Unfair discrimination	09-Sep-14	06-Feb-19

(2) (b)(i) No employees were paid severance packages

(ii) Therefore a nil monetary value.

National Housing Finance Corporation

(1) (a) (ii) There are no disputes that the NHFC currently is facing

(b) (i) Not applicable

(c) (i) Not applicable

(d) (i) Not applicable

(d) (ii) Not applicable

(2) (a)(i) 2 (two) employees were terminated by the NHFC on issues of ill-health and poor performance , furthermore in and around 2014, the NHFC experienced a high cost to income ratio that would render it financially unsustainable if not addressed, the majority of the costs emanated from labour costs. The NHFC Board embarked on a company-wide restructuring that included recommendations on reducing the high labour cost. As a result, Management began consultation processes with the representatives of the union in terms of section 189 of the Labour Relations Act. The outcome of these consultative processes resulted in Twenty Eight (28) employees accepting voluntary severance packages.

(b)(i) Twenty Eight (28) employees were paid Severance Pay, the other two (2) employees were not paid severance packages only the normal notice pay;

(ii) The total cost of the severance packages were R 22 264 381.80.

Social Housing Regulatory Authority

(1) (a)(ii) There is one dispute currently faced by the Social Housing Regulatory Authority.

(b)(i) Allegations of an unfair precautionary suspension.

(c)(i) The nature of the dispute is unfair labour practice.

(d)(i) The case was reported to the Council for Conciliation, Mediation and Arbitration on the 13 November 2018 and second case was reported to the CCMA on the 23rd June 2019 as well as the Labour Court on the 24th June 2019.

(d)(ii) On the first case, a postponement was granted by the Commissioner on the 24th June 2019 due to a change in legal representation, thus case is still pending the arbitration award. With regard to the second case, the CCMA case has not been heard yet but the labour Court has heard the matter on the 28 June 2019 and reserved the judgment to the 3rd of July 2019.

(2) (a)(i) Two (2) employees were dismissed by the department in 2018.

(a)(ii) Both employees were dismissed for absconding from the Public Service, in terms of Public Service Act Section 17(3) (a) (i). A termination by virtue of the said provision is regarded, not as a dismissal, but a termination “by operation of law” and hence not arbitrable under the Labour Relations Act.

(b)(i) No employees were paid severance packages

(b)(ii) Therefore a nil monetary value.

 

B. WATER AND SANITATION:

(1) The information relating to labour diputes provided by entities in the water and sanitation portfolio is attcahed as Annexure A.

The information availed by the Deparrment of Water and Sanitation is provided in the table below:

(a)(i) Number of labour disputes are currently faced by the Department	A total of 229 labour disputes.
(b)(i) Cause of dispute	Unfair Dismissal and suspensions: Theft; Mismanagement and embezzlement of state funds; Misuse of state Property; Gross Dishonestly Unfair Labour Practice: Promotions and Benefits Interpretation of collective agreement: movement of levels. Discrimination for equal pay for equal work at equal value
(ii) Nature of each dispute	Total of Unfair Dismissal: 4 Unfair Dismissal outstanding at bargaining council: 1 Unfair Dismissal finalised: 3 Total of Unfair Labour Practice: Promotions and benefits and unfair suspensions: 133 Unfair Labour Practice outstanding at bargaining council: 94 Unfair Labour Practice finalised: 39
(c)(i) On what date was each dispute reported	Date reported: Unfair Dismissal 28/09/2017 26/04/2018 25/5/2018 18/08/2017 Date reported: Unfair Labour Practice: Promotions and benefits 29/03/2019 total of 27 18/05/2019 total of 70 27/11/2018 total of 14 20/04/2016 one case 27/03/2017 total of 15 26/04/2019 one case 03/10/2017 total of 4 07/05/2019 one case Date reported: Interpretation of collective agreement On 22/11/2018 total of 69 On 15/03/2019 total of 3 On 13/06/2019 total of 10 On 27/09/2017 total of 2 On 18/05/2019 one case On 30/05/2019 one case On 06/05/2019 total of 3 On 15/05/2019 one case Date reported: Discrimination for equal pay for equal work at equal value One 14/05/2019 one case matter still on going
(c)(ii) On what date was each dispute resolved	Date resolved: Unfair Dismissal On 09/11/2018 On 07/03/2018 On 29/04/2019 Date Resolved: Unfair Labour Practice: Promotions and benefits On 01/03/2019 total of 14 On 23/03/2019 one case On 28/06/2018 a total of 2 On 09/05/2019 one case On 23/07/2018 total of 15 On 07/03/2019 one case 19/10/2018 total of 4; 23/10/2018 Date Resolved: Interpretation of collective agreement On 02/04/2019 total of 66; On 11/05/2018 one case On 21/09/2019 total of 2

(2) Information relating dismissal in the Department is provided in the table below:

(a)(i) The number of employees have been dismissed by her department in the past five years	A total of 30 dismissal.
(ii) For what reason was each employee dismissed	Fraud a total of 8 Theft a total of 6 Assault a total of 4 Mismanagement and embezzlement of state funds a total of 3 Sexual Harassment a total of 1 Fraudulent qualification a total of 1 Absenteeism a total of 1 Irregular appointment in the Recruitment processes a total of 1 Gross dishonesty a total of 3 Misuse of state vehicle a total of 1 Racism a total of 1
(2)(a)(i) What number of the specified employees were paid severance packages	No severance packages was paid
(ii) was the monetary value of each severance package	No severance packages was paid

Reply:

a) It is anticipated that the houses in the Msunduzi Local Municipality’s Wirewall Rectification Programme in Phase 4 project will be completed by 31 December 2020.

b) The KwaZulu-Natal Provincial Department of Human Settlements terminated a contract with the original Service Provider, Masiqhame Trading 376cc in 2013 due to failure to perform in terms of the contractual agreement agreed to. Subsequently, the Msunduzi Local Municipality was instructed by the Provincial Department to procure the services of a new Service Provider to rectify the houses that were not completed by Masiqhame Trading 376cc. A contractual agreement was then entered into between the Msunduzi Local Municipality and the new Service Provider, Farfield Development for the rectification of the outstanding houses and the agreement was signed on 16 May 2016. It then came to the attention of the Local Municipality that some of the houses that were constructed by Masiqhame Trading 376cc were not built in accordance with the layout plan of the area. As a result, a Town Planner was appointed to re-design the project area and amend the zoning of the properties where required.

Reply:

The response provided by my predecessor in August 2018, to a question by the Honourable Member, is still relevant.

I will request that updates be obtained from a task team led by the Department of Agriculture, Land Reform and Rural Development (“DALRRD”) looking at regulation for hemp and that further work be done to explore the commercial cultivation of hemp.

Reply:

(a) Total number of vacancies: 200

(b) We have

Placed a halt on the filling of current vacancies due to inadequate resources.

Reply:

a) There is a current total of 13 437 foreign nationals incarcerated in South African Correctional Centres.

b) Currently there is a total of 2 052 undocumented migrants/illegal immigrants incarcerated in South African Correctional Centres.

Foreign nationals, whether documented or undocumented, upon receiving custodial sentence are expected to serve their sentences in correctional centres within the Republic of South Africa (RSA) due to the fact that there is currently no Inter-State Transfer Agreement with other Countries. They are considered for placement after serving the prescribed minimum detention or non-parole period and if placement is approved, undocumented foreign nationals are deported back to their country of origin after Department of Home Affairs (DHA) has finalised deportation process. The documented foreign nationals are allowed to serve parole within the Republic of South Africa if their permits are not revoked by DHA.

Reply:

1. No action has been taken to enforce compliance with the court order by the National Department of Environment, Forestry and Fisheries (previously the Department of Environmental Affairs) as it has not been involved in the legal proceedings which resulted in the court order competing, among others, the Municipality to undertake rehabilitation, maintenance and installation of security measures at the Makana landfill site.

2. The Makana landfill site is a general landfill site and, accordingly, the regulatory duties, including taking compliance and enforcement action when non-compliances are detected, falls within the mandate of the Eastern Cape Department of Economic Development, Environmental Affairs and Tourism.

This Department has contacted the Eastern Cape Department of Economic Developement, Environmental Affairs and Tourism who confirmed that they are actively engaging with the Makana Municipality, and that they undertook a compliance visit to the landfill site as recently as June 2019.

Regards

MS B D CREECY, MP

MINISTER OF ENVIRONMENT, FORESTRY AND FISHERIES

Reply:

In line with National Tourism Sector Strategy (NTSS), the efforts to grow tourism have in the main two interrelated priorities, which are inclusive growth and sector transformation. Inclusive growth will bring about employment creation, investment and GDP contribution. In this regard, in partnership with the industry and other stakeholders we will increase the number of tourists to our country and their expenditure on related goods and services during their trips. Government overall has also highly placed tourism on the priority list and a whole-of-government approach to tourism development and promotion will be applied to maximise on our growth potential. On transformation, there are a number of initiatives aimed at increased participation of black people in sector. These are access to finance, development of capabilities of South Africans in particular youth and women across the tourism value chain, enterprise and supplier development, and implementation of the B-BBEE tourism sector codes of good practice. The department will continue to take advantage of the expanded Public Works Programme to empower youth through development of skills while they also earn a stipend wage through job opportunities.

Reply:

a) What number of court intermediaries is currently employed by the department in each province?

In the 2014/15 financial year, the Department created 185 permanent posts of court intermediaries and 9 permanent posts of Assistant Director (ASD) Intermediaries. The periodical recruitment process commenced in the 2015/16 financial year, and by the 2017/18 financial year, the Department had filled 179 of 185 posts of court intermediaries and 5 of 9 posts of ASD Intermediaries. However, due to the declining economy, austerity measures in budget allocations are persistently introduced, and in effect, constraining the Department’s plan to fill the remaining vacant posts. The current demand on social work services in the country has also resulted in the exodus of many intermediaries to better opportunities. As at 31 March 2019, the number of court intermediaries in permanent posts declined from 179 to 153, while the numerical capacity of the ASD intermediaries dropped from 5 to 4.

In bridging intermediary service gaps at our courts, the Department has recently introduced an automated Intermediary Diary Management System to ensure the shared use of the intermediaries within provinces and beyond. Through this system, the existing pool of intermediaries can be accessed by any court in the country, as and when the need arises, to match the special needs of the victim, often relating to language, age, disability, etc.

In strengthening further the existing human capital in intermediary services, the Department also utilises a pool of ad hoc intermediaries- mostly drawn from the NGO sector. This intervention also assists in relieving the pressure of unemployment in the country. In certain provinces, there are social workers employed by the Department of Social Development (DSD) who are released to assist, whenever the demand arises. The Table below gives a numerical spread of these services over all provinces in the country:

Province	DoJ&CD Intermediaries as at 31 Mar 2019	DSD Intermediaries	Total
	Court Intermediaries	Assistant Director Intermediaries	Ad Hoc Intermediaries
Eastern Cape	16	1	-	-	17
Free State	10	-	3	2	15
Gauteng	12	1	27	16	56
KwaZulu-Natal	34	-	1	2	37
Limpopo	17	1	-	-	18
Mpumalanga	14	-	2	-	16
Northern Cape	9	-	-	-	9
North West	18	1	-	2	21
Western Cape	23	-	3	2	28
Total	153	4	36	24	217

b) What courts do the intermediaries serve?

In terms of section 170A of the Criminal Procedure Act, 1977 (Act No 51 of 1977), intermediary services are offered in any criminal proceedings pending before any court where it appears to such court that such proceedings would expose any witness under the biological or mental age of 18 years to undue mental stress or suffering if such witness testifies without support. Among all witnesses appearing in criminal proceedings held at our courts in the country, only children and persons with mental disabilities are entitled to intermediary services. Likewise, section 61(2) of the Children’s Act, 2005 (Act No 38 of 2005) also require the use of intermediary services when children testify in proceedings held in terms of this Act.

At present, intermediaries are spread over and shared between regional criminal courts and children’s courts, where the demand for this service is predominantly high. As at 31 March 2019, the country has 405 regional criminal courts of which 89 are the sexual offences courts. The childrens’ courts are operating at 309 magisterial district courts and some at the 332 branch/ periodical courts. Intermediaries also service our high courts, whenever the need arises. Currently, in South Africa there are 11 high court divisions with 5 local seats. As indicated, the service of intermediaries is subject to demand and may therefore not be a daily occurrence at a given court.

c) What number of cases do the intermediaries attend to each month?

The Department uses the Integrated Case Management System (ICMS) for Intermediary Services to collect data from our courts. Currently, this system collects data of intermediary services offered at regional criminal courts and the children’s courts, where the demand for these services is currently highly concentrated. The statistics are collected in terms of people who receive these services and not in accordance to the cases registered at our courts. The plan is to increase the functionality of the ICMS and extend its scope to other cases. During the period of 12 months (i.e. 1 April 2018 to 31 Mar 2019) intermediaries rendered services to 14 907 children and 261 persons with mental disabilities who appeared in sexual offences and children’s courts proceedings held nationwide. The Table below gives the spread of these services over provinces per annum:

CASES WHERE INTERMEDIARY SERVICES WERE RENDERED: 2018/2019
Province	Sexual Offences	Children’s court
	Child Witnesses	Child Victims	Mentally Disabled Witnesses	Mentally Disabled Victims	Witnesses	Victims	Total
EC	787	1 894	3	105	43	62	2 894
FS	451	890	1	5	54	64	1 465
GP	603	2 114	-	9	16	20	2 762
KZN	392	1 912	2	51	5	16	2 378
LIMP	269	640	6	15	21	23	974
MP	329	1 150	1	13	11	11	1 515
NW	198	585	1	11	61	30	886
NC	216	715	1	16	39	19	1 006
WC	340	915	4	17	4	8	1 288
TOTAL	3 585	10 815	19	242	254	253	15 168

The demand for the intermediary services differs from court to court and from month to month. In each month there are about 1 000 eligible persons who receive these services nationwide. Monthly statistics is only available in services rendered to child victims of sexual offences. Below is the number of child victims of sexual offences who received intermediary services per month in the 2018/ 19 financial year.

d) What languages are the intermediaries proficient in?

Intermediaries are appointed on the basis of proficiency in the language predominantly used at the courts they would be stationed at. With the recent introduction of the automated Intermediary Diary Management System, intermediaries are now booked for cases in accordance with the language needs of the victim/ witness and are shared throughout the country. This system is intended to avoid the unnecessary postponement of cases due to language shortages. Services are offered in all 11 official languages. For persons requiring sign language, ad hoc intermediaries are used. Below is a matrix showing language utilisation in each province:

Province	English	Afrikaans	Setwana	Sesotho	Isizulu	Siswati	Isixhosa	Isindebele	Tshivenda	Sepedi	Xitsonga
EC	216	70	1	27	50	0	257	5	0	0	1
FS	37	25	12	76	11	0	16	0	0	0	1
GP	116	73	72	84	172	6	89	9	17	77	33
KZN	209	9	0	11	275	0	74	0	0	0	1
LIMP	84	4	15	12	17	8	1	7	14	97	24
MPUM	55	10	5	6	63	39	0	23	0	44	11
NC	58	34	94	25	7	0	3	1	1	12	2
NW	55	97	75	0	0	0	22	0	0	1	1
WC	115	147	1	0	2	0	103	0	0	0	0
TOTAL	945	469	275	241	597	53	565	45	32	231	74

Reply:

a) There has been an increase in the number of enforcement operations conducted in the Gansbaai, Kleinbaai, Franskraal and Pearly Beach areas which have been identified as hot spots for abalone poaching. During the 2018/19 financial year, 10 (ten) operations took place in the Overberg area in the Western Cape under Initiative 5 of Operation Phakisa (Oceans Economy) — the Enhanced and Co-ordinated Compliance and Enforcement Programme. This initiative has created a platform to achieve an integrated and coordinated approach to ensure compliance with, inter alia, the South African Maritime Legislative and Regulatory frameworks within the coastal regions. These operations are a combination of proactive and reactive operations, focused in some instances on visible policing and, in others, are aimed at disrupting illegal activities and apprehending poachers.

NATIONAL ASSEMBLY OUESTION NO.33 NW990E

These operations resulted in arrests of some key role players and the confiscation and seizure of equipment used in illegal harvesting. Overall confiscations during Initiative S Phakisa operations for the 2018/19 financial year were R28 022 983, with the value of confiscated abalone and rock lobster being R21 317 365 and R675 050, respectively, with most of the abalone confiscated coming from the Overberg region. Confiscated equipment associated with illegal activity in the coastal region amounted to R5 052 160 for the same period. In the last six months, there have been four operations over 81 days, together with other law enforcement agencies where approximately 539 potential poachers were prevented from diving and 40 arrests were made.

b) The Department will continue to engage the South African Police Services around the approval and implementation of a medium-term deployment plan that will ask for additional resources in the affected areas to increase Government’s response to illegal harvesting of marine resources. In addition, we are looking at the dynamics driving demand, illicit exports and markets for illegal trade and obtaining a comprehensive threat assessment.

Operation Phakisa will also continue to undertake compliance and enforcement operations in the Overberg Region. Both proactive and reactive operations will be planned to ensure Government has a visible presence in the high-risks areas. The ongoing collaboration with the SANDF’s Operation Corona as a force multiplier will continue to have a positive impact on operations.

Regards

MS B D CREECY, MP

MINISTER OF ENYIRONMENT, FORESTRY AND FISHERIES

DATE:.. .. ....... :..

NATIONAL ASSEMBLY QUESTION NO. 33 N\/Y990E

Reply:

		PRASA Rail
Metrorail Passenger Trips (Journeys)
	2014/15	2015/16	2016/17	2017/18	2018/19
Western Cape	174 934 932	163 002 997	127 745 294	75 074 682	46 986 046
Kwa Zulu Natal	78 810 656	78 783 593	71 536 136	63 443 383	55 060 960
Gauteng	252 807 231	197 743 040	164 871 194	117 603 876	99 972 237
East London	7 765 109	7 267 814	6 403 992	5 437 730	5 070 622
Port Elizabeth	1 691 877	1 582 061	1 466 963	1 333 550	1 411 218
TOTAL	516 009 805	448 379 505	372 023 579	262 893 221	208 501 083
Main Line Passenger Services (MLPS)
Number of passengers using the service
	2014/15	2015/16	2016/17	2017/18	2018/19
MLPS	930 881	854 164	658 100	465 862	387 504

Reply:

The Department of Basic Education (DBE) has not conducted teacher training for coding, however some PEDs and individual schools have conducted training and this information may be obtained from PEDs. DBE has finalised Plans to deliver training of Teachers on coding. 

Reply:

1. Currently PRASA has an approved Security Operational Plan which is based on five critical issues namely:

1.1 Stop non-compliance with the relevant legislative and regulatory requirements with emphasis on the Private Security Industry Regulating Act (PSIRA) and regulations and the Railway Safety Regulator of South Africa Act (RSR) and regulations to turn PRASA Protection Services around into a professional security service;

1.2 Stop the un-procedural selection and appointment of security officials who do not meet the minimum physical, training, fitness and other PSIRA qualification standards and turn the inefficiencies and other challenges caused by this practice around to comply with PRASA Company Policies;

1.3 Stop the scourge of theft and M.D.T.P (Malicious Damage To Property) which paralyses the business and will destroy our capacity and ability to meet our strategic objectives and performance targets determined by the Department of Transport;

1.4 Stop crime affecting our passengers and staff. Turn it around through joint operations with the police and other law enforcement agencies to meet our constitutional obligations, security performance and targets;

1.5 Stop the escalating operational security cost. Turn ineffective and inefficient security services (and the perceptions) around through the implementation of technology and the correct balance between own and contracted security services.

2. From the 1st of September 2019, Prasa will be employing new security companies, with new performance based contractual arrangement. The new agreements will include a heavy emphasis on reducing the vandalism and theft that is bedevilling our infrastructure.

3. A strong technology roll out is underway, in the form of CCTV, and other surveillance equipment. These are aimed to act as force multipliers to assist in areas where physical security cannot reach.

4. The new approved PRASA Group Security Strategy supports a different security outlook that fosters professionalism and a culture of sensitivity towards commuters and passengers alike.

5. This is supported by a new structure that is dedicated to give credence to the prioritization of security at stations.

Reply:

The Department of Health supports the integration of traditional medicine in primary health care and the national health system as follows:

(1) The Department of Health has taken steps towards the official recognition and inclusion of Traditional Medicine in the National Health System through relevant regulatory frameworks;

(2) The Traditional Health Practitioners Act, 2007 (Act No. 22 of 2007) was enacted as one of the tools to assist the Department in achieving this goal. The objectives of the Act are:

(a) to establish the Interim Traditional Health Practitioners Council of South Africa;

(b) to make provision for control of the registration, training and practices of Traditional Health Practitioners in South Africa;

(c) to serve and protect the interests of Practitioners and those of members of the public who use the services of Traditional Health Practitioners.

(3) In implementing the Act, the Department has appointed the Interim Traditional Health Practitioners Council of South Africa. It was established to oversee the registration and regulation of the practice of Traditional Medicine by setting practice standards. This will assist in eliminating bogus practitioners and charlatans in the practice. The Interim Traditional Health Practitioners Council has to ensure safety, efficacy and quality of services provided by Traditional Health Practitioners through the enforcement of the code of ethics and conduct.

(4) The Department has appointed the Registrar of the Interim Traditional Health Practitioners Council of South Africa who assumed duty on 1 September 2017. The Registrar is the secretary and accounting officer of the Council and performs the functions assigned to him by the Interim Council in terms of the Act. Amongst his responsibilities is to set up institutional arrangements such as structures and systems for the registration of Traditional Health Practitioners. Registration of Traditional Health Practitioners will commence as soon as this office is capacitated and it is functional to carry out its mandate.

(5) Processes are underway to finalise the draft policy on Traditional Medicine in South Africa. The policy on Traditional Medicine will serve as a guide to avoid a clash between the traditional medicine system and western medicine. Within the context of primary health care, they should blend in a beneficial harmony, using the best features of each system, and compensating for weaknesses in each.

END.

Reply:

(a)-(b) The table below reflects the total number of drug-related deaths in South Africa. This data has been extracted by the South African Medical Research Council from unit records of deaths provided by Statistics South Africa which is available up to 2016.

Number of registered deaths with underlying causes that is drug-related by province, 2012-2016
PROVINCE	2012	2013	2014	2015	2016	TOTAL
Eastern Cape	25	24	56	38	34	177
Free State	26	21	23	14	26	110
Gauteng	42	46	56	82	88	314
KwaZulu-Natal	38	52	53	42	65	250
Limpopo	5	12	13	13	17	60
Mpumalanga	5	16	14	13	23	71
North West	13	23	13	12	15	76
Northern Cape	16	25	24	19	19	103
Western Cape	27	39	22	42	24	154
TOTAL	197	258	274	275	311	1315

END.

Reply:

(a) There is a shortage of the abacavir/lamivudine and zidovudine/lamivudine combination used in second line. The shortage meant that there was lesser stock than is ordinarily available but we do not have stock. There are 360 000 patients on both combinations that are in short supply. There is currently 558 382 (AL = 177 741 + ZL = 380 641) units of the second line regimen available as at 28 June 2019.

Additionally the contracted supplier is bringing 650 000 units in July 2019. The National Department of Health has implemented stock visibility system where we have sight of the medicine stock holding at facility level. We have managed this situation by asking facilities to reduce the quality dispensed. Some patients receive two/three months supply at a time and we have advice that patients are dispensed only 1 month treatment. Secondly, we have moved stock around between facilities with higher stock levels to facilities with less stock. Thirdly, we have proposed an alternative treatment regimen should the current second line regimen not be available;

(b) The global supply of lamivudine API remains erratic however, the new ARV tender commenced on the 1st July 2019 where we have contracted additional suppliers, which we anticipate will fill the gap.

END.

Reply:

(a)(i)-(ii) Table 1 below provide information on the numbers of alcohol related deaths in South Africa was obtained from the South African Medical Research Council, that was extracted from unit records of deaths provided by Statistics South Africa which are available up to 2016.

Table 1:

Number of registered deaths with underlying causes that is alcohol related by province, 2012-2016
PROVINCE	2012	2013	2014	2015	2016	TOTAL
Eastern Cape	47	87	110	116	107	467
Free State	19	26	39	30	33	147
Gauteng	40	53	45	48	57	243
KwaZulu-Natal	65	76	73	83	75	372
Limpopo	20	15	18	23	20	96
Mpumalanga	18	12	16	22	11	79
North West	22	18	16	26	22	104
Northern Cape	21	33	36	30	29	149
Western Cape	118	120	129	123	139	629
TOTAL	370	440	482	501	493	2286

(b)(i)-(ii) Currently, data is available on the prevalence of foetal alcohol syndrome among grade-1 learners which is collected through surveys that were conducted in selected communities. Table 2 below provides a summary of the prevalence data that is available and was provided by the Foundation for Alcohol Related Research[1]

Table 2:	Summary of the prevalence of foetal alcohol syndrome among grade-1 learners
PROVINCE	COMMUNITY	PREVELANCE RATE AS A PERCENTAGE	REFERENCE
Eastern Cape	Bethelsdorp, Port Elizabeth	13,0	Olivier, et al., 2017a
	Burgersdorp	6,2	Still to be published
Free State	Jacobsdal	12,9	Still to be published
Gauteng	Soweto, Diepsloot, Lenasia	2,6	Viljoen, 2001
Northern Cape	De Aar	11,9	Urban et al., 2008
	Upington	7,4	Chersich et al., 2012b
	Kimberley	6,4	Urban et al., 2015
	Renosterberg Municipality	28,2	Olivier et al., 2017b
	Hanover	20,8	Still to be published
Western Cape	Wellington	8,9	Viljoen, Gossage, Brooke, Adnams, Jones, Robinson ... & May, 2005
	Aurora	10,0	Olivier et al., 2013
	Witzenberg Sub-district	9,6	Olivier et al., 2016
	Saldanha Bay Municipality	6,7	Olivier et al., 2016
	Wellington, Montague, Ashton, Robertson	13,5 - 20,8	May et al., 2016

END.

1. Probst, C, Parry C, Wittchen H, Rehm J. The socioeconomic profile of alcohol-attributable mortality in South Africa: a modelling study. BMC Medicine. 2018; 16:97 ↑

Reply:

(1) Yes. I am aware that the MRC Respiratory and Meningeal Pathogens Research Unit (based at the University of the Witwatersrand) is taking part in a multi-centre, multi-country study that aims to provide critical information on the safety, reactogenicity and immunogenicity profile of the ChAd155-Respiratory Syncytial Virus (RSV) vaccine in infants likely to be unexposed to RSV. Sites in European, South American and North American countries are also participating.

Although RSV infection is a leading cause of death in young children, interventions to protect children against RSV infection and to treat children who acquire RSV infection are not available. For this reason, the World Health Organisation ranked a vaccine against RSV as the most important vaccine that needs to be developed in order to protect children in low- and middle-income countries from preventable mortality.

(2) (a) The vaccine should not be regarded as untested. The immunogenicity, safety and reactogenicity of the ChAd155-RSV vaccine in healthy adults has been evaluated and determined to be satisfactory by an Independent Data Monitoring Committee (IDMC). A clinical study is currently being conducted in RSV-sero positive infants aged 12 to 23 months (study 204838 [RSV PED-002]) in Europe. The proposed study will only proceed if the safety profile of the current study is evaluated as being satisfactory by an IDMC. The study will be monitored by an IDMC at each step for safety, and any reports communicated to the regulatory authorities in real-time.

(b) There is no merit in the concern that children are being exposed to a dangerous vaccine, since this is a non-replicating vaccine and the vaccine itself cannot biologically cause any illness. As noted above, the trial will be conducted in line with clinical trial guidelines and will be strictly monitored to ensure the safety and well-being of all participants.

END.

Reply:

(a) The Name and Location

i) There are 429 Primary Health Care facilities that do not have 24 hours’ security in place.

ii) There is no hospital that does not have 24/7 security

A list with names and location of each facility is attached as Annexure A

PROVINCE	NUMBER OF FACILITIES
Eastern Cape	112
Free State	129
Gauteng	6
KwaZulu-Natal	22
Limpopo	15
Mpumalanga	15
Northern Cape	75
North West	34
Western Cape	21

END.

Reply:

The Department of Health currently stockpiles the first line treatment regimen (Tenofovir/metrictabine/efavirenze) which 90% of patients are prescribed on. There is adequate supplies of the first line treatment , 10 million units currently with no shortage of API at this time. The stockpile will last for eight (8) weeks.

END.

Reply:

The South African government remains seized with the modalities of downgrading the South African Embassy in Israel, and we will communicate further actions once we concluded our deliberations.The South African government remains seized with the modalities of downgrading the South African Embassy in Israel, and we will communicate further actions once we concluded our deliberations.

Reply:

The Draft IRP is undergoing a consultation process with Nedlac. As soon as the process is completed and subject to the outcome of Cabinet, it will then be released.

Reply:

1. The department has developed Youth Policy in the Energy Sector. The policy seeks to attract young people and create an environment that enables youths to reach their potential in the energy sector. The policy is aimed at addressing amongst others; employment creation, youth economic participation and access to business opportunities, speed up transformation in a way that will benefit young people, enhance skills development to ensure that young people are equipped with necessary skills to enter energy sector job market and access to business opportunities throughout the value chain, outreach projects, youth volunteerism on energy projects, and public private partnenhip.
2. There are different measures in place to develop and assist young people to participate in the energy sector:

the measures are as follows:

•  Learners Week (LFW) Programme - The LFW programme is a department’s flagship project focusing on awareness on careers in the energy sector, The programme aims to promote skills development amongst the youth by creating awareness and exposure of career opportunities within the Energy sector for learner doing Science, Technology, Engineering and Mathematics (STEM). The programme targets 250 learners from five provinces per year, whereby the Department of Education in the provinces identifies 50 top Grade 11 12 learners in quintile 1-3 schools doing STEM to pa#icipate in the programme. This year alone the department through our partners (private energy companies) will give 56 bursaries to learners from disadvantage communities to study engineering, computer sciences and other related energy programmes.
• Integrated Energy Centre Programme - The Integrated Energy Centre (leC) is aimed at enhancing access to energy, stimulate enterprise development and job creation. The IeC trades in petrol, diesel, liquefied petroleum gas, convenience shop and other services such as internet café in other instances. This programme is a partnership between the Department and oil and gas companies The Depa#rrent has established a youth owned Integrated Energy Centre enterprise which will trade in Liquefied Petroleum Gas in Makhado Local Municipality, Limpopo. This enterprise is expected to be operationalized by July 2019. There are different IeC fuel service stations around the country whose ownership and management include young people.
• Youth in Energy Dialogues - Youth in Energy Dialogue encompasses youth from different facets with interest in the energy industry and encourage youth to participate in the energy sector as entrepreneurs, investors, professionals, and leaders within the energy field. The dialogues take advantage of th opportunities in the energy sector and how to access them. The dialogue further explore how young people fit into the growing industry and I\ow they can better their industry reach and growth potential to take advantage of this growing sector. The programme showcase opportunities in the energy sector,
• School Ener9y Days — School Energy Days is aimed at providing and exposing learners in Grade 09 to 11 rural areas in particular studying Science, Technology, Engineering and Mathematics to careers, opportunities in the energy sector and other energy related information. The department hosts approximately four School Energy Days per year from different provinces in pannership with different Stakeholders and expose them on career opponunities in the energy sector. The event is an appropriate platform to interact with learners on career development, economic development issues and information dissemination on variety of energy issues aimed at:
•  
• Encourage learners who take STEM to choose energy related career development path
• Promotion of sustainable use of energy iesou‹ces; and
• Encourage participation of young people located in rural and developing areas in business opportunities within the energy sector.

In this financial year alone, the Department has already conducted two school energy days in the Eastern Cape with the target of about 700 learners.

 

Reply:

The Minister of Public Works & Infrastructure:

Yes, the Department’s Annual Procurement Plan, which contains a list of all planned tenders for any one particular financial year is published on the National Treasury website on a quarterly basis, as a process of ensuring transparency. This gives service providers a preview of the available/possible tenders that will be published and processed in that particular period and avails to suppliers a mechanism to plan for business opportunities within Public Works.

Transparency within the procurement process is enhanced further through the publication of all tender adverts indicating high level evaluation criteria/methods in four media platforms, namely, the Departmental website; Government Tender Bulletin; National Treasury eTender Portal; and in the case of construction projects in the CIDB iTender Portal as well. Furthermore, as a transparency measure the responses from all bidders for any one particular tender are published in the Departmental website indicating also the offers of the respective bidders. All tender awards are also published through various media platforms, wherein the tenders were also advertised.

The processes to measure the competence of service providers are entrenched in the evaluation criteria that assess functionality/quality levels of all the tender responses received. Further to this a recommended tender within the construction procurement space is subjected to a risk assessment by professional service providers appointed on the respective project. The risk assessment is based on criteria that include technical risk and commercial risk. The technical risk assessment is further sub-divided into two criteria, namely: an assessment on the quality of current and previous work performed by the tenderer in the class of construction work stated in tender document, as well as adherence to contractual commitments demonstrated by the tenderer in the performance on current work and previous work.

a) In an effort to root out fraud and corruption, to support the prevention of collusive practices and SCM abuse, detect possible conflict of interest through ‘connections’ in the SCM system, as well as ensuring compliance to all relevant prescripts and policies a number of controls have been put in place and these include:

All SCM practitioners/officials involved in the SCM processes are required to annually sign a Code of Conduct for all Departmental Officials Engaged in Supply Chain Management (PA00), which specifically enjoins the relevant officials to declare in writing to the Head of Supply Chain Management Unit, to the extent required by their respective positions, any business, commercial or financial interest or any activity undertaken for financial, material and/or personal gain.

In respect of every tender/bid specification/evaluation process that an official or SCM practitioner participates in there is a requirement for the disclosure of their respective financial interest by signing a Declaration of Interest and Confidentiality form (PA18) every time there is either a specification or evaluation meeting in relation to that particular tender.

Further to this and as part of disclosures in the quarterly financial statements all SCM practitioners are required to complete Related Party Declarations in which the official is required to disclose in detail the participation of spouses and close family members in partnerships, close corporations and/or companies.

• Any official failing to adhere to this requirement by declaring his/her interest is subjected to the relevant disciplinary code. Where an official declares interest, that official is required to recuse him/herself from the relevant process.

• All bidders that participate and respond to bids are required to complete a Declaration of Interest and Bidder’s Past SCM Practices (PA11) that stipulates that the bidder or his/her authorised representative declare his/her position in relation to the evaluating/adjudicating authority and/or take an oath declaring his/her interest, where:

• The bidder is employed by the State; and/or

• The legal person on whose behalf the bidding document is signed, has a relationship with persons/a person who are/is involved in the evaluation and or adjudication of the bid(s), or where it is known that such a relationship exists between the person or persons for or on whose behalf the declarant acts and persons who are involved with the evaluation and or adjudication of the bid.

b) Through the implementation of the Preferential Procurement Regulations (PPR) of 2017 new markets and opportunities have been opened for designated groups, with the youth also being provided for in that regard.

c) I am currently busy reviewing the tender procedures that are used in the Department and will in due course introduce measures, including a Procurement Transparency initiative that will, among other features, open up tender processes by way of tender registration and making bid adjudication processes open to public observation.

Reply:

(a) The Republic has rare earth mineral resources (i) Found in the Western Cape Province on the farms, Steenkampskraal and Zanddrift, while surrounding farms are being explored for them (ii) the value of the resources is not known (iii) At the Steenkampskraal mine, the quantity is estimated at 605,000 tons at an average grade of 14.36 percent and total rare earth content of 86, 900. tons but, it is not known for Zanddrift.

(b) None

 

Mineral Policy Promotion

: Ms Ntkozo Ngcwabe Date: @@

Recommended /

Director General: Department of Mineral Resources

. ....../.... ..../2019

Approved

Reply:

Yes. During and post the 2018 Wage negotiations, economic realities and financial pressures were discussed with organised labour. The purpose was to jointly look at tangible measures going forward, to remain within the budgetary ceiling without negatively impacting on job security, as well as ensuring continuous efficient and effective functionality of departments within the Medium Term Expenditure Framework (MTEF) and beyond.

Numerous Human Resources (HR) related areas to reduce the Public Service wage bill have been jointly identified between the Department of Public Service and Administration (DPSA) and the National Treasury (NT) as follows:

(i) Organisational structures interim measures

Regulation 25(2) of the Public Service Regulations (PSR), 2016 confers the authority to executive authorities to determine their department’s organisational structures, define and create posts necessary to perform the relevant functions of the department, grade the proposed new jobs and to engage in human resources planning.

Organisational structure of each government departments will be finalised when the National Macro Organisation of Government (NMOG) Project has been concluded by the 6th Administration.

(ii) Creation and filling of posts

Due to the current financial constraints, executive authorities of the 5th Administration were encouraged to align their organisational structures with their respective personnel budgets, and to create posts within the available funds in the current MTEF. Furthermore, executive authorities were encouraged to only fill critical posts in terms of section 9 of the Public Service Act (PSA), 1994.

Where the creation of a post is based on the redirection of funding from an abolished post to another post, the redundant post must first be abolished before the creation of the newly funded post.

(iii) Employment of persons additional to the approved fixed establishment

Regulation 57(2) of the PSR, 2016 states that “an executive authority may, unless otherwise authorised by the Act, within the available budget and at a salary linked to a grade determined through job evaluation or as determined in an OSD, employ persons additional to the establishment”.

The employment of persons additional to the establishment shall not exceed 12 consecutive calendar months unless otherwise directed by the MPSA. Requests made for the extension or continuation of the employment for periods longer than 12 months, must be assessed against the original reasons for the employment of persons additional to the fixed establishment to reduce such expenditure if no longer necessary.

(iv) Posts in the Offices of Executive Authorities

Chapter 3 of the guide to Members of the Executive and regulation 66 of the Public Service Regulation (PSR), read in conjunction with section 9 of the Public Service Act (PSA) 1994, stipulates the standard configuration of Offices of executive authorities and the capacity requirements for such offices.

The DPSA has issued a circular informing government departments that appointment made to private office of Executive Authority or Deputy Minister in terms of Regulation 66 of the PSR should be linked to their term of office of the relevant Executive Authority or Deputy Minister.

(v) Granting of Early Retirement without penalty for employees between 55 and 60 years

Section 16(6) of the Public Service Act, 1994 as amended states that “an executive authority may at the request of an employee allow him or her to retire from the public service before reaching the age of 60, notwithstanding the absence of any reason for dismissal in terms of section 17(2) if sufficient reasons exist for the retirement”.

Granting of Early Retirement without penalty for employees is in response to a need identified by employees who wish to exist the public service before the official retirement age of 60 years.

The provision for applications for early retirement, where National Treasury provides funding support to departments, is limited to the period 01 April 2019 to 30 September 2019. An assessment will therefore be conducted to determine whether a further need for financial support for early Retirement is required by departments.

The DPSA and NT have between April and June 2019 concluded National, Provincial and Sectoral workshops with the relevant human resource officials to support implementation. In addition the requisite governance, financial and administrative tools, documentation and reporting templates have been issued to departments.

(vi) Decremental Budgets allocated for payment of Performance Bonus

Regulation 73(3) of the Public Service Regulations, 2016 states that “the Minister shall from time to time determine a percentage of a department’s remuneration budget that shall not be exceeded for the purpose of granting performance rewards”. This regulation is supported by regulation 73(4) which states that “the Minister shall from time to time determine the maximum percentage reward to be granted to an employee or category of employees”.

A strategy to decrease the percentage of a department’s allocated remuneration budget for the payment of performance rewards has been developed together with the National Treasury.

The approved Incentive Policy Framework (2017), provides that departments may not utilise more than 1.5% of their annual remuneration budget for the payment of performance rewards. The strategy decreases the budget allocation as follows:

Financial Year	Maximum % of Remuneration Budget
2018/19	1.5%
2019/20	0.75%
2020/21	0.5%
2021/22	0%
Post 2022	To be determined based on the comprehensive review of all PMDSs for all categories of employees

The above initiatives are envisaged to support government’s approach to manage the wage bill. The DPSA and NT monitor the public service wage expenditure to identify new and further areas for potential savings.

Reply:

a) The total number of active asylum seekers (section 22 permit valid) as at 31 December 2018 is 184 976.

(b) They are from the following countries:

Countries	Total
Ethiopia	50135
DRC	34754
Bangladesh	27243
Zimbabwe	14861
Pakistan	9383
Congo	8626
Nigeria	6781
Burundi	6425
Uganda	4461
India	4267
Somalia	4152
Malawi	2175
Ghana	2032
Cameroon	1767
Kenya	1081
Rwanda	1015
Eritrea	978
Senegal	899
Niger	818
Mozambique	648
Tanzania	605
Zambia	264
Egypt	227
Ivory Coast	183
Algeria	167
China	126
Mali	120
Nepal	88
Liberia	70
Sudan	57
Benin	55
Lesotho	53
Guinea	52
Burkina Faso	44
Thailand	31
Togo	30
Syria	25
Comoros	23
Swaziland	17
Gabon	16
Afghanistan	16
Sierra Leone	15
Yemen	14
Bahamas	14
Sri Lanka	13
Palestine	12
Gambia	11
Guinea Bissau	10
Morocco	9
East Timor	8
Estonia	8
Angola	7
Iraq	6
Chad	6
Central African Republic	6
Jordan	6
Bahrain	5
Turkey	5
Ukraine	4
Botswana	3
Hungary	3
Mauritania	3
Other	3
Libya	3
Denmark	2
Jamaica	2
Madagascar	2
Malaysia	2
Venezuela	2
Mauritius	2
Iran	2
Solomon Islands	2
Paraguay	1
New Zealand	1
Namibia	1
Suriname	1
Azerbaijan	1
Colombia	1
Wallis and Futuna	1
Kyrgyzstan	1
Uruguay	1
Myanmar (Burma)	1
Bosnia	1
Ireland	1
Haiti	1
Russia	1
Barbados	1
Lebanon	1
Grand Total	184976

END

Reply:

a) The total number of cases processed per year for the past 10 years (First instance adjudication):

Year	Total
2009	157 204
2010	77 071
2011	43 953
2012	63 228
2013	68 241
2014	75 733
2015	60 640
2016	41 241
2017	27 980
2018	18 104

b) The cases granted for the past 10 years per country according to the Departmental system is as below:

Country	Total
Somalia	36512
DRC	25953
Ethiopia	18022
Congo	4859
Zimbabwe	3432
Burundi	2774
Angola	2365
Eritrea	2096
Rwanda	1416
Bangladesh	563
Uganda	443
Cameroon	368
Kenya	143
Sudan	134
Zambia	69
Liberia	51
Syria	47
Palestine	41
Ivory Coast	37
Tanzania	32
Pakistan	28
Sierra Leone	19
Sri Lanka	15
Iraq	15
Russia	13
Togo	12
Nigeria	11
Ghana	11
Solomon Islands	10
Malawi	9
Swaziland	7
Central African Republic	7
Ukraine	7
Turkey	6
Egypt	6
Mali	6
India	6
Afghanistan	5
Other	5
Morocco	4
Estonia	4
Namibia	4
Yemen	3
Mozambique	3
Bulgaria	3
Myanmar (Burma)	3
Lebanon	3
Niger	3
Iran	3
Seychelles	3
China	2
Macau	2
Bahamas	2
Jordan	2
Gabon	2
Saint Kitts and Nevis	2
Comoros	2
Benin	2
Lesotho	2
Kyrgyzstan	1
Guinea Bissau	1
East Timor	1
Poland	1
Colombia	1
Brazil	1
Senegal	1
Chad	1
Oman	1
Algeria	1
Djibouti	1
Sweden	1
Cambodia	1
Libya	1
Principality of Andorra	1
Grand Total	99624

(c) As at 31 December 2018 there were 3 534 cases still to be processed by the Refugee Status Determination Officers.

END

Reply:

1. The departmental legislation does not make provision for ‘waiver certificate’ as stated above. Rather, the department will issue an asylum transit visas to new asylum applicants that declare their intention to apply for asylum on arrival at designated ports of entry. The basic requirement is that a person must declare the intention to apply for asylum.

2. The department has personnel appointed at the Refugee Reception Centres for the above asked function in terms of section 8(2) that reads with section 21(1), (2) and (5) of the Refugee Act.

The United Nations High Commission for Refugee is the UN agency operating in South Africa with offices and implementing partners across the country that is also assisting new and existing asylum applicants through the asylum process. The agency is fully equipped and mandated to provide support to both clients and the department.

(3)(a) The department has five Refugee Reception Centres.

Addresses and contact details that currently exist in the Republic are as follows:

OFFICE	LOCATION	CENTRE MANAGER	CONTACT DETAILS
Cape Town Refugee Reception Office	5th Floor, Custom House, Corner Heerengracht & Table Boulevard Streets, Cape Town	Akos Essel	Phone: 021 421 9173 / 9200 Mobile: Email: [email protected]
Desmond Tutu Refugee Reception Office	Corner Eskia Mphahlele & Struben Streets, Pretoria	Bangwalang Chiloane	Phone: 012 395 4174 / 4000  Email: [email protected]
Durban Refugee Reception Office	137 Che Guevara Street, Durban	Naleen Balgobind	Phone: 031 362 1201 Mobile: Email: [email protected]
Musina Refugee Reception Office	8 Harold Grenfel Street, Musina	Jimmy Malemela	Phone: 015 534 5300 Mobile: 083 852 0104
Port Elizabeth Refugee Reception Office	10A Gidbaud Road, Sydenham, Lakeside	Sabelo Ngxitho	Phone: 041 404 8361/ 3 Mobile: Email [email protected]

(3)(b) The department does not provide shelter to asylum seekers and refugees.

 

(3)(c) Asylum seekers and refugees are not issued with full birth certificates, rather a recognition of birth that must be taken to the centre for a full asylum permit.

(3)(d) This category of decision/rejection does not exist in the Refugee Act.

(4)(a) All Centres have security personnel.

(4)(b) Centres have private security in uniform 24 hours, whilst the Department’s security personnel are present during the day.

(5) There are no difficulties in registering children of asylum seekers born in South Africa. Asylum seekers are issued with recognition of birth document. It is the responsibility of the parents to take such document and submit them to the Refugee Reception Centre with immediate effect to allow their children proper registration and issuance of the asylum permit.

 

END

Reply:

a) The department has an inspectorate unit which combats all forms of illegal migration. Improved biometric capability and more effective co-operation with other law enforcement agencies are amongst some of the efforts being improved on to combat illegal migration and department is also finalising the Border Management Authority Bill which will seek to strengthen efforts in preventing undocumented migrants from entering South Africa.

b) Attached is the list of undocumented migrants that have been deported and the countries they have been repatriated to.

END

Reply:

(aa (i) None

(aa) (ii) None

(aa) (iii) None

(bb) (i) 14 buildings

(bb) (ii)14 properties

(bb) (iii) 14 facilities

(b) (i) Value - Not applicable

(ii) The purpose of renting the properties is for office accommodation.

(c) The table below indicates the value, how long has each property been rented, from which building/property and monthly rental fee:

Number	(c) (i) Period of rentals	(c) (ii) Landlord of the property	(c) (iii) Monthly rental fee
1.	01 April 2010	Mowana Properties - Public Investment Corporation	R3,657,813.49
2.	01 November 2009	Old Mutual Properties	R414,363.57
3.	01 February 2009	JHI Properties - Atterbury	R417,359.25
4.	01 May 2009	X Vest Investment	R153,403.57
5.	01 November 2009	Olympic Flame	R534,650.77
6.	01 April 2009	Vaal University of Technology	R549,997.71
7.	01 April 2014	Park with Spark/ Interpark	R36,216.20
8.	01 March 2017	Redefine Properties	R265,436.54
9.	01 January 2016	Hopley Centre	R54,590.01
10.	01 January 2019	ELS Properties	R258,358.99
11.	01 January 2016	Mvulazana Trading	R387,802.42
12.	01 September 2015	Gritpop Investment	R248,533.78
13.	01 January 2016	JHI Properties	R339,938.91
14.	01 January 2017	Public Investment Corporation	R35,929.07

NCooperate Services DDG: Patricia amede Date:

Recommendedl

Director General : Department of Mineral Resources

Approved/ -

Reply:

The MPRDA provides for submission of a Social and Labour Plan (SLP) which is one of the requirements of the granting criteria. The Human Resource Development (HRD) is one of the elements of the SLP. Its key objective is to ensure that mining right holders provides for training of employees and community workers. The training provided is aimed at improving the skills base such that productivity is improved. Furthermore companies must provide portable skills which prepares employees to compete in the broader labour market. In order to realise the HRD objective, mining right holders must invest a minimum 5% of leviable amount (excluding the statutory skills development levy) on essential skills development.

In the event that there might be threatening job losses, the mining right holders should identify and reskill workers with the objective of either adjusting to the new methods of working or competing in the labour market.

 

Recommendedl

Director General: Department of Mineral Resources

proved/

Mr Ma tasher

::

a:S::::

aIRD. ources

./2019

Reply:

 

1. The Forensic Report has been completed and will 6e tabled before the Board of Directors of CEF for adoption and submission to the Minister.

2. The assertion of government is that the:

• volume in barrels is - 10 300 000 barrels of Crude Oil.
• average cost in dollars per barrel is - $63.99
• value of the counFy’s strategic fuel reserve currently is - Ma‹tet Value USD 659 Million

3.The Policy on Stock Rotation is being formulated

4. No stock rotation of strategic fuel reserve was undertaken in 20f8-19 financial year.

(b) (i) For 20\&17, (ii) 2017-18 and (iii) 2018-19 financial year them was no stock rotation.

Reply:

The Minister of Public Works & Infrastructure:

(a) (i) The completion date for the Van Reenen Police Station in KwaZulu-Natal was 07 November 2016.

(ii) The name of the contractor who finished the project was Emcakwini Construction & Fencing CC.

(iii) The cost of the renovation was R8 750 523.65.

(b) The number of days since the last renovation is 2 years, 7 months and 17 days (as at 24 June 2019).

2. The police station has had very limited water supply due to the following reasons:

(a) from an altitude perspective, the police station is built in a mountainous area and during the low rainfall season (i.e. winter months) the yield (water supply) of the boreholes drops considerably, as a result of the low water table;

(b) the existing water supply installation consists of 3 boreholes; 2 boreholes are approximately 50 metres outside the fence on the south eastern side of the police station, and a third is in the brick building between the houses in the precinct. All three boreholes were equipped with submersible pumps. The boreholes pump into a 24 000 litre steel tank, which is housed on an elevated (concrete) tank stand, which then supplies the police station with water.

3. (a) (i) There are various reasons that contribute to the police station not having permanent supply of clean water, due to the following circumstances:

• The police station is situated remotely, across the N3 and in a mountainous area that does not have bulk municipal water supply.
• The non-availability of bulk municipal water supply with sufficient pressure is the reason why the police station is fed through 3 boreholes.
• The 3 boreholes, which are placed at 3 different strategic areas are not effective due to the low water table. The continuous recurrence indicates that there is not enough water yield due to the low water table in the mountain (especially in winter and low rainfall season).

(ii) The lack of permanent water supply is currently not resolved as the local municipality does not have a water bulk supply network with adequate pressure feeding the police station. The existing municipal bulk water supply pipeline runs on the opposite side of the N3 whereas the police station is situated across the N3 without access to the municipal supply; hence the use of boreholes.

(b) In order to provide a permanent supply of clean water supply to the police station, an inter-governmental agreement shall be put into place. The Department of Public Works and Infrastructure has commenced with an investigation into the permanent supply of clean water supply to the police station by entering into talks with SANRAL and the UThukela District Municipality, with a view to securing an agreement on the modalities to supply water from the municipal bulk water, through a new proposed pipeline that crosses the N3 servitude to feed the police station. At this stage it is anticipated that an inter-governmental agreement will be in place within a period of six months. The process is at an early stage and after the inter-governmental agreement has been reached a feasibility study will be necessary to define the scope, costs and implementation timelines prior to registration of a project for design and implementation.

Reply:

The information requested by the Honourable Member is not readily available in the Department. The information will be submitted to the Honourable Member as soon as it is available

Thank you

Reply:

The information requested by the Honourable Member is not readily available in the Department. The information will be submitted to the Honourable Member as soon as it is available

Thank you

Reply:

The responses are presented on the below table:

Court	Number of Judges  who have left the Judicial system			Number of Judges who have entered the Judicial system
Constitutional Court	4	-	-	-
Supreme Court of Appeal	8	-	2	-
Northern Cape Division (Kimberley)	2	-	-	1
Eastern Cape Division  (Grahamstown)	1	-	1	2
Eastern Cape Local Division (Port Elizabeth)	2	-	-	1
Eastern Cape Local Division (Bisho)	-	-	1	1
Eastern Cape Local Division (Mthatha)	2	-	-	2
Western Cape Division (Cape Town)	6	-	-	8
North West Division (Mahikeng)	1	1	-	1
Free State Division (Bloemfontein)	3	-	1	9
Gauteng Division (Pretoria)	7	1	2	12
Gauteng Local Division (Thohoyandou)	10	-	1	11
Limpopo Local Division	-	-	-	-
Limpopo Division (Polokwane)	-	-	-	4
Mpumalanga Division (Nelspruit)	-	-	-	-
KwaZulu-Natal Division (Pietermaritzburg)	2	-	-	4
KwaZulu- Natal Local Division (Durban)	-	-	1	6
Labour Court	-	-	1	6
Total	48	2	10	65

 

a) The total number of Judges who have left the Judicial system in the last five years is 60.

b) The total number of Judges who entered the Judicial system in the last five years is 65.

Reply:

(a)(i)(ii)(iii)(aa). My Department owns 102 buildings.

a) (i) (bb) My Department has rents four buildings

b) (i) The value and purpose of the rented buildings are as follows:

Building name	Value of rented building	Purpose of rented building
Sechaba House/Van Wijk Louw	R295 million	Office Accommodation
Old Karfo film Archives	Unknown (DPW)	Office Accommodation
Old Library State Building	Unknown (DPW)	Office Accommodation
National Archives	Unknown (DPW)	Office Accommodation
Regents Place	Unknown (DPW)	Office accommodation for Sports and Recreation

Value of the above State owned buildings is still to be determined by Department of Public Works.

The purpose of each state owned building is outlined below:

NO	STATE OWNED	PURPOSE OF THE BUILDING
	Nelson Mandela Museum(3)
1	Bhunga Building	Museum
2	Qunu Youth and Heritage Centre	Museum and accommodation
3	Mvezo Museum	Museum and accommodation
	National English Literary Museum (3)
4	New English Literary Museum	Museum
5	Eastern Star Museum	Museum
6	Schreiner House	Museum
	South African Library for the Blind (3)
7	1 Hemming Street	Library
8	Vacant Erf 3659 - Hemming street	plot
9	112 hemming street	Library
	National Museum Bloemfontein (5)
10	First (Eerste) Raadsaal	Museum
11	Florisbad Research Station	Archeological site and Storage
12	Freshford House Museum	Museum
13	National Museum	Museum
14	Oliewenhuis Art Museum	Museum
	Performing Art Centre of the Free State (1)
15	Performing Art Centre of the Free State	Theatre
	War Museum of the Boer Republic (1)
16	War Museum	Museum
	Market Theatre Foundation (1)
17	Market Square	Offices and Theatre Lab
	NARSSA (4)
18	National Archives (Head Office)	Archives
19	National Archives NFVSA	Archives
20	National Archives and Bureau of Heraldry	Archives
21	National Archives Old Library Building	Archives
	Drakenstein Correctional Centre House (1)
22	Madiba House	Heritage site
	Ditsong Museums of South Africa (11)
23	Ditsong Kruger Museum	Museum
24	Ditsong National Museum of Cultural History (African Window)	Museum
25	Ditsong Piernee Museum	Museum
26	Ditsong Pioneer Museum	Museum
27	Ditsong National Museum of Military History	Museum
28	Ditsong Sammy Marks Museum	Museum
29	Ditsong National Museum of Natural History	Museum
30	Ditsong Tswaing Meterorite Site	Museum
31	Ditsong Willem Prinsloo Agricultural Museum	Museum
32	Ditsong Ga Mohle Museum	Museum
33	Ditsong Coert Steynberg Museum	Museum
	National Library of South Africa(3)
34	National Library of South Africa (Pretoria)	Library
35	Centre for the Book	Library
36	National Library of South Africa (Cape Town)	Library
	State Theatre (1)
37	State Theatre	Theatre
	Freedom Park Trust (2)
38	ZASM Office Complex	Offices
39	Freedom Park Heritage Site	Museum
	South African Heritage Resource Agency (37)
40	Old Congregational Church	Church & Gravesite
41	Old Residency	Vacant Leased Property
42	The Lookout	Gravesite
43	Old Gaol	Office & Museum
44	Piet Retief's House	Gravesite
45	Moorddrif Monument	Gravesite
46	Verdun Ruins	Gravesite
47	Old English Fort, Mont Mare	Gravesite
48	Mapoch's Caves	Cave
49	Krugerhof Museum	Museum
50	Union Masonic Temple	Church
51	The Old Gun Powder House / Magazine	Vacant Leased Property
52	Old Fort and Cemetery	Gravesite
53	Livingstone's  House	Gravesite
54	Dal Josafat	Office, & Leased Out Property
55	SAHRA  Head Office	Office
56	Concentration Camp / Garden of Remembrance	Gravesite
57	Struisbaai Cottages	Leased Out Property
58	Valkenburg Manor House, Observatory	Leased Out Property
59	Van Riebeeck's Hedge - Bishops Court	Hedge
60	Welcome Cottage - Glencairn	Vacant Leased Property
61	Woutersen Wessels Vault	Gravesite
62	Groenberg Skool	School
63	Ordendaal School	School
64	Vacant Erf 255 Tulbach	Vacant Land
65	Vacant land Erf 255	Vacant Land
66	1816 Hugo Family Vault	Gravesite
67	SAHRA HQ 111 - Harringston Street	Office
68	Birthplace of General Louis Botha	Gravesite
69	Blarney Cottage	Vacant Leased Property
70	Het Posthuys	Vacant Leased Property
71	Kleinbosch Cemetery - Dal Josafat	Gravesite
72	Portion of Old Fort Durban	Museum
73	Piet Retief Monument - Vryheid	Gravesite
74	Spioenkop Battlefield	Gravesite
75	Elandslaagte Memorial	Gravesite
76	Burgher Monument	Gravesite
	Artscape Theatre(3)
77	Artscape Theatre	Theatre
78	Artscape Storage Chappini Street	Storage
79	Artscape Epping Workshop	Workshop
	Afrikaanse TaalMuseum-en Monument(2)
80	Taal Monument and Amphitheatre	Monument and Theatre
81	Gideon Malherbe House	Museum
	Iziko Museums of SA (11)
82	Iziko SA National Gallery	Gallery
83	Wingfield Hanger	Storage
84	Iziko Bertram House	Museum
85	Iziko Bo-Kaap Museum	Museum
86	Iziko Koopmans-de Wet House	Museum
87	Iziko Old Town House	Museum
88	Iziko South African Museum & Planetarium	Museum and Planetarium
89	Annexe building	Offices and Library
90	Iziko Rust en Vreugd	Museum
91	Iziko Slave Lodge	Museum
92	Iziko Social History Centre	Storage, Offices and Library
	Luthuli Museum (1)
93	Luthuli Complex	Museum
	Msunduzi Museum (3)
94	Pietermaritzburg Complex	Museum
95	Boom street House	Museum
96	Ncome Museum	Museum and accommodation
	The Playhouse Company (3)
97	The Playhouse Theatre	Theatre
98	The Playhouse Company Head Office	Offices
99	Mayville Complex	Storage
	Kwa-Zulu Natal Museum(2)
100	Old st Anne Hospital	Old building Will be upgraded to a new Museum complex
101	Kwa-Zulu Natal Museum	Museum
	William Humpherys Art Gallery (1)
102	William Humpherys Art Gallery	Gallery
TOTAL	102

c) Each building has been rented as follows:

	(i)	(ii)	(iii)
Building name	How long has each building been rented	From whom the building is rented	What is the Monthly rental fee for the building (Rand)
Sechaba House/Van Wijk Louw	Seven years	Rebosis Property	2 097 878.49
Old Karfo Film Archives (Union Building)	Permanent	Department of Public Works	Not applicable
Old Library State Building	Permanent	Department of Public Works	Not applicable
National Archives Building	Permanent	Department of Public Works	Not applicable
Regents	Since 2006	Delta Property Fund	monthly rental on the building is R937 000 pm with an annual escalation of 5.5% per annum

The breakdown of monthly rental of State Owned Buildings still to be determined by Department of Public Works in this financial 2019/20 as per National Treasury exemption dated 08 January 2018.

Reply:

The information requested by the Honourable Member is not readily available in the Department. The information will be submitted to the Honourable Member as soon as it is available

Thank you

Reply:

The Department of Basic Education (DBE) is responsible for the development of the National Catalogues of Textbooks. Provincial Departments of Education (PEDs) are responsible for the budget allocation for the procurement of textbooks for schools. The information on the schools must be sourced from the respective Provincial Departments of Education.

Reply:

The response hereunder is based on the information provided by the Department responsible for Local Government in Gauteng pursuant to the request made by the National Department of Cooperative Governance (“the DCoG”) to obtain the relevant information as requested by the Honourable Member from the Ekurhuleni Metropolitan Municipality.

1. The details in respect of the (a) number of metropolitan police officers (i) currently employed by the Ekurhuleni Metropolitan Police Department (EMPD) and (ii) in each division are depicted in the table below as follows:

 

Division	Division Profile
	Members
	Quantity	%
Chief’s Office	1	0.04%
Chief of Staff	7	0.30%
Operations and Specialised Services	2284	96.66%
Security and Loss Control	4	0.17%
Logistics (Auxiliary Services & Support)	67	2.84%
Licensing	-	-
Total	2363	100.00%

 

(b) The EMPD have a centralised budget for the complete department in line with the Municipal Standard Chart of Accounts (mSCOA), which is not possible to be provided per division. The details of the 2019/2020 budget as provided is tabulated hereunder:

EMPD BUDGET 2019/2020
Operational Expenditure (OPEX)	R 1,752,131,804
Capital Expenditure (CAPEX)	R 115,300,000

 

2. The (a) number of persons employed by the EMPD currently receiving (i) full-time and (ii) temporary protection from the Very Important Person division and (b) the (i) names and (ii) professional designations of each specified person are provided in the table below as follows:

 

NO.	NAME	PROFESSIONAL DESIGNATION
1.	Mzwandile Masina	Executive Mayor
2.	Patricia Khumalo	Speaker Of Council
3.	Jongizizwe Dlabati	Chief Whip Of Council
4.	Dr Imogen Mashazi	City Manager
5.	Dimakatso Sibiloane	Municipal Public Accounts Committee (MPAC)
6.	Pelisa Nkunjana	Public Transport and Planning(MMC)
7.	Nomadlozi Nkosi	SHRAC and Social Development (MMC)
8.	Makhosazana (Khosi) Mabaso	City Planning(MMC)
9.	Masele Madihlaba	Infrastructure Services (MMC)
10.	Lesiba Mpya	Human Settlement (MMC)
11.	Tiisetso Nketle	Water Sanitation and Energy (MMC)
12.	Dora Mlambo	Corporate and Shared Services (MMC)
13.	Ndosi Shongwe	City Planning (MMC)
14.	Doctor Nkosindiphile Xhakaza	Finance and Economic Development (MMC)
15.	Frans Moko	Community Safety (MMC)

 

Ends…

Reply:

The information requested by the Honourable Member is not readily available in the Department. The information will be submitted to the Honourable Member as soon as it is available

Thank you

Reply:

The information requested by the Honourable Member is not readily available in the Department. The information will be submitted to the Honourable Member as soon as it is available

Thank you

Reply:

a) (i) Club development (CD)

In 2004, SRSA launched the Mass Participation Programme to address grassroot sport development.

In 2006, Club Development project was launched. The project is now a programme. It is aimed at establishing a clear and seamless pathway for athletes through which they can progress from the entry level of the continuum to the highest echelons of participation.

Education and Training

Excellence

Performance

Participation

Foundation

Introduction

The major intent of establishing the Club Development (CD) is to facilitate access to sport and recreation for South Africans and to ensure that those with talent and the will to exploit that talent, are channelled into the mainstream of competitive sport.

Through this CD, SRSA is playing an important role/part in the development pathway of talented athletes by providing for the empowerment of their support staff (coaches, technical officials, administrators and managers) from as low a level as the ward and ensure, together with the other role players, the sustainability of the programme.

The focus of CD will be on athletes at the local level and their support staff. The outcomes of the project would be to eventually benefit the provincial and national federations. The SRSA is envisaging to keep the clubs and or association for a three year cycle with the hope that by that time they will be sustainable.

The lack of financial resources has been a major cause of the inability of many sports people to join the mainstream by affiliating to sports clubs. SRSA has decided to provide assistance through this project that will enhance club formation, training of the relevant support staff, provide sport equipment and the basic attire for competitions to take place.

Strategic objectives

The following were identified as the strategic objectives by SRSA:

• Increase the levels of participation of South Africans in sport and recreation
• Develop the human resource potential for the management of sport and recreation in South Africa
• Ensure that sport and recreation bodies achieve their transformation objectives
• Motivate the communities to develop active lifestyles
• Ensure that those athletes with talent are channeled into the competitive areas of sport
• Contribute, from a sport perspective, to integrated planning and implementation of programmes by the three spheres of government
• Advocate, as a starting point, that high capacity municipal municipalities should participate and fund the initiative within their areas of jurisdiction

Strategic intent

To ensure smooth passage of athletes from one level of the development continuum to the next by encouraging participation through league systems.

Focus groups

Athletes

Coaches

Technical officials

Administrators

Partners and stakeholders

Provincial departments of Sport and Recreation

Local Authorities

National Federations

Provincial Federations

Local and Provincial Sports Councils-CONFED

Private sector

Responsibilities: -

7.1 Sport and Recreation SA

 Coordinate partnerships with other tiers and Departments of government

 Provide funding for the project

 Develop systems for the delivery of the project

 Develop monitoring and evaluation systems for the project

 Establish and maintain partnerships

 Conduct all processes as far as procurement is concerned

 Establish and maintain partnerships

7.2 Provincial Departments of Sport

 Coordinate, in conjunction with the provincial sport federations and local sports

councils the identification of sport to be dealt with in that province

 Identify 02 to 06 municipal districts that will be involved in the project

 Establish and maintain partnerships

 Establish and maintain partnerships

 Assist in identifying and provide venues for the different activities to take place

 Provide SRSA with all the necessary information about the programme

7.3 Local Authorities

 Assist in identifying and provide venues that will be used for the project

 Assist the sport codes in developing programmes/time table for the usage of the facilities

 Provide the necessary information for the programme

7.4 Sport federations

 Identify people in their provinces who can perform the following training needs:

 the training of coaches, technical officials, managers, etc.

 Monitor growth of HR development in the programme

 Provide the participation opportunities for all involved in the project

1. The Club Pilot System

Introduction

Recognising the above, SRSA through the Club System seeks to create an integrated and sustainable mechanism for the development of clubs on the basis of common and generally acceptable minimum standards

The Club Pilot System seeks to create an integrated and sustainable mechanism

Issues to being addressed

• Sport and Recreation South Africa (SRSA) through the Sub-Unit Club Development has over the years supported clubs by providing capacity building, equipment and playing attire. The support was intended to assist with the establishment of new clubs and development of the existing ones.
• It was discovered that the clubs are not sustainable and that made it difficult for the Department to be able to have a clear picture of what clubs exist, and where.
• This was caused by the fact that the support was spread too thin among the provinces and sporting codes with minimal monitoring on their progress and sustainability. Also, the enthusiasm to move to other clubs and or areas before ensuring that the supported clubs can be able to stand on their own contributed.
• The model utilized over the years was not based on a common system with all standardized minimum requirements to ensure that the clubs graduate towards being self-sustainable.
• Recognising the shortfalls of the past the Department reviewed its plan by introducing the Club Pilot System that will help the country to have a common club system with standardized protocols for clubs.

Stakeholders 

• Sport and Recreation South Africa
• Provincial Department responsible for Sport and Recreation as the lead institution,
• Academy of Sport
• District Municipality
• Local Municipalities
• Provincial Sport Confederation/Council
• District Sport Council
• Local Sport Councils
• Provincial and District Federations
• Local Association where applicable

Resources set aside to improve the programme in KZN and Limpopo:

2015-16 = R10.5m

2016-17 = R15.4m

2017-18 = R17.1m

2018-19 = R18.5m

2019-20 = R18.6m

Total = R80m

2. Rural Sport Development Programme

Introduction

The Programme was launched back in May 2016 in Mthatha with the objective of reviving sport and unearthing talent in rural areas with special focus on areas that are under the Traditional Authorities and farms.

Rural sport Development Programme focuses on four sporting codes which are: Football, Netball, Rugby and Athletics

Aim

Develop sport and unearth talent in all Provinces and Traditional Councils with primary focus placed on Farming communities under the guidance of the National House of Traditional Leaders.

Outcomes

• To ensure that rural farms/ communities are equally exposed to sport development and are granted the same resources as urban or semi urban communities.
• To further ensure that resources are made available to all rural communities where they can be able to nature and develop sport.
• To further widen the pool of sport development and broaden the search for sport talent. The Aim of the programme is to revive sport and unearth talent in the rural areas. Provinces and Traditional Councils/ Farming communities are therefore to be utilised as vehicle in achieving the desired outcome.

Stakeholders

• Provincial Department of Cooperative Governance and Traditional Affairs
• Provincial House of Traditional Leaders
• Five identified Traditional Councils
• Provincial Department of Rural Development and Land Reform
• Provincial Department of Agriculture and Fisheries
• District and Local Municipalities servicing the identified Traditional Councils
• Provincial SALGA
• Provincial and District Sport Confederations servicing the identified Traditional Councils or Farming Communities
• Provincial Academy of Sport
• Provincial Federations of Netball, Football, Rugby and Athletics

Conclusion

• Through the Conditional Grant, SRSA has over the years allocated funds to provinces for sport development and talent identification. Of the 100% allocation, CD and RSDP get a bigger percentage.
• Provinces organize provincial championships for Club Development and Rural Sport development Programme.
• At the championships, talent is to identified by federations representative with requisite skills and knowledge.
• Strategic Objective 10: To provide formal sports participation opportunities through integrated and sustainable club structure;

ii) School Sport

The department has a Memorandum of Understanding with the Department of Basic Education. The agreement outlines clear lines of responsibilities between the two departments especially in relation to the establishment of structures. There are six levels of responsibilities which are as follows:

Level 1: Intra School Competition

Level 2: Inter School Competition

Level 3: Area/Cluster Competitions

Level 4: District Competitions

Level 5: Provincial Competitions

Level 6: National Competitions

In terms of the MoU, the Department of Basic Education is responsible for levels 1-3 and Department of Sports, Arts and Culture is responsible for levels 4-6. The department of Basic Education has not provided the data in relation to the structures established as per their responsibility in the MoU. As a result, the School Sport structures that have been established as per the responsibility of the Department of Sports, Arts and Culture are as follows:

PROVINCES	PROVINCIAL	DISTRICT	COMMENTS
	Multicoded School Sport Structure (Joint Provincial Coordinating Committee)	Code Specific	Multicoded School Sport Structure (Joint Provincial Coordinating Committee)	Code Specific
Eastern Cape	0	14	8	14 Codes per district	At Provincial: Tennis and Cricket are a challenge. Hockey structures not aligned to geopolitical districts (Still Eastern Province and Border)
Free State	1	12	1 Metro + 4 districts	12	The following codes work as franchises Rugby, Cricket, Tennis and Hockey. There is no single structure for those codes.
Gauteng	1	16	2 Districts and 3 Metros	16 Codes per district	They have also established Multi-coded structures at Regional level as follows: 4 Tshwane 3 Ekhurhuleni 5 Johannesburg 2 Sedibeng 1 West Rand
Limpopo	1	15	5	0	The Province has also established 4 Structures for IG at Province and District. No code specific structures at district level. Provincial DoE and Sport Department will conduct workshops in July
Kwazulu-Natal	1	9	8	9	The province has challenges with establishment of some of the codes. Only Athletics, Aquatics, Chess, Netball, Football, Volleyball, Softball, Hockey, Gymnastics structures are in place. Rugby and Cricket still work as franchises with no District structures.
Mpumalanga	1	13	4	13	The following codes are established in franchise system Rugby, Cricket and Hockey. So there is no proper alignment to the geopolitical boundaries of the province.
Northern Cape	1	13	5	12	The province has challenges of establishing Swimming, Softball, Tennis and Basketball including IG for School Sport. At a provincial level Basketball is still being established.
North West	1	16	3 out 4 Districts	16	Ngaka-Modiri Molema only has structures established at a local level and Not at District. There are Netball and Athletics structures.
Western Cape	1	16	1 Metro and 5 Districts	13	Rugby, Cricket and Athletics Structures are not aligned to geopolitical boundaries. However, they work with the province to organise all the districts.
TOTAL	8	94	5 Metros and 44 Districts	105

b. What systems of scouting to spot talent were put in place in the various phases of these developmental phases since 27 April 1994?

Since1994 there are two approaches that have been used in identifying athletes with potential for further development. These include Talent Scouting and Scientific Talent Identification.

Talent Scouting

Each Federation has guidelines and criteria they use to spot or scout the athletes with potential for further development. These vary based on the nature of the sport and whether it is a team sport or individual sport.

With individual sports the key assessment element is the performance results. With team sport there are number of variables that are considered depending on the sport.

Scientific Talent Identification

It is the responsibility of the Federations as the custodians of each sport identify talent. This is because the Federations have the requisite technical expertise required to identify and nurture talent. Once an athlete has been spotted, individual sport specific tests are conducted by Sport Scientists to determine and scientifically confirm the potential in order to invest or not to invest in that athlete's development.

Medical assessments are then conducted to determine the general medical status of the athlete. Basic Physiological Tests for junior athletes using the set tests batteries for each code conducted by Sport Scientists. The athletes are thereafter looked after by their respective federations.

 

Reply:

The information requested by the Honourable Member is not readily available in the Department. The information will be submitted to the Honourable Member as soon as it is available

Thank you

Reply:

The Department of Basic Education (DBE) works together with education stakeholders, social partners and the Departments of Social Development, Health and the South African Police Service to address the causes as well as the effects of violence prevalent in schools, as in society. In the implementation of the Integrated School Health Policy by the Departments of Basic Education, Health and Social Development, mental health screening is included in the school health service package. In addition, the Department has developed the draft DBE National Guidelines for Resourcing an Inclusive Education System, wherein social workers are included in the multi-disciplinary team at various levels of the education system.

In implementation, Provincial Education Departments (PEDs) establish partnerships with the Provincial Departments of Social Development (DSD) as well as universities and partners to provide social work services to schools. In addition, PEDs engage and place unemployed social workers as Learner Support Agents.

Reply:

The information requested by the Honourable Member is not readily available in the Department. The information will be submitted to the Honourable Member as soon as it is available

Thank you

Reply:

The information requested by the Honourable Member is not readily available in the Department. The information will be submitted to the Honourable Member as soon as it is available

Thank you

Reply:

Currently, the system appoints Learning Support Educators (LSEs). LSEs are appointed at district level, not at school level. This is because the resourcing model in this respect locates support at district level to ensure support provisioning for all schools rather than a few schools.