Questions and Replies

Reply:

a) Africa Public Service Day (APSD) event was celebrated under the stewardship of the African Union with the theme: “Building resilience in nutrition and food security on the African continent: Accelerate the human capital, social and economic development”.

The comment made by the Deputy Minister during APSD was referring in general to uneven public service delivery in remote rural areas in provinces compared to service delivery in urban and more populated areas of the country. There was thus no specific reference made to any specific service delivery area.

b) The District Development Model (DDM) is one of the initiatives that is used to ensure that public service delivery is prioritised in the areas that are lagging behind in public service delivery. The DDM is an intergovernmental and cooperative governance model, launched by the President in September 2019. The DDM is anchored in the development of a “One Plan” which aims to translate development priorities and objectives into spatial locations (district & metropolitan areas). The plan aims to provide synchronisation and alignment of strategic projects across all spheres of government, organs of state and the private sector, by prioritizing catalytic projects. Through this initiative plus the application of many other service delivery mechanisms (such as the Batho Pele standards, specific support interventions and operations management initiatives) the “almost forgotten” areas of service delivery will be prioritised.

End

Reply:

The Department of Planning Monitoring and Evaluation (DPME) is responsible to oversee and coordinate the entering into performance agreements and the performance evaluations of Heads of Department (HoDs) in line with the Directive on the Performance Management and Development System (PMDS) for HoDs. The Department of Public Service and Administration (DPSA) regularly issues communiques on the PMDS, and specifically on performance contracting and assessments. In order to facilitate the signing of performance agreements, the Minister for the Public Service and Administration in June 2021 directed that the online PMDS system, hosted and maintained by the DPME, is compulsory from the 2021/2022 performance cycle. The details were communicated by DPSA Circular 11 of 2021.

The Director-General of the DPSA conducts quarterly engagements with provincial HoDs and heads of corporate services where among other things the issues of compliance with the PMDS for HoDs and members of the SMS are emphasised. The DPSA in conjunction with the DPME also regularly conduct capacity building workshops with HoDs on request from departments and provincial governments. The next such workshop is planned on 3 November 2022 with the Northern Cape Provincial Government.

End

Reply:

The DPSA does not have the information requested. It is recommended that the member pose the parliamentary question to each government department for a response.

End

Reply:

Government policy and processes aims to uphold the principles enshrined in the Constitution. The Z83 and requirements contained therein are aimed at assisting a selection committee to recruit. Aspects such a race and gender for example, as depicted on the form is requested for purposes of upholding national legislation such as the Employment Equity Act 55 of 1998. Documentation and or forms of any nature are subject to prescribed processes which include consultation and maintaining the principle of an inclusive South Africa.

End

Reply:

a) (i) Total number of public servants currently on suspension with full pay: 305

(ii) Cost to the Government: R 130 964 676,15.

b) (i) Breakdown of suspended public servants in National Departments:

Name of Departments	SMS Member (Level)	Number of Precautionary suspensions cases received	Total cost for Precautionary suspensions
Agriculture, Land reform and Rural Development	14	1	not indicated
Cooperative Governance	14	1	R 2,396,286.82
	14	1	R 2,360,860.58
	13	1	R 1,939,751.03
	14	1	R 426,844.64
Correctional Services	15	1	R 309,095.63
	13	1	R 182,511.67
	15	1	R 238,714.49
Defence	0	1	R 356,171.50
Government Printing Works	0	1	R 22,752.59
Health	0	3	R 95,199.39
Higher Education and Training, Science & Innovation	0	12	R 2,549,231.00
Home Affairs	15	1	R 956,198.25
	14	1	R 859,747.00
	13	1	R 654,631.25
	13	1	R 94,921.50
	0	1	R 790,611.21
	0	1	R 502,049.41
	0	1	R 500,233.08
	0	1	R 199,930.50
	0	1	R 171,056.25
	0	1	R 178,863.75
	0	1	R 163,806.00
	0	1	R 163,806.00
	0	1	R 149,802.00
	0	1	R 184,281.75
	0	1	R 171,056.25
	0	1	R 184,281.75
	0	1	R 171,056.25
	0	1	R 39,747.50
	0	1	R 40,344.50
	0	1	R 40,951.50
	0	1	R 20,781.50
	0	1	R 20,172.25
	0	1	R 20,172.25
	0	1	R 20,172.25
	0	1	R 21,781.00
	0	1	R 94,921.50
Independent police Investigative Directorate	13	6	R -
International Relations and Cooperation	0	1	R 3,158.38
Justice and Constitutional Development	0	1	R 642,798.67
	0	1	R 1,773,149.72
	0	1	R 2,654,793.91
Military Veterans	14	4	R 3,778,958.91
National Prosecuting Authority	14	1	R 292,528.70
		1	R 235,925.36
		1	R 53,470.45
Office of Chief Justice	0	1	R 2,985,711.13
	0	1	R 94,841.55
Public Enterprises	16	1	R 28,734.95
Public Service and Administration	15	1	R 4,951,979.60
Public Works and Infrastructure	16	1	R 3,957,066.00
	0	1	R 89,538.75
Science and Innovation	0	1	R 1,190,868,66
Water and Sanitation	0	3	R 15,651.08
The Presidency	13	1	R 215,374.05
TOTAL	19	79	R 40 257 345,63

(b) (i) Breakdown of suspended public servants in Provincial Departments:

Provinces	Provincial Departments	Number of Precautionary suspensions received	SMS	Total cost for Precautionary suspension
Eastern Cape	Cooperative Governance and Traditional Affairs	0	0	0
	Community Safety	1	0	R 1,208,961.00
	Economic Development, Environmental Affairs and Tourism	0	0	0
	Education	0	0	0
	Health	0	0	0
	Human Settlements	0	0	0
	Office of the Premier	0	0	0
	Provincial Treasury	0	0	0
	Roads and Public Works and Infrastructure	0	0	0
	Rural Development and Agrarian Reform	0	0	0
	Safety and Liaison	0	0	0
	Social Development	0	0	0
	Sport, Recreation, Arts and Culture	0	0	0
	Transport	0	0	0
	Total	1	0	R 1,208,961.00
Free State	Agriculture and Rural Development	3	0	R 2,659,259.57
	Cooperative Governance and Traditional Affairs	0	0	R -
	DESTEA	1	1	R 12,551.07
	Education	1	0	R 187,885.70
	Health	7	0	R 805,249.33
	Human Settlements	2	1	R 2,381,250.03
	Office of the Premier	0	0	R -
	Police, Roads and Transport	0	0	R -
	Provincial Treasury	1	0	R 48,087.60
	Public Works & Infrastructure	2	0	R 145,487.54
	Social Development	1	1	R 41,871.61
	Sport, Arts, Culture and Recreation	0	0	R -
	Total	18	3	R 6,281,642.45
Gauteng	Agriculture and Rural Development	0	0	R -
	Education	4
	Cooperative Governance and Traditional Affairs
	Community Safety	3	0	R 117,978.71
	Economic Development	7	3	R 5,650,621.08
	E-Government	0	0	R -
	Health	No report	No report	No report
	Human Settlements	No report	No report	No report
	Infrastructure Development	9	3	R 1,831,135.27
	Office of the Premier	0	0	R -
	Provincial Treasury	0	0	R -
	Roads and Transport	No report	No report	No report
	Social Development	0	0	R -
	Sports, Arts , Culture and Recreation	No report	No report	No report
	TOTAL	23	6	R 7,599,735.06
Kwazulu-Natal	Agriculture and Rural Development	6	1	R 1,517,725.00
	Arts and Culture	0	0	R -
	Community Safety	0	0	R -
	Co-operative Governance and Traditional Affairs	3	1	R 2,380,756.00
	Economic Development, Tourism and Environmental Affairs	2	2	R 819,973.00
	Education	28	3	R 4,991,434.50
	Health	22	1	R 3,305,739.53
	Human Settlements		0	R -
	Office of the Premier	4	2	R 6,509,741.00
	Social Development	7	5	R 8,394,222.35
	Sport and Recreation	0	0	R -
	Provincial Treasury	0	0	R -
	Public Works	1	1	R 3,376,082.40
	Transport	2	2	R 2,235,369.80
	Total	75	18	R 33,531,043.58
Limpopo	Agriculture and Rural Development	0	0	0
	COGHSTA	0	0	R -
	Education	0	0	R -
	Health	9	0	R No cost indicated -
	Limpopo Depart. of Economic Development, Environment and Tourism	0	0	R -
	Office of the Premier	0	0	R -
	Provincial Treasury	0	0	R -
	Public Works, Roads and Infrastructure	0	0	R -
	Social Development	0	0	R -
	Sports, Arts and Culture	0	0	R -
	Transport and Community Safety.	0	0	R -
	Total	9	0	R -
Mpumalanga	Agriculture, Rural Development, Land and Environment Affairs	0	0	0
	Community Safety, Security and Liaison	4	0	R 195,439.56
	Co-operative Governance and Traditional Affairs	1	0	R -
	Culture, Sports and recreation	0	0	R -
	Economic Development and Tourism	0	0	R -
	Education	5	0	R 2,132,884.31
	Health	14	0	Not indicated
	Human Settlements	0	0	0
	Office of the Premier	2	0	R 509,482.95
	Provincial Treasury	0	0	R -
	Transport, Safety and Liaison	0	0	R -
	Public Works, Roads and Transport	0	0	R -
	Social Development	0	0	R -
	Total	26	0	R 2,837,806.82
Northern Cape	Agriculture, Environmental Affairs, Rural Development and Land Reform	No report	No report	No report
	Cooperative Governance, Human Settlements and Traditional Affairs	0	0	R -
	Economic Development and Tourism	0	0	R -
	Education	12	0	R 5,713,629.00
	Office of the Premier	0	0	R -
	Provincial Treasury	0	0	R -
	Roads and Public Works	4		R 36,189.00
	Sports and Arts and Culture	0	0	R -
	Social Development	2	0	R 270,956.56
	Health	10	0	R 18,740,641.63
	Transport, Safety and Liaison	0	0	R -
	Total	28	0	R 24,761,416.19
North West	Agriculture & Rural development	2	2	R 429,472.00
	Arts , Culture Sports and Recreation	No report	No report	No report
	Corporative Governance & Traditional Affairs	0	0	R -
	Community Safety and Transport Management	0	0	R -
	Economic Development Environment, Conservation & Tourism	1	0	R 210,805.23
	Education	No report	No report	No report
	Health	12	2	R 11,473,472.27
	Human Settlements (New department)	0	0	R -
	Office of the Premier	2	0	R 263,485.50
	Provincial Treasury	0	0	R -
	Public Works and Roads	1	0	R 167,346.62
	Social Development	No report	No report	No report
	Total	18	4	R 12,544,581.62
Western Cape	Agriculture	0	0	R -
	Community Safety	5	4	R 672,487.25
	Cultural Affairs and Sport	0	0	R -
	Economic Development and Tourism	0	0	R -
	Education	7	3	R 155,862.21
	Environmental and Development Planning	0	0	R -
	Health	11	0	R 473,464.83
	Human Settlements	0	0	R -
	Local Government	0	0	R -
	Provincial Treasury	0	0	R -
	Social Development	2	0	R 461,437.61
	The Premier	3	0	R 178,891.90
	Transport and Public Works	0	0	R -
	TOTAL	28	7	R 1,942,143.80
	Grand Total	226	38	R 90 707 330,52

c) Number of senior public servants on precautionary suspension: 57

NOTE: The information used for this response was obtained from the FOSAD reports sent to the DPSA as at 30 June 2022.

End

Reply:

a) The total number of public servants who were dismissed from employment:

(i) (aa) 2019-20 2525

(bb) 2020-21 2295

(cc) 2021-22 3002

(ii) Reason for dismissal:

Reason for dismissal	2019-2020	2020-2021	2021-2022
Alcohol/Narcotic abuse	1	0	0
Criminal offence	0	0	3
Desertion	332	280	354
Dishonourable discharge	288	221	208
Falsifying documents	0	1	3
Insubordination	2	0	0
Misconduct not indicated	1,896	1,786	2,424
Perjury	0	1	1
Poor work performance	2	0	0
Professionally unqualified	0	1	0
Unsatisfactory attendance	4	5	9
Data source: PERSAL

b) Breakdown of the specified number of suspended public servants:

(i) National Departments:

Name of Departments	SMS Member (Level)	Number of Precautionary suspensions cases received	Number of Precautionary suspensions cases finalised
Agriculture, Land reform and Rural Development	14	1	0
Basic Education	0	0	0
Civilian Secretariat for Police	0	0	0
Communications and Digital Technologies	0	0	0
Cooperative Governance	14	1	0
	14	1	0
	13	1	0
	14	1	0
Correctional Services	15	1	0
	13	1	0
	15	1	0
Defence	0	1	0
Employment Law	0	0	0
Forestry, Fisheries and the Environmental Affairs	0	0	0
Government Communications & Information Systems	0	0	0
Government Pensions Administration Agency	0	0	0
Government Printing Works	0	1	0
Health	0	3	0
Higher Education and Training, Science & Innovation	0	12	0
Home Affairs	15	1	0
	14	1	0
	13	1	0
	13	1
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
	0	1	0
Human Settlement	0	0	0
Independent police Investigative Directorate	13	6	0
International Relations and Cooperation	0	1	0
Justice and Constitutional Development	0	1	0
	0	1	0
	0	1	0
Military Veterans	14	4	0
Mineral Resources and Energy	0	0	0
National School of Government	0	0	0
National Treasury	0	0	0
National Prosecuting Authority	14	1	0
		1	0
		1	0
Office of Chief Justice	0	1	0
	0	1	0
Planning , Monitoring and Evaluation	0	0	0
Public Enterprises	16	1	0
Public Service and Administration	15	1	0
Public Service Commission	0	0	0
Public Works and Infrastructure	16	1	0
	0	1	0
Science and Innovation	0	1	0
Small Business Development	0	0	0
Social Development	0	0	0
South African Police Service	0	0	0
Sports, Arts and Culture	0	0	0
Statistics South Africa	0	0	0
Tourism	0	0	0
Trade and Industry and Competition	0	0	0
Traditional Affairs	0	0	0
Transport	0	0	0
Water and Sanitation	0	3	0
Women , Youth and Persons with Disabilities	0	0	0
The Presidency	13	1	0
TOTAL	19	79	0

(ii) Provincial Departments:

Provinces	Provincial Departments	Number of Precautionary suspensions received	SMS
Eastern Cape	Cooperative Governance and Traditional Affairs	0	0
	Community Safety	1	0
	Economic Development, Environmental Affairs and Tourism	0	0
	Education	0	0
	Health	0	0
	Human Settlements	0	0
	Office of the Premier	0	0
	Provincial Treasury	0	0
	Roads and Public Works and Infrastructure	0	0
	Rural Development and Agrarian Reform	0	0
	Safety and Liaison	0	0
	Social Development	0	0
	Sport, Recreation, Arts and Culture	0	0
	Transport	0	0
	Total	1	0
Free State	Agriculture and Rural Development	3	0
	Cooperative Governance and Traditional Affairs	0	0
	DESTEA	1	1
	Education	1	0
	Health	7	0
	Human Settlements	2	1
	Office of the Premier	0	0
	Police, Roads and Transport	0	0
	Provincial Treasury	1	0
	Public Works & Infrastructure	2	0
	Social Development	1	1
	Sport, Arts, Culture and Recreation	0	0
	Total	18	3
Gauteng	Agriculture and Rural Development	0	0
	Education	4	0
	Cooperative Governance and Traditional Affairs	0	0
	Community Safety	3	0
	Economic Development	7	3
	E-Government	0	0
	Health	No report	No report
	Human Settlements	No report	No report
	Infrastructure Development	9	3
	Office of the Premier	0	0
	Provincial Treasury	0	0
	Roads and Transport	No report	No report
	Social Development	0	0
	Sports, Arts , Culture and Recreation	No report	No report
	TOTAL	23	6
Kwazulu-Natal	Agriculture and Rural Development	6	1
	Arts and Culture	0	0
	Community Safety	0	0
	Co-operative Governance and Traditional Affairs	3	1
	Economic Development, Tourism and Environmental Affairs	2	2
	Education	28	3
	Health	22	1
	Human Settlements		0
	Office of the Premier	4	2
	Social Development	7	5
	Sport and Recreation	0	0
	Provincial Treasury	0	0
	Public Works	1	1
	Transport	2	2
	Total	75	18
Limpopo	Agriculture and Rural Development	0	0
	COGHSTA	0	0
	Education	0	0
	Health	9	0
	Limpopo Depart. of Economic Development, Environment and Tourism	0	0
	Office of the Premier	0	0
	Provincial Treasury	0	0
	Public Works, Roads and Infrastructure	0	0
	Social Development	0	0
	Sports, Arts and Culture	0	0
	Transport and Community Safety.	0	0
	Total	9	0
Mpumalanga	Agriculture, Rural Development, Land and Environment Affairs	0	0
	Community Safety, Security and Liaison	4	0
	Co-operative Governance and Traditional Affairs	1	0
	Culture, Sports and recreation	0	0
	Economic Development and Tourism	0	0
	Education	5	0
	Health	14	0
	Human Settlements	0	0
	Office of the Premier	2	0
	Provincial Treasury	0	0
	Transport, Safety and Liaison	0	0
	Public Works, Roads and Transport	0	0
	Social Development	0	0
	Total	26	0
Northern Cape	Agriculture, Environmental Affairs, Rural Development and Land Reform	No report	No report
	Cooperative Governance, Human Settlements and Traditional Affairs	0	0
	Economic Development and Tourism	0	0
	Education	12	0
	Office of the Premier	0	0
	Provincial Treasury	0	0
	Roads and Public Works	4
	Sports and Arts and Culture	0	0
	Social Development	2	0
	Health	10	0
	Transport, Safety and Liaison	0	0
	Total	28	0
North West	Agriculture & Rural development	2	2
	Arts , Culture Sports and Recreation	No report	No report
	Corporative Governance & Traditional Affairs	0	0
	Community Safety and Transport Management	0	0
	Economic Development , Environment, Conservation & Tourism	1	0
	Education	No report	No report
	Health	12	2
	Human Settlements (New department)	0	0
	Office of the Premier	2	0
	Provincial Treasury	0	0
	Public Works and Roads	1	0
	Social Development	No report	No report
	Total	18	4
Western Cape	Agriculture	0	0
	Community Safety	5	4
	Cultural Affairs and Sport	0	0
	Economic Development and Tourism	0	0
	Education	7	3
	Environmental and Development Planning	0	0
	Health	11	0
	Human Settlements	0	0
	Local Government	0	0
	Provincial Treasury	0	0
	Social Development	2	0
	The Premier	3	0
	Transport and Public Works	0	0
	TOTAL	28	7
	Grand Total	226	38

c) Number of SMS on precautionary suspension: 57

NOTE: The information used for this response was obtained from the FOSAD reports sent to the DPSA as at 30 June 2022.

End

Reply:

1. There was no extension provided to departments, departments are gradually responding to circular HRD0301 by updating data on PERSAL.

2. Below are the responses for question 2 (a) and (b):

a) PERSAL is specifically designed for payment of employees’ salaries. The capturing of qualifications on PERSAL is currently not mandatory and until such time, when capturing of qualification on PERSAL is made mandatory, the Department cannot employ any punitive measures.

b) The Department of Public Service and Administration continues to monitor compliance in terms of the implementation of the PSR, 2016 and the Directive on compulsory capacity development, mandatory training days and minimum entry requirements for members of senior management service. Individual letters are prepared to Head of Departments requesting them to provide proof of qualifications for Senior Managers who were appointed during the implementation of the Public Service Regulations, 2016 and the said Directive.

End

Reply:

The Acting Minister for the Public Service and Administration is not aware of the alleged unethical conduct by some human resources offices who want bribes in order to fast-track payment, which is due to retired employees. Employees who are approached to pay bribes, should report that immediately to the SAPS, as it is a criminal offence.

The affected employees can report the alleged corrupt practice to the National Anti-Corruption Hotline 0800 701 701 which is managed by the Public Service Commission, for investigation.

In addition, on 23 September 2022, the Department of the Public Service and Administration (DPSA) issued Circular 47 of 2022, attached herein, on the exit procedure to assist human resources personnel responsible for exits in the Public Service.

Furthermore, the Government Pensions Administration Agency (GPAA) is collaborating with the National School of Government (NSG) to introduce a module aimed at improving and fast-tracking exits in the Public Service.

End

Reply:

a) Based on information obtained from the Central Supplier Database (as at the end of July 2022) and compared to information on the Personnel Salary System (PERSAL), 119 public service employees are registered on the Central Supplier Database with the purpose to tender for business with the State.

However, these 119 employees are not necessarily conducting business with the State. It is possible that some of the employees on the list may have resigned in the meantime, or that they belong to categories that are exempt from this prohibition (such as traditional leaders), or are serving as directors on boards of entities in an official capacity. In terms of Regulation 13(c) of the Public Service Regulations, 2016, employees may conduct business with the State, if they are doing so in an official capacity. Section 8 of the Public Administration Management Act extended the prohibition to special advisors.

To determine whether these employees are indeed conducting business with the State, the name list was shared with the respective departments, requesting them to verify if the employees are still in service, if they are conducting business with the State (be it in a private capacity or in an official capacity) and if any steps are taken against transgressors. In formal letters to the heads of these implicated departments, the DPSA requested the departments to provide monthly feedback on progress made regarding the identified cases, starting from 1 July 2022. The responses of departments received are indicated in the section under (i)). On 7 June 2022, the Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit (in the Department of Public Service and Administration (DPSA)), Police and National Prosecuting Authority convened a workshop for the implicated departments on how to proceed with investigating and prosecuting these cases.

(i) National departments: There are 29 public servants who have been found to be possibly conducting business with the State:

• Agriculture, Land Reform and Rural Development - two public servants
• Correctional Services - six public servants
• Employment and Labour - one public servant
• Higher Education and Training - two public servants
• Home Affairs - two public servants
• International Relations and Cooperation - one public servant
• Justice and Constitutional Development - two public servants
• Mineral Resources and Energy - two public servants
• South African Police Service - four public servants
• Public Service and Administration - two public servants (One was found to be a Special Advisor)
• Public Works and Infrastructure - one public servant
• Science and Innovation - two public servants (both were found to be serving in various Boards as representative of the department)
• Trade, Industry and Competition - one public servant (the official is representing the DTIC at its entity, COEGA)
• Transport - one public servant

(ii) Provincial departments: There are 90 public servants who are possibly conducting business with the State:

Eastern Cape has 16 public servants

• Education - nine public servants
• Health - four public servants
• Office of the Premier - one public servant
• Sport, Recreation, Arts and Culture - one public servant
• Transport - one public servant

Free State has 6 public servants

• Education - four
• Health - one
• Provincial Treasury - one

Gauteng has 7 public servants

• Education - two
• Health - four
• Human Settlements - one

KwaZulu-Natal has 16 public servants

• Agriculture and Rural Development - one
• Education - four
• Health - six
• Transport - five

Limpopo has 12 public servants

• Co-operative Governance Human Settlements and Traditional Affairs - two
• Education - five
• Health - five

Mpumalanga has 19 public servants

• Community Safety, Security and Liaison - one
• Education - seven
• Health - eleven

North West has 1 public servant

• Health - one

Northern Cape has 11 public servants

• Agriculture Environmental Affairs, Rural Development and Land Reform - two
• Economic Development and Tourism - one
• Education - three
• Health - five

Western Cape has 2 public servants

• Education - one
• Health - one

2. In provincial departments, three (3) public servants on senior management level (positions ranging from Salary level 13 to 16) were found to be possibly conducting business with the State. In National departments, eight (8) public servants held senior positions. As indicated, the figure is still to be verified with the affected departments.

End

Reply:

1. The dates on which each of the Chief Directors, currently earning a salary at salary level 15, were appointed on this salary level at the (a) national and (b) provincial level are indicated in the table below:

Dates on which each of the Chief Directors earning a salary at salary level 15 were appointed on that level
as on 28 February 2022
Province	Department	Component	Job title	Event date
Eastern Cape	Education		Chief Director: Financial Management Services	2021-10-01
Free State	Office of the Premier		Chief Director	2006-01-01
Gauteng	Human Settlements		Chief Director	2013-12-01
	Office of the Premier		Chief Director	2010-08-01
				2014-04-01
	Provincial Treasury	Infrastructure Financing Agency	Chief Director	2013-09-01
			Chief Director: Project Finance	2016-11-01
		Provincial Treasury	Chief Director	2000-11-01
KwaZulu-Natal	Finance		Chief Director: Municipal Finance	2010-12-01
	Public Works		Chief Director: Corporate Services	2003-05-01
Limpopo	Economic Development, Environment and Tourism		Chief Director: Commercial Operation	2017-06-01
National	Agriculture, Land Reform and Rural Development		Chief Director: Monitoring & Evaluation	2009-12-01
			Chief Director: National Rural Youth Service Corps	2010-12-01
			Chief Director: Policy Research	2012-04-01
	Basic Education		CD: Strategic Planning Research & Co-Ordination	2011-10-01
	Environment, Forestry and Fisheries		Chief Director L14	2008-04-01
				2012-01-01
				2012-04-01
	Government Communication and Information System		Chief Director: Content And Writing	2009-04-01
			Chief Director: Entity Oversight	2015-07-01
			Chief Director: Provincial And Local Liaison	2013-03-01
	Health		CD: CCOD & Occupational Health	2014-12-19
			Chief Director	2010-04-01
	Mineral Resources and Energy		Chief Director: Economic Growth & Global Relations	2014-06-11
	National Treasury	Government Technical Advisory Centre	Chief Director: Financial Management	2008-12-01
			Chief Director: Transaction Advisory Services	2007-09-01
		National Treasury	Chief Director: Legal Tax Design	2014-05-01
			Chief Director: Legislation	2008-07-01
			Chief Director: Regulatory Impact Assessment	2005-11-01
			Chief Director: Tax Specialist	2009-01-26
			Chief Director: Technical Support Services	2013-09-01
			Chief Director: Information Technology	2012-02-01
			Chief Director: Legal Services	2012-04-01
	Planning, Monitoring and Evaluation		Chief Director: Education & Skills	2010-08-01
			Chief Director: Frontline Monitoring & Support	2016-12-01
			Chief Director: Health	2013-04-01
			Chief Director: Social Cohesion Protection & Gender	2011-04-01
	Public Service and Administration		Chief Director: Human Resource Development.	2012-12-01
	Statistics South Africa		Chief Director: Price Statistics	2012-05-01
			Chief Director: Programme Office	2002-05-01
	Trade, Industry and Competition		Cd: Investment Promotion & Facilitation	2015-04-01
			Chief Director: Consumer And Corporate Regulation	2014-05-01
Western Cape	Transport and Public Works		Chief Director	2001-02-01
Data source: PERSAL

2. The reason why the KwaZulu Natal Department of Health is paying the Chief Director: IDMTS on salary level 16 is because an offer of employment was made to him, by the Development Bank of South Africa, on a salary package which fell within salary level 16 in the Public Service. In order to retain his services, a counter-offer was made by the department on the nearest higher salary package compared to the offer received.

The Chief Director in the Gauteng Department of Economic Development, paid on salary level 16, was appointed as the Chief Executive Officer (CEO) of the Cradle of Humankind World Heritage Site and Dinokeng Projects on 1 January 2022. This was done in accordance with the approved organisational and salary structure below:

3. The appointments of heads of departments on salary level 15 and others on salary level 16 is based on the service delivery model of the departments. Furthermore, the size of the departments is also taken into consideration, including client group, geographical distribution and the availability of funds within the Department. As a result, the upgrading of the Head of the Department leads to the upgrading of the lower level posts including the performer level and such leads to an increase in the compensation of employees (CoE), hence the discrepancies of salary levels.

4. This information resides with the Department of Basic Education and will be submitted to the Honourable Member as soon it is available.

End

Reply:

(1)(a)(i) One (1) employee of the Department of Public Service and Administration is currently partially working from home.

(ii) The employee has special permission to work from home,

(iii) The reason for granting such special permission is health experts.

(1)(b) it is expected that the employee will be returning to the office on a full-time basis in January 2023 as per the recommendation the health expects.

(2) I do not have any objection to making a statement on the matter.

End

Reply:

(a) & (b) (i) (ii) The role of a Head of the Public Service is provided for in legislative amendments to the Public Service Act, 1994. The draft Public Service Amendment Bill envisages this role to be undertaken by the Director-General in the Presidency to, amongst others, support the President in managing the appointment and career incidents of national heads of department. The processing of the Public Service Amendment Bill is underway and it is anticipated that the Bill will be submitted to Parliament in the 2022/2023 financial year. As an interim measure, the Director-General in the Presidency has already been tasked with this role and support in this regard has been provided for in the Presidency. The matter related to tenure is still subject to consultation. The research and the policy development to inform the tenure of heads of department is still underway as part of the project on the professionalization of the Public Service. Once completed, the necessary amendments will be factored in the further amendment to the Public Service Act.

End

Reply:

1. (a) (i) (ii) A decision has not yet been taken on whether the term of office for Heads of Department (HODs) should be increased or not. Research and internal consultations are ongoing. This includes recommendations from the National Development Plan (NDP, 2012) which highlights the importance of the stability of the administrative leadership of the Public Service as well as a stable political-administrative interface on the performance of State institutions and for effective service delivery. The initial intent of a 5-year contract was to ensure that there is synergy in terms of the MTEF and MTSF to improve planning and execution of budgets and strategy. Experience has shown that this practice is often not aligned, as HoDs exit the system for various reasons and new ones come in more often than not in the middle of these cycles. Incumbents in HoD posts should ideally be in a position beyond the tenure of the political head for purposes of business continuity and delivery of the mandate.

(b)(i)(ii) Noting that the PMDS policy for HoDs require annual performance contracting and assessment, it is unlikely that changes to the tenure of HoDs will impact policy changes to the PMDS. It should be noted that measures to improve the performance of HODs and the rest of the Public Service are an ongoing process. The Department is however reviewing the Performance Management and Development System for the entire Public Service, including for HODs to ensure that the administrative capacity at DG level becomes about their capability; performance and capacity to manage and deliver.

2. Yes, research was conducted. This research considered data of DGs and HoDs from 1994 in terms of the measures that contributed to long lasting contracts, institutional performance and stability. The research conducted presented the option to keep the five (5) year contracts or increase them. Further consultations held on the outcome of the research, encouraged different schools of thought in the context of the research. This gave rise to considering the tenure with the options to retain the 5-year contracts or consider longer contracts with stricter performance reviews. Benchmarking was also conducted on the tenure of HoDs around the world and the impact on service delivery and performance of both the institution and the HODs.

3. (a) The intended impact is likely to be improving the stability at the leadership level which will in turn improve the operational and service delivery output of a department. As reported in 2 above, research has shown that where there is stability at the HOD level, the operational and organisation performance increases.

(b) This is a policy position which is being considered as part of the professionalization of the Public Service, there is no date, at this stage for implementation and a decision regarding the tenure of HoDs needs to still be formalised. The work related to this is in progress and still being consulted.

4. The amendments to the Public Service Act, 1994 consider the proposals made pertaining to same and an Amendment Bill is being proposed with due regard to the functions expected from the Head of Public Service. The consideration for longer term contracts go hand in hand with the original powers to be given to a HoD and the involvement of the Head of Public Service to support the President in the management of career incidents of Heads of Departments and at Provincial level the DG of the Province supporting the relevant Premier.

End

Reply:

(1) The Guide for Members of the Executive is publicly available of the website of the Department of Public Service and Administration and is available to Dr Schreiber. (2)(a) The Guide for Members of the Executive was last amended on 13 April 2022; and (b) The last amended Guide for Members of the Executive came into operation on 13 April 2022.

End

Reply:

(1) According to PERSAL for 2021/2022, the total number of foreign nationals appointed are 1901. It must be noted that PERSAL is limited in terms of statistics specifically in circumstances where persons may have dual citizenship.

(2) Of the 1901 majority, 1475, are in Professional posts (Occupational Specific Dispensation).

(3) The policy on the utilisation of foreign nationals to address human resource and skills needs in the public service advocates to provide mandates and processes according to which departments can address their human resource and skills needs in respect of critical occupations and critical skills by utilising foreign nationals. In terms of section 10(1)(a) of the Public Service Act, 1994 no person shall be appointed permanently to a post unless he or she is a South African citizen or permanent resident. Foreign nationals who are not in possession of a permanent residence permit may therefore only be employed temporarily in departments. The central principle is that the employment of South African citizens and permanent residents must receive preference and the utilisation of foreign nationals through their appointment in Public Service departments must be effected as a last resort.

End

Reply:

1. According to the information obtained from the Department of Human Settlements:

(i) Deputy Director-General: Chief Financial Officer was appointed on 1 February 2016 from Ekurhuleni Metropolitan Municipality with the retention of her conditions of service (was on the last notch of salary level 15 in 2015 before the appointment at the Department of Human Settlements).

(ii) Deputy Director-Generals: Strategy and Planning is earning a salary at level 16 because he was transferred from the Ekurhuleni Metropolitan Municipality with the retention of his conditions of service (was on almost notch 8 of salary level 16 in 2015).

(b) On what dates were they appointed at the specified salary level?

(i) Deputy Director-General: Chief Financial Officer translated into 1st notch of salary level 16 on 1 March 2017.

(ii) Deputy Director-Generals: Strategy and Planning on 1 April 2015.

2. According to the information obtained from the Department of International Relations and Cooperation:

The Director earning at salary level 15 was appointed as the Head of Mission to Havana, Cuba on 13 February 2003, with a salary approved by the Acting Director-General to be at Director level, with a personal notch of level 15. Subsequently the Ambassador was appointed to serve as Head of Mission in Bucharest, Romania in June 2013 and currently as an Ambassador serving at the mission in Windhoek, Namibia, still remunerated at the level of Director, with a personal notch of level 15.

3. 31 December 2022.

End

Reply:

1. The dates on which each of the Chief Directors, currently earning a salary at salary level 15, were appointed on this salary level at the (a) national and (b) provincial level are indicated in the table below:

Dates on which each of the Chief Directors earning a salary at salary level 15 were appointed on that level
as on 28 February 2022
Province	Department	Component	Job title	Event date
Eastern Cape	Education		Chief Director: Financial Management Services	2021-10-01
Free State	Office of the Premier		Chief Director	2006-01-01
Gauteng	Human Settlements		Chief Director	2013-12-01
	Office of the Premier		Chief Director	2010-08-01
				2014-04-01
	Provincial Treasury	Infrastructure Financing Agency	Chief Director	2013-09-01
			Chief Director: Project Finance	2016-11-01
		Provincial Treasury	Chief Director	2000-11-01
KwaZulu-Natal	Finance		Chief Director: Municipal Finance	2010-12-01
	Public Works		Chief Director: Corporate Services	2003-05-01
Limpopo	Economic Development, Environment and Tourism		Chief Director: Commercial Operation	2017-06-01
National	Agriculture, Land Reform and Rural Development		Chief Director: Monitoring & Evaluation	2009-12-01
			Chief Director: National Rural Youth Service Corps	2010-12-01
			Chief Director: Policy Research	2012-04-01
	Basic Education		CD: Strategic Planning Research & Co-Ordination	2011-10-01
	Environment, Forestry and Fisheries		Chief Director L14	2008-04-01
				2012-01-01
				2012-04-01
	Government Communication and Information System		Chief Director: Content And Writing	2009-04-01
			Chief Director: Entity Oversight	2015-07-01
			Chief Director: Provincial And Local Liaison	2013-03-01
	Health		CD: CCOD & Occupational Health	2014-12-19
			Chief Director	2010-04-01
	Mineral Resources and Energy		Chief Director: Economic Growth & Global Relations	2014-06-11
	National Treasury	Government Technical Advisory Centre	Chief Director: Financial Management	2008-12-01
			Chief Director: Transaction Advisory Services	2007-09-01
		National Treasury	Chief Director: Legal Tax Design	2014-05-01
			Chief Director: Legislation	2008-07-01
			Chief Director: Regulatory Impact Assessment	2005-11-01
			Chief Director: Tax Specialist	2009-01-26
			Chief Director: Technical Support Services	2013-09-01
			Chief Director: Information Technology	2012-02-01
			Chief Director: Legal Services	2012-04-01
	Planning, Monitoring and Evaluation		Chief Director: Education & Skills	2010-08-01
			Chief Director: Frontline Monitoring & Support	2016-12-01
			Chief Director: Health	2013-04-01
			Chief Director: Social Cohesion Protection & Gender	2011-04-01
	Public Service and Administration		Chief Director: Human Resource Development.	2012-12-01
	Statistics South Africa		Chief Director: Price Statistics	2012-05-01
			Chief Director: Programme Office	2002-05-01
	Trade, Industry and Competition		Cd: Investment Promotion & Facilitation	2015-04-01
			Chief Director: Consumer And Corporate Regulation	2014-05-01
Western Cape	Transport and Public Works		Chief Director	2001-02-01
Data source: PERSAL

2. The reason why the KwaZulu Natal Department of Health is paying the Chief Director: IDMTS on salary level 16 is because an offer of employment was made to him, by the Development Bank of South Africa, on a salary package which fell within salary level 16 in the Public Service. In order to retain his services, a counter-offer was made by the department on the nearest higher salary package compared to the offer received.

The Chief Director in the Gauteng Department of Economic Development, paid on salary level 16, was appointed as the Chief Executive Officer (CEO) of the Cradle of Humankind World Heritage Site and Dinokeng Projects on 1 January 2022. This was done in accordance with the approved organisational and salary structure below:

3. The appointments of heads of departments on salary level 15 and others on salary level 16 is based on the service delivery model of the departments. Furthermore, the size of the departments is also taken into consideration, including client group, geographical distribution and the availability of funds within the Department. As a result, the upgrading of the Head of the Department leads to the upgrading of the lower level posts including the performer level and such leads to an increase in the compensation of employees (CoE), hence the differences of salary levels.

4. According to the information submitted by the Department of Cooperative Governance:

4.1 The Chief Executive Officer in the National Department of Cooperative Governance is the Head of the Municipal Infrastructure Support Agency (MISA), which is a government component of the department established in terms of section 7A of the Public Service Act, 1994. The CEO is the accounting officer of the component as contemplated in section 36 of the Public Finance Management Act, 1999 (PFMA) and thus has all the responsibilities that accounting officers of departments have in accordance with the PFMA. The job of the Head/CEO of MISA was graded by the DPSA at salary level 16, which is comparative to that of a Director-General and it was concurred by the MPSA on 28 March 2012.

4.2 The Chief Technology Officer was appointed on a one-year contract additional to the establishment to develop and lead the implementation of the Departmental Corporate Governance of ICT Strategy and to transfer the necessary skills to the Department. Although the incumbent’s income in the private sector was significantly higher than what is available in the public sector, he agreed to the maximum notch of salary level 16 for the duration of the one-year contract. He will return to the private sector at the conclusion of the contract.

End

Reply:

1. The role of a Head of the Public Service is being provided for in legislative amendments to the Public Service Act, 1994. The draft Public Service Amendment Bill envisages this role to be undertaken by the Director-General in the Presidency to, amongst others, support the President in managing the appointment and career incidents of national heads of department. The processing of the Public Service Amendment Bill is underway and it is anticipated that the Bill will be submitted to Parliament in the 2022/2023 financial year. As an interim measure, the Director-General in the Presidency has already been tasked with this role and the support in this regard has been provided for in the Presidency.

2. The research and the policy development to inform the tenure of heads of department is still underway as part of the project on the professionalization of the Public Service. Once completed, the necessary amendments will be factored in the further amendment to the Public Service Act.

End

Reply:

1. According to the PERSAL information, a total number of 1819 Senior Managers who do not have required qualifications were appointed before the Public Service Regulations of 2016.

2. (a) Breakdown for National departments

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
Agriculture, Land Reform and Rural Development	72	70
Communications and Digital Technologies	15	14
Correctional Services	55	52
Education	1	0
Employment and Labour	48	47
Higher Education and Training	50	49
Human Settlements	30	29
International Relations and Cooperation	32	30
Justice and Constitutional Development	152	147
National School of Government	4	3
National Treasury	64	63
Public Enterprises	13	11
Public Works and Infrastructure	48	47
Science and Innovation	14	13
Women, Youth and Persons with Disabilities	8	2

(b) Breakdown for Provincial departments

Eastern Cape

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
None

Free State

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
Agriculture	18	17
Office of the Premier	8	7
Police, Roads and Transport	11	6
Provincial Treasury	6	5

Gauteng

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
Co-operative Governance and Traditional Affairs	15	14
Education	44	36
Health	53	51
Infrastructure Development	12	11
Office of the Premier	33	31
Provincial Treasury	29	27
Roads and Transport	20	19

KwaZulu-Natal

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
Finance	19	17
Human Settlement	7	5
Office of the Premier	15	14

Limpopo

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
Health	39	38
Office of the Premier	8	7
Sport and Culture	5	4

Mpumalanga

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
Agriculture, Rural Development, Land and Environmental Affairs	7	6
Public Works, Roads and Transport	13	12

North West

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
Community Safety and Transport Management	5	4
Cooperative Governance and Traditional Affairs	9	8
Office of the Premier	15	14

Northern Cape

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
Office of the Premier	8	7
Sport, Arts and Culture	7	6

Western Cape

Department	Qualification updates by 31 October 2021	Qualification updates by 31 January 2022
Office of the Premier	16	15

3. There was no extension provided to departments, departments are gradually responding to circular HRD0301 to update PERSAL data.

4. Currently capturing of qualification on PERSAL is not mandatory and no punitive measures are employed. Until such time when capturing of qualification on PERSAL is made mandatory, then the department will employ punitive measures.

5. PERSAL is specifically designed for payment of employees’ salaries and capturing of qualification is not mandatory. However, to monitor compliance in terms of the implementation of the PSR, 2016 and the Directive on compulsory capacity development, mandatory training days and minimum entry requirements for members of senior management service in the Public Service, the Department will prepare individual letters to Head of Departments requesting them to provide proof of qualifications for Senior Managers who were appointment during the implementation of the Public Service Regulations, 2016 and the said Directive.

Reply:

1 (a) (i) (aa) 2020/21 financial year: There were 10 vacant posts of Directors-General in National Departments. Annexure A.

(bb) 2021/22 financial year: There are 10 vacant posts of Directors-General in National Departments. Annexure A.

(ii) (aa) 2020/21 financial year: There were 26 vacant posts of Heads of Department in Provincial Departments. Annexure A.

(bb) 2021/22 financial year: There are 27 vacant posts of Heads of Department in Provincial Departments. Annexure A.

(b) The Minister has supported the President in the provision of delegations of authority for all vacant National Director-General posts. The prerogative to fill a HoD post provincially resides with the relevant Premier.

The Minister for the Public Service and Administration as per Section 3 of the Public Service Act, 1994 is responsible establishing norms and standards for the Public Service relating to-

(a) the functions of the public service;

(b) the organisational structures and establishments of departments and other organisational and governance arrangements in the public service;

(c) the conditions of service and other employment practices for employees;

(d) labour relations in the public service;

(e) health and wellness of employees;

(f) information management in the public service;

(g) electronic government;

(h) integrity, ethics, conduct and anti-corruption in the public service; and

(i) transformation, reform, innovation and any other matter to improve the effectiveness and efficiency of the public service and its service delivery to the public.

It must be noted that the filling of a post within a department is the responsibility of the relevant executive authority in terms of Section 3(7) of the Public Service Act, 1994. The practice of recruitment is decentralised to the relevant Executive Authority.

The MPSA and DPSA continue to support departments through policy and setting of standards in order to efficiently fill vacancies within the parameters of the legislative framework. The responsibility to fill such vacant posts reside with the relevant Executive Authority.

2. The information was downloaded from PERSAL on 04th May 2022, and excludes data from Defence and State Security Agency.

(a) The total number of public servants who are on suspension with full pay are as follows:

(aa) 478 for the 2020-2021 year

(bb) 584 for the 2021-2022 year

(b) For the period of time the above public servants have been on suspension with full pay see the attached annexures B and C (column named “no days suspended”).

(ii) For the cost to the State, broken down in terms of each national and provincial department, see the attached annexures B and C (column named “cost”).

Reply:

The Department of Public Service and Administration does not have a mandate over the management of any grants. The South African Social Security Agency (SASSA) and other grant providing government institutions manage grants in line with their Constitutional mandates though the use of systems that run independently from that of the Department of Public Service and Administration (DPSA).

(a) & (b)The DPSA therefore, has no mandate to interfere in the operations of any grant providing government institutions, has no access to their systems, and therefore cannot put measures in place to prevent public servants from applying for and receiving any grants that they are not entitled to.

However, after discovering that there were public service employees that were applying for, and receiving grants that they were not entitled to, the DPSA offered assistance to SASSA specifically, to identify applicants that are public service employees, by comparing applicants against the Personnel Salary System (PERSAL). This allows SASSA to identify if applicants are public service employees, which enables them to block such applicants.

The DPSA, through the Technical Assistance Unit has also compiled the list of public servants that are suspected to have applied and received grants that they were not entitled to, for investigation through the Fusion Centre. The Fusion Centre is a government coordination body that involves the Police, the NPA, FIC and departments dealing with criminal cases warranting departmental disciplinary action, such as drafting of charge sheets, and the requesting of dockets needed for disciplinary cases. These initiatives serve to discourage and punishes unethical behaviour amongst public servants.

End

Reply:

a) On 21 April 2022, the DPSA distributed 153 Social Relief of Distress grant disciplinary cases to identified departments during a workshop held jointly with SASSA. The workshop agreed on a draft charge sheet to guide departments when instituting disciplinary processes and agreed on the act of misconduct as these cases involved fraud and therefore are serious.

b) The DPSA is awaiting reports from departments on the final outcome of their disciplinary hearings. It is only upon the finalisation of these disciplinary hearing that the number of employees dismissed (or any other sanction) will be known.

End

Reply:

a) 2 364

b) 

(i) NATIONAL DEPARTMENTS

Agriculture, Land Reform and Rural Development	72
Basic Education	7
Civilian Secretariat for the Police Service	2
Communication and Digital Technologies	14
Cooperative Governance	32
Correctional Services	51
Employment and Labour	46
Environment, Forestry and Fisheries	20
Government Communication and Information System	5
Health	41
Higher Education and Training	47
Home Affairs	48
Human Settlements	28
Independent Police Investigative Directorate	9
International Relations and Cooperation	27
Justice and Constitutional Development	144
Military Veterans	2
Mineral Resources and Energy	25
National School of Government	3
National Treasury	63
Office of the Chief Justice	7
Office of the Public Service Commission	3
Planning, Monitoring and Evaluation	12
Police	214
Public Enterprises	12
Public Service and Administration	9
Public Works and Infrastructure	49
Science and Innovation	13
Small Business Development	4
Social Development	16
Sports, Arts and Culture	11
Statistics South Africa	14
The Presidency	16
Tourism	16
Trade, Industry and Competition	18
Traditional Affairs	8
Transport	27
Water and Sanitation	74
Women, Youth and Persons with Disabilities	2

TOTAL : 1211

(ii) PROVINCIAL DEPARTMENTS

EASTERN CAPE

Cooperative Governance and Traditional Affairs	10
Economic Development, Environmental Affairs and Tourism	14
Education	18
Health	39
Human Settlements	13
Office of the Premier	4
Provincial Treasury	1
Roads and Public Works	3
Rural Development and Agrarian Reform	15
Safety and Liaison	1
Social Development	15
Sport, Recreation, Arts and Culture	16
Transport	6

FREE STATE

Agriculture	16
Cooperative Governance and Traditional Affairs	9
Economic Development, Tourism and Environmental Affairs	8
Education	14
Health	13
Human Settlements	2
Office of the Premier	7
Police, Roads and Transport	5
Provincial Treasury	5
Public Works	6
Social Development	6
Sports, Arts, Culture and Recreation	3

GAUTENG

Agriculture and Rural Development	22
Cooperative Governance and Traditional Affairs	14
Community Safety	11
E-Government	15
Economic Development	11
Education	33
Health	50
Human Settlements	16
Infrastructure Development	12
Office Of the Premier	30
Provincial Treasury	26
Roads and Transport	19
Social Development	2
Sports, Arts, Culture and Recreation	13

KWAZULU-NATAL

Agriculture and Rural Development	2
Arts and Culture	7
Co-operative Governance and Traditional Affairs	5
Community Safety and Liaison	6
Economic Development, Tourism and Environmental Affairs	15
Education	28
Finance	17
Health	10
Human Settlements	4
Office Of the Premier	14
Public Works	4
Social Development	10
Sports and Recreation	0
Transport	19

LIMPOPO

Agriculture and Rural Development	5
Co-operative Governance, Human Settlements and Traditional Affairs	17
Economic Development, Environment and Tourism	9
Education	23
Health	34
Office of the Premier	7
Provincial Treasury	3
Public Works, Roads and Infrastructure	13
Social Development	5
Sports, Arts and Culture	4
Transport and Community Safety	14

MPUMALANGA

Agriculture, Rural Development, Land and Environmental Affairs	6
Co-operative Governance and Traditional Affairs	5
Community Safety, Security and Liaison	3
Culture, Sport and Recreation	2
Economic Development and Tourism	7
Education	14
Health	25
Human Settlements	14
Office of the Premier	8
Provincial Treasury	8
Public Works, Roads and Transport	12
Social Development	9

NORTH WEST

Agriculture and Rural Development	12
Arts, Culture, Sports and Recreation	3
Community Safety and Transport Management	4
Co-operative Governance and Traditional Affairs	9
Economic Development, Environment, Conservation and Tourism	5
Education	10
Health	7
Human Settlements	2
Office of the Premier	11
Provincial Treasury	21
Public Works and Roads	17
Social Development	8

NORTHERN CAPE

Agriculture, Environmental Affairs, Rural Development and Land Reform	7
Co-operative Governance, Human Settlements and Traditional Affairs	3
Economic Development and Tourism	10
Education	10
Environment and Nature Conservation	0
Health	10
Office of the Premier	7
Provincial Treasury	3
Roads and Public Works	8
Social Development	5
Sport, Arts and Culture	6
Transport, Safety and Liaison	6

WESTERN CAPE

Agriculture	1
Community Safety	0
Cultural Affairs and Sport	0
Economic Development and Tourism	3
Education	10
Environmental Affairs and Development Planning	1
Health	11
Human Settlements	4
Local Government	3
Provincial Treasury	1
Social Development	3
Office of the Premier	14
Transport and Public Works	7

TOTAL: 1153

End

Reply:

The DPSA issues a weekly Public Service Vacancy Circular where Public Service posts are advertised. The DPSA monitors the adverts including requirements pertaining to the completion of the Nyukela. When it is observed that a Department has not complied with the requirement in the advertisement and accompanying notes, it is referred back to the Department to correct. The DPSA has issued a practice note (Annexure A) to guide departments to include this requirement on adverts. The Nyukela is not required on application but prior to appointment.

Reply:

a) The National Framework Towards Professionalisation of the Public Sector has been finalised. The Socio-Economic Impact Assessment System (SEIAS) is being done on the Framework and it will be submitted for Cabinet consideration during the month of May 2022. The Framework is identified as one of the key interventions in strengthening state capacity and is seen as a long-term intervention. As such, it will be implemented in a phased approach.

b) (i) The Minister for the Public Service and Administration will be responsible for the roll-out (i.e., coordinating and monitoring) of the Framework.

b) (ii) Given that the Framework is aimed at the broader public sector, all relevant public sector departments/institutions will be responsible for the implementation of the Framework. For example, the National Treasury will be responsible for the professionalisation of the supply chain management occupation in collaboration with professional bodies, and other key stakeholders.

End

Reply:

1. The DPSA is working on the directive for compulsory programmes offered by the National School Government (NSG) which will assist to increase funding from self-generated income. The NSG will still require funding from the allocation to continue delivering free courses to the public service like Ethics, Know your Constitution etc. which are essential in the capacity building of the state. The DPSA has in a number of other Directives like the use of the 1% skills development budget for the Public Service that indicates the importance of departments having to make use of the NSG as the first point of call for training before appointing other providers. The National Academy (NSG) is also a key feature of PILLAR 1 of the HRD Strategy for the Public Service, in that its purpose is necessary to foster and maintain a national approach and standard for Public Service education and training.

2. The number of public servants that have (a) enrolled for and (b) successfully completed the compulsory Nyukela training course offered by the NSG since the introduction of the course. According to the information depicted in the table below, there is a total of:

• a) 12 078 Public servants who enrolled for the course
• b) 8 422 Public servants who successfully completed the course

Number of Public Servants enrolled and successfully completed the Nyukela course
as on 31 May 2022
Dispensation	Course status
	Completed	Enrolled
	2019/2020	2020/2021	2021/2022	2022/2023	Total
Total	81	4 529	3 811	1	8 422	3 656
Other	4	525	618		1 147	608
MMS	42	1 925	1 334	1	3 302	1 156
OSD	11	860	962		1 833	1 216
SMS	24	1 219	897		2 140	676
Data source: PERSAL & NSG
Compiled by the DPSA
Excluding Defence and State Security Agency

3. A breakdown of the specified number of public servants in each (a) national and (b) provincial government department who enrolled for the course since its introduction can be seen on the attached ANNEXURE A.

4. There are 2140 public servants occupying senior management positions within the public service who have completed the course since inception and the spread across the salary levels is as depicted in the table below:

Number of SMS members in the Public Service that successfully completed the Nyukela course
as on 31 May 2022
Dispensation and Salary level	Course status
	Completed
	2019/2020	2020/2021	2021/2022	Total
Total	24	1 219	897	2 140
SMS	13	19	920	644	1 583
	14	4	225	191	420
	15	1	58	51	110
	16		16	11	27
Data source: PERSAL & NSG
Compiled by the DPSA
Excluding Defence and State Security Agency

Reply:

(1) (a) (i) (ii) The National Development Plan (NDP) recognizes the importance of the stability of the administrative leadership as well as a stable political-administrative interface to the performance of State institutions and to effective service delivery. The initial intent of a 5-year contract was to ensure that there is synergy in terms of the MTEF and MTSF to improve planning and executive of budgets and strategy. Experience has shown that this practice is often not aligned, as HoDs exit the system for various reasons and new ones come in more often than not in the middle of these cycles. Whilst there is a need to understand the importance of the political mandate and translation in a specific department, it goes hand in hand with the administrative responsibilities of the Head of Department. The person appointed into a HoD post should exist beyond the tenure of the political head for purposes of business continuity and delivery of the mandate. Building administrative capacity at DG level should never be about a preference or not for a DG but their capability and their performance and capacity to deliver. Hence any consideration for longer term contracts go hand in hand with the original powers to be given to a HoD and the involvement of the Head of Public Service to support the President in the management of career incidents of Heads of Departments and at Provincial level the DG of the Province supporting the relevant Premier. For the Public Service to deliver on its mandate there needs to be clear lines in terms of the functional roles and responsibilities between the Executive and the Administration for purposes of accountability. Research and extensive consultations have given rise to various recommendations regarding the retention of HoDs. A decision has yet to be reached and discussions around whether the tenure remain five years or be increased are still being held.

(b)(i)(ii) Noting that the PMDS policy for HoDs require annual performance contracting and assessment, it is unlikely that changes to the tenure of HoDs will impact policy changes to the PMDS. It should be noted that measures to improve the performance of HODs and the rest of the Public Service are an ongoing process.

2. Yes, research was conducted. This research considered data of DGs and HoDs from 1994 in terms of the measures that contributed to long lasting contracts, institutional performance and stability. The research conducted presented the option to keep the five (5) year contracts or increase them. Further consultations held on the outcome of the research, encouraged different schools of thought in the context of the research. This gave rise to considering the tenure with the options to retain the 5-year contracts or consider longer contracts with stricter performance reviews. Benchmarking was also conducted on the tenure of HoDs around the world and the impact on service delivery and performance of both the institution and the HODs.

3. (a) The intended impact will potentially improve the stability at the leadership level which will in turn improve the operational and service delivery output of a department.

(b) This is a policy position which is being considered as part of the professionalization of the Public Service, there is no date, at this stage for implementation and a decision regarding the tenure of HoDs needs to still be formalised. The work related to this is in progress and still being consulted.

4. The amendments to the Public Service Act, 1994 consider the proposals made pertaining to same and an Amendment Bill is being proposed with due regard to the functions expected from the Head of Public Service.

End

Reply:

1) The Department of Public Service and Administration does not have a mandate to perform lifestyle audits for members of Cabinet. This is the mandate of the Presidency. In March 2022, the Presidency responded to this question in Parliamentary Question 702.

2. The response was as follows: “The introduction of lifestyle audits for Members of the Executive has taken far longer than originally anticipated. While we have begun with lifestyle audits for senior public servants, it is important that we extend this practice to Members of the Executive.

Much work has been done on the approach and methodology to lifestyle audits of Members of the Executive. However, the finalisation of this work is being held in abeyance pending the submission of the final report of the Commission of Inquiry into State Capture. This is so that any additional measures required to strengthen Executive accountability and conduct can be considered holistically.”

End

Reply:

a) Employees who are receiving the old housing allowance are those who have not submitted the required housing allowance documents to their respective Human Resource Sections within their respective departments. The required documents include a completed and signed application form for homeowners, proof of home ownership as well as proof that the employee occupies the property concerned. Upon submission of the necessary documents, the affected employees shall receive the current amount of R1 500.07 per month.

b) The only way for the affected employees to move from the outdated housing allowance, is to comply with the information as stipulated in (a) above. In 2015 and 2016 respectively, the DPSA issued Circulars (17/3/P) to all government departments detailing the manner in which the implementation of migration to the new housing allowance should occur.

In addition to previously issued Circulars, the Director-General will again communicate with Directors-General and Heads of Departments of the affected departments and provincial administrations regarding the importance of migrating employees to the new housing allowance system. The Circular will be issued in June 2022.

Over and above issuing Circulars, Government Employees Housing Scheme conducts information Sessions with Human Resource Practitioners in government departments to engage on issues of compliance with the prescripts of housing allowance for the benefit of government employees.

End

Reply:

The National Framework Towards Professionalisation of the Public Sector has not as yes been approved by the Cabinet. The National Framework Towards Professionalisation of the Public Sector take cognisance of the fact that there are senior officials who do not have the requisite qualifications and the National Framework makes the following proposals to address this:

1. The National School of Government will collaborate with Professional Bodies and Higher Education Institutions to professionalise the Public Service. The NSG has already put systems in place to ensure the realisation of this proposal in the following manner:

a) For existing public servants –

(i) The NSG is working with the Quality Council for Trades and Occupations for accreditation and registration of qualifications on the Occupational Qualification Sub-Framework from NQF Level 5-8, with the aim of professionalising the public sector (National, Provincial, Local government and Public Enterprises). These will form part of the compulsory suit of qualifications that the NSG will roll out in the public sector. This will replace the non-credit bearing senior management programmes that the NSG is currently offering. It will also assist the NSG to apply the Recognition of Prior Learning (RPL) Policy to recognise the knowledge and experience acquired by public servants who enrolled and completed these programmes previously through formal, informal and non- formal learning.

(ii) Secondly, the NSG is at its final stage of granting a bid/tender to one of the Higher Education Institutions (HEI) to collaborate in the accreditation and registration of a Postgraduate Diploma in Public Affairs & African Governance at NQF Level 8. Public servants will be recruited to study this qualification through that institution and some modules will be offered by the NSG. For this qualification, the Institution’s RPL Policy will be used to recognise the prior learning of the public servants.

(iii) Thirdly, the NSG finalised the design of an executive management qualification that will be registered at NQF Level 8 with the Council on Higher Education. The NSG is working with the Department of Higher Education & Training to declared it as a College to offer Higher Education Qualifications without changing its current structure like other existing government colleges for e.g., “Western Cape Government College of Emergency Care” who have already registered qualifications on the NQF. This qualification is meant to professionalise the executive management who do not have qualifications in the public sector. It has also been designed using some of the content of the existing NSG suites of non-credit bearing executive programmes. This will assist the NSG to apply its RPL Policy to recognise the knowledge and experience acquired by the public servants who enrolled and completed these programmes previously through formal, informal and non- formal learning.

(iv) Once the qualifications have been registered on the NQF, the NSG will also implement its RPL Policy to recognise the experience and knowledge acquired by the public servants through formal, informal non formal learning in the following manner:

• The RPL to grant access to study for a qualification to public servants who do not meet the admission requirements;
• The RPL for credits by exempting public servants to study certain modules of the qualification to recognise the knowledge and experience acquired through studying certain courses with the NSG that are related to the qualifications that are registered on the NQF;
• The RPL for access to the External Integrated Summative Assessment (EISA): Public servants will be given access to write external integrated summative assessment (final examination) if they demonstrate the ability that they have met the outcomes required for the qualification.

b) The other initiative for professionalising the public service is the collaboration with statutory and non-statutory professional bodies recognised by SAQA. Various Departments including the NSG will collaborate with professional bodies in their area of work, e.g., for professional registration of public servants with professional bodies. This means that public servants who do not meet the criteria for registration or to be awarded professional designations will be required to go through the professional bodies’ processes to meet the criteria, through RPL or studying certain programmes designed by the professional bodies in collaboration with the NSG or Higher Education Institutions. Professional bodies will also play a critical role for designing programmes in collaboration with the NSG for continuing professional development of the public servants.

c) The above initiatives will assist in the professionalisation of senior government officials to ensure that positions are filled by qualified and competent officials.

End

Reply:

According to the information extracted from PERSAL as at 30 April 2022, the total number of Cubans teachers, engineers, nurses and doctors currently employed in the Republic and the total cost of their employment are as follows:

Category	a) Total number of employees	b) Total costs
(i) Teachers	None	Not applicable
(ii) Engineers	65	R50 394 855
(iii) Nurses	None	Not applicable
(iv) Doctors	229	R257 917 774

End

Reply:

1. Yes, the delegations for human resource practices were reviewed. The amendments to the Public Service Act, 1994 consider the proposals made pertaining to same and an Amendment Bill is being proposed to vest all administrative powers directly with heads of department while retaining strategic powers with executive authorities.

2. The procedural matters relating to the appointment of heads of department is contained in the Public Service Regulations, 2016. The relevant executive authority currently chairs the selection committee in respect of the particular head of department and the recommendation of the candidate, in respect of a national head of department, is submitted to the Cabinet before appointment by the President. The President may delegate the authority to appoint the national head of department to the Deputy President or a Minister in terms of section 42A(3).

End

Reply:

a) Since the inception of the course in 2016, of just over 9 800 members of the senior management services, 1,963 senior managers enrolled and successfully completed the course.

b) The following tables reflect the breakdown of this figure:

Period	National	Provincial	TOTAL
1 Apr 2016 to 31 March 2017	12	38	50
1 Apr 2017 to 31 March 2018	96	66	162
1 Apr 2018 to 31 March 2019	31	422	453
1 Apr 2019 to 31 March 2020	83	37	120
1 Apr 2020 to 31 March 2021	380	201	581
1 Apr 2021 to 31 March 2022*	300	297	597
TOTAL	902	1,061	1,963

* Statistics for the 2021/2022 financial year has not yet been audited

National Departments	TOTAL 902
Agriculture, Forestry and Fisheries	4
Civilian Secretariat for Police	3
Communications	2
Cooperative Governance	1
Correctional Services	11
Defence	1
Economic Development	4
Energy	1
Environmental Affairs	3
GCIS	49
Health	9
Higher Education	7
Home Affairs	74
Independent Police Investigative Directorate	2
International Relations and Cooperation	4
Justice and Constitutional Development	31
Labour	81
Military Veterans	1
National School of Government	19
National Treasury	131
Office of the Chief Justice	16
Planning, Monitoring and Evaluation	3
The Presidency	10
Public Enterprises	3
Public Service and Administration	15
Public Works	14
Rural Development and Land Reform	15
Science and Technology	11
Small Business Development	1
Social Development	44
South African Police Service	7
South African Revenue Services	1
Statistics South Africa	128
Telecommunications and Postal Services	2
Tourism	2
Trade and Industry	5
Traditional Affairs	1
Transport	3
Water and Sanitation	82
Women	2
Not Specified	99

Provincial Government	TOTAL 1,061
Eastern Cape	81
Free State	32
Gauteng	475
KZN	94
Limpopo	89
Mpumalanga	37
North-West	79
Northern Cape	26
Western Cape	75
Not Specified	72

Gender	National	Provincial
Male	440	548
Female	461	513
Not Specified	1	0
TOTAL	902	1,061

Salary Level	National	Provincial
13	686	787
14	176	201
15	29	53
16	11	20
TOTAL	902	1,061

Race	National	Provincial
African	602	790
Coloured	49	76
Indian/Asian	82	80
White	163	110
Not Specified	6	5
TOTAL	902	1,061

1. The below figures show a reasonable increase in the participation of officials below senior management level on the course:

Non-SMS members
Period	National	Provincial	TOTAL
1 Apr 2016 to 31 March 2017	298	561	859
1 Apr 2017 to 31 March 2018	400	541	941
1 Apr 2018 to 31 March 2019	947	3,535	4482
1 Apr 2019 to 31 March 2020	721	1,189	1,910
1 Apr 2020 to 31 March 2021	7,569	4,196	1,1765
1 Apr 2021 to 31 March 2022*	10,670	16,484	27,154
TOTAL	20,605	26,506	47,111

* Statistics for the 2021/2022 financial year has not yet been audited

National Departments (non-SMS members)	TOTAL 20,605
Agriculture, Forestry and Fisheries	459
Arts and Culture	33
Basic Education	62
Civilian Secretariat for Police	11
GCIS	434
Cooperative Governance	29
Correctional Services	1,433
Defence	81
Economic Development	9
Energy	4
Environmental Affairs	39
Health	506
Higher Education and Training	265
Home Affairs	888
Human Settlements	26
Independent Police Investigative Directorate	59
International Relations and Cooperation	95
Justice and Constitutional Development	3,067
Labour	6,075
Military Veterans	23
Mineral Resources	29
National School of Government	99
National Treasury	566
Office of Chief Justice	579
Planning, Monitoring and Evaluation	27
Presidency	62
Public Enterprise	11
Public Service and Administration	132
Public Works	144
Rural Development and Land Reform	301
Science and Technology	55
Small Business Development	15
Social Development	686
South African Police Service	275
South African Revenue Service	53
Sport and Recreation South Africa	13
State Security	17
Statistics South Africa	1,775
Telecommunications and Postal Services	9
Tourism	37
Trade and Industry	96
Traditional Affairs	6
Transport	29
Water and Sanitation	80
Women	18
Not specified	1,893

Provincial Government (non-SMS members)	TOTAL 26,506
Eastern Cape	1,533
Free State	946
Gauteng	6,264
KZN	2,548
Limpopo	1,026
Mpumalanga	625
North-West	11,828
Northern Cape	491
Western Cape	1,231
Not Specified	14

End