Questions and Replies

Reply:

(a) The department has not contracted any consulting firms or companies currently

(i) Not applicable

(ii) Not applicable

(b) (i) Not applicable

(ii) Not applicable

(iii) (aa) Not applicable

(bb) Not applicable

(cc) Not applicable

(dd) Not applicable

 

RECOMMENDATION

It is recommended that the Executive Authority approves the reply, should she concur with its contents.

MR M.E MOEMI

DIRECTOR-GENERAL

DATE: 07/09/2018

DECISION

Reply approved/amended.

MS T XASA, MP
MINISTER OF SPORT AND RECREATION
DATE: 09/09/2018

Reply:

(a) seventeen(17)

Please find here: (b)

Reply:

This response is according to information received from South African Airways:

The calculation was based on SAA’s balance sheet as at March 2017 calculated on a liquidation basis (calculation attached as Annexure “B”). A determination of the likely proceeds of the assets was made together with the value of liabilities, which includes loans, trade and other creditors and the liabilities associated with the aircraft leases. The greatest cost of the amount is related to settlement of contractual liabilities and settlement of loans.

Reply:

Please find here: REPLY

Reply:

(1)(a) Three.

(1 )(b )(i) 72 Ports of Entry, with 53 land ports, of which 22 are commercial Ports of Entry.

(1)(b)(ii) Five.

(2)(a) An average of 2 345 trucks pass through the Ports of Entry daily.

(2)(b)(i) An avarage of 31.11 vehicles, including trucks are searched daily.

(2)(b)(ii) An average of 218.38 vehicles, including trucks are searched weekly.

(2)(b )(iii) An average of 946.33 vehicles, including trucks are searched monthly.

(2)(aa) - (cc) There is no differentiation between searches for human trafficing, firearms, drugs or contraband. All cross-border crimes are addressed during searches.

(3) 2015/2016- 14

2016/2017- 306

2017/2018- 22

Reply to question 2643 recommended

NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
Date: 2018 – 10- 17


Reply to question 2643 approved


MINISTER OF POLICE
BH CELE, MP
Date: 22/10/2018

Reply:

1. (a) Mr Lungisile Pakati

(b) Parliamentary Officer

2. Yes, disciplinary action has been instituted against the employee. The disciplinary hearing was on 06 September 2018 and finalised o 18 September 2018. The department awaits the outcome of the disciplinary process from the Presiding Officer.

3. (a)The main purpose of the task team is to come up with short, medium and long term strategies to alleviate the problem of high fuel prices.

As a result, both the DDG of the Tax and Financial Sector Policy of the NT and the DDG of Petroleum and Petroleum Products Regulation Branch of the DoE are leading a task team to analyse fuel prices and fuel taxes so there is a better understanding of the distributive impacts of fuel price increases on the economy, business and consumers. This will help with crafting ideas on ways to alleviate the impact of the fuel price increases on the various stakeholders.

The other team members other than other than officials from DOE and NT involved with administering the collection of fuel levies and tariffs are NERSA, SARS and CEF.

(b) To date 2 plenary meetings have been held. Work continues in the various work streams.

(c) Mr. Ismail Momoniat: DDG of the Tax and Financial Sector Policy at the National Treasury and Mr Tseliso Maqubela: DDG of Petroleum and Petroleum Products Regulation Branch at the Department of Energy; supported by officials in their respective Programmes. Officials from NERSA, SARS and CEF are also providing support to the team.

(d) The initial report was expected at the end of September 2018, however, more work is still required before the report is finalised. It is anticipated that the work would be completed by the end of November 2018.

Reply:

Please find here: Response

Reply:

(a) (i) Ms Freda Xaluva and Mr Charles Mziwakhe;

(ii) Mr Tshepiso Victor Mahlake, the Procurement Officer;

(b) As indicated in the reply to Question 1294, this was not tender or specific contract, it was sourced as three quotes in line with policy. When companies are in the supplier database, vetting would have been done and would not need to be repeated for each order.

END.

Reply:

1. (a)(b)(i) and (ii) - Your attention is directed to the table attached of cleaners appointed on the PERSAL system.

2. (c) Information regarding private cleaners employed have been requested from Provincial Departments

Please find here: Cleaners per Hospital as at May 2018 (PERSAL)

Reply:

(a) 7 x full time pharmacists

3 x community service pharmacists

1 x intern pharmacist

(b) Per shift are as follows:

6 x full time pharmacists

3 x community service pharmacists

1 x intern pharmacist

Night covered by call roster and flexi hours by the full time pharmacists from 16h 15 to 00h00 then call if there is an emergency.

END

Reply:

1. (a) The Northern Cape has 78,271 households that have registered their need for adequate shelter on the National Housing Needs Register (NHNR) system.

(i) The names of the main member of the households that have registered their need for adequate shelter on the National Housing Needs Register (NHNR) system will be disclosed based on the required compliance with the provision of the Promotion of Access to Information Act.

(ii) The Identity Number (ID) of the main member of the household that has registered their need for adequate shelter on the National Housing Needs Register (NHNR), in compliance with the POPI Act, has been excluded from the list.

(iii) The date that the main member of the households has registered his / her household’s need for adequate shelter on the National Housing Needs Register (NHNR) system.

(b) The projected waiting-period depends on budget allocation and project planning that occurs at a Provincial and Municipal level. The current average waiting-period calculated based on the households that have registered their need for adequate shelter on the National Housing Needs Register (NHNR) is on average about 14 years. These households have not been assisted to date.

(c) The average waiting-period of households that have registered their need for adequate shelter on the National Housing Needs Register (NHNR) and met the qualifying criteria is 3 years. The households are advised to complete subsidy application forms if a project has been identified in the area where they are residing. Such a project must form part of the Provincial Business Plan, after approval by the MEC and funding must be assigned based on the Human Settlements Development Grant.

2. (a) The National Housing Needs Register (NHNR) system is a web base application that is accessible on any web enabled device: cell phone, tablet, laptop and PC to registered users of the system. Users of the National Housing Needs Register (NHNR) at provincial and municipal levels are able to provide on request, to elected representatives a report that contains information about households that have registered their need for adequate shelter on the National Housing Needs Register (NHNR) for their specific area of responsibility. To protect the personal information of households the National Department is in the process to develop a report that could be provided to elected representatives on request. The report will as a minimum contain the following: Municipality, Area, Surname and First Name of the head of the household, physical address and ward number. It must also be noted that the Department has encouraged Provinces and Municipalities to publish allocation lists in order to ensure that allegations or perceptions of corruption and manipulation are confronted and action taken where it happens.

(b) The National Department has also embarked on a process to develop a specific National Housing Needs Register (NHNR) application for elected representatives. This will provide a live feed of household information as it occurs, relevant to their municipality. As a minimum the following information will be available: Municipality, Area, Surname and First Name of the head of the household, physical address and ward number.

3. Yes, the NHNR is updated regularly

 

NATIONAL ASSEMBLY

QUESTION FOR WRITTEN REPLY

QUESTION NUMBER: PQ 2554 [NW2843E]

DATE OF PUBLICATION: 31 AUGUST 2018

___________________________________________________________________

Recommended/not recommended

N LETSHOLONYANE

DEPUTY DIRECTOR-GENERAL: CORPORATE SERVICES

DATE:

___________________________________________________________________

Recommended/not recommended

N CHAINEE

DEPUTY DIRECTOR-GENERAL: STRATEGY AND PLANNING

DATE:

___________________________________________________________________

Recommended/not recommended

M TSHANGANA

DIRECTOR-GENERAL

DATE:

___________________________________________________________________

Approved/Not approved

N. MFEKETO, MP

MINISTER FOR HUMAN SETTLEMENTS

DATE:

Reply:

a) The North Department of Health is currently facing 432 cases;

b) The reason for each civil suit involving medical negligence ranges from neonatal deaths, hypoxic ischemic encephalopathy, obstetrics and gynaecology, post caesarean section sepsis, orthopaedic and surgical, anaesthetics, patient falls, etc;

c) We do not know the actual value of the claims. The value can only be determined after each and every case has been settled either by a court of law or through mediation. What we do know is the contingent liability, i.e the total amount which litigants are claiming which is R682,779,881.00. Whether they will get it or still has to be determined.

END.

Reply:

The State did not pay R 60 Billion since 2013 as alleged in your statement. The figure of R 60 Billion is the contingency liability and not the actual money paid to the claimants by the State. This is the money that if proved in the Court of Law, the State will have to pay to the claimants. This will only happen if we do not detect bogus or invalid claims.

(a) The Department of Justice will be better placed to respond to this as it has oversight over the State Attorney;

(b) The State Attorney is under the Department of Justice and they report the Chief Litigation Officer. Therefore, the Department of Justice is responsible for oversight;

(c) The Department is liaising with the law enforcement agencies such as the Hawks and SAPS and other bodies such as Law Societies.

Furthermore, the Department is in the issues a transversal tender to deal with Medico-Legal Cases and with the Terms of Reference that include among others, the following:

(i) Improved co-ordination of anti-corruption initiatives with the Provincial Government; and

(ii) Investigating effectively alleged economic crime (fraud, theft and corruption) as well as maladministration.

END.

Reply:

No.

(a) and (b) Not applicable.

END.

Reply:

 

Based on information provided by Alexkor SOC Limited:

	VETTING OF STAFF FOR:	POLYGRAPH POLICY IN PLACE:	POSITION:	DETAILS:
(a)	SECURITY	Yes, as per the Employment Agreement Clause.	Pre-employment vetting; there after every 12 months.	Within the Security contract between PSJV and the contractors, there is a clause on polygraph testing.
(b)	TREATMENT PLANT	No, Security Check only	Normal security check routine	N/A
(c)	SALES	No, Security Check only	Normal security check routine	N/A
(d)	MARKETING	No, Security Check only	Normal security check routine	N/A
(e)	OTHER STAFF MEMBERS	No.	N/A	Alexkor and Alexkor RMC PSJV applicants are vetted before any appointments made. These include Police Clearance and Credit Checks

Reply:

Department

i. 2015/2016, 2016/2017 and 2017/2018:

Name (a)	Amount Overpaid (b)(i)	Period (b)(ii)	Amount Repaid (c)(i)	Amount Outstanding (c)(ii)	Payment Arrangement (d)	Conditions (e)	Interest Charged (f)	Interest Calculation (g)
DOT EMPLOYEE 1	16,867.74	2015/04/01	16,867.74	0.00	SALARY DEDUCTION	R 1,405.65 p/m	0.00	N/A
DOT EMPLOYEE 2	24,863.16	2015/04/01	24,863.16	0.00	SALARY DEDUCTION	R 6,215.79 p/m	0.00	N/A
DOT EMPLOYEE 3	24,863.16	2015/04/01	20,719.30	4,143.86	SALARY DEDUCTION	R 2,071.93 p/m	0.00	N/A
DOT EMPLOYEE 4	1,885.46	2016/02/29	1,885.46	0.00	SALARY DEDUCTION	Once off	0.00	N/A
DOT EMPLOYEE 5	9,000.00	2016/03/16	9,000.00	0.00	SALARY DEDUCTION	R 337.50 p/m	0.00	N/A
DOT EMPLOYEE 6	6,300.00	2016/03/16	6,300.00	0.00	SALARY DEDUCTION	R 262.50 p/m	0.00	N/A
DOT EMPLOYEE 7	7,200.00	2016/03/16	7,200.00	0.00	SALARY DEDUCTION	R 337.50 p/m	0.00	N/A
DOT EMPLOYEE 8	6,300.00	2016/03/16	6,300.00	0.00	SALARY DEDUCTION	Once off	0.00	N/A
DOT EMPLOYEE 9	8,100.00	2016/03/16	8,100.00	0.00	SALARY DEDUCTION	R 337.50 p/m	0.00	N/A
DOT EMPLOYEE 10	6,878.75	2016/04/01	6,878.75	0.00	SALARY DEDUCTION	R 1,000 p/m	0.00	N/A
DOT EMPLOYEE 11	17,491.95	2017/09/28	17,491.95	0.00	SALARY DEDUCTION	R 1,000 p/m	0.00	N/A

ii. 1 April 2018 to 31 August 2018:

No salary overpayments occurred in this period.

Airports Company South Africa SOC Limited (ACSA)

(a) None of the employees have been paid incorrectly.

i) None of the employees have been paid incorrectly for the past three financial years

ii) No incorrect payment has been made since 1 April 2018.

(b)(i) No over payment has been made since 1 April 2018

ii) No over payment has been made since 1 April 2018,

(c)(i) No back payment (retrospective payment) has been made since 1 April 2018 and

ii) No amount is due to the Company.

(d) No arrangement is made, because no amount is due to the Company

(e) No conditions, because nothing is due to the Company

(f) No interest charged, because nothing is due to the Company

(g) No interest calculated, because no amount is due to the Company

Air Traffic and Navigation Services SOC Limited (ATNS)

2015_2016

Employee	Reason	Total Recovered	TOTAL OWED	BALANCE	REPAYMENT PERIOD
1	Global Allowance incorrectly paid	-13976.04	13976.04	0	5 Months
2	Dismissal after payroll closed	-8843.8	8843.8	0	Once off
3	Dismissal after payroll closed	-10094.8	10094.8	0	Once off
4	Incorrect Ex-gratia payment paid	-23460.35	23460.35	0	8 Months
5	Dismissal after payroll closed	-4989.17	4989.17	0	Once off
6	Late notification of unpaid maternity leave	-13365.72	13365.72	0	7 Months
7	Paid after contract had expired	-79387.66	73344.5	0	Once off

2016_2017

Employee	Reason	TOTAL RECOVERED	TOTAL OWED	BALANCE	REPAYMENT PERIOD
1	Global Allowance incorrectly paid	-9317.36	9317.36	0	2 Months
2	Global Allowance incorrectly paid	-7562.49	7562.49	0	Once off

2017_2018

Employee	Reason	TOTAL RECOVERED	TOTAL OWED	BALANCE	REPAYMENT PERIOD
1	Dismissal after payroll closed	-2970.91	2970.91	0	Once off
2	Dismissal after payroll closed	-4173.69	4173.69	0	Once off

2018_2019

Employee	Reason	TOTAL RECOVERED	TOTAL OWED	BALANCE	REPAYMENT PERIOD
1	Resigned after payroll closed	-963.31	963.31	0	Once off
2	Paid after contract expired	-58333.33	58333.33	0	Once off
3	Paid unpaid maternity	-3000.00	12500	9500	4 Months

No interest was charged in all the cases.

South African Civil Aviation Authority (SACAA)

(a)(i) in the past three financial years: One namely: Esther Strydom : She retired in August 2017 a month before full payments of 13th cheque savings in September 2017 instead of one month less.

(ii) And since 1 April 2018: None

(b)(i) Amount has been over-paid to each person is R 4,229.

(ii) In August 2017 as part of the 13th cheque savings payment. The 13th cheque was paid in full i.e. 12 months instead of 11 months.

(c)(i) Paid back in full – R4,229.32

(ii) None

(d) None in this case

(e) None in this case

(f) None in this case

(g) None in this case

Cross-Border Road Transport Agency (CBRT)

a) The Cross-Border Road Transport Agency incorrectly paid Mr. Ronnie Mokhari in (i) May 2016 and (ii) No employees were incorrectly paid since 1 April 2018.

b) (i) An amount of R20, 255.76 was over-paid to the above-mentioned employee.

(ii) The amount was paid once, in May 2016.

c) (i) The total amount of R20, 255.76 was paid back to the Agency by the employee.

(ii) No amount is still owed by the employee to the Agency.

d) The Agency entered into an acknowledgement of debt agreement with the employee.

e) A once-off amount of R11, 900.00 was paid back in May 2016 and the balance of R8, 355.76 was spread over six (6) months as shown below:

May 2016	June 2016	July 2016	Aug 2016	Sep 2016	Oct 2016	Nov 2016	Total
R11,900.00	R1,338.94	R1,338.94	R1,338.94	R1,338.94	R1,338.94	R1,661.06	R20,255.76

f) No interest was charged for the aforesaid amount.

g) Not Applicable

Road Accident Fund (RAF)

a) The following persons (names and surnames redacted in compliance with the Promotion of Access to Information Act, No. 2 of 2000) in the Road Accident Fund (RAF) had remuneration monies incorrectly paid to them:

 

(i) in the past three financial years	(b)(i) the amount overpaid to each person was:	and (ii) the amounts were paid over the following periods:	the following amounts (c)(i) were paid back:	and (ii) are still owed:	(d) the following payment arrangements have been made in each case:	(e) under the following conditions in each case:	(f) the following interest was charged in each case:	and (g) interest was calculated as follows in each case:
Employee 1	R1 646.51	1July 2016	R1 646.51	R0.00	the employee agreed to a deduction from his or her salary in respect of the overpayment in terms of the RAF’s Debtors Management Policy	the employee agreed to re-pay the overpayment over a period of 9 months	the RAF did not levy interest in respect of overpayments to employees in terms of the RAF’s Debtors Management Policy. Clause 8.8 (iii) of the RAF’s Debtors Management Policy. provides that no interest will be levied on staff debt	not applicable
Employee 2	R806.60	1July 2016	R806.60	R0.00		the employee agreed to re-pay the overpayment over a period of 4 months
Employee 3	R1 950.14	1July 2016	R1 950.14	R0.00		the employee agreed to re-pay the overpayment over a period of 4 months
Employee 4	R5 736.64	1July 2016	R5 736.64	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 5	R3 117.25	1July 2016	R3 117.25	R0.00		the employee agreed to re-pay the overpayment over a period of 4 months
Employee 6	R3 866.67	1July 2016	R3 866.67	R0.00		the employee agreed to re-pay the overpayment over a period of 2 months
Employee 7	R6 451.83	1July 2016	R6 451.83	R0.00		the employee agreed to re-pay the overpayment over a period of 12 months
Employee 8	R2 089.63	1July 2016	R2 089.63	R0.00		the employee agreed to re-pay the overpayment over a period of 6 months
Employee 9	R2 422.13	1July 2016	R2 422.13	R0.00		the employee agreed to re-pay the overpayment over a period of 5 months
Employee 10	R1 368.89	1July 2016	R1 368.89	R0.00		the employee agreed to re-pay the overpayment over a period of 4 months
Employee 11	R8 955.28	1July 2016	R8 955.28	R0.00		the employee agreed to re-pay the overpayment over a period of 13 months
Employee 12	R3 594.08	1July 2016	R3 594.08	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 13	R199.10	1July 2016	R199.10	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 14	R1 413.00	1July 2016	R1 413.00	R0.00		the employee agreed to re-pay the overpayment over a period of 3 months
Employee 15	R459.61	1July 2016	R459.61	R0.00		the employee agreed to re-pay the overpayment over a period of 2 months
Employee 16	R2 354.72	1July 2016	R2 354.72	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 17	R3 475.65	1July 2016	R3 475.65	R0.00		the employee agreed to re-pay the overpayment over a period of 7 months
Employee 18	R2 555.78	1July 2016	R2 555.78	R0.00		the employee agreed to re-pay the overpayment over a period of 6 months
Employee 19	R5 416.74	1July 2016	R5 416.74	R0.00		the employee agreed to re-pay the overpayment over a period of 6 months
Employee 20	R1 163.53	1July 2016	R1 163.53	R0.00		the employee agreed to re-pay the overpayment over a period of 2 months
Employee 21	R1 075.74	1July 2016	R1 075.74	R0.00		the employee agreed to re-pay the overpayment over a period of 3 months
Employee 22	R1 365.22	1July 2016	R1 365.22	R0.00		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 23	R927.43	1July 2016	R927.43	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 24	R9 075.88	1July 2016	R9 075.88	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 25	R1 689.76	1July 2016	R1 689.76	R0.00		the employee agreed to re-pay the overpayment over a period of 2 months
Employee 26	R8 455.59	1July 2016	R8 455.59	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 27	R3 934.92	1July 2016	R3 250.00	R684.92		the employee agreed to re-pay the overpayment over a period of 16 months
Employee 28	R2 998.01	1July 2016	R1 750.00	R1 248.01		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 29	R2 610.03	1July 2016	R1 305.00	R1 305.03		the employee agreed to re-pay the overpayment over a period of 23 months
Employee 30	R4 842.01	1July 2016	R3 500.00	R1 342.01		the employee agreed to re-pay the overpayment over a period of 18 months
Employee 31	R3 213.89	1July 2016	R1 740.96	R1 472.93		the employee agreed to re-pay the overpayment over a period of 25 months
Employee 32	R3 886.91	1July 2016	R2 270.22	R1 616.69		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 33	R3 954.58	1July 2016	R2 142.01	R1 812.57		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 34	R4 256.45	1July 2016	R2 339.34	R1 917.11		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 35	R4 521.44	1July 2016	R2 449.20	R2 072.24		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 36	R5 134.68	1July 2016	R2 995.16	R2 139.52		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 37	R5 646.83	on 1July 2016	R3 500.00	R2 146.83		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 38	R5 013.29	on 1July 2016	R2 800.00	R2 213.29		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 39	R6 436.19	1July 2016	R4 200.00	R2 236.19		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 40	R11 035.74	1July 2016	R8 252.94	R2 782.80		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 41	R6 724.45	1July 2016	R3 922.66	R2 801.79		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 42	R7 395.31	1July 2016	R4 005.82	R3 389.49		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 43	R7 428.98	1July 2016	R4 024.15	R3 404.83		the employee agreed to re-pay the overpayment over a period of 25 months
Employee 44	R7 951.16	1July 2016	R4 306.90	R3 644.26		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 45	R10 959.68	on 1July 2016	R7 000.00	R3 959.68		the employee agreed to re-pay the overpayment over a period of 21 months
Employee 46	R6 035.72	on 1July 2016	R1 447.18	R4 588.54		the employee agreed to re-pay the overpayment over a period of 11 months
Employee 47	R11 019.98	on 1July 2016	R5 969.21	R5 050.77		the employee agreed to re-pay the overpayment over a period of 24 months
Employee 48	R11 087.24	on 1July 2016	R4 328.73	R6 758.51		the employee agreed to re-pay the overpayment over a period of 26 months
Employee 49	R2 237.50	1July 2016	R0.00	R2 237.50	no payment arrangement was entered into with the employee as the employee resigned while owing the debt and the debt recovery process was initiated in accordance with the RAF’s Debtors Management Policy	the employee resigned without agreeing to payment terms
Employee 50	R15 266.65	1July 2016	R0.00	R15 266.65	no payment arrangement was entered into with the employee as the employee resigned while owing the debt and the debt recovery process was initiated in accordance with the RAF’s Debtors Management Policy	the employee resigned without agreeing to payment terms
Employee 51	R6 000.00	25 Sep 2016	R0.00	R6 000.0	the employee agreed to a deduction from his or her salary in respect of the overpayment, the agreement was made in terms of the RAF’s Debtors Management Policy	the employee agreed to re-pay the overpayment in one instalment
Employee 52	R1 914.76	24 Sep 2017	R1 914.76	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 53	R1 195.30	24 Sep 2017	R1 195.30	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 54	R1 205.63	24 Sep 2017	R1 205.63	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 55	R1 542.98	24 Sep 2017	R1 542.98	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 56	R2 441.28	24 Sep 2017	R2 441.28	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 57	R2 585.38	24 Sep 2017	R2 585.38	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 58	R2 684.59	24 Sep 2017	R2 684.59	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 59	R1 306.63	24 Sep 2017	R1 306.63	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 60	R2 625.35	24 Sep 2017	R2 625.35	R0.00		the employee agreed to re-pay the overpayment in one instalment	the employee agreed to re-pay the overpayment in one instalment
Employee 61	R2 985.52	24 Sep 2017	R2 985.52	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 62	R1 576.48	24 Sep 2017	R1 576.48	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 63	R1 115.56	24 Sep 2017	R1 115.56	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 64	R1 237.28	24 Sep 2017	R1 237.28	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 65	R3 857.18	24 Sep 2017	R3 857.18	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 66	R713.63	24 Sep 2017	R713.63	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 67	R1 636.99	24 Sep 2017	R1 636.99	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 68	R734.57	24 Sep 2017	R734.57	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 69	R819.90	24 Sep 2017	R819.90	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 70	R1 893.59	24 Sep 2017	R1 893.59	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 71	R1 075.96	24 Sep 2017	R1 075.96	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 72	R1 330.24	24 Sep 2017	R1 330.24	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 73	R1 614.67	24 Sep 2017	R1 614.67	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 74	R2 015.13	24 Sep 2017	R2 015.13	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 75	R805.17	24 Sep 2017	R805.17	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 76	R1 503.29	24 Sep 2017	R1 503.29	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 77	R2 010.83	24 Sep 2017	R2 010.83	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 78	R849.38	24 Sep 2017	R849.38	R0.00		the employee agreed to re-pay the overpayment in one instalment	the employee agreed to re-pay the overpayment in one instalment
Employee 79	R803.60	24 Sep 2017	R803.60	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 80	R1 448.70	24 Sep 2017	R1 448.70	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 81	R1 664.72	24 Sep 2017	R1 664.72	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 82	R1 211.75	24 Sep 2017	R1 211.75	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 83	R2 316.16	24 Sep 2017	R2 316.16	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 84	R765.76	24 Sep 2017	R765.76	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 85	R1 797.51	24 Sep 2017	R1 797.51	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 86	R2 462.94	24 Sep 2017	R2 462.94	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 87	R878.13	24 Sep 2017	R878.13	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 88	R1 121.07	24 Sep 2017	R1 121.07	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 89	R1 699.12	24 Sep 2017	R1 699.12	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 90	R1 265.55	24 Sep 2017	R1 265.55	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 91	R2 008.73	24 Sep 2017	R2 008.73	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 92	R1 324.42	24 Sep 2017	R1 324.42	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 93	R1 626.82	24 Sep 2017	R1 626.82	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 94	R1 059.15	24 Sep 2017	R1 059.15	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 95	R1 351.41	24 Sep 2017	R1 351.41	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 96	R1 548.25	24 Sep 2017	R1 548.25	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 97	R860.08	24 Sep 2017	R860.08	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 98	R830.91	24 Sep 2017	R830.91	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 99	R433.94	24 Sep 2017	R433.94	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 100	R1 059.15	24 Sep 2017	R1 059.15	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 101	R667.03	24 Sep 2017	R667.03	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 102	R1 612.63	24 Sep 2017	R1 612.63	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 103	R1 026.20	24 Sep 2017	R1 026.20	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 104	R1 798.53	24 Sep 2017	R1 798.53	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 105	R555.75	24 Sep 2017	R555.75	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 106	R1 120.22	24 Sep 2017	R1 120.22	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 107	R1 563.60	24 Sep 2017	R1 563.60	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 108	R364.86	24 Sep 2017	R364.86	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 109	R573.83	24 Sep 2017	R573.83	R0.00		the employee agreed to re-pay the overpayment in one instalment	the employee agreed to re-pay the overpayment in one instalment
Employee 110	R895.03	24 Sep 2017	R895.03	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 111	R336.77	24 Sep 2017	R336.77	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 112	R761.10	24 Sep 2017	R761.10	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 113	R1 100.00	24 Sep 2017	R1 100.00	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 114	R1 000.36	24 Sep 2017	R1 000.36	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 115	R1 081.16	24 Sep 2017	R1 081.16	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 116	R1 158.48	24 Sep 2017	R1 158.48	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 117	R538.91	24 Sep 2017	R538.91	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 118	R892.13	24 Sep 2017	R892.13	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 119	R1 005.47	24 Sep 2017	R1 005.47	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 120	R989.29	24 Sep 2017	R989.29	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 121	R1 954.50	24 Sep 2017	R1 954.50	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 122	R1 220.70	24 Sep 2017	R1 220.70	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 123	R1 075.16	24 Sep 2017	R1 075.16	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 124	R1 639.11	24 Sep 2017	R1 639.11	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 125	R1 098.55	24 Sep 2017	R1 098.55	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 126	R1 562.64	24 Sep 2017	R1 562.64	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 127	R1 659.18	24 Sep 2017	R1 659.18	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 128	R1 739.24	24 Sep 2017	R1 739.24	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 129	R1 709.55	24 Sep 2017	R1 709.55	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 130	R1 713.19	24 Sep 2017	R1 713.19	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 131	R1 700.27	24 Sep 2017	R1 700.27	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 132	R1 062.94	24 Sep 2017	R1 062.94	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 133	R1 666.82	24 Sep 2017	R1 666.82	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 134	R1 667.26	24 Sep 2017	R1 667.26	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 135	R1 055.36	24 Sep 2017	R1 055.36	R0.00		the employee agreed to re-pay the overpayment in one instalment
	R1 000.86	24 Sep 2017	R1 000.86	R0.00	the employee agreed to a deduction from his or her salary in respect of the overpayment, the agreement was made in terms of the RAF’s Debtors Management Policy	the employee agreed to re-pay the overpayment in one instalment	the employee agreed to re-pay the overpayment in one instalment
Employee 137	R1 115.87	24 Sep 2017	R1 115.87	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 138	R1 694.64	24 Sep 2017	R1 694.64	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 139	R1 694.64	24 Sep 2017	R1 694.64	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 140	R1 785.39	24 Sep 2017	R1 785.39	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 141	R1 033.34	24 Sep 2017	R1 033.34	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 142	R984.39	24 Sep 2017	R984.39	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 143	R1 228.34	24 Sep 2017	R1 228.34	R0.00		the employee agreed to re-pay the overpayment in one instalment
Employee 144	R58 088.56	25 Aug 2017	R33 884.96	R24 203.60		the employee agreed to re-pay the overpayment over a period of 24 months
and (ii) since 1 April 2018:
Employee 145	R3 491.32	28-June 2018	R0.00	R 3 491.32	the employee agreed to a deduction from his or her salary in respect of the overpayment, the agreement was made in terms of the RAF’s Debtors Management Policy	the employee agreed to re-pay the overpayment in one instalment

(a) Road Traffic Infringement Agency (RTIA);

Specialist: Information Management -Information Management Unit –Road Traffic Infringement Agency (RTIA);

(i) 2015/2016= None, 2016/2017=None and 2017/2018-One (1);

(ii) None;

(b) Not applicable;

(i) Birthday Bonus;

(ii) One Month,

(c) R23 398.10;

(i) The amount was paid back once-off;

(ii) Not owed,

(d) Once off re-Payment-September 2017.

(e) Payroll deduction,

(f) None; and

(g) Not applicable

Road Traffic Management Corporation (RTMC)

(a) (i)(ii) Please see attached spreadsheet for the names of people remunerated incorrectly in the past 4years. (Including the current financial year) by the Road Traffic Management Corporation.

(b) (i) Please see attached spreadsheet for the amounts over-paid to each person in the past 4 years. (Including the current financial year)

(ii) These amounts were paid only once in each of the three years.

(c) (i)(ii) Please see attached working paper for amounts paid back and still owing.

(d) The employees agreed to pay back the money over a period ranging from 4 to 24 months

(e) The 2015/16 overpayment relates to the upskilling of traffic officers as per collective agreement 1 of 2015 between RTMC and organised labour. The collective agreement excluded senior inspectors from payment of an upskilling benefit however 24 names of senior inspectors were incorrectly included in the list of officials entitled to the benefit.

This mistake was identified after payment and senior inspectors were informed of the erroneous payment and repayment arrangements made.

In 2016/17, 17 employees were overpaid as a result of resignations subsequent to the salary payment date which is the 15th of each month. These overpayments were recovered from the leave pay-outs.

In this period an allowance due to the one official was incorrectly calculated resulting in overpayment. This was identified and the official made arrangements to repay the money.

In 2017/18, 16 employees were overpaid as a result of incorrect calculation of their 13th cheque.

(f) No interest was charged.

(g) Refer to (f) above

Initial and Surname	Balance as Per April 2016	Addi O/payments Apr 16 - March 17	Repayments ( Apr 16 - March 17 )	Balance as Per March 2017	Additional Overpayments ( Apr 17 - March 18 )	Repayments ( Apr 17 - March 18 )	Balance as Per March 2018	Additional Overpayments ( Apr 18 - August 19)	Repayments ( Apr 19 - August 19 )	Balance as Per August 2018
Employee 1	22 400,00	-	(7 466,68)	14 933,32	-	(14 933,32)	-			-
Employee 2	22 400,00	-	(7 466,68)	14 933,32	-	(14 933,32)	-			-
Employee 3	22 400,00	-	(12 075,00)	10 325,00	-	(12 075,00)	(1 750,00)			(1 750,00)
Employee 4	23 449,47	-	(11 724,74)	11 724,73	-	(11 724,73)	-			-
Employee 5	23 985,85	-	(12 075,00)	11 910,85	-	(12 075,00)	(164,15)			(164,15)
Employee 6	24 149,99	-	(11 068,75)	13 081,24	-	(12 075,00)	1 006,24		(1 006,25)	(0,01)
Employee 7	24 150,00	-	(12 075,00)	12 075,00	-	(12 075,00)	-			-
Employee 8	24 150,00	-	(11 068,75)	13 081,25	-	(12 075,00)	1 006,25		(1 006,25)	-
Employee 9	24 150,00	-	(8 050,00)	16 100,00	-	(16 100,00)	-			-
Employee 10	24 150,00	-	(11 048,61)	13 101,39	-	(12 000,00)	1 101,39		(1 101,39)	-
Employee 11	24 150,00	-	(11 068,75)	13 081,25	-	(12 075,00)	1 006,25		(1 006,25)	-
Employee 12	24 150,00	-	(12 075,00)	12 075,00	-	(12 075,00)	-			-
Employee 13	24 150,00	-	(11 230,00)	12 920,00	-	(12 720,00)	200,00		(200,00)	-
Employee 14	24 150,00	-	(24 150,00)	-			-			-
Employee 15	24 150,00	-	(4 025,00)	20 125,00	-	(17 075,00)	3 050,00		(3 050,00)	-
Employee 16	24 150,00	-	(12 383,30)	11 766,70	-	(11 689,50)	77,20			77,20
Employee 17	24 150,00	-	(9 056,25)	15 093,75	-	(15 093,75)	-			-
Employee 18	24 150,00	-	(12 075,01)	12 074,99	-	(12 074,99)	-			-
Employee 19	24 150,00	-	(11 068,75)	13 081,25	-	(12 075,00)	1 006,25		(1 006,00)	0,25
Employee 20	24 150,00	-	(12 062,50)	12 087,50	-	(12 075,00)	12,50		(2 012,15)	(1 999,65)
Employee 21	24 150,00	-	(6 025,00)	18 125,00	-	(12 000,00)	6 125,00		(2 000,00)	4 125,00
Employee 22	24 150,00	-	(12 075,00)	12 075,00	-	(5 031,25)	7 043,75			7 043,75
Employee 23	24 150,01	3 462,82	(8 050,00)	19 562,83	-	(16 100,01)	3 462,82			3 462,82
Employee 24	24 150,01	-	(12 075,00)	12 075,01	-	(12 075,00)	0,01			0,01
Employee 25	19 511,73	-	-	19 511,73	-	(5 000,00)	14 511,73			14 511,73
Employee 26	-	6 433,88	-	6 433,88	-	-	6 433,88			6 433,88
Employee 27	-	2 560,82	-	2 560,82	-	(2 560,82)	-			-
Employee 28	-	12 467,91	-	12 467,91	-	(12 467,91)	-			-
Employee 29	-	12 505,83	(6 443,99)	6 061,84	-	-	6 061,84			6 061,84
Employee 30	-	128,01	-	128,01	-	(128,01)	-			-
Employee 31	-	101,56	-	101,56	-	(101,56)	-			-
Employee 32	-	308,09	-	308,09	-	(308,09)	-			-
Employee 33	-	69,10	-	69,10	-	(69,10)	-			-
Employee 34	-	69,11	-	69,11	-	(69,11)	-			-
Employee 35	-	360,53	-	360,53	-	(360,53)	-			-
Employee 36	-	1 802,11	-	1 802,11	-	(1 802,11)	-			-
Employee 37	-	402,97	-	402,97	-	(402,97)	-			-
Employee 38	-	150,36	-	150,36	-	(150,36)	-			-
Employee 39	-	106,78	-	106,78	-	(106,78)	-			-
Employee 40	-	7 197,48	-	7 197,48	1 514,95	(8 712,43)	-			-
Employee 41	-	2 868,50	-	2 868,50	-	-	2 868,50			2 868,50
Employee 42	-	8 885,42	(6 790,37)	2 095,05	-	-	2 095,05			2 095,05
Employee 43	-	-	-	-	3 415,23	-	3 415,23			3 415,23
Employee 44	-	-	-	-	1 671,72	-	1 671,72			1 671,72
Employee 45	-	-	-	-	2 673,83	-	2 673,83			2 673,83
Employee 46	-	-	-	-	3 349,19	-	3 349,19			3 349,19
Employee 47	-	-	-	-	2 953,06	-	2 953,06			2 953,06
Employee 48	-	-	-	-	1 305,69	-	1 305,69			1 305,69
Employee 49	-	-	-	-	3 358,20	-	3 358,20			3 358,20
Employee 50	-	-	-	-	1 709,50	-	1 709,50			1 709,50
Employee 51	-	-	-	-	3 337,15	-	3 337,15			3 337,15
Employee 52	-	-	-	-	1 596,03	-	1 596,03			1 596,03
Employee 53	-	-	-	-	3 716,78	-	3 716,78			3 716,78
Employee 54	-	-	-	-	2 842,08	(2 842,08)	-			-
Employee 55	-	-	-	-	2 260,63	(2 260,62)	0,01			0,01
Employee 56	-	-	-	-	3 972,51	(3 972,60)	(0,09)			(0,09)
Employee 57					1 850,40		1 850,40			1 850,40
	592 997,06	59 881,28	(274 773,13)	378 105,21	41 526,95	(333 540,95)	86 091,21	-	(12 388,29)	73 702,92

South African National Roads Agency Limited (SANRAL)

(i) 2014/2015 none

2015/2016 none

2017/2018 (1 month)

(ii) 2018/2019 (5 months) – the persons incorrectly paid from March 2018 to Aug 2018

Total overpayment from March to August 2018 was R88 864 for 74 employees

Total under payment from March to August 2018 was R59 406 for 59 employees

In line with employer-employee confidentiality arrangements, the details of the affected employees can be made available for perusal at the SANRAL offices, subject to securing consent from the affected employees.

(b) As above info can be made available for perusal at SANRAL subject to securing consent from affected employees.

	(b)(i)(ii) March 2018 Period: 1 Month	(b)(i)(ii) Apr to Aug 2018 Period: 5 Months	(c)(ii) Amount still owed	(f)	(g)
Total Amount Overpaid to EE Number of EE affected	R14 811 74	R74 055 74	R88 864 74	0	n/a
Total Amount underpaid to EE Number of EE Affected	R9 901 59	R49 505 59	R59 406 59

1. The executive decided that all moneys must be recovered from those overpaid, and those underpaid must be compensated. In addition, the error on the system has been rectified as of 15 September 2018.

Negotiations are underway with staff for repayment arrangements.

The employer is still in the consultation process with the employees regarding options of payment which include:

• Repayment / Recovery using the bonus payment
• Repayment / Recovery over a period of months, not exceeding the overpayment period.
• Leave encashment

(e) Exact figures that were overpaid will be recovered.

(f) no interest will be charged as payment errors were discovered within a 12-month period.

(g) Not Applicable

Ports Regulator of South Africa (PRSA)

1. There were no persons who were incorrectly paid any monies by the Ports Regulator in the past three financial years.
2. N/A
3. N/A
4. N/A
5. N/A
6. N/A
7. N/A

South African Maritime Safety Authority (SAMSA)

a) No persons in South African Maritime Safety Authority (SAMSA) have had monies incorrectly paid to them:

1. in the past three years; or
2. since 1 April 2018;

SOUTH AFRICAN MARITIME SAFETY AUTHORITY (SAMSA)
No.	Question	Response
(a) (i) (ii)	Who are the persons in his department and entities reporting to him who had remuneration monies incorrectly paid to them in the past three financial years and since 1 April 2016/2017/2018	No persons in South African Maritime Safety Authority (SAMSA) have had monies incorrectly paid to them
(b)(i)	What amount has been over-paid to each person	N/A
(ii)	Over what period was each amount paid	N/A
(c)(i) (ii)	What amount was paid back and is still owed	N/A
(d)	What payment arrangements have been made in each case	N/A
(e)	Under what conditions in each case	N/A
(f)	What interest has been charged in each case	N/A
(g)	How was the interest calculated in each case?	N/A

Railway Safety Regulator

(a)(i) During March 2017, the Railway Safety regulator became aware of overpayment of bonusses during the 2015/16 Financial Year period had been detected, and that recovery of such overpayments had to be initiated. The over-payment resulted in the incorrect salary scales being utilized for calculation of bonuses. A total of thirty nine (39) employees were affected:

The current RSR Debt Recovery Policy makes provision for recovery of overpayments for salaries, allowance and other related payments. The recovery of 2015/16 bonus overpayments was in line with the Debt Collectors Policy, and full consultations of employees has been concluded, as required. Recovery of the overpayment amounts for bonusses paid to executives during the 2015/16 financial year period, had commenced in March 2017. Recovery from other employees commenced in September 2017, in accordance with Section 9.6.2 of the RSR Debtor Management policy, which stipulates that “all internal debts shall be recovered within twelve months. The CEO may, under exceptional circumstances and upon submission of a motivation, approve any repayment period exceeding twelve months”. Consultations with the affected employees were conducted and employees were provided with the opportunity indicate their repayment preferences. Although it was the intention of the RSR to recover such overpayment during the 2017/18 financial year, with effect from September 2017 salary payments, certain RSR employees opted to repay their respective debt amount over a 12-month period, whilst permission was granted to 2 employees to exceed the twelve-month provision.

(a)(ii) No overpayments since April 2018 have occurred.

The Table below indicates the amounts which were recovered, as well as the period for such recovery. All monies have been recovered, and no interest was charged or paid.

(a) Employee No.	(b)(i) Overpayment amount due	(b)(ii) Overpayment Period	(c)(i) Overpayment amount recovered	(c)(ii) Balance	(d) Repayment Period	(e) Conditions	(f) & (g) Interest paid
1	49 372,44	Dec 2016	49 372,44	0	1 month	Salary deduction	0
2	45 953,63	Dec 2016	45 953,63	0	1 month	Salary deduction	0
3	22 246,04	Dec 2016	22 246,04	0	1 month	Salary deduction	0
4	30 379,22	Dec 2016	30 379,22	0	18 months	Salary deduction	0
5	11 170,00	Dec 2016	11 170,00	0	1 month	Salary deduction	0
6	2 012,47	Dec 2016	2 012,47	0	1 month	Salary deduction	0
7	2 012,47	Dec 2016	2 012,47	0	1 month	Salary deduction	0
8	7 396,40	Dec 2016	7 396,40	0	1 month	Salary deduction	0
9	7 548,55	Dec 2016	7 548,55	0	1 month	Salary deduction	0
10	4 529,00	Dec 2016	4 529,00	0	1 month	Salary deduction	0
11	16 043,00	Dec 2016	16 043,00	0	1 month	Salary deduction	0
12	14 570,70	Dec 2016	14 570,70	0	1 month	Salary deduction	0
13	8 311,58	Dec 2016	8 311,58	0	12 months	Salary deduction	0
14	2 740,49	Dec 2016	2 740,49	0	1 month	Salary deduction	0
15	3 498,30	Dec 2016	3 498,30	0	1 month	Salary deduction	0
16	3 498,40	Dec 2016	3 498,40	0	1 month	Salary deduction	0
17	2 146,00	Dec 2016	2 146,00	0	1 month	Salary deduction	0
18	2 012,46	Dec 2016	2 012,46	0	1 month	Salary deduction	0
19	704,47	Dec 2016	704,47	0	1 month	Salary deduction	0
20	707,84	Dec 2016	707,84	0	1 month	Salary deduction	0
21	3 849,43	Dec 2016	3 849,43	0	1 month	Salary deduction	0
22	1 980,21	Dec 2016	1 980,21	0	1 month	Salary deduction	0
24	2 012,46	Dec 2016	2 012,46	0	1 month	Salary deduction	0
25	2 259,98	Dec 2016	2 259,98	0	1 months	Salary deduction	0
26	2 012,46	Dec 2016	2 012,46	0	1 month	Salary deduction	0
27	6 845,12	Dec 2016	6 845,12	0	1 month	Salary deduction	0
28	6 467,35	Dec 2016	6 467,35	0	1 month	Salary deduction	0
29	8 526,09	Dec 2016	8 526,09	0	1 month	Salary deduction	0
30	15 040,92	Dec 2016	15 040,92	0	7 months	Salary deduction	0
31	3 074,50	Dec 2016	3 074,50	0	1 month	Salary deduction	0
32	16 625,49	Dec 2016	16 625,49	0	1 month	Salary deduction	0
33	2 802,80	Dec 2016	2 802,80	0	1 month	Salary deduction	0
34	8 190,19	Dec 2016	8 190,19	0	12 months	Salary deduction	0
35	4 057,97	Dec 2016	4 057,97	0	1 month	Salary deduction	0
36	15 196,00	Dec 2016	15 196,00	0	1 month	Salary deduction	0
37	34 779,53	Dec 2016	34 779,53	0	18 months	Salary deduction	0
39	26 649,73	Dec 2016	26 649,73	0	12 months	Salary deduction	0
	397 223,69		397 223,69	0			0

Passenger Rail Agency of South Africa (PRASA):

(a)(i) During 2015/16 no remuneration monies were incorrectly paid.

During 2016/17 the following Board members had remuneration monies incorrectly paid to them:

(a) Employee No.	(b)(i) & (ii) 2016/17	(c)(i) Amount paid back	(c)(ii) Amount still owed	(d) Payment Arrangement	(e) & (f) Interest paid
1.	R211 420.92	Not paid back	R211 420.92	None	None
2.	R358 532.19	Not paid back	R358 532.19	None	None
3.	R245 797.44	Not paid back	R245 797.44	None	None
4.	R315 028.27	Not paid back	R236 271.20	None	None
5.	R324 036.04	Not paid back	R324 036.04	None	None
6.	R350 909.18	Not paid back	R350 909.18	None	None
7.	R291 941.62	Not paid back	R291 941.62	None	None
8.	R1 077 322.12		R1 077 322.12	None	None

During 2017/18 no remuneration monies were incorrectly paid.

(a)(ii) Since 1 April 2018 no remuneration monies were incorrectly paid.

Reply:

(1) No services were sourced from Inhlazeko Project Management System.

(a) N/A

(b) N/A

(2) N/A

END.

Reply:

The following tables reflect the details in this regard:

Table 1 : See the link http://pmg-assets.s3-website-eu-west-1.amazonaws.com/RNW1025_Table1.pdf

 

Table 2: See the link http://pmg-assets.s3-website-eu-west-1.amazonaws.com/RNW1025_Table2.pdf

 

Table 3: See the link http://pmg-assets.s3-website-eu-west-1.amazonaws.com/RNW1025_Table3.pdf

 

Table 4: See the link http://pmg-assets.s3-website-eu-west-1.amazonaws.com/RNW1025_Table4.pdf

END.

Reply:

a) All hospitals in the country are mandated to remain open 24 hours a day, seven days a week.

b) Not applicable.

END.

Reply:

Student doctors that have been sent to Cuba for medical training have been sent there only by the Department of Health and not any other Government Department. The total number in the past five financial years is 1 912.

END.

Reply:

Please find here: Response

Reply:

Based on information received from Alexkor SOC Limited:

	CONTRACTORS:	2012/13 FY	2013/14 FY	2014/15 FY	2015/16 FY	2016/17 FY
(a)	SHALLOW WATER MINING	R68 940 143	R90 887 459	R87 228 846	R133 120 377	R129 427 373
(b)	NEW INNOVATIVE TECHNOLOGY	-	-	-	-
(c)	BEACH MINING	R23 879 407	R1 425 687	R17 245 950	R2 133 092	R268 825
(d)	COFFER DAM MINING	-	R25 993 234	R51 290 985	R43 865 772	R44 949 244
(e)	MID-WATER MINING	-	-	-	-	-

	DESCRIPTION:	2012/13 FY	2013/14 FY	2014/15 FY	2015/16 FY	2016/17 FY
(i)	VOLUME OF GRAVELS TREATED:
	(aa) BEACH	13 292	17 671	12 042	9 889	12 147
	(bb) SHALLOW WATER MINING	4 807	5 321	5 196	12 159	13 331
(ii)	CARATS OF DIAMONDS PRODUCED	28 267	26 726	26917	29086	36081
(iii)	NUMBER OF DIAMONDS PRODUCED	58 313	53 809	45 717	48 908	48 508
(iv)	TOTAL INCOME GENERATED	R154 757 620	R195 925 590	R241 107 055	R314 499 408	R308 145 577

Reply:

(a) The Department of Science and Technology (DST) and the Ministry of Science and Technology (MOST) in China run a Joint Research Programme under the Science and Technology Agreement signed by the parties in 1999. The Joint Research Programme is a joint mechanism for soliciting joint research projects from science communities in both countries, which are evaluated, ranked and funded with matched funds provided by the DST and the MOST. The DST funds the South African researchers and the MOST funds the Chinese researchers, with equal matched funds.

(b) The collaborative areas of joint research supported includes themes such as mining, traditional medicines, advanced materials, renewable energy, biotechnology, water research, palaeontology, environment and geosciences.

PLEASE FIND HERE: The tables below indicate the joint projects funded in line with the agreements negotiated between the DST and the NRF and the MOST and the Natural Science Foundation, China (NSFC).

Reply:

No, no one was criminally investigated and prosecuted.

END.

Reply:

The Rethabile Health Centre in Polokwane do provide oral contraceptives.

(a) and (b), not applicable.

END

Reply:

(a) The system of commuted overtime was introduced for those clinical services where the after hour service is required on a regular and continuous basis. In the case of Dentists, the Commuted Overtime policy does include Maxillo Facial Surgery which is required on a regular and continuous basis.

Other Oral Health services are not routinely required on a regular and continuous basis.

Where oral health services are required after normal working hours, the normal overtime remuneration dispensation applies.

(b) The Commuted Overtime policy is an operational policy and not legislation.

(c) There is no impact on patient services

Reply:

(1) No, The Department did not source services from Clout Media and no services were requested from the said company.

(a) N/A

(b) N/A

(2) N/A

END.

Reply:

Both the Department of Defence (DOD) and Armscor apply the Preferential Procurement 2017 Regulations (PPR) as promulgated. Wherein the 80/20 and 90/10 preference point system is applied as provided for in the Regulations and Guidelines. The 30% threshold for subcontracting applies to all designated groups where feasible. There is no special arrangement of 45% targeted for award to BBBEE service providers belonging to military veterans.

Reply:

Find here: Response

Reply:

The Remuneration Committee (REMCO) of the Health Professions Council (HPCSA) is a Committee of Council established in terms of Section 10(1)(a) of the Health Professions Act, 1974 (Act No. 56 of 1974).

For powers and functions of REMCO, I refer you to the attached Annexure A containing terms of reference of REMCO.

END.

Reply:

a) Vacant nurses (i) hospital (aa) position and (bb) institution.

b) Information not available

c) Positions to be filled as soon as funds are available.

Please refer to the attached Annexure 1.

END.

Reply:

(1) One (1) doctor applied for transfer to other facility.

(2) The request was not recommended/approved due to shortage of Medical Officers at the Donald Fraser Hospital.

END

Reply:

Dental Services, like any other health service can be provided in health institution at any time if it is an emergency.

END.

Reply:

a) The Committee has not been established.

b) The RSR has been invited to become a member of the Free State Provincial Transport Planning Forum, which is currently being established. This Forum focuses on transport related issues. Issues pertaining to level crossing can be addressed at this Forum.

c) Delays were because of the provincial department restructuring where officials were moved between sections.

d) The members of the Forum comprise of representatives from the Free State Department of Police, Roads and Transport, transport related SOE’s and municipalities

e) Members are elected by their respective organisations.

Reply:

There are 588 civil law suits involving cases of negligence that the Mpumalanga Department of Health is currently facing. The nature of the cases differs from maternity, orthopaedic, head injury, circumcision etc. The nature of each case, institution where it occurred and the value of the claim, is attached as an Annexure. Please note that what is regarded as the value of each case is actually contingent liability, i.e it is the money that the litigant is claiming. The actual value can only be determined after the case has been settled in court or by mediation as the case may be.

Annexure A: Number of civil law suits involving cases of negligence in the Mpumalanga Department of Health.

END.

Reply:

1. (a)(b)(i) and (ii) - Your attention is directed to the table attached of cleaners appointed on the PERSAL system.

2. (c) Information regarding private cleaners employed have been requested from Provincial Departments

Please find here: Cleaners per Clinic as at May 2018 (PERSAL)

Reply:

The National Department of Health (NDoH) has been working with the South African Medical Research Council (SAMRC) to quantify the impact of air pollution on health outcomes. The SAMRC is currently conducting the Comparative Risk Assessment Study for South Africa to quantify the attributable deaths and disability from selected risk. Ambient air pollution and indoor (household) air pollution are two of the risk factors being assessed in this study. In addition , the SAMRC is currently at an advanced stage of development of a study that will evaluate the impact on health of a package of interventions aimed at reducing indoor and ambient air pollution.

END

Parliamentary Question

Reply:

(a)	Province	Hospital(i)	Clinics (ii)
	Eastern Cape	1. Andres Vosloo Hospital 2. Madwaleni Hospital 3. S.S. Gida Hospital 4. Frere Hospital 5. Cecilai Makwane Hospital 6. Dora Ndiza Hospital 7. Uitenhage Provincial Hospital 8. Empilisweni Hospital 9. Taylor Bequest Hosptial 10. Umthata General Hospital 11 . St Pats Hospital 12. St Barnabas Hospital 13. St Liz Hospital 14. Nessie Night Hospital 15. Cala Hospital 16. Elliot Hospital 17. Cradock Hospital 18. Glen Grev Hospital	1. Empilweni Gompo CHC 2. Elliotdale CHC 3. Ngqamakwe CHC 4. Qumbu CHC 5. Cofimvaba CHC

Find here: Reply continues

Reply:

(1 )-(2) It is not a Department of Public Service and Administration (DPSA) requirement in terms of current Human Resource (HR) prescripts. However we will consider these as an additional step in the HR recruitment and appointment process.

END

Parliamentary Question

Reply:

Based on information received from Alexkor SOC Limited.

	CONTRACTORS:	2012/13 FY	2013/14 FY	2014/15 FY	2015/16 FY	2016/17 FY
(a)	DEEP WATER MINING	*	*	*	*	R294 647 577
(b)	TAILINGS MINERAL RESOURCE REPROCESSING	**	**	**	**	R741 286
(c)	BEDROCK SWEEPING	***	***	***	***	***

	DESCRIPTION:	2012/13 FY	2013/14 FY	2014/15 FY	2015/16 FY	2016/17 FY
(i)	VOLUME OF GRAVELS TREATED: m3	-	-	-	-	769 200
(ii)	CARATS OF DIAMONDS PRODUCED:	0	616.96	1 521.43	1 623.70	113 792.40
	(aa) TAILINGS MINERAL RESOURCE REPROCESSING	0	616.96	1 521.43	1 623.70	1 745.40
	(bb) International Mining and Dredging SA (IMDSA)	0	0	0	0	112 047.00
(iii)	NUMBER OF DIAMONDS PRODUCED:	0	985	5 127	5 520	530 702
	(aa) TAILINGS MINERAL RESOURCE REPROCESSING	0	985	5 127	5 520	2 127
	(bb) International Mining and Dredging SA (IMDSA)	0	0	0	0	528 575
(iv)	TOTAL INCOME GENERATED	-	R2 086 007	R10 156 765	R7 444 997	R362 470 919

Notes:
*	DEEP WATER MINING	:	Operations only commenced during the 2016/17 FY
**	TAILINGS MINERAL RESOURCE REPROCESSING	:	No information available prior to the 2016/17 FY; during 2016, the XRT Diamond Recovery technology was used to do exploration on some of the old tailing dumps. The exploration was stopped in 2017 as the operations were not viable.
***	BEDROCK SWEEPING	:	There has been no Bedrock Sweeping Contracts for the period under review.

 

Reply:

Yes, the Remuneration Committee (REMCO) of the Health Professions Council of South Africa (HPCSA) has the authority to recruit executive managers in consultation with Council. So the power to employ rests with Council. REMCO is a sub-committee of Council. The Council can however delegate such powers to the Registrar, in terms of Section 12(1) of the Health Professions Act, 1974 (Act No. 56 of 1974).

END.

Reply:

1. The table below indicate (a) the total number of specialist doctors who are at (i) hospital (b) the speciality of each specialist is not known;

2. The table below also include the number of specialists who are needed at each hospital for now, according to Vulindlela system. We do not think there can ever be a maximum capacity when it comes to staffing of hospitals with doctors. There can be a minimum but not a maximum.

END.

Reply:

The Rethabile Health Centre in Polokwane Limpopo operates for 24 hours.

END

Reply:

a) Bela Bela town has only two clinics namely: Warmbath Town Clinic and Bela Bela Clinic. Spa Park community never had a clinic that rendered services under Department of Health.

b) The SPA park facility is part of a community hall and has not functioned as a clinic. It was utilized by a NGO called HIV AIDS Prevention Group (HAPG) as an office and storage.

c) No medicine is stored in the SPA park facility

d) The keys are kept by the NGO called HAPG

e) The SPA Park community is serviced by Warmbath Town Clinic

f) The Operational Manager is responsible to monitor the services in the mobile clinic .

g) The qualifications for the staff working at the mobile clinic is the following:

Professional Nurse with Midwifery

Enrolled Nursing Assistant

Mobile Clinic Driver

h) The schedule for mobile services is available however it does not include Spa Park community which receives services from Warmbaths Town Clinic.

END.

Reply:

Based on information received from Denel SOC Limited:

Yes. The facility was lawful.

The facility was approved by the Board of Denel on 04 September 2012. Government (National Treasury and the Department of Public Enterprises) had approved the Domestic Medium Term Note (DMTN) in 2007/2008 for R2 200 000 000, which provided for both secured and unsecured components. The Regiments Capital R290 million loan (which funds turned out to be that of Johannesburg Metropolitan Municipality’s), was part of the unsecured component of the DMTN programme. This loan, like all the other loans under the DMTN programme, was duly registered with the Johannesburg Stock Exchange Securities. The identification and contracting of the up-takers of the facility would be the responsibility of the Board without further involvement of the Ministers of Finance and Public Enterprises.

 

Reply:

a) The Gauteng Department of Health is currently facing 1 559 cases;

b) The reason for each civil suit involving medical negligence ranges from neonatal deaths, hypoxic ischemic encephalopathy, obstetrics and gynaecology, post caesarean section sepsis, orthopaedic and surgical, anaesthetics, patient falls, etc;

c) We do not know the actual value of the claims. The value can only be determined after each and every case has been settled either by a court of law or through mediation. What we do know is the contingent liability. The total amount which litigants are claiming which is R14,782,472,790.80, whether they will get it or not still has to be determined.

END.

Reply:

(a) Department: 1522

(b) Entities: 8831

Number per entity reporting to him
South African Medical Research Council	672
Council Medical Schemes	118
Office of Health Standards Compliance	117
National Health Laboratory Service	7744
South African Health Products Regulatory Authority	180

Reply:

According to the Mpumalanga Department of Health, the Mpumalanga Department of Health did not enter into contract with Gupta-related Mediosa-like contracts.

According to the KwaZulu Natal Department of Health, the matter is still under investigation in that Department and information will be tabled once the investigation has been finalised.

END.

Reply:

a) The positions of the facility managers have been vacant at different times over the Medium Term Expenditure Framework period.

b)  The responsibilities of the facility manager are:

(i) Consolidation and collation of the population health profile of the facility;

(ii) Ensure that priority health programmes and projects are implemented as intended according to the Annual Performance Plan (APP) and Operational Plan;

(ii) Development of the service delivery plan for the facility;

(iv) Mobilisation and management of the human resources of the facility;

(v) Mobilisation and management of the finance and assets;

(vi) Management of the supply chain management in the efficient and effective manner;

(vii) Mobilisation and management of health technology and health facility including the infrastructure;

(viii) Liaising and management of the stakeholders working with and support the health facility;

(ix) Collaboration and supporting the clinic committees

END.

Reply:

a) Based on assumptions made in the IRP, the combined effect of including coal and Inga as policy adjustment is about 1.9 cents per kilowatt hour on projected tariff of 119 cents per kilowatt hour.

b) The decision taken to deviate from the least cost scenario by including the Inga hydropower into the IRP was on the basis that there is a treaty signed between the government of South Africa and the Democratic Republic of Congo for South Africa to off take 2500MW from the project.

c) The IRP assumes the project to come online by year 2030.

d) At this stage of project development we are not aware of South African companies involved in the development of the project.