Reply:

According to the information received from Eskom

Details of the interest rates on all outstanding Eskom loans that are being repaid are published on pages 82 and 83 of the 2017/18 Annual Financial Statements.

Annexure A is an extract of pages 82 and 83 of the 2017/18 Annual Financial Statements.

Reply:

(a) 1. The Local Government Management Improved Model (LGMIM) is under the custodianship of the Department of Planning, Monitoring and Evaluation (DPME) and the information provided here was sourced from the DPME. The rollout of the LGMIM is currently in its fifth (5th) year since its inception and pilot. To date, one hundred and forty six (146) municipalities comprising of metropolitan, district and local municipalities participated in the programme. Of the total, twelve (12) were assessed during the 2013/14 financial year in the pilot phase, thirty (30) municipalities were assessed in the 2014/15 and 2015/16 financial years respectively, forty-one (41) municipalities were assessed during the 2016/17 financial year and thirtythree (33) municipalities during the 2017/18 financial year.

2. The logic of the Local Government Management Improvement Model (LGMIM) is that institutions matter and for service delivery and productivity to improve, the quality of institutions is important. To this end the LGMIM is aimed at facilitating the development of an in-depth understanding of the operating environment and quality of management and work place practices of municipalities that are key for improving service delivery.

3. As such the LGMIM does not measure the quality of service delivery per se, but rather the management practices and work place capabilties that are the necessary pre-conditions (or enbaling conditions) for improving service delivery in municipalities. It does this by identifying institutional problems, thereby positioning the senior leadership of municipalities to meet the minimum norms and standards of good institutional performance to deliver on their developmental outcomes. LGMIM does not include an assessment of actual deliverables against planned deliverables.

4. What differentiates LGMIM from other monitoring processes is that it provides an integrated and holistic view of a municipality’s performance across several critical key performance areas, thus making it easier to prioritise areas that are in need of significant improvement and potential support. It may also highlight issues that impact on service delivery in relation to areas of general non-compliance to legislative, regulatory and/or best practice prescripts. For example, it may highlight whether a participating municipality is adhering to a specific management practice or norm such as making adequate provision for refurbishment and maintenance of assets or whether it is producing audit action plans to address the findings from the Audit outcomes.

(b) 1. The LGMIM is one of several initiatives (albeit specialised and focused on the internal operating environment of municipalities) utilized within the local government sphere in an attempt to support and improve the performance of municipalities such as Back2Basics and the the Auditor General’s performance audits, and therefore it is difficult to attribute service delivery improvement solely to LGMIM.

2. The LGMIM is a management information tool intended to assist the municipal leadership to analyse how the organisation works and how it approaches key operational tasks in 6 key performance areas and which performance gaps need to be addressed to ensure the delivery of quality services and improve productivity.

3. The LGMIM is utilised by departments specifically mandated with a support function, such as the Department of Cooperative Governance, sector departments and provincial departments responsible for local government as an additional data source to inform the development and tailoring of support plans and initiatives to facilitate improved service delivery.

4. There is a close relationship between the DPME and provincial departments responsible for local government in conducting the assessments so as to ensure that these departments have direct and real-time access to the assessment results to inform their support initiatives to the various participating municipalities.

 

Reply:

The project of upgrading Kwa Masiza Hostel was done by the Provincial Department of Housing and not Emfuleni Local Municipality. Emfuleni Local Municipality is not undertaking any capital projects relating to upgrading of Kwa-Masiza hostel. No project was done within the precinct since 2010.

Reply:

1. Yamoussoukro Decision is not a treaty to be ratified but an African Civil Aviation Policy for the integration and the establishment of a Single African Air Transport Market to enhance African Intra-Trade and Tourism. In terms of Section 35 of the International Air Services Act 60 of 1993, the Minister may, exercise the delegated authority by the State President to enter into any air transport services agreement with the government or other appropriate authority of another State or Territory regarding the control over and regulation of any class or type of International air services operated or to be operated between the Republic and that State or Territory. In the absence of a continental multilateral institutions to fully regularise air transport, South Africa has concluded thirty-eight (38) Bilateral Air Services Agreements (BASA’s) with willing and able states in line with the principle of Yamoussoukro Decision (YD) awaiting the institutionalisation of a multilateral framework to fully regulate the continental civil aviation. South Africa has further integrated the principles of YD in the National Civil Aviation Policy that has since been approved by Cabinet on the 15th of February 2017.

2. Government is in full support of the integration and establishment of the Single African Air market. South Africa has to date signed the Declaration for Solemn Commitment to the implementation of YD towards the establishment of Single African Air Transport Market (SAATM). The former President, His Excellency Mr. Jacob Gedleyihlekisa Zuma, witnessed the launch of SAATM during the 30th Ordinary Session of the Assembly of the Union, in January 2018.

3. Implementation of YD has been slow and limited. The delay has caused South African and rest of the continent to miss out on substantial economic benefits. Some air transport markets between Africa and countries outside of Africa have been liberalized to a significant extent. But most intra-African aviation markets remain closed and regulated through bilateral agreements which limit the growth and development of air services.

Air services arrangements with the South African Development Community (SADC) have been restricted, limiting airline participation in the market. However, of recent, some SADC states are slowly embracing the principles of YD and are progressively liberalizing key elements of the Bilateral Air Services Agreements. Restrictions on designation of airlines on specific routes and limited capacity still exist in air services arrangements with Namibia, Angola, Mauritius, Tanzania, Madagascar and the Democratic Republic of Congo. Reluctance of these states to embrace YD has negatively affected South African airlines desiring to either introduce new services or expanding existing markets. The Government, however, continues to engage these States bilaterally and multilaterally to encourage them to be part of the African Union initiative of creating a single air transport market for Africa.

Reply:

1. (a) (i) Total number of Deputy Directors-General posts in the Department are 9.

(ii) Chief Director posts in the Department are 36.

(aa) Total number of Deputy Directors-General appointed in acting capacity are 6.

Total number of Chief Directors appointed in acting capacity are 6

(bb) Total number of Deputy Directors-General appointed permanently are 3.

Total number of Chief Directors appointed permanently are 26.

(b) Total number of women acting in posts of Deputy Directors-General are 2.

Total number of women permanently employed as Deputy Directors-General is 0.

Total number of women acting in posts of Chief Director are 2.

Total number of women permanently employed as Chief Director are 6.

Reply:

Department of Traditional Affairs:

1. (a)The Department does not have any labour disputes.

2. (a)(i) No employees were dismissed in the department in the past five years (ii) falls away (b) (i) No severance packages were paid to employees (ii) falls away.

 

Entity: Commission for the Promotion and Protection of the Rights of Cultural, Religious and Linguistic Communities (CRL Rights Commission)

(1)(a) The CRL Rights Commission has currently two labour disputes and the details are as follows:

One official is objecting the results of the Performance Management and Development System (PMDS). The case was registered in January 2018 and is not yet finalized.

One official took the CRL Rights Commission to the Commission for Conciliation, Mediation and Arbitration (CCMA) after dismissal. The case was registered with the CCMA in March 2018 and is not yet finalized.

(2)(a)(i) Two officials were dismissed by the CRL Rights Commission on the following account:

First official: The official’s conduct put the CRL Rights Commission into disrepute; and

Second official: The official’s conduct put the CRL Rights Commission into disrepute and she breached the terms of her suspension. (b)(i)No severance package was paid to any employee (ii) falls away.

Reply:

The information requested by the Honourable Member was provided by the National Disaster Management Centre (NDMC) from the City of Ekurhuleni (CoE) and the OR Tambo International Airport. Table 1 below outlines the relevant details:

Optimal and actual number of firefighters per station

Name of the Fire Station	(i) (aa) optimal	(bb) Actual number of full-time fire Fighters	(ii) Number of fulltime firefighters who passed final examination of SAESI	(ii) Practical Components completed	(iii) Total Number of Reservists
a) Edenvale	37	28	All completed Fire Fighter 1 & 2	Firefighting components: Hazmat Awareness & Operational	3
b) Kempton Park	37	41	All completed Fire Fighter 1 & 2	Firefighting components: Hazmat Awareness & Operational	12
c) Tembisa	37	36	All completed Fire Fighter 1 & 2	Firefighting components: Hazmat Awareness & Operational	14
d) OR Tambo International Airport (Firefighters are employed by the OR Tambo International Airport)	56	76	All completed Fire Fighter 1 & 2	Firefighting components: Hazmat Awareness & Operational	None
e) Boksburg Leon Ferreira	37	32	All completed Fire Fighter 1 & 2	Firefighting components: Hazmat Awareness & Operational	None

1.  

1.1 Firefighting is a profession which is one of the most stressful, physically demanding and hazardous occupation. Thus, Firefighters must master a complex mix of three core competencies being foundational knowledge, physical skill and work experience to be successful in their occupation.

1.2 The nature of work carried out by firefighters requires not only adequate training when entering the profession but also continuous professional development to ensure that firefighters stay abreast with the constant technological changes in their working environment.

1.3  It is important to note that training of firefighters must be benchmarked against globally accepted standards. Within the South African context, the Southern African Emergency Services Institute (SAESI) is accredited to provide occupational training for firefighters by the International Fire Service Accreditation Congress (IFSAC) which is based in the United States of America (USA).

1.4 IFSAC is a non-profit, peer-driven, self-governing system of both fire service certifying entities and higher education fire-related degree programs. IFSAC's mission is to plan and administer a high-quality, uniformly delivered accreditation system with an international scope.

1.5 Thus, IFSAC courses which are provided by SAESI such as Firefighter I and II, Hazmat Awareness and Operational are utilised by fire services in South Africa to recruit entry-level firefighters. These courses are based on the American National Fire Protection Association (NFPA) Standards and are utilised both in the USA and several other countries for the basic training of firefighters.

1.6 The Local Government Sector Education and Training (LGSETA) has also developed a qualification known as the Fire and Rescue Operations, Level 4 in terms of the National Qualifications Framework (NQF) based on the same NFPA Standards. Firefighters must obtain formal qualifications in order to progress in their careers within the fire services. Qualifications in Fire Technology are currently provided by the Tshwane University of Technology (TuT) and includes a National Diploma, BTECH Degree and Master’s Degree. These are the qualifications that are also utilised by fire services to recruit senior fire officers in the country.

1.7 The NDMC is finalising the review of the Fire Brigade Services Act, 1987 and as part of the revised legislation and policy framework, a national fire services education and training strategy will be developed to guide the provision of training in the fire service.

Reply:

1. CoGTA does not own land; its head office is accommodated in five (5) leased buildings acquired through the Department of Public Works.

Land owned by CoGTA.
a) None	(i) Department of Cooperative Governance and Traditional Affairs
b) (i) Not applicable	(ii) R0.00	(iii) 0 hectares

2. SOUTH AFRICAN LOCAL GOVERNMENT ASSOCIATION (SALGA)

(a)(ii) Not applicable

(b) Not applicable

3. MUNICIPAL DEMARCATION BOARD (MDB)

(a)(ii). None, MDB does not own any land nor invested in any land.

(b)None.

4. SOUTH AFRICAN CITIES NETWORK (SACN)

(a)(ii)South African Cities Network is a non-profit organization and has not invested in land.

(b) Not applicable as there are no investments in land.

Reply:

The Minister for CoGTA will not be in a position to respond to question posed by the Honourable Member. Section 24 of Spatial Planning and Land Use Management Act (SPLUMA) gives the responsibility for land management use to municipalities. SPLUMA is administered by the Minister for Rural Development and Land Reform (DRDLR), who would be in a better position to provide a response to questions of this nature.

Reply:

The Department of Basic Education (DBE) has not revised the deadlines for the National Minimum Uniform Norms and Standards for Public School Infrastructure.

Reply:

1. (a) The table below shows the vacancy rate for principals at secondary schools in each province

PROVINCE	NUMBER OF VACANCIES AS AT THE END OF JULY 2018	NUMBER OF SECONDARY SCHOOLS	VACANCY RATE
EASTERN CAPE	81	847	10%
FREE STATE	14	244	6%
GAUTENG	49	621	8%
KWAZULU-NATAL	172	1 604	11%
LIMPOPO	127	1 352	9%
MPUMALANGA	41	430	10%
NORTH CAPE	9	111	8%
NORTH WEST	24	341	7%
WESTERN CAPE	55	339	16%
NATIONAL	572	5 889	10%

Source: PERSAL, July 2018

(b) Vacancies occur at schools throughout the year mainly as a result of natural attrition with key drivers being resignations, retirements and to a lesser extent deaths. Also to note is that Provincial Education Departments (PEDs) advertise and fill promotional posts, at most, twice a year. Acting appointments are made in promotional posts as soon as the post becomes vacant. In order to address workload challenges, PEDs make temporary appointment against vacant promotional posts where necessary.

(c) About 44% of the posts as at the end of July 2018 were six (6) months or less vacant; 24% vacant of 7-12 months, 9 % up to 24 months and 23% longer than 24 months. Of the posts that were vacant for more than 12 months, about 45% were those in small schools of between one (1) and three (3) teachers some of them on the verge of being closed due to decreasing or consistently low enrolment.

2. The question is more relevant to the provincial administration because it is the responsibility of the Employer, who in terms of section 3(1)(b) of the Employment of Educators Act is the Head of the Provincial Education Department, to ensure that vacancies are filled and to attend to any dispute that arises at the provincial level.

The question should therefore be forwarded to the relevant Employers for details and response.

Reply:

The response to this question is attached as Annexure.

Reply:

The Honourable Member is requesting information residing with a municipality. Requests for such information is done through the Promotion of Access to Information Act, no. 2 of 2000 (PAIA). The Member is requesting for records in the form of reports commissioned, and PAIA is used by the public to access records of government. Each sphere of government will have an information officer. For National Government departments the Information Officer is the Director-General. At provincial level it is the Head of Department and at municipal level the Information Officer is the Municipal Manager.  

Reply:

The Division: Detective Service, Anti-Corruption Investigation Unit, was established, in 2014/2015. Prior to 2015, cases relating to the Prevention and Combating of Corrupt Activities Act, 2004 (Act No. 12 of 2004), were investigated by the Directorate for Priority Crime Investigation (DPCI).

(a)(i)(aa)

The number of cases referred to the South African Police Service (SAPS), is as follows:

Year	Total
2013/2014	1
2014/2015	24
2015/2016	66
2016/2017	120
2017/2018	169
1 April 2018 – 30 April 2018	9
TOTAL	389

(b)

Year	(i) Investigated	(ii) Followed up	(iii) Conviction
2013/2014	1	0	0
2014/2015	24	16	5
2015/2016	66	44	10
2016/2017	120	70	21
2017/2018	169	64	3
1 April 2018 – 30 April 2018	9	0	0
TOTAL	389	194	10

 

(a)(i)(aa)

Prior to the establishment of the DPCI, in 2009, investigations relating to the PreVention and Combating of Corrupt Activities Act, 2004 (Act No. 12 of 2004), were conducted by the then Commercia! Crime Units, which were part of the Division: Detective Service, within the SAPS.

The number of cases (including reports), which were referred to the SAPS, from 2004 to 2009, is as follows:

2004/2005		642
2005/2006		1 520
2006/2007		2 073
2007/2008		2 328
2008/2009		1 931
Total		8 494

(a)(ii)(aa)

The number of cases, which were referred to the DPCI, since the establishment of the DPCI, in 2009, regarding the Prevention and Combating of Corrupt Activities Act, 2004 (Act No. 12 of 2004), is as follows:

Year	Total
2009/2010	1092
2010/2011	889
2011/2012	835
2012/2013	884
2013/2014	713
2014/2015	1950
2015/2016	2590
2016/2017	3080
2017/2018	1970
TOTAL	14003

(b)(i)(ii)(iii)

A IabOUr intensiVe and time consuming manual exercise, will be necessary in obtaining this information, thereby necessitating the redeployment of personnel, to gather the required information. This exercise may be to the detriment of essential duties or service to the community, since members will have to be withdrawn from other duties, to be specially allocated to peruse dockets and registers.

The information can only be obtained by the physical perusal of archived files, in order to establish case reference numbers of case dockets, relating to the Prevention and Combating of Corrupt ActiVities Act, 2004 (Act No. 12 of 2004). Correspondence will then have to be directed to all the relevant police stations, country-wide, in an effort to determine the required information of each case, thereby placing an extra burden on limited human and financial resources.

(a)(bb) To be responded to by the other entities, who report to the Minister of Police.

 

 

 

 

 

Reply to question 1659 recommended/

GENERAL AFRICAN POLICE SERVICE

Date:

4

Reply to question 1659 approved/not approved

MINISTE F POLICE BH CELE, MP

Reply:

a) Kempton Park, CAS 277/05/2018 - Assault with the intent to inflict grievous bodily harm. The case was put before the Kempton Park Magistrate’s Court, on 15 August 2018 and has been remanded, to 29 August 2018.

b) Kempton Park, CAS 279/05/2018 - Fraud. The alleged suspect in this case is untraceable at this stage. The inVestigating officer will continue to trace the alleged suspect.

 

Reply to question 2298 recommended/

Date:

CO ONE (SO

2£T8 -£9- # 5

GENERAL

OUTH AFRICAN POLICE SERVICE

Reply to question 2298 approved/n

MINIST OF POLICE BH CELE, MP

Reply:

(1)(a)(i)(aa) The total number of deputy directors-general employed in an acting capacity is one (1).

(1)(a)(ii)(aa) There are no chief directors appointed in an acting capacity.

(1)(a)(i)(bb) The total number of deputy directors-general employed in a permanent capacity is six (6).

(1)(a)(ii)(bb) The total number of chief directors employed in a permanent capacity is twenty-six (26).

(1)(b) The total number women employed in a permanent capacity as deputy directors-general is three (3) and as chief directors fourteen (14).

REPLY: NDA

(2)(a)(i) The total number of chief executive officers in NDA is one (1)

(2)(a)(ii) The total number of Directors is ten (10)

(2)(b) Chief Executive officer is One (1)

Directors who are women is seven (7)

REPLY: SASSA

(2)(a)(i) The total number of chief executive officers is one (1)

(2)(a)(ii) Not applicable

(2)(b) Chief Executive Officers is zero (0)

Not applicable (0)

________________________

Approved by the Minister on

Date……………………….

Reply:

Yes, the details of the consultants are illustrated below:

Name	Directors	Contract Value
Electric Power Research Institute (EPRI) Role: For the compilation of the technology costs used in assumptions	EPRI is an independent, nonprofit organization for public interest energy and environmental research, focusing on electricity generation, delivery, and use. www.epri.com	R0.00 Eskom is a member
CSIR Role: For the development of the electricity demand forecast	www.csir.co.za	R0.00 Used existing agreement with Eskom
Africa Power Ventures (Pty) Ltd Role: For the development of the electricity price path for the scenarios tested by the DoE during IRP update.	Maree Roos, Karl Lawrenz and Marc Goldstein www.afripow.co.za	R224 440
Formeset Role: For language editing of Draft IRP report compiled by the DoE	www.formeset.co.za	R29 445

Reply:

(1)(a)(i)(aa) The total number of deputy directors-general in the South African Police Service (SAPS), which are employed in an acting capacity, is five.

(1)(a)(i)(bb) The total number of deputy directors-general in the SAPS, which are employed in a permanent capacity, is 35.

(1)(a)(ii)(aa) The total number of chief directors in the SAPS, which are employed in an acting capacity, is two.

(1)(a)(ii)(bb) The total number of chief directors in the SAPS, which are employed in a permanent capacity, is 189.

(1)(b)(i)(aa) The total number of women deputy directors-general in the SAPS, who are employed in an acting capacity, is two.

(1)(b)(i)(bb) The total number of women deputy directors-general in the SAPS, who are employed in a permanent capacity, is 14.

(1)(b)(ii)(aa) The total number of women chief directors in the SAPS, which are employed in an acting capacity, is one.

(1)(b)(ii)(bb) The total number of women chief directors in the SAPS, which are employed in a permanent capacity, is 74.

(2)(a)(i)(ii)(b) This part of the question should be responded to by the entities who report to the Minister of Police.

 

 

Reply to question 2570 recommended/not-rasornmed

GENERAL SOUTH AFRICAN POLICE SERVICE

OLE (SOEG)

Reply to question 2570 approved/

MINISTER OF POLICE BH CEL * +

Date: /

Reply:

The President has a constitutional obligation to satisfy him or herself, independently, that any legislation brought to him or her for assent is constitutional. This necessarily requires, among other things, a review of all relevant documentation, consideration of any submissions and the sourcing of legal opinion.

I am currently considering the Public Audit Amendment Bill, together with other Bills received from Parliament, to satisfy myself that it indeed passes the test of constitutionality.

Reply:

Not applicable

________________________

Approved by the Minister on

Date……………………….

Reply:

1. The total cost paid on legal fees, towards the Constitutional McBride v Minister of Police and Another (CCT255/15) Department: Civilian Secretariat for Police Service is R 9 041 232.47

In the matter of McBride v Minister of Police, the Minister has been cited in his official capacity. Even though cost orders have been given against public officials who have been deemed to have acted mala fide (bad faith), in this matter both the High Court and the Constitutional Court did not order the

Minister to pay the costs of the proceedings de bonis propiis (out of his own pocket).

3. So there are no plans for the former Minister to face any consequences, including legal or financially reparatory consequences

 

MR. PM JOANA

CHIEF FINANCIAL OFFICER (CSPS)

CHIEF DIRE TOR: LEGISLATION

DATE: ( @

Reply to question 2240 recommended/men

MR. AP R EA

SECRETAi I POLICE SERVICE

DATE: /", @

Reply to question 2240 approved/note

2

Reply:

(1) The revised draft Independent Police Investigative Directorate (IPID} Amendment Bill has been completed. The draft, Bill will initially be submitted to the Minister in order to obtain approval to process it through the various Justice, Crime Prevention and Security working group.

(2) The draft Bill has not yet been processed to Cabinet. The Department needs to obtain approval to process it through the V\lrious Justice, Crime Prevention and Security (JCPS) working group.

(3) The Constitutional Court ordered Parliament to correct the defects in the IPID Act, 2011 within 24 months from the date of the order which was handed on the 6th

FOR WRITTEN REPLY: QUESTION 2241: DATE OF PUBLICATION IN INTERNAL QUESTION PAPER: 17 AUGUST

2018: (INTERNAL QUESTION PAPER NO 23-2018)

September 2016. The process by the Department to draft the amendments to the Act commenced in February 2017. However, taking into account the finding made by both the High and the Constitutional Court relating to the operational structural independence of the IPID, the process of amending the IPID Act, 2011 was extended to other provisions of the Act. This process took longer than anticipated.

As a result, and taking into consideration the timeframes set by the Constitutional Court, the Portfolio Committee suggested that a draft Bill which focused solely on the Constitutional Court Judgment, should be processed as a Committee Bill.

(4) After the first briefing of the Committee Bill by the Parliamentary Legal Adviser, a copy of the draft Bill that was drafted by the Department was made available to the Chairperson of the Portfolio Committee on Police.

ADV. DA BELL
CHIEF DIRECTOR: LEGISLATION
DATE: 24/09/2018

Reply to question 2241 recommended


MR. AP RAPE
SECRETARY FOR POLICE SERVICE
Date: 07/09/2018


Reply to question 2241 approved/

MINISTER OF POLICE
HONORABLE BH CELE, MP
DATE: 10/08/2018

Reply:

The details provided with regard to this question, are too limited to enable the South African Police Service (SAPS, to provide a response. The Honourable Member is, therefore, requested to supply additional information relating to the question, such as the name, surname and identity number of the person who opened the cases, the Investigation Case Docket Management System (ICDMS) reference numbers and the name of the police station where the cases were registered.

 

 

Reply to question 2274 recommended/

TIO L CO

LE (SOEG)

GENERAL NE OUTH AFRICAN POLICE SERVICE

Reply to question 2274 approved/

MIN OF POLICE BH CELE, MP

Date:

Reply:

(a) Umhlali Police Station. (1 January 2014 to date)
(i)(aa) Stolen from members	=	3
(i)(bb) Lost by members	=	0
(ii) Recovered	=	0
(b) KwaDukuza Police Station. (1 January 2014 to date) (i)(aa) Stolen from members	=	8
(i)(bb) Lost by members	=	1
(ii) Recovered	=	2

 

 

Response to question 2425 recommended/

GENERAL

UTH AFRICAN POLICE SERVICE

Response to question 2425 approved/

MINISTE OF POLICE BH CELE, M

Date: /

Reply:

a) The incorrect format of the case number has been provided for Verulam, CAS 2016/03/01. The South African Police Service (SAPS) records case docket numbers on the Investigation Case Docket Management System (ICDMS) and they are written in the following sequence: Reference/Month/Year. Verulam, CAS 1/03/2016, relates to a charge of house robbery and not a taxi- violence murder. The Honourable Member is respectfully requested to provide the correct Investigation Case Docket Management System number.

b) The incorrect format of the case number has been provided for Verulam, CAS 2017/10/20. Verulam, CAS 20/10/2017, relates to a charge of driving a motor vehicle whilst under the influence of liquor and not a taxi-violence murder. The Honourable Member is respectfully requested to provide the correct Investigation Case Docket Management System number.

(b)(i) This part of the question cannot be answered, due to the wrong case number having been provided.

(b)(ii) This part of the question cannot be answered, due to the wrong case number having been provided.

(b)(iii) This part of the question cannot be answered, due to the wrong case number having been provided.

 

 

Reply to question 2421 recommended/

TIQ

LE (SOEG)

GENERAL UTH AFRICAN POLICE SERVICE

Reply to question 2421 approved/not approved

MINIS R OF POLICE BH CELE, MP

Date:

Reply:

(1)(a) The KwaDukuza Police Station is old and due for maintenance. The Department of Public Works (DPW) has been engaged, in this regard.

(1)(b)(i) The KwaDukuza Police Station should have a total of 172 police officers.

(1)(b)(ii) The KwaDukuza Police Station currently has a total of 147 police officers.

(2)(a)(i) A total number of 50 police vehicles should be available to the KwaDukuza Police Station.

(2)(a)(ii) A total number of 38 police vehicles are in working order.

(2)(b)(i)(ii)

(i) Reasons	(ii) Number of days
Brakes	21
Steering	21
Brakes and lights	21
Power loss	31
Air leak and gear selection	25
Certificate of Fitness	21
Certificate of Fitness	21
Transmission	2
Collision	16

 

 

Reply to question 2235 recommended/

TIO CO

LE (SOEG)

GENERAL TH AFRICAN POLICE SERVICE

Reply to question 2235 approved/not approved

MINIS OF POLICE BH CELE, M

Date: / 0

Reply:

(a)(i) The average response time to crimes is 9 minutes and 22 seconds.

(a)(ii) The total budget for the KwaDukuza (Stanger) Police Station, for the current financial year, is R9 965 000,00.

(b)(i)(ii) and (iii)

Post Description	Salary Level	Police Act or Public Service Act	Number of Posts	Period Vacant
Section Commander: Support Services	12	Police Act	One	Six months
Sub Section Commander: Finance	10	Police Act	One	One year
Sub Section Commander: Supply Chain Management (SCM)	10	Police Act	One	Three months
Administration	8	Police Act	One	One year
Finance (Budget and Expenditure Control)	8	Police Act	One	One year
Human Resource Development (HRD)	8	Police Act	One	Two months

Post Description	Salary Level	Police Act or Public Service Act	Number of Posts	Period Vacant
Human Resource Utilisation (HRU)	8	Police Act	One	One year
Loss Management	8	Police Act	One	Three months
SCM Acquisition Management	8	Police Act	One	Six months
SCM: lmmoveable Asset Management Officer	8	Police Act	One	Post not funded yet.
Sub Section Commander: Communication	8	Police Act	One	Seven months
Finance	7	Public Service Act	Three	Post not funded yet.
HRD	7	Public Service Act	One	Post not funded yet.
HRU	7	Public Service Act	One	Post not funded yet.
Loss Management	7	Public Service Act	One	Post not funded yet.
Management Information Centre	7	Public Service Act	One	Post not funded yet.
Personnel Management	7	Public Service Act	Three	Post not funded yet.
SCM	7	Public Service Act	Three	Post not funded yet.
Detective Service Support	S	Public Service Act	One	Eight months
Visible Policing Support	S	Public Service Act	Three	Post not funded yet.

 

Reply to question 2236 recommended/ooh

GENERAL TH AFRICAN POLICE SERVICE

Date: " '

3

Reply to question 2236 approved/n

MINIS OF POLICE BH CELE, MP

Date: ,/

Reply:

(1)(a) The two (2) case dockets (Worcester CAS 259/10/2015 and 261/10/2015) were submitted to the Senior Public Prosecutor on several occasions and received back with guidance on further investigations to be conducted. The last date that the case dockets were received back was on 5 September 2018 and the Investigating Officer is busy dealing with instructions issued by the Senior Public Prosecutor.

(1)(b) The Ombudsman on Policing in the Western Cape reports to the Provincial Government and not to the South African Police Service. This office can therefore not respond to this question.

(1)(c) The complexity of these cases vastly differ from one to the other and therefore a standard acceptable timeframe cannot be determined.

(2) This office has found that the delay is not intentional. The case was nolle prosequi and was only re-opened by the police after the complainant approached the NPA seeking clarity.

(2)(a) Not applicable.

(2)(b) Not applicable. 

 

 

 

›

DI

TC

Date:

LIEUTENANT GENERAL MISSIONER: DETECTIVE SERVICE

FOR WRITTEN REPLY

QUESTION 2539

DATE OF PUBLICATION IN INTERNAL QUESTION PAPER: 31 AUGUST 2018 (INTERNAL QUESTION PAPER NO 28-2018)

(INTERNAL QUESTION PAPER NO 28-2018)

Reply to question 2539 recommended / the

LIEUTENANT GENERAL DEPUTY ATIONAL COMMISSIONER: CRIME DETECTION LJ TSUM NE

Reply to question 2539 recommended /

GENERAL OUTH AFRICAN POLICE SERVICE

Reply to question 2539 approved /

MINISTER OF +! ** BH CELE, MP

Reply:

a) In the 2018/19 financial year National Department has introduced a new approach for funding NPOs over a period of three (3) years. A call for proposals for multi-year funding (2018/19, 2019/20 and 2020/21) was issued by the National Department of Social Development in order to solicit services of suitable NPOs to assist the Department in the implementation of various programmes in line with the core mandate of the Department.

This new approach resulted in delays as funding templates and internal processes had to be amended to accommodate the three year funding approach. This approach is expected to result in improved timing in the 2019/20 and 2020/21 financial years and payments will be made on existing contracts and the processes for call for proposals, shortlisting, contracting will not be repeated.

In addition, delays in transfers to NPOs was due to the National Treasury Circular 21 on classification of expenditure as either transfer payments, goods and services or capital assets, the Department has to review its transfer payments budget as some of the planned transactions with NPOs should be classified as goods and services rather than transfer payments. This may result in shifting of funds from Transfer Payments to Goods and services. The Department is still in discussions with National Treasury for the way forward to resolve these challenges.

However, the delays in the transfers for HIV/AIDS organisations amounting to R62, 560 million has been proposed to be shifted to goods and services. The process is underway for National Treasury to effect such changes.

b) The Department’s transfer payment budget has not been reduced. The budget has increased from R132, 614 million in the 2017/18 financial year to R154,191 million in the 2018/19 financial year.

________________________

Approved by the Minister on

Date……………………….

Reply:

(a) One arrest has been made with respect to stolen goods which were sold at pawn shops in the jurisdiction of the KwaDukuza Police Station, since 1 April 2018.

(b)()(ii)(iii)(iv)(v)(v)

	Crime	Reported	Cases to court	Convictions
(b)(i)	Murder	74	42	2
(b)(ii)	Rape	151	80	10
(b)(iii)	Housebreaking	828	87	5
(b)(iv)	Hijacking	27	5	0
(b)(v)	Theft of motor vehicle	106	3	0
(b)(vi)	House robbery	89	14	1

 

 

 

Reply to question 2234 recommended/

TIO CO OLE (SOEG)

GENERAL NE UTH AFRICAN POLICE SERVICE

2

Reply to question 2234 approved/not approved

MINISTER OF POLICE BH CELE, MP

Date:

Reply:

The reported employment data provided for the 6 (six) SEZs (Coega, East London, Dube Trade Port, Richards Bay, Maluti-A-Phofung and Atlantis) that have operational investments, indicates an aggregate cumulative number of direct jobs created by investors to be at 13 722, as of the end of Q1 of the 2018/19FY. The employment contribution per zone is as follows:

1. Coega – 7243
2. East London – 3435
3. Dube Trade Port - 2655
4. Atlantis – 312
5. Richards Bay – 63
6. Maluti-A-Phofung – 14

The available employment data that is currently provided by the companies located in each operational SEZs does not classify employees along countries of origin or nationalities.

Reply:

a) Regarding the investigation into the matter that has been referred to the South African Police Service (SAPS) by the Honourable Member, fingerprints, which were found on the vehicle, have not yet been linked to anyone on the Automatic Fingerprint Identification System (AFIS). In addition, the recovered cartridges have also not been linked on the Integrated Ballistic Identification System (IBIS). They have, however, been stored on the IBIS’s latent system. The IBIS will automatically respond in the event of a match being made. Comprehensive investigative strategies have been applied through the use of Section 205 of the Criminal Procedure Act, 1977 (Act No 51 of 1977). Information has been received from members of the community, family members and other sources. Follow-ups have been made throughout the country but nothing of evidential value, which links to the case, has surfaced. Various informers and sources have been utilised and tasked to assist with the gathering of information. The case is still active and is receiving the required attention.

b) The particulars of the investigating officer cannot be disclosed to ensure that the case is investigated without fear or favour.

 

 

Response to question 2608 recommended/ co ende

OLE (SOEG)

GENERAL ION . SOUTH AFRICAN POLICE SERVICE

Reply to question 2608 approved/ r

MINISTE OF POLICE BH CELE, MP

Date:

Reply:

According to the information received from Eskom

Yes, Eskom has launched investigations into the incidents of violence and intimidation, the destruction of property and acts of outright sabotage during the current Eskom wage dispute.

(a)

The investigations are in progress.

(b)

Eskom has undertaken to ensure that all matters of a disciplinary and criminal nature are duly subjected to investigations as necessary. Identification of all the employees, through video footage and information from victims, who participated in acts of intimidation has commenced.

Table 1 provides criminal cases on Eskom’s records to date that have been reported to the South African Police Services (SAPS) for further investigation.

Table 1: Details of criminal cases that have been reported to the SAPS for further investigation

Site	SAPS station and Case No.	Nature of crime	Status
KZN region – Distribution sites	Richmond SAPS CAS V72/06/2018 Wartburg SAPS CAS 2069/06/2018 Umkomaas SAPS CAS 290/06/2018 Margate SAPS CAS 216/06/2018	Housebreaking with intent to damage equipment Sabotage x 4	In progress
	Alexandra Road SAPS CAS 403/7/2018	Bomb Threat	In progress
	Empangeni SAPS CAS 27/08/2018	Bomb Threat	In progress
Generation division – Mpumalanga Matla PS	Kriel SAPS CAS 108/07/2018	Theft	In progress
Generation division – Mpumalanga Matla PS	Kriel SAPS CAS 134/08/2018	Sabotage	In progress
Generation division Hendrina PS	Hendrina SAPS CAS 01/08/2018	Malicious damage to property	In progress
Generation Division- Mpumalanga Duvha PS	Witbank SAPS CAS 21/08/2018 Witbank SAPS Enquiry no. 01/08/2018	Bomb threat	In progress
Generation Division- Mpumalanga Tutuka PS	Standerton SAPS CAS 17/08/2018	Malicious damage to critical infrastructure	In progress
Generation Division- Mpumalanga Kusile PS	Phola SAPS CAS 50/08/2018	Arson	In progress
Generation Division- Mpumalanga Grootvlei PS	Balfour SAPS CAS 02/08/2018	Public Violence	In progress
Generation Division- Mpumalanga Arnot PS	Details TBC by complainant	Intimidation and malicious damage to property	In progress
Generation Division- Mpumalanga Arnot PS	Victim refused to prefer criminal charges	Intimidation and malicious damage to property	Closed

Reply:

There is no provision in the relevant laws and regulations which allows for intervention or support by Ministers in the processing of Presidential pardons.

Reply:

a) The development of inclusive education competence begins in initial teacher education programmes, and deeper specialisation is developed through continuing professional development programmes.

Universities offer initial teacher education and continuing professional development qualification programmes for teachers based on the policy requirements stipulated in the Policy on Minimum Requirements for Teacher Education Qualifications (PMRTEQ) (Department of Higher Education and Training 2011, revised in 2015).

The PMRTEQ makes it possible for universities to offer the following initial teacher education programmes:

• Bachelor of Education (BEd) (480 credits, NQF level 7); and
• Postgraduate Certificate in Education (PGCE) (120 credits, NQF Level 7).

The PMRTEQ requires that all BEd and PGCE graduates “must be knowledgeable about inclusive education and skilled in identifying and addressing barriers to learning, as well as in curriculum differentiation to address the needs of individual learners within a grade.”
(PMRTEQ, page 25 and 29)

The PMRTEQ specifies 11 basic competencies for beginner teachers. One of the competencies requires that “Newly qualified teachers must understand diversity in the South African context in order to teach in a manner that includes all learners. They must also be able to identify learning or social problems and work in partnership with social providers to address these.” (PMRTEQ, page 62)

To support the implementation of these policy directives, the Department is implementing the Teacher Education for Inclusive Teaching (TEfIT) Project. This project involves the collaborative development of knowledge and practice standards for inclusive teaching and supporting curriculum frameworks, courses and course materials that universities can use for the development of new and existing teachers’ inclusive teaching competence. The goal is that all new teachers graduating from initial teacher education programmes are able to address inclusive education competently in their practice.

A further component of the TEfIT Project involves support for three universities to develop as centres of specialisation for special needs education in three areas. The University of Pretoria is being supported to develop as a centre of specialisation for Visual Impairment Studies, the University of the Witwatersrand for Deaf Studies, and the University of Johannesburg for Neurological-Developmental Learning Needs. These centres will have the function of training specialist teachers who work/will work in special schools, special schools resource centres and full-service schools, and of leading research in these areas to inform policy and practice.

The three universities are developing programmes aligned with the PMRTEQ and Higher Education Qualifications Sub-Framework.

Table 1: Continuous Professional Development programmes under development by the three universities

University	Programmes under development	Target date for offering of programmes
University of Pretoria	Advanced Certificate: Inclusive Education (Barriers to Learning: Learning Difficulties)	2020
	Bachelor of Education (Honours): (Special Needs and Inclusive Education)	2020
	Advanced Diploma in Education: Visual Impairment Studies	2020
University of the Witwatersrand	Post Graduate Diploma in Deaf Education (South African Sign Language as a language specialisation )	2020
	Bachelor of Education Honours (Deaf Education)	2020
University of Johannesburg	Advanced Diploma in Education: Remedial Education	2020
	Postgraduate Diploma in Education (Inclusive Education)	2020

Other universities are also active in this area. The latest audited 2016 data received from universities indicates the following Advanced Certificate in Education (ACE) programme offerings.

Table 2: Headcount Enrolments (HC), Full-time Equivalent Enrolments (FTE) and Graduates (Grads) in active inclusive education/special needs education in 2016.

University and ACE Specialisation	HC	FTE	Grads
Nelson Mandela University	Education: SNE: Remedial	3	1	3
North West University	Learner Support	209	68	97
University of South Africa	Inclusive Education	41	15	28
University of Pretoria	Special Needs Education	71	41	50

The number and range of ACE programme offerings were much higher a few years ago, and many teachers completed their ACE qualifications with an inclusive education/remedial education/special needs education focus. The number of graduates are now declining because the ACE is not aligned to the HEQSF and being phased out. Universities will replace the ACE specialisations with Advanced Diplomas in Education and Postgraduate Diplomas in Education.

The scale at which the new Advanced Diplomas and Postgraduate Diplomas will be offered will be dependent on the extent to which the Department of Basic Education signals a need for them and teachers are supported to enrol for the specialist programmes.

It is not possible for the Department of Higher Education and Training to predict future numbers of teachers who will undertake these specialist programmes. This is dependent on the extent to which teachers choose to do these courses, or are specifically supported by the Department of Basic Education and provincial education departments to register for these programmes.

Reply:

1. The table below provides a list of products that have been designated for local production with minimum local content thresholds. The table also provides commencement dates in which the National Treasury circulated instruction notes which regulate the environment within which government departments and public entities may advertise, evaluate, adjudicate and procure designated products.

	Designated Products	LC Threshold	Date
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23.	Railing Stock Power Pylons and Substation Structures Bus Bodies Canned/ Processed Vegetables Textiles, Clothing, Leather & Footwear Sector Certain Pharmaceutical Products Set-top Boxes Furniture Products Electrical and Telecom Cables Valve Products and Actuators Working Vessels (Boats) Residential Electricity Meters Steel Conveyance Pipes Transformers and Shunt Reactors (class 04) Two Way Radio Terminals Solar PV (components) Rail Signaling System Wheelie Bins Solar Water Heaters Fire Fighting Vehicles Steel Products and Components for Construction Rail Per way (Track) Infrastructure Pumps & Medium Voltage Motors	65% 100% 80% 80% 100% Per tender 30% 85-100% 90% 70% 60% 90% 80-100% 10-90% 60% 15-90% 65% 100% 70% 30% 100% 90% 70%	16-07-2012 16-07-2012 16-07-2012 16-07-2012 16-07-2012 07-12-2011 26-09-2012 15-11-2012 08-05-2013 06-02-2014 01-08-2014 01-08-2014 28-09-2015 28-09-2015 30-06-2016 30-06-2016 30-06-2016 18-08-2016 19-07-2012 21-11-2016 13-01-2017 13-11-2017 12-12-2017

2. Both the dti and National Treasury’s teams have worked together in finalising the draft guidelines the local procurement of non-designated products. The guidelines were approved by the Minister of Trade & Industry for onward transmission to the Minister of Finance in March 2018. The National Treasury, as the custodian of supply chain policy in government is vested with the powers to circulate the guidelines to the organs of state.

Reply:

(1)(a)(i)(ii)(aa)(bb)

DPE	TOTAL No.	Permanent	Acting DDGs	Acting CDs	WOMEN
DDG	3 1 male 2 females	3 1 male 2 females	4 4 males 0 females	0	2 (67%) 0 Acting
CD	31	31	0	1 1 female	5 (16%) 1 female acting
TOTAL	3 DDGs 31 CDs	3 DDGs 31 CDs	4 male acting DDGs 0 female DDGs acting	1 female Acting CD	2 female DDGs 6 females CDs

(2)(a) (i) (b): The details of the total number of Directors on the State Owned Company (SOC) Boards of the DPE portfolio, namely Alexkor, Denel, Eskom, Transnet, SA Express and SA Airways are listed on the table below. Note that the Chief Executive Officer (CEO) of the entity is a member of each Board. Hence, the total number of Directors on each Board includes Non-Executive Directors (NEDs), the CEO and CFO, with the exception of SAA, where the Interim CFO is not a member of the Board. In addition, the composition of the SAFCOL and Alexkor Boards are under review. The vacancies listed in the column for Directors refers only to NED vacancies.

SOC BOARD	CHIEF EXECUTIVE OFFICER (CEO)	CHIEF FINANCIAL OFFICER (CFO)	DIRECTORS	WOMEN
ALEXKOR	1 male	1 female	7 (3 vacancies)	3 (42%)
DENEL	1 male (Interim)	1 male (interim)	16 (no vacancies)	6 (37.5%)
ESKOM	1 male	1 male (Interim)	14 (1 vacancy)	6 (43%)
SAFCOL	1 male	1 male (Interim)	10 (2 vacancies)	3 (30%
SA EXPRESS	1 Female (Interim)	1 male (Interim)	12 (no vacancies)	5 (42%)
SA AIRWAYS (SAA)	1 male	vacant	10 (4 vacancies)	2 (20%)
TRANSNET	1 male	1 male (Interim)	14 (no vacancies	6 (43%)
TOTAL	6 Males and 1 Female	6 males and 1 female	83 (10 vacancies, 12%)	31 (37%)

Reply:

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

1. The aircraft was delayed due to delays in insurance approvals. The Defence training similators also required cargo permits from OR Tambo and not Waterkloof as was in the permit documentation.The similators were initially authoritised and permit issued to depart from Waterkloof Airport in Pretoria.

Once the departure point for the flight changed and was scheduled to depart from OR Tambo, the place of departure on the permit was not in complaince with insurance approvals and regulations.

This resulted in the delay. However, the simulators were no longer transported by SAA.

(2) The cargo on the flight was passenger luggage.

(3) Once insurance was obtained, SA2952 - Charter left on the 27th July and had passenger luggage/cargo.

Reply:

The University of Cape Town (UCT) has provided the following responses to the questions posed.

1. UCT intends to construct an Art Gallery. However, this has not yet materialised due to competing capital projects and other priorities.
2. UCT has not made any apologies to individual artists. However, UCT has condemned the vandalism and violence that led to the destruction of the Art Gallery.
3. UCT does not censor artwork. Where artworks have been removed from public spaces on campus, this was to protect the artwork against possible damage during times of tension and facilitate on-going consultative processes around curatorial policies that are informed by the context of the university’s public spaces, which have become a subject of contestation.

UCT welcomes these debates while recognising the moral rights of artists and the need to balance the rights of various parties. The University does not acquire artwork with any condition, requirement or understanding that it will be on display forever. It remains the University’s prerogative to determine when, where and for how long it will display the artwork.

In respect of the Sarah Baartman sculpture, UCT will host an exhibition at the Ritchie Gallery from 20 September 2018 to 4 October 2018. In preparation for this exhibition, the sculpture has been removed from the Chancellor Oppenheimer Library. UCT remains committed to its programme of public debates about the display of artwork.

Reply:

 In terms of the current legislation, the mandate for regulating hemp lies with the Department of Health in terms of the Medicines and Related Substances Act of 1965 as well as the Department of Justice and Constitutional Development in terms of the Drugs and Drugs Trafficking Act of 1992. Thus, the Department of Agriculture, Forestry & Fisheries’ has mainly engaged these two departments.

The Department of Agriculture, Forestry and Fisheries (DAFF) is leading the inter-departmental team that is developing a new regulatory framework for hemp. The team is made up of the following departments: DAFF, Health, Trade and Industry, Environmental Affairs, Justice and Constitutional Development as well as the South African Police Services. The team also include state owned entities (SOEs) like Agricultural Research Council (ARC) and the Council for Scientific and Industrial Research (CSIR). The engagements between DAFF and other departments as well as SOEs take place through this platform. Much progress had been made in terms of dealing with technical matters regarding production of hemp, research and technology development, commercial feasibility and other related matters.

DAFF and the Department of Health are developing guidelines for regulating the cultivation and manufacturing of hemp and hemp products. As a result of the ongoing engagements amongst the different departments, DAFF has already formally requested the departments of Health and Justice and Constitutional Development to consider the necessary legislative amendments to allow for the commercialisation of hemp in South Africa. DAFF awaits a response from these departments.

Reply:

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

(1)(a) 2000 learners and 8 exhibitors participated in the summit.

(1)(b) The summit is aimed at making previously disadvantaged learners aware of various career opportunities within the aviation sector. SAA currently has an apprentice in SAA Technical who applied after attending the summit in the past.

(1)(c)(i) The institutions that participated in the summit are: Ekurhuleni East College TVET; Ekurhuleni West TVET College; Ratanda and Lesedi-Khanya High Schools both in Lesedi, Heidelberg; Fumana High School in Katlehong; Siyabonga High School in Soweto and Umqhele High School in Tembisa.

(1)(c)(ii) SAA with other organisations in the aviation sector are members of the Department of Transport’s Joint Aviation Awareness Program (JAAP) which works closely with the Department of Education and Transport Education Training Authority (TETA) in taking aviation to previously disadvantaged schools. The institutions and schools invited during the June summit are selected through the JAAP process, based on proximity, and to cover schools that have never been reached during the JAAP country-wide visits as SAA strives to cover all disadvantaged learners.

(1)(d) The summit is aimed at commemorating National Youth Month, and to make it relevant, SAA only hosts the summit during the final week of June when grades 9 – 11 learners have concluded their exams and before the June holidays, as the learners are not available during the holidays.

(2) No cash was disbursed to any suppliers for either transport, catering or materials as these costs were covered by TETA and other partners. There were no accommodation costs as learners are from Gauteng. The material used and distributed during the summit was printed at SAA Technical and also brought by the exhibitors.

(3)(a) The following were contracted to render services for the summit:

- TETA sponsored transport for learners;

- Birchwood contributed food packs;

- MTKR contributed sound;

- Airchefs contributed refreshments for exhibitors;

- Material provided to learners was printed internally for SAA, and provided at own cost by exhibitors.

(3)(b)(i) There were no cash disbursements; Birchwood Hotel and MTKR were offered 20 non-revenue tickets and 12 non-revenue tickets respectively as a token of appreciation.

(3)(b)(ii) SAA requested sponsorship from various companies and these were the ones that responded positively.

(3)(b)(iii) TETA provides funding for the SAA Technical Apprentice Program and one of SAA’s Technical officials, Mr. Saki Tlou, serves on the TETA board.

Reply:

Yes, SAPS have access to the HANIS system via the interface between Integrated Justice System (IJS) and Department of Home Affairs (DHA). DHA has developed a “DHA-IJS HUB” used by SAPS for verification or identification of SAPS clients whose biometrics are stored on HANIS.

If the person of interest’s biometrics are stored in HANIS, the following fields are returned as requested:-

Person Name; Person Facial Image; Person Contact Information; Person Birth Date; Person Birth Country Code; Person Living Indicator; Person Death Date ; Person Gender Code; Person Marital Status Code; Person Marital Type Code ; Person Marriage Date; Person Identification; Person Residential Address; Person Postal Address.

Reply:

	2013/2014	2014/2015	2015/2016	2016/2017	2017/2018	2018/2019 since 1 Apr
	R'000	R'000	R'000	R'000	R'000	R'000
ATTACHÉ ACCREDITATION	3,360	973	2,485	761	1,229	144
ENTERTAINMENT EXPENSES	6,111	1,944	2,301	3,783	2,513	778
TOTAL	9,471	2,917	4,786	4,544	3,742	922

DEPARTMENT OF DEFENCE

Entertainment Expenditure by Financial Year

DEPARTMENT OF MILITARY VETERANS.

Entertainment Expenditure by Financial Year
	2013/14 FY	2014/15 FY	2015/16 FY	2016/17 FY	2017/18 FY	2018/19 FY	2019/20 FY	2020/21 FY
	Audited AFS	Audited AFS	Audited AFS	Audited AFS	Unaudited	Budget	Budget	Budget
R'000
Budget	478	669	264	-	-	105	111	117
Actual	42	-	-	-	-	-	-	-

Reply:

The Department does not collect such information as a matter of routine.

The Department requested all universities and Technical and Vocational Education and Training (TVET) college to respond to the question. The table below provides the responses received from 20 universities.

University	Number of rape incidents
1. Cape Peninsula University of Technology	1
2. University of Cape Town	9
3. Central University of Technology	0
4. Durban University of Technology	1
5. University of Johannesburg	4
6. University of Limpopo	0
7. Mangosuthu University of Technology	0
8. University of Mpumalanga	0
9. Nelson Mandela University	5
10 North-West University	1
11. University of Pretoria	1
12. Rhodes University	2
13. Sol Plaatje University	0
14. University of South Africa	1
15. Stellenbosch University	0
16. Tshwane University of Technology	6
17. University of Venda	0
18. Walter Sisulu University	7
19. University of Western Cape	2
20. University of the Witwatersrand	1

The table below provides the responses received from 4 TVET colleges.

TVET College	Number of rape incidents
1. Umfolozi TVET College	1
2. Majuba TVET College	2
3. Vuselela TVET College	1
4. Northlink TVET College	3

Reply:

a) (i) The Minister has through engagement with the National Student Financial Aid Scheme (NSFAS) in 2018, raised serious concerns about the failure of NSFAS to effectively confirm funding for students and disburse funding timeously to students in Technical and Vocational Education and Training (TVET) colleges and universities. The Department with experts from the sector and support of the Board has provided support to the entity during 2017 and 2018. However, despite this support, the entity continues to face serious challenges in its business processes, IT systems, capacity, policies and controls.

(ii) These challenges have had a grave effect on the student-funding environment since 2017 and have been exacerbated in 2018. Should these matters not be addressed urgently, the challenges facing the entity will continue to negatively impact on the effective implementation of government funding for poor and working-class students to enable them to access higher education and training, and succeed in their studies.

(b) The Administrator will take over the governance, management and administration of NSFAS for one year. The general and specific Terms of Reference of the Administrator during this period will be to:

• Ensure the effective close out of the 2017 and 2018 student-funding cycles. This involves resolving data integration challenges as a matter of urgency, finalising all necessary funding decisions, ensuring reconciliation of funding data between universities and TVET colleges and NSFAS, ensuring that all the necessary agreements are in place, students are accurately funded and recorded, and ensure that all NSFAS qualifying students receive funding;
• Oversee the opening of the 2019 online applications process, ensure that all necessary partnerships for managing the applications process are in place and can be effectively monitored, and develop and manage a communications plan for the application period;
• Develop, in consultation with the Department, universities and TVET colleges, an effective and realistic plan for the 2019 funding cycle and ensure that all parties understand all their roles and responsibilities, and any necessary implementation support is made available as needed;
• Ensure that the entity pays adequate attention to both TVET colleges and universities in all aspects of its core business processes;
• Put in place the necessary management and governance controls to ensure that all risks for the 2019 student funding cycle are appropriately managed, with the support of the Department and institutions as necessary;
• Ensure that adequate plans are in place to make funding decisions at the earliest possible time of the year and as close to the period of registration as possible;
• Manage the day-to-day work of the entity, and steer NSFAS to address its operational challenges fully. This will include the strengthening of structures, systems and policies that will ensure good governance and effective management of the core operational mandate of NSFAS;
• Oversee all necessary forensic and other investigations necessary for the effective operation and management of the entity;
• Work closely with the Ministerial Committee of Inquiry appointed by the Minister to review the business processes of the entity and make long-term recommendations on the future models, structures, systems and business processes necessary for an effective NSFAS; and
• Maintain a close and productive working relationship between NSFAS and universities and TVET colleges, with a view of re-establishing a NSFAS presence on campuses from 2018 onwards.

The Administrator will report to the Minister of Higher Education and Training or her delegated officials. In addition to other forms of communication and interaction with the Ministry and Department, the Administrator is expected to submit a written report every three months on the progress made regarding the issues mentioned above. The Administrator may appoint technical experts where necessary to assist in the different areas.

Reply:

The department has started engaging in the drafting of a new Animal Welfare Act since the current legislation in South Africa (the Animal Protection Act, 1962 and the Performing Animals Protection Act, 1935) which are the principal Acts governing the protection of animals are outdated and do not comprehensively address some animal welfare issues and are also not compatible with international standards.

The draft Animal Welfare Bill is still to undergo consultation and other legislation development processes and once promulgated its regulations and schemes will be implemented as per the objectives of the Act. The transporting of live animals will form part of the identified areas that need to be well encompassed in the legislation review process.

Until the time the new Act is promulgated, the Department of Agriculture, Forestry and Fisheries (DAFF) has committed to draft guidelines on key identified areas, and these include the transportation of animals by sea. These guidelines will be based on the OIE minimum standards which include key aspects that seek to address the exporter competency as well as the vessel requirements that transport the animals.

Reply:

The Department Of basic Education (DBE) does not provide senitary towels to schools and neither has such provision been budgeted for . The hounourable member is advised to request the infomation directly from the provinces.

Reply:

The relevant information pertaining to correctional centres that were operational as on 23 August 2018 is reflected in the table below.

PROVINCE	(a) NAME OF CORRECTIONAL CENTRE	(b) LOCATION	(c) CAPACITY	(d) INMATE POPULATION
Limpopo	Kutama-Sinthumule	Thohoyandou	3024	3024
	Makhado	Makhado	324	637
	Modimolle	Modimolle	364	477
	Polokwane	Polokwane	557	1782
	Thohoyandou Female	Thohoyandou	134	211
	Thohoyandou Medium A	Thohoyandou	691	1236
	Thohoyandou Medium B	Thohoyandou	219	588
	Tzaneen	Tzaneen	67	128
Mpumalanga	Barberton Farm Maximum	Barberton	845	1179
	Barberton Medium A	Barberton	137	188
	Barberton Medium B	Barberton	631	946
	Barberton Town	Barberton	517	413
	Belfast	Belfast	58	70
	Bethal	Bethal	771	1068
	Carolina	Carolina	110	160
	Ermelo	Ermelo	513	633
	Lydenburg	Lydenburg	81	84
	Middelburg	Middelburg	317	371
	Nelspruit	Mbombela	816	1277
	Piet Retief	Piet Retief	261	446
	Standerton Medium A	Standerton	265	312
	Volksrust	Volksrust	211	276
	Witbank	Emalahleni	1278	1568
North West	Christiana	Christiana	107	114
	Klerksdorp	Klerksdorp	1098	1397
	Lichtenburg	Lichtenburg	291	261
	Losperfontein	Brits	808	1025
	Mafikeng	Mafikeng	108	120
	Mogwase	Mogwase	572	656
	Potchefstroom	Potchefstroom	867	1800
	Rooigrond Medium A	Mmabatho	757	1016
	Rooigrond Medium B	Mmabatho	266	261
	Rustenburg Medium A	Rustenburg	629	318
	Rustenburg Medium B	Rustenburg	182	97
	Wolmaranstad	Wolmaranstad	105	145
	Zeerust	Zeerust	143	134
Free State	Goedemoed Medium A	Aliwal North	813	966
	Goedemoed Medium B	Aliwal North	539	732
	Bethulie	Bethulie	51	46
	Edenburg	Edenburg	72	49
	Fauresmith	Fauresmith	57	53
	Zastron	Zastron	64	54
	Groenpunt Maximum	Vereeniging	1418	1916
	Groenpunt Medium	Vereeniging	734	690
	Groenpunt Youth	Vereeniging	281	263
	Frankfort	Frankfort	165	109
	Heilbron	Heilbron	58	93
	Parys	Parys	84	109
	Sasolburg	Sasolburg	349	438
	Vereeniging	Vereeniging	699	835
	Grootvlei Medium A	Bloemfontein	890	1532
	Grootvlei Medium B	Bloemfontein	244	289
	Brandfort	Brandfort	141	140
	Boshof	Boshof	60	45
	Ladybrand	Ladybrand	47	47
	Wepener	Wepener	147	82
	Winburg	Winburg	148	154
	Mangaung	Bloemfontein	2928	2928
	Bizza Makhate Medium A	Kroonstad	1447	1133
	Bizza Makhate Medium B	Kroonstad	528	793
	Bizza Makhate Medium C	Kroonstad	216	208
	Bizza Makhate Medium D	Kroonstad	67	34
	Bethlehem	Bethlehem	180	280
	Ficksburg	Ficksburg	87	76
	Harrismith	Harrismith	267	392
	Hennenman	Hennenman	210	590
	Hoopstad	Hoopstad	92	54
	Lindley	Lindley	78	56
	Odendaalsrus	Odendaalsrus	453	731
	Senekal	Senekal	128	109
	Venterburg	Venterburg	254	200
	Virginia	Virginia	415	590
Northern Cape	Colesberg	Colesberg	186	224
	De Aar Male	De Aar	264	343
	De Aar Female	De Aar	33	29
	Hopetown	Hopetown	51	61
	Richmond	Richmond	61	61
	Victoria West	Victoria West	92	123
	Kimberley	Kimberley	801	918
	Tswelopele	Kimberley	3021	2548
	Barkley West	Barkley West	61	51
	Douglas	Douglas	297	312
	Upington Males	Upington	725	867
	Upington Females	Upington	73	42
	Kuruman	Kuruman	316	308
	Springbok	Springbok	150	123
Gauteng	Baviaanspoort Maximum	Pretoria	349	560
	Baviaanspoort Medium	Pretoria	759	1161
	Emthonjeni	Pretoria	640	331
	Boksburg Medium A	Boksburg	2000	2508
	Boksburg Juveniles	Boksburg	274	350
	Heidelberg Male	Heidelberg	553	837
	Johannesburg Medium A	Johannesburg	2630	4230
	Johannesburg Medium B	Johannesburg	1300	2293
	Johannesburg Medium C	Johannesburg	329	508
	Johannesburg Female	Johannesburg	605	1007
	Krugersdorp	Krugersdorp	1645	2765
	Leeuwkop Maximum	Johannesburg	785	1197
	Leeuwkop Medium A	Johannesburg	1057	1048
	Leeuwkop Medium B	Johannesburg	706	847
	Leeuwkop Medium C	Johannesburg	719	1137
	Modderbee	Benoni	2492	4421
	Devon	Devon	679	517
	Nigel	Nigel	333	436
	Kgoši Mampuru II Local	Pretoria	2171	2385
	Kgoši Mampuru II Central	Pretoria	1563	2513
	Kgoši Mampuru II Female	Pretoria	166	284
	Odi	Mabopane	891	1443
	Atteridgeville	Pretoria	609	1162
	Zonderwater Medium A	Cullinan	872	1402
	Zonderwater Medium B	Cullinan	773	1080
KwaZulu/Natal	Durban Medium A	Durban	2501	2754
	Durban Medium B	Durban	1975	3408
	Durban Medium C	Durban	689	999
	Durban Female	Durban	251	354
	Durban Youth	Durban	629	527
	Umzinto	Umzinto	477	720
	Ingwavuma	Ingwavuma	109	83
	Stanger	Stanger	133	142
	Empangeni	Empangeni	307	377
	Mtunzini	Mtunzini	161	159
	Eshowe	Eshowe	642	761
	Maphumulo	Maphumulo	77	79
	Qalakabusha	Empangeni	1392	2217
	Glencoe	Glencoe	666	416
	Dundee	Dundee	113	135
	Pomeroy	Pomeroy	88	78
	Ladysmith	Ladysmith	344	504
	Bergville	Bergville	29	41
	Greytown	Greytown	105	72
	Kranskop	Kranskop	113	92
	Ebongweni	Kokstad	1440	1035
	Port Shepstone	Port Shepstone	150	288
	Kokstad Medium	Kokstad	340	541
	Matatiele	Matatiele	83	100
	Umzimkulu	Umzimkulu	66	0
	Nongoma	Nongoma	54	70
	Ncome Medium A	Vryheid	487	825
	Ncome Medium B	Vryheid	753	1196
	Melmoth	Melmoth	46	56
	Vryheid	Vryheid	273	339
	Nkandla	Nkandla	36	44
	Pietermaritzburg Medium A	Pietermaritzburg	2499	3379
	Pietermaritzburg Medium B	Pietermaritzburg	356	517
	Sevontein	Pietermaritzburg	831	1428
	New Hanover	New Hanover	231	321
	Ixopo	Ixopo	165	258
	Waterval Medium A	Utrecht	603	1010
	Waterval Medium B	Utrecht	613	1059
	Utrecht	Utrecht	38	46
	Newcastle	Newcastle	283	333
	Ekuseni	Newcastle	600	463
Eastern Cape	Fort Beaufort	Fort Beaufort	168	75
	Grahamstown	Grahamstown	309	654
	King William's Town	King William's Town	536	608
	Middledrift	Middledrift	646	1194
	Stutterheim	Stutterheim	50	74
	East London Medium A	East London	836	1525
	East London Medium B	East London	543	857
	East London Medium C	East London	273	300
	Mdantsane	Fort Jackson	582	1556
	Graaff-Reinet	Graaff-Reinet	63	137
	Jansenville	Jansenville	31	35
	Kirkwood	Kirkwood	787	1175
	Somerset-East	Somerset-East	167	217
	Bizana	Bizana	47	95
	Elliotdale	Elliotdale	49	16
	Flagstaff	Flagstaff	37	117
	Lusikisiki	Lusikisiki	109	295
	Mount Ayliff	Mount Ayliff	85	0
	Mount Fletcher	Mount Fletcher	86	224
	Mount Frere	Mount Frere	32	94
	Mqanduli	Mqanduli	107	131
	Nqgeleni	Nqgeleni	108	172
	Tabankulu	Tabankulu	64	156
	Mthatha Remand	Mthatha	634	809
	Mthatha Medium	Mthatha	720	1481
	Barkly-East	Barkly-East	67	115
	Burgersdorp	Burgersdorp	149	303
	Butterworth	Butterworth	266	209
	Cofimvaba	Cofimvaba	101	69
	Cradock	Cradock	253	453
	Dordrecht	Dordrecht	92	112
	Engcobo	Engcobo	99	123
	Idutywa	Idutywa	62	163
	Lady Frere	Lady Frere	46	95
	Middelburg	Middelburg	317	413
	Nqamakwe	Nqamakwe	39	0
	Queenstown	Queenstown	125	243
	Sada	Whittlesea	261	446
	Sterkspruit	Sterkspruit	62	74
	Willowvale	Willowvale	52	83
	St Albans Maximum	Port Elizabeth	1468	1715
	St Albans Medium A	Port Elizabeth	706	1387
	St Albans Medium B	Port Elizabeth	929	1790
	Patensie	Patensie	353	490
	Port Elizabeth	Port Elizabeth	625	534
Western Cape	Allandale	Paarl	336	824
	Hawequa	Wellington	208	218
	Obiqua	Tulbagh	234	424
	Staart van Paardeberg	Paarl	261	355
	Brandvlei Medium C	Worcester	693	537
	Brandvlei Youth	Worcester	346	411
	Brandvlei Maximum	Worcester	960	696
	Drakenstein Medium A	Paarl	556	778
	Drakenstein Medium B	Paarl	474	623
	Drakenstein Maximum	Paarl	386	562
	Stellenbosch	Stellenbosch	71	81
	Beaufort-West	Beaufort-West	76	176
	George	George	563	1019
	Knysna	Knysna	179	378
	Ladismith	Ladismith	54	103
	Mosselbaai	Mosselbaai	346	508
	Oudtshoorn Medium A	Oudtshoorn	300	625
	Oudtshoorn Medium B	Oudtshoorn	78	105
	Prince Albert	Prince Albert	52	82
	Uniondale	Uniondale	52	100
	Goodwood	Goodwood	2115	3043
	Buffeljagsrivier	Swellendam	245	415
	Caledon Remand	Caledon	215	277
	Helderstroom Medium A	Caledon	755	1178
	Helderstroom Maximum	Caledon	589	853
	Malmesbury Medium A	Malmesbury	1392	1569
	Malmesbury RDF	Malmesbury	178	354
	Riebeek-West	Riebeek-West	205	198
	Pollsmoor Remand	Cape Town	1786	2519
	Pollsmoor Medium A	Cape Town	1111	2111
	Pollsmoor Medium B	Cape Town	437	1653
	Pollsmoor Medium C	Cape Town	577	690
	Pollsmoor Females	Cape Town	485	787
	Calvinia	Calvinia	41	63
	Vanrhynsdorp	Vanrhynsdorp	492	469
	Vanrhynsdorp Females	Vanrhynsdorp	32	22
	Voorberg Medium A	Porterville	534	518
	Voorberg Medium B	Porterville	1560	1887
	Dwarsrivier	Wolseley	232	364
	Robertson	Robertson	234	364
	Warmbokkeveld	Ceres	520	503
	Worcester Males	Worcester	573	932
	Worcester Females	Worcester	142	251

Reply:

1. (a)(i) There are 56 disputes currently faced by the Department.

(ii) There are 50 disputes currently faced by the entities reporting to the Department.

(b)-(d) The details of the cause, nature, date of dispute reported and resolved of each dispute are provided in the table below:

Department:

Number of Conciliations	(b) Cause of dispute	(c ) Nature of dispute	(i) Date reported	(ii) Date resolved
Employee 1 (Head Office)	Allegation of unfair dismissal	Unfair dismissal	26/04/2018	26/04/2018 Unresolved
Employee 2 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	11/06/2018	11/06/2018 Unresolved
Employee 3 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	11/06/2018	11/06/2018 Unresolved
Employee 4 (Motheo TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	18/04/2018	18/04/2018 Withdrawn
Employee 5 (Motheo TVET College)	Allegations of failure to promote	Unfair Conduct - promotion	26/04/2018	26/04/2018 Settlement agreement reached
Employee 6 (Head Office)	Allegations of failure to promote	Unfair Conduct - promotion	30/04/2018	30/04/2018 Unresolved
Employee 7 (Northlink TVET College)	Allegations of unfair conduct related to promotion, demotion, training, probation and benefits	Unfair Conduct - promotion, demotion, training, probation and benefits	07/05/2018	07/05/2018 Unresolved
Employee 8 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	24/05/2018	24/05/2018 Withdrawn by the Applicant
Employee 9 (College of Cape Town)	Allegations of unfair conduct related to promotion, demotion, training, probation and benefits	Unfair Conduct - promotion, demotion, training, probation and benefits	31/05/2018	31/05/2018 Withdrawn by the Applicant
Employee 10 (Eastern Cape CET)	Allegations of demotion	Unfair Conduct - demotion	07/06/2018	07/06/2018 Unresolved
Employee 11 (Port Elizabeth TVET College)	Equal pay for equal value of work	Unfair Discrimination	20/04/2018	20/04/2018 Unresolved
Employee 12 (Motheo TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation or Application of Collective Agreement	26/04/2018	26/04/2018 Unresolved
Employee 13 (Central Johannesburg TVET College)	Allegations of refusal to disclose information	Protected disclosure of information	04/05/2018	04/05/2018 Unresolved
Employee 14 (Head Office)	Equal pay for equal value of work	Unfair Discrimination	01/06/2018	01/06/2018 Unresolved
Employee 15 (Coastal TVET College)	Allegations of unfair labour practice related benefits	Unfair Conduct - benefits	10/04/2018	10/04/2018 Settlement agreement reached

Number of Arbitrations	(b) Cause of dispute	(c ) Nature of dispute	(i) Date reported	(ii) Date resolved
Employee 1 (Coastal TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	01/04/2018	01/04/2018 Settlement reached
Employee 2 (Head Office)	Allegation of unfair suspension	Unfair Suspension	03/04/2018	03/04/2018 Settlement reached
Employee 3 (Ikhala TVET College)	Allegations of unfair dismissal	Unfair dismissal	05/04/2018	Pending
Employee 4 (Taletso TVET College)	Allegations of non-renewal of fixed term contract	Fixed term contract	12/04/2018	18/06/2018 Arbitration award in favour of Respondent
Employee 5 (Buffalo City TVET College)	Allegations of unfair dismissal	Unfair dismissal	12/04/2018	Pending
Employee 6 (Eastcape Midlands TVET College)	Allegations of failure to provide conditions of service in terms of Basic Conditions of Employment Act	Provisions of basic conditions of employment act	12/04/2018	Pending
Employee 7 (Ekurhuleni West TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	13/04/2018	Pending
Employee 8 (Letaba TVET College)	Allegations of unfair dismissal	Unfair dismissal	17/04/2018	08/05/2018 Arbitration award in favour of the Department
Employee 9 (Ehlanzeni TVET College)	Allegations of unfair dismissal	Unfair dismissal	19/04/2018	30/05/2018 Arbitration award in favour of the applicant
Employee 10 (Port Elizabeth TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	23/04/2018	30/05/2018 Dispute withdrawn
Employee 11 (South West Gauteng TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	24/04/2018	24/04/2018 Settlement reached
Employee 12 (South West Gauteng TVET College)	Allegations of unfair dismissal	Unfair dismissal	30/04/2018	Pending
Employee 13 (Orbit TVET College)	Allegations of unfair dismissal	Unfair dismissal	02/05/2018	Pending
Employee 14 (Maluti TVET College)	Allegations of unfair suspension	Unfair suspension or disciplinary action	04/05/2018	Pending
Employee 15 (Free State CET)	Allegations of termination of service based on Public Service Act Section 17(3) B	Termination of employment in terms of Public Service Act Section 17(3) b	04/05/2018	04/05/2018 Matter dismissed
Employee 16 (Ingwe TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice: benefits	07/05/2018	07/05/2018 Default award issued against the applicant
Employee 17 (Department of Education)	Allegations of unfair dismissal	Unfair dismissal	08/05/2018	Pending
Employee 18 (Head Office)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	10/05/2018	Pending
Employee 19 (Tshwane South TVET College)	Allegations of unfair dismissal	Unfair dismissal	10/05/2018	Pending
Employee 20 (Ehlanzeni TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	14/05/2018	Pending
Employee 21 (Westcoast TVET College)	Allegations of unfair dismissal	Unfair dismissal	15/05/2018	Pending
Employee 22 (Majuba TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	17/05/2018	Pending
Employee 23 (Tshwane South TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	17/05/2018	Pending
Employee 24 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	17/05/2018	17/05/2018 Settlement agreement reached
Employee 25 (Tshwane North TVET College)	Allegations of failure to promote	Unfair conduct : promotion	18/05/2018	Pending
Employee 26 (Ekurhuleni West TVET College)	Allegations of failure to promote	Unfair conduct : promotion	18/05/2018	18/05/2018 Matter withdrawn
Employee 27 (Eastcape Midlands TVET College)	Allegations of non-renewal of fixed term contract	Fixed term contract	22/05/2018	Pending
Employee 28 (Mnambithi TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	23/05/2018	Pending
Employee 29 (Maluti TVET College)	Allegations of failure to interpret and apply collective agreement	Interpretation and application of Collective Agreement	22/05/2018	22/05/2018 Settlement agreement reached
Employee 30 (Umfolozi TVET College)	Non-renewal of fixed term contract	Fixed term contract	04/05/2018	Pending
Employee 31 (Port Elizabeth TVET College)	Allegations of unlisted unfair labour practice	Unfair labour practice- other	05/05/2018	Pending
Employee 32 (Majuba TVET College)	Allegations of unfair dismissal based on employers operational requirements	Dismissal based on employers operational requirements	06/06/2018	27/06/2018 Award in favour of applicants
Employee 33 (Majuba TVET College)	Allegations of unfair dismissal	Unfair dismissal	08/06/2018	08/06/2018 Applicant withdraw dispute
Employee 34 (Central Johannesburg TVET College)	Allegations of unfair labour practice related promotion	Unfair labour practice- promotion	19/06/2018	Pending
Employee 35 (Ikhala TVET College)	Allegations of unfair dismissal	Unfair dismissal	20/06/2018	Pending
Employee 36 (South Cape TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	20/06/2018	20/06/2018 Default award against the Department
Employee 37 (Lovedale TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	21/06/2018	Pending
Employee 38 (Tshwane South TVET College)	Allegations of unfair dismissal	Unfair dismissal	21/06/2018	Pending
Employee 39 (Ekurhuleni East TVET College)	Allegations of unfair dismissal	Unfair dismissal	22/06/2018	Pending
Employee 40 (Ikhala TVET College)	Allegations of unfair labour practice related benefits	Unfair labour practice- benefits	25/06/2018	Pending
Employee 41 (Letaba TVET College)	Allegations of unfair dismissal	Unfair dismissal	26/06/2018	Pending

Entities reporting to the Department:

Culture, Arts, Tourism, Hospitality and Sport Sector Education and Training Authority (CATHSSETA) – 4
Cause of dispute	Nature of dispute	Date of dispute
	Reported	Resolved
Failure to declare personal interest / conflict of interest	Dishonesty and breach of employment conditions.	01/2015	07/2015 Pending - CCMA
Bringing the employer into to disrepute	Violation of code of conduct.	06/2015	04/2016 Pending -Labour Court
Gross insubordination	Abuse of authority and failure to take reasonable instructions.	06/2015	08/2015 Pending - Labour Court
Failure to execute reasonable instruction	Poor work performance, intimidation and failure to execute a reasonable instruction.	04/2018	Pending
Construction Education and Training Authority (CETA) – 9
Cause of dispute	Nature of Dispute	Date dispute
	Reported	(ii) Resolved
Labour Relations matter	Misconducts: Disciplinary Hearing	04/2013	05/2013
Labour Relations matter	Misconducts: Disciplinary Hearing	08/2014	09/2014
Labour Relations matter	Misconducts: Disciplinary Hearing	05/2015	09/2015
Labour Relations matter	Misconducts: Disciplinary Hearing	05/2015	07/2015
Labour Relations matter	Misconducts: Disciplinary Hearing	05/2015	11/2015
Labour Relations matter	Misconducts: Disciplinary Hearing	07/2015	11/2015
Labour Relations matter	Misconducts: Disciplinary Hearing	09/2015	112015
Labour Relations matter	Misconducts: Disciplinary Hearing	01/2016	02/2016
Labour Relations matter	Misconducts: Disciplinary Hearing	10/2013	10/2013

Chemical Industries Education and Training Authority (CHIETA) – 1
Cause of dispute	Nature of Dispute	Date dispute
	Reported	(ii) Resolved
Dereliction of duties	Employee challenging final written warning	03/2018	Pending -CCMA
Education, Training and Development Practices Sector Education and Training Authority (ETDPSETA) – 9
Cause of dispute	Nature of Dispute	Date dispute
	Reported	(ii) Resolved
Dismissal	Unfair dismissal	09/2015	04/2016
Transfer to Another Unit	Alleged unfair demotion	05/2016	07/2018
Non Signing of Internship Agreement	Constructive dismissal	10/2016	09/2017
Non-Renewal of Internship Agreement	Unfair dismissal	01/2017	05/2017
Non-Payment of Performance Bonus	Unfair labour practice (Bonus)	10/2017	11/2017
Acceptance of Repudiation of Contract	Constructive dismissal	11/2018	01/2018
Non-Payment of Performance Bonus	Unfair labour practice (Bonus)	11/2018	02/2018
Acceptance of repudiation of Contract	Constructive dismissal	01/2018	06/2018
Non-Signing of Internship Agreement	Unfair labour practice	08/2018	Pending
Energy and Water Sector Education and Training Authority (EWSETA) – 1
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
13th Cheque	Protected Strike	11/2016	03/2017
Finance and Accounting Services Sector Education and Training Authority (FASSET) – 3
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Failure to adhere to SCM policies and	Failure to adhere to SCM policy, non-adherence to recruitment and selection policy	01/2018	08/2018.
Withdrawal of incorrect appointment	Withdrawal of job offer	02/2018	Pending -CCMA.
Poor performance and misrepresentation of information	Poor performance, failure to meet crucial deadline.	08/2018	Pending
Food and Beverage Manufacturing Industry Sector Education and Training Authority (FOODBEV) – 4
Cause of dispute	Nature of Dispute	Date dispute
	Reported	Resolved
Misconduct	Unfair dismissal	12/2014	04/2016
Misconduct	Unfair dismissal	08/2017	06/2018
Misconduct	Unfair dismissal	11/2014	Pending -Labour Court
Retrenchment	Unfair dismissal	11/2017	Pending - CCMA
Health and Welfare Sector Education and Training Authority (HWSETA) – 1
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Employee was unsuccessful in the interview	Unfair Labour Practise	03/2017	08/2017
Media, Information and Communication Technologies Sector Education and Training Authority (MICT) – 4
Cause of dispute	Nature of Dispute	Date dispute
	Reported	(ii) Resolved
Non-renewal of fixed-term contract	Unfair dismissal	04/2018	Pending - CCMA
Change in retirement age	Unfair labour practice	10/2016	Pending - Labour Court
Misconduct	Unfair dismissal	04/2013	Pending - Labour Court
Misconduct	Unfair dismissal		03/2018
Mining Qualifications Authority (MQA) – 2
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Dismissal	Challenging fairness of his dismissal	06/2017	Pending - CCMA
Dismissal	Challenging fairness of her dismissal	07/2018	Pending - CCMA

Safety and Security Sector Education and Training Authority (SASSETA) – 2
Cause of dispute	Nature of Dispute	Date dispute
	(i)Reported	(ii) Resolved
Refusal to accept job placement	Unfair labour practice	06/2018	Pending
Dissatisfaction with the procedure and substance of the disciplinary hearing proceedings leading to dismissal	Unfair dismissal	08/2018	Pending
Services Sector Education and Training Authority (Services SETA) – 1
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Interpretation of Labour Law	NEHAWU unhappiness with implementation of organisational realignment decision	10/2017	Pending
Wholesale and Retail Sector Education and Training Authority (W&RSETA) – 1 labour dispute
Cause of dispute	Nature of Dispute	Date dispute
	(i) Reported	(ii) Resolved
Unfair labour practice	Non-shortlist	03/2018	Pending - CCMA
Quality Council for Trades and Occupations (QCTO) – 1
Cause of dispute	Nature of Dispute	Date of dispute
	Reported	(ii) Resolved
Alleged acts of gross misconduct	Misrepresentation of financial disclosure and Performing extra work/private work for own benefit, during the employer’s working hours without the permission of the employer.	07/2018	Pending (Employee is on suspension, investigations are in progress)

National Institute for Humanities and Social Sciences (NIHSS) = 5 labour dispute
(1)(b) Cause of dispute	(1)(c) Nature of dispute	(1)(d) Date of dispute
		(d)(i) Reported	(d)(ii) Resolved
Grievance lodged against the Chief Executive Officer (CEO) by BRICS Programme Coordinator for alleged bullying, harassment, victimisation, intimidation, discrimination and bullying	11/2017	Pending, independent investigative report to be tabled to the NIHSS board for final decision making
Grievance lodged against the Acting BRICS/Research Director by the BRICS Programme Coordinator for alleged harassment, bullying, badgering, victimisation and intimidation	11/2017	Pending, independent investigative report to be tabled to the NIHSS board for final decision making
Grievance lodged against the Acting BRICS/Research Director by the BRICS Programme Coordinator for alleged harassment, bullying, badgering, victimisation and intimidation	11/2017	Pending, independent investigative report to be tabled to the NIHSS board for final decision making
Commission for Conciliation, Mediation and Arbitration (CCMA) arbitration lodged by APSA trade union obo Programme Administrator against Senior Human Resource (HR) Manager and Acting Director, BRICS/Research for unfair labour practice	07/2018	Pending, awaiting date of hearing at CCMA
CCMA arbitration lodged by APSA trade union obo Senior Administrator against Senior HR Manager and Chief Financial Officer for unfair labour practice	08/ 2018	Pending, awaiting date of hearing at CCMA
CCMA Arbitration lodged by APSA Trade Union against NIHSS for alleged infringement of organisational rights	08/2018	Pending, awaiting date of hearing at CCMA
South African Qualifications Authority (SAQA) = 3 labour disputes
(1)(b) Cause of dispute	(1)(c) Nature of dispute	(1)(d) Date of dispute
		Reported	Resolved
Dismissal after failing to make probation after the probation period was extended	Labour Court	10/2015	SAQA is waiting for judgement after the matter was heard on 16 August 2018
Fraud / deliberately supplying incorrect or falsified information and Committing an act which undermines the financial management and internal control system of the organisation	Disciplinary hearing	08/2018	Set for hearing on 29 August 2018
Dissatisfaction with performance review outcomes	Grievance	08/2018	Pending

1. (a) (i) Total number of employees who were dismissed by the Department in the past five years is 35. The table below provide a breakdown of employees dismissed:

Number of employees dismissed from 01 January 2018 to 30 June 2018 = 11	Reason for dismissal for each employee
Employee 1 (National Skills Fund)	Collusion
Employee 2 (Ikhala TVET College)	Gross insurbordination
Employee 3 (Buffalo City TVET College)	Abuse of sick leave
Employee 4 (Tshwane South TVET College)	Causing prejudice to the administration of the College
Employee 5 (Mthashana TVET College)	Failure to comply with the rules or regulations
Employee 6 (False Bay TVET College)	Unauthorised absence, poor time keeping and neglignce
Employee 7 (Motheo TVET College)	Gross insubordination, gross negligence and bringing the Collleg name and image of the into disrepute
Employee 8 (False Bay TVET College)	Gross negligence, contravenining of cash management policy, bringing the name and image of the college into disrepute and contravenining staff code of conduct policy
Employee 9 (Ikhala TVET College)	Racism
Employee 10 (False Bay TVET College)	Gross insurbordination and dereliction of duty
Employee 11 (Motheo TVET College)	Gross insurbordination or dereliction of duty
Number of employees dismissed from 01 January 2017 to December 2017 = 7	Reason for dismissal for each employee
Employee 1 (South West TVET College)	Abscondment
Employee 2 (Westcoast TVET College)	Assault
Employee 3 (Northern Cape Rural TVET College)	Abscondment
Employee 4 (Northern Cape Rural TVET College)	Abscondment
Employee 5 (Northern Cape Rural TVET College)	Abscondment
Employee 6 (Goldfields TVET College)	Racism
Employee 7 (Motheo TVET College)	Wilful mismangement of funds

Number of employees dismissed from 01 January 2016 to December 2016 = 12	Reason for dismissal for each employee
Employee 1 (South West TVET College)	Poor performance other than incapacity
Employee 2 (Head Office)	Gross dishonesty, threatening of a superior and insubordination
Employee 3 (Tshwane South TVET College)	Theft
Employee 4 (Taletso TVET College)	Theft
Employee 5 (Ehlanzeni TVET College)	Corruption
Employee 6 (Northlink TVET College)	Fraud
Employee 7 (Umfolozi TVET College)	Abuse of college vehicle
Employee 8 (Ehlanzeni TVET College)	Abscondment
Employee 9 (Western TVET College)	Racism
Employee 10 (Taletso TVET College)	Abscondment
Employee 11 (Tshwane South TVET College)	Gross dishonesty
Employee 12 (Ingwe TVET College)	Mismanagement of funds

Number of employees dismissed from 01 January 2015 to December 2015 = 5	Reason for dismissal for each employee
Employee 1 (Westcoast TVET College)	Gross insurbordination
Employee 2 (South West Gauteng TVET College)	Gross dishonesty
Employee 3 (Ehlanzeni TVET College)	Abscondment
Employee 4 (Motheo TVET College)	Procurement irregularities and fraud
Employee 5 (Lovedale TVET College)	Collecting money from students without authority
Total	5

*Number of employees dismissed from 01 January 2014 to 30 December 2014 = Employees not yet migrated to the Department, no figures available.