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30 July 2018 - NW1546

Profile picture: Mbhele, Mr ZN

Mbhele, Mr ZN to ask the Minister of Police

What is the total number of private firearm owners that were registered in the Central Firearm Register in each specified year (details furnished)?

Reply:

The requested data is not available, for the period 1994 to 2002.

Prior to 1994, South Africa was divided into different states, namely South Africa, Transkei, Bophuthatswana, Venda and Ciskei. All these territories had their own separate firearm registration systems. In South Africa, the firearm licencing process was the responsibility of the Department of Home Affairs (DHA), up until 1994.

After the assumption of the firearm licencing process, by the South African Police Service (SAPS), in 1994, a new system called the Firearm Register System was introduced. However, the information received from the DHA, was in a form of a spreadsheet, called a "data dump" and there was no application linked to a specific firearm. Therefore, the current Enhanced Firearm Register System (EFRS), does not contain records for the period, 1994 to 2002.

The number of private firearm owners, registered in the Central Firearm Register CFR), in the specified years, is as follows:

Specified period

Number of private firearm owners

31 December 2004

903 481

31 December 2006

925 285

31 December 2008

969 560

31 December 2010

1 069 077

31 December 2012

1 337 280

31 December 2014

1 425 822

31 December 2016

1 586 279

 


Reply to question 1546 recommended

GENERAL NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
Date:23-07-2018

Reply to question 1546 approved


MINISTER OF POLICE
BH CELE, MP
Date: 27/07/2018

30 July 2018 - NW1789

Profile picture: Kopane, Ms SP

Kopane, Ms SP to ask the Minister of Health

(1)Whether the North West department of health has ever spent any Comprehensive HIV and AIDS Conditional Grant funds on the procurement of ambulance services; if not, what is the position in this regard; if so, (a) why, (b) in which financial year(s) was the conditional grant used to procure ambulance services, (c) which ambulance services were procured, (d) at what costs to the provincial department and (e) what are the terms of the contract in each case; (2) whether the provincial department paid the invoices of Buthelezi Emergency Medical Services in full even though it has been found that the service has been overcharging and that the invoices were not in line with the provisions of the Public Finance Management Act, Act 1 of 1999; if so, what are the relevant details in each case?

Reply:

(1) (a) Money was spent from the Conditional Grant for the Inter Facility Transfer of patients in the province.

(b) In the 2016/17 and the 2017/18 financial years.

(c) The service procured was for inter facility transfers, that is the moving of patients between health facilities.

(d) The ambulance services procured were for inter-facility transfer of patient and for the financial years mentioned above the costs were as 2016/17 - R45,188,078 and 2017/18 - R207,531,593-50 by March 2018 with other invoices submitted by the service provider for payment amounting to R174,064,224-21, however subject to verification. The contract was for the movement of patient from one health facility to the next so that the patient could get a better level of care. This is for the movement of Priority One, two and three patients.

(e) It is an order based contract.

(2) Some of the invoices were paid in full. When invoices were verified it was noted that some were overcharged. An investigation is underway to try to recover the costs.

END.

30 July 2018 - NW1460

Profile picture: Wilson, Ms ER

Wilson, Ms ER to ask the Minister of Basic Education

(1)Whether, with reference to the reply of the President, Mr C M Ramaphosa, to the debate on the State of the Nation Address on 22 February 2018 to implement lifestyle audits, (a) she, (b) senior management service members in her department and/or (c) any of the heads of entities reporting to her have undergone a lifestyle audit in the past three financial years; if not, have any plans been put in place to perform such audits; if so, in each case, what are the details of the (i) date of the lifestyle audit, (ii) name of the person undergoing the audit, (iii) name of the auditing firm conducting the audit and (iv) outcome of the audit; (2) whether she will furnish Ms E R Wilson with copies of the lifestyle audit reports?

Reply:

1. (a) (b) (i) (ii) (ii) and (iv) The Department has taken note following the State of the Nation Address to conduct an audit or implement lifestyle audit starting at Minister and Senior Management level. The Department will engage and work with the law enforcement agency to assist in the lifestyle audit as the Department alone will not have access to review personal information of officials like bank accounts. The fraud risk assessment will be utilised to identify other areas of potential fraud and corruption for the entire Department.

(c) (i) (ii) (ii) and (iv)

SACE RESPONSE:

1.C. No – For the past three financial years, the Council did not conduct lifestyle Audits for its Head or Chief Executive Officer.

  1. N/A
  2. N/A
  3. N/A
  4. N/A

2. The Council will adhere to the directives and guidance of the Accounting authority in this regard.

UMALUSI RESPONSE:

1. (c) The Chief Executive officer of Umalusi has not undergone a lifestyle audit in the past three financial years. Currently there is no plan in place to perform such an audit in the current financial year.

2. Once the lifestyle audit is conducted and finalised the Minister will determine its circulation.

30 July 2018 - NW1620

Profile picture: Kopane, Ms SP

Kopane, Ms SP to ask the Minister of Health

What (a) is the name of each (i) clinic, (ii) hospital and (iii) community health centre in each province that is earmarked for refurbishment and/or revitalisation in the 2018-21 Medium-Term Expenditure Framework, (b) are the details of any new medical equipment that will be procured and (c) are the relevant details of the upgrades in each case?

Reply:

The attached Annexure 1 reflects the details in this regard.

END.

30 July 2018 - NW1545

Profile picture: Mbhele, Mr ZN

Mbhele, Mr ZN to ask the Minister of Police

What is the total number of firearms that (a) are currently registered in the Central Firearm Register (CFR) and (b) were registered on the CFR as at (i) 31 December 1994, (ii) 31 December 1996, (iii) 31 December 1998, (iv) 31 December 2000, (v) 31 December 2002, (vi) 31 December 2004 and (vii) 31 December 2006?

Reply:

(a) The total number of firearms that are currently registered in the Central Firearm Register (CFR), is 5 567 706.

(b)(i) to (v) The requested data is not available for the period, 1994 to 2002. Prior to 1994, South Africa was divided into different states, namely South Africa, Transkei, Bophuthatswana, Venda and Ciskei. All these territories had their own separate firearm registration systems. In South Africa, the firearm licencing process was the responsibility of the Department of Home Affairs (DHA), up until 1994.

After the assumption of the firearm licencing process, by the South African Police Service (SAPS), in 1994, a new system called the Firearm Register System, was introduced. However, information received from the DHA was in a form of a spreadsheet, called a "data dump" and there was no application linked to a specific firearm. Therefore, the current Enhanced Firearm Register System (EFRS), does not contain records for the period, 1994 to 2002.

(b)(vi) The total number of firearms that were registered in the CFR, as at 31 December 2004, was 3 237 987.

(b)(vii) The total number of firearms that were registered in the CFR, as at 31 December 2006, was 3 352 728.

Reply to question 1545 recommended

GENERAL NATIONAL COMMISSIONER: SOUTH AFRICAN POLICE SERVICE
KJ SITOLE (SOEG)
Date:

Reply to question 1545 approved

MINISTER OF POLICE
BH CELE, MP
Date: 27/07/2018

30 July 2018 - NW2176

Profile picture: Thembekwayo, Dr S

Thembekwayo, Dr S to ask the Minister of Health

Whether his department is building any new (a) clinics and/or (b) hospitals; if so, (i) where will each clinic and/or hospital be built, (ii) by what date will each be completed and (iii) what will be the budget allocation for each planned clinic and/or hospital?

Reply:

Please refer to the attached Annexure 1 for the response to the question.

END.

30 July 2018 - NW1224

Profile picture: Groenewald, Dr PJ

Groenewald, Dr PJ to ask the Minister of Cooperative Governance and Traditional Affairs

(1)With reference to the reply to question 2435 on 13 November 2017, whether his department has received the information; if not, (a) why not and (b) by what date will the information actually be available; if so, what number of tribal chiefs is currently recognised by the Government as traditional leaders; (2) what amount has each specified tribal chief received in remuneration in each year since 1 January 2012; (3) (a) what (i) movable and (ii) immovable benefits did each specified tribal chief reveived in each specified year and (b) what did the costs amount to in each case; (4) whether he will make a statement on the matter?

Reply:

The Honourable Member is requested to note that the Department has not received the said information from provinces. However, a reminder to submit the outstanding information on movable and immovable benefits with the associated costs that each senior traditional leader and king received was forwarded to the Kwa-Zulu Natal, Limpopo and Mpumalanga Provinces. The information will be provided to the Honourable Member as soon as it becomes available.

30 July 2018 - NW1920

Profile picture: Thembekwayo, Dr S

Thembekwayo, Dr S to ask the Minister of Health

(1)What (a) is the total number of incidents of sexual harassment that were reported to the human resources offices of entities reporting to him in (i) 2016 and (ii) 2017 and (b) are the details of each incident that took place; (2) was each incident investigated; if not, why not in each case; if so, what were the outcomes of the investigation in each case?

Reply:

Entity

(1)(a)

(b)

(2)

National Health Laboratory Service

(i) 2016

1

The case involves a male supervisor who gave a lift to one of the junior female staff members after they had completed their shift. The supervisor was alleged to have made inappropriate comments to the lady colleague and also wanted to touch her inappropriately. The matter was reported and the supervisor was subsequently charged and dismissed. He then referred his matter to the CCMA for adjudication. The CCMA ruled in his favour and the NHLS applied to the Labour Court to have the matter reviewed and set aside.

After the matter was reported there was an investigation conducted which led to the conclusion that there was a case to be answered hence the supervisor was charged and dismissed from the NHLS.

 

(ii) 2017

1

The case involves a senior manager who is alleged to have shown two junior staff members an inappropriate explicit picture of a pornographic nature. The manager concerned was charged and subjected to a disciplinary enquiry and the matter is still ongoing.

The Matter was investigated and also referred to a disciplinary enquiry as a result of the recommendation from the investigation. This was after prima facie evidence was unearthed.

Council Medical Schemes

(i) 2016

None

None

None

 

(ii) 2017

None

None

None

Office of Health Standards Compliance

(i) 2016

None

None

None

 

(ii) 2017

None

None

None

South African Medical Research Council

(i) 2016

None

None

None

 

(ii) 2017

None

None

None

END.

30 July 2018 - NW1931

Profile picture: Matiase, Mr NS

Matiase, Mr NS to ask the Minister of Finance

(1)What (a) is the total number of incidents of sexual harassment that were reported to the human resources offices of (i) the National Treasury and (ii) entities reporting to him in (aa) 2016 and (bb) 2017 and (b) are the details of each incident that took place; (2) was each incident investigated; if not, why not in each case; if so, what were the outcomes of the investigation in each case?

Reply:


NATIONAL TREASURY

1. (a) (i) (aa) (bb) Nil

(b) Not applicable

(2) Not applicable.

ASB

No incidents of sexual harassment were reported to the human resources officer in the Accounting Standards Board during 2016 or 2017.

CBDA

CBDA did not have any incidents of sexual harassment reported to the human resources offices.

DBSA

(1) (a) (b) None

(2) N/A

FIC

(1)(a)(ii)(aa)(bb)(b) The Financial Intelligence Centre confirms that there were no reports of

sexual harassment made to its Human Resources business unit.

(2) Not applicable.

FSCA

(1) 1 case.

(2) There was one case of sexual harassment reported during the month of October / November in 2017. An independent Chairperson was appointed to adjudicate the case. It was found that the employee made unsubstantiated allegations against the accused. She referred the matter to the CCMA but subsequently withdrew the case.

GEPF

There has been no incidents of sexual harassment reported.

 

GPAA

Question 1 : In 2016/2017, The following incidents were reported;

1. A female employee at level 6 lodged a grievance against a team leader at level 8.

2. Incident reported on 2/10/2017, where a junior employee at level 6 lodged a grievance against a senior employee acting at level 14.

3. A female employee at level 6 lodged a grievance against a fellow employee at level 5.

Reply to Question 2;

2.1 With regards the first incident, an investigation was conducted, the complainant subsequently withdrew her complain

2.2 Regarding the second incident, an investigation was conducted, the allegations were ruled to be unfounded.

2.3 An investigation was lodged and is still ongoing.

SUMMARY:

  • The total number of reported cases is 3 (Three);
  • All three reported cases were investigated.
  • One (1) case withdrawn by the employee;
  • One (1) case ruled allegations as unfounded;
  • One (1) case, investigation is ongoing.

IRBA

The IRBA hereby declares that no incidents of secual harassment were reported to the human resources office in (aa) 2016 and (bb) 2017.

LAND BANK

There were no incidents of sexual harassment that was reported to the human resources office in 2016 and 2017 at the Land Bank.

FAIS OMBUD

  1. Zero (0)
  2. Not applicable

PFA

No incident of sexual harassment was reported to the human resources office of the OPFA.

PIC

  1. No incedents of sexual harassment were reported at the PIC for 2016 and 2017.
  2. Falls away.

SAA

  1. & (2)

Total number of sexual harassment incidents report to HR in:

2016 = 1

2017 = 4

Details are as follows:

Year

Personnel Area

Matter was investigated

Status

2016

 In-Flight Services

Offender was found guilty of sexual harassment

Offender was dismissed following a disciplinary hearing

2017

Airport Operations

Offender was found guilty of sexual harassment

Offender was dismissed following a disciplinary hearing

2017

Cargo

Alleged offender found not guilty due to inconclusive evidence

Matter closed

2017

In-Flight Services

Offender was found guilty of sexual harassment

Offender was dismissed following a disciplinary hearing

2017

Legal

Alleged offender found not guilty due to inconclusive evidence

Matter closed

SARS

Over the period 2015 to 2017 there have been 3 Sexual Harassment cases reported to the Employer under the auspices of a Grievance process and 6 cases that resulted in a formal disciplinary process.

The tables below contain the list of these cases which includes the details as well as if the matter was investigated and the outcome of these formal cases.

Year

Type

Nature of Case

Details of Incident

Investigated Y/N

Outcome

2016

Grievance

Sexual harassment

1. Defamation of character

2. Emotional abuse

3. Sexual harassment/abuse

Yes

Through the grievance process, the aggrieved employee and the accused managed to resolve the matter on amicable terms.

2016

Grievance

Sexual harassment

Employee alleges that the Executive made advances of a sexual nature towards the aggrieved.

No

The complainant resigned and then lodged a Grievance during her notice period in which the alleged sexual harassment. After serving her notice period she referred the matter to the CCMA as Constructive Dismissal based on Sexual Harassment and Unfair Discrimination. The Award was not in favour of the Complainant.

2016

Grievance

Sexual harassment

Inappropriate comments

Yes

A Grievance Hearing held and the complainant accepted an apology. They agreed to have a respectful working relationship going forward.

Year

Type

Nature of Case

Details of Incident

Investigated Y/N

Outcome / Sanction

2015

Formal Disciplinary Hearing

Sexual harassment

A complainant, being a non-SARS employee, alleged that the SARS employee sexually assaulted the complainant.

Yes

The Presiding Officer found the employee “Not Guilty”

2015

Formal Disciplinary Hearing

Sexual harassment

It was alleged that the employee behaved in an inappropriate sexual manner towards a colleague.

Yes

Dismissal

2015

Formal Disciplinary Hearing

Sexual harassment

It was alleged that the employee behaved and made inappropriate and unwelcomed comments to a subordinate.

Yes

Final Written Warning plus

Suspension Without Pay: 10 Days as an alternative to dismissal

2017

Formal Disciplinary Hearing

Sexual harassment

Employee allegedly committed Sexual Harassment

Yes

The suspension was uplifted and the employee was not charged as the investigation failed to substantiate the allegation of sexual harassment and the credibility of the complainant.

2017

Formal Disciplinary Hearing

Sexual harassment

Making inappropriate sexual comments towards 3 colleagues

Yes

The main complainant requested that SARS resort to the informal disciplinary process as a means of resolving her complaint and that she was not comfortable to give evidence in a disciplinary hearing. Due consideration was given regarding the weight of the totality of the evidence of the main complainant and her colleagues; there were slim possibilities of a guilty finding against the employee. An informal process is currently underway.

2017

Informal Disciplinary Hearing

Sexual harassment

Inappropriate Behavior - Sexual Harassment

Yes

Final Written Warning and a formal referral to Wellness.

SASRIA

Sasria has not had incidents of sexual harassment reported to Human Resources (Human Capital), for the financial years of 2016 and 2017 respectively.

TAX OMBUD

1. (a) Only one incident was reported to the human resources office

(aa) there were no incidents reported in 2016

(bb) Only one incident was reported to the human resources office in 2017

(b) Allegations of sexual harassment were made by a female employee against her male manager. The complaint related to comments allegedly made by the manager to the complainant.

2. The allegations were investigated and a decision was taken to charge the manager. Disciplinary proceedings are in progress.

30 July 2018 - NW1622

Profile picture: Kopane, Ms SP

Kopane, Ms SP to ask the Minister of Health

(1)What (a)(i) are the details of the methodology used by his department to assess the 3 400 public healthcare facilities to determine their functionality, (ii) is the total number of assessors who were involved, (b) criteria were used to identify each facility and (c) are the details of the outcome of the assessment; (2) whether any consultants were used to conduct the assessment; if not, why not; if so, what are the relevant details?

Reply:

1. (a) (i) The functionality of the 3480 public health facilities are assessed using the Ideal Clinic Realisation and Maintenance Tool developed by the department of health as part of the Operation Phakisa Ideal Clinic Laboratory. In preparation for the introduction of National Health Insurance (NHI), the Ideal Clinic programme is setting in place a systematic approach to transform all PHC facilities to meet national standards when inspected by the Office of Health Standards Compliance (OHSC). The National Health Amendment Act (12 of 2013) mandates the OHSC to protect and promote the health and safety of health service users through monitoring and enforcing compliance with prescribed norms and standards[1]. The Ideal Clinic programme is the NDoH’s internal mechanism for ensuring PHC facilities’ compliance with these norms and standards in order to satisfy the needs of South African communities.

A dashboard, using the standard traffic-light colours, was developed. The figure below depicts the arrangement of 32 sub-components under 10 components. The 32 sub-components are further subdivided into 206 elements. The number of elements change on an annual basis as the national team receive feedback from clinical staff and managers on clinic and district level about how to improve the framework. Elements are assigned a green colour when they are fully functional, an orange colour if they are partially functional and corrective actions are under way, and a red colour if the element is absent or non-functional.

 

The elements are assigned a vital, essential or important weight in line with the definitions below.

The table below indicates the scores required per element weight.

Weights

Silver

Gold

Platinum

Vital

(10 elements)

90%

100%

100%

Essential

(86 elements)

70%

80%

90%

Important

(110 elements)

68%

78%

89%

AVERAGE

70%-79%

80%-89%

90%-100%

The Ideal Clinic Realisation and Maintenance (ICRM) Programme follows the PLAN, DO STUDY, Act (PDSA) cycle. The first large scale planning took place in October and November 2014. This in-depth planning in a laboratory setting called “Operation Phakisa Ideal Clinic Lab” resulted in a comprehensive implementation plan. The cycle starts with status determinations by PHC facility managers(April to June) and a re-planning session in May. This is followed by the correction of weaknesses (turning red and orange elements green during July to October). In November district peer reviews are done.

Peer review results are immediately captured on the web based ICRM monitoring software tool for the purpose of result analyses (Study). District scale-up teams then assist clinic managers and staff to turn the remaining orange and red elements to green (December to February). In March peer review updates are done to determine achievement for the financial year. The NDoH receives continuous feedback from managers and staff at provincial, district and facility level about changes required to guidelines, standard operating procedures and systems processes that currently cause bottlenecks. The results are used to plan the implementation for the next year. Planning for the following year includes amendments to the framework resulting in a subsequent version.