Questions and Replies

Reply:

1 (a) The National Student Financial Aid Scheme (NSFAS) has funded 1 700 533, students in public universities, Technical and Vocational Education and Training (TVET) colleges and other institutional types as required by various funders that have partnered with NSFAS. In 2007, the NSFAS legislative mandate was expanded to include the responsibility for granting and administering bursaries to students at public Technical and Vocational Education and Training (former Further Education and Training) colleges. From 1991 to 1995, through the then TEFSA and Kagiso Trust, funds were provided to private institutions and from 2004, NSFAS paid other public institutions such as the National Institute of Education: Mpumalanga and Northern Cape, which have since been disestablished on 7 November 2014.

(b) A breakdown per year is provided below.

Year	Universities	TVET Colleges	Other Institutional Types
1991	7 240		1
1992	14 160		11
1993	20 811		82
1994	28 260		28
1995	43 876		10
1996	72 788
1997	70 574
1998	75 764
1999	75 344
2000	83 251
2001	80 603
2002	86 147
2003	96 552
2004	98 813		74
2005	106 852		78
2006	108 416		119
2007	113 616	12 283	509
2008	117 766	35 353	678
2009	135 202	55 174	664
2010	148 387	61 706	498
2011	144 757	114 971	341
2012	194 504	188 182	428
2013	194 923	220 978	464
2014	186 150	228 642	10
2015	173 885 (still to be audited)	235 446 (still to be audited)	-

(c) NSFAS does not hold a complete data set on dropouts, and is currently augmenting this data from data sources such as the Higher Education Management Information System (HEMIS). NSFAS, in collaboration with the Department, is currently in the process of conducting a full cohort study looking at cohorts of students from 2005 through to 2014. It is expected that the results from this study will be finalised by the end of June 2016.

Stellenbosch University conducted a cohort study for NSFAS in 2012, which revealed that 34% of the first-time entering student cohort for the 2000 academic year had qualified, 29% were still studying and 37% had dropped out. After a full nine years, 55% of this same cohort had qualified, 6% was still studying and 38% had dropped out.

This study goes on to conclude that non-funded students have a slightly higher drop-out and lower qualification rate, with 48% having completed their qualification, 6% still studying and 46% having dropped out. These figures are consistent with figures released annually by the Council on Higher Education, which includes both NSFAS funded and non-funded students.

2 (a)–(c) In respect to students who received NSFAS loans while studying and dropped out without completing their undergraduate degrees, NSFAS has 247 913 active debtor students. These students have repaid R1.8 billion with an outstanding debt of R4.7 billion.

2 (d) NSFAS only writes off debts for students that are deceased, as confirmed through the Department of Home Affairs.

 

COMPILER/CONTACT PERSONS:

EXT:

DIRECTOR – GENERAL

STATUS:

DATE:

QUESTION 831 APPROVED/NOT APPROVED/AMENDED

Dr BE NZIMANDE, MP

MINISTER OF HIGHER EDUCATION AND TRAINING

STATUS:

DATE:

Reply:

The dti Internal Audit unit conducted an investigation and did not obtain evidence to support the allegations of corruption in the Cooperative Incentive Scheme. The letter with relevant information was sent to Mr Chance on the 16th January 2016.

Reply:

1. No. I was neither approached by the Minister of Sports and Recreation nor volunteered to commission legal advice about possible legal consequences of travelling to Zurich, Switzerland for Fédération Internationale de Football Association (FIFA) related business.
2. To date, the Department only received a copy of an indictment against fourteen (14) accused persons. No South African is listed as an accused person. Twenty five (25) persons are referred to, in the indictment, as co-conspirators. The co-conspirators are referred to as #1 to #25. Their names are not revealed in the indictment. It is stated that their names are known to the Grand Jury. The following details of the alleged South African co-conspirators are provided in the indictment:

• #15 was a high-ranking official of the 2006 and 2010 South African World Cup Bid Committee and member of the local South African Organizing Committee; and
• #16 was also a high-ranking official of the 2006 and 2010 South African World Cup Bid Committee and member of the local South African Organizing Committee.

To date, the Department did not receive any further communication regarding the matter from the authorities of the United States of America.

The Department is not aware of any questions sent to any persons.

3. The Department did not contact the authorities of the United State of America. The indictment was forwarded to the Ministers of Sports and Recreation, International Relations and Cooperation, and Planning, Monitoring and Evaluation, as well as Directorate for Priority Crime Investigation for their information and consideration for the way forward.

Reply:

(1) Was the 2003 report that was commissioned by the late former Minister of Education, Mr Kader Asmal, entitled School Governance and South African Public Schools, and authored by Professor Crain Soudien ever publicly released; if not, why not; if so, when was it made publicly available;

The Ministerial Review Committee on School Governance was appointed in February 2003 by the Minister of Education, Professor Kader Asmal, to review and assess the state of school governance in public schools, with a view to make recommendations for the strengthening of the democratic model of school governance. The report was completed at the time when Professor Asmal, was handing over the Ministry to the then new Minister of the Department of Education, Minister Naledi Pandor, MP. The report was then never released to the public during the transition.

(2) Will she make the so-called Soudien Report publicly available; if not, why not; if so, when will it be made publicly available?

We will re-read the report and examine its findings and consider their relevance in the context of current developments.

Reply:

(a) The E. coli counts of the tests conducted on the Msunduzi River between 1 April 2015 and 31 March 2016 range from 1 313 counts per 100ml to 1 000 000 counts per 100ml.

(b) There were approximately thirteen (13) pollution incidents reported to my Department.

(c) My Department engaged the identified polluters and requested that corrective measures be taken. Based on the severity of the pollution incident, my Department issued the identified polluters with Section 19 non-compliance notices in terms of the National Water Act, 1998 (Act No. 36 of 1998).

(d) The Mvoti to Mzimkulu Classification Study has highlighted the need to improve water quality of the Msunduzi River citing nutrients as a variable requiring improvement. Hotspots contributing to poor water quality in this river system have been identified, and the Msunduzi Municipality together with Duzi-Umgeni Conservation Trust, and my Department engages in monitoring all the identified hotspot areas. There has also been the installation of Closed Circuit Televisions (CCTV) which operate 24 hours to identify surcharging manholes and allow for swift response and corrective action. Water quality monitoring is done on a weekly basis on both downstream and upstream of problematic manholes and pump stations along the Msunduzi River and its tributaries. My Department has also increased the frequency of inspections of hotspot areas.

---00O00---

Reply:

1. No
2. No

Reply:

No, neither myself nor the Deputy Minister have met with any member employee and/or close associate of the Gupta family and/or attended any meeting with the specified persons at the Gupta’s Saxonwold Estate in Johannesburg or anywhere else since taking office.

---00O00---

Reply:

 

1. (a) There are 15 schools across the country which are offering Mandarin using the CAPS (Second Additional Language) curriculum.

(b)

	1(b)(i) Name of School	1(b) (ii) Province
1	Arcadia Primary School	Gauteng
2	Pretoria High School for Girls	Gauteng
3	Willowridge High School	Gauteng
4	Hoȅrskool Die Wilgers	Gauteng
5	The Glen High School	Gauteng
6	Reddford House	Gauteng
7	Emthunzini Primary School	Gauteng
8	Moraoma Primary School	Gauteng
9	J.Kekana High School	Gauteng
10	Jefta Mahlangu High School	Gauteng
11	Worcester Gymnasium	Western Cape
12	Westford High School	Western Cape
13	Western Cape MST Academy	Western Cape
14	Diocesan School for Girls	Eastern Cape
15	Kearsney College	KwaZulu-Natal

(c) In the next five years, it is envisaged that 500 schools will offer Mandarin as a Second Additional Language.

(d) Schools have not been earmarked as yet.

2. (a) To date, two new teachers have been brought in for the pilot programme. Three more teachers are currently in the process of

being brought into the country.

(b)(i) The relocation arrangement of these teachers is, according to the China-South Africa agreement, and is paid by the People’s Republic of China (PRC). Hence the Department of Basic Education has no data on this item.

(ii) The salaries are being paid by the PRC.

(c)(i) Salaries are not being borne by the Department of Basic Education.

(ii) No costs are carried by the Provincial Education Departments.

(iii) No other party is involved in paying for salaries.

3. (a) Currently there is one South African teacher who is qualified to teach Mandarin.

(b) It is envisaged that 100 teachers per year will be trained in the next five years.

  (c) 100 teachers will be sent to China per year for purposes of methodological and cultural enrichment.

Reply:

Neither I nor my Deputy Ministers have met with any member, employee or close associate of the Gupta family and/or attended a meeting with the specified persons at the Gupta’s Saxonwold Estate in Johannesburg.

Reply:

1. Yes. The department does have sustained intelligence driven integrated efforts with the Law Enforcement Agencies aimed at detecting corrupt practices by officials of the department who collude with criminals and organised syndicates to defraud DHA systems and processes.

The cases of identity theft that were dealt with by the department were isolated incidents, for instance, the Metro police official who was arrested for misrepresentation of the Late Registration of birth process by furnishing false details and acquired a RSA ID, following which he was appointed as a traffic officer. The Late Registration of Birth is a process that is afforded to people who could not have registered birth at an early stage for whatever reason. To this date, there has been no breach of the security devices built into the Smart ID Card.

Detection mechanisms and process reviews are conducted regularly in the areas of Asylum Seeker Management, ID Smart Card, Supply Chain Management, IT Modernisation and Permitting with the view of identifying corruption and security loopholes and developing mitigating strategies to address these shortfalls.

During the 2015/ 16 financial year, forty two (42) arrests were carried out for fraud and corruption. Officials constitute 57% of the arrested while non-officials make 43%.

(2) As part of government‘s Minimum Anti-Corruption Capacity requirement, the department has a dedicated anti-Corruption Unit where fraud and corruption is reported and investigated. Reporting mechanisms are the National Anti-Corruption Hotline: 0800701701 and email address: report.corruption @dha.gov.za.

Reply:

No, the department does not intend to cut down the number of SA Tourism offices.

  (a) SA Tourism continuously looks at adopting the most effective operating model in each market that allows for maximum spend in-market, on both the traveller and trade. This approach includes setting up physical country offices in core markets, the hub approach, operating virtual offices, and General Marketing Agencies (GMAs). Any office closures are considered on this principle.

  (b) South African Tourism’s physical office in Milan will be closed in the 2016/17 financial year to maximise marketing investments across the entire South Europe territory. The Italian market will be serviced through a virtual office reporting into South Europe Hub Office based in France.

Reply:

1. (a) No

(b) No

(c) No

(d) No

(2)

	Spouse	Children	(c ) Close family
(i) When	No	N/A	No
(ii)How much	No	N/A	No
(iii)Which Business	No	N/A	No
(iv)For what work ?	No	N/A	No

Reply:

(a) No.

(b) No.

Reply:

1. This relationship was one of discretionary grant funding in line with CETA’s discretionary grant policy.

        2.1 AgriSeta did not disburse funds during the period under consideration, and

        2.2 As of 31 December 2015, an amount of R6, 568 929.26 was paid by CETA which includes disbursements and learner stipends.

(a) Name of SETA	(b) Line items paid	Amount	Programme
Construction Education and Training Authority	Learner Stipend	R1 581 840	Learnerships
	Administration fees	R 236 200
	Learning material	R 94 200
	Facilitation	R140 500
	Assessments	R46 500
	Internal moderations	R6 700
	Toolkit	R73 600
	Consumables	R480 000
	Protective clothing	R60 000
	Learner Stipend	R1 147 017	Apprenticeships (First year)
	Learning materials	R47 000
	Administration fees (R300 X 12 months)	R257 400
	Facilitation (R500 p/m X 4)	R172 000
	Assessments (R500 X 2)	R0
	Internal moderations (R350 X 2)	R0
	Mentorship (R500 p/m X 8)	R 257 000
	Toolkit	R0
	Consumables (R1600 X 3 months)	R 150 400
	Protective Clothing	R 56 400
	Learner Stipend	R 1 045 650	Apprenticeships (Second year)
	Learning Materials	R0
	Administration (R300 x 12 months)	R 223 900
	Facilitation (R500 p/m x 4)	R 142 500
	Assessments (R500 x 2)	R0
	Internal Moderations (R350 x 2)	R0
	Mentorship (R500 p/m x 8)	R 232 000
	Toolkit	R0
	Consumables (R1600 x 3)	R0
	Protective clothing	R 42 600

3. Yes, the information is tabulated below:

SETA	Number of learners completed training	Field of Study	Accredited Authority
CETA	94	Leanerships	Quality Council for Trades and Occupations
	74	Apprenticeship: Bricklaying
	25	Short Skills Programmes (Plumbing)
	25	Short Skills Programmes (Carpentry)
	25	Short Skills Programmes (Masonry)
TOTAL	243

4. The due diligence undertaken in the ordinary course would reveal the details sought and more.

 

Compiler/Contact persons:

Ext:

DIRECTOR – GENERAL

STATUS:

DATE:

REPLY TO QUESTION 127 APPROVED/NOT APPROVED/AMENDED

Dr BE NZIMANDE, MP

MINISTER OF HIGHER EDUCATION AND TRAINING

STATUS:

DATE:

Reply:

a) In order to meet the country’s energy demand now and in the future in a reliable, cost effective and sustainable manner, the promulgated Integrated Resource Plan outlines a generation (energy) mix to follow. In addition to fossil fuel, nuclear and hydro power, the plan envisages that by year 2030, 17.6GW will be from renewable energy. This includes wind and solar technologies.

b) The Department runs a world renowned Independent Power Producer Procurement Programme which to date has procured around 6.2 GW of renewable energy from wind and solar power. Additional determination for 6.3 GW of renewable energy was issued by the Minister in concurrence with the regulator (NERSA) during the last quarter of 2015/16 financial year. Preparations for the procurement of this energy in line with system requirements, is underway.

Reply:

(1) No.

(2) No.

Reply:

(1)(a) Although the Coega IDZ was designated in 2002, it only began receiving investments in 2006. This was largely due to the fact that it took longer to set up the IDZ and also that some of the earmarked investments never materialised. Accordingly, the number of companies that have invested in the Coega IDZ in each year since its opening is as follows:

Year	Number of investors
2006	2
2007	1
2008	4
2009	2
2010	6
2011	1 plus 1 expansion
2012	3
2013	5 plus 1 expansion
2014	4
2015	4
TOTAL	33

(1)(b) Number of persons employed by each company:

The Coega IDZ has a total of 33 operational investments resulting in a total of 7 174 direct jobs in the zone. The average number of direct jobs per investment stands at 224,2 jobs per investment project. The lowest number of jobs in a single investment project is 9; while the largest number of jobs created in a single investment project is 1 783. (See Annexure “A” for ease of reference)

(1)(c) Value of investments

The Coega IDZ has a total of 33 operational investments resulting in a total investment value of over R6,4 billion. The biggest single investment in the zone is R3, 5 billion, while the smallest single investment is R5 million. The average value of investment per investment project currently stands at R183, 5 million.

(1)(d) Details of incentives offered to each company

According to our records, only 12 companies in the Coega IDZ received incentives from the dti and the details are as follows: (See Annexure A)

Company	MCEP	EIP	BPS	AIS
Agni Steels		R9, 473, 700.00
FAW				R 54,663,648.00
DCD WindTowers		R6, 442, 354.00
Coega Dairy		R13,784,340.00
Cape Concentrates		R6, 322, 266.00
Grupo Antolin		R7, 638, 991.00
Famous Brands	R1, 078, 256.00
WNS			R 87,293,326.00
Faurecia		R11,757,623.00		R 7, 971, 800.00
Rehau				R 49,883,773.00
Benteler				R17,715, 213.00
Inergy				R1, 771, 259.00
Q-Plus				R1, 181, 605.00

(2)(a) Number of direct jobs created at Coega IDZ during (aa) 2011-12, (bb) 2012-13, (cc) 2013-14, (dd) 2014-15 and (ee) 2015-16 financial years and (ii) since 1 April 2016 is as follows:

Year	Number of Direct Jobs
2011	1 138
2012	510
2013	1 154
2014	667
2015	152
TOTAL	3 621

(2)(b) Number of indirect jobs created at Coega IDZ during (aa) 2011-12, (bb) 2012-13, (cc) 2013-14, (dd) 2014-15 and (ee) 2015-16 financial years and (ii) since 1 April 2016?

The number of indirect jobs created through the Coega IDZ investments since 2011 is not available, as the department still has to commission an impact study of the SEZ Programme since 2011.

Reply:

1. No. I have not earned any additional income from businesses, in particular business doing work for the Government, since appointment as Minister.

(a)(b)(c)(d) Falls away

(2) (a((b)(c) have not earned income from business, in particular business doing work for the Government, through my appointment as Minister.

(i)(ii)(iii)(iv) Falls away.

Reply:

(a) and (b) NO

Reply:

(1)

 (a) Programme 1: Out of 14 targets planned, 10 targets were achieved and these constituted to 71% achievement. The department is at the moment fast tracking the recruitment process to ensure that all vacant funded posts are filled and the appointment the TSI to fast track and develop a turnaround strategy to ensure achievement of targets is still ongoing.

(b) Programme 2: Out of five targets planned, 2 targets were achieved which constituted to 40% achievement. The dependency of the department on other sister department to dispense benefits to Military Veterans (MVs) also creates a threat to achieve the targets as planned (like housing, education etc.).

(c) Programme 3: Out of six targets planned, 3 targets were achieved which constituted to 50% achievement. The department is in the process of serious engagements with identified Stakeholders to address this impasse of dispensing the benefits to the relevant bona fide MVs.

(2) As indicated previously, I have appointed a turn around team to assist the Department in setting in place systems to enable it to meet its service delivery targets. I am also in the process of filling vacancies in certain key positions within the Department. The DG and all DDG positions will be filled shortly and a new CFO recently assumed office.

Reply:

1.  The three submarines are currently operational.

2. Not applicable

3. NO

Reply:

1. (a) Seventeen incidents of theft occurred at the Quarter Master at Saldanha Military Base between 2011 and 2016

(b) Items stolen comprise mainly clothing, IT equipment and fire extinguishers.

(c) Items stolen were valued at approximately R100 555.58

(d) Between 2011 and 2013 six civilians were apprehended and found guilty in the Vredenburg Magistrate’s court. Fourteen police investigations are not yet concluded.

2. No

Reply:

1. At this stage there is no intention to launch an investigation.

2. (a) The Services are in control of the Reserves and call-ups are managed according to specific requirements over a specified period of time and for a particular number of people or particular rank requirements as determined by the Services and some Divisions within the structures of the Department of Defence. Such call-ups are largely controlled by the availability of financial resources.

(b) Rotation of Reserve Force members is encouraged at all times and the departmental policies do make provision for such in order to give members a fair opportunity to receive a call-up. This requirement is not always met accordingly due to budgetary constraints.

(c) The period of call-ups is determined according to the purpose and type of call-up, whether it is on a continuous or non- continuous basis and for the duration. The duration for external deployments is normally over 12 months and internal deployments over 6 months. In both cases, a period for pre- deployment training is also scheduled. Specialist skills are utilised according to departmental needs.

3. Reserve Force service is a voluntary service and the department always strives for the principles of fairness as a rule regarding Reserve Force utilisation. However, the current economic situation and the high unemployment rate place pressure on the unemployed Reserve Force member to become desperate for a call-up and would therefore always be regarded as not being treated fairly with no call-up. The Services do have a monitoring system in place to review Reserve Force utilisation on a quarterly basis.

4. According to policy requirements, Reserve Force members that are active in service are not allowed to be part of the Military Veterans and are not entitled to such benefits. The current practice is that members who would like to be registered on the Military Veterans Database in order to be entitled to the benefits thereof would officially request to resign from active Reserve Force service or be removed from the Reserve Force database.

Reply:

The questions raised here have potential to compromise the operational integrity of the SANDF with regard to force deployment; force movement and tactical planning.

It is however suffice to say that the SANDF deploys in the National Campaign against Rhino poaching in support of other government departments as part of its constitutional mandate.

Reply:

(a)

• Steering Committee
  • Mr S. Majombozi
  • Ms S. Rabkin
  • Mr S. Sokhela
  • Mr S. Hamilton
  • Lt Gen (Ret) J. Nkonyane

• Resource Panel (part time)
  • Ms S. Hlapolosa
  • Mr T. Kubu
  • Mr U.Abrahamse
  • Brig Gen (Ret) M.R. Fihla
  • Ms N. Motlhatlhane"
  • Ms N. Mkwanazi
  • Maj Gen (Ret) K. Mokoape
  • Mr D. Nadison
  • Dr S. Zikalala

(b) The turn-around strategy is to focus on the following areas: procurement; organisational structure of the Department; financial accounting and the legislative mandate in addition it has various work streams which deal with rolling out of benefits to military veterans.

e.g. 1)health and education,; 2, Policy development; 3 Cleaning up of the database.

(ii) The task team has been established from 01 September 2015 to 31 December 2016.

(c) The Steering Committee is paid on the basis of meetings bases on National Treasury determination which is amended annually.

 

Reply:

1. The following percentage of the total procurement of (a) the Minister for Defence and Military Veterans department and (b) every entity reporting to her went to (i) SMME’s and (ii) co-operatives from 1 April 2015 to 26 February 2016 was 50.7%.

Reply:

The questions raised here have potential to compromise the operational integrity of the SANDF with regard to force deployment; force movement and tactical planning.

It is however suffice to say that the SANDF deploys in the National Campaign against Rhino poaching in support of other government departments as part of its constitutional mandate.

Reply:

The Department established a Task Team comprising relevant units of the department, the Airforce and Armscor to advise on the most viable and suitable acquisition option including cost implications thereof for this project.

The Task Team already issued public communication on the progress in this regard during a press briefing in November 2015.

Reply:

The total number Reserves that were called-up up at the Joint Tactical Headquarters and Ops Corona in Mpumalanga during the financial years 2012/2013, 2013/2014 and 2014/2015 is indicated in the table below:

CALL-UP CATEGORIES (Months)	NUMBER OF MEMBERS CALLED-UP (Individuals utilised)
	FY 2012/2013-2014/2015
0-6	2 601
6-12	1 712
12-18	417
18-24	89
24-30	8
30-36	0
TOTAL	4 827

Reply:

(a) (i) In each of the nine provinces, a Provincial Coordinator and Assistant have been appointed and they are placed in provinces. The challenge for the Department of Military Veterans (DMV) is the reliance on the Department of Public Works (DPW) for the procurement of office space. Since 2013 the DMV has been engaging with the DPW on office space.

In the interim, the DMV has submitted requests to various entities for the provision of office space. At present, the provincial coordinators are housed in various venues.

• Eastern Cape: The Provincial Offices are currenlty housed at the East London City Hall
• Free State: Temporarily housed in the DoD sick bay at Tempe Military Base in Bloemfontein
• Gauteng: Temporarily housed at the DMV head office in Pretoria
• KwaZulu-Natal: The Provincial Coordinators are housed in a very small office at the sickbay in Pietermaritzburg
• Mpumalanga: Temporarily housed in an DoD military sick bay in Nelspruit
• Limpopo: Temporarily housed at the military base in Polokwane
• Northern Cape: Housed at the military base in Kimberley
• North West: Provincial Offices are temporarily in the old Premier’s Offices,  Mafikeng
• Western Cape: Office of the Director-General (10 floor, Parliament Towers, Plein Street, Cape Town)

The DPW has reported that office space has been now sourced and secured in Gauteng, Mpumalanga and North West Provinces. The DMV national Office will visit the spaces during April 2016 to assess compliance with the DMV specifications and to determine occupancy date. Once this has been established, the DMV will commence with providing additional human resources and required office resources at these offices. The DMV shall do the same in other provinces as space becomes available.

(b) The underspend on provincial offices in the 2014-15 financial year was a result of the lack of adequate capacity in provincial offices.

Reply:

The MOU is a broad based document and is not limited to the Elands Bay area. A key output of the MOU is for the provision of work and other economic opportunities for military veterans through DAFF.

The Cedarberg Fishing Infrastructure Development and Management Project (CFIDMP) is a separate project of DAFF and does not include the DMV. The DMV is aware that the service provider to the DAFF on the CFIDMP has been used to facilitate payment of the stipends for the military veterans on the anti-poaching project in the Hermanus area.

(b)

(i) A list of names is provided (REFER TO APPENDIX A)

(ii) The name list shows the former forces to which the project participants belonged. Two members have passed on since the beginning of the project and another has resigned from the project. Three members are dependants of military veterans

(c) The project in question predated the establishment of the DMV. Subsequent to the establishment of the DMV, the office of the Deputy Director-General: Empowerment and Stakeholder Management was called in to a meeting on the project to discuss challenges in employment the military veterans. Since the initial intervention, the Acting DDG:ESM was instrumental in assisting in developing a Memorandum of Understanding between the DMV and DAFF. The office of the Provincial Coordinator in the Western Cape has also been represented at meetings through the Assistant Provincial Coordinator.

Therefore, to date, the DMV has been represented by the Acting DDG and the Assistant Provincial Coordinator.

During the engagements with the process, it came to light that the military veterans on the project were requesting to be employed in the DAFF. At one point there were around 8 positions available within DAFF with the entire group requesting absorption onto DAFF staff. The various DDGs who have managed the project have repeatedly indiacted that the project is an EPWP initiative and as such, has a defined timeframe. However, the group was advised to establish a co-operative which could be considered as a possible service provider to provide the very services in anti-poaching that they currently provide to DAFF.

(1) The team did establish a co-operative and the DMV also submitted a letter of support for this business entity. The process was submitted to DAFF to consider taking on the group as a preferred service provider. As part of service offering, the DMV enlisted the assistance of the Chief Operating Officer of SANMVA to assist in training the group and incubating them since she had been part of the initial meetings with the group when the DMV became involved in the project in June 2013. The intervention did not yield much fruit.

The recently appointed DDG (DAFF) had also initiated a committee that would map out a strategy which would have guided the transition process that would have resulted in the co-operative taking on the programme as a fully fledged service provider. A meeting with this committee has been scheduled for 08 April 2016 in Cape Town to discuss the extension of the project to other coastal provinces.

The current project phase has been extended to 31July 2016.

(2)

1. The group in the project come from various areas around the Cape Peninsula area including Hermanus, Langa and Bonteheuwel amongst others. DAFF has been providing transport for the team to get to work daily. None of the project members are from Elands Bay.

1. A request for database verification has been submitted to the DMV military veterans database unit.

1. It is noted that some of the group might not be bona fide military veterans. This matter has been constantly raised with the group. Therefore, the intention of the establishment of a cooperative was also to facilitate that whilst the military veterans would be catered for through the DMV support, those who are not military veterans could be retained as employees to the cooperative, to avoid depriving families of an income. This was noted because of the fact that the project had been initiated before the advent of the DMV and had been running for a while before the DMV was approached for assistance.

(3) The current employment has been extended to 31 July 2016 after discussions on the matter.

APPENDIX A (QUESTION 502)

NAMELIST FOR HERMANUS ANTI POACHING EMPLOYEES

MKMVA PROJECT PARTICIPANTS

No.	SURNAME	NAME	ID NUMBER	BIRTH DATE	ETHNIC GROUP	GENDER	CELL NO	FORCE NO
1	Daweti	Siyabulela (Deceased)	7101255524084	25/01/1971	Black	Male	0780050504	95071981PV
2	De Vos	John Paul	6906115791081	11/06/1969	Coloured	Male	0795523000	0746329/9
3	Fihlani	Makhaya Douglas	7111015321084	01/11/1971	Black	Male	0785375087	10871887
4	Genu	Siviwe Abner	6501295647086	29/01/1965	Black	Male	0736528408	94975844PE
5	Gobo	Lulamile Frederick	6506185664083	18/06/1965	Black	Male	0734039336
6	Lonzi	Simphiwe	6708315496085	31/08/1967	Black	Male	0715109160	94096674PF
7	Mamani	Vuyani Moses (Now with PRASA)	6803046225083	04/03/1968	Black	Male	0799822296	94672359
8	Mdlungu	Makhaselina	6504220711084	22/04/1965	Black	Female	0780294371	94075173P
9	Mvulana	Zongamele (Now with PRASA)	6806035817083	03/06/1968	Black	Male	0788888020	94069739
10	November Mettler	Venessa	6904240171089	24/04/1969	Coloured	Female	0846221903	96072368
11	Snyman	Bonakele Michael	6911185733088	18/11/1969	Black	Male	0730082342	97652309
	Sanqela	Patrick	6903076208080	07/03/1969	Black	Male	0736220313	98151822RFN
	Martin	Amanda Beatrice	7303210288081	21/03/1973	Coloured	Female	0782217812
	May	Ellen	7507040081082	04/07/1975	Coloured	Female	0796679223
	Mfengwana	Dumisa August	5910165806089	16/10/1959	Black	Male	0736541174
	Mkoko	Wankie Lesley	7610105632086	10/10/1976	Black	Male	0768899180
	Mtimkulu	Simphiwe	7311035610086	03/11/1973	Black	Male	0835836924
	Ndzabela	Lizo	7305245507088	24/05/1973	Black	Male	0733772601
	Ngcime	Simon	6612166092086	16/12/1966	Black	Male	0833330887
	Nokatywa	Nomonde	6311080300085	08/11/1963	Black	Female	0789389391
	Snyman	Bonakele Micheal	6911185733088	18/11/1969	Black	Male	0730082342
	Stofile	Howard	6509125388086	12/09/1965	Black	Male	0783866117
	Xaga	Jamangile	6603255773082	25/03/1966	Black	Male	0731239688
	Yola-Xundu	Nomalungisa	6405160675083	16/05/1964	Black	Female	0825364850
	Arendse	Christine Cheryl	6506120771084	12/06/1965	Coloured	Female	0846270153	No F NO
	Cader	Feroza	6907240081083	24/07/1969	Coloured	Female	0730256698
	Deniels	Joan	7207260191089	26/07/1972	Coloured	Female	0837285117
	Dayimani	Simon Mayibuye (MKMVA - Dependant)	8609076476086	07/09/1986	Black	Male	0732747611
	Dunga	Joy	6811201111089	20/11/1968	Black	Female	0824245710
	Fihlani	Makhaya Douglas	7111015321084	01/11/1971	Black	Male	0785375087	10871887
	Flotman	Simon	6501225304089	22/01/1965	Black	Male	0735785912
	Fransch	Donovan	7306125163083	12/06/1973	Coloured	Male	0736673403
	Jonkers	Lilian	6912160574083	16/12/1969	Coloured	Female	0832662647
	Kapa	Thabisa	7511260535082	26/11/1975	Black	Female	0837422401
	Le Roux	David	7212025856083	02/12/1972	Coloured	Male	0745271093
	Minnie	Mathews	6101245626080	24/01/1961	Black	Male	0833647122
	Maphuza	Michael Nkululeko (MKMVA -Dependant)	8102285414083	28/02/1981	Black	Male	0797658003

APLA MEMBERS

No.	SURNAME	NAME	ID NUMBER	BIRTH DATE	ETHNIC GROUP	GENDER	CELL NO	FORCE NO
1	Maduba	Siphiwo	6406235728089	23/06/1964	Black	Male	0732441041
2	Magwentshu	Nqaba (Dependant)	8008195620088	19/08/1980	Black	Male	0783617548
3	Ngqisha	Lindilekile (Has exited)	7011165955089	16/11/1966	Black	Male	0735823214
4	Ntlabathi	Desmond	7005055603080	05/05/1970	Black	Male	0793993723
5	Ntsila	Ndoda	7312085350082	08/12/1973	Black	Male	0781353000
6	Qashani	Witness	7011115412082	11/11/1970	Black	Male	0732794308
7	Sidina	Mzoxolo Arthur (Deceased)	7104175549081	17/04/1971	Black	Male	0731288548
	Smouse	Simon	6402095634087	09/02/1964	Black	Male	0785459964
	Williams	Mzwamadoda	7503305412088	30/03/1975	Black	Male	0736242200	96845599
	Madasi	Vuyisile	6911205896089	20/11/1969	Black	Male	0780782742	98001092

Reply:

The total number Reserves that were called-up up in the SA National Defence Force during the financial years 2012/2013, 2013/2014 and 2014/2015 is indicated in the table below:

CALL-UP CATEGORIES (Months)	NUMBER OF MEMBERS CALLED-UP (Individuals utilised)
	FY 2012/2013-2014/2015
0-6	4 217
6-12	3 283
12-18	3 570
18-24	2 847
24-30	1 460
30-36	1 628
TOTAL	005

1. Over the three year period, a total of 17 005 individuals were utilised as Reserves for SANDF activities as per the number per category.
2. It must be appreciated that in each of these categories the numbers were not necessarily utilised continuously for that period.
3. The number of individuals utilised continuously for the full 36 month cycle were minimal and that was restricted to members that were in critical specialised posts.

Reply:

The questions raised here have potential to compromise the operational integrity of the SANDF with regard to force deployment; force movement and tactical planning.

It is however suffice to say that the SANDF deploys in the National Campaign against Rhino poaching in support of other government departments as part of its constitutional mandate.

Reply:

The department received an application that was assessed by the Agro Processing sector desk for the establishment of Canola Oil value chain in the Eastern Cape. The project did not meet the criteria for any incentive programme, therefore it was not considered.

Reply:

1. (a) Four incidents of Cable theft occurred in the Silvermine area between 2012 and 2013.

(b) General items comprising mainly copper, were stolen

(c) Items stolen were valued at approximately R50 000-00.

(d) In March 2013 four suspects were apprehended by SANPARKS personnel icw the copper theft at the upper antenna farm at Silvermine and handed to the Muizenberg SAPS. They were later released by the SAPS when it was discovered that were all minors.

2. (a) At no stage was communications from land and sea cut off due to these incidents.

(b) Fences have been repaired in the upper antenna area and are in the process of being replaced in the lower antenna area. A camera monitoring and speaker warning system has been installed in the upper antenna area. Vehicle patrols have been stepped up. The SAN is attempting to acquire a wide area Intruder Detection System to increase monitoring and reduce response times in order to prevent future incidents of this nature.

(3) No

Reply:

The SANDF has been deployed in the DRC since 2001 and it would need more time to provide feedback on PQ541 for this period to date. In the light hereof the response will be narrowed down to the FY2015/2016.

Question 1(a). 90 members have been charged for transgressions over this period.

Question 1(b). 08 members were found guilty at an Officers Commanding Disciplinary Hearing over this period.

Question 1(c). In each of the 08 cases the maximum fine of R600.00 were handed down.

Question 2(a). 46 members out of the remaining 82 members were administratively discharged in terms of the Defence Act, Act 42 of 2002. None of the remaining 36 members could be tried by a court of (senior) military judge due to the non- assignment of military judges.

Question 2(b)(i). The dismissed members have approached the High Court for reinstatement.

Question 2(b)(ii). 32 out of the 46 members that were administratively discharged have lodged an application to the High Court challenging their discharge.

Question 3. The matter was removed from the court roll due to incorrect serving and placement thereof.

Question 4. Fair procedure was followed by the Department.

 

Reply:

It is hereby confirmed that no funding was provided nor was any payment made for the amount of RM800 to Deloitte.

Reply:

At this stage nothing has changed, the integration process under the Termination of Integration Intake Act 2001 terminated on 31 March 2002.

Reply:

1 (a) (i) and (ii) National Student Financial Aid Scheme (NSFAS) funding for the 2016 academic year has been allocated to the universities to administer on NSFAS’s behalf. Universities administering NSFAS funding through the non-student centred model will apply guidelines provided by NSFAS through the NSFAS Rules and Regulation Handbook for the selection of students and determining the actual loan or bursary value to be awarded to a student.

First-year students and other undergraduate students will be funded through the DHET General Loan programme funding (R3.2 billion), DHET Teacher Education loan programme (R124.3 million), DHET Final Year loan programme for final year students only (R1.2 billion), the National Skills Fund (R800 million) and a range of smaller bursary programmes whose beneficiaries are selected by the funder.

Universities are concluding allocation processes and information on the number of students within categories in 2016 is not yet available.

(iii) One funding category is made available for postgraduate studies and therefore the number of students funded is limited. The allocation for the 2016

 

COMPILER/CONTACT PERSONS:

EXT:

DIRECTOR – GENERAL

STATUS:

DATE:

QUESTION 832 APPROVED/NOT APPROVED/AMENDED

Dr BE NZIMANDE, MP

MINISTER OF HIGHER EDUCATION AND TRAINING

STATUS:

DATE:

Reply:

(1), (2) (a), (b), (i), (ii) and 3. This matter is sub judice.

Reply:

(a) and (b) (i) No

1. Not applicable

 

COMPILER/CONTACT PERSONS:

EXT:

DIRECTOR – GENERAL

STATUS:

DATE:

QUESTION 934 APPROVED/NOT APPROVED/AMENDED

Dr BE NZIMANDE, MP

MINISTER OF HIGHER EDUCATION AND TRAINING

STATUS:

DATE:

Reply:

There is a performance agreement in place that is binding on the Minister of Mineral Resources. This agreement has been signed with the President.

The Minister has recently been appointed and as a result has not done any assessment with the President.

 

Approved/not approved

Mr MJ Zwane

Minister of Mineral Resources

Date Submitted:-………………/………………/2016

Reply:

(a) No, Ministry does not have frozen vacant positions

(b) N/A

(C) N/A

 

 

Approved/not approved

Mr MJ Zwane, MP

Minister of Mineral Resources

Date Submitted:-………………/………………/2016

Reply:

The question by the Honourable member should be directed to the National Treasury. The National Treasury manages the expenditure and the budgets of municipalities in line with the provisions in the Municipal Finance Management Act. Municipalities report budgetary matters in terms of s71 of the MFMA and are best placed to respond to matters relating to budget and expenditures of all municipalities.

Reply:

In the attached Excel files, the performance in the NSC examinations, in terms of the nine provinces and the 81 districts is provided for each of the five quintiles. This data is provided for each of the three years i.e. 2013, 2014 and 2015 as requested.

There are six Excel files and each file focuses on the following sub-components of the question as identified in the question:

(a) (aa) See attached file Q350 (a) (i) (ii) (iii) (iv) (v) (aa) - 2013 Districts Quintiles.

(a) (bb) See attached file Q350 (a) (i) (ii) (iii) (iv) (v) (bb) - 2014 Districts Quintiles.

(a) (cc) See attached file Q350 (a) (i) (ii) (iii) (iv) (v) (cc) - 2015 Districts Quintiles.

(b) (aa) See attached file Q350 (b) (i) (ii) (iii) (iv) (v) (aa) - 2013 Province Quintiles.

(b) (bb) See attached file Q350 (b) (i) (ii) (iii) (iv) (v) (bb) - 2014 Province Quintiles.

(b) (cc) See attached file Q350 (b) (i) (ii) (iii) (iv) (v) (cc) - 2015 Province Quintiles.

Reply:

The question by the Honourable member should be directed to the National Treasury. The National Treasury manages the expenditure and the budgets of municipalities in line with the provisions in the Municipal Finance Management Act. Municipalities report budgetary matters in terms of s71 of the MFMA and are best placed to respond to matters relating to budget and expenditures of all municipalities.

Reply:

(a) Lieutenant General Dramat was discharged from the South African Police Service in terms of sect 35(b) of the SAPS Act (Act 68 of 1995)

(b) Further relevant details are as follows:

Lieutenant General Dramat through his lawyers requested the Minister of Police that he is desirous to vacate his post as the Head of the Directorate as provided for in Section 17DA (4)(b) of SAPS Amendment Act.

The Minister of Police allowed the request of the employee in terms of the powers conferred upon the Minister in terms of Sect 17DA (4)(b) to vacate his office earlier than the expiry of his tenure for reasons which the Minister deems sufficient.

The Lawyers of the Minister of Police and Lieutenant General Dramat’s Lawyers agreed that:

• Lieutenant General Dramat be granted permission to vacate his Office with immediate effect.

Reply:

Department

a) How many persons have been suspended with full pay within (i) her department.

(aa) 2012/13 – None

(bb) 2013-14 – 1 X DDG for 10 months. The value for the duration is R983 851.49

(cc) 2014-15 financial years – Five (05) employees to the value of R1 015 228.91

• 2 Deputy Directors-General (3 Months and 15 days)
• 1 Director (3 months and 20 days)
• 1 Deputy Director (3 months and 20 days)
• 1 Assistant Director (4 months and 10 days)

(b) in each specified case, what (i) is the value of these payments for each month by her department

2013/2014 FINACIAL YEAR
NUMBER OF EMPLOYEES	MONTH	VALUE OF PAYMENTS
One employee	May 2013	R0
	June	R77 356.42
	July	R94 116.98
	August	R94 116.98
	September	R153 559.29
	October	R94 116.98
	November	R94 116.98
	December	R94 116.98
	January 2014	R94 116.98
	February	R94 116.98
	March	R94 116.98
TOTAL	R 983 851.49
2014/2015 FINACIAL YEAR
Employee 1	April 2014	R138 386.61
TOTAL	R138 386.61
Employee 2	July 2014	R118 521.91
	August 2014	R124 311.78
	September 2014	R53 130.51
TOTAL		R295 964.20
Employee 3	October 2014	R27 974.57
	November 2014	R70 907.76
	December	R70 907.76
	January	R70 907.76
	February	R23 312.74
TOTAL		R264 010.00
Employee 4	October 2014	R16 478.74
	November 2014	R41 769.04
	December 2014	R41 769.04
	January 2015	R41 769.04
	February 2015	R13 732.29
Total		R155 518.14
Employee 5	October 2014	R36 545.71
	November 2014	R37 020.79
	December 2014	R37 020.79
	January 2015	R37 020.79
	February 2015	R13 741.90
Total		R161 349.96
Grand Total – 2014/15		R1 015 228.91

(c) what were the reasons for (i) these suspensions,

The officials committed serious allegations of misconduct that warranted precautionary suspension.

(ii) reasons for suspending the persons with full pay

Precautionary suspension is always with full pay in terms of Chapter 7, clause 2(b) of the Senior Management Service Handbook and clause 7.2 of the Disciplinary Code and Procedure (Resolution 1 of 2003).

(iii) the delay in resolving the suspension in each case respectively

The complexity of the investigations is the cause of the delay.

(d) what steps is she taking to resolve these suspensions?

All the above-mentioned cases were resolved.

Airports Company South Africa SOC Limited (ACSA)

(a)(ii) The Airports Company South Africa, placed employees under suspension with full pay pending investigation and possible disciplinary action during the financial years under review as follows:

(aa) 2012/13

During the period under review, nine (9) employees were placed under suspension with full pay for the average period of approximately three (3) months (92 days). The total value of the salaries paid to the nine (9) employees during the period under review for suspension with full pay amounted to R 286 889.90.

All cases were concluded, with outcomes reached within set timeframes of investigation, resolution and finalization of such matters.

(bb) 2013/14

During the financial year under review, nineteen (19) employees were placed on suspension with full pay for the average period of approximately three (3) months (95 days). The total amount of salaries paid to the nineteen (19) employees during the period of suspension under review amounted to R 880 462.11

All cases were concluded, with outcomes reached within set timeframes of investigation, resolution and finalization of such matters.

(cc) 2014/15

During the financial year under review, thirty four (34) employees were placed under suspension with full pay for the average period of below three (3) months (77 days). The total amount of salaries paid to the thirty four (34) employees during the period under review of suspension with full pay amounted to R 2 298 887.60

All cases were concluded, with outcomes reached within set timeframes for investigation, resolution and finalization of such matters.

(c)(i) and (ii) Reasons for suspension and disciplinary action during the requested review period

The reasons for suspensions to facilitate investigation and conclusion of matters during the period under review were many and varied as reflected in the list below:

Assault

Breach of policy

Collusion

Concealment of information

Damage to property

Desertion of post

Dishonesty

Embezzlement of funds

Forging of sick note

Fraud

Gross negligence and/or competence, violation of policy.

Illegal micro lending

Insubordination

Intimidation, abusive and insulting

Misrepresentation

Misuse of property

Non-disclosure of criminal record

Sleeping on duty

Tempering

Theft

Unacceptable conduct

Unauthorised conduct

Use of foul and insulting language

(iii) Conclusion of disciplinary action during the requested review period

All of the suspensions with full pay for the three (3) sets of financial years have been finalised and there were no delays in the investigation and finalisation of disciplinary processes. Outcomes of majority of the disciplinary processes mainly resulted in decisions of:

• Dismissal
• Acquittal and
• Final written warnings

(d) Solution for the reduction of suspensions with full pay

A benchmark has been set for resolution of suspensions with full pay within a period of three (3) months. Suspension of employees with full pay will be used as an action of last resort in deserving cases of serious financial and criminal misconduct. While some suspensions with full pay may be longer than others, the average period of three months (3) will be the guiding principle.

South African Civil Aviation Authority (SACAA)

1. (i) N/A (ii) the South African Civil Aviation Authority suspensions are listed below for (aa) there were none, for 2012/13, (bb) there were none for 2013/14, and (cc) for 2014/15 as per table below. (ii) (aa) (bb) (iii) and (iv) are stated in the table below.

Name Department	No. of days suspended	Reasons for suspension	Payment value of suspension in rand per month	Delay and Reasons	Action taken to resolve the matters
Accident and Incident Investigation Division	90 days	Serious misconduct relating to misrepresentation of qualifications	R59,782.76 x3 months R179.348.28	No delay*	An internal disciplinary process was undertaken and the employee was dismissed.
Air Safety Operations Division	90 days	Serious Misconduct unethical conduct when doing inspection and audit.	R70,654.22 x 3 months R211,962.66	No delay*	An internal disciplinary process was undertaken and the employee was dismissed.
Air Safety Operations Division	90 days	Serious misconduct relating to conflict of interest and contravention of Civil Aviation Act, section 98.	R51,442.43 x 3 months R154,327.29	No delay*	The employee resigned before the disciplinary hearing was held.
Air Safety Operations Division	14 days	Serious misconduct relating to conviction on criminal case.	N/A	No delay*	An internal disciplinary hearing was conducted and the charges against the employee were dismissed by the Chairperson of the hearing.
Air Safety Operations Division	120 days	Serious misconduct relating misrepresentation of flying experience.	R97,707.48 x 4 months R390,829.92	Under the control of external investigations.	An internal disciplinary process was undertaken and the employee was dismissed.
Air Safety Operations Division	150 days	Serious misconduct relating to misrepresentation of qualifications.	R57,258.57 x 5 months R286,292.85	Some delay experienced during festive holidays.	An internal disciplinary process was undertaken and the employee was dismissed.
Total			R1,222,761.00

Footnote: * means that the suspension was within the SACAA Disciplinary Management Policy.

Air Traffic and Navigation Services SOC Limited (ATNS)

Department	Date Suspended	Date Suspension Uplifted Termination	Value of payment per month	Total of payment whilst on suspension	Reason for Suspension	Reason for Delay in resolving matter	What is being done to resolve	Reason for suspension with full pay
2012/2013
ATNS	25 September 2012	24 December 2012	R56 767.00	R163 307.00	KPMG Audit – Whistle blowing matter	Matter was dealt with as expedient as possible taking the audit into consideration.	Matter concluded	According to the Labour Relations Act, a suspension preceding a disciplinary hearing is a preventative suspension and must always be with full pay
ATNS	31 August 2012	14 September 2012	R20 833.33	R10 575.00	Gross Insubordination	Non availability of internal qualified Chairman.	Matter concluded.	According to the Labour Relations Act, a suspension preceding a disciplinary hearing is a preventative suspension and must always be with full pay
ATNS	25 September 2012	24 December 2012	R72 399.00	R211 618.00	KPMG Audit Whistle blowing matter	Matter was dealt with as expedient as possible taking the audit into consideration.	Matter concluded.	According to the Labour Relations Act, a suspension preceding a disciplinary hearing is a preventative suspension and must always be with full pay
ATNS	28 March 2013	1 August 2013	R153 333.00	R634 561.00	Gross Insubordination	External legal team appointed based on seniority.	Matter concluded. Employee dismissed.	According to the Labour Relations Act, a suspension preceding a disciplinary hearing is a preventative suspension and must always be with full pay
2013/2014
ATNS	4 July 2013	5 September 2013	R128 808.00	R271 466.00	Gross dishonesty	External legal team appointed due to seniority of employee.	Matter concluded.	According to the Labour Relations Act, a suspension preceding a disciplinary hearing is a preventative suspension and must always be with full pay
ATNS	13 March 2014	25 July 2014	R80 424.00	R357 004.00	Gross Insubordination	External legal team appointed due to the seniority of the employee.	Matter concluded	According to the Labour Relations Act, a suspension preceding a disciplinary hearing is a preventative suspension and must always be with full pay
2014/2015
ATNS	16 May 2014	31 October 2015	R111 435.00	R1 950 958.07	Whistle Blower on allegations of racism, discrimination, intimidation and victimisation of black employees.	Extensive internal disciplinary hearing finalised.	Matter Concluded. Employee resigned before finalization of disciplinary hearing.	According to the Labour Relations Act, a suspension preceding a disciplinary hearing is a preventative suspension and must always be with full pay
ATNS	16 May 2014	25 September 2015	R94 350.00	R1 557 411.00	Whistle Blower on allegations of racism, discrimination, intimidation and victimisation of black employees.	Extensive internal disciplinary hearing finalized.	Matter Concluded. Employee dismissed.	According to the Labour Relations Act, a suspension preceding a disciplinary hearing is a preventative suspension and must always be with full pay

Ports Regulator of South Africa

The Ports Regulator has never suspended any of its employees since starting operations in 2007.

South African Maritime Safety Authority ( SAMSA)

1. (ii)

Number of persons suspended	Number of months person suspended	Amount p/m	Reasons for suspension	Why Suspension with full pay?	Reasons for delays in resolving the matter	What are the Steps to resolve the matter?
2012-13
1	3 months	R69 141.49	Misconduct	Precautionary suspension	CCMA process took long	Resolved
2013-14
1	1 month	R28 818.12	Misconduct	Precautionary suspension	Hearing process	Resolved
2014-15
1	3 months	R70 616.58	Misconduct	Precautionary suspension	Investigation	Matter referred to the Labour Court
1	6 months	R18 853.99	Misconduct	Precautionary suspension	Sick leave by staff member & initiator	Matter resolved

Railway Safety Regulator (RSR)

ii. (aa) No persons were suspended during the 2012-13 reporting period.

ii. (cc) 2014/15 FINANCIAL YEAR

NO. OF PERSONS	REASONS FOR SUSPENSION	PERIOD OF SUSPENSION	MONEY PAID DURING SUSPENSION
1	Gross dishonesty, Financial misconduct, Insubordination and Breach of Duty of Trust.	Four months	R388, 700,96
1	Misconduct	One month	R42, 316
TOTAL
2			R431,016.96
(bb) 2013/14 FINANCIAL YEAR
NO. OF PERSONS	REASONS FOR SUSPENSION	PERIOD OF SUSPENSION	MONEY PAID DURING SUSPENSION
1	Misconduct	One month	R81, 433,50
1	Misconduct	Two months	R46, 474,64
TOTAL
2			R127, 908,14

(b)(iv) All the suspensions were conducted in compliance with the RSR’s Disciplinary Policy, which makes allowances for suspensions with full pay.

Cross-Border Road Transport Agency (CBRTA)

(a)(ii) The CBRTA in the (aa) 2012-13 (bb), 2013-14 (cc) 14-15 financial years (b) suspended a total of eight (8) persons as outlined in the schedule of suspensions table listed below. (b) The amount was paid to each of the specified persons in each month in each of the specified financial years, (c) the reasons for (i) the suspensions and (iii) the delays in resolving the suspensions in each case respectively are all provided in the table below.

Position	(aa)(bb)(cc)Financial years	Period	(c)(i) (ii) Reason for suspension	(c)(iii) Delay in resolving these matters	(b) Monthly amount paid
HR Generalist	FY12/13	FY12/13	November 2012 - January 2013 Suspended for 65 days	Alleged Misconduct. Recruitment process not followed for appointment of new hires. Verbal offers of employment extended before requisite approval.	The matter was not delayed. The suspension was uplifted and an informal disciplinary hearing was conducted.	R 36,744
Chief Road Transport Inspector	FY12/13	FY13/14	February 2013 – April 2013 Suspended for 65 days	Alleged misconduct. Making use of employer's resources for personal benefit. Leave without authorisation	The matter was not delayed. Disciplinary hearing was conducted.	R 38,133
Senior Manager Human Resources	FY13/14	FY13/14	March 2013 – April 2013 Suspended for 43 days	Alleged Misconduct. Unprofessional conduct, fraudulently changing performance score, failure to carry out responsibilities with recruitment of Road Transport Inspectors	The matter was not delayed, the employee resigned pending disciplinary enquiry	R 66,371

Position	(aa)(bb)(cc)Financial years	Period	(c)(i) (ii) Reason for suspension	(c)(iii) Delay in resolving these matters	(b) Monthly amount paid
Senior Manager Law Enforcement	FY 13/14	FY 14 / 15	November 2013 – November 2014 Suspended for 260 days	Alleged misconduct. Gross Insubordination, unruly behaviour, gross negligence	Delays with investigations due to unavailability of witnesses due to work pressures as well as year-end closure. Further delays with serving the employee with disciplinary hearing notice due to unavailability. Postponement of disciplinary hearing on account of employee's request for more time to prepare. First hearing adjourned on the basis of a technicality raised by the employee and his representative. Still more delays for a few scheduled hearing dates due to unavailability of the employee's representative. Eventually the case went to the CCMA for pre-dismissal arbitration. The pre-dismissal arbitration was delayed among others due to ill health of the employee, unavailability of his representative, ill health of the Commissioner; interdict an application to the High Court by the employee. The matter was settled on 3 November 2014.	R 75,467
Executive Manager: Human Resources & Administration	FY13/14	FY14/15	February 2014 - July 2014 Suspended for 108 days	Allegations of misconduct - Gross dereliction of duty, gross insubordination, and gross negligence	Matter delayed by changes to external investigators. Finally a settlement agreement was entered into	R 110,933
Executive Manager: Facilitation & Industry Development	FY14/15	FY14/15	May 2014 - November 2014 Suspended for 130 days	Allegations of misconduct - Gross insolence and undermining authority of superior	The matter was not delayed. After further investigations, the matter was partly heard. The employee requested a settlement agreement	R 131,098.50

Position	(aa)(bb)(cc)Financial years	Period	(c)(i) (ii) Reason for suspension	(c)(iii) Delay in resolving these matters	(b) Monthly amount paid
Senior Data Administrator	FY14/15	FY15/ 16	July 2014 – May 2015 Suspended for 216 days	Allegations of misconduct - Frequent late-coming, Repeated absence without permission, Abscondment/desertion, Gross insubordination	Suspension and hearing delayed on account of repeated failure by employee to respond to acknowledge receipt and/or to respond to disciplinary documentation, failure to attend the inquiry. Unsuccessful use of the services of the Sheriff of the Court to serve documentation to employee. 1st hearing conducted in employee's absence which led to her dismissal. Appeal chairperson granted that another hearing be conducted where she will be given an opportunity to state her case. 2nd hearing delayed due to unavailability of representative, ill-health of employee. Hearing finalised.	R 31,951

Position	(aa)(bb)(cc)Financial years	Period	Reason for suspension	Delay in resolving these matters	Monthly amount paid
Senior Manager Information Technology	FY14/15	FY15/ 16	October 2014 – July 2015 Suspended for 216 days	Allegations of misconduct - Intended fraud.	Investigations into the alleged misconduct were lengthy and required extended time. When suspension was uplifted with intention to pursue hearing, employee resigned.	R 79,679

(d)Mitigation against future costs related to employee suspensions:

The C-BRTA developed and adopted Management Guidelines for Employee Suspensions (as attached) that line management will now use when considering suspensions. The overall effect is that to date employee suspensions have become minimal and where there is a need to isolate an employee from operations while investigations are underway, the employee is placed in other non-related roles to best derive equitable value for the salary earned.

Road Accident Fund (RAF)

1. (ii) The Road Accident Fund (RAF), who employs over 2500 people, suspended with full pay (aa) 9 employees in 2012-13, (bb) 20 employees in 2013-14, and (cc) 10 employees in the 2014-15 financial years,

1. the value of the matters for each month in each financial year are:

	(aa) 2012-13	(bb) 2013-14	(cc) 2014-15
April	R 76 000.00	R 160 000.00	R 420 000.00
May	R 45 000.00	R 215 000.00	R 465 000.00
June	R 85 000.00	R 255 000.00	R 420 000.00
July	R 85 000.00	R 245 000.00	R 450 000.00
August	R 75 000.00	R 225 000.00	R 420 000.00
September	R 90 000.00	R 125 000.00	R 550 000.00
October	R 55 000.00	R 100 000.00	R 550 000.00
November	R 30 000.00	R 205 000.00	R 430 000.00
December	R 58 000.00	R 175 000.00	R 320 000.00
January	R 92 000.00	R 200 000.00	R 130 000.00
February	R 70 000.00	R 300 000.00	R 130 000.00
March	R 70 000.00	R 420 000.00	R 130 000.00

1. (i) the reasons for the suspensions, which relate to anything from misconduct to fraud, are to manage the risk of the employee to interfering with witnesses and/or evidence; where the continued presence of the employee presents a threat to life or property; or where the employee’s presence will have a disruptive effect on other employees, (ii) the CCMA and Labour Court generally consider suspension without pay an unfair labour practice, therefore the RAF Disciplinary Policy provides for the suspension of an employee on full pay in the aforementioned instances, (iii) delays in resolving the matters may be experienced due to any one or more reasons, including ongoing investigations that must be completed; the employee getting sick; CCMA referrals for unfair labour practices; and, requests for legal representation and determination, which if granted, impacts on the time taken to conclude hearings, and

1. in order to resolve future matters the RAF is amending its Disciplinary Policy to curb the maximum period for which an employee may be suspended on full pay and requiring the employee be charged no later than one month after the suspension.

Road Traffic Management Corporation (RTMC)

(ii) Road Traffic Management Corporation

(aa) 2012 - 2013 = five (5) employees

(bb) 2013 – 2014 = Five (5) Employees

(cc) 2014 – 2015 = One (1) Employees

1. 2012-2013

Employee	Monthly salary
No. 1	R 18 421.39
No. 2	R 13 961.89
No. 3	R 10 815.07
No. 4	R 35 980.71
No.5	R 14 383.92

2013-2014

Employee	Monthly salary
No. 1	R 38 565.30
No. 2	R28 490.88
No. 3	R 35 256.08
No. 4	R 14 171.32
No.5	14 383.92

2014-2015

Employee	Monthly salary
No. 1	R 35 256.08

1. (i) The reasons for the suspension were that the acts of misconduct were very serious and another reason was to conduct the investigation free from possible interference by the employees, in terms of paragraph 9.2 (i) & (ii) of the Disciplinary Code and Procedures of the Corporation

(ii) The suspension of this kind is with full pay in terms of paragraph 9.2 (b) of the Disciplinary Code and Procedures of the Corporation.

(iii) The delays were caused due to the investigation which took longer than we expected. Charges are informed by the Investigation report and therefore if finalization of the investigation delays, then the process of charging the employee/s delays.

(d). As soon as the employee is suspended, processes will be put in place to ensure that the investigation unfolds immediately without any delay. This will ensure that there are no unnecessary delays in the finalization of cases and suspensions.

Road Traffic Infringement Agency (RTIA)

(ii) Suspensions with Full Pay
2012/13	2013/14	2014/15
None	None	1

1. R 261 541.15 for the period September 2014 to February 2015

Gross salary per month:

September 2014- R39 401.44

October 2014- R39 401.44

November 2014- R39 401.44

December 2014- R39 401.44

January 2015- R64 533.97

February 2015- R39 401.44

1. Reason for suspension

1. Misconduct;
2. The suspension was with full pay; and
3. A lengthy disciplinary process was undertaken and the employee was given a final written warning

1. The disciplinary hearing concluded the process.

South African National Roads Agency Limited (SANRAL)

None of the South African National Roads Agency (SOC) Ltd (SANRAL) staff members were suspended during the years under review

Reply:

The Department did not award any contract to Atul, Ajay and Rajesh Gupta during the (a) 2012-13, (b) 2013-14 and (c) 2014-15 financial years.

Reply:

No, the matter was referred to the Magistrate Commission for further handling and investigation.