Questions and Replies

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 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:

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:

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) (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 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:

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:

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:

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

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:

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

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:

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:

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. The R24 (P16/1) from km 12, 5 (Olifantshoek) to km 0.0 (Buiten ST, Rustenburg) was split into two sections. Section One km 0.0 to km 4.9 (Project One) and km 4.9 to km 12 ,5 (Project Two). These projects were procured approximately 24 months apart.

2(a) Project One was awarded to DIP Civils in April 2013. In February 2014 the pace of construction slowed down considerably and it was evident that the Contractor was experiencing some financial problems that led into the contractor seeking for a and entered into Business Rescue in April 2014. Unfortunately the Business Rescue was not successful and a new contractor was appointed together with the Liquidator in October 2014. This project is scheduled to be completed by end April 2016.

(b) The Second Project commenced in March 2015 and is scheduled to be completed in September 2017. Currently progress is on schedule.

(3) As part of government’s key delivery programme being implemented by SANRAL, the Minister has no plans to single out this programme through any form of statement on this road.

Reply:

The question by the Honourable Member is more on operational matters which the Ministry at the national level, does not monitor. The question can therefore best be responded to by the Municipal Managers and the Honourable Member may consider using his representation in those councils.

Reply:

On 29 February 2014 and 27 January 2016 the Commission received complaints related to a visa service provider.

The first complaint was that the visa service provider had allegedly concluded contracts with various foreign governments in terms of which it had been given exclusive rights to provide visa support services, and was charging excessive prices for its visa support services.

After investigating the complaint, the CC decided not to refer the matter to the Competition Tribunal, due to jurisdictional issues relating to the conduct of foreign governments. The Commission also found that the prices that were being charged were in fact aligned with the embassies’ own tendering frameworks.

The Commission did however engage in advocacy efforts with the embassies concerned, to make them aware that such practices could have anti-competitive effects.

On 27 January 2016, the Commission received a complaint that the same company was abusing its dominance in the provision of visa support services to international travellers to South Africa who have to use South African embassies abroad. This complaint is still under investigation by the Commission.

-END-

Reply:

No.

END.

Reply:

The requested information is yet to be received from the Metropolitan Municipalities. We are however, making efforts to follow-up on it and the Honourable Member will therefore be updated on progress.

 

Reply:

The matter was recently finalized by the Constitutional Court. The process that is followed in government regarding the payment of legal fees is as follows: Counsel would submit their bills to the State Attorney. The State Attorney is required to verify the bills and effect payment. Thereafter the Bills are submitted to the Department of Justice and Constitutional Development. The Department of Justice invoices the relevant Departments for a refund, in this case, the Presidency. The Presidency will only be able to ascertain the amount spent after the above process is concluded.

Reply:

The requested information is yet to be received from the Metropolitan Municipalities. We are however, making efforts to follow-up on it and the Honourable Member will therefore be updated on progress.

 

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:

The requested information is not readily available within the department. We are however, collating the information from both the Provincial CoGTA departments and the Metropolitan Municipalities and will submit as soon as we have concluded. The Honourable Member will therefore be updated on progress.

Reply:

According to the Northern Cape Department of Health, the response is as follows:

1. (a) The breakdown in expenditure on air ambulance services

    (i) 2012-2013: Unable to source information;

    (ii) 2013-2014: R14,359,809.26;

    (iii) 2014-2015: R11,768,985.19;

(b) 2015 – 18 March 2016: R10,851,059.19

2. Third parties were not used to provide such services.

3.The fixed wing aircraft, Aerocare (Ambulance Air Africa) is operational in the Northern Cape Province. The current contract operates on a month-to-month system until National Treasury finalises the new tender for aeromedical services.

END.

Reply:

The requested information is yet to be received from the Metropolitan Municipalities. We are however, making efforts to follow-up on it and the Honourable Member will therefore be updated on progress.

 

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:

There is no requirement for the verification of national teacher education qualifications of South African Citizens by the South African Qualifications Authority (SAQA).

However, all teachers are required to submit their qualifications to education departments for evaluation to be employed in education. The policy on the Criteria for the Evaluation and Recognition for Qualifications for Employment in Education, former Department of Education, 2000, published in Notice No. 935, Government Gazette No. 21565 of 22 September, 2000 is in the process of being revised. This policy describes the process and procedures for the evaluation, approval and recognition of initial qualifications, advanced and postgraduate qualifications for employment in education and the assigning of Requirement Education Qualification Value (REQVs) to these qualifications.

The principal end users of this policy are evaluators of teacher qualifications in national and provincial departments of education and admissions officials at universities and higher education institutions that offer teacher education to ensure that teacher applicants are admitted to the correct and most appropriate qualification type and programme.

 

Reply:

What was the (a) salary and (b) performance bonus of each public school principal in 2015?

(a) The table below shows a summary of Principal annual and monthly basic salary. The annual and monthly salaries are summarised by the level of a principal and the number of principals on each salary notch. This is a summary of the position as at December 2015.

Annual Basic Salary (R)	Monthly Basic Salary (R )	Number of Principal per level (level is determined by size of the school)
		Principal P1	Principal P2	Principal P3	Principal P4	Principal P5	Principal S1	Grand Total
123 000	10 250						1	1
162 516	13 543						1	1
164 157	13 680						1	1
169 113	14 093						1	1
170 814	14 235						1	1
179 532	14 961						1	1
188 673	15 723						1	1
190 569	15 881						1	1
194 400	16 200						1	1
196 335	16 361						1	1
198 297	16 525						2	2
200 478	16 707						1	1
202 476	16 873						1	1
206 547	17 212						1	1
208 620	17 385						2	2
212 811	17 734						4	4
214 929	17 911						2	2
217 074	18 090						1	1
219 258	18 272						4	4
221 445	18 454						1	1
223 674	18 640						3	3
228 165	19 014						5	5
230 445	19 204						3	3
232 752	19 396						4	4
235 077	19 590						3	3
237 420	19 785						5	5
239 790	19 983						4	4
242 169	20 181						6	6
244 617	20 385						8	8
247 062	20 589						3	3
249 528	20 794						2	2
252 012	21 001						2	2
254 541	21 212						1	1
257 082	21 424						8	8
259 650	21 638						4	4
262 254	21 855						8	8
264 885	22 074						4	4
267 531	22 294	108					4	112
270 195	22 516	43					5	48
272 904	22 742	87					5	92
275 622	22 969	65					8	73
278 397	23 200	53					5	58
281 157	23 430	27					1	28
283 986	23 666	20					1	21
286 815	23 901	5						5
289 698	24 142	6					3	9
292 581	24 382	36					1	37
297 114	24 760	21						21
300 087	25 007	21					1	22
303 105	25 259	37					1	38
306 111	25 509	72					4	76
309 189	25 766	113					2	115
312 267	26 022	84					4	88
315 396	26 283	72					3	75
318 543	26 545	69	814				4	887
321 723	26 810	71	405				4	480
324 957	27 080	66	566				4	636
328 203	27 350	50	397				1	448
331 494	27 625	41	395				1	437
334 809	27 901	19	235				1	255
338 163	28 180	19	98				1	118
341 538	28 462	9	76					85
344 946	28 746	11	95					106
348 384	29 032	12	69					81
351 870	29 323	9	107					116
355 410	29 618	6	95					101
358 956	29 913	6	132					138
359 655	29 971		1					1
362 547	30 212	5	291					296
366 159	30 513	7	419				1	427
369 810	30 818	9	390					399
373 524	31 127	12	432					444
377 259	31 438	10	409				1	420
381 027	31 752	4	404	691				1099
384 831	32 069	4	341	376				721
388 683	32 390	6	288	538				832
392 574	32 715	5	203	480	1			689
396 510	33 043	5	149	393				547
400 464	33 372	4	194	332				530
404 451	33 704	3	142	100				245
408 528	34 044	7	111	47				165
412 596	34 383	5	110	62				177
416 721	34 727	5	131	59				195
420 894	35 075	3	156	123				282
427 413	35 618		50	59				109
431 691	35 974		37	91				128
435 993	36 333		52	194				246
440 364	36 697		35	267	477			779
444 753	37 063		64	391	315		1	771
449 205	37 434		21	353	326			700
453 714	37 810		4	319	336			659
458 223	38 185	1	7	335	244			587
462 819	38 568		6	371	182			559
467 448	38 954		13	299	48			360
472 128	39 344	1	10	238	22		1	272
476 835	39 736		7	187	29			223
481 602	40 134		13	151	38			202
486 432	40 536		13	110	53			176
491 301	40 942		14	107	42			163
496 206	41 351		6	87	62			155
501 168	41 764		11	78	101			190
506 178	42 182		12	49	115			176
511 245	42 604		10	49	154			213
516 348	43 029		8	42	181			231
521 517	43 460		7	49	196			252
523 788	43 649			1				1
526 743	43 895		10	79	231			320
531 999	44 333		11	52	218			281
537 324	44 777		2	26	231	1		260
542 688	45 224			4	191	65		260
548 112	45 676		1	4	172	47		224
553 614	46 135			6	88	45		139
559 134	46 595		1	5	53	58		117
564 738	47 062		1	2	19	40		62
570 378	47 532		1	2	10	45		58
576 078	48 007		1	2	9	9		21
581 838	48 487		2	3	12	1		18
587 646	48 971		1	4	13	2		20
593 541	49 462			3	11	2		16
599 460	49 955			1	8	2		11
605 460	50 455				1	3		4
611 517	50 960			3	5	3		11
617 637	51 470				11	12		23
623 793	51 983				3	19		22
630 033	52 503				3	28		31
636 330	53 028			1		28		29
642 702	53 559				2	26		28
649 149	54 096					19		19
655 635	54 636				2	20		22
662 178	55 182				1	18		19
668 814	55 735					4		4
675 501	56 292					3		3
682 236	56 853					1		1
768 762	64 064			1				1
Grand Total		1 354	8 086	7 226	4 216	501	170	21 553

Source: PERSAL

(b) The current performance management dispensation for school-based educators does not provide for a performance bonus.

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 requested information is yet to be received from the Tlokwe City Local Municipality. We are however, making efforts to follow-up on it and the Honourable Member will therefore be updated on progress.

 

Reply:

The requested information is yet to be received from the Metropolitan Municipalities. We are however, making efforts to follow-up on it and the Honourable Member will therefore be updated on progress.

 

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:

The HPCSA is an independent organisation, as such, it has a legal obligation to adhere to all Constitutional and relevant legislative prescripts in the exercise of its mandate. The implementation of the recommendation made in the Ministerial Task Team Report on the Health Professions Council of South Africa (HPCSA) is therefore subject to adherence to these prescripts. I am being kept informed by the HPCSA on the progress in this regard.

 (a) At this point, I have not been informed by the HPCSA that any of the recommendations of the Ministerial Task Team have been rejected;

 (b) Not applicable;

 (i) Not applicable;

 (ii) A final implementation report is expected by the end of April 2016

END.

Reply:

Whether she has entered into a performance agreement with the President, Mr Jacob G Zuma, with regard to the implementation of the Medium-Term Strategic Framework (MTSF) 2014-2019

The Minister of Basic Education Mrs A Motshekga, MP, has signed her Performance agreement with the President, Mr Jacob G Zuma in December 2014.

a) Which key indicators and targets from the MTSF are reflected in the agreement

The indicators in the Agreement are as captured in the Outcome 1 MTSF chapter. In summary, these indicators come from the following areas:

1. Impact Indicators – which come from the Action Plan to 2019
2. Sub-Outcome 1: Teacher supply, development and effective utilisation
3. Sub-Outcome 2: Provision of infrastructure
4. Provision of Learning and Teaching Support Materials
5. Sub-Outcome 3: Improving assessment (ANA)
6. Sub-Outcome 4: Improving Grade R and extension of Early Childhood Development (ECD).
7. Sub-Outcome 5: Strengthening accountability at schools and district level
8. Sub-Outcome 6: Partnerships for education reform and improved quality

b) How many performance assessments has she undertaken in consultation with the President since the agreement was signed?

The Minister’s performance has been assessed through the Cabinet Memorandum which is tabled before Cabinet every quarter. In this financial year, two reports have been tabled at Cabinet, and the third quarterly report is being prepared for submission to the Department of Planning Monitoring and Evaluation by March 2016.

c) What progress has been made in meeting the key indicators and targets from the MTSF?

Significant progress has been made for the 2015/16 financial year. As at the end of the second quarter, out of a total of 55 indicators, performance is as reflected below:

1. Eleven (11) indicators were fully achieved;
2. Forty (40) indicators were work in progress with the assurance that the targets for 2015/16 will be met by the end of the financial year;
3. No indicators were under-performing due to reasons stated in question (d); and
4. Four (4) indicators have not been reported because of lack of tools to collect the required data or information.

 

d) What are the key obstacles to implementation?

1. Lack of Agreement, tool and regularity in the administration of the ANA;

(ii) Concurrent functions challenges in providing information required from provincial departments of education in the correct format timeously; and

(iii) Interdepartmental dependency in providing information, such as the ECD programmes, ICT and Teacher Development.

e) What is the plan to address such obstacles?

1. The lack of Agreement, tool and regularity in the administration of the ANA:

• The Department is in the process of resuscitating the ELRC as a platform for engagement and,
• The Department has established a task team with representatives from teacher unions to deal with the instrument and the frequency of the administration of the ANA.

(ii) Concurrent functions challenges:

• The department has started developing the norms and standards, business processes and sector plans to be used to solicit the buy in of the provinces to comply with the key deliverables of the sector;

(iii) Interdepartmental dependency:

• These challenges are attended to at the Cabinet Cluster meetings, MINMECs and Minister’s Implementation Forum (MIF);
• The department’s Director General also holds bilateral meetings with the Director Generals of the affected departments.

 

NW75E

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 requested information is not readily available within the department. We are however, collating the information from the Metropolitan Municipalities and will submit as soon as we have concluded. The Honourable Member will therefore be updated on progress.

Reply:

(1) (a) The maximum loan amount that may be awarded by the National Student Financial Aid Scheme (NSFAS) to a university student in the 2016 academic year is R71 800.

(b) (i) and (ii) The maximum loan awarded from the DHET general fund for university students is determined annually and approved by the NSFAS Board as part of the allocations process each year. For the 2016 academic year, the maximum loan amount was approved by the Board in the third quarter of 2015/16 and communicated to institutions in December 2015.

(iii) The university loan amount is determined based on the provisions within the NSFAS Act 56 of 1999 under Sections 4(a) and 4(b), which specifies that it is the function of NSFAS “to allocate funds for loans and bursaries to eligible students; to develop criteria and conditions for the granting of loans and bursaries to eligible students in consultation with the Minister”. It is further provided for under Section 19(1) that “Loans and bursaries granted by the board may be subject to such conditions as it may determine, either generally or in respect to a particular loan or bursary”.

(iv) The maximum loan is calculated by taking into consideration factors such as the increase received from the national budget process and weighted average full cost of study at universities.

(2) An extract of the NSFAS Board meeting minutes of 25 November 2015 is attached.

(3) According to data received from universities, the average full cost of study across the 26 universities was R70 679.11 and weighted average full cost of study was R71 878.40. Based on the weighted average full cost of study, the maximum-capped award was determined as R71 800.

 

COMPILER/CONTACT PERSONS:

EXT:

DIRECTOR – GENERAL

STATUS:

DATE:

QUESTION 834 APPROVED/NOT APPROVED/AMENDED

Dr BE NZIMANDE, MP

MINISTER OF HIGHER EDUCATION AND TRAINING

STATUS:

DATE:

Reply:

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

Reply:

The requested information is yet to be received from the Tlokwe Local Municipalitie. We are however, making efforts to follow-up on it and the Honourable Member will therefore be updated on progress.

 

Reply:

The rationale for the proposed amendments is to strengthen the administration of exports of scrap metal to achieve public policy objectives.

ITAC has published a notice requesting members of the public and interested parties to comment on a range of proposals in this regard.

One of the proposals related to the possible designation of one port to enable the concentration of resources to enable effective compliance. ITAC will need to take into account all relevant factors, including the additional costs on parties and weigh these against the likely benefits. A public call for comments assists ITAC to take all views into account.

-END-

Reply:

(1) No

(a) - (d) Not applicable

(2) No

(a) - (c) Not applicable

 

 

COMPILER/CONTACT PERSONS:

EXT:

DIRECTOR – GENERAL

STATUS:

DATE:

QUESTION 902 APPROVED/NOT APPROVED/AMENDED

Dr BE NZIMANDE, MP

MINISTER OF HIGHER EDUCATION AND TRAINING

STATUS:

DATE:

Reply:

a) The project allocation process is initiated by the Project Management Unit of the Construction Education and Training Authority (CETA), which conducts a needs analysis, derived from the:

• National Skills Development Strategy;
• CETA Sector Skills Plan;
• CETA five-year Strategic Plan;
• CETA Annual Performance Plan; and
• Service Level Agreements.

   (i) The grant allocation approval process is entirely transparent and meets the relevant supply chain management principles. The process involves the following:

• Applications are made through the CETA online application tool;
• Evaluations are done independently and recommendations are made to the CETA Board;
• After approval by the CETA Board, the CETA issues an offer to contract with the successful applicant, which is subject to various conditions, including a due diligence exercise to determine the ability of the approved applicants to implement their proposed projects; and
• CETA finally approves the relevant grants, only after applicants have satisfied CETA of its ability to implement their proposed projects.

The process that is followed in respect thereof ensures the integrity of the CETA’s project allocation.

  (ii) Since the 2011/12 financial year, all payments to successful applicants were made in accordance with the CETA’s performance based payment system, in terms of which:

• Payments are made after submission and approval of compliant invoices and supporting documentation;
• All payments can accordingly be traced back to costs incurred in respect of specific learners, in accordance with the supporting documentation which entities are required to submit prior to receiving payment;
• The supporting information required before payments are made include, where applicable, learner attendance registers, proof of payment of stipends to learners and proof of receipt of learning materials received by the learners;
• No advance payments are made to any entities;
• As a consequence, entities who do not perform in accordance with their project planning will not receive their full grant allocation;
• Payments are only made in respect of services rendered or expenses incurred; and
• the CETA has strict invoicing processing compliance requirements in which payments are only made into approved bank accounts, or, in the instance of public entities, separate cost centres, allocated exclusively to the approved CETA project.

(b) Below are the three areas in which the CETA ensures quality:

• Accountability and conformance to standards;
• Maintaining and enhancing the quality of facilitation and learning by accredited Skills Development Providers; and
• Quality enhancement and continually improving practitioners, assessors, moderators and staff.

(c) The following measures are implemented to ensure that CETA accounts for all funds utilised:

• A commitment schedule, which is reviewed on a regular basis, is maintained;
• Monthly management reports are reviewed by the Finance Committee;
• Financial statements are prepared on a quarterly basis;
• Annual financial statements are reviewed by the Audit Committee; and
• Annual Financial Statements are audited by the Auditor-General who tests the accuracy, validity and completeness of financial information.

 

Compiler/contact persons:

Ext:

DIRECTOR – GENERAL

STATUS:

DATE:

REPLY TO QUESTION 341 APPROVED/NOT APPROVED/AMENDED

Dr BE NZIMANDE, MP

MINISTER OF HIGHER EDUCATION AND TRAINING

STATUS:

DATE:

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:

1. Yes, the Department acknowledges the increased health risks resulting from excessive sugar intake. The Department of Health, as well as our government partners, have already announced steps to deal with the excessive consumption of sugar by the population at large. For example the Treasury has recently announced a tax on sugar sweetened beverages that will come into effect in April 2016. The Department developed a multi-sectoral strategy to prevent and control obesity in South Africa. One of the actions in the strategy is to educate the public about healthy food choices including the risks of excessive sugar intake. The Department has developed a Nutrient Profile Model (NPM) which will be used to assess and classify foods as having excessive amounts of sugar, salt and fats. The NPM together with the labelling regulations will ensure that consumers are educated on how to make informed choices.

However it is important to note that while sugar is an important contributor to the rising incidence of Non-communicable diseases is South Africa, it is by no means the only contributor and other dietary risk factors as well as lack of physical activity, tobacco and alcohol use are also important risk factors. The Department of Health is thus dealing with the excess of sugar intake as part of a more comprehensive plan to deal with non-communicable diseases.

With respect to “indirect consumption” the Director General of Health has led a partnership with the Consumer Goods Council and its affiliates to ensure that the industry reformulates its products to be more healthy and that consumption patterns, including sugar consumption, decreases. Outcomes of these processes are expected to become evident soon.

2. No. It is the prerogative of the public broadcaster to secure the rights and air programmes and not that of the Department of Health.

The Good Life Network channel that was launched in December 2015 by the Department is one of the platforms used to inform and educate consumers about the importance of making Healthy food choices. Various other channels are being utilised where information is shared around the importance of healthy eating and the risks of excessive intake of sugar, salt and fat.

The Department of Health will be launching a public awareness campaign in late March for healthy lifestyles as part of World Health day activities under the theme “beat diabetes”.

3. Yes. Provision was made in the draft Food Labelling Regulations (R429/2014) for a front-of-pack labelling option, in addition to the fact that total sugars must always be declared in the table with nutritional information.  The new Labelling Regulations will make Nutritional information mandatory for most foods (a few exemptions are allowed).

The following is an example of a front-of pack labelling, following the principles of the Traffic light system: red means dangerous, yellow means caution and green means safe:

This example could be further developed into a simpler format which simply include the traffic light colours, the name of the nutrient, e.g. sugar, or salt and if possible a graphic representation of a typical household measure such as a teaspoon.  Further work is this regard is still being pursued with the food industry.

 

END.

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:

The requested information is yet to be received from the Metropolitan Municipalities. We are however, making efforts to follow-up on it and the Honourable Member will therefore be updated on progress.

 

Reply:

(a) With reference to my reply to question 335 on 14 March 2016, an update is provided on the costs of damage caused to property at North West University, University of Cape Town and University of the Free State resulting from student protests since 1 February 2016:

• University of Stellenbosch – R352 000.00
• North West University – R151 000 000.00 (updated)
• University of Limpopo – R1 786 294.52
• University of Johannesburg – R345 000.00
• University of the Western Cape – R46 544 446.00
• Walter Sisulu University – R351 287.19
• Tshwane University of Technology – R5 073 747.73
• University of KwaZulu-Natal – R82 000 000.00
• Cape Peninsula University of Technology – R689 850.14
• University of Cape Town – R3 200 000.00 (updated)
• University of Zululand – R 4 500 000.00
• Rhodes University – R250 000.00
• University of the Witwatersrand – R1 410 223.00
• University of the Free State – R2 800 000.00 (updated)

Total cost: R300 302 848.58 (updated)

The following universities submitted damage reports, however they did not provide estimates of the cost of damage, which will be requested from them:

• University of South Africa;
• Central University of Technology;
• Durban University of Technology; and
• University of Fort Hare.

The following universities reported no/minor incidents of damage on their campuses:

• Vaal University of Technology;
• Mangosuthu University of Technology;
• University of Venda;
• Nelson Mandela Metropolitan University; and
• University of Pretoria –graffiti on walls, which have been repainted.

(b) The universities have not confirmed from which university budgets these damages will be recovered. However, certain damages will be paid or recovered from insurance claims.

 

COMPILER/CONTACT PERSONS:

EXT:

DIRECTOR – GENERAL

STATUS:

DATE:

QUESTION 833 APPROVED/NOT APPROVED/AMENDED

Dr BE NZIMANDE, MP

MINISTER OF HIGHER EDUCATION AND TRAINING

STATUS:

DATE: