Questions and Replies

Reply:

a), b), c) and d) 

Salary level	Average salary	Total amount spent 2023/24 FY	Projected amount 2024/25 FY @4.7%	Total number of employees per level
Salary level 1	123 741	2 075 022	2 172 548	17
Salary level 2	130 437	10 163 410 848	10 641 091 157	76 650
Salary level 3	159 879	10 034 049 885	10 505 650 229	63 144
Salary level 4	184 026	7 408 831 452	7 757 046 530	41 351
Salary level 5	216 876	40 887 824 397	42 809 552 143	188 044
Salary level 6	274 878	38 318 991 165	40 119 983 749	143 633
Salary level 7	327 819	101 020 256 001	105 768 208 033	306 173
Salary level 8	391 491	66 123 453 459	69 231 255 771	168 382
Salary level 9	462 972	43 982 077 263	46 049 234 894	94 775
Salary level 10	574 725	31 705 654 683	33 195 820 453	54 386
Salary level 11	811 560	28 567 475 706	29 910 147 064	37 066
Salary level 12	1 080 681	32 586 306 183	34 117 862 573	28 343
SENIOR MANAGEMENT SERVICE (SMS)
SMS - Salary level 13	1 232 289	8 449 071 954	Cost-of-living adjustment for 2024/25 FY not approved.	6 754
SMS - Salary level 14	1 454 487	2 943 025 932	Cost-of-living adjustment for 2024/25 FY not approved.	1 994
SMS - Salary level 15	1 738 656	1 111 268 202	Cost-of-living adjustment for 2024/25 FY not approved.	631
SMS - Salary level 16	2 158 533	260 590 709	Cost-of-living adjustment for 2024/25 FY not approved.	117

End

Reply:

1. It is not mandatory for public servants to be members of (a) a medical scheme, however, employees who are on salary level 1 to 5 receive 100% medical subsidy if they join GEMS on the Tanzanite One Benefit Option. Employees on salary level 6 to 10 who join GEMS receive 75% medical subsidy and can join any benefit option of their choice. Employees from salary levels 11 upwards structure their salaries and are not compelled to be members of any medical scheme as they do not receive medical subsidy. The police service has its own medical scheme, called POLMED.

2. It is not mandatory for public servants to be members of Government Employees Medical Scheme (GEMS). The total number of public servants who are Government Employees Medical Scheme (GEMS) members is (a) 688 052 and (b) this number constitutes 55.6 % of the total number of public servants. The number of police service members on POLMED is 146 855 and this constitutes 80% of the police service. State Security Agency (SSA) and Defence are excluded in these numbers.

End

Reply:

Cases reported through the National Anti-Corruption Hotline (NACH) are referred to departments, public agencies and other public bodies for investigation in accordance with the agreed protocols. These departments, public agencies and other public bodies are required to investigate the referrals in terms of their particular mandates on investigations within 40 days of the referral of the case. Generally, many investigations are prolonged due to a variety of factors depending on complexity of the case. Some of the problems experienced by the Departments in the handling of NACH cases appear to be link to the lack of investigative capacity, financial constraints and the fact that some departments do not have appropriate structures or specialised units to deal such cases as required by the Minimum Anti-Corruption Capabilities set by Cabinet.

The PSC has put in place mechanisms to monitor and to follow up regularly with departments.

End

Reply:

Cases reported through the National Anti-Corruption Hotline (NACH) are referred to departments, public agencies and other public bodies for investigation in accordance with the agreed protocols. These departments, public agencies and other public bodies are required to investigate the referrals in terms of their particular mandates on investigations. Problems experienced by departments in the handling of NACH cases appear to be linked to the lack of investigative capacity, financial constraints and the fact that some departments do not have appropriate structures or specialized units to deal with the cases as required by the Minimum Anti-Corruption Capabilities set by Cabinet.

End

Reply:

(a) The National Framework Towards the Professionalisation of the Public Sector (Professionalisation Framework) requires all Members of the Senior Management Service (SMS) to complete the SMS Pre-Entry Programme (Nyukela) before qualifying for an appointment in the SMS. The Professionalisation Framework prescribes that the Nyukela programme should also be extended to employees in the Local Government, Military, State Security, Police, Correctional Services and Boards of SOEs. The Directives issued by the Minister for the Public Service and Administration exclude the SMS within the security cluster, appointed under their specific sectoral legislation provisions. This exemption arises due to the distinct appointment criteria that differ from those applicable to SMS members appointed under the Public Service Act.

The Nyukela certificate is a component of the government's initiative to professionalise the public service. This certification process is mandatory for public servants and individuals aspiring to join the SMS within the Public Service, contingent upon meeting predetermined minimum criteria, including qualifications and experience. Completion of the Nyukela course requires approximately 120 hours.

The Practice Note concerning enacting a pre-entry certificate for the Senior Management Service (SMS), which came into effect on 1 April 2020, highlights in paragraph 6 the imperative to prevent delays in the recruitment procedure as an integral aspect of the course introduction. It is specified that the appointment to any SMS role advertised on or following 1 April 2020 will remain incomplete until the selected candidate presents the necessary pre-entry certificate, which must be obtained from the National School of Government.

The pre-entry certificate requirement for the SMS standardises competencies, professionalises the public service, assures quality in recruitment, enhances public service delivery, and promotes equitable opportunities. This mandate ensures candidates for senior positions possess essential competencies, align with administrative good practices, and maintain high leadership standards. It also aims to improve service efficiency, transformation, and fairness in recruitment and support the public service's integrity and professionalism. This strategic foresight ensures the leadership is qualified and dedicated to excellence in service delivery.

(b) SMS members within the security cluster appointed under their respective sectoral legislation are exempt from the obligation to present a Nyukela certificate due to distinct appointment criteria that differ from those applicable to SMS members appointed under the Public Service Act.

End

Reply:

(a) (i) and (ii) & (b) (i) and (ii)

The requested information falls under the jurisdiction of respective Executive Authorities as human resources management is a decentralised function across the Public Service. Section 3(7)(a) and (b) of the Public Service Act of 1994 provides individual Executive Authorities with comprehensive responsibilities and obligations related to the department's structural and organisational arrangement as well as powers and duties in recruitment processes. These include the setting of employment criteria and determining job criteria, such as requisite qualifications. Furthermore, Regulation 70 of the Public Service Regulations, 2016, provides that a Head of Department shall keep a record of each employee and each post on the establishment under the information requirements issued by the Minister. The Minister for the Public Service and Administration establishes the overarching frameworks and guidelines that shape recruitment and structural organisation within various departments.

As employee profiles change all the time from month to month, each Executive Authority will be required to verify and provides clarity on such matters.

End

Annexuture 

Reply:

The skills audit project in the infrastructure and frontline service departments is being conducted over two financial years. It started with situational analyses reports which are being finalised in the current financial year. The skills audit survey will be undertaken in the next financial year, and it will pinpoint specific gaps and areas for improvement, facilitating the development of targeted training and development programmes in each department.

End

Reply:

1. (a) The amount of R400 million was reported as accumulated revenue generated over a period of five (5) financial years (i.e. from 2019/20 to date). The amount generated is from services rendered (course fees collected) without taking into account the operating expenses and salaries paid throughout the period.

(b) The Training Trading Account currently holds reserves to the amount of R128 million after accounting for salaries and operating expenses over the period. The NSG has, over the years, written letters to the National Treasury to retain surpluses in accordance with the provisions of Treasury Regulation 19.7.1.

The approved reserves are earmarked for identified multi-year projects which will improve the operations of the NSG, while others were used to cover budget cuts from the National Treasury.

2. The NSG is developing a new funding model. Engagements were held with the National Treasury on the future re-positioning of the NSG and funding pressures. The funding model is being developed in the context of the future re-positioning process, which will be submitted to Cabinet in this calendar year for consideration.

end

Reply:

The Directive on Human Resources Management and Development for Public Service Professionalisation, Volume 1, ratified by the Minister for Public Service and Administration on 16 February 2024, specifies various support mechanisms to aid departments in implementing the National Framework for Public Sector Professionalisation. These mechanisms encompass, among numerous others, the following:

(a) Forms of Support Offered to Departments

In the context of forms of support offered to departments, the Directive specifies support in recruitment and selection, detailing requirements for the Senior Management Service (SMS), including the Nyukela Certificate, experience waiver for entry-level roles, and graduate recruitment programs. It obligates departments to train individuals appointed without experience, incorporating training, coaching, and mentorship for employee development. The Directive mandates that new employees undergo induction within six months of joining while existing staff must participate in re-orientation programs every five years. The Directive merges performance management with professional development, advocating for reporting tools to enhance impactful performance outcomes and link them to organisational goals. Furthermore, the Directive prescribes the maintenance of a qualifications database to align skills development with Human Resources plans and address the sector's skill shortages.

(b) Impact of Support on the Implementation of the Framework

Under the "impact of support on the implementation of the framework," it is imperative to note the Directive emphasises strict compliance and outlines legal consequences for non-compliance, aiming to enhance public sector proficiency and ethics through rigorous recruitment, comprehensive training, and ongoing professional development. This strategic approach is expected to have a positive ripple effect on the successful enactment of the Framework. With the official full-scale implementation date slated for 1 April 2024, and despite being nascent, proactive measures and preliminary applications of the Directive have already been set in motion. The implementation phase is reinforced by a meticulously designed monitoring framework, which employs systematic observation, in-depth analytical review, and the strategic leveraging of insights to strengthen accountability and transparency across the board. This methodology is finely tuned to align with the Directive's overarching goals, aiming to catalyse a transformative journey towards heightened excellence and professionalism within public service entities.

(c) Training and Workshopping of Heads of Department and Senior Management

Within the context of training and workshopping for heads of department and senior management, the Directive was extensively discussed at forums such as FOSAD, GSCID, and various inter-government committees, ensuring its comprehensive circulation for broad-based consultation and understanding. It was thoroughly workshopped with corporate leaders, encompassing senior managers and relevant officials, during the department’s routine monthly meetings with Heads of Corporate Services across the public service. Despite the Directive's formal effectuation date being 1 April 2024, proactive steps have been undertaken by the MPSA to roll out outreach and educational initiatives aimed at the actual implementers within the public service, as evidenced by the programmes already undertaken in the Mpumalanga province. These outreach and educational sessions to all provinces have been planned for the first quarter of the 2024/2025 reporting period, signifying ongoing efforts in this crucial implementation area.

End

Reply:

The Department of Public Service and Administration (DPSA) has approved a Manual in terms of section 14 of the Promotion of Access to Information Act, 2000 (Act No.2 of 2000) (PAIA) which, amongst others, deals with and promotes the right to access records held by the DPSA, as a public body and sets out the procedures to be followed by members of the public to access records held by the DPSA.

Furthermore, the DPSA has published, on its website, a Notice in terms of section 15 of PAIA identifying categories of records of the department which are automatically available without a person having to request access in terms of the procedures contained in the Manual.

The Manual and section 15 Notice are available on the DPSA website at the following link: https://www.dpsa.gov.za/paia/

In so far as human resource data and any other information to enable external analysis, research and advice is concerned, such requests are considered and released subject to the provisions of the PAIA and the Protection of Personal Information Act, 2013 (Act No. 4 of 2013) with due regard to the lawful requirements for the further processing of personal information.

End

Reply:

1 (a-b) and (b)

Section 197 (1) of the Constitution states that “within public administration there is a public service for the Republic, which must function, and be structured, in terms of national legislation, and which must loyally execute the lawful policies of the government of the day”. The Code of Conduct for Public Servants also state under Section 12(f) of the Public Service Regulations, 2016 that public servants “Shall not abuse his or her position in the public service to promote or prejudice the interest of any political party or interest group”. Section 13(k) states that public servants shall “refrain from party political activities in the workplace”.

The question by the Honourable Member is therefore unfortunate, as it has undertones of dragging public servants into party political work. This is wholly unethical and against the Constitution. The Public Service and Administration cannot and must not work on the basis of opinion polls, which we are not aware of their methodologies, limitations and biases. The professionalisation of the Public Service requires that public administration be protected from political interference and abuse. To this end, the Department has proposed through the amendments to the Public Service Act, a clear delineation of duties and responsibilities to improve accountability between the political and administrative sphere.

End

Reply:

a) What is the progress regarding the implementation of the e-government strategy?

The implementation of the National e-Government Strategy prioritises the implementation of e-Services as the first milestone towards digitalisation of government.

E-SERVICES

The following are some of the flagship e-services implemented by government.

National e-Services Portal developed by DCDT and SITA 

The National e-Governmental Portal initiative reinforces SITA’s e-Government Programme Imperatives, including transversal services, streamlining legacy systems, open digital platform, and cloud capabilities. The National e-Governmental Portal has various features and services available for consumption by different sectors of our society. The following is a list of the services in the portal (www.eservices.gov.za):

1. Private Employment Agency Registration,
2. International Cross Boarder Labour Migration (ICBLM) Certificate,
3. e-Participatory Governance & Land Use Management System (ePGLUM),
4. Permit Platform (eastern Cape DEDEAT, Free State DESTEA, DFFE-CIPS),
5. Licensing Platform (KZN EDTEA),
6. Free State School of Nursing- Student Management System,
7. e-Learning Platform, e-Rehabilitation Platform,
8. e-Complaints Platform,
9. Funza Lushaka: Front-end/Funza Lushaka: Back-End,
10. e-Matric: e-Registration,
11. e-Re-Issue, and e-Re-Mark/Re-Check,
12. DHET: Exams e-Query,
13. Grants Management System,
14. South African Council for Educators (SACE),
15. Agro-Processing Service (Phase 1),
16. Electronic Document Delivery System,
17. e-Prison (pre prod), 
18. Annual Performance Plan

Electronic Document Delivery (EDD)

The EDD has transformed the way government distributes payslips to the employees with payslips being sent directly to their respective email address and accessible through desktop and mobile devices.

EDD provides preparation, formatting, composition, and timely secure delivery of electronic documents (such as Invoices, Payslips, Certificates, Permits, etc) via multiple delivery platforms e.g. Email, FAX, SMS to specific recipients as per the business requirements.

CIPC e-Services

The CIPC eServices portal is an online platform provided by the Companies and Intellectual Property Commission (CIPC) in South Africa. It allows individuals and businesses to access numerous services related to company registration, intellectual property, and other legal matters.

eHome Affairs

The Department of Home Affairs developed a portal enabling citizens to apply for identity related services. E-Home Affairs allows the following: Submit ID and Passport applications online, make online payments for applications, and make bookings where allowed.

Other online services portals

Some integrated provincial websites offer eservices: Gauteng Online portal; Western Cape Portal, KZN online; and Eastern Cape online. Other provinces publish their services on the launch pads of their respective websites.

INFORMATION SYSTEMS

Some of the large-scale interventions in support of government’s digitalisation programme by individual departments and clusters of departments:

Home Affairs:

DHA developed the National Population Register (NPR), the Home Affairs Identification System (HANIS), the Automated Fingerprint Identification System (AFIS), and the Automated Biometric Identification System (ABIS), together with the Live Capture System that supports the digitalisation of the service at the front-office.

Department of Health:

NDoH digitalisation is enabled through a range of databases, systems and applications, including the Health Patient Registration System (link to HANIS), the District Health Information System (DHIS), the National Health Information Repository and Data-warehouse (NHIRD), the Centralised Chronic Medicine Dispensing and Distribution (CCMDD) system, the Stock Visibility System (SVS), MomConnect, and the Electronic Vaccination Data System (EVDS). In addition, South Africa launched a COVID-19 Tracing Database in April 2020 to trace people who had met someone with COVID-19.

Department of Justice and Constitutional Development

The Integrated Justice System (IJS) in South Africa is a comprehensive initiative to enhance the efficiency and effectiveness of the criminal justice system. The IJS aims to increase the efficiency and effectiveness of the criminal justice system by increasing the probability of successful investigation, prosecution, punishment for priority crimes and rehabilitation of offenders. Further issues receiving specific attention include overcrowding in prisons and awaiting-trial prisoner problems, as well as bail, sentencing and plea-bargaining.

National Open Government Platform Initiatives

South Africa is the member of the Open Government Partnership and one of the requirements is that member states should make government data accessible to citizen to promote transparency and ensure good governance.

The following are some of the initiatives that government implemented to achieve this:

Open Data South Africa

Open Data South Africa encourages using government data for social impact under the stewardship of the DPSA, and working with OpenUp, the CPSI, The Innovation Hub, Geekculcha, Open Cities Lab and the Human Sciences Research Council (HSRC).

Municipal Money:

Municipal Money a web portal making available extensive municipal financial information in an easily accessible format, aims to promote transparency as part of the NT’s budget participation reform process.

Vulekamali:

Vulekamali is an Online Budget Data Portal (https://vulekamali.gov.za/).

The City of Cape Town and the eThekwini Municipality (https://edge.durban/) have launched open data initiatives to foster transparency through information sharing.

South African Cities Data Almanac:

A city-centric data portal providing evidence, analysis, and insight.

Policy, Norms And Standards

The Minister for the Public Service and Administration published digital government enabling directives including:

Use of Cloud Technologies: 

The Determination and Directive on the use of cloud technologies provides clear guidance on adopting and using cloud computing services in the Public Service. It was issued on the 2nd of February 2022. The Department of Public Service and Administration (DPSA) provides ongoing implementation support for all Departments. 

Cybersecurity 

The Directive on Information Security Management in the Public Service provides direction for the Public Service regarding establishing departmental Information Security governance, practices, and procedures to protect information and technology assets. The directive was issued on the 21st of June 2022. The DPSA is providing ongoing implementation support to all the Departments. 

Digital Government Risk Management  

The Determination and Directive on ICT Service Continuity provides clear guidance to Departments for developing and implementing ICT service continuity plans supporting the department’s business continuity objectives. This Directive was issued on the 1st of December 2022. The DPSA is providing ongoing implementation support to all the Departments. 

Determination and Directive on Corporate Governance of ICT Policy Framework

The Determination and Directive on Corporate Governance of ICT Policy Framework provides norms and standards to implement the revised public service Corporate Governance of ICT policy Framework. This was issued on the 11th of November 2022. The DPSA is providing ongoing implementation support to all the Departments. 

Determination and Directive on Knowledge and Data Management 

This Directive provides direction on institutionalizing and standardizing the implementation of Knowledge Management (KM) to attain at a minimum level 2 (Initiation Phase) of maturity supported by Phase 1 foundational Data Management (DM) practice areas in the public Service. The Directive is approved by the minister for the DPSA. 

b) On what date is it envisaged that services such as the Z83 form and other administrative processes will be digitised and/or automated?

The automation of the Z83 form and its associated business processes fall within the scope of the IFMS project and therefore no significant progress can be recorded. Nevertheless, some provinces and government departments have forged ahead to automate recruitment and other administrative processes.

e-Recruitment technologies automate one of the administrative business processes of the Integrated Financial Management System (IFMS). The delays of IFMS impedes the ability for government to implement an e-Recruitment for the whole public service. The National Treasury issued an instruction note no. 5 of 2017 / 2018 which prohibits departments to acquire any Enterprise Resource Planning (ERP) type ICT solution that might result in the duplication of the functionality of the IFMS.

This instruction note has a negative impact on the digitalisation and modernisation of government administration business processes primarily those of Financial Management, Supply Chain Management and Human Resource Management.

However, the Kwa-Zulu Natal, Gauteng, Eastern Cape and Western Cape provinces have forged ahead and implemented e-recruitment, after obtaining exemption to the instruction note by the National Treasury. The Presidency and SITA and National Treasury have e-services portals that provide e-Recruitment. In addition, several departments also have e-recruitment implemented in their respective departments.

The Department of Labour developed the Employment Services of South Africa system (ESSA), a platform where citizens access job opportunities and organisations publish their jobs. This is an alternative electronic platform through which citizens can access job information outside the public service.

Discussions are underway between the DPSA and National Treasury to enable some human resource digitalisation initiatives to proceed while the IFMS project deals with its Governance and SCM issues.

End

Reply:

The Department of Public Service and Administration has purchased one (1) official vehicle for the Minister and two (2) official vehicles for the Deputy Minister since 8 May 2019. Details of the vehicles as purchased are as follows:

(i) Minister (Seat of office - Pretoria)

1. Make: BMW
2. Model: X3 sDrive20i
3. Year of Manufacture: 2023
4. Date of Purchase: 19 January 2024
5. Purchase Price: R772 808.00

(ii) Deputy Minister (Seat of office – Pretoria)

1. Make: BMW
2. Model: 520D
3. Year of Manufacture: 2022
4. Date of Purchase: 9 June 2022
5. Purchase Price: R748 624.04

(iii) Deputy Minister (Seat of office – Cape Town)

1. Make: Audi
2. Model: Q5 45 TFSI
3. Year of Manufacture: 2023
4. Date of Purchase: 31 May 2023
5. Purchase Price: R790 000.00

End

Reply:

The number of Public Service employees currently on suspension, as directed in the question above, is reflected in the following two tables as captured on PERSAL:

i) National departments

Name of Department (i)	a) Number of employees on suspensions	b) Period	c) Cost to the State	aa) Financial Year	bb) Month/s/Period
Agriculture, Land reform and Rural Development	No Report
Basic Education	Nil
Civilian Secretariat for Police	Nil
Communications and Digital Technologies	Nil
Cooperative Governance	Nil
Correctional Services	84	27 months	R318 368.41	2021/22	27 months
		27 months	R202 323.61	2021/22	27 months
		6 months	R48 403.42	2023/24	6 months
		8 months	R46 842.31	2023/24	8 months
		7 months	R128 529.90	2023/24	7 months
		9 months	R51 439.54	2023/24	9 months
		12 months	R46 842.31	2023/24	12 months
		14 months	R136 336.35	2022/23	14 months
		9 months	R106 809.57	2023/24	9 months
		3 months	R45 687.48	2023/24	3 months
		4 months	R69 962.79	2023/24	4 months
		5 months	R69 959.80	2023/24	5 months
		4 months	R90 544.00	2023/24	4 months
		4 months	R62 773.61	2023/24	4 months
		4 months	R200 333.56	2023/24	4 months
		3 months	R69 959.80	2023/24	3 months
		3 months	R57 771.28	2023/24	3 months
		3 months	R48 803.42	2023/24	3 months
		7 months	R46 842.31	2023/24	7 months
		7 months	R48 803.42	2023/24	7 months
		6 months	R22 384.70	2023/24	6 months
		10 months	R64 191.65	2023/24	10 months
		14 months	R61 400.32	2022/23	14 months
		15 months	R71 800.29	2022/23	15 months
		3 months	R51 553.62	2023/24	3 months
		3 months	R69 959.80	2023/24	3 months
		3 months	R47 490.03	2023/24	3 months
		3 months	R51 553.62	2023/24	3 months
		3 months	R69 959.80	2023/24	3 months
		3 months	R50 156.46	2023/24	3 months
		3 months	R89 799.05	2023/24	3 months
		5 months	R56 771.28	2023/24	5 months
		7 months	R48 803.42	2023/24	7 months
		5 months	R69 959.80	2023/24	5 months
		5 months	R106 801.57	2023/24	5 months
		1 month	R23 517.86	2023/24	1 month
		1 month	R12 542.86	2023/24	1 month
		1 month	R10 050.27	2023/24	1 month
		1 month	R10 763.08	2023/24	1 month
		2 months	R29 789.29	2023/24	2 months
		1 month	R0.00	2023/24	1 month
		2 months	R0.00	2023/24	2 months
		2 months	R49 919.18	2023/24	2 months
		1 month	R16 017.36	2023/24	1 month
		1 month	R0.00	2023/24	1 month
		1 month	R0.00	2023/24	1 month
		1 month	R0.00	2023/24	1 month
		1 month	R0.00	2023/24	1 month
		1 month	R0.00	2023/24	1 month
		1 month	R13 610.95	2023/24	1 month
		1 month	R35 819.61	2023/24	1 month
		2 months	R47 759.47	2023/24	2 months
		1 month	R66 673.97	2023/24	1 month
		3 months	R104 462.10	2023/24	3 months
		2 months	R47 294.63	2023/24	2 months
		2 months	R25 085.72	2023/24	2 months
		1 month	R18 814.29	2023/24	1 month
		1 month	R18 814.29	2023/24	1 month
		1 month	R13 224.04	2023/24	1 month
		1 month	R18 814.29	2023/24	1 month
		2 months	R73 022.79	2023/24	2 months
		3 months	R86 856.13	2023/24	3 months
		3 months	R74 010.21	2023/24	3 months
		3 months	R72 036.60	2023/24	3 months
		2 months	R38 055.48	2023/24	2 months
		1 month	R36 385.68	2023/24	1 month
		1 month	R30 844.66	2023/24	1 month
		1 month	R11 357.46	2023/24	1 month
		1 month	R16 034.28	2023/24	1 month
		1 month	R18 513.66	2023/24	1 month
		3 months	R36 911.74	2023/24	3 months
		1 month	R8 623.22	2023/24	1 month
		2 months	R0.00	2023/24	2 months
		1 month	R38 233.39	2023/24	1 month
		1 month	R42 481.70	2023/24	1 month
		1 month	R37 584.90	2023/24	1 month
		1 month	R33 077.90	2023/24	1 month
		1 month	R14 810.93	2023/24	1 month
		1 month	R9 241.48	2023/24	1 month
		1 month	R11 023.40	2023/24	1 month
		1 month	R13 114.57	2023/24	1 month
		1 month	R15 258.51	2023/24	1 month
		1 month	R2 351.79	2023/24	1 month
		2 months	R65 669.28	2023/24	2 months
		5 months	R48 803.42	2023/24	5 months
Defence	Nil
Employment and Labour	1	5 months	R37 524.23	2023/24	5 Months
Forestry, Fisheries and the Environmental Affairs	Nil
Government Communication and Information System	Nil
Government Pensions Administration Agency	2	1 month	R0 (Not indicated)	2023/24	1 month
Government Printing Works	9	10 months	R259 875.02	2023/24	10 months
		12 months	R620 905.49	2023/24	12 months
		12 months	R119 600.25	2023/24	12 months
		12 months	R153 362.50	2023/24	12 months
		12 months	R134 135.75	2023/24	12 months
		12 months	R102 828. 25	2023/24	12 months
		5 months	R308 386.50	2023/24	5 months
		9 months	R86 949.50	2023/24	9 months
		9 months	R86 949.50	2023/24	9 months
Health	1	4 months	R107 256.00	2023/24	4 months
Home Affairs	7	34 months	R1 173 726.10	2020/21	34 months
		17 months	R387 098.74	2022/23	17 months
		15 months	R224 840.85	2022/23	15 months
		15 months	R330 563.95	2022/23	15 months
		10 months	R241 997.27	2023/24	10 months
		7 months	R363 710.73	2023/24	7 months
		10 months	R318 572.01	2023/24	10 months
Department of Higher Education and Training	11	15 months	R578 067.24	2022/23	15 months
		13 months	R989 638.14	2022/23	13 months
		9 months	R228 174.55	2023/24	9 months
		5 months	R54 218.12	2023/24	5 months
		3 months	R71 569.89	2023/24	3 months
		2 months	R71 709.11	2023/24	2 months
		1 month	R38 571.04	2023/24	1 month
		3 months	R38 462.78	2023/24	3 months
		4 months	R71 936.75	2023/24	4 months
		2 months	R46 953.07	2023/24	2 months
		2 months	R22 688.44	2023/34	2 months
Military Veterans	3	11 months	R2 173 562.17	2023/24	11 months
		5 months	R624 120.31	2023/24	5 months
		5 months	R588 819.86	2023/24	5 months
Department of Justice	9	26 months	No costs indicated	2021/22	26 months
		36 months	No costs indicated	2020/21	36 months
		9 months	R31 572.07	2023/24	9 months
		8 months	R102 389.61	2023/24	8 months
		8 months	R102 389.61	2023/24	8 months
		8 months	R102 389.61	2023/24	8 months
		9 months	R97 920.21	2023/24	9 months
		7 months	R370 958.12	2023/24	7 months
		6 months	R26 267.49	2023/24	6 months
Mineral Resources	Nil
National School of Government	Nil
National Prosecuting Authority	16	32 months	R2 355 182.89	2022/23	32 months
		17 months	R107 023.00	2022/23	17 months
		17 months	R717 853.00	2022/23	17 months
		1 months 15 days	R144 401.40	2023/24	1 months 15 days
		13 months	R264 509.00	2022/23	13 months
		12 months	R547 577.00	2023/24	12 months
		12 months	R619 031.00	2023/24	12 months
		12 months	R519 874.00	2023/24	12 months
		11 months	R441 971.00	2023/24	11 months
		10 months	R976 611.00	2023/24	10 months
		7 months	R368 927.00	2023/24	7 months
		13 months	R662 913.00	2022/23	13 months
		9 months	R265 241.00	2023/24	9 months
		4 months	R296 106.00	2023/24	4 months
		4 months	R174 666.00	2023/24	4 months
		7 months	R442 834.00	2023/24	7 months
National treasury	Nil
Office of the Chief Justice	3	3 months	R41 039.00	2023/24	3 months
		1 month	R29 549.34	2023/24	1 month
		08 days	R295.43	2023/24	08 days
Planning Monitoring and Evaluation	1	23 days	R84 778.00	2023/24	23 days
Public Enterprise	Nil
Public Service and Administration	Nil
Public Service Commission	1	26 days	R1 365 411.00	2023/24	26 days
Public works and Infrastructure	Nil
Science and Innovation	1	34 months	R2 055 430.00	2022/23	34 months
Small Business Development	Nil
Social Development	Nil
South African Police Service	26	2 months	R38 236.58	2023/24	2 months
		1 month, 10 days	R47 611.05	2023/24	1 month, 10 days
		1 month	R20 137.25	2023/24	1 month
		1 month	R19 580.35	2023/24	1 month
		1 month	R21 004.23	2023/24	1 month
		1 month	R9 790.17	2023/24	1 month
		1 month	R98 164.27	2023/24	1 month
		2 months	R50 988.54	2023/24	2 months
		2 months	R78 671.01	2023/24	2 months
		2 months	R60 121.71	2023/24	2 months
		3 months	R68 031.19	2023/24	3 months
		2 months	R41 857.44	2023/24	2 months
		2 months	R46 018.78	2023/24	2 months
		2 months	R31 727.32	2023/24	2 months
		2 months	R31 727.32	2023/24	2 months
		2 months	R31 727.32	2023/24	2 months
		2 months	R31 727.32	2023/24	2 months
		18 days	R14 510.64	2023/24	18 days
		2 months	R71 770.95	2023/24	2 months
		2 months	R40 109.34	2023/24	2 months
		2 months	R32 344.39	2023/24	2 months
		2 months	R52 590.81	2023/24	2 months
		2 months	R52 590.81	2023/24	2 months
		5 months	R101 573.53	2023/24	5 months
		3 months	R101 008.82	2023/24	3 months
Sports Arts and Culture	Nil
Statistics South Africa	Nil
Tourism	Nil
Trade, Industry, and Competition	Nil
Traditional Affairs	Nil
Transport	Nil
Water and Sanitation	Nil
Women, Youth, and Persons with Disabilities	Nil
The Presidency	Nil
TOTAL	158		R21 816 586,30

ii) Provincial departments

Name of department (ii)	a) Number of employees on suspensions	b) Duration	c)Cost to the state	aa) Financial Year	bb) Month/s/Period
1. Eastern Cape
Public Works and infrastructure	3	10 months	R848 947.52	2023/24	10 months
		4 months	R67 705.15	2023/24	4 months
		4 months	R194 344.75	2023/24	4 months
Office of the Premier	3	7 months	R495 705.33	2023/24	7 months
		4 months	R298 600.00	2023/24	4 months
		4 months	R124 908.00	2023/24	4 months
Education	11	3 months	R101 325.00	2023/24	3 months
		6 months	R282 120.00	2023/24	6 months
		2 months	R92 576.26	2023/24	2 months
		2 months	R69 672.00	2023/24	2 months
		2 months	R86 072.35	2023/24	2 months
		2 months	R76 887.19	2023/24	2 months
		3 months	R137 286.46	2023/24	3 months
		2 months	R83 290.26	2023/24	2 months
		3 months	R85 897.89	2023/24	3 months
		2 months	R70 952.26	2023/24	2 months
		8 months	R167 867.10	2023/24	8 months
Health	6	6 months	R2 370 369.00	2023/24	6 months
		2 months		2023/24	2 months
		2 months		2023/24	2 months
		2 months		2023/24	2 months
		2 months		2023/24	2 months
		3 months		2023/24	3 months
2. Free State
Department of Economic, Small Business Development, Tourism and Environmental Affairs (DESTEA)	Nil
Office of the Premier	1	10 months	R1 154 477.00
Social Development	5	3 months	R86 403.16	2023/24	3 months
		1 month	R55 191.44	2023/24	1 month
		1 month	R76 021.69	2023/24	1 month
		1 month	R57 842.18	2023/24	1 month
		1 month	R221 684.42	2023/24	1 month
Human Settlement	4	40 months	R4 212 176.70	2021/22	40 months
		17 months	R1 236 290.18	2021/22	17 months
		17 months	R1 229 050.72	2021/22	17 months
		39 Days	R37 479.45	2021/22	39 Days
Sport Arts and Recreation	Nil
Provicncial Treasury	2	2 months	R283 793.00	2023/24	2 months
		3 months	R189 511.00	2023/24	3 months
Public Works and Infrastructure	2	15 months	R150 858.87	2021/22	15 months
		19 months	R1 754 317.02	2021/22	19 months
Community Safety	5	9 months	R1 161 524.13	2023/24	9 months
		7 months	R861 792.24	2023/24	7 months
		5 months	R534 010.32	2023/24	5 months
		4 months	R99 197.04	2023/24	4 months
		3 months	R85 652.51	2023/24	3 months
Health	8	1 month	R9 683.86	2023/24	1 month
		1 month	R9 683.86	2023/24	1 month
		1 month	R9 552.18	2023/24	1 month
		1 month	R8 459.61	2023/24	1 month
		1 month	R13 848.02	2023/24	1 month
		7 months	R120 382.19	2023/24	7 months
		5 months	R56 800.20	2023/24	5 months
		2 months	R97 576.27	2023/24	2 months
Agriculture	2	32 months	R2 877158.06	2021/22	32 months
		4 months	R378 662.79	2023/24	4 months
Education	5	3 months	R104 994.39	2023/24	3 months
		3 months	R106 428.39	2023/24	3 months
		3 months	R79 662. 00	2023/24	3 months
		3 months	R79 662. 00	2023/24	3 months
		4 months	R131 344.00	2023/24	4 months
3. Gauteng
Office of the Premier	Nil
Roads and transport	2	7 months	R628 902.39	2023/24	7 months
		10 months	R749 327.21	2023/24	10 months
e-Government	Nil
Rural Development and Agriculture	Nil
Sports, Arts, Culture and Recreation	Nil
Education	28	13 months	R310 697.52	2021/22	13 months
		9 months	R648 715.53	2023/24	9 months
		8 months	R85 600.64	2023/24	8 months
		8 months	R197 234.44	2023/24	8 months
		5 months	R65 820.48	2023/24	5 months
		6 months	R337 986.58	2023/24	6 months
		6 months	R251 043.26	2023/24	6 months
		2 months	R75 357.42	2023/24	2 months
		14 months	R545 128.10	2021/22	14 months
		8 months	R500 926.36	2023/24	8 months
		8 months	R652 064.12	2023/24	8 months
		7 months	R381 510.18	2023/24	7 months
		6 months	R111 064.78	2023/24	6 months
		6 months	R205 801.93	2023/24	6 months
		5 months	R190 399.27	2023/24	5 months
		3 months	R92 066.11	2023/24	3 months
		4 months	R183 829.59	2023/24	4 months
		4 months	R42 115.24	2023/24	4 months
		4 months	R100 945.03	2023/24	4 months
		4 months	R127 142.36	2023/24	4 months
		3 months	R93 298.78	2023/24	3 months
		3 months	R31 367.37	2023/24	3 months
		3 months	R82 520.51	2023/24	3 months
		2 months	R80 394.88	2023/24	2 months
		2 months	R30 712.99	2023/24	2 months
		2 months	R44 652.48	2023/24	2 months
		2 months	R30 314.12	2023/24	2 months
		2 months	R29 508.83	2023/24	2 months
Community Safety	Nil
Economic Development	2	44 months	R3 241 348.34	2020/21	44 months
		31 months	R1 067 198.73	2020/21	31 months
Cooperative Governance and Traditional Affairs	Nil
Social Development	3	14 months	R199 070.26	2021/22	14 months
		4 months	R62 937.80	2023/24	4 months
		4 months	R62 937.80	2023/24	4 months
Human Settlement	1	49 months	R4 752 585.63	2019/20	49 months
Infrastructure Development	7	20 months	R415 895.25	2021/22	20 months
		20 months	R408 974.25	2021/22	20 months
		20 months	R270 357.00	2021/22	20 months
		20 months	R295 147.50	2021/22	20 months
		20 months	R408 974.25	2021/22	20 months
		4 months	R36 759.00	2022/23	4 months
		4 months	R36 759.00	2022/23	4 months
Provincial Treasury	Nil
4. Mpumalanga
Office of the Premier	Nil
Community Safety and Liaison	8	4 months	R59 004.27	2023/24	4 months
		4 months	R48 557.38	2023/24	4 months
		1 month	R24 443.88	2023/24	1 month
		1 month	R24 443.83	2023/24	1 month
		1 month	R49 053.50	2023/24	1 month
		1 month	R49 053.50	2023/24	1 month
		1 month	R20 972.75	2023/24	1 month
		1 month	R47 888.88	2023/24	1 month
Education	8	6 months	R175 513.95	2023/24	6 months
		6 months	R141 703.74	2023/24	6 months
		8 months	R492 566.72	2023/24	8 months
		1 month	R36 178.00	2023/24	1 month
		1 month	R30 606.88	2023/24	1 month
		1 month	R103 378.90	2023/24	1 month
		2 months	R51 224.74	2023/24	2 months
		2 months	R36 514.38	2023/24	2 months
Public Works, Roads and Transport	1	39 months	R719 097.21	2020/21	39 months
5. Limpopo
Limpopo Department of Economic Development, Environment and Tourism (LEDET)	Nil
Social Development	Nil
Transport and Community Safety	1	2 months	Not indicated
Agriculture	1	2 months	Not indicated
Health	2	2 months	R157 210.98	2023/24	2 months
		4 months	R381 537.00	2023/24	4 months
Education	Nil
Office of the Premier	Nil
Department of Cooperative Governance, Human Settlements and Traditional Affairs (COGHSTA)	Nil
Treasury	Nil
Public Works, Roads, and Infrastructure	Nil
6. KwaZulu-Natal
COGTA	1	30 months	R3 620 897.79	2020/21	30 months
Health	11	1 month	R90 107.25	2023/24	1 month
		1 month	R73 417.50	2023/24	1 month
		1 month	R49 931.25	2023/24	1 month
		1 month	R46 006.50	2023/24	1 month
		1 month	R43 337.25	2023/24	1 month
		1 month	R70 328.25	2023/24	1 month
		7 months	R349 985.00	2023/24	7 months
		2 months	R34 682.00	2023/24	2 months
		9 months	R405 726.50	2023/24	9 months
		29 months	R4 355 424.00	2020/21	29 months
		14 months	R1 711 762.00	2021/22	14 months
Social development	1	15 months	R449 400.00	2021/22	15 months
Education	43	51 months	R93 6347.25	2019/20	51 months
		27 months	R84 5430.75	2021/22	27 months
		27 months	R1348 708.86	2021/22	27 months
		26 months	R91 3191.5	2021/22	26 months
		21 Months	R 522 805,50	2021/22	21 Months
		23 Months	R411 861	2021/22	23 Months
		19 Months	R55 4918.75	2021/22	19 Months
		15 months	R526841.25	2021/22	15 months
		15 months	R649 286.25	2021/22	15 months
		14 months	R224 917	2021/22	14 months
		14 months	R676 382	2021/22	14 months
		12 Months	R297 156	2023/24	12 Months
		12 Months	R324 996	2023/24	12 Months
		12 months	R300 114	2023/24	12 months
		12 months	R295 680	2023/24	12 months
		9 Months	R243 747	2023/24	9 Months
		8 Months	R254 168	2023/24	8 Months
		11 Months	R283 448	2023/24	11 Months
		9 Months	R305 517,33	2023/24	9 Months
		9 months	R275 202	2023/24	9 months
		9 Months	R739 481,58	2023/24	9 Months
		7 Months	R44 521,75	2023/24	7 Months
		7 Months	R131 668,67	2023/24	7 Months
		7 Months	R229 852	2023/24	7 Months
		7 Months	R235 366,25	2023/24	7 Months
		6 Months	R242 389,56	2023/24	6 Months
		5 Months	R238 477,5	2023/24	5 Months
		6 months	R138 873	2023/24	6 months
		6 Months	R159 324	2023/24	6 Months
		6 months	R206 486,22	2023/24	6 months
		22 months	R1064 497,5	2021/22	22 months
		16 months	R532 896	2021/22	16 months
		8 months	R396 534	2023/24	8 months
		5 Months	R199 768,75	2023/24	5 Months
		13 Months	R449 806,5	2021/22	13 Months
		7 months	R397 451,25	2023/24	7 months
		4 months	R117 315	2023/24	4 months
		4 Months	R156 027	2023/24	4 Months
		4 Months	R236 072	2023/24	4 Months
		4 Months	R217 470	2023/24	4 Months
		3 months	R54 940,5	2023/24	3 months
		3 months	R139 021,5	2023/24	3 months
		1 month	R28 372,50	2023/24	1 month
7. Northern Cape
Agriculture Environmental Affairs, Rural Development and Land Reform (DAERDLR)	1	42 months	R1 438 290.08	2019/20	42 months
Education	10	25 months	R848 961.57	2021/22	25 months
		11 months	R315 046.00	2023/24	11 months
		8 months	R215 458.00	2023/24	8 months
		4 months	R73 191.00	2023/24	4 months
		5 months	R184 148.25	2023/24	5 months
		4 months	R168 743.75	2023/24	4 months
		5 months	R168 624.00	2023/24	5 months
		7 months	R191 277.75	2023/24	7 months
		4 months	R100 399.15	2023/24	4 months
		3 months	R79 662.00	2023/24	3 months
		1 month	R70 872.50	2023/24	1 month
		1 month	R109 254.00	2023/24	1 month
Health	8	1 month	R29 950.00	2023/24	1 month
		1 month	R19 751.00	2023/24	1 month
		1 month	R141 260.68	2023/24	1 month
		1 month	R14 797.38	2023/24	1 month
		2 months	R168 906.00	2023/24	2 months
		2 months	R78 223.73	2023/24	2 months
		2 months	R86 127.26	2023/24	2 months
		2 months	R157 215.20	2023/24	2 months
8. North-West
Agriculture	Nil
Community Safety and Transport Management	6	10 months	R259 263.18	2023/24	10 months
		9 months	R175 525.92	2023/24	9 months
		2 months	R49 005.70	2023/24	2 months
		2 months	R28 932.00	2023/24	2 months
		1 month	R26 718.61	2023/24	1 month
		1 month	R26 712.71	2023/24	1 month
Economic, Environmental Conservation and Tourism	1	23 months	R625 531.65	2021/22	23 months
Education	NIL
Health	12	30 months	R500 313.69	2021/22	30 months
		20 months	R38 056.88	2021/22	20 months
		14 months	R395 461.62	2021/22	14 months
		27 months	R821 651.13	2021/22	27 months
		27 months	R28 009.00	2021/22	27 months
		27 months	R35 258.38	2021/22	27 months
		24 months	R39 485.38	2021/22	24 months
		7 months	R72 445.38	2023/24	7 months
		7 months	R110 516.65	2023/24	7 months
		2 months	R134 809.94	2023/24	2 months
		1 month	R12 369.80	2023/24	1 month
		1 month	R25 565.88	2023/24	1 month
Human Settlement	1	6 months	R486 141.01	2023/24	6 months
Office of the Premier	1	12 months	R1 122 763.51	2023/24	12 months
Public Works and Roads	1	20 months	R1 673 466.20	2021/22	20 months
Social Developments	2	24 months	R360 744.82	2021/22	24 months
		14 months	Not indicated	2021/22	14 months
9. Western Cape
Police Oversight and Community Safety	1	6 months	R114 956.80	2023/24	6 months
Local Government	Nil
Infrastructure	Nil
Health and Wellness	7	2 months	R105 112.77	2023/24	2 months
		1 month	R18 409.61	2023/24	1 month
		1 month	R20 698.51	2023/24	1 month
		1 month	R7237.59	2023/24	1 month
		1 month	R36 170.58	2023/24	1 month
		1 month	R19 734.11	2023/24	1 month
		1 month	R23 295.63	2023/24	1 month
Social Development	6	4 months	R64 368.20	2023/24	4 months
		5 months	R66 732.76	2023/24	5 months
		2 months	R30 122.42	2023/24	2 months
		4 months	R75 396.13	2023/24	4 months
		1 month	R12 809.29	2023/24	1 month
		1 month	R11 271.85	2023/24	1 month
Education	4	72 months	R75 544.65	2019/20	72 months
		4 months	R65 603.83	2023/24	4 months
		3 months	R37 262.29	2023/24	3 months
		3 months	R108 929.81	2023/24	3 months
TOTAL	237		R107 726 606,86
OVERALL	395		R129 543 193,16

End

Reply:

1. (a) & (b)

The performance management and development system (PMDS) is underpinned by the notion of improving organisational performance and accountability. The PMDS is designed to ensure that the goals/objectives contained in a department’s Strategic Plan and Annual Performance Plan are cascaded into the performance agreements of employees.

Based on the prescripts, the following amounts were spent on performance and/or incentive bonuses from the 2019/20 to 2023/24 financial years:

Amount spent on performance bonuses / cash bonuses
Financial Year	National Departments	Provincial Departments
2019/20	R36 318 724	R154 463 238
2020/21	R240 721 980	R819 214 333
2021/22	R321 125 930	R649 738 458
2022/23	R92 879 151	R427 102 143
2023/24	R71 121 130	R179 822 396

Data Source: PERSAL (8 March 2024)

2. Each employee is assessed based on the key performance areas as per the signed performance agreement between himself/ herself with the immediate supervisor against the set targets. The performance assessments of Heads of Department and members of the SMS take into consideration the Auditor-General’s findings and opinions and the department’s performance against the planned targets included in its Annual Performance Plan. Employees are rewarded based on the outcomes of their moderated performance assessment, on whether they have performance above the expected level (highly effective) or not and in compliance with Regulation 72 of the Public Service Regulations, 2016 (Performance agreements and assessments) and the directives issued by the Minister for the Public Service and Administration.

End

Reply:

(1) The following progress has been made regarding consequence management of:

(a) 5 812 public servants who fraudulently received Social Relief of Distress (SRD) grants: In September 2022, Ms BJ Memela, the Chief Executive Officer of the SA Social Security Agency issued letters to Government Departments at National and Provincial levels advising them of the identification of civil servants on the Covid 19 SRD database and requested that consequence management be undertaken by those Government Departments.

No	Date of signing letter	Name of Department	Annexure
1	26/09/2022	Department of Basic Education	A
2	28/09/2022	Deed Office	B
3	26/09/2022	Department of Labour	C
4	26/09/2022	Department of Justice	D
5	09/11/2022	Department of Social Development	E
6	26/09/2022	Limpopo Provincial Department of Health	F
7	29/09/2022	South African Police Service	G
8	28/09/2022	Correctional Services	H

The indicated Departments are to be approached by SA Social Security Agency to establish progress with the execution of consequence management.

(b) 33 833 public servants who fraudulently received other social grants: This information is to be obtained from the SA Social Security Agency (Fraud and Compliance Department).

(2) Regarding investigations the following:

(a) The DPSA did not launch an investigation to determine whether the wrongful payments form part of a scheme to defraud the State, as the DPSA does not have a legal mandate to perform investigations.

(b) SA Social Security Agency launched an investigation. The details of the investigation are reflected under (1)(a) and is to be provided for (b).

End

Reply:

1. The Department of Public Service and Administration (DPSA) has spent no public funds in opposing the application seeking the North Gauteng High Court to declare the practice of cadre deployment unconstitutional and unlawful.

The DPSA opposed an application by the Democratic Alliance against the Minister for Public Service and Administration (the Sixth Respondent) in the High Court of South Africa, Gauteng Division, under case No 31418/2022, to declare Chapter IV of the Public Service Act 103 of 1994 to be inconsistent with the Constitution. The costs expended by the DPSA, to date in this regard, is R 450 340-00.

The High Court ordered that the Democratic Alliance pay the costs of the Sixth Respondent in this matter. The order is being appealed by the Democratic Alliance and if the Appeal is dismissed, the DPSA will recover the amounts so taxed.

2. Public funds were not expended by the DPSA to defend the policy of a political party.

The DPSA opposed the application by the Democratic Alliance against the Minister for Public Service and Administration in the High Court of South Africa, Gauteng Division, under case No 31418/2022, which sought to declare Chapter IV of the Public Service Act 103 of 1994 to be inconsistent with the Constitution, on the basis that-

1. the Minister for the Public Service and Administration was cited by the Democratic Alliance as the Sixth Respondent;
2. the Minister is responsible for the administration of the Public Service Act, 1994;
3. the provisions of the Public Service Act were affected by the recourse sought by the Democratic Alliance in declaring the Act unconstitutional; and
4. the DPSA was required to respond and place a case before the Court on the incorrectness of the allegation by the Democratic Alliance with regard to the unconstitutionality of the Public Service Act.

In this regard, the High Court found that there was “no valid constitutional attack” and the case of the Democratic Alliance must therefore be rejected.

End

Reply:

1. (a)

As of 31 December 2023, there are 1,779 Senior Management Service (SMS) members whose qualifications are not listed on PERSAL. The total composition of SMS members in the Public Service as of 31 December 2023 was 9,278. This implies that 19% of the composition did not have qualifications listed on PERSAL.

The table below presents the detailed information sourced from PERSAL.

National and Provincial Government Departments SMS Members with Qualifications Unspecified on PERSAL

Occupational Classification	Date Appointed In SMS	Total
	Before 1 August 2016	From 1 August 2016
Total	1 216	563	1 779
Administrative Related	89	56	145
Advocates		1	1
Agriculture Related	2		2
Communication and Information Related	4	2	6
Computer Programmers.		1	1
Computer System Designers and Analysts.		1	1
Crime Investigators/Misdaad Ondersoekers		1	1
Custodian Personnel		1	1
Economists	2		2
Finance and Economics Related	20	6	26
Financial and Related Professionals	18	13	31
Financial Clerks and Credit Controllers	2		2
General Legal Administration & Rel. Professionals	2	1	3
Head Of Department/Chief Executive Officer	20	6	26
Health Sciences Related	3	2	5
Human Resources & Organisation Development & Relate Prof	10	5	15
Human Resources Related	11	6	17
Identification Experts	3		3
Information Technology Related	4		4
Legal Related	4	1	5
Natural Sciences-Related	1	1	2
Operational Planning		1	1
Other Administrative & Related Clerks and Organisers	2	3	5
Other Administrative Policy and Related Officers	2	1	3
Other Information Technology Personnel.	8		8
Other Occupations	9		9
Police.		1	1
Professional Nurse	1		1
Prosecutor		1	1
Risk Management and Security Services	4		4
Saps		1	1
Secretaries & Other Keyboard Operating Clerks		3	3
Senior Managers	989	448	1 437
Social Sciences Related	1		1
Social Work and Related Professionals	2		2
Trade/Industry Advisers & Other Related Profession	2		2
Veterinarians	1		1

Table 1: PERSAL Data as of 31 December 2023 Occupation Specific

(1) (b)

Of the total of 1,779 senior managers, 1,216 (68%) were employed before 1 August 2016, prior to the implementation of the minimum requirements. Additionally, of the 1,779 senior managers, 563 (32%) were employed after 1 August 2016, following the introduction of the minimum requirements. Of the 9,278 senior managers, 1,779 (19%) either do not have the minimum NQF level qualifications or are not recorded on PERSAL. The Public Service Commission initiated an investigation to establish the employment circumstances of senior managers without qualifications. The outcome of the investigation will determine the course of action as the impact of having unqualified managers could erode public trust in government institutions and undermine the Government’s standpoint for the professionalisation of the Public Service.

2. Public service performance does not depend only on academic qualifications, as qualifications are not the exclusive measure of competency. Competency includes the acquired knowledge, skills, behaviours, and aptitudes an employee contributes to their position. The public service has implemented a comprehensive performance management and development system for assessing the performance of individuals in their designated roles. As a learning organisation, the public service is committed to fostering continuous improvement among its Senior Management Service (SMS) officials. Officials are supported in advancing their competencies through ongoing education and skill development guided by personal development plans. These plans are created collaboratively by employees and supervisors to pinpoint developmental needs and select appropriate training measures.

In the public service, performance monitoring is rigorous, with each department held accountable for the performance of its SMS officials, irrespective of their qualifications. Departments report underperformance to the Department of Public Service and Administration (DPSA) and undertake the necessary corrective measures. In addition, the DPSA is initiating a verification process to confirm the qualifications of SMS officials as part of the skills audit project.

(3) (a) what steps will she take to correct this and (b) by when?

The Public Service Commission (PSC) is presently investigating the qualifications of all Senior Managers. Given that the outcomes and recommendations from this investigation are still pending, it is too soon to discuss any possible measures for SMS officials who do not possess the necessary qualifications for their positions. The conclusions will inform the determination of reasonable actions. It is essential to recognise that some SMS officials occupied their roles before the 2017 Directive on Minimum Entry Requirements came into existence, and their extensive experience might reflect the requisite knowledge and skills for their positions. The project to verify qualifications is expected to be completed by 30 June 2024.

End

Reply:

The following details are available:

1. The (i) Minister, (ii) The Department of Public Service and Administration (DPSA) (iii) and the officials of the department have not received any (a) sponsorships, (b) donations and (c) financial transfers provided for lawfare and/or any other purposes from the following:

(aa) Qatari organ of state, organisation and/ resident since 1 January 2021 up to date.

(bb) Iranian organ of state, organisation and/ resident since 1 January 2021 up to date.

2. (cc) The DPSA has received (a) a sponsorship worth R86 thousand rands in June 2023 from (cc) Russia organ of state (Tag A), the full details are as follows:

In 2020, the Russian Federation identified anti-corruption education and training as a priority of its Brazil, Russia, India, China and South Africa (BRICS) Presidency and decided to host an “anti-Corruption tailor-made training for ethics and integrity officers in public administration”, in collaboration with the International Anti-Corruption Academy (IACA). As the sponsor of the training Russia insisted that the training be in-person. The training was held on the 19 to 23 June 2023 in partnership with the United Nations Office on Drugs and Crime (UNODC). Russia sponsored the training through UNODC.

DPSA is the focal point for all activities of the United Nations Convention against Corruption (UNCAC) and represents the countries in the Implementation Review Group (IRG) and the working Group on Prevention, four officials from each of the BRICS Countries were accommodated in the training. The Director General of DPSA nominated 2 officials to attend the training.

No (b) donations, (c) financial transfers provided for lawfare and/or any other purposes were received by the (i) Minister, (ii) The DPSA and (iii) and the officials of the department from (cc) Russian organ of state, organisation and/ resident since 1 January 2021 up to date.

End

Reply:

(a) As at 25 May 2023, the specified employee has been on suspension for approximately 654 working days owing to: 1) delays imposed by the employee in respect to disciplinary process, which was kickstarted within the prescribed 60 days period, and 2) the passing away of the chairperson of the disciplinary committee.

(b)(i) The employee is alleged to have committed serious misconduct (29 charges) including several allegations of prejudicing the administration of the department, failing to carry out lawful instructions, abuse, insolence and gross insubordination. The prolonged suspension is as a result of the protracted processes and applications that had to be dealt with within this process in different forum. To expedite the matter, the Director-General: DPSA, as the disciplining authority, has referred the matter to the GPSSBC as a hearing under section 188A(11) of the Labour Relations Act, 1995 triggered by the passing of the Chairperson of the disciplinary process, amongst others.

(ii) A professional public service starts with holding senior officials accountable to the highest standards of behaviour, decorum and ethics. The DPSA, as the leader of the charge to build a professional, ethical and capable State and the custodian of ensuring that the public service adheres to these enshrined Constitutional principles, must itself live and achieve this goal. Employees within the DPSA have a higher responsibility to act in a manner becoming of these aspirations. The employee in this instance has fundamentally failed in his/her responsibilities and was suspended as his/her continued presence in the workplace would jeopardise the current disciplinary processes, interfere with witnesses and actively undermine the administration of the department to the extent that key work of the department and public service at large would be hamstrung.

(c ) The employee is suspended on full pay, as per section 188A of the Labour Relations Act, read with the Disciplinary Code and Procedures contained in Chapter 7 of the Senior Management Services Handbook. Despite the delays not being at the instance of the Department, the Department is obliged to continue to pay the employee as there is no authority for an unpaid suspension. The DPSA is reviewing the relevant disciplinary codes to ensure that matters such as these are not a phenomenon that plagues the public service. The employees’ rights to fair labour practices must be balanced against the State's ability to hold public servants accountable for their conduct or misconduct. The Department is not in a position to share further details as the case is ongoing.

End

Reply:

a) The NSG has made significant progress on the implementation of the Skills Audit Project since the pronouncement by the President in his reply to the debate on the 2023 SONA. The NSG has signed an MOU with the Human Sciences Research Council (HSRC) on the 11th of August 2023 to formally establish their collaboration in conceptualising and executing this project. The HSRC is undertaking this research project in partnership with the NSG as announced by the President. Phase 1 (project inception) saw the development of the Skills Audit approach and project plan in the first quarter of the current financial year (2023/2024). Inception meetings were convened on the 9th of March and 9th of May 2023 with the DGs of government departments mentioned by the President to sensitise them on this project and to outline its approach. On the 5th of June 2023, FOSAD MANCO was briefed on this project. Additionally, inception meetings were held bilaterally with each of the mentioned departments. Phase 1 concluded in July 2023. Phase 2 of the project, which commenced in July 2023, is currently underway. It entails the review of departmental documentation. The review covers the analysis of the departmental mandate and strategic imperatives, ideal state of delivery on mandates based on competencies required and organisational design assessment.

b) The preliminary findings are still emerging from the project, which will be tested and engaged with the departments under study for accuracy and validation. These will then be submitted to the President later in the year and also tabled to Parliament.

End

Reply:

The Employee Health and Wellness (EHW) Strategic Framework for the Public Service calls for all departments to provide pre-retirement support which includes advising employees to access financial planning advise from authorised advisors. This is a decentralised function that is not centrally located within the DPSA.

Pre-retirement financial counselling services is therefore one of the key aspects of the EHW Framework and is implemented in partnership with the Government Employees Pension Fund (GEPF). The Department of Public Service and Administration (DPSA) as mandated by the Public Service Act monitors the implementation of the EHW programme in the Public Service; conduct audits on an annual basis to ensure the implementation of the EHW programme, including pre-retirement programme.

Pillar 4 (Wellness Management) of the EHW Strategic Framework calls for all departments in the Public Service to implement the following four sub-objectives of the pillar:

• 1. Individual Wellness (Physical Wellness)
  2. Psycho-Social wellness (Social, Emotional, Spiritual, Intellectual and Financial/ Economical Wellness)
  3. Organizational Wellness (Creating and maintaining a positive and safe working environment)
  4. Work Life Balance (promoting a balance to ensure that work does not negatively interfere with the private lives of employees including family, leisure, and health and vice versa).

End

Reply:

Discipline management and appointments are a decentralized function across the Public Service. Any investigation into alleged violations of appointment processes would be managed directly by departments and the DPSA would not be privy to the contents of such investigations into irregular appointments and/or information on dismissals with regard to irregular appointments. The information sought would therefore be accessible via the departments directly.

As part of the Ministerial-Presidential Priorities for the 2023/24 Financial Year, the DPSA is coordinating the establishment of a Central Discipline Database to address the challenges identified above. The Database will include the detailed categorisation and documentation of all disciplinary matters including sanctions such as dismissals.

End

Reply:

a) The Minister did not attend the Rugby World Cup final.

b) The Deputy Minister attended the Rugby World Cup quarter-final which was sponsored and declared to the President. The trip was undertaken within the context of ongoing stakeholder management.

c) No other official in the Ministry attended the Rugby World Cup.

(i) No officials from her office attended Rugby World Cup.

(ii) No officials from her office attended the Rugby World Cup.

(iii) No costs incurred.

(aa) No costs incurred for travel.

(bb) No costs incurred for accommodation.

(cc) There were no other related costs incurred.

Reply:

1. Yes, the President signed performance agreements for the 2019/24 term with all the ministers starting in October/November 2020 and annual agreements for 2023/24 financial year during the month of June 2023.

The President regularly assesses the performance of the Ministers and he is responsible for consequence management at his discretion.

(2) (a) The Department of Planning, Monitoring and Evaluation (DPME), developed a system to track progress against indicators and milestones in the performance agreements. The toolkit draws from the different forms of data including the annual reports of the departments, the bi-annual reports of DPME, self-evaluations by the Ministers and the verification of frontline services by the DPME.

(b) For the current cycle, the President committed to assessing the progress against the agreements in October 2023 and April 2024. The assessments for October 2023 have started and it is ongoing.

(3) The assessment of ministers’ progress against the performance agreements do not score and rank Ministers’ performance. However, the management of performance is an ongoing process and seeks to improve performance by addressing implementation challenges which includes coordination between and within the sectors and the three spheres of government.

 

Reply:

1. (a) (i) The employee was transferred to perform the functions of the Deputy Director: Performance Management and Skills Development.

(ii) The information and details of the misconduct which arose at the Department of Human Settlements (DHS) has not been submitted to the DPSA from the DHS.

(b) The Department managed the transfer in terms of section 14 of the Public Service Act which does not preclude the transfer of employees who have been subjected to discipline and/or found guilty.

2. (a) The post of Deputy Director: Performance Management and Skills Development was a vacant and funded post and the dispute by an employee does not preclude the filling of the post.

(b) The employee was subjected to a disciplinary process and the outcome thereof was a demotion from a Chief Director position to Deputy Director.

3. Employees found guilty of corruption should be dismissed. Misconduct is managed in terms of the relevant Disciplinary Code applicable in the public service. The sanctions in respect of guilty findings are determined by relevant chairpersons presiding over the disciplinary process.

End

Reply:

(1) The current Director-General (DG) of the department previously worked for Gauteng Provincial Government (GPG) before being appointed at the department. The DG of the department at the time when the current DG was appointed as GPG Head of Department: Community Safety and Liaison was Professor Richard Levin.

(2) The person met the requirements as the person was appointed to act in terms of section 32 of the Public Service Act, which requires that the person so acting must have the knowledge, skills, behaviour and aptitude that the person can apply in the work environment, which indicates a person’s ability to meet the requirements for a specific post, to act in the post.

(3) The performance of the Branch had been suffering from limited capacity, organisational restructuring and a lack of leadership for some time.

This is demonstrated by the challenge to achieve a number of targets including a Jobs Competency Framework which has been due since 2018 and a Recognition of Prior Learning (RPL) Policy for the Public Service which has been outstanding since the White Paper for Post -School Education and Training (WP PSET) was approved by Cabinet on 20 November 2013 which called for the "RPL to be prioritised” as well as the Directive on Mandatory in-service training for the public service which has also been outstanding since 2018. It should be noted that all the three targets that were not met, predated the appointment of the said acting person including the integrated HRM&D strategy and implementation plan which was due since 2019.

The attainment of 25% of Annual Performance Plan (APP) targets and 67% of their Annual Operational Plan (AOP) targets for the 2022/2023 performance cycle should be noted against this backdrop. Following the stabilization of the leadership of the HRMD Branch, as at the 2nd quarter of the 2023/2024 performance cycle, the Branch achieved 75% of the APP targets and 95% of the AOP targets.

(4) The specified person’s appointment was not irregular. The Department is aware that a complaint on the appointment of the specified person was reported to the Public Service Commission and is being investigated.

(5) The Department is not aware of any irregular appointment as no institution has pronounced on any illegality. Consequently, nothing has been reported to the DG: Presidency and no action was required or taken in this regard.

End

Reply:

1.(a) Public servants that received grants:

TABLE 1

No	Province	Number public servants identified by AGSA
1	Eastern Cape	1257
2	Free State	103
3	Gauteng	280
4	KwaZulu-Natal	1102
5	Limpopo	468
6	Mpumalanga	296
7	Northwest	1460
8	Northern Cape	566
9	Western Cape	280
10	National
Total	5812

In March 2023 33833 public servants had their grants lapsed and also referred to the Fraud and Compliance Unit for further investigations as they failed to present themselves to a SASSA office to have their grants reviewed. Below is the distribution of the public servants (according to provinces)[1].

TABLE 2

(i) The 5812 Covid related (refer to Table 1) and 33833 normal grants (refer to Table 2) recipients had their grants lapsed upon identification that they had contravened Section 21 of the Social Assistance Act (furnished untrue information when applying or continue to receive social assistance when they standard of living has changed).

(aa) According to SASSA dataset extracted from Covid and SOCPEN systems, distribution is according to province as per Table 1 and 2 above indicating where grant application was submitted and not according to employing department (be it provincial or national).

(bb) SASSA dataset did not distribute civil servants according to employing department, but according to the province where the application was submitted

(ii) The numbers of civil servants contained on Table 1 and 2 may have qualified through misrepresentation which has been uncovered as SASSA systems were improved and enhanced.

(b) 5812 civil servants benefited from the Covid 19 Social Relief of Distress grant within the period of May to October 2020. Distribution of the 33833 was not provided by SASSA.

2. What total number of public servants have been disciplined for receiving grants they do not qualify to receive in each

(a) Provincial departments: 36

(b) National departments: 6

Misconduct cases of Public Servants who benefited from social grants as at 30 September 2023 - cases referred from 2008)
National/ Provincial department	Number of cases	Number of people
Total		44	42
Eastern Cape	Total	2	2
	Social Development	2	2
Free State	Total	1	1
	Human Settlements	1	1
KwaZulu-Natal	Total	18	18
	Health	6	6
	Public Works	12	12
Limpopo	Total	1	1
	Transport and Community Safety	1	1
National	Total	6	6
	Home Affairs	2	2
	Police	4	4
North West	Total	16	14
	Community Safety and Transport Management	14	12
	Social Development	2	2
Data source: PERSAL
Compiled by the DPSA
Excluding Defence and State Security Agency

3. What total number of cases has her department opened against public servants who benefited from grants that they did not qualify to receive?

To date 1815 cases have been referred to the South African Police Service by SASSA for further criminal investigation for the contravention of the Section 21 of the Social Assistance Act, as it is a criminal offence.

4. What total amount has her department recovered to date from public servants who benefited from grants that they did not qualify to receive?

The recovery of loss is being managed where the employee is located through signing of an acknowledgment of debt that SASSA at provincial office will submit to the Office of the Premier. Where employees refuse to sign acknowledgement of debt forms, Section 300 of the Criminal Procedure Act, will be invoked. DPSA and SASSA will coordinate the process.

End

1. See 1 (bb) ↑

Reply:

Applicable to both questions one and two:

Government does not have and has never had a policy of cadre deployment. Employment in the public service operates on a merit-based recruitment and selection system, rendering the concept of cadre deployment inapplicable for filling positions. The Minister for the Public Service and Administration directs and guides departments in formulating norms and standards governing employment practices, ensuring strict adherence to a meritocratic framework and ethical recruitment practices.

The legislative and regulatory structure of the public service encompasses essential governance measures aimed at fostering a professional, ethical, competent, and merit-based state. These measures contain, but are not limited to:

1. The Public Service Regulations (PSR), 2016, particularly sections 65 and 67, delineate the conditions for recruitment and selection in the public service. Under these regulations, the executive authority is obliged to publicly announce all vacancies within their department, setting forth guidelines and standards for recruitment and selection to promote a fair and open competition that attracts qualified candidates.
2. The Public Service Act (PSA), 1994, requires adherence to sections 9 and 11(2) stipulating the necessity of merit-based recruitment.
3. The Department of Public Service and Administration is consulting critical stakeholders on a draft directive to professionalise the public service. This draft directive outlines norms, standards, and ethical considerations in the employment management process.

The collective implementation of these processes and the comprehensive suite of services they represent, are instrumental in shaping a public service that is efficient, transparent and anchored in merit and ethical principles. Such a coordinated approach ensures the establishment of a capable and professional public service, which is crucial for effective governance and delivering high-quality services to the public. This synergy of regulations, standards, and directives reflects a robust commitment to excellence and integrity in appointments and administration across the Public Service.

End

Reply:

1. (a) the provisions of regulation 61(6)(b) of the Public Service Regulations, 2016 relate to the unauthorised release of information and is authorised by section 41 of the Public Service Act, 1994 read with section 17(4) of the same Act.

(b) Privileged information is information that is protected from disclosure due the rights vested in individuals or bodies by the Constitution, other laws and rules of the Republic of South Africa.

(c) Whistleblowing is managed through the Protected Disclosures Act, 2000 and authorises an employee to disclose information to authorities listed in the Practical Guidelines for Employees issued in terms of section 10(4)(a) of the Protected Disclosures Act. In addition, regulation 13(e) of the Public Service Regulations requires and authorises the reporting of fraud, corruption, nepotism, maladministration and any other act which constitutes a contravention of any law (including, but not limited to, a criminal offence) or which is prejudicial to the interest of the public, which comes to the attention of an employee during the course of his or her employment in the public service to relevant authorities.

(i) the authority to report certain protected disclosures to Parliament is contained in the Practical Guidelines for Employees issued in terms of section 10(4)(a) of the Protected Disclosures Act.

(ii) the authority to report certain protected disclosures to the media is contained in the Practical Guidelines for Employees issued in terms of section 10(4)(a) of the Protected Disclosures Act.

2. Yes, the amended Public Service Regulation 61(6)(b) is in line with the Protected Disclosures Act. The Protected Disclosures Act authorises the disclosure of certain information. If so authorised, the employee cannot be found guilty of misconduct relating to unauthorised disclosure of information as per the Public Service Regulations.

3. (a) A disclosure contemplated in section 1 of the Protected Disclosures Act can, in addition to the persons and bodies listed in section 8 of that Act, be made to the Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit (TAU) of the DPSA. The TAU therefore maintains a database of matters so referred.

(b) Protected disclosures may be made to other bodies provided for under the Protected Disclosures Act.

End

Reply:

1. (a) The authority for the Public Service Regulations is contained in section 41 of the Public Service Act. The review of regulations is usually triggered by gaps or challenges identified, policy changes, strengthening processes or managing interpretational challenges, amongst others.

(b) The requirement to seek the Minister’s determination on secondments that exceed 12 months is to ensure that secondments do not affect service delivery and do not become a mechanism to create long term employment which places undue burden on the seconding department and its employees to carry the tasks of the seconded employee over a protracted period. The Minister therefore assesses the operational requirements taking into account the circumstances and the impact of the secondment in excess of 12 months as motivated by relevant departments. It must be noted that this requirement was not introduced in the recent Public Service Amendment Regulations, 2023.

2. (a) Prior to the Public Service Amendment Regulations, 2023, transfers were regulated by section 14 of the Public Service Act. It became necessary to provide further clarity to ensure proper implementation of transfers by requiring-

1. in respect of a transfer to another department, the executive authorities of the two relevant departments must agree in writing to such a transfer;
2. due regard be had to the inherent requirements of the job and the employee’s competencies to perform the functions of the post to which he or she is being transferred; and
3. that an employee is not transferred into a post in the Office of an executive authority, Deputy President or Deputy Minister.

(b) A challenge on transfers of employees without their consent cannot be sustained as it is authorised by section 14 of the Public Service Act and is not dependent on regulations.

3. We are not aware of a case of Saloojee v Minister of Police 2004 and therefore we are unable to respond on the import thereof in relation to transfers.

4. (a) The Public Service Amendment Regulations, 2023 does not make reference to operation requirements in respect of transfers.

(b) Regulation 7 of the Public Service Regulations, 2016 provides for decision-making in cases of conflict of interest.

End

Reply:

The implementation of lifestyle audits became compulsory from 1st April 2021 in the public service. The national departments, provincial departments and government components conduct lifestyle audits in their respective institutions and report annually to the Department of Public Service and Administration (DPSA).

The process of conducting lifestyle audits in the public service comprises three phases namely lifestyle review, lifestyle investigation, and lifestyle audit (quantification and evaluation).

a) The 2022/2023 financial year is the second year since the implementation of lifestyle audits in the public service. During the first year (2021/2022) of implementation, the DPSA focused on capacity building to capacitate more than two hundred Ethics Officers in the public service on how to conduct lifestyle reviews, which is the first step when conducting lifestyle audits. Currently, during the 2023/2024 financial year, the DPSA focuses on investigators in the public service to capacitate them on how to conduct lifestyle investigation, since the process of lifestyle audit is a new phenomenon in the public service. As a result of this training, about 200 Senior Management Members reviews were referred for investigation in this financial year.

b) The process of conducting lifestyle audits in the public service is in its second year and is still yet to be evaluated for effectiveness in preventing and detecting fraud and corruption. However, the improvement in the number of national departments from 24 (in 2021/2022) to 36 (in 2022/2023), and provincial departments from 71 (in 2021/2022) to 89 (in 2022/2023) who started to conduct lifestyle audits, indicates that departments are geared to conduct lifestyle investigations.

End

Reply:

(a) and (b) The number of OSD employees in each department and current total costs

Sphere / Province	Name of the Department	a) Number of OSD officials	b) Current total costs
Eastern Cape	Cooperative Governance and Traditional Affairs	38	32 000 277
	Economic Development, Environmental Affairs and Tourism	146	76 439 952
	Education	53 115	20 509 133 643
	Health	28 877	10 615 391 757
	Human Settlements	67	68 151 942
	Office of the Premier	13	15 103 227
	Provincial Treasury	2	1 328 907
	Public works and Infrastructure	240	114 707 706
	Rural Development and Agrarian Reform	172	112 685 385
	Social Development	3 076	1 027 143 894
	Sport, Recreation, Arts and Culture	17	11 772 783
	Transport	162	76 191 501
Free State	Agriculture and Rural Development	50	35 090 604
	Co-operative Governance and Traditional Affairs	14	10 423 284
	Community Safety, Roads, and Transport	83	42 955 533
	Economic, Small Business Development, Tourism & Environmental Affairs	75	40 041 237
	Education	23 156	8 819 080 161
	Health	11 332	4 357 227 426
	Human Settlements	8	5 619 375
	Office of the Premier	5	6 382 212
	Public Works and Infrastructure	128	52 014 009
	Social Development	736	254 000 352
Gauteng	Agriculture and Rural Development	232	143 643 240
	Co-operative Governance and Traditional Affairs	19	16 638 204
	Community Safety	3	2 283 381
	E-Government	2	1 701 510
	Economic Development	2	2 078 754
	Education	75 479	28 547 983 953
	Health	46 336	19 798 096 956
	Human Settlements	84	90 353 199
	Infrastructure Development	691	297 457 170
	Office of the Premier	8	8 685 627
	Provincial Treasury	1	895 137
	Roads and Transport	131	85 466 487
	Social Development	3 359	1 066 815 162
	Sports, Arts, Culture and Recreation	2	1 864 659
KwaZulu-Natal	Agriculture and Rural Development	139	100 856 100
	Co-operative Governance and Traditional Affairs	38	35 570 190
	Community Safety and Liaison	1	351 618
	Economic Development, Tourism and Environmental Affairs	187	102 382 005
	Education	88 999	33 819 171 582
	Health	46 429	18 651 581 223
	Human Settlements	70	41 119 125
	Office of the Premier	5	6 966 771
	Public Works	202	121 996 509
	Social Development	2 405	813 447 888
	Sports, Arts & Culture	2	1 819 698
	Transport	446	194 137 263
Limpopo	Agriculture and Rural Development	155	101 776 944
	Co-operative Governance, Human Settlements and Traditional Affairs	91	90 145 737
	Economic Development, Environment and Tourism	149	109 694 280
	Education	53 220	20 502 681 339
	Health	22 201	8 913 796 371
	Office of the Premier	8	12 697 959
	Public Works, Roads, and Infrastructure	275	117 116 286
	Social Development	2 168	768 332 787
	Transport and Community Safety	22	8 509 869
Mpumalanga	Agriculture, Rural Development, Land and Environmental Affairs	117	83 281 068
	Co-operative Governance and Traditional Affairs	13	9 777 660
	Culture, Sport, and Recreation	2	1 536 432
	Economic Development and Tourism	2	1 241 895
	Education	34 119	13 007 176 482
	Health	14 019	5 463 956 094
	Human Settlements	17	15 940 116
	Provincial Treasury	4	4 117 281
	Public Works, Roads, and Transport	301	131 932 098
	Social Development	1 196	415 166 202
North West	Agriculture and Rural Development	46	30 650 952
	Arts, Culture, Sports, and Recreation	1	531 381
	Community Safety and Transport Management	17	7 156 959
	Cooperative Governance and Traditional Affairs	10	5 447 409
	Economic Development, Environment, Conservation and Tourism	82	50 903 394
	Education	28 749	10 860 139 755
	Health	12 790	4 977 296 637
	Human Settlements	11	6 411 768
	Office of the Premier	5	4 337 892
	Provincial Treasury	1	543 969
	Public Works and Roads	279	103 078 668
	Social Development	1 583	502 267 020
Northern Cape	Agriculture, Environmental Affairs, Rural Development and Land Reform	92	54 943 071
	Co-operative Governance, Human Settlements and Traditional Affairs	6	4 213 749
	Economic Development and Tourism	1	895 137
	Education	10 098	3 819 470 646
	Health	4 535	1 834 593 873
	Office of the Premier	6	7 966 260
	Roads and Public Works	44	30 301 173
	Social Development	661	210 115 851
	Sport, Arts and Culture	3	752 061
	Transport, Safety and Liaison	1	1 081 953
Western Cape	Agriculture	94	56 350 647
	Cultural Affairs and Sport	1	687 879
	Education	36 424	13 786 617 735
	Environmental Affairs and Development Planning	166	117 424 167
	Health and Wellness	21 868	9 574 968 660
	Infrastructure	323	230 986 251
	Local Government	7	6 135 051
	Social Development	1 828	540 649 101
	The Premier	51	53 534 403
National	Agriculture, Land Reform and Rural Development	608	439 097 178
	Basic Education	83	81 963 714
	Cooperative Governance	80	85 110 819
	Correctional Services	34 708	10 776 529 947
	Employment and Labour	222	157 899 498
	Forestry, Fisheries, and the Environment	570	408 740 031
	Health	75	66 344 493
	Higher Education and Training	10 382	3 744 058 359
	Home Affairs	139	47 709 462
	Human Settlements	12	14 850 924
	Independent Police Investigative Directorate	165	73 574 844
	International Relations and Cooperation	11	12 206 517
	Justice and Constitutional Development	5 378	3 859 592 781
	Military Veterans	3	1 590 030
	Mineral Resources and Energy	17	11 688 324
	Office of the Chief Justice	109	49 778 241
	Planning, Monitoring and Evaluation	3	3 794 706
	Police	139 029	42 592 961 358
	Public Service and Administration	6	4 101 528
	Public Works and Infrastructure	497	346 447 563
	Science and Innovation	3	3 651 852
	Small Business Development	5	3 724 875
	Social Development	134	85 216 542
	Sport, Arts and Culture	9	6 471 867
	Statistics South Africa	2	1 587 360
	The Presidency	8	10 489 695
	Tourism	6	5 636 835
	Trade, Industry and Competition	5	5 494 335
	Traditional Affairs	1	1 252 374
	Transport	3	2 099 697
	Water and Sanitation	1 260	804 582 825

In addition, the OSD salary levels range from level 3 to 12. Detailed breakdown of employees’ respective salary levels and the current total cost to the state are attached in Annexure A and B.

(c) With regard to the projected forecasts for future uptake of OSD positions in the upcoming financial years, note should be taken that salaries for Public Servants, including OSD categories would be adjusted in line with PSCBC Resolution 2 of 2023 with effect from 1 April 2024, which would adjust the salaries and the total cost to the state accordingly. Furthermore, the appointments of officials, including those within OSDs fall within the authority of the various Executive Authorities and therefore the uptake in terms of appointments would thus be in line with the relevant processes, including the availability of funding and prioritization by the respective departments. There are currently no new OSDs being considered in line with PSCBC Resolution 3 of 2010.

End