Questions and Replies

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08 January 2024 - NW3857

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Mgweba, Ms T to ask the Minister of Public Service and Administration

What are the relevant details of the (a) progress and (b) preliminary findings of the National School of Government skills audit on technical skills announced in the State of the Nation Address reply by the President of the Republic, Mr M C Ramaphosa?

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

08 January 2024 - NW1635

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Gondwe, Dr M to ask the Minister of Public Service and Administration

(a) For what total number of days has a certain person (name and details furnished) been on suspension, (b) what are the (i) circumstances surrounding the specified person’s suspension and (ii) reasons that the person was suspended and (c) what total amount has the State spent to date on the continued suspension?

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

05 January 2024 - NW3280

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Mkhonto, Ms C N to ask the Minister of Public Service and Administration

Whether her department has a welfare unit in place that offers financial support to public servants who are about to leave the work system onto pensions; if not, why not; if so, what are the relevant details?

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

05 January 2024 - NW3770

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Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What (a) total number of officials in the Public Service were implicated in irregular appointments in the (i) 2019-20, (ii) 2020-21, (iii) 2021-22 and (iv) 2022-23 financial years, (b) number of the officials were (i) dismissed and (ii) not dismissed from the Public Service following an investigation into their involvement in irregular appointments and (c) are the reasons that the officials were not dismissed; (2) (a) in which national and/or provincial departments are the specified officials employed and (b) what positions did/do the officials hold in each case?

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

04 January 2024 - NW3956

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Bond, Mr M to ask the Minister in The Presidency for Planning, Monitoring and Evaluation

Whether (a) she, (b) the Deputy Minister and (c) any other official in her Office attended the Rugby World Cup final in France in October 2023; if not; what is the position in this regard; if so, what (i) are the relevant details of each person in her Office who attended the Rugby World Cup, (ii) is the total number of such persons and (iii) were the total costs of (aa) travel, (bb) accommodation and (cc) any other related costs that were incurred by her Office as a result of the trip(s)? [

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.

04 January 2024 - NW3876

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Mthethwa, Mr E to ask the Minister in The Presidency for Planning, Monitoring and Evaluation

(1)Whether performance agreements have been signed with all current Cabinet Ministers; if not, why not; if so, what are the prescribed consequences for nonperforming Ministers; (2) what (a) tools are used by her Office to monitor performances of Ministers and (b) periodical time frames are set for evaluations of the performances; (3) which Ministry is the (a) worst performing and (b) best performing to date?

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.

 

02 January 2024 - NW4055

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Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)Whether the current Director-General (DG) of her department previously worked for Gauteng Provincial Government (GPG) before being appointed at her department; if so, who was the DG of her department at the time when the current DG was appointed as GPG Head of Department: Community Safety and Liaison; (2) whether a certain person (name and details furnished) had the relevant experience, knowledge or qualification in Human Resources to be appointed; (3) what has she found had been the performance of the Human Resources Management Department during the person’s tenure from 1 April 2022 to date; (4) whether the irregular appointment of the specified person was reported to the Public Service Commission; if not, why not; if so, what are the relevant details; (5) whether the irregular appointments were reported to the DG: Presidency; if not, why not; if so, what action has her department taken against these irregular appointments within the Office of the DG to date?

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

02 January 2024 - NW4186

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Bond, Mr M to ask the Minister of Public Service and Administration

(1)(a) What (i) are the reasons that a certain person (name furnished) was transferred to her department at the beginning of November 2023 and (ii) offence was the specified person charged with and found guilty at the Department of Human Settlements and (b) on what grounds did her department agree to the transfer despite the scathing 2021 Labour Court judgment and her department being the custodian of ethical standards and conduct; (2) what (a) are the reasons that the specified person was transferred into the post of Deputy Director of Performance Management and Development System when there is a current job dispute by an unlawfully terminated employee in the same post and (b) were the conditions of the specified person’s demotion from Chief Director to Deputy Director; (3) whether corruption is a dismissible offence in terms of her department’s consequence management policy; if not, what is the position in this regard; if so, what are reasons that the specified person not dismissed for dishonesty and corruption?

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

29 December 2023 - NW3287

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Ngcobo, Mr SL to ask the Minister of Public Service and Administration

Whether his department has records of the total number of public servants in the Republic; if not, why not; if so, what are the statistics in each (a) department and (b) province?

Reply:

The following information reflects the total number of public servants in the Republic of South Africa. The information is obtained from PERSAL as of 30 September 2023
(3rd quarter 2023/2024).

a) The number of public servants in each National Department and Components are as follows:

TOTAL NUMBER OF PUBLIC SERVANTS IN THE NATIONAL DEPARTMENTS AND COMPONENTS

Agriculture, Land Reform and Rural Development

6 812

Basic Education

809

Civilian Secretariat for the Police Service

172

Communications and Digital Technologies

267

Cooperative Governance

632

Correctional Services

37 650

Employment and Labour

9 288

Environment, Forestry and Fisheries

3 323

Government Communication and Information System

410

Health

823

Higher Education and Training

29 295

Home Affairs

8 101

Human Settlements

467

Independent Police Investigative Directorate

369

International Relations and Cooperation

1 861

Justice and Constitutional Development

21 672

Military Veterans

125

Mineral Resources and Energy

1 445

National School of Government

212

National Treasury

1 932

Office of the Chief Justice

2 009

Office of the Public Service Commission

258

Planning, Monitoring and Evaluation

384

Police

186 143

Public Enterprises

156

Public Service and Administration

384

Public Works and Infrastructure

4 636

Science and Innovation

401

Small Business Development

203

Social Development

645

Sports, Arts and Culture

530

Statistics South Africa

3 260

The Presidency

463

Tourism

461

Trade, Industry and Competition

1 077

Traditional Affairs

101

Transport

687

Water and Sanitation

4 822

Women, Youth and Persons with Disabilities

109

TOTAL

332 394

b) The number of public servants in each Province is as follows:

TOTAL NUMBER OF PUBLIC SERVANTS IN THE PROVINCIAL DEPARTMENTS

Eastern Cape

112 003

Free State

55 501

Gauteng

179 702

KwaZulu-Natal

174 990

Limpopo

93 584

Mpumalanga

69 099

North West

64 076

Northern Cape

20 897

Western Cape

81 428

TOTAL

851 280

End

29 December 2023 - NW4185

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Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What (a) legislative provisions were relied upon when amending the Public Service Regulation 61(6)(b), (b) constitutes privileged information as there is no such category in terms of Minimum Information Security Standards and (c) legislative provisions prohibit a whistleblower from disclosing privileged information to (i) a Parliamentary committee and (ii) the media; (2) whether she has found that amended Public Service Regulation 61(6)(b) is in line with the Protected Disclosures Act, Act 26 of 2000 as it is now an offence and misconduct for a Senior Management Service member to disclose any privileged and/or confidential information obtained during the course of duty to an unauthorised person or persons, with a prohibited reemployment period for five (5) years if found guilty; if not, why not; if so, which provisions of the specified Act does the amendment align with; (3) what (a) are the reasons that her department wants to manage the database public disclosures when it is not the custodian of the Act and gazetted procedures, as that is now contrary to the whistleblowing reporting regime of 2011 and (b) mechanisms and procedures have been made available to potential whistleblowers who intend to make a protected disclosure against her department itself, as what had happened recently?

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

29 December 2023 - NW3197

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Gondwe, Dr M to ask the Minister of Public Service and Administration

(1) What (a) total number of public servants (i) are currently receiving grants in each (aa) provincial and (bb) national department and (ii) qualify to receive such grants and (b) types of grants do the specified public servants receive. (2) What total number of public servants have been disciplined for receiving grants they do not qualify to receive in each (a) provincial and (b) national department. (3) What total number of cases has her department opened against public servants who benefited from grants that they did not qualify to receive; (4) What total amount has her department recovered to date from public servants who benefited from grants that they did not qualify to receive?

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)

29 December 2023 - NW4184

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Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What (a) are the triggers and processes to periodically amend Public Service Regulations and (b) is the reason that Public Service Regulations 62 was amended to include operational reasons determined by her when she does not know the operational requirements for other executive authorities; (2) what (a) are the reasons that transfers were never prescribed in terms of section 14 of the Public Service Act, Act 103 of 1994, and only regulated now by the insertion of Public Service Regulations 62A and (b) are the reasons that this was not previously challenged when unilateral transfers were done in her department without regulations; (3) what has she found is the import that the definition of the public interest clause with regard to the Saloojee vs Minister of Police 2004 matter have on transfers when abused as punitive weaponised instruments against targeted Senior Management Service employees; (4) what are the reasons that (a) the proposed amendment to the transfer provision is overlapping with operational requirements reasons as such overlap allows for arbitrariness in decision making and (b) a conflict in decision making clause by a complicit functionary not included in the Public Service Act, Act 103 of 1994, as a necessary amendment to protect whistleblowers?

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

29 December 2023 - NW4136

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Komane, Ms RN to ask the Minister of Public Service and Administration

Whether the process of conducting lifestyle audits on public sector officials yielded the intended results; if not, what urgent steps will be taken to curb the increasing corruption in the public sector; if so, (a) how and (b) what are the relevant details in this regard?

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

29 December 2023 - NW4078

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George, Dr DT to ask the Minister of Public Service and Administration

What are the detailed statistics concerning occupation specific dispensation (OSD) employees across various government departments, specifically regarding (a) the number of OSD employees in each department, (b) their respective salary levels and the current total cost to the state for the specified employees and (c) projected forecasts for future uptake of OSD positions in the upcoming financial years?

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

29 December 2023 - NW3859

Profile picture: Kibi, Ms MT

Kibi, Ms MT to ask the Minister of Public Service and Administration

What (a) measures has she put in place to ensure that the innovation from the Centre for Public Service Innovation (CPSI) is integrated as part of the Government plan to /professionalise the Public Service and (b) resourcing plans are in existence to increase the capacity of the CPSI?

Reply:

a) A professional public servant in a rapidly changing and evolving governance environment requires the capacity to innovate and manage innovation, especially in a digitised public sector. As such the CPSI is working closely with:

  • NSG to introduce relevant capacity building courses such and Managing Innovation in the Public Service, Design Thinking and soon Strategic Foresight.
  • DPSA and other Departments such as DCDT and Home Affairs and academic institutions such as Wits School of Governance to engage on, develop and implementing digital transformation initiatives.
  • Participated in the PSETA/TUT in the research on future skills for public servants.
  • Currently conducting a comprehensive assessment of public sector innovation in partnership with NACI to ensure evidence-informed innovation policy and practices.
  • Facilitating a ‘trailblazer’ network (ie a network of system developers) in provinces and departments to develop ‘in-house’ capacity and share code and documentation for replication across government.

b) CPSI has engaged extensively with all stakeholders to ensure a future-fit organisation. This culminated in 2021 in a comprehensive study by Wits School of Governance on the strategic direction, capacity and resource requirements of the CPSI. As such, a new structure was approved by the MPSA. Unfortunately, due to budget constraints and no additional allocation in the MTEF this cannot be operationalised and as such the CPSI would be reliant on reprioritisation within the MPSA portfolio.

End

29 December 2023 - NW3556

Profile picture: Komane, Ms RN

Komane, Ms RN to ask the Minister of Public Service and Administration

With reference to the latest report of the Auditor-General of South Africa to the Portfolio Committee on Public Service and Administration, wherein she highlighted that her department is lacking in the implementation of its oversight mandate over the departments, what (a) measures have been put in place by her department and (b) are the time frames for the implementation of the specified measures?

Reply:

(a) and (b)

The Department of Public Service and Administration (DPSA) is guided by Section 41 (1) h (ii) which call for all organs of state to “co-operate with one another in mutual trust and good faith by “assisting and supporting one another”. The following are some of the specific measures that have been initiated to improve the oversight capacity of the department and promote compliance on the norms and standards issued in line with its mandate:

  • In January 2022, the DPSA entered into a cooperation agreement with the Auditor General of South Africa (AG-SA) to include in the audit plans of departments norms and standards issued in pursuit of the mandate of the Department. The AG-SA is already implementing this agreement including an agreement on the auditing of performance of the Public Service against the Directive that is being developed to implement the Professionalisation Framework. This agreement allows the DPSA to borrow on the powers of the AG-SA, resulting in more enforcement capability.
  • In line with Section 16A (3) of the Public Service Act, 1994 the Minister for the Public Service and Administration (MPSA) prepares regular compliance reports to Cabinet or, through the relevant Premier, to the Executive Council of the relevant province on any non-compliance by an executive authority. These compliance reports are used to ensure that there is accountability at the executive authority level.
  • The Minister initiated one-on-one sessions with Executive Authorities of departments including Premier’s of Provinces that have been identified as having challenges with complying with the norms and standards set by the MPSA. These sessions, discuss specific areas of concern, which are then followed by specific technical assistance that is provided by the DPSA to address these challenges.
  • The Director General of the DPSA convene quarterly engagements with Heads of Cooperate Services which receives presentations on compliance trends and performances. In these engagements, lessons are shared on best practices towards improving compliance.

To introduce a systematic approach to compliance monitoring and reporting, the DPSA is currently developing an Early Warning System to actively monitor compliance with the provisions of the Public Service Act, 1994 or a regulation, determination and/or directive made in line with its mandate. This Early Warning System will be institutionalised to ensure that governance matters are monitored in an active manner to avoid the collapse of public institutions and services. In line with the Medium Term Strategic Framework (MTSF) tabled in Parliament, it is envisaged that the Early Warning System will become active during the 2024/25 Financial Year.

End

29 December 2023 - NW3329

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1) (a) What number of public servants have skills related to information and communications technology (ICT), and (b) how often do the relevant government departments upskill the specified skills. (2) what number of cyber security specialists are currently employed in the Public Service. (3) what number of ICT and/or e-Government-related courses does the National School of Government currently offer?

Reply:

Background

In pursuit of a comprehensive understanding of the Information and Communication Technology (ICT) landscape within the public service, the Department of Public Service and Administration (DPSA) utilized the PERSAL system to generate reports concerning ICT personnel within various departments. Regrettably, these reports revealed discrepancies, as many departments had failed to update the field designating personnel involved in IT-related roles, consequently compromising the accuracy of the reports.

Subsequently, the DPSA formulated a data collection instrument, mandating all departments to provide the following particulars regarding their respective ICT personnel:

• Department or Government Component Name

• Sphere of Government (National/Provincial)

• Province

• PERSAL Number

• Full Name

• Branch

• Chief Directorate

• Directorate or Unit

• Job Title

• Salary Level

• A concise summary of the job description

It's noteworthy that this data collection initiative did not aim to ascertain specific ICT skills; nonetheless, through a meticulous analysis of the data received, the DPSA managed to infer a rudimentary skill level based on the roles that were being undertaken. It is imperative to highlight that a more comprehensive collection of skills information will be undertaken as part of the broader public service skills audit initiatives currently in progress.

Of the anticipated 161 departments, 132 provided responses, revealing a salient opportunity for departments to enhance the quality of their human resources data, particularly in relation to personnel information, job descriptions, and job titles.

Response to Question 1

(a) What number of public servants have skills related to information and communications technology (ICT),

As indicated above, pending the completed public service skills audit, the skill levels will be inferred based on the functions being performed.

Furthermore, the majority of public servants that have access to computer technologies would have ICT skills that typically encompass basic competencies required for everyday tasks such as word processing and internet browsing, while specialist ICT personnel deployed in ICT functions would have skills that involve a deeper and specialized knowledge, often focusing on complex system development, cybersecurity, or network administration.

Therefore, the data collected reveals that there are 4548 ICT personnel deployed in departments’ ICT functions.

and (b) how often do the relevant government departments upskill the specified skills.

Upskilling and training of employees is decentralized with departments prioritizing resources based on their specific needs. The DPSA does not currently have a mechanism to track and report on the ICT specific training and upskilling by departments.

Response to Question 2

What number of cyber security specialists are currently employed in the Public Service?

From the 4548, 64 personnel have been identified as having either a job title of job description that involves ICT security / Cyber security. The data does not show the level of expertise and specialization at this point. The broader skills audit programme will provide further clarity upon its completion.

Response to Question 3

What number of ICT and/or e-Government-related courses does the National School of Government currently offer?

Currently the NSG has one programme.

The Digital Transformation for Public Sector Programme targets:

  • Chief Information Officers and ICT Practitioners.
  • Strategic managers in IT – dealing with service delivery improvement through digitization.

The programme was developed during the 2019/20 financial year in partnership with the curriculum development sub-committee for the Government Information Technology Officers Council (GITOC). The programme content was further peer reviewed in 2022 by colleagues from DPSA, DSI, SSA, SITA and DCDT.

The intention was to create a programme applicable and relevant to Government-wide needs in the digital transformation and ICT spheres and furthermore, to make it impactful in enhancing service delivery through 4IR and other transformative ICT tools.

Programme Overview

The programme is structured into four modules, each of which is divided into a varying number of units, as indicated below:

Module 1 - ICT Leadership in Government Information Communication and Technology

Unit 1: CIO Role

Unit 2: IT Organisation

Unit 3: IT Governance

Unit 4: IT Planning

Unit 5: Overview of Public Sector Procurement

This section focuses on the IT organisation, its leadership and management. It looks at how IT should be governed and the role of business and leadership in the corporate governance of ICT.

Module 2 - Technology Platforms

Unit 1: Service Oriented Architecture and Micro-services

Unit 2: Cloud Computing

Unit 3: The Fourth Industrial Revolution

    • Social Media & Mobile Technology
    • Artificial Intelligence
    • Augmented and Virtual Reality
    • Internet of Things
    • Blockchain

This section covers current technology trends and how they are used to enable business. The information will help learners not only gain a deeper understanding of the technologies available but how they can be used in public sector service delivery and administration.

Module 3 - Public Sector Digitisation

Unit 1: Data Management

Unit 2: Business Process Management

Unit 3: Digital Government

This section covers the fundamentals of digitisation and how these fundamentals can be applied to the public sector.

Module 4 – Cyber Security

Unit 1: Cyber Law

Unit 2: Cyber Security

Unit 3: Cyber Security Governance

Unit 4: Cyber Threats

Unit 5: Cyber Attack Threat Vectors

This section covers the fundamentals of Information Security and the threats or challenges posed by ever increasing digitisation and connected cyber networks. The section will also look at the legal matters related to information security and what IT organisations must do in the public sector to protect the state.

End

29 December 2023 - NW4188

Profile picture: Schreiber, Dr LA

Schreiber, Dr LA to ask the Minister of Public Service and Administration

(1)Whether it remains the policy position of the Government to ensure control of the levers of the state by appointing cadres from a particular political organisation (name furnished) over prioritising a professional Public Service; if not, what is the position in this regard; if so, (2) whether the Government plans to abolish the preference of deploying cadres in the Public Service over prioritising a professional public service; if not, why not; if so, what are the relevant details?

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

29 December 2023 - NW3198

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

With reference to public servants who do not have qualifications for the positions that they currently occupy, what (a) is the total number of such public servants in each (i) national and (ii) provincial government department and (b) are the relevant details of the (i) positions that are occupied by such public servants and (ii) time period that each public servant has been employed in each specified position?

Reply:

a) (i) and (ii):

The Minister for the Public Service and Administration (MPSA), guided by section 3 (c) of the Public Service Act (PSA), issued a Directive guiding national and provincial departments on Compulsory Capacity Development Mandatory Training Days, and Minimum Entry Requirements, specifically for Senior Management Service (SMS) roles. The Directive sets forth mandatory requirements and standards which define qualification criteria that must be met for recruitment into SMS positions.

Since the Directive was issued the following has been noted:

  • The majority of officials that do not meet minimum entry requirements, entered into those positions before the Directive was issued and at a time when they were meeting the requirements. This means that departments are complying with the Directive.
  • As South African law does not allow for retrospective application unless specifically ordered by a court of law, the officials are being encouraged to improve their qualifications either through academic study or Recognition of Prior Learning (RPL).
  • Most of the Public Servants have since secured improved qualifications, however these are yet to be captured on PERSAL by their departments.
  • The DPSA is working with relevant departments to ensure that improved qualifications are correctly updated and captured on PERSAL.

Within the context of the Directive, the Department of Public Service and Administration (DPSA), fulfilling its role, compiles qualification data solely for SMS members in compliance with this Directive. The total number of SMS Members in each national and provincial government department is attached as Annexure A:

b) (i) and (ii):

The total number of SMS members with qualifications not specified on PERSAL as of 30 September 2023 is 1 801.

SMS Members with Qualifications Unspecified on PERSAL

Occupational Classification

Date Appointed In SMS

Total

 

Before 1 August 2016

From 1 August 2016

 

Total

1 259

542

1 801

Administrative Related

91

55

146

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

11

29

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 & Organisational Development & Related Professions

10

4

14

Human Resources Related

11

4

15

Identification Experts

3

 

3

Information Technology Related

4

 

4

Legal Related

4

1

5

Natural Sciences Related

2

2

4

Operational Planning

 

1

1

Other Administration & Related Clerks and Organisers

2

3

5

Other Administrative Policy and Related Officers

2

 

2

Other Information Technology Personnel.

8

 

8

Other Occupations

9

 

9

Police.

 

1

1

Professional Nurse

1

1

2

Prosecutor

 

1

1

Risk Management and Security Services

4

 

4

Saps

1

1

2

Secretaries & Other Keyboard Operating Clerks

 

3

3

Security Officers

1

 

1

Senior Managers

1 027

432

1 459

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 30 September 2023 Occupation Specific

End

14 December 2023 - NW3894

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)Where did a certain person (name furnished) work before being transferred to her department; (2) whether the specified person previously worked with the Director-General, Ms Y Makhasi, at (a) the Film and Publication Board, (b) the Department of Public Enterprises, (c) the Department of Community and Safety Liaison in the Gauteng Provincial Government and (d) her department; if not, what is the position in this regard; if so, what are the relevant details. (3) whether the post was advertised before the person was transferred to her department; if not, why not; if so, (a) who was recommended for the advertised position and (b) what were the reasons that the recommended candidate was not appointed. (4) whether the position became a new position after restructuring; if not, what is the position in this regard; if so, (a) how have the functions of the position changed and (b) what were the reasons that the new position was not advertised in terms of the Public Service Regulations?

Reply:

1. The person worked for the Gauteng Department of Community Safety and Liaison before being transferred to the Department of Public Service and Administration.

(2) According to the departmental records:

(a) Yes, the person was employed at the Film and Publication Board from August 2012 to January 2014. Ms Makhasi was employed at the Films and Publication Board from 2008 to 2013.

(b) Yes, the person was employed in the Department of Public Enterprises between 1 February 2014 and 31 March 2016. Ms Makhasi was employed at the Department of Public Enterprises between 1 August 2013 and 31 December 2015.

(c) Yes, the person was employed in the Gauteng Department of Community Safety from 1 April 2016 until 31 May 2020. Ms Makhasi was employed at the Gauteng Department of Community Safety between 11 January 2016 and 28 February 2020.

(d) Yes, the person is currently employed at the Department of Public Service and Administration from 1 June 2020. Ms Y Makhasi has been employed at the department from 1 March 2020.

3. The post of Director: Executive Support was not advertised before the person was transferred to the Department of Public Service and Administration in terms of section 14 of the Public Service Act, 1994.

4. The post of Director: Executive Support was newly created in the Office of the Director-General on 7 May 2020.

(a) The post was defined to support the Director-General directly in relation to diary management, logistical support, coordination of the work of the Cluster, Cabinet and Parliament.

(b) The post was filled in terms of section 14 of the Public Service Act, 1994 which does not require advertisement.

End

14 December 2023 - NW3977

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

Whether the position a certain person (name furnished) is holding, was job evaluated before the person was transferred as the person was not an employee affected by restructuring; if not, why not; if so, (a) how did the person know that there was a vacancy in the Office of the Director-General of her department, (b) was the irregular appointment of the person (i) challenged and (ii) reported to the Public Service Commission and (c) what was the outcome of the investigation?

Reply:

The job was evaluated.

a) The person was contacted by the Human Resource unit of the Department to establish if she would consent to a lateral transfer to the post of Director: Executive Support.

b) The appointment of the person was not irregular.

  1. There was no challenge in the form of a grievance, dispute referral or court process on the transfer of the person.
  2. The Department is aware that a complaint was referred in 2022 to the Public Service Commission on the transfer of the person.
  3. The Department has not received the outcome of the investigation by the Public Service Commission.

End

14 December 2023 - NW4054

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)(a) When was a certain person (name furnished) seconded to her department and (b) what position was the person seconded to; (2) what were the reasons that the person was seconded to her department; (3) whether the position the specified person currently holds was advertised; if not, why not; if so, when was the position advertised; (4) prior to the specified person’s promotion at her department, what position did the person previously occupy in the Gauteng Provincial Government; (5) which person in the Gauteng Provincial Government signed the person’s secondment agreement to her department?

Reply:

(1) (a) The person was seconded to the Department on 1 August 2020;

(b) The person was seconded in terms of section 15 of the Public Service Act to support the Office of the Director-General;

(2) The person was seconded to the Department to provide policy coordination and support in the Office of the Director-General;

(3) The position the specified person currently holds was advertised on 16 October 2020;

(4) The person previously occupied a Director: Policy Advisor and Analyst post in the Gauteng Office of the Premier;

(5) The person’s secondment agreement was signed by the Director-General: Gauteng Office of the Premier.

End

12 December 2023 - NW3328

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What number of web developers are currently employed in the Public Service in each (a) provincial and (b) national department; (2) what number of programme developers are currently employed in the Public Service in each (a) provincial and (b) national department; (3) what amount did the Public Service spend on outsourcing the services of web and programme developers to work in the Public Service in each (a) provincial and (b) national department for (i) 2020-21, (ii) 2021-22 and (iii) 2022-23 financial years?

Reply:

Background

In pursuit of a comprehensive understanding of the Information and Communication Technology (ICT) landscape within the public service, the Department of Public Service and Administration (DPSA) utilized the PERSAL system to generate reports concerning ICT personnel within various departments. Regrettably, these reports revealed discrepancies, as many departments had failed to update the field designating personnel involved in IT-related roles, consequently compromising the accuracy of the reports.

Subsequently, the DPSA formulated a data collection instrument, mandating all departments to provide the following particulars regarding their respective ICT personnel:

  • Department or Government Component Name
  • Sphere of Government (National/Provincial)
  • Province
  • PERSAL Number
  • Full Name
  • Branch
  • Chief Directorate
  • Directorate or Unit
  • Job Title
  • Salary Level
  • A concise summary of the job description

It's noteworthy that this data collection initiative did not aim to ascertain specific ICT skills; nonetheless, through a meticulous analysis of the data received, the DPSA managed to infer a rudimentary skill level based on the roles that were being undertaken. It is imperative to highlight that a more comprehensive collection of skills information will be undertaken as part of the broader public service skills audit initiatives currently in progress.

Of the anticipated 161 departments, 132 provided responses, revealing a salient opportunity for departments to enhance the quality of their human resources data, particularly in relation to personnel information, job descriptions, and job titles.

(1) The data was categorized into various job categories, with "System Developers" constituting a comprehensive category encompassing diverse types of developers. In the contemporary ICT landscape, the majority of systems developed are web-enabled or online, which poses challenges in distinguishing between a general developer and a specialized web developer.

However, from the job descriptions we are able to identify that there are 34 recorded Web developers in the public service distributed as follows:

(2)The total number of programme developers or “System Developers” in the Public Service is 310, distributed as follows:

The full list per department is attached as Annexure A

(3) The current financial system ICT Standard Chart of Accounts (SCOA) codes do not support the breakdown of the expenditure to programmers and developers; however, the DPSA, as part of the Annual Operational Plan(AoP) for 2023-2024 is reviewing the ICT SCOA codes to improve reporting on ICT items.

However, as part of ICT expenditure reviews, the DPSA has created a category called Systems Development and Operations, defined as any service procured to develop or maintain any IT system. The breakdown of expenditure in this category is as follows:

  • 2019-2020 = R4.8 billion
  • 2020-2021 – R 6 billion
  • 2021-2022 – R 6.7 billion
  • 2022-2023 – review not yet completed

End

12 December 2023 - NW3447

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What are the reasons that the TSC Programme does not have dedicated funding: 2) What are the reasons that the TSC Programme does not currently have a workable funding model: (3) What are the reasons that the workable funding model recommended by the National Treasury in respect of the TSC Programme has not been implemented: (4) What total amount in funding was earmarked for the TSC Programme by the Government in the (a) 2020-21, (b) 2021-22 and (c) 2022-23 financial years?

Reply:

There is no dedicated funding ring-fenced for the Thusong Service Centres as there is no lead Department for the Programme. The GCIS as the current coordinator is only having funding for Marketing and Communication for the work undertaken at the Centres.

(2) What are the reasons that the TSC Programme does not currently have a workable funding model:

REPLY:

National Treasury was tasked with the responsibility to explore a possible funding options and model as part of the repositioning of the Programme. However, the recommendations could not be implemented due to lack of a lead Department.

(3) What are the reasons that the workable funding model recommended by the National Treasury in respect of the TSC Programme has not been implemented:

REPLY:

The recommendations could not be implemented due to lack of a lead Department.

(4) What total amount in funding was earmarked for the TSC Programme by the Government in the (a) 2020-21, (b) 2021-22 and (c) 2022-23 financial years?

REPLY:

There are no dedicated or ringfenced funds for the Thusong Service Centre Programme.  No funds were earmarked for the national coordination function carried out by the GCIS.

The 2006-2014 Business Plan advocated that the primary responsibility for the funding of Thusong Centres should rest with Municipalities as the plan envisaged that these Centres would be managed by Municipalities. Furthermore, the funding may come from various sources e.g., Municipal Infrastructure Grant and Neighbourhood Development Grant for construction of Centres and cost recovery mechanisms from Leases signed with anchor tenant departments. 

NW4579E

End

07 December 2023 - NW3772

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)With reference to her reply to question 3199 on 24 October 2023, what (a) are the details of the charges that were levelled against the specified employee that led to the employee’s subsequent suspension, (b) was the cost of the person’s suspension and (c) was the role of a certain person (name and details furnished) in advising her as Minister and the Director-General of her department on the specified matter; (2) who will take responsibility for the fruitless and wasteful expenditure that was incurred in relation to the suspension of the person; (3) what (a) was the quantum of the settlement agreement reached with the employee and (b) steps does she intend to take to exercise consequence management for a matter and/or case which brought her department into disrepute?

Reply:

1. (a) As responded to question 3199 the charges included several acts of misconduct relating to prejudicing the administration of the department, failing to carry out lawful instructions, abuse, insolence and gross insubordination. The details are in the charge sheet which can be made available if Parliament so permits.

(b) As responded to question 3199, the employee was suspended on full pay in terms of paragraph 2.7.2(b) of the SMS Disciplinary Code. The salary of the employee during the suspension was at salary level 15 notch 9 which amounted to a total cost, before taxes and deductions, of R4,772,395.87.

(c) The role of the certain person was to facilitate the appointment of legal practitioners through the Department of Justice to assist with the disciplinary processes and related matters and to support the Minister and the Director-General, where required.

2. There was no fruitless and wasteful expenditure incurred in relation to the suspension of the person.

3. (a) The cost of the settlement recorded in a court order issued by the Labour Court was as follows-

  1. R193,727.67 in respect of the re-instatement with effect from 1 September 2023;
  2. R1,871,454.00 in respect of a gratuity equivalent to 12 months’ salary;
  3. The other pension benefits were payable in terms of prevailing retirement laws by the Government Employees Pension Fund.

(b) The Department is not aware of any reputational damage that has arisen from it having exercised its right to discipline the employee.

End

07 December 2023 - NW2791

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Kibi, Ms MT to ask the Minister of Public Service and Administration

(1)Whether she has found that the National School of Government can function independently and self sustainably without heavily relying on the national budget allocations; if not, what is the position in this regard; if so, what are the relevant details; (2) What is the total number of public officials who have successfully completed the compulsory courses?

Reply:

1. No, the NSG depends heavily on the national allocation for its operations as it operates the Vote Account and Training Trading Account (TTA). The Vote Account receives its funding from the government fiscus whereas the TTA is partly funded from government fiscus through a transfer from the Vote Account and revenue generated from course fees. The allocation from the government fiscus is appropriated for the operation of the Vote Account to support the TTA. The funding from the fiscus does not cover the operational costs of the TTA since this account is funded from course fees including the costs relating to the design and development of training programmes, as well as the delivery of the training programmes.

The scope of work of the NSG has been expanded to provide Education, Training and Development (ETD) in the three spheres of government, state-owned entities (SOEs) and organs of state. Furthermore, the delivery of the mandatory programmes, professionalization initiatives that introduce the offering of qualifications, continuous development and increased online learning add to the NSG scope of work. The National Framework Towards Professionalisation of the Public Sector requires the NSG to establish Recognition of Prior Learning (RPL) Centre as well as campus environment with relevant technology. The NSG is finalising a new strategy to reposition itself as the premier provider of ETD.

(2) The following are Compulsory Training Programmes with statistics from 2021/22 financial year until 05 September 2023:

Compulsory Training Programmes

Financial Year

 

2021/22

2022/23

2023/2024 (1 April to 5 September 2023)

Khaedu Project

571

399

61

Ethics in the Public Service

32 381

13 765

2 460

Executive Induction Programme

21

21

0 (7 booked)

Compulsory Induction Programme 13-14

159

217

72

Compulsory Induction Programme

1-12

5 393

5731

911

Nyukela

6 832

5 440

2 096

Supply Chain Management for the Public Service

260

798

217

Financial Management Delegations of Authority

84

0

0

Re-orientation in the Public Service

177

374

202

Managing Performance in the Public Service

37

1 386

0

End

06 December 2023 - NW3947

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Krumbock, Mr GR to ask the Minister of Public Service and Administration

Whether (a) she, (b) the Deputy Minister and (c) any other official in her department attended the Rugby World Cup final in France in October 2023; if not; what is the position in this regard; if so, what (i) are the relevant details of each person in her department who attended the Rugby World Cup, (ii) is the total number of such persons and (iii) were the total costs of (aa) travel, (bb) accommodation and (cc) any other related costs that were incurred by her department as a result of the trip(s)?

Reply:

(a)(b) Neither the Minister or the Deputy Minister for the Public Service and Administration attended the Rugby World Cup final in France in October 2023.

(c) No officials from the Department of Public Service and Administration attended the Rugby World Cup final in France in October 2023 in an official capacity as this activity falls outside the mandate of the department.

End

06 December 2023 - NW3412

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Komane, Ms RN to ask the Minister of Public Service and Administration

With reference to the 2022-23 Annual Performance Plan of her department, what are the specific indicators and/or targets for the (a) development and (b) implementation of the National Framework Towards the Professionalisation of the Public Service?

Reply:

a) In October 2022, the Cabinet approved the National Framework designed to enhance the professionalism of the Public Service. This approval occurred mid-financial year; hence, no specific key performance indicators could be established.

b) Despite the circumstances above, the Department of Public Service and Administration contributed significantly to implementing the National Framework towards professionalising the Public Service during the 2022/2023 financial year. On a broad scale, the accomplishments entail:

  • Revisions to the Public Administration and Management Act.
  • Updates to the Public Service Act.
  • Development programmes for the youth.
  • Dissemination of the strategy across national and provincial departments, following its approval, via diverse outreach programmes, Imbizos, and events conducted throughout the term.

End

06 December 2023 - NW3448

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Gondwe, Dr M to ask the Minister of Public Service and Administration

(1) What are the reasons that the State Information Technology Agency is not the lead department in relation to the information and communication technology needs of the Thusong Service Centre Programme established by Cabinet in 1999; (2) to what extent has her Office been informed of the numerous institutional and/or operational challenges currently experienced by TSCs across the Republic; (3) what role does her Office intend to play in addressing some of the institutional and/or operational challenges currently experienced by TSCs across the Republic?

Reply:

1) SITA was given the mandate to connect the Thusong Service Centres in 2007/2008 Financial Year. SITA was part of DPSA at the time. Given the allocated budget, out of 138 Thusong Service Center operational at the time, only 91 were connected either with fixed or wire-less infrastructure for connectivity. The connectivity project of the Centres encountered implementation challenges that included the allocation of finances, expired Service Level Agreement and disputed amounts claimed for the work done.

As result of the Macro organisation of the State of the 6th Administration, SITA was moved to the Department of Communication and Digital Technologies. The Department is coordinating the revised Cabinet approved SA Connect Phase 2 model and implementation plan which connects public offices inclusive of the Thusong Service Centre Programme. The approved model is based on partnership between SITA, Broadband Infraco and Sentech, and includes other industry service providers for the implementation of the SA Connect Project Plan.

2) The Minister for Public Service and Administration (MPSA) has put in place multiple mechanisms and platforms that enable the regular assessment, monitoring and continuous reporting on the service delivery complaints and challenges at Service delivery Points that include the Thusong Service Centres to ensure optimal functionality and sustainability of frontline service delivery. These include reports from Khaedu deployment of senior managers, Integrated Public Service Month, Outreach Programmes, feedback from Chapter 9 & 10 Institutions as well as oversight visits by the Portfolio Committee.

Furthermore, the MPSA initiated an Assessment Project to determine the trends on the functionality and challenges facing the Thusong Service Centres across all 9 Provinces during the 2018/2019 and 2022/2023 Financial Years. The findings and recommendations of the Assessments were shared with key critical stakeholders within the Thusong Service Centre Operations, such GCIS, National Treasury, COGTA and DPWI, Provinces and Centre Managers. The main objective of sharing these recommendations were to provide an opportunity to the affected key stakeholder to develop corrective and intervention measures.

The work on the functionality and sustainability of the Thusong Service Centres is central to the discussions and engagements at different platforms and structures across the spheres of government. These structures include Batho Pele Forum, National, Provincial and Local Inter-Sectoral steering committees on Thusong Service Centre Programme.

3) The role of the MPSA is derived from the legislative instruments such as Public Administration Management Act of 2014 and the Public Service Act of 1998. These legislative frameworks empower her to develop norms and standards with respect to the establishment, management, and monitoring of Service Centres. Furthermore, the setting of these norms and standards are aimed at addressing the operational challenges to ensure effectiveness, efficiency, and optimal functionality of the Service Centres inclusive of the Thusong Centre Programme. NW4580E

End

06 December 2023 - NW3618

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Gondwe, Dr M to ask the Minister of Public Service and Administration

Whether she will furnish Dr M M Gondwe with the number of public servants, excluding senior management service members, who do not hold the qualifications for the positions they currently occupy; if not, why not; if so, what is the number for each (a) national and (b) provincial department?

Reply:

The Minister for Public Service and Administration establishes the overarching frameworks and guidelines that shape recruitment and structural organisation within various departments. For example, according to Section 3(7)(a) of the Public Service Act of 1994, the Executive Authority possesses comprehensive responsibilities and obligations related to the department's structural and organisational setup. Furthermore, Section 3(7)(b) of the Act confers upon the Executive Authority extensive powers and duties in the domain of recruitment processes and the setting of employment criteria. Similarly, determining essential job criteria, such as requisite qualifications, falls under the jurisdiction of the respective Executive Authority. As such, it is each Executive Authority that verifies and provides clarity on such matters.

End

06 December 2023 - NW3620

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Gondwe, Dr M to ask the Minister of Public Service and Administration

Whether her department has ever conducted a verification exercise aimed at determining the exact number of employees in the Public Service; if not, why not; if so, (a) when was the verification exercise conducted, (b) what was the outcome of the exercise and (c) what are the relevant details; (2) what number of public servants are currently employed in the public sector; (3) which method does her department use to determine if some of the employees in the public service are ghost employees?

Reply:

1. The Minister for Public Service and Administration issues guidelines and directives to the Executive Authorities of each national and provincial department and government component. Section 9 of the Public Service Act (PSA) states, "An executive authority is empowered to appoint individuals within his or her department in alignment with this Act and under prescribed conditions.” Section 11(2) of the PSA stipulates that "When appointing under section 9 within the public service (a) all applicants meeting the criteria for the post must be considered; and (b) the assessment of candidates should be based on their education, skills, competence, and knowledge, as well as the imperative to rectify historical inequities as per the Employment Equity Act, 1998 (Act 55 of 1998), to reflect the diversity of the South African population, including race, gender, and disability representation." Therefore, verification that appointments adhere to stipulated guidelines is ensured by each department or government component conducting its audit of such processes.

Additionally, the Treasury's Regulations under the Public Finance Management Act, 1999 decree under Regulation 8.3.4 that "Individuals at the respective pay-points must certify the legitimacy of all individuals on the payroll report to receive payment." Regulation 8.3.5 adds, "The payroll report, once certified, must be returned to the chief financial officer within ten days. The accounting officer must confirm the monthly receipt of all pay-point certificates." Confirmation that the payee is the rightful recipient of the payment can only be established through physical verification of each individual. Hence, the verification of employee payments is mandated for each manager responsible and the accounting officer within every national and provincial department and government component in the Public Service.

2. As of 30 September 2023, the number of public servants appointed in the Public Service was 1,243,920. This excludes the Department of Defence and the State Security Agency.

3. As indicated in reply (1) above, all national and provincial departments and government components within the Public Service are guided through the PSA to verify employee appointments and if an employee is a ghost employee using physical verification methods.

End

06 December 2023 - NW3848

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Schreiber, Dr LA to ask the Minister of Public Service and Administration

Noting that one of the key findings of the Judicial Commission of Inquiry into Allegations of State Capture, Corruption and Fraud in the Public Sector including Organs of State relates to the need for greater protection for whistle-blowers, what steps has her department undertaken as the custodian of public service to implement this recommendation through stronger measures to ensure the protection of whistle-blowers?

Reply:

The Public Service Commission (PSC) has in response to the State Capture Report’s recommendation for a need to have greater protection whistle-blowers, implemented the following steps as its contribution towards strengthening the measures:

1. During the month of April 2022, the PSC convened a seminar under the theme: Improving governance, systems and processes in the public sector outcome of the commission of enquiry into allegations of state capture, corruption and fraud in the public sector – implications for the public service. Through this seminar various ways of building integrity and resilient anti-corruption systems and processes which ensure the prevention of future State Capture, Corruption and Fraud in the Public Sector were explored.

2. The PSC in collaboration with United Nations Office on Drugs and Crime (UNCD), UNISA and civil society, hosted the International Anti-Corruption Day (IACD) on the 09th to 10th of December 2022, at University of South Africa (UNISA) hosted at UNISA. The theme for 2022, edited to reflect the local SA context was, “The Cost of Failure of Governance and Ethics in the Public Service: Response to the Judicial Commission of Inquiry into Allegations of State Capture, Corruption and Fraud in the Public Sector including Organs of States.”

2. The IACD made critical resolutions which included the whistleblowers’ protection and an Action plan was developed for further monitoring by the National Priority Crime Operation Committee (NPCOC), formerly known as Anti-Corruption Task Team (ACTT) and the National Advisory Council on Anti-Corruption’s unit responsible for monitoring of the implementation of the National Anti-Corruption Strategy.

3. The resolutions on the whistle-blowers’ include amongst others the protection of employees from retaliation, removing caps on compensation of whistleblowers, providing financial rewards and incentives for whistleblowing, protecting whistleblowers’ identity and consolidating whistleblowers’ legal protections. The PSC has been designated to coordinate and implement the above-mentioned resolutions by the IACD

4. The PSC has in implementing the resolution and carrying out its responsibilities as assigned by the IACD, did the following:

  1. Developed a Position paper on the nature and extent of the protection of whistleblowers, which was consulted with the ACTT members, Civil Society organisation, and State Owned entities to provide inputs.
  2. Host a Whistleblowers’ symposium on the 21 July 2023 in partnership with civil society and business sector under the theme “The extent and nature of the protection of whistle-blowers in South Africa”. The position paper was presented to the attendees and further inputs were provided and incorporated into the position paper.
  3. The PSC developed inputs for Department of Justice to consider for the amendment of the Protected Whistleblower Act, taking into consideration the inputs from the Whistleblowers’ symposium. The inputs were submitted to Department of Justice on the 31 July 2023.
  4. A report on the discussion and resolution of the Whistleblowers’ Symposium was developed, citing resolutions which proposed the establishment of a “Whistle-Blower Protection House” aimed at
      1. facilitating access to support for whistleblowers
      2. create awareness of whistleblowers plight,
      3. provide financial help, legal counsel and
      4. Psychological support
  5. The PSC has since developed a Business Case on the establishment of the Whistle-blowers’ Protection House, which was presented to the NPCOC on the 16 November 2023. The objectives thereof are as follows:
        1. To protect whistle-blowers, whether in the public or the private sector from being subjected to an occupational detrimental actions on account of having made a protected disclosure;
        2. To provide for certain remedies in connection with any detrimental actions
        3. suffered on account of having made a protected disclosure; and
        4. Rewarding whistle-blowers who made a disclosure of improper conduct in good faith.

5. The Department of Public Service and Administration is in the process of developing a Whistle-Blowers guide in collaboration with the Witness Protection Unit, aimed at creating awareness for public servant whistle-blowers to follow when reporting corruption.

6. The PSC also presented to the NPCOC a need to relook at the Cabinet approved National Anti-Corruption Hotline revamping and upgrading of the system, to be modernised and capacitated fully to operate 24/7. The PSC approached the Criminal Assets Recovery Accounts (CARA) fuding for revamping of the NACH.

7. The Department of Justice and Constitutional Development has already started the process of strengthening the protection of whistle-blowers through the amendment of the Protected Disclosures Act of 2017.

8. In conclusion, an upgraded National Anti-Corruption Hotline and a strategically placed and well-resourced Whistleblowing Protection House will add value to the Government’s fight against corruption and the protection of whistle-blowers.

End

06 December 2023 - NW3858

Profile picture: Nothnagel, Dr J

Nothnagel, Dr J to ask the Minister of Public Service and Administration

What (a) is the current total number of suspended staff who hold senior management service positions in the Public Service and (b) has she found to be the impact of their suspension on government service delivery?

Reply:

a) The current total number of suspended staff who hold senior management service positions in the Public Service is 49, as reflected on PERSAL.

b) The work that is usually performed by the suspended officials is redirected to other officials in the departments.

End

06 December 2023 - NW3860

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Maneli, Ms ST to ask the Minister of Public Service and Administration

Since her department is responsible for the establishment of norms and standards for the Public Service through the Office of Standards and Compliance, what is the level of implementation of recommendations on compliance matters by her department?

Reply:

The Office of Standards and Compliance was operationalised as a Chief Directorate within the Department on the 1st of April 2020, through a restructuring process. Section 17(4) of the PAMA, 2014, sets out the Office of Standards and Compliance (Office) functions as follows:

(a) evaluate the appropriateness of norms and standards and their basis of measurement as determined by institutions in relation to public administration and management;

(b) promote and monitor compliance with minimum norms and standards determined by the Minister in relation to public administration management;

(c) advise the Minister on the execution of his or her duties with regard to— (i) the determination of minimum norms and standards contemplated in section 16; and (ii) enforcing compliance with the minimum norms and standards;

(d) conduct capacity and functionality audits of skills, systems, processes and advise on capacity building initiatives;

(e) develop and implement an early warning system to detect public administration non-compliance; and

(f) report in writing— (i) at least once every quarter to the Minister on the performance of the Office’s functions; and (ii) as directed by the Minister on the progress made in the investigation and finalisation of matters brought before the Office.

Furthermore, Section 17(6) states that the objects of the Office are to ensure compliance with minimum norms and standards set by the Minister in Section 16, taking into account that the spheres of government are distinctive, interdependent and interrelated.

It is worth noting that the Office of Standards and Compliance does not have a mandate to set norms and standards. Norms and standards are set by the Minister for the Public Service and Administration who is supported by the department in programmes Human Resources Management and Development, Negotiations, Labour Relations & Remuneration Management, E-Government Services & Information Management and Government Services and Improvement. The programmes are also responsible for monitoring implementation and to also to conduct evaluations on the impact of the policies and prescripts. According to PAMA section 17 (4) (a) the OSC‘s mandate is to evaluate the appropriateness of norms and standards and their basis of measurement as determined by the institutions. The Office of Standards and Compliance has developed criteria and guiding questions to aid in assessing the appropriateness of norms and standards. Therefore, the Office evaluates the appropriateness of norms and standards at two stages: during the drafting phase prior to approval, and after implementation when instances of non-compliance come to light.

Since its establishment in 2020, the Office of Standards and Compliance has formulated and sought input on three frameworks and guidelines to facilitate the execution of its mandate. The Office has monitored compliance and produced annual reports on compliance with legislative and regulatory requirements in the public service, focusing on six norms and standards: Recruitment matters, Discipline Management, Precautionary Suspensions, Sexual Harassment in the workplace, Public Administration Delegations Management, and Information and Communication Technology. These reports also contain recommendations for improvement. Managing the wage bill in the public service is a key strategic priority for the Department. Consequently, the Office of Standards and Compliance has identified two specific areas of focus: precautionary suspensions and sick leave, both of which contribute to substantial costs for the state.

The Office has evaluated the appropriateness of the guidelines relating to precautionary suspensions and has compiled a report with recommendations which will be submitted to the Minister.

End

06 December 2023 - NW3892

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Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What is the outcome of the investigation into the illegal appointment of a certain person (details furnished) in 2021; (2) (a) who funded the international trip to Doha in Qatar where Prof H Khunoethe and the specified director-general jointly presented a paper they allegedly co-authored in October 2023 and (b) in what capacity did they present the specified paper; (3) who approved the secondment of Prof H Khunoethe at (a) the KwaZulu-Natal Department of Cooperative Governance and Traditional Affairs and (b) Public Service and Administration?

Reply:

1. The Public Service Commission investigated a complaint in relation to the appointment, in 2021, of a certain person into the post of Personal Assistant to the Director-General and found no irregularity or illegality in the appointment. The investigation into the allegation concluded that the allegation was unsubstantiated.

(2) (a) The Department of Public Service and Administration funded the trip in respect of the Director-General only.

(b) The Director-General received an invite from conference organisers to present at the main plenary of the conference with the title of the paper: “Developmental States and Professionalization of the Public Administration and Public Policy for Developmental States: The South African Case”. Furthermore, the Director-General contributed in the development of an academic paper submitted for joint presentation, however it was ultimately presented by Prof Halima Khunoethe who is a public servant with academic interests and pursuits.

(3) (a) The Acting Member of the Executive Committee: KwaZulu-Natal Department of Cooperative Governance and Traditional Affairs; and

(b) The Acting Minister for the Public Service and Administration.

End

06 December 2023 - NW3893

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Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What is the role of a certain person (name furnished) in her department; (2) what (a) are the reasons that the specified person was seconded from the KwaZulu-Natal Department of Cooperative Governance and Traditional Affairs (KZN COGTA) to her department while the person still works in the KZN COGTA, (b) regulation and/or legal instrument was used to second the person from the KZN COGTA to her department and (c) is the fulltime position of the person at the KZN COGTA; (3) whether the person has been seconded to her department to assist the Director General, Ms Y Makhasi, with responsibilities external to the department; if not, what is the position in this regard; if so, what are the relevant details; (4) whether the person has the full security clearance to represent and/or speak on behalf of the Republic in foreign countries; if not, what is the position in this regard; if so, what are the relevant details; (5) whether the person is a citizen of the Republic; if not, what is her nationality; if so, what are the relevant details?

Reply:

(1) The person was seconded to perform the responsibilities of the vacant and funded post of Chief Director: Office of Standards and Compliance in the department. She is responsible among others: to manage and ensure the setting, promotion and enforcement of Public Administration Norms and Standards as contemplated in the Public Administration Management Act, 2014.

(2) (a) The person is seconded to the Department to perform the duties of the Chief Director: Office of Standards and Compliance in the department whilst the post is filled through the normal recruitment processes.

(b) The person is seconded in accordance with section 15(3) of the Public Service Act, 1994, as amended, read with regulation 62(1)(b) of the Public Service Regulations, 2016.

(c) The person is the Chief Director: Capacity Building at the KZN Cooperative Governance and Traditional Affairs.

(3) The person has not been seconded to the department to assist the Director-General with responsibilities external to the department. The person is seconded to perform the duties of the post of Chief Director: Office of Standards and Compliance which exists on the organisational structure of the Department and is overall responsible for the management of functions contained in section 17 of the Public Administration Management Act, 2014 which includes:

  • Evaluating the appropriateness of norms and standards and their basis of measurement as determined by institutions in relation to public administration and management;
  • Promoting and monitoring compliance with minimum norms and standards determined by the Minister in relation public administration management;
  • Advising the Minister on the execution of the Minister’s duties in relation to the determination of minimum norms and standards and enforcing compliance;
  • Conducting capacity and functionality audits of skills, systems and processes and advise on capacity building initiatives;
  • Developing and implementing an early warning system to detect public administration non-compliance; and
  • Managing the operations systems and processes of the Chief Directorate.

(4) A personnel suitability check was conducted in respect of the person and no negative information was detected. The employee has submitted the necessary documents for the security clearance from the State Security Agency (SSA) and is awaiting the processing thereof by SSA.

The person, as an employee of the State and subject to approval processes, has the necessary authority to participate in certain foreign matters of the State including, participating in discussions on the work of the department, presenting on work related to the department, presenting research conducted or sharing best practices.

(5) The person is a South African citizen.

End

21 November 2023 - NW3446

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Gondwe, Dr M to ask the Minister of Public Service and Administration

With reference to the Thusong Service Centre (TSC) Programme, which was established by Cabinet in 1999, what are the reasons that there are only 121 fully functional TSCs out of the 197 TSCs in the Republic; (2) (a) by what date(s) will the 72 TSCs that are currently non-functional, be fully functional, (b) in which provinces are the specified TSCs located and (c) what total number of persons were depending on the services provided by the TSCs; (3) what are the reasons that currently there is no national department co-ordinating and leading the TSC Programme; (4) what are the reasons that the Department of Cooperative Governance and Traditional Affairs has not assumed the role of the national department leading and co-ordinating the TSC Programme as per the recommendations of a report by the Department of Public Service and Administration; (5) (a) by what date will or has her Office been designated to lead and co-ordinate the TSC Programme and (b) what will be the role of her Office?

Reply:

The 2006- 2014 Business Plan set out the operationalization guidelines which sought to assist provinces in a decision to delist Centres if they do not meet the set functionality criteria. These include amongst others:

i) A Centre that does not have any anchor department(s) present or services points (e.g., Home Affairs, SASSA) within 1km radius.

ii) A Centre’s infrastructure conditions are in a bad state and pose a health hazard or in state of collapse and might endanger people lives in contravention of the Occupational Health and Safety Act.

iii) Lack of ICT connectivity in the area as a permanent challenge.

iv) A Centre has been vandalised or destroyed during community protests.

(2) (a) By what date(s) will the 72 TSCs that are currently non-functional, be fully functional.

REPLY:

The Provincial Intersectoral Steering Committee (PISSC) to undertake extensive consultation process prior to a decision to re-list a Centre back to functionality. Furthermore, coordinating departments are required to prepare provincial business plans to guide the roll -out and management of the Thusong Service Centre Programme in their respective Provinces as guided by District and Municipal Plans.

(b) in which provinces are the specified TSCs located.

REPLY:

In terms of the GCIS database, the delisted Thusong Service Centres due to non-functionality are spread across the nine (9) provinces.

(c) what total number of persons were depending on the services provided by the TSCs.

REPLY:

Currently, there is no data in response to the total number of persons who are dependent on the services provided by the TSCs.

(3) What are the reasons that currently there is no national department co-ordinating and leading the TSC Programme:

REPLY:

The Thusong Service Centre Programme is still being coordinated by the GCIS since the inception of the Programme as Multi-Purpose Community Centres (MPCC) in 1999.

(4) What are the reasons that the Department of Cooperative Governance and Traditional Affairs has not assumed the role of the national department leading and co-ordinating the Programme as per the recommendations of a report by the Department of Public Service and Administration:

REPLY:

The Steering Committee which comprised of the DPSA, GCIS, DCoG, DPWI and National Treasury developed a Situational Analysis Report. The Report recommended that the Programme would be best situated at DCoG, due to its footprint in the Local Government Sphere. However, DCoG advised that they do not have the capacity to assume the role of leading Thusong Service Centre’s.

(5) (a) By what date will or has her Office been designated to lead and co-ordinate the TSC Programme and (b) What will be the role of her Office?

REPLY:

Currently there is no date that has been determined to ensure the lead and co-ordination of the Thusong Service Centre Programme by a designated lead department. NW4578E

END

21 November 2023 - NW3619

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What number of public servants were found to be doing business with the state in the (a) 2020-21; (b) 2021-22 and (c) 2022-23 financial years and (d) what was the value of the business in respect of each public servant doing business with the State; (2) which government departments are the specified public servants employed in; (3) what action has been taken against the public servants?

Reply:

(1)(a) Number of public servants who were found to be doing business with the state in 2020-21 financial year is 484. Out of this number 8 officials were appointed in the state entities in an official capacity.

(b) Number of public servants who were found to be doing business with the state in 2021-22 financial year is 181.

(c) Number of public servants who were found to be doing business with the state in 2022-23 financial year is 366.

(b) The value of the business in respect of each public servant conducting business with the State can only be determined after finalization of a court process where the court will pronounce on losses.

(2) The following are the government departments in which the specified public servants are employed:

National Departments

Provincial Departments

1. Agriculture, Land Reform and Rural Development

2. Basic Education

3. Correctional Services

4. Employment and Labour

5. Environmental Affairs, Forestry and Fisheries

6. Health

7. Higher Education and Training

8. Human Settlements

9. International Relations and Cooperation

10. Justice and Constitutional Development

11. Military Veterans

12. Mineral Resources and Energy

13. National Treasury

14. Office of the Chief Justice

15.Office of the Public Service Commission

16.South African Police Service

17. Statistics South Africa

18. Social Development

19. Tourism

20. Traditional Affairs

21. Water and Sanitation

KwaZulu-Natal

1. Community Safety and Liaison

2. Education

3. Health

4. Office of the Premier

5. Transport

Gauteng

1. Community Safety

2. Education

3. Health

4. Sport, Arts, Culture and Recreation

North West

1. Community Safety and Transport Management

2. Education and Sports Development

3. Health

4. Office of the Premier

5. Public Works and Roads

Eastern Cape

1. Cooperative Governance and Traditional Affairs

2. Health

3. Office of the Premier

4. Provincial Treasury

4. Social Development

5. Sport, Recreation, Arts and Culture

6. Transport

Limpopo

1. Education

2. Health

Mpumalanga

1. Education

2. Health

3. Public Works, Roads, and Transport

Free State

1. Education

2. Health

3. Police, Roads, and Transport

4. Social Development

5. Sport, Arts, Culture and Recreation

Northern Cape

1. Agriculture, Land Reform and Rural Development

2. Cooperative Governance, Human Settlements and Traditional Affairs

3. Education

4. Economic Development and Tourism

5. Health

6 Social Development

Western Cape

1. Education

2. Health

3. Provincial Treasury

(3) The Department of Public Service and Administration (DPSA) monitors the implementation of the prohibition on public servants who are conducting business with the State through the Central Supplier Database (CSD). Upon receipt of the report from the CSD, the DPSA forwards a list of identified public servants to the departments in which they are employed. These departments are required to provide the DPSA with progress made on implementing the prohibition, including on action taken against those public servants who were found guilty of conducting business with the state.

Based on the reports received, the following varied action were reported to have been taken against public servants:

  • Final written warnings.
  • Contract were terminated.
  • Dismissal
  • Some public servants were appointed after the transactions for which payments made had already occurred, as a result no sanctions were imposed against them.
  • Other public servants resigned from their departments before their hearing could commence.
  • Most of the cases are still under investigation and the DPSA constantly make follow ups on the progress from the affected departments.

The DPSA formed a Task Team with the South African Police Service and National Prosecuting Authority to assist departments to act against employees conducting business with the State. Seven (7) public service employees employed by SAPS were charged and convicted of conducting business with the State under Section 8 of the Public Administration Management Act, 2014. These employees were dismissed from SAPS.

END

07 November 2023 - NW3411

Profile picture: Komane, Ms RN

Komane, Ms RN to ask the Minister of Public Service and Administration

Whether her department has taken any specific steps to promote the values and principles contained in section 195(1) of the Constitution of the Republic of South Africa, 1996, by establishing a framework that creates a unified system of public administration that traverses all three spheres of government; if not, why not; if so, what time frames have been put in place to implement the specified steps?

Reply:

Section 16(1)(a) read with section 16(2) of the Public Administration Management Act, 2014 (PAMA) provides for the Minister to issue minimum norms and standards regarding the promotion of values and principles referred to in section 195(1) of the Constitution of the Republic of South Africa subject to the approval by all relevant executive authorities, which includes all municipal councils. The latter provision has created challenges in the issuing of such norms and standards under the PAMA as obtaining the consent of all municipal council is impractical. Therefore, the Department has, as part of the Public Administration Management Amendment Bill currently before Parliament, proposed amendments in respect of section 16(2) to assist with the issuing of those norms and standards. Once the Amendment Bill is passed, the Department will be better placed to develop norms and standards regarding the promotion of values and principles referred to in section 195(1) of the Constitution that traverses all three spheres of government.

In any event, the Department has and continues to promote the values and principles espoused in section 195 of the Constitution in all the norms and standards that it develops. In addition, the Department is working to institutionalise the Service Charter adopted in Public Service Coordinating Bargaining Council Resolution 1 of 2013 and to reaffirm the Batho Pele Principles.

End

07 November 2023 - NW3167

Profile picture: Cebekhulu, Inkosi RN

Cebekhulu, Inkosi RN to ask the Minister of Public Service and Administration

What are the relevant details pertaining to the (a) total budget allocated towards and/or (b) actual expenditure with regard to the (i) salaries, (ii) travel expenses and (iii) accommodation of public servants?

Reply:

The details pertaining to the (a) total budget allocated towards and (b) actual year to date expenditure with regards to the

(i) salaries of public servants for the 2023/2024 financial year are as follows:

ii) travel expenses and (iii) accommodation of public servants for the 2023/2024 financial year are as follows:

End

03 November 2023 - NW3281

Profile picture: Mkhonto, Ms C N

Mkhonto, Ms C N to ask the Minister of Public Service and Administration

Whether she has a system in place that tracks and/or supports retired personnel; if not, what is the position in this regard; if so, what kind of support is offered to them beyond processing their pension payouts?

Reply:

The department does not have a system in place that tracks and/or supports retired personnel and there is no support offered to them beyond processing their pension payouts. It can be noted that there is no legislated obligation for a department to support people after they have retired.

END

03 November 2023 - NW3327

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What (a) period of time did the disciplinary proceedings against a certain person (name furnished) take and (b) was the cost of the specified disciplinary proceedings to the State; (2) (a) on what (i) date and (ii) grounds was the specified person fired from her department and (b) what are the reasons that she consented to the firing of the person; (3) on what date will her department implement the ruling of the Labour Court in the matter between the person and her department and reinstate the person to the former position?

Reply:

1. (a) The disciplinary processes against the employee commenced from 13 October 2020 and was concluded on 27 September 2023.

(b) Approximately R2.7 million was paid to date and includes the costs related to the disciplinary process, the dispute referred to the General Public Service Sectoral Bargaining Council by the employee and the Labour Court application instituted by the employee.

2. (a) (i) The employee was retired from the public service with effect from 15 October 2023.

(ii) The employee was retired in terms of section 16 of the Public Service Act, 1994.

(b) The retirement of the employee was as a result of a court order.

3. The Department has fully implemented the ruling of the Labour Court, including the employee’s retirement.

END

01 November 2023 - NW1828

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

Considering the 520 disciplinary cases referred to in the report by the Public Service Commission recently tabled in Parliament, providing an overview of financial misconduct in the Public Service for the 2021-22 financial year, what are the further, relevant details of the (a) affected (i) national and (ii) provincial departments, (b) (i) nature of the financial misconduct and (ii) total amount of money involved in each case, (c) (i) position and (ii) salary level of the public servant involved in each case and (d) sanction imposed in each case; (2) Whether any monies were recovered in each case; if not, what were the reasons for the non-recovery of monies; if so, what are the full, relevant details in each case?

Reply:

1. With reference to the report of the Public Service Commission (PSC) on overview Financial Misconduct for the 2021-22 financial year, What (a) is the total number of reported cases of financial misconduct for the 2022-23 financial year, (b) is the (i) breakdown of the implicated departments for each (aa) national and (bb) provincial department and (ii) nature of the financial misconduct involved in each specified case and (c)(i) total amount was lost by the State due to the cases and (ii) amount of the total amount was recovered by the State?

a) The Public Service Commission found, in total, the number of financial misconduct cases as reported by national and provincial departments, is 523 during the 2021/2022 financial year. The national departments reported majority of cases (268), with provincial departments having reported 255 cases during the period under review.

b) The total monies lost due to financial misconduct, for both the national and provincial departments was R1,565,947,264.46. The highest amount lost due to financial misconduct (1,327,883,817.48) was in the national departments. The provincial departments reported a total of R238, 063,446.98 as monies that were lost due to financial misconduct during the period under review. In total, the amount of monies recovered was only R6, 123,708.77 (0.47%) of the total that was involved. The national departments recovered R555, 636.18 (0.05%) of the total amounts that they have reported. The provincial departments recovered R5, 568,072.59 (2.34%) of the said amounts.

c) The breakdown of the specified figures is provided in the tables below.

Table 1: Breakdown of figures in respect of reported cases of financial misconduct in the National Departments during the 2021/22 financial year

Financial Year

National/ Provincial

Department

Position

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

Reasons for no recovery

2021/2022

National

Basic Education

Chief Provisioning Clerk

8

Fraud

2 months suspension and final written warning.

-

-

-

-

Not provided

2021/2022

National

Correctional Services

Other

6

Theft

Dismissal

103,247.93

103,247.93

-

-

N/A

2021/2022

National

 

Other

7

Theft

Dismissal

351,697.73

-

-

351,697.93

Submitted for recovery from pension money, criminal case pending

2021/2022

National

 

Other

7

Theft

Dismissal

103,247.93

103,247.93

-

-

N/A

2021/2022

National

 

Other

5

Irregular expenditure

2 months suspension without salary as alternative to dismissal

-

-

-

-

N/A

2021/2022

National

 

Other

5

Theft

N/A

4,202.50

-

-

4,202.50

N/A

2021/2022

National

Defence

Warrant Officer Class 1

9

Fraud

Reduction of the lower rank staff Sergeant and one year imprisonment, suspended.

200,000.00

-

-

200,000.00

N/A

2021/2022

National

 

Rifleman

3

Fraud

Fined R3000.00

6,480.00

6,480.00

-

-

N/A

2021/2022

National

 

Private

3

Theft

Fined R4000.00 and 12 months imprisonment and discharge with ignominy, suspended for three years

5,000.00

-

5,000.00

-

N/A

2021/2022

National

 

Captain

8

Frau

Dismissal from the SANDF

3,600.00

3,600.00

-

-

N/A

2021/2022

National

 

Staff Sergeant

7

Fraud

Fined R5000.00

5,000.00

5,000.00

-

-

N/A

2021/2022

National

 

Major

9

Fraud

Fine

5,000.00

-

5,000.00

-

No section 129 (order to recover loss) MDC orders due to no loss to the state

2021/2022

National

 

Captain

8

Fraud

N/A

4,419.31

-

4,419.31

-

None member found not guilty

2021/2022

National

 

Lance corporal

4

Fraud

Fine

9,000.00

-

-

9,000.00

Section 129 (order to recover loss).MDC orders made and accused place under deduction of pay for an amount of the loss of state money being R9000.00

2021/2022

National

 

Staff Sergeant

7

Gross negligence

N/A

144,000.00

-

-

144,000.00

Rule 48 (acquittal due to lack of evidence)

2021/2022

National

 

Corporal

5

Fraud

Fine

5,000.00

-

5,000.00

-

Accused was found not guilty of fraud and guilty of contravention of section 19(2) MDC (disobeying a lawful command). Due to not guilty finding, no order for recovery was made.

2021/2022

National

 

Deputy Director

12

Misappropriation and abuse

N/A

5,000.00

-

5,000.00

-

Case withdrawn

2021/2022

National

 

Colonel

11

Fraud

N/A

25,795.00

-

25,795.00

-

Member found not guilty

2021/2022

National

 

Captain

6

Fraud

DPP decline to prosecute on 13/07/2021. Matter is therefore regarded as closed

-

-

-

-

N/A

2021/2022

National

 

Sergeant

6

Fraud

Fined R4000.00 and 18 months imprisonment, suspended for three years

1,600.00

1,600.00

-

-

N/A

2021/2022

National

 

Warrant officer class 1

9

Fraud

Reduction of the lower rank staff Sergeant and one year imprisonment, suspended.

200,000.00

-

200,000.00

-

N/A

2021/2022

National

 

Private

3

Theft

Fined R4000.00 and 12 months imprisonment and discharge with ignominy, suspended for three years

5,000.00

-

5,000.00

-

N/A

2021/2022

National

 

Staff Sergent

7

Fraud

Fine

31,255.17

-

-

31,255.17

A sec 129 court order was issued for R62 510.43

2021/2022

National

 

Lance Corpora

4

Fraud

Fine

31,255.17

-

-

31,255.17

A sec 129 court order was issued for R62 510.43

2021/2022

National

 

Captain

8

Fraud

Fine

5,664.00

5,664.00

-

-

None

2021/2022

National

 

Senior Accounting Clerk

6

Theft

N/A

5,340.20

-

5,340.20

-

Case Withdrawn

2021/2022

National

 

Lieutenant Colonel

10

Irregular Expenditure

Reprimanded

8,516,738.61

-

8,516,738.61

-

 

2021/2022

National

 

Major

9

Irregular Expenditure

Reprimanded

44,346.00

-

44,346.00

-

 

2021/2022

National

 

Warrant Officer class 2

8

Irregular Expenditure

Reprimanded

44,346.00

-

44,346.00

-

 

2021/2022

National

 

Lance Coporal

4

Fraud

Sentenced to 20 months imprisonment, discharge with ignominy from SANDC

183,403.00

-

-

183,403.00

SEC129 court order was issued for 183 403.00

2021/2022

National

 

Senior Accounting Clerk

5

Fraud

Discharge

25,296.00

-

-

25,296.00

Final pay deduction in process

2021/2022

National

 

Accounting Clerk

5

Fraud

Written warning

10,677.56

-

-

10,677.56

 

2021/2022

National

 

Flight Sergeant

7

Fraud

Fined 1500,00

1,500.00

1,500.00

-

-

Amount is fully recovered

2021/2022

National

 

Store man

4

Gross negligence

Case was reported after the member retired

115,186.74

-

-

115,186.74

Case was reported after the member retired

2021/2022

National

 

Accounting Clerk

5

Fruitless and wasteful expenditure

Case withdrawn due to lack of evidence

31,825.00

-

-

-

Case withdrawn due to lack of evidence

2021/2022

National

 

Accounting Clerk

4

Fraud

Case was reported after the member retired

-

-

-

-

Case closed due to early retirement

2021/2022

National

 

Senior State Accountant

8

Fraud

Final written warning

97,696.86

-

-

97,696.86

 

2021/2022

National

 

Lieutenant Colonel

10

Corruption and Fraud

Dismissal &3 years imprisonment, suspended

74,641.00

-

-

74,641.00

 

2021/2022

National

 

Lance corporal

3

Fraud

Reduction to the lower rank

-

-

-

-

 

2021/2022

National

 

Major

9

Fraud

Member was found not guilty on main and all alternative charges

2,000.00

-

-

-

 

2021/2022

National

 

Master Warrant Officer

9

Fraud

Fine

2,000.00

-

-

2,000.00

 

2021/2022

National

 

Corporal

5

Fraud

Acquitted

2,000.00

-

-

2,000.00

 

2021/2022

National

 

Major

9

Fraud

Withdrawn

2,000.00

-

-

2,000.00

 

2021/2022

National

 

Captain

8

Fraud

DPP decline to prosecute on 13/07/2021. Matter is therefore regarded as closed

-

-

-

-

 

2021/2022

National

 

Sergeant

6

Fraud

Fined: 4000,00

1,600.00

-

-

5,600.00

 

2021/2022

National

 

Warrant Officer Class 1

9

Fraud

Reduction to the lower rank of the Staff Sergeant and 1 year imprisonment, suspended

200,000.00

-

-

200,000.00

 

2021/2022

National

 

Secretary

5

Fraud

Fined 30000,00

15,000.00

-

-

15,000.00

 

2021/2022

National

 

Private

3

Theft

Fined 4000,00 and 12 months imprisonment and discharged with ignominy, suspended for 3 years

5,000.00

5,000.00

-

-

 

2021/2022

National

 

Staff Sergeant

7

Fraud

Fined 5000,00

5,000.00

5,000.00

-

-

 

2021/2022

National

 

Colonel

12

Fraud

4 years sentence and deduction of the amount of 341870,77 being the total loss to the state

210,000.00

-

-

341,870.77

 

2021/2022

National

 

Rifleman

3

Fraud

Fined 3000,00

6,480.00

6,480.00

-

-

 

2021/2022

National

 

Captain

8

Fraud

Dismissal from the SANDF

-

-

-

-

 

2021/2022

National

 

Corporal

5

Fraud

None

3,800.00

-

-

-

 

2021/2022

National

 

Corporal

5

Fraud

Fined 4000,00

-

-

-

4,000.00

 

2021/2022

National

 

Corporal

5

Fraud

Fined 3000,00

1,111.00

-

-

4,111.00

 

2021/2022

National

 

Captain

8

Fraud

Dismissal from the SANDF

3,600.00

3,600.00

-

-

 

2021/2022

National

 

Petty Officer

6

Fraud

Fined 2000,00

15,000.00

-

-

17,000.00

 

2021/2022

National

 

Petty Officer

6

Fraud

Fined 2000,00

15,000.00

17,000.00

-

-

 

2021/2022

National

Employment and Labour

CFO

13

Misappropriation and abuse

Withdrawn

4,522.50

 

 

 

Not liable

2021/2022

National

 

Inspector

6

Misappropriation and abuse

Final Written Warning

25,620.70

 

 

 

Liable

2021/2022

National

 

Inspector

6

Misappropriation and abuse

Written Warning

3,861.43

 

 

 

Liable

2021/2022

National

 

MSS

5

Misappropriation and abuse

Withdrawn

5,406.63

 

 

 

Not liable

2021/2022

National

 

Inspector

6

Misappropriation and abuse

Written Warning

8,912.20

 

 

 

Liable

2021/2022

National

 

Director

13

Gross negligence

Final Written Warning

66,144,351.68

 

 

 

Not liable

2021/2022

National

 

Deputy Director

11

Gross negligence

Final Written Warning

66,144,351.68

 

 

 

Not liable

2021/2022

National

 

Director

13

Gross negligence

Final Written Warning

66,144,351.68

 

 

 

Not liable

2021/2022

National

 

Deputy Director

11

Gross negligence

Final Written Warning

66,144,351.68

 

 

 

Not liable

2021/2022

National

 

CSO

6

Gross negligence

Final Written Warning

35,695.00

 

 

 

Liable

2021/2022

National

 

SAO

8

Fraud

Dismissal

97,586.78

 

 

 

Liable

2021/2022

National

 

Provisioning Clerk

5

Irregular expenditure

One month suspension without pay

2,450.00

 

 

 

Liable

2021/2022

National

 

Provisioning Clerk

5

Irregular expenditure

One month suspension without pay

2,450.00

 

 

 

Liable

2021/2022

National

 

Supervisor: Registry Services

8

Misappropriation and abuse

Final Written Warning

57.21

 

 

 

Not liable

2021/2022

National

 

Inspector

6

Misappropriation and abuse

Written Warning

3,305.80

 

 

 

Not liable

2021/2022

National

 

Inspector

6

Misappropriation and abuse

Written Warning

18,000.00

 

 

 

Liable

2021/2022

National

 

Inspector

10

Misappropriation and abuse

Written Warning

5,963.68

 

 

 

Liable

2021/2022

National

 

OHS Inspector

8

Misappropriation and abuse

Written Warning

6,072.60

 

 

 

Liable

2021/2022

National

 

Assistant Director

10

Misappropriation and abuse

Written Warning

3,305.50

 

 

 

N/A

2021/2022

National

 

Inspector

6

Fruitless and Wasteful Expenditure

Final Written Warning

12,963.84

 

 

 

N/A

2021/2022

National

 

Inspector

6

Fruitless and Wasteful Expenditure

Final Written Warning

5,700.41

 

 

 

N/A

2021/2022

National

 

Registration Supervisor

8

Misappropriation and abuse

Written Warning

14,950.32

 

 

 

N/A

2021/2022

National

 

COID: Supervisor

6

Misappropriation and abuse

Written Warning

6,072.60

 

 

 

N/A

2021/2022

National

 

Inspector

6

Misappropriation and abuse

Written Warning

6,428.50

 

 

 

N/A

2021/2022

National

 

Parliamentary Liaison Officer

9

Misappropriation and abuse

Withdrawn

1,906.25

 

 

 

N/A

2021/2022

National

 

Deputy Director

12

Misappropriation and abuse

Withdrawn

3,908.45

 

 

 

N/A

2021/2022

National

 

Office Administrator

8

Misappropriation and abuse

Written Warning

4,887.50

 

 

 

N/A

2021/2022

National

 

Non-Employee

N/A

Misappropriation and abuse

Withdrawn

24,140.01

 

 

 

N/A

2021/2022

National

 

Director

13

Misappropriation and abuse

Withdrawn

1,762.50

 

 

 

N/A

2021/2022

National

 

Team Leader

8

Misappropriation and abuse

Withdrawn

2,050.00

 

 

 

N/A

2021/2022

National

 

Senior Admin Officer

8

Fraud

Dismissal

97,586.78

 

 

 

N/A

2021/2022

National

 

Admin Clerk

5

Misappropriation and abuse

Corrective Counselling

11,270.00

 

 

 

N/A

2021/2022

National

 

Client Service Officer

6

Gross negligence

Final Written Warning

4,900.00

 

 

 

N/A

2021/2022

National

 

Client Service Officer

6

Gross negligence

Final Written Warning

1,443.64

 

 

 

N/A

2021/2022

National

 

Client Service Officer

6

Gross negligence

Final Written Warning

1,443.64

 

 

 

N/A

2021/2022

National

 

Admin Clerk

5

 

Written Warning

1,440.00

 

 

 

N/A

2021/2022

National

 

Team Leader

8

Misappropriation and abuse

Written Warning

20,000.00

 

 

 

N/A

2021/2022

National

 

Inspector

6

Fruitless and Wasteful Expenditure

Final Written Warning

5,700.41

 

 

 

N/A

2021/2022

National

Environment Forestry and Fisheries

Marine Conservation Inspector

7

Failure to report an accident

Three months suspension without pay and a final written warning

6,475.39

6,475.39

-

-

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Marine Conservation Inspector

7

Misappropriation and abuse

3 months suspension without pay

-

-

-

-

 

2021/2022

National

 

Chief Director

14

Gross negligence

Dismissal

-

-

-

-

 

2021/2022

National

 

Chief Director

14

Gross negligence

Dismissal

-

-

-

-

 

2021/2022

National

Higher Education and Training

Administrative Officer

8

Gross negligence

Final written warning

5,398.35

-

5,398.35

-

The financial misconduct is administrative in nature and does not warrant a recovery

2021/2022

National

 

Deputy Director

12

Gross negligence

 

18,098.64

-

 

 

 

2021/2022

National

 

Senior Admin Officer

6

Gross negligence

 

5,100.00

-

5,100.00

-

 

2021/2022

National

 

Director

13

Gross negligence

 

45,281.44

-

45,281.44

-

 

2021/2022

National

Independent Police Investigative Directorate

ASD: Policy & Planning

9

 

Written warning

45,715.72

-

45,715.72

-

 

2021/2022

National

 

D: Investigations and Information Management

13

 

Final written warning

87,220.81

-

87,220.81

-

 

2021/2022

National

International Relations and Cooperation

DG

16

Gross negligent

Dismissal

340,292,000.00

-

-

-

 

2021/2022

National

 

CFO

15

Gross negligent

Dismissal

478,522,000.00

-

-

-

 

2021/2022

National

Justice and Constitutional Development

Clerk

5

theft

Dismissal

1,300.00

-

-

1,300.00

 

2021/2022

National

 

Clerk

5

theft

Dismissal

50,000.00

-

-

50,000.00

 

2021/2022

National

 

Clerk

5

theft

Pending

11,000.00

-

-

11,000.00

 

2021/2022

National

 

Clerk

5

Gross negligence

Suspension without pay

250.00

-

-

250.00

 

2021/2022

National

 

Clerk

5

theft

Pending

1,130.00

-

-

1,130.00

 

2021/2022

National

 

Investigator

5

Fraud

Pending

5,500.00

-

-

6.00

 

2021/2022

National

National School of Government

Assistant Director

9

Fruitless and Wasteful Expenditure

Not yet imposed

36,958.02

-

-

-

 

2021/2022

National

 

Director

13

Fruitless and Wasteful Expenditure

Not yet imposed

79,509.87

-

-

-

 

2021/2022

National

Office of the Public Service Commission

Director

13

Gross negligent

Written warning

87,209.00

-

-

-

No recoveries made as there are no financial loss experienced by the OPSC

2021/2022

National

 

Deputy Director

11

Gross negligent

Written warning

888,383.81

-

-

-

No recoveries made as there are no financial loss experienced by the OPSC

2021/2022

National

 

Deputy Director

11

Gross negligent

Written warning

87,209.00

-

-

-

No recoveries made as there are no financial loss experienced by the OPSC

2021/2022

National

Public Enterprises

IT Technician

7

Misappropriation and abuse

N/A

253,000.00

-

-

253,000.00

N/A

2021/2022

National

 

IT Technician

7

Misappropriation and abuse

N/A

327,585.77

239,926.00

87,659.00

10,000.00

N/A

2021/2022

National

Public Works and Infrastructure

Secretary

7

Misappropriation and abuse

Allegation not pursued due inconclusive evidence

-

-

-

-

Not liable

2021/2022

National

 

Engineer Technician

12

Gross negligence

The employee passed on before the conclusion of the disciplinary processes

2,244,774.00

-

-

-

N/A

2021/2022

National

 

Assistant Director

10

Irregular expenditure

Not Guilty

-

-

-

-

N/A

2021/2022

National

 

Personnel Practitioner

7

Gross negligence

Written Warning

6,440.00

-

-

-

N/A

2021/2022

National

 

Tradesman Aid

7

Misappropriation and abuse

Three months suspension from work

1,527.00

-

-

-

Liable

2021/2022

National

 

Administrative Officer

7

Gross negligence

The case was referred to the Department where the employee is currently based to disciplinary actions

4,162,969.00

-

-

-

Liable

2021/2022

National

 

Deputy Director

12

Gross negligence

Final Written Warning

66,144,351.68

-

-

-

Not liable

2021/2022

National

 

Director: Purchasing and Store

13

Gross negligence

Final Written Warning

66,144,351.68

-

-

-

Not liable

2021/2022

National

 

Deputy Director: ICT

11

Gross negligence

Final Written Warning

66,144,351.68

-

-

-

Not liable

2021/2022

National

 

CSO

6

Gross negligence

Final Written Warning

35,695.00

-

-

-

Liable

2021/2022

National

 

SAO

8

Fraud

Dismissal

97,586.78

-

-

-

Liable

2021/2022

National

 

Provisioning Clerk

5

Irregular expenditure

One month suspension without pay

2,450.00

-

-

-

Liable

2021/2022

National

 

Provisioning Clerk

5

Irregular expenditure

One month suspension without pay

2,450.00

-

-

-

Liable

2021/2022

National

 

Supervisor: Registry Services

8

Gross negligence

Final Written Warning

57.21

-

-

-

Not liable

2021/2022

National

 

Inspector

6

Misappropriation and abuse

Written Warning

3,305.80

-

-

-

Not liable

2021/2022

National

 

Inspector

6

Misappropriation and abuse

Written Warning

18,000.00

-

-

-

Liable

2021/2022

National

 

Inspector

10

Misappropriation and abuse

Written Warning

5,963.68

-

-

-

Liable

2021/2022

National

 

OHS Inspector

8

Misappropriation and abuse

Written Warning

6,072.60

-

-

-

Liable

2021/2022

National

 

Assistant Director

10

Misappropriation and abuse

Written Warning

3,305.50

-

-

-

N/A

2021/2022

National

 

Inspector

6

Fruitless and Wasteful Expenditure

Final Written Warning

12,963.84

-

-

-

N/A

2021/2022

National

 

Inspector

6

Fruitless and Wasteful Expenditure

Final Written Warning

5,700.41

-

-

-

N/A

2021/2022

National

 

Registration Supervisor

8

Misappropriation and abuse

Written Warning

14,950.32

-

-

-

N/A

2021/2022

National

 

COID: Supervisor

6

Misappropriation and abuse

Written Warning

6,072.60

-

-

-

N/A

2021/2022

National

 

Inspector

6

Misappropriation and abuse

Written Warning

6,428.50

-

-

-

N/A

2021/2022

National

 

Parliamentary Liaison Officer

9

Misappropriation and abuse

Withdrawn

1,906.25

-

-

-

N/A

2021/2022

National

 

Deputy Director

12

Misappropriation and abuse

Withdrawn

3,908.45

-

-

-

N/A

2021/2022

National

 

Office Administrator

8

Misappropriation and abuse

Written Warning

4,887.50

-

-

-

N/A

2021/2022

National

 

Non-Employee

Other

Misappropriation and abuse

Withdrawn

24,140.01

-

-

-

N/A

2021/2022

National

 

Director

13

Misappropriation and abuse

Withdrawn

1,762.50

-

-

-

N/A

2021/2022

National

 

Team Leader

8

Misappropriation and abuse

Withdrawn

2,050.00

-

-

-

N/A

2021/2022

National

 

Senior Admin Officer

8

Fraud

Dismissal

97,586.78

-

-

97,586.78

N/A

2021/2022

National

 

Admin Clerk

5

Misappropriation and abuse

Corrective Counselling

11,270.00

-

-

11,270.00

N/A

2021/2022

National

 

Client Service Officer

6

Gross negligence

Final Written Warning

4,900.00

-

-

4,900.00

N/A

2021/2022

National

 

Client Service Officer

6

Gross negligence

Final Written Warning

1,443.64

-

-

1,443.64

N/A

2021/2022

National

 

Client Service Officer

6

Gross negligence

Final Written Warning

1,443.64

-

-

1,443.64

N/A

2021/2022

National

 

Admin Clerk

5

 

Written Warning

1,440.00

-

-

1,440.00

N/A

2021/2022

National

 

Team Leader

8

Misappropriation and abuse

Written Warning

20,000.00

-

-

20,000.00

N/A

2021/2022

National

 

Inspector

6

Fruitless and wasteful expenditure

Final Written Warning

5,700.41

-

-

-

N/A

2021/2022

National

Social Development

Messenger Driver: Records Management

3

Fruitless and Wasteful Expenditure

None

1,440.00

 

 

 

TZ2:Z7he official was not guilty therefore the expenditure was written off

2021/2022

National

 

Consultant: Corporate Services

Other

Misappropriation and abuse

None

4,344.50

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Social Work Advanced Specialist: Policy and Legislation

12

Misappropriation and abuse

None

1,506.50

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Social Work Policy Manager: Social Crime Prevention

12

Misappropriation and abuse

None

199.25

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Social Work POL: Welfare Services Transformation

12

Misappropriation and abuse

None

167.75

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Chief Admin Clerk: Population and Development

7

Misappropriation and abuse

None

5,754.75

 

 

 

 

2021/2022

National

 

Social Work: Child Protection

12

Misappropriation and abuse

None

1,651.25

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Deputy Director

12

Misappropriation and abuse

None

1,650.38

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Deputy Director: Population & Development Strategy

12

Misappropriation and abuse

None

5,935.00

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Data Capturer

5

Misappropriation and abuse

None

2,117.75

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Deputy Director: Victims Empowerment Programme

12

Fruitless and Wasteful Expenditure

None

1,515.00

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Social Work: Policy Manager: Subsistence Abuse

12

Misappropriation and abuse

None

932.50

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Social Work: Children

12

Misappropriation and abuse

None

3,387.83

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Appeal Tribunal Services

8

Misappropriation and abuse

None

32,714.48

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Assistant Director: Appeal Tribunal

10

Misappropriation and abuse

None

3,425.20

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

VIP: Minister's Office

0

Misappropriation and abuse

None

38,237.50

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Assistant Director: NPO Monitoring and Compliance

10

Misappropriation and abuse

None

763.60

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Assistant Director: Community Development

10

Misappropriation and abuse

None

1,737.50

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Chief Admin Clerk: Population and Development

7

Misappropriation and abuse

None

194.25

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Ministry

12

Fruitless and Wasteful Expenditure

The expenditure will be recovered from the official and no sanction was imposed

1,563.53

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Administrative Secretary: Office of the Deputy Minister

12

Fruitless and Wasteful Expenditure

The expenditure will be recovered from the official and no sanction was imposed

1,549.37

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Director: RDP

13

Fruitless and Wasteful Expenditure

The expenditure will be recovered from the official and no sanction was imposed

138,352.50

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Senior Acc Clerk: Financial Administration

5

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,616.75

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Driver: Deputy Minister's Office

3

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

2,818.50

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Social Work: Child Protection

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,265.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Consultant: Corporate Services

5

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

402.76

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Ministry

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

84,240.51

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Complaints Proc. Officer: Customer Care

8

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

8,759.45

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Social Work: Policy Manager

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

2,397.89

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Social Work POL: Welfare Services Transformation

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,591.75

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Deputy Director: HIV and AIDS Prevention

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,565.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Private Secretary: Deputy Minister

13

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

100,078.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Office Assistant: Community Development

5

Misappropriation and abuse

None

1,944.50

 

 

 

The official was not guilty therefore the expenditure was written off

2021/2022

National

 

Director: Welfare Services

13

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,795.92

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Administrative Assistant

7

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,885.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Social Work Manager: Programme Development and Implementation

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,616.75

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Social Work Advanced Specialist: Policy and Legislation

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,942.43

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Senior Admin Officer: Social Development and Human Rights

8

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,616.75

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Media Liaison Officer: Ministry

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

3,451.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Assistant Director: Appeal Tribunal

9

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

832.75

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Assistant Director: Appeal Tribunal

10

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,665.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Deputy Director: Stakeholder Management

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,902.25

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Project Admin: Community Development

7

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

7,282.70

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Social Work Advanced Specialist: Children in difficult circumstances

12

Fruitless and wasteful expenditure

None

1,440.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Administrative Assistant: Welfare Services

7

Misappropriation and abuse

None

744.09

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Social Work Policy Manager: Social Crime Prevention

12

Misappropriation and abuse

None

2,168.75

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Media Liaison Officer: Deputy Ministry

12

Fruitless and wasteful expenditure

The expenditure will be recovered from the official and no sanction was imposed

1,440.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Administrative Assistant

13

Fruitless and wasteful expenditure

The expenditure will be recovered from the official and no sanction was imposed

1,563.63

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Administrative Assistant

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

144,051.89

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Chief Director: Monitoring and Evaluation

14

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,650.39

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Assistant Director: Strategy and Organisational Transformation

10

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

10,677.22

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Administrative Assistant: HIV/AIDS

7

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

75,640.97

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Administrative Assistant:HIV/AIDS

7

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,516.75

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Project Admin: Community Development

8

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

240.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Director: NPO

13

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

959.25

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Assistant Director: Children

10

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

2,934.50

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Deputy Director: Communication

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

23,177.32

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Ministry

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

135,752.80

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Deputy Director

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

18,769.59

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Social Worker Advanced Specialist: Service Delivery Model

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,737.50

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Social Work Advanced Specialist Services to Families

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

11,501.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Registry Clerk: Welfare Services

8

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

2,266.00

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Project Admin: Food Sec Nitr Programme

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,367.50

 

 

 

There was a loss to the department therefore the amount will be recovered from the official

2021/2022

National

 

Project Admin: Food Sec Nitr Programme

12

Misappropriation and abuse

The expenditure will be recovered from the official and no sanction was imposed

1,367.50

-

-

3,088.85

 

2021/2022

 

South African Police Services

Captain

8

Misappropriation and abuse

Final written warning

3,088.85

-

-

3,088.85

 

2021/2022

National

 

Grounds Man

2

Misappropriation and abuse

Written warning

698.99

-

-

698.99

 

2021/2022

National

 

Sergeant

6

Misappropriation and abuse

Written warning

-

-

-

-

 

2021/2022

National

 

Constable

5

Gross negligence

Final written warning

150.00

-

-

150.00

 

2021/2022

National

 

Warrant Officer

7

Gross negligence

N/A

3,167.39

-

-

3,167.39

 

2021/2022

National

 

Constable

5

Misappropriation and abuse

Counselling

1,190.00

-

-

1,190.00

 

2021/2022

National

 

Captain

8

Gross negligence

Final written warning

3,306.54

-

-

3,306.54

 

2021/2022

National

 

Lieutenant Colonel

10

Gross negligence

Withdrawn

12,195.13

-

-

12,195.13

 

2021/2022

National

 

Sergeant

5

Gross negligence

Suspension without pay for a period of 3 month

-

-

-

-

 

2021/2022

National

 

Lieutenant Colonel

10

Gross negligence

Written warning

6,915.24

1,167.22

-

5,748.02

 

2021/2022

National

 

Constable

5

Misappropriation and abuse

Written warning

-

-

-

-

 

2021/2022

National

Sport, Arts and Culture

Chief Director

14

Irregular expenditure

Written warning

5,252,928.43

-

-

-

No loss of state money/ funds and value for money achieved.

2021/2022

National

Tourism

Assistant Director

9

Misappropriation and abuse

Suspension without pay for one month

122,900.00

38,000.00

-

48,900.00

N/A

2021/2022

National

 

Deputy Director

12

Irregular expenditure

Final written warning

8,394.98

1,399.16

-

8,995.80

N/A

2021/2022

National

 

Assistant Director

9

Misappropriation and abuse

Demotion to salary level 8

440.43

-

-

440.43

yN/A

2021/2022

National

 

Registry Clerk

7

Irregular expenditure

Dismissal

91,683.05

-

-

22,504.40

Employee has appealed against the sanction of dismissal and the decision of the appeal is outstanding.

2021/2022

National

Trade industry and Competition

Senior Accounting Clerk:Exp Mngt

8

 

Written warning withdrawn after appeal

1,981,071.63

 

 

 

 

2021/2022

National

Transport

Director

13

 

Verbal warning

-

-

-

-

N/A

2021/2022

National

 

Director

13

 

Verbal warning

-

-

-

-

N/A

2021/2022

National

 

Director

13

 

Verbal warning

-

-

-

-

N/A

2021/2022

National

Water and Sanitation

Assistant Director

9

Gross negligence

suspension for a period of 3 month without salary

34,000.00

-

-

34,000.00

N/A

2021/2022

National

 

Chief Admin Provisioning Officer Supply Chain

8

Gross negligence

suspension for a period of 2 month without salary

-

-

-

-

The laptop has been recovered

2021/2022

National

 

Chief Auxiliary Service Officer

8

Misappropriation and abuse

Final written warning

3,754.60

1,248.55

-

2,506.05

N/A

2021/2022

National

Women, Youth and Persons with Disabilities

Deputy Director

12

Irregular expenditure

Written warning

541,520.00

-

-

-

No loss to State

2021/2022

National

 

Deputy Director-General

15

Fruitless and wasteful expenditure

Written warning

902,911.36

-

-

-

No loss to State

2021/2022

National

 

Director

13

Irregular expenditure

Final written warning

2,243,580.81

-

-

-

No loss to State

2021/2022

National

 

Admin Officer

9

Irregular expenditure

Written warning

376,820.00

-

-

-

No loss to State

2021/2022

National

 

Assistant Director

10

Irregular expenditure

Written warning

3,483,040.70

-

-

-

No loss to State

2021/2022

National

 

Senior Supply Chaim Management Practitioner

8

Irregular expenditure

Written warning

1,318,701.02

-

-

-

No loss to State

2021/2022

National

 

Provisioning Administration Clerk

6

Irregular expenditure

Written warning

1,419,487.27

-

-

-

No loss to State

2021/2022

National

 

Provisioning Administration Clerk

6

Irregular expenditure

Written warning

3,840,765.98

-

-

-

No loss to State

2021/2022

National

 

Provisioning Administration Clerk

6

Irregular expenditure

Written warning

1,212,228.97

-

-

-

No loss to State

2021/2022

National

 

Chief Director

14

Irregular expenditure

Verbal warning

501,996.53

-

-

-

No loss to State

 

National

 

Chief Director

14

Irregular expenditure

Verbal warning

335,301.36

-

-

-

No loss to State

 

National

 

Director

13

Irregular expenditure

Verbal warning

266,710.00

-

-

-

No loss to State

2021/2022

National

 

CFO

14

Irregular expenditure

Verbal warning

9,800.00

-

-

-

No loss to State

2021/2022

National

 

Deputy Director

11

Irregular expenditure

Verbal warning

13,387.25

-

-

-

No loss to State

2021/2022

National

 

Control Personnel Officer

10

Irregular expenditure

Verbal warning

13,387.25

-

-

-

No loss to State

2021/2022

National

 

ICT Technician

7

Irregular expenditure

Verbal warning

41,900.00

-

-

-

No loss to State

2021/2022

National

 

Director

13

Irregular expenditure

Verbal warning

282,801.36

-

-

-

No loss to State

2021/2022

National

 

Official in Ministry

8

Irregular expenditure

Verbal warning

273,770.00

-

-

-

No loss to State

2021/2022

National

 

Deputy Director

11

Irregular expenditure

Verbal warning

64,840.00

-

-

-

No loss to State

2021/2022

National

 

Chief Director

14

Irregular expenditure

Verbal warning

5,000.00

-

-

-

No loss to State

2021/2022

National

 

Deputy Director

12

Irregular expenditure

Verbal warning

284,500.00

-

-

-

No loss to State

2021/2022

National

 

Director

12

Irregular expenditure

Verbal warning

79,549.53

-

-

-

No loss to State

2021/2022

National

 

Director

12

Irregular expenditure

Verbal warning

380,341.36

-

-

-

No loss to State

2021/2022

National

 

Chief Director

14

Irregular expenditure

Verbal warning

1,221,311.36

-

-

-

No loss to State

2021/2022

National

 

Director

13

Irregular expenditure

Verbal warning

114,300.00

-

-

-

No loss to State

2021/2022

National

 

Admin Officer

10

Irregular expenditure

Verbal warning

9,800.00

-

-

-

No loss to State

2021/2022

National

 

Assistant Director

10

Irregular expenditure

Verbal warning

63,250.00

-

-

-

No loss to State

2021/2022

National

 

Chief Director

14

Irregular expenditure

Verbal warning

233,301.36

-

-

-

No loss to State

2021/2022

National

 

Director

13

Irregular expenditure

Verbal warning

96,250.00

-

-

-

No loss to State

2021/2022

National

 

Deputy Director-General

15

Irregular expenditure

Verbal warning

28,050.00

-

-

-

No loss to State

Total

           

1,330,139,023.02

555,636.18

9,142,360.44

2,486,644.21

 
                       

Table 1 above shows that the total number of financial misconduct cases for National Departments is 265 officials. The total amount lost due to financial misconduct in the National Departments is R1, 056,865,287.87. Only R555, 636.18 (0.05%) of the total amounts that was lost due to financial misconduct was recovered by the National Departments.

Eastern Cape Province

Table 2: Breakdown of figures in respect of reported cases of financial misconduct in the Eastern Cape Provincial Departments during the 2021/22 financial year

Financial Year

National/ Provincial

Department

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Description of charges (provided by Department)

Finding

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

Reasons for no recovery

2021/2022

Eastern Cape

Education

10

Irregular expenditure

financial mismanagement

Employee retired

N/A

-

-

-

-

The matter referred to SIU by Risk Management

2021/2022

Eastern Cape

Education

7

Irregular expenditure

financial mismanagement

Guilty

Final written warning and a fine of R7000.00

-

-

-

-

Case finalized

2021/2022

Eastern Cape

Health

12

Irregular expenditure

Irregular expenditure- Bid awarded to the bidder without a tax clearance certificate

Case withdrawn

N/A

295,900.00

-

295,900.00

-

The case was withdrawn due to a lack of sufficient evidence to charge the employee

2021/2022

Eastern Cape

Health

12

Irregular expenditure

Irregular expenditure-Procurement of IT equipment without SITA approval

Case withdrawn

N/A

263,942.46

-

263,942.46

-

No considered financial loss as the value for money was received

2021/2022

Eastern Cape

Health

13

Irregular expenditure

Irregular expenditure-Approval of overtime work without delegation

Case withdrawn

N/A

35,365.00

-

35,365.00

-

Case prescribed due to no charge laid against the employee

2021/2022

Eastern Cape

Health

13

Irregular expenditure

Irregular expenditure- Excess fuel and kilometers paid for hired vehicles

Case withdrawn

N/A

112,594.20

-

112,594.20

-

Employee found not responsible for the transgression

2021/2022

Eastern Cape

Health

13

Irregular expenditure

Irregular expenditure- Excess fuel and kilometers paid for hired vehicles

Case withdrawn

N/A

20,855.07

-

20,855.07

-

Employee found not responsible for the transgression

2021/2022

Eastern Cape

Health

11

Irregular expenditure

Irregular expenditure-Procurement by deviation not justified

Guilty

Written warning

249,027.30

-

249,027.30

-

Disciplinary sanction considered appropriate as services were rendered and value for money received

2021/2022

Eastern Cape

Health

11

Irregular expenditure

Irregular expenditure-Procurement by deviation not justified

Guilty

Written warning

249.027.30

-

249.027.30

-

Disciplinary sanction considered appropriate as services were rendered and value for money received

2021/2022

Eastern Cape

Health

12

Irregular expenditure

Irregular expenditure- services rendered without an order

Case withdrawn

N/A

15,199.62

-

15,199.62

-

Employee found not responsible for the transgression

2021/2022

Eastern Cape

Health

12

Irregular expenditure

Irregular expenditure- services rendered without an order

Case withdrawn

N/A

15,199.62

-

15,199.62

-

Employee found not responsible for the transgression

2021/2022

Eastern Cape

Health

7

Irregular expenditure

Irregular expenditure- services rendered without an order

Case withdrawn

N/A

15,199.62

-

15,199.62

-

Employee found not responsible for the transgression

2021/2022

Eastern Cape

Health

12

Irregular expenditure

Irregular expenditure-Procurement by deviation not justified

Case withdrawn

N/A

97,123.00

-

97,123.00

-

Employee found not guilty

2021/2022

Eastern Cape

Health

12

Fruitless and Wasteful expenditure

Fruitless and wasteful expenditure- Late cancellation of the event resulting in charges for accommodation

Case withdrawn

N/A

17,478.00

-

17,478.00

-

Employee found not responsible for the transgression

2021/2022

Eastern Cape

Health

13

Fruitless and Wasteful expenditure

Fruitless and wasteful expenditure- Payment for advert erratum incurred due to negligence

Case withdrawn

N/A

8,180.92

-

8,180.92

-

Employee found not guilty

2021/2022

Eastern Cape

Health

9

Fruitless and Wasteful expenditure

Fruitless and wasteful expenditure- Payment for advert erratum incurred due to negligence

Case withdrawn

N/A

8,180.92

-

8,180.92

-

Employee found not guilty

2021/2022

Eastern Cape

Health

7

Fruitless and Wasteful expenditure

Fruitless and wasteful expenditure- Payment for advert erratum incurred due to negligence

Case withdrawn

N/A

8,180.92

-

8,180.92

-

Employee found not guilty

2021/2022

Eastern Cape

Health

12

Irregular expenditure

Irregular expenditure-services rendered without an order

Case withdrawn

N/A

10,827.72

-

10,827.72

-

Employee found not guilty

2021/2022

Eastern Cape

Health

7

Irregular expenditure

Irregular expenditure-services rendered without an order

Case withdrawn

N/A

10,827.72

-

-

-

Employee found not guilty

2021/2022

Eastern Cape

Health

14

Fruitless and Wasteful expenditure

Fruitless and wasteful expenditure- Interest paid on late payment of AG invoices

Case withdrawn

N/A

22,250.19

-

22,250.19

-

Interest caused by budget constraints due to settlement of unbudgeted medic-legal claims

2021/2022

Eastern Cape

Health

14

Fruitless and Wasteful expenditure

Fruitless and wasteful expenditure- Interest paid on late payment of Telkom invoices

Case withdrawn

N/A

1,428,689.53

-

1,428.689.53

-

Interest caused by budget constraints due to settlement of unbudgeted medic-legal claims

2021/2022

Eastern Cape

Health

13

Irregular expenditure

Irregular expenditure-deviation not emergency

Guilty

Written warning

84,000.00

-

84,000.00

-

Disciplinary sanction considered appropriate as services were rendered and value for money received

2021/2022

Eastern Cape

Health

12

Irregular expenditure

Irregular expenditure-extension of contract above 15%

Guilty

Written warning

240,000.00

-

240,000.00

-

Disciplinary sanction considered appropriate as services were rendered and value for money received

2021/2022

Eastern Cape

Health

11

Irregular expenditure

Deviation not emergency

Not guilty

N/A

290,168.11

-

290,168.11

-

Employee found not guilty

2021/2022

Eastern Cape

Health

12

Irregular expenditure

Deviation not emergency

Not guilty

N/A

290,168.00

-

-

-

Employee found not guilty

2021/2022

Eastern Cape

Health

13

Irregular expenditure

Irregular expenditure-extension of contract above 15%

Case withdrawn

N/A

48,183,908.86

-

48,183,908.86

-

Case withdrawn due to ongoing investigation ordered by the former MEC for ECDoH on new SCM bid to renew security contracts

2021/2022

Eastern Cape

Health

12

Irregular expenditure

FW-Interest on late payment

Case withdrawn

N/A

602,142.00

-

602,142.00

-

Interest caused by budget constraints due to settlement of unbudgeted medic-legal claims

2021/2022

Eastern Cape

Health

14

Fruitless and Wasteful expenditure

FW-Interest on late payment

Case withdrawn

N/A

602,142.00

-

-

-

Interest caused by budget constraints due to settlement of unbudgeted medic-legal claims

2021/2022

Eastern Cape

Health

11

Irregular expenditure

Irregular expenditure-extension of contract above 15%

Not guilty

N/A

12,373.444.68

-

12,373,444.68

-

Employee found not responsible for the transgression

2021/2022

Eastern Cape

Health

11

Irregular expenditure

Deviation not emergency

Not guilty

N/A

7,201,777.51

-

7,201,777.51

-

Employee found not responsible for the transgression

2021/2022

Eastern Cape

Human Settlements

13

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

13

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

14

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

13

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

13

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

8

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

13

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

14

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

12

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

13

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

14

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

14

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Human Settlements

13

Irregular expenditure

Permitted irregular expenditure

Guilty

Written Warning

-

-

-

-

None

2021/2022

Eastern Cape

Cooperative Governance and Traditional Affairs

14

Irregular expenditure

Irregular expenditure - awarding of cotracts through deviation

Guilty

Written Warning

564,072.00

-

564,072.00

-

No loss to the state as the services were rendered and value for money achieved by the Department

2021/2022

Eastern Cape

Office of the Premier

14

Gross negligence

Gross misconduct

Guilty

Dismissal

25,103,049.00

-

25,103,049.00

-

The Employee was found guilty of Gross misconduct but there was no finding for her to pay the monies

2021/2022

Eastern Cape

Public Works & Infrastructure

5

Misappropriation and abuse

Abuse of state property

Guilty

Dismissal- employee appealed and the MEC reduced the sanction to Demotion

128,869.52

-

128,869.52

-

No recovery expected.

2021/2022

Eastern Cape

Public Works & Infrastructure

9

Misappropriation and abuse

Unlawful use of departmental property

Guilty

Dismissal- employee appealed and the MEC reduced the sanction to Demotion

115,138.67

-

115,138.67

-

No recovery expected.

2021/2022

Eastern Cape

Public Works & Infrastructure

10

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

112,000.00

-

112,000.00

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

7

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

Same as above

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

9

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

Same as above

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

10

Irregular expenditure

Incorrect bid award

Guilty

Final written warning

993,289.95

-

993,289.95

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

5

Irregular expenditure

Incorrect bid award

Guilty

Final written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

7

Irregular expenditure

Incorrect bid award

Guilty

Final written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

7

Irregular expenditure

Incorrect bid award

Guilty

Final written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

7

Irregular expenditure

Incorrect bid award

Guilty

Final written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

7

Irregular expenditure

Contravention of SCM Policy

Guilty

Written warning

24,800.00

-

24,800.00

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

8

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

10

Irregular expenditure

Awarded bid irrespective of not meeting local content requirements.

Guilty

Final written warning

441,402.18

-

441,402.18

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

10

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

12

Irregular expenditure

Incorrect bid award

Employee deceased

N/A

424,532.16

-

424,534.16

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

8

Irregular expenditure

Incorrect bid award

Guilty

Final written warning

411,111,14

-

411,111.14

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

11

Irregular expenditure

Incorrect bid award

Guilty

Written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

6

Irregular expenditure

Incorrect bid award

Guilty

Written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

5

Irregular expenditure

Incorrect bid award

Guilty

Written warning

59,765.50

-

59,765.50

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

9

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

5,045,571.53

-

5,045,571.53

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

13

Irregular expenditure

Services rendered before an order was generated

Employee resigned

N/A

5,012,321.53

-

5,012,321.53

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

9

Irregular expenditure

Contravention of SCM Policy

Guilty

Written warning

33,250.00

-

33,250.00

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

9

Irregular expenditure

Incorrect bid award

Guilty

Final written warning

1,544,239.30

-

1,544,239.30

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

9

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

Same as above

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

12

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

489,567.56

-

489,567.56

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

9

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

8

Irregular expenditure

Contravention of SCM Policy

Guilty

Final written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

7

Irregular expenditure

Services rendered without an order

Guilty

Final written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

13

Irregular expenditure

Contravention of Section 45 ( c) of PFMA 1 OF 1999

Guilty

Written warning

298,790,265.81

-

298,790,265.81

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

13

Irregular expenditure

Contravention of Section 45 ( c) of PFMA 1 OF 2000

Guilty

Written warning

 

-

-

Same as above

The department did not incur financial loss.

2021/2022

Eastern Cape

Public Works & Infrastructure

10

Irregular expenditure

Unauthorised expenditure, irregular expenditure and fruitless and wasteful expenditure

Guilty

Written warning

62,130.34

-

62,130.34

-

The department did not incur financial loss.

2021/2022

Eastern Cape

Rural Development and Agrarian Reform

13

Fraud

Fraudulent fuel claim

Guilty

One month suspension without pay and payment of full amount owed

4,614.31

-

-

4,614.31

Amount to be recovered disputed

2021/2022

Eastern Cape

Rural Development and Agrarian Reform

13

Fruitless and Wasteful expenditure

Willful mismanagement of state funds

Guilty

One month suspension and Final Written

895,505.00

-

-

895,505.00

Money recovered from employee is in dispute as it is not part of the sanction but was paid to the service provider without goods being delivered

2021/2022

Eastern Cape

Social Development

7

Fraud

Fraud

Guilty

Dismissal

18,400.00

-

-

18,400.00

None

2021/2022

Eastern Cape

Social Development

7

Misappropriation and abuse

Damage to Government property (damaging state vehicle as a result of an accident); Dishonesty and unauthorized used of government vehicle

Guilty

Dismissal

8,253.13

8,253.13

-

-

The employee has lodged an Appeal to the Executing Authority

2021/2022

Eastern Cape

Social Development

7

Fraud

Fraud

Guilty

Dismissal

14,700.00

14,700.00

-

-

None

2021/2022

Eastern Cape

Sports, Recreation, Arts, and Culture

8

Irregular expenditure

Selected a supplier whose directors are employed by the state

Guilty

Written Warning

7,770.00

-

7,770.00

-

Not provided

2021/2022

Eastern Cape

Sports, Recreation, Arts, and Culture

7

Irregular expenditure

Selected a supplier whose directors are employed by the state

Guilty

Written Warning

2,100.00

-

2,100.00

-

Not provided

Total

             

413,058,518.90

22,953.13

411,213,908.74

918,519.31

 

Table 2 above shows that the total number of financial misconduct cases for Eastern Cape Province is 80 officials. The total amount lost due to financial misconduct in the Eastern Cape Provincial Departments is R 712 215 502.30. Only R8,253.13 of the total amounts that was lost due to financial misconduct was recovered by Eastern Cape Provincial Departments.

Free State Province

Table 3: Breakdown of figures in respect of reported cases of financial misconduct in the Free State Provincial Departments during the 2021/22 financial year

Financial Year

National/ Provincial

Department

Position

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

Reasons for no recovery

2021/2022

Free State

Economic Development, Tourism & Environmental Affairs

Acting Resort Manager

9

Irregular expenditure

Written warning

43,000.00

-

-

-

No loss was incurred by the department

2021/2022

Free State

Economic Development, Tourism & Environmental Affairs

Biodiversity Officer Control Grade A

10

Irregular expenditure

Written warning

340,000.00

-

-

-

No loss was incurred by the department

2021/2022

Free State

Economic Development, Tourism & Environmental Affairs

Trade Advisor

7

Fraud

Three months suspension without pay and Final Written Warning

48,995.00

-

-

48,995.00

Official yet to be consulted on the recovery process

2021/2022

Free State

Economic Development, Tourism & Environmental Affairs

Trade Advisor

7

Fraud

Three months suspension without pay and Final Written Warning

47,935.00

-

-

47,935.00

Official yet to be consulted on the recovery process

2021/2022

Free State

Economic Development, Tourism & Environmental Affairs

Trade Officer

7

Fraud

Three months suspension without pay and Final Written Warning

64,680.00

-

-

64,680.00

Official yet to be consulted on recovery process

2021/2022

Free State

Economic Development, Tourism & Environmental Affairs

Tourism Officer

7

Fraud

Three months suspension without pay and Final Written Warning

21,542.00

-

-

21,542.00

Official yet to be consulted on the recovery process

2021/2022

Free State

Economic Development, Tourism & Environmental Affairs

Admin Clerk

6

Fraud

Three months suspension without pay and Final Written Warning

99,385.00

-

-

99,385.00

Official yet to be consulted on the recovery process

2021/2022

Free State

Economic Development, Tourism & Environmental Affairs

Trade Advisor

7

Fraud

Three months suspension without pay and Final Written Warning

R76 885.00

-

-

76,885.00

Official yet to be consulted on the recovery process

2021/2022

Free State

Education

Driver

6

Misappropriation and abuse

Final written warning

-

-

-

-

No loss was incurred by the department

2021/2022

Free State

Health

Admin Clerk

4

Theft

Three months suspension Without Pay

-

-

-

-

No loss was incurred by the department

2021/2022

Free State

Health

Chief Director

14

Irregular expenditure

None

-

-

-

-

No calculated loss in excess of 15% was incurred. Department received value for money.

2021/2022

Free State

Health

Cleaner

2

Fraud

Dismissal

7,816.56

7,816.56

-

-

N/A

2021/2022

Free State

Human Settlements

Housing Technician

9

Gross negligence

Dismissal

84,890.19

-

84,890.19

-

The matter was not reported to Loss Control

2021/2022

Free State

Office of the Premier

Deputy Director

12

Fraud

Dismissal

89,166.00

-

-

89,166.00

Recovery processes not yet started

2021/2022

Free State

Office of the Premier

Senior Human Resource Office

7

Irregular expenditure

Verbal warning

33,900.00

-

-

-

No loss was incurred by the department

2021/2022

Free State

Office of the Premier

Director: UWCPD

13

Irregular expenditure

Written warning

654,303.34

-

-

-

No loss was incurred by the department

2021/2022

Free State

Office of the Premier

Chief Financial Officer

14

Irregular expenditure

Verbal warning

3,154,303.34

-

-

-

R600 000 to be recovered from the service provider

2021/2022

Free State

Office of the Premier

Director: Communication

13

Irregular expenditure

Verbal warning

874,325.00

-

-

-

No loss was incurred by the department

2021/2022

Free State

Office of the Premier

DirectorK Skills Development

13

Irregular expenditure

Written warning

3,634,000.00

-

-

-

R600 000 to be recovered from the service provider

2021/2022

Free State

Police, Roads & Transport

Examiner

6

 

Dismissal

-

-

-

-

No loss was incurred by the department

2021/2022

Free State

Police, Roads & Transport

Examiner

6

 

Dismissal

-

-

-

-

No loss was incurred by the department

2021/2022

Free State

Police, Roads & Transport

Provincial Inspector

6

Misappropriation and abuse

Final written warning

9,235.00

 -

9,235.00

Employer is in the process of deducting.

2021/2022

Free State

Provincial Treasury

Senior Admin Clerk

5

 

Counseling

1,120,419.07

-

-

-

No loss was incurred by the department

2021/2022

Free State

Sport, Arts, Culture and Recreation

Communication Officer

7

Gross negligence

Final written warning

276.75

276.75

-

-

N/A

Total

           

10,328,172.25

8,093.31

84,890.19

457,823.00

 

Table 3 above shows that the total number of financial misconduct cases for Free State Province is 23 officials. The total amount lost due to financial misconduct in the Free State Provincial Departments is R 10,362,090.91. Only R 8,093.31 of the total amounts that was lost due to financial misconduct was recovered by Free State Provincial Departments.

Gauteng Province

Table 4: Breakdown of figures in respect of reported cases of financial misconduct in the Gauteng Provincial Departments during the 2021/22 financial year

Financial Year

National/ Provincial

Department

Position

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

Reasons for no recovery

2021/2022

Gauteng

Agriculture

General worker

3

Theft

One month suspension and final written warning

-

-

-

-

N/A

2021/2022

Gauteng

Agriculture

Messenger

4

Gross negligence

N/A

-

-

-

-

N/A

2021/2022

Gauteng

Agriculture

Agriculture Advisor

7

Gross negligence

N/A

-

-

-

-

N/A

2021/2022

Gauteng

Agriculture

Scientist

11

 

Final written warning

-

-

-

-

N/A

2021/2022

Gauteng

Education

Deputy Principal

11

Fraud

R3,700.00 fine payable in 2 months

1,185,724.21

1,185,724.21

-

-

 

2021/2022

Gauteng

Education

Principal

12

Fraud

Dismissed

492,056.80

492,056.80

-

-

N/A

2021/2022

Gauteng

Education

Principal

12

Gross negligence

N/A

30,582.42

30,582.42

-

-

N/A

2021/2022

Gauteng

Education

Admin Clerk

5

Fraud

2 months suspension without pay.

13,000.00

3,000.00

-

10,000.00

N/A

2021/2022

Gauteng

Education

Educator

8

Fraud

R5000.00 payable in 8 months.

17,924.00

-

-

17,924.00

N/A

2021/2022

Gauteng

Education

Admin Clerk

5

Fraud

Dismissed

135,539.27

24,000.00

-

111,539.27

N/A

2021/2022

Gauteng

Education

HoD

16

Irregular expenditure

N/A

64,384.00

64,384.00

-

-

N/A

2021/2022

Gauteng

Education

Principal

11

Irregular expenditure

10,000.00 fine payable in 4 months

236,250.00

236,250.00

-

-

N/A

2021/2022

Gauteng

Education

Educator

8

Fraud

Dismissed

24,740.00

24,740.00

-

-

N/A

2021/2022

Gauteng

Education

Educator

8

Fraud

Charges withdrawn

24,740.00

24,740.00

-

-

N/A

2021/2022

Gauteng

Education

Principal

12

Fraud

Charges withdrawn

2,442,628.62

2,442,628.62

-

-

N/A

2021/2022

Gauteng

Education

Principal

11

Irregular expenditure

2 months suspension without pay.

24,367.40

20,292.20

-

4,075.20

N/A

2021/2022

Gauteng

Education

Admin Clerk

5

Fraud

1-month suspension without pay.

950.00

-

-

950.00

N/A

2021/2022

Gauteng

Education

Principal

12

Fraud

Dismissed

3,281,770.27

1,673,983.1

-

1,607,781.17

N/A

2021/2022

Gauteng

Education

Principal

11

Irregular expenditure

2 months suspension without pay.

-

-

-

-

N/A

2021/2022

Gauteng

Education

Principal

11

Fraud

Dismissed

11,000.00

-

-

-

N/A

2021/2022

Gauteng

Education

Principal

10

Irregular expenditure

Dismissed

1,768,311.36

920,416.36

-

848,895.00

N/A

2021/2022

Gauteng

E-Government

Deputy Director

13

Irregular expenditure

Not further action taken against the employee as his contract of employment ended.

27,241,000.00

-

-

27,241,000.00

N/A

2021/2022

Gauteng

E-Government

Acting DDG

14

Irregular expenditure

Dismissal

30,000,000.00

-

-

30,000,000.00

NIL

2021/2022

Gauteng

Health

Communication Officer

6

Theft

Final written warning

900.00

-

900.00

-

N/A

2021/2022

Gauteng

Health

Staff Nurse

5

Theft

Final written warning and 2 months suspension without salary

56.63

-

56.63

-

N/A

2021/2022

Gauteng

Health

Professional nurse (com serve)

6

Theft

Final written warning and 2 months suspension without salary

300.00

-

300.00

-

N/A

2021/2022

Gauteng

Health

Enrolled nurse

5

Theft

Final written warning

12.20

-

12.20

-

N/A

2021/2022

Gauteng

Health

Cleaner

Other

Theft

Final written warning

24.31

-

24.31

-

N/A

2021/2022

Gauteng

Health

Enrolled nurse

4

Theft

Final written warning

16.58

-

16.58

-

N/A

2021/2022

Gauteng

Health

Clinical associate

6

Theft

Withdrawn

744.54

-

744.54

-

N/A

2021/2022

Gauteng

Health

Professional nurse

8

Theft

Final written warning

17.38

-

17.38

-

N/A

2021/2022

Gauteng

Health

Material recording clerk

5

Theft

Final written warning

4.05

-

4.05

-

N/A

2021/2022

Gauteng

Health

Professional nurse

7

Theft

Final written warning

16.58

-

16.58

-

N/A

2021/2022

Gauteng

Health

Enrolled nurse

5

Theft

Written warning

16.58

-

16.58

-

N/A

2021/2022

Gauteng

Health

Enrolled nurse

5

Theft

Final written warning

46.20

-

46.20

-

N/A

2021/2022

Gauteng

Health

Staff nurse

6

Theft

Final written warning

25.00

-

25.00

-

N/A

2021/2022

Gauteng

Health

Cleaner

2

Theft

Final written warning

70.28

-

70.28

-

N/A

2021/2022

Gauteng

Health

Cleaner

2

Theft

Final written warning

49.40

-

49.40

-

N/A

2021/2022

Gauteng

Health

Admin Clerk

5

Theft

Final written warning

44.52

-

44.52

-

N/A

2021/2022

Gauteng

Health

Auxiliary nurse

5

Theft

Final written warning

69.04

-

69.04

-

N/A

2021/2022

Gauteng

Health

Enrolled nurse

5

Theft

Final written warning

19.46

-

19.46

-

N/A

2021/2022

Gauteng

Health

Medical officer

11

Theft

Final written warning

4,746.00

-

4,746.00

-

N/A

2021/2022

Gauteng

Health

Enrolled nurse

5

Theft

Final written warning

23.28

-

23.28

-

N/A

2021/2022

Gauteng

Health

Enrolled nurse

4

Theft

Final written warning

12.20

-

12.20

-

N/A

2021/2022

Gauteng

Health

Cleaner

3

Theft

Final written warning

24.31

-

24.31

-

N/A

2021/2022

Gauteng

Health

Enrolled nurse

4

Theft

Final written warning

16.58

-

16.58

-

N/A

2021/2022

Gauteng

Health

Clinical associate

9

Theft

Withdrawn

744.54

-

744.54

-

N/A

2021/2022

Gauteng

Health

Enrolled nurse

3

Theft

Final written warning

152.59

-

152.59

-

N/A

Total

           

67,003,120.60

5,468,814.61

6,895.62

 

N/A

 

Table 4 above shows that the total number of financial misconduct cases for Gauteng Province is 46 officials. The total amount lost due to financial misconduct in the Gauteng Provincial Departments is R67,003,121.02. Only R5,468,814.61 of the total amounts that was lost due to financial misconduct was recovered by Gauteng Provincial Departments.

KwaZulu-Natal Province

Table 5: Breakdown of figures in respect of reported cases of financial misconduct in the KwaZulu-Natal Provincial Departments during the 2021/22 financial year

Financial Year

National/ Provincial

Department

Position

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

2021/2022

KwaZulu-Natal

Health

Chief Quantity Surveyor

12

Gross negligence

Final written warning

7,928.40

-

-

7,928.40

2021/2022

KwaZulu -Natal

Health

H.R Practitioner

8

Misappropriation and abuse

Final written warning and three months suspension without emolument

112,380.72

-

-

112,380.72

Total

           

120,309.12

-

-

120,309.12

Table 5 above shows that the total number of financial misconduct cases for KwaZulu-Natal Province is 2 officials. The total amount lost due to financial misconduct in the KwaZulu-Natal Provincial Departments is R120 309.12. No amounts that was lost due to financial misconduct was recovered by KwaZulu-Natal Provincial Departments.

Limpopo Province

Table 6: Breakdown of figures in respect of reported cases of financial misconduct in the Limpopo Provincial Departments during the 2021/22 financial year

Financial Year

National/ Provincial

Department

Position

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

Reasons for no recovery

2021/2022

Limpopo

Transport and Community Safety

Director

13

Unauthorized Expenditure

Written Warning

190,000.00

-

190,000.00

-

No loss to the state

2021/2022

Limpopo

Transport and Community Safety

Deputy Director

11

Irregular Expenditure

Written Warning

2,089.00

-

2,089.00

-

No loss to the state

2021/2022

Limpopo

Transport and Community Safety

Admin Officer

7

No show for hotel accommodation

none

10,464.00

5,041.07

-

5,422.93

No loss to the state

 

Limpopo

Economic Development, Environment and Tourism

Admin Officer

8

Gross Negligence

Combination

43,116.50

-

-

43,116.50

No debt created

2021/2022

Limpopo

Economic Development, Environment and Tourism

State Admin Officer

8

Gross Negligence

Final Written Warning

34,369.37

-

-

34,369.37

Debt account opened

2021/2022

Limpopo

Education

Educator

7

Misappropriation and abuse

Dismissed

28,000.00

-

28,000.00

-

No legal ground to recover the money

2021/2022

Limpopo

Education

Educator

7

Irregular Expenditure

Fine

12,000.00

-

12,000.00

-

No loss to the state

2021/2022

Limpopo

Education

Principal

10

Unauthorized Expenditure

Three months suspension without pay

22,000.00

-

22,000.00

-

No legal ground to recover the money

2021/2022

Limpopo

Education

Principal

10

Misappropriation and abuse

Fine

5,404.00

-

5,404.00

-

No legal ground to recover the money

2021/2022

Limpopo

Education

Principal

10

Misappropriation and abuse

Dismissed

8,490.00

-

8,490.00

-

No legal ground to recover the money

2021/2022

Limpopo

Education

Principal

10

Irregular Expenditure

Fine

12,800.00

-

12,800.00

-

No loss to the state

2021/2022

Limpopo

Health

Senior Admin Assistant

8

Fruitless and Wasteful Expenditure

Final Written Warning

159.69

159.69

-

-

 

2021/2022

Limpopo

Health

Chief Prov Admin Clerk

7

Fruitless and Wasteful Expenditure

Final Written Warning

909.66

909.66

-

-

 

2021/2022

Limpopo

Health

Deputy Director

12

Fruitless and Wasteful Expenditure

Final Written Warning

4,519.17

4,519.17

-

-

 

2021/2022

Limpopo

Health

Deputy Director

11

Fruitless and Wasteful Expenditure

Final Written Warning

266.93

266.93

-

-

 

2021/2022

Limpopo

Health

Assistant Director

9

Fruitless and Wasteful Expenditure

Final Written Warning

10,780.43

10,780.43

-

-

 

2021/2022

Limpopo

Health

Deputy Director

11

Fruitless and Wasteful Expenditure

Final Written Warning

93.16

93.16

-

-

 

2021/2022

Limpopo

Health

Assistant Director

9

Fruitless and Wasteful Expenditure

Final Written Warning

1,252.27

1,252.27

-

-

 

2021/2022

Limpopo

Health

Admin Clerk

5

Fruitless and Wasteful Expenditure

Final Written Warning

212.35

212.35

-

-

 

2021/2022

Limpopo

Health

Snr State Accountant

8

Fruitless and Wasteful Expenditure

Final Written Warning

2,500.00

2,500.00

-

-

 

2021/2022

Limpopo

Health

Assistant Director

9

Fruitless and Wasteful Expenditure

Final Written Warning

3,128.18

3,128.18

-

-

 

2021/2022

Limpopo

Health

Director

13

Fruitless and Wasteful Expenditure

Final Written Warning

6,303.00

6,303.00

-

-

 

2021/2022

Limpopo

Health

Assistant Director

11

Fruitless and Wasteful Expenditure

Final Written Warning

4,312.00

4,312.00

-

-

 

2021/2022

Limpopo

Health

State Accountant

7

Fruitless and Wasteful Expenditure

Final Written Warning

98.39

98.39

-

-

 

2021/2022

Limpopo

Health

Snr State Accountant

8

Fruitless and Wasteful Expenditure

Final Written Warning

212.56

212.56

-

-

 

2021/2022

Limpopo

Health

Deputy Director

11

Fruitless and Wasteful Expenditure

Final Written Warning

2,021.20

2,021.20

-

-

 

2021/2022

Limpopo

Health

Assistant Director

9

Fruitless and Wasteful Expenditure

Final Written Warning

1,194.00

1,194.00

-

-

 

2021/2022

Limpopo

Health

Admin Officer

7

Fruitless and Wasteful Expenditure

Final Written Warning

438.00

438.00

-

-

 

2021/2022

Limpopo

Health

Prov Admin Officer

7

Fruitless and Wasteful Expenditure

Final Written Warning

1,194.00

1,194.00

-

-

 

2021/2022

Limpopo

Health

Director

13

Fruitless and Wasteful Expenditure

Final Written Warning

2,908.74

2,908.74

-

-

 

2021/2022

Limpopo

Health

Snr State Accountant

8

Fruitless and Wasteful Expenditure

Final Written Warning

1,410.30

1,410.30

-

-

 

2021/2022

Limpopo

Health

Snr State Accountant

8

Fruitless and Wasteful Expenditure

Final Written Warning

104.64

104.64

-

-

 

2021/2022

Limpopo

Health

Admin Officer

8

Fruitless and Wasteful Expenditure

Final Written Warning

11,151.48

11,151.48

-

-

 

2021/2022

Limpopo

Health

Admin Clerk

5

Fruitless and Wasteful Expenditure

Final Written Warning

69.80

69.80

-

-

 

2021/2022

Limpopo

Health

Senior Admin Assistant

8

Fruitless and Wasteful Expenditure

Final Written Warning

148.88

148.88

-

-

 

2021/2022

Limpopo

Health

Chief Prov Admin Clerk

7

Fruitless and Wasteful Expenditure

Final Written Warning

1,044.27

1,044.27

-

-

 

2021/2022

Limpopo

Health

Deputy Director

11

Fruitless and Wasteful Expenditure

Final Written Warning

6,589.81

6,589.81

-

-

 

2021/2022

Limpopo

Health

Deputy Director

11

Fruitless and Wasteful Expenditure

Final Written Warning

164.80

164.80

-

-

 

2021/2022

Limpopo

Health

Senior Admin Assistant

8

Fruitless and Wasteful Expenditure

Final Written Warning

1,219.19

1,219.19

-

-

 

2021/2022

Limpopo

Health

Assistant Director

9

Fruitless and Wasteful Expenditure

Final Written Warning

606.12

606.12

-

-

 

2021/2022

Limpopo

Health

Assistant Director

11

Fruitless and Wasteful Expenditure

Final Written Warning

3,335.28

3,335.28

-

-

 

2021/2022

Limpopo

Health

State Accountant

7

Fruitless and Wasteful Expenditure

Final Written Warning

98.39

98.39

-

-

 

2021/2022

Limpopo

Health

Snr State Accountant

8

Fruitless and Wasteful Expenditure

Final Written Warning

420.29

420.29

-

-

 

2021/2022

Limpopo

Health

Snr State Accountant

8

Fruitless and Wasteful Expenditure

Final Written Warning

407.40

407.40

-

-

 

2021/2022

Limpopo

Health

Deputy Director

11

Fruitless and Wasteful Expenditure

Final Written Warning

355.06

355.06

-

-

 

2021/2022

Limpopo

Health

Assistant Director

9

Fruitless and Wasteful Expenditure

Final Written Warning

385.54

385.54

-

-

 

2021/2022

Limpopo

Health

Snr State Accountant

8

Fruitless and Wasteful Expenditure

Final Written Warning

571.49

571.49

-

-

 

2021/2022

Limpopo

Public Works, Roads, and Infrastructure

Property Inspector

7

Gross Negligence

final Written Warning and 2 months suspension

3,588.00

-

3,588.00

-

Appeal outcome stated that no payment required

2021/2022

Limpopo

Social Development

Assistant Director

9

Fruitless and Wasteful Expenditure

Final Written Warning

6,210.33

6,210.33

-

-

Amount recovered

Total

           

449,117.67

81,837.87

284,371.00

   

Table 6 above shows that the total number of financial misconduct cases for Limpopo Province is 44 officials. The total amount lost due to financial misconduct in the Limpopo Provincial Departments is R449,117.67. Only R81,837.87 of the total amounts that was lost due to financial misconduct was recovered by Limpopo Provincial Departments.

Mpumalanga Province

Table 7: Breakdown of figures in respect of reported cases of financial misconduct in the Mpumalanga Provincial Departments during the 2021/22 financial year

National/ Provincial

Department

Position

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

Reasons for no recovery

Mpumalanga

Education

Labour Practitioner

8

Receiving a bribe

Demotion from level 8 to 7

16,300.00

-

16,300.00

-

No loss to state

Mpumalanga

Education

Chief Works Inspector

8

Fraud

Two months suspension of salary

6,000.00

6,000.00

-

-

 

Mpumalanga

Health

Finance Manager

11

Gross negligence

Resigned

3,544,037.26

-

-

3,544,037.26

Employee resigned on 30/11/2021

Mpumalanga

Health

Chief Director

14

Gross negligence

Resigned

1,840,000.00

-

-

-

Resigned on 2/03/2022

Mpumalanga

Health

Admin Clerk

5

Theft

Dismissed

5,504.00

-

-

-

 

Mpumalanga

Health

Quantity Surveyor

11

Gross negligence

Dismissed

3,137,272.35

-

-

-

Dismissed on the 16/03/2022

Mpumalanga

Public Works, Roads and Transport

Operator

3

Theft

 

2,342.00

-

-

-

The employee passes on before the hearing was conducted

Mpumalanga

Public Works, Roads and Transport

Road Worker

3

Theft

N/A

17,981.42

-

-

-

Lack of evidence that implicates him

Total

         

8,569,437.03

6,000.00

16,300.00

3,544,037.26

 

 

Table 7 above shows that the total number of financial misconduct cases for Mpumalanga Province is 8 officials. The total amount lost due to financial misconduct in the Mpumalanga Provincial Departments is R 8,569,437.03. Only R6,000.00 of the total amounts that was lost due to financial misconduct was recovered by Mpumalanga Provincial Departments.

Northern Cape Province

Table 8: Breakdown of figures in respect of reported cases of financial misconduct in the Northern Cape Provincial Departments during the 2021/22 financial year

Financial Year

National/ Provincial

Department

Position

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

Reasons for no recovery

2021/2022

Northern Cape

Economic Development and Tourism

Security Officer

3

Theft

Final written warning
Suspension without pay

4,000.00

1,999.98

-

2,000.02

Deductions are still in progress

2021/2022

Northern Cape

Education

Cleaner

3

Theft

Discharge

8,300.00

-

-

8,000.00

Not indicated

2021/2022

Northern Cape

Social Development

Social Worker

7

Gross Negligence

N/A

42,227.25

-

4,227.25

-

Amount was recovered from Insurance

2021/2022

Northern Cape

Social Development

Community Development Practitioner

6

Misappropriation and Abuse

Final written warning

-

-

-

-

Amount was not quantifiable

2021/2022

Northern Cape

Social Development

Social Worker

8

Gross Negligence

Written warning

46,214.29

-

-

46,214.29

HoD to approve debt recovery

Total

           

100,741.54

1,999.98

4,227.25

56,214.31

 

Table 8 above shows that the total number of financial misconduct cases for Northern Cape Province is 5 officials. The total amount lost due to financial misconduct in the Northern Cape Provincial Departments is R100,741.54. Only R1,999.98 of the total amounts that was lost due to financial misconduct was recovered by Northern Cape Provincial Departments.

North West Province

Table 9: Breakdown of figures in respect of reported cases of financial misconduct in the Limpopo Provincial Departments during the 2021/22 financial year

Financial Year

National/ Provincial

Department

Position

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

Reasons for no recovery

2021/2022

North West

Agriculture and Rural Development

Chief Director

14

Fraud

Dismissal

6,600,000.00

-

-

6,600,000.00

Matter still in court

2021/2022

North West

Agriculture and Rural Development

Agricultural Advisor

8

Fraud

Suspension without pay

19,600.00

-

-

19,600.00

Matter referred for legal proceedings

2021/2022

North West

Education

Principal

10

Irregular Expenditure

Dismissal

323,368.07

-

-

323,368.07

Case still on appeal

2021/2022

North West

Education

Principal

11

Irregular Expenditure

N/A

N/A

N/A

N/A

N/A

he was found not guilty

2021/2022

North West

Health

Senior Provisioning Officer

8

Fraud

Dismissal

569,000.00

-

-

569,000.00

N/A

2021/2022

North West

Provincial Treasury

Driver

5

Misappropriation and Abuse

Final written warning

19,964.00

19,964.00

-

-

N/A

2021/2022

North West

Public Works and Roads

HoD

15

Irregular Expenditure

Dismissal

103,000,000.00

-

-

103,000.00

Chairperson pronounced dismissal only

Total

 

 

 

 

 

 

110,531,932.07

19,964.00

-

7,614,968.07

 

Table 9 above shows that the total number of financial misconduct cases for North West Province is 7 officials. The total amount lost due to financial misconduct in the North West Provincial Departments is R 110, 531 932.10. Only 19,964.00 of the total amounts that was lost due to financial misconduct was recovered by North West Provincial Departments.

Table 10: Breakdown of figures in respect of reported cases of financial misconduct in the Western Cape Provincial Departments during the 2021/22 financial year

Financial Year

National/ Provincial

Department

Position

Salary level of Employee Charged

Charge Preferred against the Employee as per the PSC's determination

Sanction

Amount Involved

Amount recovered

Amount that will not be recovered

Amount outstanding to be recovered

Reasons for no recovery

2021/2022

Western Cape

Agriculture

Agricultural Advisor

8

Misappropriation and abuse

Final Written Warning

-

-

-

-

N/A

2021/2022

Western Cape

Community Safety

Admin Clerk

5

Theft

Dismissal

-

-

-

-

N/A

2021/2022

Western Cape

Economic Development and Tourism

Supply Chain Management Practitioner

8

Fruitless and wasteful expenditure

Financial sanction

1,167.00

1,167.00

-

-

Amount deducted from Mr Buje's salary.

2021/2022

Western Cape

Education

Administration Clerk

5

Theft

Dismissal

640.00

640.00

-

-

Monies recovered in full

2021/2022

Western Cape

Education

Principal

11

Irregular expenditure

Final Written Warning and fine of 1 months salary

-

-

-

-

No loss suffered.

2021/2022

Western Cape

Education

Educator

9

Fraud

Dismissal

9,754.00

-

-

9,754.00

Employee to repay monies.

2021/2022

Western Cape

Education

Driver/Messenger

4

Fraud

Final written warning and one month's suspension without remuneration.

-

-

-

-

No loss suffered.

2021/2022

Western Cape

Education

Registry Clerk

5

Fraud

N/A

-

-

-

-

No loss suffered.

2021/2022

Western Cape

Education

General foreman

3

Theft

Dismissal

-

-

-

-

Employee returned jigsaw.

2021/2022

Western Cape

Education

Principal

10

Irregular expenditure

Final Written Warning and fine of 1 months salary

-

-

-

-

No loss suffered.

2021/2022

Western Cape

Education

Principal

11

Irregular expenditure

Dismissal

-

-

-

-

No loss suffered.

2021/2022

Western Cape

Education

Principal

11

Irregular expenditure

Final Written Warning

152,704.40

-

152,704.40

-

No loss suffered.

2021/2022

Western Cape

Health

Compliance Advisor

9

Misappropriation and abuse

Dismissal

63,475.00

-

-

63,475.00

Amount involved confirmed on 18 May 2022 to be recovered from employee pension with his permission.

2021/2022

Western Cape

Health

Administrative Clerk

5

Gross negligence

Final Written Warning

1,720.00

1,720.00

-

-

Amount fully recovered

2021/2022

Western Cape

Health

Professional Nurse

7

Misappropriation and abuse

Written warning

975.00

975.00

-

-

Amount fully recovered

2021/2022

Western Cape

Health

Administration Clerk

5

Misappropriation and abuse

Verbal warning

396.52

396.52

-

-

Amount fully recovered

2021/2022

Western Cape

Health

Administration Clerk

5

Misappropriation and abuse

Verbal warning

301.50

301.50

-

-

Amount fully recovered

2021/2022

Western Cape

Health

Administrative Clerk

5

Gross negligence

Final Written Warning

2,500.00

2,500.00

-

-

Amount fully recovered

2021/2022

Western Cape

Health

Administrative Clerk

5

Gross negligence

Written warning

2,500.00

2,500.00

-

-

Amount fully recovered

2021/2022

Western Cape

Health

Intern

4

Fraud

 

5,210.28

-

-

5,210.28

No jurisdiction employee is no longer employed at the Department due to contract expired.

2021/2022

Western Cape

Premier

Administration Clerk

5

Misappropriation and abuse

Two weeks suspension without pay Final written warning

-

-

-

-

N/A

2021/2022

Western Cape

Social Development

Social Aux Worker GR 1

4

Fraud

Dismissal

-

-

-

-

N/A

2021/2022

Western Cape

Social Development

Child Care Team G1

4

Misappropriation and abuse

Dismissal

-

-

-

-

N/A

2021/2022

Western Cape

Social Development

Social Work GR 1

7

Misappropriation and abuse

Two weeks suspension without pay Final written warning

10,176.65

10,176.65

-

-

N/A

2021/2022

Western Cape

Social Development

Monitoring Officer

8

Misappropriation and abuse

Final written warning and two weeks suspension without pay

13,412.83

13,412.83

-

-

N/A

2021/2022

Western Cape

Social Development

Transport Officer

7

Misappropriation and abuse

Dismissal

-

-

-

-

N/A

2021/2022

Western Cape

Transport and Public Works

Road Worker

2

Theft

Employee resigned before she could be changed.

-

-

-

-

N/A

2021/2022

Western Cape

Transport and Public Works

Provincial Inspector

5

Misappropriation and abuse

Two months suspension without pay Final written warning

-

-

-

-

N/A

2021/2022

Western Cape

Transport and Public Works

Provincial Inspector

5

Misappropriation and abuse

One month suspension without pay Final written warning

-

-

-

-

N/A

2021/2022

Western Cape

Transport and Public Works

Provincial Inspector

5

Misappropriation and abuse

One month suspension without pay Final written warning

-

-

-

-

Not indicated

2021/2022

Western Cape

Transport and Public Works

Provincial Inspector

5

Misappropriation and abuse

One month suspension without pay Final written warning

-

-

-

-

Not indicated

2021/2022

Western Cape

Transport and Public Works

Provincial Inspector

6

Misappropriation and abuse

Final written warning 3 months suspension without pay

-

-

-

-

Not indicated

2021/2022

Western Cape

Transport and Public Works

Provincial Inspector

5

Fraud

Dismissal

-

-

-

-

Not indicated

2021/2022

Western Cape

Transport and Public Works

Provincial Inspector

6

Misappropriation and abuse

Final written warning Three months suspension without pay

-

-

-

-

Not indicated

Total

           

264,933.18

33,789.50

152,704.40

78,439.28

 

Table 10 above shows that the total number of financial misconduct cases for Western Province is 33 officials. The total amount lost due to financial misconduct in the Western Cape Provincial Departments is R 264 933.18. Only 33,789.50 of the total amounts that was lost due to financial misconduct was recovered by Western Cape Provincial Departments.

End

31 October 2023 - NW3410

Profile picture: Komane, Ms RN

Komane, Ms RN to ask the Minister of Public Service and Administration

With reference to the report presented by the Auditor-General of South Africa before the Portfolio Committee on Public Service and Administration, where it was mentioned that her department still has not met the representation target of 35% for women and youth, yet the Republic has many qualified young persons and women who are unemployed, what (a) is the representation of women and youth in her department, (b) are the reasons that her department has not met the representation target and (c) time frames have been set for her department to meet the target?

Reply:

a) The representation of:

(i) SMS women in the department:

-As at 31 March 2023, the representation of women at SMS level in the department was 47,14% of SMS members, which is 2,86% less than the set national target of 50%.

-As at 30 September 2023, the representation of women at SMS level in the department was 52,90% of SMS members, which is 2,90% more than the set national target of 50%.

(ii) Youth in the department:

-As at 31 March 2023: Youth comprised of 16,45% of staff, which is 13,55% less than the set national target of 30%.

-As at 30 September 2023: Youth comprised of 15,48% of staff, which is 14,52% less than the set national target of 30%.

b) The reasons that the department has not met the representation target:

(i) SMS women in the department:

As there were no recruitment processes for SMS posts that were at the interview and nomination stages during the 4th quarter of the 2022/2023 performance cycle, no SMS posts were filled.

(ii) Youth in the department:

Youth is not a designated group in terms of the Employment Equity Act, act no 55 of 1998, as a result the department cannot put in place Affirmative Action Measures to promote the employment of youth as a targeted group as has been done with the appointment of Women into SMS posts.

(c) Time frames set for the department to meet the target

(i) SMS women in the department:

The target of 50% SMS women has been reached.

(ii) Youth in the department:

The department will continue to monitor youth representation as vacant posts are filled. A sustainable solution to the youth issue is a review of structure and creation of technical / operational posts in the structure and this is something being considered for the next term.

End

24 October 2023 - NW3199

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

1. (a) On what grounds was a certain person (name furnished) suspended from her department on 13 October 2020, (b) who suspended the specified person and (c)(i) for what period has the person been on suspension and (ii) at what cost to her suspension. 2. (a) who was implicated in the whistleblower report that the specified person submitted, (b) to whom was the report submitted, (c) what information was contained in the report and (d) why did her department not act on the information contained in the report submitted by the person? NW4272E

Reply:

1. (a) The employee was suspended in terms of the Disciplinary Code applicable to members of the SMS (the Code) as it was alleged that the employee had committed serious acts of 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 employer believed that the employee’s presence in the workplace may jeopardise the investigation, endanger the well- being or safety of employees and/or witnesses and undermine the work of the employer.

(b) The employee was suspended in accordance with the Public Service Act and the Code by the Director-General, which was subsequently extended by the chairperson in terms of paragraph 2.7. 2(c) of the Code.

(c) (i) The employee was suspended from 13 October 2020 until 27 September 2023, when the matter was finalised.

(ii) The employee was suspended on full pay in terms of paragraph 2.7. 2(b) of the Code.

2. The DPSA is not aware of any whistleblowing report submitted by the employee and cannot therefore provide details thereof.

End

16 October 2023 - NW3064

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1) (a) What total number of disciplinary cases within the Public Service are currently outstanding and (b) how long have the specified cases been outstanding? and (2) (a) what total number of public servants within the Public Service are currently on suspension with full pay, (b)(i) how long has each specified public servant been on suspension with full pay and (ii) at what total cost to the (aa) State and/or (bb) public purse and (c) what total number of such public servants occupy a senior position within the Public Service?

Reply:

The response is based on the FOSAD reports submitted by National and Provincial departments for quarter one of the 2023/2024 financial year.

1. (a) What total number of disciplinary cases within the Public Service are currently outstanding?

The total number of disciplinary cases outstanding are 3265 cases.

(and)

(b) How long have the specified cases been outstanding?

The oldest outstanding cases is from 2016 with the latest case being from June 2023.

2. (a) What total number of public servants within the Public Service are currently on suspension with full pay?

417

Questions (b) and (c) are responded to in the table below:

(b)(i) How long has each specified public servant been on suspension with full pay? See table below

(b)(ii)At what total cost to the (aa) State and/or (bb) public purse? See table below

(c) What total number of such public servants occupy a senior position within the Public Service?

A total number of 42 public service employees occupy a senior position within the Public Service. See areas highlighted in yellow.

PROVINCE

b(i) Duration

b(ii)Cost of suspension(ii)

(c) Levels

  1. Eastern Cape
     

Public Works

141 days

R391 980,00

12

DEDEAT

17/05/2023

R35 033,50

8

       
  1. Free State
     

Education

30 days

R83 053, 19

3

 

30 days

Not disclosed

9

 

30 days

Not disclosed

8

Provincial Treasury

8 days

R38 070, 07

13

       

Health

21 days

R 24 187,51

7

 

28 days

R26 348

7

 

21 days

R9 324,00

3

 

24 days

R19 309,81

7

 

53 days

R29 001,07

5

 

221 days

R106 301,00

5

       

Sport, Arts and Culture, and Recreation

46 days

R26 798,22

5

Public Works and Infrastructure

400 Days

R1 201 587,83

13

 

267

R89 311,50

3

       

DESTEA

29 Days

R28 735.58

8

 

29 Days

R21 498.03

7

       

Community Safety, Roads and Transport

79 days

R294 957,56

14

 

39 days

R146 549,91

14

Social Development

40 days.

R44, 308,28

5

 

13 days.

R48, 335,57

5

       

Human Settlement

1047 days

R3 586 959,10

13

 

385 days

R838 716,68

11

 

301 days

R1 217 194,50

14

 

243 days

R869 916,69

14

 

308 days

R1 157 369,40

14

 

347 days

R 805440.22

11

 

223 days

R687 832,79

12

 

131 days

R483 661,32

14

 

223 days

R230 609,33

9

 

54 days

R286 394,30

14

       

Office of the Premier

4 months

R 530 660,00

15

       

Agriculture & Rural Development

790 days

R2 333 620, 22

13

 

86 days

R119 586,96

6

  1. Gauteng
     

Social Development

8 months

R115 635,76

3

 

1846 days

R1 403 025,75

7

 

1144 days

R2 792 245,86

12

 

778 days

R890 859,02

9

 

11 days

R6 352,00

5

 

71 days

R23 719,87

6

 

30 days

R10 936,29

4

 

377 days

R1 371 630,32

14

Infrastructure Development

04/02/2022

R415 895,25

15

 

04/02/2022

R408 974,25

14

 

04/02/2022

R270 357,00

12

 

04/02/2022

R295 147,50

12

 

04/02/2022

R408 974,25

14

       
  1. Mpumalanga
     

Agriculture, Land Reform and Rural Development

26/05/2023

R73 554,37

13

Social Development

240 days

R32 858,00

7

Health

24 months

R4 294 695,89

12

 

18 months

 

6

 

16 months

 

7

 

5 months

 

13

 

11 months

 

11

 

4 months

 

5

 

3 months

 

7

 

8 months

 

7

 

7months

 

2

 

7 months

 

2

 

7 months

 

2

 

2 months

 

7

 

2 months

 

9

Office of the Premier

23 months

R278 341,39

14

Education

2 months

R76 836,00

7

 

20 days

R100 470,00

13

 

10 months

R221 441,07

PL1

 

6 months

R152 063,50

5

 

8 months

R321 566,04

PL3

 

4 months

R109 263,00

PL1

  1. Limpopo

13/02/2020

R381 537,00

2

COGTA

01/05/2023

Not disclosed

8

Health

970 days

R316 696,00

2

 

970 days

R321 423,00

2

 

970 days

R321 423,00

7

 

970 days

R783 585,00

2

 

240 days

R53 591,10

4

 

104 days

R37 957,50

9

 

90 days

R9 067,00

13

 

120 days

R27 388,80

2

 

120 days

R31 949,64

3

 

950 days

R3 217 486,00

12

 

150 days

R101 534,80

5

Transport and Community Safety

60 days

Not disclosed

5

       
  1. KwaZulu-Natal

COGTA

821 days

R1 240 091.68

8

 

821 days

R981 717,9

7

 

792 days

R2 803 223.35

13

       

EDTEA

14/02/2022

R482 027,47

15

       

Education

45 months

R826 188,75

6

 

44 months

R1 095 402,00

7

 

26 months

R653 724,50

7

 

21 months

R657 557,25

8

 

21 months

R1 048 995,78

11

 

40 months

R362 780,00

2

 

20 months

R702 455,00

9

 

15 Months

R373 432,50

7

 

17Months

R304 419,00

6

 

13 Months

R364 854,75

7

 

10 Months

R376 582,50

9

 

13 Month

R379 681,25

8

 

10 month

R477 653,80

11

 

12 month

R421 473,00

9

 

11 month

R124 723,50

3

 

8 month

R267 366,00

9

 

9 month

R389 571,75

7

 

8 months

R128 524,00

8

 

8 months

R386 504,00

11

 

6 Month

R148 578,00

7

 

6 Months

R162 498,00

7

 

6 months

R150 057,00

7

 

6 months

R147 840,00

7

 

4 Month

R108 332,00

7

 

4 month

R190 243,00

10

 

4 month

R100 547,00

7

 

2 Months

R63 542,00

8

 

2 Months

R51 536,00

7

 

1 Month

R65 708,50

12

 

5 Months

R169 731,85

8

 

5 months

R152 890,00

8

 

5 Months

R410 823,10

12

 

1 Month

R6 360,25

Intern

 

1 Month

R18 809,81

8

 

1 Month

R32 836,00

8

 

1 Month

R33 623,75

8

 

1 Month

R26 932,25

7

 

1 Month

R40 398,26

8

 

1Month

R56 778,75

11

 

16 Month

R154 836,00

10

       

Health

279 Days

R 108 910,70

3

 

70 Days

R 57 898,00

7

 

544 Days

R 142 620,00

2

 

150 Days

R 95 082,69

7

 

150 Days

R 97 398,40

7

 

122 Days

R 81 880,00

6

 

156 Days

R 166 063,00

9

 

149 Days

R 106 601,93

7

 

127 Days

R 552 676,25

12

 

127 Days

R 206 861,25

9

 

127 Days

R187 102,50

9

 

105 Days

R62 056,11

6

 

77 Days

R68 233,00

7

 

25 Days

R32 240,00

Not disclosed

 

96 Days

R78 730,50

8

 

133 Days

R 192 891,70

10

 

93 Days

R 34 847,25

2

 

564 days

R 412 364,22

5

 

564 days

R 412 364,00

5

 

251 days

R203 497.98

7

 

203 days

R171 619. 83

7

 

30 days

R24 517. 83

7

 

30 days

R16 582.75

5

 

30 days

R16 582.75

5

 

719 Days

R 3 419 697,50

15

 

278 Days

R1 025 983

14

       

Office of the Premier

20/01/2023

R3 510 519,00

15

 

20/01/2023

R3 025 003,00

13

 

13/06/2023

R35 000,00

9

 

13/06/2023

R28 000,00

8

 

29/12/2022

R384 132,00

11

Social Development

09 months

R 269 640.00

SW-7

       

Transport

2 months

R199 659,00

12

 

2 months

R199 659,00

9

  1. Northern Cape

Sports, Arts and Culture

29-Mar-23

R 12 915,12

3

Economic Development and Tourism

608 days

R2 855 247,04

15

 

295 days

R105 161, 60

3

 

175 days

R390 094,26

11

       

Education

742 days

R726 556, 25

PL

 

591 days

R471 972,00

PL2

 

494 days

R416 475,50

PL1

 

479 days

R425 678,50

PL2

 

228 days

R105 932,75

L5

 

228 days

R112 430, 05

L5

 

415 days

R673 175, 75

L10

 

57 days

R10 523

L4

 

43 days

R34 765,00

PL1

 

141 days

R152 199,50

L9

 

181 days

R207 603,00

PL1

 

70 days

R53 864,50

PL1

 

219 days

R165 084,50

PL1

Health

25months

R1 055 366,50

9

 

3months

R57 395,00

5

 

3months

R48 424,00

5

 

5 months

R78 495,60

3

 

2 months

R30 109, 19

4

 

2months

R408 030,42

OSD

 

157 days

R265 790,02

4

       

Roads and Public Works

4 months

R63 299, 00

5

 

4 months

R60 555,00

5

       

DAERDLR

36 months

R1 243 207, 52

8

       
  1. North-West
     

COGTA

79 days

R165 504,00

13

Community Safety

156

R115 764,35

6

Community Safety

71

R38 290 ,74

5

Economic Development

407 Days

R501 088,1

7

Education

161Days

R55 219, 50

2

 

212 days

R180 295, 50

PL 1

 

181 days

R234 628, 42

PL4

 

121Days

R35 977,50

6

 

121Days

R112 694,31

7

 

51 days

R29 548.62

PL1

 

12Days

R114 296.50

14

 

5Days

R96 850,00

13

       

Health

1148 Days

R4 742 038,59

12

 

1016 Days

R934 778,27

7

 

1016 Days

R1 207 441,13

9

 

1016 Days

R807 786,02

7

 

1016 Days

R1 198 167,36

8

 

885 Days

R656 293,87

12

 

430 Days

R1 019 954,29

12

 

252 Days

R625 308,17

12

 

484 Days

R339 262,96

13

 

58 Days

R50 083,24

6

       

Office of the Premier

234 Days

R62 602,58

13

       

Public Works and Roads

14 Months

R1171426,34

13

 

03 Month

R 241 298,40

13

 

03 Month

R 251 472,36

12

       
  1. Western Cape

159 days

R40 905,31

9

Cultural Affairs

61 days

R185 202,22

13

DSD

126 days

R60 688,11

4

 

123 days

R120 922,46

8

 

92 days

R91 759,43,

8

 

42 days

R20 102, 70

4

Health

34 days

R30 117,98

5

 

34 days

R37 815, 08

7

 

11 days

R17 428,95

9

       

Local Government

86 days

R297 890, 36

13

PO&CS

30days

R18 832,63

5

 

53 days

R30 190,40

5

       

Education

79 days

R94 996,95

8

 

376 days

R579 113,31

9

       

National Departments

  1. Duration

(ii)Cost of suspension(ii)

(c) SMS

Department of Sports, Arts and Culture

57 days

R63 757,00

12

Statistics South Africa

157 days

R104 626,22

6

Department of Water and Sanitation

72 days to date

R 65 193,52

9

South African Police Service

19/06/23 to date

R7 201,67

Band A

 

28/06/23 to date

R1 800,42

Band A

 

11/05/23 to date

R40 956,97

Band A

 

11/05/23 to date

R39 267,82

Band A

 

11/05/23 to date

R31 289,08

Band A

 

16/05/23 to date

R71 626,38

Band D

 

16/05/23 to date

R59 595,18

Band C

 

09/06/23 to date

R16 801,79

Band A

 

01/06/23 to date

R22 588,00

Band A

 

12/06/12 to date

R14 510,64

Band A

 

27/06/23 to date

R3 054,87

Band A

 

09/06/23 to date

R31 598, 08

Band D

 

27/06/23 to date

R2 476,24

5

 

21/06/23 to date

R7 637,18

Band A

 

15/05/23 to date

R35 709,04

Band A

 

23/05/23 to date

R31 398,13

Band A

 

08/06/23 to date

R26 715,85

Band C

Department of Cooperative Governance and Traditional Affairs

475 days

R1 808 694,58

14

Department of Correctional Services

06/03/23 to date

R16 224,26

5

 

01/10/21 to date

R318 368,41

15

 

01/10/21 to date

R198 286,86

13

 

01/10/21 to date

R202 323,61

13

 

28/03/23 to date

R11 211,14

5

 

21/12/23 to date

R30 332,84

5

 

13/01/23 to date

R64 218,58

5

 

20/02/23 to date

R41 812,38

5

 

09/01/23 to date

R45 021,07

5

 

13/01/23 to date

R83 013,09

5

 

12/04/23 to date

R61 503,12

5

 

11/05/23 to date

R25 737,53

5

 

19/05/23 to date

R21 619,53

5

 

11/05/23 to date

R25 737,53

5

 

29/05/23 to date

R34 168,90

7

 

25/05/23 to date

R18 531,02

5

 

11/04/23 to date

R104 305,24

7

 

31/03/23 to date

R66 884,65

5

 

31/03/23 to date

R66 884,65

5

 

31/03/23 to date

R47 951,78

5

 

03/03/23 to date

R43 066,54

5

 

26/04/23 to date

R33 458,79

5

 

23/03/23 to date

R10 389,48

6

 

12/01/23 to date

R23 278,29

5

 

12/01/23 to date

R23 278,29

9

 

04/04/23 to date

R15 442,52

5

 

14/06/23 to date

R8 580,82

5

 

05/06/23 to date

R19 219,73

6

 

19/05/23 to date

R12 062,58

7

 

13/04/23 to date

R55 012,41

5

 

18/04/23 to date

R42 309,60

5

 

26/05/23 to date

R34 538,10

6

 

27/03/23 to date

R51 439,54

5

 

10/05/23 to date

R27 351,37

8

 

10/05/23 to date

R59 860,31

7

 

15/03/23 to date

R89 799,05

5

 

06/02/23 to date

R69 959,80

5

 

09/12/22 to date

R46 842,31

5

 

23/12/22 to date

R102 820,03

8

 

03/11/22 to date

R79 405,60

7

 

14/10/22 to date

R159 059,07

12

 

04/11/22 to date

R41 812,38

5

 

31/03/23 to date

R35 577,62

7

 

18/01/23 to date

R29 659,32

7

 

12/02/23 to date

R13 402,65

5

 

20/06/23 to date

R6 919,10

5

 

13/03/23 to date

R36 509,56

5

 

04/04/22 to date

R61 370,04

7

 

06/06/23 to date

R19 219,73

5

 

28/06/23 to date

R1 609,15

7

 

23/06/23 to date

R4 532,19

5

 

03/04/23 to date

R69 763,86

7

 

11/04/23 to date

R64 994,59

7

 

06/06/23 to date

R23 317,40

9

 

19/05/23 to date

R22 134,28

5

 

20/05/23 to date

R22 542,66

5

 

26/04/23 to date

R50 740,08

5

 

26/04/23 to date

R50 740,08

5

 

26/04/23 to date

R77 466,28

8

 

26/04/23 to date

R35 395,89

5

 

15/05/23 to date

R62 700,96

CB4

 

08/02/23 to date

R64 191,65

7

 

07/03/23 to date

R86 431,41

6

 

20/03/23 to date

R106 809,57

9

 

09/11/22 to date

R61 400,32

5

 

28/11/22 to date

R63 243,25

5

 

28/10/22 to date

R71 800,29

5

 

15/09/22 to date

R45 687,48

5

 

15/08/23 to date

R43 063,69

5

 

08/08/22 to date

R57 8880,49

5

 

04/08/22 to date

R61 401,07

5

 

30/07/22 to date

R40 593,81

5

 

10/11/21 to date

R60 493,81

5

 

10/11/21 to date

R16 619,18

5

 

08/03/22 to date

R5 283,71

5

 

01/12/22 to date

R40 858,32

7

 

17/11/22 to date

R11 525,09

5

Department of Higher Education and Training

268 days

R669 775,10

13

 

268 days

R452 247,80

10

 

268 days

R386 108,91

10

 

268 days

R498 682,36

12

 

268 days

R342 747,83

3

 

219 days

R442 432,35

12

 

214 days

R528 714,22

12

 

212 days

R529 806,28

13

 

154 days

R181 011,85

9

 

126 days

R115 549,22

1

 

104 days

R42 345,90

3

 

107 days

R222 559,50

12

Government Printing Works

21/12/22 to date

R162 885,75

6

 

20/02/23 to date

R353 010,96

12

 

02/06/23 to date

R19 351,29

5

 

02/06/23 to date

R21 508,71

8

 

02/06/23 to date

R21 508,71

5

 

02/06/23 to date

R16 858,93

4

 

31/03/23 to date

R97 880,21

7

 

01/11/22 to date

R229 284,61

7

 

24/06/22 to date

R695 917,58

12

Independent Police Investigative Directorate

103 days

Not disclosed

9

 

103 days

Not disclosed

5

Department of Justice and Constitutional Development

825 days

R435 901,45

5

 

542 days

R2 125 501,17

SMS

 

548 days

R1 433 339,75

SMS

Department of Mineral Resources

305 days

R466 639,00

10

National Prosecuting Authority

456 days

R1 649 743,22

14

 

456 days

R557 892,50

9

 

348 days

R633 012,57

10

 

340 days

R456 438,05

9

 

248 days

R533 730,65

9

 

249 days

R297 745,23

9

 

220 days

R896 251,08

12

 

214 days

R264 509,32

7

 

218 days

R349 459,07

7

 

210 days

R261 794,20

9

 

200 days

R194 784,77

8

 

199 days

R421 653,71

11

 

192 days

R177 220,80

8

 

165 days

R208 316,06

9

 

127 days

R396 187,24

12

Department of Public Enterprise

342 days

R2 083 033

16

Department of Public Service and Administration

989 days

R4 374 399,82

15

 

211 days

Not disclosed

11

Department of Science and Innovation

983 days

R1 921 430.00

11

END

13 October 2023 - NW2780

Profile picture: Schreiber, Dr LA

Schreiber, Dr LA to ask the Minister of Public Service and Administration

What is the current status of the implementation of the Framework for the Professionalisation of the Public Sector?

Reply:

Since the approval of the Framework for the Professionalisation of the Public Sector by Cabinet in October 2022 the following has happened:

1. A Directive on its implementation has been drafted to guide Departments on how to go about implementing it. The Directive will be issued before the end of the current calendar year and will cover areas related to revisions on recruitment and employment management, human resource development, and performance management;

2. A partnership approach has been adopted where the DPSA is coordinating the implementation of the Framework with the support of the Public Service Commission (PSC), and the National School of Government (NSG);

3. The United Nations Development Programme (UNDP), has been engaged to provide technical support, as well as the development of an independent monitoring capacity for the implementation. To this end, a senior technical assistant resource has been appointed to specifically work on the Professionalisation Framework;

4. In August 2023, the Cabinet endorsed the guiding principles for revising the Performance Management and Development System (PMDS) specifically for Heads of Departments (HoDs). This revised PMDS will be implemented from the next cycle (1 April 2024) and will prioritise productivity, introduce objectivity, and provide a direct link between the performance of the institutions and that of the HODs and DDGs;

5. The revised set of Public Service Regulations has been consulted and a SEIAS assessment conducted. These will provide clarity on a number of definitions to improve interpretation and compliance.

From the above, it should be noted that the Framework comprises multiple pillars, with targeted interventions for phased implementation, which have commenced.

End

10 October 2023 - NW3063

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

(1)What (a) total number of (i) provincial and (ii) national departments appointed (aa) deputy directors-general (DDGs) and (bb) heads of department (HODs) since 1 January 2019 and (b) is the breakdown of the specified number for each (i) provincial and (ii) national department; (2) what (a) total number of (i) provincial and (ii) national departments have had acting (aa) DDGs and (bb) HODs for more than four years and (b) are the reasons that the specified departments have not advertised the specified positions?

Reply:

(1) (a) The total number of Deputy Directors-General (DDGs) appointments, omitting the Defence and State Security Agency, from January 2019 to September 2023 are as follows (source: PERSAL):

(aa) (i) Provincial departments: 238.

(ii) National departments: 241.

(bb) From January 2019 to 31 August 2023, Heads of Department (HODs) are as follows:

  • Provincial departments: 87.
  • National departments: 33 (including contractual extensions and role transitions).

(1)(b) For an in-depth analysis, please refer to Annexures A through D, which provide a detailed breakdown of the specified numbers for each (i) provincial and (ii) national department.

2. Acting appointments refer to temporary roles filled for a limited period and cannot be obtained through the PERSAL system. By governance structures, the management of acting appointments falls under the purview of respective national and provincial departments. The exclusive authority for disseminating acting information resides with the executive authorities overseeing the filling of temporary roles within the national and provincial departments.

End

10 October 2023 - NW3122

Profile picture: Komane, Ms RN

Komane, Ms RN to ask the Minister of Public Service and Administration

What measures and processes has her department implemented to balance qualifications, skills and work experience in senior management service positions to ensure competent persons are appointed in the specified positions?

Reply:

The Minister for Public Service and Administration (MPSA) has enacted a holistic strategy (measures and processes) through the 2016 Directive on Capacity Development, Compulsory Training Days, and Minimum Entry for the Senior Management Service (SMS). Serving as the cornerstone of the MPSA's initiatives, this Directive aims to infuse the public sector with agility and a focus on citizen welfare, underpinned by a steadfast commitment to the public good.

This Directive is a roadmap serving the norms and standards for fostering continual professional growth, giving precedence to robust human resource management and career progression across the multiple layers of public service. This emphasis is essential for sustaining a well-qualified and experienced senior management team. The Directive meticulously specifies the merit-based standards for entry into the SMS, including necessary qualifications, applicable experience, and the mandatory pre-entry certificate (Nyukela). These measures are expressly designed to embed appointments to SMS based on a balanced consideration of qualifications, skills, and work experience, resulting in an impartial, fair, and competent state administration.

END

10 October 2023 - NW3062

Profile picture: Gondwe, Dr M

Gondwe, Dr M to ask the Minister of Public Service and Administration

With reference to adopting the Framework towards the Professionalisation of the Public Sector, what measures has her department put in place to root out the practice of cadre deployment in provincial and national departments?

Reply:

Per the Public Service Act (PSA) of 1994, the Public Service operates under a merit-based recruitment and selection system, rendering cadre deployment non-applicable in filling vacancies. The MPSA has devised a three-tiered strategy for ensuring equitable, fair, and transparent appointments. Firstly, the PSA grants an executive authority the latitude to make appointments within national and provincial departments, contingent upon compliance with Sections 9 and 11(2) concerning merit-based recruitment. Secondly, Sections 65 and 67 of the Public Service Regulations, 2016, provide further specification and governance for such appointments. Lastly, the Executive Protocol unambiguously outlines the rules for appointing Heads of Departments and Deputy Director-Generals. Strict compliance with these three strategic elements is obligatory for all National and Provincial Departments, thus precluding any form of cadre deployment.

End