Questions and Replies

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15 December 2022 - NW4710

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Buthelezi, Mr EM to ask the Minister of Public Service and Administration

Whether, with reference to complaints by many members of the public about the poor care and demeaning attitudes of Public Service officials towards persons with disabilities, his department has any collaborative programmes in place with BlindSA to provide sensitivity training to Public Service staff at government service offices in order to address issues of stigmatisation and ensure that all South Africans receive equal and adequate assistance from government officials; if not, why not; if so, what are the relevant details?

Reply:

The unprofessional behaviour and conduct of Public Service officials towards persons with disabilities is unacceptable and must not be tolerated. The Bill of Rights protect our vulnerable citizens and public service officials are required to act in ways that uphold the dignity and humanity of all our citizens.

The Disability Rights Awareness Month (DRAM) 2022, was launched by the Department of Women, Youth and Persons with Disabilities on 3 November 2022. The theme for this year’s DRAM is titled “Empowering Persons with Disabilities through resourceful, sustainable and safe environments”. Government’s Disability Rights Awareness Campaign is part of the 365 days Calendar on disabilities to create more awareness about the disabilities, showcase gaps and challenges that are experienced in delivery of services for persons with disabilities, showcase inroads and achievements made to date by government in line with the MTSF priorities and forge further partnerships between persons with and without disabilities to support the social cohesion towards realization of disability inclusion in all our programs and all aspects of society.

The Department of Women, Youth and Persons with Disabilities and the National School of Government signed a Memorandum of Agreement on Disability Inclusion Training for public servants, on 3 November 2022. This training is aimed at empowering public servants in ensuring disability inclusion in their programmes and services of their departments.

The National School of Government has several training programmes in place to build awareness of these issues in public service officials. The compulsory programmes such as the “Championing Anti-discrimination in the Public Service”. The NSG has partnered with the UNFPA on “Achieving Disability Inclusiveness through Universal Access and Reasonable Accommodation” course. Furthermore, it offers “Know your Constitution” and “Ethics in the Public Service” as free courses. The NSG uses the specialised services to develop training materials that are accessible to officials who have barriers to learning.

End

15 December 2022 - NW4393

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

What is the (a) total number of staff employed and/or provided as departmental support in (i) his and (ii) the Deputy Minister’s private offices and (b)(i) job title and (ii) annual remuneration package of each specified person?NW552

Reply:

In June 2022 Cabinet approved the appointment of staff to support the Acting Minister linked to the acting term.

The 2 November 2022 amended Ministerial Handbook provides for the appointment of 14 staff in the Office of the Minister, which includes 5 support staff to be appointed by the department and 10 staff in the Office of the Deputy Minister, which includes 3 support staff to be appointed by the department.

(a) total number of staff employed and/or provided as departmental support in their private offices:

(i) Office of the Acting Minister, Mr TW Nxesi, MP = 13

(ii) Office of the Deputy Minister, Dr MCC Pilane-Majake, MP = 9

(b) (i) job title and (ii) annual remuneration package

Office of the Acting Minister

Job Title

Annual Remuneration Package

Staff appointed in the Office of the Minister

1

Chief of Staff

R1,308,051 all-inclusive package

R 84,420 PNP allowance

R 20,340 Non pensionable allowance

R1,412,811

2

Private and Appointment Secretary

R1,105,383 all-inclusive package

R 84,420 PNP allowance

R 20,340 Non pensionable allowance

R1,210,143

3

Community Outreach Officer

R766,584 all-inclusive package

R 19,680 Non pensionable allowance

R786,264

4

Receptionist

R 248,790 all-inclusive

R 19,200 PNP allowance

R 14,640 Non pensionable allowance

R282,630

5

Media Liaison Officer

R1,105,383 all-inclusive package

R 84,420 PNP allowance

R 20,340 Non pensionable allowance

R1,210,143

6

Parliamentary Officer

R1,105,383 all-inclusive package

R 84,420 PNP allowance

R 20,340 Non pensionable allowance

R1,210,143

7

Administrative Clerk

(Acting as Assistant Appointment and Administrative Secretary and receiving acting allowance accordingly)

R539,384 all-inclusive

R 84,420 PNP allowance

R 17,400 Non pensionable allowance

R641,204

Staff appointed by the department to provide support to the Office of the Minister

1

Driver/Messenger

R241,495 all inclusive

R 19,200 PNP allowance

R 14,640 Non pensionable allowance

R275,335

2

Food Aide Services

R146,858 all-inclusive

R 14,640 Non pensionable allowance

R161,498

3

Administration Support & Coordination

R766,584 all-inclusive package

R 19,680 Non pensionable allowance

R786,264

4

Parliamentary & Cabinet Support

R889,656 all-inclusive package

R 84,420 PNP allowance

R 19,680 Non pensionable allowance

R993,756

5

Registry Clerk

R248,790 all-inclusive

R 19,200 PNP allowance

R 14,640 Non pensionable allowance

R282,630

Internships

1

Intern

Stipend of R76,330

Office of the Deputy Minister

Job Title

Annual Remuneration Package

Staff appointed in the Office of the Deputy Minister

1

Head of Office

(Acting Head of Office, reassigned from within the Department. Only receiving PNP allowance contemplated in Clause XIX of PSCBC Res 3 of 1999 for support to the Member, in addition to her Director level salary paid by virtue of being on the same salary level)

R 84,420 PNP allowance

2

Private and Appointment Secretary

R908,502 all-inclusive package

R 84,420 PNP allowance

R 20,340 Non pensionable allowance

R1,013,262

3

Parliamentary and Cabinet Support

R766,584 all-inclusive package

R 84,420 PNP allowance

R 19,680 Non pensionable allowance

R870,684

4

Household Aide

(Acting as Receptionist and receiving acting allowances accordingly)

R248,790 all-inclusive

R 19,200 PNP allowance

R 14,640 Non pensionable allowance

R282,630

5

Acting Household Aide (Contract)

R175,587 all-inclusive

R 14,640 Non pensionable allowance

R190,227

6

Household Aide

R175,587 all-inclusive

R 14,640 Non pensionable allowance

R190,227

Staff appointed by the department to provide support to the Office of the Minister

1

Driver/Messenger

R208,091 all-inclusive

R 19,200 PNP allowance

R 14,640 Non pensionable allowance

R241,931

2

Food Aide Services

R146,858 all-inclusive

R 14,640 Non pensionable allowance

R161,498

Internships

1

Intern

Stipend of R76,330

END

15 December 2022 - NW3804

Profile picture: Gondwe, Dr M

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

(1)Whether, with reference to the reply of the Minister of Cooperative Governance and Traditional Affairs to question 2351 on 26 August 2022, it is the policy of his department to permit public servants to serve as councillors in municipal councils; if not, what is the position in this regard; if so, what are the relevant details; (2) whether the public servants who are currently serving as councillors had to obtain approval from their respective municipal councils to work in the public service; if not, what is the position in this regard; if so, what is the total number of public servants who serve as councillors whom obtained such permission?

Reply:

1. Policy that permits public service employees to serve as councillors in municipal councils

a) Participation of public service employees as candidates for elections and becoming members of municipal councils is regulated by section 36 of the Public Service Act, 1994 (PSA) and regulation 15 of the Public Service Regulations, 2016 (PSR).

b) Section 36(1) of the PSA provides that an employee can stand as a candidate for elections in a municipal council, but must comply with the public service code of conduct (Chapter 2 of the PSR) and any other prescribed limits and conditions.

c) Section 36(2) of the PSA provides that if an employee is elected as a full-time member of a municipal council, the employee will be deemed to have resigned from the public service.

d) Section 36(4) provides that an employee who has been elected as a part-time councillor may only remain an employee in the public service if such an employee complies with the provision of section 30(1) of the PSA. Section 30(1) of the PSA requires that an employee have the written permission of the Executive Authority of his/her department when the employee performs or engages in remunerative work outside his or her employment in the relevant department. The process for obtaining permission is outlined in the Directive on Other remunerative Work outside the Employee’s Employment in the Relevant Department, as Contemplated in Section 30 of the Public Service Act, 1994 (“Directive”, Nov 2016).

e) The provisions of section 36 is supported by regulation 15 of the PSR, which outlines the procedure to be followed by an employee who wants to stand as a candidate for elections. In terms of regulation 15 of the PSR, an employee is required to inform his/her head of department (HOD), in writing, about his/her intention to stand as a candidate for election a day after receiving the certificate issued by the Independent Electoral Commission (IEC). Furthermore, the employee should also submit the certificate from the IEC to the HOD. Employees are also required to take annual leave immediately after the certificate is issued as provided in regulation 15(2).

2. Approval for other remunerative work

a) Section 36(4) requires that a public service employee who is elected as a part-time member of a Municipal Council should comply with section 30 of the PSA. Section 30 of the PSA requires that an employee who would like to perform other remunerative work outside his/her employment in the relevant department should obtain written approval to perform other remunerative work from the Executive Authority of the department. This should be obtained before performing that other remunerative work. In deciding the request, the Executive Authority shall consider whether or not the outside work could reasonably be expected to interfere with or impede the effective performance of the employee’s function in the department concerned or constitute a contravention of the code of conduct.

b) In November 2016, the Minister for Public Service and Administration issued a Directive (see par 1(d)) prescribing the procedure to be followed by employees in applying to perform other remunerative work. In terms of the Directive, written approval is issued in a form of a certificate signed by the Executive Authority or delegated authority in the department.

c) Public service employees who are part-time councillors in the municipalities should, therefore, have an approval certificate as proof that they have obtained written permission to perform other remunerative work outside their employment in the department.

d) The Department of Public Service and Administration is in the process of collecting information from the affected Departments regarding whether employees have complied with section 36(4) of the PSA and regulation 15 of the PSR.

End

13 December 2022 - NW2988

Profile picture: Schreiber, Dr LA

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

Whether he and/or his department submitted a policy review document and/or any other government policy document to structures outside of the Government, either to private and/or external structures or structures of any political affiliation during the past five years; if not, what is the position in this regard; if so, (a) will he furnish Dr L A Schreiber with copies of all such documents and (b) what are the reasons that the Government documents were provided to each structure?

Reply:

There were no documents submitted to or shared with any structure outside of government unless the document is published for public consumption or public consultation in line with prescripts.

End

06 December 2022 - NW3750

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

What are the reasons that the toll-free number for reporting corruption to his department has gone unanswered for the past three months?

Reply:

The toll-free number for reporting corruption in Government as per Cabinet decision is 0800 701 701 and it operates from 08h00-04h30, five (5) days per week. According to the records, the toll-free number (0800 701 701) was in full service for the last three months. At least 324 complaints were registered in the past three months of the second quarter of 2022/23 financial year as indicated in the table below.

Table 1: Complaints reported through the NACH during the first and second quarter of 2022/2023 financial year

 

Q1

Q2

 

Provinces

Apr-22

May-22

June-22

July-22

Aug-22

Sep-22

TOTAL

Eastern Cape

1

2

4

3

2

0

12

Free State

2

0

0

1

1

0

4

Gauteng

9

13

9

5

6

18

60

KZN

1

3

5

0

0

4

13

Limpopo

1

4

3

3

1

2

14

Mpumalanga

5

3

0

0

1

2

11

North West

5

2

1

1

1

5

15

Northern Cape

1

1

1

1

1

0

5

Western Cape

5

3

4

1

1

1

14

Public Entity

62

96

53

25

33

62

331

National Departments

33

52

31

20

48

75

260

Grand Total

125

179

111

60

95

169

739

End

06 December 2022 - NW3341

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

(1)On what date did he attend the last meeting of any structure outside the Government in order to receive recommendations on the deployment of personnel in his department and/or entities reporting to him; (2) whether any appointments to his department and/or entities reporting to him were discussed during his attendance at any private forum and/or external structures to the Government; if not, what is the position in this regard; if so, what (a) are the details of appointments that were discussed and recommendations received and (b) other Government matters were discussed during the last meeting of any such forum?

Reply:

(1) The Acting Minister of Public Service and Administration was never part of any meeting that talks about any deployment in Public Service or any entity that is involved in recruitment or placement of employees in entire Public service or state owned enterprises. 

(2) The recruitment of employees in public service is done through corporate service which reports to the Accounting Officer. (b)The Minister never attended any forum or any meetings that discussed any appointments in public service or any entities within state owned enterprises.

End

06 December 2022 - NW3548

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

(1)With reference to the reply to question 1945 on 20 May 2022, (a) on what date were the Cuban doctors and engineers employed in the Republic and (b) where are the Cuban doctors and engineers employed and/or assigned to in the Republic; (2) (a) what type of employment contracts did the Cuban doctors and engineers conclude, (b) with which government departments have the Cuban doctors and engineers concluded employment contracts and (c) on what date do the employment contracts come to an end; (3) what (a) are the terms and conditions of the employment of the Cuban doctors and engineers and (b) benefits are they entitled to in terms of their employment in the Republic?

Reply:

Recruitment and appointments of public servants is a decentralised function in the public service. The appointments of these categories including employment contracts, terms and conditions of the employment which are processed by the immediate/relevant department as an employer. Therefore, the National Departments of Health and Public Works and Infrastructure are better suited to respond to the appointments.

End

06 December 2022 - NW3856

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

(1)With reference to his reply to question 2349 on 25 August 2022 that as at 1 May 2022 a total of 2 349 senior managers within the Public Service do not have the qualifications for the positions that they currently occupy, what has he found are the reasons that the number of senior managers without qualifications is so high especially in critical national departments such as (a) Justice and (b) Police; (2) whether, the fact that senior managers are not adequately qualified, he has found that it has an impact on the public administration, more especially on its ability to deliver quality services to the citizens of the Republic; if not, what is the position in this regard; if so, what are the relevant details; (3) whether his department will request the Public Service Commission to investigate the issue; if not, why not; if so, what are the relevant details?

Reply:

1. As of the end of September 2022, the number of SMS members whose requisite qualifications are not reflected in the PERSAL has gone down to 2188 from 2349 in May 2022. This is due to the fact that most departments are now updating this data onto the PERSAL since the Director-General issued a Circular HRD0301 in this regard. The fact that it is not yet mandatory to reflect the qualifications in the PERSAL when SMS members are appointed, could be one of the reasons why the numbers may seems high in certain departments, although that may not be the case.

2. The issue of poor service delivery in the public service is multidimensional and systemic and therefore, cannot be attributed to the less than 25% of the SMS members without the required qualifications within a staff complement of 1,3 million public servants. Most of them have acquired lots of workplace experience and knowledge that is contributing to service delivery improvement. There are continuous development initiatives that are mandated for senior managers to remain relevant in their scope of practice, thereby improving service delivery.

3. The Public Service Commission (PSC) is currently investigating this issue and has written to the Acting Minister for the Public Service and Administration, requesting some additional information on the subject matter and the department have responded accordingly. The PSC findings will therefore provide a clearer picture in this regard.

End

06 December 2022 - NW3935

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

(1)With reference to his reply to question 2351 on 26 August 2022, what is the breakdown of the (a) positions and (b) salary levels of the 281 public servants who were identified as serving as councillors of municipal councils; (2) (a) how and (b) on what date will his department establish whether the 281 public servants who have been identified as serving as councillors have complied with the applicable legal prescripts; (3) what number of the identified public servants who were elected as full-time councillors resigned from the Public Service with effect from the date immediately before assuming the position of municipal councillor; (4) what number of the identified public servants who were elected as part-time councillor obtained written permission from the relevant executive authority before assuming the position of municipal councillor; (5) what (a) disciplinary steps will his department take against the public servants who did not comply with the applicable legal prescripts in this regard and (b) steps will his department take to recover the remuneration received by public servants who failed to comply with the applicable legal prescripts in this regard?

Reply:

  1. The following table shows the breakdown of (a) positions and (b) salary levels of the 281 public servants who were identified as serving as councillors of municipal councils:

a) Position

b) Salary levels

Total #

Cleaner

02

4

General Assistant School

02

1

Child and Youth Care Worker Grade1

03

1

NA1 Nursing Assistant Grade 1

03

1

General Assistant

03

1

Road worker

03

2

Security guard Grade II

03

1

Security officer

03

6

Sports coordinator

03

2

Court interpreter

Not pacified

1

Intern

Not specified

1

ECD Practitioner - Public School

Not specified

1

Driver/Messenger: Circuit Management

04

1

Foreman: Ground services

04

1

NA2 Nursing Assistant Grade 2

04

1

Nutrition Advisor

04

1

Teacher

04

1

Clerk

05

1

Emergency Care Officer Grade 2

05

1

Forensic Pathology Officer Grade 1

05

1

Accounting clerk

05

1

Administration clerk

05

5

CB1Security Officer Grade 3

05

1

General Administration Clerk

05

1

Personnel Officer Grade 1 Senior

05

1

Provisioning Administration Clerk Senior

05

1

Senior Administration Clerk Grade II

05

7

Senior Personnel Officer Grade II

05

1

SN1 Staff Nurse Grade

05

2

CB 1 Security Officer Grade 1

06

1

Community Development Worker

06

1

Emergency Care Officer Grade 4

06

3

Lecturer

06

2

Malaria Surveillance Supervisor

06

1

Provisioning Administration Clerk Grade III Senior

06

1

Security Officer II Senior

06

1

Senior Administration Clerk

06

1

Teacher

06

8

CB1 3 Security Officer

07

1

Chief Admin Clerk Grade 1

07

1

Cultural Officer

07

1

Labour Relations Officer

07

1

Lecturer

07

2

Logistic Support Officer

07

1

PNA2 Professional Nurse Grade 1

07

4

Secretary Chief: MEC Support

07v

1

Supply Chain Management Practitioner

07

1

Social Worker Grade 1

07

2

Teacher

07

42

Asset Officer

08

1

CD A6 Community Development Practitioner Grade 3

08

1

Departmental Head

08

17

Employment Services Practitioner 2

08

1

Local Co-ordinator

08

1

Personnel Officer: Chief

08

1

Principal Road Safety Officer

08

1

Project Officer IASP Environment Management

08

1

Provincial Inspector Senior

08

1

Registration Clerk

08

1

Teacher

08

18

CB1 3 Security Officer Grade 1

08

2

Departmental Head

09

4

Deputy Principal

09

7

Director: Administration Assistant

09

1

Director: Assistant Gender (Siyanda)

09

1

Education Specialist Senior (FETI)

09

1

Principal P2

09

23

SW A8 Social Work Supervisor Grade

09

1

Teacher

09

4

Education Specialist (Office Based)

10

1

Education Specialist Deputy Chief (Office Based)

10

2

Education Specialist Senior (Office Based)

10

1

PNB3 Operational Manager Nursing (Speciality Unit)

10

1

Principal 2

10

11

Principal 3

10

17

Teacher Master

10

1

Deputy Director: HEST & HPM

11

1

Deputy Director: Parliamentary

11

1

Director: Administration Deputy

11

1

Portfolio Co-ordinator

11

1

Principal P3

11

3

Principal P4

11

4

Dentist Grade 3

12

1

Deputy Director

12

1

Deputy Director: Administration

12

1

Manager Information Services

12

1

Principal P4

12

2

Director: Logistics and Asset Management

13

1

Part-Time Teacher

Not specified

15

TOTAL

 

281

(2) (a)The Department of Public Service and Administration (DPSA) has written letters to departments with public servants employed as municipal councillors (b) in September 2022. These departments were requested to provide information by 14 October 2022 to the DPSA, through a standard reporting template, indicating the public servants in their employ who serve as municipal councillors.

(3) The DPSA has not established the number of identified public servants elected as full-time councillors who resigned from the Public Service with effect from the date immediately before assuming the position of municipal councillor. The reporting template that was shared with the affected departments did not include a request for this information.

(4) Only three departments with employees elected as municipal councillors provided information to the DPSA by the due date of 14 October 2022. The Department of Correctional Services and Gauteng Department of Human Settlements provided a nil report and the Kwa-Zulu Natal Department of Economic Development, Tourism and Environmental Affairs disclosed that two employees requested permission before assuming the position of part-time municipal councillor. One of the employees passed on.

The DPSA is monitoring all the implicated departments. The Department of Correctional Services and Gauteng Department of Human Settlements were given name lists to verify their nil reports and name lists were also shared with the following departments: Free State Department of Education, and KwaZulu-Natal Department of Cooperative Governance and Traditional Affairs.

The DPSA will make follow-ups with all the affected departments which have not yet provided information to the DPSA by the due date of 14 December 2022.

(5) (a) The DPSA cannot take disciplinary steps against the employees of other departments, but its own. Discipline management is a decentralised process and accordingly, each department has the responsibility to discipline its own employees. However, all relevant information was shared with the Accounting Officers of the identified employees, so that the departments can institute disciplinary action against their employees and report progress to the DPSA. The DPSA will monitor the situation and report on progress.

(b) The DPSA cannot take steps to recover the remuneration received by public servants from other departments who failed to comply with applicable legal prescripts. Disciplinary processes are invoked in terms of the provisions of the Disciplinary Code, Public Service Coordinating Bargaining Council Resolution 1 of 2003. This Code does not provide for a sanction such as the recovery of monies or for punitive fines. The recovery of money can therefore only be done when departments are using permitting prescripts outside the Discipline Management process, such as to litigate.

End

06 December 2022 - NW1589

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

Whether (a) her department and/or (b) entities reporting to her concluded any commercial contracts with (i) the government of the Russian Federation and/or (ii) any other entity based in the Russian Federation since 1 April 2017; if not, what is the position in this regard; if so, for each commercial contract, what are the (aa) relevant details, (bb) values, (cc) time frames, (dd) goods contracted and (ee) reasons that the goods could not be contracted in the Republic?

Reply:

The Department of Public Service and Administration (DPSA) and (b) the National School of Government, Centre for Public Service Innovation and the Office the Public Service Commission do not have any commercial contracts with the government of the Russian Federation or any other entities based in the Russian Federation since 1 April 2017.

(aa) N/A

(bb) N/A

(dd) N/A

(ee) N/A

End

06 December 2022 - NW4015

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Denner, Ms H to ask the Minister of Public Service and Administration

What are his department’s contingency plans to ensure continuous and uninterrupted service delivery to the public, in the event of prolonged strike action by Public Service employees?

Reply:

The Department of Public Service and Administration has developed a detailed Strike Management Plan, outlining the procedural requirements for a protected picket and strike. Picketing Rules have been concluded with organised labour. Measures to mitigate the impact of the strike have been put in place such as the establishment of the Strike Management Committees from National level and across all the departments. The Provincial Departments will be co-ordinated from the Offices of the Premiers. Reports pertaining to the strike will be collated on a daily basis and sent to the co-ordinating structure and then to the DPSA.

End

06 December 2022 - NW4135

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

(a) What are the relevant details regarding the (i) latest update on the Future of Work Ambassadors programme and (ii) selection process of the 33 graduates in the specified programme, (b) where have the graduates been placed and (c) what monitoring and evaluation plans have been put in place to track the progress and performance of the selected graduates?

Reply:

The Future of Work Ambassadors Programme is an initiative championed by the Department of Public Service and Administration (DPSA) in partnership with the Public Service Sector Education Authority (PSETA) and the National Youth Development Agency (NYDA). This programme is envisioned to contribute positively towards building a leadership pipeline for realising a capable, ethical and developmental public service in line with Chapter 13 of the National Development Plan and Priority 1 of the Medium-Term Strategic Framework.

The programme is fully funded by the PSETA, with the NYDA responsible for the recruitment process; HR-related matters including administration of the stipend over the 24-month period. The DPSA is responsible for the coordination, content creation and capacity building/training activities and placement of the candidates.

(a)(i) In terms of the latest update on the Future of Work Ambassadors programme, 33 candidates were appointed for the programme, four (4) resignations were received, where 3 of them left for greener pastures and one for personal reasons. One (1) candidate is currently on maternity leave. The ambassadors are exposed to job seeking skills, effective writing of resumes and practical exposure to the workplace, which makes them effective at looking for jobs and being attractive job seekers. Additionally, the Ambassadors are currently being exposed to:

  • Capacity building and training opportunities by the National School of Government (NSG);
  • A 6-month digital and soft skills online course provided by the United Nations Development Programme (UNDP);
  • Compulsory Induction Programmes for the Public Sector by the National School of Government (NSG); and
  • A structured leadership coaching and mentorship programme for 12 months run and coordinated by the DPSA.

(a)(ii) The selection process of the 33 graduates in the specified programme included the following process:

    • PSETA and DPSA defined the specific skills to be funded which were linked to the mandate of the Public Sector and PSETA;
    • Provincial and National Departments were requested through FOSAD to indicate interest and readiness to host Ambassadors;
    • All host departments were given an opportunity to select their qualification areas based on the prescribed list provided by PSETA, such as:
      • Financial and Supply Chain Management
      • Law
      • Risk Management
      • Human Resource Management
      • Communications
      • Marketing Management
      • Public Management
      • Public Administration
      • Internal Audit
    • The NYDA used the information to generate an advertisement which was posted on the SAYouth.mobi platform.
    • The candidates were then shortlisted virtually and interviewed through the NYDA with the involvement of representatives from host departments on the panel.
    • Candidates were appointed and placed based on the recommendations of the panel.

b) The 33 Future of Work Ambassadors were allocated as follows:

National and Provincial Departments

No. of Candidates

Department of Youth, Women and Persons with Disabilities

3

Department of Planning, Monitoring & Evaluation

2

Department of Cooperative Governance

2

KwaZulu-Natal Office of the Premier

2

National School of Government

4

Public Service Commission

1

Department of Public Service and Administration

5

Justice and Constitutional Development

3

Department of Public Enterprise

2

Department of Forestry, Fisheries and the Environment

2

Mpumalanga Office of the Premier

2

Limpopo Office of the Premier

3

Western Cape Office of the Premier

2

TOTAL

33

(c) A number of monitoring and evaluation tools have been put in place, including the following:

    • Regular meetings of the core partners (DPSA, NYDA and PSETA) to discuss progress of the project; key trends and emerging lessons;
    • The establishment of an interactive WhatsApp group where Ambassadors can engage the DPSA, PSETA and NYDA on issues they would like to raise and they provide peer support to each other;
    • The Ambassadors participate in bi-weekly virtual Live Learning Sessions on Fridays between 09h00 – 13h00. This allows them to receive immediate assistance should they be experiencing any challenges on the Digital Skills Platform.
    • Mentors and/or supervisors are also able to log onto the platform to track the progress of their candidates.
    • Monitored work plans guided by their Mentors and/or Supervisors that require a formal report and review every six months; and
    • Conducting regular check-in sessions with the Ambassadors; their Supervisors and/or Mentors.

The Future of Work Ambassadors Programme also features in the department’s 2022/23 Annual Operational Plan. This further enhances monitoring; ensures that the project is aligned and contributes towards the greater strategic goals of the department.

End

06 December 2022 - NW4147

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

What interventions has his department taken to (a) close existing gaps in the Public Service recruitment system and (b) prohibit government departments from appointing persons at a senior management level without the requisite qualifications, experience and competence?

Reply:

a) The Department of Public Service and Administration is currently consulting on the amendments to the Public Service Act, 1994 and the Public Service Regulations, 2016 to augment all challenges identified in different policy areas, not only limited to recruitment. Lessons learnt have been documented and will be applied in how the amendments are operationalised. Additionally, the DPSA continues to hold advocacy with departments on the implementation of policy.

b) The Public Service Act, 1994 and accompanying Regulations, is clear that any person, not only those in senior management must be fit and proper and meet the inherent requirements of a post to be appointed. The MPSA will continue writing to Executive Authorities of entities that are implicated to hold Accounting Officers accountable for any deviations that have not been authorised.

End

06 December 2022 - NW4303

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Denner, Ms H to ask the Minister of Public Service and Administration

(1)(a) Which (i) state departments have started rolling out lifestyle audits for their employees and (ii) employees are being audited and (b) what (i) total number of the specified lifestyle audits are (aa) in process and (bb) finalised and (ii) were the findings of the audits; what consequence management measures are being taken as a result of the audits?

Reply:

BACKGROUND

With the adoption of the Guide on implementing lifestyle audits in the Public Service, lifestyle audits for the Public Service became compulsory from 1 April 2021. When implementing the Guide, national and provincial departments follow a three step approach, starting with lifestyle reviews. When red flags (unexplained wealth, conflicts of interest, etc) are identified during this step, the department will move to the next step, which is lifestyle investigations. This step may lead to disciplinary action if an irregularity or wrong-doing was detected (and if action is required in terms of law and prescripts). When an investigation prove to be challenging, a department will move to the last step, namely a lifestyle audit. This step involves the utilisation of specialist auditors that will employ specialist tools to trace unexplained wealth (for example). Given the three step approach, the lifestyle audit process can end with a lifestyle review (when no red flags are identified). If investigations are conducted, the timeframe for completion will depend on the complexity of the case. There is therefore no due date for completion of lifestyle audits. However, lifestyle reviews are to be completed at the end of each financial year for members of the Senior Management Service, and every second year for other categories of employees.

RESPONSE:

1. (a) (i) State departments that have started to roll out lifestyle audits for their employees as at 31 October 2022 are listed below:

National departments: (27)

Basic Education, Civilian Secretariat for Police Service, Communications and Digital Technologies, Cooperative Governance, Correctional Services, Health, Government Technical Advisory Centre, Environmental Affairs, Forestry and Fisheries, Human Settlements, Home Affairs, International Relations and Cooperation, National Prosecuting Authority, National Treasury, National School of Government, Office of the Chief Justice, Office of the Public Service Commission, Planning, Monitoring and Evaluation, Public Enterprises, Public Service and Administration, Public Works and Infrastructure, Small Business Development, Social Development, Statistics South Africa, South African Police Service, Trade, Industry and Competition, Water and Sanitation.

Provincial departments: (47)

KwaZulu-Natal:

Arts and Culture, Community Safety, Economic Development, Tourism and Environmental Affairs (not completed), Health, Human Settlements, Office of the Premier (in progress), Provincial Treasury, Public Works, Social Development.

Gauteng:

Human Settlements, Sport, Arts, Culture and Recreation

North West:

Health, and Rural, Environment and Agriculture Development

Eastern Cape:

Cooperative Governance and Traditional Affairs, Community Safety, Office of the Premier, Rural Development and Agrarian Reform, Sport Recreation, Arts and Culture.

Limpopo:

Cooperative Governance, Human Settlements and Traditional Affairs, Provincial Treasury

Northern Cape:

Agriculture, Land Reform and Rural Development (SMS completed, rest in progress), Cooperative Governance Human Settlements and Traditional Affairs (in progress), Economic Development and Tourism, Social Development.

Western Cape:

Community Safety, Cultural Affairs and Sport, Economic Development and Tourism, Education, Environmental Affairs and Development Planning, Health, Human Settlements, Provincial Treasury, Social Development.

Mpumalanga:

Agriculture, Rural Development, Land and Environmental Affairs, Office of the Premier, Provincial Treasury, Public Works, Roads and Transport

Free State:

Agriculture and Rural Development, Cooperative Governance and Traditional Affairs, Economic Development, Tourism and Environmental Affairs, Health, Human Settlements, Office of the Premier, Provincial Treasury, Social Development, Sport Arts Culture and Recreation

(a)(ii) According to the reports received by the DPSA from State departments that have started to roll out lifestyle audits for their employees, the following employees are being audited:

  • Members of the Senior Management Service
  • Members of the Middle Management Service
  • Supply Chain and Finance employees

(b) (i) (aa) There are four departments which indicated the number of specified lifestyle audits that are still in process:

North West Department of Health – 1402 employees

Limpopo Provincial Treasury – 20 employees

Free State Department of Human Settlements – 2 employees

Northern Cape Department of Agriculture, Land Reform and Rural Development – 109 employees

(b) (i) (bb) Departments who detected no red flags during the lifestyle review process are regarded to have finalised their lifestyle audit process. All departments are expected to complete lifestyle reviews for SMS members at the end of each financial year, and that for the other categories at the end of the second year cycle when they are performing lifestyle audits on those employees. There are seventy (70) departments that have finalised their lifestyle review process which is the first step of the lifestyle audits. These departments did not identify any red flags i.e. unexplained wealth, conflicts of interest, etc. hence there were no referrals for investigation. As a result, the lifestyle review process was finalised.

1 (a) (ii) the following were the findings of the audit:

North West Department of Health – 1402 employees’ financial disclosures were still being reviewed.

Limpopo Provincial Treasury – 20 employees are investigated for non-declaration of vehicles, properties and directorship.

Free State Department of Human Settlements – 2 employees that are being investigated for alleged conducting business with the State.

Northern Cape Department of Agriculture, Land Reform and Rural Development – 109 employees’ financial disclosures were still being reviewed.

(2) The DPSA does not have the mandate to conduct lifestyle audits in the public service. The DPSA plays an oversight role in the implementation of lifestyle audits and provides implementation support to departments. The conducting of lifestyle audits is a decentralised function that must be carried out by the departments each financial year. As a result, departments will apply consequence management measures on the basis of the results of the lifestyle investigation and report outcomes to the Discipline Management Unit at the DPSA.

End

06 December 2022 - NW4335

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

With reference to his reply to question 3409 on 31 October 2022 in relation to the total number of public servants who are currently on suspension in the Public Service, what total number of the specified cases (a) involve a criminal offence and (b) were referred to the relevant law enforcement agencies?

Reply:

a) Of the 305 public servants who are currently on suspension in the Public service, four (4) cases involve a criminal offence. This was reported by the National Prosecuting Authority (NPA). No other reports were received by the DPSA or Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit (PAEIDTAU).

b) The four cases were referred by the NPA to the Directorate for Priority Crime Investigation (DPCI) for criminal investigations.

In terms of section 15 (5) (b) of the Public Administration Management Act, 2014 (PAMA), issues of misconduct emanating from criminal investigations must be reported to the Unit (PAEIDTAU) and the relevant head of institution for initiation and institution of disciplinary proceedings. In 2023, the PAIDTAU will continue to run advocacy programme to improve awareness and compliance with reporting.

End

06 December 2022 - NW4296

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

(1) With reference to his reply to question 3409 on 31 October 2022, in relation to the total number of public servants who are currently on suspension in the Public Service, (a) how long have each of the 305 public servants been on suspension, (b) what are the reasons for their suspension, (c) what positions do each of the public servants occupy in their respective departments and (d) has disciplinary action been initiated against them; (2) (a) what (i) total number of vacancies are currently in the Public Service and (ii) is the breakdown of the specified figure for each national and provincial department and (b) how long have the specified positions been vacant; (3) what total number of public servants to date have faced disciplinary action for unlawfully benefiting from the Social Relief of Distress (SRD) grant of R350 and/or any other grant administered by the SA Social Security Agency (SASSA); (4) what total number of public servants to date have been placed on suspension after unlawfully benefiting from the SRD grant of R350 and/or any other grant administered by SASSA? NW5229E

Reply:

(1) Information pertaining to the 305 public servants who are currently on suspension in the Public Service:
Find here: (i) National Departments:

05 December 2022 - NW3392

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

In light of the fact that communication and/or circulars from his department to other departments are issued without time frames, what (a) are the reasons for communications without time frames and (b) has he found to be the impact of the specified practice on accountability and commitment to adhere to legislative prescripts?

Reply:

Circulars are issued based on the provisions of an Act for a number of purposes including issuing instructions’ providing clarifications; information; guidance; rules; and/or background information on legislative or procedural matters. As Circulars are issued under the statutory power, they are binding, usually from the date of issue. As Circulars serve different purposes, there will be those with timeframes and those without. In the event where it is a requirement for timeframes, the circular/communication does indicate for the purposes of accountability and commitment. Those without timeframes are often about clarifications or for information sharing.

As mentioned in (a) above Circulars serve different purposes, and sufficient measures are put in place to ensure adherence, accountability and commitment from all those that they are the target audience.

End

05 December 2022 - NW3762

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

Whether a Senior Management Service (SMS) Pre-entry certificate (Nyukela) is an entry requirement for employment in the Public Service; if not, what is the position in this regard; if so, (a) who must ensure compliance and (b) what are the reasons that government departments are advertising SMS positions without the Nyukela requirement?

Reply:

The Nyukela is a requirement prior to a person being appointed into a SMS post. This is as directed by the Minister for the Public Service and Administration.

a) Heads of Department are required to ensure compliance. This includes ensuring that departments indicate Nyukela on the advert as a requirement prior to the appointment of a person to a SMS post.

b) Departments are required to include the Nyukela as a requirement for appointment when advertising an SMS post. When the DPSA notes that the matter is not addressed in an advertisement that is to be placed in the Public Service Vacancy Circular, it is duly referred back to the Department to correct.

End

05 December 2022 - NW3785

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

(1)Whether he will furnish Inkosi R N Cebekhulu with an update on the investigation of the Public Service Commission, especially on the matter of the 2 364 senior managers who have reportedly been found not to possess the relevant qualifications for the jobs that they occupy, with 1 211 senior managers employed at the national level and 1 153 at the provincial level; if not, why not; if so, what are the relevant details; (2) Whether any of the specified managers have been red-flagged for corruption and fraudulent practices; if not, what is the position in this regard; if so, what are the relevant details?

Reply:

(1) Whether he will furnish Inkosi R N Cebekhulu with an update on the investigation of the Public Service Commission, especially on the matter of the 2 364 senior managers who have reportedly been found not to possess the relevant qualifications for the jobs that they occupy, with 1 211 senior managers employed at the national level and 1 153 at the provincial level; if not, why not; if so, what are the relevant details;

(2) The Public Service Commission (PSC) has to date, requested information from the Acting Minister for Public Service and Administration (AMPSA) in order to be able to deal with the issue of SMS qualifications properly. The PSC will communicate its findings once information is received from the AMPSA and the analysis thereof is concluded.

End

05 December 2022 - NW3934

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

(1)With reference to his reply to question 2159 on 26 August 2022, what are the implications of the Public Service Regulations of 2016 for the over 2 000 senior managers in the Public Service who do not have qualifications for the senior management positions that they currently occupy; (2) what is the reason that the capturing of qualifications on PERSAL is not mandatory or compulsory for all public servants as this will assist his department in rooting out qualifications fraud in the Public Service; (3) what steps has his department, which is meant to be at the heart of the Republic’s administration, taken in order to (a) root out qualifications fraud in the Public Service and (b) ensure it gets a clear and concise picture of the qualifications of public servants?

Reply:

1. It should be noted that majority of senior managers were appointed prior to the implementation of the Public Service Regulations, 2016. As of 30 September 2022, the number of SMS members who were appointed on or after 1 August 2016 and who do not have the requisite qualifications for the positions that they are occupying is 599. Whilst qualifications are critical to the recruitment and selection of senior managers, these alone are insufficient because they cannot be used to infer competence

2. PERSAL is specifically designed for payment of employees’ salaries. It should be noted that although qualifications are captured on PERSAL system, this system does not verify the authenticity of the qualifications.

3. (a) In terms of Regulation 67 (9) (a and b) of the Public Service Regulations, before making a decision on an appointment or the filling of a post, an executive authority shall satisfy herself or himself that the candidate qualifies in all respects for the post and that his or her claims in his or her application for the post have been verified as directed by the Minister, and record that verification in writing.

b) Verification of qualifications is one of the selection process which is done before finalising the appointment. The National Qualification Framework Act imposes a duty on employers to verify any qualifications by submitting to SAQA before appointing prospective employees. It is therefore, the responsibility of Accounting Officers in the departments to verify, through the National Learner Database if the qualifications of SMS members they are appointing are authentic as PERSAL is not the system that verify the authenticity of the qualifications.

End

05 December 2022 - NW4000

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

(1)Whether his department has been monitoring the implementation of Regulation 13(c) of the Public Service Regulations and Regulation 8 of the Public Administration Management Act, Act 11 of 2014; if not, why not; if so, what has been the outcome of the specified monitoring; (2) what (a)(i) total number of public servants were found to be conducting business with the State as at 1 October 2022 and (ii) is the breakdown of the specified number for each national and provincial department and (b) is the salary level and position of each of the employees; (3) what (a) number of public servants have been subjected to disciplinary action for conducting business with the State to date and (b) has been the outcome of the disciplinary action taken in each case with regard to each of the national and provincial departments; (4) what (a) number of public servants are currently being investigated by the SA Police Service for conducting business with the State and (b) is the status of the investigations; (5) what number of public servants have been convicted for conducting business with the State as at the latest specified date for which information is available?

Reply:

1. The Department of Public Service and Administration (DPSA) has been monitoring the implementation of Regulation 13(c) of the Public Service Regulations and Regulation 8 of the Public Administration Management Act, Act 11 of 2014 since 2019. Since then, the DPSA is monitoring public service employees who are allegedly conducting business with the State, through the Central Supplier Database (CSD), on a monthly basis. The following were the outcomes of the monitoring process[1]:

  • As at the end of March 2019, 1068 public service employees were flagged on the CSD to be allegedly conducting business with the State. Out of the 1068, 270 employees were from the national departments while 798 were from provincial departments.
  • As at the end of April 2020, 1539 public service employees were flagged on the CSD to be allegedly conducting business with the State. Out of 1539, 428 were from national departments, whilst 1111 emanated from provincial departments.
  • As at end of January 2021, 484 employees were flagged on the CSD to be allegedly conducting business with the State. Out of this number, 126 were from national departments, whilest 358 came from the provincial departments.
  • As at the end of January 2022, 181 employee were flagged on the CSD to be allegedly conducting business with the State. A total of 44 employees were from national departments, whilst 137 were from provincial departments.

2. a.(i) As at 1 October 2022, a total number of 113 public servants were flagged to be allegedly conducting business with the State. When flagged by the DPSA, the information is shared with departments to verify if the identified employees are still in the Public Service and for departments to investigate if these employees are indeed conducting business with the State. As per the feedback received from departments, three (3) of these public servants are representing government in an official capacity in accordance to Regulation 13(c) of the Public Service Regulations, 2016 and one (1) individual was a part time political advisor (see Table with information obtained from PERSAL and the respective departments). Thus, only 109 public servants are considered to be allegedly conducting business with the State.

(ii) the breakdown of the specified number for each national and provincial department and salary level of each employee (position is not tracked on PERSAL) is shown on the table below:

.

National Department

(b) SALARY LEVEL

Total

Department

02

03

04

05

06

07

08

09

10

11

12

13

14

15

16

35

Trade Industry and Competition

                         

1

 

1

Status provided: The employee represents the department at the COEGA.

Agriculture, Land Reform, and Rural Development

                             

4 The employee’s salary levels are not specified.

Public Service and Administration

                     

1

     

2

Status provided: One (1) employee was part-time Special Adviser to the previous MPSA with the contract linked to the term of office.

Water and Sanitation

               

1

   

1

     

2

Higher Education and Training

     

2

 

1

 

1

1

 

1

1

     

8

The salary level of one (1) employee was not specified.

Correctional Services

           

3

1

     

2

 

1

 

8

The salary level of one (1) employee was not specified.

Transport

                         

1

 

1

Sport Arts and Culture

                     

1

     

1

Justice and Constitutional Development

                 

1

         

1

Statistical South Africa

                             

1 The salary level of one (1) employee was not specified.

Basic Education

                   

1

       

1

Science and Innovation

                     

1

     

3

Status report: Two (2) of the employees were appointed as Board members of the Biological and Vaccines Institute of SA (BIOVAC).

Government Communication and Information

                             

1 The salary level of one (1) employee was not specified.

Environment, Forestry and Fisheries

                         

1

 

1

                                 

Provincial Department

SALARY LEVEL

Total

Department

02

03

04

05

06

07

08

09

10

11

12

13

14

15

16

78

Eastern Cape (10)

                               

Cooperative Governance & Traditional Affairs

           

1

 

1

           

2

Education

                 

1

         

2

The salary level of one (1) employee was not specified.

Health

                   

1

2

     

3

Office of the Premier

                           

1

1

Provincial Treasury

                     

1

     

1

Roads and Public Works

                             

1 The salary level of one (1) employee was not specified.

Free State (4)

                               

Health

     

1

           

1

       

2

Provincial Treasury

                     

1

     

1

Education

           

1

               

1

                                 

Gauteng (3)

                               

Education

             

1

 

1

         

2

Health

 

1

                         

1

                                 

KwaZulu-Natal (17)

                               

Corporate Governance and Traditional Affairs

           

1

               

2 The salary level of one (1) employee was not specified.

Education

       

1

     

1

           

4 The salary level of two (2) employees were not specified.

Health

1

           

1

   

2

       

4

Transport

                             

5 The salary level of five (5) employee were not specified.

Office of the Premier

                     

1

     

1

Social Development

           

1

               

1

                                 

Western Cape (1)

                               

Transport and Public Works

                   

1

       

1

                                 

Northern Cape (16)

                               

Education

       

1

1

1

   

1

         

9 The salary level of five (5) employee were not specified.

Health

 

1

   

1

                   

2

Corporate Governance Human Settlements and Traditional Affairs

           

2

   

1

         

4 The salary level of one (1) employee was not specified.

Agriculture Environmental Affairs Rural Development and Rural Reform

                             

1 The salary level of one (1) employee was not specified.

                                 

Limpopo (7)

                               

Education

         

1

   

1

1

         

3

Corporate Governance Human Settlements and Traditional Affairs

           

1

               

2 The salary level of one (1) employee was not specified.

Health

     

1

           

1

       

2

                                 

Mpumalanga (19)

                               

Education

     

2

1

2

1

   

1

         

7

Health

     

1

                     

10 The salary level of nine (9) employees were not specified.

Provincial Treasury

                   

1

       

1

Public Works Roads and Transport

             

1

             

1

                                 

North West (1)

                               

Health

         

1

                 

1

                                 

 

3. (a) 35 public servants from national departments and 126 from provincial departments were subjected to disciplinary action (based on information provided by departments to the DPSA).

b) The outcome of the disciplinary action taken in each case with regard to each of the national and provincial departments are as follows[2]:

Nationally:

  • 18 final written warnings
  • 4 one month suspension without pay
  • 2 two months suspension without pay
  • 1 deceased
  • 4 under investigation
  • 4 not guilty
  • 1 awaiting the outcome of a hearing
  • 1 hearing scheduled

Provinces:

  • 1 written warning
  • 5 final written warning
  • 1 contract terminated
  • 2 indicated as in another department
  • 12 not charging
  • 28 out of service
  • 14 letters of intention to charge issued
  • 2 deceased
  • 4 not guilty
  • 33 pending
  • 8 withdrawn
  • 4 resignations
  • 1 dismissal
  • 2 appointing chairpersons
  • 8 under investigation
  • 1 retirement

 

(4)(a) Six (06) public servants are currently being investigated by the South African Police Service (SAPS) for conducting business with the State[3].

(b) Status of investigations:

  • One (1) case - 1st court appearance will be held on 24 November 2022.
  • Two (2) cases were postponed to 18 November 2022 and 16 January 2023, respectively.
  • One (1) case is with the Director for Public Prosecutions for decision.
  • In two (2) cases, investigating officers were tasked to source more information as per the Court.

(5) A total of seven (07) public servants have been convicted for conducting business with the State as at the latest date. One of the employees were convicted on two separate cases[4].

 

 

  1. Information obtained by matching PERSAL and the Central Supplier Database.

  2. Information were provided to the DPSA by the implicated departments.

  3. Information provided to the DPSA by the SAPS.

  4. The information was provided to the DPSA by the National Prosecuting Authority.End

05 December 2022 - NW4027

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

(1)What (a) measures has his department put in place to strengthen the implementation of the Batho Pele principles in the Public Service and (b) has been the impact of the non-implementation of the Batho Pele principles on the state of the Public Service in the Republic; (2)How often does his department monitor the implementation of and the adherence to the Batho Pele principles in the Public Service?

Reply:

1 Strengthening the implementation of Batho Pele principles remains a key priority for the government in building a citizen-centric society.

(a) To ensure that the Batho Pele principles remain valid and relevant, the DPSA has developed a revised Batho Pele revitalisation strategy that Cabinet endorsed in March 2022. The strategy requires the development and implementation of context-specific Batho Pele standards. These standards will ensure that public services are rendered in a specific, effective and efficient manner

(b) Reports from the Office of the Public Service Commission, which monitors adherence to Batho Pele Policy as per its Constitutional mandate to monitor, non-implementation of the Batho Pele principles and Constitutional Values and Principles, non-implementation can impact negatively on service delivery and citizen satisfaction.

2) Quarterly reports on the implementation of Batho Pele principles across the public service are prepared internally within the Department. The Department also uses the Batho Pele Forum which meets on a quarterly basis, to monitor and report on the implementation of Batho Pele with the public service. All these culminate in an annual status report on the implementation of Batho Pele and the level of adherence to the Batho Pele principles.

05 December 2022 - NW4137

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

With reference to the statement of his Deputy Minister at the Africa Public Service Day in which he acknowledged the uneven public service delivery to citizens across the Public Service, especially for almost forgotten remote rural areas in Limpopo, KwaZulu-Natal (KZN) and the Eastern Cape as a matter of priority, what are the full details of (a) the particular areas in Limpopo, KZN and Eastern Cape that were referred to and (b) how the prioritisation of service delivery to citizens in the identified areas is being actioned through specific interventions?

Reply:

a) Africa Public Service Day (APSD) event was celebrated under the stewardship of the African Union with the theme: “Building resilience in nutrition and food security on the African continent: Accelerate the human capital, social and economic development”.

The comment made by the Deputy Minister during APSD was referring in general to uneven public service delivery in remote rural areas in provinces compared to service delivery in urban and more populated areas of the country. There was thus no specific reference made to any specific service delivery area.

b) The District Development Model (DDM) is one of the initiatives that is used to ensure that public service delivery is prioritised in the areas that are lagging behind in public service delivery. The DDM is an intergovernmental and cooperative governance model, launched by the President in September 2019. The DDM is anchored in the development of a “One Plan” which aims to translate development priorities and objectives into spatial locations (district & metropolitan areas). The plan aims to provide synchronisation and alignment of strategic projects across all spheres of government, organs of state and the private sector, by prioritizing catalytic projects. Through this initiative plus the application of many other service delivery mechanisms (such as the Batho Pele standards, specific support interventions and operations management initiatives) the “almost forgotten” areas of service delivery will be prioritised.

End

05 December 2022 - NW4270

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Motsepe, Ms CCS to ask the Minister of Public Service and Administration

With reference to the toll-free numbers of the Public Service Commission for the public to report corruption, which often rings with no answer and has a recording machine for all calls, what are the reasons that (a) calls are not answered and (b) potential whistle-blowers are not called back as a response to the recorded calls?

Reply:

The National Anti-Corruption Hotline (NACH) is operating from 08h00-16h30 from Monday to Friday. The NACH has a day shift due to capacity constraints as the call centre is manned by only five (5) call centre agents. When all the agents are busy, the other calls will be in the queue are automatically directed to the recording facility. In the month of October 2022, 4093 incoming calls were received by the NACH and 4033 were answered. This is indication that a large volume of calls are answered.

In addition, the Public Service Commission (PSC) has installed a recording facility to allow whistle-blowers to leave messages after hours and over weekends as viable alternative. The call centre agents process the messages and make a follow up where the whistle-blowers provide contact details.

Recorded messages are downloaded from the recording facility and processed accordingly. In cases where whistle-blowers provided contact details, the PSC calls back. However, many whistle-blowers are reluctant to leave their contact details.

End

05 December 2022 - NW3761

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

Given that the Public Service Amendment Bill has been under consideration by his Ministry since 2018, (a) by what date does he envisage the specified Bill will be sent to Parliament and (b) what delays has he found in this regard?

Reply:

It is envisaged that the Public Service Amendment Bill will be tabled in Parliament in the 2022/2023 financial year.

The delay in processing the Public Service Amendment Bill was due to the fact that the Bill was extensively consulted, including consultations with organised Labour in the relevant bargaining councils. The Bill is currently at NEDLAC.

End

05 December 2022 - NW2350

Profile picture: Gondwe, Dr M

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

What (a) was the backlog of disciplinary cases in the Public Service in the (i) 2020-21 and (ii) 2021-22 financial years, (b) total amount did the specified backlog cost the State and (c) is the breakdown of the backlog in each (i) national and (ii) provincial department?

Reply:

(a)The breakdown in the number of backlog of disciplinary cases are as follows:

(i) 2020-21

1st Quarter 1627

2nd Quarter 2188

3rd Quarter and 1722

4th Quarter 1583

 

(ii) 2021-22

1st Quarter 2199

2nd Quarter 2614

3rd Quarter and 2428

4th Quarter 2986

Please note the backlog is calculated as cases that are taking more than 90 days to conclude which is the standard to finalise disciplinary cases in the Public Service.

(b) Backlogs on disciplinary cases do not necessarily cost the state money except showing the failure of departments in meeting the required standard of 90 day to finalise disciplinary cases.

(c) The breakdown of the backlog in each

(i) National

2020-21

1st Quarter 165

2nd Quarter 535

3rd Quarter 195

4th Quarter 196

2021-22

1st Quarter 619

2nd Quarter 978

3rd Quarter and 917

4th Quarter 1263

(ii) Provincial departments

2020-21

1st Quarter 1462

2nd Quarter 1653

3rd Quarter and 1527

4th Quarter 1387

2021-22

1st Quarter 1580

2nd Quarter 1636

3rd Quarter and 1511

4th Quarter 1723

End

30 November 2022 - NW3760

Profile picture: Komane, Ms RN

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

What measures has he and/or his department taken to encourage Accounting Officers to sign performance contracts and assessments to be in line with the regulatory framework for the Performance Management and Development System for Heads of Department?`

Reply:

The Department of Planning Monitoring and Evaluation (DPME) is responsible to oversee and coordinate the entering into performance agreements and the performance evaluations of Heads of Department (HoDs) in line with the Directive on the Performance Management and Development System (PMDS) for HoDs. The Department of Public Service and Administration (DPSA) regularly issues communiques on the PMDS, and specifically on performance contracting and assessments. In order to facilitate the signing of performance agreements, the Minister for the Public Service and Administration in June 2021 directed that the online PMDS system, hosted and maintained by the DPME, is compulsory from the 2021/2022 performance cycle. The details were communicated by DPSA Circular 11 of 2021.

The Director-General of the DPSA conducts quarterly engagements with provincial HoDs and heads of corporate services where among other things the issues of compliance with the PMDS for HoDs and members of the SMS are emphasised. The DPSA in conjunction with the DPME also regularly conduct capacity building workshops with HoDs on request from departments and provincial governments. The next such workshop is planned on 3 November 2022 with the Northern Cape Provincial Government.

End

10 November 2022 - NW3857

Profile picture: Steenhuisen, Mr JH

Steenhuisen, Mr JH to ask the Minister of Public Service and Administration

What (a) total number of staff members are employed in each (i) Minister and (ii) Deputy Minister’s office and (b)(i) are the names, (ii) job description and (iii) annual salary and/or full cost to taxpayer for each staff member?

Reply:

The DPSA does not have the information requested. It is recommended that the member pose the parliamentary question to each government department for a response.

End

10 November 2022 - NW3636

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Joseph, Mr D to ask the Minister of Public Service and Administration

By what date will the Government include the Khoisan on the Z83 application form and all government documents that deal with non-derogative cultural rights of persons in terms of equality according to Chapter 2 of the Constitution of the Republic of South Africa, 1996, with reference to section 39(1) to (3) of the Bill of Rights and sections 195 (1)(i) and 195 (2) of Chapter 10 of the specified Constitution?

Reply:

Government policy and processes aims to uphold the principles enshrined in the Constitution. The Z83 and requirements contained therein are aimed at assisting a selection committee to recruit. Aspects such a race and gender for example, as depicted on the form is requested for purposes of upholding national legislation such as the Employment Equity Act 55 of 1998. Documentation and or forms of any nature are subject to prescribed processes which include consultation and maintaining the principle of an inclusive South Africa.

End

31 October 2022 - NW2558

Profile picture: Gondwe, Dr M

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

(1) Whether, with reference to his reply to question 477 on 9 May 2022, his department has extended the deadline for senior managers to update their qualifications on the PERSAL system; if not, what is the position in this regard; if so, what are the relevant details; (2) at what stage will his department (a) employ punitive measures to address the issue of the slow pace of senior managers updating their qualifications on the PERSAL system and (b) conduct an investigation into the issue of senior managers within the Public Service who do not have the qualifications for the positions that they currently occupy?

Reply:

1. There was no extension provided to departments, departments are gradually responding to circular HRD0301 by updating data on PERSAL.

2. Below are the responses for question 2 (a) and (b):

a) PERSAL is specifically designed for payment of employees’ salaries. The capturing of qualifications on PERSAL is currently not mandatory and until such time, when capturing of qualification on PERSAL is made mandatory, the Department cannot employ any punitive measures.

b) The Department of Public Service and Administration continues to monitor compliance in terms of the implementation of the PSR, 2016 and the Directive on compulsory capacity development, mandatory training days and minimum entry requirements for members of senior management service. Individual letters are prepared to Head of Departments requesting them to provide proof of qualifications for Senior Managers who were appointed during the implementation of the Public Service Regulations, 2016 and the said Directive.

End

31 October 2022 - NW3409

Profile picture: Gondwe, Dr M

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

What (a)(i) total number of public servants are currently on suspension with full pay and at (ii) cost to the Government, (b) is the breakdown of the specified number of suspended public servants in each (i) national and (ii) provincial department and (c) number of such public servants hold senior positions within the Public Service?

Reply:

a) (i) Total number of public servants currently on suspension with full pay: 305

(ii) Cost to the Government: R 130 964 676,15.

b) (i) Breakdown of suspended public servants in National Departments:

Name of Departments

SMS Member (Level)

Number of Precautionary suspensions cases received

Total cost for Precautionary suspensions

Agriculture, Land reform and Rural Development

14

1

not indicated

Cooperative Governance

14

1

R 2,396,286.82

 

14

1

R 2,360,860.58

 

13

1

R 1,939,751.03

 

14

1

R 426,844.64

Correctional Services

15

1

R 309,095.63

 

13

1

R 182,511.67

 

15

1

R 238,714.49

Defence

0

1

R 356,171.50

Government Printing Works

0

1

R 22,752.59

Health

0

3

R 95,199.39

Higher Education and Training, Science & Innovation

0

12

R 2,549,231.00

Home Affairs

15

1

R 956,198.25

 

14

1

R 859,747.00

 

13

1

R 654,631.25

 

13

1

R 94,921.50

 

0

1

R 790,611.21

 

0

1

R 502,049.41

 

0

1

R 500,233.08

 

0

1

R 199,930.50

 

0

1

R 171,056.25

 

0

1

R 178,863.75

 

0

1

R 163,806.00

 

0

1

R 163,806.00

 

0

1

R 149,802.00

 

0

1

R 184,281.75

 

0

1

R 171,056.25

 

0

1

R 184,281.75

 

0

1

R 171,056.25

 

0

1

R 39,747.50

 

0

1

R 40,344.50

 

0

1

R 40,951.50

 

0

1

R 20,781.50

 

0

1

R 20,172.25

 

0

1

R 20,172.25

 

0

1

R 20,172.25

 

0

1

R 21,781.00

 

0

1

R 94,921.50

Independent police Investigative Directorate

13

6

R -

International Relations and Cooperation

0

1

R 3,158.38

Justice and Constitutional Development

0

1

R 642,798.67

 

0

1

R 1,773,149.72

 

0

1

R 2,654,793.91

Military Veterans

14

4

R 3,778,958.91

National Prosecuting Authority

14

1

R 292,528.70

 

 

1

R 235,925.36

 

 

1

R 53,470.45

Office of Chief Justice

0

1

R 2,985,711.13

 

0

1

R 94,841.55

Public Enterprises

16

1

R 28,734.95

Public Service and Administration

15

1

R 4,951,979.60

Public Works and Infrastructure

16

1

R 3,957,066.00

 

0

1

R 89,538.75

Science and Innovation

0

1

R 1,190,868,66

Water and Sanitation

0

3

R 15,651.08

The Presidency

13

1

R 215,374.05

TOTAL

19

79

R 40 257 345,63

       

(b) (i) Breakdown of suspended public servants in Provincial Departments:

Provinces

Provincial Departments

Number of Precautionary suspensions received

SMS

Total cost for Precautionary suspension

Eastern Cape

Cooperative Governance and Traditional Affairs

0

0

0

 

Community Safety

1

0

R 1,208,961.00

 

Economic Development, Environmental Affairs and Tourism

0

0

0

 

Education

0

0

0

 

Health

0

0

0

 

Human Settlements

0

0

0

 

Office of the Premier

0

0

0

 

Provincial Treasury

0

0

0

 

Roads and Public Works and Infrastructure

0

0

0

 

Rural Development and Agrarian Reform

0

0

0

 

Safety and Liaison

0

0

0

 

Social Development

0

0

0

 

Sport, Recreation, Arts and Culture

0

0

0

 

Transport

0

0

0

 

Total

1

0

R 1,208,961.00

Free State

Agriculture and Rural Development

3

0

R 2,659,259.57

 

Cooperative Governance and Traditional Affairs

0

0

R -

 

DESTEA

1

1

R 12,551.07

 

Education

1

0

R 187,885.70

 

Health

7

0

R 805,249.33

 

Human Settlements

2

1

R 2,381,250.03

 

Office of the Premier

0

0

R -

 

Police, Roads and Transport

0

0

R -

 

Provincial Treasury

1

0

R 48,087.60

 

Public Works & Infrastructure

2

0

R 145,487.54

 

Social Development

1

1

R 41,871.61

 

Sport, Arts, Culture and Recreation

0

0

R -

 

Total

18

3

R 6,281,642.45

Gauteng

Agriculture and Rural Development

0

0

R -

 

Education

4

 

 

 

Cooperative Governance and Traditional Affairs

 

 

 

 

Community Safety

3

0

R 117,978.71

 

Economic Development

7

3

R 5,650,621.08

 

E-Government

0

0

R -

 

Health

No report

No report

No report

 

Human Settlements

No report

No report

No report

 

Infrastructure Development

9

3

R 1,831,135.27

 

Office of the Premier

0

0

R -

 

Provincial Treasury

0

0

R -

 

Roads and Transport

No report

No report

No report

 

Social Development

0

0

R -

 

Sports, Arts , Culture and Recreation

No report

No report

No report

 

TOTAL

23

6

R 7,599,735.06

Kwazulu-Natal

Agriculture and Rural Development

6

1

R 1,517,725.00

 

Arts and Culture

0

0

R -

 

Community Safety

0

0

R -

 

Co-operative Governance and Traditional Affairs

3

1

R 2,380,756.00

 

Economic Development, Tourism and Environmental Affairs

2

2

R 819,973.00

 

Education

28

3

R 4,991,434.50

 

Health

22

1

R 3,305,739.53

 

Human Settlements

 

0

R -

 

Office of the Premier

4

2

R 6,509,741.00

 

Social Development

7

5

R 8,394,222.35

 

Sport and Recreation

0

0

R -

 

Provincial Treasury

0

0

R -

 

Public Works

1

1

R 3,376,082.40

 

Transport

2

2

R 2,235,369.80

 

Total

75

18

R 33,531,043.58

Limpopo

Agriculture and Rural Development

0

0

0

 

COGHSTA

0

0

R -

 

Education

0

0

R -

 

Health

9

0

R No cost indicated -

 

Limpopo Depart. of Economic Development, Environment and Tourism

0

0

R -

 

Office of the Premier

0

0

R -

 

Provincial Treasury

0

0

R -

 

Public Works, Roads and Infrastructure

0

0

R -

 

Social Development

0

0

R -

 

Sports, Arts and Culture

0

0

R -

 

Transport and Community Safety.

0

0

R -

 

Total

9

0

R -

Mpumalanga

Agriculture, Rural Development, Land and Environment Affairs

0

0

0

 

Community Safety, Security and Liaison

4

0

R 195,439.56

 

Co-operative Governance and Traditional Affairs

1

0

R -

 

Culture, Sports and recreation

0

0

R -

 

Economic Development and Tourism

0

0

R -

 

Education

5

0

R 2,132,884.31

 

Health

14

0

Not indicated

 

Human Settlements

0

0

0

 

Office of the Premier

2

0

R 509,482.95

 

Provincial Treasury

0

0

R -

 

Transport, Safety and Liaison

0

0

R -

 

Public Works, Roads and Transport

0

0

R -

 

Social Development

0

0

R -

 

Total

26

0

R 2,837,806.82

Northern Cape

Agriculture, Environmental Affairs, Rural Development and Land Reform

No report

No report

No report

 

Cooperative Governance, Human Settlements and Traditional Affairs

0

0

R -

 

Economic Development and Tourism

0

0

R -

 

Education

12

0

R 5,713,629.00

 

Office of the Premier

0

0

R -

 

Provincial Treasury

0

0

R -

 

Roads and Public Works

4

 

R 36,189.00

 

Sports and Arts and Culture

0

0

R -

 

Social Development

2

0

R 270,956.56

 

Health

10

0

R 18,740,641.63

 

Transport, Safety and Liaison

0

0

R -

 

Total

28

0

R 24,761,416.19

North West

Agriculture & Rural development

2

2

R 429,472.00

 

Arts , Culture Sports and Recreation

No report

No report

No report

 

Corporative Governance & Traditional Affairs

0

0

R -

 

Community Safety and Transport Management

0

0

R -

 

Economic Development Environment, Conservation & Tourism

1

0

R 210,805.23

 

Education

No report

No report

No report

 

Health

12

2

R 11,473,472.27

 

Human Settlements (New department)

0

0

R -

 

Office of the Premier

2

0

R 263,485.50

 

Provincial Treasury

0

0

R -

 

Public Works and Roads

1

0

R 167,346.62

 

Social Development

No report

No report

No report

 

Total

18

4

R 12,544,581.62

Western Cape

Agriculture

0

0

R -

 

Community Safety

5

4

R 672,487.25

 

Cultural Affairs and Sport

0

0

R -

 

Economic Development and Tourism

0

0

R -

 

Education

7

3

R 155,862.21

 

Environmental and Development Planning

0

0

R -

 

Health

11

0

R 473,464.83

 

Human Settlements

0

0

R -

 

Local Government

0

0

R -

 

Provincial Treasury

0

0

R -

 

Social Development

2

0

R 461,437.61

 

The Premier

3

0

R 178,891.90

 

Transport and Public Works

0

0

R -

 

TOTAL

28

7

R 1,942,143.80

 

Grand Total

226

38

R 90 707 330,52

c) Number of senior public servants on precautionary suspension: 57

NOTE: The information used for this response was obtained from the FOSAD reports sent to the DPSA as at 30 June 2022.

End

31 October 2022 - NW3411

Profile picture: Gondwe, Dr M

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

(a) What (i) total number of public servants were dismissed from employment in the (aa) 2019-20, (bb) 2020-21 and (cc) 2021-22 financial years and (ii) are the reasons that they were dismissed, (b) is the breakdown of the specified number of suspended public servants in each (i) national and (ii) provincial department and (c) number of such public servants held senior positions within the Public Service?

Reply:

a) The total number of public servants who were dismissed from employment:

(i) (aa) 2019-20 2525

(bb) 2020-21 2295

(cc) 2021-22 3002

(ii) Reason for dismissal:

Reason for dismissal

2019-2020

2020-2021

2021-2022

Alcohol/Narcotic abuse

1

0

0

Criminal offence

0

0

3

Desertion

332

280

354

Dishonourable discharge

288

221

208

Falsifying documents

0

1

3

Insubordination

2

0

0

Misconduct not indicated

1,896

1,786

2,424

Perjury

0

1

1

Poor work performance

2

0

0

Professionally unqualified

0

1

0

Unsatisfactory attendance

4

5

9

Data source: PERSAL

b) Breakdown of the specified number of suspended public servants:

(i) National Departments:

Name of Departments

SMS Member (Level)

Number of Precautionary suspensions cases received

Number of Precautionary suspensions cases finalised

Agriculture, Land reform and Rural Development

14

1

0

Basic Education

0

0

0

Civilian Secretariat for Police

0

0

0

Communications and Digital Technologies

0

0

0

Cooperative Governance

14

1

0

 

14

1

0

 

13

1

0

 

14

1

0

Correctional Services

15

1

0

 

13

1

0

 

15

1

0

Defence

0

1

0

Employment Law

0

0

0

Forestry, Fisheries and the Environmental Affairs

0

0

0

Government Communications & Information Systems

0

0

0

Government Pensions Administration Agency

0

0

0

Government Printing Works

0

1

0

Health

0

3

0

Higher Education and Training, Science & Innovation

0

12

0

Home Affairs

15

1

0

 

14

1

0

 

13

1

0

 

13

1

 

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

 

0

1

0

Human Settlement

0

0

0

Independent police Investigative Directorate

13

6

0

International Relations and Cooperation

0

1

0

Justice and Constitutional Development

0

1

0

 

0

1

0

 

0

1

0

Military Veterans

14

4

0

Mineral Resources and Energy

0

0

0

National School of Government

0

0

0

National Treasury

0

0

0

National Prosecuting Authority

14

1

0

 

 

1

0

 

 

1

0

Office of Chief Justice

0

1

0

 

0

1

0

Planning , Monitoring and Evaluation

0

0

0

Public Enterprises

16

1

0

Public Service and Administration

15

1

0

Public Service Commission

0

0

0

Public Works and Infrastructure

 

16

1

0

 

0

1

0

Science and Innovation

0

1

0

Small Business Development

0

0

0

Social Development

0

0

0

South African Police Service

0

0

0

Sports, Arts and Culture

0

0

0

Statistics South Africa

0

0

0

Tourism

0

0

0

Trade and Industry and Competition

0

0

0

Traditional Affairs

0

0

0

Transport

0

0

0

Water and Sanitation

0

3

0

Women , Youth and Persons with Disabilities

0

0

0

The Presidency

13

1

0

TOTAL

19

79

0

(ii) Provincial Departments:

Provinces

Provincial Departments

Number of Precautionary suspensions received

SMS

Eastern Cape

Cooperative Governance and Traditional Affairs

0

0

 

Community Safety

1

0

 

Economic Development, Environmental Affairs and Tourism

0

0

 

Education

0

0

 

Health

0

0

 

Human Settlements

0

0

 

Office of the Premier

0

0

 

Provincial Treasury

0

0

 

Roads and Public Works and Infrastructure

0

0

 

Rural Development and Agrarian Reform

0

0

 

Safety and Liaison

0

0

 

Social Development

0

0

 

Sport, Recreation, Arts and Culture

0

0

 

Transport

0

0

 

Total

1

0

Free State

Agriculture and Rural Development

3

0

 

Cooperative Governance and Traditional Affairs

0

0

 

DESTEA

1

1

 

Education

1

0

 

Health

7

0

 

Human Settlements

2

1

 

Office of the Premier

0

0

 

Police, Roads and Transport

0

0

 

Provincial Treasury

1

0

 

Public Works & Infrastructure

2

0

 

Social Development

1

1

 

Sport, Arts, Culture and Recreation

0

0

 

Total

18

3

Gauteng

Agriculture and Rural Development

0

0

 

Education

4

 0

 

Cooperative Governance and Traditional Affairs

 0

 

Community Safety

3

0

 

Economic Development

7

3

 

E-Government

0

0

 

Health

No report

No report

 

Human Settlements

No report

No report

 

Infrastructure Development

9

3

 

Office of the Premier

0

0

 

Provincial Treasury

0

0

 

Roads and Transport

No report

No report

 

Social Development

0

0

 

Sports, Arts , Culture and Recreation

No report

No report

 

TOTAL

23

6

Kwazulu-Natal

Agriculture and Rural Development

6

1

 

Arts and Culture

0

0

 

Community Safety

0

0

 

Co-operative Governance and Traditional Affairs

3

1

 

Economic Development, Tourism and Environmental Affairs

2

2

 

Education

28

3

 

Health

22

1

 

Human Settlements

 

0

 

Office of the Premier

4

2

 

Social Development

7

5

 

Sport and Recreation

0

0

 

Provincial Treasury

0

0

 

Public Works

1

1

 

Transport

2

2

 

Total

75

18

Limpopo

Agriculture and Rural Development

0

0

 

COGHSTA

0

0

 

Education

0

0

 

Health

9

0

 

Limpopo Depart. of Economic Development, Environment and Tourism

0

0

 

Office of the Premier

0

0

 

Provincial Treasury

0

0

 

Public Works, Roads and Infrastructure

0

0

 

Social Development

0

0

 

Sports, Arts and Culture

0

0

 

Transport and Community Safety.

0

0

 

Total

9

0

Mpumalanga

Agriculture, Rural Development, Land and Environment Affairs

0

0

 

Community Safety, Security and Liaison

4

0

 

Co-operative Governance and Traditional Affairs

1

0

 

Culture, Sports and recreation

0

0

 

Economic Development and Tourism

0

0

 

Education

5

0

 

Health

14

0

 

Human Settlements

0

0

 

Office of the Premier

2

0

 

Provincial Treasury

0

0

 

Transport, Safety and Liaison

0

0

 

Public Works, Roads and Transport

0

0

 

Social Development

0

0

 

Total

26

0

Northern Cape

Agriculture, Environmental Affairs, Rural Development and Land Reform

No report

No report

 

Cooperative Governance, Human Settlements and Traditional Affairs

0

0

 

Economic Development and Tourism

0

0

 

Education

12

0

 

Office of the Premier

0

0

 

Provincial Treasury

0

0

 

Roads and Public Works

4

 

 

Sports and Arts and Culture

0

0

 

Social Development

2

0

 

Health

10

0

 

Transport, Safety and Liaison

0

0

 

Total

28

0

North West

Agriculture & Rural development

2

2

 

Arts , Culture Sports and Recreation

No report

No report

 

Corporative Governance & Traditional Affairs

0

0

 

Community Safety and Transport Management

0

0

 

Economic Development , Environment, Conservation & Tourism

1

0

 

Education

No report

No report

 

Health

12

2

 

Human Settlements (New department)

0

0

 

Office of the Premier

2

0

 

Provincial Treasury

0

0

 

Public Works and Roads

1

0

 

Social Development

No report

No report

 

Total

18

4

Western Cape

Agriculture

0

0

 

Community Safety

5

4

 

Cultural Affairs and Sport

0

0

 

Economic Development and Tourism

0

0

 

Education

7

3

 

Environmental and Development Planning

0

0

 

Health

11

0

 

Human Settlements

0

0

 

Local Government

0

0

 

Provincial Treasury

0

0

 

Social Development

2

0

 

The Premier

3

0

 

Transport and Public Works

0

0

 

TOTAL

28

7

 

Grand Total

226

38

c) Number of SMS on precautionary suspension: 57

NOTE: The information used for this response was obtained from the FOSAD reports sent to the DPSA as at 30 June 2022.

End

13 October 2022 - NW3432

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Motsepe, Ms CCS to ask the Minister of Public Service and Administration

Whether he has been informed that departments are delaying pension payouts to retired employees, while the human resource offices want bribes in order to fast-track payment which is due to retired employees; if not, what is the position in this regard; if so, what steps have been taken to uproot the corrupt practice?

Reply:

The Acting Minister for the Public Service and Administration is not aware of the alleged unethical conduct by some human resources offices who want bribes in order to fast-track payment, which is due to retired employees. Employees who are approached to pay bribes, should report that immediately to the SAPS, as it is a criminal offence.

The affected employees can report the alleged corrupt practice to the National Anti-Corruption Hotline 0800 701 701 which is managed by the Public Service Commission, for investigation.

In addition, on 23 September 2022, the Department of the Public Service and Administration (DPSA) issued Circular 47 of 2022, attached herein, on the exit procedure to assist human resources personnel responsible for exits in the Public Service.

Furthermore, the Government Pensions Administration Agency (GPAA) is collaborating with the National School of Government (NSG) to introduce a module aimed at improving and fast-tracking exits in the Public Service.

End

13 October 2022 - NW3486

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

What total number of (a) public servants in each (i) national and (ii) provincial department have been found to be conducting business with the State as at the latest specified date for which information is available and (b) such public servants hold senior positions within the Public Service?

Reply:

a) Based on information obtained from the Central Supplier Database (as at the end of July 2022) and compared to information on the Personnel Salary System (PERSAL), 119 public service employees are registered on the Central Supplier Database with the purpose to tender for business with the State.

However, these 119 employees are not necessarily conducting business with the State. It is possible that some of the employees on the list may have resigned in the meantime, or that they belong to categories that are exempt from this prohibition (such as traditional leaders), or are serving as directors on boards of entities in an official capacity. In terms of Regulation 13(c) of the Public Service Regulations, 2016, employees may conduct business with the State, if they are doing so in an official capacity. Section 8 of the Public Administration Management Act extended the prohibition to special advisors.

To determine whether these employees are indeed conducting business with the State, the name list was shared with the respective departments, requesting them to verify if the employees are still in service, if they are conducting business with the State (be it in a private capacity or in an official capacity) and if any steps are taken against transgressors. In formal letters to the heads of these implicated departments, the DPSA requested the departments to provide monthly feedback on progress made regarding the identified cases, starting from 1 July 2022. The responses of departments received are indicated in the section under (i)). On 7 June 2022, the Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit (in the Department of Public Service and Administration (DPSA)), Police and National Prosecuting Authority convened a workshop for the implicated departments on how to proceed with investigating and prosecuting these cases.

(i) National departments: There are 29 public servants who have been found to be possibly conducting business with the State:

  • Agriculture, Land Reform and Rural Development - two public servants
  • Correctional Services - six public servants
  • Employment and Labour - one public servant
  • Higher Education and Training - two public servants
  • Home Affairs - two public servants
  • International Relations and Cooperation - one public servant
  • Justice and Constitutional Development - two public servants
  • Mineral Resources and Energy - two public servants
  • South African Police Service - four public servants
  • Public Service and Administration - two public servants (One was found to be a Special Advisor)
  • Public Works and Infrastructure - one public servant
  • Science and Innovation - two public servants (both were found to be serving in various Boards as representative of the department)
  • Trade, Industry and Competition - one public servant (the official is representing the DTIC at its entity, COEGA)
  • Transport - one public servant

(ii) Provincial departments: There are 90 public servants who are possibly conducting business with the State:

Eastern Cape has 16 public servants

  • Education - nine public servants
  • Health - four public servants
  • Office of the Premier - one public servant
  • Sport, Recreation, Arts and Culture - one public servant
  • Transport - one public servant

Free State has 6 public servants

  • Education - four
  • Health - one
  • Provincial Treasury - one

Gauteng has 7 public servants

  • Education - two
  • Health - four
  • Human Settlements - one

KwaZulu-Natal has 16 public servants

  • Agriculture and Rural Development - one
  • Education - four
  • Health - six
  • Transport - five

Limpopo has 12 public servants

  • Co-operative Governance Human Settlements and Traditional Affairs - two
  • Education - five
  • Health - five

Mpumalanga has 19 public servants

  • Community Safety, Security and Liaison - one
  • Education - seven
  • Health - eleven

North West has 1 public servant

  • Health - one

Northern Cape has 11 public servants

  • Agriculture Environmental Affairs, Rural Development and Land Reform - two
  • Economic Development and Tourism - one
  • Education - three
  • Health - five

Western Cape has 2 public servants

  • Education - one
  • Health - one

2. In provincial departments, three (3) public servants on senior management level (positions ranging from Salary level 13 to 16) were found to be possibly conducting business with the State. In National departments, eight (8) public servants held senior positions. As indicated, the figure is still to be verified with the affected departments.

End

12 October 2022 - NW2933

Profile picture: Gondwe, Dr M

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

(1)With reference to the reply to question 1102 on 17 May 2022, on what dates were each of the Chief Directors, currently earning a salary at level 15, appointed at the specified salary level at the (a) national and (b) provincial level; (2) what are the reasons that the Chief Directors in the (a) Kwa-Zulu Natal Department of Health and (b) Gauteng Department of Sport, Arts, Culture and Recreation are earning a salary at level 16; (3) what are the reasons that heads of department in some provincial departments are earning a salary at level 15 and in other provinces they are earning a salary at level 16; (4) What are the reasons that the project manager in the Department of Education is earning a salary at level 16?

Reply:

1. The dates on which each of the Chief Directors, currently earning a salary at salary level 15, were appointed on this salary level at the (a) national and (b) provincial level are indicated in the table below:

Dates on which each of the Chief Directors earning a salary at salary level 15 were appointed on that level

as on 28 February 2022

Province

Department

Component

Job title

Event date

         

Eastern Cape

Education

 

Chief Director: Financial Management Services

2021-10-01

Free State

Office of the Premier

 

Chief Director

2006-01-01

Gauteng

Human Settlements

 

Chief Director

2013-12-01

 

Office of the Premier

 

Chief Director

2010-08-01

       

2014-04-01

 

Provincial Treasury

Infrastructure Financing Agency

Chief Director

2013-09-01

     

Chief Director: Project Finance

2016-11-01

   

Provincial Treasury

Chief Director

2000-11-01

KwaZulu-Natal

Finance

 

Chief Director: Municipal Finance

2010-12-01

 

Public Works

 

Chief Director: Corporate Services

2003-05-01

Limpopo

Economic Development, Environment and Tourism

 

Chief Director: Commercial Operation

2017-06-01

National

Agriculture, Land Reform and Rural Development

 

Chief Director: Monitoring & Evaluation

2009-12-01

     

Chief Director: National Rural Youth Service Corps

2010-12-01

     

Chief Director: Policy Research

2012-04-01

 

Basic Education

 

CD: Strategic Planning Research & Co-Ordination

2011-10-01

 

Environment, Forestry and Fisheries

 

Chief Director L14

2008-04-01

       

2012-01-01

       

2012-04-01

 

Government Communication and Information System

 

Chief Director: Content And Writing

2009-04-01

     

Chief Director: Entity Oversight

2015-07-01

     

Chief Director: Provincial And Local Liaison

2013-03-01

 

Health

 

CD: CCOD & Occupational Health

2014-12-19

     

Chief Director

2010-04-01

 

Mineral Resources and Energy

 

Chief Director: Economic Growth & Global Relations

2014-06-11

 

National Treasury

Government Technical Advisory Centre

Chief Director: Financial Management

2008-12-01

     

Chief Director: Transaction Advisory Services

2007-09-01

   

National Treasury

Chief Director: Legal Tax Design

2014-05-01

     

Chief Director: Legislation

2008-07-01

     

Chief Director: Regulatory Impact Assessment

2005-11-01

     

Chief Director: Tax Specialist

2009-01-26

     

Chief Director: Technical Support Services

2013-09-01

     

Chief Director: Information Technology

2012-02-01

     

Chief Director: Legal Services

2012-04-01

 

Planning, Monitoring and Evaluation

 

Chief Director: Education & Skills

2010-08-01

     

Chief Director: Frontline Monitoring & Support

2016-12-01

     

Chief Director: Health

2013-04-01

     

Chief Director: Social Cohesion Protection & Gender

2011-04-01

 

Public Service and Administration

 

Chief Director: Human Resource Development.

2012-12-01

 

Statistics South Africa

 

Chief Director: Price Statistics

2012-05-01

     

Chief Director: Programme Office

2002-05-01

 

Trade, Industry and Competition

 

Cd: Investment Promotion & Facilitation

2015-04-01

     

Chief Director: Consumer And Corporate Regulation

2014-05-01

Western Cape

Transport and Public Works

 

Chief Director

2001-02-01

Data source: PERSAL

2. The reason why the KwaZulu Natal Department of Health is paying the Chief Director: IDMTS on salary level 16 is because an offer of employment was made to him, by the Development Bank of South Africa, on a salary package which fell within salary level 16 in the Public Service. In order to retain his services, a counter-offer was made by the department on the nearest higher salary package compared to the offer received.

The Chief Director in the Gauteng Department of Economic Development, paid on salary level 16, was appointed as the Chief Executive Officer (CEO) of the Cradle of Humankind World Heritage Site and Dinokeng Projects on 1 January 2022. This was done in accordance with the approved organisational and salary structure below:

3. The appointments of heads of departments on salary level 15 and others on salary level 16 is based on the service delivery model of the departments. Furthermore, the size of the departments is also taken into consideration, including client group, geographical distribution and the availability of funds within the Department. As a result, the upgrading of the Head of the Department leads to the upgrading of the lower level posts including the performer level and such leads to an increase in the compensation of employees (CoE), hence the discrepancies of salary levels.

4. This information resides with the Department of Basic Education and will be submitted to the Honourable Member as soon it is available.

End

21 September 2022 - NW2744

Profile picture: Gondwe, Dr M

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

(a) By what date does he envisage will a Head of Administration for the Public Service be appointed to manage the career incidents of (i) Heads of Department (HODs) and (ii) Directors-General (DGs) and (b) will the specified appointment be done before and/or after the coming into effect of the policy proposal to increase the term of office for HODs and DGs from the existing 5 years to 10 years, subject to performance?

Reply:

(a) & (b) (i) (ii) The role of a Head of the Public Service is provided for in legislative amendments to the Public Service Act, 1994. The draft Public Service Amendment Bill envisages this role to be undertaken by the Director-General in the Presidency to, amongst others, support the President in managing the appointment and career incidents of national heads of department. The processing of the Public Service Amendment Bill is underway and it is anticipated that the Bill will be submitted to Parliament in the 2022/2023 financial year. As an interim measure, the Director-General in the Presidency has already been tasked with this role and support in this regard has been provided for in the Presidency. The matter related to tenure is still subject to consultation. The research and the policy development to inform the tenure of heads of department is still underway as part of the project on the professionalization of the Public Service. Once completed, the necessary amendments will be factored in the further amendment to the Public Service Act.

End

21 September 2022 - NW2447

Profile picture: Zungula, Mr V

Zungula, Mr V to ask the Minister of Public Service and Administration

(1)What total number of non-citizens have been employed by the State since 2021; (2) are such employees in scarce skills sectors; if not, what is the position in this regard; if so, (3) is the employment of such employees a result of a thorough countrywide skills search; if not, what is the position in this regard; if so, what are the relevant details?

Reply:

(1) According to PERSAL for 2021/2022, the total number of foreign nationals appointed are 1901. It must be noted that PERSAL is limited in terms of statistics specifically in circumstances where persons may have dual citizenship.

(2) Of the 1901 majority, 1475, are in Professional posts (Occupational Specific Dispensation).

(3) The policy on the utilisation of foreign nationals to address human resource and skills needs in the public service advocates to provide mandates and processes according to which departments can address their human resource and skills needs in respect of critical occupations and critical skills by utilising foreign nationals. In terms of section 10(1)(a) of the Public Service Act, 1994 no person shall be appointed permanently to a post unless he or she is a South African citizen or permanent resident. Foreign nationals who are not in possession of a permanent residence permit may therefore only be employed temporarily in departments. The central principle is that the employment of South African citizens and permanent residents must receive preference and the utilisation of foreign nationals through their appointment in Public Service departments must be effected as a last resort.

End

21 September 2022 - NW2515

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Denner, Ms H to ask the Minister of Public Service and Administration

(1) (a) What (i) total number of employees of his department are currently working from home, (ii) number of such employees have special permission to work from home and (iii) are the reasons for granting such special permission and (b) on what date will such workers return to their respective offices; (2) whether he will make a statement on the matter?

Reply:

(1)(a)(i) One (1) employee of the Department of Public Service and Administration is currently partially working from home.

(ii) The employee has special permission to work from home,

(iii) The reason for granting such special permission is health experts.

(1)(b) it is expected that the employee will be returning to the office on a full-time basis in January 2023 as per the recommendation the health expects.

(2) I do not have any objection to making a statement on the matter.

End

21 September 2022 - NW2644

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

(1) Whether he will furnish Dr L A Schreiber with a copy of the latest version of the Guide for Members of the Executive, also known as the Ministerial Handbook; if not, why not; (2) on what date (a) was the Ministerial Handbook last revised and (b) did it come into operation?

Reply:

(1) The Guide for Members of the Executive is publicly available of the website of the Department of Public Service and Administration and is available to Dr Schreiber. (2)(a) The Guide for Members of the Executive was last amended on 13 April 2022; and (b) The last amended Guide for Members of the Executive came into operation on 13 April 2022.

End

21 September 2022 - NW2743

Profile picture: Gondwe, Dr M

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

(1)What (a) informed the policy proposal of increasing the term of office for Heads of Department (HODs) and Directors-General (DGs) to 10 years from the existing five years, subject to performance and (b) will be the impact of the specified policy proposal on the existing performance management development system of (i) HODs and (ii) DGs; (2) whether his department conducted a study and/or benchmarking exercise to arrive at the policy proposal; if not, what is the position in this regard; if so, what are the relevant details; (3) (a) how will the policy proposal benefit the Public Service and (b) by what date is the policy proposal likely to come into effect and/or be implemented; (4) whether the proposed amendment of the Public Service Act, 1994, will provide for the appointment of a Head of Administration in the Office of the President to manage the career incidents of DGs; if not, why not; if so, what are the relevant details?

Reply:

1. (a) (i) (ii) A decision has not yet been taken on whether the term of office for Heads of Department (HODs) should be increased or not. Research and internal consultations are ongoing. This includes recommendations from the National Development Plan (NDP, 2012) which highlights the importance of the stability of the administrative leadership of the Public Service as well as a stable political-administrative interface on the performance of State institutions and for effective service delivery. The initial intent of a 5-year contract was to ensure that there is synergy in terms of the MTEF and MTSF to improve planning and execution of budgets and strategy. Experience has shown that this practice is often not aligned, as HoDs exit the system for various reasons and new ones come in more often than not in the middle of these cycles. Incumbents in HoD posts should ideally be in a position beyond the tenure of the political head for purposes of business continuity and delivery of the mandate.

(b)(i)(ii) Noting that the PMDS policy for HoDs require annual performance contracting and assessment, it is unlikely that changes to the tenure of HoDs will impact policy changes to the PMDS. It should be noted that measures to improve the performance of HODs and the rest of the Public Service are an ongoing process. The Department is however reviewing the Performance Management and Development System for the entire Public Service, including for HODs to ensure that the administrative capacity at DG level becomes about their capability; performance and capacity to manage and deliver.

2. Yes, research was conducted. This research considered data of DGs and HoDs from 1994 in terms of the measures that contributed to long lasting contracts, institutional performance and stability. The research conducted presented the option to keep the five (5) year contracts or increase them. Further consultations held on the outcome of the research, encouraged different schools of thought in the context of the research. This gave rise to considering the tenure with the options to retain the 5-year contracts or consider longer contracts with stricter performance reviews. Benchmarking was also conducted on the tenure of HoDs around the world and the impact on service delivery and performance of both the institution and the HODs.

3. (a) The intended impact is likely to be improving the stability at the leadership level which will in turn improve the operational and service delivery output of a department. As reported in 2 above, research has shown that where there is stability at the HOD level, the operational and organisation performance increases.

(b) This is a policy position which is being considered as part of the professionalization of the Public Service, there is no date, at this stage for implementation and a decision regarding the tenure of HoDs needs to still be formalised. The work related to this is in progress and still being consulted.

4. The amendments to the Public Service Act, 1994 consider the proposals made pertaining to same and an Amendment Bill is being proposed with due regard to the functions expected from the Head of Public Service. The consideration for longer term contracts go hand in hand with the original powers to be given to a HoD and the involvement of the Head of Public Service to support the President in the management of career incidents of Heads of Departments and at Provincial level the DG of the Province supporting the relevant Premier.

End

12 September 2022 - NW2257

Profile picture: Gondwe, Dr M

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

(1)With reference to the reply to question 1102 on 17 May 2022, on what dates were each of the Chief Directors, currently earning a salary at level 15, appointed at the specified salary level at the (a) national and (b) provincial level; (2) what are the reasons that the Chief Directors in the (a) Kwa-Zulu Natal Department of Health and (b) Gauteng Department of Sport, Arts, Culture and Recreation are earning a salary at level 16; (3) what are the reasons that heads of department in some provincial departments are earning a salary at level 15 and in other provinces they are earning a salary at level 16; (4) what are the reasons that the (a) Chief Executive Officer and (b) Chief Technology Officer in the National Department of Co-operative Governance are earning a salary at the same salary level as the (c) Director-General for Co-operative Governance?

Reply:

1. The dates on which each of the Chief Directors, currently earning a salary at salary level 15, were appointed on this salary level at the (a) national and (b) provincial level are indicated in the table below:

Dates on which each of the Chief Directors earning a salary at salary level 15 were appointed on that level

as on 28 February 2022

Province

Department

Component

Job title

Event date

         

Eastern Cape

Education

 

Chief Director: Financial Management Services

2021-10-01

Free State

Office of the Premier

 

Chief Director

2006-01-01

Gauteng

Human Settlements

 

Chief Director

2013-12-01

 

Office of the Premier

 

Chief Director

2010-08-01

       

2014-04-01

 

Provincial Treasury

Infrastructure Financing Agency

Chief Director

2013-09-01

     

Chief Director: Project Finance

2016-11-01

   

Provincial Treasury

Chief Director

2000-11-01

KwaZulu-Natal

Finance

 

Chief Director: Municipal Finance

2010-12-01

 

Public Works

 

Chief Director: Corporate Services

2003-05-01

Limpopo

Economic Development, Environment and Tourism

 

Chief Director: Commercial Operation

2017-06-01

National

Agriculture, Land Reform and Rural Development

 

Chief Director: Monitoring & Evaluation

2009-12-01

     

Chief Director: National Rural Youth Service Corps

2010-12-01

     

Chief Director: Policy Research

2012-04-01

 

Basic Education

 

CD: Strategic Planning Research & Co-Ordination

2011-10-01

 

Environment, Forestry and Fisheries

 

Chief Director L14

2008-04-01

       

2012-01-01

       

2012-04-01

 

Government Communication and Information System

 

Chief Director: Content And Writing

2009-04-01

     

Chief Director: Entity Oversight

2015-07-01

     

Chief Director: Provincial And Local Liaison

2013-03-01

 

Health

 

CD: CCOD & Occupational Health

2014-12-19

     

Chief Director

2010-04-01

 

Mineral Resources and Energy

 

Chief Director: Economic Growth & Global Relations

2014-06-11

 

National Treasury

Government Technical Advisory Centre

Chief Director: Financial Management

2008-12-01

     

Chief Director: Transaction Advisory Services

2007-09-01

   

National Treasury

Chief Director: Legal Tax Design

2014-05-01

     

Chief Director: Legislation

2008-07-01

     

Chief Director: Regulatory Impact Assessment

2005-11-01

     

Chief Director: Tax Specialist

2009-01-26

     

Chief Director: Technical Support Services

2013-09-01

     

Chief Director: Information Technology

2012-02-01

     

Chief Director: Legal Services

2012-04-01

 

Planning, Monitoring and Evaluation

 

Chief Director: Education & Skills

2010-08-01

     

Chief Director: Frontline Monitoring & Support

2016-12-01

     

Chief Director: Health

2013-04-01

     

Chief Director: Social Cohesion Protection & Gender

2011-04-01

 

Public Service and Administration

 

Chief Director: Human Resource Development.

2012-12-01

 

Statistics South Africa

 

Chief Director: Price Statistics

2012-05-01

     

Chief Director: Programme Office

2002-05-01

 

Trade, Industry and Competition

 

Cd: Investment Promotion & Facilitation

2015-04-01

     

Chief Director: Consumer And Corporate Regulation

2014-05-01

Western Cape

Transport and Public Works

 

Chief Director

2001-02-01

Data source: PERSAL

2. The reason why the KwaZulu Natal Department of Health is paying the Chief Director: IDMTS on salary level 16 is because an offer of employment was made to him, by the Development Bank of South Africa, on a salary package which fell within salary level 16 in the Public Service. In order to retain his services, a counter-offer was made by the department on the nearest higher salary package compared to the offer received.

The Chief Director in the Gauteng Department of Economic Development, paid on salary level 16, was appointed as the Chief Executive Officer (CEO) of the Cradle of Humankind World Heritage Site and Dinokeng Projects on 1 January 2022. This was done in accordance with the approved organisational and salary structure below:

3. The appointments of heads of departments on salary level 15 and others on salary level 16 is based on the service delivery model of the departments. Furthermore, the size of the departments is also taken into consideration, including client group, geographical distribution and the availability of funds within the Department. As a result, the upgrading of the Head of the Department leads to the upgrading of the lower level posts including the performer level and such leads to an increase in the compensation of employees (CoE), hence the differences of salary levels.

4. According to the information submitted by the Department of Cooperative Governance:

4.1 The Chief Executive Officer in the National Department of Cooperative Governance is the Head of the Municipal Infrastructure Support Agency (MISA), which is a government component of the department established in terms of section 7A of the Public Service Act, 1994. The CEO is the accounting officer of the component as contemplated in section 36 of the Public Finance Management Act, 1999 (PFMA) and thus has all the responsibilities that accounting officers of departments have in accordance with the PFMA. The job of the Head/CEO of MISA was graded by the DPSA at salary level 16, which is comparative to that of a Director-General and it was concurred by the MPSA on 28 March 2012.

4.2 The Chief Technology Officer was appointed on a one-year contract additional to the establishment to develop and lead the implementation of the Departmental Corporate Governance of ICT Strategy and to transfer the necessary skills to the Department. Although the incumbent’s income in the private sector was significantly higher than what is available in the public sector, he agreed to the maximum notch of salary level 16 for the duration of the one-year contract. He will return to the private sector at the conclusion of the contract.

End

12 September 2022 - NW2258

Profile picture: Gondwe, Dr M

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

(1)With reference to the reply to question 1102 on 17 May 2022, (a) what are the reasons that the Deputy Director-Generals for (i) Chief Financial Officer and (ii) Strategy and Planning in the Human Settlements department are earning a salary at level 16 and (b) on what dates were they appointed at the specified salary level; (2) what are the reasons that the Director in the National Department of International Relations and Co-operation is earning a salary at level 15; (3) by what date is the contract of the Administrator appointed in the North West Office of the Premier expected to come to an end?

Reply:

1. According to the information obtained from the Department of Human Settlements:

(i) Deputy Director-General: Chief Financial Officer was appointed on 1 February 2016 from Ekurhuleni Metropolitan Municipality with the retention of her conditions of service (was on the last notch of salary level 15 in 2015 before the appointment at the Department of Human Settlements).

(ii) Deputy Director-Generals: Strategy and Planning is earning a salary at level 16 because he was transferred from the Ekurhuleni Metropolitan Municipality with the retention of his conditions of service (was on almost notch 8 of salary level 16 in 2015).

(b) On what dates were they appointed at the specified salary level?

(i) Deputy Director-General: Chief Financial Officer translated into 1st notch of salary level 16 on 1 March 2017.

(ii) Deputy Director-Generals: Strategy and Planning on 1 April 2015.

2. According to the information obtained from the Department of International Relations and Cooperation:

The Director earning at salary level 15 was appointed as the Head of Mission to Havana, Cuba on 13 February 2003, with a salary approved by the Acting Director-General to be at Director level, with a personal notch of level 15. Subsequently the Ambassador was appointed to serve as Head of Mission in Bucharest, Romania in June 2013 and currently as an Ambassador serving at the mission in Windhoek, Namibia, still remunerated at the level of Director, with a personal notch of level 15.

3. 31 December 2022.

End

29 August 2022 - NW2161

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

(1) By what date does he envisage will a Head of Administration for the Public Service likely be appointed to manage the career incidents of (a) Heads of Department (HODs) and (b) Director-Generals (DGs); (2) whether the specified appointment will be made before and/or after the implementation of the policy proposal to increase the term of office for HODs and DGs from the existing 5 years to 10 years, subject to performance; if not, why not; if so, what are the relevant details?

Reply:

1. The role of a Head of the Public Service is being provided for in legislative amendments to the Public Service Act, 1994. The draft Public Service Amendment Bill envisages this role to be undertaken by the Director-General in the Presidency to, amongst others, support the President in managing the appointment and career incidents of national heads of department. The processing of the Public Service Amendment Bill is underway and it is anticipated that the Bill will be submitted to Parliament in the 2022/2023 financial year. As an interim measure, the Director-General in the Presidency has already been tasked with this role and the support in this regard has been provided for in the Presidency.

2. The research and the policy development to inform the tenure of heads of department is still underway as part of the project on the professionalization of the Public Service. Once completed, the necessary amendments will be factored in the further amendment to the Public Service Act.

End

26 August 2022 - NW2159

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

(1)With reference to his reply to question 477 on 9 May 2022, what total number of the 2 412 senior managers within the Public Service who do not have the qualifications required for the positions that they currently occupy, were appointed before the Public Service Regulations of 2016 came into effect; (2) what is the breakdown of the departments that updated the qualifications of their senior managers on the Personal and Salary System (PERSAL) between 31 October 2021 and 31 January 2022; (3) whether his department extended the deadline for senior managers to update their qualifications on the PERSAL system; if not, why not; if so, what are the relevant details; (4) at what stage will his department employ punitive measures to address the issue of the slow pace of senior managers updating their qualifications on the PERSAL system; (5) at what stage will his department conduct an investigation into the issue of senior managers within the Public Service not having the qualifications for the positions that they currently occupy?

Reply:

1. According to the PERSAL information, a total number of 1819 Senior Managers who do not have required qualifications were appointed before the Public Service Regulations of 2016.

2. (a) Breakdown for National departments

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

Agriculture, Land Reform and Rural Development

72

70

Communications and Digital Technologies

15

14

Correctional Services

55

52

Education

1

0

Employment and Labour

48

47

Higher Education and Training

50

49

Human Settlements

30

29

International Relations and Cooperation

32

30

Justice and Constitutional Development

152

147

National School of Government

4

3

National Treasury

64

63

Public Enterprises

13

11

Public Works and Infrastructure

48

47

Science and Innovation

14

13

Women, Youth and Persons with Disabilities

8

2

(b) Breakdown for Provincial departments

Eastern Cape

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

None

Free State

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

Agriculture

18

17

Office of the Premier

8

7

Police, Roads and Transport

11

6

Provincial Treasury

6

5

Gauteng

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

Co-operative Governance and Traditional Affairs

15

14

Education

44

36

Health

53

51

Infrastructure Development

12

11

Office of the Premier

33

31

Provincial Treasury

29

27

Roads and Transport

20

19

KwaZulu-Natal

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

Finance

19

17

Human Settlement

7

5

Office of the Premier

15

14

Limpopo

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

Health

39

38

Office of the Premier

8

7

Sport and Culture

5

4

Mpumalanga

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

Agriculture, Rural Development, Land and Environmental Affairs

7

6

Public Works, Roads and Transport

13

12

North West

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

Community Safety and Transport Management

5

4

Cooperative Governance and Traditional Affairs

9

8

Office of the Premier

15

14

Northern Cape

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

Office of the Premier

8

7

Sport, Arts and Culture

7

6

Western Cape

Department

Qualification updates by 31 October 2021

Qualification updates by 31 January 2022

Office of the Premier

16

15

3. There was no extension provided to departments, departments are gradually responding to circular HRD0301 to update PERSAL data.

4. Currently capturing of qualification on PERSAL is not mandatory and no punitive measures are employed. Until such time when capturing of qualification on PERSAL is made mandatory, then the department will employ punitive measures.

5. PERSAL is specifically designed for payment of employees’ salaries and capturing of qualification is not mandatory. However, to monitor compliance in terms of the implementation of the PSR, 2016 and the Directive on compulsory capacity development, mandatory training days and minimum entry requirements for members of senior management service in the Public Service, the Department will prepare individual letters to Head of Departments requesting them to provide proof of qualifications for Senior Managers who were appointment during the implementation of the Public Service Regulations, 2016 and the said Directive.

25 August 2022 - NW1609

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

(1)(a) What was the total number of vacant posts for the positions of (i) DirectorGeneral and (ii) Head of Department in the (aa) 2020-21 and (bb) 2021-22 financial years and (b) on date is it envisaged that the posts will be filled, in each case, broken down in terms of each national and provincial department; (2) (a) what is the total number of public servants who were on suspension with full pay in the specified financial years and (b)(i) for what period of time have the specified public servants been on suspension with full pay and (ii) at what cost to the State, in each case, broken down in terms of each national and provincial department?

Reply:

1 (a) (i) (aa) 2020/21 financial year: There were 10 vacant posts of Directors-General in National Departments. Annexure A.

(bb) 2021/22 financial year: There are 10 vacant posts of Directors-General in National Departments. Annexure A.

(ii) (aa) 2020/21 financial year: There were 26 vacant posts of Heads of Department in Provincial Departments. Annexure A.

(bb) 2021/22 financial year: There are 27 vacant posts of Heads of Department in Provincial Departments. Annexure A.

(b) The Minister has supported the President in the provision of delegations of authority for all vacant National Director-General posts. The prerogative to fill a HoD post provincially resides with the relevant Premier.

The Minister for the Public Service and Administration as per Section 3 of the Public Service Act, 1994 is responsible establishing norms and standards for the Public Service relating to-

(a) the functions of the public service;

(b) the organisational structures and establishments of departments and other organisational and governance arrangements in the public service;

(c) the conditions of service and other employment practices for employees;

(d) labour relations in the public service;

(e) health and wellness of employees;

(f) information management in the public service;

(g) electronic government;

(h) integrity, ethics, conduct and anti-corruption in the public service; and

(i) transformation, reform, innovation and any other matter to improve the effectiveness and efficiency of the public service and its service delivery to the public.

It must be noted that the filling of a post within a department is the responsibility of the relevant executive authority in terms of Section 3(7) of the Public Service Act, 1994. The practice of recruitment is decentralised to the relevant Executive Authority.

The MPSA and DPSA continue to support departments through policy and setting of standards in order to efficiently fill vacancies within the parameters of the legislative framework. The responsibility to fill such vacant posts reside with the relevant Executive Authority.

2. The information was downloaded from PERSAL on 04th May 2022, and excludes data from Defence and State Security Agency.

(a) The total number of public servants who are on suspension with full pay are as follows:

(aa) 478 for the 2020-2021 year

(bb) 584 for the 2021-2022 year

(b) For the period of time the above public servants have been on suspension with full pay see the attached annexures B and C (column named “no days suspended”).

(ii) For the cost to the State, broken down in terms of each national and provincial department, see the attached annexures B and C (column named “cost”).

25 August 2022 - NW954

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

What measures and/or interventions has her department put in place to prevent public servants from unlawfully (a) applying for and/or (b) receiving any grant that they are not entitled to apply for and/or receive?

Reply:

The Department of Public Service and Administration does not have a mandate over the management of any grants. The South African Social Security Agency (SASSA) and other grant providing government institutions manage grants in line with their Constitutional mandates though the use of systems that run independently from that of the Department of Public Service and Administration (DPSA).

(a) & (b)The DPSA therefore, has no mandate to interfere in the operations of any grant providing government institutions, has no access to their systems, and therefore cannot put measures in place to prevent public servants from applying for and receiving any grants that they are not entitled to.

However, after discovering that there were public service employees that were applying for, and receiving grants that they were not entitled to, the DPSA offered assistance to SASSA specifically, to identify applicants that are public service employees, by comparing applicants against the Personnel Salary System (PERSAL). This allows SASSA to identify if applicants are public service employees, which enables them to block such applicants.

The DPSA, through the Technical Assistance Unit has also compiled the list of public servants that are suspected to have applied and received grants that they were not entitled to, for investigation through the Fusion Centre. The Fusion Centre is a government coordination body that involves the Police, the NPA, FIC and departments dealing with criminal cases warranting departmental disciplinary action, such as drafting of charge sheets, and the requesting of dockets needed for disciplinary cases. These initiatives serve to discourage and punishes unethical behaviour amongst public servants.

End

25 August 2022 - NW2349

Profile picture: Gondwe, Dr M

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

What (a) total number of senior managers in the Public Service did not have the qualifications required for the positions that they currently occupy as at 1 May 2022 and (b) is the breakdown of the specified figure in each (i) national and (ii) provincial department?

Reply:

a) 2 364

b) 

(i) NATIONAL DEPARTMENTS

Agriculture, Land Reform and Rural Development

72

Basic Education

7

Civilian Secretariat for the Police Service

2

Communication and Digital Technologies

14

Cooperative Governance

32

Correctional Services

51

Employment and Labour

46

Environment, Forestry and Fisheries

20

Government Communication and Information System

5

Health

41

Higher Education and Training

47

Home Affairs

48

Human Settlements

28

Independent Police Investigative Directorate

9

International Relations and Cooperation

27

Justice and Constitutional Development

144

Military Veterans

2

Mineral Resources and Energy

25

National School of Government

3

National Treasury

63

Office of the Chief Justice

7

Office of the Public Service Commission

3

Planning, Monitoring and Evaluation

12

Police

214

Public Enterprises

12

Public Service and Administration

9

Public Works and Infrastructure

49

Science and Innovation

13

Small Business Development

4

Social Development

16

Sports, Arts and Culture

11

Statistics South Africa

14

The Presidency

16

Tourism

16

Trade, Industry and Competition

18

Traditional Affairs

8

Transport

27

Water and Sanitation

74

Women, Youth and Persons with Disabilities

2

TOTAL : 1211

(ii) PROVINCIAL DEPARTMENTS

EASTERN CAPE

Cooperative Governance and Traditional Affairs

10

Economic Development, Environmental Affairs and Tourism

14

Education

18

Health

39

Human Settlements

13

Office of the Premier

4

Provincial Treasury

1

Roads and Public Works

3

Rural Development and Agrarian Reform

15

Safety and Liaison

1

Social Development

15

Sport, Recreation, Arts and Culture

16

Transport

6

FREE STATE

Agriculture

16

Cooperative Governance and Traditional Affairs

9

Economic Development, Tourism and Environmental Affairs

8

Education

14

Health

13

Human Settlements

2

Office of the Premier

7

Police, Roads and Transport

5

Provincial Treasury

5

Public Works

6

Social Development

6

Sports, Arts, Culture and Recreation

3

GAUTENG

Agriculture and Rural Development

22

Cooperative Governance and Traditional Affairs

14

Community Safety

11

E-Government

15

Economic Development

11

Education

33

Health

50

Human Settlements

16

Infrastructure Development

12

Office Of the Premier

30

Provincial Treasury

26

Roads and Transport

19

Social Development

2

Sports, Arts, Culture and Recreation

13

   

KWAZULU-NATAL

Agriculture and Rural Development

2

Arts and Culture

7

Co-operative Governance and Traditional Affairs

5

Community Safety and Liaison

6

Economic Development, Tourism and Environmental Affairs

15

Education

28

Finance

17

Health

10

Human Settlements

4

Office Of the Premier

14

Public Works

4

Social Development

10

Sports and Recreation

0

Transport

19

LIMPOPO

Agriculture and Rural Development

5

Co-operative Governance, Human Settlements and Traditional Affairs

17

Economic Development, Environment and Tourism

9

Education

23

Health

34

Office of the Premier

7

Provincial Treasury

3

Public Works, Roads and Infrastructure

13

Social Development

5

Sports, Arts and Culture

4

Transport and Community Safety

14

MPUMALANGA

Agriculture, Rural Development, Land and Environmental Affairs

6

Co-operative Governance and Traditional Affairs

5

Community Safety, Security and Liaison

3

Culture, Sport and Recreation

2

Economic Development and Tourism

7

Education

14

Health

25

Human Settlements

14

Office of the Premier

8

Provincial Treasury

8

Public Works, Roads and Transport

12

Social Development

9

NORTH WEST

Agriculture and Rural Development

12

Arts, Culture, Sports and Recreation

3

Community Safety and Transport Management

4

Co-operative Governance and Traditional Affairs

9

Economic Development, Environment, Conservation and Tourism

5

Education

10

Health

7

Human Settlements

2

Office of the Premier

11

Provincial Treasury

21

Public Works and Roads

17

Social Development

8

NORTHERN CAPE

Agriculture, Environmental Affairs, Rural Development and Land Reform

7

Co-operative Governance, Human Settlements and Traditional Affairs

3

Economic Development and Tourism

10

Education

10

Environment and Nature Conservation

0

Health

10

Office of the Premier

7

Provincial Treasury

3

Roads and Public Works

8

Social Development

5

Sport, Arts and Culture

6

Transport, Safety and Liaison

6

WESTERN CAPE

Agriculture

1

Community Safety

0

Cultural Affairs and Sport

0

Economic Development and Tourism

3

Education

10

Environmental Affairs and Development Planning

1

Health

11

Human Settlements

4

Local Government

3

Provincial Treasury

1

Social Development

3

Office of the Premier

14

Transport and Public Works

7

TOTAL: 1153

End

25 August 2022 - NW1822

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Arries, Ms LH to ask the Minister of Public Service and Administration

What total number of (a) Public Service employees involved in getting the R350 grant are facing disciplinary action and (b) the specified employees have been removed from office?

Reply:

a) On 21 April 2022, the DPSA distributed 153 Social Relief of Distress grant disciplinary cases to identified departments during a workshop held jointly with SASSA. The workshop agreed on a draft charge sheet to guide departments when instituting disciplinary processes and agreed on the act of misconduct as these cases involved fraud and therefore are serious.

b) The DPSA is awaiting reports from departments on the final outcome of their disciplinary hearings. It is only upon the finalisation of these disciplinary hearing that the number of employees dismissed (or any other sanction) will be known.

End

23 August 2022 - NW1439

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Gondwe, Dr M to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

In view of the National School of Government and her department having introduced successful completion of the Public Service Senior Management Service Pre-entry Programme as an entry requirement into the Public Service, (a) how often does her department monitor adverts for positions in the Public Service, especially for senior management positions, in an effort to ensure that the successful completion of the Nyukela training course is emphasised as a prerequisite in applying for those positions and (b) how does she intend to deal with government departments that fail to advertise for positions, especially senior management positions, without emphasising the Nyukela Certificate as a prerequisite for applying for such positions?

Reply:

The DPSA issues a weekly Public Service Vacancy Circular where Public Service posts are advertised. The DPSA monitors the adverts including requirements pertaining to the completion of the Nyukela. When it is observed that a Department has not complied with the requirement in the advertisement and accompanying notes, it is referred back to the Department to correct. The DPSA has issued a practice note (Annexure A) to guide departments to include this requirement on adverts. The Nyukela is not required on application but prior to appointment.

17 August 2022 - NW823

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

(a) By what date will the Framework for the Professionalisation of the Public Service which was gazetted in December 2020 be implemented across the Public Service and (b) who will be responsible for the (i) roll-out and (ii) implementation of the Framework within the Public Service?

Reply:

a) The National Framework Towards Professionalisation of the Public Sector has been finalised. The Socio-Economic Impact Assessment System (SEIAS) is being done on the Framework and it will be submitted for Cabinet consideration during the month of May 2022. The Framework is identified as one of the key interventions in strengthening state capacity and is seen as a long-term intervention. As such, it will be implemented in a phased approach.

b) (i) The Minister for the Public Service and Administration will be responsible for the roll-out (i.e., coordinating and monitoring) of the Framework.

b) (ii) Given that the Framework is aimed at the broader public sector, all relevant public sector departments/institutions will be responsible for the implementation of the Framework. For example, the National Treasury will be responsible for the professionalisation of the supply chain management occupation in collaboration with professional bodies, and other key stakeholders.

End