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11 May 2021 - NW308

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

(1)What is the total number of (a) national and (b) provincial government employees who are currently working from home during the Adjusted Level 3 Lockdown to curb the spread of the COVID-19 virus; (2) whether the Government has conducted an assessment of the number of national and provincial government employees who are currently working from home that have access to sufficient internet/data to execute their duties; (3) what number, out of the total number of national and provincial government employees currently working from home, do not have access to the required internet/data connections to fully execute their duties?

Reply:

  1. The required information is not centralised and readily available as each department keeps its own register and records. Individuals Departments must be approached for detailed information such as access to internet/data.

End

11 May 2021 - NW698

Profile picture: Gondwe, Dr M

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

Whether, with reference to the findings by the auditor-general that some government employees applied for the Social Relief of Distress Grant (SRD Grant), his department has been able to conclusively establish the number of government employees who have fraudulently applied for the SRD Grant; if not, why not; if so, what (a) is the total number of government employees who actually received the SRD Grant and (b) is the total amount that the implicated government employees received from the SRD Grant?

Reply:

Cognisance of the Auditor-General’s findings is taken. It must however, be noted, that the mandatory investigative processes need to be undertaken by the relevant authorities, such as the South African Police Service (SAPS) and in some cases, the Special Investigating Unit (SIU). Once these investigations have been completed, the necessary information will be obtained by the DPSA, and will be communicated to the relevant department/s. The DPSA, through the Technical Assistance Unit will ensure that it keeps abreast of the developments so as to offer support to departments and monitor the management of disciplinary actions instituted against those public servants who are found guilty.

End

21 April 2021 - NW490

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

(a) What number of (i) directors-general and (ii) heads of departments (HODs) in the public service are (aa) permanently employed, (bb) in acting positions, (b) for what period have they been acting in such positions and (c) will he furnish Dr M M Gondwe with a breakdown of this number in each government department?

Reply:

a) (i) (aa) Directors-General - 37 Nationally appointed; 8 Provincially appointed (Schedule 1 of the Public Service Act, 1994) - (Directors-General are appointed on contract for a term not exceeding five years)

(bb) Acting Directors-General - National 8 Directors-General are acting; Provincially 1 Director-General is acting.

(ii) (aa) Heads of Department: 87 appointed – (Schedule 2 of the Public Service Act, 1994) – (Heads of Department are appointed on contract for a term not exceeding five years)

(bb) Acting Heads of Department – 25.

(b&c) Officials are appointed to act from the date the post has become vacant – Period of Acting Directors-General Nationally by Department (data: as at 31 December 2020):

National Departments

Post vacant date

Duration vacant (months)

Department of Social Development

2017-05-31

43

Department of Water and Sanitation

2017-11-30

37

Department of Agriculture, Land Reform and Rural Development

2020-10-31

2

Department of Military Veterans

2018-06-15

31

Small Business Development

2018-09-30

27

The Presidency

2020-08-31

4

Communication and Digital Technologies

2020-06-30

6

State Security Agency

2018-04-30

33

     

Provincial Department

Post vacant date

Duration vacant (months)

North West Office of the Premier

2019-04-30

20

(b&c) Officials are appointed to act from the date the post has become vacant – Period of Acting Nationally by Department: (data: as at 31 December 2020):

Province

Provincial Department

Post vacant date

Duration vacant (months)

KZN

Provincial Treasury

2020-06-30

6

 

Transport

2020-04-30

8

 

Northern Cape

Provincial Treasury

2014-10-31

74

 

Education

2020-08-31

4

 

Roads and Public Works

2020-07-31

7

 

Agriculture, Land Reform and Rural Development

2019-10-31

14

 

Environment and Nature Conservation

2020-02-01

11

 

Economic Development and Tourism

2014-10-31

74

 

Health

2020-02-28

10

 

Eastern Cape

Health

2020-09-30

3

 

Rural Development and Agrarian Reform

2018-09-30

27

 

Mpumalanga

Agriculture, Rural Development, Land and Environmental Affairs

2018-05-31

31

 

Public Works, Roads and Transport

2019-10-31

14

 

Economic Development and Tourism

2014-10-31

74

 

Education

2019-08-31

16

 

Health

2013-06-01

90

 

Cooperative Governance

2020-02-29

10

 

Gauteng

Community Safety

2020-02-29

10

 

Health

2020-10-01

3

 

Economic Development

2020-11-30

1

 

Limpopo

Education

2020-01-31

11

 

Social Development

2020-05-01

8

 

North West

Agriculture and Rural Development

2020-10-01

3

 

Health

2020-01-13

12

 

Social Development

2018-11-30

26

       
       

20 April 2021 - NW536

Profile picture: Schreiber, Dr LA

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

(1)Whether, in view of the announcement by the National School of Government that the government of the People’s Republic of China will be providing training to South African public servants, including to expose South African managers to China’s governance models, the Government is paying to obtain this training from the Chinese government; if not, what is the position in this regard; if so, what are the relevant details; (2) whether he will furnish Dr L A Schreiber with a detailed breakdown of the curriculum and topics that will be covered during the training; (3) given that the People’s Republic of China is a one-party state instead of a multiparty liberal democracy like the Republic, what are the reasons that he has found it to be appropriate for public servants in our democracy to be trained on governance matters by functionaries of the Chinese state?

Reply:

(1) The Government of South Africa is not paying to receive this training from China. The programmes are sponsored by the Government of China and exist within the context of the MoUs entered into between the NSG and the China National Academy of Governance and the University of China Academy of Social Sciences.

(2) For details of the curriculum please see the following annexures:

Annexure 1: Building Governance Capacity for South Africa

Annexure 2: Economic Governance

Annexure 3: Poverty Alleviation and Rural Development

 

The upcoming programme on Governance and Emergency Management will cover topics such as (1) Modernization of Chinese Government Structure and Governance Ability, (2) Chinese Government Performance Management, (3) China's Public Policy Making, (4) Response to Emergencies, (5) Emergency management in China, (6) Practice and exploration of the construction of national emergency management system

These programmes are targeted at Senior Managers in the public service and have also attracted Deputy Ministers, Councillors and Executive Mayors.

(3) The NSG has prioritised the use of strategic partnerships with leading institutions from around the world in pursuit of knowledge exchanges. These partnerships include institutions in Europe, Asia and the Americas. These partnerships are with the Ecole Nationale d’Administration (France), University College London (United Kingdom), Thunderbird School of Global Management – Arizona University (USA), China National Academy of Governance and the University of China Academy of Social Sciences.

The NSG also enjoys exchanges with countries such as Germany, Chile and India where we facilitate learning opportunities for South Africa’s public servants. The pursuit of these strategic partnerships is in line with South Africa’s White Paper on Foreign Policy. We pursue our relations with countries that have diplomatic relations with South Africa, China being one of them. Regardless of its Political System, China boasts a public service that is based on a strong system of meritocracy and has its own unique governance system which other countries can learn from in crafting or improving their own in pursuit of their own national objectives and interests. Over the past decades, China has excelled in development planning, testing and mass rollout of integrated development initiatives. China has been very successful in translating strategic plans into operational plans and implementing them. We would like South Africa’s public servants and leaders to be exposed to the education and learning programmes that have underpinned the successes of development-oriented states such as China.

We also facilitate learning opportunities with institutions in Germany, France, Chile and India, because like China, they have mastered State craft.

End

20 April 2021 - NW172

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What total (a) number of provincial departments have underperformed in the 2019-20 financial year and (b) amount was paid for performance bonuses to the specified underperforming departments in the specified financial year; (2) What total (a) number of departments within the national Government have underperformed in the 2019-20 financial year and (b) amount was paid for performance bonuses to the specified underperforming departments in the specified financial year?

Reply:

  1. For the purpose of responding to this parliamentary question, departments that received a disclaimer or adverse finding from the Auditor-General for the 2019/2020 financial year are regarded as having underperformed. (a) The North West Department of Human Settlements is the only provincial department that received a disclaimer or adverse finding from the Auditor-General for the 2019/2020 financial year. (b) According to information available on PERSAL no performance bonuses were paid by the department for the 2019/2020 financial year.
  2. (a) None of the national departments received a disclaimer or adverse finding for the 2019/2020 financial year. (b) According to information available on PERSAL no performance bonuses were paid by departments that are regarded as underperforming.

End

15 April 2021 - NW535

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

Whether, in light of the dismissal of a certain person (name and details furnished), for illegally appointing his mistress to the position of Chief Director: Professional Ethics, he intends to institute a review of the fitness to hold office of all people appointed by the specified person; if not, why not; if so, what are the relevant details?

Reply:

As it stands all appointments made by this person were performed in line with the law and delegations and therefore they are all valid until declared invalid by a court of law. In addition, each appointment made creates a contract of employment and rights for employees in terms of the Labour Relations Act of 1995 and other labour legislation. The individual employees’ rights cannot be diminished by just one incident that has no bearing on their employment.

The dismissal of the person is regarded as a deterrent to all employees to act within the prescribed legislative framework and the organisation cannot conduct a witch-hunt where no allegation or evidence of wrong-doing exist. Such an approach will have a destabilising effect on the organisation. In this regard, it should be kept in mind that the recruitment and selection process is not undertaken by a single person, but by a Selection Committee comprising of at least three members and is guided by the Public Service Regulations, 2016, as amended, and the Departmental Policy on Recruitment and Selection. When the allegations came to the attention of the Executive Authority, the former employee was removed from all recruitment and selection processes within the organisation.

Since the dismissal of the former employee, the organisation has been at pains to institute additional controls in the human resources management environment to overcome the challenges identified in the recruitment and selection process, this includes but is not limited to a comprehensive legislative and policy framework checklist that accompanies each recruitment and selection process, as well as the review of human resources management policies.

Whistle-blowing Guidelines are in place to encourage and enable employees to raise serious concerns about fraud and corruption within the organisation or with the independent Audit Committee. All complaints are handled professionally and in line with the prevailing prescripts.

12 April 2021 - NW307

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

(1)Whether he has been informed of reports that certain public sector unions are demanding wage increases of up to 10% during the upcoming round of wage negotiations (details furnished); (2) (a) what are the full details of all the various demands that have so far been tabled by public sector unions in relation to the upcoming round of wage negotiations and (b) will he furnish Dr L A Schreiber with a list consisting of the (i) name of each labour union and (ii) demands they have tabled; (3) Whether it is the position of his department that a wage increase of 10% is considered a reasonable demand; if not, why not; if so, what are the relevant details?

Reply:

(1) The Minister for the Public Service and Administration (MPSA) can only respond to formal demands tabled by labour in the Public Service Coordinating Council (PSCBC). At the time of this reply, the unions to the PSCBC had not formally tabled their demands as per Council processes. Therefore the MPSA has not been informed of any wage increase demand of up to 10% during the upcoming round of wage negotiations.

(2)(a) The union parties to the PSCBC tabled their demands in relation to the upcoming round of wage negotiations on first March 2021 and they are attached as annexure to this reply.

(2(b)(i)(ii) The information requested is not available for the reasons indicated above.

(3) The process of engagement between parties in the PSCBC on wage negotiations occurs under the purview of the PSCBC. The employer will negotiate on the basis of fairness, equity, sustainability and affordability.

End

12 April 2021 - NW519

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Hicklin, Ms MB to ask the Minister to ask the Minister of Public Service and Administration

(1)Whether any staff member in his department (a) performed work outside normal working hours in addition to the responsibilities related to his or her work in the past five financial years and (b) has been performing such work during the period 1 April 2014 up to the latest specified date for which information is available; if not, in each case, how is it determined whether such work is being performed or not; if so, in each case, (i) what number of staff members and (ii) in what job and/or work categories are the specified staff members employed; (2) Whether approval for such work was obtained in each case; if not, what is the position in this regard; if so, (a) what is the policy of his department in this regard, (b) by whom are such applications considered and approved, (c) what number of contraventions of this policy were brought to the attention of the National Treasury in the past five financial years and (d) what steps have been taken against the transgressors?

Reply:

1. a) No employee of the Department of Public Service and Administration performed work outside normal working hours in addition to the responsibilities related to their work in the past five financial years.

b) The functions and performance of all employees are governed by their Job Descriptions, Employment Contracts, Performance Agreements and regular Performance Assessments as per applicable Directives, laws and policies.

b. (i) Zero (0);

(ii) Not applicable.

2. No such requests nor approvals were made by any employee as the Department does not have such a policy.

a) The Department does not have a policy that requires employees to perform work outside of normal working hours additional to their responsibilities as this would be irregular and violates the principles of fair labour practice.

b) Not applicable.

c) Not applicable.

d) Not applicable.

End

12 April 2021 - NW915

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

(a) What total number of (i) Directors-General and (ii) provincial Heads of Department have signed their performance contracts and (b) how does he intend to hold the specified officials to account should they fail to meet the agreed upon performance standards?

Reply:

a) All the DGs and HoDs who were required to sign performance agreements for the 2020/2021 performance cycle have submitted.

(i) Out of the 54 national departments and Offices of the Premier, 39 DGs were required to and signed performance agreements. The remainder of the DGs comprises of 13 acting DGs and two (2) newly appointed. These officials only have to sign performance contracts three months after assumption of duties.

(ii) The 68 HoDs who were required to sign performance agreements have submitted it. At the provincial level, 24 were acting HoDs, three (3) newly appointed, one (1) on special leave and one (1) on precautionary suspension.

b) In terms of section 7(b) of the Public Service Act 103 of 1994, each individual Executing Authority has all the necessary powers to manage performance in their respective departments.

End

12 April 2021 - NW489

Profile picture: Gondwe, Dr M

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

(1)What number of public servants have taken early retirement since the start of the lockdown to curb the spread of the virus in March 2020 at (i) national and (ii) provincial level and (b) will he furnish Dr M M Gondwe with the breakdown of the relevant number in each government department and (c) what number of these public servants were (i) teachers and (ii) nurses?

Reply:

(1) (a) (i) The number of public servants who took early retirement since the start of the lockdown to curb the spread of the virus in March 2020 at national level was 2 879.

(1) (a) (ii) The number of public servants who took early retirement since the start of the lockdown to curb the spread of the virus in March 2020 at provincial level was 2 005.

(1) (b) The breakdown of the relevant number of early retirements in each government department is depicted in the table below:

 

Number of Public Servants that retired early by department from 27 March 2020

National/Provincial department

Total

Total

4,884

Eastern Cape

Total

322

 

Cooperative Governance and Traditional Affairs

8

 

Economic Development, Environmental Affairs and Tourism

2

 

Education

215

 

Health

54

 

Office of the Premier

3

 

Provincial Treasury

4

 

Roads and Public works

6

 

Rural Development and Agrarian Reform

20

 

Sport, Recreation, Arts and Culture

2

 

Transport

8

Free State

Total

135

 

Economic Development, Tourism and Environmental Affairs

3

 

Education

105

 

Health

10

 

Police, Roads and Transport

7

 

Social Development

10

Gauteng

Total

207

 

Agriculture and Rural Development

1

 

Economic Development

4

 

Education

87

 

Health

107

 

Human Settlements

6

 

Social Development

2

KwaZulu-Natal

Total

502

 

Agriculture and Rural Development

15

 

Arts and Culture

1

 

Co-operative Governance and Traditional Affairs

2

 

Education

368

 

Health

101

 

Office of the Premier

2

 

Public Works

2

 

Social Development

3

 

Transport

8

Limpopo

Total

360

 

Agriculture and Rural Development

5

 

Co-operative Governance, Human Settlements and Traditional Affairs

5

 

Economic Development, Environment and Tourism

1

 

Education

283

 

Health

48

 

Office of the Premier

1

 

Public Works, Roads and Infrastructure

11

 

Social Development

3

 

Transport and Community Safety

3

Mpumalanga

Total

139

 

Agriculture, Rural Development, Land and Environmental Affairs

5

 

Co-operative Governance and Traditional Affairs

1

 

Community Safety, Security and Liaison

1

 

Culture, Sport and Recreation

2

 

Education

93

 

Health

28

 

Provincial Treasury

2

 

Public Works, Roads and Transport

7

National

Total

2,879

 

Agriculture, Land Reform and Rural Development

30

 

Basic Education

4

 

Correctional Services

382

 

Employment and Labour

7

 

Energy

2

 

Environment, Forestry and Fisheries

1

 

Government Communication and Information System

2

 

Health

2

 

Higher Education and Training

110

 

Home Affairs

36

 

Human Settlements

2

 

International Relations and Cooperation

8

 

Justice and Constitutional Development

45

 

Military Veterans

2

 

Mineral Resources and Energy

4

 

National Treasury

9

 

Office of the Chief Justice

9

 

Planning, Monitoring and Evaluation

2

 

Police

2,127

 

Public Service and Administration

2

 

Public Works and Infrastructure

44

 

Social Development

1

 

Sport, Arts and Culture

4

 

Statistics South Africa

3

 

Water and Sanitation

41

North West

Total

106

 

Agriculture and Rural Development

1

 

Arts, Culture, Sports and Recreation

3

 

Community Safety and Transport Management

4

 

Cooperative Governance and Traditional Affairs

2

 

Economic Development, Environment, Conservation and Tourism

1

 

Education

69

 

Health

20

 

Provincial Treasury

1

 

Public Works and Roads

5

Northern Cape

Total

34

 

Co-operative Governance, Human Settlements and Traditional Affairs

1

 

Education

26

 

Health

4

 

Roads and Public Works

1

 

Social Development

1

 

Sport, Arts and Culture

1

Western Cape

Total

200

 

Agriculture

1

 

Community Safety

1

 

Cultural Affairs and Sport

1

 

Education

119

 

Environmental Affairs and Development Planning

2

 

Health

60

 

Provincial Treasury

7

 

Social Development

6

 

The Premier

3

(1) (c) (i) The number of teachers who took early retirement during this period was 1 274

(1) (c) (ii) The number of nurses who took early retirement during this period was 214

The information indicated above was obtained from PERSAL as on 1 March 2021.

End

09 April 2021 - NW334

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Sarupen, Mr AN to ask the Minister of Public Service and Administration

What (a) number of (i) directors-general and (ii) acting directors-general of government departments received performance bonuses in respect of the 2018-19 financial year and (b) was the total quantum of such bonuses paid out and (c) number of the relevant departments achieved outputs in excess of 80% of their targets as set out in their annual performance plans?

Reply:

In terms of section 7(7) of the Public Service Act, 1994, only the head of national departments and Offices of the Premier may bear the designation of Director-General. The information presented is therefore limited to Directors-General as contained in Schedule 1 of the Public Service Act, 1994.

(a) According to the information from the PERSAL system for the 2018/2019 performance cycle (i) four (4) Directors-General were paid performance bonuses (ii) no acting Directors-General were paid performance bonuses. (b) A total amount of R614 935,11 was paid out to Directors-General for performance bonuses. (c) All of the relevant departments have achieved outputs in excess of 80% of their targets as set out in their annual performance plans (APP). The table below provides the details of the departments who paid performance bonuses.

No

Name of Departments

Performance bonus paid

Achievement of APP targets

Directors-General

 

1

Higher Education and Training

R155,942.16

95%

2

The Presidency

R90,369.00

80%

3

Northern Cape: Office of the Premier

R248,131,95*

99%

4

Western Cape: Office of the Premier

R120,492.00

92%

GRAND TOTAL

R614 935,11

 

*The amount is for two payments of performance bonuses for two performance cycles paid in the 2018/2019 financial year. .

End

09 April 2021 - NW385

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1)Whether each national department employs an accounting officer; if not, why not; if so, what are the relevant details; (2) (a) what total number of accounting officers are employed in an acting capacity and (b) does each specified officer have the necessary qualifications required for the position; if not, what is the position in this regard; if so, what are the relevant details?

Reply:

(1) In terms of Section 36 of the Public Finance Management Act, 1999 with respect to Accounting Officers; every department and every constitutional institution must have an accounting officer and the head of a department must be the accounting officer for the department.

(2) In terms of Section 37 of the Public Finance Management Act, 1999, deals with acting accounting officers and stipulates when an accounting officer is absent or otherwise unable to perform the functions of accounting officer, or during a vacancy, the functions of accounting officer must be performed by the official acting in the place of that accounting officer.

(a) Nationally: There are nine (9) acting Accounting Officers (In the Presidency the acting DG is also the formally appointed accounting officer).

Provincially: There are twenty seven (27) acting Accounting Officers.

(b) In terms of the regulatory framework, Regulation 63 (2) of the Public Service Regulations, 2016 states that, “an employee directed to act in another post in terms of section 32 (2) should have the necessary competency for the post to which he or she is appointed to act”. As defined in the Public Service Regulations, 2016, Competency means the combination of knowledge, skills, behaviour and aptitude that a person can apply in the work environment, which indicates a person's ability to meet the requirements of a specific post. For purposes of business continuity meeting qualifications for a post for purposes of acting is not a requirements however, noting the definition, competency to perform the duties are.

End

09 April 2021 - NW534

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

(1)In light of the recent ruling by the Labour Appeal Court that the 2018 wage agreement, namely Resolution 1 of 2018, was deemed unlawful and in contravention of Regulations 78 and 79 of the Public Service Regulations because the State agreed to wage increases despite not having the requisite written commitment or approval from National Treasury, what are the reasons that his department ignored the letter from the Minister of Finance on 14 February 2018, which explicitly indicated that no additional funding can be made available to fund the wage negotiations outcome and advised his department to instead table an alternative offer that would not exceed the existing funding envelope; (2) whether he will furnish Dr L A Schreiber with (a) a list of the full names of (i) all government officials and (ii) Cabinet Ministers who formed part of the Committee of Ministers and/or who participated at any point in the negotiation of the 2018 wage agreement between the State and trade unions, (b) a full list of names of Cabinet Ministers and officials who formally approved and/or signed off on the 2018 agreement on behalf of the State, (c) a copy of the Cabinet Minutes from the Cabinet meeting that approved the draft wage agreement of 26 January 2018 and (d) a copy of the Cabinet Minutes from the Cabinet meeting that approved the final wage agreement of 8 June 2018?

Reply:

The labour unions involved in this matter have made an application for leave to appeal the Labour Appeal Court judgement. The matter is therefore still before the courts. Under the circumstances, it is advised that at this stage the Minister for the Public Service and Administration is unable to respond to the questions posed.

End

09 April 2021 - NW953

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Cuthbert, Mr MJ to ask the Minister of Public Service and Administration

Whether a certain person (name and details furnished) is an employee of (a) his department, (b) a departmental agency and/or (c) any state-owned entity reporting to him in any capacity whatsoever; if not, what is the position in this regard; if so, what are the further relevant details?

Reply:

a) No, the said person is not an employee in the Department of Public Service and Administration.

b) N/A

c) N/A

End

09 April 2021 - NW948

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

(1)How often does his department verify the data on the Persal system in an effort to ensure (a) its accuracy and (b) that there are no ghost employees on the system; (2) what are the reasons that some government departments are still making use of manual pay slips as opposed to electronic pay slips despite the fact that electronic pay slips contribute towards the reduction of printing costs and root out ghost employees in the public service; (3) by what date is it envisaged that the Government will phase out the manual submission and formally introduce electronic submission of leave forms for Public Service employees as part of modernising the public service?

Reply:

1. Each department is required to verify the payroll reports on a monthly basis to ensure that every employee receiving payment from the department is eligible for such payment.

a) The capturing, maintenance and verification of data on PERSAL is a decentralised responsibility of each relevant Head of Department. Therefore it is the responsibility of each Head of Department to assign a designated employee as a PERSAL controller to manage data accuracy. PERSAL controllers in every department are accountable for institutionalizing, maintaining and communicating procedures to ensure continuous control over access, security and maintenance of data records within their departments.

b) Treasury Regulations prescribe the verification of payroll reports to ensure that only legitimately employed persons receive payment. According to Treasury Regulation 8.3.4:

For all employees, the person in charge at the respective pay-points must certify on the date of payment that all persons listed on the payroll report are entitled to payment. Employees paid by cheque must sign the payroll report when collecting their cheques.” Regulation 8.3.4 further specifies “These payroll reports must then be returned to the Chief Financial Officer of the department within 10 days and the accounting officer must ensure that all pay-point certificates have been received on a monthly basis.”

2. There is no specific set date for the complete phasing out of manual submission as the relevant technology platform is currently not capable of on-boarding all government departments at the same time. The introduction of electronic payslips is therefore, being rolled out in a phased approach. The migrating of departmental users to an electronic payslip platform requires a close partnership between the PERSAL controllers at National Treasury, department specific HRM employees working on PERSAL, Government Information Technology Officer (GITO) per department, the account management team at SITA as well as their mainframe team. This process impacts the on-boarding process as it depends on the readiness of specific departments to move to an electronic payslip platform at different times depending on the time departments receive the proposal from SITA, process it and verify employees and their respective email addresses to ensure the correct payslip goes to the correct employee. It has also been indicated by some departments that not all employees have access to emails which impacts on their ability to access electronic payslips.

3. The automation of leave is part of the functionality to be provided by the Integrated Financial Management System (IFMS). National Treasury, which is the lead department in the IFMS Programme, is currently in the process of appointing a service provider to design the system to meet the requirements of the Public Service. Once this has been completed and the IFMS implemented, the system will address, amongst others, the automation of leave.

In view of the above, it is not possible to indicate at this stage on which date manual leave forms will be phased out and replaced with an electronic system.

End

09 April 2021 - NW935

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

Whether, with phase one of the vaccine rollout process targeting frontline healthcare workers, his department has devised a vaccine rollout strategy for public service workers; if not, what is the position in this regard; if so, what are the relevant details?

Reply:

The Department of Public Service and Administration (DPSA) forms part of the National Vaccine Rollout Committee led by the Department of Health. The Committee acts as a coordination mechanism that oversees the vaccine rollout in both the public and private sectors as government implements the National Vaccine Rollout Strategy, which was presented to Parliament.

In preparation for the Phase Two of the Rollout strategy, the DPSA has developed and presented the Project Plan to the Workplace Vaccination Work Stream of the rollout Committee, which outlines the rollout strategy for essential workers in the public service. This Project Plan is being consulted on with critical stakeholders for finalisation. The relevant details will therefore be made public and shared with Parliament once the plan has been finalised following the consultations.

End

07 April 2021 - NW152

Profile picture: Clarke, Ms M

Clarke, Ms M to ask the Minister of Public Service and Administration

What (a) is the total number of senior managers who do not have the required qualifications and credentials for the positions they currently occupy and (b) in which (i) national and (ii) provincial government departments are they employed and (c) what is being done to rectify this situation?

Reply:

a) According to information from PERSAL as at 15th February 2021, there are currently a total of 9477 Senior Managers employed in the Public Service. Out of this total, 3301 members do not have the required qualifications. However it needs to be stated that many Departments do not capture the qualification information on PERSAL and therefore the information in the tables below are skewed. The information also excludes the Department of Defence and State Security Agency.

b) A total of 5447 SMS members are employed in the National departments, 1987 of them do not have the required qualifications. These are from the following departments :

(i) NATIONAL

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Agriculture, Land Reform and Rural Development

227

Arts and Culture

1

Basic Education

5

Civilian Secretariat for the Police Service

11

Communication and Digital Technologies

17

Cooperative Governance

34

Correctional Services

67

Education

1

Employment and Labour

79

Environment, Forestry and Fisheries

107

Government Communication and Information System

8

Health

56

Higher Education and Training

52

Home Affairs

56

Human Settlement

46

Independent Police Investigative Directorate

9

International Relations and Cooperation

81

Justice and Constitutional Development

189

Military Veterans

4

Mineral Resources and Energy

31

National School of Government

10

National Treasury

64

Office of the Chief Justice

10

Office of the Public Service Commission

15

Planning, Monitoring and Evaluation

16

Police

228

Public Enterprises

22

Public Service and Administration

32

Public Works and Infrastructure

67

Science and Innovation

44

Small Business Development

15

Social Development

39

Sports, Arts and Culture

22

Statistics South Africa

24

The Presidency

17

Tourism

23

Trade, Industry and Competition

128

Traditional Affairs

7

Transport

25

Water and Sanitation

78

Women, Youth and Persons with Disabilities

20

TOTAL

1987

(ii) Out of a total of 4028 Senior Managers who are currently employed at various provincial government department, 1314 of them do not have the required qualifications as described by the aforementioned Directive and they are from the following departments in the following provinces:

EASTERN CAPE

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Cooperative Governance and Traditional Affairs

12

Economic Development, Environmental Affairs and Tourism

17

Education

25

Health

47

Human Settlement

14

Office of the Premier

5

Provincial Treasury

1

Roads and Public Works

8

Rural Development and Agrarian Reform

15

Safety and Liaison

1

Social Development

15

Sport, Recreation, Arts and Culture

12

Transport

13

TOTAL

185

FREE STATE

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Agriculture

18

Cooperative Governance and Traditional Affairs

12

Economic Development, Tourism and Environmental Affairs

8

Education

14

Health

19

Human Settlement

3

Office of the Premier

7

Police, Roads and Transport

15

Provincial Treasury

6

Public Works

9

Social Development

12

Sports, Arts, Culture and Recreation

4

TOTAL

127

GAUTENG

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Agriculture and Rural Development

25

Cooperative Governance and Traditional Affairs

14

Community Safety

8

E-Government

26

Economic Development

14

Education

42

Health

57

Human Settlement

25

Infrastructure Development

31

Office of the Premier

34

Provincial Treasury

36

Roads and Transport

31

Social Development

22

Sports, Arts, Culture and Recreation

16

TOTAL

381

KWAZULU-NATAL

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Agriculture and Rural Development

4

Arts and Culture

7

Cooperative Governance and Traditional Affairs

17

Community Safety and Liaison

6

Economic Development , Tourism and Environmental Affairs

25

Education

42

Finance

23

Health

28

Human Settlement

8

Office of the Premier

29

Public Works

11

Social Development

16

Sports and Recreation

6

Transport

24

TOTAL

246

LIMPOPO

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Agriculture and Rural Development

6

Cooperative Governance, Human Settlement and Traditional Affairs

17

Economic Development, Environment and Tourism

19

Education

23

Health

46

Office of the Premier

6

Provincial Treasury

3

Public Works, Roads and Infrastructure

12

Social Development

4

Sports, Arts and Culture

5

Transport and Community Safety

13

TOTAL

154

MPUMALANGA

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Agriculture, Rural Development, Land and Environmental Affairs

6

Co-operative Governance and Traditional Affairs

5

Community Safety, Security and Liaison

5

Culture, Sports and Recreation

3

Economic Development and Tourism

9

Education

15

Health

31

Human Settlement

15

Office of the Premier

7

Provincial Treasury

11

Public Works, Roads and Transport

16

Social Development

8

TOTAL

131

NORTH WEST

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Agriculture and Rural Development

0

Arts, Culture, Spots and Recreation

0

Community Safety and Transport Management

7

Cooperative Governance and Traditional Affairs

1

Economic Development, Environment, Conservation and Tourism

3

Education

0

Health

6

Human Settlement

0

Justice and Constitutional Development

1

Office of the Premier

5

Provincial Treasury

0

Public Works and Roads

2

Social Development

2

TOTAL

27

NORTHERN CAPE

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Agriculture, Land Reform and Rural Development

1

Cooperative Governance, Human Settlement and Traditional Affairs

1

Economic Development and Tourism

1

Education

4

Environment and Nature Conservation

0

Health

3

Office of the Premier

3

Provincial Treasury

1

Roads and Public Works

0

Social Development

3

Sport, Arts and Culture

0

Transport, Safety and Liaison

1

TOTAL

18

WESTERN CAPE

Name of Department

Number of SMS Members with qualifications below NQF Level 7/ Not captured

Agriculture

0

Community Safety

0

Cultural Affairs and Sport

0

Economic Development and Tourism

4

Education

4

Environmental Affairs and Development Planning

6

Health

9

Human Settlement

2

Local Government

2

Provincial Treasury

3

Social Development

5

The Premier

5

Transport and Public Works

5

TOTAL

45

(c) In order to rectify this situation, a Directive on Compulsory Capacity Development, Mandatory Training Days and Minimum Entry Requirements for SMS was issued to departments with effect from 1 April 2017, as determined in terms of Section 3(2) of the Public Service Act as Amended by MPSA. The Objectives of the Directive are:

  1. To promote continuous professional development of members of the SMS;
  2. To ensure that training on identified skills gap is implemented in departments;
  3. To ensure that compulsory training programmes aimed at addressing the developmental needs of senior managers within the Public Service have been identified;
  4. To promote and encourage SMS members to be trained in a structured manner;
  5. To promote minimum entry requirements for appointment into the SMS through obtaining a compulsory Public Service specific qualification;
  6. To achieve a highly competent SMS cadre; and
  7. To strengthen the recruitment process at SMS level, inter-alia.

It is therefore, compulsory for the identified development needs of SMS members to be reflected in their Performance Agreements as Personal Development Plans. Departments must ensure that such developmental needs are addressed through ensuring that sufficient funding is made available for such interventions.

End

26 March 2021 - NW682

Profile picture: De Villiers, Mr JN

De Villiers, Mr JN to ask the Minister of Public Service and Administration

Whether (a) his department and/or (b) any entity reporting to him makes use of private security firms; if not, what is the position in this regard; if so, in each case, what is the (i) name of each firm, (ii) purpose, (iii) value and (iv) duration of each specified contract?

Reply:

The NSG is one of the entities that reports to the Minister for Public Service and Administration and has its own premises that it leases from DPWI (PIC) situated at ZK Matthews, Trevenna Bld, 70 Meintjies street Sunnyside PRETORIA and utilise the following security firms.

(i) Name of the Company

(ii) Purpose

(iii) Contract Value

(iv) Duration of the contract

Phuthadichaba Trading Enterprise cc (Reg 2003/034074/23)

To provide physical security services to safeguard NSG personnel and property

R 17, 538, 566,28

Five (5) years

(01 November 2018 – 31 October 2023)

Vox Telecommunications (Pty) Ltd (Reg 2011/000797/07)

To provide management and maintenance service for CCTV surveillance, Access Control and Intruder Alarm System

R2,128,829.36

36 months

(01 January 2020-31 December 2023)

REPLY: PSC

The Office of the Public Service Commission (OPSC) has appointed private security firms for four Provincial Offices as set out in the table below:

i) Name of service provider

ii)Purpose

iii) Value

iv) Duration of each contract

Tyeks Security Services

Alarm Monitoring and Guard Services (day and night) for the Eastern Cape Provincial Office

R614 477.76

01 November 2019 to 31 October 2021

Divergent OPS (Pty) Ltd

Alarm Monitoring for the Mpumalanga Provincial Office

R40 986.00

01 March 2020 to 28 February 2022

National Security and Fire

Alarm Monitoring for the Limpopo Provincial Office

R44 683.35

01 November 2019 to 31 October 2022

Defensor Electronic Security System

Alarm Monitoring for the Free State Provincial Office

R11 098.41

01 October 2020 to 30 September 2021

REPLY: DPSA

a) Yes

Department of Public Service and Administration:

  1. Jackcliffy Trading Cc
  2. Security guarding services during week days, weekends, Public Holidays and nightshift.
  3. R2 589 998.80
  4. Two year contract

b) Thusong Service Centre

  1. Masutha Training & Security Services (Pty) Ltd
  2. Security Guarding Services during week days and on Saturday only.
  3. R4 524 399.72
  4. Three year contract

REPLY: CPSI

a) The CPSI does not make use of private security firms. The organisation has 3 permanently employed Security Officers on the staff establishment.

(i) N/A

(ii) N/A

(iii) NA

(iv) N/A

End

26 March 2021 - NW437

Profile picture: Komane, Ms RN

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

What total number of (a) employees of the State have been found to be doing business with the State over the past five years and (b) the specified (i) employees were disciplined and (ii) hearings resulted in the dismissal of the employees?

Reply:

a) The number of employees found to be possibly conducting business with the State was 482 at the end of February 2021, with eight (8) employees reported to be conducting business with the State in an official capacity (thus, having been appointed by a competent authority, as allowed in terms of Public Service Regulations, 2016, regulations 13(c)).

 

A

D

 

Departments

Number of Public Servants listed on CSD conducting business with an organ of state as at end of January 2021

1

KwaZulu-Natal

39

2

Gauteng

42

3

North West

13

4

Eastern Cape

71

5

Limpopo

41

6

Mpumalanga

43

7

Free State

25

8

Northern Cape

72

9

Western Cape

18

 

Total Provincial Departments

364

 

Total National Departments

126

 

Grand Total

482 (8 in official capacity)

b) The specified:

(i) Employees disciplined:

Referred for disciplinary hearings

37 cases in the South African Police Service (SAPS);

One (1) case in the Department of Social Development;

Five (5) cases in the Department of Employment and Labour; and

11 cases in the Northern Cape Department of Health.

Outcome of disciplinary hearing

One (1) employee was suspended for three months without pay at the Department of Employment and Labour.

Criminal charges introduced

12 cases were referred for criminal charges in the SAPS.

(ii) hearings resulted in the dismissal of employees: To date there are no employees who were reported to be dismissed from their respective departments due to involvement in the conducting of business with the State.

End

26 March 2021 - NW309

Profile picture: Schreiber, Dr LA

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

Since the Republic was placed under Adjusted Level 3 Lockdown on 29 December 2020, what is the total number of Public Service employees who have been or are currently absent from work, but are still receiving their full salaries?

Reply:

The total number of public servants absent since the Adjusted Level 3 Lockdown as from 29 December 2020 amounts to 322 818. The statistics as provided are up to and inclusive of 31 January 2021 (the latest date for which information is available). The figure is made up of employees utilising approved leave as provided for in the Public Service prescripts and as set out in the table underneath. It is important to note that when an employee is counted, it does not mean that the employee was on leave for the full period, e.g. 29 December 2020 to 31 January 2021. This means the person was on leave within the period indicated. Further, the person may have been on leave on more than one occasion in the period. In accordance with the leave provisions in the Public Service it is incumbent on employees to apply for leave and obtain approval prior to taking leave.

LEAVE TAKEN AS FROM 29 DECEMBER 2020 TO 31 JANUARY 2021

Leave Category

Number Of Employees

Adoption

7

Family Responsibility

13 307

Leave Without Pay

929

Maternity

1 513

Occupational Injuries/Diseases

406

Paternity

272

Permanent Incapacity Leave

28

Pre-Natal

632

Shop Steward/Office Bearer

90

Sick-Full Pay

48 576

Special

13 518

Temporary Incapacity Leave

198

Vacation - Full Pay)

243 342

Total

322 818

End

25 March 2021 - NW315

Profile picture: Gondwe, Dr M

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

(1)What is the average turnover rate for heads of departments and directors-general in government departments; (2) whether he has found that the turnover rate has had a negative impact on (a) service delivery in the Republic and (b) administration of the affected government departments; if not, what is the position in this regard; if so, what measures and/or mechanisms has his department put in place in order to address the negative impact of the turnover rate?

Reply:

(1) The quarterly (October 2020 to December 2020) turnover rate is 5,7%.

(2)(a) Turnover does have an impact on the delivery of services however there when a Head of Department exits office, an official is appointed in an acting capacity for business continuity.

(b) The departmental impact is that there is a required transition period in which the acting official needs to be briefed on the deliverables of a department to manage the responsibilities whilst in an acting capacity.

Regarding mechanisms, research has been undertaken on the turnover of Heads of Department and includes recommendations on their retention. The recommendations are to be presented to Cabinet once finalised.

End

25 March 2021 - NW384

Profile picture: Clarke, Ms M

Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What (a) total number of directors-general (DGs) in the national departments are currently acting in their positions and (b) is the name of each department in which each specified DG is currently employed; (2) whether the DGs who are in acting positions have the correct and/or relevant qualifications; if not, in each case (a) what are their names and (b) in what departments are they currently employed; if so, what are the relevant details?

Reply:

(1) (a) The total number of Directors-General in national departments who are currently acting is ten (10).

(b) National Departments with acting Directors-General:

  1. Department of Social Development
  2. Department of Water and Sanitation
  3. Department of Military Veterans
  4. Small Business Development
  5. The Presidency
  6. Agriculture, Land Reform and Rural Development
  7. Communication and Digital Technologies
  8. State Security Agency
  9. International Relations and Cooperation
  10. Office of the Public Service Commission

(2) In terms of the regulatory framework, Regulation 63 (2) of the Public Service Regulations, 2016 states that, “an employee directed to act in another post in terms of section 32 (2) should have the necessary competency for the post to which he or she is appointed to act”. As defined in the Public Service Regulations, 2016, Competency means the combination of knowledge, skills, behaviour and aptitude that a person can apply in the work environment, which indicates a person's ability to meet the requirements of a specific post. For purposes of business continuity meeting qualifications for a post for purposes of acting is not a requirement however, noting the definition, competency to perform the duties are.

(a&b) The names of the acting Directors-General and the Departments in which they are acting:

  1. Department of Social Development: Mr L Mchunu
  2. Department of Water and Sanitation: Mr T Belzar
  3. Department of Military Veterans: Mr DM Mgwebi
  4. Small Business Development: Mr L Mkhumane
  5. The Presidency: Ms L Mxenge
  6. Agriculture, Land Reform and Rural Development
  7. Communication and Digital Technologies: Ms N Jordan-Dyani
  8. State Security Agency: Mr L Jafta
  9. International Relations and Cooperation: Nonceba Losi
  10. Office of the Public Service Commission: Ms IL Mathenjwa

End

25 March 2021 - NW316

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

Whether his department has put in place measures and/or mechanisms aimed at ensuring that Batho Pele principles are fully entrenched in the public service; if not, why not; if so, what has been the impact of the specified measures and/or mechanisms on the public service and its ability to deliver services to our people?

Reply:

1. Yes, the DPSA has mechanisms to ensure Batho Pele principles are entrenched in the Public Service.

Chapter 10 of the Constitution mandates the MPSA to ensure professionalization of the Public Service with high standards of the professional ethics. To this effect, MPSA launched the Public Service Professionalization Consultation Process led by the National School of Government.

The Public Service Act 1994 empowers the MPSA to ensure transformation, reform, innovation as well as any other matters that improves the efficacy of the Public Service. Policy Frameworks such as The White Paper on Transformation of the Public Service (1995), The White Paper on Transforming the Public Service Delivery (1997) are central to the implementation of the Batho Pele Principles approach in the public service.

2. Amongst others, mechanisms to ensure Batho Pele principles are entrenched in the Public Service are:-

2.1. Public Service Charter (2013) which accelerates the Batho Pele policy as a social contract between the Public Service and organised labour in ensuring quality services to the citizenry.

2.2. National Batho Pele Forums consisting of both national and provincial departments coordinators.

2.3. Implementation of the “Khaedu” programme that is centred on the deployment of Senior Members Service employees to various frontline government department to monitor, ensure compliance and redress of the delivery of services to the people.

2.4. National Batho Pele Excellence Awards is one of the key mechanism that the DPSA host annually to celebrate those employees who has mastered the implementation of the Batho Pele principles.

3. Impact of the specified measures and/or mechanisms on the public service and its ability to deliver services to our people

3.1. The Department host the Integrated Government-Wide Public Service Month in September annually to lead the entire government in assessing the impact of public service delivery in line with the Batho Pele principles.

3.2. The major impact was demonstrated currently during the COVID-19 pandemic, where the public servants who are working in the front line were able to deliver quality public service by living the ethos of Batho Pele principles

END

25 March 2021 - NW314

Profile picture: Gondwe, Dr M

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

(1)What is the current vacancy rate in each government department for funded posts at (a) national and (b) provincial level, (2) whether he has found that the vacancy rate has had a negative impact on service delivery in the Republic; if not, what is the position in this regard; if so, what measures and/or mechanisms has his department put in place in order to address the negative impact of the vacancy rate?

Reply:

(1) (a) At national government, the average vacancy rate is 9%.

(b) At provincial government, the average vacancy rate is 12%.

Disaggregation per department is as per the attached Excel Spreadsheet.

(2) The vacancy rate does impact negatively on service delivery and this is not unique to the Public Service. Posts that remain unfilled do have an impact on the operational efficiency of an organisation. The average vacancy rate in the Public Service is approximately 12% which is above the set 10% target. The Department of Public Service and Administration monitors the vacancy rate and communicates with departments on the urgent need to fill vacant posts.

The Minister for the Public Service and Administration has addressed FOSAD on this matter and the Director-General of the Department of Public Service and Administration has presented the compliance report regarding the vacancy rate. Presentations made to FOSAD as well as the GSCID Cluster articulate the impact of vacant posts on service delivery and the non-compliance with legal prescripts, norms and standards on the filling of vacant posts.

The 2020/21 APP highlights Annual Compliance Report as one of the deliverables. This report identifies areas of compliance and non-compliance and most importantly, design technical intervention measures to support struggling departments. A partnership is being sought with the Auditor-General of South Africa to include vacancy management in the areas being audited as part of elevating the matter.

REPLY ORIGINATOR

Name: Mr M Wilson

Designation: Acting Deputy Director-General: Human Resource Management Development

Contacts: 082 903 0552

Recommended / Not recommended

Recommended / Not recommended

_________________

Ms Yoliswa Makhasi

Director-General: Department of Public Service and Administration

Date:

Recommended / Not Recommended

______________________

Ms Sindisiwe Chikunga, MP

Deputy Minister for the Public Service and Administration

Date:

Approved/ Not approved

____________________

Mr Senzo Mchunu, MP

Minister for the Public Service and Administration

Date:

12 March 2021 - NW63

Profile picture: Motsepe, Ms CCS

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

What (a) total amount has the National School of Government spent on consultants in the period between 1 January and 31 December 2020 and (b) are the relevant details of the (i) name of each specified consultant, (ii) work done by each consultant and (iii) amount paid to each consultant?

Reply:

The National School of Government reporting to the Minister of Department of Public Service and Administration

(a) Spent a total amount of R15,089,360.38 on consultants for the period between 1 January 2020 and 31 December 2020. It should be noted that whilst the details below are reflected as payments to consultants, they do not necessarily represent the outsourcing of services for which the NSG employs people to render. For example, internal audit services are outsourced hence they appear below, inclusive of fees paid to external members of the audit committee.

Further, it should be noted that the NSG operates a Training Management IT

system which requires specialists to manage linked to the term of the contract of the software solution. Also included are the services of a temporary nurse who was contracted to provide screening services for COVID-19. Finally, we also reflect fees paid to independent contractors who are an extension of training arm. Money paid to these independent training contractors are recovered through the training fees charged to learners.

i.e. 2019/20 – 01 January 2020 – 31 March 2020 = R 9 667 710,85

2020/21 – 01 April 2020 – 31 December 2020 = R 5 421 649,53

(b) Relevant details: IT Related – Outsourced services

(i) Name of Consultant

(ii) Work done

(iii) Amount paid

2019/20 January – March 2020

2020/21 April – December 2020

The Training Room online

Management of the Moodle eLearning platform

R1,467,226.18

R290,151.17

R1,177,075.01

Esoftware Solutions

Management of the Training Management System

R736,894.16

R383,523.86

R353,370.30

Bytes System Integration

Outsourced ICT services

R2,021,343.81

R500,656.89

R1,520,686.92

(b) Relevant details: Professional Services

(i) Name of Consultant

(ii) Work done

(iii) Amount paid

2019/20 January – March 2020

2020/21 April – December 2020

Lunika Incorporated

Internal auditing services

R587,867.36

R222,701.39

R365,165.97

Nkosi

Audit Committee Member

R39,861.00

R12,978.00

R26,883.00

Peense

Audit Committee Member

R81,576.00

R81,576.00

R0.00

Shikwane

Audit Committee Member

R54,721.00

R54,721.00

R0.00

Van Der Nest

Audit Committee Member

R12,978.00

R12,978.00

R0.00

(b) Relevant details: Research

(i) Name of Consultant

(ii) Work done

(iii) Amount paid

2019/20 January – March 2020

2020/21 April – December 2020

Blue Oceans Information Solution

Research and Development Consultants

R338,100.00

R0.00

R338,100.00

De Waal Research

Research and Development Consultants

R18,960.00

R0.00

R18,960.00

Kula Development and Business

Research and Development Consultants

R149,130.00

R0.00

R149,130.00

Lokisa Human Development Solution

Research and Development Consultants

R21,000.00

R0.00

R21,000.00

(b) Relevant details: Nurse – Covid-19 screening

(i) Name of Consultant

(ii) Work done

(iii) Amount paid

2019/20 January – March 2020

2020/21 April – December 2020

Revolution Human Capital

Professional nurse – covid-19 screening at the department

R117,142.19

R0.00

R117,142.19

(b) Relevant details: Training related (recovered from training fees)

(i) Name of Consultant

(ii) Work done

(iii) Amount paid

2019/20 January – March 2020

2020/21 April – December 2020

Various Experts as per attached spreadsheet (attached)

Training of National and Provincial departments and Local Government

R9,387,290.68

R8,107,934.54

R1,279,356.14

(b) Relevant details: Verification Agencies

(i) Name of Consultant

(ii) Work done

(iii) Amount paid

2019/20 January – March 2020

2020/21 April – December 2020

Honeycomb Bee Rating

Verification of B-BBEE status

R51,750.00

0.00

R51,750.00

SA Qualifications Authority

Verification of qualifications

R3,520.00

R490.00

R3,030.00

End

03 March 2021 - NW217

Profile picture: Gondwe, Dr M

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

(1)(a) What total number of (i) employees applied for the Early Retirement Incentive of 2019 in each (aa) national and (bb) provincial government department, (ii) applications were approved and (iii) applications were not processed, (b) who took the decision to not process the applications and (c) was this decision taken in consultation with National Treasury; (2) Whether there are any plans to re-introduce the Early Retirement Incentive in the 2021-22 financial cycle; if not, why not; if so, what are the relevant details; (3) whether consideration has been given to simplify the process around the Early Retirement Incentive by removing the early retirement provisions for employees aged 55 to 60 across the board and simply incentivising the exit of older less productive employees; if not, what is the position in this regard; if so, what are the relevant details?

Reply:

Introduction:

The Centralised Early Retirement initiative in 2019 was considered in response to managing the wage bill as well as a need identified for employees wishing to exit the Public Service before the official retirement age. Eligible employees must have turned 55 but not yet 60 years of age, during the financial years 2019 to 2021. National Treasury was to be approached by departments for the provision of additional funding, in cases where departments could not pay the liability attached to early retirement, on behalf of eligible employees. This meant that an employee taking early retirement would be treated as if he/she would be retiring normally. As National Treasury was providing funding for this initiative, the response to the question is based on the information supplied by National Treasury.

(1)(a)(i) The number of applications, for early retirement, received by National Treasury for processing by December 2020 from both national and provincial departments was 5 289.

(1)(a)(i)(aa) The available information is not disaggregated by departments or specific provinces. From the total number of applications for early retirement, 3 332 applications were from National Departments, and

(1)(a)(i)(bb) 1957 applications were from the Provinces.

(1)(a)(ii) 2 964 applications were recommended for funding and communicated to the respective national departments. Approval for early retirement vests with the relevant Executive Authority. The Technical Committee on Finance (TCF) decided that all applications from provincial departments be referred to the provincial Treasuries to process. The Applications from Provincial Departments were therefore processed and financed through the relevant provincial treasury.

(1)(a)(iii) all eligible applications submitted for central funding were processed and feedback provided to the relevant national departments. Each Provincial Treasury processed applications for the respective province and has such information.

(1)(b) no decision was taken not to process any eligible application made at the national level.

(1)(c) refer to (1)(b) above.

(2) Various measures are considered to better manage personnel expenditure in the Public Service. At this point in time there are no plans to re-introduce a centrally funded Early Retirement Incentive, similar to the incentive that applied in 2019. Early Retirement is regulated and is vested with the relevant Executive Authority. Nothing prohibits departments from encouraging their employees to take early retirement in terms of the current provisions. In August 2020, National Treasury issued Guidelines for Costing and Budgeting for Compensation of Employees for the preparation of estimates of expenditure for the 2021 Medium Term Expenditure Framework (MTEF). The Guidelines encouraged departments to implement compensation containment measures, such as Early Retirement without penalisation, among others.

(3) There is no evidence that older employees are necessarily less productive than younger employees or vice versa. Experience, institutional memory and maturity are highly valued by employers. Incentivising exits, is therefore not a mutually exclusive process from considerations such as service delivery continuity, human resource planning, recruitment, utilization, development and retention.

The process of applying for early retirement is the same as applying for normal retirement with the additional consideration of penalties for early retirement. The Government Employees Pension Fund (GEPF) applies the same formula to both normal and early retirement. Any changes to the process may affect the Government Employees Pension Law and Rules as there is an adjustment factor applicable to early retirement.

End

03 March 2021 - NW218

Profile picture: Gondwe, Dr M

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

(1)What total (a) number of qualifying government employees are currently benefitting from the Government Employees Housing Scheme (GEHS) in each (i) province, (ii) department and (iii) salary level and (b) amount is currently being saved in the Individual-Linked Savings Facility for qualifying government employees who do not currently own homes; (2) Whether the department attempted to establish why only a low number of qualifying government employees are benefiting from the GEHS; if not, why not; if so, what are the relevant details?

Reply:

1(a) As at 31 January 2021, the number of government employees receiving the housing allowance was 958 705. The breakdown is as follows: 710 173 employees are for home ownership, 240 194 employees are tenants and 8338 are employees still receiving the old housing allowance.

1(a)(i) The table hereunder provides aggregate information, as at 31st January 2021, on employees that are receiving the housing allowance per province and in national departments.

Province and National

Number of employees

Eastern Cape

95 040

Free State

41 006

Gauteng

122 960

KwaZulu Natal

145 358

Limpopo

86 588

Mpumalanga

59 428

North West

45 060

Northern Cape

16 250

Western Cape

49 009

All Provinces (Sub Total)

660 699

National

298 006

Grand Total

958705

1(a)(ii) Information on employees receiving the housing allowance per department (National and provincial departments) is reflected on Annexure A.

1(a)(iii) Information on employees, per salary level 1 to 10 including 11 to 12 for the Occupational Special Dispensation (OSD), is reflected on Annexure B. Employees who are not owning nor renting any accommodation do not receive the housing allowance. Employees who are on middle management (MMS) and senior management service (SMS) levels (11 – 16) respectively and are on Total Cost to Employer salary packages do not receive a separate housing allowance. However, they are able to access other services of the Scheme, such as education and counselling, housing loans and housing stock facilitation, and enrolment.

1(b) As at 31st December 2020, the amount currently saved in the Individual-Linked Savings Facility (ILSF) is R 9.6 billion.

2. The DPSA has established that eligible public service employees are accessing the housing allowance benefit and that this has improved since inception of the GEHS benefits. This is demonstrated by the fact that the qualifying number of employees has almost doubled from 352 103 in July 2015 when the GEHS benefits were implemented to 710 173 employees as at 31 January 2021., A further improvement is on the reduction of the number of employees who were eligible for the historical housing allowance from 44530 in July 2015, to 8 338 employees, as at 31 January 2021.

At an employee/individual level factors, ranging from poor financial health, decisions on appropriate home locations, respective housing stock supply and affordability price ranges affect the ability of employees to obtain finance for housing loans or where to purchase, within their affordability criteria.

The access to and provision of decent housing is a national imperative and the DPSA is acutely aware of its role in acting as a catalyst for disrupting the status quo.

End

22 December 2020 - NW2720

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Powell, Ms EL to ask the Minister of Public Service and Administration

Whether he will furnish Ms E L Powell with the details of all (a) total cost to company salaries and (b) bonuses of executive employees, including the chief executive officers in all entities reporting to the national Departments of Water and Sanitation and Human Settlements for the past five financial years?

Reply:

The information requested by the Honourable Member is provided in Annual Reports tabled yearly in Parliament by departments and public entities.

11 December 2020 - NW2605

Profile picture: Clarke, Ms M

Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What total (a) number of provincial departments have underperformed in the 2019-20 financial year and (b) amount was paid for performance bonuses to the specified underperforming departments in the specified financial year; (2) what total (a) number of departments within the national Government have underperformed in the 2019-20 financial year and (b) amount was paid for performance bonuses to the specified underperforming departments in the specified financial year?

Reply:

The Department received the question, reviewed its contents against its mandate and has determined that the most appropriate respondent should be the Department of Cooperative Governance and Traditional Affairs.

10 December 2020 - NW2618

Profile picture: Clarke, Ms M

Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What qualifications are needed for the post of Deputy Director-General (DDG) within the national Government; (2) whether he has found that all DDGs have the necessary qualifications in each department; if not, what is the position in this regard; if so, what (a) are the relevant details of all DDGs within the national departments, (b) are the current qualifications of each DDG and (c) number of persons are acting as DDGs?

Reply:

(1) The qualifications required for a post of Deputy Director-General (DDG) are regulated in the Directive on compulsory capacity development, mandatory training days and minimum entry requirements for the Senior Management Service which was implemented on 1 April 2015. The qualifications for a Deputy Director-General post is an undergraduate qualification and a post graduate qualification (NQF level 8) as recognized by SAQA.

(2) All Deputy Director-General posts at National departments serve at Cabinet and the Minister for the Public Service and Administration performs an oversight. Should a candidate not meet the requirement, the Cabinet Memorandum does not serve at Cabinet so the appointment is not effected. Departments are often advised through circulars not only on the requirements for post but all regulatory requirements to fill posts including DDG level.

(a) The relevant details of all DDGs in National departments according to PERSAL indicates that there are currently 201 DDG posts in National government of which 135 are filled and 66 are vacant. Prior to 1 April 2015 there was no prescription on the educational requirements. In terms of professionalization, and the expected requirements, mobility is linked to the said qualifications. An individual will not be able to progress to higher levels without the said qualifications. Should a DDG have been appointed prior to 1 April 2015 such a DDG cannot be discriminated against if they currently occupy a DDG post. Should such DDGs apply for another DDG post or a Head of Department post they will not qualify in the event that they have not met the inherent requirements.

(b) The current qualification requirement is an undergraduate qualification and a post graduate qualification (NQF level 8) as recognized by SAQA as well as the inherent requirements of the post. All DDGs appointed with effect from 1 April 2015 must be in possession of those requirements. The information on qualifications for DDGs in posts is based on the data captured by departments may be incomplete or not captured and or updated on PERSAL. Where no information is reflected the department has not captured the qualification, Annexure A.

(c) An employee at a level below a DDG or at the level of a DDG can be appointed to act in a DDG post, therefore there are circumstances where employees are acting laterally. Acting in a post is not captured on PERSAL as the period are generally short. However, when an employee is receiving an acting allowance such acting in a higher post is captured on PERSAL. Based on PERSAL, there are currently six (6) Chief Directors receiving an acting allowance in DDG posts.

END

09 December 2020 - NW2699

Profile picture: Clarke, Ms M

Clarke, Ms M to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION:

What is the salary level difference between a level 11 post and a level 13 post?

Reply:

The difference between salary level 11 and 13 is R324 069.

End

08 December 2020 - NW2443

Profile picture: Clarke, Ms M

Clarke, Ms M to ask the Minister of Public Service and Administration

(1) What steps has his department taken to ensure that the (a) Departments of (i) Justice, (ii) Military Veterans, (iii) Small Business Development, (iv) Rural Development and Land Reform and (v) Women and (b) Statistics South Africa submit their misconduct cases for the fourth quarter of the 2019-20 financial year?

Reply:

Non-compliance letters were issued to all of the above-mentioned departments (a) (i) (ii) (iii)(iv) (v) and (b) for failing to submit misconduct cases for the fourth quarter of the 2019-2020 financial year. Departments were given up to 30 October 2020 to provide the information to the Office of the Director-General for the Department of Public Service and Administration, including reasons for failing to comply. Only Military Veterans responded (on 18 August 2020) and indicated that the document was delayed due to a technical glitch. To address non-compliance, letters will be directed before the end of November 2020 to the indicated Heads of Department to express dissatisfaction regarding the matter, to request that steps be taken to prevent a repeat of the situation, and to request disciplinary action to be taken against those responsible for the delay. The Minister of Public Service and Administration will also direct similar letters to the relevant Executive Authorities.

End

08 December 2020 - NW2445

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Clarke, Ms M to ask the Minister of Public Service and Administration

What are the details of cases of misconduct that were reported in his department and in each province with regard to (a) financial misconduct and the amounts involved in each case, (b) amounts of irregular expenditure, (c) absenteeism and the period thereof, (d) dishonesty, (e) assault, (f) damage to state property and amount thereof, (g) contravention of code of conduct, (h) failure to carry out lawful order, (i) poor work performance and (j) sexual harassment?

Reply:

The details of cases of misconduct that were reported in his department (DPSA) are as follows:

MISCONDUCT

DETAILS

a) Financial misconduct and the amounts involved in each case

None

b) Amounts of irregular expenditure

R505 677.95

c) Absenteeism and the period thereof

None

d) Dishonesty/Misrepresentation

(Case initially captured as misrepresentation. The employee was found guilty on charge of dishonesty)

DPSA had one case of dishonesty in the 4th quarter. The case was finalised on 08 October 2020. The employee was found guilty and given the following sanctions:

  • One month salary suspension without pay;
  • Final written warning; and
  • Corrective counselling.

e) Assault

None

f) Damage to state property and amount thereof

None

g) Contravention of code of conduct

None

h) Failure to carry out lawful order

None

i) Poor work performance

None

j) Sexual harassment

None

The information used to compile the above table was obtained from the 4th quarter FOSAD report for the 2019/2020 financial year.

The details of cases of misconduct that were reported in each province are as follows:

The information for the response to the question of misconduct cases reported in each province is based on information obtained from provinces during the 2018/2019 financial year, as the report on Financial Misconduct for the 2019/2020 financial year is work in progress and has not been finalized.

a) Financial misconduct cases reported by provincial departments for the 2018/2019 financial year and the amounts involved:

 

CASES REPORTED BY PROVINCIAL DEPARTMENTS

1

Corruption

2

Fruitless and wasteful expenditure

3

Theft

4

Fraud

5

Gross negligence

6

Irregular expenditure

7

Misappropriation and abuse

AMOUNTS INVOLVED

Eastern Cape

R159 133 173.38

Free State

R121 333.19

Gauteng

R2 266 030.81

KwaZulu-Natal

R2 477 190.40

Limpopo

R941 159.70

Mpumalanga

R217 055.54

Northern Cape

R599 054.35

North West

R13 100.00

Western Cape

R983 569.11

Total: Provinces

R166 751 666.48

b) The Public Service Commission is not in a position to provide information with regards to the amounts involved in irregular expenditure, as the institution does not keep such records.

(c) - (j): Information is available for the following provinces:

Eastern Cape

Total Number

c) Absenteeism

8

d) Dishonesty

1

e) Assault

3

f) Damage to State property and amount thereof

2

g) Contravention of code of conduct

8

h) Failure to carry out lawful order

Not available

i) Poor Work Performance

0

j) Sexual Harassment

4

Free State

Total number

(c) Absenteeism

6

(d) Dishonesty

30

(e) Assault

42

(f) Damage to state property and amount thereof

0

(g) Contravention of code of conduct

2

(h) Failure to carry out lawful order

Not available

(i) Poor Work Performance

0

(j)Sexual Harassment

3

KwaZulu-Natal

 

(c) Absenteeism

2

(d) Dishonesty

0

(e) Assault

1

(f) Damage to state property and amount thereof

0

(g) Contravention of code of conduct

1

(h) Failure to carry out lawful order

Not available

i) Poor Work Performance

2

j) Sexual Harassment

0

Limpopo

Total number

(c) Absenteeism

1

(d) Dishonesty

2

(e) Assault

0

(f) Damage to State property and amount thereof

1

(g) Contravention of code of conduct

1

(h) Failure to carry out lawful order

Not available

(i) Poor Work Performance

0

(j) Sexual Harassment

1

Northern Cape

Total number

(c) Absenteeism

13

(d) Dishonesty

0

(e) Assault

4

(f) Damage to State property and amount thereof

1

(g) Contravention of code of conduct

1

(h) Failure to carry out lawful order

Not available

(i) Poor Work Performance

0

(j) Sexual Harassment

1

North West

 

c) Absenteeism

11

d) Dishonesty

4

ec) Assault

4

f) Damage to state property and amount thereof

0

g) Contravention of code of conduct

2

h) Failure to carry out lawful order

Not available

i) Poor Performance

1

j) Sexual Harassment

4

End

08 December 2020 - NW2542

Profile picture: Clarke, Ms M

Clarke, Ms M to ask the Minister of Public Service and Administration

What are the details of cases of misconduct that were reported in (a) his department and (b) each province with regard to (i) insubordination, (ii) negligence and/or failure to comply with procurement procedures, (iii) dereliction of duty, (iv) intimidation, (v) abuse of sick leave, (vi) being drunk on duty, (vii) insolent behaviour (viii) failure to declare previous misconducts, (ix) prejudice and disrespect and (x) theft, fraud and bribery?

Reply:

The following information is based on the 4th quarter FOSAD reports received from the Department of Public Service and Administration and the Provinces:

a) Department of Public Service and Administration:

(i) Insubordination:

Name of Department

No. of officials

Cost

Reason for disciplinary action being instituted

Period of suspension

Status of the case

Reasons for the case not to be concluded

DPSA

1

None

Insubordination

None

Sourcing a new chairperson

Sourcing a new chairperson

(ii)- (x) No cases reported.

b) Provinces:

The offences (i) to (x) are reflected in the table below.

Provinces

Name of Department

No. of officials

Cost

Reasons for disciplinary action being instituted

Period of suspension

Reasons for case not be concluded

Eastern Cape

DSRAC

2

R 1 439 542,80

R 1 194 770,3

(ii)Negligence and/or failure to comply with procurement procedures

281 days each employee

Interference with investigation x 2

 Free State

COGTA

2

None

(i)Insubordination

None

Not indicated

 

Pubic Roads and Transport

1

R 258 744,64

(i)Insubordination

88 days

Uplifted on 15 May 2020

 

Office of the Premier

1

R 1 023 645,00

(x) theft, fraud and bribery

365 days

Postponement

 

Health

2

R 25 189,58

R30 567,96

(x) theft, fraud and bribery

60 days each employee

Suspension uplifted

 

Education

2

R 156 294,81

R 214 091,01

(x) theft, fraud and bribery

425 days each employee

The matter has been finalised, awaiting finding of the chairperson

 

Public Works and Infrastructure

7

R 108 680,88

R126 152,78

R 126 152,78

R 195 454,00

(x) theft, fraud and bribery

23/09/2019 to date x 3, 20/12/2019 to date x 3, 16/1/2020 x 1 to date

National lockdown has hampered progress

Gauteng

Health

1

R 115 762, 68

  1. Insubordination

45 days

In progress

 

Provincial Treasury

1

n/a

  1. Insubordination

n/a

Postponement

 

Health

1

R 133 770,21

(ii)Negligence and/ or failure to comply with procurement procedures

52 days

In progress

 

Sports, Arts Culture and Recreation

2

R 637 596,75

R497 365, 86

(ii)Negligence and/ or failure to comply with procurement procedures

226 days

184 days

Ongoing/ waiting for verdict

 

Provincial Treasury

3

n/a

(ii)Negligence and/ or failure to comply with procurement procedures

n/a

Postponement

 

Provincial Treasury

2

None

(iv)Intimidation

Not indicated

Investigating officer not yet appointed

 

Health

1

n/a

(vi)Being drunk on duty

n/a

Postponement

 

Sports, Arts Culture and Recreation

1

n/a

(vi)Being drunk on duty

n/a

Postponement

KwaZulu-Natal

Education

1

R 13 378,64

(i)Insubordination

-

Pending to the outcome of hearing

 

Education

3

R 25 100,00

R12 947,84

R 55166,7

(ii)Negligence and /or failure to comply with procurement procedures

30 days

30 days

44 days

Investigation in progress

 

Human Settlement

5

R327 084,00

R269 162,00

R187 038,00

R47 634,00

R44 217,00

(ii)Negligence and /or failure to comply with procurement procedures

60 days x4

150 days

Matter part-heard and will be proceeding in mid-April.

Suspension extended x 4

 

Education

3

R 67661,5

R 17226,35

R 19287,85

R 162 508,4

R 90848,4

(x)Theft, fraud and bribery

30 days

30 days

44 days

150 days x 2

Suspension reviewed and return to work approved subject to alternative placement.

Investigation in progress x 4

 

EDTEA

3

R 46 673,00

R 63 884,05

R 58 996,15

(x)Theft, fraud and bribery

60 days each employee

Interfere with witnesses

 

Arts and Culture

1

R 710 722,05

(x)Theft, fraud and bribery

265 days

Hearing has commenced and in process.

Limpopo

Health

1

R 32 975,25

(i)Insubordination

30 days

Investigation

 

Public Works & Infrastructure

1

Not indicated

(ii)Negligence and /or failure to comply with procurement procedures

375 days

Hearing pending

 

Agriculture

2

R 697595,92

R347048,32

(ii)Negligence and /or failure to comply with procurement procedures

150 days

90 days

Under investigation x 2

 

Health

1

R 35 819,22

(iii)Dereliction of duty

150 days

Not indicated

 

Health

1

Not indicated

(iv)Intimidation

120 days

Investigation

 

Health

4

Not indicated

(x)Theft, fraud and bribery

60 days x3

30 days

Investigation

Northern Cape

Office of the Premier

3

n/a

(i)Insubordination

n/a

Matter not reported

 

Office of the Premier

3

 

(ii)Negligence and /or failure to comply with procurement procedures

 

Matter not reported

 

Office of the Premier

2

n/a

(vi)Being drunk on duty

n/a

Charge sheet forwarded to the HOD for signature

 

Office of the Premier

3

n/a

(x)Theft, fraud and bribery

48 days

Sanction pending

North West

Health

1

R 60 447,90

(ii)Negligence and /or failure to comply with procurement procedures

180 days

Under investigation

 

Agriculture

1

R 182 443,16

(iii)Dereliction of duty

2019/11/20 to date

None

 

Health

3

R 537 405,21

R 55 248,00

R 50 692,00

(iii)Dereliction of duty

270 days

Unavailability of presiding officers

 

Health

1

R 23 188,50

(x)Theft, fraud and bribery

60 days

Under investigation

Western Cape

Department of Cultural Affairs and Sport

2

n/a

(i)Insubordination

(ii)Negligence and /or failure to comply with procurement procedures

79 days

100 days

Resigned

Dismissed

End

08 December 2020 - NW2619

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What (a) position does a certain person (Dudley Moloi) hold within corporate services and (b) qualifications does the specified person have; (2) (c) Whether the specified person meets the necessary requirements of the position; if not, what were the requirements for the post of deputy director-general (DDG) within corporate service; (3) Whether the requirements for the position of DDG were lowered; if not, what is the position in this regard; if so, (a) what were the reasons for lowering the requirements and (b) who was appointed in the position?

Reply:

(1)(a) He was employed in the Branch: Policy, Research and Analysis as a Deputy Director: Learning and Knowledge Management (Case Study Writer/Analyst) on salary level 11, up to 31 October 2020. The department has offered him a post of Deputy Director: Knowledge Management in Branch: e-Government Services and Information Management due to the revised Organisational Structure with effect from 1 November 2020. He has not held a position within Corporate Services in the Department.

(1)(b) He has a Matric and a Diploma in Journalism.

(2)(c) The person is employed as Deputy Director on salary level 11. The requirements for the advertised post of Deputy Director-General Administration, which includes the management of Corporate Services, are as follows:

`An appropriate SAQA recognised undergraduate qualification and a post graduate qualification (at NQF. 8) in either Public Administration, Social Sciences, Business Management, Law, Human Resources or Finance. At least minimum of 8-10 years appropriate experience at a Senior Management level with demonstrable requisite technical skills. Knowledge of the Government legislative framework, Public Service legislative and Policy Framework, Government Medium Term Strategic Framework linked to the National Development Plan. Advanced knowledge of public policy analysis and policy development processes, Stakeholder management and coordination, Strategic thinking and leadership, Research skills, Financial Management and Human Resource Management.

(3)(a) The requirements for the position of DDG: Administration were not lowered; and

(3)(b) Ms Linda Dludla was appointed in the post of DDG: Administration in January 2017.

End

08 December 2020 - NW2575

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

(1)Whether he approved the appointment of a certain person (name and details furnished) in the Office of the Minister of Finance, Mr T TMboweni, in terms of the Ministerial Handbook, in light of the fact that serious allegations of corruption were levelled against the specified person at the Judicial Commission of Inquiry into Allegations of State Capture, Corruption And Fraud in the Public Sector including Organs of State; if not, what is the position in this regard; if so, will he make public the evidence of his approval of the person’s appointment; (2) what is the total annual salary package paid to a Community Outreach Officer working in the private office of a Minister?

Reply:

1. No. The appointment of employees in the National Treasury is the responsibility of the Minister of Finance.

2. The post of Community Outreach Officer in the Office of a Minister is benchmarked at salary level 11 (R733 257 – R863 748).

End

08 December 2020 - NW2697

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Clarke, Ms M to ask the Minister of Public Service and Administration

Whether he has found that the scores were lowered when a certain person (name furnished) was appointed; if not, why not; if so, what (a) are the reasons for this, (b) level is the specified post and (c) level was the specified person appointed at?

Reply:

The scores were not lowered prior to Ms. Ngqolombe being appointed as an Administrator on 7 January 2002 or prior to her being promoted to Labour Relations Officer on 1 June 2006.

a) No; the score sheetswere not altered when Ms. Ngqolombe was appointed.

b) &(c) The postof Administrator was on salary level 5 and the Labour Relations Officer on salary level 6.

End

08 December 2020 - NW2543

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Clarke, Ms M to ask the Minister of Public Service and Administration

What security processes has the Government implemented in terms of e-governance systems so that the systems are not compromised?

Reply:

The Department of Public Service and Administration is mandated by section 94 of the Public Service Regulations toissue the information security standard for the public service, after consultation with the relevant Ministers.

On the 2nd of June 2017 the DPSA and GITOC Security Committee (SCISS) issued the ICT Security Guidelines for implementation by the national and provincial departments within their respective departments.

The purpose of these ICT Security guidelines is to create an enabling ICT security environment and to address the security risks and weaknesses in e-governance systems.

Section 11 of the DPSA ICT Security Guidelines particularly covers the aspects of access management and acquisition of information systems as they relate to securing e-governance systems.

The ICT Security Guidelines cover a number of areas in relation to securing e-governance systems. Those include:

Section 11.7 – Information Systems Acquisitions, Development & Maintenance

Section 11.6 – Access Management

Section 11.10 – Third Party Management

Section 11.11 – Compliance

Section 11.12 – Intellectual Property Rights

The DPSA ICT Security Guidelines are currently being converted into a Public Service Information Security Standard to strengthen compliance.

End

08 December 2020 - NW2867

Profile picture: Cebekhulu, Inkosi RN

Cebekhulu, Inkosi RN to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION:

As the Government moves ahead with its plans to freeze public sector wages for the next three financial years to help cut the salary bill and contain a yawning budget deficit, what are the relevant details of salary ranges for public servants and/or workers in 2020?

Reply:

The details of these salary ranges and notches for employees appointed in terms of the Public Service Act,1994 and who are below the Senior Management Service, are contained in DPSA Circular No 10 of 2019 dated 28 March 2019. This circular can be accessed on the DPSA website at:

http://www.dpsa.gov.za/dpsa2g/documents/rp/2019/18_1_p_28_03_2019.pdf

The details of the salary ranges and notches applicable to the members of the Senior Management Service appointed in terms of the Public Service Act, 1994 are contained in DPSA Circular 19 of 2019 dated 2 July 2019. This circular can be accessed on the DPSA website at:

http://www.dpsa.gov.za/dpsa2g/documents/rp/2019/18_1_4_02_07_2019.pdf

End

08 December 2020 - NW2209

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

(a) What is the total number of (i) fulltime shop stewards and (ii) national office bearers elected by labour unions that are employed and paid by the State in the public service and (b) will he furnish Dr L A Schreiber with a breakdown of the number of (i) full-time shop stewards and (ii) national office bearers elected by labour unions employed and paid by the State in the public service in each (aa) national government department, (bb) provincial government department and (cc) public sector labour union?

Reply:

(a) 

(i) The total number of fulltime shop stewards elected by labour unions and paid by the state in the Public Service is 395.

(ii) The total number of elected National office bearers electedby labour unions that are employed and paid by the State in the public service is 32.

b) Breakdown of the number of (i) full-time shop stewards and (ii) national office bearers elected by labour unions employed and paid by the State in the public service in each (aa) national government department, (bb) provincial government department and (cc) public sector labour union is attached hereto as TagA1.

End

08 December 2020 - NW2210

Profile picture: Schreiber, Dr LA

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

What are the average salary levels that are paid to (a) full-time shop stewards and (b) national office bearers who are elected by labour unions and are employed in the public service?

Reply:

a) The average salary levels paid to full-time shop stewardswho are elected by labour unions and are employed in the public service is R 309 860,00.

b) The average salary levels paid to National office bearers who are elected by labour unions and are employed in the public service is R 486 653,00.

End

08 December 2020 - NW2312

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

(1)What total annual amount is spent by the State on the payment of salaries, bonuses, housing allowances and medical allowances of (a) full-time shop stewards and (b) national office bearers elected by labour unions; (2) What total number of (a) full-time shop stewards and (b) national office bearers elected by labour unions currently serve in managerial positions throughout the Public Service?

Reply:

1. 

a) The total annual amount spent by the State on the payment of salaries, bonuses, housing allowances and medical allowances of full-time shop for the month ending 30 September 2020 is R 11 812 808.00

b) The total annual amount spent by the State on the payment of salaries, bonuses, housing allowances and medical allowances of national office bearers for the month ending 30 September 2020 is R 2 502 558,00.

2. Based on the information received, there are no senior managers elected by labour unions as office bearers or full time shop stewards in the public service.

End

08 December 2020 - NW2324

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Clarke, Ms M to ask the Minister of Public Service and Administration

Whether government departments have adhered to the monitoring tool to obtain statistics in terms of discipline management, which his department put in place in January 2012 and November 2014; if not, (a) why not and (b) what steps were taken in order to ensure that departments comply with the monitoring tool; if so, what are the relevant details?

Reply:

Yes, Government departments have adhered to the monitoring tool to obtain statistics in terms of discipline management, which the DPSA put in place in January 2012 and November 2014.

a) n/a

b) The steps taken in order to ensure compliance are:-

  • The DPSA reported non-compliance of departments to the relevant Portfolio Committee.
  • The Director-General (DG) of the DPSA addressed non-compliance of departments in the Forum of South African Directors-General and provided the Minister for the Public Service and Administration with quarterly reports, indicating those departments that did not report.
  • The DG for the DPSA followed-up with the heads of departments who omitted to submit their statistics.
  • The DPSA issued non-compliance letters (in terms of Section 16 A (4) of the Public Service Act,1994) to those departments who did not submit their statistics.
  • The Minister for the Public Service and Administration (MPSA) hosted contact sessions with Executive Authorities of those departments identified to have suspensions older than one year, where they discussed the reasons for the delay in finalizing cases and support was offered by the DPSA to rectify the situation. MPSA met with the Premier of North West, the Premier of the Northern Cape, the Premier of Kwa-Zulu Natal, the Premier of the Free State, as well as the Minister of Higher Education, Science and Technology and the Minister of Justice and Correctional Services.
  • To support departments, the discussions between the political heads were followed by workshops conducted by the DPSA. These workshops took place in the North West Province, Kwa-Zulu Natal, Mpumalanga, Free State, the Northern Cape and the Department of Correctional Services.
  • The DPSA developed a new reporting tool for precautionary suspensions, and since September, those departments with long overdue suspensions are using it to capture their information on a database that is used by the DPSA for monitoring purposes.The DPSA uses the information obtained during workshops to draft a strategy to address backlogs of disciplinary cases and to develop a Guide on Discipline Management.

End

06 November 2020 - NW93

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Clarke, Ms M to ask the Mrs M Clarke (DA) to ask the Minister of Public Service and Administration

(1) (a) What are the details of (i) each department that has contracted workers, (ii) the permanent organogram in terms of staff structures of each specified department, (iii) the budget for the relevant permanent positons and (iv) the expenditure for the relevant contracted positions within each department and (b) why are contracted positions established within each department when the staff organogram have vacant funded positions available; (2) What total number of government departments have merged? (3) Whether the staff of the merged departments have been placed; if not, why not; if so, what (a) total number of staff members have not been placed within positions and (b) what does the department intend doing with staff that has not been placed?NW105E

Reply:

(a) (i) In terms of information on PERSAL as at 31 May 2020, 62 581 employees have been appointed on temporary basis. Attached is a breakdown of temporary appointments per department (Annexure A).

(ii) The breakdown from PERSAL as at 31 May 2020 on the permanent organogram in terms of staff structures of each specified department is attached at (Annexure B).

(iii) and (iv) Budget and expenditure details for the relevant contracted positions can be obtained from the National Treasury.

(b) Persons may be employed to contracted positions additional to the establishment of a department based on a temporary need and such appointments are in terms of Regulation 57 (2) where;

  • The incumbent of a post is expected to be absent for such a period that his/her duties cannot be performed by other employees;
  • A temporary increase in work occurs or it is necessary for any other reason to temporarily increase the staff of the department;
  • An employee’s post has been abolished and he or she cannot be transferred into another post; and
  • An employee is part of a development programme as contemplated in regulation 58 (Development Programmes: Internship)

Appointments of this nature are for a period that must not exceed 12 consecutive calendar months.

2. The following 10 departments were merged on 01 April 2020 to coincide with budget appropriations for the 2020/21 financial year:

No.

Departments that Merged

New Merged Departments

1.

Agriculture

Rural Development and Land Reform

Agriculture, Land Reform and Rural Development

2.

Communications

Telecommunications and Postal Services

Communications and Digital Technologies

3.

Mineral Resources

Energy

Mineral Resources and Energy

4.

Sport and Recreation South Africa

Arts and Culture

Sports, Arts and Culture

5.

Trade and Industry

Economic Developments

Trade, Industry and Competition

3 (a) The process of placement has not yet been concluded. Consultations with organized labour are underway in the affected departments on the matching and placing of the staff of the merged departments. Public Service Coordinating Bargaining Council (PSCBC) Resolution 1 of 2019 provides guidelines on the identification, transfer and placement of staff in a transparent, fair and inclusive process.

(b) The agreement provides that excess employees not matched and placed, be held additional to the post establishment. The employer must apply measures to enhance redeployment including training of employees additional to the establishment to meet the requirements of vacant posts.

A National Implementation Task Team comprising of the employer and organised labour under the auspices of the PSCBC will monitor implementation. Departmental Task Teams are established to facilitate the process of matching and placing.

End

05 November 2020 - NW94

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Clarke, Ms M to ask the Minister of Public Service and Administration

Whether his department has specified criteria or policies in place with regard to the number of officials employed in the Public Service who should attend committee meetings in the Parliament of the Republic of South Africa; if not, (a) why not and (b) what is the position in this regard; if so, what are the relevant details and (ii) has he found that the specified criteria has proven cost effective in respect of the outcomes achieved with regard to effective accountability?

Reply:

(a) Yes, the Department of Public Service and administration has specified criteria in place regarding the number of officials who should attend the committee meetings in the Parliament of the Republic of South Africa.

(b)(i) The criteria for attending committee meetings in Parliament is included in the departmental Travel Policy which states the following “The number of employees attending official engagement on the same matter must be limited to 3 employees from the department. If the number exceeds 3, approval must be obtained from the Accounting Officer. The Accounting Officer, Deputy Directors-General or employees holding an equivalent rank, Ministerial advisors appointed in terms of section 12A of the Public Service Act and other EXCO members reporting directly to the Accounting Officer, people performing Parliamentary duty and the Chairperson and Secretary to the Public Service Remuneration Review Commission (PSSRS) do not contribute to the three (3) employees mentioned above.”

END

14 August 2020 - NW1385

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

(1) What number of (a) calls were logged with the Anti-Corruption hotline during 2019-20 and (b) the specified calls resulted in (i) cases being opened, (ii) cases being prosecuted, (iii) successful convictions and (iv) cases that are still open or pending; (2) whether he will make a statement on the matter?NW1756E

Reply:

(1)(a) What number of calls were logged with the Anti-Corruption Hotline during 2019-20?

During the 2019/2020 financial year, a total of 70 500 incoming calls were logged with the National Anti-Corruption Hotline (NACH). 68 909 of the incoming calls include answered calls, unanswered calls and abandoned (dropped calls), enquiries, wrong numbers, children playing, abusive calls, calls with inadequate information, calls relating to institutions outside the Public Service, requests for feedback and additional information to a previous case reports. (The NACH keeps track of all incoming calls for monitoring the efficiency of the call centre).

(b) the specified calls resulted in (i) cases being opened,

1591 case reports were generated and referred to relevant departments/ public entities for investigation.

  • 1007cases were relating to social grants fraud and all these cases were referred to SASSA for investigation. The monetary value of the cases referred to SASSA amounts to R216 799 29. 65, with the recovery of R106 263. 45;
  • 76 cases were investigated by the PSC and these cases were concluded and closed on the NACH system; and
  • 508 cases are outstanding and are being investigated.

(b)(ii) cases being prosecuted or, (iii) successful convictions.

The following table lists 18 cases inwhich officials were found guilty of misconduct.

ITEM NO

NAME OF DEPARTMENT

NATURE OF ALLEGATIONS

SANCTION IMPOSED

1

Water and Sanitation

Alleged abuse of state vehicle and company time

Final Written Warning

2

Water and Sanitation

Alleged abuse of Government resources

Final written warning and two months suspension without pay

3

Water and Sanitation

Alleged misuse of State vehicle

Final Written Warning

4

Water and Sanitation

Alleged misuse of state vehicle

Final Written Warning

5

Home Affairs

Alleged solicitation of bribes from foreign national in exchange for issuing them with fraudulent South African document

Dismissal

6

Home Affairs

Alleged unethical behaviour

Dismissal

7

Home Affairs

Alleged fraud

Final Written Warning and one month salary suspension.

8

Justice and Constitutional Development

Alleged absenteeism without submitting a leave form

An amount of R1 427.69 was recovered from the official in six monthly instalments.

9

Correctional Services

Alleged unethical behaviour

Demotion

10

Correctional Services

Alleged theft (3 officials)

Written warnings (2 X officials)

Final Written warning (1 X official)

11

Correctional Services

Alleged submitting of fraudulent matric certificate

Resignation. A criminal case of fraud has been opened with the SAPS

12

Correctional Services

Alleged unethical behaviour

Written Warning

13

Correctional Services

Alleged unethical behaviour

Warning

14

Correctional Services

Alleged appointment irregularities

Dismissal

15

Home Affairs

Alleged abuse of government resources

Final Written Warning

16

SAPS

Alleged unethical behaviour

A case of theft has been opened with the SAPS

17

DOJ&CD

Alleged misuse of a state-owned vehicles

Final Written Warning and two months suspension without pay

18

Correctional Services

Alleged cover up of assault

42 days segregation and demotion. A criminal case of murder has been opened with the SAPS.

(iv) cases that are still open or pending;

508 cases are outstanding and are being investigated.

(2) whether he will make a statement on the matter?

The Public Service Commission has issued the information at a virtual media briefing held on 24 June 2020.

12 August 2020 - NW1607

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

Whether the Government is considering introducing legislation aimed at creating a single Public Service to extend the national Government’s control over the Public Service in the municipal sphere; if not, why not; if so, (a) on what date will the draft legislation be introduced in Parliament and (b) what are the further relevant details?

Reply:

Around 2002 the vision for a Single Public Service was conceived and since then work has been done towards the realisation thereof. The objective of this Single Public Service (now referred to as the Single Public Administration) was underpinned by the need to improve service delivery through harmonisation of norms and standards to align human resource, Governance, Information Communication Technology and related arrangements in all three spheres of government i.e national, provincial and local government, taking into account the constitutional imperatives. To this extent the Public Administration Management Act, 2014 was enacted which, to a limited extent, addressed some of the objectives of the Single Public Administration such as-

A) The mobility of staff between the spheres of government- sections 5 and 6 of the Public Administration Management Act make transfers and secondments across spheres of government possible;

b) The provision of service centres to provide services of the 3 spheres of government at one place is provide for in section 18 of the Public Administration Management Act;

c) The creation of a common ethos and culture of public service- principles of section 195 of the Constitution is recognised in section 4 of the Public Administration Management Act;

d) The provision for an anti-corruption strategy and standards of conduct- provided for in section 15 of the Public Administration Management Act;

e) Ensuring the creation of norms and standards for e-government governance, information and communication technology throughout the public administration- section 14 of the Public Administration Management Act; and

f) Providing for the professionalisation of the public administration through training and development- Chapter 4 of the Public Administration Management Act.

We are currently focused on the full implementation of the Public Administration Management Act, which includes promulgation of relevant regulations and may include amendments to address areas where there have been challenges experienced in its implementation or where new policy is required to be introduced. Once the work required to be done to inform such an amendment is completed, we will be better placed to indicate the details thereof.

11 August 2020 - NW1424

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

(1)By what cumulative percentage in (a) real and (b) nominal terms did the salaries of members of the Senior Management Service (SMS) in levels 13 to16 in the public service grow between the 2009-10 financial year and the 2020-21 financial year; (2) whether he will provide Dr L A Schreiberwitha detailed breakdown of the annual salary increases granted to members of SMS salary levels 13, 14, 15 and 16 for each financial year since the 2009-10 financial year; if not, what is the position in this regard; if so, what are the relevant details; (3) whether he will provide Dr L A Schreiberwitha breakdown of the number of public servants currently employed at SMS salary levels 13 to 16?

Reply:

Questions 1 and 2

According to information received from National Treasury the salary adjustments granted to members at the various salary levels of the Senior Management Service (SMS), in real and nominal terms, between the 2009/10 and 2019/20 financial years, are reflected in the table below. No final decision on salary adjustments for the SMS for the 2020/21 financial year has been taken yet.

 

2009/10

2010/11

2011/12

2012/13

2013/14

2014/15

2015/16

2016/17

2017/18

2018/19

2019/20

Total

Consumer Price Index

6,5%

3,8%

5,5%

5,5%

5,8%

5,6%

5,2%

6,3%

4,7%

4,6%

4,2%

57,7%

Cost of living adjustment (COLA)

Nominal salary growth (COLA)

Salary Level 13

10,5%

6,0%

5,0%

5,0%

5,6%

6,2%

5,5%

4,0%

5,5%

6,0%

5,2%

64,5%

Salary Level 14

10,5%

6,0%

5,0%

5,0%

5,6%

5,7%

5,5%

2,5%

5,5%

5,5%

5,2%

62,0%

Salary Level 15

10,5%

6,0%

5,0%

5,0%

5,6%

5,7%

5,5%

2,5%

5,5%

5,5%

5,2%

62,0%

Salary Level 16

10,5%

6,0%

5,0%

5,0%

5,6%

5,7%

5,5%

2,0%

5,5%

5,5%

5,2%

61,5%

 

Real salary growth

Salary Level 13

3,8%

2,1%

-0,5%

-0,5%

-0,2%

0,6%

0,3%

-2,2%

0,8%

1,3%

1,0%

6,5%

Salary Level 14

3,8%

2,1%

-0,5%

-0,5%

-0,2%

0,1%

0,3%

-3,6%

0,8%

0,9%

1,0%

4,1%

Salary Level 15

3,8%

2,1%

-0,5%

-0,5%

-0,2%

0,1%

0,3%

-3,6%

0,8%

0,9%

1,0%

4.1%

Salary Level 16

3,8%

2,1%

-0,5%

-0,5%

-0,2%

0,1%

0,3%

-4,0%

0,8%

0,9%

1,0%

3,7%

Question 3

The number of Senior Management Service employees in the Public Service as on 30 June 2020, per salary level, is reflected in the following table:

Salary level

Number

13

6 805

14

2 173

15

503

16

126

Total

9 607

Data source: PERSAL

Excluding Defence and State Security Agency

Excluding resignations up to 30 June 2020

24 July 2020 - NW1433

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Clarke, Ms M to ask the Minister of Public Service and Administration

(1)What total amount did his department allocate to the National School of Government (NSG) (a) in each of the past five financial years and (b) since 1 April 2020; (2) whether his department investigated the possibility of entering into partnerships with public universities to provide the training instead of the NSG; if not, what is the position in this regard; if so, what are the relevant details; (3) whether all of the courses and modules presented by the NSG are accredited with the relevant higher education qualifications authorities; if not, what is the position in this regard; if so, what are the relevant details; (4) whether the NSG has been presenting modules virtually since 26 March 2020; if not, why not; if so, what are the relevant details?

Reply:

1. The total allocated to the National School of Government was:

a) 2015/16 – R 140.4 million of which R47.8 million was transferred to the Trading Account. The trading Account then raised R 68.4 million of its own revenue.

2016/17 – R 88.6 million there was no allocation for the Trading Account. The Trading Account generated its own revenue of R137 million.

2017/18 – R 153.9 million of which R63.6 million was transferred to the Trading Account. The Trading Account generated its own revenue of R 115 million.

2018/19 – R 168.9 million of which R 72.8 million was transferred to the Trading Account. The Trading Account generated its own revenue of R 151.7 million.

2019/20 – R 187.9 million of which R84.8 million was transferred to the Trading Account. The Trading account generated its own revenue of R154.2 million

(b) from 1 April 2020 – R 190.6 million of which R93.7 million will be transferred to the Trading Account. The Trading Account budgeted revenue target has been revised downwards to R 75.2 million due to COVID-19 pandemic lockdown.

 

2. In repositioning for the future, the NSG is expanding its mandate in three spheres of government, state owned entities and organs of state and support the outcomes of priority 1 of MTSF (professionalising public administration). In doing so, it is critical for the NSG to intervene DIRECTLY by providing or facilitate ETD programmes; INFLUENCE (content creation of public administration, quality of ETD); and REFER (where the NSG cannot offer ETD interventions, we refer public servants to other recognised training providers esp. HEIs). The five year strategy programmes places emphasis on the quality of our ETD interventions and of those who deliver on behalf of the NSG; as well as to embrace partnerships and collaborations with public and private institutions to support ETD interventions to achieve depth and scale. In this regard, we are co-branding programmes we deliver in partnership with HEIs to grow our visibility, impact and brand value. The NSG has concluded partnerships with the following HEIs:

The NSG Programme

HEI, Geographical Allocation and Programme Recognition

EDP

Contract period:

Oct 2019 – Oct 2022

University of the Free State (UFS): National

Participants who hold a relevant Bachelor’s degree (or equivalent qualification) may apply for admission to the Post-Graduate Diploma (Public Administration and Management) and may receive exemption for one of the six modules.

EMDP and AMDP

Contract period:

1 April 2020 – 31 March 2023

North West University (NWU): N.West, Mpumalanga & Limpopo

EDP: Advanced standing (exemption) in relation to some 1st year modules of the BA Public Governance

AMDP: Advanced standing (exemption) in relation to all 1st year modules of the BA Public Governance

 

University of the Free State (UFS): Free State & KZN

EDP: Exemption from 2 modules of the Higher Cert in Management Development

AMDP: Exemption from 4 modules of the Higher Cert in Management Development

 

University of Forte Hare through Fort Hare Solutions (FHS): E. Cape

EDP: 81 credits toward the Higher Cert in Public Admin

AMDP: 85 credits toward the Advanced Cert in Public Admin

 

University of the Western Cape (UWC): W.Cape & N.Cape

EDP: Exemption from one 1st year module of the B Admin degree

AMDP: Exemption from one 3rd year module of the B Admin degree

 

Tshwane University of Technology (TUT): National Departments & GP

EDP: Exemption from 1st year Nat Diploma Public Management (to become Diploma in Public Affairs)

AMDP: Exemption from 1 module of the BTech Public Management (to become Advanced Diploma in Public Affairs)

The National School of Government (the NSG) has been working in partnerships with public universities for more than 10 years for the delivery of training programmes such as Integrated Management Development Programme (IMDP) and for the Legislature programmes. The Universities we have partnered with previously on the IMDP programmes include the University of Stellenbosch, Nelson Mandela University, Vaal University of Technology, University of Kwa-Zulu Natal, University of Pretoria, University of Limpopo, North West University (NWU), University of Forte Hare through Fort Hare Solutions (FHS), University of the Western Cape (UWC) and Tshwane University of Technology (TUT). On the Legislature programmes we have worked with WITS and University of Johannesburg.

The process of partnering with public universities is done through a tender process. New programmes are being explored with public universities and should bear fruits within two years – these will focus on economic governance, leadership in times of crisis (like Covid-19) and on a variety of 4iR programmes including Cyber Security and data analytics for policy making.

Over the last ten years, the training programmes in partnerships between NSG and Parliament have achieved the following based on successful participation by participants:

  1. Certificate in Governance and Leadership - offered by the NSG in partnership with UNISA: Approximately 182 participants successfully completed the Certificate in Governance and Leadership; and
  2. Graduate Certificate in Advanced Governance and Public Leadership - offered in partnership with the Wits University School of Governance as a short learning programme. The Graduate Certificate links to further qualification i.e. as determined by partnerships with HEIs and as determined by HEI admission requirements (PGDip in Governance and Public Leadership; MM in Governance and Public Leadership). Approximately 289 participants successfully completed the Graduate Certificate in Advanced Governance and Public Leadership.
  3. Over the period of the last ten years 178 participants enrolled for the PGDIP in Governance and Public Leadership through WITS. Through the University of Johannesburg 41 participants enrolled in a Continuing Education Programme and 73 participants enrolled to complete a PGDiP at the University of Johannesburg.

3. The majority of facilitated courses offered by the NSG are accredited with a relevant quality assurance authority. These include:

  • Higher Education Institutions
  • Education and Training Quality Assurance bodies within the relevant Sector Education and Training Authorities, for example the Public Service Sector Education and Training Authority (PSETA); and
  • Quality Council for Trades and Occupations (QCTO)

The School also offers non-credit bearing courses. The value of these courses lies in the agile development and up-skilling of public servants by developing knowledge, improving competency and enhancing practice. All courses offered by the School are approved through internal quality assurance processes. The NSG has 129 accredited and non-accredited courses/programmes of which 99 are accredited and 30 non-accredited. The details are as follows:

HEI approved

21

ETQA accredited

69

QCTO accredited

9

Total number of accredited courses/programmes (ETQA & QCTO):

99

Number of non-accredited courses/programmes

30

Grand total number of courses/programmes

129

The curriculum will be reviewed to align to the ETD needs for all salary levels (i.e. entry to exit). The NSG will also undertake the curriculum review using a peer review mechanism. The School is also building internal capacity for quality assurance and accreditation management. Furthermore, there is a process underway of establishing a Curriculum Review and Quality Assurance Committee which will also bring experts as part of continuing improvement of our curriculum and course delivery.

4. The NSG offered 9 self-paced open eLearning courses during the national lock down. Officials are able to self-register and enrol in the course or courses of their choice, which include:

  1. Ethics for Internal Auditors
  2. Ethics in the Public Service (Compulsory course)
  3. Generally Recognised Accounting Practice (GRAP)
  4. Introduction to Financial Management and Budgeting
  5. Introduction to Leading Change
  6. Introduction to Strategic Planning and Management
  7. Know and live our Constitution
  8. Policy and Procedure on Incapacity Leave and Ill-Health Retirement (PILIR)
  9. Writing for Government: Basic writing skills for Executive Support

The implementation of the SMS Pre-entry Programme (Nyukela) continued during lockdown. Since the national lock down and up to the end of June 2020 there was a total of 9 156 enrolments on the NSG eLearning platform, 2166 of which were in the SMS Pre-entry Programme (Nyukela). Officials who are new to eLearning are able to self-enrol in Getting Started with eLearning, which prepares them for online learning.

The NSG in partnership with University of Chinese Academy of Social Sciences (UCASS) will deliver a two weeks online Seminar on Building Governance Capacity for South Africa through the ZOOM platform starting from the 13th July 2020.

The National School of Government (NSG), in partnership with the Department of Women, Youth and Persons with Disabilities (DWYPD) will be launching in August 2020 a five-day gender course Leading Change by Championing Gender Equality. The course will be on the online platform and will cover the Mainstreaming of Gender, Gender Based Violence and Gender Responsive Planning and Budgeting.

The NSG is in the process of entering into a MOA with TIPS to develop online courses on COVID-19 and the South African Economy and South Africa’s Industrial policy and action plan. The courses will be rolled out in quarter 3 of 2020/21 financial year.

14 July 2020 - NW770

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

(1) What is the breakdown of the number of public servants who (a) had their workloads reduced significantly and are working part-time at home, (b) are currently working full-time from home and (c) are working full-time at their normal workplaces due to the Covid-19 pandemic; (2) whether the Government is still paying full salaries to public servants whose workloads have been reduced due to the Covid-19 pandemic; if not, why not; if so, what are the relevant details; (3) What arrangements have been put in place to make sure that public servants, especially those in management earning more than a million rand per annum, are not being paid from taxpayers’ money for work that they have not done during the Covid-19 epidemic

Reply:

1. Shortly after the lockdown was announced, the Minister for the Public Service and Administration issued directions in respect of service delivery and business continuity for the Public Service during the COVID-19 pandemic. These directions were communicated to departments under cover of DPSA Circular 15 of 2020, dated 25 March 2020. In essence, the directions provided that each head of department must determine appropriate work arrangements for his or her department to ensure continued service delivery during the lockdown whilst also preventing the spread of COVID-19. These arrangements should also include remote working arrangements where possible.

Due to the unique circumstances and service delivery requirements of departments, these arrangements would differ from department to department. It should also be understood that the numbers of public servants working either from their normal workplaces or remotely from home, would fluctuate constantly due to changing circumstances and work requirements.

A survey was conducted in departments to determine work arrangements during the various lockdown levels. The responses received from departments to date are captured in Annexure A.

2. During the national lockdown all public servants will continue to receive their full salaries.

The salaries of public servants are protected in terms of the provisions of the Public Service Act, 1994. Section 34 of the Act provides that the salary of an employee shall not be reduced without his or her consent except in terms of section 38 of the Act (that deals with wrongly granted remuneration), an act of Parliament or a collective agreement.

3. As far as members of the Senior Management Service (SMS) are concerned, the directions issued by the Minister for the Public Service and Administration in respect of service delivery and business continuity referred to above, provided that all members of the SMS must be available during the lockdown to render the services required of them.