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15 November 2019 - NW1328

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Hicklin, Ms MB to ask the Minister of Public Works and Infrastructure

(1) With reference to Agrément South Africa’s approval of a number of innovative building methods and materials, how are relatively more affordable and innovative building technologies incorporated into the construction industry when only traditional bricks and mortar structures have been approved by the National Home Building Regulations of the National Home Builders Registration Council and the SA Bureau of Standards; (2) what steps is her department taking to assist young entrepreneurs, developers and other professionals to get their innovative products and ideas to the build environment market?

Reply:

The Minister of Public Works and Infrastructure

  1. The National Building Regulations recognise at least one of three methods of satisfying compliance to the Building Regulations. Those are:
  • Rational Design, as designed by a Professional Engineer,
  • Compliance to “deem-to-satisfy” rules as set out in the South African National Standards (SANS) 10400 series, or
  • Agrément South Africa certification.

The National Home Builders Registration Council (NHBRC), in its mandate to protect the interests of housing consumers and ensure that builders comply with the prescribed building industry standards, assesses the quality of construction of homes, subsidised and non-subsidised, based on their satisfaction of at least one of the three requirements indicated above.

The NHBRC provides general guidance on the implementation of Innovative Building Technologies (IBTs) and condition of IBTs (by means of a published database). However, it does not provide assurance of the IBTs’ fitness-for-purpose; and Agrément South Africa does so.

In simple terms, the National Building Regulations do not only consider the conventional “brick-and-mortar” method of construction as the only solution, but recognises three methods, including innovative technologies.

The choice of an IBT to use, lies with the owner(s) of the product, or in a case of public infrastructure projects, with the specifiers (at planning and design phase).

The South African Bureau of Standards (SABS), through its Standards Division, develops, publishes and maintains the South African National Standards (such as SANS 10400), which are referenced in legislation, as one of the three methods of satisfying compliance to National Building Regulations. The SABS also develops standards for the so-called “conventional methods”, and not the innovative solutions.

(2) In terms of the objects of the Agrément South Africa Act, 2015 (Act No 11 of 2015), Section 4 (b) and (c), ASA is empowered to:

- “support and promote the process of integrated socio-economic development in the Republic as it relates to the construction industry”; and also to

  • “support and promote the introduction and use of certified non-standardised construction related products or systems in the local or international market.

This speaks to the issue raised by the Honourable Member relating to assisting South Africans to be entrepreneurs and to get their innovative products into the market.

This has been done with some relative success. Many non-standardised products certified by ASA have found their way into the market, but also we realise that we have not made the strides that we would like to. In this vein, we have engaged with ASA to come up with proposals as to how to further assist young entrepreneurs and to expand the footprint of the use of Innovative Building Technologies.

To this effect, ASA has established in the current financial year the Industry Advisory Committee (IAC) which will serve to promote to the industry the use of innovative building technologies. We expect ASA to come up with proposals on how best to assist young entrepreneurs by, among other things, forming strategic partnerships with funding agencies, in order to promote socio-economic development by having more innovative products in the markets and also ensure the uptake thereof, which will ensure the viability of businesses.

13 November 2019 - NW1138

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

(1) (a) On what grounds were performance bonuses paid out to employees of government departments that recorded adverse audit outcomes and/or did not reach key performance indicators in the past three financial years, (b) which of the specified departments paid out performance bonuses in each of the specified financial years and (c) what was the total cost of the performance bonuses in each case; (2) (a) what number of government departments do not have employment agreements in place, (b) what steps is his department taking in this regard, (c) how do the specified departments conduct performance assessments and (d) have any of the departments paid out performance bonuses in each of the past three financial years; (3) what amount did each government department spend on paying performance bonuses in each of the past three financial years?

Reply:

 1. (a) The general rules for the awarding of performance bonuses are contained in the Incentive Policy Framework issued by the Minister for the Public Service and Administration. Performance bonuses are awarded to employees who receive a performance rating of significantly above the expectation. The authority to grant performance bonuses resides with the Executive Authority or as delegated to the Head of the Department.

Therefore, the DPSA is not in a position to respond to the question regarding the grounds for the payment of bonuses by departments who recorded adverse audit outcomes and/or did not reach key performance indicators in the past three financial years.

According to the published reports of the Auditor General for the past five years (i.e. 2013/2014, 2014/2015, 2015/2016, 2016/2017, 2017/2018), the National Department of Environmental Affairs and the Free State Department of Agriculture and Rural Development each received an adverse audit outcome for the 2016/2017 performance cycle (Annexure B on Audit findings attached). The DPSA will write to the affected departments to request an explanation.

(b) The two affected departments, (National Department of Environmental Affairs and Free State Department of Agriculture and Rural Development) paid performance bonuses during the 2016/2017, 2017/2018 and 2018/2019 financial years.

(c) The amount paid for performance bonuses for the last three financial years was R45 769 407.95 and R5 036 752.95, respectively.

Name of Department

2016/2017

2017/2018

2018/2019

Total

National Department of Environmental Affairs

*R14588100.00

R16189906.95

14991400.00

R45769407.95

Free State Department of Agriculture and Rural Development

*R1555018.62

R2474891.16

R1006684.17

R5036752.95

*Adverse audit outcome

2. The DPSA Circular dated 23 January 2013, requires all departments to capture information on the signing of performance agreements for members of the Senior Management Service and non-SMS employees on or before 31 June annually.

(a) According to the information extracted from the PERSAL system, all departments have captured their information on the signing of performance agreements for the 2018/2019 performance cycle.

(b) The DPSA monitors and report on the level of compliance with the signing of performance agreements. Letters will be sent to non-compliant departments, when such is identified.

(c) Performance assessments are conducted based on the signed performance agreement which contains the performance measures. The performance assessments are subjected to a half-yearly and annual review. The performance ratings or scores are further subjected to a moderation process and recommendations are made to the relevant Executive Authority on the outcome of performance.

(d) Departments have awarded performance bonuses to eligible employees. The detailed list of performance bonuses paid by departments is attached as Annexure A.

2. Government departments paid performance bonuses for the 2016/2017, 2017/2018 and 2018/2019 financial years. The detailed list of the performance bonuses paid by departments is attached as Annexure A as extracted from the PERSAL system.  

13 November 2019 - NW1021

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

Noting that his department is currently reviewing the Ministerial Handbook for the second time this year, (a) by what date will his department finalise the second revision and (b) what are the (i) substantive areas within the Handbook that are currently under review and (ii) further relevant details?

Reply:

The Cabinet has directed that the Ministers of Finance, Public Works and Infrastructure and Public Service and Administration further engage on the financial implications of the Guide for Members of the Executive (referred to as the Ministerial Handbook).

a) The engagements have been finalised and proposals are being considered by the President and it is expected to be concluded shortly.

b) (i) The substantive matters that the Cabinet identified are-

  • Vehicle purchases for official use;
  • Tariffs in relation to privately owned vehicles used for official business by Members;
  • Residential upgrades; and
  • Staffing in Ministerial Offices.

(ii) Further details will be provided once decisions on any revisions are effected.

 

05 November 2019 - NW953

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Schreiber, Dr LA to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

(1) What number of public service employees have been found to have criminal records (a) in each of the past five calendar years and (b) since 1 January 2019; (2) What mechanisms has his department put in place to conduct vetting of potential public service employees to ensure that those with criminal records are not employed as public servants?

Reply:

1. The personnel suitability checks as prescribed by the Minister for the Public Service and Administration emanate from the National Vetting Strategy that resides with the State Security Agency. Departments keep their own databases on criminal records and information is not captured on the PERSAL system. A similar question was posed to me, when it was asked in the NCOP in relation to the murder of a 19 year old student of the University of Cape Town. My response to the question entailed that the Department of Public Service and Administration will be embarking on a number of initiatives to address the matter which includes, but is not limited to, the creation of a database of employees who have criminal records with the assistance of other relevant departments.

5. In terms of the provisions of the Public Service Regulations an Executive Authority must subject an employee or a candidate for employment to personnel suitability checks as directed by the Minister for the Public Service and Administration. The personnel suitability checks contemplated in Regulation 57(1) (c) of the Public Service Regulations, 2016 shall consist of the following:

(i) Criminal record checks

(ii) Citizenship verification

(iii) Financial checks

(iv) Qualification/ Study verification

(v) Previous employment verification (Reference checks)

Should a verification confirm a criminal record, the department has to consider the relevance thereof to the person’s suitability for employment in a particular post on the following basis:

(a) The nature and severity of the negative finding.

(b) The relevance of the finding to the job duties and work environment in question.

(c) The amount of time that has passed since the negative incident and the applicant’s subsequent behaviour since then.

(d) The record of the applicant in respect of multiple incidents of misbehaviour and convictions.

A department’s decision to reject an application on the aforesaid grounds must, however, conform to the concept of a fair administrative action as provided for in the Promotion of Administrative Justice Act, 2000.

01 November 2019 - NW788

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Mokause, Ms MO to ask the Minister of Public Service and Administration

(1)(a) What amount was spent on advertising by (i) his department and (ii) state-owned entities reporting to him in the (aa) 2016-17, (bb) 2017-18 and (cc) 2018-19 financial years; (2) what amount of the total expenditure incurred by (a) his department and (b) state-owned entities reporting to him went to (i) each specified black-owned media company and (ii) outdoor advertising in each specified financial year and (c) on outdoor advertising by his department and state-owned entities reporting to him went to each black-owned media company in each specified financial year?

Reply:

PUBLIC SERVICE COMMISSION (PSC)

Question 1

(1)(a) The Public Service Commission (PSC) is an independent Constitutional body, accountable to the National Assembly. It is therefore not an entity or body reporting to the Minister of Public Service and Administration (MPSA). Its budget is appropriated via the MPSA.

D1(a)(a) R238,679.79

1(b)(b) R229,481.00

1(c)(c) R255,660.47

Question 2

2 (i)

SUPPLIER

B-BBEE
STATUS

2016/17

2017/18

2018/19

   

R'

R'

R'

Kone Staffing Solutions

100%

10,574.56

-

-

Human Communications

51%

86,270.18

21,939.58

15,870.69

Ultimate Recruitment Selection

100%

42,909.68

31,849.18

149,714.25

Basadzi Communication

100%

21,711.47

153,693.32

70,370.13

Lokoko Industries Primary Co-operative LTD

100%

73,548.46

Government Printing Works

100%

3,665.44

15,000.00

1,765.40

Black X Trading

100%

6,998.92

Digipaper Concepts CC

100%

17,940.00

TOTAL:

 

238,679.79

229,481.00

255,660.47

2(ii) No outdoor advertising cost were incurred during the 2016/17, 2017/18 and 2018/19 financial years.

2(c) No outdoor advertising cost were incurred during the 2016/17, 2017/18 and 2018/19 financial years.

DEPARTMENT OF PUBLIC SERVICE AND ADMINISTRATION (DPSA)

REPLY:

(1) (a) (i) (aa), (bb) and (cc) Zero amount

(2) (a) (i) (ii) (c) None

CENTRE FOR PUBLIC SERVICE INNOVATION (CPSI)

(1)(a) (ii) (aa) (bb) (cc) The Centre for Public Service Innovation has not spent any amount on advertising in any of the financial years.

(2) (b) (i) (ii) N/A

(c) N/A

NATIONAL SCHOOL OF GOVERNMENT (NSG)

REPLY:

(1)(a)(ii) reporting to him

(aa) No. There was no outdoor advertising done for financial year 2016-17

(bb) No. There was no outdoor advertising done for financial year 2017-18

(cc) No. There was no outdoor advertising done for financial year 2018-19

(2)(b)

(i) The was no expenditure incurred for outdoor advertising for financial years  2016-17, 2017-18 and 2018-19

(ii) There was no expenditure incurred for outdoor advertising for financial years 2016-17, 2017-18 and 2018-19

(2)(c) There was no outdoor advertising done for financial years 216-17, 2017-18 and 2018-19

24 October 2019 - NW1175

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Faber, Mr WF to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

Whether his department incurred any costs related to the (a) inauguration of the President of the Republic, Mr M C Ramaphosa, held in Pretoria on 25 May 2019 and (b) State of the Nation Address held in Cape Town on 20 June 2019; if so, in each case, (i) what costs were incurred and (ii) for what reason?

Reply:

(a) The Department of Public Service and Administration has not incurred any costs related to the inauguration of the Republic, Mr M C Ramaphosa, held in Pretoria on 25 May 2019.

(b) The Department of Public Service and Administration has not incurred any costs related to the State of the Nation Address held in Cape Town on 20 June 2019.

(i) N/A

(ii) N/A

25 September 2019 - NW693

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

What (a) number of recommendations did the Public Service Commission make since 1 January 2018 in line with its mandate of promoting measures that would ensure effective and efficient performance within the Public Service and promoting values and principles of public administration as set out in the Constitution, throughout the Public Service, (b) number of the specified recommendations have been implemented and (c) was the outcome of the implementation of each of the specified recommendations?

Reply:

a) Number of recommendations issued: 153

b) Number implemented (including partially implemented and to be implemented): 43

c) Outcome: See notes in the last two columns in the detailed table at Annexure A below.

Summary Table

Research Reports

Number of recommendations issued

30

 

To be implemented

1

 

Implemented

1

 

Partly implemented

18

 

Not implemented

10

Public Administration Investigations

Number of recommendations issued

77

 

No feedback received

32

 

To be implemented

9

 

Subject to court judgement

31

 

Implemented

5

Grievances

Number of recommendations issued

46

 

No feedback received

35

 

To be implemented

 
 

Implemented

9

 

Partly implemented

 
 

Not implemented

2

Annexure A: DETAILS OF IMPLEMENTATION OF RECOMMENDATIONS

Title of Report

Department

Key Recommendations

Outcome of implementation of the recommendations

Comments

Service Delivery Inspection at 1 Military Hospital (Thaba-Tshwane)

Department of Defence (DoD) and Military Veterans

1. The DoD supported by the PSC and the Office of the Military Ombudsman to engage with the City of Tshwane to explore the possibility of allocating an electricity transformer/grid to the hospital.

Not implemented

The PSC forwarded the report to the Minister on 29 May 2018 and requested an engagement regarding the findings. Further correspondence through email dating back to 6 July 2018 were directed to the Chief of Staff of the Ministry to no avail.

As an alternative, the PSC held a meeting with the Secretary for Defence on 28 March 2019 and agreed that the Department will provide the PSC with an action plan within 60 days. To date, no feedback has been received.

The Chairperson of the PSC has sent letters to the Minister and the Secretary for Defence to schedule an engagement with the Chairperson to address this matter.

A meeting between the Director-General of the PSC and the Secretary for Defence has been scheduled for 17 September 2019.

   

2. The DoD should conduct an assessment of the security and safety needs of the hospital in line with the Minimum Physical Security Standards and the Minimum Information Security Standards. The security features should also be aligned to those accorded to National Key Points.

   
   

3. The DoD supported by the PSC and the Office of the Military Ombudsman should engage National Treasury on the management of transversal contracts and its implications for the 1 Military hospital with regards to the courier service provider to ensure the latter adheres to the service level agreement (SLA).

   
   

4. The DoD and South African National Defence Force (SANDF) should consider granting both Human Resources and Financial Delegations to the hospital management for efficient operations.

   
   

5. The Department of Military Veterans should re-assign an official to the hospital to facilitate the interface between the hospital and new ex-combatants.

   
   

6. The DoD and SANDF to review and redesign the organisational structure and service delivery model to ensure that it responds to the mandate of the hospital

   
   

7. The DoD and SANDF should attend to the Human Resources Management and Development issues affecting the hospital, including performance management (PMDS), occupation specific dispensation (OSD), remunerated work outside of the public service (RWOPS) and overtime payment.

   
   

8. The Department of Public Works (DPW) should provide the PSC and Office of the Military Ombudsman with a report on the delay in finalisation of the RAMP. In this regard, the PSC will request a meeting with the DoD, Public Works and National Treasury.

   

Factsheet on the implementation of the performance management and development system (PMDS):

case study at the Department of Agriculture: Western Cape

Western Cape Department of Agriculture

1. Ensure that Performance Agreement (PA), reviews, and assessment documents are initialled and signed. The signing of the PAs is important for authenticity and validity as these documents form the legal basis for performance contracting.

Implementation of all recommendations is in progress

During February 2019, the PSC engaged the HoD of Agriculture on the findings and recommendations. The HoD accepted all the recommendations.

   

2. Ensure on-going feedback and coaching in conducting of reviews. The PERMIS (computerised) system can restrict the personal interaction between supervisor and employee as information is signed-off on the system, so supervisors should make a concerted effort to sufficiently interact with their supervisees during the review process.

   
   

3. Ensure that the performance of employees is evaluated fairly and consistently evaluated across the Department. Lower level employees who do not have computers indicated that their performance assessment documents are loaded on the system by their supervisor. They are not always sure if the right information is captured. This may create a problem when individual ratings agreed upon between the employee and her/his supervisor is not correctly captured.

   
   

4. Ensure that there is a common understanding of the standards required as well as the unit of measurement that should be linked to posts where similar outputs are required. Farmworkers usually work in groups and the assessments do not allow for a group/team award. A training session should be held with these employees to create a shared vision of the standards required for their post.

   
   

5. Ensure that development needs are completed. Most of the employees did not complete the Personal Development Plan. Where employees lack knowledge and skills relevant to their work it is important that gaps are identified and training needs captured, and training programmes be implemented

   
   

6. Employees should feel empowered to influence the content relating to targets, quality of delivery, and resource allocation, as examples. A first step could be that employees are encouraged to formulate the performance statements and descriptions themselves. This is perhaps not universally applied for good reason. However, it does engender greater ownership of the agreement.

   

Non-Payment of Suppliers within the prescribed 30 days by National Departments

  • Rural Development and Land Reform
  • Social Development
  • Public Works
  • Water and Sanitation
  • Police
  • Cooperative Governance

1. Put systems and internal controls in place to adhere to the PFMA regulations to pay invoices within 30 days of receipt.

Partly implemented

Overall, the departmental performance has fluctuated from quarter to quarter.

Some departments continued to demonstrate a pattern of poor performance in the 30-day payment of invoices.

The PSC held engagements with the HODs of the mentioned departments.

Follow-up letters indicating dissatisfaction with the recurring bahaviour of defaulting on payments were further issued during the week of 13 and 14 June 2019.

   

2. Apply consequences management where officials were found to have neglected their duties of ensuring that invoices are paid on time.

   

Evaluation of the department against the nine principles in section 195 of the Constitution

Social Development, Gauteng

1. The Head of Department need to put measures in place to ensure that disciplinary hearings are held within 60 days as prescribed in Public Service Coordinating Bargaining Council (PSCBC) Resolution 1 of 2003.

Implemented

For the 2017/18 financial year the Department reported zero in terms of disciplinary hearings which were held after 60 days, meaning that the measures have been put in place to improve the management of labour relations. The issue of labour relations has been prioritised in the province since most departments are battling with it, particularly resolution of the cases in time.

 
   

2. The Head of Department need to produce and publish citizens’ annual reports on the departmental website annually.

Not implemented

There was no improvement, during the 2017/18 financial year because the Department still had no annual citizens’ report published and posted on its departmental website.

 
   

3. The Head of Department needs to make sure that all the strategic objectives have set targets.

To be implemented

This area can only be confirmed after scrutinizing the department’s Annual Report for the 2018/19 financial year. The Annual report will only be available late in September 2019.

 
   

4. The Head of Department need to take actions against the supervisors who are not concluding performance agreements with their supervisees as required.

Not implemented

There are officials who are still not concluding their performance agreements (and the number of officials who are not concluding their performance agreements increased compared to the previous financial year).

 

The PSC will continue to monitor the Department on this matter and ensure that there is improvement in this matter. The PSC will have an engagement with the new MEC as part of its strategy of raising problematic areas that the PSC has observed.

Public Administration Investigations

Investigation into a complaint

Rural Development and Land Reform

9 recommendations on acting appointments and acting allowances

No feedback received

The period for implementation of recommendations lapsed on 3 June 2018. Reminder e-mails were forwarded to the Ministry on 10 August 2018, 9 November 2018 and 4 February 2019.

Investigation into a complaint

Independent Police Investigation Directorate

5 recommendations regarding disciplinary procedures, precautionary suspension, irregular appointment and failure to pay invoices within 30 days

No feedback received

The period for implementation of recommendations lapsed on 8 March 2018. Reminder e-mails were forwarded to the Ministry on 19 April 2018, 3 May 2018, 12 June 2018, 10 August 2018, 9 November 2018 and 4 February 2019.

Investigation into a complaint

Water and Sanitation

5 recommendations on failure to adhere to a bargaining council resolution, appointment/ secondment of staff and job evaluation

Implemented

The former Minister sent the PSC a letter dated 6 April 2018 in which the PSC’s recommendations were accepted. The PSC’s investigating officer has testified in the disciplinary proceedings instituted by the Department

 

Investigation into a complaint

Public Service and Administration

4 recommendations on the filling of posts in the private office of the Minister

No feedback received

The final report was on 13 February 2019 forwarded to, amongst others, the Minister for further action.

Investigation into a complaint

Public Enterprises

1 recommendation on recovery of money that was irregularly paid

No feedback received

The report was approved and forwarded to the Minister on 15 November 2018 for comment within 30 days of receipt of the report.

Investigation into a complaint

Justice and Constitutional Development

2 recommendations on irregular appointments

No feedback received

The report was approved in March 2017. The Department had to provide feedback on the implementation of recommendations within 60 days of receipt of the report. Follow-ups were made with the Department. The latest follow-up being on 08 July 2019.

Investigation into a complaint

Public Works

31 recommendations regarding 12 instances of irregular appointments of members of the senior management service

Subject to court judgement

The DPW has approached the courts to set aside the irregular appointments.

Investigation into a complaint

Science and Technology

3 recommendations on non-adherence to Supply Chain Management regulations and Treasury Practice Notes

Implemented

 

Investigation into a complaint

Trade and Industry

5 recommendations on irregular expenditure on tuition fees and awarding of study bursaries

2 implemented

3 to be implemented

 

Investigation into a complaint

Sport and Recreation SA

11 recommendations with regard to delays in the filling of posts, creation of posts, competency assessment and deployment matters – transfers, secondments and assignments.

No feedback received

The final report together with the letter addressed to the Minister was handed to the Chief of Staff (CoS) in the Ministry on 5 November 2018. Feedback on implementation of the recommendations had to be provided to the PSC within 60 days, which period lapsed on 5 January 2019. Reminder e mails were forwarded to the CoS in the Ministry on 24 January 2019 and 16 April 2019. On 4 February 2019 the CoS indicated in an e mail that the content of the e mail dated 24 January 2019 was “shared with the Minister and the department who will respond to you in due course”. To date no feedback on the implementation of the recommendations has been received.

Investigation into a complaint

Center for Public Service Innovation

1 recommendation on the approval of sponsorship agreements

To be implemented

The Report was delivered on 02 August 2019. The 30 days to respond to the PSC has not yet lapsed.

Grievances

Several investigations of the grievances of employees in the public service

Several departments

Recommendations were made to address the grievances of the effected employees.

Implemented

7

Implementation of recommendations contributes towards compliance with policy, builds sound relations between the employer and employees, and contributes towards employee productivity.

In the case of the two recommendations that were not implemented, the EAs disagreed with the PSC’s recommendations and provided reasons for the disagreement. Aggrieved employees have the right to declare disputes should the disagree with the outcome of the process. In many instances the PSC’s findings are confirmed by dispute resolution bodies and the employees are then given awards which are enforceable.

     

Partially implemented

2

 
     

Awaiting feedback from department

35

 
     

Not implemented

2

 
     

Total issued

46

 

25 September 2019 - NW495

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Schreiber, Dr LA to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

What is the average remuneration package of public service employees appointed at (a) senior management and (b) middle management levels in the (i) national and (ii) provincial governments?

Reply:

1. Appointees appointed to the Middle Management Service (MMS) (salary levels 11 and 12) and Senior Management Service (SMS) (salary levels 13 to 16) are remunerated by means of Total Cost-to-Employer (TCE) packages, which include the following macro benefits:

1.1 Employer contribution to the Government Employees Pension Fund.

1.2 Employer contribution to a registered medical aid scheme.

1.3 13th cheque.

1.4 Housing benefit.

2. The annual average (mean) TCE packages of MMS and SMS members, per salary level, per national and provincial department, as at 1 July 2019, are as follows:

 

Cadre

Salary level

Government Sphere

Annual average TCE package

1

MMS

11

National

R779 802

     

Provincial

R779 435

   

12

National

R922 750

     

Provincial

R947 802

2

SMS

13

National

R1 078 267

     

Provincial

R1 076 222

   

14

National

R1 285 722

     

Provincial

R1 269 755

   

15

National

R1 557 121

     

Provincial

R1 533 755

   

16

National

R1 974 067

     

Provincial

R1 984 885

Source: PERSAL (Julu 2019 data)

12 September 2019 - NW426

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

Whether the Public Service Commission has received the financial disclosures from each Director-General of each Government department for the current financial year; if not, (a) which Director-General has not submitted a financial disclosure yet, (b) from which department and (c) what action has the Commission taken to ensure that the Directors-General comply with the Financial Disclosure Framework?NW1398E

Reply:

 

As at 31 May 2019, the PSC received 45 financial disclosures forms of the Directors-General (DGs) at national and provincial level. Selected posts of DG were vacant.

  1. and (b) The PSC did not receive the financial disclosure forms of 8 DGs at national level. Of these, 7 DGs complied with Regulation 18(2) by disclosing their registrable interests on or before 30 April 2019, but their EAs did not submit copies of the financial disclosure forms to the PSC by 31 May 2019 as required by Regulation 18 (6). The extent of non-disclosure with the requirements of Regulation 18(2) and (6) is illustrated in Table 1 below.

Table 1: The extent of non-compliance by Heads of Department and/or EAs with the requirement to submit financial disclosure forms in respect of the 2018/2019 financial year

No.

DEPARTMENT

DATE OF DISCLOSURE BY THE HoD

DATE SUBMITTED TO THE PSC BY THE EA

1.

Agriculture, Forestry and Fisheries

29 April 2019

Complied

Not submitted to PSC

Not yet submitted to EA by Ethics Officer

2.

Communications

16 April 2019

Complied

Not submitted to PSC

Not yet submitted to EA by Ethics Officer

3.

Defence

26 April 2019

Complied

Not submitted to PSC

Submitted to EA by Ethics Officer on 03 May 2019

4.

Energy

15 April 2019

Complied

Not submitted to PSC

Submitted to EA by Ethics Officer on 31 May 2019

5.

Health

18 April 2019

Complied

Submitted to PSC by EA on 14 August 2019 (after due date)

6.

Public Enterprises

30 April 2019

Complied

Submitted to PSC by EA on 04 June 2019 (after due date)

7.

Public Service and Administration

26 April 2019

Complied

Not submitted to PSC

Submitted to EA by Ethics Officer on 14 May 2019

8.

State Security Agency

Citing security reasons

Not submitted to PSC

(C) The PSC is constant contact with the Ethics Officers reminding them to ensure that their respective departments comply with the Financial Disclosure Framework (FDF). Ethics Officers in departments have been assigned specific duties to assist the HoDs and EAs with the implementation of the FDF. The PSC continuously made follow-up with the Ethics Officers where the submission of financial disclosures was moving slowly. The Ethics Officers and SMS members are also sensitised on the importance of complying with the deadlines for the submission of the financial disclosures through workshops that are conducted in the departments.

12 September 2019 - NW494

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Schreiber, Dr LA to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

What (a) number of public service employees are currently employed in each (i) national government, (ii) provincial government, (iii) local government and (iv) state-owned entity and (b) number of the specified public service employees are appointed in the (i) senior and (ii) middle management levels?

Reply:

(a) The Department of Public Service and Administration can only provide information on employees who are appointed on PERSAL. The information provided in the tables below excludes the Defence Force and the State Security Agency that do not make use of the PERSAL system. Information pertaining to local government and state own entities should be sourced from the Department of Cooperative Governance and the relevant oversight Departments for the state owned entities. Information on the number of appointments in the National and Provincial spheres is provided in the tables below:

  1. (i) and (ii) Table 1: All appointments in National and Provincial spheres

Sphere

Number of appointments (Including periodic and abnormal)

National

375 662

Provincial

1 018 788

Total

1 394 450

  1. (i) and (ii) Table 2: Appointments in the MMS and SMS in National and Provincial spheres

Sphere

Number

 

MMS

SMS

National

9554

5643

Provincial

8322

4131

Total

17 876

9 774

12 September 2019 - NW750

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Hinana, Mr N to ask the Minister of Public Service and Administration

(1)Whether his department hosted any event and/or function related to its 2019 Budget Vote debate; if so, (a) where was each event held, (b) what was the total cost of each event and (c) what is the name of each person who was invited to attend each event as a guest; (2) Whether any gifts were distributed to guests attending any of the events; if so, (a) what are the relevant details of the gifts distributed and (b) who sponsored the gifts?

Reply:

  1. The Department of Public Service and Administration did not host any event and/or function related to its 2019 Budget Vote debate.
  2. N/A

11 September 2019 - NW493

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Schreiber, Dr LA to ask the MINISTER OF THE PUBLIC SERVICE AND ADMINISTRATION

With reference to his reply to question 126 on 18 July 2019, (a) what number of the 20 public service employees have been found to have conducted business with the State in contravention of section 8 of the Public Administration Management Act, Act 11 of 2014, in each calendar year since 1 January 2014, (b) how did his department identify the 20 employees and (c) what mechanisms have been put in place to detect public service employees who are conducting business with the State?

Reply:

(a) The number of the 20 public service employees found to have conducted business with the State is not known to the DPSA. The list with 20 names was handed to the South African Police Service (SAPS) on 24 June 2019 to conduct investigations and, based on their findings, to request the National Prosecuting Authority (NPA) to prosecute those in contravention of section 8 of the Public Administration Management Act, Act 11 of 2014. As section 8 of the Public Administration Management Act only came into effect on 1 April 2019, and conducting business with the State became an offence for public service employees only then, the name list submitted to the Police and NPA only contains employees who are in contravention of the Public Administration Management Act since 1 April 2019.

(b) This department identified the 20 public service employees as possibly conducting business with the State, based on information obtained from the Central Supplier Database, as provided by National Treasury. This database contains a register of all individuals registered to tender for business with the State and is maintained by National Treasury. The information obtained from this database is compared with information on the Personnel Salary System (PERSAL) which then identified the public service employees registered on the database.

(c) The following mechanisms have been put in place to detect public service employees who are conducting business with the State:

  • The DPSA affected changes to the Personnel Salary System (PERSAL) to allow departments to capture requests from employees to perform other remunerative work on it. This data captured on PERSAL is then analysed and compared with information on the eDisclosure system to detect possible cases of employees conducting business with the State. Departments’ management of other remunerative work (as captured on PERSAL) are monitored by the DPSA and a report is drafted annually, which is distributed to departments. The DPSA also annually drafts a report based on the information submitted to the eDisclosure system, which exposes those employees conducting private work without permission and promotes the detection of employees possibly conducting business with the State.
  • Information is extracted from the Central Supplier Database, which contains a register of all individuals registered to tender for business with the State and is maintained by National Treasury. This data is analysed and compared to data on PERSAL, so as to identify public service employees. These employees are then deregistered by National Treasury from the database. The DPSA draft a statistical report containing data from the Central Supplier Database on employees possibly conducting business with the State and submits it annually to Cabinet.
  • Based on the information received from the Central Supplier Database, the DPSA directs letters to departments to encourage them to confirm that the identified individuals were indeed conducting business with the State, were till in Government employ and to encourage them to take action where needed and to report the steps taken against culprits to the DPSA. This information is also included in the statistical report presented to Cabinet.
  • The DPSA also increased awareness on the detection of employees conducting business with the State among Ethics Officers of the various departments by means of hosting an annual National Ethics Officer Forum.

15 August 2019 - NW369

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

What (a) number of official international trips is (i) he and (ii) his deputy planning to undertake in the 2019-22 medium term expenditure framework, (b) will the (i) destination, (ii) date, (iii) purpose and (iv) number of persons who will travel with the delegation be and (c) is the detailed breakdown of the expected cost of (i) flights, (ii) accommodation and (iii) any other expenses in each case?

Reply:

The Information requested by the Honourable member is not yet available, as decision has not yet been made.

08 August 2019 - NW284

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Roos, Mr AC to ask the Minister of Public Service and Administration

What (a) total amount is budgeted for his private office for the 2019-20 financial year and (b) was the (i) total remuneration, (ii) salary level, (iii) job title, (iv) qualification and (v) job description of each employee appointed in his private office since 1 May 2019?

Reply:

a) R20, 558,000.

b) (i) Total remuneration

  • R7,870,773.63

(ii) Salary levels

  • L.14x1; L.13x4; L.11x1; L.9x1; L.7x1; L.5x1; and L.3x2.

(iii) Job Tittles

  • Chief of Staff
  • Private Secretary
  • Media Liaison Officer
  • Community Outreach Officer
  • Assistant Appointment Secretary
  • Domestic Worker (x2)
  • Administrative Secretary
  • Parliamentary and Cabinet Support
  • Registry Clerk
  • Driver/Messenger

(iv) Qualifications

- Matric/NQF 4 - x1

- National Diploma/NQF 6 - x2

- Degree/B Tech/NQF 7 - x4

- Honours/NQF 8 - x2

- Masters/NQF 9 - x1

(v) Job Descriptions attached

08 August 2019 - NW232

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

What (a) number of Public Service employees are currently on suspension in (i) the national and (ii) each provincial government, (b) is the average length of time that each employee has been on suspension and (c) is the breakdown of the total cost to the State for each (i) year and (ii) month that the employees have been on suspension?

Reply:

The data provided in response to the question is derived from the PERSAL system as at 30 June 2019 and is for National and Provincial Departments in terms of the Public Service Act,1994.

a) Number of employees currently on precautionary suspension in:

(i) National Departments is 29.

(ii) Each Province

Provincial Governments

Total Number of Suspension

   
   

Total

16

KwaZulu-Natal

2

North West

2

Eastern Cape

4

Gauteng

1

Western Cape

7

b) Average length of precautionary suspension for employees at:

  • National Departments is 2 months,
  • Provincial Departments is as follows:

Provincial Governments

Average Length on Suspension months

   
   

KwaZulu-Natal

8

North West

2

Eastern Cape

2

Gauteng

2

Western Cape

2

(c) Total cost of precautionary suspension for each (i) year and (ii) month that the employees have been suspended is based on the average salary.

(i) 2017/2018 is R 73 976, 00

2018/2019 is R 1 319 887, 00

2019/2020 is R 26 183 216, 00

(ii) See attached

08 August 2019 - NW127

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

(1)Whether his department’s Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit has been established; if not, by what date is it envisioned to be established; if so, (2) whether he has found that the unit is (a) fully operational and (b) adequately staffed; if not, in each case, (i) why not and (ii) by what date will the specified unit be fully operational and adequately staffed; if so, (3) whether the unit has conducted successful disciplinary processes against any officials yet; if not, why not; if so, what are the relevant details in each case?

Reply:

1. The Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit was established as per Public Administration Management Act Proclamation, effective from 1 April 2019.

2.a) The Unit is not fully operational and b) it is not adequately staffed. (i) as the Department of Public Service and Administration (DPSA) has no funding to staff the unit or to allocate funds for its operations. (ii) The Unit is currently being incubated within the DPSA and is envaseged to be fully operational and adequately staffed by the next financial year, subject to the allocation of funds by the National Treasury.

3. The Unit has not yet conducted any disciplinary process against officials as the Unit is not yet fully operational.

07 August 2019 - NW231

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

What is the total current vacancy rate across the Public Service (a) in the Republic and (b) what is the breakdown of the total for (i) each province and (ii) each national department?

Reply:

Based on the information available on PERSAL the vacancy rate in the Public Service for the quarter from April to June 2019 stands at 9.34%. This excludes the Defence Force and the State Security Agency that do not make use of the PERSAL system. The breakdown per department and province is provided in the table below:

National/ Provincial Departments and their Components

Government Components

Filled Posts June 2019

Vacant Posts June 2019

Quarterly Vacancy Rate (%)

Total

 

1,169,580

123,843

9.34

Eastern Cape

Total

 

115,551

20,516

15.23

Cooperative Governance and Traditional Affairs

 

1,378

167

8.52

Economic Development, Environmental Affairs and Tourism

 

508

245

30.48

Education

 

60,891

12,316

17.21

Health

 

40,254

6,653

13.93

Human Settlements

 

530

35

6.61

Office of the Premier

 

345

69

13.67

Provincial Treasury

 

417

22

4.56

Roads and Public works

 

1,639

161

7.33

Rural Development and Agrarian Reform

 

2,662

241

11.09

Safety and Liaison

 

131

20

14.44

Social Development

 

3,638

386

9.22

Sport, Recreation, Arts and Culture

 

1,192

33

9.9

Transport

 

1,966

168

6.97

Free State

Total

 

56,301

3,830

5.72

Agriculture

 

987

56

4.43

Co-operative Governance and Traditional Affairs

 

348

53

13.13

Economic Development, Tourism and Environmental Affairs

 

681

119

14.51

Education

 

27,849

1,664

4.81

Health

 

18,290

770

3.43

Human Settlements

 

409

62

12.89

Office of the Premier

 

493

56

9.81

Police, Roads and Transport

 

2,562

291

10.46

Provincial Treasury

 

380

48

11.21

Public Works

 

1,366

131

11.19

Social Development

 

1,913

464

16.99

Sport, Arts, Culture and Recreation

 

1,023

116

9.85

Gauteng

Total

 

158,807

15,997

8.86

Agriculture and Rural Development

 

947

68

6.63

Co-operative Governance and Traditional Affairs

 

650

45

5.98

Community Safety

 

1,154

105

8.29

E-Government

 

773

76

9.23

Economic Development

 

327

31

8.19

Education

 

83,374

5,619

5.94

Health

 

61,112

7,895

11.2

Human Settlements

 

753

195

20.46

Infrastructure Development

 

2,514

487

15.89

Office of the Premier

 

463

86

14.14

Provincial Treasury

 

779

110

12.93

 

Infrastructure Financing Agency

32

0

0

 

Provincial Treasury

747

110

13.41

Roads and Transport

 

1,888

554

22.17

Social Development

 

3,460

509

12.81

Sports, Arts, Culture and Recreation

 

613

217

27.47

KwaZulu-Natal

Total

 

180,613

17,145

8.31

Agriculture and Rural Development

 

2,449

264

8.98

Arts and Culture

 

473

55

8.87

Co-operative Governance and Traditional Affairs

 

1,233

102

7.09

Community Safety and Liaison

 

162

18

8.99

Economic Development, Tourism and Environmental Affairs

 

532

128

18.78

Education

 

100,817

8,057

7.16

Finance

 

378

44

10.93

Health

 

64,395

7,554

9.83

Human Settlements

 

579

55

7.5

Office of the Premier

 

512

46

7.21

Public Works

 

1,525

100

6.19

Social Development

 

3,668

278

9.41

Sport and Recreation

 

233

28

10.94

Transport

 

3,657

416

9.72

Limpopo

Total

 

100,509

17,386

14.58

Agriculture, and Rural Development

 

2,496

507

16.31

Co-operative Governance, Human Settlements and Traditional Affairs

 

1,835

221

10.09

Community Safety

 

127

8

6.17

Economic Development, Environment and Tourism

 

1,231

69

5.99

Education

 

52,788

9,336

15.22

Health

 

32,549

3,738

9.85

Office of the Premier

 

457

36

6.63

Provincial Treasury

 

408

58

11.52

Public Works, Roads and Infrastructure

 

2,784

516

14.32

Social Development

 

3,103

2,590

44.66

Sports, Arts and Culture

 

469

47

8.12

Transport

 

2,262

260

9.76

Mpumalanga

Total

 

70,066

5,742

7.59

Agriculture, Rural Development, Land and Environmental Affairs

 

1,493

297

15.75

Co-operative Governance and Traditional Affairs

 

754

25

2.58

Community Safety, Security and Liaison

 

1,482

33

2.92

Culture, Sport and Recreation

 

277

34

10.91

Economic Development and Tourism

 

220

21

5.24

Education

 

40,002

2,461

5.97

Health

 

19,954

2,549

11.18

Human Settlements

 

370

99

20.94

Office of the Premier

 

228

38

15.22

Provincial Treasury

 

279

71

20.19

Public Works, Roads and Transport

 

3,120

51

1.45

Social Development

 

1,887

63

3.08

National

Total

 

332,677

17,803

4.92

Agriculture, Forestry and Fisheries

 

4,850

1,269

20.35

Arts and Culture

 

404

55

9.26

Basic Education

 

733

48

5.22

Civilian Secretariat for the Police Service

 

145

10

7.59

Communications

 

62

8

14.48

Cooperative Governance

 

585

75

10.52

 

Cooperative Governance

421

47

9.33

 

Municipal Infrastructure Support Agent

164

28

13.5

Correctional Services

 

38,142

3,329

7.68

Economic Development

 

95

19

12.87

Energy

 

505

116

17.76

Environmental Affairs

 

1,598

211

11.17

Government Communication and Information System

 

415

52

10.56

Health

 

1,592

262

13.88

Higher Education and Training

 

21,215

1,995

7.97

Home Affairs

 

9,584

190

1.9

 

Government Printing Works

648

137

16.41

 

Home Affairs

8,936

53

0.57

Human Settlements

 

518

86

13.72

Independent Police Investigative Directorate

 

355

36

9.14

International Relations and Cooperation

 

2,198

400

14.01

Justice and Constitutional Development

 

20,377

1,419

6.6

 

Justice and Constitutional Development

16,017

1,413

8.21

 

National Prosecuting Authority

4,360

6

0.16

Labour

 

8,448

853

9.09

Military Veterans

 

137

12

12.53

Mineral Resources

 

1,012

89

7.93

National School of Government

 

203

26

10.77

National Treasury

 

1,972

316

13.84

 

Government Pensions Administration Agency

911

179

16.36

 

Government Technical Advisory Centre

140

13

9.09

 

National Treasury

921

124

11.92

Office of the Chief Justice

 

1,864

209

10.16

Office of the Public Service Commission

 

254

26

7.96

Performance Monitoring and Evaluation

 

418

52

11.29

Police

 

191,211

2,368

1.19

Public Enterprises

 

162

43

19.35

Public Service and Administration

 

379

75

14.33

 

Centre of Public Service Innovation

31

3

8.82

 

Public Service and Administration

348

72

14.77

Public Works

 

4,500

497

9.79

Rural Development and Land Reform

 

5,155

741

12.91

Science and Technology

 

386

104

20.5

Small Business Development

 

188

19

8.21

Social Development

 

690

245

25.29

Sport and Recreation South Africa

 

147

111

41.03

Statistics South Africa

 

3,323

865

20.19

Telecommunications and Postal Services

 

247

17

5.41

The Presidency

 

469

105

16.26

Tourism

 

456

54

9.99

Trade and Industry

 

1,174

39

2.67

Traditional Affairs

 

88

7

9.9

Transport

 

648

239

26.53

Water and Sanitation

 

5,680

1,105

16.02

Women

 

93

6

5.74

North West

Total

 

59,738

10,943

15.22

Community Safety and Transport Management

 

1,439

215

12.37

Culture, Arts and Traditional Affairs

 

695

189

20.94

Economy and Enterprise Development

 

221

21

6.92

Education and Sport Development

 

30,612

4,542

12.73

Finance

 

515

92

15.21

Health

 

18,099

4,372

19.26

Local Government and Human Settlements

 

525

192

27.14

Office of the Premier

 

703

117

13.86

Public Works and Roads

 

2,751

369

11

Rural, Environment and Agricultural Development

 

1,494

600

28.41

Social Development

 

2,540

182

6

Tourism

 

144

52

25.34

Northern Cape

Total

 

21,743

3,477

13.85

Agriculture, Land Reform and Rural Development

 

521

40

5.44

 

Co-operative Governance, Human Settlements and Traditional Affairs

 

581

69

9.99

Economic Development and Tourism

 

185

52

14.49

Education

 

10,085

2,196

18.7

Environment and Nature Conservation

 

236

12

3.39

Health

 

6,748

785

10.07

Office of the Premier

 

235

14

5.35

Provincial Treasury

 

350

45

10

Roads and Public Works

 

869

104

8.87

Social Development

 

1,051

84

6.59

Sport, Arts and Culture

 

522

48

8.08

Transport, Safety and Liaison

 

360

28

7.57

Western Cape

Total

 

73,575

11,004

12.18

Agriculture

 

861

24

2.67

Community Safety

 

286

10

2.94

Cultural Affairs and Sport

 

534

15

1.82

Economic Development and Tourism

 

187

13

4.6

Education

 

33,654

8,093

17.69

Environmental Affairs and Development Planning

 

350

4

1.6

Health

 

31,377

2,669

7.87

Human Settlements

 

400

19

3.83

Local Government

 

354

4

1.58

Provincial Treasury

 

249

27

6

Social Development

 

2,049

46

2.67

The Premier

 

950

21

2.37

Transport and Public Works

 

2,324

59

3.26

18 July 2019 - NW176

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

Whether his department intends to conduct the lifestyle audits on all (a) Members of the Cabinet, (b) Deputy Ministers and (c) Directors-General; if not, in each case, why not; if so, (i) what is the state of preparedness for conducting the lifestyle audits, (ii) what are the terms of reference of the audits and (iii) by which date will the terms of reference be made public?

Reply:

(a)(b) The DPSA is not mandated to conduct lifestyle audits on members of the Executive, which includes members of Cabinet and Deputy Ministers.

(c) The newly established Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit (called the “Ethics Enforcement Unit”) is mandated in terms of section 15 of the Public Administration Management Act, 2014 (PAMA), to conduct ethics profiles, which includes lifestyle audits, and includes all employees in the public administration, including Director-Generals.

(i) On 1 April 2019, a proclamation issued in terms of the Public Administration Management Act, 2014 (PAMA 2014) brought into effect the Public Administration Ethics, Integrity and Disciplinary Technical Assistance Unit (the “Ethics Enforcement Unit”).

The mandate of this Unit, in terms of section 15 of PAMA 2014, (see Tag A) is to:

  • support and provide technical assistance for the management of ethics, integrity and disciplinary matters relating to misconduct in the public administration;
  • develop norms and standards for the above;
  • build capacity around the disciplining of misconduct;
  • strengthen oversight of ethics, integrity and discipline; and to intervene in cases where systemic weaknesses are identified;
  • promote ethics and integrity; and
  • cooperate with other institutions and organs of state.

As such, this Unit is the legal custodian of all integrity testing information and is responsible for lifestyle audits and integrity testing in all spheres of government.

The Unit is currently incubated in the DPSA, with efforts underway to fund and staff it properly, through a process of internal reprioritisation and reorganisation. The first phase will commence from 01 September 2019, and will include lifestyle audits as a function.

ii)-iii) The Unit has identified lifestyle audits as a priority and during its incubation phase will focus on the Public Service. To this effect, the unit has drafted a Framework for conducting lifestyle audits on public service employees. The Framework will be presented for approval to the Minister of the Public Service and Administration, where after terms of reference will be developed. As soon as this is finalised, it will be announced.

End

18 July 2019 - NW126

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

(1)What number of public service employees have been found to have conducted business with the State in contravention of section 8 of the Public Administration Management Act, Act 11 of 2014, since its inception; (2) whether any of the specified public service employees were successfully prosecuted and subjected to a fine or imprisonment for contravening section 8 of the specified Act; if not, why not; if so, what are the relevant details in each case; (3) whether any of the public service employees have had their employment terminated for contravening section 8 of the Act; if not, why not; if so, what are the relevant details?

Reply:

  1. The DPSA identified twenty public service employees who may have conducted business with the State and therefore, may be in contravention of section 8 of the Public Administration Management Act, 2014.
  2. No public service employees were prosecuted or fined for contravening section 8 of the specified Act. However, on 24 June 2019, the DPSA submitted a list of twenty employees referred to in paragraph 1, to both the National Commissioner of the South African Police Service and the National Director for Public Prosecutions, with a request to conduct the necessary investigations and possible prosecutions.
  3. No public service employee has had their employment terminated for contravening section 8 of the Act; as the identified cases still need to be investigated.

END

 

08 July 2019 - NW95

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

Whether his department has made any progress to reduce the public wage bill; if not, why not; if so, what are the relevant details?

Reply:

Yes. During and post the 2018 Wage negotiations, economic realities and financial pressures were discussed with organised labour. The purpose was to jointly look at tangible measures going forward, to remain within the budgetary ceiling without negatively impacting on job security, as well as ensuring continuous efficient and effective functionality of departments within the Medium Term Expenditure Framework (MTEF) and beyond.

Numerous Human Resources (HR) related areas to reduce the Public Service wage bill have been jointly identified between the Department of Public Service and Administration (DPSA) and the National Treasury (NT) as follows:

(i) Organisational structures interim measures

Regulation 25(2) of the Public Service Regulations (PSR), 2016 confers the authority to executive authorities to determine their department’s organisational structures, define and create posts necessary to perform the relevant functions of the department, grade the proposed new jobs and to engage in human resources planning.

Organisational structure of each government departments will be finalised when the National Macro Organisation of Government (NMOG) Project has been concluded by the 6th Administration.

(ii) Creation and filling of posts

Due to the current financial constraints, executive authorities of the 5th Administration were encouraged to align their organisational structures with their respective personnel budgets, and to create posts within the available funds in the current MTEF. Furthermore, executive authorities were encouraged to only fill critical posts in terms of section 9 of the Public Service Act (PSA), 1994.

Where the creation of a post is based on the redirection of funding from an abolished post to another post, the redundant post must first be abolished before the creation of the newly funded post.

(iii) Employment of persons additional to the approved fixed establishment

Regulation 57(2) of the PSR, 2016 states that “an executive authority may, unless otherwise authorised by the Act, within the available budget and at a salary linked to a grade determined through job evaluation or as determined in an OSD, employ persons additional to the establishment”.

The employment of persons additional to the establishment shall not exceed 12 consecutive calendar months unless otherwise directed by the MPSA. Requests made for the extension or continuation of the employment for periods longer than 12 months, must be assessed against the original reasons for the employment of persons additional to the fixed establishment to reduce such expenditure if no longer necessary.

(iv) Posts in the Offices of Executive Authorities

Chapter 3 of the guide to Members of the Executive and regulation 66 of the Public Service Regulation (PSR), read in conjunction with section 9 of the Public Service Act (PSA) 1994, stipulates the standard configuration of Offices of executive authorities and the capacity requirements for such offices.

The DPSA has issued a circular informing government departments that appointment made to private office of Executive Authority or Deputy Minister in terms of Regulation 66 of the PSR should be linked to their term of office of the relevant Executive Authority or Deputy Minister.

(v) Granting of Early Retirement without penalty for employees between 55 and 60 years

Section 16(6) of the Public Service Act, 1994 as amended states that “an executive authority may at the request of an employee allow him or her to retire from the public service before reaching the age of 60, notwithstanding the absence of any reason for dismissal in terms of section 17(2) if sufficient reasons exist for the retirement”.

Granting of Early Retirement without penalty for employees is in response to a need identified by employees who wish to exist the public service before the official retirement age of 60 years.

The provision for applications for early retirement, where National Treasury provides funding support to departments, is limited to the period 01 April 2019 to 30 September 2019. An assessment will therefore be conducted to determine whether a further need for financial support for early Retirement is required by departments.

The DPSA and NT have between April and June 2019 concluded National, Provincial and Sectoral workshops with the relevant human resource officials to support implementation. In addition the requisite governance, financial and administrative tools, documentation and reporting templates have been issued to departments.

(vi) Decremental Budgets allocated for payment of Performance Bonus

Regulation 73(3) of the Public Service Regulations, 2016 states that “the Minister shall from time to time determine a percentage of a department’s remuneration budget that shall not be exceeded for the purpose of granting performance rewards. This regulation is supported by regulation 73(4) which states that “the Minister shall from time to time determine the maximum percentage reward to be granted to an employee or category of employees”.

A strategy to decrease the percentage of a department’s allocated remuneration budget for the payment of performance rewards has been developed together with the National Treasury.

The approved Incentive Policy Framework (2017), provides that departments may not utilise more than 1.5% of their annual remuneration budget for the payment of performance rewards. The strategy decreases the budget allocation as follows:

Financial Year

Maximum % of Remuneration Budget

2018/19

1.5%

2019/20

0.75%

2020/21

0.5%

2021/22

0%

Post 2022

To be determined based on the comprehensive review of all PMDSs for all categories of employees

The above initiatives are envisaged to support government’s approach to manage the wage bill. The DPSA and NT monitor the public service wage expenditure to identify new and further areas for potential savings.

25 March 2019 - NW349

Profile picture: Van Der Walt, Ms D

Van Der Walt, Ms D to ask the Minister of Public Service and Administration

(1)What number of (a) employees are currently on suspension pending disciplinary action in each (i) national and (ii) provincial department and (b) the specified employees have been on suspension for (i) more than six months but less than one year, (ii) more than one year but less than two years and (iii) two years or more; (2) what amount has been paid to employees who are on suspension pending disciplinary action in each (a) national and (b) provincial department (i) in the 2017-18 financial year and (ii) since 1 April 2018?

Reply:

Auditing process on the amount and number of employees currently on suspension since 1 April 2018 has not been completed

 

 

25 March 2019 - NW676

Profile picture: Van Der Walt, Ms D

Van Der Walt, Ms D to ask the Minister of Public Service Administration

What is the total number of members of the Senior Management Service in each provincial department who were involved in doing business with Government (a) in the 2017-18 financial year and (b) since 1 April 2018?

Reply:

Verification process of the number of employees in the respective provincial government departments is at an advance stages of completion.

25 March 2019 - NW675

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Van Der Walt, Ms D to ask the Minister of Public Service and Administration

With regard to the 3 655 officials that were found guilty of misconduct related to corrupt activities reported through the National Anti-Corruption Hotline and the recovery of R420 million from perpetrators in the period 1 September 2004 to 31 March 2018 as stated in the Public Service Commission Report tabled in February 2019 for the (a) 2014-15, (b) 2015-16, (c) 2016-17 and (d) 2017-18 financial years, (i) which departments were affected, (ii) what total amounts were involved before recovery in each department, (iii) what total amounts were recovered in respect of each department and (iv) what total number of officials is still in the Public Service in each affected department?

Reply:

Each government department is in a better position to provide Parliament with total amounts recovered in their respective departments

25 March 2019 - NW674

Profile picture: Van Der Walt, Ms D

Van Der Walt, Ms D to ask the Minister of Public Service and Administration

With reference to the number of Senior Management Service members in the national departments who received gifts and/or sponsorships to the value of R5 103 874,26 as contained in the Public Service Commission Report released in February 2019, (a) which (i) directors-general, (ii) heads of departments, (iii) deputy directors-general, (iv) chief directors and (v) directors are implicated in each case and (b) what (i) was the value of each individual gift and/or sponsorship in each case and (ii) are the details of the sponsorship?

Reply:

Regulation 18 of the Public Service Regulations (PSR) require each Head of Department (HoD) to submit their disclosure forms including disclosure forms of officials in their department to the relevant Executive Authority (EA) of their Department, the EA and Head of Department to submit copies of these disclosures forms to the Public Service Commission. Therefore, each department is in a better position to provide details of these gifts and or sponsorship.

25 March 2019 - NW516

Profile picture: Mente-Nqweniso, Ms NV

Mente-Nqweniso, Ms NV to ask the Minister of Public Service and Administration

(a) What number of (i) buildings, (ii) properties and (iii) facilities does her department currently (aa) own and (bb) rent, (b) what is the value and purpose of each (i) owned and (ii) rented property and (c)(i) for how long has each property been rented, (ii) from whom is each property rented and (iii) what is the monthly rental fee for each property?

Reply:

(a) The number of:

(i) buildings: 2

(aa) own: 0

(bb) rent: 2

(ii) properties: 0

(iii) facilities: 0

(b) The value and purpose of each:

(i) owned: n/a

(ii) rented property:

  • Maponya Mall: Office Accomodation
  • Batho Pele House Office Accomodation

(iii) Value of the properties unknown

(c) (i) for how long has each property been rented,

  • Maponya Mall: February 2010
  • Batho Pele House December 2015

(ii) from whom is each property rented:

  • Maponya Mall: Department of Public Works
  • Batho Pele House Department of Public Works

(iii) what is the monthly rental fee for each property?

  • Maponya Mall: R510 889.88
  • Batho Pele House R3 227 378.00

11 March 2019 - NW348

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Van Der Walt, Ms D to ask the Minister of Public Service and Administration

What number of Public Service employees were employed in each provincial department of (a) education and (b) health (i) on the last day of the (aa) 2015-16, (bb) 2016-17 and (cc) 2017-18 financial years and (ii) on 28 February 2019?

Reply:

The number of Public Service employees that were employed in each provincial department of (a) education and (b) health (i) on the last day of the (aa) 2015-16, (bb) 2016-17 and (cc) 2017-18 financial years and (ii) on 31 January 2019 (February 2019 information not available at time of compilation), were as follows:

11 March 2019 - NW540

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Groenewald, Dr PJ to ask the Minister of Public Service and Administration

(1)Whether she, since her reply to question 2193 on 17 September 2018, is now able to indicate which criteria will be followed by her department to determine which civil servants can be offered early retirement packages; (2) what number of (a) black, (b) white, (c) coloured and (d) Indian civil servants meet the specified criteria; (3) with reference to the number of years of service in the Public Service, which is the (a) shortest, (b) average and (c) longest period of service required from civil servants in order to qualify for the specified retirement packages; (4) whether she will make a statement on the matter?

Reply:

1. In terms of Section 16 (6) of the Public Service Act, 1994, approval of early retirement is a function delegated to each Executive Authority. This means each Executive Authority uses his or her discretion to approve early retirement, taking into account the motivation furnished by the employee when applying for early retirement.

DPSA has however provided criteria to be considered by Executive Authority when approving early retirement which are as follows:

i) the applicant is aged 55 to 60 years

ii) here shall be no negative impact on the delivery of services by the department

iii) there shall be no skills deficit created within the department

iv) the Human Resources Planning needs were considered

v) potential future fiscal savings will be realised in terms of NT’s conditions, and

vi) consideration is given to functions that are not aligned to a department’s mandate, structure and post provisioning norms.

We still need to engage Labour before issuing the early retirement circular and guideline.

2. This information will only be available once the Executive Authority of each department approved the application they received from the employees in their departments.

3. When an employee retires, his or her pension benefits are determined by the number of years of pensionable service. An employee with less than ten years of service, only receives a once-off lump sum (gratuity), whereas an employee with more than ten years of service, receives both a gratuity and monthly pension (annuity). An employee with less that fifteen years actual service, does not qualify for continued post-retirement medical assistance.

4. Not at this stage.

11 March 2019 - NW273

Profile picture: Thembekwayo, Dr S

Thembekwayo, Dr S to ask the Minister of Public Service and Administration

What number of (a) tender briefings were held in 2018 by (i) her department and (ii) each of the entities reporting to her and (b) the specified briefings were compulsory?

Reply:

The Department of Public Service and Administration in 2018 held:

a) Four (4) Tender Briefings, and

b) All four (4) Tender Briefings were Compulsory.

07 March 2019 - NW349

Profile picture: Van Der Walt, Ms D

Van Der Walt, Ms D to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

(1) What number of (a) employees are currently on suspension pending disciplinary action in each (i) national and (ii) provincial department and (b) the specified employees have been on suspension for (i) more than six months but less than one year, (ii) more than one year but less than two years and (iii) two years or more; (2) what amount has been paid to employees who are on suspension pending disciplinary action in each (a) national and (b) provincial department (i) in the 2017-18 financial year and (ii) since 1 April 2018?

Reply:

REPLY ORIGINATOR:

Name:

Designation:

Contacts:

E-Mail:

Recommended / Not recommended

__________________

Prof. Richard Levin

Director General: Public Service and Administration

Date: _____________

Recommend / Not Recommend

_______________________

Dr Chane Pilane-Majake, MP

Deputy Minister for the Public Service and Administration

Date:

Approved/ Not approved

__________________

Ms Ayanda Dlodlo, MP

Minister for the Public Service and Administration

Date:

07 March 2019 - NW348

Profile picture: Van Der Walt, Ms D

Van Der Walt, Ms D to ask the MINISTER OF PUBLIC SERVICE AND ADMINISTRATION

What number of Public Service employees were employed in each provincial department of (a) education and (b) health (i) on the last day of the (aa) 2015-16, (bb) 2016-17 and (cc) 2017-18 financial years and (ii) on 28 February 2019?

Reply:

REPLY ORIGINATOR:

Name:

Designation:

Contacts:

E-Mail:

Recommended / Not recommended

__________________

Prof. Richard Levin

Director General: Public Service and Administration

Date: _____________

Recommend / Not Recommend

_______________________

Dr Chane Pilane-Majake, MP

Deputy Minister for the Public Service and Administration

Date:

Approved/ Not approved

__________________

Ms Ayanda Dlodlo, MP

Minister for the Public Service and Administration

Date:

21 December 2018 - NW3797

Profile picture: Van Der Walt, Ms D

Van Der Walt, Ms D to ask the Minister of Public Service and Administration

Whether, with reference to his reply to question 1760 on 4 June 2018, the auditing processes on the expenditure during the period 2017-18 has been completed yet; if not, by what date is it envisaged to be completed; if so, what was the total expenditure incurred by the Government relating to the travel privileges contained in the 2007 Ministerial Handbook of former (a)(i) Ministers and (ii) their spouses, (b)(i) Deputy Ministers and (ii) their spouses, (c) Ministers’ widows or widowers and (d) Deputy Ministers’ widows or widowers (i) in each of the past five financial years and (ii) since 1 April 2018?

Reply:

Every Government department is in better position to provide the total expenditure incurred relating to the travel privileges of spouses, widows or widowers of their former Ministers and Deputy Ministers in each of the past five financial years and (ii) since 1 April 2018?

21 December 2018 - NW3910

Profile picture: Tshwaku, Mr M

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

Whether, with reference to her reply to question 141 for oral reply on 7 September 2018, her department and the entities reporting to her implemented the Public Service Coordinating Bargaining Council resolution that all persons employed in the Public Service as Assistant Directors must have their salary level upgraded from level 9 to level 10, and that all Deputy Directors must have their salary level upgraded from level 11 to level 12; if not, why not; if so, what are the relevant details?

Reply:

The Grade Progression Model contemplated in PSCBC Resolution 3 of 2009 has been implemented with effect from 1 April 2009.

  • What PSCBC Resolution 1 of 2012 in clause 18.1 seeks to achieve is the rectification of the agreement that was agreed upon in clause 3.6.3.2 of PSCBC Resolution 3 of 2009.

The “movement from one salary level to another” in the Public Service is achieved in terms of in the following processes or circumstances:

(i) Through ‘Grade Progression’ from the salary level attached to an employee’s post to the next higher salary level only in recognition for long and loyal service, based on compliance with the prescribed service period and minimum performance standards. Grade progression is facilitated through PSCBC Resolution 3 of 2009, and not Resolution 1 of 2012, which contains the Grade Progression Model for employees on salary levels 1 to 12 not covered by an Occupation Specific Dispensation (OSD).

(ii) Through advertisement in the open media whereby appointment to a higher graded vacant post, is based on where an employee has applied for a higher graded vacancy, and has been the recommended candidate through an “open competition” process.

Grade progression of employees is continuing in terms of the Resolution as and when employees meet the qualifying criteria.

21 December 2018 - NW3850

Profile picture: Purdon, Mr RK

Purdon, Mr RK to ask the Minister of Public Service and Administration

(1)Whether (a) her department and/or (b) any entity reporting to her contracted the services of a certain company, in each of the past 10 financial years; if so, what (i) number of contracts were signed, (ii) was the date on which each contract was signed, (iii) was the duration of each contract, (iv) services did the company render and (v) was the monetary value of each contract in each case; (2) whether any irregular expenditure relating to the contracts was recorded and/or condoned in each case; if so, what are the relevant details?

Reply:

  1. No.
  1. Falls away

03 December 2018 - NW3657

Profile picture: Tshwaku, Mr M

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

(1)With reference to her reply to question 2961 on 16 November 2018, what are the details of the response received on 26 June 2017; (2) will she provide Mr M Tshwaku with a copy of the response; if not, what is the position in this regard; if so, on what date will she provide the copy?

Reply:

Correspondence on the response referred to in this parliamentary Question was received from the Executive Authority of the Department of Water and Sanitation (DWS). Therefore, the DWS Executive Authority is in a better position to prove a copy of this correspondence to the Honourable Member.

03 December 2018 - NW3307

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Mente-Nqweniso, Ms NV to ask the Minister of Public Service and Administration

(1)(a) On what date was the information technology (IT) infrastructure of (i) her department and (ii) entities reporting to her last upgraded or updated, (b) what is the name of the company contracted to do the upgrades, (c) what was the monetary value of the contract and (d) what is the name of each IT system that was upgraded; (2) (a) what is the name of the company that is currently responsible for the maintenance of the IT systems of (i) her department and (ii) entities reporting to her and (b) what is the value of the contract?

Reply:

Annual Reports of the (i) Department of Public Service and Administration and (ii) its entities tabled in Parliament recently include their Information Technology (IT) Infrastructure.

03 December 2018 - NW3493

Profile picture: Groenewald, Dr PJ

Groenewald, Dr PJ to ask the Minister of Public Service and Administration

(1)How many private consultants had been appointed in each separate government department in the financial year (a) 2012-13, (b) 2013-14, (c) 2014-15, (d) 2015-16, (e) 2016-17 and (f) 2017-18; (2) what is the cost associated with each listed consultant's contract in each specified financial year; (3) whether she will make a statement about the matter?

Reply:

(1) Each separate government department is in a better position to provide response on consultant, which each government department has appointed.

(2) Refer to afore-mentioned response in paragraph (1)

(3) Not at this stage

16 November 2018 - NW2961

Profile picture: Tshwaku, Mr M

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

Has the Public Service Commission received a report from the Minister of Water and Sanitation on progress made with implementing the recommendations of its report titled Investigation into the Irregularity of the Appointment of DDGs at the Department of Water and Sanitation?

Reply:

Yes, the Public Service Commission received a response dated 26 June 2017 from the former Minister of Water and Sanitation Ms NP Mokonyane.

16 November 2018 - NW2934

Profile picture: Tshwaku, Mr M

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

(a) What (i) is the total number of employees that have been outsourced from private companies and/or contractors by (aa) her department and (bb) each entity reporting to her (aaa) in the past three financial years and (bbb) since 1 April 2018 and (ii) is the name of each company or contractor and (b) what amount is each employee paid?

Reply:

The Department and its entities have not outsourced any employees from private companies/or contractors in the past 3 years including 2018.

 

16 November 2018 - NW3455

Profile picture: Lorimer, Mr JR

Lorimer, Mr JR to ask the Minister of Public Service and Administration

(1)(a) On what date did her department last conduct an audit of artwork owned by Government which is under her department’s curatorship and (b) what are the details of each artwork under the curatorship of her department according to the Generally Recognised Accounting Practice 103; (2) Whether any artworks under her department’s curatorship have gone missing (a) in each of the past five financial years and (b) since 1 April 2018; if so, what are the relevant details?

Reply:

  1. The Department of Public Service and Administration (DPSA) does not have artwork which belongs to Government.

(2) Falls away.

16 November 2018 - NW3243

Profile picture: Motau, Mr SC

Motau, Mr SC to ask the Minister of Public Service and Administration

What (a) amount did (i) her department and (ii) each entity reporting to her borrow from any entity in the People’s Republic of China (aa) in each of the past three financial years and (bb) since 1 April 2018, (b) is the name of the lender of each loan, (c) conditions are attached to each loan and (d) are the repayment periods for each loan in each case?

Reply:

None

16 November 2018 - NW3275

Profile picture: Tshwaku, Mr M

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

Whether (a) her department and/or (b) entities reporting to her awarded any contracts and/or tenders to certain companies (names and details furnished) from 1 January 2009 up to the latest specified date for which information is available; if so, in each case, (i) what service was provided, (ii) what was the (aa) value and (bb) length of the tender and/or contract, (iii) who approved the tender and/or contract and (iv) was the tender and/or contract in line with all National Treasury and departmental procurement guidelines?

Reply:

Names of companies, which have been awarded contract and or tender by the Department and its entities, including details of contracts and or tender, such as services provided were submitted to Parliament in the form of Annual Reports, which were tabled in Parliament.

16 November 2018 - NW3170

Profile picture: Groenewald, Dr PJ

Groenewald, Dr PJ to ask the Minister of Public Service and Administration

(1)What number of public servants were held personally liable the past five financial years for any damage and/or legal costs that the State had to incur due to the actions of the specified public servants; (2) (a) Why did the State make payments in each respective financial year and (b) what amount (i) did the State have to pay for claims against the State and (ii) has been paid to the State by each specified public servant for his or her actions that had resulted in the claim; (3) Whether she will make a statement on the matter?

Reply:

Since this parliamentary question is on public servants, therefore, every state department, which has public servants as its employees, is in a better position to account to Parliament on any damage and or legal cost incurred by the state due to actions of the specified public servants in their employ.  

16 November 2018 - NW3121

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Figlan, Mr AM to ask the Minister of Public Service and Administration

Whether, since she served in Cabinet, she (a)(i) was ever influenced by any person and/or (ii) influenced any of her department’s employees to take any official administrative action on behalf of any (aa) member, (bb) employee and/or (cc) close associate of the Gupta family and/or (b) attended any meeting where any of the specified persons were present; if so, what are the relevant details in each case?

Reply:

Parliamentary document entitled Announcements, Tablings and Committee (ATC) Report dated 25 November 2016 state that “Questions may not refer to matters under consideration of a parliamentary committee….” Therefore, allegations have been submitted to the Parliament Joint Ethics Committee on the Minister in relation to the family referred to in this Parliamentary Question.

17 September 2018 - NW2324

Profile picture: Mente-Nqweniso, Ms NV

Mente-Nqweniso, Ms NV to ask the Minister of Public Service and Administration

(1)(a) What number of labour disputes are currently being faced by (i) her department and (ii) the entities reporting to her, (b) what is the cause of each dispute, (c) what is the nature of each dispute and (d) on what date was each dispute (i) reported and (ii) resolved;

Reply:

Audited information in this regard will be submitted to parliament through annual reports, which will be tabled in parliament during this month of September 2018 as required by the parliamentary prescripts.

17 September 2018 - NW2501

Profile picture: Ntombela, Mr MLD

Ntombela, Mr MLD to ask the Minister of Public Service and Administration

What progress has been recorded to date in the development of a framework that will inform the management of lifestyle audits in the Public Service?

Reply:

The Development of a framework on lifestyle audits on public service employees is at a consultative stage with sector departments and constitutional institutions such as the Public Service Commission. The consultations will also be extended to relevant stakeholders including labour. These consultations will assist us to produce a sustainable framework on the lifestyle audits, which is consistent with the Bill of Rights enshrined in the Constitution of the Republic of South Africa.

The lifestyle audits will further strengthen existing measures, which include declarations by the public service employees, the financial intelligence centres act, amongst others, the aim is to protect public service against any ills.

 

17 September 2018 - NW2444

Profile picture: Mente-Nqweniso, Ms NV

Mente-Nqweniso, Ms NV to ask the Minister of Public Service and Administration

What is the (a) name of each investing company that has invested on land owned by (i) her department and (ii) each entity reporting to her and (b)(i) nature, (ii) value and (iii) length of each investment?

Reply:

The Department of Public Service and Administration and its entities do not owned land

17 September 2018 - NW2361

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Gardee, Mr GA to ask the Minister of Public Service and Administration

What (a) number of government employees on (i) national and (ii) provincial level on the PERSAL system are over the age of 60 years and (b) is the breakdown of the specified government employees in terms of (i) age, (ii) department and (iii) salary level?

Reply:

The National Treasury is a custodian of PERSAL System, as such, in a better position to provide the figures

17 September 2018 - NW2193

Profile picture: Groenewald, Dr PJ

Groenewald, Dr PJ to ask the Minister of Public Service and Administration

(1) With reference to her reply to question 2187 on 18 June 2018, what criteria is followed by her department to determine which public servants can be offered early retirement packages; (2) what number of (a) black, (b) white, (c) coloured and (d) Indian employees in the Public Service comply with the stated criteria; (3) with reference to the number of service years in the Public Service, which is the (a) shortest, (b) average and (c) longest service period to be rendered by public servants in order to qualify for the specified retirement packages; (4) whether she will make a statement on the matter?

Reply:

Details on voluntary early retirement packages have not been concluded yet, consultations in this regard with relevant stakeholders is a work in progress, this consultation will also be extended to labour, once all process have been finalised, a communique will be issued

18 June 2018 - NW2187

Profile picture: Lekota, Mr M

Lekota, Mr M to ask the Minister Public Service and Administration

In light of the recently concluded three-year multi-term public service wage, which exceeds the provisions made in the Medium-Term Expenditure Framework, and the growing concerns over an escalating Public Service wage bill and a contracting economy which pose serious challenges to the already strained Government fiscal purse and the rating prospects of the country, what (a) cost containment measures will be implemented by her department in respect of the Public Service wage bill after the three-year agreement and (b) what has she found will be the impact of such measures on service delivery?

Reply:

In the 2018 State-of-the National Address, the President alluded to a review of configuration of government departments, this reconfiguration of government departments will amongst others reduce size of the public service, which will in turn reduce an increases of public service wage bill. The Department of Public Service and Administration is also putting together measures to contain huge increases of the public service wage bill, these measures include (i) employee-initiated severance package, (ii) early retirement without penalties, (iii) review of performance management and incentive system, (iv) centralised job grading and evaluation, (v) more effective management of allowances, including base amounts and frequency of adjustments, (vi) review of structure of government to reduce fragmentation, duplication of functions and elimination of redundant posts, amongst others, (vii) careful management of earnings growth including allowances, performance incentives and other benefits and also management of both headcount and earnings of public servants

All these measures will be implemented in a manner that avoids negative impact on the capacity of the state to deliver quality public services.

18 June 2018 - NW2147

Profile picture: Tshwaku, Mr M

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

Whether, with reference to the replies to questions 580 on 21 May 2018 and 1729 on 8 June 2018 (details furnished), the Public Service Commission has now received the letter referenced DS/R/104/29; if so, what steps have been taken by the Public Service Commission?

Reply:

According to the Public Service Commission, the letter has been received and a response thereof was sent to the author.