Public Service & Administration

2014-03-10

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Reply received: December 2014

QUESTION NO.: 3031

Adv A de W Alberts (FF Plus) to ask the Minister of Public Service and Administration:

(1) Whether, with reference to his reply to question 948 on 20 October 2014, from which it is clear that the Public Service broadly reflects the country's demographics, as required by (a) the Constitution of the Republic of South Africa, 1996 and (b) the recommendations made by the Public Service Commission in respect of affirmative action in the Public Service, he will abolish affirmative action in the Public Service; if not, why not; if so, (i) when this will take place and (ii) what the further relevant details are;

(2) whether he plans to accept and implement the findings and recommendations of the Public Service Commission; if not, why not; if so, what are the relevant details? NW33675E

REPLY

(1) The Custodian of the Employment Equity Act that provides for Affirmative Action (AA) specifically Chapter 3 Section 15 of the Act, is the Minister Labour. Review of this policy does not fall under the purview of the Minister of Public Service and Administration, but the Minister of Labour.

(2) Falls away.

Reply received: December 2014

QUESTION NO.: 2964

Ms D Robinson (DA) to ask the Minister of Public Service and Administration:

Whether he intends to pay bonuses to staff in his department; if so, (a) what criteria has been used to award bonuses, (b) how many staff members will be receiving bonuses, (c) what total amount will be spent on staff bonuses and (d) was this amount budgeted for? NW3608E

REPLY

The process of moderation for performance payment has not been concluded as yet (a), criteria for performance bonus payment has been informed by the department's performance management policy and system and has the following Five Point Rating Scale:

RATING	CATEGORY	DESCRIPTION
1	UNACCEPTABLE PERFORMANCE	Performance does not meet the standard expected for the job. The review/assessment indicates that the jobholder has achieved less than fully effective results against almost all of the performance criteria and indicators as specified in the Performance Agreement and Workplan.
2	PERFORMANCE NOT FULLY EFFECTIVE	Performance meets some of the standards expected for the job. The review/assessment indicates that the jobholder has achieved less than fully effective results against more than half of the performance criteria and indicators as specified in the Performance Agreement and Workplan.

3	PERFORMANCE FULLY EFFECTIVE	Performance fully meets the standard expected in all areas of the job. The review / assessment indicates that the jobholder has achieved as a minimum effective results against all of the performance criteria and indicators as specified in the Performance Agreement and Workplan.
4	PERFORMANCE SIGNIFICANTLY ABOVE EXPECTATIONS	Performance is significantly higher than the standard expected in the job. The review/assessment indicates that the jobholder has achieved better than fully effective results against more than half of the performance criteria and indicators as specified in the Performance Agreement and Workplan and fully achieved all others throughout the performance cycle.
5	OUTSTANDING PERFORMANCE	Performance far exceeds the standard expected of a jobholder at this level. The review/assessment indicates that the jobholder has achieved better than fully effective results against all of the performance criteria and indicators as specified in the PA and Workplan and maintained this in all areas of responsibility throughout the performance cycle.

(b)(c)(d) Falls away.

Reply received: December 2014

QUESTION NO.: 2910.

Dr W G James (DA) to ask the Minister of Public Service and Administration:

(1) Whether the Public Service Commission is currently investigating a certain person (name furnished); if so, for each investigation (a) on what basis was the investigation launched and (b) on whose request was the investigation launched;

(2) what are the allegations that form the basis of each investigation into the said person;

(3) for each investigation, on what date (a) did the investigation commence and (b) was the said person informed of the investigation;

(4) in respect of each investigation, (a) what is the current status of the investigation and (b) when will it be completed;

(5) whether the Public Service Commission has ever completed any investigations against the said person; if so, for each completed investigation (a) what were the findings and (b) what were the recommendations? [NW3553E]

REPLY

The Public Service Commission (PSC) is currently finalising an investigation

(a)(b) The investigation was launched as a result of a request from the former Minister for Public Service and Administration, subsequent to a meeting that was held between the Minister, the Minister for Basic Education and the former Minister for Home Affairs.

(1) The allegations that formed the basis for the investigation were the following:

(i) The person irregularly awarded a R243m tender for the printing, packaging and distribution of learner books to a company that was linked to his fiance's mother; and

(ii) The person irregularly entered the Department of Basic Education into a collective agreement with the South African Democratic Teacher's Union without the requisite mandate, thus violating the provisions of the Public Finance Management Act, 1999.

(3) (a) The investigation commenced on 22 April 2013.

(b) The person is aware of the investigation, since the Public Service Commission sent questions that sought clarity to the person.

(4) (a) The investigation is at the advance stage.

(b) The investigation is at its finalisation stage.

(5) Pursuant to the findings of the report of the Presidential Task Team established to investigate the non-delivery and/or delays in the delivery of Learner, and Teacher Support Material (LTSM) to schools in Limpopo province in the 2012 school year, the PSC was requested to investigate the alleged indecisive response of person to correspondence received from the publishers in December 2011 regarding the procurement of LTSM and his failure to provide the necessary support for the intervention.

5 (a) Yes. The PSC –

· did not find any proof to substantiate the finding of the PTT that the person acted "indecisive (in his) response to correspondence received from the publishers in December 2011 regarding the procurement of LTSM for the 2012 academic year."

· found that the evidence presented confirms the statement that "The DBE provided limited support…" in that limited full time capacity was assigned to the intervention, albeit that support was provided within the capacity of the DBE.

(b) No recommendations were made

Reply received: December 2014

QUESTION NO.: 2904

Mr J J Mc Gluwa (DA) to ask the Minister of Public Service and Administration:

(1) Whether any official within his department has received bonuses without them having either (a) signed a performance agreement or (b) complete a performance assessment prior to their bonus payment;

(2) whether he is aware of any department(s) that have paid bonuses to senior officials who had not (a) signed a performance agreement or (b) completed a performance assessment with said employees prior to them receiving a bonus; if so, what punitive measures are in place to rectify the occurrence of these situations in the Public Service? NW3547E

REPLY

(1) (a) No employee received a performance bonus without having signed a performance agreement. The criteria used by the Department for the payment of performance bonuses is prescribed in the Departmental PMD Policy (SL2-12) and Chapter 4 of the SMS Handbook (SMS members)

(b) No officials received performance bonus without having completed a performance assessment.

(2) The decision on bonus payment rest with the relevant Executive Authority and Accounting Officer of the government departments, which are in a better position to reply to this part of the parliamentary question.

Reply received: December 2014

QUESTION NO.: 2903

Mr J J McGluwa (DA) to ask the Minister of Public Service and Administration:

(1) Whether his department has approved any bonus payments to any senior officials during the period 1 January 2014 and 1 November 2014; if not, why not; if so, what are the relevant details of these payments;

(2) (a) what amount during the period 1 January 2014 and 1 November 2014 has his department paid in bonuses, (b) to whom where these bonuses paid and (c) on what date were these bonuses paid? NW3546E

REPLY

(1) The department approved the payment of performance bonuses to nine (9) SMS members between 01 January 2014 and 01 November 2014, for the performance cycle 2012-2013.

(2) (a) An amount R384 000.00 was paid to the nine (9) SMS members.

(b) The SMS members who received payment are from the Braches listed herewith below:

NO	BRANCHS	CAT
1	GOV&IR	B
2	GOV&IR	B
3	ADMIN	B
4	ADMIN	B
5	ADMIN	B
6	HRM&D	B
7	SDOT	B
8	SDOT	B
9	LR&RM	B

Reply received: December 2014

NO.: 2798

Mr M L W Filtane (UDM) to ask the Minister of Public Service and Administration:

What has he found to be the impact of the roll-out of the Compulsory Induction Programme for new entrants in the Public Service in view of a large number of new entrants that have not been trained? NW3453E

REPLY

The compulsory induction started in 2008 in the public service with the 2-day Public Service Induction (PSI) course. This course has been a resounding success until it was replaced by the compulsory induction programme (the CIP). The Compulsory Induction Programme for new entrants in the Public Service will be closely monitored as it is being rolled out. The feedback from the learners despite implementation challenges has indicated that the curriculum is relevant and the learners derive value from the training.

Furthermore, the NSG has begun with the research project to investigate a ten year review of induction in the public service. The purpose of this study is to conduct a systematic review of the generic induction in the South African Public Service spanning the period 2004 - 2014. During this period the regulatory landscape directing induction training has undergone significant changes. It is therefore important to ascertain whether induction training has adequately responded to the changing policy landscape and whether its implementation is aligned to the outcome based approach of Government.

The research study will focus on how induction was able to translate the relevant policies into impactful practices. A comprehensive review of induction is likely to reveal trends and discerning patterns which can be of value for the continued roll-out of induction and also inform a possible induction design with features that can relate appropriately to a changing policy landscape.

Reply received: December 2014

QUESTION NO.: 2587

Ms P T van Damme (DA) to ask the Minister of Public Service and Administration:

REPLY

The Department has two promotional magazines, namely Service Delivery Review (SDR) and the Ntirisano. The financial information per magazine is as follows:

SDR Magazine

Financial Year	Amount
2011-12	R 275 477.58
2012-13	R 856 639.66
2013-14	R 283 689.00

Ntirisano / The Public Servant

Financial Year	Amount
2011-12	R 77 510.88
2011-12	R 40 138.56
2012-13	R 39 201.60
2013-14	R 448 000.00

Reply received: December 2014

QUESTION NO.: 2570

Mr M L W Filtane (UDM) to ask the Minister of Public Service and Administration:

(1) What was the impact of the advisory task team (ATT) which was appointed to establish the National School of Governance (NSG) on 21 October 2014;

(2) (a) how much was paid to the members of the ATT and (b) was this amount budgeted for? NW3207E

REPLY

(1) The Advisory Task Team (ATT) had a mandate to conduct further analytic research and make recommendations on the form, scope, role, operations and structure of the proposed School of Government. As envisaged, the National School of Government had to have resource capacity and requisite institutional arrangements enabling it to meet public sector training needs at all levels of government in South Africa. Inherent in this regard, the ATT was also mandated to guide and provide advice on the change plan for transformation of PALAMA into the National School of Government. The ATT concluded its work with the submission of a comprehensive report that to form the Business Case for the National School of Government.

(2) (a) The fees paid to ATT members amounted to R7.5 million over a contractual term that commenced in February 2013 to September 2014

(b) The budget had to be reprioritised in February 2013 to accommodate the ATT

costs.

Reply received: December 2014

QUESTION NO.: 2568

Ms N V Nqweniso (EFF) to ask the Minister of Public Service and Administration:

What comprehensive systems and policies does his department have in place to change the situation where some citizens have lost confidence in the public service mainly due to (a) the attitude and lack of commitment by many public servants, (b) the perceived disregard for Batho Pele principles and (c) the public service which is hugely compromised by being unproductive and dysfunctional? NW3200E

REPLY

(a)(b)(c) The systems and policies that the Department of Public Service and Administration is implementing are based on the Government's basic values and principles governing public administration as enshrined in the Constitution, Chapter 10 Section 195. The Constitutional principles set the norms and standards relating to the running and management of the public service as the machinery of Government and also provide direction in serving the public.

These systems and polices, include the National Development Plan (2012); the White Paper on the Transformation of the Public Service (1995); the White Paper on Transforming Public Service Delivery (1997); the Public Service Act (1994); the Public Service Regulations (2001); The Promotion of Administrative Justice Act (2000); the Promotion of Access to Information Act (2000); a Complaints and Compliments Management Framework; and Change Management Framework. Other systems being finalized include a Public Service Productivity Framework and an integrated public service complaints management approach.

The Department of Public Service and Administration has an advocacy and capacity building programme to revitalize the Batho Pele programmes, as an integral programme to make the White Paper on Transforming Public Service Delivery alive. The advocacy element is to ensure that the programmes are institutionalised and mainstreamed in all public institutions. The capacity building workshops are conducted to ensure that officials have the necessary competency to implement the Batho Pele programmes. The Frontline officials are the initial targets for capacitation in cultural reorientation.

Emanating from the White Paper on Transforming Public Service Delivery, the Complaints and Compliments Management Framework was developed to provide guidance on effective complaints management, while Change Management Framework provides guidance on how to manage change in the public service.

All departments are expected to develop and implement service delivery improvement plans (SDIP), as per the Public Service Regulations (2001). The SDIP is an approach where each department identifies a service or services which require improvement and strategies are developed to ensure that delivery service is improved. Annual assessments, over a three year cycle, are undertaken. Capacity building sessions are provided to departments to ensure effective development of SDIPs.

The Promotion of Administrative Justice Act (2000) compels all government authorities to be accountable and provide feedback for decisions taken. Citizens are entitled to fair treatment and access to information.

The Department of Public Service and Administration is further ensuring the implementation of the National Development Plan (NDP), especially the aspects of improving public service delivery. The NDP identifies steps upon which to build an efficient, effective and development-oriented public service. As part of the Public Service Month focus, the Minister of Public Service and Administration has been engaging with frontline officials to identify challenges in their areas work in order to address effectively and efficiently. A five year frontline service delivery improvement programme will be implemented once approved.

A programme of engaging senior managers and executive managers to focus on a significant proportion of their attention in addressing basic weaknesses in management and operations systems (developing service delivery models, business maps, standard operating procedures and service standards) is at an advance stage. In the financial year 2015/16 institutional support will be provided directly to the Departments of Transport, of Social Development and of Labour.

In further encouraging accountability in the public service, the Minster of Public Service and Administration is establishing service delivery forums where citizens are actively involved. The forums help towards improving service delivery. The forums serve as a platform for various stakeholders to participate in addressing service delivery issues facing their communities.

The Community Development Workers (CDW) is another programme through which service delivery interventions are made. The CDW programme plays an important role of (i) assisting communities in defining and articulating their needs, (ii) facilitate development of community structures, (iii) facilitate public participation in government projects, (iv) identify service delivery blockages in communities and source solutions to identified needs and blockages by interacting with national, provincial and local government structures and (v) resolve disputes between government and communities.

The Maponya Mall Thusong Service Centre concept is being considered for replication across the country.

There are other various mechanisms through which the Batho Pele principles implementation is being monitored. One such mechanism is the Batho Pele Forum, which is a platform for inter-governmental engagement. The forum is used to share experiences, best practices, case studies and to guide one another towards finding solutions to public service challenges.

There is move to revamp the Batho Pele Hotline for integration with other key complaints management systems. Work has commenced on this matter and progress will be reported in the coming financial year.

The Minister of Public Service and Administration has launched the Public Service Charter in August 2013. The purpose of the charter is to foster an agreement between public servants and representatives of labour in working together to ensure professional service provision. The principles espoused in the charter complement the Batho Pele and the Constitutional principles and values. The Department of Public Service and Administration is embarking on popularisation the Charter to ensure that all government officials adhere and live by the Public Service principles.

The Annual National Batho Pele Excellence Awards is in its second year and were celebrated on 14 November. The awards programme derives its mandate from a number of legal prescripts, including the Constitution, the Public Service Act and its Regulations, the Public Service Charter as well as the National development Plan. The awards are meant to recognise and reward deserving public servants who go the extra mile in selflessly serving citizens, thus encouraging public servants to serve the public with diligence and dedication.

Reply received: November 2014

QUESTION NO.: 2444
Mr R A Lees (DA) to ask the Minister of Public Service and Administration:

How many work days has his department lost to (a) sick leave and (b) strike action in the (i) 2011-12, (ii) 2012-13 and (iii) 2013-14 financial years? NW3037E

REPLY
(a) Work days lost due to sick leave:

(i) 2011-12 Financial year	(ii) 2012-13 Financial year	(iii) 2013-14 Financial year
1941 work days	1997 work days	2776 work days

(b) Work days lost due to strike action:

(i) 2011-12 Financial year	(ii) 2012-13 Financial year	(iii) 2013-14 Financial year
Three (3)	None	None

Reply received: November 2014

QUESTION NO.: 2410.
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

(a) What was the total remuneration of (i) board members, (ii) nonexecutive directors and (iii) executive directors of each entity reporting to him in the (aa) 2011-12, (bb) 2012-13 and (cc) 2013-14 financial years and (b) how many times did each board meet in the specified financial years? NW3002E

REPLY

(a) None, (i)(ii)(iii)(aa)(bb)(cc) the National School of Government (NSG) and the Centre for Public Service Innovation (CPSI), which report to MPSA do not have board members, nonexecutive directors and executive directors.

(b) Falls away.

i MPSA – Minister of Public Service and Administration

Reply received: December 2014

QUESTION NO.: 2195

Ms A T Lovemore (DA) to ask the Minister of Public Service and Administration:

(1) What are the names of the Health Risk Managers assigned to each of the provincial departments of education;

(2) in respect of each specified Health Risk Manager operating in the education sector, what (a) is the (i) value and (ii) duration of the contract and (b) are the details of the expertise that allows the consultant to adjudicate applications for incapacity leave and ill-health retirement;

(3) what process of appeal can be followed in the event of an adjudication made by a Health Risk Manager with which officials of a department do not agree;

(4) what process is followed to ensure repayment of the salary paid to the applicant during his or her absence from work in the event of an adjudication rejecting an application for incapacity leave;

(5) for each provincial department of education, what are the details of the current backlog of applications for (a) incapacity leave and (b) ill-health retirement, including (i)(aa) numbers and (bb) dates of applications unprocessed and (ii) the reasons for the backlog in each specified case? NW2739E

REPLY

(1) In terms of the implementation model for the PILIR modality, the Health Risk Managers are appointed through the Department of Public Service and Administration's supply chain management policies and procedures to a Panel of Accredited Health Risk Managers. The respective provinces / departments then select and contract from the Panel a service provider to service them;

The Public Service has been divided into thirteen (13) implementation areas comprising of the 9 Provincial Administrations (this includes all the provincial departments in a Province) and 4 clusters of National Departments.

Names of the Health Risk Managers for each implementation area are as follows:

Health Risk Manager	Implementation Area
Soma Initiative (Pty) Ltd	Eastern Cape Provincial Administration
Thandile Health Risk Management (Pty) Ltd	Free State Provincial Administration
Proactive Health Solutions (Pty) Ltd	Gauteng Provincial Administration
Thandile Health Risk Management (Pty) Ltd	Kwa-Zulu Natal Provincial Administration
Proactive Health Solutions (Pty) Ltd	Limpopo Provincial Administration
Soma Initiative (Pty) Ltd	Mpumalanga Provincial Administration
Proactive Health Solutions (Pty) Ltd	Northern Cape Provincial Administration
Soma Initiative (Pty) Ltd	North West Provincial Administration
Alexander Forbes Health (Pty) Ltd	Western Cape Provincial Administration
Alexander Forbes Health (Pty) Ltd	Cluster 1 of National Departments
Alexander Forbes Health (Pty) Ltd	Cluster 2 of National Departments
Soma Initiative (Pty) Ltd	Cluster 3 of National Departments
Soma Initiative (Pty) Ltd	Cluster 4 of National Departments (This includes the Departments of Basic and Higher Education)

(2) The (i) value and (ii) duration of the contracts in respect of each of the implementation areas are as follow:

Health Risk Manager	Implementation Area	(i) Value of Contract	(ii) Duration of Contract
Soma Initiative (Pty) Ltd	Eastern Cape Provincial Administration	R 87 045 699.30	5 years & 2 months
Thandile Health Risk Management (Pty) Ltd	Free State Provincial Administration	R 37 105 938.15	5 years & 2 months
Proactive Health Solutions (Pty) Ltd	Gauteng Provincial Administration	R 94 501 080.83	5 years & 2 months
Thandile Health Risk Management (Pty) Ltd	KwaZulu-Natal Provincial Administration	R 123 874 506.37	5 years & 2 months
Proactive Health Solutions (Pty) Ltd	Limpopo Provincial Administration	R 75 017 346.35	5 years & 2 months
Soma Initiative (Pty) Ltd	Mpumalanga Provincial Administration	R 41 767 789.02	5 years & 2 months
Proactive Health Solutions (Pty) Ltd	Northern Cape Provincial Administration	R 13 636 824.20	5 years & 2 months
Soma Initiative (Pty) Ltd	North West Provincial Administration	R 35 103 064.31	5 years & 2 months
Alexander Forbes Health (Pty) Ltd	Western Cape	R 47 880 103.23	5 years & 2 months
Alexander Forbes Health (Pty) Ltd	Cluster 1 of National Departments	R 25 602 220.87	5 years & 2 months
Alexander Forbes Health (Pty) Ltd	Cluster 2 of National Departments	R 21 985 320.81	5 years & 2 months
Soma Initiative (Pty) Ltd	Cluster 3 of National Departments	R 21 850 767.19	5 years & 2 months
Soma Initiative (Pty) Ltd	Cluster 4 of National Departments	R 21 632 889.09	5 years & 2 months

(a) The Health Risk Manager is an entity of independent multi-disciplinary medical experts, specializing in occupational medicine. The Health Risk Managers utilise the services of practitioners specialising in occupational health, e.g. occupational nurses, occupational therapists and medical doctors. In terms of the provisions of the Policy and Procedure of Incapacity Leave and Ill-health Retirement, the Health Risk Manager may, if found to be necessary as part of the assessment process, refer the employee for further medical examinations to medical practitioners, e.g. specialists.

(3) The Health Risk Manager provides a recommendation to the Employer (Department). The Employer makes the decision to approve or decline an application based on the information submitted as well as the recommendation of the Health Risk Manager. If an employee is not satisfied with a decision of the Employer, he/she may lodge a grievance as contemplated in terms of the rules made by the Public Service Commission.

(4) In the case where the Department declines an employee's incapacity leave application, the employee is informed in writing of this decision with reasons. The employee is at that point afforded the opportunity to choose to have the period of absence covered by annual leave (if sufficient credits are available) or unpaid leave. If unpaid leave is opted for and implemented, the salary overpayment is deducted from the employee's monthly salary through PERSAL. Depending on the amount repayable, the employee may in terms of the Treasury Regulations arrange with his/her Department to deduct the debt over an agreed period.

(5) All applications despite the date of the sick episode are deemed to be current applications. The only outstanding applications are applications that had to be stockpiled as a result of the Court interdict that was imposed following an urgent application that was brought by an unsuccessful service provider against the DPSA's procurement process in December 2012. The number of stockpiled applications by the Department of Education is summarized in the table hereunder. The information is based on information available to the DPSA:

Provincial Education Department	(a) Incapacity leave applications	(b) Ill-health Retirement Applications
Free State	889	39
Gauteng	3400	45
KwaZulu-Natal	3164	162
Northern Cape	253	26
Western Cape	1101	54
National Departments of Basic & Higher Education	38	0

Reply received: December 2014

QUESTION NO.: 2140

Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

(1) What is the tariff charged to departments to send staff for training on the Compulsory Induction Programme through the National School of Government;

(2) What are the full costs to the National School of Government to offer this training programme;

(3) (a) For which post levels has the specified induction programme been developed? (b) How many staff members on each level have already completed this training programme successfully (i) in the (aa) 2011-12, (bb) 2012-13 and (cc) 2013-14 and (ii) from 1 April 2014 up to the latest specified date for which information is available;

(4) What is the period for new public staff members to successfully complete this programme;

(5) (a) What will the implications be for staff that has not completed this training programme; (b) for how long after their date of taking office will staff members be able to complete this programme? NW 2611E

REPLY

(1) The cost-recovery rate for the Compulsory Induction Programme was approved by the National Treasury. It is based on options including issues relating to the appointment of training facilitators and venue. The options are as follows:

A	B	C
Utilising an Independent Individual Contractor (IIC), excluding venue	Utilising the NSG internal capacity, excluding venue	Excluding an NSG facilitator, Independent Individual Contractor (IIC) and excluding venue
R16 275.00 per learner	R8 875.00 per learner	R1 876.00 per learner
This option is not preferred by departments due to budget constraints	This option was not implementable since the NSG did not have full-time dedicated trainers to deliver the programme. Again, departments did not request for this option due to budget constraints	This option is the most preferred and possible. It is the current option utilised by the NSG.

(2) The total direct cost is R8,6 million (including costs related to designing materials, training of trainers, delivering the programme, conducting assessment, and providing support to departments).

(3) (a) The Compulsory Induction Programme was developed for Salary Levels 1 to 5 and 6 to 12.

(b) (i)(aa)(bb)(cc)(cc) and(ii) refer to the following table:

Financial year	Public Service Induction (2 days)			Compulsory Induction Programme (26 days)
Financial year	*TOTAL*	1-5	6-12	*TOTAL*	1-5	6-12
(aa) 2011-12	24,681	11,847	12,834	-	-	-
(bb) 2012-13	14,404	6,914	7,490	343	144	199
(cc) 2013-14	-	-	-	6,585	2,766	3,819
April 2014 to date	-	-	-	4,926	2,069	2,857
Total	*39,085*	18,761	20,324	*11,854*	4,979	6,875

(4) The learner has 24 months to complete the programme.

(4) (a) Learners who do not successfully complete module 1 of the Compulsory Induction Programm are not eligible for confirmation of probation. Learners who do not successfully complete modules 2 to 5 are not eligible for confirmation of pay progression.

(b) Learners have 24 months to complete the programme.

Reply received: November 2014

QUESTION NO.: 1944
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

With reference to his reply to question 1066 on 15 September 2014, has he agreed to any deductions on the Personnel and Salary System (PERSAL) concerning payments from public officials to any private entities, political parties and/or institutions; if so, (a) when was this authorized and (b) in respect of which specified private entities, political parties and/or institutions? NW2327E

REPLY

The Minister of Public Service and Administration has not received request in relation to the matter referred to in this Parliamentary Question. Furthermore, the Minister does not have authority to approve deductions on the Personnel and Salary System (PERSAL). The National Treasury approves the government payroll deduction codes on the Personnel and Salary System (PERSAL) with regard to government employees; hence all new deduction codes are subjected to requirements prescribed by the Office of the Accountant-General in the National Treasury. There are two types of deductions namely; (i) discretionary deductions and (ii) statutory deductions

(i) Discretionary deductions: These are deductions against an official's salary, other than benefit, collective agreement, state or statutory deductions. Examples of these types of deductions to third party institutions are: insurance premiums, study loans, housing repayments, parking fees, bursary debts etc.

(ii) Statutory deductions: These are deductions against an official's salary which are required by law, court order or arbitration award. Examples of these types of deductions are pension, tax, garnishee orders etc.

(a)(b) Falls away.

Reply received: October 2014

QUESTION NO.: 1711

Mr J JMcGluwa (DA) to ask the Minister of Public Service and Administration:

(1) With reference to his reply to oral question 104 on 10 September 2014, when will the new Bill to amend the Public Service Commission legislation be tabled in Parliament;

(2) will the Amendment Bill give the Public Service Commission powers to act against departments and their entities if its recommendations are ignored; if not, why not; if so, (a) what are the envisaged powers and (b) will this include the ability to levy penalties for non-implementation?
NW2074E

REPLY

(1) The Bill to amend Public Service Commission Act will be tabled in Parliament in 2015.

(2) (a)(b) This Amendment Bill is at an advance stages in the legislation drafting process. Therefore, once the Bill has gone through all the stages in the legislation drafting process, Government will be in a better position to provide responses to the issues raised in part 2 of this parliamentary question.

Reply received: October 2014

QUESTION NO.: 1704
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

(1) How many (a) certificates and (b) diplomas were issued for non-accredited training by the (i) National School of Government and (ii) Public Administration Leadership and Management Academy (Palama) in the (aa) 2011-12, (bb) 2012-13 and (cc) 2013-14 financial years;

(2) how many (a) certificates, (b) diplomas and (c) degrees were issued for accredited training that was facilitated by the (i) National School of Government, (ii) Palama and (iii) any specified partner training institutions in the (aa) 2011-12, (bb) 2012-13 and (cc) 2013-14 financial years? NW2067E

REPLY

(1) (a)(b)(i)(ii)(aa)(bb)(cc) Refer to the table herewith below:

Financial Year	Total trained	Non-accredited
(aa) 2011-12	51760	48 295
(bb) 2012-13	45302	40 227
(cc) 2013-14	30358	26 451

(2) (a)(b)(i)(ii)(iii)(aa)(bb)(cc) Refer to tables A and B herewith below:

Table A

Financial Year	Total trained	Accredited
(aa) 2011-12	51760	3 465
(bb) 2012-13	45302	5 075
(cc) 2013-14	30358	3 907

Table B - The partner training institutions are as follows:

Financial Year	Institution	Name of Certificate	Completed
(aa) 2011-12	UNISA	Certificate in Governance & Leadership	173
(bb) 2012-13	UNISA	Certificate in Governance & Leadership	39
(cc) 2013-14	WITS	Graduate Certificate in Advanced Governance & Leadership	220

Reply received: October 2014

QUESTION NO.: 1703
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

(1) On which date did it become compulsory for all newly appointed public service employees to undergo the compulsory induction programme;

(2) does the National School of Government have a role to play in offering the specified programme to public service employees; if not, why not; if so, what are the relevant details;

(3) (a) how many public service employees (i) have already successfully completed the specified programme and (ii) are expected to graduate as part of the first cohort to successfully complete the specified programme and (b) what is the time period allowed for the successful completion of this programme;

(4) will there be any implications for public service employees who were appointed after the due date for not successfully completing the specified programme; if not, why not; if so, what are the relevant details;

(5) is the specified programme registered on the National Qualifications Framework; if not, why not; if so, (a) on what level and (b) how many credits does this programme bear?
NW2066E

REPLY

(1) Induction programme for newly appointed public service employees became compulsory in 2008 when the Ministerial Directive on Compulsory Induction in Public Service was approved and published. A follow-up circular on Massified Induction Programme (which was later named the "Public Service Induction Programme (PSI)") was signed and circulated to all national and provincial departments by the Department of Public Service and Administration on 5 March 2008.

(2) Yes. The National School of Government (NSG)has a role to play in offering the Compulsory Induction Programme. The NSG's predecessors (namely the South African Management Development Institute (SAMDI) and Public Administration Leadership and Management Academy (PALAMA)) played a role in offering the first Compulsory Induction Programme in the Public Service.

(3) (a)(i)(ii)(b) Public service employees who successfully completed the two-day face-to-face Public Service Induction Programme between 2007/2008 and 2011/2012 were 89 969. Public service employees who successfully completed the Compulsory Induction Programme under the 2012 Directive and received certificates of completion were 44.

(4) No. The Compulsory Induction Programme is successfully link to the completion of Module 1 with the confirmation of probation. Completion of the whole programme is a requirement linked to awarding of pay progressions for new employees.

(5) Yes. The occupational certificates, namely Office Administrators and Public Service Administrator are registered, and are on National Qualifications Framework (NQF) level 5 with 52 credits. The National School of Government has worked closed with the Quality Council for Trades and Occupation (QCTO) and Public Service Sector Education and Training Authority (PSETA) in developing the Occupational Certificate namely Office Administrator programme and Public Service Administrator programme and the NSG has been accredited to offer these programmes

Reply received: November 2014

QUESTION NO.: 1617
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

(a) Which posts in his department are vacant in the (i) highly skilled, (ii) highly skilled supervision and (iii) senior and top management levels and (b) in each case, what has been the duration of the vacancy? NW1978E

REPLY
(a) Vacant posts in the (i) highly skilled are eight (8), (ii) highly skilled supervision are thirteen (13) and (iii) senior and top management levels are twenty-one (21), (b) refer to the tables herewith below:

Table on highly skilled

No.	POST TITLE	POST LEVEL	DATE CREATED/DATE FUNDED/DATE VACATED
1	Administrator	6	DV15/09/2014
2	Administrator	6	DV01/09/2014
3	PA	7	DF1/06/2014
4	PPO	7	DV 1/12/2013
5	Record Officer	8	DV 1/11/2013
6	ACC CLERK	6	DV 01/08/2014
7	Snr Admin Officer	8	DV 1/2/2013
8	PA	7	DF 14/07/2014

Attached find here: Table on highly skilled supervision/Table on senior and top management levels

Reply received: October 2014

QUESTION NO.: 1559
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

(1) If he has found that there is a general problem attracting quality professional public service staff, such as medical professionals, to some rural areas; if so, what are the relevant details;

(2) are there any incentives in place to attract professionals to these areas; if not, (a) will she consider introducing incentives in order to address the high vacancy rate in these areas and (b) what plans would be considered; if so, what are the incentives?

NW1929E

REPLY

(1) Yes. On average the Public Service experiences an acceptable vacancy rate of 9,61% as at 31 August 2014. There are certain professional and high skill - occupations where the Public Service experiences ongoing challenges with recruitment due to, amongst others, limited pool of skills available in the open market, the geographical location of jobs, competitive national and international labour markets and individual preferences of prospective employees.

Attached find here: Occupations who work in designated rural areas

Reply received: October 2014

QUESTION NO.: 1497
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

Whether (a) his department and/or (b) any entities reporting to him sponsored political party (i) advertisements, (ii) events and/or (iii) paraphernalia in the (aa) 2011-12, (bb) 2012-13 and (cc) 2013-14 financial years; if so, (aaa) for which political party and (bbb) what was the monetary value of the sponsorship in each case? NW1863E

REPLY

(a)(b)(i)(ii)(iii) (aa)(bb)(cc) No.

Reply received: November 2014

QUESTION NO 1480
Ms T Ggada (DA) to ask the Minister of Transport:

What is the quantum of funds spent by her department on all advertising for each financial year between 01 April 2010 up to the latest specified date for which information is available?

REPLY

It is not possible to respond thoroughly to this question because it is not clear. Honourable Member should clarify what she means by "quantum of funds spent". It should also be clarified what is meant by advertising because advertising is very broad and can include anything from placement for advertising for tenders, government gazettes, to vacant positions, etc

Reply received: November 2014

QUESTION NO.: 1464
Dr M J Cardo (DA) to ask the Minister of Public Service and Administration:

What is the quantum of funds spent by his department on all advertising for each financial year between 1 April 2010 up to the latest specified date for which information is available? NW1830E

REPLY

The quantum of funds spent by the Department of Public Service and Administration on all advertising for each financial year between 1 April 2010 up to the latest specified date for which information is available are as follows:

1 April 2010 to 31 March 2011

Amount	Advert
R 1 722 845.16	Promotional Item
R 4 306 713.90	Marketing
R 863 560.09	Recruitment
R 121 666.17	Tender
R 7 014 785.32	Total

Find here attached: 1 April 2011 to 31 March 2012

Reply received: October 2014

QUESTION NO.: 1361
Mr Y Cassim (DA) to ask the Minister of Public Service and Administration:

(a) What are the names of the top 20 most highly state-paid individuals and (b) in each case, what (i) are their salaries per annum and (ii) positions do they hold respectively? NW1725E

REPLY

The public sector is categorised into various categories such as (i) local government, (ii) public service which comprises of national and provincial governments, (iii) government institutions and (iv) public entities.

The Minister of Public Service and Administration is only responsible for determining conditions of service of employees in the public service appointed in terms of the Public Service Act and the Correctional Services Act.

Top remuneration categories in the public service are heads of national government department and heads of provincial government department. Their cost-to-employer package ranges between R 1 570 254 and R1 768 893 per annum. Names of the heads of department are already available in the public domain, and can also be accessible through government website.

Reply received: October 2014

QUESTION NO.: 1242
Ms N V Nqweniso (EFF) to ask the Minister of Public Service and Administration:

Whether he intends to raise the (a) housing allowance of public servants from R900.00 per month and (b) salaries of public servants to be in line with increasing rental fees, food and fuel prices?; NW1519

REPLY

The housing allowance and salary adjustments of public servants are subject to collective bargaining arrangement and the collective bargaining negotiations for the 2015/16 and beyond are not concluded yet.

Reply received: October 2014

QUESTION NO.: 1168
Mr R A Lees (DA) to ask the Minister of Public Service and Administration:

(1) Whether (a) he and (b) the Deputy Minister has each employed a ministerial special advisor; if so,

(2) (a) what is the name of the special advisor, (b) when was the advisor appointed, (c) what are the duties of the advisor, (d) at what post level was the appointment made, (e) what is the salary level of the advisor, (f) what is the duration of the employment contract entered into with the advisor and (f) why was it necessary to appoint this advisor? NW1406E

REPLY

(1) (a) The Minister of the Public Service and Administration has appointed two Special Advisors and (b) No.

(2) The two advisers were appointed in line with the relevant prescripts. One adviser has already resumed his duties and the other adviser is still to assume duty. The Public Service Act (Section 12A (1)) contemplates duties of Special Advisers, which include amongst others to (i) advise the Minister on the exercise or performance of the Minister's powers and duties, (ii) advise the Minister on the development of policy that will promote the relevant department's objectives and (iii) to perform such other tasks as may be appropriate in respect of the exercise or performance of the Minister's powers and duties.

Employment contracts of these two Special Advisers are linked to the term of office of the current Minister of Department of Public Service and Administration.

These two advisers enjoy recognition as competent experts at national and international level, and will provide the expected good quality advice.

Reply received: October 2014

QUESTION NO.: 1066
Mr J J Mc Gluwa (DA) to ask the Minister of Public Service and Administration:

(1) Is he aware of allegations that senior public servants are asked to sign debit orders to fund a particular political party in contravention of public servants serving the public; if not, will he commission an investigation into the extent of this alleged practice; if so, what are the relevant details;

(2) are there any measures in place to protect the Public Service from fundraising practices that could be perceived to politicise the Public Service; if not, why not; if so, what are these measures? NW1240E

REPLY

(1) The Minister of Public Service and Administration is aware that political parties often approach different individuals soliciting donations for fundraising purpose. However, the Minister is no aware of a request to senior public servants to sign debit orders to fund a particular party. The solicitation of donations is often done on an individual basis and individuals are approached in their private capacity. Therefore, there is no need to commission an investigation into this matter.

(2) There is no specific measure in the public service to deal with private funding of political parties. Officials, in their own private capacity as citizens are at liberty to make decisions regarding their party political activities. However, as government we will continue to promote the provisions of the Code of Conduct in the public service regarding the conduct of public servants especially pertaining to issues of conflicts of interest and biasness. We will also ensure strict adherence to and application of all legal prescripts that have been put in place to promote the protection of the rights of individual public servants.

Reply received: October 2014

QUESTION NO.: 1065
Mr J J Mc Gluwa (DA) to ask the Minister of Public Service and Administration:

(1) With reference to the President's reply to question 533 on 13 August 2014, which officials are responsible for verifying the applicant's data before appointment in the Public Service;

(2) are there any known cases in the (a) 2011-12, (b) 2012-13 and (c) 2013-14 financial years where applicants' data were not verified before their appointment; if so, (i) was any disciplinary action lodged against those responsible and (ii) what was the outcome in each case? NW1239E

REPLY

(1) Officials responsible for verifying the applicant's data before appointment are those delegated with responsibility of recruitment and selection in government departments. However, the responsibility to conduct pre-employment verifications in respect of candidates is vested with the executive authority (i.e. the political head) of each department. The executive authority by discretion, delegate this responsibility to officials in her or his department.

(2) Pre-employment checks are departmental responsibility. Therefore, each department is in a better position to indicate whether there where applicant's data that were not verified before appointment.

Reply received: October 2014

QUESTION NO.: 1062
Ms P T van Damme (DA) to ask the Minister of Public Service and Administration:

With regard to his reply to question 52 on 5 August 2014, (a) what was the process followed to investigate the officials' actions that was requested following the finding of the report submitted by the Joint Committee on Ethics and Members' Interest and (b) has any action been taken against the officials concerned; if not, why not; if so, what are the relevant details? NW1235E

REPLY

(a)The Public Service Commission (PSC) was not requested to conduct investigation, but to provide an advice, which was submitted to the Joint Committee on Ethics and Members' Interest. (b) The relevant department is in a better position to provide a response on this part of the parliamentary question.

Reply received: October 2014

QUESTION NO.: 1030
Mr G R Davis (DA) to ask the Minister of Public Service and Administration:

With reference to the reply of the Minister of Communications to question 595 on 4 August 2014, (a) how many government communicators will be trained each year by the School of Government, (b) what (i) will the cost be to the State to train each government communicator and (ii) criteria will be used to select candidates for the course and (c) how long will each candidate take to complete the course? NW1183E

REPLY

There is no specific number in relation to the training of government communicators at this stage, (b) (i) the cost to train each government communicator vary depending on the course and or the programme amongst other things. Departments pay the National School of Government (NSG) for training their employees (ii) Workplace Skills Plans (WSPs) will be used to identify candidates and the courses they should undergo (c) the duration of courses and programmes vary.

Reply received: October 2014

QUESTION NO: 948
Adv A de W Alberts (FF Plus) to ask the Minister of Public Service and Administration:

(1) How many persons (a) in total and (b) from each race group according to the Employment Equity Act, Act 55 of 1998, are currently in service at all (i) government departments, (ii) public entities and (iii) public institutions;

(2) how many persons in service at all the (a) government departments, (b) public entities and (c) public institutions were appointed in terms of the policy of affirmative action;

(3) whether any steps have been taken to train persons appointed because of affirmative action to comply with the relevant post requirements; if not, why not; if so, what are the relevant details?
NW1097E

REPLY

The Minister of Public Service and Administration (MPSA) is a custodian of the Public Service Act, 1994 and the Employment Equity Act, 55 of 1998 (EEA) falls under the purview of the Minister of Labour who receives periodic compliance reports from all employers in the country, including state organs. The substance of this parliamentary question is in relation to compliance to the Employment Equity Act of which the Minister of labour is in a better position to respond.

Therefore, this reply is confined to the Public Service Act:

1. Number of persons according to persal system in relation to gender and race group currently in service at (i) government departments, (ii) public entities and (iii) public institutions are depicted on Tabled 1 herewith below:

Table 1: Data derived from PERSAL on racial and gender disaggregation of employees in the public service.

Table 1: REPRESENTATION BY GENDER AND RACE IN THE PUBLIC SERVICE: 30 JUNE 2014

Race		RACE		GENDER
Race	Numbers	Male	Female	Total
Unspecified*	1637	0	0	1,637
African	0	443221	612053	1,055,274
Asian	0	20803	22317	43,120
Coloured	0	47652	63584	111,236
White	0	47396	70024	117,420
Grand - Total	1637	559072	76797	1,328,687

* Unspecified are employees whose gender and race is not reflected on the PERSAL SYSTEM

2. (a) (b) (c) Appointment of employees in the public service is regulated by the

Public Service Act and the Public Service Regulations. Chapter 1, Part VIIA of the Regulations makes provision for the principles underpinning the appointment, promotions and termination of service of employees.

The Public Service Regulations require "employment practices to ensure employment equity, fairness, efficiency and achievement of representativity in the public service and that affirmative action programme be used to speed up the creation of representativity and equity in the public service in order to give practical support to those who have been previously disadvantaged by unfair discrimination to enable them to fulfil their maximum potential."

Beneficiaries of affirmative action programme in the public service are women, people with disabilities, Africans, Asians, and Coloureds, Table 1 above provide a racial and gender disaggregation of designated groups including a number of 7895 of people with disabilities in the public service. It is important to appreciate that just because an employee is part of a designated group as defined in the Employment Equity Act, does not necessarily mean that the employee was employed through affirmative action programme.

3. Yes, beneficiaries of the public service affirmative action programme are accorded training to function effectively in the positions they are appointed. Furthermore, every employee in the Public Service undergoes training based on their individual needs regardless of whether or not they were appointed in terms of affirmative action programme. Employees are appraised by their supervisors, and both the employee and the supervisor are required to establish personal development plans for the employee and these plans form part of the performance assessment of the employee. Every department is expected to provide skills development report broken down in terms of gender, race, and people with disabilities in the annual report that departments table in Parliament every year.

Reply received: August 2014

QUESTION NO.: 911
Mr M G P Lekota (Cope) to ask the Minister of Public Service and Administration:

Whether, in view of cases where high-ranking officials are implicated in fraudulent cases like that of a certain person (name and details furnished), he intends to compel all departments and state entities to include an integrity clause in all employment contracts, which employees will have to fully comply with; if not, why not; if so, what are the relevant details?
NW1002E

REPLY

The current public service prescripts include an integrity clause in employment contracts, for example, with regard to appointments made in terms of the Public Service Act, 1994 it is required that an employee, upon appointment, be provided with a written contract of employment, including the terms and conditions of his/her employment. The "terms and conditions of employment" includes compliance with the Code of Conduct prescribed in the Public Service Regulations 2001, Chapter 2.

Public Service Regulations 2001, Annexure A, Parts 1 – 3 contains the generic contracts for Heads of Departments and for members of the Senior Management Service. The contracts specify that "in case of inefficiency and misconduct of an employee, the employer may deal with her/him, in accordance with the relevant labour legislation and any directive issued by the Minister" (refer to Annexure 2 part 1, par 4.6, Annexure 2 part 2 par 3.5 and Annexure 2 part 3, par 13.6). It also indicates that members of the Senior Management Service are expected to adhere to the Public Service Code of Conduct: "…..shall comply with the Code of Conduct…" (refer to Annexure 2 part 1, par 6.1.4, Annexure 2 part 2, par 4.1.4 and Annexure 2 part 3 par 4.1.4).

Therefore, once a person accepts appointment in terms of the Public Service Act, 1994 he/she agrees to the legal prescripts that inter alia prescribe the required conduct of staff. Contravention of this Code of Conduct is regarded as a disciplinable offence, with a person contravening it to be charged for bringing the organization into disrepute.

The legal prescripts guiding the ethical behavior of public servants include: section 195 of the Constitution ("A high standard of professional ethics must be promoted and maintained"), the Code of Conduct prescribed in Public Service Regulations 2001, Chapter 2; the Financial Disclosure Framework (addressing the disclosure of financial status of Senior Management Service) prescribed in Public Service Regulations 2001, Chapter 3; section 30 of the Public Service Act (addressing other remunerative work); the Senior Management Service Handbook (directed at Senior Management Service and addressing conflicts of interest, see Chapter 6: Ethics and Conduct) and the Public Service Integrity Management Framework (adopted by Cabinet on 9 October 2013, addressing conflicts of interests such as other remunerative work, the disclosure of financial status and gifts and other benefits). Provisions for ethical conduct are also covered in the Correctional Services Act, No 111 of 1998; South African Police Service Discipline Regulations, 1996; the Employment of Educators Act, No 76 of 1998; National Prosecuting Authority Act, Act 32 of 1998; the Handbook for the appointment of persons to board of State and State controlled institutions; and the Prevention and Combating of Corrupt Activities Act, 2004.

Reply received: October 2014

QUESTION NO.: 898
Mr S J F Marais (DA) to ask the Minister of Public Service and Administration:

(1) What is the salary band for the position of chief of staff in a national Minister's office;

(2) is there a minimum level of formal qualification and/or years of experience required for a position at this level in the Public Service; if not, why not; if so, what are the relevant details;

(3) are there any measures in place to regulate the appointment processes of these staff members; if not, why not; if so, what are the relevant details;

(4) are there any measures in place to prevent the appointment of close relatives and/or the close relatives of political colleagues in ministerial offices; if not, why not; if so, would he undertake to develop and introduce such measures?
NW988E

REPLY

(1) The salary scale (band) for Chief Director (salary level 14) is R988 152 –R1 181 269 per annum, effective from 1 April 2014. The scale consists of total cost-to-employer packages including benefits.

(2) Yes. The Public Service Regulations (PSR) requires individual Executive Authorities (EA) to determine composite requirements for employment in any post on the basis of the inherent requirements of the job. Educational qualification and experience requirements are determined during job evaluation.
Such qualification and experience requirements should always be specific to the post.

A Chief of Staff position is generally graded at the level of a Chief Director (Level 14) and forms part of the Senior Management Service (SMS) dispensation in the Public Service. The minimum qualification requirement for entry into the SMS is generally set at NQF 7 level, i.e. at least a junior degree or equivalent qualification.

(3) Yes. PSR 1/VII/C.1B regulates the filling of posts in offices of Executive Authorities and Deputy Ministers. In terms of PSR 1/VII/C.1B.1, an Executive Authority may only fill vacancies in the office of an Executive Authority or a Deputy Minister by means of -

(a) an appointment in terms of section 9 of the Act for-

(i) the term of office of the incumbent Executive Authority or Deputy Minister which will terminate at the end of the first month after the month in which the term of that Executive Authority or Deputy Minister terminates for any reason; or

(ii) a period not exceeding three years;

(b) a transfer in terms of section 14 of the Act, provided that the employment status of the transferred employees as permanent or temporary, as the case may be, shall remain unaffected by the transfer.

PSR 1/VII/C.1B.2 further stipulates that, subject to the appointment criteria set out in PSR 1/VII/D5(b) to (e), an Executive Authority may fill a post in the office of such an Executive Authority in terms of PSR 1/VII/C.1B without having to advertise the post as normally required by PSR 1/VII/C.2.3 and C.2.4.

(4) Yes. These measures are stated in the Ministerial Handbook.

Reply received: August 2014

QUESTION NO.: 841
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

(1) Whether the Government is still committed to the further roll-out of community development workers; if so, for each municipality how many community development workers (a) were appointed in the 2013-14 financial year and (b) are currently employed;

(2) What support is given to provincial government and municipalities to (a) cover the remuneration of community development workers and (b) ensure that the community development workers are gainfully utilised?
NW 928E

REPLY

(1) Yes. Government is still committed to further roll-out Community Development Workers. The target for rolling-out Community Development Workers Programme (CDWP) has been met and all provinces are implementing the Programme. The Community Development Workers Programme has been established and anchored in all provinces.

Community Development Workers are public servants employed by the Department of Cooperative Governance and Traditional Affairs at provincial level. However, in the Free State, Community Development Workers are employed by the Office of the Premier.

Municipalities are not the employer of Community Development Workers. However, Municipalities employ their own Community Workers and these Community Workers are difference from the Community Development Workers Municipalities have a role to play in supporting Community Development Workers and their role is limited to the provision of working station and mentoring. Some provinces have entered into agreement with municipalities pertaining to the kind of practical support required to further the support for Community Development Workers.

(a) Number of Community Development Workers employed during the period 2013-2014 is 3319

(b) Numbers of Community Development Workers currently employed per province are as follows:

PROVINCE	NUMBER OF CDWS
Eastern Cape	518
Free State	278
Gauteng	425
KwaZulu-Natal	466
Limpopo	429
Mpumalanga	468
North-West	295
Northern Cape	284
Western Cape	156
Total	3319

(2) (a) Support to provinces with regard to the remuneration for the Community Development Workers include the following: (i) employment of Community Development Workers as fully fledge public servants (ii) permanently employed with salaries and other benefits guaranteed as long as they are in the employ of the public service and (ii) provision for employing departments to have budget for the Community Development Workers.

(b) Support to provinces, to ensure that the Community Development Workers are gainfully utilized include amongst others support in the following areas (i) job description (ii) performance agreement and (iii) performance evaluation based on the performance agreement the Community Development Workers have entered into with their employers. Furthermore, difference provinces have introduced various measures to monitor performance of their Community Development Workers.

Reply received: October 2014

QUESTION NO.: 791
Mr P G Atkinson (DA) to ask the Minister of Public Service and Administration:

(1) Whether (a) she, (b) the Deputy Minister, (c) the Director-General or (d) any of her staff (i) attended, (ii) accepted an invitation and/or (iii) received tickets to the 2014 Soccer World Cup in their official capacity; if so, what are the relevant details including the (aa)(aaa) names and (bbb) positions of those who attended and (bb) breakdown of the amounts spent by her department on (aaa) travel, (bbb) accommodation, (ccc) entertainment and (ddd) any further specified expenses;

(2) (a) what is the breakdown of the amount spent by her department on any persons accompanying (i) her, (ii) the Deputy Minister, (iii) the Director-General or (iv) any of her staff to attend the 2014 Soccer World Cup including (aa) travel, (bb) accommodation, (cc) entertainment and (dd) any further costs and (b) in each case, what is the (i) relationship and (ii) reason for accompanying the relevant person?
NW878E

REPLY

(1) (a)(b)(c)(d) No.

(2) There was no financial implication for the Department in this regard.

Reply received: August 2014

QUESTION NO.: 789
Ms N I Tarabella Marchesi (DA) to ask the Minister of Public Service and Administration:

(1) Whether (a) she, (b) the Deputy Minister, (c) the Director-General or (d) any of her staff (i) attended, (ii) accepted an invitation and/or (iii) received tickets to the 2014 Soccer World Cup in their official capacity; if so, what are the relevant details including the (aa)(aaa) names and (bbb) positions of those who attended and (bb) breakdown of the amounts spent by her department on (aaa) travel, (bbb) accommodation, (ccc) entertainment and (ddd) any further specified expenses;

(2) (a) what is the breakdown of the amount spent by her department on any persons accompanying (i) her, (ii) the Deputy Minister, (iii) the Director-General or (iv) any of her staff to attend the 2014 Soccer World Cup including (aa) travel, (bb) accommodation, (cc) entertainment and (dd) any further costs and (b) in each case, what is the (i) relationship and (ii) reason for accompanying the relevant person?

NW876E

REPLY

(1) (a)(b)(c)(d) There was no official invitation to the Department of Public Service and Administration for the Minister, Deputy Minister, Director-General or any other staff of the Department of Public Service and Administration to attend the 2014 Soccer World Cup on official capacity.

(i) No
(ii) (iii) (aa)(aaa)(bbb) (bb)(aaa) (bbbb)(cccc) and (ddd) Falls away.

(2) (a)(i)(ii)(iii)(iv) (aa)(bb)(cc)(dd) and (b)(i)(ii) Falls away.

Reply received: August 2014

QUESTION NO.: 784
Mr J J Mc Gluwa (DA) to ask the Minister of Public Service and Administration:

(1) Whether a certain person (details furnished) is still on special leave; if so, since what date;

(2) what is the status of the case following the investigation by the Public Service Commission;

(3) whether the recommendations made by the Public Service Commission have been implemented by the Department of Social Development; if not, why not; if so, what are the relevant details;

(4) what amount in salary has the person received during such suspension?
NW871E

REPLY

(1) Office for the Member of the Executive Council (MEC) responsible for Social Development, Women, Children and People with Disabilities in the North West provincial administration is in a better position to provide a reply in this regard.

(2) An investigation was conducted and a provisional report with findings and directions was forwarded to the Office for the Member of the Executive Council (MEC) responsible for Social Development, Women, Children and People with Disabilities in the North West provincial administration for comments in line with S196 (4) (f) (i) of the Constitution of Republic of South Africa, 1996, the Public Service Commission is still awaiting a response thereof.

(3) The Public Service Commission will only be able to establish if its recommendations were accepted once the report has been finalized and submitted to the relevant executive authority.

(4) Office for the Member of the Executive Council (MEC) responsible for Social Development, Women, Children and People with Disabilities in the North West provincial administration is in a better position to provide a reply in this regard.

Reply received: October 2014

QUESTION NO.: 782
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

(1) With reference to the reply to question 2855 on 19 November 2013, has the envisaged policy to discourage name-dropping of members of the executive been developed and submitted to Cabinet; if not, why not; if so, was this followed by a directive as stated in his response;

(2) where can a copy of the directive be obtained?

NW869E

REPLY

(1) Yes. The Revised Sanctioning Guidelines, which have been submitted to Cabinet for consideration include the matter in relation to discourage name-dropping of Members of the Executive. When approved by the Cabinet, next will be implementation phase, which will include the issuing of a directive amongst other things.

(2) A directive on name-dropping has not been issued at this stage, since the matter is still before Cabinet.

Reply received: August 2014

QUESTION NO.: 781
Mr A P van der Westhuizen (DA) to ask the Minister of Public Service and Administration:

(1) Whether, with reference to the replies to question 3009 on 13 November 2013 and question 219 on 24 March 2014, the report on the conduct of certain SA Social Security Agency (SASSA) officials has been finalised; if not; why not; if so, when was the report handed to the Minister of Social Development;

(2) whether the report made any findings on possible wrongdoing by any officials; if so, who was to follow up on the report;

(3) did the report lead to any disciplinary action; if so, what was the outcome of the disciplinary process?

NW868E
REPLY

(1) The Public Service Commission completed and submitted its report on the matter to the Minister of Social Development for comments. The Minister's comments were received and are still being considered by the Public Service Commission before the Report can be finalized.

(2) A reply in this regard can be made when the Report has been finalized.

(3) A reply in this regard can be made when the Report has been finalized.

Reply received: August 2014

QUESTION NO.: 742
Mr J J Mc Gluwa (DA) to ask the Minister of Public Service and Administration:

(a) How many (i) judgments and (ii) court orders were made against his department in the (aa) 2010-11, (bb) 2011-12, (cc) 2012-13 and (dd) 2013-14 financial years and (b) in each case, (i) how many of these (aa) were implemented and (bb) await implementation by his department and (ii) what was the nature of the (aa) judgment and/or (bb) court order?

NW 829E
REPLY

(a) (i) Judgments against the department in each of the said financial years are as follows:
(aa) 2010-11, none
(bb) 2011-12, none
(cc) 2012-13, none;
(dd) 2013-14, none.

(ii) Orders against the department in each of the said financial are as follows:
(aa) 2010-11, none
(bb) 2011-12, none
(cc) 2012-13, one order was made against the department;
(dd) 2013-14, one order was made against the department.

(b) (i) (aa) Both orders mentioned in (a) (ii)(cc) and (dd) were implemented;
(bb) Not applicable.

(ii) (aa) Not applicable

(bb) The order mentioned in (a)(ii)(cc) related to the powers of the Minister for Public Service and Administration to issue Directives in terms of section 5(6)(b) of the Public Service Act, 1994 (Proclamation 101 of 1994) in respect of correctional services members appointed in terms of the Correctional Services Act, 1994. In this matter the implementation Directive issued by the Minister for Public Service and Administration on 24 March 2010 on the second phase translation for correctional services was reviewed and set aside. A decision was taken by the department (based on a private legal opinion) not to appeal same but to issue the relevant Directive in terms of a section 3(5) of the Public Service Act, 1994.

The order referred in (a)(ii)(dd) related to Policy and Procedure on Incapacity Leave and Ill-health (PILIR) tender process. In this matter the decision of the department to disqualify the applicant from the PILIR tender process was reviewed and set aside and referred back to the department for reconsideration. The matter was reconsidered by the department and the applicant was included in the PILIR panel.

Reply received: October 2014

QUESTION NO.: 667
Mr D J Stubbe (DA) to ask the Minister of Public Service and Administration:

What measures have been put in place to strengthen the institutional capacity to (a) address and (b) identify cases of corruption within his department? NW751E

REPLY

Measures put place to strengthen the institutional capacity to (a) address and (b) identify cases of corruption within the Department of Public Service and Administration include the following:

1. Workshops on Public Service Integrity Framework conducted for all staff members,

2. Designation of an official to receive allegations of corruption reported through the Presidential hotline and the National Anti-Corruption Hotline to ensure proper followed up and processing in terms of the relevant prescripts,

3. Appointment of an Ethics Officer responsible to promote integrity and ethical behavior,

4. Issuing of internal circulars to reinforce compliance to the Public Service Regulations in relation to financial disclosures and procedures to be followed with regarding to performing remunerative work outside the public service,

5. Development of Guidelines for levels 1-12 to ensure that they comply with the process of disclosures as required by the Public Administration Management Bill.

Reply received: August 2014

QUESTION NO.: 666
Mr D J Stubbe (DA) to ask the Minister of Public Service and Administration:

Whether his department has any plans for a formal graduate recruitment programme linked to the existing internship programme in the public service; if not, why not; if so, what are the relevant details?
NW750E

REPLY

Flowing from the adoption of the National Development Plan, the Department of Public Service and Administration DPSA) has for the period of over the 2014/19 Medium Term Strategic Framework (MTSF), committed to piloting a formal graduate recruitment scheme to support departments in attracting and developing young talent. During 2014/15 financial year, a feasibility study will be undertaken to inform the approach and practical steps on how the graduate recruitment scheme can be linked to the building of technical and professional skills in the public service. Furthermore, the study will also seek to determine the implications of such a scheme on the current public service recruitment policies, budgetary implementations for departments and the current Internship programme.

Meanwhile the DPSA has, since 2009, been leading the implementation of internship, learnership and apprenticeship programmes in the public service as part of the Public Service Human Resource Development Strategic Framework. For the period between April 2009 and March 2014, a total amount of 88 820 learners, interns, and apprentices were placed in the public service departments. This figure excludes assistance provided by departments to unemployed youth and school leavers in the form of bursaries which departments award to promote studying towards acquisition of professions and technical skills essential to the delivery of the respective departments.

DPSA is also working with the Economic Development Department, as part of the Youth Employment Accord concluded between social partners in the April 2013, to upscale the implementation of internship programmes in the public service to reach 60 000 annually by 2018. The implementation of internship programmes in the public service is linked to each departmental human resource planning process (skills demand), thereby striving at all times to ensure that the suitable candidates are retained into full time employment on the completion of the programme.

Reply received: August 2014

QUESTION NO.: 665
Mr J JMcGluwa (DA) to ask the Minister of Public Service and Administration:

Whether his department will consider reviewing the appointment procedures for senior managers; if not, why not; if so, what are the relevant details?

NW749E

REPLY

Yes. Review of the appointment procedures for senior managers in the public service is an ongoing process. The publishing of the document entitled Executive Protocol: Principles and Procedures for the Employment of Heads of Department and Deputy Directors-General in 2013 is a testament of this ongoing process of reviewing the appointment procedures for senior managers.

Furthermore, the National Development Plan (NDP) calls for a capable administrative machinery of the state to support and sustain service delivery to all citizens. To this effect, the National Development Plan propose the establishment of an Administrative Head for the Public Service in order to professionalize the public service including taking the responsibility for managing the career progression of Heads of Department, convening panels for recruitment, performance assessment and disciplinary procedures. Therefore, reviewing the appointment procedures for senior managers is a necessary step for the implementation of the National Development Plan.

Reply received: August 2014

QUESTION NO.: 664
Mr J J McGluwa (DA) to ask the Minister of Public Service and Administration

(1) What steps has his department taken to professionalise the public service;

(2) whether his department has instituted compulsory training programmes within the public service, particularly for senior managers? NW748E

REPLY

(1) The Department of Public Service and Administration is in a process of professionalizing the public service and various interventions such as the Service Charter, capacity development, institutionalisation of appropriate norms and standards aimed at improving behaviour and attitude of public servants were introduced.

Department has introduced "Integrity Management Framework" which aims at strengthening measures for managing unethical conduct and promoting integrity in the public service. This Framework contains new proposals such as managing conflict of interests and appointment of ethics officers in the public service.

Initiatives to enhance professionalization for Members of the Senior Management Service (SMS) in the public service include development of mechanisms for compulsory capacity development and mandatory training days for all Members of the Senior Management Service at all levels of senior management in the public service.

2. The Department of Public Service and Administration has introduced Compulsory Induction Programme (CIP) for all new employees in the public service. The intention of the CIP is to provide new entrants with a better understanding of the public service in respect to public service legislation and culture. Furthermore, in order for an individual to be eligible for confirmation of probation, an employee must have successfully completed Module 1 of the CIP and should have successfully completed the entire programme in order to be eligible for pay progression.

The Department is currently drafting a training programme for Members of Senior Management Service (SMS). This programme will encompass all facets of development agenda, promote and encourage the development of all Members of Senior Management Service in a structured manner.

Reply received: October 2014

QUESTION NO.: 602
Mr S Esau (DA) to ask the Minister of Public Service and Administration:

(1) How many (a) international and (b) domestic hotel bookings were made by (i) him, (ii) his predecessors and (iii) departmental officials attending (aa) workshops, (bb) seminars, (cc) oversight visits or (dd) any other relevant meetings of the relevant portfolio committee from 1 April 2013 up to the latest specified date for which information is available;

(2) in respect of each specified booking, what was the (a) date, (b) name of the hotel, (c) number of delegates, (d) cost of the hotel booking for each delegate and (e) the nature of the relevant portfolio business dealt with? NW685E

REPLY

(1) Number of hotel bookings received by the Department of Public Service and Administration from the travel agent relate to the period 1 April 2013 to 31 March 2014. (i) No expenditure can be reported on the current Minister of Public Service and Administration in relation to (a) international or (b) domestic hotel bookings for the period 2013-2014. (ii) Information on the predecessor and (ii) departmental officials on hotel booking forms part of the information in the 2013-2014 Annual Report of the Department of Public Service and Administration, which will be tabled in Parliament soon.

(2) Falls away

Reply received: August 2014

QUESTION NO.: 549
Mr M H Redelinghuys (DA) to ask the Minister of Public Service and Administration:

(1) How many public service employees have submitted disclosures through the new e-disclosure system since its roll-out earlier this year;

(2) has the department implemented any measures to incentivise the use of the e-disclosure system; if not, why not; if so, what are the relevant details;

(3) what are the current categories of interests that public service employees are required to disclose in the e-disclosure system;

(4) whether public service employees are required to disclose their interests in trusts or their position as trustees in the e-disclosure system; if not, why not? NW631E

REPLY

(1) A total number of 6 473 employees at the level of Senior Management Service (SMS), which is 65% of the estimated 9961 members of the Senior Management Service have submitted their financial disclosures using the new e-disclosure system.

(2) No. All public service employees at the level of Senior Management Service are required in terms of the Public Service Regulations, to disclose their financial interests on an annual basis. The new e-Disclosure system has been promoted amongst public servants at the level of Senior Management Service as a convenient system which simplifies the process of disclosure and the management of conflict of interest. In the 2013/14 disclosure period, public service employees at the level of Senior Management Service had option to do their disclosure using either the manual or electronic form

(3) The current categories of interests that members of the Senior Management Service in the public service are required to disclose in the e-disclosure system are as follows:-

(a) Shares and other financial interests;

(b) Directorship and partnership;

(c) Remunerated work outside the public service;

(d) Consultancies and retainership;

(e) Sponsorship;

(f) Gifts and hospitality from a source other than a family member;

(g) Immovable property; and

(h) Vehicles.

(4) The e-Disclosure system is based on the current policy on financial disclosure (Chapter 3 of the Public Service Regulations, 2001), which require public service employees at level of Senior Management Service to disclose their positions as trustees under the category: "directorship". The Department is however, developing measures to strengthen the disclosure of this category, for example, to make it explicit for designated members at the level of Senior Management Service to disclose their interests in trusts and their position as trustees.

Reply received: August 2014

QUESTION NO.: 357
Mr A P van der Westhuizen (DA) to ask the Minister for the Public Service and Administration:

(1) On what project was a certain person (name furnished) working during the time that his services were utilised by his department;

(2) (a) how were his services terminated and (b) what state of completion was reached with the project before his services were terminated;

(3) (a) who is currently responsible for the project and (b) how many staff members are involved;

(4) is there a progress report available regarding this project; if so, (a) will he make the report available and (b) where can copies of this report be obtained?
NW442E

REPLY

(1) The person was seconded to the Department for Public Service and Administration, wherein he was part of a team piloting the establishment of an Office of Standards and Compliance.

(2) (a) Section 36(2) of the Public Service Act, 1994; as amended, make provision for termination of services for employees in relation to their candidature for becoming Members of Legislatures. As part of the team, his focus was more on supporting selected departments in the Limpopo Provincial Administration in terms of their organizational structures as well as disciplinary cases with regard to the section 100 Intervention.

(b) The project was off the ground and the provision of support in areas of organizational structures and disciplinary cases is an ongoing activity and will continue to remain on the workplan of Department of Public Service and Administration.

(3) (a) The Department of Public Service and Administration has an accounting authority responsible for the output of the department including the output for the Office of Standards and Compliance.

(b) The Office of Standards and Compliance comprised of a team of five staff members, this team is supported by specialist from other divisions within the Department of Public Service and Administration.

(4) (a)(b) The progress report on the work done in relation to the section 100 intervention in Limpopo province has been incorporated into the consolidated progress Reports coordinated by National Treasury, which were periodically presented to the Parliament Select Committee on Finance in the National Council of Provinces. Copies of these Reports can be obtainable from Secretary of the Select Committee on Finance amongst others.

Reply received: August 2014

QUESTION NO.: 324
Mr J J Mc Gluwa (DA) to ask the Minister for the Public Service and Administration

(1) What are the details of all flowers purchased by his department for each year between 1 April 2009 up to the latest specified date for which information is available;

(2) what are the details of (a)(i) the address and (ii) the name of the office where the specified flowers were displayed, (b) for whose benefit were the flowers purchased and (c) what was the purchase value of the flowers for each office where it was displayed;

(3) in respect of flowers purchased for individuals, (a) what is the (i) name and (ii) relationship of the person to (aa) him and (bb) the Ministry and (b) what is the cost of each purchase;

(4) what are the details of any (a) contractual arrangements and (b) plans to purchase flowers in the future?
NW405E

REPLY

(1) The department is renting the Silk Flowers from the appointed service providers since 01 March 2008 to date, Excuflora was appointed for the period 01/04/2008 to 31/03/2010, contract value is R24 720.00. Excuflora (re-appointed) for the period 31/02/2011 to 31/07/2012 contract value is R43 092.00 and Rentokil Initial appointed for the period 01/08/2012 to 31/07/2015 contract value is R30 369.60

(2) The address is (a) (i) Department of Public Service and Administration, Batho Pele House, 116 Johannes Ramokhoase Street, Pretoria, (ii) the flowers are displayed within the entire building, e.g. Main Reception, visitors waiting areas, floor reception areas, Canteen, etc., (b) all DPSA employees benefits for the purchase of the flowers, (c) the purchase value varies from each contractors' appointed (currently is R843.60 per month) and it is for the entire building as per (ii) above.

(3) (a)(i)(ii)(aa)(bb) (b Flowers were purchased for identified areas in the buildings not for individual.

(4) The current contractual arrangements (a) is for three years, i.e. from 01/08/2012 to 31/07/2015, (b) at this stage there is no plan to purchase flowers in future.

Reply received: August 2014

QUESTION NO.: 290

Mr J J Mc Gluwa (DA) to ask the Minister for the Public Service and Administration:

(1) What are the details of office furniture ordered and or purchased for the use of him and/or his staff since 1 May 2014:

(2) in respect of each piece of furniture, (a) what is the description, (b) what is the breakdown of the costs, (c) where will each piece of furniture be used and (d) who will use each piece of furniture;

(3) what are the details of furniture disposed of;

(4) in respect of each piece of furniture disposed of, (a) what is the description, (b) original purchase costs and (c) on what date was it purchased;

(5) (a) how was this furniture disposed of, (b) what disposal method was used, (c) what is the name and contact details of person/s to whom it was disposed and (d) at what price was it disposed of? NW370E

REPLY

(1) None.
(2) (a)(b)(c)(d) Falls away.
(3) No furniture was disposed.
(4) (a)(b)(c) Falls away.
(5) (a)(b)(c)(d) Falls ways.

Reply received: August 2014

QUESTION NO.: 257
DATE OF PUBLICATION: 27 JUNE 2014
Mr J J McGluwa (DA) to ask the Minister of Public Service and Administration:

(1) What are the details of motor vehicles ordered and/or purchased for his use since May 2014;

(2) (a) what is the (i) make, (ii) model, (iii) total cost and (iv) breakdown of the cost of each motor vehicle and (b) where will each motor vehicle normally be stationed? NW335E

REPLY

(1) The Department of Public Service and Administration has ordered a motor vehicle for the Minister of Public Service and Administration details of which are as follows; Touareg 3.0 V6 TDI TIP BLU MOT 180KW

(2) (a) (i) Volkswagen

(ii) Model, 2014

(iii) Total cost of 756 263.00

(iv) Breakdown of the cost

Subject	Amount
Base Price	R 643 104.00
Chrome & style design package (PCA)	R 7 830.00
Bi-Xenon Headlights with LED Daytime Running Lights (WXF)	R 13 185.00
Panoramic Glass Sunroof (2FU)	R 8 730. 00
Electronic Towbar (1M6)	R 7 560. 00
Navigation System (R3Z)	R 30 825.00
"18" alloy wheels (PJ3)	R 5 130.00
Service Plan 3 year/120 000kms	R 28 060.00
Smash and Grab	R 2 800.00
Metallic paint	R 4 095.00
Handling	R 706.00
Transportation	R 4 238.00
Total	R 756 263.00

(b) The vehicle will be stationed in Pretoria

Reply received: August 2014

QUESTION NO.: 256
DATE OF PUBLICATION: 27 JUNE 2014
Mr J J McGluwa (DA) to ask the Minister of Public Service and Administration:

(1) What are the details of motor vehicles ordered and/or purchased for his use since May 2014;

(2) (a) what is the (i) make, (ii) model, (iii) total cost and (iv) breakdown of the cost of each motor vehicle and (b) where will each motor vehicle normally be stationed?
NW335E

REPLY

(1) The Department of Public Service and Administration has ordered a motor vehicle for the Minister of Public Service and Administration details of which are as follows; Touareg 3.0 V6 TDI TIP BLU MOT 180KW

(2) (a) (i) Volkswagen

(ii) Model, 2014

(iii) Total cost of 756 263.00

(iv) Breakdown of the cost

Subject	Amount
Base Price	R 643 104.00
Chrome & style design package (PCA)	R 7 830.00
Bi-Xenon Headlights with LED Daytime Running Lights (WXF)	R 13 185.00
Panoramic Glass Sunroof (2FU)	R 8 730. 00
Electronic Towbar (1M6)	R 7 560. 00
Navigation System (R3Z)	R 30 825.00
"18" alloy wheels (PJ3)	R 5 130.00
Service Plan 3 year/120 000kms	R 28 060.00
Smash and Grab	R 2 800.00
Metallic paint	R 4 095.00
Handling	R 706.00
Transportation	R 4 238.00
Total	R 756 263.00

(b) The vehicle will be stationed in Pretoria

Reply received: March 2014

QUESTION NO.: 219

DATE OF PUBLICATION: 28 FEBRUARY 2014

Mr M Waters (DA) to ask the Minister for the Public Service and Administration:

With reference to her reply to question 3009 on 19 November 2013, has the report been completed; if not, (a) what is the status of the report and (b) by what date will it be completed; if so, when will the report be made available? NW268E

REPLY

(a) The Public Service Commission's (PSC) report into the investigation is being finalized after comments were received from affected parties.

(b) It is envisaged that the report will be completed by 31 March 2014, and it will be handed over to the Minister for Social Development in line with Section 196(4)(f)(i) of the Constitution of the Republic of South Africa,1996.

Reply received: March 2014

QUESTION FOR WRITTEN REPLY

QUESTION NO.: 218

DATE OF PUBLICATION: 28 FEBRUARY 2014

Mr M Waters (DA) to ask the Minister for the Public Service and Administration:

Does the public sector have a policy regarding the separation of employees' activities as public servants and their political party involvement; if not, why not; if so, please provide a copy of the said policy? NW267E

REPLY

The document requested by the Honourable members is attached see the link: http://www.pmg.org.za/rnw218codeofconductforpublicservants

Reply received: March 2014

QUESTION NO.: 201

DATE OF PUBLICATION: 28 FEBRUARY 2014

Mr M Swart (DA) to ask the Minister the Public Service and Administration:

(a) How many (i) directors-general and (ii) acting directors-general of government departments received performance bonuses in respect of the 2012-13 financial year, (b) what was the total quantum of such bonuses paid out and (c) how many of the relevant departments achieved outputs in excess of 60% of their targets as set out in their annual performance plans?

NW227E

REPLY

(a)(i) and (ii) No performance rewards were paid for the 2012/13 cycle.

(b) Not applicable.

(c) Performance information of Departments falls within the domain of the Department of Performance Monitoring and Evaluation (DPME).

Reply received: August 2014

QUESTION NO.: 166
Mr S J F Marais (DA) to ask the Minister for the Public Service and Administration:

(1) What are the details of all the costs of the maintenance of the pot plants in his (a)departmental offices and (b) official residence (i) in the (aa) 2009-10, (bb) 2010-11,(cc) 2011-12, (dd) 2012-13 and (ee) 2013-14 financial years and (ii) since 1 April 2014;

(2) in respect of the pot plant maintenance, (a) what is the (i) address and (ii) name of the office where they were/are displayed, (b) for whose benefit are these pot plants, (c) what was/is the value of maintenance for each office and (d) what are the details of any contracts and/or plans for the maintenance of these pot plants in the future?
NW214E

REPLY:

(1) (a) The costs of pot plants for the departmental offices include maintenance of the pot plans on weekly basis and are as follows:

(i)(ii) (aa) 2009-10 R11, 365.80
(bb) 2010-11 R11, 365.80
(cc) 2011-12 R13, 142.81
(dd) 2012-13 R12, 561.69
(ee) 2013-14 R12, 561.69

(2) (a) (i) (ii) Address is Batho Pele House, 116 Johannes Ramokhoase Street, Pretoria. The pot plants are located at the offices for the Department of Public Service and Administration.

(b) Benefits of the port plants are for the Department of Public Service and Administration and also for the society when taking into consideration number of employees in this industry.

(c) The value of the maintenance is included in the monthly payment contract.

(d) The contract includes supply of pot plants on monthly basis and maintenance for these pot plants on a weekly basis. The current contract expires on the 31st July 2015.

Reply received: August 2014

QUESTION NO.: 132
Mrs G Breytenbach (DA) to ask the Minister for the Public Service and Administration:

(1) What are the details of all expenditure that was found to have been (a) irregular and (b) wasteful in his department for each year from 1 April 2009 up to the latest specified date for which information is available;

(2) in respect of each such finding of (a) irregular and (b) wasteful expenditure, (i) what (aa) is the description thereof, (bb) is the value thereof and (cc) action has been taken against the persons accountable for such expenditure and (ii) how much thereof (aa) has been recovered and (bb) from whom? NW144E

REPLY

(1) (a)(b) refer to attached Annexure 1
(2) (a)(b)(i)(aa)(bb)(cc)(ii)(aa)(bb) refer to attached Annexure 2

Find here attached:: Annexure 1 & 2

Reply received: August 2014

QUESTION NO.: 68
Mr M H Hoosen (DA) to ask the Minister of Public Service and Administration:

(1) How many (a) international and (b) domestic flights were undertaken by (i) him and(ii) his predecessors using (aa) aircraft operated by the military, (bb) aircraft chartered by the military or (cc) commercial aircraft during the period 1 April 2013up to the latest specified date for which information is available;

(2) in respect of each specified flight, what was the (a)(i) date and (ii) place of (aa)departure and (bb) arrival and (b)(i) total cost and (ii) breakdown of such costs?
NW74E

REPLY

(1) No (a) international and (b) domestic flights were undertaken by (i) the Minister and (ii) his predecessor using (aa) aircraft operated by the military (bb) aircraft charted by the military during the period 1 April 2013 till 31 March 2014.

(cc) three international flights and sixty-two domestic flights were undertaken from April 2013 till 31 March 2014 with commercial aircrafts by the Minister's predecessor

(2) (a)(i)(ii)(aa)(bb) and (b)(i)(ii)international flights:

Place	Departure date	Arrival date	Total cost	Flight Costs	Accommodation Costs	Transfer costs
Istanbul	11/05/2013	17/05/2013	334 000.00	156 000.00	178 000.00
Beijing	25/10/2013	02/11/2013	364 000.00	270 000.00	57 000.00	37 000.00
Ethiopia	25/01/2014	01/02/2014	266 000.00	196 000.00	54 000.00	16 000.00

TOTAL			964 000.00	622 000.00	289 000.00	53 000.00

Find here attached: (a)(i)(ii)(aa)(bb) and (b)(i)(ii) domestic flights:

Reply received: March 2014

QUESTION NO.: 44

DATE OF PUBLICATION: 13 FEBRUARY 2014

Mrs N W A Michael (DA) to ask the Minister for the Public Service and Administration:

(1) How much does her department plan to spend on (a) advertising, (b) communication and (c) marketing between 1 January 2014 and 30 April 2014 (i) in total and (ii) as a breakdown of the amount;

(2) (a) what mediums is her department going to use in each case and (b) who is the service provider to be used;

(3) what is the main message that her department plans to communicate during this time? NW45E

REPLY

(1) The Department had spent R938,096.00 to communicate and popularize the African Peer Review Mechanism (APRM) Country Report during the months of January and February 2014. The Report was presented to the APRM Heads of State and Government Implementation Committee in Addis Ababa, Ethiopia in January 2014.

At this stage there are no further communication campaigns envisaged during the months of March and April 2014.

Communication campaigns in respect of the month of April 2014 have not yet been finalized at this stage.

(a) (b) & (c) Total amount spent on Advertising; Communication and Marketing during the months of January and February through the Sowetan, Beeld, Sunday Sun, Daily Sun, City Press, Sunday Independent, New Age and The Star is R328,577.00. Total amount spent on SABC Radios and Radio 702 is R609,519.00

(2) (a) Main stream newspapers referred to above as well as SABC Radios and Radio 702 were utilized as platforms for the APRM Country Report communication during the months of January and February. (b) Government Communication and Information System was utilized to assist the Department in this campaign during this period.

(3) The Department had during the months of January and February communicated the presentation of the third Progress Report on improving lives of South Africans with the Report focusing on progress made in the implementation of National Programme of Action in the areas of Democracy and Political Governance, Economic Management; Corporate Governance and Socio-Economic development.

Reply received: July 2014

QUESTION NO.: 100

DATE OF PUBLICATION: 17 JUNE 2014
Mr C H H Hunsinger (DA) to ask the Minister of Public Service and Administration:

(1) What are the details of official credit cards issued to (a) him and/or (b) his staff;

(2) in respect of each credit card, (a) what is the (i) name and (ii) organogram position of the user, (b) what is the (i) maximum permissible value of each purchase and (ii) total credit limit of the card, (c) what are the details of permissible purchases for which the credit cards may be used and (d) may alcoholic beverages be purchased;

(3) in respect of purchases made with each credit card during the period 8 May 2014 and/or thereafter up to the latest specified date for which information is available, (a) what is the (i) name and (ii) organogram position of the user, (b) what is the (i) value of each purchase made, (ii) what are the details of each item purchased and (iii) for what purpose was each purchase made and (c) were any alcoholic beverages purchased; if so, (i) what are the (aa) details and (bb) value of these purchases and (ii) for what purpose was each purchase made? NW109E

REPLY

(1) With effect from 15 November 2013, the Department has no official credit cards.

(2) (a)(i)(ii) (b)(i)(ii)(c)(d) Falls away.

(3) (a)(i)(ii) (b)(i)(ii)(iii) (c) (i)(aa)(bb) (ii) Falls away.

Reply received: August 2014

QUESTION NO.: 68

Mr M H Hoosen (DA) to ask the Minister of Public Service and Administration:

(1) How many (a) international and (b) domestic flights were undertaken by (i) him and (ii) his predecessors using (aa) aircraft operated by the military, (bb) aircraft chartered by the military or (cc) commercial aircraft during the period 1 April 2013 up to the latest specified date for which information is available;

(2) in respect of each specified flight, what was the (a)(i) date and (ii) place of (aa) departure and (bb) arrival and (b)(i) total cost and (ii) breakdown of such costs?

NW 74E

REPLY

(1) No (a) international and (b) domestic flights were undertaken by (i) the Minister and (ii) his predecessor using (aa) aircraft operated by the military (bb) aircraft charted by the military during the period 1 April 2013 till 31 March 2014.

(cc) three international flights and sixty-two domestic flights were undertaken from April 2013 till 31 March 2014 with commercial aircrafts by the Minister's predecessor

(2) (a)(i)(ii)(aa)(bb) and (b)(i)(ii) international flights:

Departure Place	Departure Date	Arrival Place	Arrival date	Flight Costs
OR Tambo	11/05/2013	Istanbul	12/05/2013	156 000.00
OR Tambo	25/10/2013	Beijing	26/10/2013	270 000.00
OR Tambo	25/01/2014	Ethiopia	26/01/2014	196 000.00
TOTAL				622 000.00

(a)(i)(ii)(aa)(bb) and (b)(i)(ii) domestic flights see the link:

www.pmg.org.za/files/rnw68domestic_flights.pdf

Reply received: August 2014

QUESTION NO.: 52
Mrs M R Shinn (DA) to ask the Minister for the Public Service and Administration:

What is the status of the Public Service Commission's enquiry into the conduct of certain Deputy Directors General (names furnished) arising from their conduct in hearings before Parliament's Ethics and Members' Interest Committee into the conduct of former Minister of Communications, Ms Dina Pule, in respect of the ICT Indaba?

NW58E
REPLY

The Public Service Commission considered the report submitted by the Joint Committee on Ethics and Members' Interests and provided advice in terms of section 196(4)(f)(iv) of the Constitution, 1996, to the Registrar of Members' Interests on 17 December 2013. The matter is therefore regarded as finalised.

2014-03-10

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