ATC140711: Report of the Portfolio Committee on Labour on Budget Vote 18: Labour and on the Strategic Plans of the Department of Labour (2014 – 2019) and its Entities, dated 10 July 2014
Employment and Labour
Report of the
Portfolio Committee on Labour on Budget Vote 18: Labour and on the Strategic
Plans of the Department of Labour (
2014 2019
) and its Entities, dated 10 July 2014
The Portfolio Committee on Labour,
having considered Budget Vote 18: Labour and the Strategic Plans of the
Department of Labour (
2014 2019
) and its entities, reports
as follows:
1.
Introduction
In terms of the Public
Finance Management Act, No. 1 of 1999, accounting officers must provide
Parliament or the relevant legislature with their respective institutions Medium-Term
Strategic Plan (MTSP) and, where applicable, with its Annual Performance Plan
(APP). The Budgets and Strategic Plans of the DoL and its entities were tabled
in Parliament in February and March 2014 respectively. Since 2014 was an
election year, the DoL submitted revised Strategic and Annual Performance Plans
to Parliament and were referred to the Portfolio Committee on Labour for
consideration and report.
In performing its constitutional mandate, the Committee scrutinised the
alignment of strategic plans (2014-2019) of the DoL and its entities taking
into account the following:
-
State-of-the-Nation Address;
-
Government priorities and key policies
to develop programmes;
-
National Development Plan (NDP); and
-
New Growth Path (NGP).
The above fundamental
principles served as governments underlying programme of action. The Committee
wanted to establish whether the funds allocated would help transform programmes
to actual service delivery within the workplace and especially to protect
vulnerable workers.
The Money Bills
Amendment Procedure and Related Matters Act, No. 9 of 2009, grants Parliament
the power to either reject or recommend budgets of departments.
1.1
The National Development
Plan (NDP)
According to the National Development Plan
(NDP), one of the key
elements
in accelerating the more inclusive growth is to ensure that the labour market
improves on its performance to reduce tension and ease access to young,
unskilled work seekers. In its analysis, the NDP identifies the following
challenges; low levels of competition for goods and services, large numbers of
work seekers who cannot enter the labour market, low savings and poor skills
profile. It further argues that uncompetitive labour markets keep new entrants
out and skew the economy towards high skills and high productivity sector.
The NDPs 2030 vision for
employment and growth includes:
a)
A fall in the strict unemployment rate from
25 per cent to 14 per cent in 2020 and to 6 per cent in 2030;
b)
A rise in the labour force participation rate
from 54 per cent in 2010 to 65 per cent; and
c)
About 11 million additional jobs by 2030.
In order to achieve these
targets, the rate of investment in Gross Domestic Product (GDP) is expected to
rise from 17 per cent to 30 per cent by 2030. The real GDP will have to more
than double, i.e. average growth of 5.4 per cent between 2011 and 2030. At this
rate of growth, there will still be substantial reliance on very low-income
employment, survivalist activities and public employment schemes.
To achieve set targets, the
NDP further suggests that there needs to be social cohesion, because if South
Africa registers progress in deracialising ownership and control of the economy
without reducing poverty and inequality, transformation will be superficial.
Similarly, if poverty and inequality are reduced without demonstrably changed
ownership patterns, the countrys progress will be turbulent and tenuous. In
addition to broader targets and proposals, the NDP has listed a series of
specific labour market interventions to ultimately reduce unemployment, poverty
and inequality.
2.
Department of Labour (DoL)
2.1
Mandate of the DoL
The Department of Labour derives its mandate from the Constitution of
the Republic of South Africa; Chapter 2 - Bill of Rights. The legislative
mandate is reflected in a range of legislation, including the Labour Relations Act
(1995), the Basic Conditions of Employment Act (1997), the Employment Equity
Act (1998), the Unemployment Insurance Act (1996), the Occupational Health and
Safety Act (1993), the Compensation for Occupational Injuries and Diseases Act
(1993), National Economic Development and Labour Council Act (1994) and the Skills
Development Act ((1998) as amended) and Employment Services Provisions.
2.2
Strategic and Annual Performance Plans of the Department
Table1:
Budget allocation per programme
Programme
|
Budget
|
Nominal Rand change
|
Real Rand change
|
Nominal % change
|
Real % change
|
|||
R million
|
2013/14
|
2014/15
|
2015/16
|
2016/17
|
2013/14-2014/15
|
2013/14-2014/15
|
||
Administration
|
840.4
|
787.7
|
829.9
|
956.8
|
-52.7
|
-98.7
|
-6.27
|
-11.74
|
Inspection and
Enforcement Services
|
439.2
|
403.2
|
433.1
|
600.2
|
-36.0
|
-59.5
|
-8.20
|
-13.56
|
Public Employment
Services
|
400.1
|
466.5
|
489.2
|
514.7
|
66.4
|
39.2
|
16.60
|
9.79
|
Labour Policy and
Industrial Relations
|
765.4
|
869.9
|
926.2
|
976.4
|
104.5
|
53.7
|
13.65
|
7.02
|
TOTAL
|
2 445.1
|
2 527.3
|
2 678.4
|
3 048.1
|
82.2
|
-65.3
|
3.36
|
-2.67
|
Source: National Treasury
2014
During the 2013/14 financial
year, the Department received a total of R2.4 billion. In the 2014/15 financial
year, this budget was increased to R2.5 billion. This is a nominal rand
increase of R82.2 million but in real monetary terms, it is a decrease of R65.3
million. In nominal percentage terms, this is an increase of 3.36 per cent in
the budget and in real percentage terms, it is a decrease of 2.67 per cent.
2.2.1
Programme 1: Administration
The Administration programme
received a total of R787.7 million for the 2014/15 financial year. This is a
nominal decrease of R52.7 million from the previous financial year. However, in
real rand change, that is a R98.7 million decrease. In real percentage terms,
it is an 11.74 per cent decrease.
The programme consists of
the following sub-programmes: Ministry, Management, Corporate Services, Office
of the Chief Financial Officer and Office Accommodation.
All Administration
subprogrammes have had allocation reduction in the current financial year.
Ministrys budget has been reduced by R1.7 million or 11.13 per cent in real
terms. The Management subprogramme has been reduced by R55.8 million or 13.04
per cent in real terms. The Corporate Services budget has been reduced by R2.8
million or 4.44 per cent in real terms. The Office of the Financial
Officers budget has been reduced by R10.4 million or 7.50 per cent in real
terms and the budget for Office Accommodation subprogramme has been reduced by
R28.1 million or 14.28 per cent in real terms.
The spending focus over the
medium term will be on building the capacity of the Chief Financial Officer in
order to establish and enhance the IT operating model. This is funded in part
by additional allocation for IT personnel of R35.5 million in 2016/17, which
allows for an increase in the total number of filled posts to 1 303 in
that year. The significant growth in spending on computer services between
2010/11 and 2013/14 was driven by the Department taking over the provision of
IT services at the end of the public private partnership (
Spending focus will also be
on the Departments project (Project Shanduka), an organisational review and
design project, which aims to improve service delivery by ensuring that all
strategic positions are filled, overlaps and duplication of functions are
minimised, and reliance on consultants is reduced. Expenditure on the
organisational review and design is reflected in spending on consultants and
professional services in the Management subprogramme.
2.2.2
Programme 2: Inspection and Enforcement Services (IES)
The Inspection and
Enforcement Services received a total of R403.2 million during the 2014/15
financial year. This is a decrease of R36 million in nominal terms. In real
terms this is a R59.5 million decrease. It is a 13.6 per cent decrease in real
terms.
The
Compliance, Monitoring and
Enforcement subprogramme has the biggest budget allocation in this programme with
a total of R 293.9 million for the 2014/15 financial year. This is a 72.9 per
cent share of the total programme budget. However, according to the Department,
due to rising fuel prices and the introduction of e-tolling system, it is
expected that travel related expenditure will increase over the medium term,
which is expected to reduce the number of inspections the Department can
perform within the constraints of the allocated budget.
[2]
Over the MTEF period much focus will be on
conducting occupational health and safety inspections, enforcing labour
legislation, and registering labour relations and occupational health and
safety incidents as reported by members of the public. As a result, the
Statutory and Advisory Services subprogrammes budget increased from R1.9 million
during the 2013/14 financial year to R4.7 million in the 2014/15 financial
year. This is a real increase of R2.5 million or 138.6 per cent.
2.2.3
Programme 3: Public Employment Services (PES)
During the 2014/15 financial year, the Public
Employment Services Programme received a budget allocation of R466.5 million.
This is a nominal increase of R66.4 million from the previous financial year.
Whereas, in real terms it is a R39.2 million increase. In real percentage
terms, this is an increase of 9.79 per cent.
The biggest programme percentage
share of 29.8 percent is allocated to the Sheltered Employment Factories (SEF).
For the MTEF period, the focus of this PES programme will be on enhancing the
Departments capacity to implement the Employment Services Bill once it is
promulgated and on managing the implementation of the turnaround strategy for
the SEF. Over the MTEF, this programme receives additional funds of R83.4
million through reprioritisation of funds from spending on compensation of
employees in the Inspection and Enforcement Services programme to spending on
compensation of employees in this programme. The reprioritisation is to fund
the occupation specific dispensation for career counsellors from 1 April 2014
and improved conditions of services. A total of R15.9 million over the MTEF has
also been reprioritised within spending on goods and services, from
communication, property payments and travel and subsistence to provide
employment services projects.
The Work-Seeker Services
subprogrammes budget has increased by 7.9 per cent in real terms. This will
assist the subprogrammes focus to increase the number of work seekers
registered and facilitate access to employment and income generating
opportunities. The subprogramme receives R24 million for improved conditions of
service over the MTEF, from the reprioritisation from spending on compensation
of employees in the Administration programme.
2.2.4
Programme 4: Labour Policy and Industrial Relations (LP&IR)
The Labour Policy and
Industrial Relations programme received R869.9 million during the 2014/15
financial year. This is a nominal increase of 13.7 per cent from the previous
financial year. However, in real percentage terms, it is 7.0 per cent.
A total of 78.99 percent was
transferred to the CCMA amounting to R687.1 million during the current
financial year. In monetary terms, this is a nominal increase of R92.7 million
or 15.6 per cent. In real terms, the CCMA budget increased by R52.6 million or
8.8 per cent. This is consistent with the focus on promoting sound labour
relations, with a particular emphasis on the resolution of the industrial
action and the reduction of tensions and violence in the labour market. In the
2013 budget, the Commission was allocated additional funds to address
increasing caseload arising from amendments to the labour laws, the rollout of
the web-based case management system, expansion of access to dispute resolution
services as well as a job saving unit.
Other increases include the
Labour Market Information and Statistics subprogramme with a budget allocation
of R36.5 million that is a nominal increase of R 2.2 million and a nominal
percentage change of 6.3 percent. However, in real terms, it is a 0.1 percent
change. A significant budget increase also went to International Labour Matters
that facilitates bilateral and multilateral cooperation between the Department
and its partners internationally to exchange information and best practices on
labour market issues. A total of R33.9 million was allocated to this
subprogramme during the 2014/15 financial year. This is a R6.9 million increase
which translates into a 23.7 per cent nominal increase in the budget. In real
terms, it is a 16.5 percentage change.
The National Economic
Development and Labour Council (NEDLAC) received a total budget of R28.1
million during the 2014/15 financial year. This is a nominal increase of R1.8
million when compared with the previous financial year. This is a nominal
percentage change of 6.8 per cent. In real terms, this is a 0.65 per cent
change.
2.3. Recommendations
After receiving the
presentation of the Department of Labour, the Committee recommended that the
Minister of Labour gives consideration to:
a)
Expediting the process of building internal Information
and Communications Technology (ICT) capacity without delay;
b)
Briefing the Committee on progress regarding
the organizational review and recommendations (Shanduka) project;
c)
Ensuring that all vacant funded posts are
advertised and filled in compliance with the Public Service prescripts; and
d)
Capacitating the Inspection and Enforcement
Services programme so as to ensure that the Department fulfills its decent work
mandate.
3. Public Entities of the DoL
3.1 Compensation Fund (CF)
The Compensation Fund (CF) is a public entity of the DoL which
administers the
Compensation for Occupational Injuries and Diseases Act, No. 130 of
1993, as amended by the COIDA, No. 66 of 1997
. The main objective of the Act is to provide
compensation for disablement caused by occupational injuries or diseases
sustained or contracted by employees, or for death resulting from such injuries
or diseases, and provide for matters connected therewith.
The Department transferred
R17.3
million
to the entity in the 2014/15 financial year. This is a nominal
increase of R1.6 million or 10.5 per cent. In real terms, the budget allocation
of the Compensation Fund increased by R629, 300.00 or 4.02 per cent.
The strategic objectives of the Compensation Fund for
the current financial year are to:
a)
Strengthen corporate governance;
b)
Improve financial viability;
c)
Provide an efficient social security net;
d)
Promote policy advocacy;
e)
Provide professional, efficient and client oriented
human resources; and
f)
Enhance quality and access to COIDA services and
information.
3.1.1 Recommendations
The Committee
recommended that the Minister of Labour gives consideration to:
a)
Reporting to the PC on Labour on
progress with regard to the implementation of Umehluko claims processing system
before the end of the second term (September 2014);
b)
Briefing the PC on Labour on
progress with regard to the implementation of the decentralized structure
before end of the third term (December 2014); and
c)
Building internal capacity so as
to reduce spending on consultants.
3.2.
Unemployment Insurance Fund (UIF)
The Unemployment Insurance Fund (UIF) was established in terms of
section 4(1) of the Unemployment Insurance Act (Act 63 of 2001) as amended.
Section 8 of the Unemployment Insurance Contributions Act (Act 4 of 2002)
empowers the South African Revenue Services (SARS) Commissioner to collect
monthly contributions from both employers and workers who are required to
register as employers in terms of the fourth schedule to the Income Tax Act and
who are liable for the payment of the skills development levy in terms of the
Skills Development Act (Act 9 of 1999). Section 9 of the Act empowers the
Unemployment Insurance Commissioner to collect contributions from all those
employers who are not required to register as employers in terms of the fourth
schedule to the Income Tax Act and who are not liable for the payment of the
skills development levy in terms of the Skills Development Act.
The UIF strives to contribute to the alleviation of poverty in South
Africa by providing short-term (currently to the maximum of 8 months) unemployment
insurance to all workers who qualify for unemployment-related benefits (The
Public Service employees and Parliament employees are excluded from UIF
contributions). The UIF does not receive transfers from the Department of
Labour because it generates its own funds. The entity has budgeted for a total
income of R13.8 billion for 2014/15.
The strategic objectives of the UIF for 2014/15 to 2018/19 are to:
a)
fund poverty alleviation schemes;
b)
improve governance;
c)
strengthen institutional capacity of the Fund;
d)
encourage compliance through enhanced service
delivery; and
e)
improve stakeholder relations.
3.2.1 Recommendations
After receiving
the presentation on the UIF, the Committee recommended that the Minister of
Labour gives consideration to:
a)
Investigating the possibility of
using the reserves of the UIF for job creation initiatives;
b)
Investigating the possibility of
using the reserves of the UIF to improve on the benefits payable to
beneficiaries as well as the duration of payments, particularly better
maternity benefits;
c)
Reporting to the PC on Labour on
the number of unemployment insurance beneficiaries trained;
d)
Briefing the PC on Labour on
projects funded through the UIF Social Responsibility Investments and
beneficiaries on a quarterly basis; and
e)
Conducting advocacy campaign to
make people aware of the UIF benefits.
3.3.
Commission for Conciliation, Mediation
and Arbitration (CCMA)
The CCMA is an independent statutory body established in terms of
section 112 of the Labour Relations Act of 1995 as amended. Its mission is to
promote social justice and economic development in the world of work and to be
the best dispute management and dispute resolution organisation trusted by its
social partners. In order for this mission to be realised, the Department
transferred
R687
million to the Commission in
the 2014/15 financial year. This is a nominal increase of R92.7 million or 15.6
per cent. In real terms, the CCMA budget allocation increased by R52.6 million
or 8.8 per cent. The Commission plans to spend its budget on the following
strategic objectives:
a)
To enrich the role of the CCMA in the labour market.
b)
To build to achieve professionalism.
c)
To deliver excellent service rooted in social justice,
ensuring a balance between quality and quantity.
d)
To enhance and entrench internal processes and systems
for optimal deployment of resources.
e)
To align the structure that will enable optimal
implementation of the strategy.
f)
To entrench an organisational culture that supports
the delivery of the mandate.
3.3.1
Recommendations
After listening
to the presentation made by the CCMA, the Committee recommended that the
Minister of Labour gives consideration to:
a)
Briefing the Committee with
regard to progress on the establishment of the fund to assist workers in
enforcing the CCMA awards.
b)
Ensuring that when planning to
open new offices, consideration is given to access by the disadvantaged users
of the services of the CCMA.
c)
Ensuring that the Commission
reports on case postponement statistics and reasons for such postponements in
its annual report.
d)
Ensuring that the CCMA offices are accessible
to the physically disabled users of the CCMA services.
e)
Financially capacitating the CCMA so as to
accomplish its mission to be the best dispute management and dispute resolution
organization trusted by its social partners.
3.4
National
Economic Development and Labour Council (Nedlac)
Nedlac is a statutory body which is governed and mandated by the
National Economic Development and Labour Council Act, No. 35 of 1994.
In terms of the National Economic Development and Labour Council Act,
Nedlac shall:
a)
strive to promote goals of economic growth,
participation in economic decision-making and social security;
b)
seek to reach consensus and conclude agreements
pertaining to social and economic policy;
c)
consider all proposed labour legislation relating to
labour market policy before introduction in Parliament; and
d)
encourage and promote the formulation of coordinated
policy on social and economic matters.
The Department transferred
R28 million
to Nedlac for the 2014/15 financial year.
The strategic objectives of Nedlac for 2014/15 financial year are as
follows:
a)
Promoting and
embedding a culture of effective social dialogue and strategic engagement;
b)
Promoting effective
participation in policy making and legislation; and
c)
Promoting economic
growth, social equity and decent work.
3.4.1
Recommendations
The Committee
recommended that the Minister of Labour gives consideration to:
a)
Strengthening
community constituency by ensuring that the interests of the unemployed and the
most vulnerable groups are accommodated in decisions taken at Nedlac;
b)
Financially
capacitating Nedlac to effectively play its role as a forum for social
dialogue.
3.5
Productivity South Africa
Productivity SA is an organisation for South African businesses,
industries and general public, that advises, implements programs, monitors
solutions and evaluates progress in order to promote a more competitive South
Africa. The entity received R43.1 million, R9.1 million and 69.4 million in the
2014/15 financial year from the DoL, Department of Trade and Industry (DTI),
and UIF respectively. The total transfers amounted to R121.7 million.
The strategic goals of Productivity South Africa are:
a)
To
establish new and foster existing partnerships and measure the impact of these
partnerships.
b)
To evaluate, design, develop
new and existing products and services and demonstrate the impact of these.
c)
To assess, monitor and
evaluate organisational performance.
d)
To assess, measure, monitor
and improve public presence and demonstrate impact.
e)
To determine, asses and
measure, monitor and improve processes and demonstrate impact.
f)
To
design, implement and monitor an employee value proposition strategy.
3.5.1 Recommendations
After receiving
the presentation of the Productivity SA, the Committee recommended that the
Minister of Labour gives consideration to:
a)
Ensuring that funds are made available for Productivity SA to be
able to extend its services to areas where they are currently not operating,
marketing purposes and to ensure the entity is rendered more visible.
b)
Encouraging Productivity SA to work with other entities of the
Department, such as Nedlac and CCMA, in job saving projects.
4.
Conclusion
The Committee considered the Strategic Plans and Annual Performance
Plans of the Department of Labour and its entities. The Committee also received
presentations and engaged with the Department and its entities. The Committee
is generally satisfied with the plans of the Department and its entities.
However, it has made recommendations to assist the Department and entities to
perform at optimal level given the resources constraints. Having noted the
challenges of unemployment, poverty and inequality that the country is grappling
with, the Committee has recommended financially capacitating of the CCMA,
Nedlac and Productivity SA. These institutions can help addressing the
challenges of protracted industrial action through provision of mediation
services as well unemployment through job saving and job creation initiatives.
It is also recommended the responsible entities work together where they can in
addressing these challenges.
Report to be considered.
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