ATC170307: Report of the Portfolio Committee on Arts and Culture on the visit to the Nelson Mandela Museum, 14-15 September 2016, dated 07 March 2017

Arts and Culture



The Portfolio Committee on Arts and Culture (the Committee) having conducted an oversight visit to the Nelson Mandela Museum (Mthatha, Eastern Cape, reports as follows:



The Nelson Mandela Museum is a Declared Cultural Institution in terms of the Cultural Institutions Act (No. 119 of 1998). Such institutions are managed by respective Councils which are appointed by the Minister of Arts and Culture for a term of three years. The Minister may extend the term of Council or reappoint current members of Council. The Council acts as an Accounting Authority and is responsible for the appointment of staff of the institution.


The Committee conducted an oversight visit in November 2014 to understand he challenges faced by the institution and find ways to deal with these challenges. The Committee conducted a follow up oversight visit to oversee progress made since the visit in 2014. The oversight report was ATC’d on 17 August 2015.   


This report outlines a summary of issues that emerged during the oversight visit and it further provides recommendations by the Committee.




  1. Members of the Portfolio Committee

The delegation consisted of the following members:

Hon Ms. NK Bilankulu (ANC); Hon Mr. JL Mahlangu (ANC); Hon Mr. T Makondo (ANC); Hon Ms. P Mogotsi (ANC); Hon Ms. SP Tsoleli (ANC); Hon Ms. XS Tom (Chairperson and leader of delegation); and Hon Dr. A Grootboom (DA).


  1. Parliamentary support staff

Ms. A Mtiya (Committee Secretary); Mr. J van de Westhuizen (Committee Assistant)


  1. Department of Arts and Culture

Dr. S Tyiso (Chief Director); Ms. P Ben- Mazwi (Director); Ms. T Malao (Director); Mr. S Nkanunu (Parliamentary Liaison Officer) 


  1. Nelson Mandela Museum

Ms. Malapane (Acting Chief Executive Officer); Ms. P Mandlea (Acting Senior Manager: Heritage and Conservation); Mr. Tetani (Senior Manager: Public Engagement); Ms. S Makautha (Financial Controller); Mr. T Mkhohliwe (Supply Chain Mnager); Ms. N Mashalaba (Accountant),;Mr. M Mdludlu (Chief Financial Officer); Ms. N Sifika (Security, Facility and Logistics Mnager)




  1. Nelson Mandela Museum

The Nelson Mandela Museum (NMM) was established as part of the first legacy projects that were approved by Cabinet in 1998. The Museum’s main goal is to collect all memorabilia that relates to Nelson Mandela’s legacy. The main Museum was conceptualised to be based in Mthatha, at the Bhunga Building, with satellites at Qunu and Mvezo. The Museum was officially opened by former President of the Republic of South Africa, Dr Nelson Mandela in 2000.


The Committee found the following:


  1. Appointment of an Accounting Officer

The Committee observed that to date the organization had not appointed a Chief Executive Officer. The continuous appointment of Acting Chief Executive Officers created instability and inconsistency within the organisation.


  1. Non Compliance with Good Governance and Labour Laws

During the salary negotiations which led to the unprotected strike that lasted three weeks, it was revealed that the management had agreed to a 7% salary increase for all staff members including the managers. The Department was able to mediate the following settlement:  

A 7% salary increase for low level employees; 6% salary increase for middle management; and 5.5% salary increase for senior management. Medical aid benefit to increase from R1400 to R1700.


The Committee further observed that the organisation did not adhere to labour laws. This was evident as the organisation continued to place staff in different positions without properly appointing them and changing their job descriptions and those employees were not properly remunerated for the change in their jobs titles.           


  1. Bloated managerial structure

The Committee observed that the organogram of the organisation was bloated and there were too many managers. The organisation has a staff complement of twenty five of which eleven are employed as managers. This created a scenario of one staff member per manager.


  1. Lack of Policy and Remuneration Reviews

During the 2014 oversight visit the Committee observed that the institution did not update its policies that were adopted when it was established in 2000. The Committee further observed then that there was no job grading and some staff members had no job descriptions at all.


During the current oversight visit the Committee found that the staff had not signed performance agreements and the performance assessments were not completed. The management continued to change the job descriptions of staff without properly remunerating them and staff were not trained for the new positions.   


  1. Strategic Direction and Long- Term Vision of the Organisation

The Committee observed that the Museum had no Skills Development and Equity Plans in place.   


  1. Misleading advertising of Mvezo

The Committee observed that the Museum in its advertising strategy included the Mvezo Site as part of the Nelson Mandela Museum Site. This was misleading as the Department of Arts and Culture only funded the Bhunga and Qunu Site. 


  1. Lack of Monitoring and Evaluation by the Department of Arts and Culture

The Committee observed that the Department of Arts and Culture had no monitoring mechanisms in place to ensure that the proper processes were followed in managing the entity.



The Committee recommends the following:



  1. Nelson Mandela Museum
  • Council to expedite the appointment of the Chief Executive Officer at the Nelson Mandela Museum and ensure that a proper hand over process takes place;
  • The organisation has to adhere to labour laws such that when employee’s positions are changed, they should be remunerated accordingly;
  • Management to host regular staff meetings, meeting calendar to be submitted to the Department;
  • The institution should rework their organizational structure and do away with the bloated managerial positions;
  • Job grading should be done as soon as possible and all employees should have job description;
  • Skills development plans and equity plans should be in place and forwarded to the Committee;
  • Mvezo site should not be in the Museum advertising strategy, as this is misleading;
  • Council to ensure that all museum policies are updated before the end of the 2016/17 financial year;
  • Council to ensure that Nelson Mandela Museum complies with the Constitution, legislations and regulations that govern South Africa. Given the Committee’s findings the institution to focus on labour laws;
  • A monitoring mechanisms should be in place as speedily as possible.



Report to be considered.



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