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CHAPTER 3CHAPTER 3CHAPTER 3

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HUMAN RESOURCES

HUMAN RESOURCES AND OTHER ORGANISATIONAL MANAGEMENT.

3. SKILLS DEVELOPMENT 159

4. PERSONNEL EXPENDITURE AS A PERCENTAGE OF THEOPERATIONAL BUDGET 161

5. ARREARS BY COUNCILLORS/OFFICIALS 161

6. LABOUR RELATIONS 162

9. RECRUITMENT & SELECTION 163

10. EMPLOYMENT EQUITY 163

11. INDUCTION 163

12. HR'S INVOLVEMENT IN THE COMMUNITY 163

1. MUNICIPAL STRUCTURE 156

2. SPECIFIC HR PROGRAMMES 157

7. DISCLOSURES CONCERNING COUNCILLORS, DIRECTORS ANDSENIOR OFFICIALS FOR THE PERIOD 1 JULY 2008 TO 30 JUNE 2009 162

8. BENEFITS 162

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1. MUNICIPAL STRUCTURE

1.1 Total number of positions

Department / Section Positions

1. Financial Services 461.1 Expenditure 24

1.2 Income 22

2. Development & Planning 34

2.1 Building Control 182.2 Town Planning 14

2.3 Housing 23. Corporate Services 41

4. Engineering Services 1814.1 Administration 8

4.2 Mechanical 6

4.3 Roads & Storm Water 45

4.4 Sewer 254.5 Purification 52

4.6 Electrical 45

5. Protection Services 835.1 Traffic 40

5.2 Fire 436. Community Services 183

6.1 Admin 86.2 Parks 48

6.3 Libraries 176.4 Waste Management 78

6.5 Environmental Health 4

6.6 Health and Welfare 287. Management Services 16

1.2 Total number of vacanciesDepartment / Section Positions

1. Financial Services 41.1 Expenditure 1

1.2 Income 32. Development & Planning 3

2.1 Building Control 2

2.2 Town Planning 0

2.3 Housing 1

3. Corporate Services 44. Engineering Services 94.1 Administration 14.2 Mechanical 0

HUMAN RESOURCES AND ORGANISATIONAL MANAGMEENT FOR THEPERIOD 1 JULY 2008 TO 30 JUNE 2009

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4.3 Roads & Storm Water 2

4.4 Sewer 1

4.5 Purification 1

4.6 Electrical 4

5. Protection Services 2

5.1 Traffic 2

5.2 Fire 06. Community Services 20

6.1 Admin 1

6.2 Parks 6

6.3 Libraries 1

6.4 Waste Management 1

6.5 Environmental Health 0

6.6 Health and Welfare 11

7. Management Services 1

1.3 Total Number of EmployeesMale FemaleOccupational levels

A C I W A C I W

Total

Top Management 3 0 0 14 3 0 1 2 23

Middle Management 25 2 1 32 19 1 0 23 103

General 305 4 0 28 89 1 3 33 463

Total 333 6 1 74 111 2 4 58 589

Temp 3 1 0 0 6 0 0 3 12

Contract 3 1 0 2 0 0 0 0 6

Total 339 8 1 76 117 2 4 58 607

2. SPECIFIC HR PROGRAMMES:

2.1

(a)Observations

HIV/AIDS PROGRAMME

Over the past months and years the Midvaal Local Council has observed anincrease in the number of employees infected and affected by the HIV/AIDSpandemic.This increasehasmanifested itself through the following:

Observation of family members, friends and/or colleagues getting sick and

dyingofHIV/AIDS; An observable increase inexpenditure onhealthcare services; Decrease in productivity due to decrease in the working capacity of the

employee; Regular absenteeism due to ill health.

These observations are but a few that are mentioned due to their direct negativeimpact on service delivery and therefore on the delivery of the mandate of themunicipality. Undoubtedly if there is no intervention to reverse the trend the Councilwill be faced with a very serious threat to its ability to deliver the services tocommunities.

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(b) InterventionStrategy (HIV/AIDS& Workplace WellnessProgramme)intervention strategy HIV/AIDS

and Workplace Wellness Programme

(c) HIV/AIDS:

(d) The following initiativeswillberolled out:

(e) Implementation Plan

As its the municipality developed and embarked on a. The programme focuses on, amongst others, the

following:

Preventionofnew infections Offering of counseling, support and assistance to those already infected or affected;

Managing of wellness and wellbeing of employees in the work environment.

The Council has an effective, efficient, fully functional and reliable referral system whichis being utilised forserious HIV/AIDS casesaffectingemployees.

This includes but is not limited to placing infected employees on a strict monitored HIVprogramme which includes the screening of their partners and also placing them onthisprogramme if the needarises.

Establishment ofa well informed HIV/AIDS Workplace Steering Committee; Trainingof supervisors, foremen andsuperintendents

Arrangement of briefing sessions for Heads of Department and Members of the MayoralCommittee

Conducting ofempowermentworkshopsforallemployees Training ofPeer Educators Planning of a Health and Wellness Day during 2009 (inclusive of Voluntary Counseling

and Testing (VCT), testing for High Blood Pressure, diabetes, eye and ear screening,etc)

The general call in the strategy is that all must be involved in the fight against HIV/AIDSand all other life threatening diseases. It is intended to raise the level of awarenessamongst the employees and their families or those they relate to. Once they are awarethey should then take personal responsibility for their lives.

After adoption of the intervention strategy it became imperative that an implementation planbe drawn to specify action to be taken in giving effect to the strategy. The implementation ofthestrategy took placeas reflectedhereunder:

On 18 July 2008 16 employees attended a HIV/AIDS Steering CommitteeEmpowerment training workshop. The workshop empowered them with appropriateinformation toenable themtoassist their peers and fellowworkers when the needarises;

On 05 and 12 September 2008, 42 Supervisors, Foremen and Superintendentsattended a HIV/AIDS Training workshop. Each of them received a Manual with theEmployeeAssistanceProgramme(EAP),HIV/AIDSPolicyandInjuryOn Duty (IOD)

procedures which will assist them in dealing with and managing employees living withHIV;

On 27 October 2008, 110 employees were trained over 2 sessions. The trainingsessionswere held for thegeneral workers within theDepartmentofEngineeringServices. HIV/AIDS packages with crucial information to assist them to test and knowtheir status so that they can utilise resources at their disposal; the policies and theresource list were distributed.

HIV/AIDS Programme documents were distributed to all sections to ensure that allemployees are aware of the HIV/AIDS intervention planned and executed by theSteeringCommittee.

The above-mentioned actions are to be taken continuously in various forms within the

municipality. Added to these is accessibility of the responsible officials to assist employees andcouncillors asandwhen required.

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Financial life SkillsTraumadebriefingBereavement CounselingMarital andfamilydistressChildmaintenance, etc

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3. SKILLSDEVELOPMENT

3.1 SKILLSAUDIT

EMPLOYEEASSISTANCEPROGRAMME(EAP)

Midvaal Municipality's most importantassetsare itsemployees. It therefore strives tokeepand sustain a happy and healthy workforce. It has therefore compiled an Employee Assistance Programme which is a workplace

based programme designed to assist in the identification and resolution ofproductivity and psycho social problems which may affect the work performance ofemployees negatively. Serious cases affecting employees and management areoutsourcedforprofessional assistance in appropriatecircumstances.

Services renderedunder it are: Face to facecounseling on:

Work related issuessuch asabsenteeismStressManagement

Alcohol andsubstanceabuseIII health ManagementPsycho-social problems

It has proven to be a successful tool and many ofour employees are voluntarily using it totheirbenefit.

Midvaal Local Council has a dedicated HIV &AIDS Committee whose main objective is topromote the well being of employees by providing Council with the information ofemployees' various health and wellness issues but focusing mainly on HIV & AIDS andrelated illnesses.

This focus resolves around the following key elements of an Employee Wellnessprogramme:

To be responsible for the Health & Wellbeing of employees through:

awarenessprogrammes,education, training,referral ofemployees, etc.Programmes hosted by the HIV7AIDS workplace committee included aWellness Day. Services included blood pressure, cholesterol, blood glucoseand eye tests. Voluntary counselling and testing was also availed toemployees who wished to know their HIV status. The effort was in line with thenational Aids strategy. Some of the main aims were prevention and cure aswell asoverall wellnessawareness.

In line with the wellness of employees, Midvaal Local Council's Workplace HIV & AIDSCommittee embarked on a NCT campaign, aimed at obtaining the infection statistics ofMidvaal Employees. 15 Employeesparticipated in this campaign.Based on the outcome

of this campaign,newprogrammes andawarenesscampaignareplanned for2008.

The Work place Skills Plan (WSP) 2008/9 and Annual Training Report (ATR) have beensubmitted to the LGSETA on 30 June 2008. This was due to the training needs andrequests sent by a ll sections. This has enabled the Human ResourcesDepartment tocompilethe WSP and the whole trainingyearplan.

The annual training budget is managed by Management Services. 100% of the annualtraining budget for 2008/09 was spent. Mandatory grants for the financial year 2008/2009have been recieved fromLGSETA.

DPLG hasconducteda skillsaudit inconjunction with QC businessconsulting.

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Below is a table indicating the number of employees from the different occupationalcategorieswhoreceived training:

Male Female

Occupational LevelsA C I W A C I W

Total

Top management 1 0 0 5 0 0 0 1 7

Senior Management 2 0 0 6 2 0 0 1 11

Professionally qualified andexperienced specialists andmid-management

13 1 2 15 12 2 0 9 54

Skilled technical andacademically qualifiedworkers, juniormanagement, supervisors,foremen, andsuperintendents

8 1 0 14 0 0 0 0 23

Semi-skilled anddiscretionary decisionmaking

24 2 0 6 28 1 2 15 78

Unskilled and defineddecision making

26 0 0 2 4 0 0 0 32

TOTAL PERMANENT 74 4 2 48 46 3 2 26 205

Temporary employees

GRAND TOTAL 74 4 2 48 46 3 2 26 205

3.2 INTAKEOF INTERNS

3.3 CERTIFICATE COURSESATTENDED INCLUDE:

Councilsrecruitmentpolicywasutilised for the intakeof interns.

There is an Adjudication committee/panel which is composed of the CFO or

representative, HR Manager or representative and Senior Manager from the section inwhich the interns will beexpected towork.

Positions for interns are advertised in the local and national printed media. Candidates go through a formal interview process whereafter the panel will make a

recommendationwhich will be referred to theMunicipalManager forapproval.

During 2008/09 Midvaal provided 6 learners in Finance Department the oppertunity togrow inexperience.

Advanced fire fighting, high voltage regulation training, public swimming poolmanagement, practise shooting, roadmarking, data capturing, symposium for officemanagers, first aid training, stock control and logistics, asset register capacity building,computer literacy, health and safety, SATRAC, Peace officers course, report writing,customer service, conflict management, contract management, time management,Powerpoint training etc.

Adjudication Criteria

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3.5 SkillsEfficiency analysis

Through this process, skill gaps within the employees were identified which resulted inthe provisions of structured learning initiatives by the Council. Further from that, thisanalysis process assistedMidvaal Council by:

Establishing a culture in which individuals and departments take responsibilityfor thedevelopmentof individualsAssisting employees to understand their individual and team role in meetingCouncil'sobjectives

Assisting employeesto bedevelopedandto perform their dutiesmore effectivelyAssisting employees to identify their own shortcomings in terms of their jobdescriptions and suggesting the correct development strategies for suchemployeesneededto deliver on keyperformanceareas

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PERSONNELEXPENDITUREASAPERCENTAGEOF THEOPERATIONAL BUDGET:

ARREARS BYCOUNCILLORS/OFFICIALS

2006/07 2007/08 2008/0927% 29% 30%

These issues are included in the financials of Council and are acted upon as they mayarise.

3.4 Bursary Scheme

Midvaal Council provides employees with an opportunity to further their formal studiesthrough a vibrant bursary scheme. This initiative motives employees to study and developas individuals. It also provides Midvaal Council with skilled employees, and will continue toimprove theskill of theworkforce.

A total of 7 employees participated in this scheme. Below is a an outline of the employees'designationandcourses which they participated in:

Designation Institution Course CostData Capturer Unisa HR Management R2500.00

Cleaner Unisa National Diploma:Public Management

R1750.00

Clerk Unisa B Com Accounting R5170.00

Snr. Professional Nurse North WestUniversity

BA Nursing R7780.55

Snr. Clerk Unisa Course in MunicipalAccoutning

R4800.00

Head of Admininstration UNISA M.A. PublicManagement

R4240.00

Traffic OFficer Lyceum College ITO R 8080.00Control Room Operator Intec College Call Management

DiplomaR 6032.00

Performance & SystemsCoordinator

University ofPretoria

Fraud Examination R 9900.00

Traffic Officer Southern BusinessSchool

ITO R7640.00

Assistant Librarian UNISA B Com General R6948.00 Admin Clerk UNISA Diploma in Human

ResourcesR7000.00

Storeman Damelin Storekeeping R4150.00

Fire Fighter IRCA Risk Management R9348.00Fire Fighter Lyceum Coll ege Diploma in Traffic

ManagementR7960.00

Assistant Director:Labour Relations

UNISA National Diploma:Public Management

R3500.00

Sub Accountant UNISA B Com Honours -

Accounting

R4200.00

Total R100 998.55

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8. BENEFITS

PENSIONANDMEDICALAIDFUNDS:

Thefollowingpension fundsandmedical aid fundsapply to municipalstaff:

Municipal Gratuity Fund 319 LAHealth 17Germiston Municipal Pension Fund 3 Samwumed 19Municipal Employees Pension Funds 211 Hosmed 34Sala Pension Fund 4 Keyhealth 98Samwu Pension Fund 14 Bonitas 145Germiston Municipal Retirement Fund 16Imatu Pension Fund 1

PENSION FUNDS Nr Empl MEDICAL AIDS Nr Empl

Housing subsidiesto employees

6. LABOURRELATIONS

The labour relations function of the HR Department is effective and well recognised. Inessence theobjectiveof this particular function areas follows:

Ensurecompliance with applicable relevant legislative requirementse.gLabour

Relations, Basis Conditions ofEmploymentAct, Employment Equityetc.

Maintain good work relationswith recognised Unionswithin theworkplace.

Ensurefully functional Local Labourforum anditsoperational systems.

Ensure adherence to conditions of services applicable to Municipalities as agreed toat theLocalGovernment RegainingCouncil.

Ensure that discipline is corrective andprogressive, andnotmerelypunitive

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7. DISCLOSURES CONCERNING COUNCILLORS, DIRECTORS AND SENIOR OFFICIALSFOR THE PERIOD 1 JULY 2008 TO 30 JUNE 2009

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DESCRIPTION MAYOR EXECUTIVE MUNICIPAL CHIEF EXECUTIVE DIRECTOR EXECUTIVE EXECUTIVE EXECUTIVE EXECUTIVE

COUNCILLORS SPEAKER M ANAGER FINANCIAL OFFICER HUMAN DIRECTOR DIRECTOR D IRECTOR DIRECTOR

(MEC X 3) OFFICER SOCIAL RESOURCES SUPPORT S ERVICES ENGINEERING PROTECTION DEVELOPMENT & PLANNING

SALARIES & WAGES R'00

NORMAL 317,725.96 560,593.00 309,770.04 767,572.00 636,618.00 579,750.00 606,942.00 830,514.00 275,829.00 600,642.00 670,650.00 6,156,606.00

OVERTIME

CONTRIBUTIONS R'00

PENSIONS 63,545.00 2 51,651.00 0.00 108,854.00 136,896.00 178,560.00 167,400.00 0.00 81,840.00 182,280.00 141,600.00 1,312,626.00

MEDICAL AID 7,752.00 63,060.00 1,449.00 44,124.00 38,736.00 53,940.00 37,908.00 25,056.00 48,456.00 29,328.00 0.00 349,809.00

OTHER

ALLOWANCES R'00

TRAVEL AND MOTOR CAR 129,674.04 291,764.88 103,739.04 525,177.96

ACCOMMODATION 21,240.50 8,943.75 7,707.35 11,301.90 1,185.00 5,043.75 3,400.00 58,822.25

SUBSISTANCE 12,918.00 4,740.00 5,190.00 1,786.00 1,040.00 780.00 2,840.00 1,300.00 30,594.00

HOUSING BENEFITS &ALLOWANCES R'00

LOANSAND ADVANCES R'00

OTHER BENEFITSAND ALLOWANCES R'00

CELLPHONE 15,984.00 47,952.00 15,984.00 12,000.00 12,000.00 12,000.00 12,000.00 12,000.00 12,000.00 12,000.00 12,000.00 175,920.00

ARREARS OWED TO MUNICIPALITY R'00

DEVELOPMENT

TOTAL

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9. RECRUITMENT & SELECTION

10. EMPLOYMENT EQUITY

11. INDUCTION

12. HR'S INVOLVEMENTINTHE COMMUNITY:

The recruitment process used by Midvaal Local Municipality is a consultative andincorporated process. A request to fill a vacant position is received from the relevant Head ofDepartment, this request indicates all the necessary information pertaining to the post interms of budget requirements (including but not limited to cell-phone allowance, travellingallowance, etc). Once the request is approved, by the Municipal Manager, the position is

advertised. Onreceipt ofapplications, Human Resourcesdoes the initial sorting of applicants.A short list is compiled and sent to the relevant department for final approval. Once this iscompleted, the interviewis arrangedandconductedwith theapplicant.

The interviewing panel consists of delegates from Human Resource and the relevant Head ofdepartment as in terms ofDelegationsofAuthority.

In compliance with the Employment Equity Act, Act 55 of 1998, Midvaal Local Municipalitydeveloped a five year Employment Equity Plan, starting from 2009 to 2011.The progress anddevelopments of the Employment Equity Plan are annually reported to the Department of

Labour.

Newly appointed employees need to be informed through the induction policy as to howCouncil operates and what its core responsibilities are. Therefore it is of vital importance thatthey be introduced to processes, procedures and be given important information which isrelevant to their functioning within the structure.By following a process of induction these newemployees are introduced to the organizational culture and functions on the first day ofengagement. New employees complete all the necessary documentation needed foradministration purposes and are also given policies and documentation which includes the

Conditions ofService, jobdescription,Code ofConduct andDisciplinaryCode.

Poverty alleviationprogrammesinclude

Appointmentforentry level positionsfrom theapproved indigent list*