OCCUPATIONAL SPECIFIC DISPENSATIONPortfolio Committee

Presented by: CDC Corporate Services

Date: 2008

CONTENT

Purpose Background General Principles of OSD OSD for Correctional Officers Nursing OSD Social Workers OSD Legal Services OSD Educators OSD Financial implications

PURPOSE

The purpose of this presentation is to provide a progress report on: Development of the OSD for Correctional

Officers The participation in the development and

implementation of the OSD’s for other occupational categories in the DCS

BACKGROUND Public Service Coordinating Bargaining Council (PSCBC)

Resolution 1 of 2007 provides for the development and implementation of occupational dispensations for identified occupational categories

Owing to the nature of DCS business, all the OSD’s referred to in the Resolution are applicable to the Department

DCS is responsible for the development, of the OSD for Correctional Officers

The role of DCS in the other OSD’s includes participation in the development and implementation for the relevant occupations in DCS

GENERAL PRINCIPLES OF OSD

A unique salary structure per occupation Centrally determined grading structures and

broad job profiles Clear requirements for appointment and

promotion Improved career pathing opportunities based on

competencies, experience and performance; and

Meaningful pay progression within the salary level.

OSD FOR CORRECTIONAL OFFICERS

In terms of paragraph 4.14.3.4 of PSCBC Resolution 1 of 2007 a revised salary structure shall be implemented in respect of Correctional Officers with effect from 1 July 2008.

The objective of this new salary structure, as with all

other OSD’s for their relevant occupations, is to attract and retain skilled employees.

Coincides with the Department’s longstanding plan to enhance and refine the jobs of Correctional Officers in line with the White Paper on Corrections and improve their conditions of service

PROGRESS OSD FOR CORRECTIONAL OFFICERS

An OSD structure with three streams has been developed and approved. The three streams are:

Security Corrections Social Reintegration

Job descriptions and grading of the jobs for the different work streams have been done

Draft career pathing framework has been developed and is being refined (see below)

Regions in process of updating and collating qualification and experience information on the Personnel and Salary Administration System (PERSAL) for use in the conversion process

Continuous consultation with Unions in multilateral meetings

Head Correctional Centre

Case Officer

Integrated SecurityOfficer

Case Management Supervisor

Unit Manager

Trainee

Security Officer

Senior Security Officer

Security Manager

Centre Coordinator Security Management

Centre Coordinator Corrections

ASSESSMENT

CAREER PATH FOR SECURITY, CORRECTIONS AND COMMUNITY CORRECTIONS

Reintegration Officer

Senior Reintegration Officer

Reintegration Manager

Head Community Corrections

Community Profiling Officer

OSD FOR CORRECTIONAL OFFICERS

Aims to:

Elevate those correctional officers working directly with the offenders

Provide a clear “professional” career ladder for security, corrections (including community corrections) officers

Incorporate discipline and performance as a requirement for advancement

Provide a meaningful increase in the overall package of Correctional Officers and limit payment of weekend overtime

Reduce the number of notches in the salary levels and thus allow Correctional Officers the opportunity for meaningful (greater increases in salary) grade progression

OSD FOR CORRECTIONAL OFFICERS

Also aims to :

Allow for the more rapid development of “para professionals” in corrections from amongst experienced members.

Supports the process of organisational realignment whereby the structure supports the functions that are performed at correctional centres

Introduces a team approach and management structures to enhance control and ensure that the correctional officer becomes a team player and there is more accountability within a smaller unit

Appointment requirements in line with more professional Correctional officers

Remuneration structure, including number of notches and percentages

Progression to higher levels – where this will require a post promotion or a rank promotion

Frequency of pay progression; Accelerated progression for those who perform better e.g. where it may take an average performer 10 years to move to a higher rank, it may take a better performer half the time.

DEVELOPMENT OF THE FRAMEWORK INCLUDES

OSD FOR NURSES Implementation effective date: 1 July 2007

As at 30 April 2008 all nurses who were in service on 30 June 2007 were translated in line with the Primary Health Care (PHC) stream of the Nursing OSD

A total of 621 Nurses have been translated to the Nursing OSD.

Total of R 27 million spent thus far on translations / conversions

Only outstanding cases are those of Operational Managers and some cases which require rectification because of incorrect / insufficient information provided

OSD FOR SOCIAL WORKERS

Implementation date: 1 April 2008

The DCS technical team is participating in the development of the OSD framework.

Framework was submitted to the Mandate Committee on 7 May 2008.

521 filled Social Worker posts currently in DCS out of a total of 773

Costing has been done for the next 4 years

OSD FOR LEGAL PROFESSIONALS

Implementation date: 1 July 2007

Agreement signed in April 2008 with labour

Implementation directive received

Total number covered by this OSD: 22 out of a total of 41 financed posts

OSD FOR EDUCATORS

• Implementation date: 1 January 2008 (school based); 1 April 2008 (Office based Educators); 1 April 2008 (Educator Specialists)

• Signed resolution from Education Labour Relations Council (ELRC) only obtained from DPSA on 21 April 2008; awaiting implementation directive from DPSA.

• Due date for the finalisation of the implementation directive – 30 June 2008

• Total number of Educators to be translated – 449 out of a total of 571 financed posts.

OSD FOR MEDICAL AND PHARMACISTS Implementation date: 1 July 2008

DCS technical team participating in development of framework

Stream created specifically for DCS medical personnel

Total number of filled pharmacist posts (23 out of 47 financed posts)

Total number of filled medical practitioner posts (9 out of 19 financed posts)

FINANCIAL IMPLICATIONS OF OSD’SOCCUPATIONAL

CATEGORYBUDGET REQUIRED

NURSING R 27,500,000

SOCIAL WORKERS R 36,959,460

LEGAL PROFESSIONALS R 884,495

MEDICAL PRACTITIONERS R 761,366

PHARMACIST R 959,378

EDUCATION R 18,000,000

CORRECTIONAL OFFICERS R 450,000,000

TOTAL REQUIRED R 535,064,699

TIMEFRAMES

CATEGORY DATES FOR IMPLEMENTATION ACCORDING TO RESOLUTION AND DCS REVISED TARGET DATES

NURSES I JULY 2007 (STILL BEING IMPLEMENTED IN DCS)

LEGAL 1 JULY 2007 (DCS TARGET DATE JULY 2008)

SOCIAL WORKERS 1 APRIL 2008 (DCS TARGET DATE SEPTEMBER 2008)

EDUCATORS 1 JANUARY AND 1 APRIL 2008 (DCS TARGET DATE OCTOBER 2008)

MEDICAL AND PHARMACISTS

1 JULY 2008 (DCS TARGET DATE UNKNOWN AS THE OSD IS STILL BEING DEVELOPED)

CORRECTIONAL OFFICIALS

1 JULY 2008 (DCS TARGET DATE 1 JULY 2008, HOWEVER THE OSD IS STILL BEING DEVELOPED AND WILL BE DELAYED IF NEGOTIATIONS ARE PROTRACTED)

PSYCHOLOGISTS 1 JULY 2009 (DCS TARGET DATE UNKNOWN AS THE OSD IS STILL BEING DEVELOPED)

CHALLENGES

PSCBC Resolution 1 of 2007 has major financial implications

Linking of OSD to 7 – day establishment Budget shortfalls for implementation of

OSD Tight timeframes for completion and

rollout of the OSD Envisaged drawn out negotiation period Freeing trained Correctional Officers

performing other duties e.g. HR, Finances etc.

CONCLUSION

• It is envisaged that the implementation of Occupational Specific Dispensation for the different Occupational Classes will standardise compensation in the public service and curb poaching and job hopping.

• Above all of this, the Department of Correctional Services still needs to put double its efforts in order to change the working environment and the image of the Department to that of a professional Correctional Service.

• Provides an opportunity to attract and retain scarce skills through payment of allowances as provided in Resolution 1 of 2007.

THANK YOU

Renewing our Pledge:A National Partnership to Correct, Rehabilitate and Reintegrate Offenders for a safer and secure South Africa