PRESENTATION TO THE PORTFOLIO COMMITTEE

10 – 11 MARCH 2003

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CONTENT

1. STAFFING

2. RE-STRUCTURING

3. TRAINING & DEVELOPMENT

4. REPRESENTIVITY PROFILES

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1. STAFFING

1.1 Priorities

ISRDP/URP MIG (Municipal Infrastructure Grant) Free Basic Services Intergovernmental Fiscal Relations Local Government Support Provincial Capacity Corporate Governance Communication & Marketing Information Technology

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1.2 STAFFING POSITION FOR dplg

Post category 1 April 2002 28 February 2003

Number of

approved posts

Number of filled posts

Number of vacancies

Number of approved

posts

Number of filled posts

Number of vacancies

SMS 36 31 5 48 35 13

Middle Management

72 44 28 75 68 7

Lower Posts 142 109 33 147 130 17

TOTAL 250 184 66 270 233 37

Analysis:

(1) Change since 1 April 2002: 20 additional posts created (+8%) of which 12 (60%) are on SMS level. Number of employees have increased by 49 (+26%).

(2) In view of identified priorities, the post establishment of the Department should increase. The additional post requirements are presently being determined as part of the process of aligning the organisational structure with the revised strategic plan.

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2. RE-STRUCTURING

2.1 Re-Cap

Consultation with Unions and Staff Developed the draft Strategic Plan Developed the organisational Structure Conducted job evaluation Filled vacancies

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2.2 Implementation of Resolution No: 7

PROCESS PROGRESS

•Establish Departmental Task Team•Moratorium on Deputy Director and lower•Vacancy list at DD and lower to Interdepartmental task team

•No excess staff

•Progress report

Done, August 2002

Done

Done

Done

Done

2.3 IMPLICATIONS•Review of current structure•Review of HR Plan

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3. TRAINING AND DEVELOPMENT 3.1 Training provided

TYPE OF TRAINING SMS BELOW SMS

Communication

Self Management

Basic Management

Relationship Management

Organisational Development

Computer Skills

PSLDP

2

0

0

0

7

4

9

48

23

11

12

13

71

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TOTAL 22 184

Total budget for generic & functional training = R 938 000Analysis: Participation of SMS members in training can be improved.Participation of other staff on required level.

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3.2 Skills Requirements

Project & Programme Management Financial Management Organisational Development Leadership Development Programme

• Social Development• Public Education and Participation• Marketing and relationship management• Communication & Presentation Skills• Self Management

Budget = R1801 000

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4.EQUITY

4.1 Targets

Expected to achieve Public Service targets by 2005. dplg developed equity policy and plan. Targets in dplg plan in line with Public Service targets.

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4.2 Public Service and dplg targets

RACE GENDER DISABILITY

AFRICAN COLOURED ASIAN WHITE FEMALE MALE

71% 4% 2% 23% 49% 51% 3%

RACE GENDER DISABILITY

AFRICAN COLOURED ASIAN WHITE FEMALE MALE

165 9 5 54 114 119 7

4.2.1 In terms of serving personnel numbers (233), these targets implied the following on 28/2/2003

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DATE FEMALE MALE TOTALAfrican Coloured Asian White Disability African Coloured Asian White Disability

01/04/02

58 4 1 30 2 56 10 4 21 1 184

50.5% 49.5% 100%

28/02/03

84 8 4 35 2 62 14 7 24 1 238

55% 45% 100%

Difference +4.5% -4.5%

4.3 Achievements in terms of targets

4.3.1 Representivity profile in terms of personnel numbers

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4.3.2 Representivity profile (all levels) compared with targets

CATEGORY TARGET CURRENT GAP

RACE African 71% 61% -10%

Coloured 4% 9.2% +5.2%

Asian 2% 4.6% +2.6%

White 23% 24.8% +1.8%

GENDER Female 49% 55% +6%

Male 51% 45% -6%

DISABILITY All 3% 1.5% -1.5%

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4.3.3 Representivity profile on SMS level compared with targets

CATEGORY TARGET POSITION

01/04/02

GAP

01/04/02

POSITION

28/02/03

GAP

28/02/03

ACHIEVEMENT

(2002/03)

Black People at Management level

75% 54.8 -20.2 62.8% -12.2% +8%

Women at Management

30% 19.3% -10.7 17.2% -12.8% -2.1%

People with Disabilities

3% 1.6% -1.4% 1.5% -1.5% -0.1%

4.3.4 Position regarding women

On 1 April 2002, there were six female SMS members out of a total of thirty one serving SMS members.No progress was made since 1April 2002. At this stage there are six female SMS members out of a total of thirty five serving SMS members.This calls for extra ordinary steps, which will be covered under strategy to achieve targets.

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4.4 Strategy to achieve targets

• Career Development Strategy targeting middle management (female)

• Anticipated re-structuring

• Envisaged new posts

• Recruitment and retention strategy

• Focused skills development

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THANK YOU