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ACSA DISABILTY CONFERENCE 16 September 2010 DISABILITY MANAGEMENT IN RURAL DEVELOPMENT

ACSA DISABILTY CONFERENCE 16 September 2010 DISABILITY MANAGEMENT IN RURAL DEVELOPMENT Maanda Lukoto – Acting Senior Manager. PURPOSE. To present an overview of disability integration and the management thereof in the Department of Rural Development and Land Reform

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ACSA DISABILTY CONFERENCE 16 September 2010 DISABILITY MANAGEMENT IN RURAL DEVELOPMENT

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  1. ACSA DISABILTY CONFERENCE 16 September 2010 DISABILITY MANAGEMENT IN RURAL DEVELOPMENT MaandaLukoto – Acting Senior Manager

  2. PURPOSE • To present an overview of disability integration and the management thereof in the Department of Rural Development and Land Reform • To notify the Disability Sector about the findings of a research conducted by a senior official within the Department • To update and engage stakeholders on the “National Rural Youth Service Corps” NARYSEC

  3. PRESENTATION OUTLININE • Introduction • Institutional arrangements • Progress to date • HRM Research and its findings • National Rural Youth Corps

  4. INTRODUCTION • In 2009, the new administration announced a new Ministry of Rural Development and Land Reform. In order to give effect to this the Department developed the Comprehensive Rural Development Programme (CRDP) which is now a strategic priority in the Medium Term Strategic Framework (MTSF) • The CRDP requires active participation by all stakeholders. • Rural people must take the centre stage in other improvement of their own quality of life. • The design of the programme is predicated on lessons learnt from pilot sites (8 pilot sites).

  5. INTRODUCTION…cont Short term goals • Speed up the implementation of land reform programmes with focus on complementing the CRDP. • Pilot rural development – refine the concept Medium term goals • Green Paper on Agrarian Transformation, Rural development and land Reform. • White Paper • Relevant legislation Long term • Implementation of the White Paper and legislation • Monitoring and evaluation

  6. INTRODUCTION…CONT

  7. INTRODUCTION…CONT • The strategic objective of the CRDP is to achieve social cohesion and development among rural communities • The CRDP hinges on a three-pronged strategy • coordinated and integrated broad-based agrarian transformation; • an improved land reform programme; • and through strategic investments in economic and social infrastructure

  8. INSTITUTIONAL ARRANGEMENT • Departmental Disability Structure Chief Directorate: Corporate Services • Manager • Deputy Manager • 8 x Provincial • Deputy Managers Directorate: Women, Children and Persons with Disabilities Departmental Disability Forum

  9. PROGRESS TO DATE

  10. PROGRESS TO DATE…cont Integrated Strategy for the Empowerment of Persons with Disabilities • Aim – To ensure that disability is addressed comprehensively and integrated into both the services delivered by the department as well as the inward focused policy and procedures • Consists of ten (10) objectives • Policy and procedures, Employment, Participation, Capacity development, Communication, Environmental access, Empowerment, Intergovernmental collaboration, Positive Employment And Procurement PracticesKnowledge management • Provides mechanisms and outline operational plans to indicate how to achieve these objectives

  11. PROGRESS TO DATE…cont Vatsutsumi: Graduate Programme • The Department embarked on the Vatsutsumi Programme to recruit graduates with the aim of reducing the high vacancy rate within the department, thereby contributing to youth development and capacity building, and promoting employment equity and improved service delivery. • The programme followed a mainstreamed approach to disability by including graduates with disabilities thereby giving effect to the Departmental Disability Empowerment Strategy and relevant legislation and directives in terms of empowerment of persons with disabilities. • Through a robust recruitment process, seven (7) candidates with disabilities out of a target of 20 were successfully appointed in various posts throughout the department.

  12. PROGRESS TO DATE…cont Braille Atlas • The department, through the Chief Directorate: Surveys and Mapping, and in partnership with the Worcester School for the Blind, developed a National Braille Atlas which was launched in 2009 at Philadelfia Secondary School by the Minister • Being a first of its kind in South Africa, and considered as a ground breaking initiative, the Braille Atlas is uniquely positioned to reach the visually impaired and blind segment of the community of people with disabilities. • The Braille Atlas provides access to information about maps, serves as a learning channel and assists visually impaired and blind people, to read about South African provinces, cities and roads.

  13. RESEARCH CONDUCTED • One of the departmental senior executive staff member, Mr Anton Van Staden, Acting Senior Executive Manager: Support Services conducted a research around disability for his Doctorate studies in Human Resources Management • The main objective of his research was to identify the constraints to the employment of persons with disabilities, and to develop an integrated human resource management strategy to enhance the employment of more persons with disabilities in South African organisations. • The development of the strategy was based on the constraints experienced by persons with disabilities in finding employment. • The Employment Equity Act, 1998, which has been in force for 12 years with limited success, determines that persons with disabilities are a designated group to be affirmed in the workplace. • The problem is that even with the protection provided by the Act the trends in employment of persons with disabilities in South Africa indicate that fewer persons with disabilities are employed while the employment of the other designated groups is improving. • This can be ascribed to real and perceived constraints that unemployed persons with disabilities experience in South Africa.

  14. RESEARCH FINDINGS • Literature review • Survey method with Likert type questions and open-ended questions • Quantitative and qualitative analysis • Develop a strategy to increase employment • Briefly present findings and elements of the strategy

  15. Constraints preventing the employment of people with disabilities Reasonable accommodation’' Complexity of disability management as a field of study Labour relations management strategies Complex definition of disability Employee retention and exit management strategies Knowledgeable disabled respondents Knowledgeable manager and HR practitioner respondents Complex legal and policy framework Performance management Perceptions concerning people with disabilities Training and development Availability of disability management policies and capacity Recruitment and selection RESEARCH FINDINGS....CONSTRAINTS

  16. DEFINING DISABILITY

  17. USEFULNESS OF THE LEGAL AND POLICY FRAMEWORK

  18. GENERAL PERCEPTIONS

  19. AVAILABILITY, CAPACITY, COMMITTMENT

  20. HR PRACTICES - TRAINING

  21. HR MANAGEMENT PRACTICES

  22. HR MANAGEMENT PRACTICES...CONT

  23. REASONABLE ACCOMMODATION

  24. MONITORING AND EVALUATION

  25. RESEARCH INTEGRATION • Assisted in re-assessing the service delivery environment that our mandate provide for. • These findings became a crucial aid in project identification and practices around the inclusion of persons with disabilities.

  26. NATIONAL RURAL YOUTH SERVICE CORPS • Central to the three-pronged strategy is an employment creation model that involves training and development of the youth • This gave birth to a project called "National Rural Youth Service Corps" (NARYSEC). • The main goal is to recruit and develop a National Rural Youth Service Corps aged 18 – 35 years to be paraprofessionals who will be trained to work in their own communities (short term) leading to creation of enterprises in the medium to long term. • The project is targeting all rural youth: - Youth between the ages of 18 – 35; - Youth out of school completed Grade 10 (std 8) or higher completed school; - Young women (50% participation) - Young persons with disabilities (10% participation)

  27. NATIONAL RURAL YOUTH SERVICE CORPS…cont • The aim is to employ 3 young persons per rural ward by 10 August 2010 and a fourth young person per ward on condition that the fourth young person is a person with disability. • Considering that South Africa consists of almost 3000 rural wards this process envisage to employ 12 000 youths, which 3000 should be youth with disabilities. • The appointment of the youth must be in accordance with the principles of the CRDP. • The inclusion of young persons with disabilities is based on the social model of disability “ to be actors in their own lives rather than passive recipients of care” (Albert 2004:4) • The focus of this programme is developmental by nature, focused in rural areas and need to address challenges of skills development and unemployment.

  28. NARYSEC OBJECTIVES • The NARYSEC aims to achieve the following objectives: • Nation building and community service through the construction of district youth life. • Skills hubs that serve as rural youth empowerment centres. • Enable rural youth to play a strategic and significant role in the transformation of rural communities by participating in the roll out implementation of the CRDP. • Create a major countryside revolution for socio-economic freedom. • Promote a result oriented national rural youth service and thereby build patriotism and social cohesion. • Invest in our future by investing in the youth today.

  29. STATISTICAL ANALYSIS • A statistical analysis from the NARYSEC project, concluded that out of the envisaged 3000 only 123 young persons with disabilities were employed.

  30. EXPERIENCE FROM NARYSEC • The environment within rural villages where the young persons with disabilities are due to provide their service at the end of the training may not be conducive to effective functioning of them [young persons with disabilities]. • The recruitment processes that were followed set out to attract persons with disabilities, however, in some instances the deep rural villages could not be penetrated • Most of the young persons who applied and were appointed are persons with physical disabilities such as persons using crutches, persons who have visual disabilities (low vision), hearing disabilities (limited hearing). Further attention should be given to attract an equal spread of the different types of disabilities. • Poverty stricken rural conditions of persons with disabilities result in a lack of opportunities for persons with disabilities to access education, thereby limiting their changes to access skills development, training and employment.

  31. WAY FORWARD • Although the department has a good internal mechanism for the mainstreaming of disability, its external focus need to be further explored and researched to conclude an all encompassing disability strategy that focus equally on its internal and external environment. • Efforts needs to be made to establish at least one project per pilot site managed by persons with disabilities. • Recruitment of persons with disabilities needs to be intensified, assisted by the findings from the research conducted • Enforce compliance on disability equity through active performance management

  32. Thank you, Ri a livhuwa

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