The Presidency Department of Performance Monitoring and Evaluation

1. The Presidency Department of Performance Monitoring and Evaluation Management Performance Assessment Results of moderated assessments of the quality of management practices in all 156 national and provincial departments in 2012/13 11 September 2013

2. Why assess management practices? • Capable and developmental state is prerequisite to achieving NDP objectives • Weak administration is a recurring theme and is leading to poor service delivery, e.g. • Textbook delivery problems in some provinces • Shortages of ARVs in some provinces • Undermining of small business development policy through non-payment of suppliers within 30 days • Assessment process contributes to development of a culture of continuous improvement and NDP goal of professionalising the public service

3. The assessment process Self-assessment and validation External moderation and feedback Improve and monitor Senior management agreed score DPME/OTP feedback to department Department improvement plan Internal Audit certify process and check evidence Department monitors External Moderation HOD sign off Department prepares for next round Have we improved from baseline?

4. Levels of assessment 4

5. Example of one of the 29 standards SECRET

6. 2011/12 self-assessment results versus 2012/13 moderated results Results for the 103 departments which participated in both 2011/12 and 2012/13

7. 2012/13 % distribution of moderated scores per KPA (all 156 dep’ts)

8. % distribution of moderated scores for strategic management standards 2012/13 moderated scores, all 156 national and provincial departments

9. % distribution of moderated scores for governance standards 2012/13 moderated scores, all 156 national and provincial departments

10. % distribution of moderated scores for HR standards 2012/13 moderated scores, all 156 national and provincial departments

11. % distribution of moderated scores for financial management 2012/13 moderated scores, all 156 national and provincial departments

12. Ranking of provinces and aggregated national departments (2012/13 moderated scores)

13. Analysis against external criteria • Statistical analysis of results, together with data on certain external criteria, indicated that: • HR-related standards are particularly important for achieving results in terms of the Auditor-General’s indicator of meeting more than 80% of performance targets in the APP • Senior Management Service (SMS) stability (the proportion of DGs and DDGs in office for more than three years) correlated frequently across a range of MPAT standards

14. Conclusions • There has been some improvement in some areas over the last year • Top 5 national departments in terms of average scores were DST, DTI, DEA, NT and DMR • For all standards, there are at least some departments operating at level 4 • Implies that it is possible for all departments to operate at this level for all the standards • DPME has produced and is disseminating case studies of departments operating at level 4

15. Way forward • National Treasury and DPSA should investigate reasons for very low levels of compliance against certain standards, review regulatory frameworks or provide additional support • All departments to implement improvement plans to reach level 4 for all standards • Portfolio Committees in Parliament and Provincial Legislatures should monitor the implementation of improvement plans in departments