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Department OF Women

Department OF Women PRESENTATION TO THE SELECT COMMITTEE ON COOPERATIVE GOVERNANCE AND TRADITIONAL AFFAIRS. PURPOSE. Present the 2015/16 Department’s Annual Performance Plan and Budget vote 13

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Department OF Women

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  1. Department OF Women PRESENTATION TO THE SELECT COMMITTEE ON COOPERATIVE GOVERNANCE AND TRADITIONAL AFFAIRS

  2. PURPOSE • Present the 2015/16 Department’s Annual Performance Plan and Budget vote 13 • Present the transitional arrangements following the National Macro Organisational of State (NMOS) process 2

  3. INTRODUCTION On 25 May 2014 the President of the Republic of South Africa, announced the appointment of the Minister in The Presidency responsible for Women who is mandated to lead, coordinate and oversee the transformation agenda on women’s socio-economic empowerment, rights and equality. • NMOS process • Business as usual and compliance- Strategic Plan 2015-2020 and APP 2015/16 3

  4. PRE-NMOS STATUS Prior to the NMOS 2014 project, the former Department of Women, Children and People with Disabilities (DWCPD) comprised the following Programmes: • Administration; • Womens Empowerment and Gender Equality; • Children’s Rights and Responsibilities; and • Rights of People with Disabilities.

  5. NEW DEPARTMENT • Appointment of Minister in The Presidency Responsible for Women. • New Department of Women established. • Amended mandate to lead, coordinate and oversee the transformation agenda on women’s socio-economic empowerment, rights and equality through mainstreaming, monitoring and evaluation.

  6. NMOS 2014 PROCESS • Functions and responsibilities related to children and people with disabilities transferred to the Department of Social Development (DSD). • 20 employees and 3 funded vacancies from Programmes 3 and 4 transferred to the DSD together with accompanying funding and assets. • 4 employees transferred to DSD from Programme 1. • In addition, monetary equivalent in respect of 8 Administration posts to be transferred to DSD with effect from 1 April 2015 (1xSL15, 1xSL11, 2xSL9, 2xSL7, 1xSL6 and 1xSL5).

  7. ESTABLISHMENT OF DoW • MPSA determined that all Women, Gender Equality and Corporate Services functions, resources and concomitant posts and staff be transferred to DoW with effect from 01 October 2014. • MPSA also concurred with a start-up organisational structure for DoW on 01 October 2014. • Start-up organisational structure for DoW comprises a post establishment of 118 posts (in comparison with 145 posts of the former DWCPD). • Start-up structure and establishment were limited by NMOS principle not to redesign or create additional posts. • Accordingly, start-up structure still reflects the Branch: Women Empowerment and Gender Equality and sub programmes related to Advocacy & Mainstreaming, Institutional Support & Capacity Building, and Monitoring & Evaluation.

  8. NEW PROGRAMME STRUCTURE • National Treasury granted approval to implement new budget programme structure with effect from 2014 Adjusted Estimates of National Expenditure (in terms of which adjusted appropriations were made in AENE 2014): • Programme 1: Administration; • Programme 2: Social, Political and Economic Participation and Empowerment; • Programme 3: Research, Policy Coordination and Knowledge Management; and • Programme 4: Monitoring, Evaluation and Outreach. • This is the budget programme structure that DoW used to develop its strategic objectives.

  9. PROCESS FORWARD • 5-year vision organisational design drafted in September 2014 to enable DoW to adequately respond to the new mandate and strategic intentions. • DPSA responded in October 2014 that the DoW should plan to execute it’s functions within available funds. • A redesign of the organisational structure has been undertaken to ensure alignment with the revised mandate and strategic intentions of the DoW. Has the support of the EA and been submitted to MPSA for concurrence. • Redesign includes a reprioritisation of Administration posts in favour of the core programmes. • 5-year vision organisational design will be managed through the HR Plan and MTEF estimates annually.

  10. ROADMAP FOR THE ORGANISATIONAL REDESIGN

  11. WAY FORWARD • Change management is a continuous process that will be implemented throughout the medium-term strategic framework. • Skills audit and evaluation of all jobs shall be integrated into the restructuring process (slide 8). • Additional funding is required to adequately resource the new Programmes. • Core posts are not sufficient for service delivery commitments and strategic intentions. • Continuous discussions with NT and DPSA required.

  12. ANNUAL PERFORMANCE PLAN 2015/16 • Mandate • Strategic Focus • Constitutional , legislative and other mandates • Situational analysis • Overview of the Budget 2015/16 and MTEF estimates • Programme and Sub-Programme Plans • Outreach Activities

  13. STRATEGIC FOCUS MANDATE To champion the advancement of women’s socio-economic empowerment and the promotion of gender equality through mainstreaming, advocacy, monitoring and evaluation.

  14. STRATEGIC FOCUS MISSION Accelerate socio-economic transformation for women empowerment and the advancement of gender equality. VISION A society that realises the socio economic empowerment of women and the advancement of gender equality

  15. CONSTITUTIONAL , LEGISLATIVE AND OTHER MANDATES While the DoW does not administer any legislation apart from the Commission on Gender Equality Act, there is a wide range of legislation that has a direct impact on its mandate: The National Development Plan (NDP) P43 takes gender into account to advance women’s equality, the following is recommended: • Public employment specific focus on unemployed women • Transformation of the economy should involve active participation of women • Support for women leadership in all sectors of society • Measures should be put in place for women access to basic services • By 2030 women should not have fear of crime- women protection by the law • Nutrition intervention for pregnant women • Women’s access to antiretroviral treatment and effective routine microbicides

  16. CONSTITUTIONAL , LEGISLATIVE AND OTHER MANDATES… The relevant legislation amongst others include: • Choice on Termination of Pregnancy Act (1997), • Maintenance Act (1998), • Domestic Violence Act (1998), • Recognition of Customary Marriages Act (1998), • Reconstruction and Development Programme • Batho Pele which provides women access to basic services • Labour legislation – in particular the Basic Conditions of Employment Act, the Government Employees Pension Fund, and the Labour Relations and Employment Equity Acts • White Paper on Social Welfare which provides social security • Promotion of Equality and Prevention of Unfair Discrimination Act (2000),

  17. CONSTITUTIONAL , LEGISLATIVE AND OTHER MANDATES … South Africa is a signatory to several regional and international commitments on women’s empowerment and gender equality. These include the following: • Beijing Declaration and Platform for Action (September 1995) • United Nations Convention for the Elimination of all Forms of Discrimination against Women (CEDAW) • Millennium Development Goals (MDGs)(2000) • African Union Heads of States’ Solemn Declaration on Gender Equality in Africa (August 2004) • Protocol to the African Charter on Human and People’s Rights on the Rights of Women in Africa (AU Women’s Protocol) (December 2004) • Commonwealth Plan of Action for Women’s Empowerment and Gender Equality 2005-2015 (2005) • SADC Protocol on Gender and Development (2012)

  18. SITUATIONAL ANALYSIS

  19. SITUATIONAL ANALYSIS PERFORMANCE ENVIROMENT • Historical Context- inequality and divisions resulting from years of apartheid. • Women remain disproportionately affected by poverty, discrimination and exploitation • Labour force participation rate of women is low than that of men • Women earning less than men even if they are doing the same job • Women with no formal schooling are the highest among black African women • Higher percentage of women with tertiary education are qualified in the field of Social/Health Sciences • Women are more likely to live in poor households than males • Women also seem to be more likely to suffer from chronic conditions or to contract acute illnesses

  20. SITUATIONAL ANALYSIS… ORGANISATIONAL ENVIRONMENT • The establishment of the DoW in 2014 represents a firm recognition that the achievement of gender equality and the realisation of women’s rights require consolidation and effective coordination. • The DoW is located in the Presidency and focuses on the socio-economic empowerment of women and the advancement of gender equality. • The DoW has developed a budget programme structure that will enable it to achieve this strategic objective. • The start up organisational structure was approved by the Minister for Public Service and Administration on 1 October 2014 with an establishment of 121 posts of which 102 are filled and 19 are funded vacancies.

  21. PROGRAMME 1: RESOURCE CONSIDERARTION Administration

  22. PROGRAMME 1: ADMINISTRATION 22

  23. PROGRAMME 1: ADMINISTRATION 23

  24. PROGRAMME 1: ADMINISTRATION 24

  25. PROGRAMME 1: ADMINISTRATION 25

  26. PROGRAMME 1: ADMINISTRATION 26

  27. PROGRAMME 2: SOCIAL, POLITICAL AND ECONOMIC PARTICIPATION AND EMPOWERMENT 27

  28. PROGRAMME 2: RESOURCE CONSIDERARTION Social Political and Economic Participation and Empowerment

  29. PROGRAMME 2: SOCIAL, POLITICAL AND ECONOMIC PARTICIPATION AND EMPOWERMENT 29

  30. PROGRAMME 2: SOCIAL, POLITICAL AND ECONOMIC PARTICIPATION AND EMPOWERMENT 30

  31. PROGRAMME 2: SOCIAL, POLITICAL AND ECONOMIC PARTICIPATION AND EMPOWERMENT 31

  32. PROGRAMME 2: SOCIAL, POLITICAL AND ECONOMIC PARTICIPATION AND EMPOWERMENT 32

  33. PROGRAMME 2: SOCIAL, POLITICAL AND ECONOMIC PARTICIPATION AND EMPOWERMENT 33

  34. PROGRAMME 2: SOCIAL, POLITICAL AND ECONOMIC PARTICIPATION AND EMPOWERMENT 34

  35. PROGRAMME 2: SOCIAL, POLITICAL AND ECONOMIC PARTICIPATION AND EMPOWERMENT 35

  36. PROGRAMME 3: RESEARCH, POLICY COORDINATION AND KNOWLEDGE MANAGEMENT 36

  37. PROGRAMME 3: RESOURCE CONSIDERARTION Research, Policy Coordination and Knowledge Management

  38. PROGRAMME 3:RESEARCH, POLICY COORDINATION AND KNOWLEDGE MANAGEMENT 38

  39. PROGRAMME 3:RESEARCH, POLICY COORDINATION AND KNOWLEDGE MANAGEMENT 39

  40. PROGRAMME 3:RESEARCH, POLICY COORDINATION AND KNOWLEDGE MANAGEMENT 40

  41. PROGRAMME 3:RESEARCH, POLICY COORDINATION AND KNOWLEDGE MANAGEMENT 41

  42. PROGRAMME 3:RESEARCH, POLICY COORDINATION AND KNOWLEDGE MANAGEMENT 42

  43. PROGRAMME 4: MONITORING, EVALUATION AND OUTREACH 43

  44. PROGRAMME 4: RESOURCE CONSIDERARTION Monitoring, Evaluation and Outreach

  45. PROGRAMME 4: MONITORING, EVALUATION AND OUTREACH 45

  46. PROGRAMME 4: MONITORING, EVALUATION AND OUTREACH 46

  47. PROGRAMME 4: MONITORING, EVALUATION AND OUTREACH 47

  48. PROGRAMME 4: MONITORING, EVALUATION AND OUTREACH 48

  49. PROGRAMME 4: MONITORING, EVALUATION AND OUTREACH 49

  50. PROGRAMME 4: MONITORING, EVALUATION AND OUTREACH 50

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