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Public Service Commission

Public Service Commission. Workplan and Budget (2007/08) Presentation to the Select Committee on Local Government and Administration 22 May 2007. OVERVIEW OF PRESENTATION. Introduction Institutional overview Workplan for 2007/08 Budget for 2007/08 Conclusion. INTRODUCTION.

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Public Service Commission

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  1. Public Service Commission Workplan and Budget (2007/08) Presentation to the Select Committee on Local Government and Administration 22 May 2007

  2. OVERVIEW OF PRESENTATION • Introduction • Institutional overview • Workplan for 2007/08 • Budget for 2007/08 • Conclusion

  3. INTRODUCTION • The PSC is mandated by the Constitution to, among others investigate, monitor and evaluate the organization and administration of the Public Service. Linked to this mandate the PSC must also propose measures to ensure effective and efficient performance in the Public Service., and to promote the Constitutional values and principles of public administration. • In fulfilling the above mandate, the PSC sees its strategic obligation as the generation of evidence to enable Parliament to exercise its oversight role, and to advise the Executive on good administrative practices. • This presentation provides an institutional overview of the PSC, its workplan for 2007/08 and its budget.

  4. INSTITUTIONAL OVERVIEW • PSC’s work in the field of anti-corruption and professional ethics has substantially escalated through its management of the National Anti-Corruption Hotline and its conducting of public administration investigations. • The demands in the field of anti-corruption and professional ethics have led to the creation of a new Chief Directorate which will be implemented with effect from 1 April 2007. • The PSC has continued to roll out its Monitoring and Evaluation System. • There has been a consistent increase in demands for the PSC’s intervention in all areas of its mandate. This places considerable strain on its human and financial resources.

  5. INSTITUTIONAL OVERVIEW (continued) • The break down of employment equity per level within the organisation, as at 1 February 2007, is reflected below: # = Female * = Male + = Total @ = % of total number of employees

  6. INSTITUTIONAL OVERVIEW (continued) • Since the inception of the PSC, the OPSC has increasingly managed to improve financial management and budgetary control. The following are worth noting: • Spending patterns have consistently improved from an under-expenditure of 2.35 % in the 2001/2002 financial year to 1.60% in the 2005/2006 financial year. Projections for 2006/2007 are that the PSC will again under-expend by less than 1.50%. • The expenditure should, however, be viewed against the fact that if donor funding was not available certain key projects would not have been completed. • The PSC has an exemplary audit history with unqualified Audits being received for the past six years.

  7. WORKPLAN FOR 2007/8 • The line function of the PSC is divided into two Branches, each with three Chief-Directorates: • Branch: Monitoring and Evaluation • Governance Monitoring • Service Delivery and Quality Assurance • Leadership and Performance Improvement • Branch: Investigations and Human Resource Reviews • Labour Relations Improvement • Public Administration Investigations • Professional Ethics and Strategic Human Resource Reviews • A discussion of the PSC’s workplan for 2007/8 is further provided in this segment of the presentation

  8. GOVERNANCE MONITORING PROGRAMME OBJECTIVE: Good governance promoted and governance practices enhanced.

  9. SERVICE DELIVERY AND QUALITY ASSURANCE PROGRAMME FOR 2007/08 FINANCIAL YEAR OBJECTIVE: Service delivery promoted and governance practices enhanced.

  10. LEADERSHIP AND PERFORMANCE IMPROVEMENT PROGRAMME OBJECTIVE: A high standard of public service leadership promoted and improvements in service delivery encouraged.

  11. OBJECTIVE: Public Service Labour Relations and Management Practices enhanced. LABOUR RELATIONS IMPROVEMENT

  12. PUBLIC ADMINISTRATION INVESTIGATIONS OBJECTIVE: Auditing and investigating public administration practices.

  13. PROFESSIONAL ETHICS AND HUMAN RESOURCE REVIEWS OBJECTIVE: Establishing a culture of professional ethical behaviour and reviewing the implementation of human resource policies.

  14. PEHRR PROGRAMME (cont’d)

  15. MEDIUM TERM EXPENDITURE FRAMEWORK ESTIMATES FOR 2006/7 – 2007/8 – 2008/9 The budget is divided into three programmes, namely: • Administration • Investigations and Human Resource Reviews • Monitoring and Evaluation

  16. PUBLIC SERVICE COMMISSION VOTE 10

  17. PROGRAMME 1: ADMINISTRATION

  18. PROGRAMME 2: INVESTIGATIONS AND HUMAN RESOURCE REVIEWS

  19. PROGRAMME 3: MONITORING AND EVALUATION

  20. THANK YOU

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