CORPORATE SERVICES

1. Portfolio Committee: Water and Environmental Affairs CORPORATE SERVICES S MAHLANGU

2. The purpose of the Corporate Services branch is to provide policy leadership, business alignment and integration, strategic advice and core support services. The branch provides various support services to ensure a productive, efficient and creatively transformed working environment that enables the Department of Water Affairs to realise its overall strategic objectives. 1. Purpose of branch

3. 2. Overview: Branch structure

4. 3. BRANCH COMPONENTS The branch comprises of five components, namely; Chief Directorate: Human Resources Responsible to provide human resources services and solutions which are targeted at adding value and improving business performance through people. Chief Directorate Information System Responsible for the provision of the relevant IT support and solutions as well as overseeing the management of IT operations

5. 4. BRANCH COMPONENTS (Continued) Chief Directorate: Communications Services Responsible for the promotion of effective profiling of the Department, public awareness, education and communicating the work of the Department to the public and stakeholders Chief Directorate: Legal Services Responsible for the provision of effective legal support to maximize the Department’s pursuance of its mandate Directorate: Administration Responsible for the provision of a safe and secure physical environment and appropriate logistical support

6. 5. BRANCH FINANCIAL PERFORMANCE (2011/12) 5.1 Budget expenditure (1 April 2012 – 31 March 2012) Branch total budget allocation = R378,4 million, of which 97% has been spent by 31 March 2012

7. 5. BRANCH FINANCIAL PERFORMANCE (2011/12) 5.2 Expenditure (%)

8. 6. MTEF BUDGET ALLOCATION 6.1 Budget Allocation Per Component 6.2 Budget Allocation Per Item

9. 7. 2012/13 BUDGET HIGH LEVEL COST DRIVERS 7.1 Budget Allocation Per Component

10. 7. 2012/13 BUDGET HIGH LEVEL COST DRIVERS 7.2 Expenditure Projection (%)

11. 8. PROGRESS ON PERFORMANCE FOR 2011/12 8.1 Achievements • Signed Performance agreements: 99% performance agreements for 2011/12 signed for both MMS and SMS, from a lower base of 69% in 2010/11. • Competency assessments: 96% of MMS and SMS underwent competency assessment, with the purpose of identifying developmental gaps as per employee. • Filling of strategic posts: The posts of DG, CFO, Deputy CFO (WTE) and Chief Director Legal Services were filled, amongst other SMS positions. • Improved DWA bandwidth: Computer network speeds were improved two-fold, from 4 to 8 Mega bit per second (Mbps), with the goal of improving productivity of employees whose work requires interaction with networked computer.

12. 9. PRIORITY TARGETS FOR 2012/13 9.1 Recruitment and retention of Critical Skills • Appointed new Director for Recruitment and Selection • Current vacancy rate is at 24.88% (1975 posts, out of 7937 total posts) • Approximately 610 posts were advertised out of the 1975 • Overall target for 2012/13 is vacancy rate of below 13% • Strategy for 2012/13 (target filling posts within 90 days): • Encourage a more hands on participation and contribution by line managers throughout the recruitment value chain. • Weekly updates and monitoring of vacancy report. • Advertise vacant positions within 30 days. • Deploy staff retention interventions.

13. 9. PRIORITY TARGETS FOR 2012/13 9. 2 Placement of Graduate Trainees in DWA • 378 GTs appointed since 2007. • Currently 226 GTs in the programme (March 2012). • Placement in all regional offices as well as national office with a DWA mentor. • Actively involved with service delivery activities and projects (River Health Programme, Letsema, and others). • Following Graduate Trainees were appointed into positions by 31March 2012: • Target for 2012 is to employ 50 graduate trainees.

14. 9. PRIORITY TAGERTS FOR 2012/13 9. 3 Finalisation and Awarding of the IT Outsourcing Contract • Current contract Expires 31 March 2013 • Current project progress:

15. 10. OVERVIEW: Branch performance plan for 2012/13

16. 10. OVERVIEW: Branch performance plan for 2012/13

17. 10. OVERVIEW: Branch performance plan for 2012/13

18. 10. OVERVIEW: Branch performance plan for 2012/13

19. 10. OVERVIEW: Branch performance plan for 2012/13

20. 10. OVERVIEW: Branch performance plan for 2012/13

21. 10. OVERVIEW: Branch performance plan for 2012/13

22. 10. OVERVIEW: Branch performance plan for 2012/13

23. 10. OVERVIEW: Branch performance plan for 2012/13

24. 10. OVERVIEW: Branch performance plan for 2012/13

25. 10. OVERVIEW: Branch performance plan for 2012/13

26. 10. OVERVIEW: Branch performance plan for 2012/13

27. 10. OVERVIEW: Branch performance plan for 2012/13

28. 10. OVERVIEW: Branch performance plan for 2012/13

29. 11. CHALLENGES AND SOLUTIONS

30. THANK YOU

32. ANNEXURES

33. FILLED AND VACANT POSTS REPORT PERIOD: 1 OCTOBER 2011 – 31 MARCH 2012

37. STATUS OF ADVERTISED POSTS AS AT 31 MARCH 2012 1

38. STATUS ON ADVERTISED POSTS

39. Status Continued …….

40. Status on advertised SMS posts

41. POSTS FINALIZED FOR FILLING

42. PERFORMANCE MANAGEMENT REPORT MODERATION RESULTS LEVEL 1 -14PERFORMANCE PERIOD: 2010/2011 Directorate: Human Resource Development

43. DWA Distribution Curve 2010/2011:LEVEL 1-14

44. Summary of Performance Rewards

45. Budget Implications 2010/2011

46. IMPLEMENTATION OF THE OCCUPATION SPECIFIC DISPENSATION (OSD) FOR ENGINEERS AND RELATED PROFESSIONS

47. IMPLEMENTATION OF OSD IN WATER AFFAIRS The aim of the Occupation Specific Dispensation is to improve ability to attract and retain skilled employees. It entails the development and implementation of tailor made remuneration dispensations for occupational categories. The following occupations of Engineering and related professionals were translated to the OSD :

48. IMPLEMENTATION OF OSD IN WATER AFFAIRS • Surveyors • GIS Professionals • Scientists • Artisans • Technicians (Engineering, Scientific, GIS and Survey) • Engineering Technologists • Engineers • Construction Project Managers • Environmental Officers

49. TRANSLATION OF EMPLOYEES TO THE OSD Translation for all categories except Artisans were done in three phases namely : 1st Phase Minimum translation from the current post as at 30 June 2009, to the appropriate post and salary grade, as contained in applicable DPSA annexure(s) 2nd Phase Minimum translation from the current post as at 30 June 2010, to the appropriate post and salary grade as contained in applicable annexure(s) 3rd Phase Re-calculation of relevant experience obtained by an employee who occupies a post on production level after obtaining the relevant qualification and complying with the relevant registration requirement as at 30 June 2011. The experience will be calculated and implemented with effect from 1 July 2011.

50. TRANSLATION OF EMPLOYEES TO THE OSD ARTISANS 1st Phase Minimum translation from the current post as at 30 June 2009, to the appropriate post and salary grade, as contained in the relevant annexure. 2nd Phase Re-calculation of relevant experience obtained by an employee who occupies a post on production level after obtaining the relevant qualification and complying with the relevant registration requirement, as at 30 June 2011. The experience will be recalculated and implemented with effect from 1 July 2011.