PORTFOLIO COMMITTEE STRAT PLAN SESSION

1. PORTFOLIO COMMITTEE STRAT PLAN SESSION • HR PRESENTATION • 13 – 15 March 2006

2. The key drivers of our strategy are; • Create a qualified, educated and flexible workforce capable of managing changing economic environment, work practices, competition and technological challenges • To ensure optimum efficiency and effectiveness of teams and individuals • To nurture and develop depth of knowledge and skills in core competencies; • To gain a reputation of preferred employer among significant stakeholders and in the government services, enabling us to attract, develop, reward and retain the best people; • To reflect in the best way, the demographics of our society and use diversity as a positive business strategy

3. CHALLENGES • High vacancy rate • Build a pool of suitably qualified officials to fill critical positions • Lack of Employment Equity in certain skills areas • Impact of HIV/AIDS • Absenteeism • Skills gaps and inappropriate skills • Retention of staff • Staff shortage (supply versus demand) • Performance Culture • Increasing number of trained Project Managers and technical staff amongst the designated groups.

4. Initiatives to address challenges In order to address the above-mentioned HR challenges, the following strategies are prioritized for the 2006 - 2010: • Accelerated recruitment for vacant posts. • Advertise as & when vacancies arise • Set a target of filling posts within 3 months after they have been vacated. • Head hunting is done where no candidates are available • Place people who have been identified to have potential. • Strategic Resourcing. • Thisincludes appointment of Interns (graduates without experience), Management Trainees (graduates with experience), Learnerships (need both qualification & experience), Understudies, bursaries and Mentors. • There is a concerted effort to recruit people with relevant qualifications and train them to take entry level positions and even assisting them in acquiring professional qualifications. • Graduate Recruitment and School interface projects planned for 2006 • Learnerships • External bursaries

5. Cont. • Graduate Recruitment • The Minister has approved that every Directorate/Unit in the DPW is entitled to 2 Trainees/Internships • DPW is recruiting graduates and they are absorbed as internships and management trainees. See stats in table below. • At moment, short listing done for Engineers, Quantity Surveyors, Town planners, Architects, etc. 153 applications. • Visits are done to various institutions to various Universities & Technikons to recruit • Training programmes designed for Trainees

6. INTERNSHIPS STATISTICS 2005/06

7. Cont. • Recruitment of mentors. • Retired professionals to assist with training of candidates • Expatriates in professional services • Critical Positions. • The Department will embark on a succession planning process. • Focus will be on the proactive development of Senior Managers of the future to ensure the continuous availability of required competencies at any given time. • Skills Audit. • In promoting the culture of performance and enabling employees to deliver, there will be focus on developing skills in line with the training needs analysis results. • Multi skilling and Re-skilling. • The DPW will engage in multi-skilling and re-skilling efforts. IS appointing 2 Cleaners & train at Helpdesk • Polokwane trained 4 Cleaners with post Matric qualifications now absorbed in Clerical posts • Polokwane now training 3 Cleaners (Registry & Helpdesk – post Matric & Switchboard only Matric)

8. Cont. • Bursaries • Intention to offer external bursaries. • School interface (at Career Exhibitions, visit top performing schools, subscribing to Career Magazines distributed at schools & tertiary institutions) to inform pupils about DPW and careers within DPW. Then recruit bursars • Budget allocation • Scarce skills allowance for critical skills. • Identified scarce skills positions • Working with provincial departments to finalize scarce skills dispensation • Developing an appropriate recognition and reward system for all performers.

9. Initiatives Cont. • Induction and Orientation • Pilot by SAMDI after looking at our programme • Done with all Internship candidates and includes Career Management • Employment Equity • Employment Equity Coordinating Committees elected at all offices and National Committee also in place • Targets set per Region to influence National statistics • Management trainees all Equity & majority of Interns from previously disadvantaged groups • Currently there are 114 Senior Managers of whom 60,5% are black, and 37 are female (which constitutes 32%) • The equity targets as at current (January 2006) for (2005/2006 financial year) stands at 44,2% females and 55,8% males as compared to statutory requirement of 45% females and 55% males

10. Cont. • Culture of Learning. • Emphasis will be on skills development to enable individuals to contribute towards the implementation of the Departmental strategy. • Programmes will focus on both the technical skills required for task execution and the improvement of interpersonal competencies. • There is also be emphasis on Leadership Development. • 111 candidates graduated - Management Development Programme • 107 candidates graduated – Supervisory Development Programme • Employee Wellness Programme • Dedicated staff already appointed to deal with employee wellness issues & implement interventions that will indirectly influence service delivery and increase capacity of existing employees. • Improve education in terms of health and wellness including HIV/AIDS • Managing absenteeism.Reducing ill health and increasing employee morale by providing counseling and other incentives to encourage employees.

12. MANAGING ILL HEALTH AND INCAPACITY • Intervention and management of incapacity leave in the work place • Rehabilitation, re-skilling, re-alignment and retirement of temporary or permanently incapacitated employees is facilitated. • Implement sick leave management in conjunction with health risk management • Prevent abuse of sick leave by managing incapacity and ill-health.