OCCUPATIONAL SPECIFIC DISPENSATION

1. OCCUPATIONAL SPECIFIC DISPENSATION Portfolio Committee Presented by: CDC Corporate Services Date: 2008

2. CONTENT • Purpose • Background • General Principles of OSD • OSD for Correctional Officers • Nursing OSD • Social Workers OSD • Legal Services OSD • Educators OSD • Financial implications

3. PURPOSE • The purpose of this presentation is to provide a progress report on: • Development of the OSD for Correctional Officers • The participation in the development and implementation of the OSD’s for other occupational categories in the DCS

4. BACKGROUND • Public Service Coordinating Bargaining Council (PSCBC) Resolution 1 of 2007 provides for the development and implementation of occupational dispensations for identified occupational categories • Owing to the nature of DCS business, all the OSD’s referred to in the Resolution are applicable to the Department • DCS is responsible for the development, of the OSD for Correctional Officers • The role of DCS in the other OSD’s includes participation in the development and implementation for the relevant occupations in DCS

5. GENERAL PRINCIPLES OF OSD • A unique salary structure per occupation • Centrally determined grading structures and broad job profiles • Clear requirements for appointment and promotion • Improved career pathing opportunities based on competencies, experience and performance; and • Meaningful pay progression within the salary level.

6. OSD FOR CORRECTIONAL OFFICERS • In terms of paragraph 4.14.3.4 of PSCBC Resolution 1 of 2007 a revised salary structure shall be implemented in respect of Correctional Officers with effect from 1 July 2008. • The objective of this new salary structure, as with all other OSD’s for their relevant occupations, is to attract and retain skilled employees. • Coincides with the Department’s longstanding plan to enhance and refine the jobs of Correctional Officers in line with the White Paper on Corrections and improve their conditions of service

7. PROGRESS OSD FOR CORRECTIONAL OFFICERS • An OSD structure with three streams has been developed and approved. The three streams are: • Security • Corrections • Social Reintegration • Job descriptions and grading of the jobs for the different work streams have been done • Draft career pathing framework has been developed and is being refined (see below) • Regions in process of updating and collating qualification and experience information on the Personnel and Salary Administration System (PERSAL) for use in the conversion process • Continuous consultation with Unions in multilateral meetings

8. CAREER PATH FOR SECURITY, CORRECTIONS AND COMMUNITY CORRECTIONS Head Correctional Centre Head Community Corrections Centre Coordinator Corrections Centre Coordinator Security Management Reintegration Manager Senior Reintegration Officer Security Manager Unit Manager Case Management Supervisor Reintegration Officer Senior Security Officer SecurityOfficer Case Officer Community Profiling Officer Integrated Security Officer ASSESSMENT Trainee

9. OSD FOR CORRECTIONAL OFFICERS Aims to: • Elevate those correctional officers working directly with the offenders • Provide a clear “professional” career ladder for security, corrections (including community corrections) officers • Incorporate discipline and performance as a requirement for advancement • Provide a meaningful increase in the overall package of Correctional Officers and limit payment of weekend overtime • Reduce the number of notches in the salary levels and thus allow Correctional Officers the opportunity for meaningful (greater increases in salary) grade progression

10. OSD FOR CORRECTIONAL OFFICERS Also aims to : • Allow for the more rapid development of “para professionals” in corrections from amongst experienced members. • Supports the process of organisational realignment whereby the structure supports the functions that are performed at correctional centres • Introduces a team approach and management structures to enhance control and ensure that the correctional officer becomes a team player and there is more accountability within a smaller unit

11. DEVELOPMENT OF THE FRAMEWORK INCLUDES • Appointment requirements in line with more professional Correctional officers • Remuneration structure, including number of notches and percentages • Progression to higher levels – where this will require a post promotion or a rank promotion • Frequency of pay progression; Accelerated progression for those who perform better e.g. where it may take an average performer 10 years to move to a higher rank, it may take a better performer half the time.

12. OSD FOR NURSES • Implementation effective date: 1 July 2007 • As at 30 April 2008 all nurses who were in service on 30 June 2007 were translated in line with the Primary Health Care (PHC) stream of the Nursing OSD • A total of 621 Nurses have been translated to the Nursing OSD. • Total of R 27 million spent thus far on translations / conversions • Only outstanding cases are those of Operational Managers and some cases which require rectification because of incorrect / insufficient information provided

13. OSD FOR SOCIAL WORKERS • Implementation date: 1 April 2008 • The DCS technical team is participating in the development of the OSD framework. • Framework was submitted to the Mandate Committee on 7 May 2008. • 521 filled Social Worker posts currently in DCS out of a total of 773 • Costing has been done for the next 4 years

14. OSD FOR LEGAL PROFESSIONALS • Implementation date: 1 July 2007 • Agreement signed in April 2008 with labour • Implementation directive received • Total number covered by this OSD: 22 out of a total of 41 financed posts

15. OSD FOR EDUCATORS • Implementation date: 1 January 2008 (school based); 1 April 2008 (Office based Educators); 1 April 2008 (Educator Specialists) • Signed resolution from Education Labour Relations Council (ELRC) only obtained from DPSA on 21 April 2008; awaiting implementation directive from DPSA. • Due date for the finalisation of the implementation directive – 30 June 2008 • Total number of Educators to be translated – 449 out of a total of 571 financed posts.

16. OSD FOR MEDICAL AND PHARMACISTS • Implementation date: 1 July 2008 • DCS technical team participating in development of framework • Stream created specifically for DCS medical personnel • Total number of filled pharmacist posts (23 out of 47 financed posts) • Total number of filled medical practitioner posts (9 out of 19 financed posts)

17. FINANCIAL IMPLICATIONS OF OSD’S

18. TIMEFRAMES

19. CHALLENGES • PSCBC Resolution 1 of 2007 has major financial implications • Linking of OSD to 7 – day establishment • Budget shortfalls for implementation of OSD • Tight timeframes for completion and rollout of the OSD • Envisaged drawn out negotiation period • Freeing trained Correctional Officers performing other duties e.g. HR, Finances etc.

20. CONCLUSION • It is envisaged that the implementation of Occupational Specific Dispensation for the different Occupational Classes will standardise compensation in the public service and curb poaching and job hopping. • Above all of this, the Department of Correctional Services still needs to put double its efforts in order to change the working environment and the image of the Department to that of a professional Correctional Service. • Provides an opportunity to attract and retain scarce skills through payment of allowances as provided in Resolution 1 of 2007.

21. THANK YOU Renewing our Pledge: A National Partnership to Correct, Rehabilitate and Reintegrate Offenders for a safer and secure South Africa