Presentation to the Portfolio Committee on Public Service and Administration

1. Presentation to the Portfolio Committee on Public Service and Administration 3rd Quarter Programme and Financial Performance Report 2011/12 Annual Operational Plan (APP) 22 February 2012

2. IntroductionOverview of 3rd Quarter Performance (October - December 2011)Financial Performance Report • Introduction • Overview of 3rd Quarter Performance (October - December 2011) • Financial Performance Report 22

3. Introduction • The 3rd quarter programme report is based on the Revised Annual Operational Plan for 2011/12. • The revision of the APP was done based on; • the audit findings on the quality of and annual performance against the 2010/11 APP • the assessment of the department’s Mid-year performance in September 2011. • As a result of the review process, the indicators were re-defined to improve them, and the APP was re-aligned to the 2011/12 Strategic Plan. • While some delays were experienced during the quarter, there are concerted efforts to ensure that the APP is delivered to the best of the Department’s ability 33

4. Programme 1: Administration • Strengthened our coordination of the work of the G and A Cluster, including the coordination of the implementation of Outcome 12. • Interim financial statements as on 30 Sept 2011 were submitted to National Treasury as required. • Adjusted Estimates as well as draft Estimates of National Expenditure were submitted to National Treasury as required • The Audit report for performance information completed . • Induction for employees(8) plus training of Interns(20) conducted. • Terms of Reference generated for the appointment of an internal IT Steering Committee • Draft Revised HR Plan developed • Communication Policy reviewed • Draft Annual Performance Plan for 2012/13 completed and submitted to National Treasury in September 2011. 44

5. Programme 1: Administration • Due to resource constraints the promotion of access to information act (PAIA) manual could not be translated into all 11 official languages. • The web based programme information and reporting system has not yet been developed . The Department is still exploring other systems. • The Fraud and corruption risk identification process has not yet been completed . However, the process is being fast-tracked following the beefing up of capacity in the Risk Management section. • Delays were experienced in administrative works towards the implementation of the Single Public Service 55

6. Programme 2: Human Resources Management & Development • Skills gap analyses at senior management level were conducted in 46 departments. Final report is being consolidated. • The Policy and handbook on reasonable accommodation, assistive devices and other measures for persons with disabilities in the public service was drafted. • Implementation of Sexual HIV Prevention Program (SHIPP) in Kwa-Zulu Natal, Mpumalanga and Gauteng has been finalized. • The Study on extent and depth of skills in the Public Service based on HR Connect data was continued. • A draft strategy for reducing the average recruitment period in the public service to 6 months and reduces the vacancy rate was completed.  • Draft policy on compulsory training for SMS members developed • Guidelines on Gender Sensitive and Rights Based HIV/AIDS mainstreaming developed 66

7. Programme 2: Human Resources Management & Development • There were challenges in the piloting of the IFMS HR module due to the problems related to double capturing on IFMS HR and PERSAL . • There were delays in the revision of the SMS Handbook due to amount of consultations that needed to be undertaken 77

8. Programme 3: Labour Relations and Remuneration Management • A research study to inform the development of a revised long service recognition policy in the public service has been undertaken . • The Terms of Reference for Government Employees Housing Scheme implementation plan have been developed. • Project scoping on proposals and mechanisms to address challenges related to exit processes for retiring members and payment benefit automation has been finalised. • A Task Team is in the process of developing mechanism for the development of a reporting mechanism for disciplinary cases in the public service. • Information across the public service was received from departments on the number of SMS members who are charged and disciplined for misconduct and/or discharged and PERSAL is being analysed in this regard. • Draft framework on precautionary suspensions developed. 88

9. Programme 3: Labour Relations and Remuneration Management • The Final report on the number of SMS members who are charged and disciplined for misconduct and/or discharged was not completed as planned • A draft preliminary report on departmental survey on the status of management annual and sick leave was not completed as planned • Personnel data was not analysed, research not done and recommendations were not developed on expenditure Review (PER) as well as the cost benefit analysis for the Single Public Service • The policy on the awarding of higher salaries and the changes to salary grading system of the OSD for Allied employees has been delayed due to its dependence on other work on the revised salary grading system and the uniform job evaluation system still being carried out. 99

10. Programme 4: Public Service ICT Management • Validation of ICT infrastructure at connected 100 Thusong service centres checklist was developed; 50 Thusong Service Centres where validated. • The Public schools ICT infrastructure user requirement specifications were developed. • The first draft of the IT security vulnerability assessment methodology was consulted with SITA and Special Investigation Unit (SIU) • The ICT security policies for the public service have been consolidated into one overarching policy document. In addition to this, the Minimum Information Security Standards (MISS) framework has been developed to support the implementation of the policy. 1010

11. Programme 4 : Public Service ICT Management • There were delays in the appointment of a suitable service provider to assist with the development of the Green IT Policy. • The Draft e-government policy was not developed as planned. However, a service provider has been appointed in order to assist the dept with the development of the policy and strategy. • The draft ICT strategy was not finalised through the GITO Council as planned 1111

12. Programme 5: Service Delivery and Organizational Transformation • To improve and promote service delivery, 158 public servants in 110 provincial depts and 48 public servants in national departments were trained in Batho Pele revitalization of the public service. • The department capacitated 51 departments (both national and provincial) to align their organizational structures to their strategic objectives in line with the MPSA directive on organisational structuring. • The draft signage and branding guideline of all public service centres across the country was developed and completed • Service Delivery Improvement (SDIP) workshops were held with 50% of National and 69% for provincial departments. • Baseline studies were undertaken on standards for waiting time for pensions, hospital queues and vehicle licensing centres and a turnaround strategy for processing of identity documents and driver’s license applications have been developed. 1212

13. Organizational Transformation • The drafting of the citizen segmentation model for the public service has been postponed due to limited resources . • Consultative workshops on the draft guideline on signage and branding did not take place as planned. • Access modeling to determine optimum provision of government services was not conducted due to delays in appointing a service provider. • The development of the outsourcing discussion document and assessment instrument will be postponed to the next financial year. 1313

14. Programme 6: Governance & International Relations • The Queue Management System was successfully installed at the Maponya Urban Mall in Soweto. The system is under testing and review. • Employee Satisfaction surveys were conducted in the DPSA and the Northern Cape Office of the Premier. Reports in this regard were produced and submitted to the respective management of the two departments. • All provincial departments in Mpumalanga, Kwa-Zulu Natal, Northern Cape, Eastern Cape and Western Cape were supported to improve the quality of PERSAL HR Information. A Draft progress report has been developed • The Special Anti-Corruption Unit analyzed 300 cases dealing with local government referred to COGTA for action and the anticorruption repository system in the public service has been updated. • Training on cross examination and questioning techniques during corruption hearing cases was completed. 1414

15. Programme 6: Governance & International Relations • Not all the African Peer Review Mechanism (APRM) activities were conducted as a new action plan is being developed by the National Governing Council (NGC) • Work of the Integrated Public Administration and Reform is stalling due to the fact that the Single Public Legislation is yet to be tabled and approved by parliament • The fact that the Special Anti-Corruption Unit has not yet been established as a government component has impacted on its ability to implement some of its activities in its Annual Operational Plan. 1515

16. Factors affecting Implementation across branches • Finalisation of the Single Public Service legislation • Projects that require processes involving the Public Service Coordinating Bargaining Council (PSCBC) in order to table frameworks, guides and policies • Inadequate response from departments with regards to updating of Persal • Finalisation of the PSACU’s corporate form impacting on the filling of required posts to undertake the planned work 2011/12 1616

17. 3rd Quarter Financial Report 1717

18. Actual expenditure per economic classification 1818

19. Projected expenditure per economic classification 1919

20. Spending per programme   2020

21. Spending per programme Cont..   2121

22. 2222

23. 2323

24. The End Siyabonga … 2424