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ELRC Budget Three-Year Strategic Plan (2013-2015) & Annual Performance Plan (2014-2016)

Presentation to Parliament. ELRC Budget Three-Year Strategic Plan (2013-2015) & Annual Performance Plan (2014-2016). 16 April 2013. Honourable members of the Education Portfolio Committee:. Ms HH Malgas , Chairperson ANC Ms N Gina ANC Ms NW Madikizela -Mandela ANC

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ELRC Budget Three-Year Strategic Plan (2013-2015) & Annual Performance Plan (2014-2016)

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  1. Presentation to Parliament ELRC BudgetThree-Year Strategic Plan (2013-2015) & Annual Performance Plan (2014-2016) 16 April 2013

  2. Honourable members of the Education Portfolio Committee: Ms HH Malgas, Chairperson ANC Ms N Gina ANC Ms NW Madikizela-Mandela ANC Mr ZS Makhubele ANC Ms AC Mashishi ANC Mr C Moni ANC Ms FF Mushwana ANC Mr JJ Skosana ANC Mr D Smiles DA Ms A Lovemore DA Ms L Adams COPE Mr W Madisha COPE Mr AM Mpontshane IFP Ms HS Msweli IFP Mr MH Hoosen ID Mr NM Kganyago UDM Mr RB Bhoola MF Ms C Dudley ACDP Mr KJ Dikobo AZAPO

  3. Table of Contents: 1. Introduction • Legislative Mandates • Situational Analysis • Strategic Objectives • ELRC Programmes • Programme 1: Dispute Management Services • Programme 2: Collective Bargaining Services • Programme 3: Administration Services • Programme 4: Capital Expenditure 6. Overview of 2013/14 Budget & MTEF Estimates 7. ELRC Organogram

  4. Introduction The Annual Performance Plan, together with the Budget: • Was developed by the management of the ELRC under the guidance of the Accounting Officer; • Is in line with the current Strategic Plan; • Accurately reflects the performance targets which the ELRC will endeavour to achieve given the resources allocated in the budget for 2013/14; Contribute towards the achievement of Outcome 1 (improved quality of basic education); and • Is achievable within the mandate of the Council. An Executive Committee Lekgotla was held in December 2012 with the aim of identifying matters that will contribute towards the continuous improvement of the Council’s performance.

  5. Introduction (Cont.) The Council is confident that the strategic vision and the Annual Performance Plan will deliver improved services in the financial year 2013/14. The strategic outcome oriented goals of the ELRC are: • Proactive dispute prevention and resolution; • Collective bargaining processes that maximizes the scope of the parties’ shared interest; • Appropriate support and training for all involved in dispute resolution and collective bargaining; • Sound communication strategies that support and complement core activities of the Council; and • Research and monitoring and evaluation activities that provide an evidence base for improved policies and policy implementation in basic education.

  6. Legislative Mandates Constitutional:  • Section 23 • Section 28(2) • Section 29(1) • Labour Relations Act (LRA) 66 of 1995 • Employment of Educators Act (EEA) 76 of 1998 Other: • Service Delivery Agreement of the Minister of Basic Education • Action Plan to 2014

  7. Revision to Legislation & Other Mandates Legislative Amendments • Further Education & Training Colleges (FETC) Amendment Act 3 of 2012 • Higher Education & Training Laws Amendment Act 25 of 2010 Other Mandates • ELRC Constitution • Labour Appeal Court (LAC) Rulings

  8. Situational Analysis • Performance Delivery Environment Executive Committee Lekgotla FETC Amendment Act of 2012 Dispute Resolution Efficiencies Dispute Prevention Research

  9. Situational Analysis (Cont.) • Organisational Environment Supply Chain Management Unit Dispute Resolution Practitioners Special Disputes Succession Planning Funding Model

  10. Strategic Objectives • Strategic Goal 1: Provide efficient resolution of disputes within prescribed and pre-approved time limits. • Strategic Goal 2: Assist Provincial Departments of Education in the improvement of resolving grievances by decreasing the number of grievances registered. • Strategic Goal 3: Strengthen the arbitration and conciliation skills of dispute resolution practitioners by providing relevant pre-approved training and development to all parties concerned.

  11. Strategic Objectives (Cont.) • Strategic Goal 4: Facilitate and Promote the collective bargaining process on matters of mutual interest. • Strategic Goal 5: Monitor the implementation of Collective Agreements. • Strategic Goal 6: Maintain good corporate governance and promote organisational effectiveness and efficiency.

  12. Strategic Goals As a way of trying to improve the performance of the Council, the Accounting Authority (EXCO) developed the following strategic goals, that emanated from the EXCO Legotla of December 2012: Strategic Goal 1: To rebuild sound relations between the parties to the Council. Strategic Goal 2: To review structures and strengthening processes of collective bargaining. Strategic Goal 3: To monitor, evaluate and ensure compliance to collective agreements.

  13. Strategic Goals (Cont.) Strategic Goal 4: To develop and implement a dispute prevention strategy. Strategic Goal 5: To enhance good governance with the development and implementation of a risk management strategy, effectiveperformance management of the organization and an investment in human capital development.

  14. ELRC Programmes • Programme 1: Dispute Management Services • Programme 2: Collective Bargaining Services • Programme 3: Administration Services • Programme 4: Capital Expenditure

  15. Programme 1: Dispute Management Services PURPOSE: To manage disputes proactively. • Dispute Prevention • Efficiencies Special Disputes • Training and Development • Professional Development

  16. Strategic Objectives: Dispute Management Services • Strategic Objective 4.1.1 (a): Provision of dispute resolution services • Strategic Objective 4.1.1 (b): Resolution of special disputes involving children

  17. Annual Targets for 2014: Dispute Management Services Performance Indicators and Annual Targets

  18. Programme 2: Collective Bargaining Services PURPOSE: To ensure the development of effective policies in a non disruptive environment. • National • Promotion of collective bargaining • Research

  19. Programme 2: Collective Bargaining Services (Cont.) PROVINCIAL • Information sharing • Consultations • Implementation and monitoring of collective agreements • Dispute prevention

  20. Strategic Objectives: Collective Bargaining Services • Strategic Objective 5.1.1 (a): Collective bargaining on matters of mutual interest in public education • Strategic Objective 5.1.2:Research on teacher wellfare and national development issues

  21. Annual Targets for 2014: Collective Bargaining Services (National) Performance Indicators and Annual Targets

  22. Quarterly Targets for 2014: Collective Bargaining Services (Provincial) Performance Indicators and Quarterly Targets

  23. Quarterly Targets for 2014: Collective Bargaining Services (Provincial) Performance Indicators and Quarterly Targets

  24. Quarterly Targets for 2014: Collective Bargaining Services (Provincial) Performance Indicators and Quarterly Targets

  25. Quarterly Targets for 2014: Collective Bargaining Services (Provincial) Performance Indicators and Quarterly Targets

  26. Programme 3: Administration Services PURPOSE: Provide support services to core operational functions of Council.

  27. Strategic Objectives: Administration Services • Strategic Objective 6.1.1: Maintain and improve the finance administrative system • Strategic Objective 6.1.2: Procure goods and services within policies and guidelines • Strategic Objective 6.1.3: Maintain good labour relations • Strategic Objective 6.1.4: Training and development • Strategic Objective 6.1.5: Ensure a healthy and safe work environment

  28. Strategic Objectives: Administration Services • Strategic Objective 6.1.6: Maintain and improve the premises and security systems respectively • Strategic Objective 6.1.7: Provide reliable information technology and communication systems

  29. Annual Targets and Performance indicators for 2014: Administration Services • Performance Indicators and Annual Targets

  30. Annual Targets and Performance indicators for 2014: Administration Services (Cont.) • Performance Indicators and Annual Targets

  31. Annual Targets and Performance indicators for 2014: Administration Services (Cont.) • Performance Indicators and Annual Targets

  32. Annual Targets and Performance indicators for 2014: Administration Services (Cont.) • Performance Indicators and Annual Targets

  33. Programme 4: Capital Expenditure PURPOSE: Provide necessary capital resources to ensure effective and efficient delivery on Council’s mandates.

  34. Strategic Objectives: Capital Expenditure • Strategic Objective 7.1.1: Manage the property and assets of the Council with focus on increasing effectiveness, economy, transparency and integrity. • Strategic Objective 7.1.2: Timeous procurement to be delivered.

  35. Annual Targets and Performance Indicators for 2014: Capital Expenditure • Performance Indicators and Annual Targets

  36. Overview of 2013/14 Budget & MTEF Estimates

  37. Expenditure

  38. Relating Expenditure Trends to Strategic-Oriented Goals • The core business of Dispute Resolution and Collective Bargaining Services has been allocated 66% of the total budget, up from 56%. • The funding of the Council’s strategic outcome oriented goals has not been compromised. • The expenditure of the ELRC is closely aligned to the income generated. • The funding model is unique and challenging.

  39. Relating Expenditure Trends to Strategic-Oriented Goals (Cont.) • Accumulation of surplus funds. These accumulated reserves are adequate over the MTEF period. • Revenue increases, excluding the transfer from transformation fund and accumulated reserves, from R56.5 million in 2009/10 to R65, 8 million in 2012/13, are due to an increase/decrease in interest from investments and transfers from reserves.

  40. Relating Expenditure Trends to Strategic-Oriented Goals (Cont.) • Expenditure increased from R46 million in 2009/10 to R58,4 million in 2012/13, at an average annual rate of 8,3 percent , mainly due to increase in the staff complement and depreciation in the 2012/13 financial year in anticipation of the increased capital expenditure of refurbishing the Council owned building. • The Council projects that deficits will arise over the MTEF period due to income remaining constant. However, the Council has sufficient reserves to cover this deficit. • It is anticipated that the levies would have to be increased to cover the deficit from the 2016/17 financial year, since the deficits are not sustainable in the long term.

  41. ELRC Organogram 2013/14

  42. Mobilising Employee Services PURPOSE To provide a framework in which recruitment and retention strategies as well as succession plans are developed and implemented within the Council. POLICY STATEMENT • The Council recognises that its most valuable asset is its Human Resources. • A great deal of time and money is invested in recruitment, training and development of employees and as such every effort should be made to retain those employees who have critical skills.

  43. Mobilising Employee Services (Cont.) OBJECTIVES • To provide for special programs to support the recruitment and retention strategy. • To ensure staff retention through succession plans and training and development is implemented. • To ensure that the natural attrition rate is reduced by employing various retention strategies.

  44. THANK YOU.

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