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Prepared by the Directorate Human Resource Planning 13 Sept 05

A Report on the implementation of the Mobility/Exit Mechanism for members of the SA National Defence Force, as well as related matters. Prepared by the Directorate Human Resource Planning 13 Sept 05. Aim.

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Prepared by the Directorate Human Resource Planning 13 Sept 05

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  1. A Report on the implementation of the Mobility/Exit Mechanism for members of the SA National Defence Force, as well as related matters Prepared by the Directorate Human Resource Planning 13 Sept 05

  2. Aim • To inform the Portfolio Committee on Defence on the implementation of the Mobility/Exit Mechanism (MEM) for members of the SA National Defence Force and related matters

  3. Scope • Exit Mechanisms • Phase 1: Overview from 1994 to 2005 • Phase 2: Intended implementation period – FY 2005 to 2008 (MTEF) • Phase 3: Intent over the long term • Service systems contract expiry • Update on broad based representivity • Utilisation of the Military Skills Development System • Conclusion

  4. Exit Mechanisms: Phase 1 • Overview 1994 to 2005 • Downsizing/rightsizing origins • Interim Constitution (Act 200 of 1993) Section 236(c) • Consitution (Act 108 of 1996) Section 24(1) of Schedule 6 and Provisions of the Interim Constitution continued in force, Sections 236(1),(2),(3),(6) & (7)(b) & (8), 237(1) and 2(a) • Provisions aimed at the size and affordability of the DOD and informed the Defence Review of 1998 • Envisaged compulsory employer-initiated retrenchment • Overtaken by the availability of the Voluntary Severance Package (VSP) (July 1996) and the Employer Initiated Package (EIP) • The DOD steadily downsized towards 70 000, though natural attrition mainly • Rightsizing = E3 and R3

  5. Exit Mechanisms: Phase 2 • Legal basis • GEPF amended rules 14.8 and 20 • Approval by National Treasury • Minister of Defence (Section 55 of Defence Act [42 of 2002]) • Intent of MEM • Tangible rightsizing progress • Execute realistic succession planning • Guard against the exodus of expertise/scarce skills • Advise members iro career progress as informed by the Transformation and Restructuring imperatives • Choice to accept/reject offer

  6. Exit Mechanisms: Phase 2 (cont) • Guidelines for Succession Planning iro MEM • Are functional groups/musterings constraint by critical shortages • Status of ETD and learner throughput • Maintenance of expertise • Contribution to rightsizing (MTEF & longer) • Contribution to race-rank distribution • “Old” Service System contract expiries and renewal justified • Succession planning: • Role of Services and Divisions

  7. Exit Mechanisms: Phase 2 (cont) • Mobility/Exit Mechanism • MEM is intended to be implemented over a three-year period or longer • Flexibility in number of members who may be progressively identified • Maintain a balance between progressive rightsizing and the retention of critical skills • Tempo: • Planned to allow for re-prioritising Defence Budget • Realistic succession planning • Successive planning for the MTEF planning and budgeting cycles

  8. MEM Departmental Benefits Pension Benefits ito GEPF EXIT PAY: 2 weeks for every full year service, but a minimum of R 15 000.00 payable LEAVE:Payment of leave credit RESETTLEMENT: Actual expenses Less than 10 years service and/or younger than 55 years of age 10 years pensionable service and 55 years or older MEDICAL PROVISION: Plus 10 years service, option to buy into RFMCF up to age 60, and eligible for medical service according to SAHMS provisions PRO-RATA SERVICE BONUS CONTRACTUAL OBLIGATIONS: Released STATE GUARANTEE: Third party debts recovered from exit pay GRATUITY & ANNUITY - NO SCALING DOWN OF PENSION BENEFIT RULE 14.3.3(b) - WITHOUT AN ADDITION OF PENSIONABLE SERVICE RULE 14.2.4(b) OFFICIAL HOUSING: One month’s notice ACTUARIAL INTEREST RULE 14.4.2 SUBSIDISED MOTOR VEHICLE SCHEMES RESKILLING: Maximum of R13 000.00 for reskilling, training for employment opportunities, and entrepreneurial skills MOBILITY/ EXIT MECHANISM FOR SANDF MEMBERS

  9. MEM Planning

  10. MEM Planning (cont)

  11. MEM Planning (cont)

  12. MEM Planning (cont)

  13. Intent over the long term: post 2008 Phase 3 • Difficult to forecast the exact rightsizing results • Identified members may decline offers to exit • Members with high potential may apply and be considered for an offer to exit • A degree of fluidity throughout the implementation of the MEM is expected • Continuous (monthly) monitoring of progress • Representations to Government may be made should the implementation of the MEM over the MTEF period not significantly contribute to rightsizing

  14. Service Systems Contract Expiry Total 171 (48.8%) 130 (37.1%) 36 (10.2%) 13 (3.7%) 350

  15. DOD Race Composition 999 17 246 9 667 48 149 As at 15 August 05

  16. 4 (9%) 54 (33%) 376 (44%) 77 (44%) 657 (28%) 537 (20%) 24 (1%) 1 (1%) 1 185 (49%) 793 (31%) 839 (15%) -438 (-5%) -1 695 (-18%) -994 (-20%) -3 771 (-21%) 76% Black (African, Coloured & Indian) 24% White SANDF’S Race Composition per Rank as at 15 August 05 Gen Lt Gen Maj Gen Brig Gen Col Lt Col Maj Capt LT 2LT Cpln WO1 WO2 SSgt Sgt Cpl L/Cpl PTE Def Rev 100% (1) 5 (71%) 2 (29%) 28 (65%) 15 (35%) 70 (42%) 95 (58%) 263 (31%) 589 (69%) 544 (31%) 1 210 (69%) 1076 (47%) 1 235 (53%) 1 442 (55%) 1 197 (45%) 1 167 (73%) 421 (26%) 322 (76%) 102 (24%) 96 (74%) 34 (26%) 643 (26%) 1 795 (74%) 1 136 (44%) 1 436 (56%) 3 255 (60%) 2 204 (40%) 6 676 (80%) 1 642 (20%) 8 896 (93%) 706 (7%) 4 785 (95%) 270 (5%) 17 070 (96%) 662 (4%) Deviation 1 %

  17. SANDF Gender Distribution per Rank – 15 August 05 Gen Lt Gen Maj Gen Brig Gen Col Lt Col Maj Capt LT 2LT Cpln WO1 WO2 SSgt Sgt Cpl L/Cpl PTE Macro Gender 1 (100%) 7 (100%) 43 (100%) 153 (93%) 12 (7%) 738 (87%) 114 (13%) 1 429 (81%) 325 (19%) 1 694 (73%) 617 (27%) 1 672 (63%) 967 (37%) 1 100 (69%) 488 (31%) 240 (57%) 184 (43%) 117 (90%) 13 (10%) 2 105 (86%) 333 (14%) 2 128 (83%) 444 (17%) 4 380 (80%) 1 079 (20%) 6 825 (82%) 1 493(18%) 8 165 (85%) 1 437 (15%) 4 293 (85%) 762 (15%) 15 407 (87%) 2 325 (13%) Deviation 1% 83% Male 17% Female

  18. MSDS Intakes & Projection SA Navy – 600 SA Medical Health Service -196 Jan 2006 Intake SA Army – 3 000 SA Air Force -196

  19. Regular Force PTE’s Aged between 18 and 24 years old

  20. MSDS Projected Long Term Planning Table Note: Projected Regular Force Strength is 56 000 out of 70 000 total DOD Strength.

  21. MSDS HR Race Composition Compared MSDS Race Composition Total Strength 5 775 DOD Race Composition As at 15 August 05 Total Strength 76 061

  22. MSDS HR Gender Composition Compared Total Strength: 5 775 Total Strength: 76 061

  23. Service System Composition 1 543 102 14 813 26 907 25 035 5 775 Total Strength: 76 061 As at 15 August 2005 1 886

  24. Conclusion Until now, HR rightsizing efforts have been unsatisfactory Depending on progress to rightsize via the MEM, compulsory exits may need to be decided upon later SANDF is on a steady path to migrate from FSS to NSS MEM should contribute to a more balanced demographic composition SANDF will maintain rejuvenation tempo (effect analysis survey)

  25. Discussion and questions

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