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

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

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.

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. This includes 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

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

INTERNSHIPS STATISTICS 2005/06 UNIT AFRICAN ASIAN COLOURED WHITE TOTAL MALE FEMALE IS 6 13 19 HRM 16 20 36 PPM 26 2 1 45 SMU 7 9 Logistical Services 5 Communications 3 Provisioning EPWP KAM Professional Services 11 4 Internal Audit Property Management Supply Chain Management DDG: Operations COO Finance & Procurement ECDP Office of DG Policy Unit Projects & Maint. TOTALS 81 94 179 175 97.77% 0.00% 1.68% 0.56%

Recruitment of mentors. 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)

Bursaries Scarce skills allowance for critical skills. Cont. 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.

Induction and Orientation 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

Employee Wellness Programme 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.

Sick leave & Temporary disabillity leave   Sick leave & Temporary disabillity leave 2003 2004 2005 Total Sick, full pay 17,170.00 20,628.00 19,425.50 57,223.50 Disability, temporary 2,884.00 641.00 231.00 3,756.00 Totals 20,054.00 21269.00 19656.50 60,979.50

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.