THE STATUS OF THE NELSON MANDELA MUSEUM DEPARTMENT OF ARTS AND CULTURE 7/6/2018 THE STATUS OF THE NELSON MANDELA MUSEUM Acting Director-General : Arts and Culture Date: 11 OCTOBER 2016

DEPARTMENT OF ARTS AND CULTURE 7/6/2018 PRESENTATION OUTLINE Introduction Status of Council HR related matters Labour related issues Infrastructure related issues Financials Communication Conclusion

INTRODUCTION    The Portfolio Committee of Arts and Culture visited the Nelson Mandela museum on 24 November 2014 The oversight visit was a fact finding mission aimed at: Understanding the challenges that led to qualified audit report Seeking ways to address the challenges confronting the institution A follow-up visit to the NMM by the PC took place on 14-15 September 2016 Main reasons for the oversight visit was to oversee the progress made since their visit in November 2014

INTRODUCTION    The following issues were discussed during the site visit: The status of Council Human resource related matters Organizational Structure; Job descriptions and Performance Agreements 2016/17 not signed Labour related issues The strike; Injury on duty; Shifting of employees during restructuring Communication within the organisation Infrastructure related issues Qunu upgrade; the status of the 3 sites Interest accrued from capital works funding Tools of trade Financials

STATUS OF COUNCIL    The term of the current Council is coming to end on 31 October 2016 and the process of appointing a new Council is at an advanced stage adverts, including interviews of potential candidates completed A ministerial submission on route for approval of recommended candidates The new Council will be inducted as soon as approval is obtained The new Council will take office on 1 November 2016 The Council was represented by Mr Booi during PC oversight visit The PC did not engage with Mr Booi on the day; instead requested that the whole Council attend a PC meeting in Cape Town The aforesaid meeting is scheduled for 11 October 2016

HUMAN RESOURCE RELATED ISSUES    The process undertaken to date to fill the vacant post of the Chief Executive Officer Noteworthy No suitable candidates could be identified from the initial call thus the Council decision to re-advertise the post The 2 preferred candidates identified by the interview panel could not be appointed as a result of the outcome of the screening and vetting process Museum pursued a headhunting process . The identification of potential candidates was to be submitted by 19 August 2016 Council also requested the HR Manager to source quotes for executive search. The request was made on 13 August 2016 and only effected on 22 September 2016. To date no progress has been made in this regard. Action Initiation date Completion date Initial public call for applications January 2016 22 February 2016 Second public call for applications March 2016 22 April 2016 Interview process 22 June 2016 Interview panel teleconference 13 August 2016

HUMAN RESOURCE RELATED ISSUES    The post of the Chief Executive Officer No names have been provided for the headhunting process Feedback awaited from Council regarding the quote for professional executive search services from Woodburn Mann. The quote was circulated on 22 September 2016. Status of vacant post for Senior Manager: Heritage The position was advertised; shortlisting took place; the panel evaluated twelve applicants and only found three qualifying candidates for the position. The resolution was taken by the panel to re-advertise the position with minor adjustments to qualifications and requirements. A second advert was placed in Sunday Times and Daily Dispatch. The closing date was the 9th September. The HR received 14 applications. The panel will be seating soon to compile a shortlist of candidates to be interviewed.

HUMAN RESOURCE RELATED ISSUES    The status of contracts of other Managers Names Position Contract start date Contract end date  Mr M.W Mdludlu CFO 12 September 2011 12 September 2016  Mr D.Z Mqamelo HR M 01 February 2014 02 February 2019    Miss N. Tetani Snr Manager Marketing March 2011 31 March 2017  Mr T.Mkhohliwe Supply Chain Manager 01 November 2013 30 October 2018  Mrs N. Mashalaba Accountant 01 October 2012 01 October 2017 Miss N. Sifika Security Facilities and Logistics Manager 01 June 2013 30 May 2018  Mr S. Makhutha Financial Controller 01April 2014 01April 2019  Miss P. Mandela Education, Programmes and Outreach Manager  02 November 2011  02 November 2016  Ms Malapane Interim CEO  01 July 2016 30 September 2016.

ISSUES RELATING TO HUMAN RESOURCES    Organisational structure Current organisational structure is top heavy i.e. 11 managers and 14 low level workers and also contains unfunded posts Job descriptions No information was provided by NMM on job descriptions As such it is not clear whether all NMM employees have job descriptions and whether the PA are base on the job descriptions. Performance agreements

KEY ACTIONS - HR    Review the current organisational structure – NMM should consider employing an expert to assist with this process Fill all vacant posts The COE post has been vacant for long Two other senior management post are vacant Proper management of employment contracts of SMS Contract of acting CEO and CFO have lapsed Contracts of two other managers coming to an end in 2017 Vetting of employees (NMM contains irreplaceable valuables) Job descriptions for all employees should be developed. All employees should complete performance agreements As per the directive of government, contract employees should be absorbed into the organisation

LABOUR RELATED ISSUES Strike by employees    Strike by employees The employees of the NMM embarked on a strike on 26/08 to 09/09/2016 Their final demand stood at 8% salary increase (from an initial demand of 15%) and a R400 increase in medical aid (i.e. from R1400 to R1800) Noteworthy is that the employees medical benefit has never been increase since 2003. Resolution of the Strike and the agreement with workers The DAC mediated in the following settlement 7% salary increase for low level employees; 6% for middle management; and 5.5% for senior management Medical aid benefit to increase from R1400 to R1700 Medical aid for 2017/18 and 2018/19 to increase by at least R100

LABOUR RELATED ISSUES Injury on duty    Injury on duty Accident resulting to injury of the Driver – Mr Mtshushisi Tyalakhulu. Meeting to be held between Mr Tyalakhulu, CFO and the HR Manager to get facts around the accident. Application forms to be completed to lodge a claim for workmen’s compensation Council to be appraised of the accident and the actions taken as prescribed by law. Disciplinary charges against employees A charge sheet to be prepared and charges to be served to the affected employee. Disciplinary action to be taken in accordance with the prescripts.

INFRASTRUCTURE RELATED ISSUES    The status of the 3 sites – Bhunga, Qunu and Mvezo The marketing material of the NMM still reflects the 3 sites The touring plan of NMM excludes Mvezo – instead tourist are encouraged to visit Mvezo. However, tourists do not have access to Mvezo when they get there. Council to lead the discussions between NMM and Chief Mandela to ensure that Mvezo remains part of the Mandela narrative Qunu Upgrade (R15mil unspent conditional grant) Management to get approval of the implementation of the upgrade plan from council and procure a Project manager and Contractor Use of Interest accrued from Capital works funds Proper accounting of the interest accrued to date by management Tools of trade Replace old laptops and vehicles. Consider approaching private companies for donation of vehicles

FINANCIALS Financial statement misstatements in 2015/16    Financial statement misstatements in 2015/16 Purchase a software to enable proper financial record keeping and accounting De-centralise the finance function (from the CFOs office) and delegate some of the responsibilities to the finance team Irregular and wasteful expenditure incurred during 2015-16 Commission an investigation into the Irregular and Wasteful expenditure Officials responsible / implicated in the investigation to be held accountable. Use of Interest accrued from Capital works funds Proper accounting of the interest accrued to date by management

COMMUNICATION Lack of communication and low staff morale    Lack of communication and low staff morale Develop a schedule of monthly meetings with staff Management should consider holding regular meetings with unions Conduct a staff survey and develop a responsive action plan Museum to organize a team building exercise

CONCLUSION    A detailed work plan with clear timelines will be developed in collaboration with NMM The plan will be presented to the new Council for a buy in A schedule of monthly meeting will be held between the DAC and NMM management to track progress against the plan NMM management to apprise Council and the PC monthly on the progress and challenges

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