Status of Vacancies Disciplinary Cases Shift Pattern Select Committee Meeting 13 June 2018

PURPOSE The purpose of the presentation is to brief members of the select committee on: The vacancy rate for positions at coal face. Outcomes of investigations and disciplinary action in relation to smuggling of weapons, cell phones and contraband in DCS facilities

STATUS OF VACANCIES PER REGION FILLED VACANT TOTAL VACANCY RATE Eastern Cape 5079 420 5499 7.6% FS & NC 5348 279 5627 5.0% Gauteng 8390 222 8612 2.6% Head Office 1059 305 1364 22.4% KZN 6496 362 6858 5.3% LMN 5753 227 5980 3.8% Western Cape 7171 351 7522 4.7% 39 296 2 166 41 462 5.2% EC 5079 / 5499 92.4% FS 5348 / 5627 95% GP 8390 / 8612 97.4% HO 1059 / 1364 77.6% KZN 6496 / 6858 94.7% LMN 5753 /5980 96.2% WC 7171 /7522 95.3%

STATUS OF CAPACITY: CORE AND SUPPORT CATEGORY NUMBER OF STAFF PERCENTAGE OF STAFF Professional and Other OSD Officials Performing Duties At Head Office/Region/Area 2867 7.30% Officials Working at Head Office/Region and Area Level 1821 4.63% Professional and Other OSD Officials Performing Duties at Correctional Centre Level 2205 5.61% Centre Based Correctional Officials Working at Correctional Centre Level 32403 82.46% Total 39296 100.00 NUMBER OF OFFICIALS PER BUDGET PROGRAMME TOTAL DCS:ADMINISTRATION 6103 (15.53%) DCS:CARE 1820 (4.63%) DCS:INCARCERATION 27141 (69.07%) DCS:REHABILITATION 2189 (5.57%) DCS:SOCIAL REINTEGRATION 2043 (5.20%) GRAND TOTAL 39296 According to the above table, 88% of staff are core and 12% are support staff. Core staff are defined as the staff at the correctional centres If core and support is considered in terms of Budget Programme – 6103 (15.53%) officials are under the Programme Administration (support) and the rest are in the core budget programmes.

STATUS OF NON SMS VACANCIES PER SALARY LEVEL FILLED VACANT TOTAL VACANCY RATE 02 1 03 25 26 3.9 04 62 2 64 3.1 05 17382 298 17680 0.6 06 5544 165 5709 2.9 07 2921 229 3150 7.3 08 8576 543 9119 6.0 09 1772 321 2093 22.1 10 1757 300 2057 14.6 11 611 145 756 19.2 12 470 122 592 20.6 39 121 2 126 41 247 5.15 %

STATUS OF VACANCIES FOR SCARCE & CRITICAL SKILLS FILLED VACANT TOTAL VACANCY RATE Artisan 390 246 636 38.7% Correctional Official (CB) 32709 878 33587 2.6% Correctional Official (NCB) 1515 129 1644 7.8% Engineers 28 24 52 46.2% Environmental Health 2   0.0% Legal Services 15 43 34.9% Medical Officers 10 8 18 44.4% Pharmacists 41 11 21.2% Professional Nurses 886 139 1025 13.6% Educationists 521 80 601 13.3% Psychologists 79 16 95 16.8% Social Workers 595 638 6.7% 36 804 1 589 38 393 4.14 %

PROGRESS WITH THE FILLING OF VACANCIES Although the Department has a funded establishment of 41462 reflected on PERSAL, the Department’s actual funded establishment is 39 101 according to the Human Resources Budgeting and Planning Tool. Consequently, during 2017/18, the Department placed a partial moratorium on the filling of positions. From the funds generated from natural attrition the Department prioritised the filling of the following categories of positions: Heads of Correctional Centres and Heads of Community Correction Community Corrections Production posts Absorption of centre based auxiliary officers (previous learners) who were on contract Senior Management Service (SMS) posts Allocations were also made to regions to fill rehabilitation and other critical positions at the correctional centres

DISCIPLINARY CASES Below is a summary of the disciplinary cases handled related to smuggling and escapes. NATURE OF INCIDENT FINANCIAL YEAR GRAND TOTAL 2015/2016 2016/2017 2017/2018 SMUGGLING 55 58 168 ESCAPE 52 65 172 107 120 113 340

SHIFT PATTERN In terms of the Labour Court Judgment, the Department may only implement a revised shift pattern/s on conclusion of engagements on the matter i.e. signing of an agreement in the Departmental Bargaining Chamber. The Department in conjunction with organized labour, continues to pursue the shift system that aims to achieve the following objectives: Adherence to the provisions of a structured day programme; Provision of the three-meal-system; Effective utilisation of the available human resources; Cost effective overtime payment; Promotion of work life balance for Correctional Officials; Enhancement of security for members, inmates and stakeholders; Compliance to the Basic Conditions of Employment Act; Compliance to the White Paper on Corrections, White Paper on Remand Detention and other prescripts and mandates; and Proper implementation of the 7-day establishment. The major constraint in the development of the shift pattern is that it has to be developed within the current reduced staffing levels and compensation of employee budget while still meeting the requirements stipulated above. A Task Team comprising of organised labour and members of the Department has been set up with a view to developing a shift permutation that can be agreed upon by all parties at the Departmental Bargaining Chamber.

Thank You Thank You