Report on the Implementation of the DOD HR Strategy 2010: Personnel Flow of the Full-Time Component Delegation: SecDef – Mr J.B. Masilela CD HR PP – Dr (Ms) M.L. Ledwaba CD HR Supp – Maj Gen L.S. Mollo D HR Plan – Brig Gen A.L. de Wit D HR Pol Mgmt - Ms T.G. Manzini SSO HR Strat Plan – Capt (SAN) W.J.J. van Niekerk

Aim To brief the Portfolio Committee on Defence on the implementation of the DOD HR Strategy 2010, with particular reference to the management of personnel flow of the Full-Time Component. 4/17/2019

Scope Macro Personnel Strength Evolution. SANDF Service System Evolution. Personnel Budget Evolution. Military Skills Development Progress. DOD Youth Foundation Training Progress. Post Establishment. Age & Stagnation. Rigthsizing. Interim Mobility/Exit Mechanism. The Way Forward. 4/17/2019

Defence Medium Term Policy/Budget Issues Overview Defence Medium Term Policy/Budget Issues Personnel Operating Capital Reduce Increase Combat Support Transformation Medium Term Issue Mandate Combat Ready Forces Operations - Support to People - Regional Security - Comprehensive Capabilities Short Term Long Term 4/17/2019

E3 + R3 Enablers Imperative 2005 2010 Ineffective Establishment Military Strategy - Force Employment - Force Preparation HR 2010 Force Design/ Structure Establishment New Service System Exit/mobility Mechanism* Redeployment Agency HR Policy - Rank/age Pyramid - Representivity Targets - Migration Guidelines Legislation Regulations White Papers Resolutions Imperative Representivity Labour Relations PFM Act Requirements Ineffective Establishment Current HR Composition - Unaffordable - Mismatch - Ratios regulars/reserves - Ratios uniform vs PSAP - Service systems - Age discrepancy - Health status - Stagnation/ throughput - Representivity - Rank/salary level - Corps/mustering 2005 Envisaged HR Composition - Effective - Efficient - Economic - Right Quality - Right Quantity - Right Place E3 + R3 2010 Service Systems HR Composition - Labour peace (5) - Retained operational and functional expertise (6) - Harmony between the uniformed and civilian components (5) - Excellent HR service delivery (8) - An optimally representative DOD (4) - A practised one force model (12) - An affordable DOD HR composition (4) E F C T I V N O M - A rejuvenated SANDF HR composition (12) PSAP System Employer Agency/ Outsourcing End States Military System MSD CSS SCS - A new way that members serve (28) 4/17/2019

Macro Personnel Strength Evolution COMPOSITION FULL-TIME COMPONENT PROJECTED PERSONNEL REDUCTIONS 77 068 Actual Strength (without MSD & CSS) Projection (MSD included) Actual Strength 25426 27597 1721 LTS MTS STS 15055 PSAP 107 Auxillary Force 940 6222 CSS MSDS NOTE: STRENGTH INDICATED AS THE STARTING STRENGTH OF EACH FINANCIAL YEAR AS ON 1 APRIL (except where otherwise indicated) MSD PHASED IN WEF JANUARY 2003 AND CSS PHASED IN JANUARY 2005 4/17/2019

Service Systems Evolution 92 574 86 946 82 605 89 070 77 007 76 346 75 981 77 068 4/17/2019

Current Service System Composition (1 721) Total Strength: 77 068 (107) (27 597) (15 055) (25 426) (6 222) (940) As at 15 Mar 2005 4/17/2019

Personnel Budget Evolution Millions RETRENCHMENT INTEGRATION, MORATORIUM ON PROGRAMMES RETRENCHMENT 14.000 12.000 10.000 8.000 6.000 4.000 2.000 35,14% 37,91% 47,13% 52,93% 57,60% 53,42% 2* 52,92% 2*51,97% 2*52,47% 2* 52% 2* 52% 0.000 94/95 95/96 96/97 97/98 98/99 99/00 00/01 01/02 02/03 03/04 04/05 TOTAL DEFENCE BUDGET TOTAL PERSONNEL BUDGET NOTES: 1* PERSONNEL BUDGET AS % OF TOTAL BUDGET 2* TOTAL DEFENCE BUDGET EXCLUDING SPECIAL DEFENCE PACKAGES 4/17/2019

COMPARISON CURRENT vs NEW SERVICE SYSTEM Average savings R2,1 Billion could result through full implementation 4/17/2019

Personnel Attrition Macro DAP/PSAP Attrition Scarce Mustering Summary per Reason Air Space Control Naval Combat Personnel Engineer Technical Air Technical Aircrew Medical Professional 4/17/2019

Personnel Inflows 2003, 2004, & projected FY 2005/06 (MSDS) As at 15 Mar 05 4/17/2019

HR Race Composition MSDS Race Composition DOD Race Composition Total Strength: 6 222 (623) (55) (4 805) (739) DOD Race Composition (1 006) (17 733) (48 585) (9 744) As at 15 Mar 05 Total Strength: 77 068 4/17/2019

HR Gender Composition As at 15 Mar 05 Total Strength: 6 222 (4 339) (1 883) Total Strength: 77 068 (59 756) (17 312) As at 15 Mar 05 4/17/2019

MSDS Progress PTE's 18 to 24 Years As at 15 Mar 05 8000 6000 Totals 4000 2000 Dec-00 Dec-01 Dec-02 Dec-03 Jan-04 Feb-04 Jun-04 Apr-05 % of Total 9.7 7.0 7.1 16.7 16.2 21.8 21.3 34.5 18 to 24 1949 1271 1163 2688 2579 3475 3502 6351 Snap-Shot Period As at 15 Mar 05 4/17/2019

Appointment Rates in DOD/SANDF Youth Foundation Training Programme Appointment Rates in DOD/SANDF As at 15 Mar 05 4/17/2019

Post Establishment 95 403 77068 As at 15 Mar 05 PSAP DAP NOTE: Approved FTF Posts includes 4 039 (3 927 DAP & 112 PSAP) Training posts. As at 15 Mar 05 4/17/2019

Establishment Rationalisation 75 000 E3 Establishment Establishment Rationalisation Challenge ito Defence Update 2005 Rank/Salary Level Distribution 95 000 Establishment 4/17/2019

Quandrant Explanation of Stagnation +10 Quadrant 1: Rank Stagnation. Low Age. High Rank Experience. Quadrant 4: High Stagnation. Less to No Mobility. High Age and Years in Rankgroup. Years in Rank Quadrant 2: Ideal age and years in rankgroup. No Stagnation. High Potential for Mobility. Experience/Exposure challenge. Quadrant 3: Medium to High Stagnation. Limited mobility. High Age. Rank Exposure. Age 18 yrs +60 yrs 4/17/2019

Menu Options Rank vs Age Dilema Gen Lt Gen Maj Gen Brig Gen Col Lt Col Capt LT 2 LT CPLN WO1 WO2 SSgt Sgt Cpl L/Cpl PTE Age vs Stagnations SA Navy Rank Equivalent 4/17/2019

Promotion Rate in the SANDF Promotion Rate: Officers 1 359 As at 15 Mar 05 4/17/2019

Promotion Rate in the SANDF Promotion Rate: Jun & Sen NCOs 4 514 As at 15 Mar 05 4/17/2019

Personnel Flow Challenges Pers Inflows = Annual Intakes MISMATCH IN CURRENT HR INVENTORY Pers Outflows = Determined Exit Tempo & Attrition Attrition Rightsizing Rejuvenation INTEGRATION INTO CIVIL SOCIETY 4/17/2019

Rightsizing Concept Current Human Resource Career Dev Potential Course Attrition Rightsizing Rejuvenation Current Human Resource Career Dev Potential Course Area Boundness Vacancies Inherent Post Profile Ageing Representivity 4/17/2019

CONCEPT FOR ALTERNATIVE UTILIZATION AND RE-DEPLOYMENT: MEMBERS IN EXCESS RE-SKILLING Service operations REGISTER MEMBER ON DOD EXCESS DATABASE RE-DEPLOYMENT AGENCY (MEMBERS KEEP CURRENT SERVICE BENEFITS & CONDITIONS) TRANSFER MEMBERS PERMANENTLY TO RE-DEPLOYMENT AGENCY RE-DEPLOYMENT - INTER DEPT/LOCAL GOV PARASTATAL - PRIVATE SECTOR - OWN BUSINESS - SPECIAL PROJECTS EXIT MECH OVER TIME PHASE 4 15 MAR 05 STRENGTH = 77 068 PHASE 2 AND 3 PHASE 1 - LABOUR PEACE (5) - RETAINED OPERATIONAL AND FUNCTIONAL EXPERTISE (6) - HARMONY BETWEEN THE UNIFORMED AND CIVILIAN COMPONENTS (5) - EXCELLENT HR SERVICE DELIVERY (8) - AN OPTIMALLY REPRESENTATIVE DOD (4) - A NEW WAY THAT MEMBERS SERVE (28) - A PRACTISED ONE FORCE MODEL (12) - AN AFFORDABLE DOD HR COMPOSITION (4) E C O N M I SERVICE SYSTEMS - A REJUVENATED SANDF HR COMPOSITION (12) PSAP SYSTEM EMPLOYER AGENCY/ OUTSOURCING END STATES HR COMPOSITION MILITARY SYSTEM MSD CSS SCS F T V MEMBERS FIT REQUIREMENT MEMBERS NEED RE-TRAINING AND/OR RE-MUSTERING FOR DOD UTILIZATION MEMBER IN EXCESS E3 + R3 COMPOSITION NO NEED FOR RE-SKILLING AND/OR RE-DEPLOYMENT EXIT MECH NEED FOR RE-SKILLING AND RE-DEPLOYMENT 4/17/2019

IMEM Intent of the IMEM. IMEM Benefits. Plan of Action. Provisional indications of the number of interested members. Timeframe. Current Status. 4/17/2019

The way forward A standing imperative to rightsize/improve HR Flow in order to become more E3. Outcome of Defence Update 2005 will inform process. Approval of IMEM will facilitate process. 4/17/2019

Discussion/questions 4/17/2019 ANOTHER MASTER PIECE BY GANGGOGGA