HUMAN RESOURCE : QUARTERLY REPORT PRESENTER: MS N NGELE DEPUTY DIRECTOR-GENERAL: CORPORATE SERVICES to the PORTFOLIO COMMITTEE March 2007

Presentation Structure Progress status Talent Attraction Talent Retention Capacity Building Performance Management Continuous Improvement Initiatives Implementation of HR Turnaround Project (Project Swahina) Transfer of Staff to Water Services 2. Human Resources Road Map 2007

Talent Attraction Critical / strategic posts are being given priority: Chief Financial Officer Chief Director: Internal Audit Heads of Regions: Chief Directors Other critical posts for Branches are being addressed by the project team as part of HR Turnaround initiative. This is at an advanced stage especially where the Branch: Regions, is concerned.

Talent Retention Two initiatives have been identified. Review of salary scales of young technicians and engineers (level 6,7,8) has been completed Payment of scarce skills allowance. Still awaiting approval from Minister of DPSA (Annexure A)

Capacity Building DWAF is implementing a Learning Academy aimed at skills and capacity development in scarce skills areas. This project will not only support DWAF but also aims to service the Sector and other National departments. MOU’s have been signed with the following institutions of higher learning.

First Academic Intake Institutions No. Stellenbosch 15 University of the Western Cape 10 University of Pretoria 20 Tshwane University of Technology 40 Nelson Mandela Metro University Free State University Central University of Technology 11

Capacity Building cont. 2. Executive Coaching – 50% participation of SMS members 3. Training plan and programme has been developed to support the transfer process to municipalities as well as internal capacity building (Annexure B)

Performance Management Clean audit implemented as a performance indicator for all members of the Senior Management Service Final review of performance assessment results for SMS members for 05/06 has been completed All SMS and MMS to be trained on performance management in March 07 - (alignment to strategy and core objectives, content development and compliance)

Continuous Improvement Plan 1. Finalized investigation into the delay in job evaluations 2. Finalized investigation into causes of salary over payment 3. Investigation into bursary administration to be finalized shortly

Implementation of HR turnaround strategy There are many initiatives that are currently in progress. The few that have been completed are: Change management interventions implemented Strategy: Management of exiting aging workforce Capacity assessment Assessment of backlogs completed – task teams assigned to support with clearing of backlogs

Transfer of Staff to WSA Transfers have taken place as follows: Eastern Cape – Transfer to 4 Water Services Authorities Limpopo – Transfer to 3 Water Services Authorities

HR Road Map 07/08 Focus Area Task Area Activity Outputs Organisation Development Organisation Design Creation of new posts Critical vacancies filled Cleaning up of organization structure Accurate and relevant structure Development and standardization of job descriptions Standardized job descriptions Reorganization of HR Aligned HR structure

HR Road Map 07/08 Focus Area Task Area Activity Outputs Recruitment & Selection Attraction of Talent Development of a HR Plan HR Plan aligned to business requirements Filling of critical posts Posts filled Labour Relations Eradication of backlog Finalization of grievances and misconduct Closure on all long outstanding cases

HR Road Map 07/08 Focus Area Task Area Activity Outputs Talent Management Capacity assessment and building Implementation of professional development, non technical internship and learnership Increased interns and learnerships who have successfully completed training Bi lateral co-operation Secondment of Engineers Executive coaching Increased participation Performance management Full compliance Re-engineering induction Well integrated employees

HR Road Map 07/08 Focus Area Task Area Activity Outputs Transactions and Information Management Eradication of backlogs Re-engineering of filing system Accurate and updated filing system Fast tracking Pension payouts Pensions paid Policy and strategy analysis and development HR policies and strategies that are aligned to legislative framework Policy gaps closed Systems availability Systems analysis and development Improved system functionality and quality of data

ENKOSI KE A LEBOGA