1 Presentation to the Portfolio Committee: Water & Environment Presentation by Mr A Bogoshi CD: Human Resources 16 – 17 March 2010 Human resource issues

2 RACE AND GENDER REPRESENTATION AT SMS LEVEL SALARY LEVEL BLACKSINDIANCOLOUREDWHITE MaleFemaleMaleFemaleMaleFemaleMaleFemale No.% % % % % % % % Sub-Tot TOTAL %

3 RACE AND GENDER REPRESENTATION AT SMS COMPOSITE TOTAL BLACK PEOPLE AT SENIOR MANAGEMENT LEVEL: % TOTAL WHITE PEOPLE AT SENIOR MANAGEMENT LEVEL: % GRAND TOTAL: % BLACK WOMEN IN SENIOR MANAGEMENT: % WHITE WOMEN IN SENIOR MANAGEMENT:126.32% GRAND TOTAL: % PERSONS LIVING WITH DISABILITIES: % TOTAL NUMBER OF PUBLIC SERVANTS MEASURED AGAINST:10808 CHALLENGES: 1. Women representation below the 50% target set 2. Disability representation below the 2% target set

4 LEARNING ACADEMY GRADUATE TRAINEES EXPERIENTIAL LEARNERS BURSARSGRADUATES ABSORBED Male: 120 Female: 96 Blacks: 194 Whites: 8 Coloureds: 9 Indian: 5 Male: 13 Female: 8 Blacks: 15 Whites: 1 Coloureds: 3 Indian: 2 Male: 75 Female: 50 Blacks: 83 Whites: 21 Coloureds: 15 Indian: 6 Male: 9 Female: 8 Blacks: 15 White: 0 Coloureds: 1 Indian: 1 Engineering : 81 Science : 114 Forestry : 21 Engineering: 21 Science : 0 Forestry: 0 Engineering : 84 Science : 41 Forestry : 0 Engineering: 0 Science : 17 Forestry : 0

5 WORKFORCE AGE ANALYSIS (TECHNICAL) SALARY LEVEL TOTA L Total

6 BUILDING CAPACITY FOR THE FUTURE  Workforce Planning: Developing a work-force plan for each Brach, Directorate and Sub-Directorate, especially in the areas of Core, Critical and Scarce Skills (CCS) with specific numbers to bring into the system, with defined timelines, qualification, experience and competence requirements.  Attraction & Acquisition: Developing a defined recruitment plan for each Brach, Directorate and Sub- Directorate to ensure that vacancies are filled on time.  Workforce Development: Identify High Performing employees for each Brach, Directorate and Sub- Directorate for development through specially identified development initiatives in line with DWA’s capacity building needs.  Knowledge Transfer: Develop a systematic process of knowledge transfer from prime talent to young talent, with the intention of creating an environment of shadowing, mentoring and coaching.  Workforce Movement: Developing a strategic cross pollination process to provide cover ratio’s in areas of risk through the implementation of a controlled workforce movement process that takes into account the deployment of Core, Critical and Scarce Skills in areas of need  Bought capacity: Develop a systematic process of bringing capacity into the Department at a defined cost as a pool and pipeline for identified Core, Critical and Scarce skills posts.  Young graduates: Continue the feeder scheme currently in operation through the Learning Academy for the infusion of Young Graduates into the Department through permanent appointment into vacant posts.

7 VACANCY RATE PER BRANCH BRANCHFILLEDVACANTTOTALVACANCY % MINISTER / DG / COO / IA CORPORATE S FINANCE REGIONS NWRI POLICY & REG GRAND TOTAL

8 VACANCY PER SALARY LEVEL BRANCH SALARY LEVEL TOTAL MIN/DG/COO/I A CORPORATE SERVICES FINANCE REGIONS NWRI POLICY & REG GRAND TOTAL

9 OCCUPATION SPECIFIC DISPENSATION(OSD) SCOPE OF OSD: PROVIDES FOR A unique salary structure for occupation groups identified for OSD Career pathing opportunities based on competencies, experience, performance and scope of work Adequate pay progression and accelerated pay progression Grade progression and accelerated grade progression based on performance Recognition of appropriate experience Increased competencies Introduction of differentiated salary scales for different categories A change in the pensionable composition of the total cost to employer which will now be a 70/30 split

10 PROGRESS ON OSD LEGAL OSD The submission to implement the Legal OSD has been approved by the Acting DG. The schedules for calculation of payment and translation were sent to the DPSA for final signature and for National Treasury to open the PERSAL codes for implementation. ENGINEERS AND RELATED Departmental summary has been completed Verification of Production and Supervisory levels for Artisans and Technicians were completed last week  Meeting with DPSA held on 11 March 2010 to sample and check the Departmental summary and to sign off for DWA to implement OSD  DPSA has DWA’s process for implementation.

11 ADDITIONAL STAFF TO ESTABISHMENT 1CORPORATE SERVICES 1 2FINANCE 3 3FORESTRY 30 4.OFFICE OF THE MINISTER 6 5.OFFICE OF THE DG 4 6.NMRI 20 7.POLICY AND REGULATION 1 8.REGIONS 362 TOTAL 429

12 BUDGETING FOR RETIRING STAFF The Department is responsible to budget for the payment of leave gratuities of employees that may retire at the age of The budgeted amount is aggregated based on the assumption that employees normally retire at age 65, however it is prudent to estimate for ages as employees may retire any time then A Total of 1128 employees are illegible for retirement in the next financial year and the estimated cost will be = R

13 THANK YOU