1. PRESENTATION TO THE PORTFOLIO COMMITTEE 10 – 11 MARCH 2003

2. CONTENT STAFFING RE-STRUCTURING TRAINING & DEVELOPMENT
REPRESENTIVITY PROFILES

3. MIG (Municipal Infrastructure Grant) Free Basic Services
1. STAFFING
1.1 Priorities
ISRDP/URP
MIG (Municipal Infrastructure Grant)
Free Basic Services
Intergovernmental Fiscal Relations
Local Government Support
Provincial Capacity
Corporate Governance
Communication & Marketing
Information Technology

4. 1.2 STAFFING POSITION FOR dplg
Post category
1 April 2002
28 February 2003
Number of approved posts
Number of filled posts
Number of vacancies
SMS 36 31 5 48 35 13
Middle Management 72 44 28 75 68 7
Lower Posts
142
109 33
147
130 17
TOTAL
250
184 66
270
233 37
Analysis:
Change since 1 April 2002:
20 additional posts created (+8%) of which 12 (60%) are on SMS level.
Number of employees have increased by 49 (+26%).
(2) In view of identified priorities, the post establishment of the Department should increase. The additional post requirements are presently being determined as part of the process of aligning the organisational structure with the revised strategic plan.

5. Consultation with Unions and Staff Developed the draft Strategic Plan
2. RE-STRUCTURING
2.1 Re-Cap
Consultation with Unions and Staff
Developed the draft Strategic Plan
Developed the organisational Structure
Conducted job evaluation
Filled vacancies

6. 2.2 Implementation of Resolution No: 7
PROCESS
PROGRESS
Establish Departmental Task Team
Moratorium on Deputy Director and lower
Vacancy list at DD and lower to Interdepartmental task team
No excess staff
Progress report
Done, August 2002
Done
2.3 IMPLICATIONS
Review of current structure
Review of HR Plan

7. 3. TRAINING AND DEVELOPMENT
3.1 Training provided
TYPE OF TRAINING
SMS
BELOW SMS
Communication
Self Management
Basic Management
Relationship Management
Organisational Development
Computer Skills
PSLDP 2 7 4 9 48 23 11 12 13 71 6
TOTAL 22
184
Total budget for generic & functional training = R
Analysis:
Participation of SMS members in training can be improved.
Participation of other staff on required level.

8. Project & Programme Management Financial Management
3.2 Skills Requirements
Project & Programme Management
Financial Management
Organisational Development
Leadership Development Programme
Social Development
Public Education and Participation
Marketing and relationship management
Communication & Presentation Skills
Self Management
Budget = R

9. 4.EQUITY
4.1 Targets
Expected to achieve Public Service targets by 2005.
dplg developed equity policy and plan.
Targets in dplg plan in line with Public Service targets.

10. 4.2 Public Service and dplg targets
RACE
GENDER
DISABILITY
AFRICAN
COLOURED
ASIAN
WHITE
FEMALE
MALE
71% 4% 2%
23%
49%
51% 3%
4.2.1 In terms of serving personnel numbers (233), these targets implied the following on 28/2/2003
RACE
GENDER
DISABILITY
AFRICAN
COLOURED
ASIAN
WHITE
FEMALE
MALE
165 9 5 54
114
119 7

11. 4. 3 Achievements in terms of targets 4. 3
4.3 Achievements in terms of targets Representivity profile in terms of personnel numbers
DATE
FEMALE
MALE
TOTAL
African
Coloured
Asian
White
Disability
01/04/02 58 4 1 30 2 56 10 21
184
50.5%
49.5%
100%
28/02/03 84 8 35 62 14 7 24
238
55%
45%
Difference
+4.5%
-4.5%

12. 4.3.2 Representivity profile (all levels) compared with targets
CATEGORY
TARGET
CURRENT
GAP
RACE
African
71%
61%
-10%
Coloured 4%
9.2%
+5.2%
Asian 2%
4.6%
+2.6%
White
23%
24.8%
+1.8%
GENDER
Female
49%
55%
+6%
Male
51%
45%
-6%
DISABILITY
All 3%
1.5%
-1.5%

13. 4.3.3 Representivity profile on SMS level compared with targets
CATEGORY
TARGET
POSITION
01/04/02
GAP
28/02/03
ACHIEVEMENT
(2002/03)
Black People at Management level
75%
54.8
-20.2
62.8%
-12.2%
+8%
Women at Management
30%
19.3%
-10.7
17.2%
-12.8%
-2.1%
People with Disabilities 3%
1.6%
-1.4%
1.5%
-1.5%
-0.1%
4.3.4 Position regarding women
On 1 April 2002, there were six female SMS members out of a total of thirty one
serving SMS members.
No progress was made since 1April At this stage there are six
female SMS members out of a total of thirty five serving SMS members.
This calls for extra ordinary steps, which will be covered under
strategy to achieve targets.

14. 4.4 Strategy to achieve targets
Career Development Strategy targeting middle management (female)
Anticipated re-structuring
Envisaged new posts
Recruitment and retention strategy
Focused skills development

15. THANK YOU