1. 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

2. 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

3. 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

4. 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

5. 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

6. 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

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

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

9. 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

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

11. 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

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

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

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

15. 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

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

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

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

19. 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

20. 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

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

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

23. 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

24. 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

25. 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 =
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

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

27. 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

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