1. 1 5 June 2007 Presentation to the Portfolio Committee on Defence on the Military Skills Development System

2. 2 » Aim –To brief the Portfolio Committee on Defence on the background, current status and way forward of the Military Skills Development System (MSDS)

3. 3 » Scope –Background Aim of the MSDS Relationship with HR Strategy 2010 Relationship with the SANDF’s new service system Marketing and Recruiting MSDS training & utilisation lifecycle Historical migration pattern Rank-age improvements due to MSDS MSDS portable skills –Current Status MSDS as a DOD HR composition component Status per Service and Divisions MSDS Representivity per race and gender –Future Planning Towards annual intakes of 10 000 Implications –Conclusion

4. 4 Background

5. 5 –The Aim is two-fold: The MSDS aims to rejuvenate both the SANDF Regulars and Reserves from the bottom up, thereby enhancing the SANDF’s operational readiness with more young and fit members The MSDS simultaneously imparts functional and life skills that present members with a competitive edge in the open labour market, compared to school leavers who immediately enter the labour market after completing school –The MSDS forms Career Stage 1 of the SANDF’s new three- stage service system and was introduced in Jan 03 –The MSDS has received good publicity in the media –There is continuing interest from other State Depts (eg the Departments of Public Works and Correctional Services) and the private sector to employ former MSDS members –17 093 young people have completed, or are busy completing, MSDS service Aim of the MSDS Background

6. 6 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 2001 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) EFFECTIVEEFFECTIVE EFFICIENTEFFICIENT ECONOMICECONOMIC - A rejuvenated SANDF HR composition(12) PSAP System Employer Agency/ Outsourcing End StatesEnd States Military System M SD CSS SCS - A new way that members serve (28) Relationship with HR Strategy 2010 Legislation Regulations White Papers Resolutions Imperatives Representivity Labour Relations PFM Act Requirements 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 Enablers Background

7. 7 Relationship with the SANDF’s new service system CSS (50 % of Regulars) (Different Combination of Contracts) Mobility Mech 15 year Contract Out or up NCOs and Officers 8 year Contract Feeding for CSS Contracts between 2 and 7 years Feeding enlisted personnel Enlisted Personnel Out Mob Mech required Out or up SCS (1 2,5% of Regulars) Tenure Policy Mobility Mechanism 4 year Contract 8 year Contract Service Timeline Age Line 0 42 2 1017 22 27 283540455160 18 Feeding Reserves MSD (17,5% of Regulars) 2 year Contract Military Hierarchy 2 year Contract 20 Note 1: % refer to ideal DOD-wide distribution 2: Public Service Act Personnel comprise 20% of Regulars New Service System Generic Career Model Background

8. 8 –The target market for the MSDS is current Grade 12 learners, the out of school Grade 12-qualified youth between 18 – 22 years old and graduates up to age 26 years –Recruitment is done according to the Services’ HR Plans and recruiting targets per year –Marketing: DOD career opportunities are advertised in the print media Focussed recruiting drives in all Provinces, concentrating on schools and tertiary educational institutions –At least 4 schools visited per day –Out of school youth reached over weekends DOD career opportunities marketed at career exhibitions, shows and information sessions Talk shows on local radio and TV Walk-in applicants Marketing amongst internal DOD public –Partnerships exist with National Youth Commission, Dept of Education & Local Governments to assist in marketing Marketing and Recruiting Background

9. 9 MSDS Training & Utilisation Lifecycle MARKETING & RECRUITMENT SELECTION & APPOINTMENT TWO YEARS MSDS SERVICE RESERVES OR REGULAR SERVICE SANDF UNITS D HR ACQ SERVICES D HR ACQ REPORTING SA ARMY (2) SAAF (1) SAN (1) SAMHS (1) BASIC MILITARY TRAINING JUNIOR LEADER TRAINING (SELECTED) FUNCTIONAL TRAINING ACADEMIC EDUCATION UTILISATION & DEPLOYMENT RESERVES TRAINING & UTILISATION (PART-TIME 30 DAYS PER YEAR) REGULAR (FULL-TIME) TRAINING & UTILISATION IN CORE SERVICE SYSTEM MSDS YEAR 1 MSDS YEAR 2 SELECTION PROCESS Background

10. 10 2 175 1 966 4 387 4 762 3 906 Note: 17 093 Entered through MSDS

11. 11 Note: 17 093 Entered through MSDS

12. 12 Rank-age Improvement Due to MSDS: Privates aged 18-24 Years 9,1% Note: Strengths are as on 1 April of each year 21,0% 14,7% 50,2% 8,2% 42,6% 34,1% Background

13. 13 Basic Military Training (BMT): All » Drill » Musketry » Fieldcraft » Military Organisation » Dress regulations » Civic Education » Mil Legal » OHS » Military Security » Service Conditions » Sport » Personal Mastery » Water safety » Life skills » First Aid » Map reading Legend » Red – Fully Portable » Blue – Portable with adaptation » Green – Limited Portability Background MSDS Portable Skills

14. 14 –BMT Civic Education Citizenship Mil LegalLegal Process OHSSafety in Workplace Military SecurityPersonal Security Service ConditionsFuture Employment SportTeamwork Personal MasteryPersonal Mastery Water safetyWater safety Life skillsLife skills First AidFirst Aid MusketryHandling of weapon Map readingMap reading Skills Portability: BMT Background MSDS Portable Skills

15. 15 Portability: Functional Trg » SAMHS (All) » SAAF (Artisans) » SAN (Artisans) » HR Practitioners » Supply Support Services » Catering » Ammunition Corps » Policing » Driver Training & Assessment » Engineers » Tactical Intelligence » Communication » Musicians » Protection » Combat Navy Background MSDS Portable Skills

16. 16 Portability: Functional Trg » Infantry » Armour » Arty » AD Arty » Gunners (SAN) Background MSDS Portable Skills

17. 17 Portability: Operating and Missions » Teamwork » Interpersonal skills » Experience » SAPS » Customs Background MSDS Portable Skills

18. 18 Portable Skills Way Forward » The Defence Works Capability/Works Regiment concept is currently being studied – may also provide portable (technical) skills to MSDS members » Partnerships with Employers: –The 2005 SA Army MSDS Intake (completed service Dec 06): 120 placed with ESCOM 85 placed with Dept of Correctional Services 7 placed with Bombela (Gautrain Project) –Continuous liaison with Govt and Private Sector Employers to place former MSDS’s in employment or learnerships (SecDef wrote to DG’s) –R13 500 to be budgeted for each MSDS member wef 2008 intake for formal portable skills transfer before exiting the SANDF Background MSDS Portable Skills

19. 19 Current Status

20. 20 MSDS as a HR Composition Component (22 584) (24) (13 644) (18 587) (8 452) (13 813) (83) Total Full-Time Strength: 77 187 As at 1 May 07 Current Status

21. 21 MSDS Strength per Uniform Type Current Status MSDS Status Per Services & Divisions 69,7%10,7%8,1%11,4% As at 1 May 07 Total No = 8 452

22. 22 MSDS Strength per Service & Division Current Status MSDS Status Per Services & Divisions As at 1 May 07 Total No = 8 452

23. 23 Former MSDS Members Translated to the Regulars (Core Service System) per Service & Division Current Status MSDS Translations to Core Service System Note: 6 691 out of 8 461 (79%) of MSDS members who completed MSDS service have already translated to the CSS

24. 24 MSDS Strength per Uniform Type per Mustering Group Current Status MSDS Status Per Services & Divisions As at 1 May 07

25. 25 MSDS HR Race Composition Compared MSDS Race Composition DOD Race Composition (7 160) (385) (869) (38) (51 656) (9 841) (14 779) (911) As at 1 May 07 Total Strength: 8 452 Total Strength: 77 187 Representivity Per Race As at 1 May 07 Current Status Coloured Indian White African 13% 1% 67% 19%

26. 26 MSDS HR Gender Composition Compared As at 1 May 07 (5 849) (2 603) Total Strength: 8 452 Representivity Per Gender (58 916) (18 271) Total Strength: 77 187 DOD Gender Distribution Current Status

27. 27 Future Planning

28. 28 Funds allocations from National Treasury Fin Year2007/082008/092009/102010/11 2003 CycleRm 132,3Rm 138,9Rm 145,8 Ditto 2006 CycleRm 200Rm 300Rm 315 2007 CycleRm 50Rm 100Rm 300 TotalRm 382,3Rm 538,9Rm 760,8 SA ArmyRm 355,7Rm 485Rm 638,8 SAMHSRm 26,6Rm 53,9Rm 122 Strength/ National Treasury 3350 members 4719 members 6666 members Current Strength8392 MSDS Funding Scenario: 2007/08 MTEF Period Note:RM382,3 fund 3 350 MSDS BUT Currently 8 392 serving MSDS RM538,9 fund 4 719 MSDS ie 5 042 technically not funded RM760,8 fund 6 666 MSDS from the allocation Future Planning

29. 29 Intake CostFin Years 2007/082008/092009/102010/112011/122012/132013/14 Jan 064 342 (9) Jan 073 782 (12)3 782 (9) Jan 085 000 (3)5 000 (12)5 000 (9) Cost (Additional) Rm400,6 Jan 0910 000 (3)10 000 (12)10 000 (9) Cost (Additional)FundedRm777,4 Jan 10NT Rm382,310 000 (3)10 000(12)10 000(9) Cost (Additional)DOD Rm370,0FundedRm1542,6 Jan 11NT Rm538,910 000(3)10 000(12)10 000(9) Cost (Additional)DOD Rm240,3 FundedRm2052,9 Jan 12NT Rm760,810 000(3)10 000(12)10 000(9) Cost (Additional)DOD Rm160,3 FundedRm2363,7 Jan 13NT Rm760,810 000(3)10 000(12) Cost (Additional)DOD Rm414,3 Rm2718,4 Jan 1410 000(3) Cost (Additional)Rm3103,9 PROJECT 24: RECOMMENDED OPTION: JANUARY 2008 INTAKE OF 5 000 AND ANNUAL INTAKES OF 10 000 WEF JANUARY 2009

30. 30 Services/ Divisions Actual Strength Funded Future IntakesCapacity Planning 20062007200820092010-2013 5 000 Intake10 000 Intake SA Army 2 4982 6685002 500 2 5382 9006 6387 100 SA Air Force 486267650 7411 0001 101 SA Navy 462186500 533750793 SAMHS 4932825008201 000 8208261 0001 006 Divisions 403379412 49206120 Total 4 3423 7822 5624 8825 062 5 000 10 000 MSDS: Strength Planning Future Planning

31. 31 Costing Summary - Costs for FY2010/11 – FY13/14 based on assumption that NT allocation of RM760,8 will be maintained throughout - Option 2 will minimise the cost for the in-year adjustment process, although from FY2010/11 onwards the costs for both options will be equal, once Reserves trg for the first intake of 2008 starts Future Planning

32. 32 –Expanded post establishment table (12 000 MSDS nett gain and 3 000 Regulars nett gain – command and control and support staff) –20 000 MSDS in system vs 15 000 required by Defence Update 2006 –More Junior Leaders to be trained for sub-units from current MSDS intake –Strategic Busines Plans, Budgets and HR Support Plans to be amended –Shortened procurement process required (uniforms, ammo) –Urgent repair and preparation of facilities and PME –Command enforcement of support functions required –Expanded medical support required to match expanded trg footprint –ResF Units to be involved in recruiting from the start to ensure that the Reserves feeder cycle works (One Force Concept) –30 June 2007 in-year Fin Supplement to be known (lead times) Implications of 10 000 Intakes Future Planning

33. 33 –Minister of Defence signed Cab Memo on 24 May 07 and Cab Memo submitted to Presidency and relevant Cluster Co- Chairpersons –Clusters are to submit their comments to Presidency –Followed by presentation to Extended Cabinet meeting for ratification –Once approved by Cabinet, project will be incorporated into the Government Programme of Action Way Forward Future Planning

34. 34 –The MSDS has brought about significant improvement in the SANDF’s rank-age profiles at lower rank levels – leading to enhanced operational readiness –17 093 young South Africans completed or are busy completing the programme –The MSDS presents new opportunities for the DOD to form partnerships with other Departments and the Private Sector for employment and learnerships of young South Africans –Expansion of MSDS intakes, with the required funding, (Project 24 of Govt Priorities) will extend sustainable development opportunities to many more young South Africans –The MSDS is an established feature of the RSA’s Youth Development capability and will continue to be enhanced Conclusion

35. 35 Questions and Discussion

36. 36 MEM AND EISP as at 31 May 2007: Approved by Minister of Defence Race and Gender

37. 37 MEM AND EISP as at 31 May 2007: Approved by Minister of Defence (cont) Age Group

38. 38 MEM AND EISP as at 31 May 2007: Approved by Minister of Defence (cont) Age Group

39. 39 MEM AND EISP as at 31 May 2007: Approved by Minister of Defence (cont) Fin year and Budget Holder