development of common hrm&d norms and standards · pdf filehrm&d norms and standards...

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DEVELOPMENT OF COMMON DEVELOPMENT OF COMMON HRM&D NORMS AND STANDARDS HRM&D NORMS AND STANDARDS FOR A SINGLE PUBLIC SERVICE FOR A SINGLE PUBLIC SERVICE

HRM STEERING COMMITTEE HRM STEERING COMMITTEE

Burgers Park Hotel Burgers Park Hotel

23 January 200823 January 2008Leon Pretorius Leon Pretorius

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OVERVIEWOVERVIEW

• Objectives• Scope • Methodology• Fieldwork findings• Framework for Norms and Standards• Functional Practices• Way forward

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PROJECT OBJECTIVESPROJECT OBJECTIVES

The objectives of this project were broadly to –define the concept of norms and standards and develop norms and standards relating to employment practices and human resource development for the three spheres of government;scope and document HRM&D policies and practices to determine currently prevailing norms and standards;conduct research on human resource management and development legislation, policies and practices, with particularemphasis on the sphere of local government; andscope and document similarities and differences in the labourrelations frameworks applicable to national, provincial and local government.

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PROJECT SCOPE PROJECT SCOPE

• To review prevailing human resource management legislation, policies and practices in local government and the Public Service, and to develop a common set of norms and standards pertaining to employment practices, including, inter alia –• Human Resource Planning and Employment Equity;• Recruitment and selection;• Conditions for employment;• Career management and promotions;• Retention measures;• Mobility arrangements between spheres, including but not

limited to transfers and secondments;

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PROJECT SCOPE (2)PROJECT SCOPE (2)

• Employee performance management systems;• Competency frameworks;• Financial disclosure;• Human resource development; • Labour/employee relations; and• HRIS/Organisational systems.

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POLICY IMPACTPOLICY IMPACT

The set of common norms and standards developed by this project needs to be in synergy with the envisaged Public Administration Management Act and must inform/support the development of regulations and policies

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OUTPUTSOUTPUTS

A research report with a comparative analysis of the prevailing employment legislation, policies and practices Proposals on common norms and standardsProposals regarding areas where common norms and standards are not feasibleA roadmap for implementation

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Project Phases

1. Project initiation

2. Development of project plan and research methodology

3. Desktop research

4. Detailed information gathering/fieldwork

5. Validation/consultation on findings and proposals

6. Compilation of final report

7. Project Closure

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METHODOLOGYMETHODOLOGY

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PROCESS PROCESS

Individual Interviews:10 National Departments4 Provincial Departments

16 Municipalities

Provincial Workshops:172 Municipalities in workshops61% of all municipalities participated in all nine provinces

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PROCESS (2)PROCESS (2)

National Departments:Department of Land AffairsDepartment of EducationDepartment of Provincial and Local GovernmentDepartment of Public Service and AdministrationNational Department of HealthDepartment of LabourDepartment of Foreign AffairsSouth African Police ServiceDepartment of DefenceDepartment of Water Affairs and Forestry

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PROCESS (3)PROCESS (3)

Provincial Departments:Gauteng: Department of Local GovernmentLimpopo: Office of the PremierKwaZulu-Natal: Department of HealthWestern Cape: Department of Local Government

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PROCESS (4)

Municipalities:Waterberg (LP)Modimolle (LP)Polokwane (LP)Ethekwini (KZN)Ekurhuleni (GP)Midvaal (GP)City of Cape TownCape Winelands (WC)Saldanha (WC)Overstrand (WC)Nelson Mandela (EC)Amatole (EC)Great Kei (EC)

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PROCESS (5)

Municipalities:Camdeboo (EC)Francis Baard (NC)Gamagara (NC)Rustenburg (NW)

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PROCESS (6)

Validation:Reference groupSteering CommitteeSix workshops:

Gauteng, Limpopo, North WestFree State, Northern CapeWestern CapeEastern CapeKZNNational and Provincial Departments

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PROCESS (7)

Attendance in Workshops National Departments -17Provincial Departments - 53Municipalities – 154 (54% of all municipalities)

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FIELDWORK OBSERVATIONSFIELDWORK OBSERVATIONS

Long periods for filling vacanciesIn some instances whole top structure is replaced after electionsEmployees are acting for long periods in vacant postsUnions are strongly involved in development of HR policies used in municipalities and most of the policies are based on collective bargaining

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OBJECTIVES OF N&SOBJECTIVES OF N&S

To increase operational efficiency and effectiveness of public administration institutionsTo support the notion of Strategic HRMTo harmonize HRM&D practices in public administration institutionsTo provide measurable values against which the management and development of human resources may be monitored and evaluated

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Norms & StandardsNorms & Standards

A norm can generally be defined as a preference to act in a particular manner; it can also be a set of agreed principles to be applied. In the context of HRM&D norms present the baseline according to which the MPSA, EAs and heads of institutions may execute their powers and responsibilities A standard can be defined as the minimum measure or level at which HRM&D services must be delivered and it can have a time, cost, quality/quantity or equity dimension The MPSA must define such norms and standards and give effect thereto by making regulations, determinations and directives

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NORMS AND STANDARDS FRAMEWORKNORMS AND STANDARDS FRAMEWORK

Practice 10: Financial

Disclosure

Practice 9:Professional

Conduct

Practice 5:

Appointment, Transfer,

Promotion, Termination

Practice 1:

Delegation, Authorisation, Responsibility Practice 2:

HR Planning & Development

Practice 3: HR Information

Management

Practice 4:Working

Environment

Practice 6:Performance Management

Practice 7:HR

Development

Practice 8:Labour

Relations

NAT

ION

AL

PRO

VINCIALLOCAL

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FUNCTIONAL PRACTICESFUNCTIONAL PRACTICES

Delegations, Authorisations and Responsibilities

FOCUS AREA OBJECTIVE

Delegations To establish authorisations and responsibilities for HRM&D in a unified public administration

Responsibilities of EAs To establish the responsibilities of EAs in relation to HRM&D

Responsibilities of Heads of public administration institutions

To establish the responsibilities of HoDs in relation to HRM&D

Monitoring and Evaluation

To enable public administration institutions to assess implementation, impact, efficiency, effectiveness etc. in relation to programmes and the stated objectives

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Human Resource Planning and Development

FOCUS AREA OBJECTIVE

Planning and development in support of service delivery objectives

To ensure effective and accountable HRM&D in a manner that optimises public administration institutions’ service objectives.

Strategic Planning To determine the overall strategic direction and priorities, as well as the institutional purpose and objectives and how they are to be achieved, setting out the mission and vision statements and the medium and long-term strategic objectives of public administration institutions.

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Human Resource Planning and DevelopmentFOCUS AREA OBJECTIVE Service delivery improvement programmefor HRM&D

To plan for delivering the public administration institution’s services, taking into account HRM&D needs and its annual budget, indicating projections for each month, including operational and capital expenditure, as well as service delivery targets and performance indicators.

Capacity building and organisationaldevelopment

To structure the functions of HRM&D towards efficient and effective internal executing mechanisms to optimally develop the human resources of public administration institutions.

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FOCUS AREA OBJECTIVE Human Resource Planning

To plan and align HRM&D with the Strategic Plan/Integrated Development Plan of public administration institutions thereby ensuring that both current and future human resource needs are met as well as potential challenges identified and managed in order to constantly achieve the strategic and service delivery objectives of public administration institutions.

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FOCUS AREA OBJECTIVE Mainstreaming of human rights-based issues

To ensure that human rights-based aspects of particular designated groups are mainstreamed in the public administration.

Employment equity and affirmative action measures

To transform the public administration by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination and implementing measures to redress the disadvantages in employment experienced by designated groups in order to ensure their equitable representation in all occupational categories and levels in the workforce

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FOCUS AREA OBJECTIVE Gender equity To develop, implement and accelerate

employment equity plans and affirmative action measures to ensure the fair and just distribution of all opportunities and resources between women and in the public administration.

Employment of persons with disabilities

To develop, implement and accelerate affirmative action plans and measures targeting the employment of persons with disabilities in public administration institutions.

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FOCUS AREA OBJECTIVE Creation and filling of posts

To establish processes to create posts on the establishment of public administration institutions, and engage in actions to appoint employees in such posts.

Additional employment To provide for the employment of persons additional to the approved establishment of public administration institutions.

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FOCUS AREA OBJECTIVE Job descriptions and job titles

To document and describe the post level, job purpose, main objectives, inherent competency requirements, requirements for promotion or progression to the next salary level, and other requirements that should be satisfied by the incumbents of post in the public administration.

Job evaluation To establish processes whereby the relative value and related salary level of different posts in the public administration are determined t ensure that work of equal value is remunerated equally .

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FOCUS AREA OBJECTIVE Career development To provide effective career development

opportunities for employees as part of the strategic framework for effective human resource development in the public administration.

Talent management and retention of critical skills

To manage talent and to retain critical skills and scarce occupations in the public administration.

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FOCUS AREA OBJECTIVE Succession planning To plan for the development of a suitable

pool of potential candidates for management levels and critical skills and scares occupations as indicated in the public administration institution's HR plan

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Human Resource Information Management

FOCUS AREA OBJECTIVE Management of public administration information

To regulate the management of public administration information

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Working Environment

FOCUS AREA OBJECTIVE Working environment To ensure the productivity, health and

wellness of employees and safety of the working environment and work facilities in all public administration institutions.

Working hours To determine the work week and daily hours of work for employees in the public administration.

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Working Environment

FOCUS AREA OBJECTIVE Emergency work To mobilise employees in an emergency

situation or to place employees on standby for possible mobilisation.

Health and safety To establish and maintain a safe and healthy work environment for all employees of a public administration institution

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Working Environment

FOCUS AREA OBJECTIVE Employee health and wellness

To accommodate all aspects of the health and equality of work-life of the employees that may impact on their productivity and ability to perform their designated duties.

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Appointments, Transfers, Promotions and Terminations of Service

FOCUS AREA OBJECTIVE Acquisition and deployment of employees

To ensure procedurally fair and objective procedures for the attainment and deployment of employees

Conditions of employment

To determine the conditions under which employees are appointed in the public administration

Re-appointment To re-appoint former employees in the public administration.

Acting in posts To direct employees to temporarily perform any functions other than those ordinarily assigned to the employee or appropriate to her or his grade or post.

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FOCUS AREA OBJECTIVE Determination of requirements for employment

To determine the composite requirements for employment in any post or group of posts or occupational-specific dispensations on the basis of the inherent requirements of the respective jobs.

Recruitment To establish, through advertising, a pool of potential candidates from which selections can be made.

Selection To provide processes that are procedurally fair and objective to select persons who applied and qualify for appointment in advertised posts.

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FOCUS AREA OBJECTIVE Medical, psychological and other similar assessments

To regulate medical, psychological and other similar assessments of employees as required by legislation or by particular professions.

Induction and orientation To induct or orientate new employees in public administration institutions.

Employment contracts To provide for employment contracts and to indicate the requirements with regard thereto.

Probation To allow newly-appointed employees in public administration institutions to serve probationary periods, and to make provision for the management of their progress during such period.

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FOCUS AREA OBJECTIVE Transfers and deployments

To enable an employee of a public administration institution to be appointed or transferred to a similar or other capacity in a post of equal, higher or lower grading in the same or another public administration institution.

Secondment To place employees at the disposal of other institutions or organisations for a particular service and for a stated period in the RSA or abroad.

Promotion To promote employees, in exceptional cases, to higher levels without having followed a process of open competition for the filling of such posts/positions.

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FOCUS AREA OBJECTIVE Dismissal To allow the employer to terminate the

services of employeesResignation To allow employees the voluntarily

termination of their services in the public administration.

Exit interviews To conduct interviews with employees at the time of the termination of their services to obtain information related to their prior employment and reasons for leaving the public administration

Retirement To make provision for the retirement from service by permanently employed employees

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FOCUS AREA OBJECTIVE Membership of the National Assembly, Provincial Legislature, National Council of Provinces or Municipal Councils

To provide for the resignation of employees who become members of the National Assembly, Provincial Legislature, National Council of Provinces or Municipal Councils

Employee records To provide for the maintenance of records of all posts on the approved establishment of public administration institutions.

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Performance ManagementFOCUS AREA OBJECTIVE Employee performance management systems

To manage and develop employee behaviour towards the achievement of the public administration institution’s strategic goals; determine correct activities as well as the evaluation and recognition of the execution of tasks/duties with the aim of enhancing their efficiency and effectiveness; and a means of improving results by institutions, teams and individuals by managing performance within an agreed framework of planned goals, objectives, standards and incentives

Performance agreements To establish agreement on the content and level of performance and expected deliverables of employees.

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Performance Management

FOCUS AREA OBJECTIVE Assessment of performance

To assess the performance and development of employees in relation to the achievement of key criteria as contained in their performance agreement/work plan

Moderation arrangements To ensure equality and consistency in the application of the performance management system of a public administration institution.

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Performance Management

FOCUS AREA OBJECTIVE Performance incentive schemes

To enable public administration institutions to acknowledge outstanding performance and to consider performance rewards to employees for such sustained performance.

Assessment of compliance

To assess the level of compliance in public administration institutions in the application of their performance management system, and to review the appropriateness and effectiveness thereof.

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Human Resource Development (HRD)

FOCUS AREA OBJECTIVE Human Resource Development in the public administration

To provide for the development of the competence of employees in the public administration within a structured Human Resource Development (HRD) strategic and career development framework.

Public administration HRD Strategic Framework

To provide strategic framework for HRD in the public administration.

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Human Resource Development (HRD)

FOCUS AREA OBJECTIVE Competency frameworks/occupational specific competencies

To indicate the minimum inherent competencies required to perform the functions of such jobs.

Bursary schemes/education, training and development assistance

To grant financial or other assistance to employees for any study, education, training and development or research which will contribute to the performance of the work of their public administration institution

Learnerships and internships

To manage learnerships and internships in the public administration

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Labour Relations

FOCUS AREA OBJECTIVE Management of labourrelations

To provide for the effective management of labour relations in the public administration

Membership and association of employees of the senior management cadre

To determine the role of senior management in the collective bargaining process

Collective bargaining structures

To provide for sector bargaining councils in the public administration

Implementation of collective agreements

To manage the impact and application of collective agreements in the public administration

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Labour Relations

FOCUS AREA OBJECTIVE Essential services To make provision for the declaration and

management of essential services in the public administration.

Mandating and management of negotiations

To provide mandates for collective bargaining in the public administration.

Matters with fiscal implication

To regulate the conclusion of agreements with fiscal implications

Dispute management To provide for dispute procedures to deal with disputes emanating from collective bargaining structures.

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Professional Conduct

FOCUS AREA OBJECTIVE Code of Conduct To provide for a Code of Conduct for all

employees of the public administration.Other remunerative work by employees

To regulate the performance of remunerative work outside an employee’s employment in the public administration.

Conduct of employees or former employees participating in award of work to service providers

To regulate the conduct of employees or former employees participating in award of work to service providers

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Professional Conduct

FOCUS AREA OBJECTIVE Grievance management To resolve or redress employee grievances.

Discipline management To institute corrective disciplinary measures in a prompt, fair, consistent and progressive manner.

Investigation by the Minister

To provide for the Minister to conduct investigations into non-compliance with the Act and take remedial steps and make a decision which could be deemed to be the decision of the relevant functionary

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Financial Disclosure by Heads of Public Administration Institutions and Designated Employees

FOCUS AREA OBJECTIVE Financial Disclosure Framework

To provide for the financial disclosure by Heads of public administration institutions and designated employees

Register and functions of “Director-General: of the Public Service Commission.”

To provide for a Register of Designated Employees’ Interests.

Disclosure of designated employees’ interests

To provide for the disclosure of registrableinterests.

Kinds of interests to be disclosed

To specify the kinds of financial interests that must be disclosed

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FOCUS AREA OBJECTIVE Details of registrableinterests to be disclosed

To specify the details of registrable interests that must be disclosed.

Confidentiality of submitted forms and register

To ensure confidentiality of registerableinterests disclosed by Heads of public administration institutions and designated employees.

Conflict of interests To make provision for conflicts of interest between disclosed registerable interests and the execution of official duties of Heads of public administration institutions and designated employees.

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FOCUS AREA OBJECTIVE Failure to disclose interests

To provide for measures against a Head of a public administration institution or designated employee who fails to disclose an interest.

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WAY FORWARDWAY FORWARD

Inputs from the dplg and SALGA on the proposed norms and standards will be taken into considerationThe proposed norms and standards will inform the drafting of RegulationsFurther consultation will form part of the legal drafting process

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Siyabonga/Thank you Siyabonga/Thank you

development of common hrm&d norms and standards · pdf filehrm&d norms and standards...

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