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Presentation to the Portfolio Committee: Water & Environment

Presentation by

Mr A Bogoshi CD: Human Resources

16 – 17 March 2010

Human resource issues

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RACE AND GENDER REPRESENTATION AT SMS LEVEL

SALARY LEVEL

BLACKS INDIAN COLOURED WHITE

Male Female Male Female Male Female Male Female

No. % No. % No. % No. % No. % No. % No. % No. %

13 37 26.62 31 22.30 2 1.44 2 1.44 7 5.04 3 2.16 47 33.81 10 7.19

14 15 40.54 10 27.03 1 2.70 0 0.00 1 2.70 0 0.00 8 21.62 2 5.41

15 3 30.00 4 40.00 0 0.00 0 0.00 1 10.00 1 10.00 1 10.00 0 0.00

16 0 0.00 3 75.00 0 0.00 0 0.00 0 0.00 0 0.00 1 25.00 0 0.00

Sub-Tot 55   48   3   2   9   4   57   12  

TOTAL 103 5 13 69

% 54.21 2.63 6.84 36.32

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RACE AND GENDER REPRESENTATION AT SMS COMPOSITE

TOTAL BLACK PEOPLE AT SENIOR MANAGEMENT LEVEL: 121 63.68 %

TOTAL WHITE PEOPLE AT SENIOR MANAGEMENT LEVEL: 69 36.32 %

GRAND TOTAL:           190 100.00 %

BLACK WOMEN IN SENIOR MANAGEMENT: 54 28.42 %

WHITE WOMEN IN SENIOR MANAGEMENT: 12 6.32 %

GRAND TOTAL:           66 34.74 %

PERSONS LIVING WITH DISABILITIES:       21 0.19 %

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

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LEARNING ACADEMY

GRADUATE TRAINEES

EXPERIENTIAL LEARNERS

BURSARS GRADUATES ABSORBED

Male: 120Female: 96Blacks: 194Whites: 8Coloureds: 9Indian: 5

Male: 13Female: 8Blacks: 15Whites: 1Coloureds: 3Indian: 2

Male: 75Female: 50Blacks: 83Whites: 21Coloureds: 15Indian: 6

Male: 9Female: 8Blacks: 15White: 0Coloureds: 1Indian: 1

Engineering : 81Science : 114Forestry : 21

Engineering: 21Science : 0Forestry: 0

Engineering : 84Science : 41Forestry : 0

Engineering: 0Science : 17Forestry : 0

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WORKFORCE AGE ANALYSIS (TECHNICAL)

SALARY LEVEL

20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-79TOTA

L

11 0 6 29 35 20 15 19 20 6 0 150

12 0 8 44 50 44 42 26 25 18 4 261

13 0 0 8 10 15 8 13 15 9 0 78

14 0 0 0 0 2 0 0 1 0 0 3

15 0 0 0 0 0 0 3 0 0 0 3

Total 0 14 81 95 81 65 61 62 33 4 496

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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.

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VACANCY RATE PER BRANCH

BRANCH FILLED VACANT TOTAL VACANCY %

MINISTER / DG / COO / IA 92 36 128 28.13

CORPORATE S. 571 127 698 18.19

FINANCE 317 110 427 25.76

REGIONS 3618 2046 5664 36.12

NWRI 2797 1086 3883 27.97

POLICY & REG. 507 184 691 26.63

GRAND TOTAL 7902 3589 11491 31.23

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VACANCY PER SALARY LEVEL

BRANCHSALARY LEVEL

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 TOTAL

MIN/DG/COO/IA       1 2 3 5 2 1 8 3 10 0 1     36

CORPORATE SERVICES   19 22 7 11 22 13 7 13 4 1 5 2 1     127

FINANCE  2 1 3 1 25 19 8 0 33 6 10 2       110

REGIONS  405 217 108 131 267 309 273 74 151 24 56 28 3     2046

NWRI  387 199 63 88 73 97 73 39 26 15 13 12 1     1086

POLICY & REG.   5 0 2 13 18 28 30 20 30 9 21 7 1     184

GRAND TOTAL 818 439 184 246 408 471 393 147 252 58 115 51 7 0 0 3589

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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

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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.

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ADDITIONAL STAFF TO ESTABISHMENT

1 CORPORATE SERVICES 1

2 FINANCE 3

3 FORESTRY 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

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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 60-65.

• The budgeted amount is aggregated based on the assumption that employees normally retire at age 65, however it is prudent to estimate for ages 60 -65 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 89 757 173.

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THANK YOU