your partner in service delivery and development

Presentation to the Portfolio Committee on Provincial & Local Government

Branch: Corporate ServicesMr Tozi Faba

19 ~ 20 February 2008

Your partner in service delivery and development

1. Purpose of the Branch

2. Functional areas and strategic objectives of the Branch

3. High level reflection on the performance of the Branch

4. Issues raised by the Committee in the previous session in 2007

5. Strategic priorities for 2008/09

6. Employment Equity Profile of the Department

OVERVIEW

dplg 19~20 February 2008 2

1. Purpose of the Branch


To strengthen corporate capacity underpinned by a value-based and client

focused performance culture.


1.1 Purpose of the Branch

2. Functional areas and strategic objectives of the

Branch


• Development Communication & Stakeholder Relations

• Marketing & Brand Management

• Human Resources Management & Development

• Information Technology & Management


2.1 Functional areas and strategic objectives

•To monitor, evaluate and communicate the impact of government programmes in municipal areas in order to enhance performance, accountability and public confidence.

•To strengthen the dplg’s organisational capability and performance to deliver on its mandate.


2.1 Functional areas / strategic objectives (continued)

3. High level reflection on the performance of the

Branch


• The Local Government Communication System (LGCS) guidelines endorsed by the Presidential Coordinating Committee.

• Large scale implementation of the LGCS through Premiers, Mayors and Communicators Fora.


3.1 High level reflection on the performance of the Branch

• Developed and implemented communication strategies and plans for various programmes and sub-programmes e.g. Anti-Corruption, Free Basic Services and 16 Days of Activism

• Nodal support provided in Inanda, Ntuzuma, Kwa-Mashu (INK), Khayelitsha, Mitchell’s Plein, Kgalagadi etc. during political champion visits


3.1 High level reflection on the performance (continued)

• The dplg has paid specific attention to the recruitment of people with disabilities. We have been working in collaboration with Disabled People of South Africa (DPSA) and their provincial units to recruit and place people with disabilities in the department.

• Successfully recruited a disabled person to fulfill the role of telecoms operator.



• The department has continued to prioritize the filling of vacant posts on the organogram. During the period 1 April 2007 to the end of December 2007, seventy six (76) employees were appointed within the dplg. The total funded vacancies were 103, therefore 76 appointments were made or 74% of vacancies filled.

• A high level of staff (177) have attended training throughout the year (from 1 April – 31 December 2007), of the 177 trained, 59% (104) were female and 92% (162) were blacks

• An amount of R 500 000.00 allocated for bursaries has been utilized by 33 officials.



• The department embarked on a ICT Disaster Recovery and Business Continuity project and completed a plan in an effort to ensure continuous operations.

• Six (6) staff members of the Information Technology and Management unit have been trained on the Information Technology Infrastructure Library (ITIL) foundation course as part of our service management improvement plan.





• 110 employees have been accommodated at NOSA as part of making office space available.

• Service level agreements (SLA’s) have been entered into with service providers.

4. Issues raised by the Committee in the previous

session in 2007


Following are the key issues raised by the Committee concerning the Branch:

• How does the dplg interact with civil society. • Communication of the work done by the dplg.• Mechanisms to recruit people with disabilities.

Responses to these issues are listed below:


4.1 Issues raised in 2007

Issue Response

How does dplg interact with civil society?

• Izimbizo programme• Bucket eradication outreach

programme (MEC’s and Mayors engaging with communities through multimedia trucks road shows)

• Maintenance and update of website• 16 days of activism outreach• Print and electronic mediums (e.g.

for all of the above programmes)


4.1 Issues raised in 2007 (continued)

Issue Response

Communication of the work done by the dplg

• Profiling of the dplg work in publications (e.g. CEO, Delivery, Gaffney and national, regional and community newspapers

• Vuna Awards Marketing Campaign

• Advertising of conferences (e.g. Print advertising and project consolidate video, minister / mayors indaba’s at budget vote)



Issue Response

Mechanisms to recruit people with disabilities.

•The dplg has paid specific attention to the recruitment of people with disabilities. We have been working in collaboration with Disabled People of South Africa (DPSA) and their provincial units to recruit and place people with disabilities in the department.

•Successfully recruited a disabled person to fulfill the role of telecoms operator.



5. Strategic priorities for 2008/09


Measurable objective 1Increase stakeholder knowledge and awareness of government performance and create opportunities for dialogue and feedback

Projects Indicator

Service delivery perception index Survey and report to be published by March 2009

Implementation of communication framework for 5 year LG strategic agenda

• Number of stakeholders engaged in service delivery events

• Number of communication reports on service delivery

Implementation of the LGCS • Number of interventions to support the implementation of the LGCS

Support the implementation of the 5 year LGSA in respect of ICT’s

• Number of municipalities with functional websites

• Number of municipalities, public and community organisations utilising the knowledge resource centre


5.1 2008/09 Strategic Priorities

Measurable objective 2Increase the level of customer satisfaction in respect of all corporate services functions by 2008/09

Projects Indicators

Implement service level agreements with Corporate Services customers

Completion of SLA’s with all Corporate Services customers

Customer satisfaction survey % rating on the customer satisfaction survey

To provide prompt and satisfactory response to the support needs of employees

% rating on the customer satisfaction survey


5.1 2008/09 Strategic Priorities (continued)

Measurable objective 3Implement OD and HR interventions by March 09 that enhance the capacity and performance of dplg

Projects Indicator

Implement an institutional review of the strategy and structure of the dplg

Realigned institutional design for dplg by March 2009

Develop an HRM&D strategy for the department

HRM&D strategy completed by March 2009

Roll-out of the HRM&D strategy phases during 2008/09

Develop and implement a HRD plan for the identified training needs

Number of employees trained by March 09



Measurable objective 4Implement IT and administrative support services that enables the core business of dplg

Projects Indicator

Implementation of the ICT governance framework within the dplg

% of dplg ICT projects that comply government standards and best practices (100%)

Implementation of ICT Disaster Recovery and Business Continuity for the department

ICT Disaster Recovery and Business Continuity tests reports

Implementation of an Electronic Document and Records Management System (EDRMS)

% of SMS members and assistants utilising the EDRMS (100%)

Implementation of the energy efficiency plan as prescribed by the Dept of Minerals and Energy

% saving of energy within the required quotas for Government Institutions



6. Employment Equity Profile of the Department as at end December 2008SMS posts Males Females

African Indian Coloured Whites Total African Indian Coloured Whites Total

16 1 0 0 0 1 1 0 0 0 1

15 1 1 1 1 4 2 0 0 0 2

14 16 3 1 6 26 8 0 2 1 11

13 21 2 2 6 31 21 0 2 6 29

Total SMS 39 6 4 13 62 32 0 4 7 43

37.1% 5.7% 3.8% 12.4% 30.5% 0.0% 3.8% 6.7%

Level 1-12 Males Females

African Indian Coloured Whites Total African Indian Coloured Whites Total

12 1 0 0 2 3 2 0 0 1 3

11 35 0 2 2 39 31 1 1 6 39

10 2 0 0 2 4 1 0 1 2 4

9 19 0 0 1 20 23 0 0 1 24

8 7 0 0 0 7 18 0 1 3 22

7 1 0 2 1 4 10 0 1 7 18

6 6 0 1 0 7 23 0 1 5 29

5 12 0 0 0 12 27 1 0 1 29

4 9 0 3 0 12 11 0 0 0 11

3 4 0 0 0 4 1 0 0 0 1

2 8 0 0 0 8 7 0 0 0 7

1 0 0 0 0 0 0 0 0 0 0

Total 1-12 104 0 8 8 120 154 2 5 26 187

Total: All posts 33.9% 0.0% 2.6% 2.6% 50.2% 0.7% 1.6% 8.5%

Race Total Percentage Gender Total

Black 356 86.9% Male 182

White 54 13.1% Female 230

People with disabilities 2 0.45%

412 100% Total Employees 412

The above data shows that of the 412 plus 4 employees; women constitute 61% of the total number of posts filled, of which 41% (4 percentage points up from 2006/07) are in senior management; Blacks constitute 89% (3 percentage points up from 2006/07) of the total number of posts filled; Blacks constitute 81% of senior management posts filled. (percentages rounded off).

Thank you


your partner in service delivery and development

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