(1) Whether, in view of the fact that the National Development Plan places emphasis on the need to stabilise the political-administrative interface within the Public Service, and among the measures it is proposing in this regard being the review of delegations on the part of Executive Authorities, his department intends to amend the Public Service Act, 1994, [Proclamation No 103 of 1994], in order to provide Heads of Department (HODs) with powers in respect of organisational and human resource matters; if not, why not; if so,
(2) Whether the amendment will include allowing Executive Authorities to recommend an HOD for appointment by the President; if not, why not; if so, what are the relevant details?
1. Yes, the delegations for human resource practices were reviewed. The amendments to the Public Service Act, 1994 consider the proposals made pertaining to same and an Amendment Bill is being proposed to vest all administrative powers directly with heads of department while retaining strategic powers with executive authorities.
2. The procedural matters relating to the appointment of heads of department is contained in ...
(1) With reference to her reply to oral question 164 on 22 March 2022, what number of (a) national departments and (b) provincial departments have not (i) started to conduct lifestyle audits and (ii) conducted lifestyle audits;
(2) out of the six provinces that either indicated that they had completed lifestyle audits or that they were in the process of conducting lifestyle audits, what number of the provinces (a) have actually completed the lifestyle audits and (b) are still in the process of conducting the lifestyle audits;
(3) by what date is it envisaged that all national and provincial departments will complete conducting the lifestyle audits?
BACKGROUND
With the adoption of the Guide on implementing lifestyle audits in the Public Service, lifestyle audits for the Public Service became compulsory from 1 April 2021. When implementing the Guide, national and provincial departments follow a three step approach, starting with lifestyle reviews. When red flags (unexplained wealth, conflicts of interest, etc) are identified during this step, the department will move to ...
What measures did his department put in place to ensure that there is transparency in the entire recruitment and appointment process for heads of departments?
The prescripts and accompanying norms and standards issued by the MPSA remain the mechanisms established to ensure that recruitment and selection is fair, transparent and are in line with Section 195 of the Constitution of the Republic of South Africa, 1996.
Section 12 of the Public Service Act, 1994 provides for the appointment of Head of Department which gives the President such power at ...
With reference to the Public Service Recruitment Scheme that is aimed at strengthening the talent pipeline within the Public Service, especially for scarce and critical positions, (a) how often does her department monitor the rollout of internship, learnership and apprenticeship programmes within the Public Service and (b) how does her department ensure that graduates with scarce and/or critical qualifications are recruited into internship, learnership and/or apprenticeship programmes?
Minister for Public Service and Administration issued the Graduate Recruitment Scheme Framework for implementation across the Public Service.
One of the objectives of the Framework is to attract graduates to address skills shortages in scarce occupational areas of the service in line with the departmental Human Resource Plan. Therefore, the intention is to appoint these graduates on permanent basis, subject to successful completion of ...
(a) What is the current total number of vacancies in the public sector and (b) by what date does she intend to have all the vacancies filled?
(a) As per data taken from PERSAL, the total number of vacancies in the Public Service stood at 164 661 as at end of quarter 3 of the 2021/2022 financial year (31 December 2021)
(b) In terms of Section 3(7) of the Public Service Act, 1994, the recruitment and filling of vacant posts within a department is the responsibility of the relevant Executive Authority.
The ...
(1) (a) On what grounds were performance bonuses paid out to employees of government departments that recorded adverse audit outcomes and/or did not reach key performance indicators in the past three financial years, (b) which of the specified departments paid out performance bonuses in each of the specified financial years and (c) what was the total cost of the performance bonuses in each case;
(2) (a) what number of government departments do not have employment agreements in place, (b) what steps is his department taking in this regard, (c) how do the specified departments conduct performance assessments and (d) have any of the departments paid out performance bonuses in each of the past three financial years;
(3) what amount did each government department spend on paying performance bonuses in each of the past three financial years?
1. (a) The general rules for the awarding of performance bonuses are contained in the Incentive Policy Framework issued by the Minister for the Public Service and Administration. Performance bonuses are awarded to employees who receive a performance rating of significantly above the expectation. The authority to grant performance bonuses resides with the Executive Authority or as delegated to the Head of the ...
Whether his department incurred any costs related to the (a) inauguration of the President of the Republic, Mr M C Ramaphosa, held in Pretoria on 25 May 2019 and (b) State of the Nation Address held in Cape Town on 20 June 2019; if so, in each case, (i) what costs were incurred and (ii) for what reason?
(a) The Department of Public Service and Administration has not incurred any costs related to the inauguration of the Republic, Mr M C Ramaphosa, held in Pretoria on 25 May 2019.
(b) The Department of Public Service and Administration has not incurred any costs related to the State of the Nation Address held in Cape Town on 20 June 2019.
(i) N/A
(ii) N/A
What is the average remuneration package of public service employees appointed at (a) senior management and (b) middle management levels in the (i) national and (ii) provincial governments?
1. Appointees appointed to the Middle Management Service (MMS) (salary levels 11 and 12) and Senior Management Service (SMS) (salary levels 13 to 16) are remunerated by means of Total Cost-to-Employer (TCE) packages, which include the following macro benefits:
1.1 Employer contribution to the Government Employees Pension Fund.
1.2 Employer contribution to a registered medical aid scheme.
1.3 13th cheque.
1.4 Housing benefit.
2. ...
What (a) number of recommendations did the Public Service Commission make since 1 January 2018 in line with its mandate of promoting measures that would ensure effective and efficient performance within the Public Service and promoting values and principles of public administration as set out in the Constitution, throughout the Public Service, (b) number of the specified recommendations have been implemented and (c) was the outcome of the implementation of each of the specified recommendations?
a) Number of recommendations issued: 153
b) Number implemented (including partially implemented and to be implemented): 43
c) Outcome: See notes in the last two columns in the detailed table at Annexure A below.
Summary Table
|
Research Reports
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Number of recommendations issued
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30
|
| |
To be implemented
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1
|
| |
Implemented
|
1
|
| |
Partly implemented
|
18
|
| |
Not implemented
|
10
|
|
Public Administration Investigations ... |
What (a) number of public service employees are currently employed in each (i) national government, (ii) provincial government, (iii) local government and (iv) state-owned entity and (b) number of the specified public service employees are appointed in the (i) senior and (ii) middle management levels?
(a) The Department of Public Service and Administration can only provide information on employees who are appointed on PERSAL. The information provided in the tables below excludes the Defence Force and the State Security Agency that do not make use of the PERSAL system. Information pertaining to local government and state own entities should be sourced from the Department of ...
