What (a) were the reasons given by the Northern Cape regarding the request for condonation on submission on Performance Agreement Compliance and (b) measures has his department put in place with regard to provinces missing deadlines?
a) The Northern Cape Provincial Government complied with the due date of 31 October 2020 on the signing of PAs for the 2020/2021 performance cycle as set by DPSA Circular 32 02 2020. There was therefore, no reasons required.
b) The performance management and development system (PMDS) prescribe the specific measures for dealing with non-compliance on the signing of PAs including:
- Empowering Executive Authorities ...
Whether a certain person (name and details furnished) is an employee of any government (a) department, (b) agency and/or (c) state-owned entity in any capacity whatsoever in the national and/or provincial sphere of government; if not, what is the position in this regard; if so, what are the further relevant details?
(a)(b) & (c) No, the said person is not an employee in the Department of Public Service and Administration; any departmental agency nor a state-owned entity reporting to the Ministry of Public Service and Administration (MPSA) portfolio. Consequently, there are no further relevant details that can be provided.
According to records on the Public Service payroll system (PERSAL) is currently NOT an employee ...
Whether, in light of the rising budget deficit of the Republic which has been made worse by the economic impact of COVID-19, necessitating a need for the rationalisation of Government expenditure through, among other considerations, a rationalisation of the public service headcount, his department has introduced a rationalisation process of the staff complement in the public service; if not, why not; if so, (a) what are the relevant details and (b) by what date is the rationalisation envisaged to be completed?
The Department of Public Service and Administration has not introduced rationalisation of the Public Service headcount. Headcount increases have not been the main driver of the wage bill. Rationalisation of the Public Service headcount may adversely affect service delivery to citizens in critical sectors such health, education and policing amongst others. The 2021 Budget Review, has indicated that the government wage bill must be ...
(1)Whether, with reference to the findings by the auditor-general that some government employees applied for the Social Relief of Distress grant (SRD), his department took any disciplinary and/or legal steps against the implicated government employees; if not, why not; if so, what are the relevant details;
(2) Whether any steps have been taken to recover the monies from the implicated government employees; if not, why not; if so, what are the relevant details;
(3) Whether any measures have been put in place to ensure that no government employee will be able to fraudulently and/or unlawfully apply for and/or receive the SRD grant; if not, why not; if so, what are the relevant details?
1. No employees of the Department of Public Service and Administration (DPSA) has been implicated, therefore the Department did not take any disciplinary and/or legal steps. Discipline management is a decentralised function and therefore the responsibility of each department to enforce the disciplinary code and take the necessary legal steps to recover public funds. The DPSA is only mandated to take action against its ...
Whether, with reference to the findings by the auditor-general that some government employees applied for the Social Relief of Distress Grant (SRD Grant), his department has been able to conclusively establish the number of government employees who have fraudulently applied for the SRD Grant; if not, why not; if so, what (a) is the total number of government employees who actually received the SRD Grant and (b) is the total amount that the implicated government employees received from the SRD Grant?
Cognisance of the Auditor-General’s findings is taken. It must however, be noted, that the mandatory investigative processes need to be undertaken by the relevant authorities, such as the South African Police Service (SAPS) and in some cases, the Special Investigating Unit (SIU). Once these investigations have been completed, the necessary information will be obtained by the DPSA, and will be communicated to the relevant ...
(1)What is the total number of (a) national and (b) provincial government employees who are currently working from home during the Adjusted Level 3 Lockdown to curb the spread of the COVID-19 virus;
(2) whether the Government has conducted an assessment of the number of national and provincial government employees who are currently working from home that have access to sufficient internet/data to execute their duties;
(3) what number, out of the total number of national and provincial government employees currently working from home, do not have access to the required internet/data connections to fully execute their duties?
- The required information is not centralised and readily available as each department keeps its own register and records. Individuals Departments must be approached for detailed information such as access to internet/data.
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(a) What number of (i) directors-general and (ii) heads of departments (HODs) in the public service are (aa) permanently employed, (bb) in acting positions, (b) for what period have they been acting in such positions and (c) will he furnish Dr M M Gondwe with a breakdown of this number in each government department?
a) (i) (aa) Directors-General - 37 Nationally appointed; 8 Provincially appointed (Schedule 1 of the Public Service Act, 1994) - (Directors-General are appointed on contract for a term not exceeding five years)
(bb) Acting Directors-General - National 8 Directors-General are acting; Provincially 1 Director-General is acting.
(ii) (aa) Heads of Department: 87 appointed – (Schedule 2 of the Public Service Act, 1994) – (Heads ...
(1)Whether, in view of the announcement by the National School of Government that the government of the People’s Republic of China will be providing training to South African public servants, including to expose South African managers to China’s governance models, the Government is paying to obtain this training from the Chinese government; if not, what is the position in this regard; if so, what are the relevant details;
(2) whether he will furnish Dr L A Schreiber with a detailed breakdown of the curriculum and topics that will be covered during the training;
(3) given that the People’s Republic of China is a one-party state instead of a multiparty liberal democracy like the Republic, what are the reasons that he has found it to be appropriate for public servants in our democracy to be trained on governance matters by functionaries of the Chinese state?
(1) The Government of South Africa is not paying to receive this training from China. The programmes are sponsored by the Government of China and exist within the context of the MoUs entered into between the NSG and the China National Academy of Governance and the University of China Academy of Social Sciences.
(2) For details of the curriculum please see the following annexures: ...
(1)What total (a) number of provincial departments have underperformed in the 2019-20 financial year and (b) amount was paid for performance bonuses to the specified underperforming departments in the specified financial year;
(2) What total (a) number of departments within the national Government have underperformed in the 2019-20 financial year and (b) amount was paid for performance bonuses to the specified underperforming departments in the specified financial year?
- For the purpose of responding to this parliamentary question, departments that received a disclaimer or adverse finding from the Auditor-General for the 2019/2020 financial year are regarded as having underperformed. (a) The North West Department of Human Settlements is the only provincial department that received a disclaimer or adverse finding from the Auditor-General for the 2019/2020 financial year. (b) According to information available on ...
Whether, in light of the dismissal of a certain person (name and details furnished), for illegally appointing his mistress to the position of Chief Director: Professional Ethics, he intends to institute a review of the fitness to hold office of all people appointed by the specified person; if not, why not; if so, what are the relevant details?
As it stands all appointments made by this person were performed in line with the law and delegations and therefore they are all valid until declared invalid by a court of law. In addition, each appointment made creates a contract of employment and rights for employees in terms of the Labour Relations Act of 1995 and other labour legislation. The individual employees’ rights cannot ...
