a) The department adopted a strategy to address discipline management in departments, which in the short term focusses on strengthening basic discipline management processes/systems and addresses knowledge gaps; and in the long term addresses the decentralised nature of discipline management.
The short term interventions are the following:
i) Strengthening basic discipline management processes/systems:
ii) Addressing knowledge gaps:
Adopting a Guide on Discipline Management – A new Guide on managing discipline in the public service was adopted on 1 April 2021. This consolidated all relevant discipline management frameworks into one guide.
Adopting a Directive on Discipline Management – This is currently being finalised and will enforce the implementation of the Guide. This will direct the use of PERSAL in recording disciplinary cases, with a designated official(s) in departments to be made responsible for recording and to include this in the job descriptions.
The long term interventions are the following:
Reviewing of the disciplinary code Public Service Coordinating Bargaining Council, Resolution 1 of 2003 to address identified shortcomings contributing to case backlogs, including tabling it for negotiations in the last quarter of the coming financial year (2022-2023).
Amendments to required legislation to centralise the function of discipline management under the DPSA, with sufficient capacity allocated to the PAEIDTAU to be able to manage this function.
b) The strategy will be rolled out as follows:
The PAEIDTAU will provide technical assistance to prioritised departments and provinces (those with the most case backlogs). Scheduled visits will be made to these departments and provinces, and interventions will be planned in collaboration with the Offices of the Premiers. Support will also be provided in terms of sourcing chairpersons and initiators to ensure cases are finalised. Training will be provided to Labour Relations officers, who will then be expected to conduct discipline management training in their respective departments (using the “Train-the-trainer” approach).
To capacitate Labour Relations Officials, the non-functioning National Labour Relations Forum will be activated to create a platform for sharing good practise and to create awareness on legislation, regulations and guides.