DEPARTMENT
(1) (a) The Department of Transport has been using the EQUATE job evaluation system when it was introduced in 1998 by the Department of Public Service and Administration (DPSA). The system became compulsory from 1999 as prescribed by the Public Service Regulations. The DPSA reviewed this system and in April 2015 introduced the new web-based system called EVALUATE which is now used by all Departments.
(1)(b) There is a component that is charged with the responsibility of managing job evaluations in the Department. The Directorate: Organisational Development and Change Management consists of staff members who have been trained and certified as Job Analysts and Job Evaluation Panelists to use the job grading system. The Department has developed a Job Evaluation Policy and has a functional Job Evaluation Panel that sits regularly to moderate jobs. The Department also makes use of external Job Analysts and Job Evaluation Panel members when necessary to evaluate and moderate certain jobs to maintain the integrity of the system. Organized Labour is invited to sit in the Job Evaluation Panel meetings to ensure transparency and accountability. Both the EQUATE and EVALUATE systems have security features i.e passwords that keep them safe from unauthorized access and use. The Department further keeps records of all the jobs that have been graded and decisions thereof. The Department reports annually through its annual reports on the number of posts that have been evaluated.
(2)
Please refer to information as per the table below:
Question (2) (a) (b) and (c) |
Question (2) what are the (a) details |
Question (2) (b) outcomes in each case respectively |
2012 – 13 - 16 employees were granted higher salaries than the salary grades of their posts |
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Higher salary approved by the former Minister Level of post Level 6 – R129 780pa, appointed on Level 7 - Level 7 - R149 742pa. |
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Higher salary approved by the former Minister Level of post Level 4 – R90 396pa, appointed on Level 5 - R118 983pa |
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Higher salary approved by the former Minister Level of post Level 13 – R775 233pa, match offer from another institution on Level 14 – R1 042 839pa |
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Higher salary approved by the former Minister Level of post Level 13 – R860 388pa, appointed on Level 14 – R939 631pa |
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Higher salary approved by the former Minister Level of post Level 13 – R719 613pa, appointed on Level 14 – R1 012 251pa |
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Higher salary approved by the former Minister Level of post Level 12 – R550 992pa, appointed on Level 13 – R719 613pa |
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Higher salary approved by the former Minister Level of post Level 7 – R175 194pa, appointed on Level 11 – R464 919pa |
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Higher salary approved by the former Minister Level of post Level 8 – R198 975pa, appointed on Level 11 – R464 919pa |
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Higher salary approved by the former Minister Level of post Level 6 – R139 812pa, appointed on Level 9 – R236 532pa |
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Higher salary approved by the former Minister Level of post Level 3 – R81 312pa, appointed on Level 4 – R97 809pa |
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Higher salary approved by the former Minister Level of post Level 11 – R334 052pa, appointed on Level 12 – R407 745pa |
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12.Counter offer – Part V C.3 of the Public Service Regulations, 2001, as amended |
Higher salary approved by the former Director-General, Level of post Level 8 – R204 990pa, appointed on Level 9 – R240 075pa |
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13.Retention purposes – Part V C.3 of the Public Service Regulations, 2001, as amended |
Higher salary approved by the former Director-General, Level of post Level 13 – R798 663pa, offer on Level 14 – R872 214pa |
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14.Purchase offer – Part V C.3 of the Public Service Regulations, 2001, as amended |
Higher salary approved by the former Director-General, Level of post Level 12 – R522 669pa, appointed on Level 13 – R719 613pa |
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Higher salary approved by the former Minister Level of post Level 7 – R160 224pa, appointed on Level 8 – R198 975pa |
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Higher salary approved by the former Minister Level of post Level 12 – R550 992pa, appointed on Level 13 – R719 613pa |
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2013 – 14 - 3 employees were appointed on higher salaries than the salary grades of their posts |
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Higher salary approved by the former Minister Level of post Level 4 – R96 363pa, offer on Level 5 – R116 937pa |
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Higher salary approved by the former Minister Level of post Level 7 – R170 799pa, appointed on Level 8 – R212 106pa |
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Higher salary approved by the former Minister Level of post Level 5 – R122 280pa, appointed on Level 8 – R212 106pa |
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2014 – 15 - 2 employees were appointed on higher than the salary grades of their posts |
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Higher salary approved by the former Acting Director-General Level of post Level 6 – R150 819pa, appointed on Level 7 – R188 985pa |
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Higher salary approved by the former Acting Director-General Level of post Level 6 – R150 819pa, appointed on Level 7 – R197 616pa |
South African Civil Aviation Authority (SACAA)
(1) (a) The payroll grading system was implemented in 2002 for (i) N/A (ii) the South African Civil Aviation Authority.
(b)The system has different access control levels wherein only the payroll manager has access to the payroll grading system. Amendments to the job grading system can only be processed on payroll on the directive by the Director of Civil Aviation (DCA).
(2) There were no instances where the abovementioned process was not followed during (a) 2012-13 (b) 2013-14 (c) 2014-15 financial years and therefore (a) N/A (b) N/A.
Air Traffic & Navigation Services SOC Limited (ATNS)
The grading of jobs is performed on an electronic system, which belongs to an independent service provider, of which ATNS has administration rights to perform the evaluations. The system has built-in measures to ensure the accuracy and consistency of the rules applied for the grading of positions, as highlighted in the internal policy.
Airports Company South Africa SOC Limited (ACSA)
(b) The payroll system is designed according to the approved Remuneration and Benefits policies and procedures.
Cross-Border Road Transport Agency (C-BRTA)
1. (a,ii) In terms of the Cross-Border Road Transport Agency (C-BRTA), the J-easy grading system has been in place internally since 2013 supported by an independent provider. Prior to that, external service providers were used for the grading of all positions.
(b) To ensure integrity of the system, different approval processes exist as follows:
2. (a) None (b) None (c) None
(a) and (b) Not applicable as the system is followed.
Road Accident Fund (RAF)
Road Traffic Infringement Agency (RTIA)
(ii) Road Traffic Infringement Agency – Entity
(b) Internal policies and procedures are in place as measure to ensure integrity. Statutory obligations and reporting also serve as a measure in such SAGE Payroll systems.
Road Traffic Management Corporation (RTMC)
b)There is segregation of duties in the VIP payroll system. The payroll manager is responsible for managing the access to the system. The VIP Payroll software reduces risk by giving visibility to transactions and providing an audit trail. There are established process and procedure to manage the payroll function.
South African National Road Agency (SANRAL)
1)a) Since 1998, SANRAL made use of the Permones grading system.
b) To ensure integrity of such a system, job evaluation exercises are conducted across all levels of jobs referred to as “roles” in our terminology. This is done to determine the relative worth of a role in relation to other jobs within the organisation. The current job grading system is broad banded and forms the basis of the pay scales. The design of the scales promotes a competitive market anchor specifically for senior and technical portfolios and is used as a strategy to attract, retain and motivate high performers and prospective new incumbents
2. The Permones grading system has been followed since inception in 1998, including the financial years provided above. SANRAL operates in terms of its founding legislation, The South African National Roads Agency Limited and National Roads Act (Act No. 7,1998), thus SANRAL employees are not civil servants.
Railway Safety Regulator (RSR)
Herewith our response below to the question in as far as it relates to the RSR:
1(a) The RSR utilizes the Paterson Job Evaluation system and the payroll grading system is based on this.
1(b) The RSR has both a Job Evaluation and Remuneration Policy which both ensure the integrity of the payroll grading system. Both policies have been approved by the Board of Directors.
2(a) The RSR payroll system has consistently conformed to the provisions of the Job Evaluation and Remuneration Policies between 2012/2013, 2013/2014 and 2014/2015.
Ports Regulator South Africa (PRSA)
South African Maritime Safety Authority (SAMSA)
Passenger Rail Agency of South Africa (PRASA)
(b) All PRASA job evaluations have been validated by a third party to ensure and promote the integrity of the system.