Based on the challenges identified, the Committee made the following conclusions: . The shortage of Client Services Officers, lack of training and poor state of equipment (Siemens contract) were identified as contributing factors towards the slow pace of assisting clients in terms of processing their Compensation Fund and UIF benefits. . The shortage of inspectors, lack of training and shortage of vehicles contributed to poor performance of the Inspectorate and Enforcement Services. . The lack of accommodation and maintenance of infrastructure made working conditions unsuitable for officials to discharge their duties. Owing to the lack of space at visiting points, officials were forced to work outside the offices at some labour centres. For example, staff at Sasolburg Labour Centre felt that parking space in a remote location compromised their safety. . The delays in staff appointments due to SAQA and NIA verification processes were further constraints to the delivery of services to those who desperately needed government's assistance. . Ineffective management was identified in some labour centres as the reason for low staff morale. . Staff members were dissatisfied with the manner in which management applied performance assessments. There was a general perception that assessment was unfairly applied. . The manner in which the recruitment practices were applied at the Welkom Labour Centre had discouraged the morale of the officials in the Client Service Section.