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14 May 2007

The Governance and Administration (G&A) Cluster strives to improve the quality of life of the people by improving governance, the capacity and organisation of the state and its underlying systems. The Cluster's priorities derive from government's commitment to improve its service to the people.

Following the January 2007 Cabinet Lekgotla and the President's State of the Nation Address on 9 February 2007, the Cluster developed a Programme of Action (POA).

The Cluster has four priorities:

* promoting good governance
* strengthening the capacity of the state
* achieving and maintaining the optimal organisation of the state
* developing and enhancing the state's transversal systems.

Government's POA was approved by Cabinet on 5 March 2007. This is the first report on the implementation of the POA for 2007.

Good governance

Anti-corruption

The Africa Forum on Fighting Corruption was successfully hosted from 28 February to 2 March as a forerunner to the Global Forum V on Fighting Corruption and Safeguarding Integrity, which was successfully hosted by South Africa from 2 to 5 April. The Africa Forum and Global Forum have established a new continental and global understanding of and debate on corruption and its impact on development.

The Africa Forum and the Global Forum gave South Africa the opportunity to shape global anti-corruption discourse. Previously, corruption had been narrowly defined, focusing only on the "bribe giver" and the "bribe taker". The forums identified the need to address the root causes of corruption, which is a structural global phenomenon involving all sectors of society, and which affects both developed and developing countries.

The challenge now is to develop plans of action emanating from the declarations of the forums and other bodies. The Africa Forum's declaration will be implemented under the auspices of the African Union. The Global Forum's declaration will be taken forward in anticipation of the conference of the states parties in 2008.

Two provinces have convened launches of the Local Government Anti-corruption Strategy and the strategy will be implemented in districts from May. An audit of local government anti-corruption capacity has been conducted in 164 local authorities. The Project Consolidate Anti-corruption Programme is now in its second phase of implementation in 22 municipalities.

Promotion of employment equity

The Public Service Gender Equality Strategic Framework and implementation guidelines are being consulted upon with stakeholders. National and provincial road shows are being held. A project to implement the Job-Access Strategy for the employment of disabled people in the public service has commenced. The National Steering Committee on Diversity Management has been established. A draft Social Audit template has been designed.

A Local Government HIV and AIDS Framework were launched in April 2007 to assist municipalities in addressing the challenges of HIV and AIDS at a local level.

Batho Pele

As part of the rollout of Batho Pele to local government, 138 municipalities were trained in the Batho Pele Change Management Engagement Programme this year. The programme is modelled on the train-the-trainer approach and participants are encouraged to further cascade it in their municipalities.

In terms of the Public Service Regulations, departments are required to adopt Service Delivery Improvement Plans. Compliance levels were low (less than 50%) and the Department of Public Service Administration (dpsa) embarked on a campaign to ensure that departments develop these plans. To date 79% of national departments and 80% of provincial departments (79% overall) are compliant.

Preparations are underway for the massification of South African Management Development Institute (SAMDI) compulsory induction programme. The aim is to train 100 000 new public servants through a learning framework which may be applied by departments and strategic partners. An implementation plan has been developed and curriculum development is underway. The go-ahead will shortly be sought from the Minister.

Public participation

The April Imbizo Week had over 300 events; 16 ministers, 12 deputy ministers and nine premiers participated. A Presidency Imbizo was held on 9 April in Johannesburg. A final draft framework on public participation in local government is at an advanced stage of completion. Eighty two percent of ward committees have been established. All municipalities have structures in place for community participation in the development of Integrated Development Plans (IDPs).

Capacity of the state

Public service

Regarding the pressing issue of the filling of posts, the public service is having some success. The statistics show that in the 2006/07 financial year, 103 349 employees were recruited and retained. The highest proportions were college and school educators (26%), followed by professionals and managers (19%) and administrative staff (18%). In comparison to the current profile of the public service, higher proportions of professionals and managers and administrative staff are being hired.

On balance the numbers of new recruits are able to replace those leaving the public service and in many instances exceed them, except in lower level occupations such as elementary and craft and related occupations. This is in line with a move towards a more professional public service. In the case of professionals and managers each employee that left has been replaced with on average 1,47 new appointments over the 12 month period. It is probable, however, that in many instances a senior employee with many years of experience is being replaced by a junior employee with much less experience.

Local government

National and provincial departments are continuing to support the implementation of the five Year Local Government Strategic Plan. Many national government departments have at least one programme directed at local government. All provinces, through their departments responsible for local government, have local government support plans in place. A draft Deployment Management Framework is under preparation for the professionals that have been deployed to targeted municipalities. Mobilisation of stakeholders is ongoing for the recruitment of additional experts from inside and outside the public service for deployment to local government.

The Department of Provincial and Local Government (dplg) is supporting provinces to establish the appropriate forums to implement institutional and operational systems to monitor, evaluate and report on the five Year Local Government Strategic Plan. All Offices of the Premier have established monitoring and evaluation (M&E) units. Six provincial departments of local government have established units. Consultation on competency frameworks for local government is underway. The skills audit of local government is being undertaken in a phased manner.

An audit of Performance Management systems in municipalities has been completed. 141 municipalities have developed and formally adopted performance management system frameworks. The Municipal Leadership Development Programme (MLDP) is been piloted in 14 districts. There has been additional demand for the courses in these districts. A research report on the status of professional bodies has been drafted in partnership with the Local Government Sector Education and Training Authority (LGSETA).

A process has been developed for the submission of a report to Parliament on the implementation of the Intergovernmental Relations Framework Act. Indicators are being developed and a high level report will be developed based on reports received from the various IGR forums. In the first week of May 2007, the dplg unveiled a series of toolkits on intergovernmental relations.

Provincial departments of local government are being assisted to develop regulations for the transformation of traditional authorities into traditional councils and the establishment of local houses. A consultation process on the National Support Programme for the Institution of Traditional Leaders has commenced and a comprehensive costing is underway.

Draft policy proposals for the development of additional Municipal Property Rates Act Regulations have been developed and consultation with the National Treasury will be embarked upon. The Local Government Laws Amendment Bill was submitted to Cabinet in March. Cabinet requested that further consultation take place. This Bill will be resubmitted to Cabinet within the next month.

Promoting skills development

A successful workshop has been held with participating departments as part of the rollout of the Public Service Skills Database. The project charter and plan have been approved. The form to be used has been designed and tested. The development of the Local Government Skills Database is dependant on the conducting of the local government skills audit to commence in May.

The public service competency assessment framework and battery are being reviewed and refined. A Leadership Development Management Framework is being developed. The final draft of the review of the Public Service Human Resource Development (HRD) Strategy and the final draft of the new HRD Strategy have been submitted. An implementation plan for the new strategy is being finalised.

Capacity building programmes

The South African Management Development Institute (SAMDI) is developing a strategy for the national co-ordination of learning frameworks and programmes.

An initial consultative workshop on public sector capacity building programme alignment, convened by SAMDI, has been held with provincial institutes and HRD units, the Department of Public Service Administration, the Department of Provincial and Local Government, the South African Qualifications Authority (SAQA) and the Development Bank of Southern Africa. Comparative research is being conducted.

Cabinet has approved the process for the transformation of the SAMDI into a Public Service Academy. Labour consultations have been initiated.

All three groups for the Accelerated Development Programme completed the Advanced Phase in January. All have undergone competency tests. The Executive Phase is planned to commence towards the end of May 2007.

A total of 375 public servants and 338 local government officials have been trained in supply chain management since January 2007.

A total of 18 municipalities have been trained in disability management in 2007. Draft unit standards for a gender-mainstreaming course have been developed in collaboration with SAQA, with training on anti-corruption commenced in May.

Macro-organisation of the state

Single public service

The Single Public Service Bill has been drafted. A schedule of amendments to other Acts is being drawn up. The project charter for the development of Human Resource practices for the single public service has been approved. Applicable legislation and available policy documents have been reviewed. A project to develop appropriate remuneration and conditions of service for the single public service is underway.

Access to services

The Access Strategy has been developed and was presented to the G&A Cluster. A process of consultation is currently underway prior to the strategy being presented to Cabinet.

Five hundred and twenty six new Community Development Workers (CDWs) have been appointed to the fixed establishments of provinces. 620 CDWs are currently in the learnership. Two hundred and seventy CDWs (30 in each province) were trained on co-operatives. The intention is to cascade the training to other CDWs within provinces and trained CDWs are training communities. CDWs are organising communities to form co-operatives and to also link them with Co-operative Investment Scheme co-ordinated by the Co-operative Unit in the department of Trade and Industry.

E-government projects

Two major catalytic projects are underway, the Citizen Relations Portal and the track and trace system. The user requirements for the Citizen Relations Portal will be finalised this month. System design and development will be completed in May. Testing of the system will be conducted thereafter.

The Department of Home Affairs has introduced an Identification Document application "track and trace" system. This system is now operational in regional offices in all the provinces and in all Gauteng offices. The system empowers Home Affairs officials to respond to queries from the public regarding the progress of their applications received after 19 February 2007. Citizens can also verify their marital status records via the system. Citizens can obtain the information on the Internet (http://www.dha.gov.za), from the Call Centre (0800 601 190) or via short message service (SMS) (32551).

The Home Affairs National Identification System (HANIS) includes projects on back record conversion and disaster recovery. Thirty million paper-based records have been digitised and 29,6 million of these have been absorbed into the HANIS infrastructure. Data synchronisation for disaster recovery has been completed ahead of schedule and data replication from the primary site to the recovery site is continuing.

Transversal systems

Planning across government

Work has been completed in eight of the 13 pilot areas for the application of National Spatial Development Perspective (NSDP) principles and draft reports are being finalised. A draft communication plan for the NSDP has been prepared. Planning for extending the NSDP application in 10 districts/metros has been initiated.

A national engagement process of all IDPs commenced in April 2007, this will continue for the next two months. Sixteen district municipalities have received hands-on support to develop credible IDPs. An IDP format guide has been distributed to all municipalities.

Government-wide Monitoring and Evaluation System

A draft policy on the Government-wide M&E System has been developed. A draft Programme Performance Information policy framework has been prepared. A project to review and enhance existing monitoring systems is underway. The draft Mid-Term Review will be submitted to Cabinet at the end of May.

A project team is collecting information on the various monitoring and evaluation systems run by national oversight departments. Processing of this data has commenced. A project aimed at the development of mechanisms to enhance public participation within monitoring and evaluation is underway. A review of current initiatives is being undertaken where after a strategy will be developed.

A conceptual framework for Government-wide M&E System training has been developed. Programmes offered by other providers have been reviewed; data on training needs has been received from provinces; and research tools for training needs analysis have been developed.

The National Statistical System has completed the final draft of the Compendium of National Development Indicators in collaboration with the Policy Co-ordination and Advisory Services (PCAS). The quality of administrative data of Gauteng, Eastern Cape and Western Cape provinces has been improved so that it can be included as official statistics on the Government-wide M&E System. Statistical capacity audits at the departments of Transport, Education and Minerals and Energy are underway.

Government Employees Medical Scheme

This G&A Cluster briefing opened with the statement that "The Cluster's priorities derive from government's commitment to improve its service to the people." In endeavouring to fulfil this mandate the Cluster has four priorities of which the first two are 'Promoting good governance' and 'Strengthening the capacity of the state'.

The Government Employees Medical Scheme (GEMS) is an example of how successful the Cluster has been in fulfilling the mandate of government as well as its priorities.

To date some of the achievements realised by GEMS include:

Governance

* The Scheme is in the process of electing members (employees) to its Board by way of an open and fair election process. The 55 nominees standing for election are from many departments in the public service; represent all races and both genders. Quite a number of school principals have in fact stood for election.
* The Scheme's annual financial statements have been submitted to the Council for Medical Schemes and I am pleased to report that an unqualified audit opinion was expressed.
* In an effort to espouse the principles of sound corporate governance the Scheme has the declaration of interest and fraudulent activities as a standing item on all agendas.

Member services

* In the first quarter of 2007 GEMS call centre received over 350 000 calls, more than 25 000 short message services (SMS) and processed over 15 000 e-mails.
* The Schemes approach to member services lends from the principles of Batho Pele and confirmation thereof is the fact the prevalence of member complaints remain below 0,4% of the total member contacts to date.

Membership

* Membership doubled in size in the last quarter and no stands at more than 128 000 employees representing 350 000 people (families included). This is testimony to its inherent value proposition and excellent member services.
* Employees from all departments are enrolling on the Scheme with the education and health departments constituting the majority.
* Employees enrolling on the Scheme represent all levels of employment in the public services including some Directors-General.
* More than 50% of GEMS members are female.
* In some provinces, such as the Northern Cape, GEMS covers almost 20% of all employees whilst in others, like the Eastern Cape, enrolment is increasing by more than 25% each month.

The initial objective of promoting access to medical scheme coverage by all public service employees is being realised by the implementation of GEMS. More than 50% of the members of GEMS did not access the medical subsidy before they joined the Scheme.

Issued by: Department of Public Service Administration
14 May 2007