PRESENTATION TO THE PORTFOLIO COMMITTEE ON PROVINCIAL AND LOCAL GOVERNMENT

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PRESENTATION TO THE PORTFOLIO COMMITTEE ON
PROVINCIAL AND LOCAL GOVERNMENT PROGRAMME
1 BRANCH CORPORATE SERVICES Mr Tozi
Faba Deputy Director-General 6 November 2007
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STRUCTURE OF THE PRESENTATION

• Purpose of Programme
• Strategic Objectives
• Sub-programmes and Purpose
• Achievements against 2006/07 Outputs
• Strategic Priorities for the 2007/08 Financial
  Year
• Structure and Staffing
• Post Level and Representativity
• Staffing Profile versus Public Service Targets
• Budget

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1. PURPOSE

• The purpose of the Programme is to provide for
  the management leadership and administration
  within the Ministry and the Department.

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2. STRATEGIC OBJECTIVES

• To monitor, evaluate and communicate the impact
  of government programmes in municipal areas in
  order to enhance performance, accountability and
  public confidence.
• Strengthen dplgs organisational capability and
  performance to deliver on its mandate.

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3. SUB-PROGRAMMES AND PURPOSE

• Internal Communication
• To render corporate brand management and internal
  communication services.
• Marketing and External Communication
• To co-ordinate the development and implementation
  of a Marketing and Communication Strategy.
• Human Resource Management and Development
• To render organisational support, human resource
  management, human resource development as well as
  administrative support services.

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3. SUB-PROGRAMMES AND PURPOSE (Cont.)

• Information Technology and Management
• To oversee the development of ICT Policy and
  implementation of Information Communication
  Technology services.
• Administration
• To provide administrative support services.

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4. ACHIEVEMENTS AGAINST 2006/07 OUTPUTS

• Packaged and communicated key success stories
  with regard to Project Consolidate (PC) through
  publication of the Project Consolidate knowledge
  series.
• Local Government Communication Strategy (LGCS)
  guidelines lobbied with key Intergovernmental
  Relations structures and approved by the
  Presidents Coordinating Council.
• Brand visibility of dplg increased through
  corporate event branding, exhibitions and also
  through print, outdoor, TV and radio advertising
  of dplg programmes, events and projects
• Organisational structure of 2006/07 aligned to
  the strategy, competencies and functional
  classification.
• Output based job profiles for senior managers
  developed.
• Internship programme for 2006/07 successfully
  implemented.
• Integrated HRD strategy and requisite policies
  and procedures in place.

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ACHIEVEMENTS AGAINST 2006/07 OUTPUTS (Cont.)

• Service delivery plans for all branches have been
  finalised and submitted to the MPSA.
• Employee Wellness programme developed and
  implemented.
• 87 of Municipalities connected to LGNet.
• Establishment of LG-ICT Forums in 8 provinces.
• Data Warehouse Technologies, Business
  Intelligence, ETL Tools and Portal Technology
  have been evaluated. The Tool for Data
  Warehousing has been completed and a Portal
  deployed.
• All targeted personnel relocated to 508 Proes
  Street.

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5. STRATEGIC PRIORITIES FOR THE 2007/08 FINANCIAL
YEAR

• Institutionalise standardised communication
  policy, protocol, to convey progress and success.
• Strengthen municipalities through knowledge
  sharing and learning across municipalities and
  government.
• Enhance organisational culture and performance.
• Develop and implement an integrated and
  comprehensive
• HRM D strategy to enhance effectiveness and
  efficiency.
• Development of a fully integrated ICT system.
• Ensure efficient and effective use of
  organisational resources.
• To improve an integrated programme management
  capability within dplg.

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6. STRUCTURE AND STAFFING
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7. POST LEVELS REPRESENTATIVITY

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8. STAFFING PROFILE VERSUS PUBLIC SERVICE TARGETS
(30 SEPTEMBER 2007)

• Analysis
• The dplg has exceeded the 75 Public Service
  black people at management level.
• The dplg has not yet met the Public Service of
  50 for women at management level. Currently the
  gap is -13. The Employment Equity Plan and
  strategy are in place to enable the dplg to meet
  the new target of 50.
• On 30 September 2007, the profile for People with
  Disability was 0.7. The Employment Equity Plan
  and strategy are in place to address the gap of
  -1.3.

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9. BUDGET