Portfolio Committee on Social Development, National Assembly, Cape Town DEVELOPMENT OF CAPACITY AND RECRUITMENT AND RETENTION OF SOCIAL SERVICE PROFESSIONALS - PowerPoint PPT Presentation

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Portfolio Committee on Social Development, National Assembly, Cape Town DEVELOPMENT OF CAPACITY AND RECRUITMENT AND RETENTION OF SOCIAL SERVICE PROFESSIONALS

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Title: SOCIAL SERVICES THAT THE STATE RENDERS FOR THE PEOPLE AND HOW TO ACCESS THEM Author: LindiweM Last modified by: PC 10 Created Date: 10/27/2005 11:16:24 AM – PowerPoint PPT presentation

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Title: Portfolio Committee on Social Development, National Assembly, Cape Town DEVELOPMENT OF CAPACITY AND RECRUITMENT AND RETENTION OF SOCIAL SERVICE PROFESSIONALS


1
Portfolio Committee on Social Development,
National Assembly, Cape TownDEVELOPMENT OF
CAPACITY AND RECRUITMENT AND RETENTION OF
SOCIAL SERVICE PROFESSIONALS
  • 25 OCTOBER 2006

2
PURPOSE OF PRESENTATION
  • To address the Portfolio Committee on the
    following
  • Development of capacity in the national
    provincial departments of Social Development
  • Relationships between different social
    development professionals and
  • Recruitment and Retention Strategy for Social
    Workers.

3
CURRENT SITUATION
  • Sector is not well organised
  • Lack of norms and standards for delivery of
    social services
  • The need for an HR Plan
  • High demand for SWs (Govt departments, NGOs)
  • Overlapping of roles and responsibilities
  • Exodus of social workers to other sectors other
    countries
  • Fragmentation in training and utilisation of
    other social service professionals
  • Impact of new legislation on the demand for
    services such as Children's Bill, Older Persons
    Bill, Substance Abuse legislation, etc.

4
Challenges Current Scenario
Province Current Status Current Status Requirement (Childrens Bill benchmark) Requirement (Childrens Bill benchmark) Shortfall for 1st Year (GAP) Shortfall for 1st Year (GAP)
Province No of Social Workers (NGO and Govt) No of Auxillary Social Workers (registered SAW) No of Social Workers (1st Year of implementation) No of Auxillary Social Workers (1st Year of implementation) No of Social Workers No of Auxillary Social Workers
Eastern Cape 755 88 1439 1180 684 1092
Free State 313 45 916 808 603 763
Gauteng 1096 287 2000 1950 904 1663
Kwazulu-natal 965 106 1100 884 135 778
Limpopo 453 21 1007 731 554 710
Mpumulanga 256 15 530 411 274 396
Northern Cape 206 106 307 344 101 238
North West 298 14 318 235 20 221
Western Cape 721 277 1068 1,139 347 862
National 42 0 90 0 48 0
TOTAL 5105 959 8776 7682 3671 6723
5
MEASURES TO ADDRESS CHALLENGES
  • Recruitment and Retention Strategy for Social
    Workers
  • Aim
  • Determine conditions that impact on social work
    as a scarce skill.
  • Provide guidelines for the recruitment and
    retention of social workers within the
    profession.

6
OBJECTIVES OF THE STRATEGY
  • Provide a framework for the recruitment
    retention of social workers as learners and
    professionals
  • Reposition the social work profession to meet the
    challenges of the 21st century.
  • Promote a positive image of social work as a
    career of choice.
  • Improved conditions of service.

7
SITUATIONAL ANALYSIS
  • Impact of globalization.
  • Availability of more lucrative offers in other
    sectors locally or internationally.
  • Push and pull factors.
  • Social workers recognized as being well trained
    internationally and locally.
  • High demand for their skill.
  • Lack of social workers in NGO sector.
  • High work load and poor working conditions lead
    to burnout and poor quality of services to
    recipients.
  • Training of social workers in IHLs and low
    subsidies.

8
SITUATIONAL ANALYSIS cont...
  • Training of social workers in IHLs and low
    subsidies.
  • Universities training 500 social workers pa.
  • High intake levels but low output after (4yrs).
  • Universities with the highest numbers of
    registrations still have low numbers of fourth
    year students e.g Unisa and KwaZulu-Natal, with
    only a few graduating.
  • It is not clear from the current data, how many
    students actually complete the fourth year of
    study.

9
SITUATIONAL ANALYSIS cont
  • In discussions with learners there is generally a
    perception that the social work profession is not
    a financially lucrative career, offers very
    little benefits and few career path
    opportunities.
  • Lack of institutional support and capacity for
    training programme e.g. student work placements
    on internship.
  • Insufficient social workers in the country.
  • Utilisation of social workers in non-essential /
    non-professional tasks.
  • Poor working conditions which result in
    malpractice, unprofessional conduct and
    disciplinary procedures against social workers.

10
STRATEGIES
  • Recruitment and Selection
  • Recruitment and publicity material
  • Recruitment drives in high schools to educate
    learners about the profession
  • Open recruitment days by department and
    universities
  • Job fairs or career guidance processes
  • Predefined scholarships
  • Data base to monitor turnover, vacancy levels and
    migration patterns
  • Recruitment of social workers back to profession
    or sector

11
Education, Training and Development
  • Education, Training and Development
  • Student training
  • Balance between strict selection criteria and
    meeting demand
  • Career guidance to ensure informed choice
  • Align curriculum and practical demands of work
  • Scholarships for student Social Workers
  • Creating opportunities for training in specialist
    areas
  • Broadening the scope of further education
    training
  • Management training

12
Education, Training and Development cont
  • Additional subsidies for social work education
  • Financial support during placements in practice
  • Proper selection and training of assessors or
    supervisors
  • Staff development (based on skills audit and
    national skills strategy)
  • Adherence to CDP
  • Self development and accelerated refresher
    courses aligned to performance management
    programme
  • Training of peer educators to support new social
    workers
  • National forum to ensure integration of training
    with practice
  • Exchange and Twinning Programmes

13
CONDITIONS OF SERVICE
  • Compensation and Remuneration
  • Non-monetary strategies
  • Improvement of working conditions
  • Promotional and career opportunities
  • Special training opportunities
  • Monetary Strategies
  • Remuneration and employee benefits
  • Incentive schemes linked to achievement of
    targets
  • Retention allowances (e.g. scarce skills/rural
    allowances)
  • Bonuses
  • Merit awards
  • Payment of study debts
  • Bursary Schemes

14
DEVELOPMENTS
  • NEW JOB DESCRIPTIONS FOR SOCIAL WORKERS
  • Generic job descriptions, which provide
    opportunities for career pathing - up to deputy
    director-level (Levels 7 to 11)
  • Opportunities for specialization created through
    new job descriptions
  • Uniformity in utilization of social workers in
    government facilitated
  • Remuneration packages for social workers in
    government were improved through a process of
    re-grading
  • Job descriptions for Social Aux Workers on is in
    process of being finalised
  • MTEF Bid submitted to NT for an additional 3000
    SAWs pa over the next three years to meet demands
    of legislation

15
DEVELOPMENTS
  • Developed a proposal on scarce skills allowances
    within the framework of Public Service Scarce
    Skills Strategy of the DPSA
  • Proposal currently under consideration by Heads
    of Social Development before submission to
    MINMEC, MPSA consultation with Organised Labour

16
DEVELOPMENTS
  • NEW JOB DESCRIPTIONS FOR COMMUNITY DEVELOPMENT
    PRACTITIONERS (CDPs)
  • Generic job descriptions up to deputy
    director-level (Levels 5, 7 to 11) within the
    occupation
  • Uniformity in the utilization of CDPs in social
    development
  • Remuneration packages for CDPs to be improved
    through a process of re-grading and is awaiting
    MPSA advice guidelines for implementation

17
DEVELOPMENTS
  • SCHOLARSHIPS
  • 190 scholarships to the amount of R2.8m
    provided to social work learners
  • Outstanding fees of 36 students were paid up
  • Funds for scholarships requested from Treasury as
    priority for next MTEF period to cover tuition,
    boarding and lodging, stipends for field
    placements, etc.
  • Recruitment, placement and training of Social Aux
    Workers

18
DEVELOPMENTS
  • OTHERS
  • Career fairs conducted in all provinces where
    learners are recruited to study social work
  • Establishment of a Unified Professional
    Association is being facilitated. A referendum
    supporting this process was conducted and
    positive feedback was received
  • An Indaba held to discuss social work as a scarce
    skill
  • A first phase capacity building programme
    conducted in all provinces for all social
    services professionals. Further funding is
    required for 2nd phase role-out
  • High political support e.g. higher subsidies for
    social work training

19
DEVELOPMENTS
  • OTHERS
  • Bursaries with focus on Sustainable Livelihoods
    offered to 15 students at Univ. of KZN (1 PhD
    14 Masters) - HWSETA funding
  • Learnership for CDPs
  • Unit Standards for fundamentals and Core
    completed (ETDP SETA)
  • Electives to be developed by SGB with HWSETA
    assistance
  • SACSSP participates

20
Overview of Service Delivery Improvement
Strategy....
I have a clear idea of where I'm going
I know what I want
I can see it coming together
I can see the benefits
Mindset
Confirm Operational Plan Detailed Planning
Strategy, Scoping and Focus
Gain Commitment and mobilise
Programme Phases
M E
Resource/ Enablers
  • Create emergent strategy recruitment and
    retention strat.
  • Norms and stds. for social service delivery
  • Develop HR Plan based on outputs of norms and
    stds.
  • Information M Systems
  • Shared vision
  • Clear accountabilities
  • Workstreams in place
  • Steering Group
  • Programme Director
  • Design blueprint
  • Detailed Processes Mapped
  • Process management
  • Implementation plan
  • Requisite skills and capacity
  • Financial resources
  • Support and participation from key stakeholders
  • Monitoring Evaluation
  • Post implementation reviews

KeyActivities
Critical Milestones
2007/8
2008/9
2009/10
  • Completed implementation plans
  • Costed norms and stds.
  • Blueprint for rollout
  • Human capital plan
  • Piloting of implementation plan
  • Implementation of Human Capital
  • plan
  • Contracting students through scholarships
  • against set quota
  • Recruitment of student social workers
  • Recruitment of SAW and SW
  • Creation of a mgt framework
  • Improvement of working conditions

21
SERVICE DELIVERY
  • The Service Delivery Model for Developmental
    Social Services
  • Reconstruction of social development institutions
  • The development paradigm
  • Service integration
  • Social welfare service delivery
  • Target groups
  • Nature and scope of community development
    services
  • Service providers and institutional mechanisms
  • Norms and standards
  • Monitoring and evaluation of the services

22
SERVICE DELIVERY cont
  • Interventions
  • Implementation of SDM by all service providers
  • Compliance with service norms and standards
  • Human resource plan
  • Development of other professional and
    semi-professional categories

23
RESTRUCTURING
  • The national and provincial departments are all
    undergoing restructuring to re-position
    themselves towards delivering social development
    services
  • NDSD restructuring is in the process of being
    finalised
  • Minister approved the high-level structure in
    March 2006
  • The new post establishment is finalised and on
    route to the Minister for approval.

24
RELATIONSHIP BETWEEN DIFFERENT PROFESSIONS
  • Social Service Occupations
  • Social Workers
  • Community Development Practitioners
  • Probation Officers (Provinces)
  • Child and Youth Care Workers (Provinces)

25
RELATIONSHIP BETWEEN DIFFERENT PROFESSIONS
  • Complimentary role
  • Development welfare developmental welfare
  • Development role CDP
  • Welfare role Social Worker
  • Implementation in a coordinated and integrated
    manner developmental social welfare services

26
RELATIONSHIP cont.
  • SW focuses on the condition/situation of an
    individual and how that impacts on him/her and on
    the family/community/society
  • SW reactive, rehabilitative, secure care,
  • CDP focuses on the situation of the household and
    how it impacts on the ability of the household to
    support the member/s
  • CDP preventative, early intervention, investment

27
RELATIONSHIP cont.
  • Social development has a much broader conceptual
    framework whilst community development has a
    specific place as a method, process and strategy
    within social developments broader framework in
    addressing poverty and inequalities.

28
PROPOSAL
  • It is proposed that the Portfolio Committee takes
    note of
  • Development measures to address the challenges
    such as -
  • capacity building initiatives
  • recruitment and retention strategy for SWs
  • relationships between social service
    professionals
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