BUDGET AND WORK PLAN OF THE PUBLIC SERVICE COMMISSION 2003/04

1
BUDGET AND WORK PLAN OF THE PUBLIC SERVICE
COMMISSION 2003/04

• Presentation to Select Committee on Local
  Government and Administration
• National Council of Provinces
• 9 June 2003

2
Contents

• Budget presentation
• Key Performance Areas
• Workplan
• Good Governance and Service Delivery
• Human Resources Management and Labour Relations

3
PSC MTEF Expenditure Estimates

• Budget allocations
• 2002/3 R57 971 000
• 2003/4 R64 215 000
• 2004/5 R69 353 000
• 2005/6 R74 309 000

4
Changes in spending patterns 1999-2003

• Underspending/Savings as of total budget
• 1999/2000 R16 574 000 (33)
• 2000/2001 R 8 732 000 (17)
• 2001/2002 R 1 271 000 (2)
• 2002/2003 R 584,000 (1)

5
PSC Budget Breakdown
Programme (R000) 2003/04 2004/05 2005/06
ADMIN 28 972 30 500 32 114
MLR 15 235 16 080 17 008
GGSD 20 008 22 773 25 187
TOTAL 64 215 69 353 74 309
6
PSC Budget Breakdown
Standard Item (R000) 2003/04 2004/05 2005/06
Personnel 49 330 52 768 55 772
Administrative 8 768 10 109 10 750
Inventories 1 796 2 050 2 495
Equipment 818 691 909
Prof Special 3 503 3 735 4 383
Total 64 215 69 353 74 309
7
PSC Budget Analysis 2003/2004

• Personnel To Operations 77 23.
• Operations
• Administrative 14
• Professional/special services 5
• Equipment/Inventories 4
• Human Resources (Incl. Regional Offices)
• Commissioners 14 (12)
• Senior Managers 37 (36)
• Total staff 212 (188)

8
Key Performance Areas

• Professional Ethics and Risk Management
• Anti-Corruption Investigations
• Management and Service Delivery Improvement
• Monitoring and Evaluation
• Senior Management and Conditions of Service
• Human Resource Management and Development
• Labour Relations

9
Professional Ethics and Risk Management

• Objective
• The executive and legislatures advised on the
  status of professional ethical standards in
  public administration and strategies for
  intervention

10
Ethics Research and Monitoring

• Promotion and training on the Access to
  Information Act
• Development of guidelines for the implementation
  of a whistle blowing mechanism
• Guidelines on gifts published, awareness raised
  on this issue and distribution of promotional
  material

11
Ethics Research and Monitoring

• Measurement of the efficacy of the Code of
  Conduct for the Public Service by means of a
  survey
• Provide secretarial and support services to the
  National Anti-Corruption Forum (NACF)

12
Professional Ethics Promotion

• Implement proposal on best practice regarding
  hotlines and facilitate a national workshop in
  this regard
• Co-presentation a five day anti-corruption course
  with the University of Pretoria on an annual
  basis
• Translation of the Explanatory manual into all
  official languages and publication thereof

13
Professional Ethics Promotion

• Develop and present ethics telematic course in
  partnership with the University of Pretoria
• Produce ethics awareness and training CD Rom
• Management of the Financial Disclosure System and
  maintaining the asset register
• Publish and Launch Public Service Pledge (ethics
  statement) in line with the anti-corruption
  strategy

14
Professional Ethics Promotion

• Investigate non compliance with the Code of
  Conduct regarding remunerative work outside the
  work place in the health profession (Gauteng case
  study)

15
Risk Management

• Host national consultation on risk management and
  develop guidelines for the public service
• Evaluate risk management plans in selected
  departments, piloting the risk assessment tool
• Evaluating the fraud prevention plans of selected
  departments

16
Anti-Corruption Investigations

• OBJECTIVE
• Areas in public administration vulnerable to
  corruption identified and selected corruption
  cases resolved

17
Anti-Corruption Investigations

• Investigate institutional and systems risks in
  the procurement and distribution of state
  medicine
• Investigate allegations of irregularities in the
  handling of tenders in the Mpumalanga Department
  of Health
• Investigate allegations of irregularities in the
  acquisition of land in the department of Land
  Affairs Free State Regional Office

18
Anti-Corruption Investigations

• Assess role, powers and effectiveness of
  Departmental Tender Committees
• Investigate the systems for provisioning,
  warehousing and distribution of textbooks
• Monitor recommendations made with respect to
  Anti-Corruption Investigations

19
Management and Service Delivery Improvement

• OBJECTIVE
• Regular, useful and timely information provided
  to relevant stakeholders on service delivery
  improvement

20
Key Thrusts of the PSCs Service Delivery
Programmes

• Service user satisfaction surveys
• Citizens Forums
• Performance monitoring and evaluation
• Programme Evaluations

21
Management and Service Delivery Improvement

• Conduct Citizens Satisfaction Surveys covering
  programmes in 4 government departments
• Conduct Citizen Forums on selected services in
  provinces

22
Management and Service Delivery Improvement

• Evaluation of Domain Specific Service Standards
  in 4 Provinces
• Good Practice Guide on Police Station
  Management
• Good Practice Guide on Health Management
• Good Practice Guide on School District
  Management

23
Management and Service Delivery Improvement

• Evaluate the land reform programme
• Conduct a monitoring and evaluation exercise in 5
  National Departments and 2 Departments per
  province across 3 provinces

24
Senior Management and Conditions of Service

• Objective
• The executive and legislatures advised on the
  performance and employment conditions of the
  senior management service as well as the
  administration and effectiveness of conditions of
  service for all public servants

25
Director-General Evaluation and Senior Management

• Evaluate the Management of the HoD evaluation
  process
• Monitor, evaluate and advise Executive
  Authorities and HoDs on Performance Agreements
  (PAs)
• Evaluate extent to which training needs as stated
  in PAs of senior managers have been met

26
Conditions of Service/ Retention

• Investigate the application of job evaluation in
  the Public Service and evaluate the compatibility
  of job evaluation systems with the public service
• Investigate the accountability of decision-making
  in terms of delegated authority on performance
  management

27
Conditions of Service/ Retention

• Investigate the reemployment of public servants
  retired due to ill health
• The management of State and other housing
  investigated

28
Human Resources Management and Development

• Objective
• Sound human resource management practices
  promoted (especially in the areas of human
  resource procurement, utilization and
  development)

29
Human Resources Management and Development

• Monitor and evaluate HR practices and conduct at
  least 6 Ad-hoc projects
• Shortcomings identified
• Report with recommendations produced
• Recommendations implemented

30
Human Resource Procurement and Development

• Oversight of the Verification of Qualifications
  of officials on levels 9-10 in the Public Service
• A case study on the work experiences of women in
  senior levels of management, with specific
  reference to empowerment and decision-making
• Monitor the implementation of the policy
  framework on HIV/AIDS in the public service

31
Human Resource Utilisation and Performance
Management

• Investigate the role of communication and
  co-ordination in effective HR management
• Investigate the effectiveness of PERSAL. PERSAL
  facilities and the usage thereof by departments
  monitored and evaluated

32
Labour Relations

• Objective
• The executive and legislatures advised on trends
  and other matters relating to labour relations in
  the public service

33
Labour Relations

• Grievances and complaints lodged, investigated
• Render a legal support service to the Commission
  and its Office
• Labour relations in the Public Service monitored
  and evaluated

34
Employee Grievances

• Investigate the practical application of the
  grievance procedures of the services departments.
• Evaluate impact of privatization/outsourcing on
  employees in the Public Service

35
Labour Relations Monitoring

• Monitor and evaluate Employee Assistance
  Programmes
• Report on outcome of disciplinary proceedings in
  cases of financial misconduct in the Public
  Service
• Monitor and analyse agreements reached in the
  PSCBC and departmental chambers during the
  previous financial year