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CHIEF DIRECTORATE OF COMMUNICATION

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Title: CHIEF DIRECTORATE OF COMMUNICATION


1
DEPARTMENT OF LABOUR PRESENTATION TO THE
SELECT COMMITTEE ON ECONOMIC BUSINESS
DEVELOPMENT WORKSHOP ON BUDGET REVIEW
22 JULY 2014
1
2
Table of contents
  • Background on the Department of Labour
  • - Organizational structure
  • - Vision Mission
  • - Legislative, Policy mandate and Amendments
  • - Labour Market challenges
  • - DOL capacity
  • Overview of DOL Programmes and Entities
  • DOL Finances
  • - 2013/2014 Budget allocation and expenditure
  • - 2014/15 budget allocation
  • - challenges
  • 4. DOL Strategic Plan 2014-2019
  • - Alignment with NDP and MTSF
  • 5. DOL Programmes 2013 / 2014 Annual Performance
    Reports, 2014/15 Annual Performance Plans and
    Challenges
  • 5.1 Programme 1 Administration
  • 5.2 Programme 2 Inspection and Enforcement
    Services
  • 5.3 Programme 3 Public Employment Services
  • 5.4 Programme 4 Labour Policy and Industrial
    Relations

2
3
1.1. DoLs Top Organizational Structure
3
4
1.2. DoLs Top Organizational Structure
4
5
1.3. Our Vision
  • The Department of Labour will strive
  • for a labour market which is conducive to
    investment, economic growth,
  • employment creation and
  • decent work

5
6
1.4. Our mission
  • Regulate the south African labour market for a
    sustainable economy through
  • appropriate legislation and regulations
  • Inspections ,compliance monitoring and
    enforcement
  • Protection of human rights
  • Provision of employment services
  • Promoting equity
  • Social and income protection
  • Social dialogue

6
7
1.5. Our Values
  • We treat employees with care, dignity and respect
  • We respect and promote
  • - Client centred services
  • - Accountability
  • - Integrity and ethical behaviour
  • - Learning and development
  • We live the Batho Pele Principles
  • We live the principles of the Departments
    Service Charter
  • We inculcate these values through our
    performance management system.

7
8
1.6. Constitutional Mandate
  • The DOLs legislative framework is informed by
    the South African Constitution, Chapter 2 Bill
    of Rights
  • Section 9, ensure equal access to opportunities
  • Section 10, promotion of labour standards
    fundamental rights at work
  • Section 18, Freedom of association
  • Section 23, to ensure sound Labour relations
  • Section 24, to ensure an environment that is not
    harmful to the health will being of those in
    the workplace
  • Section 27, to provide adequate social security
    nets to protect vulnerable workers
  • Section 28, to ensure that children are protected
    from exploitative labour practices not required
    or permitted to perform work or services that are
    inappropriate for a person of that childs age or
    their well being, education, physical or mental
    health or spiritual, moral or social development
    is placed at risk
  • Section 34, access to courts access to fair and
    speedy labour jusctice

8
9
1.7. Legislative and other Policy Mandates
  • The South African Constitution and related
    policies and prescripts, and learning from the
    various ILO Conventions and International Labour
    Standards, the Department of Labour administers
    the following labour legislation
  • Labour Relations Act 66 of 1995 (LRA)
  • The Basic Conditions of Employment Act 75 of 1997
    (BCEA)
  • The Employment Equity Act 55 of 1998 (EEA)
  • The Unemployment Insurance Act 30 of 1996 (UIA)
  • The Occupational Health and Safety Act 85 of 1993
    (OHSA)
  • The Compensation for Occupational Injuries and
    Diseases Act 130 of 1993 (COIDA) and
  • National Economic Development and Labour Council
    (NEDLAC) Act, 35 of 1994.
  • Employment Services Act (Act No. 4 of 2014)

9
10
1.8. Progress on legislative amendments
  • Basic Conditions of Employment Act, Act No.20 of
    2013
  • Promulgation target date July 2014
  • 2. Employment Equity Act, Act No. 47 of 2013
  • Regulations that include method and criteria for
    equal pay for work of equal value finalised at
    NEDLAC
  • Promulgation target date July 2014
  • 3. Labour Relations Amendment Bill, 2012
  • Currently with the State President for his assent
  • Draft Regulations are being finalised

10
11
1.9. Progress on legislative amendments
  • 4. Employment Services Act, Act No.4 of 2014
  • Promulgation of chapters 1, 2, 4, 5 and 6 target
    date July 2014
  • Unemployment Insurance Fund Amendment Bill
  • NEDLAC report and Cabinet approved Bill referred
    to Parliament
  • 6. During 2014/2015 the Department will finalise
    proposed amendments to
  • - Occupational Health and Safety Act and
  • - Compensation for Occupational Injuries and
    Diseases Act

11
12
1.10. Challenges that DOL face in the Labour
Market
  • Unemployment and under employment
  • Changing nature of work
  • Inequalities and unfair discrimination
  • Domestic and cross border labour migration
  • Inadequate instruments for constant performance,
    monitoring and evaluation of labour market and
    programmes to determine their impact on the
    economy

12
13
13
14
  • 1.12. DOL Offices across the country
  • - HQ and 2 Funds in Pretoria
  • 9 DoL Provincial Offices
  • 126 Labour Centres
  • 17 Mobile Units to access remote area visiting
    points
  • 2 well equipped PES Busses
  • Provide services in 72 out of 139 Thusong Centres
    once a week
  • 12 SEF Factories in 7 Provinces
  • (Except in MP L)

Limpopo
Mpumalanga
Gauteng
North West
KwaZuluNatal
Free State
Northern Cape
Eastern Cape
Western Cape
14
15
4. DEPARTMENT OF LABOUR PROGRAMMES 2010/11
2. Department of Labour Programmes 2014/2015
  • DoL programmes are as follows
  • Programme 1 Administration Ministry Deputy
    Minister, Director Generals Office Corporate
    Services (CS), Chief Operations Officer (COO),
    Chief Financial Officer (CFO)
  • Programme 2 Inspection and Enforcement Services
    (IES)
  • Programme 3 Public Employment Services
  • Programme 4 Labour Market Policy Industrial
    Relations
  • Protected Employment Enterprises (currently
    trading as Sheltered Employment Factories
  • Unemployment Insurance Fund (Schedule 3A Public
    Entity)
  • Compensation Fund (Schedule 3A Public Entity)

15
16
2.1. Public Entities Associated with DOL
  • Entities established in terms of various
    legislations to assist DOL to meet its mandate
  • Unemployment Insurance Fund (UIF)
  • Compensation Fund (CF)
  • Protected Employment Enterprises (currently
    trading as Sheltered Employment FactoriesSEF)
  • Commission for Conciliation, Mediation and
    Arbitration (CCMA)
  • National Economic Development and Labour Council
    (NEDLAC)
  • Productivity South Africa (Productivity SA)

16
17
UNEMPLOYMENT INSURANCE FUND
  • JOB CREATION INITIATIVES

17
18
Strategic Objective 1 Fund Poverty Alleviation
Schemes
  • The Minister of Labour approved and launched 9
    training initiatives and committed R300 million
    for training of these unemployed beneficiaries.
  • The R 4 billion UIF/IDC partnership has resulted
    in 21,192 jobs saved and 23,268 jobs created
    since the inception of the partnership in 2009.
  • The proposal to create a Labour Activation Fund
    was submitted to the Minister on 31 March 2014
    and approval to proceed to the next step of
    feasibility approved.

19
Unemployment Insurance Fund
  • The UIF operates under the following Strategic
    Objectives
  • Fund Poverty Alleviation Schemes
  • Improve Governance
  • Strengthen the Institutional Capacity of the Fund
  • Encourage Compliance through Service Delivery
  • Improve Stakeholder Relations

20
Strategic Objective 1 Fund Poverty Alleviation
Schemes
  • The Minister of Labour approved and launched 9
    training initiatives and committed R300 million
    for training of these unemployed beneficiaries.
  • The R 4 billion UIF/IDC partnership has resulted
    in 21,192 jobs saved and 23,268 jobs created
    since the inception of the partnership in 2009.
  • The proposal to create a Labour Activation Fund
    was submitted to the Minister on 31 March 2014
    and approval to proceed to the next step of
    feasibility approved.

21
Strategic Objective 2 Improve Governance
  • 90 of all fraudulent cases were investigated and
    finalized during the financial year
  • Internal Audit were conducted in 28 offices with
    90 of reports presented to and signed off by
    management. Implementation of improvement
    recommendations is in progress.

22
JOB CREATION INITIATIVESContribution to ndp
23
TRAINING OF THE UNEMPLOYED
  • In December 2013, the Minister of Labour approved
    and launched 9 training initiatives and committed
    R300 million for training of these unemployed
    beneficiaries. About 8000 unemployed
    beneficiaries are targeted.
  • During the 2013/14 financial year training
    schemes, which had been approved in prior year
    were implemented.
  • Proposal for the establishment of Labour
    Activation Fund approved. The next step in this
    current year is to undertake a feasibility study
    and submit the report to the Minister.
  • The Fund has signed a three year funding
    agreement with Productivity South Africa to fund
    the Turnaround Solutions. R 41 million was paid
    in 2013/14 and R58 million will be paid in
    2014/15.

24
TRAINING OF THE UNEMPLOYED
25
SOCIAL RESPONSIBLE INVESTMENT
  • UIF SRI FUND
  • 10 of the Investment Portfolio invested in
    Socially Responsible Investments
  • A R3 billion SRI Fund was established with the
    PIC to invest in job creation projects.
  • Within the SRI Fund, an Agriculture Fund has been
    established to invest in agricultural
    infrastructure and infrastructural land where
    jobs will be created
  • UIF/IDC BOND
  • Since inception in 2009, there have been 218
    approved deals (net of cancellations) with a
    total value of approx. R3.524 billion
  • Total Jobs created 23 268
  • Jobs saved 21 192
  • Combined created and saved jobs of 44 460

26
SOCIAL RESPONSIBLE INVESTMENT
27
COMPENSATION FUND
  • IMPLEMENT TURN AROUND
  • AND
  • MORDENISATION STRATEGY

27
28
SERVICE DELIVERY OUTCOMES
Government Service Delivery Outcomes DOL Strategic Objectives CF Strategic Outcomes CF Strategic Objectives
Outcome 4 Decent employment through inclusive economic growth Strategic Objective 3 Protecting vulnerable workers Participate in government initiatives of creating and sustaining decent employment Promote policy advocacy
Outcome 4 Decent employment through inclusive economic growth Strategic Objective 3 Protecting vulnerable workers Participate in government initiatives of creating and sustaining decent employment Integration of CF with the comprehensive social security reforms
Outcome 4 Decent employment through inclusive economic growth Strategic Objective 5 Strengthening social protection Improve payment of benefits to the beneficiaries of the Fund Providing an efficient social safety net
Outcome 4 Decent employment through inclusive economic growth Strategic Objective 5 Strengthening social protection Improve collection of revenue from employers Improve financial viability
Outcome 12 An efficient, effective and development oriented public service and an empowered and inclusive citizenship. Strategic Objective 8 Strengthening the institutional capacity of the Department Effective administration of the Funds operations Provide professional, efficient and client orientated human resources
Outcome 12 An efficient, effective and development oriented public service and an empowered and inclusive citizenship. Strategic Objective 8 Strengthening the institutional capacity of the Department Effective administration of the Funds operations Strengthening Corporate Governance
Outcome 12 An efficient, effective and development oriented public service and an empowered and inclusive citizenship. Strategic Objective 8 Strengthening the institutional capacity of the Department Effective administration of the Funds operations Improve corporate support and services
Outcome 12 An efficient, effective and development oriented public service and an empowered and inclusive citizenship. Strategic Objective 8 Strengthening the institutional capacity of the Department Effective administration of the Funds operations Enhance quality and access to COIDA services and information
29
CHALLENGES
  • Inefficient IT Systems.
  • Turnaround times in processing of compensation
    claims.
  • Backlog in processing claims and payments.
  • Delay and/or non-reporting of accidents.
  • Human capacity constraints.
  • Document management.
  • Records management system.
  • Centralised IT and post EOH contract.
  • Non-compliance by stakeholders in relation to
    incomplete information by employers, delays in
    the submission of banking details by
    beneficiaries and employers that fail to submit
    their annual returns
  • Fraudulent activities are still negatively
    affecting the finalisation of employer
    assessments and the debt book continues to
    increase.

30
PRIORITIES FOR 2014/15
  • Implement a Turnaround and Modernisation
    Strategy by
  • Conduct a scoping exercise on the ICT environment
  • Establishing of the Programme Management Office
  • Implementing business process re-engineering
  • Finalising of the decentralisation process
    including the placement of staff and resettlement
    to provinces
  • Implementing the Umehluko claims processing
    system
  • Investing in Socially Responsible Investment as
    part of the implementation of the Governments
    Medium Term Strategic Framework 2014-2019
  • Exploring ways to strengthen the capacity of DoL
    to conduct payroll audits
  • Implementing a comprehensive plan to address the
    disclaimer audit opinions
  • Finalising the amendments to COIDA
  • Improving human resource capacity through
    recruitment and capacity development

31
NEDLAC
  • KEY ENGAGEMENTS IN CHAMBERS

31
32
Objectives of Nedlac
The Nedlac Act, Act 35 of 1994 was one of the
very first pieces of legislation to be signed-off
by the first Democratic Parliament in 1994
33
Summary of Performance
Composite Summary
Matters on APP Matters on APP Matters on APP Matters on APP Arising matters Arising matters Arising matters
Category Number tabled Number concluded Number concluded Number tabled Number concluded Number concluded
Legislation 3 3 100 8 5 63
Policy 17 15 88 5 5 100
Section 77 Notices - - - 10 7 70
FRIDGE Research 2 3 150 - - -
Demarcations - - - 31 31 100
34
Summary of Performance
35
Summary of Performance
Key engagements in Chambers
36
Where are we Now?
37
CCMA
  • REVOLUTIONISING WORKPLACE RELATIONS

37
38
MANDATORY STATUTORY FUNCTIONS
39
DISCRETIONARY STATUTORY FUNCTIONS
40
Governance Environment
Parliament
Executive Authority Minister of Labour
Organized Labour
Director
Governing Body
Audit Committee
Government
Organized Business
Governance, Social and Ethics Committee
Essential Services Committee
Accreditation Subsidy Committee
Commissioners Staff
Human Resource and Remuneration Committee
Finance and Risk Committee
41
GOALS AND STRATEGIC OBJECTIVES
GOALS
OBJECTIVES
26
42
CASELOAD
34
43
CASE DISTRIBUTION BY SECTOR 2013-2014
36
44
LABOUR LAWS AMENDMENTS
  • In preparing for these amendments, the CCMA has
    undertaken a number of activities in order to
    make sure that the organization is ready to
    implement these proposed changes to employment
    laws. 
  • A national task team led by the Director of the
    CCMA has been established comprising of
    experienced commissioners, internal and external
    technical experts.
  • Specialist working groups have been established
    that focus on the most complex sections of the
    bill such as organizational rights disputes,
    essential services, temporary employment
    services, equal pay for work of equal
    value(specialist commissioner panels)
  • Training material has been developed
  • Training has been delivered nationally and is
    ongoing(also to stakeholders)
  • Governing Body sub committee is working on
    Amendments and updating of CCMA rules
  • Regulations and forms are also being updated with
    DOL
  • Communication plan and advocacy programme
    developed

49
45
PRODUCTIVITY SOUTH AFRICA
  • INSPIRING A COMPETITIVE SOUTH AFRICA

45
46
STRATEGIC PROGRAMMES
  • Work Place Challenge
  • Productivity Organisational Solutions
  • 3. Turnaround Solutions
  • 4. Productivity Awareness

47
Work Place Challenge targets 2014/15
48
POS targets 2014/15
49
Turnaround Solutions targets 2014/15
50
Productivity Awareness targets 2014/15
51
TRANSFERS RECEIVED
INSTITUTION PROGRAMME R000
DOL PRODUCTIVITY SA 43 119 35.4
DTI WORKPLACE CHALLENGE 9 170 7.5
UIF TURNAROUND STRATEGY 69 400 57.0
TOTAL TRANSFERS 121 689 100
52
HIGHLIGHTS
  • Increase in self-generated (own) revenue.
  • Strategic partnership with various institutions
    enabling Productivity SA to carry out its
    mandate.
  • Raising the profile of Productivity SA brand by
    being in media discussions on productivity
    discourse, resulting in significant media
    coverage.
  • Capacitation program in the Mining sector that
    ensures the setting up of the future forum as per
    the mining regulation aimed at bringing about
    amiable relations between labor and management .
  • Implementation of the Green Productivity Toolkit
    through Workplace Challenge

53
3. DEPARTMENT OF LABOUR
  • FINANCIAL REPORT 2013/14 and 2014/15

53
54
3.1. BUDGET ALLOCATION 2013/14
54
55
3.2. UNAUDITED EXPENDITURE RESULTS 2013/14
55
56
3.3. BUDGET ALLOCATION 2014/15
56
57
3.4. 2014/15 BUDGET PER PROGRAMME
57
58
3.5. BUDGET REVIEW 2014/15
  • The 2014 budget was decreased by R106 million of
    which R63 million was on Compensation of
    Employees.
  • (60) of the reduction was meant for capacitation
    of the Inspectorate
  • the remaining (40) was meant for the
    capacitation of IT services staff that were to be
    absorbed from the IT Public Private Partner at
    the end of the contract.

58
59
3.6. MEDIUM TERM EXPENDITURE FRAMEWORK (MTEF)
59
60
3.7. MTEF
60
61
3.8. FUNDING CHALLENGES
  • Spending pressures, strengthening of existing
    programmes and new priorities
  • Implementation of the new Employment Services Act
    No.4 of 2014
  • Funding of the Office of the Chief Information
    Officer
  • Funding of Inspection and Enforcement Services
  • Funding of the new Deputy Ministers office

61
62
4. Department of Labour Strategic Plan 2014
2019 Alignment with Medium Term Strategic
Framework (MTSF) and the National Development
Plan (NDP)

62
63
4.1. MEDIUM TERM STRATEGIC FRAMEWORK (MTSF) 14
OUTCOMES
  • DOL also contributes to outcomes highlighted in
    Red
  • Outcome 1 Quality basic education
  • Outcome 2 A long healthy life for all South
    Africans
  • Outcome 3 All people in South Africa are feel
    safe
  • Outcome 4 Decent employment through inclusive
    growth
  • Outcome 5 Skilled capable workforce to
    support an inclusive growth path
  • Outcome 6 An efficient, competitive
    responsive economic infrastructure network
  • Outcome 7 Vibrant, equitable, sustainable rural
    communities contributing towards food
    security for all

63
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4.2. MEDIUM TERM STRATEGIC FRAMEWORK (MTSF) 14
OUTCOMES 14 OUTCOMES
  • Outcome 8 Sustainable human settlements
    improved quality of household life
  • Outcome 9 Responsive, accountable, effective
    efficient local government
  • Outcome 10 Protect enhance our environmental
    assets natural resources
  • Outcome 11 Create a better South Africa, a
    better Africa a better world
  • Outcome 12 An efficient, effective
    development oriented public service
  • Outcome 13 Social protection
  • Outcome 14 Nation building social cohesion

64
65
4.3. Alignment of the DoL Strategic Plan to NDP
and MTSF
NDP MTSF THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN
NDP MTSF STRATEGIC OBJECTIVE INDICATOR ANNUAL PERFORMANCE PLAN (APP) YEAR 1 TARGETS
Growing an inclusive economy Outcome 2 Long and healthy life for all South Africans 1 Promote Occupational health services Number of entities audited per year in terms of the OHSA 150
Growing an inclusive economy Outcome 4 Decent employment through inclusive economic growth 2 Contribute to decent employment creation Number of work-seekers placed in registered employment opportunities 20 000
Growing an inclusive economy 3 Protect vulnerable workers Establish basic standards and minimum wages Number of existing and new sectoral determinations reviewed and investigated   Number of workplaces inspected per year to determine compliance with labour legislation Review two Sectoral Determinations by March 2015. One new sector investigated for possible setting of minimum wages and conditions of employment by 30 Sept 2014 Start investigation for Domestic and Farm workers Provident Fund by 2015   149 154
65
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66
4.4. Alignment of the DoL Strategic Plan to NDP
and MTSF
NDP MTSF THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN
NDP MTSF STRATEGIC OBJECTIVE INDICATOR APP YR 1 TARGETS
Growing and inclusive economy Outcome 4 Decent employment through inclusive economic growth 5 Strengthen occupational safety protection Percentage of entities registered per year in terms of the OHSA 2000
Growing and inclusive economy Outcome 4 Decent employment through inclusive economic growth 6 Promote sound labour relations Number of Collective agreements extended within 60 days of receipt 17
Growing and inclusive economy Outcome 4 Decent employment through inclusive economic growth 7 Monitor the impact of legislation A number of labour market trends and research reports produced 8 (4 Annual Labour Market Trend reports and 4 Internal Statistical Trend reports compiled)
Outcome 13 Social protection 9. Development of the Occupational Health and Safety policies Occupational Health and Safety Act and regulations amended OHS Amendment Bill submitted to NEDLAC   Amend 2 regulations
66
66
67
4.5. Alignment of the DoL Strategic Plan to NDP
and MTSF
NDP MTSF THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN
NDP MTSF STRATEGIC OBJECTIVE INDICATOR APP YR 1 TARGETS
Growing and inclusive economy Outcome 14 Nation building and social cohesion 10. Promote Equity in the labour market Employment Equity Amendment Act implemented and evaluated within set time frame Number of designated employers reviewed per year to determine compliance with employment equity legislation Amended EE Regulations published   Draft Code on Equal Pay published for public comment   Conduct 9 workshops on amended EEA and regulations 517
67
68
4.6. Alignment of the DoL Strategic Plan to NDP
and MTSF
NDP MTSF THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN
NDP MTSF STRATEGIC OBJECTIVE INDICATOR APP YR 1 TARGETS
Build capabilities Outcome 4 Decent employment through inclusive economic growth 2 Contribute to decent employment creation   Number of work-seekers registered on ESSA system per year   Number of vacancies and opportunities registered on ESSA 550 000     55 000
Build capabilities Outcome 5 Skilled and capable workforce to support an inclusive growth path 2 Contribute to decent employment creation Number of registered work-seekers provided with employment counselling 220 000
68
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4.7. Alignment of the DoL Strategic Plan to NDP
and MTSF
NDP MTSF THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN THE DEPARTMENT OF LABOUR STRATEGIC PLAN
NDP MTSF STRATEGIC OBJECTIVE INDICATOR APP YR 1 TARGETS
Capable and developmental state Outcome 11 Create a better South Africa, a better Africa and a better world 4 Strengthen multilateral and bilateral relations A Number of reports submitted and Memoranda of Understanding signed Monitor implementation of 4 signed MOUs and submit quarterly reports
Capable and developmental state Outcome 12 An efficient, effective and development oriented public service 8 Strengthen the institutional capacity of the Department of the Department Percentage of staff trained in line with Workplace Skills Plan (WSP) by 31 March 87
69
70
5. Department of Labour Programmes
  • 5.1 Programme 1 Administration
  • 2013 / 2014 Annual Performance Report and
    challenges
  • 2014/2015 Annual Performance Plan.

70
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5.1. Programme 1 Administration
  • Ministry and Deputy Ministry provides oversight
    to ensure that the Departments mandate is
    achieved.
  • Director-General provides administrative
    oversight for effective implementation of the
    Departments mandate overall accounting.
  • Chief Operations Officer Provides oversight on
    service delivery, coordination of performance
    planning, monitoring evaluation, reporting.
  • Corporate Services provides support services
    that includes Human Resources Management (HRM),
    Communication, Information Communication
    Technology (ICT), Legal Services, Internal Audit,
    Risk Management and Security.
  • Chief Financial Officer provides financial
    management, transport accommodation support
    services.

71
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5.1.1. Program 1 2013/14 Annual Performance
Report
OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP
Strategic Objective 8 Strengthening the institutional capacity of the Department Strategic Objective 8 Strengthening the institutional capacity of the Department Strategic Objective 8 Strengthening the institutional capacity of the Department Strategic Objective 8 Strengthening the institutional capacity of the Department
KEY PERFORMANCE INDICATORS ANNUAL TARGETS PROGRESS Challenges
1. Percentage of final reports issued as per timeframes indicated in the approved annual audit plan 90 final reports issued as per timeframes indicated in the approved annual audit plan 87 (27 planned and 31 finalised/issued) was achieved High staff turnover in the Internal Audit Directorate resulted in 2 reports not finalised on time. The 1 outstanding report is in the final draft stage awaiting the final comment from management.
2. Percentage of fraud cases received and detected and finalised per year 90 75 (40 cases received, and 30 finalised) finalised by end of the year. The 10 cases that remained outstanding were due to lack of capacity and skill to investigate DoL cases.
3. Number of security awareness conducted within a specified time Security awareness conducted in 5 provinces Security awareness was conducted at Western Cape Free State Limpopo North West, and Mpumalanga province.
72
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5.1.2. 2013/14 Annual Performance Report
OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP
Strategic Objective 8 Strengthening the institutional capacity of the Department Strategic Objective 8 Strengthening the institutional capacity of the Department Strategic Objective 8 Strengthening the institutional capacity of the Department Strategic Objective 8 Strengthening the institutional capacity of the Department
KEY PERFORMANCE INDICATORS ANNUAL TARGETS PROGRESS Challenges
4. Percentage of (a) women in SMS, (b) youth and (c) people with disability (PwD) employed in line with the EE Plan by 31 March each year (a) 45 (b) 43 (c) 3 As on 31 March 2014 a) 38.5 of women employed at SMS level at the end of March 2014. This was calculated based on a total count of 40 women against 104 SMS members on the DoL establishment. b) 32.9 of youth employed in the Department at the time of reporting. This was calculated based on a total count of 2508 youth against 7621 employees on the DoL establishment). c) 2.5 of PWD employed on DoL establishment at the time of reporting. (This was calculated based on a total count of 191 PWD against a total of 7621 employees on the DoL establishment). a) The number of women at SMS level increased from 33 to 40 during the reporting period. b) Changes in the organisational structure and the high attrition rate in this category. c) The additional posts that were created during this performance cycle. However, the 2.5 is above the national target of 2 for the public service.
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5.1.3. 2013/14 Annual Performance Report
OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP OUTCOME 12 AN EFFICIENT, EFFECTIVE, AND DEVELOPMENT ORIENTED PUBLIC SERVICE AND AN EMPOWERED AND INCLUSIVE CITIZENSHIP
Strategic Objective 8 Strengthening the institutional capacity of the Department Strategic Objective 8 Strengthening the institutional capacity of the Department Strategic Objective 8 Strengthening the institutional capacity of the Department Strategic Objective 8 Strengthening the institutional capacity of the Department
KEY PERFORMANCE INDICATORS ANNUAL TARGETS PROGRESS Challenges
5. Reduction in percentage vacancy rates by 31 March Vacancy rate reduced to 6 The vacancy rate at the end of March 2014 was 12.9. The establishment grew from 8062 posts to 8755 posts during the financial year.
6. Percentage of staff trained in line with Workplace Skills Plan (WSP) by 31 March 85 88 (4 542 of the 5 152 planned ) staff was trained by end March 2014.
7. Percentage of misconduct cases finalised in line with applicable prescripts by 31 March 77 67 There were numerous fraud cases that took longer than anticipated.
8. Percentage of Court Papers to resolve litigation filed with the Court within 10 days of receipt 80 Of the 67 cases received, 48 (72) were resolved within 10 days. IES Cases were mostly handled outside the 10 day. The reason being that documents were outstanding from the Provinces and the cases could not proceed without the file being complete.
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5.1.4. Administration Annual Performance Plan
2014/15
Strategic Objectives Programme performance indicator Medium Term Targets
Strategic Objectives Programme performance indicator 2014/15  
1 Provide leadership and institutional management to the Department of Labour and Entities 1.1 Strategic leadership and guidance provided Quarterly, mid- term and annual performance reviews held
2 Provide integrated business and service delivery solutions 2.1 Strategic Plan and Annual Performance Plan approved and tabled as per prescribed timeframes Strategic Plan and Annual Performance Plan approved by end of January for tabling in Parliament by 31 March
2 Provide integrated business and service delivery solutions 2.2 Percentage of organisational performance improves per year 65 improvement of the organisational performance
    2.3 Improve the Departments performance based on the Management Performance Assessment Tool (M-PAT) assessment criteria   Comply with 45 of the M-PAT standards 15 of total DoL M-PAT standards per KPI at level 4 and 30 standards at level 3
    2.4 Service Delivery Improvement Plan (SDIP) coordinated for approval by March SDIP submitted for approval by March 2015
3 Risk Management Strategy implemented 3.1 Number of Strategic risk reviews and monitoring compiled and submitted for the approval by the Accounting Officer within 30 days of each quarter 4
4 Fraud Prevention Security Strategy implemented 4.1 Percentage of fraud cases received or detected finalized per year. 92
    4.2 Number of fraud prevention awareness campaigns conducted 4
    4.3 Percentage reduction in security breaches/ incidents 65
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5.1.5.Administration Annual Performance Plan
2014/15
Strategic Objectives Programme performance indicator Medium Term Targets
Strategic Objectives Programme performance indicator 2014/15
5 Departmental interventions and initiatives communicated 5.1 Number of exhibitions held to profile the services of the Department per annum 10
5 Departmental interventions and initiatives communicated 5.2 Number of service delivery points branded and signage displayed per selected province 10 Labour Centres in 2 Provinces
5.3 Turnaround time to respond to media queries Media queries responded to within 24 hours
6 Integrated human resource strategy implemented 6.1 Percentage of (a) women in SMS, (b) youth and (c) people with disability (PwD) employed in line with the EE Plan by 31 March each year 45 36 3
6 Integrated human resource strategy implemented 6.2 Percentage of vacancy rate reduced by 31 March 10
6 Integrated human resource strategy implemented 6.3 Percentage of staff trained in line with Workplace Skills Plan (WSP) by 31 March 87
6 Integrated human resource strategy implemented 6.4 Percentage of misconduct cases finalised in line with applicable prescripts by 31 March 80
6 Integrated human resource strategy implemented 6.5 Percentage of employees (a) SMS and (b) MMS and lower entered into performance agreement and assessed within the time frames 95
7 Effective Legal support services 7.1 Percentage of Court Papers to resolve Litigation filed with the Court within 10 working days of receipt 90
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5.1.6. Administration Annual Performance Plan
2014/15
Strategic Objectives Programme performance indicator Medium Term Targets
Strategic Objectives Programme performance indicator 2014/15  
8 Information Communication Technology support services provided 8.1 Annually review and implement the ICT strategy of the Department Implementation of the governance model
9 Sound financial management 9.1 Number of financial statements compiled per year that comply with guidelines issued by the National Treasury. 1 Annual report by 31 May, and 4 Interim reports 30 days after each quarter.
    9.2 Medium Term Expenditure Framework (MTEF) and Estimates of National Expenditure (ENE) prepared according to National Treasury (NT) prescripts Departmental budget compiled and published
    9.3 Percentage reduction of audit findings 50
10 Effective and efficient Sound Supply chain management 10.1 Percentage of compliant invoices paid within 30 days of receipt 100
    10.2 Percentage reduction of transgression in irregular expenditure compared to previous year 60
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5.1.7. The DoL Establishment
Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014
  Filled Posts Vacant Posts Contract Filled Contract Vacant Total All posts on Establishment Vacancy Rate
Sum Dol 3 137 338 6 10 3 490 10.1
Sum UI 2 688 194 23 1 2 907 7.3
Sum CF 922 291 0 - 1 213 28.5
Total 6 747 823 29 11 7 610 11.9

Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014 Establishment Report - dated 11/06/2014
  Filled Posts Vacant Posts Contract Filled Contract Vacant Total All posts on Establishment Vacancy Rate
Eastern Cape 728 71 - - 799 9.2
Free State 449 63 4 - 516 13.3
Gauteng 1 487 117 - - 1 604 8.5
Kwazulu Natal 968 107 - - 1 075 10.7
Limpopo Province 464 58 10 - 532 10.5
Mpumalanga 473 45 10 1 529 10.9
Northern Cape 291 40 - - 331 12.5
North West 395 59 - - 454 14.5
Western Cape 682 107 - - 789 15.6
Total 6 747 823 29 11 7 610 11.9
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5.2. Programme 2 Inspection and Enforcement
Services (IES) 2013 / 2014 Annual Performance,
2014/2015 Annual Performance Plan
and Challenges
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5.2.1. Programme 2 Inspections and
Enforcement Services
  • IES examine national labour standards application
    in the workplace through inspection and
    enforcement of labour legislation and educates
    and advise social partners on labour market
    policies
  • The staff complement across the country consist
    of a total of 830 inspectors of which 160 are
    Occupational Health and Safety (OHS) inspectors,
    336 Inspector Team Leaders, 75 Principal
    Inspectors. As of end of June 2014 there were 129
    vacancies.
  • Ratio of South African Inspectors to other
    developing countries is very high and does not
    assist in ensuring effective enforcement of OHS
    Act provisions. Currently (1) one SA inspector
    is responsible for 114 000 entities compared (1)
    inspector responsible for an average of 20 000
    entities in other developing countries.

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2013/14 IES Annual Performance Report against
selected Indicators5.2.2. Promoting Equity in
the Labour Market
Prov. Target (Public) Actual (Public) Var. Target (Private) Actual (Private) Var.
EC 9 15 6 26 40 14
FS 7 16 9 17 35 18
GP 30 41 11 48 53 5
KZN 30 27 -3 44 45 8
LP 10 18 8 21 23 2
MP 7 14 7 17 21 4
NC 5 10 5 9 12 3
NW 13 9 4 10 14 4
WC 9 8 -1 28 34 6
TOTAL 120 158 38 220 277 57
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5.2.3. Protection of vulnerable workers
Prov. Target Actual inspected Actual complied complied No. not complying
EC 11433 14832 10208 69 4624
FS 8460 10010 9203 92 807
GP 17370 32823 28489 87 4334
KZN 16470 23060 16198 70 6862
LP 10890 10842 6404 59 4438
MP 7741 10155 8314 82 1841
NC 3961 5480 4833 88 647
NW 5400 9371 6910 74 2461
WC 8275 12686 6967 55 5719
TOTAL 90000 129259 97526 75 31733
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5.2.4. Complaints Management
Prov. Target No. received No. resolved resolved
EC 75 5057 2308 46
FS 75 5818 4854 83
GP 75 42034 26035 62
KZN 75 12878 10002 78
LP 75 9326 5789 62
MP 75 11808 9104 77
NC 75 2707 1040 38
NW 75 4882 3547 73
WC 75 5506 3264 59
TOTAL 75 100016 65943 66
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5.2.5. Strengthening Social Security
Prov. Target Actual audited Actual complied complied No. not complying
EC 2459 3109 2349 76 760
FS 1790 1357 1102 81 255
GP 17903 10466 8991 86 1475
KZN 14113 9941 6015 61 3926
LP 5496 2356 1866 79 490
MP 3125 2454 2007 82 447
NC 2392 618 494 80 124
NW 4062 2590 2052 79 538
WC 8360 2283 1305 57 978
TOTAL 59700 35174 26181 74 8993
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5.2.6. IES 2014/15 Annual Performance Plan
  • IES Contribution to Medium Term Strategic
    Framework (MTSF) Outcomes
  • Transforming Society and uniting the Nation
  • - Promote Equity in the labour market
  • Decent employment through inclusive economic
    growth
  • - Protect vulnerable workers
  • - Strengthen occupational safety protection
  • A long and healthy life for all
  • - Promote Occupational health services
  • Social Protection
  • - Development of the Occupational Health and
    Safety policies

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5.2.7. Performance Indicators and Quarterly
targets for 2014-2015
KP1 A/Q ANNUAL Q1 Q2 Q3 Q4
2.1 Number of workplaces inspected per year to determine compliance with labour legislation Q 149 154 29831 59661 29831 29831
2.2 Percentage of non-complying workplaces inspected with reference to 2.1 per year dealt with in terms of the relevant labour legislation Q 100 100 100 100 100
2.3 Number of advocacy and educational sessions conducted per year in identified sectors. Q   6 1 2 2 1
2.4. Percentage of inspections on request for work permits conducted within 5 days Q 90 90 90 90 90
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5.2.8. Performance Indicators and Quarterly
targets for 2014-2015
KP1 A/Q ANNUAL Q1 Q2 Q3 Q4
3.2 Percentage of non-complying workplaces inspected in reference to 3.1 dealt with in terms of the OHS legislation Q 100 100 100 100 100
4.1. Number of employer audits conducted per year to determine compliance with the UI Act Q 13440 2688 5376 2688 2688
4.2 Number of entities audited per year in terms of the OHSA Q 150 25 75 25 25
4.3 Percentage of entities registered per year in terms of the OHSA Q 100 100 100 100 100
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5.2.9. Performance Indicators and Quarterly
targets for 2014-2015
KPI A/Q ANNUAL  Q1 Q2  Q3 Q4
5.1 Occupational Health and Safety Amendment Bill submitted to NEDLAC by March 2015. A 100 OHS Amendment Bill submitted to NEDLAC Hazardous Chemical Substance Regulation amended Major Hazardous Installation Regulations amended
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2014/15 Annual Performance Plan5.2.10. Promote
Equity in the Labour Market
  • 517 of designated employers reviewed per year to
    determine compliance with employment equity
    legislation
  •  

Province Annual Targets
EC 98
FS 28
GP 100
KZN 48
LP 40
MP 30
NC 27
NW 41
WC 108
TOTAL 517
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5.2.11. Protecting Vulnarable Workers
  • 149 154 of workplaces inspected per year to
    determine compliance with Labour legislation

Province Annual Targets
EC 16308
FS 10380
GP 38244
KZN 29760
LP 12036
MP 9894
NC 6480
NW 10764
WC 15288
TOTAL 149154
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5.2.12. Strengthening Social Security
20609 of workplaces inspected per year to
determine their compliance with the OHS
legislation
Province Annual Targets
EC 2292
FS 2364
GP 5328
KZN 3696
LP 839
MP 1896
NC 960
NW 1050
WC 218
50 20609
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5.2.13. Strengthening Social Security
  • 13440 of employer audits conducted per year to
    determine compliance with the UI Act
  •  

Province Annual Targets
EC 1728
FS 696
GP 2580
KZN 1200
LP 1488
MP 792
NC 708
NW 1244
WC 3024
TOTAL 13440
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 5.2.14. Challenges and corrective measures 
  • Current Budget cuts will impact on
  • 1. Inspection operations
  • 2. Inspectors tools of trades
  • Corrective Measures
  • Engagement with Treasury to review current
    budget cuts so as to assist the Department to
    enforce labour laws and to address the plight of
    vulnerable workers.

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  • 5.3. Programme 3 Public Employment Services
  • 2013 / 2014 Annual Performance Report
  • 2014/2015 Annual Performance Plan and
  • Challenges.

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5.3.1. Programme 3Public Employment Services
(PES)
  • PES provides assistance to companies and workers
    to adjust to changing labour market conditions
    and regulates private employment (PEAs) and
    temporary employment agencies (TEAs).
  • The staff complement across the country consist
    of 96 Employment Services Counsellors and 171
    Employment Services Practitioners

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5.3.2. Programme 3 Annual Performance
against 2013/14 selected indicators
OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH
Strategic Objective 1 Contribute to employment creation Strategic Objective 1 Contribute to employment creation Strategic Objective 1 Contribute to employment creation
KEY PERFORMANCE INDICATORS ANNUAL TARGETS PROGRESS
3.1. Number of work-seekers registered on ESSA per year 500 000 Achieved A total of 618092 (124)were registered on ESSA.
Prov. Target Number registered Variance Registered
EC 55000 65670 10670 119
FS 40000 43478 3438 109
GP 120000 139953 19953 117
KZN 95000 109914 14914 116
LP 40000 62959 22959 157
MP 40000 47680 7680 119
NC 15000 20304 5304 135
NW 30000 26791 -3209 89
WC 65000 90480 25480 139
On-Line 0 10863 0
NATIONAL 50000 618092 118092 124
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5.3.3. Program 3 Performance against 2013/14
selected indicators
OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH
DoL Strategic Objective 1 Contribution to decent employment creation DoL Strategic Objective 1 Contribution to decent employment creation DoL Strategic Objective 1 Contribution to decent employment creation
KEY PERFORMANCE INDICATORS ANNUAL TARGETS PROGRESS
4.1. Percentage of work-seekers registered on the system provided with employment counselling 50 Achieved 41 (250160 OF 618092) of work-seekers against a target of 50 were provided with employment counselling
Prov. Target Number counselled counselled Variance
EC 50 30568 47 -3
FS 50 27724 64 14
GP 50 39959 29 -21
KZN 50 41244 38 -12
LP 50 27096 43 -7
MP 50 27134 57 7
NC 50 13499 66 16
NW 50 15787 59 9
WC 50 27149 30 -20
TOTAL 50 250160 41 -9
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5.3.4. Performance against 2013/14 selected
indicators
OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH
DoL Strategic Objective 1 Contribution to decent employment creation DoL Strategic Objective 1 Contribution to decent employment creation DoL Strategic Objective 1 Contribution to decent employment creation
KEY PERFORMANCE INDICATORS ANNUAL TARGETS PROGRESS
4.2. Number of work-seekers placed in registered employment opportunities 19 000 Achieved A total of 15570 (82)work-seekers were placed in registered employment opportunities in Provinces against a target of 19000.
Prov. Target Actual placed Variance Placed
EC 2280 1654 -626 73
FS 1520 3421 1901 225
GP 4560 2609 -1951 57
KZN 2280 2054 -226 90
LP 1900 1669 -231 88
MP 1710 2269 559 133
NC 1330 529 -801 40
NW 1330 806 -524 61
WC 2090 559 -1531 27
ON-LINE 0 86 0
TOTAL 19000 15656 -3430 82
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5.3.5. Performance against 2013/14 selected
indicators
OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH
DoL Strategic Objective 1 Contribution to decent employment creation DoL Strategic Objective 1 Contribution to decent employment creation DoL Strategic Objective 1 Contribution to decent employment creation
KEY PERFORMANCE INDICATORS ANNUAL TARGETS PROGRESS
4. 3. Number of work-seekers referred to registered employment opportunities 76 000 A total of 98829 (130)work-seekers were referred to registered employment opportunities in Provinces against a target of 76 000.
Prov. Target Actual referred Variance Referred
EC 9120 13040 3920 143
FS 6080 12455 6375 205
GP 18240 22782 4542 125
KZN 9120 10215 1095 112
LP 7600 8787 1187 116
MP 6840 9307 2467 136
NC 5320 4422 -898 83
NW 5320 7160 1840 135
WC 8360 10661 2301 128
TOTAL 76000 98829 22829 130
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5.3.6. Performance against 2013/14 selected
indicators
OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH OUTCOME 4 DECENT EMPLOYMENT THROUGH INCLUSIVE ECONOMIC GROWTH
DoL Strategic Objective 1 Contribution to decent employment creation DoL Strategic Objective 1 Contribution to decent employment creation DoL Strategic Objective 1 Contribution to decent employment creation
KEY PERFORMANCE INDICATORS ANNUAL TARGETS PROGRESS
5.1. Number of employers registering vacancies 1 000 New employers A total of 2427 employers registering vacancies on ESSA against a target of 1 000
Prov. Target Actual registered Variance Registered
EC 95 293 198 308
FS 85 174 89 205
GP 195 389 194 199
KZN 166 230 64 139
LP 80 262 182 328
MP 105 391 286 372
NC 49 130 81 265
NW 155 244 89 157
WC 70 314 244 449
TOTAL 1000 2427 1427 243
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5.3.7. PES Annual Performance Plan 2014/15
Strategic Outcomes Improve the quality of labour market services to contribute to decent employment through inclusive economic growth Strategic Goal Contributing to decent employment creation (Outcome 4) Strategic Objective Provision of Public Employment Services
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5.3.8. Annual Performance Plan 2014-2015
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5.3.9. Annual Performance Plan 2014-2015
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5.3.10. Annual Performance Plan 2014-2015
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5.3.11. Annual Performance Plan 2014-2015
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5.3.12. Number of PES provincial and local
advocacy campaigns conducted
  • At least 18 Provincial and 126 local advocacy
    campaigns conducted annually.  

Province Annual Targets Annual Targets
Province Provincial Local
EC 2 16
FS 2 11
GP 2 26
KZN 2 16
LP 2 13
MP 2 14
NC 2 7
NW 2 10
WC 2 13
TOTAL 18 126
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5.3.13. Number of work-seekers registered on
ESSA system per year
  • 550 000 work-seekers registered on ESSA system
    per year.

Province Annual Targets
EC 60 500
FS 44 000
GP 126 500
KZN 110 000
LP 44 000
MP 44 000
NC 16 500
NW 33 000
WC 71 500
TOTAL 550 000
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5.3.14. Number of registered work-seekers
provided with employment counselling
  • 220 000 registered work-seekers provided with
    employment counselling by March 2015.  

Province Annual Targets
EC 29 796
FS 18 336
GP 43 548
KZN 25 212
LP 22 920
MP 25 212
NC 16 012
NW 20 628
WC 18 336
TOTAL 220 000
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5.3.15. Number of work-seekers placed in
registered employment opportunities
  • 20 000 work-seekers placed in registered
    employment opportunities annually.  

Province Annual Targets
EC 2 360
FS 1 728
GP 3 520
KZN 2 360
LP 2 240
MP 2 136
NC 1 320
NW 1 360
WC 2 976
TOTAL 20 000
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5.3.16. Number of vacancies and opportunities
registered on ESSA
  • 50 000 vacancies and opportunities registered on
    ESSA annually.  

Province Annual Targets
EC 5 900
FS 2 320
GP 8 800
KZN 5 900
LP 5 600
MP 5 340
NC 3 300
NW 3 400
WC 7 440
TOTAL 50 000
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5.3.17. PES Challenges and Corrective Measures
  • PES is under staffed at service delivery points.
  • 96 employment counsellors across 126 labour
    centres throughout the country.
  • 171 employment service practitioners.
  • Insufficient allocation in the METF to fully
    implement the new Employment Services Act No 4 of
    2014.
  • Insufficient numbers of jobs being created and
    opportunities being registered to can absorb the
    large number of registered work seekers.
  • Corrective Measures
  • - Engage Treasury, the Unemployment Insurance
    Fund and Compensation Fund on additional
    resources and joint programmes to address the
    plight of unemployed workers
  • - Alignment with other Infrastructure and IPAP
    Job creation projects, DHET,DTI, DHA initiatives
    to achieve maximum placement levels

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  • 5.4. Programme 4 Labour Policy and Industrial
    Relations
  • 2013 / 2014 Annual Performance,
  • and
  • 2014/2015 Annual Performance Plan
  • Challenges

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5.4.1. Programme 4Labour Policy and Industrial
Relations (LP IR)
  • LP IR facilitates the establishment of an
    equitable and sound labour relations environment,
    promotion of South Africas interests in
    international labour matters through researching,
    analysing and evaluating labour policy and
    provides statistical data on the labour market
    and provides support to labour market
    institutions that promote social dialogue.

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5.4.2. Performance Report against the 2013/14
Annual Performance Plan
STRATEGIC OBJECTIVE ACHIEVEMENTS
Employment Equity in the Labour Market ensured The Employment Equity Act, 2013 assented into law
Employment Equity Annual Report published.
30 Income Differentials assessed
Basic Conditions of Employment in the labour market ensured The Basic Conditions of Employment Act,2013 assented into law.
One Child Labour Programme of Action implemented in line with the 5-year plan
Sectoral Determinations (SD) published for residual and emerging vulnerable workers Hospitality and Taxi Sector Determinations reviewed
Civil society organisations that protect vulnerable workers funded 12 Civil society organisations involved in the world of work funded and monitored .
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5.4.3. Performance Report against the 2013-14
Annual Performance Plan
STRATEGIC OBJECTIVE ACHIEVEMENTS
Sound Labour Relations ensured 17 collective agreements were extended to non-parties within 60 days.
96 of new applications of Labour Organisations were processed within 90 days of receipt
Relations Strengthened through Memoranda of Understanding (MOU) with fraternal countries Reviewed Memorandums with China, Lesotho, Namibia, Algeria, Brazil, Zimbabwe and Cuba
Number of reports to ensure compliance with the ILO Constitutional requirements in terms of Article 19 and 22 of the ILO Constitution 5 Reports submitted Article 22 1. Forced Labour Convention, 1930 (No. 29) 2. Night Work (Women) Convention (Revised), 1948 (No.89). 3. Abolition of Forced Labour Convention, 1957 (No. 105). 4. Minimum Age Convention, 1973 (No.138). 5. Worst forms of Child Labour Convention, 1999, (No. 182).
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5.4.4. Performance Report against the 2013-14
Annual Performance Plan
STRATEGIC OBJECTIVE ACHIEVEMENTS
Labour market trends monitored 4 annual Labour market trends reports produced and disseminated .
4 briefing reports on Quarterly Labour Force Survey and Unemployment Insurance Fund produced
Impact of legislation evaluated and reported on The Annual Labour Market Review (ALMR) topic of Noise Induced Hearing Loss was developed and approved.
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5.4.5. Annual Performance Plan 2014-2015
STRATEGIC OBJECTIVE 2014-15
Employment Equity in the labour market ensured and enforcement improved Amended EE Regulations published   Draft Code on Equal Pay published for public comment  
2013-2014 Annual Employment Equity Report and Public Register published by 30 June 2014  
30 Income differentials assessed
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5.4.6. Annual Performance Plan 2014/2015
STRATEGIC OBJECTIVE 2014-15
Establish basic standards and minimum wages Review two Sectoral Determinations and one new Sector investigated  
Start investigation for Domestic and Farm workers Provident Fund
Start investigation for National Minimum wage
Sound Labour Relations ensured 17 Collective agreements extended within 60 days of receipt
Start process to form Bargaining Council in Mining
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5.4.7. Annual Performance Plan 2014-2015
STRATEGIC OBJECTIVE 2014-15
Ensure compliance with the countrys international obligation Monitor implementation of signed MOUs and submit quarterly reports
8 Reports (1 Article 19 and 7 Article 22 )
4 G20 Reports developed
Impact of legislation and labour market trends monitored and evaluated 8 Labour Market Reports (4 Labour Market Trend reports and 4 Internal Statistical Trend reports )
4 research reports completed.  
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5.4.8. CHALLENGES
  • Promulgation and implementation of Legal
    amendments
  • Labour Market instability

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