Page 186 - Department of Social Development Annual Report 2021

PART D: HUMAN RESOURCE MANAGEMENT

Department of Public Service and Administration. This is Performance appraisals is conducted on an annual basis
in compliance to the Minister of Public Service and and can be regarded as a larger process of linking
Administration (MPSA) performance agreement on the individual performance management and development to 2.6: Policy development highlights: 2.8: Future HR plans/goals
management of discipline in the public service to: organisational performance. The performance assessment
• Finalizes at least 90% of all disciplinary cases tool that is used links to the Key Performance Areas Policy development and review is an integral part of the The Department will implement a new organisational
within the prescribed period of 90 days (case (KPA’s) and indicators as set out in performance Chief Directorate’s operational plan. During the period structure that is fit for purpose with the concomitant
commences when first level supervisor becomes agreements (SMS) and work plans of officials. Mid-term under review the following policies were developed / leadership style and ethical behaviour to ensure effective
aware of the transgression); reviews are conducted and annual performance reviewed: service delivery. The implementation of the Sector HR
• Captures all disciplinary cases on PERSAL to moderation committees convene annually to moderate • Recruitment and Selection Policy was Plan should provide the necessary guidance and support
ensure reliability of the reports received and the performance of all qualifying officials and make approved. in implementing the Department’s services and mandate.
generated from the system; recommendation for performance incentives. • Reasonable Accommodation Policy was The implementation of the Ethics Framework and Culture
• Submits approved quarterly reports on reviewed and approved. Survey findings will assist in improving the morale of staff
disciplinary cases to FOSAD. In order to ensure that all officials’ performance is and serve as a retention measure.
• Conducts trend analysis, and; monitored on an ongoing basis, the Department has a 2.7: Challenges faced by the Department:
• Implements preventative measures. formal Performance Management and Development
System (PMDS) in place. All staff complied with the The Covid-19 pandemic has imposed unexpected
The purpose of the grievance procedure is to advance submission of Performance Agreements (PA) and the challenges that require creative and innovative ways of
sound labour relations and address grievances in the Annual Performance Assessment (APA) reports. working. The hybrid model of remote and office working
public service by fulfilling the primary objectives of this Pre-moderation and moderation processes were required new ways of managing staff performance. More
procedure which are inter alia to give effect to section concluded for the branches and incentives implemented importantly, it demands responsibility and integrity from
196(4) (f) (ii) of the Constitution of the Republic of South before 31 December 2020 (Pay Progression and/or officials who are expected to work remotely. It further
Africa; to promote speedy, impartial and equitable Performance Bonuses). The Department remained within requires different tools of trade and management
handling of grievances at the lowest possible level. The the 0.75% allocation for the awarding of performance approach in managing the performance during remote
bi-annual reporting is done for compliance purpose to the bonuses. working.
Public Service Commission that monitors and evaluate
the management of grievances in the public service. The 2.5: Employee Wellness Programmes:
duration for the resolution of grievances is 30 days and
45 days respectively unless parties agree on an extension As part of the role of being a strategic partner and
ensuring a conducive environment for employees, the
2.3: Workforce planning framework and key Department is implementing the four (4) pillars of the
strategies to attract and recruit a skilled and DPSA EHW Strategic Framework that include HIV/AIDS
and TB Management, Wellness Management, Health and
capable workforce: Productivity and SHERQ (Safety, Health, Environment,
Risk and Quality) Management. This is managed by a
Implementation of approved Sector Human Resource Plan: sub-directorate dedicated to health and wellness. With
The Department has finalised its sector strategy to guide regards to HIV/AIDS and TB, there is regular condom
the sectoral mandate. The Sector Human Resources Plan distribution, HIV/AIDS awareness campaigns as well as
was developed and is aligned with the Sector Strategy commemorating international calendar days like Candle
and has served before critical departments governance Light Memorial and World Aids Day.
structures and widely consulted with all Social
Development Provincial Departments. The Sector Human With regards to Health and Productivity Management,
Resources Plan has been approved and will be awareness is created amongst employees by inviting
implemented across Social Development Provincial experts in specific fields to provide information sessions
Departments. and arranging health risk screenings twice a year.
Financial management sessions are conducted annually
2.4: Employee performance management to provide employees with information that can assist in
framework: managing their finances. SHERQ Management is taken
care off through the nomination of safety representatives
and the safety committee that meet on a regular basis.
Performance management involves planning, review,
evaluating, recognising and rewarding of performance.
Performance management within the Department of In terms of the last pillar of the strategy, Wellness
Social Development is a structured process and is Management, the two EHW practitioners who are
conducted within an approved framework that includes qualified social workers provide counselling and
adherence to legislative requirements such as the Public debriefing sessions to employees in need. Information
Service Act 1994 (as amended) as well as Part VIII of the sessions are conducted for all employees. Specialised
Public Service Regulations 2001 (as amended). The services are rendered through referrals to specialists at
requirement of Chapter 4 of the SMS handbook as well as the Department’s expense in line with the EHW Policy.
the approved DSD PMDS Policy are also taken into
consideration.

DEPARTMENT OF SOCIAL DEVELOPMENT ANNUAL REPORT 2020/21
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