Page 202 - Department of Social Development Annual Report 2021

PART D: HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE OVERSIGHT STATISTICS

Notes

• The CORE classification, as prescribed by the DPSA, should be used for completion of this table.

• Critical occupations are defined as occupations or sub-categories within an occupation –
(a) in which there is a scarcity of qualified and experienced persons currently or anticipated in the future, either because such skilled persons are not available or they are available
but do not meet the applicable employment criteria;
(b) for which persons require advanced knowledge in a specified subject area or science or learning field and such knowledge is acquired by a prolonged course or study and/or
specialised instruction;
(c) where the inherent nature of the occupation requires consistent exercise of discretion and is predominantly intellectual in nature; and
(d) in respect of which a department experiences a high degree of difficulty to recruit or retain the services of employees.

The table below identifies the major reasons why staff left the department.

Table 3.5.3 Reasons why staff left the department for the period - 01 April 2020 to 31 March 2021

Termination Type Number % of Total Resignations

Death 10 14.90
Resignation 26 38.80
Expiry of contract 21 31.30
Dismissal – operational changes 0 0
Dismissal – misconduct 0 0
Dismissal – inefficiency 0 0
Discharged due to ill-health 0 0
Retirement 10 14.90
Other 0 0
Total 67 100
Total number of employees who left as a % of total employment 9%

DEPARTMENT OF SOCIAL DEVELOPMENT ANNUAL REPORT 2020/21 202