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DepartmentofLabour
STRATEGICPLAN 2015-2020
The2015-2020DepartmentofLabourStrategicPlaniscompiledwiththelatestavailableinformationfromdepartmentalsources.
Formoreinformation,pleasecontact:
OfficeoftheChiefOperationsOfficer DepartmentofLabour,PrivateBagX117 Pretoria,0001,SouthAfrica Tel:0123094969 Fax:0123094628The2016/17AnnualPerformancePlanisalsodevelopedbasedontherevisedStrategicPlan2015-2020
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SerialNo
TableofContents PageNo
Acronyms OfficialSign-off ForewordbytheMinister ForewordbytheDeputyMinister OverviewbytheAccountingOfficer PartA:Strategicoverview 1 Vision 2 Mission 3 Values 4 Legislativeandothermandates 4.1 ConstitutionalandLegislativemandates 4.2 Policymandates 4.3 TheCorefunctionsandservicerenderedbyDoL 4.4 Relevantcourtrulings 4.5 Plannedpolicyinitiatives 5 Situationalanalysis 5.1 Performanceenvironment 5.2 Organisationalenvironment 5.3 Descriptionofthestrategicplanningprocess 6 Strategicoutcomeorientedgoalsoftheinstitution 6.1 StrategicOutcomeorientedgoalsoftheDoL PartB:StrategicObjectives 7 DepartmentalStrategicobjectives 7.1 Programme1:Administration ProgrammePurpose Descriptionoftheprogramme 7.1.1 StrategicRisks 7.1.2 Strategicobjectives 7.1.3 ResourceConsiderations 7.2 Programme2:InspectionandEnforcementServices ProgrammePurpose Descriptionoftheprogramme 7.2.1 StrategicRisks 7.2.2 Strategicobjectives 7.2.3 ResourceConsiderations 7.3 Programme3:PublicEmploymentServices ProgrammePurpose Descriptionoftheprogramme 7.3.1 StrategicRisks 7.3.2 Strategicobjectives
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7.3.3 ResourceConsiderations 7.4 Programme4:LabourPolicyandIndustrialRelations ProgrammePurpose Descriptionoftheprogramme 7.4.1 StrategicRisks 7.4.2 Strategicobjectives 7.4.3 ResourceConsiderations PartCLinkstoOtherPlans 8 ConditionalGrants 9 PublicEntities 10 Public-PrivatePartnership PartD:TechnicalIndicators Administration InspectionandEnforcementServices PublicEmploymentServices LabourPolicyandInternationalRelations
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Acronyms
Acronym Description
Acronym DescriptionAFS AnnualFinancialStatements
ILO InternationalLabourOrganisation
AIA AccreditedInspectionAuthorities
IT InformationTechnologyAPP AnnualPerformancePlan
JSE JohannesburgStockExchange
APSO AssociationforProfessionalServiceOrganization
KRA KeyResultAreaARLAC AfricanRegionalLabourAdministrationCentre
KZN KwaZulu-Natal
AULSAC AfricanUnionLabourandSocialAffairsCommissions
LP Limpopo
BCEA BasicConditionsofEmploymentAct
LP&IR LabourPolicyandIndustrialRelationsCAPES ConfederationofAssociationsofPersonnel
EmploymentAgencies
LRA LabourRelationsAct
CCMA CommissionforConciliation,MediationandArbitration
M&E MonitoringandEvaluation
CD:PO ChiefDirector:ProvincialOperations
MOA MemorandumofAgreementCF CompensationFund
MOU MemorandumofUnderstanding
CFO ChiefFinancialOfficer
MP MpumalangaCIO ChiefInformationOfficer
MTEF MediumTermExpenditureFramework
COIDA CompensationforOccupationalInjuriesandDiseases
MTSF MediumTermStrategicFramework
COO ChiefOperationsOfficer
NACTU NationalCouncilofTradeUnionsCOSATU CongressofSouthAfricanTradeUnions
NC NorthernCape
CRP ContractReviewPanel
NDP NationalDevelopmentPlanCS CorporateServices
Nedlac NationalEconomicDevelopmentandLabourCouncil
DDG DeputyDirectorGeneral
NT NationalTreasuryDEXCOM DepartmentalExecutiveCommittee
NW NorthWest
DG DirectorGeneral
OHS OccupationalHealthandSafetyDHA DepartmentofHomeAffairs
OHSA OccupationalHealthandSafetyAct
DIRCO DepartmentofInternationalRelationsandCorporation
PDP PersonalDevelopmentPlan
DITSELA DevelopmentInstituteforTraining,SupportandEducationforLabour
PEA PrivateEmploymentAgencies
DoL DepartmentofLabour
PES PublicEmploymentServicesDPSA DepartmentofPublicServicesandAdministration
PFMA PublicFinanceManagementAct
DWCP DecentWorkCountryProgramme
PPP PublicPrivatePartnershipEAP EconomicActivePopulation
PSA ProductivitySouthAfrica
EC EasternCape
PwD PeoplewithdisabilitiesECC EmploymentConditionsCommission
RAMP RenovationandMaintenanceProject
EEA EmploymentEquityAct
RME ResearchMonitoringandEvaluationEEC EmploymentEquityCommission
SADC SouthernAfricanDevelopmentCommunity
ES EmploymentServices
SADC-ELS SouthernAfricanDevelopmentCommunity-EmploymentandLabourSector
ESA/B EmploymentServicesActorBill
SD Sectoraldeterminations
ESSA EmploymentServicesforSouthAfrica
SDIP ServiceDeliveryImprovementPlan
FEDUSA FederationofUnionsofSouthAfrica
SEE SupportedEmploymentEnterprisesFS FreeState
SMME SmallMediumMacroEnterprises
GCISGovernmentCommunicationandInformationServices
SMS SeniorManagementService
GP GautengProvince
SP StrategicPlan
HO HeadOffice
TES TemporaryEmploymentServices
HRM HumanResourceManagement
UIA UnemploymentInsuranceAct
ICD IntegratedClientDatabase
UIF UnemploymentInsuranceFund
ICT InformationandCommunicationTechnology
WSP WorkplaceSkillsPlan
IES InspectionandEnforcementServices
WSS Work-SeekerServices
IFS InterimFinancialStatements
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PARTA:STRATEGICOVERVIEW
1. OurVisionTheDepartmentofLabourstrivesforalabourmarketwhichisconducivetoinvestment,economicgrowth,employmentcreationanddecentwork.
2. OurMissionRegulatetheSouthAfricanlabourmarketforasustainableeconomythrough:
- Appropriatelegislationandregulations- Inspection,compliancemonitoringandenforcement- Protectionofhumanrights- ProvisionofEmploymentServices- Promotingequity- Socialandincomeprotection- Socialdialogue.
3. OurValuesWeshallatalltimesbeexemplaryinallrespects:
- Wetreatemployeeswithcare,dignityandrespect- Werespectandpromote:
§ Clientcentredservices§ Accountability§ Integrityandethicalbehaviour§ Learninganddevelopment
- WelivetheBathoPelePrinciples- WelivetheprinciplesoftheDepartment’sServiceCharter- Weinculcatethesevaluesthroughourperformancemanagementsystem.
4. LegislativeandotherPolicyMandates
4.1 ConstitutionalandLegislativeMandates
TheDepartmentofLabourLegislativeframeworkisinformedbytheSouthAfricanConstitution,Chapter
2,andBillofRights:
- Section9,toensureequalaccesstoopportunities;
- Section10,promotionoflabourstandardsandfundamentalrightsatwork;
- Section18,Freedomofassociation;
- Section23,ToensuresoundLabourrelations;
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- Section24,Toensureanenvironmentthat isnotharmful tothehealthandwellbeingof those inthe
workplace;
- Section27,Toprovideadequatesocialsecuritynetstoprotectvulnerableworkers;
- Section28,Toensurethatchildrenareprotectedfromexploitativelabourpracticesandnotrequiredor
permitted toperformworkor services thatare inappropriate forapersonof thatchild’sageor their
well-being,education,physicalormentalhealthor spiritual,moralor socialdevelopment isplacedat
risk;and
- Section34,Accesstocourtsandaccesstofairandspeedylabourjustice.
TheDepartmentadministersthefollowinglegislation:
Serial
No
LEGISLATION PURPOSE
1 LabourRelationsAct,66of1995
(LRA),asamended
TheLabourRelationsAct(LRA),Act66of1995aimstopromoteeconomicdevelopment,socialjustice,labourpeaceanddemocracyintheworkplace.
2 BasicConditionsofEmployment
Act,75of1997(BCEA),as
amended
ThepurposeofthisActistoadvanceeconomicdevelopmentandsocialjusticebyfulfillingtheprimaryobjectsofthisActwhichare—(a) togiveeffecttoandregulatetherighttofairlabour
practicesconferredbysection23(1)oftheConstitutionby—
(i) establishingandenforcingbasicconditionsofemployment;and
(ii) regulatingthevariationofbasicconditionsofemployment;
(b) TogiveeffecttoobligationsincurredbytheRepublicasamemberstateoftheInternationalLabourOrganisation.
3 EmploymentEquityAct,55of
1998(EEA)asamended
ThepurposeoftheActistoachieveequityintheworkplace,
by
a. promotingequalopportunityandfairtreatmentin
employmentthroughtheeliminationofunfair
discrimination;and
b. implementingaffirmativeactionmeasurestoredressthe
disadvantagesinemploymentexperiencedbydesignated
groups,toensuretheirequitablerepresentationinall
occupationalcategoriesandlevelsintheworkforce.
4 UnemploymentInsuranceAct,30
of2001,asamended(UIA)
TheActempowerstheUIFtoregisterallemployersandemployeesinSouthAfricaforunemploymentinsurancebenefits
5 OccupationalHealthandSafety
Act,85of1993(OHSA)
TheOccupationalHealthandSafetyActaimstoprovideforthehealthandsafetyofpersonsatworkandforthehealthandsafetyofpersonsinconnectionwiththeactivitiesof
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Serial
No
LEGISLATION PURPOSE
personsatworkandtoestablishanadvisorycouncilforoccupationalhealthandsafety.
6 CompensationforOccupational
InjuriesandDiseases,Act130of
1993(COIDA)
Toprovideforcompensationfordisablementcausedbyoccupationalinjuriesordiseasessustainedorcontractedbyemployeesinthecourseoftheiremployment,orfordeathresultingfromsuchinjuriesordiseases;andtoprovideformattersconnectedtherewith.
7 NationalEconomicDevelopment
andLabourCouncilAct,35of
1994(NEDLAC)
Toprovidefortheestablishmentofanationaleconomic,developmentandlabourcouncil;torepealcertainprovisionsoftheLabourRelationsAct,1995;andtoprovideformattersconnectedtherewith.
8 EmploymentServicesAct4of
2014
SkillsDevelopmentAct97of
1998subsections22-24
Toprovideforpublicemploymentservices,theirgovernanceandfunctioning,includingtheregistrationofprivateemploymentagencies.ToprovidefortransitionalarrangementswithregardtoregulationofPrivateEmploymentAgencies
4.2 PolicyMandates
The mandate of the Department is: To regulate the labour market through policies and programmesdevelopedinconsultationwithsocialpartners,whichareaimedat:
- improvedeconomicefficiencyandproductivity;- creationofdecentemployment;- promotinglabourstandardsandfundamentalrightsatwork;- providingadequatesocialsafetynetstoprotectvulnerableworkers;- soundlabourrelations;- eliminatinginequalityanddiscriminationintheworkplace;- enhancingoccupationalhealthandsafetyawarenessandcomplianceintheworkplace;and- givevaluetosocialdialogueintheformulationofsoundandresponsivelegislationandpoliciestoattain
labourmarket flexibility for competitiveness of enterpriseswhich is balancedwith the promotion ofdecentemployment.
The Department is also responsible for the administration and effective functioning of the following
labourmarketinstitutions:
- Productivity SouthAfrica (PSA). Productivity SA aims to develop and enhanceproductive capacity inSouthAfricabycontinuously improving labourpractices inSouthAfrica. Itworks tobuild institutionalcapacitythroughsoundprojectmanagementskills,andthroughdevelopingworkingrelationshipswithothergovernmentagencies.
- NationalEconomicDevelopmentandLabourCouncil(NEDLAC).Astatutorysocialdialoguebody,withits constituency comprising organised labour organizations, business organizations, governmentdepartments, and community groups. Social partners discuss and negotiate on public finance andmonetarypolicy,labourmarketpolicy,tradeandindustrialpolicy,anddevelopmentpolicy.
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- The Commission for Conciliation, Mediation and Arbitration (CCMA). An independent bodyestablishedbytheLabourRelationsAct,No.66of1995.TheCCMApromotessocialjusticeandfairnessin theworkplacebyprovidinghigh-quality,ethical, innovativeandcost-effectivedisputemanagementaswellasdisputeresolutionservices.
The following represents target clients and beneficiaries of the Department’s services and labour
marketinformation:
- Employers
- Employees
- Unemployedandunder-employed
- PrivateEmploymentAgencies
- Tradeunionsandtradeunionfederations
- Employerorganisations
4.3. TheCorefunctionsandservicesrenderedbytheDepartmentarefocusedon:
Programme Purpose
Administration Providesstrategicdirection,leadershipandadministrativesupportservicestotheministryandthedepartment.
Inspectionand
EnforcementServices
(IES):
Toexaminehownationallabourstandardsareappliedintheworkplace
throughinspectionandenforcementoflabourlegislationandtoeducateand
advicesocialpartnersonlabourmarketpolicies.Themainfunctionsofthe
inspectorateare:
- ToconductworkplaceinspectionsandauditsofAccreditedInspection
Authorities(AIAs)tomonitorandenforcecompliancewithlabour
legislation;
- Toprovideadvice,educateandgivetechnicalinformationandsupport
servicestoempowerbothworkers,employersandstakeholdersand
topreventlabourdisputesandworkplaceaccidents;
- Toinvestigateworkplacehealthandsafetyincidentsoncereported.
PublicEmployment
Services(PES):
ThemainfunctionsofEmploymentServicesaretoregisterworkseekers,
obtainvacanciesandidentifyotheropportunitiessoastofacilitatetheentry
andre-entryofworkseekersintothelabourmarket.EmploymentServices
thereforehastobesupportedbytwomainpillars:The‘EmployerServices’
and‘WorkSeekerServices’.Thekeyservicesinclude:
I. Registrationofworkseekers;
II. Placementofworkseekers;
III. CareerInformationandGuidance;
IV. RegulationofPrivateEmploymentAgencies;andTemporary
EmploymentAgencies
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Programme Purpose
V. ProviderecommendationstoDHAonthenumberofforeignnationals
cooperateandindividualworkvisas
VI. TransferfundingtoSupportedEmploymentEnterprisestoprovide
specialemploymenttoPeoplewithDisabilities
VII. TransferfundingtoDesignatedNationalOrganizationsandWorkshops
forPeoplewithDisabilities
VIII. TransferfundingtoProductivitySouthAfricatopromoteProductivity
andCompetitiveness
IX. TransferfundingtoCompensationFundforOccupationalInjuriesand
DiseasesincurredbyPublicServants
LabourPolicyand
IndustrialRelations
(LP&IR):
LabourPolicyandIndustrialRelationsbranchisresponsibleforeliminating
inequalityanddiscrimination,promotinglabourstandardsandfundamental
rightsatwork,includingmonitoringandevaluatingtheimpactoflabour
legislationandpoliciesthroughResearchand,LabourMarketInformationand
StatisticalServices.Italsoregulateslabourandemployerorganisationsand
BargainingCouncils,dealwithalltheDepartment’sresponsibilitiesand
obligationsinrelationtotheInternationalLabourOrganisationandother
internationalandregionalbodieswhichthegovernmentofSouthAfricahas
formalrelationswith.ItoverseestheeffectivefunctioningoftheCCMAand
NEDLAC.
4.4. Relevantcourtrulingsa) Nameofthecourtcase:LawSocietyoftheNorthernProvincesvs.MinisterofLabour,Minister
ofJusticeandCCMA
TheimpactthatthecourtrulinghasontheCCMA’soperationsorservicedeliveryisthatthecurrentrule25whichmakesprovisionforCCMACommissionerstoexcludelegalpractitionersfromdismissalmattersinvolvingclaimsofconductandcapacityhasbeenupheld.TheconstitutionalityofthisrulewaschallengedbytheLawSocietybuthasbeenupheldbytheSupremeCourtofAppeal.AfurtherapplicationforleavetoappealwasdeniedbytheConstitutionalCourt.
b) Nameofthecourtcase:Valuline(andfiveotherapplicants)vs.MinisterofLabour,theNational
BargainingCouncilfortheClothingManufacturingIndustry(andsevenotherrespondents)
Theimpactthatthecasehasontheinstitution’soperationsisthattheextensionofcollectiveagreementsconcludedinabargainingcouncilhavetobeverifiedatthetimethatthebargainingcouncilrequeststheMinistertoextendanagreement.Relianceshouldnotbeplacedonacertificateofrepresentativenessissuedintermsofsection49oftheLabourRelationsAct.ThejudgementoverturnedtheMinister’sextensionofthecollectiveagreementoftheClothingBargainingCouncil.
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c) Nameofthecourtcase:NationalEmployersAssociationofSouthAfrica(andtwoother
applicants)vs.MinisterofLabour,MetalandEngineeringIndustriesBargainingCouncil(andthirtynineotherrespondents):ThejudgementoftheLabourCourtsetasidetheMinisterofLabour’sdecisiontoextendacollectiveagreementconcludedintheMetalandEngineeringIndustriesBargainingCouncil.ThejudgementwassuspendedforfourmonthsduringwhichtheMinisterandtheDepartmentweregivenanopportunitytoextendtheagreementintermsofsection32(5)oftheLabourRelationsAct.
4.5. PlannedPolicyInitiativesa) AmendmentoftheUnemploymentInsuranceActNo.63of2001.Thesechangesrelateto
improvementsofbenefitsandadministrativechangesregardingsubmissionofinformationbyemployerstotheFund.
b) IssueregulationsintermsoftheEmploymentServicesAct.ThenewEmploymentServicesActaimstostrengthentheprovisionofemploymentserviceswithinthedepartmentandtorepealemploymentservicesprovisionsintheSkillsdevelopmentAct.
c) AmendmentoftheCompensationforOccupationalInjuriesandDiseasesAct.Developarehabilitation,re-integrationandreturn-to-workpolicyforinjuredanddiseasedworkerstoensureintegrationwithotherSouthAfricanPoliciesandProgrammes,whichprovideaframeworkforrehabilitationofpeoplewithdisabilitieswhichstressestheimportanceofvocationalintegration.
d) AmendmentoftheOHSAct,85of1993.AlthoughtheOHSActhasplacedresponsibilityofcreatingahealthyandsafeworkingenvironmentontheemployers,theprovisionscompellingemployerstodothisareveryvague.Inordertoaddresstheseshortcomings,itisnecessarythattheOHSActinitscurrentformbeamendedinordertoensurethat:
− Employersdevelopandimplementahealthandsafetymanagementsystem
− Penaltiesissuedtoemployersareincreased
− Inspectorsareenabledtoissuesprescribedfinesonthespot
e) Amendment of the Basic Conditions of Employment Act - The Basic Conditions of EmploymentAmendment Act, 2013 (Act No.20 of 2013) was assented into law on 4 December 2013 andsubsequentlypublishedintheGovernmentGazetteonthe9thofDecember2013.
f) AmendmentoftheEmploymentEquityAct,1998-TheEmploymentEquityAmendmentAct,2013(ActNo.47of2013)wasassentedintolawon14January2014andsubsequentlypublishedintheGovernment Gazette on the 16th January 2014. Both the Employment Equity Amendment Act,2013anditsEmploymentEquityRegulations,2014werepromulgatedon1August2014.
g) AmendmentoftheLabourRelationsAct-TheamendmentshasbeenapprovedbytheNationalAssemblyandtheNationalCouncilofProvinces.
5. SituationalAnalysisThetrendsobservedintheSouthAfricanbytheendofDecember2015donotillustrateastrongeconomywhichmatchestothetriplechallengeofunemployment,inequalityandpovertyinthecountry.Followingacontractionof1.3percent in thesecondquarterof2015, thegrowth in realgrossdomesticproductincreasedonlybymeagre0.7percentinthequarterof2015.Thisslowgrowthcombineswiththethreats
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posed by the global economics will probably delay the advancement in the implementation andachievementofkeypolicies’targetsaspertheNationalDevelopmentPlan(NDP).However,thisrequiresadiligentimplementationtowardsthegrowthratesenvisagedintheNDP.Keyhighlightstothesloweconomicandlabourmarketperformancecanbeoutlinedasfollows:
• Because of the real value added by themanufacturing sector, the SouthAfrican economywasabletoescaperecessionbetweenthetwolastquartersof2015.Itwasobservedaturnaroundofeconomicgrowthfromadeclineof1.3percentinquartertwotoanincrease0.7percentgrowthinquarterthreeof2015.Thispaceandextentofrateincreasesislikelytobeunstableandaffectthelabourmarket.
• High levelsofunemploymentandaweakenedeconomystillcontinuetobe persistent.ThelatestQuarterlyLabourForceSurvey(JulytoSeptember2015)results ind ica te that :
o There were 15.8 million people employed in the country in September 2015. Out ofthis,only40.1%or6.3millionyouthagedbetween15-34yearswereemployed;
o There were 5.4 million unemployed people. This was 188 000 more than for April toJune 2015. The youth represented about 3.5 million or 65.2 per cent of the totalunemployed in the country.Comparing July to September 2015 with a year earlier,there were 267 000 more unemployedpeople.Theofficialunemploymentratewasat25.5 per cent by September 2015 which is 0.5 per cent higher than the officialunemployment rate recorded in April to June 2015. A number of economic sectorswere affectedby job loss in September 2015quarter to quarter changes, e.g.Utilities,Transport,FinanceandPrivatehouseholds;
o ThenumberofcreatedandapprovedclaimsintheDepartmentofLabourdroppedinthethirdquartercomparedtothesecondquarterof2015.Althoughtheclaimsdroppedbetweenthetwoquarters,theyremainhighandthisisanindicationoftheeconomythatisunderperformingfromtwoquartersinthelabourmarketenvironment;
o The vacancies data illustrate that there are more opportunities in the Communityindustryandprobablymostofthosevacanciesrequirehighlevelofskillsandexperience,e.g.,highnumberofvacanciesareinthemanagerialoccupation.Ifthistrendcontinues,therewill probably be a huge challenge for low skills job seekers to enter into formalemployment.
• Employment isnotexpandingrapidlyenoughtoabsorbtheestimated2.1millionofnewentrantsfromthetotalunemployedpeopleinthethirdquarterof2015.Amongstthosewhowereemployed(13.6million),about27percentreportedtobelongtotradeunionasatSeptember2015.Overall,the labourabsorptionratehasnotyet recoveredtopre-recessionary levels1.This iscriticalas thecountryisstillchallengedbyalargenumberoflong-termunemployedpeople.Inordertoaddressthestructuralchallengesfacedbyyoungpeople,theGroupTwenty(G20)membercountriesagreedamongstothersonthefollowing2:
a. To strengthen the links between education providers, employers and employmentservicestobettermatchworkforceneedsandthetrainingofyoungpeople;
b. Toaddressdemand–sidebarrierstotheemploymentoflowskilledyouth;c. Tofacilitatethetransitionofyouthfromschooltowork,includingthroughmentoring
andgoodqualitycareerguidance.
1StatisticsSouthAfrica(2014),LabourMarketDynamicsinSouthAfrica,Pretoria,2015,p.i2G20,Labourandemploymentministerialdeclaration,Melbourne,10-11September2014,Unpublished
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• Ontheotherhands,theprospectofweakereconomicgrowthhasalsoaffectedtheperformanceoftherandin2015.Theranddepreciatedmostlyagainstallthemajorcurrencies,e.g.Euros,USdollarandBritishpounds.ThetrendswereinlinewiththeweakereconomicdownturnobservedintheUSandtheChineseeconomy.
• Arelativelyhighcostofdoingbusiness.Thishasconsistentlybeenreportedbythebusinesspartnerswheretheyadvocateforthelowcostthatbuildonthecomparativeadvantagesoflocalexportsinthecountry.
• Electricitysupplywill remainabindingconstraint through2016, limitingoutputanddampeningbusiness and consumer confidence. Easing electricity, transport and telecommunicationsinfrastructureconstraints,alongsideimprovedconfidenceandhigherdemandfrommajortradingpartners,areexpectedtoboosttheGDPgrowthto2.8percentin20183.
Consideringthesehighlights,thereisanunderstandingthattherewouldbenoquickfixestothecurrentcrisis.ThiswasalsostressedbytheMinisterofFinancewhenhesaid:“wearenotsolvingtheproblemsofinequalityandunemploymentandpovertyinourcountryadequately…wemustthinklongterm”4.Thus,theSouthAfricanCabinetpresentedninestrategicprioritiesthatneedtobepursuedinpartnershipwiththeprivatesectorandallstakeholders5.Theseprioritiesinclude:• Resolvingtheenergychallenge;• Revitalizingagriculture;• Addingvaluetoourmineralwealth;• EnhancementoftheIndustrialPolicyActionPlan;• Encouragementofprivateinvestment;• Reducingworkplaceconflict;• Unlockingthepotentialofsmallenterprises;• Infrastructureinvestment,and• Support for implementation of the National Development Plan through in depth, results-driven
processes,knownasphakisalaboratories
5.1PerformanceEnvironmentAmajorachievementduring2014/15wasthepromulgationofamendmentstotheLabourRelationsAct,theBasicConditionsofEmploymentActandtheEmploymentEquityAct.Together,theseamendmentsareintendedtogivefurtherprotectiontovulnerableworkers,especiallythoseintemporaryworkarrangements,topromotegreaterequityinthelabourmarketandespecially,topromoteequaltreatment.RegulationswerecompletedfortheLabourRelationsAct,EmploymentEquityAct.ACodeofGoodPracticeonEqualPayforWorkofEqualValuewasalsocompletedandpublished.AnewEmploymentServicesAct2014waspromulgatedduringAugust2015,whichprovidesalegalframeworkfortheoperationofthepublicemploymentservices,theregulationofprivateemploymentagenciesandtemporaryemploymentservices,theestablishmentandoperationsofsupportedemploymententerprisesandProductivitySouthAfrica.AmendmentstotheUnemploymentInsuranceActreachedthefourthParliamentbutcouldnotbefinalised.AmendmentstotheOccupationalHealthandSafetyActandtotheCompensationforOccupationalInjuriesandDiseasesActalsoreachedanadvancedstageintheDepartmentduringtheyear.MajoraspectsofourprogrammeoflegislativereformwerecompletedduringtheyearandstepswerealsotakentofurtherstrengthenandprofessionalisetheinspectionandenforcementcapacityoftheDepartment.Duringthecomingyears,ouremphasiswillmovetoenforcementandtomonitoringandevaluatingtheimplementationofthelabourlaws,asamended.3NationalTreasury,MediumTermBudgetPolicyStatement2015,SouthAfrica,21stOctober20154CityPress,Budgetrevision,January17,20165TheStateoftheNation,12February2015
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TheseamendmentsweretheproductofprotractedandoftendifficultnegotiationsinvolvingthecontrastinginterestsofOrganisedLabour,OrganisedBusiness,GovernmentanddiversepoliticalpartiesinParliament.TheNationalEconomicDevelopmentandLabourCouncil,asalways,playedasterlingroleinbringingabouttherequisiteconsensusforthepassageoftheselaws.Therevampingofthelabourlawsisahighlysignificantmilestonethatunderscoresourresolvetohelptransformandregulatethelabourmarket.ConsistentwiththepolicyorientationoftheDepartmentsince1994,theamendmentsstrivetobalanceregulationofthelabourmarketwithsufficientflexibilityforgrowthanddevelopment.Buttheymustalsobejudgedbytheireffectivenessregardingprotectionofvulnerableworkers.PresidentZuma,inhisStateoftheNationaddressof17June2014,announcedthatDeputyPresident,CyrilRamaphosa,wouldconveneasocialpartnerdialoguewithintheambitofNEDLAC.Thisprocessofsocialdialoguewoulddeliberateonthestateofthelabourrelationsenvironmentandwouldengageonanationalminimumwage.On4November2014,aLabourRelationsIndabawasconvenedatwhichadeclarationwasadoptedthatcontainsanumberofprinciplestoguidetheengagement.SinceJanuary2015,theNEDLACconstituencieshavebeenengagingonthetwofocalareas.ThechallengewillnowbetoensurethatgoodprogressismadeinthedeliberationsaroundtheIndabaresolutions.Bothlabourrelationsstabilityandtheissueofanationalminimumwagearecriticalareasforthefutureofthelabourmarketandforadvancingthedecentworkagenda.CHALLENGESFACINGTHEDEPARTMENTOverall,thefollowingchallengescanbehighlighted:ModeratingworkplaceconflictTheburdenofindustrialactionremainsaheavyoneonSouthAfrica’slabourrelations.Recentyearshavewitnessedafewstrikesoflongdurationaswellasstrikesmarkedbyviolence,intimidationofnon-strikingworkers,damagetopropertyanddeaths.ThereisnocleardeclineinthenumberofstrikesoccurringinSouthAfrica.Themostextremeincidentwastheshootingof34strikingmineworkersatMarikanaon16August2014.ThehighlevelofconflictinlabourrelationsledtothePresident’scallonthesocialpartnerstodeliberateonthestateofthelabourrelationsenvironment,findingconsensusonwaysofeffectivelydealingwithprolongedstrikesandviolenceassociatedwithindustrialaction.ThiscallwasmadeintheStateoftheNationaddressin2014andhasbeenfollowedbyaLabourRelationsIndabaheldon4thNovember2014.TheDepartmentiscloselyinvolvedinon-goingdiscussionstakingplacewiththesocialpartnersundertheauspicesofNEDLAC.DealingwithwageinequalityandtheimplementationofaNationalMinimumWageWageinequalityiscommonlyviewedasafeatureoftheSouthAfricanlabourmarketthatcontributestoindustrialrelationsinstability.Wagedemandsarealsothemostcommoncauseofindustrialactioninthecountry.ThePresident’scallonthesocialpartnersincludedacalltodeliberateonlowwages,wageinequalitiesandthemodalitiesforintroducinganationalminimumwageandtheLabourRelationsIndabaof2014thereforeincludedafocusonaddressingwageinequality.InadditiontoparticipatingindiscussionswithsocialpartnersonanationalminimumwageandwageinequalityatNEDLAC,theDepartmentisassessingincomedifferentialsintermsoftheEmployment
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EquityActandcontinuestoreviewminimumwagessetbySectoralDeterminationsintermsoftheBasicConditionsofEmploymentAct.BoththeseactionsarecontainedinthisAnnualPerformancePlan.Keystrategicinterventionstoaddressthechallenges:• UndertakingasignificantBusinessImprovementandChangeProgrammetotransformallpartsofthe
Department’soperations• EnsuringthatservicedeliverystaffareempoweredtodeliverontheentiresuiteoftheDepartment’s
services• Developingandcreatinganenvironmentofaccountabilityforservicedeliveryandcorrectattitudes
andbehaviouramongstaff• Developingaservicedeliverymodelandestablishinganetworkofintegratedservicedeliverypoints
ascloseaspossibletothepeople• Establishingstrategicpartnershipsforcollaborationincreatinganddeliveringvaluetocitizens• Improvingthequalityandperformanceofthelabourmarketinordertostrengthenthecountry’s
economicprospects• Leveragingthetransformativenatureofpublicemploymentservicestofightpovertyand
unemployment• Puttinginplacemeasurestoencouragecontinuouslearning,developmentandinnovationbythose
servingatthepointofcontactwithclientsPROJECTSFORTHEYEARANDFUTUREYEARSEnforcingdecentworkprinciplesTheDepartmentaimstoensurethatemployersadheretoemploymentequityplansanddecentworkprinciples,andthatvulnerableworkersareprotected.Overthemedium-term,theDepartmentplanstoenhanceenforcementbyincreasingthenumberofinspectionsforcompliancewithlabourlegislation.However,theDepartmenthasfacedchallengesinboth,retaininginspectorsandfindingsuitable,specialisedcandidates.TheR64millionallocatedforanadditional124labourinspectorsin2016/17,waswithdrawn,withtheimplicationsthatitwouldnolongerbepossibletoaddinspectorsorfillsomeofthevacancies.Thiswillseriouslyhampertheabilitytoincreasethenumberofinspectionsfrom2014/15to2019/20with30%asrequiredintheMTSF.Supportingwork-seekersTheNationalDevelopmentPlansetsanemploymenttargetof11millionjobstobecreatedby2030.Tosupporttheachievementofthistarget,theEmploymentServicesAct(2014)aimstoprovidefreepublicemploymentservicesandregulateprivateemploymentagencies.TheDepartment’semploymentservicessystemisanITportalwherework-seekerscanregisterasunemployedandprovideinformationabouttheirworkexperience,qualificationsandthekindofworktheyarelookingfor.Employerscanusetheportaltoregistervacanciesandotheropportunitiestheymayhave,suchastraining,learnerships,andinternships.Thesystemmatcheswork-seekerstoopportunities,andafteranassessmentprocess,referwork-seekerstoemployers.Toincreasethenumberofregisteredwork-seekersandthenumberofwork-seekersplacedinregisteredemploymentopportunities,theDepartmentwillhostroadshows,runadvocacycampaigns,integratetheemploymentservicessystemwiththeUnemploymentInsuranceFund,theCompensationFundandnationallearnerdatabasesystems,andestablishpartnershipswithotherstakeholderssuchastheDepartmentofHigherEducationandTraining,theDepartmentofPublicWorks,theNationalYouthDevelopmentAgency,organisedbusiness,andmunicipalities.Throughanewcounsellingstrategy,theDepartmentaimstogetwork-seekersjobreadyandthusreducethetimeittakestoplaceawork-seeker.TheDepartmentwillalsoexplorepartnershipstomodernisethesystem’sassessmenttests.Insupportoftheseinterventions,thePublicEmploymentServicesprogrammereceivesR1.1billionoverthemedium-term,excludingtransfers.
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RegulatingtheworkplaceTheDepartmentwillfocusonsettingstandardstoreduceinequalityinpayandminimumwagesforallvulnerableworkers,andtoimprovecompliancewiththeEmploymentEquityAct(1998).TheDepartmentwillreview12Sectoraldeterminationsbetween2014/15and2017/18toregulateagreementsonbenchmarksforpayinequality,andthenconductanassessmentofpayscalestoensurethatthegapsinminimumwagedeterminationsarereduced.TheDepartmentwillalsoinvestigatetheintroductionofanationalminimumwageanddetermineitslikelyimpactonwagestructure,inequality,employment,andthelivingstandardofworkers.TheseactivitiesarefundedintheLabourPolicyandIndustrialRelationsprogramme.Inaddition,theDepartmentwilltransferR2.3billionoverthemedium-termfromthisprogrammetotheCommissionforConciliationMediationandArbitrationandR90.9milliontotheNationalEconomicDevelopmentandLabourCouncil.
5.2 OrganisationalEnvironment
TheDepartmentofLabourderivesitsmandatefromtheConstitutionoftheRepublicofSouthAfricaandgives effect thereto through a number of acts which regulate labour matters in South Africa. SuchlegislationincludestheLabourRelationsAct(1995),theBasicConditionsofEmploymentAct(1997),theEmploymentEquityAct(1998),andtheOccupationalHealthandSafetyAct(1993).The mandate of the Department is to regulate the labour market through policies and programmesdevelopedinconsultationwithsocialpartners,whichareaimedat:• Improvingeconomicefficiencyandproductivity• Creationofdecentemployment• Promotinglabourstandardsandfundamentalrightsatwork• Providingadequatesocialsafetynetstoprotectvulnerableworkers• Promotingsoundlabourrelations• Eliminatinginequalityanddiscriminationintheworkplace• Enhancingoccupationalhealthandsafetyawarenessandcomplianceintheworkplace• Givingvaluetosocialdialogueintheformulationofsoundandresponsivelegislationandpolicesto
attainlabour
TodeliveronitscorebusinessofPublicEmploymentServicesandInspectionandEnforcementServices,theDepartmenthasastaffcomplementof8748.ThisincludesthestaffoftheCompensationFundwithastaffcomplimentof690postsinPretoriaand1209postsspreadacrossallprovinces,theUnemploymentInsurance Fundwith a staff compliment of 527 posts in Pretoria and 2869 posts spread across all theprovinces and the 157 posts of the administrative staff of the 12 Supported Employment Enterprises(previouslyShelteredEmploymentFactories).
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ServiceDeliverySitesoftheDepartmentServices are rendered at 9 Provincial Offices, 126 Labour Centres, 40 Satellite Offices and 461 VisitingPoints across the country. The Department uses its fleet and fully equippedmobile buses to provideservicesinsatelliteandvisitingpoints.TheProvincialbreakdownisasfollows:• IntheEasternCapethedepartmentdeliverservicesat16LabourCentres,5SatelliteOfficesand79
visitingpointswithastaffcomplimentof797posts.• In the Free State the department deliver services at 11 Labour Centres, 3 SatelliteOffices and 68
visitingpointswithastaffcomplimentof511posts.• In Gauteng the department deliver services at 27 Labour Centres, 1 Satellite Office and 7 visiting
pointswithastaffcomplimentof1602posts.• InKwaZuluNatalthedepartmentdeliverservicesat16LabourCentres,3SatelliteOfficeand49
visitingpointswithastaffcomplimentof1074posts.• In Limpopo the department deliver services at 13 Labour Centres, 7 Satellite Offices, 19 visiting
pointsand9MobileLabourCentrevisitingpointswithastaffcomplimentof521posts.• InMpumalangathedepartmentdeliverservicesat14LabourCentres,4SatelliteOfficesand27
visitingpointswithastaffcomplimentof517posts.• IntheNorthernCapethedepartmentdeliverservicesat7LabourCentresand87visitingpointswith
astaffcomplimentof334posts.• IntheNorthWestProvincethedepartmentdeliversservicesat10LabourCentres,9SatelliteOffices
and21visitingpointswithastaffcomplimentof374posts• IntheWesternCapethedepartmentdeliverservicesat12LabourCentres,8SatelliteOfficesand95
visitingpointswithastaffcomplimentof788posts
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7.1 DescriptionoftheDoLStrategicPlanningProcesses
Figure1:StrategicPlanningCycle
ThefirststepisanAnnualEvaluationworkshopthattakesplaceinJune/Julyeachyear,wherebytheDepartmentundertakesanannualevaluationofthepreviousfinancialyear,andconsidersproposalsonkeyprioritiesandbudgetrequirementsforthecomingMTEFcycle.ThekeyprioritiesandstrategicobjectivesareinformedbytheMTSFandservicedeliveryoutcomesspecifictotheDepartment.ThisprocessisthebasisfortheDepartmenttosubmitthefirstdraftAnnualPerformancePlantoNationalTreasuryattheendofAugusteachyear.ThesecondstepisastrategicplanningconsultationprocessthattakesplacesfromAugusttotheendofNovembereachyear.Thefocusoftheconsultationprocessistotakestockofthepreviousyears’financialandnon-financialperformanceandchartthewayforwardfortheMTEFperiodintermsofthestrategicobjectives,keydeliverablesandbudgetaswellastakingintoconsiderationtheresolutionsofthe1stAnnualEvaluationworkshop.ThethirdisaMid-TermReviewandPlanningworkshopwhichtakesplaceattheendofthesecondquarterofeveryyear.Whilstthefocusofthissessionisamid-termreviewofprogresswithregardstothecurrentperformanceoftheDepartment,itequallyensuresthattheagreedprioritiesoftheannualevaluationaredevelopedintoaconcreteprogrammeofaction(AnnualPerformancePlan)takingintoaccountthepossibleMTEFallocationsforthefollowingyear.ThiswillallowtheDepartmenttosubmittheseconddraftAnnualPerformancePlantoNationalTreasuryattheendofNovember.ThefourthstepentailsBranchesStrategicPlanningsessionstofinaliseonagreedprioritiesoftheannualevaluationandmid-termreviewandformulatethebranchannualworkplanstakingintoaccountthepossibleMTEFallocationsforthefollowingyear.
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ThefifthisthefinalisationandapprovaloftheStrategicPlanandAnnualPerformancePlaninlinewiththeallocatedfunds.ThiswillleadtoagreedtargetsandresourceallocationsbetweentheDGandBranchHeadswiththeCOO/ChiefDirectors:ProvincialOperationsbytheendofJanuary.TheAPPwillinformtheDG’sperformanceagreement(DoLIntegratedworkplan),andiscascadeddowntobranchesandprovincialoperationsworkplans/performanceagreements.ThesixthandfinalstepinagivenplanningcycleisapprovalofthestrategicplanandtheAnnualPerformancePlanandfortablingtoParliamentbytheMinisterbyMarcheveryyear.
6. StrategicOutcomeOrientedGoalsoftheInstitutionIntheMedium-term,theDepartmentofLabourwillcontributemainlytothefollowingoutcomes:
- Outcome4:Decentemploymentthroughinclusiveeconomicgrowth
- Outcome5:Askilledandcapableworkforcetosupportaninclusivegrowthpath
- Outcome11:CreateabetterSouthAfrica,abetterAfricaandabetterWorld
- Outcome12:Anefficient,effectiveanddevelopmentorientedpublicservice
- Outcome14:Transformingsocietyandunitingthecountry
6.1. GovernmentServiceDeliveryOutcomesandtheDepartmentofLabourStrategicGoals
Toaddresstheseoutcomes,theDepartmentwasmandatedtoimplementthefollowingstrategicgoals:
Strategicoutcomeorientedgoal2:(Outcome5)
Askilledandcapableworkforcetosupportaninclusivegrowthpath
GOALSTATEMENT 2.Contributetodecentemploymentcreation
Strategicoutcomeoriented
goal3:(Outcome11)
CreateabetterSouthAfrica,abetterAfricaandabetterWorld
GOALSTATEMENT 4.Strengthenmultilateralandbilateralrelations
Strategicoutcomeoriented
goal1:(outcome4)
Decentemploymentthroughinclusiveeconomicgrowth
GOALSTATEMENT 1.PromoteOccupationalhealthservices2.Contributetodecentemploymentcreation3.Protectvulnerableworkers5.Strengthenoccupationalsafetyprotection6.Promotesoundlabourrelations7.Monitortheimpactoflegislation9.DevelopmentoftheOccupationalHealthandSafetypolicies
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Strategicoutcomeoriented
goal4:(Outcome12)
Anefficient,effectiveanddevelopmentorientedpublicservice
GOALSTATEMENT 8.StrengthentheinstitutionalcapacityoftheDepartment
Strategicoutcomeoriented
goal5:(Outcome14)
TransformingSocietyandunitingtheNation
GOALSTATEMENT 10.PromoteEquityinthelabourmarket
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PARTB:ProgrammeStrategicObjectives
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7. ProgrammeStrategicobjectives7.1PROGRAMME1:ADMINISTRATION
Programme Purpose: Provide strategic leadership, management and support services to thedepartment.
- MinistryprovidespoliticaloversighttoensurethattheDepartment’smandateisachieved- TheOfficeoftheDirector-Generalprovidesadministrativeoversightforeffectiveimplementation
oftheDepartment’smandateandoverallaccountingoversight.Description:Theprogrammeconsistsofthefollowingsub-programmes:
• OfficeoftheChiefOperationsOfficermanagesanddirectsmediumtermstrategicplanning
processes,performanceinformationreporting,monitoringandevaluationofperformanceagainstplanandservicedeliveryimprovementplan.
• CorporateServicesthatincludes:- HumanResourceManagementensuresoptimumandefficientutilisationand
developmentofHumanCapitalandtoprovideanadvisoryserviceonmatterspertainingto,OrganisationalEffectiveness&Development,transformationmanagement,individualperformancemanagement,SoundEmployeeRelations,Employeehealth&wellness,aswellaseffectiveandefficientrecruitment,selectionandplacementservicesincludingresearchanddevelopmentofHumanResourcespoliciesandpractices.
- InternalAuditprovidesmanagementandtheAuditCommitteewithindependentobjectiveassurancewithaviewtoimprovingeffectivenessofgovernance,riskmanagementandcontrolprocesses.
- RiskManagementpro-activelymanages/addressesrisksthathaveanegativeimpactontheDepartment’sperformance.
- SecurityServicesrenderssecuritysupportaimedatprotectingtheDepartment’sinformation,staffandassets.
- CommunicationdisseminatesandimprovesaccesstoinformationabouttheDepartment.
- LegalServicesexiststoprovideLegalSupportServicestotheDepartment- OfficeoftheChiefInformationOfficercatersfortheInformationand
CommunicationsTechnology(ICT)needsandrequirementsoftheDepartment.• OfficeoftheChiefFinancialOfficerrenderseffectiveandefficientfinancialmanagementand
administrativesupportfortheDepartmentaswellasofficeaccommodationrequirements.
Strategicoutcomeorientedgoal5:(outcome12)
Anefficient,effectiveanddevelopmentorientatedpublicservice
StrategicGoal: 8.StrengthentheinstitutionalcapacityoftheDepartment(byensuringthatthedepartmentisadequatelyresourcedwithinfrastructureandhumancapitalnecessaryforefficientservicedelivery)
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7.1.1 STRATEGICRISKSStrategicObjective RiskDescription Mitigationstrategy
ProvidestrategicmanagementandsupportservicestotheDepartment
• Lackofrealtimeinformationfordecisionmaking
• Inaccuratereportingatalllevels
• Poorlevelsofcomplianceonperformanceindicators
• Functionalsysteminplace• ExecutiveDashboardsystemin
place• Quarterlymonitoringandreporting
onKPIandperformanceinthedepartment
Strengtheninstitutionalcapacityofthedepartment
Vacancyrateabovethreshold(definedbyDPSA)
• DPSAGuidelinesimplemented• Recruitmentandselectionpolicyin
placeEffectivesupplychainmanagement
Noncompliancetoprescriptstopayinvoiceswithin30days
• Implementationofapprovedfinancepolicies,prescriptsandprocedures
Noncompliancetosupplychainprocedures
• Implementationofapprovedsupplychainpolicies,prescriptsandprocedures
7.1.2STRATEGICOBJECTIVESStrategicObjective1 ProvidestrategicmanagementandsupportservicestotheDepartmentObjectivestatement LeverageM-PATtoimprovethemanagementpracticeofthe
DepartmentthusimprovingstrategicmanagementandsupporttotheDepartment
Baseline 30%oftotalDepartment’sM-PATstandardsperKPIareatlevel3and9%onlevel4asat31March2015
Justification • TheManagementAssessmentTool(M-PAT)isatoolthatcollatesexistingmanagementpolicyandguidelinesintoasingleframeworkofstandardsandindicatorsofgoodmanagementpractice;• M-PATprovidesasnapshotofthequalityofmanagementpracticesindepartmentsandmunicipalitiesacrossarangeofkeyperformanceareas;StrategicManagement,GovernanceandAccountability,HumanResourcesManagement,FinancialManagementandSupplyChainManagement• Itenablesmanagerstotesttheirownmanagementpracticesagainstothersandidentifymanagementpracticeimprovementsthatwillenabletoimproveservicedelivery;and• M-PATislinkedtoothermonitoringtools;liketheAuditorGeneral
Links Outcome12,NationalTreasury,DepartmentofPublicServiceandAdministration(DPSA)andDepartmentofPlanning,MonitoringandEvaluation(DPME)RegulationsandPublicServiceActandPublicFinanceManagementAct
FiveYearTarget MTSFDPMEfiveyeartargetforM-PATby2020isthat80%ofallgovernmentdepartmentsmustbeat50%compliance(50%level3and4M-PATstandards):Department’stargetis65%whichis15%abovetheenvisagednationalaverage
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StrategicObjective2 IntegratedhumanresourcestrategyimplementedObjectivestatement ProvidehumanresourcesupporttoDepartmentofLabour
Baseline 10.67%(Ofthetotal8748fundedposts,933werevacant)
Justification Ensureminimumvacancy levels soas toprovide strategicandHumanResources support service to thewhole of the Department of Labourwithaviewtoenablingittodeliveronitsmandate.
Links Outcome12
FiveYearTarget Vacancylevelslessthan10%
StrategicObjective3 EffectivesupplychainmanagementObjectivestatement Enhancesupplychainmanagementprocessesandsystemstobeinline
withtheregulatoryframeworkandgovernancebestpracticesBaseline 99.3%(16434ofthe16545)invoiceswerepaidwithin30daysof
receiptJustification Ensureeffectiveaccountability,transparencyandadherenceto
governancebestpractices.Link Outcome12FiveYearTarget 100%ofinvoicespaidwithin30daysofreceipt7.1.3Resourceconsiderations
ExpenditureTrendsTheDepartmentofLabour’sfocusoverthemediumtermwillbeonenforcingdecentworkprinciples,supportingworkseekers,andregulatingtheworkplace.Thedepartmentisthuspositionedtocontributetothenationaldevelopmentplan’svisionofincreasinglabourabsorptionandenhancingworkplacedisputeresolutiontoadvancehealthylabourrelations,andtogiveimpetustooutcome4ofgovernment’s2014-2019mediumtermstrategicframeworks(decentemploymentthroughinclusiveeconomicgrowth).
ThedrivingfocusoftheDepartmentintermsoffundingoverthe2016MTEFistoensureadequatecapacityandmanpower,thusallthemajorreprioritisationsandfundshiftswereappliedinCompensationofEmployeestoensurethatallkeystrategicinterventionsthatareputinplacefortheDepartmenttoexecuteitsmandateareachieved.
Infrastructureproject:ThedepartmenthasbeenallocatedanamountofR28millionforcapitalworksfor2016/17,thefundswillbelargelyutilisedforidentificationandclearanceofconstructionsites,constructionofnewofficebuildingsaswellasmaintenanceandrepairsofexistingofficebuildings.
HumanResourcestrendsThedepartment’scompensationofemployeesbudgethasbeenreducedbyR69.6millionfor2017/18andR127.4millionfor2018/19,anditsgoodsandservicesbudgetbyR49.5millionoverthemediumterm.ThesereductionsarepartofCabinet’sdecisiontolowerthenationalaggregateexpenditureceiling.AfterconsultationwiththeDepartmentofPublicServiceandAdministrationandNationalTreasury,thedepartmentwilldevelopandimplementaplantomanageitspersonnelexpenditurewithinitsreducedpersonnelbudget.
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The2016MTEFallocationontheCompensationofEmployeesisatR378.796millionin2016/17,R388.862millionin2017/18andR407.559millionintheouteryear.ThisallocationisinclusiveofthePublicsectorwagesettlementincreaseovertheMTEF.FurthermorewithintheCompensationofEmployeesallocation,adecreaseofR145.783millionovertheMTEF,ofwhichR35.5millionisin2016/17,R52.907millionin2017/18andR57.376millionin2018/19wasinstituted.Thiswillaffectthedepartment’sabilitytofillthecurrentvacanciestoprovidesupportservicestothecorefunctionaries.
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7.2:INSPECTIONSANDENFORCEMENTSERVICES(IES)
Purpose:Realisedecentworkbyregulatingnon-employmentandemploymentconditionsthroughinspection
andenforcement,toachievecompliancewithalllabourmarketpolicies.
Description:Theprogrammeconsistsofthefollowingsub-programmes
• ManagementandSupportServices:InspectionandEnforcementServicesmanagesthedelegatedadministrativeandfinancialresponsibilitiesoftheofficeoftheDeputyDirector-General:InspectionandEnforcementServices,andprovidescorporatesupporttolinefunctionsub-programmeswithintheprogramme.
• OccupationalHealthandSafetypromoteshealthandsafetyintheworkplacebyregulatingdangerousactivitiesandtheuseofplantandmachinery.
• Registration:InspectionandEnforcementServicesregistersincidentsrelatingtolabourrelationsandoccupationalhealthandsafetymatters,asreportedbymembersofthepublic,andcommunicatesthesetotherelevantstructureswithintheCompliance,MonitoringandEnforcementsubprogrammeforinvestigation.
• Compliance,MonitoringandEnforcementServicesensuresthatemployersandemployeescomplywithlabourlegislationthroughregularinspectionsandfollowinguponreportedincidents.
• Trainingofstaff:InspectionandEnforcementServicesdefraysallexpenditurerelatingtostafftrainingwithinthisprogrammeinordertoeasilyidentifythisexpenditureforreportingpurposes.
• StatutoryandAdvocacyServicesgiveseffecttothelegislativeenforcementrequirementandeducatestakeholdersonlabourlegislation.
Strategicoutcomeorientedgoal5:
(Outcome14)
TransformingSocietyandunitingtheNation
GOALSTATEMENT 10.PromoteEquityinthelabourmarket
7.2.1STRATEGICRISKSStrategicobjective RiskDescription Mitigationstrategy
PromotionofEmploymentEquityin
Ineffectivemanagementmonitoringandreporting
• EmploymentEquityInspectorsandrovingteaminplace
Strategicoutcomeorientedgoal1:
(outcome4)
Decentemploymentthroughinclusiveeconomicgrowth
GOALSTATEMENT 1.PromoteOccupationalhealthservices1.DevelopmentoftheOccupationalHealthandSafetypolicies3.Protectvulnerableworkers5.Strengthenoccupationalsafetyprotection
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Strategicobjective RiskDescription Mitigationstrategy
thelabourmarket systems(processes,peopleandtechnology)
• Continuousmonitoringandreporting
• IESCasemanagementsystempiloted
• Standardisedproceduremanualsforinspectorsinplace
Workersprotectedthroughinspectionandenforcementoflabourlegislation
Non-compliancewithLabourlegislationbyemployers
• Advocacyprogrammesimplemented• Inspectionandenforcement
programmesimplemented• Collaborationwithexternal
stakeholders(NPA,LabourandMagistratesCourt)
• On-goingtrainingforemployersandinspectors
• Implementationofstandardoperatingprocedures
• Rolloutofcasemanagementsystem
7.2.2STRATEGICOBJECTIVES
StrategicObjective1 PromotionofEmploymentEquityinthelabourmarketObjectivestatement Promotionofthetransformationofthelabourmarketbyinspecting
workplacesinordertoachievecompliancewithEmploymentEquitylegislation
Baseline 551employerswerereviewedagainsttheexpected523100%non-compliantemployersdealtwith.Atotalnumberof375recommendationswereservedwithin90daystoatotalof374non-compliantemployers1364designatedemployerswereinspected93%(515ofthe553)non-compliantworkplacesweredealtwithAddcurrentstatusofmiddleandseniormanagement
Justification Promotionofequalopportunitiesandfairtreatmentinemploymentthroughtheeliminationofunfairdiscrimination
Links Outcome14(suboutcome2)NationalDevelopmentPlan:TransformingsocietyandunitingthecountryLabour–marketregulation(Chapter15)
FiveYearTarget 80%ofEmploymentEquityPlansassessedagainstindicatorsPromotethatatleast40%ofmiddleandseniormanagementareAfricanby2018/19
StrategicObjective2 WorkersprotectedthroughinspectionandenforcementoflabourlegislationObjectivestatement EnsureDecentWorkprinciplesareadheredtobyprotectingworkers
throughtheinspectionandenforcementoflabourlegislationBaseline Atotalof149847workplaceswereinspected
89%ofnon-complyingworkplacesweredealtwith.Atotalof27291
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noticeswereissuedand394caseswerereferredtocourt6sessionsconducted:
o advocacyforcontractcleaningo HazardousBiologicalAgentsSeminaro Shopstewardstraining(100trained)o 2Trainingsessionsforthetaxisector(262peopletrained)o 1MinisterialImbizoforAgricultureandForestryconducted
intheWesternCape75%(730of968)requestedinvestigationsforworkpermitswereconductedwithin5workdaysNewfor2017/18:Numberofworkplacesinspectedperyeartodeterminecompliancewithminimumwagesassetinthesectoraldeterminationsand100percentofnon-complyingworkplacesinspectedperyearwithreferencetodealtwithintermsoftherelevantsectoraldetermination
Justification Togiveeffecttotherightoffairlabourpracticesbytheregulationofbasicconditionsofemployment
Links Outcome4(suboutcome7)NationalDevelopmentPlan:Labour–marketregulation(Chapter3)
FiveYearTarget 30%Increaseinnumberofinspections
StrategicObjective3 StrengthenOccupationalsafetyprotectionObjectivestatement Ensurethatoccupationalsafetyofworkersisprotectedthroughthe
enforcementofhealthandhygieneregulationsBaseline Atotalof23678workplaceswereinspected
106%wasdealtwith.Atotalof6570noticeswereissuedand112caseswerereferredtocourt45%(589)ofthe1305reportedincidentswereinvestigatedwithin90days100%(4474)applicationswerereceivedandprocessedwithin30calendardaysTheOHSBillsubmittedtoNEDLAC5378employerpayrollauditswereconducted
Justification Toprovidefortheprotectionofworkersandpersonsotherthanworkersagainsthazardstohealthandsafetyarisingoutoforinconnectionwiththeactivitiesofpersonsatwork
Links Outcome2NationalDevelopmentPlan:PromotingHealth(Chapter10)
FiveYearTarget 30%Increaseinnumberofinspections
7.2.3Resourceconsiderations
ExpenditureTrendsThisprogrammehasalsobeenexperiencingunderspendingoverthepastfouryearsduetovacantlabourinspectorpostsowingtochallengesofretaininginspectorsandfindingsuitablecandidateswiththerequisitespecialistskills.Asaresultspendinghasbeenpoor,CabinetapprovedbudgetreductionsofR136.1millionundercompensationofemployeesinthe2014BudgetandR21millionoverthe2015mediumterm.ThisadverselyaffectsservicedeliveryasvacancieswillhamperthepredeterminedperformancetargetssetfortheyearundertheDecentWorkpolicy,asitisbasedonafullstaffcomplimentandwillalsomakethetargetofincreasinginthenumberoflabourinspectionsunachievable.Toaddressthis,overthe2016mediumterm,spendingbytheInspectionandEnforcementServices
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programmewouldhavegrownstronglyasthefillingofvacantpostsintheInspectoratewouldhavecommenced.Planstoincreasethecapacityoftheinspectorsfrom2016/17cametoahaltastheCompensationofEmployeesbudgetallocationwasreducedwithR228.454millionovertheMTEF,R64.5millionin2016/17,R82.196millionin2017/18andR81.758millionin2018/19.TheGoodsandServicesbudgetwasalsoreducedwithR10.618millionovertheMTEF,R2.238millionin2016/17,R3.812millionin2017/18andR4.568millionin2018/19.ThebiggestcostdriveriscompensationofemployeesmainlyundertheComplianceMonitoringandEnforcementsub-programme.Thisprojectedgrowthinspending,albeitinadequatetomeetthetarget,isinlinewiththe‘spirit’oftheMTSFwhichsetsatargetofincreasingthenumberofinspectionsandfollow-upsby30percentby2019.
HumanResourcestrendsUndertheInspectionandEnforcementServicesprogramme,thedepartmentintendsenhancingtheimplementationofitsDecentWorkpolicybycontributingtothetargetsetintheMTSFofincreasinginspectionsby30percentin2019.However,duetobudgetreductionstheDepartmentwillstruggletoincreasethenumberofinspectionswith30percent.Theprojectedgrowthinnumberofinspectionsdependsontheavailabilityoffundingtofillthecurrentvacanciesandtoincreasethenumberofinspectorsincertainareasoflegislation.Themainitemsofexpenditureinthisprogrammeincludecompensationofemployeesandfleetexpensestoconducttheinspections.R1.6billionisallocatedoverthe2016MTEFtosupportthispolicyinitiative.Theguidelinesetbythedepartmentforthenumberofpreventativeinspectionsperinspectorpermonthamountsto13..However,between2011/12and2013/14,inspectorsonlyconductedonaverage12suchinspections.Policyfocusoverthemediumtermseekstoaddressthisgapastrainingwasprovidedtoinspectorsandmorevehiclesweremadeavailabletoinspectorstoperformtheirdutiesbetween2013/14and2015/16.
Thisprogrammehasalsobeenexperiencingunderspendingoverthepastfouryearsduetovacantlabourinspectorpostsowingtochallengesofretaininginspectorsandfindingsuitablecandidateswiththerequisitespecialistskills.Asaresultspendinghasbeenpoor,CabinetapprovedbudgetreductionsofR136.1millionundercompensationofemployeesinthe2014BudgetandR21millionoverthe2015mediumterm.ThisadverselyaffectsservicedeliveryasvacancieswillhamperthepredeterminedperformancetargetssetfortheyearundertheDecentWorkpolicy,asitisbasedonafullstaffcomplimentandwillalsomakethetargetofincreasinginthenumberoflabourinspectionsunachievable.Toaddressthis,overthe2016mediumterm,spendingbytheInspectionandEnforcementServicesprogrammewouldhavegrownstronglyasthefillingofvacantpostsintheInspectoratewouldhavecommenced.Planstoincreasethecapacityoftheinspectorsfrom2016/17cometoaholdastheCompensationofEmployeesbudgetallocationwasreducedwithR228.454millionovertheMTEF,R64.5millionin2016/17,R82.196millionin2017/18andR81.758millionin2018/19.ThebiggestcostdriveriscompensationofemployeesmainlyundertheComplianceMonitoringandEnforcementsub-programme.Thisprojectedgrowthinspending,albeitinadequatetomeetthetarget,isinlinewiththe‘spirit’oftheMTSFwhichsetsatargetofincreasingthenumberofinspectionsandfollow-upsby30percentby2019.
MajoraspectsofourprogrammeoflegislativereformwerecompletedduringtheyearandstepswerealsotakentofurtherstrengthenandprofessionalisetheinspectionandenforcementcapacityoftheDepartment.Duringthecomingyears,ouremphasiswillmovetoenforcementandtomonitoringandevaluatingtheimplementationofthelabourlaws,asamended.
TheDepartmentaimstoensurethatemployersadheretoemploymentequityplansanddecentworkprinciples,andthatvulnerableworkersareprotected.Overthemedium-term,theDepartmentplanstoenhanceenforcementbyincreasingthenumberofinspectionsforcompliancewithlabourlegislation.However,theDepartmenthasfacedchallengesinboth,retaininginspectorsandfindingsuitable,specialisedcandidates.
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7.3PROGRAMME3:PUBLICEMPLOYMENTSERVICES(PES)
Purpose:Provideassistancetocompaniesandworkerstoadjusttochanginglabourmarketconditionsandtoregulateprivateemploymentagencies.
Description:Theprogrammeconsistsofthefollowingsub-programmes:
ManagementandSupportServices:PublicEmploymentServicesmanagesdelegatedadministrativeandfinancialresponsibilities,coordinatesallplanning,monitoringandevaluationfunctions,andprovidescorporatesupporttolinefunctionsubprogrammes.EmployerServices,withthefollowingfunctions:• Registerjobvacanciesandotherworkopportunities;• facilitateplacingofworkseekerswithemployersorinotherworkopportunities;• facilitateexchangeofinformationamonglabourmarketparticipants,including
employers,workersandworkseekers,privateemploymentagencies,SectorEducationandTrainingAuthoritiesandtrainingproviders;
• facilitatingtheemploymentofforeignnationalsinamannerthatisconsistentwiththeobjectofthisActandtheImmigrationAct;and
• Assistscompaniesindistress,providesasocialplanandregulatesprivateemploymentagenciesandTemporaryEmploymentServices.
Work-SeekerServices:• Matchworkseekerswithavailableworkopportunities;• registerworkseekers,andretrenchedworkers,ontheemploymentservicessystem• adviseworkseekersonaccesstoeducationandtraining;• adviseworkersonaccesstosocialsecuritybenefits;and• providespecialisedservicestoassistvulnerableworkseekers;facilitatestheprovisionof
employabilityenhancementprogrammesDesignatedGroupsSpecialServicesfacilitatesthetransferofsubsidiestodesignatedorganizationstopromotetheemploymentofpeoplewithdisabilities,youth,andwomen,incollaborationwithrelevantbodies.Theprogrammehasoversightoverthefollowingentities:SupportedEmploymentEnterprises:• facilitatessupportedemployment;• providesworkopportunitiesforpersonswithdisabilities;§ developsandimplementprogrammesthatpromotetheemployabilityofpersonswith
disabilities,includingpersonswithpermanentdisablementasdefinedintheCompensationforOccupationalInjuriesandDiseasesAct,1993(ActNo.130of1993),inthelightoftheirevolvingneedsinachangingeconomy;and
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• PerformsanyotherfunctionasmaybeprescribedbytheMinister.ProductivitySouthAfrica:• Promotesacultureofproductivityintheworkplace;• developsrelevantproductivitycompetencies;• facilitatesandevaluateproductivityimprovementandcompetitivenessinworkplaces;• measuresandevaluatesproductivityintheworkplace;• maintainsadata-baseofproductivityandcompetitivenesssystemsandtopublicisethese
systems;• undertakesproductivity-relatedresearch;• Supportsinitiativesaimedatpreventingjoblosses;andperformsanyotherprescribed
function.
UnemploymentInsuranceFund:• providesincomesupporttounemployedcontributorswhilstawaitingintegrationinto
employmentCompensationFund:• Providesforcompensationtoworkplaceinjuriesanddiseases.PESmakesprovisionforthe
compensationofpublicservantsintermsoftheCOIDA.
Strategicoutcomeorientedgoal3:(Outcome5)
Askilledandcapableworkforcetosupportaninclusivegrowthpath
GOALSTATEMENT 2.Contributetoskillsdevelopment
7.3.1STRATEGICRISKSLinktostrategicobjective RiskDescription Mitigationstrategy
Foreignnationalsindividualandcooperateworkvisasrecommended
Unfaircompetitionforjobsbetweenlocalsandforeigners
• Automationoftheapplicationprocess
• Streamlinedapplicationandadjudicationprocesses
Vulnerableworkersprotected Abuseofworkseekers • Automationoftheapplicationprocess
• Streamlinedapplicationandadjudication
• Centralisedadjudicationcommittee
Strategicoutcomeorientedgoal2:(outcome4;sub-outcome3&8)
Decentemploymentthroughinclusiveeconomicgrowth
GOALSTATEMENT 1. Contributingtodecentemploymentcreation
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Linktostrategicobjective RiskDescription Mitigationstrategy• Standardoperatingprocedures
fromPESinplacePrescribedemploymentservicesregulationsinplace
NonimplementationofsomesectionsoftheESAct
• EffectiveESBoard
7.3.2STRATEGICOBJECTIVESStrategicObjective1. Contributetodecentemploymentcreation 1.1.PrescribedemploymentservicesregulationsinplaceObjectivestatement 6EmploymentservicesActprescribedRegulationsdevelopedBaseline TheEmploymentServicesAct2014waspromulgatedwitheffectfrom9th
August2015Justification Employment servicesprovided inaccordancewith theprovisionsof the
ESAct.Links Outcome4-Contributingtodecentemploymentcreationandthe
NationalDevelopmentPlan(Chapter3)FiveYearTarget SixprescribedRegulationspublishedbytheministerinthegovernment
gazette 1.2.EmploymentServicescommunicatedObjectivestatement CommunicatePESinitiativesandinterventionsthroughvariouschannelsBaseline 18Provincialand518localcampaignswereconducted
Justification RaiseawarenessonPEStoincreaseaccesstoemploymentLinks Outcome4-Contributingtodecentemploymentcreationandthe
NationalDevelopmentPlan(Chapter3)FiveYearTarget PESinitiativesandinterventionscommunicatedthroughvariouschannels
1.3.WorkseekersregisteredObjectivestatement Registerwork-seekersonEmploymentSystemofSouthAfrica(ESSA)Baseline 618570workseekerswereregisteredonESSAJustification Toenablework-seekerstoaccessemploymentopportunitiesLinks Outcome4&5–Contributingtodecentemploymentcreation–and
theNationalDevelopmentPlan(Chapter3)FiveYearTarget Work-seekersregisteredonESSAforopportunities
1.4.EmploymentcounsellingprovidedObjectivestatement Provideemploymentcounsellingtowork-seekersBaseline 246744registeredwork-seekerswereprovidedwithemployment
counsellingJustification Enhancetheemployabilityofregisteredwork-seekersLinks Outcome4&5–(Contributingtodecentemploymentcreation)and
theNationalDevelopmentPlan(Chapter3)FiveYearTarget Workseekersprovidedwithemploymentcounselling
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1.5.WorkseekersplacedinemploymentorlearningopportunitiesObjectivestatement Placework-seekersintoopportunitiesBaseline 14634work-seekersplacedJustification Contributetothereductionofunemploymentandpoverty
Links Outcome4and5-ContributingtodecentemploymentcreationandtheNationalDevelopmentPlan(Chapter3)
FiveYearTarget Work-seekersplacedintoopportunities
1.6.WorkandlearningopportunitiesregisteredObjectivestatement RegistrationofopportunitiesonESSABaseline 74056opportunitiesregisteredJustification Facilitatetheplacementofregisteredworkseekersintoemployment
opportunitiesLinks Outcome4-Contributingtodecentemploymentcreationandthe
NationalDevelopmentPlan(Chapter3)FiveYearTarget OpportunitiesregisteredonESSA
1.7.Vulnerablework-seekersprotectedObjectivestatement RegulatePEAsandTESsBaseline 87%(337of384)Justification Preventtheabuse/exploitationofworkseekersbyPEAsandTESsLinks Outcome4-Contributingtodecentemploymentcreationandthe
NationalDevelopmentPlan(Chapter3)FiveYearTarget PEAsandTESsregulated
StrategicObjective2 ContributetoskillsdevelopmentObjectivestatement HomeAffairsadvisedonthenumberofforeigncorporateandindividual
workvisastobeissuedBaseline 502individuals,and49corporaterequestsforrecommendation
respondedtowithin30workingdaysJustification Facilitatetheemploymentofforeignnationalswheresuchskillsdonot
existinthecountryLinks Outcome4(suboutcome3)and5-Contributingtodecentemployment
creationandtheNationalDevelopmentPlan(Chapter3))FiveYearTarget 70%completeapplicationsprocessedwithin30days.
7.3.3Resourceconsiderations
ExpenditureTrendsPESis intheprocessofenhancingESSAinorderto improvematchingofworkseekerstoopportunities.Thiswillbefollowedbyanassessmentprocessthatdeterminesreferralofworkseekerstoemployers.InpursuanceoftheNDPtargetsonemploymentandjobcreation,theBranchaimstoincreasethenumberof registered work seekers and the number of work seekers placed in registered employmentopportunities,inthemediumterm.
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The Department will host road shows, conduct advocacy campaigns, and integrate the EmploymentServices System with the Unemployment Insurance Fund and National Learner Record Database. Thedepartmentwill also establish partnershipswith other stakeholders such as the Department of HigherEducation and Training, the Department of Public Works, the National Youth Development Agency,organisedbusiness,andmunicipalities.
Throughanewcounsellingstrategy,thedepartmentaimstogetworkseekersjobreadyandthusreducethetimeittakestoplaceaworkseeker.Thedepartmentwillalsoexplorepartnershipstomodernisethesystem’sassessmenttests.
The Branch: Public Employment Services had an allocation of R488.297 million for the financial year2015/16.Asat30July2015theexpenditureforthebranchwasR155.285millionwhichconstitutes32%of the Budget. However the overall branch spending for 2015/16 is normal. The branch received anadditionalallocationofR4millionforthefinancialyear2016/17howevertherewerefurtherMTEFbudgetreductionsonCompensationofEmployeesofR30.8millionfor2016/17andR42.2millionfor2017/18andR45.3million 2018/19. Therefore the branch revised baseline or allocation in 2016/17 R252.4million,2017/18R269.9millionand2018/19R298million.
The branch has refocused its budget allocation by redirecting Supported Employment Enterprisesallocation to transfers and subsidies. This has reduced branch allocation by R50million under currentpaymentsandincreasedthetransfersandsubsidiesbythesaidamount.AnamountofR10.6millionhasalsobeenredirectedtosub-programmeDesignatedGroupsastherewasalinkinfunctionsbetweenthetwoperformanceareas.ThiswillreducetransferandsubsidiesforSupportedEmploymentEnterprisesbyR10.6million.
The ES Act was promulgated in August 2015. In the assessment of the implementation plan it wasdetermined that in order to achieve service delivery improvement additional personnel would berequired.DuringtheadjustmentestimatesofNationalExpenditure2015-16theBranchgotanadditionalR9 million to alleviate spending pressures resulting from the implementation of improvement ofconditionsofemployment.
HumanResourcestrendsTheestablishment in2015/16has737 filledpostsand43vacancies. In2016/17 theestablishmenthasbeenreducedduetoredirectingSupportedEmploymentEnterprises,resultingtodepreciationofPESstaffestablishment.In2016/17theestablishmentisnotfullyfundedduetothereductiononcompensationofemployees’budgetwhichwasearmarkedforfillingvacancies.
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7.4PROGRAMME4:LABOURPOLICY&INDUSTRIALRELATIONS(LP&IR)
Purpose:FacilitatetheestablishmentofanequitableandsoundlabourrelationsenvironmentandthepromotionofSouthAfrica’sinterestsininternationallabourmattersthroughresearch,analysingandevaluatinglabourpolicy,andprovidingstatisticaldataonthelabourmarket,includingprovidingsupporttoinstitutionsthatpromotesocialdialogue.ProgrammeDescription:Theprogrammeconsistsofthefollowingsub-programmesandentities:
• ManagementandSupportServices:LabourPolicyandIndustrialRelationsmanagesdelegatedadministrativeandfinancialresponsibilities,coordinatesallplanning,monitoringandevaluationfunctions,andprovidescorporatesupporttolinefunctionsub-programmes.
• StrengthenCivilSocietyfundscivilsocietyorganisationsthatprotectvulnerableworkersinordertocontributetoastableandsmoothfunctioninglabourmarketbyprovidingresources,supportandexpertisetoimprovetheindependenceandself-relianceofworkersthroughtransfers.
• CollectiveBargainingmanagestheimplementationoftheLabourRelationsAct(1995)throughpoliciesandpracticesthatpromotesoundlabourrelations.Fundsaremainlyusedto:registerlabourorganisationsandde-registerthosethatarenon-compliant;publishandextendcollectiveagreements;supportandadvanceparticipationincollectivebargainingstructures;participateinthegovernancestructuresoftheCommissionforConciliation,MediationandArbitration;andtoparticipateinrelevantNationalEconomicDevelopmentandLabourCouncil(NEDLAC)activities.
• EmploymentEquitypromotesequityinthelabourmarketthroughtheeliminationofunfairdiscriminationandpromotionofequitablerepresentationintheworkplace.
• Employment Standardsprotects vulnerableworkers in the labourmarket by establishing basicstandardsandminimumwages
• Research, Policy and Planning monitors and evaluates the impact of labour legislation andpoliciesaffectingtheSouthAfricanlabourmarket.
• LabourMarket Information and Statistics collects, collates, analyses and disseminates internalandexternallabourmarketstatisticsregardingthechangesintheSouthAfricanlabourmarket.
• International LabourMatterscontribute toGlobal policy formulation and facilitate compliancewithinternationalobligationsthroughmulti-andbilateralrelations.
• National Economic Development and Labour Council – funds are transferred to the NationalEconomicDevelopmentand LabourCouncil,whichpromoteseconomic growth,participation ineconomicdecisionmakingandsocialequity.
• CommissionforConciliation,MediationandArbitration-fundsaretransferredtotheCommissionforConciliation,MediationandArbitration,whichpromotessocialjusticeandfairnessintheworkplacethroughdisputepreventionanddisputeresolutionservices.
Strategicoutcomeoriented
goal2:(outcome4)
Decentemploymentthroughinclusiveeconomicgrowth
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Strategicoutcomeoriented
goal4:(Outcome11)
CreateabetterSouthAfrica,abetterAfricaandabetterWorld
GOALSTATEMENT 4.Strengthenmultilateralandbilateralrelations
Strategicoutcomeoriented
goal7:(Outcome14)
TransformingSocietyandunitingtheNation
GOALSTATEMENT 10.PromoteEquityinthelabourmarket
7.4.1STRATEGICRISKSStrategicObjective RiskDescription Mitigationstrategy
Establishbasicstandardsandminimumwages
Inadequateminimumstandardsforvulnerableworkers
• EffectivefunctioningoftheEmploymentConditionsCommission
• Timeousresearchtakingplace• Adequatelyresourcedsecretariat
available
7.4.2STRATEGICOBJECTIVES
StrategicObjective1 EmploymentEquityintheLabourMarketensuredandenforcementimproved
Objectivestatement Establishlegislativeframeworktopromoteemploymentequity
Baseline TheEmploymentEquityAmendmentAct,2013andEERegulationsof2014commencedon1August2014CodeofGoodPracticeonEqualPayforWorkofEqualValuedevelopedbyendMarch2015.ItwasonlypublishedinJune201518workshopswereconductedwithstakeholdersinprovincesonamendedEEAandregulationsThe2013-2014EmploymentEquityAnnualReportandPublicRegisterwerepublishedandlaunchedbytheMinisterattheEmploymentEquityandTransformationIndabaon9April2014.2014-2015AnnualReportdeveloped;and2014-2015PublicRegisterdevelopedpublishedinGovernmentGazetteNo.3858730IncomeDifferentialsassessedbyendofMarch2015
Justification Promotionofequalitythroughtheestablishmentofequitablerepresentativeworkplacesfreefromunfairdiscriminationtocontributetodecentemploymentandinclusiveeconomicgrowth
GOALSTATEMENT 2.Contributetodecentemploymentcreation3.Protectvulnerableworkers6.Promotesoundlabourrelations7.Monitortheimpactoflegislation
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Links Outcome14(suboutcome2):Transformingsocietyandunitingthecountry
FiveYearTarget Atleast40%ofmiddleandseniormanagementareAfricanby2019/2020
StrategicObjective2 EstablishbasicstandardsandminimumwagesObjectivestatement Settingstandardstoreduceinequalityinpayandminimumwagesfor
allvulnerableworkersBaseline Domesticworkersandcontractcleaningworkerssectoral
determinationreviewedTwonewsectorswereinvestigated:- GardenService- BuildingConstructionSector
Justification Protectionofvulnerableworkersensured
Links Outcome4(suboutcome7):Decentemploymentthroughinclusiveeconomicgrowth
FiveYearTarget 95%Gapsinminimumwagedeterminationscovered
StrategicObjective3 AdvancenationalprioritiesthroughbilateralrelationsObjectivestatement Promotionofnationalintereststhroughbilateralcooperation
agreementsBaseline SevenReportssubmittedintermsof22oftheILO
OneReportssubmittedintermsofArticle19oftheILOJustification Promoteinternationalcooperationandcoordinateallbilateral
engagementsoftheDepartment.Links Outcome11:CreateabetterSouthAfrica,abetterAfricaandabetter
WorldFiveYearTarget 8signedMoUsimplementedand5newMoUssigned
StrategicObjective4 PromotingsoundLabourRelations
Objectivestatement PromotesoundlabourrelationsandcentralisedCollectiveBargainingBaseline 20collectiveagreementswereextendedwithin60daysofreceipt
147applicationsconsideredandfinalisedwithin90-daysofreceiptJustification Soundlabourrelationsareanecessaryconditionfordecent
employment,inclusiveeconomicgrowth,freedomofassociation,socialjusticeandeffectivesocialdialogueinthelabourmarket
Links Outcome4(suboutcome7):Decentemploymentthroughinclusiveeconomicgrowth
FiveYearTarget Developmentofprogrammestoaddressworkplaceconflictthrough(a)improvedcommunication,careermobility,skillsdevelopmentandfairnessinworkplaces,and(b)strongerlabour-relationssystemsProcessimplementedin3sectorsand10workplacesTheshareofunprotectedstrikesintotalstrikeactiondecreasewith50%
StrategicObjective5 Monitorandevaluatethetrendsandimpactoflegislationinthelabourmarket
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Objectivestatement Promotesoundpolicyframeworkthroughresearchandlabourmarketinformationanalysis
Baseline 4Labourmarkettrendreportsand4researchreportsproducedThefocuswillbeondisseminatinglabourmarketinformationandconductingresearchleadingtomoreefficientservicedeliveryandevidencebasedpolicyinterventiontobranchesandfundsresponsibleforthevariouspolicies.
Justification Provideresearchfindingsandensureuptodatelabourmarketinformationforevidencebasedpolicyinterventiontobranchesandfundsresponsibleforthevariouspolicies.
Links Outcome4:Decentemploymentthroughinclusiveeconomicgrowth
FiveYearTarget Fourannuallabourmarkettrendsandthreeresearchreportswillbeproducedanddisseminatedtointernalandexternalstakeholdersfordecisionmaking
7.4.3Resourceconsiderations
ExpenditureTrendsOverthemediumterm,thedepartmentwillfocusontheimplementationoftheamendedLabourRelationsAct(1995),theBasicConditionsofEmploymentAct(1997),theEmploymentEquityAct(1998)andanationalminimumwage.R16.3millionoverthemediumtermisreprioritisedtotheLabourPolicyandIndustrialRelationsprogrammeforfilling12criticalvacantposts,includingadeputydirectorand2directorsforlabourrelationsandeconomicmodelling,andthechairpersonoftheEmploymentConditionsCommission.(Thecommissionwasestablishedin1998toadvisetheMinisterofLabour,theMinisterofSocialDevelopmentandtheMinisterofPublicServiceandAdministrationonvariousissuesrelatedtoregulatingemployment.)
HumanResourcestrendsThedepartmentaimstoemploymorepersonneltoimplementanationalminimumwagetocontributetoreducingpovertyandincomeinequalityinSouthAfrica.Thisincreaseininstitutionalcapacityaccountsforthe29.6percentaverageannualgrowthinspendingintheEmploymentsStandardssubprogrammeoverthemediumterm.TheLabourPolicyandIndustrialRelationsprogrammereceivesR9.1millionin2017/18andR9.7millionin2018/19toestablishanationalminimumwagefixingmechanism,toadjustthelevelofthewageperiodically,andtoreviewtheimpactofthenationalminimumwage.ThisworkcouldeitherbeanextensionoftheEmploymentConditionsCommission’sworkanditssecretariatinthedepartment,orasimilarinstitution.HowtodetermineanationalminimumwageisunderdiscussionintheNationalEconomicandDevelopmentLabourCouncil,andtheprocessshouldconcludeinearly2016.
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PartCLinkstoOtherPlans
8.ConditionalgrantsNotapplicabletotheDepartmentofLabour
9.PublicEntitiesreportingtotheMinisterofLabourNameofpublicentity
Mandate Outputs Currentannualbudget(R‘000)
Dateofnextevaluation
UnemploymentInsuranceFund
TheUnemploymentInsuranceFund(UIF)contributestothealleviationofpovertyinSouthAfricabyprovidingshort-termunemploymentinsurancetoallworkerswhoqualifyforunemploymentrelatedbenefits.TheFundisfinancedbyadedicatedtaxonthewagebill.
Collectionofunemploymentinsurancecontributionsandpaymentofbenefitstoqualifyingcontributors.
01April2016
CompensationFund TheCompensationFund’s(CF)mainobjectiveistoprovidecompensationfordisability,illnessanddeathresultingfromoccupationalinjuriesanddiseases.
CollectionofcontributionsandpaymentofMedical,compensationandpensionbenefits.
R5176487 01April2016
ProductivitySouthAfrica(PSA)
ProductivitySAismandatedbygovernment,organisedlabourandorganisedbusinesstoimprovetheproductivecapacityoftheeconomyandthuscontributetoSouthAfrica’ssocio-economicdevelopmentandcompetitiveness.
• Productsandservicesofassistedcompaniesworldclassandcompetitive.
• ProductivityandcompetitivenessawarenessishighandembracedinSouthAfrica.
• CapacitatedSMMEscontributetosustainableemploymentcreation.
• Jobssavedindistressescompanies.
• Productivityresearchreportsforselectedsectorsproduced.
R183080 01April2016
CommissionforConciliation,MediationandArbitration
TheCommissionforConciliation,MediationandArbitration(CCMA)wasestablishedintermsoftheLabourRelationsAct,1995asamended.Itismandatedtopromotesocialjusticeandfairnessintheworkplacebydeliveringethical,qualitative,innovativeandcosteffectivedisputemanagementandresolutionservices,institutionbuildingservices,education,traininganddevelopment,and
TheCCMA’scompulsorystatutoryfunctionsareto:• Consolidateworkplace
disputes,• arbitratecertain
categoriesofdisputesthatremainunresolvedafterconciliation,establishpicketingrules,
• facilitatetheestablishmentofworkplaceforumsandstatutorycouncils,
R770501 01April2016
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Nameofpublicentity
Mandate Outputs Currentannualbudget(R‘000)
Dateofnextevaluation
efficientadministration. • compileandpublishinformationandstatisticsaboutCCMAactivities,
• accreditandconsiderapplicationsforsubsidybybargainingcouncilsandprivateagencies;and
• providesupportfortheEssentialServicesCommittee.
NationalEconomicDevelopmentandLabourCouncil(NEDLAC)
TheNationalEconomicDevelopmentandLabourCouncilwasestablishedintermsoftheNationalEconomicDevelopmentandLabourCouncilAct,1994.TheActrequiresorganisedlabour,organisedbusiness,communitybasedorganisationsandgovernment,asacollective,topromotethegoalsofeconomicgrowth;participateineconomicdecisionmakingandsocialequity;seektoreachconsensusandconcludeagreementsonmatterspertainingtosocialandeconomicpolicy;considerallproposedlabourlegislationrelatingtolabourmarketpolicyandallsignificantchangestosocialandeconomicpolicybeforetheseareintroducedinParliament;andencourageandpromotetheformulationofcoordinatedpolicyonsocialandeconomicmatters.
TheNEDLACActrequirestheinstitutionto:• Strivetopromotethegoalsofeconomicgrowth,
• participationineconomicdecision–makingandsocialequity,
• seektoreachconsensusandconcludeagreementsonmatterspertainingtosocialandeconomicpolicy,
• ConsiderallproposedlabourlegislationrelatingtolabourmarketpolicybeforeitisintroducedinParliament,
• encourageandpromotetheformulationofcoordinatedpolicyonsocialandeconomicmatters,
• considerallsignificantchangestosocialandeconomicpolicybeforeitisimplementedorintroducedinParliamentand
• considerSocialEconomicDisputesintermsofSection77oftheLabourRelationsAct
R31008 01April2016
10.Public-privatepartnershipsNone
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11.GeneralTheDepartmentofLabourhavedecidedtorevisetheStrategicPlaninordertoimprovethealignmenttotheMTSF.TherewerealsoissuesraisedbytheDepartmentofPlanning,MonitoringandEvaluationthatthedepartmentdidnotaddressinthepreviousStrategicPlan.Someoftheissuesandcorrectionsareasfollows:
• Notallthestrategicobjectiveshadafiveyeartarget;
• Programmesdidnotexpandontheirfinancialandhumanresourcesinordertoreachthesettargets;
• Somestrategicobjectivesareactuallyoperationalandthereforehadtoberemoved;
• AndtherewerenoTechnicalIndicatorDefinitions(TID)gridsonhowtomeasurethestrategicobjectivesandtheimportancethereof.PleasebearwiththedepartmentastheTID’smaynotbeperfectasitisthefirsttimethatwecompilethisforthestrategicobjectives.Itwillimproveovertimeassomefinetuningwillhappenasandwhenshortcomingsareexposed.
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PartD:TechnicalIndicatorsDefinitionsoftheTechnicalIndicatorTableArea Description
Indicatortitle Identifiesthetitleofthestrategicoutcomeorientedgoal,objectiveorprogrammeperformanceindicator
Shortdefinition Providesabriefexplanationofwhattheindicatoris,withenoughdetailtogiveageneralunderstandingoftheindicator
Purpose/importance Explainswhattheindicatorisintendedtoshowandwhyitisimportant
Source/collectionofdata Describeswheretheinformationcomesfromandhowitiscollected
Methodofcalculation Describesclearlyandspecificallyhowtheindicatoriscalculated
Datalimitations Identifiesanylimitationwiththeindicatordata,includingfactorsthatmightbebeyondthedepartment’scontrol
Typeofindicator Identifieswhethertheindicatorismeasuringinputs,activities,outputs,outcomesorimpact,orsomeotherdimensionofperformancesuchasefficiency,economyorequity
Calculationtype Identifieswhetherthereportedperformanceiscumulative,ornon-cumulative
Reportingcycle Identifiesifanindicatorisreportedquarterly,annuallyoratlongertimeintervals
Newindicator Identifieswhethertheindicatorisnew,hassignificantlychanged,orcontinueswithoutchangefromthepreviousyear
Desiredperformance Identifieswhetheractualperformancethatishigherorlowerthantargetedperformanceisdesirable
Indicatorresponsibility Identifieswhoisresponsibleformanagingandreportingtheindicator
Programme1:AdministrationArea Description
Indicatortitle 1. ProvidestrategicmanagementandsupportservicestotheDepartment
Shortdefinition • TheManagementAssessmentTool(M-PAT)isatoolthatcollatesexistingmanagementpolicyandguidelinesintoasingleframeworkofstandardsandindicatorsofgoodmanagementpractice.
• M-PATprovidesasnapshotofthequalityofmanagementpracticesindepartmentsandmunicipalitiesacrossarangeofkeyperformanceareas;StrategicManagement,GovernanceandAccountability,HumanResourcesManagement,FinancialManagementandSupplyChainManagement.
• M-PATislinkedtoothermonitoringtools;liketheAuditorGeneral.
Purpose/importance Itenablesmanagerstotesttheirownmanagementpracticesagainstothersandidentifymanagementpracticeimprovementsthatwillenabletoimproveservicedelivery.
Source/collectionofdata M-PATactionplanM-PATsystemadministeredbytheDPMEPortfolioofevidenceasrequiredbytheDPMEforthe4KPA’swhichare:
• FinancialManagement• StrategicManagement• HumanResourcesManagement• GovernanceandAccountability
Theannualperformancesarethenmeasuredagainstthescorecardofthepreviousfinancialyeartodetermineimprovement,maintenanceofthepreviousyear’sleveloradeclineinperformance.
Methodofcalculation M-PATSystemgeneratedAnnualassessmentReportareusedCountthenumberofindicatorsthatachievedascoreof3and4aswellasthetotalnumberofindicatorsConvertthenumberachievedasapercentageofthetotalnumberofindicators
Datalimitations EvidencedocumentssubmittedbytheAdministrationBranch
Typeofindicator ActivityandOutput
Calculationtype Non-cumulative
Reportingcycle Annual
Newindicator No
Desiredperformance Provideabasisforon-goinglearningaboutimprovedmanagementpractices
Indicatorresponsibility DDG:CorporateServices,ChiefOperationsOfficer(COO)andChiefFinancialOfficer(CFO)
Area Description
Indicatortitle 2. Integratedhumanresourcestrategyimplemented
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Shortdefinition ProvidehumanresourcesupporttoDepartmentofLabour
Purpose/importance Withouthumanresourcestherewillbenoservicedelivery
Source/collectionofdata PERSALEstablishmentreporttoverifythevacancyrate
Methodofcalculation Numberofvacantpostsdividebytotalnumberofposts/establishmentmultiplyby100
Datalimitations Availabilityofreportsandthesystemaswellthedelaysonthecapturingofhumanmovements
Typeofindicator ActivityandOutput
Calculationtype Non-cumulative
Reportingcycle Quarterly
Newindicator No
Desiredperformance Vacancyratebelow10%
Indicatorresponsibility DD:LC,DD:HRM(PO),CD:PO,AllDD,DirectorsandChiefDirectorsinHO,CD:HRMandDDG:CS
Area Description
Indicatortitle 3. Effectivesupplychainmanagement
Shortdefinition Enhancesupplychainmanagementprocessesandsystemstobeinlinewiththeregulatoryframeworkandgovernancebestpractices
Purpose/importance SupplyChainManagementandproceduresmustbeadheredtootopreventirregularandunauthorisedprocurementandpayments
Source/collectionofdata BASreportsandLOGISreportsBASandLOGISpaymentregistersAllpaymentdocumentsonBASandLOGISAllServiceProvidersmustprovideupdatedbankdetailswiththeirinvoicesinordertobepaid.AllbankdetailformsmusthaveabankstampasverificationofbankdetailsCompliantInvoicesareinvoicesthatareconformingtothepurchaseorderissuedtothesupplierorinvoicespayableasperservicerenderedinaccordancewiththetermsofthecontract.Inotherwords,theseareinvoiceswherethereisnodisputeforpaymentorwheretherearenodiscrepanciesfromtheSupplierssidethatcouldresultinreferringbacktheinvoicetothesupplier
Methodofcalculation Countthenumberofinvoicespaidwithin30daysofreceipt
Datalimitations Supplier’schangingbankingdetailsaftertheorderhasbeencreated,withoutinformingtheDepartment.Bankingdetailsofnew/existingsuppliersrejectedonSafetyNetbyNationalTreasury.SystemerrorswhenprocessingpaymentsonLOGISsystemwherebysometimesittakesmoretimetogetasolutionfromNationalTreasury/LOGIKdependingonthecomplexityoftheproblem
Typeofindicator Activityandoutcome
Calculationtype Cumulative
Reportingcycle Quarterly
Newindicator No
Desiredperformance 100Percentofinvoicespaidwithin30daysofreceipt
Indicatorresponsibility Director:SupplyChainManagementandChiefFinancialOfficer
Programme2:InspectionandEnforcementServicesArea Description
Indicatortitle 1. PromotionofEmploymentEquityinthelabourmarket
Shortdefinition PromotionofthetransformationofthelabourmarketbyinspectingworkplacesinordertoachievecompliancewithEmploymentEquitylegislation
Purpose/importance InspectdesignatedemployerstoestablishwhethertheycomplyingwiththeemploymentEquityAct
Source/collectionofdata Source:EEinspectionregistersatbothlabourcentresandprovincialofficesIESInspectionreportsCollectionofdataProcesssetoutintheIESStandardOperatingProcedures
Methodofcalculation EEinspectionregisterscompletedbothatassigningandfinalisationofinspectionsNumberofEEinspectionsatdesignatedemployersacrosslabourcentresandprovincestobeaddedNumberofcompliantdesignatedemployersonfirstinspectionidentifiedbyinspectionreportstobeaddedNumberofnon-compliantdesignatedemployerstobedeterminedbysubtractingthecompliantdesignatedemployersfromthenumberofemployersinspectedInformationcollectedatlabourcentrescollatedandsubmittedtoprovincialofficesProvincialofficecollatenumberofreviewsconcludedatlabourcentresandprovincialofficescollatedatprovinciallevel
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Datalimitations Manualcollectionofdataasopposedtoanelectronicsystemofcollectionofdata
Typeofindicator OutputandActivity
Calculationtype Cumulative
Reportingcycle QuarterlyandAnnually
Newindicator no
Desiredperformance 80%ofEmploymentEquityPlansassessedagainstindicatorsPromotethatatleast40%ofmiddleandseniormanagementareAfricanby2018/19
Indicatorresponsibility ProvincialChiefInspectors,ChiefDirectorProvincialOperations
Area Description
Indicatortitle 2. Workersprotectedthroughinspectionandenforcementoflabourlegislation
Shortdefinition EnsureDecentWorkprinciplesareadheredtobyprotectingworkersthroughtheinspectionandenforcementoflabourlegislation
Purpose/importance Todeterminecompliancewithlegislationintheinspectedsectors
Source/collectionofdata Source:IESinspectionregistersatbothlabourcentresandprovincialofficesIESinspectionreportsCollectionofdataProcesssetoutintheStandardOperatingProcedures
Methodofcalculation IESregisterscompletedbothatassigningandinitialinspectionsNumberofinspectionsatworkplacesacrosslabourcentresandprovincestobeaddedNumberofcompliantworkplacesonfirstinspection/reviewidentifiedbyinspectionreportstobeaddedNumberofnon-compliantworkplacestobedeterminedbysubtractingthecompliantworkplacesfromthenumberofworkplacesinspectedInformationcollectedatlabourcentrescollatedandsubmittedtoprovincialofficesProvincialofficecollatenumberofinspectionsconcludedatlabourcentresandprovincialofficescollatedatprovinciallevel
Datalimitations Manualreportsvs.electronicreports
Typeofindicator Output/Activity
Calculationtype Accumulativetoayear
Reportingcycle Quarterlyandannually
Newindicator No
Desiredperformance 30%Increaseinnumberofinspections
Indicatorresponsibility ProvincialChiefInspectors,ChiefDirectorProvincialOperations
Area Description
Indicatortitle 3. StrengthenOccupationalsafetyprotection
Shortdefinition Ensurethatoccupationalsafetyofworkersisprotectedthroughtheenforcementofhealthandhygieneregulations
Purpose/importance TodeterminecompliancewiththeOccupationalHealthandSafetyActanditsregulationsintheinspectedworkplaces
Source/collectionofdata Source:IESinspectionregistersatbothlabourcentresandprovincialofficesIESinspectionreportsCollectionofdataProcesssetoutintheIESStandardOperatingProcedures
Methodofcalculation IESregisterscompletedbothatassigningandfinalisationofreviewsNumberofinspectionsatworkplacesacrosslabourcentresandprovincestobeaddedatprovincialofficelevelNumberofcompliantworkplacesonfirstinspection/reviewidentifiedbyinspectionreportstobeaddedNumberofnon-compliantworkplacestobedeterminedbysubtractingthecompliantworkplacesfromthenumberofworkplacesinspectedInformationcollectedatlabourcentrescollatedandsubmittedtoprovincialofficesProvincialofficecollatenumberofinspectionsconcludedatlabourcentresandprovincialofficescollatedatprovinciallevel
Datalimitations Manualversusanelectronicsystemforthecollectionofdata
Typeofindicator Outputandactivity
Calculationtype Accumulative
Reportingcycle QuarterlyandAnnually
Newindicator No
Desiredperformance 30%Increaseinnumberofinspections
Indicatorresponsibility ProvincialChiefInspectors,ChiefDirectorProvincialOperations
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Programme3:PublicEmploymentServicesArea Description
Indicatortitle 1. EmploymentServicesprovidedinaccordancewithEmploymentServicesActandprescribedRegulations
Shortdefinition TodeliverservicesinaccordancewiththeEmployerServicesActanditsregulationstowork-seekersandemployers.Theseservicesincludesthefollowing:
♦ Registeringofwork-seekers♦ Registeringofjobopportunities♦ Providingcareerguidance♦ AdvocacyofPESservices♦ facilitatingtheemploymentofforeignnationalsinamannerthatisconsistentwiththeobjectofthis
ActandtheImmigrationAct♦ providespecialisedservicestoassistvulnerableworkseekers;facilitatestheprovisionofemployability
enhancementprogrammes♦ RegulatePEA’sandTES’s
Purpose/importance Toreducetheunemploymentrate,toensurejob-seekersareplacedinopportunities,tolinkjob-seekersandpotentialemployers
Source/collectionofdata VariousESSAreports
Methodofcalculation Countthenumbersonthevariousreports–seetheAPPformoredetail
Datalimitations OnlydatacapturedonESSAisused.Manualtransactionsnotcounteduntilcaptured
Typeofindicator Output
Calculationtype Cumulative
Reportingcycle Annually
Newindicator No
Desiredperformance Increasedemployabilityofregisteredwork-seekers
Indicatorresponsibility CareerCounsellorsatLabourCentres,PESManagersatProvincialOfficesDeputyDirector–EmploymentCounselling,DirectorandChiefDirector–WorkseekerServicesatHeadOffice
Area Description
Indicatortitle 2Foreignnationalsindividualandcooperateworkvisasregulated
Shortdefinition HomeAffairsadvisedonthenumberofindividualandcooperateworkvisastobeissued
Purpose/importance ToregulateforeignlabourmigrationinflowsintotheSAlabourmarket
Source/collectionofdata MinutesoftheAdjudicationcommitteeandbenchmarkingcertificates.Applicationswithdatestampsindicatingreceiptdates.Registers,Copiesofworkpermits
Methodofcalculation RecordeddateofcompleteapplicationreceiveduntilthedatethebenchmarkingcertificateisissuedtoHomeAffairs
Datalimitations ThenumberofapplicationrecommendationsreferredtoHomeAffairsmightnotnecessarilybeequaltothenumberofpermitsissuedbytheDepartmentofHomeAffairs
Typeofindicator Output
Calculationtype Cumulative
Reportingcycle Quarterlyandannualreporting
Newindicator No
Desiredperformance FacilitatetheemploymentofForeignNationals
Indicatorresponsibility EmploymentServicesPractitionersatLabourcentres,EmployerServiceco-ordinatorsandPESManagersatProvincialOffices,DeputyDirector,DirectorandChiefDirector–EmployerServicesatHeadOffice
7.4PROGRAMME4:LABOURPOLICY&INDUSTRIALRELATIONSArea Description
Indicatortitle 1. Promoteequityinthelabourmarket
Shortdefinition Establishlegislativeframeworktopromoteemploymentequity
Purpose/importance Toimprovecompliancebyemployerstoeliminateunfairdiscriminationandtoensuretheequitablerepresentationofthedesignatedgroupsintheworkplace
Source/collectionofdata PubliccommentsandtargetedstakeholderconsultationsonLegislationandotherPolicydocuments,ConventionsandotherInternationalandNationalinstruments,Section9institutionsandothersimilarbodies.Verificationsources:Ministerialsubmissions;CEEAdvisoryletters;GovernmentGazettesofCodesofGoodPractice;PublicRegister,EE
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AnnualReport,presentationslides;scheduleandprogrammesofworkshops,reportofpubliccomments;andclose-outreport.
Methodofcalculation AdvisorylettersfromCEEtotheMinisteronfinalisationofpolicydocumentsandordraftorgazettedcopiesdocuments
Datalimitations Qualityofcommentsreceivedfromthepublicandotherstakeholders
Typeofindicator Outputandactivity
Calculationtype Non-cumulative
Reportingcycle QuarterlyandAnnually
Newindicator No
Desiredperformance HighlevelsofcompliancefromEmployerstotherequirementsoftheEmploymentEquityAct
Indicatorresponsibility DDG:LPandIR,CD:LRandDirector:EmploymentEquity
Area Description
Indicatortitle 2. Establishbasicstandardsandminimumwages
Shortdefinition Settingstandardstoreduceinequalityinpayandminimumwagesforallvulnerableworkers
Purpose/importance Investigateand/orpromulgatetwoSectoralDeterminations(Hospitality/Taxi)asperAPPinordertosetminimumwagesandconditionsofemploymenttoalleviatepoverty,improvethelivelihoodsandavoidexploitationofvulnerableworkersasmandatedbytheBCEA.
Source/collectionofdata Submissionsbyrelevantstakeholdersandinputsreceivedduringthepublicconsultationprocess inthedifferentSectors.VerificationsourcesSubmissionfromtheMinisterapprovingtheinvestigation,Copyofthenoticeofinvestigationaspublishedinthegovernmentgazette,writtensubmissionsreceivedinresponsetothenotice,publichearingschedule,attendanceregistersofthepublichearings,ECCreportontheinvestigation,minutesoftheECCmeetings,copyofthesectoraldeterminationsaspublishedinthegovernmentgazetteorsubmissionfromtheMinisterrejectingtheestablishmentofthesectoraldetermination.
Methodofcalculation Countthenumberofnewand/orreviewedSectoraldeterminationsinvestigatedasperAPP.
Datalimitations Duetothenatureofthevulnerablesectors,poorattendanceofstakeholdersduringtheconsultationprocessislikely
Typeofindicator Outputandactivity
Calculationtype Non-cumulative
Reportingcycle QuarterlyandAnnually
Newindicator No
Desiredperformance PublishSectoralDeterminationandreducethelevelofpoverty
Indicatorresponsibility DDG:LPandIR,CD:LRandDirector:EmploymentStandards
Area Description
Indicatortitle 3. Strengthenandmonitorimplementationofbilateralagreementsthatareinlinewithnationalprioritieswithinsettimeframe
Shortdefinition ImplementsignedMemorandaofUnderstandingwithfraternalcountriesandconsidernewproposals
Purpose/importance Strengthenbilateralrelationsthroughsigningandimplementingthebilateralagreementswithinsettimeframes
Source/collectionofdata Implementationplans
Methodofcalculation Countthenumberofreportssubmittedannually
Datalimitations Consultationswithfraternalcountriesprolongedbydiplomaticprocesses.
Typeofindicator Output
Calculationtype Cumulative
Reportingcycle Annually
Newindicator Yes
Desiredperformance Tocomplyandimplementthesignedbilateralcooperationagreementswithinsettimeframes.
Indicatorresponsibility DDG:LPandIR,CD:InternationalRelations
Area Description
Indicatortitle 4. PromotingsoundLabourRelations
Shortdefinition PromotesoundlabourrelationsandcentralisedCollectiveBargaining
Purpose/importance Topromotefaircompetitioninspecificsectorsandtoprovideimprovedconditionsofemploymentanddecentwork
Source/collectionofdata • Applicationforms• Partyagreements
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• Manualcollectiveagreementsregisters• RecordofdecisionsmadebytheMinisterpertainingtotheextensionofcollectiveagreementsandpublished
agreementsPublishedGovernmentGazettes
Methodofcalculation CalculatethepercentageofPublishedagreementsextendedwithin90calendardaysofreceiptintheGovernmentGazettes
Datalimitations Industryfiguresandpartymembershipfiguresarenotalwaysadequate
Typeofindicator Outputandactivity
Calculationtype Non-cumulative
Reportingcycle Monthly,quarterlyandannually
Newindicator Partially
Desiredperformance Toensurethat100percentofcollectiveagreementsareextendedbytheMinisterwithin90calendardaysofreceiptby31March
Indicatorresponsibility DDG:LP&IR,CD:LRandDirector:CollectiveBargaining
Area Description
Indicatortitle 4.2PromotingsoundLabourRelations
Shortdefinition PromotesoundlabourrelationsandcentralisedCollectiveBargaining
Purpose/importance Registrationoflabourorganisations:• ToensureaccountabilitytotheDepartmentintermsoftheLRA,tothemembersandtothepublic• Toregulateandmonitortheoperationsofregisteredtradeunionsandemployers’organisations• Toensurefullparticipationinthecollectivebargainingsystem
Source/collectionofdata • Applicationforms(datestampedonreceipt)• Electronicsystem(Detailsofapplicationenteredonsystemondayofreceipt)KeeprecordofalldecisionsmadebytheRegistrarpertainingtotheapplicationsoftradeunionsandemployers’organisations
Methodofcalculation Calculatethepercentageofapplicationsforregistrationoflabourorganisationsfromdateofreceipttodateofdecisiontoapproveofrefuse
Datalimitations Registrationoflabourorganisations:• Insufficientrecordsofdataandprocessesofstart-uplabourorganisations(tradeunionsand
employers’organisations)• ReliabilityofMagicsystemasbasisforrecordingandmonitoringapplicationsanddecisions.
Typeofindicator Outputandactivity
Calculationtype Non-cumulative
Reportingcycle Monthly,quarterlyandannually
Newindicator Partially
Desiredperformance Theaimistoensurethat100percentofapplicationsforregistrationbytradeunionsandemployers’organisationareapprovedorrefusedwithin90calendardaysofreceiptby31March
Indicatorresponsibility DDG:LP&IR,CD:LRandDirector:CollectiveBargaining
Area Description
Indicatortitle 5.1NumberofAnnualLabourmarkettrendsreportsproducedannually
Shortdefinition Toprovideuptodateinformationonselectedindicatorsintheeconomyandlabourmarketasawhole.
Purpose/importance ToprovideageneralperspectiveontheperformanceoftheSouthAfricaneconomyandlabourmarkettoinformpolicymakersonthechangesthathappenedintheSouthAfricanlabourmarketovertimeinordertotakeactionwhereitisneeded.
Source/collectionofdata Administrativeinternalandexternalsurveydataareusedsuchasnewspapers,UnemploymentInsuranceFund,CCMA,CompensationFunds,EmploymentServices,CollectiveBargaining,ReserveBankandStatisticsSA.Verificationsources:FourAnnualreportsproduced:AnnualIndustrialAction,JobOpportunityandUnemploymentintheSAlabourmarket,AnnualAdministrativeStatisticsandAnnualLabourMarketBulletinreportsAnnualIndustrialAction
• Identificationofstrikethroughmedia(newspapers,radio,TV,etc.)• LRAForm9.2senttoaffectedemployers• Formsreceivedandcapturedonstrikedatabase• Dataverificationandanalysisconducted• AnnualreportwrittenbyMarchandapprovalsourcedfromtheMinister• Approvalreceived,quotationrequestedfromGovernmentandPublicationconductedbySeptember
AnnualAdministrativeStatistics
• Internaldatarequestedfromprovincialoffices,e.g.LMISunits;extractedfromEmploymentServices
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(ESSA),requestedfromUI(Siyayadatabase)• DatacapturedonExcelspreadsheetsandcapturedonLMISsnapshotsformat• LMISsnapshotsformatconsolidatedforkeyinternalindicatorsandforwardedtoallthroughthe
ExchangePostmaster• FourLMISsnapshotsareconsolidatedintooneyearforanalysis• AnnualreportwrittenbyMarchandapprovalsourcedfromtheMinister• Approvalreceived,quotationrequestedfromGovernmentandPublicationconductedbySeptember
JobOpportunityandUnemploymentintheSAlabourmarket
• Vacanciesdatasourcedfromnationalandregionalnewspapers• DatacapturedoninternalJOIdatabase(Excelspreadsheets)onweeklybasis• JOIdataconsolidatedandanalysedbykeyvacanciesindicatorsasreflectedacrossnewspapers• AnnualreportwrittenbyJuneandapprovalsourcedfromtheMinister• Approvalreceived,quotationrequestedfromGovernmentandPublicationconductedbySeptember
AnnualLabourMarketBulletin
• Externalstatisticalinformationextractedfromnationalpublication(ReserveBank,StatsSA,labourmarketacademicreportetc.)
• Reportstructureoutlinedandinformationconsolidatedandanalysed• AnnualreportwrittenbyJuneandapprovalsourcedfromtheMinister
Approvalreceived,quotationrequestedfromGovernmentandPublicationconductedbySeptember
Methodofcalculation Countthenumberofreportspublished
Datalimitations Limitedcoverageinparticularwithnewspapersdataidentificationandlackofeffectiveinternaldataintegrationsystem
Typeofindicator Outputandactivity
Calculationtype Actuals
Reportingcycle QuarterlyandAnnual
Newindicator No
Desiredperformance Theaimistoensure100%dataqualityandmorelabourmarketindicatorscoverageinordertobetterinformpolicymakers
Indicatorresponsibility DDG:LP&IR,CD:LMPandDirector:LabourMarketInformationandStatistics
Area Description
Indicatortitle 5.2NumberofLabourMarketResearchreportsproducedannually
Shortdefinition ResearchontheimpactoflegislationconductedFourresearchreportsinlinewiththeResearch,MonitoringandEvaluationagenda(RMEAgenda-isalistofresearchproblemsthatareidentifiedandagreeduponbytheresearchunitanditsclients[Branchesandfunds]forinvestigation.Theidentifiedresearchproblemsarealwaysaimedatevaluatingtheimpactoflabourlegislationandlabourpoliciestothelabourmarket.).1.Assessingtheeffectivenessofcollectivebargainingexemptionprocess,2.Reductionofworkinghourstoa40hourweek,3.AnalysisoftheknowledgelevelofthepublicontheservicesoftheDepartmentofLabour,4.Evaluationoftheattitudeofworkseekers.
Purpose/importance Toprovideresearchfindingsforevidence-basedpolicyintervention.
Source/collectionofdata ResearchdatacollectedaccordingtoapprovedresearchmethodologiesProgressreports,literaturereports,datacollectioninstruments,draftresearchreportsandfinalresearchreports
Methodofcalculation Countthenumberofreportsproduced.
Datalimitations Datacollectedisbasedonthedatacollectioninstrumentswhichmayhavelimitedcapacityanddatacollectionprocesshavechallengesinaccessingtherespondentsanditalsodependsontheirmemories
Typeofindicator Outputandactivity
Calculationtype Cumulative
Reportingcycle QuarterlyandAnnually
Newindicator No
Desiredperformance Theindicatorisforconductingresearchonthelabourmarketpoliciesandlegislation.Conductingmoreresearchprojectsanduptakeofresearchresultsisdesired.
Indicatorresponsibility DDG:LP&IR,CD:LMPandDirector:Research,PolicyandPlanning
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TheEnd
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