Portfolio Committee Water and Environmental Affairs CORPORATE SERVICES

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Portfolio Committee: Water and Environmental Affairs CORPORATE SERVICES S MAHLANGU

1. PURPOSE OF BRANCH The purpose of the Corporate Services branch is to provide policy leadership, business alignment and integration, strategic advice and core support services. The branch provides various support services to ensure a productive, efficient and creatively transformed working environment that enables the Department of Water Affairs to realise its overall strategic objectives. 2

2. Overview: Branch structure 3

3. BRANCH COMPONENTS The branch comprises of five components, namely; Chief Directorate: Human Resources Responsible to provide human resources services and solutions which are targeted at adding value and improving business performance through people. Chief Directorate Information System Responsible for the provision of the relevant IT support and solutions as well as overseeing the management of IT operations 4

4. BRANCH COMPONENTS (Continued) • Chief Directorate: Communications Services – Responsible for the promotion of effective profiling of the Department, public awareness, education and communicating the work of the Department to the public and stakeholders • Chief Directorate: Legal Services – Responsible for the provision of effective legal support to maximize the Department’s pursuance of its mandate • Directorate: Administration – Responsible for the provision of a safe and secure physical environment and appropriate logistical support

5. BRANCH FINANCIAL PERFORMANCE (2011/12) 5. 1 Budget expenditure (1 April 2012 – 31 March 2012) 200, 000 180, 000 160, 000 140, 000 120, 000 Budget 100, 000 Expenditure 80, 000 60, 000 40, 000 20, 000 0 COMPENSATION GOODS/SERVICES TRANSFERS CAPITAL ASSESETS Branch total budget allocation = R 378, 4 million, of which 97% has been spent by 31 March 2012 6

5. BRANCH FINANCIAL PERFORMANCE (2011/12) 5. 2 Expenditure (%) 120 Actual 100 97 80 71 60 55 Actual 40 20 18 0 Quater 1 Quater 2 Quater 3 Quater 4 7

6. MTEF BUDGET ALLOCATION 6. 1 Budget Allocation Per Component 6. 2 Budget Allocation Per Item 2012/13 2013/14 2014/15 (000) (000) DDG: Corporate Services 6 311 6 673 7 007 Human Resources 82 663 90 471 96 920 Learning Academy 53 682 60 472 65 421 Administration 64 513 71 024 82 581 Legal Services 15 518 16 243 17 055 Communication Services 26 299 27 728 29 114 Information Services 83 844 90 584 103 201 TOTAL 332 830 363 195 401 299 Compensation of employees (000) 153 317 161 515 169 590 Goods and services 130 968 150 023 177 330 Transfers and subsidies 14 575 15 314 16 080 Payments for capital assets 33 970 36 343 38 299 TOTAL 332 830 363 195 401 299 8

7. 2012/13 BUDGET HIGH LEVEL COST DRIVERS 7. 1 Budget Allocation Per Component Item/Service Description) CD: Human Resources § Employee Health and Wellness Project (OCSA) § Organisational Climate Survey § Competency assessments of OSD employees § Advertisement of vacancies § Microsoft platform migration project (MS server 2003/ 2008) § IT outsourcing contract § SITA Services (Mainframe, data lines, hosting and internet) § SITA help desk § Replacement of network core switches § Upgrade of the video conferencing systems § Cleaning contract for Head Office (7 facilities) § Provision of security services (7 facilities) § Installation of closed circuit television system for Head Office Total (Branch High level Procurement Total Cost R 8 000 R 3 000 R 4 000 000 R 8 000 R 45 000 R 14 000 R 7 000 R 5 000 R 7 000 000 R 6 000 R 5 000 R 126 000 9

7. 2012/13 BUDGET HIGH LEVEL COST DRIVERS 7. 2 Expenditure Projection (%) 120 Projected Quaterly Spending % 100 80 78 60 59 Projected Spending % 40 20 27 0 Quater 1 Quater 2 Quater 3 Quater 4 10

8. PROGRESS ON PERFORMANCE FOR 2011/12 8. 1 Achievements q Signed Performance agreements: 99% performance agreements for 2011/12 signed for both MMS and SMS, from a lower base of 69% in 2010/11. q Competency assessments: 96% of MMS and SMS underwent competency assessment, with the purpose of identifying developmental gaps as per employee. q q Filling of strategic posts: The posts of DG, CFO, Deputy CFO (WTE) and Chief Director Legal Services were filled, amongst other SMS positions. Improved DWA bandwidth: Computer network speeds were improved two-fold, from 4 to 8 Mega bit per second (Mbps), with the goal of improving productivity of employees whose work requires interaction with networked computer. 11

9. PRIORITY TARGETS FOR 2012/13 9. 1 Recruitment and retention of Critical Skills q q Appointed new Director for Recruitment and Selection Current vacancy rate is at 24. 88% (1975 posts, out of 7937 total posts) Approximately 610 posts were advertised out of the 1975 Overall target for 2012/13 is vacancy rate of below 13% q Strategy for 2012/13 (target filling posts within 90 days): 1. Encourage a more hands on participation and contribution by line managers throughout the recruitment value chain. 2. Weekly updates and monitoring of vacancy report. 3. Advertise vacant positions within 30 days. 4. Deploy staff retention interventions. 12

9. PRIORITY TARGETS FOR 2012/13 9. 2 Placement of Graduate Trainees in DWA q q q 378 GTs appointed since 2007. Currently 226 GTs in the programme (March 2012). Placement in all regional offices as well as national office with a mentor. Actively involved with service delivery activities and projects (River Programme, Letsema, and others). Following Graduate Trainees were appointed into positions by 2012: Candidate Engineers Candidate Engineering Technicians Candidate Scientists Health 31 March 7 17 9 Permanent Posts 49 Total q DWA 82 Target for 2012 is to employ 50 graduate trainees. 13

9. PRIORITY TAGERTS FOR 2012/13 9. 3 Finalisation and Awarding of the IT Outsourcing Contract q Current contract Expires 31 March 2013 q Current project progress: TASK STARTDATE END DATE 1. Preparation (Done) Mon 12/02/13 Mon 12/04/02 2. Tender Publication (Done) Thu 12/03/29 Mon 12/06/04 - Mon, 16 April 3. Tender Evaluation Mon 12/06/04 Mon 12/07/23 4. Due diligence and Tender Award Mon 12/07/23 Fri 12/08/31 5. Contract Finalization Mon 12/08/20 Fri 12/09/21 6. Sign off project Thu 12/09/06 Mon 12/10/01 q Finalize vendor briefing presentation Current Stage 14

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Outcome Oriented Goal 2: To promote Sustainable and Equitable Water Resources Management Strategic Objective 2. 6: To improve water use efficiency Output Performanc Baseline Annual Quarterly targets e indicator Informati target Q 1 Q 2 Q 3 Q 4 on 2012/13 Stakeholder Number of 5 public 1 public 2 public awareness awareness campaigns campaigns to promote campaigns and and and sustainable and stakeholder stakeholder use of stakeholder er engagemen engagemen water engagement engageme t initiatives t initiatives nt initiatives Number of 40 media 10 media statements statements Number of 4 radio 6 radio 2 radio 1 radio 2 radio and adverts and advertiseme adverts and television and 2 3 television nts nt and 1 1 television broadcast television advertisemen broadcast advertiseme ts advertisem nts nt ents 15

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Outcome Oriented Goal 2: To promote Sustainable and Equitable Water Resources Management Strategic Objective 2. 6: To improve water use efficiency Output Performance Baseline Annual Quarterly targets indicator Informati target Q 1 Q 2 Q 3 Q 4 on 2012/13 Stakeholde Number of joint 5 joint 2 joint 1 joint r public campaigns campaign campaign awareness per annum ns per s held n held and campaigns with annum and report to promote other report submitted sustainable government submitted submitte use of departments and d water sector partners Number of 12 24 6 6 6 television Television television episodes episodes on water awareness on water episodes on water awareness on water awarenes awarene s ss ss 16

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Outcome Oriented Goal 2: To promote Sustainable and Equitable Water Resources Management Strategic Objective 2. 6: To improve water use efficiency Output Performance Baseline Annual Quarterly targets indicator Informati target Q 1 Q 2 Q 3 Q 4 on 2012/13 Stakehold Number of 9 water 3 water 2 water er water awareness awarenes awareness s road shows ess ss road shows road shows campaign shows s to promote Number of 4 Water 8 2 2 sustainabl Water themed exhibitions exhibitions e use of awareness awarenes ons ns water exhibitions s exhibition s 17

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Outcome 6: Build capacity to deliver quality services Strategic Objective: To ensure effective organizational performance and leadership Output Performanc Baseline 10/11 Milestones Q 1 Q 2 Q 3 Q 4 e Info Target Indicator Efficient % of 65% of 80% of 20% of 55% of 70% of 80% of performance employees’ employees’ managemen training training t system intervention intervention s conducted s conducted in line with in line with Workplace Workplace Skills Plan [1]Skills Plan % of signed 99% signed 100% performanc signed e e performanc agreements e e aligned to agreements business aligned to plans business plans Reduced % annual 14% annual 13% annual 19%annual 17%Annual 15% annual 13% annual Vacancy average average rate vacancy vacancy rate rate 18

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Outcome 6: Build capacity to deliver quality services Strategic Objective: To ensure effective organizational performance and leadership Output Performanc Baseline 10/11 Milestones Q 1 Q 2 Q 3 e Info Target Indicator Graduate Number of 50 50 new Trainees new graduates developed graduate trainees admitted to through added to admitted to the trainee the learning the trainee developme academy developme nt nt nt programme Number of 50 35 5 graduate 15 10 graduate trainees graduate trainees placed into trainees placed into candidate placed into candidate positions or candidate positions or permanent positions or permanent positions permanent positions positions Q 4 50 new graduates admitted to the trainee developme nt programme 5 graduate trainees placed into candidate positions or permanent positions 19

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Outcome 6: Build capacity to deliver quality services Strategic Objective: To ensure effective organizational performance and leadership Output Performanc Baseline 10/11 Milestones Q 1 Q 2 Q 3 e Info Target Indicator Recognition RPL Nil RPL Report on RPL plan Implemente of Prior approved assessment submitted to d in Learning and of current DG for Northwest, (RPL) Implemente vocational approval Northern Programme d in 5 d in levels Cape, and fully regions Limpopo, submitted to Eastern Implemente Mpumalang Top Cape d a, Manageme Northwest, nt Northern Cape, and Eastern Cape DWA NIL DWA Proposal or - f DWA Learning DWA Learning Centre Learning Centre Established Structure Centre Structure and submitted and programme for approval programme s Approved s submitted for approval Q 4 Implemente d in Limpopo, Mpumalang a, - 20

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Outcome 6: Build capacity to deliver quality services Strategic Objective: To ensure effective organizational performance and leadership Output Performanc Baseline 10/11 Milestones Q 1 Q 2 Q 3 e Info Target Indicator Vetted % of 40% of 100% of procuremen procureme nt nt nt t contracts, nt nt contracts, corporate contracts, corporate and corporate and and international and internation agreements internation al al al vetted al al agreement agreement s (More s vetted than R 500 000) Litigation Percentage 100% of all 100% Matters of litigation of all Managed matters managed litigation According managed as per managed to as per service as per Applicable service delivery service Service delivery standards delivery Delivery standards and court standards Standards and court rules rules Q 4 100% of procureme nt contracts, corporate and internation al agreement s vetted 100% of all litigation managed as per service delivery standards and court 21 rules

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Outcome Oriented Goal 6: Build capacity to deliver Quality Services Strategic Objective 6. 2: To ensure transformed socio-economic participation Output Performanc Baseline Annual Quarterly targets Q 1 Q 2 Q 3 e indicator Informatio target n 2012/13 Employment Percentage 38% of 50% of 40 % of 43% of 48% equity of women women of regarding employed employ wome people with ed n disabilities emplo and women yed Percentage 0. 16% of 2% people 1, 5% 2% of persons people with people peopl with disabilities with e with disabilities employed disabiliti disabi (PWD) employed es lities employed employ emplo ed yed Q 4 50% of women employe d 2% people with disabiliti es employe d 23

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To ensure availability of optimum information technology infrastructure Output Performance Baseline 10/11 Milestones Q 1 Q 2 Q 3 Indicator Info Target Improve network systems response time Q 4 Number of 2 edge network 70 edge Terms of Service 70 edge network switches network reference to Provider/S obsolete switches replaced switches appoint a upplier edge replaced service appointed network provider by switches Approved replaced Number of 1 core network 2 core network Terms of Service 2 core network switch procured switches reference Provider/ network switches and installed procured and to appoint Supplier switches procured and installed a service appointed procured installed provider by and Approved installed 24

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To ensure availability of optimum information technology infrastructure Output Performance Baseline 10/11 Milestones Q 1 Q 2 Q 3 Indicator Info Target Improve network systems response time Number of 0 WAN 2 WAN Terms of Service 2 WAN application reference Provider/ application optimization to appoint a Supplier optimization tools acquired service appointed tools acquired nd and installed. provider a by and installed. Approved Amount of 8 Mbps 2 Mbps Request 2 Mbps bandwidth capacity to pgrade u bandwidth capacity upgraded(add bandwidth capacity upgraded ed to current submitted upgraded (added to level up to 10 to SITA (added to current level) Mbps) current level) 25 Q 4

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To ensure availability of optimum information technology infrastructure Output Performance Baseline 10/11 Milestones Indicator Info Target Q 1 Q 2 Q 3 Improve network systems response time Information systems management /governance tool implemented 0 Information systems management /governance tool implemented Information Benchmark systems report manageme finalized nt/governa nce tool implemente d Archiving 0 archiving 1 archiving Archiving solution implemented implemente design d finalized Q 4 - Informat ion systems manage ment/go vernanc e tool impleme nted Required 1 software archivin and g hardware solution procured impleme nted 26

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To improve the physical working environment Output Performance Baseline 10/11 Indicator Info Target Q 1 Improved and Number of Nil 500 officials Secure Office officials to be Accommodatio relocated to n to Create a Ndinaye Positive building working Environment Number of Nil 271 officials 74 officials to be relocated to relocated Waterbron to building Waterbron building Number of safety and security awareness campaigns conducted 70 Safety & Security awareness campaigns conducted 15 Safety & Security awareness campaigns conducted Milestones Q 2 Q 3 250 officials to be be relocated to Ndinaye building 54 officials 75 officials to be relocated to to Waterbron building 20 Safety & Security awareness campaigns conducted Q 4 - 68 officials to be relocate d to Waterbr on building 15 Safety & Security awarene ss campaig ns conduct ed 27

10. OVERVIEW: BRANCH PERFORMANCE PLAN FOR 2012/13 Strategic Priority 6: Build capacity to deliver quality services Strategic Objective: To improve the physical working environment Output Performanc Baseline 10/11 Q 1 e Info Target Indicator Improved Number of 15 Vetting 20 Vetting 5 Vetting and Secure Completed awareness awarene Office vetting workshops ss Accommodat awareness completed to be worksho ion to Create Workshops conducted ps to be a Positive conducte working d Environment Number video conference systems upgraded 0 video conference systems upgraded 2 video conference systems upgraded (S 1041 and G 18) Milestones Q 2 Q 3 5 Vetting awarene ss worksho ps to be conducte d 1 video conferen ce system upgraded (S 1041) 1 video conferen ce system upgraded (G 18) Q 4 5 Vetting aware ness worksh ops to be conduc ted - 28

11. CHALLENGES AND SOLUTIONS Indicator q % annual average vacancy rate Business Challenges Mitigation v Adhoc creation of ü As indicated in posts Reinstatement slide number 12 of abolished posts and high staff turnover q Implementation of v Lack of ü DPSA to come in Resolution 3 on OSD understanding of the as a partner to job categories OSD address Senior Managers and staff on OSD. 29

THANK YOU 30

ANNEXURES 32

FILLED AND VACANT POSTS REPORT PERIOD: 1 OCTOBER 2011 – 31 MARCH 2012

BRANCH MONTH ESTAB. FILLED REINSTATED NO. OF VAC APPTS EXITS % VAC CS MARCH 749 617 0 132 1 0 17. 62 FEBRUARY 749 619 0 130 1 0 17. 36 JANUARY 749 602 2 147 1 0 19. 63 DECEMBER 747 609 0 138 0 4 18. 47 NOVEMBER 749 643 0 106 0 1 14. 15 OCTOBER 747 646 1 101 1 3 13. 52 FINANCE MARCH 494 331 0 163 2 8 33 FEBRUARY 494 324 0 170 2 1 34. 41 JANUARY 494 320 0 174 1 2 35. 22 DECEMBER 492 321 0 171 2 1 34. 76 NOVEMBER 494 321 0 173 4 4 35. 02 OCTOBER 486 318 0 168 3 0 34. 57 IWC MARCH 39 29 0 10 0 0 25. 64 FEBRUARY 39 30 0 9 0 1 24. 32 JANUARY 37 31 0 8 0 1 21. 62 DECEMBER 37 31 0 8 0 0 21. 62 NOVEMBER 37 31 0 8 0 0 21. 62 OCTOBER 37 31 0 8 2 0 21. 62

BRANCH MONTH ESTAB. FILLED REINSTATED NO. OF VAC APPTS EXITS % VAC MIN/DG/COO/IA MARCH 190 126 0 64 0 0 33. 68 FEBRUARY 188 123 0 65 0 0 34. 57 JANUARY 183 122 1 61 0 0 33. 33 DECEMBER 184 122 0 62 1 2 33. 7 NOVEMBER 183 121 0 62 0 0 33. 88 OCTOBER 182 121 1 61 0 0 33. 52 NWRI MARCH 2496 1913 5 583 2 12 23. 36 FEBRUARY 2488 1925 0 563 0 30 22. 63 JANUARY 2471 1950 0 521 0 6 21. 08 DECEMBER 2473 1964 0 509 0 11 20. 58 NOVEMBER 2475 1975 42 500 1 8 20. 2 OCTOBER 2429 1979 0 450 7 16 18. 53

BRANCH MONTH ESTAB. FILLED REINSTATED NO. OF VAC APPTS EXITS % VAC P&R MARCH 781 485 0 296 3 2 37. 9 FEBRUARY 776 492 0 284 0 2 36. 6 JANUARY 774 491 0 283 1 2 36. 56 DECEMBER 770 493 0 277 0 3 35. 97 NOVEMBER 773 496 6 277 1 4 35. 83 OCTOBER 767 499 4 268 3 2 34. 94 REGIONS MARCH 3188 2461 85 727 26 30 22. 8 FEBRUARY 3098 2462 4 636 10 10 20. 53 JANUARY 3112 2463 32 649 13 27 20. 85 DECEMBER 3072 2461 0 611 11 24 19. 89 NOVEMBER 3081 2463 4 618 10 15 20. 06 OCTOBER 3024 2469 6 555 24 30 18. 35

STATUS OF ADVERTISED POSTS AS AT 31 MARCH 2012 1

STATUS ON ADVERTISED POSTS Branch Vacancies as at March 2012 Advertised Posts Filled Posts after advert Corporate Services 132 36 1 Min/DG/COO/IA 64 4 3 International Relations 10 5 0 Finance 163 74 2 NWRI (CO, EO, NO) 583 123 0 P & R 296 142 0 102 27 19 Region: Western Cape

Status Continued ……. Branch Vacancies as at March Advertised Posts Remaining Posts to be filled after advert Region: Free State 26 26 7 Region : KZN 72 12 0 Region : Eastern Cape 91 38 7 Region : Gauteng 64 24 13 Region : Northern Cape 44 13 2 Region : North West 53 18 9 Region : Nelspruit 63 7 6 Region : Limpopo 179 14 10 Region: Head Office 33 9 0 1975 610 83 Total

Status on advertised SMS posts Total number of Vacant SMS Posts 61 Total number of SMS posts advertised: 46 Total number of SMS Post still to be advertised 15 Total number of posts filled: 3 Total number of Short- listing still to be done/re-done 6 Total number of short- listing still to be approved 7 Total number of posts at interviews to be arranged 12 Total number of posts recently approved for filling 4

POSTS FINALIZED FOR FILLING Advertised Posts Starting date Chief Director: Legal Services 01 January 2012 Chief Director: Water Ecosystems 01 March 2012 Programme Manager Water Services Regional Bulk Infrastructure 01 March 2012 Director Water Services Policy and Strategy 01 May 2012 Director Planning , Recruitment and Selection 01 April 2012 Director Operational Support 01 April 2012 Director Official Development Assistance 01 May 2012

PERFORMANCE MANAGEMENT REPORT MODERATION RESULTS LEVEL 1 -14 PERFORMANCE PERIOD: 2010/2011 Directorate: Human Resource Development

DWA Distribution Curve 2010/2011: LEVEL 1 -14 DWA DISTRIBUTION CURVE FOR LEVEL 1 -14 FOR 2010/2011 65% 60% 28% 15% 3% 0% 0 - 69% 0% 3% DWA DIST CURVE NORMAL DIST CURVE 7% 1% 70 - 99% 1% 7% 100 - 114% 60% 65% 115 - 129% 28% 15% 10% 7% 130 - 149% 10% 7% 3% 1% 150 - 167% 1% 3% CATEGORY OF PERFORMANCE DWA DIST CURVE NORMAL DIST CURVE TOTAL NO. 0 -69% 70 -99% 100 -114% 115 -129% 130 -149% 150 -167% 4856 0 61 2884 1379 468 64

Summary of Performance Rewards LEVEL MERITS AWARDED PAY PROG POOR PERFORMERS L 1 - 12 39% 59% 1% L 13 24% 68% 0% L 14 4% 83% 0%

Budget Implications 2010/2011 MAIN ACCOUNT TOTAL 1. 5% BUDGET AMOUNT 1. 5% BUDGET R 17, 609, 000 TOTAL MERITS PAID SURPLUS SMS R 1, 842, 849 R 851, 012 R 991, 837 NON-SMS R 15, 766, 151 R 13, 331, 655 R 2, 434, 496 WATER TRADING ENTITY R 16, 311, 744 SMS R 128, 362 R 105, 127 R 23, 234 NON-SMS R 16, 183, 382 R 12, 767, 530 R 3, 415, 853 R 33, 920, 744 R 27, 055, 324 R 6, 865, 420 TOTAL:

IMPLEMENTATION OF THE OCCUPATION SPECIFIC DISPENSATION (OSD) FOR ENGINEERS AND RELATED PROFESSIONS

IMPLEMENTATION OF OSD IN WATER AFFAIRS The aim of the Occupation Specific Dispensation is to improve ability to attract and retain skilled employees. It entails the development and implementation of tailor made remuneration dispensations for occupational categories. The following occupations of Engineering and related professionals were translated to the OSD :

IMPLEMENTATION OF OSD IN WATER AFFAIRS • Surveyors • GIS Professionals • Scientists • Artisans • Technicians (Engineering, Scientific, GIS and Survey) • Engineering Technologists • Engineers • Construction Project Managers • Environmental Officers

TRANSLATION OF EMPLOYEES TO THE OSD Translation for all categories except Artisans were done in three phases namely : 1 st Phase Minimum translation from the current post as at 30 June 2009, to the appropriate post and salary grade, as contained in applicable DPSA annexure(s) 2 nd Phase Minimum translation from the current post as at 30 June 2010, to the appropriate post and salary grade as contained in applicable annexure(s) 3 rd Phase Re-calculation of relevant experience obtained by an employee who occupies a post on production level after obtaining the relevant qualification and complying with the relevant registration requirement as at 30 June 2011. The experience will be calculated and implemented with effect from 1 July 2011.

TRANSLATION OF EMPLOYEES TO THE OSD ARTISANS 1 st Phase Minimum translation from the current post as at 30 June 2009, to the appropriate post and salary grade, as contained in the relevant annexure. 2 nd Phase Re-calculation of relevant experience obtained by an employee who occupies a post on production level after obtaining the relevant qualification and complying with the relevant registration requirement, as at 30 June 2011. The experience will be recalculated and implemented with effect from 1 July 2011.

TRANSLATION OF EMPLOYEES TO THE OSD Phase I and Phase II of the OSD implementation in the Department has been completed. Number of employees translated in Phase I : OCCUPATIONAL GROUP DESCRIPTION ARTISAN AND SUPPORT PERSONNEL FEMALE Grand Total 1 135 136 67 243 310 NATURAL SCIENCES RELATED 147 164 311 Grand Total 215 542 757 ENGINEERING RELATED AND SUPPORT PERSONNEL

TRANSLATION OF EMPLOYEES TO THE OSD Number of employees translated to Phase II : OCCUPATIONAL GROUP DESCRIPTION FEMALE ARTISAN AND SUPPORT PERSONNEL MALE Grand Total 1 115 116 69 272 341 NATURAL SCIENCES RELATED 169 181 350 Grand Total 239 568 807 ENGINEERING RELATED AND SUPPORT PERSONNEL Phase III of the OSD is currently being finalised.

The DWA Learning Academy

DWA initiative • Department of Water Affairs, as sector leader, took the lead to ensure sufficient scarce skills and competencies in the short, medium and long term through the introduction of the Learning Academy in 2007 • The Learning Academy is a skills development initiative aligned with the Accelerated and Shared Growth Initiative of South Africa (ASGI-SA) and its associated skills development drive, the Joint Initiative for Priority Skills Acquisition (JIPSA), National Human Resources Development Strategy for South Africa (NHRD-SA)

Objectives of the Learning Academy • • Address skills gaps in overall water supply value chain Plan and build capacity for immediate, medium, and long term needs of DWA (and the broader water sector) To offer workplace exposure and develop unemployed youth with < 3 yr work experience To contribute to life-long learning initiatives To support the department’s Employment Equity policy To support National Government’s job creation initiative To foster a culture of knowledge transfer To support the priorities identified by the ASGI-SA and the JIPSA and the new National Human Resources Development Strategy for South Africa

Focus and approach • Primary focus – address internal needs of DWA in context of being a skills pool for entry level vacant post within the department • Secondary focus – national water sector needs (inclusive of provincial and local government and the private sector) • Dual approach: – Academic component: • External bursaries • In service/experiential training (Learner Interns) – Professional development component: Graduate Trainees

Bursary Scheme Memorandum of understanding with universities External bursars for full time studies only Support all levels of studies (pre- to post-graduate) Comprehensive bursary (class and registration fees, accommodation, meals, book allowance, stipend) • Contract with financial obligation (join the LA on completion of qualification) • •

Current status - Bursaries • Signed MOU with 18 Institutes of Higher Learning (IHL) (UP, TUT, UL, UV, VUT, CUT, UFS, UCT, UWC, CPUT, NMMU, DUT, UZ, UKZN, UJ, WITS, WSU) • 494 bursaries allocated since 2007 • Maintaining 172 bursaries in 2012 of which 89 is new bursary allocations • Disciplines supported: civil, mechanical, electrical engineering; survey; geology; water care; geo-hydrology; GIS; environmental related qualifications; microbiology; biochemistry; water resource management; hydrology

Statistical data - Bursaries 2007 2008 2009 2010 2011 2012 MALE 65 35 53 43 43 52 291 59% FEMALE 41 48 25 17 35 37 203 41% BLACK TOTAL % 87 59 54 34 51 60 345 70% COLOURED 3 5 3 16 8 8 43 9% INDIAN 2 2 3 0 1 4 12 2% WHITE 14 17 18 10 18 17 94 19% ENGINEERING 42 31 34 33 42 49 231 47% SCIENCE 48 36 25 22 32 35 198 40% FORESTRY 16 15 19 0 0 0 50 10% 0 1 0 5 4 5 15 3% SURVEY TOTAL 106 83 78 60 78 89 494

Experiential Training – Learner Interns • Practical exposure for our bursars as prescribed by Institute of Higher Learning in order to complete qualification • Minimal classroom environment; pre-dominantly field work • For Engineering: accredited structured rotational exposure and training programme supported by Engineering Council of SA (ECSA) • For Scientists: internal structural training programmes • Continuous assessment; DWA moderation committee (MODCOM)

Current status – Learner Interns • 126 Learner Interns (LI) supported and have completed training programme and qualifications since 2007 • 24 new Learner Interns for 2012 • Three sites: Roodeplaat Training Centre; Boschkop Training Centre; and Levubu construction site • Civil, mechanical, electrical engineering; surveying; environmental management supported

Statistical data – Learner Interns 2009 2010 2011 2012 23 16 16 16 18 99 66% 6 FEMALE 2008 10 MALE 11 12 10 6 6 51 34% BLACK TOTAL 2007 15 29 25 25 17 21 132 88% COLOURED 0 0 3 0 3 2% INDIAN 0 2 0 1 4 3% WHITE 1 3 3 0 2 2 11 7% ENGINEERING 11 24 20 23 17 20 115 77% SCIENCE 1 4 0 0 5 3% FORESTRY 3 6 7 0 0 0 16 11% SURVEY 1 0 1 3 5 4 14 9% TOTAL 16 34 28 26 22 24 150

Professional Development – Graduate Trainee • DWA bursars are the feeding source into the Learning Academy • Fully qualified (diploma or degree; under- and post-graduate) • Appointed on 3 (scientific) to 5 (engineering) years contract (salary and in lieu of benefits) • Placed with dedicated mentor within line function • Engineering: Engineering Council of South Africa (ECSA) accredited structured workplace exposure in order to get professional registration • Scientific: exposure programmes for sciences based on information supplied by South African Council for Natural Science Professions (SACNSP) • Survey: programme developed in consultation with PLATO

Professional Development – Graduate Trainee • All Graduate Trainees has on the job training; involved with real time projects (hands on approach) • Formal workplan and PDP for all graduate trainees • Logbooks with continuous assessment; DWA MODCOM – for monitoring and evaluation of progress • Encourage further skilling and knowledge acquirement (technical skills; soft skills; social skills) through various training interventions • Further qualifications (post grad) through internal bursaries • Professional registration with SACNSP, ECSA, and PLATO • Encourage membership and active involvement with professional bodies

Current status – Graduate Trainees • 378 GTs appointed since 2007 • Currently 226 GTs in the programme (March 2012) • Placement in all regional offices as well as national office with a DWA mentor • Actively involved with service delivery activities and projects (River Health Programme, Letsema, and others) • Success with professional registration in line with OSD requirements: – 28 Certified Natural Scientists – 3 Professional Scientists – 14 Candidate Scientists – 1 Surveying Technician – 35 Candidate Engineering Technicians – 15 Candidate Engineers

Statistical data – Graduate Trainees 2008 2009 2010 2011 2012 MALE 49 28 40 38 35 30 220 59% FEMALE 24 32 31 30 16 25 158 41% BLACK TOTAL 2007 66 53 65 55 39 44 322 86% COLOURED 4 1 2 5 10 1 23 6% INDIAN 3 2 0 0 10 2% WHITE 0 3 2 6 2 10 23 6% ENGINEERING 42 11 31 35 25 26 170 45% SCIENCE 16 39 39 30 24 26 174 46% FORESTRY 15 9 2 3 0 0 29 8% 0 0 2 3 5 1% SURVEY TOTAL 73 59 72 68 51 55 378

Graduate Trainee placement within DWA REGION ENGINEER SCIENCE MALE FEMALE BLACK COLOURED INDIAN WHITE EC (17) 10 7 8 9 6 1 0 0 FS (11) 8 3 9 2 11 0 0 0 GAUTENG (4) 1 3 2 2 4 0 0 0 KZN (34) 24 10 22 12 28 0 4 2 LIMPOPO (21) 5 16 11 10 21 0 0 0 MP (9) 1 8 4 5 9 0 0 0 NW (2) 2 0 1 1 0 0 NC (6) 3 3 5 1 3 3 0 0 PRETORIA (94) 48 43 53 38 75 0 3 13 WC (28) 9 19 18 10 14 11 0 3 TOTALS 111 115 133 93 185 16 7 18

Graduate Trainee appointed successfully in DWA • GTs that has shown significant progress and completed training schedules are considered for posts within DWA • The following appointments has been affected by March 2012: Candidate Engineers Candidate Engineering Technicians Candidate Scientists 7 17 9 Permanent Posts 49 Total 82

UPDATE ON IT OUSOURCING TASK ACTIVITY END DATE Mon 12/02/13 1. Preparation STARTDATE Mon 12/04/02 Legal Services review of MSA of the RFB Supply Chain review of Mandatory gates of RFB Done Develop Risk Management Plan Done Treasury Notification Done SITA Notification Done Consolidate and finalize RFB documents Done DBAC approval to go on tender Done Finalize RFB advert document Done 2. Tender Publication Current Stage Thu 12/03/29 Mon 12/06/04 Publish bid (tender bulletin, print media and internet) Next Activity: Finalize vendor briefing presentation Mon, 16 April 3. Tender Evaluation Mon 12/06/04 Mon 12/07/23 4. Due diligence and Tender Award Mon 12/07/23 Fri 12/08/31 5. Contract Finalization Mon 12/08/20 Fri 12/09/21 6. Sign off project Thu 12/09/06 Mon 12/10/01