Annual Performance Plan Jaarlikse ... - National Treasury

The representative Departmental Training Committee (DTC) of the WCED has constantly confirmed its serious commitment
to ensure sustainable, accountable, effective and equitable skills development as envisaged in the Skills Development Act
and related legislation and policy. The WSP for 2006/07 and the Annual Training Report for 2005/06 were duly signed off
and submitted to the Education Training and Development Practices (ETDP) SETA, as prescribed. The DTC has embarked
on a process to develop a WSP for the MTEF period to ensure improved effectiveness and sustainability of skill development
and training over the medium term.
7. Monitoring and evaluation
The WCED will continue to strengthen the processes and tools that are intended to improve the quality of education within
the province. Through the Directorate: Quality Assurance, the WCED co-ordinates and integrates all the existing
accountability systems, and has established those where none exist. In keeping with the increasing government focus on
results and impact, monitoring and evaluation systems have been introduced at all levels of the organisation. This includes
the improved monitoring and evaluation of projects and interventions – to determine their impact and value. Performance
appraisal systems (at the individual level) are being strengthened by the greater use of standards together with work plans.
The congruency between individual plans and strategic goals is also receiving increased attention. Each school is required
to develop a School Improvement Plan (SIP).
Monitoring and evaluation, with a focus on evidence, results and impact will be consolidated and deepened in the next three
years.
During 2006 the external Whole School Evaluation (WSE) had positive effects at all the schools evaluated. In each following
year the WSE programme will be expanded so as to reach all the schools within the shortest possible time.
Organisational monitoring and evaluation, including the verification of data, will seek to gauge the impact of the interventions.
A.3 Achievements to date
1. Advocacy for the HCDS
Since the approval of the HCDS in November 2005, and subsequent launch in March 2006, copies of the document were
printed and distributed to various education and other stakeholders, especially schools and potential development partners in
the private sector. Additional advocacy material for schools has been distributed, a pamphlet advocating for human agency
at school level. These were distributed to all schools for every educator and non-teaching staff member in all three
languages.
2. Further Development, Refinement and Alignment of the HCDS
The development of a series of position papers and discussion documents (totalling 27) that will guide further development of
the HCDS in the province are in final stages. Key recommendations within these papers will be the need to review strategic
priorities in line with the PGDS to ensure that the skills development needs are prioritised in the short-to-medium term
through the FET sector, that the understanding of core indicators for quality education are unpacked and then prioritised, and
that the learning platform of ECD is given recognition for the key role it plays in providing a foundation for future learning.
A draft scarce skills strategy document has been developed in line with the PGDS second-generation strategies. Comments
on the PGDS have been submitted to the Department of the Premier, and the project team will continue to base these
discussion documents on the PGDS as the foundation for growth and development in the province.
Work is currently underway on an integrated management plan and operational framework for the HCDS, which will be
based upon the four key strands and priority areas for intervention in terms of PGDS, ASGI-SA, the national strategic plan of
the Department of Education, Education for All goals and the Millennium Development Goals. Within this framework,
recommendations for integrated planning processes, progress reporting and continual refinement of the goals and
operational plans of Head Office and the EMDCs will be proposed.
Annual Performance Plan 2007/08 – 2009/10
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