Department of Defence Annual Report 2008-2009

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| Department of Defence | Main Services Primary Clients Secondary Clients Standard of Service Actual Achievement Against Standards | Organisational Structure and Human Resources | Implementation of performance management in the DOD by means of the Balanced Scorecard methodology to facilitate the implementation of the DOD’s Strategy and objectives by providing a service that supplies performance measurements, in order for leadership to make informed decisions and to provide visibility on performance DOD’s Human Resource Strategy Capacity Building of the Reserves Corporate Human Resource Support Plan DOD leadership DOD (Services and Divisions) DOD (Services and Divisions) DOD (Services and Divisions) Defence Act Personnel and Public Service Act Personnel Defence Act Personnel and Public Service Act Personnel Defence Act Personnel Defence Act Personnel and Public Service Act Personnel The development of Balanced Scorecards for the Services and Divisions that are aligned with the approved top-level Balanced Scorecards in respect of the Department, the Defence Secretariat and the SA National Defence Force The conduct of a review of the DOD’s Human Resource Strategy 2010 The revised implementation of the MSDS to build the capacity of the Reserves An integrated Departmental Human Resource Plan Balanced Scorecards and measures have been developed and are being further rened in respect of all the Services. A Balanced Scorecard and measures have also been developed for the Department’s new Overarching Human Resource Strategy. In conjunction with ongoing consultations to facilitate the further implementation of the Balanced Scorecard throughout the Department, 20 personnel have been trained as trainers to facilitate the above process. After the rst report (August 2008), a limited number of Balanced Scorecard dashboards were developed to report on some of the objectives, as part of a pilot project A Balanced Scorecard enabler has been acquired, due for implementation in Financial Year 2009/10 During the reporting period, the review of the DOD’s Human Resource Strategy 2010, as directed by the Minister of Defence, was completed. A new DOD Overarching Human Resource Strategy was developed, based on the ndings of the review and the new strategy was undergoing approval during the reporting period On 12 September 2008, a comprehensive DOD Planning Instruction was promulgated to revise the implementation of the MSDS, in order to better serve the human resource requirements of the Reserves The Department’s rst integrated Defence Corporate Human Resource Plan (for FY 2008/09) was promulgated on 2 July 2008, amalgamating the human resource support plans of all the Services and Divisions. The Corporate Human Resource Plan for FY 2009/10 was also completed and submitted for approval Scarce Skills Retention Strategy DOD (Services and Divisions) Defence Act Personnel and Public Service Act Personnel within scarce skills occupational groups A strategy to manage the acquisition and retention of scarce skills occupational groups During the reporting period, a strategy was developed to primarily address the non-remunerative factors that drive the acquisition and retention of scarce skills occupational groups, in conjunction with ongoing initiatives to address the remuneration of identied categories of scarce skills occupational groups Annual Report FY 2008 - 2009 148
| Department of Defence | Table 10.4 Consultation Arrangements with Clients Type of Arrangement Human Resource Board Departmental Programme and Budget Evaluation Committee Primary Clients Secondary Clients Actual Achievements Services and Divisions Services and Divisions Defence Act Personnel and Public Service Act Personnel Defence Act Personnel and Public Service Act Personnel Monthly meetings with senior Human Resources (HR) representatives of the Services and Divisions Two formal sittings with senior representatives of the Services and Divisions Table 10.5 Service Delivery Access Strategies Access Strategies Chief Human Resources Executive Committee Human Resource Policy Development Committee Human Resource Planning Board Career Management Forum Table 10.6 Service Information Tools Types of Information Tools Policies and directives DOD HR intranet website SA Soldier DOD Information Bulletins Public Service Act Personnel Induction and Reorientation Programmes Empowerment Workshops for Commanders Actual Achievements Scheduled weekly meetings between the Chief Human Resources and Human Resource Division, Chief Directors and General Ofcers Commanding Scheduled bimonthly meetings with HR policy developers of the Services and Divisions Scheduled monthly meetings with HR planners of the Services and Divisions Scheduled monthly meetings with career managers of the Services and Divisions Actual Achievements Promulgated and updated annually Updated weekly with information about the DOD’s HR management notices, developments and activities Ofcial DOD monthly publication that includes articles focusing on the DOD’s HR activities. Published to inform personnel about HR-related developments within the DOD Scheduled programmes conducted twice per year to introduce newly-appointed and serving Public Service Act Personnel to the organisation, and the overall functioning of the Department Ongoing workshops presented to empower Commanders in the management of Labour Relations | Organisational Structure and Human Resources | Table 10.7 Complaints Mechanisms Complaints Mechanisms Single grievance procedure for members and employees of the DOD Human Resource Board Departmental Programme and Budget Evaluation Committee Actual Achievements A credible mechanism to resolve grievances at the lowest possible level in the shortest possible timeframe Monthly meetings with senior HR representatives of the Services and Divisions Two formal sittings with senior representatives of the Services and Divisions 149 Annual Report FY 2008 - 2009
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These achievements were not without
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Department of Defence Annual Report 2008-2009

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