Maphumulo IDP - KZN Development Planning

Maphumulo Municipality develops a WSP indicating the skills gaps, training and capacitybuilding programmes. This is to ensure that staff members are get involved in both skills andlearnership programmes to build their capacity and enable them to respond to the needs ofthe community with confidence. Over and above this, the municipality has over the yearsencouraged staff members to advance their knowledge through financial assistance forenrolment in relevant academic courses within the available means.2.6.9 IMPLEMENTATION OF EMPLOYMENT EQUITY PLANThe Employment Equity Act prescribes that every designated employer must formulate anEmployment Equity Plan. This calls for the Municipality to develop a Council Policy defining itsemployment equity practices. The purpose of the Employment Equity Plan is to achieveequity in the workplace by promoting equal opportunity and fair treatment in employmentthrough elimination of unfair discrimination. Also to implement affirmative action measures toredress the disadvantages in employment experienced by the designated groups in order toensure their equitable representation in all occupational categories and levels in theworkplace.Maphumulo Municipality formulated its Employment Equity Plan which is a five year plan thatguides the Municipality in its employment practices. The current plan indicates that of theoverall staff component 70% are males, 30% are females, and of the total work force peoplewith disabilities account for 4%. Although this is not an ideal situation for the Municipality,progress is being made through employment practices that do not compromisecompetency to engage previously disadvantaged groups.2.6.10 PERFORMANCE MANAGEMENT SYSTEM (PMS)Section 41(1) of the Municipal Systems Act no 32 of 2000 requires municipalities to:Set appropriate key performance indicators;Set measurable performance targets;Develop priorities and objectives;Monitor performance;Measure and review performance.With the aim of achieving the above requirements of the MSA, Maphumulo municipalityemployed the Performance Management Officer who resumed duties from the 3rd October2011. The PMS has to review and monitor compliance to the municipal set targets as set ineach departmental Service Delivery Budget Implementation Plan (SDBIP).Monitoring is donequarterly, on which four (4) performance reports are prepared annually. Those quarterlyreports are then consolidated into an Annual report.Since resuming duties, the PMS Officer has prepared two (2) performance reports (1 in thefirst quarter and 1 in the 2nd quarter). The 2nd quarter report was submitted to CooperativeGovernance and Traditional Affairs (COGTA) on the 25th January 2012. After the finalizationof the 2011/2012 budget adjustments, each departmental SDBIP will be adjusted if and whenrequired so as to align it with the adjusted budget.As part of skills transfer and development, the PMS Officer is working with Planning Sharedservices team from iLembe District to prepare the five (5) year plans for the Maphumulomunicipality. These plans will form part of the 5 year IDP.A strategic workshop on the Performance Management System (PMS) was held on the 27 thand 28 th February 2012 during which Councillors and Portfolio Committee Members wereintroduced and capacitated on PMS. Amongst some of the aspects dealt with during the__________________________________________________________________________________________Maphumulo Integrated Development Plan (IDP) 2012 - 2013Final June 2012Page 54 of 142