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Strategies Outputs Strategy A.2.4: Alignment of procedures with policies of the department 28 DCS Annual Report 2007/08 Coherent policy and procedure framework for DCS in line with the White Paper Service delivery indicators Quarterly audit report of policies and procedures developed, A and B Orders replaced, policy gaps, monitoring and evaluation, and policy review Completion of training of managers including CoE within the period of 8 months Approved policy and procedure implementation framework and monitoring & evaluation system • • • • • • Actual performance Nine policies were approved in this financial year. Seventeen policies were submitted for approval. Sixteen procedures were approved. Four hundred and thirteen officials were trained nationally on policy development and implementation comprising fifty SMS and three hundred and sixtythree MMS. A draft framework is available. The monitoring and evaluation system has been absorbed by the Monitoring, Evaluation and Reporting Project. Measurable Objective A 3: To improve human resource capacity and management to enable DCS to fulfil its mandate Strategies Outputs Strategy A.3.1 Improve provision, maintenance and management of human resources Sufficient and capacitated members and management Improved HR functioning Service delivery indicators Employment of the remaining 2 627 entry level employees Reduce the vacancy rate to 5% Reduce the average turnaround time for the filling of positions to 90 days Actual performance against target Target Actual 2 627 entry level employees • 2627 entry level posts filled. Audit progress of appointments and placements for 7 Day Establishment in line with the financed establishment Advertise and fill posts on a monthly basis Obtain approval for the HR Provisioning delegations of authority Development and workshop of Recruitment Guidelines with regions • • • • Audit completed. All 8311 posts filled; recruitment process activated for filling of vacant 7 Day Establishment posts lost as a result of natural attrition Out of a total of 2 525 posts advertised, 993 were filled internally and 925 were filled with external candidates Delegations of authority to decentralise recruitment processes to the regions approved. Recruitment guidelines developed and disseminated to the regions
Strategies Outputs Service delivery indicators Develop and implement a scarce and critical skills strategy Conduct baseline culture survey Finalize Integrated Employment Equity Plan Approved Employment Equity targets Implemented Actual performance against target Target Actual Obtain approval for Recruitment and Retention Strategy and implement the first phase of the action plan Procure services of company to do survey Develop Change Management Model on results of survey Integrated Employment Equity Plan developed • • Approved Employment Equity targets available Final draft of Affirmative Action Programme Available • • • • • • • • • Recruitment and Retention Strategy approved. The following interventions implemented: • • • • Counter offers Head hunting Translation of nurses in line with the Primary Health Care stream of the OSD Upgrading of the levels of health professionals (Pharmacists, Intern Psychologists and Medical Practitioners) Tender specifications developed and approved. Survey could not be undertaken because of lack of funds Development of the change management model is dependent on the results of the Survey which was postponed to the next financial year due to financial constraints. Plan developed and progress reported in the SDI below Employment Equity Targets approved SMS level progress over the annual period is 6%. Women moved from 23% to 29%. Level 1-12 progress of previously disadvantaged women is 3% - moved from 24% to 27%. People with disabilities moved from 0.3% to 0.5%. Development of Affirmative Action Programme finalised. DCS Annual Report 2007/08 29
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