Office of the Premier Annual Report 2009-2010 - Gauteng Online

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Service delivery objectives and indicatorsOutputsOutput performance measures/servicedelivery indicatorsImplementation of the GPG Reconfigured departments inReconfiguration framework alignment with new mandateActual Performance Against TargetTargetActualMost departments havereported progress on thisobjective. 31 March was set asa target date for finalizationAll reconfigured GPGdepts had completed theirorganisational designs and HRplans by the 31 March 2010deadlineReasons for Major VariancesNo variance as targetachieved.Implementation and coordinationof DPSA projectsImproved compliance withDPSA projectsImplementation of PILIRInterviews have been heldwith pre-approved HRMs andrecom-mendations have beensent to the ADG to approveimplementation of PILIR underthe decentralised modelMost projects are ongoingand are implemented andcoordinated on behalf ofthe DPSA without any majorimpediments.Competency Assessment forSMSPartial participation by SMSmembersPoor participation incompetency assessments.Finalisation of SMSperformance contractsFinalised for 2008/2009 and2009/2010, some departmentshave not been finalisedLack of compliance bydepartments.Finalization of the integratedGPG HR PlanApproved Integrated HR planfor the GPG submitted to DPSAThe Integrated GPG HR Planwas to be finalized by the 31March 2010An extension was requestedfrom the DPSA as somedepartments had not finalisedtheir HR plans due toreconfiguration processesAn extension was requested tocomply with this obligation by30 June 2010 as some GPGdepartments were unable tocomply with the 31 March2010 deadline as their HoDshad not signed off the neworganisational structure.Roll out of the SAS projectSAS Business Intelligenceproject rolled out to targetedGPG DepartmentsImplementation of the SASprojectNo progressThe process has been put inabeyance due to ongoingreprioritisation processes in theGDF: GSSC.Improved compliance withresolutionsImproved compliance withresolutionsTo ensure compliance with allresolutions of the Chamber,namely, the CCPGP, thePSCBC and the GPSSBCSeveral resolutions thathave been reached atthese chambers have beenimplemented and there iscontinuous monitoringNo variance as targetachieved.36
OutputsCreate an environ-mentthat supports the attraction,retention and develop-ment ofappropriate skills for the GPGOutput performance measures/servicedelivery indicatorsPercentage of required humanresource management policyframework in place for theGPGExistence of Integrated HumanResource Development Strategyfor the GPGActual Performance Against TargetReasons for Major VariancesTargetActual90% of GPG departments haveHRM policy framework in placeSeveral HRM policies andstrategies have been developedand most of them are stillin a draft form and will beimplemented as soon as theyhave been adopted by theHoD Forum , the relevant subcommitteesand ExCo.The process of reviewingpolicies will be done along sidethe reconfiguration of the GPGdepartments.Strategy in place Strategy drafted Delayed by reconfigurationprocesses.3.3.1.2 Sub-Sub Programme: Internal Human ResourcesPurposeProviding efficient and effective Corporate Services related toInternal human resource management and administration.Measurable objectiveEnhancing corporate services to support delivery on core mandatesby:• Intensifying the learnership and internship programme• Developing standard operating procedures (SOPs)• Finalising the internal HR plan• Fighting against crime through 100% compliance with financialdisclosures and regulations as outlined in the Public ServiceRegulations (PSR)• Aligning HR processes to the reconfiguration project (placingand matching, writing job descriptions, job evaluation, skillsaudit, etc.)• Improving better healthcare for Office of the Premier employeesthrough the implementation and facilitation of the EmployeeHealth and Wellness and Programme (EWP)• Continuous engagement on organisational development (OD)processes which include SAP Human Capital ManagementHCM/SAP system implementation, development of HR policiesand strategies, including culture change and general changemanagement• Developing and implementing strategies that improveemployment equity (EE) internally.Service delivery objectives and indicatorsThe Internal Human Resources unit comprises two sub-subprogrammes, namely, Human Resources Management andEmployee Relations. In the year under review the policy environmentin the Office was strengthened by:• Identifying policies for review and policy gaps• Developing and consulting on a Draft Succession Plan and anInduction Programme.In compliance with the relevant legislation, the following planshave been drafted:• An Employment Equity Plan was drafted and a consultativeforum was established.• A report on employment equity was provided to the Departmentof Labour. The Office of the Premier has achieved the following:--People with Disability = 2% (target met)--Women at SMS level = 48% (target not met)The Office continues to implement its Employee Health andWellness Programme and also training and development tosupport all staff. In this regard 34 bursaries were awarded toqualifying staff members, of whom 68% were women and 59%were young people. Training and development opportunities werefacilitated for 156 staff members, of whom 19% were youth and46% were women.37
Page 4 and 5: 4SECTION ONEGENERALINFORMATION
Page 7 and 8: Foreword by the PremierThe 2009/10
Page 9 and 10: Introduction by the Acting Director
Page 18 and 19: 2.3.4 Overview of the Service Deliv
Page 20 and 21: Margaret-AnnDiedricksActingDirector
Page 22 and 23: 2.3.6 Overview of Policy Developmen
Page 24: e facilitated by the Office of the
Page 27 and 28: Programme Performance3.1 Summary of
Page 29 and 30: Service delivery achievementsOutput
Page 31 and 32: 3.2.3 Sub-Programme : Security Risk
Page 33: OutputsOutput performance measures/
Page 38 and 39: Service delivery achievements:Outpu
Page 40 and 41: In collaboration with the Departmen
Page 42 and 43: • Enhanced legislative drafting c
Page 44 and 45: It is anticipated that through the
Page 46 and 47: OutputsEnsure that legislation isef
Page 48 and 49: Its strategic goal is to promote ef
Page 50 and 51: With the introduction of the new go
Page 52 and 53: OutputsGPG Multi Media StreamingSer
Page 54: Service delivery achievementsOutput
Page 57 and 58: OutputsMarketing campaignsGauteng B
Page 59 and 60: In the period under review the func
Page 61 and 62: • Policy DevelopmentPolicy review
Page 63 and 64: Service Delivery Objectives and Ind
Page 65 and 66: 3.4.3 Sub-Programme: Executive Coun
Page 69 and 70: 3.4.4 Sub-Programme: Targeted Group
Page 71 and 72: OutputsOutput performance measures/
Page 73 and 74: • Inter-governmental ForumsStrate
Page 77 and 78: OutputsImplementing a quality servi
Page 79 and 80: OUTLOOK FOR THE 2010/11The 2010/201
Page 81 and 82: GAUTENG OFFICE OF THE PREMIER - VOT
Page 83 and 84: For the year under review, the OoP
Page 85 and 86: - Actions taken or planned to avoid
Page 87 and 88:
7. Public private partnerships (PPP
Page 89 and 90:
to audit findings that pointed to g
Page 91:
OpinionIn my opinion, the financial
Page 94 and 95:
APPROPRIATION STATEMENTfor the year
Page 96 and 97:
DETAIL PER PROGRAMME 1 - ADMINISTRA
Page 98 and 99:
Programme per subprogramme 2009/201
Page 100 and 101:
Economic Classification 2009/2010 2
Page 102 and 103:
Departmental agencies and accountsU
Page 104 and 105:
STATEMENT OF FINANCIAL POSITIONfor
Page 106 and 107:
CASH FLOW STATEMENTfor the year end
Page 108 and 109:
Any amount owing to the Provincial
Page 110:
All assets acquired prior to 1 Apri
Page 113 and 114:
Entertainment 174 388Audit cost- ex
Page 115 and 116:
Other material losses written off -
Page 117 and 118:
9.1 Reconciliation of unauthorised
Page 119 and 120:
2009/10 2008/0913 Departmental reve
Page 121 and 122:
DISCLOSURE NOTES TO THE ANNUAL FINA
Page 123 and 124:
Building and other fixedMachinery a
Page 125 and 126:
Computer equipment 2,638 - - (1,008
Page 127 and 128:
27 STATEMENT OF CONDITIONAL GRANT R
Page 129 and 130:
ANNEXURE 1DSTATEMENT OF GIFTS, DONA
Page 131 and 132:
Gauteng GG Transport - - - 3 - 3Gau
Page 133 and 134:
133
Page 135 and 136:
HR OVERSIGHT REPORTApril 2009 to Ma
Page 137 and 138:
TABLE 2.2 - Personnel costs by Sala
Page 139 and 140:
TABLE 3.3 - Employment and Vacancie
Page 141 and 142:
TABLE 5.1 - Annual Turnover Rates b
Page 143 and 144:
TABLE 5.4 - Promotions by Critical
Page 145 and 146:
Occupational Bands Male, African Ma
Page 147 and 148:
TABLE 6.7 - Skills DevelopmentOccup
Page 149 and 150:
TABLE 7.4 - Performance Related Rew
Page 151 and 152:
TABLE 10.2 - Details of Health Prom
Page 153 and 154:
TABLE 11.7 - Precautionary Suspensi
Page 155 and 156:
TABLE 14.1 Report on consultant app
Page 157 and 158:
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Office of the Premier Annual Report 2009-2010 - Gauteng Online

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