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

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