Mr LJ Mahlangu - Municipal Demarcation Board

Chapter 6 reflects the employment equity status
of the organisation as at 31 March 2012.
• Employee Wellness Programme: The MDB
has endeavoured to promote HIV and AIDS
awareness in the workplace. As part of its responsibility
a service provider was appointed
to address staff on HIV and AIDS.
Also as part of the wellness programme, staff
was addressed on financial fitness and stress
management at the MDB’s offices. Counselling
and professional assistance was made
available to some staff members by the service
provider.
• Employee Relations: An employee satisfaction
survey was undertaken on a half yearly
basis to assist in directing programmes to address
staff issues, aspirations and development
needs, with regards to establishing and maintaining
sound employer-employee relations.
• Transport Management: Efficient transport
and travel services were rendered in compliance
with the organisation’s requirements. No
accidents were recorded with regards to the
MDB vehicles.
• Performance Management: The performance
agreement and performance contracts
were signed and submitted by all clusters.
The final performance reviews were completed
and submitted by all staff at the end of
March 2012.
11 MUNICIPAL DEMARCATION BOARD - Annual Report 2012
• The existing Performance Management System
functionality was customised to facilitate
the organisational processes, policies and procedures
of the Municipal Demarcation Board.
• Skills Development and Training: For the
period under review, employees were afforded
the opportunity to attend short courses relevant
to their work. Approximately four employees
were granted study aids for the following
courses and fields of study: GIS and Public
Relations.
• The process of registering for Skills Development
is underway with LG Seta. The MDB is
in the process of formulating the Workplace
Skills Plan/Annual Training Report.
• Policy Development: During the period under
review new policies were developed, and
some existing policies were reviewed, approved
and implemented.
• Board and Committee support: The Board
and its’ committees met regularly during the
year. All logistical arrangements were made
for the Board and its’ committees.
• Office Alterations: Due to the implementation
of the outcomes from the OD initiative, it
became imperative that additional space be
created to accommodate the additional staff
that are to be employed at the Municipal Demarcation
Board. There were challenges and
delays with the commencement of the alterations
and the delivery of furniture, but this will
be finalised early in the next financial year.