Chapter 2 - P rogramme 1 - Department of Defence

| Chapter 2 - Programme 1: Administration |
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The current draft departmental policy on
LCAMPS, which forms part of the Policy for
Transformation Management in the DOD,
has been submitted to the Services for their
evaluation and additional inputs.
The Minister of Defence and the Plenary
Defence Staff Council approved the terms of
reference and proposals for an SANDF-Unique
Remuneration Strategy.
The HR Division (CDTM) participated in
the drafting of the Revised White Paper on
South African Participation in International
Peace Missions. The White Paper review was
spearheaded by the Department of Foreign
Affairs. The DOD’s participation has resulted in
the mainstreaming of gender in peace support
operations.
Resulting from the implementation of PSCBC
Resolution 1/2007, changes were introduced
within the following dispensations:
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Occupational-Specific Dispensation for
nurses;
Housing allowances; and
Changes to leave credits for nurses.
Annual Report FY 2007 - 2008
| Department of Defence |
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A new leave dispensation system for the
Military Skills Development System members
was implemented.
A revised DOD Performance Incentive Plan
was implemented.
An overarching policy for Labour and Service
Relations in the DOD was promulgated.
The DODI (DODI PERS/00041/2007, Edition
1) and JDP (JDP PERS/00024/2006, Edition 1)
on the Management of Incapacity (Poor Work
Performance) of Public Service Act Personnel
(PSAP) (Including Senior Management Service
Members) in the DOD, were implemented with
effect from 1 October 2007.
The C SANDF issued amended delegations for
the call-up of Reserves.
A new service system for civilian interns was
put in place.
Table 2.22 HR Support Services that were Scaled Down, Suspended or Abolished During
FY 2007/08
Reduction in Output
(Quality and Quantity)
23 HR Support Satellites
(HRSS) to be closed by
end of March 2008
Reason for Scaling
Down/Suspension/
Abolishment
With the abolishment of
General Support Bases,
the HR maintenance
support functions were
also to be returned to
the respective Services/
Divisions
Achievement of Supporting Plans
HR Support Plan, including the Equal
Opportunities and Affirmative Action Plan:
The Human Resources Division aligned with
the guidelines issued by Cabinet as regards the
composition of its uniform component. However,
aligning the Public Service Act Personnel (PSAP)
members with the guidelines has proved to be more
challenging, as the turnover of this component is
Implications Actual Achievement
Subprogramme: HR Management
Services/Divisions
would accept
command and
management
responsibility for
the HR maintenance
functions at unit/
formation and
headquarters levels
Although pre-audits
were concluded for
18 of the 23 HRSSes
and they were thus
ready for closure
by 31 March 2008,
the required IG
DOD final closing
audits have yet to be
conducted
Reason for
Deviation
Lack of capacity
within the IG DOD
to conduct the final
closing audits.
Complexity and
resource challenges
prevented the
completion of preaudits
at the remaining
five HRSSes.
stagnant. The Human Resources Division will,
however, continue to strive to align the numbers in
support of the guidelines promulgated. Although
the representivity totals as indicated in the following
table are not as might be desired, the HR Division
will continue with its efforts to improve its overall
demographic representivity.