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DepartmentofLabour

STRATEGICPLAN 2015-2020

The2015-2020DepartmentofLabourStrategicPlaniscompiledwiththelatestavailableinformationfromdepartmentalsources.

Formoreinformation,pleasecontact:

OfficeoftheChiefOperationsOfficer DepartmentofLabour,PrivateBagX117 Pretoria,0001,SouthAfrica Tel:0123094969 Fax:0123094628The2016/17AnnualPerformancePlanisalsodevelopedbasedontherevisedStrategicPlan2015-2020

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SerialNo

TableofContents PageNo

Acronyms OfficialSign-off ForewordbytheMinister ForewordbytheDeputyMinister OverviewbytheAccountingOfficer PartA:Strategicoverview 1 Vision 2 Mission 3 Values 4 Legislativeandothermandates 4.1 ConstitutionalandLegislativemandates 4.2 Policymandates 4.3 TheCorefunctionsandservicerenderedbyDoL 4.4 Relevantcourtrulings 4.5 Plannedpolicyinitiatives 5 Situationalanalysis 5.1 Performanceenvironment 5.2 Organisationalenvironment 5.3 Descriptionofthestrategicplanningprocess 6 Strategicoutcomeorientedgoalsoftheinstitution 6.1 StrategicOutcomeorientedgoalsoftheDoL PartB:StrategicObjectives 7 DepartmentalStrategicobjectives 7.1 Programme1:Administration ProgrammePurpose Descriptionoftheprogramme 7.1.1 StrategicRisks 7.1.2 Strategicobjectives 7.1.3 ResourceConsiderations 7.2 Programme2:InspectionandEnforcementServices ProgrammePurpose Descriptionoftheprogramme 7.2.1 StrategicRisks 7.2.2 Strategicobjectives 7.2.3 ResourceConsiderations 7.3 Programme3:PublicEmploymentServices ProgrammePurpose Descriptionoftheprogramme 7.3.1 StrategicRisks 7.3.2 Strategicobjectives

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7.3.3 ResourceConsiderations 7.4 Programme4:LabourPolicyandIndustrialRelations ProgrammePurpose Descriptionoftheprogramme 7.4.1 StrategicRisks 7.4.2 Strategicobjectives 7.4.3 ResourceConsiderations PartCLinkstoOtherPlans 8 ConditionalGrants 9 PublicEntities 10 Public-PrivatePartnership PartD:TechnicalIndicators Administration InspectionandEnforcementServices PublicEmploymentServices LabourPolicyandInternationalRelations

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Acronyms

Acronym Description

Acronym DescriptionAFS AnnualFinancialStatements

ILO InternationalLabourOrganisation

AIA AccreditedInspectionAuthorities

IT InformationTechnologyAPP AnnualPerformancePlan

JSE JohannesburgStockExchange

APSO AssociationforProfessionalServiceOrganization

KRA KeyResultAreaARLAC AfricanRegionalLabourAdministrationCentre

KZN KwaZulu-Natal

AULSAC AfricanUnionLabourandSocialAffairsCommissions

LP Limpopo

BCEA BasicConditionsofEmploymentAct

LP&IR LabourPolicyandIndustrialRelationsCAPES ConfederationofAssociationsofPersonnel

EmploymentAgencies

LRA LabourRelationsAct

CCMA CommissionforConciliation,MediationandArbitration

M&E MonitoringandEvaluation

CD:PO ChiefDirector:ProvincialOperations

MOA MemorandumofAgreementCF CompensationFund

MOU MemorandumofUnderstanding

CFO ChiefFinancialOfficer

MP MpumalangaCIO ChiefInformationOfficer

MTEF MediumTermExpenditureFramework

COIDA CompensationforOccupationalInjuriesandDiseases

MTSF MediumTermStrategicFramework

COO ChiefOperationsOfficer

NACTU NationalCouncilofTradeUnionsCOSATU CongressofSouthAfricanTradeUnions

NC NorthernCape

CRP ContractReviewPanel

NDP NationalDevelopmentPlanCS CorporateServices

Nedlac NationalEconomicDevelopmentandLabourCouncil

DDG DeputyDirectorGeneral

NT NationalTreasuryDEXCOM DepartmentalExecutiveCommittee

NW NorthWest

DG DirectorGeneral

OHS OccupationalHealthandSafetyDHA DepartmentofHomeAffairs

OHSA OccupationalHealthandSafetyAct

DIRCO DepartmentofInternationalRelationsandCorporation

PDP PersonalDevelopmentPlan

DITSELA DevelopmentInstituteforTraining,SupportandEducationforLabour

PEA PrivateEmploymentAgencies

DoL DepartmentofLabour

PES PublicEmploymentServicesDPSA DepartmentofPublicServicesandAdministration

PFMA PublicFinanceManagementAct

DWCP DecentWorkCountryProgramme

PPP PublicPrivatePartnershipEAP EconomicActivePopulation

PSA ProductivitySouthAfrica

EC EasternCape

PwD PeoplewithdisabilitiesECC EmploymentConditionsCommission

RAMP RenovationandMaintenanceProject

EEA EmploymentEquityAct

RME ResearchMonitoringandEvaluationEEC EmploymentEquityCommission

SADC SouthernAfricanDevelopmentCommunity

ES EmploymentServices

SADC-ELS SouthernAfricanDevelopmentCommunity-EmploymentandLabourSector

ESA/B EmploymentServicesActorBill

SD Sectoraldeterminations

ESSA EmploymentServicesforSouthAfrica

SDIP ServiceDeliveryImprovementPlan

FEDUSA FederationofUnionsofSouthAfrica

SEE SupportedEmploymentEnterprisesFS FreeState

SMME SmallMediumMacroEnterprises

GCISGovernmentCommunicationandInformationServices

SMS SeniorManagementService

GP GautengProvince

SP StrategicPlan

HO HeadOffice

TES TemporaryEmploymentServices

HRM HumanResourceManagement

UIA UnemploymentInsuranceAct

ICD IntegratedClientDatabase

UIF UnemploymentInsuranceFund

ICT InformationandCommunicationTechnology

WSP WorkplaceSkillsPlan

IES InspectionandEnforcementServices

WSS Work-SeekerServices

IFS InterimFinancialStatements

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PARTA:STRATEGICOVERVIEW

1. OurVisionTheDepartmentofLabourstrivesforalabourmarketwhichisconducivetoinvestment,economicgrowth,employmentcreationanddecentwork.

2. OurMissionRegulatetheSouthAfricanlabourmarketforasustainableeconomythrough:

- Appropriatelegislationandregulations- Inspection,compliancemonitoringandenforcement- Protectionofhumanrights- ProvisionofEmploymentServices- Promotingequity- Socialandincomeprotection- Socialdialogue.

3. OurValuesWeshallatalltimesbeexemplaryinallrespects:

- Wetreatemployeeswithcare,dignityandrespect- Werespectandpromote:

§ Clientcentredservices§ Accountability§ Integrityandethicalbehaviour§ Learninganddevelopment

- WelivetheBathoPelePrinciples- WelivetheprinciplesoftheDepartment’sServiceCharter- Weinculcatethesevaluesthroughourperformancemanagementsystem.

4. LegislativeandotherPolicyMandates

4.1 ConstitutionalandLegislativeMandates

TheDepartmentofLabourLegislativeframeworkisinformedbytheSouthAfricanConstitution,Chapter

2,andBillofRights:

- Section9,toensureequalaccesstoopportunities;

- Section10,promotionoflabourstandardsandfundamentalrightsatwork;

- Section18,Freedomofassociation;

- Section23,ToensuresoundLabourrelations;

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- Section24,Toensureanenvironmentthat isnotharmful tothehealthandwellbeingof those inthe

workplace;

- Section27,Toprovideadequatesocialsecuritynetstoprotectvulnerableworkers;

- Section28,Toensurethatchildrenareprotectedfromexploitativelabourpracticesandnotrequiredor

permitted toperformworkor services thatare inappropriate forapersonof thatchild’sageor their

well-being,education,physicalormentalhealthor spiritual,moralor socialdevelopment isplacedat

risk;and

- Section34,Accesstocourtsandaccesstofairandspeedylabourjustice.

TheDepartmentadministersthefollowinglegislation:

Serial

No

LEGISLATION PURPOSE

1 LabourRelationsAct,66of1995

(LRA),asamended

TheLabourRelationsAct(LRA),Act66of1995aimstopromoteeconomicdevelopment,socialjustice,labourpeaceanddemocracyintheworkplace.

2 BasicConditionsofEmployment

Act,75of1997(BCEA),as

amended

ThepurposeofthisActistoadvanceeconomicdevelopmentandsocialjusticebyfulfillingtheprimaryobjectsofthisActwhichare—(a) togiveeffecttoandregulatetherighttofairlabour

practicesconferredbysection23(1)oftheConstitutionby—

(i) establishingandenforcingbasicconditionsofemployment;and

(ii) regulatingthevariationofbasicconditionsofemployment;

(b) TogiveeffecttoobligationsincurredbytheRepublicasamemberstateoftheInternationalLabourOrganisation.

3 EmploymentEquityAct,55of

1998(EEA)asamended

ThepurposeoftheActistoachieveequityintheworkplace,

by

a. promotingequalopportunityandfairtreatmentin

employmentthroughtheeliminationofunfair

discrimination;and

b. implementingaffirmativeactionmeasurestoredressthe

disadvantagesinemploymentexperiencedbydesignated

groups,toensuretheirequitablerepresentationinall

occupationalcategoriesandlevelsintheworkforce.

4 UnemploymentInsuranceAct,30

of2001,asamended(UIA)

TheActempowerstheUIFtoregisterallemployersandemployeesinSouthAfricaforunemploymentinsurancebenefits

5 OccupationalHealthandSafety

Act,85of1993(OHSA)

TheOccupationalHealthandSafetyActaimstoprovideforthehealthandsafetyofpersonsatworkandforthehealthandsafetyofpersonsinconnectionwiththeactivitiesof

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Serial

No

LEGISLATION PURPOSE

personsatworkandtoestablishanadvisorycouncilforoccupationalhealthandsafety.

6 CompensationforOccupational

InjuriesandDiseases,Act130of

1993(COIDA)

Toprovideforcompensationfordisablementcausedbyoccupationalinjuriesordiseasessustainedorcontractedbyemployeesinthecourseoftheiremployment,orfordeathresultingfromsuchinjuriesordiseases;andtoprovideformattersconnectedtherewith.

7 NationalEconomicDevelopment

andLabourCouncilAct,35of

1994(NEDLAC)

Toprovidefortheestablishmentofanationaleconomic,developmentandlabourcouncil;torepealcertainprovisionsoftheLabourRelationsAct,1995;andtoprovideformattersconnectedtherewith.

8 EmploymentServicesAct4of

2014

SkillsDevelopmentAct97of

1998subsections22-24

Toprovideforpublicemploymentservices,theirgovernanceandfunctioning,includingtheregistrationofprivateemploymentagencies.ToprovidefortransitionalarrangementswithregardtoregulationofPrivateEmploymentAgencies

4.2 PolicyMandates

The mandate of the Department is: To regulate the labour market through policies and programmesdevelopedinconsultationwithsocialpartners,whichareaimedat:

- improvedeconomicefficiencyandproductivity;- creationofdecentemployment;- promotinglabourstandardsandfundamentalrightsatwork;- providingadequatesocialsafetynetstoprotectvulnerableworkers;- soundlabourrelations;- eliminatinginequalityanddiscriminationintheworkplace;- enhancingoccupationalhealthandsafetyawarenessandcomplianceintheworkplace;and- givevaluetosocialdialogueintheformulationofsoundandresponsivelegislationandpoliciestoattain

labourmarket flexibility for competitiveness of enterpriseswhich is balancedwith the promotion ofdecentemployment.

The Department is also responsible for the administration and effective functioning of the following

labourmarketinstitutions:

- Productivity SouthAfrica (PSA). Productivity SA aims to develop and enhanceproductive capacity inSouthAfricabycontinuously improving labourpractices inSouthAfrica. Itworks tobuild institutionalcapacitythroughsoundprojectmanagementskills,andthroughdevelopingworkingrelationshipswithothergovernmentagencies.

- NationalEconomicDevelopmentandLabourCouncil(NEDLAC).Astatutorysocialdialoguebody,withits constituency comprising organised labour organizations, business organizations, governmentdepartments, and community groups. Social partners discuss and negotiate on public finance andmonetarypolicy,labourmarketpolicy,tradeandindustrialpolicy,anddevelopmentpolicy.

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- The Commission for Conciliation, Mediation and Arbitration (CCMA). An independent bodyestablishedbytheLabourRelationsAct,No.66of1995.TheCCMApromotessocialjusticeandfairnessin theworkplacebyprovidinghigh-quality,ethical, innovativeandcost-effectivedisputemanagementaswellasdisputeresolutionservices.

The following represents target clients and beneficiaries of the Department’s services and labour

marketinformation:

- Employers

- Employees

- Unemployedandunder-employed

- PrivateEmploymentAgencies

- Tradeunionsandtradeunionfederations

- Employerorganisations

4.3. TheCorefunctionsandservicesrenderedbytheDepartmentarefocusedon:

Programme Purpose

Administration Providesstrategicdirection,leadershipandadministrativesupportservicestotheministryandthedepartment.

Inspectionand

EnforcementServices

(IES):

Toexaminehownationallabourstandardsareappliedintheworkplace

throughinspectionandenforcementoflabourlegislationandtoeducateand

advicesocialpartnersonlabourmarketpolicies.Themainfunctionsofthe

inspectorateare:

- ToconductworkplaceinspectionsandauditsofAccreditedInspection

Authorities(AIAs)tomonitorandenforcecompliancewithlabour

legislation;

- Toprovideadvice,educateandgivetechnicalinformationandsupport

servicestoempowerbothworkers,employersandstakeholdersand

topreventlabourdisputesandworkplaceaccidents;

- Toinvestigateworkplacehealthandsafetyincidentsoncereported.

PublicEmployment

Services(PES):

ThemainfunctionsofEmploymentServicesaretoregisterworkseekers,

obtainvacanciesandidentifyotheropportunitiessoastofacilitatetheentry

andre-entryofworkseekersintothelabourmarket.EmploymentServices

thereforehastobesupportedbytwomainpillars:The‘EmployerServices’

and‘WorkSeekerServices’.Thekeyservicesinclude:

I. Registrationofworkseekers;

II. Placementofworkseekers;

III. CareerInformationandGuidance;

IV. RegulationofPrivateEmploymentAgencies;andTemporary

EmploymentAgencies

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Programme Purpose

V. ProviderecommendationstoDHAonthenumberofforeignnationals

cooperateandindividualworkvisas

VI. TransferfundingtoSupportedEmploymentEnterprisestoprovide

specialemploymenttoPeoplewithDisabilities

VII. TransferfundingtoDesignatedNationalOrganizationsandWorkshops

forPeoplewithDisabilities

VIII. TransferfundingtoProductivitySouthAfricatopromoteProductivity

andCompetitiveness

IX. TransferfundingtoCompensationFundforOccupationalInjuriesand

DiseasesincurredbyPublicServants

LabourPolicyand

IndustrialRelations

(LP&IR):

LabourPolicyandIndustrialRelationsbranchisresponsibleforeliminating

inequalityanddiscrimination,promotinglabourstandardsandfundamental

rightsatwork,includingmonitoringandevaluatingtheimpactoflabour

legislationandpoliciesthroughResearchand,LabourMarketInformationand

StatisticalServices.Italsoregulateslabourandemployerorganisationsand

BargainingCouncils,dealwithalltheDepartment’sresponsibilitiesand

obligationsinrelationtotheInternationalLabourOrganisationandother

internationalandregionalbodieswhichthegovernmentofSouthAfricahas

formalrelationswith.ItoverseestheeffectivefunctioningoftheCCMAand

NEDLAC.

4.4. Relevantcourtrulingsa) Nameofthecourtcase:LawSocietyoftheNorthernProvincesvs.MinisterofLabour,Minister

ofJusticeandCCMA

TheimpactthatthecourtrulinghasontheCCMA’soperationsorservicedeliveryisthatthecurrentrule25whichmakesprovisionforCCMACommissionerstoexcludelegalpractitionersfromdismissalmattersinvolvingclaimsofconductandcapacityhasbeenupheld.TheconstitutionalityofthisrulewaschallengedbytheLawSocietybuthasbeenupheldbytheSupremeCourtofAppeal.AfurtherapplicationforleavetoappealwasdeniedbytheConstitutionalCourt.

b) Nameofthecourtcase:Valuline(andfiveotherapplicants)vs.MinisterofLabour,theNational

BargainingCouncilfortheClothingManufacturingIndustry(andsevenotherrespondents)

Theimpactthatthecasehasontheinstitution’soperationsisthattheextensionofcollectiveagreementsconcludedinabargainingcouncilhavetobeverifiedatthetimethatthebargainingcouncilrequeststheMinistertoextendanagreement.Relianceshouldnotbeplacedonacertificateofrepresentativenessissuedintermsofsection49oftheLabourRelationsAct.ThejudgementoverturnedtheMinister’sextensionofthecollectiveagreementoftheClothingBargainingCouncil.

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c) Nameofthecourtcase:NationalEmployersAssociationofSouthAfrica(andtwoother

applicants)vs.MinisterofLabour,MetalandEngineeringIndustriesBargainingCouncil(andthirtynineotherrespondents):ThejudgementoftheLabourCourtsetasidetheMinisterofLabour’sdecisiontoextendacollectiveagreementconcludedintheMetalandEngineeringIndustriesBargainingCouncil.ThejudgementwassuspendedforfourmonthsduringwhichtheMinisterandtheDepartmentweregivenanopportunitytoextendtheagreementintermsofsection32(5)oftheLabourRelationsAct.

4.5. PlannedPolicyInitiativesa) AmendmentoftheUnemploymentInsuranceActNo.63of2001.Thesechangesrelateto

improvementsofbenefitsandadministrativechangesregardingsubmissionofinformationbyemployerstotheFund.

b) IssueregulationsintermsoftheEmploymentServicesAct.ThenewEmploymentServicesActaimstostrengthentheprovisionofemploymentserviceswithinthedepartmentandtorepealemploymentservicesprovisionsintheSkillsdevelopmentAct.

c) AmendmentoftheCompensationforOccupationalInjuriesandDiseasesAct.Developarehabilitation,re-integrationandreturn-to-workpolicyforinjuredanddiseasedworkerstoensureintegrationwithotherSouthAfricanPoliciesandProgrammes,whichprovideaframeworkforrehabilitationofpeoplewithdisabilitieswhichstressestheimportanceofvocationalintegration.

d) AmendmentoftheOHSAct,85of1993.AlthoughtheOHSActhasplacedresponsibilityofcreatingahealthyandsafeworkingenvironmentontheemployers,theprovisionscompellingemployerstodothisareveryvague.Inordertoaddresstheseshortcomings,itisnecessarythattheOHSActinitscurrentformbeamendedinordertoensurethat:

− Employersdevelopandimplementahealthandsafetymanagementsystem

− Penaltiesissuedtoemployersareincreased

− Inspectorsareenabledtoissuesprescribedfinesonthespot

e) Amendment of the Basic Conditions of Employment Act - The Basic Conditions of EmploymentAmendment Act, 2013 (Act No.20 of 2013) was assented into law on 4 December 2013 andsubsequentlypublishedintheGovernmentGazetteonthe9thofDecember2013.

f) AmendmentoftheEmploymentEquityAct,1998-TheEmploymentEquityAmendmentAct,2013(ActNo.47of2013)wasassentedintolawon14January2014andsubsequentlypublishedintheGovernment Gazette on the 16th January 2014. Both the Employment Equity Amendment Act,2013anditsEmploymentEquityRegulations,2014werepromulgatedon1August2014.

g) AmendmentoftheLabourRelationsAct-TheamendmentshasbeenapprovedbytheNationalAssemblyandtheNationalCouncilofProvinces.

5. SituationalAnalysisThetrendsobservedintheSouthAfricanbytheendofDecember2015donotillustrateastrongeconomywhichmatchestothetriplechallengeofunemployment,inequalityandpovertyinthecountry.Followingacontractionof1.3percent in thesecondquarterof2015, thegrowth in realgrossdomesticproductincreasedonlybymeagre0.7percentinthequarterof2015.Thisslowgrowthcombineswiththethreats

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posed by the global economics will probably delay the advancement in the implementation andachievementofkeypolicies’targetsaspertheNationalDevelopmentPlan(NDP).However,thisrequiresadiligentimplementationtowardsthegrowthratesenvisagedintheNDP.Keyhighlightstothesloweconomicandlabourmarketperformancecanbeoutlinedasfollows:

• Because of the real value added by themanufacturing sector, the SouthAfrican economywasabletoescaperecessionbetweenthetwolastquartersof2015.Itwasobservedaturnaroundofeconomicgrowthfromadeclineof1.3percentinquartertwotoanincrease0.7percentgrowthinquarterthreeof2015.Thispaceandextentofrateincreasesislikelytobeunstableandaffectthelabourmarket.

• High levelsofunemploymentandaweakenedeconomystillcontinuetobe persistent.ThelatestQuarterlyLabourForceSurvey(JulytoSeptember2015)results ind ica te that :

o There were 15.8 million people employed in the country in September 2015. Out ofthis,only40.1%or6.3millionyouthagedbetween15-34yearswereemployed;

o There were 5.4 million unemployed people. This was 188 000 more than for April toJune 2015. The youth represented about 3.5 million or 65.2 per cent of the totalunemployed in the country.Comparing July to September 2015 with a year earlier,there were 267 000 more unemployedpeople.Theofficialunemploymentratewasat25.5 per cent by September 2015 which is 0.5 per cent higher than the officialunemployment rate recorded in April to June 2015. A number of economic sectorswere affectedby job loss in September 2015quarter to quarter changes, e.g.Utilities,Transport,FinanceandPrivatehouseholds;

o ThenumberofcreatedandapprovedclaimsintheDepartmentofLabourdroppedinthethirdquartercomparedtothesecondquarterof2015.Althoughtheclaimsdroppedbetweenthetwoquarters,theyremainhighandthisisanindicationoftheeconomythatisunderperformingfromtwoquartersinthelabourmarketenvironment;

o The vacancies data illustrate that there are more opportunities in the Communityindustryandprobablymostofthosevacanciesrequirehighlevelofskillsandexperience,e.g.,highnumberofvacanciesareinthemanagerialoccupation.Ifthistrendcontinues,therewill probably be a huge challenge for low skills job seekers to enter into formalemployment.

• Employment isnotexpandingrapidlyenoughtoabsorbtheestimated2.1millionofnewentrantsfromthetotalunemployedpeopleinthethirdquarterof2015.Amongstthosewhowereemployed(13.6million),about27percentreportedtobelongtotradeunionasatSeptember2015.Overall,the labourabsorptionratehasnotyet recoveredtopre-recessionary levels1.This iscriticalas thecountryisstillchallengedbyalargenumberoflong-termunemployedpeople.Inordertoaddressthestructuralchallengesfacedbyyoungpeople,theGroupTwenty(G20)membercountriesagreedamongstothersonthefollowing2:

a. To strengthen the links between education providers, employers and employmentservicestobettermatchworkforceneedsandthetrainingofyoungpeople;

b. Toaddressdemand–sidebarrierstotheemploymentoflowskilledyouth;c. Tofacilitatethetransitionofyouthfromschooltowork,includingthroughmentoring

andgoodqualitycareerguidance.

1StatisticsSouthAfrica(2014),LabourMarketDynamicsinSouthAfrica,Pretoria,2015,p.i2G20,Labourandemploymentministerialdeclaration,Melbourne,10-11September2014,Unpublished

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• Ontheotherhands,theprospectofweakereconomicgrowthhasalsoaffectedtheperformanceoftherandin2015.Theranddepreciatedmostlyagainstallthemajorcurrencies,e.g.Euros,USdollarandBritishpounds.ThetrendswereinlinewiththeweakereconomicdownturnobservedintheUSandtheChineseeconomy.

• Arelativelyhighcostofdoingbusiness.Thishasconsistentlybeenreportedbythebusinesspartnerswheretheyadvocateforthelowcostthatbuildonthecomparativeadvantagesoflocalexportsinthecountry.

• Electricitysupplywill remainabindingconstraint through2016, limitingoutputanddampeningbusiness and consumer confidence. Easing electricity, transport and telecommunicationsinfrastructureconstraints,alongsideimprovedconfidenceandhigherdemandfrommajortradingpartners,areexpectedtoboosttheGDPgrowthto2.8percentin20183.

Consideringthesehighlights,thereisanunderstandingthattherewouldbenoquickfixestothecurrentcrisis.ThiswasalsostressedbytheMinisterofFinancewhenhesaid:“wearenotsolvingtheproblemsofinequalityandunemploymentandpovertyinourcountryadequately…wemustthinklongterm”4.Thus,theSouthAfricanCabinetpresentedninestrategicprioritiesthatneedtobepursuedinpartnershipwiththeprivatesectorandallstakeholders5.Theseprioritiesinclude:• Resolvingtheenergychallenge;• Revitalizingagriculture;• Addingvaluetoourmineralwealth;• EnhancementoftheIndustrialPolicyActionPlan;• Encouragementofprivateinvestment;• Reducingworkplaceconflict;• Unlockingthepotentialofsmallenterprises;• Infrastructureinvestment,and• Support for implementation of the National Development Plan through in depth, results-driven

processes,knownasphakisalaboratories

5.1PerformanceEnvironmentAmajorachievementduring2014/15wasthepromulgationofamendmentstotheLabourRelationsAct,theBasicConditionsofEmploymentActandtheEmploymentEquityAct.Together,theseamendmentsareintendedtogivefurtherprotectiontovulnerableworkers,especiallythoseintemporaryworkarrangements,topromotegreaterequityinthelabourmarketandespecially,topromoteequaltreatment.RegulationswerecompletedfortheLabourRelationsAct,EmploymentEquityAct.ACodeofGoodPracticeonEqualPayforWorkofEqualValuewasalsocompletedandpublished.AnewEmploymentServicesAct2014waspromulgatedduringAugust2015,whichprovidesalegalframeworkfortheoperationofthepublicemploymentservices,theregulationofprivateemploymentagenciesandtemporaryemploymentservices,theestablishmentandoperationsofsupportedemploymententerprisesandProductivitySouthAfrica.AmendmentstotheUnemploymentInsuranceActreachedthefourthParliamentbutcouldnotbefinalised.AmendmentstotheOccupationalHealthandSafetyActandtotheCompensationforOccupationalInjuriesandDiseasesActalsoreachedanadvancedstageintheDepartmentduringtheyear.MajoraspectsofourprogrammeoflegislativereformwerecompletedduringtheyearandstepswerealsotakentofurtherstrengthenandprofessionalisetheinspectionandenforcementcapacityoftheDepartment.Duringthecomingyears,ouremphasiswillmovetoenforcementandtomonitoringandevaluatingtheimplementationofthelabourlaws,asamended.3NationalTreasury,MediumTermBudgetPolicyStatement2015,SouthAfrica,21stOctober20154CityPress,Budgetrevision,January17,20165TheStateoftheNation,12February2015

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TheseamendmentsweretheproductofprotractedandoftendifficultnegotiationsinvolvingthecontrastinginterestsofOrganisedLabour,OrganisedBusiness,GovernmentanddiversepoliticalpartiesinParliament.TheNationalEconomicDevelopmentandLabourCouncil,asalways,playedasterlingroleinbringingabouttherequisiteconsensusforthepassageoftheselaws.Therevampingofthelabourlawsisahighlysignificantmilestonethatunderscoresourresolvetohelptransformandregulatethelabourmarket.ConsistentwiththepolicyorientationoftheDepartmentsince1994,theamendmentsstrivetobalanceregulationofthelabourmarketwithsufficientflexibilityforgrowthanddevelopment.Buttheymustalsobejudgedbytheireffectivenessregardingprotectionofvulnerableworkers.PresidentZuma,inhisStateoftheNationaddressof17June2014,announcedthatDeputyPresident,CyrilRamaphosa,wouldconveneasocialpartnerdialoguewithintheambitofNEDLAC.Thisprocessofsocialdialoguewoulddeliberateonthestateofthelabourrelationsenvironmentandwouldengageonanationalminimumwage.On4November2014,aLabourRelationsIndabawasconvenedatwhichadeclarationwasadoptedthatcontainsanumberofprinciplestoguidetheengagement.SinceJanuary2015,theNEDLACconstituencieshavebeenengagingonthetwofocalareas.ThechallengewillnowbetoensurethatgoodprogressismadeinthedeliberationsaroundtheIndabaresolutions.Bothlabourrelationsstabilityandtheissueofanationalminimumwagearecriticalareasforthefutureofthelabourmarketandforadvancingthedecentworkagenda.CHALLENGESFACINGTHEDEPARTMENTOverall,thefollowingchallengescanbehighlighted:ModeratingworkplaceconflictTheburdenofindustrialactionremainsaheavyoneonSouthAfrica’slabourrelations.Recentyearshavewitnessedafewstrikesoflongdurationaswellasstrikesmarkedbyviolence,intimidationofnon-strikingworkers,damagetopropertyanddeaths.ThereisnocleardeclineinthenumberofstrikesoccurringinSouthAfrica.Themostextremeincidentwastheshootingof34strikingmineworkersatMarikanaon16August2014.ThehighlevelofconflictinlabourrelationsledtothePresident’scallonthesocialpartnerstodeliberateonthestateofthelabourrelationsenvironment,findingconsensusonwaysofeffectivelydealingwithprolongedstrikesandviolenceassociatedwithindustrialaction.ThiscallwasmadeintheStateoftheNationaddressin2014andhasbeenfollowedbyaLabourRelationsIndabaheldon4thNovember2014.TheDepartmentiscloselyinvolvedinon-goingdiscussionstakingplacewiththesocialpartnersundertheauspicesofNEDLAC.DealingwithwageinequalityandtheimplementationofaNationalMinimumWageWageinequalityiscommonlyviewedasafeatureoftheSouthAfricanlabourmarketthatcontributestoindustrialrelationsinstability.Wagedemandsarealsothemostcommoncauseofindustrialactioninthecountry.ThePresident’scallonthesocialpartnersincludedacalltodeliberateonlowwages,wageinequalitiesandthemodalitiesforintroducinganationalminimumwageandtheLabourRelationsIndabaof2014thereforeincludedafocusonaddressingwageinequality.InadditiontoparticipatingindiscussionswithsocialpartnersonanationalminimumwageandwageinequalityatNEDLAC,theDepartmentisassessingincomedifferentialsintermsoftheEmployment

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EquityActandcontinuestoreviewminimumwagessetbySectoralDeterminationsintermsoftheBasicConditionsofEmploymentAct.BoththeseactionsarecontainedinthisAnnualPerformancePlan.Keystrategicinterventionstoaddressthechallenges:• UndertakingasignificantBusinessImprovementandChangeProgrammetotransformallpartsofthe

Department’soperations• EnsuringthatservicedeliverystaffareempoweredtodeliverontheentiresuiteoftheDepartment’s

services• Developingandcreatinganenvironmentofaccountabilityforservicedeliveryandcorrectattitudes

andbehaviouramongstaff• Developingaservicedeliverymodelandestablishinganetworkofintegratedservicedeliverypoints

ascloseaspossibletothepeople• Establishingstrategicpartnershipsforcollaborationincreatinganddeliveringvaluetocitizens• Improvingthequalityandperformanceofthelabourmarketinordertostrengthenthecountry’s

economicprospects• Leveragingthetransformativenatureofpublicemploymentservicestofightpovertyand

unemployment• Puttinginplacemeasurestoencouragecontinuouslearning,developmentandinnovationbythose

servingatthepointofcontactwithclientsPROJECTSFORTHEYEARANDFUTUREYEARSEnforcingdecentworkprinciplesTheDepartmentaimstoensurethatemployersadheretoemploymentequityplansanddecentworkprinciples,andthatvulnerableworkersareprotected.Overthemedium-term,theDepartmentplanstoenhanceenforcementbyincreasingthenumberofinspectionsforcompliancewithlabourlegislation.However,theDepartmenthasfacedchallengesinboth,retaininginspectorsandfindingsuitable,specialisedcandidates.TheR64millionallocatedforanadditional124labourinspectorsin2016/17,waswithdrawn,withtheimplicationsthatitwouldnolongerbepossibletoaddinspectorsorfillsomeofthevacancies.Thiswillseriouslyhampertheabilitytoincreasethenumberofinspectionsfrom2014/15to2019/20with30%asrequiredintheMTSF.Supportingwork-seekersTheNationalDevelopmentPlansetsanemploymenttargetof11millionjobstobecreatedby2030.Tosupporttheachievementofthistarget,theEmploymentServicesAct(2014)aimstoprovidefreepublicemploymentservicesandregulateprivateemploymentagencies.TheDepartment’semploymentservicessystemisanITportalwherework-seekerscanregisterasunemployedandprovideinformationabouttheirworkexperience,qualificationsandthekindofworktheyarelookingfor.Employerscanusetheportaltoregistervacanciesandotheropportunitiestheymayhave,suchastraining,learnerships,andinternships.Thesystemmatcheswork-seekerstoopportunities,andafteranassessmentprocess,referwork-seekerstoemployers.Toincreasethenumberofregisteredwork-seekersandthenumberofwork-seekersplacedinregisteredemploymentopportunities,theDepartmentwillhostroadshows,runadvocacycampaigns,integratetheemploymentservicessystemwiththeUnemploymentInsuranceFund,theCompensationFundandnationallearnerdatabasesystems,andestablishpartnershipswithotherstakeholderssuchastheDepartmentofHigherEducationandTraining,theDepartmentofPublicWorks,theNationalYouthDevelopmentAgency,organisedbusiness,andmunicipalities.Throughanewcounsellingstrategy,theDepartmentaimstogetwork-seekersjobreadyandthusreducethetimeittakestoplaceawork-seeker.TheDepartmentwillalsoexplorepartnershipstomodernisethesystem’sassessmenttests.Insupportoftheseinterventions,thePublicEmploymentServicesprogrammereceivesR1.1billionoverthemedium-term,excludingtransfers.

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RegulatingtheworkplaceTheDepartmentwillfocusonsettingstandardstoreduceinequalityinpayandminimumwagesforallvulnerableworkers,andtoimprovecompliancewiththeEmploymentEquityAct(1998).TheDepartmentwillreview12Sectoraldeterminationsbetween2014/15and2017/18toregulateagreementsonbenchmarksforpayinequality,andthenconductanassessmentofpayscalestoensurethatthegapsinminimumwagedeterminationsarereduced.TheDepartmentwillalsoinvestigatetheintroductionofanationalminimumwageanddetermineitslikelyimpactonwagestructure,inequality,employment,andthelivingstandardofworkers.TheseactivitiesarefundedintheLabourPolicyandIndustrialRelationsprogramme.Inaddition,theDepartmentwilltransferR2.3billionoverthemedium-termfromthisprogrammetotheCommissionforConciliationMediationandArbitrationandR90.9milliontotheNationalEconomicDevelopmentandLabourCouncil.

5.2 OrganisationalEnvironment

TheDepartmentofLabourderivesitsmandatefromtheConstitutionoftheRepublicofSouthAfricaandgives effect thereto through a number of acts which regulate labour matters in South Africa. SuchlegislationincludestheLabourRelationsAct(1995),theBasicConditionsofEmploymentAct(1997),theEmploymentEquityAct(1998),andtheOccupationalHealthandSafetyAct(1993).The mandate of the Department is to regulate the labour market through policies and programmesdevelopedinconsultationwithsocialpartners,whichareaimedat:• Improvingeconomicefficiencyandproductivity• Creationofdecentemployment• Promotinglabourstandardsandfundamentalrightsatwork• Providingadequatesocialsafetynetstoprotectvulnerableworkers• Promotingsoundlabourrelations• Eliminatinginequalityanddiscriminationintheworkplace• Enhancingoccupationalhealthandsafetyawarenessandcomplianceintheworkplace• Givingvaluetosocialdialogueintheformulationofsoundandresponsivelegislationandpolicesto

attainlabour

TodeliveronitscorebusinessofPublicEmploymentServicesandInspectionandEnforcementServices,theDepartmenthasastaffcomplementof8748.ThisincludesthestaffoftheCompensationFundwithastaffcomplimentof690postsinPretoriaand1209postsspreadacrossallprovinces,theUnemploymentInsurance Fundwith a staff compliment of 527 posts in Pretoria and 2869 posts spread across all theprovinces and the 157 posts of the administrative staff of the 12 Supported Employment Enterprises(previouslyShelteredEmploymentFactories).

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ServiceDeliverySitesoftheDepartmentServices are rendered at 9 Provincial Offices, 126 Labour Centres, 40 Satellite Offices and 461 VisitingPoints across the country. The Department uses its fleet and fully equippedmobile buses to provideservicesinsatelliteandvisitingpoints.TheProvincialbreakdownisasfollows:• IntheEasternCapethedepartmentdeliverservicesat16LabourCentres,5SatelliteOfficesand79

visitingpointswithastaffcomplimentof797posts.• In the Free State the department deliver services at 11 Labour Centres, 3 SatelliteOffices and 68

visitingpointswithastaffcomplimentof511posts.• In Gauteng the department deliver services at 27 Labour Centres, 1 Satellite Office and 7 visiting

pointswithastaffcomplimentof1602posts.• InKwaZuluNatalthedepartmentdeliverservicesat16LabourCentres,3SatelliteOfficeand49

visitingpointswithastaffcomplimentof1074posts.• In Limpopo the department deliver services at 13 Labour Centres, 7 Satellite Offices, 19 visiting

pointsand9MobileLabourCentrevisitingpointswithastaffcomplimentof521posts.• InMpumalangathedepartmentdeliverservicesat14LabourCentres,4SatelliteOfficesand27

visitingpointswithastaffcomplimentof517posts.• IntheNorthernCapethedepartmentdeliverservicesat7LabourCentresand87visitingpointswith

astaffcomplimentof334posts.• IntheNorthWestProvincethedepartmentdeliversservicesat10LabourCentres,9SatelliteOffices

and21visitingpointswithastaffcomplimentof374posts• IntheWesternCapethedepartmentdeliverservicesat12LabourCentres,8SatelliteOfficesand95

visitingpointswithastaffcomplimentof788posts

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7.1 DescriptionoftheDoLStrategicPlanningProcesses

Figure1:StrategicPlanningCycle

ThefirststepisanAnnualEvaluationworkshopthattakesplaceinJune/Julyeachyear,wherebytheDepartmentundertakesanannualevaluationofthepreviousfinancialyear,andconsidersproposalsonkeyprioritiesandbudgetrequirementsforthecomingMTEFcycle.ThekeyprioritiesandstrategicobjectivesareinformedbytheMTSFandservicedeliveryoutcomesspecifictotheDepartment.ThisprocessisthebasisfortheDepartmenttosubmitthefirstdraftAnnualPerformancePlantoNationalTreasuryattheendofAugusteachyear.ThesecondstepisastrategicplanningconsultationprocessthattakesplacesfromAugusttotheendofNovembereachyear.Thefocusoftheconsultationprocessistotakestockofthepreviousyears’financialandnon-financialperformanceandchartthewayforwardfortheMTEFperiodintermsofthestrategicobjectives,keydeliverablesandbudgetaswellastakingintoconsiderationtheresolutionsofthe1stAnnualEvaluationworkshop.ThethirdisaMid-TermReviewandPlanningworkshopwhichtakesplaceattheendofthesecondquarterofeveryyear.Whilstthefocusofthissessionisamid-termreviewofprogresswithregardstothecurrentperformanceoftheDepartment,itequallyensuresthattheagreedprioritiesoftheannualevaluationaredevelopedintoaconcreteprogrammeofaction(AnnualPerformancePlan)takingintoaccountthepossibleMTEFallocationsforthefollowingyear.ThiswillallowtheDepartmenttosubmittheseconddraftAnnualPerformancePlantoNationalTreasuryattheendofNovember.ThefourthstepentailsBranchesStrategicPlanningsessionstofinaliseonagreedprioritiesoftheannualevaluationandmid-termreviewandformulatethebranchannualworkplanstakingintoaccountthepossibleMTEFallocationsforthefollowingyear.

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ThefifthisthefinalisationandapprovaloftheStrategicPlanandAnnualPerformancePlaninlinewiththeallocatedfunds.ThiswillleadtoagreedtargetsandresourceallocationsbetweentheDGandBranchHeadswiththeCOO/ChiefDirectors:ProvincialOperationsbytheendofJanuary.TheAPPwillinformtheDG’sperformanceagreement(DoLIntegratedworkplan),andiscascadeddowntobranchesandprovincialoperationsworkplans/performanceagreements.ThesixthandfinalstepinagivenplanningcycleisapprovalofthestrategicplanandtheAnnualPerformancePlanandfortablingtoParliamentbytheMinisterbyMarcheveryyear.

6. StrategicOutcomeOrientedGoalsoftheInstitutionIntheMedium-term,theDepartmentofLabourwillcontributemainlytothefollowingoutcomes:

- Outcome4:Decentemploymentthroughinclusiveeconomicgrowth

- Outcome5:Askilledandcapableworkforcetosupportaninclusivegrowthpath

- Outcome11:CreateabetterSouthAfrica,abetterAfricaandabetterWorld

- Outcome12:Anefficient,effectiveanddevelopmentorientedpublicservice

- Outcome14:Transformingsocietyandunitingthecountry

6.1. GovernmentServiceDeliveryOutcomesandtheDepartmentofLabourStrategicGoals

Toaddresstheseoutcomes,theDepartmentwasmandatedtoimplementthefollowingstrategicgoals:

Strategicoutcomeorientedgoal2:(Outcome5)

Askilledandcapableworkforcetosupportaninclusivegrowthpath

GOALSTATEMENT 2.Contributetodecentemploymentcreation

Strategicoutcomeoriented

goal3:(Outcome11)

CreateabetterSouthAfrica,abetterAfricaandabetterWorld

GOALSTATEMENT 4.Strengthenmultilateralandbilateralrelations

Strategicoutcomeoriented

goal1:(outcome4)

Decentemploymentthroughinclusiveeconomicgrowth

GOALSTATEMENT 1.PromoteOccupationalhealthservices2.Contributetodecentemploymentcreation3.Protectvulnerableworkers5.Strengthenoccupationalsafetyprotection6.Promotesoundlabourrelations7.Monitortheimpactoflegislation9.DevelopmentoftheOccupationalHealthandSafetypolicies

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Strategicoutcomeoriented

goal4:(Outcome12)

Anefficient,effectiveanddevelopmentorientedpublicservice

GOALSTATEMENT 8.StrengthentheinstitutionalcapacityoftheDepartment

Strategicoutcomeoriented

goal5:(Outcome14)

TransformingSocietyandunitingtheNation

GOALSTATEMENT 10.PromoteEquityinthelabourmarket

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PARTB:ProgrammeStrategicObjectives

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7. ProgrammeStrategicobjectives7.1PROGRAMME1:ADMINISTRATION

Programme Purpose: Provide strategic leadership, management and support services to thedepartment.

- MinistryprovidespoliticaloversighttoensurethattheDepartment’smandateisachieved- TheOfficeoftheDirector-Generalprovidesadministrativeoversightforeffectiveimplementation

oftheDepartment’smandateandoverallaccountingoversight.Description:Theprogrammeconsistsofthefollowingsub-programmes:

• OfficeoftheChiefOperationsOfficermanagesanddirectsmediumtermstrategicplanning

processes,performanceinformationreporting,monitoringandevaluationofperformanceagainstplanandservicedeliveryimprovementplan.

• CorporateServicesthatincludes:- HumanResourceManagementensuresoptimumandefficientutilisationand

developmentofHumanCapitalandtoprovideanadvisoryserviceonmatterspertainingto,OrganisationalEffectiveness&Development,transformationmanagement,individualperformancemanagement,SoundEmployeeRelations,Employeehealth&wellness,aswellaseffectiveandefficientrecruitment,selectionandplacementservicesincludingresearchanddevelopmentofHumanResourcespoliciesandpractices.

- InternalAuditprovidesmanagementandtheAuditCommitteewithindependentobjectiveassurancewithaviewtoimprovingeffectivenessofgovernance,riskmanagementandcontrolprocesses.

- RiskManagementpro-activelymanages/addressesrisksthathaveanegativeimpactontheDepartment’sperformance.

- SecurityServicesrenderssecuritysupportaimedatprotectingtheDepartment’sinformation,staffandassets.

- CommunicationdisseminatesandimprovesaccesstoinformationabouttheDepartment.

- LegalServicesexiststoprovideLegalSupportServicestotheDepartment- OfficeoftheChiefInformationOfficercatersfortheInformationand

CommunicationsTechnology(ICT)needsandrequirementsoftheDepartment.• OfficeoftheChiefFinancialOfficerrenderseffectiveandefficientfinancialmanagementand

administrativesupportfortheDepartmentaswellasofficeaccommodationrequirements.

Strategicoutcomeorientedgoal5:(outcome12)

Anefficient,effectiveanddevelopmentorientatedpublicservice

StrategicGoal: 8.StrengthentheinstitutionalcapacityoftheDepartment(byensuringthatthedepartmentisadequatelyresourcedwithinfrastructureandhumancapitalnecessaryforefficientservicedelivery)

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7.1.1 STRATEGICRISKSStrategicObjective RiskDescription Mitigationstrategy

ProvidestrategicmanagementandsupportservicestotheDepartment

• Lackofrealtimeinformationfordecisionmaking

• Inaccuratereportingatalllevels

• Poorlevelsofcomplianceonperformanceindicators

• Functionalsysteminplace• ExecutiveDashboardsystemin

place• Quarterlymonitoringandreporting

onKPIandperformanceinthedepartment

Strengtheninstitutionalcapacityofthedepartment

Vacancyrateabovethreshold(definedbyDPSA)

• DPSAGuidelinesimplemented• Recruitmentandselectionpolicyin

placeEffectivesupplychainmanagement

Noncompliancetoprescriptstopayinvoiceswithin30days

• Implementationofapprovedfinancepolicies,prescriptsandprocedures

Noncompliancetosupplychainprocedures

• Implementationofapprovedsupplychainpolicies,prescriptsandprocedures

7.1.2STRATEGICOBJECTIVESStrategicObjective1 ProvidestrategicmanagementandsupportservicestotheDepartmentObjectivestatement LeverageM-PATtoimprovethemanagementpracticeofthe

DepartmentthusimprovingstrategicmanagementandsupporttotheDepartment

Baseline 30%oftotalDepartment’sM-PATstandardsperKPIareatlevel3and9%onlevel4asat31March2015

Justification • TheManagementAssessmentTool(M-PAT)isatoolthatcollatesexistingmanagementpolicyandguidelinesintoasingleframeworkofstandardsandindicatorsofgoodmanagementpractice;• M-PATprovidesasnapshotofthequalityofmanagementpracticesindepartmentsandmunicipalitiesacrossarangeofkeyperformanceareas;StrategicManagement,GovernanceandAccountability,HumanResourcesManagement,FinancialManagementandSupplyChainManagement• Itenablesmanagerstotesttheirownmanagementpracticesagainstothersandidentifymanagementpracticeimprovementsthatwillenabletoimproveservicedelivery;and• M-PATislinkedtoothermonitoringtools;liketheAuditorGeneral

Links Outcome12,NationalTreasury,DepartmentofPublicServiceandAdministration(DPSA)andDepartmentofPlanning,MonitoringandEvaluation(DPME)RegulationsandPublicServiceActandPublicFinanceManagementAct

FiveYearTarget MTSFDPMEfiveyeartargetforM-PATby2020isthat80%ofallgovernmentdepartmentsmustbeat50%compliance(50%level3and4M-PATstandards):Department’stargetis65%whichis15%abovetheenvisagednationalaverage

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StrategicObjective2 IntegratedhumanresourcestrategyimplementedObjectivestatement ProvidehumanresourcesupporttoDepartmentofLabour

Baseline 10.67%(Ofthetotal8748fundedposts,933werevacant)

Justification Ensureminimumvacancy levels soas toprovide strategicandHumanResources support service to thewhole of the Department of Labourwithaviewtoenablingittodeliveronitsmandate.

Links Outcome12

FiveYearTarget Vacancylevelslessthan10%

StrategicObjective3 EffectivesupplychainmanagementObjectivestatement Enhancesupplychainmanagementprocessesandsystemstobeinline

withtheregulatoryframeworkandgovernancebestpracticesBaseline 99.3%(16434ofthe16545)invoiceswerepaidwithin30daysof

receiptJustification Ensureeffectiveaccountability,transparencyandadherenceto

governancebestpractices.Link Outcome12FiveYearTarget 100%ofinvoicespaidwithin30daysofreceipt7.1.3Resourceconsiderations

ExpenditureTrendsTheDepartmentofLabour’sfocusoverthemediumtermwillbeonenforcingdecentworkprinciples,supportingworkseekers,andregulatingtheworkplace.Thedepartmentisthuspositionedtocontributetothenationaldevelopmentplan’svisionofincreasinglabourabsorptionandenhancingworkplacedisputeresolutiontoadvancehealthylabourrelations,andtogiveimpetustooutcome4ofgovernment’s2014-2019mediumtermstrategicframeworks(decentemploymentthroughinclusiveeconomicgrowth).

ThedrivingfocusoftheDepartmentintermsoffundingoverthe2016MTEFistoensureadequatecapacityandmanpower,thusallthemajorreprioritisationsandfundshiftswereappliedinCompensationofEmployeestoensurethatallkeystrategicinterventionsthatareputinplacefortheDepartmenttoexecuteitsmandateareachieved.

Infrastructureproject:ThedepartmenthasbeenallocatedanamountofR28millionforcapitalworksfor2016/17,thefundswillbelargelyutilisedforidentificationandclearanceofconstructionsites,constructionofnewofficebuildingsaswellasmaintenanceandrepairsofexistingofficebuildings.

HumanResourcestrendsThedepartment’scompensationofemployeesbudgethasbeenreducedbyR69.6millionfor2017/18andR127.4millionfor2018/19,anditsgoodsandservicesbudgetbyR49.5millionoverthemediumterm.ThesereductionsarepartofCabinet’sdecisiontolowerthenationalaggregateexpenditureceiling.AfterconsultationwiththeDepartmentofPublicServiceandAdministrationandNationalTreasury,thedepartmentwilldevelopandimplementaplantomanageitspersonnelexpenditurewithinitsreducedpersonnelbudget.

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The2016MTEFallocationontheCompensationofEmployeesisatR378.796millionin2016/17,R388.862millionin2017/18andR407.559millionintheouteryear.ThisallocationisinclusiveofthePublicsectorwagesettlementincreaseovertheMTEF.FurthermorewithintheCompensationofEmployeesallocation,adecreaseofR145.783millionovertheMTEF,ofwhichR35.5millionisin2016/17,R52.907millionin2017/18andR57.376millionin2018/19wasinstituted.Thiswillaffectthedepartment’sabilitytofillthecurrentvacanciestoprovidesupportservicestothecorefunctionaries.

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7.2:INSPECTIONSANDENFORCEMENTSERVICES(IES)

Purpose:Realisedecentworkbyregulatingnon-employmentandemploymentconditionsthroughinspection

andenforcement,toachievecompliancewithalllabourmarketpolicies.

Description:Theprogrammeconsistsofthefollowingsub-programmes

• ManagementandSupportServices:InspectionandEnforcementServicesmanagesthedelegatedadministrativeandfinancialresponsibilitiesoftheofficeoftheDeputyDirector-General:InspectionandEnforcementServices,andprovidescorporatesupporttolinefunctionsub-programmeswithintheprogramme.

• OccupationalHealthandSafetypromoteshealthandsafetyintheworkplacebyregulatingdangerousactivitiesandtheuseofplantandmachinery.

• Registration:InspectionandEnforcementServicesregistersincidentsrelatingtolabourrelationsandoccupationalhealthandsafetymatters,asreportedbymembersofthepublic,andcommunicatesthesetotherelevantstructureswithintheCompliance,MonitoringandEnforcementsubprogrammeforinvestigation.

• Compliance,MonitoringandEnforcementServicesensuresthatemployersandemployeescomplywithlabourlegislationthroughregularinspectionsandfollowinguponreportedincidents.

• Trainingofstaff:InspectionandEnforcementServicesdefraysallexpenditurerelatingtostafftrainingwithinthisprogrammeinordertoeasilyidentifythisexpenditureforreportingpurposes.

• StatutoryandAdvocacyServicesgiveseffecttothelegislativeenforcementrequirementandeducatestakeholdersonlabourlegislation.

Strategicoutcomeorientedgoal5:

(Outcome14)

TransformingSocietyandunitingtheNation

GOALSTATEMENT 10.PromoteEquityinthelabourmarket

7.2.1STRATEGICRISKSStrategicobjective RiskDescription Mitigationstrategy

PromotionofEmploymentEquityin

Ineffectivemanagementmonitoringandreporting

• EmploymentEquityInspectorsandrovingteaminplace

Strategicoutcomeorientedgoal1:

(outcome4)

Decentemploymentthroughinclusiveeconomicgrowth

GOALSTATEMENT 1.PromoteOccupationalhealthservices1.DevelopmentoftheOccupationalHealthandSafetypolicies3.Protectvulnerableworkers5.Strengthenoccupationalsafetyprotection

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Strategicobjective RiskDescription Mitigationstrategy

thelabourmarket systems(processes,peopleandtechnology)

• Continuousmonitoringandreporting

• IESCasemanagementsystempiloted

• Standardisedproceduremanualsforinspectorsinplace

Workersprotectedthroughinspectionandenforcementoflabourlegislation

Non-compliancewithLabourlegislationbyemployers

• Advocacyprogrammesimplemented• Inspectionandenforcement

programmesimplemented• Collaborationwithexternal

stakeholders(NPA,LabourandMagistratesCourt)

• On-goingtrainingforemployersandinspectors

• Implementationofstandardoperatingprocedures

• Rolloutofcasemanagementsystem

7.2.2STRATEGICOBJECTIVES

StrategicObjective1 PromotionofEmploymentEquityinthelabourmarketObjectivestatement Promotionofthetransformationofthelabourmarketbyinspecting

workplacesinordertoachievecompliancewithEmploymentEquitylegislation

Baseline 551employerswerereviewedagainsttheexpected523100%non-compliantemployersdealtwith.Atotalnumberof375recommendationswereservedwithin90daystoatotalof374non-compliantemployers1364designatedemployerswereinspected93%(515ofthe553)non-compliantworkplacesweredealtwithAddcurrentstatusofmiddleandseniormanagement

Justification Promotionofequalopportunitiesandfairtreatmentinemploymentthroughtheeliminationofunfairdiscrimination

Links Outcome14(suboutcome2)NationalDevelopmentPlan:TransformingsocietyandunitingthecountryLabour–marketregulation(Chapter15)

FiveYearTarget 80%ofEmploymentEquityPlansassessedagainstindicatorsPromotethatatleast40%ofmiddleandseniormanagementareAfricanby2018/19

StrategicObjective2 WorkersprotectedthroughinspectionandenforcementoflabourlegislationObjectivestatement EnsureDecentWorkprinciplesareadheredtobyprotectingworkers

throughtheinspectionandenforcementoflabourlegislationBaseline Atotalof149847workplaceswereinspected

89%ofnon-complyingworkplacesweredealtwith.Atotalof27291

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noticeswereissuedand394caseswerereferredtocourt6sessionsconducted:

o advocacyforcontractcleaningo HazardousBiologicalAgentsSeminaro Shopstewardstraining(100trained)o 2Trainingsessionsforthetaxisector(262peopletrained)o 1MinisterialImbizoforAgricultureandForestryconducted

intheWesternCape75%(730of968)requestedinvestigationsforworkpermitswereconductedwithin5workdaysNewfor2017/18:Numberofworkplacesinspectedperyeartodeterminecompliancewithminimumwagesassetinthesectoraldeterminationsand100percentofnon-complyingworkplacesinspectedperyearwithreferencetodealtwithintermsoftherelevantsectoraldetermination

Justification Togiveeffecttotherightoffairlabourpracticesbytheregulationofbasicconditionsofemployment

Links Outcome4(suboutcome7)NationalDevelopmentPlan:Labour–marketregulation(Chapter3)

FiveYearTarget 30%Increaseinnumberofinspections

StrategicObjective3 StrengthenOccupationalsafetyprotectionObjectivestatement Ensurethatoccupationalsafetyofworkersisprotectedthroughthe

enforcementofhealthandhygieneregulationsBaseline Atotalof23678workplaceswereinspected

106%wasdealtwith.Atotalof6570noticeswereissuedand112caseswerereferredtocourt45%(589)ofthe1305reportedincidentswereinvestigatedwithin90days100%(4474)applicationswerereceivedandprocessedwithin30calendardaysTheOHSBillsubmittedtoNEDLAC5378employerpayrollauditswereconducted

Justification Toprovidefortheprotectionofworkersandpersonsotherthanworkersagainsthazardstohealthandsafetyarisingoutoforinconnectionwiththeactivitiesofpersonsatwork

Links Outcome2NationalDevelopmentPlan:PromotingHealth(Chapter10)

FiveYearTarget 30%Increaseinnumberofinspections

7.2.3Resourceconsiderations

ExpenditureTrendsThisprogrammehasalsobeenexperiencingunderspendingoverthepastfouryearsduetovacantlabourinspectorpostsowingtochallengesofretaininginspectorsandfindingsuitablecandidateswiththerequisitespecialistskills.Asaresultspendinghasbeenpoor,CabinetapprovedbudgetreductionsofR136.1millionundercompensationofemployeesinthe2014BudgetandR21millionoverthe2015mediumterm.ThisadverselyaffectsservicedeliveryasvacancieswillhamperthepredeterminedperformancetargetssetfortheyearundertheDecentWorkpolicy,asitisbasedonafullstaffcomplimentandwillalsomakethetargetofincreasinginthenumberoflabourinspectionsunachievable.Toaddressthis,overthe2016mediumterm,spendingbytheInspectionandEnforcementServices

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programmewouldhavegrownstronglyasthefillingofvacantpostsintheInspectoratewouldhavecommenced.Planstoincreasethecapacityoftheinspectorsfrom2016/17cametoahaltastheCompensationofEmployeesbudgetallocationwasreducedwithR228.454millionovertheMTEF,R64.5millionin2016/17,R82.196millionin2017/18andR81.758millionin2018/19.TheGoodsandServicesbudgetwasalsoreducedwithR10.618millionovertheMTEF,R2.238millionin2016/17,R3.812millionin2017/18andR4.568millionin2018/19.ThebiggestcostdriveriscompensationofemployeesmainlyundertheComplianceMonitoringandEnforcementsub-programme.Thisprojectedgrowthinspending,albeitinadequatetomeetthetarget,isinlinewiththe‘spirit’oftheMTSFwhichsetsatargetofincreasingthenumberofinspectionsandfollow-upsby30percentby2019.

HumanResourcestrendsUndertheInspectionandEnforcementServicesprogramme,thedepartmentintendsenhancingtheimplementationofitsDecentWorkpolicybycontributingtothetargetsetintheMTSFofincreasinginspectionsby30percentin2019.However,duetobudgetreductionstheDepartmentwillstruggletoincreasethenumberofinspectionswith30percent.Theprojectedgrowthinnumberofinspectionsdependsontheavailabilityoffundingtofillthecurrentvacanciesandtoincreasethenumberofinspectorsincertainareasoflegislation.Themainitemsofexpenditureinthisprogrammeincludecompensationofemployeesandfleetexpensestoconducttheinspections.R1.6billionisallocatedoverthe2016MTEFtosupportthispolicyinitiative.Theguidelinesetbythedepartmentforthenumberofpreventativeinspectionsperinspectorpermonthamountsto13..However,between2011/12and2013/14,inspectorsonlyconductedonaverage12suchinspections.Policyfocusoverthemediumtermseekstoaddressthisgapastrainingwasprovidedtoinspectorsandmorevehiclesweremadeavailabletoinspectorstoperformtheirdutiesbetween2013/14and2015/16.

Thisprogrammehasalsobeenexperiencingunderspendingoverthepastfouryearsduetovacantlabourinspectorpostsowingtochallengesofretaininginspectorsandfindingsuitablecandidateswiththerequisitespecialistskills.Asaresultspendinghasbeenpoor,CabinetapprovedbudgetreductionsofR136.1millionundercompensationofemployeesinthe2014BudgetandR21millionoverthe2015mediumterm.ThisadverselyaffectsservicedeliveryasvacancieswillhamperthepredeterminedperformancetargetssetfortheyearundertheDecentWorkpolicy,asitisbasedonafullstaffcomplimentandwillalsomakethetargetofincreasinginthenumberoflabourinspectionsunachievable.Toaddressthis,overthe2016mediumterm,spendingbytheInspectionandEnforcementServicesprogrammewouldhavegrownstronglyasthefillingofvacantpostsintheInspectoratewouldhavecommenced.Planstoincreasethecapacityoftheinspectorsfrom2016/17cometoaholdastheCompensationofEmployeesbudgetallocationwasreducedwithR228.454millionovertheMTEF,R64.5millionin2016/17,R82.196millionin2017/18andR81.758millionin2018/19.ThebiggestcostdriveriscompensationofemployeesmainlyundertheComplianceMonitoringandEnforcementsub-programme.Thisprojectedgrowthinspending,albeitinadequatetomeetthetarget,isinlinewiththe‘spirit’oftheMTSFwhichsetsatargetofincreasingthenumberofinspectionsandfollow-upsby30percentby2019.

MajoraspectsofourprogrammeoflegislativereformwerecompletedduringtheyearandstepswerealsotakentofurtherstrengthenandprofessionalisetheinspectionandenforcementcapacityoftheDepartment.Duringthecomingyears,ouremphasiswillmovetoenforcementandtomonitoringandevaluatingtheimplementationofthelabourlaws,asamended.

TheDepartmentaimstoensurethatemployersadheretoemploymentequityplansanddecentworkprinciples,andthatvulnerableworkersareprotected.Overthemedium-term,theDepartmentplanstoenhanceenforcementbyincreasingthenumberofinspectionsforcompliancewithlabourlegislation.However,theDepartmenthasfacedchallengesinboth,retaininginspectorsandfindingsuitable,specialisedcandidates.

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7.3PROGRAMME3:PUBLICEMPLOYMENTSERVICES(PES)

Purpose:Provideassistancetocompaniesandworkerstoadjusttochanginglabourmarketconditionsandtoregulateprivateemploymentagencies.

Description:Theprogrammeconsistsofthefollowingsub-programmes:

ManagementandSupportServices:PublicEmploymentServicesmanagesdelegatedadministrativeandfinancialresponsibilities,coordinatesallplanning,monitoringandevaluationfunctions,andprovidescorporatesupporttolinefunctionsubprogrammes.EmployerServices,withthefollowingfunctions:• Registerjobvacanciesandotherworkopportunities;• facilitateplacingofworkseekerswithemployersorinotherworkopportunities;• facilitateexchangeofinformationamonglabourmarketparticipants,including

employers,workersandworkseekers,privateemploymentagencies,SectorEducationandTrainingAuthoritiesandtrainingproviders;

• facilitatingtheemploymentofforeignnationalsinamannerthatisconsistentwiththeobjectofthisActandtheImmigrationAct;and

• Assistscompaniesindistress,providesasocialplanandregulatesprivateemploymentagenciesandTemporaryEmploymentServices.

Work-SeekerServices:• Matchworkseekerswithavailableworkopportunities;• registerworkseekers,andretrenchedworkers,ontheemploymentservicessystem• adviseworkseekersonaccesstoeducationandtraining;• adviseworkersonaccesstosocialsecuritybenefits;and• providespecialisedservicestoassistvulnerableworkseekers;facilitatestheprovisionof

employabilityenhancementprogrammesDesignatedGroupsSpecialServicesfacilitatesthetransferofsubsidiestodesignatedorganizationstopromotetheemploymentofpeoplewithdisabilities,youth,andwomen,incollaborationwithrelevantbodies.Theprogrammehasoversightoverthefollowingentities:SupportedEmploymentEnterprises:• facilitatessupportedemployment;• providesworkopportunitiesforpersonswithdisabilities;§ developsandimplementprogrammesthatpromotetheemployabilityofpersonswith

disabilities,includingpersonswithpermanentdisablementasdefinedintheCompensationforOccupationalInjuriesandDiseasesAct,1993(ActNo.130of1993),inthelightoftheirevolvingneedsinachangingeconomy;and

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• PerformsanyotherfunctionasmaybeprescribedbytheMinister.ProductivitySouthAfrica:• Promotesacultureofproductivityintheworkplace;• developsrelevantproductivitycompetencies;• facilitatesandevaluateproductivityimprovementandcompetitivenessinworkplaces;• measuresandevaluatesproductivityintheworkplace;• maintainsadata-baseofproductivityandcompetitivenesssystemsandtopublicisethese

systems;• undertakesproductivity-relatedresearch;• Supportsinitiativesaimedatpreventingjoblosses;andperformsanyotherprescribed

function.

UnemploymentInsuranceFund:• providesincomesupporttounemployedcontributorswhilstawaitingintegrationinto

employmentCompensationFund:• Providesforcompensationtoworkplaceinjuriesanddiseases.PESmakesprovisionforthe

compensationofpublicservantsintermsoftheCOIDA.

Strategicoutcomeorientedgoal3:(Outcome5)

Askilledandcapableworkforcetosupportaninclusivegrowthpath

GOALSTATEMENT 2.Contributetoskillsdevelopment

7.3.1STRATEGICRISKSLinktostrategicobjective RiskDescription Mitigationstrategy

Foreignnationalsindividualandcooperateworkvisasrecommended

Unfaircompetitionforjobsbetweenlocalsandforeigners

• Automationoftheapplicationprocess

• Streamlinedapplicationandadjudicationprocesses

Vulnerableworkersprotected Abuseofworkseekers • Automationoftheapplicationprocess

• Streamlinedapplicationandadjudication

• Centralisedadjudicationcommittee

Strategicoutcomeorientedgoal2:(outcome4;sub-outcome3&8)

Decentemploymentthroughinclusiveeconomicgrowth

GOALSTATEMENT 1. Contributingtodecentemploymentcreation

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Linktostrategicobjective RiskDescription Mitigationstrategy• Standardoperatingprocedures

fromPESinplacePrescribedemploymentservicesregulationsinplace

NonimplementationofsomesectionsoftheESAct

• EffectiveESBoard

7.3.2STRATEGICOBJECTIVESStrategicObjective1. Contributetodecentemploymentcreation 1.1.PrescribedemploymentservicesregulationsinplaceObjectivestatement 6EmploymentservicesActprescribedRegulationsdevelopedBaseline TheEmploymentServicesAct2014waspromulgatedwitheffectfrom9th

August2015Justification Employment servicesprovided inaccordancewith theprovisionsof the

ESAct.Links Outcome4-Contributingtodecentemploymentcreationandthe

NationalDevelopmentPlan(Chapter3)FiveYearTarget SixprescribedRegulationspublishedbytheministerinthegovernment

gazette 1.2.EmploymentServicescommunicatedObjectivestatement CommunicatePESinitiativesandinterventionsthroughvariouschannelsBaseline 18Provincialand518localcampaignswereconducted

Justification RaiseawarenessonPEStoincreaseaccesstoemploymentLinks Outcome4-Contributingtodecentemploymentcreationandthe

NationalDevelopmentPlan(Chapter3)FiveYearTarget PESinitiativesandinterventionscommunicatedthroughvariouschannels

1.3.WorkseekersregisteredObjectivestatement Registerwork-seekersonEmploymentSystemofSouthAfrica(ESSA)Baseline 618570workseekerswereregisteredonESSAJustification Toenablework-seekerstoaccessemploymentopportunitiesLinks Outcome4&5–Contributingtodecentemploymentcreation–and

theNationalDevelopmentPlan(Chapter3)FiveYearTarget Work-seekersregisteredonESSAforopportunities

1.4.EmploymentcounsellingprovidedObjectivestatement Provideemploymentcounsellingtowork-seekersBaseline 246744registeredwork-seekerswereprovidedwithemployment

counsellingJustification Enhancetheemployabilityofregisteredwork-seekersLinks Outcome4&5–(Contributingtodecentemploymentcreation)and

theNationalDevelopmentPlan(Chapter3)FiveYearTarget Workseekersprovidedwithemploymentcounselling

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1.5.WorkseekersplacedinemploymentorlearningopportunitiesObjectivestatement Placework-seekersintoopportunitiesBaseline 14634work-seekersplacedJustification Contributetothereductionofunemploymentandpoverty

Links Outcome4and5-ContributingtodecentemploymentcreationandtheNationalDevelopmentPlan(Chapter3)

FiveYearTarget Work-seekersplacedintoopportunities

1.6.WorkandlearningopportunitiesregisteredObjectivestatement RegistrationofopportunitiesonESSABaseline 74056opportunitiesregisteredJustification Facilitatetheplacementofregisteredworkseekersintoemployment

opportunitiesLinks Outcome4-Contributingtodecentemploymentcreationandthe

NationalDevelopmentPlan(Chapter3)FiveYearTarget OpportunitiesregisteredonESSA

1.7.Vulnerablework-seekersprotectedObjectivestatement RegulatePEAsandTESsBaseline 87%(337of384)Justification Preventtheabuse/exploitationofworkseekersbyPEAsandTESsLinks Outcome4-Contributingtodecentemploymentcreationandthe

NationalDevelopmentPlan(Chapter3)FiveYearTarget PEAsandTESsregulated

StrategicObjective2 ContributetoskillsdevelopmentObjectivestatement HomeAffairsadvisedonthenumberofforeigncorporateandindividual

workvisastobeissuedBaseline 502individuals,and49corporaterequestsforrecommendation

respondedtowithin30workingdaysJustification Facilitatetheemploymentofforeignnationalswheresuchskillsdonot

existinthecountryLinks Outcome4(suboutcome3)and5-Contributingtodecentemployment

creationandtheNationalDevelopmentPlan(Chapter3))FiveYearTarget 70%completeapplicationsprocessedwithin30days.

7.3.3Resourceconsiderations

ExpenditureTrendsPESis intheprocessofenhancingESSAinorderto improvematchingofworkseekerstoopportunities.Thiswillbefollowedbyanassessmentprocessthatdeterminesreferralofworkseekerstoemployers.InpursuanceoftheNDPtargetsonemploymentandjobcreation,theBranchaimstoincreasethenumberof registered work seekers and the number of work seekers placed in registered employmentopportunities,inthemediumterm.

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The Department will host road shows, conduct advocacy campaigns, and integrate the EmploymentServices System with the Unemployment Insurance Fund and National Learner Record Database. Thedepartmentwill also establish partnershipswith other stakeholders such as the Department of HigherEducation and Training, the Department of Public Works, the National Youth Development Agency,organisedbusiness,andmunicipalities.

Throughanewcounsellingstrategy,thedepartmentaimstogetworkseekersjobreadyandthusreducethetimeittakestoplaceaworkseeker.Thedepartmentwillalsoexplorepartnershipstomodernisethesystem’sassessmenttests.

The Branch: Public Employment Services had an allocation of R488.297 million for the financial year2015/16.Asat30July2015theexpenditureforthebranchwasR155.285millionwhichconstitutes32%of the Budget. However the overall branch spending for 2015/16 is normal. The branch received anadditionalallocationofR4millionforthefinancialyear2016/17howevertherewerefurtherMTEFbudgetreductionsonCompensationofEmployeesofR30.8millionfor2016/17andR42.2millionfor2017/18andR45.3million 2018/19. Therefore the branch revised baseline or allocation in 2016/17 R252.4million,2017/18R269.9millionand2018/19R298million.

The branch has refocused its budget allocation by redirecting Supported Employment Enterprisesallocation to transfers and subsidies. This has reduced branch allocation by R50million under currentpaymentsandincreasedthetransfersandsubsidiesbythesaidamount.AnamountofR10.6millionhasalsobeenredirectedtosub-programmeDesignatedGroupsastherewasalinkinfunctionsbetweenthetwoperformanceareas.ThiswillreducetransferandsubsidiesforSupportedEmploymentEnterprisesbyR10.6million.

The ES Act was promulgated in August 2015. In the assessment of the implementation plan it wasdetermined that in order to achieve service delivery improvement additional personnel would berequired.DuringtheadjustmentestimatesofNationalExpenditure2015-16theBranchgotanadditionalR9 million to alleviate spending pressures resulting from the implementation of improvement ofconditionsofemployment.

HumanResourcestrendsTheestablishment in2015/16has737 filledpostsand43vacancies. In2016/17 theestablishmenthasbeenreducedduetoredirectingSupportedEmploymentEnterprises,resultingtodepreciationofPESstaffestablishment.In2016/17theestablishmentisnotfullyfundedduetothereductiononcompensationofemployees’budgetwhichwasearmarkedforfillingvacancies.

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7.4PROGRAMME4:LABOURPOLICY&INDUSTRIALRELATIONS(LP&IR)

Purpose:FacilitatetheestablishmentofanequitableandsoundlabourrelationsenvironmentandthepromotionofSouthAfrica’sinterestsininternationallabourmattersthroughresearch,analysingandevaluatinglabourpolicy,andprovidingstatisticaldataonthelabourmarket,includingprovidingsupporttoinstitutionsthatpromotesocialdialogue.ProgrammeDescription:Theprogrammeconsistsofthefollowingsub-programmesandentities:

• ManagementandSupportServices:LabourPolicyandIndustrialRelationsmanagesdelegatedadministrativeandfinancialresponsibilities,coordinatesallplanning,monitoringandevaluationfunctions,andprovidescorporatesupporttolinefunctionsub-programmes.

• StrengthenCivilSocietyfundscivilsocietyorganisationsthatprotectvulnerableworkersinordertocontributetoastableandsmoothfunctioninglabourmarketbyprovidingresources,supportandexpertisetoimprovetheindependenceandself-relianceofworkersthroughtransfers.

• CollectiveBargainingmanagestheimplementationoftheLabourRelationsAct(1995)throughpoliciesandpracticesthatpromotesoundlabourrelations.Fundsaremainlyusedto:registerlabourorganisationsandde-registerthosethatarenon-compliant;publishandextendcollectiveagreements;supportandadvanceparticipationincollectivebargainingstructures;participateinthegovernancestructuresoftheCommissionforConciliation,MediationandArbitration;andtoparticipateinrelevantNationalEconomicDevelopmentandLabourCouncil(NEDLAC)activities.

• EmploymentEquitypromotesequityinthelabourmarketthroughtheeliminationofunfairdiscriminationandpromotionofequitablerepresentationintheworkplace.

• Employment Standardsprotects vulnerableworkers in the labourmarket by establishing basicstandardsandminimumwages

• Research, Policy and Planning monitors and evaluates the impact of labour legislation andpoliciesaffectingtheSouthAfricanlabourmarket.

• LabourMarket Information and Statistics collects, collates, analyses and disseminates internalandexternallabourmarketstatisticsregardingthechangesintheSouthAfricanlabourmarket.

• International LabourMatterscontribute toGlobal policy formulation and facilitate compliancewithinternationalobligationsthroughmulti-andbilateralrelations.

• National Economic Development and Labour Council – funds are transferred to the NationalEconomicDevelopmentand LabourCouncil,whichpromoteseconomic growth,participation ineconomicdecisionmakingandsocialequity.

• CommissionforConciliation,MediationandArbitration-fundsaretransferredtotheCommissionforConciliation,MediationandArbitration,whichpromotessocialjusticeandfairnessintheworkplacethroughdisputepreventionanddisputeresolutionservices.

Strategicoutcomeoriented

goal2:(outcome4)

Decentemploymentthroughinclusiveeconomicgrowth

45

Strategicoutcomeoriented

goal4:(Outcome11)

CreateabetterSouthAfrica,abetterAfricaandabetterWorld

GOALSTATEMENT 4.Strengthenmultilateralandbilateralrelations

Strategicoutcomeoriented

goal7:(Outcome14)

TransformingSocietyandunitingtheNation

GOALSTATEMENT 10.PromoteEquityinthelabourmarket

7.4.1STRATEGICRISKSStrategicObjective RiskDescription Mitigationstrategy

Establishbasicstandardsandminimumwages

Inadequateminimumstandardsforvulnerableworkers

• EffectivefunctioningoftheEmploymentConditionsCommission

• Timeousresearchtakingplace• Adequatelyresourcedsecretariat

available

7.4.2STRATEGICOBJECTIVES

StrategicObjective1 EmploymentEquityintheLabourMarketensuredandenforcementimproved

Objectivestatement Establishlegislativeframeworktopromoteemploymentequity

Baseline TheEmploymentEquityAmendmentAct,2013andEERegulationsof2014commencedon1August2014CodeofGoodPracticeonEqualPayforWorkofEqualValuedevelopedbyendMarch2015.ItwasonlypublishedinJune201518workshopswereconductedwithstakeholdersinprovincesonamendedEEAandregulationsThe2013-2014EmploymentEquityAnnualReportandPublicRegisterwerepublishedandlaunchedbytheMinisterattheEmploymentEquityandTransformationIndabaon9April2014.2014-2015AnnualReportdeveloped;and2014-2015PublicRegisterdevelopedpublishedinGovernmentGazetteNo.3858730IncomeDifferentialsassessedbyendofMarch2015

Justification Promotionofequalitythroughtheestablishmentofequitablerepresentativeworkplacesfreefromunfairdiscriminationtocontributetodecentemploymentandinclusiveeconomicgrowth

GOALSTATEMENT 2.Contributetodecentemploymentcreation3.Protectvulnerableworkers6.Promotesoundlabourrelations7.Monitortheimpactoflegislation

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Links Outcome14(suboutcome2):Transformingsocietyandunitingthecountry

FiveYearTarget Atleast40%ofmiddleandseniormanagementareAfricanby2019/2020

StrategicObjective2 EstablishbasicstandardsandminimumwagesObjectivestatement Settingstandardstoreduceinequalityinpayandminimumwagesfor

allvulnerableworkersBaseline Domesticworkersandcontractcleaningworkerssectoral

determinationreviewedTwonewsectorswereinvestigated:- GardenService- BuildingConstructionSector

Justification Protectionofvulnerableworkersensured

Links Outcome4(suboutcome7):Decentemploymentthroughinclusiveeconomicgrowth

FiveYearTarget 95%Gapsinminimumwagedeterminationscovered

StrategicObjective3 AdvancenationalprioritiesthroughbilateralrelationsObjectivestatement Promotionofnationalintereststhroughbilateralcooperation

agreementsBaseline SevenReportssubmittedintermsof22oftheILO

OneReportssubmittedintermsofArticle19oftheILOJustification Promoteinternationalcooperationandcoordinateallbilateral

engagementsoftheDepartment.Links Outcome11:CreateabetterSouthAfrica,abetterAfricaandabetter

WorldFiveYearTarget 8signedMoUsimplementedand5newMoUssigned

StrategicObjective4 PromotingsoundLabourRelations

Objectivestatement PromotesoundlabourrelationsandcentralisedCollectiveBargainingBaseline 20collectiveagreementswereextendedwithin60daysofreceipt

147applicationsconsideredandfinalisedwithin90-daysofreceiptJustification Soundlabourrelationsareanecessaryconditionfordecent

employment,inclusiveeconomicgrowth,freedomofassociation,socialjusticeandeffectivesocialdialogueinthelabourmarket

Links Outcome4(suboutcome7):Decentemploymentthroughinclusiveeconomicgrowth

FiveYearTarget Developmentofprogrammestoaddressworkplaceconflictthrough(a)improvedcommunication,careermobility,skillsdevelopmentandfairnessinworkplaces,and(b)strongerlabour-relationssystemsProcessimplementedin3sectorsand10workplacesTheshareofunprotectedstrikesintotalstrikeactiondecreasewith50%

StrategicObjective5 Monitorandevaluatethetrendsandimpactoflegislationinthelabourmarket

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Objectivestatement Promotesoundpolicyframeworkthroughresearchandlabourmarketinformationanalysis

Baseline 4Labourmarkettrendreportsand4researchreportsproducedThefocuswillbeondisseminatinglabourmarketinformationandconductingresearchleadingtomoreefficientservicedeliveryandevidencebasedpolicyinterventiontobranchesandfundsresponsibleforthevariouspolicies.

Justification Provideresearchfindingsandensureuptodatelabourmarketinformationforevidencebasedpolicyinterventiontobranchesandfundsresponsibleforthevariouspolicies.

Links Outcome4:Decentemploymentthroughinclusiveeconomicgrowth

FiveYearTarget Fourannuallabourmarkettrendsandthreeresearchreportswillbeproducedanddisseminatedtointernalandexternalstakeholdersfordecisionmaking

7.4.3Resourceconsiderations

ExpenditureTrendsOverthemediumterm,thedepartmentwillfocusontheimplementationoftheamendedLabourRelationsAct(1995),theBasicConditionsofEmploymentAct(1997),theEmploymentEquityAct(1998)andanationalminimumwage.R16.3millionoverthemediumtermisreprioritisedtotheLabourPolicyandIndustrialRelationsprogrammeforfilling12criticalvacantposts,includingadeputydirectorand2directorsforlabourrelationsandeconomicmodelling,andthechairpersonoftheEmploymentConditionsCommission.(Thecommissionwasestablishedin1998toadvisetheMinisterofLabour,theMinisterofSocialDevelopmentandtheMinisterofPublicServiceandAdministrationonvariousissuesrelatedtoregulatingemployment.)

HumanResourcestrendsThedepartmentaimstoemploymorepersonneltoimplementanationalminimumwagetocontributetoreducingpovertyandincomeinequalityinSouthAfrica.Thisincreaseininstitutionalcapacityaccountsforthe29.6percentaverageannualgrowthinspendingintheEmploymentsStandardssubprogrammeoverthemediumterm.TheLabourPolicyandIndustrialRelationsprogrammereceivesR9.1millionin2017/18andR9.7millionin2018/19toestablishanationalminimumwagefixingmechanism,toadjustthelevelofthewageperiodically,andtoreviewtheimpactofthenationalminimumwage.ThisworkcouldeitherbeanextensionoftheEmploymentConditionsCommission’sworkanditssecretariatinthedepartment,orasimilarinstitution.HowtodetermineanationalminimumwageisunderdiscussionintheNationalEconomicandDevelopmentLabourCouncil,andtheprocessshouldconcludeinearly2016.

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PartCLinkstoOtherPlans

8.ConditionalgrantsNotapplicabletotheDepartmentofLabour

9.PublicEntitiesreportingtotheMinisterofLabourNameofpublicentity

Mandate Outputs Currentannualbudget(R‘000)

Dateofnextevaluation

UnemploymentInsuranceFund

TheUnemploymentInsuranceFund(UIF)contributestothealleviationofpovertyinSouthAfricabyprovidingshort-termunemploymentinsurancetoallworkerswhoqualifyforunemploymentrelatedbenefits.TheFundisfinancedbyadedicatedtaxonthewagebill.

Collectionofunemploymentinsurancecontributionsandpaymentofbenefitstoqualifyingcontributors.

01April2016

CompensationFund TheCompensationFund’s(CF)mainobjectiveistoprovidecompensationfordisability,illnessanddeathresultingfromoccupationalinjuriesanddiseases.

CollectionofcontributionsandpaymentofMedical,compensationandpensionbenefits.

R5176487 01April2016

ProductivitySouthAfrica(PSA)

ProductivitySAismandatedbygovernment,organisedlabourandorganisedbusinesstoimprovetheproductivecapacityoftheeconomyandthuscontributetoSouthAfrica’ssocio-economicdevelopmentandcompetitiveness.

• Productsandservicesofassistedcompaniesworldclassandcompetitive.

• ProductivityandcompetitivenessawarenessishighandembracedinSouthAfrica.

• CapacitatedSMMEscontributetosustainableemploymentcreation.

• Jobssavedindistressescompanies.

• Productivityresearchreportsforselectedsectorsproduced.

R183080 01April2016

CommissionforConciliation,MediationandArbitration

TheCommissionforConciliation,MediationandArbitration(CCMA)wasestablishedintermsoftheLabourRelationsAct,1995asamended.Itismandatedtopromotesocialjusticeandfairnessintheworkplacebydeliveringethical,qualitative,innovativeandcosteffectivedisputemanagementandresolutionservices,institutionbuildingservices,education,traininganddevelopment,and

TheCCMA’scompulsorystatutoryfunctionsareto:• Consolidateworkplace

disputes,• arbitratecertain

categoriesofdisputesthatremainunresolvedafterconciliation,establishpicketingrules,

• facilitatetheestablishmentofworkplaceforumsandstatutorycouncils,

R770501 01April2016

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Nameofpublicentity

Mandate Outputs Currentannualbudget(R‘000)

Dateofnextevaluation

efficientadministration. • compileandpublishinformationandstatisticsaboutCCMAactivities,

• accreditandconsiderapplicationsforsubsidybybargainingcouncilsandprivateagencies;and

• providesupportfortheEssentialServicesCommittee.

NationalEconomicDevelopmentandLabourCouncil(NEDLAC)

TheNationalEconomicDevelopmentandLabourCouncilwasestablishedintermsoftheNationalEconomicDevelopmentandLabourCouncilAct,1994.TheActrequiresorganisedlabour,organisedbusiness,communitybasedorganisationsandgovernment,asacollective,topromotethegoalsofeconomicgrowth;participateineconomicdecisionmakingandsocialequity;seektoreachconsensusandconcludeagreementsonmatterspertainingtosocialandeconomicpolicy;considerallproposedlabourlegislationrelatingtolabourmarketpolicyandallsignificantchangestosocialandeconomicpolicybeforetheseareintroducedinParliament;andencourageandpromotetheformulationofcoordinatedpolicyonsocialandeconomicmatters.

TheNEDLACActrequirestheinstitutionto:• Strivetopromotethegoalsofeconomicgrowth,

• participationineconomicdecision–makingandsocialequity,

• seektoreachconsensusandconcludeagreementsonmatterspertainingtosocialandeconomicpolicy,

• ConsiderallproposedlabourlegislationrelatingtolabourmarketpolicybeforeitisintroducedinParliament,

• encourageandpromotetheformulationofcoordinatedpolicyonsocialandeconomicmatters,

• considerallsignificantchangestosocialandeconomicpolicybeforeitisimplementedorintroducedinParliamentand

• considerSocialEconomicDisputesintermsofSection77oftheLabourRelationsAct

R31008 01April2016

10.Public-privatepartnershipsNone

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11.GeneralTheDepartmentofLabourhavedecidedtorevisetheStrategicPlaninordertoimprovethealignmenttotheMTSF.TherewerealsoissuesraisedbytheDepartmentofPlanning,MonitoringandEvaluationthatthedepartmentdidnotaddressinthepreviousStrategicPlan.Someoftheissuesandcorrectionsareasfollows:

• Notallthestrategicobjectiveshadafiveyeartarget;

• Programmesdidnotexpandontheirfinancialandhumanresourcesinordertoreachthesettargets;

• Somestrategicobjectivesareactuallyoperationalandthereforehadtoberemoved;

• AndtherewerenoTechnicalIndicatorDefinitions(TID)gridsonhowtomeasurethestrategicobjectivesandtheimportancethereof.PleasebearwiththedepartmentastheTID’smaynotbeperfectasitisthefirsttimethatwecompilethisforthestrategicobjectives.Itwillimproveovertimeassomefinetuningwillhappenasandwhenshortcomingsareexposed.

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PartD:TechnicalIndicatorsDefinitionsoftheTechnicalIndicatorTableArea Description

Indicatortitle Identifiesthetitleofthestrategicoutcomeorientedgoal,objectiveorprogrammeperformanceindicator

Shortdefinition Providesabriefexplanationofwhattheindicatoris,withenoughdetailtogiveageneralunderstandingoftheindicator

Purpose/importance Explainswhattheindicatorisintendedtoshowandwhyitisimportant

Source/collectionofdata Describeswheretheinformationcomesfromandhowitiscollected

Methodofcalculation Describesclearlyandspecificallyhowtheindicatoriscalculated

Datalimitations Identifiesanylimitationwiththeindicatordata,includingfactorsthatmightbebeyondthedepartment’scontrol

Typeofindicator Identifieswhethertheindicatorismeasuringinputs,activities,outputs,outcomesorimpact,orsomeotherdimensionofperformancesuchasefficiency,economyorequity

Calculationtype Identifieswhetherthereportedperformanceiscumulative,ornon-cumulative

Reportingcycle Identifiesifanindicatorisreportedquarterly,annuallyoratlongertimeintervals

Newindicator Identifieswhethertheindicatorisnew,hassignificantlychanged,orcontinueswithoutchangefromthepreviousyear

Desiredperformance Identifieswhetheractualperformancethatishigherorlowerthantargetedperformanceisdesirable

Indicatorresponsibility Identifieswhoisresponsibleformanagingandreportingtheindicator

Programme1:AdministrationArea Description

Indicatortitle 1. ProvidestrategicmanagementandsupportservicestotheDepartment

Shortdefinition • TheManagementAssessmentTool(M-PAT)isatoolthatcollatesexistingmanagementpolicyandguidelinesintoasingleframeworkofstandardsandindicatorsofgoodmanagementpractice.

• M-PATprovidesasnapshotofthequalityofmanagementpracticesindepartmentsandmunicipalitiesacrossarangeofkeyperformanceareas;StrategicManagement,GovernanceandAccountability,HumanResourcesManagement,FinancialManagementandSupplyChainManagement.

• M-PATislinkedtoothermonitoringtools;liketheAuditorGeneral.

Purpose/importance Itenablesmanagerstotesttheirownmanagementpracticesagainstothersandidentifymanagementpracticeimprovementsthatwillenabletoimproveservicedelivery.

Source/collectionofdata M-PATactionplanM-PATsystemadministeredbytheDPMEPortfolioofevidenceasrequiredbytheDPMEforthe4KPA’swhichare:

• FinancialManagement• StrategicManagement• HumanResourcesManagement• GovernanceandAccountability

Theannualperformancesarethenmeasuredagainstthescorecardofthepreviousfinancialyeartodetermineimprovement,maintenanceofthepreviousyear’sleveloradeclineinperformance.

Methodofcalculation M-PATSystemgeneratedAnnualassessmentReportareusedCountthenumberofindicatorsthatachievedascoreof3and4aswellasthetotalnumberofindicatorsConvertthenumberachievedasapercentageofthetotalnumberofindicators

Datalimitations EvidencedocumentssubmittedbytheAdministrationBranch

Typeofindicator ActivityandOutput

Calculationtype Non-cumulative

Reportingcycle Annual

Newindicator No

Desiredperformance Provideabasisforon-goinglearningaboutimprovedmanagementpractices

Indicatorresponsibility DDG:CorporateServices,ChiefOperationsOfficer(COO)andChiefFinancialOfficer(CFO)

Area Description

Indicatortitle 2. Integratedhumanresourcestrategyimplemented

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Shortdefinition ProvidehumanresourcesupporttoDepartmentofLabour

Purpose/importance Withouthumanresourcestherewillbenoservicedelivery

Source/collectionofdata PERSALEstablishmentreporttoverifythevacancyrate

Methodofcalculation Numberofvacantpostsdividebytotalnumberofposts/establishmentmultiplyby100

Datalimitations Availabilityofreportsandthesystemaswellthedelaysonthecapturingofhumanmovements

Typeofindicator ActivityandOutput

Calculationtype Non-cumulative

Reportingcycle Quarterly

Newindicator No

Desiredperformance Vacancyratebelow10%

Indicatorresponsibility DD:LC,DD:HRM(PO),CD:PO,AllDD,DirectorsandChiefDirectorsinHO,CD:HRMandDDG:CS

Area Description

Indicatortitle 3. Effectivesupplychainmanagement

Shortdefinition Enhancesupplychainmanagementprocessesandsystemstobeinlinewiththeregulatoryframeworkandgovernancebestpractices

Purpose/importance SupplyChainManagementandproceduresmustbeadheredtootopreventirregularandunauthorisedprocurementandpayments

Source/collectionofdata BASreportsandLOGISreportsBASandLOGISpaymentregistersAllpaymentdocumentsonBASandLOGISAllServiceProvidersmustprovideupdatedbankdetailswiththeirinvoicesinordertobepaid.AllbankdetailformsmusthaveabankstampasverificationofbankdetailsCompliantInvoicesareinvoicesthatareconformingtothepurchaseorderissuedtothesupplierorinvoicespayableasperservicerenderedinaccordancewiththetermsofthecontract.Inotherwords,theseareinvoiceswherethereisnodisputeforpaymentorwheretherearenodiscrepanciesfromtheSupplierssidethatcouldresultinreferringbacktheinvoicetothesupplier

Methodofcalculation Countthenumberofinvoicespaidwithin30daysofreceipt

Datalimitations Supplier’schangingbankingdetailsaftertheorderhasbeencreated,withoutinformingtheDepartment.Bankingdetailsofnew/existingsuppliersrejectedonSafetyNetbyNationalTreasury.SystemerrorswhenprocessingpaymentsonLOGISsystemwherebysometimesittakesmoretimetogetasolutionfromNationalTreasury/LOGIKdependingonthecomplexityoftheproblem

Typeofindicator Activityandoutcome

Calculationtype Cumulative

Reportingcycle Quarterly

Newindicator No

Desiredperformance 100Percentofinvoicespaidwithin30daysofreceipt

Indicatorresponsibility Director:SupplyChainManagementandChiefFinancialOfficer

Programme2:InspectionandEnforcementServicesArea Description

Indicatortitle 1. PromotionofEmploymentEquityinthelabourmarket

Shortdefinition PromotionofthetransformationofthelabourmarketbyinspectingworkplacesinordertoachievecompliancewithEmploymentEquitylegislation

Purpose/importance InspectdesignatedemployerstoestablishwhethertheycomplyingwiththeemploymentEquityAct

Source/collectionofdata Source:EEinspectionregistersatbothlabourcentresandprovincialofficesIESInspectionreportsCollectionofdataProcesssetoutintheIESStandardOperatingProcedures

Methodofcalculation EEinspectionregisterscompletedbothatassigningandfinalisationofinspectionsNumberofEEinspectionsatdesignatedemployersacrosslabourcentresandprovincestobeaddedNumberofcompliantdesignatedemployersonfirstinspectionidentifiedbyinspectionreportstobeaddedNumberofnon-compliantdesignatedemployerstobedeterminedbysubtractingthecompliantdesignatedemployersfromthenumberofemployersinspectedInformationcollectedatlabourcentrescollatedandsubmittedtoprovincialofficesProvincialofficecollatenumberofreviewsconcludedatlabourcentresandprovincialofficescollatedatprovinciallevel

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Datalimitations Manualcollectionofdataasopposedtoanelectronicsystemofcollectionofdata

Typeofindicator OutputandActivity

Calculationtype Cumulative

Reportingcycle QuarterlyandAnnually

Newindicator no

Desiredperformance 80%ofEmploymentEquityPlansassessedagainstindicatorsPromotethatatleast40%ofmiddleandseniormanagementareAfricanby2018/19

Indicatorresponsibility ProvincialChiefInspectors,ChiefDirectorProvincialOperations

Area Description

Indicatortitle 2. Workersprotectedthroughinspectionandenforcementoflabourlegislation

Shortdefinition EnsureDecentWorkprinciplesareadheredtobyprotectingworkersthroughtheinspectionandenforcementoflabourlegislation

Purpose/importance Todeterminecompliancewithlegislationintheinspectedsectors

Source/collectionofdata Source:IESinspectionregistersatbothlabourcentresandprovincialofficesIESinspectionreportsCollectionofdataProcesssetoutintheStandardOperatingProcedures

Methodofcalculation IESregisterscompletedbothatassigningandinitialinspectionsNumberofinspectionsatworkplacesacrosslabourcentresandprovincestobeaddedNumberofcompliantworkplacesonfirstinspection/reviewidentifiedbyinspectionreportstobeaddedNumberofnon-compliantworkplacestobedeterminedbysubtractingthecompliantworkplacesfromthenumberofworkplacesinspectedInformationcollectedatlabourcentrescollatedandsubmittedtoprovincialofficesProvincialofficecollatenumberofinspectionsconcludedatlabourcentresandprovincialofficescollatedatprovinciallevel

Datalimitations Manualreportsvs.electronicreports

Typeofindicator Output/Activity

Calculationtype Accumulativetoayear

Reportingcycle Quarterlyandannually

Newindicator No

Desiredperformance 30%Increaseinnumberofinspections

Indicatorresponsibility ProvincialChiefInspectors,ChiefDirectorProvincialOperations

Area Description

Indicatortitle 3. StrengthenOccupationalsafetyprotection

Shortdefinition Ensurethatoccupationalsafetyofworkersisprotectedthroughtheenforcementofhealthandhygieneregulations

Purpose/importance TodeterminecompliancewiththeOccupationalHealthandSafetyActanditsregulationsintheinspectedworkplaces

Source/collectionofdata Source:IESinspectionregistersatbothlabourcentresandprovincialofficesIESinspectionreportsCollectionofdataProcesssetoutintheIESStandardOperatingProcedures

Methodofcalculation IESregisterscompletedbothatassigningandfinalisationofreviewsNumberofinspectionsatworkplacesacrosslabourcentresandprovincestobeaddedatprovincialofficelevelNumberofcompliantworkplacesonfirstinspection/reviewidentifiedbyinspectionreportstobeaddedNumberofnon-compliantworkplacestobedeterminedbysubtractingthecompliantworkplacesfromthenumberofworkplacesinspectedInformationcollectedatlabourcentrescollatedandsubmittedtoprovincialofficesProvincialofficecollatenumberofinspectionsconcludedatlabourcentresandprovincialofficescollatedatprovinciallevel

Datalimitations Manualversusanelectronicsystemforthecollectionofdata

Typeofindicator Outputandactivity

Calculationtype Accumulative

Reportingcycle QuarterlyandAnnually

Newindicator No

Desiredperformance 30%Increaseinnumberofinspections

Indicatorresponsibility ProvincialChiefInspectors,ChiefDirectorProvincialOperations

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Programme3:PublicEmploymentServicesArea Description

Indicatortitle 1. EmploymentServicesprovidedinaccordancewithEmploymentServicesActandprescribedRegulations

Shortdefinition TodeliverservicesinaccordancewiththeEmployerServicesActanditsregulationstowork-seekersandemployers.Theseservicesincludesthefollowing:

♦ Registeringofwork-seekers♦ Registeringofjobopportunities♦ Providingcareerguidance♦ AdvocacyofPESservices♦ facilitatingtheemploymentofforeignnationalsinamannerthatisconsistentwiththeobjectofthis

ActandtheImmigrationAct♦ providespecialisedservicestoassistvulnerableworkseekers;facilitatestheprovisionofemployability

enhancementprogrammes♦ RegulatePEA’sandTES’s

Purpose/importance Toreducetheunemploymentrate,toensurejob-seekersareplacedinopportunities,tolinkjob-seekersandpotentialemployers

Source/collectionofdata VariousESSAreports

Methodofcalculation Countthenumbersonthevariousreports–seetheAPPformoredetail

Datalimitations OnlydatacapturedonESSAisused.Manualtransactionsnotcounteduntilcaptured

Typeofindicator Output

Calculationtype Cumulative

Reportingcycle Annually

Newindicator No

Desiredperformance Increasedemployabilityofregisteredwork-seekers

Indicatorresponsibility CareerCounsellorsatLabourCentres,PESManagersatProvincialOfficesDeputyDirector–EmploymentCounselling,DirectorandChiefDirector–WorkseekerServicesatHeadOffice

Area Description

Indicatortitle 2Foreignnationalsindividualandcooperateworkvisasregulated

Shortdefinition HomeAffairsadvisedonthenumberofindividualandcooperateworkvisastobeissued

Purpose/importance ToregulateforeignlabourmigrationinflowsintotheSAlabourmarket

Source/collectionofdata MinutesoftheAdjudicationcommitteeandbenchmarkingcertificates.Applicationswithdatestampsindicatingreceiptdates.Registers,Copiesofworkpermits

Methodofcalculation RecordeddateofcompleteapplicationreceiveduntilthedatethebenchmarkingcertificateisissuedtoHomeAffairs

Datalimitations ThenumberofapplicationrecommendationsreferredtoHomeAffairsmightnotnecessarilybeequaltothenumberofpermitsissuedbytheDepartmentofHomeAffairs

Typeofindicator Output

Calculationtype Cumulative

Reportingcycle Quarterlyandannualreporting

Newindicator No

Desiredperformance FacilitatetheemploymentofForeignNationals

Indicatorresponsibility EmploymentServicesPractitionersatLabourcentres,EmployerServiceco-ordinatorsandPESManagersatProvincialOffices,DeputyDirector,DirectorandChiefDirector–EmployerServicesatHeadOffice

7.4PROGRAMME4:LABOURPOLICY&INDUSTRIALRELATIONSArea Description

Indicatortitle 1. Promoteequityinthelabourmarket

Shortdefinition Establishlegislativeframeworktopromoteemploymentequity

Purpose/importance Toimprovecompliancebyemployerstoeliminateunfairdiscriminationandtoensuretheequitablerepresentationofthedesignatedgroupsintheworkplace

Source/collectionofdata PubliccommentsandtargetedstakeholderconsultationsonLegislationandotherPolicydocuments,ConventionsandotherInternationalandNationalinstruments,Section9institutionsandothersimilarbodies.Verificationsources:Ministerialsubmissions;CEEAdvisoryletters;GovernmentGazettesofCodesofGoodPractice;PublicRegister,EE

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AnnualReport,presentationslides;scheduleandprogrammesofworkshops,reportofpubliccomments;andclose-outreport.

Methodofcalculation AdvisorylettersfromCEEtotheMinisteronfinalisationofpolicydocumentsandordraftorgazettedcopiesdocuments

Datalimitations Qualityofcommentsreceivedfromthepublicandotherstakeholders

Typeofindicator Outputandactivity

Calculationtype Non-cumulative

Reportingcycle QuarterlyandAnnually

Newindicator No

Desiredperformance HighlevelsofcompliancefromEmployerstotherequirementsoftheEmploymentEquityAct

Indicatorresponsibility DDG:LPandIR,CD:LRandDirector:EmploymentEquity

Area Description

Indicatortitle 2. Establishbasicstandardsandminimumwages

Shortdefinition Settingstandardstoreduceinequalityinpayandminimumwagesforallvulnerableworkers

Purpose/importance Investigateand/orpromulgatetwoSectoralDeterminations(Hospitality/Taxi)asperAPPinordertosetminimumwagesandconditionsofemploymenttoalleviatepoverty,improvethelivelihoodsandavoidexploitationofvulnerableworkersasmandatedbytheBCEA.

Source/collectionofdata Submissionsbyrelevantstakeholdersandinputsreceivedduringthepublicconsultationprocess inthedifferentSectors.VerificationsourcesSubmissionfromtheMinisterapprovingtheinvestigation,Copyofthenoticeofinvestigationaspublishedinthegovernmentgazette,writtensubmissionsreceivedinresponsetothenotice,publichearingschedule,attendanceregistersofthepublichearings,ECCreportontheinvestigation,minutesoftheECCmeetings,copyofthesectoraldeterminationsaspublishedinthegovernmentgazetteorsubmissionfromtheMinisterrejectingtheestablishmentofthesectoraldetermination.

Methodofcalculation Countthenumberofnewand/orreviewedSectoraldeterminationsinvestigatedasperAPP.

Datalimitations Duetothenatureofthevulnerablesectors,poorattendanceofstakeholdersduringtheconsultationprocessislikely

Typeofindicator Outputandactivity

Calculationtype Non-cumulative

Reportingcycle QuarterlyandAnnually

Newindicator No

Desiredperformance PublishSectoralDeterminationandreducethelevelofpoverty

Indicatorresponsibility DDG:LPandIR,CD:LRandDirector:EmploymentStandards

Area Description

Indicatortitle 3. Strengthenandmonitorimplementationofbilateralagreementsthatareinlinewithnationalprioritieswithinsettimeframe

Shortdefinition ImplementsignedMemorandaofUnderstandingwithfraternalcountriesandconsidernewproposals

Purpose/importance Strengthenbilateralrelationsthroughsigningandimplementingthebilateralagreementswithinsettimeframes

Source/collectionofdata Implementationplans

Methodofcalculation Countthenumberofreportssubmittedannually

Datalimitations Consultationswithfraternalcountriesprolongedbydiplomaticprocesses.

Typeofindicator Output

Calculationtype Cumulative

Reportingcycle Annually

Newindicator Yes

Desiredperformance Tocomplyandimplementthesignedbilateralcooperationagreementswithinsettimeframes.

Indicatorresponsibility DDG:LPandIR,CD:InternationalRelations

Area Description

Indicatortitle 4. PromotingsoundLabourRelations

Shortdefinition PromotesoundlabourrelationsandcentralisedCollectiveBargaining

Purpose/importance Topromotefaircompetitioninspecificsectorsandtoprovideimprovedconditionsofemploymentanddecentwork

Source/collectionofdata • Applicationforms• Partyagreements

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• Manualcollectiveagreementsregisters• RecordofdecisionsmadebytheMinisterpertainingtotheextensionofcollectiveagreementsandpublished

agreementsPublishedGovernmentGazettes

Methodofcalculation CalculatethepercentageofPublishedagreementsextendedwithin90calendardaysofreceiptintheGovernmentGazettes

Datalimitations Industryfiguresandpartymembershipfiguresarenotalwaysadequate

Typeofindicator Outputandactivity

Calculationtype Non-cumulative

Reportingcycle Monthly,quarterlyandannually

Newindicator Partially

Desiredperformance Toensurethat100percentofcollectiveagreementsareextendedbytheMinisterwithin90calendardaysofreceiptby31March

Indicatorresponsibility DDG:LP&IR,CD:LRandDirector:CollectiveBargaining

Area Description

Indicatortitle 4.2PromotingsoundLabourRelations

Shortdefinition PromotesoundlabourrelationsandcentralisedCollectiveBargaining

Purpose/importance Registrationoflabourorganisations:• ToensureaccountabilitytotheDepartmentintermsoftheLRA,tothemembersandtothepublic• Toregulateandmonitortheoperationsofregisteredtradeunionsandemployers’organisations• Toensurefullparticipationinthecollectivebargainingsystem

Source/collectionofdata • Applicationforms(datestampedonreceipt)• Electronicsystem(Detailsofapplicationenteredonsystemondayofreceipt)KeeprecordofalldecisionsmadebytheRegistrarpertainingtotheapplicationsoftradeunionsandemployers’organisations

Methodofcalculation Calculatethepercentageofapplicationsforregistrationoflabourorganisationsfromdateofreceipttodateofdecisiontoapproveofrefuse

Datalimitations Registrationoflabourorganisations:• Insufficientrecordsofdataandprocessesofstart-uplabourorganisations(tradeunionsand

employers’organisations)• ReliabilityofMagicsystemasbasisforrecordingandmonitoringapplicationsanddecisions.

Typeofindicator Outputandactivity

Calculationtype Non-cumulative

Reportingcycle Monthly,quarterlyandannually

Newindicator Partially

Desiredperformance Theaimistoensurethat100percentofapplicationsforregistrationbytradeunionsandemployers’organisationareapprovedorrefusedwithin90calendardaysofreceiptby31March

Indicatorresponsibility DDG:LP&IR,CD:LRandDirector:CollectiveBargaining

Area Description

Indicatortitle 5.1NumberofAnnualLabourmarkettrendsreportsproducedannually

Shortdefinition Toprovideuptodateinformationonselectedindicatorsintheeconomyandlabourmarketasawhole.

Purpose/importance ToprovideageneralperspectiveontheperformanceoftheSouthAfricaneconomyandlabourmarkettoinformpolicymakersonthechangesthathappenedintheSouthAfricanlabourmarketovertimeinordertotakeactionwhereitisneeded.

Source/collectionofdata Administrativeinternalandexternalsurveydataareusedsuchasnewspapers,UnemploymentInsuranceFund,CCMA,CompensationFunds,EmploymentServices,CollectiveBargaining,ReserveBankandStatisticsSA.Verificationsources:FourAnnualreportsproduced:AnnualIndustrialAction,JobOpportunityandUnemploymentintheSAlabourmarket,AnnualAdministrativeStatisticsandAnnualLabourMarketBulletinreportsAnnualIndustrialAction

• Identificationofstrikethroughmedia(newspapers,radio,TV,etc.)• LRAForm9.2senttoaffectedemployers• Formsreceivedandcapturedonstrikedatabase• Dataverificationandanalysisconducted• AnnualreportwrittenbyMarchandapprovalsourcedfromtheMinister• Approvalreceived,quotationrequestedfromGovernmentandPublicationconductedbySeptember

AnnualAdministrativeStatistics

• Internaldatarequestedfromprovincialoffices,e.g.LMISunits;extractedfromEmploymentServices

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(ESSA),requestedfromUI(Siyayadatabase)• DatacapturedonExcelspreadsheetsandcapturedonLMISsnapshotsformat• LMISsnapshotsformatconsolidatedforkeyinternalindicatorsandforwardedtoallthroughthe

ExchangePostmaster• FourLMISsnapshotsareconsolidatedintooneyearforanalysis• AnnualreportwrittenbyMarchandapprovalsourcedfromtheMinister• Approvalreceived,quotationrequestedfromGovernmentandPublicationconductedbySeptember

JobOpportunityandUnemploymentintheSAlabourmarket

• Vacanciesdatasourcedfromnationalandregionalnewspapers• DatacapturedoninternalJOIdatabase(Excelspreadsheets)onweeklybasis• JOIdataconsolidatedandanalysedbykeyvacanciesindicatorsasreflectedacrossnewspapers• AnnualreportwrittenbyJuneandapprovalsourcedfromtheMinister• Approvalreceived,quotationrequestedfromGovernmentandPublicationconductedbySeptember

AnnualLabourMarketBulletin

• Externalstatisticalinformationextractedfromnationalpublication(ReserveBank,StatsSA,labourmarketacademicreportetc.)

• Reportstructureoutlinedandinformationconsolidatedandanalysed• AnnualreportwrittenbyJuneandapprovalsourcedfromtheMinister

Approvalreceived,quotationrequestedfromGovernmentandPublicationconductedbySeptember

Methodofcalculation Countthenumberofreportspublished

Datalimitations Limitedcoverageinparticularwithnewspapersdataidentificationandlackofeffectiveinternaldataintegrationsystem

Typeofindicator Outputandactivity

Calculationtype Actuals

Reportingcycle QuarterlyandAnnual

Newindicator No

Desiredperformance Theaimistoensure100%dataqualityandmorelabourmarketindicatorscoverageinordertobetterinformpolicymakers

Indicatorresponsibility DDG:LP&IR,CD:LMPandDirector:LabourMarketInformationandStatistics

Area Description

Indicatortitle 5.2NumberofLabourMarketResearchreportsproducedannually

Shortdefinition ResearchontheimpactoflegislationconductedFourresearchreportsinlinewiththeResearch,MonitoringandEvaluationagenda(RMEAgenda-isalistofresearchproblemsthatareidentifiedandagreeduponbytheresearchunitanditsclients[Branchesandfunds]forinvestigation.Theidentifiedresearchproblemsarealwaysaimedatevaluatingtheimpactoflabourlegislationandlabourpoliciestothelabourmarket.).1.Assessingtheeffectivenessofcollectivebargainingexemptionprocess,2.Reductionofworkinghourstoa40hourweek,3.AnalysisoftheknowledgelevelofthepublicontheservicesoftheDepartmentofLabour,4.Evaluationoftheattitudeofworkseekers.

Purpose/importance Toprovideresearchfindingsforevidence-basedpolicyintervention.

Source/collectionofdata ResearchdatacollectedaccordingtoapprovedresearchmethodologiesProgressreports,literaturereports,datacollectioninstruments,draftresearchreportsandfinalresearchreports

Methodofcalculation Countthenumberofreportsproduced.

Datalimitations Datacollectedisbasedonthedatacollectioninstrumentswhichmayhavelimitedcapacityanddatacollectionprocesshavechallengesinaccessingtherespondentsanditalsodependsontheirmemories

Typeofindicator Outputandactivity

Calculationtype Cumulative

Reportingcycle QuarterlyandAnnually

Newindicator No

Desiredperformance Theindicatorisforconductingresearchonthelabourmarketpoliciesandlegislation.Conductingmoreresearchprojectsanduptakeofresearchresultsisdesired.

Indicatorresponsibility DDG:LP&IR,CD:LMPandDirector:Research,PolicyandPlanning

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TheEnd