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Update on compliance to the NMIR. Portfolio Committee on Public Administration - 22 August 2001. What are the NMIR?. Issued in terms of Regulation H of Chapter 1 of the Public Service Regulations, 2001 Are the minimum HR-related information that departments are required for effective

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Update on compliance to the NMIR


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    1. Update on compliance to the NMIR Portfolio Committee on Public Administration - 22 August 2001

    2. What are the NMIR? • Issued in terms of Regulation H of Chapter 1 of the Public Service Regulations, 2001 • Are the minimum HR-related information that departments are required for effective • policy development, • planning, and • management, and; • monitoring and evaluation • Future-oriented

    3. Why are NMIR necessary? • Address the problem of the lack of credible HR information for meeting the policy imperatives of the new government, • In addition, the NMIR provide a common view of the information required on:- • each employee • each post in the public service • Assists ‘outsiders’ with an understanding of available information

    4. Structure of the NMIR • At the moment, requirements are classified into 8 broad sections • The required information to be available in one of the following:- • paper format (personnel files) • PERSAL • both • PERSAL requirement reduces the cost of collecting and consolidating information

    5. A. Biographical Information B. Occupation and Salary Information (current) C. Education, Training and Development D. Career and other incidents (within the public service) E. Disciplinary Matters F. Leave G. Organisational and Geographical Information H. Posts on the approved establishment The Eight Sections

    6. Process of implementation • Second half of 2000 - developed the NMIR and consulted departments • January 2001 - Finalised NMIR and issued to departments • deadline for compliance was 30 June 2001 • Since the release of the NMIR, assisted with queries

    7. Early obstacles • Slow internal communication • circular only reached some institutions in May (4 months after issuing the circular) • Magnitude of the tasks • Competing priorities • Implementation of new leave system • Development of strategic and other plans • Appreciation of the importance of the NMIR by departments

    8. Current DPSA efforts • Undertaking a review of the level of compliance • greater understanding by early October • Continue supporting and encouraging departments to implement • Publishing of available information • highlights non-compliance