00:00

Department of Employment and Labour Performance Report 2023/24 Q1

This report provides an in-depth analysis of the Department of Employment and Labour's performance during Quarter 1 of the 2023/24 financial year. It covers achievements, challenges, comparative analysis, performance trends, branch-wise performance, and key mandates of the department. The report highlights the progress towards ensuring equal access to opportunities, promoting labor standards, protecting worker rights, and creating a conducive labor market for economic growth and employment generation.

gameiro
Download Presentation

Department of Employment and Labour Performance Report 2023/24 Q1

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. DEPARTMENT OF EMPLOYMENT AND LABOUR Performance Report 2023/24 financial year Quarter 1: 1 April 2023 - 30 June 2023 SELECT COMMITTEE MEETING 24 October 2023

  2. 2 TABLE OF CONTENTS  INTRODUCTION  LEGEND  OVERALL ACHIEVEMENT PER BRANCH DURING QUARTER 1 OF APRIL-JUNE 2023-24  COMPARATIVE ANALYSIS PER PROGRAMME FOR Q4 2022/23 TO Q1 2023/24  PERFORMANCE TREND PER QUARTER: 2022/23 and 2023/24  INSPECTIONS AND ENFORCEMENT SERVICES (IES) & PUBLIC EMPLOYMENT SERVICES (PES) PERFORMANCE PER PROVINCE QUARTER 4 2022-23 & QUARTER 1 2023-24  MAJOR PERFORMANCE CHALLENGES ENCOUNTERED DURING QUARTER 1  CONCLUSION  2023/2024 Q1 EXPENDITURE VS PERFORMANCE  NDP ANTICIPATED SPECIFIC SECTOR OUTCOMES: PROGRESS  RECOMMENDATION

  3. 3 PURPOSE To request the Select Committee to: Note and discuss the First Quarter Performance of the DEL; Note and discuss the performance of individual Branches of DEL Office of the Chief Operations Officer

  4. 4 INTRODUCTION INTRODUCTION - The Constitutional Mandate of the DEL - The Policy Mandate of the DEL

  5. 5 INTRODUCTION : THE CONSTITUTIONAL MANDATE OF THE DEL • • Section 9, to ensure equal access to opportunities. Section 10, promotion of labour standards and fundamental rights at work. Section 18, Freedom of association. Section 23, To ensure sound Labour relations. Section 24, To ensure an environment that is not harmful to the health and wellbeing of those in the workplace. Section 27, To provide adequate social security nets to protect vulnerable workers. Section 28, To ensure that children are protected from exploitative labour practices and not required or permitted to perform work or services that are inappropriate for a person of that child’s age or their well‐being, education, physical or mental health or spiritual, moral or social development is placed at risk. Section 34, Access to courts and access to fair and speedy labour justice. • • • • • •

  6. 6 INTRODUCTION : THE POLICY MANDATE OF THE DEL • • • • • • • Improved economic efficiency and productivity. Creation of decent employment. Promoting labour standards and fundamental rights at work. Providing adequate social safety nets to protect vulnerable workers Sound labour relations. Eliminating inequality and discrimination in the workplace. Enhancing occupational health and safety awareness and compliance in the workplace. Give value to social dialogue in the formulation of sound and responsive legislation and policies to attain labour market flexibility for competitiveness of enterprises which is balanced with the promotion of decent employment •

  7. 7 MANDATE OF DEPARTMENT OF EMPLOYMENT AND LABOUR Our Vision The Department of Employment and Labour strives for a labour market which is conducive to investment, economic growth, employment creation and decent work Our Values Our Mission We shall at all times be exemplary in all respect We treat employees with care, dignity and respect We respect and promote: Promote employment and regulate the South African labour market for sustainable economic growth through: Appropriate legislation and regulations • Client centred services Accountability Integrity and ethical behaviour Learning and development • • • • We live the Batho Pele Principles Inspection and enforcement • Protection of worker rights • Provision of employment services • Promoting equity • Provision of social protection We live the principles of the Department’s Service Charter We inculcate these values through our performance management system • Promote social dialogue •

  8. 8 LEGENDS Implication: ACHIEVED Performance Indicator is on track or reflects complete implementation. Target achieved 100% + Complete Implication: NOT ACHIEVED Performance Indicator behind schedule. Target not achieved 0% - 99% Complete Office of the Chief Operations Officer

  9. 9 OVERVIEW OF QUARTER 1 PERFORMANCE QUARTER 1 PERFORMANCE 9% Achieved Not Achieved 91% Number of Q1 Planned Targets 22 Total Achieved Total Not Achieved 20 2 Office of the Chief Operations Officer

  10. 10 COMPARATIVE ANALYSIS PER BRANCH FOR Q1: 2022-23 – Q1: 2023/24 Quarterly Performance Per Branch 120% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 95% 91% 91% 100% 88% 88% 85% 83% 83% 83% 78% 78% 75% 71% 71% 80% 50% 60% 40% 20% 0% Q1 - 22-23 Q2 - 22-23 Q3 - 22-23 Q4 - 22-23 Q1 - 23-24 Admin IES PES LP&IR DEL

  11. 11 QUARTER 1 OVERALL PERFORMANCE • OVERALL ACHIEVEMENTS PER BRANCH DURING QUARTER 1 • APRIL TO JUNE 2023-24 Office of the Chief Operations Officer

  12. 12 QUARTER 1 PERFORMANCE PER BRANCH 2023/2024 Annual Planned Indicators Indicators with Targets for Q1 Overall % Achievement Achieved BRANCH Not Achieved 7 13 8 1 88% Administration Inspections and Enforcement Services 4 4 4 0 100% 4 7 4 0 100% Public Employment Services Labour Policy and Industrial Relations 5 10 6 1 83% OVERALL PERFORMANCE 20 34 22 2 91% Office of the Chief Operations Officer

  13. 13 COMPARATIVE ANALYSIS PER PROGRAMME FOR Q4 2022-23 TO Q1 2023-24 QUARTER 4 2022/23 QUARTER 1 2023/24 Quarter 4 Quarter 1 Achieved Achieved Planned Planned Overall Overall targets targets Branch % % Administration 7 9 78% 8 7 88% Inspection and Enforcement Services 4 4 100% 4 4 100% Public Employment Services 5 6 83% 4 4 100% Labour Policy and Industrial Relations 7 8 88% 6 5 83% Total 23 20 27 85% 22 91% *LP & IR had no target for four (4) of their Output Indicators – Indicator: 2.2, 3.1, 4.3 &7.1 *Administration had no target for five (5) of their Output Indicators – Indicator: 2.1, 2.2, 2.3, 3.2 & 4.2 Office of the Chief Operations Officer

  14. 14 DEL PERFORMANCE TRENDS FROM 2022/23 TO DATE Performance Trend 100% 90% 80% 70% 60% Percentage 50% 40% 30% 20% 10% 0% Q1 2022/2023 Q2 2022/2023 Q3 2022/2023 Q4 2022/2023 Q1 2023/2024 Peformance 71% 91% 95% 85% 91% Office of the Chief Operations Officer

  15. QUARTER 1: 2023/24 15 INSPECTION AND ENFORCEMENT SERVICES & PUBLIC EMPLOYMENT SERVICES PERFORMANCE PER PROVINCE PES Q1 2023/24 IES Q1 2023/24 Planned Indictors Achieved Not Overall Performance Planned Indictors Overall Performance PROVINCE Achieved Achieved Not Achieved 3 3 0 100% 4 4 0 100% Eastern Cape 3 3 0 100% 4 4 0 100% Free State 3 3 0 100% 4 4 0 100% Gauteng 3 3 0 100% 4 4 0 100% KwaZulu-Natal 3 2 1 67% 4 4 0 100% Limpopo 3 2 1 67% 4 4 0 100% Mpumalanga 3 2 1 67% 4 4 0 100% Northern Cape 3 3 0 100% 4 4 0 100% North West 3 2 1 67% 4 3 1 75% Western Cape Office of the Chief Operations Officer

  16. 16 QUARTER 4 2022/23 & QUARTER 1 2023/24 INSPECTION AND ENFORCEMENT PERFORMANCE PER PROVINCE IES Q1 2023/24 IES Q4 2022/23 Planned Indictors Achieved Not Overall Performance Planned Indictors Overall Performance PROVINCE Achieved Achieved Not Achieved 3 3 0 100% 3 3 0 100% Eastern Cape 3 3 0 100% 3 3 0 100% Free State 3 3 0 100% 3 3 0 100% Gauteng 3 3 0 100% 3 3 0 100% KwaZulu-Natal 3 2 1 67% 3 2 1 67% Limpopo 3 3 0 100% 3 2 1 67% Mpumalanga 3 1 2 33% 3 2 1 67% Northern Cape 3 3 0 100% 3 3 0 100% North West 3 3 0 100% 3 2 1 67% Western Cape Office of the Chief Operations Officer

  17. 17 QUARTER 4 2022/23 & QUARTER 1 2023/24 PUBLIC EMPLOYMENT PERFORMANCE PER PROVINCE PES Q1 2023/24 PES Q4 2022/23 Planned Indictors Achieved Not Overall Performance Planned Indictors Overall Performance PROVINCE Achieved Achieved Not Achieved 4 4 0 100% 4 4 0 100% Eastern Cape 4 4 0 100% 4 4 0 100% Free State 4 3 1 75% 4 4 0 100% Gauteng 4 4 0 100% 4 4 0 100% KwaZulu-Natal 4 3 1 75% 4 4 0 100% Limpopo 4 4 0 100% 4 4 0 100% Mpumalanga 4 4 0 100% 4 4 0 100% Northern Cape 4 4 0 100% 4 4 0 100% North West 4 4 0 100% 4 3 1 75% Western Cape Office of the Chief Operations Officer

  18. 18 QUARTER 1 OVERALL PERFORMANCE FIRST QUARTER 2023/24 01 APRIL 2023 – 30 JUNE 2023 PROGRESS AND MAJOR PERFORMANCE CHALLENGES ENCOUNTERED DURING REPORTING PERIOD Office of the Chief Operations Officer

  19. 19 PROGRAMME 1 ADMINISTRATION Office of the Chief Operations Officer

  20. 20 PROGRAMME 1: ADMINISTRATION Under-Achieved Targets Conduct threat and vulnerability assessment to identify and assess threats of disruptions. Threat and vulnerability assessments were conducted except for PES Branch within the quarter. The threat and vulnerability for the following business units were conducted however still waiting for the submissions of the questionnaires: 1. Chief Directorate: OHS 2. Chief Directorate: International Relations 3. Directorate: Labour Market Information and Statistics 4. Directorate: Security Services

  21. 21 QUARTER 1: VACANCIES 31 MARCH – 30 JUNE 2023 60 54.4 50 39.6 39.4 40 35.5 33.7 35.2 34.7 31.9 30 27.2 20 15.1 14.5 13.4 12.3 11.7 11.4 11.3 10.4 9.8 9.7 8.6 7.9 10 7.2 6.7 4.8 4 4.5 0 EC FS GP KZN LP MP NC NW WC HO UIF CF SEE 31 March % 30 June % Inclusive of the 3 570 new UIF posts created at Provincial Offices

  22. 22 PROGRAMME 1: ADMINISTRATION Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 1: A Capable, Ethical and Developmental State ACHIEVED 6.83% achieved (380 vacant out of 5 562 posts) as on last day of quarter 7% or less per quarter Management of the department is committed to ensure that vacancies are prioritized as a result they are included as an agenda item in all our strategic and operational meetings. N/A None 1.1 % Vacant funded posts maintained N/A N/A 2.1 % of SMS positions occupied by women No target N/A N/A N/A 2.2 % of positions occupied by youth per annum No target N/A N/A N/A 2.3 % of positions occupied by PwDs per annum No target Office of the Chief Operations Officer

  23. 23 PROGRAMME 1: ADMINISTRATION Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 1: A Capable, Ethical and Developmental State 25% Implementatio n of roadmap phase 1 ACHIEVED None None 3.1 % implementatio n of the roadmap to improve Information Security status of the department per annum 25% implementation of roadmap Phase 1 achieved for the quarter 1. N/A N/A N/A 3.2 Legacy systems transitioned to modern integrated SAP Platform per annum No target Office of the Chief Operations Officer

  24. 24 PROGRAMME 1: ADMINISTRATION Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 1: A Capable, Ethical and Developmental State Roll Out of the Ethics Management Plan activities for Q1 ACHIEVED None None 4.1 Ensure functionality of ethics structures and adequate capacity per annum 100% achieved of the Ethics Management Plan N/A N/A N/A 4.2 Percentage of corruption/fraud cases finalised by Department through investigations within 6 months of receipt No target Office of the Chief Operations Officer

  25. 25 PROGRAMME 1: ADMINISTRATION Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 1: A Capable, Ethical and Developmental State ACHIEVED Employment Relations has 90 working days to finalize all misconduct cases. The case received within the quarter is still within the required time frame. Employment Relations will endeavor to finalize the remaining cases within the prescribed time frame of 90 days. 4.3 Percentage of consequence management cases related to corruption cases finalised by Employment Relations (ER) through investigation within 90 days 80% percent of consequence management cases related to corruption cases finalised within 90 days Total number received by ER during Q1 = 1 case The current cases are still within the 90 day period we cannot provide a measure of achievement at this stage There are no departmental cases (Cases finalized during period are UIF and Compensation fund cases). Office of the Chief Operations Officer

  26. 26 PROGRAMME 1: ADMINISTRATION Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 1: A Capable, Ethical and Developmental State NOT ACHIEVED Unavailability of required stakeholders The threat and vulnerability assessment for PES took place on the 21stJuly 2023. Follow up sessions for incomplete questionnaires are held to speed up submission of questionnaires. 5.1 Business Continuity Plan evaluated annually Conduct threat and vulnerability assessment to identify and assess threats of disruptions Threat and vulnerability assessments were conducted except for PES Branch within the quarter. The threat and vulnerability for the following business units were conducted however still waiting for the submissions of the questionnaires: 1. Chief Directorate: OHS 2. Chief Directorate: International Relations 3. Directorate: Labour Market Information and Statistics 4. Directorate: Security Services Office of the Chief Operations Officer

  27. 27 PROGRAMME 1: ADMINISTRATION Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 1: A Capable, Ethical and Developmental State 1 AFS by 31 May 2023 ACHIEVED None None 6.1 Number of Annual Financial Statements (AFS) and Interim Financial Statements (IFS) submitted per year that comply with guidelines issued by the National Treasury AFS submitted by the 31 May 2022 None None ACHIEVED 7.1 Percentage reporting of all detected Irregular and/or Unauthorised expenditure cases per financial year, to the Accounting Officer 100% reporting of the detected occurrences 100% (Irregular Expenditure) Office of the Chief Operations Officer

  28. 28 PROGRAMME 1: ADMINISTRATION Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 1: A Capable, Ethical and Developmental State 100% reporting of the detected occurrences ACHIEVED None None 8.1 Percentage reporting of all detected Fruitless and Wasteful Expenditure cases per financial year, to the Accounting Officer 100% Office of the Chief Operations Officer

  29. 29 PROGRAMME 2 INSPECTION AND ENFORCEMENT SERVICES Office of the Chief Operations Officer

  30. 30 PROGRAMME 2: INSPECTION AND ENFORCEMENT SERVICES Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 2: Economic Transformation and Job Creation PRIORITY 4: Consolidating the Social Wage through Reliable and Quality Basic Services 74 526 ACHIEVED The overachievement is as a result of blitz inspections conducted and improved planning. None, the Branch encourages over achievement as it benefits vulnerable workers. 1.1 Number of employers /workplaces / users inspected per year to determine compliance with employment law 75 272 Employers / workplaces / users inspected ACHIEVED A concerted effort was made to achieve the target. The Branch encourages the issuing of notices to non- compliant employers as it benefits the vulnerable workers and improves enforcement. None 1.2 Percentage of non-compliant Employers/workplac es/users of those inspected served with a notice in terms of relevant employment law within 14 calendar days of the inspection 95% 100% of non- compliant employers / workplaces / users inspected served with a notice within 14 days Office of the Chief Operations Officer

  31. 31 PROGRAMME 2: INSPECTION AND ENFORCEMENT SERVICES Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 2: Economic Transformation and Job Creation PRIORITY 4: Consolidating the Social Wage through Reliable and Quality Basic Services ACHIEVED 65% The Branch puts a premium on decisively dealing with recalcitrant workplaces/employers. In instances where there would still be noncompliance after the issuance of notices; it is ascertained that these be dealt with. None 1.3 Percentage of non-compliant employers/workpla ces/users received by Statutory Services settled out of Court or CCMA/referred for prosecution within 30 working days 71% of non- compliant employers / workplaces / users referred for prosecution within 30 days ACHIEVED The number of seminars and conferences planned for is an annual target. These will be spread throughout the financial year. The achievement of the target is on course therefore there isn’t any remedial action needed in this regard. 1.4 Number of formal Advocacy sessions conducted per year to increase awareness of employment law 1 Seminar Q1 - Occupational Health and Safety 1 Seminars and 0 conferences held Office of the Chief Operations Officer

  32. 32 IES PROVINCIAL PEFORMANCE BRANCH EC FS GP KZN LP MP NC NW WC HO TOTAL INDICATORS 1.1 Number of employers /workplaces / users inspected per year to determine compliance with employment law ACHIEVED 75 272 Employers were inspected to determine compliance with employment law against a target of 74 526. The variance is 746 Target: 74 526 7 971 6 657 15 309 15 930 6 945 5 382 3 159 4 920 8 181 72 74 526 Actual Inspected 75 272 7 978 7 106 15 920 16 114 6 474 5 189 3 073 4 963 8 388 67 75 272 The total number of compliant employers was 57 887. Office of the Chief Operations Officer

  33. 33 IES PROVINCIAL PEFORMANCE BRANCH Target: 95% Number of employers not complying 17 385 No. served with a notice within 14 calendar days 17 353 Percentage served with a notice 100% EC FS GP KZN LP MP NC NW WC HO TOTAL INDICATORS 1.2 Percentage of non- compliant Employers/workplaces/ users of those inspected served with a notice in terms of relevant employment law within 14 calendar days of the inspection ACHIEVED 100% Of the 75 272 employers inspected 17 385 were non- compliant. 100% (17 385 of the 17 353) non- compliant employers) were served with notices within 14 calendar days of the Inspection. 1200 1211 2959 4490 1357 1550 1013 1096 2491 18 17 385 1183 1211 2957 4484 1357 1550 1013 1096 2484 18 17 353 99% 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% Office of the Chief Operations Officer

  34. 34 IES PROVINCIAL PEFORMANCE BRANCH TARGET 65% No.of workplaces received by statutory services 1 712 No. of workplace referred for prosecution 1 217 % referred for prosecution 71% EC FS GP KZN LP MP NC NW WC HO TOTAL INDICATORS 1.3 Percentage of non- compliant employers/workplaces/ users received by Statutory Services settled out of Court or CCMA/referred for prosecution within 30 working days 47 175 159 712 54 106 197 27 235 0 1 712 34 175 144 477 40 79 184 27 57 0 1 217 ACHIEVED 71% 71 % (1 217 of 1 712) of non-compliant employers/workplaces/ users received by Statutory Services settled out of Court or CCMA/ referred for prosecution within 30 calendar days 72% 100% 91% 67% 74% 75% 93% 100% 24% 0% 71% Office of the Chief Operations Officer

  35. 35 MONIES RECOVERED MONIES RECOVERED PROVINCES MONIES PER LEGISLATION BCEA NMWA COIDA UICA EE EC R 16 500 - R590 887.39 R 130 532.23 R 0.00 FS R 48 824 947.49 R 26 818.93 R 0.00 R 1 338 852.66 GP R 0.00 R 37 000.00 R 1 925 438.65 R 144 590.88 R 0.00 KZN R 5 551 982.99 R 79 996 845.68 R8 885 256.12 R 74 658.78 R 0.00 LP R 1 677 498.23 R 2 587 710.00 R62 864.33 R 0.00 MP R 112 910.00 R 40 938.00 R 0.00 R 0.00 R 0.00 NC R103 819.25 R141 865.98 R16 751.21 R121 620.26 R0.00 NW R893 954.00 R1 573 794.00 R1 017 370.02 R14 410.97 R0.00 WC R198 039.13 R 4 458 554.78 R68 018.74 R 0.00 TOTAL R 6 566 256.10 R 83 763 893.00 R 68 419 664.0 R 684 453.12 R 0.00

  36. 36 PROGRAMME 3 PUBLIC EMPLOYMENT SERVICES Office of the Chief Operations Officer

  37. 37 PROGRAMME 3: PUBLIC EMPLOYMENT SERVICES Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 2: Economic Transformation and Job Creation PRIORITY 3: Education, Skills and Health ACHIEVED High levels of unemployment and Increased capacity within the PES establishment N/A 1.1 Number of work-seekers registered on Employment Services of South Africa per year 207 000 268 947 work- seekers registered Target to be registered Actual registered Variances Q1 Q1 Q1 Prov. 24 840 29 616 4 776 EC 14 490 18 737 4 247 FS 53 820 56 500 2 680 GP 35 190 41 811 6 621 KZN 14 490 20 831 6 341 LP 16 560 18 274 1 714 MP 8 280 11 119 2 839 NC 12 420 15 001 2 581 NW 26 910 26 234 -676 WC 30 824 30 824 *Online TOTAL 207 000 268 947 61 947 Office of the Chief Operations Officer

  38. 38 WORK SEEKERS REGISTERED BY AGE GROUPS AND PROVINCE WORK SEEKERS REGISTERED BY AGE GROUPS AND PROVINCE Unspecified below 15 15-25 26-35 36-45 46-60 Total 61+ % % % % % % % Eastern Cape 0 0 5 007 17 8 468 29 7 158 24 6 704 23 2 258 8 21 0 29 616 Free State 0 0 7 621 41 4 522 24 3 062 16 2 737 15 761 4 34 0 18 737 Gauteng 0 0 16 967 30 17 756 31 11 578 20 7 955 14 2 213 4 31 0 56 500 KwaZulu Natal 0 0 10 397 25 15 500 37 8 816 21 5 626 13 1 437 3 35 0 41 811 Limpopo 0 0 7 031 34 6 895 33 3 745 18 2 620 13 533 3 7 0 20 831 Mpumalanga 0 0 4 979 27 5 768 32 3 708 20 3 003 16 804 4 12 0 18 274 Northern Cape 0 0 2 158 19 2 742 25 2 589 23 2 613 24 1 012 9 5 0 11 119 North West 0 0 4 135 28 4 858 32 2 874 19 2 414 16 702 5 18 0 15 001 Western Cape 0 0 7 450 28 7 650 29 5 200 20 4 248 16 1 667 6 19 0 26 234 Online 1 0 13 742 45 11 626 38 4 240 14 1 038 3 159 1 18 0 30 824 Total 1 0 79 487 30 85 785 32 52 970 20 38 958 14 11 546 4 200 0 268 947

  39. 39 PROGRAMME 3: PUBLIC EMPLOYMENT SERVICES Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 2: Economic Transformation and Job Creation PRIORITY 3: Education, Skills and Health 27 500 ACHIEVED Increase in capacity in the form of new 250 Interns recruited under the Presidential Stimulus Initiative and ESPs dedicated service to employers to register opportunities. Actual registered None 2.1 Number of employment opportunities registered on the Employment Services South Africa per year 57 159 work and learning opportunities registered Target to be registered Variances Q1 3 763 Q1 5 078 Q1 1 315 Prov. EC 2 172 3 012 840 FS 5 270 13 538 8 268 GP 4 340 7 114 2 774 KZN 2 895 2 316 9 331 4 919 6 436 2 603 LP MP 1 680 1 880 3 552 3 581 1 872 1 701 NC NW 3 184 6 729 3 545 WC 305 305 *Online TOTAL 27 500 57 159 29 659 Office of the Chief Operations Officer

  40. 40 PROGRAMME 3: PUBLIC EMPLOYMENT SERVICES Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 2: Economic Transformation and Job Creation PRIORITY 3: Education, Skills and Health ACHIEVED Increase in capacity in the form of new 250 Interns recruited under the Presidential Stimulus Initiative and Employment Counsellor dedicated service to employers to assess and refer candidates. Actual provided with counselling N/A 3.1 Number of registered work- seekers provided with employment counselling per year 60 000 105 055 registered work-seekers provided with employment counselling Target to be provided with counselling Variances Prov. Q1 7 620 Q1 9 033 Q1 1 413 EC** 5 220 7 155 1 935 FS** 12 360 22 084 9 724 GP 7 620 19 201 11 581 KZN 6 180 7 200 16 041 11 771 9 861 4 571 LP MP 3 360 4 054 694 NC 4 740 7 512 2 772 NW** 5 700 8 204 2 504 WC *Online TOTAL 0 0 60 000 105 055 45 055 Office of the Chief Operations Officer

  41. 41 PROGRAMME 3: PUBLIC EMPLOYMENT SERVICES Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 2: Economic Transformation and Job Creation PRIORITY 3: Education, Skills and Health ACHIEVED Increased capacity at Labour Centre level, increase in the number of opportunities registered, high levels of matching , extensive counselling sessions, resulted in the higher uptake of referred candidates by employers. N/A 4.1 Number of registered employment opportunities filled by registered work- seekers per year 15 000 28 279 employment opportunities filled by registered work-seekers Target to be filled Q1 2 052 Actual filled Q1 3 613 Variances Q1 1 561 Prov. EC 1 185 2 874 1 254 5 324 69 FS 2 450 GP 2 368 3 822 1 454 KZN** 1 579 6 033 4 454 LP 1 263 2 017 754 MP** 916 1 780 864 NC NW** WC *Online TOTAL 1 026 1 563 537 1 737 2 873 1 136 15 000 28 279 13 279 Online refers to the number of registered work and learning opportunities through Kiosks, PES Bus and internet, filled by registered work seekers Office of the Chief Operations Officer

  42. 42 PROGRAMME 3: PUBLIC EMPLOYMENT SERVICES Output Indicator Quarter 1 Target Actual Achieved Reason for Variance Remedial Action PRIORITY 2: Economic Transformation and Job Creation PRIORITY 3: Education, Skills and Health No target N/A N/A N/A 5.1 Number of partnerships agreements concluded with various stakeholders by the DDG:PES per year No target N/A N/A N/A 6.1 Number of Jobs and or Career Fairs conducted in provinces per year No target N/A N/A N/A 7.1 A National Labour Migration Policy (NLMP) and Employment Services Amendment Bill (ESAB) finalised and approved by the Minister for submission to Cabinet by end of the year Office of the Chief Operations Officer

  43. 43 NATIONAL EMPLOYMENT POLICY (NEP) NATIONAL EMPLOYMENT POLICY (NEP) POLICY INTENTION POLICY INTENTION The NEP is aimed at fostering a demand-led employment growth, Emphasizing implementation and institutional concerns that underscore demand-side policy that can promote full, productive and freely chosen employment, This intervention needs to confront the reality that unemployment is extremely high especially amongst women and youth, The policy seeks to translate growth into jobs, must lead to the development of appropriate procedures and reforms that should be undertaken to ensure that investments lead to sustainable growth and decent jobs.

  44. 44 PROGRESS PROGRESS- - NEP NEP Draft situational analysis was presented to stakeholders: the steering committee, DEL, ILO, and ES Board Secretariat, Preliminary scenarios for the econometric modelling of different policy options have been developed, Broad areas in labour market and beyond, that the NEP will have to respond to, have been outlined, The zero draft policy was developed, presented to the Inter Ministerial Committee and senior management of the department as well as the Employment Services Board.

  45. 45 PROGRESS PROGRESS- - NEP NEP In response to phase two of the socio Economic Impact Assessment (SEIAS) from the Department, the Presidency has issued a provisional certificate and advised that:  DEL presented the draft NEP to the Economic Sectors, Investment, Employment and Infrastructure Development (ESIEID) Cluster in order to consult at the conceptual stage with all relevant departments before a final certificate is issued to DEL to table the policy to Cabinet.

  46. 46 PROGRESS PROGRESS- - NEP NEP  The Department is currently consulting with identified government departments in preparation for a presentation to the ESIEID Cluster. Consultations have been held already with the following departments: Department of Small Business Development; National Treasury; and Department of Public Works and Infrastructure.

  47. 47 NEP STATUS IN THE SADC REGION NEP STATUS IN THE SADC REGION Only Namibia has developed the National Employment Policy within SADC Region.

  48. 48 NATIONAL LABOUR MIGRATION POLICY (NLMP) : NATIONAL LABOUR MIGRATION POLICY (NLMP) : POLICY INTENTION POLICY INTENTION To address inadequate current policy framework NLMP to achieve the following: • Adoption of guiding principles aligned with constitutional values and international standards and commitments; • Identification of national strategic priorities; • Sustainable intervention methods, monitoring and effective implementation mechanisms.

  49. 49 KEY AREAS OF INTERVENTION KEY AREAS OF INTERVENTION OF NLMP OF NLMP Data for NLMP monitoring and evaluation Labour migration governance and management Labour migration to South Africa Labour migration from South Africa

  50. 50 NLMP STATUS SADC REGION NLMP STATUS SADC REGION Adopted Still busy Malawi Lesotho Botswana Namibia Zimbabwe Seychelles eSwatini

More Related