Presentation to the Portfolio Committee on Agriculture, Forestry and Fisheries
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Presentation to the Portfolio Committee on Agriculture, Forestry and Fisheries Organisational Structure Roll-out P roject. 24 JANUARY 2011. Agenda. Introduction DAFF’s New Organisational Structure Overview of the Placement Process Next steps. Agenda. Introduction

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Presentation to the Portfolio Committee on Agriculture, Forestry and Fisheries

Organisational Structure

Roll-out Project

24 JANUARY 2011


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Agenda Forestry and Fisheries

Introduction

DAFF’s New Organisational Structure

Overview of the Placement Process

Next steps


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Agenda Forestry and Fisheries

Introduction

DAFF’s New Organisational Structure

Overview of the Placement Process

Next steps


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Introduction - Background Forestry and Fisheries

DAFF has seen the transfer of the Forestry and Fisheries functions from the previous Department of Water Affairs and Forestry and the Department of Environmental Affairs and Tourism respectively, to the Department of Agriculture

DAFF has acquired a new mandate

DAFF’s operational and legislative mandate is extensive:

  • Operationally, the shift in mandate calls for the establishment of an effective developmental institution with the capability to address sector challenges and growth in an intelligent and proactive manner; and

  • Legislatively, the DAFF is presently administering a significant number of Acts in the sectors it is responsible for

    The Department has decided to undertake a review of the current organisational design and create a proposed option to facilitate integration, which received concurrence from the Department of Public Service and Administration (DPSA)


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Organizational design – Forestry and Fisheries

macro level and detailed level design

Introduction - Overview of the Realignment

Role profiling and job evaluation

Realignment strategy, objectives and mandate

Placement approach and strategy

Implementation of placement

process

New look

DAFF


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Agenda Forestry and Fisheries

Introduction

DAFF’s New Organisational Structure

Overview of the Placement Process

Next steps


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DAFF – Executive Structure Forestry and Fisheries


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DG Forestry and Fisheries

CD: Executive

Support

CORPORATE

SERVICES

CHIEF

FINANCIAL

OFFICER

STAKE-

HOLDER

RELATIONS ,

COMMUNICATIONS

& LEGAL

SERVICES

POLICY,

PLANNING

&

MONITORING

&

EVALUATION

ECONOMIC

DEVELOPMENT,

TRADE &,

MARKETING

FOOD

SECURITY

& AGRARIAN

REFORM

AGRICULTURE

PRODUCTION,

HEALTH &

FOOD SAFETY

FORESTRY

& NATURAL

RESOURCES

MANAGEMENT

FISHERIES

MANAGEMENT

DAFF Branches


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Office of the Director General Forestry and Fisheries


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Branch: Corporate Services Forestry and Fisheries


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Branch: Chief Financial Office Forestry and Fisheries









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Agenda Services

Introduction

DAFF’s New Organisational Structure

Overview of the Placement Process

Next steps


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Placement Services

Placement

New Structure

New Structure

Old Structure

Old Structure

Overview of the Placement ProcessWhat is placement?

Placement involves:

The placement or repositioning of employees from one post or position in an existing organisational structure to another position in a new structure within the employer

A focus on the principle that staff follow the function they fulfil within the old structure, into the new structure

placement


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Overview of the Placement Process ServicesRegulatory Framework

The matching and placement of the SMS employees will consider the following regulatory framework:

Public Service Act, 1994, as amended (PSA);

Public Service Regulations, as at 2008;

The Labour Relations Act, 66 of 1995;

The Senior Management Service Handbook, 2003;

Resolution 4 of 1998 – Management Plan for Restructuring Actions (Organisational Restructuring, Retrenchment, Redundancy) within the National Department of Agriculture in terms of the Labour Relations Act, No 66 Of 1995 (only if applicable); and

DPSA’s Guide on Transformation and Restructuring, 2006.


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Fair and transparent process Services

Ensure uninterrupted and orderly service delivery

Employment equity considerations

Principles

Employment security and skills retention are priorities

Prioritize the

placement of existing employees

Place suitably qualified employees in positions

Communicate regularly with employees

Placement will not be used as a mechanism for promotion

Acting and seconded positions treated as vacant posts

Overview of the Placement Process: Principles and objectives


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Overview of the Placement Process: “Classification” ServicesDefining the extent of change to posts

Placement is underpinned by the extent of change of a post when comparing the old and new structures

It is important to define what “change to a position” means:

Every position has inputs and outputs

  • A change to a positionis determined by assessing the changes to:

  • both the inputs (using competency profiling assessment);

  • the outputs (comparing the old and new outputs through a weighting process)

COMPETENCIES/ INPUTS (HOW?)

OUTPUTS (WHAT?)

Describes the knowledge,

skills and behaviours

required to deliver

successfully

Describes the required

outputs of the positions


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Overview of the Placement Process: ServicesOutcomes of the placement process

No or minor change to position inputs and/ or outputs

Direct placement of current incumbent

Major change to position inputs and/ or outputs

Competitive placement

Advertise position internally

Placement decision

New, vacant/ acting or seconded position

position

Competitive placement

Screen and shortlist

Competency based interview

No/minor change but reduced number of posts

Competitive placement

Employee may be potentially affected and therefore incumbent may then consider available options – including applying for competitive posts etc.

Redundant position


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Overview of the Placement Process: ServicesObjections

  • SMS members aggrieved at any decision regarding their placement or displacement, or any aspect of the placement process in general, may refer their objection to the Minister (or such other person or panel delegated to do so by the DG, other than those persons involved in the initial placement decision)

  • The Minister must make a written determination that either upholds or rejects, in whole or in part, the objection

  • The Minister may secure the services of any other person (s) to carry out or assist her in the objections process – this will be done through the Objections Panel

  • The Minister may call upon the parties concerned, and any other relevant persons, to make oral or written representations, as deemed appropriate in the circumstances

  • The objection must be lodged within 5 working days of the aggrieved manager receiving written notification or publication from the DG of the placement decision

  • The Minister should, as far as reasonably possible, consider the objection within 7 working days from the date of receipt of the objection


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Overview of the Placement Process: ServicesDisplaced SMS members

If SMS members are not initially placed into the new organisational structure, the following mechanisms may be available:

  • Corporate “pool” – with a lifespan of a maximum of 6 months

  • Re-skilling (where appropriate)

  • Redeployments and/or Transfers – to other posts, other Departments and entities and/or other spheres of government

  • Voluntary Separation Packages (VSPs – employee-initiated)

  • Early retirement


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An Overview Of Project Progress Services

DPSA concurrence

Proposed organisational design

Revised organisational mandate and strategy

Classification of posts

New post

Redundant post

Major change

Minor change

Development of job profiles

Validation of job profiles

Evaluation of job profiles

Validated, graded posts

Completed on 25 October 2010

1 October 2010

DG in-principle sign off on Placement Framework

DG & Ministerial sign off

Completed on 3 December 2010

29 Nov 2010

Finalisation of engagement processes on Placement Framework

1 Dec 2010

Final DG approval of Placement Framework

Completed on 2 & 3 Dec 2010

Placement Panel finalised on

5 & 13 Jan 2011

Placement Panel convenes and makes placement decisions – DG chairs Panel





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Agenda Services

Introduction

DAFF’s New Organisational Structure

Overview of the Placement Process

Next steps


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Next steps ServicesImplementing the placement process

Presentation to Portfolio Committee

Presentation to Oversight Committee

Finalization of placement letters

1-on-1 consultations with affected staff

Placement letters distributed

SMS briefing meeting – briefing on next steps, important dates, objections procedure

Direct placements settled into structure

Competitive placement process kicks off


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QUESTIONS? Services