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Department of Public Service and Administration. Integration of Youth and Skills Development Strategies: Towards Access to Employment Opportunities. Presentation Outline.  Introduction Why the focus on Youth? Role of the State to ensure Youth employment; Challenges on current approaches;

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Department of Public Service and Administration

Integration of Youth and Skills Development Strategies: Towards Access to Employment Opportunities


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Presentation Outline

  •  Introduction

  • Why the focus on Youth?

  • Role of the State to ensure Youth employment;

  • Challenges on current approaches;

  • Relevance of the HRDFS in Youth development;

  • Strategic approaches to address the challenges;

    • Election manifesto

    • MTSF (2010-2014) priorities;

    • Outcome based performance (Outcome 12)

    • Requirements to deliver on Outcome 12

    • 10 PS output

  • Conclusion


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Introduction

  • In both his 2009 and 2010 state of the Nation Addresses President Jacob Zuma emphased more need for the advancement of young people in the country.

  • In his 2010 SONA he stated, “The most urgent of policy change must be interventions to create jobs for young people.”

  • The Minister for Public Service and Administration has prioritized the issue of youth development in general, and skills development for young people.

  • Clearly, the persistent challenges that the youth are facing cannot be ignored.


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Defining the policy intersect ?

  • Public policy can be defined as ‘ a purposive course of action based on currently acceptable societal values followed in dealing with the problem, thereby placing a predictive state of affairs which should prevail when that purpose has been achieved’, (Centre for Development and Enterprise, 2007).

  • Youth development is a process which prepares young people to meet the challenges of adulthood through a coordinated, progressive series of activities which help them to be socially, morally, emotionally, physically, and cognitively competent (NYC 2007).


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Why The Focus On Youth?

  • Youth unemployment or underemployment incurs costs to the economy, society and families.

  • There are strong correlations between dearth of skills and employment opportunities.

  • A lack of decent work threatens the person’s future employment prospects and can lead to unbecoming labour behavior patterns that can last a lifetime.

  • Inability to find decent work often creates a sense of uselessness and low self-esteem, and propensity to crime, violence and drug abuse.

  • The ILO statistics (August, 2010) indicate that almost 90% of youth live in the developing countries.


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Why The Focus On Youth Cont…

  • The ILO continues and predicts that, ‘between 2010 – 2015, the share of Sub-Saharan Africa’s global share of youth population will be between 14 and 15%’.

  • South Africa is a youthful country with a total of over 45% constituting the youth(Population Policy for South Africa, April 1998).

  • The youth in the PS makes up 27% of the workforce(Persal as at September 2009).

  • Out of the total inmate population in the SA prisons of 164 793, an astonishing 56 520 are youth(DCS Annual Report, 2009/2010).


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The employment role of the state

  • In a developmental state paradigm, the state plays an interventionist role as opposed to interference.

  • The public service, globally, has played a key role in alleviating unemployment by periodically expanding its own levels of employment through focused interventions.

  • Recent research suggests that the SA public service provides the first employment experience for over 70 percent of black graduates.

  • While the public service today (at 1.28 million workers) comprises a smaller share of total employment at 13.3 % of the total workforce in SA in 2010, it is still sizeable.


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The employment role of the state…

  • The South African economy has created employment over the past number of years but these new jobs have not benefited young people for several reasons:

  • A structural shift away from employment in low-skill jobs and labour intensive sectors towards more high-skill and capital-intensive sectors

    • The rate at which new jobs were created was slower than the number of new entrants into the labour market. Labour force grew by 6.3 million new entrants (2005- 2009) – more than double the 2.8 million new jobs created.

    • Employed population has become slightly older over the period 2005-2009. All age groups between 15 and 44 years saw their share of employment decline over the decade.


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The employment role of the state…

  • Unemployment amongst labour force participants who have matric grew from about 27% to 38% between 1995 and 2009.

  • Unemployment amongst people with tertiary education (NQF Level 5+) grew from 7% to 10% in the same period.

  • Large state interventions will be needed to support each of these differing age cohorts.

  • These state interventions will need to address both the sytemic and structural challenges of youth unemployment and youth development.


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Challenges with Current Approaches to Youth Development

  • Disconnected from the developmental state discourse.

  • Reactive and kneejerk approaches rather than proactive and focused.

  • Uncoordinated approaches by roleplayers, some from flawed ideological points of departure.

  • Youth development should address the broader developmental needs of youth, in contrast to deficit-based and reductionist models which focus solely on youth problems.


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A VISION FOR HRD

A dedicated, responsive and productive Public Service

BUILDING HUMAN CAPITAL FOR HIGH PERFORMANCE AND ENHANCED SERVICE DELIVERY

Fostering HEI & FETC Partnerships

Mobilization of management support

Utilization of the strategic role of SETAs

Responsiveness to Millennium Development Goals

E-Learning Programmes for the Public Service

Career Planning & Talent Management

Values, Ethics & Professional Code of Practice

Promoting integrated & inter-sectoral approaches to developmental priorities

PALAMA/ Provincial Public Service Academy

Managing Employee Health & Wellness

Promoting HR Learning Networks

Capacity development to promote success of Industrial & Economic Plans

Ensuring adequacy of Physical & Human resources & facilities

Learnerships, Internships & Apprenticeships

Managing Effectiveness of Communication

Development Programme of Professional Bodies

Promoting appropriate Org. Structures for HRD

Awareness promotion of growth & development initiatives

Fostering Effective Monitoring, Evaluation & Impact Analysis

Leadership Development Management Strategies

Performance Management & Development Systems

Integrating NEPAD, AU, Regional & Global Programmes

Managing HRD Policy & Planning Frameworks & Guidelines

Integrated ABET framework

Knowledge & Information Management

Workplace Learning Programmes

HR Planning - Supply & Demand Management

Strengthening & aligning governance roles in HRD

ASGISA, JIPSA, EPWP, PGDP, IDPs

CAPACITY DEVELOPMENT INITIATIVES

ORGANIZATIONAL SUPPORT INITIATIVES

GOVERNANCE & INSTITUTIONAL DEV INITIATIVES

ECONOMIC GROWTH & DEVELOPMENT INITIATIVES

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4 KEY PILLARS FOR HIGH PERFORMANCE IN THE PUBLIC SERVICE THROUGH HRD

Responding to needs of designated groups (women & persons with disabilities)

Focus on all Performa levels of employment

Continuity through all spheres of government

Building learning communities & organizations

Recognizing contextual differences

Maintaining a performance focus

Responding to sectoral differences

Promoting the agenda of development

Cohesiveness & Integration

Flexibility and adaptability

10 CORE PRINCIPLES INFORMING IMPLEMENTATION OF HRD STRATEGY

LEGISLATIVE FRAMEWORK AS A FOUNDATION


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The institutional and legislative context

  • The National Human Resource Development Strategy.

  • The National Skills Development Strategy and its targets.

  • The Skills Development Act, 2008, as amended.

  • The Human Resource Development Strategic Framework for the PS Vision 2015.

  • The Employment Equity Act, 1998.

  • White Paper on Affirmative Action in the Public Service, 1998.

  • White Paper on Education and Training in the Public Service, 1998.


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Strategic approaches to address the challenges

  • Election Manifesto’s 5 Strategic Priorities areas in Thematic Areas:

  • Education

  • Health

  • Creation of decent Work

  • Rural Development, food security and land reform

  • Fight against crime and corruption


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MTSF Priorities

  • MTSF for mandate period 2010-2014- Ten Strategic Priorities which inform government plans:

  • Speed up economic growth and transform the economy to create decent work and sustainable livelihoods

  • Massive programmes to build economic and social infrastructure

  • A comprehensive rural development strategy linked to land and agrarian reform and food security

  • Strengthen the skills and human resource base

  • Improve the health profile of society


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MTSF Priorities

  • MTSF for mandate period 2010-2014- Ten Strategic Priorities which inform government plans:

  • Intensify the fight against crime and corruption

  • Build cohesive, caring and sustainable communities

  • Pursue regional development, African advancement and enhanced international cooperation

  • Sustainable resource management and use

  • Build a developmental state, including improving of public services and strengthening democratic institutions


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MPSA Priorities

Outcome 12:

An efficient, effective and development oriented public service and

empowered fair and inclusive citizenship


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10 Public Service Requirements to deliver on MTSF Priorities

  • Service Delivery Mechanisms that ensure quality, quantity, economies of scale and access

  • Effective Systems, structures and processes through standard operating procedures

  • Well functioning service delivery systems through ICT connectivity in service delivery centres

  • Effective recruitment and HRD standards

  • Efficient HRM Practices, norms and standards

  • Healthy , safe working environments for all public servants

  • Appropriate Delegations and decision-making Governance structures

  • Adequate levels of transparency of administrative actions by ensuring Citizen engagement and Public Participation

  • Corruption tacked effectively

    10. Collaborative Regional development programmes in SADC, involvement in Africa post conflict advancement and international co-operation in Public Administration programmes


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10 Public Service Outputs

  • Service Delivery Mechanisms through SDIPs and Batho Pele principles institutionalised

  • Standard Operating Procedures (SOPS) for work processes and organisational structures

  • Alignment of transversal ICT systems through integrated connectivity via service delivery centres

  • Revised recruitment tool and policy and HRD training standards

  • HRM norms and standards institutionalised

  • EH&W SHERQ implemented in health and education facilities

  • Appropriate Delegations and decision-making Governance structures

  • Adequate levels of transparency of administrative actions by ensuring Citizen engagement and Public Participation

  • Corruption tacked effectively

    10. Collaborative Regional development programmes in SADC, involvement in Africa post conflict advancement and international co-operation in Public Administration programmes


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Youth targeted Outputs for Outcome 12

  • Youth employment opportunities in the PS intensified .

  • Bursaries, Learnerships, Internships and Apprenticeships opportunities increased for youth.

  • Revision of the recruitment strategy in the PS.

  • Mandatory training programmes for new entrants into the PS, i.e. PSIP/MIP.

  • ABET/AET Programmes supported through govt departments.

  • Integrated youth, skills and rural development strategies implemented in line with the National Youth Development Strategy, National Skills Development Strategy, HRDSF Vision 2015 and Comprehensive Rural Development Strategy.


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Conlusion

  • Let’s prudently & generously invest in our Youth to have quality harvest tomorrow;

  • Today’s Youth is tomorrow’s leadership;

  • The quality of any harvest depends on type of seed used during planting time;

  • Therefore, investment wisely & proactively to shape a bright future

  • Dick Bvuma

  • [email protected] or [email protected]

  • 012 336 1384 or 012 336 1575 respectively.



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