INTRODUCTION
1. ESSENTIAL PRIORITY
2. PRINCIPLES,
GUIDELINES &
PRESCRIPTIONS
INTRODUCTION CONTINUED
3
PRIORITY AREAS
3.1
RESTRUCTURING
3.2
INSTITUTION BUILDING
3.3
REPRESENTIVITY & AFFIRMATIVE ACTION
3.4
MEETING BASIC NEEDS & REDRESS PAST
IMBALANCES
3.5
DEMOCRATISATION OF THE STATE
3.6
HUMAN RESOURCE DEVELOPMENT
3.7
EMPLOYMENT CONDITIONS AND LABOUR
RELATIONS
3.8
PROMOTION OF A PROFESSIONAL SERVICE
ETHOS
SYNOPSIS OF GUIDING
TRANSFORMATION POLICY

REDRESS PAST IMBALANCES

SETTING OF GOALS & TARGETS

PROFESSIONAL ETHOS & WORK ETHICS

ORGANISATIONAL RESTRUCTURE

INTERNAL SYSTEMS

REPRESENTATIVENESS

SERVICE EXCELLENCE
SATISFACTION

EDUCATION, TRAINING & DEVELOPMENT
CUSTOMER
IMPEDEMENTS TO
TRANSFORMATION
1. HISTORICAL LEGACY
2. EXPECTATION OVERLOAD
3. LACK OF CO-ORDINATION
& PENETRATION
1 HISTORICAL LEGACY

UNREPRESENTATIVE OF SA
POPULATION

RULE BOUND

IDEOLOGY

FEAR & UNCERTAINTY
2
EXPECTATION OVERLOAD

GREAT EXPECTATIONS

CONTINUOUS PROCESS OF
TRANSFORMATION

IMPATIENCE

ANXIETY & FRUSTRATION
3
LACK OF CO-ORDINATION
& PENETRATION
DISPERSED AREAS OF
DEPARTMENT
ADEQUATE SERVICES TO
MARGINALISED
COMMUNITIES
TRANSFORMATION STRATEGIES
& PROCESSES
HUMAN RESOURCES POLICY & PRACTICE
REPRESENTATIVENESS
DIVERSITY
RECRUITMENT
QUALIFICATIONS &
PROMOTIONS
OPEN COMPETITION
SELECTION ON MERIT
HEAD HUNTING
PROGRESS REGARDING
HR POLICY
RECRUITMENT POLICY
APPROVED
EXIT INTERVIEW
INTERVIEW ASSESSMENT TOOL
APPROVED
NEW EVALUATION SYSTEM
PROGRAMME FOR
AFFIRMATIVE ACTION:
STATEMENT REGARDING
FILLING OF POSTS – VARIOUS
POPULATION GROUPS
(AS ON 30 JUNE 2002 )
Department of Home Affairs and Government
Printing Works
REGION
WHITES
COLOUREDS
ASIAN
AFRICANS TOTAL
RATIO PER REGION RATIO PER REGION
AS AT 7/11/1994
AS AT 30/06/2002
MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE
Free State
24
39
North West
14
25
Northern Cape
15
25
Western Cape
34
71
Eastern Cape
11
27
KwaZulu/Natal
24
56
Gauteng East
50
92
Gauteng West
40
66
Northern Province 16
31
Mpumalanga
29
46
Strat Plan & Service Del
6
4
Internal Audit
1
1
Civic Services
44
319
Migration
17
67
Human Resources
4
24
Legal Services
0
2
Information Technology
5
5
Financial Management
13
64
Film and Publication Board
0
1
Ministry
2
1
Deputy Ministry
0
1
DGS
0
2
Refugee Appeal Board0
0
Ethical Conduct & Sec5Serv 2
Gov Printing Works 191 169
TOTAL
545 1140
19
7
28
51
12
5
5
8
1
1
0
0
23
4
2
0
0
2
1
2
1
0
1
0
7
180
8
2
29
70
8
8
10
14
0
3
0
0
64
5
8
0
1
1
0
2
0
0
0
0
17
250
1
0
1
4
0
23
2
2
0
0
2
0
0
2
2
0
0
0
1
1
0
0
1
0
2
44
0
0
1
6
0
17
3
2
0
2
0
0
1
2
2
0
0
0
0
0
0
0
0
0
6
42
175
157
29
63
174
177
211
181
311
227
14
3
183
31
27
8
27
52
0
7
2
0
1
38
141
2239
83
268
17
49
297
175
192
170
235
128
14
3
267
42
23
2
21
73
1
6
2
3
1
17
88
2177
POPULATION
GROUP RATIO
PER REGION
ACCORDING TO
CENSUS 1996
WHITES BLACKS WHITES BLACKS WHITE
349
473
145
348
529
485
565
483
594
436
40
8
901
170
92
12
59
205
4
21
6
5
4
62
621
6617
42
9
72
8
85
46
60
24
43
72
88
0
88
96
88
88
88
88
88
55
55
55
0
0
68
59
58
91
28
92
15
54
40
76
57
28
12
0
12
4
12
12
12
12
12
45
45
45
0
0
32
41
18.1
8.2
27.6
30.2
7.2
16.5
25.1
21.9
7.9
17.2
25.0
25.0
40.3
49.4
30.4
16.7
16.9
37.6
25.0
14.3
16.7
40.0
0.0
11.3
58.0
25.5
81.9
91.8
72.4
69.8
92.8
83.5
74.9
78.1
92.1
82.8
75.0
75.0
59.7
50.6
69.6
83.3
83.1
62.4
75.0
85.7
83.3
60.0
100.0
88.7
42.0
74.5
12
6.6
13.3
20.8
5.2
6.6
23.2
23.2
2.4
9
23.2
23.2
23.2
23.2
23.2
23.2
23.2
23.2
23.2
23.2
23.2
23.2
23.2
23.2
23.2
-
BL
88
93.4
86.7
79.2
94.8
93.4
76.8
76.8
97.6
91
76.8
76.8
76.8
76.8
76.8
76.8
76.8
76.8
76.8
76.8
76.8
76.8
76.8
76.8
76.8
-
RATIO PER DEPT AS
AT 7/11/1994
RATIO PER DEPT AS
AT 20/06/2000
WHITES
WHITES
59
BLACKS
41
RATIO PER DEPT AS
AT 13/6/96
MALE
FEMALE
45
55
25
BLACKS
75
RATIO PER DEPT AS
AT 20/06/2000
MALE
FEMALE
46
54
ESTABLISHMENT STATUS
PROGRAMME FOR AFFIRMATIVE ACTION – RACE RATIO
Department of Home Affairs including Government Printing Works
RACE RATIO AS AT
7 NOVEMBER 1994
RACE RATIO AS AT
30 JUNE 2002
25
41
59
75
WHITES
BLACKS
WHITES
BLACKS
ESTABLISHMENT STATUS
PROGRAMME FOR AFFIRMATIVE ACTION – GENDER RATIO
Department of Home Affairs including Government Printing Works
GENDER RATIO AS AT
13 JUNE 1996
GENDER RATIO AS
AT 30 JUNE 2002
45
54
55
MALE
46
FEMALE
MALE
FEMALE
PERSONNEL COMPOSITION: 30 JUNE 2002
RACE RATIO SUMMARY FOR SENIOR MANAGEMENT
DEPARTMENT OF HOME
AFFAIRS (INCLUDING
GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME
AFFAIRS (EXCLUDING
GOVERNMENT
PRINTING WORKS)
33
30
67
70
BLACKS
WHITES
BLACKS
WHITES
PERSONNEL COMPOSITION: 30 JUNE 2002
RACE RATIO SUMMARY FOR MIDDLE MANAGEMENT
DEPARTMENT OF HOME
AFFAIRS (INCLUDING
GOVERNMENT
PRINTING WORKS)
64
DEPARTMENT OF HOME
AFFAIRS (EXCLUDING
GOVERNMENT
PRINTING WORKS)
35
65
36
BLACKS
WHITES
BLACKS
WHITES
PERSONNEL COMPOSITION: 30 JUNE 2002
RACE RATIO SUMMARY FOR JUNIOR MANAGEMENT
DEPARTMENT OF HOME
AFFAIRS (INCLUDING
GOVERNMENT
PRINTING WORKS)
60
DEPARTMENT OF HOME
AFFAIRS (EXCLUDING
GOVERNMENT
PRINTING WORKS)
33
67
40
BLACKS
WHITES
BLACKS
WHITES
PERSONNEL COMPOSITION: 30 JUNE 2002
RACE RATIO SUMMARY
DEPARTMENT OF
HOME AFFAIRS
GOVERNMENT
PRINTING WORKS
42
22
78
BLACKS
WHITES
58
BLACKS
WHITES
PERSONNEL COMPOSITION: 30 JUNE 2002
GENDER RATIO SUMMARY FOR SENIOR MANAGEMENT
DEPARTMENT OF HOME
AFFAIRS (EXCLUDING
GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME
AFFAIRS (INCLUDING
GOVERNMENT
PRINTING WORKS)
24
18
76
82
MALE
FEMALE
MALE
FEMALE
PERSONNEL COMPOSITION: 30 JUNE 2002
GENDER RATIO SUMMARY FOR MIDDLE MANAGEMENT
DEPARTMENT OF HOME
AFFAIRS (INCLUDING
GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME
AFFAIRS (EXCLUDING
GOVERNMENT
PRINTING WORKS)
36
64
67
33
MALE
FEMALE
MALE
FEMALE
PERSONNEL COMPOSITION: 30 JUNE 2002
GENDER RATIO SUMMARY FOR JUNIOR MANAGEMENT
DEPARTMENT OF HOME
AFFAIRS (INCLUDING
GOVERNMENT
PRINTING WORKS)
DEPARTMENT OF HOME
AFFAIRS (EXCLUDING
GOVERNMENT
PRINTING WORKS)
53
52
GOVERNMENT
PRINTING WORKS
36
64
47
48
MALE
FEMALE
MALE
FEMALE
MALE
FEMALE
DEPARTMENT OF HOME AFFAIRS
(EXCLUDING GOVERNMENT PRINTING WORKS)
PERSONNEL COMPOSITION: 30 JUNE 2002 SUMMARY
WHITES
BLACKS
TOTAL
%
%
%
%
MALE FEMALE MALE FEMALE
BLACK WHITE MALE FEMALE
DG
0
0
0
0
0
0
0
0
0
DDG
1
0
0
0
1
0
100
100
0
CD/Equivalent
1
0
4
0
5
80
20
100
0
Directors Equivalent
7
2
12
6
27
67
33
70
30
Dep Directors Equivalent14
7
23
11
55
62
38
67
33
Ass Directors Equivalent33
16
57
39
145
66
34
62
38
AO/SAO Equivalent
113
167
340
233
853
67
33
53
47
Lower Levels
186
779
1869
2076
4910
80
20
42
58
GRAND TOTAL
355
971
2305
2365
5996
78
22
44
56
PERCENTAGE
5.92
16.19
38.44
39.44
77.89
22.11 44.36 55.64
MANAGEMENT COMPOSITION
WHITES
BLACKS
TOTAL
%
%
%
%
MALE FEMALE MALE FEMALE
BLACK WHITE MALE FEMALE
Snr Management
9
2
16
6
33
67
33
76
24
Middle Management
47
23
80
50
200
65
35
64
36
Jnr Management
113
167
340
233
853
67
33
53
47
GRAND TOTAL
169
192
407
249
1017
65
35
57
43
PERCENTAGES
16.62 18.88 40.02 24.48
64.50 35.50 56.64 43.36
DEPARTMENT OF HOME AFFAIRS
(INCLUDING GOVERNMENT PRINTING WORKS)
PERSONNEL COMPOSITION: 30 JUNE 2002 SUMMARY
MALE FEMALE MALE FEMALE
Director-General
0
0
0
0
Deputy Director General 1
0
0
0
CD/Equivalent
1
0
4
0
Directors Equivalent
8
2
13
6
Dep Directors Equivalent14
7
24
11
Ass Directors Equivalent38
17
58
39
AO/SAO Equivalent
141
183
356
242
Lower Levels
343
931
2000
2178
GRAND TOTAL
546
1140
2455
2476
PERCENTAGE
8.25
17.23
37.10
37.42
0
1
5
29
56
152
922
5452
6617
-
% BL
0
0
80
66
63
64
65
77
74.52
% WH
0
100
20
34
38
36
35
23
25.48
% M
0
100
100
72
68
63
54
43
45.35
% F
0
0
0
28
32
37
46
57
54.65
% WH % M
30
82
36
67
40
52
38.86 55.91
%F
18
33
48
44.09
MANAGEMENT COMPOSITION
WHITES
BLACKS
TOTAL
MALE FEMALE MALE FEMALE
% BL
Snr Management
10
0
17
6
33
70
Middle Management
55
18
82
50
205
64
Jnr Management
145
196
301
211
853
60
GRAND TOTAL
210
214
400
267
1091
PERCENTAGES
19.25 19.62 36.66 24.47
61.14
The National Department of Home Affairs has set the following
targets to be achieved by the year 2005. The targets are based on the
current staff complement and the demographics of the whole country
where the Department renders a service. Also the 2002 Labour Force
Survey from Statistics South Africa were taken into consideration:
MALES
FEMALES
A
C
I
W
D
A
C
I
W
D
39%
6%
2%
8%
2%
33%
5%
1%
6%
2%
=
Of which 60% of management should be black and 30%
of senior and middle management should be female.
THE FOLLOWING IS THE ACTUAL
SITUATION AND VARIATIONS IN TERMS OF
PERCENTAGES IN THE DEPARTMENT OF
HOME AFFAIRS:
MALES
FEMALES
A
C
I
W
D
A
C
I
W
D
39%
6%
2%
8%
1%
33%
5%
1%
6%
1%
ACTUAL
35%
3%
0.5%
6%
0.3%
35%
4%
0.5%
16%
0.3%
VARIANCE
-4%
-3%
-1.5%
-2%
-0.7%
+2%
-1%
-0.5%
+10%
-0.7%
TARGETS
Colour Variations
Under Representation = Red
Over Representation = Green
The following is a suggested projection
of the targets:
GROUP
African Males
2002
2003
2004
2005
2086
28%
2366
31.5%
2646
35%
2927
39%
African Females
2090
28%
2219
29.5%
2348
31%
2476
33%
Coloured Males
169
2%
262
3.5%
355
4.7%
450
6%
Coloured Females
237
3%
283
3.7%
329
4.3%
375
5%
Indian Males
36
0.48%
74
1%
112
1.5%
148
2%
Indian Females
38
0.5%
50
0.6%
62
0.8%
74
1%
346
4.6%
426
5.6%
512
6.8%
600
8%
White Females
940
12.5%
777
10.3%
614
8%
449
6%
DISABLED
39
0.5%
76
1%
113
1.5%
150
2%
White Males
The suggested projections have been divided by the complete staff establishment (7499) to get
percentages.
The graphs below will show in which levels are the
different race groups under-represented or overrepresented in the Department and what will be done
to correct the situation in each level.
CHIEF DIRECTORS
Number of Posts
6
5
4
3
67%
2
1
33%
1
2
0
White Male
Black Male
There are presently six Chief Director posts, of which three are filled and three are
vacant. From the graph above, it is clear that there are no females of all races on
the level of Chief Director. The Department’s Employment Equity Plan will
therefore strive to fill vacancies on this level with females (both Black and White).
DIRECTORS
Number of Posts
29
24
19
52%
14
9
4
24%
15
7
7%
2
White Male
White Female
17%
5
-1
Black Male
Black Female
On the level of Director, there is an under-representation of Black females
in the Department. Therefore, when posts are to be filled, preference will
have to be given to Indian and Coloured females, who are not represented
at all on this level. Black males are over-represented on this level and
therefore, Black females will be given preference.
DEPUTY DIRECTORS
57
Number of Posts
47
37
42%
27
17
7
26%
15
12%
24
20%
11
7
-3
White Male
White Female
Black Male
Black Female
From the graph above, both Black and White males are over-represented
at the level of Deputy Director. They make up 42% and 26% respectively,
of the total number of Deputy Directors of the Department. African
females, Coloured females and Indian females will be given preference
when posts on this level are advertised.
ASSISTANT DIRECTORS
121
Number of Posts
111
101
91
81
71
46%
61
51
41
27%
31
21
11
33
1
-9
White Male
13%
55
17
16
White Female
14%
Black Male
Black Female
On the level of Assistant Director, Black males, White males and White
females are over represented. Black females, which include Indians,
Coloureds and Africans, only make up 14% of the 121 Assistant Directors
in the Department. Therefore, when posts on this level are to be filled,
Black females should be given preference.
PROGRESS IN
LABOUR RELATIONS
AGREEMENTS REACHED
OVER 100 CHAIRPERSONS &
DEPT REPS TRAINED
DECREASING LEVELS OF
SERIOUS MISCONDUCT
LOW MORALE
CLIMATE STUDY
UNISA
ANALYSIS OF DATA
HUMAN RESOURCES
DEVELOPMENT
STRATEGIC LINK TO BROADER PROCESS OF
TRANSFORMATION
STRATEGICALLY PLANNED AND EFFECTIVELY
RESOURCED
EFFECTIVELY ORGANISED
FLEXIBLE AND DECENTRALISED
BROAD PARTICIPATION
PROMOTE ACCESS
EMPOWER PREVIOUSLY DISADVANTAGED
DEMAND LED, NEEDS BASED
TRAINING INTERVENTIONS
March 2001 to February 2002
Name of Qualification,
Certificate, Short Course
1 Client Relations
2 Code of conduct
3.Dealing with Diversity
4 Management of Diversity
5 Adult Basic Education and
6. Orientation of Newcomers
7. Human Rights
8. Instructor’s course
9. Leadership
10. PSLDP: Service Delivery
11 PSLDP: Policy and Knowledge
Management
12.PSLDP: Financial Management
Training Provider
Beneficiaries (State Occupation & Salaries)
No. of
Beneficiaries
348
217
716
149
48
242
91
78
114
21
21
Home Affairs
Home Affairs
Home Affairs
Home Affairs
Home Affairs
Home Affairs
Home Affairs
Home Affairs
Home Affairs
SAMDI
SAMDI
All levels
All levels
Lower Levels
Junior Level
Lower Level
Lower Levels and Junior Managers
All levels
All levels
Middle Managers, Junior Managers
Top & Senior Managers
Top & Senior Managers
SAMDI
Top & Senior Managers
27
13. Strategy Into Action PSLDP
14. PSLDP: HR Management
15. Immigration Module Course
16. Financial Control Measures &
17. Peace Officers Course
18. Introduction to Computers
19. Introduction To MS Excel
SAMDI
SAMDI
Home Affairs
Home Affairs
Home Affairs
Home Affairs
Home Affairs
Top & Senior Managers
Top & Senior Managers
Lower Levels
Middle Managers, Junior Managers and Lower
Middle Managers, Junior Managers and Lower
Junior Managers and Lower levels
Junior Managers and Lower levels
17
17
47
127
86
285
131
TRAINING INTERVENTIONS March 2001 to February 2002 (Continued)
Name of Qualification,
Certificate, Short Course
Training Provider
20. Introduction To Windows
21. Introduction To PowerPoint
Home Affairs
Home Affairs
22. Hanis Overview
23. Hanis Overview
24. Security Awareness
25. Candidate List Workstation
26. Image Capture Overview
1 Englin
1 Englin
1 Englin
Midrand
1 Englin
Road Sunninghill
Road Sunninghill
Road Sunninghill
Road Sunninghill
27. Image Capture Operation 1
1 Englin Road Sunninghill
(ICPP S) HANIS
Sandton 2128
28. Image Capture Operation 111 1 Englin Road Sunninghill
(Sicm)
HANIS
Sandton 2128
29. Image Capture Operation 11 1 Englin Road Sunninghill
(Alcm)
HANIS
Sandton 2128
30. Image Capture
1 Englin Road Sunninghill
31. Afis System Administrator
1 Englin Road Sunninghill
32. CA UT200 Unicenter
6 Kikuyi Rd (CA)
33. CAUT210 Unicenter
6 Kikuyi Rd (CA)
34. Firewall Management 1
152 Hendrick Verwoed
35. Firewall Management 11
152 Hendrick Verwoed
Beneficiaries (State Occupation & Salaries)
Junior Managers and Lower levels
Middle Managers, Junior Managers
Lower Levels
Middle Managers, Junior Managers
Junior Managers and Lower levels
Middle Managers, Junior Managers
Junior Managers and Lower levels
Middle Managers, Junior Managers
Lower Levels
Junior Managers and Lower levels
and
and
and
and
No. of
Beneficiaries
200
64
83
9
84
39
48
10
Junior Managers and Lower levels
9
Junior Managers and Lower levels
10
Junior Managers and Lower levels
Junior Managers
Middle Managers, Junior Manages
Middle Managers, Junior Manages
Middle Managers
Middle Managers
10
4
7
7
2
2
TRAINING INTERVENTIONS March 2001 to February 2002 (Continued)
Name of Qualification,
Certificate, Short Course
Training Provider
Beneficiaries (State Occupation & Salaries)
No. of
Beneficiaries
36. Interconnection Cecco Device (Tarque0IT House) S
Middle Managers
1
37. Microsoft Word
Home Affairs
38.PAS 1
SAMDI
39. Fingerprint Management
SAMDI
System
40.Fingerprint Training
Civic Services
41. Security
National Intelligence
42. Security Workshop
Regional Office
43. Performance Management & Human Resource
44 Migration Theory and Practice Regional Office
Lower/Junior
Junior
Junior
244
51
16
Lower/ Junior
Lower/Junior
Junior
Junior
21
140
14
66
37
PROGRESS ON OTHER HUMAN RESOURCES TRANSFORMATION ISSUES
The Strategic Plan of the Department deals with the following as far as Human Resources are concerned:
1 Review Performance Agreements
2 Develop a Policy on Succession Planning and Career Management
3 Review the Interview Assessment
4 Develop Service Standards for Human Resources
5 Develop and ensure the implementation of an HR Plan
6 Implement a Performance Management and Development system
7 Establish Transformation Units
8 Provide Leadership Skills
9 Develop policies on Experiential Training and Induction
10 Establish Private/Public Partnerships
11 Outsourcing ABET in the Regions
12 Provision of Computer Training in the Regions
13 Investigate the possibility of establishing a Video Conferencing Centre
14 Establish Regional Bargaining Forums