18 August 2010
8/19/10

•
In 2010 government adopted an outcomes based approach which will guide the implementation of its strategic priorities for 2010-2014.
•
Through this approach the government will concentrate only on a few priorities and activities which it believes will steer this country in the right direction both socially and economically
•
The Minister for Public Service and Administration has been allocated the responsibility to coordinate the implementation, including monitoring and reporting, of Outcome 12
•
Outcome 12 has been divided in Part A – An efficient, effective and development oriented public service and Part B – an empowered , fair and inclusive citizenship
8/19/10
Part B of the Outcome will be coordinated by the Minister for Arts and Culture

The DPSA’s 2010-2014 strategic plan & operational plan for 2010-2011 is a consolidation of;
 the department response to its mandate as articulated in Chapter 3 and 9 of the Constitution as well as the governments priorities in relation to the transformation of the public service

Minister’s Performance Agreement with the President

Outcome 12 and its related outputs
8/19/10

1.
Review the performance management system to ensure accountability by public officials
2.
Review of discipline management in the public service
3.
Review of our recruitment practices
4.
Improve turn-around times in accessing government services
5.
Shorten the time it takes to fill vacancies
6.
Deepen the fight against corruption in the public service
7.
Interrogate the public sector integrity framework with a view to eliminate conflict of interest by public officials
8.
Broaden the culture of e-governance
9.
Strengthen citizen engagement in government programmes
10.
Intensify capacity development of officials through the introduction of cadre development programmes, and

Output 1 Service Delivery Quality and Access
Output 2 Human Resource Management and Development
Dpsa in partnership with
Statssa, Education, Health, DHA,
DCG, NT, etc
Dpsa – Palama, PME, NT,DCG,
OTPs, Education, Health
Output 3 Business processes, systems, decision rights and accountability management
Dpsa - NT, DoJ&CD, SITA,
Education, Health
Output 4
Output 5
Output 6
Output 7
Corruption tackled effectively
Leveraging ICT as strategic resource and enabler
Labour relations and remuneration management
Enhancing good governance nationally and internationally
Dpsa - NT, PSC, DCG, DoJ&CD,
SAPS, SIU
Dpsa – SITA, GITOC, NT
Dpsa
Dpsa
8/19/10

•
Whilst the emphasis of the Outcomes Based Approach is on “doing things
differently” the department is mindful of the fact that the current gaps and challenges related to service delivery and the overall performance of the public service are not entirely as a result of weak or poor legislative framework but as a result of a number of factors including poor planning, misalignment between objectives and plans, weak M&E culture and systems and poor implementation of the range of public service policy and directives.
•
The department is therefore of the view that it is still important to continue with , and build upon, the implementation of existing projects and initiatives whilst incrementally introducing new methods and approaches to achieving the identified objectives for 2010-2014.
•
In particular the emphasis will be put on; o
Entrenching of the ongoing basic requirements in relation to policies, systems, regulations and standard operating procedures with an increased focus on implementation support to improve compliance and accountability,

•
Implementation in the first 2 quarters of the year ( April- August) has been affected by a range of factors which include;
–
The development of the departments strategic plan for 2010-2014
–
The development of the Delivery Agreement for Outcome 12 which involved extensive consultation with the different stakeholders/departments who will be involved in the implementation of the Outcome
–
Budget re-prioritisation and allocation
–
Finalisation of the DPSA’s re-structuring process which was completed and implemented in 2010, however,
–
Some progress was made in implementing the various projects and initiatives for the financial year 2010/11 as illustrated below
8/19/10

Metric Indicators Baseline Targets Projects – 2010/11 Progress
Service user satisfaction
Level of user satisfaction
58% 75%
Access to government
Services
Maximum distance travelled to obtain a service, including a model to assist people to access services
N/A Tbd
Develop user satisfaction survey methodology and tools
•
•
•
Continuous work on the refinement of the survey methodology
Commenced with the development of data collection tools
Held various meetings with Stats
SA on partnership
Develop and progressively implement transversal programme of improving access to service delivery points
•
•
•
Draft guideline developed on improving geographic access to service points. Also developing regulations that support the roll out of guidelines.
Meetings conducted with Home
Affairs and Labour on the work plan.
Collaboration established with
SAPS, SASSA and education on the development of geographic access norms
8/19/10
No policy Policy developed and implemented
Norms on maximum distance travelled to obtain a service
Policy on utilisation of CDWs
• Draft guideline on Norms for maximum distance developed and circulated to selected departments for comment
First draft of Regulations and Directive developed and consultations with provinces in process.

Metric
Access to government
Services
Indicators
Increase in development and implementation of
Service Delivery
Improvement Plans focused on value for money
Baseline
50% of all departments submit
Targets Projects – 2010/11
90% of all departments to submit
Coordinate departments to develop Service Delivery
Improvement Plans to include and address the value for money principle
Partner with communities to establish Forums for monitoring.
Progress
Departments are in the process of submitting their annual progress reports on SDIPs. Official follow-up for non-compliance will be made end of
July 2010. Ongoing support provided to national and provincial departments to strengthen the quality of their SDIPs.
Improved working culture (Batho Pele) amongst public servants
Weak understanding of
Batho Pele
Improved understandi ng of Batho
Pele and working culture of public service
Cascading and roll-out of the
Batho Pele Change
Management Engagement programme across the three spheres.
Arrange 1 BPIA award ceremony
11 training sessions held between
April and June in 6 provinces covering
4 Municipalities,2 provincial
Departments and 3 national
Departments. A total of 306 people took part in the training sessions.
Draft Integrated Framework in the process of being finalized. Ongoing consultative process taking place to ensure alignment and synergy with other Excellence awards that include the Vuna and Premier’s excellence awards.
8/19/10
Increase in departments with developed service standards In 2000 only 25% of departments had set service
80% of departments with service
Coordinating all departments to develop service standards based on mapped business processes
Draft Project concept, charter and plan developed and submitted for approval.

Metric Indicators Baseline
Increase the distribution of know your service rights booklets to citizens to facilitate access
274 000
Targets
100 000 more copies distributed
Projects – 2010/11 Progress
50 000 Copies distributed during the stakeholder engagement activities
100 000 booklets excluding z-cards will be distributed to GCIS, CDWs and offices of the
Premiers in all provinces.
26975 booklets & 7090 zcards have been distributed in 17 community outreach events during this period.
Responsiveness Waiting time for pensions, hospital queues, licensing centres and social grants
TBD 20 % reduction Develop standard for waiting time for pensions, hospital queues and licensing centres.
The following departments have been contacted to take part in this work: Social
Development, Transport,
Labour, Health and Home
Affairs
A template was sent to these departments with a request to provide information
It is envisaged that all the listed departments will be visited so as to begin to work on their actual deliverables by end of
August
8/19/10

Metric
Delegations
Indicators Baseline
Develop template for HR and financial delegations and support departments in customisation and implementation
No template exists
Target
Template developed
Projects – 2010/11 Progress
Draft generic HR and financial delegations template developed
Support Health with customisation and implementation
Letters addressed to national departments, offices of the
Premiers and provincial treasuries have been sent.
Follow-up on information gathering.
Value for money Competitive unit costs of selected services
Limited unit costs available
Selected departments have unit costs available
Develop and prioritise baseline information for unit costs of key services with relevant stakeholders and coordinate the setting of targets to improve unit costs
•
•
•
Project charter and project plan developed and approved
Letter sent to departments requesting status quo on methodology and approach to unit cost determination
Commenced with desktop research
8/19/10 1111

Metric Indicators Baseline Target Projects – 2010/11 Progress
Organizational transformation
Development of generic sector specific organizational structures
No generic structures
Generic structures developed and in place
Conduct sectoral research
Develop generic structures for support services, social and health functions
Report on status of organisational structures in departments
Generic structures for
Health and Social
Development have been developed and consultations ongoing.
Consultations have resumed with
Ministries and OTP’s
The MPSA OD Directive is under review as part of strengthening the quality of organizational structures. Terms of reference have been developed and consultations between
OTP’s, NT and DPSA underway
8/19/10 1212

Output 2: Human Resource Management and Development
Metric Indicator Baseline Target
Performance development, performance agreements and assessments
100% compliance by senior managers regarding the signing of
Performance
Agreements by stipulated time
54% by the stipulated due date.
100%
Projects – 2010/11 Progress on Key Activities
Monitor, report and enforce compliance regarding the signing of Performance
Agreements for SMS
Liaised with PME on the alignment of the HoDs
Performance Agreement & the Ministers PA’s
Circular sent out to
Departments to inform
HoDs on this alignment.
8/19/10
Improved quality of PMDS and implementation thereof that is aligned to institutional performance; and the payment of incentives.
Approx 95% of employees receive pay progression. On average 40% of employees receive performance bonuses. On average
80% of National DGs
(those assessed) receive a performance bonuses.
Revised and improved
PMDS system that is aligned to the outcome based approach and payment of incentives are aligned to the performance of the department/ institution.
Normal distribution in the Public Service-
20% to 25% performance bonuses and 80% pay progression for a department that is performing at a
Review and draft revised PMDS for
SMS for consultation
Internal discussions on the approach to align individual PMDS with
Organisational performance

Output 2: Human Resource Management and Development
Metric
Performance development, performance agreements and assessments
Indicator Baseline Target
Improved management of poor performance of DG’s, DDGs and
Municipal
Managers
Ineffective management of performance.
(On average
80% of National
DG’s –those assessed, receive performance bonus).
60 % of identified poor performing senior managers supported and/ or sanctioned with 6 months
Projects -
2010/11
Develop a draft strategy for improving the management of poor performance of
DG’s, DDG’s and
Municipal
Managers for consultation.
Progress on Key
Activities
Preliminary discussions held internally on the strategy to be developed.
1414
8/19/10

Metric
Recruitment, retention and career pathing
Indicator Baseline Target
Improved recruitment in identified occupational categories and associated vacancy rate reduced
Specific categories still to be determined and associated target set. (Professionals and managers-
40.9% and SMS-
19%)
Average vacancy rate of identified categories reduced to average 10%
Projects –
2010/11
Analyse HR Plans and in consultation with relevant departments determine occupational categories.
Develop strategy to improve ability to fill vacancies.
Progress on Key
Activities
Analysis of submitted HR
Plans is underway to determine trends related to recruitment and retention, this will assist in identifying occupational skills categories that will be focused on.
8/19/10
Increased duration of employment period per post level for SMS aligned to the achievement of competency requirements
Average time spent in SMS post is approximately 3 yrs; need to determine the desired duration aligned to competency requirement.
Stable SMS that meets the minimum requirements prior to moving to higher posts.
An ideal period to demonstrate the desired competency requirements determined.
Analysis of existing national and international practices.
1515
Consultations with relevant stakeholders still needs to be done, at this stage there is monitoring of the implementation of competency assessments by departments.

Metric Indicators Baseline
Recruitment, m career pathing
• m
6 Months to fill funded vacancies from the date of becoming vacant.
• m
Average of 9
Months to fill vacancies
• m
Target
Funded vacant posts are advertised within
2 months of becoming vacant and filled within
4 months from date of advertisement.
Projects -2010/11 Progress on Key
Activities
Commence with the development of a draft strategy to reduce the period it takes to fill a vacancy from 9 to 4 months after being advertised; and support some departments in the implementation thereof.
Preliminary work on the review of the recruitment practices in the
Public Service is underway.
• m
• m
• m
Vacancy rate estimated to be around
19.2%
Reduction of the vacancy rate from 19.2 % to average 10%
Develop a methodology to measure funded posts which are vacant and target reduction in the
Persal clean up that is underway will assist in determining the real vacancy rate.
8/19/10

Output 2: Human Resource Management and Development
Metric Indicators Baseline Target Projects -2010/11
Discipline Disciplinary cases finalised within 60 days of initiation of the process.
Average of
106 days
80% of disciplinary cases to be finalised within 60 days
Support departments in the implementation of the Disciplinary Code.
Ensure compliance with the timeframes with regard to disciplinary processes.
Roll-out LR training
Module
Progress on Key
Activities
Train-the-trainer LR module developed.
Engagements with relevant stakeholders.
8/19/10 1717

Output 2: Human Resource Management and Development
Metric Indicators
HR Planning, skills development and cadre development
Qualitative and quantitative improvement in the extent and depth of the skills levels of Public
Servants
% of public service employees trained in mandatory training programmes.
Baseline Target
Baseline not available, to be determined in line with the methodology
% improvement and growth of the skills baseline.
Projects -2010/2011
Refine and align HR
Connect methodology to measure the extent and depth of skills
Levels.
No mandatory training programmes exist except for compulsory induction programme .
25% of employees that fall within identified categories have attended mandatory training programmes and have attained the requisite skills levels.
Development of draft policy that provides for the attendance of mandatory training programmes and minimum compulsory annual training days.
Progress on Key Activities
Implementation of the HR
Connect project is underway in all departments, this will inform the refining and alignment of the methodology to measure extent and depth of skills.
Engagements with Palama on the development of mandatory programmes for
HR Practitioners have commenced. Curriculum on
HR Learning Frameworks is currently being finalised.
8/19/10
% of departments using their training budget in keeping with policy.
Current expenditure on training 3.5 to 4 % of personnel budget. No policy on directing expenditure.
75% of
Departments spend their training budgets on targeted skills improvement.
Develop of draft policy in line with the Capacity
Development Pillar HRD
Strategic Framework.
1818
Preliminary consultations underway.

Metric
Employee Health and Wellness
Indicators Baseline Targets
Integrated Health Risk
Assessment
No assessment done Integrated health risk assessment tool (IHRA) developed.
IHRA (that integrates gender, disability and youth) conducted.
Projects
Together with DoE and DoH and other stakeholders, develop integrated health risk assessment tool.
Establish partnerships for technical support that include COGTA and SANDF
Progress on Key
Activities
Health and safety risks for women, youth and persons with disabilities were identified to form part of the Integrated Risk
Assessment Tool
Submission was approved
18 May 2010 by DG
Consultations with DOH and Education was held
Youth, Gender and Disability
8/19/10
Percentage of National and provincial departments with approved operational plans for mainstreaming
Percentage of
Departments having strategies to implement frameworks.
Only 5% of departments have reached targets for women’s representation at
SMS and 12% have reached targets for representation of persons with disabilities
Gender and disability
Focal Points capacitated in gender
& disability mainstreaming and sensitivity programmes.
Develop and communicate strategies to meet approved targets.
Develop Guidelines for
Simultaneous
Mainstreaming on
HIV&AIDS, Gender, Youth, and Disability.
-Develop a DVD of the above.
Consulted with WC, EC,
NC, NW, KZN and FS on the draft document for
Youth Development in the
PS.
The PS Management
Week circular was sent to depts and posted on the website. Review of the learning materials that were developed by
PALAMA to capacitate
Disability Focal Points.
A partnership was developed with UNFPA for capacity building on

Output 3: Business processes, systems, decision rights and accountability management
Metric Indicators
PERSAL functionality PERSAL clean-up
Baseline
N/A
Organisational
Design
OD Capacity developed at
Provincial and
National
Departments
TBD
Targets
TBD
100% Development &
Implementation of the
OD Training module over the 4 year period
Projects
Development and approval of a strategy and manual to guide the clean-up exercise
Commence with implementation
Develop and implement OD
Training module to build capacity in departments and provinces
Progress on key activities
Persal data clean up strategy developed
The first project team meeting with the Director-General of Basic
Education is scheduled for 02
September 2010, and the meeting with the Director-General of Higher
Education and Training is scheduled for 07 September 2010.
A project plan is available and will be consulted with the national
Department of Health (NDOH)
The DPSA is still awaiting a response from the national Department of
Health on the MPSA’s letter of 25
June 2010, to kick-start the project.
8/19/10
Generic Sector structures developed and properly regulated
95% Social Dev.
45% Health structures developed
100% for all targeted sectors including
Ministries and OTP's.
Development of Sector Generic
Structures for Education,
Health and Social Development
Assisted Mpumulanga Dept of
Health in the development of their organisational structure. Currently
2020 working with national health to extend

Output 3: Business processes, systems, decision rights and accountability management
Metric
SITA effectiveness
Indicators
Effective and efficient functioning of SITA
Baseline
Low customer satisfaction
61%
Targets
Customer satisfaction at 80%
Projects
Finalisation of the turn around strategy and commence with implementation
Progress on key activities
New appointments to the board approved by Cabinet. Acting CEO was appointed.
Draft turnaround strategy to be finalised by the board
HR Systems IFMS:HR module implemented in
DPSA and Free
State Dept of
Education
No dedicated
HR system
HR module implemented in DPSA and Free State Dept of Education
Finalise generic template and DPSA implementation, including business blueprinting, testing, training of users, data migration for DPSA.
Commence with Free State
Dept of Education implementation
Generic template and DPSA
±
75% completed. Testing has commenced.
HR Connect implemented in all departments
HR Connect implemented in 73 depts
All dept linked to HR
Connect and annual reports produced
HR Connect implemented in
50 additional departments
National and Provincial depts identified and currently signing
MOUs with depts
8/19/10 2121

Metric
Anticorruption
Capacity
Indicator
Anti-corruption
Capacity
Established
Baseline Target Projects
Limited 80% Establishment of anticorruption capacity to address prevention, awareness, investigation and conducting hearings
NT to lead a multi-agency initiative to tackle corruption in procurement focusing on identification and prevention and dpsa to support as part of the disciplinary processes
Development within the
IFMS:HR a feature to capture financial disclosure forms and other corruption data
Progress on Key Activities
BUSA training programme commenced in July in
Mpumalanga & Gauteng
Draft Public Sector Integrity
Management Framework
Draft Public Service Pledge developed
Concept document for international anti-corruption day celebration developed for consultation with the NACF
Communications meeting planned with GCIS, SARS to develop and roll-out communication campaign
IFMS:HR module has been designed to include the capturing of financial disclosure forms and to track disciplinary cases linked to corruption.
8/19/10

Metric Indicator
Coordinated implementation of the
Resolutions of the 3rd Anticorruption
Summit
Baseline
Resolutions report
Target
Resolutions implemented
Projects
Public sector input developed
Progress on Key Activities
The Input was presented at the
NACF workshop held in April
2010.
Level of compliance with international and regional instruments
Finalization of the draft Phase
2 Report
Attendance and participation in the OECD
Working Group meeting
Approval and publication of the Phase 2
Report
Development of the Action
Plan for the Phase 2 Report
Workshops with OECD core delegation
The Phase 2 Report was approved by the OECD Working
Group on Bribery in International
Business Transactions
Implementation of the
Action Plan
The draft Action Plan is currently being developed
Position paper regarding the Implementation
Review Group
The first meeting of the
Implementation Review Group took place in Vienna, South
Africa will undergo review in the next year.
Attendance and participation in the
Implementation Review
Group
8/19/10

Baseline Metric
Labour relations and remuneration management
Indicator
Successful conclusion of negotiations
Target
Collective agreements on wage increase for the public service for 2010/11 and
2011/12 to
2013/14 signed and implemented
Projects
Develop and cost employer offer; Obtain
Mandate, table employers offer in
PSCBC, negotiate the settlement and
Implement
Progress on Key Activities
Salary negotiations for 2010/11 have commenced. Labour has declared a dispute and embarked on a one day national strike.
Effective and efficient bargaining structures and procedures for the Public Service
Councils have never undergone review since inception 10 years ago.
Employer structures operate in adhoc fashion and uncoordinated which allow for vacuums in institutional memory
Review of the
Collective
Bargaining structures and procedures and develop a set of recommendation s to take forward.
Review of bargaining structures and develop a set of recommendations
Employer strategic session to review the status quo of bargaining structures and develop new proposals took place in this quarter.
8/19/10

Metric Indicator
Number of OSDs fully implemented and impact of
OSDs assessed
Baseline
All the OSD resolutions emanating from
PSCBC Resolution 1 of 2007 have been signed and in the implementation phase, except for the
OSD for Medical
Therapeutic Services
Target
100% of
OSDs emanating from PSCBC
Resolution 1 of 2007 implemented
Projects
Finalise the implementation of all
OSDs, including phase 1 and phase 2
Progress on Key Activities
Resolutions on all OSDs have been concluded except for the OSD for
Health Therapeutic Services.
Fully implemented the OSDs for
Nurses, Educators and Social
Workers. Work on other OSDs is progressing as planned
Report on review of housing allowance
Current allowance of
R500 for levels 1-10 tbd
Produce report on
Review Housing
Allowance to encourage home ownership in the
Public Service
Analysis of commissioned research report
Analysis of housing allowance to encourage home ownership in the public service report conducted and summary and recommendations approved DG.
Terms of reference for study has been developed.
Service Provider appointed to conduct feasibility study.
Revised policy on the Long
Service Recognition System.
Revised policy on the Night
Shift Allowance
8/19/10
Develop and cost proposals.
Consult with the relevant stakeholders including
National Treasury.
The research reports on revised policy on the long service recognition system were discussed internally.
National Treasury was consulted.
Mandate documents were updated to reflect 2010 adjustment in night shift allowance and to recalculate cost of proposals

Metric Indicator Baseline Target Projects Progress on Key Activities
Development of a seamless exit process from government departments to the GEPF
It takes between 2-4 months for exited employees to receive pension payout.
Shorten the waiting period of exit cases to at least 30 days from day of exit
/death from the public service
Drafting of terms of reference and conduct survey, including collection of data from stakeholders and the
GEPF
Questionnaire/Tool for survey is being developed to assess strengths and departmental challenges.
An inter-departmental team comprising of GEPF and the
DPSA has been established to conduct survey.
Efficient management of sick leave improved
Excessive utilisation of normal sick leave
% Improvement in the management of sick leave
Conduct departmental surveys
Specifications to extract data from PERSAL are being developed.
8/19/10

Metric Indicator Baseline Target Projects Progress on Key Activities
Master plan for IT in Government
No master plan Shared Services
Architecture and designs developed
Publish and award tender for shared services architecture.
A tender has been published & awarded for the design of a shared services architecture.
Adoption of IT
Security policy to mitigate risks in
Government
Draft Framework available
Proposal for
Information
Security
Governance
Framework developed
Information Security
Governance Framework developed ,User and operations policies published.
The draft information security policies have been circulated to all national and provincial departments. Comments are being received from depts.
8/19/10
Development of
Public Key
Infrastructure (PKI) strategy
No PKI strategy Developed PKI strategy for public service.
Publish TOR for service provider to facilitate internal development workshop.
A tender has been awarded The workshop is scheduled to be held on 22-23 August 2010.
Report on ICT
Expenditure
Patterns in the
Public Service
ICT expenditure review report available
-Expenditure review and cost saving initiatives identified
-Standard Chart of accounts for IT expenditure in the public service developed
Identify expenditure patterns and distribute findings to all National and Provincial
Departments.
Report was completed and circulated to all departments for comment . Cabinet memorandum has been drafted in order to inform cabinet that the review has been completed and to table the final report and request approval to implement the cost saving initiatives identified.

Metric Indicator Baseline Target Projects Progress on Key
Activities
Improvement of Frontline
Service
23 Thusong centres connected
100 Thusong centres connected to
Local Area
Network
(LAN).
50 Thusong centres connected to LAN
The LAN Cabling Tender was awarded by SITA
Green IT Policy
Document
No government policy
Policy developed and implemented
Development of draft
Policy for consultation and final adoption
TOR developed and
Service Providers invited to provide proposals.
8/19/10

Metric Indicator Baseline Target Projects Progress on Key
Activities
Monitoring and
Evaluation across government
Level of performance in the public service
Public
Management watch system does not have indicators measuring service delivery
Service delivery related indicators developed and implemented
Indicators on the public management watch (PMW) expanded
TOR for first evaluation developed.
Project plans developed for implementation in 3
Premiers office.
8/19/10

Metric Indicator Baseline Target Projects Progress on Key Activities
Monitoring and
Evaluation across government
M&E Policy and
Implementation
Support to departments
Level of usage of M&E
Guidelines
M&E
Framework
Draft
Guidelines
The Framework
Implemented
M&E Guidelines implemented
M&E Policy
Implementation
Plan approved
Guidelines developed
Draft M&E implementation plan developed
Guidelines and Glossary of terms developed
Draft stakeholder needs analysis plan developed
Draft stakeholder Participation
Guideline revised.
Level of implementation of the
Capacity Development
Plan
Level of implementation of the
Compliance module of
M&E System
M&E Capacity
Development
Plan still in a draft
None
M&E Capacity
Development
Plan
M&E Capacity development Plan approved
Draft M&E Capacity
Development Plan revised.
23 officials from different branches were trained on the
Introduction to M&E facilitated by PALAMA
Compliance module of M&E system operational
Implementation plan approved
System developed
Plans approved and system developed and is at testing and population phase
8/19/10

Metric Indicator Baseline Target Projects
Participatory governance
Level implementation of the APRM National
Programme of Action
Self-
Assessment and
Progress
Reports available
2nd Annual
Progress
Report
Re-launched PGC’s in the remaining 4 provinces plus revisiting of 5 provinces for update
International Public
Administration and governance initiatives
DRC Census Project completed
Progress on Key Activities
Re-launched PGCs in the Free State,
Northern Cape, KwaZulu Natal,
Western Cape and Limpopo.
Reactivated PGCs Limpopo,
Northern Cape and KwaZulu Natal.
Assist DRC with roll out of census project
Assistance is given on an ongoing basis through one official on a full time basis and oversight by a CD one week per month
Facilitation and coordination of the
Implementation of the
Continental Capacity
Development
Programme
Coordinate and facilitate the convening of the continental
Steering Committee
Submitted report on CCDP in the fourth champions meeting held in
Kenya. MPSA represented at the
West Central and North Africa officials' workshop
Level of facilitation and coordination of the
Implementation of
AAPSIA
Coordinate and facilitate implementation of the marketing strategy
In April 2010 submitted a report on
AAPSIA in the fourth champions meeting held in Nairobi, Kenya
AAPSIA Marketing in West, East and
Southern Africa facilitated. APSIA
Adjudication preparatory process facilitated
8/19/10

8/19/10
•