Presentation to the Portfolio
Committee on Agriculture,
Forestry and Fisheries
Organisational Structure
Roll-out Project
24 JANUARY 2011
Agenda
 Introduction
 DAFF’s New Organisational Structure
 Overview of the Placement Process
 Next steps
Agenda
 Introduction
 DAFF’s New Organisational Structure
 Overview of the Placement Process
 Next steps
Introduction - Background
 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)
Introduction - Overview of the Realignment
Realignment strategy, objectives and mandate
Organizational design –
macro level and detailed level design
Role profiling and job evaluation
Placement approach and strategy
Implementation of placement
process
New look
DAFF
Agenda
 Introduction
 DAFF’s New Organisational Structure
 Overview of the Placement Process
 Next steps
DAFF – Executive Structure
Minister
Deputy Minister
SOEs
Director
General
DAFF Branches
DG
CD: Executive
Support
CORPORATE
SERVICES
CHIEF
FINANCIAL
OFFICER
STAKEHOLDER
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
Office of the Director General
Director General
CD: Executive Support
D: DG Office Support
D: Internal Audit
D: Risk Management
& Investigations
D: Public Liaison
Services
SD: Transformation Unit
Branch: Corporate Services
DDG: Corporate Services
CD: Human Resource
Management &
Development
CD: Chief Information
Officer
CD:
Fisheries Operations
Support
D: Human Resources
Management
D: Knowledge &
Information
Management
D: Information &
Communication
Technology
D: Employee Relations
D: Information &
Communication
Technology
D: Integrated
Human Resources
Management (Fisheries)
D: Employee
Development &
Performance
Management
Legal Services
[Fisheries]
D: Security Services
Branch: Chief Financial Office
DDG: Chief Finance Officer
CD: Financial
Management
CD: Development
Finance
CD: Financial
Management:
Fisheries
D: Budget and
Reporting
Sector Development
Reform Funding
Management
D: Supply Chain
Management &
Facilities
D: Facilities
Management
D: Development
Finance
Coordination
D: Revenue
Management
D: Supply Chain
Management
D: Financial
Administration
D: Financial
Management
Branch: Stakeholder Relations, Communication & Legal Services
DDG: Stakeholder
Relations,
Communication
& Legal Services
CD: Legal Services
CD: Stakeholder Relations
&
Communications
CD: Fisheries
Partnerships Management
D: Agricultural &
Forestry Legal Support
D: Communications
Services
D: Stakeholder
Engagement
D: Fisheries Legal
Support
D:
Stakeholder Relations
D: Intergovernmental &
International Relations
D:
Intergovernmental
Relations
D: Communication
Services
Branch: Policy Planning & Monitoring & Evaluation
DDG: Policy Planning
& Monitoring &
Evaluation
CD:
Monitoring &
Evaluation
CD:
Planning, Policy Coordination and Analysis
D: Organisation
Performance
D:
Strategic Planning
D: Provincial & SOEs
Performance Monitoring
D:
Programme Development
Support
D: Statistics & Economic
Analysis
D: Policy Research
Support
Branch: Economic Development, Trade & Marketing
DDG: Economic
Development,
Trade & Marketing
CD: International
Relations & Trade
CD:
Cooperatives &
Rural Enterprise
Development
CD: Agro-processing
& Marketing
D: Southern Africa &
Africa – Relations
D: Cooperatives &
Enterprise
Development
D: Marketing
D: International Trade
D:
BBBEE Charters
Compliance
D: Agro-Processing
Support
D: Americas,
Australasia,
Europe & Middle East
Relations
Branch: Food Security & Agrarian Reform
DDG: Food Security &
Agrarian Reform
CD: Food Security
D: Subsistence
Farming
CD:
Sector Capacity
Development
D: Sector Education
& Training
CD: National Extension
Support Services
D: National Extension
Reform
D:
Sectoral Colleges
D: Small Holder
Development
D: National Extension
Support
D: GADI
D:
Infrastructure Support
D: Sector
Transformation &
Gender Mainstreaming
Branch: Agricultural Production, Health & Food Safety
DDG: Agricultural
Production,
Health & Food safety
CD: Inspection &
Quarantine
Services
CD:
Plant Production &
Health
CD: Animal
Production &
Health
D: Inspection
Services
D: Plant
Production
D: Animal
Production
D: Food Safety &
Quality
Assurance
D: Plant Health
D: Veterinary
Public Health
D: Agriculture
Inputs Control
D: Genetic
Resources
D: Animal Health
D: Food Import &
Export Standards
Branch: Forestry & Natural Resources Management
DDG: Forestry & Natural
Resources Management
CD: Forestry Operations
CD: Forestry Development
&
Regulations
D:
Forestry Management
[Eastern Cape]
D: Commercial Forestry
D: Forestry Management
[KwaZulu-Natal]
D: Small Scale Forestry
D: Forestry Management
[Mpumalanga &
Limpopo]
D: Forestry Regulation &
Oversight
D: Forestry Management
[Other Regions]
CD: Natural Resources
Management
D: Woodlands &
Indigenous
Forest Management
D: Water Use &
Irrigation Development
D: Climate Change,
& Disaster
Management
D: Land Use & Soil
Management
Branch: Fisheries Management
Fisheries Management
CD: Aquaculture
& Economic
Development
CD: Monitoring, Control &
Surveillance
CD: Marine Resources
Management
CD: Fisheries Research
& Development
D:
Aquaculture
Technical Services
D: Compliance
D: Offshore &
High Seas Fisheries
D: Research Support
D: Sustainable
Aquaculture Management
D: Fisheries
Protection Vessels
D: Small Scale Fisheries
D: Aquaculture Research
D: Socio-Economic
Development
D: Monitoring &
Surveillance
D: Inshore Fisheries
Management
D: Ecosystem
Research
D: Resources Research
Agenda
 Introduction
 DAFF’s New Organisational Structure
 Overview of the Placement Process
 Next steps
Overview of the Placement Process
What 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
Placement
placement
Old Structure
New Structure
Overview of the Placement Process
Regulatory 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.
Overview of the Placement Process: Principles and objectives
Fair and transparent process
Ensure uninterrupted and orderly
service delivery
Employment equity considerations
Employment security and skills
retention are priorities
Principles
Communicate regularly with
employees
Placement will not be used as a
mechanism for promotion
Prioritize the
placement of existing employees
Place suitably qualified employees
in positions
Acting and seconded positions
treated as vacant posts
Overview of the Placement Process: “Classification”
Defining 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
OUTPUTS (WHAT?)
Describes the required
outputs of the positions
COMPETENCIES/ INPUTS (HOW?)
Describes the knowledge,
skills and behaviours
required to deliver
successfully
A change to a position is
determined by
assessing the changes
to:
1) both the inputs (using
competency profiling
assessment);
2) the outputs (comparing
the old and new
outputs through a
weighting process)
Overview of the Placement Process:
Outcomes of the placement process
No or minor change to position
inputs and/ or outputs
Major change to position
inputs and/ or outputs
New, vacant/ acting or
seconded position
position
No/minor change but reduced
number of posts
Redundant position
Direct placement of current
incumbent
Competitive placement
Competitive placement
Competitive placement
Advertise
position
internally
Screen and
shortlist
Placement
decision
Competency
based interview
Employee may be potentially affected and therefore incumbent may then
consider available options – including applying for competitive posts etc.
Overview of the Placement Process:
Objections
 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
Overview of the Placement Process:
Displaced 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
An Overview Of Project Progress
Revised
organisational
mandate and
strategy
Proposed
organisational
design
Development of
job profiles
DPSA
concurrence
Validation of job profiles
Evaluation of job profiles
Validated, graded posts
1 October
2010
Completed on 25 October 2010
DG in-principle sign off on Placement
Framework
29 Nov
2010
Finalisation of engagement processes
on Placement Framework
1 Dec
2010
Final DG approval of Placement
Framework
DG &
Ministerial sign
off
Completed on 3 December 2010
Classification of posts
Minor
change
Major
change
New
post
Redundant
post
Placement Panel convenes and makes placement
decisions – DG chairs Panel
Completed on 2 & 3
Dec 2010
Placement Panel
finalised on
5 & 13 Jan 2011
Impact Of The Placement Process (First Round) –
Summary
LIMITED/
UNCHANGED
CHANGED
NEW
VACANT
REDUNDANT
45
31
23
23
2
Impact Of The Classification Process –
Per Branch
BRANCH
LIMITED/
UNCHANGED
CHANGED
NEW
VACANT (UN/
CHANGED)
REDUNDANT
Office of the DG
1
0
3
1
1
Corporate Services
6
0
3
4
0
Chief Financial Office
8
0
2
2
0
Stakeholder
Relations
5
3
2
2
0
Policy Planning
1
5
2
1
0
Economic
Development
3
5
1
2
0
Food security
3
5
4
1
0
Agricultural
Production
6
4
2
2
1
Forestry & Natural
Resources
4
6
1
4
0
Fisheries
Management
8
3
3
4
0
45
31
23
23
2
TOTAL
Impact of the Classification Process –
Per Level
BRANCH
LIMITED/
UNCHANGED
CHANGED
NEW
VACANT
REDUNDANT
DDGs
1
4
0
4
0
Chief Directors
5
12
7
4
1
Directors
39
15
16
15
1
45
31
23
23
2
TOTAL
Agenda
 Introduction
 DAFF’s New Organisational Structure
 Overview of the Placement Process
 Next steps
Next steps
Implementing 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
QUESTIONS?