127363 Gauteng Sports 2020.indb

GAUTENG DEPARTMENT OF SPORT, ARTS, CULTUREAND RECREATION: VOTE 12

During 2019/20, the department provided a total of 18 Training and Skills Development Interventions: Workshop on National Quali ¿ cations Framework (NQF), Early Retirement Workshop, Sexual Harassment Workshop, Risk Assessment Training, Public Administration Learnership, Community Engagement Training, Report Writing, SACR Internal Induction, Disciplinary Code and Procedure Information Session, Security Awareness Information Session, Design and Develop Learning Material, ESS Grievance Procedure, Professional Cleaning Training, Women Seminar, Human Capital Management Roadshow, Compulsory Induction, Client Liaison: Customer Care and Security Training and Online Ethics Training. A total of 438 employees (208 male and 230 female) bene ¿ tted from the training programmes. Some employees attended more than one training intervention. To enhance skills development, the department also appointed 30 interns (13 male and 17 female) for a period of two years from 1 November 2018 to 31 October 2020. The interns gain ¿ rst-hand experience of work, assisted by a mentor to guide and support them. Through the Internal Bursary Programme, 57 employees were enabled to study for their chosen quali ¿ cations (from one to four years’ duration, depending on the quali ¿ cation) at Higher Education Institutions (HEIs). 2.2 Achievements; challenges faced by the department; future human resource plans and goals The department has established an oversight committee to review, monitor and evaluate the current structure to ensure that it focuses on the priorities of the 6th administration. In the face of the growing population of the Gauteng Province, the department will strengthen service delivery in communities and cost saving mechanisms through continuous review of the structure and systems. Good organisational governance, ef ¿ ciencies and capacity to manage costs will continue to be at the forefront. 2.3 Employee performance management framework The employee performance management process is linked to a broader and more consistent staff development plans aligned with the department’s strategic goals. Employee performance management is developmental, recognising good performance and responding to performance that is not fully effective. The table below indicates roadshows that the department conducted to ensure that employees fully understand the performance management processes and policy.

Table 86: Roadshows: New PMDS processes and procedures

Gender

Date

Business Unit

Male

Female

Total

19 February 2020 25 February 2020 27 February 2020 03 March 2020 10 March 2020

East Corridor South Corridor North Corridor Central Corridor West Corridor

3 9

10 27 26 17 23

13 36 46 30 36

20 13 13 58

Total

103

161

195

ANNUAL REPORT 2019/20