GDID ANNUAL REPORT 2024/25

Cases are reported through various platforms, including the National Anti-Corruption Hotline, the Provincial Hotline, and the Ethics Office in the Department. All reported cases of fraud and/or corruption are investigated and, where applicable, consequence management is instituted. Fraud and corruption are criminal offences and, as such, are reported to applicable law enforcement authorities. 4. MINIMISING CONFLICT OF INTEREST There is the Annual Financial Disclosures process as regulated by the Public Service Regulations 2016 where, in April of each year, all SMSs are required to declare their financial interests. Between June and July, designated officials are also required to declare their financial interests. II. All members of Bid Committees are also required to declare their conflict of interests, and where a conflict of interests is detected, the said member will be required to recuse themselves from the process. III. In all Management Meetings, participants are also required to declare conflicts of interest. 5. CODE OF CONDUCT The Department has a Code of Conduct in place and on an annual basis an Awareness Campaign is conducted to sensitise officials about the Code of Conduct and ensure that all officials understand the contents of the Code of Conduct and its implications. The Code of Conduct ensures that employees conduct themselves in accordance with relevant prescripts and policies. Furthermore, it guides employees to conduct themselves in a proper and acceptable manner when executing their duties. The Department adheres to the Code of Conduct and implements it. Disciplinary action is instituted in accordance with the severity or seriousness of unethical conduct. For example, if the transgression is less serious, progressive discipline will be implemented; however, if of serious breach of the Code of Conduct, it would warrant a formal inquiry through an investigation and in some instances, an offending employee can be subjected to suspension. 6. HEALTH SAFETY AND ENVIRONMENTAL ISSUES Occupational Health and Safety (OHS) is a requirement in a workplace that is legislated and governed by the Occupational Health and Safety Act (Act 85 of 1993) of South Africa. Thus, OHS is a crucial function in advancing the mandate of the Gauteng Department of Infrastructure Development (DID) and in achieving the DID vision of being a trusted provider of integrated and smart public infrastructure and property management solutions that transform the spatial landscape and improve the quality of life of the citizens of Gauteng. All this wouldn’t be possible without the practice of taking care of the occupational health and safety of employees by creating and maintaining a sustainable working environment that is healthy, safe and without harm to employees and stakeholders both mentally and physically, with a strong focus on primary prevention of hazards and accidents and mitigation of harmful risks. In a bid to ensure compliance with the Occupational Health and safety Act (Act 85 of 1993), the following progress has been made in the implementation of sound OHS practices within DID. OHS Governance structures and statutory appointments The Department has appointed six OHS Officers on a 12-month contractual basis, to establish and implement a proactive approach to workplace health and safety measures in the Department while ensuring that the DID complies with the requirements of the OHS Act (Act 85 of 1993) and all aspects related to the construction regulations. The Department utilises various processes to manage and minimise conflicts of interest. I.

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DEPARTMENT OF INFRASTRUCTURE DEVELOPMENT