DID ANNUAL REPORT 2022 23

Annual Report 2022-2023

5. CODE OF CONDUCT It is a requirement for officials in Supply Chain Management to enter into agreements to abide with the code of conduct. The officials are also required to sign the Declaration of Secrecy. The code of conduct is a pledge to perform duties with integrity, covers issues of confidentiality, combating of fraud and corruption. The Department has adopted code of conduct for public service with the aim of developing a professional Public Service, as envisioned by the National Development Plan and provides direction to employees regarding what is expected of them from an ethical point of view, both in their individual conduct and in their relationship with others. Adherence to the Code is non-negotiable as it intended to improve public sector professionalism and credibility. Any violation of the Code of Conduct constitutes misconduct under the Public Service Act (as amended) on the part of the offending employee and hence a preventative, restorative, and disciplinary actions are taken in line the Code of Conduct. The Code of conduct was presented in the Senior Management meeting and workshops were conducted across the organisation. It is the duty of the employer to make every effort to ensure that all employees are familiar with the Code of Conduct and its provisions. The National Development Plan’s vision for a professional Public Service is key to the Code’s overarching goal of encouraging good behaviour. However, it should be noted that all workers in the Public Service are responsible for adhering to the stipulated Code of Conduct in accordance with Public Service Co-ordinating Bargaining Council Resolution 2 of 1999. Proactive, corrective, and even punitive action are all grounded on the Code’s principal goal of encouraging outstanding behaviour. However, it should also be noted that, per Resolution 2 of the Public Service Co-ordinating Bargaining Council (1999), all public servants are accountable for following the Code of Conduct that has been established for them. All preventative, restorative, and disciplinary measures must be instituted against the breach of the Code by any official required to adhere to it. 6. HEALTH SAFETY AND ENVIRONMENTAL ISSUES Occupational Health and Safety (OHS) compliance is a legislated requirement and is critical for the creation and maintenance of health, safety, and sustainable working environments. The provision of adequate office accommodation that will enable the uninterrupted delivery of services is a high priority. For successful and sustainable OHS compliance to be realised, in line with the OHS Act (Act 85 of 1993), governance structures must be established and functional. The Department has appointed an external SHERQ Consultant to conduct OHS GAP Analysis Audit. The department receives the reports for each area for actioning and implementation. We are currently developing action plans to implement the recommendations made by the Consultants. Furthermore, we have OHS Officers in each Regional Office to assist with the management of the OHS. We are in a process of establishing an OHS Steering Committee that will be chaired by the HOD to ensure that all recommendations from regional OHS Committees are implemented. The OHS Steering Committee will be responsible for: • Actioning Minutes and Recommendations from Regional Offices OHS Committees; • Provide solutions and measures for the identified hazards and risks;

• Ensure that GAP Audit Reports are implemented; • Make resources available to manage OHS Committee;

• Ensure that all reports are send to Office of the Premier on a quarterly basis; • Ensure that Reginal OHS Committees convene as and when required; • Develop and review the departmental Baseline Risk Assessments;

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DEPARTMENT OF INFRASTRUCTURE DEVELOPMENT