SMD

Annual Report 2023/2024

(c) where the inherent nature of the occupation requires consistent exercise of discretion and is predominantly intellectual in nature; and (d) in respect of which a department experiences a high degree of difficulty to recruit or retain the services of employees.

The table below identifies the major reasons why staff left the department.

Table 3.5.3 Reasons why staff left the department for the period 1 April 2023 and 31 March 2024 Termination Type Number

% of Total Resignations

Death

0

0

Resignation

17

36,9%

Expiry of contract

23

50%

Dismissal – operational changes

0

0

Dismissal – misconduct

1

2,2%

Dismissal – inefficiency

0

0

Discharged due to ill-health

0

0

Retirement

0

0

Transfer to other Public Service Departments

5

10,9%

Other

0

0

Total

32

100%

Total number of employees who left as a % of total employment

46

22.0%

Table 3.5.4 Promotions by critical occupation for the period 1 April 2023 and 31 March 2024 Occupation Employees 1 April 2023 Promotions to another salary level

Notch progression as a % of employees by occupation

Progressions to another notch within a salary level

Salary level promotions as a % of employees by occupation

Administrative Related

25

2

8

16

64

Communication and Information Related

4

0

0

1

25

Economists

1

1

100

0

0

Finance and Economics Related

4

0

0

2

50

Finance Clerk

0

2

0

0

0

Financial and Related Professionals

4

1

25

1

25

Financial Clerks and Credit Controllers

7

0

0

2

29

Food Services Aids and Waiters

4

0

0

1

25

General Legal Administration & Rel. Professionals

0

0

0

1

0

Head Of Department/Chief Executive Officer

1

0

0

0

0

Household And Laundry Workers

4

0

0

0

0

Human Resources & Organisational Development & Related Professional

6

0

0

4

67

Part D • HUMAN RESOURCE MANAGEMENT • Department of Small Business Development

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