Page 134 - DSD ANNUAL REPORT 2022-2

PART D: HUMAN RESOURCE MANAGEMENT

The strategy will be able to address the challenge of unemployment During the period under review, the Department had a total ninety-
which is adversely affecting the country. Furthermore, the nine (99) positive COVID-19 cases that were reported. Unfortunately,
employment of social service professionals will be addressing one (1) official succumbed to the pandemic.
the social ills ranging from gender-based violence, poverty, child-
headed households, rape and bullying of pupil in schools, etc. c) Reducing the vacancy rate to 8%
The Department set a target of reviewing its vacancy rate from the
The Department of Social Development followed a comprehensive existing 10% to 8%, appreciating the challenges that COVID-19
approach by identifying the key and critical government brought. The target of 8% was met notwithstanding all the demand
departments with common interest towards addressing the to focus on areas affected by the COVID-19 pandemic. The filling of
social ills affecting the country. It was followed by developing the posts in the Department was largely influenced by the process the
conceptual documents to guide the process, which are; the concept Department engaged on to review its strategy informed by various
paper, process framework, stakeholder mapping and terms of roundtable discussions, current policy and research. Secondly, the
reference. The establishment of the Inter-sectoral Forum of Sector Department had to fill critical posts due to the reduction in its
Departments was finalised comprising the following government compensation budget. In so doing had to continuously embark on
departments, agencies and entities: a prioritisation process to ensure that the compensation budget
• Department of Social Development. ceiling is adhered to and that there was no overspending.
• Department of Correctional Services.
• Department of Basic Education. A key milestone during the reporting period was the employment
• Department of Defence. of 3 348 Social Workers on contract by the provincial departments
• South African Police Services. to continue providing psycho-social support to those affected
• Department of Justice and Constitutional Development. and infected by COVID-19. The Department requested additional
• Department of Higher Education and Training. funding for the employment of two thousand (2000) social workers
• National Development Agency. for ten (10) months. However, the funding was only made available
• South African State Security Agency. in October 2021. This meant that the appointment could only be
• South African Council for Social Service Professionals. made for a period of four (4) months, whilst required to spend an
• Department of Health. allocation for ten (10) months.
• Department of Home Affairs.
• Department of Corporative Governance and Traditional Affairs. The appointment of the 3 348 social workers within a month goes
to show the agility with which the Sector can respond under the
A draft Sector Strategy for Employment of Social Service leadership of the national Department.
Professionals has been developed and has been approved by the
Heads of Social Development (HSDS) and supported by MINMEC, d) Human Resource Development and Bursaries Programme
the Forum of Minister and MEC’s of Social Development. The purpose of Human Resource Development is to bring about
changes that are necessary to enhance the organisation through
The draft strategy is a building block towards addressing the organisational and performance improvements.
unemployment crisis that is adversely affecting the country. The
process of finalising the strategy is underway with a parallel process In short, the function of Human Resource Development is to make
of approaching National Treasury for additional funding to support a difference in the way the organisation and its employees operate.
Sector Departments with additional funding for the employment of In this regard the COVID 19 pandemic introduced a new operating
Social Service Professionals. model in the delivery of training interventions, moving away from
the traditional face-to-face model to a more technologically driven
b) Management of COVID-19 in the workplace approach.
With the continued presence of the COVID-19 pandemic and adjusted
lockdown levels, the Department continued to implement the The introduction of virtual training programmes and e-learning
adopted Risk Adjusted Approach in the management of COVID-19 programmes also required a new set of skills to be developed
in the workplace. The Department continued to comply with all the especially in the area of Computer Literacy and IT-related
rules, regulations, directives and circulars in the management of applications.
the pandemic and also used the opportunity to refine some of its
protocols, practices and development of staff. Skills development has to be aimed at making people better at
the roles and functions that they perform. The responsibility for
The Workplace and Wellness Committee continued to provide developing the capacity to enhance one’s own job performance
support and guidance to the Department, managers and units on should eventually be an individual responsibility. The intent is to
the management of COVID-19. move more and more towards a system where people can grow
themselves so that their performance can be enhanced on an
The Department appointed three (3) nursing staff on contract to ongoing basis.
support in screening, ensuring social distancing, contact tracing
and support to those affected and infected by the virus. In addition, skills development becomes an important vehicle
through which the Department can transform the less tangible
The Department reviewed the protocol for the management of aspects of the public servants; attitudes, commitment and the
COVID-19 in line with the adjusted levels and trajectory of the virus manner in which public servant’s engage with our people.
in the workplace and issued regular communication to staff.

134 DEPARTMENT OF SOCIAL DEVELOPMENT ANNUAL REPORT 2021/22