Page 148 - DSD ANNUAL REPORT 2022-2
P. 148
PART D: HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE OVERSIGHT STATISTICS
Table 3.5.2 Annual turnover rates by critical occupation for the period 01 April 2021 and 31 March 2022 (Continued)
Number of employees at beginning Appointments and transfers Terminations and transfers
Critical occupation Turnover rate
of period- 01 April 2021 into the department out of the department
MESSENGERS PORTERS AND DELIVERERS Permanent 8 0 0 0
OTHER ADMINISTRAT & RELATED CLERKS AND ORGANISERS Permanent 205 43 28 13.7
OTHER INFORMATION TECHNOLOGY PERSONNEL. Permanent 9 0 0 0
OTHER OCCUPATIONS Permanent 2 0 0 0
PROFESSIONAL NURSE Permanent 2 2 0 0
PSYCHOLOGISTS AND VOCATIONAL COUNSELLORS Permanent 1 0 0 0
RISK MANAGEMENT AND SECURITY SERVICES Permanent 11 0 1 9
SECRETARIES & OTHER KEYBOARD OPERATING CLERKS Permanent 3 0 0 0
SECURITY OFFICERS Permanent 3 0 0 0
SENIOR MANAGERS Permanent 94 9 11 11.7
SOCIAL SCIENCES RELATED Permanent 39 0 0 0
SOCIAL WORK AND RELATED PROFESSIONALS Permanent 111 11 3 2.7
STAFF NURSES AND PUPIL NURSES Permanent 1 1 0 0
TOTAL 755 110 61 8.2
Notes
• The CORE classification, as prescribed by the DPSA, should be used for the completion of this table.
• Critical occupations are defined as occupations or sub-categories within an occupation –
* Iin which there is a scarcity of qualified and experienced persons currently or anticipated in the future, either because such skilled persons are not available or they are available but do not meet
the applicable employment criteria;
* Ffor which persons require advanced knowledge in a specified subject area or science or learning field and such knowledge is acquired by a prolonged course or study and/or specialised
instruction;
* Where the inherent nature of the occupation requires consistent exercise of discretion and is predominantly intellectual in nature; and
* In respect of which a department experiences a high degree of difficulty to recruit or retain the services
148 DEPARTMENT OF SOCIAL DEVELOPMENT ANNUAL REPORT 2021/22
