Premier

a) It must be noted that “promotions” in the traditional sense (i.e. the advancement of an employee within an organisation, usually linked to performance or tenure), are no longer provided for in the Public Service Regulations.  All appointments are now preceded by a recruitment process, in which the suitability of applicants is assessed through various selection tools. With this in mind, I can report that there were a total of 49 (6 in 2017/18 and 43 in 2018/19) officials from non-CSC departments who have been appointed in higher graded posts within the CSC.

Current public service employees who have been successful candidates for CSC recruitment processes make up 23% of the total posts filled during the two reporting periods. The majority is of posts filled (75%) were through recruitment processes where the successful candidate was not a public servant at the time of appointment. The remaining 2% of posts were filled by way of lateral transfer of appointee.

     b)   A total of 8 (4 in 2017/18 and 4 in 2018/19) appointments in higher graded posts were on level 11 to level 13

      i)    The above appointments were made in the following departments:

                  2017/18

            Three (3) in Transport and Public Works; and

            One (1) in Agriculture

             2018/19

             Two (2) in Transport & Public Works;

             One (1) in Provincial Treasury; and

             One (1) in the Department of Local Government

             c) i) and ii)

     Unfortunately, no data is available to indicate from which provinces/regions applicant originate prior to their appointment in provincial departments.  There is no restriction on applicants from anywhere in South Africa to apply for jobs, and residential address at the time is not used as a selection criterion to determine suitability.  Successful candidates from other provinces or districts, who have applied for posts in the CBD, usually relocate to the metropole when they assume duty.  Only the most recent residential address is captured on our payroll system.

     d) i) and ii)

Selection criteria are based on the inherent job requirements, as well as proven experience in areas as it relates to the key performance areas of the job.  All applicants are required to submit CVs which provide the source information to shortlist applicants.  Whether or not an applicant is unemployed when they apply for post does not inform a shortlist, accordingly this information in not recorded and therefore unavailable

e) i)   The totals per financial year is provided below. It must be noted that appointment data includes posts filled through transfers into the Department as well as what is considered promotions.

            aa)   In the 2017/18 financial year there were a total of 560 individuals between the ages of 18 and 35 appointed into positions in CSC Departments across all levels.

            bb)  In the 2018/19 financial year there were a total of 675 individuals between the ages of 18 and 35 appointed into positions in CSC Departments across all levels.

 The table below is a breakdown of the appointments per department as referred to in e) i) aa & bb above