Premier
With reference to the reply to question 9 of 1 April 2021 regarding People Management, which falls under his Department:
- (a) On what dates did the posts became vacant, (b) what processes were followed to fill the two posts in question, (c) on what dates were the posts advertised, (d) where were these posts advertised, (e) how many applications were received, (f) on what dates were the candidates interviewed for these positions and (g) what methods were followed preceding the head-hunting processes;
- (a)(i) how were the candidates for each of the head-hunting processes identified and (ii) by whom, (b) when did the head-hunting process commence, (c) when were the candidates employed, (d) who first identified, contacted and invited the two incumbents to participate;
- (a) to whom and (b) at what point of the process was the conflict of interest reported and (c) how and (d) by whom were the conflicts of interest raised;
- if the conflict of interest was known, whether there was an instruction given to overlook this conflict and to proceed with the appointments of the incumbents; if so, (a) from whom and (b) on what dates?
I have been informed as follows:
- [a] On what dates did the posts became vacant,
The Deputy Director-General: Fiscal and Economic Services post became vacant on 1 November 2019. The Chief Director: Local Government Public Finance post became vacant on 1 April 2013.
[b] what processes were followed to fill the two posts in question,
For the post of Deputy Director-General: Fiscal and Economic Services, the MEC granted approval to advertise the vacant post. The post was accordingly advertised, and applications subjected to a shortlisting process, which was concluded with the selection committee on 13 December 2019. Interviews were conducted with five of the six shortlisted candidates, as one candidate withdrew from the recruitment process. Cabinet was notified of the intention to appoint a nominated candidate. A nomination submission was drafted, which the MEC approved. The nominated candidate was notified, but at this point withdrew from the process, and, in line with the selection and recruitment policy, a head-hunting process was subsequently embarked upon.
For the post of Chief Director: Local Government Public Finance, the MEC granted approval to advertise the vacant post, after two previous recruitment processes had failed to yield a suitable candidate. The post was advertised, and shortlisting was concluded with the selection committee on 12 December 2019. Shortlisted candidates were subjected to competency assessment. Interviews were conducted with four shortlisted candidates, but again no candidate was found suitable, and a head-hunting process was subsequently embarked upon.
[c] on what dates were the posts advertised,
The Deputy Director-General: Fiscal and Economic Services post was advertised on 15 November 2019. The Chief Director: Local Government Public Finance post was advertised on 18 October 2019.
[d] where were these posts advertised,
The Deputy Director-General: Fiscal and Economic Services Post was advertised in Financial Mail, Mail & Guardian, SMS bulletin [SMS 15/2019] and DPSA Bulletin. The Chief Director: Local Government Public Finance post was advertised in Rapport, Mail & Guardian, SMS bulletin [SMS 14/2019] and DPSA Bulletin.
[e] how many applications were received,
A total of 91 applications were received for the Deputy Director-General: Fiscal and Economic Services post. A total of 82 applications were received for the Chief Director: Local Government Public Finance post.
[f] on what dates were the candidates interviewed for these positions
The interviews took place on 24 February 2020 for the Deputy Director-General: Fiscal and Economic Services post and on 3 March 2020 for the Chief Director: Local Government Public Finance post. Interviews for additional head-hunted candidates took place on 19 May 2020 and 20 May 2020, respectively.
[g] what methods were followed preceding the head-hunting processes;
Refer to answers under questions 1[b] to [f] above.
- [a][i] how were the candidates for each of the head-hunting processes identified and
The selection committees identified suitably qualified candidates for consideration to fill the posts. Each member of the committee was asked to submit proposals, and a final list of names of individuals to approach was agreed to.
[ii] by whom,
In both processes, the relevant selection committee identified the head-hunted candidates to be added to the shortlist. Also refer to answer under question 2[a][i] above.
[b] when did the head-hunting process commence,
In the case of the Deputy Director-General: Fiscal and Economic Services post, the process commenced shortly after the secretariat informed the chairperson of the withdrawal of the nominated candidate. A total of four additional candidates were approached, of whom three participated in the process.
In the case of the Chief Director: Local Government Public Finance post, the selection committee decided to engage a head-hunting process and source additional suitably qualified candidates for consideration after the interviewing stage of the process due to no suitably qualified candidates being found. A total of four additional candidates were approached, of whom two participated in the process.
[c] when were the candidates employed,
Both candidates commenced employment on 1 August 2020.
[d] who first identified, contacted and invited the two incumbents to participate;
The selection committees identified the head-hunted candidates. The secretariat contacted and invited the candidates to participate in the process upon approval of the head-hunted shortlist.
- [a] to whom and [b] at what point of the process was the conflict of interest reported and [c] how and [d] by whom were the conflicts of interest raised;
- The potential for a conflict of interest was raised by both candidates individually with the Head Official: Provincial Treasury; [b] on each offer being made for the posts; [c] in verbal communication; and [d] individually by both candidates. The Head Official immediately advised the MEC and the Branch: People Management.
- if the conflict of interest was known, whether there was an instruction given to overlook this conflict and to proceed with the appointments of the incumbents; if so, [a] from whom and [b] on what dates?
The potential for a conflict of interest was raised by both candidates on being offered the positions. The risk was not overlooked, and a management contract was drawn up within the first month of their employment in the department. Both officials report directly to the Head Official in terms of performance management, pay, roles and responsibilities. I am not aware of any instruction that was given to overlook the potential for a conflict of interest and to proceed with the appointments of the incumbents; [b] Not applicable; [c] Not applicable.
