Premier

I’ve been informed as follows:

1. [a] What were the original criteria used to advertise these positions,

Criteria used for the post of Deputy Director-General: Fiscal and Economic Services were as follows:

Demonstrate expertise and experience of: People and Financial Management, Financial norms and standards, Financial management systems, Strategic management and leadership, Building partnerships and the ability to communicate with a wide variety of external and internal clients.

The successful candidate would further have needed to be in possession of an appropriate undergraduate qualification and a post graduate qualification [NQF Level 8] along with a minimum of eight years’ senior management experience.

The Key Performance Areas included assisting, assessing and reporting on municipal budgets revenue and expenditure, ensuring fiscal architecture, promotion of effective financial resource allocation for the provincial government, improve budget planning and implementation by municipalities, business and data management services, effective and efficient management of movable assets and infrastructure delivery, as well as  evaluation and improvement of the credibility and sustainability of the provincial budget.  

Criteria used for the post of Chief Director: Local Government Public Finance were as follows:

Strong conceptual and policy formulation skills, Strategic leadership skills, Excellent communication skills, Outstanding planning and organising skills, and People management skills.

The successful candidate would further have needed to be in possession of a relevant NQF Level 8 qualification along with a minimum of five years’ senior management experience.

The Key Performance Areas included implementation and coordination of Provincial Treasury’s responsibilities as contained in the Local Government: Municipal Finance Management Act, management of the IYM process of municipalities, monitor, assess and advise, coordinate and institute remedial steps to ensure integrity of municipal budgets, monitor the municipal adjustment budget, advise on establishment of municipal entities, advise on the technical facets and realisation of appropriate and efficient sub-divisions of the annual municipal main budget, as well as strategic management of the Chief Directorate.

[b] of the applications received, how many applicants met the Employment Equity Plan requirements and

As it relates to the post of Deputy Director-General: Fiscal and Economic Services 81 of the applicants were from prioritised groups as identified for the department for the reporting period [Coloured, Indian, African]. 

As it relates to the post of Chief Director: Local Government Public Finance, 75 of the applicants were from prioritised groups as identified for the department for the reporting period [Coloured, Indian, African].

 [c] why did the successful candidate decline the offer;

The successful candidate for the Deputy Director-General: Fiscal and Economic Services indicated that her personal circumstances did not allow her to relocate to Cape Town and that she would prefer to continue her career with an international organisation at that stage.

For the post of Chief Director: Local Government Public Finance, no candidate from the original shortlist was found to be suitable for appointment to the post, hence a head-hunting process was embarked upon to expand the shortlist.

2. whether the offer was amended before the head-hunting process was implemented, if so, why;

The offer made to the Deputy Director-General: Fiscal and Economic Services was not amended before the head-hunting process was embarked upon.

For the post of Chief Director: Local Government Public Finance no initial offer was made as no suitable candidate was found prior to the head-hunting process being embarked upon.  

3. [a] how many candidates were identified through the head-hunting process,

For the post of Deputy Director-General: Fiscal and Economic Services, four candidates were identified for consideration, of which one withdrew.

For the post of Chief Director: Local Government Public Finance, four candidates were identified to be considered for the post, of which only two met the relevant criteria for consideration.

 [b] how many of these candidates met the Employment Equity Plan requirements,

For the post of Deputy Director-General: Fiscal and Economic Services, one candidate.

For the post of Chief Director: Local Government Public Finance, none.

[c] what were the other relevant factors that the Employment Equity Plan requirements were weighted against;

Other relevant factors included the criteria for each post as outlined above, as well as the importance of permanently filling these strategic vacancies in the senior management of the department.

 

 

 

4. [a] when was the pre-existing relationship between the incumbents in question disclosed and [b][i] how this information was communicated and [ii] to whom was this communicated;

[a] The pre-existing relationship between the incumbents in question was disclosed by both candidates individually with the Head Official: Provincial Treasury on each offer being made for the posts; [b][i] in verbal communication individually by both candidates; [b][ii] to the  Head Official: Provincial Treasury, who then immediately advised the MEC and Branch: People Management.

 

5. which provisions of the Public Service Act, the Public Service Regulations and other prescripts have been relied upon to empower the head official of Provincial Treasury to deviate from the approved organisational structure of the Provincial Treasury to conclude the management contract referred to?

 

        There was no deviation from the approved organisational structure of the Provincial Treasury. Given the potential for a conflict of interest, 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.