Thesis (MPA)--University of Stellenbosch, 2007. / Bibliography. Also available via the Internet.

Despite the existence of enabling governmental policies, programmes and legislation, such as the Construction Regulations gazetted in 2003, Preferential Procurement Policy Framework Act No. 5 of 2000, Occupational Health and Safety Act No. 83 of 1993, the White Paper on the Transformation of the Public Service (WPTPS) of 1997, the Constitution of the Republic of South Africa Act No. 108 of 1996 and the Batho Pele principles, the NDPW is still perceived to be unable to improve on its service delivery record. The aim of this research was to examine the improvement of effective service delivery by the NDPW, the efficiency of government policies, legislation and programmes to address service delivery, and whether the NDPW is in actual fact rendering poor service delivery. A quantitative approach has been implemented in this research; a questionnaire was designed to acquire primary, factual and attitudinal data from NDPW employees; and the secondary data were acquired through a survey of the literature. The results revealed that the NDPW has not yet achieved service delivery improvement. This inadequacy may be attributed to employees’ poor involvement and legislation that has not yet positively impacted on the NDPW service delivery. Here the problem would appear to be a lack of training and education on service delivery. Despite existing policies, programmes and legislation, the NDPW has to date been unable to deliver its services effectively and efficiently. Apparently, their staff is not fully involved in the implementation of such service delivery. The White Paper on the Transformation of the Public Service of 1997 encourages poverty-alleviation programmes that are difficult in practice to implement.

<p>Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employee inputs, fairness perceptions remain unchanged. This study aimed to ascertain perceptions of fairness toward performance appraisals amongst public service raters and ratees on Level 1 to 12 who are subject to use the Personnel Performance Management System in the office of a public service organisation: National Department of Land Affairs Chief Directorate : Surveys and Mapping.</p>

D. Tech. Business Administration / Focuses on non-managerial administrative employees in the South African public service. The primary objectives of most public sector organisations are to provide a social benefit on a limited budget and to reduce costs. These objectives are in direct contrast to private sector organisations whose primary focus is on increasing profits.

This thesis investigates the challenges facing local government in South Africa by developing a means of exploring to what extent the problems of providing basic services currently experienced by municipalities are influenced by the political, administrative and financial configuration of the decentralized system of governance. It is argued here that the design of the intergovernmental governance system does not promote the constitutional objectives of decentralisation. The current system of governance does not empower local government to become more distinctive and autonomous. The problem in many cases is not what to decentralize or whether a basic service should be provided by national, provincial or local government, but rather how to align shared rule or concurrency of the particular service with the various levels of government. One of the key questions posed in this thesis is to what extent the system of decentralized governance in South Africa enables or hinders municipalities. abilities to provide basic services in an autonomous and sustainable manner. It focuses particularly on their authority to make and implement autonomous political, administrative and financial decisions pertaining to the provision of basic services. While this study cannot conclusively report on the impact of decentralisation on basic service delivery in South Africa, it does identify some of the systemic and structural aspects that impact on the manner or way in which local municipalities provide basic services. It raises concerns that the basic service delivery obligations of local municipalities are strenuous and financially challenging, and will continue to be as long as local municipalities rely on or are controlled by other spheres of government in meeting their constitutional mandate, especially with regard to the intergovernmental transfers of fiscal resources. / Thesis (Ph.D.) - University of KwaZulu-Natal, Pietermaritzburg, 2009.

<p>Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employee inputs, fairness perceptions remain unchanged. This study aimed to ascertain perceptions of fairness toward performance appraisals amongst public service raters and ratees on Level 1 to 12 who are subject to use the Personnel Performance Management System in the office of a public service organisation: National Department of Land Affairs Chief Directorate : Surveys and Mapping.</p>

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2006. / The Constitution of the Republic of South Africa, Act 108 of 1996, instructs the Public Service Commission (PSC) to propose measures to ensure effective and efficient performance in the public service, which includes National and Provincial Departments (1996:108).Various view points on this issue have been expressed why even some hard working staff members of the Western Cape Provincial Treasury (WCPT) are found to be surprised and disappointed over the performance management process especially, when their hard work throughout the year goes unnoticed or are under-rated by their superiors.The bias scoring by certain performance evaluators also causes plenty of animosity, hostility and resentment among colleagues because "friendly" staff is prejudiced ahead of other staff.The Public Service Act 103 of 1994 states that an executive authority has powers and duties regarding the performance management of officers and employees of that office or department (1994:14). "... a head of department shall be responsible for the efficient management and administration of his or her department, including the effective utilisation and training of staff..." .

South Africa is faced with enormous backlog of service delivery which is attributed to the apartheid government and performance challenges especially in areas like Eastern Cape. It was then identified that there was no uniform system to monitor and evaluate performance of government institutions and the impact of the services they render to the community. The government then adopted a monitoring and evaluation system called Government - Wide Monitoring and Evaluation System for all government departments and municipalities. This study analysed the implementation of this Government-Wide Monitoring and Evaluation System in Eastern Cape Municipalities with specific reference to Chris Hani District Municipality. It further assessed the effectiveness of this monitoring and evaluation system and whether its implementation has improved performance in municipalities, so as to identify the hampering limitations and the appropriate improvement strategies that can be recommended. In order to reach conclusions to the questions and objectives, the study was conducted using qualitative research methodology. Interviews were conducted as described in chapter 3. Chapter 4 presents the findings that were achieved from the interviews and the interpretation of these findings whilst chapter 5 presents conclusion and recommendations based on the findings.

Magister Commercii - MCom / Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employee inputs, fairness perceptions remain unchanged. This study aimed to ascertain perceptions of fairness toward performance appraisals amongst public service raters and ratees on Level 1 to 12 who are subject to use the Personnel Performance Management System in the office of a public service organisation: National Department of Land Affairs Chief Directorate : Surveys and Mapping. / South Africa

This study assesses service delivery challenges in Intsika Yethu Municipality with reference to water and electricity. This report presents the findings of a study conducted to identify the service delivery challenges related to the provision of basic services such as water and electricity, together with the recommendations on how these challenges can be resolved. This study was prompted by the huge number of backlogs experienced regarding water and electricity as well as complaints of non-service delivery and little understanding of the programme and plans within Intsika Yethu Municipality. The results of this study show that the communities do not fully participate in their development planning processes and they do not understand the purpose and existence of IDP document. The researcher hopes that this study will sensitise the community to participate in the affairs of their development that will change the quality of their lives. Intsika Yethu Municipality should improve their strategies and consultation structures in the implementation of water and electricity projects as well as the IDP processes.