Magister Economicae - MEcon / The research study investigated the potential impact that organisational capacity assessments can have on the long-term sustainability of non-profit organisations (NPOs). The researcher employed longitudinal research design as the main instrument in the collection of data. Data was collected from four local non-profit organisations in the Cullinan and Bronkhorstspruit areas of South Africa. These organisations were evaluated by means of a questionnaire, which was developed by the researcher. NPOs can only play a pivotal role in community and social services if management, leadership, governance and other elements of organisational capacity are well developed and continuously strengthened. This is critical for attracting local and international donors who provide crucial running costs and relieve national, provincial and local government departments of the financial burden. Currently, the South African government supports NPOs in South Africa. The legislative and registration aspects of NPOs are regulated by the NPO Act (Act 71 of 1997) and the Income Tax Act (Act 58 of 1962). The State of South African Registered NPOs Report 2010/2011 indicated a growth of the number of registrations to have increased by 8.3%. However, in the same financial year a total number of 468 NPOs were deregistered; 98% of these lost their registration due to non-compliance of regulatory requirements. According to the State of South African Registered NPOs Report (2016) the total number of applications received for the financial year was 16 726 (53.7%), however 4 421 (46%) did not meet the requirements of sections 12-13 of the NPO Act, an issue that would definitely affect the existence of non-compliant institutions.

Service delivery to children with severe disabilities (CSDs) in developing countries share some common characteristics. These include inaccessible services due to the fact that the majority of services are located in a few large cities, the focus of services are usually on school-age children (with few for pre-schoolers), many services require specialised staff and high technology equipment that is not always available and professionals who tend to work in isolation with minimal integration between services. A particularly vulnerable group within the sphere of CSDs are beginning communicators because of their inability to articulate their needs, feelings and rights. Programmes to specifically address these communication needs by equipping them with the necessary skills to interact and participate in society, are very limited. Often the first contact that primary caregivers of a CSD have with professionals, is with the community health nurse. Furthermore, they often remain the only professionals who provide continuous support and assistance to these caregivers. It is therefore clear that these nurses need to be equipped with the necessary knowledge and skills in order to assist caregivers in dealing with their children with severe disabilities. This can be done by training these nurses (through multiskilling) to function as transdisciplinary professionals. Furthermore, a need for appropriate materials for service delivery to this population also exists. Consequently the BCIP (Beginning Communication Intervention Protocol) was developed. The BCIP addresses four important communication domains, namely communication means (including objects, photographs, manual signs, PCS symbols and a simplified 4-option digital speaker), functions (namely informational functions e.g. requesting more, requesting help, etc. and social functions, e.g. greeting, drawing attention to self, etc.), partners (both adults and peers) and the deliberate creation of communication opportunities (e.g. by providing small portions, placing desired items out of research) etc. Care was taken to ensure culture sensitivity and the authenticity of the BCIP. Twenty community health nurses were trained in the application of the BCIP. Training employed adult learning principles and was one week long, followed by three follow-ups that were conducted in situ (at two weeks, six weeks and five months post-training). Multiple measurements were used to evaluate the knowledge and skills acquired after training, namely questionnaires, structured interviews, skill demonstrations (which were video recorded and rated by the researcher and an independent rater) and a focus group. Results indicated that the BCIP training is relevant in bringing about a significant change in the targeted domains, namely knowledge and skills. Peripheral behaviours (namely attitudes, job satisfaction and type of service delivery provided) were all rated high at the onset of the research and thus quantitative data failed to show improvement. On the other hand, qualitative data from the focus group suggested improvement. / Dissertation (PhD (Augmentative and Alternative Communication))--University of Pretoria, 2004. / Centre for Augmentative and Alternative Communication (CAAC) / unrestricted

This thesis engages in subject matter application of fuzzy logic for rating of suppliers of the firm. This thesis analyses and evaluates competing firms offering to windows exchange and roofing exchange. This thesis can help municipal office in Vážany by decision making, which firm choose.

MPM / Oliver Tambo Institute of Governance and Policy Studies

MPM / Olive Tambo Institute of Governance and Policy Studies

Department of Advanced Nursing Science / MCur

Department of Geography and Geo-Information Sciences / MENVSC / The focus of the study is on the comparative assessment of Rural Development Programmes between Sidou and Malavuwe Village within Ward 22 of the Thulamela Municipality. The study aims to investigate the gap that exists between effective programme implementation and less effective programme implementation in rural areas. To achieve this, the study uses Malavuwe Village as a control village and Sidou Village as an experiment village. The study found that there was a discrepancy in service delivery between the two villages; more services were delivered effectively at Malavuwe than at Sidou Village. The study further investigates the causes of this discrepancy in service delivery between the two villages and also suggests feasible approaches that can be employed by the Thulamela Municipality to enhance programme implementation and service delivery within the study area. The study found that Sidou Village lacked community services such as clinics, high schools, community halls, sporting facilities and income generating community projects. On the contrary, Malavuwe Village had most community services. Based on the findings of the study, it is recommended that the Thulamela Municipality should ensure thorough provision of services and encourage community participation through consultation and partnership at Sidou Village. Such an approach will be bottom-up and will encourage community members at Sidou Village to be actively involved in the prioritisation and implementation of vital services, thus raising the socioeconomic conditions and infrastructure development in the village

MAdmin / Department of Public and Development Administration / See the attached abstract below

DAdmin / Department of Public and Development Administration / The focus of this study is on skills development at the management level of local government. Quality service delivery can only be attained when there are properly trained and skilled officials. Officials who have relevant knowledge and skills on what they are employed to do, are treasurable assets to their employers. The South African public and Vhembe District Municipality`s residence in particular expect the delivery of services that are of acceptable standard. It is therefore, imperative to have properly trained workers at this sphere of government. The study therefore, investigates whether middle and senior level officials (managers) are properly skilled to be able to provide required services to communities. The study uses a mixed research method, i.e. both the qualitative and quantitative research methods. Senior level managers were taken through an interview process to try and gather data that will help to determine any challenge and even where the Municipality is managing well in providing services by virtue of it having qualified competent personnel. This process will help to identify gaps if any and thereafter suggest ways to close/overcome them. This will be done by asking these officials open-ended questions wherein they could give the researcher more information on the topic. Middle level managers were requested to complete a questionnaire with close-ended questions. This helps in bringing statistical data that focuses on relevant issues about the topic. The main findings of the study are therefore the following: ➢ Senior officials possess some skills, especially with regards to leadership although specific areas of functioning were not indicated. Besides this, a number of problem areas were highlighted ranging from planning; organising; v communication; interpersonal relations; financial management; strategic management; and labour relations. This could be instigated by the fact that available skills are misdirected through the misplacement of officials with regards to the actual skills they have and positions they are placed on. ➢ Although not everyone is the Municipality is consulted on an individual basis when the analysis of training needs is undertaken and when designing training programmes, a reasonable number of officials are however involved. In doing this, the Municipality partners with SALGA and the LGSETA. All officials are thereafter given an opportunity to attend trainings as per the identified skills gaps, however, a number of officials, especially elderly people are reluctant to attend such trainings because they know they are close to retirement and to them is like being punished as they won`t be using such skills for long. ➢ Poor skills impact negatively on the Municipality`s efforts to provide acceptable services as it hampers the delivery of quality goods and services. This is further exacerbated by the exodus of officials with scarce skills who are difficult to retain due to their demand by institutions. The deployment of cadres without the requisite skills for the jobs, costs the Municipality dearly as they fail to execute what they are employed for due to lack of knowledge. Furthermore, the approach of outsourcing the provision of goods and services does not always benefit the Municipality and communities as private companies try to minimise costs in order to attain profit and in that process, end up providing poor quality goods and services. ➢ Accountability is well maintained at the lower level positions in the Municipality as work is regularly monitored by supervisors, however, the challenge is with senior level officials who should account for the institution holistically. This is necessitated by the fact that senior level positions are mostly occupied by deployed cadres which makes it difficult to pin point accountability because such people turn to get directives from deployers and they also report to them, to the demise of the internal system. vi The following recommendations are therefore made based on the findings of the study: ➢ As the Municipality conducts a training needs analysis every-time before designing training programmes for officials, in ascertaining the real skills gaps, the Municipality should continue to conduct such skills audit exercises that will also lead to proper placement of officials in positions they qualify for and after determining genuine skills gaps institute relevant and effective intervention strategies and mechanisms that could help improve officials` knowledge and skills. ➢ Attending training by officials should be mandatory when a skills gap has been identified and in applying this, appointment letters and performance contract agreements for those already in the employment of the Municipality should have a clause about mandatory training, where and when deemed necessary. ➢ The Municipality should consider sending officials to reputable service providers on issues that are problematic to officials, for example, planning; communication; financial management; strategic management; and labour relations and this should be done twice a year. ➢ In line with the proposed skills training model on figure 2.4, the Municipality should expect trainees to be assessed after a training to determine their level of competence and good performance be rewarded. ➢ The merit principle be followed, in appointing and promoting employees even with deployed cadres, to avoid placing people on positions they do not qualify for. ➢ The EPWP that is run by the Municipality in partnership with the Department of Public Works be extended to train professionals and people who deserve be put on beneficial programmes that will give them skills that are required to develop the Municipality instead of confining them to the task of de-bushing grass and trees along roads. vii ➢ Managers continue to give their subordinates a chance to act on their behalf during their absence from work to help in equipping juniors to be ready for more challenging responsibilities in future. ➢ The Municipality should appoint credible service providers when outsourcing services. ➢ The Municipality should make sure that the procurement section functions properly. ➢ Retention of officials with scarce skills be a priority. ➢ The Municipality should always implement audit recommendations to improve its governance. ➢ The Municipality should warn officials, especially politicians (councilors), not to promise communities goods and services that might be difficult to honour and be realistic based on affordability. ➢ The Municipality should establish reliable control and monitoring measures and systems in place in order to enforce accountability. ➢ Officials to sign a code of conduct expecting them to be loyal to the Municipality and not to outside people. ➢ The Municipality should develop a proper performance management system with clear key performance areas to make officials committed to their work. ➢ / NRF

MURP / Department of Urban and Regional Planning / Rural municipalities in South Africa have been grappling with delivering quality services to communities due to shrinking revenue bases over the last ten years. The study explored the relationship between consumer debt recovery and municipal service delivery in three selected municipalities in Vhembe District, Limpopo Province. The implications of revenue collection in rural areas was examined through the computation of the Coefficient Effect Size Model which aimed at proving whether rurality had an effect on payment of rates and taxes. A combination of Goal Achievement Matrix and Correlation Quotient analysis were used to explain the linkage between service delivery and the resource base of rural municipalities. The Rurality Quotient and the Coefficient Effect Size were both developed in the study to link the rurality nature of municipalities to the viability of rural municipalities to provide services. The review of literature incorporated an appraisal of municipal policy documents such as the Integrated Development Plans, Spatial Development Plans, Annual Budget Reports and Service Delivery Budget Implementation Plan. The study findings revealed that consumer debts resulted in rural municipalities failing to generate revenue thus affecting internal revenue pockets. Furthermore it was discovered that rural municipalities were recording a negative effect size as well as a negative Rurality Quotient thus proving that rurality directly affected the level of payment of services. The projection showed a significant probability of a steady increase in consumer debts in rural municipalities in the next ten years if the issues and challenges are not addressed effectively. Therefore a Rural Consumer Debt Recovery Framework tool was proposed to provide clear guidelines on how rural municipalities can deal with non-payment of rates and taxes. In addition to this a review and update of all revenue enhancement policies such as the Credit Control and Debt Collection Policy to match the changes occurring over time in rural municipalities is necessary to change the current status of revenue collection in municipalities. / NRF