In this dissertation a study is undertaken of personnel evaluation of lecturing personnel at tertiary educational institutions. References are made to other tertiary educational institutions, but for reasons of confidentiality specific references are made to the Port Elizabeth Technikon in the text of the research document. This dissertation is based on the assumption that no uniform method exists for personnel evaluation for lecturing personnel at the Port Elizabeth Technikon. This assumption was strengthened during conversations with various academic personnel members on different post levels on the subject of personnel evaluation for lecturing personnel at tertiary educational institutions and during which a degree of negativity was detected about this subject. As it is known that various authors in the field of Personnel Administration regard personnel evaluation as an essential part of the personnel administration process, it was decided to embark on a research project on the subject of personnel evaluation for lecturing personnel at tertiary educational institutions. The complexity of the subject of personnel evaluation of professional employees, such as lecturing personnel, was duly recognised from the outset, and as a result thereof it was decided in consultation with the supervisors to do a normative study only, and to design and propose a normative model for evaluating lecturing personnel at tertiary educational institutions. In view of the importance of personnel evaluation in the development and motivation of personnel in organisational structures, it was decided to utilise the potential respondents currently available at the Port Elizabeth Technikon for an empirical study in order to research current attitudes on personnel evaluation at the Port Elizabeth Technikon. Firstly, however, a literature search was embarked upon, describing a theoretical framework for personnel evaluation. Certain normative criteria were extracted from the literature surveyed, and those were used in the empirical survey among lecturing personnel at the Port Elizabeth Technikon that followed the literature search. The research findings of the empirical survey were statistically analysed and reported, and a normative model for evaluating lecturing personnel at tertiary educational institutions was constructed. Certain recommendations were made regarding the research, and possibilities for further study into the subject under discussion were pointed out. / Thesis (MPA)-University of Durban-Westville, 1993.

The solution to South Africa’s growing skills crisis subsists in its ability to transform into a thriving knowledge economy. In a globalised world where it has become easy for skills to transcend borders, skills development and more importantly, skills retention strategies, ought to be an integral part of an organisation’s strategic framework in particular, and the country’s skills development strategy in general. Learnerships, viewed as a panacea for the skills crisis, is a legislated skills development initiative which falls under the Skills Development Act. This in turn resides within the Public Human Resource Management domain. A learnership is a vocationally-based training programme which is quality assured by the Sector Education and Training Authority (SETA) and has as its foundation experiential learning principles. To this end, the Institute of Internal Auditors administers the Internal Audit Technician (IAT) learnership. Internal audit is deemed a scarce skill, and the IAT is aimed at increasing the level of internal audit skills whilst filling the skills gap. Presently the IAT is in greater demand within the public sector as opposed to the private sector. This research was based on completed public sector IAT programmes and some key findings included a clear and disconcerting gap in consultation and communication between the supervisor and manager of the learner. Another was that the majority of learners had benefitted vastly from the communication module and recorded visible improvements in the way they communicated. Key recommendations include greater supervisory and management commitment towards the learnership programme and that all public sector internal auditors report directly to the Auditor-General. This will allow for internal auditors to conduct internal audits free of political interference and the concomitant fear from any form of reprisal, especially where corruption is involved. / Thesis (MPA)-University of KwaZulu-Natal, Westville, 2011.

The purpose of this study was to investigate the administration and management of local Child Welfare Agencies. Appropriate and relevant knowledge and skills in administration and management processes are essential to ensure that Child Welfare Agencies function within the normative foundations of public administration. The Board ofManagement of the Agencies are voluntary in nature. The smaller and embryo agencies depend on untrained volunteers to provide both administrative and management leadership. Basic democratically determined administrative and management processes are necessary to make welfare services more economical, efficient and effective. The major objectives of this study were: - to examine the existing administrative and management structures and processes and their functions. - to determine the role of the Board of Management Committee structures and senior personnel in administration and management. - to determine the foundation principles of administration and management that guide the functioning of Child Welfare Agencies. This Study provided an opportunity for agencies to express their views on the existing situation and what the future ought to be like. The study viewed Public administration as a vast field of activity which can be classified into four (4) main groups viz: a. generic administrative and managerial, b. auxiliary, c. instrumental, and d. functional also referred to as line functions. Although this study focused separately on administrative and management functions, it should be noted that both dimensions ofgeneric administrative functions are performed along with the functional, auxiliary and instrumental activities. (v) In a Child Welfare Agency the Board of Management together with the middle and upper management of staff will determine the administrative and management processes of policy making, organising, staffing, financing, determining work methods and procedures and control. The aim of public administration is community welfare, therefore the administrative and management processes must be founded on normative foundations of public administration. The findings ofthis research will not only contribute to the established agencies but will be of great help to the embryo and developing agencies. / Thesis-(M.A.)-University of Durban-Westville, 1995.

No abstract available. / Thesis (DPA)-University of Durban-Westville, 1984.

No abstract available. / Thesis (MA)-University of Durban-Westville, 1986.

No abstract available. / Thesis (MPA)-University of Durban-Westville, 1988.

In this dissertation, a study is undertaken of the administration of the valuation of property at the local government level with special reference to the Durban Municipality. The establishment of local authorities is a direct result of the Government's policy to provide goods and services for local communities. Consequently, it is significant to locate the place of local authorities in the constellation of public institutions, and to examine their rapidly increasing number of functions. Past legislation, authorising the establishment of local authorities, coupled with a discussion of the Regional Services Councils Act, 1985 (Act 109 of 1985), provide the necessary insight required for the understanding of the property valuation function by local authorities. The principles pertaining to the theory of valuation are explored, with particular emphasis on the impact of supply and demand on the valuation of property. The valuer, who performs numerous functions, is an important cog in the valuation process. Since the valuation of property is a prerequisite to the rating of property, it is also useful to examine the latter aspect to appreciate the interaction between valuation and rating. Legislation pertaining to valuation is voluminous. At the Central Government level, the Department of Public Works and Land Affairs is responsible for the valuation of property. The Expropriation Act, 1975 (Act 63 of 1975), has played a significant role over the judicial influence of property valuation. The valuation profession has taken a significant step forward since 1982, with the promulgation of the Valuers' Act, 1982 (Act 23 of 1982), which emphasizes the necessity of raising the standard of the valuation of immovable property throughout the Republic of South Africa. At the provincial level, separate ordinances, pertaining to property valuation, exist for each province. Finally, local authorities promulgate bylaws to regulate the property industry. There is an abundance of literature on the methods of property valuation. The different methods of valuation are the Direct Sales Comparison Method, the Income Method, the Land Residual Method and the Cost Method. The aforementioned Methods of valuation are particularly suitable to the estimation of the value of vacant land, flats, townships and schools, respectively. The scope of the functions o f the Durban Municipality's Estates Department has grown so vastly since 1914 that there are ten clearly demarcated valuation zones presently. The aforementioned Department's intricate organisational structure, with clearly defined functions delegated to the divisions, sections and subsections, ensure that tasks pertaining to property valuation are concluded efficiently and effectively. The degree of subjectivity in the valuation of residential properties has been drastically reduced with the introduction of the computer at the Estates Department. The work procedures pertaining to the drawing up of the Valuation Roll and the functioning of the Valuation Appeal Board, respectively, ensure efficient and effective control in property valuation. In the light of the aforementioned observations, the following recommendations are made: (i) amend the Valuers' Act, 1982 (Act 23 of 1982), to reserve specific valuation tasks for valuers; (ii) that the valuer should persevere in his studies on property valuation; (iii) that the valuer should adhere rigidly, at all times, to the guidelines of public administration; (iv) the designation of 'building valuer' should be changed; (v) the Durban City Council's rate of investment in property should be accelerated; (vi) the training and orientation of valuers should be an ongoing process. (vii) separate terms of reference should be assigned to the Estates Department; (viii) separate departments should be created for valuations and estates, respectively; (ix) a simply worded and uniform valuation ordinance should be implemented in the Republic of South Africa; (x) a uniform method of valuation, for a particular type of property, should be introduced; (xi) land and buildings should be estimated at market value; (xii) the services of a full-time Senior Legal Adviser are essential; (xiii) the unearned increment of the capital value of land should also be taxed; (xiv) the frequency of valuations should increase during periods of accelerated expansion; (xv) a uniform rating system should be implemented throughout the Republic of South Africa; (xvi) the negotiation process should be used as a cross-check to enhance the validity of valuations; (xvii) the fees paid to the members of the Valuation Appeal Board should be increased; and (xviii) larger pieces of vacant land should be taxed at a higher rate. / Thesis (MPA)-University of Durban-Westville, 1987.

The process of leading and managing the worldwide network of Embassies and High Commissions within the South African Department of Foreign Affairs is extremely challenging. It requires knowledge of globalisation and the utilisation of information technology. This knowledge would enable leaders to respond more rapidly and across geographic boundaries, thereby enhancing efficiency within the Department of Foreign Affairs. The speed, accuracy and efficiency of the staff will, however, depend increasingly on leadership as a guided process, which brings out the best in subordinates, exposing their creative talents, skills and qualities that will enhance the image of South Africa, internationally. In this study, an overview of public administration will be given, as the Department of Foreign Affairs is a public institution and is governed by the normative guidelines of public administration. The theories of leadership will be outlined and evaluated. These theories date from the 1950's up to contemporary studies in leadership, which illustrates the changing patterns of leading with changing times and the utilisation of technology in task accomplishment. An overall structure of the Department of Foreign Affairs is outlined, tracing South Africa's foreign policy from the apartheid era to post 1994. The study also demonstrates the effects of changed government policy and its impact on the functioning and makeup of the Department. Theories of organisational performance and quality management, as well as the principles of "Batho Pele" zie. outlined, and their relevance to the functioning of the Department of Foreign Affairs, is given impetus. In this study, research was conducted among sixty officials of different ranks at ten different South African Missions across the world. The results of the survey indicate the dire need for leaders who understand the importance of leadership, and how their leadership styles impact on organisational efficiency and service delivery. A range of recommendations are proposed for diplomatic leaders to personally take responsibility for creating an environment where routine jobs become more meaningful, where the human spirit becomes liberated, and where people are transformed from positions of working to live to living to work! / Thesis (MPA)-University of KwaZulu-Natal, 2005.

No abstract available. / Thesis (MPA)-University of Kwazulu-Natal, 2005.

The dissertation is a review and comparison of the programmes for adult education (AE) in South Africa and Lesotho. The two countries share some historical affinities and are geographically contiguous. Thus much can be learnt from a comparative analysis of the two. An extensive description of the two countries' strategies of AE is made and how these have evolved over the years. Much library-based research was carried out with respect to the position of AE in South Africa. In addition, some field work was also undertaken. This focussed mainly on the valuable role played by the South African Committee for Higher Education (SACHED). Interviews with the Director: Kwazulu Natal - South Africa (lan Mkize), shed light on the work done by SACHED in the past and the direction it would be following in the future. It is a fact that this body is the foremost Non-Government Organisation (NGO) in South Africa in the field of AE. SACHED has also played an important role by making submissions which assisted with the drawing up of the Government White Paper on Education and Training. One of the important programs that SACHED is engaged in currently with is ASECA (A Secondary Education Curriculum for Adults). In conversations with the then ASECA Regional Co-ordinator, Dhaya Sewduth, the success of the implementation of ASECA was already evident. It seems clear that since the program has been so well received, the number of students enrolled is set to exceed all expectations. The researcher obtained a great deal of information from the NEPI Reports - especially those concerning Adult Education and Adult Basic Education. These Reports have been the result of great debate and research by some of the best academics and practitioners in the field. All the resources, whether primary or secondary, enable one to make a few generalised conclusions: - black education has suffered from centuries of neglect by the government of the day - as a result, huge backlogs exist in schools, equipment and personnel - although there is some disagreement as to the exact figure, the illiteracy rate among the adult population (i.e. in the age group 20 years or older) is very high - 31% according to the Development Bank of Southern Africa (DBSA) (1993; 6). - present provision is grossly insufficient - greater funding is urgently required from state, the corporate sector and NGO’s - the current poor state of education with the resultant high drop out rate means that AE will remain a priority for some years to come - AE can be a valuable way of affirming the previously disadvantaged communities enabling them to take their rightful places in mainstream society The AE experience in Lesotho was examined from a different perspective. Much time was physically spent in Lesotho and information was obtained from a wide spectrum of service providers and role players. The Institute of Extra Mural Studies (IEMS) of the National University of Lesotho (NUL) is one of the main role players in AE. Thus much time was spent here collecting information and interviewing the key personnel. It became clear from these interactions that IEMS has direction and foresight and is clearly focussed on its central task - it sees itself not only as a trainer of AE but it also trains the trainers. One of the main drawbacks is the lack of funds. A most encouraging feature is that the rural areas are not neglected and receive their fair share of attention. The situation in South Africa is opposite to that in Lesotho and rural areas suffer from abject neglect. The Lesotho Distance Teaching Centre (LDTC) is mainly concerned with preparing students to pass exams on a part-time basis (Std 6, Std 8 and Cambridge Overseas School Certificate - COSC). However, it is also involved in AE and literacy work. Although the Centre clearly does sterling work in its chosen field, it does suffer from certain handicaps - the chief of these being insufficient funds to carry out all its desired projects and a very high staff turnover (mainly because of poor salaries). As a result, staff use the Centre as a starting point to obtain better paying portions in other departments of the public service. The Lesotho Association for Non Formal Education (LANFE) has a large number of affiliates from different parts of the country. The Organisation survives completely on funding provided by DVV (German Adult Education Association). Although LANFE does provide some training and a window for goods produced by members, it is completely at the mercy of donor funding and is unable to find ways of generating funds on its own in any other way. A matter of immediate concern is that DVV is currently to end its funding in 1996. A characteristic feature of Lesotho is the large variety of NGO's operating in Lesotho because of the great poverty of the country. Greater co-ordination is necessary to prevent duplication of infrastructure and services. Such resources are sadly wasted in a country where this should not be allowed to happen. The poor state of full time schooling, especially primary education, is such that there will be high drop out rates for some time to come. Thus the provision of AE will be a continuing necessity. Lesotho has a wide diversity of service providers in the NGO sector. A strong point in favour of positive results from AE is the hemogenous nature of the population who speak a common language. South Africa on the hand has a wide diversity of people of different tribes, languages and cultural persuasions. Some of the main lessons that South Africa can learn from Lesotho are : - greater commitment from government regarding AE. - greater amount of improvement attached to AE so that it features more permanently in the agendas and budgets. - greater penetration of AE programs in the rural areas. - increased funding. - AE should be given greater prominence in the RDP budget. - AE could become an important tool to affirm the previously disadvantaged and correct some its worst excesses. Lesotho can also benefit from the South African experience. One way could be by the establishment of Departments of Adult Basic Education and Training (ABET). The AE experience in South Africa up to date has been a sad saga of grossly insufficient provision on a small scale for a potential number running into many millions. Finally, greater commitment and resources are necessary from the state and the donor communities. However, there must be better co-ordination to prevent duplication and to allow for economies of scale. / Thesis (MPA)-University of Durban-Westville, 1995.