Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The democratisation of South Africa on 27 April 1994 marked the beginning of a new era
for South Africans in all spheres of society. The new democratic Government of the
Republic of South Africa faced numerous challenges, including the transformation of the
South African Public Service into a non-discriminatory organisation for both citizens and
employees. The pre-1994 South African Public Service functioned as a centralised driven
system that negatively discriminated against non-white employees in terms of financial
rewards resulting in salary differences between white and non-white employees. The
promulgation of the new legislative framework of deconcentration had resulted in the
centralised driven South African Public Service system becoming obsolete as it was
incompatible with the democratic Government’s vision. The transformation of the South
African Public Service was supported through legislation and various directives
simultaneously focusing on service delivery improvement as well as implementing new
internal systems to address discriminatory practices. The implementation of the EQUATE
job evaluation programme within the new legislative framework of deconcentration marked
the beginning of a new era of grading post in the Public Service. It had brought an end to
the unfair salary differentiation in the Public Service.
To render public services effectively and efficiently is a legislative requirement. Political
and administrative leaders are responsible for ensuring that both external and internal
services are rendered optimally through improvement interventions. In the Provincial
Government of the Western Cape (PGWC), the Department of the Premier renders a job
evaluation service to all provincial departments to ensure internal consistency in terms of
grading of posts. The purpose of this study is to evaluate the current process of evaluating
posts in the PGWC and subsequently to formulate recommendations to improve the
process. The study concludes with a set of recommendations which include amongst
others the following:
• The devolvement of the job evaluation function to the provincial departments
enabling them to conduct their own departmental job evaluations.
• The creation of a Job Evaluation Unit in every provincial department. • That the proposed Process Model of evaluating posts in the provincial departments
be considered.
• It is the responsibility of the Directorate Organisation Development Interventions in
the Department of the Premier to co-ordinate the job evaluation process in the
Provincial Government of the Western Cape. / AFRIKAANSE OPSOMMING: Die demokratisering van Suid-Afrika op 27 April 1994 was die begin van ‘n nuwe era vir
Suid-Afrikaners op alle vlakke van die samelewing. Die demokratiese Regering van die
Republiek van Suid-Afrika het verskeie probleme in die gesig gestaar wat onder andere
die transformasie van die Suid-Afrikaanse Staatsdiens ingesluit het. Die Staatsdiens moes
verander word na ‘n diens wat nie diskrimineer teen nie-blanke burgers of werknemers nie.
Die Suid-Afrikaanse Staatsdiens voor 1994 het gefunksioneer as ‘n gesentraliseerde
sisteem en het negatief gediskrimineer teen nie-blanke werknemers in terme van
besoldigingspakkette wat aanleiding gegee het tot verskille in besoldigingsvlakke. Die
promulgering van die nuwe regulatoriese raamwerk van dekonsentrasie het meegebring
dat die gesentraliseerde benadering in onbruik verval het, omdat dit teenstrydig was met
die visie van ‘n demokratiese Regering. Die transformasie van die Suid-Afrikaanse
Staatsdiens is ondersteun deur verskeie wetgewing en mandate wat gefokus het op sowel
die verbetering van dienslewering aan burgers as die implementering van nuwe interne
sisteme om diskriminerende praktyke aan te spreek. Die implementering van die EQUATE
posevalueringsprogram binne die nuwe regulatoriese raamwerk van dekonsentrasie was
die begin van ‘n nuwe era van posgradering in die Staatsdiens. Dit het ‘n einde gebring
aan die onregverdige besoldigingsvlakke in die Staatsdiens.
Die lewering van doelmatige en doeltreffende openbare dienste is ‘n wetlike vereiste.
Politieke en administratiewe hoofde is daarvoor verantwoordelik om toe te sien dat alle
dienste, intern en ekstern, optimaal gelewer word deur gebruik te maak van verskeie
verbeteringsintervensies. Die Departement van die Premier in die Provinsiale Regering
van die Wes-Kaap (PRWK) is verantwoordelik vir die lewering van die
posevalueringsdiens aan alle provinsiale departemente ten einde konsekwentheid in terme
van posgradering te verseker. Die oogmerk van die studie is om die huidige
posevalueringsproses in die PRWK te evalueer om sodoende aanbevelings te doen om
die proses te verbeter. Die studie is saamgevat met aanbevelings wat onder andere die
volgende insluit:
• Die afwenteling van die posevalueringsfunksie na elke provinsiale departement;
sodat elke departement self verantwoordelik is vir departementele posevaluering.
• Die skepping van ‘n Posevaluering Eenheid binne elke provinsiale departement.
• Die voorgestelde Proses Model vir die evaluering van poste binne provinsiale
departemente oorweeg word.
• Die verantwoordelikheid van die Direktoraat Organisasie Ontwikkeling Intervensies
in die Departement van die Premier vir die koördinering van die
posevalueringsproses binne die Provinsiale Regering van die Wes-Kaap.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/5266 |
| Date | 12 1900 |
| Creators | Johnson, Reginald George Johannes |
| Contributors | Uys, F., University of Stellenbosch. Faculty of Economic and Management Sciences. School of Public Leadership. |
| Publisher | Stellenbosch : University of Stellenbosch |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Rights | University of Stellenbosch |
Page generated in 0.0026 seconds