R896 436 per annum (Level 11), (all-inclusive remuneration package consists
of a basic salary, the State’s contribution to the Government Pension Fund, a
medical fund and a flexible portion in terms of applicable rules).
CENTRE : Head Office (Polokwane)
REQUIREMENTS :
A three-year National Diploma (NQF level 6) or Bachelor’s Degree in Labour
Relations / Labour Law or equivalent qualification related to the field. A
minimum of 5 years of experience in Labour Relations environment, of which
3 years must be at an Assistant Director level (Junior Management). A valid
driver’s License (except for persons with disabilities). Knowledge And Skills:
Knowledge: Sound and knowledge of relevant prescripts such as: Employment
Equity Act, Skills Development Act, Basic Conditions of Employment Act,
Labour Relations Act, Public Service Act, Administrative Justice Act, Promotion
of Access of Information Act, Public Service Regulations and various
Bargaining Council Resolutions. Skills: Negotiation skills, people management,
financial management, planning & organizing, time management, strategic
planning, policy analysis and development, good communication skills, group
dynamics and diversity management, facilitation skills, leadership skills,
change and knowledge management and disciplinary management.
DUTIES
: Disciplinary code and procedure, dispute resolution procedure councils and
chambers resolutions in the department: Conduct a survey on the status of
grievance rules ,disciplinary code and procedure, dispute procedure councils
and chambers resolutions in the department, advise the hod on grievance
rules ,misconduct, disputes and resolutions, collect statistics on grievances,
misconduct and disputes and analyse the trend, compile a consolidated report
on grievances, misconduct and disputes for submission to management and
other relevant stakeholders, make recommendations to the hod on intervention
strategies, develop intervention strategies to address the challenges and
coordinate the flow of information on grievances, misconduct, disputes and
resolutions to the key stakeholders. Handle and facilitate grievances,
misconduct cases, dispute resolution and capacity building in the department:
Receive allegations of misconduct from supervisors and or managers, secure
attendance of witnesses to be present at the hearings, advise the Head of
Department on all matters related to labour remedial service/misconduct
cases, recommend the appointments of employer representative and
chairperson of the disciplinary hearing, represent the employer during
disciplinary hearings, draft allegations in terms of clauses 6 and 7 of the
disciplinary code and procedure, PSCBS Resolution 1 of 2003, and inform the
alleged offender about his/her rights, communicate the outcome of the
disciplinary hearing with the alleged offender, preside over disciplinary
hearings in terms of clause 7.3 of code, raise with the offending employee to
submit an appeal, refer the appeal to the Executive Authority, receive
complaints and grievances lodged including referrals of disputes declared,
analyse issues in disputes surrounding grievances and disputes, advise and
seek mandate from Head of Department for resolution of disputes, advise
management on the validity of the complaints and or grievances, investigate
the grievance and seek a fair resolution thereof, advise the aggrieved and
management on the status of the grievance, advise the aggrieved employee
on the outcome thereof if finalized and conduct research on the subject for
capacity development, conduct capacity development and compile a report to
the HOD thereof. Coordinate, monitor and evaluate the implementation of
collective agreements in the Department: Facilitate and monitor
implementation of collective agreements concluded in bargaining councils,
coordinate, monitor and participate in the activities of task teams established
in bargaining councils, conduct capacity building on collective agreements,
99report to the HOD and Management on the implementation of collective
agreements. Coordinate, manage and monitor public service industrial action
in the department, manage and monitor strike action in the department,
develop a strike management plan, establish a departmental task team to
manage the strike action, develop a contingency plan to minimize the harmful
effects of strike action on service delivery, collect statistics on employees
affected by the strike action, compile a report to Office of the Premier and other
relevant stakeholders on the management of strikes, Coordinate, monitor,
facilitate and evaluate capacity building on grievance rules and disciplinary
code and procedure in the department: Coordinate capacity building sessions
for the department, organise capacity building documents or manuals on
grievance rules, disciplinary code and procedure and other relevant
resolutions/collective agreements, develop capacity building programmes and
advise and recommend to the HOD on Labour Relations capacity building
needs.
ENQUIRIES : Mr Musia N, Ms Langa LZ, Ms Mothupi PP and Mr Mnisi NF Tel No: (015) 284
4143 / 4109 / 4032 / 4186
POST 03/117 : DEPUTY DIRECTOR: ADMINISTRATIVE SUPPORT AND CO-ORDINATION
REF NO: DSAC 2024/08
SALARY : R896 436 per annum (Level 11), (all-inclusive remuneration package consists
of a basic salary, the State’s contribution to the Government Pension Fund, a
medical fund and a flexible portion in terms of applicable rules).
CENTRE : Head Office (Polokwane)
REQUIREMENTS
A three-year National Diploma (NQF level 6) or Bachelor’s Degree in
Administration or equivalent qualification related to the field. A minimum 5 years
of experience in Administrative Support and Co-ordination environment, of
which 3 years must be at an Assistant Director level (Junior Management). A
valid driver’s License (except for persons with disabilities). Knowledge And
Skills: Knowledge: Broad knowledge and understanding of the functional areas
covered by the executive authority’s portfolio, working knowledge of the
political and parliamentary processes in South Africa. Skills:
Proven
management competencies, planning & organizing, report writing skills;
facilitation skills, co-ordination skills, liaison skills, networking, interpersonal
skills, leadership skills, analytical skills, change and knowledge management.
DUTIES
Manage the administrative and coordination activities within the office of the
executive authority. This would, inter alia, entail the following: Develop,
implement and maintain systems, registers and databases to monitor and
manage the flow of documents to, from and within the office of the executive
authority, compile correspondence, submissions and cabinet memoranda as
required, study, edit and comment on submissions to be submitted to the
executive authority for consideration, manage the procurement and
maintenance of equipment and administer the budget in the office of the
Executive Authority’s, manage logistical support in the office of the Executive
Authority’s, develop, implement and maintain a filing system for the office of
the executive authority, manage the registry of the office of the Executive
Authority’s and ensure that documents are classified in accordance with the
MISS prescripts and are handled in accordance with their classification. Liaise
with internal and external role players with regard to matters relating to the
portfolio of the Executive Authority. This would, inter alia, entail the following:
Brief the Head of Office on matters with regard to the executive authority’s
portfolio on the agenda of Executive Council, liaise with Senior managers in
the institutions within the Executive Authority’s portfolio and co-ordinate the
activities of the Executive Authority’s office. Render support service to the
Executive Authority. This would, inter alia, entail the following: Manage the
distribution of memorandum to Executive Authority, manage the distribution of
documents and submissions to the relevant legislature and standing/portfolio
committees and keep record of decisions of Executive Council and alert the
Head of Office and executive authority of actions to be taken and due dates.
Supervise employees. This would, inter alia, entail the following: General
supervision of the employees in the office of the executive authority, quality
control of the work delivered by supervisees, advise supervisees with regard
to all aspects of the work, serve as the formal disciplinary authority with regard
to supervisees and ensure that all supervisees are trained and developed to
be able to deliver work of the required standard efficiently and effectively.
100ENQUIRIES : Mr Musia N, Ms Langa LZ, Ms Mothupi PP and Mr Mnisi NF Tel No: (015) 284
4143 / 4109 / 4032 / 4186
POST 03/118 : ASSISTANT DIRECTOR: ORGANISATIONAL DEVELOPMENT AND HR
PLANNING REF NO: DSAC 2025/10
SALARY : R468 459 per annum (Level 09)
CENTRE : Head Office
REQUIREMENTS :
A three-year National Diploma (NQF level 6) or Bachelor’s Degree in
Management Services, Production / Operations Management or Human
Resource Management or equivalent qualification related to the field as
recognised by SAQA. A minimum of 3 years’ experience in the Organisational
Planning and HR Practice environment at salary level 7/8. A valid driver’s
license (except for persons with disabilities) Skills and Knowledge: Knowledge:
Sound and in-depth knowledge of relevant prescripts and understanding of the
legislative framework governing the public service, good application of work
study techniques as well as the Job evaluation equate system, knowledge of
organisation development practices, process and change management,
project management and research. Skills: General consultation skills, people
management, financial management, negotiation skills, problem solving,
planning and organising, strategic planning, policy analysis and development,
good communication skills, coordination skills, leadership skill and diversity
management and facilitation skills.
DUTIES
: Administer the development and compilation of job descriptions and job
profiling: Facilitate the establishment and maintenance of job descriptions and
job profiling for all posts/jobs, review job descriptions and job profile for all
posts/jobs as well as newly-defined posts, advise the department on the proper
development of job descriptions, ensure the alignment of job profiles and job
descriptions to the strategic plans and structural functions and ensure the
agreement of job description between the supervisor and the supervisee.
Facilitate the implementation of the operations management framework:
ensure compilation of the service delivery model, conduct investigations
related to business process management, ensure all services are fully
documented and mapped, provide advice/recommendations for service
delivery improvement, advise on office accommodation, build capacity and
organize awareness on work-study processes, maintain workflow delivery
loops and advise on improved value chains and ensure an organizational
culture that is conducive to good business process.
Facilitate HR Planning and
Employment Equity processes: Compile the Employment Equity Plan, HR Plan
and reports, liaising and partnering with relevant stakeholders on development
EE and HE plans, conduct consultations and implement initiatives to support
attainment of HR Strategy and EE Targets, administer forum meetings and
organise EE annual submissions with the relevant stakeholders. Provide job
evaluation services: Conduct job evaluation and facilitate workshops, render
secretariat services to the job evaluation panel, develop a data base for job
evaluation, facilitate the development of an annual job evaluation action plan
and policies, advise the department on job evaluation matters. Facilitate the
development and review of organisational structures: Conduct investigations
related to the organizational structures, establishment requirements, service
delivery, efficiency improvement programs, change intervention and facilitate
the implementation thereof, conduct BPM investigations with a view to redesign
the structure, advise management on the identified process inefficiencies,
improvements and standardization of processes, review and redesign the
organizational structures, render advisory service to management and conduct
organisational structure implementation audits. Administer personnel costing
and post establishment: Capture and maintain organizational structure on the
PERSAL system, manage and follow-up HR review report, ensure accurate
personnel costing and supervise employees to ensure an effective
organisational development & HR Planning Service.
ENQUIRIES : Mr Musia N, Ms Langa LZ, Ms Mothupi PP and Mr Mnisi NF Tel No: (015) 284