Issued by: Department Of Public Service and Administration
18 March 1997
DEPARTMENT OF PUBLIC SERVICE AND ADMINISTRATION ON THE GREEN PAPER ON PUBLIC SERVICE TRAINING AND EDUCATION:
FOR TOO LONG NOW, has training in the Public Service been geared to management levels with the total disregard of the people stuck in unsatisfying jobs because of a lack of either formal training or training to improve their skills.
At the same time, the training of personnel entering the Public Service was often ignored and they were left for months, trying to find their own direction. This could not have contributed greatly to productivity and efficiency. The training that was available, was limited to officers only and targeted at their movement from one management echelon to another.
THIS IS NO LONGER THE CASE. As the following summary makes clear, the Green Paper on Training has ENABLEMENT as its catchword and no longer need people be trapped in menial positions because of a lack of opportunity to study because of impoverished backgrounds.
This approach will involve everyone from grass levels up, with an interest in training to contribute to and demand the type of training that suits them, not the type of training that the government, or any specific university thinks would be good for them - a total change of approach and one that fits in with the new thinking of government today.
THE GREEN PAPER
1. INTRODUCTION:
The White Paper on the transformation of the Public Service suggested radical changes in the nature of Training and Education if the Public Service is to be transformed to meet the new demands.
Today the Department of Public Service and Administration has unveiled a new policy framework: The Green Paper on Public Service Training and Education.
2. PROPOSALS:
The key words here are those of radical change in principles and priorities. To effect this, The Green Paper proposes new institutional mechanisms for training and the way Public Service Training and Education is to be financed.
(a) PRINCIPLES:
The main principles governing Training and Education should be
Its mission is to develop a dedicated, productive and people centred public service staffed by public servants whose performance is maximised and whose potential is fully developed through comprehensive provision of appropriate and adequate training and education able to meet new demands.
(B) INSTITUTIONAL MECHANISMS:
National departmental and provincial administrations should conduct a skills audit in order to determine the needs for training and education of their personnel. This will also help in human resource development planning. Departments and provincial administration will also be required if proposals are accepted, to develop yearly training and education plans which are linked to their budgeting process.
It proposes THE SCRAPPING of prescribed courses for public servants, and replacing them with a PRESCRIPTION OF CORE COMPETENCIES for different grade levels. This will allow for flexibility and the linkages with the National Qualifications framework.
A NEW SYSTEM OF ACCREDITATION of public sector training and education will be established, and will be aligned with the National Qualifications framework and the South African Qualifications Authority.
It emphasises the development of competency based training and education for public servants so that the impact can be realised in the quality of service delivery by civil servants.
Performance of managers is going to be assessed on the basis of how they have developed their staff through training and education.
As an incentive to encourage Departments and Provincial Administrations to promote training, the Green Paper proposes the ESTABLISHMENT OF AN AWARD to be given to a department or provincial administration which shows excellence in providing training and education. To qualify, an institution should develop effective forms of needs assessment and strategic plans in training and education of employees, and to promote training.
The Green Paper proposes the establishment of three bodies which will deal with accreditation and quality assurance; organisation and co-ordination of public service training and education; monitoring and evaluation. These comprise the following:
It also proposes that the current role and function of the South African management Development Institute (SAMDI) be reviewed with the aim of placing it on a more competitive and cost-recovery footing.
(C) FINANCING OF PUBLIC SERVICE TRAINING AND EDUCATION:
The Green Paper proposes that a formula for financing training be developed which will make it compulsory for departmental and provincial budgets to contain a line item on training and education. Heads of departments will ensure that an appropriate budgetary allocation is made for training and education in proportion to the number and type of staff employed.
(D) PRIORITY PROGRAMMES:
The Green Paper proposes a number of programmes to be developed as a matter of priority. These programmes are on fast tracking, focusing on new entrants to the public service and management development; A strategic planning and management support programme for departments; and institution building.
These proposals will form the basis for discussions in order to develop a White Paper on Public Service Training and Education to be tabled in Parliament this year.
Contact Person: Godfrey Mokate