(a) The challenges include the following:
(i) The departments affected are listed on the attached Annexure A
(ii) The magnitude of the challenges is small.
(iii) (aa) The average vacancy rate at senior management level as at 31 December 2015 is 9.12%;
(bb) The average turnover rate at senior management level as at 31 December 2015 is 0.78%.
(iv) The challenges are minimal due to the measures put in place to prevent them and also to address them as and when they are identified.
(b) (i) Measures in place to address the challenges include the following:
a) Enforcement of the legislation that govern recruitment and selection namely; the Public Service Act, 1994 (as amended) and its subordinate legislation, the Public Service Regulations, 2011 (as amended).
b) Implementation of a strategy to reduce the recruitment period and the vacancy rate in the Public Service, which include reduction of the period to fill a vacant post in the Public Service to four (4) months after being advertised; and reducing the average vacancy rate in the Public Service to 10%.
c) Standardisation of the recruitment practices through introduction of the Executive Protocol on filling of the vacant posts of Directors-General and Deputy Directors-General at national sphere of government. This Protocol also provides norms and standards on recruitment.
d) Introduction of a Directive on the selection practices in relation to Ministerial Directives.
e) Introduction of a Directive on Compulsory Capacity Development, Mandatory Training Days and Minimum Entry Requirements into Senior Management Level.
f) Introduction of a Directive on the Implementation of Competency Assessments for entry onto Senior Management Service levels.
g) Introduction of a Directive on the minimum educational requirements for entry into the position of senior management service.
(ii) Plans to address the challenges;
Planned initiatives include introduction of a pre-entry certification for any individual who wishes to enter or progress within the Senior Management Service. A Public Service specific course is currently being developed by the National School of Government in this regard. A guideline for mentoring and peer support has also been drafted in order to improve the quality of individual leadership development for newly appointed as well as currently employed SMS members.