MUNICIPAL STAFF REGULATIONS AND GUIDELINES: PARTICIPANT GUIDE
Thank you for enrolling on this learning programme of the Department of Cooperative Governance (DCoG). On behalf of DCoG we welcome you to our blended learning environment and wish you success in completing this programme.
Overview
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Special thanks to the Department of Cooperative Governance, for making this Municipal Systems Act: Staff Regulations Training rollout possible.
We express our thanks for information provided by different stakeholders that are part of this programme. We also acknowledge the following stakeholders,
- Department of Public Service and Administration (DPSA)
- National Treasury (NT)
- Department of Human Settlements
- Department of Water and Sanitation
- Department of Cooperative Governance and Traditional Affairs at Provincial level
- Local Government: Sector Education and Training Authority
- South African Local Government Bargaining Council (SALGBC)
- South African Local Government Association (SALGA)
- South African Municipal Workers Union (SAMWU)
- Independent Municipal Allied Trade Union (IMATU)
Local Government Administration affects all South Africans. Our municipalities should strive for excellence in the management of their affairs, exercise of their powers and execution of their duties in terms of the Constitution of the Republic of South Africa.
Curriculum
Curriculum
- 10 Sections
- 105 Lessons
- 10 Weeks
- Introduction1
- Section 1 - Interpretation and Application6
- Section 2 – Staff Establishment, Job Description and Job Evaluation11
- 3.1Introduction
- 3.22.1 Human Resource Planning
- 3.32.2 Determination of Staff Establishment
- 3.42.2.1 Organisational Design
- 3.52.2.2 Organisational Design Metrics
- 3.62.2.3 Deviation from Organisational Design Metrics
- 3.72.3 Procedure for Determining Staff Establishment
- 3.82.4 Job Description
- 3.92.5 Establishment of Standards for Job Descriptions
- 3.102.6 Job Evaluation
- 3.112.7 Practical Activity
- Section 3 – Recruitment, Selection and Appointment of Staff35
- 4.1Introduction
- 4.23.1 Guiding Principles in terms of Recruitment, Selection and Appointment
- 4.33.2 Determination Recruitment Needs
- 4.43.3 Filling Vacant or New Posts
- 4.53.4 General Requirements for Appointment of Staff
- 4.63.5 Competency Requirements for Staff
- 4.73.5.1 Conceptualising the Competency Framework
- 4.83.5.2 Understanding the Competency Framework
- 4.93.5.3 Alignment of HR Processes to the Competency Framework
- 4.103.6 The Recruitment Process
- 4.113.7 Advertising of Vacant Positions
- 4.123.8 Application for Vacant Positions
- 4.133.9 Selection Panel
- 4.143.10 Shortlist of Applicants
- 4.153.11 Screening of Shortlisted Candidates
- 4.163.12 Interviews
- 4.173.13 References and Personal Credential Verification
- 4.183.14 Appointments made within Local Government
- 4.193.15 Appointment of Support Staff to Offices of Public Office Bearers
- 4.203.16 Re-Employment of Dismissed Staff
- 4.213.17 Probation
- 4.223.17.1 Understanding Probation
- 4.233.17.2 Termination of Employment during Probation Period
- 4.243.17.3 Probation Review Process
- 4.253.18 Promotion
- 4.263.19 Transfer of Staff
- 4.273.20 Secondment of Staff to Another municipality
- 4.283.21 Secondment of Other Government Staff Members to municipality
- 4.293.22 Acting Appointments
- 4.303.23 Appointment of Permanent Staff
- 4.313.24 Appointment of Staff on a Fixed Term Contract
- 4.323.25 Induction of Staff
- 4.333.26 Attraction and Retention of Competent Staff
- 4.343.27 Confidential Exit Interview
- 4.353.28 Practical Activity
- Section 4 – Performance Management and Development System22
- 5.1Introduction
- 5.24.1 Understanding Performance Management
- 5.34.2 Performance Management within the Objectives of Local Government
- 5.44.3 Establishment of Performance Management and Development System
- 5.54.4 Application
- 5.64.5 Determination of Performance Management and Development System
- 5.74.6 Performance Management and Development System Establishment of Performance Cycle
- 5.84.7 Performance Management and Development System
- 5.94.8 Performance Agreement
- 5.104.9 Team-based Performance Management and Development System
- 5.114.10 Performance Evidence
- 5.124.11 Performance Monitoring and Review
- 5.134.12 Monitoring, Coaching and Feedback
- 5.144.13 Performance Evaluation
- 5.154.14 Performance Moderation
- 5.164.15 Performance Rewards
- 5.174.16 Disputes about Performance Agreements and Assessment
- 5.184.17 Managing Substandard Performance
- 5.194.18 Performance Management of Staff Members within Acting Posts
- 5.204.19 The Performance Management Process
- 5.214.20 Implementation of Performance Management and Development System
- 5.224.21 Practical Activity
- Section 5 – Education, Training and Skills Development8
- 6.1Introduction
- 6.25.1 Understanding Education and Training/Skills Development in South Africa
- 6.35.2 Aims, Objectives of Skills Development within Local Government
- 6.45.3 Skills Development Planning
- 6.55.4 Implementation of Skills Development
- 6.65.5 Evaluating/Reviewing Skills Development Quality and Impact
- 6.75.6 Payment for Skills Development Programmes
- 6.85.7 Practical Activity
- Section 6 – Dispute Resolution5
- Section 7 – Disciplinary Code and Procedure4
- Section 8 – Remuneration Related Matters4
- Section 9: General (Transitional Arrangements, Repeal and Short Title)9