Deputy Director: People Policy And Analytics

Requirements

National Senior Certificate, or equivalent and a relevant 3 year post school qualification. 3 years’ middle management experience. Knowledge of: people policy and analytics processes; related prescripts; educator/public servant prescripts; Labour Relations Act (LRA), 66 of 1995.; Employment of Educators Act 76 of 1998.; Public Service Act, 1994.; South African Schools Act 84 of 1996.; Basic Conditions of Employment Act (BCEA) 75 of 1997.; other related legislation. Skills: Numeracy, Literacy, Computer Literacy, Language skills, Project Management, Accounting Finance and Audit, Legal Administration, Managerial skills, Leadership skills, Interpersonal skills, Analytical skills, Problem solving, Decision Making, Facilitation and Presentation skills, Conflict resolution, Organising, Good written and oral communication skills.

Key Responsibilities

Plan, organise, control and facilitate people management data, information, trend analysis and research reports: Manage the analysis, development, interpretation and report on Human Resource (HR) Information and data management. Manage the conversion of personnel data to HR management information and ensure the administration of HR information management. Ensure the generation of HR information in line with requests. Provide operational support for the HR information technology needs assessments for the Chief Directorate PMP. Manage the compilation, packaging and distribution of standardised HR reports, including: Quarterly District Management Report. Annual Under-performing Schools Report. Quarterly Leave Report to Sub- directorate People Empowerment. Annual Exit Management Report. Annual Report (Part D). Teacher Profiling Report. Manage the deactivation of bulk user accounts (HR information). Manage the coordination of standardised people management business intelligence systems: Manage the implementation of the People Management Practices System (PMPS) in terms of: System administration (registering, modifications, terminations of user accounts, etc.). Maintenance and governance of the system to ensure efficient and optimal functioning. Maintenance of the PMPS Helpdesk. Completion of Change Control Forms for any notices, enhancements, changes etc. Follow-ups with the Department of the Premier (DotP): Centre for e-Innovation (CEI) on changes requested by stakeholders. Training and user support. Ensure attendance of monthly System User Access Forum meetings. Manage the interpretation, development, monitoring and maintenance of HR policy guidelines and circulars: Oversee the development of HR policies and provide the department with administration and secretariat support for HR policy development processes. Coordinate HR policy research information and package this to support HR policy development processes within the department. Ensure the operational delivery and administrative support of HR policy consulting within the department. Ensure packaging and dissemination of HR policy frameworks, guidelines, and circulars within the department 234 through manual or electronic channels. Ensure that the WCED complies with the Directive on HR Delegations. Manage the provision of employment equity (EE) and transformation services: Oversee the establishment and maintenance of the EE Consultative Forum, including the coordination and secretariat functions. Oversee the gathering of data and compile the Annual EE Report. Ensure the accurate calculation of the quarterly EE Statistics and scores used in the recruitment and selection processes. Oversee the compilation of the EE and transformation related plans, reports and policies. People Management: Manage the human resources of the component to achieve the predetermined performance indicators and service delivery imperatives, motivated, competent, appreciated and performance orientated staff and sound labour relations: Participate in the recruitment of staff in the numbers and grades appropriate to ensure the achievement of the component’s Business Plan. Motivate, train and guide staff within the component, to achieve and maintain excellence in service delivery. Actively manage the performance, evaluation and rewarding of staff within the component. Monitor information capacity building within the component. Active involvement in the compilation of a human resource plan, a service delivery improvement programme, and an information resources plan, for the component. Promote sound labour relations within the component. Actively manage and promote the maintenance of discipline within the component. Financial Management: Plan the component’s budget and manage expenditure, through responsible implementation of policies, practices and decisions in order to achieve component objectives effectively and efficiently. Prepare budget required to achieve component objectives. Maintain internal control policies and processes in line with the Public Finance Management Act (PFMA) and National Treasury (NT) Guidelines and Best Practice Notes. Prepares short-term (1 year) and longer-term (2-5 years) budget plans. Ensure conformity with PFMA and auditing requirements. Monitor revenue and expenditure for the purpose of sound fiscal responsibility. Project long-term financial requirements needed to achieve component objectives. Explain or justify the component budget to other stakeholders and departmental groups. Oversee or help procure equipment, facilities, supplies and services. Foster an environment where cost-benefit outcomes are continuously improved. Prepare consolidated financial reports for presentation.

How to Apply

Enquiries

Mr R Oosthuizen Tel No: (021) 467 2480