National Council of Provinces - 13 October 2005
THURSDAY, 13 OCTOBER 2005
____
PROCEEDINGS OF THE NATIONAL COUNCIL OF PROVINCES
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The Council met at 14:01.
The Chairperson took the Chair and requested members to observe a moment of silence for prayers or meditation.
ANNOUNCEMENTS, TABLINGS AND COMMITTEE REPORTS – see col 000.
NEW MEMBERS
The Chairperson requested members to swear or affirm faithfulness to the Republic of South Africa and obedience to the Constitution in terms of section 62(6) of the Constitution.
The following members made and subscribed the oath or solemn affirmation:
Adams, F; Fielding, L H; Gamede, D D; Goeieman, M C; Hendricks, N D;
Hollander, P M; Krumbock, G R; Lamoela, H; Mack, N; Ntuli, Z C;
Oliphant, M N; Robinson, D; Sulliman, M A; Tau, R J; Vilakazi, J N.
ELECTION OF THE PERMANENT DEPUTY CHAIRPERSON OF THE NCOP
The CHAIRPERSON OF THE NCOP: We will now proceed to the election of the Permanent Deputy Chairperson of the NCOP. I wish to announce that the Returning Officer is the Secretary to the NCOP, Adv Matyolo, and that in terms of Rule 2 of the Rules of the Election of the Permanent Chairperson Adv Momoti, Adv Nonyane and Ms Borien Niekerk have been appointed by the Returning Officer as assistant Returning Officers.
I wish to announce further that the oath of affirmation has already been administered to the Returning Officer and assistant Returning Officers, as required by the Rules. Before calling for nominations, I wish to remind delegates that in terms of the Constitution and the Rules each nomination must be submitted on a prescribed form and duly seconded.
Furthermore, I wish to draw the attention of delegates specially to section 64 of the Constitution in terms of which no person may be elected as Permanent Deputy Chairperson of the Council unless he or she is a permanent delegate of the Council.
I also wish to inform the delegates that in terms of Item 4 of Part A of Schedule 3 of the Constitution there may be no debate. There will now be an opportunity for nominations for the Permanent Deputy Chairperson of the NCOP. Mr E M Sogoni, seconded by Ms B N Dlulane, nominated Ms P M Hollander for election as Permanent Deputy Chairperson of the NCOP.
The CHAIRPERSON OF THE NCOP: Are there any further nominations? If there are no further nominations, then I declare that I have satisfied myself that the nomination paper has been properly completed - I have it in front of me. Only one candidate has been nominated in the name of Peggy Maud Hollander. The nomination is in order. In terms of Item 5 of Part A of Schedule 3 of the Constitution, I accordingly declare Peggy Maud Hollander elected Permanent Deputy Chairperson of the NCOP, and on behalf of all present here I wish to congratulate Peggy on her election as a Permanent Deputy Chairperson of the NCOP. I congratulate you. [Applause.]
I would now like to call upon the Deputy Chair, formally elected now as a Deputy Chair, to say a few words. [Applause.]
The PERMANENT DEPUTY CHAIRPERSON OF THE NCOP (Ms M P Hollander): Thank you, Chairperson. I am deeply humbled by the nomination and I accept the nomination as Permanent Deputy Chairperson of the NCOP. I wish to thank all the members of the NCOP for their confidence in me and I hope that I will do my duty to the best of my ability. Thank you very much. [Applause.]
THE CHAIRPERSON OF THE NCOP: We shall now proceed to the first motion on the Order Paper as printed in the name of the Chairperson of the NCOP. I want to ask the Chief Whip to move that motion on my behalf.
APPOINTMENT OF THE CHAIRPERSON OF COMMITTEES
(Draft Resolution)
The CHIEF WHIP OF THE COUNCIL: Thank you, hon Chairperson. I hereby wish to move a motion in the name of the Chairperson of the NCOP: I move that the Council appoints Mrs M N Oliphant as the Chairperson of Committees, in accordance with Rule 9 of the Rules of the NCOP. I thank you.
The CHAIRPERSON OF THE NCOP: There is no speakers’ list. I shall now put the question. The question is that the motion be agreed to. As the decision is dealt with in terms of section 65 of the Constitution, I shall first ascertain whether all the delegation heads are present in the Chamber to cast their provinces’ votes. Are you all present?
HON MEMBERS: Yes.
The CHAIRPERSON OF THE NCOP: In accordance with Rule 71 I shall first allow provinces the opportunity to make their declaration of vote if they so wish. Is there any province that wishes to do so? None.
We shall now proceed to the voting on the question. I shall do so in alphabetical order per province and delegation heads must please indicate to the Chair whether they vote in favour of against or abstain. Eastern Cape?
Ms B N DLULANE: Steun. [Supports.]
The CHAIRPERSON OF THE NCOP: Free State?
Mr C J van ROOYEN: Ons steun. [We support.]
The CHAIRPERSON OF THE NCOP: Gauteng?
Mr E M SOGONI: Ke a rona. [We support.]
The CHAIRPERSON OF THE NCOP: KwaZulu-Natal?
Mr Z C NTULI: KwaZulu-Natali siyavuma. [KwaZulu-Natal supports.
The CHAIRPERSON OF THE NCOP: Limpopo?
Ms H F MATLANYANE: Limpopo re a dumela. [Limpopo supports.]
The CHAIRPERSON OF THE NCOP: Mpumalanga?
Ms F NYANDA: Empumalanga siyavuma. [Mpumalanga supports.]
The CHAIRPERSON OF THE NCOP: Northern Cape?
Mr M A SULLIMAN: Ke a rona. [We support.]
The CHAIRPERSON OF THE NCOP: North West?
Mr Z S KOLWENI: We are in favour.
The CHAIRPERSON OF THE NCOP: Western Cape?
Mr N J MACK: Wes-Kaap steun. [Western Cape supports.]
Motion agreed to in accordance with section 65 of the Constitution.
PLENARY IN THE PROVINCE OF LIMPOPO
(Draft Resolution)
The CHIEF WHIP OF THE COUNCIL: Chairperson, I hereby wish to move a motion in the name of the Chairperson of the NCOP:
That, notwithstanding Rule 21(2)(c), the Council in terms of Rule 21(2)
resolves that in the interest of enhancing public participation as
provided for in section 72(1)(a) and (b) of the Constitution of the
Republic of South Africa, 1996, as from 31 October to 4 November 2005,
the Council will conduct public hearings, hold meetings, conduct
oversight visits and will sit in plenary in the province of Limpopo on
4 November 2005, at 10:00 until the conclusion of the business of that
day.
Mr A WATSON: May I, on a point of clarity, address you on this matter, hon Chair.
The CHAIRPERSON OF THE NCOP: Can I deal with the motion first? I’ll then hear your point of clarity.
I shall now put the question. The question is that the motion be agreed to. As the decision is dealt with in terms of section 65 of the Constitution, I shall first ascertain whether all the delegation heads are present in the Chamber to cast their provinces’ votes. Are you all present?
HON MEMBERS: Yes.
The CHAIRPERSON OF THE NCOP: In accordance with Rule 71, I shall first allow provinces the opportunity to make their declaration of vote, if they so wish. Is there any province that wishes to do so? None. We shall now proceed to the voting on the question. I shall do so in alphabetical order per province. Delegation heads must please indicate to the Chair whether they vote in favour of or against, or abstain. Eastern Cape?
Ms B N DLULANE: Supports.
The CHAIRPERSON OF THE NCOP: Free State?
Mr C J VAN ROOYEN: In favour.
The CHAIRPERSON OF THE NCOP: Gauteng?
Mr E M SOGONI: We support.
The CHAIRPERSON OF THE NCOP: KwaZulu-Natal?
Mr Z C NTULI: KwaZulu-Natal in favour.
The CHAIRPERSON OF THE NCOP: Limpopo?
Ms H F MATLANYANE: In favour.
The CHAIRPERSON OF THE NCOP: Mpumalanga?
Ms F NYANDA: We support.
The CHAIRPERSON OF THE NCOP: Northern Cape?
Mr M A SULLIMAN: Noord-Kaap steun die konsepbesluit. [Northern Cape supports the draft resolution.]
The CHAIRPERSON OF THE NCOP: North West?
Mr Z S KOLWENI: Ke a rona. [We support.]
The CHAIRPERSON OF THE NCOP: Western Cape?
Mr M J MACK: Wes-Kaap steun. [Western Cape supports.]
Motion agreed to in accordance with section 65 of the Constitution.
Mr A WATSON: Thank you, hon Chair. Chair, I have risen on every occasion when we passed a similar motion, full knowing that I will be outvoted because it is dealt with in terms of section 65. The message that comes through is that minority parties and opposition parties simply don’t have a voice in this House.
At the Whips’ Committee meetings prior to this sitting I have asked the Chief Whip if, at least, we cannot have what the Rules of our House ask for, which is an estimation of the cost - in other words, a draft budget of some form to be presented to the members. The members of my party understand that it is difficult to have fixed and final costs because of the preparations that lie ahead. However, on none of these visits . . . and let me make that very clear, our party subscribes to the visits to the provinces in terms of the Constitution and in terms of our Rules, but then we must stick to the Rules.
If we can come up with all the arguments, hon Chair, on why we cannot adhere to Rule 221(c), six months after and year after year, then surely we can present the members of this hon House with the actual costs post facto, after the trip has taken place. I don’t understand how we can be so badly organised that we cannot present the House at least with an estimation of the costs to be incurred. The message that goes out is that we go blindly into spending the money of the taxpayers and I really appeal to you that we don’t do it again.
The CHIEF WHIP OF THE COUNCIL: Chairperson, first of all, our Rules do not allow for something called “a point of clarity.” When the hon speaker stood up on a point of clarity, I thought it was because the screens were not very clear today, that maybe he wanted them to be very clear.
To come back on a more serious note, when you were speaking I was listening to you attentively and I also think I deserve the same as an equal member, regardless of whichever party you come from and whatever position you hold in that particular party. First of all, the draft resolution says “notwithstanding” and secondly, we have explained several times that it becomes difficult – it is good because the Secretary to Parliament is here – and as we speak now, the tendering process is still ongoing. There is no finality in terms of that.
Thirdly, in terms of the tendering and procurement regulations, once you have a quote and put it, it becomes part of that budget and it has got a certain timeframe. By the time we go to Limpopo, we will have overlapped that timeframe and those things will no longer be applicable. We want to bring assurance to this House and the public at large that by 26 October we will have that budget estimate; we will circulate it and it will be public exposure.
The CHAIRPERSON OF THE NCOP: That clarifies it, Mr Watson. I can confirm that we will circulate the budget. I know you have raised this with me. Unfortunately, we had to table this motion because preparations have to continue. I would like to thank you for your support.
The Council adjourned at 14:30. ____
ANNOUNCEMENTS, TABLINGS AND COMMITTEE REPORTS
FRIDAY, 16 SEPTEMBER 2005
ANNOUNCEMENTS
National Council of Provinces
The Chairperson
- Message from National Assembly to National Council of Provinces in respect of Bill passed by Assembly and transmitted to Council:
(1) Bill passed by National Assembly on 15 September 2005 and
transmitted for concurrence:
Education Laws Amendment Bill [B 23B – 2005] (National Assembly –
sec 75).
The Bill has been referred to the Select Committee on Education and
Recreation of the National Council of Provinces.
- Referrals to committees of papers tabled
1. The following papers are referred to the Select Committee on
Labour and Public Enterprises for consideration and report:
(a) Report and Financial Statements of the Compensation Fund
for 2004-2005, including the Report of the Auditor-General on
the Financial Statements for 2004-2005.
(b) Report and Financial Statements of the Services Sector
Education and Training (Services SETA) for 2004-2005, including
the Report of the Auditor-General on the Financial Statements
for 2004-2005 [RP 78-2005].
2. The following papers are referred to the Select Committee on
Land and Environmental Affairs for consideration and report:
(a) Report and Financial Statements of Vote 28 – Department of
Environmental Affairs and Tourism for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
2004-2005 [RP 170-2005].
(b) Report and Financial Statements of the South African
National Biodiversity Institute for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
2004-2005.
(c) Report and Financial Statements of The Greater St. Lucia
Wetland Park for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005.
(d) Report and Financial Statements of South African Tourism
for 2004-2005, including the Report of the Auditor-General on
the Financial Statements for 2004-2005.
3. The following paper is referred to the Select Committee on
Security and Constitutional Affairs:
a) Government Notice No R.741 published in Government Gazette
No 27813 dated 29 July 2005: Amendment of Regulations
relating to Debt Collectors, 2003 in terms of the Debt
Collectors Act, 1998 (Act No 114 of 1998).
4. The following paper is referred to the Select Committee on
Finance for consideration and report:
(a) Report and Financial Statements of Vote 8 – National
Treasury for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 51-2005].
5. The following papers are referred to the Select Committee on
Education and Recreation for consideration and report:
(a) Report and Financial Statements of the Council on Higher
Education (CHE) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005.
(b) Report and Financial Statements of the Nelson Mandela
National Museum for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP
160-2005].
(c) Report and Financial Statements of the South African
Heritage Resources Agency for 2004-2005, including the Report
of the Auditor-General on the Financial Statements for 2004-
2005 [RP 182-2005].
(d) Report and Financial Statements of the National Heritage
Council for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 157-
2005].
(e) Accession of South Africa’s Membership of the
International Centre for Scientific and Technical Information
(ICSTI), tabled in terms of section 231(2) of the Constitution,
1996.
(f) Explanatory Memorandum Accession of South Africa’s
Membership of the International Centre for Scientific and
Technical Information (ICSTI).
(g) Report and Financial Statements of the South African
Sports Commission for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP
65-2005].
(h) Report and Financial Statements of the South African
Institute for Drug-Free Sport for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
2004-2005 [RP 161-2005].
6. The following papers are referred to the Select Committee on
Social Services for consideration and report:
(a) Report and Financial Statements of the South African
Medical Research Council (MRC) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
2004-2005 [RP 91-2002].
(b) Report and Financial Statements of the National Health
Laboratory Service (NHLS) for 2001-2002, 2002-2003, 2003-2004,
2004-2005, including the Report of the Independent Auditors on
the Financial Statements for 2002-2003, 2003-2004, 2004-2005.
TABLINGS
National Assembly and National Council of Provinces
- The Minister of Education
a) Report and Financial Statements of Vote 15 – Department of Education
for 2004-2005, including the Report of the Auditor-General on the
Financial Statements of Vote 15 for 2004-2005 [RP 162-2005].
- The Minister for Justice and Constitutional Development
(a) Report on the provisional suspension from office with
remuneration: Mr I W O Morake, a magistrate at the Lichtenburg
Magistrates Court.
-
The Minister of Environmental Affairs and Tourism (a) Report and Financial Statements of South African National Parks (SANparks) for 2004-2005, including the Report of the Auditor- General on the Financial Statements for 2004-2005.
MONDAY, 19 SEPTEMBER 2005
ANNOUNCEMENTS
National Assembly and National Council of Provinces
The Speaker and the Chairperson
- Classification of Bills by Joint Tagging Mechanism:
(1) The Joint Tagging Mechanism (JTM) on 15 September 2005 in terms
of Joint Rule 160(3), classified the following Bills as section 75
Bills:
(i) Special Pensions Amendment Bill [B 28 – 2005] (National
Assembly – sec 75)
(ii) Precious Metals Bill [B 30 – 2005] (National Assembly –
sec 75)
TABLINGS
National Assembly and National Council of Provinces
- The Minister for Public Service and Administration
a) Report and Financial Statements of the State Information Technology
Agency (Proprietary) Limited (SITA) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for 2004-
2005 [RP 39-2005].
- The Minister for Agriculture and Land Affairs
(a) Report and Financial Statements of Ingonyama Trust Board for
2004-2005, including the Report of the Auditor-General on the
Financial Statements for 2004-2005 [RP 134-2005]
TUESDAY, 20 SEPTEMBER 2005
TABLINGS
National Assembly and National Council of Provinces
- The Minister of Arts and Culture
a) Report and Financial Statements of the William Humphreys Art Gallery
for 2004-2005, including the Report of the Auditor-General on the
Financial Statements for 2004-2005 [RP 162-2005].
WEDNESDAY, 21 SEPTEMBER 2005
National Council of Provinces
- Referrals to committees of papers tabled
1. The following paper is referred to the Select Committee on Security
and Constitutional Affairs for consideration and report:
(a) Report on the provisional suspension from office with
remuneration: Mr I W O Morake, a magistrate at the Lichtenburg
Magistrates Court.
TABLINGS National Assembly and National Council of Provinces
- The Minister of Transport
(a) Report and Financial Statements of the Road Traffic Management
Corporation (RTMC) for 2002-2003, including the Report of the
Auditor-General on the Financial Statements for 2002-2003 [RP 26-
2004].
b) Report and Financial Statements of the Railway Safety Regulator
(RSR) for 2003-2004, including the Report of the Auditor-General on
the Financial Statements for 2003-2004 [RP 81-2005].
- The Minister for Safety and Security
a) Report and Financial Statements of Vote 25 – Department for Safety
and Security for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 187-2005].
- The Minister in The Presidency
a) Report and Financial Statements of Vote 7 – Government Communication
and Information System (GCIS) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005 [RP
172-2005].
THURSDAY, 22 SEPTEMBER 2005
ANNOUNCEMENTS
National Assembly and National Council of Provinces
The Speaker and the Chairperson
-
Draft bills submitted in terms of Joint Rule 159
(1) Independent Communications Authority of South Africa Amendment Bill, 2005, submitted by the Minister of Communications on 22 September 2005. Referred to the Portfolio Committee on Communications and the Select Committee on Labour and Public Enterprises.
-
Introduction of Bills
(1) The Minister of Communications
i) Independent Communications Authority of South Africa Amendment
Bill [B 32 – 2005] (National Assembly – sec 75) [Bill and prior
notice of its introduction published in Government Gazette No
28050 of 20 September 2005.]
Introduction and referral to the Portfolio Committee on
Communications of the National Assembly, as well as referral to
the Joint Tagging Mechanism (JTM) for classification in terms of
Joint Rule 160, on 23 September 2005.
In terms of Joint Rule 154 written views on the classification of
the Bill may be submitted to the Joint Tagging Mechanism (JTM)
within three parliamentary working days.
- Translations of Bills
(1) The Minister of Defence
i) Wysigingswetsontwerp op die Krygstuigkorporasie van Suid-
Afrika, Beperk [W 14 – 2005] (National Assembly – sec 75)
This is the official translation into Afrikaans of the Armaments
Corporation of South Africa, Limited Amendment Bill [B 14 –
2005] (National Assembly– sec 75).
ii) Wysigingswetsontwerp op die Spesiale Verdedigingsrekening [W
15 – 2005] (National Assembly – sec 75)
This is the official translation into Afrikaans of the Defence
Special Account Amendment Bill [B 15 – 2005] (National
Assembly – sec 75).
(2) The Minister for Justice and Constitutional Development
i) Wysigingswetsontwerp op Grondwetlike Aangeleenthede [W 22 –
2005] (National Assmebly – sec 75)
This is the official translation into Afrikaans of the Constitutional
Matters Amendment Bill [B 22 – 2005] (National Assembly – sec
75).
TABLINGS
National Assembly and National Council of Provinces
- The Minister of Transport
a) Report and Financial Statements of the Road Traffic Management
Corporation (RTMC) for 2002-2003, including the Report of the
Auditor-General on the Financial Statements for 2002-2003 [RP 26-
2004].
(b) Report and Financial Statements of the Railway Safety Regulator
(RSR) for 2003-2004, including the Report of the Auditor-General on
the Financial Statements for 2003-2004 [RP 81-2005].
- The Minister of Safety and Security
a) Report and Financial Statements of Vote 25 – Department for Safety
and Security for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 187-2005].
- The Minister in The Presidency
a) Report and Financial Statements of Vote 7 – Government Communication
and Information System (GCIS) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005 [RP
172-2005].
- The Minister of Communications
(a) Report and Financial Statements of Sentech for 2004-2005,
including the Report of the Independent Auditors on the Financial
Statements for 2004-2005.
FRIDAY, 23 SEPTEMBER 2005
TABLINGS
National Assembly and National Council of Provinces
- The Minister of Public Works
(a) Reply from Minister of Public Works to recommendation in Eighth
Report of Standing Committee on Public Accounts, 2005, as adopted
by the House on 7 June 2005.
b) Reply from Minister of Public Works to recommendation in Sixth
Report of Standing Committee on Public Accounts, 2005, as adopted
by the House on 7 June 2005.
Referred to the Standing Committee on Public Accounts.
- The Minister of Arts and Culture
a) Reply from Minister of Trade and Industry to recommendation in
Fourth Report of Standing Committee on Public Accounts, 2005, as
adopted by the House on 7 June 2005.
Referred to the Standing Committee on Public Accounts.
(b) Report and Financial Statements of the South African Library
for the Blind for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005
MONDAY, 26 SEPTEMBER 2005
ANNOUNCEMENTS
National Assembly and National Council of Provinces
The Speaker and the Chairperson
-
Classification of Bills by Joint Tagging Mechanism:
1) The Joint Tagging Mechanism (JTM) on 23 September 2005 in terms of Joint Rule 160(6), classified the following Bill as a section 75 Bill (i) Nursing Bill [B 26-2005](National Assembly-sec 75)
TABLINGS
National Assembly and National Council of Provinces
- The Minister of Foreign Affairs
a) Report and Financial Statements of Vote 3 – Department of Foreign
Affairs for 2004-2005, including the Report of the Auditor-General
on the Financial Statements of Vote 3 for 2004-2005.
- The Minister of Safety and Security
a) Report and Financial Statements of Vote 23 – Independent Complaints
Directorate (ICD) for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 23 for 2004-2005 [RP 771-
2005].
- The Minister of Public Works
a) Report and Financial Statements of the Construction Industry
Development Board (CIDB) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP 206-
2005].
- The Minister for Agriculture and Land Affairs
a) Report and Financial Statements of the National Agricultural
Marketing Council for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 1-2005].
b) Report and Financial Statements of the Land and Agricultural
Development Bank of South Africa (Land Bank) for 2004-2005,
including the Report of the Auditor-General on the Financial
Statements for 2004-2005 [RP 164-2005].
c) Report and Financial Statements of Onderstepoort Biological Products
Limited for 2004-2005, including the Report of the Independent
Auditors on the Financial Statements for 2004-2005.
- The Minister of Housing
a) Report and Financial Statements of Thubelisha Homes for 2004-2005,
including the Report of the Independent Auditors on the Financial
Statements for 2004-2005.
b) Report and Financial Statements of the Social Housing Foundation for
2004-2005, including the Report of the Independent Auditors on the
Financial Statements for 2004-2005.
c) Report and Financial Statements of the People’s Housing Partnership
Trust (PHPT) for 2004-2005, including the Report of the Independent
Auditors on the Financial Statements for 2004-2005.
d) Report and Financial Statements of the Rural Housing Loan Fund
(RHLF) for 2004-2005, including the Report of the Independent
Auditors on the Financial Statements for 2004-2005.
TUESDAY, 27 SEPTEMBER 2005
TABLINGS
National Assembly and National Council of Provinces
- The Minister of Transport
a) Report and Financial Statements of the Air Traffic and Navigation
Services Company Limited (ATNS) for 2004-2005, including the Report
of the Independent Auditors on the Financial Statements for 2004-
2005.
- The Minister of Public Works
a) Report and Financial Statements of the Council for the Build
Environment (CBE) for 2004-2005, including the Report of the
Independent Auditors on the Financial Statements for 2004-2005 [RP
177-2005].
- The Minister of Science and Technology
a) Report and Financial Statements of the National Research Foundation
(NRF) Agricultural Marketing Council for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for 2004-
2005.
b) Report and Financial Statements of GODISA for 2004-2005, including
the Report of the Independent Auditors on the Financial Statements
for 2004-2005.
c) Report and Financial Statements of the Africa Institute of South
Africa for 2004-2005, including the Report of the Auditor-General
on the Financial Statements for 2004-2005.
d) Report and Financial Statements of the Human Sciences Research
Council (HSRC) for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 140-2005].
- The Minister of Trade and Industry
a) Report and Financial Statements of Ntsika Enterprise Promotion
Agency for the nine months ended 31 December 2004, including the
Report of the Auditor-General on the Financial Statements for the
nine months ended 31 December 2004.
b) Report and Financial Statements of the Industrial Development
Corporation of South Africa Limited (IDC) for 2004-2005, including
the Report of the Independent Auditors on the Financial Statements
for 2004-2005.
c) Report of the South African Council for the Non-Proliferation of
Weapons of Mass Destruction for the period 1 July 2003 to 30 June
2004.
- The Minister of Correctional Services
a) Draft Directives regarding Complainant Participation in
Correctional Supervision and Parole Boards, tabled in terms of
section 299A of the Criminal procedure Act, 1977 (Act No 51 of
1977) as amended.
COMMITTEE REPORTS
National Assembly and National Council of Provinces
-
Report of the Joint Monitoring Committee on Improvement of Quality of Life and Status of Women on Programme 5 on Policy Co-ordination, which is part of Budget Vote 1, “The Presidency”, dated 16 September 2005:
The Joint Monitoring Committee on Improvement of Quality of Life and Status of Women, having considered Programme 5 on Policy Co- ordination which is part of Budget Vote 1 “The Presidency”, referred to it, reports that it has concluded its deliberations thereon.
-
Report of the Joint Monitoring Committee on Improvement of Quality of Life and Status of Women, on Hearings held with the National and Provincial Gender Machinery on 21 November 2003, dated 16 September 2005:
The Joint Monitoring Committee on Improvement of Quality of Life and
Status of Women, having held hearings with the national and provincial
gender machinery on 21 November 2003, reports as follows:
Table of Contents
EXECUTIVE SUMMARY
SECTION ONE: OVERVIEW
-
Introduction
-
National Policy Framework for Women’s Empowerment and Gender Equality
-
Report of the National OSW on the status of GFPs in National Departments SECTION TWO: SUMMARIES OF REPORTS BY OSWs AND DEPARTMENTS
-
Reports by the national and provincial OSWs
-
Reports by the Gender Focal Points in national departments
SECTION THREE: ANALYSIS OF SUBMISSIONS -
Office on the Status of Women
-
National Gender Focal Points
-
Provincial Departmental Gender Focal Points
SECTION FOUR: RECOMMENDATIONS -
National Office on the Status of Women
-
Provincial Office on the Status of Women
-
National Gender Focal Points
-
Provincial Departmental Gender Focal Points
-
Recommendations to the JMCIQLSW
CONCLUSION
REFERENCES
Executive Summary
Introduction
The Joint Monitoring Committee on the Improvement of Quality of Life and Status of Women (hereinafter the JMC) was, amongst other functions, established to monitor the State’s obligations to the Beijing Platform for Action, as well as to any other applicable international instruments, to which the country is a signatory. To give effect to its mandate, the JMC invited the national Office on the Status of Women (OSW), provincial OSWs and national Gender Focal Points (GFPs) to make presentations on the following:
OSWs: • Structure of the OSWs. • The status of GFPs in the provinces. • Provincial gender programmes and budgets. • Impact of the programmes and monitoring indicators. GFPs: • An overview of the GFP in the Department, including lines of reporting. • The departmental gender programmes and related budgets. Altogether the national OSW, 7 provincial OSWs[1] and 28 GFPS participated in the hearings, by way of either oral presentation and/or written submission.
Results and analysis
OSWs have been established in all provinces that reported at the hearings, with the exception of Gauteng. In Gauteng, the Social Development Directorate performs this function and a Gender/HIV programme is currently being established in the Directorate. The number of staff in the OSWs ranges from 1 to 12. Most of the Heads of the OSWs, with the exception of Mpumalanga, are appointed at deputy director level and not in the position of director as is recommended by South Africa’s National Policy Framework for Women’s Empowerment and Gender Equality (hereinafter Gender Policy).
Very little information is available on the budgets of the OSWs, but in some instances, OSWs reported budgetary constraints. The report indicates that provincial gender policies have been developed in Gauteng and draft policies in KwaZulu-Natal and the Western Cape. It is unclear whether the other provinces have developed gender policies. Gender action plans are in operation in Gauteng, and KwaZulu-Natal is in the process of developing one.
Only 3 provinces indicated that gender-mainstreaming policies have been developed. Information on programmes undertaken by OSWs is sketchy. Some of the programmes that are, however, underway in some OSWs include programmes focusing on capacity building, policy development and analysis, gender machinery and coordination and planning. Nationally, most of the Departments have established GFPs, with many reporting that GFPs are staffed with 1 person and some reporting that 3 or more persons staff them. In most cases, GFPs are not located in the Office of the Director-General and are instead located elsewhere in the Departments, with the Human Resources section being a popular site of location. In addition, most GFP coordinators are appointed at deputy director or even assistant director level. It is noted that some GFPs also have responsibilities other than gender. Furthermore, a number of Departments raised the lack of resources as one of the greatest impediments to the effective implementation of their work.
Less than half of the Departments reported that they are involved in policy development to promote gender equity. In addition, very few Departments have developed a gender policy that defines the organisational framework within which gender equity will be promoted. In addition, very few Departments indicated their role in embarking on a gender mainstreaming strategy in Departments. The implication of this is that Government policy for furthering gender equity is adversely affected as guiding policies and concrete gender mainstreaming strategies constitute the foundation upon which gender-related work should be framed.
With regard to programmes, many Departments focused on the internal projects and programmes that they are implementing, such as employment equity issues, recruitment and selection practices and internal policies. Many Departments make little or no mention of programmatic work done externally. Where external work is being done, this is largely centred around the commemoration of calendar events such as National Women’s Day and the 16 Days of Activism on No Violence Against Women. This is problematic, as a comprehensive programme of action needs to encompass far more than this.
Information pertaining to the status of provincial GFPs was insufficient and this limits the analysis with regard to provincial GFPs. Many Departments in the Eastern Cape and Western Cape have established GFPs, while the situation in the North West and Mpumalanga is of concern. Information on this matter is unclear for other provinces. The location of GFPs varies, with many being located in the Human Resources sections. In addition, the rank of GFP coordinators also varies, with most being appointed at assistant director level. The implication of this is that most co-ordinators are not equipped with the skills and commensurate level of experience as envisaged by the National Policy Framework for Women’s Empowerment and Gender Equality.
While information pertaining to budgets was not available for GFPs in most provinces, 2 provincial OSWs reported that dedicated budgets are available in some Departments in those provinces. With regard to programmes undertaken by GFPs, most of the programmes reported on pertained to external work.
Recommendations
Some very specific recommendations, as well as some generic recommendations, are made to the different gender machineries. One of the most important recommendations to the JMC is the need for additional information from all parties that made submissions to the hearings. This will allow the JMC to fill the gaps and make a comprehensive assessment of the national and provincial gender machinery structures.
Another generic recommendation is for structures to be established and resourced in accordance with the national Gender Policy, so as to allow them to fulfill the functions assigned to them. There is a further need to establish the skills level of some of the persons appointed in the OSWs and GFPs and if necessary, to provide them with the necessary training that will enable them to fulfill their functions in their respective positions or operate at a more senior level. Section One: Overview
- Introduction
The Joint Monitoring Committee on the Improvement of Quality of Life and Status of Women (hereinafter the JMC) was initially established as an ad hoc committee but became a permanent committee in 1998. The JMC was, amongst other functions, established to monitor the State’s obligations to the Convention on the Elimination of Discrimination Against Women (CEDAW) and the Beijing Platform for Action, as well as to any other applicable international instruments, to which the country is a signatory. To give effect to this role, the JMC is required to monitor the work of Government Departments in meeting the objectives of gender equality and equity. Strategic objective H of the Beijing Platform for Action, which deals with institutional mechanisms for the advancement of women, has resonance for the JMC.
Strategic objective H of the Beijing Platform for Action notes that state parties are obliged to create or strengthen national machineries for the advancement of women. The gender machineries are thus tasked with supporting Government mainstreaming gender in all policies and programmes. Thus, the Beijing Platform for Action identifies the following as imperative for the effective functioning of national machineries[2]:
• Location in the highest level of Government.
• Sufficient resources in terms of budget and professional capacity.
• Opportunity to influence development of all government policies.
• Institutional mechanisms or processes to facilitate decentralised
planning, implementation and monitoring. This process should involve
Non-Governmental Organsiations (NGOs) and Community Based
Organisations (CBOs).
To give effect to its mandate, the JMC invited the national Office on the Status of Women (OSW), provincial OSWs and national Gender Focal Points (GFPs) to make presentations on the following:
OSWs: • Structure of the OSWs. • The status of GFPs in the provinces. • Provincial gender programmes and budgets. • Impact of the programmes and monitoring indicators.
GFPs: • An overview of the GFP in the Department, including lines of reporting. • The Departmental gender programmes and related budgets.
The questions posed by the JMC were very specific. The aims were to ascertain whether the gender machinery structures were in place and what the nature of their programmes and budgets were. GFPs varied in their responses to the JMC, with some of the GFPs providing substantial information, not only on their structures, but also on policies within Departments, activities around gender mainstreaming and challenges, etc.
In compiling this report, it was deemed essential to capture this additional information, even if it was only available for a few GFPs. Therefore, reporting the findings was broader than merely establishing whether GFPs are operational in Departments. The report includes an analysis of the information against the functions accorded to the GFPs and OSWs in the National Gender Policy.
Cognisance is taken of the limitations of following this method of reporting, but the importance of recording this information outweighs the limitations. This document could therefore be used as a baseline and further information could be elicited from Departments to ensure that a comprehensive report on all aspects of the Gender Machinery is compiled. The OSWs and GFPs that participated by either making oral presentations and/or by providing written submissions are:
| OSWs | GFPs cont. |
| National OSW | Independent Complaints Directorate |
| Eastern Cape | Justice and Constitutional |
| Development | |
| Free State | Labour |
| KwaZulu-Natal | Land Affairs |
| Gauteng | Minerals and Energy Affairs |
| Mpumalanga | National Prosecuting Authority of |
| South Africa | |
| North West | National Treasury |
| Western Cape | National Intelligence Agency |
| (NIA)[3] | |
| GFPs | Public Enterprises[4] |
| Agriculture | Public Service and Administration |
| Arts and Culture | Public Service Commission |
| Correctional Services | Safety and Security – Secretariat |
| Defence | Science and Technology |
| Education | Social Development |
| Environmental Affairs and | South African Police Services |
| Tourism | |
| Foreign Affairs | South African Sports Commission |
| Health | Trade and Industry |
| Home Affairs | Water Affairs and Forestry |
| Housing |
This report presents the findings of the submissions (both written and oral) made on 21 November 2003 to the JMC. The report is divided into four sections comprising the following:
- Section One provides contextual information on the national gender policy framework and the national Gender Machinery.
- Section Two summarises the submissions made by the OSWs and the GFPs in Departments.
- Section Three is an analysis of the submissions made.
-
Section Four details recommendations for consideration.
- National Policy Framework for Women’s Empowerment and Gender Equality
In December 2000, Cabinet adopted South Africa’s National Policy Framework for Women’s Empowerment and Gender Equality (hereinafter the Gender Policy), prepared by the OSW in the Presidency. The policy framework outlines South Africa’s vision for gender equality and sets out how it intends realising its gender goals. It establishes guidelines for South Africa to remedy the historical legacy of racism and sexism by proposing and recommending an institutional framework that facilitates equal access to goods and services for both women and men. The Gender Policy also proposes a process that no longer regards gender issues and gender equality as peripheral, but which places gender issues at the very centre of the transformation process within all structures, institutions, procedures, practices and programmes of government, its agencies and parastatals, civil society and the private sector (South Africa’s National Policy Framework for Women’s Empowerment and Gender Equality, 2000).
2.1 Gender Machinery
In order to achieve national and international commitments to gender equality, a Gender Machinery was established. This Gender Machinery refers to a set of co-ordinated structures within and outside Government which aim to achieve equality for women in all spheres of life, that is political, civil, social, economic and cultural. These national machinery structures are located in the Executive, Parliament, and in civil society. An independent statutory body, the Commission for Gender Equality (CGE), has also been established to monitor the progress and achievements towards gender equality.
2.1.1 National Machinery
Executive level
• Office on the Status of Women – The OSW is located in the Office of the Presidency. It plays a vital role as the principal co-ordinating structure for the national machinery on gender equality. One of the main functions of the OSW is to develop national gender plans and national strategies to implement them. It includes, amongst its tasks, initiating policy and action-orientated research pertinent to gender mainstreaming; developing key indicators for measuring national progress towards gender equality; and working with ministries and Departments, provinces and publicly funded bodies in mainstreaming gender in policies, practices and programmes (Parliament of South Africa, 2002). • Gender Desks or Focal Points – These GFPs are based in Government Departments. The main task is to ensure the effective implementation of the National Gender Policy at an operational level. Focal points are responsible for the formulation and implementation of effective action plans to promote women’s empowerment and gender equality in the work of Government Departments.
Legislature • The Women’s Parliamentary Caucus – This is a multi-party caucus whose functions include creating forums in which women in Parliament can discuss and debate gender issues and providing capacity-building initiatives for women in Parliament. • Joint Monitoring Committee on the Improvement of Quality of Life and Status of Women. The functions of this Committee are to, among others, ensure that legislation before Parliament is gender sensitive and to encourage the public, and particularly women, to participate in the law making process.
Independent Statutory Bodies
A number of independent statutory bodies have been established that are involved in gender issues, including, the CGE, the Human Rights Commission, the Independent Electoral Commission, the Public Protector, the Public Service Commission, the Youth Commission, the Land Commission, and the South African Law Commission. The CGE is geared specifically towards the empowerment of women and gender equality. It forms an integral part of the Gender Machinery.
Women’s Organisations in Civil Society
Women’s organisations in civil society play an important role, as the national machinery of a country cannot on its own make effective contributions and shift public policy agendas for women. The national machinery has a responsibility to provide women’s organisations with education and training as well as information and resources.
2.1.2 Provincial Machinery
Different structures have been developed to fulfill the varying needs of the provinces. The Gender Policy, however, recommends that the general principles of the national model be followed. This will include the establishment of an OSW (in the Premiers’ Offices), gender units or focal points in all provincial Departments, a women’s caucus in provincial legislatures and support for the establishment of civil society structures. Furthermore, the provincial OSW is responsible for developing a provincial gender policy and action plan that is in line with the National Gender Policy and co-ordinating the activities of other role-players and stakeholders.
2.1.3 Local Government Machinery
Local Government is in the best position to impact directly and positively on women’s empowerment and gender equality. The South African Local Government Association (SALGA) has advocated the creation of gender structures, which would guide the work of local government councils.
2.2 Integrated Co-ordination Framework and Process for Gender
Mainstreaming
The Gender Policy outlines an integrated co-ordination framework and gender mainstreaming process that is intended to guide and mobilise ministries, provinces and local government towards integrated programme delivery. It is an integrated approach, as the cross-cutting nature of gender demands this. The objectives of the co-ordination framework include:
• Setting goals and objectives for the national gender programme.
• Establishing clear lines of communication and accountability.
• Developing a dynamic Management Information System that facilitates
informed implementation.
The co-ordination process is located in the Presidency (with the national OSW), which is accountable for the National Gender Programme. The OSW operates through the Gender Focal Points located in the national Departments. It also draws on the strategic input of the National Technical Committee. The Provincial OSWs, which are tasked with the development of a provincial gender policy and plan of action, in line with national policy, feeds into the co-ordination process as one of the implementing agencies[5].
The Minister and the Director-General in the Presidency have specific functions as the custodians and principal champions of the national gender programme. They also report directly to the President on gender issues. An example of the function of the Minister in the Presidency includes ensuring that gender is mainstreamed through Cabinet and Cabinet Committees. The Director-General, on the other hand, has as one of his or her responsibilities, facilitating gender mainstreaming among senior managers such as Director-Generals.
A National Co-ordinating Committee has also been established which, is regarded as government’s hub for the effective co-ordination of the National Gender Programme. This committee is chaired by the OSW and members of this committee cut across all national ministries, provinces, local government structures and organs of civil society. Some of the functions of this committee include providing guidance on gender analysis, developing a national gender action plan and designing, implementing and evaluating cross-cutting programmes such as poverty alleviation, with Ministers and Director-Generals.
In his 2003 State of the Nation address, President Mbeki indicated that further steps are underway to ensure the implementation of the Gender Policy. The President indicated that a system would be introduced through which gender representation targets and content of programmes become part of the core performance criteria of every government institution and manager. This would provide further impetus for gender mainstreaming in government institutions.
2.3 Gender Mainstreaming
The Gender Policy document refers to gender mainstreaming as a process that is goal orientated and “that recognises that most institutions consciously and unconsciously serve the interests of men” (South Africa’s National Policy Framework for Women’s Empowerment and Gender Equality, 2000, p. xvii). The Gender Policy thus encourages institutions to embrace a gender perspective in transforming themselves. It also promotes the full participation of women in decision-making so that women’s needs move from the periphery to the centre of development planning and resource allocation.
It is important to note that gender equality is the responsibility of all institutions of Government. In order to achieve gender equality, Government must embark on a rigorous process of gender mainstreaming. This is essentially the task of structures of the National Machinery as well as individual Government Departments at a national, provincial and local level.
The Gender Policy document outlines three main areas of intervention that Government Departments can make in gender mainstreaming. These interventions relate to external and internal gender transformation encompassing the following:
- Promoting women’s empowerment and gender equality in their service provision (external transformation).
- Raising public awareness about gender in their interactions with clients and stakeholders in the private and community sectors (internal and external transformation).
-
Promoting women’s empowerment and gender equality in their internal employment policies and practices (internal transformation).
- Report of the National OSW on the status of GFPs in National Departments
In November 2003, the OSW undertook its 3rd Audit on the status of GFPs in national Departments. Twenty-two Departments responded to the questionnaire distributed by the OSW. The results indicated the following:
• Of the departments that responded, 31.8% (7) have GFPs at the director level, which is the level mandated by the Gender Policy. • Six of the Departments reported that their GFPs were at deputy director level and 4 GFPs were appointed at assistant director level. • The understanding of the structure of GFPs varied. In 15 departments, the GFP referred to an individual and in 9 departments, the GFP referred to a unit. • Only 9 Departments have formally appointed GFPs. In these instances, the person’s performance contract refers to their function as that of a GFP, but only 6 Departments assess them on GFP work. • The GFPs are responsible for work other than gender related functions. Only 6 Departments perform GFP functions exclusively, whilst GFPs in 2 Departments perform 3 functions or less, and in 14 Departments they perform 4 or more functions, over and above their gender functions.
Section Two: Summaries of Reports by OSWs and Departments
Reports by the National and Provincial Offices on the Status of Women (OSW)
As indicated earlier in the report, the OSWs were requested to report on:
• Structure of the OSWs.
• The status of GFPs in the provinces.
• Provincial gender programmes and budgets.
• Impact of the programmes and monitoring indicators.
The provincial OSW reports varied in the extent and depth to which information was supplied. Many of the reports addressed the first two areas that had be to reported on, whilst significantly less information was received on the provincial gender programmes, and even less on budgets and impact of programmes.
- Eastern Cape
1.1 Structure
The OSW is staffed with 3 people, namely a deputy director, assistant director and an administrative officer.
Provincial Gender Focal Points (GFPs) have been established in some Departments. GFPs are staffed by co-ordinators appointed at assistant director level and Special Programme Officers (SPOs) are appointed at deputy director level. The following GFPs have been established in Departments:
Sport, Arts and Culture 1 SPO, deputy director. 1 GFP, assistant director. Agriculture 1 SPO, deputy director. 1 GFP, assistant director. Public Works 1 SPO, deputy director. 1 GFP, assistant director. Education 1 SPO, deputy director. 1 GFP, assistant director. Health 1 Acting SPO, deputy director. Transport 1 SPO, deputy director. Safety and Liaison 1 SPO, deputy director. Economic Affairs 1 SPO, deputy director. Finance 1 GFP, assistant director.
The location of the GFPs differs across Departments. Some of the GFPs are located in human resources and others in the Heads of Department’s offices. The location of the GFPs places them outside of key decision-making structures and thus limits the impact of the GFP in gender mainstreaming.
1.2 Budget
The OSW representative reported that for the 2003/04 financial year, the Office had a budget of R1.2 million. No indication was given whether this amount included salaries, infrastructure as well as project expenditure.
1.3 Policy and Gender Action Plan
The report does not indicate whether the OSW has developed a provincial gender policy and gender action plan that is in line with the national policy. It has undertaken activities for the promotion of the Gender Policy Framework. However, the report does not indicate whether this is with reference to the national policy or a provincial policy.
1.4 Gender Mainstreaming
Following a Gender Audit, the provincial OSW in consultation with the national OSW introduced a coordination framework for the implementation of gender mainstreaming and the empowerment of women. In accordance with the needs of the province, three gender clusters have been prioritised. These are the economic empowerment of women, ‘no violence against women’, and the special support for rural women’ clusters.
1.5 Programmes
As per the brief given to the OSWs, the report presented by the OSW focused on the programmes within the clusters, as prioritised by the province, and the various projects undertaken by the Departments to give effect to the objectives of the clusters. It is unclear from the report what the role of the OSW is within these programmes.
• Women and the Economy
The Departments forming part of this cluster include Environment and Tourism (lead department); Economic Affairs; Sport, Recreation, Arts and Culture; Roads and Public Works; Provincial Treasury and Land Affairs. Some of the programme areas prioritised by the Departments are:
o Sports, Recreation, Arts and Culture - Women in Publishing and
Women in Arts and Crafts.
o Economic Affairs, Environment and Tourism - Women’s co-operatives.
o Roads and Public Works - Promoting women’s full access to and
control over productive resources.
• Girl Child
Sports, Recreation, Arts and Culture has been involved in numerous programmatic areas including an eco-challenge, gymnastrada, guiding and scouts and the South African Games. The Department of Education has been involved in awareness raising.
• Gender Based Violence
The Departments of Justice, Safety and Liaison, Health, South African
Police Services, South African National Defence Force, Correctional Services, Education and Social Development constitute this cluster. The
programmatic areas cited by Departments as areas of work include:
o Social Development - Victim empowerment.
o Roads and Public Works - HIV and AIDS.
o Sports, Recreation, Arts and Culture - Imbiza Intersect
Coalition Arts and Culture launch and Life skills training.
o Education - Awareness raising.
o Health - Provision of emergency care services for victims of
sexual offences or abuse.
o Correctional Services - Rehabilitation.
• Rural women
This cluster area is in line with the Provincial Integrated Rural Development Plan and is constituted by the Departments of Agriculture, Land
Affairs. Social Development, Sports, Arts, Culture, Transport, Water
Affairs and Roads and Public Works. The report indicated that the Department of Roads and Public Works has poverty alleviation as one of its programme areas. The report furthermore indicates that the Department of
Agriculture is involved in three projects in this cluster, but no
indication is given of the projects.
1.5 Achievements
The report cites provincial leadership to gender mainstreaming and the empowerment of women as an achievement. This is evident in the Provincial Growth and Development Plan for 2004 – 2014. Projects and programmes report mainstreaming gender as an objective.
1.6 Challenges
The Eastern Cape OSW undertook a gender audit in 2001, which indicated that the province was not in a position to significantly address itself to fulfilling its gender mandate. GFP coordinators had not been appointed in the Departments to drive the process of gender mainstreaming and the empowerment of women. Subsequent to the gender audit, GFPs were established in some departments. This process of the appointment, location and resource allocation to the GFPs were, however, not uniform in the province. GFPs, staffed by coordinators, were appointed at assistant director levels and special programmes officers at deputy director level.
- Free State
2.1 Structure
The OSW is staffed with a deputy director, an assistant director, 2 administrative clerks, a messenger and a secretary. An interdepartmental gender committee has been formed. This committee consists of the GFPs from provincial and national departments, which have offices in the province. Very few gender co-ordinators have been appointed at a local government level. Gender co-ordinators in local government, however, attend meetings when provincial activities are being planned. Other structures of the gender machinery in the province include the Committee on the Improvement of Status of Women, Youth and Disabled. The Women’s Caucus is non- operational.
2.2 Budget
There was an indication by the presenter that gender programmes received a significantly smaller allocation than that of the youth directorate. However, it was not clear whether this was for the OSW or for the respective Departmental GFPs.
2.3 Policy and Gender Action Plan
The National Policy Framework had been presented to the Members of the Executive Committee, Heads of Departments, Managers and Deputy Managers and municipal districts. The Free State Provincial Executive Committee adopted the policy. A Free State Development Plan has been developed. The OSW indicated that a monitoring strategy is in place to gather Departmental information on the GFPs on structures of GFPs, programmes, projects, budgets, and disaggregated data of staff.
2.4 Gender Mainstreaming
The report states that Strategic Plans and an Operational Plan have been devised from the Gender Policy.
2.5 Programmes
Education
Some of the programme areas of the Department of Education include those addressing sexual harassment, adult basic education and training, equality in job allocation, skills development through the allocation of bursaries and the building of hostels for farm school children.
• Economic empowerment of women
The report cites 3 Departments that are engaged in the economic empowerment of women. These include the Departments of Public Works, Roads and Transport, Health and Provincial Treasury. Provincial Treasury was cited as having undertaken road shows, which addressed issues of financial management. In general, the report was not clear about the programme areas that these Departments are engaged in.
• Agriculture
The report indicated that women manage more than 80% of small-scale projects on tribal land in the former Qwa-Qwa and in townships. Women constitute 60% of all land reform beneficiaries. The Department of Agriculture is reported to have a female farmer of the year competition, a food security pilot project of which the main beneficiaries are women and a programme that facilitates mentoring and partnership between women farmers and more experienced neigbouring farmers.
• Social Development The Department of Social Development reported on the distribution of grants, hospice organisations, victim empowerment, and shelters for abused women amongst its programme areas, which has a gendered impact. Internal measures include a HIV and AIDS policy.
• Health
Within the Department of Health, several programmes are said to benefit women. These include the maternal death notification programme, cervical cancer services, the Prevention of Mother-to-Child programme, termination of pregnancies, and the provision of female condoms.
• Capacity building and skills development
The Departments of Health, Sport, Arts, Culture, Science and Technology as well as Provincial Treasury indicated their involvement in capacity building and skills development. The Department of Health had offered training on post exposure prophylaxis, Provincial Treasury on financial management and Sports, Arts, Culture, Science and Technology on needlework and literacy projects.
The GFPs in the provincial Departments and national Departments (with offices in the provinces) as well as the gender co-ordinators in local government received training on policy development, gender mainstreaming, strategic planning, gender awareness and gender analysis.
2.6 Achievements
No achievements were cited other than those listed under the various programmes.
2.7 Challenges
The following challenges were cited in the report:
• GFPs don’t have the necessary capacity to achieve gender equality. • Due to the capacity of GFPs, gender strategies, programmes and activities are not incorporated into the strategic plans of the Departments, which results in a lack of commitment by Departments. • Special Programme Officers are appointed at assistant director level whereas Departments can make the appointments at a deputy director level.
• Only a few gender co-ordinators have been appointed at Local Government level and they are generally responsible for other functions as well.
- Gauteng
3.1 Structure
The Gauteng Province does not have an OSW. The Social Development Directorate has, however, been coordinating all gender activities and programmes. It is in the process of filling the positions in the new Gender and HIV/AIDS programme. The positions of a deputy director, assistant director and a senior administrative officer are currently being filled.
3.2 Budget
The report does not give an indication of the budget attached to the directorate.
3.3 Policy and Gender Action Plan
A gender policy framework was developed in 2002/03. The Gauteng Provincial Government has a gender action plan and this was recently integrated with the Gauteng Provincial Government’s priorities. A draft Sexual Harassment Policy Framework is also in place.
3.4 Gender Mainstreaming
One of the province’s key intervention strategies is gender mainstreaming. Gender indicators have been developed and a monitoring process is in place.
3.5 Programmes
• Policy development and analysis
The Executive Council has approved a Gauteng Provincial Government Gender Policy Framework. The Directorate provides support to Departments to facilitate the development of sector specific policies and programmes designed to address gender issues. A draft Gauteng Provincial Government Sexual Harassment Policy is in place and Departments are currently finalising their respective policies.
• Capacity Building
One of the priorities of the Directorate was ensuring that GFPs and senior managers receive training on gender planning and gender budgeting.
• Gender machineries
All Departments have nominated GFPs. It is reported that the designation and location of these vary across the Departments. The positions range from that of chief director to assistant director and in one case, that of senior administrative officer. A gender forum has been established and this structure meets monthly.
• Monitoring and evaluation An annual analysis is undertaken of Departmental strategies and budgets to ascertain whether they are in line with national and provincial priorities as well as to ensure that gender is integrated into strategic plans and budgets. A quarterly tracking chart is also in operation to capture the Premier’s and Members of the Executive Council’s (MECs) commitments on gender issues and to monitor progress against the delivery of the commitments made by the Premier and MECs.
• Gender Mainstreaming
All provincial Departments are reported to have gender budgets. The outputs of gender budgets reflect gender sensitive indicators for all programmes and projects, which are in line with the core functions of the specific Department.
• Co-ordination and planning
The Directorate ensures that certain events are commemorated. These include Women’s Day and 16 Days of Activism. They are responsible for providing strategic support to the lead department co-ordinating Women’s Day as well as co-ordinating all provincial Departments in celebrating Women’s Day.
3.6 Achievements
No specific achievements other than the ones mentioned above are cited in the report.
3.7 Challenges
The directorate lists social regeneration and economic empowerment as their challenges.
- KwaZulu-Natal
4.1 Structure
The OSW is located within the Directorate for Human Rights. The position of Head of the OSW, at deputy director level, is vacant. The position of assistant director and administrative officer is also on the staff establishment. It was indicated that the position of the Head of the OSW would be converted into a director’s position, as from April 2004.
Within the Departments, most GFPs have been permanently established.
4.2 Budget
It was reported that the OSW has a budget of R1.6 million. It is unclear whether this amount includes personnel costs.
4.3 Policy and Gender Action Plan
The OSW has a draft gender policy and is currently working on an implementation strategy as well as a gender monitoring tool. The Office has furthermore undertaken a gender audit in the province as part of assessing the 10 years of democracy.
4.4 Gender Mainstreaming
The OSW has developed guidelines for gender mainstreaming.
4.5 Programmes
The following Departments are said to have programmes that are gender
related:
• Legislature - Holding of a Young Women’s Parliament and celebration
of significant events.
• Department of Health - Workshops on the gender policy in the health
sector, celebration of significant event days and the establishment
of a workplace gender forum.
• Social Welfare and Population Development - Victim Empowerment
programme, domestic violence programme and a domestic violence
resource directory.
• Provincial Treasury - Gender audit, awareness programmes,
celebration of significant events.
• Traditional and Local Government Affairs - Awareness campaign,
training of co-ordinators, celebration of events for significant
days.
• Education - Women empowerment programme, women in management
programme and the celebration of events for significant days.
• Transport - Zibambele Road Maintenance Contract, Women for Road
Safety, Employment for Female Traffic Officers, Vukuzakhe and
labour construction programmes and celebration of events for
significant days.
4.6 Achievements
The OSWs report indicated the following achievements:
• GFPs have been permanently established in some Departments and
municipalities.
• Capacity building programmes for GFPs and Provincial Gender
Machinery have been undertaken.
• A gender audit was conducted.
• A draft provincial gender implementation strategy is in place.
• A draft gender monitoring and evaluation tool has been developed.
• Guidelines for gender mainstreaming are in place.
• Awareness campaigns are held.
4.7 Challenges
The following challenges were cited:
• Establishment of permanent GFPs and the resourcing thereof.
• Establishing an integrated approach to gender issues and political buy-
in. Furthermore, there is a need for an integrated approach to deal
with gender issues.
- Mpumalanga[6]
5.1 Structure
The OSW is located within the Office of the Premier. The following positions are on the staff structure of the OSW:
• Deputy director • 2 assistant directors • 3 chief community liaison officers • 3 community liaison officers • 3 administrative clerks
Currently, the positions of assistant director (research), 2 chief community liaison officers, 2 community liaison officers and an administrative clerk are vacant.
GFP coordinators have been appointed in Departments. However, no structures are in place and they have inadequate job descriptions. GFPs coordinators have been appointed fulltime in 6 Departments, namely, Health; Agriculture, Conservation and Environment Affairs; Housing and Land Administration; Safety and Security; Social Services, Population and Development; and Sports Recreation, Arts and Culture. Whilst other Departments are in the process of appointing staff in the GFPs, the GFPs refers to an individual person and units have not been established.
5.2 Budget
The budget of the OSW as well as that of the GFPs are not provided in the report.
5.3 Policy and Gender Action Plan
The report does not indicate whether there is a Provincial Gender Policy or whether the province has a gender action plan.
5.4 Gender Mainstreaming
This information is unavailable in the report.
5.5 Programmes
The OSW has undertaken the following programmes since its establishment:
• Co-ordinated the HIV and AIDS programme Vusa Isizwe, targeting school
children.
• Conducted training for GFPs coordinators on gender issues.
• Conducted a gender workshop for Members of the Provincial Legislature
and Heads of Departments.
• Ran awareness campaigns on legislation affecting women.
• Co-ordinated the calendar on women’s events.
Departments were engaged in the following programmes:
• Housing - Workshops to gender sensitise senior managers.
• Safety and Security - Campaigns on gender-based violence, partnership
against crime and moral regeneration. Awareness raising programmes
were conducted on drug and substance abuse for youth as well as
paralegal workshops for farmers.
• Social Development - Welfare services for women.
5.6 Achievements
No specific achievements were reported other than those mentioned above.
5.7 Challenges
Challenges were cited for the OSW and for the GFPs.
OSW
• Not all positions in the OSW has been filled.
• Budgetary constraints are experienced due to cost curtailment
measures, which has impacted on the filling of posts.
• Provincial or national Governments on occasion give the OSW additional
mandates that are not funded.
GFPs
• GFPs deal with issues other than gender, such as HIV, disability,
youth and children’s issues. Some GFPs are also responsible for other
core functions within their Departments.
• The location and rank of the GFPs are a challenge. Some GFPs have to
report to numerous persons. They do not have an influence on decision-
making and thus do not have the ability to influence decisions on
issues such as gender mainstreaming and gender equality.
• Departments do not have budgets to undertake gender responsibilities.
- North West
6.1 Structure
The OSW was established in 1995 and is located within the Special Programmes Directorate, in the Office of the Premier. The report indicates that a director, who is also responsible for the disability desk, 3 assistant directors, a senior administrative officer, an office manager and an administrative clerk, is provided for on the structure. It is unclear from the report whether all these positions are located within the OSW or within the Special Programmes Directorate. Furthermore, clarification is needed on the level at which the Head of the OSW is appointed.
The status of the Departmental GFPs is:
• The Department of Health - A person has been appointed to the GFP as
an assistant director.
• The Department of Agriculture - A person has been formally appointed
in the GFP as assistant director.
• Conservation and Environment – An assistant director has been
appointed.
• Department of Minerals and Energy – Systems are in place to address
gender in the province.
• Other departments have ad hoc gender desks where gender does not form
part of the individual’s job description.
6.2 Budget
The Special Programmes Directorate has a budget, and the OSW is allocated for within this budget. The amount allocated to the OSW was not indicated.
6.3 Policy and Gender Action Plan
It is unclear whether the province has a Gender Policy and a gender action plan.
6.4 Gender Mainstreaming
The province adopted a Provincial Gender Strategy in 2003. The Provincial Gender Strategy set mechanisms in place by which Departments’ gender programmes will be assessed.
6.5 Programmes
There is no clear indication from the report about the programmes currently underway in the OSW and in the Departments. The report, however, makes brief mention of a United Nations Development Programme (UNDP/OSW) capacity building programme and Departmental gender analysis. The nature of these undertakings is unclear.
6.6 Achievements
The report indicated the following achievements:
• Between 1997 and 1998, a business plan was developed which was aimed
at integrating the implementation of gender programmes in Government.
• A gender audit was undertaken between 1998 and 1999.
• In 2001, a provincial gender summit was held.
• A capacity building training programme was developed for GFPs.
• A Gender Strategy has been developed and adopted by the province.
6.7 Challenges
The challenges reported on include:
• Most of the Departments in the province do not have a permanently
appointed GFP. The Departments of Health, Agriculture and Conservation
and Environment are the only Departments with GFPs. The other
Departments have ad hoc GFPs and gender does not form part of their
job descriptions. This makes it difficult for the OSW to engage in
training and other initiatives.
• The OSW is faced with the challenge of getting the provincial gender
machinery operational.
• Departments do not have specific budgets for mainstreaming gender.
• The relationship between national and provincial Departments is
problematic.
- Western Cape[7]
7.1 Structure
The OSW head is appointed at deputy director level. The OSW is staffed with only one person.
Table: Status of GFPs in Western Cape provincial Departments |Department |Structure |Rank of GFP |Gender |Budget | | |and location| |programmes | | |Housing |Included in |Assistant |Draft gender |Dedicated | | |2004/05 |director |equality and |budget | | |strategic | |women |2004/05 | | |plan. | |empowerment | | | |Location in | |implementation| | | |Human Rights| |strategy. | | | |and special | | | | | |projects. | | | | | |Ad hoc | | | | | |function | | | | |Health |Add-on |Position |Draft gender |No budget | | |function. |vacant. The |equality and | | | |Human |position was|women | | | |Resources. |at the level|empowerment | | | | |of assistant|implementation| | | | |director. |strategy. | | | | | |Celebration of| | | | | |commemorative | | | | | |days. | | |Agriculture |Located in |Deputy |Draft gender |Dedicated | | |Human |director: |equality and |budget | | |Resources |gender, |women |2004/05. | | |and Support |youth, HIV, |empowerment | | | |Services. |disability |implementation| | | | | |strategy. | | | | | |Celebration of| | | | | |commemorative | | | | | |days. | | |Social | |Assistant |Celebration of|Dedicated | |Services | |director. |commemorative |budget | | | | |days. | | | | | |Safe houses. | | | | | |Sponsorships. | | |Education |Human |Assistant |Celebration of|Dedicated | | |Resources |director: |commemorative |budget | | |Development |gender, HIV,|days. | | | | |youth, |Draft gender | | | | |disability. |equality and | | | | | |women | | | | | |empowerment | | | | | |implementation| | | | | |strategy. | | | | | |Life skills. | | |Community |Add-on |Senior |Commemorative | | |Safety |function. |officers: |days, Draft | | | |Human |gender, |gender | | | |Resources |youth, |equality and | | | |Development |disability. |women | | | | | |empowerment | | | | | |implementation| | | | | |strategy; | | | | | |trauma rooms; | | | | | |young women at| | | | | |risk. | | |Economic |Human |Deputy |Celebration of|Dedicated | |Development |Resources |director: |commemorative |budget | |and Tourism |Development |gender, |days. Draft | | | |Formal |youth, HIV, |gender | | | |structure. |disability, |equality and | | | | |labour |women | | | | |relations. |empowerment | | | | | |implementation| | | | | |strategy. | | |Environmental|Add-on, |Contract |Draft gender |No budget. | |Affairs and |Human |appointment:|equality and | | |Development |Resources |gender, |women | | |planning |Development |youth, |empowerment | | | | |disability |implementation| | | | |and HIV. |strategy. | | |Local |Formal, |Assistant |Celebration of|Dedicated | |Government |Human |director. |commemorative |budget | | |resources. | |days. Draft |2004/05. | | | | |gender | | | | | |equality and | | | | | |women | | | | | |empowerment | | | | | |implementation| | | | | |strategy. | | |Provincial |Add-on, |Officer |Draft gender |No budget. | |Treasury |Human |(Acting). |equality and | | | |Resources | |women | | | |Management | |empowerment | | | | | |implementation| | | | | |strategy. | | |Provincial | | |Nonexistent. |No budget. | |Administratio| | | | | |n | | | | | |Transport and|Formal, will|Special |Draft gender |Dedicated | |Public Works |be located |Programmes |equality and |budget | | |in HOD (1 |Officer: |women |2004/05. | | |April 2004).|gender, |empowerment | | | | |youth, |implementation| | | | |disability. |strategy. | | | | | |Commemorative | | | | | |days. | | |Culture |Add-on |Sport |Celebration of|Dedicated | |Affairs and | |Promotions |commemorative |budget. | |Sport | |Officers. |days. | | | | | |Draft gender | | | | | |equality and | | | | | |women | | | | | |empowerment | | | | | |implementation| | | | | |strategy. | |
7.2 Budget
Whilst the report gives an indication of budgets allocated to specific programmes, it does not provide the overall budget allocation to the OSW for the 2003/04 financial year.
7.3 Policy and Gender Action Plan
A draft provincial Gender Equality and Women Empowerment Implementation strategy is in place.
7.4 Gender Mainstreaming
The OSWs report does not indicate whether the Office is developing or has developed a gender mainstreaming strategy for the province.
7.5 Programmes
Table: Programmes of the OSW in the Western Cape |Programme |Budget |Activity |Status |Challenges | |Policy |R15 000 |Draft |Draft. |No capacity to| |Development |(2002/03) |provincial | |give effect to| |and Research | |gender equality| |the plan. | | | |and women | |Obtaining | | | |empowerment | |institutional | | | |implementation | |support and | | | |strategy. | |buy-in. | |Capacity |R50 000 |Mainstreaming |Developed |Need to | |Building and |(2003/04) |training for |training |appoint person| |Training | |trainers in the|package. |to provide and| | | |public sector. | |sustain | | | |OSW specific | |training. | | | |capacity | | | | | |building. | | | |Public |R285 000 |Celebration of | |Capacity to | |Education, |(2003/04) |commemoration | |give effect to| |Awareness | |days. | |programmes for| |Raising and | |Development of | |commemorative | |Communication| |promotional | |days. | | | |materials. | | | | | |Partnerships | | | | | |with civil | | | | | |society. | | | |Co-ordination|Integrated|The formal | |Commitment | |of gender |R350 000 |structuring of | |from all | |machinery |(2004/05) |a provincial | |gender | | | |gender | |stakeholders | | | |management | |in provinces. | | | |system. | |Resources. | |Monitoring, | |Developing of |Appointed |Budgetary | |Evaluation | |an audit |the Human |constraints | |and Reporting| |instrument. |Sciences | | | | | |Research | | | | | |Council | | | | | |(HSRC) to | | | | | |develop an| | | | | |audit | | | | | |instrument| | | | | |. | |
7.6 Achievements
Other than the achievements mentioned above, the OSW reported on the
following achievements:
• Convening a conference entitled “Breaking Barriers: Women in
Technology”.
• Hosting a social sector consultative workshop.
• Undertaking a provincial consultative road show.
• Hosting conferences on gender violence.
7.7 Challenges
The report indicates the following challenges:
• There is a need to strengthen existing relations with the NGO sector.
• Structuring and co-ordination of the provincial gender machinery.
• Resources for the replication of gender desks on district level.
• Understanding the role and operational methodology of the OSW.
• OSW needs to be properly resourced with regard to the approval of the
organogram and the filling of posts.
• Departments need to institutionalise gender portfolios by:
o Formalising structures.
o Adequately resourcing structures.
o Strategically locating gender structures.
o Appointing the GFPs at the recommended rank.
o Understanding the responsibilities of GFPs.
Gender Focal Points
- Department of Agriculture
1.1 Structure
In July 2003, the Departmental Executive Committee ratified a decision to establish a Gender Forum in the Department. This Forum is in the process of being established. It is envisaged that the Forum will be composed of 70% women and 30% men, who would be nominated from departmental programmes. The Forum will report to the Director-General and the Employment Equity Forum. The GFP staffed with a deputy director has been created in the Director- General’s office. The relationship between the Gender Forum and the GFP was not indicated. This needs to be explored as well as the functions of the two structures.
1.2 Budget
The report indicated that the budget allocation to the Forum would be discussed after the launch.
1.3 Policy and Gender Action Plan
The Department’s report does not indicate whether there is any gender policy or gender action plan implemented or developed for the Department.
1.4 Gender Mainstreaming
There is no indication of a gender mainstreaming strategy in place in the Department.
1.5 Programmes
• Female farmer of the year competition
This competition was initiated in 1999 to celebrate women farmers’ contribution to the agricultural sector. Women are recognised in the top exporter-, top national markets-, top informal markets- and top household producer categories.
1.6 Staff component
| Female | Male |
| 36% | 64% |
| Women in senior positions | |
| 40% | |
| Senior management positions held by women | |
| Director-General | 0 |
| Deputy | 2 |
| Director-Generals | |
| Chief of staff of | 0 |
| ministry | |
| Assistant | 0 |
| Director-General |
The Human Resources Management recruitment strategy is in the process of being revised to ensure gender balances in recruitment processes.
1.7 Achievements
The Department’s report did not indicate any specific achievements.
1.8 Challenges
No challenges were reported.
- Department of Arts and Culture (DAC)
2 Structure
The GFP is staffed with a Special Programmes Officer who has been appointed at a deputy director level and reports to the Director of Human Resource Management. This person is responsible for gender issues, HIV and AIDS, the Employee Assistance Programme, disability issues and children’s rights.
- Budget
The GFP does not have a budget of its own. It draws from the budget allocated to Human Resources. The amount available to the GFP is not indicated.
2.3 Policy and Gender Action Plan The GFP is currently engaged in a review of departmental policies pertaining to HIV and AIDS, employment equity, recruitment and the draft ‘Human Resource and Development and Disability’ policy. No mention is made of a gender action plan.
- Gender Mainstreaming
The Department’s report does not make mention of strategies to mainstream gender into all departmental plans, procedures, programmes, outputs, etc. This information needs to be elicited from the Department.
- Programmes
Internally, the Department has embarked on information and training sessions for staff on the Domestic Violence Act (Act No 116 of1998), the Customary Marriages Act (Act No 120 of 1998) and on sexual harassment.
Externally, the Department has only been involved in initiatives to commemorate International Women’s Day, Women’s Day, Human Rights Day and the 16 days of No Violence Against Women programme.
- Staff Component
Not reported.
- Achievements No specific achievements other than those mentioned above are documented in the report.
2.8 Challenges
The Department has not listed the challenges faced by the GFP. This information needs to be elicited.
-
Department of Correctional Services (DCS)
-
Structure
The Gender Desk within the Department of Correctional Services is the equivalent of a directorate and is managed by a National Manager who is appointed at a director level. In addition to the director, the gender desk is staffed with six people. Two of these are appointed at deputy director levels and are responsible for policy, planning, mainstreaming and advocacy and for women’s empowerment and capacity building respectively. Two assistant directors provide programmatic support to the deputy directors. The remaining three staff members provide administrative support to the directorate.
- Budget
No mention is made in the Department’s report on the budget available to the Gender Desk. This would need to be sourced from the DCS.
- Policy and Gender Action Plan
The DCS report does not cover any aspects relating to the work of the Gender Desk in reviewing Departmental policies from a gender perspective or in developing gender related policies. This needs to be determined.
- Gender Mainstreaming
Strategies pertaining to the mainstreaming of gender are not touched on in the report.
- Programmes
The following internal programmes are listed in the report as a means of promoting gender equity in the department: workshops, training, security, bursaries, employment opportunities, personnel development and leave.
In relation to the services that the DCS provides, the following programmes are targeted at offenders: educational programmes, skills training, counseling, health care, HIV and AIDS, moral and spiritual care, sports and recreation, victim offender mediation and support systems for release. The ways in which these programmes promote gender equity is not clarified and the objectives, methodology and impact assessment mechanisms have not been outlined in the report.
3.6 Staff Component
The following information is provided with respect to the demographics of senior managers in the Department:
Senior Management Demographics for 2003 |Group |Numbers |Percentage | |White male |3 |3.7 | |Black male |62 |76.5 | |Female |16 |19.7 |
3.7 Achievements
The Department’s achievements with respect to furthering gender equity are not indicated in the report.
- Challenges
The challenges identified relate to restructuring, the socio-economic status of women, women as practitioners and the sphere of work in the justice system. The exact nature of these challenges is not articulated and this needs to be clarified.
-
Department of Defence (DoD)
-
Structure
The GFP in the Department of Defence is a sub-section in the Equal Opportunities Chief Directorate. The GFP reports to the Council on Defence, the Secretary of Defence and the Chief of the South African National Defence Force (SANDF). It is staffed by five personnel members. These posts are the military equivalent of a deputy director, two assistant directors, an administrative officer and a chief clerk.
A Gender Forum has been established and each service and division chief has appointed a representative to serve on this forum. The Gender Forum assists the GFP in attaining its objectives, which include ensuring that:
• The gender policy is implemented.
• The budgets of the various services and divisions are gender
sensitive.
• Gender-related training is conducted.
• Gender is mainstreamed in all services and divisions.
- Budget
The GFP was allocated R 89 211.00 for the 2003/04 financial year. The GFP is further striving to ensure that all services and divisions budget for gender- related activities in their respective budgets.
- Policy and Gender Action Plan
The objectives listed by the GFP include the following:
• To ensure that the ‘National Policy on Women’s Empowerment and Gender
Equity’ is implemented in all services and divisions of the
Department.
• To market and promote gender policies in the Department
• To monitor Departmental programmes and policies to ensure that they
are consistent with the national gender policy.
The GFP has formulated several policies. These include a sexual harassment policy and a gender-based violence policy. A policy pertaining to the promotion of gender equity and a pregnancy policy are still in draft formats.
No mention is made of a Gender Action Plan in the Department’s report.
- Gender Mainstreaming
The GFP indicates that the mainstreaming of gender in all services and divisions is one of its objectives. The Gender Forum is used to assist in monitoring the implementation of this.
- Programmes
4.5.1 Internal Programmes
Gender Training Programme
The purpose of this programme is to build internal capacity within the department and to equip staff with skills and contextual knowledge on gender issues. Examples cited are a ‘Women in Law’ course and training on sexual harassment.
Hotline
An internal hotline has been established for the reporting of sexual harassment and gender-based violence in the Department. This hotline will be used to serve as an indicator of the levels of gender-based violence and sexual harassment.
Gender Sensitisation Programmes
This initiative is comprised of internal roadshows and presentations aimed at facilitating an understanding of the departmental policies that relate to gender. The programme is targeted at both management and staff.
4.5.2 External Programmes
Gender Awareness Campaign
The awareness campaign is predominantly centred around calendar events such as National Women’s Day and the 16 Days of Activism on No Violence against Women and Children.
Peace Table Seminar
The peace table initiative strives to create a forum where women in the military can engage with women in civil society to promote peace. The 2003 seminar focused on how women can contribute towards the implementation of the African Union (AU) and New Partnership for Africa’s Development (NEPAD) peace agenda.
- Staff Component
Not reported.
- Achievements
The work of the GFP has been recognised by some countries in Africa and internationally. Namibia, Botswana and Nigeria have requested that the GFP assist their Defence Forces in setting up their own Gender Focal Points. In addition, North Korea, Portugal and Pakistan have requested information from the GFP on its work in the Department.
- Challenges
The report does not list the identified challenges.
-
Department of Education (DoE)
-
Structure
The GFP in the Department of Education has been established as a directorate, comprising a director, a chief education specialist, a senior administrative officer (this post was vacant at the time of reporting) and a secretary. The GFP reports to the chief director of special programmes in education. The director of the GFP participates in departmental strategic planning meetings and attends management meetings.
- Budget
The budget allocated to the GFP for the 2003/04 financial year was R1,5 million. Of this, R 200 000 was allocated to programmatic work. Much of the work done by the GFP is funded by donations and by building partnerships with other directorates. The GFP’s report notes that budgetary restrictions limit programmatic initiatives to a large extent.
5.3 Policy and Gender Action Plan
One of the strategic objectives of the GFP is to ensure that gender equity is reflected in all policies and practices of the Department. Policy guidelines on sexual harassment and learners who become pregnant have been developed by the GFP.
5.4 Mainstreaming of gender
The GFP has developed a framework to assist sectional heads to mainstream gender into their work. This framework still needs to be approved by senior management before it can be utilised.
-
Programmes
Gender sensitisation workshops
Workshops aimed at improving the conceptual understanding of gender-related issues were conducted with school governing bodies, educators, learner representative councils, educator unions and education officials.
Girl Education Movement
The Girl Education Movement was launched to focus on and build the capacity of girls. A website was created to provide girls with a platform to discuss issues affecting the quality of their lives. A workshop on writing skills was also conducted for girls to enhance their ability to write articles for publication.
Advocacy Strategy
Campaigns on gender-based violence and the link between gender and HIV and AIDS have been conducted. These campaigns have entailed the compilation of educational materials such as posters and manuals.
- Staff Component
Not reported.
5.7 Achievements
No achievements are listed.
5.8 Challenges
Budgetary constraints were listed as an impediment to the work of the GFP.
- Department of Environmental Affairs and Tourism (DEAT)
6.1 Structure
The Division for Gender, Disability, Youth and Children serves as the Gender Focal Point for the Department. This division is located in the Directorate for Transformation and Special Projects. The Division comprises an assistant director and an administrative officer. The assistant director serves as the GFP officer. The assistant director reports to the deputy director of transformation.
- Budget
Currently, the GFP does not have a budget of its own. Its work is funded by the budget of the Directorate: Transformation and Special Projects. The amount available to the GFP from this budget has not been stipulated. It is envisaged that a proposal will be submitted to secure a dedicated budget for the GFP. It is hoped that this will be available in the next financial year.
- Policy and Gender Action Plan
The Department reports that it is cognisant of the national policy framework on gender and it has put in place structures to give effect to this. This is not elaborated on in the report. The role of the Division for Gender, Disability, Youth and Children is to co-ordinate and facilitate the development and implementation of policies and strategies which promote ‘gender equality, women’s empowerment, disability inclusivity and integration, youth development and the promotion and protection of children’s rights’. The report does not specify how this is done and the policies that have been worked on. The only specific reference to a policy that has been developed is a sexual harassment policy.
- Gender Mainstreaming
The directorate is currently in the process of establishing structures and mechanisms for ensuring that gender is mainstreamed into the Department’s core functions. A departmental Gender Committee has therefore been established to give effect to this. The Gender Committee comprises officials who have been nominated as gender representatives from the various Chief Directorates in the Department. Gender issues are also a standing agenda item in meetings of the Transformation Steering Committee, which are chaired by the Director-General.
6.5 Programmes
6.5.1 Internal
• Internship programme
As part of its internship programme, the Department has allocated R 147 000 to 8 students from disadvantaged communities to study for a certificated course at the Garankuwa Hotel Management School. Fifty percent of these students are female.
Training of tour operators
The Department has set aside R 240 000 for the training of tour operators in the next financial year. Fifty percent of those trained will be women.
Employment equity targets
The Departmental draft Employment Equity Plan calls for an overall 50% target of women employees. Currently, 35% of the staff in the Department is women. Women hold 40% of senior management positions.
6.5.2 External
• Commemoration of Calendar Events
The Department has been actively involved in commemorating national gender- related events such as the celebration of Women’s Day.
Arts, crafts and clothing project
Funds have been allocated to a training and developmental project in KwaZulu-Natal. This project has entailed the production of African art, crafts and clothing. Some of the work produced as a result of this project was showcased at the World Summit on Sustainable Development in 2002. The project currently receives orders from an international market as well.
The ways in which this project has benefited women and the number of women involved are not articulated in the report.
Tourism project
The Department has initiated a tourism project in the Limpopo Province, where women are trained in running bed and breakfast outlets. These outlets are then marketed internationally. The number of women involved in this project is not reflected in the report.
Abalone fishing exemptions
In Centane in the Eastern Cape, 115 abalone fishing exemptions have been handed out, of which 63 were to women.
Fly-fishing project
In Caledon in the Free State, the Department has funded a fly-fishing project, which is run by 40 women. This poverty relief project has also become a tourist attraction site and as a consequence, the women involved have been trained and given bicycles so that they can provide tour guide services as well.
6.6 Staff Component
Not reported.
6.7 Achievements
No achievements are reported.
- Challenges
One of the major challenges reported on is the need to capacitate representatives that serve on the Gender Committee. A second significant challenge is the need to strengthen the co-ordination function of the GFP within the Department. This includes establishing a co-ordination link with the Department’s statutory bodies and the provincial line functionary departments.
- Foreign Affairs
7.1 Structure
The Department does not have any person staffing the position in the GFP, which is at director level. The Human Resources section has taken the initiative to consult with the OSW as well as the Department of Public Service and Administration to develop a gender strategy. Following this, the Department is in the process of establishing a GFP in the Directorate: Transformation, which will house the Gender Unit and an Employment Equity sub-directorate. The Gender Unit will be responsible for making recommendations on programmes, and together with the Employment Equity Forum monitor the advancement and implementation of programmes.
7.2 Budget
The Department currently does not have an operational GFP.
7.3 Policy and Gender Action Plan
None. The Department is currently using the employment equity plan to address representivity and training in the Department.
7.4 Gender Mainstreaming
The Department’s report does not indicate whether they have a gender
mainstreaming strategy.
7.5 Programmes
• Recruitment and selection
A decision had been taken to use the Department’s current recruitment process to recruit women, especially for middle and senior management positions.
• Human resource development
Training is being used to develop and advance women in the Department. ABET is also used to develop staff, especially women at lower levels.
• Foreign Service Institute
In order to increase the number of women in missions abroad, women have been part of some of the following training initiatives:
1) Diplomatic training: 10 out of 22 participants being trained are
women.
2) Mission administration course: 16 out of 32 officials are women.
3) Foreign Affairs Assistance Course: 20 out of the 24 officials are
women.
7.6 Staff component
| Female staff members | 49% |
| Female staff in senior management positions | 5% |
| Females staff in middle management positions | 33% |
| Female staff in positions below middle management | 62% |
| Missions abroad headed by women as Ambassadors, | 16 out of 106 |
| High Commissioners or Consul Generals |
7.7 Achievements
As the Department does not have a GFP in place, there were no achievements reported.
7.8 Challenges
The Department does not have a GFP and therefore this issue was not addressed in the report.
- Department of Health (DoH)
8.1 Structure
The organogram of the Department indicates that the GFP is headed by the deputy director-general and it comprises a director, deputy director, assistant director (post vacant at the time of reporting), a secretary and a senior administrative officer (post vacant at the time of reporting).
- Budget
The total budget allocated to the GFP for the current financial year is R 1 892 000. In addition to this, some of the programmes of the GFP have received external funding, namely the Danish funded project on HIV and AIDS and gender- based violence.
Department of Health: Budget |Line item |Amount Allocated | |Personnel |R 1024 000.00 | |Administration |R 100 000.00 | |Professional & Special |R 688 000.00 | |Services | | |Equipment |R 80 000.00 |
- Policy and Gender Action Plan
The GFP has finalised and launched ‘Gender Policy Guidelines for the Public Health Sector’ in November 2002. It has also engaged in a process of advocacy and awareness raising on this policy in 6 provinces, namely Limpopo, Northern Cape, Free State, KwaZulu-Natal, North West and Mpumalanga. The policy has been presented to senior management in these provinces. In addition to this, a further 10 departmental policies have been analysed from a gender perspective.
- Gender Mainstreaming
Nationally, 4 clusters and 1 directorate have been trained in gender analysis and mainstreaming. In the Limpopo province, approximately 36 middle managers have been trained. In all 9 provinces, 15 senior and middle managers have been trained on gender and health related issues.
The report does not indicate how gender is mainstreamed into the work of the Department.
- Programmes
• Sexual Assault Care Practitioners Training Project (SACP)
It is estimated that more than 600 nurses have been trained in 2001/2 (40 nurses in KwaZulu-Natal, 30 nurses in the Northern Cape, 544 nurses in the Western Cape and 19 nurses in Gauteng). Further information on the nature of this project is lacking.
• Training for state doctors
Training has been provided to state doctors (100 doctors in the Western Cape and 27 doctors in the Eastern Cape). The nature of this training and its impact from a gender perspective are unclear.
• Projects on HIV and AIDS and gender-based violence (donor funded project)
Under the auspices of this project, research has been conducted on the following:
• Partner violence and HIV.
• Child sexual abuse.
• Disclosure of serostatus.
• Sexual coercion and sexual debut.
• Monitoring the implementation of rape law reforms in South Africa
(with special focus on the investigation and prosecution of rape
cases).
• Justice served in South Africa (exploring alternative ways and
mechanisms to improve on justice with regard to rape).
• The economic aspects of sexual assault services.
• Prevention of violence and harassment of girls in schools.
• Projects related to strategy development and services (donor funded)
The following strategy development and service related initiatives are in progress:
• Anti-rape responses: this entails the mobilisation of partnerships.
• Development of a profile of convicted child offenders (aged 0-11)
years).
• Development of strategies to effectively prevent and respond to the
rape of children aged 0-11 years and the offering of support to both
the victims and offenders.
• Research on rape
This research focuses on rapes committed against victims in the age category 0-35 years and will be used to generate knowledge that can be used to inform an anti-rape strategy.
• Stop women’s abuse helpline
This is a call-in helpline that aims to provide victims of violence with information. The helpline also serves as a referral system and provides support.
8.6 Staff Component
Not reported. 8.7 Achievements
The following achievements are listed:
• Initiation of a process for developing a model of sexual assault
service provision based on the SACPs project.
• Development of national management guidelines for dealing with sexual
assault.
• Development of a sexual assault policy.
• Development of a ‘Sexual Assault Care Practice Curriculum/ Training
Manual’.
• Facilitation of sexual harassment workshops within the Department.
• Facilitation of workshops on gender-based violence and health.
• Establishment of a gender forum comprised of the national and
provincial GFPs which meets quarterly to review and plan programmes.
8.8 Challenges
The following challenges have been identified:
• Weaknesses in strategic direction with regard to the mainstreaming of
gender.
• The full-time appointment of GFPs in the provinces.
• The need to clarify the roles, powers and functions of provincial
GFPs.
• Inadequate human and financial resources.
• Lack of co-operation from some senior managers.
• The need for capacity building in the provinces.
• The lack of a staff retention strategy at both national and provincial
level. 9. Department of Home Affairs (DoHA)
9.1 Structure
The GFP in the Department of Home Affairs comprises a person appointed at the level of an assistant director. This person is also responsible for the portfolios of disability, children’s rights, youth affairs and ‘other add- ons’. The assistant director reports to the deputy director of business process management. The Department does not have GFPs at provincial level.
- Budget
There is no dedicated budget for gender programmes. The GFP utilises the budget of the Business Processes Management Section.
- Policy and Gender Action Plan
The GFP does not participate in the development of policies and in selection and procurement processes in the Department.
- Gender Mainstreaming
The Gender Focal Person has developed programmes, which are aimed at mainstreaming gender into the work of the Department. It appears as if though these programmes are merely proposals at this point. This needs to be clarified.
- Programmes
The only programmes listed in the report are those that have been recommended to mainstream gender into the work of the Department. It appears as if though these programmes have not yet been implemented and that they are merely proposals at this point. This needs to be clarified.
Recognition of Customary Marriages Act
The GFP recommended that programmes be implemented to strengthen the implementation and popularisation of the registration and recognition of the Customary Marriages Act. Public awareness programmes on fraudulent marriages are also proposed.
Immigration Act
A programme that facilitates the collation of submissions on legislation relating to cross border and international trafficking and public awareness in this regard is proposed.
Refugee Act
There is a need for programmes that highlight the plight of women refugees and that commemorate World Refugee Day. These programmes should be conducted in partnership with civil society so as to educate the public on xenophobia. An investigation of the feasibility of establishing special refugee centres for women and children needs to be conducted.
Departmental Women Empowerment Initiative
Internally, the Deputy Minister of Home Affairs has launched the Women’s Empowerment Initiative on 15 August 2003. The initiative aims to enhance the skills and qualifications of all women employees, to assist women employees to develop self-esteem and to monitor gender considerations in the selection and procurement process.
- Staff Component
Not reported.
- Achievements
No achievements are listed in the report. The report makes no mention of the gender-related work done by the GFP other than the proposal highlighted above. The outputs of the GFP would need to be tracked and documented.
- Challenges
The challenges that the GFP faces in meeting its objectives have not been identified.
- Housing
10.1 Structure
The Department has an internal and external gender focus. A deputy director in the Human Resources Management Directorate deals with the internal gender issues. A deputy director in the Directorate Human Settlement Policy and Integration deals with gender issues as it pertains to the external housing policy issues. However, gender mainstreaming is not the only function of these officials as they are also responsible for disability issues, HIV and AIDS, children, youth, the elderly, employment equity, service delivery and developing human settlement policies. Both deputy directors report to their directors in the respective directorates.
10.2 Budget
The Department does not have specific gender budgets for the GFPS.
The deputy director: Transformation has an all-inclusive budget of R2 million, within which gender related issues are addressed.
10.3 Policy and Gender Action Plan
The Department’s report does not indicate whether there is an operational gender policy and action plan.
10.4 Gender Mainstreaming
The Department’s report indicates that gender programmes are aimed at mainstreaming gender within the internal programmes and the Department’s housing policies and programmes. It does, however, not indicate whether there is an operational gender mainstreaming strategy in place.
10.5 Programmes
The Department has no stand-alone programmes but it reports that gender mainstreaming is done in both its internal and external programmes. These gender mainstreaming activities form part of other activities such as employment equity, service delivery or the housing subsidy programme. Monitoring and evaluation is noted as being an important aspect of the work.
• In 2003/04 research on integrating gender in housing and human
settlements were undertaken – R160 000.
• Workshop on women in housing – R60 000. The aim of the workshop was
for the Minister to engage with stakeholders on issues and challenges
that women in housing are facing as consumers as well as service
providers. This information will form the basis of a gender programme
that the Department will develop.
• The housing subsidy programme targets female-headed households and as
at September 2003, slightly more than 50% of the approved subsidies
was allocated to female-headed households.
• As at September 2003, 83 projects countrywide included women as
developers or contractors. The total subsidy value is approximately
R850 million.
• The Department has approved a project where at least 10% of the
provincial housing budget allocation should be utilised by projects
that are undertaken by female developers or contractors.
10.6 Staff component
This information is not supplied in the report.
10.7 Achievements
The Department’s report does not indicate any specific achievements other than those indicated for the programmes.
10.8 Challenges
Challenges are not addressed in the report.
- Independent Complaints Directorate (ICD)
The mandate of the Independent Complaints Directorate (ICD) in terms of the Domestic Violence Act is to monitor the implementation of the Act by the South African Police Services and the Municipal Police Services. The Domestic Violence Act makes provision for the ICD to submit a report to Parliament every six months regarding the number and particulars of matters reported to it.
The report submitted by the ICD does not, however, give substance to its strategies for monitoring the implementation of the Act. Further information in this regard needs to be elicited.
11.1 Structure
The GFP in the ICD is located in the sub-directorate of Human Resource Management and reports to the deputy manager of Human Resource Management. The GFP comprises a Special Programmes Officer and special programme representatives, located in each of the 9 provinces. The GFP is responsible for internal gender awareness, stakeholder collaboration and training. The nature of this training is not specified. The GFP is a member of the national office management, senior management and special programmes committees. The role of the GFP is to report on gender and other special programmes at these meetings. The nature of ‘other special programmes’ is unclear.
11.2 Budget
A budget of R 66 000 has been allocated to both internal and external special programmes.
- Policy and Gender Action Plan
The ICD has an approved ‘Gender Policy’ since March 2001. Policies on gender, selection, recruitment and equity have been developed. These policies were forwarded to all staff for their input before being approved. The following project objectives constitute part of a strategy to implement the National Gender Policy Framework:
• To monitor the implementation of the Domestic Violence Act.
• To actively participate in the 16 Days of Activism on No Violence
Against Women and Children.
• To employ more women in senior positions.
• To revise the current internal policy on gender.
- Gender Mainstreaming
The report does not indicate how gender is mainstreamed into the work of the ICD.
11.5 Programmes
11.5.1 Internal
• Staff Development
The ICD encourages all staff to attend conferences, training and information sessions on gender issues and national gender machinery meetings. During August, all offices participated in dialogues on issues that affect women. The aim of these dialogues was to get both men and women to engage on gender-related issues. A report on the dialogues has been compiled and has been forwarded to the OSW in September 2003.
• Systems Development
Systems have been developed for monitoring how gender equity in the ICD is being promoted. The ICD has two internal standing committees, the Special Programmes Committee and the Equity Committee that meets quarterly and part of their mandate is to monitor progress made in this regard. Matters pertaining to gender equity are also reported on to management at senior management meetings and national office management meetings.
The ICD also monitors the implementation of the Domestic Violence Act. The Communications component is responsible for community outreach initiatives. A quarterly newsletter on special programmes is also produced and one of its goals is to give coverage to gender issues.
• Health Care and Rehabilitation
The report makes note of the fact that a number of employees have been referred to health care facilities. The objectives of this initiative and its relevance for impacting positively on gender relations are not clear and needs to be clarified. • Education
The ICD ensures that equal opportunities are provided to all employees for the furthering of education.
11.5.2 External
• Public Education and Awareness Raising
The ICD strives to play a proactive role in sensitising communities on the Domestic Violence Act. Vulnerable communities in rural and farming areas and informal settlements are the main target groups. This is done through campaigns run during the 16 Days of Activism of No Violence Against Women, the Imbizo Focus Weeks and the Public Service Week. The ICD also makes use of a newsletter, information boards, information sessions, training and other calendar events to disseminate information on gender-related issues.
- Staff Component
The following information is provided with respect to staffing:
Staff Complement as at 31 October 2003
| Total Female Staff | Total Male Staff | Total Staff |
| 58 | 63 | 121 |
| Total female staff | Total male staff | Total staff employed |
| employed at salary | employed at salary | at salary level 9 and |
| level 9 and above | level 9 and above | above |
| 12 | 24 | 36 |
- Achievements
The report does not make specific mention of the achievements of the GFP.
- Challenges
No challenges are identified in the report.
- Justice and Constitutional Development
2.1 Structure
The GFP is a directorate located in the office of the Director-General. The organogram of the Director-General’s office is in the process of being finalised and it is envisaged that the Director of the GFP will report directly to the Director-General. The positions in the Directorate are that of director, deputy director, legal administrative officer, administrative officer and an administrative clerk. Not all the positions are filled due to a bargaining chamber resolution.
The Department furthermore has a National Gender Forum, which consists of the GFP coordinators from the Provincial Gender Forums, representatives from the Head Office Gender Forum and the Gender Directorate.
Functions of the GFP
• Ensure the ongoing development of the gender policy.
• Mainstream gender into policy development.
• Monitor and facilitate the implementation of the gender policy.
• Drive the gender budget process within the Department.
• Facilitate the establishment of regional gender sub-structures.
• Facilitate the relationship between the Department and other
Government Departments and constitutional bodies within the national
gender machinery.
• Provide secretarial services to the National Gender Forum.
• Integration of gender equality analysis into, amongst others:
o Policy programme development
o Research
o Interpretations of judgements
o Legal advice
o Dispute resolutions
o Legal advice
Functions of the National Gender Forum
• To act as an advisory body and monitoring mechanism to ensure that
gender considerations are integrated into mainstream issues.
• To advise the Department on the integration of gender concerns into
mainstream policy and planning.
• To apply gender equality analysis tools in assessing and monitoring
the Department’s policies, legislation, procedures, practices and
programmes.
• To monitor progress in the implementation of the gender policy,
identify blockages and facilitate the process of redressing gender
imbalances in Departmental policies and practices.
12.2 Budget
From the Department: Administration R2 024 000 Projects R1 095 000 Total R3 119 000
Donor funding: European Union R3 000 000
12.3 Policy and Gender Action Plan
The Department does have a Gender Policy and Gender Action Plan.
12.4 Gender Mainstreaming
The Department has a gender mainstreaming strategy. Details of this strategy are captured below.
12.5 Programmes
| Programme | Sub-programme | Project | Progress |
| Sexual | Law reform | Sexual | The South African Law |
| Offences | Offences | Commission submitted a | |
| Substantive | report on sexual | ||
| Law and Sexual | offences (including a | ||
| Offences | draft bill) to the | ||
| Processes and | Minister in January | ||
| Procedure. | 2003. The Criminal Law | ||
| (Sexual Offences) | |||
| Amendment Bill is | |||
| currently before | |||
| Parliament. | |||
| Other discussion papers | |||
| being developed are on | |||
| adult prostitution and | |||
| stalking. | |||
| Sexual Offences | These courts have been | ||
| Courts | launched throughout the | ||
| country. An audit has | |||
| been conducted to | |||
| provide clarity as to | |||
| the status of all sexual | |||
| offences courts. | |||
| Domestic | Magisterial | The Gender Directorate | |
| Violence | guidelines on the | and a committee of 15 | |
| Domestic Violence | Magistrates assisted the | ||
| Act | Consortium on Violence | ||
| Against Women to develop | |||
| guidelines in the | |||
| implementation of the | |||
| Domestic Violence Act. | |||
| Multi-disciplinar | An integrated strategy | ||
| y training manual | on training was | ||
| on the Domestic | developed to address the | ||
| Violence Act | problem of inefficiency | ||
| in the implementation of | |||
| the Domestic Violence | |||
| Act in the entire | |||
| Criminal Justice System. | |||
| Training on the | Decentralised training | ||
| Domestic Violence | courses have been | ||
| Act | designed to counter the | ||
| problems of staff being | |||
| unable to attend | |||
| training. | |||
| Simplification of | The Consortium on the | ||
| the Domestic | implementation of the | ||
| Violence | Domestic Violence Act | ||
| application forms | simplified the domestic | ||
| violence protection | |||
| order applications | |||
| forms. | |||
| Maintenance | The | Appointments | Assistants to |
| implementation of | of assistance | maintenance officers | |
| the maintenance | to maintenance | have been appointed in | |
| system | officers. | 56 maintenance courts. | |
| The policy and | |||
| regulations for the | |||
| permanent appointment of | |||
| maintenance | |||
| investigators are being | |||
| finalised. | |||
| Training of | The Department, together | ||
| maintenance | with the Justice | ||
| investigators. | College, HJN Training | ||
| and Technikon Pretoria | |||
| have provided training | |||
| for maintenance | |||
| investigators. | |||
| Duties of | The duties of the | ||
| maintenance | maintenance | ||
| investigators. | investigators have been | ||
| established, The | |||
| Departments is also in | |||
| the process of | |||
| prioritising the | |||
| establishment of an | |||
| Information Support | |||
| Centre for maintenance | |||
| and related | |||
| investigations. | |||
| Baseline | A study was commissioned | ||
| costing | into the costing of the | ||
| Initiative in | appointment of | ||
| Maintenance | maintenance | ||
| Courts. | investigators. Five | ||
| reports evolved from | |||
| this and are being | |||
| considered. | |||
| Simplification of | A committee has been | ||
| maintenance | established to look at | ||
| application forms | the simplification of | ||
| maintenance forms. | |||
| Technical | Committee to | The function of this | |
| amendments to the | investigate | committee is to | |
| Maintenance Act | the execution | investigate the | |
| of orders | practical problems | ||
| under | experienced by the | ||
| Maintenance | maintenance court as it | ||
| Act. | pertains to the Chapter | ||
| 5 civil remedies as set | |||
| out in the Maintenance | |||
| Act. | |||
| Family Court | This committee was | ||
| sub-committee | established to implement | ||
| on drafting | some of the tasks geared | ||
| of technical | towards establishing | ||
| amendments | fully-fledged and | ||
| effective functioning | |||
| family courts. | |||
| Family Court | The Gender Directorate | ||
| process | leads this process, | ||
| mapping | which is aimed at | ||
| project | re-engineering the | ||
| systems in these courts | |||
| in order to automate | |||
| efficiencies. | |||
| The South | Tabling the | It was envisaged that | |
| African | Charter before | the Charter would be | |
| Charter of | Cabinet on 26 | tabled before Cabinet on | |
| Victims | November 2003 | 26 November 2003 and be | |
| Rights and | launched on 8 March | ||
| the Minimum | 2004. | ||
| Standards for | |||
| Service | |||
| Providers | |||
| Translation | The Domestic Violence, | ||
| of the Acts | Maintenance and | ||
| into 9 | Recognition of Customary | ||
| African | Marriages Acts have been | ||
| languages and | translated into 9 | ||
| Brail | African languages. These | ||
| Acts are also in the | |||
| process of being | |||
| finalised in brail text. | |||
| Service | Magistrates | A workshop was held to | |
| delivery | workshop inJuly | discuss service delivery | |
| improvement | 2002 | improvement in courts | |
| by judicial | regarding the | ||
| decision | prioritisation of | ||
| making | maintenance, domestic | ||
| project | violence, sexual | ||
| offences cases and court | |||
| management. | |||
| Developing other | |||
| guidelines | The Lower Court | ||
| Management Committee has | |||
| been tasked to develop | |||
| magisterial guidelines | |||
| in the implementation of | |||
| the Maintenance Act and | |||
| Child Justice Act. | |||
| Women | Recognition of | The Gender Directorate | |
| empowerment | Customary | was involved in a | |
| on justice | Marriages Act | 3-month radio talk show | |
| issues | radio talk show | on this Act. A plan of | |
| through | action will be produced | ||
| effective | based on the problems | ||
| communication | identified during the | ||
| programmes. | |||
| Amendments to | The Directorate was | ||
| regulations | involved in a process of | ||
| of the | insuring that | ||
| Recognition | regulations are amended | ||
| of Customary | to make the process of | ||
| Marriages Act | registering a customary | ||
| marriage easier for | |||
| women. | |||
| Mainstreaming | Mainstreaming | A study was conducted by | |
| Gender | Gender report | the Gender Directorate | |
| with the aims of | |||
| enhancing the | |||
| Directorate’s | |||
| effectiveness in working | |||
| with the leadership of | |||
| the Department to | |||
| accelerate gender | |||
| Mainstreaming | transformation. | ||
| Gender | |||
| Implementation | The Directorate has | ||
| Guidelines | developed guidelines to | ||
| assist the | |||
| Ministry/Department and | |||
| affiliated structures to | |||
| implement gender | |||
| equality analysis in its | |||
| entire business; | |||
| training will commence | |||
| Mainstreaming | in February and March | ||
| gender reporting | 2004. | ||
| protocol | |||
| The Directorate has | |||
| developed reporting | |||
| protocols to assist the | |||
| Minister and the | |||
| Director-General to | |||
| monitor the | |||
| implementation to gender | |||
| equality analysis by all | |||
| managers in the Ministry | |||
| / Department. | |||
| Gender Budget | Customer needs | The Gender Directorate | |
| Project | assessment tool | conducted a needs | |
| and report | assessment with its | ||
| customers in order to | |||
| develop gender budgeting | |||
| guidelines to assist the | |||
| Ministry / Department to | |||
| mainstream gender in all | |||
| aspects of its budget. | |||
| Gender budget | A gender budget | ||
| assessment tools | assessment tool has been | ||
| and report | developed to assess the | ||
| Department’s budget | |||
| allocation and | |||
| expenditure trends. This | |||
| was envisaged to be | |||
| conducted between 24 – | |||
| 28 November 2003. | |||
| Gender budget | |||
| implementation | The report from the | ||
| guidelines | assessment of the budget | ||
| allocation will lead to | |||
| the development of the | |||
| gender budget | |||
| implementation | |||
| guidelines. | |||
| Promotion of | The Act was enacted in | ||
| Equality and | February 2000. | ||
| Prevention of | |||
| Unfair | |||
| Discriminatio | |||
| n Act of 2000 | |||
| Equality Court | Thirty-three courts have | ||
| been identified for the | |||
| first phase | |||
| implementation. | |||
| Tertiary | Some tertiary | ||
| institutions | institutions have been | ||
| research | assisting the | ||
| programme | Directorate with | ||
| research, monitoring and | |||
| UCT: Consortium | evaluation. | ||
| on Violence | |||
| Against Women | Conducted research on | ||
| research | the implementation of | ||
| Domestic Violence Act in | |||
| Technikon South | the Western Cape. | ||
| Africa | |||
| Conducted research on | |||
| the experiences of black | |||
| women in the Maintenance | |||
| University of | Court. | ||
| Potchefstroom | |||
| Assisting with research | |||
| on constitutional | |||
| University of | development. | ||
| Witwatersrand: | |||
| Centre for | |||
| Applied Legal | Assisting the Justice | ||
| Studies | College with the | ||
| development of the | |||
| Recognition of Customary | |||
| Service delivery | Marriages Act bench | ||
| improvement | book. | ||
| through | |||
| partnership with | The Directorate held a | ||
| tertiary | seminar with tertiary | ||
| institutions | institutions to | ||
| conference, | establish a formal | ||
| September 2003 | working relationship. | ||
| A conference is | |||
| scheduled for February | |||
| 2004. | |||
| Transformatio | Research on | It focuses on the nature | |
| n of the | equalising | of current obstacles to | |
| Judiciary | opportunities | women’s equal | |
| within the | participation within the | ||
| judiciary between | judiciary. | ||
| men and women | |||
| Meeting with SA | A meeting was held to | ||
| women judges, | initiate the programme | ||
| October 2001 | and ascertain the | ||
| problems that women | |||
| judges are experiencing. | |||
| In order to address some | |||
| of the problems, laptops | |||
| were purchased to assist | |||
| women judges. The | |||
| laptops could not be | |||
| distributed as the | |||
| Minister, Deputy | |||
| Minister, and Chief | |||
| Justice said it was | |||
| discriminating against | |||
| men. | |||
| South African | A committee emanated | ||
| women judges | from this conference to | ||
| conference, | look at gender issues | ||
| October 2003 | within the judiciary, | ||
| and the establishment of | |||
| the Association. | |||
| Women in the | Four women judges and a | ||
| judiciary | chief magistrate have | ||
| transformation | been nominated to form a | ||
| committee | committee that will | ||
| focus on gender issues | |||
| and to establish a SA | |||
| Association of women | |||
| judges. | |||
| Employment | The Department is not | ||
| Equity | making sufficient | ||
| progress to ensure that | |||
| women are appointed to | |||
| senior and | |||
| decision-making | |||
| positions. | |||
| Women who | Application for | The Department has | |
| killed their | Presidential | appointed a researcher | |
| abusive | pardon | to investigate the | |
| partners | implications of granting | ||
| pardons. | |||
| A workshop will be held | |||
| with constitutional | |||
| experts in April 2004 to | |||
| discuss the | |||
| constitutional | |||
| implications of | |||
| presidential pardons. | |||
| Ratification | The Directorate is part | ||
| of the United | of an inter-departmental | ||
| Nations | task team looking at | ||
| Convention | this convention and its | ||
| Against | protocols. | ||
| Transnational | |||
| Organised | |||
| Crime | |||
| Development | The Directorate is | ||
| of a booklet | compiling a booklet, | ||
| on precedent | which discusses all | ||
| setting court | landmark decisions by | ||
| judgements | the Constitutional Court | ||
| and other courts that | |||
| hold significance for | |||
| women’s human rights. | |||
| Draft | The Directorate has | ||
| National | participated in the | ||
| Action Plan | drafting of a preface | ||
| Against | for this national action | ||
| Racism | plan. |
12.6 Staff component
| Post Class | African Male | African Female |
| 13 | 16 | 12 |
| 14 | 7 | 4 |
| 15 | 2 | 1 |
18.7 Achievements
The achievements of the GFP are not highlighted in the report.
18.8 Challenges
The challenges faced by the GFP are not mentioned.
- Public Service Commission[9]
19.1 Structure
The GFP in the Department refers to an individual. A senior Human Resources Practitioner is responsible for all special programmes, including gender. This person report to the assistant director: Group Human Resources.
19.2 Budget
The Department has allocated a budget of R52 000 towards all special programmes for the 2003/04 financial year.
- Safety and Security – Secretariat[10]
20.1 Structure
The Secretariat does not have a GFP in place.
20.2 Staff component
The Secretariat has a staff complement of 30. At the time of the presentation, there were 16 vacant positions in the Secretariat. Of the staff in management level, there is 1 deputy director and 4 assistant directors.
- Department of Science and Technology (DST)
21.1 Structure
The Science, Gender and Disability Unit was established in November 2002, and is responsible for the gender mainstreaming of line function programme delivery in the Science, Engineering and Technology (SET) sector. This unit only has an external focus and is managed by a manager who is appointed at a director level. The unit is also staffed with two deputy directors and a secretary. The deputy-directors have been in office since June 2003 and August 2003, respectively. The GFP reports to the general manager of Human Capital and Science Missions.
A Special Programmes Officer, appointed at a deputy director level and located in the Human Resource Management Section, is responsible for ensuring gender equity in terms of employment practices, training and staff development. This person is also responsible for organising commemorative events such as Women’s Day and the 16 Days of Activism Campaign. The Internal GFP reports to the general manager of Human Resource Management.
21.2 Budget
The following information was provided with respect to the budget:
| Project | Amount |
| South African Reference Group | R1 Million |
| on Women in Science and | |
| Technology (SARG) | |
| South African Women in Science | R1 Million |
| Awards | |
| Research Project | R260 000 |
| Administrative cost of unit | As necessary |
It was not stipulated whether the unit has its own budget or not.
21.3 Policy and Gender Action Plan
The internal gender programme has been involved in developing a sexual harassment policy.
The SET sector has identified a need for a Gender Equity Mainstreaming Policy. It is envisaged that this policy will capture the following themes:
• Human capital development, with specific focus on the development
of women.
• Research agenda that reflects the needs/interests of women leading
to an improvement in their quality of life and allowing them to be
involved in wealth creating entrepreneurship.
It is anticipated that this policy should be available for public debate by mid-2004. 21.4 Gender Mainstreaming As part of an attempt to recognise the need to mainstream gender, the DST has firmly entrenched this concept in the National Research and Development Strategy that was approved by Cabinet in 2002. The objective here is to mainstream gender into all research agendas to ensure that women are viewed as potential end-users and/or beneficiaries with a resultant improvement in the quality of their lives and in their communities.
The Science, Gender and Disability Unit focuses on achieving gender mainstreaming in two ways:
• Human capital development in a holistic manner by addressing the educational pipeline issue for the girl child and the recruitment, retention and development of women in Science, Engineering and Technology. • Ensuring that research agendas of publicly funded institutions reflect the needs and interests of women.
In September 2003, the Science, Gender and Disability Unit set up a two- phased process aimed at achieving organisational transformation and the inclusion of gender sensitivity in all line function programmes to promote the mainstreaming of gender in the DST. The first phase involved a set of focused interviews of seven senior managers by an external gender consultant to obtain an understanding of the organisational culture, work environment and core activities of the individual programmes. The interviews were followed by a one-day gender sensitivity and gender mainstreaming workshop to which all senior managers were invited. The final report on the outcomes and recommendations of the interviews and workshop is still in the process of being drafted.
21.5 Programmes
• Human Capital Development Plan
An engendered human resource development plan is crucial to the achievement of an improved quality of life and wealth creation for women. This plan strives to address the following issues:
• Identify impediments to progress in Science, Engineering and
Technology.
• Identify needs/deficits of the science, engineering and technology
sector in attracting and retaining women.
• Identify and develop appropriate rewards and recognition systems
• Monitor survival and progress at institutions.
• Analyse the impact of (or lack of) mentoring and coaching roles of
senior women researchers and businesswomen in the technology sector
as role models and high achievers.
Establishment of engendered research agendas
The principle objective of establishing engendered research agendas is to improve the quality of life of women and to enable women to be involved in wealth creation. The three major areas in which the quality of life of women can be improved are through:
• Women’s health
• Women’s role in society
• Women’s safety and security
South African Reference Group on Women in Science and Technology
The Research and Development Strategy of the Department of Science and Technology articulates a clear position on the empowerment of women and a need for their meaningful participation and contribution in the development of research and development in South Africa. Wide consultation with key stakeholders at various forums determined that the vehicle to achieve gender mainstreaming is through the appointment of a South African Reference Group on Women in Science and Technology (SARG).
The following key objectives have been set for the SARG:
• Assist the National Advisory Council on Innovation (NACI) to
promote a research agenda, including influencing funding that will
improve the quality of life of women.
• Assist NACI to promote innovation that will allow women to make a
greater contribution to wealth generation in South Africa.
• Provide advice on developing mechanisms that will increase the
participation and contribution of women in science and technology.
• Highlight role models that promote women’s entry and advancement in
science and technology.
• Monitoring role in tracking institutional impact.
• Equity Audit of Science Councils
In 2002, the Science, Gender and Disability Unit undertook an audit that sought to uncover how the various Science Councils responded to the challenge of addressing equity issues in their respective organisations. This baseline audit of the Science Councils was to provide basic data on the availability of resources and the progress attained in some areas towards transformation. The study has been set within the framework of corporate governance.
• South African Women in Science Awards
The South African Department of Science and Technology has created recognition awards to celebrate “Women in Science”. This was a direct response to the vision encapsulated in the National Research and Development Strategy of ultimate improvement in the quality of life of all South Africans.
• Research Project on Gender Equity in Science and Technology
The Science, Gender and Disability Unit commissioned research to inform DST and the SARG on the status in Science Councils and Higher Education Institutions of the following:
• The number of women scientists and engineers and their
qualifications.
• Special policies and programmes for development of women in SET.
• Preferential funding mechanisms for grants for women in SET.
• Research agendas/projects being developed with a gender perspective
that sees women as beneficiaries/end users.
SARG Website and On-Line Discussion Forum
The SARG website was officially launched on Youth Day in 2003 and its main purpose is to inform the public of gender-related developments in SET and the activities of the SARG. The site also serves as a portal for discussion forums. A closed forum allows for discussions between SARG members. An open forum allows individuals from the scientific community and the general public to enter into discussion and debates with each other, SARG, DST and NACI on issues relating to gender mainstreaming in SET within the broad themes of human capital development and research agendas. The themes and lessons arising out of these forums will be used to inform other gender equity initiatives such as conferences and research endeavours.
Poverty Relief Programme
The Technology for Poverty Alleviation Programme is one of the initiatives within the Poverty Relief, Infrastructure Investment and Job Creation Programme, which was approved by the Ministers’ Committee on the Budget (MINCOMBUD). The programme focuses on the transfer of available technologies to communities to enhance the use of local resources and indigenous knowledge to stimulate economic activity. Many of these projects have been implemented in poverty nodes as identified by the Integrated Sustainable Rural Development Programme (ISRDP). Technology partners follow a holistic approach to poverty relief, focusing on technology as one component to contribute towards the economic empowerment of previously marginalised groups and communities, with special emphasis on women. 21.6 Staff Complement Not reported. 21.7 Achievements No specific achievements are reported. 21.8 Challenges No challenges are reported.
- Department of Social Development (DoSD)
22.1 Structure
The GFP in the Department of Social Development is a sub-directorate and is staffed with a deputy director and one contract worker. The GFP is located in the Director-General’s office and has been placed under the Directorate of Executive Support. It reports to the chief director of corporate services.
22.2 Budget
R 580 000 was allocated to the GFP for the 2003/04 financial year. 22.3 Policy and Gender Action Plan
No mention was made of work done in this regard.
22.4 Gender Mainstreaming
Overall, no mention was made of this aspect of the work of DoSD. However, mention was made of the fact that no clear indicators have been developed to ensure effective gender mainstreaming into the Department’s programmes.
22.5 Programmes
• Training
Training is provided on legislation such as the Domestic Violence Act (Act No 116 of 1998) and the Maintenance Act (Act No 99 of 1998). Training is further provided on international and regional treaties such as the Beijing Platform for Action (BPA), the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), the South African Development Community Declaration, National Gender and Policy Framework and more broadly on issues such as sexual harassment, self defence and sensitising men to gender issues. The target group of this training was not given.
• Gender Advocacy and Awareness Programmes
This programme entails the commemoration of National Women’s Day, International Women’s Day, 16 Days of Activism and the International Women’s Day for Peace.
22.6 Staff Complement
Not reported.
22.7 Achievements
No achievements are listed.
22.8 Challenges
No challenges are listed.
- The South African Police Services (SAPS)
23.1 Structure
The deputy national commissioner manages the Gender Focal Point in SAPS. Internally, the Divisional Commissioner: Career Management is the custodian of internal gender-related issues. Externally, the divisional commissioner crime prevention is responsible for the gender-related work of SAPS.
23.2 Budget
The SAPS budget makes provision for the activities and programmes conducted to address gender issues. The amount allocated is not stipulated.
24.3 Policy and Gender Action Plan
A Sexual Harassment Policy has been developed and popularised amongst staff.
24.4 Gender Mainstreaming
This is not indicated.
24.5 Programmes
24.5.1 Internal programmes
• Women’s Empowerment Sessions
‘Women’s Empowerment Sessions’ were conducted in all nine provinces. These sessions were motivational sessions for women in SAPS. It is thought that they resulted in more women applying for middle and senior management posts. Gender structures were also established as part of this process. The role of these structures was not clarified. These gender structures have undergone training. The purpose and content of this training is unclear.
Exhibitions
Exhibitions were held at the specialised units during the Women’s Day celebrations at the Pretoria West College. The purpose of this was to expose women to the specialised units with the aim of stimulating interest in them, given that they are male dominated.
• Bridging programme/ recruitment strategies
A bridging programme has been established at the Special Task Force to ‘accommodate the disadvantaged’. The nature of, objectives and the ways in which this programme benefits women are not clear.
Recruitment strategies in 2004 in the Special Task Force will focus specially on women.
Launch of the Women’s Network
The Women’s Network was launched to facilitate communication and the flow of information amongst women in leadership positions and the sharing of best practices. It is unclear whether this network only focuses on internal gender issues.
Calendar Events
The celebration of National Women’s Day with related activities took place in the provinces and divisions. It was envisaged that men will run the campaign during the 16 Days of Activism.
• Sexual Harassment Survey
A survey on the prevalence of sexual harassment in SAPS has been conducted. The final report will be used to determine whether the current policy has been effective and whether there is a need for further interventions.
• Affirmative Action Programme
An ‘Entering Leadership Programme’ has been initiated. Seventy percent of the participants in 2003 were women. The purpose and method of this programme was not clarified. Numeric targets in terms of gender have also been set as per the SAPS Employment Equity Plan. The overall representation of women in SAPS in 2003 is 26%.
• Training At middle management level, a total of 27 441 women were trained. A total of 110 women received bursaries.
25.6 Staff Component Numeric targets in terms of gender have been set as per the SAPS Employment Equity Plan. The following table provides information on the numbers of women in SAPS over the past four years:
| Year | Men | Women |
| 2000 | 79% | 21% |
| 2001 | 77% | 23% |
| 2002 | 75% | 25% |
| 2003 | 74% | 26% |
25.7 Achievements
Achievements of the GFP are not specified.
25.8 Challenges
No challenges are listed.
- South African Sports Commission
26.1 Structure
In terms of the ‘Women, Sport and Recreation Policy Guidelines’, the South African Sports Commission (SASC), together with the provinces, have agreed that the Committee on the Transformation of the South African Sports Commission’s (SASC) Board, will take responsibility for the overall strategic direction and policy framework on all matters pertaining to women and sport. A Commissioner will chair this committee. Co-ordinators for women and sport will provide assistance to this committee. The main responsibilities of the co-ordinators will be to initiate, implement and oversee all operational issues.
The provincial forums will take responsibility for:
• Advising the co-ordinator on equity issues.
• Implementing the policy.
• Initiating and implement women and sport projects.
• Assisting in dispute resolution.
• Hosting information dissemination sessions.
• Sharing ideas and addressing key issues.
• Assisting with equity research.
• Ensuring that key role players establish equity desks.
• Addressing cultural dynamics.
26.2 Budget
R100 000 was received in the 2003/04 financial year. It is unclear whether this budget is intended solely for gender-related initiatives in sport or whether it caters for a broader range of activities.
26.3 Policy and Gender Action Plan
Policy guidelines have been developed on women, sport and recreation. In terms of these guidelines, the SASC has to submit a women and sport policy document and business plans and budgets for related projects to the SASC’s Board Committee on Transformation. A document that sets out the framework and strategic direction for all issues pertaining to women, sport and recreation must also be submitted to this committee.
26.4 Gender Mainstreaming
Although the policy guidelines on women, sport and recreation indicate that gender mainstreaming should be one of the key performance areas of the SASC, no further information is provided on the strategies for so doing.
- Programmes
The following projects are listed in the SASC report:
• Gender training workshops on life skills, capacity building and
mentorship. The target of this initiative is not mentioned.
• Establishment of forums in the provinces (no further information
provided in this regard).
• Research on women, sport and recreation. The exact nature of the
research is not stipulated, yet reference is made to the fact that
data is being collected on the trends of participation of women in
sport.
• Support for girl child programmes such as leadership/peer group
courses.
• Commemoration of calendar events such as Women’s Day and Disability
Month.
26.6 Staff Complement
Not reported.
26.7 Achievements
Not reported.
26.8 Challenges
The following challenges are listed: (Note that the exact nature of the challenges were not clarified).
• Budgetary constraints.
• Lack of sponsorships.
• Lack of support from male counterparts.
• Lack of support from families and partners.
• Minimum media support.
• Cultural dynamics.
• Pregnancy in sport and taboos relating to this.
• Women’s sport being trivialised, criticised and not taken seriously.
• Codes such as netball being dubbed ‘Cinderella sports’.
• Some codes seen as being masculine.
- Department of Trade and Industry (DTI)
27.1 Structure
Before the current unit came into existence, a Gender Desk had been set up in 1998, which was transformed into a Gender Unit in 2000.
The Gender Focal Point in the Department of Trade and Industry is currently called the Gender and Women’s Empowerment Unit, set up in 2003. The unit is staffed with a director who reports to the Deputy Director-General. A chief director post has been created, but is still to be confirmed.
27.2 Budget
The internal administration of the Gender and Women’s Empowerment Programme is allocated R1,5 million annually. The South African Women Entrepreneurs Network (SAWEN) is budgeted at R 2 million and R 6 million is allocated to Technology for Women in Business (TWIB).
27.3 Policy and Gender Action Plan
One of the initiatives of the unit has been to revise the Gender and Women’s Empowerment Policy and Strategy framework. No further information in this regard is provided.
A Gender and Women’s Empowerment Committee has been set up to monitor the impact of policies.
- Gender Mainstreaming
No mention is made of the mainstreaming of gender into the work of the Department.
-
Programmes
• Launch of the ‘Women’s Forum Annual Conference and Awards’. • Facilitated a process for growing and supporting women’s enterprises through SAWEN. A committed budget has been secured for SAWEN groundwork. SAWEN provincial chapters have been launched in the Eastern Cape, KwaZulu-Natal, Gauteng, Bloemfontein, North West, Northern Cape and Limpopo. • Hosted the national technology for ‘Women In Business Conference’ for 2003. • Commissioned a study to assess the national status of South African women entrepreneurs.
-
Staff Complement
Not reported.
- Achievements
The following achievements are listed:
• Developed a business plan with milestones and incorporated this as
part of the divisional strategic plan.
• Secured a gender budget as well as separate budgets for various
initiatives.
• Launched the DTI internal clinic providing medical and counseling
services specifically for women.
• Engaged with the private sector to support a women’s entrepreneurship
programme (JSE, APDF, BMF and ABSA are participating partners).
• Supported the Spousal offices (the nature of is achievement is not
made clear).
27.8 Challenges
The following challenges have been identified:
• The need for additional financial resources.
• The need to increase staff capacity.
• The need to implement the ‘Gender and Women’s Empowerment Policy and
Strategy Framework’ throughout the DTI.
• The need to increase women’s support and design in relation to
financial and non financial schemes.
- Department of Water Affairs and Forestry
28.1 Structure
Gender issues are managed by the Equity Programmes, which resides within Human Resource Management. This sub-directorate also manages issues relating to disability, youth and children, and employment equity. The Gender Focal Point reports to the Director Human Resources Management.
28.2 Budget
The budget is located within the Human Resource Management Directorate’s budget. The amount allocated to gender-related work is not specified.
28.3 Policy and Gender Action Plan
The Department’s Gender Policy was developed to promote gender equity and equality in the fields of water and forestry and to honour national and international legislation calling for gender equity and equality.
This policy document outlines the status of gender-related issues in the Department. It also outlines the important gender principles that recognise and address the conditions that mitigated against women taking their full part in society, ending discriminatory practices and according special recognition and treatment to women as a means towards addressing the imbalances of the past.
Apart from the Gender Policy, the Department has also adopted an Anti- Sexual Harassment Policy as the department believes that it is its duty to provide a work environment that is free of sexual harassment. The policy applies where sexual harassment has occurred in the work environment.
The Department has developed a draft gender action plan. This document is an implementation plan that details what will be done, how it will be accomplished and who is responsible. Although the intention of this document is very clear, it has been seriously affected by capacity problems in terms of taking it forward, specifically with regard to awareness raising, implementation and monitoring.
28.4 Gender Mainstreaming
The Gender Policy outlines both the internal and external goals and objectives for gender mainstreaming. One of the goals is to ensure the equal participation and involvement of women and men in decision-making on all projects undertaken by the Department. The policy then reflects the structure responsible for implementation and also outlines the national and international instruments supporting gender equality and/or mainstreaming.
28.5 Programmes
• Representation in project structures
Water projects were managed through local project steering committees. The Department requires that their membership consist of 30% women, which has been complied with. With the handover of responsibilities to local government, the 30% target is still being applied. In all institutions for which the Department has oversight and where the Minister is responsible for appointments of the Board, adequate gender representation is promoted.
Celebration of calendar events
For the past year, the Department has successfully celebrated and participated in the National Women’s Day, the 16 Days of Activism on No Violence Against Women and Children Campaign and International Women’s Day. The last gender-related event that was celebrated was the ‘Women in Water Awards’ celebration.
Water Resources Management Branch Progress
The Department has undergone a process of transformation, which has resulted in the establishment of a gender component in the Stakeholder Empowerment Unit in the Water Resources Management (WRM) branch.
During the Earth Summit in August 2002, the Department of Water Affairs and Forestry made a commitment to work in partnership with the Gender and Water Alliance (GWA). This would entail the development of training modules for ensuring gender mainstreaming in integrated water resources management.
In the development of the Levhuvhu River Government Scheme, local women were trained in concrete technology, catering, bookkeeping, minute taking and facilitation. Those trained in concrete technology have been employed in the scheme, and local women now cater for project meetings. In such initiatives, sustainability is a challenge, and only co-operative governance could be a means for ensuring poverty alleviation in these areas after the completion of projects. The Department has been supporting the ‘Water for Food Movement’, which is an association of rural women who use water-harnessing mechanisms, in order to have enough water for their communal vegetable gardens.
A gender analysis of the water sector is currently underway. Some of the water management institutions are being analysed. A gender mainstreaming strategy will be developed, implemented and monitored.
• Water Services Programme Progress
o Awareness raising and training programmes were rendered to project
implementing agents and management staff in the Department, and
district municipalities in KwaZulu Natal, Limpopo, Eastern Cape, and
North West. The aim was to assist managers and implementing agents
understand relationship between gender and sustainability and ensure
that these get addressed within project cycles.
o Establishment of units to address gender within the Department and the
water services sector. This has been achieved in Eastern Cape, Limpopo
and North West.
o The development of a draft gender mainstreaming strategy in the
Eastern Cape.
o Started a process of development of gender key performance indicators
for integration into the monitoring and evaluation system.
o Started a process of developing a sector gender mainstreaming
strategy.
o Assumed a leading role in the " Take a Girl Child to Work" project,
sponsored by Cell C.
28.6 Staff Complement
The following information was provided:
| Period | Male | Female |
| 1999-2000 | 16 385 (71%) | 6 554 (29%) |
| 2000-2001 | 15 548 (71%) | 6 403 (29%) |
| 2001-2002 | 14 539 (71%) | 5 841 (29%) |
| 2002-2003 | 12 912 (70%) | 5 553 (30%) |
28.7 Achievements
No specific achievements other than those identified in the programmes listed above, have been identified.
28.8 Challenges
No challenges have been identified other than the fact that the implementation of the Gender Action Plan has been seriously affected by capacity problems.
Section Three: Analysis of Submissions
Office on the Status of Women
- Structure
1.1 Capacity of OSW in terms of staff complement
The table below indicates the staff complement of the OSWs in the provinces:
| OSW | No. of | Position(s) |
| positions | ||
| Eastern Cape | 3 | Deputy director, assistant |
| director, administrative | ||
| officer. | ||
| Free State | 6 | Deputy director, assistant |
| director, administrative officer | ||
| (2), messenger and secretary. | ||
| KwaZulu-Natal | 3 | Deputy director, assistant |
| director and administrative | ||
| officer. | ||
| Gauteng[11] | 3 | Deputy director, assistant |
| director and administrative | ||
| officer. | ||
| Mpumalanga | 12 | Deputy director, assistant |
| director (2), chief community | ||
| liaison officers (3), community | ||
| liaison officer (3), and | ||
| administrative clerk (3). | ||
| North West | 7 | Director, assistant director |
| (3), administrative officer, | ||
| office manager and | ||
| administrative clerk. | ||
| Western Cape | 1 | Deputy director. |
From the above table, it is evident that OSWs vary in the number of people staffing the offices. This ranges from 1 position in the Western Cape to 12 posts being available on the organogram of the Mpumalanga OSW. A number of vacancies were reported in the OSWs. These include the position of the deputy director in KwaZulu-Natal and half of the positions in the Mpumalanga office. The vacancies in both the KwaZulu-Natal and Mpumalanga office is of serious concern, as it impacts on the Offices’ ability to deliver.
The shortage of staff in the Western Cape OSW is another grave concern. The capacity of human resources no doubt impacts negatively on the fulfilling of the functions of the OSW. It is difficult to see how this OSW can meet its mandate with only one staff member employed.
Another concern is with the seemingly skewed staff distribution in the Free State. The Free State OSW appears to be heavily staffed in an administrative capacity and less so with staff carrying out programmatic functions. The reasons for and effectiveness of this should be further investigated.
The report submitted by the North West is unclear as to whether the positions all have gender responsibilities. It was indicated that the director is also responsible for disability issues. Thus, the question arises as to whether the administrative staff support functions other than gender issues.
1.2 Location
The Gender Policy recommends that OSWs be established within provinces and be located in the Offices of the Premiers. The Mpumalanga, KwaZulu-Natal and North West OSWs indicated that they are based in the recommended office. Although Gauteng indicated the Directorate that the new Gender/HIV structure will report to, it is unclear whether the Directorate will be located in the Premier’s office. Three OSWs (Eastern Cape, Free State and Western Cape) did not indicate the location of their offices.
1.3 Level of Appointment
Most of the OSWs (6) indicated that the position of head of the OSW (or in the case of Gauteng, head of the programme) was at deputy director level. As indicated earlier, 2 of these were vacant (KwaZulu-Natal and Gauteng). Only the North West reported that the OSW is headed by a director. As was also indicated previously, other than gender responsibilities, this position also has the responsibility for disability issues.
In 3 of the OSWs, the deputy director or director is assisted by at least 1 assistant director (Eastern Cape, Free State and KwaZulu-Natal). The Mpumalanga OSW reports having 2 assistant directors while the North West has 3 assistant directors, of which 1 position is vacant.
Whilst the Gender Policy does not make specific reference to the level at which provinces should appoint OSW coordinators, it stands to reason that positions should be at the level where the person can influence decision- making and have the necessary level of authority to monitor gender goals and take action should this be the case.
1.4 Functions of the OSW
The Gender Policy identifies clear areas of foci for the provincial OSWs. These are:
• To develop a gender policy and plan of action (in line with the national policy). • To coordinate the activities of other role-players and stakeholders.
Given the functions of the OSW, it would thus also be responsible for co- ordinating the activities of GFPs in Departments and to some extent, the establishment of the GFPs in provincial Government Departments.
Other than report on the GFPs, the OSWs were not asked to report on the functions of the OSW. However, all but Gauteng reported on the programmes undertaken by the provincial Departments. The fact that Gauteng had not reported could possibly be ascribed to the Province not having an Office on the Status of Women. From the data collected, most provinces were thus able to report on the status of GFPs within Departments and to indicate where Departments had not been able to establish GFPs. Provincial GFPs will, however, be discussed in a different section of the report.
- Budget
Only 3 OSWs (Eastern Cape, KwaZulu-Natal and the Western Cape) provided some information on their budgets. These are indicated in the table below:
| Province | Amount |
| Eastern Cape | R1.2 million (2003/04). |
| Free State | Not available. |
| KwaZulu-Natal | R1.6 million (the financial year is not |
| known). | |
| Gauteng | Not available. |
| Mpumalanga | Not available. |
| North West | Special Programme Directorate has a |
| budget from which the OSW is allocated | |
| funds. | |
| Western Cape | Policy Development and Research - R15 000 |
| (2002/03). | |
| Capacity building - R50 000 (2003/04). | |
| Public Education - R285 000 (2003/04). | |
| Coordination of gender machinery - R350 | |
| 000 (2004/05). |
Mpumalanga and the Western Cape mentioned budgetary constraints in the OSW as one of the reasons why positions were not filled. Furthermore, Mpumalanga indicated that they are often given additional mandates, which are not funded. The Free State indicated that the budgetary allocation to their offices was far less than the allocation of the Youth Directorate in the province. This touches on the issue of prioritisation, and begs the question of whether gender equality is being given the necessary prioritisation.
Whilst the OSWs in the Eastern Cape and KwaZulu-Natal may appear to be getting a substantial amount of financial resources, it is necessary to ascertain what percentage of that amount goes towards the operations costs of programmes and the percentage that is allocated towards administrative functions such as salaries and infrastructure. At this point, it is not clear as to whether the amount is sufficient or not, but it is often the case that administrative expenditure outweighs the programmatic costs. This has serious impact on the output of the programmes. Furthermore, in his 2003 State of the Nation address, the President indicated that more funds would be allocated towards gender. It would need to be established whether this was indeed the case.
The Gender Policy does not refer specifically to the allocation of resources for provincial OSWs. However, it is imperative that adequate resources are made available to the provinces for them to give effect to their mandates. This requires an adequate allocation of financial resources to allow for the effective coordination, monitoring, networking and technical support required by the Office, as well as adequate financial allocations for programmes.
- Policy and Gender Action Plan
3.1 Developing policy
The Gender Policy clearly states that one of the provincial OSW functions is to develop a provincial gender policy and plan of action. This provincial policy should be in line with the national policy. As mentioned elsewhere in the report, one of the limitations of the hearings was that very specific questions (and thus limiting responses) were posed to OSWs. Many of the OSWs thus chose to answer the questions without any elaboration on any other issues. Within this report, it is thus difficult to report conclusively on the issue of the development of gender policies within the OSWs. Reference was made in some provincial reports to Gender Policies but very little detail was given on this. Hence, additional information is required from OSWs.
The reports show that Gauteng has a provincial Gender Policy in place. Two other provinces, namely Western Cape and KwaZulu-Natal indicated that draft policies are available. The Free State and the Eastern Cape make reference to undertaking activities to promote the gender policy. As no further information was provided on these gender policies, it is unclear whether the activities that they are undertaking is in relation to a national or provincial gender policy. This information needs to be sourced from the provinces. The OSWs of Mpumalanga and the North West did not indicate if the province has a Gender Policy or if one is being developed.
3.2 Gender Action Plan
Gauteng was the only province that referred to a provincial gender action plan. The Free State’s report mentioned a developmental plan and the North West OSW stated that they had developed a business plan, which was aimed at integrating gender programmes in Government. As no further information was provided, it is unclear whether these plans can be equated with a gender action plan. This would need further investigation. KwaZulu-Natal is in the process of developing a gender action plan. For most of the other provinces, this information was not available and requires further investigation.
3.3 Gender Audits
The OSWs in the Eastern Cape, KwaZulu-Natal and the North West mentioned that their provinces had undertaken gender audits and in the case of the Free State, developed monitoring tools. The gender audit in the Eastern Cape led to the development of a gender mainstreaming strategy and an empowerment of women coordination framework.
The Gender Policy recommends that provincial machineries should be structured and reflect those in the national machinery. One of these functions that should be mirrored is the development of indicators to measure progression towards gender equality. The gender audits undertaken by the aforementioned 3 OSWs thus squarely fall within the ambit of the provincial OSWs’ work. It should be ascertained what the OSWs progress has been towards the development of indicators to measure provincial progression towards gender quality.
- Gender Mainstreaming
Gender equality in all institutions of government can only be attained if a rigorous process of gender mainstreaming occurs (National Gender Policy). Therefore, it is the task of the gender machinery, also those in Government Departments, and at all levels, to ensure this. The Eastern Cape, KwaZulu- Natal and Gauteng indicated that they have a gender mainstreaming policy. The Free State indicated that they have a strategic plan and an operational plan derived from the Gender Policy. The North West has a gender strategy and in the absence of any further information, it is not possible to say whether this could be equated with a gender mainstreaming strategy.
With the exception of Gauteng, very little information is provided on the gender mainstreaming strategies of provinces. It is therefore unclear how gender is mainstreamed in provincial programmes and projects. Additional information needs to be provided by all OSWs on their gender mainstreaming strategies.
- Programmes
The OSWs were not asked to provide information on the programmatic work of their offices. Despite this, the OSWs in Gauteng, Mpumalanga and the Western Cape gave some indication of the programmes underway. Sufficient information was provided by Gauteng and the Western Cape to ascertain the programmatic areas, as well as the aims of the respective programmes.
The brief given to the OSWs requested that they provide information on the programmes of the provincial GFPs. However, they failed to provide information indicating the link between the GFPs’ programmatic work and the involvement of the OSWs.
Because programmatic information is only available for Gauteng, the Western Cape and Mpumalanga, it is not possible to make significant comments on the programmes of the OSWs. This is clearly an area that should be further explored.
| OSW | Programme | Description of programme |
| Gauteng | Policy development | Support is provided to |
| and policy analysis | Departments to develop sector | |
| specific policies and | ||
| programmes that address gender | ||
| issues. | ||
| Capacity building | The Directorate has done | |
| training on gender budgeting | ||
| and gender planning with GFPs | ||
| and senior management. | ||
| Gender machineries | A Gender Forum has been | |
| established which meets | ||
| monthly. | ||
| Monitoring and | Annual analysis of | |
| evaluation | Departmental strategies and | |
| budgets are done to ascertain | ||
| if they are in line with | ||
| national and provincial | ||
| priorities as well as to check | ||
| for the integration of gender | ||
| into plans and budgets. | ||
| Gender mainstreaming | The programme ensures that | |
| gender is mainstreamed into | ||
| Departments. | ||
| Co-ordination and | The Directorate coordinates | |
| planning | and plans the celebrations of | |
| certain commemorative events. | ||
| Mpumalanga | HIV and Aids | Co-coordinated the HIV and |
| AIDS programme Vusa Isizwe, | ||
| which targets school children. | ||
| Gender training | Conducted training for GFPs | |
| coordinators on gender issues. | ||
| Gender workshop | Conducted a gender workshop | |
| for Members of Parliament and | ||
| Heads of Departments. | ||
| Awareness campaigns | Ran awareness campaigns on | |
| legislation affecting women. | ||
| Calendar events | Co-coordinated the calendar on | |
| women’s events. | ||
| Western Cape | Policy development | Drafted a provincial gender |
| and research | equality and women empowerment | |
| implementation strategy. | ||
| Capacity building and | Involved in mainstreaming | |
| training | training for trainers in the | |
| public sector. | ||
| OSW specific capacity | ||
| building. | ||
| Public education, | Involved in the celebration of | |
| awareness raising and | commemoration days. | |
| communication | Development of promotional | |
| materials. | ||
| Partnerships with civil | ||
| society. | ||
| Co-ordination of | The formal structuring of a | |
| gender machinery | provincial gender management | |
| system. | ||
| Monitoring, | Developing of an audit | |
| evaluation and | instrument | |
| reporting |
The programmes of the Western Cape and Gauteng clearly gives effect to the functions outlined for the provincial OSWs.
- Challenges
Most of the OSWs reported on challenges impeding their work. The Free State and Eastern Cape did not raise challenges pertaining to their offices. One cannot, however, make the assumption that no challenges exist.
| Challenge | Raised by |
| Fostering an integrated approach to gender | KwaZulu-Natal |
| issues | |
| Political support required for gender issues | KwaZulu-Natal |
| Social regeneration and economic empowerment | Gauteng |
| Filling of vacancies | Mpumalanga and |
| Western Cape | |
| Budgetary constraints | Mpumalanga and |
| Western Cape | |
| Unfunded mandates from provincial and/or | Mpumalanga |
| national Government Departments | |
| Getting the gender machinery operational and | North West and |
| strengthening the gender machinery | Western Cape |
| Understanding the role and the operational | Western Cape |
| methodology of the OSW | |
| Strengthening relations with NGOs | Western Cape |
National Gender Focal Points
- Structure
1.1 Capacity of GFP in terms of staff complement
Most Departments (namely 11) report that the GFP is staffed with one person. Six Departments reported that their GFP was staffed with 3 or more persons, i.e. with at least 2 people assigned to professional posts and one administrative post. Two Departments (Foreign Affairs and Agriculture) need to fill the post of the person responsible for doing GFP- related work and one Department (Labour) reported that its GFP needs to be re-established. This is because the one that had initially been set up has become dysfunctional.
1.2 Location The Gender Policy recommends that the GFP should reside within the office of the Director-General so as to afford the GFPs easy access to all programmes and programme officials, thereby creating an enabling environment for gender mainstreaming. Only 4 Departments (i.e. Land Affairs, Agriculture and Justice and Constitutional Development and Social Development) reported that their GFPs are located within the office of the Director-General. Twelve of the other Departments reported that their GFPs were located elsewhere in the organisation, with Human Resource Management being a popular site of location.
1.3 Level of appointment
The Gender Policy recommends that the GFP co-ordinator is appointed at the level of director and that persons appointed to this level have the commensurate skill level required for gender mainstreaming. Of the Departments that indicated the level of appointment, only 7 have appointed a director to drive the GFP (Correctional Services, Education, Health, Foreign Affairs, Justice and Constitutional Affairs, Science and Technology and Trade and Industry). Seven Departments (Arts and Culture, Defence, Labour, Agriculture, Housing, Minerals and Energy and Science and Technology[12]) reported that they had appointed someone at a deputy director level and 3 Departments (Environmental Affairs and Tourism, Home Affairs and the National Treasury) made appointments at an assistant director level. The Public Service Commission has appointed a senior human resource practitioner to take responsibility for gender issues.
1.4 Area of focus
In many instances, it was not expressly stipulated whether the GFP was responsible for key performance areas other than gender. Only in the case of 4 Departments (i.e. Correctional Services, Education, Justice and Constitutional Affairs, and Trade and Industry), could it be ascertained that the GFPs focused on gender alone. Eight departments expressly stated that the GFP is responsible for areas of competency in addition to gender (namely, Arts and Culture, Environmental Affairs and Tourism, Home Affairs, Labour, Housing, Science and Technology, the Public Service Commission and Water Affairs and Forestry). The additional areas of responsibility in these cases are HIV and Aids, Employee Assistance Programmes, disability, children, youth and employment equity. On average, most of the Departments concerned are mandated with between three to five of these areas of responsibility. This is a serious impediment to focusing on gender in any substantive and meaningful way as the combination of taking responsibility for so many areas of competency together with the lack of capacity and resources, limits the impact of the GFP in terms of its gender-related work.
- Budget
The Gender Policy indicates that the costs entailed in the planning and implementation of programmes for women’s empowerment and gender equality at Departmental level, need to be incorporated into existing Departmental budgets. This needs to be achieved, inter alia, by the re-prioritisation of spending and efficiency savings. Expenditure on gender-related initiatives and programmes need to be planned in advance and where this is not the case, plans need to be reviewed and adjusted to meet the specific needs of women. The gender policy further advises that the gender structures need to have adequate financial resources so that they are capacitated to do their work.
Seven departments indicated that their GFPs have a dedicated budget of their own (i.e. Defence, Education, Health, Land Affairs, Trade and Industry and Justice and Constitutional Affairs). The National Prosecuting Authority and the South African Sports Commission also make reference to available budgets, but it is not entirely clear as to whether these are used exclusively for gender-related work. Eight departments (i.e. Arts and Culture, Environmental Affairs and Tourism, Home Affairs, SAPS, Water Affairs and Forestry, Agriculture, the Public Service Commission and Housing) indicated that their GFPs draw their resources from a budget that they do not control and manage. Six Departments failed to indicate or are unclear as to whether their GFPs have their own budgets or not.
The table below reflects the amounts allocated for gender-related work by Departments that provided this information.
Amounts allocated for the financial year 2003/4 |Department |Amount | |Defence |R 89 211 | |Education |R 1.5 million (of this R 200 000 | | |is for programmatic work) | |Health |R 1 892 000 (of this R 688 000 is | | |for non-administrative costs) | |Land Affairs |R 1.577 million | |ICD |R 66 000 (allocated to ‘special | | |programmes’). It is not clear how | | |much is specifically for | | |gender-related work. | |NPASA |R 2 5 million (allocated to the | | |Sexual Offences and Community | | |Affairs Unit, of which R 24 | | |million is for human resource | | |related expenditure) | |Science and Technology |R 1 million – SARG | | |R 1 million – SA Women in Science | | |Awards | | |R 260 000 – research project | | |(only different project budgets | | |are provided) | |SASC |R 100 000 (not clear if this is | | |solely for gender-related work or | | |not) | |Social Development |R 580 000 | |Trade and Industry |R1.5 million for internal | | |gender-related work and R 2 | | |million to SAWEN and | | |R 6 million to TWIB | |Justice and Constitutional Affairs|R 3 119 000 (R 1 095 000 for | | |programmatic related work), | | |also R 3 000 000 (donor funding) |
From the above, it is clear that on the whole, most GFPs either do not have direct control over managing their own financial resources or have access to very limited amounts of financial resources. A number of Departments raised the lack of resources as one of the greatest impediments to the effective implementation of their work. This needs to be seriously addressed.
- Policy and Gender Action Plan
In terms of the Gender Policy, some of the key functions of the GFPs are:
• To ensure that each Department implements the national gender policy.
• To ensure that gender issues are routinely considered in Departmental
strategic planning exercises.
• To ensure that Departments reflect gender considerations in their
business plans and routinely report on them.
• To review Departmental policy and planning in line with the national
gender policy.
• To monitor and evaluate Departmental projects and programmes to assess
whether they are consistent with the national gender policy.
Most Departments acknowledge that their GFPs should be responsible for implementing the national gender policy, for developing gender sensitive policies and for reviewing Departmental policies from a gender perspective. Some Departments further reflect that these functions are key objectives. However, most make no mention as to how they are striving to implement the national gender policy and whether they are involved in either developing or reviewing Departmental policies from a gender perspective.
3.1 Developing policy
Eleven departments make no mention of playing a role in the development of gender-sensitive policies. Twelve departments report that they are involved in policy development that promotes gender equity in the Department. These departments and the policies that they have developed are reflected in the table below:
| Department | Policy |
| Defence | Sexual harassment policy, |
| gender-based violence policy, | |
| promotion of gender equity policy | |
| (draft form), pregnancy policy | |
| (draft form). | |
| Education | Policy guidelines on sexual |
| harassment, policy guidelines on | |
| learner harassment | |
| Environmental Affairs | Sexual harassment policy |
| Health | Policy guidelines for health |
| sector | |
| Independent Complaints Directorate | Gender policy, policy guidelines |
| on gender, selection, recruitment | |
| and equity | |
| National Prosecuting Authority of | Draft sexual harassment policy |
| South Africa | |
| SAPS | Sexual harassment policy |
| Science and Technology | Sexual harassment policy, will |
| develop a gender equity | |
| mainstreaming policy by mid 2004 | |
| South African Sports Commission | Policy guidelines on women, sport |
| and recreation | |
| Trade and Industry | Revision of ‘Gender and Women’s |
| Empowerment Policy Framework’ | |
| Water Affairs | Gender policy, sexual harassment |
| Justice and Constitutional Affairs | Gender Policy Statement, |
| mainstreaming gender | |
| implementation guidelines and the | |
| developing of mainstreaming of | |
| gender reporting protocols. |
From the above, it can be seen that most Departments have opted to develop a sexual harassment policy. Very few Departments have developed an overarching gender equity/gender mainstreaming policy that defines the organisational framework within which gender equity will be promoted. This is problematic, as notwithstanding the fact that the national gender policy serves as the framework within which Departments should engage in gender- related work, it is important that each Department develop a gender policy of its own, which spells out its commitment to eradicating gender inequity. One Department, namely the Department of Home Affairs, reports that its GFP does not participate in the development of polices and in selection and procurement processes in the Department. This should be explored further with the Department.
3.2 Reviewing policy
Most Departments make no mention of the role that they play in reviewing and analysing Departmental policies to ensure that they take cognisance of gender issues. Only 7 departments (Defence, Arts and Culture, Education, Health, Labour, Public Serve and Administration, Trade and Industry) report that they are/should play a role in the reviewing of Departmental policies from a gender perspective. Of these, only 3 (Arts and Culture, Health and Labour) appear to be actively engaged in reviewing policies. The rest merely report that policy review is one of the objectives of the GFP, but do not report on any work being done in this regard.
3.3 Gender Action Plan
The Gender Policy encourages the development of a programme of action or gender action plan based on the policy. The GFPs are the implementing units of the national plan. GFPs at national level are therefore meant to facilitate the programme and be the centre of co-ordination at Departmental level. With the exception of 1 Department, no mention is made of the development of gender action plans. Only Water Affairs and Forestry and Justice and Constitutional Development have developed a draft gender action plan, but reports that there have been ‘serious’ impediments in implementing this as a consequence of capacity problems.
- Gender Mainstreaming
The Gender Policy holds that Government Departments should embark on a rigorous gender mainstreaming strategy. Eight departments (Defence, Education, Environmental Affairs and Tourism, Health, Home Affairs, Public Service and Administration, Science and Technology, Water Affairs and Forestry, Justice and Constitutional Affairs and the South African Sports Commission) make specific mention of their role in this regard and some of these report on related initiatives. Of these, the attempts of the Department of Home Affairs in this regard appear to be at a proposal stage at this point and have therefore not yet been implemented. Only 2 Departments (Science and Technology and Justice and Constitutional Affairs) indicate how they strive to mainstream gender into Departmental programmes, policies, procedures, outputs and the like. Only 2 Departments (Defence and Environmental Affairs and Tourism) make mention of specific structures that have been put in place to assist with the mainstreaming of gender into Departmental work
On the whole, the information provided on the mainstreaming of gender into Departmental programmes, procedures, etc. is very sketchy. The reason for this need to be determined and further analysis in this regard is critical.
- Programmes
Given that the methods for reporting on programmatic work by the various Departments are so diverse, it has been very difficult to collate the information in this regard. However, a few observations can be made with regard to the programmes being implemented:
5.1 Internal vs External Programmatic Work
Many Departments focused on the internal projects and programmes that they are implementing, i.e. work related to transformation in the Department itself, such as employment equity issues, recruitment and selection practices and internal policies. Many Departments make little or no mention of programmatic work done externally, i.e. the gendered initiatives that they are implementing to improve the Department’s service delivery. It is important that both the internal transformation and the external service delivery issues are both addressed in terms of their gendered implications.
5.2 Limited scope of external programmes
Where external work is done, it is to a large extent this is centred around the commemoration of calendar events such as National Women’s Day and the 16 Days of Activism on No Violence Against Women. This is problematic as a comprehensive programme of action needs to encompass far more than this.
5.3 Links between programmes and gender
In many instances, Departments report on programmatic work that is being done, but the ways in which this work strives to promote gender equity is not clear. It is important that the ways in which gender equity is being promoted is clear in all programmatic initiatives 5.4 Gender planning
In most cases, very little mention is made of how programmatic work is planned. This suggests that there is a need to look into the ways in which gender planning methodologies are utilised to inform planning processes. The Gender Policy recommends the project life cycle as a tool and organising instrument for gender planning. Each phase has gender specific activities, which makes it easier for Departments to audit the activity of each of the tasks they execute, whether the task relates to internal or external transformation.
5.5 Programme design
In many instances, the links between the objectives, methods and intended outputs of programmatic work is not clear. The design of programmes aimed at facilitating gender equity therefore needs to be carefully considered.
5.6 Impact assessments
Almost no mention is made of attempts to assess the impact of programmatic work. This is critical in developing interventions that are effective. The design and usage of effective evaluation mechanisms therefore needs to be emphasised. The Gender Policy recommends that monitoring and evaluation are key to measuring the success and impact of programmes that seek to implement gender equality principles.
5.7 Development of key performance indicators
Similarly, no mention is made of the development of programmatic key performance indicators for the measuring of progress made. The Gender Policy recommends the usage of indicators to measure transformation in programmes. These indicators encompass, inter alia, the following:
• The number and quality of sector-related gender analysis training
programmes in place.
• The extent to which sector-based gender analysis and gender
disaggregated data is effectively used in programmatic design.
• The extent of technical support and guidelines provided for
responsive review of sector programmes.
5.8 Lack of resources for programmatic work
On the whole, it appears that the resources allocated to work of a programmatic nature are dismally insufficient. This needs to be addressed urgently.
- Challenges
Most Departments did not report on the challenges faced by their GFPs. Because this information is critical in defining the problems faced by GFPs and in seeking appropriate interventions to these, it is critical that this information be elicited. The table below constitutes challenges that were raised that are of a serious nature:
| Nature of challenge | Raised by |
| Restructuring in Department | Correctional Services, Labour, |
| Land Affairs | |
| Budgetary constraints | Education, Health, SASC, Trade and |
| industry | |
| Lack of human resources | Health, Trade and Industry |
| Staff capacity (in relation to | Environmental Affairs and Tourism |
| skills) | |
| Lack of strategic direction wrt | Health |
| gender mainstreaming | |
| No full-time GFPs in provinces | Health |
| Need to clarify role, powers and | Health |
| functions of provincial GFPs | |
| Lack of co-operation from senior | Health |
| management | |
| Lack of support from male | SASC |
| counterparts | |
| Need to implement policy | Trade and Industry |
| Implementation of gender action | Water Affairs and Forestry |
| plan affected by capacity problems |
Provincial Departmental Gender Focal Points
Information provided by the provincial OSWs on the structure, budget allocation, policies, programmes, gender mainstreaming strategies, etc. of GFPs was inadequate. The limited amount of information gathered does not allow one to form a comprehensive, reliable and valid picture of GFPs. OSWs had been asked to provide information on the status of GFPs in provinces, yet it is unclear why the information was not forthcoming. As stipulated by the Gender Policy, one of the functions of the provincial OSWs would be to coordinate the gender machineries in the provinces. Provincial OSWs should thus be best placed to provide a comprehensive overview of the provincial GFPs, including their structure, location, level of appointments, programmes, gender mainstreaming strategies, budget allocation, achievements and challenges. This said limited inferences could be made about the provincial GFPs.
- Structure of GFPs
1.1 Capacity of GFPs in terms of staff complement
The Eastern Cape OSW indicated that 9 Departments, out of the approximate 11, have established GFPs. In Mpumalanga 6 out of an estimated 11 Departments in Mpumalanga have established GFPs. This means that just over half of the Departments have established GFPs, which is unsatisfactory as it impacts on the ability of the individual Departments and ultimately on the province’s ability to address gender issues and to ensure that Departmental programmes benefit not only men but women as well. Head of Departments should be asked to account for nearly half of the GFPs not being established in their Departments.
The situation in the North West appears to be problematic. Only 3 out of 10 Departments have established GFPs. This means that 70% of the GFPs have not been established in accordance with the Gender Policy. Without the appropriate gender structures in place, the empowerment of women and the eradication of discrimination against women, will not become a reality in this province.
The situation in the Western Cape appears slightly more positive than in other provinces. Twelve Departments have GFPs in the province. These structures, however, vary between being formalised GFPs and those, which are accorded the GFP function on an ad hoc basis. It appears as if formal structures have been established in at least 8 Departments, with 1 Department not having this function at all and the position being vacant in another. However, the provincial OSW has indicated that there are significant challenges pertaining to the formalising of structures.
1.2 Location
The location of the GFPs in the Eastern Cape varies from being located in the Head of Departments’ offices, as is recommended in the Gender Policy, to being placed in the Human Resources Department. In the Western Cape, most of the GFPs are located in the Human Resources sections of the Departments. Again, this is not in accordance with the recommendations of the Gender Policy and has been mentioned as a challenge by the Western Cape OSW.
The implications of being located in the Human Resources is that firstly, the GFP persons would not have an integral understanding and bird’s eye view of the programmes and projects undertaken in the Department. Thus, it would be difficult to mainstream gender into projects. Secondly, it affects their ability to influence decision-making at a macro level, which would ensure that decisions filters and are implemented at micro-levels in the Department.
1.3 Level of appointment
GFP coordinators in the Eastern Cape and the North West are appointed at assistant director level. This is not in accordance with the recommendations of the Gender Policy, which states that GFP coordinators should be appointed at director level.
The Mpumalanga OSW asserted that in the established GFPs, the persons employed have inadequate job descriptions and there are no structures in place. The level of appointment was, however, not indicated.
The rank of GFP coordinators in the Western Cape varies between senior officer to assistant director to deputy director. None of the Departments currently employ the coordinator at the recommended rank of director. This has been recognised as a challenge for the provincial Departments.
It has been stated repeatedly that appointing GFP persons at ranks other than director impacts on their ability to influence decision-making. Furthermore, it implies that people with all the skills required for the position are not necessarily appointed.
- Budgets
With the exception of the Western Cape and Gauteng, the Provincial OSW reports do not provide any information on whether provincial GFPs have dedicated budgets. Within the Western Cape GFPs, most (8 out of 11 Departments) reportedly have dedicated budgets for their gender desks in 2004/05. It is observed that most of the Departments that have formalised GFPs have dedicated budgets. This is the exception in the Departments of Housing and Culture Affairs and Sports, where the gender function is an additional function, yet they have dedicated budgets. The OSW cites inadequate resourcing of the GFPs as one of the problems.
The Mpumalanga OSW has indicated that there are no budgets in Departments to undertake gender responsibilities. This is certainly indicative of the priority given to gender issues and tasks undertaken in the Department, which addresses gender equality and equity issues. This impacts significantly on the Department’s delivery of services but also on it ability to address transformation within the Department.
In Gauteng, the Directorate indicated that all provincial Departments have gender budgets. The outputs of these gender budgets reflect gender sensitive indicators for all programmes and projects, which are in line with the core functions of the Department. Whilst all the necessary information on this initiative is not available, it is clear that the steps taken by Gauteng allows them to monitor how the money is being spent and the impact that it has on men and women in the province.
- Policy and Gender Action Plan
The Gender Policy recommends that provincial GFPs should be established to mirror those at the national level. Some of the functions accorded to the provincial GFPs are to:
• Ensure that Departments implement the (national) provincial gender
policy.
• Review Departmental policy and planning in line with the (national)
provincial gender policy.
• Ensure that gender issues are routinely considered in Departmental
strategic planning exercises.
Given that provincial gender policies are not the norm, this would impact on the functions assigned to the GFPs. This might also lead to uncertainty and confusion around the role and functions of the GFPs. The question thus arises whether the national Gender Policy is guiding the work of the GFPs in the provinces where provincial Gender Policies are absent.
Furthermore, provincial OSWs gave no indication of whether GFPS have reviewed their Departmental policies to ensure that it is in line with provincial or national Gender Policies and that it takes cognisance of gender issues and the gendered impact of these policies.
With regard to the development of policies that impact on men and women, the Free State Department of Social Development is said to have an internal HIV and AIDS policy and the Department of Education has developed a Sexual Harassment Policy. The Directorate in Gauteng also indicated that provincial Departments are in the process of finalising their respective policies on sexual harassment.
Gender Mainstreaming
At provincial OSW level, gender mainstreaming strategies are in operation in the Eastern Cape, KwaZulu-Natal, Gauteng, and possibly the Free State and North West. Theoretically, the GFPs in these provinces should thus have a framework in which to mainstream gender into the policies, programmes and activities of the Departments. They are thus in a more advantageous position than those provinces that do not have strategies.
The Western Cape OSW is the exception and reports that most of the GFPs in the Departments have draft gender equality and women empowerment strategies in place. Critique cannot be offered in this report on these processes in the Western Cape, as detailed information is not available. On the other hand, the Free State OSW has clearly indicated that GFPs don’t have the necessary capacity to achieve gender equality. As a direct result of this, gender strategies, programmes and activities with a gender dimension are not incorporated in the strategic plans of the Departments. This is a matter of concern as it impacts on the delivery of services, the ability of programmes to set and achieve gender targets, etc. Furthermore, this could imply that the position and the skills currently available for fulfilling that position, is not commensurate.
- Programmes
The information supplied by the provincial OSWs on the work undertaken by the Departments varied. In instances where information was supplied, it was not detailed to the extent of delineating the aims and objectives of the programme as well as the methods and intended outputs. Furthermore, no information was supplied on the planning of the project and how gender was incorporated into all the phases thereof. Thus, the analysis in this regard is limited.
5.1 Internal versus External programmatic work
Most of the programmes mentioned focused on the external work undertaken in the Departments i.e. in the service delivery aspects of Departments. This is in contrast with the National GFPs reporting in this document, which focused more on the internal programmes. Whilst reference is made to internal programmes in the provincial GFPs, the weight of the reporting certainly is placed on the external service delivery aspects. Whilst it is important to focus on service delivery initiatives, internal programmes with a focus on gender issues, have to be undertaken. This is important to ensure that transformation is not only geared towards the outside, but also internally for women and men within the Department. Programmes and policies of this nature is thus essential. These pertains, amongst others, to sexual harassment policies, HIV and AIDS policies, issues of recruitment and retention of staff and the employing of women in senior management positions.
5.2 Scope of the external programmes
One of the activities that were consistently raised by some of the Departments was that of commemorating national events. This is problematic when this becomes the sole activity undertaken by the Department. If these activities fall within a comprehensive and substantive programme with clear aims, objectives and outputs, and culminate in the celebratory event, it would be less problematic.
Some Departments are undertaking a number of other substantive programmes. These include awareness raising, the establishing of trauma rooms, initiatives with rural women, addressing gender based violence, youth initiatives, etc.
5.3 Links between gender and programmes
At face value, some of the programmes reported on seem to have as its intended outcome, the empowerment of women. However, due to the limited information at hand, it is not possible to say to what extent programmes address gender equality and equity issues.
- Challenges
A host of challenges that are experienced by the provincial GFPs were raised by the provincial OSWs. These are listed in the table below.
| Nature of challenge | Raised by |
| The appointment, location and | Eastern Cape |
| allocation of resources to GFPs | |
| are not uniform. | |
| The location of GFPs is | Mpumalanga and the Western Cape. |
| problematic. | |
| GFPs have not been established | KwaZulu-Natal, North West and |
| in all Departments. | the Western Cape. |
| GFPs are not appointed at the | Eastern Cape, Mpumalanga and the |
| recommended rank. | Western Cape. |
| GFPs don’t have the necessary | Free State |
| capacity to achieve gender | |
| equality. | |
| The lack of GFP capacity leads | Free State |
| to gender not being mainstreamed | |
| into strategic plans of | |
| Departments. | |
| The resources allocated to GFP | KwaZulu-Natal, Mpumalanga, North |
| are insufficient. | West and the Western Cape. |
| GFPs are tasked with issues | Mpumalanga |
| other than gender. | |
| GFPs report to several persons. | Mpumalanga |
| There is problem between | North West |
| national and provincial | |
| Departments. | |
| There is a lack of understanding | Western Cape |
| of GFPs responsibilities. |
A number of the challenges raised above serves as common problems to other GFPs, even though they were not reported on at this hearing. This comment is made against the backdrop of study tours undertaken by the JMC during 2000 – 2003. Common challenges included the appointment, structure, location and rank of GFPs as well as the resources allocated to them. This, together with a skill shortage in the GFPs, leads to the GFPs being less effective in performing their functions and thus addressing issues of gender equality.
Section 4: Recommendations
National Office on the Status of Women
• The Gender Policy lists, as one of the tasks of the OSW, leading the
process of developing a National Gender Action Plan. It is
recommended that the OSW give effect to the Gender Policy and develop
this National Gender Action Plan, which would guide the provinces in
their development and implementation of provincial gender-specific
action plans.
• The OSW is assigned the task of developing key indicators for
measuring the national progression towards gender equality. This
implies that the national OSW has a monitoring role to fulfil. Thus,
the question of whether the OSW has the capacity to do this arises.
This necessitates that the Office be equipped with the necessary human
resources to give effect to this function. The second issue that it
raises, is what enforcement powers the Office has. This is in light
structures not complying with, among others, the implementation of the
Gender Policy. The OSW should thus monitor but also be afforded the
necessary powers to enforce certain recommendations. In addition, the
OSW should be in a position to ensure that the Gender Policy is used
at a provincial and national level, in the absence of provincial
Gender Policies.
• It is recommended that there be a more effective co-ordinated approach
to the programmes of the national OSW, provincial OSW as well as the
national and provincial GFPs. In this respect, provinces and
Departments should be required to table their reports based on their
programmes, etc. This will lead to more substantive programmes and
hopefully eradicate only events-based activities.
• In order to facilitate the work of the JMC, it is recommended that the
OSW brief the JMC on a quarterly basis. In this respect, they are
requested to provide the JMC with all the necessary and relevant
documentation. It is further suggested that the JMC be briefed
timeously on urgent matters as well as on reports (including
international reports) that requires the JMC to provide input.
• The national OSW should undertake a skills audit within the OSWs as
well as national and provincial GFPs. This will enable the necessary
structures to make decisions regarding, amongst others, the rank of
GFP coordinators, the skills required within GFPs or OSWs, etc.
• It is recommended that the national OSW be provided with additional
staff, with the necessary skill level required for the positions, to
enable the Office to fulfill all its functions.
• The budgetary requirements of the OSW should be commensurate with the
tasks, programmes and output envisaged by the Office. Furthermore, the
budget should be increased to make provision for the national OSW to
assist the provincial OSWs.
• Local Government should be assisted to establish gender machinery at
this level. In this respect, the OSW should be working with the
National Department of Provincial and Local Government, provincial
OSWs as well as the South African Local Government Association
(SALGA).
• Legislatures should be encouraged to establish Joint Monitoring
Committees on the Improvement of Quality of Life and Status of Women,
which would monitor provincial progression towards gender equality.
• It is recommended that the National Gender Machinery hold a strategic
planning session to evaluate the progress of the Gender Machinery
within the 10 years of democracy period, as well as to assess
implementation and the development of action plans.
Provincial Office on the Status of Women
- Recommendations pertaining to the structure of the OSWs
1.1 Capacity
Given the functions of the OSW, sufficient human capacity is essential if the Office is to be effective in fulfilling its tasks. It is thus recommended that the staff capacity be increased, as a matter of urgency, to at least 3 staff members, with 1 person providing administrative support. This is vital for provinces such as the Western Cape. Furthermore, it is essential that the numerous and significant positions that are vacant be filled (KwaZulu-Natal and Mpumalanga).
1.2 Location
As stated in the Gender Policy, the OSWs should be located within the Premiers’ Offices. Considering the responsibilities assigned to the OSW and the level of decision-making, it is essential that the OSWs be placed in the Premiers’ offices. In addition, other than the necessary status that the OSWs are afforded by being placed in the Premiers’ Offices, it also affords them a bird’s eye view of programmes, projects and activities that are conducted throughout the province, and the OSW can thus play a significant role in these.
1.3 Level of appointment
Whilst the Gender Policy is silent on the level of appointment of OSW coordinators, it does recommend that the GFP coordinator be appointed at a director level. It is thus recommended that the head of the OSW be appointed at the level of director. Cognisance should, however, be taken of the skill requirements for such a position and the person should only be appointed at this level if he or she has the skills commensurate with the position. In this regard, it might be necessary to undertake a skills audit of all the staff in the provincial OSWs and to match the position with the necessary skills required. Furthermore, it might be necessary to undertake extensive capacity training for staff members in order for them to effectively execute their current job requirements or to prepare them for tasks at a higher level.
1.4 Functions of the OSWs
Whilst this area was not reported on comprehensively by the OSWs, the JMC needs to ascertain whether the OSWs are able to deliver on the functions assigned to them, and the factors that are aiding or hampering their progress. Provinces should furthermore be able to enforce decisions arising from their monitoring of the progression towards the achievement of gender equality for women.
1.5 Establishment of a Gauteng OSW
Gauteng provided a comprehensive report on the gender policies, programmes and activities for the Province. It is evident that the Directorate fulfilling the function of the OSW is very effective in most areas. However, there is a need for the Province to establish an OSW which could carry out these functions. The reasons for this not being the case need to be taken up with the political leadership in the province.
- Budget
The JMC has to ascertain what the respective budgets for the OSWs in the provinces are. Included in this, should be whether the OSWs have a dedicated budget and a breakdown for the budget disaggregating the percentages and amounts for the different programmes and administrative functions (salaries, infrastructure, etc). OSWs should furthermore give an indication of the amount allocated to the OSW together with the amounts allocated to other programmes in the Office of the Premier. This is necessary as the JMC wishes to get an understanding of how gender is prioritised. The resources allocated to structures dealing with gender issues will be a good indication of this.
As indicated earlier, it is difficult to say that an amount of R1.2 million is sufficient or insufficient to cover the expenditures of an OSW. Therefore, it is recommended that a budget be allocated to the OSWs based on the strategic and business plans of the Office and that this budget allows the Office to effect its plans.
- Policy and Gender Action Plans
3.1 Developing policy
It is essential that OSWs provide additional information on whether they have developed provincial gender policies and provide information on these gender policies. Gender policies are essential to providing a framework of how gender equality is to be achieved within provinces. All operations undertaken by the province will thus be guided by such a policy and serve as a mechanism by which government officials and other stakeholders could be held accountable.
Gender policies need to be developed by those provinces, which do not have such policies. This forms part of the tasks of the provincial OSWs. It is further recommended that the national OSW, as well as provinces such as Gauteng that have Gender policies in place, provide assistance to the provincial OSWs in the development of such policies.
3.2 Gender Action Plan
As only 2 OSWs speak specifically about gender action plans, it is imperative that this is followed-up on. As in the case of the developing of gender policies, the JMC and the national OSW should investigate the reasons behind provincial OSWs’ lack of such plans. If the problem pertains to capacity within the provincial OSWs to develop such action plans, the necessary technical support should be provided.
3.3 Gender Audits and Monitoring Mechanisms
Provincial OSWs are responsible for developing key performance indicators by which the progression towards gender equality can be measured. While 3 OSWs made reference to conducting gender audits, it is essential that performance indicators and mechanisms be developed by the Office, which could be used by provincial GFPs in the Departments.
Whilst it is important to have monitoring mechanisms in place, OSWs should start looking towards conducting evaluations of their specific programmes. This would assist OSWs with making changes to programmes that are currently underway and thus improve the effectiveness of programmes.
- Gender Mainstreaming
Very few OSWs indicated that they have gender mainstreaming strategies in place. The JMC needs to investigate whether these strategies have been developed and where they don’t exist, investigate whether this is as a result of a lack of capacity or human resources. Furthermore, it is recommended that:
• Provincial OSW staff receives training in the development of gender
mainstreaming strategies.
• The national OSW assists or coordinates this capacity building
training.
• Provincial gender strategies are developed for those provinces, which
do not have such strategies in place.
• The outputs and key performance indicators be documented.
• Provincial OSWs should provide the national OSW with an annual report
on the status of women in their provinces.
- Programmes
The Gender Policy outlines the functions of the provincial OSWs from which programmes could be developed. Provincial OSWs thus need to provide the JMC with the following information:
• An overview of their programmes, with the corresponding aims and
objectives of programmes, outputs, monitoring indicators, challenges
and budgets.
• Information on whether these programmes have been informed by
provincial needs assessments.
• The manner in which programmes impact or the potential impact of
programmes on men and women.
- Areas to follow up with individual OSWs
Apart from the recommendations cited above, the JMC can use the information provided in the table below to follow-up with the respective OSWs: |OSW |Area | |Eastern Cape |No mention was made of the | | |location of the OSW. | | |Establish whether the OSW has a | | |dedicated gender budget and a | | |breakdown of the budget for the | | |2003/04 and 2004/05 should be | | |provided. | | |Investigate whether a provincial| | |gender policy is in place, and | | |the nature thereof. | | |Investigate whether a provincial| | |gender action plan is in place, | | |and the nature thereof. | | |The report did not give an | | |indication of the link between | | |the provincial OSW and the | | |programmes of the GFP. | | |Insufficient information on the | | |work of the OSW. | |Free State |What is the rationale behind | | |administrative staff | | |outnumbering staff implementing | | |programmes? | | |No mention was made of the | | |location of the OSW. | | |Establish whether the OSW has a | | |dedicated gender budget and a | | |breakdown of the budget for the | | |2003/04 and 2004/05 should be | | |provided. | | |Investigate whether a provincial| | |gender policy is in place, and | | |the nature thereof. | | |Investigate whether a provincial| | |gender action plan is in place, | | |and the nature thereof. | | |Investigate whether the province| | |has developed strategies to | | |mainstream gender. | | |The report did not give an | | |indication of the link between | | |the provincial OSW and the | | |programmes of the GFP. | | |Insufficient information on the | | |work of the OSW. | |KwaZulu-Natal |Establish whether the OSW has a | | |dedicated gender budget and a | | |breakdown of the budget for the | | |2003/04 and 2004/05 should be | | |provided. | | |No mention was made of | | |strategies to mainstream gender.| | |The report did not give an | | |indication of the link between | | |the provincial OSW and the | | |programmes of the GFP. | | |Insufficient information of the | | |work of the OSW. | |Gauteng |Is the Directorate located in | | |the Premier’s Office and will | | |the new Gender programme be | | |located within the Premier’s | | |office? | | |Establish whether the | | |Directorate has a dedicated | | |gender budget and a breakdown of| | |the budget for the 2003/04 and | | |2004/05 should be provided? | | |No mention was made of | | |strategies to mainstream gender.| |Mpumalanga |In which ways does the location | | |of the OSW assist or hamper the | | |office? | | |Establish whether the OSW has a | | |dedicated gender budget and a | | |breakdown of the budget for the | | |2003/04 and 2004/05 should be | | |provided? | | |No mention was made of a Gender | | |Policy. | | |Investigate whether a provincial| | |gender action plan is in place, | | |and the nature thereof. | | |No mention was made of | | |strategies to mainstream gender.| | |The report did not give an | | |indication of the link between | | |the provincial OSW and the | | |programmes of the GFP. | | |Insufficient information on the | | |work of the OSW. | |North West |Do all the positions in the OSW | | |have exclusively gender | | |responsibilities? | | |In which ways does the location | | |of the OSW assist or hamper the | | |office? | | |The JMC should advocate for the | | |OSW having a dedicated gender | | |budget. | | |No mention was made of a Gender | | |Policy. | | |Investigate whether a provincial| | |gender action plan is in place, | | |and the nature thereof. | | |No mention was made of | | |strategies to mainstream gender.| | |The report did not give an | | |indication of the link between | | |the provincial OSW and the | | |programmes of the GFP. | | |Insufficient information of the | | |work of the OSW. | |Western Cape |Is the OSW located in the | | |Premier’s Office? | | |Establish whether the OSW has a | | |dedicated gender budget and a | | |breakdown of the budget for the | | |2003/04 and 2004/05 should be | | |provided? | | |Investigate whether a provincial| | |gender action plan is in place, | | |and the nature thereof. | | |No mention was made of | | |strategies to mainstream gender.|
National Gender Focal Points
- Recommendations with regard to the structure of the GFPs
1.1 Capacity
It is recommended that where resources can be appropriated, GFPs should be staffed with at least 3 staff members. This is so that the GFP can realistically give effect to its role with regard to the development and review of policies, in mainstreaming gender into the work of the department and in effecting both internal and external transformation.
1.2 Location
As per the recommendations of the Gender Policy, the GFP needs to be located in the Office of the Director General if its impact is to be maximised. This is not the case in most Departments and the feasibility of so doing needs to be explored.
- Level of appointment
The Gender Policy recommends appointment of GFP coordinators at director level. Most Departments have not given effect to this and the reasons for this should be explored further.
The Gender Policy further provides that GFP staff must have commensurate skills. Given that the reports submitted sometimes reveal a superficial understanding of basic gender-related concepts such as gender mainstreaming, and given the poor quality of gendered programmatic work in some instances, there is possibly a need to conduct a skills audit to ensure that the GFPs are capacitated with appropriately skilled people.
1.4 Area of focus
It can be seen from the reports, that the GFPs that focus on gender alone appear to be having a far greater impact than those who are responsible for other areas of competency as well. It is strongly recommended that GFPs focus primarily on gender. This will empower them to make a meaningful impact, as opposed to focusing on a broad range of areas in very superficial ways.
- Budget
It is recommended that the GFPs that do not have dedicated budgets, strive to move towards a situation where the GFP has a budget of its own and consequently has direct control over how its financial resources are managed.
Given that on the whole, meagre resources are allocated to GFPs, there is a need to conduct a needs assessment in this regard so as to compare what is needed with what is allocated. Strategies for increasing resource allocation to GFPs need to be further explored.
-
Policy and Gender Action Plan
-
Policy
GFPs have a critical role to play in both the development and review of Departmental policies. As far as policy development is concerned, it is advisable that the GFPs play a role in securing an overarching gender policy for the Department. This policy will provide the framework within which the Department articulates its commitments to promoting gender equity.
It is also important that GFPs play a role in reviewing all Departmental policies to consider their gendered impact and repercussions. Given that many GFPs are not doing this, this should be monitored.
Given that policy analysis is a specialist area of expertise, it is important that the GFP has the related skills for engaging in work of this nature. Where this is not the case, training must be provided.
3.2 Gender Action Plans
Given that most Departments make no mention of having developed a gender action plan, it is important that this is pursued. If most Departments have not produced such a plan as a result of capacity problems, then the possibility of providing technical support and advice in this regard should be considered.
- Gender Mainstreaming On the whole, this was very poorly reported on and appears to be an area of weakness in the work of most GFPs. For this reason the following is recommended:
1) The training of staff in gender mainstreaming where required.
2) The development of clear strategies and plans that are documented.
3) The development of key performance indicators in this regard.
Because gender mainstreaming is a critical part of eradicating gender inequity, the mainstreaming initiatives of GFPs need to be monitored periodically.
- Programmes
The following is recommended with respect to the development of programmes that promote gender equity:
1) The development of both internal (organisational) and external
(service delivery) programmes.
2) The ways in which programmatic work impacts on men and women need
to be made clear.
3) The development of ‘engendered’ programmes needs to be informed by
sound gender planning methodologies. Where necessary, staff should
be trained in gender planning.
4) Programmatic work should have clear objectives, methods, target
groups, key performance indicators and evaluation mechanisms.
- Areas for follow up with individual Departments
The following table lists potential areas of follow-up with the various departments:
| Department | Area |
| Arts and Culture | No mention made of gender action plan. |
| No mention made of strategies to mainstream | |
| gender. | |
| No challenges have been identified. | |
| No dedicated budget. | |
| Correctional | No mention made of budget available. |
| Services | No mention made of policy -related work. |
| No mention made of gender action plan. | |
| No mention made of strategies to mainstream | |
| gender. | |
| Statistics provided for staff component need | |
| to reflect the number of black and white | |
| women. | |
| Ways in which some of the programmes listed | |
| promote gender equity are not clear. | |
| No challenges have been identified. | |
| Defence | No mention made of gender action plan. |
| Need more information on how gender is | |
| mainstreamed. | |
| No challenges have been identified. | |
| Environmental | Does not have dedicated budget, not clear how |
| Affairs and Tourism | much resources is being put into |
| gender-related work. | |
| Health | Need more information on how gender is |
| mainstreamed into the work of the Department. | |
| Home Affairs | Need to follow-up on why the GFP does not get |
| involved in any policy-related work. | |
| The usage of the term ‘add-ons’ in describing | |
| the work of the GFP is not clear and could be | |
| interpreted as detracting from the importance | |
| of gender-related issues. The usage of this | |
| term should therefore be clarified. | |
| No dedicated budget. | |
| No mention made of gender action plan. | |
| No mention made of strategies to mainstream | |
| gender. | |
| No challenges have been identified. | |
| On the whole the GFP does not appear to be | |
| doing much, judging from the information | |
| provided in the report. The report | |
| constitutes a series of proposals/ intended | |
| work. This needs to be further explored. | |
| ICD | Need to elicit information on how the ICD |
| monitors the implementation of the DVA. | |
| No mention made of strategies to mainstream | |
| gender. | |
| No challenges have been identified. | |
| Labour | No mention made of policy -related work. |
| Does not report on budget. | |
| No mention made of gender action plan. | |
| No mention made of strategies to mainstream | |
| gender. | |
| Statistics provided for staff component could | |
| not be interpreted, need to resubmit this. | |
| No challenges have been identified. | |
| Land Affairs | No mention made of policy -related work. |
| No mention made of gender action plan. | |
| No mention made of strategies to mainstream | |
| gender. | |
| The ways in which the some of the | |
| programmatic | |
| work has a gendered impact is not clear. | |
| Programme objectives and methodology not | |
| clear. | |
| No challenges have been identified. | |
| Public Service and | It is not clear whether the GFP has a budget |
| Administration | of its own or not. |
| Need further information on policy-related | |
| work. | |
| Report does not touch on the systems and | |
| methods for gender mainstreaming. | |
| No challenges have been identified. | |
| NIA | Has not established a GFP. |
| NPASA | No mention made of strategies to mainstream |
| gender. | |
| No challenges have been identified. | |
| Public Enterprises | Has not established a GFP. |
| Safety and Security | Has not established a GFP. |
| Secretariat | |
| Social Development | No mention made of policy -related work. |
| No mention made of gender action plan. | |
| Reports that there are there have been | |
| difficulties in developing indicators for | |
| gender mainstreaming. Further information | |
| required here. | |
| Very little programmatic work is reported, | |
| this problematic particularly in light of the | |
| fact that social development has very | |
| important gendered implications. | |
| No challenges have been identified. | |
| SAPS | Budgetary allocation for gender-related work |
| not stipulated. | |
| No mention made of strategies to mainstream | |
| gender. | |
| The objectives of some of the programmes are | |
| not clear. | |
| The intended gendered impact of some of the | |
| programmes are not clear. | |
| No challenges have been identified. | |
| Science and | Not indicated whether GFP has budget or not. |
| Technology | No challenges have been identified. |
| SASC | Not clear whether the budget mentioned is |
| intended solely for gender-related work. | |
| No mention made of strategies to mainstream | |
| gender. | |
| Very little information provided about | |
| programmatic work. | |
| Trade and Industry | No mention made of strategies to mainstream |
| gender. | |
| Water Affairs and | No information budget allocated to |
| Forestry | gender–related work. |
| No challenges have been identified. |
Provincial Departmental Gender Focal Points
-
Recommendations pertaining to the structure of GFPs
-
Capacity
The provincial GFP has a critical role to play as part of the gender machinery. As such, it has very specific roles assigned to it and forms an integral part in ensuring that the goals of gender equality and the empowerment of women are met. Thus, it is of critical importance that GFPs be established within the Departments and be staffed with persons with the necessary skills, which are outlined in the Gender Policy. A disservice will be done to all the women and men in the provinces if structures are established, but the incorrect people are employed in these positions.
It is also necessary to ensure that more than 1 person is appointed to the GFPs. The tasks assigned to them are mammoth and thus appointing 1 person to the GFP is unrealistic and sets it up for failure.
Furthermore, Premiers, MECs and the Heads of Departments should be held accountable for failing to establish properly resourced GFPs in their Departments. In addition, Provincial OSWs, the National OSW as well as the respectively National Department can play an integral role in guiding the establishment and setting up of GFPs at a provincial level.
1.2 Location
One of the concerns about the location of GFPs is the impact that the location has on the ability of the persons in the GFP to influence decision- making or to take decisions that have wide ranging impact. Furthermore, the location of the GFPs grants the coordinators the opportunity to either have a holistic and comprehensive idea of what is happening in the Department, or restricts their knowledge to the particular directorate or sub- directorate that it is located in. GFPs should thus be located in the Head of Department’s office, as is recommended by the Gender Policy.
- Rank of GFPs
As with all the other aspects pertaining to the setting up of the GFPs, it is important that GFP coordinators be appointed at director level, as is recommended by the Gender Policy. However, this implies that the incumbents should have the necessary skills that are commensurate with a position at this level.
It is furthermore recommended that the skills within existing GFPs be assessed to ascertain whether current personnel can perform at the rank of director, whether the personnel can acquire these skills or whether additional personnel with the required skills need to be employed.
- Area of focus
Although this theme has not emerged as dominant in the reports made by the provincial OSWs, it is essential to note that the impact of GFPs could be far greater if GFPs focus on gender issues exclusively and gender is not be seen as an add on function. This will allow for a more consistent and powerful impact.
- Budget
Establishing GFPs with no resources would amount to not having GFPs in provinces. Therefore, the establishing of GFP should be done in conjunction with the adequate resourcing of these structures. The budget allocation should be commensurate with the plans, programmes, and outputs envisaged by the GFPs.
Budgetary concerns have been raised in the existing GFPs. It impacts on the ability to meet goals and objectives. It is thus recommended that an assessment be done of all the existing budgets of GFPs and the necessary resources be allocated which would enable them to fulfill their functions. It is essential to allocate the necessary resources to programmatic functions and not only to salaries.
- Policy and Gender Action Plan
Against the backdrop of the functions assigned to GFPs as these pertain to policies, it is essential that the following information be elicited from the Departments:
• What progress has been made by GFPs to review Departmental policies
in order to ensure that it is in line with the national or
provincial Gender Policy?
• What role do GFPs play in the strategic planning process of
Departments to ensure that gender is taken into account?
In addition, it is recommended that provincial OSWs and National GFPs assist provincial GFPs to acquire the necessary skills, which would enable them to review existing policies, as well as the development of gender sensitive policies for the respective Department.
- Gender Mainstreaming
Given the limited information collated on gender mainstreaming in provincial Departments, it is recommended that in-depth information be collected on this topic. Secondly, it is suggested that provincial OSWs, in conjunction with national GFPs provide guidance to provincial GFPs on developing strategies to mainstream gender in Departments. GFP coordinators furthermore, would need to equip themselves with the necessary skills to fulfill this function of their work.
- Programmes
Based on the analysis of the results, it is recommended that further information be elicited from Departments by the provincial OSWs as well as the JMC on the programmes within the Departments, their aims, objectives, outputs, measurement indicators and budget allocations. GFPs would further benefit from training on the utilization of gender planning techniques to inform their planning of projects, programmes, etc.
Joint Monitoring Committee on the Improvement of Quality of Life and Status of Women
Very specific recommendations are made above to the various structures of the gender machinery. The following is thus suggested as very specific recommendations to the JMC in order to ensure that the process of monitoring the work of the OSWs and GFPs and making interventions where necessary, is taken forward:
• The JMC needs to discuss the problems raised in the report and
identify ways of dealing with these in terms of its oversight role.
• The JMC needs to hold consultative meetings with the OSW as well as
the CGE to consider the report and the recommendations made. The
different roleplayers need to decide on their roles and
responsibilities in ensuring that the recommendations are carried
forward and the implementation of recommendations are monitored.
• It is proposed that the JMC elicit information that was not
forthcoming from the OSWs and GFPs. This could be done in the form of
a questionnaire that is sent to all OSWs and GFPs and this data could
be used to collate a more comprehensive report.
• The JMC should set a date by which to hold similar hearings. This
should then be communicated to OSWs and GFPs so that they are able to
work towards this and are in a position to show the progress made from
reports submitted at the end of 2003 (which can be used as baseline
data) to when they next report.
• It is essential that the JMC meet with the various Premiers to share
their findings of this report. It is essential that their concerns
around the status of the provincial OSWs be raised with Premiers.
Among other concerns, the JMC should raise the issue that the OSWs are
not being placed in the Premiers’ offices, lack of staff in the OSWs
and the insufficient budgets allocated to the OSWs.
• The JMC, as part of the budgetary process, needs to intervene on
behalf of the Gender Machinery to ensure that the various budget votes
allocate sufficient resources to the various gender structures for the
implementation of policies, programmes, etc.
• As part of the annual reporting of Departments, it is strongly
recommended that Director-Generals report on how the respective
Department had progressed towards improving the status of women and
the relevant programmes that pertain to women. This should be
monitored by the JMC.
• In addition to the above recommendation, part of the Director-
General’s performance assessment should include their progress on
addressing gender issues and meeting gender targets.
Conclusion
In conclusion, the hearings have proved to be a very useful exercise in investigating what gender machinery structures have been established at national and provincial level. Furthermore, it has also given an indication of what these structures have been doing to promote gender equity in their respective contexts. The hearings have been particularly useful in bringing to the fore the problems, obstacles and challenges that exist in enabling the GFPs and OSWs to execute their mandate. These have been articulated in the report and the JMC has a pivotal role to play in identifying appropriate interventions in dealing with these.
Given that there have been certain instances where information was unavailable, it is imperative that outstanding information is sourced and a more comprehensive report is compiled. The information collated here thus serves as important baseline data to the follow-up report. In addition, this document serves as an important instrument against which the progress of GFPs and OSWs can be measured, when next they report.
References
Fourth World Conference on Women Platform for Action. www.un.org/womenwatch/daw/beijing/platform/declar.htm
Joint Monitoring Committee on the Improvement of Quality of Life and Status of Women (September 2003). Report on the study tours undertaken to Provinces (2000 – 2003) to monitor the implementation of the Domestic Violence Act [Act No.116 of 1998] and the Maintenance Act [Act No.99 of 1998].
Parliament of South Africa (2002). Women & Lawmaking: A study of civil society participation.
Reports of Departments received and distributed at hearings of 21 November 2003.
The Office on the Status of Women. South Africa’s National Policy Framework for Women’s Empowerment and Gender Equality.
[13] Report compiled by Ms. Carmine Rustin and Ms. Joy Watson of the Information Services Section, Research Unit, Parliament of South Africa.
WEDNESDAY, 28 SEPTEMBER 2005
TABLINGS
National Assembly and National Council of Provinces
- The Speaker and the Chairperson
(a) Report and Financial Statements on the Office of the Auditor-
General for 2004-2005, including the Report of the Independent
Auditors on the Financial Statements for 2004-2005 [RP 193-2005].
- The Minister of Transport (a) Report on the National Freight Logistics Strategy – September 2005.
(b) Report and Financial Statements of the South African Search and
Rescue (SASAR) organisation for 2003-2004.
- The Minister of Labour
a) Report and Financial Statements of the Police, Security, Legal,
Justice and Correctional Services Sector Education and Training
Authority (POSLEC SETA) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP 101-
2005].
-
The Minister for Justice and Constitutional Development
a) Report and Financial Statements of the National Prosecuting Authority of South Africa (NPA) for 2004-2005, including the Report of the Auditor-General on the Financial Statements for 2004- 2005 [RP 156-2005].
National Council of Provinces
-
The Chairperson
The President of the Republic submitted the following letter dated 20 September 2005 to the Chairperson of the National Council of Provinces informing Members of the Council of the employment of the South African National Defence Force in the Democratic Republic of Congo: EMPLOYMENT OF THE SOUTH AFRICAN NATIONAL DEFENCE FORCE IN THE DEMOCRATIC REPUBLIC OF CONGO, FOR SERVICE IN FULFILLMENT OF THE INTERNATIONAL OBLIGATIONS OF THE REPUBLIC OF SOUTH AFRICA TOWARDS THE DEMOCRATIC REPUBLIC OF CONGO This serves to inform the National Council of Provinces that I authorised the employment of the South African National Defence Force (SANDF) personnel to the Democratic Republic of Congo (DRC), in accordance with the Tripartite RSA/DRC/Kingdom of the Netherlands Agreement regarding provision of support in the integration of armed forces of the DRC. This employment was authorised in accordance with the provisions of section 201(2)(a) of the Constitution of the Republic of South Africa, 1996 (Act No 108 of 1996), read with sections 52, 53 and 93 of the Defence Act, 2002 (Act No 42 of 2002). A total of (70) members will be employed from mid September 2005 for a period of six months. The total estimated cost to be borne by South Africa for the deployment of personnel, from the current allocation for Peace Support Operations, is R 28 626 692. I will communicate this report to the National Assembly and to the Chairperson of the Joint Standing Committee on Defence, and wish to request that you bring the contents hereof to the notice of the National Council of Provinces. Regards signed PRESIDENT T M MBEKI THURSDAY, 29 SEPTEMBER 2005
ANNOUNCEMENTS
National Assembly and National Council of Provinces
The Speaker and the Chairperson
-
Draft bills submitted in terms of Joint Rule 159 (a) Constitution Twelfth Amendment Bill, 2005, submitted by the Minister for Justice and Constitutional Development on 29 September 2005. Referred to the Portfolio Committee on Justice and Constitutional Development and the Select Committee on Security and Constitutional Affairs.
(b) Cross-Boundary Municipalities Laws Repeal Bill, 2005, submitted by the Minister for Provincial and Local Government on 29 September 2005. Referred to the Portfolio Committee on Provincial and Local Government and the Select Committee on Local Government and Administration.
National Council of Provinces
The Chairperson
- Membership of Committees
(1) The following changes have been made to the membership of
Select Committees viz:
Land and Environmental Affairs:
Appointed: Adams, Mr F; Mack, Mr N J (Alt)
Local Government and Administration:
Appointed: Mack, Mr N J; Adams, Mr F (Alt)
Public Services:
Appointed: Adams, Mr F; Mack, Mr N J (Alt)
Security and Constitutional Affairs:
Appointed: Mack, Mr N J; Adams, Mr F (Alt).
TABLINGS
National Assembly and National Council of Provinces
- The Minister of Finance
a) Report and Financial Statements of the South African Revenue
Services
(SARS) for 2004-2005, including the Report of the Auditor-General
on the Financial Statements for 2004-2005 [RP 211-2005].
(b) Report and Financial Statements of Statistics South Africa for
2004-2005, including the Report of the Auditor-General on the
Financial Statements for 2004-2005 [RP 166-2005].
(c) Report and Financial Statements of the Financial Intelligence
Centre for 2004-2005, including the Report of the Auditor-General
on the Financial Statements for 2004-2005 [RP 176-2005].
(d) Annual Financial Statements of the Corporation for Public
Deposits for 2004-2005, including the Report of the Independent
Auditors on the Financial Statements for 2004-2005.
d) Report and Financial Statements of the Registrar of Collective
Investment Schemes for the year ended 31 December 2003.
- The Minister of Transport
a) Report and Financial Statements of the Urban Transport Fund (UTF)
for 2004-2005, including the Report of the Auditor-General on the
Financial Statements for 2004-2005 [RP 207-2005].
-
The Minister for Provincial and Local Government
(a) Report and Financial Statements of Vote 5 – Department of Provincial and Local Government for 2004-2005, including the Report of the Auditor-General on the Financial Statements for Vote 5 for 2004-2005 [RP 200-2005].
(b) Report and Financial Statements of the Commission for the Promotion and Protection of the Rights of Cultural, Religious and Linguistic Communities (CRL Communities) 2004-2005, including the Report of the Auditor-General on the Financial Statements for 2004- 2005 [RP 183-2005].
-
The Minister for Agriculture and Land Affairs
(a) Report and Financial Statements of Vote 26 – Department of Agriculture for 2004-2005, including the Report of the Auditor- General on the Financial Statements of Vote 26 for 2004-2005 [RP 165-2005].
-
The Minister of Communications
a) Report and Group Annual Financial Statements of South African Post
Office Limited for 2004-2005, including the Report of Independent
Auditors on the Financial Statements for 2004-2005.
b) Report and Financial Statements of the National Electronic Media
Institute of South Africa (NEMISA) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for 2004-
2005 [RP 150-2005].
- The Minister of Labour
a) Report and Financial Statements of the Mining Qualification
Authority (MQA) for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 98-2005].
b) Report and Financial Statements of the Media, Advertising,
Publishing, Printing and Packaging Sector Education and Training
Authority (MAPPP SETA) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP 96-
2005].
c) Report and Financial Statements of the Energy Sector Education and
Training Authority (ESETA) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005 [RP
88-2005].
d) Report and Financial Statements of the Transport Education and
Training Authority (TETA) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005 [RP
103-2005].
- The Minister of Housing
a) Report and Financial Statements of the National Urban
Reconstruction and Housing Agency (NURCHA) for 2004-2005.
- The Minister of Minerals and Energy
a) Report and Financial Statements of Vote 31 – Department of Minerals
and Energy for 2004-2005, including the Report of Auditor-General
on the Financial Statements of Vote 31 for 2004-2005 [RP 44-2005].
b) Report and Financial Statements of the Council for Geoscience for
2004-2005, including the Report of the Auditor-General on the
Financial Statements for 2004-2005 [RP 55-2005].
c) Report and Financial Statements of the National Electricity
Regulator (NER) for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 184-2005].
d) Report and Financial Statements of the National Nuclear Regulator
(NNR) for 2004-2005, including the Report of the Auditor-General on
the Financial Statements for 2004-2005 [RP 56-2005].
e) Report and Financial Statements of the Mine Health and Safety
Council (MHSC) for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 141-2005].
f) Annual Financial Statements of the Central Energy Fund (CEF) Group
of Companies for 2004-2005, including the Reports of the Auditor-
General and the Independent Auditors on the Financial Statements
for 2004-2005 [RP 143-2005].
g) Report and Financial Statements of the Electricity Distribution
Industry Holdings (Pty) Ltd (EDIH) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for 2004-
2005.
h) Report and Financial Statements of the South African Diamond Board
(SADB) for 2004-2005, including the Report of the Auditor-General
on the Financial Statements for 2004-2005 [RP 59-2005].
i) Report and Financial Statements of the South African Nuclear Energy
Corporation (NECSA) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP 168-
2005].
FRIDAY, 30 SEPTEMBER 2005
ANNOUNCEMENTS
National Assembly and National Council of Provinces
- Introduction of Bills
(1) The Minister for Justice and Constitutional Development
(i) Constitution Twelfth Amendment Bill [B 33 – 2005]
(National Assembly – sec 74) [Bill published in Government
Gazette No 27962 of 26 August 2005.]
Introduction and referral to the Portfolio Committee on Justice
and Constitutional Development of the National Assembly, as well
as referral to the Joint Tagging Mechanism (JTM) for
classification in terms of Joint Rule 160, on 30 September 2005.
In terms of Joint Rule 154 written views on the classification of
the Bill may be submitted to the Joint Tagging Mechanism (JTM)
within three parliamentary working days.
- Referrals to Committees of papers tabled
(1) The following paper is referred to the Portfolio Committee on
Education for consideration and report. The Report of the Auditor-
General on the Financial Statements is referred to the Standing
Committee on Public Accounts for consideration:
(a) Report and Financial Statements of Vote 15 – Department of
Education for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 15 for 2004-2005
[RP 162-2005].
(2) The following paper is referred to the Portfolio Committee on
Environmental Affairs and Tourism for consideration and report. The
Report of the Auditor-General on the Financial Statements is
referred to the Standing Committee on Public Accounts for
consideration:
(a) Report and Financial Statements of South African National
Parks (SANparks) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005.
(3) The following paper is referred to the Portfolio Committee on
Public Service and Administration for consideration and report. The
Report of the Auditor-General on the Financial Statements is
referred to the Standing Committee on Public Accounts for
consideration:
(a) Report and Financial Statements of the State Information
Technology Agency (Proprietary) Limited (SITA) for 2004-2005,
including the Report of the Auditor-General on the Financial
Statements for 2004-2005 [RP 39-2005].
(4) The following paper is referred to the Portfolio Committee on
Agriculture and Land Affairs for consideration and report. The
Report of the Auditor-General on the Financial Statements is
referred to the Standing Committee on Public Accounts for
consideration:
(a) Report and Financial Statements of Ingonyama Trust Board
for 2004-2005, including the Report of the Auditor-General on
the Financial Statements for 2004-2005 [RP 134-2005].
(5) The following paper is referred to the Portfolio Committee on
Arts and Culture for consideration and report. The Report of the
Auditor-General on the Financial Statements is referred to the
Standing Committee on Public Accounts for consideration:
(a) Report and Financial Statements of the William Humphreys
Art Gallery for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005.
TABLINGS
National Assembly and National Council of Provinces
- The Speaker and the Chairperson
(a) Report and Financial Statements of the South African Human
Rights Commission (SAHRC) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005 [RP
208-2005].
- The Presidency
(a) Report and Financial Statements of Vote 1 – The Presidency for
2004-2005, including the Report of the Auditor-General on the
Financial Statements of Vote 1 for 2004-2005 [RP 191-2005].
- The Minister of Finance
(a) Report and Financial Statements of the Public Investment
Corporation (PIC) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP 147-
2005].
(b) Report and Financial Statements of the Reconstruction and
Development Programme Fund for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005 [RP
169-2005].
(c) The Address of the Governor of the South African Reserve Bank on
24 August 2005.
(d) Report of the South African Reserve Bank on the eighty-fourth
ordinary general meeting of shareholders for 2004.
- The Minister of Transport
(a) Report and Financial Statements of Vote 33 – Department of
Transport for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 33 for 2004-2005.
(b) Report and Financial Statements of the South African Maritime
Safety Authority (SAMSA) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements (including the Maritime
Fund) for 2004-2005.
(c) Report and Financial Statements of the South African Civil
Aviation Authority (CAA) for 2004-2005, including the Report of the
Independent Auditors on the Financial Statements for 2004-2005 [RP
82-2005].
(d) Report and Financial Statements of the Railway Safety Regulator
(RSR) for 2004-2005, including the Report of the Auditor-General on
the Financial Statements for 2004-2005.
- The Minister for Provincial and Local Government
(a) Report and Financial Statements of the National House of
Traditional Leaders (NHTL) for 2004-2005.
- The Minister for Public Enterprises
a) Report and Financial Statements of Vote 9 – Department of Public
Enterprises for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 9 for 2004-2005.
- The Minister of Social Development
a) Report and Financial Statements of Vote 19 – Department of Social
Development for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 19 for 2004-2005 [RP
210-2005].
- The Minister for the Public Service and Administration a) Report and Financial Statements of Vote 10 – Department of Public Service and Administration for 2004-2005, including the Report of the Auditor-General on the Financial Statements of Vote 10 for 2004- 2005 [RP193-2005].
b) Report and Financial Statements of South African Management
Development Institute (SAMDI) for 2004-2005, including the Report
of the Auditor-General on the Financial Statements for 2004-2005
[RP 198-2005].
- The Minister for Agriculture and Land Affairs
(a) Report and Financial Statements of Vote 30 – Department of Land
Affairs for 2004-2005, including the Report of the Auditor-General
on the Financial Statements of Vote 30 for 2004-2005 [RP 132-2005].
- The Minister of Communications
a) Report and Financial Statements of the Universal Service Agency
(USA) for 2003-2004, 2004-2005 and the Report and Financial
Statements of the Universal Service Fund (USF) for 2004-2005,
including the Reports of the Auditor-General on the Financial
Statements of the Universal Service Agency (USA) for 2003-2004,
2004-2005 and the Universal Service Fund (USF) for 2004-2005 [RP
196-2005].
b) Report and Financial Statements of the Universal Service Agency
(USA) on the Universal Agency Fund (USF) for 2003-2004, including
the Report of the Auditor-General on the Financial Statements for
2003-2004 [RP 15-2005].
- The Minister of Labour
(a) Report and Financial Statements of the National Economic
Development and Labour Council (NEDLAC) for 2004-2005, including
the Report of the Independent Auditors on the Financial Statements
for 2004-2005.
- The Minister of Home Affairs (a) Report and Financial Statements of the Film and Publications Board for 2004-2005, including the Report of the Auditor-General on the Financial Statements for 2004-2005.
(b) Agreement between the Government of the Republic of South Africa
and the Government of the Republic of Mozambique regarding the
Waiver of Visa Requirements for Holders of Ordinary Passports,
tabled in terms of section 231(3) of the Constitution, 1996 (Act No
108 of 1996).
- The Minister of Arts and Culture
(a) Report and Financial Statements of Vote 14 – Department of Arts
and Culture for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 14 for 2004-2005.
(b) Report and Financial Statements of the National Arts Council of
South Africa for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 180-2005].
(c) Report and Financial Statements of the National English Literary
Museum for 2004-2005, including the including the Report of the
Auditor-General on the Financial Statements for 2004-2005.
- The Minister of Science and Technology
(a) Report and Financial Statements of Vote 18 – Department of
Science and Technology for 2004-2005, including the Report of the
Auditor-General on the Financial Statements of Vote 18 for 2004-
2005.
- The Minister of Housing
a) Report and Financial Statements of Vote 29 – Department of Housing
for 2004-2005, including the Report of the Auditor-General on the
Financial Statements of Vote 29 for 2004-2005 [RP 142-1005].
- The Minister for Justice and Constitutional Development
(a) Report and Financial Statements of Vote 24 – Department of
Justice and Constitutional Development for 2004-2005, including the
Report of the Auditor-General on the Financial Statements of Vote
24 for 2004-2005 [RP 190-2005].
- The Minister of Environmental Affairs and Tourism
a) Report and Financial Statements of the South African Weather
Service for 2004-2005, including the Report of the Auditor-General
on the Financial Statements for 2004-2005 [RP 139-2005].
- The Minister of Correctional Services
a) Report and Financial Statements of Vote 21 – Department of
Correctional Services for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP 178-
2005].
- The Minister of Water Affairs and Forestry
a) Report and Financial Statements of Vote 34 – Department of Water
Affairs and Forestry for 2004-2005, including the Report of the
Auditor-General on the Financial Statements of Vote 34 for 2004-
2005 [RP 130-2005].
b) Report and Financial Statements of the Water Research Commission
(WRC) for 2004-2005, including the Report of the Auditor-General on
the Financial Statements for 2004-2005 [RP 116-2005].
c) Report and Financial Statements of the Trans-Caledon Tunnel
Authority (TCTA) for 2004-2005, including the Report of the
Independent Auditors on the Financial Statements for 2004-2005.
-
The Minister of Health a) Report and Financial Statements of Vote 16 – Department of Health for 2004-2005, including the Report of the Auditor-General on the Financial Statements of Vote 16 for 2004-2005 [RP 136-2005].
-
The Minister of Sport and Recreation
a) Report and Financial Statements of Vote 20 – Department of Sport
and Recreation for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 20 for 2004-2005.
National Council of Provinces
- The Chairperson
(a) Written comments received from the public and provincial
legislatures on the Constitution Twelfth Amendment Bill [B 33 -
2005], submitted by the Minister for Justice and Constitutional
Development in terms of section 74(6)(a) of the Constitution, 1996.
Referred to the Select Committee on Security and Constitutional
Affairs.
MONDAY, 3 OCTOBER 2005
ANNOUNCEMENTS
National Assembly and National Council of Provinces The Speaker and the Chairperson
-
Assent by President in respect of Bills
1) South African Abattoir Corporation Act Repeal Bill [B 21 – 2005] – Act No 17 of 2005 (assented to and signed by President on 30 September 2005).
TABLINGS
National Assembly and National Council of Provinces
- The Minister of Social Development
(a) Report and Financial Statements of the National
Development Agency (NDA) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005 [RP
197-2005].
-
The Minister of Communications
(a) Report and Financial Statements of Vote 27 – Department of Communications for 2004-2005, including the Report of the Auditor- General on the Financial Statements of Vote 27 for 2004-2005 [RP 212-2005].
TUESDAY, 4 OCTOBER 2005
TABLINGS
National Assembly and National Council of Provinces
- The Minister in the Presidency
a) Report and Financial Statements of the National Youth Commission
for 2004-2005, including the Report of the Auditor-General on the
Financial Statements for 2004-2005 [RP 173-2005].
WEDNESDAY, 5 OCTOBER 2005
ANNOUNCEMENTS
National Council of Provinces
- Referrals to committees of papers tabled
1. The following papers are referred to the Select Committee on
Public Services for consideration and report:
a) Report and Financial Statements of the Road Traffic Management
Corporation (RTMC) for 2002-2003, including the Report of the
Auditor-General on the Financial Statements for 2002-2003 [RP
26-2004].
b) Report and Financial Statements of the Railway Safety Regulator
(RSR) for 2003-2004, including the Report of the Auditor-
General on the Financial Statements for 2003-2004 [RP 81-2005].
c) Report and Financial Statements of the Air Traffic and
Navigation Services Company Limited (ATNS) for 2004-2005,
including the Report of the Independent Auditors on the
Financial Statements for 2004-2005.
d) Report and Financial Statements of the Construction Industry
Development Board (CIDB) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005
[RP 206-2005].
e) Report and Financial Statements of the Council for the Build
Environment (CBE) for 2004-2005, including the Report of the
Independent Auditors on the Financial Statements for 2004-2005
[RP 177-2005].
f) Report and Financial Statements of Thubelisha Homes for 2004-
2005, including the Report of the Independent Auditors on the
Financial Statements for 2004-2005.
g) Report and Financial Statements of the Social Housing
Foundation for 2004-2005, including the Report of the
Independent Auditors on the Financial Statements for 2004-2005.
h) Report and Financial Statements of the People’s Housing
Partnership Trust (PHPT) for 2004-2005, including the Report of
the Independent Auditors on the Financial Statements for 2004-
2005.
i) Report and Financial Statements of the Rural Housing Loan Fund
(RHLF) for 2004-2005, including the Report of the Independent
Auditors on the Financial Statements for 2004-2005.
j) Report on the National Freight Logistics Strategy – September
2005.
k) Report and Financial Statements of the South African Search and
Rescue (SASAR) organisation for 2003-2004.
l) Report and Financial Statements of the Urban Transport Fund
(UTF) for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 207-
2005].
m) Report and Financial Statements of the National Urban
Reconstruction and Housing Agency (NURCHA) for 2004-2005.
2. The following papers are referred to the Select Committee on
Security and Constitutional Affairs for consideration and report:
a) Report and Financial Statements of Vote 25 – Department for
Safety and Security for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP
187-2005].
b) Report and Financial Statements of Vote 23 – Independent
Complaints Directorate (ICD) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements of
Vote 23 for 2004-2005 [RP 771-2005].
c) Report and Financial Statements of the National Prosecuting
Authority of South Africa (NPA) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
2004-2005 [RP 156-2005].
d) Report and Financial Statements of the Special Investigating
Unit (SIU) for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 181-
2005].
3. The following paper is referred to the Select Committee on Local
Government and Administration for consideration:
a) Letter from the Minister of Public Service and Administration
dated 16 September 2005 to the Speaker of the National
Assembly, in terms of section 65(2)(a) of the Public Finance
Management Act, 1999 (Act No 1 of 1999), explaining the delay
in the tabling of the Annual Report of South African Management
Development Institute (SAMDI) for 2004-2005.
4. The following papers are referred to the Select Committee on
Land and Environmental Affairs for consideration and report:
a) Report and Financial Statements of the National Agricultural
Marketing Council for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP 1-
2005].
b) Report and Financial Statements of the Land and Agricultural
Development Bank of South Africa (Land Bank) for 2004-2005,
including the Report of the Auditor-General on the Financial
Statements for 2004-2005 [RP 164-2005].
c) Report and Financial Statements of Onderstepoort Biological
Products Limited for 2004-2005, including the Report of the
Independent Auditors on the Financial Statements for 2004-2005.
5. The following papers are referred to the Select Committee on
Education Recreation for consideration and report:
(a) Report and Financial Statements of the National Research
Foundation (NRF) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005.
(b) Report and Financial Statements of GODISA for 2004-2005,
including the Report of the Independent Auditors on the
Financial Statements for 2004-2005.
(c) Report and Financial Statements of the Africa Institute of
South Africa for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005.
(d) Report and Financial Statements of the Human Sciences
Research Council (HSRC) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005
[RP 140-2005].
(e) Report and Financial Statements of the South African
Library for the Blind for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005.
-
The following papers are referred to the Select Committee on Economic and Foreign Affairs for consideration and report:
(a) Report and Financial Statements of Vote 3 – Department of Foreign Affairs for 2004-2005, including the Report of the Auditor-General on the Financial Statements of Vote 3 for 2004- 2005.
(b) Report and Financial Statements of Ntsika Enterprise Promotion Agency for the nine months ended 31 December 2004, including the Report of the Auditor-General on the Financial Statements for the nine months ended 31 December 2004.
(c) Report and Financial Statements of the Industrial Development Corporation of South Africa Limited (IDC) for 2004- 2005, including the Report of the Independent Auditors on the Financial Statements for 2004-2005.
(d) Report of the South African Council for the Non- Proliferation of Weapons of Mass Destruction for the period 1 July 2003 to 30 June 2004.
(e) Report and Financial Statements of Vote 31 – Department of Minerals and Energy for 2004-2005, including the Report of Auditor-General on the Financial Statements of Vote 31 for 2004-2005 [RP 44-2005].
(f) Report and Financial Statements of the Council for Geoscience for 2004-2005, including the Report of the Auditor- General on the Financial Statements for 2004-2005 [RP 55- 2005].
(g) Report and Financial Statements of the National Electricity Regulator (NER) for 2004-2005, including the Report of the Auditor-General on the Financial Statements for 2004-2005 [RP 184-2005].
(h) Report and Financial Statements of the National Nuclear Regulator (NNR) for 2004-2005, including the Report of the Auditor-General on the Financial Statements for 2004-2005 [RP 56-2005].
(i) Annual Financial Statements of the Central Energy Fund (CEF) Group of Companies for 2004-2005, including the Reports of the Auditor-General and the Independent Auditors on the Financial Statements for 2004-2005 [RP 143-2005].
(j) Report and Financial Statements of the Electricity Distribution Industry Holdings (Pty) Ltd (EDIH) for 2004-2005, including the Report of the Auditor-General on the Financial Statements for 2004-2005.
(k) Report and Financial Statements of the Electricity Distribution Industry Holdings (Pty) Ltd (EDIH) for 2004-2005, including the Report of the Auditor-General on the Financial Statements for 2004-2005.
(l) Report and Financial Statements of the South African Nuclear Energy Corporation (NECSA) for 2004-2005, including the Report of the Auditor-General on the Financial Statements for 2004-2005 [RP 168-2005].
7. The following paper is referred to the Select Committee on
Security and Constitutional Affairs for consideration:
(a) Draft Directives regarding Complainant Participation in
Correctional Supervision and Parole Boards, tabled in terms of
section 299A of the Criminal procedure Act, 1977 (Act No 51 of
1977) as amended.
8. The following paper is referred to the Select Committee on
Labour and Public Enterprises and the Select Committee on Security
and Constitutional Affairs for consideration and report:
(a) Report and Financial Statements of the Police, Security,
Legal , Justice and Correctional Services Sector Education
and Training Authority (POSLEC SETA) for 2004-2005, including
the Report of the Auditor-General on the Financial Statements
for 2004-2005 [RP 101-2005].
(9) The following papers are referred to the Select Committee on Labour and Public Enterprises for consideration and report:
(a) Report and Group Annual Financial Statements of South
African Post Office Limited for 2004-2005, including the
Report of Independent Auditors on the Financial Statements for
2004-2005.
(b) Institute of South Africa (NEMISA) for 2004-2005,
including the Report of the Auditor-General on the Financial
Statements for 2004-2005 [RP 150-2005].
(c) Report and Financial Statements of the Media, Advertising,
Publishing, Printing and Packaging Sector Education and
Training Authority (MAPPP SETA) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
2004-2005 [RP 96-2005].
(d) Report and Financial Statements of Vote 7 – Government
Communication and Information System (GCIS) for 2004-2005,
including the Report of the Auditor-General on the Financial
Statements for 2004-2005 [RP 172-2005].
(e) Report and Financial Statements of Sentech for 2004-2005,
including the Report of the Independent Auditors on the
Financial Statements for 2004-2005.
10. The following paper is referred to the Select Committee on
Security and Constitutional Affairs and the Joint Standing
Committee on Defence:
(a) The President of the Republic submitted a letter dated 20
September 2005 to the Chairperson of the National Council of
Provinces informing Members of the Council of the employment
of the South African National Defence Force in the Democratic
Republic of Congo.
11. The following papers are referred to the Select Committee on
Finance for consideration and report:
a) Report and Financial Statements of the South African Revenue
Services (SARS) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP
211-2005].
b) Report and Financial Statements of Statistics South Africa for
2004-2005, including the Report of the Auditor-General on the
Financial Statements for 2004-2005 [RP 166-2005].
c) Report and Financial Statements of the Financial Intelligence
Centre for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 176-
2005].
d) Annual Financial Statements of the Corporation for Public
Deposits for 2004-2005, including the Report of the
Independent Auditors on the Financial Statements for 2004-
2005.
e) Report and Financial Statements of the Registrar of Collective
Investment Schemes for the year ended 31 December 2003.
f) Report and Financial Statements on the Office of the Auditor-
General for 2004-2005, including the Report of the Independent
Auditors on the Financial Statements for 2004-2005 [RP 193-
2005].
- The following paper is referred to the Select Committee on Local Government and Administration for consideration and report:
(a) Report and Financial Statements of Vote 5 – Department of
Provincial and Local Government for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
Vote 5 for 2004-2005 [RP 200-2005].
- The following paper is referred to the Select Committee on Local Government and Administration and the Select Committee on Education and Recreation for consideration and report:
(a) Report and Financial Statements of the Commission for the
Promotion and Protection of the Rights of Cultural, Religious
and Linguistic Communities (CRL Communities) 2004-2005,
including the Report of the Auditor-General on the Financial
Statements for 2004-2005 [RP 183-2005].
- The following papers are referred to the Select Committee on Labour and Public Enterprises and the Select Committee on Economic and Foreign Affairs for consideration and report:
(a) Report and Financial Statements of the Mining
Qualification Authority (MQA) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
2004-2005 [RP 98-2005].
(b) Report and Financial Statements of the Energy Sector Education
and Training Authority (ESETA) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
2004-2005 [RP 88-2005].
- The following paper is referred to the Select Committee on Labour and Public Enterprises and the Select Committee on Public Services for consideration and report:
a) Report and Financial Statements of the Transport Education and
Training Authority (TETA) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005
[RP 103-2005].
- The following papers are referred to the Select Committee on Economic and Foreign Affairs and the Select Committee on Labour and Public Enterprises for consideration and report:
(a) Report and Financial Statements of the Mine Health and
Safety Council (MHSC) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements for 2004-2005
[RP 141-2005].
TABLINGS
National Assembly and National Council of Provinces
- The Minister of Arts and Culture
(a) Report and Financial Statements of the Windybrow Centre for the
Arts for 2004-2005, including the Report of the Auditor-General
on the Financial Statements for 2004-2005.
THURSDAY, 6 OCTOBER 2005
TABLINGS
National Assembly and National Council of Provinces 1. The Minister for Justice and Constitutional Development a) Proclamation No R.47 published in Government Gazette No 27986 dated 31 August 2005: Amendment of Regulations, in terms of the Public Funding of Represented Political Parties Act, 1997 (Act No 103 of 1997).
FRIDAY, 7 OCTOBER 2005
ANNOUNCEMENTS
National Assembly and National Council of Provinces
The Speaker and the Chairperson
-
Bills returned to Executive
On 5 October 2005 the Speaker, after consultation, referred the Electricity Regulation Bill [B 29 – 2005], introduced in the National Assembly as a section 75 Bill on 2 September 2005, back to the Minister of Minerals and Energy, as it contains both section 75 and section 76 provisions.
MONDAY, 10 OCTOBER 2005
TABLINGS
National Assembly and National Council of Provinces
-
The Speaker and the Chairperson (a) Report and Financial Statements of the Pan South African Language Board (PanSALB) for 2004-2005, including the Report of the Auditor-General on the Financial Statements for 2004-2005 [RP 205-2005].
-
The Minister of Finance
(a) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Decentralised Development
Programme, tabled in terms of section 231(3) of the
Constitution, 1996 (Act No 108 of 1996).
(b) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Decentralised Development Programme.
(c) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Promotion of Rural
Livelihoods in Eastern Cape Province Project, tabled in terms
of section 231(3) of the Constitution, 1996 (Act No 108 of
1996).
(d) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Promotion of Rural Livelihoods in Eastern Cape Province Project
(e) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Training and Support for
Natural Resource Management (Transform) Project, tabled in
terms of section 231(3) of the Constitution, 1996 (Act No 108
of 1996).
(f) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Training and Support for Natural Resource Management
(Transform) Project.
(g) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Broadening Agricultural
Services and Extension Delivery Project, tabled in terms of
section 231(3) of the Constitution, 1996 (Act No 108 of 1996).
(h) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Broadening Agricultural Services and Extension Delivery
Project.
(i) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Training System for
Education, Training and Development Practitioners (ETDP SETA)
Project, tabled in terms of section 231(3) of the Constitution,
1996 (Act No 108 of 1996).
(j) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Training System for Education, Training and Development
Practitioners (ETDP SETA) Project.
(k) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Trade and Industrial Policy
Secretariat (TIPS) Consultancy Project, tabled in terms of
section 231(3) of the Constitution, 1996 (Act No 108 of 1996).
(l) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Trade and Industrial Policy Secretariat (TIPS) Consultancy
Project.
(m) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning Assistance for the National
Housing Finance Corporation (NHFC) Programme, tabled in terms
of section 231(3) of the Constitution, 1996 (Act No 108 of
1996).
(n) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning
Assistance for the National Housing Finance Corporation (NHFC)
Programme.
(o) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Municipal Finance Management
Programme, tabled in terms of section 231(3) of the
Constitution, 1996 (Act No 108 of 1996).
(p) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Municipal Finance Management Programme.
Exchange of Letters between the Government of the Republic of
South Africa and the Government of the Federal Republic of
Germany concerning the Provincial Administration Support
Programme in the Eastern Cape, tabled in terms of section
231(3) of the Constitution, 1996 (Act No 108 of 1996).
(r) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Provincial Administration Support Programme in the Eastern
Cape.
(s) Exchange of Letters between the Government of the Republic
of South Africa and the Government of the Federal Republic of
Germany concerning the Vocational Education and training Fund
Project, tabled in terms of section 231(3) of the Constitution,
1996 (Act No 108 of 1996).
(t) Explanatory Memorandum on the Exchange of Letters between
the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Vocational Education and training Fund Project.
(u) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Urban Upgrading and
Development Programme, tabled in terms of section 231(3) of the
Constitution, 1996 (Act No 108 of 1996).
(v) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Urban Upgrading and Development Programme.
(w) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Planning and Implementation
Management Support Systems for Municipalities Programme, tabled
in terms of section 231(3) of the Constitution, 1996 (Act No
108 of 1996).
(x) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Planning and Implementation Management Support Systems for
Municipalities Programme.
(y) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Economic and Development
Policy Advisory Programme, tabled in terms of section 231(3) of
the Constitution, 1996 (Act No 108 of 1996).
(z) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Economic and Development Policy Advisory Programme.
(aa) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the HIV/AIDS Cross-Sectoral Fund
Project, tabled in terms of section 231(3) of the Constitution,
1996 (Act No 108 of 1996).
(bb) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
HIV/AIDS Cross-Sectoral Fund Project.
(cc) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Advisory Support for the
Consolidation of the Mpumalanga Provincial Administration
Project, tabled in terms of section 231(3) of the Constitution,
1996 (Act No 108 of 1996).
(dd) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Advisory Support for the Consolidation of the Mpumalanga
Provincial Administration Project.
(ee) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Federal
Republic of Germany concerning the Basic Employment and Skills
Training Programme in the Free State and Eastern Cape
Provinces, tabled in terms of section 231(3) of the
Constitution, 1996 (Act No 108 of 1996).
(ff) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Federal Republic of Germany concerning the
Basic Employment and Skills Training Programme in the Free
State and Eastern Cape Provinces.
(gg) Exchange of Letters between the Government of the
Republic of South Africa and the Government of the Kingdom of
Norway regarding Mutual Assistance between their Customs
Administrations, tabled in terms of section 231(3) of the
Constitution, 1996 (Act No 108 of 1996).
(hh) Explanatory Memorandum on the Exchange of Letters
between the Government of the Republic of South Africa and the
Government of the Kingdom of Norway regarding Mutual Assistance
between their Customs Administrations.
(ii) Agreement between the Government of the Republic of
South Africa and the Government of the Republic of Turkey
regarding Mutual Assistance between their Customs
Administrations, tabled in terms of section 231(3) of the
Constitution, 1996 (Act No 108 of 1996).
(jj) Explanatory Memorandum on the Agreement between the
Government of the Republic of South Africa and the Government
of the Republic of Turkey regarding Mutual Assistance between
their Customs Administrations.
(kk) Government Notice No R.794 published in Government
Gazette No 26868 dated 12 August 2005: Determination of amounts
for purposes of the Act, in terms of the Military Pensions Act,
1976 (Act No 84 of 1976).
(ll) Government Notice No R.860 published in Government
Gazette No 27976 dated 2 September 2005: Determination of limit
on amount of remuneration for purposes of determination of
contribution in terms of section 6, in terms of the
Unemployment Insurance Act, 2002 (Act No 4 of 2002).
- The Minister of Trade and Industry
(a) Trade and Economic Agreement between the Republic of South
Africa and the Republic of Turkey, tabled in terms of section
231(3) of the Constitution, 1996 (Act No 108 van 1996).
(b) Explanatory Memorandum to the Trade and Economic Agreement
between the Republic of South Africa and the Republic of Turkey.
TUESDAY, 11 OCTOBER 2005
ANNOUNCEMENTS
National Council of Provinces
- Referrals to Committees of papers tabled 1. The following paper is referred to the Joint Monitoring Committee on Improvement of Quality of Life and Status of Women for consideration and report:
(a) Office on the Status of Women contained in the
Report and Financial Statements of Vote 1 – The Presidency
for 2004-2005, including the Report of the Auditor-General
on the Financial Statements of Vote 1 for 2004-2005 [RP 191-
2005].
2. The following papers are referred to the Joint Monitoring
Committee on Improvement of Quality of Life and Status of Children,
Youth and Disabled Persons for consideration and report:
(a) Office on the Rights of the Child and the Office on the
Status of Disabled Persons contained in the Report and
Financial Statements of Vote 1 – The Presidency for 2004-2005,
including the Report of the Auditor-General on the Financial
Statements of Vote 1 for 2004-2005 [RP 191-2005].
(b) Report and Financial Statements of the National Youth
Commission for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 173-
2005].
3. The following papers are referred to the Select Committee on
Security and Constitutional Affairs for consideration and report:
(a) Report and Financial Statements of Vote 24 –
Department of Justice and Constitutional Development for 2004-
2005, including the Report of the Auditor-General on the
Financial Statements of Vote 24 for 2004-2005 [RP 190-2005].
(b) Report and Financial Statements of Vote 21 –
Department of Correctional Services for 2004-2005, including
the Report of the Auditor-General on the Financial Statements
for 2004-2005 [RP 178-2005].
(c) Report and Financial Statements of the South African Human
Rights Commission (SAHRC) for 2004-2005, including the Report
of the Auditor-General on the Financial Statements for 2004-
2005 [RP 208-2005].
4. The following papers are referred to the Select Committee on
Finance for consideration and report:
a) Report and Financial Statements of the Public Investment
Corporation (PIC) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP
147-2005].
b) Report and Financial Statements of the Reconstruction and
Development Programme Fund for 2004-2005, including the Report
of the Auditor-General on the Financial Statements for 2004-
2005 [RP 169-2005].
c) The Address of the Governor of the South African Reserve Bank
on 24 August 2005.
d) Report of the South African Reserve Bank on the eighty-fourth
ordinary general meeting of shareholders for 2004.
5. The following papers are referred to the Select Committee on
Public Services for consideration and report:
a) Report and Financial Statements of Vote 33 – Department of
Transport for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 33 for 2004-2005.
b) Report and Financial Statements of the South African Maritime
Safety Authority (SAMSA) for 2004-2005, including the Report of
the Auditor-General on the Financial Statements (including the
Maritime Fund) for 2004-2005.
c) Report and Financial Statements of the South African Civil
Aviation Authority (CAA) for 2004-2005, including the Report of
the Independent Auditors on the Financial Statements for 2004-
2005 [RP 82-2005].
d) Report and Financial Statements of the South African Search and
Rescue (SASAR) organisation for 2004-2005.
e) Report and Financial Statements of the Railway Safety Regulator
(RSR) for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005.
f) Report and Financial Statements of Vote 29 – Department of
Housing for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 29 for 2004-2005
[RP 142-1005].
6. The following papers are referred to the Select Committee on
Local Government and Administration for consideration and report:
a) Report and Financial Statements of the National House of
Traditional Leaders (NHTL) for 2004-2005.
b) Report and Financial Statements of Vote 10 – Department of
Public Service and Administration for 2004-2005, including the
Report of the Auditor-General on the Financial Statements of
Vote 10 for 2004-2005 [RP 193-2005].
c) Report and Financial Statements of South African Management
Development Institute (SAMDI) for 2004-2005, including the
Report of the Auditor-General on the Financial Statements for
2004-2005 [RP 198-2005].
7. The following papers are referred to the Select Committee on
Labour and Public Enterprises for consideration and report:
(a) Report and Financial Statements of Vote 9 –
Department of Public Enterprises for 2004-2005, including
the Report of the Auditor-General on the Financial
Statements of Vote 9 for 2004-2005.
b) Report and Financial Statements of the Universal Service Agency
(USA) for 2003-2004, 2004-2005 and the Report and Financial
Statements of the Universal Service Fund (USF) for 2004-2005,
including the Reports of the Auditor-General on the Financial
Statements of the Universal Service Agency (USA) for 2003-2004,
2004-2005 and the Universal Service Fund (USF) for 2004-2005
[RP 196-2005].
c) Report and Financial Statements of the Universal Service Agency
(USA) on the Universal Agency Fund (USF) for 2003-2004,
including the Report of the Auditor-General on the Financial
Statements for 2003-2004 [RP 15-2005].
d) Report and Financial Statements of the National Economic
Development and Labour Council (NEDLAC) for 2004-2005,
including the Report of the Independent Auditors on the
Financial Statements for 2004-2005.
8. The following papers are referred to the Select Committee on
Social Services for consideration and report:
a) Report and Financial Statements of Vote 19 – Department of
Social Development for 2004-2005, including the Report of the
Auditor-General on the Financial Statements of Vote 19 for 2004-
2005 [RP 210-2005].
b) Report and Financial Statements of Vote 16 – Department of
Health for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 16 for 2004-2005
[RP 136-2005].
c) Report and Financial Statements of the Film and Publications
Board for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005.
9. The following papers are referred to the Select Committee on
Land and Environmental Affairs for consideration and report:
a) Report and Financial Statements of Vote 34 – Department of
Water Affairs and Forestry for 2004-2005, including the Report
of the Auditor-General on the Financial Statements of Vote 34
for 2004-2005 [RP 130-2005].
b) Report and Financial Statements of the Water Research
Commission (WRC) for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005 [RP
116-2005].
c) Report and Financial Statements of the Trans-Caledon Tunnel
Authority (TCTA) for 2004-2005, including the Report of the
Independent Auditors on the Financial Statements for 2004-2005.
d) Report and Financial Statements of Vote 30 – Department of Land
Affairs for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 30 for 2004-2005
[RP 132-2005].
e) Report and Financial Statements of the South African Weather
Service for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 139-
2005].
10. The following paper is referred to the Select Committee on
Social Services:
a) Agreement between the Government of the Republic of South
Africa and the Government of the Republic of Mozambique
regarding the Waiver of Visa Requirements for Holders of
Ordinary Passports, tabled in terms of section 231(3) of the
Constitution, 1996 (Act No 108 of 1996).
11. The following papers are referred to the Select Committee on
Education and Recreation for consideration and report:
a) Report and Financial Statements of Vote 14 – Department of Arts
and Culture for 2004-2005, including the Report of the Auditor-
General on the Financial Statements of Vote 14 for 2004-2005.
b) Report and Financial Statements of the National Arts Council of
South Africa for 2004-2005, including the Report of the Auditor-
General on the Financial Statements for 2004-2005 [RP 180-
2005].
c) Report and Financial Statements of the National English
Literary Museum for 2004-2005, including the Report of the
Auditor-General on the Financial Statements for 2004-2005.
d) Report and Financial Statements of Vote 18 – Department of
Science and Technology for 2004-2005, including the Report of
the Auditor-General on the Financial Statements of Vote 18 for
2004-2005.
e) Report and Financial Statements of Vote 20 – Department of
Sport and Recreation for 2004-2005, including the Report of the
Auditor-General on the Financial Statements of Vote 20 for 2004-
2005.
WEDNESDAY, 12 OCTOBER 2005
COMMITTEE REPORTS
National Council of Provinces
- Report of the Select Committee on Public Services on the Road Accident Fund Amendment Bill [B 64B – 2003] (National Assembly - sec 75), dated 12 October 2005:
The Select Committee on Public Services, having considered the subject of the Road Accident Fund Amendment Bill [B 64B – 2003] (National Assembly – sec 75), referred to it, reports that it has agreed to the Bill.
THURSDAY, 13 OCTOBER 2005
ANNOUNCEMENTS
National Assembly and National Council of Provinces
- Classification of Bills by Joint Tagging Mechanism:
(1) The Joint Tagging Mechanism (JTM) on 20 September 2005 in terms
of Joint Rule 160(3), classified the following Bill as a section
75 Bill:
i) Auditing Profession Bill [B 31 – 2005] (National Assembly –
sec 75)
-
Membership of Committees
1) The following changes have been made to the membership of Joint Committees, viz:
Defence:
Appointed: Montsitsi, Mr S D
National Council of Provinces
- Messages from National Assembly to National Council of Provinces in respect of Bills passed by Assembly and transmitted to Council
(1) Bills passed by National Assembly on 13 October 2005 and
transmitted for concurrence:
i) National Credit Bill [B 18B – 2005] (National Assembly – sec
76)
The Bill has been referred to the Select Committee on
Economic and Foreign Affairs of the National Council of
Provinces.
ii) Forestry Laws Amendment Bill [B 24B – 2005] (National
Assembly – sec 76)
The Bill has been referred to the Select Committee on Land
and Environmental Affairs of the National Council of
Provinces.
iii) Repeal of Black Administration Act and Amendment of Certain
Laws Bill [B 25B – 2005] (National Assembly – sec 76)
The Bill has been referred to the Select Committee on
Security and Constitutional Affairs of the National Council
of Provinces.
[1] Eastern Cape, Free State, KwaZulu-Natal, Gauteng, Mpumalanga, North West and the Western Cape. [2] Fourth World Conference on Women Platform for Action. www.un.org/womenwatch/daw/beijing/platform/declar.htm [3] Due to time constraints in the hearings, NIA informed the JMC that they did not have a Gender Desk. No further presentation was made by the NIA and no report was available. [4] As with the NIA, Public Enterprises delivered only a short report indicating that they don’t have a GFP and that transversal issues, such as gender, youth and disability issues are addressed. No report was available. [5] The implementing agencies are the provincial OSWs as well as the national and provincial GFPs. [6] The OSW in Mpumalanga did not make a presentation to the committee. A written submission was received. [7] The Western Cape OSW did not make a presentation to the committee. Written submission was received.
[8] Meaning ‘to comfort’ [9] This report only provided information on the structure, reporting lines and budget of the GFP. [10] The Secretariate had not made a report available at the time of compiling this document. Only a short oral presentation was made by the Secretariat. [11] As indicated earlier, the Gauteng Province currently does not have an OSW but instead has a Directorate fulfilling the function. They are in the process of establishing a Gender/HIV unit. These are the positions that are reported on here. [12] The Department of Science and Technology has appointed an external co- ordinator at Director level and an internal co-ordinator at a Deputy Director level.