Last month the Portfolio Committee on Public Service and Administration met with representatives from the Department of Public Service and Administration (DPSA) and the Public Service Commission (PSC) to receive updates on efforts to build a capable, ethical, and developmental state through the ongoing professionalisation process.
The two entities delivered presentations focusing on the alignment between the Medium Term Development Plan (MTDP) and the national framework towards the professionalisation of the public sector, which was published in October 2022. The MTDP’s third strategic objective is the building of a capable, ethical, and developmental state. It is thus important that these two initiatives complement and support each other, as this would help to mitigate the often-seen situation in the past where policies dwindle into a state of limbo because they are disconnected from development frameworks, annual performance plans, and budget allocations.
Chairperson Jan de Villiers reiterated the committee’s commitment to the process, including its determination to hold stakeholders accountable for implementing the framework. He emphasised the necessity of implementation across the entire public sector, stating that it is vital that the committee plays an active role in ensuring its successful execution.
“We would like to see the full implementation of the framework in the term of this government of national unity (GNU),” he said.
Ensuring administrative efficiency
The framework makes an important distinction between professionalisation and being professional. “Being professional and professionalism encompass the practices, conduct, values, and behaviour that a person exhibits regardless of training, qualifications, and levels of responsibility. The concept of professionalisation, on the other hand, is about changing individual attitudes, behaviour, and performance towards serving the public.”
Implementation of the professionalisation framework includes the following:
- Ensuring there would be an integrated public services handbook that seeks to promote common interpretations and understanding, as contemplated in Section 42 of the Public Service Act 103 regarding professionalisation standards development;
- Devolving operational matters from executive authorities to heads of departments, to promote administrative efficiency and to improve the political-administrative interface in the current legislative amendments;
- Developing standard operating procedures (SOPs) across government. Government processes were increasingly dependent on individuals, which led to a lack of institutionalisation and sustainability of interventions. Departments must ensure that all identified professionalisation interventions are institutionalised through SOPs; and
- Developing a psychometric integrity testing tool.
In terms of requirements for appointments, the framework would ensure:
- The tightening of pre-entry requirements as well as effective recruitment and selection processes that inform meritocratic appointments at middle and senior management levels;
- Undertaking workplace orientation and induction programmes that promote a healthy organisational culture;
- Effective planning, performance management and appraisal systems, including performance standards and assessment instruments for different categories of employees;
- Performance management can also be aligned with professional body or association registration;
- Public servants undertaking continuous learning and professional development. This will include, as well, the professionalisation of certain categories of occupations in the public sector; and
- Managing the career progression and career incidents of public servants and heads of department.
“This is not just policy reform – it is a national priority,” said the DPSA in its presentation. “A strong, ethical public service is essential for growth, social justice, and effective governance – a high-performing state that truly serves its people.”
Bold initiative
PSC chairperson Prof Somadoda Fikeni informed the committee that the issue of professionalisation had been frequently discussed in both the sixth and seventh administrations. He said that the government and public administration had realised that meaningful progress would not be achieved without addressing state capacity – the existence of strong policies notwithstanding.
“This framework represents the boldest and most audacious attempt, in a comprehensive sense, of public sector reform,” said Fikeni, adding that the PSC views the framework as central to its work, given its mandate to ensure an efficient and effective public service.
The Auditor-General of South Africa (AGSA) has taken great interest in the matter, Fikeni said, being of the view that if professionalisation were implemented across all departments, AGSA’s work would be much easier because sufficient state capacity, proper appointments, and the deployment of the right personnel would cut down on maladministration.
The PSC’s specific functions as stated in the framework are to:
- play a role in performance evaluation of all department heads to strengthen objectivity and introduce a comprehensive approach that should link performance of that individual to that of the institution they lead; and
- develop a database of a pool of technical experts to be used by executive authorities during the recruitment and selection process of directors-general and deputy directors-general in the public sector.
The DPSA, meanwhile, has been implementing the volume 1 directive, which was approved in February 2024, to guide departments in adopting the professionalisation framework. This will ultimately transform the public service for better delivery by ensuring merit-based appointments and eliminating inefficiencies that hinder service delivery, which in turn will strengthen residents’ confidence in the public service.
The planned structural and procedural reforms will remove inefficiencies and outdated practices, said the DPSA. To this end, five repealed directives and circulars have been replaced with modern, streamlined policies, while 157 national and provincial departments have been empowered with clear, actionable reforms.
The DPSA is also conducting nationwide workshops to ensure uniform implementation, accountability, and improved service standards.
Addressing political interference in appointments
Committee members raised the problem of political interference in recruitment, asking the PSC how it planned to prevent political interference in senior appointments and ensure impartiality.
South Africa has very recently seen allegations of political interference in the appointment of the new South African Airways (SAA) group CEO, Dr John Lamola, despite the fact that he was not the SAA board’s preferred candidate, nor the one with the highest score. GNU partner the DA has filed a complaint with the Public Protector in this regard.
A well-implemented panel of experts could significantly limit political interference, said Fikeni. Although government’s multiparty nature already provides some balance, there are still concerns about how ministers select panel members, especially when such members do not possess appropriate expertise. He warned against scenarios where individuals without relevant skills, such as religious leaders, are chosen to interview candidates for technical positions.
It is the PSC’s task to ensure that panels are fit for purpose, Fikeni added, with experts aligned to and knowledgable in the specific field of the vacancy and further, that panels comprise a diverse representation, including women, youth, persons with disabilities, and vulnerable groups.
