11

Progress of Employment of the South African National Defence Force

Presentation to the Joint Standing Committee on Defence

24 November 2011

Presented by Chief Human Resources

2

» Aim– To present an overview of progress of employment of

the SANDF

» Scope– Macro HR Overview

Full-time HR component evolution HR expenditure evolution Transformation progress ito race and gender Progress of employment: MSDS Rank-age improvement progress iro Privates

– Scarce Skills Attrition Status and Management – Peace Keeping Deployment Training– Conclusion

Aim & Scope

33

Part 1

Macro HR Overview

444

0

20000

40000

60000

80000

100000

120000

Total MSDS

Total 82705 99874 101353 99430 93324 86533 82454 78823 76937 76132 75791 76929 77587 77425 74838 74555 77166 78885 82991

MSDS 1354 3560 6279 8224 8392 7387 7357 8825 8439 10123

1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012

Note 1: Strengths are as on 1 April of each year except 31 Oct 11Note 2: DOD attained peak strength in 1996 due to the integration process. Since 2002, average full-time strength = 76 640Note 3: Average strengths for 2012 are planned

DOD FULL-TIME EMPLOYMENT EVOLUTION PROGRESS

The HR component underwent progressive downsizing, primarily due to funding constraints .

5 55

0

5000000

10000000

15000000

20000000

25000000

30000000

35000000

HR 10772772 12831928 16717624 17555297

OTHER 17028513 18492319 13596150 16793790

FY08/09 FY09/10 FY10/11 FY11/12

PAST MTEF DOD HR (ITEM 10) EXPENDITURE EVOLUTION VS TOTAL DOD EXPENDITURE AND FY2011/12 ALLOCATION

R27 801 285 512TOT EXPEND R30 313 774 467R31 324 247 153

38,7% 55,1%40,9%

R34 349 087 000

(Adjustments Budget included)

51,1%

Note: Other refers to Operating and Capital Expenditure

6

0

10000

20000

30000

40000

50000

60000

70000

DOD Macro HR Composition per Service System Component – (31 Oct 11)

MILITARYREGULARS

(LTS, MTS, CSS)

CONVENTIONAL RESERVES

TERRITORIALRESERVES

(BEING PHASED OUT)

PSAP

12 671(16%)

2 493

23 250

57 667(73,1%)

MSDS

8 439(10,7%)

Note 1: 12 interns on strength as at 31 Oct 11

Note 2: 66 Auxiliary Service as at 31 Oct 11

Note 3: Percentages indicate the percentage out of the full-time component

TOTAL FULL-TIME COMPONENT = 78 855

77

AFRICANS5630371%

INDIANS8881%WHITES

1159915%

COLOUREDS1006513%

WHITES 37827(45.7)

INDIANS 842(1.0)

COLOUREDS 12983(15.7)

AFRICANS 31053(37.5)

WHITES 33455(33.1%)

AFRICANS 54718(54.1%)

COLOUREDS 11999(11.9%)

INDIANS 938(0.9%)

19941996

31 OCT 11

TOTAL: 82 705TOTAL: 101 110

WHITES 17045(24.4%)

AFRICANS 45276(64.7%) INDIANS 525

(0.8%)

COLOUREDS 7154(10.2%)

1998 DEFENCE REVIEW GUIDELINE

TOTAL: 70 000

TOTAL: 78 855

Employment Equity Progress: Race

8 88

0%

20%

40%

60%

80%

100%

WHITE 0 1 5 60 407 996 844 550 182 21 13 1387 1018 1616 681 482 318 638 6

INDIA N 0 1 0 3 17 27 50 57 41 4 24 72 67 122 110 63 30 96 1

C OLOUR ED 0 0 1 8 48 174 256 357 288 16 13 382 474 1064 1160 1031 688 1916 14

A FR IC A N 2 6 29 95 381 854 1109 1499 1389 130 93 731 1103 3545 5780 7626 5932 17861 51

GENLT

GENM A J GEN

B R IG GEN C OL

LT C OL M A J C A P T LT 2LT C P LN WO1 WO2 SSGT SGT C P L LC P L P TE C O

DOD TRANSFORMATION PROGRESS: RANK PER RACEAS AT 1 NOV 11

Note 1: Ranks include equivalent ranks for the SA NavyNote 2: Despite broad-based recruiting efforts, the recruitment of minorities remain challenging Note 3: Red dotted line represents 24,4% White representation guideline (Defence Review 1998)

9

MALE5714672%

FEMALE2170928%

MALE 66361(80.2%)

FEMALE 16344(19.8%)

1994

31 OCT 11

MALE 83210(82.3%)

FEMALE 17900(17.7%)

1996

TOTAL: 82 705

TOTAL: 78 855

TOTAL: 101 110

Employment Equity Progress: Gender

10 1010

0%

20%

40%

60%

80%

100%

FEM A LE 0 0 1 34 134 460 668 963 715 70 23 406 544 1295 1436 2094 1725 5110 48

M A LE 2 8 34 132 719 1591 1591 1500 1185 101 110 2166 2118 5052 6295 7108 5243 15401 24

GENLT

GENM A J GEN

B R IG GEN C OL

LT C OL M A J C A P T LT 2LT C P LN WO1 WO2 SSGT SGT C P L LC P L P TE C O

DOD TRANSFORMATION PROGRESS: RANK PER GENDERAS AT 1 NOV 11

Note: Ranks include equivalent ranks for the SA Navy

111111

0

10000

20000

30000

Ptes 18-24 Total Ptes

Ptes 18-24 1779 1450 2513 3475 6225 8382 10367 9055 10052 11691 10817

Total Ptes 19480 17626 17059 16503 18236 19660 20614 18618 19071 20899 20511

2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011

9,1%

Note: Strengths are as on 1 April of each year except 31 Oct 11

21,0%14,7%

50,2%

8,2%42,6%

34,1%

MSDS & Rank-Age Improvement Progress

48,6% 52,7%56% 53%

MSDS INTAKE SYSTEM STARTS

12

MSDS Status since Implementation in 2003

Strength %

Total Number in All Intakes 34,572 -

Currently in the System as MSDS 8,439 -

Translations to the Regulars (Core Service System) that occurred up to now

19,102 73%(as a % of

members who completed MSDS

successfully)

Number who exited the MSDS after two years’ service (available for Reserve service)

5,488 21%(as a % of

members who completed MSDS

successfully)

Resignations before completing MSDS service

1,640 -

FY 2012/13 MTEF planning (overlapping MSDS intakes in the system)

10,123 -

1313

Part 2

Scarce Skills

14

» The shortage of scarce/critical skills in Defence Forces is a universal phenomenon due to:

– Private sector competition– International “job hopping” facilitated by globalisation

» DOD scarce skills exits peaked in FY2006/07 when 1 370 scarce skills personnel left the DOD

» Since then, the exit tempo has declined significantly due to – Improved salaries for SANDF members since July 2009 (Level

2 – 12);– The implementation and regular improvement of monetary

incentives; and– Labour market conditions which lately offer fewer opportunities

outside the DOD» The matter however remains a strategic issue and the DOD is

developing a new Retention Strategy (due by March 2012) to manage this matter holistically

Scarce Skills

1515

1515

0

200

400

600

800

1000

1200

1400

Retire 46 59 48 50 92 78

Resign 686 646 684 643 334 183

MEM 151 248 163 82 14 12

Med Discharge 19 13 11 3 2 7

Discharge 28 45 47 43 64 24

Transfer 36 58 55 34 36 20

Deceased 59 63 53 31 57 46

Contract Expiry 196 238 201 217 167 155

FY2005/06 FY2006/07 FY2007/08 FY2008/09 FY2009/10 FY2010/11

Scarce Skills Exits: Combined All Reason Codes FY2005/06 – 10/11

61% decline in exit rate from high point in FY2006/07 or a 31,5% exit decline from FY 2009/10

1 221

1 370

1 2621 103

766

525

Note: Scarce skills indicated are Aircrew, Airspace Controllers, Naval Combat Officers, Engineers, Technical, Health Professionals & Nurses

16

Priority Order of Exit Reason Codes:

Resignations - 51% - 3176 Contract Expiry - 18.7% - 1 174 MEM - 10.6% - 670 Retirement - 5.9% - 373 Deceased - 4.9% - 309 Inter-Dept Transfer - 3.8% - 239 Discharge - 3.9% - 251 Medical Discharge - 0.8% - 55

TOTAL 6 247

Scarce Skills Exits: Combined All Reason Codes FY2005/06 – 10/11

Note: 767 contract expiries (65% of contract expiries) were medical interns and community service workers obtaining practical experience in SAMHS

17 1717

0

10

20

30

40

50

60

Retire 0 1 5 3 10 3

Resign 21 22 11 29 13 11

MEM 4 9 6 6 2 1

Med Discharge 0 0 0 0 0 0

Discharge 1 1 0 0 1 0

Transfer 0 0 0 0 0 0

Deceased 3 0 1 0 5 2

Contract Expiry 9 12 17 22 5 1

FY2005/06 FY2006/07 FY2007/08 FY2008/09 FY2009/10 FY2010/11

Scarce Skills Exits: Pilots & Navigators: FY2005/06 – 10/11

69% decline in exit rate from high point in FY2008/09

38

60

4540 36

18

18 1818

0

10

20

30

40

50

60

Retire 1 1 1 0 0 1

Resign 26 35 27 35 15 8

MEM 3 7 0 1 0 0

Med Discharge 0 0 0 0 0 0

Discharge 0 1 5 4 4 1

Transfer 0 2 0 0 1 1

Deceased 2 3 0 0 1 0

Contract Expiry 2 3 10 2 2 1

FY2005/06 FY2006/07 FY2007/08 FY2008/09 FY2009/10 FY2010/11

Scarce Skills Exits: Airspace Controllers : FY2005/06 – 10/11

77% decline in exit rate from high point in FY2006/07

3442

52

43

23

12

19 1919

0

5

10

15

20

25

30

35

40

45

Retire 1 1 1 4 3 3

Resign 17 12 19 28 12 5

MEM 9 8 11 6 1 1

Med Discharge 0 0 0 0 0 0

Discharge 2 0 0 0 0 0

Transfer 0 0 1 0 0 0

Deceased 0 0 1 1 2 0

Contract Expiry 10 8 0 3 1 1

FY2005/06 FY2006/07 FY2007/08 FY2008/09 FY2009/10 FY2010/11

Scarce Skills Exits: Naval Combat Officers: FY2005/06 – 10/11

76% decline in exit rate from high point in FY2008/09

39 42

2933

19

10

20 2020

0

5

10

15

20

25

30

Retire 0 0 1 0 0 1

Resign 11 13 24 19 7 6

MEM 1 1 1 1 0 0

Med Discharge 0 0 0 0 0 0

Discharge 0 0 0 0 0 2

Transfer 0 0 2 0 0 0

Deceased 0 0 0 0 0 1

Contract Expiry 2 4 1 1 0 1

FY2005/06 FY2006/07 FY2007/08 FY2008/09 FY2009/10 FY2010/11

Scarce Skills Exits: Professional Engineers : FY2005/06 – 10/11

62% decline in exit rate from high point in FY2007/08

14

29

18

21

7

11

21 2121

0

100

200

300

400

500

600

700

Retire 26 27 26 30 49 48

Resign 313 303 360 403 170 54

MEM 82 148 111 58 6 6

Med Discharge 13 9 10 1 1 5

Discharge 21 24 30 33 58 18

Transfer 3 13 22 4 6 0

Deceased 41 44 42 27 43 37

Contract Expiry 13 38 35 54 22 17

FY2005/06 FY2006/07 FY2007/08 FY2008/09 FY2009/10 FY2010/11

Scarce Skills Exits: Technical : FY2005/06 – 10/11

71% decline in exit rate from high point in FY2007/08

512

636606 610

355

185

22 2222

0

50

100

150

200

250

300

350

Retire 7 8 3 5 11 8

Resign 103 106 83 85 70 84

MEM 14 25 9 7 5 4

Med Discharge 1 0 0 0 0 2

Discharge 1 1 3 5 1 1

Transfer 25 36 26 27 26 16

Deceased 4 4 2 2 3 1

Contract Expiry 141 146 109 124 124 123

FY2005/06 FY2006/07 FY2007/08 FY2008/09 FY2009/10 FY2010/11

Scarce Skills Exits: Health Professionals (excluding Nurses): FY2005/06 – 10/11

27% decline in exit rate from high point in FY2006/07

296

235

326

255240 239

Note: contract expiries were medical interns and community service workers obtaining practical experience in SAMHS

23 2323

0

20

40

60

80

100

120

Retire 8 18 8 8 19 14

Resign 67 38 50 44 47 22

MEM 14 26 3 3 0 0

Med Discharge 5 3 0 2 1 0

Discharge 1 8 0 1 0 2

Transfer 6 6 3 3 3 3

Deceased 2 3 0 1 3 5

Contract Expiry 1 10 8 11 13 11

FY2005/06 FY2006/07 FY2007/08 FY2008/09 FY2009/10 FY2010/11

Scarce Skills Exits: Nurses: FY2005/06 – 10/11

49% decline in exit rate from high point in FY2006/07

104

72

112

7486

57

24 2424

0

200

400

600

800

1000

1200

SCARCE SKILLS 137 260 169 93 28 17 7 1

OTHER SKILLS 413 748 841 538 169 169 81 5

FY 05/06 FY 06/07 FY 07/08 FY 08/09 FY 09/10 FY 10/11 FY 11/12 FY 12/13

Total Approved MEM/ EISP: Scarce Skills compared to Other Skills FY 2005/06 – FY 2012/13

A TOTAL OF 3 868 APPLICATIONS WERE APPROVED OF WHOM 712 (18%) WERE SCARCE SKILLS

Approved MEM’s facilitated the exit of members who reached a career plateau and improved mobility for junior ranks.

The SANDF, like all militaries,grows its own timber from the bottom up.

25

Description No of Pers Amount (R) Dentist Bonus 21 865 505 Pay Incentive Technical SAAF 2 270 98 967 503 Flexi Service Scheme Navy 45 7 517 549 Scare Skills Allowance Health Prof 329 5 567 473 Rural Allowance 475 11 575 248 Technical Allowance (See Note) 1 815 92 017 901 Overtime Med Practitioner 61 3 633 761 Instructor/Test Pilot Cat A1 44 1 272 956 Instructor Pilot Cat A 51 1 323 594 Instructor Pilot Cat B 94 2 003 296 Instructor Pilot Cat C 40 300 095 Flight Technician Allowance 94 1 154 520 MACIP 631 87 975 087 Instructor Cat A1 5 54 883 Instructor Cat A 12 52 432 Instructor Cat B 7 64 767

Scarce Skills Retention Incentives Paid FY 2010/11

Note: includes backpay from 1 July 2009

26

Description No of Pers Amount (R) Instructor Pilot Cat C PTF 1 10 787 Airspace Controller 133 28 854 752 ASC Instructors 88 2 931 751 Naval Tech Offr Production Bonus 20 3 400 054 Naval Tech Ratings Production Bonus 153 19 890 230 Spec Forces Enlistment Bonus 15 736 770 Airspace Controller All 3 11 398 Airspace Controller Instructors 13 166 552 Spec Forces Incentive Pay 241 31 380 502 Spec Forces Competency Allowance 20 243 737 Pharmacists Bonus 127 3 194 369

TOTAL PAID: 7 173 469 517 600

Scarce Skills Retention Incentives Paid FY 2010/11 (continued…)

- Payment = 2,8% of total DOD HR expenditure of R 16 717 624 125- 9% of DOD employees (7 173 / 79 717) benefited

2727

Part 3

Peace Keeping Deployment Training

28

» The inherent military developmental and specialist functional training courses (according to the requirements of the various Services/Divisions, corps and musterings) which SANDF members undergo also apply to members earmarked for participation in peace keeping operations

» SANDF members’ specialist skills are utilised during peace keeping operations

» However, prior to deploying on peace missions, or a personnel rotation, SANDF members forming part of a Mobilising Force also undergo dedicated pre-deployment preparation training at the DOD Mobilisation Centre in Bloemfontein to familiarise themselves with the type of mission, specific mission area and operational conditions to which they are to deploy

Skills Required for Peace Keeping

29

» The pre-deployment mission readiness training is conducted over a 3 week period and includes:– Mission-ready training lectures covering following topics:

Group Forming and Leadership Defence intelligence country brief UN Code of Conduct Sexual abuse against women and children Operational Health Occupational Health and Safety Criminality during External Operations Field Postal System Shared Values and Ethics Counter-intelligence and force security Command and Control Operational Communication

Skills Required for Peace Keeping

30

– Mission-ready training lectures covering following topics (cont’d):

Mine Awareness Religious Aspects Corruption and Fraud Prevention Environmental Management Operational Law, Status of Forces Agreement, Rules of

Engagement

– Driver mission ready training / driver simulation training (eg Land Rovers and armoured personnel carriers)

– Command Post Exercise

Skills Required for Peace Keeping

31

– Command Post Exercise involving: Familiarisation with simulation tools Tactical orientation iro mission specifics, terrain, security, parties to

the conflict, UN forces and culture Exercising in-theatre command and control Practising joint planning and execution of procedures within a

United Nations Peace Support Operations environment Exercising decision making at the various command levels

– Field Exercise involving: Exercising and confirming deployment drills Confirming understanding of support to NGOs Exercising and confirming marry-up drills Confirming standard of immediate action drills during offensive and

defensive operations Safety precautions Confirming individual skills, driver skills and vehicle maintenance Final Inspections

» Upon returning from a deployment, a comprehensive de-briefing is conducted at the Mobilisation Centre

Skills Required for Peace Keeping

32

» Officers Selection & Appointment– Stage 1: Receive Application

Posts and funds must be available as per HR Plans Medical and criminal record screening done

– Stage 2: Interviews Selection Boards convened Minutes signed by Selection Board Chair and Service Chief

– Stage 3: Approval Submission signed by CHR, C SANDF and MOD&MV

– Stage 4: Notify Successful Candidates Allocate force numbers & issue appointment letters One year interim contract for professionals (eg Doctors) while

awaiting MOD&MV approval – Stage 5: On strength Actions

Receive acceptance letter Activate salary

– Officer commences with training – (Same process followed wrt NCOs except MOD&MV approval not

required)

DOD Employment Process

33

» Public Service Act Personnel (PSAP) Selection & Appointment– Stage 1: Advertise Vacant Funded Posts

Receive applications Conduct Staffing Boards

– Stage 2: Approval Salary Level 13 – 16 appointments to be approved by

MOD&MV Lower level appointments approved by CHR

– Stage 3: Notify Candidates Appointment letters forwarded to successful candidates Candidate has 30 days to accept offer in writing

– Stage 4: Salary Activation Salary activated upon assuming appointment

DOD Employment Process

34

» Way Forward:– The current centralised appointment process

(recruiting, selection and appointment) for Levels 1 to 10 is to be decentralised to Services during 2012 to be more efficient and shorten the employment process

DOD Employment Process

35

» Since 1994, the SANDF continues to make progress in various domains of employment:– Progress iro transformation– Progress iro rejuvenation– Progress in training and utilising the youth through the

MSDS

» The primary and most immediate challenges impacting on further progress of employment are:– Insufficient funding– The escalating of HR expenditure compared to the total

budget allocation – Challenges to retain scarce skills, especially once the

economy improves

Conclusion

3636

Thank You

Discussion / Questions