Chapter 5 of the Treasury Regulations state that

Transcript:Chapter 5 of the Treasury Regulations state that:
Chapter 5 of the Treasury Regulations state that “the Accounting Officer of an institution must establish procedures for quarterly reporting to the Executive Authority to facilitate effective performance monitoring, evaluation, and corrective action.” Performance information plays a significant role in planning for and measuring the priorities of Government, budget allocations, and the monitoring of service delivery and ensuring value for money. The Department prepares quarterly performance reports to provide progress on the implementation of the Annual Performance Plan (APP), with a particular focus on monitoring delivery against quarterly performance targets. Reporting on both financial and non-financial performance is important in measuring the performance of government institutions. While financial information (expenditure and revenue) is critical for determining the costs and efficiencies of programmes, non-financial information is equally important for assessing progress towards the achievement of predetermined service delivery objectives or performance targets. The purpose of the presentation is thus to: Brief the Portfolio Committee regarding the performance of the CSPS for the second, third and fourth quarters of 2020/21. Improve transparency and enhance oversight over the financial and non-financial performance of the Department. 2 CIVILIAN SECRETARIAT FOR POLICE SERVICE BACKGROUND AND PURPOSE 3 CIVILIAN SECRETARIAT FOR POLICE SERVICE ORGANISATIONAL ENVIRONMENT FIGURE 1: VACANCY RATE: Q2-Q4 GRAPHICAL REPRESENTATION Quarter 4 The Department had filled 146 of its 156 post establishment, resulting in a vacancy rate of 6.41%. Quarter 2: The Department had filled 145 of its 155 post establishment, resulting in a vacancy rate of 6.45%. Quarter 3 The Department had filled 144 of its 155 post establishment, resulting in a vacancy rate of 7%. 4 CIVILIAN SECRETARIAT FOR POLICE SERVICE ORGANISATIONAL ENVIRONMENT Quarter 2: PWD: 1.38% of the staff complement (2 people with disabilities) Gender Parity: 54% females and 46% males Gender Parity at SMS Level: 48% females and 52% males Quarter 3: PWD: 1.38% of the staff complement (2 people with disabilities) Gender Parity: 54% females and 46% males Gender Parity at SMS Level: 48% females and 52% males Quarter 4: PWD: 2.05% of the staff complement (3 people with disabilities) Gender Parity: 53% females and 47% males Gender Parity at SMS Level: 50% females and 50% males GRAPHICAL REPRESENTATION FIGURE 2: EMPLOYMENT EQUITY: Q2-Q4 The 2020/21 financial year was largely characterised by variations of lockdowns and a series of restrictions which had a major impact on the people-centred mandate of the CSPS. Of particular relevance were the prohibition of