by Ms Lindiwe Msengana-Ndlela, Director-General, Department of Provincial and
Local Government
31 May 2006
The Ministry and Department for Provincial and Local Government are
publishing the draft local government municipal performance regulations for
Municipal Managers and Heads of Departments for public comment. Stakeholders
and members of the public can provide inputs within a period of 30 days to the
Departmentâs contact details as provided. These regulations are informed by
lessons arising from the implementation of project consolidate and our analysis
of local government since this new system was inaugurated in 2000.
Objectives
The regulations seek to provide a uniform framework that can be applied by
local, district and metropolitan municipalities whilst recognising their unique
conditions.
In this second term of local government, more effort will be placed on the
implementation of government policies. These regulations seek to provide for
practical mechanisms and enablers in implementation, monitoring and evaluation
of service delivery and development.
In view of the need to on the one hand attracts and retains skilled managers
in municipalities and on the other hand the need to provide clarity on
remuneration and conditions of employment, the draft regulations proposes
specific principles in this regard.
Employment contract
It is proposed that municipal managers be employed on a basis of a fixed
five-year term subject to compliance to certain terms including the signing of
a performance agreement, serving probation of 12 months, the disclosure of
financial interests on an annual basis and agreeing to a code of conduct.
The regulations propose that municipal managers and other senior managers
disclose their financial interests as required by the local government;
Municipal Financial Management Act of 2003. These will include disclosure of
land and property as well as gifts and rewards.
It is proposed that the determination of remuneration should be
competency-based, market related and appropriate to local conditions. The
recognition of outstanding performance remains an important part of performance
management. However, it is proposed that bonuses be awarded on a sliding scale
ranging from five percent to a maximum of 14 percent. These measures would
therefore contribute in the alignment of local government remuneration levels
with those at a provincial and national sphere as we journey towards a single
public service in South Africa.
Performance agreement
It is further proposed that the employment agreement for municipal managers
be based on the five key performance areas (KPA) of local government. The
agreement must be signed between the municipal manager and the council within
60 days after assumption of duty and will be subjected to periodic performance
reviews.
The assessment panel will include amongst others external stakeholders such
as community representatives and Audit Committee members.
Conclusion
These regulations are an important milestone in further strengthening the
performance and accountability of municipalities. It is hoped that the
regulations will contribute towards a more predictable and stable institutional
environment in municipalities.
Comments must be submitted to:
The Director-General: dplg
For attention: Ms Shiva Makotoko
Private Bag X804
Pretoria
0001
Contact:
Shiva Makotoko
Tel: (012) 334 4889
E-mail: jackeym@dplg.gov.za
E-mail: Pieter@dplg.gov.za
Issued by: Department of Provincial and Local Government
31 May 2006
Source: Department of Provincial and Local Government (http://www.dplg.gov.za/)
