Programme Director,
CPUT Vice Chancellor, Dr. Prins Nevhutalu Deputy Vice Chancellor, Professor Anthony Staak Academics,
Civil society representatives,
Delegates of the Summit,
Honoured guests
All protocol observed.
I feel humbled to be given this opportunity of addressing this historic symposium particularly doing so in our heritage month. A month in which as a country we reflect on the road we have travelled in bringing back dignity to the poorest of the poor.
It is during this month in which we reconnect and strive to create harmony and unity, united in our diversity by remembering that Ubuntu is the backbone of our humanity. Umntu Ngumntu ngabantu! (A person is a person because of other people).
Still remembering the dream of the father of our Nation, Tata Nelson Mandela of creating a Rainbow Nation. This symposium here today is the reflection of the continuation of that Legacy. Especially when it is taking place at the institution of higher learning.
Some 20 years into our fledgling democracy the Human Settlement Sector in South Africa remains one of the most challenging areas within which to effect social and economic change. The stubborn legacies of apartheid planning and sprawling settlement patterns have meant that the new democratic state has had to adapt its policy framework as well as evolve its programme and implementation models.
Notwithstanding the impressive delivery gains which have been achieved under the first four democratic administrations, there is widespread acknowledgement that much more can be achieved to accelerate human settlement delivery in a manner that both harnesses the creative abilities and skills of ordinary citizens.
Despite the coherent policy framework which is embodied by the Breaking New Ground approach. There is also significant work done to develop models of best practice for more effective project and programme management.
Lack of capacity in the human settlement sector has been identified as an area of weakness that needs focused attention. In line with the departmental shift from housing to human settlements. It is for this reason that the department developed a strategy which places professionalisation of the sector and technical skills development in human settlements as one of the key interventions identified to develop capacity.
The goal of professionalisation is to raise the standards of service delivery.
1. Availability of formal Human Settlements qualification which link practice to education
2. Creation of career path in Human Settlements development and management
3. Setting standards to credit graduate programmes for the sector
4. Promotion of continuing professional development for current Human Settlements officials
5. Professional socialization of practitioners
6. Creation of a body of specialized knowledge
7. Setting of ethical standards to protect human settlements beneficiaries and promoting their welfare
8. Promotion of facilitative management, multidisciplinary and intergovernmental relations.
The vision of the department of Human Settlements is to have a nation housed in an integrated sustainable Human Settlements. Our mission is to facilitate the creation of integrated Sustainable Human Settlements and improve quality of household life.
This is driven by our core values which are based on the Constitution of the Republic of South Africa which are:
- Accountability
- Fairness and equity
- Choice, quality and affordability
- Sustainability
- Innovation, and
- The principles of Batho Pele
The National Development Plan is instructive in that it outlines a new ideology, which reframes citizens as active agents in their own development. This plan which is our collective road map for national development seeks to focus on individual and collective capabilities. It needs our collective wisdom.
South Africa has the capacity to address its enormous developmental challenges including addressing the human settlements challenges.
However success requires a new approach. One that moves away from passive citizenry receiving services from a benevolent state. To one that systemically includes the socially and economically excluded. Where people are active agents of their own development. Where government cultivates peoples capabilities, capacity and skills building on their own potential both within the state itself and society at large.
In order for this approach to succeed the critical success factors are the following:
- Active efforts and participation of all South African in their own development.
- Redressing the injustices of the past effectively
- Faster economic growth and higher investment and employment.
- Rising standards of education, a healthy population and effective social protection.
- Strengthening the links between economic and social strategies
- An effective and capable developmental state
- Collaboration between the private and public sectors
- Leadership from all sectors of society must come on board.
- Integrated planning and responsive service delivery system.
The Department of Human Settlements has pioneered the notion that service delivery can indeed be accelerated thorough sustainable partnerships with relevant institutions. In this regard it has created strategic partnerships with most of the higher education institutions in the country to meet the objectives of the professionalisation process.
This symposium bears testimony to the close working relationship that the Department seeks to cultivate with institutions of higher learning. The Cape Peninsula University of Technology (CPUT) has been overwhelming in its support of the Departments efforts at elevating professionalisation process at a regional and local level.
The intervention of CPUT in this process is commendable, your ability to innovate. It goes without saying that this institution invests on research and development. Bringing about products that are unique in character. It is a niche indeed.
This includes the CPUTs educational model that is committed to work-integrated learning. An educational method that combines classroom learning with practical experience in the work place. Its commitment to strengthen partnership with industry and devising innovative ways of bringing work related learning into the classroom.
As government we are proud of the fact that this institution of higher learning is able to play such a critical role on the area of innovation. This definitely adds value to the ongoing development of opportunity, human rights and dignity in our nation by producing high caliber and most importantly socially responsive professionals and citizens.
Programme director I think everyone that is will agree with me when I am saying the partnership between the department of human settlements and CPUT is indeed value for money.
Another positive aspect of the CPUT approach is the use of Alternative Building Technology. This responds positively to section 24 of our constitution in relation to preserving the environment. As a response to climate change adaptation. As well as responding positively to green economy agenda. In line with the National Development Plan and the Millennium Development Goals. Houses cannot be built by brick and mortar only.
It has also been brought to our attention that this new approach enables this university to work with communities.
Particularly the support you give to People’s Housing Process – (PHP). Ordinary people can use alternative technology in building their own homes as it is shown in Khayelitsha. This is indeed sustainable livelihood in the making. It does contribute positively to the issue of triple challenges. Namely unemployment, poverty and inequality as communities will be empowered with real tools of trade.
In addition
The role of knowledge, education, information and capacity building is found to be paramount in bridging the urban divide. As government, we always acknowledge the notion that sustainability and inclusiveness entails recognition and positive harnessing of the role energy and vibrancy of key urban stakeholders who are women, youth and children. They are after all in the majority and they deserve stronger voice in society. Urban governance and participatory practices need to pay special attention to the role and place these actors.
That is why as the Department of Human Settlements 30% of our projects is set aside for women contactors. We also believe in youth empowerment. The partnership with institutions of higher learning will enhance the government’s ability to fulfil this dream. That is why we welcome the work-integrated learning education model. At least this shows there is light at the end of the tunnel.
The National Development Plan outlines that by “2030, most South Africans will have affordable access to services and a quality environment. New development will break away from old patterns and significant progress will be made in retrofitting existing settlements. In rural areas, targeted investment and institutional reform will drive the revival of rural South Africa towards 2050”.
To achieve the above vision, South Africa will require capacity in terms of individual capacities, institutional capacities and capacity in the environment amongst other resources. It will take professional managers, and practitioners in the Human Settlements sector to achieve the desired vision.
This sector needs highly trained and skills managers and practitioners who are capable of understanding what is required to achieve the vision and to implementing projects and programme in line with the Human Settlement value chain processes. This high capacity will be required in all three spheres of government.
The hallmark of a capacitated civil service is that it is professionally competent, socially relevant and bound by collectively determined values and norms which are enforced by peer processes.
Professionalisation can be defined as the social process by which any occupation transforms itself into a true profession of the highest integrity and competence. This process tends to involve establishing acceptable qualifications, a professional body or association to oversee the conduct of members of the profession and some degree of demarcation of the qualified from the unqualified.
In addition, professionalisation processes tends to establish the group norms of conduct and qualification of members of a profession and tends also to insist that members of the profession achieve conformity to the norm and abide more or less strictly with the established procedures and any agreed code of conduct, which is policed by professional bodies, for accreditation assures conformity to general expectations of the profession.
Professionals are encouraged to a have a lifetime commitment to their field of work.
The Department of Human Settlement is a pioneer within government and is leading in the drive towards a globally competitive, socially conscious, professionally competent and demographically diverse civil service.
The truth is that while competency does not automatically result from formal academic accomplishments, the capacity to do a complex job well is almost always associated with educations credentials. We know that qualifications matter. While an educational qualification does not certify competency, it signals confidence in the person holding that certificate.
Our collective effort should be to ensure the Vision that there are specific and appropriate programmes to ensure that graduates get the competencies which will equip them to be response to the sectors challenges.
The National Development Plan maintains that, “It is impossible to develop and maintain a sustainable Human Settlement in a participatory way if communities are disorganized and fractured if they have little confidence in their municipalities, it is therefore critical that managers and practitioners in the human settlements sector in the three spheres have the capacity to ensure that communities are capacitated to participate in the development of their communities. These managers and practitioners must be able to setup systems and transfer skills to these communities for the nurturing of active citizenship and enhanced citizen capabilities.
Beyond the issue of meeting established educational standards and requirements it is vital that a new cadre of civil servants adhere to the highest levels of integrity and that they are committed to serving the community. There must be a culture of a cadre who is willing to go the extra mile in serving the needs of the people, who are professional in all aspects of their work and who are seeking to constantly learn and to further develop themselves, those in their immediate teams and spheres of influence.
National Skills Development Strategy and Skills Planning: Key elements of creating a capable state enabling people to drive their own development.
The twin challenges of poverty and inequality demand a state which is capable of playing a transformative and developmental role. A key requirement of capable state with effectively coordinated institutions is a well training and appropriately skilled public servants who are committed to the public good and capable of delivering consistently high quality services for all South Africans.
Key pillars to the above are:
- Professionalise the public service to ensure it is immersed in the development agenda
- Make the public service and local government a career of choice
- Improve relations between the three sphere of government
- Establish talent management processes within government (i.e. graduate recruitment and training programmes and work place skills programmes)
- Create incentives for technical specialists and advance management development programmes.
- Core training focusing on the role of public service
- Establish pathways for professionalisation and create incentives to accelerate professional registration (voluntary and statutory)
Why this drive towards professionalisation and what benefits will it offer?
The need for professionalisation has been established beyond a doubt and is embedded in the deliberations involving all role-players of the human settlements sector.
The new discourse is that professionalisation is a requirement. It is a baseline for entry, driving enhanced delivery, raising standards, providing an identity and accountability, respect as well as much needed prestige. In the absence of an agenda to professionalise we will be forced to endure:
- The breakdown in quality service delivery
- Unchecked fraud and corruption of officials
- Continued lack of coordination, poor planning and lack of capacity
- Ill-defined standards of delivery
- Low levels of innovation and inability to adapt the housing delivery value chain so that it is well planned, cost effective and well designed.
Conversely, the potential benefits of the professionalisation process for Human Settlements sector are:
- A demographically diverse cadre of highly trained professionals who are oriented to a high performance culture
- Who subscribe to a code of ethics and standards?
- Who are registered by an independent body of their peers? (Or are actively working toward registration).
- Who have proven competencies in relevant specialized areas?
- Who are socially conscious and are actively engaging the citizenry concerning their development?
- Who are actively socializing new practitioners into the craft and consciously contributing to furthering the body of knowledge?
- Who are open to the notion of continued (professional) development within the sector?
The Bachelor Degree of Human Settlement
One of the most significant achievements towards fully professionalisation has been the Bachelor Degree of Human Settlements which is currently offered by the Nelson Mandela Metropolitan University. This degree has been developed out of a need for more sustainable human settlements, cities and towns that will be well planned and have sound infrastructure, and to be economically viable, socially acceptable and environmentally friendly.
The purpose of the BHSD programme is to provide learners with specialist knowledge, skills, competencies and attitudes necessary to speed up human settlement development in South Africa and create sustainable human settlements.
This will prepare them to fulfil the primary responsibilities of managing all the processes involved in human settlements development and management. This degree provide practitioners with a unique skills set to compliment the built environment and other professionals which are required to create improved living environments to sustain the next generation.
The challenge to the participants of this symposium will be to discuss, debate and to suggest further ideas, programmes and alternatives to enhance the professionalisation process. I look forward to the outcomes of your discussions. I challenge each institution represented here to take up the task of support the process. I wish you all a productive and fruitful event.
