Currently, the Department is responsible for delivering the following primary functions:

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Currently, the Department is responsible for delivering the following primary functions:"

Transcription

1 SECTOR PLAN 12: CORPORATE AND SHARED SERVICES Introduction The Department has recently been restructured with the result that the following functions are no longer the responsibility of Corporate and Shared Service, according to the new high-level institutional redesign of the City: Valuation Services Corporate GIS Legal Services HIV/Aids. Furthermore, the Department revisited the primary structure and services and subsequently established a fully-fledged directorate for Labour Relations in order to adequately address labour and change management challenges in the City. In addition, the department was renamed Corporate and Shared Services (C&SS). The latest adjustment of the City s structures provided a new major challenge for the Corporate & Shared Services Department in that it had to provide support services aimed at ensuring a smooth and seamless transition. Currently, the Department is responsible for delivering the following primary functions: Human Resource Shared Services Occupational Health & Safety Facilities Management & Maintenance Finance, Fleet & Contract Management Administration & Support Labour Relations. Vision Statement C&SS intends to be an effective and efficient strategic support service that meets the standards of a world class African city, to all business units in the City of Johannesburg. Mission Statement C&SS strives to enable the City of Johannesburg to become a world class African city by rendering a range of support services and by assisting all stakeholders of the COJ 3 in an excellent, efficient and professional manner. Business Scope In summary, the relevant directorates of the Department are responsible for rendering the following primary services to internal business units of the city: Human Resources Shared Services Human Resources Shared Services provides the following human resources services to the business units: Talent Acquisition 252

2 Shared Services Organisational Development Human Capital Development Remuneration & Systems Development Field Services. Labour Relations Provides Labour Relations Services citywide that include: Dispute Management Conflict Resolution Collective Bargaining Labour Peace Strike Management. Occupational Health and Safety Provides Occupational Health and Safety Services citywide: COID Administration Employee Assistance Programme. Facilities Management and Maintenance Provides a building Management and Maintenance Service in compliance to relevant legislation and best practice for the COJ. Finance, Fleet and Contract Management Provides a financial management and accounting service to Corporate and Shared Services Directorates, and: Provides a Fleet Management Services to core cunctions and regions Provides a fleet contract management service citywide. Administration and Support Provides a logistics, archive, printing and administrative service to core functions and regions. 253

3 SECTOR PLAN 12: CORPORATE AND SHARED SERVICES FIVE-YEAR STRATEGIC Compliance to legislation, policies, regulations and procedures. A prioritised list of key risks, properly specified and mitigated. No cases of fraud and/or corruption. Maximise fleet availability and utilisation. All City of Johannesburg buildings to be inspected regularly to ensure 100% compliance with the Occupational Health & Safety Act. FIVE-YEAR IDP PROGRAMMES AND KEY PROGRAMME Risk Management, GAMAP, GRAP & contract compliance programmes, including ongoing reporting, business / abuse and fraud risk, and Contract Training and Contract Continuity Programme. Fleet management and compliance programmes. Occupational Health and Safety programme. E-learning programme. Identification and assessment of business risks. Implementation of effective control measures to mitigate the risks. Implemented GAMAP and GRAP compliance programmes. No audit queries, unauthorised, irregular, fruitless and wasteful expenditure; Developed Contract Compliance Monitoring & Evaluation Framework, Monitoring & Evaluation system, Reporting framework; and Quarterly and annual review reports. Equip all vehicles with on-board computers (VMTs) to monitor and report on the misappropriation and abuse of vehicles; Manage and report on fleet contract compliance to maximise fleet availability and utilisation; and Ensure that the COJ and fleet service provider comply with the Fleet Outsource Services agreement. Maintain a schedule of rigorous inspection of all COJ buildings; and Develop and implement mitigation strategies. Establish and roll-out of an interactive electronic web-based learning and assessment capability for OHASA. 254

4 FIVE-YEAR STRATEGIC % of City buildings upgraded to be accessible for people with disabilities. FIVE-YEAR IDP PROGRAMMES AND KEY PROGRAMME Disability access programme. Develop new access points in a targeted number of City buildings; Maintain specialised equipment and infrastructure that facilitates disabled access; and Explore new innovations that enable improved access for the disabled, pilot and scale up where appropriate. New public conveniences developed and existing ones maintained at world standards. Public conveniences programme. Audit existing public conveniences and survey the demand of communities in key areas to determine the need for new public conveniences; Audit conveniences to determine maintenance, upgrade and safety needs; Identify hot spots where there may be a need for new public conveniences, and ensure that these are constructed to meet the growing demand in the City; Assess cleaning and maintenance requirements of all conveniences against level of staffing and resources currently allocated to meet these requirements; Ensure regular cleaning and maintenance; and Where necessary, undertake targeted strategies to reduce vandalism. 255

5 FIVE-YEAR STRATEGIC 100% compliance with signed SLAs to ensure a clean, healthy and safe environment at the Metro Centre, for both employees and members of the public. A complete and innovative HR service rendered to all employees of the CoJ at a high level of satisfaction (staff satisfaction levels to be monitored through annual climate surveys). FIVE-YEAR IDP PROGRAMMES AND KEY PROGRAMME Clean and safe Metro Centre programme; and Business continuity risk/safety assessment programme for the highest physical risks identified within the Metro Centre. HR and Shared Services Centre Development Programme. Strategic HR Transformation Programme. Maintain the cleanliness of the Metro building to ensure a high level of convenience and satisfaction of all users; Address any and all identified risk areas to ensure ongoing compliance with the Occupational Health & Safety Act; Through a range of measures (including improved surveillance and guarding of all entrances), reduce theft at the Metro Centre; and Introduce electronic access facilities at the Metro Centre. Implement the pilot phase of the HRSSC to test efficiencies; Centralise all transactional human resources functions into the HRSSC at the Metro Centre and render a comprehensive one-stop service to all employees of the City; and Move to provide a platform for a range of transactional HR services (e.g. leave form transactions) to be provided on-line. Assess skills levels and ensure skills development; and Maintain Bursary, Internship and Learnership programmes, implement career pathing and succession programmes, develop staff attraction and retention strategy, ensure provision of change management programme, manage organisation structuring, staffing and remuneration, and establish/ maintain employment equity and gender mainstreaming strategies. 256

6 FIVE-YEAR STRATEGIC A complete and innovative HR service rendered to all employees of the CoJ at a high level of satisfaction (staff satisfaction levels to be monitored through annual climate surveys, continued). Higher levels of internal client satisfaction in respect of all administrative support services. FIVE-YEAR IDP PROGRAMMES AND KEY PROGRAMME Upgrading of SAP HR. Integrated LR management and administrative support systems (citywide). Enhancement of administrative and logistical services. Roll-out of COJ MTN cell phone contract. Full automation of SAP/R3 that includes user acceptance and integration testing, as well as compilation of training material and actual training of all staff. Development and finalisation of implementation of SAP LR case management database; Set-up of research and analysis facility that includes trend analysis, establishment of benchmarks and development of products and services. Reduction of logistical turnaround times and utilisation of BEE service providers for provision of food and beverage services. Establishment and maintenance of SLAs for new service provider and roll-out of applicable administrative processes. Outstanding issues regarding the appropriate delegation or centralisation of key service functions fully resolved. Re-engineering of COJ Printing facility and services. Shared Service Facility Management & Maintenance Programme. Determine benchmarks on provision of printing services, develop turn around strategy for improvement, implement and assess service results. Develop, establish, implement and maintain shared services operating procedures, systems and institutional framework for delivering Facility Management & Maintenance Services for the City. 257

Annexure A PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS

Annexure A PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS Annexure A PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS PAGE 1 MAIN FUNCTION LEVEL

More information

HR Enabling Strategy 2012-2017

HR Enabling Strategy 2012-2017 This document is yet to be put into corporate format but this interim version can be referred to for the time being. Should you have any queries, please refer to Sally Hartley, University Secretary, x

More information

COMPETENCY FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT

COMPETENCY FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT COMPETENCY FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT 04 October 2007 Ms M Morena (DPSA) 1 PRESENTATION OUTLINE The role of competency framework for HRM Competency dictionary Behavioural competencies Technical/

More information

DEPARMTENT OF CORPORATE SERVICES TABLE OF CONTENTS

DEPARMTENT OF CORPORATE SERVICES TABLE OF CONTENTS DEPARMTENT OF CORPORATE SERVICES TABLE OF CONTENTS Section 1. Introduction... 2 Section 2. Annual Departmental Scorecard... 5 Section 3. Risk Assessment... 9 Section 4 Programmes... 11 Section 5. Programme

More information

HUMAN RESOURCE AND OTHER ORGANISATIONAL MANAGEMENT

HUMAN RESOURCE AND OTHER ORGANISATIONAL MANAGEMENT Chapter Three HUMAN RESOURCE AND OTHER ORGANISATIONAL MANAGEMENT Organisational structure 46 Restructuring and transformation 48 Employment equity 48 Staffing information 51 Human resource governance 52

More information

JOB PROFILE POSITION INFORMATION. Senior Human Resources Manager. CEO / Executive Director: Human Resources

JOB PROFILE POSITION INFORMATION. Senior Human Resources Manager. CEO / Executive Director: Human Resources JOB PROFILE POSITION INFORMATION Position Title Department Senior Human Resources Manager Human Resources Peromnes Grade Grade 6 Reports To CEO / Executive Director: Human Resources Number of Direct Reports

More information

ANNEXURE 1 Policy for Managing the Performance of Section 57 Employees of the City of Johannesburg

ANNEXURE 1 Policy for Managing the Performance of Section 57 Employees of the City of Johannesburg ANNEXURE 1 Policy for Managing the Performance of Section 57 Employees of the City of Johannesburg August Section 57 Performance Management Policy Table of Contents 1 SECTION 1 - Introduction... 1 1.1

More information

Job Description Payroll Service Specialist Band 7

Job Description Payroll Service Specialist Band 7 Job Description Payroll Service Specialist Band 7 Post: Payroll Shared Service Specialist Band: 7 Location: College Street, Belfast Reports to: Head of Payroll Service Responsible to: Assistant Director

More information

APPLICATION OF THE KING III REPORT ON CORPORATE GOVERNANCE PRINCIPLES

APPLICATION OF THE KING III REPORT ON CORPORATE GOVERNANCE PRINCIPLES APPLICATION OF THE KING III REPORT ON CORPORATE GOVERNANCE PRINCIPLES Ethical Leadership and Corporate Citizenship The board should provide effective leadership based on ethical foundation. that the company

More information

APPLICATION OF KING III CORPORATE GOVERNANCE PRINCIPLES 2014

APPLICATION OF KING III CORPORATE GOVERNANCE PRINCIPLES 2014 WOOLWORTHS HOLDINGS LIMITED CORPORATE GOVERNANCE PRINCIPLES 2014 CORPORATE GOVERNANCE PRINCIPLES 2014 CORPORATE GOVERNANCE PRINCIPLES 2014 This table is a useful reference to each of the King III principles

More information

Job No. (Office Use) Directorate Corporate Services Department Programme Management Office Reports to (Job Title) If No state reason

Job No. (Office Use) Directorate Corporate Services Department Programme Management Office Reports to (Job Title) If No state reason ROLE PROFILE Transformation Programmes Manager Role Profile Job Title Transformation Programme Manager Job No. (Office Use) C6074 Grade (Office Use) Directorate Corporate Services Department Programme

More information

Talent Management and OD Specialist

Talent Management and OD Specialist Position Employee category level Department Reporting to Line reports Purpose of the role Key Responsibilities Talent Management and OD Specialist Professionally qualified HR professional and experienced

More information

BUSINESS PLAN: Human Resources

BUSINESS PLAN: Human Resources BUSINESS PLAN: Human Resources How does this service contribute to the results identified in the City of London Strategic Plan? A strong economy A vibrant and diverse community A green and growing City

More information

Program: Human Resources Program Based Budget 2014-2016. Page 39

Program: Human Resources Program Based Budget 2014-2016. Page 39 Program: Human Resources Program Based Budget 2014-2016 Page 39 Program: Human Resources Vision Statement: To be the principal authority for human resources management and a key strategic contributor to

More information

The city of Joburg is measuring up

The city of Joburg is measuring up to global standards The city of Joburg is measuring up CHAPTER 10 PERFORMANCE MANAGEMENT YTEM INTRODUCTION Citizens of outh Africa expect that the policy and regulatory changes introduced by government

More information

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1 City and County of Swansea Human Resources & Workforce Strategy 2013-2017 Ambition is Critical 1 Delivering quality services for a safer, greener, smarter, fairer, healthier, richer Swansea Executive Summary

More information

Business Plan for Strategic Human Resources - March 2012 to 30 September 2013

Business Plan for Strategic Human Resources - March 2012 to 30 September 2013 Business Plan for Strategic Human Resources - March 2012 to 30 September 2013 1. Introduction 1.1 The Service s key responsibilities are to: 1.2 Context Design & deliver people and organisational development

More information

Branch Human Resources

Branch Human Resources Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers

More information

Job Description. contribute to the development and successful implementation of ATM s plans.

Job Description. contribute to the development and successful implementation of ATM s plans. Job Description Position: Curriculum and Operations Manager Salary Range: 34,295 to 38599 Reporting to: Director of Operations and Performance Responsible for: Programme Leader, Advance Teaching Practitioner,

More information

Bedfordshire Fire and Rescue Authority Corporate Services Policy and Challenge Group 16 September 2015 Item No. 11

Bedfordshire Fire and Rescue Authority Corporate Services Policy and Challenge Group 16 September 2015 Item No. 11 For Publication REPORT AUTHOR(S): Bedfordshire Fire and Rescue Authority Corporate Services Policy and Challenge Group 16 September 2015 Item No. 11 ASSISTANT CHIEF OFFICER (HUMAN RESOURCES AND ORGANISATIONAL

More information

Human Resources Department 203.6 FTE s

Human Resources Department 203.6 FTE s 27 Human Resources Human Resources Department 203.6 FTE s General Manager Human Resources 4 FTE's Director Labour Relations 2 FTE's Director Organizational Effectiveness 2 FTE's Director Compensation,

More information

STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY

STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY An Overview Designing, driving and implementing people management strategies, processes and projects for real business value HR Strategic

More information

PROFILE: PHEKO H.R: Consulting & Resourcing services

PROFILE: PHEKO H.R: Consulting & Resourcing services PROFILE: PHEKO H.R: Consulting & Resourcing services Introduction Why use PHEKO H.R: consulting & resourcing services? Every business, regardless of its size, spends a large portion of time dealing with

More information

MTHO Payroll & HR Services. Accurate Excellence. MTHO Payroll & HR Services. Accurate Excellence. Company Profile. Accurate Excellence.

MTHO Payroll & HR Services. Accurate Excellence. MTHO Payroll & HR Services. Accurate Excellence. Company Profile. Accurate Excellence. MTHO Company Profile Page 1 Table of Contents 1. OVERVIEW 3 2. CORPORATE INFORMATION...4 3. MISSION AND VISION STATEMENT.5 4. ORGANISATION 7 4.1. Company Customer Policy..7 4.2. Company Objectives...7

More information

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management Recognition of Prior Learning (RPL) Kit BSB50607 Diploma of Human Resources Management Applicant: Date: Diploma of Human Resources Management RPL Kit 1 Applicant declaration: I have completed the following

More information

Human Resources Specialist Salary CTC per annum R 405 041.00 R 504.041

Human Resources Specialist Salary CTC per annum R 405 041.00 R 504.041 Your skills partner Food and Beverages Manufacturing Sector Education and Title Human Resources Specialist Salary CTC per annum R 405 041.00 R 504.041 Ref HRS/01/16 Department Corporate Services Report

More information

HR ADVISORY SERVICES The Leader for Exceptional Client Service

HR ADVISORY SERVICES The Leader for Exceptional Client Service Audit Advisory Tax HR ADVISORY SERVICES The Leader for Exceptional Client Service WELCOME BDO IN SOUTH AFRICA PROVIDES AUDIT, ADVISORY AND TAX SERVICES TO A BROAD RANGE OF CLIENTS - FROM LARGE JSE-LISTED

More information

A new era for HR. Trinity College Dublin Human Resources Strategy 2014 to 2019

A new era for HR. Trinity College Dublin Human Resources Strategy 2014 to 2019 A new era for HR Trinity College Dublin Human Resources Strategy 2014 to 2019 Introduction This revised HR strategy is a response from the HR function in College to the new College Strategy 2014-2019,

More information

ROLE PROFILE. Performance Consultant (Fixed Term) Assistant Director for Human Resources

ROLE PROFILE. Performance Consultant (Fixed Term) Assistant Director for Human Resources ROLE PROFILE Job Title Reports to Service area No. of staff responsible for Budget responsibility ( ) Performance Consultant (Fixed Term) Assistant Director for Human Resources HR 0 None Purpose of Job

More information

Human Resources Enabling Plan

Human Resources Enabling Plan Human Resources Enabling Plan Introduction The Human Resources Enabling Plan (HREP) is a strategic human resource plan for Charles Sturt University (CSU). It has been developed to support and facilitate

More information

Procurement & Supply Chain Team. Purpose of the Role

Procurement & Supply Chain Team. Purpose of the Role Role: Responsible To: Responsible For: Location: Procurement & Supply Chain Manager Assistant Director of Finance Procurement & Supply Chain Team Liverpool Purpose of the Role Oversee the group s procurement

More information

Certified Human Resources Professional Competency Framework

Certified Human Resources Professional Competency Framework Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the

More information

Allerdale Borough Council Internal Audit Charter

Allerdale Borough Council Internal Audit Charter Allerdale Borough Council Internal Audit Charter Appendix A Document prepared by Document reviewed by Document replaces Document approved by Document due for annual review Internal Audit Manager Date July

More information

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA Aim of the Self Auditing Tool To help Schools and other University work areas become more accountable in relation to

More information

PUBLIC SERVICE REGULATIONS REQUIREMENTS (CHAPTER I, PART III B) HUMAN RESOURCES PLAN AND ORGANISATIONAL STRUCTURE

PUBLIC SERVICE REGULATIONS REQUIREMENTS (CHAPTER I, PART III B) HUMAN RESOURCES PLAN AND ORGANISATIONAL STRUCTURE Part 5 HR Pages 72-82 5/7/03 8:38 AM Page 72 72 PART 5 PUBLIC SERVICE REGULATIONS REQUIREMENTS (CHAPTER I, PART III B) HUMAN RESOURCES PLAN AND ORGANISATIONAL STRUCTURE Part 5 HR Pages 72-82 5/7/03 8:38

More information

Funding Source. KPA: Municipal Transformation and Institutional Development [Weight = 50%] 20% Quarterly performance report

Funding Source. KPA: Municipal Transformation and Institutional Development [Weight = 50%] 20% Quarterly performance report MNQUMA LOCAL MUNICIPALITY REVIEWED SERVICE DELIVERY AND BUDGET IMPLEMENTATION PLAN ( SDBIP 2014-] CORPORATE SERVICES DIRECTORATE FOR THE YEAR ENDING 30 JUNE Priority Area IDP Objective IDP Strategy Baseline

More information

JOB DESCRIPTION. Head of Department. Chief Director Physical Resources Management. Director Infrastructure Delivery Management

JOB DESCRIPTION. Head of Department. Chief Director Physical Resources Management. Director Infrastructure Delivery Management Standardised Job Descriptions for Physical Resources Management Units of Provincial Education Departments as funded through the Division of Revenue Act March 2015 JOB DESCRIPTION JOB TITLE CHIEF DIRECTOR

More information

Global Framework Agreement on fundamental labour rights within Danske Bank Group

Global Framework Agreement on fundamental labour rights within Danske Bank Group Global Framework Agreement on fundamental labour rights within Danske Bank Group Background Danske Bank Group pursues an international growth strategy in order to achieve its vision of One Platform Exceptional

More information

Standardised Job Descriptions for Infrastructure Development and Technical Services Units of Provincial Health Departments as funded through the

Standardised Job Descriptions for Infrastructure Development and Technical Services Units of Provincial Health Departments as funded through the Standardised Job Descriptions for Infrastructure Development and Technical Services Units of Provincial Health Departments as funded through the Division of Revenue Act March 2015 1 JOB DESCRIPTION JOB

More information

Job Description Payments Service Centre Specialist Band 7

Job Description Payments Service Centre Specialist Band 7 Job Description Payments Service Centre Specialist Band 7 Post: Payments Service Centre Specialist Band: 7 Location: Braid Valley Hospital Site, Ballymena (although this may initially be based in Belfast)

More information

Health, safety and environment policy and management arrangements

Health, safety and environment policy and management arrangements Health, safety and environment policy and management arrangements An overview of how Rolls-Royce Group plc delivers its policy commitments on health, safety and environment Issue 6 October 2006 Contents

More information

Prestige Staffing Personnel is locally owned and operated and has continuously provided

Prestige Staffing Personnel is locally owned and operated and has continuously provided Company profile The Complete HR package Prestige Staffing Personnel is locally owned and operated and has continuously provided the complete human resources package on a national level since 1998 including:

More information

WORKFORCE PLAN Page 1

WORKFORCE PLAN Page 1 2015 2019 WORKFORCE PLAN Page 1 Contents 1. Introduction... 3 2. Developing the Plan... 6 3. Organisational Structure... 9 4. Workforce Profile... 10 5. Workforce Requirements... 11 6. Workforce Strategies...

More information

Business Plan-Human Resource Component

Business Plan-Human Resource Component RiskID Phone 0403369295 Fax 08 94466487 hemsm@riskid.com.au ABN 256 145 86627 Business Plan-Human Resource Component Mid West Group of Councils August 2010 1.1 People Current State The four Shires are

More information

Presented by Vuyelwa Toni Penxa, Samuel Isaacs, Joe Samuels and Mark Albertyn

Presented by Vuyelwa Toni Penxa, Samuel Isaacs, Joe Samuels and Mark Albertyn Presented by Vuyelwa Toni Penxa, Samuel Isaacs, Joe Samuels and Mark Albertyn 1 Positioning The NQF And SAQA Change and Corporate Governance Annual Financial Report Continuity Matters raised previously

More information

Corporate Services Directorate Number of staff responsible for 7 Budget responsibility ( )

Corporate Services Directorate Number of staff responsible for 7 Budget responsibility ( ) Role Profile template Job Title Service Desk Manager Barnet Band and scale range BBB 47-50 Reports to Head of IS Service area Corporate Services Directorate Number of staff responsible for 7 Budget responsibility

More information

drake international Network of services

drake international Network of services drake international Network of services Contents 2 Introducing Drake 3 Drake s Service and Solution Lines 3 Recruitment Services Lines 4 Specialist Assessments and Technologies 5 Knowledge Management,

More information

2013 Corporate Governance Principles Compliance Report

2013 Corporate Governance Principles Compliance Report 2013 Corporate Governance Principles Compliance Report Yapı Kredi 2013 1 Corporate Governance Principles Compliance Report 1. Declaration of Compliance with Corporate Governance Principles Yapı Kredi strives

More information

13 ENVIRONMENTAL AND SOCIAL MANAGEMENT SYSTEM

13 ENVIRONMENTAL AND SOCIAL MANAGEMENT SYSTEM 13 ENVIRONMENTAL AND SOCIAL MANAGEMENT SYSTEM This ESIA has identified impacts (both positive and negative) to the physical, natural and socio-economic environments, as well as to community and worker

More information

Stratford on Avon District Council. The Human Resources Strategy

Stratford on Avon District Council. The Human Resources Strategy Stratford on Avon District Council The Human Resources Strategy Page 1 1 Purpose of The Human Resources (HR) Strategy The purpose of this document is to review the role and effectiveness of human resource

More information

CHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011

CHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011 CHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011 1. DEFINITION... 1 2. CONTEXT... 1 3. STRATEGIC ALIGNMENT AND DRIVERS... 1 4. VALUES... 2 5. PRINCIPLES OF PRACTICE... 2 6. PERFORMANCE INDICATORS...

More information

Performance objectives

Performance objectives Performance objectives are benchmarks of effective performance that describe the types of work activities students and affiliates will be involved in as trainee accountants. They also outline the values

More information

Human Resource Secretariat Business Plan 2011-12 to 2013-14

Human Resource Secretariat Business Plan 2011-12 to 2013-14 Human Resource Secretariat Business Plan 2011-12 to 2013-14 September 2012 I II Message from the Minister As the Minister of Finance, President of Treasury Board and Minister responsible for the newly

More information

8. ORGANISATIONAL PERFORMANCE MANAGEMENT SYSTEM

8. ORGANISATIONAL PERFORMANCE MANAGEMENT SYSTEM 8. ORGANISATIONAL PERFORMANCE MANAGEMENT SYSTEM The Municipal Systems Act, enacted in November 2000, requires all municipalities to: Develop a performance management system Set s, monitor and review performance

More information

UNITED NATIONS GLOBAL COMPACT COMMUNICATION ON PROGRESS 2011

UNITED NATIONS GLOBAL COMPACT COMMUNICATION ON PROGRESS 2011 COMMUNICATION ON PROGRESS 2011 UNITED NATIONS GLOBAL COMPACT ABOUT NIRAS NIRAS is an international, multidisciplinary engineering and consultancy company. We provide sustainable technical solutions for

More information

Services Provided. PO Box 5057 Amman 11953, Jordan Telefax: + 962 6 585 12 19 info@shareek-hr.com www.shareek-hr.com

Services Provided. PO Box 5057 Amman 11953, Jordan Telefax: + 962 6 585 12 19 info@shareek-hr.com www.shareek-hr.com At a time when service-oriented businesses are fast outnumbering all other types of businesses, more and more organisations are citing human resources as their number one asset. Having said that, it only

More information

Presentation by: Luther Lebelo SARS Executive: Employment Relations

Presentation by: Luther Lebelo SARS Executive: Employment Relations Presentation by: Luther Lebelo SARS Executive: Employment Relations 1 Purpose of Presentation SARS takes pride in its successful development and implementation of a capacity development programme which

More information

Attraction and Retention Series A focus on people and business. Workforce planning toolkit: Models, frameworks and processes Resource document 2

Attraction and Retention Series A focus on people and business. Workforce planning toolkit: Models, frameworks and processes Resource document 2 Attraction and Retention Series A focus on people and business Workforce planning toolkit: Models, frameworks and processes Resource document 2 Issue 3 November 2008 Table of contents Introduction... 3

More information

OTHER POSTS POST 20/37 : ASSISTANT DIRECTOR: HUMAN RESOURCES DEVELOPMENT, REF NO: MISA 15/2016

OTHER POSTS POST 20/37 : ASSISTANT DIRECTOR: HUMAN RESOURCES DEVELOPMENT, REF NO: MISA 15/2016 ANNEXURE I MUNICIPAL INFRASTRUCTURE SUPPORT AGENT The Municipal Infrastructure Support Agent (MISA) is a Government Component within the Ministry for Cooperative Governance and Traditional Affairs. It

More information

Nomination, Remuneration and Human Resources Committee Charter

Nomination, Remuneration and Human Resources Committee Charter Nomination, Remuneration and Human Resources Committee Class Limited (ACN 116 802 054) As approved by the Board on 6 October 2015 1. Purpose of this The purpose of this is to specify the authority delegated

More information

CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES

CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES Responsible to: Responsible for: Chief Executive HR and Payroll Administrator HR Interns and Volunteers Dimensions Location of work Other information

More information

Introduction. Page 2 of 11

Introduction. Page 2 of 11 Page 1 of 11 Introduction It has been a year since The Walton Centre brought its recruitment function in-house and it was critical that the organisation took this step. This is a specialist organisation

More information

Division of Human Resources. Strategic Plan For a Culture of Excellence

Division of Human Resources. Strategic Plan For a Culture of Excellence Division of Human Resources Strategic Plan For a Culture of Excellence TABLE OF CONTENTS INTRODUCTION... 2 DEPARTMENTAL MISSION STATEMENT ALIGNMENT... 4 HUMAN RESOURCES STRATEGIC DIRECTIONS... 5 HR STRATEGIC

More information

Occupational Profile and Curriculum Summary

Occupational Profile and Curriculum Summary Occupational Profile and Curriculum Summary Presented for Comment OFO code 143905 Related Occupation Contact Centre Manager Table of Content Occupational Profile and Curriculum Summary... 1 Presented for

More information

Department of Energy

Department of Energy Department of Energy Working Capital Fund Balanced Score Card Targets Robert Emond Office of Working Capital Funds U.S. Department of Energy (202) 586-2354 Who we are Matrix Management Focus on Performance

More information

HR WSQ Qualifications. Certified HR Professional Programmes

HR WSQ Qualifications. Certified HR Professional Programmes Human Resource WSQ HR WSQ Qualifications WSQ ADVANCED CERTIFICATE IN HUMAN RESOURCES 4 core + 4 Elective Units CORE UNITS Analyse and present research information (Level 3) Ensure compliance with relevant

More information

POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS

POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS Attachment 1 Position Title: Programs & Client Relations Manager Responsible to: Chief Executive Officer Responsibility: Programs Management and Client

More information

Vincent James. Education. University of South Africa Degree BCOMPT (2013)

Vincent James. Education. University of South Africa Degree BCOMPT (2013) Curriculum Vitae Surname Name Botto Vincent James Address (Permanent Home) Telephone Number: Email address Personal Details Sex Nationality Male South African Date of Birth Languages English & Afrikaans

More information

HEANTUN HOUSING ASSOCIATION LTD

HEANTUN HOUSING ASSOCIATION LTD Job Title Responsible to Purpose of Job Key Tasks Training and additional duties Head of Business Systems & Skills Director of Corporate Resources (DCR) To ensure that the business systems of the Group

More information

GUIDELINES PREPARATION OF A WORKPLACE SKILLS PLAN

GUIDELINES PREPARATION OF A WORKPLACE SKILLS PLAN GUIDELINES PREPARATION OF A WORKPLACE SKILLS PLAN 1 INDEX 1. Preface 1.1 Definitions 1.2 Skills Development Vision 1.3 Skills Development Mission 1.4 Education, Training and Development 2. Legislative

More information

Introduction. More time to run their business, Less HR cost to reinvest back to their organization and

Introduction. More time to run their business, Less HR cost to reinvest back to their organization and Introduction The Barbelo Group is a one stop Human Resources Outsourcing, Staffing and Consulting firm. It is the only outsource and consulting HR organization in the industry to apply Six Sigma methodologies

More information

Performance Detailed Report. May 2008. Review of Performance Management. Norwich City Council. Audit 2007/08

Performance Detailed Report. May 2008. Review of Performance Management. Norwich City Council. Audit 2007/08 Performance Detailed Report May 2008 Review of Performance Management Audit 2007/08 External audit is an essential element in the process of accountability for public money and makes an important contribution

More information

REMUNERATION : POST LEVEL 8(R164, 707.00 R190, 945.00 basic salary per annum, excl benefits)

REMUNERATION : POST LEVEL 8(R164, 707.00 R190, 945.00 basic salary per annum, excl benefits) GREATER TUBATSE MUNICIPALITY, SITUATED IN LIMPOPO PROVINCE WITHIN THE SEKHUKHUNE DISTRICT, INVITES APPLICATIONS FROM POTENTIAL CANDIDATES FOR THE FOLLOWING VACANCIES THAT EXIST AT THEIR MUNICIPAL OFFICES

More information

Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland

Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland Who We Are Established in 2003, we are one of Ireland s best-known and respected providers

More information

DIPLOMA IN INTERNATIONAL PUBLIC FINANCIAL MANAGEMENT

DIPLOMA IN INTERNATIONAL PUBLIC FINANCIAL MANAGEMENT DIPLOMA IN INTERNATIONAL PUBLIC FINANCIAL MANAGEMENT MODULE SYLLABUS: MANAGING ORGANISATIONS 1. MODULE PROFILE Managing Organisations (MO) is one of four modules comprising the CIPFA Diploma in International

More information

National Commission for Academic Accreditation & Assessment

National Commission for Academic Accreditation & Assessment National Commission for Academic Accreditation & Assessment Standards for Quality Assurance and Accreditation of Higher Education Programs Evidence of Performance Judgments about quality based on general

More information

Job Description. Job Title: Department: ICT Service Support Manager Responsible to:

Job Description. Job Title: Department: ICT Service Support Manager Responsible to: Job Description Job Title: ICT Service Support Manager Responsible to: ICT/IS Manager Main purpose of the job: Department: INFORMATION TECHNOLOGY Number of people directly managed: 3 + temporary contractors

More information

Performance management

Performance management Performance management CHAPTER The Performance Management System (PMS) is one of the mechanisms through which the City aims to improve organisational and individual performance to enhance service delivery.

More information

HUMAN RESOURCE MANAGER IN ATTENDANCE MANAGEMENT JOB DESCRIPTION. Human Resource Manager Attendance Management

HUMAN RESOURCE MANAGER IN ATTENDANCE MANAGEMENT JOB DESCRIPTION. Human Resource Manager Attendance Management HUMAN RESOURCE MANAGER IN ATTENDANCE MANAGEMENT JOB DESCRIPTION Title of Post: Human Resource Manager Attendance Management Post Band: Band 7 Reports to: Responsible to: Human Resources Senior Manager

More information

Example: Virginia Tech ~ Human Resources Strategic Plan,

Example: Virginia Tech ~ Human Resources Strategic Plan, Example: Virginia Tech ~ Human Resources Strategic Plan, 2011-2014 Human Resources Mission We provide a positive HR service experience for applicants, employees, and retirees and collaborate with departments

More information

Diploma in Management (Specialisation: Human Resource Management) - LM211

Diploma in Management (Specialisation: Human Resource Management) - LM211 Diploma in (Specialisation: Human Resource ) - LM211 1. Objectives This programme is designed to expose the students to the concepts which are important for a managerial career and to equip students with

More information

Operational perspective on the Electricity Distribution Industry (EDI) turnaround

Operational perspective on the Electricity Distribution Industry (EDI) turnaround 2008 Electricity Distribution Maintenance Summit Day 1: 9 June 2008 Operational perspective on the Electricity Distribution Industry (EDI) turnaround by Dr Willie de Beer, Chief Operations Officer, EDI

More information

Corporate Director Environment & Community Services

Corporate Director Environment & Community Services CABINET Meeting date: 23 July 2015 From: Corporate Director Environment & Community Services DIGITAL STRATEGY 1.0 EXECUTIVE SUMMARY 1.1 This paper presents Cabinet with a draft Digital Strategy for approval.

More information

Amberfield unit 8, 50 West Road South, Morningside, Johannesburg, South Africa Phone: +27 82 900 3143(cell); email: szinn@iafrica.

Amberfield unit 8, 50 West Road South, Morningside, Johannesburg, South Africa Phone: +27 82 900 3143(cell); email: szinn@iafrica. PROFESSOR SHIRLEY ZINN - 1 CURRICULUM VITAE Amberfield unit 8, 50 West Road South, Morningside, Johannesburg, South Africa Phone: +27 82 900 3143(cell); email: szinn@iafrica.com PROFILE Well-seasoned,

More information

Governance & Audit Committee 1 February 2016

Governance & Audit Committee 1 February 2016 Agenda Item 6. Governance & Audit Committee 1 February 2016 Welland Internal Audit Consortium Internal Audit Plan & Performance Update 2015/16 Purpose of report: To provide Members with information on

More information

Human Resources Best Practices Audit and Needs Assessment Tool

Human Resources Best Practices Audit and Needs Assessment Tool Human Resources Best Practices Audit and Needs Assessment Tool The Employers Choice Inc. 2 County Court Blvd., Suite 430 Brampton, ON L6W 3W8 Tel: 905-874-1035 Fax: 905-874-0280 Web: www.theemployerschoice.com

More information

People & Organisational Development Strategy

People & Organisational Development Strategy 2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global

More information

U.S. Department of Justice. Mission First...Linking Strategy to Success

U.S. Department of Justice. Mission First...Linking Strategy to Success U.S. Department of Justice Mission First...Linking Strategy to Success Department of Justice Human Capital Strategic Plan 2007-2012 Table of Contents Foreword.......................................................................1

More information

ICT Strategy 2010-2013

ICT Strategy 2010-2013 ICT Strategy 2010-2013 If you would like to receive this publication in an alternative format (large print, tape format or other languages) please contact us on 01832 742000. East Northamptonshire Council

More information

Manager Strategic Design

Manager Strategic Design Manager Strategic Design Service Innovation Group, Service Delivery & Operations DIA is the Agency responsible for to the Government for Delivering Better Public Service Result 10 (BPS 10). It is charged

More information

Recruitment Process Outsourcing Methodology Statement

Recruitment Process Outsourcing Methodology Statement Recruitment Process Outsourcing Methodology Statement Contents An Overview... 3 Steps To Success The Components of an Outsourced Recruitment Process... 4 Why Use RPO?... 6 Why Consult Group?... 8 About

More information

South Australia Police POSITION INFORMATION DOCUMENT

South Australia Police POSITION INFORMATION DOCUMENT South Australia Police POSITION INFORMATION DOCUMENT Stream : Administrative Services Career Group : Administration Discipline : AO Classification : ASO-4 Service : Business Service Position Title : Business

More information

COMMUNICATION ON PROGRESS. Statement SAP YEAR 2008

COMMUNICATION ON PROGRESS. Statement SAP YEAR 2008 COMMUNICATION ON PROGRESS SAP YEAR 2008 Statement SAP is an early endorser of the United Nations Global Compact with signature recorded in 2000. We remain committed to promoting all ten principles both

More information

ENTERPRISE RISK MANAGEMENT POLICY

ENTERPRISE RISK MANAGEMENT POLICY ENTERPRISE RISK MANAGEMENT POLICY TABLE OF CONTENTS 1. Purpose... 33 2. Scope... 33 3. Policy... 33 4. Procedure... 33 5. Responsibility and Authority... 44 6. Review of Policy... 55 7. Availability of

More information

Role Profile. Job No. (Office Use) Directorate Corporate Support Department Finance Assets and Efficiency

Role Profile. Job No. (Office Use) Directorate Corporate Support Department Finance Assets and Efficiency Role Profile Job Title Revenues and Benefits Service Manager Job No. (Office Use) C6020 Band/Band Range- (for career grades) Grade K Directorate Corporate Support Department Finance Assets and Efficiency

More information

Cabinet Member for Corporate Relations

Cabinet Member for Corporate Relations Cabinet Member for Corporate Relations Proposal for new customer experience October 2015 Report by the Executive Director Residents Services and the Director of Customer Services Ref No: CR05(15/16) Key

More information

MEDUPI AND KUSILE HUMAN RESOURCES AND INDUSTRIAL RELATIONS POLICY DIRECTIVE

MEDUPI AND KUSILE HUMAN RESOURCES AND INDUSTRIAL RELATIONS POLICY DIRECTIVE 1 PREAMBLE 1.1 The parties recognize that the transformation of employee relations in line with business strategies within the projects is both necessary and desirable in order to build trust and confidence

More information

Item No. 15.2.2 Capital Project Appraisal & Procurement Report. Target Completion Date November 2008

Item No. 15.2.2 Capital Project Appraisal & Procurement Report. Target Completion Date November 2008 Item No. 15.2.2 Capital Project Appraisal & Procurement Report Project Title Supply, installation, maintenance, support and upgrade of car park Pay on Foot and Associated Control Equipment (Phased approach)

More information

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY Version Date: 18 November 2014 Approved by: Human Resources Committee HUMAN RESOURCES STRATEGY 1.0 Introduction 1.1 The merger of Aberdeen and Banff

More information