The Department of Public Service
and Administration
Consultation on the draft Leadership Development Strategic Framework
Strategy Review and Stakeholder Input
Provincial Stakeholder Workshops
Purpose
The purpose of this questionnaire is to attain views on the various areas captured in the Strategic Framework for Leadership Development Management for SMS members. The intention is too achieve maximum consultation on the document in order to gain concensus from managers in government department.
Title of the document:
The Draft Leadership Development Management Strategic Framework (LDMS) for the Senior Management Service for the Public Service.
Intended Audience:
Senior Managers from National and Provincial Government.
Workshop design:
The workshop is divided into 3 critical areas; these are:
- Presentation on the Framework
- General discussion
- Individual input (through the questionnaire)
General Instructions:
In managing the process, presentations will be made, participants will be asked to complete the questionnaire provided and participate in a group discussion.
The following general instructions are provided:
- Be open
- Respond fully
- Share and learn
- Seek clarification
- Stick with the process
- Return the questionnaire
Background Information
Background information is necessary to properly categorise and process your input. Please complete all the relevant information.
1.Name of Province:
2.Name of Department:
3.Date:
4.Name of Senior Manager:
5.Title/Designation of Manager
6.Contact details:
QUESTIONNAIRE
Section 1:
Overview:
No / Statement/Question / Yes/No / Reason if no /General Comment1 / Do you agree with the objective of the Framework and it’s intention? /
2 / Are you familiar with legislation that govern the Framework? /
3 / Do you understand as a manager, your role in the development imperatives? /
4 / Do you understand the concept of the Parthenon House? /
5 / Does is effectively depict the intention of the strategy? /
6 / Do you understand the difference between a manager and a leader? /
7 / Do you agree that this strategy will aid in grooming managers into leaders? /
General comments
QUESTIONNAIRE
Section 2:
Organisational Performance Management (OPM):
No / Statement/Question / Yes/No / Reason/General Comment1 / Do you understand what organizational performance management entails? /
2 / Will there be any limitations to implementation? /
3 / Do you understand the roles of the various government management systems? /
4 / Are these systems working effectively? /
5 / Does the strategy adequately address how government structures are linked? /
6 / Does the strategy provide clarity in terms of the linkage of the plan of action and strategic planning? /
7 / Do you understand strategic planning more clearly after reading the document? /
8 / Are there mechanisms in place that allow for effective financial planning? /
9 / Is there full compliance with the PFMA? /
10 / Are there mechanisms in place for training in terms of Performance Management? /
11 / Do you have a signed PA? /
12 / Is there full compliance of the SMS PMDS /
13 / Do you understand and agree with the system for OPM /
14 / Does the strategy adequately address the budget cycle? /
15 / Do you believe that this strategy will effectively improve SMS representivity? /
General comments
QUESTIONNAIRE
Section 3:
Management and Administration of Career Incidents (MACI):
No / Statement/Question / Yes/No / Reason/General Comment1 / Do you agree that the disclosure framework should form part of the induction and orientation programme? /
2 / Do you have a better understanding of the policies governing career incidents? /
3 / Do believe structured training in respect to effective recruitment and selection has been covered in the document ? /
4 / Currently does it take more than 6 months to fill an SMS vacancy? /
5 / Do you think that this pillar will effectively strengthen career incidents of SMS members? /
6 / Have there been any cases of misconduct? /
7 / Do you think this strategy will assist in the promotion of ethical conduct? /
8 / Is the post of HoD filled currently? /
General comments
QUESTIONNAIRE
Section 4:
Leadership Development Centre (LDC):
No / Statement/Question / Yes/No / Reason/General Comment1 / Are you aware of the current SMS Competency Framework (Chapter 5 SMS Handbook)? /
2 / Have you been assessed on the SMS Assessment battery? /
3 / Do you think that competency assessments add value in terms of development? /
4 / Do you believe that the envisaged competency framework creates a more solid foundation for development ? /
5 / Do you agree that a more prescribed approach to training will be more beneficial? /
6 / Would you go for a competency assessment in order to determine your developmental gaps? /
7 / Do you agree that professional counseling is a practical retention mechanism for the SMS? /
8 / Do you agree with the 5 chosen core competencies in the new competency framework? /
9 / Do you agree with the 5 chosen process competencies in the new competency framework? /
10 / Do you agree with the manner in which the Batho Pele Principles have been linked? /
11 / Do you agree that the performer levels are fairly and clearly depicted in respect to complexity, work value, time application and skills? /
12 / Do you agree with the manner in which the roles and responsibilities of top management is depicted? /
13 / Do you agree with the design of the proficiency levels? /
14 / Do you understand and agree that the competency framework developed by the DPSA is generic and not technical? /
15 / Do you agree that competency assessments add value in identifying developmental gaps? /
16 / Do you agree with the linkage of Personal Development Plans to Competency assessment results?? /
17 / Do you agree with regard to the idea of provincial academies /
General comments
QUESTIONNAIRE
Section 5:
Training and development Management (TDM):
No / Statement/Question / Yes/No / Reason/General Comment1 / Have you been inducted as an SMS member? /
2 / Do you agree with the thinking of behind the leadership pipeline? /
3 / Do you agree with the linkage between PDPs, competency assessment results and structured training and development programmes? /
4 / Do you agree that the Short-term capacity building programmes will assist in development and smooth transition into the department? /
5 / Do you agree that structured training programmes designed by SAMDI will be beneficial in the medium term? /
6 / Would you want to be involved in exchange programmes and sabbaticles? /
7 / Do you agree with the envisaged training and development matrix? /
8 / Have you been through the Khaedu Programme? /
9 / Did the programme add value? /
10 / Do you agree that the Khaedu programme be extended? /
11 / Have you attended any Public Service workshop, seminar or conference? /
12 / Did such a workshop, seminar or conference add value? /
13 / Do you agree with the design of the proficiency levels? /
14 / Do you agree with the envisaged course content and modules for leadership development? /
15 / Do you agree with the leadership pipeline? /
16 / Do you agree that such a pipeline would improve representivity in the Public Service at SMS level? /
17 / Do you think that the requirements for advancement to the next SMS level are fair? /
18 / Do you agree that such requirements would curb job hopping? /
General comments
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