Leon Pretorius 20 June 2006

1
Creating a Sustainable Pool of Middle Managers
Presentation to the national HR Forum)
Leon Pretorius
20 June 2006
2
Overview of the presentation

• Background
• Objectives of the sustainable pools scheme
• Progress
• Selection
• The Accelerated Development Programme (ADP)
• Way forward

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Background to the project

• During 2003 a study was conducted on a competency
  modeling framework for staff below the SMS
• As part of this study
• a generic competency framework for middle
  managers was developed and
• proposals were developed on the creation of a
  sustainable pool of middle managers
• It was proposed that the concept of a sustainable
  pools scheme be introduced

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The Concept of Sustainable Pools

• Developing pools of people with high potential
  towards predetermined sets of competencies
• Their development is not tied towards specific
  jobs or roles
• These individuals are enrolled in challenging
  developmental interventions

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Purpose of the Scheme

• To accelerate the development of identified
  middle managers to improve the quantity and
  quality of middle managers that can compete for
  senior management positions
• To enhance transformation in the public service

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Objectives of the scheme

• Provide challenging, growth-oriented career
  opportunities
• Equip human capital admitted to the scheme with
  the requisite competencies to enter the senior
  management level
• Make employment in the public service more
  attractive for high-flyers

7
Progress

• Cabinet approved the implementation of the
  sustainable pools scheme in December 2005
• MPSA issued a directive to establish the scheme
• A steering committee has been appointed to
  oversee the implementation of phase 1
• Two national departments and three provinces were
  approached to participate

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Progress (cont.)

• Department of Home Affairs
• Department of Trade and Industry
• KwaZulu-Natal Provincial Government
• Mpumalanga Provincial Government
• Western Cape Provincial Government

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Progress (cont.)

• During May 2006 the steering committee approved
• Selection criteria
• Development framework
• Selection process
• Implementation guide

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Selection criteria

• At least 3 years experience in a management
  position
• 3 years tertiary or equivalent qualification
• Predominantly women, proportional representation,
  including people with disabilities
• Proven track record of high performance of which
  at least 2 years should be on middle management
• Ability to work with and lead people

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Selection process

• Departments identify and nominate suitable
  candidates
• Nominations are approved by Steering Committee

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ADP Conceptual framework
Programmes related to functional competencies
(technical expertise)
Programmes related to
generic management competencies
Programmes related to government
related functions
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Core competencies to be addressed

• Personal mastery
• Understanding the context and systems of
  government
• Strategic capability and leadership
• Policy formulation and implementation
• Liaison and networking

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Core competencies (cont.)

• Client orientation and customer focus
• People management and empowerment
• Knowledge management
• Financial management

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Core competencies (cont.)

• Programme and project management
• Service delivery innovation
• Change management
• Thinking skills.

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ADP Learning methodology

• High level presentations by expert facilitators
• Individual study and teamwork throughout
  programme
• A workshop-based, experiential learning approach
• Rigorous and suitably high-pressured learning
  environment
• Action learning, incorporating a practical
  work-related team project
• Reflection sessions

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ADP Assessment

• Initial self-assessment (pre-programme)
• Comprehensive individual assessment informs
  personal development plan
• Post-programme assessment

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ADP Application of learning

• Mentorship
• In-house mentor to support and assist in
  assessing required information and to offer
  advice on what is realistically achievable
• External mentor to provide direction and support
  in terms of research methodology and process
• Action learning programme
• Delegates will be divided into syndicates
• Each syndicate will be given a specific
  departmentally related problem / opportunity, and
  they must develop realistic solutions to that
  problem / opportunity
• Individual tasks
• Delegates have to prove that learning can be
  applied to their work environments by means of
  the successful completion of individual tasks

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ADP Delivery modes

• SAMDI responsible for the training programme
• Strategic partners such as Schools of Government
  of universities
• Associates

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Way forward

• July 31
• Commence with programme for national departments
• August
• Commence with phased implementation of programme
  in provinces

21

• THANK YOU