• Reference Number : refs/035061
  • Directorate : Human and Physical Resource Management
  • Number of Posts : 1
  • Package : R932 292.00 per annum (all-inclusive package) (salary level 11)11)
  • Enquiries : Ms. Sithembile Buthelezi, Contact no: 071 548 8903

Requirements :

  • Qualification in Human Resource Management/Human Resource Development/Industrial Psychology / Social Science) at NQF level 7. 3 years’ experience at first /middle (Assistant Director) level management in Performance Management/ Human Resource Development environment. Driver’s License. Knowledge required: General GPG business, Government regulations, policies and procedures, General government sector and organisational structure, Knowledge of SLAs, Employment of Equity Act , Training and Development program, Job Access Strategy, Performance management, Skills Act, Customer Management, Innovative Continuous Improvement, Problem Solving. Skills required: Communication skills, Computer literacy. Interpersonal Relations skills, Statistical and report writing skills. Numeracy skills, Administrative skills, Appropriate application skills, Research and development skills, Planning, Organisation, and Change management. Attributes required: Be able to work under pressure. Innovation. Teamwork and collaboration. Excellence. Should be decisive. Enable Diversity awareness. Inspire innovation within the organization.

Duties :

  • Manage and monitor the implementation of (Performance Management Development System) PMDS and skills development legislation, policies, strategies and plans: Develop and approve Human Resource Development Policies and Plans. Develop a training needs assessment plan to identify training needs of employees. Design a competency framework to analyse the skills and knowledge gap for each position in the organisation. Conduct skills audit in all components and analyse identified skills gaps. Create a strategic succession plan. Monitor PMDS and training programs comply with the legislation and regulations. Keep abreast with trends and technologies identifying skills gaps and onset projects and initiatives. Manage the training and development process and programmes Manage implementation of compulsory and mandatory training programmes for all employees. Conduct training needs analysis. Manage the implementation of the training and development plan. Design systems and survey for feedback from employees. Provide career pathing initiatives and interventions. Engage with stakeholders for innovative programmes designed for learning and development processes. Conduct a return on investment (ROI) analysis. Plan and coordinate the implementation of the recognition of prior learning (RPL) and recognition of improved qualification (RIQ) programmes in the Department. Determine the budget and the numbers of qualifying employees for each year. Manage the sourcing of successful provider to conduct RPL for the staff in the Department. Manage the provisions of reports of programmes to the line managers, Skills Development Committee and relevant stakeholders. Manage the implementation of learnership and internship programmes: Manage the identification of learnership and internship needs for the Department. Identification of placement opportunities and Mentors. Facilitate placement of graduates for development opportunities. Manage and oversee the administration of Learnership and securing accredited training providers for implementation of the programme. Oversee development and implementation of work and training plans. Oversee the coordination of mentoring of learners/interns and implementation of structured training/programme with respective Branch /line mangers, accredited service providers, line Seta’s and relevant stakeholders. Monitor the effective implementation of the Internship & Learnership programme and liaise with the appropriate Sector Educational and Training Authority (Seta) established in terms of the Skills Development Act of 2008 (Act 37 of 2008). Monitor and evaluate the impact of Internship & Learnership programmes and the interventions thereof. Report the administration of the programmes to the line managers and relevant stakeholders. Manage and monitor implementation of performance management systems: Manage performance management system for all employees within the Department. Administer the contracting and assessment of employees’ performance is communicated within the organisation. Manage the alignment of employees’ performance contracts with all departmental strategic goals. Manage the monitoring, compliance and reporting of performance management. Encourage managers to conduct performance reviews, and annual performance review. Oversee the implementation of the Performance Management on Enterprise Resource Planning (ERP) System, application, Product and Data Processing (SAP) Module. Plan, manage and administer internal and external Bursaries: Develop and implement needs analysis to determine department’s skills shortage with respective Branch, relevant Committees. Advise committee on the awarding of new bursaries. Facilitate the advertising of bursary requisite as per departmental needs. Coordinate administration and implementation of bursaries. Liaise with Institutions of higher learning/ Higher Education Training (HET) and other service providers on bursary status quo. Monitor, evaluate and advise on bursary progress. Ensure the facilitation and reconciliation of bursary payments, debt recovery. Effect the debt takeovers process and ensure that necessary documents are forwarded to the relevant office (Human Resource Planning, Finance unit). Report to the Committee on the Bursary Programme on the progress and developments. Manage resources: General supervision of employees. Allocate duties and perform quality control on the work delivered by supervisees. Advise and lead supervisees regarding all aspects of the work. Manage leave, performance, conduct and discipline of supervisees. Enforce that all supervisees are trained and developed to be able to deliver work of the required standard efficiently and effectively. Manage utilization of physical resources. Review Job profiles and sign off.

Notes :

  • It is the Department’s intention to promote equity (race, gender, and disability) through the filling of the positions with a candidate whose transfer / promotion / appointment will promote representivity in line with the numeric targets as contained in our Employment Equity plan. To facilitate this process successfully, an indication of race, gender, and disability status is required. APPLICATIONS: To apply for the below positions, please submit your application strictly online at http://professionaljobcentre.gpg.gov.za quoting the relevant reference number. No hand-delivered, faxed, or emailed applications will be accepted. NOTE: Only an updated comprehensive CV (with detailed personal information, duties, experience, and references) is required. The online Z83 form must be completed in full. All fields of Section A, B, C and D of the online Z83 must be completed in full. Section E, F, G (Due to the limited space on the online Z83 it is acceptable for applicants to indicate refer to CV or see attached. However, the question related to conditions that prevent re-appointment under Part “F” must be answered and declaration signed. Applicants are not required to attach copies of qualifications. Only shortlisted candidates will be required to submit certified copies of qualifications and other related documents. Non-RSA Citizens/Permanent Resident Permit holders in possession of foreign qualifications must be accompanied by an evaluation report issued by the South African Qualification Authority (SAQA) (only when shortlisted). Shortlisted candidates must be available for interviews at a date and time determined by the Gauteng Department of e-Government. The appointment is subject to positive outcomes on employment suitability checks, which include but are not limited to security clearance, security vetting, qualification/study verification, citizenship verification, financial/asset record check, previous employment verification, and criminal record. Successful candidates must obtain a positive security clearance. Applicants who fail to meet the requirements will not be considered. Such applications will be regarded as a regret. All shortlisted candidates, including SMS, shall undertake two pre-entry assessments. One must be a practical exercise, and the other must be an Integrity (Ethical Conduct) Assessment. Selection panels shall score both technical exercises as an additional criterion in the interview process. Please note that all applicants for Senior Management positions are required to complete the SMS Pre-Entry Programme administered by the National School of Government (NSG) prior to appointment. No appointment will take place without the successful completion of the pre-entry certificate and submission of proof thereof. The Course is available at NSG under the name Certificate for entry into the SMS and the full details can be sourced by the following link: https://www.thensg.gov.za/trainingcourse/smspre-entry-programme/. For more information regarding the course please visit the NSG website: www.thensg.gov.za. All shortlisted candidates for SMS posts will be subjected to a technical exercise and interview. Following the technical exercise and interview, a maximum of three (3) SMS candidates will undergo psychometric assessments to assess cognitive capabilities, behavioural preferences, emotional intelligence, and integrity. (This applies only when there is an SMS post).” If you have not received a response from this institution within three months of the closing date, please consider your application unsuccessful. The Department reserves the right not to make any appointment(s) to the below advertised post(s).

Employer : Department of e-Government

Location : Johannesburg

Closing Date : 27-11-2026



Please Notes :

  • Due to the large number of applications we envisage receiving, applications will not be acknowledged. If you do not receive any response within 3 months, please accept that your application was not successful.