The Department of Health aims to provide quality health services and ensure a caring climate for service users, implement best-practice health care strategies, create a positive work environment for staff, and provide appropriate and top-quality training for health workers. Our vision is to provide high-quality, efficient and accessible healthcare to transform people's lives. Our mission is to create an effective public healthcare system in Gauteng by ensuring we have the right people, skills, system and equipment to provide the care our patients need to live healthy and quality lives.
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Deputy Director: Performance Management Development System
An NQF level 6 qualification in human resource management/development, industrial psychology, public management/administration, or equivalent. Three to five (3-5) years’ experience in performance management and development of which three (3) years must be at an Assistant Director level. Clear knowledge and understanding of public service legislations.
Project management skills. Knowledge of PERSAL and the implementation of transactions. Knowledge of and understanding of the Legislation/ Prescript and framework governing the Public Service i.e., Public Service Act, Public Service Regulation, Labour Relations Act, Employment Equity Act, Basic Conditions of Employment Act, Skills Development Act, Collective Agreements, Codes of Remuneration and the Public Finance Management Act, Computer literacy (MS Word, Excel and PowerPoint).
Knowledge of relationship management. Problem-solving and analytical, people and diversity management, and communication (written and verbal) skills.
Client orientation and customer focus. Responsible and ethical. Able to work under pressure and take the initiative. Able to work independently and as part of a team. Willingness to work extended hours when required. A valid driver’s license and willingness to travel.
Duties :
Manage the implementation of the Performance Management and Development System (PMDS). Provide reports on performance agreements, mid-year reviews and annual assessments submitted by all staff, from salary levels 1-12 up to salary level 15.
Facilitate the awarding of performance incentives. Facilitate the issuing of memoranda reminding staff to submit PMDS documents. Manage non-compliance with the submission of PMDS documents.
Facilitate the submission of PMDS reports. Facilitate and manage moderation committees for SMS and non-SMS employees. Manage the PMDS database. Communicate determinations and directives on the implementation of the PMDS policy.
Develop/review the departmental PMDS. Conduct information sessions. Implement the probation instrument for assessing the performance of SMS and non-SMS employees whose appointments have not yet been confirmed.
Facilitate remedial actions/enhancement plans to address underperformance. Facilitate PMDS disputes and appeals. Manage human and financial resources.
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