spring edition 2015
MEC’s Stakeholder Consultative Meetings inter-departmental sports day 2015 2015 Service Excellence Awards Celebrating Women’s Month 2015 LAUNCH OF COMMUNAL ESTATES
Dr. Siphiwe Mkhize Appointed as Head of Department
CONTENT PAGE [03] Dr Siphiwe Mkhize appointed Head of Department [04] Human Resource Management and Development Chief Directorate introduces the Employee of the Month: Mr K Gama [05] Zodumo Mbuli Heads Office of the MEC [06] A role model for women empowerment [07] 2015 Service Excellence Awards Winners [08] New Strategic focus for DARD [09] Launch of Communal Estate a Catalyst for Agriculture Enhancement [10] KZN Reaps Female Farmer Awards [11] New DARD Policy Development Framework [12] New Structure for the Department [15] Celebrating Women’s Month 2015 [16] Owen Sitole College of Agriculture Graduation 2015 [17] Cedara College Graduation 2015 [18] Inspection of state vehicles [19] Hogging of state vehicle for over a week is prohibited [20] Inter-Departmental Sports Day 2015 [21] A time to work and a time to play [22] How to determine if a website is encrypted [23] Modern Etiquette: Grooming nine to five `The Editor reserves the right to edit all content, including letters, opinion pieces, articles etc. All content submitted must be accurate, fair, transparent and obey the general legislation.
Dr. Siphiwe Mkhize Appointed as Head of the Department Department poised to move to stability and then swiftly to normality Dr. Siphiwe Mkhize who was recently appointed as the new Head of Department brings abundant experience and qualifications in the field of agriculture which will add value to the task of taking the mandate, programmes and policies of agriculture and rural development in KZN forward. Dr. Mkhize hails from the National Department of Agriculture, Forestry and Fisheries and is a Professional Natural Scientist and Professional Agronomist. He holds a PhD in Sustainable Ecological Management, University of Pretoria, MSc in Soil Science and Fertility from University of Reading, England, and an MPhil in Applied Ethics in Environment from University of Stellenbosch. Dr. Mkhize served in the US as Minister Counsellor at the SA Embassy in the US, as well as SA Agriculture interests in Cuba, Mexico and Canada from 2001 to 2010. Dr. Mkhize has worked closely with the Department Extension Services in the Province over the past decade and his experience in working with UKZN Farmer Support Group equips him well to take the new Agrarian Reform Strategy of the Department forward. He sees as his pivotal challenge, the process and management in assisting post settlement support farmers and communities in agriculture and rural development advancement. “As a Department we must ascertain what we will commit and how we will gear ourselves to provide a support package to ensure that land returned
to communities through restitution become productive and make a dent into food insecurity and improve the quality of life for these communities. These farmers must be set onto a course of recovery and prosperity. While this is in place, beneficiaries and farmers must be mindful that government will partner with them and provide agriculture and rural development support through an equal contribution from their side so that these ventures become sustainable in the long term. Farmers and communities have a serious contributory role to play.� said Dr Mkhize Dr. Mkhize emphasized that the Department is embarking on an Agrarian Reform Strategy which is backed up by the new organizational structure, which is geared to work with farmers and communities in tandem with rural development advancement. The new agrarian strategy will go a long way to create jobs, reduce inequality and impact on unemployment. Farmers and communities will be on a new growth path through the new agrarian reform strategy. The Head of Department has noted that there are some important developments which will ensure improvement and recovery towards service delivery and these are:• It is targeted that the current forensic investigations will be speedily expedited to remove any uncertainties and ambiguity and that all due process will be followed in this regard. RAJ SINGH
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• Going forward the Department will pay due regard to its assets, to ensure that these are well managed, eg, DARD farms, laboratories, research stations and projects, for the best outcomes. • There will be efficient and effective use of funds while taking cost cutting measures into account “As DARD we contribute to Outcome 7 and 4 of the Growth and Development Strategy, this is in respect of food security and job creation and the new agrarian reform strategy seeks to commercialize agriculture in the Province.
There will be a great push to promote agriculture in schools, agriculture as a science and a career of choice and to move away from the perception that agriculture is a lowly activity.” Said Dr. Mkhize Dr. Mkhize has extended his appreciation to MEC, Mr. Cyril Xaba for his being a true professional, being business like and for his wisdom and experience as Chair of the Provincial Growth and Development Strategy. This will add value to moving the Department forward. Dr. Mkhize looks forward to working effectively with staff and management in his tenure as Head of Department.
It is through the agrarian reform strategy and commodity approach that DARD can assist farmers and communities to do better while being supplemented by an improved extension service. RAJ SINGH
Employee of the Month
Mr K. Gama Assistant Manager: Staff Provisioning, Persal and Establishment
Human Resource Management and Development Chief Directorate introduces the Employee of the Month: Mr K. Gama
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To be recognised as an Employee of the Month in your Directorate is not only a wonderful achievement, but it also displays that your work is valued and acknowledged by your employer and clients. It encourages you to work hard and efficiently to meet the needs of your client.
“For a person like myself, who has been in this Department since 1996 and who has seen many changes take place, it is a privilege to be given this award,” said Mr Gama. Mr Gama is currently employed as the Assistant Manager: Staff Provisioning, Persal and Establishment within Human Resource Management.
The General Manager for Human Resource Management and Development, Mrs Gugu Lembethe and the Senior Manager: Human Resource Practices and Administration, Mr Sifiso Zuma have come up with a great initiative called “Employee of the Month” to esteemed employees who go over and above expectations to fulfill their role and function in the Human Resource and Management Chief Directorate. Winner of the first Employee of the Month is Mr Ken Gama, who was unanimously voted as winner by his colleagues. An overwhelmed Mr Gama was very appreciative of this honour and thanked his colleagues and management.
The criteria used for an employee to be nominated is based on the functions of the Directorate and how staff perform these functions. Staff performance should also be aligned to the Batho Pele principles which reiterate that Departmental officials must conduct themselves in a manner befitting a government that is caring, dedicated and propoor, influenced by the spirit of Ubuntu.
LONDIWE NGIDI
This approach by Human Resource Management is to encourage healthy competition amongst the employees. This will also assist the employees to better understand their role and what is expected of them. It will also assist to improve the level of service delivery from the components and create an atmosphere of professionalism and excellent service.
NEW APPOINTMENTS
Ms. Mbuli wrote matriculation in Durban and achieved excellent results in all subjects and thereafter she relocated to England where she passed the university entrance exams there, did exceptionally well and won some much needed scholarships to study drama and the performing arts. Within four years Ms. Mbuli completed the B Tech Degree as well as a Diploma in Drama and the Performing Arts and an Honours Degree through the University of Northumbria in Newcastle. She wrote poetry, compiled music and did short stories through which she described the political and social situation in apartheid South Africa. This did not go unnoticed and all the while her career gained much needed momentum.
Zodumo Mbuli Heads Office of the MEC People are at their best, work the hardest and persevere when they find themselves in an amiable and happy environment. They become driven to achieve and strive for excellence at all times. This is the vision, mission and ethos of Ms. Zodumo Mbuli the Head of the Office of the MEC. It is her express objective to create such a team who will provide every bit of support to ensure that MEC Mr Cyril Xaba achieves his mandate for Agriculture and Rural Development in the Province and leaves a lasting legacy. Ms. Mbuli comes across as being highly skilled and knowledgeable, is keen on accuracy and attention to detail and emits an exuberance for work ethic, regard and respect for people and professionalism that is contagious.
Her career in the UK was then terminated as she saw the need to return to SA to start a career here and to raise a family. She joined the Natal Witness as a journalist and it was here through some of her striking investigative journalism work that she was identified as an Upcoming and Young Courageous Journalist and then given this prestigious award by the Union of SA Journalists. Max du Preez was another winner of this award. Ms. Mbuli then worked as a speech writer, communicator, spokesperson and journalist in various positions, including in the Office of Mr. Valli Moosa, former Minister for Environmental Affairs, Mrs Mabhudafhusi, Deputy Minister, Dr Zweli Mkhize, former Premier for KZN, Mr Narend Singh former MEC for Agriculture in KZN, among others. Ms Mbuli looks forward to her tenure as Head of the Office of the MEC and working with staff and management of the Department.
RAJ SINGH
Office of the Head of Department Welcomes Ms Busi B. Xulu Ms Busi B. Xulu has been appointed as Acting Senior Manager: Executive Support with effect from the 01 July 2015. Ms Xulu was previously working in the South Region as the Senior Project Manager where she was involved in co-ordinating various agricultural projects. The contact details for Ms Xulu are as follows: Telephone: 033 – 343 8254 Cellphone: 082 781 2672 Email: Busi.Xulu@kzndard.gov.za
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NEW APPOINTMENTS
A role model for Women Empowerment!
Mr Shaun Henman to Head Employee Relations Directorate
HRM to be on a new improvement curve.
Comes in with extensive experience and solid qualifications.
“A self-starter, a driver and a self-motivated person”….this is how Ms Gugu Lembethe describes herself. Mrs Gugu Lembethe has been appointed as the General Manager: Human Resource Management and Development, based at Cedara.
Employee Relations and the mandate in respect of advancing employee/employer relations is poised for sound management with the appointment of Shaun Henman as the Senior Manager who is more that adequately equipped with a Master’s Degree in Law (Labour Studies) and a Bachelor of law from UKZN.
Due to her wealth of knowledge and experience, Ms Lembethe has been entrusted with managing the Human Resource Management and Development functions of the Department i.e. Payroll administration, induction of new personnel, job evaluations, performance management and assessments and the implementation of transversal Human Resource policies from DPSA, amongst many others. This is an important and challenging position to fill, however, Ms Lembethe has previously held the posts of Deputy Director HRD (Free State Department of Health 1998), promoted to Director HRD and OD in the Free State until 2004 and was promoted to Chief Director HR D and M (National Department of Health) , Deputy Commissioner: Human Resource Management (Department of Correctional Services). She also held the position of Country Director: African Medical and Research Foundation (AMREF) before returning to KwaZulu-Natal. Her extensive qualifications include a Master’s Diploma in Human Resources Management, Honours Degree in Nursing Education (obtained cum laude) from UNISA and MSC in Nursing Education from the University of Edinburgh, Scotland , Project Management Certificate and a Certificate in Small Business Management. With Ms Lembethe at the helm of this major component, it is guaranteed that service delivery and all issues pertaining to the wellbeing of all officials in the Department will see a major improvement because she is a nurse by profession and experienced in the field of HR.
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On a lighter note, Ms Lembethe is an approachable and friendly person who enjoys reading, outdoor life, watching documentaries, aerobics and socializing. She is fluent in English, isiZulu, Sotho and NELISHA SINGH isiXhosa.
Mr Henman is set to take Labour Relations in the Department of Agriculture and Rural Development to a higher delivery path so that there is a significant improvement in terms of staff morale and motivation. Taking his first appointment as a Legal Administrator Officer in the KZN Local Government and Housing Department and then as Assistant Director in the KZN Works Department, followed by an eight year term as a Manager for Incorporated Labour Solutions, Mr Henman is well suited to the demanding position with DARD, which presents a plethora of labour issues for management and resolution. Mr Henman comes in with a head start as he acted in the position of Senior Manager, Labour Relations in DARD which gives him great insights into the labour matters, strategic direction and operational issues in a Department which has over 3500 staff in 65 offices throughout the Province The Department welcomes the appointment, wishing him well and looks forward to Mr Henman’s long and fruitful career as a Senior Manager in the Portfolio. RAJ SINGH
MEC Cyril Xaba flanked by top achievers in the individual category, Ms Winnie Hlongwane from the Office of the Premier and Ms Neli Mhlongo from the DARD’s Office of the HOD.
2015 Service Excellence Awards Winners The already prestigious corporate image of the Department was bolstered further when two of its employees scooped the most coveted gold accolades given only to the best performing government workforces during the Premier’s Service Excellence Awards event held in Durban recently. Neli Mhlongo, a Deputy Director of Operational Coordination in the HOD’s office and Mduduzi Mtshali, a Control Animal Health Technician (CAHT) in the Veterinary Services unit in eThekwini metro received gold awards honouring them as the Best Frontline Service Delivery Employees of the Year.
The remarkable achievement of the Vulamehlo local office was pronounced during an award’s function held at the Dube Trade Port in Durban on the 12th of May 2015, where its performance was declared a notch above that of uMkhanyakude district office and Pongola local office. The two other entrants in the competition took the second and third spots respectively. Speaking at the event, MEC Cyril Xaba thanked the entrants for leading the way in service delivery excellence and urged that by next year many more entrants from across different units must enter for these prestigious awards.
Mhlongo was selected for her excellent work ethic and efficiency during her social facilitation with Amakhosi and communities on the Premier’s project led by Director General while Mtshali was nominated for sustaining cooperation between community members and Veterinary Services personnel in the curbing of animal diseases such as rabies. The other entrant that represented the Department in the Premier’s Service Excellence Awards was the Vulamehlo local office, which had won gold in the Departmental category of the competition for providing superior services to its clients which are part of Ugu District Municipality. BUYANI MKHULISE
MEC for KZN Agriculture and Rural Development Mr Cyril Xaba, congratulating Mr Mduduzi Mtshali on winning the best Frontline Service Delivery Employee of the Year.
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MEC’s Consultative meetings with Stakeholders to roll out the new Department Strategy THE KZN Department of Agriculture and Rural Development is gearing up for the implementation of its new agrarian strategy which will be rolled out in full swing in the province soon. Already the implementation of the strategy is underway with massive projects such as the construction of four grain silos in the pipeline. In-order to ensure that all the regions and the districts of the Department are on board and utterly comprehend the new approach to agriculture, the MEC for Agriculture and Rural Development Mr Cyril Xaba has been busy with consultation meetings which are designed to acquaint municipal office-bearers, traditional leadership, departmental senior officials and extension officers with the new direction.
New strategic focus for DARD Agriculture poised to emerge from the shadows The new strategic focus of the department is based on the premise that agriculture is a business and agriculture is a science. As a Department and a Province we need to take bold steps towards the commercialization of agriculture. To achieve this the Department has adopted the commodity approach to agriculture development and this will ensure that optimum use of our resources is in place. The approach advocates commodity promotion and conservation agriculture built on the foundation of scientific research, technology development and extension service while all other projects embarked upon will be based on sound business models that will support the development and running of farms as businesses. At the heart of the new strategic focus is the development of the farmers’ whole research and technology development which will take centre stage in terms of looking at better cultivars, drought tolerant crops, soil improvement, fertiliser management, crop rotation and improving livestock.
At this stage, the Department is centered on the issue of agricultural communal estates which are a new approach to food security and subsistence farming in that they go beyond just this but shift focus on the development of the agricultural sector and assist to boost the sectors contribution to the GDP of the province and the country. The purpose of the agricultural communal estate is to propose a radical shift from sub-optimal yields and returns to a business where yields and profit is optimised and development takes place.
Farmers must be at the centre of new knowledge transfer. At the heart of knowledge transfer is the extension officer who needs to be well qualified, registered and a specialist in various agriculture products. Special commodity training to the extension officer and farmer is of vital importance to take agriculture in the province to a new level.
It is also geared to create a sustainable profitable farming business. To unlock the economic and agricultural potential in communal areas is to stimulate growth in the agricultural sector and create much needed employment, through primary production and agro-processing activities.
For the new strategic plan to work, there must be a great deal of commitment from farmers themselves, farmers must take some risk and responsibility as well.
In addition communal estates create an economic viable business for the farmers to fully participate in the domestic and export market. To promote integrated, optimal development and use of natural resources, agriculture infrastructure, social services, economic development, job creation, skills development and food security.
In terms of the Rural Development mandate it is anticipated that vibrant equitable and sustainable rural communities will emerge. Land Reform support, Agri-Villages, integrated framework models, commercialisation of agriculture, extension improvement, business focus and the science and technology foundation of agriculture will release the agricultural potential required to creates jobs, increase revenue and make substantial progress in alleviating poverty, inequality and unemployment.
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The essence of the meetings is to persuade municipalities to align some of their programmes with the strategy of the department in order to walk on the same footprints with the implementation programme of the Department. It is essential that municipalities work together with the Department on the implementation of the departmental strategy with all districts.
RAJ SINGH
The development of a communal estate starts with the farmers where the focus will be placed on getting all farmers to agree to the process. This process is assisted by a project manager and a social facilitator. The consultations will cover all the districts including the regions of the department in terms of the structure so that all and sundry should be familiar with the new way of operation. Currently the following Districts have been consulted: • Uthukela • Amajuba • Zululand RAJ SINGH
Launch of Communal Estates a Catalyst for Agriculture Enhancement Kwazulu-Natal Premier Mr Senzo Mchunu together with KZN MEC for Agriculture and Rural Development Mr Cyril Xaba handing over tractor keys to Ms Thabile Mncube of Indabuko Women’s Co-Operative
Hon. Premier. Mr. Senzo Mchunu and Agriculture MEC Mr. Cyril Xaba recently launched four communal estates in Impendle, KZN which is aimed at boosting the agriculture economic output in the area. This is in response to the call to the Department to relook at the way it has been structured and operating and to now achieve food security and approach agriculture as a business and science, while integrating the emerging and commercial agriculture sectors in the Province. Four cooperatives in the Impendle area will be boosted by the provision of over R 15 million in funding from the Department, for the running costs, extension service and support and mechanization assistance. Premier Senzo Mchunu was upbeat about the groundbreaking programme and said that this was only one pillar of the Department’s new agrarian reform strategy. “There is much to be done in the Province to get agriculture on a new accelerated growth path”.
“I urge beneficiaries to participate with resolve and determination in the programme and to take up the opportunities provided by government so that food security and lives of people can be improved”, said Premier Senzo Mchunu. “This is only the beginning as the Department is making strides in changing the face of agriculture in KZN” said MEC Cyril Xaba. The Department has monitoring mechanisms in place to oversee the day to day operations of the cooperatives so that they function optimally. People of KZN will improve their lives while emerging and commercial agriculture sectors will be integrated and will then extend the agricultural growth and development potential. The Department will be rolling out over 260 tractors to 144 communal estates with over 28000 ha of land to be cultivated during the 2015 planting season at a cost to the Department of R 238 million. This is an unprecedented agriculture improvement plan to be a catalyst for food security improvement, income generation and job creation.
From Left Umgungundlovu District Municipality Chief Whip Clrr Gabela, Impendle Local Municipality Mayor Clrr Sizwe Ndlela, Inkosi Zuma, KZN Premier Mr Senzo Mchunu, Indabuko Women’s Co-Operative Ms Thabile Xaba and Ms Phindile Mncube KZN MEC for Agriculture and Rural Development Mr Cyril Xaba and KZN MPL Mr Vasco Hlengwa during the hand over of 3 tractors and R387.780.00
RAJ SINGH
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KZN MEC for Agriculture and Rural Development Mr Cyril Xaba, together with Agribusiness Development Agency Board Chairperson Mrs Tshitshi Mbatha, Agribusiness Development Agency Board Deputy Chairperson Dr Edwin Ngidi and Agribusiness Development Agency CEO Dr Thulasizwe Buthelezi at a farewell for 14 students who are leavingto study at the Dalum Academy of Agricultural Business in Denmark
From left Agriculture, Forestry Deputy Minister General Bheki Cele, KZN Winner Top Entrepreneur Commercial Award Ms Hlengiwe Hlophe, KZN MEC for Agriculture and Rural Development Mr Cyril Xaba, Total SA General Manager Ms Tumisang Zondo and General Manager OMNIA Mr Tshepo Maseko celebrating the Top Entrepreneur Commercial Award
KZN DARD Partners with Denmark to train future farmers.
KZN REAPS Female Farmer Accolade
The Department’s Young Farmers Development Programme spearheaded by it’s Public Entity, Agribusiness Development Agency (ADA) partnered with Denmark’s Dalum Agriculture College is to provide training in commercial agriculture operations and livestock production to 15 youth chosen from selected land reform farms. This is in line with DARD agrarian reform strategy that the future of agriculture in KZN depends on growing the number of young farmers as there is an ageing population of commercial farmers who are on the brink of retirement. Youth must be encouraged to become farmers and they must be shown the opportunities that agriculture has to offer so that they in turn can become entrepreneurs and create employment opportunities. Agriculture must be marketed as a science and as a business to future farmers particularly the youth. In this respect DARD must change the image of agriculture as a career and a contributor to the economy. MEC, Mr. Cyril Xaba, said at the press briefing for the Denmark graduates, “For South Africa to achieve food security and for agriculture to become a catalyst for economic growth in the country, young people are critical agriculture players. In KZN they will certainly be given special attention and support as we endeavor to grow our future farmers”. A second group of 14 students were bid farewell by Hon MEC Cyril Xaba and ADA executives on 14 September 2015. They were off to Denmark to study Agribusiness which is a partnership between the Dalum Agriculture College and ADA. The objective is to develop young farmers. The students will be abroad for 10 months which is part of a 3 year programme which aims to build capacity and development of young farmers. MEC Mr. Cyril Xaba reiterated that this programme for training of young farmers in Denmark will continue for the next three years while funding will be provided by DARD.MEC extended his appreciation to Dalum College of Agriculture for their immense contribution to the programme. MEC Xaba is working with MEC for KZN Education to introduce agriculture as a subject in more schools to take the young farmers programme further so that the availability of future farmers is ensured. 10
RAJ SINGH
Uniting to empower women to achieve economic freedom through agriculture was the theme that has driven the Female farmer Campaign this year from the inception to the culmination of the awards evening in Durban. The campaign is now running for 15 years and has grown exponentially while empowering female farmers. The Durban awards evening was also the culmination of women’s month 2015. MEC Mr. Cyril Xaba joined Agriculture Deputy Minister, Gen. Bheki Cele and Agriculture Minister, Mr. Senzeni Zokwana to congratulate Hlengiwe Hlophe who won the coveted prize of Top Entrepreneur, Commercial, taking home a cash prize of R250 000.00 in addition to the R 300 000.00 won as the KZN top female farmer 2015. Other categories which were awarded on the night included, Best Female Worker, Best Subsistence Producer, Top Entrepreneur, Small Holder, Top Entrepreneur, Processing, Export Markets, Young Female Farmer and Disabled Female Entrepreneur. MEC Xaba thanked the winners for their contribution to agriculture in moving from subsistence to commercial agriculture while enhancing the agrarian reform strategy of the Department in the Province. “Such awards are key to the development of agriculture and is serving as a catalyst to invigorate the passion for agriculture among the youth. “The farming sector has an aging population which is at an average age of 63 and these awards will surely attract the young to ensure a supply of farmers for the future. Young farmers are the backbone to agriculture and are essential to ensuring food security and nutrition and in the process generating revenue and creating much needed jobs” said MEC Xaba.
RAJ SINGH
Treasury Circular No Pt (12) of 2015/16 Issuing of updated cost-cutting measures – Amended Cabinet held a special sitting on 18 August 2015 and a follow-up meeting was subsequently held on 02 September 2015, to consider the 2015 wage increment shortfall, its related carry-through costs as well as measures to deal with the shortfall in the current year, and over the 2016/17 MTEF.
It is therefore necessary that all Departments review the correctness of the information on Persal and ensure that information is corrected no later than the end of January 2016. Persal should only reflect the number of posts that the Department can afford to fill, i.e. budgeted posts.
Cabinet has, therefore, taken a decision to implement with immediate effect additional cost-cutting measures. Some issues that are highlighted in this circular are as follows:
It is imperative that these cost cutting measures be adhered to in order to protect the service delivery spending in the Province. Departments should also note that the above-mentioned additional cost cutting measures do not seek to replace the existing cost-cutting measures.
1. All vacant posts to be frozen with immediate effect for both Departments and Public Entities. If there are any absolutely critical posts that need to be filled, a submission by the Executive Authority must be made to the Premier and MEC for Finance for approval. Public Entities should channel their requests through their requests through their Executive Authorities prior to onward submission to the Premier and MEC for Finance. 2. Any revised organograms which have effect of increasing a Department’s or Entity’s total staff number may not be implemented. Any revisions to organograms must be approved by the Premier and MEC for Finance. 3. A detailed assessment must be done of each Department’s and each Entity’s personnel in order to move non-productive staff to productive, critical service delivery posts. Furthermore, it was also noted that some Departments’ vacant funded posts numbers on Persal were not credible.
The following cost-cutting measures are therefore still applicable and should be strictly adhered to: Compensation of employees related: 1. All departments to undertake a proper organogram review to eliminate non-essential posts. 2. Moratorium on the filling of non-critical posts to be implemented. Accounting Officer and CFO to determine which posts are critical and may be filled. 3. Departments to undertake a headcount to eliminate ghost employees. 4. No leave conversions payments (leave to be taken) – this does not apply to leave pay-outs when staff are exiting the public service. 5. Strict control of overtime to be implemented. To view the full circular, please logon to the intranet on http://home. kzndard.gov.za
New Department Policy Development Framework The Monitoring and Evaluation Directorate has developed a framework on how the policy process should unfold, in view of the lack of policy development management within the Department. The policy process has pertinent and strategic areas which if complied with will enhance the development of policy and service delivery in terms of the Department’s mandate. These areas include the conceptualizing of the policy problem, exploration of the policy solutions, deciding on policy options and policy monitoring, evaluation and consultation. In order for government to do what matters most, policy development must be based on the outcomes approach so that South Africa and its people are placed on a higher development trajectory. All policies of the Department must be guided by the National Development Plan so as to be transformative, equity and development driven.
The purpose of the policy framework is to streamline policy development in the Department, map out key policy processes and promote credible information while supporting sound corporate governance and administration while establishing policy as a foundation of quality, effective and efficient service delivery. All future policy processes in the Department must be development orientated, empowering, transparent, enhance service delivery improvement, create strategic partnerships and adhere to Batho Pele principles. The Monitoring and Evaluation Directorate has compiled a policy development template to aid officials in the development of policies.
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DEPARTMENT OF AGRICULTURE & RU AND POST ESTABLISHMEN
MEC: DEPARTMENT & RURAL DEV
HEAD OF DE
PURPOSE: TO LEAD AND MANAGE T AND RURAL D
FUNCTIONS: 1. Ensure optimal agricultural interventio 2. Ensure the continuous improvement o 3. Provide leadership and management o 4. Provide leadership and management o 5. Render ministerial support services to 6. Ensure provision of executive support Head of Department (16)
MINISTERIAL SUPPORT SERVICES PURPOSE: TO RENDER MINISTERIAL SUPPORT SERVICES TO THE MEC Functions: 1. Render administration support services 2. Provide media liaison services 3. Provide executive support services 4. Manage ministerial project and parliamentary liaison services Head of Ministry (13)
Personal Assistant (7)
BRANCH: AGRICULTURAL DEVELOPMENT SERVICES PURPOSE: TO ENSURE OPTIMAL AGRICULTURAL INTERVENTIONS TO PROMOTE SUSTAINABLE FOOD SECURITY
PURPOSE: TO ENSURE THE CON OF SUSTAINABLE RU
Functions: 1. Provide strategic management of agricultural services 2. Provide strategic management of veterinary services 3. Provide strategic management of agricultural research, development and training institute 4. Manage engineering services
Functions: 1. Coordinates integrated rural deve 2. Facilitate the development of rura
1 Senior General Manager (15)
1 Personal Assistant (7)
Executive Support
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BRANCH RURAL
1 Senior General Manager (15
Executive S
The full structure is available for staff on the Department
URAL DEVELOPMENT ORGANISATION NT STRUCTURE JULY 2015
T OF AGRICULTURE VELOPMENT
EPARTMENT
THE DEPARTMENT OF AGRICULTURE DEVELOPMENT
ons to promote sustainable food security of sustainable rural livelihoods of corporate services of finance management the MEC services to the HOD Personal Assistant (7)
DIRECTORATE: HOD EXECUTIVE SUPPORT SERVICES PURPOSE: TO ENSURE PROVISION OF EXECUTIVE SUPPORT SERVICES TO THE HOD Functions: 1. Provide administration support services 2. Provide operational coordination support Senior Managers (13)
DEVELOPMENT
NTINUOUS IMPROVEMENT URAL LIVELIHOODS
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1 Personal Assistant (7)
Personal Assistant (7)
BRANCH CORPORATE SERVICES
PURPOSE: TO PROVIDE LEADERSHIP AND MANAGEMENT OF CORPORATE SERVICES
Functions: 1. Manage sound Human Resource management and development services 2. Manage business support services 3. Manage legal administration services 4. Promote and facilitate intergovernmental and international relations N.B the Chief Directorate: Financial Management will report directly to the HOD
1 Senior General Manager (15)
Support
tal intranet. Please logon to http://home.kzndard.gov.za
1 Personal Assistant (7)
Executive Support
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MS JABU MAJOLA
SENIOR GENERAL MANAGER CORPORATE SERVICES
MS THOKO SHEZI
MRS ZODUMO MBULI
MRS MATHOBI MKHIZE CHIEF FINANCIAL OFFICER
ACTING SENIOR MANAGER: EXECUTIVE SUPPORT
MS BUSI XULU
MRS GRACE MAVUNDLA
MS NONHLANHLA MYENI
HEAD OF MINISTRY
SENIOR MANAGER RURAL DEVELOPMENT, PLANNING AND CO-ORDINATION
GENERAL MANAGER: HUMAN RESOURCE MANAGEMENT & DEVELOPMENT
MS GUGU LEMBETHE
MRS SHARON DIEDERICKS
MS LISA DEL GRANDE
MS THULEDU KHUMALO
MRS NOMFUZO MKHIZE
MS MATHO GWALA
MS NISHI SEEGOBIN
SENIOR MANAGER: FINANCIAL ADMINISTRATION, NORTH REGION
SENIOR MANAGER: LIVESTOCK PRODUCTION PROGRAMME
MRS LANI WEPENER
SENIOR MANAGER: INVESTMENT AND DONOR FUND MANAGEMENT
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SENIOR MANAGER ASSET MANAGEMENT
MRS BABALWA BODLANI SENIOR MANAGER: INVESTMENT AND DONOR FUND MANAGEMENT
SENIOR MANAGER FOOD SECURITY
MS LINDIWE ZWANE
ACTING SENIOR MANAGER MONITORING AND EVALUATION
GENERAL MANAGER: RURAL DEVELOPMENT
SENIOR MANAGER LEGAL SERVICES
MS ZANDILE MASUKU
GENERAL MANAGE: BUSINESS SUPPORT
SENIOR MANAGER: MACRO PLANNING
MS JOANNE JOSHUA
SENIOR MANAGER: FINANCIAL ACCOUNTING SERVICES
ACTING SENIOR MANAGER YOUTH, WOMEN AND COOPERATIVES
DARD EMPOWERS WOMEN AND RECOGNISES THEIR IMMENSE CONTRIBUTION August is women’s month which commemorates the efforts of ordinary women doing extraordinary things to contribute to improving lives and to participate in society. Women are now creating networks of leaders, entrepreneurs and activists to promote the cause of women and their emancipation. Women contribute to the wellbeing of every family, society and economy.
The large number of women who are Senior Managers in DARD is indicative of the recognition of women’s contribution and their immense value. Women in the Department contribute in terms of leadership, management and mentorship. There are many women at all levels in the Department who make a difference and contribute heavily to service delivery and functioning. The contribution of women to DARD is seen to be on an equal footing with men and in some respects they can outdo men.
Head of the Department, Dr. Siphiwe Mkhize, with women in Management in the Department of Agriculture & Rural Development, KwaZulu-Natal
DIVERSE CULTURES ON HERITAGE DAY AT CEDARA
RAJ SINGH
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MEC for KwaZulu-Natal Agriculture and Rural Development, Mr Cyril Xaba and his entourage arriving at the OSCA graduation ceremony
OWEN SITOLE COLLEGE OF AGRICULTURE GRADUATION 2015 The Owen Sitole College of Agriculture (OSCA) which was established in 1968, has been granted full accreditation status without conditions which speaks volumes on the quality of education on offer. The Department is also proud to acknowledge that OSCA is leading quality assurance development for all colleges in the country. At the recent graduation ceremony, graduates got the opportunity to bask in the glory of their achievements and enjoy the fruits of their hard labour. In attendance at this graduation ceremony, was the MEC for Agriculture and Rural Development in the Province, Mr Cyril Xaba. In his speech, MEC Xaba alluded to the fact that so many aspiring farmers in the Province did not have the educational opportunities afforded to the students of today. He commended the College’s work on skills development. The College has trained over 2000 farmers in short courses and over 200 in the accredited skills programs and short courses.
MEC Cyril Xaba officially opening the graduation ceremony
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The MEC used this opportunity to encourage graduates to expand in the Agricultural Sector and to explore the various opportunities awaiting them. He encouraged them to break away from the norm of thinking that agriculture is only a step to becoming a farm worker. MEC Xaba reinforced his belief that education is at the heart of the new strategy for Agrarian Transformation that he is aiming to introduce to the agricultural sector. The new strategy recognizes farming as a scientific and business enterprise and places agricultural education at the very foundation of what goes on. The graduates were encouraged that the MEC welcomed them to be part of this transformation to take Agriculture to the next level . OSCA has undergone many challenges and has withstood the test of time. This was witnessed during the graduation ceremony where 12 students qualified for awards which require a pass mark of 75% and more. Mthokozisi Nhleko received the Dux for outstanding performance in eight subjects. MEC Xaba together with the Mayor of the City of Mhlathuze Clrr Elphias Mbatha, Prince Musa Zulu, Acting Head of Department Ms Jabu Majola and the Principal of Owen Sitole College of Agriculture Mr Siyabonga Mazibuko congratulating Mr Mthokozisi Nhleko who won most of the awards
2015 Graduates of Cedara College of Agriculture
CEDARA COLLEGE GRADUATION 2015 The KwaZulu-Natal MEC for Agriculture and Rural Development, Mr Cyril Xaba congratulated all Cedara College students on obtaining their Diplomas and Bachelor Degrees in various Agricultural fields at the recent graduation ceremony held at Cedara. Addressing the graduates, MEC Xaba stated that he is passionate about changing the mindset of young people and getting them to understand that studying in the agricultural field is not about becoming a farm labourer. “My vision is to take agriculture to our schools and introduce learners to opportunities in the field. These range from the diversity of farming activities that can be carried out to becoming agricultural engineers, soil scientists or veterinarians.” said MEC Xaba.
The MEC also commended the staff of the College for their hard work and for upholding the tradition of Cedara as a leading agricultural institution. Among the top graduates was Siphesihle Queen Khoza, recipient of the Dux Award. She is currently enrolled in a learnership programme with Umhlathuze Valley Sugar Company LTD in Richards Bay. The Acting Principal of Cedara College, Mr B. Lutge left the students with the following words of advice: “As you leave here, there is no more core curriculum and compulsory subjects - everything from here on is an elective. Whatever electives you choose is up to you. You may not know where you are going, but as long as you spread your wings, the wind will carry you.”
MEC Cyril Xaba together with the Vice President of South African Sugar Association Mr Bongani Linda and the 2015 Graduates
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AMENDED ABSCONDMENT PROCEDURE EMPLOYEES in the Public Service who absent themselves from work for a period exceeding a month (30 days) without the permission of his or her immediate supervisor will be fired from employment. This is according to the amended abscondment procedure of Section 17 (3) (a) (i) of the Public Service Act of 2010. The Act defines 30 calendar days of abscondment from work as 30 uninterrupted days of absence from performance of duties which takes place without the approval of ones’ manager. The intent of the Act is to curb the overpayment of salaries and other service benefits to employees who disappear from work without prior arrangement with supervisors. The amended procedure, however, stipulates that before an employee who has absconded from duties for 30 consecutive days can be fired, the supervisor or manager must have satisfied all the requirements in the procedure. These include establishing the whereabouts of the employee during the first week of absence. A record of all attempts to find the employee must be kept. This can include diarisation and proof of all telephone calls, messages, visits to the place of residence and discussion with family members. In the second week, a supervisor or manager must have written a letter, in a language understandable to the employee, to instruct him or her to report for work or make contact with the supervisor. A second letter must be sent on the 25th day of consecutive abscondment notifying the employee of the intent to fire him or her should he fail to return to work at last stated day. If the employee fails to report to work after this, he or she can be fired without a need for a disciplinary hearing. The matter must referred to Human Resources and a letter of termination of employment be served to the employee. If an employee reports for work before the 30 days is over, he will be instructed to resume his duties pending a disciplinary hearing for unauthorised absence. The Act also states that if an employees’ absence from work is due a criminal offence which resulted into imprisonment and refusal of bail, a ‘no work, no pay’ principle must apply. If the employee is found guilty of the offence and has to serve a sentence, his contract of employment must be terminated but if he is found not guilty, he or she will still not be permitted to resume his duties. The matter must be referred to Labour Relations for assistance and advice and will also have to await the approval by the Accounting Officer. 18
BUYANI MKHULISE
INSPECTION OF STATE VEHICLES
The Asset Management Unit at Cedara is urging all state car drivers from Directorates that have permanent vehicle allocations to carry out thorough inspections on the automobiles prior to undertaking any official trips. Asset Management Head, Sharon Diedericks says the Staff Pool Section at Cedara has a number of vehicles that have been permanently allocated to various Directorates for their use however a number of damages and minor malfunctions go unnoticed and unreported until the end of the month. “Many of these vehicles are brought to the Pool Section on a monthly basis to either renew trip authorities or drop off trip authorities from previous months. This limits the amount of inspections that are carried out on the vehicles and results in damages and minor malfunctions going unnoticed until the end of the month. It is therefore requested that each vehicle be inspected by the relevant drivers before commencing any trip,” Diedericks says. Drivers are urged to complete the Vehicle Inspection Sheet (VIS) which is a record stating the condition of the vehicle before commencing any trip. These in turn are to be handed to the Cedara Pool Section when handing the monthly Trip Authorities. Angela Martyn from the Pool Vehicle Section says the VIS captures overall state of the vehicle like when is the vehicle due for service, if it has damages or dents, if all its instruments such as wipers, temperature, fuel, oil and water gauges are functional. “It also checks if things like tyres, spare wheel, wheel spanner, jack, head, tail and indicator lights are there and functional. It also verifies and records the mileage of the vehicle and the licence discs for renewal dates,” she said. For more information and copies of the VIS contact Angela Martyn at the Cedara Pool Section on 033 343 8054. BUYANI MKHULISE
Agreement on revised salary structure
for employees on salary levels 1 – 12
PUBLIC SERVICE employees in the salary level 3, 8 and 10 are a group of workforce that literally has reached a proverbial ceiling as they do not qualify for automatic progression into the next payment level grading. According to the Public Service Co-ordinating Bargaining Council (PSCBC) Resolution 3 of 2009, while all other workers in salary levels between 1 to 12 are eligible for automatic grading into the next levels of payment, this cluster of workers in levels 3, 8 and 10 are expected to apply for available funded posts as their progression is capped.
HOGGING OF STATE VEHICLE FOR OVER A WEEK IS PROHIBITED
The Fleet Management Component which runs the Pool Vehicle Service (PVS) has issued a strong warning to all state vehicle drivers that keeping a government car for more than a week without prior arrangement is illegal. Asset Management Head, Sharon Diedericks, says it has become rampant that state drivers hog government vehicles for longer than a week without any documentation stating when and for how long the vehicle will be used. She says that drivers with this tendency cause a huge problem in the management of the fleet resulting in an inconvenience for other users who book timeously which in turn has a negative rippling effect on service delivery. “From now on, no trip authorization form is to exceed more than one week. Should there be a need for a vehicle to be used longer than a week, documentation must be attached stating when and for how long the vehicle will be required for. This will include a letter signed by the applicant’s supervisor stating that the official driving the vehicle will not be returning to Cedara at all during the period and therefore will be unable to renew their trip authorization form,” says Diedericks. She added that request forms for requesting a state vehicle must reach the Pool Vehicle Section five days prior to a planned trip. Preference will be given to those individuals who hand in their request timeously. As there is often more than one request made during a period, the transport officer will give preference on a ‘first come first serve’ basis.
The objective of the PSCBC Resolution 3 of 2009 as revised and effective from the 1stof April of 2010 is to give effect to clause 5 of Resolution 1 of 2007 by introducing a revised salary structure for all occupational categories not covered by any Occupational Specific Dispensation (OSD). The long and short of the provisions of this Resolution is that employees on salary grading 1 with effect from the 1st of April 2009 must progress into level 2 after serving 5 years of satisfactory service. While those on levels 2 to 12 with effect from the 1st of April 2010 must serve a continuous 12 years before qualifying for salary progression into the next level based on departmental performance assessment management system. For employees on capped levels, this means an employee on grading 3 to move to 4, or 8 to 9 and 10 to progress to level 11 they have to apply for available funded posts. Employees allowed automatic grading to next salary levels are those on levels 1,2,4,5,6,7,9 and 11. This PSCBC agreement which is a way to introduce a career pathing model and grade progression for identified salary levels is binding to both the employer and employee. It covers both unionised and non-unionised employees as well as employees appointed in terms of the Public Service Act of 1994 as amended. Basically it covers all who fall within the scope of the PSCBC but it is not applicable to employees covered by Occupational Specific Dispensations referred in the PSCBC Resolutions 1 of 2007 and 3 of 2008 as well as members of the Senior Management Service.
Diedericks says that if there are passengers to be transported, their names, ID numbers and reasons for them to be conveyed must be written on the authorization form as there will be no vehicle that will be issued with incomplete information on the form. “Should there be spaces left open on the form, the transport officer will cross those off whilst issuing the vehicle,” Diedericks concluded. BUYANI MKHULISE
BUYANI MKHULISE
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The soccer and netball teams of the Department staged a courageous come back when they reached the quarter final levels in the Inter-departmental Sports Day tournament held at the UGu Sports & Leisure Sports Complex in Port Shepstone in May 2015, this year. In the 2014 competition held in Richards Bay, the men’s soccer team crashed out early in the playoff stages, however in this year’s tournament, the boys presented a plucky performance that saw them reach the quarter-finals level before bowing out 1-0 to the Department of Education. While the 4th position they occupied in the 2015 games is a far cry from the 1st position they claimed in 2013, it is a remarkably achievement compared to 2014. On the other side, the netball team which flew the Department’s flag when it took silver in 2014 also fought courageously to defend its position however, it was Department of Correctional Services that emerged victorious in a tantalizingly close 6-5 score. Our netball ladies had to settle for the 4th spot in the tournament. Another spirited play was displayed by the ladies soccer team which reached the semi-finals before succumbing to COGTA following a 3-1 thrashing in the penalties. The ladies soccer team performance, this year, was much improved compared to 2014 where they were bundled out in early playoff stages. New entrants in the tournament, the over 35s men’s soccer team, was ousted after 2-0 beating by the Department of Transport. Other sporting activities that made the two day tournament included stick fighting, volley ball, athletics and tug of war. BUYANI MKHULISE
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The games form part of the wellness programme that encourages active, healthy and productive lifestyles to all government officials. Department’s Employee Wellness Programme, Zanele Khanyile says the participation of the Department’s team in the tournament is part of the Work and Play policy which stipulates that employees must remain active throughout the year and not only for the tournament. “It is this policy that allows departments to form teams so that employees can remain physically active. It allows for the time to practice so that they can perform better at the Inter-departmental games,” she said. Khanyile said through this policy, the department now has a stable ladies soccer, netball, over 35s soccer and volley ball teams that are practicing throughout the year. The Inter-Departmental Sports Day games are a provincial programme that takes place annually. They are coordinated by an Inter-Departmental Games Committee which is chaired by the Department of Sports and Recreation.
A TIME TO WORK AND A TIME TO PLAY! Physical and recreation activities do not only contribute to physical and mental well-being, they are essential for good health. Physical exercise is performed for various reasons, which include strengthening muscles and cardio-vascular system, weight loss or maintenance and for above all, enjoyment!
Wellness time-off for employees may be necessary to ensure the effective implementation of the programme. A minimum of 4 hours (240 minutes) a month must be utilized as time- off, which translates into 12 minutes per day of a 5 day working week.
Wellness time-off granted must be controlled by the structures Increasing workplace physical activity is an important established in terms of the respective Policy and is limited to opportunity to raise levels of exercise among employees in the registered members only. Wellness time-off shall not constitute Public Service and will contribute to reducing absenteeism and overtime. improving service delivery. The Policy on Work and Play seeks to encourage programmes One of the main objectives of the Policy pertaining to Work and and activities which promote an active, healthy and productive Play is to determine the scope of the programme and effective workforce. To view the entire Policy, please log on to the intranet ways to manage the programme and activities in a structured on http://home.kzndard.gov.za and regulated manner. The scope of the programme and/or nature of activities shall be driven by the identified needs as agreed by both the employer and the employees within available financial resources. Activities shall include both recreational and high performance activities. Participants involved in various activities shall be referred to relevant federations and all employees are eligible to participate. It is important to note that Work and Play activities may be conducted at an appropriate and convenient time provided that they do not disrupt service delivery. Each activity shall form a club at a departmental level. The Department shall, in so far as is reasonably possible, provide the necessary facilities and basic training equipment.
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HOW TO DETERMINE IF A WEBSITE IS ENCRYPTED
Departmental Service Excellence Awards Did you know that every year, the Management Advisory Services (MAS) runs a competition known as the Individual Departmental Service Excellence Awards (DSEA) where it selects and awards the best performing employees in the Department?
If you send email, share digital photos and videos, use social networks, or bank online, you’re sending personal information over the internet. The information you share is stored on a server, a powerful computer that collects and delivers content. Many websites, like banking sites, use encryption to protect your information as it travels from your computer to their server.
The DSEA is a non-monetary award scheme that was initiated by the government of KwaZulu Natal in 1999 and mandated by the Department of Public Service and Administration (DPSA) with an objective to showcase and reward individual public servants for excellent services, recognise leadership, management, integrity, self-sacrifice in providing quality service to the public.
To determine if a website is encrypted, look for https at the start of the web address (the “s” is for secure). Some websites use encryption only on the sign-in page, but if any part of your session isn’t encrypted, your entire account could be vulnerable.
This award scheme encourages continuous delivery of quality services that are responsive to people’s needs, promote a new culture of professionalism, dedication, effective servitude and facilitate a culture of continuous improvement, innovation and excellence.
Look for https on every page you visit, not just when you sign in.
How Encryption works
Encryption is the key to keeping your personal information secure online. Encryption scrambles the information you send over the internet into a code so it’s not accessible to others.
MAS is therefore encouraging all directorates of the Department to nominate deserving staff members to participate in the DSEA by writing a motivation that supports the application for the category their colleague will be entering.
When you’re using wireless networks, it’s best to send personal information only if it’s encrypted - either by an encrypted website or a secure Wi-Fi network.
The categories include the Best Front Line Public Service Employee, Best Public Servant, Best Public Service Leader, Best Head of Department, Best Public Service Creative and Innovator, Best Public Service Institution and Best Public Service Implemented Programme or Project.
An encrypted website protects only the information you send to and from that site. A secure wireless network encrypts all the information you send using that network.
All the best performers in the seven categories are determined by a team of appointed adjudicators. The gold winner of each category will be entered for the Premier Service Excellence awards. For further information on how to enter the contest and the next cycle for entries contact the Management Advisory Services on 033 355 9654.
What about Mobile Apps?
Unlike websites, mobile apps don’t have a visible indicator like https. Researchers have found that many mobile apps don’t encrypt information properly, so it’s not a good idea to use certain types of mobile apps on unsecured Wi-Fi. If you plan to use a mobile app to conduct sensitive transactions — like filing your taxes, shopping with a credit card, or accessing your bank account — use a secure wireless network or your phone’s data network (often referred to as 3G or 4G). KAREN GOVENDER
RELOCATION OF CEDARA ENVIRONMENTAL AFFAIRS OFFICE
BUYANI MKHULISE
The Environmental Planning and Coordination Services Directorate has relocated from Cedara to the Department of Economic Development, Tourism and Environmental Affairs as of 14 August 2015.
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The address of the new office is 144 Langalibalele Street, Pietermaritzburg, Bramhill Building. The contact details for the Senior Manager, Dr T. Fasheun is 0824467112. Further contact details will be made available shortly.
MODERN ETIQUETTE: GROOMING NINE TO FIVE Thirty seconds. That’s all it takes to make a great first impression. According to research by Albert Merhribian, professor at the University of California, Los Angeles, upon meeting someone for the first time we form an opinion of them within the first 30 seconds. While some of that opinion is based on what they say, the majority (55%) is shaped by their appearance. No doubt wardrobe plays an important role in appearance, but it’s often personal grooming (and hygiene) that make the biggest impression. In the business world, the top personal grooming issues that garner attention (and complaints) are hair (especially body hair), dental hygiene, scent, hands and nails. Poor grooming detracts from what you have to say and can impede your ability to build relationships with others. Here are tips for making sure the first impression you make is the right one. Hair for Men • Keep your hair neatly trimmed and arranged. If you have severe hair loss, consider shaving your head or cutting your hair short. • Body hair should be trimmed so it doesn’t appear above your collar or below your sleeves. If you’re wearing an open-collar shirt, chest hair should be groomed so it doesn’t stick out. • Facial hair (including ear and nostril hair) should be neatly trimmed. • Eyebrows (as in two not one) should be neatly trimmed. Hair for Women • Keep hair neatly styled and clean. Avoid dramatic or severe styles that can be distracting or can project an unprofessional image. • If you colour your hair keep up with maintenance. • Eyebrows should be neatly trimmed and shaped. • Be aware of any facial hair issues and take care of them as needed Dental Hygiene • Always maintain fresh breath • Avoid foods with strong odours such as coffee and onions. • Use mints or a breath spray after meals and before meetings • Avoid looking like a cow – never chew chewing gum in the workplace
• Use whitening toothpaste or invest in a bleaching system to ensure a bright and welcoming smile Scent • Always use deodorant and a strong anti –perspirant • Keep deodorant or body wipes in your office workspace • If you perspire heavily, keep an extra blouse or shirt in your office so you can freshen up as needed. • Avoid over-scenting with cologne or perfume (especially to mask body odours). Over- scenting can be just as offensive as unpleasant body odour. Hands and fingernails • Keep nails neatly trimmed, filed and clean at all time • Don’t grow fingernails to a length that’s distracting or not in sync with contemporary culture. • Women should wear a neutral shade of nail polish and avoid using embellishments. • If you’re “tough on your hands”, and they tend to look calloused, keep moisturiser on hand so your hands are not abrasive when shaking hands. • Wash your hands. Other nine to five grooming tips • Unless you work in a tattoo parlour or belong to a garage band, tattoos should be covered and facial jewellery should be removed at work. • If you’re new on the job, ask if there are workplace policies regarding appropriate attire, facial jewellery, tattoos and other grooming protocol. Your appearance is important not only in making the right first impression but in building long- term relations that rely upon mutual respect and understanding. By following these simple rules you’ll be one step closer to building solid business relationships and (whatever our profession) having the most professional appearance possible. - Reuters
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KwaZulu-Natal Department of Agriculture and Rural Development
www.kzndard.gov.za
@KZNDARD
00028_DARD_Design by Communication Services_2015
KZN Department of Agriculture & Rural Development Private Bag X9059 Pietermaritzburg 3200 Tel: 033 355 9100 Fax: 033 355 9122 Call Centre: 0800 000 996