Finance and Economic Opportunities

(1)    Whether the Provincial Treasury and/or the Western Cape provincial government has an Employment Equity Plan; if so;

Yes, the Provincial Treasury has an Employment Equity Plan for the period 1 April 2019 to 31 March 2024. 

(2)    whether the Provincial Treasury implements this plan; if so, what are the relevant details;

Yes, the plan is reported on annually in section 3.5 of the Annual Report. For 2020/21 this information is available in Part D, section 3.5 (page 152), which is available at: 
https://www.westerncape.gov.za/provincial-treasury/files/atoms/files/V03%20PT%20Annual%20Report%20201920%20combined%20to%20printers%2002112020.pdf  

(3)    whether his Department has appointed two white male candidates, both previously from National Treasury, in senior management positions (DDG: Fiscal and Economic Services and Chief Director: Local Government Public Finance); if so, what are the relevant details;

Yes, the two officials were appointed and assumed duty on 1 August 2020.

The post of DDG:  Fiscal and Economic Services was advertised, and interviews were conducted. The successful candidate declined the offer and a head-hunting process ensued that identified multiple additional candidates.  The same shortlisting criteria and interview questions were utilised in the head-hunting process.  A successful candidate was identified, and the nomination was approved, where after the successful candidate accepted the offer. All legislative prescripts were adhered to.

The post of Chief Director: Local Government Public Finance was advertised after three unsuccessful attempts at appointing a suitable candidate. A head-hunting process was followed that identified multiple additional candidates. The same shortlisting criteria and interview questions were utilised in the head-hunting process.  A successful candidate was identified, and the nomination was approved, where after the successful candidate accepted the offer. All legislative prescripts were adhered to.

(4)    whether these appointments complied with the Employment Equity Plan, if so, in what way;

The Employment Equity Plan was taken into account throughout the recruitment processes and was weighed against other relevant factors in determining the appointments.

(5)    whether or not the appointees are or were in a pre-existing life partner relationship (DDG: Fiscal and Economic Services and Chief Director: Local Government Public Finance); if so, what are the relevant details;

Yes, the two officials disclosed their pre-existing relationship. The details of the relationship are of a personal nature.

(6)    whether these partners are employed in the same unit, with the one reporting to the other; if so, what are the relevant details;

Yes. A management contract was drawn up within the first month of their employment in the province. Both officials report directly to the HOD in terms of performance management, pay, roles and responsibilities.

(7)    whether the DDG’s relationship did not cause a conflict of interest when appointing his partner as Chief Director; if not, why not; if so,

The DDG played no role and had no influence whatsoever in the appointment of the Chief Director as the appointment of the latter preceded the assumption of duty by the former. The two recruitment processes ran separately and independently.

(8)    whether this conflict was disclosed and addressed; if so, how;

Yes, the matter was disclosed by both candidates on being offered the positions. A management contract was drawn up within the first month of their employment in the province. Both officials report directly to the HOD in terms of performance management, pay, roles and responsibilities. 

(9)    how were these appointments made?

Both appointments were made by strictly adhering to the prescripts that govern recruitment and selection in the public service.