DIRECTOR MONITORING AND EVALUATION:

Some the new appointees assumed duties by 1 May 2001. Others arranged to start on earlier dates.

It is of significance that all female appointees have been promoted from within the Department.

It is my sincere belief that, with these women and men of such high calibre, the Department will begin to rise to and meet the enormous challenges that it is facing, particularly with regard to land reform delivery. I also believe you will agree with me that these appointments go a long way towards addressing the issue of demographic and gender representativeness and equity within the senior management echelon of the Department.

I am entrusting upon all of you, with confidence, that you will give the new colleagues a warm reception and strong support.

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The Chief Director for Corporate Services, Mr Mathikhi is an alumni of a number of tertiary institutions that include Harvard, Wits, Unisa and the University of the North. He attended a string of courses that are focused on management, training, procurement and tender management, and public financial management.

Mr Mathikhi has been a Director in Human Resource Development and Planning, a lecturer in Public Personnel Management and a training officer. He has presented papers in seminars and conferences around training and work.

He is a married father of four. He loves jazz music.

Mr Moroka, the Chief Director for Land Reform Implementation is a married father with two children. Besides possessing legal qualifications, he has also empowered himself with post graduate studies in Public Administration and is busy pursuing further studies in Business Administration.

For interest's sake the title of his dissertation for his Public Administration qualification is, "Supporting tools for rationalising decision-making in the public sector".

His experience includes being an administrative officer, an investigator, a legal advisor and a para-legal. Before moving to the DLA, he was a Chief Director in Local Government and Housing Department of the Free State Provincial government. The following directorates fell under his ambit:

• Spatial planning
• Land use
• Housing Administration

Ms Nxasana, the Chief Director for Land Reform Systems and Support Services can be described as having risen through the ranks of the DLA. She began working for the Department as a Deputy-Director responsible for farm workers and labour tenants and was later appointed the Director for Land Rights.

Ms Nxasana's other experience is spread over a number of years in the church, welfare and non-governmental organisations. Such experience has seen her dealing with the youth and people on the ground.

Her studies have carried her through Social Work, Administration and Adult Education. Among institutions she has attended are Vermont and Howard in the United States.

Mr Kabagambe, the Chief Director for Spatial Planning and Information studied both in Botswana and in South Africa. He did his post-graduate studies in City and Regional Planning at Cape Town University, and his thesis was entitled, "Revitalisation of economically depressed zones in urban areas".

He has worked as an Assistant Town and Regional Planner for the National Ministry of Lands, Housing and Local Government in Botswana. Before assuming duties at the DLA he was attached to the Integrated Land Use, Transport and Environmental Planning of the Gauteng Provincial government.

Mr Kabagambe is a member of the following institutions:

• South African Planning Institution
• South African Black Technical and Allied Carers Organisation
• Gauteng Development Tribunal

Ms Johnson, the Director for Financial Administration is a married mother of three. She enjoys entertaining, reading, knitting, crocheting, outdoor life and playing educational games. She doesn't understand cricket yet, but has started enjoying rugby.

Mathematics and accounting were part of her elementary training. Her majors were Government Accounting and Financial Administration for her tertiary qualifications.

Her experience surrounds the following areas:

• Human Resource Management
• General Administration
• Provision Administration
• Financial Management

Ms Johnson is a member of the Institute for Public Finance and Auditing.

Mr Booysen, the Director for Management Accounting studied Financial Accounting and State Finances for his qualifications. He added another feather in his cap in the form of an Advanced Diploma in Public Administration.

He started working for the DLA in 1990. He was tasked with the overall control of the Departmental Budget Sub-Directorate.

He had to draft responses to the Select Committee on Public Accounts' (SCOPA) questions and appear before SCOPA with the Director-General. Expenditure Control was one of his responsibilities.

He has in the past worked for the Departments of Community Development, Public Works, Development Aid and for a company known as Multi-Maintenance/MPJ Electries. At a certain stage he was Vice-Chairman of the Tender Committee.

Ms Ramokgopa, the Director for Monitoring and Evaluation, began her career with the DLA as a Monitoring and Evaluation Officer. At the time of her appointment she was Acting Provincial Director for the Gauteng Provincial Land Reform Office.

Her studies are dominated up to post-graduate level by Geography. Currently she is doing further post graduate studies in Business Administration.

As from 1995 she has presented papers at conferences. She has contributed articles to various publications.

Mr Ndlela's experience, the Gauteng Provincial Land Reform Office Director, ranges from being a clerk to a Director for Human Resources. Other positions he has occupied include being a Research Specialist and Director and Administrative Secretary to the MEC for Agriculture and Land Affairs in the Eastern Cape (1995 - 1997).

He attained all his tertiary education qualifications at Rhodes University in Grahamstown. His specialty is Social Sciences.

He has served in the following committees and task teams in the Eastern Cape:

• Provincial Policy Formulation Task Team
• Provincial Land Reform Committee
• Provincial State Land Disposal Committee

Mr Barnes, the Free State Provincial Land Reform Director, has read extensively on agriculture in Bloemfontein and Stellenbosch. He has also studied Development Studies at Unisa.

At the time of his appointment, his experience encompassed being an extension officer, a farm manager, a manager for Agricultural Development Projects and a Deputy-Director for Specialist Support Services in the Gauteng PLRO. There are a number of skills development courses that he has been involved in.

As a project manager, between 1990 and 1992, he had the responsibility "To build the capacity of farm workers". As an extension officer he had to provide "Extension support to wine grape farmers and farm workers.

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The experience gathered through the years by Georgia Samantha Jennifer Koopman, recently saw her appointed as secretary to the Department's Director-General, Dr G. Mayende.

• Aerobics
• Swimming
• Outdoor living
• Camping,
• Movies
• cooking

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Earlier in the year I was roped in after the last hour to cover a team building workshop of the Mpumalanga Provincial Land Reform Office which tackled issues head, at the banks of the Olifants River near Witbank. The workshop was facilitated by the Organisational Development Directorate and Khensani Consultants.

The Provincial Director in Mpumalanga Mr Alwyn Van der Merwe in giving out a background on the workshop told Journal that the workshop had two very clear aims:

• team building and
• implementation planning

Mr van der Merwe said the need for a comprehensive team building initiative became apparent after pressures of any changing organisation were facing them as managers. He said the pressures include issues of real and/or :

• perceived racism
• stereotyping
• conflicting cultural issues and
• potential tension between the workforce and management

Mr van der Merwe described the workshop as having had some very direct and frank discussions, even on sensitive issues such as perceived racism."… but in the end I feel convinced that no 'damage' was created. The main reason for this is probably the very strong sense of commitment to the challenge of land reform. However, now that we have a better understanding of what people think and experience we need to focus on our goal and manage these issues with assertiveness", he said.

While I was present at the workshop there was a constant reference to the "them and us" syndrome. It appeared as if it has a link with race relations and management and workers. Then I asked Mr van der Merwe how big is the syndrome in his office, and if he thinks the workshop has addressed it adequately?

He replied that he sees the team to be still a very good one and in a reasonably good state. In his own way, he said "… the main cause of skewed perceptions and the so-called 'us/them' syndrome is probably a communication weakness and the fact that we can improve on clearly defining roles and responsibilities. This again refers to the need for us to give explicit content to job descriptions and not talk in too much generic terms".

He continued and stated that it is important to take note of the us/them (management vs staff), but his view is that there is no real divide. He said they need to manage the issues raised, now that they know them and the spirit is generally very good.

One participant at the workshop mentioned that his white colleague had received a shower of praises from management when he had successfully completed a land transaction. On the other hand when he had done, more or less, a similar transaction, management behaved as if nothing had happened. Perceived racism was also referred to in the workshop. I asked Mr van der Merwe how big is perceived racism in his office and what impact is it having on performance by officials.

He replied as follows: "I don't think the racism issue has had or will have an impact on performance of the office. Again, however, we have to take note of perceptions and even stereotypes and deal with them. Often it serves well to just give people the opportunity to air their views which we did".

In his concluding remarks Mr van der Merwe said, "The planning exercise showed a strong team commitment and we as MANCO should take this to all the staff and make sure we remain a good team. Let those who challenge us come forth!"

A member of NEHAWU in the PLRO, Mampho Malgas, made the following observations about the workshop. She also mentioned that her expressions are related to her as a team member, a manager and a union member.

This seemed to be an issue that came up both as fact and perception. The cause was based on behaviour of individuals towards fellow colleagues. When different responses are given to two people of different races on the same case without proper explanation, and that reponse puts the other at a disadvantage, then it can be understood why this can be viewed as racism. Examples given were preferential treatment or selective empowerment where one person or a certain group seems to be "groomed" more than the other in the same unit, ultimately leading to promotions of those.

What this points out is that supervisors at all levels need to empower their staff equally. It does happen that a certain task needs an urgent attention and obviously to ensure that the task is done it will be assigned to the relevant person at that time. It then becomes questionable if this happens regularly without the involvement of others. Then it can no longer be referred to as a perception, but a fact.

The dissatisfaction here was caused by the fact that any normal individual would compare oneself to the other, and where they felt they were at the same level of performance, but were credited differently. What came up was that the process in some instances is not transparent enough, and sometimes there is no consultation, and as long as this is not properly addressed we cannot object to any interpretations or as perceptions.

The gap in communication seemed to be in understanding one another. Comments were made that most issues were dealt with or addressed previously. This then leads to two possibilities: either we do not take one another seriously or we do not understand one another.

An effort therefore needs to be made to know each other's strengths and weaknesses.

This came up through an exercise where individuals were catagorised in terms of their score. What I found to be a disturbing factor was that the majority of the team was catagorised as those that would rather talk in corridors than direct their complaints/concerns to the relevant people/structures. The danger is that this type of behaviour can destroy the team. It can also give an impression that people are not bold enough to come forward because they actually do not have genuine complaints. It is a matter that needs attention because no one can claim fear of victimization as there are processes in place to prevent that.

In her concluding remarks Mampho said, "What was encouraging was the fact that everyone agreed that there was potential for improvement. In general relations are good and everyone agrees that we all need each other, and correction of behaviour should not be interpreted as a personal attack".

David Tshalitshali, a Shop Steward for the PSA, described the workshop as only a start, and said it shows that there are many burning issues that still need to be attended by the management in consultation with the staff members. He said the Team Building exercise was only a reminder to PLRO and RLRO staff members that all wrong doing needs to be corrected because it is not enough to amicably resolve differences among the staff members.

"This kind of an exercise was long overdue and that can be seen by the number of issues that were highlighted although some of them were not dealt with in detail. We are saying that this exercise came at the right time, at the beginning of the year where every one is planning for the year. A follow up needs to be done to ensure the implementation among the staff members", David said.

David continued and explained as follows:

It was clear to staff members why we had been appointed by the PLRO and how we can communicate within the office while we are different in culture, and how to achieve our goals. The workshop gave us rejuvenation and thus, enjoyment of our work.

It is clear and evident to us that we gained a lot from that team building because all staff members are feeling the same pain, that the team building must take place twice a year.

One flaw that the writer, as an observer, noticed in the workshop was that during group discussions some managers tended to dominate the discussions and in a way proceedings would go the way they wanted them to go without any free flow of ideas. Other managers were always defensive of allegations against managers, sometimes even before those allegations could be put into context. This does not imply that managers must not defend themselves.

Mention may be made here that, as usual, acquiring the report on the workshop from OD has been an uphill. By the time we went to print our attempts to get it literally drew a blank.

The National Office telephone operators recently underwent an intensive training on telephone and customer techniques. The course was conducted by Ms Ricky Breer from a Johannesburg -based training company.

The course includes the following in its fold:

• Projecting a professional telephone image
• Creating a customer-first technique
• Effective telephone techniques
• Developing a professional telephone culture with your organisation
• Improve your listening skills

Ms Breer advised the participants in assessing themselves to ponder the following questions:

• Am I positive about myself?
• Am I positive about my job?
• Am I positive about my company?
• Am I positive about my colleagues?
• Am I positive about my customers?

On attitude they were asked to remember that:

• Attitude towards people influences behaviour
• Attitude determines the level of job satisfaction
• Attitude affects everyone who comes into contact with them
• Attitude is reflected in the tones of their voices and their body language
• Attitude is not fixed

This in a way challenged participants to introspect themselves. There was also a test wherein they gauged themselves whether they have the correct attitude.

They were also asked to always remember the following dimension of quality service:

* Tangibles

* Reliability

* Responsiveness

* Assurance

* Empathy

The following points were attached to a quality phone call:

• A caller is satisfied
• All data entry is correct
• The call was necessary in the first place
• The correct response was provided
• The caller received the correct information
• The caller was not transferred around
• The caller was not rushed
• If the caller has confidence, the call was effective
• If the caller does not feel it necessary to check up, verify or repeat
• The caller did not get the "busy" signal
• The caller was not placed on hold for a long time

Journal interviewed Ester Bronkhorst who attended the course and she described it as refreshing and an introduction to empowering ideas. She recommended it to anyone who handles the phone and deals with the public.

Esther said it is important for a telephone operator when receiving a call to identify oneself after greeting the caller. She said she agrees with the course that such a gesture assists the caller with whom the caller is communicating.

Esther said through the phone, even though they are invisible, they are the face of the Department. She said that is why they have to identify themselves.

Esther said their lecturer, Ricky, made them aware that they have to know everything that is happening in their department, including understanding all the policies of the Department. She said in that process they will be able to assist the Department's clients.

"Ricky gave us tips us as to how to be professional in handling impossible clients on the line. She was emphatic that we should always hold our calm in such circumstances", Esther said.

"Do not think that the call is through until the caller is satisfied and gets what he/she wants from the Department", Esther remarked alluding this to Ricky.

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The first training session for Interdepartmental Vocational Association for Information and Library Personnel (IVAISLP) members in a form of a one-day workshop was hosted by the DLA in Pretoria in March. The session was attended by 50 librarians and information specialists from various government departments.

The theme of the workshop was "Access to Information". The DLA's Zuzette Fourie began the day's activities with the marketing of the IVAISLP webpage and listserv which were created to improve the communication for and between government libraries.

The writer, did an introduction to the presentation on the incorporation of the internet in the library to the current awareness programme. From her side, Helena Theron from Sabinet Online introduced the "Uncover" document delivery, while Gillian Coppard from Ebsco explained their product, "Pay-per-view".

Advocate Jakkie Wessels from the Justice College took those attending through the Promotion of Access to Information Act. She put special emphasis on the role of the information specialist.

The DLA Disability Forum met for the first time this year on Wednesday 23 May 2001 in Pretoria. Please take note of the following:

• Mr Chris Williams-Wynn – Surveyor –General: Pietermaritzburg
• Ms Jenny Jacobs – Director: Human Resource Development
• Mr Thizza Tsoanyane – Director: MASS
• Mr Anton van Staden – Director: Human Resource Management
• Mr Tshuba Mogashoa – Actingy Director: Transformation
• Ms Vuyi Nxasana – Chief Director: Land Reform
• Mr Rajesh Jock – Deputy Director: Transformation
• Mr Kgafela Sebelebele – Northern Province PDLA
• Ms Ntozake Daweti – Eastern Cape PDLA
• Mr Petrus Leeu – Bloemfontein SG
• Mr Ghalieb Essop - Western Cape SG Office
• Mr Anthony Fortes - Western Cape : Mowbray
• Ms Sindiswa Nqotane – Johannesburg Deeds
• Mr Johan Olivier – Cape Town Deeds

Acting Transformation Director, Mr Mogashoa, announced that the Director-General had appointed Pietermaritzburg Surveyor–General, Mr Chris Williams-Wynn, as the Disability Manager for the Department. Mr Williams-Wynn’s appointment was formalised at the Executive Committee (EXCO) meeting in January 2001.

Mr Williams-Wynn has already visited several DLA offices in Bloemfontein and Kimberley to address staff on disability rights and introduce himself as the Disability Manager. He is hoping to visit many other Directorates in the course of the year to speak to all members of staff on key aspects of promoting equal and fair treatment of people with disabilities, and the rights and obligations that employers have in this regard.

The Forum received a report from Mr Mogashoa, that the Disability Policy of 5 October 2000 was approved by the Minister, Ms Thoko Didiza. The challenge to the Forum was to ensure the successful implementation of the DLA’s Disability Policy. The Forum noted that all Managers in the DLA need to be made aware of this policy document and to remove unfair employment barriers to the employment of people with disabilities and the advancement of such people in the workplace.

A comprehensive Action Plan to roll-out the Disability Policy was discussed. The Action Plan, which will be costed and finalised by the Disability Manager and the TPO, will cover the following key areas:

• Meetings of the Forum
• Celebration of International Day of the Disabled
• Creating awareness and interest about the policy through site visits, meetings and other communication mediums
• Developing a monitoring framework of disability rights in the DLA
• Recruitment
• Performance Assessment
• Dispute Resolution
• Training
• Reasonable Accommodation
• Accessibility

The Department of Labour has gazetted a discussion document titled Draft Code of Good Practice: Key Aspects of Disability in the Workplace. The Minister of Labour is inviting written comments and suggestions on this document from all people in South Africa. A copy of this document was distributed to all Forum members. Mr Mogashoa reported that all managers who attended EXCO on 04 May 2001, also received a copy of this document.

DLA staff are all invited to give their input on this Draft Code. Comments are to be forwarded to either the Disability Manager or the TPO, for coordination purposes. All contact numbers and details are listed at the back of this newsletter. Copies of the Draft Code can be obtained from Ms Rani Ramnaidoo in the TPO.

The Forum agreed that the closing date for suggestions and comments would be Friday 01 June 2001. This will enable the Department to incorporate all inputs into one submission and submit it to the Department of Labour before their deadline of 19 June 2001.

One of the Disability Forum members, Ms Vuyi Nxasana, was recently appointed Chief Director: Land Reform Systems and Support. In his report to the Forum, Human Resource Director, Mr A van Staden, described the appointment as "a visible display by the DLA that disabled people enjoy the same rights as we do."

Ms Nxasana is the most senior ranked person with a disability in the Department.

Mr van Staden urged all managers in the Department not to see disabled people as objects of pity but as capable individuals who are contributing immensely to the development of society.

Ms Nxasana thanked members of the Forum for their well wishes and congratulation, and said: "Through the establishment of the Disability Forum, our Department has expressed its unswerving commitment to the upliftment and improvement of the conditions of those officials who are disabled."

Human Resource Development Manager, Ms J Jacobs, agreed to a proposal from the Forum to develop a questionnaire that will be used to assess and establish any special needs in education such as support in the form of life skills and independence training; assisting devices and specialised equipment, that staff with disabilities may require. From the outcome of the assessment, Ms Jacobs Directorate will facilitate and provide resources for the capacity building and training of people with disabilities, in support of particular Departmental objectives.

Sa Kgafela

SA Land Affairs

SA YLAC

I am disabled

My soul cries out for higher ground

I am an unwanted disabled man

I am oppressed day in and day out.

I’ve been oppressed by the apartheid regime

I’ve been oppressed by my potential elites

Oppression from home.

Oppression from the street

Oppression from my brothers and sisters

Oppression from my mother who carried me

Who carried me because I am disabled.

My soul cries out for higher ground

There were days when friends were so cruel to me

There were days when teachers were cruel to me

There were days when the sun was so cruel

Because I am disabled.

Yes I am disabled

No forgiveness about my disability

Yes I am disabled.

I was created by God who loves you and me.

Why do you develop earthly antagonism against me?

Don’t you know that God loves even if I am disabled

There were days when my brothers and sisters were cruel to me

That all the tears turned to dust.

I am sure I could face the bitter cold

But life without my disability is incomplete

The winds of the heart can blow me down

But I get right up and stand my ground.

Fearlessly beating up my chest and proudly say.

I am disabled

I’ve tasted bitter fruits of surreptitious antogonism

Yes I’ve tasted fear, my share of pain.

All because I am disabled

I am physically challenged

Let me tell you who I am

I am an unwanted man with many

Names that you have given me

I am an unwanted man.

I am disabled for righteousness

I am a man who tasted humiliation

I am a man who tasted inferiority complex

I am a man who is hated by Nature

I am the disabled that is hated by the beauty of his own country.

There were days when tears ran down my cheeks

With no one to console me

That all the tears turned to dust

Yes, I am disabled.

I had a face I couldn’t show

Tears of raids run down my cheek

I have become the laughing stock in the community

Newspapermen who are not disabled couldn’t rest

Making news out of me because I am disabled.

I know what I want

I know what I need

I need your love

I need your care

I need your warmth.

Never hate me again

Because the movement of your surreptitious hatred

Was felt by the children at the crèche

Yes I am disabled.

But there’s just one thing I must believe

Deep in the night by a dying flame

You dreaming about Romeo & Juliet

I only dream about unwanted physically challenged people

Hidden in the rural hut

They are visible only when they get Motlaodutse.

By Kgafela Sebelebele

Let me tell you who I am.

I am the disabled grandchild of an organisation

fighting for disability rights.

I am the zombie of an organisation which is impoverished.

I am the zombie that fights for the human rights and advancement of the disabled.

Children of the DPSA.

I am the friend of the founder member of the DDF.

I am the staunch colleague of Chris William- Wynn.

I am the supporter of the charismatic paraplegic, Shanaaz Majiet

I am the beloved son of the OSDP.

I am the disabled man who has been told work is a curse.

I would rather become the perpetual property of the Department of Health

and Welfare.

How can I fulfill part of the earth's furthest dream,

Without a work designed for me?

I am the disabled man who has been socially, economically and

politically excluded by numerous barriers,

that impede my fuller participation in society.

I did not choose to be what I am.

I am the unwanted disabled who was produced by ignorance and poverty.

Yes, I am the disabled who doesn't dream the sweetest dream.

I only dream about the social model system.

while the abled dream of Romeo and Juliet.

Six members of the DLA Runners' Club participated in the Adidas Nite Race

recently at DSC Thaba Tshwane. Three got silver medals and are;

• Andries Mudau
• Nelson Dlowu, and
• Meschack Mthombeni.

Bronze medals were received by:

• Zukile Dube
• Norman Moroe, and
• Mandla Lerungoane.

Congratulations to all and keep it up.

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After receiving Bronze Medals at the Columbus Loskop 50km Marathon, DLA athletes, Nelson Dlowu and Martin Kgaditsi qualified for the 2001 Comrades Marathon. Their times were as follows:

• Nelson Dlowu = 4:02 (writer)
• Martin Kgaditsi = 4:35

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Mighty Men

We are proud of you guys. Keep it up!!

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Dear "TK"

Can you kindly request comments about this matter in one of your internal communiqués.

Earlier in the year, I requested leave to go home to organize a funeral for my "uncle", I also requested the normal 3 days responsibility leave ( see sec 27 of Basic Conditions of Employment Act 1997) where it is noted that employees are entitled to 3 days paid family responsibility leave per year on request, when an employee's child is born...or in the event of death of the employee's spouse or...employee's parent [ my emphasis ]...or sibling [my emphasis].

To some this would seem like a clear-cut statement, others would even wonder why Non-Westerners would regard uncles, nephews, etc as "parents" and "siblings". The distinction may not be important in the Western Society.

The position is completely different in some Non-Western societies where a person's relation with an "uncle" whether from the mother's or father's side , that "uncle" is looked upon as "mother or father" and that is where the above ( sec 27 BCOE ) definition of a parent or a sibling does not take care of the Non-Western culture or kinship.

I am not questioning the legal definition ( Western ) of a parent or sibling as indicated under Section 27 of the Act, however, I'm merely asking whether employers do take note of how the application of this section affects Non-Western employees.

By the way, I was told that, in terms of the Act, I do not qualify for the family responsibility leave. I also agree, the Act was not drafted with my culture in mind.

Thando Mboni

RLCC- Gauteng & North-West

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Dear Mr Mboni

All union representative and the Department of Public Service and Administration that were part of the negotiations in the Public Service Co-ordinating Bargaining Council (PSCBC), took into account the "Western Culture" and "Non-Western" Cultures when drafting this resolution. The Department is therefore of the opinion that all cultures were discussed and were taken in consideration when the new entitlement for Family Responsibility Leave was adopted.

Kind regards

Lizelle Strydom

(Human Resource Management)

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The Department of Health has turned down the request by the Department that it be exempted from the implementation of the Departmental Smoking Policy, because of restructuring and decentralisation.

The Chief Directorate : Corporate Services meeting has decided that smoking in the National Office buildings must not be allowed with effect from 27 March 2001.

The Policy is still in draft form and will be finalised shortly.

Smoke breaks should be arranged with supervisors until further notice.

Please keep your doors locked with keyhole stoppers and be on the look out for any suspicious looking persons roaming the corridors.

R850 was stolen from my purse in my office (3rd floor Old Building) and my office was locked!! After I had left my office for about 10 minutes, I found my office door wide open and my purse was on the floor empty.

I informed security and they immediately attended to the case. The SA Police responded swiftly, and a thorough investigation has been launched. One never knows how long it will take before the culprit is caught. Please be careful with your belongings and valuables.

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Paul Keulder

In response to Annareth Stols' e-mail, we may as well mention that during the Easter Week-end , a person or persons broke into my office while it was locked. They got into the steel cabinet and stole a cash box containing about R600-00! The money belonged to our tea club. The SA Police were also here and fingerprints were taken. Please be careful!

International Special Librarians' Day celebrated world-wide 

Held annually on the Thursday of National Library Week, this year Thursday, April 5, 2001 was celebrated world-wide as International Special Librarians' Day (ISLD). ISLD marks the occasion when information professionals around the world celebrate the contributions of their profession. It offers SLA members and their supporters the opportunity to promote the value of special libraries and information centres, their services, and accomplishments within their organisations.

The theme for this year's ISLD -- "A World of Information Within Your Reach" -- conveys a message that information professionals are the best-trained people to untap and manage today's complex and overwhelming world of global information.

Minutes of Wednesday, 28 March 2001 (at 14:00) of the Select Committee on Land and Environmental Affairs are reproduced herein so as to inform our readers as to what took place when our Senior Managers appeared before the committee.

PRESENT

Eastern Cape
Mrs E C Gouws
Ms B N Dlulane
Mr R Nogumla (Visiting member)

Free State
Rev M Chabaku

Gauteng
Dr E A Conroy

KwaZulu-Natal
Ms B Thompson

Northern Cape
Mr D M Kgware
Mr A E van Niekerk

Northern Province
Mr M L Mokoena
Mr R M Nyakane

APOLOGIES
Mr T B Taabe
Rev P Moatshe

Also in attendance, from the Department of Land Affairs, were:
Dr G P Mayende _ Director-General: Department of Land Affairs
Ms S Choane _ Chief Financial Officer
Mr G Thomas _ Deputy Director-General: Land and Tenure Reform
Ms S Lebethe _ Director: Communications
Mr T K Sonjica _ Photojournalist
Mr E M Greeve _ Parliamentary Officer

The Acting Chairperson, Mr M L Mokoena, opened the meeting at 14:00 and welcomed the guests from the Department of Land Affairs as well as Committee members present. The Director-General of the Department of Land Affairs, Dr G P Mayende, then introduced his delegation and expressed his pleasure at having been asked to brief the Committee.

Briefing by the Director-General of the Department of Land Affairs

Dr Mayende first outlined the vision and the mission of the Department. They are, "an equitable and sustainable land dispensation that promotes social and economic development," and "to provide access to land and to extend rights in land, with particular emphasis on the previously disadvantaged communities, within a well-planned environment".

He further stated that the policy framework of the Department was shaped by the Minister for Agriculture and Land Affairs' policy direction in a speech in February 2000. This speech signalled significant changes in the manner of land reform.

Inputs on policy were also taken from the President's 9 February 2001 speech, as well as the Cabinet Lekgotla action plan for the social sector cluster.

The strategic priorities of the Department's policy framework are in line with the integrated, sustainable rural development strategy (ISRDS) and the urban renewal strategy (URS).

The Department's strategic objectives include the provision of access to land, the provision of rights to land, improvement and alignment of systems and processes, improvement of stakeholder relations, promotion of intradepartmental excellence, and the effective co-ordination of integrated spatial planning and information.

The key outputs for the policy framework are to link land reform programmes to development objectives, to implement a land acquisition programme and a new grant structure for the Land Redistribution for Agricultural Development programme (LRAD), to accelerate the pace of disposal of 669 000 hectares of state agricultural land, and to finalise tenure reform policy through relevant legislative amendments. It is realised that there are shortcomings in the present legislation.

Further key outputs are to align deeds, surveys and mapping functions to support land reform; to target vulnerable groups such as labour tenants, farm workers and landless communities for resettlement within the context of LRAD and ISRDS; to link up with the national Department of Agriculture to create agri-villages; to implement tenure reform in ISRDS nodes; to implement a proactive and effective land acquisition programme to fulfil policy objectives; to assist with the acquisition of land to support the urban renewal programme; and to amend and align land administration legislation, especially with respect to communal land. This latter output is brought about by the near crisis in the former Homelands and problems experienced with the traditional leaders.

The final set of key outputs includes implementing a decentralised delivery system which ensures synergy with local government, improving and expanding monitoring and evaluation systems, aligning support services to land reform, and developing a comprehensive human resource plan.

The Department's most important land redistribution programme is LRAD. The Department of Land Affairs and the national Department of Agriculture will implement it jointly. The Department of Land Affairs will provide funds for land acquisition and infrastructure, while the Department of Agriculture will provide funds for training and extension support. There is also an agreement between the Department of Land Affairs and the Land Bank for the implementation of the programme.

The first port of call will be the Department of Land Affairs' district or provincial office and one of the Land Bank's 26 branches. The Department of Agriculture will deplo staff in the Land Affairs district offices. The Departments of Land Affairs and Agriculture, together with the Land Bank, will decide on the suitability of projects.

The Land Bank will be responsible for the disbursement of grant funds and will also provide top-up loans. The Department of Land Affairs will give final approval for projects. Efforts are currently being made to involve commercial banks in the programme.

With respect to other redistribution products, the Director-General pointed out that the tenure reform grants policy is currently being redesigned and that a new tenure grant is envisaged. In the interim, the settlement land acquisition grant of R15 000 will be used. A commonage programme is being integrated with LRAD and the Land Reform Credit Facility has been recapitalised and redesigned to cater for more beneficiaries.

There will also be a land settlement sub-programme to focus on vulnerable groups such as labour tenants, farm workers and landless communities, and the interface with the Department of Housing in respect of the settlement programme is being strengthened. Further to this, there is additional focus and emphasis on the URS and ISRDS.

Other issues which the Department is considering include the problem of "landless" amakhosi in KwaZulu-Natal and the fact that the revisitation of previous redistribution and restitution projects has revealed that housing, water and sanitation have not been provided.

The challenges facing the Department in the future include increased budget spending, the setting up of effective management information systems, the decentralisation of the delivery system, the interface with local government, building management and staff capacity within the Department, effective performance management, and transformation. The latter is taken very seriously within the Department, as full representivity of staff has not yet been achieved. Senior and middle management are still predominantly white. However, a new Director-General and new Deputy Director-Generals and Chief Directors have been appointed and these show greater representivity with respect to race and gender.

With respect to the budget, the Director-General merely pointed out that though the amount of money set aside for restitution had decreased by 27%, claims which had been settled rose from 49 in 1999 to 12 000 in 2000/01.

Response to questions

In explaining what the Urban Renewal Strategy was, the Director-General stated that it was a new development strategy that involved the identifying of congestion in areas like Alexandria that affected people psychologically and led to crime. These areas also normally had too little infrastructure. The Government is seeking to relocate people from these areas and to bring services to them. The Department is assisting by acquiring land for resettlement.

On the question of the principle of "willing buyer, willing seller", the Director-General stated that this was imposed by the Constitution. It should not be a problem, as the Government can use it for the acquisition of under-utilised land. The problem however arose from landowners who see Government land acquisition schemes as a bonanza opportunity and consequently raise their prices. This makes things difficult and therefore the state has had to consider expropriation in some cases.

With respect to the Land Bank, the Department shared the concerns and frustrations of the member who stated that its rate of interest was too high. Efforts were being made to make the Land Bank more user-friendly to emerging farmers and a system of deferred payment was being instituted.

The Director-General agreed that the Sectional Title Act might have to be amended to meet the new exigencies of the URS. He did however stress that it was still too early in the process to say what form these amendments would take.

With respect to why the previous regime in the Department had not solved the question of representivity of staff, the Director-General stated that he headed a new team that was addressing the problem and could not be held accountable for the actions of their predecessors. As to rollovers, these were being done away with and effective monitoring systems were being put in place to regulate spending. The Department would provide figures of the rollovers for 2000/01 and would ensure that this did not recur in the future.

The Department stressed that it did not view subsistence farming in a negative way. It would be supported, but subsistence farmers would also be encouraged to become commercial farmers. They would be provided with training and other support services.

With respect to land restitution in the Northern Cape, the Department stated that progress had been made despite the initial tension between the Department and the Premier. The major problem however lay in the lack of restoration programmes. Funding was however now being sought for these programmes and the Department was spearheading a multisectoral effort to bring in infrastructure.

The Department pointed out that it was not responsible for taxing land. Furthermore, it did not seek to sell state land that had been occupied for more than 5 years. In such cases, the land was given to the community.

With respect to the "permission to occupy" form of tenure, the Department stated that this was not a satisfactory form of tenure and a Bill would be introduced in Parliament in 2002 to address land administration in the former Homelands.

On the question of quantifying increased budget spending, the Department stated that it had held a strategic planning session and that it would submit its approved strategic plan to the Committee. This plan would be reviewed on a quarterly basis. The Department also undertook to submit statistics on settled and unsettled land claims.

Restoration programmes in the case of restitution had been a problem in the past. Riemvasmaak, with its inadequate infrastructure, was an example of this. However, the ISRDS signalled a new approach of restitution within a developmental framework.

With respect to the case of a false inkosi who had invaded land in the Bushbuckridge region, the Department said that it was aware of the case and that it was an exception to the rule. The inkosi should be urged to heed the President's warning that land invasions would not be tolerated. The Department was engaging with the provincial office at Bushbuckridge to ascertain why the offender had not been evicted.

Conclusion

Dr E A Conroy thanked the Director-General and his team on behalf of the Acting Chairperson.

The meeting was adjourned at 15:46.