THIS IS THE VERSION THAT IS NOT FOR PUBLICATION!!

Editorial

At the time of writing an analysis of my language understanding by a psychologist indicated that I have the ability to comprehend at least nine of the official languages in this country. To be honest, I was flattered and if this were true I would be over the moon.

When doing the analysis, the gentleman used methods which confuse me more when I try to understand them. But I can say the fact that I am eloquent in one Nguni language and weak in seSotho had a bearing in his conclusions. He also asked me whether I can request food in seSotho among baSotho who do not know my Nguni; and when I said yes he nodded with a smile.

In trying to portray my ability to understand some of the South African languages I will allude to what is happening in my church. Services there are supposed to be conducted in isiXhosa and seSotho. At face value isiXhosa seems to be dominating a lot. Sometimes there are preachers who conduct services in seTswana and sePedi. In such circumstances I have found the message conveyed being lost along the way. Yes, there are interpreters, but I have noticed that an oratory and an emotional talk is very elusive and the interpreters sometimes just run short of words.

When singing the church hymns while looking at the seSotho hymnbook I have discovered that the language is a marvel to listen to. But, on my own I have been unable to read the hymns and come up with the correct pronunciations of the words. I have also been unable to make sense of the message contained therein.

In the same spirit, I have noticed that here in Pretoria in many an occasion whenever an African/Black communicates with anyone who is a fellow African/Black he/she uses seTswana. When it comes to the White people they predominantly use Afrikaans. There is nothing wrong with that because my assumption is that the languages dominate the town. My weak seSotho and Afrikaans have always come to my rescue. To be honest, I have noticed that sometimes I am able to engage intelligently if I find myself in that kind of a situation. That conversation may be in seTswana or Afrikaans. I have achieved this by throwing in some isiZulu, English and Tsotsitaal words. In an Afrikaans conversation I use English words mostly to compliment the meaning of what I am trying to say.

I have also noticed that in the streets of Pretoria there are many other spoken languages. Perhaps, this is because the town is the capital of this country. I am not referring to African languages. There are people from America, Asia and Europe in this town. Given a chance one can be a multi-linguist in Pretoria.

In a week-end newspaper recently I saw an advertisement in which the Department of Arts, Culture, Science and Technology outlining what it has done and what it will be doing in promoting the South African languages. When talking about South Africa's official languages and the country's constitution, the advertisement reminds us that the constitution "… also mentions other languages, such as Khoi, Nama and San, as well as Sign Language. Also, all other languages commonly used by different communities, including German, Greek, Gujarati, Hindi, Portuguese, Tamil, Telegu and Urdu, together with languages used for religious purposes such as Arabic, Hebrew and Sanskrit". To me this means that not only the official languages have to be respected, but all languages that are spoken in this country.

As I now write I am thinking about people who are in a worse position than myself, because of circumstances beyond their control. I am talking about people who can only communicate in one language. This is also true to those who can not even write or read their own languages. In simple terms I say Hoyozela ABET!

On Heritage Day South Africa's languages were part of the celebration that took place. In our own way in this publication we celebrate the languages by conveying the message contained hereunder in a multi-lingual fashion because our languages belong to us all .

Language expresses our essence. The sum and substance of individuals and communities. It defines the indefinable in us and opens us to others.

Part of our nation’s special bounty is our languages, which together make us the colourful "Rainbow People".

Each language has its words or expressions to articulate the special human qualities that make the world a better place.

Each month on the calendar celebrates one such quality in all the official languages of South Africa.

Polelo e hlalŠa boleng bja rena. Mogopolo le maikutlo a motho le setshaba. E hlaloŠa dilo tŠe sa hlaloŠegego tŠeo di lego ka gare ga rena ebile e dira gore ba bangwe ba re kwiŠiŠe.

Karolo ye bohloka ya maruo a setŠhaba sa rena ke dipolelo tŠa rena, tŠeo mmogo di re dirago "SetŠhaba sa Molalatladi", sa go ba le mebala ye mentŠi.

Polelo ye nngwe le ye nngwe e na le mantŠu goba ditlhagiŠo tŠa yona tŠe kwagatŠago dimelo tŠe kgethegilego tŠa batho tŠeo di dirago lefase gore e be lefelo le le kaone.

Kgwedi ye nngwe le ye nngwe mo kalentareng ye e keteka semelo seo ka maleme kamoka a semmuŠo a Afrika Borwa.

Puo e hlalosa boleng ba rona. Menahano le maikutlo a motho ka mong le ditjhaba ka ho fapana. E hlalosa dintho tse ka hlalosehang tse ka ho rona, mme e re bulele menyetla ho tse ding.

Karolo ya bohlokwa ya leruo la setjhaba sa rona ke puo ya rona, eo le yona e re bopang re le "Setjhaba sa Mookodi" sa mefuta e fapaneng.

Puo e nngwe le e nngwe e na le mantswe kapa mokgwa wa ho ikutwahatsa ka ho hlahisa maemo a batho a ikgethileng e etsang lefatshe hore e be sebaka ho phelwang hantle ho sona.

Kgwedi e nngwe le e nngwe khalendareng e tla keteka maemo ana ka dipuo tsohle tsa semmuso tsa Afrika Borwa.

Puo e tlhagisa boleng jwa rona: bojotlhe le boleng jwa batho le ditŠhaba. E tlhalosa dilo tse di sa tlhalosegeng ka ga rona, mme e re senolela batho ba bangwe.

Bontlhabongwe ba dimpho tse di kgethegileng tsa setŠhaba sa rona ke dipuo tsa rona, tse di re dirang batho ba bantle ba ba tshwanang le "Molalatladi."

Puo nngwe le nngwe e na le mafoko a yona kgotsa dikapuo tsa yona go tlhagisa dintlha tse di kgethegileng tsa motho tse di dirang lefatshe lefelo le le monate.

Kgwedi nngwe le nngwe mo alemanakeng e keteka nngwe ya dintlha tseo ka dipuo tsotlhe tsa semmuso tsa Aforika Borwa.

Lulwimi luveta butsine. Yinhlanganisela nemnyombo wemuntfu kanye nemphakatsi. Luchaza loko lekungachazeki kitsi futsi lusivulela kulabanye. Incenye yesipho lesikhulu selive letfu tilwimi tetfu, letisenta ngekuhlanganisela sibe ngulesive lesihle semibalabala.

Lolo nalolo lulwimi lunemagama nobe tisho letiveta emakhono lasipesheli emuntfu lowenta umhlaba ube yindzawo lencono.

Nguleyo naleyo nyanga kukhalenda igubha lelinye kulamakhono ngato tonkhe tilwimi letisemtsetfweni eNingizimu Afrika.

Luambo lu tandavhudza vhuvha hashu. Zwothe zwi kwamaho muthu nga muthu khathihi na tshitshavha tshothe. Lu talutshedza zwi sa talutshedzei kha rine, lwa dovha lwa ri tana kha vhanwe vhathu.

Tshipida tsha ndeme kha lushaka lwashu ndi nyambo dzashu, dzine musi dzo tangana, dza ri vhumba uri ri vhe "vhathu vha musengavhadzimu".

Luambo lunwe na lunwe lu na maipfi alwo a lu konisaho u bula zwitenwa zwa vhathu zwa ndeme zwi itaho uri lifhasi li vhe lavhudi li dzuliseaho.

Nwedzi munwe na munwe wa kha khalenda, u pembelela ndeme idzo nga nthihi nga nthihi, nga nyambo dzothe dza tshiofisiri dza fhano Afurika Tshipembe.

Ririmi ri hlamusela nkoka wa hina. Nhlangano na ntiyo wa un’wana na un’wana na vaaki va tindhawu. Ri hlamusela leswi nga hlamuselekiki eka hina na ku hi pfulela tindlela eka van’wana.

Xiphemu xa nkoka xa rixaka i tindzimi ta hina leti hi ku hlangana ka tona ti hi endlaka muhlovo wo hetiseka wa vanhu va Rainbow.

Ririmi rin’wana na rin’wana ri na marito ma rona kumbe tinhlamuselo leti ti tumbuluxaka swihlawulekisi swo hlamarisa swa vumunhu leswi antswisaka misava yi va ndhawu leyinene.

Nhwerti yin’wana na yin’wana ya khalendara yi tlangela xin’we xa nkoka eka tindzimi hinkwato ta mfumo eAfrika-Dzonga.

Taal gee uitdrukking aan ons wese: die somtotaal en inhoud van individue en gemeenskappe. Dit omskryf die onomskryfbare in ons en stel ons oop vir ander.

‘n Deel van ons nasie se ryke erfenis is al ons tale wat van ons die kleurryke "reënboognasie" maak.

Elke taal het sy woorde of uitdrukkings om die besondere menseienskappe te artikuleer wat die wêreld ‘n beter plek maak.

Elke maand op die almanak word een so ‘n eienskap gevier in al die amptelike tale van Suid-Afrika.

Ilimi lisetjenziswa ukuveza ubuthina. Lokhu kutjho zoke izinto ezakha umuntu ngamunye kunye nomphakathi. Lihlathulula lokhu okungahlathululeki okukithi, begodu lisivulela ekutjhebisaneni nabanye abantu.

Esinye sezipho ezikulu ezikhethekileko zesitjhaba sekhethu, malimi wethu, nekahlangeneko asenza bona sibe mibala-bala, "isiTjhaba esinguNokhethwako", kwamambala.

Elinye nelinye ilimi linamagama wakhona nofana indlela yokuveza amatshwayo akhethekileko wobuntu enza bona iphasi lekhethu libe yindawo encono.

Enye nenye inyanga ekhalendeni igidinga linye lalawo matshwayo, kiwo woke amalimi wangokomthetho eSewula Afrika.

Ulwimi lubonakalisa ubuntu bethu. Intlanganisela nobuncwane bomntu ngamnye noluntu. Luchaza into enganakuchazwa kuthi, lwenze sivisiswe ngabanye abantu. Inxalenye yelifa elilodwa lesizwe sethu ziilwimi, ezithi xa zikunye zisenze sibe yimibalala "YeSizwe esiMibalabala".

Ulwimi ngalunye lunamagama okanye iintetho zokuvakalisa ubulunga obubodwa bobuntu obuyakuthi benze ihlabathi libe yindawo engcono. Inyanga nganye yekhalenda ivuyela ubulunga obunye obunjalo kuzo zonke iilwimi ezisemthethweni zasemZantsi Afrika.

Ulimi luchaza isiqu sobuthina. Luyisigqi somuntu nomuntu kanye nemiphakathi. Lukwazi ukubeka lokho okungechazeke ngobuthina luphinde lwenze sikwazi ukuvuleleka nakwabanye.

Esinye sezipho zesizwe sethu yizilimi zethu, ezenza sibe yisizwe esixubile "okothingo lwenkosazana".

Yilolo nalolo limi lunamagama nezisho zalo okusetshenziselwa ukubeka isigqi sobuntu okuyinto futhi eyenza impilo ibe ngcono.

Yileyo naleyo nyanga yonyaka iyisigqi sobunqala bazo zonke izilimi ezisemthethweni eNingizimu Afrika.

Celebrating multi-lingualism in South Africa

Heritage Day is not only an important day in the calendar of my Department, but also for our country as a whole. Annually on this day, we as South Africans are provided with the opportunity to focus sharply on our collective inheritance through celebration and reflection.

During this day we celebrate our rich human quality and attributes, resulting from our country’s cultural and linguistic diversity. This day also provides us with the opportunity to measure our progress in critically examining our inheritance and in developing a framework for the interpretation and representation of this heritage in the future. It is in this context of both celebration and reflection that this year’s Heritage Day focus our collective attention on our common inheritance through the theme "Celebrating Multilingualism in South Africa".

There is a Tsonga poem that says:

Africa – you are a cloth of many colours and many languages.

Our continent is indeed one enriched with many tongues. It has been estimated that the number of languages spoken in Africa range from 700 to 3 000. Many languages exist and are used side by side in our continent as a fact of life.

And here in South Africa we are gathered: descendents from the north, the west, and the east. Bringing with us our cultural and linguistic heritage. And we are proud to stand here today as South Africans where we co-exist in peace in a society where our languages and culture complement each other and where we share a sense of common destiny. One nation, many languages.

The promotion of our multilingualism runs through every aspect of both the formal as well as the informal programme for today’s celebrations. In fact the celebrations started yesterday with a multilingual train which left Johannesburg yesterday evening and arrived here in Pietersburg this morning. On the train passengers representing all official languages including the Khoe and San languages taught one another aspects of each other’s language. The multiculturalism and multilingualism was enhanced by the diverse South African cultural performances given and indigenous games played on the train. I am delighted to see that this spirit continues today in song and dance performances, storytelling, poetry and multilingual oratory. Our multilingualism is also brought to the fore in how it expresses itself in the practice of our indigenous games.

Let us continue now by reflecting on our linguistic inheritance and on how far we have come in developing a framework for its interpretation and representation now and in the future. Section 6(1) of our Constitution recognizes eleven official languages. They are Sepedi, Sesotho, Setswana, English, siSwati, Tshivenda, Xitsonga, Afrikaans, isiNdebele, isiXhosa, and isiZulu. Section 6(2) requires mechanisms to be put in place to develop these indigenous languages.

The constitution views South Africa’s linguistic diversity as an asset. For this reason Section 6(5) further provided for the Pan South African Language Board (PANSALB) that was established by national legislation to promote multiligualism and see to the development and use of not only the official languages but also the Khoe, Nama and San languages as well as sign language. PANSALB also motivates respect for those heritage languages of some sections of our community and for those languages that are used for religious purposes.

The Bill of Rights in the Constitution furthermore, recognises language as a basic human right. It provides that:

"Everyone has the right to use the language and participate in the cultural life of their choice, but no one exercising these rights may do so in a manner inconsistent with any provision in the Bill of Rights" (section 30).

My Department’s vision for promoting multilingualism is outlined in its corporate goal of supporting "the linguistic diversity of our country as a resource in empowering all South Africans fully to participate in their country’s social, political and economic life".

Each of us has something of value to contribute to our country. Our different backgrounds can add value to the future of our country’s development.

Language is at the heart of a people’s culture. We acknowledge that every language community is enriched with information and expertise. And not many people may know to look for specific information in that community. To know that community’s language would make it possible to disseminate such knowledge, and might, for example, have invaluable international ramifications for medical research.

In a multilingual society, knowledge and use of more than one language for purposes of daily communication is an asset. In an immediate economic sense, for example at the workplace and in the larger social sense of opening many worlds or cultures in the way of seeing things. Also as a nation-building and pro-democracy practice, language is a valuable resource, most certainly not a problem. Our country is multilingual. We should work with this truth instead of working against it.

Globalisation is now also adding a new dimension to the complex relationship among linguistic communities. The many global languages are increasingly co-existing in an interdependent manner. The global village has brought with it the paradox of the global market place and the small niche markets. Now even more than before, the survival of regional, national and local economies is dependent upon accessing a larger number of linguistic communities. Globalisation demands greater flexibility of communication patterns.

Mmušo o swanetše go šomiša polelo ka tsela yeo e lego gore setšhaba se kgona go kwešiša seo se bolelwago. [Sepedi: Government should use language in such a way that the public understand what is said].

Government should use language in such a way that the public understand what is said. We must meet your rights by providing equal access to available public services and programmes. A Telephone Interpreting Service could prove invaluable to South Africa in this regard. The Department of Arts, Culture, Science and Technology is currently involved in devising a pilot study for such a service where citizens, tourists and immigrants will have access to certain government services via an interpreter on the telephone. We have great expectations in regard to this service and the important facilitating role it could play in service delivery.

As language is a fundamental human right, no person should be prevented from the use of the language of his or her choice within the bounds of reasonableness. It is our duty, as a government, to protect this right and to assist the citizens if impediments to the exercise of their right arise through no fault of theirs.

Therefore provision should be made for language services that can facilitate communication within our multilingual context to ensure access, participation and equity.

Equity is sometimes misunderstood as equality. Equity refers to fairness, justice and reasonableness. Both the notion of "language equity" and "language equality" appears in Section 6(2) of the Constitution: all official languages must enjoy parity of esteem (with regard to equality) and must be treated equitably (with regard to equity).

It is therefore important to facilitate the development of the African languages as well as other marginalised languages, including sign languages. It is a precondition for the languages of the vast majority of the people of South Africa to attain social equality.

When we speak about the development of a language, it refers to developing a standard orthography and spelling system, elaborating and modernising the vocabulary, and creating new registers as used, for example, in education and in the legal system.

With the development of a language the status of that language can be elevated. Developing a language is also important because of the economic benefits in making science and technology more accessible. We must start to reconcile science and technology with our domestic cultures. We need to counteract any subordinate attitudes to cultures of technologically advanced countries.

As a government we must also regard people who have no means of expressing themselves through speech even though they are not primarily hearing-impaired or deaf. These people communicate by means of augmentative and alternative communication systems for example touch or tactile systems or communication boards. Educating our country to accommodate each other’s differences is important to promote the notion of human dignity, the achievement of equality and the advancement of human rights and freedoms.

The role of language in education is important in the political, economic and cultural defining of the future of our country. Politically it is important with regard to the promotion and use of our languages to maximise national unity and cohesion. Economically it is important with regard to viewing language as a resource for maximising efficiency and productivity, and culturally with regard to fostering genuine respect for language and cultural diversity.

To function effectively in the multilingual milieu of South Africa, it is necessary for our citizens to know different languages. I would therefore like to plead with all our people – young and old – to take on the challenge of learning another South African language. Here the idea of promoting the learning of our languages in our schools, would equip learners for the multilingual society in which they function. But, language is also close to our hearts, and it might therefore be better to use persuasion, encouragement and incentives rather than coercion with regard to this issue.

Another vehicle for rediscovering our cultural heritage and encouraging people to learn each other’s languages is Indigenous Games. The South African Sports Commission is in the process of reviving Indigenous Games and will launch it in February 2001. Engaging in sport and talking in our languages will ensure that we rediscover our creative past and recapture indigenous culture.

As we can see, language is an integral part of all human interaction. It is a tool for communication and cooperation and therefore inseparable from our political, economic and cultural life.

It is for this reason that the government started a consultative process on language policy already in 1995. Government is of the opinion that a coherent language policy which gives expression to the need to develop our indigenous languages in consonance with the constitutional provisions is of great importance. The final language policy will soon be discussed in Cabinet and we believe that it will serve as a framework for the interpretation and representation of our heritage. We are confident that this policy will manifest the constitutional requirements on language in a practical and resourceful manner that will do justice to our rich linguistic heritage.

I believe that no language is superior to any other: all our languages are equally useful instruments to be used by people who live and work in our modern day. And therefore it is important that we plan properly with regard to our languages. Plan to ensure that the constitutional requirements are indeed met here in South Africa. South Africa - one nation, many languages.

So today we as a nation celebrate the many languages that we speak. We celebrate our languages as sources of mutual enrichment and as resources for development and progress.

Ri a vha hulisa. [Tshivenda: We honour you].

We honour you, the custodians of our languages. Use our languages, because the languages of our country belong to us all.

Ngiyabonga.

Another thing that bothers me is when I go for courses: I try and get a front seat for lip-reading purposes. But I tell the teacher that I am deaf and that he must please try and talk slower for me. Most times they do but the problem is that I cannot make notes and lip-read at the same time. This means I lose a lot of information. Luckily I do make the pass rate but I feel that I could achieve better results if I had those notes. I would prefer that the Department could have courses whereas only deaf people can attend by themselves thus improving communication between us.

I feel that it is a great pity that most departmental services such as the hospitals, police stations, doctors, etc do not have a Teldem so that we can talk to them too. We deaf people are also part of the community and are customers as well. I hope that the Government can do something about this in one way or another.

Understanding the deaf

                                     By Venita Bosch

I hope by reading this article you will have better understanding about deaf people.

At the moment I have a Teldem which does help me a bit with my phone calls. I also have a light fitting attached to my phone so that I can see my phone ringing. I have just been given a hands-free cellphone kit, which is a great improvement with my driving. It also improves my hearing while talking over a cellphone.

Otherwise things are good to me here at the DLA and I am very happy.

Twenty-six certificates in Communication in English, Numeracy and Mathematics in English from Level 1 to Level 4 were awarded to Adult Basic Education and Training (ABET) learners from National and Deeds Offices on literacy day at the National Office Resource Centre.

With his beautiful tenor, Godfrey rendered a solo on "Ave Maria in Spaniardo" by Verdi. It was stupendous rendition that received a thunderous applause from the audience.

The ABET programme of the Department of Land Affairs is aimed at creating literacy awareness among previously disadvantaged employees ranging from cleaners, messengers, security staff, or gardeners.

From its inception in 1996 the ABET project started with the aim to rid the department of illiteracy in the workplace. This was a social commitment aimed at ensuring that all Department of Land Affairs staff has access to reading, writing and numeracy.

Through the ABET programme, an opportunity was made for learners to advance their careers through access to a formal education programme that leads to a general education and training Certificate (GETC). This builds a foundation for further and continuing education linked to certain specific employment opportunities as well as addressing learners development needs.

The Department of Land Affairs ABET project officers offer mother tongue literacy and levels 1 – 4 in Communication in English and Numeracy. All the Department of Land Affairs offices have this program running and a few learners have already went through it.

After completing their levels learners are sent to the Pretoria College for further training.

Department of Land Affairs is not the only Department that renders this essential service in the country. There are NGO’s and CBO’s also render various services on literacy.

It should be the duty of every citizen and all workplaces, private and public, to ensure that everyone can read and write.

Abet really makes a difference in the lives of people and in their work, there is a benefit of an increase in productivity and initiative in the workplace.

Introduction

The summary that follows is selective and therefore cannot do justice to the full range and texture of the data.

It provides a brief overview of the findings of a survey based on a stratified probability sample of 2160 South Africans of 16 years and older, drawn from all social categories, rural and urban. The fieldwork took the form of personal interviews by experienced interviewers in the languages of choice of the respondents. The final report providing more depth and detail is currently in preparation.

Language Use in Public and Institutional Situations

A wide range of questions was asked about language interaction in public situations and the institutional sphere. The languages used by respondents, the languages used by personnel in the situations and reactions to language use in major public venues were established. The data are best summarised by the following rank-order of the proportions of South Africans accommodated in their home languages in the variety of situations, and the proportions of those not accommodated in home languages who would prefer or strongly prefer to be accommodated in their own home languages (where asked):

Proportions of South Africans generally accommodated in their own home languages in public institutions and public communication (among those exposed to the situations) and proportions of those not accommodated who feel negatively about it (feel disadvantaged or would prefer to be accommodated):

• Giving evidence in court:90%56%
• Religious services:82%10%
• Language used by staff in police stations:77%29%
• Adequate court home language translation: 76%56%
• Language by staff in regular retail outlet:76%37%
• News broadcasts, radio or TV:74%85%
• Staff in post offices:73%29%
• Statements in police stations:73%29%
• Language of civic/ratepayers meetings:72%29%
• Political party meetings:72%29%
• Staff language in clinics, hospitals:72%29%
• Staff language in public service offices:68%29%
• Peer interaction at work/school:68%na
• Language of selling, informal sector:66%na
• Language seeking work:52%58%
• Trade union meetings:50%29%
• Staff language in banks:49%37%
• Language used with seniors/teachers

at work or school: 45% 23%

• Language of tuition:30%(Circa 90% see below)
• Adverts, signs and notices, public

and private sector: 25% or less 41%-51%

These results are self-explanatory and need little comment. Suffice it to say that there is great variation in the extent to which home languages are accommodated and a similar variation in reactions to not being accommodated in terms of home language.

The reactions to not being accommodated in home languages show that South Africans in general are fairly flexible and generous in their reactions at the language interface.

In respect of language of tuition, we did not ask specifically if people felt disadvantaged by non-mother tongue instruction. It will be seen presently that the vast majority of people would prefer to be taught or for their children to be taught in their mother tongue (see ahead).

Hence one may identify situations that are rather more problematic than the average situation in that high or fairly high proportions of people are not accommodated in their home languages and high or fairly high proportions of people not accommodated feel negatively about the situation:

• language of tuition
• signs, notices and adverts
• work-seeking activity
• service in banks
• trade union meetings
• news broadcasts

The public language interface affects South Africans with certain home languages more than others, as we see below:

• ALL SOUTH AFRICANS:47%13%
• IsiNdebele-speakers75%25%
• Xitsonga71% 9%
• Setswana 68%30%
• Sesotho63%13%
• IsiZulu57%24%
• SiSwati53% 3%
• Tshivenda51% 0%
• Sepedi43% 5%
• Afrikaans41%11%
• IsiXhosa37%12%
• English15% 1%

The situation as perceived and experienced is serious in respect of isiNdebele, Setswana and isiZulu-speakers in particular.

In respect of all these results readers should bear in mind that most people tend to live in regions in which their languages are commonly used. The situations of those home-language speakers who live outside of these regions are much worse than the average results presented above suggest. IsiNdebele and Xitsonga-speakers outside of the Northern Province and Mpumalanga, Afrikaans-speakers in KwaZulu-Natal, isiZulu-speakers in the Cape, Free State and Northern Province, etc. would be examples.

Language-use in the workplace is of critical importance. It will be seen from the results below to what extent the overall situation deviates from the home language pattern:

Overall distributions of language use by context in the workplace (among those exposed to the situations and answering)

All languages except Afrikaans are displaced to a degree in the workplace. Virtually the only African language with any prominence in the workplace is isiZulu. In communication upward in the workplace hierarchies English enjoys around five times its relative strength as a home language.

Understand speeches and statements in English: (English-speakers excluded)

• Fully:22%
• As much as I need to: 27%
• Often do not understand:30%
• Seldom understand:19%
• Other answers: 2%

The results suggest that communication of political, policy and administrative information in South Africa is generally only adequately understood by half the non-English-speaking population. Among the following language and socio-economic groups more than 60% often do not or seldom understand the communication:

Setswana-speakers: 63%

IsiNdebele-speakers: 67%

Tshivenda-speakers: 83%

< Grade 5: 76%

< Grade 7: 64%

Rural occupations: 76%

Semi-skilled and unskilled: 60%

Only among English-speakers and speakers of European languages did majorities of respondents feel that the use of other languages in such communication was unnecessary. Among the sample as a whole at least the use of the following languages was felt to be desirable:

IsiZulu: 24%

Afrikaans: 21%

IsiXhosa: 20%

Sesotho: 16%

Sepedi: 8%

Setswana: 7%

Obviously there was a tendency to select their own home languages, but the top four languages listed above were very often chosen by speakers of other languages.

This brief summary will have to suffice in providing an outline and a flavour of the results. South Africans are surprisingly generous in attempting to accommodate the practical challenges that arise in a country of eleven languages. The results make it clear, however, that substantial proportions of people have to accept less than adequate communication with their fellow South Africans and have to make difficult adjustments in formal situations and economic interaction. It is only the goodwill that this study reveals that prevents a greater level of frustration in situations of language contact.

The minorities of people who feel that their preference and needs are not met, or who feel disadvantaged in situations, may appear modest in statistical terms, but one should remember that the results have presented averages. Because people tend to be concentrated in regions in which their languages are generally spoken, the averages disguise very great problems for people who find themselves outside these areas of concentration.

Decision-makers in the public and private sectors have a point that the practical problems of accommodating eleven languages are such that current budgets cannot be expected to provide for adequate expenditure on language development, multilingual training and the development of translation services. There is a danger in a situation in which resources will always be limited that the challenges of language development will always be deferred. This survey shows, however, that the very communication with the people that decision-makers see as one of their major obligations is understood by less than half of the population they would like to reach. If nothing else this should be a reason for a greater sense of urgency in respect of language development and multi-lingualism.

At the beginning of March this year, Bradley David Baatjes assumed duties as the first black Registrar of Deeds in the Cape Town office. Bradley has a law degree which is a pre-requisite for his post and is currently busy with his business management studies.

When speaking of his new office, Bradley says it is in quite a good state and now it has to forge ahead with its issues of culture change and transformation. He says the PPMS also poses some difficulty.

"I try to a large extent to foster the idea that everybody can and should make a contribution and ultimately a difference. The environment at the Deeds Office should be business minded and in this regard the battle goes on", Bradley says.

Before being appointed at the Cape Town office Bradley had moved through the ranks in various offices up to the level of a Deputy Registrar of Deeds in Johannesburg. His ten year experience encompasses:

• Completion of deeds
• Interpretation of the Deeds Act, Sectional Title Act and related regulations and proclamations
• Training and giving guidance to junior and senior deeds examiners
• Liaison with the public and local authority management institutions
• Moderating and writing court reports
• Training of broader personnel
• Towns division
• Examining division
• Being involved in selection panels

As a Registrar of Deeds Bradley has the following responsibilities:

• Manage and control the functions of the Deeds Registry including the Deeds Trading Account, personnel and provisioning administration and computer microfilm systems
• Execute the duties as contemplated in the Deeds Registry Act
• Liaise with the Law Society and other local institutions regarding the elimination of problems encountered with the registration of deeds and represent the Department on the Township Board of the Provincial Administration
• Comment on bills and draft directives regarding land registration and draft directives regarding land registration and related matters
• Approve reports to court and advise the High Court of the feasibility of a plea regarding registration of deeds
• Grant hearings to conveyancers where appeals are lodged against decisions by subordinates
• Decide on settlement of individual registration cases where no precedents exist and advise subordinates and conveyancers where difficulties are experienced with drafting, examination and registration of deeds and issue instructions

Bradley is married and has two children. He describes himself as a fanatic of vintage cars that likes motorbikes and enjoys fun drives. Presently, he is busy repairing a 1946 stuterbaker bakkie.

L T Du Pont, NEHAWU shopsteward at the Deeds Office in Cape Town comments as follows about Bradley's appointment:

"The appointment of Mr. Baatjes as Registrar was initially viewed by the NEHAWU, as an appointment purely based on the colour of his skin; an appointment for 'affirmative action' considerations only. During the last four months, however, Mr. Baatjes has proved himself a true leader, committed to bringing about Transformation and change in the Deeds Office, Cape Town. It is clear that his endeavours in this regard are in par with the DLA vision to establish a representative and decentralised organisation that values diversity and is dedicated to the delivery and the maintenance of high quality land services to all clients".

"This commitment also contributed to a improved working relationship between Nehawu and the Management of the office. For the first time in the history of this office Nehawu works hand in and with Management to bring about Transformation and Culture Change", Mr Du Pont says.

In her farewell speech, the former Deputy Director-General for Land Reform Policy, Ms Sue Lund paid a special tribute to the staff of the Policy Branch commending them for having laid a solid foundation of quality work for the future.

"You have produced volumes of very high quality policy and systems of work over these years, and provided critical support to our implementers - for which you can stand very proud indeed. Policy will of course, always need ongoing changes and improvement as the land reform lessons are learned", she said.

Ms Lund said she wishes the DLA Minister Thoko Didiza and the Director-General Dr Gilingwe Mayende and all her old colleagues all the strength in tackling the land reform and land development tasks that lie ahead. She said it was her hope that the restructuring and decentralisation of the functions in the coming months will bring about greater efficiencies in service delivery and result in improved work environments for the departmental workers.

Ms Lund continued and said working from the early days of establishing land reform in the country had been a huge and an exciting challenge, achieving a lot, together making a lot of mistakes and learning a lot. She said a diverse and a skilled institution for driving land reform had been established and set in place legislation, systems, standards and a level of public service excellence that will withstand.

"… most importantly, the people who have received new land or had land restored, or had their land rights protected in these first few years of democracy, have been the real pioneers. It is from land beneficiaries that this department will continue to learn how to do the job better as the years go on .… I am quite certain that the department will go from strength to strength and that our people will be well served", she said.

Earlier on, Dr Mayende in informing the staff about Ms Lund and Mr Stanley Nkosi's departures from the Department, had wished them well in their new careers. "On behalf of the Department, I wish to express appreciation to Sue and Stan for the dedication they have shown towards the Department and the cause of land reform in our country", he said.

The restructuring of the DLA came up with the posts of DDG : Land and Tenure Reform, DDG : Land Planning and Information as well as the Chief Financial Officer which enjoys the same status as a DDG. The process did away with the posts of DDG : Land Reform Policy and DDG : Land Reform Implementation which were occupied by Ms Lund and Mr Nkosi respectively.

Ms Lala Steyn, the Chief Director at Redistribution, Land Rights and Development said Ms Lund had taken the initiative to set up the first transformation office for the DLA which had to address "development aid" and "separate development" legacy. She said she was the brains behind the land reform facilitation, technical assistance and mediation services which have supported land reform so well.

In explaining Ms Lund's management's style as their boss, Ms Steyn mentioned that:

• She encourages initiative, giving one the space and authority to develop creative solutions
• If, however, one starts wondering around in the darkness, she firmly guides one back
• She places high expectations on delivery of targets
• She sets an example - her blistering efficiency is a standard
• She always emphasises that the bottom line of management is treating colleagues and staff as people

Ms Corrie Bouwer who has been Ms Lund's secretary since July 1995 had the following to say about her: "I have the greatest respect for her as a manager, and my personal tribute to her would be to thank her for being such a kind, fair, inspiring person, and a flawless example of caring for all people. I am so enriched by her leadership, and will strive to live to the high standards set by her in the DLA, especially in the Land Reform Policy Branch".

The chairperson of the Catalytic Project Team at the Chief Directorate for Financial Management at National Office, Jan Ramoshaba, describes its purpose as promoting both a harmonious working environment and the transformation programme of the Department of Land Affairs within the Chief Directorate.

Jan says the team has been in existence for some time, but has been dormant and was revived around May 2000 at the insistence of the Chief Director Pieter Boonzier and the transformation office. He says they are now functioning well, but there are some procedures that have to be followed in getting their house in order and those procedures hamper the progress of their work.

Jan says in their programme of action, presently they have included suggestion boxes wherein people raise their concerns and unhappiness in the Chief Directorate. "Issues raised from the suggestion boxes are looked at closely and advice from experts is sought. But our main aim is to solve problems within the Chief Directorate", he says.

Jan mentions the following as challenges facing his team:

• A reluctance to change, especially by some managers
• A lack of understanding of some of the concepts on transformation by some team members
• A poor attendance of meetings : some members are not allowed to attend meetings by their supervisors

"Transformation is the policy of the National Government of which our Department is a part, and it should be preserved and nurtured to grow. We are appealing to everyone in the Chief Directorate to contribute positively in transforming it", he says.

"People should not be afraid to air their concerns with us because if they don't, we cannot function. In the same spirit people tend to complain all the time. It will be good if they can come up with suggestions and solutions to problems", he appeals.

Jan concedes that on occasions their work overlaps with that of the unions. "Our approach in such instances is to seek advice from Human Resource Management if a problem deserves the attention of Human Resource Management; the Transformation Office if a problem is related to transformation and advise our clients to approach their trade unions if their problem is labour related", he says.

Susequent to our conversation with Jan, we asked Mr Gert Marais, the Director for Financial Administration to comment on the team's revival and to indicate as to how you will be assisting them to overcome problems they are encountering in fulfilling the purpose of their team. Mr Marais said "I think revival of the Team is good and the Team should create opportunities for managers to participate in their discussions to solve problems".

"The Team must be able to approach managers who do not want to allow officials to attend meeting to reconsider their decisions", he said.

Mlamleli Sohe, a staff member at Financial Management has the folowing to say about the Catalytic Team,"The Catalytic Team is ideally the platform which is supposed to be used to address matters of concern within the CD:FM staff. However, its existence is unknown to some of the officials".

He says "The Committee members are demotivated by reasons best known to them. Among the reasons may be poor attendance of the meetings by some members; not wanting to be victimised by senior officials who are part of the Team".

He concludes that "In a nutshell, there is nothing that we can pinpoint as something they have addressed immensely, rather they do have issues to address but the execution is poor. Maybe, there is no clear definition of their vision as some of them perceive it as the agent of voicing out grievances only".

Other than Jan, the Executive Committee has Paul Keulder as the Deputy Chairperson, Ronel Roets as Secretary and Dorah Dikgale as Deputy-Secretary. Other members of the team are:

Gerald Dixon,

Xavier Jonkers,

Martin Moloto,

Anton Korff,

Butana Mahlangu,

Bekinkosi Ngcobo,

Vivette Pienaar,

Faizel Raiman,

Nozuko Vutuza,

Ryan Williamson, and

Meshack Mahlangu.

The DLA Director-General, Dr Gilingwe Mayende told a workshop on delegations at Warmbaths recently that the manager who delegates certain powers to his or her subordinates still remains ultimately responsible for the proper exercising of the relevant powers.

The workshop was attended by most senior managers in the Department. The DG opened the workshop by emphasising how important delegations are in an organisation such as the Department, but at the same time warned that delegation is not an easy way to get rid of one's responsibilities.

The purpose of the workshop was to consider the delegations in terms of the Public Finance Management Act, Treasury Regulations, Public Service Act and Public Service Regulations. These Acts and Regulations confer various powers and impose various duties on the Minister and DG, which the Minister and the DG may delegate to officers in the Department.

At the workshop each of the powers contained in the acts and regulations mentioned above were considered one by one, and a decision was taken as to the most appropriate level (rank/position) to which each power could be delegated. Powers which were discussed included the power to appoint persons to the Department and the power to dismiss persons from the Department.

Some of the items evoked lively discussions and quite a number of excellent comments and inputs were received. The DG expressed his satisfaction with the outcome of the workshop.

The Chief Directorate Financial Management and Directorate Human Resource Management, together with the Directorate Legal Services, are currently in the process of amending the draft delegations as a result of the inputs received, and will thereafter submit the draft delegations to the Minister and DG for approval. The target date for implementation of the new delegations is 18 October 2000. Special arrangements will, however, be made where offices do not yet have the capacity to implement certain delegations.

Once the Minister and the DG have approved the delegations, copies of the approved delegations will be sent to all managers, who will make copies available to all staff members.

The delegations will obviously also be reviewed from time to time to keep in line with developments in the Department.

When asked to express his views on the workshop, Mr John Obree, the Suveyor-General in Cape Town said, "At last we are getting somewhere. I enjoyed a generally decisive meeting which was professionally presented by
each speaker involved. They really need to be congratulated for their own and their division's efforts. It's obviously not always as straightforward or as easy as we think at first to delegate and probably many aspects previously criticised were properly understood by many delegates for the first time at the workshop. The workshop was a bold step in the right direction."

When we spoke to George Mabata, who also attended the workshop, he told us that the workshop was conducted successfully. "All officials who were presenting papers had done their homework and participants were actively involved in all the deliberations there. The documents that will be produced will be a result of a consensus of all managers present there", he said.

Mr Mabata went on and said the Department of Land Affairs through its Head and managers has demonstrated seriousness in upholding the principle of good governance, efficiency and transparency. "If the delegations were prepared and sent down to managers for implementation, without them having to comment and agree as to the level and ranks to which powers should be delegated, it was going to be difficult, if not impracticable on their part to exercise certain powers, so delegated to them by the DG", he said.

"Of importance to this delegation is that there are provisions which were delegated to 'all officials', making it obligatory for all DLA officials to exercise the said delegated powers. It is recommended that all officials acquaint themselves with delegations, especially the ones they work with often", Mr Mabata said.

Thank you, DLA officials, for your overwhelming response, your understanding, co-operation and support.

The DLA Internet Café at the Resource Centre at National Office was established way back in 1997 to ensure that DLA personnel have access to available information through the internet.

The Internet Café has now grown and caters for students and members of the public who have no access to internet. According to Zuzette Fourie at the Resource Centre, the café started out with four computers and now it has seven.

"There is a registration that one has to make before using the Internet Café and it is predominantly used by students and ABET people whose number is approximately 10 people per day. We also have more control to people using this cafe than when they are sitting in their offices", Zuzette explained.

It has also transpired that when IT policies were discussed at the Bargaining Council, there was an appeal by unions for the publicity of the café. Presently posters in that regard are being prepared.

According to Levina Du Toit who also works at the Resource Centre, the busiest times in the café are lunch hours. Because of the staggered office hours of the DLA there are two lunch hours from 12 : 00 to 12 : 45 and 13 : 00 to 13 : 45.

When visiting the café, Journal met Caroline Madida who studies at the PC Business College. She told Journal that she heard about the café from a friend in 1999. "It is good that the DLA has a facility like the café at the Resource Centre. The fact that it is availed to disadvantaged people is a bonus", she said.

"At my school one is given a limited time to use a computer, but here one is free to use it as long as the Resource Centre is open", she added.

"Furthermore, the café has many programmes that are not available in my school. One may say the approach used at my school in the use of a computer can be described as stereotyped", she continued.

"People in this centre are very friendly and supportive. They are always willing to help", she concluded.

The Free State Office of the Department of Land Affairs (FSPDLA) is in the process of launching its recently completed Emerging Farmers Multi-Media Package.

The Emerging Farmers Multi-Media Package was conceptualised by the FSPDLA for the benefit of emerging farmers throughout the Free State. The aim of the Package is to enable land reform clients and emerging farmers to identify their own needs and resources and to empower them to locate and access resources and assistance that will in the long run increase their capacity to become effective and efficient farmers. The Package also ensures that a uniform standard of support is available to our clients.

The package provides Planners from the Department of Land Affairs and Extension Officers from the Provincial Department of Agriculture (DOA) with a toolkit that can be used in pre-settlement and post-settlement programs. The Emerging Farmers Multi-Media Package consists of a Workshop Manual, Resource Folder, Audio Cassettes, and supporting materials such as charts, maps, and stickers. The materials are all included in this envelope for your perusal.

Officials from both the DLA and the DOA participated in the development of the materials. Our intention is to work quite closely with the DOA as we believe that their support and use of these materials is crucial to ensuring that our emerging farmers are better capacitated and thus empowered to succeed in their new profession.

The FSPDLA is enthusiastic about the package and it wants to share it with all the provincial offices of the Department of Land Affairs. Any office interested in replicating or adapting the materials to suite the context of a particular province, can contact the FSPDLA at (051) 430-3730.

Subsequent to this advice to other offices, Kristin was asked by Journal whether there were any views expressed from other offices and stakeholders. The question was asked in order to find out whether there are any people who have found it helpful or identified flaws in it.

She replied as follows, " We have piloted the materials with clients in the Eastern Free State and it went very well. We still have to pilot it in the Northern and Southern Free State. Suggestions have been made by myself and the facilitators to make a few minor changes in the workshop manual, but we feel the entire package works very well."

She continued and said "The group with whom we piloted thought the package was great. What we need to do however, is to follow up with them in a few weeks time to see how they have benefited from the workshop and the entire package."

Kristin further responded that the Free State Department of Agriculture is training all it's extension officers to use the multi-media package, and the training is likely to be done by one of the FSPDLA planners. She said the Northern Province and Eastern Cape are considering replicating the materials to suite their provinces and an acting provincial director for Gauteng PDLA phoned telling them that the materials were fantastic.

SSCs not necessarily corporate centralisation

By Lesley-Anne Wilkinson

Shared Services combine the benefits of both centralised and decentralised operations, however, people are often confused by the difference between centralisation and shared services. The history of organisations over the past 20 years has seen them decentralising because centralisation led to a monolithic and insensitive corporate culture with little regard for customer needs - both internal and external.

But on the other hand decentralisation led to the need to create duplicate infra-structure within each operating unit in order to conduct support functions and pro-cesses. Over time, organisations realised that the ideal structure would be one in which some activities were concentrated (not centralised) and others were distri-buted (not decentralised), and it therefore became necessary to define which activities are appropriate for concentrating.

Shared Services involve taking repetitive common processes and activities out of the Departments and moving them into a Shared Services Centre (SSC), freeing up the Departments to spend more time performing core and higher-value added tasks. This allows the SSC to achieve improved efficiencies and economies of scale while providing a high level of service to the organisation. Sharing Services can be defined as:

• any processes within an organisation that have a separate set of dedicated resources (e.g. people or assets)
• managed through a single organisation that serves multiple Departments within the organisation that delivers mutually agreed service levels to defined customers at a specific cost.

By implementing a Shared Service solution, the organisation goes beyond simplification and standardisation, and is required to rethink its process, structure, organisation, and systems rather than adopt the same bad practices in a centralised location. As the scope of Shared Services increases, so does the potential magnitude of benefits.

Achieving customer satisfaction and cost savings require that the SSC establish and align expectations with internal customers. Service Level Agreements define and document the cost, quantity and specification of all services provided by the SSC to the internal customers. This link to the customer is what differentiates Shared Services from centralisation functions.

Therefore, Shared Services is definitely not corporate centralisation.

The difference between Corporate Centralisation and Shared Services

Centralised processing brings with it a "corporate" mentality, where service providers are located at a centralised corporate head office. They bundle services and standardise them. The business units receiving the services from the centralised function take what they get, and live with it and they generally have no recourse to poor service delivery. There is therefore little accountability by corporate staff for costs or service levels.

• Mandated policies and timelines
• Accountable for deadlines and costs
• Corporate office focus
• Located at corporate headquarters
• Cost reduction strategy
• Unresponsive
• No department control of central overhead costs
• Inflexible to department needs
• No options, no contracts
• Departments do not participate in governance.

On the other hand, in a shared service environment, the service providers are oriented outward towards the departments to whom they provide services. The individual departments are the shared service organisation’s partners, and they have the right to demand the appropriate service level. In a shared service environment, service providers can be centrally located, located in centres of excellence, or embedded into each Department in a physical sense, although they all report to the shared service organisation’s management, rather than to the individual business unit management or to corporate management. Finally, there is joint accountability for costs and quality through agreements that stipulate service level and pricing.

• Jointly created service level agreements
• A service provider to a diverse set of Departments
• Collective experience
• Independent of Departments
• Enhanced career progression
• Accountable for quality and responsiveness
• Internal "customer" focus
• Located based on organisations needs, cost of operations and employee demographics
• Departments participate in shared services governance.

Therefore, going further than the previously established practice of using a single data centre, the shared services centre approach also addresses the issues of people and facilities. Reorganisation not only eliminates many duplicate costs but exploits economies of scale and frees departments to refocus on higher value-adding tasks, while training and empowering the people within the shared service centre.

The Shared Services Centre (SSC)! What is it and why is it in Gauteng? These are some of the questions that one hears when the phrase is mentioned. Some think it is privatisation or centralisation or outsourcing or some flavour of the times in the business arena.

It is neither of the above. It is a reality and it is a foundation that supports our GPG Smart Province Concept - Does Quality Service Delivery ring a bell? Does focus on Core Business for the benefit of the public sound familiar? I can go on and on. The fact of the matter is that, with the powers given to us by our key stakeholders, (the public), have a mandate to meet their expectations with unwavering focus.

Therefore implementing the SSC seemed logical and made economic sense. A point has been made in several forums that South Africa is the cornerstone for the rest of Africa and possesses tremendous potential to improve the economic challenges faced by our counterparts in Africa. And Gauteng is the Hub that can facilitate the process. What an opportunity! These are exciting times for all of us, so let’s get to work!

Now what is a Shared Services Centre?

The Shared Services Centre

The Shared Services Centre is a consolidation of high volume, internal, transaction based support functions that are not core to the GPG departments.

These include Finance, Procurement, Human Resources and Technology Services. The SSC project name is "Imbumba", a Nguni name, meaning the "coming together" of like activities for a common purpose.

A Shared Services Centre is characterised by the following qualities:

• It is customer focused
• Its core function is to deliver quality support services to its customers
• It operates on standardised processes and common standards
• It is a centre for collective expertise.

In essence, the SSC is about delivering quality support service whilst enabling the Departments to focus on quality service delivery of core services to the public.

The relationship between the SSC and the GPG departments will be governed by Service Level Agreements which will be drawn by the two parties. To ensure service delivery as agreed, Customer Relationship Managers will act as a link between the GPG departments (customers) and the SSC.

Why the SSC for Gauteng?

The SSC is going to be a vehicle to deliver on the National mandate to improve the quality of service to the public. The country is faced with glaring shortage of resources, both financial and human. This is a National issue and we can’t fold our arms and give in. we realised that we needed to optimise the resources at our disposal.

The GPG conducted an in-depth investigation of the issues surrounding limited resources and the outcome was that the Departmental support services were of a poor quality and costly. It was then that the GPG Executive Committee pondered and debated about the potential solution. And guess what, the SSC became a practical and viable solution for the Province.

What are some of the benefits of the SSC?

The SSC will bring significant benefits to the GPG. The ultimate is to have a SSC that offers professional services in the areas of Finance, Human Resources, Procurement, Technology Services and Internal Audit. Currently, these services are duplicated and inconsistent across Departments. They are also non-core to the departments. Some of the benefits of consolidating these functions include the following:

• Customer focus resulting in customer satisfaction
• Effective and efficient processes ensuring reduction in cost of providing support services
• Reduced cost of procuring goods and services
• Standardised processes and common standards
• Better and consistent information for decision making
• Opportunities for professional growth and skills development.

Office security is of utmost importance to us all and the main purpose of office security is to save lives and protect property. Office security is one of your responsibilities as an employee of this department.

The following hints/guidelines should be adhered to at all times:

HINTS/GUIDELINES

• It is important that all personnel occupying offices be security conscious. If one person is negligent, then the others may suffer through his/her negligence.
• If strangers are seen wandering about in the premises, it is the duty of every employee to enquire of their presence or to immediately call the departmental security at the following extensions:

1. 8601 Main entrance for parking.
2. 8219/8342 Main entrance Old Building.
3. 9622 Main entrance South Block.

It is not only the task of the security officers, never assume that a person has the right to be in the office or building. First ascertain the true facts before it is too late.

NB: A description of the stranger is important such as:

- The clothes

- height

- Race (Black/White)

- Sex

- Exact area last seen and direction taken.

• Do not allow furniture or equipment to be removed or maintenance work to be done in the office before confirming with the head of the office.
• If there is a visitor in your office, do not leave the office to attend to something else outside.
• Never leave personal items such as handbags, briefcases, jackets wallets, cellphones, expensive pens/pencils, calculators, laptops (Govt) unattended in your office, as valuable items can easily be stolen.
• When you go off duty lock all classified documents in a secured place.
• Keys must not be left lying around, left hanging on office doors, or put away in desk drawers.

It is quite safe to lock your door at all times when you leave your office.

Make sure that you always keep your office keys with you when you come to work and only leave them for emergency cases with your supervisor or someone you trust when you go on leave.

• Switch off all electrical appliances that need to be switched off when going off duty.
• Close your office windows to avoid office damages that may arise as a result of unfavourable weather conditions.
• Never overload your electricity plugs in order to avoid electrical short circuits which may cause fire.
• In the event of a fire close your windows but should it be a bomb-threat leave your windows opened.

Introduction

The gazetting of the Tobacco Regulations which give effect to the Tobacco Products Control Amendment Act No 12 of 1999 is a significant achievement in public health for our country.

WHY THE TOBACCO LAW

* The majority of South Africans do not smoke. A recent survey only found that only 25% of the adult population in South Africa smoke. Without these control measures, three quarters of the adult population as well as children are exposed to the substantial health risks of passive smoking. Tobacco use therefore warrants in the public’s interest restrictive laws;

* The vast majority of people prefer to breathe clean air and support smoking restrictions. Market Research in 1998 found that 99% of nonsmokers and 70% of smokers support a ban on smoking in public places.

The Tobacco Act does not seek to ban smoking. Instead it seeks to protect nonsmokers from the dangers of passive smoking.

PROVISIONS OF THE TOBACCO LEGISLATION

The Act defines public places as any indoor or enclosed area including the workplace and public conveyance.

All public places with the exception of smoking establishments may designate 25% of the total floor area as a smoking area. These include restaurants, places of accommodation, airports, workplaces, passenger ships and passenger trains.

However this excludes "smoking establishment", which means an establishment where the primary business is to sell tobacco products to the public for consumption on or off the premises.

An employer, owner, licensee, lessee or person in control of a public place may designate a portion of a public place as a smoking area, provided that:

(a) the designated smoking area does not exceed 25% of the total floor area of the public place;

(b) the designated area is separated from the rest of the public by a solid partition and an entrance door displaying the sign "SMOKING AREA";

(c) the ventilation of the designated smoking area is such that air from the smoking area is not recirculated to any other area within the public place;

(d) a health message and penalty that apply for contravention must be displayed on the entrance to the designated smoking area.

Employers must have a written policy on smoking in the workplace, which comes into effect by the 1^st January 2001.

Implementation date:

This notice comes into operation within three months after the date on which the Act comes into operation (1/01/00).

Where structural changes are necessary to comply with this notice, written applications requesting exemption for periods of up to six months will be considered.

Applications must be addressed to the Director-General: Health, Private Bag X 828, PRETORIA, 0001.

Penalties

Any person contravenes this notice, shall be liable to a fine not exceeding R200 or such penalties as may be determined.

2. ADVERTISING, SPONSORSHIP AND PROMOTION OF TOBACCO PRODUCTS

The Regulations prohibits all advertising, sponsorship and promotion of tobacco products. This will come into effect on the 23^rd April 2001.

The Regulations makes exemptions for unintended consequences:

* Advertisements in books, magazines, newspaper material, film or video that is produced outside of the country are exempted on condition that – the purpose of such an advertisement is not to primarily advertise tobacco to the people living in South Africa.

 

Penalties that apply

A fine of R200 000 will apply for infringements of the advertising, promotion and sponsorship provision of the Regulations.

A retailer of tobacco products may indicate the availability of tobacco products and their price only by means of signs at the point of sale. This sign must indicate the message "WE CANNOT BY LAW SELL TOBACCO PRODUCTS TO ANYONE UNDER THE AGE OF 16 YEARS".

This sign must not be more than one square metre in size and placed within one metre of the point of sale.

Implementation date

By the 1^st January 2001.

1. The tar yield of cigarettes must not be greater than 15mg per cigarette and nicotine not greater than 1.5 per cigarette as from 1 December 2001.

2. The tar and nicotine levels will be reduced further to 12mg and 1.2mg respectively from 1 June 2006.

 

 

The legislation prohibits free distribution and reward of tobacco products. Any person who fails to comply with this will be liable to a fine of R200 000 or to such imprisonment as may be determined.

The legislation prohibits the sale of cigarettes to children under the age of 16 years. Any person found guilty of contravening this law will be liable to a fine of R10 000.

Cigarette sales from vending machines will be restricted to places where such machines are inaccessible to children under 16 year.

The penalty that applies for the contravention of this law is R10 000.

ENFORCEMENT OF THE LAW

When the public know the rules, most people obey the law. The Tobacco Law will be self-enforcing as the majority of nonsmokers and smokers support it. Current restrictions on smoking in cinemas, theatres and airplanes are respected without any policing.

I thank you.

The WC DLA HIV/AIDS policy launch was held in the Civic Centre, Cape Town on 18 August 2000 to reflect the commitment by the Department of Land Affairs to the Aids awareness campaign. The launch was well attended by approximately 450 members of staff from the various offices in the Western Cape.

Ms Lorraine Berling, a Deputy Director at Surveys and Mapping, welcomed all present and informed everyone that HIV/AIDS is not an ethnic illness and that any group is susceptible should they not take the necessary precautions as advised by the medical fraternity.

In her presentation Ms Shanaaz Majiet, DLA Transformation Director, Department of Land Affairs emphasized the importance of having open discussions on this illness and traced its history back to its beginning in the Department and called upon all members at the meeting to give the Aids awareness campaign their full support.

The DLA senior managers listed hereunder committed not only themselves but their various offices to support this campaign in full and if possible to form Aids awareness committees in their various offices. As a token of their commitment to the policy they signed it.

• Mr DG Clarke(Chief Director : Surveys and Mapping, Mowbray)
• Mr Tony Wynne who stood in for Mr John O’bree (Surveyor-General : Cape Town)
• Mr T Fife (PDLA Office : Cape Town)
• Mr LA Roberts(Lands Claim Commission : Cape Town)
• Mr B Baatjies(Deeds Office : Cape Town)

Ms Villas Tyeku from the National Association of People With Aids (NAPWA), informed all present that she is HIV positive. She then proceeded to give a most informative talk of how she contracted this illness and how she has successfully coped thus far. It was a touching, an emotional, an informative and a courageous speech on how an HIV sufferer is continuing to carry on with her normal daily life and care for her small daughter who is also HIV positive. The speech not only made people present aware of the dangers of contracting the illness but of how one can still lead a normal and a fruitful life should one stick to the necessary precautions.

Ms Tyeku welcomed questions from the audience and most surprising from the various questions asked to note that there is still ignorance about this illness in the Public in general.

For the launch of the Department of Land Affairs HIV/AIDS Policy, the PDLA, the Deeds and the Regional Land Claims Commission offices in the Northern Cape came together as one entity, to witness management pledging their commitment in the fight against AIDS and explaining how they would integrate it in the workplace so as to create an environment conducive for those living with HIV and how to deal with such individuals so that they do not feel like outcasts.

The occasion started off with the Provincial AIDS Coordinator in the PDLA, the writer, explaining the purpose of the event and the importance of having the policy in place.

Mr. M Jansen from the RLCC, introduced the guests from the Zenzeleni wellness center, the local Cultural group, Ubuntu, Mr. I Faywers and the key note speaker Mr. O Mvula, from the PDLA NC, who has shown tremendous support in the fight against AIDS by pledging his commitment on the 10 November 1999 which was way before the finalization of the policy.

A person living with HIV/AIDS from the Zenzeleni wellness center shared his experiences around HIV/AIDS. He also shared with us the negative impact it has on his life like losing his job, his friends, how indifferent his family treats him after discovering that he was living with HIV. He encouraged people to take the disease seriously and confirmed that it exists and that precautionary measures must be taken against it.

A special song written and produced just for the occasion was performed by Ivan . The song emphasized the fact that AIDS did not have colour and does not discriminate. It pointed out that we are victims of this disease and that if brothers and sisters do not come together as one we will not be able to fight this plague that is wiping out our nation.

The keynote speaker Mr. O Mvula took us back to the Uganda scenario where the epidemic, within a short space of time spread at an alarming rate and is slowly washing away the nation. Finally the president of the country found it very important to intervene and that was to start off by fighting the plague from the govenrment perspective and to filter it through to the ordinary man on the street. Another scenario touched on the situation Botswana.

A shift was made to touch on how important it is as management to be well vested with such issues and how to deal with them in the workplace. It is important to have partnerships with governmental bodies and NGO’s and to fully integrate it in our duties.

A play performed by a local cultural group called Ubuntu, focuses on AIDS in the workplace. This was mostly around how people perceived it, how rumours spread falsely because of ignorance and lack of knowledge. Most importantly were how managers should be able to relate to someone infected and what measures would be necessary so as to be able to deal with the issue in a professional way that will not hinder progress in the work environment.

On the one side of the hall we also had an exhibition by the Aids Training & Information Centre(ATIC) who provided pamphlets focussing on AIDS in the Workplace and condoms.

The Guest Speaker Ms Linda Nombembe, EC Welfare Provincial Government Department AIDS Co-ordinator, provided the event with up to date information on HIV/AIDS pertaining to the Eastern Cape and mentioned all the services that her department is offering. She also mentioned that the Department of Land Affairs is the second Department in the Eastern Cape to have an event of this nature and she trusts that this is not the last time that the Department will be engaged in HIV/AIDS related issues. Her address was received with great enthusiasm by all guests.

The Eastern Cape Provincial Director, Mr.Mike Kenyon, emphasised on the seriousness of the disease. He mentioned that the AIDS is a reality whether we like it or not, for people are dying of it everyday . "If you take a look at the local newspapers you will find that most people who are under the Classified Section – Funerals is the youth".

Mr. Kenyon was supported by Eastern Cape Regional Land Claims Commissioner, Mr. Tozi Gwanya who launched the HIV/AIDS policy. He gave practical examples of HIV/AIDS seriousness. He mentioned that it is difficult for parents to talk about sex-related issues to their kids but the bottom line is that they have to find a way to do so, because soon the country will only be made up of old people as our youth is dying of the disease. He spoke from a parental point of view. He also mentioned that it is easier to talk to colleagues about HIV/AIDS as they are adults and that we should begin to talk about HIV/AIDS in our workplaces.

The Head of Offices in the Eastern Cape : Mr. T. Gwanya - EC RLCC

Mr. M.Kenyon – EC PDLA

Mr. J. Badenhorst - KWT Deeds

Mr. N. Mantanga -UMTATA Deeds , then

pledged their support to the upkeep of the policy in their respective offices. All the Heads mentioned that they will do their best to make sure that the implementation of the policy does take place. We also need to mention that the HIV/AIDS policy poster was signed not only by the Heads of offices as planned but also by the rest of staff members as an indication of everyone’s support and commitment.

A warm, friendly atmosphere prevailed throughout the function, an atmosphere instilled as people, who would not otherwise have had the chance to meet mingled with each other during the finger lunch. Mr. M. Warburton sang peaceful melodies during lunch that was provided before the function started. The damper caused by the fact that a mere two white departmental officials attended the launch, excluding visiting and departmental dignitaries, was soon lifted when the function was in full swing.

After his "Welcome" speech, the Master of Ceremonies, Mr. M. Nkabinde, read a speech written by the Director of Communications, Ms. Stoncey Lebethe and then introduced each speaker. All speakers imparted important information and / or advice to an engrossed audience. Mr. A. van den Berg, the Chief Surveyor-General, spoke of the impending impact of HIV/AIDS on the department and its officials as well as the ‘man in the street’. Dr. Buthelezi and Ms. W. Mthembu, both high ranking Department of Health officials, offered congratulations on a well-written policy and support for its implementation. Dr. Dyer, a Pietermaritzburg Transitional Local Council official, provided information on HIV/AIDS statistics for the region and facilities available. The pilot sight, children aged 10 to 13, were given a veritable avalanche of information regarding the causes, effects, treatment and emotional trauma connected with HIV/AIDS.

Ms. S. Shabane, a member of the Siyaphila Foundation consisting of people living with AIDS, was kind enough to share her experiences. Ms. Shabane held the audiences’ attention rapt as she recounted her feelings of fear, anguish and hope.

Welcome breaks were offered intermittently throughout the function in the forms of marimba music provided by another N.G.O. consisting of people living with AIDS, the Worker Ministry Project, and Forest Hill Primary’s AIDS-based musical play.

After pledging commitment to the upkeep of the departments HIV/AIDS policy the Registrar of Deeds (Mr. Basson), the Provincial Director (Mr. Clacey) and the Deputy Surveyor-General (Mr. Birkett) joined the rest of the guests in signing the policy thus providing written proof of their commitment.

For the DLA HIV/AIDS policy launch other partners in Aids were invited. The Department of Health also managed to send an Aids drama group.

The writer, who is the DLA provincial Aids co-ordinator in Mpumalanga gave an overview of the activities of the National Aids committee and mentioned that DLA is among the first government departments to produce an HIV/Aids policy. She further highlighted that the provincial office has also established an HIV/Aids structure to meet the needs of the staff with regards to HIV/ Aids issues. She promised that the members of the DLA provincial Aids structure will be trained on lay counselling.

In his launch address, the Acting Chief Director for the Implementation Branch, Hilton Toolo mentioned that Aids is living with us and its statistics is growing. He indicated that much as it is scary to go for tests, it is advisable that people know their status. He then read through the Aids policy poster and signed it.

Thereafter the drama group performed a play on HIV/AIDS education. This was followed by interesting games against Aids. Both female and male staff played soccer and later there was a tag of war and a bag race.

The municipal workers and local children joined when the drama was played and were given pamphlets and posters on HIV/Aids.

One of the fundamental elements of a successful HIV / AIDS program is the development of an HIV / AIDS workplace policy as it provides the framework for ACTION. An HIV / AIDS policy demonstrates the department's commitment and concern in taking active steps to manage the HIV/ AIDS epidemic.

The Department of Land Affairs' HIV/AIDS has been successfully finalised and launched. DLA satellite offices in the North-West jointly launched the policy at Bop Recording Studio (Rhino Studio).

Almost all officials managed to attend the launch even though others were engaged in their projects. Their attendance afterwards showed their commitment to the event.

Ms. Mereotlhe was our guest speaker and launched the policy. She is the Deputy Speaker in the North – West Province and a Chairperson of the Internal Arrangements Committee. There are other six legislative committees that she serves.

Indeed her speech was encouraging, fruitful and educative to officials to seriously taking into consideration of illness. She further emphasised on the AIDS LAW PROJECT and managing HIV /AIDS in the Workplace and a priority for management on HIV / AIDS and Human Rights and also made an impact on the "Practices that Spread the AIDS virus (HIV) and implications for the workplace. She also requested officials to educate each other.

All officials signed the policy with a team building spirit, and concern. The big policy will be laminated and pasted on the PDLA boardroom immediately after all staff members signed.

Each official received policy to paste in different offices and some were given to other government officials who were present.

The event was well organised and successful for the day. We hope everyone who pledged or signed this Departmental HIV / AIDS Policy is committed.

The Aids Workplace Policy was launched on 18 August 2000 at Jacaranda Overnight in Pietersburg.

All personnel, with the exception of a few, attended the launch. The programme started at 11.45 and ended at 14:00 after having lunch.

The keynote address was given by Herbie Smith from the Aids Attic in Pietersburg.

A minute of silence was observed to remember those who have died of Aids and especially those relatives and orphans left behind.

Each staff member received his/her own copy of the policy.

All staff members, and not just management, signed their commitment to the policy during the launch.

Most of us are at risk of HIV and STD infection. The rate of new HIV infection per day is continuously on the rise, despite awareness campaigns and education programs. It is vitally important for all of us to know more about the groups of people who are regarded as being at specific risk of contracting HIV and STD infection or transmitting infection to others (commonly referred to as "High Risk Groups"), which are as follows:

The highest rate of HIV infection is taking place in this age group. It is reported that one teenager in every five is infected. The following problematic situations continue to prevail:

In the traditional African cultures, open discussion on sexual matters between parents and their children (particularly teenagers) is unacceptable.

Teenagers normally have limited knowledge about sex and associated dangers and often exert pressure on each other to participate in sexual experiments.

Teenage girls finding themselves in large family or step-parent households, usually face abuse by older men in the family.

d) Teenage girls are frequently facing requests by older men for sexual favors in

exchange for gifts or money. This is highly dangerous, considering that these men

probably have other sexual partners and will, in the process, introduce the girl

to a form of future prostitution.

It is of critical importance to aim for behavior change amongst teenagers, with focus on life skills training and the importance of either abstaining from teenage sex or practicing safe sex, by the correct use of condoms.

These women are exposed to abuse by their clients, as they perform their role on a fee for service basis. They often are also prepared to perform sex acts without the use of a condom, at a higher fee. This practice places them at a compromised position and makes them vulnerable to HIV and/or STD infection, as well as spreading infection to other sex clients.

Individuals with more than one sex partner are at particular risk, because their partners often also have other partners, resulting in a growing circle of people at risk of HIV and/or STD infection and spreading of these diseases.

The most common types of STD’s are Gonorrhoea ("drop"), Syphilis (genital sores) and Herpes (blisters on genitals). People who have contracted these diseases are extremely vulnerable to the risk of HIV infection, as well as spreading both the STD that they are suffering from, and HIV to their sexual partners(s).

Illiterate people – especially those in rural areas.

A high percentage of these people are unemployed, allowing ample time for engaging in social activities that easily result in irresponsible sexual behavior and associated risk of STD and HIV infection. Access to normal means of communication such as television and printed matter is poor and, even when available, there is a lack of proper understanding of awareness/educational information. In most cases, these people are only reached by radio transmissions, without any opportunity for clarity and further information required.

Most of these people are unemployed and crime, rape, violence and child abuse are common. The need for survival often results in family members being prepared to accept gifts or money, in exchange for sexual favors - posing a serious risk of STD or HIV infection and spreading these diseases.

Pregnant ladies who are HIV positive