The HR Section of the Directorate Corporate Governance consists of three (3), i.e. Training, Personnel Administration, Labour Relations. The total staff establishment is 23 positions, of which 18 is filled.

The Training Section is responsible for facilitating and liasing all formal and informal training as well all training with regards to Occupational Health and Safety Issues. This section is also responsible for the typing tests of all prospective clerical appointments. This section is also responsible to conduct the induction programmes for all new employees.

Personnel Administration is divided into two subsections, namely Fringe Benefits and Appointments
and Selections, which includes EE stats and completion of EE reports for the Department of
Labour. In-service sessions were held throughout Drakenstein for all the employees regarding
the new dispensation of leave and sick leave. Several employees on salary level 19 to 17 had to
be informed that they will receive unpaid sick leave if they have been off sick for more than twice
in a eight week cycle without proof of visiting a doctor.

Labour Relations deals with all disciplinary matters, grievances, CCMA conciliations and arbitrations.

The Social Worker also reports to the Labour Relations officer. Work-study Officer and Performance Management Officer posts were not budgeted for during this financial year. Hence local work-studies of posts or sections could not be done. This has also caused a delay in dealing with all unfair labour practice cases. Staff shortages can therefore not be calculated scientifically, but benchmarking with other Municipalities is being employed as a short-term solution.

Policies and General
Council adopted the Overtime Policy on 14 December 2005. This policy reaffirms that senior
officials cannot be paid for overtime worked. It also emphasises that work other than emergencies
prior permission needs to be obtained. For overtime remuneration for special projects and tasks, a
motivation must be submitted to Council for approval before such payment may be effected.
The Training Policy was also adopted during December 2005 but the launch thereof took place
in March 2006.

The Staffing and Bursary Policy, as well as the EE Plan are due for revision.
A team-building session was held in May 2006 for the different role players in the HR section to
understand each other’s work and together holistically deliver a better service to the community
and all employees of Drakenstein Municipality.