Peoples Assembly 12 April 2014 Cllr LS Botsoere MMC: Protection - - PDF document

People’s Assembly 12 April 2014

Cllr LS Botsoere MMC: Protection and HR

This portfolio includes:

• Fire & Rescue Services
• Crime Prevention
• By-law enforcement
• Traffic Control
• Street signs & names
• Informal Trading & Markets
• Labour Relations
• Skills Training
• Employment Equity

Protection Services

Mr Eugene Lensley Executive Director Councillor James Botsoere MMC

Fire Section

Capital Pr

• jec ts 2014/ 15

2 Containers was bought for training purposes, to store equipment and to simulate confined space. 5 Fire Fighter Trailers was bought to strengthen the FPA and to ensure service delivery to the farmer community. 200 Fire Balls was bought to expand the Fire Ball project in the informal settlements. An 15 KVA UPS was bought for up grading of the CCTV monitoring project.

Fire Section

Capital Pr

• jec ts 2014/ 15

An 18 inch Positive Pressure Ventilator (Fan) was bought to assist fire fighters in ventilating burning buildings during fire combating. 1 Blisfire Oscillating Monitor was bought to assist fire fighters in combating fuel-fires, operating on its own when firefighters have to evacuate due to extreme heat. 100 Bibs for Patrollers.

Achievements

Achievements of fireman during the TFA- Toughest Fire Fighter Alive – challenge These were the personnel participating:

Protection Services

Over All 2nd Place

Further Achievements

During the Provincial selections for a USRT (Urban Search and Rescue Team) for Gauteng was 8 out

• f 15 candidates selected from Midvaal.

Selections was based on knowledge and fitness. 6 Operational and 2 Management personnel successfully completed a fire investigation course.

Human Resources

Mr Ben Motsukunyane Executive Director Councillor James Botsoere MMC

Human Resources’ Vision

Management Services strives to provide a fair, equal and unbiased human resources function to all employees. Maintain a good employer/employee relationship and develop a human resources component that exceeds organisational expectations and improve productivity.

The mission statement is underpinned by the following guidelines:

• Sustainable

growth and development through recruitment and training;

• Transformation

and integration, equity and recognition

• f

a diverse workforce through diversity management and employment equity;

Human Resources

• Accountable and transparent local government by

conforming and ascribing to regulations stipulated by law;

• Respect for every employee’s fundamental human

rights both personally and within Council;

• Sustainable

growth and development through recruitment and training;

Human Resources

• Transformation

and integration, equity and recognition

• f

a diverse workforce through diversity management and employment equity;

• Accountable and transparent local government by

conforming and ascribing to regulations stipulated by law;

• Respect for every employee’s fundamental human

rights both personally and within Council.

Human Resources

• Transformation

and integration, equity and recognition

• f

a diverse workforce through diversity management and employment equity;

• Accountable and transparent local government by

conforming and ascribing to regulations stipulated by law;

• Respect for every employee’s fundamental human

rights both personally and within Council.

Human Resources

Management & Mayoral Committee Employees

HUMAN RESOURCES

Recruitment & Personnel Human Capital EAP, Benefits & Time and Attendance Labour Relations & OHS

Human Resources

Recruitment

• Responsible for:

– Recruitment & Selection – Employment Equity Plan & Report – Job Descriptions – Policy formulation and implementation – Appointment of Indigents

Indigent Recruitment

Application form to be completed with Financial Services Application sent to Community Services Social worker does Home visit/ Screening of application

Indigent Recruitment

When requests to fill vacancies (temporary & permanent) for entry level positions are received indigent list is utilised

• Registered indigents

to re-apply annually.

• Indigents to ensure

that contact details contained on application form is correct and updated Indigent Screening Committee comprises of:

• MMC’s
• Finance Officials
• Community Services’ Officials

Human Capital

• Responsible for:

– Employee Wellness – Benefits administration – Time & Attendance – HIV & AIDS Workplace Programme – Terminations administration – Leave administration

EAP, Benefits & Time and Attendance

• Responsible for:

– Employee Wellness – Benefits administration – Time & Attendance – HIV & AIDS Workplace Programme – Terminations administration – Leave administration

Labour Relations & OHS

• Responsible for:

– Disciplinary Action – Occupational Health and Safety