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Manager Corporates Services

Position : Manager Corporates Services

Reference : MCS001/02/20

Department : Corporate Services

Remuneration : R 869, 007.000 Per Annum (Inclusive of Provident Fund, Medical Aid, Housing Allowance and 13thCheque benefits.

Purpose of the post: To manage Corporate Services Department of Council (Finance and Accounting, Assets, Logistics, Supply Chain, and Human Capital Management of the Council, national and chamber budgets; to ensure that all revenue, expenditure, assets and liabilities of the Council are managed efficiently and effectively; and provide administrative support to line functions within the secretariat as outlined in the strategic plan of Council and the performance agreement of the incumbent.

Reporting line: The position reports to the General Secretary.

Key Performance Areas:

• Manage the proper regulation, supervision and timely implementation of full and accurate set of books of account reflecting all activities of the council in accordance with the International Financial Reporting Standards, Finance Policy and procedures (financial statements, Income and Expenditure, Financial Position, Bank and other cash reconciliations and Audited Financial Statements).
• Manage the preparation of annual financial statements in line with the International Financial Reporting Standards (IFRS) and Public Finance Management Act (PFMA), and Finance Policy and Procedures.
• To coordinate the preparation, implementation, maintenance and control of the annual budget and the half yearly review; other budgets and financial plans through an effective financial environment and internal regulations in line with the International Financial Reporting Standards (IFRS) and Public Finance Management Act (PFMA), and Finance Policy and Procedures.
• To manage the safekeeping of all assets and management of the asset register, to ensure Compliance of accounting policies and practices by ensuring effective and efficient supervision and timely implementation of full and accurate set of books of account reflecting all activities of the council in accordance with the IFRS, PFMA and Finance Policy and procedures.
• To manage Finance Committee (FINCOM) and ensure that meetings are held according to the year plan and preside at such meetings by ensuring that dates set and adhered to. Develop FINCOM and EXCO reports, such as financial statements monthly. Present mid-year and annual financial statements to Council. Attend Council meetings on ad-hoc basis to report on financial statements.
• To ensure human capital management and development functions of the Council, namely: facilitating training and development of all staff members, recruitment and selection as per policy; compensation and benefits, employee relations management, health and safety management, and ensuring compliance of the all Labour laws and Council policies and procedures.

Requirements:

The Candidate must have matric (grade12), and a recognised three (3)-year Bachelor of Commerce Degree in financial accounting; preferably at an honours level. A Post Graduate Diploma in management will be an added advantage. The candidate must have a minimum of ten (10) years’ relevant experience, of which three (3) years must have been at a managerial level. The candidate must also possess a minimum of three (3) years’ experience in accounting software such as Pastel Accounting and Payroll.

Competencies: The candidate must have sound knowledge of Finance and Accounting, Human Capital Management and an understanding of relevant legislation such as International Financial Reporting Standards (IRFRS), Public Finance Management Act (PMFA), Public sector Labour laws and related regulations and policies.

Core Competencies: Strategic capability and leadership, programme and project management, financial management, change management, people management and empowerment. Characteristics such as integrity, honesty, reliability, accurate working ability and numeric calculations, Service delivery innovation, knowledge management, problem solving and analysis, communication, client orientation and customer focus.
Enquiries for the abovementioned position must be directed to: Human Resources Office at 012 765 5100.

Interested candidates must forward an application letter indicating the position that they applying for, accompanied by a concise CV with three (3) contactable references and recently certified copies of qualifications must be clearly marked “CONFIDENTIAL” and hand delivered to the General Secretary, PHSDSBC’s Offices, Block “A” on 260 Basden Avenue, Lyttleton, Centurion or Postal Address P.O. Box 11467, Centurion, 0046 or emailed to recruitment@phsdsbc.org.za
Closing date for applications is Friday, 21 February 2019 No late applications will be accepted.
Note: Appointment will be made at sole discretion of the PHSDSBC. It will also be expected of the successful candidates to present a case study and after interviews, undergo competency assessments, and on appointment to sign a performance contract. Correspondence will be limited to short-listed candidates for an interview only. Candidates who have not been contacted within 30 days may assume that they have not been considered for an interview and are hereby thanked for applying.

The Public Health Social Development and Sectoral Bargaining Council is an equal opportunity employer and is committed to the achievement and maintenance of diversity and equity in employment and intends to promote representivity and achieving affirmative in all occupational levels, targets as contemplated in the Employment Equity Act, 1998.

ADMINISTRATOR: DISPUTE MANAGEMENT

ADMINISTRATOR: DISPUTE MANAGEMENT BASIC SALARY: R 173 703 PER ANNUM PLUS PROVIDENT FUND; MEDICAL AID; HOUSING ALLOWANCE & 13th CHEQUE

Purpose of the post: To provide an effective administrative support service to the structures of the Council in achieving the strategic objectives of the organization aligned to the department and meeting the required minimum standards, as outlined in the business plan of Council and the performance agreement of the incumbent.

Reporting line: The position reports to the Manager: Dispute Management.

Key Performance Areas:

• To liaise with panelist on the records of proceedings finalized.
• To attend to all internal and external filing duties of dispute management records.
• Attend to administrative functions of review applications and labour court judgements.
• Capturing and updating review applications on case management system.
• Ensure compliance with labour court rules on filing of records upon receipt of notices of notion.
• Attend to all stakeholder correspondences received by dispute management.
• Liaise with service providers on dispatching and filing of dispute management records.
• Capturing of panelist, interpreters and suppliers’ invoices on the case management system.
• Reconcile finances claimed by panelist, interpreters and suppliers.
• Conduct verifications on kilometers travelled and service rendered by suppliers.
• Processing of the Commission for Conciliation, Mediation and Arbitration (CCMA) monthly applications on subsidies.
• Coordinating the quarterly Dispute Management Committee meetings.
• Maintain copies of records submitted to Labour Court.
• Compile, monthly, quarterly and annual reports.
• Attend to general telephonic enquiries of the Council.
• Liaise with Information Communications and Technology department and update the content of dispute management on the website.

Requirements:

Candidates must have matric (grade12), and a recognised three (3)-year Degree/ Diploma in labour relations/labour law. The candidate must have a minimum of two (2) years’ proven experience in administration of dispute resolution cases. Experience on case management system and basic financial management will be an added advantage.

To be considered for the position:

The candidate must have sound knowledge and understanding of public service labour law, as well as good interpersonal, communication and writing skills, numerical skills and ability to work under pressure with strict deadlines.

Interested candidates must forward an application letter indicating the position that they applying for, accompanied by a concise CV with three (3) contactable references and recently certified copies of qualifications must be clearly marked “CONFIDENTIAL” and hand delivered to the General Secretary, PHSDSBC’s Offices Block A on 260 Basden Avenue, Lyttleton, Centurion or Postal Address P.O. Box 11467, Centurion, 0046 or emailed to recruitment@phsdsbc.org.za
Enquiries for the abovementioned position must be directed to the Human Resources Officer, at 012 765 5100.

Closing date for applications is Friday, 14 February 2020 No late applications will be accepted.

Note: Appointment will be made at sole discretion of the PHSDSBC. It will also be expected of the successful candidate after interviews, to undergo competency assessments, and on appointment to sign a performance contract. Correspondence will be limited to short-listed candidates for an interview only. Candidates who have not been contacted within 30 days may assume that they have not been considered for an interview and are hereby thanked for applying.

The Public Health Social Development and Sectoral Bargaining Council is an equal opportunity employer and is committed to the achievement and maintenance of diversity and equity in employment and intends to promote representivity and achieving affirmative in all occupational levels, targets as contemplated in the Employment Equity Act, 1998.

 

ILERA Congress

Council Delegation to ILERA African Regional Congress in Mauritius

REPORT ON FORENSIC PATHOLOGY SERVICES: 19 – 23 MARCH 2018

Forensic pathology services fell under the ambit of the South African Police Services (SAPS). A signed memorandum of understanding amongst the National Department of Health (NDoH), Department of Public Works and SAPS, in 2006, transferred the responsibility from SAPS to the Department of Health (DoH)

Subsequently, the Council concluded Resolution 2 of 2010; the objective of the resolution, being to introduce an Occupational Specific Dispensation (OSD), remuneration and career progression for therapeutic, diagnostic and related allied health professionals.

Forensic Pathology Officers (FPOs) are also part of the allied health professionals. The implementation of this resolution had created disparities amongst the FPOs, resulting in inconsistences across the various provinces.

Consequently, the trade unions requested the Council, to review the resolution in order to deal with its unintended effects. The primary concern of the implementation was the downward variation of the salary structure, from levels five (5) and six (6), to a model made up of only two (2) grades; one (1) and two (2) respectively. Whereas, the previous salary structure had four (4) levels to progress in; not only levels five (5) and six (6), but also seven (7) and eight (8) at supervisory positions. The new model eliminated the latter two (2) levels and combined all these levels into only two (2) grades, i.e. one (1) and two (2).

As a result, those FPOs who occupied supervisory positions, such as a senior FPO at level seven (7) and a chief FPO at level eight (8), had to be paid personal notches, and accept that their careers had reached a ceiling, because of the lack of any further grade progression; which is contrary to the letter and spirit of the resolution. Hence, the provinces started to selectively implement the resolution, which created inconsistences. While some provinces decided not to translate levels seven (7) and eight (8), in order to circumvent placing themselves in a precarious position, others tried to force a fit; giving rise to personal notches at the expense of career pathing.

Parallel to these discrepancies, there was a concern of misappropriation of FPOs, i.e. FPOs were found themselves performing functions that they perceived to fall outside their scope of practice, such as dissecting bodies, removing organs, replacing organs, stitching bodies, and preparing organs for investigation by pathologists. According to the FPOs, they understood their duties strictly, to collect (physical collection), process, safekeep and release corpses, record keeping, assist with post-mortem preparations, and attend court, as and when required.

Due to this very conflict, there was a work to rule or withdrawal of these services, by the FPOs in Gauteng, in June 2017, which cascaded to other provinces, like Limpopo and KwaZulu-Natal. The pressure from the withdrawal of these services, led to the Gauteng Department of Health withdrawing from Resolution 2 of 2010, and remunerating the FPOs through the administrative levels system.

In an attempt to address the conflict, the Council concluded Resolution 4 of 2017, in order to provide for the payment of a special allowance and a danger allowance, to FPOs. The resolution also provided for the payment of a provisional allowance, pending the finalisation of a new model that would take into account all the concerns raised by the FPOs. The provisions were envisaged to take effect within a period of six (6) months, which expired on 29 December 2017. The expiration of the six (6) month period without a new model, led FPOs in Gauteng, Limpopo and KwaZulu-Natal to again withdraw their services, in March 2018.

The parties at the Council have undertaken to expedite the process and find an amicable and long-lasting solution. Processes are at an advanced stage at the Health Professions Council of South Africa in terms of creating a professional register for the FPO. The regulations relating to the registration of Forensic Pathology Officers have been promulgated by the Minister of Health for public comment. The regulations are pending final promulgation after the inputs by the public.

The Council is also seized with the process of finalising a new model for the FPOs and interested parties and the public will be kept informed about progress.