Background

On 31 July 2012, the Minister for Public Service and Administration and Public Service Unions concluded the Agreement on Salary Adjustments and Improvements on Conditions of Service in the Public Service for the Period 2012/13 – 2014/15 which link pay progression to the professionalization and development of the Public Service. In terms of Clause 4 of this Agreement, the qualifying period for new entrants for pay progression is extended to 24 months.

Following the conclusion of the Agreement, the Minister for Public Service and Administration issued a Directive on 31 October 2012 on the implementation of the Compulsory Induction Programme in the Public Service compelling all new entrants into the Public Service to enrol and complete the Compulsory Induction Programme. This programme will induct new entrants to the Public Service by socialising and acculturating them to become effective and efficient administrators of the State who apply fully the administrative apparatus of the State in meeting the expectations of ordinary citizens of this country, particularly the marginalised.

CIP 1-14 emanates from the Ministerial directive of 2012 as amended in 2015. This directive links the CIP to confirmation of probation and pay progression for all employees who entered the public service for the first time from July 2012. During the delivery of CIP 1-12 it became evident that levels 1-3 are normally left out in class when combined with higher levels. Literacy and numeracy levels of most people in this category are low as compared to those in levels 4 and above. Reports from Monitoring and Evaluation also identified this gap. A separate programme with a different mode of delivery was then developed that would suit people who at these levels. It also accommodates those who cannot read and write.

Purpose

This is the programme that focus on inducting new entrants who are employed at levels 1-3 into the Public Service. This includes, but not limited to, cleaners, general workers, grounds men, etc.

The programme is aimed at building public service cadre that demonstrates developmental values, zeal, knowledge, skills and commitment to serving the ordinary citizens of South Africa.The programme challenges new entrants to embrace the values and mandate of our democratic state whilst creating patriotism.

NOTE: It is mandatory that new entrants to the public service attend the CIP during the first twenty-four months of employment. Failure to successfully complete the CIP will result in the non-confirmation of permanent appointment in the public service, and illegibility to qualify for an annual pay progression.

Target Group

Employees appointed on salary levels 1- 3 with effect from 1st July 2012 must be enrolled on CIP if they fall within the following categories:

  • Employees who are appointed into the Public Service for the first time;
  • Employees who have resigned and re-appointed into the Public Service;
  • Employees on fixed term contracts exceeding 24 months.

Learning Outcomes

The CIP 1-3 seeks to achieve the following outcomes:

  • Demonstrates what it means to take responsibility and accountability to do your work
  • How the public service works according to the constitution and the Batho Pele
  • Understanding of the Basic Conditions of Employment
  • Show the right behaviour when you work with your colleagues to deliver citizen-centred
  • Demonstrate understanding of project management
  • Demonstrate understanding of how performance agreement works
  • Understanding of record keeping
  • How to work with difficult
  • Understanding of Human Resource practices in the public service
  • How Government plans to manage public funds
  • Explain Supply Chain Management procedures
  • Understanding of how to work out a personal

Modules

The CIP 1-3 is organised into four modules as follows:

Module 1:           Knowing what is right in your job (Governance,Accountability and customer service.

Module 2:           Doing the Right Things Right in your job (performance agreements, Project Management and record keeping).

Module 3:           People Matter (Human Resource practices). Module 4:  Money Matters (Finance Management).

 

Accreditation

CIP 1-3 is a non-credit bearing course

Learning Approach

The approach for the design of the learning materials is based on the following design principles:

  • Clearly identifying the identified target audience (influenced for example by participants’ literacy and numeracy levels);
  • Include context-specific and relevant examples;
  • Appreciation of diversity;
  • Accessible language;
  • Realistic and achievable activities, and;
  • Ample visual

Learning design Approach

  • Four Modules
  • Organised by  colour
  • They are case study based.
  • Each module has large colourful charts with clear visuals for the story line.
  • The material is written in English but simple enough to be able to be taught in all official languages – using the visual Facilitators are trained to be able to code switch to accommodate all learners. Learners are not expected to write.
  • Assessment is done orally and through observation on an ongoing basis and completed at the end of each module.
  • The facilitator observes the learner participation and has to complete individual assessments.
  • There are no slides – the responsibility is on the facilitator to augment the facilitator’s resources with appropriate resources g. video clips, pictures, story strip and or music amongst others.

 

Confirmation of Probation and pay progression

On successful completion of the programme the learner will be eligible for confirmation of permanent appointment in addition to being successful in your performance assessment as part  of the departmental Performance Management Development System (PMDS) policy.

Duration

The course is presented over 5 days.

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