FY2006/07 to FY2008/09 - Department of Defence
FY2006/07 to FY2008/09 - Department of Defence
FY2006/07 to FY2008/09 - Department of Defence
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chapter 3and 69 576 for <strong>FY2006</strong>/<strong>07</strong> and FY20<strong>07</strong>/08 respectively.The macro-personnel strength, including the plannedintakes for the Military Skills Development System, is79 932 and 81 284 for <strong>FY2006</strong>/<strong>07</strong> and FY20<strong>07</strong>/08 respectively.The full-time personnel reduction is in line withthe envisaged personnel strength <strong>of</strong> 70 000 members asstated in the <strong>Defence</strong> Review (April 1998). These plannedmacro-personnel figures do not include interdepartmentaltransfers <strong>to</strong> other departments in terms <strong>of</strong> thePublic Service's Transformation and RestructuringProgramme.The <strong>Department</strong>'s Human Resources Strategy envisageda new way for members <strong>to</strong> serve. The HR Strategy's ninedesired end states are at various stages <strong>of</strong> implementation.The most noted <strong>of</strong> the end states is the rejuvenation<strong>of</strong> the South African National <strong>Defence</strong> Force's humanresources. To this end the <strong>Department</strong> has trained andutilised approximately 7 600 school leavers in theMilitary Skills Development System since its inceptionthree years ago. The <strong>Department</strong> has also since January2005 grown the second stage <strong>of</strong> the new way membersserve, the Core Service System, <strong>to</strong> a current strength <strong>of</strong>3 000 members.A Military Skills Development System intake <strong>of</strong> 4 300 isplanned for 2006, which will bring the Military SkillsDevelopment System members strength <strong>to</strong> 9 500 for<strong>FY2006</strong>/<strong>07</strong>. The combination <strong>of</strong> the Military SkillsDevelopment System, selective appointments in theCore Service System and the effective and efficientimplementation <strong>of</strong> the approved employer initiatedMobility Exit Mechanism will enable the <strong>Department</strong> <strong>to</strong>renew the South African National <strong>Defence</strong> Force'shuman resources component.Table 3.1 indicates the number <strong>of</strong> authorised posts andthe actual Regular Force and Public Service Act01Council on <strong>Defence</strong> (COD)<strong>Defence</strong> Staff Council (DSC)Explana<strong>to</strong>ry Notes0: Highest decision-making body inthe DOD. Chaired by the Minister, itcomprises the Deputy Minister <strong>of</strong><strong>Defence</strong>, the Secretary for <strong>Defence</strong>,the Chief <strong>of</strong> the SANDF and ministerialadvisers.2Secretariat’s Council(SC)Military Council(MC)1: Co-chaired by the Secretary for<strong>Defence</strong> and the Chief <strong>of</strong> the SANDF.The DSC comprises all Chiefs <strong>of</strong>Services and Divisions and advisesthe Secretary and CSANDF on anymatter within their respective competences.34HumanResourcesStaffCouncil<strong>Defence</strong> Accountability Council (DAC)<strong>Defence</strong> Planning Committee (D Plancom)<strong>Defence</strong> Reserve Board (DRB)OperationsStaffCouncilLogisticStaffCouncilOthers2: The SC and the MC are chaired bythe Secretary for <strong>Defence</strong> and theCSANDF respectively. The two councilsserve <strong>to</strong> direct the managementand administration as well as outputs<strong>of</strong> these two organisations.3: The DAC is chaired by theSecretary and oversees all accountabilitywithin the DOD. The D Plancomand the DRB are advisory bodies <strong>of</strong>the DSC.4: Staff Councils oversee the developmentand implementation <strong>of</strong> functionalpolicies required <strong>to</strong> supportDOD business process outcomes.Figure 3.1Strategic Direction and Strategic Command Bodies in the <strong>Department</strong> <strong>of</strong> <strong>Defence</strong>16D E P A R T M E N T O F D E F E N C E