An investigation of public participation in municipal planning and performance evaluation: a case study of Mnquma Local Municipality
- Authors: Mkentane, Benjamin Zolile
- Date: 2013
- Subjects: Municipal government -- South Africa -- Eastern Cape , Municipal services -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Political leadership -- South Africa -- Eastern Cape , Municipal officials and employees -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Performance -- Evaluation , Community development -- South Africa -- Eastern Cape , Political participation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11671 , http://hdl.handle.net/10353/d1007119 , Municipal government -- South Africa -- Eastern Cape , Municipal services -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Political leadership -- South Africa -- Eastern Cape , Municipal officials and employees -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Performance -- Evaluation , Community development -- South Africa -- Eastern Cape , Political participation -- South Africa -- Eastern Cape
- Description: The participation of communities and community organizations in Municipal governance is set in terms of the law as a mechanism to deepen democracy. Municipalities are required to develop a culture of governance that complements representative democracy with community participation. However the participation of communities in local governance has not translated to the strengthening of governance and the deepening of democracy as municipalities have not done enough to involve communities in municipal affaires. Lack of human resources, and financial capacity have been cited as some of the reasons that beset municipalities and undermine citizen participation. Municipalities have taken steps to encourage community participation and these include establishment of structures to enable participation, however without the guidance and financial support of the municipalities these structures are not able to perform their functions. In spite of all the efforts made by municipalities to encourage participation, a culture of community participation has not yet taken root in local government. While the legislative framework provides for communities to participate, practice shows that the implementation of legislation is complex and requires dedicated capacities within the councils to be effective. This can be achieved when municipalities develop their own community participation policies which address their special circumstances, which must be reviewed on a regular basis. Unless communities are empowered with knowledge on the available participation mechanisms, the dream of a culture of participation will remain just that, a dream. Thus civic education coupled with capacity building of officials will assist in ensuring the development of a culture of participation. Council must also develop mechanisms to evaluate the effectiveness of community participation processes and procedures, to avoid a one size fits all approach. It is imperative that councils as the legislative arm of municipalities must lead the process and not leave everything to the executive arm.
- Full Text:
- Date Issued: 2013
- Authors: Mkentane, Benjamin Zolile
- Date: 2013
- Subjects: Municipal government -- South Africa -- Eastern Cape , Municipal services -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Political leadership -- South Africa -- Eastern Cape , Municipal officials and employees -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Performance -- Evaluation , Community development -- South Africa -- Eastern Cape , Political participation -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11671 , http://hdl.handle.net/10353/d1007119 , Municipal government -- South Africa -- Eastern Cape , Municipal services -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Political leadership -- South Africa -- Eastern Cape , Municipal officials and employees -- South Africa -- Eastern Cape , Labor turnover -- South Africa -- Eastern Cape , Performance -- Evaluation , Community development -- South Africa -- Eastern Cape , Political participation -- South Africa -- Eastern Cape
- Description: The participation of communities and community organizations in Municipal governance is set in terms of the law as a mechanism to deepen democracy. Municipalities are required to develop a culture of governance that complements representative democracy with community participation. However the participation of communities in local governance has not translated to the strengthening of governance and the deepening of democracy as municipalities have not done enough to involve communities in municipal affaires. Lack of human resources, and financial capacity have been cited as some of the reasons that beset municipalities and undermine citizen participation. Municipalities have taken steps to encourage community participation and these include establishment of structures to enable participation, however without the guidance and financial support of the municipalities these structures are not able to perform their functions. In spite of all the efforts made by municipalities to encourage participation, a culture of community participation has not yet taken root in local government. While the legislative framework provides for communities to participate, practice shows that the implementation of legislation is complex and requires dedicated capacities within the councils to be effective. This can be achieved when municipalities develop their own community participation policies which address their special circumstances, which must be reviewed on a regular basis. Unless communities are empowered with knowledge on the available participation mechanisms, the dream of a culture of participation will remain just that, a dream. Thus civic education coupled with capacity building of officials will assist in ensuring the development of a culture of participation. Council must also develop mechanisms to evaluate the effectiveness of community participation processes and procedures, to avoid a one size fits all approach. It is imperative that councils as the legislative arm of municipalities must lead the process and not leave everything to the executive arm.
- Full Text:
- Date Issued: 2013
Performance monitoring and evaluation for sustainable public service delivery: the case for the South African police service
- Authors: Reddy, Michael
- Date: 2012-04
- Subjects: Performance -- Evaluation , Civil service -- Labor productivity
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/24399 , vital:62767
- Description: The public service which is the delivery arm of government, has to rise constantly to the massive challenge of service delivery to ensure that government achieves its ideal of creating a better life for all in accordance with the people’s contract. The research analyzed the question: To what extent can monitoring and evaluation of performance provide sustainable public service delivery by the public sector? Against this milieu, the study examined the monitoring and evaluation approaches adopted by the governments of Mexico and Spain (international) and South Africa (local). Further, an analogous of both the international and local experiences was conducted in the study. The state of service delivery was examined by studying the South African Police Service. It was evidenced in the study that sustainable service delivery in the SAPS is influenced by various factors, such as performance monitoring and evaluation. Although the SAPS reported the successful achievement of certain performance targets relating to its planned activities and financial performance, it became clear that the performance monitoring and evaluation framework is not adequate to effectively address the service delivery expectations in the South African context. This thesis presents an inclusive and comprehensive approach towards performance monitoring and evaluation, which seeks to shape the South African Police Service’s current framework positively towards promoting sustainable service delivery. The features of this new proposed approach include the involvement and/ or meaningful consultation with the broad South African community, effective communication; promotion of accountability; professional and ethical standards; and expansion and development of the current and future leadership at all levels in the organization. Further, a call for greater regional and international cohesion is made, to benchmark best practices relating to performance monitoring and evaluation; this was found necessary, as a global effort is required to successfully prevent and realize a significant reduction in crime levels. The study finally presents an alternative In year Monitoring Model (IYMM) to manage the budget performance against the predetermined plan. It links the key performance areas, as contained in the cost centre’s business plan to the allocated budget; produces unique projected spending patterns (PSP) for each cost centre; thereby propelling departments from old paradigms of monitoring financial performance. The IYMM provides management with an excellent tool to monitor and evaluate performance during the year. The performance monitoring and evaluation approach and the IYMM developed in this study are flexible and adaptable, as it can be applied successfully in other government departments locally, regionally and internationally. The thesis thus proposes a pragmatic approach towards performance monitoring and evaluation that promotes sustainable service delivery in South Africa. , Thesis (PhD) -- Faculty of Management and Commerce, 2012
- Full Text:
- Date Issued: 2012-04
- Authors: Reddy, Michael
- Date: 2012-04
- Subjects: Performance -- Evaluation , Civil service -- Labor productivity
- Language: English
- Type: Doctoral theses , text
- Identifier: http://hdl.handle.net/10353/24399 , vital:62767
- Description: The public service which is the delivery arm of government, has to rise constantly to the massive challenge of service delivery to ensure that government achieves its ideal of creating a better life for all in accordance with the people’s contract. The research analyzed the question: To what extent can monitoring and evaluation of performance provide sustainable public service delivery by the public sector? Against this milieu, the study examined the monitoring and evaluation approaches adopted by the governments of Mexico and Spain (international) and South Africa (local). Further, an analogous of both the international and local experiences was conducted in the study. The state of service delivery was examined by studying the South African Police Service. It was evidenced in the study that sustainable service delivery in the SAPS is influenced by various factors, such as performance monitoring and evaluation. Although the SAPS reported the successful achievement of certain performance targets relating to its planned activities and financial performance, it became clear that the performance monitoring and evaluation framework is not adequate to effectively address the service delivery expectations in the South African context. This thesis presents an inclusive and comprehensive approach towards performance monitoring and evaluation, which seeks to shape the South African Police Service’s current framework positively towards promoting sustainable service delivery. The features of this new proposed approach include the involvement and/ or meaningful consultation with the broad South African community, effective communication; promotion of accountability; professional and ethical standards; and expansion and development of the current and future leadership at all levels in the organization. Further, a call for greater regional and international cohesion is made, to benchmark best practices relating to performance monitoring and evaluation; this was found necessary, as a global effort is required to successfully prevent and realize a significant reduction in crime levels. The study finally presents an alternative In year Monitoring Model (IYMM) to manage the budget performance against the predetermined plan. It links the key performance areas, as contained in the cost centre’s business plan to the allocated budget; produces unique projected spending patterns (PSP) for each cost centre; thereby propelling departments from old paradigms of monitoring financial performance. The IYMM provides management with an excellent tool to monitor and evaluate performance during the year. The performance monitoring and evaluation approach and the IYMM developed in this study are flexible and adaptable, as it can be applied successfully in other government departments locally, regionally and internationally. The thesis thus proposes a pragmatic approach towards performance monitoring and evaluation that promotes sustainable service delivery in South Africa. , Thesis (PhD) -- Faculty of Management and Commerce, 2012
- Full Text:
- Date Issued: 2012-04
Challenges facing health professionals in OR Tambo health district municipalities
- Authors: Mduba, Nomasomi Cynthia
- Date: 2010
- Subjects: Medical personnel -- South Africa -- Eastern Cape , Municipal services -- South Africa -- Eastern Cape , Performance -- Evaluation , Health facilities -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11627 , http://hdl.handle.net/10353/278 , Medical personnel -- South Africa -- Eastern Cape , Municipal services -- South Africa -- Eastern Cape , Performance -- Evaluation , Health facilities -- South Africa -- Eastern Cape
- Description: My motivation to conduct this study was triggered by my exposure to the challenges which form the basis of this study. Being employed in the same environment as the respondents, it became natural for me to resolve to investigate the challenges facing these Health Professionals with the purpose of not only establishing what the challenges are but simultaneously propose remedial solutions to mitigate their impact. This study is both qualitative as well as quantitative to make sure that both the numerical as well as the social issues which impact these professionals‘ work were captured in the study. The assumptions from which the study moved were largely confirmed by the respondents. The recommendations which the researcher proposes to mitigate the challenges are informed by her own experience as well as the responses which were elicited from the respondents. While the study does contribute in a way to the body of knowledge, it is cautioned in the concluding chapter that recommendations made must be considered with this caution in mind as the study was limited to a specific environment – the OR Tambo District Health Municipality.
- Full Text:
- Date Issued: 2010
- Authors: Mduba, Nomasomi Cynthia
- Date: 2010
- Subjects: Medical personnel -- South Africa -- Eastern Cape , Municipal services -- South Africa -- Eastern Cape , Performance -- Evaluation , Health facilities -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MPA
- Identifier: vital:11627 , http://hdl.handle.net/10353/278 , Medical personnel -- South Africa -- Eastern Cape , Municipal services -- South Africa -- Eastern Cape , Performance -- Evaluation , Health facilities -- South Africa -- Eastern Cape
- Description: My motivation to conduct this study was triggered by my exposure to the challenges which form the basis of this study. Being employed in the same environment as the respondents, it became natural for me to resolve to investigate the challenges facing these Health Professionals with the purpose of not only establishing what the challenges are but simultaneously propose remedial solutions to mitigate their impact. This study is both qualitative as well as quantitative to make sure that both the numerical as well as the social issues which impact these professionals‘ work were captured in the study. The assumptions from which the study moved were largely confirmed by the respondents. The recommendations which the researcher proposes to mitigate the challenges are informed by her own experience as well as the responses which were elicited from the respondents. While the study does contribute in a way to the body of knowledge, it is cautioned in the concluding chapter that recommendations made must be considered with this caution in mind as the study was limited to a specific environment – the OR Tambo District Health Municipality.
- Full Text:
- Date Issued: 2010
An investigation into the impact of performance management and development system on service delivery in the Eastern Cape: a case of the three Buffalo City hospitals
- Authors: Davashe, Cikizwa
- Date: 2008
- Subjects: Performance -- Evaluation , Municipal services -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Community development -- South Africa -- Eastern Cape , Hospitals -- South Africa -- Administration
- Language: English
- Type: Thesis , Masters , M Soc Sc (Dev)
- Identifier: vital:11414 , http://hdl.handle.net/10353/307 , Performance -- Evaluation , Municipal services -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Community development -- South Africa -- Eastern Cape , Hospitals -- South Africa -- Administration
- Description: In the Eastern Cape Department of Health the performance management and development system progress reviews are performed in a summative manner. This happens when a supervisor leaves out all the other progress reviews and conducts a final progress assessment and monitoring at the end of the year. It is worse when the performance agreements are not even signed during the start of a financial year, neither does a newly qualified employee sign. As a result employees are not appraised because there are no progress reviews that are entered on the Persal system. Employees miss an opportunity to be sent for training at the same time they are rewarded late or not at all. It is obvious that the managers do not understand the aims and objectives of the PMDS policy. The research was an assessment of the effectiveness of the performance management and development system in inculcating professional behaviour in the nursing staff in the three Buffalo City hospitals, namely, East London Hospital Complex, Grey and Bisho hospital. The aspects of the policy investigated were the performance reviews, the competency framework and the performance incentive scheme. This research is qualitative in nature. Data was collected using unstructured interviews and open ended questions. The population of this study involved selected Performance Management Managers, Quality Assurance Manager, Area Managers, junior nurses and clerks working in the Buffalo City Hospitals. The respondents of the study were selected using the stratified random sampling technique. Descriptive methods were used to analyse data. Confidentiality was highly maintained and consent form even distributed from the start of the research. The three Buffalo City hospitals are practising a balanced scorecard as a performance measurement tool. It is in the form of workplans that are different for different levels of employees such as the performance workplans, standard framework workplan and individual workplans. ix The study discovered that there is poor compliance in performing the performance reviews. The attention is on the appraisal aspect more than the development aspect. Also, there is a delay in taking the employees for training as a result they end up not being trained. The employees are not rewarded according to their performance. The PMDS policy states that employees that get a score of three are entitled to get a one percent and those that are rated a four or a five qualify for a performance bonus. The study found that the PMDS policy is not implemented well. It is recommended that the performance management manager and the quality assurance manager need to apply a radical strategic transformation and change management to address the challenges.
- Full Text:
- Date Issued: 2008
- Authors: Davashe, Cikizwa
- Date: 2008
- Subjects: Performance -- Evaluation , Municipal services -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Community development -- South Africa -- Eastern Cape , Hospitals -- South Africa -- Administration
- Language: English
- Type: Thesis , Masters , M Soc Sc (Dev)
- Identifier: vital:11414 , http://hdl.handle.net/10353/307 , Performance -- Evaluation , Municipal services -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Community development -- South Africa -- Eastern Cape , Hospitals -- South Africa -- Administration
- Description: In the Eastern Cape Department of Health the performance management and development system progress reviews are performed in a summative manner. This happens when a supervisor leaves out all the other progress reviews and conducts a final progress assessment and monitoring at the end of the year. It is worse when the performance agreements are not even signed during the start of a financial year, neither does a newly qualified employee sign. As a result employees are not appraised because there are no progress reviews that are entered on the Persal system. Employees miss an opportunity to be sent for training at the same time they are rewarded late or not at all. It is obvious that the managers do not understand the aims and objectives of the PMDS policy. The research was an assessment of the effectiveness of the performance management and development system in inculcating professional behaviour in the nursing staff in the three Buffalo City hospitals, namely, East London Hospital Complex, Grey and Bisho hospital. The aspects of the policy investigated were the performance reviews, the competency framework and the performance incentive scheme. This research is qualitative in nature. Data was collected using unstructured interviews and open ended questions. The population of this study involved selected Performance Management Managers, Quality Assurance Manager, Area Managers, junior nurses and clerks working in the Buffalo City Hospitals. The respondents of the study were selected using the stratified random sampling technique. Descriptive methods were used to analyse data. Confidentiality was highly maintained and consent form even distributed from the start of the research. The three Buffalo City hospitals are practising a balanced scorecard as a performance measurement tool. It is in the form of workplans that are different for different levels of employees such as the performance workplans, standard framework workplan and individual workplans. ix The study discovered that there is poor compliance in performing the performance reviews. The attention is on the appraisal aspect more than the development aspect. Also, there is a delay in taking the employees for training as a result they end up not being trained. The employees are not rewarded according to their performance. The PMDS policy states that employees that get a score of three are entitled to get a one percent and those that are rated a four or a five qualify for a performance bonus. The study found that the PMDS policy is not implemented well. It is recommended that the performance management manager and the quality assurance manager need to apply a radical strategic transformation and change management to address the challenges.
- Full Text:
- Date Issued: 2008
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