Nakuba kubhekwe ngeso elibanzi ukuphathwa kwendlela yokusebenza (iPM) kwabasebenzi bakahulumeni, kepha akukaqaliswa ukusebenza kwemihlomulo ngokusebenza okuncomekayo (iPRR) kubasebenzi bahulumeni emahhovisi akhethiwe. Ukuntuleka kwezincomo kanye nezinqumo zePRR kumaPOB akhethiwe kubangele ukuba kuvuleke igebe kwaphinda kwaba nezithiyo ekusebenzeni kangcono maqondana nohlelo oluthinta amaholo kuhulumeni. Lolu cwaningo lwenziwe ngenxa yokuzama ukuvala leli gebe. Okunye futhi ukuthi luhlose ukuphenya ukuthi zingaqaliswa zisebenze kahle yini izinhlelo zePRR nePM kumaPOB akhethiwe, ikakhulu ezishayamthetho zezifundazwe eNingizimu Afrika.
Ucwaningo lulandele ifilosofi yokuhumusha indlela yokucabanga nokuhlolwa kweqophelo, kanti lapha kuxoxiswane namaPOB angama-21. Imininingwane ihlaziywe kusetshenziswa indlela yokuhlaziywa kwezihlokwana, kwatholakala ukuthi, phakathi kokunye, kukhona ukuvumelana ngokuthi ukusebenza kufanele kuxhunyaniswe ngqo namaholo.
Ucwaningo luthole ukuthi miningi imithelela okufanele ibhekwe uma kuqaliswa ukusebenza kwePRR nePM ezishayamthetho zezifundazwe eNingizimu Afrika. Lokhu kubandakanya ukuntuleka kokuziphendulela, ipolitiki yangaphakathi, kanye nokungafuni ukwamukela ukuba kuhlolwe indlela okusetshenzwa ngayo. Phakathi kwezinselelo ezikhona kubalwa ukuziphendulela kwamaPOB maqondana namaqembu awo ezepolitiki, kunokuba aphendule emphakathini.
Imiphumela yalolu cwaningo ingase isebenze ukukhuthaza ekwenzeni kangcono uma kusetshenzwa kanye nokuziphendulela ezishayamthetho zezifundazwe zaseNingizimu Afrika. Lolu cwaningo luzokwenza kangcono uma kubhalwa izincwadi luphinde lube nomthelela omuhle ekuphathweni kwabasebenzi, iPM, kanye nePRR emisebenzini kahulumeni.
Ucwaningo luncome ukuthi nanoma yimiphi imizamo yokwethula izinhlelo zePRR nePM yandulelwe ngokuhlolwa kokuzilungiselela kanjalo nokuthi abaholi bakweseke futhi bakwamukele lokhu, bese kulandela uhlelo oluphelele lokuqalisa lokhu. Lolu hlelo luzodinga ukuba kuqaliswe nokusebenza kwezinqubomgomo zokweseka nokusebenza kohlelo kanye nokucaciswa kohlu lwemisebenzi ezokwenziwa. Lawa masu okusebenza kufanele asekelwe nangesiko lokuziphendulela, ukusebenzisana phakathi kwezinhlangothi, ukufunda okuqhubekayo, nokuxhumana nomphakathi, okusekelwe ngezinhlelo zokuthuthukiswa nokufukulwa kwamakhono. Olunye ucwaningo kungaba olugxile ekuthuthukiseni uhlaka lokuqaliswa ukusebenza ngempumelelo kokuphathwa kwendlela yokusebenza (iPM) nezinhlelo zemihlomulo ngokusebenza okuncomekayo (iPRR) kuBasebenzi Bahulumeni (amaPOB) ezishayamthetho zezifundazwe, kuhulumeni wendawo, nasephalamende.
Le fa go lebelelwa thata tsamaiso ya tiragatso (PM) ya badiredipuso, ga go ise go tsenngwe tirisong tuelo e e amanang le tiragatso ya badiredipuso ba ba tlhophilweng (diPOB). Tlhaelo ya dikatlenegiso le diswetsi tsa PRR tsa badiredipuso ba ba tlhophilweng e bakile phatlha le dikgoreletsi mo ditiragatsong tse di gaisang mo ditiragatsong tsa tuelo mo lephateng. Patlisiso eno e dirilwe ka maiteko a go tswala phatlha eno. Gape maikaelelo a yona e ne e le go batlisisa kgonagalo ya go tsenya tirisong dithulaganyo tsa PRR le PM mo badiredipusong ba ba tlhophilweng, bogolo segolo malebana le dikokoanopeomolao tsa diporofense tsa Aforikaborwa.
Thutopatlisiso eno e dirisitse filosofi ya boranodi le molebo wa patlisiso ya khwalitatifi, mme go botsoloditswe badiredipuso ba le 21. Datha e lokolotswe ka go dirisa tokololo ya merero, mme go fitlhetswe, gareng ga tse dingwe, gore go na le tumelano ya gore tiragatso e tshwanetse go golagana ka tlhamalalo le tuelo.
Thutopatlisiso e fitlhetse gore go na le dintlha tse di farologaneng tse di tshwanetseng go lebelelewa mo tsenyotirisong ya PRR le PM mo dikokoanopeomolaong tsa diporofense mo Aforikaborwa. Tsona di akaretsa go se rwale maikarabelo, dipolotiki tsa selegae, le go se batle gore tiragatso e bewe leitlho. Dikgwetlho tse di mo thulaganyong di akaretsa gore badiredipuso ba ba tlhophilweng ba ikarabela kwa mekgatlhong ya bona ya sepolotiki, go na le mo setšhabeng.
Diphitlhelelo tsa thutopatlisiso e ka nna thotloetso ya gore go nne le tiragatso le maikarabelo a a tokafetseng mo dikgotlapeomolaong tsa diporofense mo Aforikaborwa. Thutopatlisiso e tokafatsa dikwalo le go oketsa boleng jwa dintlha mo tsamaisong ya badiri, PM le PRR mo tirelong setšhaba.
Thutopatlisiso e atlenegisitse gore maiteko ape a go itsise ditsamaiso tsa PRR le PM a etelelwe pele ke ditlhatlhobo tsa go siamela tsenyotirisong ga one mme baeteledipele ba dire gore go nne le tshegetso, mme morago go latele thulaganyo ka botlalo ya tsenyotirisong. Maitshimololedi a a jalo a tlaa tlhoka gape gore go tsenngwe tirisong dipholisi le ditiragatso tse di tshegetsang gammogo le gore go tlhalosiwe diabe le ditlhaloso tsa ditiro tse di rileng. Ditogamaano tseno di tshwanetse go thewa mo mokgwatirisong wa maikarabelo, tirisanommogo gareng ga maphata, go tswelela go ithuta, le tirisano le setšhaba, mme go ntse go beelediwa mo tlhabololong ya dikgono le maatlafatso ya bokgoni. Patlisiso ya isago e ka lebelela go dira letlhomeso la tsenyotirisong e e atlegileng ya tsamaiso ya tiragatso (PM) le dithulaganyo tsa dikatso tse di amanang le tiragatso (PRR) tsa badiredipuso ba ba tlhophilweng mo dikgotlapeomolaong tsa diporofense, pusoselegae, le palamente.
Despite the attention given to the performance management (PM) of civil servants, performance-related remuneration (PRR) has not been implemented for elected public office-bearers (POBs). The lack of recommendations and determinations of PRR for elected POBs has resulted in a gap in and obstacles to best practices in the sector’s remuneration practices. This research was conducted in an attempt to close this gap. It further aimed to investigate the feasibility of implementing PRR and PM systems for elected POBs, specifically for provincial legislatures in South Africa.
The study followed an interpretivist philosophy and a qualitative research approach, and 21 POBs were interviewed. The data were analysed using thematic analysis, and it was found that, inter alia, there is a consensus that performance should be directly linked to remuneration.
The study found that various factors need to be considered in implementing PRR and PM in provincial legislatures in South Africa. These include a lack of accountability, internal politics, and resistance to performance being monitored. Systemic challenges include POBs being accountable to their respective political parties, rather than to the public.
The findings of the study may serve as an incentive for improved performance and accountability in the provincial legislatures of South Africa. The study enhances the literature on and adds empirical value to human resource management, PM, and PRR in the civil service.
The study recommended that any efforts to introduce PRR and PM systems be preceded by readiness assessments and leaders creating support and buy-in, followed by detailed implementation planning. Such initiatives would also require the implementation of supportive policies and practices and the clarification of roles and specific job descriptions. These strategies should be underpinned by a culture of accountability, collaboration between parties, continuous learning, and engagement with the public, supported by investment in skills development and capacity-building. Future research could focus on developing a framework for the successful implementation of performance management (PM) and performance-related reward (PRR) systems for Public Office Bearers (POBs) in provincial legislatures, local government, and parliament.
