The Msimanga administration has successfully introduced reforms to the City of Tshwane’s Expanded Public Works Programme (EPWP) recruitment policy.
Late last night, the Tshwane Council voted in favour of the new policy framework, effectively ending the system of insiders and outsiders that have marred EPWP job opportunities in the past, and brings to an end years of nepotism and patronage which have become synonymous with the programme under the ANCs watch.
It is this administration’s aim to create 23 000 EPWP job opportunities within this financial year, and so alleviate the burden of poverty carried by so many of our citizens.
Statistics show that the majority of the City’s population is mainly made up of people aged 35 years and younger – making it all the more important to ensure that EPWP is delivered in a fair and transparent manner. Our reforms, will ensure that all loopholes inherent of EPWP are closed.
This new EPWP recruitment policy framework will ensure that these opportunities are distributed in a fair and transparent manner and not on the basis of party political affiliation.
Amendments to the policy include the following:
- Registration of eligible EPWP beneficiaries on a central database.
- Applicants may only register in the wards where they live.
- Recruitment will be done through a random lottery system carried out by designated officials in full view of the public.
- Clear outline of roles and responsibilities of structures to be involved in the recruitment and appointment of beneficiaries.
- Programmes will impart meaningful skills which enable beneficiaries to exit the programme and enter the world of work with better prospects.
- The reformed policy will distinguish EPWP from the City’s internship policy, and ensure that there is no conflict in the way the City applies grant funding and how it applies SETA funding.
- Exclusion of City officials and councilors from influencing the recruitment process to avoid the programme being abused for political purposes.
To this end, the policy reform will distinguish between three training streams:
- Skills-transfer programmes that involve beneficiaries in operational functions such as greening, cleansing, policing and other activities designed to impart meaningful work skills and experience for a period of up to 12 months;
- Capital projects that have a specific time-limit, with the option that if the project runs into overtime that the beneficiary contracts may be extended with the proper consent; and
- A combination of the above depending on the skill set of the EPWP applicants and other considerations;
Community members will be informed of the details of the recruitment process in due course.
The City believes that the above reforms will win back the trust of communities, which was lost by the previous administration’s handling of public works job opportunities.