AGSA Organisational Culture Briefing Session Overview
The Auditor-General of South Africa plays a crucial role in upholding democracy by ensuring oversight, accountability, and governance in the public sector through auditing. This briefing session covers the background, organisational structure, AGSA culture journey, strategic goals, core functions, and regional business unit staffing breakdown.
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11 March 2019 ORGANISATIONAL CULTURE BRIEFING SESSION
Reputation promise/mission The Auditor-General of South Africa has a constitutional mandate and, as the Supreme Audit Institution (SAI) of South Africa, it exists to strengthen our country s democracy by enabling oversight, accountability and governance in the public sector through auditing, thereby building public confidence.
Contents 1. Background 2. Organisational Structure 3. AGSA culture journey & key initiatives 4. Technical & Functional Requirements 5. Rules of engagement for selected panelists
Background AGSA
Cascading down of vision, goals, objectives and tasks Achievement of tasks, objectives, goals and vision Vision 2024 4V (anchor) strategy Strategic plan and budget Balanced scorecard Strategic initiatives BU and Individual performance
4V STRATEGY STRATEGIC GOALS GOAL 1 GOAL 2 Value-add auditing Visibility for impact GOAL 4 GOAL 3 Vision & values driven Viability
Our Core Functions Core Business (Audit Services) Internal Support (Support Business Units) Regularity Audits Non- Regularity Audits People Portfolio Performance Audits National Audits Communications Information Systems Audits Finance Regional Audits Investigations Corporate Legal & Provisioning Services Audit Research; Quality Control; ICT
Organisational Structure http://intranet/PublishingImages/Management%20Structure/AGSA%20MANAGEMENT%20STRUCTURE%202019/Management%20Strucutre%20feb%202019.JPG Total staff complement 3566 24 Pta based BUs 9 Regional BUs
Regional Business Unit staffing breakdown 9 Regional BUs = 1798 total staff Business Unit Total staff Eastern Cape 292 Free State 187 Gauteng 226 KZN 230 Limpopo 182 Mpumulanga 156 North West 150 Northern Cape 146 Western Cape 229
National Business Unit staffing breakdown National BUs = 1015 total staff Business Unit Total staff National A 164 National B 183 National C 149 National D 198 National E 177 National F 144
Non-Regularity & Support staffing breakdown Business Unit Total staff Business Unit Total staff Audit Research Development 29 POE 71 Perf Audit 95 Business Support & Operations 51 QC 13 Communications 28 R&E 14 Corporate Legal & Provision Service 24 STRAP 9 STRAT 9 Corporate Secretariat 6 ICT 79 Finance 64 ISA 160 ICBU 21 Investigations 28 IKM 17
Management Structure Auditor General, Deputy Auditor General, National Leader (3) Corporate Executives (9) Business Executives (29) Deputy Business Executives (27) Total AGSA staff 3566
Creating an enabling culture and leadership to drive strategy execution 1. Engagement survey 2021- reassessment Leadership development Organisational design enablement Year 3 2020/21 Reinforcing change & measuring success 2. 3. 1. Implementation of targeted interventions 2. Leadership development 3. Validation of values 4. Leadership Profile 5. Organisational Design Year 2 - 2019/20 Implementation of interventions to reach the desired culture Year 1- 2018/19 Setting the platform for culture change 1. 2. Develop & implement the culture journey map Roll out culture & engagement survey & focus group outcomes Action planning Implementation of identified interventions Leadership development 3. 4. 5.
Organisational Culture - Summary of 2018/19 focus areas The Auditor-General of South Africa (AGSA) embarked on a process of conducting Culture and Employee Engagement surveys between January and February 2018, in order to determine the current culture and levels of employee engagement. All results emanating from the surveys were shared with Senior Leadership and feedback provided to all Business Units across the organisation. Focus groups were subsequently conducted in order to validate & gain a deeper understanding on the outcomes of both surveys. Action planning for all Business Units are now in progress. Implementation will commence in April 2019. Executives confirmed the organisational action plans.
Overview of the organisational process 2018/19 Phase 1 Complete Conduct surveys 22 January 19 February 2018 Complete Phase 4 AGSA peak period Focus group engagements: 1 May 31 August 2018, taking into consideration the PFMA and MFMA cycles Leadership Vision Survey Jan 2018eb Dec 2018 April 2019 MFMA PFMA 2019 May Feb Jun Feb Aug Sep Jan Oct Mar Jul Apr Mar Nov Complete Phase 2 Focus group sessions with all BUS Phase 5 Phase 6 Commencement of implementation of action plans Analysis & Reporting Phase 3 Feedback to all staff in BU BU leadership teams compile commitments & action plans BU Focus group outcomes . Complete In progress Organisational Culture Action Jun Mar 2019 Mar Dec 2018 Plan ELW ELW ELW ELW Project Stream work
Organisation Culture procurement plan Tender advertisement (closed 25 March 2019) Tender selection Briefing to selected suppliers Commencement of initiatives May/June 2019
Technical/Functional Requirements of the bid
Overview of Requirements Desired Culture Current Culture 1. Review of organisational values Gap 2. Development of Leadership profile required to drive the desired culture 3 years: 2019/2020; 2020/2021; 2021/2022 3. Implementation of interventions to support the AGSA through its transition state to the desired state
Specifications Facilitated work sessions with the Executive Leadership and Senior Management teams with the purpose of unpacking & confirming the values. Capacitation of AGSA internal resources to facilitate the roll out and buy in of the organisational values with all staff. 1 Review of Organisational Values Design and development of the AGSA leadership profile Facilitation of required workshops with Executive leadership and Senior Management teams to ensure adequate inputs Roll out of the approved AGSA leadership profile to all Leadership teams 2 Leadership Profile Design and development of identified interventions Facilitation of interventions at identified levels within the organisaton Capacitation of AGSA internal resources to facilitate and roll out required interventions at Business unit level. Implementation of identified interventions 3
Specifications continued Pool of experts for key identified interventions: Leadership Profiling Leadership Mindsetting Select the categories you will be bidding for. Organisational Values Targeted interventions
Mandatory requirements Mandatory requirements Availability to travel to all Business Units within the AGSA (including all regional Business Units in all 9 provinces). Based on the service category(ies) selected: The bidder must submit a list of human resources/personnel in their employ or available to the bidder that will be providing the services to the AGSA. The human resources/personnel must demonstrate at least 3 years of practical work experience in relation to the service category chosen by the bidder. In addition, the bidder must submit a list of accredited qualifications from reputable institutions for each of the human resources/personnel that will be providing the services to the AGSA. The qualifications of each of the human resources/personnel must be in line with the type of service or service category selected. For each of the human resources/personnel listed, the bidder is required to submit as part of the evidence, abridged CV s to confirm the number of years of experience and also the area of expertise.
Mandatory requirements continued Mandatory requirements continued Bidder to submit a minimum list of 3 contactable client references from organisations where relevant organisational culture work was performed in a period not earlier than 31 December 2013. All responses to this requirement must be captured in annexure A. NB. The panel will only be selected based on the eligibility/ pre- qualifications criteria specified above.
Rules of engagement for selected panelists Successful bidder is selected according to the selection category & forms part of the selected category panel Request for quotation (RFQ) is sent to all approved bidders within the selected category for an identified initiative Preferred supplier is selected according to the RFQ submitted (Pricing, BBBEE level) MOA contract between AGSA & supplier is drawn up for the specific RFQ only. Supplier manages the initiative & invoicing directly with the specific Business Unit. Selected supplier is briefed on the initiative Supplier provides regular feedback, debriefing & status on initiative . Supplier provides close- out report.
Question and Answer Session Question and Answer Session
Thank you www.agsa.co.za Auditor-General of South Africa http://www.google.co.za/url?sa=isource=imgrescd=ved=0CAkQjBwwAAurl=http%3A%2F%2Fwilliam-joy.com%2Fimages%2Ftwittericon.pngei=oKtVVay-I6S17gar8oCoCQpsig=AFQjCNFpbxEVIzL1uKOa_NnKo3UvyZHHawust=1431764256654533 Follow the AGSA on Twitter: @AuditorGen_SA
