Update on University Council Stability and Resignation Followed by Election of New Chairperson
The Portfolio Committee on Higher Education, Science, and Innovation discussed progress in implementing the Administrator's close-out report, recruitment of the Vice-Chancellor, plans for part-time worker employment, reports on fraud and corruption in student accommodation, stability of the Council post former Chairperson's resignation, security tender updates, and student residence infrastructure. The former Council Chairperson resigned, leading to the election of Prof. MJ Radebe as the new Chairperson. The Council aims to address issues raised and restore public perception, conducting investigations and releasing a media statement to assure stakeholders of their ability to manage affairs.
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Portfolio Committee on Higher Education, Science and Innovation 30 November 2022 Prof Dan Kgwadi
Contents 1. Progress in the implementation of the Administrator s close out report 2. Process followed in the recruitment and appointment of the Vice-Chancellor Plans to employ part-time workers who have been on contract for up to 10 years 3. University s reports on fraud and corruption that allegedly happened with student accommodation that die not exist (persons involved, costs and consequences management implemented against those involved in alleged misconduct on student accommodation 4. Update on the stability of the Council following the resignation of the former Council Chairperson and election of the new Chairperson 5. Update on Security tender and court process 6. Update on Student Residence Infrastructure
Update on the stability of the Council following the resignation of the former Council Chairperson and election of the new Chairperson
Background The previous Chairperson of Council, Ms R Buthelezi, stepped down as chairperson and also resigned as a member of the Council on 18 October 2022, which, according to the statute, necessitated the election of a new Chairperson. A special Council meeting was held on 07 November 2022 to consider the following matters: a) Election of a new Chairperson of Council The resignation of the chairperson necessitated that section 13(g) of the VUT statute be invoked to appoint a new chairperson of Council. According to the institutional rules, the process for the election of a chairperson required that nominations be received, in writing, by the Office of the Registrar, duly signed by the nominator and nominee. The Registrar s office received two nominations, however one of the nominees decided to withdraw their nomination. There was no opposition to the remaining nomination and voting was not required. Prof MJ Radebe was declared as the new Chairperson of Council.
b) Councils Response on the Resignation of the Chairperson of Council: Ms R Buthelezi Council acknowledged that there was gravity in the issues raised in the letters of the previous Chairperson of Council and the VC&P; there was clear interest from the university community at large as well as in the higher education sector. It was therefore important for Council to deal with the matters in confidence and restore public perception. It was also important that all members of Council regain confidence to assure them of the ability of Council to deal with matters as they arise. It would be important to ensure that all stakeholders play their part. The Registrar was mandated to identify persons/ organisation to investigate the matters raised by the previous Chairperson and the VC&P. An updated report should be presented to the upcoming Council meeting on 25 November 2022 and as soon as a report is finalised, a Special Council meeting will be scheduled for consideration. The investigation will also deal with the matter of leakage of privileged information. A media statement was sent out to inform on the appointment of the new Chairperson and to announce that Council was addressing the issues at hand to ensure that they do not re-emerge and the work of the university continues. c) Council s Response on the Media Articles The Registrar and Chairperson worked together to develop a media statement and articulated the discussions and resolutions of the meeting while emphasizing the agreed upon unity and demonstrating accord.
d) Quarterly Council Members Meeting Attendance There are two vacant positions, of which is a ministerial appointee. Member 21/10/2022 25/10/2022 07/11/2022 28/10/2022 08/11/2022 09/11/2022 10/11/2022 11/11/2022 18/11/2022 24/11/2022 25/11/2022 Special Council Special Council Special Council HRC Meeting REMCO Meeting FINCOM GOVCOM Meeting ARC Meeting EXCO Meeting Joint ARC & Fincom Meeting COUNCIL Meeting Meeting A Kgwadi, ND (Prof) Manche, JB (Ms) Sebela, T (Ms) Zororo, T (Mr) Morgan, N (Prof) Radebe, M (Prof) Mahlalela, S (Mr) Khanyile, S (Mr) Kganakga, C (Dr) Mahlako, N (Adv) Simpson, C (Ms) Hamdulay, S (Ms) Linington, M (Prof) Mgobo, N (Ms) Mabuza, BR (Prof) Ramabodu, B (Mrs) Rockson, J (Mr) Moyo, P (Mr) Ngwenya, T (Ms) Mokoena, TD (Dr) Nelana, S (Dr) Mpholoane R (Ms) Sithole, B (Ms) Tjotjo P (Mr) Bojabotseha, T (Mr) Harmse, A (Dr) Mahlangu, T (Mr) Masendi, M (Mr) Monakedi, J (Mr) Ndlovu, M (Ms) Naidoo, M (Mr) Total A A A N A A A A A A A A A A N N N N A A A A A N A A N N A A A A A A N A N N A A A A A A A A A A A A A A A A A A A A A N A A A A A A N A A A A A A A A A A A A A A A A N A N A A A A A A A A A A A A A N/A A A NA A A N/A N/A N/A N A A A A A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A A A N A A A A A A A A N A A A A A A A N/A N/A N/A 77.78% N/A N/A N/A 91.67% 94% 72% 66% 100% 100% 88,88% 100% 100% 88.89% no external majority
Process followed in the recruitment and appointment of the Vice- Chancellor
VICE-CHANCELLORS APPOINTMENT PROCESS
VICE-CHANCELLORS APPOINTMENT PROCESS 2021 Sunday Times and City Press July 2021 Advert on VUT Website & e-comms HeadHunting Agency Appointed Warrior Talent ADVERTISING Selection Panel nominated(VC Appointment Task Team) 13 Aug 2021 Confirmation of Criteria, Policy and Process 27 Aug 2021. SELECTION PANEL (SP) Criteria refinement - UoT or Science and Technology experience, Age to have a candidate still within employment age in the next 8 10 years, Career trajectory through academia rather than administrative service (e.g. Executive Deans, DVC), Gender, Culture fit, VC experience. Five (5) candidates shortlisted One (1) withdrew from the process. Agency submits 17 Candidates in an A,B, C list SHORTLISTIN G Presentations to Joint Meeting of Senate, Institutional Form and SP 09 Sept 2021 CANDIDATE PRESENTATIONS TO STRUCTURES Dimensions explored: i. Strategic Orientation, ii. Leading and inspiring, iii. Building Partnerships, iv. Driving Change and Shaping culture, v. Conflict Management, vi. Adaptability, vii. Financial and Commercial Acumen INTERVIEWS 09 Sept 2021 Competency assessment specifications i. Occupational Personality Quetionnaire (OPQ32) ii. Cognitive Process Profile (CPP) iii. Strategic Presentation Exercise iv. Integrity Questionnaire (IP200) v. Emotional Intelligence Questionnaire (TEIQue) Managed Integrated Evaluation (MIE) was appointed PSYCHOMETRIC ASSESSMENTS PROBITY CHECKS No credit judgements or adverse findings After due consideration of the facts before them and merits of the recommendation by the SP, EXCO collectively agreed to recommend Prof Kgwadi to Council for appointment as Vice- Chancellor and Principal. FINAL CONSIDERATION & RECOMMENDATION Prof Kgwadi accepted and assumed duty on 01 February 2022. COUNCIL APPROVAL Prof Kgwadi was approved and confirmed by Council as the next VC and Principal
Progress in the implementation of the Administrators close out report
Administrators close out report Matters outstanding on the close out report: INDEPENDENT ASSESSORS RECOMMENDATIONS: SECTION 11. OF THE REPORT REPORTED ACTIONS BY THE ADMINISTRATOR SUBSEQUENT EVENTS AND COMMENTS 229. That Management must undertake a regular barometer on institutional culture at the university, as well as establish an Ethics Directorate. In process, audit and Risk Committee is dealing with the matter. ADMINISTRATOR S HANDOVER REPORT TO COUNCIL: ISSUES HANDED OVER TO COUNCIL SUBSEQUENT EVENTS 9.1 Completion of investigations into (suspected) criminal activities The SIU investigation, which is still awaiting the Presidential proclamation, to be taken forward. In process being finalised, the Chairperson of Council is championing these matters towards closure. Matters have been tabled at EXCO and at Council. In process being finalised, the Chairperson of Council is championing these matters towards closure. Matters have been tabled at EXCO and at Council. The follow-up of criminal activities identified by the SNG report, which is being taken forward by VUT Employee Relations and requires urgent completion. A forensic audit of VUT Enterprise which has recently been recommended. In process being finalised, the Chairperson of Council is championing these matters towards closure. Matters have been tabled at EXCO and at Council.
Plans to employ part-time workers who have been on contract for up to 10 years
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS HISTORICAL BACKGROUND Contract appointments were made without following due HR process. A significant number of contract Appointments were made outside of the University Staffing Establishment. In a significant number of cases multiple employees were appointed against one post. 2015 Collective Agreement to convert contract employees into permanent employees. This process was initiated and never completed because of the dire financial situation of the University. 2018 in view of this financial situation, a new Collective agreement was concluded for a further three- year extension of all employees on a fixed-term contract (FTC) expiring 31 Dec 2022.
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS HISTORICAL BACKGROUND In 2016 Equal pay for work of equal value was implemented, albeit INCORRECTLY resulting in, i. Contract employees receiving upward salary adjustments of up 200% ii. Contract employees earning the same total package as permanent employees but without benefit contributions. iii. Multiple contract employees aligned to one post all received salary adjustments, which meant the cost of that post multiplied up to 5 times in some cases. OUTCOME INCREASE OF 14% IN THE COST OF EMPLOYMENT 2015 (R699 716 707) VS 2016 (R797 022 015)
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS HISTORICAL BACKGROUND Post the 2018 Collective Agreement, the University continued employing more contract employees! 120 from 2019 to 2022, only 11 are Academics 49 49 in 2022, 29 are Academics 120 308 2018 Contracts (Collective Agreement) 2019 - 2022 2022 Contracts
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS HISTORICAL BACKGROUND 2022 CCMA Referral by NEHAWU Historical 2021 1.5% increment owed Delays in Conversion of contract positions 8% salary increase demand as per CCMA referral Due to financial constraints the University could not meet these demands. Salary Negotiations 2022 >> Once-off award given to employees from savings emanating from vacancies and terminations on two conditions. i. Development of Hybrid Work Policy ii. Extension of contract employees by another five (5) years/ or permanent conversion management committed to conducting a situational analysis and develop a plan based on financial implications. iii. Consider salary increase during budgeting
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS SITUATIONAL ANALYSIS 308 contract employees' part of the 2018 collective agreement Current cost of employment for the > R67 900 752,00 excludes benefit contributions. Due to financial constraints the University would not be able to convert these contract appointments to permanent. Due to financial constraints the University had to conduct an extensive analysis Consultation with line managers to determine number of contract employees, vacancies, and operational requirements Desktop Analysis - Eligible incumbents on three year contract per collective agreement, 2018. Consolidation, Costing and Report Determination of Principles and Scenarios PROCESS FOLLOWED, 1. Desktop analysis 2. Determination of Operational Requirements Line Manager engagements i. Is there an Operational Requirement for a contract appointment with justifiable Reason? ii. Is there a permanent established post? iii. Does incumbent (s) meet minimum requirements? 3. ManCom Engagements in progress
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS SITUATIONAL ANALYSIS IMPACT OF TOTAL COST OF EMPLOYMENT (COE) Impact of Total Cost of Employment (COE) i. TOTAL COE as at 30 Sept 2022 = R850 576 151 2022 COE Breakdown 30 Sept 2022 R850 576 151 (Sept) R19481 309, 2% R44497 391, 5% R3000 000, 1% vs R27136 021, 3% Permanent Council Controlled Budget R Contracts 1 325 589 000 = 64% R125512 579, 15% Part-time R630948 851, 74% Pay by Claim Budgeted COE 2022 = 943.8m Externally funded ------------------------------------- Provisions 2023 Projected salary-to-income ratio is 70% Note: Provisions are projected for 2023, in 2022 the University could not meet all provisions e.g. maternity and sabbatical leave provisions were depleted by July 2022 DHET Guidelines COE - between 58 - 63%.
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS SITUATIONAL ANALYSIS FINDINGS 232 contract employees appointed outside of a post. Only 5 contract appointments were determined NOT to be operationally required. However, ManCom is still interrogating the operational requirements. Contract employees are already earning within salary ranges for their aligned grades, even though their positions were not aligned to any grade. This has implications for pay parity, if the University tops with benefits, which can be between 25%- 30%. Permanent employees will be disadvantaged. Only 35 contract employees in the cohort, are academics, 273 are Support staff The current total cost (R67 900 752,00) is similar to the projected cost of absorption (R67 116 831), if absorption happens within the University s salary scales. If employees are absorbed into the VUT salary scales; they are likely to have a lesser take home pay due to introduction of benefits into their package. However, there are long term benefits in terms of job security, pension, medical aid, etc.
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS SITUATIONAL ANALYSIS FINDINGS New Contract Appointments per Year 120 110 100 80 60 48 40 38 40 26 18 20 9 7 4 2 2 2 1 1 0 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS SITUATIONAL ANALYSIS EMPLOYEE RELATIONS/ LEGISLATIVE IMPLICATIONS In contravention of the Labour Relations Amendment Act 6 of 2014 (LRA) Sect 198(b) - (5) Employment in terms of a fixed term contract concluded or renewed in contravention of subsection (3) is deemed to be of indefinite duration. (8) (a)An employee employed in terms of a fixed term contract for longer than three months must not be treated less favourably than an employee employed on a permanent basis performing the same or similar work, unless there is a justifiable reason for different treatment Possible retrenchments due to affordability Even though most contracts may be required operationally, however, due to affordability the University will have no choice but to terminate them as part of a section 189. Section 189 of the Labour Relations Act ( LRA ) permits employers to dismiss employees for operational requirements. These are defined as requirements based on economic, technological, structural or similar needs of the employer.
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS PROPOSED PRINCIPLES 1. MATCH AND PLACE place employees on the minimum of the VUT salary ranges. Salary ranges are inclusive of benefits. There is an operational requirement, there is a post available on establishment and incumbent meets minimum requirements for the position. 2. ADVERTISE place successful candidates on the minimum of the VUT salary ranges. Salary ranges are inclusive of benefits. There is an operational requirement, there is a post, meet minimum requirements for the position, but there are multiple incumbents in one post. 3. THREE-YEAR/ FIVE-YEAR CONTRACT/ OR TERMINATE (Sect 189) if no post, minimum requirements are not met or unsuccessful during R&S. If applicable place employees on the minimum of the VUT salary ranges. Salary ranges are inclusive of benefits.
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS IMPLEMENTATION PLAN AND TIMELINES Extend all contracts by three (3) months / six (6) await org refinement Nov 2022 Senior Determinatio n of posts for possible absorption and scenarios Dec 2022, and costs Management Engagement Operational Requirements and financial implications Dec 2022 Consultation with Council Structures Dec Jan 2022 Consultations with Unions Dec Jan 2022 Consultations with employees Feb 2023 Final decision communicated to employees March 2022 Absorption to continue until Dec 2025
SITUATIONAL ANALYSIS & PLAN FOR CONTRACT APPOINTMENTS HR GOVERNANCE Restoring HR governance; and ensuring sound and sustainable people decisions is critical Short-term contract appointments are made in line with legislation, and approval by HR. Mid/ long term - Fixed-Term Appointments Policy to be concluded in 2023 Long term Organisational Refinement
Universitys reports on fraud and corruption that allegedly happened with student accommodation that die not exist (persons involved, costs and consequences management implemented against those involved in alleged misconduct on student accommodation
1. Independent Auditors were appointed to look into allegations of wrongdoing in private accommodation. That happened in the second semester of 2022 when it became obvious that there were matters that needed urgent attention particularly with respect to private accommodation of students. 2. In the report that the Auditors submitted, it was recommended that disciplinary action be taken against two officials in charge of student accommodation. Further to this, they recommended that there should be a forensic investigation into possible collusion between certain university officials and private landlords. 3. The forensic Investigators have been appointed and the two officials, the Manager-Placement Office and the Director Student Accommodation, have been suspended pending the outcome of the forensic investigation. 4. Further to the above, measures are being taken to recover money that is due to the institution.
Contents 1. Brief Background 2. KAYA Guards Application 3. Review Application Part A 4. Review Application Part B 5. Post Portfolio Committee Visit
Brief Background o The Vaal University of Technology (VUT) invited bids for the rendering of security services to its learning and teaching sites over a five-year contract period. o Kaya Guards and Phiri Phiri Security Services (Phiri Phiri) were the two top-scoring bidders on the shortlist. o The total bid price of Kaya Guards was R290 903 252.79 plus an unquantified annual price escalation based upon Private Security Industry Regulatory Authority / National Bargaining Council annual wage determinations. o The total bid price of Phiri Phiri was R304 419 720.00 inclusive of an estimated 5% annual price escalation.
Brief Background o VUT s Management Committee (MANCOM) resolved to seek clarification from the shortlisted bidders about their bid prices and whether and to what extent the bid prices reflected price escalation to accommodate sectorial wage increases in the security industry. o Kaya Guards responded by quantifying its percentage escalation and the actual Rand value of the escalation, resulting in a total bid of R339 721 721.27. o Phiri Phiri responded by confirming and quantifying the inclusive escalation percentage of 5% p.a. resulting in confirming its total bid price of R304 419 720.00. o MANCOM, upon the recommendations of the Bid Evaluation Committee and the Bid Adjudication Committee, resolved to award the security tender to Phiri Phiri as the highest ranked bidder having regard inter alia to the confirmed bid prices.
KAYA Guards Application oKaya Guards PTY LTD served an urgent two-part application against VUT in December 2020, asking the court to: o set aside the decision of VUT to award tender number: T12/2020 to Phiri Phiri Security Services (Phiri Phiri), o substitute the decision of VUT to award the tender to Kaya Guards, or o alternatively, remit the tender to VUT for reconsideration. o Part B of the Application was for the review of the tender process by the Court.
Review Application Part A oAn Interdict was granted on 18 December 2020, ruling that Pending the final determination of Part B of the Application, including any appeals, VUT was prohibited from: o Implementing the award of the tender under Bid Number T12/2020 to the second respondent (Phiri Phiri) o Implementing the contract concluded with the second respondent (Phiri Phiri) on 02 December 2020 or giving effect to any of the terms for the provision of the services contemplated by the tender pending the determination of the Review Application Part B.
Review Application Part B oIn May 2021 KAYA Guards filed a Supplementary Affidavit, requesting the Court to: o Set aside the decision made by VUT to award the Bid under T12/2020 o Set aside the decision by VUT to award the contract to Phiri Phiri o Review and set aside the SLA signed on 2 December 2020 o Award the tender (T12/2020) to Kaya Guards, alternatively o Refer the tender back to VUT for reconsideration o The matter became dormant, and VUT started to enquire about the date. o VUT wanted to get the matter finalized.
Post Portfolio Committee Visit o After the meeting with the Portfolio Committee, we approached the office of the Registrar in South Gauteng High Court. o We spoke to a certain Miss Khumalo in that office. o She explained that their allocation depends on the Judges diaries as well as the availability of court rooms. o We sent follow-up emails to this effect and contacted our attorneys as well. o We have not received the date yet.
Update on Infrastructure Projects including Residences: Renovations and Refurbishments Plan
Contents 1. 2. 3. 4. Introduction and Background Implementation Approach Implementation Programme IEG 6thCycle Projects Planning Phase
Introduction and Background VUT has completed the following Renovations and Refurbishments: Meropa A Residences Meropa B Residences Student Town Residences (Pipework- 13 Blocks), 3 are outstanding and need funding. Old Three Residences Phase 1 completed (Khomanani, Kutlwanong & Meloding) and Phase 2 under current planning for 2023. Refurbishment of Ubuntu Residences Contract awarded and signed Refurbishment of Khayalethu Residences BAC process completed, awaiting Award Newly Approved Residences Projects as per Minister s Allocation of November 2022: Renovation of Mine House Clusters Renovation of Phase 1 New Residences Renovation of Phase 2 New Residences Renovation of Educity Residences Provision of Power Generators
Implementation Approach The implementation approach is taking cognizance of a few factors that exist within the residences: All residence that are closed are high priority to get them back to market. All residences that are occupied but need attention will be also prioritized for sectional completion under implementation plan. Example on this is, Phase 1 Residences has 13 blocks. The works will be scheduled such that a sectional completion (one block) is handed according to the sequencing applied in the project plan. This will allow early occupation of blocks on an incremental basis, than waiting for the full phase to be completed. This principle applies then to all other residences. Residences Team will provide a block that will be used as the holding space for students waiting to move into their block once it is finished and available. Regular meetings with SRC are planned to keep the Students up to date on all progress issues. SCM has made commitments to ensure smooth and efficient procurement process, meaning priority on these residence projects.
Implementation Programme PROJECT NAME CA MP US CURRENT STATUS SERVICE PROVIDER APPOINTED FUNDING/ AWARD/ BUDGET FOR COMPLETION PROGRESS STATUS AND TIMELINES COMMENTS / CHALLENGES 2012/2015 IEG CLYCLE 2016/2018 IEG Cycle 1.Ubuntu Residence Start End Date Deferred Maintenance Programme Mai n Resi den ces Contract and Commencing with works on site. Contract awarded in August 2022 and the contractor is finalising the Construction Guarantee, Insurances and Safety File before signing the JBCC LEANO Construction R2 833425.20 17 Nov 2022 28 June 2023 Contractor Submitted required documentation and JBCC Agreement in the process of signing and Handover to site second week October 2022 2.Student Town Pipework Mai Project was complemented for the 13 blocks in the phase 1, only three reaming blocks will be retendered as the tender T31/2021 did not find a suitable contractor in August. Phase 1 for 13 Blocks Kastroink Construction. Phase 2 for 3 Blocks on re-tendering R4 500000 (Budget) 15 February Nov 30 May 2023 Phase two for 3 blocks on re-tendering n Resi den ces 2022 1stPhase 15 Feb 2021 1stPhase 19 Dec 2019 15.Refurbishment of Khayalethu Residence Mai n Resi den ces BAC approved the recommended contractor and now awaiting the submission to MANCOM for final approval. Signing of the Contract will be facilitated and completed before the 15 December 2022. Not Yet R16 583765 (Budget) 15 January 2022 30 Sept 2023 Awaiting MANCOM s approval of the recommended Service Provider, before the end of November 2022
Implementation Programme cont. 2022/2023 IEG Cycle Cycle 6 Funded Projects Focus on Residences Renovation of Mine House Clusters Main Campus Residences Project Plan is being finalised and Project Documentation to be submitted to SCM for the procurement of Contractors/Service Providers by 09 December 2022. Procurement process to commence in January 2023 and awarding of contract by 31 March 2022. Construction work to commence by the April 2022. Not Yet R17 050 726 (Budget) April 2023 Sept 2023 Funding Approved in November 2022 and planning already commenced S. Mtheku Renovation of Residences New Phase 1 Main Campus Residences Project Plan is being finalised and Project Documentation to be submitted to SCM for the procurement of Contractors/Service Providers by 09 December 2022. Procurement process to commence in January 2023 and awarding of contract by 31 March 2022. Construction work to commence by the April 2022. Not Yet R8 082 007 (budget) April 2023 October 2023 Funding Approved in November 2022 and planning already commenced. Sectional completion per block will be applied/considered in the Implementation Plan G. Tembo Renovation of Phase 2 Residences Main Campus Residences Project Plan is being finalised and Project Documentation to be submitted to SCM for the procurement of Contractors/Service Providers by 09 December 2022. Procurement process to commence in January 2023 and awarding of contract by 31 March 2022. Construction work to commence by the April 2022. Not Yet R9 128 766 April 2023 Oct 2023 Funding Approved in November 2022 and planning already commenced. Sectional completion per block will be applied/considered in the Implementation Plan G Tembo Renovation of Educity Residences Sebokeng Residences Project Plan is being finalised and Project Documentation to be submitted to SCM for the procurement of Contractors/Service Providers by 09 December 2022. Procurement process to commence in January 2023 and awarding of contract by 31 March 2022. Construction work to commence by the April 2022. Not yet R9 151 076 (Budget) April 2023 Sept 2023 Funding Approved in November 2022 and planning already commenced. Sectional completion per block will be applied/considered in the Implementation Plan F. Joubert Power Generators for Residences Main Campus Residences and Sebokeng Residences Bid Nomination forms for the Procurement of Electrical Consulting Engineer for load testing of power consumption and sizing of generators has been submitted for approval already. Procurement Documentation to be submitted to SCM for the procurement of Contractors/Service Providers by February 2022 for the appointment of contractor for installation of Generators. Installation work to commence in April 2022. Not yet R9 200 364 (Budget) April 2023 31 May 2023 Funding approved in November 2022. Awaiting finalisation of appointment of Electrical Consutling Engineer G Tembo
IEG 6thCycle Projects Planning Phase Planning and Procurement Phase Activity Completion of Project Plans for all funded projects under 2022/23 year Target 22 Nov 2022 Comments All Project Managers have been allocated the 5 projects under residences Completion of Tender Documentation to source Consultants/Contractors 09 December 2022 Consultants will be sourced on scope that need design aspects, but where designs are completed such as in Engineering Building and Teacher Education Building, tender documentation will focus on Construction. Submission to BSC for tendering purposes 13 January 2023 All Specifications/Tender Documentation to be submitted to SCM for the commencement of Procurement Processes from advertising to evaluation. Evaluation of Tenders and Awarding 31 March 2023 SCM Department has committed to assist in the expediting of the procurement process to achieve awarding by latest the 31 March 2023. After the signing of the Contracts, site handovers and commencement of work will be expected before the end of April 2023. A sectional completion approach on blocks will be Implemented. i.e. As blocks are completed, they will be handed over through a decant system. Phase 1 14 Blocks, Phase 2- 10 Blocks, Educity 9 Blocks, etc. Site Handovers and Commencement of Construction 26 April 2023 Practical Completion of Renovations 20 November 2023
