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Classified Pemandu report exposes Botswana Public Service

A confidential report by a Malaysian private consultancy firm, Performance Management and Delivery Unit (PEMANDU) Associates, that was engaged by Botswana government through the Directorate of Public Service Management (DPSM) has revealed a damning state of affairs in the country’s Civil Service.

Curiously, the report has been ready for long but kept in the shelves by the Botswana government, making it out of reach and touch for the critical stakeholders including the trade unions and the public. The report essentially provides the progress and status update on Pemandu Associate’s activity in Botswana from December 2017 up to September 2018 in which their main aim, which they executed, was to conduct preliminary assessments on the areas of remuneration management system.

In the classified report they unearthed that generally the Botswana Public service performance management is not functioning efficiently as it was supposed to be. According to the report, titled, “remuneration system project report for grades A to D,” there are issues on the complexity of performance appraisal form and biased session between employee and employer.  It further reveals that “the Botswana Public Service today does not have a comprehensive remuneration structure and does not follow best practices.”

Some of the flaws in the system, it posits, is that the current Botswana public service remuneration follows a traditional model made up of grades and notches or steps within grades; and a new employee will start at the bottom notch of the grade as there is no flexibility to take into account special skills and experience. It states that the employee will move up from one notch to another based on promotion and that the notches remain steep, meaning an employee will reach the ceiling of the particular grade quickly.

“The salary for one grade does not overlap with another. This means that on reaching the ceiling (the top most notch of the salary grade), the employee must be promoted to another grade in order to advance in salary. In addition the current design does not have a fixed salary range – it is merely a series of notches within a particular grade and no fixed ceiling and floor levels. This has serious implications in terms of the salary structure in equilibrium.”

To illustrate this, the report gives an example of an employee (A) who may start at the lowest notch of a grade at P20 000 and another employee (B) at the highest notch earns P100 000 adding that the range between the lowest and the highest salary point is then therefore P80000. “Assuming there is a salary increment of 5 percent. Employee at the bottom will now earn P21000 whilst employee B will earn P105000. The gap between the two salary points increases from P80000 to P84000. With another 5 percent adjustment, the gap widens to P88200,” it highlights.

According to the top secret report, this means the structure will slide with each salary adjustment and the gap will grow exponentially as well. It points out that this design is not sustainable in terms of managing the salary bill, keeping equity and maintaining employee morale as the salary pyramid grows steeper with each salary adjustment. It further revealed that the existing salary structure does not follow the norm in terms of range and notches; it’s complex and difficult to manage.

“The salary rates are below market rates and is thus not competitive in terms of attracting and retaining talent and the required professional skills for the country to become a high performing public service sector,” the report compiled by the engaged Malaysians highlights. The Pemandu Associates report also discloses that the structure contains many legacy issues which arose as a means of circumventing the current shortfalls in the system and that there is no review process to sustain a motivated workforce and productivity.

The current salary is a sliding structure, reports states adding that the minimum and maximum salaries (ranges) are not locked and will change according to any inflationary adjustments declared by the leadership. The range (maximum and minimum) within each grade from grade C to grade E is narrow. Hence over time, this would create a bulge of employees who are stagnated at the top of the scale. This was observed particularly for grade E1 where 63 percent of the employees are stagnated at ceiling.

Many of those who have reached the salary ceiling would remain there for a long time as the number of positions at the next level is usually less and consequently, the number of vacancies is much lesser. In the case of grade E1, report states that 36 percent of the employees at the ceiling have remained status quo for more than 5 years – in fact, all 63 percent of them at the ceiling of grade E1 will not be promoted to grade F1 as there are no vacancies in grade F1. “This is demotivating for current employees and a deterrent for the recruitment of much needed talent for the public service.”

In some Ministries, it states the percentage of employees who are stagnated at the top of their scale has reached a dire situation and that the ministry of Basic Education has 82.7 percent of their employees stuck at the ceiling in grade C1 and 42.8percent at grade D1 while stressing “this has an adverse on productivity.” Considering cadres such as doctors and teachers, the government report posits that the remuneration system is not flexible enough to recognise skills.


 As an illustration, it explains that a doctor who joins the public service has a starting basic salary of P187 716 and a scarcity allowance of 40percent of the basic salary to supplement the shortfall in attracting the profession to the public service. It recommends that if the remuneration system is sufficiently robust and flexible, the doctor should be offered a starting salary of P262802 without the need to act as a ‘bandage.’

The same is true for teachers, the shelved report asserts adding that Science and Mathematics teachers join the public service at grade C4 with a starting salary of P73416, supplemented by a 40percent scarcity allowance that makes the total remuneration P102782. “The scarcity allowance albeit a necessity distorts the remuneration structure and makes it difficult to manage the total remuneration.” This comes in light of remuneration system issues which were raised including concern of among others, scarce allowances issues being distributed “unequally” in Botswana.

The current salary plus allowance lags behind the private sector and that it is not competitive and is a concern especially at the leadership level, it stresses. Moreover, the report acknowledges that the government of Botswana has laid out a bold and compelling vision of what the future of the country would look like in Vision 2036, which is, transforming from an upper middle-income nation to a high-income nation.

It adds that “the critical successes factor in arriving at a high-income nation status will be a high performing public service sector that will move the many levers for socio and economic development.” Creating and sustaining a high performing public service sector, it emphasises that will depend to a larger part on having a remuneration framework that will enable the government to attract, retain, and motivate public service employees.

The report further cites a study by the University of Warwick, United Kingdom which showed that productivity increased between 12percent and 20percent if an employee was happy and that in another article, it was noted while money is not the only motivator and it is not the primary motivator for everyone, it is an important motivator for most people in the workplace including the public servants in Botswana.

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BDP unfazed by threat of united opposition 

30th November 2021
BDP unfazed

Botswana Democratic Party (BDP) leadership has indicated that the party is not worried about the Memorandum of Understanding (MoU) signed by opposition parties to support each other in the upcoming bye-elections.

Umbrella for Democratic Change (UDC), which comprise three opposition parties; Botswana National Front (BNF), Botswana People’s Party (BPP) and Botswana Congress Party (BCP), recently agreed terms with other opposition entities; Botswana Patriotic Front (BPF) and the Alliance for Progressives (AP).

The duo of AP — a splinter part of Botswana Movement for Democracy (BMD) — and BPF — a splinter of the BDP— did not contest under the ambit of UDC in the 2019 general election. The two parties have a combined four seats in parliament and a combined popular vote of 74 000 from the 2019 general election.

The signing of the MoU on bye-election is seen as a giant step by the opposition to consolidate their efforts against the BDP in the 2024 general election.

Unveiling the 11 candidates that will represent the party in the bye-elections billed for 18 December 2021, BDP Chairman Slumber Tsogwane stated that the cooperation of opposition parties to gang against the ruling party is not a new development in Botswana and that BDP has always emerged top in the face of such collaboration.

Tsogwane indicated that, as per reports, opposition parties had challenges relating to the allocation of wards, which were only resolved after the intervention of the leader of UDC, Advocate Duma Boko.

“We are not frightened by opposition cooperation. It is not happening for the first time. We have tasted it before. They tried in 2019, and it did not work,” Tsogwane said buoyantly.  “We still want to face them as a united block in 2024 because BDP is a giant that can only be tried by a united opposition.”

Tsogwane’s sentiments were shared by party secretary-general Mpho Balopi, who also believe that opposition cooperation is a non-starter. He said, in 2019, BDP increased its popular vote, despite BCP having joined the ranks after not partaking in the 2014 general elections. “They believed that based on 2014 numbers, the BCP joining UDC will give them power, but that was not the case,” Balopi said.

BDP increased its popular vote from 46.4 percent in the 2014 general elections to 52.6 percent in the 2019 general election. The 2014 general election was BDP’sBDP’s worst in history, with the party garnering a popular vote below 50 percent for the first time since independence. BDP also increased its seat by one in the last general elections. Meanwhile, the opposition garnered 19 seats in 2019 compared to 20 in the 2014 general election.

“They [opposition parties] have been doing so since 2011 after the formation of Botswana Movement for Democracy in 2010. It is not a question of what are we going to do as the BDP. It is about what we have done in the past,” said Balopi. Balopi, who first became party secretary-general in 2011, led the BDP to the 2014 and 2019 general elections.

Last weekend, BDP held primaries in seven wards to choose candidates to represent the party in the 18 December bye-election. Meanwhile, four wards agreed to settle for compromise candidates.

The wards are going for elections on 18 December are the following; Nkgange North Ward (Nkange), Tamasane Ward (Mmadinare), Khwee Ward (Boteti East), Tumasera-Seleka Ward (Sefhare-Ramokgonami), Ga-Molopo Ward (Goodhope-Mabule), Lorolwane Ward (Mmathethe-Molapowabojang), Moshupa East Ward, (Moshupa-Manyana), Boseja South Ward (Mochudi East), Metsimotlhabe Ward (Gabane-Mmankgodi), MotokweTsetseng Ward (Takatokwane), Lentsweletau West (Lentsweletau-Mmopane).

Following the conclusion of the MoU agreement, BNF has been allocated six wards to contest. The wards are Boseja South, Khwee, Lorolwane, Moshupa East, Motokwe and Ga-Molopo. The BNF will, however, hold primary elections in Khwee while other wards settle for compromise candidates.

BCP will contest in Tumasera-Seleka Ward, Nkange North Ward and Metsimotlhabe Ward. An agreement has been reached that Metsimotlhabe Ward, despite being allocated to BCP, will field an AP candidate to warm up opposition unity talks for the 2024 general election. AP has also been awarded Lentsweletau East Ward.

Meanwhile, the new kid in the bloc, BPF, has managed to get Tamasane Ward in Mmadinare. It was also given Lorolwane Ward on paper, but it has decided to field a BNF candidate at the ward.

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Inside Private Security companies firearms proposal to Gov’t

30th November 2021
Private Security Company

A proposal by the private security companies operating in the cash business for firearm licensing, sent to government for consideration, has called on government to speedily consider licensing private security companies operating in the cash business as a panacea to the prevailing cash heists.

The companies say they do not seen why they cannot be armed because all the countries surrounding Botswana within the SADC region have a provision for armed private security. This, they say, has been the case for many years with South Africa, Namibia, Lesotho, Zambia, and Angola all having this security measure in place and in many cases, for the last three decades.

“In all of these countries, the law provides that private security companies are entitled to use firearms subject to conditions under the law. For instance, in Angola private security personnel may only use firearms provided they have undergone competency training and are also required by law to keep registry and tracking of the licenced firearms. In many of these countries, armed private security does not only include for cash operations (including cash in transit) but extends to both the alarm response and to man-guarding services (a case in point being Namibia and South Africa),” reads the proposal.

The proposal further says this situation is further exacerbated by the fact that the Botswana currency is generally stronger than all other currencies in the region making it an attraction to would-be criminals. “Additionally the fact that this currency can be exchanged in any of the countries bordering it with relative ease, makes it an even more attractive avenue,” reads the proposal.

The estimated size of the cash in transit business, according to the companies, is estimated at over BWP 120m annually with over 160 daily delivery and collections between clients, the Central bank and the security company’s cash centres and automated teller machines (ATM’s). 

There are currently five security companies providing the CIT services in Botswana. Despite operating in the same security threat environment, and in many instances transporting high value consignments as the Government transfers, private security companies say they do not have the same armed escorts accorded to government consignments like cash and diamonds, as they are not licenced to carry firearms by law. 

“With the advent of increased security threats (as evidenced by the number of attempted and successful heists), these businesses require the same level of security in the form of having licenced firearms in order to provide their own armed escorts to ensure that there is sufficient cover and provide a deterrent to would-be criminals. The current arrangement of using Police escorts for private security, while effective as the Police are armed and acts as a deterrent, is not sustainable both in terms of resourcing and cost,”

Explaining how government handles own cash transfers, the companies says the government enlists armed Police escorts when moving high value consignments, in particular when transferring cash from and to the Central Bank due to the high risk associated with this movement. 

“This acts as a deterrent to ensure that there are no attacks on these consignments. This has proven to be an effective deterrent as criminals, knowing that the Police are armed, do not attempt to attack these transfers and to date there has not been a case reported on these despite the number of years this service has been in place,” stressed the companies in the proposal.

The companies dismissed claims that the licensing may in some ways be misused saying the government through the Arms and ammunition board has always conducted raffle draws for both shotgun and rifles for members of the public in order to access firearms licences. This, they say, has been ongoing for many years but there have not been serious incidents of misuse. 

“This provides a view that where there are proper control mechanisms in the issuance of firearm licences, public safety can still be guaranteed,” they observed.

Recommendations by Private Security Companies

Private security companies with Cash businesses request to be allowed to have licenced firearms in order to establish and run their own escort services. This is the only service to access firearms to mitigate the current risk. This will be subject to, amongst other requirements.

Strict criteria to be formulated in relation to the training of the officers who will use the firearms including continuous retraining at specified intervals. Firearms register to be developed with tracking capability and auditable by the authorities at all times. Firearms are retired by the officers at the end of duty on a daily basis and issued the following working day.

There will be a requirement for psychological evaluation for officers to be issued with firearms including ongoing evaluations at various intervals. The cash businesses will need to demonstrate the number of firearm licences required in line with the size of their cash businesses; approval to be based on proportionality to the required escort service and satisfaction 

The need for firearm licencing is further demonstrated by the nature of the business in that private clients invest in security companies for safe custody and transfer of their cash assets hence the security companies require to be effectively prepared to match these requirements and expectations that comes with this.

The companies proposed two models to be adopted, the first being for the provision for arming tactical teams that will provide escorts for the cash businesses. These teams will be in-house and the company is the one being licenced. The second is the provision for arming CIT crews (driver and crew man) across the cash business 

The companies further warned that this has to be taken seriously because the Cash In Transit service is critical to the daily functioning of the money economy by ensuring that cash circulation is optimally maintained. 

Major clients such as banks and retailers, they said, depend on this service for successfully running their businesses. “For these clients, same day value in money transfers is crucial as customer demands are increasingly high to be able to withdraw and deposit money at ATM’s without disruption and in the case of retailers deposits made are required for working capital on a daily basis. Disruption in the provision of the service, as is the case where the security of the service is affected due to armed robberies, results in the disruption to the functioning of these sectors and the associated losses incurred,” they concluded.

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How Ministry Local Gov’t lost control of P3.3 billion for orphans 

30th November 2021
Molale

The Auditor General’s report for 2019/2020 shows how hundreds of orphans could not benefit from an account holding billions of Pula because officials at the Department of Social Protection under the Ministry of Local Government and Rural Development slept on the job. 

Also robbed of the opportunity to benefit from the programme were vulnerable children.

The report reveals that the Department had outsourced beneficiary payments to Botswana Post, Sandulela Telecom Botswana and Smartswitch Botswana (Pty Ltd). Each service provider was engaged to effect payments for specific elements of the beneficiary packages. The Department disbursed a total of P3.3 billion from 2016/2017 to 2019/2020.

“However, the Department had lost control of the key financial operations to the service providers, who had breached the terms of the Memorandum of Agreement (MoA) on numerous occasions,” the report says.

The report says that a Memorandum of Understanding between the department and service providers requires engaged companies to ‘consolidate, verify and return all unclaimed payments to Client, together with a list of beneficiaries who did not claim such payments’. Such information must be submitted after every three (3) months for reconciliation.

“However, the service providers on numerous occasions contravened the terms of the agreement, as they took a substantial amount of time beyond the stipulated period to return unclaimed monies. Instances were noted where Sandulela took unduly long, even up to 21 months to submit returns to the Government,” the report says,

The report states that Sandulela held an average of P6.2 million in unclaimed cash allowances during this period, thereby denying the Government the opportunity to invest the monies elsewhere and earn interest.

Regarding the MoA, the report says that Botswana Post and Sandulela Telecom were required to open separate bank accounts to be used ‘solely for the social benefits cash allowances in the Agreement and the interest accrued in that account shall be reimbursed to the Client’. The agreement also provided that the service provider may keep the monthly unclaimed cash component for a period not exceeding three months with interest accrued thereon.

In line with their obligations, says the report, the Department credited Botswana Post and Sandulela Telecom with P2.3 billion and P371 million, respectively, for social welfare grants payroll for 2016/2017 to 2019/2020. Some of the beneficiaries did not collect their cash allowances monthly, and these had accumulated to P66 million for Botswana Post and P9 million for Sandulela Telecommunication Botswana.

“Based on the above observations, the Government could have earned interest on the unclaimed cash allowances if they had been returned as prescribed. As such, the service providers did not fully abide by the terms of the agreement,” the report says.

The report found that the agency fees for each invoice were based on the number of beneficiaries paid in a period multiplied by the rate prevailing at a specific location. It was observed that the Client did not receive reconciliation reports showing paid and unpaid allowances in time to update the Social Benefit and Reconciliation System (SOBERS) application system.

“Therefore, the credibility of the amount as calculated in the invoice could not be reasonably assured. The P47 million and P142 million agency fees paid to Sandulela and Botswana Post respectively for a period of 4 years may not be reflective of the number of beneficiaries paid,” the report says.

Retarding the Beneficiary Management Process, the report shows that the beneficiary registration system had some deficiencies, which resulted in delays in updating the monthly payroll with newly approved beneficiaries. Some beneficiaries had to wait for up to 5 years before they could receive the cash allowance, consequently defeating the programme’s key objectives.

“A total of 2 270 social grant beneficiaries who passed on from as far back as 1997/1998 were removed from the payroll in 2017/2018 and 2018/2019, which meant that some of them had remained active in the payroll for more than 20 years after their death. The Department had deposited their share of cash allowances amounting to over P17 million with the service providers, and there was no evidence of interest paid to the Client on this amount,” the report says.

In addition, the report says, cash allowance for 50 beneficiaries was claimed even though they were deceased. The audit could not rule out the misappropriation of P185 545 in payments to non-existent beneficiaries.

In terms of the Child in Need of Care (CNC) and the Community Home Based Care (CHBC) programmes, the report says, children require a special diet prescribed by a paediatrician to be enrolled. For that reason, the food parcels should include the prescribed food items only. According to the report, this proved to be easy to manipulate since the Smartswitch card did not have any restrictions established specifically for CNC.

“The Department of Social Protection (DSP) is in partnership with 9 NGOs, whose main aim is to protect the orphans and vulnerable children. The implementation of the programme includes key activities assigned to the District Councils,” says the report.

Therefore, the report says that the exchange of crucial information reports between the two parties is vital for the Client to be up-to-date with the operations to execute their mandate. The oversight role was therefore considered ineffective due to the following:

The NGOs did not provide quarterly narrative reports, financial reports and annual audited financial statements to account for transactions on their operations, which was in breach of the MoA. The Botswana National Plan of Action for Orphans and Vulnerable Children for 2010-2016 requires DSP to establish an independent body to provide oversight comprising development partners; however, this had not been done.

The DSP did not establish the Monitoring and Evaluation Committee as required by the National Monitoring & Evaluation Framework, whose mandate was inter-alia to ensure that Local Authorities effectively account for funds disbursed to them and establish whether they had been utilized for the intended purposes.

As a result, the report says the “Department had lost control of and had abdicated their responsibility and accountability for funds approximating P806 million disbursed between 2016/2017 and 2019/2020 to the NGOs and Local Authorities.”

It says that while the objectives of different classes of social grants may have been met, it is nevertheless of paramount importance that all the prescribed criteria in all the authorities are complied with for sound management of the programme.

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