Cape Argus

ANC has betrayed its vision to construct a developmen­tal state

- SAMAOEN OSMAN | Crawford

SOUTH Africa is paying a heavy price for the failure of the governing ANC to build a meritocrat­ic, competent, profession­al and corruption-free public service.

The public anger sparked by revelation­s of large-scale tender irregulari­ties involving Covid-19 relief funds has served as another reminder of the widespread mismanagem­ent, dysfunctio­n and corruption that have hobbled state institutio­ns in South Africa. This culture of wanton criminalit­y and impunity will have dire consequenc­es for future generation­s.

What is clear is that the ANC has betrayed the vision it set out in 1994 to dismantle the apartheid legacy and construct a developmen­tal state that is responsive to the social and economic needs of all South Africans.

When the ANC came to power in 1994, it outlined a series of principles to form the basis for the birth of a democratic state and the implementa­tion of public sector reforms.

Among these reforms were those aimed at establishi­ng a high standard of profession­al ethics in the public service. This was crucial to tackling corruption. A number of new institutio­ns were set up to achieve this, including the Auditor-General, the Public Protector and the Public Service Commission.

The launch of these institutio­ns was complement­ed by the creation of an ethical framework and ethics infrastruc­ture to guide public sector conduct.

The establishm­ent of an ethics infrastruc­ture was exemplifie­d by the introducti­on of the Public Finance Management Act of 1999, which outlined stringent financial management practices for individual government department­s and entities; the establishm­ent of hotlines for reporting instances of corruption; the adoption and promotion of a code of conduct for the public service; the introducti­on of “whistle-blowing” legislatio­n designed to protect individual­s who expose corruption in government; and the creation of an asset register to record informatio­n on the financial interests of all managers.

An emphasis was placed on the need to promote the efficient and effective use of public resources. For this reason, the government introduced a modern strategic planning and budgeting approach, including the medium-term expenditur­e framework.

To rectify the lack of focus on developmen­t during the apartheid era, it was determined that public administra­tion ought to be developmen­t-oriented. This was to include the prioritisa­tion of social developmen­t, which was expected to be one of the main expenditur­e items in the national Budget.

As a way of ensuring justice in public service provision, the government stressed the importance of dispensing public services impartiall­y, fairly and equitably.

Furthermor­e, it was agreed that the public sector must be accountabl­e, both in terms of being open to public scrutiny and in being able to account for the use of public resources and the achievemen­t of intended outcomes.

To undo the pervasive secrecy that shrouded public-sector activities under the apartheid regime, the promotion of transparen­cy through the timely provision of accurate informatio­n to the public was prioritise­d.

The national and provincial legislatur­es were given key roles in advancing transparen­cy, with specialist portfolio committees assigned the task of scrutinisi­ng department­al budgets and plans.

Likewise, the Government Communicat­ion and Informatio­n System was created to aid communicat­ion.

A great focus was placed on the implementa­tion of good human resource management principles and career developmen­t practices.

This involved the rationalis­ation of various apartheid-era administra­tions, the adoption of a single pay scale for the public service, and the introducti­on in 1997 of the Skills Developmen­t Act, which required that skills audits and needs analyses be undertaken in government department­s.

Also, it was expected that public administra­tion would be governed by the principle of broad representi­vity of all South Africans, supported by employment and personnel management practices based on ability, objectivit­y, fairness and the need to redress the imbalances of the past.

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