Proposed Institutional Framework

The IDP further highlights actions to be taken in the next 5 years to ensure an effective and well-functioning municipal human resource system. These include

• Filling of critical gaps in workforce

• • Increase municipal workforce

  • Improve municipal powers

• Employment Equity Plan

• • Employment Equity Implementation

  • Legislative Compliance

  • Management Engagement

  • Stakeholder Engagement

  • Good political oversight

  • Less fragmentation of policies

  • Work environment and facilities

• Workplace skill plan

• • Recruitment and selection policy

  • Scarce and Critical skill retention

• ICT Policy framework

As part of the development of the institutional framework, the staff complement within the Civil Engineering department under which the implementation of the LITP falls will be increased from 116 to 130 people. The section on the improvement of municipals powers clearly indicates the shared function and responsibility of municipal public transport between local and district level of governance.

The institutional responsibility for transport infrastructure is categorised as national, provincial, and local. The iLembe District Municipality has the responsibility to provide planning of public transport infrastructure. The responsibility between Local and District Municipalities as well as the provincial Department of Transport (DoT) for road provision and maintenance still needs to be finalised and has been flagged as a key development issue.