Deputy Director: Monitoring and Evaluation

Tracking Number: EMCM359-2014
SAP Number: S70000032
This position seeks to attract: All Categories

Division: Executive Performance Management
Section: Strategic Planning, Monitoring & Evaluation
Job Type Classification: Permanent

Basic Salary Scale: R396 348 – R524 808 per annum
Total Remuneration Packages: R643 965.97 - 807 600.03 per annum

Location - Depot / Town or City: Pretoria Central
Location - Province: Gauteng
Location - Country: South Africa
For Enquiries (Contact Person): C. Ramulifho (012 358 1224 / 0427)

Appointment requirements:
An appropriate three (3) year tertiary career-related qualification (Degree or National Diploma) or equivalent qualification
Relevant experience in strategic monitoring and evaluation
Management/supervisory experience
Compliance with MFMA unit standards as per prescribed by Regulation 493 of 15 June 2007 as published in Government Gazette 29967 to 15 June 2007
A valid Code B Driver’s license.
Computer literate

Personal attributes / competencies:
Integrity, Intelligence, Patience, Innovative thinking, Energy, Imagination, Flexibility, Willingness to accept responsibility, Decisiveness, Ability to pay attention to detail

Manage and administer monitoring & evaluation initiatives
Developing an M & E framework;
Ensuring the implementation of M&E framework and strategies by providing expertise and supports as well as acting as a service hub for related initiatives;
Provide support for a structured process for learning from M&E findings and using the learning in strategic and operational planning;
Procure or access expertise for M&E functions requiring additional capacity or expertise;
Establish processes to follow up and check on the extent to which recommendations are being implemented;
Reporting on M&E framework implementation and recommending updating as appropriate
Building capacity of the CoT to improve M&E
Prepare and submit the operational budget
Management of the operational budget
Management of assets within the sub-section
Ensure 50% affirmable procurement of total procurement within the section
Defining /adjusting the key performance indicators, job profiles of personnel against service delivery requirements.
Evaluating the capability of prospective applicants and leading the interviewing and final selection sessions.
Conducting appraisals to measure performance and objectives against agreed targets and setting new objectives.
Identifying professional / technical skill gaps and complete developmental plans for existing personnel with clearly defined career paths and job enrichment opportunities.
Monitoring the adequacy of current training interventions and report on impact post training
Implementing Human Resources policies and procedures to control/ regulate workplace conflict and/ or instituting corrective measures
Analyzing staff attendance/ absenteeism, overtime, lost time and implementing/monitoring specific remedial measures aimed at improving productivity and reducing personnel related costs.

Closing date: 30 May 2014

Click here to apply

Questions after the interview:

At the end of an interview there is usually an opportunity where you can ask any questions you might have. This is a great opportunity to show the interviewer that you are interested in the position as well as the company. It is a good idea to prepare a few questions before the interview – this can be done while you are doing research on the company.

Your questions should show the interviewer that you are a good candidate for the position. Try and avoid questions that are based on your personal needs and preferences, for instance:

- How much leave will I get in a year?
- Will I be considered for promotion in my first year?
- When will I get an increase?
- What time can I leave in the afternoon?

These questions are inappropriate at this stage and will probably raise concerns on the side of the interviewer. Should you be the successful candidate then all these questions will be answered in your letter of appointment so don’t waste this opportunity by asking these basic questions.

If the position is an entry level job or very junior then you are welcome to ask questions in line with the position, for instance:

- Why did the previous person leave the position?
- What would the successful person be tasked to do in a typical day?
- How does this position fit into the department and / or company?
- Could you explain the company structure to me?
- Is there any further education assistance or support?

If the position is more senior then you can prepare question around the following themes:

- current issues that will face the successful candidate;
- inter-personal challenges in the department;
- any process, technology or people challenges that needs to be attended to urgently;
- key result areas that need urgent attention in the first few months;

The above information should get you started. Prepare a few questions so that you can show your worth. Good luck with your interview!
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