DEPARTMENT OF PUBLIC WORKS AND INFRASTRUCTURE Jobs – 22 June

The Department of Public Works and Infrastructure is an equal opportunity, affirmative action employer.
The intention is to promote representatively in the Public Service through the filling of these posts and
with persons whose appointment will promote representatively, will receive preference. An indication by
candidates in this regard will facilitate the processing of applications. If no suitable candidates from the
unrepresented groups can be recruited, candidates from the represented groups will be considered.
People with disabilities are encouraged to apply.

APPLICATIONS : Head Office (Pretoria) Applications: The Director-General, Department of
Public Works and Infrastructure, Private Bag X65, Pretoria, 0001 or CGO
Building, Corner Bosman and Madiba Street, Pretoria.

CLOSING DATE : 10 July 2026 at 16H00

NOTE : Applications must be submitted on the prescribed Z83 application form
(obtainable from any Public Service Department or on the DPSA website link:
https:/www.dpsa.gov.za/newsroom/psvc/, which must be signed, initialled and
dated by the applicant, and must be accompanied by a detailed curriculum
vitae (CV) only. Candidates are not required to submit certified copies of
qualifications and related documents on application. Only shortlisted
candidates will be required to submit certified copies of qualification and other
related documents on or before the date of interview, which should not be older
than six months. Should an application be submitted using incorrect/old Z83
application form, such an application will be disqualified. Further take note of
the following on completion of Z83 application form: PART A and PART B must
be fully completed. PART C – PART G: Noting that there is a limited space
provided applicants may refer to CV or indicate. This will be acceptable as long
as the CV has been attached and provides the required information. Page 1 of
the Z83 application form must be initialled and page 2 signed and dated by the
applicant. Failure to comply with the above instructions may result in an
application being disqualified. Applicants applying for more than one advertised
post must submit separate Z83 application forms and CVs in respect to each
post being applied for. Should an application be received where an applicant
has applied for more than one posts on the same Z83 application form, the
applicant will be considered for the first post indicated on the Z83 application
form only. Applications will be received via post/courier services, hand
deliveries or email. Late applications will not be considered. Regulation 57 (c)
and 67 (9) of the Public Service Regulations 2016, as amended, requires the
executive authority to ensure that he or she is fully satisfied of the claims being
made and the finalisation of Personnel Suitability Checks in order to verify
claims and check the candidate for purpose of being fit and proper for
employment, respectively. Shortlisted candidates must be willing to undergo
normal vetting and verification processes. Note: It is the responsibility of all
applicants to ensure that foreign qualifications are evaluated by SAQA. Due to
large volume of responses anticipated, receipt of applications will not be
acknowledged, and correspondence will be limited to shortlisted candidates
only. Should you not have heard from us within three months from the closing
date, please regard your application as unsuccessful. Entry level requirements
for SMS posts: in terms of the Directive on Human Resource Management and
Development on Public Service Professionalisation Volume 1 a requirement for
appointment into SMS posts is the successful completion of the Senior
Management Pre-Entry programme as endorsed by the National School of
Governance (NSG). The course is available at the NSG under the name
Certificate for entry into SMS and the full details can be obtained by following
the below link: https: www.thensg.gov.za/training –course /sms-pre-entry
programme/. All shortlisted candidates, including the SMS, shall undertake two
pre-entry assessments. One will be a practical exercise to determine a
candidate’s suitability based on the post’s technical and generic requirements
and the other must be an integrity (ethical conduct) assessment. All shortlisted
candidates for SMS posts will be subjected to a technical exercise and
interview. Following the technical exercise and interview, a maximum of three
(3) SMS candidates will undergo psychometric assessments to assess
cognitive capabilities, behavioural preferences, emotional intelligence, and
integrity. Note: For emailed applications, please submit a single PDF document
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or one attachment per application to the email address designated on the
specific position. Kindly note that the emailed applications and attachments
should not exceed 15MB. It remains the candidate’s responsibility to ensure
that their application is successfully submitted using the required single pdf
document.

POST 21/174 : DIRECTOR: STRATEGIC PLANNING: STRATEGIC MANAGEMENT REF NO: 2026/255

NO: 2026/255
This is a re-advertisement, applicants who applied previously must re-apply.
SALARY : R1 317 384 per annum, (all-inclusive package), (total package to be structured
in accordance with the rules of the Senior Management Services).
CENTRE : Head Office (Pretoria)

REQUIREMENTS : A minimum B Degree (NQF level 7) in Economics or Public Management or
Business Management or Business Administration as recognised by SAQA. 5
years of experience at a middle/senior managerial level in strategic planning/
strategic management and with monitoring and evaluation component. A
higher qualification in the related or relevant field will be an added advantage.
Willing to adapt work schedule in accordance with professional requirements
and compelling circumstances. Knowledge: Strategic management and
planning processes; Market Analysis (Research methods and techniques),
Data Analytics, Business Process Management (BPM), Project Management,
Strategic Planning tools and techniques, applicable legislation, understanding
of norms and standards related to planning the public sector, including the
Public Finance Management Act, Treasury Instructions, Public Service Act,
Public Service Regulations and the Minimum Information Security Standards
(MISS) Act; functioning of national, provincial and local government;
fundamental economics; structure and functioning of the Department;
Parliamentary protocol processes; linkages with government clusters;
Departmental standards and regulations. Skills: Executive management skills;
sound analytical and problem identification and solving skills; change
management, advanced communication; language proficiency; advanced
report writing; research methodologies; financial administration; financial
analyses; organising and planning; computer literacy; numeracy; advanced
interpersonal and diplomacy skills; programme and project management; time
management; decision making skills; conflict management; negotiation skills;
motivational skills; influencing skills. Personal Attributes: Innovative; creative;
resourceful; energetic; helpful; ability to work effectively and efficiently under
sustained pressure; ability to meet tight deadlines whilst delivering excellent
results; ability to communicate at all levels, particularly at an executive level;
people orientated; able to establish and maintain personal networks;
trustworthy; assertive; hard-working; highly motivated; ability to work
independently

DUTIES : Development and facilitation of the departmental strategic and annual
performance and work planning policies and strategies: Drive the
implementation of the strategy, guide on the business planning processes for
the Department. Undertake research on market trends related to information
relevant for strategy, develop strategy policies and standards and procedures
for strategic and operational planning; Develop strategies to effectively
communicate planning objectives, developmental performance indicators and
performance outcomes to internal and external stakeholders; Monitor and
ensure the implementation and continuous adherence to professional guideline
and standards. Manage the development, adoption and publishing of the
departmental Strategic Plan, APP and Operational/Business Plans for the
department: Lead the annual planning process for DPW/PMTE. Support top
management in strategy formulation, strategic process improvement and
communication of strategies to all stakeholders. Coordinate research and data
collection initiatives in support of departmental strategic/other planning
processes. Undertake scenario planning and develop forecast projections;
Develop, maintain and update the strategic information portal for planning
purposes. Oversee integration of the strategic planning processes with other
processes such as risk management, budget plans, service delivery
improvement and audit action plans. Prepare and submit executive reports.
Advise DG, DDG and top management on strategic matters relating to internal
operations and policy. Ensure the organisational alignment of strategic goals
and objectives into operational plans and performance agreements. Manage
and coordinate stakeholder input processes. Facilitate the development and
maintenance of measurable performance indicators for all departmental
planning instruments. Oversee the strategic planning process and planning
process and plans of the public entities and BECPs-: Set out the annual
strategic planning process for Public Entities and BECPs. Ensure arrangement
of workshops to brief public entities and BECPs on the planning requirements.
Attend the strategic planning session of the public entities and BECPs and
provide strategic guidance on the sector priorities. Manage a review of the SPs
and APPs of the public entities and BECPs in accordance with the Framework
for Strategic Plans and Annual Performance Plans. Ensure provision of written
feedback and workshop public entities and BECPs on the SPs and APPs
submitted to the Department, Participate in the development of core
performance indicators for the Public Works Sector: Engage Provinces to
commence the process of setting core performance indicators, Coordinate
workshop with Provinces (logistics and content), Facilitate the workshop and
set core performance indicators and technical indicator descriptions for each
Programme, Draft the final set of core performance indicators for approval of
the DG and Provincial HOD’s, Engage Provinces and resolve any queries.
Manage the assessment and review of the implementation and impact of the
SP and APP: Oversee corporate performance reviews of organisational
performance. Manage the monitoring and evaluation of strategic interventions
impact. Ensure provision ongoing support to the Business units. Prepare and
submit executive reports. Prepare and submit environmental scanning reports
which include policy analysis and interpretation of relevant government policy
interpretation. Develop trend analysis of organisational past performance,
conduct benchmark of measures, targets and formulate baselines of
performance targets per year. Identify performance barriers and conduct root
cause analysis. Make recommendations on alternative courses of action
incorporating risk management. Manage the Directorate: Establish and
maintain appropriate internal controls and reporting systems to meet
performance expectations. Develop and manage the operational plan of the
Directorate and report on progress as required. Manage performance and
development of employees. Establish, implement and maintain efficient and
effective communication arrangements. Compile and submit all required
administrative reports. Quality control of work delivered by employees. Monitor
the budget and expenditures for the Directorate.

ENQUIRIES : Mr Sifiso Mdakane at 082 929 9885

APPLICATIONS : All applications for this position must be submitted via email to: Recruitment26-
54@dpw.gov.za or posted to The Director-General, Department of Public
Works, Private Bag X65, Pretoria, 0001 or Hand Delivered to CGO Building,
Corner Bosman and Madiba Street, Pretoria.

FOR ATTENTION : Ms. MM Magane

POST 21/173 : DIRECTOR: HR PLANNING AND RECRUITMENT REF NO: 2026/254

This is a re-advertisement, applicants who applied previously must re-apply.
SALARY : R1 317 384 per annum, (all-inclusive package), (total package to be structured
in accordance with the rules of the Senior Management Services).
CENTRE : Head Office (Pretoria)

REQUIREMENTS : A minimum NQF 07 qualification as recognised by SAQA directly relevant to
Human Resource Management, Public Management, Public Administration or
related field of study plus 5 years of experience at a middle/senior managerial
level directly in the HR Planning and Recruitment or related HR functional
areas. Proven experience in managing complex directorates, diverse teams,
and large-scale departmental projects within a public service context. Ability
and willingness to adjust work hours to meet professional and organisational
imperatives. Technical Knowledge: Outcome: The ability to provide
authoritative advice and ensure the Department remains beyond reproach
regarding statutory compliance. Statutory Frameworks: Expert-level
understanding of the Public Service Act and Regulations, Employment Equity
Act, and Basic Conditions of Employment Act (BCEA). Financial & Resource
Governance: In-depth knowledge of the Public Finance Management Act
(PFMA) and Treasury Regulations to ensure fiscal accountability. Specialised
HR Systems: Advanced proficiency in PERSAL and the application of Codes
of Remuneration (CORE) to recruitment and establishment management.
Institutional Intelligence: Comprehensive knowledge of the structure,
functioning, and Employment Equity Plan of the Department to ensure all HR
interventions drive institutional goals. Global Best Practices: Mastery of
modern standards, practices, and research methodologies related to global
and local HR Recruitment and Workforce Planning. Skills: Executive
Management & Governance: Strategic Capability & Leadership: Advanced
executive management skills with the ability to translate high-level strategy into
operational excellence. Financial Administration: Proficient in budgetary
oversight, financial planning, and the prevention of irregular expenditure within
the Directorate. Programme & Project Management: The ability to lead largescale HR initiatives from conception to evaluation, ensuring deadlines and
quality standards are met. Analytical & Cognitive Skills: Analytical Thinking &
Numeracy: High-level ability to interpret complex data sets, workforce trends,
and financial reports to inform executive decision-making. Research & Report
Writing: Sophisticated skills in conducting research and drafting high-impact
executive submissions, technical reports, and policy briefs. Diplomacy &
Interpersonal Dynamics: Advanced Diplomacy & Influence: Exceptional
interpersonal skills with the ability to negotiate and influence outcomes at an
executive and stakeholder level. Conflict Management & Negotiation: Expert
ability to navigate sensitive industrial relations issues and facilitate resolution
in high-stakes environments. Communication Excellence: Masterful verbal and
written communication skills, tailored for diverse audiences from frontline staff
to Ministerial level. Operational Effectiveness: Strategic Planning & Organising:
The ability to architect complex work plans and coordinate multiple moving
parts within the HR value chain. Advanced Digital Literacy: High proficiency in
modern office suites and HR information systems to drive directorate efficiency.
Motivational Leadership: Proven ability to inspire, develop, and mentor a
professional team to achieve collective outcomes. Personal Attributes:
Strategic Influence & Communication: Executive Presence: Possesses the
gravitas and sophistication to communicate effectively at Board and Executive
levels, translating complex HR data into strategic insights. Stakeholder
Integration: Highly adept at building and leveraging influential professional
networks to advance departmental goals and cross-functional collaboration.
Advanced Diplomacy: Demonstrates the ability to navigate sensitive political
and organisational landscapes with tact and assertiveness. Resilience &
Operational Agility: Performance Under Pressure: Maintains a calm, decisive
presence in high-pressure environments, consistently delivering high-calibre
results within constricted timeframes. Professional Flexibility: Displays a
disciplined commitment to organisational needs, with the agility to adapt work
schedules and priorities in response to compelling or emergency
circumstances. Outcome-Driven Tenacity: A self-starting leader who works
independently to drive functional excellence without the need for high-level
supervision. Innovation & Problem Solving: Strategic Resourcefulness:
Combines an innovative mindset with practical creativity to solve complex
workforce challenges and optimise limited resources. Entrepreneurial Energy:
Brings high levels of motivation and a proactive “forward-leaning” approach to
continuous improvement and HR modernisation. Integrity & People-Centric
Leadership: Unwavering Integrity: Exemplifies trustworthiness and ethical
conduct, serving as a cultural benchmark for the Directorate and the wider
Department. People-Orientated Stewardship: Committed to the growth and
wellbeing of staff, balancing human-centric leadership with the rigorous
demands of public service delivery.

DUTIES : Strategic Policy Leadership & Innovation: Outcome: A future-ready HR
regulatory framework that ensures legal compliance and supports the
Department’s long-term talent objectives. Strategic Governance: Direct the
design and evolution of HR planning, recruitment, and retention frameworks to
ensure 100% alignment with the Public Service Act and DPSA Directives.
Thought Leadership: Translate global HR trends and legislative research into
actionable internal strategies that modernise the Department’s talent
acquisition approach. Policy Stewardship: Oversee the lifecycle of all HR
policies, ensuring they are not just “compliant” but are active drivers of
organisational efficiency and equity. Talent Acquisition & Selection Excellence:
Outcome: A high-calibre, diverse workforce recruited through transparent,
efficient, and legally defensible processes. Operational Oversight: Lead the
end-to-end recruitment value chain, ensuring that the “Time-to-Fill” and
“Quality-of-Hire” metrics meet departmental service level agreements (SLAs).
Stakeholder Partnership: Act as a strategic advisor to Senior Management,
ensuring that recruitment efforts prioritise Employment Equity (EE) targets and
organisational representativity. Vendor & Agency Management: Accountable
for the performance and ROI of external advertising and recruitment agencies,
ensuring they deliver high-value talent pools. Integrated HR Planning &
Employment Equity: Outcome: A balanced, data-driven workforce structure
that meets current and future service delivery demands. Workforce
Forecasting: Lead the identification of critical skills gaps and the forecasting of
human resource needs to prevent labour shortages or redundancies.
Compliance Reporting: Ensure the flawless execution and submission of HR
and EE Plans to the DPSA and Department of Labour, maintaining the
Department’s standing as a compliant employer. Retention Oversight: Evaluate
the effectiveness of retention strategies, directing interventions where turnover
trends threaten organisational stability. Movement & Contract Management:
Outcome: Seamless management of staff mobility and temporary capacity that
minimises legal risk and maximises fiscal responsibility. Mobility Management:
Oversee the horizontal transfer and reallocation framework to ensure staff are
deployed where they add the most value, in line with Treasury and
Departmental guidelines. Contractual Integrity: Direct the management of
temporary and contract employment to ensure strict adherence to duration
limits, renewals, and budgetary constraints. Directorate Leadership & Financial
Stewardship: Outcome: A high performing, disciplined, and fiscally responsible
Directorate that delivers on its Operational Plan. Performance & People
Development: Lead and mentor the HR team, fostering a culture of
accountability, continuous professional development, and high-quality output.
Financial Accountability: Exercise oversight of the Directorate’s budget,
ensuring zero unauthorised or wasteful expenditure while optimising resource
allocation. Operational Excellence: Implement robust internal controls and
reporting systems to provide “real-time” insights into HR performance for the
Executive.

ENQUIRIES : Mr Sifiso Mdakane at 082 929 9885

APPLICATIONS : All applications for this position must be submitted via email to: Recruitment26-
55@dpw.gov.za or posted to The Director-General, Department of Public
Works, Private Bag X65, Pretoria, 0001 or Hand Delivered to CGO Building,
Corner Bosman and Madiba Street, Pretoria.

FOR ATTENTION : Ms MM Magane

We wish you all the best with your applications