CLASSIFICATION OF DATA

In the classification of data the questionnaire has covered the following subsections for the respondents: Age, Gender, Post Level, Length of service, Length of job experience and Level of qualifications.

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In Section B of the questionnaire there was an age analysis needed to be identified for the sample used. The age responses are indicated in Table 4.7. below. Thirty-seven percent of respondents are between the age of twenty years and thirty-nine years of age. Fifty-seven percent of the respondents are between the age group of forty and fifty-nine years of age. Only six percent of the respondents are represented in the age group above sixty years of age.

Table 4.7: Age of Respondents

Age Group Number of

Respondents Percentage 20 – 29 4 8% 30 – 39 15 29% 40 – 49 15 29% 50 – 59 14 28%

60 yrs and above 3 6%

Total 51 100%

Source : Survey Questionnaire, Section B

At the Oudtshoorn Municipality it has been discovered the sixty percent of the population are males and forty percent are female employees. This Department is always dominated by males and it has also been proven in OM as well, and this is an area that needs serious attention in its transfromation as required by government legislation. In the Technical Services Department , of the population, eighty percent is male i.e. two hundred and thirty two out of two hundred and ninety.

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Ninety percent of the respondents were male and ten percent were female. It can be concluded that the Department is male dominated with only a few females in managerial or supervisory positions. See Table 4.8. below.

Table 4.8: Gender of Respondents

Responses Percentage

Male 46 90%

Female 5 10%

Total 51 100%

Source : Survey Questionnaire, Section B

In the Departmental Organogram there are posts that represent the functionalities of the Department and one can easily identify the gaps when the posts are filled and duties attached to them. The respondents were represented in most functional areas of the Department as it can be seen clearly on the Table 4.9. below. Out of the fifty- one respondents, twenty-four were labourers or general workers, seven were operators, two were superintendents and three assistant superindents. Seven were senior technicians or technicians or electricians, while two were the foremen and six supervisors.

Table 4.9: Post Level of Respondents

Responses Percentage

Labourers / General workers 24 47.06%

Operators 7 13.73%

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Assistant Superintendents 3 5.88%

Senior Technician / Technician / Electricians 7 13.72%

Foreman 2 3.92%

Supervisors 6 11.77%

Total 51 100%

Source : Survey Questionnaire, Section B

Based on the length of service in the Municipality, employees do not intend on leaving the Municipality and there is minimal staff turnover in the Technical Services Department in the lower level staff. Employees stay with the municipality for the sake of their reputation and the fact that there are added benefits for long service and experience in the Department and the institution. This helps in keeping the institutional memory. Employees who are employed for more than twenty years in any government institution in South Africa get rewarded for their loyalty to the institution.

Table 4.10.illustrates the length of service of the respondents. Twenty-seven percent of the respondents have less than five years service in the institution. Twenty-one percent have a service-record of six to ten years. Almost forteen percent have a service record of between eleven to fifteen years as well as sixteen to twenty years. Twenty-three percent have a service of twenty years and above in the institution.

Table 4.10: Length of Service of Respondents

Responses Percentage

0 – 5 years 14 27.45%

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11 – 15 years 7 13.73%

16 – 20 years 7 13.73%

20 years and above 12 23.53%

Total 51 100%

Source : Survey Questionnaire, Section B

The job experience is the most important aspect in the Technical Services Department, as it adds value to improve the services rendered to the consumers who receives them. It is one of the basic needs in the Department so that all those who do not have much experience can learn and succession planning be done to improve in most of the critical areas of the Department.

Table 4.11. indicates that nine out of fifty-one respondents have experience of less than five years. Twelve respondents have experience of between eight and ten years. Eight respondents indicated a job experience in the range of eleven to fifteen years. Seven respondents have job experience of between sixteen to twenty years. Fifteen respondents have experience of twenty years and above. It is evident that a balance number of experience in employees has been represented in their jobs.

Table 4.11: Length of Job Experience of Respondents

Responses Percentage

0 – 5 years 9 17.65%

6 – 10 years 12 23.53%

11 – 15 years 8 15.69%

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Source : Survey Questionnaire, Section B

The level of education and qualification is vital in the Technical Services Department for the purposes of improving the employees working skill and understanding of the instruction given by the supervisors and also to produce improved working standards.

Table 4.12. shows that almost sixty-one percent of the respondents have a qualification lower than grade twelve. Only fifteen percent have the grade twelve qualification, whereas twenty-three percent has a tertiary qualification.

Table 4.12: Level of Qualifications of Respondents

Responses Percentage

Lower than Grade 12 31 60.78%

Grade 12 8 15.69%

Tertiary Education 12 23.53%

Total 51 100%

Source : Survey Questionnaire, Section B

4.4. CONCLUSION

This chapter has reported the analysis of the results of the statistical data of the study. In the results the respondents seem to be in need of development, so that they

20 years and above 15 29.41%

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improve their skills for job performance. Only a few employees in the middle management seem to be receiving training to capacitate their ability of knowledge.

Section B of the questionnaire focused on the classification of data collection in the Technical Services Department in Oudtshoorn Municipality. The information mainly focused on the gender of employees, age difference, language preference, the job titles especially the affected ones, levels of education, number of years working in the institution, comparison between the total number of municipal staff and the Technical Services Department.

In the following chapter the managerial implications of the findings will be discussed and recommendations will be made on the strategies to improve the development of employees.

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CHAPTER 5