30 May 2016

Educators in the Kgatleng region have been urged to position Kgatleng regional operations on edge by taking education to where it used to be.

Speaking at the Kgatleng regional excellence awards ceremony on May 26 at Molefi Senior School in Mochudi, the managing director of Golden Silence Investments, Mr Mmusi Ramosako said building and restoring public confidence in the public education system was very important.

Mr Ramosako said leaders and teachers needed to ensure credibility of the public education system. He said educationists needed to set high academic standards to restore a quality education system.

“Good results by themselves cannot assure sustainable performance but rather, good processes will lead to sustained good results,” he advised.
Mr Ramosako further said continued success was dependent on a public service that welcomes, anticipates and executes change, and realises the need to transform services from reactivity to proactivity.

He said as excellence was rewarded to those who did well in the past year, ant that it was worth nothing that hard work is the price we must pay for success.
 The director opined that the public sector must be a catalyst to service delivery and those workers must learn to provide quality service which is customer oriented in a continuous drive for service excellence.

He said: “We can succeed in the education sector if we collaborate with all our stakeholders as we cannot do it on our own. There is need to enhance effective communication and build our confidence to motivate our staff.”
He added that rewarding employees and students who have performed well was an investment in the sense that the region is planting the seeds of self-love in the hearts of all who are being rewarded.

The director of Kgatleng Regional Operations Mr Matlhogonolo Mokakapadi said the Public Service Customer Satisfaction and Staff Perception Survey of 2009 revealed that drivers of employee satisfaction extend beyond remuneration.
He said the scope and increasing complexity of issues as well as changing expectations of stakeholders of government services, dictates that there be a change in the manner and mode of service delivery.

Mr Mokakapadi further said there was need to explore other forms of attracting, retaining and motivating a highly skilled and competent workforce.
The director urged all supervisors to ensure that officers were assisted to realise their potential by understanding their strengths and weaknesses and to also develop competencies relevant to their jobs.

He said in their endeavour to reward employees for performance they uphold the notion that timely and appropriate rewards should be provided to motivate staff for excellent performance. Ends