27 Feb 2020

North West District Council (NWDC) secretary, Mr Motlogelwa Thuso, has cautioned employees against corrupt practices.

Mr Thuso made the plea during a staff welfare meeting in Maun recently.

He said issues of corruption in the workplace were worrisome, noting that since government allowed public servants to venture into private business, some employees competed for tenders with the clients.

Furthermore, Mr Thuso emphasised the need to ensure good governance that promoted accountability and transparency. 

Therefore, he warned employees not to allow their personal interest to conflict with existing government policies.

He urged the employees to offer solutions to re-occurring cases of corruption in the public service, adding that they should exercise professionalism in the workplace.

In addition, the council secretary urged all professionals such as architect and engineers to register with recognised professional bodies, saying it was compulsory for all professionals to register failing which they would be penalised. 

“We are approaching a touch line where officers will be screened as we have realised that some professionals have not registered,” he said.

He advised those who had not registered to capacitate themselves to close the gaps to facilitate their registration in an effort to avoid forgery and be penalised.

Regarding transfers, he expressed concern that some officers declined transfer proposals something he said could lead to corrupt practises. 

Mr Thuso explained that transfers had guidelines, adding that only permanent secretary was invested with powers to transfer officers from district to another.

The district performance management coordinator (DPIC), Mr Tebo Mohenyiemang, emphasised the importance of signing and reviewing of PDPs.

He explained that all public servants were required to sign performance contracts and be reviewed without failure.

Through the contracts, he said, the employer would be able to identify shortfalls and see how best to assist the officer. 

The document, he said, also informed training plan as well as  assisting in rewarding officers for outstanding performance.

Mr Mohenyiemang revealed that some officers tended not to take them seriously and advised them to change their attitudes towards performance contracts. 

Employees were also briefed that there was a reward and recognition menu which acted as a guideline. Ends