Following the acknowledgement by the President, Mr M C Ramaphosa, during the State of the Nation Address on 12 February 2026, of the failure of many municipalities to deliver basic services and that this is due to a lack of technical capaci
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Source domain: pmg.org.za
Collected on 17 June 2026
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District Development Model (DDM) support to align planning, budgeting and implementation across government spheres
Municipalities receive strengthened intergovernmental support through the District Development Model (DDM), which aligns planning, budgeting and implementation across the three spheres of government to improve service-delivery capability, coordinate technical support, and address capacity weaknesses at district and metropolitan levels.
- Who it is for
- municipalities at district and metropolitan levels, and those needing technical support to address capacity weaknesses
- How to act on it
- Use/participate in the DDM-aligned planning, budgeting and implementation processes across the three spheres of government to coordinate technical support and address capacity weaknesses.
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Strengthened intergovernmental support through the District Development Model (DDM) The DDM aligns planning, budgeting, and implementation across the three spheres of government to improve service‑delivery capability, coordinate technical support, and address capacity weaknesses in municipalities at the district and metropolitan levels.
Formal development path for municipal officials via skills audits, PDPs and WSP-aligned training
Municipal officials can follow a formal development path to acquire skills required for their roles: skills audits identify capacity gaps, which inform Personal Development Plans (PDPs); PDPs guide the municipality’s Workplace Skills Plan (WSP), aligned with the National Qualifications Framework and state-approved training programmes.
- Who it is for
- municipal officials
- How to act on it
- Through the municipality’s skills audit and planning cycle: complete skills audits, develop PDPs, and ensure the municipality’s WSP is aligned with the National Qualifications Framework and state-approved training programmes.
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Skills audits conducted in terms of the Municipal Staff Regulations identify individual and organisational capacity gaps. These audits inform Personal Development Plans (PDPs) for employees. PDPs guide the municipality s Workplace Skills Plan (WSP), which is aligned with the National Qualifications Framework and state‑approved training programmes.
Municipal Staff Regulations, 2021 implementation (recruitment, performance management, professionalisation and staff development planning)
Municipalities are supported to implement the Municipal Staff Regulations, 2021, which provide a uniform framework for recruitment based on minimum competency requirements, performance management systems, professionalisation of technical and administrative functions, and structured staff development planning so municipalities appoint suitably qualified officials for critical posts.
- Who it is for
- municipalities and municipal officials (for recruitment, performance management, professionalisation and staff development)
- How to act on it
- Implement the Municipal Staff Regulations, 2021 within the municipality’s recruitment, performance management, professionalisation and staff development planning processes.
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Implementation of the Municipal Staff Regulations, 2021 These regulations introduce a uniform framework for: recruitment based on minimum competency requirements, performance management systems, professionalisation of technical and administrative functions, and structured staff development planning. Their purpose is to ensure that municipalities appoint officials who are suitably qualified and capable for critical posts.
Professionalisation initiatives for municipal officials (competency assessments, leadership training, technical skills enhancement, continuous professional development)
Municipal officials can benefit from professionalisation initiatives that focus on competency assessments, leadership and management training, technical-skills enhancement, and continuous professional development to build a stable, ethical and skilled local government workforce.
- Who it is for
- municipal officials
- How to act on it
- Participate in the professionalisation initiatives (competency assessments, leadership and management training, technical-skills enhancement, and continuous professional development) advanced by the Department with partner bodies.
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Professionalisation of local government administration The Department, working with SALGA, DPSA and the National School of Government, is advancing professionalisation initiatives focused on: competency assessments, leadership and management training, technical‑skills enhancement, and continuous professional development for municipal officials. These are geared towards building a stable, ethical and skilled local government workforce.
Facts
Reference
NW1105
Key Takeaways
- reference: NW1105
- date: 02 April 2026
- question to: Minister of Cooperative Governance and Traditional Affairs
- context: State of the Nation Address 12 February 2026
- legislation/policy: Municipal Systems Act; Municipal Staff Regulations 2021; public-sector professionalisation framework
- initiatives: Municipal Staff Regulations 2021 implementation; District Development Model (DDM)
- purpose: improve recruitment, competency, performance management, and staff development in municipalities
- outcome: strengthened intergovernmental support to address capacity weaknesses at district/metropolitan level
Dates
Opening Date
2 April 2026
Closing Date
12 February 2026