Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1698068661126.pdf (Guyana)
ANNUAL REPORT 2015 MINISTRY OF SOCIAL PROTECTION ANNUAL REPORT 2015 MINISTRY OF SOCIAL PROTECTION ABBREVIATIONS AND ACRONYNS CARICOM CEDAW COSHOD CPA CTIP CVA DV FBOS GBTI GBV GPHC CARIBBEAN COMMUNITY AND COMMON MARKET COMMITTEE ON THE ELIMINATION OF DISCRIMINATION AGAINST WOMEN COUNCIL FOR HUMAN AND SOCIAL DEVELOPMENT CHILDCARE AND PROTECTION AGENCY COUNTER TRAFFICKING IN PERSON COMMUNITY VOLUNTEERS AGAINST DOMESTIC VIOLENCE FAITH BASED ORGANIZATIONS GUYANA BANK FOR TRADE AND INDUSTRY GENDER BASED VIOLENCE GUYANA PUBLIC HOSPITAL CORPORATION GUYSUCO GUYANA SUGAR COOPERATION GWLI HCCRR HIV/AIDS IFMAS ILO IT LBG MAB MESCVI MISU MOF MOH NGO NRDCGD OAP OH&S P&SSO (CP) PA PAC PAHO PCA PLC PSC RWAC TIP UNFPA WAB GUYANA WOMEN'S LEADERSHIP INSTITUTE HUGO CHAVEZ CENTER FOR REHABILITATION AND REINTEGRATION HUMAN IMMUNODEFICIENCY VIRUS / ACQUIRED IMMUNE DEFICIENCY SYNDROME INTEGRATED FINANCIAL MANAGEMENT ACCOUNTING SYSTEM INTERNATIONAL LABOUR ORGANISATION INFORMATION TECHNOLOGY LOCAL BOARD OF GUARDIANS MEN'S AFFAIRS BUREAU LA CONVENCION INTERAMERICANA PARA PREVENIR, SANCIONAR Y ERRADICAR LA VIOLENCIA CONTRA LA MUJER (INTER-AMERICAN CONVENTION ON THE PREVENTION, PUNISHMENT, AND ERADICATION OF VIOLENCE AGAINST WOMEN)
 MANAGEMENT INFORMATION SERVICES UNIT MINISTRY OF FINANCE MINISTRY OF HEALTH NON - GOVERNMENTAL ORGANIZATION NATIONAL RESOURCE AND DOCUMENTATION CENTRE FOR GENDER AND DEVELOPMENT OLD AGE PENSION OCCUPATIONAL HEALTH & SAFETY PROBATION & SOCIAL SERVICES OFFICER (CENTRE FOR CHILDCARE PROTECTION) PUBLIC ASSISTANCE PUBLIC ACCOUNTS COMMITTEE PAN AMERICAN HEALTH ORGANIZATION PATIENT CARE ASSISTANT POOR LAW COMMISSION PUBLIC SERVICE COMMISSION REGIONAL WOMEN'S AFFAIRS COMMITTEE TRAFFICKING IN PERSONS UNITED NATIONS POPULATION FUND WOMEN'S AFFAIRS BUREAU TABLE OF CONTENTS 1.0.
2.0.

3.0.

EXECUTIVE SUMMARY MISSION STATEMENT ORGANIZATION AND MANAGEMENT 3.1.

 3.2.

 ORGANIZATIONAL CHART DESCRIPTION OF DIVISIONS AND DEPARTMENTS 4.0.

SUMMARY AND REVIEW OF CURRENT YEAR'S PROGRAMME 4.1.

4.2.

4.3.

4.4.

4,5.

4.6.

4.7.

4,8.

4.9.

4.10.

4.11.

4.12.

4.13.

4.14.

4.15.

4.16.

4.17.

4.18.

4,19.

4.20.

4.21 4.22.
ADMINISTRATION ACCOUNTS PERSONNEL CHILD CARE AND PROTEC ETON AGENCY WOMEN'S AFFAIRS BUREAU MEN'S AFFAIRS BUREAU NIGHT SHE] IIH DOCUMEN I A] ION CEN I RE PROBA I ION AND SOCIAL SERVICES DEPARTMENT PALMS GERIATRIC CENTRE MAIIAICA HOSPITAL GUYANA WOMEN'S LEADERSHIP INSTITUTE WOMEN OF WORTH UNIT COUNTER TRAFFICKING IN PERSON STATIST ICAL DEPARTMENT LABOUR DEPARTMENT COOPERATIVES DEPAR WENT MI51.1 DEPAR I MENT CENTRAL RECRUITMENT AND MANPOWER AGENCY BOARD OF INDUSTRIAL TRAINING HUGO CIIAVI / REHABILITATION CENTRE UNPI ANNED ACTIVITIES 5.0.
6.0. REVIEW Of SPECIAL INITIATIVES ANNEXES 6.1.

6.2.

BUDGETED AND ACTUAL RECURRENT EXPENDITURE BUDGETED AND ACTUAL CAPITAL EXPENDITURE PAGE EXECUTIVE SUMMARY The year 2015 was one of mixed results for the Ministry of Social Protection due to resource constraints that presented significant challenges in the light of unrelenting demands for social services.
The approval of a national budget until the eighth month of the year severely impacted service delivery, as only key expenditures could he met and programme deliverables suffered.

Most of the budgeted social programmes experienced a hiatus in the first eight months and the rush began in September to fully execute the year's work.
In the aftermath of National General Elections, the most significant impact on the Ministry was a change of name - from Labour, Human Services and Social Security to the Ministry of Social Protection, reflecting a new thrust that underscored the obligations of this Ministry to meet the social, economic and psychological needs of the most vulnerable in the Guyanese society.
Under the new mandate, the Ministry of Social Protection pursued a fresh approach to the 'reduction of the economic and social vulnerability of poor.

vulnerable and marginalised groups' through improved service delivery, greater efficiency, cutting the response time in meeting public demands, and creating new and innovative ways of meeting people's needs and improving the quality of their lives.
Notable in this new dispensation are significant increases in the Old Age Pension; a strong focus on gender mainstreaming, including crafting a national policy: and an increased emphasis on stakeholder consultations and collaboration as well as partnerships.
These and other initiatives will lend over the next five years to a development agenda for Social Protection that will address current and emerging challenges; restore the dignity of vulnerable groups; offer protection to every Guyanese: bridge gender disparities; protect the differently-abled; and significantly reduce major social ills, such as: child and elderly abuse, suicide, youths in conflict with the law, domestic violence, violations of the labour laws, and unskilled youths.
Strong emphasis will be placed on poverty reduction, as Government intends to put in place measures to improve the efficacy of our social welfare programmes in order to promote inclusive growth - supporting equity, empowerment and human rights for all groups.

but in particular.

the disadvantaged in society.

These measures will ensure availability of social safety nets to reduce poverty, and the promotion of opportunities for special groups such as women.
the elderly and people living with disabilities in all ten administrative regions.

The Ministry of Social Protection has undertaken a comprehensive restructuring programme; it seeks to identify gaps and facilitate capacity-building with a view to fulfilling its mandate of providing 'A Goodbye for ALL our Citizens'.

especially the vulnerable, through quality services.

1 1 he Nlinistry is pursuing a six-point action plan to meet these objectives.

KeY elements arc those relating to hark.


Childhood Dey elopment: specialized training for indigenous people, pensioners.

vulnerable and disadvantaged groups: and the provision ()fa sale and clean environment for those persons in need of shelter.

This plan will serve to guide all efforts of the Ministry towards poverty eradication ensuring consistency in action mid results.

Quality management continues to he an issue or concern and training tor staff will he boosted.
The Ministry has therefore approached several donor organizations to provide technical assistance in upgrading the skills and other competencies of the Ministry's stall in vital areas.

namely Probation.

Welfare.

Counter-Trafficking in Persons (CTIP).

Child Protection.

and Caring for the Weds .

the new year will also see greater synergies within the Ministry.

as departments increase in-house and inter-agency collaboration to reduce cost.

avoid duplication and better meet the needs ()Wily:mese.
the Ministry recognizes the need to raise the level of assistance currently aY tillable to the indigenous Guyanese families and has had discussions with the Ministry_ of Indigenous A IMirs with a' icy\ to collaborating on the implementation and delis en ofseveral of its programmes.

This initiative includes the training of persons who will be Iluent in speaking different indigenous dialects.

to acquire competence in the various fields of social work.
so that we can impact this section of the Guyanese community.

Specific highlights of the year's programme execution are presented hereunder across the four programmes of the Ministry.
Programme I: Administration Programme I. responsible for the Ministry's Administration, provided critical support to the Ministry's technical programmes, including facilitating the provision of transportation: executing minor repairs and maintenance to the Ministry's buildings, annexes, and equipment: ensuring proper sanitation at all complexes: and renovation to the Ministry's Stores Department which was damaged by flood.

Routine activities of transportation provision, regular maintenance of vehicles.
equipment.

and buildings and addressing sanitation at the various locations continued.

The Registry continued in its role as the hub of administrative machinery,.

discharging its routine but critical functions that included efficient incoming and outgoing mail management: storage and retrieval or in formation and ensuring the authenticity of the Ministry's files.
The Department also facilitated the key interactions between the Ministry and its internal and external publics — facilitating the established Wednesday open day facility to members of the public: the frequentbut necessary media interaction and internally - the routine but important -Thursdays senior staff 2 meetings with the Minister of Social Protection.
In addition, the department continued to undertake regular visits to the many offices at various locations in an attempt to identify the realities that areon the ground.

Support was also given for several public activities including a photographic exhibition in observation of "World Day Against Human Trafficking" at the Public Buildings where public information materials were distributed.

The Budget and Finance Department.

critical to the overall functioning ofthe Ministry.
executed its mandate, even though it was severely challenged given the absence of a national budget for most of the year.

This made it difficult for the Ministry to obtain funding for its programmes from the Ministry of Finance and to source goods and services critical to the Ministry fulfilling its mandate.

Routine activities continued with individual Income Tax Statements provided to all staff for submission to the Guyana Revenue Authority.
Information was also provided to the Ministry of Finance which fulfilled Allotments 1 and 11 I.

Revenue collected was banked and monthly Revenue Statements prepared and submitted to the Ministry of Finance.

Two new staff were trained in "Government Accounting Procedures- and participated in a Supervisory training programme sponsored by the Public Service Ministry's Training Division.

During this period inventories were updated and new items added to update the Assets Register.
In addition, unserviceable items at the Palms were documented in preparation for disposal.

The Stores continued to uplift quotations, prepared Requisition to Purchase in an effort to acquire stocks for the Ministry's use.

The Stores Registers were updated and checked by the State Auditors.

Routine activities such as payment of emoluments to staff.

facilitation of payment of Old Age Pension and Public Assistance.
and preparation and processing of payment vouchers were carried out in accordance with established laws, regulations and circulars.

The Personnel Department, continued to discharge its vital role of maintaining the equilibrium of the human infrastructure of the Ministry ensuring that the right staff with the requisite skills arc in place in sufficient numbers in every department.

Its main focus in 2015 was the strengthening of Departments by filling key positions.
In this context, several positions were created for the Child Care and Protection Agency and I lugo Chavez flame for Rehabilitation and Re-integration.

while a number of senior positions were advertised and tilled by the Public Service Commission.

In previous years, staff employed on contract/ gratuity terms exceeded those in approved positions.
However, this percentage is now below the targeted amount as compared to 2013 and 2014 due to 3 the Iii ling or all vacancies in the authori,ed establishment that \\ere ruhlished through the l'uhlic Service Commission.

While these efforts have provided a boost to the earacity or these dcrartmcnts.

vacancies still exist.

!•:very effort will be made to close these gars in the new year.

During the rL·rurting ri.:riud.


no training in Cornrutt:r Skills was delivered due to the ah'icncc ofa :-,Jational rJudgct.

I lowc\ er.

staff wi.

:rc sckctcd rrorn the Registr) _ Personnel.

( \:ntral ;\ cuninting llnit.

Child Care and Protection .

'\gency.

I.ahour Co-orcrativcs_ Department and Documentation L:nit to atll'nd training prngrnmmcs at the Public Service \1inistry·s Training Division.

Additiunall).
Additiunall).

\\Ork stud: students \\ere assigned work stints at the Child Care and Prnkction Agency, Labour l)cpartmcnt.

Co-opcralivi.:s.

Documentation Centre.

Rcgistr) and Personnel l)erartmcnts during the rcriod .

.lune-August 2015.

They were paid a stirend at the end Di'the Work-Study rhasc.

During thi.

: latter part or the :i.:ar.

the Ministry heightened its focus on cralling a Nalfrmal Ciender Polr(r. which\\ ill stcn the mainstn:aming of gender in the ruhlic "-icrvi{T. 1 lcnu:.
meetings \Ven: held with numerous stakeholders to inlcirm the roliey.

In 2016, the efforts aimed at facilitating staff development and Iii ling key positions in this imrortant dcrartmcnt will be intensified.

The Pcrsonnd Department in conjunction \,·ith the various technical Lkpartmcnts, \\ ill conduct an evaluation of current rosition<..; tu idcnti J"y gar-;.

and the indicati,·c nc\\ positions that arc indicated in onkr to aptly cati.

:r to and better serve the existing and cmi.

:rging need'-.
:rging need'-.

or the Mini--;tr:, or Social l'rotcction.

r\ key objective \\ ill he t(l offer maximum surrnrt for the new programmes and initiatives anticipated, in order to have them lirmlyembedded into tht:: routine--; nl'the Mini"-itry.

Programme II -Human and Social Services !

"he I luman and Social Services ProgrammL'.

the largest at the Vlinistry of Sncial Protection.

continues tu risl' t1.1 t he social chalkng.cs facing Ciuyancsc.

rhi.
rhi.

: Prog.ramml' includc'i [>rohation and Social Services, The Night Shelter.

The Palms Geriatric Home, the I Jugo Chave7 Centre for Ri.

:habilitation and Reintegration.

the Guyana \Vomen·s Lcadcr<..;hir Jn-;titutc.

thl' Counter lrafticking in Persons Department and the Women's and Men·s A flairs Hureau.

In sritc 01· the operational challenges.

this programme rerformed credibly in 2015 and this rerformance has validated the need to rein ltircethe Ministr, · s mandate in 20 I (1.
!he e,pandcd reach.

responding to the change in nomenclature.

will seek to imrrovc existing social services.

\\hill' at thl' -,ame timi.

: prevent.

aJdrcss and combat ni.

:w and emerging social ills.

1\ccordingly.

the Ministry will l'lrntinue to place cmrhasis on youth.

gender-based and sexual violcnci.

: and thL· 4 For All Project to assist elderly.


This renewed commitment will be achieved through various initiatives that will target youths in conflict with the law; a Sexual/Domestic including the Hope Violence Unit with policy and implementat ion of the National Act inn Plan for the Prevention nf(icndcr Based Violence: and the development of Minimum Operating Standards for Senior Citizens· I lomcs to heller prntcct the elderly from violence.
An overvicvv or some or the activities or the Departments within Programme II is submitted hereunder.

The Probation an,/ Social serves the public providing social services Sen•ices is one of the main Departments through which the Ministry for vulnerable groups.

persons involved in domestic conflicts and even youths in conflict with the law.

lleightencd focus is being placed on activities that seek to empower and strengthen the family to meets its societal needs.

roles.

and responsibilities.


as it is generally believed that many of the social problems result from dysfunctional and broken families.

Youths in conflict with the law continues to be an area of mixed success.

as the Ministry"s staff are stretched thin to address the dire need of greater support services for youths and their families.

Nevertheless.
Nevertheless.

the Ministry will continue its support lor those experiencing difficulties and their parents, as well as those sent to the New Opportunity Corps lor correctional services.

Three Probation and Social Services Officers have been assigned to provide monthly interactions vvith these young offenders as pai1 of the •aftercare· responsibility of the Department.
This is a process aimed at the rehabilitation and reintegration to enable the return to their families at the end of their time served at the penal institution.

F.mphasis is placed on behaviour modi ilcation and awareness of self: sell�management In 2015. sessions the institution.

and an analysis of cause and effects of the young adult's cummittal to were organil'.cd for large groups or on a ·one-on- one· basis.
In 2016. the Ministry 2013 to prnvidc enhanced coordination psychosocial hopes to centralize and inter-pe support rsonal relationships.

this service through the !Topefiir All Proiect birthed in and nctvvorking with stakeholders on youth welfare.

To bc!lcr reach the populace.

the Departmen t continued its outreach programmes in Cicorgetown.

the Fast Coast ofDemerara.

Bcrbicc and Linden.

This is a proactive stance of taking the service to the community.
creating awareness of the scope of social problems and solicitin g a community response.

In this context, a collaborative initiative commenced with the Ciuyana Police Force in Albouystown and Tiger Bay.

Cieorgetown.

to train residents in basic counselling techniques to enable them to act as •first responders' in simple community issues.

Officers continued sessions at Parent Teacher's Associat ions and religious organizations on relevant topics such as teenage pregnancy.

domestic violence.
domestic violence.

positive parenting and suicide.

Additionally.

f icers provided Of s service at the I louses of Justice.

the SKY17.

programme and at the fortnightly Each One, Reach One group sessions.

The routine functions associated with the distribution of Old Age Pension and Public Assistance continued within the Social Security section.

with the Old Age Pension monthly payment increasing from $13,125 to SI 7.000 from September, and Public Assistance from $5,900 to $6,500.
Public Assistance Recipients with permanent disabilities will now he issued a one-year booklet instead of' the six-month booklets to ensure persons with disabilities receive their benefits throughout the year without interruption and/ or delays.

The facilities used for distribution were also upgraded to provide a more comligtable environment for senior citizens.

In 2016. the programme will be strengthened through the upgrade of staff capacity, facilities fig service delivery.
increased access to services and timely delivery of social security benefits.

I leightened emphasis will also he placed on curbing social problems.

such as domestic violence.

suicide and abuse of senior citizens.

The Counter-Trafficking in Persons Unit received 61 reported cases of alleged trafficking in persons.

all of whom were referred to the Guyana Police Force for investigations.

The voluntary psychosocial support offered to victims included access to medical assistance.
provision of appropriate housing and personal items.

psychological counselling and access to employment, educational and training opportunities.

At present.

11 alleged victims are within the Ministry's care and enrolled in learning institutions; 20 alleged victims were referred to other service agencies and departments within the Ministry.

the Ministry also facilitated the attendance of alleged victims to the Court in several Administrative Regions.
Sensitization sessions and community outreach interventions were conducted in schools and other public places, including an exhibition on I luman Trafficking Awareness Day, July 30.

The Ministry and its main partner—the Guyana Police Force employed the Surprise Inspection Framework (SIP) as one of its proactive measures in combating trafficking in Persons in Guyana.

These activities were conducted in Region Four at several business premises.

In 2016. the priorities will include prevention.


staff development.

expanded networking for collaboration.

greater support for reintegration of victims.

and greater emphasis on prosecution.

Gender Affairs was brought to the front burner in 2015, as the Ministry prioritised gender inequality and gender mainstreaming for greater emphasis.

In August of 2015. a national conference was hosted to craft a National (lender Puticit.
The long term goal is to merge the 6 operations of the Women's Affairs Bureau and the Men's Affairs Bureau into a unified Gender Bureau, bringing Guyana on par with sister CARICOM countries and international best practices.

Earlier in the year.

International Women's Day was observed with over 350 women from various Organizations attending and participating in the cultural event.
The Men's Affairs Bureau supported the Day's Observance by hosting a Men's Forum regarding men's roles and their interaction with women.

With the aid or a consultant, the Bureau has developed a five-year Sexual and Domestic Violence Action Plan and a Plan of Action for the implementation of the Sexual Offenses Act 2010 and Domestic Violence Act 1996.

These documents will inform future activities.


The launch of the Domestic Violence Regulations in February was also a key step in helping the public to understand their rights under the Act, especially, when taking matters to Court.

Greater collaboration was also fostered with the private sector.

The Men's arm of the Bureau focused extensively on creating awareness about the plight of men using the medium of schools and community outreach programmes to transmit its message.
The Bureau hosted a Fathers' Day event to highlight the need for greater bonding between fathers and their families.

Collaboration continued with the Salvation Army and various organizations that hosted youth camps and sports activities.

In 2016. the Bureaus will go forward with numerous programmes targeting gender equality.

women's empowerment.

men's education about their roles and responsibilities and the support network that is available to all.
Focus will be directed towards the implementation of the newly developed Gender Policy: streamlining the operations of programmes to support men and women: expanding the functioning of the existing network and embarking on new programmes to better serve Guyanese.

A key strategy will be continued collaboration with established partners such as the Caribbean Male Action Network.

the United Nations, NG0s, civil society groups and individuals.
The Guyana Women's Leadership Institute provides opportunities for persons.

especially young girls and women, to improve their skills and empower themselves through participation in various training programmes.

While 97 female single-parents accessed repeat loans through the Women of Worth programme.

there is need for further support to these women in the areas of marketing.

product development and design, quality control, packaging and preservation.
as well as sourcing affordable and appropriate equipment.

7 The Hugo Chavez Centre Jew Rehabilitation and Reintegration is still in its embrvonic stage of implementation..

In 2016. greater attention will he paid to optimizing the utilization of this faeilit% to address the issue of homelessness and reintegration of such persons into society.

Efforts will also be made to improve the conditions at the Palms Geriatric Institution.

which is home to about 280 senior citizens.


The Night Shelter in Georgetown is yet another 24-hour refuge that provide meals and shelter Ibr the homeless and also assists with the pros ision of emergene jn medical care.

lite set- vices of this kicilit n will he streamlined and reorganized to complement the work of the lingo Chavez Centre.

thereby providing a cohesive approach towards the achievement of the overall plans and objectives of the Government.
Programme 111- Labour Administration Programme III includes the Labour, Occupational Safety and 11ealth Department.

the Board of Industrial Training.

the Cooperatives Department, the Central Recruitment and Manpower Agency and the Statistics Department.

The year 2015 was a relatively stable one in terms of the industrial relations climate, as there was less industrial unrest.

After a hiatus.
After a hiatus.

the Department resumed workplace inspections, and a system was introduced to accelerate the process of addressing employees' complaints.

Several delinquent employers were taken to Court for violation of the labour laws.

Regrettably there were 18 workplace deaths, most of which occurred in the mining industry.

Workplace inspections were reintroduced in June 2015. and at the end of December, 779 inspections were completed.
In an attempt to promote employers' compliance with the labour laws.

130 employers \\.ere taken to Court for violations.

while numerous cases were resolved in-house.

In spite of the ellbrts, however.

there continues to he gross safety and health violations.

which have largely lent to the number of industruial accidents that occurred in 2015.

In a preventative mode.


the Department continues to host training seminars for employers with the aim of reducing the number of complaints received from employees regarding breaches of the law.

In seeking to ensure that there is continuous improvement in the work processes of the department, the organizational arrangements were reviewed.
"[he review concluded that the previous merger of the Occupational Safety and I lealth department and the Industrial Relations department had compromised the quality of service delivery in both areas.

Accordingly.

in 2016. the Ministry will take action to delink the departments in keeping with a recommendation from the International I ithour Organ ization (11.0).

The Ministry.

through its department.


would also pursue the establishment of an Industrial Tribunal and a proposal is being developed for submissionto the Government for the requisite 8 approval.

A number of actions have been identified to offer a comprehensive solution.
These include the amendment of specific labour related laws,the pursuit of the Social Dialogue Initiative to finality, collaboration with other state agencies for joint inspections, and the recruitment of qualified staff to meet growing demands from existing and emerging criminal activity.

e.g.

Child Labour and Trafficking in Persons, associated with prevailing socioeconomic status.
Plans are afoot to reintroduce a programme in Industrial Relations / Human Resource Management at the University of Guyana so that the national goal of building human capital, and the potential for enhanced capacity in this sector, can be realized.

The department will strive to finalize regulations which were coined from the Occupational Safety & Health Act (including those addressing mining.

noise, forestry.

chemicals and manufacturing) with a view to prosecuting employers for various breaches.
I ligh on the agenda of the Labour.

Occupational Safety and I lealth Department of the Ministry of Social Protection, are issues of workers' rights, health and safety concerns.

In 2015. however.

the Department visitation / inspection programme was limited to 779 workplaces — 31% of the total businesses on register.
This shortfall was due to the unavailability of funds to fully execute this programme.On a more positive note, all breaches of the Laws that were confirmed, resulted in a total of 130 prosecutions being filed against all of the identified defaulting employers.
In 2016, every effort will he made to pursue a more robust approach in investigating violations through an increase in the number of planned inspections at workplaces.A strategic approach to the investigation of complaints is essential in the light of the growing dynamism in the labour market and the multifaceted nature of complaints.

It is anticipated that the new approach.


which is designed to increase officers' involvement in a proactive way, will see reductions in both the number of unresolved complaints and the processing time for resolution.

One tactic to reducing the number of violations of the labour laws, will be increased sensitization of employers regarding their legal obligations towards their employees.

Concurrently.
Concurrently.

employees also will benefit from awareness sessions regarding their role in maintaining a safe and healthy environment in the work place.

Inspection of workplaces in the hinterland locations will he stepped up.

The coverage will specifically target mining sites.

Industrial accidents.

often resulting in fatalities, continue to he of great concern to the Ministry; hence, greater attention will he paid to ensuring adherence to the laws.
This will include ensuring that all industrial establishments have the requisite functional oversight committees in place.

9 Staff development will continue to be emphasized and pursued so that the department has the required capacity to successfully execute its mandate.

Staff will also be encouraged to pursue external training at institutions such as the Critchlow Labour College.

the University of Guyana and other relevant institutions.
In particular, specialized training in Conflict Resalution and Negotiationwi II become one of the core competencies for officers.

On the external side and in a proactive stance, the Department will also expand its reach to schools.

educating teachers and students about safety and health hazards in their environment.

The Central Recruitment and Manpower Agency, by the end of December.

2015. had registered 3.433 persons out of the projected target of 4,200, reflecting an achievement of 82%.
Submission of jobseekers to Fill vacant positions amounted to 3.746.

Placement of registered unemployed persons totaled 3.077.

As part of its marketing and promotional strategies.

the department participated in the Linden Town Week Job Fair and conducted 768 promotional visits to private and public sector agencies in Regions 2.3,4.5,6, and 10.

In 2016. the Department will improve its database of jobseckers.

as well as vacancies to increase the possible matches to a larger section of the population.
Staff development to better address the demands of the public and increasing access to persons in rural areas are high on the agenda.

as well as the introduction of career counselling and guidance to the unemployed.

Greater emphasis will also be placed on marketing and promoting the department's services.

and expanding the existing network to increase support from the private and public sector.

in filling vacancies.


The Cooperatives and Friendly Societies' Department from a series of visits to a number of groups throughout the regions.

has confirmed that there is still significant interest in forming friendly societies.

At the end of December 2015, 26 groups were registered under the Friendly Societies Act.

During the year under review, the Departmentcompleted 46 Audits Ibr Cooperative Societies and 3 I for Friendly Societies.
Thirty-two (32)11dd visits were conducted to Cooperatives and one to a Friendly Society.

Training sessions addressed several needs.

vis-a-visdhetenets of them u MHO' 1(11Iffilering Act and Countering the Financing of Terrorism; Ilow to Register Friendly Societies and Records Keeping in preparation of an audit ihcse sessions embraced members from the Cooperative Societies, as well as those seeking to register Friendly Societies.
Two Cooperative Societies and three Friendly Societies were dissolved - based on their non-compliance under their respective Acts.

10 In 2016, work will continue in the areas of registration as well as vetting and amending the Rules of Friendly / Co-operative Societies.

The department is also planning to increase the number of audits, field visits, inspections and inquiries to these societies.
The Statistical Department completed its targeted quarterly bulletins and published the final report of the Occupational Wages and Hours of Work 2014Survey, as well as several other statistical 'in-house' reports on social issues and other departments' performance.

While these achievements were laudable, the department experienced severe dislocation during the year as a restructuring decision saw a merger with the Central Manpower Agency and the responsibilities became expanded but diluted.
This decision led to a decline in staff morale that impacted performance and work output, since staff's competencies and preference were towards statistical work.

The department had planned to convene the meeting of the Labour Market Information System Coordinators Committee comprising representatives of Agencies and Ministries.

which either use or produce labour and social statistics.
The objective was to use this Committee as a means to improve existing data bases in the Ministry, extracting data needed for the analysis of progress.

Unfortunately, this Committee was disbanded by the previous Administration and these plans did not materialize.

Notwithstanding these changes, the department in 2016, desires to continue to boost staff capacity through training as well as filling the key position of Statistician which has long been vacant.
In 2015, the Board of Industrial Training (31'1') certified 377 trainees who successfully completed their training under the National Training Project for Youth Empowerment (NTPYF).

Another 1,233 youths commenced training in September 2015 under a revised work plan reflecting changes in government policy.
Partnerships were cemented with the GuySuCo Training Centre in Port Mourant, the Leonora Technical and Vocational Training Centre, the Mahaicony Technical and Vocational Training Centre, the Upper Corentyne Industrial Training Centre and the Forestry Training Centre Inc. so as to facilitate the training of persons in skills areas that responded to the needs of their respective regions.
Programmes at these centres are accessible to all school dropouts and persons without the qualifications to enter the centre or the workforce.

Upon completion.

they are equipped with the skills to gain entrance to the Centres for full-time studies or to pursue a trade.
The Board also sought closer collaboration with the Ministry of Indigenous Affairs to revise the programmes for the Amerindian communities, in order to maximize synergies and determine the most effective training programmes for persons within each community.

The 'Single 11 Parents —Training Programme is currently under review and will he subjected to changes in the immediate future, as a result of revised policy directives.
In 2016. the Board will engage the Regional Administrations and Toshaos to determine training plans for specific sectors, communities and needs of each regionso that B14 can devise plans to respond to these needs.

If forts are in train to introduce BIT programmes for the first time in Region Fight.

Other priorities for 2016 include the expansion of the apprenticeship programme.

and the National "I raining Project for Youth Empowerment, which will target 2.000 young persons.
Existing partnerships will continue and new ones will he forged; specialized training will he conducted lor vulnerable groups e.g.

deaf persons, in partnership with the Deaf Association of Guyana.

The Board will also look to develop a programme particularly in the engineering sector.

Arrangements arc underway to include attachments at private companies for trainees of the Heavy Duty Equipment Operator Programme.
Graduates of BIT programmes will be enrolled in the CR MA database and the possible integration of the databases will he explored.

Programme IV- Child Care and Protection By the end of December 2015. the Child Care and Protection agency had investigated and resolved 2.815 reports of child abuse.

neglect or maltreatment.

360 of which came through the Child Abuse Ilotline Service.Two hundred and sixty (262) children were placed in safe places while 167 children were placed in foster care.
UnMrtunatcly, the Agency was only able to return 35 of the 800 plus children in institutional care to their biological families since there was an inadequacy of state resources to meet the needs of families -- these needs included mental health and substance abuse assistance.

Eflbrts continued in the pursuit of universal Early Childhood Care and the establishment of childhood centres to provide quality teaching Mr 0 to 4 year-old children.

280 daycare facilities were visited and placed into a database.
In response to the draft on Legal Probittiny istsuciwed with ( 10/aemporwty ( 76/(//en.

the Childhood Centre will he set up in the Family Court.

which will hopefulF become operational in the new year.

The primary focus of the Child Care and Protection Agency for 2016 presents a multipronged strategy.

This includes increased support for vulnerable families to prevent separation of children.
child maltreatment, abuse and neglect; the standard of care for the children in the three State care centres will he greatly improved, given increased resources to make the accommodation compliant with the minimum standards, the inspectorate will he boosted to ensure that the 23 state and private 12 homes for children remain compliant with the minimum operating standards.
The basis for this approach is premised on the principle that child protection is a shared responsibility among individuals, families, government.

religious organizations and society as a whole.

Accordingly.

the Agency will step up its inter-agency and professional collaboration with various stakeholders, especially local Non-governmental Organizations (NG0s) and Faith-Based Organizations to expand the social network support for the families at the community level.
Work will also continue with the One Stop Centres run by NG0s, which conduct child sexual abuse interviews.

In 2015.

125 cases were referred to these centres.

To increase its reach to local communities, the Child Protection Agency will mount an aggressive media campaign to build public awareness about child protection and reporting and eliminating child abuse.

The idea is to renew the public's commitment to the adage.

"it takes a village to rake a child".


This mass mobilization drive will be backed with an intensive campaign for social change regarding the way children are regarded and treated in the society.

The agency will be seeking partnerships to assist in the promotion of healthy, violent-free family development and to encourage community members to do their part in the protection of children.

Consequently.
Consequently.

much work is planned at the community level with collaborators to sensitize community members about how to detect vulnerable children and how they could intervene and provide support.

Preparatory work for the registration and licensing of daycare facilities is progressing.

At the end of December 2015, officers from the CPA had visited 280 day care facilities to complete application forms.

This data is already being inputted into a data-base.
As soon as the regulations for the Childcare and Development Services Act are passed in the National Assembly the registration and licensing programme will commence.

The CPA and collaborators concluded the draft of a National Policy jhr Children in need of Alternative Care.

The policy is a development of National Frameworks for supporting, protecting and caring for children.
Serious efforts will be made in 2016 to ensure that the 800+ children that are in formal care are returned to the parents as soon as both parties are ready.

CPA will also he strengthening its collaboration with NOOs and seek to assist parents through training to improve their parenting skills; as well as staff training to better handle the work load and nature of the cases.

Work will continue with youths 'aging out' of the homes to equip them with appropriate skills.
The attainment of success in any human service programme depends heavily on the workers of the agency particularly, the frontline workers — the social workers, the caseworkers as well as the availability of resources.

The provisions in the Capital Budget of 2015 for the extension of the Childcare and Protection Agency head office are advancing and upon completion, will provide more space and increased protection for staff.
13 In retrospect, despite the uncertainty prior to and in the aftermath of a significant Election year.

the Ministry was still able to make a difference in the lives of ordinary people.

Many of these persons.

hopeless and dejected from the social dislocation caused by their pathetic life choices and circumstances.
were able to smile a little again, feel that they still had a reason for living and began to believe that their very existence mattered because some officer from some department within the Ministry of Social Protection became the voice and face of hope in their dark and hostile world.

The staff of this Ministry recognizes the critical impact of our services and it is this that prods us to go the extra mile even in the face of personal challenges.

While.
While.

from time to time, we make mistakes, overall we are very proud to he in this place and to continue to make a contribution to the quality of life for the weak and rejected as well as the national goals of social equity and inclusion and ultimately poverty alleviation.

14 2.0.
14 2.0.

MISSION STATEMENT i() CONTRIIIITTL TO ECONOMIC AND SOCIAL I)EVELOPNIENT NIAINTAINING A STABLE INI)USTRIAL 111,1„V11()NS CTINIATE, FORM nkTING POLICIES AND PROVIDING INTE(;ItVIIII) EMPLOYMENT, TRAININ(;, SOCIAL ANI) WELFARE SERVICES.

15 O ORGANIZATION AND MANAGEMENT 3.1.


ORGANIZATIONAL STRUCTURE 201 5 I TER OF SOCIAL PROTE I • Poor Law Commission Guyana Relief Commission PERMANENT SECRETARY COMMISSIONS National Commission C a 0 c c O Adoption Boa rd Local Board of Guardians DEPUTY PERMANENT SECRETARY National Insurance PROGRAMME 2 DIRECTOR OF SOCIAL SERVICES PROGRAMME 1 ADMINISTRATION a .

IT:TeTct_Aukil*I AllitinafigairElICE 00 O 2 ' — u L i c ` i vii d PERSONNEL ADMINISTRATIONPri TC 1 C I at e+ n C r - 0 3 .
2 a C c c SPECIAL PROJECTS DEPARTMENT 2 c c .

a C J : 9 ; C N < W g 0 n o r o J 2 .

0 u w N E L !

.

Vulnerable Groups: Counter Trafficking In Persons Difficult Circumsta nces Unit Sexual & Domestic Violence Unit Documentation C 0 ) Mahaica Hospital National Commission 8 7 1 PROGRAMME 4 CHIEF EXECUTIVE OFFICER wg l Child Care & a .

O N 0 C 0 0 C C 3.2.

 DESCRIPTION OF DIVISIONS 3.2.1.
ADMINISTRATION — PROGRAMME 1 The ultimate responsibility for sound management of service delivery in the Ministry is reposed in the Office of the Permanent Secretary, which operates as the principal accounting authority for the Ministry.The Permanent Secretary,as Head of Administration, is supported by a Deputy Permanent Secretary, a Principal Assistant Secretary (General), and a Principal Assistant Secretary (Finance), as well as other middle and junior levels of ancillary staff.

3.2.1.1.
3.2.1.1.

MISSION To coordinate and manage efficiently the available human, financial and physical resources critical to the successful administration of the Ministry's operations.

3.2.1.2.

FUNCTIONS n Co-ordinate the work programmes of all sections of the Ministry n Initiate policy changes and present proposals to Cabinet for consideration and approval n Arrange the attendance of staff at Conferences and Seminars etc.
n Conduct assessment of organizational needs and changes, presenting proposals to the Public Service Ministry for redress n Provide typing and record management services n Co-ordinate the preparation of the Annual Estimates n Attend to all administrative correspondence n Arrange for the fulfilment of the transportation, and the maintenance of buildings, equipment and vehicles n Direct and supervise the work of cleaners, handymen and drivers.

3.2.1.3.
3.2.1.3.

ORGANIZATIONAL STRUCTURE MINISTER ••••n••—,...1••••nMpalob•nn Confidential Secretary Permanent Secretary Confidential Secretary Deputy Permanent Secretary • m Confidential Secretary Principal Assistant Secretary (G) Assistant Secretary (GI Administrative Assistant Registry Supervisor Cleaners Drivers Handy men Office Assistants Typist Clerks 17 3.2..1.4.
STAFFING At the end of December 2015, the staffing position of the Administration Department was as follows: POST F STAFF No.

ESTABLISH FILLED No.


ACTING -MENT Permanent Secretary Deputy Permanent Secretary Principal Assistant Secretary (G) Assistant Secretary (G) Administrative Assistant Confidential Secretary Registry Supervisor Typist Clerk 11/1 Office Assistant Cleaners Handymen Driver (5)/Driver Mechanics 1 1 1 1 1 1 6 3 6 2 5 1 1 1 1 1 1 1 6 3 8 2 6 Total 29 32 0 0 0 0 0 0 0 0 0 VACANCIES Excess COMMENTS 0 0 0 0 0 0 Staff were assigned from other -I programmes 1 3 3.2.2 ACCOUNTS 3.2.2.1.
MISSION To provide financial support for all four programmes at the Strategic Plans: Administration, Social Security, Labour and Child Care and Protection Agency within the ambit of the Fiscal Management and Accountability Act, the Procurement Act and Regulations, the Financial Regulations, the Stores Regulations and Financial Circulars.

3.2.2.2.
FUNCTIONS: • Pay all emoluments to staff Prepare and submit Income Tax Information Form 11 to the Guyana Revenue Authority • Hand over Employees individual Income Tax Statements Form B on time for submission to the Guyana Revenue Authority • Prepare and submit Cash Flow Statements; request funds to facilitate the completion of the Ministry's work programme • Prepare first quarter and half-yearly reports for presentation to the Ministry of Finance • Prepare and process Payment Vouchers, Advances and Cash Orders • Prepare and submit payments on motorcar advances and personal advances to the Ministry of Finance • Manage the Ministry's Bank Accounts including the Impress Account Collect and Bank all revenues Prepare and submit monthly revenue statements to Ministry of Finance • Pay Old Age Pension to Shut-Ins Facilitate the payment of Old Age Pension and Public Assistance via the Post Office • Prepare request for supplementary provision when necessary.
18 3.2.2.3.
ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY DEPUTY PERMANENT SECRETARY (F) PRINCIPAL ASSISTANT SECRETARY FINANCE STORES ACCOUNTS FIELD AUDIT EXPENDITURE PLANNING Store Keeper 111 Chief Accountant Field Auditor Stores Attendant Supply Expeditor Stock Verifier & MANAGEMENT UNIT Expenditure Planning & Management Analyst (2) Accountant Accountant RECEIPTS & PAYMENTS Assistant Accountant VOTES Assistant Accountant PENSIONS Assistant Accountant Clerk 111 Impress Ciurk 111 Imprest 3 Clerk 11 Salaries IFMAS Pensions (2)Clerks 11 Clerk 111 (NIS) 3 Clerk 11 — 2 Clerk 111 (Exams) 2 Clerk 11 (Prep) 3 Clerk 11 Voucher Room Attendant 3.2.2.4.
STAFFING THE STAFFING OF THE ACCOUNTS DEPARTMENT AT THE END OF DECEMBER2 MS WAS AS FOLLOWS' POST ESTAB.

FILLED ACTING VACANCIES COMMENTS STAFF No.

No.


DPS (F) PAS (F) Chief Accountant Accountant Assistant Accountant Storekeeper 111 Field Auditor Stock Verifier Clerk 111 Clerk 11 Expenditure and Management Analyst 1/11 Stores Attendant Supply/Expeditor Voucher Room Attendant TOTAL 1 1 1 2 3 1 1 1 4 12 2 1 1 1 32 1 2 2 1 1 1 12 2 1 1 1 27 3 Clerk 11's are performing the duties of Clerk 111 without any remunerations and 1 Clerk 11 is performing the duty as Assistant Accountant.

1 4 5 19 3.2.3.
1 4 5 19 3.2.3.

PERSONNEL 3.2.3.1.

MISSION To ensure that there is effective and efficient interpretation and implementation of all personnel policies to the satisfaction of management and employees, and also to maintain a healthy relation climate within the Ministry.

3.2.3.2.

FUNCTIONS • Liaise with the Public.
Service Ministry to ensure that staff are recruited as is iurIc ated • I xecute contracts for persons employed on «mtract gratuity terms • Maintain the Inventory of Authorized Positions as well as the Ministry's Staff List,working with the Public Service Ministry and Public Service Commission in order to ensure accuracy • SubinitvacancleS' IVA for approval from the Public Service Ministry to fill the positions • Prepare and submit superannuation papers for retirees to the Ministry of Finance and Public Service Commission • Update Records of Service and maintain Inventories of Job Descriptions Process disciplinary matters Submit recommendations for Duty/Acting and Responsibility Allowances • Processapplications for Duty Free concessions and motor car advances • Reclassification/ re-designations of positions Process personnel related matte's such as salaries and wages anomalies; leave applications; National Insurance • Addressthe needs of employees, including orientation of new members and respond to external training requests.
3.2.3.3.

ORGANIZATIONAL STRUCTURE Permanent Secretary Principal Personnel Officer Senior Personnel Officer Personnel Officer Clerk Ill (G) Clerk III (G) __1 Clerk III (G) Clerk II (G) Clerk II (GI 20 3.2.3.4.

STAFFING At the end of December 2015, the authorized and Actual Staffing for the Central Personnel Department was as follows: POST STAFF ESTABLISHMENT No.

FILLED No.
FILLED No.

ACTING VACANCIES COMMENTS Principal Personnel Officer Senior Personnel Officer Personnel Officer I Clerk III (G) Clerk II (G) Data Processing Operator 1 TOTAL 1 1 1 3 2 1 9 1 1 0 0 2 0 4 0 0 1 3 0 1 5 3.2.4.

CHILD CARE AND PROTECTION AGENCY 3.2.4.1.

MISSION To prevent, reduce and alleviate the effects of the abuse and neglect of children by effective services their rights entitle them to, in their communities and in the family setting 3.2.4.2.
FUNCTIONS In discharging its functions the Agency shall act in accordance with the Childcare and Protection Agency Act 2009 and any other law, the direction of the Minister and the policy of the Government of Guyana.
Provide and maintain childcare centres and facilities for children in need of care and protection in order to promote care and protection for children Provide services, including basic amenities such as shelter, food and education, for children in need of care and protection, and counselling and similar services such as parenting education, parental responsibility and related best practices for the parents and guardians of those children ir Place children in foster homes or orphanages or other places of care where protection of the children can be obtained.
Supervise foster children and foster parents Promote prescribed standards and other requirements of care within childcare facilities or in any other setting to ensure the best development of the child; monitor to ensure that regulations are complied with and minimum standards are met Assess applications for foster care, guardianship and adoption, offer recommendations and provide assistance to the Courts and other authorities involved in determining such applications Make timely interventions that include any action that is deemed necessary to ensure the safety and well-being of children in cases where the actions or conduct of a person, or organization (with authority, responsibility for the care or custody of a child) have resulted in or are likely to give rise to abuse of the child Investigate allegations, reports or complaints of abuse or neglect of children and provide services for the recovery and rehabilitation of children who have suffered abuse 21 Provide care and protection for children under special vulnerability including orphans, children infected with or affected by HIV/AIDS and children with mental or physical disabilities Provide training for persons engaged in the care and protection of children Co-ordinate and monitor the activities of other persons, including non-governmental organizations engaged in the care and protection of child abuse and neglect Promote the rights of the child as well as public awareness of those rights License and register private child care facilities and ensure the compliance with the prescribed standards and regulations.
Liaise with regional and international organizations in matters relating to the welfare of children Make proposals and recommendations on the enactment of improvement to laws relating to the welfare of children.

22 3.2.4.3.

ORGANIZATIONAL STRUCTU RE — CHILD CARE AND PROTECTION Director of Child C a n a ) 0 0 c - 0 1 1 0 1.

= - 0 l J O t i < 01 C 1 , 1 C Purcha sing O ff 12) 3.2.2.4..

STAFFING At the end of December, 2015, the staffing position of the CHILD CARE AND PROJECTION AGENCY was as follows: NO.
FILLED NO.
VACANT REMARKS POSITIONS Director of'Children Services Deputy Director of Children Services Executive Officer (Early Childhood Development) Psychologist Legal Counsel Administrative Manager Administrative Officer Inspector of I tomes Senior Probation & Social Services Officer (CP) Systems Development Coordinator Senior Registration & I .icense Officer I louse Services Supervisor Probation & Social Services Officer (CP) Registration & I.icense Officer Systems Development 011ieer Asst.
I louse Services Supervisor Administrative Assistant Confidential Secretary System Support Officer Clerk II (6) Social Services Assistant Typist Clerk Data Entry Clerk Purchasing Officer Driver Office Assistant Cook Kitchen Assistant Maid Cleaner I landyman Total .tlyflIORIt ED ESTAB.
'Inventory of A uthorized Positions) I 2 _ I I I 4 I I I0 I 3 3 56 10 2 _ 3 2 _ I I 4 42 4 I 2 4 2 8 8 3 I I I 0 I 4 I I I0 0 I 3 36 2 0 3 a I 0 2 39 2 I I 2 2 7 8 2 _ 187 I 138 0 I 0 0 0 0 0 0 1 2 0 20 8 2 (I 0 0 I 5 _ 0 I 2 — 0 I .

0 0 I I 49 —f i 24 3.2.5.

WOMEN'S AFFAIRS BUREAU (WAB) 3.2.5.1.


MISSION To work towards the elimination of all forms of discrimination againstwomen, to promote development of their full potential and to ensure their integration in the National Development of the Country.

3.2.5.2.
FUNCTIONS • Ensure administrative approaches exist in the policies and programmes of all Ministries and agencies, including the Private Sector • Provide a referral service for women • Initiate gender-based research and provide disaggregated data to inform policy and programme formulation • Maintain a public education programme which will ensure a clear understanding of issues of concern to women • Address issues of concern related to the girl child • Contribute to the formulation of a Gender Policy for the advancement of women in Guyana.
3.2.5.3.

ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY DIRECTOR, SOCIAL SERVICES Administrator (WAB) Women's Women's Affairs Women's Affairs Affairs Officer Office Office Secretary Regional Committees Social Agencies Sub-Committees Non- Governmental Women's 1 Organizations 3.2.5.4.

STAFFING At the end of December 2015, the staffing position of the Women's Affairs Bureau was as follows: POST Administrator Women's Affairs Bureau Officers Secretary Total STAFF ESTABLISHMENT 1 3 1 5 NO.
FILLED 1 2 1 4 NO.

ACTING 0 1 0 1 VACANCIES COMMENTS 0 0 0 0 25 3.

2.6.

MEWS AFFAIRS BUREAU 3.2.6.1.

MISSION To enable men and boys to achieve their full potential as participants in Guyana's social, cultural and economic development through the identification, acknowledgement and the systematic resolution of problems facing certain sections of the male population.

3.2.6.2.
FUNCTIONS C. Conduct continuous country wide awareness and sensitization sessions to educate the populace aboutdesired behavioural changes in families, homes and communities C. Working with children in schools, men's organizations, clubs, teachers training college, other institutions of learning and depressed communities so that they can comprehend the concept of gender fully, and at the same time, utilize the knowledge gained to bring about changes in their environment • Undertake public education campaigns outreach programmes to promote awareness on Gender-Based Violence, emphasizing gender equality and other gender issues • Establish Men's Affairs Committees in the different regions that would provide support, guidance and information which enable the Men's Affairs Bureau to have a more collaborative effort on maintaining a network C. Strengthen ties with NGOs so as to work in a more focused and collaborative manner for networking • Act as liaison with International Organizations and Agencies.
3.2.6.3.

ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY DIRECTOR, SOCIAL SERVICES Administrator (MAB) Secretary Men's Affairs Officer Men's Affairs Officer 3.2.6.4.

STAFFING At the end of December 2015, the staffing position of the MEN'S Affairs Bureau was as follows: POST Administrator Men's Affairs Officers Secretary Total STAFF ESTABLISHMENT 1 NO.

FILLED 1 NO.
FILLED 1 NO.

ACTING 0 7 1 4 1 0 2 0 0 VACANCIES COMMENTS 0 1 1 The Men's Affairs Bureau is in dire need for the employment of another Men's Affairs Officer and a Secretary.

26 3.2.7.

NIGHT SHELTER 3.2.7.1.

MISSION To provide itinerant street dwellers with a temporary environment of physical safety, medical, material support and counseling services aimed at arresting social and emotional dysfunction.

3.2.7.2.
FUNCTIONS • Provide shelter and meals for the homeless • Facilitate medical attention for homeless persons by referring them to local medical clinic for routine medical attention and to the Georgetown Public Hospital Corporation for emergency services and serious cases • Provide daily transportation for the routine garnering of homeless in the evenings; also respond to related requests from the public • Ensure the daily cleaning and regular fumigating of the facilities • Provide basic toiletries to encourage good hygiene practices • Provide counselling services to the homeless and encourage/promote the reconciliation / re-integration with families / society • Assist able-bodies persons to acquire training or suitable jobs to aid self-sufficiency through collaboration with the BIT and CRMA • Refer persons who are incapacitated or have attained the required age to relevant Departments within the ministry, so that they can benefit for either Public Assistance or Old Age Pension Services • Refer incapacitated persons to the Palms.
3.2.7.3.

ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY DIRECTOR, SOCIAL SERVICES ADMINISTRATOR, NIGHT SHELTER Confidential Secty.

Storekeeper 1 PSSO 12 Orderlies 1 Driver 2 PCA 2 Kitchen Attendants 1 Handyman 4 Cleaners 2 Receptionists 27 3.2.7.4.
STAFFING The status of the staffing as at December 2015 is presented in the Table below NO POST 1 Administrator 2 3 4 5 6 7 8 9 Confidential Secretary Probation and Social Services Officer Store Keeper Driver Receptionists Orderly Patient Care Assistant Kitchen Attendant 10 11 Cleaner Handyman STAFF ESTABLIS HMENT No.

FILLED No.
FILLED No.

ACTING VACAN- CIES COMMENTS There is urgent need to employ the requisite staff to fill existing positions.

1 0 0 0 1 1 5 2 0 0 1 0 10 TOTAL 78 18 3.2.8.

NATIONAL RESOURCE AND DOCUMENTATION CENTRE FOR GENDER AND DEVELOPMENT (NRDCGD) 3.2.8.1.
MISSION The Centre will provide critical information support for all measures aimed at building the capacity of women; empowering them to participate as equal partners with men at all levels of decision making and national development and for the promotion of gender equality through the provision of pertinent information and services.

3.2.8.2.
FUNCTIONS • Implement a well-planned system for acquiring a range of up-to-date, relevant, bibliographical and statistical information on the relevant subject areas, focusing on Guyana, the wider Caribbean and internationally, where applicable • Provide an electronic catalogue of the Centre's resources • Provide reading room facilities and reference services • Provide research assistance • Provide Internet services • Provide information support for the compilation of analytical and other national reports • Provide Information support for various aspects of the Ministry's work • Monitor the status of women in the Guyanese society and prepare an Annual Report • Produce a quarterly Newsletter and other booklets on topical issues • Monitor displays or exhibitions as required 28 • Maintain a newspaper clippings file on topical issues of interest • Develop a women's archives/heritage collection • Network with relevant agencies locally, the wider Caribbean and internationally.
3.2.8.3.

ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY 1 DIRECTOR, SOCIAL SERVICES r. ADMINISTRATOR Information Resources Manager Administrative / DocumentationAssistant Documentation Assistant (Research) Documentation Clerical Assistant Assistant (Reading Room) 3.2.8.4: STAFFING AT THE END OF DECEMBER 2015,THE STAFFING OF THE DOCUMENTATION CENTRE WAS AS FOLLOWS: POST STAFF NO.

NO.
NO.

VACANCIES COMMENTS ESTABLISHMENT FILLED ACTING Administrator Information Resources Manager Administrative/Documentation Assistant Documentation Assistant (Research) Documentation Assistant (Reading Room) Clerical Assistant TOTAL 1 1 1 1 1 1 6 0 1 1 0 1 1 4 1 0 0 1 0 0 2 29 3.2.9.

PROBATION AND SOCIAL SERVICES DEPARTMENT 3.2.9.1.


MISSION To share in the provision of services for the protection of the Guyanese society from crime and delinquency and the promotion of the welfare of members of the society, by providing social, financial and other assistance, so that national goals can be achieved with minimal disruption and maximum contribution of thecitizens.

3.2.9.2.

FUNCTIONS 1.

Statutory Functions - are those fixed by law, and are considered the corrective aspect of the Service.
These functions are as follows: 3 Prepare Pre and Post Sentencing reports for the Courts upon request (Magistrate and High).
3 Supervise all persons placed on Probation and/or Community Service 3 Provide 'After Care' to Juvenile Offenders committed to the New Opportunity Corps and individuals on Parole 3 Prepare and submit reports to the Parole Board for persons released on parole 3 Provide counseling and support to juveniles at the Juvenile Holding Centre 3 Process applications and distribute Senior Citizens Pension Booklets 3 Process applications and distribute Public Assistance Booklets to beneficiaries 3 Prepare and present reports to the Poor Law Commission and Local Board of Guardians for applicants seeking Public Assistance.
2.

Non-statutory (Voluntary) Functions -services offered to individuals, families, groups and communities aimed at preventing the occurrence of social issues.
These functions include: 3 Provide intervention in all kindred Social and Matrimonial matters 3 Provide support to the Courts in Domestic Dispute, Domestic Violence and other cases 3 Provide Voluntary Supervision to juveniles 3 Provide social inquiry reports on individuals as requested by High Commissions' International Social Service and other related agencies 3 Co-ordinate and participate in community based programmes and services including PTA meetings 3 Provide supervision for Social Work Practicum for the University of Guyana, Institute of Distant and Continuing Education and other training institutions.
30 3.2.9.3.

ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY Secretary (1) Director of Social Services Chief Probation Officer (1) Assistant Chief Probation Officers (4) Senior Probation Officers (16) Typist Clerk (9) Probation Officers (57) 3.2.9.4.

STAFFING At the end of December 2015, the staffing position of the Probation and Social Services Department was as follows: POST STAFF ESTABLISHMENT NO.

 NO.

 VACANCIES COMMENTS FILLED ACTING CHIEF PROBATION OFFICER ASSIST.
CHIEF PROBATION OFFICER SENIOR PROBATION OFFICER PROBATION OFFICER SECRETARY TYPIST CLERK TOTAL 1 4 16 57 1 9 88 0 2 9 42 1 7 61 1 0 0 0 0 0 1 1 2 7 15 0 2 27 Over the period in review, two Assistant Chiefs, both of whom acted as Chief, and two Grade Two staff retired, while one Grade One staff was added.

The staffing in the department is highly inadequate to meet the demands of all the functions it has to perform.

3.2.10.

PALMS GERIATRIC CENTRE 3.2.10.1.


MISSION To provide free medical attention and nursing care to all residents and out patients who comprise the aged, destitute, blind and mentally retarded.

3.2.10.2.
FUNCTIONS • Ensure the physical and medical well-being of residents • Cater to the dietary needs of the residents in a timely manner following established guidelines and health needs • Provide medical services for residents, staff and the community • Ensure that medical problems are attended to and referrals to hospitals undertaken when necessary • Ensure that the Laundry does all linen and clothing preparation (folding and bundling) for the institution • Ensure the dignified removal and interment of residents who die in institutional care 31 • Manage donations from individuals, corporate citizens and organizations both local and international for the benefit of the residents • Identify areas and facilitate maintenance for the facility, in accordance with Minimum Operating Standards, 3.2.10.3.
ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY Director Social Services Administrator (Palms) r- Assistant Administrator Matron Administrative Staff Stores i Nursing Care Social Worker Kitchen Auxiliary Staff Accounts Clerk St STSore Ward Sister Clerk H 'G' J Stores Clerk Staff Nurse Nursing Assistants STORES ATTENDANT Patient Care Assistants Office Assistant 32 Food Superviso Cooks Head Maid Ward Maid Seamstress Laundress Porters Handyman Cleaner 3.2.10.4.
STAFFING AT THE END DECEMBER 2015, THE STAFFING OF THE PALMS WAS AS FOLLOWS POST STAFF No.

No.
VACANCIES COMMENTS ESTABLISHMENT FILLED ACTING 1 Social Worker is assigned from the Probation Departmt On assignment from PROBATION On assignment from CCPA Administrator Assistant Administrator Social Worker (P550) Matron Ward Sister Staff Nurse Accounts Clerk II Clerk II "G" Typist Clerk Office Assistant Storekeeper II Stores Clerk Stores Attendant Nursing Assistant Patient Care Assistant Seamstress Laundress Head Maid Ward Maid Porters Food Supervisor Cooks Cleaner Handyman TOTAL 3.2.11.
MAHAICA HOSPITAL 3.2.11.1.

MISSION To provide free medical attention, nursing care, food, shelter and transportation, to patients with Hansen's Disease.

3.2.11.2.

FUNCTIONS • Provide support to the pensioners who are paid at the Mahaica Hospital by liaising with the MOF and performing the duties of pensions' paymaster complying with all the attendant duties necessary to ensure accountability.
Submitting pension returns to the Ministries of Labour and Finance, respectively • Collect and account for revenues from the rental of farm lands, maintaining the requisite accounting records in keeping with standards and policies promulgated by the MOF • Perform all accounting tasks associated with the administration of the Mahaica Hospital in a timely and efficient manner 33 Procure required supplies for the functioning of the facility comprising of all its buildings (kitchen, children's home, administrative building) in accordance with existing policies and procedures as well as observing standard storekeeping regulations in order to ensure efficacy in the storage and usage of all supplies purchased, inclusive of dietary material Prepare nutritious meals for patients • Ensure that adequate laundry services are provided to the residents in the facility to promote patient comfort and care • Ensure the maintenance of all buildings and compounds • Prepare monthly work programme, quarterly andhalf-yearly reports, strategic reviews and projections Manage the transportation needs of the facility • Perform simple and routine personnel activities for staff in the Mahaica Hospital, inclusive of all necessary reports for the Central Personnel Office.
3.2.11.3.

ORGANIZATIONAL STRUCTURE Permanent Secretary Director of Social Services Assistant Hospital Administrator staff Nurse (1) Patient CareAssrstant Ward Maid (1) Ward Orderly (2) Dispensary Assistant (1) Assistant Cook (2) Ho pita) Attendant (2) Laundress (2) Labourer (4) Accounts Clerk 11 (1) Accounts Clerk 111 (2) Typist (1) Stores Clerk/ Expeditor (1) 34 3.2.11.4.
STAFFING The staffing situation of the Mahaica Hospital as at December 2015 is presented in the Table below: POST AUTHORIZED STAFF No.

No.
VACANCIES COMMENTS ESTABLISHMENT FILLED ACTING Assistant Hospital Administrator Staff Nurse Patient Care Assistant Assistant Cook Ward Orderly Hospital Attendant Laundress Labourer Ward Maid Dispensary Attendant Accounts Clerk II Account Clerk III Typist Stores Clerk/ Expeditor TOTAL The vacant position of a staff nurse in 2015 placed an additional work load on the Hospital Administrator (acting) who had to perform his routine duties and also that of the staff nurse.
This, at times, created a negative impact on the smooth flow of operations at the Hospital.

3.2.12.

GUYANA WOMEN'S LEADERSHIP INSTITUTE 3.2.12.1.


MISSION To create and implement gender focused education and training programmes for women and men in the government, non-government, public, and private sectors in order to promote gender awareness and equity and enable the full participation of women in leadership and decision-making processes throughout society, thereby contributing to the equitable and sustainable development of Guyana.

3.2.12.2.
FUNCTIONS • • • • Increase the number of women empowered to participate in all levels of decision-making Encourage the understanding of 'gender awareness' and 'gender equity' within the consciousness and practices of Guyanese women and men Increase the number of women educated in personal and professional leadership and gender sensitive principles and skills Increasethe leadership, gender awareness and capacity building of local, community-level women and men who are directly involved in advancing the abilities and increasing the opportunities of women across Guyana • Increase understanding of women and men in public leadership and policy-making positions at the national level about the importance of strategies for achieving gender equality in their context • Increase awareness of women and men in the private, public, and various skill sectors about the importance of strategies for achieving 'gender equity' in their context.
35 3.2.12.3.

ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY DIRITIOR SOCIAL SERVICES COORDINATOR (GWLI) ADMIN ISTRA I IVE ASSISTANT ACCOUNTS CLERK CLERICAL ASSISI ANT CLEANER DRIVERS COOK /CATERER HANDYMAN/ LABOURER TYPIST CLERK GARDENERS /CARETAKERS GUARDS PROGRAMME.OFFICER RESEARCH ASSISTANT FACILITATORS 3.2.12.4.
STAFFING The staffing position of the GWLI as at December 31, 2015 is presented in the Table below: POST Coordinator Programme Officer Administrative Assistant Accounts Clerk Typist Clerk Driver Cleaner Handyman Security Guards TOTAL t STAFF ESTABLISHMENT No.

FILLED No.
FILLED No.

ACTING VACANCIES COMMENTS The lack of requisite staff at the Institute is causing the existing ' workforce to appear to be inefficient and ineffective, because office work is behind schedule.

While there has been some improvement in the occupancy status of approved positions, the Coordinator still has to carry the extra workload of the Programme Officer and Research Assistant.

3.2.13.
3.2.13.

WOMEN OF WORTH UNIT 3.2.13.1.

MISSION To remove the barriers single parent women face, enhance their self-esteem, empower them to take advantage of the economic opportunities around them and heighten their participation in society.

36 3.2.13.2.
FUNCTIONS • Provide access to financial resources and business development interventions for female single parents desirous of expanding existing small business ventures • Act as a catalyst in creating an enabling environment (via community development programmes) which allows people at community levels to take advantage of economic opportunities • Establish and maintain a database of applicants and beneficiaries of the Micro-Credit Programme • Provide technical advice to potential beneficiaries with respect to bank requirements and procedures • Monitor and evaluate micro projects executed through the Ministry • Prepare monthly progress reports as required • Identify, plan, execute and facilitate workshops, field research and appropriate training programmes for applicants and beneficiaries of the Micro-Credit Project.
3.2.13.3.

ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY DIRECTOR OF SOCIAL SERVICES/ SPECIAL PROJECTS COORDINATOR' Business Development Officer Administrative Assistant 2 Field Research Officers 2 Field Research Officers ** JANUARY TO MAY — DIRECTOR OF SOCIAL SERVICES AND OCTOBER TO DECEMBER - SPECIAL PROJECTS COORDINATOR 3.2.13.4.

 STAFFING At the end of June 2015, the staffing position of the WOMEN OF WORTH UNIT was as follows: POST STAFF ESTABLISHMENT No.

FILLED No.
FILLED No.

ACTING VACANCIES COMMENTS Business Development Officer Micro — Credit Officers Administrative Assistant TOTAL 1 4 1 6 0 3 0 3 0 0 0 0 1 1 1 4* * One Field/Research Officer did not perform duties under WOW Officer not designated at BDO provided oversight One of three was reassigned to another duties 37 At the end of December, 2015, the staffing position of the WOMEN OF WORTH UNIT was as follows: POST STAFF ESTABLISHMENT No.

FILLED No.
FILLED No.

ACTING VACANCIES COMMENTS Business Development Officer Micro Credit Officer Administrative Assistant TOTAL 1 4 1 6 0 0 1 Coordinator provided Special Projects oversight 0 1 Note: In June 2015, the Unit was disbanded—staff resigned and others were transferred to other departments.

In October 2015, the Special Projects Coordinator (new position) was given responsibility for WOW and one staff was reassigned to execute duties related to the WOW programme.

3.2.14.
3.2.14.

 COUNTER TRAFFICKING IN PERSONS 3.2.14.1.

MISSION To collaborate with government and non-government organizations, as well as other stakeholders in disseminating information to reduce the incidence of trafficking in persons in Guyana and providing a support mechanism to alleged survivors of human trafficking to enhance their life skills.

3.2.14.2.
3.2.14.2.

FUNCTIONS • Prepare and disseminate educational materials designed to inform victims of trafficking in Guyana of their rights, the measures in place to ensure their safety, recovery, and safe return to their home countries or places of residence in Guyana, how to contact appropriate law enforcement authorities • Provide support for alleged victims of trafficking in persons • Conduct training for persons who are Focal Points, in all ten administrative regions in Guyana.

3.2.14.3.
3.2.14.3.

ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY H L DIRECTOR OF SOCIAL SERVICES COORDINATOR (C-TIP) P TECHNICAL OFFICER CLERK II ADMINISTRATIVE ASSISTANT 38 3.2.14.4.

STAFFING At the end of December 2015. the staffing of the Department is presented in the Table below: No.

ACTING VACANCIES COMMENTS 0 0 0 0 0 1 POST Coordinator Technical Officer Clerk 11 Administrative Assistant Total STAFF ESTABLISHMENT 1 No.

FILLED 1 1 1 1 1 1 0 3.2.15.

 STATISTICAL DEPARTMENT 3.2.15.1.
MISSION To ensure that policies relating to issues that fall under the purview of the Ministry Labour, Human Services and Social Security are evidenced-based as a result of the collection, analysis and dissemination of related statistics through the provision of up-to-date data on the work done in the Ministry's labour related departments (Board of Industrial Training, Central Recruitment and Manpower Agency, Industrial Relations, Occupational Safety and Health, as well as other departments and divisions).
3.2.15.2.

FUNCTIONS • Collect, analyze and disseminate data-based reports on the work of the various departments of the Ministry Function as the Secretariat for Labour Market Information Systems Coordination, whereby a number of agencies which supply or demand Labour Statistics are kept in contact by the Statistical Department • Conduct Establishment Surveys, Skills Needs Surveys, Occupational Wages and Hours of Work Surveys and Labour Market Intelligence Surveys in several key sectors of the economy.
3.2.15.3.

ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY CHIEF LABOUR OCCUPATIONAL SAFETY & HEALTH OFFICER CHIEF STATISTICAL OFFICER Statistical Officer (3) Statistician (0) 39 3.2.15.4.

STAFFING The staffing position of the Statistical Unit at the end of December 2015 was as follows: POST Chief Statistical Officer Statistician Statistical Officer TOTAL STAFF ESTABLISHMENT No.

FILLED No.
FILLED No.

ACTING VACANCIES COMMENTS 1 0 3 4 0 0 1 0 3 4 0 0 0 0 This is a critical position required i n statistical departments and which lends for greater analytical work.

3.2.16.

INDUSTRIAL RELATIONS, OCCUPATION SAFETY AND HEALTH DEPARTMENT (LABOUR DEPARTMENT) 3.2.16.1.
MISSION To contribute to the economic and social development of Guyana by executing appropriate policies and programmes that will contribute to maintaining a stable industrial relations climate; enhance the safety and health of workers by ensuring improved working conditions at worksites; develop a social compact aimed at increasing the productivity and competitiveness of enterprises in the production and service sectors and provide a range of services to employers, trade unions and employees in order to create an atmosphere of mutual trust and social justice between management and labour.
3.2.16.2.
FUNCTIONS • Review and draft new legislations and amendments to existing legislations and recommend same to government • Review, in conjunction with the Tripartite Committee, rates of wages, hours of work and other • • • conditions of service for various categories of workers Investigate complaints made by workers Investigate workplace accidents Inspect workplaces to ensure compliance with the labour and occupational safety and health laws and regulations • Advise and conduct seminars to educate employers and employees on the labour and occupational safety and health laws and regulations, HIV/AIDS workplace policy and industrial relations principles and practices • Conciliate in disputes between employers and trade unions • Set up and service arbitration tribunals • Conduct membership surveys and polls to determine trade union recognition • Vet and countersign Collective Labour Agreements • Register industrial establishments • Register steam boilers inspection certificates 40 • Promote the establishment and monitor the functioning of Joint Workplace Safety and Health Committees and safety and health representatives where necessary • Liaise with Regional and International Organizations • Prepare andsubmit ILO Instruments to the National Assembly • Prepare andsubmit to ILO, Annual Reports on application of Conventions • Complete and submit to ILO completed questionnaires on proposed instruments, as well as statistical data requested • Facilitate and promote collective bargaining • Promote social dialogue/social partnership • Facilitate the promotion of programs to enhance production and productivity.
3.2.16.3.
ORGANIZATIONAL CHART Permanent Secretary Deputy Permanent Secretary CHIEF LABOUR, OCCUPATIONAL SAFETY & HEALTHOFFICER 1 Occupational Safety & Health Analyst Confidential Secretary (1) ASSISTANT CHIEF LABOUR, OCCUPATIONAL ASSISTANT CHIEF LABOUR OCCUPATIONAL SAFETY & HEALTH OFFICER (1) SAFETY AND HEALTH OFFICERS (2) SENIOR LABOUR OCCUPATIONAL SAFETY AND HEALTH OFFICERS (6) Administ ative Officer (1) Typist Clerk (1) Cleaner (1) LABOUR OCCUPATIONAL SAFETY AND HEALTH OFFICERS (18) J Cane Scale Supervisor (27) 3.2.16.4.
STAFFING 41 The staffing position at the end of December, 2015 was as follows: POSTS STAFF NO.

No.
No.

VACANCIES COMMENTS ESTABLISHMENT FILLED ACTING Occupational Safety and Health Analyst Chief Labour, Occupational Safety & Health Officer Assistant Chief Labour, Occupational Safety & Health Officer Senior Labour, Occupational Safety & Health Officer Labour, Occupational Safety & Health Officer Confidential Secretary Administrative Officer Typist Clerk Cane Scale Supervisors Cleaner TOTAL 1 1 3 6 18 1 1 1 27 1 60 3.2.17.

COOPERATIVES DEPARTMENT 3.2.17.1.


MISSION 0 1 1 2 8 1 0 21 1 36 0 0 0 0 1 0 0 2 4 10 1 6 0 24 To guide, support, monitor and regulate Co-operatives Development in the ten (10) Administrative Regions of Guyana, specifically, Co-operative Societies and Friendly Societies.

3.2.17.2.
FUNCTIONS • Work with and encourage the Apex Body and other secondary bodies to assume responsibility for the Co-operative Movement • Process registration and cancellation in accordance with the Co-operative and Friendly Societies Act • Review and keep up-to-date the legal framework within which Co-operatives and Friendly Societies operate • Arrange for the audit of the records of the Co-operative and Friendly Societies • Inquire and investigate into the Constitution and financial conditions of societies and settle disputes relating to the affairs of Co-operative Societies by means of Arbitration under the Co-operative Societies Act Provide staff for the training and development of members of societies • Assess the performance of Co-operative Development in the Regions and give advice and technical guidance as may be required Liaise with other Divisions, Ministries and Organizations that assist in the development of co- operatives 42 3.2.17.3.
ORGANIZATIONAL STRUCTURE PERMANENT SECRETARY DEPUTY PERMANENT SECRETARY CHIEF COOPERATIVE DEVELOPMENT OFFICER Compliance Officer (1) Confidential Secretary Cooperative Auditor (1) Cooperative Development Officer r Assistant Chief Cooperative Development Officer Typist Clerk Regional Supervision & Training Regional Cooperative Development Officer (5) Audit & Friendly Societies Unit Regional Cooperative Development Officer (5) 2 3.2.17.4.
STAFFING The Department's staffing position at December 2015 was as follows: POST STAFF NO.

NO.

VACANCIES EXCESS COMMENTS ESTABLISH.

FILLED ACTING Chief Cooperative Development Officer/Registrar of Friendly Societies Assistant Chief Coop.Develop.

Officer Compliance Officer Regional Cooperative Develop.
Officer Cooperative Auditor Cooperative Development Officer Confidential Secretary Typist Clerk Total 1 1 1 10 1 0 1 1 16 1 1 1 5 0 1 1 1 11 0 D 0 0 0 0 0 0 0 0 0 0 5 1 0 0 0 6 1 1 The Department is taking steps to recruit more Regional Cooperative Development Officers.

NOTE: The division in the past had a complement of thirty staff members.However, over the years, the division experienced a massive reduction in its staff complement.The Department is still adversely affected by the lack of staff.
3.2.18.

MANAGEMENT INFORMATION SERVICES UNIT (MISU) DEPARTMENT 3.2.18.1.

MISSION To provide IT support (hardware & software) to the Ministry and its various subordinate Units.

3.2.18.2.

FUNCTIONS 43 OAP/PA data emit>.

Printing ot.

OAP/PA distribution sheet and security.

stickers • Update Or OA P/PA Providing Statistical Reports otall OAP/PA recipients.

3.2.18.3.
3.2.18.3.

ORGANIZATIONAL STRUCTURE Permanent Secretary Director, Social Services Systems Analyst P Database Administrator Data Entry Clerk Data Entry Data Entry Clerk Clerk Data Entry Clerk Data Entry Data Entry Clerk Clerk 3.2.18.4.

STAFFING The staffing position of the MISU at the end of December 2015 was as follows: POST STAFF NO.

NO.
NO.

VACANCIES COMMENTS ESTABLISHMENT FILLED ACTING Systems Analyst Database Administrator Data Entry Clerk ( called Data Processing Operators but renemaed in 2016 as Data Entry Clerks TOTAL 1 1 6 8 1 0 6 7 1 1 3.2.19.

CENTRAL RECRUITMENT AND MANPOWER AGENCY 3.2.19.1.

MISSION To contribute to the economic and social development of Guyana by providing effective and efficient employment services to job seekers and employers.

3.2.19.2.
3.2.19.2.

FUNCTIONS • Register unemployed persons seeking employment 44 • Maintain a record of notified vacancies in the Public and Private sectors • Match jobseekers with vacancies and arrange interviews for job seekers • Provide advice and Career Guidance and Counselling to those seeking employment • Provide all of the above with respect to the Seaman's Pool.

3.2.19.3.
ORGANIZATIONAL STRUCTURE Deputy Permanent Secretary Chief Recruitment & Manpower Officer Assistant Chief Recruitment & Manpower Officer Senior Recruitment and Manpower Officer (2) Region 2 Senior Recruitment and Manpower Officer (2) Region 5, 6 Senior Recruitment and Manpower Officers (2) Region 4, 10 Typist Clerks (3) Office Assistant (1) Cleaner (1) Recruitment and Manpower Officer Region #2 Recruitment and Manpower Officer Reg.#6 Recruitment and Manpower Officer Reg.#5 Recruitment and Manpower Officer (Reg.
4) Recruitment and Manpower Officer (Reg.

4) Recruitment and Manpower Officer (Reg.

10) 3.2.19.4.

STAFFING AT THE END OF DECEMBER 2015, THE STAFFING FOR CENTRAL RECRUITMENT & MANPOWER AGENCYWAS AS FOLLOWS: 45 POST STAFF NO.
NO VACANCIE COMMENT Chief Recruitment and Manpower Officer Assistant Chief Recruitment Officer Senior Recruitment and Placement Officer Recruitment and Placement Officer Typist Clerk Office Assistant Cleaner TOTAL ESTABLISHMEN FILLED ACTIN T 1 1 6 6 3 1 1 19 1 1 4 6 1 0 1 14 G 0 0 0 0 0 0 0 0 S 0 0 2 0 2 1 0 5 S 3.2.20.BOARD OF INDUSTRIAL TRANING (BIT) 3.2.20.1.
MISSION The role of the BIT is to promote TVET to satisfy the needs of the labour force in the industrial sector, to perform the regulatory functions for all apprenticeship schemes, and to issue certificates of competency for apprentices and trainees from other industrial training programmes, on successful completion of their training.

Among the key objectives of BIT, is ensuring that the industrial sector has a highly trained and competent workforce.
Hence, there is also the provision for retraining programmes for artisans, and training of trainers from the industry.

3.2.20.2.
FUNCTIONS To license and keep a register of Masters whom it considers suitable to receive Apprentices To issue certificates of competency to those artisans who are in its opinion qualified to be engaged in any trade or craft to which this Act applies To fix the period of Apprenticeship for the different trades to which the Act applies To procure the training by competent Masters and keep a register of apprentices to any trade or craft to which the Act applies To cause to be examined, and if satisfied with their skill, issue or endorse certificates of competency for apprentices on completion of their term of service To cancel licenses and certificates issued under the Act, when in its opinion it is necessary so to do To settle disputes arising between Masters and Apprentices and to transfer apprentices when desirable To arrange and direct the technical education of apprentices To appoint and pay the instructors and examiners whom it considers necessary, 46 3.2.20.3.
ORGANIZATIONAL STRUCTURE Deputy Permanent Secretary Chief Labour Occupational Safety & Health Officer Chief Executive Officer/ Executive Secretary (BIT) Administrative Assistant Senior Finance Officer Accounts Clerk L Administrative Officer Data Entry Clerk (2) Driver/ Office Assistant (1) Cleaner (1) Placement & LMIS Officer Technical Officer Regions 1 & 2; 1 Leguan; W/ naam Technical Officer Region #3 Technical Officer Region It 4 G/town; El Bank Technical Officer Region 4; East Coast; Region # 5 Technical Officer Region # 6 &7 Technical Officer Region # 10 Technical Officer Apprentices Heavy Duty Equipment Operator (HDEO) 47 3.2.20.4.
STAFFING POST COMMENTS I I ���:�LISH �'��ED I AC���G VACANCl:7 I CEO/ EXECUT1Vf- Sf CR[TARY - - � 1 1 StN10i-l ---- Ofi U ·\ F1NANCI - - 1 - -j- - 1 ADMINISTRATIVE- Orr1CLR AD!
'v11NISTRAT1Vf- ASS1':,TANT - - - - - ACCCUNTS (L[RK -+---- --+- - --+ 1 1 1 1 1 0 --+- - 1 --+-- 0 0 0 0 T[CHNICAL Omcrn -REGIONS 1 & 2 - - --+ ----+--- -+-- - 1 0 Tf-CHN1CAL 0fFICrR-Rf-GIO\i 3 0 0 0 0 0 0 -- - --'- - Ti CHN1CAL Off ICl-1\-Rf-GION 4 TrCHNl[AL Omn 1{-RI GI0N 5 - - - - TECHNICAL Omcrn -RLGION 6 & 7 Ti C'1NICAL Of fl(f-R - Rl G,CJN 10 1 1 1 1 1 1 1 HOEO THA1N1NG & MA1NII NANCL OF�1C1-11 1 PLACtMt'\11 & �AF\OUR MAN/\Clf Ml NT AND INrnRMA !ION SYS"TMS er r·1n R !DATA [NTRY CU-RK 1 2 1 2 V-f I AN� </ OFF,[[ ASS,Sl .
.

ANf:I{ ----- .

TO"!AL -------· · -----+--- - 1 18 1 18 - ------ _ ____L_ 3.2.21.

HUGO CHAVEZ REHABILITATION CENTRE 3.2.21.1.

MISSION 1 1 0 0 0 - -- -+- 0 -- - 0 -+---- 0 1 1 1 ---+-- 1 - - 0 0 0 - -- -+- 0 0 0 0 0 0 0 I 0 0 0 0 0 0 0 0 To provide the most effective engage in research environment emotional dysfunction.
rehabilitation care far homeless residents of any race, religion or sex and to development and teaching programs support and counselling of physical safety, medical, and to maintain and social aimed at arresting dependency services to reduce a healthy 3.2.21.2.
FUNCTIONS • Address • Provide the situation Housing of homeless for thP homeless violence, domestic • Reduce the vulnerability education, so that Guyana's persons which will solve a part of a larger and a general poor employability on the streets of persons HIV/AIDS prostitution, living and other social perpetrators, ills by providing development will not be hampered problem which may include inadequate lack of community and personal concept to illnesses, as either victims or criminal activity psychosocial support medical of social, and other problems that arise • Lower the cost to the country from the phenomPnon of the multitude as a result street people for all citizen of homeless issues s • Ensure Safety • Ensure that adPquJte and care comfort and security • Manage the transportation • Prepare 48 nutritious meals for patients.
needs of the facility laundry services are provided to the residents in the facility to promote patient 3.2.21.3.

ORGANIZATIONAL STRUCTURE Permanent Secretary Director, Social Services Administrator Supply Expediter Stores Keepe Stores Clerk Admin.

Assist Receptionist Office Assistant Driver Handyman Cleaner Ward Orderlies Laundress Cooks 3.2.21.4.

STAFFING POST STAFF ESTABLISH.

No.

FILLED No.


VACANCIES Comments ACTING Administrator Admin Assistant Stores Keeper Stores Clerk Typist Clerk Receptionist Driver Laundresses Handyman Cleaner Ward Orderlies Cooks Supply Expediter Total In 2015 the lingo Chavez Centre accommodated between 35-45 adults daily.

It caters to able bodied persons and persons deemed to be mentally sound.

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Percen- ta le 1 - w 2 4 — 4 _ .

Office televisions Systemic ma intenance o f office equipment — computers.

A C furniture.

Units, — refrigerators, including the upgrade and replacement of computers.

Maintenance of three (3) generators.

Systemic maintenance of 2M vehicles functionality.

maintain to c c - 1 — .


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were serviced periodically and as the need arose as a result of t he implementation o f service contracts for a ll electronic eq uipment.

The output of the Ministry was not a ffected by power outages because of the generators.

Seven ( 7) pieces of equipment w ere listed as unserviceable.

Regular servicing of vehicles.

through the implementat ion o f a Prevent ion Management Programme.
ensured road worthiness and the Transport division was able to respond to the major ity o f requests from their internal clients.

Four of the vehicles have been deemed unserviceable.

The fleet of vehicles is organised as follows: (a) vehicles assigned to cr itical departments/d ivisions; ( b) a pool of vehicles available for other departments/div isions.

Transportation was provided on the basis of requests submitted from departments, one day prior.
These factors contributed to the level of achievement realized.

The short fall in the target resulted from ( i) vehicles in workshops for repairs at various times, ( ii) reduc ed number of drivers due to sickness.

(iii) lack of readiness o f officers and the resultant delay in ava ilability of vehicles; and ( iv) c onflicting/c ompeting req uests.

While the coverage to serv ice a ll the departments was satisfied there were times w hen departments gave late notice and vehicles were not available.
Timely Monthly procurement by the Accounts responded to planned requests from Departments thereby ensuring that there were always adequate supplies in stock to sat isfy office as we ll as cleaning demands across the M inistry.

The availability of funds enabled such procurement.

Accordingly, no significant complaints were levelled regarding these matters by either staff members or c lients.

Service Agreements w ith providers ensured potable water was always available.
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2 : , _ , _ i T ,0 0 2 - u ° 2 r _ t - - , - .

.

0 c d- 11 F r• - .

, - .

77 c 1 .

- : - - - C i ; .

A , - .

- c , , - V ) - P , f l 2 T e d • - G C - .

0 ° • ' r e .

0.

0^ ' J a C u X •c - T - 7 0 1 , ' .

.

.

. )

 *1 3' .

.

- 1 1 C I o f ) 0 L r D O 0 .

r C , I , 0 t _ -, < - 7 " > Z r s • e - u - c - t • " 7 , c , .. L.3 4 r , , - ., = _ , , i r c -.

2 .

a 0 l ' --; 2 , 2 .

• 2 7 t " .

.

.

.

, C 0 0 - - - - - - 0 ) .


_ " b b : 6-2 C 7„ ( 7 .

a .

- r .

, ' C .

.

,3 a C - 0 a .

t .

= 0 .

C .

.

.

.

.

, .

., ° , , i .. .

.

., a - - 0 — .

_ - ' , L O .

1 0 7 i 0 1 .

1 0 : : 0 0 0 _ , 2 9 -1„ 0 , 0 .

2 .

p E ° , 1 2 s ; : !

.

- .

.
i G 0 - 0 r 1 aj i L r , r J ▪ ▪ L a - 2 TARGET SET Description Quantity - — r r l Ensure tha t the annual sta ff con ference was executed as p lanned 2 Y 2 c U • - ' 1 .
1 t , Actual No.

 TARGET ACHIEVED Percen- ta s e — C o - - - l c ; \ — > c ) I , ) t i , — c - - - , .

- c c c a n c i 0 — 0 ` 7 1 ' - - - .

- - .

.

c • _ c, c c 0 — 0 - L C C . )

{ Ensure 24-hours security service at all m in istry locat ions • ANALYSIS OF SUCCESS OR FAILURE - Staff con ference an d two ( 2) Rev iew Meet ings were he ld w ith ' Heads of Department an d the M in isters of Social Protect ion and opportun it ies for examination and analysis o f operat ions were provided.
A ll logist ical arrangements were effect ively discharged.

This is an annual event t hat was m andatory wit h the M inister of MPS in attendance.

Funds were t herefore ava ilable to ensure the act ivity was executed.

A ll locat ions had adequate security personnel, however t here Were some issues with the q uality of personnel employed by some o f t he secur ity firms.

The MoSP, once recogn izing t he issues, q u ic kly engaged the security firms to have these matters rect ifi ed.
Some of the issues dealt w ith by the adm inistrat ion department w ere poor q uality ofsccurity personnel at Water an d Corn hill Streets.

Pa lm s, Lamaha Street.

Childcare and Protection Agency, Maha ica Children 's I lame and Maha ica Hospital.

Quick resolut ion was given and the secur ity firms changed the guards stat ioned at t he locat ions listed above.

 QUANTITY ACTUAL NO % C L L C L L L_ L L C 16 Statements 16 sta tements 100 C C J i 1 7 ) ) / I .
1 7 ) J ) J a is This financ ial A ll statements were su bmitted during t he fina l week of t he quarte r. a dm inistrat ion regulat ion/req uirement t hat is monitored by t he Min istry of Finance.

A ll reports su bmitted one week prior to t he sc heduled date of budget rev iew meet ing s ince t hey fo rm t he bas is for that rev iew.
C I ' C O Reco rds a re not rea di ly ava i la ble Delays in p rocessing Pay ment were due to late re lease of funds a nd t he la te su bmiss ion of c laims by co ntractors.

3 Ma in Ba nk Accou nts 100 i % All three Ban k Accounts were reco nciled before t he dea dline, s ince t hese a re cr itical financia l req uirements.

• i ACCOUNTS -BUDGET AND FINANCE DEPARTMENT 2 I 4.2.

1 C C ( .
1 C C ( .

0 L L I DESCRIPTION L L 0 c e Prepare a nd su bmit Quarterly Cas h F low Statement dur ing t he fina l week li of each programme in eac h quarter.

d 1 - 4 I N C P C I: 4 ' e N n I I N ‘r.

I N L I 4 I V t .

D 4.2.7 N v l E I n 4 - , 1 .

_ o › .

.

_ C 0 - o c o a ) 3 E a ) .

< ' L i : D C C C r o U .

c C .

- o o v - , l - , , C u C ) - o a ) = 0 u a j i n 0 _ r o > E .

.

a ) c .

_ > - • n r ° • , , , u i. '

t ± E 0 _ C C L .
t ± E 0 _ C C L .

N a _ n ‘ o - ( I ) c C o 0 0 V ) 2 4 - , N =a ) _ o 2 - a w ' ' ' , o • - • 0 > a ) i _ a - .

E O D .

{ „ - , 1 O 0 c - C 0 ' t - C o " - U -- 0 — a ) a n o • 4 8 4 _ 4 0 4 - ' _ C C U ' ' 0 C 4 ° .

.

- 0 W 3 _ W c .

.

- • a > _ C , ( 1 _ ) c a n ' - o W o - c o = ' - ' o D , - ) .

, 0 C C a ) o C ( .

7 . )

u u • c u o ' E c r T o c C O C O I N s L n i a r i r o c - o < u o 0 C i n _ 0 r a ' > .

or ° a ' n L ' - i 0 1 - , ( - - ‘ , 0 L c / • c e W .
, o _ 0 C • 2 3 = • c I , - - L E c 4 - ' 0 4 I - L - E c o , - — n o c o c 0 r 0 „ n > o u - , .

4 o - 2 0 • F , ) > , n j 0 P a ) v. , L .

= E 0 c L E .

.

.

.

m a i x a 0 .

1 4 - .n W C 0 - 0 I _ _ E a _ W 0 c — — E 2 3 a n L o .

- 0 r l c V , ‘ .

- - 0 c > u u 7 , C v D c u 4 v .

13 , .S4 , , ,- _ , > • .n 0 - _ , L j • i .

i _ - ' 0 , C O c ow 4 - • = a ) > E ° C al 4 - , .

C E a ) jC a 4 - , u l .

0 - .

4 - = a , c 4 - , _ C L C. - 1 c .

r - ' , L 4 _ - E , .


„ d 4 - - , Facilitate t he payment of O ld Age Pension and Pu blic Ass ista nce by remitting mont hly c hecks based on mont hly reconc iliat ion of reco rds betwee n t he Ministry and GPOC .

_ o E .

± C L .

_ a l 0 u = l 12 statements 12 statements 100 12 mont hs 12 mo nt hs 100 ' The high rate of response is direct ly re lated to t he 'genera lly 'minor' nature of t he q ueries, w hich has to be do ne to avo id payment.
T he 5% not responded to w ithin the standard t ime is because t hese queries ha d to be a ddressed by persons outs ide of t he Accou nts Department.

All mont hly revenue statements we re su bmitted to t he Ministry of Fina nce on t ime s ince t hese stateme nts are mandato ry.

Funds to fac ilitate t he pay ment of Old Age Pay ment and Pu blic Ass ista nce are ma de av a ila ble to t he Guya na Post Office Corporat ion in a t imely ma nner t hroughout t he y ear.
T his is based on mo nt hly reconc iliat ion of related records betwee n the Ministry and t he GPOC to ensure t hat Ministry funds a re opt ima lly ut ilized.
T his is a sens itive act ivity fo r w hich fa ilure can resu lt in negat ive publicity for t he Min istry given t he profile of rec ipients (e lderly persons) • — L s . '
2 TARGET SET FOR THE YEAR TARGETS ACHIEVED ANALYSIS OF SUCCESS OR FAILURE 4 n i o o 4 n i c n DESCRIPTION QUANTITY ACTUAL N O Reconci le Guy ana Post Office Corp Payme n ts wit h no.

of OAP and PA coupons rece ived.

Pay O l d Age Pens ion an d Pu blic Ass istance on a t ime ly bas is, to 100% of 'Shut ins' 12 mon t hs 12 mont hs OAP PA OAP PA Pomeroon R iver Ber bice R ive r Geo rgetow n Homes Ka to Guya n a Post Office 4.3.
PERSONNEL DE PARTME NT r N •c h N C i l U D r l I n , - - 1 , r n H 0 .

1 - 7 C C T 0 I D r l r l 0 N I D t D N C u p C L n ' N C r i n a l t - - l i L .

0 , - - 1 n r l n 0 r i U D r l N U ) 0 L O ‘ t ' • a - e .

z r a 0 l R L C D c r L t , 0 o 0 .

o - i o ' a e Reconc i lia t io ns a re done mont hly, s ince t his is a cr it ica l financ ia l req u irem ent.

Each mon t h (OAP) 533,885 an d (PA) 9 1,744 coupons were rece ived.
All 'Shut Ins' rece ived t he ir O ld Age Pen sion or Pu blic Assistance on a t ime ly ba sis.

They were vis ited at Se n io r Citizen Homes t ha t were registered wit h t he Min istry.

This is a funct io n of t he department as we ll as policy decis ion, fa i lure of w hich wou ld resu lt in pu b lic o utcry given t he eco nom ic statu s of t he recipie nts.

TARGETS SET FOR THE YEAR TARGETS ACHIEVED ANALYSI S OF SUCCESS ORFAILU RE DESCRIPTION QUANTITY ACTUAL Nos.

PERCENTAGE .
PERCENTAGE .

't i c a ) t o E C 1 1 0 • • L i t C O 0 0 > 0 1 .

a v ; l , (.5 r a ) , .

_ - - I C U C o> c ) i n 0 s r o Z 0 L n C ' U > .

.

> C - , 3 C O C > - c o r n .

2 .

- , 0 _ o ' C r c r , 1 , , , , n , - - n N L I D i 55 i dent ified posit io ns 4 n i r l Process a ll types of leave applica t ions for e.g.

(a nnu a l, specia l, matern ity a n d stu dy leave ).
4 r e - ; N Recruitmen t: (a ) to ensu re t ha t a ll vaca ncies at t he various leve ls a re fi lled w it h a deq uate a n d q u a lified sta ff.

< C To - O j T a ) t _ C 4 - • 0 a c u , .

.

.

a i > a ; C o .

, u C o > a ) n c .

.

, -, a , Q J '7 3 - C Ni r 4 - .

r+ 73, .

L C l ›- a - 7 o 0 6 , „ > - 0 1 n 1 L o 0 a 4 0 7 ) 2 z L n C O C O 0 ?
R r i 0 0 55 one y ea r co n tracts r l 0 0 O ":-) Applica t ions fo r a nnua l leave were rece ived w it hin t he t ime frame of two (2) wee ks a n d were p rocessed in ke eping wit h t he Lea ve Roste r. T he re ma in ing 15% was not processed du e to t he ex igencies of t he se rvice an d many con tract e mployees were not e ligible fo r leave s ince t hey ha d not comp leted t he ir one year of serv ice.
The p r ior ity areas were N ight She lter, Pa lms, Adm in istra t io n, Pe rsonne l, a n d Comp uter Roo m. The 100% target was achieved due to t he approva l to fi ll lower categor ies on a one ( 1) yea r co ntractu a l bas is s ince t here we re many u ncerta int ies re la t ing to t he fi lling of posit io ns t hroughout t he Pu blic Service du r ing t he e lect ion year.

5.

4.

3.

2.

1.
L U TARGET SET FOR THE YEAR DESCRIPTION QU ANTITY TARGETS ACHIEVED ACTU AL Nos.
I PERCENTAGE 4.3.3 Ma in ta in Vo lu n teer a n d Part Time/ 30 emp loyees r n 0 Re lief sta ff a t key service Departmen ts in Prog ra mmes 2 a n d 3.

1 - a , E % - r a 0 _ F , - c o Ft -, ', a H i .

.

, .

4 _ _ n o .

- .

, ( -c , - , .

oo 8 9.


4.3.4 Ma inta in Staff list fo r a ll t he Programmes w it hin ; - 580 records 435 records t he Ministry, 4.3.5 Prepa re and su bm it superannua t ion 12 pe rso ns 12 pe rso ns docu men ts for sta ff w ho were due to ret ire in 2015.

4.3.6 Process Respo nsi bi lity 12 persons 12 pe rsons A llowances for sta ff.

N .

L ; 3 Q 0 O ?

5 Q .


i 0 0 , O Q 4.3.7 Process of Duty Free Concess ion req uests 12 app licat ions 12 applica t ions 0 O g from e mp loyees.

ANALYSI S OF SUCCESS OR FAILURE T he vo lu n teer p rog ra mme e merged fro m req uests fro m age ncies such as St Jo hn 's Am bu lance Br iga de, T he Red Cross an d ot her g roups involved in elder ly ca re tra in ing.

T he a im was to e na b le pe rso ns tra ined to ha vep ract ica l attachments a t t he Pa lms.
W hi le t hese a rrangements were a pote n t ia l sou rce of augmen t ing t he hu ma n resou rces of t he Pa lms, t he in it ia l 'ad hoc' posit ion of t he tra in ing ent it ies p rove d to be not as p ro du ct ive as envisaged.

Accor dingly, t he Min istry sought to stream line t his re la t io ns hip, p resen t ing a more coordinate d effort.
This stra tegy faci lita ted sta ff o n vaca t ion leave a n d 't ime off ' or a bsences fo r va r iou s re asons an d con t inued to sign ifica n t ly ass ist where crit ica l shortages a t t he La bour Depts., Pa lms, Night She lter, an d Chi ldre n 's Ho mes a t Sophia an d Ma ha ica exist.
T he s hort fa ll was due to t he ina bi lity of t he Depa rtmen t to gat her t he accura te in fo rma t ion from sta ff on a t ime ly bas is to complete t he Reco rds of Service an d Sta ff list whic h was not done, as req u ired on a yea r ly bas is.
T his was a resu lt of sta ff s ho rtages in t he departme n t. T he t ime ly su bm iss io n of approva ls for sta ff to ret ire fro m t he Pu blic Se rvice Comm iss ion was a majo r facto r in t he successfu l complet io n of benefits for a ll ret irees un der review.
T his was a p r ior ity for t he depa rtme n t. Time ly su bm iss io n of leave req uests by su bsta n t ive posit ion ho lde rs • recommen de d by t he ir Depa rtmen ta l hea ds, a llowed for ear ly su bm iss ion of t hese recommen da t ions to t he Depa rtmen t of t he Public Serv ice an d t he co nseq u e n t ia l ea r ly app rova ls.
T he app lica t ions compr ised first t ime applicants as we ll as 'old ' emp loyees who were req u est ing t he concess io n fo r a secon d, t hird t ime o r even fou rt h instance.
A ll req u ired in forma t ion for t he p rocess ing of duty free concess ions was su bm itte d to t he Perso nne l departmen t resu lt ing in t ime ly su bm iss io n to t he Depa rtment of t he III 1 - w 2 TARG ETS SET FOR TH E YEAR TARGETS ACH IEVED ANALYSIS OF SUCCESS OR FAILURE DESCRIPTION QUANTITY ACTUAL Nos.

e 4 r r i c o Update Records of Se rvice for staff me m bers wit h Cha nges in t he ir sa la r ies changes in e mployment I V .

.

.

.

.

L n 0 0 r a .

.

- - .

.


L n D O c o - m - .

- - r 0 i 0 e , 1 1 _ u - .

0 _ N 0 N I - 0 .

.

- .

L A ' u ' , ' .

.

I W n f 0 = L n c r 4 c o .

U 0 i .

- k - 0 r , C n- U - - - - 0 .

.

.

.

.

.

n i i n • u - • l r o - - - - T S I n i n f • - • 0 sta tu s, (c)c ha nge of Names — req u ests a = N 0 4 0 - N n C L - Y C n L6' 0 ' - - - E C > w ( 1 3 n i i , i C L U 0 — 0 .

.

.

.

.

.

: 0- - .

.

.

+ c - I 0 .

. )

" 3 a i r a , n .


- - - - ' E `‘ ,1; c - 0 = 1 3 + 4 - , ' 0 E 0 0 112 C u O n ' Z S, 7 — .

; .

.

r .

.

o _ _ _ _ _ _ _ _ N c r , U 1 t o 1 , a ., N r ‘ l 0 i u c o n r n u r o u C U , v ) M 3 i n a ) - 0 m 4 c n 4 r f i r 0 i L .

0 X C U 0 S 4 c .

u , c c c .

, C Q ) 3 i f p 0 U 0 - 4 - .

c 4 , Ur c _ 0 r i , l f y 0 0 u I N c r in e l l I n C 4 'i - - , ( 0 a s 0 r i 3 .
1 - • u 0 1 u 0 , - - I C V _ u a E l 0 C u l r o 0 - a vi - L c , o C I - 0 0 U • ; : , ,) n • = C L 1 , - , 0 C v , r ° L T I C 3 - 0 t n r t i , .

m 0 .

.

, 0 C V I C C U 3 - C 0 1 : 5 0 4 -2 , 0 c o c C C 1 0 ( i ) a ) C 1 3 C D 4.3.

11 Process applications for Motor Ca r Advance from t he Min istry of F inance.

c c o o 4.3.

12 Deve lop Jo b Desc ript ions inc lu ding re lated Jo b Speci fica t io ns for posit ions t hat emerged from restructu ring wit hin Progra mmes 2 an d 3.
- _ - O - u - - - - .

- - , - , 0 , - I 0 0 0 0 0 0 0 r i 0 e 0 • 0 , C D e , - I 0 e 0 r i 0 e 0 The ac hievemen t was co mpleted based on t he t ime ly re leases of sa la ry inc rea ses pa i d to a ll sta ff in Novem ber co mpared to previous yea rs, w here inc reases were pa id in Decem be r by t he Min istry of Fina nce.
The ear ly payme n t a llowed for updat ing before t he e n d of t he fisca l year a n d gave t he Depa rtment a deq uate t ime to rechec k t he fig u res , co rrect ing ina ccu ra te ca lcu la t ions, if any, a ll before t he en d of t he y ea r. The nu m ber of reports rela t ing to la teness an d a bse nces w it hout t he req u ired approva l of leave decreased in 2015.

This is as a resu lt of seve ra l not ices sent to Depa rtments rem inding sta ff mem be rs of t he ir responsi bi lity as employees.
The t ime ly su bm iss io n of reports by Depa rtme n ta l Hea ds, on ma tte rs re la t ing to in disc ipline led to t he t imely reso lutio n of ma tte rs.

This is a pr iority act iv ity fo r t he Personne l Depa rtment.

T he s hortfa ll in t he ta rget resu lted fro m t he la te req uests, by a few employees, despite t he t hree (3) mo nt hs rem inder t hat wa s given by Pe rso nnel Dept.

to have t heir co n tracts renewed.


In t hese instances, t he smoot h an d t ime ly p rocess ing of t hose contracts was effected.

A lso, in some instances, t hese outstanding _ contracts inclu ded t he 'roll over' contracts fro m 2014.
All req u ired informat io n fo r t he processing of t he req uests for Motor Ca r Adva nce was su bm itted by t he applica nts to t he Personne l Divis io n. These req u ests we re v iewed as p r iorit ies since t hey had imp lica t ions for perfo rma n ce on t he jo b. Conseq u ent ly, su bm issions were ma de p rompt ly to t he M in istry of Fina nce.

Emp loyees we re aware of t he req u ire me n ts since t he Perso nne l Department p rovided such in format ion rou tine ly.
Du ring t he year, t he Min istry was engaged in t he review an d the restructu r ing of severa l Departments in o rde r to e n hance funct iona lity.
The re stru cturing was a jo int exercise invo lving t he Personne l Depa rtme nt, t he Depa rtme n ts concerned as we ll as t he PS a n d the DP S. Targeted Divis ions were: Ge n der Affa irs (me rged Men an d Wome n 's Affa irs); Cou n ter in Tra fficking in Persons Un it, (a) (b) L i ) € I _ - L u 2 TARGETS SET FOR THE YEAR DESCRIPTION I QUANTITY I TARGETS ACHIEVED PERCEN ACTUAL I NOS.
TAGS ANALY SIS OF SUCCESS / FAILURE a .

, _ 0 r 0 N i n a _ = 0 n _ E 0 .

/ .

. "

n_ 3 n o V .

, 4 c o - E » _ .

- - 5 < 1 • C ) 0" i H — _ e 0 _ o 4 r 7 o .

.

0 a I N n i — ) I , - / r - - E a E j , .

r 0 o _ o 0 + .

.

‘ .

.

.

v ) i n g .

c f - 0 •- • 0 .

E N r o _ _ i c, _ n y ) Z 2 0 c i m a a m .

4 - - r o t i n o n r o o _ i 1 4 u W 0 D z - / - • - — _ o l 2 r .

- .

c u 1 C N I r n - o m H C 1 .

u C V m I l l r o t • r o _ u C I " . )


a Z I - - c l I r • J o _ r u o o v ) 1 - .

1 V ' y o n t 0 0 g 0 0 g 0 0 g ' o r e n r e , - , , • .

c r e n .

u - p c c i , u c o Z. c - 0 C , _ .

/ Wu l o n c r o O C a c4 - j 0 - , 4= - - , 0 0 0 a P n c L i 4.3.15 1 Respond to tra ining opportun ities for var ious leve ls of staff, p rov ided by Public Se rvice M inistry a nd other tra ining p roviders .
C O Women of Wort h; Sexua l Offences and Domestic Violence Po licy Unit, La bour and Occupa t iona l Safety and Hea lth Depa rtments were de linked as dist inct departments u nde r Programme 3.

Re levant Orga nizat iona Charts were updated.


A ll required informat ion fo r t he c reating of t hese e merging pos itions as w ell as t he re lated organization Charts w ere submitted to t he Departme nt of t he Pu blic Serv ice for rev iew and app rova l. The s hortfa ll resulted from an a bsence of app ra isal reports for the post holders in a ffected pos itions.
These w ere necessa ry pre-requis ites for t he rec lassificat ion of t he incum bents of t hese positions a nd needed to be ava ila ble before recommendat ions from t he Ministry cou ld be su bmitted to t he PSM for approva l. Tra ining w as offered by t he PSM and inc luded -Orientat ion/ Induct ion fo r new employees, Team Management, Pr inciples of Profess iona l, Sec retaria l Pract ice, Supervisory Management, Customer Care a nd promoting t he r ight image etc.
While t here is a n a bsence of a comprehensive tra ining needs assess ment for t he e nt ire Min istry, departme nts would have done app ra isa ls thereby enabling t he ident ificat ion of employees' wea knesses.

Personne l Departme nt a dvert ised the tra ining opportu nities across t he Ministry indicat ing t he num ber of ava ilable p laces in t he offers, and req uest ing nominat ions.
In some cases, t he p rogramme was modu la r. T he response w as encouraging, mo re so as it p resented no cost to t he MSP.

The tra ining a t G lobal Technology a imed at bu ilding / stre ngt hening IT capacity in t he M inistry.

23 persons at supervisory leve l benefitted.


Funds were ava ilable in t he Mi nistry's budget • TARGETS SET FOR THE YEAR TARGETS ACHIEVED DESCRIPTION QUANTITY ACTUAL Nos.
PERCEN TAGE 4 r n Provi de 'on t he job' tra in ing 15 stu den ts 15 stu dents r i e to Students from Seco n da ry Schoo ls as pa rt of MOE's Wo rk Stu dy Programme.

4 r r i r i Process a ll Res igna t ions/ D ism issa ls- for a ll levels across a llProgrammes.

4 r n 4.3.

19 Staff We lfare Ma inte na nce - pu rchase of 'Get We ll' Ca rds, sympat hy ca rds to s how e mpat hy / apprecia t ion of sta ff mem bers who de live red ba bies, etc.
Present 'Awards' in 2 categories in Recog n it ion of specific Staff Mem bers for t he pe rio d en ding Decem be r20 15.

Long and Dedicated Service Retirement a ) 17 staff ' Ol EP b 12 staff g - I 0 0 i ' R r i 0 .

- • r i 3 v , L 4 e - - a ) Res igna t ion s: 17 sta ff b) Dism issa l : 12 sta ff ° 0 1 - 1 .

.

9 .31 , .

7 6 - 1 ) v l .

.

.

0. nC a n a l 0 ( 1 : 1 C C U - - .

.

n .

i ‘- ( t n .

.

= + - + C 0 ) ' 0 n 4 - ' 0 1 T 3 ' - ' .

.

.

.


, C " u - , ' c o - C E w I E C L ) v ) 4 - 4 - r o r u _ _ _ n 1 L C 1 I A _ a _ _ _ C l Y 1 / 1 ri i.

 3 (b) (a) n I L n 4 v - , , r a ic r. a s r o , 4 , .

.

.

.

.

.

e 0 r - I 0 0 e r - 1 0 0 e ANALYSIS OF SUCCESS OR FAILU RE The Work Stu dy programme invo lving t he M in istry is a n a nnua l event for w hich fu n ds are a lways ma de ava i la ble.
T his partne rs hip a lso be nefits t he Min istry in disposing of some of its s imp le but important a dm in istra t ive act ivit ies.

It ha s become increasingly important in p rovi ding 'extra han ds' in t he light of t he seve ra l vaca ncies a t lower leve ls in t he Min istry.
The p rovis ion of we ll-t imed notices cau sed the res ig na t ions to be p rocessed p rompt ly, t here by resu lt ing in t he sa laries being 'ceased' wit hout a ny ove r payme n t at t his leve l. T his achieveme nt is ex ce llent as compared to 2014 w he re t here were instances of ove rpay ment of sa laries of more t han 5 sta ff mem bers [a lt hough t he nu m be r was a lways u n der 10).
This is pa rt of t he Min istry's po licy in o rder to demonstra te t ha t sta ff a re t he o rgan iza t ion 's most precious resource a n d a re va lued.

Once not ified in a t ime ly way, t he Adm in istrat ion was a ble to provi de t he necessary to kens to apprecia tive sta ff mem bers.

The leve l of su ccess atta ined was as a resu lt of colla bora t ion betwee n Departmen ta l hea ds a n d t he Perso nne l Departme n t. Staff were honou red wit h P laq u es.
Awards we re in two ca tegories - Long and Dedicated service a t t he Mi ddle an d Junior Levels; Re tirement of s taff at a ll ca tego ries.

Bot h Long Se rvice Awa rdees w ho served in various capacit ies at t he Mi ddle a n d Ju n io r leve ls were honored a longside sta ff w ho ret ired du r ing t he year.
This ce le brat io n was he ld o n Decem ber 18, 2015 a t t he Min istry's Annua l Staff Co n fe re nce CHILD CARE AND PROTECTION AGENCY 2 V I W — Z s - - 0 _ c 4 .
r- oi a Y 1 > r c C U w > o n C `, 2 C U 0 7 3 200 children ANALYSIS OF SUCCESS/ H I D J c c 1 1 1 .

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i O r o .
r e _ c _ c c u _ o ▪ ▪ ▪ ▪ ▪ TARGET SET FO R THE YEAR TARGET ACHIEVED DESCRIPTI ON QUANTITY ACTUAL #SA e ANALYSI S OF SUCCESS/ FAILURE 4 Ma inta in a fu nct ion ing Chi l d Protect io n Mo n itoring an d Inform at ion Sy ste m. 100% of t he CMIS opera b le an d up-to- 1 Up-to-date C MI S r i o 0 e 4 c f c o Execute tra in ing in bas ic sta n dards an d best p ract ices fo r provide rs of chi ld p rotect io n services.
date 0 o r n = = L .

- 0 U .

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4 O U -L 0 C - 5 0 C D ; 2 1 - C L N u l c o e L n o 5 7 0 O a Con duct Tra in ing for Foste r Care Pa rents.

4 Program mes for ex ist ing an d pote nt ia l Foste r Care Paren ts 1-Potent ia l FC pa re nts; 3 fo r e xistant FC pa rents r i o 0 e .

Carry ou t Empowerment p rog ra mmes for chi ldre n in ca re a.4 Prog ram mes •C t C L 0 e t e ( l a E a ) ' 0 0 e r o i 0 e C b.

200 c hi ldren I N o 0 _ u c .


— - 0 9 2 4 Street ra i ds Z 4 •t i c n 4 c t 4 4 4 4 M ission Chi ld Protect ion:Execute street campa igns in Regio ns #4,5,6, 10.

Opt im ize t he use of t he Governme nt Care Cen tres / Safe houses (fo r chi ldren in extreme ly vu lne ra ble situ at ions) a t Ma ha ica, Sophia a n d Drop-in-Cen tre _ _ This is a manua l data collect io n system t ha t t he Agency is ta king p r ide in keep ing.
Updat ing is a fu nct io n t hat is di lige n t ly pu rsued a n d mon itored since t he info r ma t ion is cr it ica l for day-to-day decis io n ma king.

The Chi ld Protect io n officers a n d caregivers in c hi ldren 's res i dent ia l centres were exposed to severa l tra in ing sess ions by externa l fac i litators.
Socia l workers fro m N GO partne r Agencies we re a lso targeted as we ll a s Pro bat ion Office rs a n d t he Po lice, but Po lice officers' attenda nce was lim ited resu lt ing in fa i lu re to achieve t he ta rget.

The tra in ing was discha rged as p la nned since fu n ds req uested were ma de ava i la b le fro m bu dgetary a llocat io ns.

The progra mme ca ters fo r new an d exist ing foster care pa re n ts.

It a ffords a support system for foster parents.


These sess ions we re held in Region # 4 during t he period Ju ne — Ju ly an d on t he weeke n ds.

They were de livered by a n externa l faci lita tor suppo rted by CPA sta ff.

Fu n ding was provided in t he bu dget fo r tra in ing a n d t he ent ire a llocat ion was u ti lized.
The p rogra mmes were de live red to t he c hi ldren in Sta te ca re t hro ughou t t he yea r a n d compr ised Dancing; L iteracy; Sp orts: Football, Cr icke t &Karate an d Life Skills.

Each of the fou r p rogrammes a imed a t accommodat ing no less t ha n 25 c hi ldre n. A ll t he p rogram mes were successfu lly completed a n d over 200 chi ldren benefitted since t his was a co re reha bi lita t ion strategy.

Atte n dance was ma n datory.


This act iv ity was not u n derta ke n s ince t he re was insufficient sta ff t ha t cou ld be ass igned in t he lig ht of the ot her prio rities of the Agency.

Anot he r key constra int wa s t he a bse nce of fina ncia l resou rces.

U - J U r o r o 0 a .

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0 r n 0 U _ C - 0 n - • C D C — 0 r e ) U _ c - - $ _ c u C , - i e The a im was to m in im ize ris ks to t hese chi ldre n.The cen tres ha d t heir fa ir share of popu lat ion t hroughout t he yea r, since t he de man d for sa fe spaces has increased given societa l tren ds re la t ing to domest ic viole nce a n d c hi ld a buse.

In a ddit ion, t he re were mo re reports from t he p u b lic a n d t he agency respon ded in a t ime ly manne r in most insta nces.
The m in istry a llocated t he req u ired fu n ds, as a p r io r ity, in orde r to meet t he expenses of ta king care of t hese chi ldre n. _ L O TARGET ACHIEVED ANALYSIS OF SUCCESS/ FAILURE o u 4 ) TARGET SET FOR THE YEAR N L L ) = E Z a , = a L 0 0 a , .

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a 4 4 4 TARGET ACHIEVED TARG ET SET FOR TH E YEAR u< DESCRIPTION — 00 QUANTITY 250 vu lnera ble Q D E r i ' 1 E 8 z g 8 k C V .

I Imp le m ent Sc hool Vaca t ion .

.

Ca mps for vu lne ra ble chi ldren 'in ca re' chi ldren Promote an d imp le me nt a programme of Nat io na l Events to p ro mote t he safety an d well-be ing of chi ldren.

Convene t he Annu a l Staff Co nfe re nce to review t he Age ncy's Work Performa nce.

3 Events.

m a .

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1 sta ff 1 staff conference co n ference ANALYSIS OF SUCCESS/ FAILURE This in it ia t ive was a p r io r ity act iv ity fo r which fu n ds we re ma de ava i la ble.

The a im of t he camps wa s top rovide e mp loya ble s ki lls tra in ing an d re la ted a ct ivit ies to t he chi ldren.

They were mobi lized from a ll of t he care Ho mes, as part of t he vacat ion p rogra mme.
Specific act ivit ies inclu ded co mputer tra in ing a n d swimm ing, a rt an d craft, da n cing, rug by an d ka rate.

The progra mmes we re fac i litated by externa l Age ncies a n d CPA staff.

100% ' These we re importa n t a ct ivit ies fo r t he Agency an d fu n ds we re prov i ded in t he Bu dget.

Eve n ts compr ised a Chi ld Protect io n Week; a Foster Ca re Mont h an d Chr istmas C hi ldre n Part ies.
These act iv it ies prov ided an opportu n ity to ra ise t he leve l of pu blic awa re ness to t he p lig ht of vu lne ra ble chi ldre n in society as we ll as t he potent ia l so lut ions t ha t req u ire t he support of t he p u blic.

This was a crit ica l annua l act iv ity for w hic h a bu dget was inclu ded an d approved in t he Min istry's Bu dgetary a llocat ions fo r 2016.

T he Hon.
T he Hon.

Min iste r of Socia l Protect ions is t he patron of t he eve n t. 0 4 4 Act ivate t he Fa m i ly Cou rt C O Services.

Preparat ion of Custody Eva lua t ions; Execut io n of Orders fro m t he Court.

- C i T H C V O U = m - 0 0 > .

- r o c o 2 W I > r o 7 .0 r 0 0 C C C U a 0 U ; U 1 7 , 0 n Tt s L i .

J > = r o c c 0 a o U 0 7 1 .

_ - • • c u t 2 Z 2 2 45 ' W - - 1 0, •- • e t-, o - 0 C U X C D L i , - .
0 c 50% 0% 4 4 C N r l 4 4 C V Support Chi ldren 'Aging- out ' of t he Fo rma l Ca re System t hrough t he operat io ns of t he Ha lf-Way House fac i lity.

Respon d to Ca lls to t he Child Abuse Hotline Services.

20 You t hs 20 You t hs , — 0 , 0 Projection: 300 hot line ca lls.

360 ca lls 120% b. a.

The s hortfa ll in t his target was as a resu lt of t he a bsence of a fu nct io n ing Specia l Fa m i ly Cou rt.
Du r ing 2015, cases we re st i ll p rocessed in t he regu la r courts a long w it h ot her c ivi l ma tters.

The Age ncy's o bject ive to have t hese chi ld re lated matte rs dea lt wit h sw i ftly was t herefore furt he r hin dered by t he long de lays fo r t hese 'hea rings.'

Cou rt Orders are fo r t he remova l of chi ldren are su bject to t he Fam i ly Cou rt w h ich was not yet in ope ra t ion during t he per iod of review.
All 20 yout hs we re provi ded wit h board a n d lodging; however, fo r t hose atten ding ski lls tra in ing p rogrammes o r higher educat iona l inst itut ions du r ing t he ir tra ns it ion to a du lt hood and indepe n dent living, st ipen ds were not rea di ly ava i la ble due to ina deq uate fu n ding.
This ta rget was exceeded as a resu lt of t he increased p u blic a wa reness of t he ava i la bi lity of t he hot line a n d t he Agency's p ro mpt response wit h pract ica l solut ions to issues ra ised.

 TARGET SET FOR THE YEAR ANALYSIS OF SUCCESS/FAILURE m a i f 0 E _ _ o Foste r Ca re Mont h < C Z m I r — 0 A 3 o'n r o - 5 o ) 8 0 2 L , 0 m a C U L n O c n c 0 0 a e, 5 u a J a _ c a , m 3 I — C O L .

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WOMEN'S AFFAIRS BUREAU L L I 2 TARGET SET FOR THE YEAR DESCRIPTION C TARGET ACHIEVED ACTUAL #S ANALYSIS OF SUCCESS/ FAILURE Public Educa tion — Traini and Awareness Sessions C O • • c o 4 _ 0 0 ( - ) • > • - o a l O c o O C r o _ C E = + - • I I / 3 0- 0 ' a t o L ° A § O u l u pL M a 7 u , _ 4 c , C .

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O I — 3 _ c C C O a s E 4 .


4 O C 0 I ` D - o - D 0 C 0 O E 0 .

c c - 0 > C = O u C O I" c u .

a , c o V , F • c r a .

u - 1:3 F3 2 2 < a n 3 - t o a s .

,u m r o a ) C a , L " I U a c p r O — ca p = C 1 0 C 3 - c ca l:: 3 -5 - - L: cm • 1 L t • D ± i 0 O To a 1L L !

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0M O 7 - 1 _ 0 Z 4 - 0 , _ - 0 a L i I C i C 0 5 - v i .
+ 7 g 0 C I < a ) C L C ) M - 1 - m _ C ▪ ▪ 1 .
- - 2 W TARGET SET FOR THE YEAR TARGET ACH IEVED ANALYSIS OF SUCCESS/ FAILURE DESCRIPTION QUANTITY a G D < - , N S t g 4 L n m 4 wome n 's g roups , 1 wo me n 's groups Ar range a n entrepre neu ria l Sess io n regarding t he execut ion of a sew ing p roject w it h women 's gro ups in Reg io n 3. n L n g i 4 i t i a 4 L r i L n Tra in a ca dre of intermedia ries drawn from t he Regions Pa rt icipants fro m t he 10 Regio ns ( 100) N i l — Tra in ing of a ll RWAC Reg ions z — mem bers of t he a dm in istra t ive regions in t he "mentorship prog ram me".
1,2,3,4,5,6,7,8,9 &10 4 L r i u p Pa rt icipate in Nat iona l & 1 day of eve n ts Ot her Eve nts.

1 day of eve nts - 0 0 c ` R .

4 U i r - - .

Interna t io na l Women's Day ce le brat ion.

O bserve s ixtee n days' act ivis m "Elim inat ion of Viole nce.

4 major act ivit ies Yout h Ra lly:1,000 Yout h 4 majo r act ivit ies r i 0 800 yo ut h c o 0 These sessio ns we re he l d in Octo ber at t he Guya na Nat iona l Shipp ing Corporat ion 's Boa rdroom.
T hey we rema de possib le s ince t he Co mpan ies p rov i ded t he fina ncia l support t ha t was req u ire d. Sess io ns were very pa rt ic ipat ive a n d interact ive s ince pa rt ic ipa n ts we re expected to s ha re info rma t io n w it h co lleag u es upon t he ir retu rn.

150 se n ior manage rs a n d H ODs we re a t each sess ion.
The a im of t he sess io ns wa s to ena b le women to improve t he ir eco no m ic sta tus by p roviding eq u ipme n t so t hat t hey cou ld fu lfi l t he ir sewing contracts.
The one sess io n was ve ry interact ive a n d su ccessfu l. T he outcome of t he v is it saw 35 wo me n now ga infu lly employed.Du e to na t io na l e lect io ns, ot her groups were not a b le to ava i l t he mse lves as a gr oup for t he sessions t ha t were pla nned for t he m. The a im of t he tra in ing was to a ssist t he Departmen t w it h t he imp le me n tat ion of t he "Know You r Rights Ca mpa ign " at va r iou s le ve ls in t he co m mu n it ies.
Du e to f ina ncia l constra ints, t his tra in ing was not imp le mented.

The target se t wa s 140 me m be rs from t he RWA C of t he 10 adm in istra t ive reg ions, 14 from each reg ion.

T he a im of t he me n tors hip was to wo r k w it h you ng gir ls & women in t he ir respect ive reg ions, bu i lding se l f- ' con fidence a n d mot ivat ing t hem.

T his act ivity was not u n de rta ken as a resu lt of t he u nce rta inty in an e lect ion year.
The Comm ittees we re su bseq uent lydisba n ded a n d at t he en d of t he year we re st i ll not reconst ituted.

The t he me for 20 15 was "Cele brating Guya nese Women."

One recept ion t hat inclu ded a cu ltu ra l segment was he l d to ce le bra te wome n on Ma rc h 8.

Fou r wo me n we re p resented wit h s ma l l to ke ns.

The day's act iv it ies were fu n ded by t he M in istry.

T his eve n t was a p rior ity fo r t he Ho n. Min ister of Socia l Protect ion.
Ove r 350 wo me n we re in a tten da nce.

This act ivity was o bse rved over t he period Nove m be r 25 — Decem be r 10, 20 15.

T his was a key eve n t for t he cou ntry an d fu n ds we re t herefore ma de ava i la ble T he gra n d ra lly was he l d on Nove m be r 25 at Region 4.

The success rea lized was as a res u lt of colla borat ion betwee n t he M in istry an d ot he r partners.

 TARGET SET FOR THE YEAR TARGET ACHIEVED ANALYSIS Of SUCCESS/FAILURE DESCRIPTION _ E L n E 0 s .
• •- - .

• 0 r o • C O O o _ - o c _ c 0 4° 2 a c i_ 0 c y - 0 C i n • - a n o • • ° O C V 4 , C O 0 w a s a a c u - c C > 0 .

0 C U c o a O ) V _ C O E I n 0 ° E O C .

.

7 O c - 0 O - P - - • c z _ r 0 C U 0 C O C O E 3 T 2 m - o 4 _ , - 0 .

2 + 6 - c E .

0 _ c c c E o C O { 4 a ) ° 0 O` 1 a E _ a 0 _ ( 7 ) .7 0 r s , I 0 ) - v D 7 3 .

2 c o O O • C O _ ° 0 0 0 C c U 0 = z G i n n3 0 cL n 0 .
= p c a J o n c o O 4 - .

4= ( 1 ) _ c 4 - n a ) _ C C .

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A U 0 • o n i r E C L n C O o U c 0 • r oc 2 • 3 u i c o L r i O C C U o E o c To 0 c E m o U .

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c u C U c .

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` " 0 C O = ' 4 - ' 1 ) i r / C > 0 E .

_ 0 > 0 > r o 0 C r C r L n 0 0 0 ` ; ' .

0 U .

i n E h a C O U .

a ) C O c n 0 a a 4 .

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- c s • • - • ' t N J C O 0 0 c u s s - - s '4 7 .

, C - 5 - E < v i ( t i c C 9.

0 0 C t O ° a , I / 1 Z > u - .

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C c a C L - n W 1 : 0 0 0 X = 0 0 _ c 4 - - i 1 .

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a _ c a 0 0 0 _ a ) O L n c L A , .

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s .

n O c o C a s • m - 0 0 c - ( L i • - • Q .

/ = c 4 - , 0 s - _ C 4 - , .

w t in 0 0 _ .

° L s , C ' t 3 > - .

= _ n i - c > - 0 O 4 - - , .

o p t • a ) _ 4 c _ , c oy ' , _ -r o E c • L 7 Cz co .
0 i c d ' 7L , 4 _ , a s .

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_C U : : C C U 1 ° : E 1 Z O > , - - .

i n _ o 1 1 0 0 ( t - , 7 S. E t ) c o = 0 0 c E u > .

- C 0 C O , 1 _ .

u - .

- 4 - s - , _ „ 0 , , E Q ) ' - a 0 ) , 3 m .

1 t .

t i O t I - u - = 0 v s 4 - , .

- C O 7 t , .

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O D .4 _ , a ) - 0 s o C C P 4 - • !

C O M M 0 _ C O C O 0 C C C 4 , - 0 .

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; 0 > 0 - o 7 = u o v l 4 - • c a u C J r s L o n C W 3 c r j r u u o E r o 7 - > C O E w _ o u ) t ' u = › .

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u , .

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r _ a C E 0 E o n ' - u ) = .

3 E C r a , 2 c _ . )

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- o a c .n - - 2 1 i t , .

4 = 3 ,4 7 .

, c a _ o _ E ' - .

E " . '

, - _ - ° c .

• _ c a ) C U - C o c o a , a -) c u W C U - > 0 C 0 .
3 0 ' ' - ' o n _ c a ) _ c t - 4 - 0 a ) a , a ) C C O 4 L a - L A 0 a ) u c c 4 - = L 4 _ , 5 0 E c t o a - 0 c 0 4 0 a ) c E O 0 c o , 4 > a ) _ .

I - _ 0 v s - 0 > - u - , - 0 0 7 = C u L E a ) s .

W _ C + C V E 0 0 C c 0 ' , 4 1 C O 0 c 0 E Ea 4 - o n '0-.1 C _ o 3 s - 1 0 , _ _ Y _ .

c 0 n _ o a , a _ v i a ) 0 C L L 0 = _ c n 7 4 0 d C , - - 1 C O , , , - , _ 7 .

.

.

.

C D r ‘ .

1 , - I 0 u .)

: L r D n : 4 1 4 - _ c o = u - , - , = a ?

, , - - r c o Cc , , _ C TD _ T .

_ .
• • • - ▪ ▪ ▪ MEN 'S AFFAIRS BU REAU 1 - 2 TARGET SET FOR THE YEAR TARGET ACHIEVED ANALYSIS OF SUCCESS/FAILURE DESCRI PTION QUANTITY ACTUAL #5 .
c r c o .

- 1 Pu b lic E du cat ion — 10,000 Stu dents r n g r n O 0 Tra in ing an d Awa re ness Sessions: Execu te a Schoo l Outreach Programme in a ll Regions.

Con du ct a New Opportu n ity Co rp ( N OC) Outreac h Programme.

.

7 1 : c r i n i •z i t o r n Esta blis h a Networ k of Men 's Suppo rt Groups , , , , .

.

.

.

N 60 You t h z N IL , - 1 z i t 3 O r i ' z a ; 3 S o 100% ' 4 c o c r .
7 1 - L c ) L n Fa t he r's Day Prog ra mme: My Fat her, My Fr ie n d. Target: 150 1 Fa t he r's Day Progra m me 1 Fa t her's Day Progra m me , - - 1 o o g Inte rna t io na l Men's Day Wee k of Act ivit ies 1 week of media sensit izat ion 1 wee k of media g sensit iza t ion Stude n ts from Regio n 4, 3 an d 6 we re se ns it ized, by t he bu reau o n a range of soc ia l issues e.g.

GBV/ DV, Su ic i de an d Child Abuse.


These outreaches were do ne betwee n t he period March — Octo be r. T he sho rtfa l l was as a resu lt of insufficie n t hu m an an d financ ia l resou rces being ma de ava i la b le to t he Bu reau.

Due to circu msta nces beyond the co ntro l of t he Bu reau, t he a wa re ness sessio ns a t t he N OC were not executed as p lan ned.
However, In teract ive awa re ness sessions we re co n du cted wit h t he yout hs of t he Drop In Ce ntre, The Sophia Ca re Ce ntre a n d the Ma ha ica Chi ldren 's Ho me.

110 yout hs be nefitted from t hese inte rvent ions.
Interact ive sess io ns commence d as a n etwor k was esta b lis hed w it h t he fo llow ing men 's suppo rt g roups: Chu rc h of God of Prophecy ( Georgetown ), a me n 's gat her ing in Sop hia in co l la bo ra t io n wit h t he Socia l Wo r k c lass of t he Un ive rs ity of Guya na, The Sa lva t io n Army's Men's Soc ia l Centre ( Georgetown ), L inden ( Le n Bu i lding), an d t he Ha rvest ime New Testa men t C hu rc h of God (West Ban k Deme ra ra ).
T he sessions we re de livered as a res u lt of t he kee n inte rest of t he men 's g roups s ince t he many socia l issu es were co mmo n a cross g roups an d the p ro m ise of free cou nse lling from MAB was a strong driving force fo r t he ir cont inued interest, part icipat io n a n d support.

The p rogra mme was he ld o n Fa t her's Day a n d a ttracted so me 200 men a n d the ir fa m i lies.
It was a cu ltu r a l p rogra mme t ha t a lso fea ture d a panel discussion a ddressing t he concept of fat he r hood.Fu n ds were ma de ava i la ble from t he co lla bo rat ive efforts of t he pa rt icipat ing g roups - a lt hough actu a l a ttenda nce on t he day in q uest ion was free.

Agg ress ive m edia in teract io ns were u sed to hig hlight In ter na t iona l Men 's Day a n d its o bject ives.
Discuss ions we re held o n ra dio a n d te levis io n p rog ram mes su ch as "First Loo k", "Let 's Gaff ", "Ju mp Start ", "Morn ing May he m ", "Guyan a Today" an d HJTV En te rta in men t ".

TARGET SET FOR THE YEAR U„ b e r ° K Z 0 r i 3 E E L A 0 H 7 c oc Ew ow c 2 8 : C V C 0 0 0 ANALYSIS OF SUCCESS/ FAILURE C U _ o L i _ c- 0 > 0 v , c r , H 0 c - 0 0 0 , L n E . '

l c n o C 0 i E L ) .

u n U > « - .

.


, C l i - o c i ( 0 v P O N r e ( L a n ( 1 3 , - 0 ‘ - = E L 3 r a > 0 E , _ (3) T 0 - C n .

.

.

- 4 - 7 4 -, 0 c L n - C 0 > 4 0 - C U CL O 0 E - E C a> it, L n L _ _ O _ O - C C c .

C , 0 0 i n fE L ,' 5 _ C n 3 4 - - J .

7 4 n 4t > .

E (L C , 0 - L v C o = L n E l ' 2 C 0 C , .

, .

, - - = _ C u 0 c i r C E U o i c -7 u 5 > I' - : r a C L 0 .

- - , r o M n : t a o c u e ) o _ ca ) _ O 4 -> - Cu l 0 C m 0 .

.
.

_ o c c o n C T _ 0 n 0 c n H N 0 2 u n C c i 2 > C U 1 - FM C a JC - r r o o c - n 3C 0 c .

a ; C = O D 0 = 0 O , r To : I I _ C o = o - = a l E E 6 E ' c L a ) = = .

4 - E c c a .

; j : co 1: OWD 1 c 0 = c - 0 4 - n L _ _ C C U = O n p 0 ( 2 ) C . )

= c 1 'a r ° i ) 3 u 7 C -, 0 _ ' - 1 - _ 0 c _ C r o 0 c c o o c , 4 o , _ , 0 _ C , 3 = 0 c o - o v i 0 1 0 0 T o c a 0 4 D ,1 = 4 - 8 0 _ 0 4 L .

.

.

P , : = C L r o ( a 0 E r 0 L a .

, Outreac h to Children's 0 t i O E 4.7.


NIGHT SHELTER i o E Drop In Centre, T he Sophia Co re Cen tre a nd t he Mahaica C hildren 's Z v L — E a ) a , o c - 0 C U r a 0 - , , , .

o c n Il 0 i i 0 . )

c u - r f, C ° - o 9 4 - , ( .

, s c +9 0 c C. - 0 c .

, .

_ c 0 _ c 4 .

, 0 _ a ) 0 o 0 l i 0 .

, 0 7 - C 0 0 , .

_ C n 0 t - L a .3 E I ) j - i . '

- , ' N t 0 o = P 0 . )

0 > n 3 7 u E = u 0 c 0 9 c 7 , _ n o M 0 C .

, - , - - , i - C 0 C 0 .


, C a r c = _ c 4 — 0 0 C 0 7 3 Q J ' L iu , o ‘ c c o 3 4 _ , 4, Q : 5 ' ° 0 F D , o - .

( 7 ) = • - ( 3 _ c. - - o 4 - o -, , 0 o > c 0 .

r o r 0 c m C n o 0 3 , m C I _ 1 1 3 45 0 L i , 0 0 0 C 0 0 C 2 2 o n , C 3 .

0 3 o 2 t i 7 1- • 7 1 - r - - TARGET ACHIEVED ANALYSIS OF SUCCESS/ FAILURE , .

_ a L 7 1 - u -C a u t 9 S - .

c 0 C c 4 r c - l v i Y 0 l = a _ C r ct l / _ _ _ ; , u .

-o -r , n C 7 - I 1 ' / 0 M - C>, 0 r t - ) ° r o 0 r o L L , 1 3 .

LL 4 - , r .
LL 4 - , r .

uT h C 3 - = u a l > - 163 reside nts — - 0 is 2 ' .

C - - ' l t L 7 U ; - - M - = C I !

_ Cr , w at.

L , c u 0 / r 0 L 4 ' - • C P c L , 8 _ > .

- t i O O o n .

4 - J 0 Q _ - ) OM- O D L n r o 0 , 7 .

C r c I l 3 C N U , _ - > > - - ° l a > - n 3 0 1) C C U , - T o o to _ C U l i - n 0 a _ 0 c E = , - c- = .

.

1 c - , n =4 0 n _ 4 - , .

0 - , 3 ma - o c • ° " ' o o Y L a , _ C .

, 0 a i E0 5 - = c _ 7 , .1 1) 3 , i , 0 0 o = c u 0 - 8 , _ 2 N 4 - , .

.

- - .
.

- - .

0 C U Z n u C u " • t u n = _ Cu r - l : c 0 IC : 0 + c m - , - , 4 -, c 4 , L c _ u n , C V 0 C C c jf .- l - - C 0 ' 0 7 c 0 C U > - v , 7 0 7 0 ?

.

.

.

r o ' C v 4 0 .

, , 1 , u 0 C 0 _ n a C o .

3 _ C c o 7 0 E 0 l r l 3 - o 0 , _ 4 _ , _ C n 3C .

, - U C 0 C 7 c n C U = a , a ) _ c - a J > o a ) E 4 -, _ C C U , - T .
4 I 3 , v t r o L n _ 4 1 M i a n increase c i C M u , O D - 0 C C t 1 Reco rds u nava i la b le m ind a n d who a re a ble bodied to u t i lize t he faci lity an d desist from dwe lling o n t he streets.
Prov i de a n ig ht ly 'pic k- up' se rvice fo r street dwe lle rs from va r iou s points in an d a rou n d Georgetown.

Ta rget cou ld not be esta blis hed Records a re u na va i la b le Servicing to roof and gu ttering, repa irs to windows, cup boa rds an d fence.
Toi letr ies issu ed to a ll resi dents 100% of i de n t ified Al l i dent i fied ma intena nce I wo r ks done wo r ks 163 residents , 163 res i de n ts r i 0 0 e r i o 0 e 1 4.7.4 4.7.

5 4 I - - : L C 4.

7.


7 4.7.8 4.7.9 Re n der Trea tm ent fo r TB pat ie n ts da i ly by M in istry of Hea lt h Dot Officers Provi de ass ista nce to resi dents fo r specific issues su c h as PA an d OAP Boo ks, jobs an d ot her pe rson a l issues.
Co n du ct Secu r ity chec ks of residents before t hey e n te r compou n d 100% of Ide nt ified pat ients 100% of su ch insta nces Stat ist ics u nava i la ble 163 resi dents 163 res ide n ts i c n e n , - 1 0 0 e ANALYSIS OF SUCCESS/ FAI LURE tI society as a fu nct io n ing hu man be ing.
W hi le p recise sta t ist ics can not be esta blis hed as a resu lt of a wea k an d ma nu a lly drive system, from obse rva t ion, mo re street dwe llers a r e ut i lizing t he she lte r, w hich prese nts a sa fe c lea n an d hea lt hy e nvironme n t. The 'pick-up' faci lity is not man dato ry for t he street dwe lle rs bu t rat her t hey a re e ncou rage d wit h emphas is be ing pla ced on t he ir com fort a n d safety.

T he She lter has a bu s fo r t his p u rpose.


Pick up points are East I Coast De me rara, East Ba n k Deme rara.

There are a lso instances whe re street wa l ke rs 'wa lk in '.

In so me insta nces du r ing t he yea r, t he Po lice assiste d wit h t he 'pick up' (since some street dwe lle rs demo nstra te be haviou rs t hat we re t hrea te n ing an d vio le nt).

Fro m o bservat io n, t here is a vis ible reduct io n of street dwe lle rs o n t he streets.
These 'works we re necessa ry to e nsu re increased secu rity fo r resi dents I a n d t heir pe rsona l ite ms. Mo reover, fu n ds bu dgeted were ma de ava i la ble in sufficient to have t hese works co mplete d. At t he en d of t he yea r, resi dents we re safe r a n d more co mforta ble.
W hi le a ll resi dents we re issued wit h to i letries a t va rious po ints in t ime as a resu lt of t he a deq ua te fina nc ia l suppo rt provi ded by t he Adm in istra t io n, t he p la nned freq u ency cou ld not be accomp lis hed as a resu lt of inadeq ua te sou rcing of ite ms.

This resu lted periodica lly, in majo r shortages of toi letr ies.

Notw it hsta n ding t his cha llenge, res i dents a re gene ra lly cleane r a n d ti dier.

I TB res ide n ts were p laced sepa ra te ly in do r m t hree.
Meet ings we re held wit h t he P S, M in istry of Pu b lic Hea lt h an d Hea d of TB c lin ic to imp rove t he hea lt h a n d we llbe ing of t hese pe rs ons a n d by exte nsio n t hat of t he ot her res i dents.

Da i ly inte r act ions between t he soc ia l worke r an d reside nts p rovi ded t he oppo rtu n ity for t he ve n t i la t ion of problems.

The Socia l wor ker cou nse lled resi dents da i ly since t he u lt ima te o bject ive was reintegrat ion of t hese persons into s ociety.
These da i ly secu rity c hec ks a re a key pa rt of standa r d protoco l g ive n t he p rofi les of resi dents as we ll as t he fact t hat t he p reserva t io n of a sa fe C I — L L 2 , TARGET SET FOR TH E YEAR QUANTITY DESCRI PTION TARGET ACHIEVED ACTUAL :6 e ANALYSIS OF SU CCESS/ FAILU RE Capita l wo r ks u n de rta ke n 1 project 1 p roject 4.

7.

17 , Pr ivate Dona t io ns of clot hing Statist ics u nava i la b le Stat ist ics unava i la ble 4.7.
18 Private Dona t ions of Food Items to t he Faci lity 52 wee ks of donat ion 52 wee ks of do nat ion .

.

.

2 , e 0 g .

.)

o , The p roject compr ised of the Co nstru ct io n of concrete ta rm ac between t he fro n t do rm an d t he can teen a rea.

This wa s ach ieved since a deq uate fina nc ia l suppo rt was p rovided by t he Adm in istra t io n. The re mova l of street dwe l lers from t he streets of Georgetow n is we ll e m bra ced by t he average cit izen.
Accordingly, much goodwi ll exists.

Pr iva te peop le dona ted clot hing to res i de n ts.

T he clot hes donated res u lted in resi dents hoa rding la rge bins of clot hing.

This p ro ble m wa s resolved.

Broa dway Fas hion do na ted vegeta r ia n food every Thu rsday as a m i d-afte rnoon mea l. This comm itment wa s ma de indepen de n t ly an d is be ing susta ined.
Pr iva te indiv i dua ls donate food or snacks occasio na lly r l I N C Y ) C r L e ) L I D N 0 0 C T ) Num ber of Res idents at t he She lter du r ing 2015 New Inta ke s Res i dents Receiv ing Pu b lic Ass istance Res iden ts Rece iving O ld Age Pe nsio n Decease d Resi dents Res i dents Se n t to The Pa lm s Res i de n ts Wa it ing to Go To T he Pa lms Res i dents Se n t to Onverwagt Deportees 61,320 ( ba sed on a da i ly average of 168 pe rsons per day) 77 54 - Informat io n u n ava i la b le r e ) Info r mat ion u nava i la ble N N Info rm at ion unava i la ble 0 T — I , — I C D k — T — I I T - I I N r l f r l r r l l t i 1 - r 1 Res i dents Emp loyed Persons Living w it h HIV/AID S Menta l ly Cha llenge d Res i dents V isua lly Impa ired Res idents Bedr i dde n Res i de n ts Res ide n ts wit h Tu be rcu los is 20 I N V ) 30 C r t i r n 0 a , .
5 e a T o O l 0 - 0 O O N t i a , C 0 r a G l • • o DOCUMENTATION CENTRE 2 TARGETS SET FOR THE YEAR 0 0 P 0 F - O < L L .

I I Z o U V i z X L e L x , D H u _ L e m .

.

/ I — = w L u c c < R O l s o u u l I n Z w r ¢ z _ 4 C , _ .

0 c c L U o u ( 4 ) c , > _ a ) u , , c c o o 0 4 _ , u researchers.

D m 4 - , o 0 - _ n i .

, - 0 a .

, a - .

> 0 m 6 o - a , 0 c Oin o E S 0 n , , a e .

_ a u —, ) , ( .

.

, C 6 ' .

„ , 0 a .


, c 0 1 c 1 0 c ) 0 a - l ' t 0 e t , c ' n o o E 0 n , o 0 t o ' > t o 0 0 =c n - < C 0 z n o , _ c o m u a , caj 0 , 13 L i R - 6 E C .

.

. )

Z a ) L a < L 7 , , ,4 ( I ) c c .

7 t j , a 0 = o C C U n o i - W n ) D 0 O = E o O Z C w Eu 7 4 .

-, C O .

.

.

c a , _ = .

0 - , a c ) n 3 3 r o c u .

c z - i 0 w o rr w o L 4 - , o , u o v I 1 - I - Z R a n o w = U 8 m 0 , - s 'a; .

0 0 - Z c - i. n o a n — a 0 a O • E .


c L 2 - 0 _ - a a t i 4 , - 0 o u 0 o m • E 0 o 0 4 - ' 0 c o _ _ 0 _ ' a E _ o < 2 - 0 ' a E c „ .

.

.1- ‘ _ 0 _ • E 8 t i c l l u p° .

2 N 4 - 1 - - - - - • 0 •E u • n o - 0 c o , r ) 3 E , 0 - 0 , t ) 0. , o - 0 • c a . )

E ° c 0 4 - , = 0 C o • - 4E.

9 2 a i , T o , _° 0 - E Ig > 0 d E .

E E a 2 ' c u - = ° cr > n 3 C c 4 , 2, C = L 1 - i C I .

- — E- ' ' > f t L i , - 0 u 0 t _ o 3 m , a c c 0 m - 0 _ n z E _ a _ u , • - • • L _ - L .
O 1 3 0 V U - ° C c _ o n , .

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C _ C Q C 3 ., u s l a J - 0a l ▪ ▪ ▪ ▪ ▪ ▪ ▪ TARGETS SET FOR THE YEAR DESCRIPTION OF TARG ET 1 QUANTITY 0 < _ 1 TARGETACHIEVED ANALYSIS OF SU CCESS AND FAILU RE 4 a i a 4 c d L r i 4 c d 1 / 4 n PROM OTIO NAL ACTIVITIES
 Distr i bute a variety of brochu res on topica l issues produced by ot her orga n iza t ions as we l l asma inta in t he serv ices offe red by t he Ce n tre.
a ) Dissem ina te mate r ia l on Do mest ic vio lence to Regions 1 t hrough 10 b) Mou n t Ex hibit ion in suppo rt of t he Na t iona l Co n fere nce o n Gen der a n d Developmen t, 2 7th — 28th August, 2015. c) Mou nt Ex hibit ion in support of Interna t io na l Day for t he E lim ina t ion of Vio lence Aga inst Women, 25t h Nove m ber, 20 15. d) Mount Ex hi bit io n in support of Sixteen Days of Act io n Aga inst Ge n der- based Vio lence, 25t h Novem ber to lOt h Decem be r, 2015.
Acq u ire ma ter ia l for up-grading t he resou rces of Guya na Wome n 's Lea ders hip Inst itute an d secu r ing materia l to support socia l p rogra mmes as t he one introdu ced at t he Pa lms.

PU BLI CATIO N S: (a ) Update sta t ist ics o n "Violence Ag ainst Wo men" to inclu de women mu rde red in 2015.
3000 brochu res produced 3000 brochu res a ) 1,200 broc hures ( b) 1 Exhibit ion 1,200 brochu res (b) 1 Exhibit ion (d) 1 Exhibit ion 1 Exhi bit io n r 0 0 g i r 0 0 g i 1 Ex h ibit io n 1 Exhibit ion O g u " 5 v , m E 0 0 .

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: O g acq u is itio n in 20 15.


The major constra int was t he ina deq ua te sta ffing to pursue co llect ion deve lopmen t. Broc hu res we re produced a n d disse m ina ted.

100% Dissem ina ted mater ia l on do mest ic vio le nce to a ll Regions.

The Na t iona l Resou rce an d Docume n tat ion Ce n tre for Gen der a n d Develop men t implements a policy of co-operat io n wit h Departme nts in mou n ti ng of Exhi bit ions.
These Ex h ib it ions too k t he form of a disp lay of su ita ble boo ks for t he occasion.
These Ex hi bit io ns took t he form of a disp lay of su ita ble boo ks I fo r t he occas io n. The Na t io na l Resou rce an d Docu men ta t io n Centre fo r Gen der and Developme nt implemen ts a policy of co -opera t ion wit h Depa rtments in mou nt ing of Exhi bit io n s. The Nat iona l Resou rce a n d Docu me n tat ion Ce n tre for Ge n de r a n d Deve lop men t imp le ments a policy of co-operat io n w it h Depa rtmen ts in mou n t ing of Ex hi bit ions This a ct ivity wa s put o n hold because of sta ffing/r eorgan izing issues a t t he Guyana Women 's Lea de rs hip Inst itute.
The target was achieved because of t he importa nce of t his category of informat io n to resea rc hers as we ll as t he fact t hat t he NRDC is t he foca l point fo r informat ion o n wome n. Ma te r ia l was acq u ired sole ly t hrough da i ly review of pr inted media; he nce it is cu rre n t. 1 " - , 7 r PROBATI ON AND SOCIAL SERVICES DE PARTME NT TARGETS SET FOR THE YEAR TA RGETACHIEVED DESCRI PTION OF TARG ET QUANTITY ACTUAL # 0 " .
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, ANALYSIS OF SUCCESS AND FAILU RE I - L a 2 i 4 a l Provi de psyc hosocia l s upport to pe rsons access ing t his se rvice r n- L . )

C O 0 1 r i u 0 l • — l i i 0 n , L C U i l r e l. L i e - I V I 0 J O .
- 1 0 o cl : 9 c c o n r 0 v a , L n 4 C r ; ( - -, J Provide interve n t io ns in a ll req uests fo r ma tr imo n ia l reconci lia t ion cases 4 c r i m Prov ide psyc hosocia l support a n d assistance to a ll p r isone rs a n d t heir fam i lies 685 Matrimon ia l Reconci lia t ion Cases C L a t n l0 c 0 0 a 'n - , .

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l r a _ > - .
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/ r i 0 o R 685 Ma trimon ia l Cases C T L a , i l 0 - o i n C 0 ) t 0 o R 0 L _ , E c u _ 1 3 w i i ) Supe rvise a ll pe rsons placed on Proba t io n, Paro le, Vo lu ntary Supervis io n as we ll as stu dents 420 pe rsons 420 pe rsons %001 4 a ; 4 There we re 3, 891 kin dred socia l case intervent io ns for t his yea r a s compa red to 6, 345 for t he previous y ea r 2014.
This reduct ion ca n be attr i buted to: Re locat io n of t he East Coast pro ba t ion office to Cove and Jo hn as we ll a s t he Hea d Office fro m Wa te r a n d Corn hi ll Streets to La ma ha an d Ea st Streets.

The latter resu lted in iss ues of access and increa sed cost for clients; lack of confide n t ia lity to e ngage clien ts wit h sens it ive issues, an d unsu ita ble faci lit ies fo r se rvice delivery.
Ma ny of t he ot heroffice locat ions we re in deplo ra ble condit ions ranging fro m poor fu rn is hings to poor structu ra l condit ions as we ll as inaccess ibi lity.

W hi le t here we re in terve n t ions for a ll 685 matrimon ia l reco nci lia t io n cases, a redu ct ion of 285 cases wa s noted fo r 2015.
Support was provi ded to a tota l of 959pr isone rs e n ter ing t he prison syste m, inclusive of 759 prisoners a n d at least 200 re la t ives based o n t he ava i la bi lity of fina ncia l resou rces of t he Depa rtment The re was cont inued e mphas is p laced on stre ngt hen ing t he lin kages of ex-inma tes to t heir fa m i lies a n d assist ing t he m to beco m e ga infu lly emp loyed afte r t heir re lease, t here by redu cing recid ivism a n d overcrowd ing in t he prisons.
The re was a decrease in t he nu m be r of inte rve n t ions ma de to p r iso ne rs an d t heir re lat ives from 1604 in 2014 to 959 in 2015.

The Depa rtment acknow ledged t hat more cou ld have been accomp lis hed in t his area, ha d t he D ischarged Priso ne rs A i d Com m ittees ( DPAC) bee n opera ble.

A tota l of 420 persons were supe rvised, rep resent ing t he various categories of persons req u iring supervis ion by 3.

2.

1.
2.

1.

 I — 2 TARGETS SET FOR THE YEAR TARG ETACHIEVED ANALYSIS OF SUCCESS AND FAILU RE DESCRIPTION OF TARGET QUANTITY ACTUAL # I 'v, re leased from t he New Oppo rtu n ity Co rps.

.
.

o t o r ; L r i D istr i bu te o ld age pension coupo n boo kle ts to a ll e lig ib le persons as a t Decem ber 31, 2014 base d on fig u res from t he m in istry's da ta base 52,422 q u a lified pe ns ioners Prov is io n of Pu blic Ass istance to q ua lified benefic iar ies L S I N .
7 1 - T o - 0 z a a , ( V l N • w — 0 — 0 C 0 0 r — i o C g t _ c e , 170% p ro ba t ion officers across t he coun try, as compa re d to 339 pe rsons for t he p rev ious yea r. T he grea te r use of dive rs ionary met hods resu lted in more p erso ns req u ir ing supervis ion.

T his resu lted in depa rtme n t esta blis hing more support groups to prov ide psyc hosoc ia l support target t he various ca tegor ies of pe rsons.
A tota l of 49,782 o ld age pe ns ion coupo n booklets we re distri bu ted.

T he re du ct ion in nu m ber may be attr ibuted to deli bera te a n d ongo ing e ffo rts ma de by t he departme n t to ensu re on ly t hose w ho q ua li fy are a ble to access t his se rv ice.

Furt her, t here we re a tota l of 2,383 deceased o ld age pe ns ion benefic iaries.
A tota l of 17,230 Pu blic Ass istance coupon boo klets were issued fo r 2015 w hich rep rese n ted t he fo llow ing pe r iods (Ja nu ary to Ju ne - 8,451 an d Ju ly to Dece m ber 8, 779) This figu re accou n ts for t he va rious ca tegor ies of Pu blic Ass istance rec ip ien ts suc h as econom ica l an d medica l, as we ll as pe rmanen t ly disa bled, w hic h was inclu ded in t his figu re.
W hile a ll of t he reports req u ested we re p rese n ted t here rema ins mu ch conce rn by t he Departmen t a bout t he s hort t ime per iod a llotted to co llect in forma t ion an d p repare reports fo r t he High Cou rt.
T his is coupled w it h t he eq u a lly deman ding a reas of wor k suc h as a ddressing O ld Age Pens io n, Pu b lic Ass istance ma tters, cou nse llinga n d Superv is ion of offen ders coup led wit h lim ited personne l, w ho are a ll req u ired to ca rry ou t a ll funct ions of t he Departmen t, part icu la r ly in t he hin ter lan d loca t ions.

In many insta nces, Officers are a lso tas ke d wit h pe rform ing dut ies of ot her Depa rtmen ts.
Therefore, t hese rea lit ies impacted t he q ua lity of repo rts p rese n te d in some cases.

In a n e ffort to co rrect t his s itu at ion, t here nee ds to be a rev iew of t he cu rren t stru cture of t he Department aga inst its man da te, an d t he a ddit io na l funct ions w hic h a re requ ired to be nerformed da ily i - - w 2 TARGETS SET FOR THE YEAR ANALYSIS OF SUCCESS AND FAILURE QUANTITY I n c E E 4 - i n TARG ETACHIEVED ACTUAL # 1 > 9.

0 4 6 S .
0 4 6 S .

DESCRIPTION OF TARGET Resuscitat ion of discha rged Priso ners Ai d Co m m ittees at Ge orgetown a n d New Amsterdam Pr isons 4 t h o c i Con duct annua l Augu st Yout h day camps 4 t h o NOC After Ca re - Provide cou nselling an d gu i dance to a ll yout hs com m itted to t he faci lity in prepa ra tion for t he ir re lease.

r i < c c -r o s * < 5 t i e 0 m c o > - —1 0 .

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0 c u , These comm ittees w hich s hou ld ha ve been ope rat ing from t he Georgetown a n d New Amsterda m prisons have been defu nct fo r severa l yea rs.
The com m ittees a re inten ded to len d sup port to t he p roba t io n departmen t by provi ding sup port a n d gu i dance to t he fam i ly me m bers of in mates, as well as to a ssist wit h mon itoring t he ir p rogress afte r t he ir re lease.

Howeve r, t here wa s some deg ree of u ncerta inty regarding w hich m in istry ha d t he responsi bi lity for t he se lect ion a n d reesta b lis hmen t of t he comm ittees.
This annua l event a l lows for a ddit iona l wo rk an d inte ract ion w it h vu lne ra b le yout hs on Pro bat ion, Volu n tary Supervis ion, t hose released fro m t he New Opportu n ity Corps a n d many fro m partne r ing commu n ity g roups.
It is inten ded to faci litate in te ract ion in a safe space, a llow you t hs to deve lop co n flict reso lut ion s ki lls, team wo rk an d exc hange of ideas, develop ment of fr ien dships a n d t he acq u ire mu ch needed life s ki lls an d socia l graces in a more con ducive sett ing.
W hi le t he Depa rtment expen ded mu ch effo rt a n d time in prepa ring fo r t he Ca mps by su bm itt ing p roposa ls a n d con duct ing in it ia l , a s we ll as ot her a rra ngements, no mon ies were re leased fo r t hese act ivit ies.

There were two vis its faci litated by t he Departme n t of Cu ltu re a n d t he SKYE Project.
Schedu les were comp leted a n d sta ff app lied for a dva n ces to u n de rta ke t hese vis its, however mo n ies were not re leased Note : The Proba t ion a n d Socia l Services Departmen t is ma n dated to provi de psyc hosocia l support to juve n i le Offe n ders a n d t he ir fa m i lies du r ing t he pe riod of com m itta l a n d for approx ima te ly six mo n t hs after t heir re lease to a i d in t he juven i le's re ha bi litat ion /refo rm fo r a s moot h tra nsit ion bac k in to society, w h ich can reduce reoffending.
I- - I l l E TARGETS SET FOR THE YEAR F TARGETACHIEVED DESCRIPTION OF TARGET I QUANTITY ANALYSIS OF SUCCESS AND FAILURE c r Q ?

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= w a ; ' - ^ > - 0 c i a l , - I Resuscitate support groups to a ddress t he g rowing num be r of soc ia l issues ( domest ic v iolence/ fam ily conflict, HIV, se nior c itizens, yout hs, fa rming fo r wome n) 7 1 .

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u ) 0 NC , — i 0 0 O kp 4 C l Organ ize a n d execu te a day of fu n in Reg io n 3 an d 6 fo r sen ior cit ize ns.

1 fu n day I L U i n 'C D C L i n 0 C N 4 a ; t i L i , Orga n ize an d execute a lu nc heon for sen ior cit ize ns in Region 10 , — I 0 0 0 7 ) 0 .

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necessary reso u rces such as ass ista nce wit h tra nsporta t io n l costs, snacks for part icipa nts in t he groups.

Con sequ ent ly, to a llevia te t hese issues, exist ing groups have ut i lized t he ir ow n finances in some instances, o r have so ught donat io n s from p rivate c it ize ns, agencies or ot her m in istries.
One cha llenge con t inues to be t ha t of su ita bi lity of accom modat ion to ho ld m eet ings; given t ha t m eet ings we re often held in open spaces in most ly cra mped office spaces which does not len d to co nfident ia lity.

The works hop was held in region 6 and dea lt wit h issu es associated wit h ageing.

It was held under t he t heme "Try Walking In My Shoes".

Part icipants were drawn from NG Os and ot her related organ iza tio ns in t he regions.
W hi le t he act ivit ies we re a ll successfu l it must be noted t hat most of t he financia l a n d ot he r support for t hese activit ies came fro m p riva te cit izens a n d agencies wit hin t he respect ive regions.

Howeve r, pa rt icipants we re a ble to ga in a better u n de rsta n ding a bout t he issues su rrou n ding age ing fro m t he wo r ks hop; t hus t he object ives were met.
The fu n day was he ld at t he Espla na de g rou nd in New Amsterda m, w hich sa w t he part icipat ion of 65 sen ior cit ize ns in a day t hat included kite flying, ha t co mpet it ion an d ga mes.

The event rece ived support from t he M in istry of Socia l Protect ion as we ll as dona t ions from p r ivate cit izens in t he regio n. I T he lu ncheon is an a n nua l act iv ity whic h is do ne for t he se n iors in t he region.
It p rovi ded a n opportu n ity fo r t he M in istry in co lla bo ra t io n w it h t he agencies w it hin t he com mu n ity to s how an apprec ia t ion fo r t he con tri butio ns ma de by t he sen io rs ove r t he yea rs.

Sen io rs were a lso p rovi ded w it h a n opportu n ity to m eet an d inte ract w it h each ot her.

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PALMS GERIATRIC INSTITUTION 2 t i O , L 1 TARGETS SET FOR THE YEAR DESCRIPTION _ c E L 0 1 .
Ua
ITEM TARGETS SET FOR THE YEAR TARGETACHIEVED ACTUAL # % ANALYSIS OF SUCCESS AND FAILURE 4.
10.

2.

 r i t -N u , C U Foster t he emot iona l we ll- be ing of resi dents by recogn iz ing, o n a mon t hly bas is, Birt hdays, Na t iona l a n d Specia l Ho lidays su ch as Em ancipat io n Day, Mot her's Day, Mo nt h of t he E lder ly, Christmas etc.

[Two hu n dred a n d eight ( 208) Res ide nts].

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10.3.


 MED ICAL SE RVICES Provi de Res ide n ts wit h t he opportu n ity to receive medica l attent io n for a ll insta nces of i llness so as to e n su re t he greatest possible leve l of resto ra t ion of hea lt h. C .

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10.4.


 I Ensu re Hospita l referra ls (doctors do rout ine checks) fo r a ll s ick Res i de n ts.

312 refe rra ls M N , - - I r i 0 0 0 t he Interna t iona l best p ra ct ice of o ne ( 1) RC.A to five (5) res i dents.

Resi dents pa rtic ipated in t he fo llowing recrea t io na l act ivit ies tw ice pe r week such as out doo r a n d indoo r ga mes, movie afternoo n, etc.
Res i de nts' birt hdays were ce le brated at t he en d of each mo n t h wit h specia l lu nc hes a n d sma ll to ke ns for t hose w ho ce lebrated a birt hday during t ha t mont h. Res idents a tten ded a Se n ior Cit ize n Concert spo nsored by t he M in istry of Cu ltu re Yout h an d Sport.

Na t io na l Holidays a n d Mont h of t he E lde r ly were obse rved wit h act ivit ies su ch as Mash Day Pa rade, Pre-Ema ncipat io n Day co nce rt.
Res i de nts a lso e njoyed a se r ies of tours to Par lia me nt, Hugo Cha vez Cen tre, Aracari Reso rt, Giftlan d Ma ll a n d Botan ica l Gardens.

Res i dents were a lso treated to C hr istmas pa rt ies at t he Pa lms w hich were sponsored by t he Na t iona l Insu rance Scheme, Food for t he Poor ( FFTP) a n d Te lepe rformance.

The mont h ly sessions we re ena bled s ince t he cost was low : birt h day toke ns were co n fined to s ma ll persona l care items most of w hich p rovided by F FTP.
Medica l support to t he Pa lms is inc lu ded in t he fo rma l responsi bi lit ies of t he MOH; t he refo re, t he re a re a lways doctors w ho a ttend to t he needs of t he res iden ts as we ll as t he a djoin ing com mu n ity.

The medica l se rvices offered at t he inst itut ion are bo lstered by t he c lose wo r king re la t io ns hip t hat exists betwee n t he Inst itut io n, GPHC, t he Outpat ie n t Clin ic, Physiot he rapy Centre a n d Dermato logy Department which are operated by t he M OH.
Sixty (60) outpat ie n ts a lso received medica l atten da nce on a wee kly bas is.

A ll resi den ts w ho we re referred to t he GPHC were escorted by a PCA to ensu re t hat t hey received the recommen ded treatment in a n expeditious an d t imely m anner.

T he We lfare of t he re si dents a re paramou n t, so a ll s ick repo rts are treated wit h u rgency.
0 0 0 0 Ot i O ) 1 O a a ) O 0 ° C L ) 0 1 3 - > - • > E c 3 f0 t o r i u n o Q i 0 v C 4 < C C ° w 0 0 L U C - C SET FOR THE YEAR 1 °- 0 2 O to Res idents r ‘ l O 0 0 - C 7 C i n t i F - c u 4 r ) 0 _ r o ANALYSIS OF SUCCESS AND FAILU c 4 .

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, , n c _ c _ u U 0 0 C 4 : 3 i a s a 4 4 = ' r ' ' ' : 4 - n 0 S > • Z E 6 TARGETS SET FOR THE YEAR ACTUAL ' PERCEN ANALYSIS OF SUCCESS AND FAILURE < L L I DESCRIPTION OF TARGET t i _ o t i O t r i k ' a O > - ▪ ▪ ▪ _ £ TARGETS SET FOR THE YEAR AMOUNT < C D < _ a DESCRIPTION OF TARGET QUANTITY ACTUAL # Z 0 u ) • PERCEN TAGE ‘ c • ' - , • 9 , ANALYSIS OF SU CCESS AND FAILURE 4 t i r 1 Up lift summar ised pay s heet a n d cheq ue fro m M in istry of Fina nce once mo n t hly a n d execute payme nt to pensioners on statutory pay dates 12 s ig ned pay s heets an d cheq ues an d 12 signed pay s heets each mont h. c heq ues 4 r : i m Su bm it pension retu rns to t he M in istry 12 mont hly c .
, of Socia l Protect ion an d Finance respect ive ly on a mon t hly bas is wit hin retu rns 0 42 .

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c one week a fter paymen t executed.

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r i D.E o . '

4 vt i Co l lect revenue for re n ta l of Gove rnmen t fa rm la n ds from two fa rme rs.

100% of co llecta ble ren ta l 4 - L .

,- ) Su bm it revenue wit h Co llecto r's Cas h 12 0 0 c?
, ‘ - 1 $ 13,200 re n ta l co l lected r i 12 0 0 i i g Boo k Statement to t he Accounts sta tements statement Department, Min istry of Socia l Protect io n an d receive acknow ledgment.
Co llect Mo n t hly Payslips for a ll e mp loyees , 4 — ; V ) Prompt encas hmen t by t he Adm in istra tor of cheq ues rece ived from t he Min istry of Fina nce e na bled time ly payme n t to pensioners a t t he Ma ha ica Hospita l. No pe ns io ne r d ied du r ing t he yea r. A ll 12 returns we re su bm itted to t he respect ive M in istries wit hin a wee k afte r pension payment since t his was a financia l req u irement mo n itored by t hose agencies.
Fa i lu re to comply wou ld have resu lted in de lay of t he p reparat ion an d receipt of t he fo llow ing mont hs' pay s heet.

The fu ll co llecta ble ren ta l of $ 13,200 was collected from two farmers an d receipts issued.

Revenue, Co llecto r's Cas h Book Sta tement an d receipts we re su bm itted a n d acknow ledgement rece ived.

This was a fina ncia l req u irement an d was mon itored by t he Accou n ts Department: Min istry of Socia l Protect ion.
Co nsta n t re m inde rs to fa rme rs a n d str ict mon itoring ena ble t he fu ll co llect io n of revenu e for t he year.

4 — ; N Pu rchase dietary supplies on a mont hly bas is from repu ta ble firms.

(a ) Dietary : 12 mont hs Pu rchase g reens, etc.

on a wee kly basis.

( b) Gree ns, etc.

 52wee ks 240 payslips 240 , t i 0 ' 8 .9.

Payslips were collected on sta tutory pay dates for each mon t h and given to a ll employees.
This was to e nsu re t ha t staff we re pa id p rompt ly.

There was no sta ff turnover for t he year.

20 payslips * 12 months.

A ll items were sou rced a n d de livered o n t ime to t he Hosp ita l, since it was impo rta nt to ensu re t ha t pat ients were fed reg u la r ly a n d on t ime.

There were no cu ts on t he dietary bu dget.

payslips (a ) D ietary : 12 mont hs ( b) Greens, etc.
52weeks i ' r i 0 0 D. k ) t i 0 0 c R TARGETS SET FOR THE YEAR ANALYSIS OF SUCCESS AND FAILURE E z 4 2 r y o t i DESCRIPTION OF TARGET 9855 mea ls 00 m C L a > - C a c 5 o o a „, 4 -n 0 C r _ c c o o _ r o r E uc 4 - , • C a E a r n 0 < 0 C - O O a o • - • S3 a> v E ct - > , O _ C c O o r o 0 .

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0 t i - C C O C C C D 0 C C t i 0 4.

11.13 i Wa s h clot hes, linens, etc.


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, c 0- 0 - C - C o n 0 C 4 - • m C - 0 1 2 ) U v ' 1 E Z TARGETS SET FOR THE YEAR AMOUNT ACTUAL PERCEN ' ANALYSI S OF SUCCESS AND FAILURE DESCRIPTION O F TARGET QUANTITY ACTUAL # .
a .

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NOS.

TAG E mon ito red by t he A dm in istra to r. Was hing was done 3 times per week.

(3)62 weeks=156) Vehicles were gene ra lly provi ded by t he Min istry of Socia l Protect ion for (a ) tra nsport pat ients fo r med ica l attent ion ( b) tra nsport accou nts sta ff to Ban k of Guya na to encas h pension cheq u e mo n t hly.

On 48 occasio ns (80%) ve hicles we re ava i la ble.
On 12 occas io n (20%) ve hic les we re not ava i la ble so specia l taxis we re hired, w it h pe rm iss ion, so as to avo id disrupt ion of t he Hospita l 's ope ration s. Su b- Imprest cash boo k an d da i ly cash composit io n boo ks we re writte n up a t t he en d of each working day, t hus e nsu r ing t ha t actua l cash on ha nd ba la nces w it h re lated records.

These books were s igned-off e ach day by t he Adm in istrator.
Records of t hese tra n sact ions a n d vouchers were sen t to t he DSS an d t he PS for approva l. In a ddition, t hese vouchers were exa m ined at t he Accou nts Departme nt of t he M in istry of Socia l Protect ion.

A llocat ion of Imp rest was rece ived on 19- 03-2015.
Leave reco rds were checke d prior to t he recommen ding of leave so t hat emp loyees cou ld proceed on t he ir vacat io n ent it leme n t for t he yea r. This is to accommodate a decision by t he Min istry to avoid leave being car r ied ove r to t he following year.

This act ivity is close ly mo n itored by t he Adm in istrato r us ing a leave roste r. 'Resumption of duty ' forms we re su bm itted immediate ly after e mployees resumed duty.
The Pe rso nne l Department mon itors t he s u bm iss ion of t hese fo rms to ensure employees do not ove r stay t heir lea ve.

Sick leave resumptio n fo rms we re a lso inclu ded in t he a mou n t. Leave records we re systemat ica l ly ma inta ined for a ll 20 1 employees.

Those records we re chec ked by t he Adm in istra to r 4 — Prepare a n d su bm it req u est for transpo rta t ion.
60 Req u ests 48 0 0 0 C g Req uests C I I D • - • — E ' 6 ' , - 1 C 1 C D E C U u , r i 0 0 * 4 — Ma inta in Su b- Imp rest Accou nts for t he Hospita l. 4 D Recommend app licat ions rece ived from employees fo r Annua l an d Specia l leave.

c u ) 4 — Su bm it resumpt io n of du ty forms for employees a fter complet ion of lea ve.

70 fo rm s r - - - 0 0 E 0 4 a 0 _ — U C D — 0 _ C t n c o — C . )
c o 0 _ 0 C L , - - 1 0 0 C R o 0 0 r i , , Q ‘ r i 0 0 * a o › , - c u C l l 4 r Ma inta in leave records for e mp loyees.

20 employees C V 0 a l E v l • E z a TARGETS SET FOR THE YEAR DESCRIPTION OF TARGET 2 O D • D Z 1 4 • a ANALYSIS OF SUCCESS AND FAILURE a a m • E o a . )

E a a > ) , C 4 = E EE • ac n n O n u _ O wu L _ - o C 2 2 Li c 4 n - - a o 8 ` ,12 .

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2c riT l 8E , c c o c c E 1 ED O ' ; a ) « ' - ^ , a w 3 n o 0 0 E .

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GUYANA WOMEN 'S LEADERSHIP INSTITUTE c a oC t 0 _ 0 a 0 f a Cv E TARGETS SET FOR THE YEAR TARGETS ACH IEVED ANALYSIS OF SUCCESS AND FAILURE F - 2 z 0 t i I v t i 4 « r J 7 .

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-n _ c 0 - 4 - - a ) i - _ c 0 , .

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/ ' E ) ▪ DESCRIPTION OF TARGET QUANTITY TARGETS ACHIEVED ACTUAL PERCE NTAG E NOS.
ANALYSIS OF SUCCESS AND FAILU RE 4.

12.6.

 4.

12.7.

 Atte n d Mon t hly Meet ings for Hea ds of Departmen ts orga n ised by M in iste r of Huma n Services a n d Socia l Secu rity.

Host a n Old Stu dent Re -u n ion to ga rner voluntee rs in t he form of tec hn ica l a n d financia l s upport to e n han ce t he In st itute's wo r k in commu n it ies: 4.
12.8 i Foster a u n i fied co l la bora t ion a n d approach to wom en 's deve lopme nt t hroug h co lla borat io n wit h NG0s, p rivate sector agencies, inte rnat iona l donor age ncies a n d ot her inte rested pa rt ies.

To prepare a n d su bm it Pe rformance Reports as req u ired by MOS P, MDF an d ot her sou rces.
•z i : - I n i a , 12 meet ings k The s ho rtfa ll in t he ta rget was a s a resu lt of t he a bse nce of a su bstan t ive ho lder in t he posit ion of Coordinato r. No one was ma n dated to atte n d t hes e meet ings in t he aftermat h of a n e lect io n y ea r. 1 Re -u n ion Even t O o L Due to t he la ck of req u is ite staff coup led wit h ina deq u ate fin ancia l resou rce t he Inst itute was u na ble to achieve t his target.

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 O o _ , _ C > 47., r o o c N , t / , nR g a i c . )
n c , Due to financia l co nstra ints an d ot her dete rring factors such as p r ior e ngageme nts no o ne was a ble a tten d some of t he a ct ivit ies o rgan ized by t hese bodies.

1 1 .

1 t r O O i a c o o > - c u N - 5 a ll a - C - 2 C ‘ W - ' 4 Quarter ly An nu a l report (a ) 4 q ua rter ly b) lAR 100% reports su bm itted 5 Reports were su bm itted — an a nnu a l report a n d fou r ' qu a rte r ly reports.

These reports were compu lsory a n d co mpliance was t he refore ma n dato ry.

4.
4.

12.11 Tra in stu de n ts in se lected A dm in istrat ive regions.

{Region 4} 145 persons 0 perso n s 8 Du e to t he a bsence of req u is ite sta ff,t he re was no p roposa l for a bu dget to acq u ire financia l resou rces to ru n t hese cou rses.

Capa c ity Bu i l ding fo r Leadership Advancem ent ( Co mmu n ity Volu n teers aga inst Do mest ic Vio lence (CVADV) Sewing, Garmen t Co n stru ct io n, Fa bric Des ign ing.
_ _ c) Food Prepa rat ion a n d Cater ing d)Informat ion Techno logy a n d Office Procedu re b) e ) L iteracy.

30 Pe rsons 30 persons 30 pe rsons 40 persons a) 15 perso n s 0 perso ns g o o * o g o 8 k 0 0 (b) (a) 2 0 TARGETS SET FOR THE YEAR DESCRIPTION O F TARGET z L i ANALYSIS OF SUCCESS AND FAILURE t - 1 C V C C 1 _ 1 c ua - 0E 4 0 - 7 1 - 0 4 - , - C O C 4 _ 0 - C G U - 0 -( 1 1 c 100% wo rks - O O ava ila ble to conduct _ C C U Ma inta in office eq uipment.
r N t i O O • C g Q J - _ C .

4 ) u O E a • L E ) 3 5 5 E Q . )

E r o U u 4 -, C 0 C r p • _ • 0 - 0 7 .

4 ) u G J m s m E O E D C c C U r o C U W • - C Q J C 0 Mainta in Brus h Cutte rs O O f r - 2 • W 1.1 1 N N C 0 E .

1 - 0 21" 'e t) 3 i n r o r o r o U O C 0 1 - O a _ c L L 0 - 0 c o 0 5 r o C - 0 - 0 0 ) - 0 t o t o e - = = _ 0 C c u E t n • 0 Q J .
Q 4 J u n_ 7 - 0 v , c - 0 L E c r L n 7 t " " — • 0- 5 0 7 I n 0 > 8 WOMEN OF WORTH UNIT Targets Set for t he Yea r UO 0 C Ana lysis of Success and Fa ilure a ) a 0 E 0 o 3 2 2 u o a m s i u O c U I _ c U N O 0 50 persons 10 persons Under t he o ld WOW erv iews w ere - L i E E 0 U 0 3 c u ) ) ) ) ) 0 n o c - 0 C r y ; c o N c c 1 4 = r o O I t rao a 0 c 0 _ c W O C - 0 E o c r o O c c a ) L e ) • - a 4 - 4 C f l I t a r o I i n 7 1- o N O r o a a O C - OD .

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7 J O L. 1 3 :- _ c , 0 E t o O' n = 3 L i i u ) - - .

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, go Eo 0 c wa y ° 2 8 , 4 - E .

_ 5 _a g ) , - E i n 4 - c o 3 , 2 a o r c i L • • • 0 ) - 0 0 _ C 0 > - 2 uc t 0 0 .

c : 4 ,2 .

t i O C 0 i - t i 3r cv ) c) i) L t 4g-, r uo r im om Q , ,E1 T E E :I ; 5 I : zi :C1 :0 0: 3:: 1 .

- C 0 Q J c c C _ c C U 0 ) 4 '- ' 0 1 - ° C U a C ; 11 - - r c u- )4 : 1 - 2 .

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_ u p 0 c22 _ 4i ct , I ' , I. E, E i . '

c I ) m 0 2 7; 0 ' - ^ = u m +" 2 E - C 0 7., Ta rgets Set for the Year Description Quantity Ta rgets Ac hieved Percentage Actual No.

Analysis of Success and Failure I - 0 4 9 - 1 0 1 c t c r L n Facilitate t he tra ining of a ll loan recipients in t he management of sma ll businesses a nd related skills.
Access markets for Micro-Credit Programme t hrough public aware ness programmes.

c l- L O Promote t he Micro-Credit Programme [ t hrough public aw areness p rogra mmes 4 N Visit a ll loa n recipients to encourage/a dvise o n serv icing of loans in order to reduce incidents of defaulting.

0 O 0 0 0 0 end of 2015 only one person had received a loan u nder t he new p rogramme.
Due to t he new WOW p rogramme commencing so late in the year no tra ining was pla nned or co nducted for beneficiaries The new WOW programme w hich commenced in October 2015 w ith the first beneficiary rece iving her loa n in December 2015 did not provide sufficient t ime for the accessing of markets.

Due to t he new WOW programme co mmencing so late in t he year no public awareness p rogrammes we re planned or co nducted to p romote t he WOW p rogramme.
Under t he o ld WOW programme, efforts we re ma de to conta ct defaulters to encourage t hem to honour t heir loan obligat ions.

Under t he new WOW p rogramme by December 2015 only one person had received t heir loan and the first repayment w as not due u nt il January 2016 so there w as no need to v isit t hat person to encourage them to serv ice t heir debt.

n- , _ s s w _ C i W o L .

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(33 c 0 c .

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t i l n w i o l W a c w u o W r o 5 f -o c D O - C Ot i _ • • c o L S , M _' - - - o o 3 5 a ) i a , n c w - c u u , c u r 0 - , LC _ 7 c , .

o 1 - ^ - 1 0 , ` .72 1 - 0 u .


4 4 i 0 n - C C 0 0 0 E aj a `7 o - D 0 - I o Ei - i a , w i > J D I ?

n i 4 - , 0 ( 1 - 0 ) 0 a .

Hi _0 _ c a n u 0 H - D O ^ 1 .

_ c o i n a i _ c I 3 o u • I Q C I : i i n > C • - a .

, , I D o c i D O I r : ( 4 a _ , - ' - , , ' :8 - v ° 0C 2 L n , - - 0 L i 0 E i , m = t _ I _ W u _ w C I - U E a I i N 0 E c N - o a ) 0 0 0 ( 0 N t o c • - i _ c L r l 3 V .

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n v , c c c s, o c 0 C T 0 rI l !

D O s r - o = a ) a O c ° I o D W E E a ) rOj 4 - 1 , n a ) 4 + C 0 P -n -• .

- 4 O 3 = cC .

1 93 i 3 n u n _ i i'n > (" 0 9 .

- -I D ( 1 ) " 3 E c o i n c O 0 0 .

0 ', 3 c c c u x 7 f : 3 1 v L u C 1 3 .

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, ( 0 3 w , _ a c o i N COUNTER TRAFFICKING IN PERSONS TARGET SET FOR YEAR 1 TARGET ACHIEVED Description Quantity I Actual Nos.
l Percentage ANALYSIS OF SUCCESS AND FAILURE 4.

14.1 Preve n t ion an d Pa rtnership 1 Press Re lease — I c a _ a ; c c 7 , 3 n 3 Commemorate Wor ld Tra fficking in Persons Day 0 .

Lau nc h one t i In forma t io n Boo klet Host m in i- exhi bit io n E r o + 7 + 0 c ' _ E c ° o o s o Q ) 4 - , _ = r - r E = x c u _ o C C .

 4.
4.

14.2 Con du ct Awa reness a n d 10 regions Sens it iza t ion sess ions in Seconda ry Sc hoo ls w it hin reg io ns.

7 reg ions ( 2, 4, 6, 7, 8, 9 and 10).

Ni l 4.


14.4 Orga n iz e Summe r Camp Project (Scou ts, G ir l Gu i des, C hurc h an d C hi ldca re &Protect ion Agen cy's camp ) h 10 y out h 4 camps camps o o a c ' 0 e 00 e r - 0 e ' T hese we re impo rtan t act ivit ies t ha t were necessary in o rde r to e ngage t he genera l pu b lic as a pa rtner.
The Lau nch of t he Booklet an d t he m in i-ex hibit ion we re he ld a t Par liame n t Bu i lding on Ju ly 30, 2015.The pla nned target was surpassed as a resu lt of t he a dvert isement of t he even t. Atten dees inc lu ded ot her sta ff from t he Min istry of Socia l Protect ion as we ll as mem bers of t he p u b lic.
Ma ter ia l t ha t was dissem ina te d a t t he event inclu ded a tota l of two hun dred ( 200) cop ies of in forma t ion boo kle ts, one hun dred and fifty ( 150) Informa t io n Broc hu res, an d nove lt ies.

T he t ime ly re lease of fun ds ena bled t he ac hievemen t of t his target, as we ll as proper plann ing a n d partne rs hip.
T his in it ia t ive was t ime ly in a ddressing t he p resen t scourge of increased num be rs of schoo l aged c hi ldren being tra fficke d. This act iv ity w as not possi ble due to t ime constra in ts.

The p rojected ta rget cou ld not be achieved due to t ime constra in ts.

However, it di d prove a good in it ia t ive in ra is ing awareness among yout hs w ho were exposed to t he camps.
TARGET SET FOR YEAR TARGET ACHI EVED ANALYSIS OF SUCCESS AN D FAILURE 4 - - I I n Description Con duct Su rp r ise Inspect ion Frameworks.

Quantity - C 0 a ) Percentage O e , .

e D , _ C O Actual Nos.

 C 0 C - a 0 - l - r - .

.

.

C r o U , - .

L D L I D r - I 0 .

.


r i •z i o I D Protecti on an d Prosecut io n Provide appropria te an d direct comp re hens ive assistance to su rvivors of tra fficking in pe rsons.

L U , - 1 > u i g r 0 l i 0 c e , 0 4 e 5 0 , y a ) - .

0 _ z c z nM C 0 l — c l i e a - 0 a ) O D > - - u .

.

, E v i T his act ivity was ca rr ied out in colla bo rat io n w it h t he Guyana Po lice Fo rce.
The Su rp rise Inspect ion Fra mewo r k ( SI F) is one of t he departme nt's p roa ct ive me asu res in com bat ing trafficking in p erso n s in Guyana.

Based o n informat ion gat he red fro m reports ma de, a nu m ber of su rp r ise inspect io n fra meworks we re con ducted in seve ra l regio ns, a imed at com batt ing Hu man Trafficking.

This a ct ivity was ena bled by t he t ime ly re lease of fu n ds a n d co lla bo rat ive effo rts.
Assistance was p rovi ded in t he fo rm of referra l / p la cement of vict ims to employme n t agencies or e du cat iona l inst itut io ns a s we ll as support w it h cou rt ma tte rs.

One m i llion n ine hu n dred an d eighty-two t housa n d two hu n dred an d twenty-one Guya na do lla rs (GY $ 1,982,221.00) wasspe nt on vict im supp ort fo r t he report ing per iod inclus ive of cou rt appea ra nces' expenses.
The Min istry col la bo rated wit h gover nm ent a n d non -gover nme n t o rgan izat io ns to provi de psychosocia l support fo r a ll a lleged su rvivors of hu man tra fficking.

4.

15.

STATI STICAL DEPARTM ENT TARGETS SET FOR THE YEAR 0 7 DESCRIPTI ON 2 e t Z c i L r i e l e N Comp ile Qu arter ly La bour Ma rket In fo rma t ion Systems bu llet ins by se con d mon t h in ea ch q u arter Compi le Quarter ly Socia l Services Informa tion I Bu lletins.
1 TARG ET ACHIEVE D ANALYSIS OF SUCCESS AN D FAILURES Actua l Num ber 3 LM * r - - .

I n ' 61: 4 LM Bu llet ins Bu l let ins These sta t ist ica l bu l let ins p rovi ded data for t hree q ua rters of 2014.

T hey were not comp leted in 2014 as a resu lt of delays in da ta de live ry by p articipating agencies/ m in istries a n d t he ver ifica tion process which inc lu ded review a n d q uer ies followed by re sponses from the agencies.

4 Socia l Services Bu llet ins 2 Socia l Se rvices Bu llet ins .
1n .3 Du r ing 2015, t he Sta tistica l Depa rtmen t w as merged with t he Ce n tra l Ma npower Age ncy a n d the responsi bi lit ies beca m e expan ded but di luted.

T his decision led to a decline in sta ff m o ra le t hat impacted p e rforma nce a n d wor k ou tput, since sta ff's competencies a n d 0 1 0 1 • - 0 ( O 3 0 U 7 0 u r 0 0 c o 0 C C > .

> ( 0 0 t i 3 > - u , t C O > C O = C U > > , r i r y E 0 C ) I n O D 0 0 0 o i n • .

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LABOUR, OCCUPATIONAL SAFETY AND HEALTH DEPARTMENT ITEM NO TARG ET SET FOR YEAR TARGET ACHIEVED _ c a D 4 .

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r ) O k ' 516 repo rted 201 40.2% acci dents invest igated Conci lia t ion is w here t he Min istry media tes a disp u te between Ma nagement an d Un ion.
T he departmen t was a b le to resolve disp u tes in a t ime ly manner du e to t he leve l of confi dence an d comm itme n t disp layed by t he pa rt ies involved.

Comp la in ts are ma de by emp loyees an d former e mp loyees of businesses.

T he departme nt en deavou rs to invest igate a n d close a t least 80% of tota l comp la in ts rece ived in an efficien t an d fr ien dly ma nner.
T he target was not achieve d du e to t he lac k of dedica tion an d comp etence disp layed by some officers i n a ddit ion to t he fact t ha t a num ber of ot he r officers left t he jo b.
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16.4 Vet an d cou n ters ign , - - 1 r i C C 0 0 - 0 ) L A i ..-• n , - 1 r i 0 1 D c n a - , c r , O O 0 100% of a ll req u ests C C 0 ) c u - 0 0 4 - 3 4 = - ' ' ' ' - , 0 - - t 7 L O - - received rega rdingCo llect ive La bou r Agreemen ts.

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Prosecutions: Fi le p rose cut ions for 100% of ident i fied breeches by delinq u ent employer s. La bou r Inspections: Con du ct inspect ion visits to 100% of wor kp la ces on registe r. 130 br eec hes in Regions 2,3,4,6,7an d 130 p rose cut ions fi led.
.

- I 0 0 O k 10 2,500 workp la ces in t he 10 regions r - - r - - c n m r i 0 .

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8 0 _ c o 0 u L n lA1311 TARGET SET FOR YEAR DESCRIPTION QU AN TITY TARG ET A U L L I > L U C ACTUAL AMOUNT PERCENTAG E Tra in ing -Con du ct semina rson va r ious la bour legislat ions for va rious industries in Regions 1, 2, 3, 4,5, 6,7, 8,9, 10.

Stri ke reports.

Respon d to 100% of stri ke reports wit h a view to fa ci lita t ing resolut ion.

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L b C r 1 Collect ive La bou r Agree me nts a re agre emen ts between e mp loyers an d u n ions wit h respect to t heir emp loyees' con dit ion s of se rvice.
T he Depa rtmen t was successfu l in cou ntersign ing a l l Collect ive La bou r Agreeme n ts due to t he wi llingness of part ies to coope ra te with t he departm e n t. Prosecut ions a re instituted aga inst delinq ue n t e mp loyers who ta i l to comply wit h t he laws.

Fo llowing invest igat ions by t he departme n t rega rding these breeches of t he Laws, 130 prosecut ions were fi led a ll aga inst a ll identified defau lt ing emp loyers.
T he wa s achieved because of the di ligence of the officers in ca rrying ou t t heir fu nctions.

Inspect ions a re geared to chec k for complia nce of la bour laws by e mployments however as a resu lt of t he una va i la bi lity of fun ds in a t imely m a nner, the depa rtmen t was un a b le to mon itor wor kp laces in a ll of t he p la nned locat ions especia lly in t he remote areas — Regions 1, 7, 8 an d 9.
This contri bu ted to t he s hortfa ll in t he ta rget a chievem en t. ANALYSIS OF SUCCESS AN D FAILU RE Tra in ing / Sem inars are design ed to e duca te e mp loye rs a n d emp loyees a bout t heir rights un der t he La bour Laws.

100 % of target set wa s not achieved due to non -ava i la bi lity of fina ncia l resou rces.

Shortfa ll wa s a s a resu lt of unava i la bi lity of fu n ds to ca rry t he program mes to the hin ter la n d Regions 2, 7, 8 an d 9.
Stri kes a re in du str ia l a cti ons ta ken by workers aga inst their employers.

Despite the nu m ber t ha t did occu r, the respect ive Un ions a n d Managemen t of t he Guya na Suga r Corpora tion were a ble to resolve most of t hese.

In the ot her cases, t he Department's in terve n t ion was successfu l because of t he expert ise an d dedica tio n of t he officers.
Participat ing in 100% of Tripa rt ite 12 meeti ngs c r E 0 0 ) 4 - • C i n C D A Tripa rtite Comm ittee is an a dvisory comm ittee to t he M iniste r on La bour iss ues.

T hese m eet ings a re sta tutory m eet ings which are held 33% c r ) r n V cE E 0 C U E , , , v _ 7 cc f , I ' w L n a 4 E - ' r o 7 - , > a , L ) n - , 0 c •« , - 0 ) .

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- - - a ) a ) 0 n " c i L a - r i 0 I Ena ble the mee t ings c i r - i L b t i of the Tra de Un ion Recogn it ion an d Cert i fica t ion Boar d ( TU R&CB).

Recovery of outstan ding emolume n ts for employees from defau lt ing emp loyers _ _ i• / V E N a .
, I C O L n 0 meet ings 0% 12 meet ings 5 Mee t ings •: r r y once every mon t h. Howe ve r on ly t hirty-three percent ( 33 %) of ta rg et set was achieved.

T his was due to t he u na va i la bi lity of t he Min ister w ho cha irs t he meet ings.

NACOSH is t he a dvi sory cou nc i l on OSH issu es.

T hesemeet ings are sta tutory meetings whic h are he ld on a mon t hly bas is.

T he meet ings were not he ld because t he Boa rd ha d expired an d was not reconst ituted.
TUR &CB i s a sta tutory board esta blis hed to reg u la te tra de u n ion bodies.

W hi le mee t ings s hou ld be he ld o nce per mon th, t here we re on ly fou r mee t ings - 42% of target se t w as ac hieve d. The shortfa ll was as a resu lt of t he li fe of t he boar d com ing to an end.

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E J 9 - > a ) O u n L c i Of t he tota l comp la in ts rece ived, T he Departmen t was a ble to tota lly resolve 1,063 cases, recover ing$92, 530,604, on beha lf of a ffected employees.
T his ac hieve men t of 56.5% of t hetota l comp la in ts fi led is reflect ive of t he comm itmen t an d dedica t ion of officers.The s hortfa ll was as a resu lt of some ma tte rs t ha t are st ill wit h t he officers becau se t hey were fi led in t he fina l mon ths of 20 15 whi le ot her ma tters a re st i ll be i n t he cou rt system p en ding hea r ings an d judge men ts.
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W The co nt inued restructu ring of the Department contributed to t he reduced target rea lized.

In a ddit ion, locat ion, poor reco rd keeping a nd Soc iet ies not co mplying w ith the Auditor's req uest a lso negatively impacted the Depa rtme nt's performance.
To compound matters, Societies we re reluctant to pay t heir contribut ions to t he Au dit an d Supervision fund from w hich pay ment is effected to t he auditors.

There is need for a strategy to be devised that w ill motivate t he societies to pay their contribut ions.

Lack of timely su bmission of fina ncia l state ments by Friendly Soc iet ies a lso a ffected target achievement.
The registrat ion of Cooperat ive a nd Friendly Societies is ba sed on requests received by groups des irous of registering such Societies.

Actua l expectat ions fell short due to lack of se nsitizat ion.

T his, in tu rn, was a direct result of inadequate resou rces - both human and fina ncial.

Inquiries are conducted based on co mplaints rece ived from Members of Cooperat ive a nd Friendly Societ ies.

The shortfa ll was as a resu lt of limited staff facing co mpeting priorities.
c t 4 r - - r - - Conduct Arbitrat ion hea rings in a timely ma nner in a ll cases meriting such intervent ions.

20 Societies • ‘ i n r n a .

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0 j In c — c 0 Arbitrations , 7 1 - r i 0 0% .

Arbitrat ions a re co nducted based upon request by a n aggrieved Member/ Society.
There were no suc h incidents in 2015 Min/ DEPARTMENT Z O .1.- W 1 I = c u c u n o , .

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l s o r y r e v i e w b y t h e i o c a S V e rif l S e r v i i c a t o n o f n a m e s i c es .
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0 n ' c 8 l = 'n 0 r i 1> - - c k e l n ) • I ) , _ C C 0 0 , 4 - - , = - , ca ° .

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c , C C F l I 4.19.
CENTRAL RECRUITMENT AND MANPOWER AGENCY TARGET SET FOR THE YEAR DESCRIPTION D C 2 = I f TARGET ACHIEVED ACTUAL NOS.

> - ANALYSIS OF SUCCESS AND FAILURE c c • o n a ) o r a , _ = t c E a o = O • , „= - 0 O .
C U _ , 0 C U - 0 0 _ O n a Ot a ° C U _ E a l 1_ C- 1 C 0 ) 00 LL = g C o 1 ;1E ' 0 0 o o 0 • _ r a r p i 0 ° _ O C ; L) I 2 - ° C U L - a - 0 0 ' E n 1.„ : W C C L c ) L C - o z s s l L o p I 0 C U 0 3 M 0 1 1 - r 1 L i ' 1 - n C U 0 c3 _ C o - 0 W n j- C e ) !c c - 0 C O 1 - n t t 0 I D t i c u C C C - 0 U C o ‘ a - j .

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n> 0 • E a C - • • - ▪ ▪ ▪ TARGET SET FOR THE YEAR TARGET ACHIEV ED 1 ANALYSIS OF SU CC ESS/FAI LU RE Description of Target 0' = c a 0 Actua l Nos.
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4 O 0 0 t i t r - I 0 ) 3 E ' T H 0 O C) The 'one- on —one' cou nselling wit h Jobsee ke rs p rovi ded capacity bu i lding a n d in format ion t hat e na bled info rmed occupat iona l choices cons istent wit h t he ir q u a li ficat io ns.
Cou nse lling inclu ded inte rview techn iq ues, approp r ia te dress codes an d appropria te stan da rds of condu ct w hen seeking employ m ent on co mplet io n of t he ir educat iona l p u rs u its.

4 r i c r i L n Inst itute Occupat io na l Cou nse l ling & gu i dance to jo bs ee kers.

c l : o L U Un derta ke pro mot iona l Visits to Pu b lic an d Pr ivate Secto r Age ncies.

z u - = - L O a t n i • 0 r e ) 0 i n c L e I t e 4 L I ) - .

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69 repo rts .

?

!

• • •' Prepa re statuto ry Repo rts for decis ion ma ke rs.
69 wee kly, mont hly, q ua rter ly, and annua l reports.

This projected target was based on a list of Agencies supplied by t he La bour Market Informat ion System of t he Min istry of Socia l Protect ion.

The vis its to Pr iva te and Pu b lic Sector Agencies a n d t he co l lect ion of vacancies were u n de rta ke n as a means of pro mot ing t he Services be ing offe red by t he Age ncy.
In a ddit io n, t he a im was to p rovi de a service to prospect ive jo bsee kers fo r t he pu rposes of improving t he ir live li hood.

1 These reports were ma n datory s ince t hey we re Statu to ry req u ire me n ts t hat ha d to be completed wit hin speci fic dead lines.

They covered t he six Reg io ns in which t he CRMA operates [ Regions - Us 2, 3,4, 5,6 & 10].

The u se of t he Depa rtme n t 's da ta bas e system ha s ma de it easier to ha ve repo rts done in a t ime ly manner.

4.20.
4.20.

BOAR D OF INDU STRIAL TRAI NING r - I C — r y 0 DESCRIPTION TARG ETS ACHIEVED ANALYSIS OF SUCCESS AND FAILU RE o n • o n c o 45 0 C O c v a a .0 O c o ¢ a , C C O a 0 C 0 • ' E r C V a L _ r o r t s a • - a ) C O U C O c l i t v c i a j u c v 106 appren t ices , 103 a rt isans Z C L Z 4 7' O O • .
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_ o _ o sE ▪ ▪ 4.21.
HUGO CHAVEZ R E HABILITATION CENTRE TARGETS SET FOR THE YEAR TARGETS ACHIEVED Description Quantity Actua l #s ' a g AN ALYSIS OF SUCCESS AND FAILU RE < 1: N I r i 9 - 1 Life Ski lls Tra in ing for Resi dents 3 courses - 6 weeks each I N 3 1 .

_ a l' u 0 a ) D Y a , v , L D L D 1 / 4 .

1 ) 4 ," c ; ."

.

a , = it , r i U - J C 0 1 1 7 t i 0 0 ; ., P r i L L .
i > C D C - s - , %00T 4 N r i N 4 N I L - i M Fun day for res i dents of t he Hugo Chavez 1 Event Centre Kite flying for Resi dents ( Pa ra dise Beac h) 1 Event 4 N L - - 1 Re ha b i litat ion an d Reintegrat ion of Res i dents 7 resi dents 5 reside n ts N 0 e 4 C V r i I i n n Englis h Litera ture a n d nu me racy p rogra mme for res iden ts 35 Res i dents r n I n c c W .

- 0 - a / C 4 - • v i .


- I 0 0 e 4 N r i Tra in ing of a ll Wa rd 13 Orderlies 13 Orderlies 0 e Orde r lies The a im of t his tra in ing was to have res i dents e ngaged in Nee dle work, fa br ic pa in ing a n d t ie-dying so as to promote t he ir se lf-suffic iency.

T he for mer two cou rses were successfu l as a resu lt of t he t ime ly ava i la bi lity of fu n ds whic h ena b led early p lann ing t here by securing compete nt facilitators.
Un fortu na te ly, t he 3rd cou rse — t he wood wo r k act ivity -was not p u rsu ed because of Adm in istra t ive glitc hes.

This eve n t did occu r. 80 Resi dents we re transported to t he Bota n ica l Ga rdens on August 24, 2015.

They were provided wit h specia l snacks an d were e ngaged in a nu m be r of games etc.

This event was deemed a success w hich was brought a bout by t he ava i la bi lity of t he req u ired fu n ds, pr ior p la nn ing an d the co mm itment of sta ff mem bers.
The a im of this act ivity was to improve socia lizat io n a mong resi dents.

Unfortu na te ly, w hi le t he act ivity wa s not held at t he planned loca t ion - Pa ra dise Beach — due to Construct io n works t hat we re ongoing at t he Beach, t he even t was held in t he Hugo Cha vez Ce n tre Compound and was a huge success.
The Ce ntre was successfu l in promot ing t he re integrat io n of t hese res ide nts wit h t he ir fa m i lies t hroug h reha bi litat ive p rogrammes, tra in ing an d cou nse lling sess ions.

The s hortfa ll in t he ta rget came a bout as a resu lt of resi dents not be ing rea dy for t he fina l leg of t his p rocess — t he re integra t ion w it h fa m i ly.
These programmes we re a imed at faci litat ing a grea te r leve l of u n de rstanding a n d con fidence a mo ng res i dents t he re by e ncou raging t hem to become more involved an d engaged in day-to-day life exper ie nces an d tra nsactions.

T hese sess ions were man dato ry a n d we re offered from Mo n days an d Fri days two hou rs each day t hroughout t he year.
This act ivity sought to en hance t he co mmu n ica t ion s ki lls- bot h spea king a n d listen ing ski lls of reside n ts in order to pro mote better commun icat io n among res iden ts an d to e na b le t hem to fo llow direct io ns.

This tra in ing was not offered because of financia l co nstra ints.

 C O L 0 C C o 0 L L L n _ C L i .

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C 7 4 -z • 7 , .


- o r 1 3 0 c o C a O , n - o t i a O TARGETS ACHIEVED C 14 0 c m ANALYSIS OF SUCCESS AND FAILURE •c r r - q W • = 4.

- O O 4.21.

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‘ 1, - ▪ ▪ 4.22.
UN PLANNED BUT IMPORTANT ACTIVITIES TARGET SET FOR THE YEAR TARGET ACHIEVED ANALYSIS OF SU CCESS AND FAILU RE DESCRI PTION OF TARG ET AMOU NT ACTUAL # " a t i !

4.22.4 CH ILDCARE P ROTECTI ON AGENCY 4 n n i i 4 1 - 1 Deve lop a n A lternat ive Care Po licy for Chi ldren 1 Po licy Pape r .

_ 1 - 1 u > - ' c e g , 0 1 - - a 4.22.6.

MEN'S AFFAI RS BUREAU 4- L a n .


- 1 n i Co lla borat ion wit h Ot he r Fa it h Ba sed and Other Orga n izat ions 3 G BV & HIV Preve n t ion W/ Shops M C O 0 > 6 C L > ' > L n 4 7 , .

c g u _ .

c a 4 n n i i 6 e N 2 GBV Tra in ing Wo rks hop > 0 ( > .

2 1 c _ , = i ^ n o a 4.22.6.3 Provi ding s upport fo r Inter nat io na l Wo me n 's Day.
1 Men 's Fo ru m 1 Men 's Fo ru m r i a ' • : ' 0 0 L - f , ' ' 0 c k ' ' 4 u i 4- De liver Awa reness Sessions w it h In dustry Organ izat io n s 1 GBV Sessio n t i t .

/ 1 C O > .

7 1 C 0 c" ; .'

: This was do ne in co lla bo rat ion w ith key sta ke holders and NG O pa rtners.

T he p lan was to deve lop a Nat iona l Po licy for Chi ldre n in need of Alte rnat ive Ca re: The Na t iona l Fra meworks fo r Support ing, Protect ing a n d Caring fo r C hi ldren.
Fu n ding ca me from UN ICEF a n d C hi l d Lin k. The draft docu ment is a va i la ble a n dw i ll be su bm ittedfor Ca binet App rova l. This tra in ing targeted Police Office rs an d Fa it h — Based Orga n izat ions in co lla boration w it h Roadsi de Bapt ist Ski lls Tra in ing Cen tre.

An officer of t he MA B co n du cted t he tra in ing.

The Tra in ing was con ducted on Fe bru ary 5 &6, Ap r i l 23 & 24 an d Ju ne 10, 2015 at The Roa dside Bapt ist Ski lls Tra in ing Cen tre.
The Ce n tre ha d secu red fun ding for t he works hops t herefo re M AB's ro le was t ha t of resource pe rson ne l / fa ci lita tor.

The Bu reau co lla borated w it h t he Min istry of Hea lt h in fac i lita t ing t his tra in ing fo r Commun ity Po lic ing Group Mem be rs draw n fro m a ll 10 Reg io n s. Tota l pa rt icipants were 135 a nd it was he ld o n March 4 & 5 a n d 19 & 20 at t he Ocea n View Co nvent io n Ce n tre.

T his act ivity was achieved s ince fu n ds were ma de ava i la ble by M OH.
The Departme n t colla borated wit h t he Min istry of Cu ltu re, You t h a n d Sport in host ing a men 's forum rega rding t heir ro les an d inte ract ion w it h wome n. T he act ivity was u n de rta ken since fu n ds were re leased in a t ime ly m anner.

The departmen t colla bora ted wit h t he Guyana Business Coa lit io n on Hea lt h Awa re ness in hosti ng a GBV tra in ing fo r 20 employees of mem ber o rgan isat ions.
These included GNSC, Ha n d-in-Han d, Pegasu s, Repu blic Ba n k, Be harry Group of Compan ies, Guya n a Go ld a n d D ia m on d Miners Associa t io n. Fu n ding was p rov i ded by t he GB Coa lit io n a n d t his was an opportu n ity for MAB to showcase its ro le an d 4.22.17.

COOPERATIVES r l 0 W TARGET SET FOR THE YEAR DESCRIPTION OF — AMOUNT TARGET ACHIEVED ACTUAL # TARGET •r t n i N T 1 c c c d a • c I - L .

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22.

19.

CENTRAL RECRUITMENT AND MANPOWEF 4.22.

19.1 Collaborat ion w ith ot her ministries / Agencies.

MOCYS' Career Day Fa ir 1Career Day fa ir , .

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< ( 3 L J J Z U › - 1 Career Day Fair , - I 00 e .

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.

4.22.19.2 Tow n Week Celebration 1 Linden Tow n Week Programme.

1 Linden Tow n Week Event r i 0 0 o R 4.22.19.3 Outreach Visit to Region #1 1 Visit 1 Visit 100% ANALYSIS OF SUCCESS AND FAILURE The follow ing tra ining op portunities beca me a va ila ble in 2016: Ministry of Public Service offered Customer Serv ice tra ining for 3 employees.

The NM training p resented no cost to the Ministry.
Computer World - 1 employee was se lected a nd released to pursue Computer Studies This initiative w as facilitated by jo int efforts of the Personnel and Cooperatives Depa rtme nts.

Funds we re ava ilable from the Ministry's Tra ining Budget to meet t he costs at Computer World.
The Financial Intelligence Un it in co lla borat ion w ith the Ministry of Finance hosted two seminars/w orkshops for Anti- Money Laundering in w ith the Chief Cooperat ive Development Officer & Ass ista nt Chief Cooperative Development Officer attended All unplanned activities of the Depa rtment were highly successfu l. This w as necessary due to t he introduct ion of t he Ant i-Money Laundering Law and ena bled the staff to be more technological advanced for the execut ion of their duties.
Tra ining is a lso mandatory in o rder to tra in the Com mittees of Management of Societies.

This activity w as a colla borat ion effort between t he Ministry of Lu iture Yout h and Sports a nd t he Ministry of Social Protect ion ta rget ing 3rd, 4th and Sfil Form Students in Region # 4 a nd provided them w ith the informat ion needed inchoos ing a ca reer path.

The event a llowed t he Depa rtment to promote its miss ion a nd fu nct ions.

.
.

The participat ion of the M inistry of Labour Human Se rvices and Social Security in L inden Tow n Week act ivities, w as a s a resu lt of the Ministry's commitment of s howcasing its Serv ices.

As a policy decision by t he Hon.

Minister a nd w hich is be ing implemented by t he Permanent Sec reta ry Ministry of Soc ia l Protect ion, t he Depa rtments collaborated in a v isit to Region #1 Ba rima Wa ini.
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6.0 ANN EXES w x 1: RECURRENT BUDGET 2015: PLANNED AND ACTUAL 0 .
c e 0 0 .

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e t c r i 0 0 0 REVISED LINE ITEM $G FROM ESTIMATES 113,749,000 ACTUAL EXPENDITURE G$ r VARIANCE G$ VARIANCE 113,747,098 1,902 0.99 - .

1 6221-6322 OTHER CHARGES I — L 1 0 — , I < N I c o n r .

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0 ,11 ADMINISTRATION i .

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, I CHILDCARE PROTECTION C O r - i , - L I AGENCY c 0 .

- - I m c r TOTAL EMPLOYMENT COST (INCLUDING OVERHEAD EXPENSES) , - - I N- o 1 4 - i .
N I 0 0 c s , ' N o 0 J 0 Ni c 0 0 0 0 1 281,758,000 .

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- 1 102,822,000 N N c r N u C 0 O ' ) 0 0 N 0 0 0 0 0 0 ' i n N I f 0 1 c c i 0 0 0 98,044.051 207,041,776 281,672,126 C F 487,418,307 C r r 8,041,411.785 N N r - : C T I d l- N • .

N c t i s c o L f ) • J .

85,874 N, 0 1 - I l D C I ) c - N N c ( s .

n- I f , 8,810,502,218 131,674,421 42,535,782 233,579 527,598,000 8,043,682,000 8,853,038,000 131,908,000 0 6 .
f C O 8,043,682,000 m 0 a 131,908,000 0 0 U 1 0 6 Y ; 295,649,000 427,557,000 180,278,000 295,649,000 427.557.000 _ 180,278,000 283,959.449 r - i L O C O c r i L n i n , - - i 379,110,954 179,745,930 .

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4 0 1 i n c i C 1 1 C r ) I — I - 0 < • < 0 mINIS I KY l OTAL - 1 i ( 1 Z 6221-6343 OTHER CHARGES 4.

3.
3.

247,501,000 427,779,000 9,922,394,000 247.501.000 1 _ _ 427,779,000 9,922,394,000 234,007,784 413.753.714 s C N 0 t O o .

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0 75,534,264 .

- i 0 0 0 1 N c l l N l D ANNEX 2: CAPITAL BUDGET 2015: PLANNED AND ACT UAL PROGRAMME DETAILS BUDGET ACTUAL VARIANCE VARIANCE 1.
MINISTRY ADMINISTRATION SOCIAL SERVICES LABOUR ADMINISTRATION CHILDCARE PROTECTION AGENCY TOTAL CAPITAL EXPENDITURE CAPITAL EXPENDITURE CAPITAL EXPENDITURE CAPITAL EX PENDITURE c i t L n D 0 N e t 9,000,000 0 6 0 1 0 0 6 0 r n g z r < - 1 6 C T ' k r > L D o c n a l e - I C e N o 6 0 0 0 ‘ .

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1 d-N ' r s j. I L D c r , L n l 6 0 u N l r n 0 31,300,000 23,258,256 0 0 i-0 c < 4 .
z r r 75,800,000 56,237,261 19,562,739 3.08 4.

3.

2.