Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1698074326099.pdf (Guyana)
ANNUAL REPORT 2012 MINISTRY OF LAB<)UR, HUMAN SERVICES & SOCIAL SECURITY If I I • • • • 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.S.

4.6 • 4.7.

4.8.

4.9.

4.10.

4.11.

4.12.

4.13.

4.14.

4.lS.

4.16.

4.17.

4.18.

4.19.

4.20.

4.21.
4.20.

4.21.

ADMINISTRATION ACCOUNTS PERSONNEL CHILD CARE AND PROTECTION AGENCY WOMEN'S AFFAIRS BUREAU MEN'S AFFAIRS BUREAU NIGHT SHELTER DOCUMENTATION CENTRE PROBATION AND SOCIAL SERVICES DEPARTMENT PALMS GERIATRIC CENTRE MAHAICA HOSPITAL GUYANA WOMEN'S LEADERSHIP INSTITUTE WOMEN OF WORTH UNIT COUNTER TRAFFICKING IN PERSON UNIT STATISTICAL DEPARTMENT LABOUR DEPARTMENT COOPERATIVES DEPARTMENT MISU DEPARTMENT CENTRAL RECRUITMENT AND MANPOWER AGENCY BOARD OF INDUSTRIAL TRAINING UNPLANNED 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 4 9 10 10 11 38 38 39 40 41 42 4S 46 47 49 Sl Sl S3 SS S6 S6 57 58 60 60 61 61 63 65 66 67 2 • • • • ABBREVIATIONS AND ACRONYMS Board of Industrial Training Central Recruitment and Man Power Agency Counter Trafficking in Persons Early Childhood Development Domestic Violence Gender Based Violence Government Information Agency Georgetown Public Hospital Corporation Guyana Women Miners Organization Guyana Sugar Cooperation Guyana Women's Leadership Institute Human Immunodeficiency Virus I Acquired Immune Deficiency Syndrome Integrated Financial Management Accounting System International Labour Organisation Local Board of Guardians MEN'S AFFAIRS BUREAU La Convenci6nlnteramericana para Prevenir, Sancionar y Erradicar la Violencia contra la Mujer (Inter-American Convention on the Prevention, Punishment, and Eradication of Violence against Women) Ministry of Finance Ministry of Health Men who have Sex with Men Non -governmental Organization National Resource and Documentation Centre for Gender and Development Occupational Health & Safety Probation & Social Services Officer (Centre for Childcare Protection) Public Assistance Public Accounts Committee Patient Care Assistant Public Service Commission Public Service Ministry Parent, Teacher Associations National Training Programme for Youth Development Regional Development Council Regional Women's Affairs Committee Trafficking in Persons Technical Vocational Education and Training
 United Nations Population Fund Women's Affairs Bureau Working Group on Enhanced Cooperation BIT CRMA CTIP ECO DV GBV GINA GPHC GWMO GUYSUCO GWLI HIV/AIDS IFMAS ILO LBG MAB MESCVI MOF MOH MSM NGO NRDCGD OH&S P&SSO {CP} PA PAC PCA PSC PSM PTAs NTYPE RDC RWAC TIP TVET UNFPA WAB WGEC 3 • • • • • • 1.0.
EXECUTIVE SUMMARY During the year 2012, the Ministry of Labour, Human Services and Social Security continued its untiring 'to contribute to economic ond socio/ development by mointolning o stable pursuit of its mission - industrial relations climate, formulating policies ond providing integrated employment, training, socio/ ond we/fore services'.

The several programmes of its twenty departments were executed by a workforce of four hundred and eighty three (483) staff members.
This figure represented 88% of the total authorized establishment of the Ministry (550 positions).

The total cost of the provision of the services was cited as $6,161,821,139 at December 31, 2012 .

The Ministry discharged its responsibility through three programmes, namely, Programme 1 - Ministry Administration, Programme 2 - Socio/ Services, and Programme 3 - Labour Administration, continuing its contribution to Guyana's Poverty Reduction Strategy.
This effort was undertaken largely through the promotion of a safe and healthy work environment, the promotion/ maintenance of a relatively stable industrial environment and the provision of essential social services to the poor, under-privileged and vulnerable in society.

In so doing, the Ministry continued to support the national goals of economic and social development .
In July, 2012, at the Fifty-Second Session of the United Nations Committee on the Elimination of Discrimination Against Women (CEDAW) Guyana's Seventh and Eighth Reports were presented thereby providing a good and full account of the status of the implementation of this Convention in Guyana, as it pertains to the advancement of women's rights and the attainment of gender equality in our country.

All of the activities that were undertaken contributed to the level of achievement that was realized .
Notwithstanding this fact, several activities are singled out under each programme, largely as a result of their innovative nature as well as depicting a more direct link to the beneficiaries served.

Highlights of the year's programme execution are as follows are: Programme 1.
Administration Comprising the Administration, Personnel, Accounts, the highlights of this support cluster are as follows: • Concluded the Repairs to Head Office's roof which had commenced in 2011 along with the replacement of electrical fixtures and fittings.

• Financial transactions were undertaken with strict adherence to financial policies as was detailed in the Fiscal Management and Accountability Act, the Procurement Act and other related fiscal and stores regulations.
• Over 60% of vacancies were filled with the recruitment of staff to the various Divisions within the Ministry.

However, this percentage still fell short of the targeted amount of 75% .

Programme II.
Programme II.

Social Services Within this cluster of critical Departments that spoke to one of the two core functions of the Ministry, the following achievements were realized: 4 OLD AGE PENSION !OAPl AND SOCIAL I PUBLIC ASSISTANCE !PAI • • By the end of 2012, thirty nine thousand, two hundred and ninety one (39,291) OAP Books and ten thousand, five hundred and twenty-two (10, 522) PA books were issued.
Guyanese from all 10 Administrative Regions who are considered to be living under difficult circumstances were given assistance.
This included the provision of spectacles to pensioners and school aged children, payment of funeral expenses in respect of poor families, payment of medical expenses, granting of financial assistance, provision of food and house hold items to fire victims and others in difficult circumstances, financial and technical assistance to vulnerable individuals and families, particularly, the single parents, to enable them to venture into small economic projects, so as to help them to obtain a sustainable livelihood.
WOMEN OF WORTH !WOW) MICRO-CREDIT SCHEME • This Department continued to provide assistance to single parents (mothers).

At the end of December, 134 WOW recipients have repaid their loans for the period under review, 67 single parent women were granted second, third and fourth loans, 64 of these are second time borrowers, two are third time borrowers and one is a fourth time borrower.
• The programme has been quite successful; however there are some challenges which must be addressed to reduce the default rate by loan recipients.

WOMEN'S AFFAIRS BUREAU !WABl AND THE MEN'S AFFAIRS BUREAU !MAB!

• Both the Women's Affairs and the Men's Affairs Bureaus continued to conduct workshops, sensitization and awareness sessions across the country on gender-based violence and sexual abuse.

To date sessions were conducted in Regions, 1, 2, 3, 4, 5, 6 and 10.
CHILDCARE &PROTECTION AGENCY (CCPAl • The three Government-owned Care Centres (safe houses), for children in need of protective care, continued to be over populated due to an increased number of children being made vulnerable by inadequate parental care and child abuse.

Apart from the Government Care Centres, the 20 private Children's Homes and Orphanages also had issues of overcrowding.
Admission to these institutions are the responsibility of the CPA and in spite of the best efforts to prevent separation of a child from their family unit, utilizing the Foster Care Programme and institutional care as a last resort, the total number of children therein is at an all-time 'high'.

There were 805 children in institutional care at the end of 2012, with 220 at the Government managed Care Centres in Sophia, the Drop-in-Centre and the Mahaica Children's Home.
• Cabinet approved the appointment of a New Visiting Committee with the main objective being, 'to ensure the compliance of childcare Institutions with the Minimum Operational Standards and that children receive optimal care in keeping with their rights'.

This Committee was officially launched by the Hon.

Jennifer Webster, Minister of Human Services and the First Lady, Ms. Deolatchmee Ramotar on 24'" May, 2012.
• By the end of 2012, the Child Care and Protection Agency was able to provide support to approximately 16,934 vulnerable children and their families through various poverty alleviation 5 • • • • • • • • • • • initiatives, parental counseling, which included education and training to prevent unnecessary separation of children from their parents .
GUYANA WOMEN'S LEADERSHIP INSTITUTE IGWLll , A computer/office procedure training programme that commenced at the institution on the 22•• May, 2012 concluded on 28'" September, 2012.

Forty (40} young women between the ages of 17 to 40 years were trained in different skills in an effort to enhance their livelihood.
, On the issue of Sexual and Domestic Violence, the Ministry continued to work with Government and Non-Governmental Organizations through the Domestic Violence Oversight Committee, the Women and Gender Equality Commission, the National Task Force for the prevention of Sexual Violence to work towards the elimination of this scourge from the Guyanese society.
Further, assistance was provided by our international donor partners UNICEF, UNDP, UNFPA, UN Women and USAID to support initiatives which are being undertaken.

TRAFFICKING IN PERSONS !TIP!

, The Counter-Trafficking in Persons (C-TIP} Unit continued to focus on awareness and sensitization programmes, engaging relevant stakeholders, as well as members of the public in all ten Administrative Regions in its quest to combat human trafficking in Guyana.
These programmes included information on the functions of the Unit, as well as the Ministry's mandate on this issue as stipulated in the Act.

SUPPORT TO THE HOMELESS , The Night Shelter is a 24-hour facility for those persons who are homeless.

It provides shelter, meals and other facilities not available on the streets and accommodation for approximately 200 persons, who are homeless due to various circumstances.

, The Palms is the largest institution providing care for senior citizens in Guyana.
At the end of 2012, it catered for the needs of 2S2 persons (127 males and 125 females in eight Construction work continued on the facility at Onverwagt-Centre for the Re-Integration and Rehabilitation of the Homeless.

This facility will house approximately 180 homeless persons .

Programme II/.
Programme II/.

Labour Administration • During the period under review, the Department of Labour continued to promote the maintenance of a stable Industrial Relations climate through its many strategies and interventions, aimed at ensuring that both workers and employers maintain and uphold internationally accepted labour standards.

• The Guyana Sugar Corporation had 84 strikes for the first half of the year.
The Ministry, in an effort to reduce the number of man days lost and the financial impact on the Guyana Sugar Corporation, had compelled them to set up a Commission of Inquiry in an effort to reduce the disputes.

Several investigations were held with respect to disputes, which had occurred and a final report with recommendations was submitted.

6 • There were several workplace accidents occurring mainly at the Sugar Estates, Banks DIH, National Insurance Scheme and the mining sectors.
Amongst those were five fatalities which had occurred in the mining and construction sectors.

Officers were identified to conduct investigations into these fatalities and reports were prepared and submitted.

• The Decent Work Country Programme (DWCP) of Guyana (2012-2015) was approved by Cabinet.

The Tripartite constituents and the Officer in Charge, ILO Decent Work Team, made a commitment to work together towards implementing and supporting the programme.
On the 13th April, 2012, Guyana became the ninth country to sign the Agreement.

• The Minimum Wage for certain categories of workers was revised and submitted by the Department to Parliament.

These were approved.

Two arbitrations were set up by the Department during the year.

• The Department recommended several Occupational Safety and Health Regulations i.e.

Regulation in HIV/AIDS, Noise, Chemical, Manufacturing and Mining to name a few.
These are under consideration for implementation in the new year.

• The School Retention and Child Labour Prevention Programme, which commenced on August 16, 2011 continued in 2012 with ongoing financial support by the 'In-Focus' Programme on Child Labour (ILO//PEC).

This programme which was implemented in Regions 4 and 10, aimed at reducing the rates of truancy, and child labour activities.
EMPLOYMENT SERVICES (CRMAI • In collaboration with employers and potential employees, steps were put in place to reduce the time taken to fill existing vacancies.

By the end of 2012, 1,531 persons gained employment out of a target of 1,850, a success rate of 83%.
• Additionally, the service to both employers and potential employees has been modernized as a result of the availability I accessibility to 'virtual' job market information, as well as an automated registration system on the Ministry's website, that allows potential employees to register online.

BOARD OF INDUSTRIAL TRAINING !BIT!


• In preparation for the execution of the 2012 phase of the National Training Project for Youth Empowerment (NTPYE), placements within the industrial and commercial sectors throughout eight of the 10 Administrative Regions were secured for early school leavers.

The sectors included agriculture, mining, engineering, building construction, identified for training hospitality, health and clerical.
• The Apprentice Programme continued in 2012 with five persons graduating with Certificates of Competency from the Guyana National Industrial Company Incorporated (GNICI) and 42 commencing training as Sugar Boilers and Instrument Repair Mechanics at the Guyana Sugar Corporation (GUYSUCO).

• A new traineeship programme commenced in September, 2012 with the BARAMA Company.

7 • • • • •• • In retrospect, 2012 has been a relatively successful year, although there were some constraints encountered.
The Administration continued to work towards the achievement of efficiency levels.
Some of the most critical constraints have been (a) the challenge to attract the appropriate numbers and quality of technical skills to fill positions that are deemed key and critical to the fulfillment of our mandate; (b) insufficient funds to enable our Departments, especially in the social services, to attain the reach that is necessary to diffuse the impact that is already discernible to even more of our constituencies, and to inculcate and institutionalize a culture of continuous learning by exposing staff to developmental initiatives, so vital given the variety and complexity of social ills in the society today; (c) inadequate technological infrastructure as well as connectivity, necessary to propel our work processes to the next level consistent with the benefits and expectations associated with 21"century innovations .
Notwithstanding these real concerns, progress continues with a workforce that is hardworking, dedicated, and committed to workingtogetherto realize even greater gains in the year that is ahead.

Finally, this report would not be complete if the sterling support and contributions of our social and development partners, in supporting the implementation of our many programmes, is not acknowledged.
The Ministry is greatly indebted to these individuals and groups and will continue to maintain and forge partnerships with government and non-governmental organizations to improve upon the delivery of services provided throughout the country.

Without their support, in funding as well as the provision of their time and skills, the level of results that have emerged from 2012's programme execution would have not been realized .

• • • • • 8 • • • • • 2.0.


MISSION STATEMENT TO CONTRIBUTE TO ECONOMIC AND SOCIAL l DEVELOPMENT BY MAINTAINING A STABLE j INDUSTRIAL RELATIONS CLIMATE, !

FORMULATING POLICIESAND PROVIDING I INTEGRATED EMPLOYMENT, TRAINING, SOCIAL l AND WELFARE SERVICES.

"·~.

9 ~ • • • • • 3.0.

ORGANIZATION AND MANAGEMENT 3.1.
ORGANIZATION STRUCTURE MINISTERS OF LABOUR, HUMAN SERVICES & SOCIAL SECURITY BOARDS COMMISSIONS Local Board of Guardians DEPUTY PERMANENT SECRETARY Poor Law Commission National Commission for the Elderly Guyana Women's Leadership Institute National Insurance Scheme pBOGMMME1 ADMNISTRATM PROGMMME 2 DIRECTOR OF SOOAL SERVICES NRDCGD Child care & Protection Agency National Commission of the Family Guyana Relief Commission PROGMMMEJ OIEF lA80UI OCCUPATIONAL WE1Y A HEALTH OFFICER Prlnclpal Assistant Secretary, Finance, Budpt I Finance Principal Assistant Secretary, General, Admlnlstntlon, Registry Prlndp1I Personnel Officer, Personnel ..... 0 WAB MAB Palms Mahalca Hospital Stnistlcal Unit Industrial Relations, Occupation Safety Health Department Vulnerable Grpum; Women Of Worth Counter Trafflddna In Person Dlfllcult Clrtumstances Unit Sexual & Domestic Violence Central Recruitment &ManPower Agency Co-operatives Division lloird of Industrial Training 3.2.
D ESCRIPTION OF DIVISIONS 3.2.1.

A DMINISTRATION The ultimate responsibi lity for sound and appreciative management of service delivery is reposed in the Office of the Permanent Secretary, which operates as t he principal accounting authority for the Ministry.
The Permanent Secret ary, as Head of Administrat ion, is supported by a Deputy Permanent Secretary, a Principal Assistant Secretary {General), a Principal Assistant Secretary (Finan ce), as well as other middle and junior levels of ancil lary st aff.

3.2.1.1.

MISSION The mission of the Admin ist ration Division is '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.
3.2.1.2.

FUNCTIONS This Department executes its mandate through the following functions: Co-ordination of the work programmes of all sections of the Ministry.

Init iation of policy changes and presentation of proposa ls to Cabinet for consideration and approval.

Provision of accounting and personnel services.

Facilitation of staff attendance at Conferences and Seminars etc.

Assessment of organizational needs and changes and presentation of proposals to the Public Service Ministry for redress.
Provision of typing and re cord management services.

Co-ordination and preparation of t he Annual Estimates.

Attending to all admi nistrat ive correspondence.

Maintenance of bui ldings, equipment and ve hicles.

Direction and supervision of cleaners, handymen and drivers.

3.2.1.3.
3.2.1.3.

ORGANIZATIONAL STRUCTURE MINISTER Confi dential Secretary Permanent Secretary Confidential Secretary Deputy Permanent Secretary Principal Assistant Secre tary (G) Administrative Assistant Confidential Secretary Assistant Secretary (G) Cleaners Drivers Handymen Office Assistants Typist Clerks 11 • • • • • ... 3.2.1.4.
STAFFING At the end of December, 2012, the staffing position of the Administrative Department was as follows: POST Permanent Secretary Deputy Permanent Secretary Principal Assistant Secretary (G) Assistant Secretary (G) Administrative Assistant Confidential Secretary Registry Supervisor Typist Clerk 11/1 Senior Office Assistant Office Assistant Cleaners Handymen Driver (5) plus 2 Driver Mechanics Total 3.2.2 ACCOUNTS STAFF ESTABLISH -MENT 1 1 1 1 1 1 1 6 1 3 8 2 7 34 3.2.2.1.
MISSION : The mission of the Accounts Department is : No.

FILLED No.
FILLED No.

ACTING VACANCIES Excess COMMENTS Verified with PPO Dec9, 2013 To provide financial support for all three programmes at the Ministry; Administration, Social Security and Labour, within the ambit of the Fiscal Management and Accountability Act (2003), the Procurement Act and Regulations (2003), the Financial Regulations, the Stores Regulations and Financial Circulars .

3.2.2.2.
3.2.2.2.

FUNCTIONS: The key functions of the Department are listed below: ~ Payment of all emoluments to staff.

~ Preparation and submission of Income Tax Information Form 11 to the Guyana Revenue Authority.

~ Presentation of employees individual Income Tax Statements Form B, on time for submission to the Guyana Revenue Authority.

~ Preparation and submission of Cash Flow Statements; request funds to facilitate the completion of the Ministry's work programme.
~ Preparation of first quarter and half yearly reports for presentation to the Ministry of Finance.

~ Preparation and processing of Payment Vouchers, Advances and Cash Orders.

~ Preparation and submission of payments on motorcar advances and personal advances to the Ministry of Finance.

~ Management of the Ministry's bank accounts, including the Imprest Accounts.

~ Collection and banking of all revenues.

~ Preparation and submission of monthly revenue statements to Ministry of Finance .
~ Payment of Old Age Pension to Shut-Ins.

~ Facilitating payment of Old Age Pension and Public Assistance via the Guyana Post Office Corporation.

~ Preparation of request for virement and supplementary provision when necessary.

• • • • • • 12 3.2.2.3.
ORGANIZATIONAL STRUCTURE ~------~ Permanent Secretary Principal Assistant Secretary (Finance) Accounts Field Audit Expenditure Planning & Management Unit Store Keeper 111 Chief Accountant Field Auditor Stores Attendant Supply Expediter Accountant Stock Verifier Expenditure Planning & Management Analyst Receipts & Payments Assistant Accountant Votes Assistant Accountant Clerk 111 lmorest Clerk 111 Imprest 3 Clerk 11 3 Clerk 11 Clerk 111 (NIS) Salaries 4 Clerk 11 Clerk 111 (Exams) 2 Clerk 11 Voucher Room Attendant 3.2.2.4.
THE STAFFING OF THE ACCOUNTS DEPARTMENT AT THE END OF DECEMBER, 2012 WAS AS FOLLOWS: STAFFING POST PAS (F) Chief Accountant Accountant Assistant Accountant Storekeeper 111 Field Auditor Stock Verifier Clerk 111 Clerk 11 Expenditure and Management Analyst Stores Attendant Supply Expediter Voucher Room Attendant TOTAL STAFF ESTABLISH -MENT 1 1 1 2 1 1 1 4 12 2 1 1 1 29 No.

FILLED 1 1 1 1 1 1 0 1 11 1 1 1 1 22 No.


ACT -ING - - - - - - - - - - - - - 13 VACANCIES COMMENTS The department operated without Its full complement of staff which impacted negatively on the timeliness with which some queries were addressed.

- - - 1 - - 1 3 1 1 - - - 7 • • • • • • • • • • • 3.2.3.

PERSONNEL 3.2.3.1.
PERSONNEL 3.2.3.1.

MISSION The Mission of the Personnel Department is 'to ensure that there is effective and efficient interpretation and implementation of off personnel policies to the satisfaction of management and employees, and also to maintain o healthy relation climate within the Ministry'.

3.2.3.2.

FUNCTIONS The Central Personnel Department executes its mandate with the coordinating and the maintenance of personnel activities and records respectively.
Specifically, the functions exercised in this Department are as follows: Liaising with the Public Service Ministry to ensure that staff are recruited as is indicated; Execution of contracts for persons employed on contract gratuity terms; • • • Maintenance of the Inventory of Positions, as well as the Ministry's Staff Listing, working with the • • • • • • • • Public Service Ministry and Public Service Commission in order to ensure accuracy.
Preparation and submission of superannuation papers for retirees to MOF and PSC.

Updating of Record of Service and Maintaining Inventory of Job Descriptions Processing of disciplinary matters.

Submission of recommendations for Duty/Acting/ Responsibility Allowance Processing applications for Duty Free concessions and motor car advances.

Reclassification/ re-designation of positions .

Processing personnel related matters, including salaries and wages anomalies; leave applications; National Insurance.
Addressing the training needs of employees, including orientation of new members and respond to external training requests.

3.2.3.3.
3.2.3.3.

ORGANIZATIONAL STRUCTURE The Chart below depicts the way in which this Department is organized: Permanent Secretary Principal Personnel Officer Senior Personnel Officer Personnel Officer 1 Clerk Ill (G) Clerk Ill (G) Clerk Ill (G) Clerk II (G) Clerk II (G) 14 3.2.3.4.STAFFING At the end of December 31, 2012, the authorized and actual staffing for the Central Personnel Department was as follows.
POST Principal Personnel Officer Senior Personnel Officer Personnel Officer I Clerk Ill (G) Clerk 11 (G) Data Processing Operator 1 TOTAL STAFF ESTABLISH- No.

MENT 1 1 1 3 2 •o 8 FILLED 1 1 1 0 2 1 6 No.

ACTING VACANCIES EXCESS COMMENTS 0 0 0 3 0 0 3 1 1 NOTE: The position of Data Processing Operator 1 is on the establishment of the MISU and Labour Departments.
However, the post holder previously served in Region 6 Personnel Department in similar capacity and was transferred to the Ministry in same capacity.

The post holder was utilized for her skills within the Personnel Department.

3.2.4.

CHILD CARE AND PROTECTION AGENCY 3.2.4.1.

MISSION: 3.2.4.2.
MISSION: 3.2.4.2.

FUNCTIONS The main functions of the Department are listed below: >- Provision and maintenance of childcare centres and facilities for children in need of care and protection in order to promote care and protection for children.
>- Provision of 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.

>- Placement of children in foster homes or orphanages or other places of care where protection of the children can be obtained.

Supervision of foster children and foster parents.


>- Promotion of prescribed standards and other requirements of care within childcare facilities or in any other setting to ensure the best development of the child; and compliance with regulations and minimum standards.

>- Assessment of applications for foster care, guardianship and adoption, and provision of recommendations and assistance to the courts and other authorities involved in determining such applications.
>- Making 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.
Investigation of allegations, reports or complaints of abuse or neglect of children and provision of services for the recovery and rehabilitation of children who have suffered abuse.

>- Provision of care and protection for vulnerable children, including orphans, children infected with or >- affected by HIV/AIDS and children with mental or physical disabilities.

15 • • • • • • l" Provision of training for persons engaged in the care and protection of children.
l" Co-ordination of and monitoring the activities of other persons, including non-governmental organizations engaged in the care and protection of child abuse and neglect.

l" Promotion of the rights of the child, as well as public awareness of those rights.

l" Licensing and registration of private child care facilities and ensuring compliance with the prescribed standards and regulations.

l" Liaising with regional and international organizations in matters relating to the welfare of children.
l" Making proposals and recommendations on the enactment or improvement to laws relating to the welfare of children.

In discharging its functions, the Agency acts in accordance with the Childcare & Protection Agency Act 2009, other relevant law, the directions of the subject Minister and the policy of the Government of Guyana • 3.2.4.3.
ORGANIZATIONAL STRUCTURE PERMANENT SECRET ARY DIRECTOR DF CHILDREN SERVICES 1-0 LEGAL COUNSEL I I CHILO PSYCHOLOGIST I CONFIDENTIAL SECRETARY I I I I OFFICE AsSISTANT (2) I I HANDYMAN (2) I I CLEANER (3) I I I DEPUTY DIRECTOR I I DEPUTY DIRECTOR I 1 Executive Officer (Early Childhood Dev.)

CONFIDENTIAL SECRETARY I I I I SUPERVISOR ADMIN.

OFFICER INSPECTOR OF CONFIDENTIAL SECRETARY I MANAGER MANAGER 2 MANAGERS (ADOPTION) (CHILD ABUSE) (FOSTER CARE) I I I Snr.

P&SSO-CP Snr.

P&SSO-CP SNR.


P&SSO-CP Team Leaders (8) Team Leaders(S) TEAM LEADERS (1) I P&SSO-CP I Typist Clerk (1) I I P&SSO-CP (24) I I P&SSO-CP (24) I VEHICLE DRIVER (4) TYPIST CLERK (3) I I ADMIN.

OFFICER (CHILDREN'S HOME) PURCHASING OFFICER (2) - - ...j TYPIST CLERK HOUSE(3) Coev.&M&El I SOCIAL SERVICES Systems Develop.

Coord.
Coord.

(ll f-- ASSISTANT (30) System Development MAID(8) I --l COOK (6) u System Support H Data Entry Clerk (1) KITCHEN ...., ASSISTANT (3) Officer (1) I I CLERK 11 (G)-4 I HOMES I Senior Registration & License Officer (3) I Reg.& I License Officer (10) 16 3.2.4.4.

STAFFING At the end of December, 2012, the staffing position of the CHILO CARE AND PROTECTION AGENCY was as follows: No.

No.
VACANCIES COMMENTS FILLED ACTING POST Director Deputy Directors Executive Officer (Early Childhood Development) Programme Managers Lawyer Child Psychologist Administrative Officers Inspector of Homes Senior P&SSO (CP) Senior Registration & License Officer Registration & License Officer Junior P&SSO (CP) House Service Supervisors Social Services Assistants Cooks Kitchen Assistants Maids Clerk II Typist clerks Data Entry Clerk Systems Development Coordinator System Development Officer System Support Officer Confidential secretaries Handymen Office Assistants Purchasing Officers Vehicle Drivers Cleaners Total No.
of Positions STAFF ESTABLISH MENT 1 2 1 4 1 1 2 1 10 3 10 48 3 30 6 3 8 4 s THERE WERE 10 RESIGNATIONS; 2 TRANSFERRALS AND 1 CONTRACT NOT RENEWED.
Staff increases - In 2012 the Agency got approval for increases in its organizational structure to provide for its ECO Programme with the enactment of the Child Care & Development Services Act 2011, which is an Act to facilitate the registering & licensing of day care facilities and the launching of a national ECO programme 3.2.5.
Women's Affairs Bureau The Women's Affairs Bureau {WAB) was established as the National Machinery for promoting the advancement of women.

It plays a key role in the formulation process on issues related to the status of women.

Its major responsibility is to create avenues for the full integration of women into national development.

3.2.5.1.

Mission The promotion of rights and pratectian, economic empowerment, and equal opportunities for women and girls.

3.2.5.2.
3.2.5.2.

Functions The WAB executes its mandate through the discharge of the following functions: • Ensuring administrative approaches exist in the policies and programmes of all Ministries and Agencies including the Private Sector.

• Providing a referral service for women .

Initiating gender-based research and provide disaggregated data to inform policy and programme 17 • • • • • • • • • • • • Formulation.
• • Maintaining a public education programme, which will ensure a clear understanding of issues of concern to women.

Addressing issues of concern related to the girl child.

• • Contributing to the formulation of policies for the advancement of women in Guyana .

3.2.S.3.

ORGANIZATIONAL STRUCTURE The Chart below depicts the way in which this Department is organized: PERMANENT SECRETARY DIRECTOR, SOCIAL SERVICES Administrator (WAB) Secretary WAB Officer WAB Officer WAB Officer 3.2.S.4.
STAFFING At the end of December, 2012, the staffing position of the Women's Affair Bureau was as follows: POST STAFF ESTABLISHMENT No.

FILLED No.

ACTING VACANCIES COMMENTS Administrator Women's Affairs Bureau Officers Secretary TOTAL 1 3 1 5 1 2 1 4 0 1 0 1 0 0 0 0 3.2.6.

MEN'S AFFAIRS BUREAU 3.2.6.1.


MISSION : The mission of the Men's Affairs Bureau (MAB) Is: '7o enable men ond boys to achieve their full potential os participants in Guyana's social, cultural and economic development through the identification, acknowledgement and the systematic resolution af problems facing certain sections of the male population.

n 3.2.6.2.
n 3.2.6.2.

FUNCTIONS The key functions of the unit are outlined below: )> Initiation of research and documentation on the integration and advancement of men and gender issues.

> Conducting sensitization sessions to educate young men and women in schools across the country .

)> Dissemination information on men's advancement through workshops, seminars, round table discussions, print and non-print media.

> Liaising with International Organizations and Agencies.

18 3.2.6.3.
18 3.2.6.3.

ORGANIZATIONAL STRUCTURE The MAB is organized as follows: PERMANENT SECRETARY DIRECTOR, SOCIAL SERVICES Administrator (MAB) Men's Affairs Officer Men's Affairs Officer Secretary 3.2.6.4.

STAFFING At the end of December, 2012, the staffing position of the MEN'S Affair Bureau was as follows: POST Administrator Men's Affairs Officers Secretary TOTAL STAFF ESTABLISHMENT 1 2 1 4 No.

FILLED 1 1 0 2 No.
FILLED 1 1 0 2 No.

ACTING 0 0 0 0 VACANCIES COMMENTS The Men's Affairs Bureau is in dire need for the employment of another Men's Affairs Officer and a Secretary 0 1 1 2 3.2.7.

NIGHT SHELTER The Shelter accommodates approximately 189-201 persons daily (adults only).

The Shelter also caters for deportees, able bodied persons and persons with a sound mind.

3.2.7.1.
3.2.7.1.

MISSION The mission of this facility is: "Ta provide itinerant street dwellers with a temporary environment of physical safety, medical, material support and counselling services aimed at arresting social and emotional dysfunction."

3.2.7.2.

FUNCTIONS The Night Shelter pursues its mission through the execution of the following functions: • Provision of shelter and meals for the homeless.
• Facilitating medical attention for homeless persons by referring them to local medical clinic for routine medical attention and to Georgetown Hospital for emergencies and serious cases.

• Provision of daily transportation for the routine gathering of homeless persons in the evenings; and responding to related public requests.

• Ensuring the daily cleaning and regular fumigating of the facilities.

• Provision of basic toiletries to encourage good hygiene practices.
• Provision of counselling services to the homeless and encourage/promote the reconciliation/ reintegration with families I society.

• Assisting able-bodied persons to acquire training or suitable jobs to aid self-sufficiency through collaboration with the BIT and CRMA.

• Referral of persons who are incapacitated or of the required age so that they can benefit for either Public Assistance or Old Age Pension Services.

• Referral of incapacitated persons to the Palms.

19 • • • • • • • • • • • • 3.2.7.3.


ORGANIZATIONAL STRUCTURE The functions and mission of the Night Shelter is executed through the following organizational arrangements: PERMANENT SECRETARY DIRECTOR, SOCIAL SERVICES ADMINISTRATOR, NIGHT SHELTER 1 Secretary {Typist 2 Drivers 2 Receptionists 2 Social Workers 2 Kitchen Attendants 4 Cleaners 1 Storekeeper 12 Orderlies 1 Handyman 2 Nurse Aides 3.2.7.4.
STAFFING The status of the staffing as at December 31, 2012 is presented in the Table below: POST ADMINISTRATOR SECRETARY I TYPIST SOCIAL WORKERS NURSE AIDS STOREKEEPER RECEPTIONIST DRIVERS ORDERLIES KITCHEN ATTENDANTS HANDYMAN CLEANERS TOTAL STAFF ESTABLISHMENT 1 1 2 1 2 2 12 2 1 4 28 No.

FILLEO 1 - - - 1 1 1 9 2 1 4 20 No.

ACTING - - - VACANCIES - 1 COMMENTS 1 ASSIGNED FROM PROBATION DEPT.

- - - - - - - - 2 - 1 1 3 - - 8 20 3.2.8.


NATIONAL RESOURCE AND DOCUMENTATION CENTRE FOR GENDER AND DEVELOPMENT 3.2.8.1.

MISSION: "The Centre will pravide critical support far all measures aimed at building the capacity of women; empawering them to participate as equal partners with men at all levels of decisian making and natianal develapment and for the promatian af gender equality thraugh the pravision of pertinent infarmatian resaurces and services"."

3.2.8.2.
3.2.8.2.

FUNCTIONS The following functions are undertaken by the NRDCGD in pursuit of its mission.

• Implementation of 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.

• Provision of an electronic catalogue of the Centre's resources.

• Hosting of Reading Room facilities and reference services.

• Provision of research assistance.


• Provision of Internet services.

• Provision of information for the compilation of analytical and other national reports.

• Provision of information for various aspects of the Ministry's work.

• Monitoring the status of women in the Guyana society and preparation of an Annual Report.

• Production of a quarterly Newsletter and other booklets on topical issues.

• Monitoring displays or exhibitions as required.


• Maintaining a newspaper clippings file on topical issues of interest.

• Development of a women's archives/heritage collection.

• Networking with relevant agencies locally, the wider Caribbean and internationally.

3.2.8.3.
ORGANIZATIONAL STRUCTURE The following organizational chart depicts the way In which this Department is organized: PERMANENT SECRETARY DIRECTOR, SOCIAL SERVICES Information Resources Manager Administrative/Documentation Assistant Documentation Assistant Documentation Assistant Clerical Assistant 21 • • • • • • • • • • • • 3.2.8.4: ATTHE END OF DECEMBER, 2012 THE STAFFING OF THE DOCUMENT CENTRE W/>5 AS FOLLOWS: STAFFING POSTS Information Resources Manager Administrative/Documentation Assistant Documentation Assistant Documentation Assistant Clerical Assistant Total AUTHORIZED POSITIONS 1 1 1 1 1 5 FILLED 1 1 1 0 1 4 VACANCY - - - 1 - 1 COMMENTS 3.2.9.
PROBATION AND SOCIAL SERVICES DEPARTMENT 3.2.9.1.

MISSION : The mission of the Probation and Social Services Department is "to share in the provision of services for the protection af the Guyanese society from crime and delinquency and the pramatian af the welfare af members of the society, by providing social, financial and other material assistance, so that national goals can be achieved with the minimal disruption and with the maximum contribution of the citizens".

3.2.9.2.
3.2.9.2.

FUNCTIONS: The key functions of the department are highlighted below: :.- Conducting social investigations and prepare 'pre' and 'post' sentencing reports for the courts.

:.- Supervision of all persons placed on probation and other forms of supervision.

:.- Provision of 'after-care' supervision of juvenile offenders released from the New Opportunity Corps.

:.- Supervision of persons released on pa role.

:.- Preparation and submission of international social services report.
:.- :.- Investigation of and conciliation in matrimonial matters referred by the Courts.

Investigation and submission of reports on the life of persons who have petitioned the Prerogative of Mercy Committee for release on license.

:.- Provision of interventions in Kindred Social Matrimonial Reconciliation cases (other than court referrals).

:.- Provision of social investigation reports on individuals as requested by international social services, high commissions and other social services agencies.
:.- Provision of genera I child welfare services.

:.- Coordination and participation in community based programs and services .

:.- Provision of social work practicum for University of Guyana, Institute Of Distant and Continuing Education and other training institutions.

:.- Preparation and distribution of Old Age Pension booklets.

:.- Investigation, preparation and submission of cases for Public Assistance (PA) to the Local Board of Guardians (LBG).

:.- Submission of cases for review by the LBGs.


:.- Distribution of booklets to Public Assistance beneficiaries .

22 3.Z.9.3.

ORGANIZATION 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.Z.9.4.
STAFFING At the end of December, 2012, the staffing position of the Probation and Social Services Department was as follows: POST STAFF ESTABLISHMENT No.

FILLED No.
FILLED No.

ACTING VACANCIES CHIEF PROBATION OFFICER AsSISTANT 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 0 2 7 15 0 2 26 COMMENTS 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.Z.10.
3.Z.10.

PALMS GERIATRIC CENTRE 3.2.10.1.

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

3.Z.10.Z.

FUNCTIONS In pursuit of its mission, the functions of the Palms are as follows: • Ensuring the physical and medical well-being of residents.

• Catering to the dietary needs of the residents in a timely manner following established guidelines and health needs.
• Provision of medical services for residents, staff and the community.

• Ensuring that medical problems are attended to and referrals to hospital undertaken when necessary.

• Ensuring timely and effective laundry arrangements.

• Partnering with Sandy's Funeral Parlour to ensure removal and interment services are provided in 23 • • • • • • • • • • • • response to deaths at the institution.
• Managing donations from individuals, corporate citizens and organizations both local and international for the benefit of the residents.

• Lobbying for the maintenance of the infrastructure of the facility .

3.2.10.3.
3.2.10.3.

ORGANIZATIONAL STRUCTURE The Chart below depicts the way in which the Palms is organized: PERMANENT SECRETARY Director Social Services Administrator (Palms) Assistant Accountant Ward Sister Head Maid lSMaids l Accounts Clerk Seamstress 1 Storekeeper Patient Care Assistants 102\ Porters (lll Social Worker Head Cook 5 Cooks Driver (1) Z Assist.

Cooks 3.2.10.4.
Cooks 3.2.10.4.

STAFFING THE STAFFING OF THE PALMS WAS AS FOLLOWS ATTHE END DECEMBER 2012· ' POST Administrator Ward Sister Social Worker Assistant Accountant Accounts Clerk 11 Storekeeper Stores Attendant Patient Care Assistant Seamstress Head Maid Maids Porters Head Cook Cooks Assistant Cooks Driver TOTAL No.

STAFF ESTABLISHMENT FIUED l 1 1 1 1 1 1 1 83 1 1 15 11 1 5 2 l 126 1 1 1 1 75 l 1 15 9 1 5 2 - 115 No.

ACTING - - - - - - .

.

- .


VACANCIES COMMENTS l 5ocial Worker is assigned from the Probation Department 8 2 1 11 24 3.2.11.

MAHAICA HOSPITAL 3.2.11.1.

MISSION The mission of the Mahaica Hospital is as follows: "To provide free medical attention, nursing care, food, shelter and transpartatian ta patients afflicted with Hansen's Disease."

3.2.11.2.
3.2.11.2.

FUNCTIONS The following are the functions of the Mahaica Hospital in pursuit of its mission: • Provision of 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.
• Collecting and accounting for revenues from the rental of farm lands, maintaining the requisite accounting records in keeping with standards and policies promulgated by the MOF.

• Performing all accounting tasks associated with the administration of the Mahaica Hospital in a timely and efficient manner.
• Procuring 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.

• Preparing nutritious meals for patients.


• Ensuring that adequate laundry services are provided to the residents in the facility to promote patient comfort and care.

• Ensuring the maintenance of all buildings and compounds.

• Preparation of monthly work programme, quarterly, half yearly reports, strategic review and projections.

• Managing the transportation needs of the facility.
• Performing 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.
3.2.11.3.

ORGANIZATIONAL STRUCTURE The organizational arrangements of the Mahaica Hospital are depicted below: Permanent Secretary Director of Social Services I Assistant Hospital Administrator I I I Assistant Cook (2) I Ward Maid (1) Accounts Clerk I 11 (1) Dispensary Assistant (1) Hospital Attendant (2) Accounts Clerk 111 (2) Laundress (2) Typist (1) I rl Staff Nurse (1) I ~ Patient Care Assistant (6) y Ward Orderly i21 I 25 • • • • • • • • • • • • 3.2.11.4.
STAFFING The staffing situation of the Mahaica Hospital as at December, 2012 is presented in the Table below: POST STAFF ESTABLISHMENT Assistant Hospital Ad min.
Staff Nurse Patient Care Assistant Assistant Cook Ward Orderly Hospital Attendant Laundress Labourer Ward Maid Dispensary Attendant Accounts Clerk 11 Accounts Clerk 111 Typist Stores Clerk/ Expediter TOTAL 1 1 6 2 2 2 2 4 1 1 1 2 1 1 27 # FILLED 1 - 6 1 1 1 1 4 1 1 -- 1 1 1 20 #ACTING - --- - - -- -- -- -- -- -- -- -- -- - - VACANCIES - 1 -- 1 1 1 1 - -- - 1 1 - - 7 3.2.12.

GUYANA WOMEN'S LEADERSHIP INSTITUTE 3.2.12.1.


MISSION : The mission of the Guyana Women's Leadership Institute (GWLI) is "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 ta the equitable and sustainable development of Guyana".
3.2.12.2.

FUNCTIONS: The key functions of the Department are highlighted below: • Developing and implementing structured gender focused education and training programmes for women in governmental and non-governmental organisations countrywide.

• Organising skills training programmes for underprivileged and single parent women for economic empowerment • Organising structured outreach training programmes for women in small business.
• Organising training programmes for Institute staff and regional resource personnel.

• Undertaking women-focused observation activities for at least 3 national and/or international holidays or occasions per year .

3.2.12.3.
3.2.12.3.

ORGANIZATIONAL STRUCTURE The department is organized as depicted in the table below: 26 PERMANENT SECRETARY DIRECTOR, SOCIAL SERVICES COORDINATOR (GWLI) ADMINISTRATIVE ASSISTANT CONFIDENTIAL SECRETARY ACCOUNTS CLERK CLERICAL ASSIST ANT DRIVERS COOK /CATERER CLEANERS HANDYMAN/ LABOURER GARDENERS /CARETAKERS GUARDS PROGRAMME OFFICER RESEARCH ASSISTANT FACILITATORS 3.2.12.4.
STAFFING The staffing position of the GWLI as at December 31, 2012 is presented in the Table below: POST Coordinator Programme Officer Administrative Assistant Research Assistant Accounts Clerk Confidential Secretary Clerical Assistant Driver Cleaner Handyman Security Guards TOTAL STAFF ESTABLISHMENT 1 1 1 1 1 1 1 1 2 3 7 20 No.

FILLED 1 0 1 0 1 1 0 1 2 2 5 14 No.


ACTING 0 0 0 0 0 0 0 0 0 0 0 0 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 the Research Assistant.

0 1 0 1 0 0 1 0 0 1 2 6 3.Z.13.

WOMEN OF WORTH UNIT 3.Z.13.1.


MISSION: The mission of the Woman of Worth Unit (WOWU) is: "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."

3.2.13.2.
3.2.13.2.

FUNCTIONS The key functions of the Department are outlined below: • Providing access to financial resources and business development interventions for female single parents 27 • • • • • • • • • • • • desirous of pursuing small business ventures.

• Acting as a catalyst in creating an enabling environment (via community development programmes) which allows people at community levels to take advantage of economic opportunities.
Establishing and maintaining a database of applicants and beneficiaries of the Micro-Credit Programme .

Providing technical advice to potential beneficiaries with respect to bank requirements and procedures .

Monitoring and evaluating micro projects executed through the Ministry .

• • • • Preparing monthly progress reports as required .
• Identifying planning, executing and facilitating workshops, field research and appropriate training programmes for applicants and beneficiaries of the Micro-Credit Project.

3.2.13.3.

ORGANIZATIONAL STRUCTURE The WOW is organized as depicted below: PERMANENT SECRETARY Director of Social Services Business Development Officer Administrative Assistant 2 Field Research Officers Field Research Officer 3.2.13.4.
STAFFING At the end of December, 2012, the staffing position of the WOMEN OF WORTH UNIT was as follows: POST Business Development Officer Field/Research Officer Administrative Assistant TOTAL STAFF ESTABLISH- MENT 1 4 1 6 3.2.14.

COUNTER TRAFFICKING IN PERSON No • FILLED No.

ACTING VACANCIE s COMMENTS 1 4 D 5 D D D 0 D D 1 1 3.2.14.1.
M1ss10N:"To collaborate with government and nan-governmental organizations, as well as other stakeholders in disseminating information ta reduce the incidence af trafficking in persons in Guyana and providing a support mechanism ta alleged victims af human trafficking ta enhance their life skills."

3.2.14.2.
3.2.14.2.

FUNCTIONS: , Preparing and disseminating 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, and how to contact appropriate law enforcement authorities.

• Providing support for alleged victims of trafficking in persons.

• Conducting training for persons who are Focal Points, in all ten administrative regions in Guyana.
28 3.2.14.3.

ORGANIZATIONAL STRUCTURE The Counter Trafficking in Person Unit is organized as follows: PERMANENT SECRETARY DIRECTOR OF SOCIAL SERVICES COORDINATOR (C-TIP) TECHNICAL OFFICER CLERK II ADMINISTRATIVE ASSISTANT 3.2.14.4.

STAFFING The staffing of the Unit is organized as presented in the Table below: POST Coordinator Technical Officer Clerk 11 Administrative Assistant Total STAFF ESTABLISHMENT No.

FILLED No.

ACTING VACANCIES COMMENTS 1 1 1 1 4 1 1 1 0 3 0 0 0 0 0 0 0 0 1 1 3.2.15.
STATISTICAL DEPARTMENT 3.2.15.1.
MISSION The Mission of the Statistical Department Is as follows: "Ta ensure that policies relating to issues that/all under the purview of the Ministry Labour, Human Services and Social Security are evidence- based as a result a/ the collection, analysis and dissemination a/ related statistics through the provision a/ up-ta-date data on the work done in the Ministry's labour related department" (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 The Department pursues its mission through the execution of the following functions: • Collecting, analysing and disseminating data-based reports on the work of the various Departments of • the Ministry.

Functioning as the Secretariat for Labour Market Information Systems coordination, whereby a number of agencies supply or demand Labour Statistics with the Statistical Unit as the contact agency.
• Conducting 'establishment'- social and labour, surveys, including Occupational Wages and Hours of • Work surveys and Skills Need surveys.

29 • • • • • • • • • • • • 3.2.15.3.

Organizational Structure The Department is organized as follows: I PERMANENT SECRETARY I I CHIEF LABOUR OCCUPATIONAL SAFETY & HEALTH OFFICER I CHIEF STATISTICAL OFFICER Statistical Officer (3) Statistician (1) 3.2.15.4.
STAFFING The staffing position of the Statistical Department at the end of December, 2012 is as follows: POST STAFF ESTABLISHMENT FILLED No.

Chief Statistical Officer Statistician Statistical Officer TOTAL 1 1 3 5 1 0 3 4 No.

ACTING 0 0 0 0 VACANCIES COMMENTS 0 1 0 1 3.2.16.

INDUSTRIAL RELATIONS, OCCUPATION SAFETY HEALTH DEPARTMENT (LABOUR DEPARTMENT) 3.2.16.1.
MISSION The mission of the Industrial Relations, Occupation Safety Health (Labour) Department is: '7o contribute to the economic and social development of Guyana by executing appropriate policies and programmes that will maintain a stable industrial relations climate; enhance the safety and health af 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 ta 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 The functions that are executed in pursuit of this mission are as follows: • Drafting of new legislation and reviewing and amending existing legislation and recommending same to government; • Reviewing in conjunction with the tripartite committee, rates of wages, hours of work and • • other conditions of service for various categories of workers; Investigating complaints made by workers and workplace accidents; Inspecting workplaces to ensure compliance with the labour and occupational safety and health laws and regulations; 30 • • • • • • • • • • • • • • Advising and conducting 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; Conciliating in disputes between employers and trade unions; Establishing and servicing arbitration tribunals; Conducting membership surveys and polls to determine trade union recognition; Vetting and signing Collective Labour Agreements; Registration of industrial establishments; Registration of steam boilers' inspection certificates; Promoting the establishment and monitoring the functioning of Joint Workplace Safety and Health Committees and safety and health representatives where necessary; Liaising with Regional and International Organizations; Preparation and submission of ILO Instruments to Parliament; Preparation and submission to ILO, Annual Reports on application of Conventions; submission of ILO completed questionnaires on proposed instruments as well as statistical data requested; Facilitating and promoting collective bargaining; Promoting social dialogue/social partnership; Facilitating the promotion of programs to enhance production and productivity .
3.2.16.3.
ORGANIZATIONAL STRUCTURE Permanent Secretary l I I CHIEF LABOUR, OCCUPATIONAL SAFETY & HEALTHOFFICER 1 Occupational Safety & Health Analyst Confidential Secretary (1) I r AsSISTANT CHIEF LABOUR, OCCUPATIONAL SAFETY & HEALTH OFFICER (1) r SENIOR LABOUR OCCUPATIONAL SAFETY & HEALTH OFFICER (1) Administrative Officer (1) Typist Clerk (1) AsSISTANT CHIEF LABOUR OCCUPATIONAL SAFETY AND HEALTH OFFICERS (2) LABOUR, OCCUPATIONAL SAFETY & HEALTH OFFICERS (9) I Cane Scale Supervisor (27) I 31 • • • • • • 3.2.16.4.
STAFFING The staffing position of the aforementioned department at the end of December, 2012 is as follows: POSTS 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 Tycist Clerk cane Scale Supervisors TOTAL STAFF ESTABLISH· MENT 1 1 3 6 18 1 1 1 27 59 FILLED ACTING VACANT 0 0 2 1 9 - 1 - 21 34 1 1 1 1 1 5 9 1 - 1 6 25 3.2.17.
COOPERATIVES DEPARTMENT 3.2.17.1.

MISSION The mission of the Cooperatives Department is : "To guide, support, monitor and regulate Ca-operatives Development in the ten (10) Administrative Regions of Guyana, specifically, Co-operative Societies and Friendly Societies."

3.2.17 .2.

FUNCTIONS The Department executes the following functions in pursuit of its mission: • Working with and encouraging the Apex Body and other secondary bodies to assume responsibility for the Co-operative Movement.
• Processing registration and cancellation in accordance with the Co-operative and Friendly Societies Act.

• Reviewing and updating the legal framework within which Co-operatives and Friendly Societies operate.

• Arranging for the audit of the records of the Co-operative and Friendly Societies.
• Inquiring and investigating the Constitution and financial conditions of societies and settling disputes relating to the affairs of Co-operative Societies by means of Arbitration under the Co-operative Societies Act.

• Providing staff for the training and development of members of societies.

• Assessing the performance of Co-operative Development in the Regions and providing advice and technical guidance as may be required .
• Liaising with other Divisions, Ministries and Organizations that assist in Co-operative Development.

• • • • • • 32 3.2.17.3.


ORGANIZATIONAL STRUCTURE The Department is organized as follows: PERMANENT SECRETARY I l CHIEF COOPERATIVE DEVELOPMENT OFFICER I I Assistant Chief Cooperative Development Officer I ' Confidential Secretary l I Cooperative Auditor (1) I I I I Regional Suoervision & Training (Unit) I I I l I Typist Clerk I [ Audit & Friendly Societies (Unit) l I I I Regional Cooperative Development Regional Cooperative Development Officer (5) Officer (5) 3.2.17.4.
STAFFING The Department's staffing position at December31, 2012 was as follows: POST STAFF ESTABLISH MENT NO.

FILLED NO.
FILLED NO.

VACANCIES COMMENTS ACTING Chief Cooperative Development Officer/Registrar of Friendly Societies Assistant Chief Cooperative Development Officer Regional Cooperative Development Officer (RCDO) Cooperative Auditor Confidential Secretary Typist Clerk Total 1 1 10 1 1 1 15 1 1 0 0 1 1 4 0 0 0 0 0 0 0 0 0 10 1 0 0 11 Prior to June, 2009, the positions of RCDO in the Regions were authorized positions.
After the transfer of these posts to the Ministry, it was difficult to attract staff as a result of the unattractive salaries.

As a temporary measure, the Department was able to carry out its function with the continued assistance of two Cooperative Development Officers from the Ministry of Local Government and Regional Development (stationed in Reg.3 & 6) and six individuals who were contracted from ti me to time to perform specific functions in the Department.
NOTE: The division in the past had a complement of thirty staff members.

However, over the last twenty years, the division experienced a massive reduction in its staff.

This resulted largely from the high qualification requirements coupled with low salaries in the public service.

33 • • • • • • 3.2.18.

MISU DEPARTMENT 3.2.18.1.

MISSION ''To provide Information Technology (IT) support (hardware & software) support to the Ministry and its' .. various .. subo.rdinate Units".

3.2.18.2.
3.2.18.2.

FUNCTIONS The key functions of the Management Information System Unit (MISU) are: • Developing and maintaining Local Area Networks required for the data requirements and normal office functions of the Ministry.

• Providing technical support in the procurement, installation and maintenance of adequate numbers of desktop and portable computers for all MOLHS&SS personnel.
• Supporting the procurement and/ or development and maintenance of the necessary software required for the various types of data and for normal office requirements.

• Establishing and maintaining communications between internal users and external personnel through an email system and the internet.

• Establishing and maintaining a security system in terms of backup power supplies, effective virus protection procedures, access controls and user certification and data backup procedures.
• Operating an 'assistance service' to network and MIS users through the provision of hardware and software support services .

3.2.18.3.

ORGANIZATIONAL STRUCTURE The organizational arrangements to support the Unit in providing the desired services to the various departments are as follows: Permanent Secretary Director, Social Services Systems Analyst Database Administrator Data Entry Clerk Data Entry Clerk Data Entry Clerk Data Entry Clerk Data Entry Clerk • • • • • 34 3.2.18.4.
STAFFING The staffing position of the MISU at the end of December, 2012 was as follows: POST Systems Analyst Database Administrator Data Entry Clerk TOTAL STAFF ESTABLISHMENT 1 NO.

FILLED 1 NO.

ACTING 1 5 7 0 5 6 VACANCIES COMMENTS - 1 .

1 3.2.19.

CENTRAL RECRUITMENT AND MANPOWER AGENCY 3.2.19.1.

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

3.2.19.2.
3.2.19.2.

FUNCTIONS Registering unemployed persons seeking employment.

Maintaining a record of notified vacancies mainly in the Public and Private sectors.

Matching jobseekers with vacancies and arranging interviews for job seekers Providing advice and career Guidance and Counselling to those seeking employment.

Providing all of the above with respect to the Seaman's Pool.

3.2.19.3.
3.2.19.3.

0RGANIZATIONAL5TRUCTURE Permanent Secretary I Chief Labour Occupational Safety & Health Officer I Chief Recruitment & Manpower Officer I Assistant Chief Recruitment & Manpower Officer I I Senior Recruitment and Manpower Officers (6) I Recruitment and Manpower Officers (6) 35 Typist Clerks (1) Office Assistant (1) Cleaner (1) • • • • • • 3.2.19.4.
STAFFING AT THE ENO OF DECEMBER, 2012 THE STAFFING FOR CENTRAL RECRUITMENT & MANPOWER AGENCY WAS AS FOLLOWS: POST Chief Recruitment and Manpower Officer Assistant Chief Recruitment Officer Senior Recruitment and Placement Officer Recruitment and Placement Officer Typist Clerk Office Assistant Cleaner TOTAL 3.2.20.

BOARD OF INDUSTRIAL TRADING STAFF ESTABLISHMENT 1 1 6 6 1 1 1 17 NO.FILLED - 1 - 4 1 - 1 7 NO ACTING 1 - - - - - - 1 VACANCIES 1 - 6 2 0 1 - 10 3.2.20.1.
MISSION: The role of the BIT is to promote Technical and Vocational Education and Training to satisfy the needs of the labour force in the industrial sector and to perform the regulatory functions for all apprenticeship schemes, as well as to issue certificates of competency for apprentices and trainees from other industrial training programmes, on successful completion of their training.

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

3.2.20.2.

FUNCTIONS The key functions of the Boa rd are highlighted below: As outlined in the Industrial Training Act, Chapter 39:04 of the Laws of Guyana, the duties of the Board are as follows: • 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.

• 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 .

• • • • • • 36 3.2.20.3.


ORGANIZATIONAL STRUCTURE I Permanent Secretary I Chief Labour Occupational Safety & Health Officer Chief Executive Officer/ Executive Secretary (BIT) Confidential Secretary I I Project Coordinator I I I Clerk, NTYPE I I Clerk, Single Parent I I Accounts Clerks (2) Office Assistant (1) Cleaner (1) ~ Inspector: Regions 1 & 2 inspector: ~ Region# 6 &7 - - inspector Region #3 inspector: Region# 10 3.2.20.4.
STAFRNG Inspector: Region #4 inspector: Re~ion # 5 At the end of December 2012, the staffing position of the BOARD OF INDUSTRIAL TRAINING was as follows: POST STAFF ESTABLISHMENT No.

FILLED No.

ACTING VACANCIES COMMENTS BIT's Authorized Establishment is Inadequate to meet the demands on the institution.

Plans are in train to hire 2 additional Inspectors in the ensuing year.

Additional changes to the organizational structure are needed to accommodate the work programme in 2013.
CEO/ EXECUTIVE SECRETARY PROJECT COORDINATOR CONFIDENTIAL SECRET ARV ACCOUNTS CLERK INSPECTOR- REGIONS 1 & 2 INSPECTOR- REGION 3 INSPECTOR- REGION 4 INSPECTOR - REGION 5 INSPECTOR- REGIONS 6 & 7 INSPECTOR- REGION 10 CLERK, NTPYE CLERK, SINGLE PARENT OFFICE ASSISTANT CLEANER TOTAL 37 • • • • • • • • • • • • 4.0.

SUMMARY AND REVIEW OF CURRENT YEAR'S PROGRAMME (2012) 4.1.
ADMINISTRATION ITEM No+.

TARGETS SET FOR THE YEAR 4.1.1.

Co-ordinate the work programme of the Division in the various sub divisions to ensure 4.1.2.

4.1.3 4.1.4. that the support required by Technical Divisions is provided from the elimination of bottlenecks that may emerge.

Target: 100% emerging bottlenecks resolved.

Provide adequate accounting, personnel, typing and record management services; Target: 100% of requests I requirements satisfied.

Deal with administrative correspondence (e.g.


utility charges; water charges; invoices for fuel, utilities etc; certification of vouchers that deal with logistical matters related to events, meetings etc.

undertaken in the Ministry).

Target: 100% of correspondence appropriately processed.

Prepare the 2012 Annual Estimates of Expenditure for Programme 1: Ministry Administration.
The divisions under this programme are-(2) Ministers' Offices; Permanent Secretary's Office; Administration; Personnel, Registry.

4.1.5.

Maintain the Ministry's buildings at nine locations (namely, HQ, Palms, Labour Dept.

; Drop-in Centre; Childcare & Protection Agency; Mahaica Hospital; Mahaica Children's Home; Probation Offices at New Amsterdam and Whim) as well as the corresponding nine compounds.

Target: 100%of Buildings and compounds maintained.

4.1.6.

4.1.7.
4.1.6.

4.1.7.

Systematic maintenance of office equipment- computers; AC units; office furniture; refrigerators; televisions - including the upgrade and replacement of computers.

Target: the availability of 100% of equipment in working condition.

Systematic maintenance of 23 vehicles: Target 100% of vehicles in working condition.

4.1.8.

Provide transportation for use by divisions: Target: 100% of requests satisfied.

4.1.9.
4.1.9.

Maintain adequate supply of office and sanitation materials and supp lies including availability of potable water.

TARGET: All stationery and office supplies needs in 100% offices are met; 100% potable water requirements satisfied.

4.1.10.

Arrange for participation/attendance of staff from other departments at conferences; seminars, visits to the regions, receptions etc.
Target: Requests from Divisions: 100% satisfied 38 TARGlTS AcHIEVED 95% 85% 100% ANALYSIS Of SUCCESS AND FAILURE The level of performance that was achieved was facilitated through regular meetings with the Permanent Secretary and Heads of Department.

This propelled the identification of solutions and the tracking of their implementation.
Re-assignment and reallocation of personnel and the work load made a significant impact on the completion of tasks; staff shortages in these key support areas led to the shortfall.

All correspondence received were dealt with promptly, since failure to do so would have led to significant dysfunction of Ministry as critical services might have been disconnected, and services to be delivered to clients negatively impacted.

100% This is a Statutory requirement with a specific deadline.
The deadline for submission to the MOF was maintained as a result of the timely preparation of the estimates for the several divisions.

100% 100% 100% 95% 100% 100% Maintenance was done in keeping with planned schedules for 2012, as well as for the unplanned instances that emerged.

(Budgetary provision is always made for the unplanned I contingencies).
The success realized was as a result of ongoing review of maintenance needs and the swift decisions that were made to reallocate funds according to priorities and the critical nature of emerging situations.

Donations from individuals and corporate entities were also helpful.

Computers, printers, AC units etc.

were serviced periodically and as the need arose as a result of the implementation of service contracts that were in place for all electronic equipment.
Technicians were therefore able to identify replacement needs and these were supplied as were indicated.

Regular servicing of vehicles, through the implementation of a Preventative Management Programme, ensured road worthiness and the Transport Division was able to respond to the majority of requests by the internal clients.

The fleet of vehicles is organized as follows: (a) vehicles assigned to critical departments/ divisions; (b) a pool of vehicles that are available for other Departments/ Divisions.
Transportation was provided on the basis of requests submitted from departments the day before.

These factors contributed to the level of achievement realized.

The shortfall in the target set resulted from (i) vehicles that were in workshops for repairs at various times, and instances where there were inadequate numbers of drivers due to sickness; (ii) in other instances, Departments may have delayed the vehicle since they were not ready at the time requested; (iii) conflicting/ competing renuests.
Monthly procurement ensured that there were adequate supplies in stock to satisfy cleaning demands.

There were no significant complaints regarding the state of the office and the general upkeep of the environment The achievement level was realized since the activities were deemed essential and were scheduled; hence they had to be addressed.

Such events were therefore priorities for the Administrative Department.

39 ITEM No.
39 ITEM No.

TARGETS SET FOR THE YEAR 4.1.11 Direct and supervise the work of the Assistant Secretary (G), Registry Supervisor, Cleaners and other ancillary staff through planned daily meetings on a 'one·to-one' basis.

4.1.12 4.1.13 4.1.14 Implement systems for the conservative use of electricity, telephones.

Target: Compliance by all Departments in energy conservation practices and telephone usage through the oversight of all {100% on Program Managers.
Ensure that the annual staff conference was implemented as planned.

Ensure that there is adequate security services at all nine locations at all times.Target:100% of locations 4.2.
ACCOUNTS -BUDGET AND FINANCE DEPARTMENT TARGETS ACHIEVED 100% 70% 100% 60% ANALYSIS OF SUCCESS AND FAILURE Factors that contributed to target achievement were: (1) Areas of responsibility for each division were clearly defined; (2) Monitoring was done on a regular basis at the daily meetings where daily targets were discussed and issues and constraints promptly addressed; (3) the nature of the job demands that issues are promptly addressed as failure to do so can result in serious repercussions and embarrassment to the Ministry (e.g.
missing deadlines for the sharing of Old Age Pension Books).

There has been an improvement in energy conservation practices monitoring needs to be done by Programme Managers as well as continuous follow-up action by the Administration Department.

An Award Ceremony and Luncheon was held for retirees and long serving members of staff The problems related to obtaining adequate security coverage at Head Office, Palms, Labour North Road, Palms, Child Care and Protection Agency continued from 2011.
By the end of 2012, a new Guard Service was awarded the contract.

ITEM No.

4.2.1 Prepare and submit Quarterly Cash Flow Statements during the final week TARGETS SET FOR THE YEAR TARGETS ACHIEVED 12 -100% All statements were submitted during the final week of the quarter.

ANALYSIS OF SUCCESS AND FAILURE of each quarter.

Target:{12)Statements 4.2.2 Prepare and submit Semi-annual Reports to the Ministry of Finance one week prior to the date scheduled for the budget review meeting.
Target: 2 100% All reports submitted one prior to the schedule date of budget review meeting.

4.2.3 Prepare and process Payment Vouchers on a timely basis.

85%ofthe Delays in processing Payment Vouchers were due to late release of funds; inaccessibility of the IFMAS System Target: 100% of the time 4.2.4 Reconcile the three {3) main bank accounts by January 31, 2013 Target: 3 main banl< accounts 4.2.5 Respond to queries on expenditures from the Ministry of Finance within 2 days of receipt.
Target: 100% of queries were responded to within two days.

time 100% 90% and power outages.

All three Bank Accounts were reconciled before the deadline.

The department operated without its full complement of staff which impacted negatively on the timeliness with which some queries were addressed.

In addition some queries had to be addressed by persons outside of the Accounts Department and this also contributed to the delays in response.
4.2.6 Prepare and submit previous monthly revenue statement to the Ministry of 12 -100% All monthly revenue statements were submitted to the Ministry of Finance on time, since there is a Finance within the first week of the new month.

Target: {12) statements 4.2.7 Pay Old Age Pension and Public Assistance to 162 'Shut-Ins' on a timely basis (every second Wednesday of the month).
Target: Number of pensioners = 120; number of persons receiving Public Assistance = 42 4.2.8 Facilitate the payment of Old Age Pension and Public Assistance via the 100% 100% Post Office on a monthly basis: Target: 100% of the time dedicated resource-the revenue clerk with this responsibility and it was a priority.

All 'Shut-Ins' received their Old Age Pension or Public Assistance on a timely basis.
This is a function of the Department also a policy decision as a result of the physical condition of the recipients.

Funds to facilitate the payment of Old Age Pensions and Public Assistance were made available to the Guyana Post Office Corporation in a timely manner throughout the year.

• • • • • • • • • • • • 4.3.

PERSONNEL DEPARTMENT ITtM No.

4.3.1 4.3.2 TARGETS SET FDR THE YEAR Process 288 annual leave applications for contract employees on a timely basis.
- All applications were received in a timely way and were processed in keeping with the Leave Roster.

The remaining 2% required a deferral due to the exigencies of the service to 2013.

The delays in the approval to fill critical vacancies at these levels have contributed to non- appointment of persons who continue to perform higher duties.

The 75% target was achieved due to the filling of the advertised positions by the Public Service Commission.
Process 200 annual/special leave applications for public service employees.

Recruitment: (a) For priority areas: Labour and Probation Departments - at Senior Technical and Administrative levels· 25 vacancies to be filled from within and without (confirming persons acting in the positions as well reaulting others from advertisement).

ANALYSIS OF Succrss AND FAILURE TARGETS AcHIEVED 75" (b) Other Employment categories across the departments: 10 vacancies at the junior levels.

4.3.3.
4.3.3.

Maintain and update stall list for three programmes in the Ministry, namely Programme.1.

Ministry Administration; Programme.

2.

·Social Services; Programme.

3 · Labour Administration (529 records).

100% 70% 4.3.4 Prepare and submit initial superannuation documents for 14 persons scheduled to retire in 2012 and one person who retired medically unfit.

Prepare and submit death gratuity to the Public Service Commission for two persons.

95% 4.3.5.
95% 4.3.5.

Update Record of Service for stall members (a) with changes in their salaries (529 (a)50% (b)100% lcl100% 95" reconls]; (b) with changes in employment status -15.

(c) with change of Names-5 Process disciplinary matters: (late coming) 100% of instances (target was 50 persons based on past trends); other areas (misconduct) target was 80% of emerging issues (Actual: 3 instances in 2012).
Submit recommendation for Responsibility allowance for 13 persons who performed the duties of stall who were on leave in excess of 21 days.

5ubmlt recommendations for Acting Appointments for 5 positions.

Execute renewal of contracts for 185 persons on contract gratuity engagement for the year 2012.

Target was 214 4.3.6 4.3.7 4.3.8 4.3.9 40 The 100% target was achieved due to the filling of the lower categories on a contractual basis.
The shortfall, from the target set, represented persons who were on probation and have not received their relevant letters confirming their appointments from PSC.

Also 30 % of the stall is employed on contractual terms - one to three years and so there was no need to update a Record of Service for this category of workers.

The timely submission of the approval to retire from the Public Service Commission was a major factor in the successful completion of the benefits for the year under review.
The 5 % of persons whose benefits were not processed were as a result of the fact that although the approvals came in 2012, they were unable to process benefits due to the absence of supporting documents.

E.g.

Income Tax Liability Statement etc.

Additionally, the processing of two stall benefits whose services were wrongfully terminated in 2003 by the Ministry, had appealed their case before the Court of Appeal and they had won, were entitled to benefits prior to their dismissal was in 2012.
Routine updating continued throughout the year.

(b) Inadequate stall numbers since this activity demands dedicated stall attached to the task.

The percentage achieved was as a result of requests by stall members for reasons such as embassy requirements and for seeking loans etc.

These demanded immediate responses (c)Name Chanaes was successful with the timely submission of relevant documents.
The shortfall emerged from the late or non-submission of related monthly punctuallty reports from departmental heads and as a result, action was not taken in a timely manner.

100% 100% 95% Timely submission of leave requests by substantive position holders allowed for early submission of these recommendations to PSM and the consequential early approvals.
These were key positions and there was advance notice of the pending departure of the incumbents, therefore early and timely submis~on for these positions to have replacements resulted in early aoprovals.

The late submission, by employees, to have their contracts renewed affected the processing of the contracts and benefits.

Also, in some instances, these represented 'roll over' contracts.

41 4.3.10 Process new applications from persons who requested duty free concessions.
Actual 100% All required information for the processing was submitted by applicants resulting in timely submission to PSM.

requests were six.

Also, for staff who previously requested duty free concessions, now for the 2nd or 3rd time.

Target: 100% of requests.

Total was 14.

4.3.11 Process applications for Motor car Advance.

Target: 100% or only (2) requests were received and all were processed by the end of the year.
4.3.12 Review Job Description & Job specifications for technical positions: Targeted divisions: Men's Affairsi Women of Worth; Guyana Women's Leadership Institute; Child Care and Protection Agency; Probation and Social Services Department.

[10 positions] 100% 80% 4.3.13 Re..:lassificatlon and re-designations- Target set: Senior Technical Staff (36) within 70% 4.3.14 Probation Department and Ministry Administration; (10) from Programme 1 and Programme 2 based on historical trends.
Ten (10) requests from the Public Service Ministry were received for training at different staff levels.

These courses range in core skills areas-e.g.

Orientation/Induction, Team Management, Principles of Professional Secretarial Practice, Supeivisory Management, Customer care and promoting the right image etc.

Eight (8) Staff attended from the targeted positions of 15.

4.3.15.

Process 100% of applications for Transfers I Promotions.
(1) Requests for transfer from the RDC Region Two to the Accounting Unit.

Five requests for promotion were completed.

4.3.16 Execute 90 new employment contracts.

95% 100% 100% 4.

4.

CHILD CARE AND PROTECTION AGENCY All required information for the processing was submitted resulting in timely submission to MOF.
Shortfall from the target set: Absence of written documentation regarding the roles and functions of these departments to guide the development of the job descriptions for the indicated positions.

Continued absence of organizational charts for these new areas compounded the situation.

The incomplete tasks will be carried over to 2013.


This process is on- going from the year 2011 with delays as result from an absence of appraisal reports for the relevant persons; a necessary pre-requisite for reclassification was submitted to the PSM, but no positive response was received.

While there is an absence of a comprehensive training needs assessment for the entire Ministry persons are nominated at the request of the Personnel Department based on the available positions in the training offers.
All approved staff attended and in some cases they were modular programmes, which were extended to the year 2013.

The timely submission of the request for transfer was promptly processed by the Personnel Unit and then submitted to PSC for required ratification and posting.

Action was taken promptly by the Public Seivice Commission.

The timely submission of requests for vacancies to be filled on contract gratuity terms was speedily processed and sent to the PSM for examination and approval.
This momentum was sustained with the prompt approval that was received from the Public Service Ministry.

TARGETS SET FOR THE YEAR TARGETS ACHIEVED ANALYSIS OF SUCCESS ANO FAILURE Provide psychosocial support and other assistance to 10,000 at risk children and their families.

Respond to 100% of reported cases of child abuse and provide a safe place for recovery and rehabilitation for every victim.

Number of cases reported; 3,690.

No.


needed protection 503 Facilitate the reunification of 250 children living in institutions with their families or placed with family substitutes and receiving financial and psychosocial support for their continued well-being 4.4.4 Monitor the operations of all Children's Homes and Institutions to ensure the implementation of the minimum standards of operations.

Target 23 homes.
Target 23 homes.

16,034 cases attended or 160% of target 3,689 cases attended 100% of target Success in achieving the target set, but there were insufficient resources and services to make lasting changes in the lives of the clients These reports were made via the NMinistry's HotlineN and Nwalk-insN to the Agency.
Combined total of children placed in foster Shortfall in target due to inadequate number of foster parents and insufficient financial care and children reintegrated with their own families= 173 i.e.

69% of target Twenty-three Children Homes &Orphanages were visited.100% of target AH the children Homes & Orphanages were inspected, as a priority item, and work therein continued to meet the required minimum standards for operation .

assistance for families to have the children return to the family homes.
ITEM No.

4.4.l 4.4.2 4.4.3 • • • • • • w - • • • • 4.4.5 4.4.6 4.4.7 12 training workshop to be conducted during the year - three per quarter for persons who provide child protection services for children including police officers and care givers of children homes & orphanages.
Provide 3000 parents and other Primary Caregivers with techniques and skills for effective parenting Empowerment programmes for children in care: Facilitating four skills training programmes: All 12 wortcshops were completed or 100% of target 200 7% of target achieved 100% target achieved 10 training sessions were done with the Child Protection Officers.

One session with the police and one with caregivers in children's homes &orphanages.

This was a priority area for the Agency.


The low level of achievement occurred as a result of insufficient resources.

More resources, both human and financial are needed to conduct this activity country wide.

All the programmes were successfully completed and 200 children benefitted as a result of networking with other NGOS and Government agencies.
•Dancing e literacv • Prevention of Substance Abuse •Life Skills 200 vulnerable children provided with alternative care (out of home care) at the three State care centres : Mahaica, Sophia and the Drop-in- Centre.

100% target achieved The Centres were over populated throughout the year as a result of the demand for these services, the severity of emerging cases and the vigilance and responsiveness of staff.
4.4.8 4.4.9 Conduct Public Awareness Programmes via the media on Child Rights and other issues affecting the well-being of children and encouraging community members to foster a child.

In progress 4.4.10 Facilitation of the Adoption Board: 12 Meetings for the year 4.4.11 Create a coordinated body of Child Protection and Child Welfare Service 100% target achieved In progress Providers.

4.5.

WOMEN'S AFFAIRS BUREAU Work was done, but not enough to make an impact.
This was due to inadequate resources, since a national public awareness campaign is needed to ensure the desired result.

Families were found for 109 children through the adoption process.

Meetings and consultations with stakeholder groups in relation to the drafting of a terms of reference are ongoing.

ITEM No.

4.5.1 TARGET SET PUBUC EDUCATION: TARGET: Two awareness sessions regarding the use of female and male condoms were conducted in Regions 8 and 9 respectively.
Also the team conducted the National on Domestic Violence on the outreach programmes.

These were presented by the Administrator of the Women's Affairs Bureau.

4.5.2 WELFARE SERVICE: TARGET: Two hundred and twenty (220) Welfare Services, Guidance, Counselling and referrals to the women who have experienced domestic violence, social, economic and other issues.

100% response to all who came for assistance.


TRAINING/WORKSHOPS The Women's Affairs Bureau organized a one day working session with the Ministry in collaboration with the UN Women and other partners.

4.5.3 42 TARGET ACHIEVED 2 Sessions- Participants at the sessions were very appreciative of the sensitization sessions and ANALYSIS OF SUCCESS AND FAILURE 100% condoms distributed in the mining communities.
Actual Clients were interviewed, counselled and referred to other departments/agencies total:208- where immediate actions were taken.

Officers followed up on cases that were 100% referred to the other agencies.

100% The data showed that women were increasingly vulnerable to HIV infection with young women, sex workers, partners of MSM and former prisoners and female drug users especially, are at high risk in Grenada and Guyana, as in other caribbean countries.

43 4.5.4 4.5.5 4.5.6 RESEARCH: 1 Study.


The findings of the research conducted in Guyana, explored the linkages between Gender-Based Violence and HIV was presented at the workshop held.

WAB working on the recommendations to reduce the Social issues mentioned in the report.

The Administrator of the Women's Affairs Bureau attended a workshop in Antigua along with the Administrator of the Men's Affairs Bureau on Gender-Based Violence and Policies.

Some of the best recommendations were implemented.


NETWORKING The Women's Affairs Bureau assisted in organizing the Mashramani Road March on the 23" February for the Ministry of Labour, Human Services and Social Security.

The staff was integrally involved in mobilizing the participants.
4.5.7 International Women's Day was celebrated on the 9~ March under the theme "Connecting Girls, Inspiring Futures" A number of activities were planned including "Phenomenal Woman 2" and an "Inter-Generational Discussion" with the audience.

100% 100% 100% 100% 4.5.8 On the 11~ March a Wellness Walk was coordinated by the Women's Affairs Bureau in 100% Recommendations mentioned in the report were taken into consideration and were included in work programmes of various departments to reduce the issues.
Guyana was able to share its best practices with other states and also gained/learnt from their experiences.

The activity was successful largely as a result of the enthusiasm of staff members and their tenacity in 'selling' the activity both internally and externally.

Participants came from the Venezuelan Institute, the MLHS&SS, Non-Governmental Organizations, and Women's Groups.

In addition, women and youths joined in the road march.

The activity was a success for the Ministry.


The activity was successful, approximately 300 persons attended.

The programme was interactive and impressive.

A number of issues were discussed and questions asked.

A proposal was made for a larger venue, due to the tremendous turnout.

The Wellness Walk was well attended by NGOs, Governmental Officials, Ambassador observance of the International Women's Day, 2012.

It was the first of its kind.


The walk started from Parliament Building at 7am and ended at Umana Yana.

4.5.9 Women's Affairs Bureau assisted in mobilizing NGOs, Regional Women's Affairs Committees, Women's Groups, Civil Society and Ministries to the launch of the National Conversation on Gender-Based Violence under the Theme; 'It's aur Problem, Lei's Salve II', on Wednesday 27~ June, 2013 at the Guyana International Conference Centre at Liliendaal, East Coast Demerara.
Target: hosting the Workshop (1) Approximat of Venezuela, students from the Venezuelan Institute, RWAC, and members of Women's Groups and staff of the Ministry of Labour, Human Services and Social Security.

The First Lady of Guyana Ms. Deolatchmee Ramotar made a presentation participated.

Hon.

Jennifer Webster, Minister of the Ministry of Human Services and Social Security was the Guest ely 300 persons Speaker.
100% Approximately 300 persons attended.WAB was able to organize this workshop as a result of the collaboration with UNFPA and other partners which provided financial resources, as well as some of the resource personnel.

4.5.10 Update the Non-Governmental Organizations list.

Target: completed Listing.

100% 4.5.11 Prepare monthly time lost analysis, from staff absence report.
-Target 12 reports 100% 4.5.12 Prepare Cash Flow Statement for WAB for 2012 4.5.13 Participate in (1) workshop of Guyana National Raad Safety Council Seminar.

100% 100% To be 'au fair with the number of NGOs and their executive members so that they would continue to be part of the Bureau's data base.

Success was achieved through the persistent communication with the various NGOs.
This was pursued as a result of management's urgent need to be aware of the Department's punctuality and the casual factors so as to arrive at real solutions.

The deadlines forsubmission to MOF necessitated WAB's submission so that the allocations for the department could be included in the Ministry's overall submission.

WAB's staff members participated since the event afforded the opportunity for contribution to the decision-making process.
Participants were from Civil Society, Ministries, NGOs and other Organizations .

• " • • • • I • • • • I 4.5.14 Participate in the Women's Enterprise Exposition on November 26m 2012 at Hotel Tower 100% Pool Side.

4.5.15 Participate in the launching of lntemotiono/ Doy of the Girl Child 2012.

100% 4.5.16 Advise and ensure that the annual subventions allocated for the Regional Women's Affairs 100% Committee of the ten Administrative Regions were uplifted and deposited in their Bank Accounts.
Target: 100% of Regional Committees 4.5.17 WAB's participation in Stakeholder Group Meetings-Groups 1 and 2 - EU Forestry law 100% Enforcement Governance and Trade.

Target: 3 meetings 4.5.18 Distribution of male and female condoms, to all Head of Departments of the Ministry and 100% Regional Women's Affairs Committees.

Target: 100% of identified entities 4.5.19 Participate in Inter-Ministry Committee Statutory Meetings.
Target: Eight (81 meetings 6-75% 4.5.20 Support the Regional Women's Affairs Committee Annual General Meeting planned for 98% 11-19• September, 2012.Target: All executive officers of (100%1 Regional Women's Affairs Committees will be in attendance.

4.5.21 Support the 'Start-up' of the new Regional Women's Affairs Committee in Region 4.

100% Target: To ensure the Committee was formed with requisite members and to advise the new group on existing rules and functions.
Women's Affairs Bureau staff members were in attendance.

The exposition was well attended by women who had the opportunity to showcase their businesses and engage in discussion.

WAB participated since the International Day of the Girl Child drew attention to the need to address the challenges faced by girls and to encourage empowerment and build awareness of their human rights in areas of marriage, pregnancy, education and their total well-being.
All Regional Committees uplifted subventions, since these resources assisted with the expenses associated with the RWAC's planned activities for the Regions.

Structure for Guyana's Voluntary Partnership Agreement with the European Union demanded WAB's participation and input.

The staff member of the Women's Affairs Bureau represented the Bureau at all of the three Stakeholder Group Meetings.
The aim was to promote awareness of what are the advantages and disadvantages of the use of condoms, and to encourage safe sexual behaviour, using condoms.

The interest on the part of the target group facilitated the level of target achievement.

WAB's Strategy was a pre awareness campaign via seminars etc.

as well as the provision of boxes with condoms, male and female for each region.
Attendance was mandatory for all Ministries so as to support the Bureau in programmes that involved Gender-Based Violence and other social issues in their respective Ministries.

All Committees attended the Annual General Meeting and for the first time the hinterland Regions were fully represented.

However, some Regions did not have the full complement of 4 officers as a result of inadequate financial resources.
Women's Affairs Bureau Officer assigned to the Region attended the first Statutory Meeting held on 15~ June in the Boardroom of the Regional Democratic Council, Truimph, East Coast Demerara.

The Regional Women's Affairs Committee, Chairperson is Ms. Genevieve Allen, Vice Chairman of the Region.

The Committee comprised 12 members.

44 45 4.6.

MEN'S AFFAIRS BUREAU ITEM No.


4.6.1 TARGITS SIT FOR THE YEAR TARGETS ACHIEVED ANALYSIS OF SUCCESS AND FAILURE Conduct male education and awareness sessions and sensitize citizens.

These include Gender Based Violence, Sexual Violence, Domestic Violence, as a means of changing common gender nor ms and trends and to bring to light what it really means to be a MAN or a YOUNG MAN in society.
4.6.2 Work with boys in schools and Educat~onal Institutions, educating on Domestic Violence and Gender~Based Violence.

Help boys to realize their true potential as role models and decent individuals in society and not to avoid becoming prey to negative influences.
Targeted Schools Include: Annandale Secondary, Laser Edge Academy, Central High School, Cummings Lodge Secondary, Charlestown Secondary, East Ruimveldt Secondary, Dolphin Secondary, Kingston Practical School, North Georgetown Secondary, Patentia Secondary, St. Winifred's Secondary, Tutorial High, Uitvlugt Secondary, Zeeburg Secondary, St. Stanislaus College, West Demerara Secondary, Sophia Special School, Apex Academy, Diamond Secondary, Hope Secondary, Government Technical Institute, Leonora Technical Institute, Essequibo Technical Institute, Guyana School of Agriculture, Golden Grove Secondary, Annai Secondary, Charity Secondary, Anna Regna Secondary, Abrams Zuil Secondary, Johanna Cecelia Secondary, Essequibo Island Secondary, Aurora Secondary School, etc.
Engage Men and Boys throughout Guyana in a Walkathon with a National 4.6.3 Proclamation that affirmed 'Men Against Domestic Violence'through.

Target: 100% of Invited Groups: Ministers and officials of Government; Ambassadors representing various countries; Officers from the Guyana Defence Force and the Guyana Police Force; Men and Boys from all communities.

4.6.4 Coordinate and host International Men's Day event.
Target: the hosting of a Concert· nMagnificent Man 2~ to showcase the gifts, talents and abilities of our Men and Boys.

The Bureau was actively involved in meeting with establishing and strengthening men's groups in communities.

Activities included consultations and sensitizations and participants were informed about circumstances surrounding Domestic Violence.

Participants were from Moco Men's Group, Seventh Day Adventist Men's Group, New Testament Church of God Men's Group, Fu!!
Gospel Men's Group Awareness programmes and consultations were conducted in more than 80 secondary schools across the regions of Guyana.

Approximately 4,000 students (both boys and girls) participated.

Despite the level of success attained in the achievements identified, the shortfall resulted from an inadequacy of resources, specifically Men's Affairs officers, as well as support staff, mainly in the position of Confidential Secretary.
With the vacant positions filled, the MAB will be capable of doing much more to fulfil its mission.

Insufficient Human Resource affected the target achievement level.

The MAB is in need of staff, especially a secretary.

The Men's Affairs Officer has assumed the roles of both Officer and Secretary.
There is also the concern that when both the Men's Affairs Officer and the Administrator are engaged in field work, no one in the office to provide services to persons visiting the office, including providing counselling or scheduling appointments for same.

The walkathon was hosted by the MAB on 301 " June, 2012 This activity was one of the highlights and major success of the MAB.

There was and was attended by H.E.


President Donald Ramator, who adequate funding and support from the Ministry of Labour, Human Services & Social Security and other Donor Agencies, as well as Government officials and led the procession The Hon.

Prime Minister of Guyana members of the Public.

and participants from au targeted groups attended.

Target Achieved 100% The MAB joined with over fifty (SO) other countries in observing International Men's Day.
Signature event was the planned concert, which came off successfully.

This event was successful.

Caribbean Icon David Martins launched his new release "If you're a Man", a piece sending a very strong message against Domestic Violence.

However, organization of the concert was constrained by insufficient funding.

I • • • • I I • • • ' • 4.6.5 Provide Counselli~ and guidance services to individuals who are either victims or offenders of Violence.

For the year, more than 85 men visited the MAB.


They were both victims and offenders seeking help and counselling from the MAB.

4.6.6 Work dosely with schools and PTAs in promoting positive societal and relationship values for students, specifically focusing on male students.

4.6.7.
4.6.7.

Collaborate with sport entities and other bodies where there is a gathering of Men and Boys to engage participants in discourses including gender-based and domestic violence, men 1s health, masculinity, spousal relationships, roles of fathers, husbands.

The MAB continued its engagement with secondary schools in the city and its environs.

The Bureau was also given the opportunity to meet with the PTA of schools and conduct session with the parents of students as well as some teachers.
Schools and institutions in region ten (10) were also visited and students were educated on the issues of GBVand DV.

Consultations and sensitizations were held with cricket clubs and football dubs.

Officers from the Guyana Fire service and the Guyana Police Force were further sensitized about circumstances surrounding DV.

All sessions were aimed at changing the current gender norms, fostering gender equality, and educating on the cause and effects of DV and GBV.

4.7.
4.7.

NIGHT SHELTER The MAB is regularly visited by individuals who are victims and perpetrators of Gender Based Violence, seeking professional advice and counselling.

All cases are dealt with in a very professional and confidential manner, from which we have seen some very positive results.

There is a great demand for more staff in the MAB, as well as additional office equipment and furnishing, including computers, printers, filing cabinets, etc.
The MAB is a rapidly growing Unit and therefore it is imperative that the needs of the Bureau be met with urgency.

The MAB was hoping that the outreach with the PTAs would have been a success, but again staff has been a great challenge for the Bureau.

This accounts for our shortfall in this area.

The Bureau has been doing quite well in this area as it relates to working with boys in the sports fraternity.
We have been invited to many dubs to deliver presentations and to engage in dialogue with young cricketers, etc., as part of the dubs' social development of their young people.

ITEM NO.

4.7.1 TARGETS SET FOR THE YEAR TARGETSAClilEVED ANALYSIS OF SUCCESS AND FAILURE Target: Provide three meals per day (breakfast, lunch and dinner) for residents of the Shelter.

[The night shelter accommodates 180 persons per day.
Total projected meals computed as follows: 180 persons x 3 meals x 365 days=197,100 meals planned to be served for the year 2012) (Target 100% residents receive 100% of available meals).

100% 180 residents each received 3 meals per day.


197,100 meals were prepared and deliver to the Night Shelter year 2012 Meals were served on 'first come, first served' basis.100% of residents received a meal daily since the amount catered for was never reduced as each day the homeless visited the Shelter for this support., generally, in excess of the amount catered for.

4.7.2 Provide medical, ambulance services and referral to Georgetown Hospttal.
Target 100% instances/demands/situations satisfied Use of mini bus service to pick up residents at various points such as La Penitence, Bourda, Sea Wall and Kitty Market Square.

Target 2S persons daily (2 bus trips).

100% The target was achieved as a result of surveillance on the part of the staff.

An average of 19 persons was picked up daily (96%).

The shortfall resulted by some residents made their way back to the shelter on their own; some persons refused to stay at the shelter.
46 47 4.7.3 4.7.4 4.7.5 Assist residents to find jobs such as security, labourer, etc.

Target for 2012 was six(6) persons per month =seventy two(72)for 2012 Assist residents with Public Assistance.

Target 60 Aged persons and incapacitated to be transferred to the palms.

Target 15 Assist residents to be reintegrated into society 100% of persons with that possibility identified Daily treatment for TB clients by Ministry of Health DDT Officers.

Target 100% of confirmed cases treated.


Issue of basic items such as toilet paper, bath/laundry soaps, toothpaste, and etc.

(once available) .Target for 2012 -100% of residents receive supplies fortnightly or monthly.

Garbage disposable, fumigation and pesticide control.

Target 12 treatment for rats, mosquitoes, bugs(quarterly) and disposing of garbage (daily).
Thirty five (35) were placed in jobs in 2012 (25%) 45 persons received Public Assistance- 90% 8 persons were transferred to the palms- 53% 17 persons were reintegrated.

Some were able Transfers dependent on the person's illness and available accommodation at to find jobs and housing.100% Social worker was reassigned to another location; some residents did not have the requirements to get jobs.

the palm.

100% Eighteen (18) detected cases received treatment.
85% of residents received supplies 100% for both types of environmental treatment Reasons for the shortfall of target were: Funds were sometimes not available; hence the period of distribution would be missed.

More persons dropped into the Shelter than was projected The targets were achieved as a result of the very nature of the residents- street persons whose physical appearance demands constant fumigation and pest control to reduce cross infections, as well as to maintain a sanitary environment.
This is therefore a priority.

The Shelter's policy is not to admit persons who refuse to subject themselves to an acceptable level of personal hygiene (basic bath) or are incapable of maintaining reasonable hygiene practices.

4.8.

DOCUMENTATION CENTRE ITEM NO.

4.8.1.


4.8.2 TARGETS SET FOR THE YEAR TARGETS ACHIEVED ANALYSIS OF SUCCESS AND FAILURE ROUTINE OPERATIONS: USE OE THE CENTRE Daily delivery of services to a range of users comprising persons from all levels of the education system, local and overseas researchers, various government agencies and non-government organizations, government officials, women's groups and the general public.
Projection for 2012: 600 users INDEXING, CATALOGUING AND ABSTRACTING (a) The liquidation of the growing number of uncatalogued items.

TARGET: 40% of all new resources (b) Positive efforts are in train to develop a new electronic catalogue.

TARGET: 1 new electronic catalogue An estimated 400 users were served in this period.

The majority were from the education sector and local and overseas researchers.

Target Achieved: 67% Target Achieved: 52% (of the 2012 target).
Target Achieved: No progress made in developing the catalogue.

There was a 33% decline in the target projected for users in 2012.

This was largely due to the construction work for a considerable period of time which affected study and research.

There has also been the lack of air conditioning and the intrusion of dust and noise.

The frequent failure of computers and lack of access to the internet have severely affected operations in this area.
While an acceptable level of cataloguing was achieved, there has been no action in the development of our electronic catalogue.

Number of materials to be entered into the catalogue grew.

There is no direct source of ,_ • • • • • I • • • I I 4.8.3 ACQUISITIONS TARGET:A 2% increase in information resources was projected -i.e.

approximately 700.
approximately 700.

(based on current standards in Documentation Centres in order to retain a acquisition of one painting done by a well- current stock) Target Achieved: 17% A total of 97 titles were purchased while 20 were received as donation~ The long desired publishing is very 'ad hoc' and disorganized.

This makes it very identifyif'€ and locating material.

This is undesirable.

Fortunately, steps are in train to install new software for the reconstruction of a new catalogue.
Budgetary allocation although approved was not available.

This directly impacted on our acquisition programme.

Additionally, local difficult to locate and acquire such material.

There has been significantly increased distribution of brochures on domestic violence through the assistance of travelling officers from the various Departments in MLHS&SS as well as other Ministries e.g.

MOE, MOAA etc.

Plans achieved, but in a smaller amount than planned, because of budgetary constraints.
known female artist was acquired as a donation.

In total, the material acquired was welt below our target.

Target Achieved : a minimum of 70% of regions Target Achieved:100% of requests Distribution of brochures specifically to schools Target Achieved: 100% [60 texts supplied to GWLI).

Due to budgetary restrictions and unfilled vacant positions for most of the year, it was very difficult to achieve our publication target, specifically, our Newsletter.
One double issue (2 volumes) of 'Woman Powoh' produced.SO% Report Card on the status of Women 2011 prod~ced as well as brochures on Domestic We were also unable to produce brochures other than those on Vio/ence.100% Reproduction of booklet outlining places where reports on Domestic Violence should be made.

The programme is ongoing with a fair amount Collecting statistical information is very challenging and time of success in collecting data.

domestic violence.

consuming.


This affects the pace at which the research proceeds or succeeds.

Ongoing vacancies have been a setback in progress in several areas of operations.

Positive use is being made of this facility.

Additional material was A deposit collection has been established to serve as a representative resource Centre for made available at mid-year.

the men and women in Mahdia.


Target Achieved: 50% No progress was made in Region 3, because of the unavailability of the Co-ordinator when contact was made.

4.8.4 PROMOTIONAL ACTIVITIES The continued distribution of promotional and sensitization material.

TARGET: 100% of the 10 regions 100% of requests from Women's Organizations, Schools, Church Groups 4.8.5 4.8.6.

Supply of basic texts and Reference books to GWLI.


TARGET: 100% of instances of purchases wherein 30% of specific tiles purchased for the Documentation Centre that is relevant to the topics offered by the GWLI PUBLICATIONS 4 Quarterly issues of 'Woman Powah'.

A Report Card on the status of Women, 2011.

2 Brochures on Domestic Violence.

Maintenance of records of women murdered in 2012.


4.8.7 4.8.8 RESEARCH Establishing the status of women at various leadership levels in non- traditional occupations, and the situation of women in programmes such as the allocation of house lots, the registration of businesses conducted.

Creation of two (2) New Resource Facilities: 1.

Region #3 2.

Mahdia.

48 49 4.8.9 Development of a gender database (renewed attempt in 2012).

There has been no development.

4.8.10.


SENSITIZATION PROGRAMMES Target: 1 Exhibition on Domestic Violence Target Achieved: 300% Three extensive exhibitions on Domestic Violence were mounted.

The prolonged unfilled vacant position for the assistant who undertakes this task has resulted in the inactivity in this area of our operation.

In addition to the planned exhibition in the Documentation Centre, two others were organized by the Centre on request.
The novel participation of the Centre in Sonia Noel's Fashion Week-end held at ISEKA.

It was presented in the form of an Exhibition which focused on the horrors of gender-based violence.

A similar exhibition was held at the International Conference Centre and was viewed by hundreds of school children and adults.

NOTE: The year 2012 was yet another year in which the operations of the Centre were significantly disrupted by the renewed construction work on the building.
This was worsened by the frequent non-functioning of computers, the lack of access to the Internet, ineffective air conditioners, and the intrusion of noise and dust.

The combination of these factors posed enormous challenges for the Centre for a considerable part of the year.

Our efforts at achieving our targets were thwarted by two problems - inordinate delays in filling vacant positions in the Centre and secondly, by budgetary restrictions.
Although our budget was approved, accessing funds to secure resources or equipment was an ongoing difficulty.

It was another year when we failed to resuscitate our electronic catalogue which is the main key to efficient and effective access to the resources of the Centre.

This situation was very demanding on staff who have had to tax their memory and physically search the shelves in responding to users requests.
However, we ended the year with a ray of hope that the difficulties of 2012 are on the threshold of being solved and that the acquisition of the new open source software for creating a new electronic catalogue would be a major stride in solving one of the more critical problems affecting the Centre.

It is also hoped that the tenuous staffing situation would be resolved in the short·term.

4.9.
4.9.

PROBATION AND SOCIAL SERVICES DEPARTMENT TARGETS ACHIEVED ANALYSIS OF SUCCESS AND FAILURE TARGETS SET FOR THE YEAR ITEM No.

4.9.1.

Provide psycho social support to all those in need of such services.

Target 3,095 (determined by reported cases, using historical trends) Respond to all requests for counselling in matrimonial case interventions.

Target 100% of requests received.

Provide social service assistance to all persons entering the prison system.
Target: 100% of new persons incarcerated Supervise all parolees, persons on probation and others A total of 39 persons representing the various categories placed under supervision by the courts.

Target: 100% of such requests attended to.

of persons requiring supervision were monitored by probation officers.
Target Achieved: 100% 4.9.2 4.9.3 4.9.4 Three thousand seven hundred and thirty one (3,731) The over whelming response to this service resulted in more matters being referred and Kindred Social matters were attended Target Achieved: 120% attended to.

Counselling provided in 636 Matrimonial Reconciliation case interventions.

Target Achieved: 200% 273 new entrants to the prison system were attended to The benefit of connecting inmates to family members where necessary had about a 70% by probation officers.
Target Achieved: l00% Impact in these cases cannot be measured.

Greater levels of follow ups in these cases are compelling desirables and require optimum staff capacity to determine outcomes.

Figures do not truly represent the demand.

satisfactory rate.

This will be increased to 100% in 2013.
Reports to the Parole Board on parolee supervision had an 80% success rate with the desired outcome achieved relative to supervision provided in all cases I • • • I I • • • • • • 4.9.5 Distribute Old Age Pension books to all eligible persons Total 39,291(based on database) 39,291 pensioners received pension books Target Achieved: 100% 4.9.6 Provide Public Assistance to 10,000 needy cttizens 4.9.7 4.9.8 4.9.9 Respond in a timely manner to request for probation reports by the Magistrates Court.
Target: 100% of requests processed.

Respond in a timely manner to request for probation reports by the High Court.

Target: 100% of requests processed.

Respond in a timely manner to request for probation reports by the Juvenile Court.

Tarn!

: 100% of requests processed.

Successfully completed although there were some hiccups at the initial distribution with a small percentage of omission of beneficiaries from prepared distribution lists.
These discrepancies were subsequently corrected resulting in all available recipients receiving their books within the first quarter of the year.

Surveillance by officers ensured that the books of persons who died were promptly collected from their relatives.

Number of deserving cases reviewed exceeded target figure and thus resources were sourced to meet the demand.
H\552 received Public Assistance Target Achieved: 105" 160 probation reports prepared for the Magistrate's Court Appropriate responses were achieved and approved but there is need for more in depth Target Adlievefl: 100% reporting on social history which underlines the need for appropriate time allocated by the court for submission of reports and staff giving priority to this aspect of work to facilttate timely preparation and submission.
Same as above 27 probation reports prepared for the High Court Target100% 203 probation reports prepared for the Juvenile Court Target Achieved: 100% Same as above 4.9.10 Resuscitation of Discharged Prisoners' Aid Committees at New Amsterdam and Georgetown Prisons.

Efforts were unsuccessful.

Target Achieved: 0% 4.9.11.

August Youth Day camp.


This annual event targets youths who are on Probation, Statutory and Voluntary Supervision, youths released from the New opportunity Corp and some from com mun tty groups.
It is geared toward providing psycho-education in a youth friendly environment as a form of motivation T.,.et achieved: 0% 4.9.12 Month of the Elderly Activities Psycho education workshop planned for care givers of Target Achieved: o % the elderly; Activities planned to acknowledge the contributions of the elderly during the month of October.
4.9.13 Country wide training of Local Board of Guardian Target Achieved: 0% members 50 A decision could not be reached regarding which Government Ministry would be responsible for selecting members.

These committees are very instrumental in assisting the Probation Department wtth Prisoner's aftercare and strengthening family relations and support mechanisms prepan'ng them for reintegration into society Due to unavanability of funds, no camp was held.
Due to the unavailability of financial resources, these initiatives did not materialize.

This programme was intended to equip LBG members with the necessary skills to effectively assess Public Assistance cases.

Unfortunately, due to unavailability of financial resources no training was done.

51 IT£MNO.

4.10.1.

4.10.2.

4.10.3.

4.10.4.

4.10.5.

4.10.6.

4.10.7.

4.10.8.


TARGETS SET FOR THE YEAR TARGETS ACHIEVED ANALYSIS OF SUccESSAND FAILURE Ensure the physical well-being and comfort of the residents· Target: 100% of the time Target Achieved: 75% Fostering the emotional well·being of residents by recognizing birthday National and Special Holidays such as Emancipation Day, Mother's Day, Month of the Elderly, Christmas etc.

Target: 12 Monthly Sessions - each month all residents with birthdays in the particular month are honoured.
MEDICAL SERVICES Residents are given the opportunity to receive medical attention for all instances of illness so as to ensure the greatest possible level of restoration of health.

Target: Responding to 100% of instances of illness reported hv residents Hospital referrals (doctors do routine checks) Target: 100% ·every Instance attended to.
Pharmaceutical support: Target: 100% cases satisfied TRAINING Training of the kitchen staff-Target: 8 INTERMENTSERVICES-:16 BURIALS: TARGET 100% OF DEATHS THAT REQUIRE STATE INTERNMENT SATISFIED.

CONTRIBUTIONS: FROM Fooo FoR THE POOR INC. TARGET- THAT ALL EXISTING PARTNERS/DONORS WOULD GIVE SUPPORT IN 2012.

Target Achieved: 100% The quality of service is seriously affected by the lack of proper supervision of the PCAs due to the difficulty in recruiting Staff Nurses to work at the facility.
This is compounded by the fact that there are 79 PCA to service 8 wards, with occupancy throughout the year of 30- 35 residents on a three shift system.

This results in a ratio of PCAs to residents that are significantly higher than the International recommendation: 16:1 as compared by 8:1.

Birthdays were celebrated at the end of each month with special lunches and small tokens for the residents who had a birthday during that month.
National Holidays and Month of the Elderly were observed with activities such as outdoor games, movie night, concert, fashion display and a brunch.

Target Achieved: 100% two hundred and thirty (230) residents and (1,787) outpatients received medical attendance on a weekly basis Dermatology Department ,which are operated by the MOH.
Medical support to the Palms is induded in the formal responsibilities of the MOH; therefore there are always doctors who attend to the needs of the residents, as well as the adjoining community.
The medical services offered at the institution is bolstered by the close working relationship that exist between the institution, GPHC, as well as the outpatient clinic, physiotherapy centre and 100% Achieved 100% Achieved 100% Achieved 100% Achieved 100% Achieved All patients who were referred to the GPHC were escorted by a PCA to ensure that they received the recommended treatment in an expeditious and timely manner.

Sometimes, drugs prescribed were not available at the Pharmacy operated by the MOH.
In such instances, the Palms assume the responsibility of purchasing the required drugs for the resident.

The Kitchen staff benefitted from a one month in-house training programme conducted by a Former Principal of the Carnegie School of Home Economics.

This was mandatory.

The Palms provided dignified burials for all residents who would have passed away during 2012.
The Institution continued to benefit from donations from individuals, and corporate organizations; Food for the Poor, Christian Charities of Canada etc.

The quality of care provided, in terms of patient comfort, was enhanced as a result of the assistance received from these donations.

4.11.

MAHAICA HOSPITAL ITEM No.


TARGETS 5ET FOR THE YEAR TARGETS ACHIEVED 4.11.1 Obtain standing order numbers from Permanent Secretary to enable all 4.11.2 pensioners to be paid at Mahaica Hospital· Target: 13 pensioners Payment of pension to all residents at the Hospital.

Target:12 cash payslips and 12 cheques; 100% Pensioners paid monthly 100% 100% ANALYSIS OF SUCCESS AND FAILURE Standing order numbers for all 13 pensioners were obtained and circulated as a result of the timely action by Staff.
Prompt encashment by staff of cheques received from the Ministry enabled timely payment to pensioners in the hospital.

3ll1N3J Jlllllflll39 Sllllllfd 'Ot't> • • • • • • • • • • • • 4.11.3 Collect revenue for rental of farm lands from eight persons.

4.11.4 Target: ($60,000) Submit revenue with Collector's cash Book Statement and receive acknowledgement.

Frequency: Monthly (for 12 months).


4.11.6 4.11.5 Collect monthly payslips for all employees Target: 240 payslips collected Prepare on a daily basis three nutritious meals for 8 patients, including special meals for the 15 holidays in the calendar year.

Target: 8,760 meals for the entire year of 2012 Purchase dietary supplies on timely basis from reputable firms.

Target: required amounts available and acquired in every instance.
4.11.7 79% 100% 100% 100% of meals prepared and served $47,500 revenue was collected from five farmers and receipts issued.

Three (3) farmers did not cultivate their plots, resulting in a short fall of the revenue target.

Revenue, Collector's cash Book Statemen~ receipts submitted and acknowledgement received.

This was a financial requirement and was monitored by the Accounts Department.
Payslips were collected in a timely manner regularly for each month and issued to all employees to ensure staff was paid promptly.

All of the desired inputs to create nutritious meals of a certain standard were available; accordingly, three meals were served on a daily basis to each resident.

100% dietary and All items were sourced and delivered on time, since it was important to ensure other items received in patients were fed regularly and on time.
a timely manner 4.11.8 Inspect buildings and compound every two days to ensure a clean and tidy environment.

-Target: approximately 156 inspections 100% 4.11.9 Signing requisitions to purchase, quotations, goods received notes and bills.

Target: 100% of times that requisitions are issued 4.11.10 Submit pension retums to the Ministries of Labour and Finance, respectively on a timely basis -12 returns submitted 4.11.11 Schedule all accounts promptly for payments-Targets: 100% of .
100% 100% 100% (actual 379) accounts processed for payment 4.11.12 Prepare monthly work programme, quarterly, half yearly reports, 100% 4.11.13 strategic review and projections.

Target: 100% of required reports completed with every deadline Issue, on a timely basis, dietary and other items to kitchen staff, children's home, cottages and administrative building.

Target: 100% of requests satisfied 4.11.14 Approve Internal Stores Requisitions without delay.
Target: 100% of ISRs generated by various sections approved 100% 100% 4.11.15 Wash clothes, linens, etc.

for patients in the Hospital three times a 100% week.

Target: 156 Instances The target set was achieved because checks of the buildings and compound were done on a daily basis since clean & tidy compounds were the standards promoted by the Administration.

In addition, unexpected visits were made from time to time by senior personnel from the Ministry.
Signatures were affixed after thorough examination.

Failure would have resulted in rejection from the Accounts Department resulting in delayed services to residents.

All returns were submitted to the Ministries within a week after pension payments since this was a financial requirement monitored by these agencies All accounts were scheduled promptly as items and bills were received since failure would have disrupted the operations of the hospital.

All reports were prepared and submitted on time.


Accounts Department monitored these submissions as part of their work programme.

Given the need to supply the residents of the various homes with timely meals, all requests for daily requirements were promptly addressed.

Signatures were affixed by Head of the Institution after examining/verifying quantities requested.
These documents are subject to Internal and external Audit reviews during the year, thereby providing an impetus for compliance and accuracy.

Patients wore clean clothes, beds were with clean linens and patients were generally comfortable within the environment.

This activity was done in-house, at the Mahaica Hospital as a regular requirement which is monitored through inspections.
4.11.16 Prepare requests to the Ministry for vehicles to transport patients for 80% of requests were Vehicles were obtained from the Ministry of Labour, but on few occasions, the vehicles medical attention as well as to transport Accounts staff to BOG to met were not available.

52 53 collect cash for the monthly payment of pensions at Mahaica Hospital.

Target: 100 requests 4.11.17 Maintain Sub-Imprest Account for the Hospital.
100% Target: 237 times 4.11.18 Recommend applications submitted by employee for annual and 100% special.

Target: Estimated 40 applications (based on historical trends) 4.11.19 Submit resumption of duty forms for employees after leave expires.

Target: Estimated 60 forms Maintain leave records for employees.

4.11.20 Target : for a employees 4.11.21 Prepare monthly summary of employees' time keeping records in two categories in keeping with personnel requirements.
Target: 24 100" of forms submitted 100% records maintained 100% 4.12.

GUYANA WOMEN'S LEADERSHIP INSTITUTE Sub-Imprest Cash Book and Daily Composition Book were written up daily, thus ensuring actual cash on hand balance with related records.

These books were signed off at the end of each day by Administrator, records of these transactions were sent fortnightly to the DSS and the PS.

In addition, these accounts are examined when they arrive at the Accounts Division.
Checked leave records prior to the recommending of leave so that employees proceeded on their leave entitlement.

This was necessary to avoid overpayment issues.

Resumption of duty forms were submitted immediately after employees resumed duty as a matter of routine.

Personnel Department monitors the submission of these forms and acknowledges receipt.

Leave records were systematically maintained for employees.
Those records were checked by the Administrator as the need arose so that employees could be released as was requested.

Information relating to time keeping was compiled from the time-books monthly.

This information was summarized and placed on the appropriate forms then submitted to the Personnel Department who monitored the submissions.

TAR GETS SET FOR THE YEAR TARGETS ACHIEVED ANALVSIS Of SUCCESS AND FAILURE ITEM No.
4.12.1 4.12.2 4.12.3 4.12.4 Recruit gender specialist to prepare modules for effective leadership training programmes.

Recruit part-time specialist to complete gender needs assessment to inform the preparation of modules.

Recruit part-time media specialist to develop marketing and advertisement campaign.

Develop formal students' database for the Institute Targetl database for students 4.12.5 4.12.6.

Appointment ofGWLl's Board Target: 100% of the approved positions filled.
Champion the resuscitation of Agency Meetings between GWLl/WAB/Oocumentation Centre 0% 0% 0% 0% 100% 0% Failure to realize target due to lack of financial resources to support activity Failure to realize target due to lack of financial resources to support activity Failure to realize target due to lack of financial resources to support activity The task requires technical support to set up data base format and will need to be outsourced.

Funds were unavailable during the year to advance this activity.
Board was appointed and the first meeting was held in December, 2012.

This was a policy decision which was being monitored at Ministerial and administrative level.

Lack of commitment by key players was responsible for the non-achievement of this target.

• • • • • • ' • • • • I 4.12.7.

Represent GWLI at Monthly Heads' Meeting organised by Minister of Human Services and Social Security.
Target: 12 meetings 4.12.8 4.12.9 Host old student re-union to garner human and technical resources Fostering unified collaboration and approach to women's development through collaboration with NGOs, private sector agencies, international donor agencies and other interested parties, through planned meetings, workshops, events etc.

organized by the Ministry and its several departments.

Target: 100% response to every invitation.


4.12.10 Preparation and subnission of reports as required • Quarterly reports • Annual report 4.12.11 TARGET: To train 270 students at the cost of $9,501,000.00 a) Capacity Building for leadership Advancement (Community Volunteers against Domestic Violence (CVADV), 90 persons, Region 3 and Region 4. b) Sewing, Garment Construction and Fabric Designing, 30 persons, Region 4. c) Food Preparation and catering, 30 persons, Reg.
4 d) Information Technology and Office Procedure, 30 persons, Region 4.

4.12.12 Distribute certificates to students for courses completed Target: all students from all of the training courses that were offered at the Institute In 2012.

4.12.13 Repair front fence of compound: Target: 100% 4.12.14.

Repair back fence of compound.


Target: 100% 100% 0% This was achieved because (a) it was a Top Management policy; (b) it was an opportunity to report on the lnstitute's performance as well as the issues and challenges that both existed and were emerging, Lack of human and financial resources stymied the planned event.
GWLI attended activities organised This collaborative process was successfully pursued, since it was a way of strengthening by the Ministry, WAB, RWACs, Child Care and Protection Agency, WGEC/ USAID, WPO and Qualfon etc.

Institute responded to all invitations.

Target Achieved:lOO % relationships with these agencies.
The Institute also benefitted from publicity and exposure and arising from the dialogue with stakeholders was able to refer clients to the Probation Department; Women of Worth Unit and the Legal Aid Centre.

• Quarterly reports -0% • Annual Report -100% a) 37 women were trained in Regions 3 (15) and 4 (22) in O/ADV.-41% b) 0% c) 0% d) 54 women were trained in Information technology and Office Procedures in Reg.
4 180% of planned target 0% 100% completed 25% completed Quarterly reports were not prepared since a key requirement was the Financial Status of the Institute was not made available to the key players therein.

Funds for the 2012 training programmes were approved late in 2012 (November), there was therefore insufficient time to organize and have the training courses properly executed.
From savings from the 2011 budget, $810,000, the courses and targets achieved were executed in 2012 The success in the Information Technology course was as a result of the need evidenced for such skills by the over subscription to the course.

Training programmes were not completed in a timely manner and this became the single constraint to the holding of the planned graduation exercise.

Funds were released from the Ministry to enable this activity.
Work commenced and the foundation of the back fence was completed.

However, the activity was abandoned as a result of the unavailability of required funding necessary to complete the task.

Inadequate financial resources prevented any attempt to address this activity.

4.12.15.

Repair dormitory and paint building.


Target: 100% 0% 4.12.16 Maintenance and repairs to GWLI vehicle- Target: 100% 4.12.17 Maintenance of office equipment -Target: 100% 4.12.18 Maintenance of Brush Cutters -Target: 100 % Some work was done but this cannot be assessed.

In progress 100% The vehicle is aged and needs significant repairs.

Funds are however unavailable to enable more extensive maintenance work.

Bare essentials were undertaken to enable some functionality.
A new vehicle is once more requested for 2013.

These were not always done in a timely manner, since suppliers were sometimes tardy in their response.

These items were under service Contracts.

The supplier, Farfan and Mendes were always responsive, providing timely service.

54 55 4.12.19 Repairs and Maintenance of Photocopier Target: 100% instances 4.12.20 Target: 100% Acquisition of critical items for the Institute incorporated into the 2012 Capital Budget for the Institute.

Total sum was $7, 955,929.


Key Items incuded:l vehicle, 6 computers, SO chairs (for students), chairs for staff- typist, water cooler for students, kitchen utensils for catering class, clocks for each classroom.

4.13.

WOMEN OF WORTH UNIT 60% 0% Some of the repairs - replacement of components could not be undertaken as a result of Financial constraints.
Amidst the competing priorities by departments for the Ministry's scarce financial resources, the requirements of the Institute were not favourably considered since the entire Capital Budget Request was not approved.

This has had a negative impact on the !nstitute's 2012 programme, in particular, its community outreach programme.

TARGETS SET FOR THE YEAR TARGETS ACHIEVED ANALYSIS OF SUCCESS ANO FAILURE ITIM No.

4.13.1 Identify prospective applicants for micro credit loans.
Target: All ten administrative regions.

4.13.2 Launch the WOW programme in 2 Regions; 1 & 7 4.13.3 Achieve 60% return rate to WOW of uplifted loan application forms Target: 900 women return completed forms 4.13.4 Verify all loan applications Target: 100% of returned loan application forms.

Four (4) of the ten (10) administrative regions were visited where prospective applicants were intervtewed.
Target Achieved: 40% WOW was not launched in 1&7 Target Achieved: 0% Regions 1, 2, 6, 7, 8, & 9 were not visited because of the inadequacy of funds.

Inadequate human and financial resources led to non-achievement of target.

One thousand, five hundred (1,500) women country wide, The !ow achievement of target was attributed to communication difficulties between accessed information on the WOW initiative.

Of this number, five hundred and sixty-seven (567) returned with completed application packages.
clients in remote locations and the Georgetown office.

Three hundred and twenty (320) applicants of the five hundred and sixty seven (567) from Regions 3, 4, 5, and 10 were visited.

The Field Officers of the Micro-Credit Department physically visited prospective loan recipients to verify all information provided.

Inadequate human and financial resources contributed to the low achievement of the planned target.
Officers of the department were not able to visit all outlying regions to verify 4.13.5 Mentor and monitor all loan recipients in all the Regions.

Five hundred and fifty-seven loan recipients of the total number of Target: 100% of all Loan Recipients 1729) 4.13.6 Facilitate the training of all loan recipients in the management of small businesses and related skills.

Target: 100%olall Loan Re<ipients 1729) 4.13.7 Access markets for 50% of all micro- credit loan recipients products.
Target: 50% of all Loan Recipients 1729) 729 were monitored and mentored.

They were from Regions 3, 4, 5 & prospective applicants' information as a result of inadequate staffing as well as 10.

Target Achieve No training was done.

Target Achieved: 0% funding.

The set target of 100% was therefore not achieved.

No training was done during this calendar year since no funds were made available to the department.
d: 76% Twenty-two of the 729 loan recipients were assisted through the Ministry of Labour, Human Services & Social Security with market access for their poultry products.

Target Achieved: 3% The businesses that were engaged in poultry production in parts of Region 4 r were assisted with markets for their produce.

In addition, in instances where it was feasible, some recipients were aided in other ways, while other linkages were examined. '
• • • • ' • • • • • • 4.13.8 Promote the Micro-Credit Programme through public awareness programs.

Target: all Media Houses contacted 4.13.9 Visit all loan recipients to encourage/ advise on servicing of loans in order to reduce incidents of defaulting.

Target: 100% of loan recipients Identified for the first v~lt.

4.14.
4.14.

COUNTER TRAFFICKING IN PERSON The department continued to work closely with media personnel from Through collaboration with GINA and other media houses, WOW ensured that the various media houses to promote the micro-credit initiative throughout the year.

Target Achieved: 100% Of the 729 total loan recipients from Regions 2, 3, 4, 5, 6, & 10, five hundred and thirty- seven (537) loan recipients from Regions 3, 4, 5, and 10 were visited and mentored.
Target Achieved: 74 % Officers of the oepartment were not able to visit all the outlying Regions to verify prospective applicants' information as a result of unavailability of required funds ..

Therefore the target of 100% was not achieved.

majority of the populace in all of the ten administrative regions was made aware of the Micro-Credit Programme as well as the requirements for participation.

ITEM No.
ITEM No.

TARGETS SET FOR THE YEAR TARGETS ACHIEVED ANALYSIS OF SUCCESS AND FAILURE 4.14.1 Provide psychosocial support for (15) fifteen alleged survivors of human trafficking.

Target: 100% of survivors Twenty-three alleged TIP survivors were assisted during the year under review.

Target Achieved: (153%) 4.14.2 Conduct six (6) capacity building workshops for Focal Points in hinterland communities.

Target 100% One capacity building workshop for Focal Points was done.
Target Achieved: 17% Through collaboration with IOM and Help and Shelter along with support from the Difficult Circumstances Unit, Child Care and Protection Agency and the Probation and Social Services Department, the Ministry was able to provide psychosocial support to alleged survivors of human trafficking beyond the planned target.

Inadequate funding restricted the C-TIP unit from conducting capacity building workshops in all of the targeted hinterland communities.
4.14.3 Attend twelve (12) monthly meeting of the Ministerial Task Force The Ministry was represented at most of the statutory Prior engagements prevented the Ministry from being represented at one meeting.

on Trafficking in Persons.

Target 100% meetings for the Ministerial Task Force on Trafficking In Persons.

Target Achieved: 92% 4.15.

STATISTICAL DEPARTMENT ITEM No.


4.15.1 4.15.2 TARGETS S£T FOR THE YEAR Prepare four Quarterly labour Market Information Statistical Bulletins by the end of the second month of each new quarter.

Tiltpl: 111115 Prepare four Quarterly Social Services Statistical Bulletins by the end of the second month of each new quarter.

Target: 100% TARGUS ACHIEVED ANA.l.YSts OF SUCCESS AND FAIWRE Three Quarterly Labour Market Information Statistical Bulletins were completed each quarter.
Tarnt Achieved: 75% Four Quarterly Social Services Statistical Bulletins were completed each quarter.

Target Achieved: 100% The untimely submission of data from departments affected the timely completion of the other reports.

The desk top computer used for the inputting and analysis of data was inoperable.

The untimely submission of data from departments affected completion of the other reports.
the timely 56 57 4.15.3 4.15.4 Convene two half yearly Labour Market Information Statistics Coordinating Committee Meetings to assist with collaborative work aimed at improving Guyana's Labour Market Information System.

Target: 100% Conduct an annual occupational wages and hours of work survey.

Target: 100% The committee did not meet.

Target Achieved: 0% For a number of years membership of the committee has remained unchanged.
Persons on the committee have subsequently either left the public service or were not available.

Target Achieved: 100% This survey was conducted in the ten administrative regions of Guyana.

There were 382 respondents to the questionnaire used.

The survey report was not completed in 2012.

4.16.

LABOUR DEPARTMENT - - - ITrMND.


4.16.I Conciliatjon TARGETS SET FOR THE YEAR Conclude conciliations based on requests received- Target: 100% of all received requests: projected 60 matters 4.16.2 Complaints Target: 80% of Complaints reported resolved (Total projected 1000); Actual processed= 1163 Target for resolution for 2012= IO% =930 lnvestig;!te all reported Accidents.
Target: 100% of all accidents reported (total received - 750) Review and countersign Collective Labour Agreements Target: 100% of all requests received Prosecutions: Prosecute employers who have breached the labour laws of Guyana.Target:100% of identified Labour Inspections Target: 3,500 4.16.3 4.16.4 4.16.5 4.16.6 TARGETS ACHIEVED Target Achieved: 100% of requests received (25) ANAL YS/S OF Sucass AND FAILURE This amount is based on the fact that the Department recei~ed fewer requests than initially anticipated.
This is an indication of how well the De'partment's inspections and interventions are working.

Target Achieved: Resolved 978 of total reported complaints = 14% From Target of IO% resolved cases =Achieved 105% This amount represents how efficient the Department has been dealing with complaints coming into the Department and the level of our officers' competence plus the willingness of employers to comply with the Labour Laws.
Target Achieved: 120or16% of reported accidents resolved Workplace accidents and fatalities investigations were significantly hampered due to a reduced number in staffing at the Department.

Target Achieved: 100% (16) Target Achieved: 100% (34 prosecutions) Target Achieved: 1.117 (31.9%) Sixteen Collective Labour Agreements were received and counter signed since failure to do so result in difficulties in labour /management relations that can impact on the Department's image.
Employers had to be prosecuted for failing to comply with the labour laws.

This was achieved as a result of the competence of staff as well as the monitoring system which is in place over such policies.

Only Thirty-<ine point nine percent (31.9 %) of target set was achieved due to unavailability of funds as well as a shortage of staff. '
• • • • ' • • • • • • 4.16.7 Training - seminars on various labour legislations for Hotels, Restaurants, Shops, Security Service and manufacturing companies' employers Target:110 seminars In Regions 1-10 4.16.8 Strike reports Target.100% of strikes reports Target Achieved: 80 seminars 73% of target set was achieved due tolimited availability of financial resources.

Shortfall was as a result of unavailability of funds to carry the programmes to the hinterland (Regions 7, 8, 9).
Target Achleved:100% (203) Two hundred and three strikes occurred during the year.

However the respective Unions 4.16.9 Tripartite Committee meeting {representatives of private Target Achieved:100% (12) Sector, Government, Trade Unions) -12 Target: 100% 4.16.10 National Advisory Council on OH&S (NACOSH) TargetAchleved:100% (3) Target -6 meetings 4.16.11 4.16.12 4.16.13 Trade Union Recognition & Certification Board -Examine all requests for trade union recognition received.
Target: 100% of meetlngs-12 Community Development Initiatives -Target: 4 schools- Charlestown, Buxton, Ascension Primary in West Ruimveldt Blake Primary School in Parika (Peer counselling related to High Truancy rates in schools) Recovery of Outstanding emoluments for employees from defaulting employers: (1163 cases) TARGET: 80% of such matten (930 cases) Target Achleved:100% 12 Meetings Target Achleved:100% All 4 schools were impacted Target Achieved: $52,673,474 was recovered from the 978 complaints totally resolved.
Target achievement was therefore 84% of processed cases and 105% of the 2012 target.

and Management were able to resolve most of them.

One hundred percent of target set was achieved because these meetings are mandatory and are chaired by the Minister.

The Target set for 2012 was half of the normal annual target since this was a new Committee whose Kfe commenced on July 31, 2012.

The shortfall was as a result of the unavailability of members since there is no statutory date.

This will be corrected 2013.


One hundred percent (100 %) of target set was achieved.

These meetings are statutory meetings and in every instance there was a quorum.

Officers of Department conducted seminars at targeted schools on Child labour.

Level of achievement was a direct result of the funding received from ILO for this initiative.

Employers complied with officers' recommendations during the investigation of complaints, since they did not want the various matters to become court issues.

4.17.
4.17.

COOPERATIVES DEPARTMENT TARGETS SET FDR lltE YEAR TARGETS ACHIEVED ANALYSIS Of SUCCESS AND FAILURE Conduct Co-operative Personnel/stakeholder Meetings to discuss reports on Co-operative activities in the Regions.

Target: 6 meetings Seven (7) meetings were held.

Target Achieved: 117" The target was achieved with the assistance of Cooperative Officers from the Ministry of local Government and Regional Development.
There is need for the full complement of staff at the Division of Co-operatives and in the Regions if Co-operative Development is to be sustained.

There is a need for the sharing of information and the coordination of efforts across agencies.

ITEM NO.

4.17.1 58 59 4.17.2 Conducted field visits to the Regions by Cooperative Officers.
Target: 100 visits One hundred & thirty two visits were made to Regions# 1, 2, 3, 4, 5, 6 and 10 during the period, meetings were held and several problems were addressed and views expressed.
Target Achieved: 132" 4.17.3 4.17.4 Training Programme for Arbitrators/Inquirers/Cooperative Officers Target: 4 Training Programme Conduct Audits of Cooperatives and Friendly Societies: One (1) training programme was conducted for Arbitrators/ Inquirers/ Cooperative Officers Target Achieved: 2S" Audits were conducted on: The Region Numbers 4, 5, 6 and 10 have no Regional Co-operative Development Officers and these Regions have some of the most problematic Societies.
However, visits were conducted by the Chief Cooperative Development Officer, Assistant Chief Cooperative Development Officer and two Cooperative Development Officers from the Ministry of Local Government and Regional Development.

The other training programmes could not be completed due to of lack of funds.

Even though the Department was able to achieve the target, many Societies are reluctant to pay their contributions to the Audit and Supervision Fund from which payment is effected to the auditors.
lack of timely submission of financial statements by Friendly Societies affected target achievement.

There is need for a strategy to be devised that will motivate the societies to pay their contributions.

The registrations of Friendly Societies are based on requests received by interested groups to register such Societies.

There is need for closer supervision of societies to avoid the need for inquiries.

Additionally, inquiries are conducted based on complaints received from Members.
One hundred and thirty two (132) Co-operative Societies.

Target Achieved: 110% Fifty one (Sl) Friendly Societies Target Achieved: 34" Thirty nine Friendly Societies were registered during the period.

Target Achieved: 78" There were 29 requests for inquiries.

Twenty four inquiries were conducted for Co-operative Societies Target Achieved: 80% Five for Friendly Societies.
Target Achieved: 10% Arbitrators were appointed to hear forty two (42) cases during There is need for closer supervision of societies to avoid the large number of costly arbitrations.

Also, Arbitrations are conducted based upon request by an aggrieved the period.

Target Achievement: 210% Member/Society.

More cases emerged than was envisaged, but staffs were able to respond, working beyond the call of duty.
The activities for the International Year of the Cooperatives were realized mainly due to donations from Cooperative Societies and other Agencies.

Co-operative Societies must play a more active role in financing the Week's observances.

All planned activities were executed Target Achieved: 100% 4.17.5 4.17.6 4.17.7 4.17.8 Target: 120 Cooperative Societies Target: 150 Friendly Societies Registration of Friendly Societies.

Target: SO.
Target: SO.

Address all inquiries into the operations of Cooperative and Friendly Societies.

Target: 30 Cooperative Societies Target: SO Friendly Societies Conduct Arbitration hearings in a timely manner in all cases meriting such interventions.
Target: 20 Conduct the following activities to celebrate the International Year of Cooperatives and National Cooperative week: Cooperative Week Rally in Region 4 Launch of International Year of the Cooperatives Interfaith Church Service and Family Fun Day Cooperative Outreach and Field Day International Cooperative Day Rally 4.17.9 Amendment of the Cooperatives and Friendly Societies Rules Target: SO cooperative Societies' Rules Target: 10 Friendly Societies Rules The following Amendments were approved during the period: Nineteen Cooperatives Societies Rules Target Achieved: 38" Twelve Friendly Societies Rules Target Achieved: 120% The Amendment of the Cooperatives and Friendly Societies Rules are done based upon request by the Societies • • • • • • • • • • • • 4.18.
MISU DEPARTMENT TARGm SET FOR THE YEAR TARGmAcHIMD ANALYSIS OF 5ucass AND FAILURE Update Disability database-Target= 1 Successfully printed O.A.P 2014 general distribution sheets and printed P.A Second half 2013 • 1 4.18.3 Maintain current networt infrastructure -three LANs Install and upgrading of current Firewall Software -llSA 4.19.
CENTRAL RECRUITMENT AND MANPOWER AGENCY 1 1 3 0 Th~ was made possible with the full oomplement of staff ,new database and good, supervision of staff This was made possible with the full complement of staff, a new database and good supervision of staff This was made possible with new equipment and license software.

Due to voltage disruption firewall server was damaged; however, the process to acquire a new server began.
TARGETS SET FOR THE YEAR TARGETS ACHIEVED ANALYSIS OF sucass AND FAILURE Target Achieved: 2,9U - 79% The shortfall in the target set is due to staff shortage in the Regions 2 and 5 Register all unemployed persons seeking employment through the Division.

Target -3,700 Compile and maintain an up-to-date register of all job vacancies notified throughout the Regions.

Target -3,100 Submit unemployed persons to be placed in active employment.

Target ·3,600 Placement of unemployed persons into suitable jobs.
Target-3,000 Target Achieved: 3,801 - 123% Target Achieved: 3,623 - 101% Target Achieved: 2,945 - 98% hEM No.

4.18.1 4.18.2 ITEM NO.

4.19.1 4.19.2 4.19.3 4.19.4 Due to the new online Job Registration there was an increase in the compilation and maintaining of the register of vacancies' notification.

Persons submitted for employment were found to be suitable to fill the advertised vacant positions.
Some jobseekers sent to employers were placed into employment while others were employed via employers' advertisement in the print media.

Success emerged from the careful matching by CRMA staff of job requirements to applicants' profiles.

These visits to workplaces are to encourage employers to utilize the services being offered by the Division.
The shortfall resulted from the retirement of the staff assigned to Essequibo, as well as the inadequacy of staff numbers in Region Five where one officer has to man the offices in Regions, Five and Six.

The Recruitment and Manpower software makes it easier to have reports completed on a timely basis.

4.19.5 Educate persons within Public and Private Sectors Agencies about CRMA.
Target-750 In Regions 2, 3, 4, S, 6 Target Achieved: 549 - 73% 4.19.6 Preparation of weekly, monthly, quarterly, and annual reports.

Target -100% Target Achieved: 100% 60 61 4.20.

BOARD OF INDUSTRIAL TRAINING ITEM NO.

4.20.1 Register 100 youth for the standard apprenticeship programme TARGm SET FOR THE YEAR 4.20.2 Certify 65 apprentices as artisans TARGm ACHIEVED Target Achieved: 76% Target Achieved: 100% ANALYSIS OF SUCCESS AND FAILURE The shortfall was due to the quantity of applications received.
Programmes were undersubscribed in some instances.

There were no apprentice terminations by BIT or the Apprentice Masters during the period.

4.20.3.

Register 1500 persons for the NTPYE in Regions One-Seven and 10 to pursue training Target Achieved: 83 The shortfall was due to the non-availability of applicants.

in various occupations 4.20.4.

Register 400 persons under the Single Parent training in Regions One-Seven and 10 to pursue training in various occupations 4.20.S.
Collaborate with the United Nations Population Fund (UNFPA) to hold a Training of Trainers workshop for 22 trainers from Regions l, 2, 3, 4, 6 and 10.

(Topic: Enlnpreneunltip and Competenq based sldlls ottotding to TVET- the aim was to enable the impartation of this knowledge to trainees and other trainers to ensure that there was compliance w~h TVET Council on standardized norms of technical and vocational training.

Inspect new training facilities before the placement of trainees.
carry out monthly inspections to various training locations.

Regions l, 2, 3, 4, 6 and 10: Target: 800 Inspections 4.20.6 " Target Achieved: 102% There were overwhelming responses to the Single Parents' training as a result of the advertising of the programme in these communities.

Target Achieved: 100 All participants successfully participated in the training programme.
There was a list of trainers in the " Regions who did work on behalf of BIT, so they were contacted and they responded positively, and the funding from UNFPA enabled the execution of the activity.

Target Achieved: 100% Monthly inspections were ongoing throughout the year.

On average, each officer visits 10-15 locations a month, but this varies (there are six regional officers).
One of the largest budgetary line items we have is travelling allowances in previous years, but from 2013we aim to reduce administrative costs - primarily travelling by purchasing a vehicle for the secretariat.

4.21.

UNPLANNED BUT IMPORTANT ACTIVITIES ITEM No.


4.21.1 TARGETS SET TARGETS ACHIEVED ANALYSIS OF SUCCESS AND FAILURE STATISTICAL UNIT The Statistical Unit in collaboration with the Council for Technical and Vocational Education conducted a 'skills needs' survey in the Mining Sector of Guyana, involving major mining companies in the sector.
Target 40 Target Achievement: response rate in the survey 16 or 40% TVET Council persistence in persuading the Mining firms to participate in the survey, given the initial reluctance of the group.

The findings of this survey were used by TVET Council and the Ministry of Natural Resources and the Environment for their Skills training programme.

to plan for the establishment of a Training Institution in Mining • • • • • • -.
--.. • • • • 4.21.3 MEN'S AFFAIRS BUREAU The outreach to the new Opportunity Corps was an activity which was unplanned.

The intervention with this Institution derived from the recent uprising with the students and the level of delinquent behaviour which was displayed during this uprising.

Comprehensive sensitization sessions were carried out at the New Opportunity Corps monthly.
The students there were engaged in individual and group discussions on Domestic Violence, Gender Based Violence (GBV), Anger Management and Suicide Prevention.

These sessions gave students an Officer and a Secretary avenue to ventilate their hurts, and anger in a very healthy way.

These sessions would have undoubtedly changed the overall outlook on life of some GBV.
From the commencement of these interventions, there has been a of the students, would have given them a glimpse of hope for the future and Initially, the MAB had wanted a sustained monthly Unit to the NOC.

Unfortunately, with the very limited staff the Unit was unable to continue the Outreach to the NOC.

There really is a need for another Men's Affairs This activity was aimed at changing the young men's attitude towards reduction in the level of violence among students in this institution.
Also the Outreach to the Male students in the Region Nine aided in the perception of making a fresh start after leaving NOC.

areas was one which was unplanned.

This activity was funded by the United Nations Population Fund UUNFPA).

Sensitization Sessions were carried out in the Region Nine area, in particular, the Bina Hill Institute and the St. Ignatius Secondary School.

Over 250 boys were engaged in discourse on Gender Based Violence.
COU~TER TRAFFl~KING IN PERSONS Awareness and sensitization sessions in response to requests from individuals and groups primarily in Region 4 several communities.

(9), 1 in Region 6; 1 in Reg.

8: Target-100% of requests received CHILD CARE AND PROTECTIQN AGENCY (a) Creation of Child Abuse and Adoption Databases.

This creation has enabled a robust computer based operation for processing monthly statistical reports and has reduced the challenge of manually completing these reports by officers.
Achievement: 100% Conducted eleven (11) awareness and sensitization sessions with NGOs in This involvement enabled the CTIP Unit to reach a wider cross section of the populace with the message in support of the attainment of the Unit's In Regions 4, 6 and 8 as a sub-set of other programmes mandate since the breath of persons may not have otherwise been organized by government and non-governmental organisations.

(b) Sign Language training in Jul~ 2012 for six (6) officers.
100% persons trained (c) Participation in a Women's Exposition.

Achieved (d) Child Protection Training was held for Guyana Women Miners' Organization (GWMO) to strengthen their capacity to deal with related issues.

Achieved.

30 officers from the Guyana Women Miners' Organization were trained.

Achieved.

(e) Implementation of the Minimum Operational Standards for Children's Homes through the resuscitation of the Visiting Committee.

(f) Birth Registration Project.

-Target: 100% of cases responded to.


Achieved.

The workshop was well received and the GPHC staffers were very (g) A presentation with the duration of three days was made at the GPHC to enlighten their personnel on the role enthusiastic about contributing in a greater way to the protection of children; and function of the Childcare & Protection Agency.

Achieved.

Over 300 children received birth certificates.

for example looking for signs of abuse, etc.

They expressed the hope of having event.


CPA return to facilitate more workshops.

reached in regular community sessions.

This was made possible with the assistance of a VSO attached to the Agency for 3 months with effect from June, 2012.The process of adjustment included retraining of all Child Protection Officers by the VSO and the M & E Officer.
This was done through the National Aids Programme Secretariat (NAPS) and Ministry of Education.It is anticipated that the Agency's ability to respond to the needs of some special needs children would be improved through this training.

Georgetown Chamber of Commerce and other Organizations that offered services for women, organized this Exposition.
The Agency was able to promote its work and child rights during this event This programme was in collaboration with the Counter Trafficking in Persons Unit of the MLHSSS.

GWMO officers are now equipped to deal with issues they often encounter in far reaching communities in Guyana's hinterlands.

Because of the resuscitation of the Visiting Communities for Children's Homes, livelihoods for children will be improved.

This was a requirement for the implementation of Minimum Operational Standards.
This project was created with support from UNICEF to acquire birth certificates for every child living in Children's' Homes across Guyana.

The CPA' strategy to partner with other agencies, NGs, groups and individuals to increase the safety and protection of children, enabled this 4.21.4 4.21.5 62 63 (h) Support Services to the Court.

Target: 100% requests satisfied 4.21.6.

WOMEN OF WORTH !WOW!


Visit of officers from the Micro-Credit Department to provide information on the Women of Worth (WOW) initiative to groups that requested such information.

PROBATION (a) Staff of the department was invited to facilitate whole 4.21.7.

Achieved.

During the period under review the Agency provided 42 written Reports to the Courts to assist in Custody evaluations and care for minors Achieved.

All requested were responded to.


Inter-agency cooperation and collaboration is an important mechanism employed by CPA in pursuit t of its mandate.

Collaborating with Non-Governmental Organisations, youth groups, religious organisations as well as students from the University of Guyana helped in target Achieved.

This was one item on the programme for a Fun day/ Fashion show Good mobilization of the women ln the community as well as a couple of organized by Sonia Noel in collaboration with the Ministry.
Approximately 80 men.

Also the nature of the activity encouraged participation.

day workshop on Domestic Violence at lseka, East Bank persons were exposed to the workshop on D, as well as offering guidance to Essequibo.

persons with other social issues.

(bj A workshop for administrators of Children Community Achieved.

This activity saw the involvement of 36 participants benefiting from This was made possible through financial support from UNICEF.

Care Points across Guyana was held in November.


training in Networking and Project Management.

jc) Request was made by the Guyana Responsible This was achieved.

Parenthood Association for a presentation on Domestic Violence.

GRPA's ability to mobilize participants to the wider activity which was a Workshop.

jd) Presentations on child abuse, parent/teacher-child All requests were satisfied with relevant presentations undertaken in both relationship were done in several schools in Region 1 and Regions.
6 (e) Staff of the department was invited to make presentations on suicide and HIV/Aids prevention at community groups and PTA meetings All requests were satisfied with relevant presentations undertaken in both Regions.
5.0. REVIEW OF SPECIAL INITIATIVES (INCENTIVES, WORKERs' WELFARE, PROGRAMMES FOR THE IMPROVEMENT OF STANDARDS, TRAINING AND WELFARE; COMMUNITY DEVELOPMENT PROGRAMMES) In pursuit of the Mission of the Ministry, several Departments undertook a number of special initiatives aimed at enhancing service delivery, shifting to a more responsive and user friendly mode, as well as improving working conditions for employees.
In addition to the training that occurred in almost every Department for both internal and external customers, the following innovations marked 2012 as 'significant'.

CHILDCARE PROTECTION AGENCY Special initiatives in 2012 were mainly focused on the creation of a number of youth groups and family support groups by officers within the districts.

Of particular note were the initiatives created by South Georgetown, linden and West Coast Demerara.
The target groups for those programmes included sexually abused girls, teenage support groups and parenting groups.

_, --' • • • t ' • • • • • The CPA staff worked long hours, mainly rescuing children and finding safe places for them to recover from abuse.

This included response to the Agency's 24-hours hot-line Service.
The resources to work with were not by any means adequate resulting in staff having to conceptualize a number of innovative ways to bring relief to children and families and to prevent child abuse and unnecessary separation of children from biological families.

In this regard, a number of special initiatives in the various Regions were undertaken by staff.
Examples are as follows: • Child abuse awareness sessions with Schools' PTAs in Regions 1, 2,3,4,5, 6, 7 & 10 • North Georgetown team established the 'Mutual Support Group' for girls who were sexually abused.

This group meets every Tuesday at the Agency's counselling facility.

• Several Youth Development Camps were conducted during the Schools' August vacation for underprivileged children.

The children who attended benefited from life skills training and self-esteem building activities.
• Out-Reach initiatives to Communities in all the Regions are ongoing but intensified during Child Protection Week.

This involved disseminating information and providing assistance to communities to promote improvement in parenting practices.

• Involvement in the Ministry of Education's School Truancy Compa/gns for on-the-spot response to child protection issues.
• In keeping with the objective of the Child Protection Agency, 'to cooperate and collaborate with other Agencies and NGOs in artier to prelll!nt incidences of child abuse', Child Protection Officers throughout the year worked in collaboration with the Ministry of Education, Ministry of Culture Youth and Sports, Parent Teacher Associations (PTA), schools, Schools' Welfare, religious organizations, and the Police by participating in seminars, lectures, graduations, etc.
in educating and sensitizing people of the need to protect children and ways to prevent child abuse.

• Special Bonding Sessions for Foster Parents and children were held in the Botanical Gardens.

WOMEN OF WORTH !WOW!

The availability of a vehicle to the Women of Worth (WOW) Department provided an additional incentive for the staff of the Department to work assiduously in the fields.
Further, additional training for staff through the Public Service Ministry (PSM) in the areas of Report Writing, Information Technology as well, as Supervisory Management was also viewed as an incentive for staff members.

STATISTICAL UNIT A Child Labour Rapid Assessment Survey was conducted in 2012 by the Statistical Unit, as part of an ILO Tackle Project Initiative.
NATIONAL RESOURCE AND DOCUMENTATION CENTRE FOR GENDER AND DEVELOPMENT The Centre supported a number of women in establishing registered businesses.

Jhese persons also benefitted from the Housing Drive.

These activities will continue to be ongoing.

Some are still in progress.


As part of the Ministry's Special Initiative, planned and functioned as a facilitator as part of the Team (WAB, MAB, Probation Services, Childcare Protection Agency), in a National Conversation on Domestic Violence, that held in Region 4 primarily during a five month period.

PROBATION AND SOCIAL SERVICES DEPARTMENT Creation of training manual for newly recruited staff.

This is now in place in the Department and is successfully being utilized.
SOPs have been developed for the various units of the department.

Staff training, however is needed to help staff become familiar with these documents and the protocols established.

Thirty-two Children Community-Care Points have been established across the country.

Of this number, 14 are in operation.

There is need for officers to visit the locations where the others are located to determine the status of these care centres.

Funds were not sufficient in 2012 to allow for thus verification process.
This will have to be pursued in 2013.

CENTRAL RECRUITMENT AND MANPOWER AGENCY Officers participated in activities in collaboration with other Agencies, including the Ministry of Education's Career Day Fair held in Regions#3, 4 & 10 64 6.0 ANNEXES • .. • .. 65 .

.

.

.

.

.

- ~ - - l .

, - -- - · -.

.

- .

(J) (J) ' ~ ' - \ 6.1.

ANNEX 1: RECURRENT BUDGET 2012: PLANNED AND ACTUAL A PROGRAM B CODE c DETAILS OF EXPENDITURE 1.

MINISTRY ADMINISTRATION TOTAL 2.


SOCIAL SERVICES 611-6134 6221-6322 611-6134 6221-6343 TOTAL EMPLOYMENT COSTS {INCLUDING OVERHEAD EXPENSES} OTHER CHARGES TOTAL EMPLOYMENT COSTS OTHER CHARGES OLD AGE PENSION [SUPPL +635,000,000] TOTAL OC + OAP 611-6134 6221-6343 TOTAL EMPLOYMENT COSTS {I NCLUDING OVERHEAD EXPENSES} OTHER CHARGES - TOTAL 1.

LABOUR ADMINISTRATION TOTAL MINISTRY TOTAL D PLANNED LINE ITEM G$ FR.
ACCOUNTS 92, 356,000 E REVISED LINE ITEM $G FROM ESTIMATES 92,356,000 F ACTUAL EXPENDITURE G$ 92, 356,000 G VARIANCE G$ H % VARIANCE .038% 3% 0 0 0.28% 12% 6% 7% 0% 6.2.
ANNEX 2: CAPITAL BUDGET 2012 : PLANNED AND ACTUAL PROGRAM DETAILS BUDGET ACTUAL VARIANCE 1.

MINISTRY CAPITAL 20,600,000 20,409,454 190,546 ADM INISTRATION EXPENDITU RE % VARIANCE 1% ' ' 2.

SOCIAL CAPITAL 107,945,000 60,841,819 47,103,181.

44% SERVICES EXPENDITURE 3.

LABO UR CAPITAL 4,400,000 2,925,400 1474,600 34% ADMINISTRATION EXPENDITURE TOTAL 132,945,000 84,176,673 48,768,327 37% 00% OF ) 00% OF) 00% OF) 67