Skip to content Skip to footer

Corporate Services

[mk_fancy_title color=”#c71212″ size=”34″ font_weight=”inhert” font_family=”none”]Director[/mk_fancy_title][mk_padding_divider size=”60″]
[mk_image src=”” image_width=”350″ title=”Ms Yolanda Dakuse” desc=”Director” caption_location=”outside-image”][mk_contact_info email=””][mk_padding_divider size=”20″][mk_social_networks icon_color=”#cccccc”]
[mk_contact_info title=”Secretary” phone=”045 808 4607″ email=””]

Organisational Structure  

Section 66 of the Local Government: The Municipal Systems Act (Act No 32 of 2000) as amended requires a Municipal Manager to develop a staff establishment for the municipality and submit the staff establishment to the municipal council for approval. The municipality administration is comprised of the following departments:

  • Office of the Municipal Manager and Strategic Management
  • Corporate Services Directorate
  • Budget and Treasury Office
  • Health and Community Services
  • Technical Services Directorate
  • Integrated Planning and Economic Development


The municipal manager together with five section 57 managers have all signed annual performance agreements for the year under review and submitted to the relevant authorities that is Department of Local Government and Traditional Affairs and Provincial Legislature.

Employment Equity Plan

The municipality has developed an Employment Equity Plan (EEP) informed and guided by the Employment Equity Act no 55 of 1998 and National Department of Labour’s Code of Good Practice on Employment Equity Plans. The main objective of the plan seeks to achieve reasonable progress towards equity in the workforce. The workforce analysis conducted revealed underrepresentation of persons from designated groups and people with disabilities. Chris Hani District Municipality has reviewed its employment equity in the period under review. The plan is for period of five years to be reviewed per financial year as per the need identified due to various factors. Its main intention was to ensure that clear targets and goals are in place in advancing the designated group within the workforce.

Employment Wellness  

Employee assistance programme provides short term psychosocial assessment, counselling and external referral to employees and councillors encountering personal and work related challenges that may have a negative effect on their work performance. Educational and awareness programmes on healthy lifestyle, financial management, marriages, relationships and parenting, substance abuse were implemented to CHDM employees and councillor’s in-line with the wellness calendar. In line with SALGA wellness strategy and other National and international wellness strategic framework and policies, CHDM employee wellness strategy was reviewed and adopted by the Council.

Information Communication Technology  

The ICT unit conducts a network audit every two years as best practice to ensure that the ICT infrastructure in place is in line with required industry standards.