Exploring challenges in recruiting and retaining civil engineers within the KwaZulu-Natal Department of Transport.
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Date
2020
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Abstract
The KwaZulu-Natal Department of Transport (KZN-DOT) is a provincial department and its
core function is the construction, upgrading, maintenance of road infrastructure and the control
of the provincial road network. The availability of competent, qualified, skilled, experienced
engineering team in the field of engineering is critical for the achievement of KZNDOT
objective. However, the shortage of engineers has been identified frequently as one of the key
features that inhibiting the achievement of KZNDOT objective. In light of the above context
the study was conducted with attempts to explore the challenges faced by the KZNDOT in
recruiting and retaining engineers which are typically required for the achievement of the
balanced road network for the KwaZulu-Natal province for social development and economic
growth. The research was conducted at the KwaZulu-Natal Department of Transport. A
qualitative research design was used and case study as the strategy whereby one–on-one
interviews were used to collect data from the sampled respondents in order to understand the
research problem. Data collected was analysed according to six phases of thematic analysis.
Results of the study shows that engineers play critical role for the implementation and the
delivery of road infrastructure projects. However, the challenge was that there is a shortage of
engineers and undeniable challenge in recruiting and retaining engineers within the KZNDOT.
It was clear from the findings that the current recruitment and retention policies are not yielding
any results to curb the high vacancy rate of engineers as the department is experiencing the
infrastructure backlog, poor performance reporting and under expenditure. Also, that there is a
high staff migration because the department competes in the same limited pool of engineers
with other levels of government and private sector. The study concluded that current policies
and programs are not effective in addressing the challenge of recruiting and retaining engineers.
Key recommendations were made based from the findings of the study among other was the
review of policies. Also, for the department to consider to approach DPSA through the Office
of the Premier for the consideration of a holistic, standardized and balanced remuneration
model that allows the department to be on par with municipalities and private Sector with the
aim of eliminating competition between these sectors and eliminate employee migration.
Description
Masters Degree. University of KwaZulu-Natal, Durban.