2004 - 2010
TABLE OF CONTENT
1. Statements by the president 1
2. Statement by the Secretary General 2
3. Agreement for the future 3
4. Mandate 3
5. Vision 4
6. Values and principles 5
7. Stakeholder analysis 7
8. Core functions 8
9. Primary functions 8
10. Core objectives 8
11. Change imperatives 9
12. Change objectives 9
13. Contact Details of the Union 12
1. STATEMENT BY THE PSUN PRESIDENT, MR. J. HOESEB
The Constitution of the
The Strategic Plan 2004 to
2010 of the Public Service Union of Namibia (PSUN) is a vision statement for
the future that is mapping out the Way Forward for PSUN, in anticipation that
the above-mentioned rights and freedoms remain intact in
It is a result of resolutions taken at the 05th Biennial Congress of PSUN, held in Otjiwarongo, Otjozondjupa Region, during May 2004, and a SWOT Analysis which was conducted at a Strategic Planning Workshop of PSUN in Swakopmund, Erongo Region, which took place on the 01st and 02nd of October 2004.
The overall aims and objectives of the PSUN 2004 to 2010 Strategic Plan are to:
1) Turn the Public Service Union of Namibia (PSUN) into a formidable force to be reckoned with by retaining the current democratic non-aligned independent professional status through unionizing Public Servants with diverse political ideological convictions, jealously protecting and vigorously promoting the interest of all workers, and continuously communicating with, and educating and training all workers in labour law and the provisions of the Public Service Act;
2) Strategically align PSUN at national-, regional-, continental- and international spheres through affiliation and networking
I order to ensure appropriate enskilling of the employees of the Public Service Union of Namibia on an ongoing basis for effective and efficient service delivery to PSUN members, marketing of PSUN to all workers in the Public Service for the recruitment of new members and the retention of paid-up members, production of the Credo Newsletter, setting-up a data-base of PSUN membership, and the creation and maintenance of a PSUN website.
It is my sincerest conviction that, by the year 2010, PSUN will indeed be the “Strength of the Weak, by continuously protecting the rights and interests of its members, and by so doing, contribute towards the upliftment of the socio-economic status of all workers.
The PSUN 2004 to 2010 Strategic Plan will, however, only become an ideal that is realized if all PSUN members, branches, regional- and national structures, desks, national leaders and the secretariat commit themselves to contribute to the implementation thereof, hence a clarion call is made to all and sundry to play a positive role.
2. STATEMENT BY THE PSUN SECRETARY GENERAL,
MR. VICTOR KAZONYATI.
The PSUN comes a relatively long way from the days of its inception as the erstwhile Government Staff Service Association (GSSA), in the SWAA in the early 1980s.
If vice and virtue were to represent the colonial and post colonial times respectively, it would not be unreasonable to hold that at 23 years of its existence, the PSUN has endured and enjoyed both vice and virtue in equal measure – just a bit over a decade either side of independence day.
Whether the period of vice, represented by colonialism can justifiably be categorized as, or looked at from a perspective of total gloom/vice regarding the PSUN progress and challenges is certainly arguable. Equally, may it not be fair to behold the post-colonial period (represented by virtue) in terms of total bliss where the progress and challenges of the PSUN are examined.
The relevance of a scrutiny of this kind may not be obvious at first glance. However, were the scrutiny be cast against what we need, ought and must achieve, its importance not only becomes crystal clear but also an inescapable imperative if our future should be guided by our past.
There is good evidence all-round suggesting that the very existence of the PSUN up to now is in itself an achievement of no insignificant proportions. The same evidence seems to suggest also, that with a bit more grit we can achieve, not merely our very existence but a whole lot more.
If the past few years have been properly been invested in feeling the nation’s social, political and economic pulse, then we dare-say that we ought to have discovered that there is a whole lot of promise, potential and hope in this country that needs to be unearthed for the good of the majority of our people.
By way of the exercise of drawing up a detailed Plan of Action of this magnitude we have obviously set off on our maiden journey to uncover or unearth the hidden treasures and let nothing detract, derail or blow us off the course that we have set ourselves in the pages of this Action Plan.
3. AGREEMENT FOR THE FUTURE
the year 2010, the Public Service Union of Namibia will achieve a high degree
of professionalism and excellence in the field of industrial relations. The
Over the next five years the PSUN will embark upon a programme to improve organizational structures, operational processes and resources in order to ensure that it improves its organizational performance.
The PSUN was established in 1981, to protect the rights and interest of workers and to contribute to their socio-economic emancipation and obtains its mandate from the following legal instruments.
The Labour Act, Act 6 of 1992
The PSUN Constitution
The PSUN intends to make enormous progress over the next 5 years.
· Unify workers under a strong union as well as a National and international federation.
· Develop modern communications capabilities and information dissemination networks.
· Protect the rights and interests of workers.
5.1 VISION STATEMENT
“ TO BE THE STRENGTH OF THE WEAK ”.
The PSUN, being a democratic, professional, accountable, politically non-aligned and independent trade union, in collaboration with national and international partners, commits itself to contribute to the maintenance of sound and harmonious labour relations by
a) unifying all workers
b) striving for the improved socio-economic status of all workers.
c) jealously protecting and vigorously promoting the interest of all workers.
d) continuously communicating with, educating and training all workers.
5.3 Our mission success factors are:
i) effective information dissemination
ii) obtaining recognition agreements
iii) inputs in law reforms
iv) fighting the scourge of HIV/AIDS
v) education, and training of workers to know their rights in terms of the law, grievance procedures, disciplinary procedures, trade unionism and to develop their leadership qualities.
vi) gender balancing
vii) effective use of both human, financial and material resources.
“ Unity is Strength “
6. VALUES AND PRINCIPLES
shall operationalize our Vision and
Value I UNITY:
We belief that workers can best protect their rights and interest if they unite in strong trade union organizations. Unity is strength. A united worker shall never be defeated.
Employers own the means of production and the possibility to accumulate wealth. As an individual, the worker does not have the power to challenge the employer. If the employer does not listen to one worker, then the workers must unite to form workers organizations. That is the main reason for our existence.
Value 2 SOLIDARITY:
An injury to one is an injury to all.
In order to ensure effectiveness and meaningfulness of our unity and to make it purposeful as workers, it is important that we feel for each other, speak for each other and act for each other. The power of the group can only be useful if we all feel the injury to anyone of us. This will require selfless sacrifices, determination and unwavering commitment to the cause for all workers.
We believe that a trade union must be run by its members, be controlled by its members and paid for by its members and should not be influenced or coerced by any other institution or organization in its decision making and day to day administration.
We also believe that the union is A – political in all political matters.
Value 4: DEMOCRACY
PSUN believes in good governance and democracy within the
Value 5 FAIRNESS & EQUALITY
The PSUN stands for the equal and fair treatment of all workers be they male or female and without any discrimination based on religion, social status, political affiliation, ethnic origin, physical or medical condition etc. The PSUN also believe in substantive and procedural fairness in dealing with workers cases of misconduct.
Value 6 INHERENT & INELINIABLE HUMAN RIGHTS
Human rights are inherent to every human being by virtue of their being humans. Human rights are not given by anybody or government or institution. No one is more human than the other and the PSUN commits her selves to the protection of all human rights.
Value 7 THE RULE OF LAW
All persons are equal under and before the law. We believe that no one is guilty until proven guilty by a competent authority. Laws should be of general application and should not be designed to apply only to selected few.
Value 8 TRUST
Our relationship with stakeholders and amongst ourselves will be based on trust, openness and transparency and we shall endeavour to make public institutions to account for their responsibilities in an open and transparent manner.
7. STAKEHOLDER ANALYSIS
Stakeholders refers to those who deliver or receive goods or services and have a vested interest in the activities of the PSUN.
Office of the President
Parliament (both houses)
Office of the Prime Minister
Ministry of Labour
Ministries, Offices and Agencies
Labour Advisory Council
Parastatals & Institutions
Office of the Ombudsman
Law Firms & Consultants
Other State Departments
Regional and Local Authorities
National Executive Council
National Executive Committee
8. CORE FUNCTIONS
The Congress, National Council, National Executive Committee, all Office Bearers, the Secretary General, the Organising Department and shop steward structures are responsible for This is achieved through the representation in substantive and other negotiations, representation in disciplinary hearings, law reforms, Labour Advisory Council, Benefits negotiations, information dissemination and generally the involvement in all matters that are aimed at creating a conducive and stable industrial environment.
9.PRIMARY FUNCTIONS (Support Functions)
In support of the core functions, the Deputy Secretary General ensures the rendering of support services such as administration, finance, personnel services and is responsible for the day to day functioning of the PSUN office, transport fleet and other equipment and supplies.
Core to the PSUN’s existence is the promotion of the rights and interests of workers and to generally improve their social and economic status. This objective will continue to direct the union in its future endeavours.
The change imperatives are derived from the SWOT analysis and form the basis of the strategic plan.
· Leadership and organizational structure.
· Stakeholder focus
· Information & Technology
· Networking and affiliation
· Sound administrative & financial policies
· Economic Participation
· Information dissemination and open communication,
· Strong research and development focus
· Optimal use of resources
a) Recruiting and Retaining of members
The PSUN will embark upon campaigns to recruit more and more members in order to sign recognition agreements with employers. This will allow the union to effectively bargain for its members. The PSUN has so far been effective in representing members in disciplinary hearings and need to continue to do so. It is important for the union to continue looking at additional benefits to supplement the death benefits
and the group schemes.
b) Organizational Structures
The PSUN can best serve its members if all structures are working effectively and efficiently. It is thus imperative to ensure that branches/sub-committees exist at every workplace/town/city, that Regional Management Committees exist in every region, that the NEC is property constituted. This will lead to a vibrant and effective organization.
c) Training and Development
The PSUN will use its resources as well as alliances with its stakeholders to provide training to its members and staff on issues of leadership development, the law, gender issues, disciplinary and grievance processes.
HIV/AIDS poses a major threat to PSUN members and
workers in general. The
e) STRATEGIC ALLIGNMENT
The PSUN realizes the importance of unity and solidarity amongst all workers of the world and will endeavour to forge partnerships and alliances with both national and international trade unions and trade union federations that share the same values and principles.
f) INFORMATION & TECHNOLOGY
Information Technology will be tapped in order to
g) ORGANIZATIONAL STRUCTURING
The PSUN can best serve its members and implement it’s strategies with an effective and responsive organizational structure. The PSUN will within the resources available develop an organizational
structure that is capable of taking it into the
h) EFFECTIVE INFORMATION DISSEMINATION
The PSUN commits itself to the timely dissemination of information through press releases, news conferences, newsletters, newspaper articles, radio the world wide web as well as meetings and other avenues of communication.
i) PROTECTING THE RIGHTS AND INTEREST OF MEMBERS
The PSUN have performed well in this area and reaffirms its commitment to continue protecting the rights and interests of its members using both internal and external stakeholders.
j) CORRUPTION AND POOR GOVERNANCE
The PSUN have taken a stand of “ Non Tolerance “ on corruption both within its own structures and in any public institution and will endeavour to take part in eliminating corruption in Namibia.
k) SELF SUSTAINABILITY
The PSUN will endeavour to get involved in activities and investments that have the potential to provide returns on investments, which will make the union self-sustaining in the long term.
The PSUN realizes the need for research in order to understand the issues that affect its members and workers in general and commits itself to developing internal research capabilities.
l) STRATEGIC PLAN REVIEW
The PSUN will be able to monitor progress on the implementation of this Strategic Plan through the holding of Annual Strategic Plan review exercises.