Posting Date: 19 September 2025
Full Document: Circular 34 (click here to view the full document)
WhatsApp Channel: DPSA Vacancy Circular
Directions: Click on the name of the department / administration to view vacancies in that particular section
National Departments
Employment and Labour
Home Affairs
Judicial Inspectorate for Correctional Services
Justice and Constitutional Development
Land Reform and Rural Development
National Prosecuting Authority
Office of the Chief Justice
Trade Industry and Competition
Water and Sanitation
Provincial Administration
Gauteng
Kwazulu Natal
Limpopo
Mpumalanga
Western Cape
DPSA Circular 34 – Key Information for 2025/2026
The Department of Public Service and Administration (DPSA) issues circulars to guide human resource management, appointments, promotions, and policies across South Africa’s public service. DPSA Circular 34 is an essential document for the 2025/2026 period, providing clarity on employment procedures, career development, and compliance with public service regulations. Understanding this circular is vital for both employees and HR professionals to ensure fair and transparent application of public service policies.
Purpose of DPSA Circular 34
Circular 34 primarily aims to enhance the efficiency and effectiveness of public service human resources. It ensures that employment practices—including recruitment, selection, promotions, and development opportunities—are applied consistently across all government departments. The circular emphasizes merit-based appointments while simultaneously supporting transformation and equity objectives to promote a representative workforce. It also aims to streamline HR processes, ensure compliance with legislation, and provide guidance on managing employee performance, development, and career progression.
Key Provisions of Circular 34
- Recruitment and Appointments
DPSA Circular 34 provides clear guidelines on fair and transparent recruitment. This includes the proper advertising of vacancies, structured shortlisting, and interview processes. Departments are reminded to adhere to standard procedures to avoid irregular appointments or disputes, ensuring that the best-qualified candidates are selected. - Promotions and Career Advancement
The circular sets out conditions for promotions based on performance, qualifications, and potential. Departments are encouraged to maintain detailed performance records and competency assessments to support promotion decisions. Employees are expected to demonstrate sustained performance and readiness for increased responsibilities. - Employment Equity and Transformation
Circular 34 reinforces government’s commitment to achieving a workforce that reflects the country’s demographics. It provides guidance for implementing affirmative action measures while maintaining meritocracy, ensuring that all employees are treated fairly and equitably in employment and promotion processes. - Training and Development
Employee development is a central focus. Circular 34 highlights the importance of structured training programs, mentorship, and skills development initiatives. Departments are encouraged to align learning interventions with career progression plans and operational requirements, fostering growth and retention of talent. - Performance Management
The circular outlines the implementation of the Performance Management and Development System (PMDS). Employees are expected to set clear objectives, participate in regular performance reviews, and engage in improvement initiatives when necessary. Departments must ensure that performance evaluations are fair, transparent, and aligned with organizational goals. - Compliance and Monitoring
DPSA Circular 34 emphasizes the need for strict adherence to public service regulations. Departments must monitor HR practices, maintain accurate records, and report on compliance with employment equity, performance management, and development initiatives. Non-compliance may result in corrective actions or administrative consequences.
Significance for Employees and HR Practitioners
For employees, Circular 34 clarifies rights and obligations regarding promotions, performance evaluation, and participation in development programs. It ensures transparency and fairness, providing guidance on how to access growth opportunities within the public service.
For HR practitioners, the circular serves as a reference framework for managing personnel in a consistent and equitable manner. Following its guidelines helps reduce disputes, improve workforce planning, and align departmental practices with national public service objectives.
Conclusion
In summary, DPSA Circular 34 is a crucial instrument for maintaining a professional, competent, and representative public service. It provides comprehensive guidance on recruitment, promotion, training, performance management, and employment equity, ensuring that government departments operate efficiently and fairly. By familiarizing themselves with this circular, both employees and HR professionals can contribute to effective service delivery, career growth, and a transformed public service aligned with national development priorities.