​The Transversal and Human Resource Services (THRS) Chief Directorate has rolled out its Principals' Roadshows this month of May with a clear mission: to empower school leaders and strengthen partnerships that drive Human Resource (HR) excellence across the Gauteng Department of Education (GDE).
At the heart of this initiative lies a core belief that principals are not only school leaders, but they are key stakeholders in the HR value chain. As the first point of influence in any school-based HR process, a principal's leadership has a direct impact on service delivery, employee satisfaction, and ultimately, learner performance.
The key objectives include clarifying expectations, introducing principals to the core THRS functions within the GDE structure and aligning expectations. Building HR Process Confidence, equipping school leaders with insights into HR processes, common challenges, and the risks of non-compliance. 
It included promoting accountability, encouraging reflection on the principal's role within the broader HR framework. Orienting new Principals offering foundational guidance to newly appointed principals entering the system. And fostering partnership by strengthening collaboration between principals and THRS to support the Clean Audit status, enhance employee satisfaction, and ultimately raise staff morale.
In her opening remarks, Dorah Moloi, Acting Deputy Director General: Corporate Management, alluded that these roadshows are more than information sessions, but strategic engagements.  
"We believe that a well-informed and supported principal is key to unlocking better HR outcomes—and by extension, better educational outcomes," said Moloi.
Moloi further pointed out that the initiative is rooted in the belief that improved principal engagement will lead to:
Positive shifts in leadership attitudes and behaviour,
Stronger compliance with HR policies,
A measurable impact on employee satisfaction and the Compensation of Employees (COE) budget and greater consistency in service delivery across schools
She said, looking ahead, THRS will continue to monitor and support schools to ensure that improvements in HR efficiency and effectiveness are sustained.
"Our HR mantra is: 100% Compliance, 0% Rejections, Employee Satisfaction and Clean Audit Opinion".
Esther Ndlebe, Director: Recruitment and Selection, outlined the recruitment processes in the GDE schools and the conversion/absorption of temporary employees into permanent employment. She mentioned that assuming of duties by newly appointed educators should be adhered to. She also cautioned that principals should desist from selling posts and to vet all possible candidates. 
Dan Mametse, Director: Human Resource Transversal, in his presentation encouraged principals to work as a team and assist one another. He emphasised that they should verify and sign all appointment documents before submitting it to the Head office. Mametse also encouraged the principals to manage leave forms and keep them in a secure place where they cannot be reached by non-certified staff members minimising the exposure of personal information. He concluded by encouraging them to take into consideration the most important forms, bearing in mind that non-compliance affects the department. 
Mareletse Seeko, Director: HRTS Transversal Human Resource Services, presented on PILIR and encouraged the principals to manage leave with the utmost confidentiality. He said that all staff members should fill in leave forms and submit it in time.
Simangele Tshabalala, Principal for Johannesburg School for Autism in Johannesburg East District, said that the overall training was worthwhile and informative. It will assist in mitigating some issues in the school, especially leave management.
Mailula Matome, Principal of Siyabusa High School in Johannesburg West District, mentioned that the roadshow was beneficial admitting that he took most of the policies for granted, but now he knows and understands all matters.
 "I took it lightly that after employing permanently a staff who was on contract I should still notify the department. I thought the department will pick it up automatically,"  
The roadmap reaffirms the commitment to a culture of continuous improvement and responsible leadership, working together toward another clean audit opinion for the GDE.