Staffing and Management


CLMPU operates under the governance of a board of directors that has a skills base from various occupations related to NPOs and children and representing African, White and Indian populations in the community.  This governance body complements the leadership of the director, who is a qualified social worker with a PHD in social work NPO management.


  1. Finances Department:

This department is managing funding from various funders with integrity and financial controls and checks are conducted with precision and according to segregated duties.  Fiscal controls and management are upgraded and strengthened annually and all expenditure is strictly controlled according to funders approved budgets. CLMPU financial management experience stems from its previous funding from various projects with national and international funders. Having identified lessons learned, CLMPU adjusted its financial management tools and developed its own program management system.

  1. Human Resources Department:

Securing sufficient and qualified staff to implement the services of CLMPU, the HR department identifies needs for new staff, recruits, screens (part B of Child Protection Register), selects and orientates all new staff. An oath of confidentiality is sworn by all staff working at CLMPU. Preventing burnout, leave management, 6 monthly performance appraisals and disciplinary actions take place on regular basis. Employee wellness and staff development are integrated into program activities.

  1. Monitoring Evaluation and Reporting Department:

Childline Mpumalanga has an integrated Monitoring, Evaluation & Reporting department which undertake most data related functions for the respective interventions of the organisation. Evaluation activities are an integral part of the organisation, and are undertaken to design, capture and provide information that will enable the proper implementation of the organisational objectives and to facilitate information gathering to make informed decisions regarding program design and future implementation strategies. Data quality and integrity processes are adhered to and this provides an ability to report the entire cross cutting activities of the various services within CLMPU to funders.


The departments involved in services directly to children include:

  1. Social Work and 24 Hour toll free Crisisline:

CLMPU has been providing free telephonic counseling services through the 24 hour Crisisline over the past 17 years. A standardized SETA accredited training for Crisisline care workers was developed though the national CLSA network and all Crisisline Counsellors attended the SETA accredited training. Complementing the counselling services of the Crisisline, qualified social workers, a social work supervisor and a social work manager provide skilled therapeutic individual and group therapy to children, families and communities. Through the Child Abuse Prevention program CLMPU focuses on empowering children within schools on various related matters through age appropriate school talks and puppet shows

  1. Gender Based Violence Department:

The organisation compliments its service with walk in facilities that operates 24 hours at six selected provincial hospitals. Social workers are supporting hospital staff by providing prevention services, emotional support and containment to victims of gender based and care and support services.  Emotional debriefing of staff is facilitated at site level by social worker manager bi-monthly.

  1. OVC Department (Gert Sibande and Ehlanzeni):

The ability to serve children in their community and family setting is made possible by a model where community care workers are recruited and trained from the identified OVC sites of CLMPU. Care workers are recruited within walking distance of the rural area they will serve. A door to door OVC identification process, followed by a needs assessment of OVC needs within their families as well as facilitating access to already existing community services for OVC and their family is implemented through these efforts. A strong supervision element through sub district supervisors and the OVC program manager supports the efforts of the care workers. Ongoing training is conducted on various skills and knowledge related to this program.