STATUS REPORT IMPLEMENTATION OF RESOLUTION 72002 BACKGROUND q

STATUS REPORT: IMPLEMENTATION OF RESOLUTION 7/2002

BACKGROUND q Implementation of Resolution 7 in the SA Police Service was informed by the vision of the SA Police Service : To create a safe and secure environment for all people in South Africa

BACKGROUND (cont. ) q The approach of the implementation was to support the ethos and provisions of section 205(3) of the SAPS Act and the strategic principles of the SA Police Service: • To prevent crime • To combat crime • To investigate crime • To maintain public order • To protect and secure the inhabitants of the Republic and their property • To uphold and enforce the law

BACKGROUND (Cont. ) q Implementation was further guided by the NATIONAL CRIME COMBATING STRATEGY which sets out two important provisions that are captured in Resolution 7/2002: • To improve basic service to all communities • To address representivity in the SA Police Service

BACKGROUND (Cont. ) q The following principles informed the way forward: • Strengthening police capability and capacity to develop partnerships with communities in combating crimes against women and children. • Deepening the transformation of the SAPS to improve service delivery and make it more responsive to the needs of the community. • To improve the level of accountability in the structures of SAPS. • Holistic approach to peace, stability and security in order to promote economic growth and development.

BACKGROUND (Cont. ) • Strengthen and deployed most of the human resources to station level. • Addressed shortages at station and unit level. • Cut tail to teeth ratios, shifted capacity from provincial and area level to unit and station level. • Function purification to release more functionally qualified office bound members for operational duties. • Fostering integrated approach within the CJ cluster via the IDTT. • Enhancing service delivery by acquiring skills and technology application (AFIS).

BACKGROUND (Cont. ) q The following gains will flow from implementation of Resolution 7: • Building capacity at station level • Addressing shortages • Seriously addressing representivity in specific units • Cross pollination of skills • Define key competencies required, skills and training needs • Addresses inefficiencies and incompetencies in performance especially at Management level • Distribute human resources to meet operational requirements • Improving service delivery

RESOLUTION 7/2002 Implementation of Resolution: June 2002 n SAPS Regulation promulgated n Finalization date: 16 June 2003 Possible 3 months extension n 13

IMPLEMENTATION Overview n Consultation with organized labour on Strategic Plan and HR Plan n Implementation Plan adopted after consultation in DTT n Joint workshops with line-managers and organized labour n

IMPLEMENTATION (Cont. ) n Establishment of committees: n n Departmental Task Team (DTT) National Matching and Placement Committee (NMPC) Provincial/Divisional/Area/Component Matching and Placement Committee Provincial/Divisional Monitoring Committee

IMPLEMENTATION (Cont. ) n n n Phase 1 Pro forma skills Inventories completed by all employees Provincial/Divisional Commissioners placed

IMPLEMENTATION (Cont. ) n SMS employees placed by NATCOM Committee: n n n 538 employees in the SMS echelon 451 employees placed in their current posts 80 employees redeployed 2 employees declared in excess 5 severance packages approved

IMPLEMENTATION (Cont. ) n Level 1 -12 placements n n n q Placements done at area/component level Forwarded to Provincial/Divisional level Total amount of employees not placed: 201 National intervention (monitoring/ assistance) Figure of 201 reduced to 51 as at 31/5 Provinces: 38 & National: 13 Physical redeployments: Provinces : 2313 National : 16 ------Total 2329 Cost involved : R 58, 22 m

IMPLEMENTATION (Cont. ) n Illustration of implementation n National overview • Head Office Divisions • Provinces n Provincial overview • Gauteng • Eastern Cape

IMPLEMENTATION (Cont. ) Phase 2 n Placement of unplaced employees will be considered by National Matching and Placement Committee (cross provincial/divisional placements) n Internal advertisement of vacant posts for excess employees to apply (if applicable): middle June 2003 n Develop lists of vacancies and excess employees and submit to IDTT/DPSA before end of June 2003

DISPUTE MECHANISMS n n Employees considered for redeployment: given opportunity to make representations Employees not satisfied with final placement - Lodge dispute simultaneously with matching and placement committee and monitoring committees Committees consider disputes - Outcome not satisfactory: Lodge dispute with DTT - Unsuccessful: Lodge dispute with IDTT - Not settled: Conciliation / arbitration through SSSBC

DISPUTE MECHANISMS (Cont. ) n n Representations received: 3922 (as at 30/4) Disputes received: 1402 (as at 30/5) Disputes resolved: ± 550 Disputes unresolved/in process: 852

IMPLEMENTATION (Cont. ) FACILITATION/MONITORING n n Support rendered to provinces and divisions by members of the DTT and NMPC Visits to provinces/division by DTT delegation Visits to provinces by Divisional Commissioners – Career Management and Personnel Services COMMUNICATION n National directives n POL TV presentations n Flyer with salary advice n SAPS Journal n Workshop with provincial communication officials n Articles in national/provincial newspapers

IMPLEMENTATION CHALLENGES Media reports sensationilizing process n Publicity campaign by Solidarity n Resistance to change: - New workplace - Physical redeployment n

CONCLUSION n n n Process will be finalized by 30 June 2003 Vast majority of employees will be accommodated in Department Once workforce redeployment commences it will engender a positive mindset