STATUS REPORT:IMPLEMENTATION OF RESOLUTION

7/2002

BACKGROUND

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.)

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.) 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

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.)

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

BACKGROUND (Cont.)

RESOLUTION 7/2002

Implementation of Resolution: 13 June 2002

SAPS Regulation promulgated Finalization date: 16 June 2003

Possible 3 months extension

IMPLEMENTATION Overview Consultation with organized labour

on Strategic Plan and HR Plan Implementation Plan adopted after

consultation in DTT Joint workshops with line-managers

and organized labour

IMPLEMENTATION (Cont.) Establishment of committees:

Departmental Task Team (DTT) National Matching and Placement

Committee (NMPC) Provincial/Divisional/Area/Component

Matching and Placement Committee Provincial/Divisional Monitoring

Committee

IMPLEMENTATION (Cont.)

Phase 1 Pro forma skills Inventories completed by

all employees Provincial/Divisional Commissioners placed

IMPLEMENTATION (Cont.)

SMS employees placed by NATCOM Committee: 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

538451

802 5

0

100

200

300

400

500

600

Senior Management Service

Total SMSSMS PlacedSMS RedeployedSMS in ExcessSeverance Packages approved

IMPLEMENTATION (Cont.) Level 1-12 placements

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 : 2313National : 16-------Total 2329

Cost involved : R58,22m

IMPLEMENTATION (Cont.) Illustration of implementation

National overview• Head Office Divisions• Provinces

Provincial overview• Gauteng• Eastern Cape

11136

337 83 12 6 60

2000

4000

6000

8000

10000

12000

HEAD OFFICE DIVISIONS

Total workforceRedeploymentsRepresentationsDisputes LodgedDisputes ResolvedDisputes Unresolved

0

5000

10000

15000

20000

25000

30000

FS NC NW Lim KZN GP WC EC MP

Total Workforce Redeployments Representations

28884

3600

50 726 398 185 2130

5000

10000

15000

20000

25000

30000

GAUTENG

Total workforce

Redeployments

Relocation

Representations

Disputes Lodged

Disputes Resolved

OutstandingDisputes

14458

2212

838 1054298 243 55

0

2000

4000

6000

8000

10000

12000

14000

16000

Eastern Cape

Total workforceRedeploymentsRelocationRepresentationsDisputes LodgedDisputes ResolvedOutstanding Disputes

IMPLEMENTATION (Cont.)Phase 2 Placement of unplaced employees will be

considered by National Matching and Placement Committee (cross provincial/divisional placements)

Internal advertisement of vacant posts for excess employees to apply (if applicable): middle June 2003

Develop lists of vacancies and excess employees and submit to IDTT/DPSA before end of June 2003

DISPUTE MECHANISMS

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 committeesCommittees consider disputes- Outcome not satisfactory: Lodge dispute with DTT- Unsuccessful: Lodge dispute with IDTT- Not settled: Conciliation / arbitration through SSSBC

124850

3922 1402 550 8520

20000

40000

60000

80000

100000

120000

140000

DISPUTES

Total Workforce

RepresentationsReceived

Disputes Received

Disputes Resolved

DisputesUnresolved

DISPUTE MECHANISMS (Cont.) 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 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

National directives POL TV presentations Flyer with salary advice SAPS Journal Workshop with provincial communication officials Articles in national/provincial newspapers

IMPLEMENTATIONCHALLENGES

Media reports sensationilizing process

Publicity campaign by Solidarity Resistance to change:

- New workplace- Physical redeployment

CONCLUSION 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