IPID Status on Vetting of Senior Employees: Background, Risk, Current Status, and Action Plan

1. IPID STATUS ON VETTING OF SENIOR EMPLOYEES Independent Police Investigative Directorate (IPID) 27 MAY 2015 BRIEFING TO THE PORTFOLIO COMMITTEE ON POLICE

2. INDEX • Introduction • Background • Risk • Current Vetting Status of Senior Management • Action Plan • Pre-employment Screening • Establishment of IPID Vetting Unit • Conclusion

3. INTRODUCTION VETTING FRAMEWORK • Constitutional Mandate: In terms of section 206 of the Constitution 1996. • Legislative Mandate: Independent Police Investigative Directorate Act section 22 (4), National Strategic Intelligence Act Section 2A and 5A as amended, Intelligence Services Act, the General Intelligence Laws Amendment Act 11 of 2013 and the MISS. • The IPID STRATEGIC PLAN 2015-2020, identifies a need to develop an independent capacity for integrity strengthening and protection, in order to enhance credibility of independent and impartial investigations. • The ANNUAL PERFORMANCE PLAN of 2015-2016, provides for establishment of the Integrity Strengthening Unit and the Vetting Unit which will function together to prevent and to mitigate against any integrity breaches. • IPID value statement: The Vetting Field Work Unit (VFU) is committed to adhering to the highest standard of ethical behaviour whilst conducting responsible Vetting Investigations with its ultimate goal being that of protecting the Integrity of the Directorate.

4. BACKGROUND • As a result of the legislative imperative and the value statement it created a necessity to fill the vacuum and establish an in-house vetting field work unit. • Due to IPID’s oversight function the directorate has a responsibility to ensure that the integrity of its employees is impeccable. • Integrity may be achieved through the vetting process and evaluating the integrity of a person to determine the persons fitness to be in the employ of the state. • Vetting of the IPID employees has the specific aim of transforming public perceptions, establishes public trust and re-enforces credibility of the Directorate as a whole. • By strengthening independence and improving self-reliance the Directorates ability to identify internal risk factors.

5. RISK • Threat to independence , impartiality and integrity. • Credibility of organisation. • Corruption. • Susceptibility to bribery and blackmail. • Subversion by criminal syndicates by means of infiltration and obstruction.

6. CURRENT VETTING STATUS OF IPID SENIOR MANAGEMENT • In Process Application / Re-Applied: An agreement was reached with SSA to fast track these applications as they are currently with SSA. • Not Submitted: The respective Managers were issued with the Z204 and were instructed to submit on 29 May 2015. An arrangement was made with SSA to receive the applications on 02 June 2015 and in the Interim the identified managers have signed the Secrecy Clause. • In regards to the Not Submitted Applications: The Managers have been pre-screened by SSA prior to appointment.

7. CURRENT VETTING STATUS OF IPID SENIOR MANAGEMENT The IPID Senior Management currently consists of 33 managers. Reflected below is the current vetting status of each manager. * The Managers with level 2 will re-apply to be upgraded to level 3.

8. CURRENT VETTING STATUS OF IPID SENIOR MANAGEMENT

9. ACTION PLAN

10. ACTION PLAN CONTINUES

11. PRE-EMPLOYMENT SCREENING • The Directorate, once an MoU with SSA is in place, seeks to utilize the VFU, to conduct independent pre-employment screening. This will significantly improve the rate at which pre-screening results are obtained which will have a positive impact on the Directorate’s ability to make informed decisions pertaining to new appointments. • The Procedure Manual on pre-screening, security screening and vetting of all IPID employees, service providers and contractors, which was approved on 12 April 2012, is currently used by the Security Management component and Provincial Security Coordinator to liaise with the SSA to ensure that the screening and vetting processes are adhered to. • This ultimately causes a delay in IPID’s ability to appoint new employees as well as to ensure that all current employees are vetted as the Directorate is dependent on the SSA. However, it is important to note that the SSA has often gone beyond the call of duty to expedite pre-employment screening.

12. ESTABLISHMENT OF IPID VETTING UNIT •  The purpose of establishing a vetting fieldwork unit is to reduce the vetting turn-around time by decentralising the vetting function through a Memorandum of Understanding with the State Security Agency. • It will formalise mutual co-operation and the working relationship between the SSA and IPID • The Unit will enhance public trust, in that the integrity of the employees of IPID is beyond reproach. • In line with the Expansion Strategy, the unit will ensure that the planned growth of the Directorate, does not compromise the Integrity ,Vision, Mission and Values of IPID. • Vetting can be conducted on a continuous basis and immediate response can be taken against identified threats to the Directorate.

13. CONCLUSION • The VFU status that has been assigned to IPID will allow the Directorate to function optimally in an environment that prides itself on integrity and in a country that has seen a move towards implementing vetting at all government departments. • The Directorate’s growth in terms of conducting its own Pre-Employment Screening and Vetting Investigation as envisioned by the unit, will in essence elevate the burden that is currently being experienced by SSA. • The establishment and implementation of the unit is a strategic move towards achieving the goals and visions of the various intelligence communities. • The VFU will ensure compliance of all SMS employees with regard to all security clearance applications. • However the unit’s vision will only materialise with a Memorandum of Understanding between SSA and IPID and that the SSA, as the custodians of national security, provides the unit with support and proper guidance.