STATUS REPORT: IMPLEMENTATION OF RESOLUTION 7/2002

1. STATUS REPORT:IMPLEMENTATION OF RESOLUTION 7/2002

2. 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

3. 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

4. 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

5. BACKGROUND (Cont.) • 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.

6. 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).

7. 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

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

9. 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

10. 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

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

12. 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

14. 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 : 2313 National : 16 ------- Total 2329 Cost involved : R58,22m

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

20. 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

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

23. 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

24. 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

25. IMPLEMENTATIONCHALLENGES • Media reports sensationilizing process • Publicity campaign by Solidarity • Resistance to change: - New workplace - Physical redeployment

26. 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