DIVISION TRAINING

1. DIVISION TRAINING Presentation to the Select Committee on Security and Constitutional Affairs 3 June 2008

2. CONSOLIDATION OF THE TRAINING FUNCTION • Consolidation of all training institutions and setting standards for infrastructure, human resources and provisioning of training.

3. NATIONAL TRAINING INSTITUTIONS In- Service Training Provisioning Provincial

4. LEARNER CAPACITY AT NATIONAL INSTITUTIONS Leaner capacity at any given time at training institutions. In variably the turnover capacity at In-Service and Management & Leadership Institutions are much higher than Basic Training due to the duration of the learning programmes and courses presented in these areas.

5. KEY FOCUS AREAS FOR DELIVERY

6. AREAS OF PROVISIONING

7. BASIC TRAINING LEARNING PROGRAMME • NQF Level 5 Qualification • Semester 1 : Institution Training • 6 Months • Semester 2 : Field Training • 6 Months • Semester 3 : Probation • 12 Months • Based on a Memorandum Of Agreement

8. IN-SERVICE AND SPECIALIZED SKILLS TRAINING

9. BASIC TRAINING (INCL. FIELD TRAINING) BASIS FOR ALL NEW RECRUITS LEARNING PATH FOR DETECTIVES WITHIN SAPS DETECTIVE SERVICES CORE SUPPORTING PROGRAMMES SUCH AS CAS, STREET SURVIVAL, ETC MANAGEMENT DEVELOPMENT FROM BASIC TO EXECUTIVE SPECIALIZED SPECIALIZED SPECIALIZED DETECTIVE LEARNING PROGRAMME INTRODUCTION TO CRIME INVESTIGATION

10. OTHER DETECTIVE / INTELLIGENCE LEARNING PROGRAMMES • The new Organized Crime Course (5 Weeks)- Pilot commenced on 9 July 2007 • Family Violence, Child Protection and Sexual Offences – currently training Forensic Social Workers as Trainers • Developed – Intelligence Trade Craft Learning Programme • Stock Theft • Commercial Crime • Serious and Violent Crime • Vehicle Crime Investigation

11. DETECTIVE LEARNING PROGRAMME • CAPACITY WITHIN SAPS • Hammanskraal infrastructure are being extended to accommodate 800 learners by 2009. Current capacity is 280 learners at any given time • Number of detectives to be trained during 2007/08 is 1600. 600 learners more than 2006/07 • ETD APPROACH • Resolving of Crime Learnership are being registered to support tertiary qualification for detectives • Portfolio of Evidence to be completed by detectives participating in the DLP before being found competent and receiving credits towards a tertiary qualifications

12. New program commenced Roll-out has commenced in the 2007/2008 financial year. Gauteng Province will be mainly prioritized. AIM: To equip detective commanders with information, assessing knowledge, skills and attitude for the enhancement of service delivery NQF Level: Six with 13 credits DETECTIVE COMMANDERS PROGRAMME

13. DETECTIVE COMMANDERS LEARNING PROGRAMME • MODULES • Management and leadership • Communication • Command and Control • Duty officer’s Procedural Manual • Docket Administration • Management and Utilisation of Operational and Information Systems • Pointing Out for Commissioned Officers • Management and utilisation of Informers • Project Approach to Investigation of Crime • Entrapment

14. OJT serves to assist Commanders to ensure that development of their personnel becomes part of normal day-to-day responsibilities of all levels of supervision. It facilitates cost effective transfer and maintenance of job related and task specific knowledge and competencies at the workplace to enhance and maintain overall job performance that is required. OJT can assist with many service delivery challenges at Station level via coaching/mentoring. Creates and fosters a culture of learning in the SAPS. Assist to improve performance outputs of members where performance deficiencies that can immediately be addressed are identified. ON-THE-JOB TRAINING

15. Maintenance of job related knowledge/skills. Address individual/group performance gaps. Induction and orientation of employees. Ensure capacity to deal with newly introduced tasks. Supports national projects/programmes by using the workplace as a place of learning (Workplace Portfolio of Evidence) . Identifies formal/structured training needs. Ensures immediate development of skills and competencies unique to the job through mentorship, coaching and guidance. To institutionalize OJT as an integral part of the responsibility of every employee. To reinforce and contextualize key knowledge and skills of formal training within the work environment. To improve effectiveness and efficiency of the task performed. To enhance the concept of the workplace as a learning environment. FOCUS AREAS : OJT

16. STREET SURVIVAL COURSE • Focus of this self directed Street Survival course is to • Enhance physical fitness of SAPS Personnel • To support the requirements of the Firearms Control Act • To continuously improve tactical movement and use of firearms by SAPS personnel • To assist personnel a DVD has been developed in the finer details of firearm handling before assessment in this course

17. 3 DAY TACTICAL TECHNIQUES • Curriculum Development completed • Curriculum consist of : • Firearm Handling, • Legal Aspects, • Physical restraining techniques, • Tactical Movement, • 7 Survival Principles, • Tactical Procedures, • Scenario’s based on 7 Survival Principles • Trainers Trained within the provinces to provide training

18. STATION MANAGEMENT LEARNING PROGRAMME • PURPOSE To equip station commissioners with information accessing knowledge, skills and attitude for the enhancement of service delivery • TARGET GROUP Station Commissioners • DURATION • Phase 1 – 5 contact sessions • Phase 2 –12 days

19. STATION MANAGEMENT LEARNING PROGRAMME • Phase 1 • Module 1: Community Service Centre (CSC) • Module 2: Crime Prevention • Module 3: Crime Detection and Crime Intelligence • Module 4: Communication • Module 5: Management and Leadership • Phase 2 • Module 6: Operational Commanders Training (OCT)

20. FORMALISED TRAINING FOR PERSONNEL AT PORTS OF ENTRY

21. MANAGEMENT TRAINING • Executive Development Programme • Middle Management Programme • Officers Programme 2007/2008 • New Programme • Inspectors • Old Programme • Backlog • Frontline Managers Programme

22. EXECUTIVE DEVELOPMENT PROGRAMME Goal: To equip senior managers with knowledge, skills and attitude for the enhancement of service delivery Target group : senior managers (Directors and higher) Duration : 6 contact sessions It consists of six modules: Discovery of self Building teams Policy analysis Resource management Service strategy and delivery management Quality strategies

23. MIDDLE MANAGEMENT LEARNING PROGRAMME • Goal : To equip middle managers with knowledge, skills and attitude for the enhancement of service delivery • Target group: Middle Managers (Supt and S/Supt’s) • Duration 5 weeks • It consists of six modules: • Personal Growth • Interpersonal leadership • Professional leadership • Effecting excellent service delivery • Resource management • Quality management

24. OFFICERS’ PROGRAMME • Goal : To equip learners with the knowledge, skills and attributes in order to perform duties at Officer’s level. • The programme is divided into two: • INTERNAL ADMINISTRATIVE EFFICIENCY • Target group Captains who have never been on any Officer’s programme • Duration is 34 days • It consists of five modules : • Communication • Human Resource Management • Functional Management • Financial Management • Logistical Management

25. OUTCOMES AND COMPETENCE BASED LEARNING PROGRAMMES

26. OUTCOME BASED LEARNING PROGRAMMES • Since 2004 • 50 Outcome based learning programmes have been developed for specific use within the Safety and Security environment • Learning programmes developed based on prioritised needs submitted to Division Training from operational environment

27. OUTCOME BASED LEARNING PROGRAMMES

28. QUALITY MANAGEMENT & ASSURANCE