NPA PRESENTATION TO PORTFOLIO COMMITTEE 2 MAY 2007

1. NPAPRESENTATION TO PORTFOLIO COMMITTEE2 MAY 2007 CEO’s Report Marion Sparg

2. Presentation • Auditor General’s Report • Budget and Expenditure • Establishment & Vacancy Rate • Employment Equity • Recruitment Progress • Labour Relations • Job Evaluation • Financial Disclosures • Loss Control • Vetting Statistics • Communications

3. AG’s Report • The NPA has achieved an unbroken 5-year record of an Unqualified Report from the Auditor-General since it was required to produce its own financial statements in 2001 • Key indicator for performance of government departments and state institutions

4. Budget & Expenditure • 2005/6 Financial & Audit Report Overview • 2006/7 Preliminary/Unaudited financial overview • 2007/8 Budget allocation • MTEF Budget allocation

5. 2005/6 Financial Overview

6. Budget split 2005/06

7. Budget re-prioritisation 2005/6 Received R77m from DOJ&CD iro: • R9.5m employer contributions to GEPF • R18m State Attorney Legal Fees • R15m GG Accounts • R2.5m implementation of Job Evaluation results • R22m Specialised Vehicles for DSO, WPU, NPS & Security and Risk • R10m – Computer equipment

8. ENE 2006/7

9. ENE Budget split 2006/07

10. Monthly Exp vs Cash Flow Projections

11. 2006/7 Budget & Exp overview

12. 2006/7 Budget & Expenditure Overview

13. Request for additional funding from DOJ&CD 2006/07 • R15m - Outstanding rental payable to the Department of Public Works • R7m - State Attorney Legal Fees • R22m - Sale and leaseback contract • R6m - Additional Security equipment • R18m - IT Equipment

14. Additional Funding Received from DOJ&CD • On 29 March 2007 received R81m from DOJ&CD for capital works (Innes Chambers in Johannesburg, new offices for DSO in Durban and East London) • Also received R12m for purchase of IT equipment

15. Actual Expenditure2004/05 – 2006/07

16. MTEF Allocations

17. MTEF Allocations Cont.

18. MTEF Allocations Cont.

19. Establishment & Vacancy Rate as at 1 February 07 Note: approximately 1200 posts created late 2006 and early 2007 in response to additional MTEF allocations.

20. Employment Equityas at 1 February 2007

21. Employment Equity Cont.

22. Recruitment Campaign • Commenced with new recruitment drive in October 2006 • Deployed new technology (automated recruitment system) and brought in 20 additional human resources on contract basis to speed up response handling • Objectives were to reduce vacancy rate and increase personnel spending • Started slowly by handling 468 CV’s in 1st week of campaign, growing to 5275 in 2nd week, 8796 in 3rd week and 15261 in weeks 4 & 5 • In November 2006, 30 375 applications were received and all were scanned and captured for interview purposes within 6 weeks • In January 2007, 17 296 applications were received and 11 410 were scanned and captured

23. Recruitment Cont. • Recruitment Drive Targets / Objectives • Filling of 1374 current vacancies • Implementation of an automated recruitment system • Streamlined recruitment and appointment processes • Enhancement of Aspirant Prosecutor programme • Recruitment Drive Progress / Highlights • Eradication of “backlogged” appointments during November 2006 (380) • Nov 2006 Campaign • Applications related to 700 vacancies (30 300 Applications processed) • Short listing & Interviews taking place • January 2007 Campaign • Applications related to 250 vacancies (24 000 Applications processed) • Short listing and Interviews Scheduled • Automated recruitment system – First phase implementation completed • Appointments made since November 2006: November 101; December 115; Jan 61; February 26; March 129 (aspirant prosecutors only)

24. “Revolving Door” Syndrome • Whilst over 400 appointments made since November 2006, more than 80% of these consisted of internal promotions • Every appointment creates a further vacancy & recruitment challenge • Need new approach to grow overall size of the establishment • Aspirant prosecutor/learnership (SAPS strategy) • Current approach has also increased average cost per personnel due to increased number of senior appointments

25. Magistrates’ Salaries • Salary disparities between prosecutors and magistrates continue to present a major challenge • Regional Magistrate now earns R458 813 compared to C5 prosecutor who earns R151 173 and D1 prosecutor who earns R196 503) • Over last three years have lost 112 senior prosecutors (45 in 04/05; 21 in 05/06 and 43 in 06/07) to the magistracy • Senior Prosecutors constitute 80% of new magistrates appointed

26. TERMINATIONS REPORT 1 APRIL 2006 TO FEBRUARY 2007

27. Labour Relations Report

28. Labour Relations cont.

29. Labour Relations cont. • Total number of conciliations recorded, including those carried over: 25 • Total no. of arbitrations recorded including those carried over: 17 • Total no. of disputes: 42 • No. of disputes completed: 8 • No. of disputes decided in favour of employees: 2 • No. of disputes pending: 29 • No. of disputes dismissed: 1 • No. of disputes withdrawn: 2

30. Job Evaluation • Process commenced in 2004 • Currently NPA has completed evaluation of 99% of all posts • The final phase of evaluation of 1% is underway and consists of approximately 34 posts • Implementation of the results of evaluation has had to take place in phases due to financial constraints, commencing in June 2005 and mostly finalised February 2007. • Phase1: Regional Court Prosecutors and Control Prosecutors; Junior State Advocates; Relief Prosecutors • Phase 2: District Court Prosecutors; Advanced District Court Prosecutors, Head Control Prosecutors, State Advocates, Senior Prosecutors, Senior State Advocates, Deputy Director of Public Prosecutions, Chief Prosecutors and a range of management and administrative support positions, Chief Investigating Officers, Senior Special Investigators, Special Investigators, Assistant Analysts and a range of other DSO operational support posts, senior management enforcement in AFU. • Phase 3: Crime Analysts, forensic accountants, several DSO management positions, and range of management and other posts in Corporate Services. • Phase 4: DSO Regional Heads, maintenance prosecutors and some posts in CS. • Phase 5: Management posts in CS and various administrative support posts. • Phase 6: WPU posts, court preparation officers and various administrative support posts. • JE should be completed by 31 March 2007 & NPA will then move into a maintenance phase.

31. Financial Disclosures • NPA had 213 SMS members in 2005/6 FY • 206 disclosed their financial status for 2005/6 FY • 22 of these were received after due date • Seven did not disclose; two had resigned; remaining five either on suspension, incapacity or maternity leave.

32. Security & Risk • Total no. of 118 loss control cases received for investigation with a value of R263 420,59. Have thus far recovered 32% or R84 163,77 from employees. • 29 threats against employees of NPA investigated. Counter measures for protection implemented in 19 cases. Total value of employee protection provided is R3.2m. • Total compliance with vetting requirements of 74% for all NPA personnel was achieved in this FY. (The DSO has compliance level of 100%.) This represents a 38% improvement in overall compliance for the 2006/07 FY and a reduction of 36% in the vetting backlog.

33. Communications • Results of a brand audit, December 2006: • Strengths: innovative, cutting-edge crime resolutions tactics • Weaknesses: mostly internal staff-related issues • NPA should be professional, efficient, unbiased, independent, fair, sensitive, honest and accountable • Stakeholders generally expected NPA “personality” to be fearless, stealthy and powerful and wise, understanding and caring • Inconsistent and confusing application of the logo • Now on 2nd phase: developing a brand strategy for the organisation.

34. Thank You