Briefing by the South African Police Service (SAPS) on Promotions and Establishment and Organisational profile Click to edit Master subtitle style 19 June 2012
2 PROMOTIONS Click to edit Master subtitle style
3 Background • Meeting President and SAPS management / Station Commanders • Cabinet approved (Cabinet Memo 6 A of 2009, dated 18 November 2009). • • Ranks in the SAPS regulated by Regulation 8 of the Regulations for the South African Police Service – Minister approved the amendment of Regulation 8. 1 April 2010 – New rank structure implemented with two additional ranks: - Lieutenant - Major. • • • No person translated to additional ranks. Organized Labour challenged implementation of new rank structure and Regulations. Priority to capacitate additional ranks identified - Lead to consultation with Labour.
4 Consultation – Criteria for promotion Ø Developed by task team consisting of Human Resource Utilization, Personnel Management, Financial Admin Services, Legal Services and Organizational Development. Ø Criteria mandated by National Management Forum – PC’s form part of. § Management Forum 16 to 17 September 2010: Criteria discussed by means of a presentation and a discussion document was presented. § Management Forum 23 to 25 November 2010: Principles for once off rank exercise discussed – presentation indicating criteria again as well as cost and total number of members. § Management Forum 24 to 25 March 2011: Draft SSSBC agreement presented to management – copy presented to all. Ø Criteria negotiated in SSSBC – SSSBC Agreement 2/2011, dated 5 April 2011 concluded – Task team consisting of representatives from SSSBC / Management visited all provinces / divisions to explain the Agreement.
5 Criteria: Warrant Officer to Lieutenant Ø Representivity (As per guidelines, provided that in the same case of the same race group, male members may supplement the shortage of female members) Ø Qualification § Ø At least NQF 4 / equivalent qualification Seniority § § Not less than 8 years service in rank Warrant Officer (Male members) § Ø Most senior members per each race group limited to number of posts. Not less than 5 years service in rank Warrant Officer (Female members) Uninterrupted Service § Ø Performance § Ø Minimum of 1 year uninterrupted service on level of Warrant Officer At least annual rating of satisfactory in terms of PEP assessment Suitability to function on the next higher level
6 Criteria: Warrant Officer to Captain Ø Representivity (As per guidelines, provided that in the same case of the same race group, male members may supplement the shortage of female members) Ø Qualification § Ø At least NQF 4 / equivalent qualification Seniority § § Ø Most senior members per each race group limited to number of posts. Not less than 12 years service in rank Warrant Officer Uninterrupted Service § Ø Minimum of 1 year uninterrupted service on level of Warrant Officer Performance § At least annual rating of satisfactory in terms of PEP assessment Ø Suitability to function on the next higher level Ø Transferability
7 Criteria: Captain to Major Ø Representivity (As per guidelines, provided that in the same case of the same race group, male members may supplement the shortage of female members) Ø Qualification § Ø At least NQF 4 / equivalent qualification Seniority § § Ø Most senior members per each race group limited to number of posts. Not less than 8 years service in rank Captain Uninterrupted Service § Ø Minimum of 1 year uninterrupted service on level of Captain Performance § At least annual rating of satisfactory in terms of PEP assessment Ø Suitability to function on the next higher level Ø Transferability
8 Process for promotion Ø Ø Most senior members as per criteria identified by Head Office based on information from Mainframe – Criteria incorporated equity provisions. Promotions conditionally approved (Circular 8/1/1 (Vol 54), dated 20 April 2011) – Following conditions had to be complied with apart from the criteria: § Receipt of Certificate by member stating: § Accept promotion and is transferable. § Has no personal or other circumstances which may adversely affect his or her ability to function in the higher rank. § Declares all pending criminal or disciplinary investigations and previous criminal convictions or disciplinary findings while holding his or her current rank. § Receipt of Certificate by Commander of member stating that the member has received at least an annual rating of satisfactory and that the member is still suitable. § Where the member declared pending criminal or disciplinary investigations and previous criminal convictions or disciplinary findings while holding his or her current rank, relevant Divisional and Provincial Commissioners had to present written confirmation towards suitability. § The member must take up the post within 30 days.
9 Process for promotion Ø Divisional and Provincial Commissioners had to appoint panels responsible for the placement of conditionally promoted members. Panels had to: § Consist of representatives from Human Resource Utilization, Personnel Management and Organizational Development as well as representatives of relevant environments, eg. Visible Policing, Detective Services and at Station level, Station Commanders. § Establish all vacancies in the Division / Province. § Evaluate the profile of conditionally promoted members towards suitability to function on the next higher level and identify posts for placement of members. § Inform the member of the post he / she will be placed in and afford the member the opportunity to accept or reject the post offered. § Deal with any possible representations with regard to placement. § Provide the Provincial / Divisional Commissioner with recommendations for approval - certification of the process by the Provincial / Divisional Commissioners and submission to Head Office for final conclusion.
10 Process for promotion Ø Dissatisfied members: § Task Team consisting of the SSSBC / Management visited all Provinces / Divisions to attend to dissatisfaction and grievances § § Ø Dissatisfied members were invited to attend meetings of task team. Criteria was explained to members by SSSBC / Management Task Team. Some promotions withdrawn / not effected § § 137 Promotions withdrawn § Ø Representations invited and considered 51 Promotions under reconsideration Reasons for withdrawal / not effecting promotions § Suitability (Pending cases/convictions) § Performance not satisfactory
11 Representivity Guidelines (Lieutenant, Captain and Major) Race African Rank Lieut Coloured Capt Maj Lieut Indian Capt Maj Lieut White Capt Maj Lieut Capt Maj Gender M F M F M F GUIDE LINES 1514 1515 20 742 204 203 169 0 49 23 23 47 47 0 1 6 6 178 0 0 24 24 POOL 20169 764 2199 115 1033 108 2638 238 532 38 201 47 1239 122 390 50 262 55 6960 1801 2505 612 1431 461 PROM 2368 764 583 115 308 105 172 15 31 25 23 48 50 0 1 7 7 186 178 0 0 27 24
11 a Ø Ø Criteria for promotion to Lieutenant is the only category which provided for a distinction towards Seniority in terms of male and females – This allowed for maximum promotion opportunity in terms of equity guidelines towards females The pool towards African Females was only 764 Representivity: The SSSBC Agreement provided that in the same case of the same race group, male members may supplement the shortage of female members) Guidelines maintained in all race groups except towards African Males and Females
11 b Ø Ø Ø The criteria for males and females was the same towards seniority (Not less than 12 years service in rank Warrant Officer) Limited number of posts were available This category of promotions entailed direct progression to the rank of Captain (skipping of Lieutenant rank)
11 c Ø Ø Ø Limited pool towards Female members Limited number of posts were available Guidelines maintained in all race groups except towards African Males and Females
12 Race African Rank Gender Lieut Coloured Capt Maj Lieut Indian Capt Maj Lieut White Capt Maj Lieut Capt Maj Total M F M F M F WC 3 11 0 0 0 3 101 82 12 14 14 12 0 1 0 0 50 56 0 0 7 6 372 EC 233 161 108 32 58 11 38 41 0 8 5 2 0 0 0 37 26 0 0 4 2 766 NC 13 12 5 1 1 3 15 33 3 1 3 4 0 0 0 7 5 0 0 0 2 108 FS 203 69 30 4 20 12 6 6 0 3 1 2 1 0 0 0 15 27 0 0 2 6 407 KZN 550 68 49 6 45 13 4 4 0 2 2 0 46 47 0 1 7 7 19 12 0 0 2 3 887 NW 170 183 74 44 39 20 0 1 0 0 0 0 5 5 0 0 1 0 542 MP 96 26 20 1 23 4 0 0 0 7 5 0 0 183 LIM 562 88 233 17 80 8 0 0 0 3 7 0 0 1 0 999 GAUT 476 109 59 6 33 19 2 1 0 1 0 0 0 26 27 0 0 6 2 768 TOTAL 2306 727 578 111 299 93 166 167 15 30 25 21 47 48 0 1 7 7 169 170 0 0 24 21 5032 Prov
12 a Ø Majority of senior members were attached to Limpopo, KZN, Eastern Cape and Gauteng
13 RACE African RANK GENDER Lieut Coloured Capt M Maj F M Lieut F M Indian Capt F M Maj F M Lieut F M White Capt F M Maj F M Lieut F M Capt F M Maj F M Total M F F PSS 46 24 5 4 7 3 6 3 0 1 1 1 0 0 5 2 0 0 109 DPCI 1 1 0 0 0 0 0 0 3 FORENSIC 2 0 0 1 0 0 0 1 2 0 0 6 HRD 8 6 0 0 0 2 0 0 0 1 0 0 2 3 30 FIN & ADMIN 0 2 0 0 0 0 1 0 0 0 3 SCM 0 0 0 0 0 4 0 0 0 4 DETEC 2 0 0 0 0 0 0 2 CI 3 0 0 0 1 4 0 0 0 0 1 0 9 PERS MAN 0 1 0 0 0 0 4 1 0 0 7 VISPOL 0 1 0 0 0 0 0 2 CORP SERV 0 2 0 0 0 0 0 0 2 TOTAL 62 37 5 4 8 13 6 5 0 1 0 2 1 2 0 0 17 8 0 0 3 3 177 DIV
13 a Ø Majority of senior members were attached Protection and Security Services
14 PROMOTIONS : 2007/2008 AFRICAN COLOURED INDIAN WHITE TOTAL M F M F LEVEL 15 / PROV/DIV COMM 0 0 0 0 0 LEVEL 14 / ASS COMM 3 0 0 0 1 0 4 0 8 LEVEL 13 / DIRECTOR 4 2 1 0 2 0 10 SNR SUPERINTENDENT 47 24 7 2 11 3 105 LEVEL 9 / SUPERINTENDENT 225 103 30 15 10 4 41 18 446 LEVEL 8 / CAPTAIN 441 114 46 14 16 7 54 27 719 LEVEL 7 / INSPECTOR 1761 364 253 74 71 71 221 294 3109 LEVEL 6 / SERGEANT 554 352 166 160 43 18 83 146 1522 LEVEL 5 240 498 66 237 8 10 9 60 1128 LEVEL 4 333 511 33 66 11 22 15 47 1038 LEVEL 3 76 67 10 7 0 2 5 4 171 LEVEL 2 35 26 8 5 0 0 2 1 77
15 PROMOTIONS : 2008/2009 AFRICAN COLOURED INDIAN WHITE TOTAL M F M F LEVEL 15 / PROV/DIV COMM 0 0 0 0 0 LEVEL 14 / ASS COMM 1 1 1 0 0 0 3 LEVEL 13 / DIRECTOR 14 4 0 1 0 0 2 1 22 SNR SUPERINTENDENT 53 18 12 4 5 1 14 9 116 LEVEL 9 / SUPERINTENDENT 258 58 39 21 22 2 53 42 495 LEVEL 8 / CAPTAIN 724 109 137 59 34 15 177 130 1385 LEVEL 7 / INSPECTOR 914 240 144 67 71 53 116 234 1839 LEVEL 6 / SERGEANT 817 551 237 151 54 45 137 159 2151 LEVEL 5 290 749 48 165 24 54 26 77 1433 LEVEL 4 380 722 55 99 20 48 18 68 1410 LEVEL 3 210 166 29 39 1 1 4 13 463 LEVEL 2 59 55 11 3 1 0 1 1 131
16 PROMOTIONS : 2009/2010 AFRICAN COLOURED INDIAN WHITE TOTAL M F M F LEVEL 15 / PROV/DIV COMM 3 1 0 0 0 4 LEVEL 14 / ASS COMM 12 8 3 0 2 0 3 0 28 LEVEL 13 / DIRECTOR 11 21 5 2 0 1 2 4 46 SNR SUPERINTENDENT 36 38 6 7 4 2 7 7 107 LEVEL 9 / SUPERINTENDENT 128 151 30 27 14 6 31 35 422 LEVEL 8 / CAPTAIN 627 415 84 36 47 46 104 176 1535 LEVEL 7 / INSPECTOR 577 425 128 61 36 31 79 123 1460 LEVEL 6 / SERGEANT 1041 598 309 173 59 30 222 179 2611 LEVEL 5 169 394 28 80 8 18 10 39 746 LEVEL 4 270 424 25 87 6 22 16 31 881 LEVEL 3 127 118 56 50 2 1 9 13 376 LEVEL 2 100 83 19 8 0 0 2 1 213
17 PROMOTIONS : 2010/2011 AFRICAN COLOURED INDIAN WHITE TOTAL M F M F LEVEL 15 / LT GENERAL 5 3 0 0 0 1 9 LEVEL 14 / MAJ GENERAL 17 5 1 0 0 25 LEVEL 13 / BRIGADIER 24 22 0 7 0 0 4 2 59 COLONEL 0 0 0 0 0 LIEUTENANT COLONEL 0 0 0 0 0 MAJOR 0 0 0 0 0 CAPTAIN 0 0 0 0 0 LIEUTENANT 0 0 0 0 0 LEVEL 8 0 0 0 1 1 67 69 LEVEL 7 / WARRANT OFFICER 0 0 0 0 0 1220 24 42 1 31 1 8 5 1332 LEVEL 5 0 1 1 1 0 0 0 13 16 LEVEL 4 0 0 0 0 0 LEVEL 3 5 0 2 0 0 0 7 LEVEL 2 90 72 11 9 1 0 2 0 185 LEVEL 6 / SERGEANT
18 PROMOTIONS: 2011/2012 AFRICAN COLOURED INDIAN WHITE TOTAL M F M F LEVEL 15 / LT GENERAL 3 1 0 0 0 5 LEVEL 14 / MAJ GENERAL 19 24 2 2 0 1 1 2 51 LEVEL 13 / BRIGADIER 37 36 9 1 4 1 9 6 103 COLONEL 7 1 0 0 0 8 LIEUTENANT COLONEL 0 1 0 0 0 2 3 MAJOR 308 105 25 23 7 7 27 24 526 CAPTAIN 583 115 15 31 0 1 746 LIEUTENANT 2370 764 172 48 50 186 178 3940 LEVEL 8 0 0 0 0 1 1 LEVEL 7 / WARRANT OFFICER 3 0 0 0 0 3 1989 625 247 52 29 238 133 4302 LEVEL 5 1 4 0 1 12 LEVEL 4 0 0 0 0 0 LEVEL 3 8 3 1 0 0 1 13 LEVEL 2 63 61 14 3 1 0 1 3 146 LEVEL 6 / SERGEANT
18 a Ø In view of the development and negotiations on criteria to populate the ranks of Lieutenant and Major with effect from 1 April 2011, only a small number of SA Police Service Act members promotions realised during the 2010/2011 financial year.
19 Equity profile as at 31 March 2008 Salary level White Indian Coloured Male 9 and 10 • • • Equity enhancement Salary level 9 and 10 African Female Male Female 1346 571 213 68 314 131 1729 862 Significant increase in personnel numbers since 2008 towards African Male – Growth 40, 54% Increase towards African Females marginal in comparison with African Males and to be prioritised in future Total growth towards level 9 and 10: 17, 63% Equity profile as at 30 April 2012 Salary level White Indian Coloured African Male 9 and 10 Female Male Female 1166 568 235 83 352 176 2430 1147 African Male White Male Click to edit Master subtitle style African Female White Female Indian Male Indian Female Coloured Male Coloured Female 40, 54% 33, 06%
20 Equity profile as at 31 March 2008 Salary level White Indian Coloured African Male 8 • • • Female Male Female 2584 1364 542 151 938 398 5077 Equity enhancement Salary level 8 2210 Equity profile as at 30 April 2012 Significant increase in personnel numbers since 2008 towards African Male – Growth 64, 74% Increase towards African Females marginal in comparison with African Males and to be prioritised Total growth towards level 8: 37, 52% Salary level White Indian Coloured African Male 8 Female Male Female 2479 1633 556 229 1133 609 8364 3237 African Male Click to edit Master subtitle style African Female White Male White Female Indian Male Indian Female Coloured Male Coloured Female 64, 74% 46, 47%
21 Lieutenant and Captain Race Rank African Coloured Lieutenant Captain Indian Lieutenant Captain White Lieutenant Captain Gender Male Female Male Female TOTAL 2368 764 583 115 172 15 31 48 50 0 1 186 178 0 0 Gender Male Female Total promoted 2951 879 187 203 48 51 186 178 Establishment as on 2012/04/30 8364 3237 1133 609 556 229 2479 1633 % of portion of members promoted per gender 35, 28% 27, 16% 16, 51% 33, 33% 8, 63% 22, 27% 7, 50% 10, 90% % of portion of members promoted per race 33% 22% 13% Ø Ø 9% Largest portion of members promoted per gender and race represents African Males and African Females The table provide a perspective in percentages towards the portion of members promoted in relation to the total number of employees as at 30 April 2012
22 Major Race African Coloured Indian White Rank Major Gender Male Female TOTAL 307 106 25 23 7 7 27 24 Establishment as on 2012/04/30 2430 1147 352 176 235 83 1166 568 12, 63% 9, 24% 7, 10% 13, 07% 2, 98% 8, 43% 2, 32% 4, 23% % of portion of members promoted per gender % of portion of members promoted per race 12% 9% Ø Ø 4% 3% Largest portion of members promoted per gender and race represents African Males and African Females The table provide a perspective in percentages towards the portion of members promoted in relation to the total number of employees as at 30 April 2012
23 SSSBC Agreement 03/2011 Agreement on Post Promotions and Grade Progression Policy of the SAPS Implemented with effect from 1 April 2013 PRINCIPLES Grade Progression principles q Availability of funds q Recognition of performance q Years of service on a salary level or rank q Suitability q Post Promotion principles q Availability of vacant funded post q Advertisement and selection process q Satisfactory performance q Years of service on a salary level or rank Subject to the provisions above, the grade progression q Suitability of members who qualify must be effected within that financial year q Grade progression for members appointed in terms of the SA Police Act must be handled in terms of Agreement 03/2011 q Grade progression for employees appointed in terms of the Public Service Act must be handled in terms of the relevant Resolutions q National Commissioner is under no obligation to fill an advertised post
24 SSSBC Agreement 03/2011 Agreement on Post Promotions and Grade Progression Policy of the SAPS REQUIREMENTS FOR POST PROMOTIONS (Public Service Act employees) Post Promotion requirements Level 1 to level 2 • 2 Years uninterrupted service on level 1 Level 2 to Level 3 • 2 Years uninterrupted service on level 2 Level 3 to Level 4 • 2 Years uninterrupted service on level 3 Level 4 to Level 5 • 2 Years uninterrupted service on level 4 Level 5 to Level 6 • 2 Years uninterrupted service on level 5 Level 6 to Level 7 • 2 Years uninterrupted service on level 6 Level 8 to Level 9 / Lieutenant • NQF 6 and 2 Years uninterrupted service on level 8; OR • NQF 4 and 4 Years uninterrupted service on level 8
25 SSSBC Agreement 03/2011 Agreement on Post Promotions and Grade Progression Policy of the SAPS REQUIREMENTS FOR POST PROMOTIONS (Public Service Act employees) Post Promotion requirements v. Level 9 to Level 11 / Captain • NQF 6 and 2 Years uninterrupted service on level 9; OR • NQF 4 and 4 Years uninterrupted service on level 9 v. Level 10 to Level 11 • NQF 4 and any period of service on level 10 v. Level 10 to Major • NQF 6 and 2 Years uninterrupted service on level 10; OR • NQF 4 and 4 Years uninterrupted service on level 10 Level 11/12 to Colonel • NQF 4 and any period of service on level 11/12
SSSBC Agreement 03/2011 Agreement on Post Promotions and Grade Progression Policy of the SAPS REQUIREMENTS FOR POST PROMOTIONS (Police Service Act members) Post Promotion requirements E Constable to Sergeant • NQF 6 and 2 years uninterrupted service on level of constable (including training on contract as trainee / apprenticeship / learnership) ; OR • 4 years uninterrupted service on level of constable (including training on contract as trainee / apprenticeship / learnership) E Lieutenant to Captain ● NQF 6 and 2 years uninterrupted service on level of lieutenant; OR ● NQF 4 and 4 years uninterrupted service on level of lieutenant E Sergeant to Warrant Officer ● NQF 6 and 2 years uninterrupted service on level of sergeant; OR ● 4 years uninterrupted service on level of sergeant E Captain to Major ● NQF 6 and 2 years uninterrupted service on level of captain; OR ● NQF 4 and 4 years uninterrupted service on level of captain E Warrant Officer to Lieutenant ● NQF 6 and 2 years uninterrupted service on level of warrant officer; OR ● NQF 4 and 4 years uninterrupted service on level of warrant officer Ø Major to Lieutenant Colonel ● NQF 6 and 2 years uninterrupted service on level of major; OR ● NQF 4 and 4 years uninterrupted service on level of major 26
27 SSSBC Agreement 03/2011 Agreement on Post Promotions and Grade Progression Policy of the SAPS REQUIREMENTS FOR POST PROMOTIONS (Police Service Act members) Post Promotion requirements Ø Lieutenant Colonel to Colonel ● NQF 6 and 2 years uninterrupted service on level of lieutenant colonel; OR ● NQF 4 and 4 years uninterrupted service on level of lieutenant colonel
28 SSSBC Agreement 03/2011 Agreement on Post Promotions and Grade Progression Policy of the SAPS REQUIREMENTS FOR GRADE PROGRESSION (SA Police Act members only) Grade Progression requirements q Qualify on or before closing date for applications ÆConstable to Sergeant • 7 Years’ service as member of the Service • Including periods of training under contract /apprenticeship / learnership ÆSergeant to Warrant Officer • 7 Years’ uninterrupted service in rank of Sergeant ÆWarrant Officer B 1 to B 2 • 1 Year uninterrupted service in the Service on Band B 1 and on notch 5 or higher notch ÆLieutenant to Captain • NQF 4 • 7 Years’ uninterrupted service in rank of Lieutenant ÆMajor to Lieutenant Colonel • NQF 4 • 7 Years’ uninterrupted service in rank of Major
28 a Way forward • • • New promotion / grade progression policy for SAPS negotiated in the SSSBC – Agreement 3/2011 Policy will be effective from 1 April 2013 The current promotion / grade progression policy for the 2012/13 financial year is regulated in terms of SSSBC Agreement 2/2011 which provide for the capacitating of Lieutenant, Captain and Major during 2011/12 as well as 2012/13 financial year Any deviation from this Agreement will have to be tabled and negotiated in the SSSBC Assessing the impact of phase 1 with Labour in order to effect improvements if their is a need
29 SAPS EMPLOYMENT REGULATIONS, 2008 REGULATION 45(9) Ø The SAPS Employment Regulations, 2008, Regulation 45(9) provides as follows: “(9) Notwithstanding the provisions of sub-regulation (8)(b), the National Commissioner may promote an employee into a post without advertising the post, and without following the selection process, if (a) the National Commissioner is satisfied that (i) the employee qualifies in all respects for the post; (ii) there are exceptional circumstances that warrant the deviation from the said sub-regulation; and (iii) (b) such deviation is in the interest of Service; and the National Commissioner has recorded the reasons for the deviation in writing. ”
30 Members promoted in terms of Regulation 45(9) Sgt WO / LEVEL 7 LIEUT CAPT MAJ LT COL BRIG MAJ GEN LT GEN 2007/2008 0 0 0 1 0 0 2008/2009 0 0 0 0 0 2009/2010 20 10 0 8 0 5 2 2 1 0 2010/2011 1 3 0 6 0 4 3 7 5 3 2011/2012 4 3 2 1 0 3 8 4 1 0
31 ESTABLISHMENT PROFILE Click to edit Master subtitle style
Organisational profile as at 31 March 2011 Minister Deputy Minister Executive Authority National Commissioner Deputy National Commissioner Divisional Commissioner Provincial Commissioner Top Management Major General Brigadier Senior Management Colonel Lieutenant Colonel Major Captain Lieutenant Commissioned Officers Non-Commissioned Officers Public Service Act Employees Total SAPS Employees Percentage to total employment Equity targets up to 2014 White Male Female Coloured Male Female 0 0 0 2 16 119 135 476 1171 0 2410 0 4057 9673 585 14452 7. 45% 0 0 0 1 9 22 31 135 223 0 520 0 878 2484 339 3733 1. 93% 0 0 0 0 2 6 8 39 72 0 177 0 288 430 786 1512 0. 78% 0 0 1 1 1 3 8 36 44 132 332 0 994 0 1458 10803 1447 13755 7. 09% 0 0 1 0 1 2 3 43 46 155 568 0 1409 0 2132 2735 4903 9818 5. 06% Indian 9, 34 Percentage to race (2010/2011) 12. 51% Percentage to race (2005/2006) 19. 39% Disability target and actual as at 31 March 2011 1 1 2 1 5 15 9 30 126 519 645 2041 5710 0 14231 0 21982 132091 39142 193892 100% 1140 32 Total 2, 46% 8, 85% 1 0 0 1 1 0 1 2 9 2 5 2 16 6 65 23 188 88 253 111 796 264 2174 1010 0 0 5949 2351 0 0 8919 3625 79503 23450 10056 17604 98748 44797 50. 94% 23. 10% 79, 35% 2. 71% 3. 24% Target: 10. 74% 11. 12% 3878 74. 04% 66. 25% Actual: Click to edit Master subtitle style 0 0 0 0 0 17 17 44 160 0 421 0 625 3013 3422 7077 3. 65% African Male Female SA Police Service Act Rank / Level Description As on 31 March 2011
Post profile Salary level 15 to 16 Occupational Band Top Management Senior Management Divisional Commissioners Provincial Commissioners (Deputy Director General – PSA employees) Major Generals Salary Bands 40 33 Deputy National Commissioners Salary levels 13 to 14 Ranks (Only SAPS members) National Commissioner Senior Management Brigadiers (Directors and Chief Directors – PSA employees) Salary levels 9 to 12 Co mm issi one d Offi cer s – SAP S Act Professionally qualified and experienced Salary level 8 Salary levels 3 -5 Salary levels 1 -2 Lieutenant Colonel Major No nco mm issi one d Offi cer s – SAP S Act Highly skilled supervision (Assistant and Deputy Directors – PSA employees) Captain Lieutenant (Principle clerks – PSA employees) Warrant Officer Salary level 7 Salary level 6 Unskilled and defined decision making Colonel Click to edit Master subtitle style (Senior clerks – PSA employees) Sergeant (Senior clerks – PSA employees) Constable (Students progressing through training) (Clerks – PSA employees) Lower skilled
34 Organisational profile: Historical Review: National establishment growth and profiling Establishment Growth Police / Population Ratio Financial year Total Growth annually SAPS Act Employees 1995/1996 140 955 N/A 1996/1997 135 860 -3, 62% 1997/1998 130 093 -4, 25% 1998/1999 128 251 -1, 42% 1999/2000 123 563 -3, 66% 2000/2001 120 604 2001/2002 116 774 -3, 18% 2002/2003 131 483 12, 61% 2003/2004 139 023 5, 74% 2004/2005 148 970 7, 16% 2005/2006 155 532 4, 41% 2006/2007 163 416 5, 07% 2007/2008 173 241 6, 01% 2008/2009 182 754 6, 07% 2009/2010 199 4, 07% 2010/2011 193 892 1, 94% Mid-year Population -2, 40% Click to edit Master subtitle style Total Growth since 01/02 66, 04% % Police Act / PS Act Ratio Police Act PS Act % Male / Female Male Female
35 As at 31 March 2011 SA Police Service Act and Public Service Act Ø Ø Ø A total of 64, 7% utilised at stations (Vispol, Detectives and Support) A total of 13, 1% utilised as specialised units at provincial levels Head Office Specialised units geographically utilised in Provinces = 16, 3% Salary levels 13 + Managerial cluster Senior Management Salary levels 9 to 12 Managerial cluster Middle Management Salary levels 8 Managerial cluster Junior Management Salary levels 1 to 7 Managerial cluster Production Core
36 Growth – Senior Management versus Salary levels 1 to 12 – 2001/02 to 2010/11 Growth: 66, 26% Employees: 76 997 Growth: 21. 1% Employees: 121
37 Comparisons between Departments for the year ended 31 March 2011 Percentage senior management versus other staff levels
38 Comparisons between Departments for the year ended 31 March 2011 Percentage senior management versus other staff levels Salary level Senior management Other staff Level 13 to 16 Level 1 to 12 Total staff SAPS Correction al Services SANDF Communic ation Environme ntal Affairs DPSA Justice PSC Tourism Treasury Health 695 0, 36% 168 0, 42% 262 0, 33% 93 30, 29% 108 11, 44% 99 21, 95% 154 0, 83% 46 21, 10% 53 17, 55% 269 24, 21% 106 8, 30% 193197 99, 64% 39940 99, 58% 78783 99, 67% 214 69, 71% 836 88, 56% 352 78, 05% 18315 99, 17% 172 78, 90% 249 82. 45% 842 75, 79% 1171 91, 70% 193892 40108 79045 307 944 451 18469 218 302 1111 1277
Provincial Profile as at 31 March 2011 National Ratio in SA: 1: 323 Average ratio in 44 countries: 1: 373 Population figure: 3 200 900 Number of police stations: 82 Number of clusters: 12 Number of employees: 9 655 Police/population ratio: 1: 409 Population figure: 5 439 600 Number of police stations: 95 Number of clusters: 16 Number of employees: 12 296 Police/population ratio: 1: 535 HR Capacity distribution: 4, 98% Population figure: 1 103 900 Number of police stations: 91 Number of clusters: 16 Number of employees: 7 004 Police/population ratio: 1: 203 39 HR Capacity distribution: 6, 34% Population figure: 3 617 600 Number of police stations: 86 Number of clusters: 15 Number of employees: 9 952 Police/population ratio: 1: 448 HR Capacity distribution: 18, 62% HR Capacity distribution: 5, 13% Population figure: 11 191 700 Number of police stations: 140 Number of clusters: 22 Number of employees: 36 099 Police/population ratio: 1: 370 Population figure: 2 824 500 Number of police stations: 110 Number of clusters: 18 Number of employees: 11 981 Police/population ratio: 1: 290 HR Capacity distribution: 12, 54% HR Capacity distribution: 6, 18% HR Capacity distribution: 3, 61% Population figure: 5 223 900 Number of police stations: 149 Number of clusters: 25 Number of employees: 20 518 Police/population ratio: 1: 311 Population figure: 10 645 400 Number of police stations: 184 Number of clusters: 25 Number of employees: 24 310 Police/population ratio: 1: 533 HR Capacity distribution: 10, 37% HR Capacity distribution: 10, 58% Population figures: STATSSA - (mid-year estimates 2010) Population figure: 6 743 800 Number of police stations: 191 Number of clusters: 27 Number of employees: 20 098 Police/population ratio: 1: 290 HR Capacity distribution: Head Office: 21, 65 % of which 5% is at Head Office and 95% to provincial capacity
40 Police / Population ratio: Other Countries Number 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 Country Cyprus Italy Spain Turkey Hong Kong Portugal Croatia Czech Republic Thailand Greece Malta Latvia Malaysia Slovenia France Belgium Singapore Lithuania Austria South Africa Germany Luxembourg Ratio 1: 157 1: 185 1: 218 1: 220 1: 221 1: 224 1: 227 1: 228 1: 232 1: 236 1: 249 1: 260 1: 269 1: 276 1: 295 1: 296 1: 314 1: 323 1: 328 1: 341 Number 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 Country Ireland Hungary Liechtenstein UK Slovakia Poland USA Estonia New Zealand Iceland Switzerland Netherlands Romania Denmark Canada Sweden Japan Norway Pakistan Finland Philippines India Ratio 1: 341 1: 350 1: 371 1: 377 1: 385 1: 400 1: 414 1: 416 1: 464 1: 465 1: 468 1: 475 1: 513 1: 531 1: 533 1: 563 1: 583 1: 625 1: 643 1: 665 1: 728
41 ORGANISATIONAL PROFILE Click to edit Master subtitle style
42 Organisational profile: 2007/2008 Rank Deputy National Commissioners Number appointed Appointed: 5 Indications Ø Total approved posts = 5 Ø Total approved posts = 12 Ø 1 st Decreasing in Divisional Commissioner positions, from 13 to 12 Divisional Commissioners Vacant: 0 Divisional Commissioners Appointed: 11 Vacant: 1 Click to edit Master subtitle style q Provincial Commissioners Appointed: 9 Vacant: 0 Ø Reason: (Amalgamation of Division Crime Prevention & Division Operational Response Services. Became Division Visible Policing) Total approved posts = 9
43 Organisational profile: 2008/2009 Rank Deputy National Commissioners Number appointed Appointed: 4 Indications Ø Total approved posts = 5 Ø Total approved posts = 12 Ø Total approved posts = 9 Vacant: 1 Divisional Commissioners Appointed: 12 Vacant: 0 Click to edit Master subtitle style Provincial Commissioners Appointed: 9 Vacant: 0
44 Organisational profile: 2009/2010 Rank Deputy National Commissioners Number appointed Appointed: 4 Vacant: 2 Divisional Commissioners Appointed: 13 Click to edit Master subtitle style Vacant: 0 Provincial Commissioners Appointed: 9 Vacant: 0 Indications Ø Ø Total approved posts = 6 1 x Deputy National Commissioner appointed driven by Cabinet. Directorate Priority Crime Investigations (DPCI) Ø Total approved posts = 13 Ø Expansion of Divisional Commissioners from 12 to 13. (Establishment of Divisional Commissioner: Priority Crime Investigation) Ø Total approved posts = 9
45 Organisational profile: 2010/2011 Rank Deputy National Commissioners Number appointed Appointed: 6 Indications Ø Total approved posts = 6 § 6 x DNC’s appointed (This include the COO ) Ø Total approved posts = 13 § 1 x Executive Legal Officer (ELO) appointed by NATCOM (DC level) (Discontinue of Legal Services and Establishment of Division Technology Management Services) Ø Total approved posts = 9 Vacant: 0 Divisional Commissioners Appointed: 13 Vacant: 0 Click to edit Master subtitle style Provincial Commissioners Appointed: 9 Vacant: 0
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