Status report implementation of resolution 7 2002
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STATUS REPORT: IMPLEMENTATION OF RESOLUTION 7/2002. 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. BACKGROUND (cont.).

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STATUS REPORT: IMPLEMENTATION OF RESOLUTION 7/2002

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Status report implementation of resolution 7 2002

STATUS REPORT:IMPLEMENTATION OF RESOLUTION 7/2002


Background

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


Background cont

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


Background cont1

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


Background cont2

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.


Background cont3

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).


Background cont4

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


Resolution 7 2002

RESOLUTION 7/2002

  • Implementation of Resolution: 13 June 2002

  • SAPS Regulation promulgated

  • Finalization date: 16 June 2003

    Possible 3 months extension


Implementation

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


Implementation cont

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


Implementation cont1

IMPLEMENTATION (Cont.)

  • Phase 1

  • Pro forma skills Inventories completed by all employees

  • Provincial/Divisional Commissioners placed


Implementation cont2

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


Implementation cont3

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


Implementation cont4

IMPLEMENTATION (Cont.)

  • Illustration of implementation

    • National overview

      • Head Office Divisions

      • Provinces

    • Provincial overview

      • Gauteng

      • Eastern Cape


Implementation cont5

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


Dispute mechanisms

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


Dispute mechanisms cont

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


Implementation cont6

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


Implementation challenges

IMPLEMENTATIONCHALLENGES

  • Media reports sensationilizing process

  • Publicity campaign by Solidarity

  • Resistance to change:

    -New workplace

    -Physical redeployment


Conclusion

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


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