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DIVISION TRAINING

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DIVISION TRAINING

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    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. Prior to 2004 Training decentralised to functional and support components Consolidated approach ensure Delivery of training with specific focus on skills required in the operational environment Structured provisioning for compulsory reporting to regulatory bodies i.e. parliament Determination of total cost related to the training function Prior to 2004 Training decentralised to functional and support components Consolidated approach ensure Delivery of training with specific focus on skills required in the operational environment Structured provisioning for compulsory reporting to regulatory bodies i.e. parliament Determination of total cost related to the training function

    3. NATIONAL TRAINING INSTITUTIONS

    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. LEARNING PATH FOR DETECTIVES WITHIN SAPS

    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. DETECTIVE COMMANDERS PROGRAMME 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

    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. ON-THE-JOB TRAINING 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.

    15. FOCUS AREAS : OJT 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.

    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. Executive Development Programme Middle Management Programme Officers Programme 2007/2008 New Programme Inspectors Old Programme Backlog Frontline Managers Programme MANAGEMENT TRAINING Focus of this section is to inform in more detail on the developments in the management area. With the challenges that SAPS are experiencing in terms of management it is essential that managers within the SAPS be given the opportunity on Management coursesFocus of this section is to inform in more detail on the developments in the management area. With the challenges that SAPS are experiencing in terms of management it is essential that managers within the SAPS be given the opportunity on Management courses

    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 First of the two Officers courses. Slide indicate the differences and also indicate the different ranks being exposed to the courses and content. Backlog of trained inspectors and captains!!First of the two Officers courses. Slide indicate the differences and also indicate the different ranks being exposed to the courses and content. Backlog of trained inspectors and captains!!

    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

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