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.). - PowerPoint PPT Presentation

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<ul><li><p>STATUS REPORT:IMPLEMENTATION OF RESOLUTION 7/2002</p></li><li><p>BACKGROUNDImplementation 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</p></li><li><p>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</p></li><li><p>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:</p><p> To improve basic service to all communities To address representivity in the SA Police Service</p></li><li><p>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.</p></li><li><p>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).</p></li><li><p>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</p></li><li><p>RESOLUTION 7/2002Implementation of Resolution: 13 June 2002SAPS Regulation promulgatedFinalization date: 16 June 2003Possible 3 months extension</p></li><li><p>IMPLEMENTATIONOverviewConsultation with organized labour on Strategic Plan and HR PlanImplementation Plan adopted after consultation in DTTJoint workshops with line-managers and organized labour</p></li><li><p>IMPLEMENTATION (Cont.)Establishment of committees:Departmental Task Team (DTT)National Matching and Placement Committee (NMPC)Provincial/Divisional/Area/Component Matching and Placement CommitteeProvincial/Divisional Monitoring Committee</p></li><li><p>IMPLEMENTATION (Cont.)Phase 1Pro forma skills Inventories completed by all employeesProvincial/Divisional Commissioners placed</p></li><li><p>IMPLEMENTATION (Cont.)SMS employees placed by NATCOM Committee:538 employees in the SMS echelon451 employees placed in their current posts80 employees redeployed2 employees declared in excess5 severance packages approved</p></li><li><p>IMPLEMENTATION (Cont.)Level 1-12 placementsPlacements done at area/component levelForwarded to Provincial/Divisional levelTotal amount of employees not placed: 201National intervention (monitoring/ assistance)Figure of 201 reduced to 51 as at 31/5 Provinces: 38 &amp; National: 13Physical redeployments:Provinces : 2313National : 16-------Total 2329Cost involved : R58,22m</p></li><li><p>IMPLEMENTATION (Cont.)Illustration of implementation</p><p>National overviewHead Office DivisionsProvincesProvincial overviewGautengEastern Cape</p></li><li><p>IMPLEMENTATION (Cont.)Phase 2Placement 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 2003Develop lists of vacancies and excess employees and submit to IDTT/DPSA before end of June 2003</p></li><li><p>DISPUTE MECHANISMSEmployees considered for redeployment: given opportunity to make representationsEmployees not satisfied with final placement-Lodge dispute simultaneously with matching and placement committee and monitoring committeesCommittees consider disputes-Outcome not satisfactory: Lodge dispute with DTT-Unsuccessful: Lodge dispute with IDTT-Not settled: Conciliation / arbitration through SSSBC</p></li><li><p>DISPUTE MECHANISMS (Cont.)Representations received: 3922 (as at 30/4)Disputes received: 1402 (as at 30/5)Disputes resolved: 550Disputes unresolved/in process: 852</p></li><li><p>IMPLEMENTATION (Cont.)FACILITATION/MONITORINGSupport rendered to provinces and divisions by members of the DTT and NMPCVisits to provinces/division by DTT delegationVisits to provinces by Divisional Commissioners Career Management and Personnel ServicesCOMMUNICATIONNational directivesPOL TV presentationsFlyer with salary adviceSAPS JournalWorkshop with provincial communication officialsArticles in national/provincial newspapers</p></li><li><p>IMPLEMENTATIONCHALLENGESMedia reports sensationilizing processPublicity campaign by SolidarityResistance to change:-New workplace-Physical redeployment</p></li><li><p>CONCLUSIONProcess will be finalized by 30 June 2003Vast majority of employees will be accommodated in DepartmentOnce workforce redeployment commences it will engender a positive mindset</p></li></ul>

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