Question No 19
Ms M A Molebatsi (ANC) to ask the Minister of Police:
(a) What are his plans to boost the morale of the police and (b) how will it encourage more youth to join the South African Police Service?
Reply:
(a) This ministry acknowledges that the morale of South African Police Service (SAPS) members is not at the desired level. It is a reality that low morale will impact negatively on service delivery, whilst improved morale will ensure that the SAPS successfully engage in the fight against crime. In this regard, this ministry has acknowledged the need to prioritise the upliftment of morale within the ranks of the service. Together with the newly appointed National Commissioner of the South African Police Service, government in the quest for service delivery improvement is directing energy and effort to attend to the challenges experienced in this regard.
Within the Department of Police there are processes aimed at enhancing employee morale, amongst others the following:
* Broad band salary structure for SAPS Act members which was implemented during 2006 and have placed members on higher salaries generally experienced in the public service
* Incentives for excellent performance are awarded to 20 percent of top performers per annum
* Monetary and Non-Monetary Awards that are awarded by the Minister of Police or the National Commissioner for meritorious service rendered by members, such as medal for bravery / commendation medal / certificate of commendation, as well as a cash award
* Qualifying members /employees are awarded medals for loyal service /long service certificates in the case of Public Service Act employees
* Pay progression that is payable to members on a three year cycle which is in addition to the annual cost of living increase
* Employees are afforded upward mobility by means of promotions on an annual basis and vacant posts that are periodically advertised for the appointment / promotion of deserving members
* Scarce skills allowances that is payable to members deployed in specific scarce skills environments such as special task force, forensic analysts, etc.
The performance management system that is implemented at all levels in the SAPS enables the identification of performance and development needs to the benefit of both the service and the individual members. The service is also offering skills development opportunities to all its employees.
It is my commitment as the Minister of Police to work towards improved working conditions of members of the service to ensure the retention of our valuable resources in the fight against crime to the benefit of our communities.
Having mentioned the above, the department is continuously revising the existing processes to ensure that emerging challenges are addressed.
(b) The Minister and the National Commissioner of Police have resolved to make the department an employer of choice. In this regard a concerted marketing drive aimed at targeted recruitment is embarked upon.
The department is reviewing its recruitment strategy to focus more on the marketing of careers within the service. The crux of the recruitment strategy is a targeted effort aimed at recruiting the best from our communities. In this process the benefits of becoming a member of the SAPS are made visible, including the benefits thereof to the youth of our country. Career centres, both static and mobile, have been established within the South African Police Service, which are accessible to the communities through which they can familiarise themselves with the career paths and benefits within the department.
The department is currently in the process to review the benefits applicable at entry level to make it attractive to well-qualified young people of our country for a career in the SAPS.
Amongst others, the department is making a concerted effort to recruit young people from all communities including race groups into the SAPS which has since became a challenge taking into consideration the need to capacitate the service in a manner that is reflective of our country’s demographics.
Recognising the challenge that a large number of applicants are not in possession of a driver’s license, an allowance in the enlistment requirements was made to accommodate 10 percent of applicants without driver’s licenses. This effort is aimed at ensuring that the poor and the marginalised are accommodated within the ranks of the South African Police Service. To ensure full compliance with the requirement of a driver’s license by all, the service embarked upon K53 driver training to capacitate those who are taken on board without such a license within a two-year period from date of recruitment.
Issued by: South African Police Service
14 August 2009
