Presentation to the Parliamentary Portfolio Committee re : SAPS BUDGET 2000/01

Presented by The South African Police Union (SAPU)



The South African Police Union (SAPU) is the majority union in the S.A.Police Services representing in excess of 60,000 members of the Service.

SAPU represents it`s members whom belong to all cultural groups in the SAPS, irrespective of political or ideological belief, suffice to say our membership strength lies in the fact that we are a-political and are independent, we have instead linked up with and are members of the Public Services International, an international federation with similar beliefs to our own.


2.1. Decrease in the total staff compliment

SAPS has consistently suffered a loss of some 5000 members p/a over the past 5 years bringing the total loss of staff to well in excess of 25,000 to 28,000 employees.

This loss has been met by recruiting from the existing staff budget only some 5000 new members over the past two years (no increase was allocated specifically for recruitment purposes).

This when viewed against the approved staff compliment of 161,000 members as opposed to the actual amount of members in service of about 124,000 shows that the current staff shortage is in the vicinity of 37,000 employees.

This unsatisfactory state of affairs means that less people must increasingly supply a service to a growing number of citizens (attributed to the fact that more citizens have faith in the


2.2. The "Allocation of funds"

This took place without consultation with organized Labour, and this

year the Departmental allocation includes an as yet unspecified amount for "Improvements Conditions of Service ".

This is to say the least an unacceptable state of affairs and leads to two questions

  1. Where are Improvements Conditions of service to be negotiated in this financial
  2. year, is it PSCBC or SSSBC?

  3. Should we agree on an amount to improve conditions of service which is more than the yet as unspecified amount, will central government top up the departmental budget or is SAPS expected to fund it from their already allocated budget?

2.3 Hidden costs

The budget on face value has seemingly increased by some 9.3%.

This is a fallacy as included in this budget are costs for:

  1. The Minister and Deputy Minister

(b) Costs for RDP projects (improvements to the criminal justice system)

(c) Costs for Capital works which should be on the Public works allocation

  1. Improvements in Conditions of Service

When these hidden costs are deducted, a layman can see that the actual increase without taking inflation into account is indeed only in the region of 5.7%.

After inflation is taken into account the so called increase becomes in real terms "No

increase at all".


3.1. BCEA

It is our submission that the financial impact of the implementation of the Basic Conditions of Employment Act have neither been costed nor taken into account in the compilation of this budget. This could be ascribed to the fact that government does not intend adhering to the

act for its employees and is yet to introduce legislation which exempts itself from the act ? Whilst this matter is contentious it is indeed so that the financial implications of the act on the SAPS will be not less than 1500 million rand, which includes an amount of 1000 million rand for the payment of overtime - something which SAPS are currently only paying 130 million rand towards the rest being worked "for the cause" is calculated at about 1500 million rand.

3.2. Promotions

It is common cause that some 40,000 SAPS employees have justifiably qualified for rank and leg promotions, said employees have not been promoted for in excess of two years, the cost of 600 million rand to promote members up to date has not been budgeted for, neither has the cost of their back pay to date of qualification been addressed, this amounts to a further 600 million rand, which therefor adds up to1200 million rand.

3.3. Improvements Conditions of service


Annexed hereto is SAPUís Salary Demand already presented to government, this demand is in line with the Honorable President`s State of the nation address, which indicates that the needs of the Service and Police Officers should be addressed.

It is not our intention to bore the house with details of the Salary demand - cognisance should however be taken of the fact that factors mentioned in this presentation i.e. OVERTIME AND PROMOTIONS are also addressed in the demand.

What however is of the utmost importance, is that government must address the needs of SAPS employees both within the departmental allocation (working conditions) as also the vote Improvements Conditions of Service in order to put in place a suitably equipped and motivated Police Service who will have the morale and means to combat crime thus ensuring a reduction in crime and an increase in foreign investment in our country.


Chair thank you for allowing this input, it is hoped that the criticism contained herein will not fall on deaf ears, but that the serious matters raised herein will receive the attention the relevant authorities.

Whilst not wishing to be seen a only negative, we however also wish to indicate

aspects that deserve the attention of this house as a means to more cost effective policing.

4.1. Services

SAPS should focus all personnel and other resources to combat crime and should out source all non core function such as:

This will ensure that in excess of 2000 trained police officers can be made available for crime prevention (core business) and will save at least 400 million rand per annum.

18 February 2000



  1. Introduction

The unique working conditions of the South African Police Service members have been recognized by the State President the Honorable President Thabo Mbeki whom has instructed that Conditions of Service of SAPS employees be improved.

2. Obstacles to informed negotiations for SAPS

Government has accepted that an investigation must be undertaken as regards SAPS Conditions of Service. This has already been embarked upon by the DPSA and said Comparative Study of SAPS Conditions of Service viz-a-vie their International Counterparts is due for completion by end April 2000.

    1. As such no discussion can be entered into at PSCBC level as regards a New Wage Policy or the abolishment of Rank and Leg Promotions in lieu of salary progression until conclusion of the Comparative Study as referred to in paragraph 2 Supra.

3. Salary and Conditions of Service Demand

As mandated by the National Executive Committee of SAPU on 9 February 2000 our demand is as follows:

    1. Collective Bargaining Process
    2. Adequate provisions must be made for the unique sectoral demands of the South African Police Service. A specific allocation to meet the demands must be addressed separately from the broader 9% salary demand.

      The Sector Specific demands must after budget allocation be negotiated in the SSSBC.

    3. An own Salary Grading system for SAPS
    4. Based upon the inherent requirements of the uniqueness of the service rendered to the community and the peculiar demands placed upon police officials. (See Annexure A).

    5. An across the board increase of 9%

3.4 A revision of allowance

A revision of allowances of SAPS employees with specific reference to particular occupational clauses (see Annexure B).

3.5 An increase in the Clothing Allowance

In increase in the clothing allowance from R550-00 to R1 000-00 to be paid out on a member's pay sheet end April each year.

3.6 Adequate Provision for Overtime Payment

SAPS only budget R120 million rand for overtime whilst actual hours worked amount to R1000 million rand. The problem could be suitably addressed by paying an overtime allowance to selected personnel at an estimated cost of R400 million rands and paying non identified staff on an ad hoc basis.

  1. Rank and leg promotions
  2. Bring rank and leg promotions up to date. It is common cause that the South African Police Service have not, and do not budget for promotions, this anomaly has resulted in 45 000 employees who are due for promotion not to have been promoted, and furthermore by the fact that when they are promoted they are not promoted on the due date.

    1. The monetary backlog to promote the 45 000 employee on June 2000 will amount to 650 million rand without backpay to which they are entitled.

    NB: SAPU is prepared to abandon its dispute are regards back pay for this group and previously promoted groups who did not receive backpay if government cleans the slate and once and for all wipes out the promotions backlog, whilst giving the assurance that future promotions will be correctly budgeted for.

  3. The Motor Vehicle Finance Scheme
  4. The motor vehicle finance scheme for employees below level 13 must be implemented at a cost of 20 million rands.

  5. Notch awards
  6. Notch awards must be implemented in this financial year.

  7. Transfer of Public Service Act Personnel
  8. All public service act employees on the SAPS payroll to be transferred to the Police Act.

  9. Reduction in employee tax

So as to give recognition to the uniqueness of SAPS officials and their working conditions, the personal tax of SAPS employees must be abolished or reduced drastically.



Due to the non availability of posts to the rank of captain, thousands of inspectors whom have suffered financial hardship to obtain qualifications for promotion can not be promoted.

A such said employees stagnate financially.

A further factor is that employees in the rank of inspector are those employees whom are needed to be kept at that level so as to retain their experience at grass roots level as this is where service is delivered.

In order to render a professional service and retain the expertise of inspectors at grass roots level it is imperative that a 2nd leg salary level be implemented, this will alleviate the need for an excess of new captains posts, and will assist employees with career pathing as also financial upliftment.

The same argument holds true for employees in the rank of captains.

Schedules of proposed 2nd leg salary scales for inspector


Completion of 3 years in the rank of inspector clean service records (no convictions in evaluation period). Class one performance evaluation appraisal.

Candidate is then advanced to the 1st notch of the next higher salary grade. Candidate qualifies for standard personal profile salary notch increases in that salary grading. After two years in the next higher notch, whether or not the candidate has been granted a personal profile salary notch increase or not, the candidate once again must be evaluated for progression to the next higher notch. Candidates in this category can advance to the top notch of the salary range in grade 10.

Schedule of proposed 2nd leg salary scales for captain

The same criteria as determined for inspector. Candidate in this category can advance to the top notch of the salary range in grade 11.



The introduction in 96 of 4 transverse allowances with the resultant abolishment of a plethora of other allowances has had various serious negative effects on the SAPS.

  1. Red tape and overburdening of the administrative capacity of the department to timeously process claims.
  2. Definitions being unclear and open to various different interpretations which lead to some people receiving allowances and others not, with resultant decrease in morale and lack of service delivery.
  3. Specialized units not being able to attract staff as no additional compensation is possible, together with the loss of staff as said units.


  1. The standard danger allowance and super danger allowance be abolished within the South African Police Service and replaced with a standard policing allowance to all employees of the South African Police Service including public service act personnel (proposed amount of R400-00) that this be a non-pensionable allowance and that it be paid automatically to all staff so as to alleviate the red-tape and delays in payment.
  2. Identified specialized units be paid specialist allowances so as to be able to recruit the right caliber person and retain their services.


A non-pensionable allowance of R300 per month for the following categories of staff is requested:


Upon successful completion of an accredited training course and performing operational functions.

  1. Detectives
  2. Police divers
  3. Dog handlers
  4. Fingerprint experts and photographers
  5. Court orderlies
  6. All station/ unit/ branch commanders to compensate for the additional responsibility.
  7. Flying squad members
  8. Mechanics
  9. Radio technicians
  10. Task force members
  11. POPS members
  12. Hostage negotiators
  13. Mortuary personnel
  14. Bomb disposal expert
  15. Explosive dog handlers
  16. VIP body guards
  17. Members of National Protection Service so as to compensate for the tedious nature of the work performed.
  18. Training
  19. Border Posts
  20. Other units/ persons as identified by the executing authority in consultation with labour from time to time.