Presentation to the Parliamentary Portfolio Committee re : SAPS BUDGET 2000/01
Presented by The South African Police Union (SAPU)
1. INTRODUCTION TO 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
year, is it PSCBC or SSSBC?
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:
(b) Costs for RDP projects (improvements to the criminal justice system)
(c) Costs for Capital works which should be on the Public works allocation
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. FACTORS NOT CONSIDERED
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.
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
IMPROVEMENTS TO WORKING CONDITIONS
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.
4. IN SUMMARY
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.
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
SALARY DEMAND BY SAPU FOR 2000 / 2001 BUDGET
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.
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:
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.
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).
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.
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.
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.
The motor vehicle finance scheme for employees below level 13 must be implemented at a cost of 20 million rands.
Notch awards must be implemented in this financial year.
All public service act employees on the SAPS payroll to be transferred to the Police Act.
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.
INTRODUCTION OF A 2ND LEG FOR INSPECTORS AND CAPTAINS
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.
DANGER AND SPECIAL DANGER ALLOWANCES
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.
IT IS THUS REQUIRED THAT
SCHEDULE OF ALLOWANCES REQUIRED FOR SPECIALIST FUNCTIONS
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.