Briefing on Budget by stakeholders

Meeting report

SAFETY AND SECURITY PORTFOLIO COMMITTEE
25 MAY 1998
BRIEFING ON BUDGET BY STAKEHOLDERS

Documents handed out:
SAPU submission (see Appendix)

The chairperson welcomed the SAPS management, including Deputy National Commissioner Manual, (standing in for Commissioner Fivaz), Assistant Commissioner Pat Bosman and J Nelson - Senior Superintendent. The Portfolio Committee on Safety and Security had invited several trade union organisations e.g. POPCRU and SAPU, and various NGOs, however, they only received confirmation from one organisation, South African Police Union (SAPU).

Briefing by A.G Miller, National Negotiator for SAPU
Problems concerning the budget:
The SAPS Budget does not take into account the legal implications of the Basic Conditions of Employment Bill, which determines that from November 1999 Departments will pay staff for overtime worked, amounting to no less than R1000 million.

The impact of the 1999 elections has not been taken to account. Police staff will have to work up to 18 hour shifts, however the budget does not cover the extra staff expenditure such as overtime and meals.

The SAPS management has aimed to reduce the SAPS staff by 10 000, however, it has refused 2 500 applicants for severance packages, claiming financial restraints. Thus, SAPS does not have the resources to reduce the staff by 10 000.

It is a concern that POLMED has been short funded by +- R200 million by the present budget. The only option available is to include payment into POLMED by staff members. Staff members, however, will then be burdened by an increase in tax liability. Therefore, in order to assist the SAPS budget, it is requested that the Minister of Finance grant an exemption from tax for medical contributions to SAPS.

The government must comply with its lip service to the public, by granting the SAPS an increase in budget. The increase will help to supply a professional policing service to the country’s citizens. In real terms, the SAPS budget has decreased by 6%, and it is inconceivable that the SAPS can do efficient policing with an operational budget which is R600 million short. The lack of financial resources has resulted in demoralisation among the staff, who increasingly have to cover their personal benefits and costs.

It is unacceptable that SAPS as a Department is not allowed to generate income from sources at its disposal and that it is not allowed to roll over savings from one year to the next. One cannot motivate someone to save and then penalise that person for saving.

The causes of high absenteeism in the SAPS are the poor working conditions and pay. The SAPS staff is treated as ordinary civil servants, however, ordinary civil servants do not face life-threatening dangers and an incredibly stressful work environment. This can be addressed by the government taking the SAPS out of the Public Service or by paying them differently.

SAPS lacks the will to decentralise power to the provinces. Both staff and functions, if decentralised to the provinces, would alleviate the shortages of police on the streets and the unacceptable workload of Head Office, which utilises most of the overtime budget. Decentralisation would solve the problem which police staff are experiencing at the moment - promotions two years' late, and salary adjustments paid a year later. The net consequence is the demoralisation of the police members on the streets, which results in inefficient policing standards, high absenteeism and a lack of service. Service delivery to SAPS employees must be prioritised so as to motivate staff to deliver service to the community.

Hundreds in SAPS management have applied for severance packages. These people cannot be completely motivated nor can they motivate others. These persons should be told to leave immediately, regardless of the financial constraints. There is a general lack of direction from the SAPS management, which impacts negatively on those at grassroots level. A clear direction by SAPS management will improve and maintain staff morale. This must be complimented by the training of SAPS managers in Labour Relations and Human Resource Management.

The intimidation of labour by SAPS management is also a matter of serious concern. Labour in the SAPS is continually viewed as the enemy. SAPS has yet to accept the principle of co-determination, e.g. working together on the SAPS budget. The result of co-determination will be that unions will motivate their members to render an effective service and put those absentee members back on the streets.

The problem of putting the cops back on the beat could be solved overnight if the government had the political will to demand that the trained police members focus on the work they been trained to do. (e.g. guarding at mortuaries be handled by the Department of Health; Security of Parliament, State Buildings and safeguarding government officials be contracted out to security companies and/or the army; guarding of prisoners at courts be handled by the Department of Justice.) Thousands of trained police officials could be released to perform classic policing in this way.

Questions and Comments
Mr Matthee (NP) asked whether it is unacceptable that the present budget for protective clothing has been decreased and whether there is enough protective clothing for staff. Mr Miller of SAPU agreed and suggested that a survey be done to find out exactly how much more protective clothing is needed in terms of the Health and Occupational Therapy Act.

Mr George (ANC) requested elaboration on what has led to police absenteeism and on the aim to reduce police personnel by 10 000. Mr Miller responded that there is not any possibility that SAPS can reduce staff; South Africa can not be compared to Canada as South African civilians are yet to respect the police. It is necessary to add staff from the National Protection Service to serve in the mortuaries and the courts.

One ANC member commented that as there has been only criticisms from SAPU, their document would surely incite a strike.

Clarification was requested on the Basic Conditions of Employment Act and POLMED. Mr Miller replied that from November 1999, the law will be behind the demands for overtime and leave. This will be forced upon government by law. Police staff will have to pay a certain amount to get POLMED benefits. The implications are that they must therefore pay tax increase, therefore SAPS should apply for a tax exemption from the Finance Department.

Mr George referred to the antagonism between SAPS management and unions and asked if there were any agreements between management and unions and whether the question of staff reductions has been discussed between management and unions. He also asked for clarification on decentralisation of SAPS management It was also asked whether the police unions are using absenteeism as leverage against management.

The response from Mr. Miller was that there are formal negotiation proceedings between management and unions, but SAPS management does not pay effective attention to the problems with management strategy; they tend to treat unions as if they are unimportant. Regarding decentralisation, there is a fixed budget for the provinces, but Provincial Commissioners do not have the power to act independently from the head office on the most basic of issues. For example, the Provincial Commissioners are not allowed to promote members up to Lieutenant Colonel. Only Pretoria can promote, and this is what causes the delay of promotions. Therefore, the answer is reduce the staff at head office, put them into basic policing, and then the provincial staff can do the work that they are paid for. He stated that the police unions are not using absenteeism as leverage against management.

Questions were posed regarding the ranking system issue and the issue of over time. Mr. Miller indicated that SAPU has no specific view on the ranking system but management must have a clear direction. Confusion causes a decline in motivation of police staff. Regarding overtime, an example can be taken from the Woodstock Detective Branch or the Mitchells Plain Detective Branch. Each has +- 40 detectives and these detectives work on shifts and also get called out at other times, including Sundays, to a crime scene. Their work must be done as immediately as possible, so much of their work is done in overtime. However, only R120 million is set aside for overtime, while R1000 million worth of overtime is actually worked.

Comments by Commissioner Steenkamp, SAPS Management
Commissioner Steenkamp noted a misunderstanding regarding the decrease in staff. He explained that the SAPS briefing referred to the proposed decrease in staff over 5 years and stated that there will be no forced resignations. Reservists will be used more effectively, administrative work will be done by civilians instead of police members (who could be better utilised elsewhere), absenteeism will be reduced to increase staff from 3-5000, and the head office is being restructured. Concerning the use of guards for security purposes, this method is already being implemented at head office, where security persons have guard duties. Therefore, the decrease in staff is not a question of getting rid of people over night.

Regarding absenteeism, the Commissioner admitted that in the past it has not received enough attention, but that it has been sensationalised. There are regular inspections done to ensure that people who claim to be sick are actually unable to perform police duties as well as the examination of medical certificates. Less sick leave will also be allocated and cases of violation of the police code of conduct will be disciplined.

Regarding decentralisation, many functions of the head office have been decentralised and many other functions are currently being decentralised. Too much decentralisation too fast, however, can cause even greater disparity between the provinces. With regards to the ranking system, the question of changing the Superintendent rank back to Colonel would be for practical purposes (the title is misused and too long), however, this has not yet been decided on.

Comments by Commissioner Bosman, SAPS management
Commissioner Bosman stated that the impact of the Basic Conditions of Employment Act is being addressed. When the budget was created the Bill was not yet finalised. The Bill will be taken into account during the new medium-term budget with negotiations with the unions. Regarding the elections, this budget only covers basic policing for the run-up to the election. Separate funds will be requested for the 1999/2000 Budget. Regarding POLMED, the R1,4 billion allocated will address POLMED sufficiently. The question of body armour remains a priority in the budget. There have not been any problems regarding body armour shortages; any problems will be addressed immediately.

Commissioner Steenkamp added that on the question of the guarding of the courts and mortuaries, the SAPS management agrees that it is a function to be covered by Health and Justice Departments, respectively. Meetings are being scheduled at present.

The chairperson requested more information on the question of roll-over, savings and incentives. He also noted that some police staff require a second legal job to support themselves and their families. This issue needs to be addressed and more statistics are required.

SAPS management, referring to the antagonism with the police unions, noted that the relationship between police management and unions is a very new one, but that it is characterised by a continued process of improvement. Consensus has been achieved on a number of occasions but they are still undergoing a process of relationship-building.

On the issue of overtime, Commissioner Bosman reported that R13.8 billion is needed for SAPS, R13.2 billion is given. Overtime for 135 000 staff is needed, overtime for 128 000 staff is available. Overtime is funded by the savings from the personnel budget, it is not funded separately by law.

The chairperson adjourned the meeting.

Appendix: SAPU submission

SOUTH AFRICAN POLICE UNION

INPUT ON SAPS BUDGET 98\ 99 + 99\ 2000 + 2000\ 2001

WE COMMENT AS FOLLOWS:

WHILST IT IS ACCEPTED THAT 80% OF THE TOTAL BUDGET IS ALLOCATED FOR PERSONNEL EXPENDITURE,THIS IS NOT AN UNCOMMON PROBLEM FACED BY GOVERNMENT DEPTS IN SOUTH AFRICA

1.IMPACT OF THE BCEA

THE BUDGET HOWEVER DOES NOT IN THE 2nd YEAR OF THE MEDIUM TERM FRAMEWORK l\4\99 FINANCIAL YEAR TAKE INTO ACCOUNT THE IMPACT OF THE BASIC CONDITIONS OF EMPLOYMENT BILL WHICH DETERMINES THAT FROM NOV 99 DEPTS SHALL PAY STAFF FOR OVERTIME WORKED - AN INVESTIGATION BY THE UNIONS AND SAPS MANAGEMENT HAS REVEALED THAT THIS AMOUNT AT 98 PAY SCALES WILL BE NO LESS THAN 1000 MILLION RAND THE BCEA ALSO IMPACTS ON OTHER PRACTICES WITHIN SAPS WHICH WILL HAVE TO BE AMENDED,THE ULTIMATE RESULT BEING THAT EMPLOYEES WILL HAVE TO BE PAID FOR VACATION LEAVE UPON TERMINATION OF SERVICE etc

THE FULL IMPACT OF THE BCEA ON GOVT DEPTS IS CURRENTLY BEING STUDIED BY A PSCBC TASK TEAM AND WILL IN DUE COURSE BE PRESENTED TO THE DPSA FOR CONSIDERATION

2.IMPACT OF THE 99 ELECTIONS

THE IMPACT ON THE 99\ ELECTIONS HAS ALSO NOT BEEN TAKEN INTO CONSIDERATION - AN IN-DEPTH STUDY SHOULD BE CONDUCTED IN ORDER TO DETERMINE WHAT AMOUNTS WILL BE NEEDED TO COVER STAFF EXPENDITURE SUCH AS OVERTIME, MEALS etc.

3.REDUCTION IN STAFF

WHILST IT IS INTERESTING TO NOTE THE DISPARITY BETWEEN THE WHITE PAPER PRODUCED BY THE HON MINISTER MUFUMADI WHICH INDICATES THAT THE SAPS MUST INDEED BE INCREASED AND THE COMMENTS ATTRIBUTED TO MR MEYER KAHN THAT SAPS MUST BE REDUCED BY 10,000 STAFF MEMBERS - THE FOLLOWING MUST BE BORNE IN MIND

SAPS HAS ALREADY ALLOCATED SEVERANCE PACKAGES TO STAFF WELL INTO THE YEAR TWO THOUSAND

SAPS HAS REFUSED 2,500 APPLICANTS SEVERANCE PACKAGES CLAIMING FINANCIAL RESTRAINTS - HOW THEN DO SAPS PROPOSE REDUCING THE STAFF COMPLIMENT BY 10,000?

4.POLMED

A FURTHER MATTER OF CONCERN, AND NOT MENTIONED BY SAPS IS THE ALLOCATION TO POLMED - IT IS COMMON CAUSE THAT POLMED WAS SHORTFUNDED BY SOME 200 MILLION RAND DURING 97\ 98, AND IS YET AGAIN SHORTFUNDED BY AN ESTIMATED 200 MILLION RAND THIS YEAR

VARIOUS OPTIONS ARE OPEN TO SAPS WHICH INCLUDE THE PAYMENT TOWARDS POLMED BY MEMBERS, THIS HOWEVER IS STYMIED BY THE FACT THAT SAPS MEMBERS WILL THEN BE BURDENED WITH AN INCREASE IN TAX LIABILITY IT IS THUS REQUESTED THAT IN ORDER TO ASSIST THE POLICE BUDGET IN BRINGING IN FUNDS THAT THE HON MINISTER OF FINANCE GRANT SAPS A WAIVER ON TAX FOR MEDICAL CONTRIBUTIONS TO THE SAPS

5. SAPS BUDGET ALLOCATION

THE MUCH PUBLICIZED INCREASE IN THE SAPS BUDGET IS VIEWED AS POLITICAL GAME PLAYING BY GOVERNMENT WHO IS INTENTIONALLY TRYING TO LAY THE BLAME FOR A POOR BUDGET ALLOCATION TO SAPS AT THE DOOR OF POOR SAPS MANAGEMENT OF THE BUDGET THIS GAME PLAYING IS TOTALLY UNACCEPTABLE AND GOVERNMENT MUST COMPLY WITH THEIR LIPSERVICE TO THE PUBLIC BY GRANTING SAPS AN INCREASE WHICH IN REAL TERMS MAKES FOR THE SUPPLYING OF A PROFESSIONAL POLICING SERVICE TO THE CITIZENS OF THE COUNTRY IT IS INCONCEIVABLE THAT IN REAL TERMS THE POLICE BUDGET IS DOWN BY 6% - WITH NO PROSPECT OF A REALISTIC INCREASE IN THE 3yr PROPOSED BUDGET IT IS FURTHERMORE INCONCEIVABLE THAT SAPS BE FORCED TO TRY AND COME OUT ON AN OPERATIONAL BUDGET WHICH IS SHORT BY NO LESS THAN 600 MILLION RAND

6.GENERATION OF INCOME + ROLL OVER OF SAVINGS

IT IS FURTHERMORE UNACCEPTABLE THAT SAPS AS A DEPT IS NOT ALLOWED TO GENERATE INCOME FROM SOURCES AT ITS DISPOSAL - AND FURTHERMORE BE ALLOWED TO ROLL OVER SAVINGS FROM ONE YEAR TO THE NEXT SERIOUS CONSIDERATION MUST BE GIVEN TO ALLOWING SAPS TO RETAIN REVENUE FROM INCOME GENERATED

SERIOUS CONSIDERATION MUST BE GIVEN TO ALLOW SAPS TO ROLL OVER SAVINGS TO THE NEXT FINANCIAL YEAR

HOW DO YOU MOTIVATE SOMEONE TO SAVE - BUT THEN PENALISE THAT PERSON FOR HAVING HAD SAVED?

7. ABSENTEEISM RATE OF STAFF

THE ALSO MUCH PUBLICIZED ABSENTEEISM RATE OF SAPS MEMBERS WHICH HAS A DIRECT BEARING ON THE PERSONNEL BUDGET CAN BE ADDRESSED SHOULD THE GOVERNMENT (AS WITH THE PROSECUTORS) AND IN LINE WITH THE RECOMMENDATIONS OF THE PRESIDENTIAL REVIEW COMMISSION EITHER TAKE THE SAPS OUT OF THE PUBLIC SERVICE OR PAY THEM DIFFERENTLY

SUFFICE IT TO SAY, ADEQUATELY PAID POLICE EMPLOYEES WHO HAVE ACCEPTABLE LOGISTICS TO PERFORM THEIR DUTIES WILL BE MORE MOTIVATED AND WILL NOT GO OFF SICK FOR EVERY COUGH OR COLD

8.DECENTRALIZATION OF STAFF + FUNCTIONS

WHILST SAPS ARE CURRENTLY ENGAGED IN AN INVESTIGATION INTO THE REDUCTION OD STAFF AT SAPS HEAD OFFICE - IT IS UNACCEPTABLE THAT THIS REDUCTION IS TAKING PLACE WITHOUT FIRST ADDRESSING THE NEEDS OF SERVICE DELIVERY TO ITS EMPLOYEES SAPS IS ON RECORD AS SAYING THAT SOME 500 PERSONS HAVE ALREADY BEEN REMOVED FROM WACHTHUIS - THIS IS LAUDABLE

HOWEVER, WHEN VIEWED AGAINST THE LACK OF WILL BY SAPS TO DECENTRALIZE POWER TO ITS PROVINCES, THIS REDUCTION OF STAFF IS LUDICROUS AS KEY COMPONENTS OF SAPS HEAD OFFICE ARE CLOSE TO BEING CLOSED DOWN DUE TO STAFF SHORTAGES

THESE COMPONENTS WHICH MUST RENDER A SERVICE TO THE 130,000 EMPLOYEES CAN NOT DO SO AND INDEED ARE UTILIZING MOST OF THE OVERTIME BUDGET TO SUSTAIN AN UNACCEPTABLE WORKLOAD

THE RESULT OF THIS STAFF SHORTAGE IS THAT EMPLOYEES ARE PROMOTED TWO YEARS LATE, SALARIES ADJUSTMENTS ARE PAID A YEAR LATER etc

THIS LEADS TO SEVERE FRUSTRATION OF MEMBERS AT GRASS ROOTS - WHO HAVE THE TYPICAL ATTITUDE THAT IF I CANT GET MY PROMOTION, IF I MUST WAIT FOR MY BACKPAY WHYMUST I WORK? WHY MUST I BE LOYAL? WHY SHOULD I NOT GO OFF SICK? WHY SHOULD I LOOK AFTER THE POLICE LOGISTICS? WHY MUST I SERVE THE PUBLIC?

SERVICE DELIVERY TO SAPS EMPLOYEES BY SAPS MUST BE PRIORITISED SO AS TO MOTIVATE STAFF TO DELIVER SERVICE TO THE COMMUNITY

9.UNMOTIVATED TOP MANAGEMENT

HUNDREDS OF TOP SAPS MANAGERS HAVE BEEN GRANTED SEVERANCE PACKAGES - THESE PACKAGES TO COME INTO EFFECT BETWEEN NOW AND SOME TIME IN THE YEAR 2000

CAN ANYONE FOR ONE MOMENT BELIEVE THAT A PERSON WHO HAS INDICATED HIS\ HER WILLINGNESS TO LEAVE THE SERVICE CAN REMAIN MOTIVATED? CAN THIS PERSON MOTIVATE OTHERS?

THESE PERSONS SHOULD, REGARDLESS OF FINANCIAL CONSTRAINTS BE TOLD TO LEAVE IMMEDIATELY -

SAPU HAS ALSO RELENTLESSLY FOUGHT TO HAVE AFFIRMATIVE ACTION IMPLEMENTED IN THE SAPS, BUT IS FACED WITH A NEGATIVE RESPONSE AND LACK OF COMMITMENT BY SAPS TO ACHIEVE THIS AN AGREEMENT NEEDS TO BE ENTERED INTO WITH THE DPSA THAT IDENTIFIED POSTS OF PERSONS WHO HAVE TAKEN PACKAGES BE ALLOCATED TO SUPPORT THE SAPS AA IMPLEMENTATION PROGRAMME

10.LACK OF DIRECTION FROM TOP MANAGEMENT

THE FOREVER SHIFTING OF GOAL POSTS AND CLEAR LACK OF DIRECTION BY TOP MANAGEMENT TO GRASSROOTS IS FURTHERMORE A SERIOUS PROBLEM TO BE ADDRESSED

EXAMPLES HERE ARE THE FOLLOWING.:

RESTRUCTURING OF DETECTIVE TO BE PRO-ACTIVE STAFF THEN THE RE-INTRODUCTION OF THE OLD DETECTIVE POLICY

CHANGING OF THE RANK DESIGNATIONS THEN RE-NAMING THE RANK DESIGNATIONS TO THE OLD NAMES

NUMEROUS EXAMPLES COULD BE QUOTED - SPACE AND TIME DO NOT HOWEVER PERMIT

A CLEAR AND SUSTAINABLE DIRECTION BY SAPS WOULD GO A LONG WAY TO IMPROVING AND MAINTAINING STAFF MORALE WHICH ULTIMATELY EFFECTS THE BUDGET - THIS MUST BE COMPLIMENTED BY TRAINING OF SAPS MANAGERS IN LABOUR RELATIONS AND HUMAN RESOURCE MANAGEMENT

11. ANTAGONISM TOWARDS LABOUR

THE FOREVER PRESENT ATTITUDE THAT LABOUR IN SAPS SHOULD BE VIEWED AS THE ENEMY, AND THE NON-COMM ITTMENT BY SAPS TO CO-OPERATE WITH LABOUR SHOULD ALSO BE ADDRESSED AS A MATTER OF URGENCY

SAPS HAVE YET TO ACCEPT THE PRINCIPLE OF CO-DETERMINATION SAPS HAVE YET TO TRAIN THEIR MANAGERS IN LABOUR RELATIONS

ONLY ONCE SAPS TOP MANAGEMENT HAVE ACCEPTED THE PRINCIPLES OF CO-DETERMINATION AND A HARMONIOUS WORKING RELATIONSHIP WITH UNIONS CAN WE TOGETHER WORK TOWARDS THE HARNESSING OF THE WORKFORCE TOWARDS ACCEPTED GOALS

THIS WILL RESULT IN UNIONS MOTIVATING THEIR MEMBERS TO RENDER AN EFFECTIVE SERVICE AND WILL PUT THOSE ABSENTEES BACK ON THE STREETS

WE HOWEVER WISH TO THANK THOSE FEW MEMBERS OF TOP MANAGEMENT WHO INDEED HAVE ACCEPTED THE PRINCIPLE OF WORKING TOGETHER WITH LABOUR AND MENTION HEREWITH THE FOLLOWING PERSONS COMM CRAEMER,COMM BOSMAN, COMM SWART, COMM STEYN, COMM HASSES, ADV PIENAAR, ADV ODENDAAL, DIR VAN ROOYEN

12. INCREASED VISIBILITY \ PROPER UTILIZATION OF STAFF

THE SIMPLE ANSWER TO PUTTING THE COPS BACK ON THE BEAT CAN BE SOLVED OVERNIGHT IF GOVERNMENT HAD THE POLITICAL WILL TO DEMAND THAT THE POLICE FOCUS ON THEIR CORE BUSSINESS

THIS WOULD ENTAIL SIMPLY THE FOLLOWING.:

MORTUARIES BE HANDLED BY THE DEPT OF HEALTH

SECURITY OF PARLIAMENT AND STATE BUILDINGS BE OUTSOURCED TO SECURITY COMPANIES AND\ OR THE ARMY

THE DEPT OF JUSTICE ACCEPT ITS RESPONSIBILITY FOR THE COURTS

THOUSANDS OF TRAINED POLICE OFFICIALS COULD BE RELEASED FOR PERFORM CLASSIC POLICING IF THIS SIMPLE PHILOSOPHY WAS ACCEPTED

A.G. MILLER

NATIONAL NEGOTIATOR (SAPU)