Questions and Replies

Reply:

a) and (b):

The Public Service Act 1994 (PSA) mandates the DPSA to support the MPSA in establishing norms and standards relating to the conditions of service and other employment practices for employees within the public service. The employment and utilisation of foreign nationals in the Public Service is governed by the Constitution and is in line with the Public Service and Immigration Acts. Section 10(a) of the Public Service Act, 1994 – states that “No person shall be appointed permanently, whether on probation or not, to any post on the establishment in a department unless he or she- (a) is a South African citizen or permanent resident”. Regulation 64 3(b) of the Public Service Regulation, 2016 gives effect to this section and states that– “An executive authority shall not employ a foreign national, unless- in the case of a temporary appointment, he or she is a permanent resident or he or she has been issued with an appropriate permit in terms of the Immigration Act.”

In terms of Larbi-Odam and others v MEC for Education (North-West Province) and another 1996 (12) BCLR 1612 (B), Constitutional Court ruling, foreign individuals with permanent residency status enjoy the same rights as South African citizens including in employment. The categorization of the information below, would therefore, include permanent residents and sometimes, South Africans with dual citizenship.

The MPSA issued Policy on the Utilisation of Foreign Nationals to Address Human Resource and Skills Needs (Policy) in the Public Service is being revised into a Directive to promote professionalisation, align with new developments in the Future World of Work and provide clear guidance on recruitment, selection, and secondment procedures of foreign nationals.

The table below contains information drawn from PERSAL. It displays the total number of 6,220 foreign nationals employed across National and Provincial Departments and Government Components as of 31 July 2024.

6,220 makes up 0.5% of the estimated 1 2 million public servants and encompasses the total of both temporary employees engaged for specific durations and those who have acquired permanent residency status.

Table: 1

End

Reply:

No employees from the Department of Public Service and Administration attended the Paris 2024 Olympic Games in their official capacity. Therefore, no costs were incurred in relation to the Paris Olympic Games 2024.

End

Reply:

a)  No officials attended the Paris Olympic Games

b) No costs were incurred.

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Reply:

(a)(i) Eleven (11).

(ii) Seven (7).

(b)(i),(ii),(iii) Please refer to the table below.

Reply:

The Mopani District Municipality, the Implementing Agent for the project, is currently implementing Phase 1 of the Giyani Reticulation of 55 Villages covering 24 villages. Project progress is at 85% and 9 villages are already receiving water. The balance of 15 villages of the 24 villages being reticulated as part of phase 1 of the project, are due to receive water by December 2024.

a) With regard to the remaining 31 villages that are yet to be reticulated, the Mopani District Municipality (DM) is currently supplying water through water tankers, existing bulk pipelines, RDP standard standpipes and in some cases, through yard connections mostly from groundwater sources (boreholes).

b) Mopani DM is in the process of applying for Water Services Infrastructure Grant (WSIG) funding to implement Phase 2 of the reticulation project for the remaining 31 villages. Due to financial constraints and the need to ensure proper planning, phase 2 of the project will be implemented under the 2025/26 financial year at an estimated cost of R2 billion.

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Reply:

a)  Water is provided through tankers from various stakeholders who had aided with treated water from the Swartland Water Treatment Plant in Malmesbury as follows:

The three 35 000 litre tankers are solely used to distribute potable drinking water from the Malmesbury Water Treatment Plant to the other tankers to allow distribution within the affected areas. Community members collect drinking water from the roaming smaller capacity tankers/trucks. The municipality has also received 5 000 three litre containers from Darling Dairy to ensure that the containers used by the community members to collect the treated water from the trucks meets quality standards. It was confirmed that the tankers were distributing water between 06h00 and 23h00 daily.

These measures are in line with the Water Services Act 108 of 1997 under Section 9(1), Compulsory Norms and Standards, which stipulate:

A Water Service Institution must take reasonable measures to ensure that where water supply is interrupted for a period of more than 24 hours including where an emergency is declared, consumer has an alternative water supply which: -

a) Consist of at least 10 litres of potable water per person per day, and

b) Is made available at strategically determined points of delivery that are relatively convenient and safe

An emergency level of water service is aimed at meeting displaced people’s need for potable water for drinking and hygiene within 24 hours of the onset of a sudden or declared emergency or disaster situation and for as long as the situation persists.

Efforts are underway to source mobile facilities for sanitation as reported in the JOC meeting.

b) The teams on site have reported to the Joint Operations Committee (JOC) a period of 8 weeks for complete restoration from 09 August 2024. The technical scope has been finalised and contractor appointed. Materials have been ordered and as soon as they are delivered, construction will commence.

c) The Department of Water and Sanitation (DWS) has recommended that the Department of Agriculture, Land Reform and Rural Development must conduct a national audit on all their properties where there are dams and apply for classification and registration with the departmental Dam Safety Office, should those dams meet the requirements to be classified as dams with a safety risk. When dams are registered with DWS, it is easier to regulate them as we will be having them in our database. There are currently 5703 registered dams in the departmental register of dams with a safety risk a dam with a safety risk is defined as dam having a vertical wall height of at least 5 m and able to store more than 50 000 m³ (or 5 mega-litres).

When dams are registered and regulated, it is mandatory for the owner to submit dam safety evaluation report to the department’s Dam Safety Office once every five years. In that way, we are able to detect if there is any findings and recommendations stemming from the report, which must be implemented by the owner to ensure the safety of the dam. The department has these registered dams geo-referenced on Google Earth, however, it is not possible to know which dams are registered or not unless we have to search for them either physically or using the above-mentioned Google Earth platform.

The Department is also capacitating the Specialist Unit: Dam Safety Regulation through the creation of additional human resources and this will assist in increasing our regulatory capacity.

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Reply:

a) The Department of Basic Education (DBE) has identified national priorities for Teacher Development for a three-year circle. In 2024/25 the following initiatives/priorities are being addressed:

• Learning Recovery Programme
• Sign Language
• Reading
• Digital Skills – Remote learning, teaching and training (Skills for the Changing World)
• Foundation Phase & Intermediate Phase Mathematics/Numeracy
• Novice Teachers’ Induction and Mentoring
• ECD; and
• Occupational and Vocational subjects content.

b) DBE is currently working with the EDTP SETA to strengthen the policy framework through the review of the Integrated Strategic Planning Framework for Teacher Education and Development (ISPFTED) and the National Framework for Teacher Education and Development (NFTED). DBE has strengthening collaboration with DHET to improve the quality of programmes and instituting induction programme. The Provincial Education Departments have the Skills Levy that is used to roll-out programmes. They also allocate a portion of the voted funds. DBE has also developed a Strategy for Coordination and Resourcing of Continuing Professional Teacher Development (CPTD) programmes which will assist PEDs and DBE in coordination the use of skills development funding. Provinces have also established Provincial Teacher Development Institutes and District Teacher Development Centres as local hubs for professional development. These hubs are in all education districts in the country. They are supported by DBE partners such as Vodacom to equip and connect them. Teachers use these hubs for training as well as to access digital programmes and materials. DBE has also expanded access through online Teacher Development platform and strengthening the institutional mechanisms (Including the National Institute for Curriculum and Professional Development (NICPD). Furthermore, DBE together with PEDs have established Professional Learning Communities (PLCs). DBE also works with the Teacher Union Collaboration (TUC) programme where Teacher Unions rollout critical CPTD Programmes. Through Funza Lushaka, the Department funded and supplied the sector with teachers in different phases with the following throughput:  For Intermediate and Senior/FET Phases the subjects provided are Mathematics, Science, Technology, Engineering. For Foundation Phase we provide teachers with Language and Mathematics or Mathematical Literacy.

c) The Department has developed impact assessment tools to determine the impact of CPTD programmes. Furthermore, DBE collaborates with the National Education Collaboration Trust (NECT), VVOB and Higher Education Institutions (HEIs) such as Cape Peninsula University of Technology, University of Johannesburg (UJ), etc.

Reply:

The question relating to schools to be repaired and renovated in North West, all provinces and districts  falls under the Executive Authority of the respective Members of the Executive Council (MEC) for the respective provinces. The Member is kindly requested to refer the question to the MEC's for Education in Provinces as per section 92(3)(b) of the Constitution and Rule 134 (5)(b) of the NA rules. 

Reply:

a) No official from the Department of Home Affairs attended the Paris 2024 Olympic Games in an official capacity.

b) No expenditure was incurred by the Department of Home Affairs in relation to the Paris 2024 Olympic Games.

END

Reply:

(a&b) Department of Home Affairs and SITA are engaged in a project of phasing out diginet / copper links to the offices which are often vandalised and cause prolonged downtime. Diginet has been replaced at nine offices as part of phase one earmarked for conclusion in 2024/25 financial includes 35 offices. Phase two which will be implemented during the next financial year covers 22 offices.

END.

Reply:

(1)&(2) Syndicate activities are identified through reported cases, during investigations and analysis of data. The department is committed to rooting out fraud and corruption and as a result, the Branch: Counter Corruption and Security Services continues to reinforce collaborative efforts with law enforcement agencies through regular engagements and projects.

Cases involving officials are referred to the Directorate: Employee Engagement for disciplinary action and acts of criminality are referred to law enforcement agencies for criminal action. If investigations necessitate suspension, employees are suspended or precautionary transferred to a less risky environment while investigations proceed.

END.

Reply:

(1)  The question falls under the Executive Authority of the Member of the Executive Council (MEC) for Gauteng Province. The Member is kindly requested to refer the question to the MEC for Education for Gauteng Province as per section 92(3)(b) of the Constitution and Rule 134 (5)(b) of the NA rules. 

Reply:

a) The common practice in the mining sector is to build all change houses on surface for both female and male mineworkers. The main purpose of these change houses is to change from civilian clothes to the mine’s personal protective equipment (PPE) at the start of the shift and vice versa at the end of the shift. For health and safety reasons, all mineworkers are prohibited from accessing underground workings without the appropriate PPE. So, if the change houses were located underground, mineworkers were going to be exposed to hazardous conditions underground before changing into their Personal Protective Equipment or Clothing.

b) The Department has compiled a guideline for the compilation of the mandatory code of practice on the selection and provision of PPE for Women in Mining in the South African Mining Industry. In addition, the Mine Health and Safety Inspectorate continuously monitors compliance with the provisions of the Mine Health and Safety Act including health and safety matters affecting women in mining. Where non-compliance is identified, the necessary statutory instructions are issued to order compliance.

Reply:

(a)(i) A total of 14 580 applications were received over the past five financial years by the dtic Incentive Branch (IB) (2 008), the Industrial Development Corporation (IDC) (3 309) and the National Empowerment Fund (NEF) (9 263).

(aa) Applications/Approvals were received from all nine provinces, as shown in the table below:

(bb) Sectors Applications were received

(a) (ii) Over the past five years, the IB, IDC and NEF disbursed funds to approximately 4 728 beneficiaries (IB:930; IDC:3 308 and NEF:490).

(a) (iii) Over the past five years, approximately R90 billion was disbursed to beneficiaries
by the IB (R27.8 billion), IDC (R58.8 billion) and the NEF (R3.3 billion).

b) the dtic has signed Memoranda of Agreements with the relevant recipients with a confidentiality clause therein inserted wherein the affected recipients have to be informed of any legal processes that may result in the disclosure of confidential information to enable the recipients the opportunity to waive the applicability of the said clause or enforce same. The NEF and the IDC beneficiaries’ information are published and accessible on their websites.

-END-

1. Provincial information for IDC provided on approved applications and not received applications hence the total is 11,977. ↑

Reply:

1. The Government is concerned about the contribution of administered prices to the high cost of living. As an importer of both crude oil and refined products, South Africa is also exposed to the movement of crude oil prices. The Fuel Levies and Road Accident Fund (RAF) on both diesel and petrol are administered by the Minister of Finance and this Department implements levies which are voted for in parliament. A Ministerial Task Team to review the fuel pricing regime has been established and it must be given a chance to do its work.
2. No. The department is not considering the nationalisation of Sasol Limited but is focusing on the operationalisation of the South African National Petroleum Company.

Reply:

1. None
2. R0,00

Reply:

a) Poor educational outcomes

Learners' poor educational outcomes are indeed well-documented from different sources or research findings. The poor performance of South African learners, particularly those from Quintile 1-3 schools, just to mention few, on: (1) national (Annual National Assessment); (2) regional (the Southern and Eastern Africa Consortium for Monitoring Education Quality (SACMEQ)); (3) international assessments [the Progress of International Reading Literacy Study (PIRLS)]; and (4) the Trends in Mathematics and Science Study (TIMMS)) has its footprints on poor basic reading competency skills in lower grades. Reading interventions, particularly in primary schools are the apex priority of the Department of Basic Education (DBE).

b) Rising illiteracy rates

In response to the rising illiteracy rate the DBE has developed the National Reading Literacy Strategy to arrest the upward trajectory of illiteracy. In the country The Strategy is premised on four main pillars (1. Reading Policy, 2. Initial Teacher Development and Training, 3. Learning and Teaching Support Materials, and 4. Parents and Communities. Also included in the Strategy are the following three cross- cutting strands that are embedded in the above four pillars: 1. Assessment, Monitoring and Evaluation, 2. Advocacy and Communication, and 3. Partnerships.,

Furthermore, the DBE has a number of intervention programmes that are aimed to improve learners’ learning outcomes and teachers’ pedagogical competencies. Just to mention few, the Early Graded Reading Assessment (EGRA), Primary Schools Reading Improvement Programme (PSRIP), Reading Across the Curriculum, Systemic Improvement of Languages and Numeracy Project, Study Guides on how to teach and assess, etc.

c) The fact that about four out of five teachers in public schools lack content knowledge and pedagogical skills to teach their subjects

The Department of Basic Education is adhering to outputs 1 to 3 of the Integrated Strategic Planning Framework for Teacher Education and Development, 2011 by implementing the National 3 – Year Plan for Continuing Professional Teacher Development (CPTD) which comprised of Provincial Plans. This is to ensure that there is alignment between DBE and Provinces in responding to sectoral priorities. These CPTD programmes are SACE endorsed to address issues of quality and also to ensure that teachers are credited with Continuing Professional Development (CPD) points. The Department monitors quality of these programmes through the SACE endorsement process as well as through monitoring by officials from Teacher Development and Curriculum. The Department has collaborated with the NECT and VVOB to develop tools to measure the impact of CPTD programmes. These will assist in determining whether the delivered programmes are making the required impact.  DBE has also developed an Online Teacher Development Platform (OTDP) to improve access of teachers to development opportunities. This will ensure that more teachers can have the opportunity to develop themselves. The DBE is also strengthening Teacher Development Platforms such as   teacher centres, Teacher Union Collaboration and (TUC) and Professional Learning Communities (PLCs) in order to expand access of teachers to training opportunities. Efforts are being undertaken to strengthen the coordination in the delivery of programmes, as well as more efficient use of skills development funding to support training initiatives.

d) A predicted shortage of teachers in years to come, what immediate interventions will be taken to change the situation?

In 2020, the Department of Higher Education and Training (DHET) published a report entitled “School Teacher Supply and Demand in South Africa in 2019 and Beyond”. This alerted the sector to the potential shortage of educators in the next 10 years. This is based on the expected higher-than-normal attrition rate resulting from retirements, this then being a case of replacement demand that will be higher than normal.

Consequently, the Department has as a result made an analysis of the potential impact on the sector. This included an analysis of the trends in the supply of initial teacher education graduates which have been on an upward trajectory since 2008. The audited report of initial teacher education graduates released by the DHET indicated the output of 29,712 graduates in 2021. As per the historical trends of both enrolment and graduation rates, this number is unlikely to be reduced. Therefore, we believe that even at the highest peak of demand, estimated to be around 26 000 the supply will be adequate to meet the demand.

However, the Department, working with other stakeholders including the DHET and university research units is focusing on improved planning and analysis of the future demand in relation to the mix of skills that will be required. Initiatives in this regard include improving the quality of data required for more accurate predictions, especially on issues such as phase, subject and language specializations.

Furthermore, in addition to improving the planning, the Department continues to influence the shape of the graduation output through its flagship bursary scheme, the Funza Lushaka Bursary Scheme. The Funza Lushaka Bursary Scheme is a targeted initiative focusing on granting bursaries for studying scarce skills including the Sciences, Technology, Engineering and Mathematics (STEM); Foundation Phase in African Language; and new subjects.

The Department believes that these initiatives will help mitigate the effects of any future teacher shortages.

Reply:

a) The Department is against unfair labour practices. Unfair labour practice will be referred to the Department of Employment and Labour where they are detected or discovered.

b) The Department has compiled a guideline for the compilation of the mandatory code of practice (COP) on the selection and provision of PPE for Women in Mining (WIM) in the South African Mining Industry. This guideline requires mines to provide sanitary towel (SHE) bins in the female ablution facilities, for the hygienic disposal of the used sanitary towels. Most of the big mines are complying with the guideline in terms of providing SHE bins in the surface ablution facilities. During the routine inspections and audits conducted by our Inspectors of Mines, the Department has noted that most mines do not provide SHE bins in underground ablution facilities. Wherever this non-compliance is identified, it is immediately addressed through the issuing of the necessary statutory instructions ordering compliance.

Reply:

1. Learner Transport Programme is a shared responsibility between the Department of Basic Education and the Department of Transport. The National Department of Basic Education is not responsible for the provisioning of Learner Transport Programme. The provisioning and prioritisation of learner transport programme is a provincial competency and in this case,  the provisioning of learner transport in the Eastern Cape resides with the Provincial Department of Transport and it is funded through the Equitable Share allocations.

2. The provisioning of learner transport programme is a provincial competency and as such, the question falls under the Executive Authority of the Member of the Executive Council (MEC). The Member is kindly requested to refer the question to the MEC as per section 92(3)(b) of the Constitution and Rule 134 (5)(b) of the NA rules. The Provincial Department of Transport in the Eastern Cape as the contracting authority will be in a position to furnish the Honourable Member with the details of the service providers along with the routes.

Reply:

The government is on course in implementing the recommendations contained in the High-Level Review Panel Report. Out of the 73 recommendations, government has this far fully implemented 47 of the recommendations, which equates to 64%. It should be noted that full implementation of some of the outstanding recommendations will be completed when the General Intelligence Laws Amendment Bill 2024 become law when the President assents to it.

________________________

Khumbudzo Ntshavheni, MP,

Minister in The Presidency

Date:

Reply:

a) Of the 73 Recommendations of the High-Level Review Panel Report, the following 47 recommendations were fully implemented:

1. The re-establishment of the National Security Council (NSC)
2. Instituted a formal investigation into the issues that surrounded the withdrawal of the IGI’s security clearance.
3. Formally re-instituted the pre-SDP structure.
4. Rules governing the temporary advance system were tightened and they are now implemented consistently.
5. The SSA’s annual planning process and its relation to the budgeting process was reviewed and aligned appropriately.
6. Instituted a thorough audit of all the SSA’s technological assets and develop a consolidated asset register.
7. The restructuring of the Agency was suspended until the restructuring task team completed its work and work underway is in preparation of the implementation of the GILAB 2024.
8. Management and staff displaced by SDP process were either reinstated or gainfully deployed
9. The immediate withdrawal of former Head of SO, Thulani Dhlomo as Ambassador to Japan was done
10. Make necessary appointments which should not be acting capacities but this has since be affected by transitioning to new Departments
11. Agency should institute disciplinary proceedings against those found to have abused the temporary advances system.
12. Investigate breaches of regulations and institute disciplinary action.
13. Senior appointments, including those of Deputy Directors-General, should be made in accordance with the Recruitment and Appointment Directives and Regulations, as is the norm in government.
14. Develop an appropriate career advancement protocol.
15. Guide or develop exit options for existing staff and recognition and accommodation of former intelligence officers and officials.
16. Review the vision and mission, scope and structure of a national intelligence training and education capacity.
17. The education, training and development of intelligence officers should ensure extensive knowledge and understanding of the constitutional, legislative and other prescripts relating to intelligence as well as the definition of, and procedures for dealing with manifestly illegal orders.
18. Guide the establishment of a professional and appropriately trained and educated faculty and management cadre.
19. Develop and confirm guiding values for intelligence training and education.
20. Determine collaborations and partnerships with accredited academic institutions, select non-governmental organisations (NGOs), specialist organisations and agencies, and relevant government training institutions.
21. There should be a compulsory induction programme for any member of the executive assigned with political responsibility for the intelligence services, including heads of Ministerial Services and advisors, as well as any newly appointed senior leaders of such services, that educates them on the relevant prescripts.
22. Establish a task team to explore the implications of re-separation & other possible architectural changes.
23. While the prerogative to appoint a head of service/s should remain with the President, such appointment should follow a similar process as currently being undertaken for the appointment of the National Director of Public Prosecutions or as recommended in Chapter 13 of the National Development Plan.
24. Conduct an urgent policy review of the Agency’s security vetting mandate
25. The Ministry and SSA should urgently find with the AG an acceptable method for the unfettered auditing of the SSA’s finances.
26. Establish a high-level task team to review legislation, regulations and directives
27. The OIC to be given independent status in compliance with RICA.
28. Ministry and SSA to identify secure non cash methods for making of payment.
29. The regulations on labour relations drafted during Minister Mahlobo’s term of office should be finalised as a matter of urgency
30. Urgently institute a major project to plan for and resource a medium- to long-term recapitalisation of the Agency’s technological capacities
31. Consult on and manage organisational change
32. Consult staff about changes emerging out of review recommendations and manage the change process in the organization.
33. The Agency needs to instill a practice of consequence management for acts of indiscipline.
34. Drafting of a new National Security Strategy (NSS)
35. Address capacity gaps in terms of people, financial and other resources in provincial and foreign offices
36. The Ministry should initiate a process together with the ministries of Finance, Defence and Police to explore the options and consequences for repealing the Security Services Special Account Act No. 81 of 1969 and the Secret Services Act, No. 56 of 1978
37. Instill a culture of gender equality and fairness within the civilian intelligence community
38. Review the appropriateness of the Mahikeng campus
39. Attention should be given to clearer and more focused definitions of the mandate/s of any resulting service/s
40. Institute clear processes of interaction between analysis and collection arms
41. Conduct evaluation of the quality of intelligence products
42. Urgently resource and give priority to the further development and upgrading of the electronic vetting system
43. The ministries of State Security and Justice should urgently attend to the strengthening of the capacity of the judicial authority established in terms of RICA and the expediting of the review of the RICA legislation
44. The SSA should institute measures to ensure a seamless interaction between the administrative and the operational arms of the SSA as concerns the accountability and compliance of the operational arms
45. Develop appropriate curricula
46. Explore idea of a dedicated capacity for the JSCI
47. The establishment of the intelligence coordination mechanism through Regulations

The remaining recommendations will be implemented as soon as the GILAB becomes law. When the Joint Standing Committee on Intelligence is set-up, I commit to brief the Committee on progress that has been made in implementing the remedial actions.

(b) Following the publication of the report, his Excellency President Cyril Ramaphosa, instructed that the then Minister for State Security puts in place measures to ensure the implementation of the recommendations as contained in the Panel report. A Project Team was appointed to oversee the implementation process.

________________________

Khumbudzo Ntshavheni, MP,

Minister in The Presidency

Date:

Reply:

a) The South African Police Service (SAPS) has developed a departmental Gender-Based Violence and Femicide (GBV&F) Action Plan, to ensure the implementation of the National Strategic Plan (NSP) on GBV&F. The SAPS’ GBV&F Action Plan has been aligned with the NSP on GBV&F, with a specific focus having been placed on the various requirements that the SAPS is required to address. The focus areas in this plan, are as follows:

Focus Area 1, Enhancing Policy Frameworks, is aimed at developing and reviewing the SAPS’ GBV&F-related regulatory framework, to ensure its relevance and applicability. The regulatory framework must be adhered to, as it lays the foundation for the overall approach to GBV&F.

Focus Area 2, Training and Development of Members, is aimed at the provisioning of appropriate GBV&F-related training interventions to police officials, and the empowerment of SAPS members on various subjects relating to GBV&F.

Focus Area 3, Accountability, Coordination and Leadership, is aimed at ensuring that the services that are provided to the victims of GBV&F at police stations, are underpinned by specific measures to reinforce the quality of the services that are provided, including holding members accountable for levels of service delivery, ensuring redress for poor service delivery and the establishment of maintenance of partnerships.

Focus Area 4, Prevention of Gender-Based Violence and Sexual Offences, while being listed as area 4, is the most important focus area in the SAPS’ Plan. It focuses on implementing specific measures to sustainably improve feelings of safety among women, children, vulnerable groups and communities. These measures centre around the educating of these groups, on the threats that impact on them, the preventive measures that can be implemented, the roles of the various elements of the various departments within the criminal justice sector (CJS) and the proactive and reactive support services that are available, both within government, and the civil society. The SAPS implements these measures in close cooperation with its primary partner at police stations, the Community Policing Forums (CPFs).

Focus Area 5, Response, Care and Victim Support, has a reactive focus, which centres on improving the investigation of crimes against women and children, ensuring that the support services that are available, are that they are accessible to victims of GBV&F. The management of complaints that are related to the GBV&F services that are rendered by the SAPS, is also addressed within this focus area.

Focus Area 6: Crime Data Analysis and Research, is aimed at providing evidence-based research on GBV&F, sexual offences and domestic violence. The purpose of this focus area is to ensure the sustained, qualitative improvement of the overall approach to addressing GBV&F by the SAPS.

b) The SAPS has placed specific emphasis on the establishment and maintenance of measures to manage the implementation, monitoring and evaluation of the SAPS GBV&F Action Plan. In this regard, a National Steering Committee, comprising senior representatives from various SAPS environments, including Divisional Commissioners and Provincial Commissioners, as leaders, to guide and monitor the implementation of the GBV&F Action Plan. The SAPS has also put measures in place to ensure that there is proper coordination between the various functional areas in the organisation, particularly at national and provincial levels, to support the police stations, which is where the actual services are provided to communities, and specifically to victims of GBV&F.

In order for GBV&F-related services to be effectively rendered by police station personnel, it is essential that they have the prerequisite skills. The SAPS’ GBV&F Action Plan, therefore, has a specific focus on providing the right proactive and reactive training to these members. Police stations must, however, also be appropriately equipped to provide these services and there is, therefore, also a focus on establishing appropriate victim-friendly rooms, at all police stations. The SAPS’ continued capacitation of the Family Violence, Child Protection and Sexual Offences (FCS) Units, through the gradual increasing of the number of personnel, as well as the training of these personnel, is also a key element of the SAPS’ GBV&F Plan.

The SAPS has also issued GBV&F-related national instructions to ensure that members at police stations have a clear indication of the kinds of services that are required and the manner in which these services must be rendered. There are also processes in place to determine the extent of non-compliance with these instructions, and to ensure that positive measures, such as training, and negative measures, such the application of disciplinary measures, are in place, to correct deviations from the expected levels of service delivery. In this regard, the SAPS and the Civilian Secretariat for Police Service (CSPS) have also established a joint compliance forum, to monitor the compliance of police officials specifically on the implementation of the Domestic Violence Act, 1998 (Act No. 116 of 1998).

The SAPS recognises that the fight against GBV&F will not be won by the police acting alone, as it requires a “whole of government” and “whole of society” approach. The SAPS, has included the establishment and maintenance of collaborative partnerships with various stakeholders, such as the community, civil society organisations and other government departments in the GBV&F Action Plan. Examples of the partnerships that the SAPS has embarked on include the revitalisation of the CPFs, a Memorandum of Understanding with the Deaf Federation South Africa (DeafSA), the Campus Community Safety Forums at the various institutions of higher learning and the partnership protocol that has been established with the Department of Basic Education.

Reply:

(1)(2) The combined workforce for the South African Police Service (SAPS), as at 31 July 2024, is a total of 186 461 members, with 153 066 members that were appointed in terms of the SAPS Act, 1995 (Act No. 68 of 1995) and 33 395 members that were appointed in terms of the Public Service Act, 1994 (Act No. 104 of 1994) personnel. The SAPS does not maintain records on the ownership of private security firms, as they fall under the jurisdiction of the Private Security Industry regulating Authority (PSIRA).

(3)(a)(b) The SAPS has specific initiatives in place to ensure that private security firms comply with the prescripts relating to the licensing of all firearms, including the conducting of regular compliance inspections, in terms of Section 109 of the Firearm Control Act (FCA), 2000 (Act No. 60 of 2000) at private security firms, which hold a licence in respect of firearms that are used for business purposes, as referred to in section 20 of the FCA. The SAPS also shares information on security service providers which have ceased operations with PSIRA, on a monthly basis with. Newly registered private security service providers are added to the SAPS’ database, as and when necessary and inspection regimes are adjusted accordingly.

(4) There are no incidents on record where private security firms were implicated in compromising National Security.

Reply:

Crime rates are influenced by a range of complex factors and in particular, violent or contact crime, including socio-economic conditions, inequality, and education levels, drug abuse, community dynamics and more. Addressing these underlying causes of crime requires long-term economic, social and developmental interventions that extend beyond the scope of immediate police responses. Police responses primarily focus on dealing with the symptoms of the problem by enforcing the law, apprehending offenders and maintaining public order. While these efforts are necessary, they are not sufficient to address the root causes of crime, completely.

The South African Police Service (SAPS) has established various platforms for consultation and collaboration with all relevant stakeholders in order to address the conditions which requires intervention by those other departments or stakeholders. There is a need for a comprehensive community participation and cooperation, which goes beyond normal police-community engagement, because the underlying issues that engender crime are multi-faceted.

There are, however, various initiatives that are implemented by the SAPS to address levels of violent crime, including:

• Community Crime Imbizos, led by the Ministry of Police, MECs and SAPS management.
• Local crime awareness campaigns led by Community Police Forums and Boards.
• The implementation of targeted crime prevention strategies, such as the Community Policing Strategy and Rural Safety Strategy.
• The SAPS has also established Task Teams, which are aimed at immediately responding to violent crimes that affect communities on a daily basis, for instance:
• Essential Infrastructure Task Teams have been established in all provinces;
• Anti-Gangsterism Units are placed at all affected provinces;
• Illegal Mining Teams were established, to address the threat of illegal mining and related crime; and
• the implementation of the SAPS’ Departmental Drug Master Plan, which supports the National Drug Master Plan.
• The SAPS has also established Narcotic Investigation Sections, at all Organised Crime Units, in all provinces in order to deal with the proliferation of drugs.
• The Organised Crime Units also investigate infrastructure-related crimes and extortion at construction sites. A joint government/business task force on extortion has also been established and rolled-out to all provinces.
• In addition, tracing and tracking operations are conducted by the Detective Service capability at all police stations. This detective capability also follows-up on forensic investigative leads on DNA and fingerprints, by tracing and arresting the alleged perpetrators, thereby addressing several criminal cases by arresting a single perpetrator.
• Awareness campaigns conducted by Family Violence, Child Protection and Sexual Offences (FCS) Units which are aimed at addressing crimes against women and children are undertaken in all provinces as a proactive measure by this detective capability, which has a predominantly reactive function. Awareness campaigns are also conducted by the Bureau for Missing Persons, to educate members of the service as well as the community, especially children, on the missing persons phenomenon in South Africa.
• The SAPS’ CrimeStoppers capability, within the Detective Service receives and follows-up on actionable hints that are provided anonymously by the community, thereby increasing the SAPS reach in terms of the detection of crime.

Reply:

(1)(a) An amount of R 32 819 063.14 was spent on the training of members in specialised capabilities, by the South African Police Service (SAPS), during the past three financial years.

(b)(i) The information that has been requested cannot be provided, as this may compromise the operational effectiveness of the SAPS.

(b)(ii) The following specialised capabilities lost an average of 40 members, per financial year, during the last three years, due to resignation: Special Task Force, National Intervention Unit, Tactical Response Teams and the Counter Assault Team. An average of 13 members were appointed to these capabilities during the same period. These capabilities have, therefore, suffered a net loss of personnel during the last three financial years. The SAPS does not keep records of members’

(2) The SAPS has numerous initiatives in place to instil and sustain professionalism among its members, which is a quality that includes a member’s sense of patriotism to the country and loyalty to the Service. The SAPS’ Code of Conduct and the various initiatives that are in place to reinforce the Code of Conduct among members, can be considered to be the primary mechanism that is used by the organisation, to instil professionalism. In addition, the SAPS is a paramilitary organisation which has specific and inherent attributes, such as the uniform and rank structure, which also contribute to the ethos of professionalism.

There are, however, also specific measures that have been implemented to retain certain specialised skills, informed by a Scarce Skills Policy. The aforementioned policy includes the allocation of scarce skills allowances, for certain types of scare skills and an additional allocation to members who are deployed operationally, which is a monthly service allowance. The specialised policing capabilities listed in (b)(ii) all receive either an operational allowance, or a scarce skills allowance, depending on their degree of specialisation. The SAPS has also introduced a contract, which is entered into with specially trained members, in order to secure their employment with the organisation.

Due to budgetary constraints, the current scarce skills allowances that are paid to occupational categories, which were declared as scarce by the Minister of Police, could not be reviewed. However, the Minister of Police approved an increase in the payment of the scarce skills allowance for qualifying Special Task Force operators, with effect from 1 May 2024, given the highly specialised nature of the skills that these members have.

In order to retain an employee, the SAPS also has the option of making a higher salary offer to an employee, if such an employee received an employment offer from any other body or organ of state, the counter-offer is, however, limited to the SAPS salary notch closest to the external offer and cannot result in a promotion of the SAPS employee.

With regard to the increasing of scarce skills allowances, the SAPS is required to remain within allocated budget for the compensation of employees, but does intend reviewing the allocations that are made to retain scarce skills, should the current fiscal pressures ease.

Reply:

1) The National Policing Strategy (NPS), which has adopted by the SAPS in 2022/23, seeks to give effect to the SAPS’ commitment towards using an inclusive approach to addressing crime and violence. The SAPS has also developed the Increased Crime Prevention and Combating Action Plan (ICPCAP), which has been incorporated into the NPS, and which focuses the efforts and the SAPS, in collaboration with its law enforcement partners and key government departments, on the immediate stabilisation of violent crime in the country, focusing on the identified Top 30 High Contact Crime Stations (HCCSs). The ICPCAP includes the implementation of weekly, intelligence-led high density operations, within the Top 30 HCCSs, as well as other prioritised station precincts, which is referred to as “Operation Shanela”.

Operation Shanela was initiated in May 2023, and requires the SAPS to work with other law enforcement agencies, key departments in the Justice, Crime Prevention and Security (JCPS) Cluster and civil society partners, to fight crime, using the five-pillar approach, which is included in the NPS. Operation Shanela, therefore, extends the successful “Operation O’ Kae Molao” methodology, to all provinces and the Top 30 HCCSs, including other prioritised station areas.

(2)(a) The monitoring of the progress that is achieved by the SAPS and its partners in the fight against violent crime, through Operation Shanela, is monitored weekly by the National Commissioner, in conjunction with the Provincial Commissioners. The SAPS has achieved significant successes in apprehending criminals and the seizure of firearms and ammunition as well as liquor, illicit drugs, vehicles and other goods.

(2)(b) Operation Shanela includes a focus on the tracing and arrest of wanted suspects, which forms part of the weekly high-density operations that are conducted in each province. In addition, the SAPS has a Bail Defence Strategy that assists in opposing bail, on all persons arrested and brought before court, which includes violent crimes, high-profile attacks on public officials and members of the public.

3) The SAPS works closely with other departments and law enforcement structures at every level, through the National and Provincial Joint Operational and Intelligence Structures (NATJOINTS and PROVJOINTS). This includes inter alia with the South African National Defence Force, the South African Revenue Service, the Border Management Agency, the National Prosecuting Authority, the Departments of Home Affairs, Health, Justice and Constitutional Development, Transport, Correctional Services and Social Development.

In order to promote collaboration with Municipal or Metropolitan Police Departments in particular, the National Forum for Municipal Police Services (NFMPS) was established in the early 2000’s with the aim to enhance coordination and cooperation between all relevant stakeholders. The Forum meets on quarterly basis and the composition of the forum includes the following stakeholders on the relevant levels:

• The South African Police Service (SAPS);
• Municipal Police Services;
• The Civilian Secretariat for Police Services;
• The Independent Police investigative Directorate;
• The Road Traffic Management Corporation;
• The Road Traffic Infringement Agency; and
• The South African Local Government Authority.

The SAPS also works closely with community organisations, in particular using the Community Policing Forums and Boards, which are established in terms of the SAPS Act 1995, (Act No. 68 of 1995) at police stations, districts, provincial and national levels.

Reply:

(a)(i)(ii) There are 1 166 police stations in the South African Police Service (SAPS) and 1 046 of these stations have dedicated victim-friendly rooms (VFRs). The remaining 116 stations make use of an alternative room, as the stations do not have the facilities to dedicate a specific room for this purpose. The remaining four police stations, while established physically, are still in the process of being fully operationalised.

(b) A multi-year plan has been developed to prioritise the provisioning of VFRs to the 116 police stations, during the 2024/25 to the 2028/29 financial years. Approximately 20 police stations will be prioritised, per financial year, over the next five financial years, for the establishment of dedicated VFRs.

Training is provided to SAPS members on the following learning programmes on an annual basis, in accordance with the SAPS’ annual Training Provisioning Programme:

• Domestic Violence Learning Programme;
• First Responder to Sexual Offences Learning Programme;
• Victim Empowerment Learning Programme; and
• Vulnerable Children/Vulnerable groups Learning Programmes.

These learning programmes were incorporated into the Basic Police Development Learning Programme, in the 2022/23 financial year, to ensure that all new recruits are exposed to this training.

(c)(i)(ii)(aa) The details of police station names and locations that have VFRs, are attached as annexure A.

(c)(i)(ii)(bb) The details of police station names and locations that do not have VFRs, are attached as annexure B;

Annexure A

(c)(i)(ii)(aa) Details of police station names and locations have victim-friendly rooms are as follows;