Abridged Presentation to the Portfolio Committee for Justice and Constitutional Development by the South African Board For Sheriffs 24 May 2007

Summary of the Presentation 1.General overview including compliance & complaints handling & training 2.Response to last years questions 3.Brief financial report Board’s own revenue for sustenance Departmental support 4.The outcome of the audit Race & gender profile Analysis of the vacancies 5.Policy/legislative review to improve the efficiency of the Board Regulations Rules Some thoughts on strengthening the legislative framework

Financial & Administration Revenue: for current financial R LeviesR Management feeR Other income: - Interest on investmentsR Support from DOJ&CD (incl. in joint projects)R 0.00 Fidelity Fund R Administration

EXECUTIVE MANAGER HR, FINANCE AND IT MANAGER BOOKKEEPER TRAINING CO ORDINATOR ADMIN CLERK LEGAL AND COMPLIANCE MANAGER PARALEGAL COMPLAINTS CLERK HR AND LEGAL ADMIN FILING CLERK COMMITTEE CO ORDINATOR GENERAL ASSISTANT RECEPTIONIST

Milestones And Challenges MILESTONES COMPLIANCE MANAGEMENT of the FIDELITY FUND CHALLENGES Diversity & Mindset Training Improve Efficiency Impact of the Re-demarcation of Magisterial Districts How we Remain Relevant & Add Value

Strategic Objectives INCREASE FIDELITY FUND/RESERVES BUILDING REGULATORY CAPACITY NEEDS BASED TRAINING BUILDING SABFS BRAND

Audit of the sheriffs profession 546 positions of sheriffs (462 for lower courts & 84 High Courts 74% white; 26% Black; 13% female; including 30 Attorneys) 142 vacancies – the remaining 404 sheriffs appointed in acting positions The acting appointments perpetuate the race and gender imbalances because we appoint same or adjacent sheriffs to act (eg in an area in Pretoria Sheriff has acted for 4 years beyond retirement age of 70)

Deputy Sheriffs Of 834 Deputy Sheriffs are White Black of the above are Women

Vacancies Analysis of the 142 vacancies - 21 in large offices (R1,5 mil thresh hold) - 89 small offices which may be condensed into 48 offices through combination - 26 combined for High & Low courts - 6 competition

Policy & Legislative considerations Regulations seeks to - harmonise the appointment process with govt policy imperatives (judicial/administrative divide) Rules - to regulate an environment for competition by providing for notices as between different sheriffs Deputy sheriffs - provide for guidelines to the Board to monitor appointments & compliance arrangements Small offices with very low work volume - Alternatives where it is not possible to recruit suitable applicants

Vacancies Of the 8 areas for competition, the following 3 have been proclaimed: –Sandton (R 4,2 mill) –Randburg (R 3 mill) –Krugersdorp (R 2,7 mill)

Vacancies The following 5 areas have been proclaimed shortly: Johannesburg West ( R 3 mill) Pretoria West ( R3,6 mill) Durban Central (R 6 mill) Durban North ( R 2,8 mill) Pinetown (R 3, 9)

Time Frames Regulations (comments from stakeholders & promulgation) – August 2007 Rules (tabling in Parliament) – July 2007 Advertisements & selection process for 70 vacant posts (19 in big areas, 48 combined small areas, 3 for competition – August/Oct 2007 Legislative amendments – Nov 07 / Feb 08 (to coincide with the term of office of the new Board)

The South African Board for Sheriffs thank you for your time, interest and support and wish to take this opportunity to pledge our commitment to bringing about change within a transforming profession