1. THE PORTFOLIO COMMITTEE ON
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PRESENTATION TO
THE PORTFOLIO COMMITTEE ON
SAFETY AND SECURITY
NATIONAL ASSEMBLY
SAPS EQUITY PLAN
17 October 2001

2. Prescriptions of the EE Act
Section 20 of the EE Act dictates the submission of an EE Plan to the Department of Labour
Section 21 of the Act dictates the submission of annual reports to the Department of Labour
Section 24 of the Act dictates the assignment of senior managers to monitor and implement an employment equity plan
Chapter V of the Act regulates the monitoring, enforcement and legal proceedings by the Department of Labour
Schedule one of the EE Act determine fines for contravention of certain provisions of the Act

3. Purpose of SAPS EEP
Promote the constitutional right of equality and the exercise of true democracy
Eliminate unfair discrimination in employment within the South African Police Service
Ensure proper and effective implementation of Employment Equity within the Department to redress the effects of past practices
Achieve a diverse police workforce broadly representative of the South African community
Promote economic development and efficiency in the police workforce.

4. Business Units DIVISION PROVINCE Career Management Personnel Services
Training
Financial and Administration Services
Logistics
Crime Prevention
Operational Response Service
Detective Services
Crime Intelligence
Office of the Nat Comm
Management Services
Western Cape
Northern Cape
Free State
Eastern Cape
KwaZulu-Natal
Mpumalanga
Gauteng
Northern Province
North West

5. Consultation
At National level the Transformation Committee through its Executive Committee is used to consult consolidated Business Unit Plans
Business Units have consultative forums, these would typically include organised labour
In Provinces and Divisions their consultative forums are utilised for consultative processes
The National Equity Office consolidate all the Business Unit Plans and Section 21 Reports (i.e 9 Provinces and 11Divisions)

6. Consultation
The consolidated Plan and report for the entire South African Police Service has been consulted at National level.
The Minister of Safety and Security and National Commissioner of the South African Police Service approved the Plan and directed implementation thereof

7. Numeric Targets
As prescribed by section 20 of the Act , the Minister for Safety and Security determined the numerical targets for the SAPS :
On management level a target of 60/40% representivity was set for the period 1 June 2000 to 30 September 2001
On salary level 12 (Dept Dir) and below a target of 70/30 % representivity was set for the period 1 June 2000 to 30 September 2001

8. MANAGEMENT LEVEL (Salary Level 13 – 16)
Year 2000
Year 2001
Year 2002
Year 2003/4
Designated
Groups
50 %
60%
70%
Realign to Provincial/ National Demographics and maintenance thereof
Non – designated groups
40 %
30 %

9. OTHER LEVEL (Salary Level 1 – 12)
Year 2000
Year 2001
Year 2002
Year 2003/4
Designated
Groups
60 %
70%
Maintenance
Realign to Provincial/ National Demographics and maintenance thereof
Non – designated groups
40 %
30 %

10. Numeric Targets
SAPS utilised Section 20 (2) (c) to determine numeric targets : “where under representation of people from designated groups has been identified by the analysis, the numerical goals to achieve the equitable representation of suitably qualified people from designated groups within each occupational category and level in the workforce, the time table within which this is to be achieved, and the strategies intended to achieve these goals”
Section 6 (2) of the Employment Equity Act stipulates : “It is not unfair discrimination to – (a) take affirmative action measures consistent with the purpose of the Act; or (b) distinguish, exclude or prefer any person on the basis of an inherent requirement of a job”

11. Numeric Targets
In order to achieve the numerical targets, SAPS, for the duration of the plan, allocate 30% of all posts at all levels for women and 2 % to people with disabilities
The SAPS commits itself to reach the Equity targets agreed upon in this Plan in favour of designated groups by the year 2004

12. Policies SAPS revised : all HR policies and practices
Promotion of Equity and the Elimination of Unfair discrimination Policy prohibits discrimination on the ground of :
Gender
Race
Disability
Sex
HIV/AIDS
The policy enhances Diversity in the workplace and Equity targets
Education , Training and Development
Occupational Health and Safety Policy
Recruitment
Promotion
Overtime
Smoking
EAP
Compensation Management

13. Conclusion Having gone through a period of initial transformation we are now intensifying the process using the vehicle of our Employment Equity Plan. Despite all the problems that plague the SAPS, there has been much progress. In successfully implementing the Employment Equity Plan, all Provincial and Divisional Commissioners have integrated the approved SAPS Transformation Strategy and the SAPS Service Delivery Improvement Framework in developing their respective business units’ Employment Equity Plans.