Community Policing Pilot Project: Loate, 1997

The purpose of this project was to measure the community's attitude towards the South African Police Services at Loate. Questions were concerned with the extent of feedback the community was expecting from the Police Services concerning the reasons for arresting or not arresting the suspects, dates of the court hearings, recovery of stolen goods, procedure for claiming the stolen goods, bail grants, intervention of fingerprints experts and general service rendering by the South African Police Services at Loate

South African police service deploys its first peacekeepers to Darfur, Sudan : a descriptive study on the deployment preparations and the role of the South African police peacekeepers in African union mission in Sudan (AMIS)

The focus of this research will be on the question as to whether the South African Police Service adequately prepares its police officials for the functions they will be performing in Sudan: Darfur. This broad question leads to further questions that include the following: What are the peacekeeping recruitment and selection criteria for the South African Police Service members who need to be deployed in Sudan: Darfur? Is the South African Police Service peacekeeping training curriculum adequate enough to prepare its members for their deployment in Sudan: Darfur? Does the South African Police Service have any measures to evaluate the role played by its members in Sudan: Dafur? What measures have been introduced to utilise the new skills brought by members that have been deployed? Are there any properly posted members with mission experience, who are capable of presenting and further developing peacekeeping training in the South African Police Service? Does the South African Police Service senior management have knowledge of generic peacekeeping concepts?

Improving the levels of professionalism of trainers within the South African Police Service

The study aimed to identify factors that cause unprofessional conduct among trainers at the training establishments in the Northern Cape Province of the South African Police Service. The researcher focused on the status of trainers in the SAPS and aimed to determine whether In-Service Education and Training can assist in enhancing trainers’ professional status. The aim of this study was to identify how the levels of trainer professionalism within the South African Police Service could be improved. The objectives of the study were to: identify the expected levels of trainer professionalism within the South African Police Service describe the current levels of trainer professionalism within the South African Police Service and make recommendations for improving the levels of professionalism within the South African Police Service. A literature review on adult learning, training and development, as well as SAPS professionalism, was conducted. The literature review subscribes to the premise that if effective facilitation methods are implemented in adult learning centres, the attempt to motivate adults to participate in learning programmes could be successful. The qualitative research methodology that was conducted involved both one-on-one and focus-group interviews with senior management, middle management and trainers. Three themes were identified from the research question and sub-questions of the study and are discussed in detail. After the empirical data were analysed, the results of the empirical evidence were interpreted. Findings revealed that there are trainers in the SAPS whose behaviour is severely lacking in professionalism. Trainers do not exhibit appropriate ethical conduct towards their adult learners and do not follow the code of conduct as prescribed for division training as is the norm. Finally, based on the research, both future studies and improved trainer professionalism programmes with specific reference to the SAPS are recommended.Educational Leadership and ManagementD. Ed. (Educational Management

STRENGTHS-FOCUSED INTERVENTION: THE NEW APPROACH OF THE SOCIAL WORK SERVICE OF THE SOUTH AFRICAN POLICE SERVICE (SAPS)

In 1996 social work in the newly constituted South African Police Service (SAPS) was at a crossroad. The era of the South African Police (SAP) had ended with the promulgation of the South African Police Service Act (Act 68/1995) on 4 October 1995. The South African Police Service (SAPS) was in the process of implementing a new policy that emphasised the empowerment of personnel in the interests of effective service delivery within a transforming organisation and society. At the same time however, SAPS was facing an increase in the incidence of social problems among its 120 000 members. A choice had to be made. It was either to stick to the therapy-centred approach that had become the norm in the SAP, or try to conceptualise an alternative service-delivery paradigm. The choice fell on the latter. The result was the operationalised version of social work’s strengths approach that now forms the basis of occupational social work in the SAP

Key aspects of quality assurance in the teaching and training of the South African Police Service in the Northern Cape

It is imperative to have quality assurance processes in place in division training to provide quality training to enable members of the South African Police Service (SAPS) to provide quality services to communities within their area of jurisdiction. The aim of the study was to determine the presence of and the need for implementation of effective quality assurance processes in education and training in the South African Police Service (SAPS). The concepts quality and quality assurance were explained in the literature review. Questionnaires were completed by the trainers in the South African Police Service (SAPS) at various training centers in the Northern Cape Province. The researcher advocates to promote and enhance quality assurance in education and training programmes in the South African Police Service (SAPS). Therefore, it is recommended that quality assurance programmes be introduced based on total quality management system for continuous improvement which can provide any training programme with a set of “tools” to meet and exceed the present needs and expectations of the adult learners in the South African Police Service (SAPS) context.Teacher EducationM. Ed. (Education Management

An analysis of the prevention of police brutality in the Western Cape

South Africa has been synonymous with police brutality for many years. This stigma remains till this day. The South African Police Service and the Government has tried in vain to change the image of the South African Police Service. This research was conducted to analyse the prevention of police brutality in the Western Cape, focusing on Cape Town. This will include the effects police brutality has had on the community, and the resulting breakdown of relations between the police and the community. This study will compare statistics of police brutality related incidents from South Africa with that of the United States of America, the United Kingdom, Australia and Nigeria. This comparison will indicate if South Africans do suffer more brutality cases at the hands of the police or is brutality by police officers a worldwide phenomenon. The research questions that were asked during this study are if police brutality is a problem, why does police brutality occur, how does it affect the community and what can be done to prevent police brutality. This study used a mixed method of research methodology to attempt the answer the complex questions asked. This included survey questionnaires that were distributed to police officials, Community Police Forum members and the community around the Cape Town Central Business District. Semi structured interviews were held with members of the police’s departmental hearing section. Literature was also obtained regarding police brutality. Prevention of police brutality strategies from the United States of America, United Kingdom, Australia and Nigeria were obtained to compare these strategies and determine which have been successful and could be a benefit to the South African Police Service. The current strategies the South African Police Service have also put in place will be discussed which will include legislation, white paper on safety and security, the green paper on police practice and the National Development plan 2030. Combining all the information obtained, this research will provide findings regarding the phenomenon of police brutality and possible recommendations that could assist with the prevention of police brutality. This in turn will help build a better relationship between the South African Police Service and its Citizens that they swore to protect and serve.Criminology and Security ScienceM. A. (Criminal Justice

Investigating retention in the South African Police Service

Background In order for the South African Police Service to fulfil its mandate of creating a safe and secure environment, various human, financial, and technological resources are required. Hence, the availability of adequately trained human resources is considered critical in ensuring that the South African Police Service is able to fulfil its roles and responsibilities. Without the efforts, knowledge, capabilities, and committed behaviour of its police officers, the organisation would not be able to achieve its objectives and deliver on its mandated duties. However, recent data published by the South African Police Service revealed an increase in employee turnover, particularly at senior levels within the organisation and among highly skilled/specialist staff. Due to the stringent requirements of law-enforcement positions, the recruitment and selection of police officers is a lengthy, costly and often complex process. This is even more applicable to those in senior and highly skilled and/or specialist positions. It is, therefore, of paramount importance that an effective retention strategy is put in place to curb voluntary employee turnover and thus ensure the retention of scarce skills within the police force. Aim of the Study Being able to retain and engage police officers, a scarce resource, is vital for the South African Police Service in ensuring that it is able to fulfil its legislated mandate. Therefore, the aim of the present study was to identify the push and pull factors and/or the reasons that are most commonly related to voluntary turnover among the employees of the organisation. Identification of these factors would make it possible to present recommendations and/or to propose strategies, policies and practices that could be implemented to increase the retention of skilled senior staff. Method A descriptive research design was utilised. To address the research question, copies of archived exit-interview questionnaires were obtained from the South African Police Service. When an employee tenders his/her resignation, an exit interview is conducted by a trained interviewer (typically a social worker, psychologist or chaplain). During this meeting, an exit-interview questionnaire is completed and archived. This questionnaire consists of both closed-ended and open-ended semi-structured questions. A sample of exit-interview questionnaires (n=91) that comprised questionnaires from employees who held the rank of Sergeant, Warrant Officer or Captain and who had voluntarily resigned from the Western Cape South African Police Service during the 2016/17 fiscal year was obtained. Both qualitative and quantitative data obtained from the exit-interview questionnaires were analysed. Findings The findings suggested that overall, the South African Police Service was considered a good employer. The most prevalent reason for employee turnover was found to be related to the perceived safety of individuals and the risk to employees’ lives in carrying out their duties. The reasons given for resigning from the organisation were divided into two categories, namely individual factors (i.e., related to the person) and organisational factors (i.e., related to the organisation). Individual factor variables provided by respondents as reasons to leave included health, relocation, further studies, family time, rest, long service, and age. Organisational factors included better career opportunities; business opportunities; unfair treatment; lack of recognition, promotion or advancement opportunities; undesirable working hours; and issues with leadership/management. Recommendations Based on the findings, it is recommended that an effective retention strategy is implemented within the South African Police Service that includes career development, health and wellness, reward and recognition, work-life balance, and leadership. This recommended retention strategy should value transparency and empowerment and should aim to create a workplace that is conducive to good working conditions through enhancing team cohesion; creating opportunities for learning; and improving service delivery, the quality of work life, and work-life balance

National Commissioner of the South African Police Service v Southern African Human Rights Litigation Centre and another 2015 (1) SA 315 (CC)

On 30 October 2014 the Constitutional Court of South Africa (CC) handed down a judgment in an appeal from the National Commissioner of the South African Police Service in National Commissioner of the South African Police Service v Southern African Human Rights Litigation Centre and another (the ‘judgment’).1 The court confirmed the decision of the Supreme Court of Appeal (SCA) in National Commissioner of the South African Police Service v Southern African Human Rights Litigation Centre.2 The case concerned the investigative powers and obligations of the National Prosecuting Authority (‘NPA’) and the South African Police Service (‘SAPS’) in relation to alleged crimes against humanity (widespread torture) perpetrated by Zimbabwean nationals in Zimbabwe. It involved a consideration of the Implementation of the Rome Statute of the International Criminal Court Act 27 of 2002 (‘ICC Act’).3 Put differently, the case involved the exercise of jurisdiction by a South African domestic court (and the logically antecedent exercise of investigative powers by the relevant authorities) over allegations of crimes against humanity – in particular, the crime of torture – committed in another country. The court ordered that the SAPS are indeed empowered to investigate the alleged offences, irrespective of whether or not the alleged perpetrators are present in South Africa and, more importantly, that there was a duty on South African authorities to do.http://www.unisa.ac.za/Default.asp?Cmd=ViewContent&ContentID=685am2017Centre for Human Right

A Psychometric Evaluation of the Integrity Profile 200 (IP 200) and the Adaptation Thereof for Use in the South African Police Service

Integrity is an essential element of orderly co-existance and an important facet of professional policing. The objective of this study was to psychometrically evaluate the Integrity Profile 200 (IP 200), an instrument widely used in South Africa, to assess its utility as an integrity measure for use in the South African Police Service. Although the literature indicates that the constructs measured with the IP 200 are sound, an exploratory investigation in the South African Police Service reveals poor reliability and unacceptable inter-item correlations. This suggests poor factorial validity (model fit). Subsequently an exploratory factor analysis (N = 1457) was done to adapt the scale and improve the model fit. Four factors were extracted and analysed, and satisfactory psychometric properties were found for these factors, including the absence of race-based item bias. The factors are: (i) Integrity restricting orientation; (ii) Moral conscientiousness and accountability; (iii) Organisational/management integrity, and (iv) Lie scale. The results account for a significant deviation and simplification from the original instrument structure. It is recommended that the original IP 200 should not be used in this context but that the adapted scale be used

Predisposed police culture attitudes: South African Police Service versus Justice Institute of British Columbia newcomers.

This article aims to report on a comparative examination of South African Police Service’ (SAPS) and Justice Institute of British Columbia (JIBC) Police Academy newcomers, for indicators evincing the presence of police culture themes of isolation, solidarity and cynicism. Using a survey format, the research employs a quasi-experimental pre-test (first phase of a larger longitudinal study) design. Although there is significant variance among the South African Police Service (SAPS) and Justice Institute of British Columbia (JIBC) Police Academy newcomers, overall there are indicators of solidarity, isolation and cynicism present among SAPS recruits upon arrival for basic training, however, less so for the JIBC Police Academy recruits, especially in relation to the cynicism theme. The findings suggest that newcomers from both the South African Police Service (SAPS) and Justice Institute of British Columbia (JIBC) Police Academy arrive for basic training with already moderate attitudes in support of police culture themes of solidarity, isolation and cynicism. It is contended that recruits’ views are largely in place upon hiring and that the police occupation attracts people with certain values and attitudes similar to characteristic police culture themes of solidarity, isolation and cynicism. This finding also has theoretical importance in that it provides empirical support for the predispositional school of thought which believes that police officer behaviour can primarily be explained by the personality characteristics (traits), values and attitudes that the individual had prior to being employed by a police organisation. This article reports on a comparison of police culture themes of solidarity, isolation and cynicism attitudes between the South African Police Service’ (SAPS) and Justice Institute of British Columbia (JIBC) Police Academy newcomers at the start of basic training