Strategic Plan 2002/2005 | Human Resource Strategy

The SAPS Human Resource Management (HRM) Strategic Framework is based inter alia on the Public Service Act, 1994, Public Service Regulations, 2001, Public Finance Management Act, 1999, as well as the Employment Equity Act, 1998 and the Skills Development Act, 1998. In terms of these prescripts human resource planning should be done in support of the Department’s Key Objectives and priorities to ensure the effective, efficient, economical and transparent use of resources.

Based on the HRM Strategic Framework, implementation plans will be developed within the framework of the “Guidelines on Integrated Human Resource Planning in the Public Service.”

Human resource management (HRM) strategic framework
Vision A people-centred human resource service for professional policing.
Mission To secure the creation and maintenance of a professional police service through-
  • optimal utilisation and management of personnel; and
  • effective education, training and development.
Strategic goals Linked to the Policing priorities, human resource management is an organisational priority that must focus on-

  • optimising personnel utilisation;

  • developing and implementing human resource policies;

  • developing human resources;

  • implementing affirmative action;

  • nstitutionalising performance management;

  • institutionalising a professional service ethos; and

  • developing and implementing an Employee Assistance Programme.

 
Key Performance Areas
  1. Optimising personnel utilisation by-

  • developing, implementing and maintaining a Human Resource Plan; and

  • managing career incidents and practices of employees.

  1. Developing and implementing human resource policies by-
  • facilitating, developing, implementing and maintaining human resource policies.

  1. Developing human resources by-

  • developing and implementing an Education, Training and Development (ETD) strategy in support of policing priorities.

  1. Implementing affirmative action through-

  • the elimination of unfair discrimination and the promotion of employment equity.

  1. Institutionalising performance management by-

  • developing, implementing and maintaining effective performance management systems;

  • developing and implementing strategies for the retention and development of senior managers; and

  • developing and implementing strategies for the retention of scarce skills.

  1. Institutionalising a professional service ethos by-

  • implementing the Code of Ethics and Code of Conduct to promote professional conduct; and

  • implementing anti-corruption measures.

  1. Developing and implementing an Employee Assistance Programme by-

  • supporting the social, psychological, spiritual and physical well being of employees.

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