Popcru has called for promotion structures to be revamped in order to improve policing.
Durban — The Police and Prisons Civil Rights Union (Popcru) has called for an urgent review of the SAPS’s promotion policies.
The union argues that, as it stands, the promotion policy hinders the improvement of conditions of service and career progression of essential support staff, while detracting from the professionalisation of the police service and its effectiveness in fighting crime. The issue was brought up at the portfolio committee on police recently.
According to Popcru president Thulani Ngwenya, the members of the SAPS are employed in two streams – the support personnel are employed in terms of the Public Service Act (PSA), while operational personnel are employed in terms of the South African Police Service Act.
The support staff could not progress past salary level 7, while operational staff could progress to level 16, Ngwenya explained.
To advance beyond level 7, they were required to change the conditions of their employment by applying for posts under the SAPS Act – in other words, by joining the police’s ranks and converting to a warrant officer, which is considered a level 8 position.
Ngwenya said the SAPS restricted the progression of support staff to level 7. He said there are only about 2 000 employees who have reached this level.
Ngwenya emphasised that this system undermines effective management by prioritising rank over the qualifications, skills, and experience needed for different roles.
Ngwenya said that it disrupts continuity and experience at an operational level, negatively impacts the morale of members, and leads to increased turnover among support and administrative staff.
“Support staff play a vital role in assisting law enforcement by keeping departments running well. These are critical members such as administrative professionals, accountants, human resources personnel, and forensic analysts, who are being prevented from becoming senior managers within their divisions or being compensated properly for their work unless they agree to become police under the SAPS Act.”
Ngwenya asked why, for example, must a lieutenant-general be tasked with managing supply chains for distributing toilet paper.
He proposed that the promotion structures must be revised to allow support staff who are properly qualified to progress to management roles within SAPS, while leaving operational personnel to focus on policing crime.
“Accountants and financial professionals should oversee department finances. Human resources professionals should oversee personnel. Police officers should be investigating crimes and protecting communities, not sitting at desks performing administrative work.
“As a result, Popcru proposes removing the promotion barrier for support staff employed under the PSA, allowing them to reach salary level 15 like other public servants employed by the Department of Public Service and Administration. We demand immediate finalisation of this issue, as countless years have unjustly denied our members the promotions and progress that they rightfully deserve,” said Ngwenya.
This committee sitting made several recommendations. It was recommended that the SAPS Amendment Bill be finalised and tabled in Parliament during the 2024/25 financial year. It was recommended that they develop strategies to drive a bigger impact on police performance and professionalism. The committee recommended that the focus should be on the improvement of marketing strategies to the public to bring about awareness of the role the Civilian Secretariat for Police Service (CSPS) plays in police accountability.
In June 2012, Popcru raised similar concerns to the committee titled, SAPS promotion policy and the topheavy structure.
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