South African Police Service Act, 1995 (Act No. 68 of 1995)RegulationsSouth African Police Service Employment Regulations, 2018Chapter 3 : Planning and Service Delivery21. Human resource planning |
| (1) | The National Commissioner must, in preparing a human resources plan for the Service— |
| (a) | assess the human resources necessary to perform the functions of the Service, with particular reference to— |
| (i) | the number of employees required; |
| (ii) | the competencies and proficiency levels that those employees must possess; |
| (iii) | the capacities (whether permanent or temporary) in which those employees must be appointed; |
| (iv) | the staffing patterns; and |
| (v) | the training and development interventions required; |
| (b) | assess existing human resources by race, gender, disability, age and any other relevant criteria as well as by occupational category, organisational component and grade with reference to their— |
| (i) | competencies and proficiencies; |
| (ii) | training and development needs; and |
| (iii) | employment capacities; |
| (c) | identify gaps between what is required under subregulation (1)(a) and (b), and prioritise interventions to address the identified gaps; and |
| (d) | plan within the available budgeted funds, including funds for the remaining period of the relevant medium-term expenditure framework, for the recruitment, retention, deployment and development of human resources according to the requirements of the Service determined in terms of subregulation (1)(a), which plan must, as a minimum, include— |
| (i) | realistic goals and measurable targets for achieving representativeness, taking into account subregulation (3); and |
| (ii) | targets for the training and development of employees per occupational category and of specific employees, as well as specific plans to meet the training needs and development of designated groups. |
| (2) | The National Commissioner must monitor and evaluate compliance with subregulation (1) and report to the Minister thereon. |
| (3) | The Minister must report to the Minister for the Public Service and Administration on an annual basis regarding compliance with subregulation (1). |
| (4) | The National Commissioner must develop and implement an affirmative action programme, which must contain, as a minimum, the following: |
| (a) | a policy statement that sets out the commitment of the Service to affirmative action and how that policy will be implemented; |
| (b) | numeric and time-bound targets for achieving representativeness; |
| (c) | annual statistics on the appointment and training within each grade of each occupational category of designated groups; and |
| (d) | a plan for redressing numeric under-representativeness and supporting the advancement of designated groups. |
| (5) | The National Commissioner must make the outcome of planning referred to in subregulation (1) and the affirmative action programme referred to in subregulation (4) known within the Service. |