Issued by: SAPS Divisional Chief : Human Resources Management
Internal information note to: A. ALL DEPUTY NATIONAL COMMISIONERS; B. All Divisional Commisioners HEAD OFFICE; C. ALL PROVINCIAL COMMISSIONERS, D. All Heads HEAD OFFICE; E. All Commanders COLLEGES AND TRAINING CENTRES; F. All Section Heads HEAD OFFICE
SALARY OFFER TO FUNCTIONAL PERSONNEL OF THE SOUTH AFRICAN POLICE SERVICE
1. You are kindly referred to circular 6/2/1 dated 1997-07-31. 2. Seeing that there is apparently still uncertainty amongst some staff members regarding the matter, we gladly present the factual position: 2.1 Police Management can only function within the mandate received from the Mandate Committee of Government. The final offer entails that staff members up to the rank of senior superintendents will receive 7,5% on average. As a result of adjustments in the grading of constables and sergeants (first leg), those members will receive a bigger adjustment (+- 20%), whilst some senior superintendents will also be considered for upgrading to level 12. 2.2 The labour unions rejected the offer and walked out of the Negotiation Forum, which means that a deadlock was reached. 2.3 Considering that a large portion of the personnel of the South African Police Service are not members of labour unions, Management has the responsibility to offer them the increases as approved by government. 2.4 Because of the fact that Management has to be fair, the free choice to decide personally to accept or reject the offer is given to each staff member. 2.5 In practice this means that, in the unlikely event that the State will increase its offer, all members will receive that increase, but in the mean time only those accepting the present offer, will receive the increases. 2.6 Staff members who reject the offer, will receive no increases until such time as a final agreement is reached in the National Negotiation Forum. In their case there is a cash flow disadvan- tage until finality is reached. Obviously this would also have an influence on e.g. overtime payments and any other payments based on basic salary, because such payments are calculated according to the salary notch on which the member is at time of payment. 2.7 The acceptance or rejection of the salary offer has no bearing on Polmec benefits or the amount available for overtime. 2.8 There is no question of threats or intimidation on the part of Management - to the contrary, Management wants to afford every member a free choice, as is clearly described in circular 6/2/1, dated 1997-07-31. Implications of the decision are spelt out, so that members can make an informed choice. 2.9 Public Service Act personnel already received their increases in July, as agreed upon in the Central Bargaining Chamber. 3. Staff members are encouraged to take a decision after considering the true facts. Staff members who prefer not to make a choice, will not receive increases, just like those declining the offer. They will only receive increases when they accept the offer or when final agreement is reached at the National Negotiation Forum. 4. It is trusted that staff members will make an informed choice without any intimidation or misrepresentations. 5. Management fully supports the viewpoint that police members should be better remunerated and will continue to do everything in their power to negotiate a better deal for all its staff members. In the mean time, Management wants to make available that which is at our disposal.
(signed) DIVISIONAL COMMISIONER : HUMAN RESOURCES MANAGEMENT C P STEENKAMP