: The Ministry of Police has been very firm in its stance that the department needs to look closely and constantly at its human resource development programme. This must be from recruitment to retirement, to ensure that the correct policies and procedures are in place to deal with all these processes. Our promotion system is very much a part of this human resource development process. We need to make sure that we promote people through a clear career- pathing process. Promotion should be about effective career-pathing, rewarding diligence and hard work. We are aware, and informed the Portfolio Committee on Police late last year, that we are not happy with the manner in which promotions were being effected in the Department of Police.
A number of specific cases of promotion have been referred to the Public Service Commission for further scrutiny and we await their findings on these cases. In addition to the cases referred to the PSC, the national commissioner is looking both at the appointments that have been made during the last period and at an effective recruitment, training and promotion procedure, which will then be implemented. We are also looking into the more effective use of the performance monitoring processes within the SAPS, and this must inform future promotions.