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Technical Indicator Description: 2015/16 Annual Performance Plan, 2015/16 – Version 2

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Technical Indicator Description: 2015/16 Annual Performance Plan, 2015/16 – Version 2 Technical Indicator Description: 2015/16 Annual Performance Plan, 2015/16 – Version 2 Contents Introduction…………………………………………………………………………………………………………..…2 FINANCIAL PROGRAMMES Programme 1: Administration………………………………………………………………………………………...3 Programme 2: Visible Policing………………………………………………………………………………………42 Sub-programme: Crime Prevention .............................................................................................................. 43 Sub-programme: Border Security ................................................................................................................. 67 Sub-programme: Specialised Interventions .................................................................................................. 69 Programme 3: Detective Service……………………………………………………………………………………72 Sub-programme: General Investigations ...................................................................................................... 73 Sub-programme: Specialised Investigations ................................................................................................ 90 Sub-programme: Criminal Record Centre .................................................................................................... 98 Sub-programme: Forensic Science Laboratory .......................................................................................... 100 Programme 4: Crime Intelligence……………………………………………………………………………….…109 Sub-programme: Crime Intelligence Operations ........................................................................................ 110 Sub-programme: Intelligence and Information Management...................................................................... 116 Programme 5: Protection and Security Services (including Presidential Protection Service)………………120 Sub-programme: VIP Protection ................................................................................................................ 121 Sub-programme: Static Security ................................................................................................................ 123 Sub-programme: Government Security Regulator ..................................................................................... 125 South African Police Service 1 Technical Indicator Description: Annual Performance Plan, 2015/16 Introduction The Framework for Strategic Plans and Annual Performance Plans issued by the National Treasury in August 2010 outlines key concepts that should be considered by departments when developing Strategic Plans and Annual Performance Plans and serves as a guide on how these plans should be developed. In terms of the Framework Technical Indicator Descriptions must be developed by Departments for each performance indicator described in the Annual Performance Plan to describe the purpose of each indicator, the collection, calculation and interpretation of data applicable to the said performance indicator. Technical Indicator Descriptions contained in the document were developed by the relevant National Divisions within the South African Police Service in consultation with the Component: Strategy, Research, Monitoring and Evaluation and was further directed by discussions emanating from a strategic work session held during August 2014. Further granularities of the Technical Indicator Descriptions are provided for in the relevant official directives. South African Police Service 2 Technical Indicator Description: Annual Performance Plan, 2015/16 Programme 1: Administration Purpose: Develop policy and manage the department, including administrative support. Provide for functions of the Civilian Secretariat for Police. Strategic Objectives: To regulate the overall management of the department and provide centralised support services. Performance indicators Percentage of filled posts in terms of the approved establishment Percentage of service terminations finalised within 60 working days Average time taken to fill vacant funded posts Percentage of learners declared competent upon completion of their training in terms of the Training Provisioning Plan (TPP) Percentage of learnerships and artisanship training implemented in terms of the planned programme Percentage of learners declared competent upon completion of K53 driver training Percentage of bursaries disbursed for policing and scarce skills-related qualifications Number of internships undertaken Percentage of operational members declared competent in the Modules: use of handgun and legal principles Percentage of disciplinary cases finalised within the stipulated timeframe Percentage of reported incidences of corruption by members investigated Percentage of employees reached during proactive Employee Health and Wellness (EHW) programmes Percentage of employees reached in relation to EHW related requests received Percentage of operational employees debriefed subsequent to attending a crime scene and operations in relation to requests received and incidents being reported Average acceptable rate of unscheduled absence (sick and incapacity leave) Number of days taken to capture leave transactions (scheduled or unscheduled) Percentage of employees who take 10 days compulsory leave Number of Police Stations demographically analysed to inform resource allocation processes Percentage of structures approved against the Organisational Design and Development Plan Number of structures reviewed in terms of the Three-Year Rolling Plan Ratio of personnel to vehicles Percentage of firearms and bullet-resistant vests distributed Percentage of official SAPS firearms dot peen marked Percentage of planned police facility projects completed as per the SAPS Infrastructure Development Plan (Capital works, leases and maintenance) Percentage variation from approved infrastructure project budget Percentage of identified Information Communication Technology (ICT) Infrastructure sites modernised, implemented and maintained Percentage of prioritised Information Systems (IS)/Solutions developed, implemented and maintained within SAPS Percentage of IS/ICT Governance approved, implemented and improved within the SAPS Percentage of allocated budget spent on approved IS/ICT projects Percentage of legitimate invoices paid within 30 days Percentage reduction in new incidents leading to civil claims lodged against the SAPS Percentage of legally-vetted contracts and agreements in relation to the number of requests received Percentage of policies drafted in relation to the number of requests received Percentage of policies reviewed in terms of the Three Year Rolling Plan Number of inspections conducted by the Inspectorate Percentage of recommendations of the Independent Police Investigative Directorate (IPID) implemented Number of repeat audit findings from external assurance providers Percentage of audits completed in terms of the approved internal audit plan South African Police Service 3 Technical Indicator Description: Annual Performance Plan, 2015/16 Indicator title Percentage of filled posts in terms of the approved establishment Short definition The indicator relates to the relation between the actual workforce of SAPS compared to the establishment target as indicated in the Estimates of National Expenditure (ENE): Vote 25, issued by National Treasury. The Division: Financial & Administration Services issues an Enlistment Plan every financial year, compiled according to the budget available and in accordance with the set targets and priorities as indicated in the ENE, in order to ensure that SAPS will be able to achieve the targets by the end of the financial year. Purpose/importance It is imperative that SAPS manage its Human Resources to ensure the effective, economic and equitable distribution and utilisation of all its human resources to ultimately be able to deliver on the core objectives of SAPS, and to manage the establishment within the framework as indicated in the ENE to ensure alignment with the budget provided and achievement of set targets in this regard. New indicator A continuation from previous financial year Type of indicator Input Source (document for audit All HR practices informing personnel movements i.e. (enlistments, appointments, promotions, purpose) transfers, service terminations, leave administration), etc. are captured on the PERSAL/PERSAP systems in accordance with relevant instructions and prescribed procedures, influencing the data displayed and to be used for this indicator. System used for performance The workforce information is obtained from the PERSAL/PERSAP (in year reporting)/Vulindlela information systems (end year reporting). Supporting evidence for PERSAP/Vulindlela system generated report quarterly/annual reporting Calculation type Cumulative or non-cumulative, depending on the set establishment target for the financial year and the actual workforce status. Method of calculation (formula) The actual workforce total of SAPS as at the end of each quarter divided by the establishment target for the specific financial year (as indicated in the Estimates of National Expenditure: Vote 25). Data limitations There will always be a time delay between actual personnel movements (appointments, transfers, promotions, service terminations, etc.) and the reflection thereof on the PERSAL/PERSAP system. Reporting is dependent on the updating of the PERSAL/PERSAP system. Reporting cycle Quarterly and annually Desired performance Maintain a minimum workforce of 98% in terms of the approved establishment (198 042) Reporting responsibility Division:
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