Aim Aim To present an overview of progress of employment of the sandf scope

Aim

• Aim

• To present an overview of progress of employment of the SANDF

• Scope

• Macro HR Overview
• Full-time HR component evolution
• HR expenditure evolution
• Transformation progress ito race and gender
• Progress of employment: MSDS
• Rank-age improvement progress iro Privates
• Scarce Skills Attrition Status and Management
• Peace Keeping Deployment Training
• Conclusion

The shortage of scarce/critical skills in Defence Forces is a universal phenomenon due to:

• The shortage of scarce/critical skills in Defence Forces is a universal phenomenon due to:

• Private sector competition
• International “job hopping” facilitated by globalisation

• DOD scarce skills exits peaked in FY2006/07 when 1 370 scarce skills personnel left the DOD

• Since then, the exit tempo has declined significantly due to

• Improved salaries for SANDF members since July 2009 (Level 2 – 12);
• The implementation and regular improvement of monetary incentives; and
• Labour market conditions which lately offer fewer opportunities outside the DOD

• The matter however remains a strategic issue and the DOD is developing a new Retention Strategy (due by March 2012) to manage this matter holistically

The inherent military developmental and specialist functional training courses (according to the requirements of the various Services/Divisions, corps and musterings) which SANDF members undergo also apply to members earmarked for participation in peace keeping operations

• The inherent military developmental and specialist functional training courses (according to the requirements of the various Services/Divisions, corps and musterings) which SANDF members undergo also apply to members earmarked for participation in peace keeping operations

• SANDF members’ specialist skills are utilised during peace keeping operations

• However, prior to deploying on peace missions, or a personnel rotation, SANDF members forming part of a Mobilising Force also undergo dedicated pre-deployment preparation training at the DOD Mobilisation Centre in Bloemfontein to familiarise themselves with the type of mission, specific mission area and operational conditions to which they are to deploy

The pre-deployment mission readiness training is conducted over a 3 week period and includes:

• The pre-deployment mission readiness training is conducted over a 3 week period and includes:

• Mission-ready training lectures covering following topics:
• Group Forming and Leadership
• Defence intelligence country brief
• UN Code of Conduct
• Sexual abuse against women and children
• Operational Health
• Occupational Health and Safety
• Criminality during External Operations
• Field Postal System
• Shared Values and Ethics
• Counter-intelligence and force security
• Command and Control
• Operational Communication

Mission-ready training lectures covering following topics (cont’d):

• Mission-ready training lectures covering following topics (cont’d):
• Mine Awareness
• Religious Aspects
• Corruption and Fraud Prevention
• Environmental Management
• Operational Law, Status of Forces Agreement, Rules of Engagement
• Driver mission ready training / driver simulation training (eg Land Rovers and armoured personnel carriers)
• Command Post Exercise

Command Post Exercise involving:

• Command Post Exercise involving:
• Familiarisation with simulation tools
• Tactical orientation iro mission specifics, terrain, security, parties to the conflict, UN forces and culture
• Exercising in-theatre command and control
• Practising joint planning and execution of procedures within a United Nations Peace Support Operations environment
• Exercising decision making at the various command levels
• Field Exercise involving:
• Exercising and confirming deployment drills
• Confirming understanding of support to NGOs
• Exercising and confirming marry-up drills
• Confirming standard of immediate action drills during offensive and defensive operations
• Safety precautions
• Confirming individual skills, driver skills and vehicle maintenance
• Final Inspections

• Upon returning from a deployment, a comprehensive de-briefing is conducted at the Mobilisation Centre

Officers Selection & Appointment

• Officers Selection & Appointment

• Stage 1: Receive Application
• Posts and funds must be available as per HR Plans
• Medical and criminal record screening done
• Stage 2: Interviews
• Selection Boards convened
• Minutes signed by Selection Board Chair and Service Chief
• Stage 3: Approval
• Submission signed by CHR, C SANDF and MOD&MV
• Stage 4: Notify Successful Candidates
• Allocate force numbers & issue appointment letters
• One year interim contract for professionals (eg Doctors) while awaiting MOD&MV approval
• Stage 5: On strength Actions
• Receive acceptance letter
• Activate salary
• Officer commences with training
• (Same process followed wrt NCOs except MOD&MV approval not required)

Public Service Act Personnel (PSAP) Selection & Appointment

• Public Service Act Personnel (PSAP) Selection & Appointment

• Stage 1: Advertise Vacant Funded Posts
• Receive applications
• Conduct Staffing Boards
• Stage 2: Approval
• Salary Level 13 – 16 appointments to be approved by MOD&MV
• Lower level appointments approved by CHR
• Stage 3: Notify Candidates
• Appointment letters forwarded to successful candidates
• Candidate has 30 days to accept offer in writing
• Stage 4: Salary Activation
• Salary activated upon assuming appointment

Way Forward:

• Way Forward:

• The current centralised appointment process (recruiting, selection and appointment) for Levels 1 to 10 is to be decentralised to Services during 2012 to be more efficient and shorten the employment process

Since 1994, the SANDF continues to make progress in various domains of employment:

• Since 1994, the SANDF continues to make progress in various domains of employment:

• Progress iro transformation
• Progress iro rejuvenation
• Progress in training and utilising the youth through the MSDS

• The primary and most immediate challenges impacting on further progress of employment are:

• Insufficient funding
• The escalating of HR expenditure compared to the total budget allocation
• Challenges to retain scarce skills, especially once the economy improves