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