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Transforming prisons into correctional centres- places of new beginnings

DEPARTMENT OF CORRECTIONAL SERVICES. PRESENTATION TO THE PORTFOLIO COMMITEE. HUMAN RESOURCE PROVISIONING PLAN DATE: 21 JUNE 2005. Transforming prisons into correctional centres- places of new beginnings. OVERVIEW. Numerical Strength for the DCS Current Establishment

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Transforming prisons into correctional centres- places of new beginnings

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  1. DEPARTMENT OF CORRECTIONAL SERVICES PRESENTATION TO THE PORTFOLIO COMMITEE HUMAN RESOURCE PROVISIONING PLAN DATE: 21 JUNE 2005 Transforming prisons into correctional centres- places of new beginnings

  2. OVERVIEW • Numerical Strength for the DCS • Current Establishment • Vacancies Per Region & Occupational Category • Recruitment Plan • Current Establishment • Forecasting Staffing • Ideal Establishment • Conclusion

  3. PERSONNEL PROVISIONING PLAN Recruitment plan • To enhance the service delivery in respect of the filling of posts the DCS has appointed three (3) external Recruitment Agencies. • The Recruitment Agencies as of 1 April 2005 advertised vacant posts externally and also assist with the gross listing and pre-selection of candidates. • This process has reduced the delivery time significantly. • The DCS Personnel Provisioning Plan/ was approved on 19 May 2005 by the Commissioner and addressed the following areas: • The current financed post establishment vs the implementation of the 7-Day establishment. • Recruitment actions through which the filling of entry level vacancies as well as the vacant Promotion/Closed Occupational Classes can be filled.

  4. As at 31 May 2005 the financed establishment consisted of the following: Note: The vacant post level 6-7 (603) will be addressed through career pathing. The advertised posts of 343 will impact on the current vacant Promotion and Closed Occupational Classes.

  5. PERSONNEL PROVISIONING PLAN • The target which was set for the filling of 3 057 Discipline entry level posts has been pursued in the following manner: • An external recruitment drive was launched in February 2005 and 990 appointments were made in March 2005. • The Recruitment Agency (ITP SA HR Holdings) has advertised the vacant Correctional Officers posts during April 2005 and a total of 1 032 appointments should be made on 20 June 2005. • A total of 1 032 appointments is scheduled for advertisement and finalization by 29 August 2005. • This implies that from March 2005 till August 2005 (6 months) the Department will have appointed more than 3 057 candidates to address the implementation of the 7-Day establishment for 2005. • The same process will be activated during March 2006 and March 2007 to address the outstanding balance of 5 254 entry level posts.

  6. 7-DAY ESTABLISHMENT • Recruitment for the seven day establishment entry level posts would be as follows: • Year 01: Total of 3, 057 (2005/2006) • Year 02: Total of 2, 627 (2006/7) (inclusive of vacancy rate of 5% =3 043) • Year 03: Total of 2 627 (2007/8) Year 04: Total of 8, 311 (8, 727 inclusive of vacancy rate) should be appointed for implementation of the seven day establishment

  7. PERSONNEL PROVISIONING PLAN • Through the external Recruitment Agency DCS has placed two (2) advertisements (May/June 2005) for Senior Managers and other Promotion posts. • A total of 51 posts are currently in the process of being finalized. • The next external advertisement for vacant posts (150) has already been compiled and scheduled for June 2005. This advertisement will specifically focus on the filling of critical vacant posts in the Health and other related Occupational Classes. • Simultaneously an internal post advertisement action has been activated during June 2005 and a total of 142 posts are currently in the process of finalization. • During August/September 2005 the vacancies which have occurred through natural attrition is also scheduled for advertisement.

  8. INTEGRATED HR PLANNING FOR THE DCS • The forecasting of staffing needs is grounded on the needs of the White Paper on Corrections, requirements of the seven day establishment, and the new generation correctional centres • The DCS is cognisant of the fact that this forecasting may be affected by environmental factors i.e. macro ( external) and micro (internal) that may impact on its functioning. This may include amongst others (government’s strategic direction, political influences, change in leadership, additional/ outsourced functions etc.). In line with this, it will be adjusted accordingly • The total staffing demand for the DCS is 63, 571, as against the current affordable 36, 241. The gap that needs to be filled is 27, 330 in line with the White Paper implementation period of 10 years • The total requirement for the seven day establishment is 8, 311 and for the new generation correctional centres is 2, 624

  9. INTEGRATED HR PLANNING FOR THE DCS • The Integrated Human Resource Plan for the DCS would annually plan around populating the establishment with the required competent staff. The plan would be reviewed at the end of each financial year

  10. Correctional Services values your role in breaking cycle of crime: in making rehabilitation work. Thank you Together we can strengthen social compact against crime, for better life.

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