Download
independent police investigative directorate ipid n.
Skip this Video
Loading SlideShow in 5 Seconds..
Independent Police Investigative Directorate (IPID) PowerPoint Presentation
Download Presentation
Independent Police Investigative Directorate (IPID)

Independent Police Investigative Directorate (IPID)

197 Vues Download Presentation
Télécharger la présentation

Independent Police Investigative Directorate (IPID)

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  1. IPID STATUS ON VETTING OF SENIOR EMPLOYEES Independent Police Investigative Directorate (IPID) 24 JUNE 2015 BRIEFING TO THE PORTFOLIO COMMITTEE ON POLICE

  2. INDEX • Introduction • Background • Risk • Legal Mandate • Current Vetting Status of Senior Management • Security Clearance History of specific SMS employees • Action Plan • Pre-employment Screening • Establishment of IPID Vetting Unit • Conclusion

  3. INTRODUCTION VETTING FRAMEWORK • The IPID STRATEGIC PLAN 2015-2020, identifies a need to develop an independent capacity for integrity strengthening and protection, in order to enhance credibility of independent and impartial investigations. • The ANNUAL PERFORMANCE PLAN of 2015-2016, provides for establishment of the Integrity Strengthening Unit and the Vetting Unit which will function together to prevent and to mitigate against any integrity breaches. • IPID value statement: The Vetting Field Work Unit (VFU) is committed to adhering to the highest standard of ethical behaviour whilst conducting responsible Vetting Investigations with its ultimate goal being that of protecting the Integrity of the Directorate.

  4. BACKGROUND • As a result of the legislative imperative and the value statement it created a necessity to fill the vacuum and establish an in-house vetting field work unit. • Due to IPID’s oversight function the Directorate has a responsibility to ensure that the integrity of its employees is impeccable. • Integrity may be achieved through the vetting process and evaluating the integrity of a person to determine the persons fitness to be in the employ of the state. • Vetting of IPID employees has the specific aim of transforming public perceptions, establishes public trust and re-enforces credibility of the Directorate as a whole. • By strengthening independence and improving self-reliance, the Directorates ability to identify internal risk factors.

  5. RISK • Threat to independence , impartiality and integrity. • Credibility of organisation. • Corruption. • Susceptibility to bribery and blackmail. • Subversion by criminal syndicates by means of infiltration and obstruction.

  6. LEGAL MANDATE • CONSTITUTIONAL MANDATE • Constitution of the Republic of South Africa, 1996 section 209 and 210. • LEGISLATIVE MANDATE • National Strategic Intelligence Act, 1994 as amended by Act, 67 of 2002 provides State Security Agency (SSA) with the National Counter Intelligence function. • General Intelligence Laws Amendment Act, 2013 which provides for the establishment of Vetting Fieldwork Units (VFU) to be established in the organs of state. • Independent Police Investigative Directorate Act, 2011 section 22 (4). • Public Service Act, 1994 which provides for the vetting of public service employees. • Minimum Information Security Standards as approved by cabinet in 1996.

  7. CURRENT VETTING STATUS OF IPID SENIOR MANAGEMENT • In Process Application / Re-Applied: An agreement was reached with SSA to fast track these applications as they are currently with SSA. • Not Submitted: The respective Managers were issued with the Z204 and were instructed to submit on 22 June 2015. An arrangement was made with SSA to receive the applications on the stipulated dates and in the Interim the identified managers have signed the Secrecy Clause. • With regards to the Not Submitted Applications: The Managers were pre-screened by SSA prior to appointment.

  8. CURRENT VETTING STATUS OF IPID SENIOR MANAGEMENT The IPID Senior Management currently consists of 33 managers. Reflected below is the current vetting status of each manager. * The Managers with level 2 will re-apply to be upgraded to level 3.

  9. CURRENT VETTING STATUS OF IPID SENIOR MANAGEMENT

  10. SECURITY CLEARNCE HISTORY OF SPECIFIC SMS MEMBERS KI KGAMANYANE

  11. SECURITY CLEARANCE HISTORY OF SPECIFIC SMS MEMBERS M SESOKO

  12. SECURITY CLEARANCE HISTORY OF SPECIFIC SMS MEMBERS MZ DLAMINI

  13. SECURITY CLEARANCE HISTORY OF SPECIFIC SMS MEMBERS NS NETSIANDA

  14. ACTION PLAN

  15. ACTION PLAN CONTINUES

  16. PRE-EMPLOYMENT SCREENING • The Directorate, once an MoU with SSA is in place, seeks to utilize the VFU, to conduct independent pre-employment screening. This will significantly improve the rate at which pre-screening results are obtained which will have a positive impact on the Directorate’s ability to make informed decisions pertaining to new appointments. • The Procedure Manual on pre-screening, security screening and vetting of all IPID employees, service providers and contractors, which was approved on 12 April 2012, is currently used by the Security Management component and Provincial Security Coordinator to liaise with the SSA to ensure that the screening and vetting processes are adhered to. • This ultimately causes a delay in IPID’s ability to appoint new employees as well as to ensure that all current employees are vetted as the Directorate is dependent on the SSA. However, it is important to note that the SSA has often gone beyond the call of duty to expedite pre-employment screening.

  17. ESTABLISHMENT OF IPID VETTING UNIT •  The purpose of establishing a vetting fieldwork unit is to reduce the vetting turn-around time by decentralising the vetting function through a Memorandum of Understanding with the State Security Agency. • It will formalise mutual co-operation and the working relationship between the SSA and IPID • The Unit will enhance public trust, in that the integrity of the employees of IPID is beyond reproach. • In line with the Expansion Strategy, the unit will ensure that the planned growth of the Directorate, does not compromise the Integrity ,Vision, Mission and Values of IPID. • Vetting can be conducted on a continuous basis and immediate response can be taken against identified threats to the Directorate.

  18. CONCLUSION • The VFU status that has been assigned to IPID will allow the Directorate to function optimally in an environment that prides itself on integrity and in a country that has seen a move towards implementing vetting at all government departments. • The Directorate’s growth in terms of conducting its own Pre-Employment Screening and Vetting Investigation as envisioned by the unit, will in essence elevate the burden that is currently being experienced by SSA. • The establishment and implementation of the unit is a strategic move towards achieving the goals and visions of the various intelligence communities. • The VFU will ensure compliance of all SMS employees with regard to all security clearance applications. • However the unit’s vision will only materialise with a Memorandum of Understanding between SSA and IPID and that the SSA, as the custodians of national security, provides the unit with support and proper guidance.