Annual Performance Plan - Saps

uilt. Our energy will continue to focus on capacitating those areas as indicated by the access strategy.
The SAPS has invested considerable efforts towards increasing the available numbers and skills levels of
members over the past few years. The murder of police officers, both in the line of duty and off duty, has
been shown to have a significant impact on the morale of members, the families of slain officers and the
public’s perceptions of the ability of the SAPS to establish a safe and secure South Africa. The SAPS will
initiate specific actions to address this issue, both within its ranks and within the communities we serve.
Linked to the murder of police officers, suicide by members also impacts negatively on colleagues, family and
friends and reduces the SAPS’ effectiveness in the fight against crime. Significant effort has and will continue
to be made to assist those members who due to pressures that emanate from their work and other sources,
make the decision to take their own lives. The Employee Health and Wellness programme will receive the
sustained and committed support of management as both a preventive and reactive measure in curbing
suicides by members.
There are several internal factors that have been identified and acknowledged by the police management
which have been prioritised for implementation during the financial year. One of the most important areas is
leadership, specifically at police station level where police performance needs to be maximised. Corruption
and poor police performance are key elements that impacts negatively on the organisational reputation and
ability to deliver. Proper implementation of management principles that rewards managers for excellence
and consequences for poor performance, misconduct and corruption is a necessity and will be enforced
during 2012/13. Therefore, I expect that every member of the SAPS to espouse the values of the organisation
and act with compassion, professionalism and integrity, within the scope of the law.
These priorities constitute the main thrust of SAPS’ focus for 2012/13 and will direct the personnel within
the SAPS and their utilisation of resources over the forthcoming financial year. The Office of the National
Commissioner took the initiative to coordinate the engagement of all Deputy National Commissioners,
Provincial Commissioners and Divisional Commissioners of the SAPS in compiling the Annual Performance
Plan for 2012/13. This was followed by a thorough and inclusive consultative process to ensure accountability
and transparency with regard to the content and process of the Annual Performance Plan for 2012/13. The
planning that went into the development of this Annual Performance Plan was therefore thorough and
comprehensive, but the success of the implementation of this Plan lies with every member, irrespective of
where they work, be it national, provincial or station level.
Therefore, I call upon every member of the SAPS to direct their energies towards implementing this plan
through every action, word or deed they perform within the course of their duties. I call upon management
to guide members and support them in their efforts to give full effect to this Annual Performance Plan.
Lieutenant General NS Mkhwanazi
Acting National Commissioner
Annual Performance Plan 2012/13 v