A. ALL DIVISIONAL COMMISSIONERS

B. ALL PROVINCIAL COMMISSIONERS

C. All Commanders
SAPS COLLEGES AND TRAINING CENTRES

D. The Heads

Communication and Liaison Services
Information and Systems Management
Operational Support Services (Cluster Coordination)
Strategic Management
Efficiency Services
Internal Audit
HEAD OFFICE

E. All Section Heads
HEAD OFFICE
F. ALL DEPUTY NATIONAL COMMISSIONERS

G. The Chief of Staff
MINISTRY OF POLICE

H. The Secretary
NATIONAL SECRETARIAT OF POLICE

RE.ENLISTMENT IN THE SOUTH AFRICAN POLICE SERVICE: SOUTH AFRICAN POLICE SERVICE ACT, 1995: BAND A (CONSTABLE) TO MMS (SENIOR SUPERINTENDENT)

A-E 1. Head Offices minute 5/5/2 dated 2009-1 1-12, has bearing on this matter.

2. Applications for the re-enlistment of former members of the service are hereby invited.
Although applications for re-enlistment are currently invited by means of this circular, an
advertisement will also be placed in the Rapport, City Press and Sunday Times on
17 January 2010 in order to attract a wider pool of candidates.

3. The approved requirements for the re-enlistment of former members of the South African Police Service is attached hereto as annexure "A", an application form specifically developed for the purpose of re-enlistment, as annexure "B", address list as annexure "C" checklist as annexure "D"and implementation plan as annexure "E".

4. The contents of this circular, the requirements for re-enlistment as well as the application form will be available on the SAPS Intranet as well as the SAPS website: www.saps.gov.za

5. This is an open-ended advertisement (no closing date) and applications must be considered on an ongoing basis. However, applications that are received on/before 31 January 2010 will receive preference for appointment in the 200912010 financial year, subject to the availability of posts and/or funds.

6. Vacant posts in accordance with the approved Resource Allocation Guide (RAG) must be timeously identified. During the determination of the number of posts to be made available for the purpose of re-enlistment, you should take note of the following;

6.1 Permanent vacant posts must be identified in consultation with your Management Services, and must be in terms of your Resource Allocation Guide (RAG).

6.2 Permanent vacant posts for which acting allowances are currently being paid, must be prioritized.

6.3 Posts which have already been advertised, must not be earmarked for re-enlistments.

6.4 Record of the posts (full post particulars) to be made available for re-enlistment purposes must be kept.

7. Applicants must use the attached application form, annexure "B", and need not to attach curriculum vitae and/or other supportive information (i.e qualifications, etc) to their initial applications. However, in the event that an applicant is shortlisted, it will be expected of such applicant to submit all required supportive documents, which will include a comprehensive CV, It is not necessary to complete Form SAPS 37. A newly designed checklist is attached, as per annexure "D" which must be completed and attached to the complete application to Head Office. Driver's licences must be confirmed with the e-Natis system and printouts as proof thereof must form part of the complete application. Applicants are themselves responsible to obtain a completed commander's report, as being provided for in the application form.

7.1 In the event that an applicant's former commander is no longer available, such report must be completed and certified as correct by an officer to whom the applicant is known and who occupies at least one rank higher than the rank of the applicant, at the time when he/she left the Service.

7.2 Applicants are themselves responsible for sending their fully completed application forms to the relevant offices indicated in the attached annexure "C'. Only one application per applicant at any given point in time will be entertained.

8. Persap function 2.2 must be utilized to capture the applications, as follows:

8.1 All applications must be registered on the Persap computer system (Function 2.2.4) with project name REENLIST and computer printouts may be provided as proof of receipt of application.

8.2 The afore-mentioned functions are familiar to personnel at Provincial Division level dealing with internal post promotions, which personnel must be engaged to familiarize and assist recruitment personnel. However, should you require the assistance of Head Office, requests to the effect must be submitted to the Section Head, Recruitment and Staffing timeously.

8.4 Statuses of applications must be updated in step with the consideration thereof on the Persap computer system (i.e long list, short list and appointment awaiting approval) function 2.2.5 and 2.2.6.

9. Applications must be considered in terms of National Instruction 6/2005 (Selection and appointment of employees on post levels 1 to 12) and panels must be duly appointed to consider applications and verify all information of former commanders in the applicable report, where-after an informed decision on the recommendation for the re-enlistment of the applicants must be made.

10. During the process, an applicant whose appointment will promote representivity may receive preference.

11. Participation in the process does not establish any entitlement to be appointed. The National Commissioner is under no obligation to re-enlist former members who so apply, and similarly no former member of the South African Police Service has a right to be re-enlisted on the basis of being formerly employed.

12. Successful candidates will as far as possible be re-enlisted in the ranks they previously held in the Service and will be remunerated on the minimum salary notch applicable to their relevant rank.

13. The National Commissioner may, at any given time discontinue this process.

14. The steps as contained in the attached implementation plan, annexure "E", must be strictly adhered to and no deviations will be entertained. Although it is anticipated to appoint successful applicants with effect from 1 March 2010, the re-enlistment process will still continue thereafter and the time-lines as contained in the attached implementation plan must be utilised as basis for a continuous and speedy finalisation of applications.

15. Complete applications of recommended applicants must be forwarded to Head Office, for the attention of the Section Head: Recruitment and Staffing by no later than 19 February 2010.

16. On authorization for appointment by the Divisional Commissioner, Personnel Services, successful applicants will be appointed with effect from 1 March 2010.

17. Your cooperation in ensuring the selection on and appointment of suitable personnel will determine the success of the process on the re-enlistment of former personnel, but even more important, that a valuable contribution is made towards the addressing of service delivery and addressing the strategic objectives of the Service.

F-H. 1. Copy for your information.

DIVISIONAL COMMISSIONER PERSONNEL SERVICES
JKP PHAHLANE

 "A"

1. REQUIREMENTS FOR POSSIBLE RE-ENLISTMENT:

1.1 APPLICANTS MUST:

• Have been appointed as a member of the South African Police Service in a rank ranging from Constable (Band A) up to/ including Senior Superintendent (MMS);
• Have successfully completed basic Police training and relevant functional Police training courses (where applicable);
• Be in possession of at least a grade 12/ equivalent, or higher qualification;
• Have at least a valid light vehicle (code B) or heavier vehicle driver's licence;
• Be mentally, medically and physically fit;
• Have no criminal record;
• Be able to serve at least 10 years in the Service before reaching the compulsory pensionable age (60)
• Be willing to be deployed based on the needs of the Service which may include relocation at own expense and or accept a post away from current place of residence;
• Be willing to undergo a refresher's course;
• Not be involved in any business/ activity that will compromise the integrity of the Service;
• Not have served in a security establishment that would compromise State Security (i.e. Mercenary).

1.2 APPLICATIONS FROM FORMER MEMBERS WHO LEFT THE SERVICE UNDER ANY OF THE FOLLOWING CIRCUMSTANCES ARE NOT INVITED :

• Retirement (early retirement or compulsory retirement age);
• Dishonorably discharged and /or dismissed;
• Left the Service pending the finalization of a disciplinary enquiry and/or criminal proceedings;
• Left the Service due to ill health retirement/ medical boarding and cannot provide recent and conclusive evidence of recovery;
• Left the Service earlier on condition that he/she would not accept or seek re-appointment (i.e. voluntary service package, ect).

1.3 ALL APPLICATIONS WILL BE CONSIDERED BASED ON THE AVAILABILITY OF VACANT POSTS WITHIN THE SERVICE AND APPLICANTS MAY BE SUBJECTED TO:

INTERVIEWS;

MEDICAL EVALUATION;

FITNESS ASSESSMENT;

PSYCHOMETRIC EVALUATION, AND/OR

CRIMINAL BACKGROUND CHECK AND SECURITY VETTING PROCEDURE

UPON COMPLETION OF THE APPLICATION FORM, THE FOLLOWING IMPORTANT DIRECTIVES SHOULD BE COMPLIED WITH:

• The application form must be FULLY completed, dated and signed. All instructions on the application form must be adhered to, and it is the responsibility of applicants to approach their previous commanders to have the relevant part of the application completed before submitting their applications. Failure to do so may result in the application being rejected.
• Only the application form need to be submitted initially. However, in the event that an applicant is shortlisted, it will be expected of such applicant to submit all required supportive documents, which will include a comprehensive CV. The CV must contain full particulars of all boards on which an applicant serves, remunerated work outside the public service, career promotions/appointments, career developments, career history, current studies and qualifications.
• This form must be sworn to or affirmed and then be signed in the presence of a Commissioner of Oath.
• Applications that do not conform to the set criteria may be rejected.
• Correspondence will only be conducted with successful candidates, if you have not received any reply within 3 months of submission of your application, you may accept that your application was unsuccessful;
• During the process, an applicant whose appointment will promote representivity may receive preference;
• Participation in this process does not establish any entitlement to be appointed.
• The National Commissioner is under no obligation to re-enlist former members who so apply, and similarly no former member of the South African Police Service has a right to be re-enlisted on the basis of being formerly employed.
• The re-enlistment of the successful applicant will come into effect on the first day of the month following the date on which the National Commissioner approved such re-enlistment but not earlier than the day that an applicant commence with duty.
• Successful candidates will as far as possible be re-enlisted in the ranks they previously held in the Service and will be remunerated on the minimum salary notch applicable to their relevant rank;
• Applications must be submitted to the office of the relevant Provincial /Divisional Commissioner where the applicant wishes to be considered for re-enlistment (see attached address list).
• This advertisement is not subject to a closing date and applications will therefor be received, evaluated and considered on a continuous basis. However, applications received on or before 31 January 2010 will receive preference for appointment during the 2009/2010 financial year, pending the availability of posts and funds. The National Commissioner may, at any given time discontinue this process.

Issued by the South African Police Service, January 7 2010

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