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The professional role of the correctional officer in the rehabilitation of offendersMatetoa, Julia Mathuetsi 08 1900 (has links)
Corrections has always been conventionally known as an occupational discipline and
not a profession. The organization of corrections has been spoken of as a
penitentiary, bearing in mind that the models of the buildings were meant for
punishment; with correctional officers recognized as guards. The role of the guards
was that of the keeper of the keys and their duty was mainly custodial in nature. The
occupation was mainly attractive to white males with a record of unemployment and
not much education. The occupation was stable, and did not require for any extra
skill. Certain researchers believe that the selection methods for prison warders were
extremely relaxed with a small amount of empirical validity. There was also thinking
that a correctional officer needed a 20/20 vision and an IQ of an imbecile.
Conversely, it has been perceived that a correctional officer can be the most
significant individual in the offender’s life, having an influence in refining or declining
the success of the different treatment programs that an offender undergoes (Josi &
Sechrest, 1998, p. 3).
Corrections is a human service occupation. Therefore, human service workers need
to have knowledge of human behaviour and be able to assess their perspectives on
any behaviour wisely and thus formulate reliable estimations. This will give them the
opportunity to enjoy suitable decision making powers and formulate a trend on
professional behaviour. Their knowledge of human behaviour will also strengthen the capability to foresee behaviour and give special knowledge to prevent any
hesitancy(Williamson, 1990, p. 43).
The role of the correctional officers (security staff) has intensely changed over the
past few decades.The correctional officer is in today's corrections, expected to
balance security and still be responsible for changing the behaviour of offenders
constructively (Josi & Sechrest, 1998, p. 11). In order to have a comprehensive
understanding of the distinctive and contradictory role of the correctional officer, it is
very important to appreciate the changes that have transpired in penal philosophy all
through the centuries. Throughout the research, the researcher will make an effort to
capture the heritage of corrections and the evolving systems of punishment of
Europe, the United States of America and South Africa and look at the applications
of the rehabilitation concept and how the Correctional Officer has been utilised as a
skilled and knowledgeable professional in the whole process. The aim of the
research being to determine the effect that correctional and professional officers
have on rehabilitation of offenders and determine the process by which the
Correctional environment can be transformed to a true profession of highest integrity
and competence.
Objectives for the study will be:
• To analyse the history and development of Corrections internationally and its
philosophical background
• To examine the impact of the history of rehabilitation in the South African
Corrections system, from the development of the first prisons in 1652 to the
demilitarisation of prisons system in the 1990s, right through to the
actualisation of the South African White Paper on Corrections, 2005
• To critically examine the professional status of the Corrections occupation
against other existing professions. The issues on education, training,
credentialing, autonomy, code of ethics and special expertise are some of the
aspects that will be looked at as the primary criterion for professions
• To explain the conception of rehabilitation and its development and
application both internationally and nationally • To critically look at the importance of Corrections system while highlighting
the mandated role of the Correctional officer and the duality of the role of
balancing security and rehabilitation.
The study will contribute on the basis of knowledge in particular regard to Education
and Training of Correctional Officers. A model will be developed for South African
Correctional Services Systems and predominant focus will be on the performance
and education and training of Correctional Officers in South Africa. / Penology / D. Litt. et Phil. (Penology)
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Assessment of the perception of employees on the effective administration of performance management in the Department of Water Affairs and Forestry (DWAF) head officeMolapo, Pogiso 03 1900 (has links)
Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2007. / The Department of Water Affairs and Forestry (DWAF) has employeds
about 18 000 officials in both the water and forestry domains. Employees
in the same Forestry and Water sections perform differently. For
example, some of these employees in the same sections complain that
they have no work to do, while others in the same section complain that
they have too much work. It is not clear how performance bonuses are
allocated in the same Forestry and Water sections. The situation is
affecting staff morale and eventually service delivery provided by DWAF.
DWAF has a performance management system that is currently being
implemented throughout the whole Department. As indicated, this
system is not effective and it is not applied consistently with regard to all
staff members in the same sections and also in different sections of the
dDepartment. The study seeks to analyse the causes and circumstances
why some that other employees have little work to do, while others have
too much work to do. In short, it seeks to analyse as to why the current
system is ineffective and inconsistently applied. The main methodology
that informs this study is document and data analysis and thereafter,
follow interviews with DWAF officials from different sections of DWAF.
The recommendations based on conclusions and findings of this study
are that it is important to align individual and organisational goals, that
rewards and corrective measures should be part of the performance
management system and that capacity building, training and support
interventions are essential to ensure an effective and consistent
performance management system.
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An individual performance management system as a way of improving customer satisfaction at the City of Cape Town (Unicity) MunicipalityBrown, Mogamat Faizel 03 1900 (has links)
Thesis (MPA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: The focus of this research assignment is the evaluation of an individual Performance
Management system at local government level in the Cape Metropolitan Area. The
researcher has observed a possible decline in customer satisfaction towards the Cape
Metropolitan Council Administration and at other Administrations within the City of
Cape Town, and the press also highlighted complaints regarding the absence of an
entrenched customer care ethic among municipal officials. The researcher was
concerned with the way customers are being handled by municipal officials, and
sought to find a solution to the problem.
The researcher conducted research on what the ideal situation should be, and how
to reach the ideal situation, which included South African local government legislation
and discussion documents. The researcher also conducted an opinion survey (by
means of a questionnaire) within the CMC Administration, in order to obtain the
opinions of employees of the City of Cape Town's CMC Administration with regard to
perceptions of customer satisfaction, and the possible effect on customer satisfaction
should a Performance Management system be implemented within the City of Cape
Town.
It was found that, should a Performance Management system be introduced within
the City of Cape Town, it will contribute to efficiency in service delivery, and staff will
be held accountable for their work performance. It was also found that at local
government institutions (locally and internationally) where effective organisational
and individual Performance Management systems had been implemented, customer
satisfaction at these institutions has improved. It is therefore suggested by this
research that the City of Cape Town should implement an individual Performance
Management system and that customer satisfaction should improve over time. / AFRIKAANSE OPSOMMING: Die fokus van die navorsings opdrag is die evaluering van 'n individuele
werkverrigting- bestuurstelsel op die vlak van plaaslike regering in die Kaapse
Metropolitaanse Gebied. Die navorser het 'n moontlike afname in kliënte bevrediging
teenoor die Kaapse Metropolitaanse Raad (KMR) en ander Rade binne die Kaapse
Metropolitaanse Gebied opgelet, en die pers het ook klagte belig betrekkend die
afwesigheid van 'n verskansekliënte-sorg etiek onder munisipale amptenare. Die
navorser was bekommered met die manier waarop kliënte behandel is deur
munisipale amptenare, en het probeer om 'n oplossing te vind vir die probleem.
Die navorser het ondersoek ingestel, wat ingesluit het Suid_Afrikaanse plaaslike
regerings-wette en besprekings-dokumente, om uit te vind wat die ideale situasie is,
en hoe om hierdie situasie te bereik. Die navorser het ook 'n opinie opneming
ingestel (dmv. 'n vraelys) binne die KMR Administrasie, om sodoende die opinies van
die werkers van Stad Kaapstad se KMR Administrasie betreffend die waarnemings
van kliënt bevrediging, en die moontlike effek op kliënt bevrediging as 'n
werkverrigting bestuurstelsel in werking gebring word binne die Stad Kaapstad.
Daar is gevind, dat as 'n werkverrigting bestuurstelsel voorgestel word binne die Stad
Kaapstad, daar 'n verbetering sal wees in doeltreffendheid van diens gelewer, en
personeel sal verantwoordelik wees vir hul werkverrigtinge. Daar is ook gevind by
plaaslike regering-instansies (plaaslik en internasionaal) waar daar effektiewe
werkverrigting bestuurstelsels in werking gestel is, daar 'n verbetering in kliënte
bevrediging was. Dus word daar gesuggereer, deur dié navorser dat die Stad
Kaapstad 'n individuele-werkverrigting bestuurstelsel moet implementeer en dat
kliënt bevrediging mettertyd sal verbeter.
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An action research inquiry into outcomes-based education and training in an adult learning environment at the Forensic Science LaboratoryNaidoo, Jason 03 1900 (has links)
Thesis (MPhil)--University of Stellenbosch, 2006. / ENGLISH ABSTRACT: The Forensic Science Laboratory (FSL) is a component of the South African Police Service
(SAPS). The Questioned Document Unit (QDU) is a section within the FSL.
It has been practice in the QDU to recruit members of the SAPS for training as Questioned
Document Examiners within the FSL. Although the SAPS has a policy on education, training and
development, it is not applied. Even after the establishment of the South African Qualifications
Authority (SAQA) and the National Qualifications Framework (NQF), the QDU and the rest of the
FSL continued their training practices at the workplace outside the outcomes-based paradigm.
As part of standard practice, the FSL has taken content experts (forensic analysts) and turned them
into trainers. These forensic experts had no training qualifications and little or no facilitation skills.
Their knowledge of outcomes-based education (OBE) and adult learning was also either inadequate
or non-existent. This shortcoming has influenced the quality of learning in this environment. In
2004 the Forensic Science Laboratory began to give some members an opportunity to be trained as
trainers, assessors and moderators of learning. However, this has been a disjointed effort. Generally,
learners have had to endure a frustrating period of more than four years of internal training before
being certified as competent to act as examiners.
Before 1994 the QDU employed mostly white personnel as examiners. Most black personnel still
occupy the lower salary levels amongst examiners. There are no black trainers. At present (2006) in
the FSL, the tendency is that white personnel hold senior positions and black personnel are juniors.
There is covert racial tension among the members. In the QDU, the training manager has always been a trainer as well. In the training environment at
the QDU there have been obvious problems, namely –
���������� poor practice of OBE and adult learning;
���������� relationship problems between trainer and learners;
���������� distrust and a lack of communication and dialogue between trainer and learners; and
���������� underlying racial tension.
The action research process on which we (the learners, training manager and I) embarked was
aimed at –
���������� opening dialogue/communication between the training manager and learners;
���������� increasing learner participation in the process; and
���������� providing the opportunity for both the learners and the training manager
to increase their knowledge of adult learning and OBE.
We hoped that by making the entire action research process transparent we could create a platform
for the learners and the training manager to build relationships in order to bring about an
improvement in learning practice.
We used an action research process that included participation by both the learners and the training
manager. Change occurs within the action component of the action research process, while the
research component is meant to generate knowledge. We used a cyclic method that entailed stages
of planning, action, observation and reflection. Continuity was achieved by the reflection stage of
one cycle informing the planning stage of the next. The action research process used in this setting has supported the existing theory and assumptions
that adult learners want to participate, be involved in decision-making, and learn by doing. It has
also shown that they are critically aware.
The learning practice at the QDU has improved. The action research process that took place at the
unit can serve as a powerful case study for trainers who endeavour to improve practice in other
environments. / AFRIKAANSE OPSOMMING: Die Forensiesewetenskapslaboratorium (FWL) is 'n komponent van die Suid-Afrikaanse
Polisiediens (SAPD), terwyl die Betwistedokumente-Eenheid (BDE) ʼn afdeling binne die FWL is.
Sedert die stigting van die BDE was dit algemene praktyk om lede van die SAPD te werf en hulle
binne die FWL as eksaminatore van die BDE op te lei. Alhoewel die SAPD ʼn beleid het ten opsigte
van onderwys, opleiding en ontwikkeling, word dit nie toegepas nie. Selfs ná die totstandkoming
van die Suid-Afrikaanse Kwalifikasieowerheid (SAKO) en die Nasionale Kwalifikasieraamwerk
(NKR), het die BDE en die res van die FWL hul werkgebaseerde opleidingspraktyke buite die
paradigma van uitkomsgebaseerde onderwys voortgesit.
Die FWL het tot dusver forensiese skeikundiges in opleiers omskep. Hulle het geen kwalifikasies in
opleiding gehad nie en hul kennis van uitkomsgebaseerde onderwys (UGO) en volwasseneleer,
asook hulle fasiliteringsvaardighede, was onvoldoende. In sommige gevalle het dit geheel en al
ontbreek. Hierdie tekortkoming het ʼn nadelige invloed op die gehalte van leer gehad. Onlangs
(2004) het die FWL begin om sommige polisielede die geleentheid te bied om as opleiers, assessors
en moderators van leer opgelei te word, maar hierdie pogings is nog nooit behoorlik gestruktureer
nie. Binne die huidige opset is daar leerders wat meer as vier jaar interne opleiding moes ondergaan
voor hulle as bevoeg gesertifiseer is om as opleiers op te tree.
Die BDE het in die verlede meesal wit personeel in diens geneem as eksaminatore. Die meeste van
die swart eksaminatore in die BDE is op die laer salarisvlakke, en daar is geen swart opleiers nie.
Tans (2006) is daar hoofsaaklik wit personeel in die seniorposte in die FWL, met die swart
personeel meesal in juniorposte. Daar is onderliggende rassespanning onder die lede. In die BDE was die opleidingsbestuurder nog altyd ook ʼn opleier. Die volgende probleme is in die
opleidingsomgewing van die BDE geïdentifiseer:
��������� swak praktyk t.o.v. UGO en volwasseneleer;
��������� troebel verhoudings tussen die opleier en die leerders;
��������� wantroue en gebrekkige kommunikasie en dialoog tussen die opleier en die leerders; en
��������� onderliggende rassespanning.
Die aksienavorsingsproses wat ons (ek, die leerders en die opleidingsbestuurder) aangepak het was
daarop gemik om –
��������� dialoog/kommunikasie tussen die opleidingsbestuurder en die leerders te vestig;
��������� leerderdeelname in die proses te verhoog; en
��������� vir beide die leerders en die opleidingsbestuurder die geleentheid te bied om hul kennis van
volwasseneleer en UGO uit te brei.
Deur die hele aksienavorsingsproses deursigtig te maak, het ons gehoop om vir alle rolspelers ʼn
geleentheid te skep om verhoudinge te bou ten einde ʼn verbetering in die leerpraktyk teweeg te
bring.
ʼn Aksienavorsingsproses is aangewend wat deelname deur beide die leerders en die
opleidingsbestuurder ingesluit het. In aksienavorsing vind verandering binne die aksiekomponent
van die proses plaas, terwyl die navorsingskomponent daarop gemik is om kennis vir die
deelnemers – en as deel van die proses self – te genereer. Ons het ʼn sikliese metode gebruik wat
beplanning, handeling, waarneming en refleksie behels het. Kontinuïteit is verseker deurdat die
refleksiestadium van een siklus die basis gelê het vir die beplanningstadium van die volgende. Die aksienavorsingsproses wat in hierdie opset gebruik is, het die bestaande teorie en aannames
ondersteun dat volwasse leerders wil deelneem, dat hulle by besluitneming betrokke wil wees, dat
hulle wil leer deur te doen, en dat daar ‘n groter kritiese bewussyn is.
Die leerpraktyk aan die BDE het verbeter. Die aksienavorsingsproses aan die BDE kan ʼn
betekenisvolle gevallestudie wees vir diegene wat poog om hul praktyk in ander omgewings te
verbeter.
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Interaction goals in political accounts in isiXhosaMokapela, Sebolelo Agnes 03 1900 (has links)
Thesis (DLitt (African Languages))--University of Stellenbosch, 2008. / This study deals with research that has been conducted within three government
departments (Education, Health and Social Development) that form part of the social
needs cluster in the Province of the Eastern Cape. Five portfolio committee members
were interviewed in each department (six in the department of Health). Reproaches
(failures and challenges of service delivery and policy implementation) were
developed using information obtained from the “policy and budget speeches” of the
afore-mentioned departments.
In response to these reproaches, committee members had to give accounts
(responses, explanations and/or reason-giving). Four types of accounts (concession,
excuse, denial and justification) which are typical political accounts have proved to be
quite popular and focus has been given to them in the analysis. The focus on the
analysis of the accounts was given to effectiveness, argumentation (reasons or
arguments that are tendered in support of the accounts to establish the amount of
persuasiveness) and politeness.
The conclusions of the findings in the interviews were focused on three elements:
The interviewee: The analyses of the interviewees were discussed with regard to
the accounts together with the number of arguments given. Each reproach was
analyzed within an overview of the type of account with regard to three criteria:
effectiveness, argumentation and politeness. The analyses of the interviewees
were discussed individually with the help of tables of each interviewee. The focus
was on the accounts of justification and excuses. The interview was judged on
two parameters:
i. The number of accounts each interviewee has used with regard to the three
criteria above.
ii. A comparison was made to establish the relative merit of the interviewees
among themselves.
The reproach: various reproaches in the three departments were discussed
separately with regard to the number of accounts and arguments in each reproach. The focus was mainly on the accounts of justification and excuse. A
summary was given of the various reproaches with the four major types of
accounts. The same criteria of effectiveness, argumentation and politeness were
used. Judgment was given on the reproach or reproaches which have shown the
most attention in the interviews with regard to the total number of accounts which
have been used.
The account: various justifications and excuses which have been used in the
interactions were discussed with regard to effectiveness, argumentation and
politeness. The judgment was made as to which type of account was mostly
favored by the interviewees.
Implications of the research were discussed with regard to a comparative overview of
the political accounts in reproaches with specific attention to the type and frequency
of the account as well as possible reasons for this type of preferred account.
Four types of accounts have been used consistently in the interviews and among
these four types, justifications (36.6%) and excuses (46.1%) are generally favored by
all politicians who were involved in the interviews.
These accounts are quite popular among politicians because they work in their favor
as they are employed to reframe the consequences of the act with the ultimate aim of
changing negative perceptions about the policies of the department and/or
government (justifications) and to deny any responsibility and/or causal link between
the politician and the undesirable outcome of the policy and thereby implying that
there is no need for reproach (excuse).
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Beheer van die diskresionêre bevoegdhede van staatsamptenare : rol van die grondwet van die Republiek van Suid-Afrika, 1993 (Wet 200 van 1993)De Giorgi, Benita Valera 11 1900 (has links)
Ten einde arbitrere uitoefening van die diskresionere bevoegdhede waarmee staatsarnptenare
beklee word, te voorkom en te beperk, is beheer van sodanige bevoegdhede noodsaaklik.
In die verhandeling word die rol wat die Grondwet van die Republiek van Suid-Afrika, 1993
(Wet 200 van 1993) kan vervul in die uitoefening van beheer oor die diskresionere
bevoegdhede van staatsarnptenare ontleed. Sodanige ontleding geskied met verwysing na die
Handves van Menseregte en instellings en ampte wat hulle gesag en bevoegdhede aan die
1993-Grondwet ontleen. Bykomend hiertoe, word ondersoek ook ingestel na die belang en
relevansie van konstitusionalisme binne die konteks van publieke administrasie. / In order to prevent and to limit the arbitrary exercise of discretionary powers with which
public officials are endowed, it is necessary to control such powers. This dissertation
explores the role which the Constitution of the Republic of South Africa, 1993 (Act 200 of
1993) can fulfil in the exercise of control over the discretionary powers of public officials.
Analysis of the role of the 1993-Constitution in this regard, is done with reference to the Bill
of Rights and institutions and offices which derive their authority and powers from the
Constitution. In addition hereto, the importance and relevance of constitutionalism within the
context of public administration is also explored. / Public Administration and Management / M.A.
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An investigation into the role of the application form in the recruitment and selection of candidates in public service employment in South AfricaMasango, Reuben 06 1900 (has links)
The role and function of application forms is for the purpose of
recruitment and selection of candidates. Consequently, the role
of the application form in the recruitment and selection of
candidates, particularly
currently being used in
Africa, is investigated.
the application form Z83 and Z27
public service employment in South
Application forms, letters of application, curricula vitae, tests
and interviews are instruments which can be used in the
recruitment and selection of candidates. The source and nature
of application forms enable institutions to collect and provide
the required information in a precise manner compared to letters
of application and curricula vitae. Application forms can
provide basic information for tests and interviews.
Although application forms facilitate the recruitment and
selection of candidates, their completion and distribution can
cause problems. However, ways and means by which the use of
application form Z83 and Z27 can be improved in public service
employment exist. / Public Administration and Management / M. Admin.
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The professional role of the correctional officer in the rehabilitation of offendersMatetoa, Julia Mathuetsi 12 1900 (has links)
Corrections has always been conventionally known as an occupational discipline and
not a profession. The organization of corrections has been spoken of as a
penitentiary, bearing in mind that the models of the buildings were meant for
punishment; with correctional officers recognized as guards. The role of the guards
was that of the keeper of the keys and their duty was mainly custodial in nature. The
occupation was mainly attractive to white males with a record of unemployment and
not much education. The occupation was stable, and did not require for any extra
skill. Certain researchers believe that the selection methods for prison warders were
extremely relaxed with a small amount of empirical validity. There was also thinking
that a correctional officer needed a 20/20 vision and an IQ of an imbecile.
Conversely, it has been perceived that a correctional officer can be the most
significant individual in the offender’s life, having an influence in refining or declining
the success of the different treatment programs that an offender undergoes (Josi &
Sechrest, 1998, p. 3).
Corrections is a human service occupation. Therefore, human service workers need
to have knowledge of human behaviour and be able to assess their perspectives on
any behaviour wisely and thus formulate reliable estimations. This will give them the
opportunity to enjoy suitable decision making powers and formulate a trend on
professional behaviour. Their knowledge of human behaviour will also strengthen the capability to foresee behaviour and give special knowledge to prevent any
hesitancy(Williamson, 1990, p. 43).
The role of the correctional officers (security staff) has intensely changed over the
past few decades.The correctional officer is in today's corrections, expected to
balance security and still be responsible for changing the behaviour of offenders
constructively (Josi & Sechrest, 1998, p. 11). In order to have a comprehensive
understanding of the distinctive and contradictory role of the correctional officer, it is
very important to appreciate the changes that have transpired in penal philosophy all
through the centuries. Throughout the research, the researcher will make an effort to
capture the heritage of corrections and the evolving systems of punishment of
Europe, the United States of America and South Africa and look at the applications
of the rehabilitation concept and how the Correctional Officer has been utilised as a
skilled and knowledgeable professional in the whole process. The aim of the
research being to determine the effect that correctional and professional officers
have on rehabilitation of offenders and determine the process by which the
Correctional environment can be transformed to a true profession of highest integrity
and competence.
Objectives for the study will be:
• To analyse the history and development of Corrections internationally and its
philosophical background
• To examine the impact of the history of rehabilitation in the South African
Corrections system, from the development of the first prisons in 1652 to the
demilitarisation of prisons system in the 1990s, right through to the
actualisation of the South African White Paper on Corrections, 2005
• To critically examine the professional status of the Corrections occupation
against other existing professions. The issues on education, training,
credentialing, autonomy, code of ethics and special expertise are some of the
aspects that will be looked at as the primary criterion for professions
• To explain the conception of rehabilitation and its development and
application both internationally and nationally • To critically look at the importance of Corrections system while highlighting
the mandated role of the Correctional officer and the duality of the role of
balancing security and rehabilitation.
The study will contribute on the basis of knowledge in particular regard to Education
and Training of Correctional Officers. A model will be developed for South African
Correctional Services Systems and predominant focus will be on the performance
and education and training of Correctional Officers in South Africa. / Penology / D. Litt. et Phil. (Penology)
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A model of performance management for the parole boards in South Africa : a penological perspectiveMashabela, Manaso Pelmos January 2011 (has links)
One of the fundamental objectives of the criminal justice system in any country is to punish, rehabilitate, deter, incapacitate and reintegrate offenders into communities. The main motive of punishment therefore is to transform criminals into responsible and law-abiding citizens. Parole is acknowledged as an internationally accepted mechanism that allows for the conditional release of offenders from correctional centres into the community and forms one of the most important components of the criminal justice system value chain. The release of the offenders on parole therefore, does not negate the objectives of punishment but entrenches them through setting conditions by which all parolees must abide by. In other words, all offenders released on parole are supervised at all times by parole officials within their communities to ensure that they comply with their conditions. It is for this function- to grant parole to offenders, that the parole boards have been established in different countries.
The Department of Correctional Services in South Africa has adopted the independent model of parole which provides for the parole boards that are headed by independent members from the public appointed by the Minister of Correctional Services. Parole is administered by the parole boards and has, as one of its main functions the release of offenders based on their eligibility. The absence of the performance management system for the parole board makes parole board decision making less transparent and government accountability difficult to establish. Performance management systems have been used to strengthen good governance. The purpose of this study is to contribute to the design of a model of performance management of the parole boards in the Department of Correctional Services in South Africa. / Penology / D.Litt. et Phil. (Penology)
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The role of higher education in public sector education and training : the case of the School of Government, University of the Western CapeHamza, Enayatulla 12 1900 (has links)
Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010. / ENGLISH ABSTRACT: The provision of Public Administration education and training has been under the spotlight by Higher Education
Institutions (HEIs) since the early 1990’s and has received further prominence by the South African government in recent
years. The 1994 democratic elections has brought about challenges and opportunities for educational and training
institutions, among others, to reflect on their programme content, methodology and clientele and to gear themselves
towards the needs of a “developmental state”. In response to these challenges and opportunities, South African HEIs of
various types and sizes have attempted to introduce or reform Public Administration education and training programmes
to both fit into the new political dispensation and help transform its public service. However, the emergence of these
new education and training programmes have not been without difficulties.
Notable efforts have been the emergence of schools of governments or public management at various tertiary
institutions all of which purport to educate and train public officials for a democratic service. The euphoria that
accompanied the institutional reforms might suggest that all is well, but the reality records that not all programmes have
lived to their ideals. In the light of the above context, this study focuses on the School of Government (SOG), University
of the Western Cape (UWC). The school has been selected due to its formal commitment to the provision of public
service education and training for the post-apartheid civil service. The study focuses on the role of the school, its
leadership, structure, content and processes of education and training programmes for the public service in the country.
The study explores the broad global and national role of HEIs in general, and their particular role in the provision of
Public Administration education and training. The study traces the global and national debates with respect to how public
servants ought to be educated and trained, and illustrates the Public Administration education and training challenges
faced in South Africa. The study also explores the legislative and policy framework governing HEIs and public sector
education and training in South Africa.
The evaluation of the UWC School of Government is based on the adaptation of the IASIA/UNDESA Standards of
Excellence model to measure the role and performance of the case. The case study is measured through the application
of institutional and programmatic criteria. In addition to the institutional criteria, the programme criteria focuses on the
SOG’s programme development and review processes, its programme content, programme management and
administration, and the performance of its programmes. The analysis of the case study is preceded by a historiography
and background of the SOG and its education and training programmes. A critical analysis of the case study is
undertaken in relation to the institutional and programmatic criteria mentioned above. Based on the findings of the study,
the thesis concludes with recommendations relevant to the case study and provides more general recommendations
applicable to institutions involved in the provision of Public Administration education and training. / AFRIKAANSE OPSOMMING: Die voorsiening van Publieke Administrasie onderrig en opleiding is onder die vegrootglas by hoër onderwys instellings
(HOIs) sedert die vroeë 1990’s en het in onlangse jare verdere prominensie verkry by die Suid Afrikaanse regering. Die
1994 demokratiese verkiesing het uitdagings en geleenthede vir onderrig en opleiding instellings teweeg gebring om,
onder andere, te besin oor programinhoud, metodologie en kliëntebasis en om hulself in rat te kry vir die behoeftes van
die ontwikkelingstaat. In reaksie op hierdie uitdagings en geleenthede poog Suid Afrikaanse HOIs van verskillende tipes
en groottes om Publieke Administrasie onderrig en opleidings programme in te stel of te hervorm sodat dit by die nuwe
politieke bedeling inpas en help om die publieke diens te transformeer. Die ontwikkeling van nuwe onderrig en
opleidings programme sou egter nie sonder sy eiesoortige probleme wees nie.
Die ontstaan van Skole vir Openbare Bestuur (SOB) by verskeie tersiêre instellings was aan die orde van die dag en kort
voor lank was voormelde instellings almal daarop uit om staatsamptenare vir ‘n demokratiese staatsdiens op te lei. Die
euforie wat met hervorming gepaard gegaan het, sou die skyn wek dat alles goed en wel is, maar die realiteit toon dat
nie alle programme aan die ideale wat gestel is voldoen het nie. In die lig van voormelde, fokus hierdie studie op die
Skool vir Openbare Regering (SOR) aan die Universiteit van Wes-Kaap (UWK). Die SOR is gekies vanweë sy formele
toewyding tot die onderrig en opleiding van studente vir die publieke sektor in post-Apartheid Suid-Afrika. Voorts sal die
ondersoek fokus op die rol van die Skool, leierskap struktuur, onderriginhoud asook programprosesse vir onderrig en
opleiding in die openbare sektor.
Die studie ondersoek die globale en nasionale rol wat HOI’s in die algemeen speel en in besonder die voorsiening van
onderrig en opleiding in Publieke Administrasie. Verder volg die studie die globale en nasionale diskoerse oor hoe
staatsamptenare opgelei en onderrig behoort te word en illustreer, aan die hand hiervan, die uitdagings waarmee die
onderrig en opleiding van Publieke Administrasie in Suid-Afrika te kampe het. Die studie ondersoek ook die wetlike en
beleidsraamwerk waarbinne HOI’s en die publieke sektor in Suid-Afrika gereguleer word.
Die SOR aan die UWK word dan geevalueer aan die hand van die IASIA/UNDESA Model van Standaarde van
Uitsonderlikheid wat ook die rol en vordering in die gevallestudie meet. Meting van gevallestudie geskied met behulp van
die toepassing van institutionele en programmatiese kriteria. Addisioneel tot die institutionele en programkriteria word
daar ook gefokus op; programontwikkeling en hersieningsprosesse, programinhoud, programbestuur en administrasie
en program vordering binne die SOR. Ontleding van die gevallestudie word voorafgegaan deur ‘n historiese oorsig en
agtergrond van die SOR; en sy onderrig en opleidingsprogramme. In verhouding tot sy institutionele en programmatieka
kriteria, soos vermeld, word die studie onderwerp aan kritiese ontleding en ondersoek. Gebaseer op die bevindings van
die ondersoek, maak die tesis direk-verwante aanbevelings asook algemene aanbevelings gerig op instellings in die
breë wat betrokke is by die onderrig en opleiding van Publieke Administrasie.
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