Police officers are exposed to stress outside the range of usual human experience. The operational duties of police work, by their very nature, may at any time place officers in life threatening situations (McCraty, Tomasino, Atkinson and Sundram, 1999). These life threatening situations often lead police officers to experience different kinds of trauma. Certain temperament characteristics have throughout time been implicated as vulnerabilities toward trauma (Marais, 2005). This research study aimed to investigate this relationship between temperament styles and the effects of traumatic events on police officers working as dog handlers at the SAPS Dog Unit, Soweto. An exploratory-descriptive research design with a combination of qualitative and quantitative research methods was used to address the aims of the study. Use of the Keirsey’s Temperament Sorter indicated that from the fifteen respondents who took part in this study the majority demonstrated a tendency towards extraversion, sensation, feeling and judging. The sensation subscales showed a weak, yet significant relationship with both intrusion and avoidance symptoms which were measured by the Impact of Event Scale – Revised (IES-R). In addition to the IES-R the researcher made use of a semi-structured interview schedule to determine the effects that traumatic work incidents had on the respondents. Common themes that emerged from the interviews included: denial, emotional detachment, lack of trust and a lack of selfknowledge. The main conclusion that emerged from the study was the need to empower police officers by helping them gain self-awareness in terms of their unique ways of coping with trauma.

ABSTRACT Durban's “Golden Mile” is the city’s most prominent tourist attraction and contributed ± R225 million towards much needed job creation and poverty alleviation in the region during the 2007 financial year, a trend which is set to increase dramatically during the FIFA (Fédération Internationale de Football Association) 2010 Soccer World Cup, which was awarded to the Republic of South Africa. The City of Durban will host eight World Cup matches, including a semi-final at the newly designed Moses Mabhiba World Cup 2010 Stadium. The high incidence of violent crimes committed against tourists, which is also reported on in the international media, has caused the concern that if tourists perceive the beachfront to be unsafe they will be hesitant to visit Durban again, while the likelihood also exists that they might discourage other potential visitors. This paper is an attempt to provide input to the discourse on the matter based on empirical research. Much of the research on crime and tourism is founded on economic models of criminal behaviour. The current study contributes to the expanding crime and tourism literature by providing facts and accurate statistics instead of anecdotal information on violent crime and tourism, more specifically with regard to the so-called “street robberies”. From the data collected and analysed, it will become evident that during 2006, 90% of the street robberies reported to Golden Mile hotel security was not documented in the form of a case docket with the SAPS. Through the use of qualitative data analysis techniques such as theming, coding and categorising, the study will also reveal that all the respondents who completed the open-ended questionnaire are of the opinion that preliminary crime scene investigation of street robberies committed against tourists on Durban’s Golden Mile was, for a variety of reasons, ineffective. Finally, based on the relevant literature as well as the findings of the study, a number of recommendations will be put forward.

The goal of this study was to conduct a needs assessment for a pre-retirement programme in the South African Police Service. The need for this study has arisen from the unavailability of a pre-retirement programme within the organisation which leads to the exit of employees, most probably unprepared for retirement, either in terms of financial or social aspects. The applied research study was conducted in order to explore the necessity for a pre-retirement programme in the South African Police Service. A quantitative research approach was utilised in order to gain numerical data that would determine the needs of both serving and retired employees of the South African Police Service. Two samples were utilised to collect data. The first sample which consisted of 80 units of analysis was for serving employees with a response rate of 100%. The second sample which consisted of 35 units of analysis was for retired employees with a response rate of 69%. A probability sampling method, known as simple random sampling was utilised to select the first sample of respondents. A non-probability sampling method in the form of purposive sampling was utilised for retired personnel. Two well-designed questionnaires were utilised to collect data from both serving as well as retired employees. The data presented statistically, transforming it into figures, percentages, tables, graphs and charts. All respondents signed a consent form prior to the commencement of data collection. The findings of the study proved beyond reasonable doubt that the lack of a pre-retirement programme in the South African Police Service leads to the exit of personnel from the organisation even though they are not prepared for retirement. Therefore, based on these findings, it can be concluded that there is a need for a pre-retirement programme for the South African Police Service. / Dissertation (MSW)--University of Pretoria, 2013. / gm2014 / Social Work and Criminology / unrestricted

Chapter one is discussing the introduction and summary as well as the research methodology of this study. The introduction describes the identified problem statement of this study. Like the title indicates this study is looking at the necessity of the permanent chaplaincy in the South African Police Service (SAPS). From time to time certain questions are raised about the right of existence of the chaplaincy in the police. These questions are: • Why is there a permanent chaplaincy in the SAPS? • Why must the government pay permanent chaplains to minister to SAPS employees? • Why can’t the local pastor/assembly take care of the spiritual needs of SAPS employees? The constant questioning whether or not it is necessary to have chaplains on a permanent basis in the SAPS and what role they play in the police, forms the basis of the problem statement and thus the focus point of the discussion of the research of this study. Chapter two describes the heart and the soul of the chaplaincy in the SAPS. This will be done by looking into the history of the chaplaincy and from the very first temporary chaplain until it later became a permanent position in the police with continual growth upto today. This chapter is also looking at the status of the chaplain in the SAPS as well as the chaplaincy as a international phenomenon. The research is also focusing on the role of the permanent chaplain in the SAPS. This chapter is also discussing the criticism against the chaplaincy as a full time job in the SAPS as well as the answers on these questions from the SAPS national chaplaincy. Chapter two is also looking at the appointment of the chaplain in the SAPS and his heavy load of spiritual programmes in the police. Chapter three is a theological discussion of the role of the chaplain as a spiritual counselor with spiritual counseling as the main subject of this chapter. Further is the researcher also discussing the chaplain as counselor in the following counseling areas:  Marriage counseling  Trauma debriefing  Crisis counseling  Counselor in conflict situations  Pre marital counseling  Marriage enrichment  Family and child counseling The role of the chaplain as counselor is thoroughly research in this chapter as well as the significant role that he is playing in the lives of the police members. Chapter four is looking at the vision and mission of the SAPS as well as the vision and mission of the chaplaincy. What role does the chaplain play in abovementioned visions and missions? To understand and rate the role of the chaplain the researcher will be looking at both the vision and mission of the SAPS and chaplaincy. The researcher will also be looking at spiritual growth in service delivered unto police members. This can only be measured through the statistics of pro-active spiritual programmes and other spiritual activities of the chaplaincy presented to police members. The role of the chaplain as well as his role with his colleagues in the SAPS (The Employee Assistant Services – social workers, psychologists and chaplains) will be researched in their joined strive to reach and better the goals of the vision and mission of the SAPS. Chapter five is looking at the theological fundamentals of the chaplaincy in the SAPS. This consists of: • Theology of religions • The fact of the multi religious context in the SAPS • The origin of religions • The creation purpose, fall and restoration of mankind • What role are the police and the chaplains playing in the context of Biblical theology. Can the permanent chaplain make a difference in the SAPS today, and other questions are looked at from a theological perspective in this chapter. Chapter six discusses the conclusions that has been made of this research study and present certain recommendations and make some valuable proposals. Then the researcher concludes with a summary and some final remarks. / Dr. Dennis Erasmus Prof. Jan du Rand

South Africa is known for being a country with high crime rates. Many factors contribute to this notion. Cape Town is ranked 14th on the list of the most violent cities in the world. Furthermore, gang violence in the Western Cape is believed to be the highest in South Africa, with the South African Police Service (SAPS) considering 25 of the Western Cape's 151 police stations as gang related police stations. It is apparent that South Africa as a developing country falls short in addressing the social ills in our communities, such as continued high unemployment rates, gangsterism, and the formation of illegal partnerships due to money greed and boredom (lack of motivational support in the form of activities provided, especially among the youth). The objective of the study was to describe and analyse the police service delivery challenges experienced by Western Cape Station Commanders in the context of the crime statistics retrieved from published SAPS data. This research explored police service delivery challenges through the lens of Station Commanders from the 151 police stations in the Western Cape. Thus, the research question was formulated as follows: "What are the service delivery challenges experienced by Station Commanders at police stations in the Western Cape?" The target population comprised all Station Commanders in the Western Cape. For the data collection, a survey strategy was adopted. The data collection tool was a telephonic interview conducted in a systematic manner. The data of the profiling survey of all Station Commanders in the Western Cape Province conducted by the Department of Community Safety, were utilised to analyse the police service delivery challenges they face. The Know Your Station Commander Tool (KYSCT) is a survey tool developed with 'profiling questions' of the Station Commanders at every police station in the Western Cape. In general, limitations prohibiting police service delivery do exist from time to time, but when the lack of service delivery is experienced over long periods, it points to deep-rooted issues that need intervention, not merely observation. This study revealed that the top ten (10) service delivery challenges experienced by the Station Commanders in the Western Cape are: 1) Shortage of human resources; 2) Insufficient physical and aging resources; 3) Extended unproductive meetings; 4) SAPS 2 building and office infrastructure challenges; 5) Lack of involvement of all government departments; 6) Low morale of members; 7) Administrative-intense tasks to maintain a paper-trail; 8) Community police relations; 9) Population growth and development (police to population ratio unbalanced); and 10) Absenteeism.

Background In order for the South African Police Service to fulfil its mandate of creating a safe and secure environment, various human, financial, and technological resources are required. Hence, the availability of adequately trained human resources is considered critical in ensuring that the South African Police Service is able to fulfil its roles and responsibilities. Without the efforts, knowledge, capabilities, and committed behaviour of its police officers, the organisation would not be able to achieve its objectives and deliver on its mandated duties. However, recent data published by the South African Police Service revealed an increase in employee turnover, particularly at senior levels within the organisation and among highly skilled/specialist staff. Due to the stringent requirements of law-enforcement positions, the recruitment and selection of police officers is a lengthy, costly and often complex process. This is even more applicable to those in senior and highly skilled and/or specialist positions. It is, therefore, of paramount importance that an effective retention strategy is put in place to curb voluntary employee turnover and thus ensure the retention of scarce skills within the police force. Aim of the Study Being able to retain and engage police officers, a scarce resource, is vital for the South African Police Service in ensuring that it is able to fulfil its legislated mandate. Therefore, the aim of the present study was to identify the push and pull factors and/or the reasons that are most commonly related to voluntary turnover among the employees of the organisation. Identification of these factors would make it possible to present recommendations and/or to propose strategies, policies and practices that could be implemented to increase the retention of skilled senior staff. Method A descriptive research design was utilised. To address the research question, copies of archived exit-interview questionnaires were obtained from the South African Police Service. When an employee tenders his/her resignation, an exit interview is conducted by a trained interviewer (typically a social worker, psychologist or chaplain). During this meeting, an exit-interview questionnaire is completed and archived. This questionnaire consists of both closed-ended and open-ended semi-structured questions. A sample of exit-interview questionnaires (n=91) that comprised questionnaires from employees who held the rank of Sergeant, Warrant Officer or Captain and who had voluntarily resigned from the Western Cape South African Police Service during the 2016/17 fiscal year was obtained. Both qualitative and quantitative data obtained from the exit-interview questionnaires were analysed. Findings The findings suggested that overall, the South African Police Service was considered a good employer. The most prevalent reason for employee turnover was found to be related to the perceived safety of individuals and the risk to employees’ lives in carrying out their duties. The reasons given for resigning from the organisation were divided into two categories, namely individual factors (i.e., related to the person) and organisational factors (i.e., related to the organisation). Individual factor variables provided by respondents as reasons to leave included health, relocation, further studies, family time, rest, long service, and age. Organisational factors included better career opportunities; business opportunities; unfair treatment; lack of recognition, promotion or advancement opportunities; undesirable working hours; and issues with leadership/management. Recommendations Based on the findings, it is recommended that an effective retention strategy is implemented within the South African Police Service that includes career development, health and wellness, reward and recognition, work-life balance, and leadership. This recommended retention strategy should value transparency and empowerment and should aim to create a workplace that is conducive to good working conditions through enhancing team cohesion; creating opportunities for learning; and improving service delivery, the quality of work life, and work-life balance.

This study sought to measure the perceptions of the community on the prevalence of police corruption and its impact on service delivery in the Pretoria Central area. Using a literature review and 25 in-depth unstructured interviews, the study found that the majority of community members regard most police officials as corrupt. A lack of understanding on the part of the police of the negative impact that actual or perceived police corruption has on sound police-community relations was evident. Recruitment without proper vetting of the workforce emerged as one of the causal factors for corruption. The study provides several recommendations for the enhancement of the South African Police Service‟s systems to militate against incidents of corruption and its impact on police service delivery. / Police Practice / M. Tech. (Policing)

This study sought to measure the perceptions of the community on the prevalence of police corruption and its impact on service delivery in the Pretoria Central area. Using a literature review and 25 in-depth unstructured interviews, the study found that the majority of community members regard most police officials as corrupt. A lack of understanding on the part of the police of the negative impact that actual or perceived police corruption has on sound police-community relations was evident. Recruitment without proper vetting of the workforce emerged as one of the causal factors for corruption. The study provides several recommendations for the enhancement of the South African Police Service‟s systems to militate against incidents of corruption and its impact on police service delivery. / Police Practice / M. Tech. (Policing)

The study evaluated the training and development in Vereeniging cluster. The South African Police Service is the principal law enforcement institution and has a crucial role in contributing to the safety and security of South African citizens, including those who visit the country. Based on this it is essential that the organisation has skilled employees who will be able to meet the objectives and future challenges of the organisation. Training and development, therefore, is regarded as an important tool by an organisation, to facilitate the learning and development of all employees of the South African Police Service. Training and development identify, assure and develop individual competencies that will assist them to perform their current and future jobs. The research was conducted in the Vereeniging cluster. Only six stations were considered part of the target population. The respondents were randomly selected from the following stations: Heidelberg, Meyerton, Kliprivier, DeDeur, Ratanda and Vaal Marina. The systematic sampling method was used, where each unit had a chance of being selected. The duty list was utilised to obtain the sample. Structured questionnaires were utilised to obtain the responses from the respondents. The results of the findings indicated that employees were not satisfied about the recruitment and selection procedure and need assessment is not done before employees are sent for training. Respondents indicated that training equipment is not sufficient to assist them to acquire more knowledge during the facilitation of the learning programme. The results also highlighted that post-training appraisal is not done after each learning programme, which is important to determine the need for re-training, if any. The study concludes and recommends that the SAPS should focus on ensuring that the skills development facilitators understand the primary role of skills development. Training practices should be in line with the training standards and requirements and should be systematic and transparent / M Development and Management--North-West University, Vaal Triangle Campus, 2015.

The study evaluated the training and development in Vereeniging cluster. The South African Police Service is the principal law enforcement institution and has a crucial role in contributing to the safety and security of South African citizens, including those who visit the country. Based on this it is essential that the organisation has skilled employees who will be able to meet the objectives and future challenges of the organisation. Training and development, therefore, is regarded as an important tool by an organisation, to facilitate the learning and development of all employees of the South African Police Service. Training and development identify, assure and develop individual competencies that will assist them to perform their current and future jobs. The research was conducted in the Vereeniging cluster. Only six stations were considered part of the target population. The respondents were randomly selected from the following stations: Heidelberg, Meyerton, Kliprivier, DeDeur, Ratanda and Vaal Marina. The systematic sampling method was used, where each unit had a chance of being selected. The duty list was utilised to obtain the sample. Structured questionnaires were utilised to obtain the responses from the respondents. The results of the findings indicated that employees were not satisfied about the recruitment and selection procedure and need assessment is not done before employees are sent for training. Respondents indicated that training equipment is not sufficient to assist them to acquire more knowledge during the facilitation of the learning programme. The results also highlighted that post-training appraisal is not done after each learning programme, which is important to determine the need for re-training, if any. The study concludes and recommends that the SAPS should focus on ensuring that the skills development facilitators understand the primary role of skills development. Training practices should be in line with the training standards and requirements and should be systematic and transparent / M Development and Management--North-West University, Vaal Triangle Campus, 2015.