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.

Thesis (MA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: THE COMPETENCY PROFILE OF A TRAUMA DEBRIEFER IN THE SOUTH AFRICAN POLICE SERVICE: Trauma debriefing interventions are done in the South African Police Service to prevent the onset of Post Traumatic Stress Disorder. The existing trauma debriefing team rendering this service consists of psychologists, social workers and chaplains. There is currently no selection model or procedure available to select successful trauma debriefers and evidently not all professionals can automatically function effectively in a trauma work environment. The need has thus arisen to develop a competency profile of a successful trauma debriefer from which a selection battery can be develop. Before a profile can be compiled, a job analysis has to be done to discover the competencies of a trauma debriefer. For the purpose of this study the functional job analysis method was used and it can be described as: "Who performs what action for wat reason with which tools, equipment or job aids following what instructions." The information gathered from questionnaires to debriefers, questionnaires to victims of trauma, the critical incident method and a focus group were used to compile a job description for a trauma debriefer. Information was also obtained regarding the competency potential of a successful trauma debriefer specifically concerning knowledge (capacity) and personality traits (dispositions). Ten different trauma debriefer competencies were identified and discussed in conjunction with the mentioned competency potential. The given profile can now form the basis for the development of a selection battery for a successful trauma debriefer. / AFRIKAANSE OPSOMMING: Trauma-ontlonting in die Suid-Afrikaanse Polisie diens word gedoen om Posttraumatiese Stresversteuring sover moontlik te voorkom. Trauma-ontlonters, wat uit sielkundiges, maatskaplike werkers en kapelane bestaan, word gebruik om die diens te lewer. Daar bestaan egter geen keuringsmodel vir die keuring van die traumaontlonters nie. Die literatuur en die praktyk het dit bewys dat nie alle professionele persone noodwendig effektiewe traumawerkers is nie. Die nodigheid het dus ontstaan om 'n bevoegdheidsprofiel van 'n suksesvolle ontlonter saam te stel en daaruit 'n keuringsbattery te ontwikkel. Alvorens 'n profiel saamgestel kan word, moet 'n posontleding gedoen word om inligting oor die bevoegdhede van die trauma-ontlonter te bekom. Vir die doeleindes van hierdie studie is die funksionele posontledingsmetode gebruik wat beskryf kan word as: "Who perform what action for what reason with what tools, equipment or job aid following what instruction." Om die inligting te bekom is van vraelyste aan ontlonters, vraelyste aan getraumatiseerde lede, kritieke insident metode en 'n fokusgroep gebruik gemaak. Hieruit is die trauma-ontlonter se posbeskrywing opgestel. Verder is inligting bekom oor bevoegdheidspotensiaal van 'n suksesvolle traumaontlonter. Dit behels kennis (kapasiteite) en persoonseienskappe (disposisies). Dit is ook uit die literatuur en vanaf onderwerpkundiges bekom. Tien ontlontersbevoegdhede is geïdentifiseer wat omskryf is en waarby die bevoegdheidspotensiaal ingeweef is. Vanuit hierdie profiel kan 'n keuringsbattery ontwikkel word.

M. Tech. Policing / One of the greatest challenges facing the South African Police Service (SAPS) as well as other law enforcement agencies elsewhere is how to maintain the enthusiasm officers shared before graduating from the academy whilst on the job. Critical areas of police service policy and procedure is not only affecting officer's morale, but also having a severely detrimental effect on the public's confidence in the police as a whole. Officers within the SAPS Public Order Policing Unit in Tshwane Metropolitan area exhibit low morale, a loss of interest in their work, and are not fully engaged in the workplace or their duties. The general appearance of members and job dissatisfaction are also common signs in a workplace where members have low morale. Employees assigned or deployed within the Unit often fail to participate or pull their weight in the spirit of collaboration with their colleagues. Discipline issues, such as insubordination and poor attendance, are also signs of low morale. The fundamental purpose of this study is to determine the main causes of low morale within the SAPS Public Order Policing Unit in Tshwane Metropolitan area.

Thesis (MPA)--University of Stellenbosch, 2004. / ENGLISH ABSTRACT: This research study explores the impact of organisational culture with specific reference to the South African Police Service (SAPS) culture on service delivery. The two interrelated concepts "organisational culture and service delivery are discussed broadly in terms of their challenges for the contemporary policing function which put emphasis on the provision of police service and accounatbility to the broader community. The premise of the study is based on literature research evidence that organisational culture is an important factor to influence employee behaviour towards organisational effectiveness and also determine how they respond to its external environment. At the same time a strong organisational culture can be rigid and become a hindrance to change. Service delivery is a critical challenge to the government's ongoing efforts to ensure that its delivery process is efficient and responsive, particularly to the needs of the previously disadvantaged communities. In recent years, this challenge reinforced the government to embark on broad transformation mechanisms in order to position public institutions in an environment where service delivery meets the public needs and expectations. Some of these mechanisms include the promulgation of legislation, regulations and a series of policy frameworks notably, The White Paper on Reconstruction and Development (ROP), 1994, The White Paper on the Transformation of the Public Service of 1995, Public Service Regulation of 1999 etc. However, the provision of efficient service delivery in public institutions is usually constrained by various factors such as lack of capacity and shortage of competency skills, financial and technological resources as opposed to the private sector which normally have these resources in abundance. Since lack of sufficient financial resources will always be a challenge for public service delivery enhancement, this study suggests that public institutions can incorporate some private sector strategies in order to be innovative and improve efficiency. Apart from a lack of the above mentioned resources as contributing factor to inefficient service delivery, available theory on organisational culture state that it is an all encompassing factor that influences employee behaviour in public institutions. Chapter 3 provides a theoretical framework on the concept of organisational culture, its formation, and its sources, how it is sustained in the organisation. Various models and examples of organisational culture as found in small and big organisations such as those associated with government agencies are analysed and distinguish in terms of why the size of the organisation can determine its prevailing culture. Small organisations with flat structures are considered to be flexible, autonomous, innovative and responsive to customer needs. On the other hand the traditional bureaucratic organisations such as government agencies like police organisations tend to be characterised by highly formal hierarchical structure with too many layers, operational rules and regulations which are intended to enforce control measures. However, type of structures are criticised for rigid systems, autocratic, and slow. Models for changing organisational culture in order to increase its effectiveness are suggested. After a theoretical discussion on both the concepts organisational culture and service delivery, the SAPS was used as a case study to establish the applicability and the extent to which organisational culture impact on service delivery. The first stage consist of analytical perspective of the SAPS historical military culture since its inception in 1913 and giving critical accounts of its operational phases that it had undergone until the new dispensation. Since the early 1990s until after April 1994 elections, marked a new era in the SAPS which embarked on broad transformation initiatives in order to change policing function from that of a narrow law and order maintenance to a fully integrated community policing which makes police officers to be accountable to the broader community by rendering police service and problem solving within a human rights culture. However, police culture has been widely criticised as a source of resistance to change and reform, and is often misunderstood. The prevailing police culture which was inherited from the previous paramilitary legacy such as the autocratic leadership style, traditional bureaucratic structure, corruption, secrecy, mistrust are some of the dominant indicators which are identifiable and commonalities among the different police agencies. These dominant features cause any resistance to any change initiative and are perceived with negative image. After contextualising the description of the SAPS, the study describes the methods and procedures used to conduct an empirical research project in the form of a pilot study conducted in two police stations in Cape Town. Data collection methods include the following: 1) literature review, 2) open-ended one-an-one interviews with the station commissioners from the selected stations, 3) distributing survey questionnaires which consist of close ended questionnaires to junior officers at police stations to determine their attitudes towards the organisations they work in, and 4) by means of observation. Theoretical evidence proves that police culture which is characterised by paramilitary, bureaucracy, rigid systems and procedures, inflexible structure still prevail in the SAPS and contributes significantly to lack of coordination, slow response and results inefficient service delivery. It is concluded that police stations are the primary centres where the public gets first hand experience when reporting their cases or need the help of police officers to solve problems in the community. In order to provide efficient police service, units which provide interrelated functions need to be fully integrated under one unit commander in order to improve coordination and prompt response. Policing crime is still the primary function of the police and police officers need to be fully equipped with competency skills and other capacity building programs that are consistent with the contemporary policing function. / AFRIKAANSE OPSOMMING: Hierdie navorsingstudie stelondersoek in na die impak van organisasiekultuur met spesifieke verwysing na die Suid-Afrikaanse Polisiediens (SAPD) se kultuur op dienslewering. Die twee verwante konsepte "organisasiekultuur"en "dienslewering"word breedvoerig bespreek teen die agtergrond van die agtergrond van die uitdagings wat dit stel vir die hedendaagse polisieringsfunsie wat dit beklemtoon dat die polisie 'n diens moet lewer en aanspeeklik moet wees teenoor die breer gemeenskap. Die studie se aanname is gebasseer op literatuurnavorsing wat toon dat organisasiekultuur 'n faktor is wat werknemersgedrag beinvloed ten opsigte van organisasie-effektiwiteit asook hoe werknemers reageer teenoor die eksterne omgewing. 'n Sterk organisasiekultuur word beskou as 'n bindende faktor tussen werkers en die organisasie en dit skep kosekwentheid en rigting. 'n Sterk organisisasiekultuur kan terselfdetyd rigied wees en 'n struikelblok word in die weg van voorgestelde verandering aangesien verandering beskou kan word as inmenging in die normale gang van die organisasie. Hierteenoor het 'n meer buigsame kultuur die voordeel van aanpasbaarheid ten opsigte van verandering. Dienslewering is 'n volgehoue uitdaging vir die regering se se volgehoue pogings om te verseker dat sy leweringsproses effektief is en die behoeftes van spesifiek die voorheen benadeelde groepe aanspreek. Hierdie uitdaging het die regering genoop om transformasie-meganismes daar te stel ten einde openbare instellings in staat te stelom leweringsagente te word wat die behoeftes en uitkomste-verwagtinge van almal aanspreek. Van die meganismes sluit in die promulgering van wetgewing en beleid soos die Heropbou-en Ontwikkelingsprogram (HOP) Witskrif, 1994, die Transformasie van Openbare Dienste Witskrif, 1995, die Openbare Diens Reguleringswet van 1999 ensomeer. Die lewering van effektiewe dienste word gewoonlik beperk deur deur veskeie faktore soos 'n gebrek aan kapasiteit en vaardighede, asook finasiele en tegnologiese hulpbronne wat normaalweg tot die beskiking van die private sektor is. Gegewe dat 'n tekort aan finansiele hulpbronne altyd 'n uitdaging vir effektiewe openbare sektor dienslewering sal wees, stel hierdie studie voor dat openbare instellings sekere privaatsektor strategiee kan inkorporeer ten einde innovasie en effektiwiteit te verbeter. Behalwe bogenoemde beperkende faktore, stel beskikbare organisasiekultuur-teorie dit dat dit ook organisasiekultuur is wat openbare sektor amptenare se gedrag is wat die kwaliteit en vlak van dienslewering beinvloed. Hoofstuk drie bied 'n teoretiese raamwerk vir die konsep organisasiekultuur ten opsigte van hoe dit geskep en in stand gehou word binne organisasies. Verskeie modelle en voorbeelde van organisasiekultuur binne klein sowel as groor organissaies word ontleed en daar word gekyk na hoe die grootte van 'n organisasie organisasiekultuur beinvloed. Klein organisasies met 'n plat struktuur word beskou as buigsaam, outonoom, innoverend en daartoe in staat om die vebruiker se behoeftes aan te spreek. Daarteenoor word tradisionele burokratiese organisasies soos polisie-organisasies gekenmerk deur formele strukture met te veel vlakke, operasionele reels en regulasies ten einde volle beheer te he oor prosedures. Die rigiede stelsels, outokrasie, en stadiege leweringsproses van sulke strukture word dikwels gekritiseer. Modelle om organisasiekultuur te verander ten einde effektiwiteit te verbeter word voorgestel. Die teoretiese bespeking van die konsepte organisasiekultuur en dienslewering word gevolg deur 'n gevallestudie van die SAPD ten einde te bepaal die mate waartoe organisasiekultuur impakteer op dienslewering. Die eerste fase behels 'n analitiese perspektief van die SAPD se historiese militere kultuur sedert 1913 asook' n kritiese blik op operasionele fases waardeur die SAPD gegaan het tot en met die nuwe dispensasie. Die vroee 1990s tot net na die April 1994 verkiesing verteenwoordig' n nuwe era in die SAPD ten opsigte van transformasie inisiatiewe wat daarop gerig was om die polisieringsfunksie te verander van 'n agent wat eng gefokus was op die handhawing van wet en orde na 'n geintegreerde polisiediens wat aanspeeklik is teenoor die bree gemeenskap. Dit behels die lewering van 'n polisiediens sowel as probleem-oplossing binne die konteks van 'n menseregte-kultuur. Polisiekultuur word, as gevolg van misverstande, dikwels beskou as 'n bron weerstand teen verandering. Die heersende organisasiekultuur - wat 'n nalatenskap is van die vorige paramilitere styl byvoorbeeld outokratiese leierskapstyl, tradisionele burokratiese strukture, korrupsie, geheimhouding, wantroue - is van die dominante indikatore wat gemeenskaplike eienskappe is van die verskeie polisie-agentskappe. Hierdie dominante kenmerke veroorsaak weerstand teen enige veranderingsinisiatief en word as negatief beskou. Die beskrywing van die SAPD word gevolg deur' n uiteensetting van metodes en prosedures wat gebruik was tydens die empiriese navorsing wat gedoen was by twee polisiestasies in Kaapstad. Data insamelingsmetodes sluit in: 1) lieratuurnavorsing, 2) ope een-tot-een onderhoude met die stasiekomisarisse van die twee stasies, 3) die verspreiding van geslote vraelyste aan junior offisiere by polisiestasies ten einde hul houding te bepaal teenoor die organisaies waar hulle werk, en 4) observasies. Teoretiese bewyse toon dat die polisiekultuur wat normaalweg gekenmerk word deur paramilitere, buroktariese, rigiede stelsels en prosedures steeds bestaan binne die SAPD en dat dit bydra tot swak koordinasie, swak response en oneffektiewe dienslewering. Ten slotte word gemeld dat polisiedienssentra plekke is waar die publiek eerstehands kennis maak met dienslewering. Ten einde 'n effektiewe diens te lewer, behoort eenhede wat verwante diense lewer geintegreer te word onder die bevel van een bevelvoerder. Misdaadvoorkoming is steeds die primere funksie van die SAPD en beamptes moet toegerus word met die nodige bevoegdhede, vaardighede asook kapasiteitsbouprogramme wat in lyn is met die kontemporere polisieringsfunksie.

Since 1991. South Africa has a new democratic dispensation. This new- Democracy in South Africa has the aim to change the lives of ever)- citizen in South Africa. A new Constitution and the Bill of Rights have been adopted to ensure that discrimination policies of the past are to be addressed. The Government of South Africa committed itself to gender equality and this commitment has to transpire to all public institutions. It is therefore. important that public institutions should engage in a process of ongoing change and investigate their own controlled styles in support of gender justice. In the South African Police. before 1994. women were not considered as an essential part of the workforce and they were not employed in senior management positions. The new South African Police Service adopted community policing as a new style of policing and embarked on a strong sense of service delivery to the community. South Africa has a diverse community and to enable the SAPS to deliver a proper service to the community they serve, the human-resource component should reflect this: incorporating men and women as equal partners. The managers of the SAPS have therefore to change accordingly and with that the whole organisation and its members. When times change. it requires a change in attitudes and perceptions. The aim of this study was to engender a new consciousness in the SAPS and the society about the role of policewomen as competent managers in a male-dominated profession and not for superiority of any of the genders. In any society women play a critical role: therefore the respect for the rights of women in society brings capability and builds capacity. Semi-structured interview schedules were used to conduct interviews with female police station managers as well as their subordinates at different stations to obtain the necessary information. A literature re vie^ was done to obtain information and views from other authors on the topic of policewomen. Limited research has been done on policewomen or on women in management positions in SAPS. Chapter one provides an orientation to the study. Legislation by Government as well as policies and directives from the SAPS were discussed in Chapter 2 to set the scene for the study. The question is asked whether these legislation. policies and directives are effectively being implemented to enhance the development of women in the organisation and to give them a fair chance to show their skills and competencies in managerial positions. The study further materialises in a discussion on the role and performance of women in the policing environment and a historical background of women in policing in South .Africa. The remainder of the study focuses on the research methodology. the empirical findings: a summary: recommendations and a conclusion. / Thesis (M. Development and Management)--North-West University, Potchefstroom Campus, 2006.

The two most significant domains in the lives of employed individuals are work and home, which can influence each other in both a negative and a positive way. However, there has been a lack of empirical research investigating the positive interaction between the work and home domains, as well as the possible antecedents and outcomes associated with it, including job resources and work engagement. The objectives of this study were to test a structural model that includes job resources, positive work-home interaction (WHI) and work engagement, and to determine the mediating role of positive WHI in the relationship between job resources and work engagement for police officers in the North West Province. A cross-sectional survey design was used. Random samples (n = 468) were taken of employees in the South African Police Service in the North West Province. The Job Demands-Resources Scale, the positive WHI scale of the Survey Work-Home Interaction - Nijmegen (SWING) and the Utrecht Work Engagement Scale (UWES) were administered. Structural equation modelling showed that people who receive sufficient job resources (including organisational support, possibilities for advancement, growth opportunities and contact with colleagues) experience positive WHI that leads to work engagement. In addition, job resources help to enhance work engagement. These results provided evidence for the partial mediating role of positive work-home interaction in the relationship between job resources and work engagement. Recommendations were made for the organisation and for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

Background: As a result of the restructuring of the South African Police Service (SAPS) in 1996 and various other factors, Police Social Work Services decided to broaden the scope of its services by developing and introducing proactive, personnel capacity building programmes. By 1999, 15 such programmes were developed. The need subsequently arose for a comprehensive impact assessment of these programmes and the Evaluation of Personnel Capacity Building Programmes (EPCBP) study was launched in 2001. The evaluation of the HIV and AIDS Awareness programme formed part of this research. Objectives: The primary aim of the study was to determine the effect of the HIV and AIDS Awareness Programme on SAPS personnel's knowledge, attitude and behaviour. Procedure: In the research, the comparison group pre-test and post- test design and triangulation were used. Six measurement scales and a presenter's evaluation questionnaire were developed and completed by 261 experimental group respondents, 51 comparison group members and 24 presenters. Results: Through the triangulation of measurements it was determined that the HIV and AIDS Awareness programme had a practical significant effect on the respondents knowledge, attitude and behaviour. It was thus an effective tool in the hands of Police Social Work Service that not only empowered SAPS personnel to lead more healthy professional lives, but one that also enhanced their personal well-being. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2008.

The South African service (SAPS) has a reputation for being resilient despite the amounts of trauma they are exposed to. Research has shown that this occupation is one of the most stressful. However, research surrounding the SAPS suggests that police work is one of society’s most stressful occupations. The way in which individuals respond to such traumatisations is dependent on numerous factors, two being personality and coping. In so far, this study investigated three main areas around police reservists – a unit within the SAPS - in order to understand their responses to trauma: whether personality factors were related to post-traumatic stress symptomatology (PTSS) in the police reservist population; whether coping moderated the relationship between personality factors and PTSS; whether a personality factors predict coping style. A quantitative analysis was conducted among a sample of 36 reservists in the Gauteng area of South Africa. This study found that the relationship between Neuroticism and PTSS is mediated by coping, specifically Emotion-Focused and Dysfunctional Coping styles. A relationship between Conscientiousness and PTSS showed to be prevalent, however this is not due to the mediation affect of coping. Furthermore, Neuroticism and Extraversion showed to predict coping style. Specifically, Neuroticism showed to affect EFC and DC and Extraversion showed to affect EFC. The descriptive statistics showed that this sample of police reservists is suffering from PTSD. Implications of these findings are discussed and directions for future research are explored.

A thesis submitted to the Faculty of Humanities, University of the Witwatersrand, Johannesburg in fulfilment of the requirements for the degree of Doctor of Philosophy. February 2016 / South Africa is regarded as one of the most violent countries in the world. Colonialism and apartheid laid the foundations for a divided and segregated society where violence was accepted as a legitimate means of conflict resolution in order to ensure the domination of one racial group over all other groups. As social and economic inequalities have become more entrenched in South African society, criminal violence has escalated. However, the nature of violence in the country has changed from political violence to criminal violence. Against this backdrop of violence and associated trauma, the South African Police have the insurmountable task of trying to maintain law and order. The science of traumatology is a burgeoning field; traditionally empirical research has focused on the responses of primary trauma victims. However, in recent decades the secondary effects of traumatisation on those who counsel the victims of primary trauma, has received significant attention. Located within the South African Police Service, is an often forgotten secondary group of professionals who assist the police officials through assuming the roles of occupational and forensic social work. The profession of social work is inherently stressful and demanding, especially in a country like South Africa, where social problems are ubiquitous and pervade every facet of South African society. Furthermore, a particular occupational stressor significantly impacting on these social workers as they investigate child abuse or provide counselling for a police officer, is secondary traumatisation. The questions arise: firstly, how these social workers are affected by the amount of traumatic material to which they are exposed by the very nature of their work, and secondly, what coping strategies they employ. It was therefore deemed imperative to explore the effects of secondary traumatisation experienced by these social workers in the South African Police Service in order to understand and ameliorate the negative effects of secondary traumatic stress. Furthermore, social work supervisors can enhance the quality of care their social workers provide to clients if they are adequately supported. It was therefore also considered necessary to explore the stressors these social workers experience and to identify the necessary support mechanisms appropriate to such therapeutic endeavors. The primary aim of this study was therefore to explore the nature and extent of secondary traumatic stress experienced by social workers employed by the South African Police Service. The research design adopted for this study was exploratory, descriptive and correlational, while the research methodology employed was a hybrid of both quantitative and qualitative paradigms. As this study involved an in-depth analysis of a bounded system comprising social workers employed at SAPS, the research was considered a case study. The study comprised two phases: In the first phase questionnaire booklets containing seven standardised research tools and open-ended questions, were administered in group settings. In addition, questionnaires were posted to social workers who were not able to attend the group meetings along with a self-addressed envelope. The research tools measured the nature of secondary trauma exposure, levels of secondary traumatic stress, vicarious trauma, compassion satisfaction, burnout, coping resources and dimensions of the work environment. Two hundred questionnaire booklets were distributed and 128 usable questionnaires were returned. Descriptive and inferential statistics were used to analyse the quantitative data, through the use of statistical programmes, SAS and SPSS. In the second stage of the study, 30 participants who participated in the first part of the study and who indicated that they were willing to be interviewed, were purposively selected. A structured research tool was used to guide the interview in order to explore the participants’ perceptions and experiences of secondary trauma while working for SAPS. The interviews were conducted either face-to face, telephonically or through Skype. The qualitative data that emerged from the interviews were analysed through the use of Atlasti, a qualitative computer programme, which assisted the researcher in the thematic analysis. Through the process of incorporating qualitative techniques, the researcher also made use of reflexivity when analysing the qualitative data. In total 128 social workers participated in the study, of whom 102 were occupational social workers while 26 were forensic social workers, all located within South Africa. The extent of exposure to secondary trauma varied substantially between both occupational and forensic social work when considered as separate divisions, as well as within each discipline. This variation manifested in frequencies and duration of cases. In the interviews forensic social workers identified particularly traumatic cases as those where the sexual abuse was severe or the child had died as a result of extreme abuse. In comparison, occupational social workers identified some of the worst cases they had dealt with as cases where the police officers became disabled; and where they were required to deal with police suicides and police family murders or femicide-suicides. Most participants presented with high or average levels of secondary traumatic stress and vicarious trauma as well as with moderate and low levels of burnout. Furthermore, there was a strong positive correlation between levels of secondary traumatic stress and burnout. The majority of participants experienced average levels of compassion satisfaction from their work. Participants identified various coping strategies and resources incorporating different individual dimensions, namely, physical, emotional, cognitive, social and spiritual. Participants showed high levels of resilience and findings indicated that resilience was negatively correlated with vicarious trauma. There were numerous significant differences between the different ranks of the participants. Participants of higher rank reported greater trauma exposure and had significantly higher secondary traumatic scores. Coloured participants experienced significantly lower levels of vicarious traumatisation than Black participants. Furthermore, there were numerous statistically significant differences apparent between the forensic and occupational social workers. Forensic social workers manifested significantly higher levels of vicarious trauma than occupational social workers, and forensic social workers had greater distortions regarding self-intimacy than occupational social workers. In addition, forensic social workers presented with lower coping resources and lower levels of resilience than occupational social workers. Participants also experienced below average levels of satisfaction within the work environment at SAPS. The results from the work environment scale showed that in particular the relationship aspects in the work environment were problematic and that colleague support levels were below average. There were also significant differences in work satisfaction levels between Black and White participants. These findings enhance understanding of trauma in racially polarised societies. Multivariate analysis revealed the complex relationships existing between the numerous variables in the study, further contributing to the theory of trauma in divided societies. Two structural equation models were developed to show the relationships of the variables measured in the study which were identical apart from the vicarious trauma variable which was separated to incorporate beliefs about self and beliefs about others. The models revealed that coping mechanisms moderated the relationship between traumatic stress exposure and vicarious trauma (self) and that such mechanisms moderated the resilience and burnout relationship. These findings of the study highlight the need to involve social workers at SAPS in the drafting and implementation of a self-care policy which would help to promote empowerment and responsibility of social workers for their own mental health. Recommendations for social work policy, education, practice, supervision and support as well as future research are also provided. / MT2017