careers in various fields. If you join the SAPS you can either become a police official or a civilian employee. We have put together a summary of everything you need to know on becoming a Police Officer. Police officials are employed in terms of the South African Police Service Act, 1995 (Act No 68 of 1995). Civilian employees are employed in terms of the Public Service Act, 1994 (Act No 103 of 1994). Most functional Police Officials are directly involved in preventing, combating or investigating crime. The other Police officials and civilian personnel carry out support functions.
Application Process Includes:
- NO visible tattoos
- Must have Grade 12 or National Certificate Vocational in Safety & Society
- Driver License Advantageous
- Be between the ages of 18 and 29 years
- Be Young and Energetic
- Be Physically, Mentally and Medically fit
- Be proficient in two official languages, one being English
- Under go a Psychological and Psychometric Assessment
- You must not be declared unfit to possess a firearm
- No criminal, civil or disciplinary convictions pending
- Your BMI (Body Mass Index) be less than 30
- Height for Males not shorter than 1.6m and Females 1.5m
- Waist measurement for Males is 102cm or less and Females 88cm or less.
The duration of the Learning Programme will be 24 months, of which 12 months will be at the Academy and 12 months in the workplace.
It will consist of two phases at the academy and one phase in the workplace
As part of professionalising the South African Police Service (SAPS), the National Commissioner of the SAPS, General Riah Phiyega, has approved changes to the recruitment strategy of entry level constables to ensure that only the best suited candidates are allowed into the SAPS.
The following changes have been introduced:
Community consultation: A community-orientated recruitment and selection process, intended to eliminate risks in terms of corruption, nepotism, discrimination and applicants being recruited with:
• Previous convictions / cases pending;
• Fraudulent qualifications;
• Promises made for employment in return for favours (eg: selling of jobs).
Local community based organizations such as Community Policing Forums, schools and churches are consulted with regards to applicants who are to be enlisted before a final decision is taken as to their eligibility.
Publishing of names: Publishing the names of candidates in the local media for public scrutiny.
The community is afforded the opportunity to comment on the enlistment of the said applicants who are provisionally recommended for possible enlistment.
Grooming Camp: As part of the final selection process, prospective applicants complying with all criteria will undergo a final selection by means of a “Grooming Camp” where the cream of the crop will be selected.
Activities at the grooming camp will include, but are not limited to, driving proficiency, vetting, integrity testing, fitness assessments, verbal communication and written assessments.
Presentation of trainees to community: Successful candidates will be presented to the community in the form of a parade, before reporting to the SAPS Training Academies.
The community will be afforded the opportunity to give inputs.
For more information on Careers in the South African Police Service, look out in your local newspaper from September to January for the SAPS Career Post.