The White Paper on Correctional Services, as well as the subsequent Strategic Plan for Correctional Services – 2006/7-2010/11, set targets to transform South Africa’s Correctional Services into a world class facility which will be able to successfully fulfil its mandate and responsibility to its major client, the South African community.

The PSA, as a major role player within the Department, supports the broader objectives as set out in the Strategic Plan and will continue to play a constructive role in order to achieve these objectives.

It is however, important to note that these objectives will only be achieved through the combined efforts of motivated and dedicated employees within the Service.

A high morale amongst Correctional Service employees is therefore imperative to successfully face these challenges. The PSA therefore focuses on those issues affecting the morale and wellbeing of its members.

Various incidents, particularly the recent violent escapes at Zonderwater, once again highlighted the need for a comprehensive and effective strategy to ensure a safe working environment for DCS employees.

The PSA therefore initiated the establishment of a Labour Relations Task Team to develop proposals to address all safety related issues in a coordinated manner. This Task Team already started to engage different Directorates in the Department to contribute to these proposals. The PSA, whilst realizing that the objectives as set out in the Strategic Plan and White Paper can only be achieved in the medium term. In the short term we should focus on the more effective utilization of current resources in an effort to alleviate safety related problems. In other words, whilst awaiting the allocation of the resources needed to achieve the ultimate goals, also implement interim measures, "with what we have".

The Department’s positive response to this initiative is highly appreciated by the PSA and all its members.

Positive developments, like the establishment of the Minister’s Consultative Forum, is welcomed by the PSA. This forum will definitely contribute to a greater understanding between Labour and the Department.

However, at the same time the Department approached Labour with proposed amendments to the "Guidelines to the Relationship Agreements". These amendments included a demand from the Department to remove the clauses dealing with access to communication facilities by Union representatives.

An agreement to this effect was concluded between another trade union active in the Department and the employer. The PSA was surprised and disappointed by this development. Effective communication between the Union and our Shop stewards, as well as its Shop stewards and Management, forms a crucial part in maintaining a constructive working relationship.

Controlled access to communication facilities is common practice in the working environment and this action by the Department pose a threat to a healthy working environment within the Department.

It is against this background that the PSA is of the view that the Department is sending out mixed signals which may threaten the constructive working relationship in the long term.

The Minister for Correctional Services, in his budget speech of 13 April 2005, once again mentioned the need for the improvement of the remuneration for DCS officials. The Minister also stated that an investigation in this regard was being done, but since then no further information in this regard was forthcoming.

In Resolution 2/2005, the Department also gave a commitment to Labour that a comprehensive Career Pathing model for DCS employees will be negotiated.

These aforementioned commitments created huge expectations amongst DCS employees and were widely welcomed. However, to Labour’s disappointment, the Department has until now flatly refused to engage Labour on these important matters.

These inconsistencies also pose a threat to the credibility of the Labour Related Processes and structures within the Department. It also has a demoralizing effect on employees, especially on those members who have served for many years in the same rank. It is imperative that a proper Career Pathing and Employee Development programme be implemented within the DCS.

The PSA continues to actively promote professional conduct amongst its members within the DCS, despite the challenges as mentioned above.

Sporadic incidents of corruption/ negligence by DCS officials resulting in escapes etc. creates a negative image of the Service amongst members of the South African community. Although factors like the overcrowding of facilities and a lack of human and other resources sometimes indirectly lead to such incidents, the public generally have little understanding of these challenges.

The Strategic Plan makes mention of new initiatives with regard to Public Relations to enhance the image of the Service and DCS officials.

It is however, important to note that the image of the Service is primarily projected by the Officials of the DCS. No amount of Public Relations exercises can substitute the role of DCS officials in the projection of a positive image of the Department.

The PSA will therefore continue to promote professional conduct amongst its members in order to project a positive image of the DCS in the South African community. The PSA has also adopted an anti-corruption resolution at its 2005 Congress and will continue with its programme to fight against this practice that taints the professional image of the Service.

It is however important that the Department focus on, and address those aspects which have a negative impact on the morale of DCS employees.

The PSA realize that the Department and all its employees face various challenges, some of which may take a long time to overcome. We do however, believe that through a commitment to teamwork by all parties, no challenge will be insurmountable.