1. Strategic Plan 2012/17 and Annual Performance Plan 2012/13 INDEPENDENT POLICE INVESTIGATIVE DIRECTORATE (IPID) 27 MAY 2015 BRIEFING TO THE PORTFOLIO COMMITTEE ON POLICE IPID STATUS ON VETTING OF SENIOR EMPLOYEES

2. INDEX 2 1.Introduction 2.Background 3.Risk 4.Current Vetting Status of Senior Management 5.Action Plan 6.Pre-employment Screening 7.Establishment of IPID Vetting Unit 8.Conclusion

3. INTRODUCTION VETTING FRAMEWORK 3  Constitutional Mandate: In terms of section 206 of the Constitution 1996.  Legislative Mandate: Independent Police Investigative Directorate Act section 22 (4), National Strategic Intelligence Act Section 2A and 5A as amended, Intelligence Services Act, the General Intelligence Laws Amendment Act 11 of 2013 and the MISS.  The IPID STRATEGIC PLAN 2015-2020, identifies a need to develop an independent capacity for integrity strengthening and protection, in order to enhance credibility of independent and impartial investigations.  The ANNUAL PERFORMANCE PLAN of 2015-2016, provides for establishment of the Integrity Strengthening Unit and the Vetting Unit which will function together to prevent and to mitigate against any integrity breaches.  IPID value statement: The Vetting Field Work Unit (VFU) is committed to adhering to the highest standard of ethical behaviour whilst conducting responsible Vetting Investigations with its ultimate goal being that of protecting the Integrity of the Directorate.

4. 4  As a result of the legislative imperative and the value statement it created a necessity to fill the vacuum and establish an in-house vetting field work unit.  Due to IPID’s oversight function the directorate has a responsibility to ensure that the integrity of its employees is impeccable.  Integrity may be achieved through the vetting process and evaluating the integrity of a person to determine the persons fitness to be in the employ of the state.  Vetting of the IPID employees has the specific aim of transforming public perceptions, establishes public trust and re-enforces credibility of the Directorate as a whole.  By strengthening independence and improving self-reliance the Directorates ability to identify internal risk factors. BACKGROUND

5. 5  Threat to independence, impartiality and integrity.  Credibility of organisation.  Corruption.  Susceptibility to bribery and blackmail.  Subversion by criminal syndicates by means of infiltration and obstruction. RISK

6. CURRENT VETTING STATUS OF IPID SENIOR MANAGEMENT 6 In Process Application / Re-Applied: An agreement was reached with SSA to fast track these applications as they are currently with SSA. Not Submitted: The respective Managers were issued with the Z204 and were instructed to submit on 29 May 2015. An arrangement was made with SSA to receive the applications on 02 June 2015 and in the Interim the identified managers have signed the Secrecy Clause. In regards to the Not Submitted Applications: The Managers have been pre-screened by SSA prior to appointment.

7. CURRENT VETTING STATUS OF IPID SENIOR MANAGEMENT 7 The IPID Senior Management currently consists of 33 managers. Reflected below is the current vetting status of each manager. SURNAMENAMELEVELCOMMENTEXP DATE MC BRIDEROBERT JOHN3VALID CLEARANCE30/11/2018 NGCONGOLINDOKUHLE NONJABULO3VALID CLEARANCE16/07/2017 KHUBAHUMBULANI INNOCENT3VALID CLEARANCE26/09/2017 MOREMAMMAKWENA DANIEL3VALID CLEARANCE30/11/2016 LEHOLOTHABO SOLOMON2VALID CLEARANCE31/08/2016 MMUSIGARRICKS THABO2VALID CLEARANCE30/04/2018 TUKELABONGIWE PEARL2VALID CLEARANCE28/06/2017 MPHAGONKGABE ANTONNET3VALID CLEARANCE30/11/2019 KGAMANYANEKETSEBAE ISRAEL3VALID CLEARANCE31/05/2020 * The Managers with level 2 will re-apply to be upgraded to level 3.

8. CURRENT VETTING STATUS OF IPID SENIOR MANAGEMENT 8 SURNAMENAMELEVELCOMMENTEXP DATEZ204 ISSUED ONSSA REC DATE OF Z204 NETSIANDANOMKHOSI CLEOPATRA3IN PROCESS 22/02/2012 MOCWALEDIOARABILE ISHMAEL3IN PROCESS 27/03/2015 THOKOLOTLABO AGOSE3IN PROCESS 15/01/2015 SELAULIPRECIOUS VIVIAN3IN PROCESS 07/05/2015 VACUNOMFANELO3IN PROCESS 07/05/2015 MAOKAPULE VICEROY HILLARY3IN PROCESS 25/11/2014 GEERDTSMARIA ELIZABETH3IN PROCESS 13/02/2014 PHALATSISIBONGILE FLORENCE3IN PROCESS 02/07/2013 NEMUSIMBORITAKALANI AUBREY3IN PROCESS 06/09/2013 SETSHEDIPATRICK MOKOTONG3IN PROCESS 13/05/2015 MOTLHALEBAATSEBA OCTAVIA3IN PROCESS 06/12/2013 MOKOENADAVIS MALEFO2IN PROCESS 17/10/2013 DLAMINIMOSES ZAKHELE2IN PROCESS 11/01/2010 MAHARAJPARBATHIE3IN PROCESS 02/02/2015 MOLOPEMAMODISHE HELLEN3IN PROCESS 15/05/2015 SESOKOMATTHEWS3REAPPLIED31/03/2012 04/03/2014 MOROASUIMARIANNE3NOT SUBMITTED 21/05/2015 MOSIMANEGAPEMODISAGAAREKWE JOEL3NOT SUBMITTED 21/05/2015 NTSHANGASEFELICIA AZANDE3NOT SUBMITTED 21/05/2015 MONOBETLOU ESTHER3NOT SUBMITTED 21/05/2015 NGELENYANISO TRUEMAN3NOT SUBMITTED 21/05/2015 MOTHOAGAEMATHEBE MAGDELINE3NOT SUBMITTED 21/05/2015 BOODHOOVINESH3NOT SUBMITTED 21/05/2015 ANGUSGLEN ANDREW3NOT SUBMITTED 22/05/2015 KEY COLOUR CODELEVEL KEY CODE VALID CLEARANCE1CONFIDENTIAL IN PROCESS2SECRET REAPPLIED3TOP SECRET NOT SUBMITTED

9. ACTION PLAN 9 NumberAction to be TakenTime Frame 1 The SSA to advise the IPID of the requirements to establishing a VFU and distribute draft Memorandum of Understanding (MoU)for comments/inputs Completed - 12 May 2015 2 The IPID to provide comments and inputs to the draft MoU as provided by the SSA Due date 29 May 2015 3 The SSA to peruse and consider the comments and inputs by the IPID to the draft MoU. The SSA will then send the consolidated MoU to the IPID for approval and signature and forward the signed MoU to the SSA for reciprocal approval and signature Mid-June 4Procurement of required resources, including the acquisition of systems to conduct pre-employment screening Engage PSIRA in regards to Benchmarking. Ongoing

10. ACTION PLAN CONTINUES 10 NumberAction to be TakenTime Frame 5Training of VFU Personnel To be determined by SSA within one year of signing MoU 6 Installation and Training on Security Vetting Information System (SVIS) To be determined by SSA 7 Prioritisation of vetting investigation in IPID In Process 8Commencement of vetting investigation by the VFU Within six months

11. PRE-EMPLOYMENT SCREENING  The Directorate, once an MoU with SSA is in place, seeks to utilize the VFU, to conduct independent pre-employment screening. This will significantly improve the rate at which pre-screening results are obtained which will have a positive impact on the Directorate’s ability to make informed decisions pertaining to new appointments.  The Procedure Manual on pre-screening, security screening and vetting of all IPID employees, service providers and contractors, which was approved on 12 April 2012, is currently used by the Security Management component and Provincial Security Coordinator to liaise with the SSA to ensure that the screening and vetting processes are adhered to.  This ultimately causes a delay in IPID’s ability to appoint new employees as well as to ensure that all current employees are vetted as the Directorate is dependent on the SSA. However, it is important to note that the SSA has often gone beyond the call of duty to expedite pre-employment screening. 11

12. ESTABLISHMENT OF IPID VETTING UNIT  The purpose of establishing a vetting fieldwork unit is to reduce the vetting turn-around time by decentralising the vetting function through a Memorandum of Understanding with the State Security Agency.  It will formalise mutual co-operation and the working relationship between the SSA and IPID  The Unit will enhance public trust, in that the integrity of the employees of IPID is beyond reproach.  In line with the Expansion Strategy, the unit will ensure that the planned growth of the Directorate, does not compromise the Integrity,Vision, Mission and Values of IPID.  Vetting can be conducted on a continuous basis and immediate response can be taken against identified threats to the Directorate. 12

13. CONCLUSION  The VFU status that has been assigned to IPID will allow the Directorate to function optimally in an environment that prides itself on integrity and in a country that has seen a move towards implementing vetting at all government departments.  The Directorate’s growth in terms of conducting its own Pre-Employment Screening and Vetting Investigation as envisioned by the unit, will in essence elevate the burden that is currently being experienced by SSA.  The establishment and implementation of the unit is a strategic move towards achieving the goals and visions of the various intelligence communities.  The VFU will ensure compliance of all SMS employees with regard to all security clearance applications.  However the unit’s vision will only materialise with a Memorandum of Understanding between SSA and IPID and that the SSA, as the custodians of national security, provides the unit with support and proper guidance. 13