Umlawuli weKlerek yoLawulo lwabantu

Inkrwelo yokuqwalasela

Umlawuli weKlerek yoLawulo lwabantu, inqanaba 07, umvuzo R338 106 ngonyaka, eziziko ezintandathu zaseNorthern Cape.

Imfuneko

• Abaceli kufuneka babonise inzululwazi ekusebenzeni okuyintloko kwesi sithuba.
• Kufuneka bakwazi ulwimi lwesiNgesi ngeminandi kunye nolunye ulwimi olunenkululeko.
• Kufuneka babe bangolungazelelo lweRepublic of South Africa kwaye kufuneka balethe umbhalo obungqina loo nto ngosuku lweenqanaba zokuvavanya.
• Kufuneka bakwazi i-Grade 12/ Senior Certificate/ NCV Level 4 okanye ithathelo elingana (NQF Level 4 equickly ekuququlelwa yi-SAQA).
• Ubuncinane iminyaka emine (4) yamalungelo ekusebenzeni kwesi sithuba.
• Idipoloma elifanelekileyo/ inqanzo eneminya (3) (NQF level 6 okanye phakamileyo equickly ekuququlelwa yi-SAQA) kunye nokuqeqeshed okufanelekileyo kwesi sithuba kuya kuba yiinzuzo.
• Ilayisensi yokuqhuba ebalula okuqinileyo yemoto evaliweyo okanye eseleyo kumquka.
• Ulwazi, amakhono kunye nokuqonda: Ulwazi lweendlela ezilawulwayo ezisebenza kuPublic Service.
• Ikhono elilungileyo lokuxoxisana ngolwimi kunye nolwimi olubhaliweyo.
• Ulwazi lusizo lwekompyutha (MS Word, MS Excel, MS Office, MS Power Point, MS Outlook).
• Bonisa inzululwazi ekusebenzeni nzuzo ngokuzimela, ngobugcisa, ngobukhulu kunye nokuqonda.
• Ikhono elilungileyo lokuxoxisana ngolwimi kunye nolwimi olubhaliweyo.
• Ikhono elilamileyo ekusebenzisaneni nabanye.
• Ukubhala ingxelo.
• Ikhono lokuthi uthethe umntu, Ukuxazulula iingxaki, Ukulungisa ngobugcisa, Ukuhlela nokupapashela kunye neendlela zomsebenzi ozisabaye, Ikhono elilungileyo lokumbuzo kunye nokukhuthaza.
• Kufuneka ubandulele ukusebenza ngaphansi komsindo kunye ngeeyure ezongezelekileyo.

Imiqobo

• Qinisekisa intshintshelo efanelekileyo, enokulungela ukulawula ukuqaliswa komthetho weHuman Resource.
• Lawula izinzuzo zabasebenzi, amatransfa kunye nokubeka abasebenzi endaweni.
• Lawula intshintshelo yokuqubula intshintshelo, Inqalo yoMsebenzi, uLawulo lwezonyango kunye noLawulo lwenkonzo ezinyitshiwe.
• Qaphela izikhathi zesenzo sesikolo, ukuqaliswa kwenqanaba zoHuman Resource.
• Sebenza ngokulawula umsebenzi weEmployment Equity kunye nokuqwalaselela ukuqinisekisa into yokusebenza ngulungile kweenzwele.
• Zqaphela umthetho wePerformance Enhancement Process (PEP), Inkcukacha yoMsebenzi, Umqeshi woLwazi lokuFunda (SDF) imisebenzi.

Indlela yokuqoka

Applications can be posted to the Provincial Head: Human Resource Management, Recruitment Office, Private Bag X5001, Kimberley, 8300 or hand deliver to 19 George Street (locked silver container at entrance), Kimberley 8301 or e-mail to one of the following e-mail addresses: DiamondEN@saps.gov.za SyfersRC@saps.gov.za MoorcroftT@saps.gov.za

Imibuzo: Lieutenant Colonel Diamond / PO Moorcroft / PPO Syfers at 053 839 2864/ 2813/ 3724

Amanqaku

Applications must be submitted on a Z83 Form (2021 version), obtainable from http://www.dpsa.gov.za/dpsa2g/vacancies.asp, which must be accompanied with a comprehensive Curriculum Vitae. The post particulars and reference number of the post you are applying for must be correctly specified on the application form. Please complete a separate application form for each post you wish to apply for. It is the responsibility of the applicants to submit applications timeously to the correct physical address as provided in the advertisement. Please note that applications submitted to an incorrect physical address will not be considered. Late applications will not be accepted or considered. Short-listed candidates will be required to produce originals of their Identity Document (ID), Senior Certificate and all educational qualifications obtained, service certificates from previous employers stating the occupation and motor vehicle driver’s license, before the interview. Qualifications and driver’s licences submitted will be subjected to verification with the relevant institutions. Applicants must have no previous criminal convictions or pending criminal/ departmental cases and shall allow their fingerprints to be taken and background enquiries to be made. Short-listed candidates may be subjected to a full security clearance process before or during any stage of employment. Short-listed candidates will be subjected to a vetting process which will include security screening, fingerprint screening, reference checking and verification of address, where necessary. All short-listed candidates, including the SMS, will be expected to undergo a personal interview and shall undertake two pre-entry assessments, (a) a practical exercise to determine a candidate’s suitability based on the post’s technical and generic requirements, as well as (b) an integrity assessment (ethical conduct).Short-listed candidates for appointments to certain identified posts will be vetted in terms of the Criminal Law (Sexual Offences and Related Matters) Amendment Act, 2007 (Act No 32 of 2007) and the Children’s Act, 2005 (Act No 38 of 2005). A candidate whose particulars appear in either the National Register for Sex Offenders or Part B of the Child Protection Register, will be disqualified from appointment. Candidates are expected to disclose if he/ she is a respondent in an interim or final protection order in terms of the Domestic Violence Act, 1998 (Act no 116 of 1998) or Protection from Harassment Act, 2011 (Act No 17 of 2011), and may be disqualified from appointment. The Criminal Law (Forensic Procedures) Amendment Act, Act 37 of 2013 requires that all new appointments in the South African Police Service as from 31 January 2015 provide a buccal (inside cheek) sample to determine their forensic DNA profile. The forensic DNA profile derived from the sample will be loaded to the Elimination Index of the National Forensic DNA Database. Appointments will be made in terms of the Public Service Act, 1994 (Act No 103 of 1994) as applicable to the post environment. Persons who retired from the Public Service by taking a severance package, early retirement or medical retirement, as well as persons with previous convictions, are excluded. The South African Police Service is an equal opportunity, affirmative action employer and it is the intention to promote representivity in the Public Service through the filling of these posts. Persons whose transfer/ appointment will promote representivity will therefore receive preference. The South African Police Service is under no obligation to fill a post after the advertisement thereof. Correspondence will be conducted with successful candidates only. If you have not been contacted within three (3) months after the closing date of this advertisement, please accept that your application was unsuccessful. OTHER POSTS