May 2000 Volume 81 Number 5 "serving the protectors"
Opinion
By Bernadette Zimmermann

THE WORTH OF SENIOR CONSTABLE RANK

While the current enterprise agreement between SAPOL and PASA has shored up an increase in the number of senior constables, there will still be far more qualified for that rank than positions allow for (not to mention those with qualifications above that).

So it is no surprise that, with such little opportunity to progress - and be recognized for it - when an opportunity for promotion does comes up, it is often hard-fought - and seemingly at any cost. This has led to bitterness and resentment among many members. In some cases, friendships have ceased during the bitter processes of application, review and appeal.

This has made me look back to the days of automatic progression to the rank of senior constable. I seem to remember that, back then, there existed a general feeling of contentment in the process that led one to the attainment of that rank. It has always been a respected rank among police.

Historically, the rank has represented “experience” - you couldn’t sit for the former first class constable exam until you had completed five years’ service after probation. And it represented knowledge (you had to pass it, too).

Police, no matter what function they performed, were content with that form of recognition, and it often took them to retirement age. I just can’t imagine what it must be like now to graduate in the knowledge that it will be many years before a first-promotion is realized (if ever).

Delegates and members might remember a motion put at the 2000 annual conference by the Women’s Branch:

That PASA support and further develop a strategy that promotes the reintroduction of automatic progression to the rank of senior constable, and that such a strategy be included in negotiations for the forthcoming enterprise agreement.

This will not be easy to negotiate, especially now. Nevertheless, the motion was carried unanimously. Members would know the Police Association is more than aware of the dissatisfaction and humiliation of members in a system that suppresses their sense of achievement.

One of our members has been a SAPOL employee for many years. In that time, the member has worked long stints in uniform, investigation, specialist investigation, country service, and has attained a law degree.

The member was qualified for promotion to senior sergeant in the late ’70s. In all those years - and with all that knowledge and experience - SAPOL has only ever promoted the member once, from constable to senior constable - one rung above the graduating rank.

Many members are in very similar situations: lengthy, broad-based experience with at least one degree. This can’t be healthy for either individual members or the collective morale. People will, therefore, leave earlier than they might have - there is nothing to retain them.

It has become popular to suggest that long-term careers are a thing of the past, even in policing. Members are quitting due to the utter frustration in the lack of opportunity, be it for promotion, equality, or flexible work arrangements.

It is high-time all members started debating appropriate ways of recognizing and rewarding skills obtained through knowledge and/or experience in the policing industry. This may lead us down the track of breaking the nexus between rank and pay (never a popular suggestion). Who knows? Something has to change. It certainly looks like it will be up to us to find the solution. No one else has in SAPOL.

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