Reference number: FS 265/2013
Section: Crime Scene Investigation
Component: Criminal Record and Crime Scene Management
Location of the post:
- Phokeng: North West (1 Post) (Ref FS 262/2013)
- Mmabatho: North West (1 Post) (Ref FS 263/2013)
- Butterworth: Eastern Cape (2 Posts) (Ref FS 264/2013)
- Arconhoek: Mpumalanga (1 Post) (Ref FS 265/2013)
- Pudimoe: North West (1 Post) (Ref FS 266/2013)
- Vryburg: North West (1 Post) (Ref FS 267/2013)
- Provincial CR & CSM: Durban: Kwazulu-Natal (2 Posts) (Ref FS 268/2013)
- Ulundi: Kwazulu-Natal (1 Post) (Ref FS 269/2013)
- Richardsbay: KwaZulu- Natal (1 Post) (Ref FS 270/2013)
- Dundee: KwaZulu- Natal (1 Post) (Ref FS 271/2013)
- Pretoria Central: Gauteng (1 Post) (Ref FS 272/2013)
- Provincial CR & CSM: Johannesburg: Gauteng (1 Post) (Ref FS 273/2013)
- Krugersdorp: Gauteng (1 Post) (Ref FS 274/2013)
- Phalaborwa: Limpopo (1 Post) (Ref FS 275/2013)
- Groblersdal: Limpopo (1 Post) (Ref FS 276/2013)
Salary Level: BAND B Salary Notch R196 269 (Per Annum)
- A three year NQF 6 qualification majoring in one of the following: Forensic Investigation/Science,
- Criminalistics, Police Science, Criminology, Police Administration, Criminal Law, Criminal Procedure
- Law, Law of Evidence, Mathematics, Statistics and Applied Mathematics.
- Experience in the field of the post will be an added advantage.
- Attend to crime scenes with purpose of reconstructing the events.
- Collect physical evidence at crime scenes for court purposes.
- Present evidence in court.
- Maximize the optimal utilization of equipment and resources at crime scene.
DIVISION: FORENSIC SERVICES: SOUTH AFRICAN POLICE SERVICE
1. Employees on other levels than those advertised and that conform to the requirements are invited to apply. The contents of this circular will be available on the South African Police Service website and will also be circulated to all email users by means of Communications Nodal Point and must be made available to all employees of the South African Police Service.
2. The generic minimum requirements applicable to all posts unless specified differently are as follows:
Applicants must display competency in the post-specific core functions:
- Be fluent in at least two of the official languages, of which one must be English
- Be in possession of a senior certificate or at least a completed SAQA accredited NQF 4 qualification
- Must have no criminal record or pending criminal / departmental or civil cases.
- Applicants will be subjected to a vetting process which will include security screening and fingerprint verification.
- Computer literacy, interpersonal communication (verbal and written) and organizational skills.
- At least a valid light vehicle driver’s license (SAPS Act appointments only).
Note: Successful applicants to be appointed in terms of the South African Police Service Act, 1995 (Act no 68 of 1995) and not yet appointed in terms of the South African Police Service Act, 1995 (Act no 68 of 1995) will have to undergo a medical examination and found to be medically fit. They will further have to comply with the prescripts on the SAPS Dress Order, whereby tattoos may not be visible when wearing uniform, must be willing to undergo the prescribed Introductory Police Development Learning Programme and are expected to work flexi hours or shifts in the execution of their duties. The additional requirements are applicable to all posts in addition to the generic minimum requirements.
Only the official application form (available on the SAPS website and at SAPS recruitment offices) will be accepted. The Z83 previously utilized will no longer be accepted. All instructions on the application form must be adhered to and previous criminal convictions must be declared. Failure to do so may result in the rejection of the application.
The post particulars and reference number of the post must be correctly specified on the application form.
Persons who retired from the Public Service by taking a severance package, early retirement or for medical reasons, as well as persons with previous convictions, are excluded.
A comprehensive Curriculum Vitae must be submitted together with the application form.
Certified copies (certification preferably by Police Officers) of an applicant’s ID document, motor vehicle drivers license (Police Act appointments), Senior Certificate and all educational qualifications obtained and service certificates of previous employers stating the occupation and the period, must also be submitted and attached to every application.
Applicants are requested to initial each and every page of the application form, CV and annexures.
The copies must be correctly certified on the copy itself, not at the back. The certification must not be older than three months.
All qualifications and driver’s licenses submitted will be subjected to verification checking with the relevant institutions. The South African Police Service will verify the residential address of applicants and conduct reference checks.
Applications must be mailed timeously. Late applications will not be accepted or considered.
The closing date for the applications is 6th of June 2014.
Appointments will be made in terms of the SAPS Act or Public Service Act as applicable to the post environment.
If a candidate is short-listed, it can be expected of him/her to undergo a personal interview.
Applicants appointed under the Police Service Act will be subjected to a medical assessment by a medical practitioner as determined by SAPS prescripts.
Applicants appointed under the Police Service Act will be subjected to undergo a lateral entry programme at a SAPS training institution, where applicable.
Short-listed candidates for appointment 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 to that post.
All short-listed candidates will be subjected to fingerprint screening.
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.
The South African Police Service is under no obligation to fill a post after the advertisement thereof.
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 / promotion will promote representivity will therefore receive preference.
Applications and enquiries can be directed to:
Lt Moonsamy / Captain Mashakane
Tel: (012) 421-0584/ 0194
Tel: (012) 421-0539
Postal Address: Private Bag X 322, PRETORIA, 0001
Hand Delivery: Cnr Beckett and Pretorius Street, Strelitzia Building, Arcadia
Questions after the interview:
At the end of an interview there is usually an opportunity where you can ask any questions you might have. This is a great opportunity to show the interviewer that you are interested in the position as well as the company. It is a good idea to prepare a few questions before the interview – this can be done while you are doing research on the company.
Your questions should show the interviewer that you are a good candidate for the position. Try and avoid questions that are based on your personal needs and preferences, for instance:
- How much leave will I get in a year?
- Will I be considered for promotion in my first year?
- When will I get an increase?
- What time can I leave in the afternoon?
These questions are inappropriate at this stage and will probably raise concerns on the side of the interviewer. Should you be the successful candidate then all these questions will be answered in your letter of appointment so don’t waste this opportunity by asking these basic questions.
If the position is an entry level job or very junior then you are welcome to ask questions in line with the position, for instance:
- Why did the previous person leave the position?
- What would the successful person be tasked to do in a typical day?
- How does this position fit into the department and / or company?
- Could you explain the company structure to me?
- Is there any further education assistance or support?
If the position is more senior then you can prepare question around the following themes:
- current issues that will face the successful candidate;
- inter-personal challenges in the department;
- any process, technology or people challenges that needs to be attended to urgently;
- key result areas that need urgent attention in the first few months;
The above information should get you started. Prepare a few questions so that you can show your worth. Good luck with your interview!