Posspesifikasies vir 'n patrolliehondbegeleider by honde-eenhede van die Suid-Afrikaanse Polisiediens

Abstract

The Labour Relations Act stipulates that applicants may not be discriminated against. This stipulation requires organisations to ensure that screening criteria can be placed in direct relation to the inherent requirements of a job. The aim of this study is to investigate these requirements of a job by means of a job analysis process in order to obtain objective detailed information on the job. The screening of patrol-dog handlers is not currently based on a systematic job analysis. Furthermore, no validated screening battery exists for screening purposes. Screening is currently done exclusively by means of an interview, a fitness test and a medical check-up. Consequently, this method of screening could be regarded as an unfair screening practice due to the fact that it does not comply with the stipulations of labour legislation. These legal aspects aside, patrol-dog handlers have a core function in the execution of the strategic plan of the South African Police Service. The complicated and often dangerous nature of their job also makes it essential to find methods by means of which the most suitable persons can be appointed. A literature survey on job analysis serves as basis for the subsequent job-analysis survey. The main focus of the subject literature is on the investigation of the ways in which job descriptions and job specifications are compiled. In the literature survey the concept of competencies is also defined. The general aim with this research is to perform a comprehensive job analysis for the job of patrol-dog handler, in order to determine what the job of a patrol-dog handler entails and what requirements a person has to comply with in order to perform the job successfully. Two concrete end products, namely a job description and job specifications are compiled on the basis of the information obtained from the job analysis. The job description contains information on the nature of the job that the patrol-dog handler performs. Finally, the descriptive items of the job description are converted into a profile of the type of person who should be able to perform the duties associated with the job successfully. This profile is contained in the job specifications and is formulated in terms of competencies. A survey design was used to reach the empirical research objectives. The research population consisted of 82 members. Among other things, a survey questionnaire, focus groups and an inventory of tasks were used to obtain information regarding the functions, duties and tasks a patrol-dog handler has to perform. The Identifying Criteria for Success (ICS) questionnaire, the Job Specific Index (JSI) questionnaire and the behavioural-incident interview were used to identify competencies of patrol-dog handlers. Competencies identified by means of the above mentioned methods are integrated in a competency profile consisting of 23 competencies. In conclusion, specific recommendations based on the findings of this research, as well as specific recommendations for further research on the competency profile of a patrol-dog handler, are presented.