| dc.description.abstract | The study examines the employment policies and practices with specific references to the recruitment, selection and placement in the Namibian Police Department. Since the Public Service Charter of the Republic of Namibia requires Public Servants to promote a culture of fairness, transparency and accountability, it seems important to examine the recruitment, selection and placement process to identify the areas of malpractices and the manner in which the recruitment process is conducted within the Department of Police. The study focuses on the recruitment process since Namibia received its independence in 1990. To put the study in the right context, the general overview of the Namibian Public Service is outlined to give more information regarding its establishment and on how the Department of Police relates to other public institutions, such as Public Service Commission. The study was conducted in the researcher's employment, Ministry of Home Affairs, Head Office of the Department of Police in Windhoek. The research method used to collect data is a case study. This method is chosen among others since it allows the researcher to conduct extensive study by drawing data from the multiple sources of information such as unstructured interviews, process of observation, documents and the Internet. The study is conducted within the qualitative paradigm. The study analyses the policies that have been established to serve the purpose of recruitment in the public service of Namibia. Since the Department of Police has to implement recruitment process, such policies play major roles in the police recruitment process. Thus, a critical review was conducted to determine the manner in which the recruitment process is conducted and on which the findings of the study are based. These outcomes informed the findings and conclusion of the study as well as helping to formulate further recommendations to improve the recruitment process. The findings of the study are drawn from the two components of the department viz: Civilian and Police. On the Civilian component, it was established that ministries (including Police Department) are mandated by the Public Service Commission to exercise their own discretion on the recruitment of entry positions. This mandate was given because the Namibian public service has no written recruitment policy for entry positions. At the side of Police component, it was established that promotion positions are not advertised instead candidates are recommended for promotions by their supervisors while there is no performance appraisal system in place. It was also established that there is a lack of trained personnel to conduct the recruitment process. It was concluded that the recruitment process in the Department of Police is influenced by many different aspects such as the legacy of past dispensations. However through
analysis, the researcher found that NAMPOL conducts the recruitment process in accordance with the theoretical procedures of conducting the recruitment despite the nonexistence of policy guidelines for conducting recruitment for entry positions. | en_US |
