PRF3702
Assignment 2 Semester 2 2026
Unique number:
Due date: 3 September 2026
1.1 APPLYING THE THREE STAGES OF THE PERFORMANCE
MANAGEMENT REVIEW CYCLE
Introduction
Story 2 shows serious service delivery problems at Omicron Police Station, including
lost case dockets, officers sleeping in vehicles instead of patrolling, poor responses
to callouts and weak accountability. Supervisors also believe that the disciplinary
system has become a paper exercise. At the same time, Constable Alpha, Captain
Beta and Lieutenant Colonel Gamma perform well and can serve as role models.
Brigadier Delta therefore needs a fair performance management approach that
corrects poor work without discouraging committed officers. The three-stage review
cycle gives her a practical method for improving performance and linking individual
duties to SAPS goals (Snyman, 2022:17–19).
, 1.1 APPLYING THE THREE STAGES OF THE PERFORMANCE MANAGEMENT
REVIEW CYCLE
Introduction
Story 2 shows serious service delivery problems at Omicron Police Station, including
lost case dockets, officers sleeping in vehicles instead of patrolling, poor responses
to callouts and weak accountability. Supervisors also believe that the disciplinary
system has become a paper exercise. At the same time, Constable Alpha, Captain
Beta and Lieutenant Colonel Gamma perform well and can serve as role models.
Brigadier Delta therefore needs a fair performance management approach that
corrects poor work without discouraging committed officers. The three-stage review
cycle gives her a practical method for improving performance and linking individual
duties to SAPS goals (Snyman, 2022:17–19).
Stage 1: Performance and Development Training
The first stage is performance and development training. Brigadier Delta should
ensure that every officer has a clear work plan stating duties, standards and time
frames. These standards should include proper docket control, visible patrols, timely
responses to callouts and respectful treatment of the public. A performance
management system starts with a mutually agreed work plan that connects individual
responsibilities to organisational goals (Snyman, 2022:18). Training must then
address the gaps preventing officers from meeting these standards. Officials who
lose dockets may need refresher training in case administration, while officers who
neglect patrols may need operational and accountability training. Ethics and service
delivery training should also be strengthened because poor conduct appears to have
become accepted at the station. Training should improve competence rather than
operate as punishment. Strong performers such as Alpha, Beta and Gamma can
support development through mentoring and positive role modelling (Snyman,
2022:22).
Stage 2: Interim Coaching and Progress Reviews
The second stage is interim coaching and progress reviews. Supervisors should not
wait until the end of the performance period before addressing problems because
Assignment 2 Semester 2 2026
Unique number:
Due date: 3 September 2026
1.1 APPLYING THE THREE STAGES OF THE PERFORMANCE
MANAGEMENT REVIEW CYCLE
Introduction
Story 2 shows serious service delivery problems at Omicron Police Station, including
lost case dockets, officers sleeping in vehicles instead of patrolling, poor responses
to callouts and weak accountability. Supervisors also believe that the disciplinary
system has become a paper exercise. At the same time, Constable Alpha, Captain
Beta and Lieutenant Colonel Gamma perform well and can serve as role models.
Brigadier Delta therefore needs a fair performance management approach that
corrects poor work without discouraging committed officers. The three-stage review
cycle gives her a practical method for improving performance and linking individual
duties to SAPS goals (Snyman, 2022:17–19).
, 1.1 APPLYING THE THREE STAGES OF THE PERFORMANCE MANAGEMENT
REVIEW CYCLE
Introduction
Story 2 shows serious service delivery problems at Omicron Police Station, including
lost case dockets, officers sleeping in vehicles instead of patrolling, poor responses
to callouts and weak accountability. Supervisors also believe that the disciplinary
system has become a paper exercise. At the same time, Constable Alpha, Captain
Beta and Lieutenant Colonel Gamma perform well and can serve as role models.
Brigadier Delta therefore needs a fair performance management approach that
corrects poor work without discouraging committed officers. The three-stage review
cycle gives her a practical method for improving performance and linking individual
duties to SAPS goals (Snyman, 2022:17–19).
Stage 1: Performance and Development Training
The first stage is performance and development training. Brigadier Delta should
ensure that every officer has a clear work plan stating duties, standards and time
frames. These standards should include proper docket control, visible patrols, timely
responses to callouts and respectful treatment of the public. A performance
management system starts with a mutually agreed work plan that connects individual
responsibilities to organisational goals (Snyman, 2022:18). Training must then
address the gaps preventing officers from meeting these standards. Officials who
lose dockets may need refresher training in case administration, while officers who
neglect patrols may need operational and accountability training. Ethics and service
delivery training should also be strengthened because poor conduct appears to have
become accepted at the station. Training should improve competence rather than
operate as punishment. Strong performers such as Alpha, Beta and Gamma can
support development through mentoring and positive role modelling (Snyman,
2022:22).
Stage 2: Interim Coaching and Progress Reviews
The second stage is interim coaching and progress reviews. Supervisors should not
wait until the end of the performance period before addressing problems because
