The Soldier's Guide to Personal Financial Management

SA SOLDIERSA SOLDIERThe official monthly magazine of the SA Department of Defence

Career options inour department

Letters:feedback from our readers

Defence and Aerospace look to the future

The heartof a diver

Tsunami: Moment of silence…

Our Deputy Ministeron a recce

Empower a woman to educate a nation

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16 The gateway to fitness

Our skydivers did it again

Paintball renegades

Disciplineyour mindj

City Press nominated Admiral as newsmaker

Inspector Generaltakes a bow

No compromiseon discipline

Pull-out pages: Career opportunitiesfor our youth in our department

Five years of international peacekeeping

Empowerment programmefor PSAP

A female officer with adeep compassion for people

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STREET ADDRESSDefence Headquartersc/o Nossob and Boeing StErasmuskloofPRETORIA

POSTAL ADDRESSSA SOLDIERPrivate Bag X158PRETORIA, 0001

TELEPHONETel: 012 355 6341 Fax: 012 355 6399email: [email protected]: www.mil.za/magazines/sasoldier

EDITORIAL STAFFEditor: Ms Nelda Pienaar

Editorial Staff: Ms Nomonde Vuthela F Sgt David NomtshongwanaPO Dennis Ndaba

Text Editor: Mr Eugene Muller

CONTRIBUTIONS: Although all possible care is takenwith articles, the editorial staff cannot take any responsibility forlost articles and photographs.

Reproduction & Printing:Formeset Printers Johannesburg(Pty) Ltd, 44-66 Wriggle Road, Heriotdale, Ext 13, 2094Tel: +27 11 626 1330/2/3Fax: +27 11 626 1331

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Distribution: Mr Jim Tshabalala Tel: 012 355 6341

Layout & Design: Mr Werner v/d Westhuizen

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EDITORIAL BOARDCol M. Visser (Acting Chairperson)Lt Col D. Khumalo Ms N. Pienaar Lt Col F. Schoombee

Cdr B. StocktonMaj T.W. CheelaMaj J. du ToitMaj P. LengoasaMaj P.I. MoeketsiMs J. Render

Mr W. van der WesthuizenMr A. DzivhaniF Sgt D. NomtshongwanaPO D. Ndaba (Secretary)

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SA SOLDIER is published monthly - 12 issues per year. The views and opinionsexpressed by the authors of articles are those of the authors and do not necessarilyrepresent those of the Department of Defence (DOD). Acceptance and publication ofadvertorial and advertising matter in SA SOLDIER does not constitute DOD endorse-ment or warranty in respect of goods or services therein described. The DOD doesnot assume any liability in respect of any claims made in advertisements.COPYRIGHT: No article or picture in this magazine may be reproduced without thewritten consent of the Editor.

For the latest news on defence matters in South Africa, visit our website at: www.mil.za/magazines/sasoldier

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M A R C H 2 0 0 5 S A S O L D I E R

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FRONT COVER: Meet our first ever black female diver - Seaman ThabsGoba. Please read more about the heart of this diver on page 9. (Photo: Courtesy Navy News)

message


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From the Editor's desk

ow that we are well and truly into the year 2005,almost four years after the birth of SA SOLDIER,it seems an appropriate opportunity to look backand reflect on how we can further improve thelook, feel and content of the magazine to meet theneeds and requirements of our readership andstakeholders.

Over the next few months we will be testing variousapproaches with you our readers, consulting with our com-munication peers in Government, and benchmarking bestpractice in government communication. Your feedback vialetters, email and phone calls are critical to how we go for-ward. Also ensure that you respond to the next survey on SASOLDIER.

One issue, which we will re-examine, is the further use of andexpression through our eleven official languages for the pur-pose of communication in a Government department.Although English is the "official operating language" of theSANDF we are also a Government department, aligned to thephilosophy of Batho Pele (People First), that has to consultand ensure that our readership is well served by a profes-sional magazine.

The SA SOLDIER will publish letters and articles from ourreaders in any language that they feel most comfortable with.We will further ensure that English translations are availableon request by publishing them on the DOD website:www.mil.za. Alternatively, our readers can contactDirectorate Language Services of the DOD for translations ofany article published in SA SOLDIER in any one of our offi-cial languages. For assistance please contact Col DaanVorster, Director Language Services, at tel no: (012) 392 3176.

A special appeal is made to those in the far-flung operationalareas, inside and outside the country, to express yourselvesvia articles or letters in any language or angle in which youfeel comfortable.

Please find the insert in this month's edition: SA SOLDIER's2005 calendar. This March edition is packed with news andreading pleasure. SA SOLDIER is making history - for thefirst time in its existence some articles are published in ourother ten official languages. Please read the article: "No com-promise on discipline" on pages 22 and 23. (The Afrikaanstranslated article is published on pages 26 and 27.) The article regarding the Government CommunicatorsAwards 2005 ("iMiklomelo ka 2005 yabezokuXhumanakwaHulumeni") is published in isiZulu on pages 18 and 19.The English version of this article is available on the DODwebsite. Please feel free to visit: www.mil.za

Read more about excellent career opportunities for our youthin the DOD on page 5, as well as a pull-out poster on pages24 and 25.

Please give us your opinion about which language(s) youprefer in your magazine.

Nelda PienaarEditor

NGo tšwa go Morulaganyi

e bjale re šetše re re le ngwageng wa 2005, e ka bamengwaga ye mene SA SOLDIER e le gona, go bona-gala gore e ka ba e le nako ya maleba go lebella mora-go ra nagana ka moo re kago kaonafatša tebego, phop-holego le diteng tša kgatišobaka ye gore e fihleledinyakwa le ditlhokwa tša babadi ba rena le bao banago le kabelo go yona.

Mo kgweding tše mmalwa tše di tlago re tlo ba re dira diteko tše difapanego le lena babadi ba rena, re ikamanya le badiredi ba tša tse-bišano (communication) mo mmušong, le go bea seelo sa maleba(benchmark) ka ga tsebišano mo mmušong. Dikakanyo tša lena kamangwalo, e-mail, metato, gammogo le go kgonthišiša ga lenagore le be le seabe mo dinyakišišong tše di latelago ka ga SA SOL-DIER di bohlokwa go re lemoša ka fao re swanetšego go tšwelapele.

Kgato ye nngwe yeo re tlogo efa šedi ke tirišo le tlhagišo kamaleme a rena a lesometee, e le go direla tsebišano mo makaleng ammušo. Le ge Seisemane e le poleo ya semmušo ya tšhomo mosešoleng, le rena re sa ntše re le lekala la mmušo, gomme re ika-manya le moeno wa Batho Pele, re rerišana le go kgonthišiša gorekgatišobaka ye e na le mohola go babadi ba rena.

SA SODIER e tlo gatiša mangwalo le ditaba tšeo ditšwago go baba-di ba rena ka maleme ao ba a dirišago ka tokologo. Godimo ga faore tlo kgonthišiša gore go ba le diphetolelo tša Seisimene tšeo retlogo di gatiša mo letlakaleng la kgoro ya tša tšhireletšo (DODwebsite: www.mil.za. Se sengwe seo babadi ba ka se dirago ke goikamanya le Directorate Language Services mo kgorong ya tšatšhireletšo go hwetša phetolelo ya kgatišo ye nngwe le ye nngwego lengwe la maleme a Aforika-Borwa. Go hwetša thušo, ika-manyeng le Kolonele Daan Vorster, molaodi wa tirelo ya dipolelomo nomorong ye: (012) 392 3176.

Kgopelo ye e kgethegilego ke gore bao ba rometšwego go šomakgakala, e ka ba kagare ga naga goba dinageng dišele, ba hlagišemaikutlo a bona ka mangwalo ba diriša polelo yeo ba ikwišišagogabotse.

Mo kgatišong ya kgwedi ye le tlo hwetša tšhupamabaka ya SASOLDIER ya 2005. Kgatišo ye ya kgwedi ya Matšhe e tletše ditabale ditemana tša go balela go ithabiša. SA SOLDIER e dira histori, lamathomo e sale e e ba gona, go na le dikgatišo ka maleme a rena amangwe a lesome. Hle bala kgatišo ye: "No compromise on disci-pline" mo matlakaleng 22 le23. (Phetolelo ya seAfrikanse egatišitšwe matlakaleng 26 le 27.)

Kgatišo ka ga dikabelo tša batsebišane ba mmušo tša 2005 (imk-lomelo ka 2005 yabezokuxhumana kwaHulumeni) e gatišitšwe kaSizulu matlakaleng 18 le19. Ka Seisimane kgatišo yeo e kahwetšwa go DOD website. Etela www.mil.za ka tokologo hle.

Balang ka ga dikgoba tša mešomo tše di beetšwego baswa ba renamo kgorong ya tša tšhireletšo letlakaleng la 5, gomme le hwetšeseswantšho se le ka intšhetšago sona matlakaleng a 24 le 25.

Hle re feng dikakanyo tša lena mabapi le di/polelo tš/yeo le rata-go kgatišobaka ya lena e ka hlagišwa ka tš/yona.

Nelda PienaarMorulaganyi

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Your country needs you

By Capt Lesley RakhibanePhoto: Cpl Elias Mahuma

clarion call to young, qualify-ing and deserving SouthAfricans of all races signalledthe intention to speed up theprocess of resolving imbal-ances at entry level in theDepartment of Defence's

highly specialised occupational class-es.

This was apparent during a wellattended press conference held by theMinister of Defence, Mr MosiuoaLekota, at Waterkloof Air Force Basein Pretoria on 18 January 2005, to ad-dress issues of transformation andrejuvenation of the SANDF. At theconference Mr Lekota was flanked byKhanyisile Simelane to his right andThabisile Mahole to his left, both fromTsakane Township. They had bothobtained distinctions and good sym-bols in matric last year, but owing to alack of funds they could not enrol attertiary institutions. They were alsonot aware of the career opportunitiesthe DOD provides to our youth.Fortunately, our Minister of Defencewas made aware of them and the twolearners were informed about theMilitary Skills Development Program-me and the Youth Foundation Train-ing Programme. This story has ahappy ending because now their talentand potential will be developedthrough the Military Skills Develop-ment Programme.

The Minister of Defence said thatsince 1994 the DOD had found it diffi-cult to increase representivity signifi-cantly within its specialised muster-ings in the SA Air Force, the SA Navyand the SA Military Health Service. Healso said that a key objective of theDOD was to be an equal opportunity"employer of choice" for young SouthAfricans with the educational require-ments or requisite potential for acareer in defence. It was equallyimportant that all race and gender

Afields, for example as pilots, naviga-tors, naval combat officers, engineers,technical officers, professional medi-cal personnel and accountants.

The Minister of Defence said thatthe Military Skills Development(MSD) Programme was regarded asthe flagship programme to ensure thesuccess of the rejuvenation drive ofthe SANDF. During January 20054 203 MSD students reported for ser-vice, which was the largest intake inthe history of the SANDF - 3 002members for the SA Army, 150 for theSA Air Force, 600 for the SA Navy, 150for the SA Military Health Serviceand 301 for various other divisions.

Even though the lack of capacityto afford, accommodate and trainlarger numbers remains a serious con-straint, the SANDF is well on its wayto attaining its strategic rejuvenationgoal over the medium term.

Mr Mosiuoa Lekota, the Minister of Defence, flanked by Khanyisile Simelane(right) and Thabisile Mahole (left) during the press conference at WaterkloofAir Force Base.


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groups within our borders were repre-sented in the various ranks and func-tions within the DOD.

According to the Minister there isstill a misconception in the publicarena that defence is purely aboutwarfare and that it is therefore not ageneric career choice for young menor women with alternative career aspi-rations. The SANDF is involved incontributing to the transformation ofSouth African society by developingskills among the youth, who are thenreturned to society as disciplined andtrained men and women equippedwith skills.

Mr Lekota called upon all youngSouth Africans who completed matricin 2004 with good results in mathe-matics, science, biology, accountancyand geography to take advantage ofthese opportunities. He added that inorder to help students from previous-ly disadvantaged communities, whodid not do well in these subjects, theDOD had launched the YouthFoundation Training Programme(YFTP) to help them improve theirsymbols.

The YFTP is an attempt by theDepartment to identify the youth withthe necessary academic potential andprepare them for a career in various

Career options in ourdepartment.

(See pull-out pages 24-25 of this edition of

SA Soldier)

Winning letter


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feedback

The emotional bank account

R200-00 prize for the best letterSA SOLDIER welcomes letters to the Editor. Short letters are more likely to be pub-lished, and all letters may be edited for reasons of style, accuracy or space limita-tions. Letters should preferably be typewritten and double-spaced. All letters mustinclude the writer's full name, address and home telephone number. The volume ofletters we receive makes individual acknowledgement impossible. Please sendyour letters to: The Editor, SA SOLDIER Letters, Private Bag X158, Pretoria, 0001.Letters may also be faxed to (012) 355-6399 or sent via email to [email protected] would like to hear your comments or ideas, particularly about matters affectingmembers of the Department of Defence. Regrettably, anonymous letters cannot beanswered officially or published - Editor.

We all know what the financial bankaccount is. An emotional bank accountis the metaphor that describes theamount of trust that has been built upin a relationship. If I make depositsinto the emotional bank accountthrough kindness, honesty and keep-ing commitments to you, I build up areserve. Communications are easyand effective.

If I have a habit of showing disre-spect, playing at being a little tin godin your life, eventually the emotionalbank account will be overdrawn - thetrust level gets very low.

There are six major (great)deposits, namely: Understanding theindividual, attending to the littlethings, keeping commitments, clarify-ing expectations, showing personalintegrity and apologising sincerely

when you make a withdrawal. New challenges have arisen in that

internal problems are not the onlythings that endanger our perspective.Our attitude sometimes crashes whenthe storms around us begin to taketheir toll. Members of the SANDFcome from different backgrounds andthey all have had some kind of mis-trust, but fate brought them together.

Warrant officers are honoured tobe counsellors of senior officers, men-tors of junior officers and non-com-missioned officers and other ranksmust begin to take responsibility andcease to be biased. They must alwaysgive support to the subordinates,using the six major deposits.

To my fellow soldiers I would liketo say: "If life kicks you, let it kick youforward". Turn your failures into

success. Read this daily:I will never give up so long asI know I am right.I will believe that all things willwork out for me if I hang on untilthe end.I will be courageous and undis-mayed in the face of odds.I will never permit anyone tointimidate me or deter me from mygoals.I will never surrender to discour-agement or despair no matter whatobstacles may seem to confrontme.Life is by nature, highly interde-

pendent. To try to achieve maximumeffectiveness through independence islike trying to play tennis with a golfclub - Lt Mogotsi Mokgatsi, 6 AirServicing Unit.

There is a new type of leader who hasworked his way up through the ranks,instead of having been pushedthrough. This is the type of leaderwhose ideals and motives are never incontrast with those of the governmentof the day. He sees his military supe-riors as advisors, coaches and confi-dants - never as his bosses. He hasearned the respect of his subordinatesrather than having demanded it, andis thus comfortable in their company.He understands the perfect balancebetween familiarity and professionalaloofness that befits a true leader.

He knows precisely why he is asoldier. He also knows that he is not apolitician. He cares not who has won

the recent elections. He also knowsthat while he is forging ahead, some ofhis colleagues are pulling backwards.He does not have the approach towork of those that have strayed fromthe norms and demands of soldiering.His behaviour enables those who are"lost" to see him as the answer to theirproblems.

He knows the history of his organ-isation (SANDF), however briefly, andunderstands the present challengesand is therefore in the perfect positionto foretell the future.

Lastly, he constantly displays thetrue characteristics of leadership foreveryone to emulate - Ronnie Msomi,4 SA Infantry Battalion.

A transformational leader

The views and opinions expressed byRfn P.H. Damente from Grahamstownin the winning letter published in theJune 2004 edition of SA SOLDIER isabsolutely true and an aspiration topeople who believe in God's creation.The important point to remember islive and let live, because without Godwe can do nothing.

Attitudes are more important thanfacts. Only successful people can helppeople who are failing. Only winnerswill survive to give food to the hun-gry. So let all of us in this country goforward - love each other, do good tothe poor. If we are patient in a momentof anger, we will escape a hundreddays of sorrow, because the Lord hasthe last say.

My prayer to the soldiers of SouthAfrica: We all know the Maker of thewind, we all know the Master of theuniverse. Sometimes He brings us low,but never down. Heavenly Father,please bless our soldiers, give themwisdom, peace and love for our coun-try. For you are our God and may theyalways remember - tough times neverlast, but tough people can do withGod's knowledge - Mrs Ivy Theron,Hermanus.

Value and loveyourself


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You left a global shockYou established an orphanageAnd left children of the globe sobbingWhen they recalled their loved onesYou embrace the young starsWith a blanket of sorrowAnd run with that of confidence

I don't believe you are a messengerfrom GodYou have been sent by the devilAll is because of the outcomesGod is to save - evil is to destroyAnd enjoy the screaming of the innocent

Tsunami! Evil MessengerWhen bodies surrender their soulsI ascended to my brainsTo investigate the causeMy outfindings are adultery and evilDeep in the coast of mass deathI saw a man with black suitsAnd black eyes with black heartPushing terrifying waves to the landPulling smiling faces into the belly of the sea

Though it is painful we do acceptLet's look after the orphansLet's take care for the widowsIf you give, your blessing is above that

of the receiverGod bless the dead

May their souls rest in peaceWe shall always recall their humanityTheir humankind will live foreverWe shall stand together and prayGod's Kingdom will ruleTsunami will die forever

I wrote this poem with a concernedheart about the great loss of human lifecaused by the tsunami and earth quake inThailand (Asia) on 26 December 2004 -Sgt D.A. Vhuyatsha, AFB Makhado.

I know I am neither the first nor thelast to raise this issue. It has been saidmany times that our clothingallowance (money) is strictly for main-taining our uniform. It has now beingincreased to R900. The money does notcome from the sky, it is the taxpayers'money spent on us to be proud sol-diers who maintain our uniform at alltimes. Let us use the money for what itis meant and not abuse it.

There is a policy on how we aresupposed to wear our uniform andhow neat we are expected to be whenin uniform. We officers, especially, aresupposed to set an example for the

I would like to obtain more informa-tion on my first cousin, Joseph BecketDixon. Joseph Becket Dixon was bornabout 1902 in England. By 1957 he wasa major in the South African DefenceForce according to his mother's deathnotice (Miriam Anne Dixon (bornBecket) of that year which I found inthe archives. His address at that timewas 16 Protea Mansions, Cape Road,Port Elizabeth. Can you provide anydetails of his service or how I mightcontact surviving members of his fam-ily? - Michael Adair, email.

* If anyone can assist Michael Adairplease email him at: email address:[email protected] - Ed.

Maintain your uniform

Trying to locatefirst cousin

juniors. We are expected to inspect theNCOs from time to time. How onearth can one inspect someone if one islacking in what is expected of one.This is not a matter of rank, race orgender. Everyone needs to set anexample. We are falling short, we are

all here by choice so we must abide bythe rules. Cleanliness is next to godli-ness. Let us be proud soldiers andwear our uniform accordingly.Remember the world is watching us,we must lead by example - Maj S. Jacobs.

insight


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By Mr Vuyo Zambodla, Head of CommunicationArtist’s Impressions: CourtesyAirbus Military

The South African Government is onschedule to become the first country,outside of a cluster of seven Europeancountries, referred to as the "LaunchNations", to participate in the devel-opment of a new age military aircraft,the Airbus Military A400M. TheA400M is intended primarily for theever-increasing international require-ment for increased airlift capability forthe purpose of peace support andhumanitarian relief operations.

When the A400M enters service inSouth Africa sometime between 2010and 2012, South Africa will be the firstnon-NATO export operator of the air-craft and the first in the SouthernHemisphere. Through its participa-tion in this programme aimed at thedesign, industrialisation and supportof the aircraft, South Africa will beAfrica's first operator of the newplane.

The manner in which the A400Mprogramme has been conceptualisedoffers unique opportunities to anycountry, which participates. In thecase of South Africa, participation inthe programme will deliver anunprecedented boost to the restruc-turing and revitalisation of theaerospace sector in a way that alsobridges the traditional divide betweenthe civil and military sector.

In recent interviews AirbusMilitary has stated that the A400Mwill provide the SA Air Force with thecapability of carrying larger loadsthan are currently possible to key hotspots in sub-Saharan Africa. It willalso enable more rapid in-theatredeployment of helicopters, personneland land-based equipment. It alsoincorporates an in-flight refuellingsystem, enabling the aircraft to beused as a tactical airborne tanker forsmaller assets deployed for peaceoperations, including Gripen, Hawk(in a training role) and suitablyequipped helicopters.

Besides the operational benefitsrepresented by A400M, the aircraft

also presents SouthAfricans with amenu of opportuni-ties in design, engi-neering, technicalsupport and opera-tional planning.Based on the C-130Hercules experi-ence, Airbus and itscustomers antici-pate the A400M willremain in produc-tion for well over 50years, with aircraftremaining in ser-vice even longer.

Lekota, signed a Declaration of Intent(DOI) with Airbus Military in Pretoriaon 15 December 2004. The depart-ments involved in this programme arethe Department of Defence, theDepartment of Trade and Industry, theDepartment of Transport and theDepartment of Finance.

In addition to participating in theprogramme the South AfricanGovernment is also committed to tak-ing delivery of approximately 8 air-craft as the programme maturesbetween 2010-2012 in a bid to boost theever-increasing requirement for peacesupport and humanitarian relief oper-ations across the African continent.

The official signing of the contractbetween the South AfricanGovernment and Airbus Military isscheduled for 28 March 2005.

Defence and Aerospace look to the future

The South African aerospaceindustry will therefore receive high-value work packages from AirbusMilitary and thus become a key partic-ipant throughout the life of the pro-gramme. The A400M, 180 examples ofwhich were ordered in May 2003 byseven European NATO nations willfirst fly in 2008, with deliveries begin-ning from 2009. In addition to boost-ing the South African aerospaceindustry this initiative will offer arange of career opportunities to youngSouth Africans, including pilots, engi-neers, designers, technical support,logistical support, administrative sup-port, management and a range of spe-cialised aerospace opportunities.

A cluster of South AfricanGovernment departments, led by theMinister of Defence, Mr Mosiuoa

The A400M in austere conditions.

focus on people


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By Sean Houghton, as published in Full CircleMagazine, February 2005

arly in December 2004 thefirst ever black female quali-fied as a Fleet Support Diverin the SA Navy. SeamanNompumelelo Thabisile(Thabs) Goba, is only the sec-ond ever female to become an

SA Navy diver.Seaman Goba, who is 21, was born

in Inanda, Durban and is the secondeldest of three girls and a boy. She hasbeen sports-mad for as long as she canremember. Her favourite sport is net-ball, and she planned to study sportsmanagement when she left school.

However, when she heard shecould join the SA Navy and studywhile taking the "PTI" course, sheknew she could achieve all her goals -while being paid to boot! She signedup and cut her hair, which impressedher sister so much she called SeamanGoba "GI Jane"! While her intake wasat SAS SALDANHA doing its basictraining, the officers from the divingschool came and spoke to them. Untilthat time she had always believed thescuba diving would remain inaccessi-ble to her and she would have to con-fine her underwater experiences to thepages of National Geographic.

The diving recruiters did a fantas-tic selling job and Seaman Gobathought, "Wow, I can do this!" Sheconcedes though, it was not merely asales pitch and the course has beeneverything the officers said. Everyonetold her she was crazy to become adiver. Her grandmother was particu-larly wary of her choice, telling her itwas "not normal for black people to beunderwater!" Seaman Goba concededto herself that she most probablywould not make the grade, but shewas determined to give it everythingshe had and would not fail for lack oftrying. From May to September 2004all the diving recruits were putthrough the Diving EnablementProgramme, which includes a heavyschedule of swimming and general fit-ness training. The SA Navy runs this

course to train and equip potentialdiving candidates to meet the exactingstandards of the Navy's OperationalDiving Team. When the DivingEnablement Programme had beencompleted, Seaman Goba was one ofseventeen recruits who went onto theFleet Support Diver's Course. As wellas teaching the skills, techniques anddrills required for diving, at whichSeaman Goba excelled, they also wentthrough intensive physical training.Swimming, running, strength exercis-es and "PT" were all part of the dailyprogramme. Upper body strength isvery important to a diver owing to theheavy equipment they carry and han-dle and, although she is a sports nut,she had never done any specific exer-cise for her upper body.

Seaman Goba found the first fewweeks overwhelming and consideredgiving up. The course was tough. Verytough. Physically and mentally taxing,it took its toll and there were manytimes she would go back to her roomand cry in frustration and exhaustion,wondering if she had made the rightdecision. But she persevered and gotthe feel for it and things began to makesense and she settled down to the rig-orous schedule.

Another vital aspect of the coursewas instilling and building the teamethic in all the trainees. Without acohesive team, things can go horriblywrong underwater and many of theexercises are designed to get everyoneto work together and support eachother. She often felt she was "theweakest link" and that she was lettingher mates down, but she readily heapspraise on all of them for the fantasticsupport and encouragement they gaveher. "They were very protective of me.Without them I would not have madeit!" Seaman Goba says emphatically.

It all made sense to Seaman Gobawhen she did her qualifying dive of 21metres in False Bay. "The colours werejust - Wow!," she recalls. "The waterwas like so blue and the anemoniesand corals were just so beautiful. Itmade everything worthwhile."

And make it she did. Of the seven-teen trainees who began the course,

thirteen passed. For the next yearSeaman Goba will work in the SANavy as a diver and decide if this iswhat she really wants, which willmost probably be the case. Then shewill join the Part 1 Diver's Course inJanuary 2006, which focuses on mili-tary skills training. This will qualifyher as a Clearance Diver.

Seaman Goba acknowledges thather achievement has been historymaking, but sincerely humble, shesees herself as just another persondoing what she loves. She seemsslightly amused by all the mediaattention, but handles it exceptionallywell. She is shy and demure and maybe seen as lacking self-confidence, butthe truth is she has a steely determina-tion and buckets of self-belief, whichher genuine but charming humilitydoes not allow her to trumpet. Shemay not be the one who puts up herhand and accepts the high-profile job,but when faced with a real challengeand a dangerous situation she is thekind of person that others would liketo have beside them. She will get onwith it quietly, without making a fussand will simply not give up until it isdone.

Seaman Goba says she is a muchtougher, and even meaner personhaving come through the course, andshe definitely became a team playerand is emotionally a lot stronger. Toanyone who wants to follow her leadshe says: "You will have to have thewill and determination because it isnot easy. But the most important thingis not to listen to all the doubters whowill say you cannot do it. You havegot to believe in yourself."

Seaman Thabs Goba in action.

The heart of a diver!

E


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clippings

TsunamiBy Capt Lesley Rakhibane

As the entire world is reeling in com-ing to terms with the devastationcaused by the tsunami and earthquakethat hit several Asian and Africancountries, the Defence Staff Council(DSC) issued an instruction to thechaplains of all units in the DOD toshow their respect, support and soli-darity to those families who have suf-fered loss or injury as a result of thedisaster.

The DSC was honouring a requestby religious leaders of different faithcommunities in South Africa who helda meeting at the JohannesburgInternational Airport on 6 January2005 to request all believers in thecountry to extend their heartfelt con-dolences to the victims of the tragicevent.

The Moment of Silence for thetsunami disaster victims took place on12 January 2005 at 12:00 when all DODpersonnel observed two minutes ofsilence and offered a prayer that the

Assisting in the Mozambique electionsArticle and photo by Maj Ellouis Jansen vanRensburg, SO1 Opcom

What do you get when you put three Oryx helicopters, oneC130, 61 SANDF members and hundreds of litres of watertogether?

OPERATION LYNX II of course!The rain that fell during the 2004 elections in

Mozambique, especially in the northern provinces, forcedthe Mozambique government to request assistance fromthe RSA with the collection of the ballot boxes. Col HarryAnderson was appointed as the Joint Task ForceCommander of the operation and after a recce to the affect-ed provinces 61 members were deployed at short notice on4 and 5 December 2004 to Pemba and Lichinga in northernMozambique. The deployed members had to provide allthe equipment to sustain the operation and within hours ofarriving in Mozambique the "Ops room" was up and run-ning and communications were established. After the Oryxhelicopters landed on 6 December 2004 the operation couldproceed. 119 hours were flown during the operation, while87 ballot boxes were collected from the various districts inthe two provinces so that their voting papers could becounted, 303 officials were transported during the flights.

Almighty would provide the suffererswith consolation, strength and perse-verance to start new lives.

The Moment of Silence and prayerfor the victims of the disaster also tookplace at the GSB MOD, where it wasled by the SSO Ministry and SpiritualSupport, Col J. Dill. The theme of themessage was "Our God, ourstronghold", which focused on Psalm46, verses 1-2: "God is our refuge andstrength, an ever-present help in trou-ble. Therefore we will not fear, thoughthe earth give way and the mountainsfall into the heart of the sea. Thoughits waters roar and foam and themountains quake with their surging."

In his message Col Dill said:"When we try to reflect on what hap-pened it is difficult to imagine theextent of the loss and damage thattook the lives of thousands and affect-ed millions in a few minutes. Thethought that came to me was that lifeis never totally predictable. We boastthat we can do much better planningand are in possession of better early

warning systems than ever before;however, life is never totally pre-dictable". Be that as it may, the ques-tion that should ring incessantly inour minds is: how can we help the vic-tims of this natural disaster? Throughthe Tsunami Disaster Fund SA, the SARed Cross and our churches we canmake a difference.

People who would like to donateto the fund or directly to the SA RedCross Society may do so through thefollowing accounts:

Tsunami Disaster Fund SAStandard Bank, Hydepark (006605)Account number: 0222 98347 or

SA Red Cross SocietyAbsa BankHeerengracht branch, Cape Town(632005)Account number: 405 259 8774 or

SMS the word "Asia" to 42410 todonate R30.00 or

SMS the word "Asia" to 39669 todonate R15.00

F Sgt M. Cockrell and Sgt A.G. Modise, communicationoperators, during OP LYNX II in Pemba.


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Graduating officers are empoweredBy Lebohang LetaoanaPhoto: F Sgt David Nomtshongwana

The third Joint Senior Command and Staff Programmegraduation ceremony was held at the South AfricanNational War College on 25 November 2004. The pro-gramme started with 100 learners, which is the maxi-mum number the College can accommodate. Seven ofthese students were from abroad, ie from Germany,Kenya, Nigeria, Rwanda, Tanzania, Uganda andZambia. Three members of the SANDF had to withdrawfor different reasons. Altogether 96 learners graduatedon that day. Gen Siphiwe Nyanda, the Chief of theSANDF, said the Joint Senior Command and StaffProgramme was intended to prepare selected officers forsenior appointments at the operational level by develop-ing their command, staff and analytical skills, andbroadening their professional understanding of jointand combined operations, as well as the management ofdefence and the wider aspects of conflict.

These graduating officers are empowered and quali-fied to implement the knowledge and skills gained overthe 44 weeks they have spent at the College.

During the graduating ceremony Gen Siphiwe Nyanda, theChief of the SANDF, awarded Lt Col (now Colonel) ClydeHepburn, SSO Reserve Force Division with the ChiefDirectorate Army Reserve, the Floating Trophy for the BestOverall Command Research Paper. He was the first ReserveForce officer to attend this programme.

This is an intellectual raceBy Nomonde Vuthela

The 4th annual Joint Senior Commandand Staff Programme (JSCSP) gotunder way on 25 January 2005 at theSA National War College in Pretoria.Launched in 2002 and training aboutninety senior officers at a time, theJSCSP has been heralded as a successby the leadership of the SANDF.

In 1999 the Chief of the SANDFissued a directive that research was tobe done on the possibility of having asingle joint course for all officers of theSANDF. As opposed to the more out-dated way where units from all theServices provided their own memberswith the possibility of attending theSenior Command and Staff Course.

According to information providedby the SA National War College theJSCSP is central to the intellectualdevelopment of future senior militaryleaders and hence the success of futuretransformation programmes.

It is also an important catalyst forpromoting a joint and combinedapproach to conducting future opera-tions at the operational level.

Background information given toSA SOLDIER further demonstratedthat using the latest Education,Training and Development (ETD)methods, the programme develops thecompetencies required of both theoperational level commander and staffofficer to an international standard.

The first residential programmecame to fruition in 2002, the second in2003 and the third was concluded inNovember 2004.

And because the programme isaimed at preparing selected individu-als for senior appointments at a seniorlevel, the learners are urged to focuson obtaining and leaving with abroadened understanding of singleservice, Joint and CombinedOperations.

The learners are also expected tograduate having developed their ana-lytical skills and management ofDefence and the wider aspects of con-flict.

Offering words of encouragementthe Chief of the SANDF, Gen SiphiweNyanda, urged them to make friends,create camaraderie and form lasting

bonds which, the learners can utilisein their future careers. He also said,"To all students on the course I wish toencourage you to work; this course isvery demanding and is performed atthe operational level where compe-tence is essential in the theatres of mil-itary activity in Africa and beyond".

"We therefore need competent,skilled and well trained commandersand staff officers for the manydemands placed on the defence forceson the continent and around the worldto respond to conflict crises," GenNyanda added.

Welcoming local officers and offi-cers from Botswana, Gabon, Pakistan,Rwanda, Swaziland, Lesotho andZimbabwe for a long year in Pretoria,Brig Gen William Nkonyeni, theCommandant of the SA National WarCollege, urged the learners to sacrificetheir personal interests in order tomake it.

Advising the learners to leave alltheir baggage behind the classroomdoors, Brig Gen Nkonyeni empha-sised, "This is a race; lose weight torun the race".

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Our deputy minister on a recceArticle by Lebohang LetaoanaPhoto: Cpl Elias Mahuma

Mr Mluleki George, the Deputy Minister ofDefence, visited the offices of the Chief ofDefence Intelligence in Pretoria on 24 January2005. The aim of the visit was to orientate himabout the structure and functions of DefenceIntelligence.

Lt Gen Moreti Motau, the Chief of DefenceIntelligence, met Mr George when he was briefedby all directors.

The Deputy Minister of Defence also visitedthe subdivisions of Intelligence Processing,Counter-intelligence and Collection.

Broadening horizonsBy Nomonde Vuthela Photo: Cpl Leonard Xaba

The governments of South Africa and Sweden signed an agree-ment on the Implementation Arrangement No 4 on MilitaryExport Controls and third party sales between the two govern-ments at Defence Headquarters in Pretoria on 7 December 2004.The two countries also held discussions on the implementation ofArrangement No 3, which entails collaboration in defence researchand technology. Representing the DOD in the signing ceremony,Mr Tsepe Motumi, the Chief of Policy and Planning, said this wasan important element in building future relations and that theDOD will try to bridge as many geographic divides as possible. MrLars-Hjalmar Wide, Head of the Swedish Department for ExportControls, signed on behalf of the Swedish delegation.

Lt Gen Moreti Motau, the Chief of Defence Intelligence, briefing Mr Mluleki George, the Deputy Minister of Defence, about thestructures of Defence Intelligence.

Mr Tsepe Motumi, the Chief of Policy and Planning(right), and Mr Lars-Hjalmar Wide, Head of theSwedish Department for Export Controls, at thesigning ceremony.

The peoples' National Defence ForceBy Nomonde Vuthela

Thirty-five communicators from differ-ent services and the private sector wereguests of the Chief of the SANDF, GenSiphiwe Nyanda, when they were takenon a visit to military installations in PortElizabeth and Grahamstown from 25 to26 November 2004. It is common prac-tice for the Chief of the SANDF to invitestakeholders from various companiesand institutions in an effort to educatethe South African public in general onthe SANDF/DOD. Visits such as theseare continuous and the guests are pro-vided with the opportunity of under-standing the role and the task of theSANDF/DOD. They are also given anoverview of the SANDF/DOD's capa-

bilities in the various provinces. Theguests witnessed and were informed ofthe standard of training and level ofprofessionalism in the SANDF/DOD, adetailed report of transformation in theDOD thus far and the culture of theDOD. These visits are designed to pro-mote the image of the DOD and also toenhance interaction between the visit-ing guests and members of the SANDF.On this particular visit the guests flewfrom Air Force Base Waterkloof inPretoria to Port Elizabeth in a militaryplane (flossie) so that they could get areal feel of the military. On their arrivalin Port Elizabeth they were met by theOfficer Commanding Air Force StationPort Elizabeth, Lt Col Lenox Mzong-wana, who gave them a briefing on the

history of the air force station and itsrole in a new South Africa. That was fol-lowed by a SA Air Force demonstration.The visitors also visited GSB PE wherethey were welcomed by the OfficerCommanding GSB PE, Col Saul Rabiewhere they were briefed on the unit andits current functions. Lunch was fol-lowed by a trip to the Area MilitaryHealth Unit Port Elizabeth, this tourbeing led by Col Antoinette Alberts. Thetour continued to the Reserve Force'sRegional Office Eastern Cape com-manded by Col Roy Gowar. On themorning of 26 November the guestswere flown to 6 SAI Bn in Grahamstownfor a visit. Later that afternoon they flewback from Grahamstown to Air ForceBase Waterkloof.


13

The key to military information superiorityBy Bertus Celliers, Manager Corp Comm Armscor

Armscor, Command and Manage-ment Information Systems (CMIS) ofthe SANDF and SITA are proud toannounce the Second Military Infor-mation and Communication Sympo-sium of South Africa (MICSSA).Armscor and CMIS had identified aneed to create a forum where informa-tion and communications could bediscussed within the military context.Known as the Military Informationand Communications Symposium ofSouth Africa or MICSSA, this forum isan opportunity for the defence com-munity, Government and industry toshare ideas, strategies, requirementsand potential solutions. The first MIC-SSA was a roaring success in Nov-ember 2003. In keeping with thevision of MICSSA, MICSSA 2005 willonce again promote information andcommunications related develop-ments among stakeholders in theSouthern African defence environ-ment, military and civilian alike. MIC-SSA will provide an ideal opportunityto promote new technologies, trends

First City exchanges reignsA unique 129th birthday parade tookplace in Grahamstown at the Officers'Mess at the Regimental Headquartersof the oldest Highland Regiment in thecountry, viz First City, on 27 Novem-ber 2004. Both the Officer Command-ing and the Regimental SergeantMajor handed over command.

Lt Col Rob Wilmot, who is the 24thOfficer Commanding of First City,handed over command after twelveyears to Lt Col Gavin Wyness. Lt ColWyness is the former Second inCommand of the Buffalo VolunteerRifles and has had 23 years of servicein the South African Infantry Corps.

WO1 Walter Probart, who hasbeen the RSM since 1992, handed overto WO1 Craig Brown, who has had 25years of service in the South AfricanInfantry Corps and has served in boththe First City and the Buffalo Volun-teer Rifles. Among the guests who

Officers Commanding, as well asnumerous unit commanders, RSMsand former RSM Alex Farquhar.

It was also the first time that the

Officer Commanding and the RSMwore the new rank insignia and thenew SA Army flash. (Article by WO1Craig Brown, RSM of First City)

Lt Col Gavin Wyness, the newly appointed OfficerCommanding (left), and Lt Col Rob Wilmot, the outgoing Officer Commanding.

peacekeeping or combat, timeousaccess to relevant information is criti-cal to success. Africa represents aunique military theatre with limitedinfrastructure and a hostile environ-ment in which operations have to beconducted. It is not uncommon to findoperations spread over vast geograph-ical areas. Information and communi-cation technology holds the key forovercoming these challenges so thatinformation may be deliveredtimeously to decision-makers. The

organisers will endeavour to eclipsethe achievement of MICSSA 2003 andparticipants can look forward togreater participation from SADEC andother foreign military dignitaries. TheSANDF will also take a more activepart in the exhibition, with the deploy-ment of operational equipment cur-rently in the SANDF inventory.MIC-SSA 2005 will be hosted at the CSIRConference Centre in Pretoria, and isset to be a premium event on the 2005conference calendar.

and policy issues. MICSSA2005 is proud to welcomeSITA as a member of theorganising committee forthis and future MICSSAs.MICSSA 2005 is scheduledfor 26 to 28 July 2005 with agolf day planned for 29 July2005. The theme for MIC-SSA 2005 is: "Informationand Communications Tech-nology: The Key to MilitaryInformation Superiorty inAfrica".

In modern militaryoperations, whether theseinvolve humanitarian aid,

Fltr: Mr F.L. van der Merwe from Armscor andChairperson of MICSSA 2005, Maj Gen A.C.Hurribunce, Chief of CMIS and custodian ofMICSSA, and Brig Gen M.S. Brazzoli, DirectorInformation Warfare, CMI and Co-chairperson ofMICSSA 2005.

attended the occa-sion were Brig GenTony Chemaly,Honorary Colonelof First City, ColW.M. Dinga, SSOLight Infantry, fiveformer OfficersCommanding ofthe Regiment: LtCol Cecil JonesPhillipson, Lt ColFrancois vanNiekerk, Lt ColBruce Steele-Gray,Lt Col Peter Brown,and the HonoraryColonel who wasalso one the former

transformation


14

Empower a woman toeducate a nation

By Capt Lesley RakhibanePhoto: F Sgt DavidNomtshongwana

he Gender Focal Point in theEqual Opportunities ChiefDirectorate held the fourthAfrican Women's Peace TableWorkshop at Air Commandin Pretoria on 30 November2004.

The workshop was attended byrepresentatives of the various genderforums which had the task of devel-oping strategies for the future peacetable seminars and of creating a plat-form for women in the DOD togetherwith civil society to address specificissues affecting women in conflict sit-uations on the African continent.

It covered discussions on varioustopics, ranging from a paper on therole of women in deployment, genderissues and post-war conflict resolu-tion to the enhancement of theAU/NEPAD Peace and SecurityAgenda.

A moving topic was that of CaptNosipho Sangxela, who shared herexperiences of the time when sheserved as a medical support officerattached to 2 SAI Bn during herdeployment in Bukavu, in theDemocratic Republic of Congo (DRC).

She said that equal opportunitiesmust sensitise women prior to theirjoining deploying contingents so thatthey are physically and mentally pre-pared for the challenges outside theborders of the RSA.

Capt Sangxela had a nerve-rackingexperience when the armed forces ofthe DRC and the rebels clashed fivekilometres away from the base whereshe was. The lines of communications

had been broken and they survived onration packs for a period of two weeks.As a committed member of theSANDF she understood the reasonsfor her deployment and continued torender valuable service.

As the workshop coincided withthe 16 Days of Activism of No Violen-ce Against Women and Children cam-paign, the presiding officer, Col E.Langa, SSO Gender, gave RaquelMuller, a young woman, the opportu-nity to deliver a moving poem entitled"A Cry to Hope", to the delight of thedelegates.

Col Belinda Martin from theReserve Force Division also delivereda poem entitled "Diamond on HerHead" dedicated exclusively to MajGen Jackie Sedibe, the then ChiefDirector Equal Opportunities.

At the end of the workshop, certainresolutions were taken as a way for-ward for future peace table seminars.

A Cry to HopeAs I'm torn by your words lingering onmy heartMy soul shall stand tall to be daunted tothy fearAs this very pressure drown from my lit-tle strengthMy hollow cry would reach a soul near

As you abuse my power of speechMy silence has no purpose to this worldAs you deny me on the internal to a mock-eryMy presence is in existence to be seen nota humming word

As your intimidation becomes too much tobareMy endurance grows to an extent of noend

T

Raquel Muller, who delivered hermoving poem to the audienceabout hope.

The AfricanWomen's

Peace TableWorkshop.

As your fist blackens this eyeMy sight to a brighter future will mend

As you enter my body's newly templewithout invitationMy nation will be built to a fair say of noand be free

As you beat my brittle body with yourweapons of destruction


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My war will be declared to your battle as Iwill walk away as me

As I've had enough and raise my handTorture no more and freedom as a stand!Your words will have no meaning

This pressure will grow me empowerment

My speech will become a joyous flow ofpreachYour denial will become my freedom con-fession

Your intimidation will become my braveryYour uninvited sexual acts of pleasure willbe your pain

This black eye will have a clear sight of thenear future And your weapons will cause your owndestructionAs I've had enough and this cry will dieand I raise my hand To torture, no more and freedom as astand! - Raquel Muller.

Breast Cancer Awareness DayBy Sgt Ntsikelelo R. MantshongoPhoto: F Sgt Karin Coetzee

Ms Bennie Barker, the wife of theOfficer Commanding Air Force BaseMakhado, hosted a Breast CancerAwareness brunch at Air Force BaseMakhado at the end of 2004.

The aim of this activity was to sen-sitise women to the importance ofearly detection and treatment of breastcancer. The importance of self-exami-nation was stressed, since arguablynine out of ten breast lumps aredetected by women themselves.

According to Mrs Barker mostwomen suffer from health and psy-chological problems once they arediagnosed with the disease and, toavoid such conditions, treatment mustbe taken immediately after positive

diagnosis. Once she experiencessymptoms such as discharge from thenipple, puckering of the skin or alump, she should consult a medicaldoctor. The doctor will use fine needleaspiration cytology, clinical examina-tion or ultrasound to assess her condi-tion. A biopsy is usually done and thedoctor will then decide on the courseof action. The decision as to whether alumpectomy, partial or full mastecto-my is to be performed will depend onvarious factors.

The follow-up treatment after theoperation is a multi-modal approachusually involving three lines of attack,namely radiotherapy, chemotherapyand hormone therapy. Treatment willthen depend on the type of tumour,the grade of the cancer and the age ofthe patient.

Women attending the Breast Cancer Awareness brunch at Air Force Base Makhado.

Most women who sacrificed theirtime for this occasion felt that it wasreally important that all womenshould be aware of this disease and itsprecautionary measures.

Mrs Barker herself is a breast can-cer survivor and she felt obliged tohelp and share her own experiences ofthe disease. After she was diagnosed,she undertook research into this dis-ease and later realised that it was bet-ter to be prepared for it before it actu-ally got worse. The proceeds of theday were donated to the CANSAResearch Fund.

For more information on issuesinvolving breast cancer, Mrs Barkercan be contacted on 015 577 1564 at AirForce Base Makhado. She is also avail-able for bookings by any social organ-isation or ladies' club for lectures.


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Tamandaré Medal of MeritR Adm Johannes (Refiloe) Mudimu,the then Chief of Naval Staff (nowChief of the SA Navy), was awardedthe Tamandaré Medal of Merit duringa medal awarding ceremony on theoccasion of the Day of the Navy heldat Pretoria on 13 December 2004.

By Decree No 278 of 12 November2004, the Commander of the BrazilianNavy awarded the Tamandaré Medalof Merit to R Adm Mudimu.

The essential conditions for thisaward are: moral and professionalqualities, competence and accuracy infulfilling duties. In the case of foreign-ers, also, empathy and affectionshown towards the Brazilian nationand its Navy, between civilians ingeneral, taking into consideration thedistinguished and efficient action thatbenefits the interests and good nameof the Brazilian Navy.

It was created by Decree No42.111, dated 20 August 1957, for thepurpose of awarding authorities, insti-tutions, civilians, military personnel,Brazilians and foreigners that havecontributed towards relevant services

Armscor bid farewell to former ChiefsBy PO Dennis NdabaPhoto: Cpl Elias Mahuma

A farewell function hosted byArmscor for the former Chiefs of theSA Air Force and the SA Navy, Lt GenRoelf Beukes and V Adm Johan Retief,respectively, was held at Erasmus-kloof Castle in Pretoria on 2 February2005.

Also present were Armscor Boardmembers, as well as the new Chief ofthe SA Air Force, Lt Gen CarloGagiano, and the Chief of the SANavy, V Adm Johannes (Refiloe)Mudimu.

According to the CEO of Armscor,Mr Sipho Thomo, the aim of the func-tion was to wish the former Chiefswell in their new endeavours and tothank them for their dedication andcommitment in building excellentrelationships with Armscor. He added

that Armscor was there to support andserve the Department of Defence andthe SANDF and challenged the new

Chiefs to maintain existing ties as thejob is easier when relationships aresmooth.

Fltr: V Adm Johannes (Refiloe) Mudimu, the new Chief of the SA Navy, VAdm Johan Retief, the former Chief of the SA Navy, Mr Sipho Thomo, CEO ofArmscor, Lt Gen Roelf Beukes, the former Chief of the SAAF, and Lt GenCarlo Gagiano, the new Chief of the SAAF, during the ceremony.

R Adm Johannes (Refiloe) Mudimuafter receiving the TamandaréMedal of Merit.

in strengthening the traditions ofthe Brazilian Navy, or honouringand emphasising its historicalvalue.

The medal is made of metal. It iscircular in form and has twocrossed anchors with the figure ofTamanadaré, with the inscribedwords "Almirante Tamandaré"(Admiral Tamandaré) on thereverse between arched palms. Theinscription consists of seven lines"A Marinha Brasileira Ao SeuGlorioso Patrono 1957" (TheBrazilian Navy to its gloriouspatron 1957).

R Adm Johannes (Refiloe) Mudimu, thethen Chief of Naval Staff (now Chief ofthe SA Navy), was voted as one of thetop newsmakers of the year (2004) bythe City Press newspaper. R Adm

Mudimu was voted among notablessuch as the 2010 Soccer World Cup Bidteam, including former PresidentNelson Mandela and South Africanborn actress Charlize Theron.

City Press nominatedAdmiral as newsmaker

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Paying homage to our fallen infanteersArticle and photo by Lebohang Letaoana

The annual Infantry Memorial Servicewas held at Fort Klapperkop inPretoria on 23 January 2005. The aim ofthe service was to honour all falleninfanteers.

In his speech Brig Gen Clive vanSchalkwyk, the Chief of Staff SA ArmyInfantry Formation, said that infan-teers are the first ones into battle andtherefore the first ones to be killed orinjured, but we know that our infan-teers are well trained, because sweatspilled on the training ground is lessblood spilled on the battleground.

Wreaths and crosses were laid byvarious military veterans' organisa-

Tshumelo Ikatelaho

Some of the members of 1 Special Service Battalion who wereamong the first to receive the Tshumelo Ikatelaho (campaignaward). They were awarded this medal for rendering direct sup-port in a military operation when they were deployed over theperiod 24 August to 19 December 2003. They received theirmedals at the annual Armour Formation Medal Parade held at theSchool of Armour in Bloemfontein on 12 November 2004. Fltr: Lt Col C. Le Roux (OC), Lt B.D. Madolo, Maj D. Engelbrecht, Capt J. Kusel, Lt M. Toli and WO1 T.A. Mabote (RSM).

The cream of South African soldiersBy Maj Elize Lizamore, PRO andComm Officer SA Army FoundationPhoto: S Sgt Patrick Benn, Military Academy

From 6 to 8 December 2004 students ofthe Military Academy in Saldanhabade farewell to their Alma Mater dur-ing a gala dinner and an impressivepassing out parade. Once again the SAArmy Foundation, true to its mission

tions, military divi-sions and units. TheSA Air Force Bandprovided the music.

The main func-tionary at the eventwas Maj Gen MikeNkabinde, theGeneral OfficerCommanding of theSA Army InfantryFormation. Alsoinvited to pay theirrespects were thefamilies and friendsof the fallen infan-teers who laid awreath honouringtheir loved ones.

Maj Willie Matthysen, Acting Officer CommandingTshwane Regiment, placed a cross during the annualInfantry Memorial Service.

Capt Jonathan Boucher, the Best PerformingSA Army Learner at the Military Academy, congratulated by Maj Elize Lizamore from theSA Army Foundation.

"to improve the life of its members in acost-effective way and in the spirit ofBatho Pele" supported excellence byrewarding the Best Performing SAArmy Learner, Capt JonathanBoucher, with a pair of binoculars.Capt Boucher was also the winner ofthe SA Army's Floating Trophy andthe Sword of Honour. The latterachievements are of exceptional merit.Capt Boucher was born in 1980 in

Zeerust and achieved his B Mil degreewith an average of 80,76%, whichmakes him a cum laude candidate.Capt Boucher is currently undertakingfurther studies at the MilitaryAcademy and has begun his Honoursdegree in Military Geography. The SAArmy Foundation is filled with prideand honour to be associated with theMilitary Academy, where the cream ofSouth African soldiers are studying.

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iMiklomelo ka 2005yabezokuXhumanakwaHulumeniNomonde Vuthela

nyakeni ka 2005 bonke abe-zokuxhumana boMnyangowezokuVikela bazobe beli-bhekise eGallager Estate.Lowo ngumyalezo ophumakubaphathi bezokuXhuma-na boMnyango wezoku-

Vikela njengoba amalungiseleloeMiklomelo yabezokuXhumanabakaHulumeni eseqalile.

Ngemuva kwemizamo yokuqalaebe yimpumelelo eMiklomelweni ka2004 lapho uMnyango wethu udleumhlanganiso esigabeni soMklomeloiBua, abaphathi bezokuxhumanabakhuthaza bonke abasebenzi kanyenamalunga ukuba baphume ngokuh-langanyela baqoqe yonke imiklomeloonyakeni ka 2005.

"Siqale ngonyawo oluhle kakhulungonyaka odlule lapho sibe khonanababili kwabathathu abafike esiga-beni sokungcina somncintiswanoeMklomelweni iBua kanti ngine-siqiniseko sokuthi singaphatha kuzo-na zonke izigaba zeMiklomeloyeGCA," kusho uMnu. Vuyo Zam-bodla oyiNhloko kwezokuXhumana.

Okubalulekile akusikho ukuwinakuphela kodwa ukungenela lomncin-tiswano ongabhekene kuphela naba-sebenzi bezokuXhumana boMnyangowezokuVikela kuzoba isikhuthazokukhuphule nezinga lokusebenzanakanye nokwakha indlela yoxhumanaphakathi koMnyango kanye nalaboababalulekile abasebenzelana nabo.

Enye yemizekeliso ehlale ishiwokwiGCIS ukuthi bonke abawinaloMklomelo yabezokuXhumana baka-Hulumeni bazoya kude kakhuluezimpilweni zabo.

Owokuqala ukuwina onyakeni ka2002 uDkt. Snuki Zikalala, wasukawaba sesikhundleni soMphathi

OonguMqondisi weziNdaba zeSABC,

Owawina ngo 2003, uMnu. J.J.Tabane, waba yiSekela MongamelikwezokuXhumana kwa SAA,

Owethu owawina uMklomelo esi-gabeni seBua onyakeni ka 2004,uKaputeni Robert Rusty Higgs, sewa-khushulelwa esikhundleni esiphezulueMbuthweni wezaseManzini wabanguRear Admiral, kanti manje uphe-the isikhundla sokuba nguMqondisikwi Maritime Warefare.

Umklomelo uyibika elihle kunomayimuphi owuphumelelayo.

Ophethe leMiklomelo yezoku-Xhumana kwaHulumeni, uNksz.Michelle Hugo, usekhombisile ukuthikungenzeka kwengezwe eminyeiMiklomelo kulonyaka nanokuthiyonke imikhakha yokuxhumana ya-lonyaka kungenzeka ihlukaniswephakathi kwamaqembu noma kumun-tu nomuntu ongenele ukuze kwande

amathuba okungena.Kulonyaka abazokhethwa eMnya-

ngweni wezokuVikela bazophumakwabawine eMklomelweni wezoku-Xhumana wonyaka woMnyangowezokuVikela. Amafomu okungenelakanye nokuhlungwa kolwazi ngu-Mnyango wezokuVikela kuzokwenzi-wa enyangeni ka Mashi.

UMLANDO WEMIKLOMELOIMiklomelo yezokuXhumana kwa-

Hulumeni yaqala ngonyaka ka 2002ngemuva kokuba uNgqongqosheeHovisi likaMongameli u Dr. EssopPahad, ejube iGCIS ukuba ibonaukuthi lemiklomelo inganqalwakanjani kwabezokuxhumana bak-wahulumeni. Inhloso yalokhuukubonakalisa izincomo zomsebenziomuhle kanye nokukhuthaza laboabasebenza ngokuzikhandla.

Kusukela ngakwesokunxele: uKoloneli Marthie Visser (owaba ngowesibilieMklomelweni kaZwelonke iBua), uMnu. Joel Netshitenzhe (UmphathiOmkhulu (CEO) weGCIS), Mnu. Vuyo Zambodla (iNhlokoyezabokuXhumana), Mnu. Essop Pahad (u Ngqongqoshe we HovisilikaMongameli), kanye noKaputeni (njengamanje ungu R Adm (JG)) uRustyHiggs (ohambe phambili eMklomelweni kaZwelonke iBua).


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IZINJONGONgaphansi komyalezo 'Awarding

Excellence in Government Communi-cation', izinjongo zemiklomelo uku:

ubonakalisa emphakathini imise-benzi yabaxhumanisi bakaHulu-meni,gcizelela ekuzinikeleni kwabax-humanisi emsebenzini wansuku-zonke,sebenza njengesikhuthazo kubax-humanisi,phucula iphinde ivule izindlelazokuxhumana ngaphakathi nan-gaphandle kukaHulumemi,ukhuphula , ukukhuthaza kanyenokugcina amazinga aphezulukanye nobungcweti.

IKOMITI LEMIKLOMELOIkomiti leMiklomelo eliphethe

loluhlelo lwemiklomelo lwakhekekanje:

UShlalo: oqokwe iHovisi leGCIS,UMphathi omkhulu (CEO)weGCISUMqondisi omkhlu weGCIS:uHulumeni kanyeOsiHlalo abahlanu besigungusezokuXhumana sikaHulumeniOyiNhloko yezokuXhumanaeHovisi likaMongameliUMholi wohlelo lweGCISUMbhali

INQUBO1. iGCIS ikhipha isaziso mayelana

nosuku lwalemiklomelo (GalaAwards Evening), amafomu oku-khetha abazongenela umncin-tiswano kanye nosuku lokugcinalokuwabuyisa, kuzo zonkeiziNhloko zabezokuXhumana.

2. iMinyango kaHulumeni izozen-zela olwayo uhlelo lokukhethaabazongenela ezigabeni ezahluka-hlukene zalemiKlomelo

3. iziNhloko zabezokuXhumanazizoletha abakhethiwe kanye nen-cazelo ngabakhethiwe ukuzebathole ukuhlungwa iGCIS.

4. iGCIS yazisa iziNhloko zabezoku-Xhumana ngalabo abasohlwiniolufushane, bese ibamema ukubabeze emkhosini.

5. Ngomhlaka 2 enyangeni kaDisem-ba onyakeni ka 2005 umkhosiwemiKlomelo wezokuXhumanakaHulumeni lapho kuzobe kumen-

yezelwa abaphumelele uzobanjel-wa eGallager Estate eMidrand.

IZIGABA ZEMIKLOMELOuMklomelo iBua - uqondene nabe-Hovisi loNgqongqoshe, iziKhulu-meli zeMinyango kanye nabax-humanisi ngabodwa abakhombiseugqozi, ukuzimisela, ukuzinikela,ukuzihlukanisela kanye noku-ziphatha emsebenzini wabo.UMklomelo Ubungcweti - uqon-dene nokubhala ngobungcweti,okuqukethwe uhla loMhleli, isimonokuhleleka. Kuphinde kufakenezokuthwebula izithombe, ezo-kusakaza kanye nabasha kwi-Media njenge intranet kanye neinternet.Umklomelo wezokuXhumanawoNyaka kuHulumeni - ubhekisekovelele kuyona yonke imikhakhayezokuXhumana kuHulumeni.Owinile ukhethwa kubona bonkeabafike ekugcineni koMncin-tiswano kwezinye izigaba.Umklomelo oyisiPesheli - uni-kezwa umxhumanisi osewashona,lapho kuphakanyiswa khonaiqhaza lomxhumanisi kwezokux-humana kuHulumeni.

INDLELA ESETSHENZISWAYOBonke abangenele nabaqokiwekufanele babe nezinyanga ezingu

12 besebenzela uHulumeni.Bonke abangenele babe iza-khamuzi zeRiphabhuliki yase-Ningizimu Afrika.Nakuba kungadingekile ukuthiusebenzele/usebenze ngaphansiabezokuxhumana boMnyangowezokuVikela noma abezokux-humana nomphakathi ukulethakwakho kufanele kuqondane na-bezokuxhumana noma abezokux-humana nomphakathi phakathikwendawo osebenzela kuyokuMbutho wezokuVikela wase-Ningizimu Afrika nomauMnyango wezokuVikela. Uma ufuna ulwazi olungaphezulu

maqondana nemiKlomelo yabezo-kuXhumana kwaHulumeni vakashelai website ye GCIS: www.gcis.gov.za

*The English version of this articleregarding the Government Communi-cators’ Awards 2005 is available onthe DOD website. Please feel free tovisit: www.mil.za

To obtain a translation of anyarticle published in SA Soldier in anyone of our other ten official lan-guages, please make use of the profes-sional services rendered by Direc-torate Language Services of the DOD.For assistance contact Col DaanVorster, Director Language Services,at tel no: (012) 392 3176.

A delegation of the International Criminal Court (ICC), led by the ChiefProsecutor of the ICC, Luis Moreno-Ocampo, paid a courtesy call to theDeputy Minister of Defence, Mr Mluleki George, in Pretoria recently in prepa-ration for a forthcoming Memorandum of Understanding on cross-bordercrime (centre to right: Deputy Minister Mluleki George, Mr Luis Moreno-Ocampo (Chief Prosecutor of the ICC), Mr Serge Brammertz (DeputyProsecutor of the ICC), Ms Sylvia Fernandez (Chef de Cabinet to ChiefPresident & Head of Jurisdiction) and Mr Peter Nath (Police Liaison andInvestigation Division).

International criminal court

events


20

Inspector General takes a bowBy PO Dennis NdabaPhoto: F Sgt DavidNomtshongwana

he Defence Inspectorate heldits final celebrations of TenYears of Democracy in con-junction with the farewell ofMaj Gen Vejaynand Ram-lakan, the outgoing InspectorGeneral of the DOD, in the

form of a guest evening on 26November 2004 in Thaba Tshwane.The celebrations were centred aroundthe theme: "Towards another decade:maintaining good governance in theDOD by combating fraud and corrup-tion".

The event reflected on successesachieved in the past decade, andfocused mainly on challenges thatwere overcome during the transfor-mation process, improvement of ser-vice delivery, management of socialchanges, gender based challenges andother significant major issues in theDefence Inspectorate in relation toexpectations of the broader PublicService.

A way forward was highlighted incelebrating the Second Decade ofDemocracy, in which improvement ofservice delivery and the addressing ofthe growing challenges of fraud/cor-ruption in the DOD were emphasised.Maj Gen Ramlakan quoted the wordsof Frank Lloyd: "I know the price ofsuccess: dedication, hard work, andan unremitting devotion to the thingsyou want to see happen".

"Since I took over as InspectorGeneral four years ago, we had defi-nite ideas and goals we wanted toachieve. I am proud to say that theDefence Inspectorate also knows theprice of success," added Maj GenRamlakan. He mentioned that duringearly 2002 the Defence Inspectorate

began to comply with theInternational Certification Process inorder to manage continued improve-ment of processes and products. Bythe end of 2002 the DefenceInspectorate had successfully obtainedthe ISO 900: 2000 Certification fromthe SABS. This was a historic achieve-ment for a DOD division. The certifi-cation greatly improved the capabili-ties and output of the DefenceInspectorate.

Maj Gen Ramlakan briefly listedsome of the major successes achievedduring the last four years, such as thestaffing of new IG DOD members,Equal Opportunities and AffirmativeAction compliance, Audit Committee,risk management, international visits,and the launching of the IG DOD his-tory book. He emphasised that it waswell known that an organisation did

not consist of one person alone. AsKing Charles I of England said: "TheInspector General must have a horseallowed to him and some soldiers toattend him and all the rest command-ed to obey and assist, or else the ser-vice will suffer, for he is but one manand must correct many and thereforehe cannot be loved. And he must beriding from one Garrison to another tosee that soldiers do not outrage norscathe the country."

"With this I would like to make useof the opportunity to thank all mymembers of staff that assisted methrough this period, and extend myappreciation to all members of theDefence Inspectorate and otherServices and Divisions that contribut-ed towards the glowing success of thelast four years," Maj Gen Ramlakanconcluded.

T

Maj Gen Vejaynand Ramlakan and Ms Ramlakan, who received a gift from MsViolet Temane, Assistant Director Forensic at Directorate Anti-fraud.


21

Identify best practices forvehicle maintenanceBy Col S.A Crouse, SSO Technical Maintenance

he Directorate EngineeringSupport Services (DESS) at CLog has received regular com-plaints that the DOD is experi-encing major problems withthe turnaround time to repairD-vehicles. When it became

clear that the problem was not isolatedbut occurred in all Services andDivisions, DESS decided that the prob-lem should be investigated to seek aholistic solution.

C Log (DESS) was of the opinionthat the problem required the atten-tion of industrial engineers and that itwould be cost-effective to use theresources of the SA Air Force insteadof outside contractors, and therebydevelop and retain expertise withinthe DOD. DESS requested the servicesof SAAF Industrial Engineers.

Lt Marlette Cornelissen and LtStephan Roets were tasked accordingto the DOD Strategic DirectionProcess, which involves four mainprocesses, namely to build and updatethe DOD strategy and planning, todevelop policy, monitor and controlthe environment (measure perfor-mance against plan) and execute theDOD plan.

The DOD structure consists of fourlevels, namely Level 1, which consistsof the Secretary for Defence and theChief of the SANDF, Level 2, which isconcerned with strategic direction,policies, plans, monitoring and con-trol. The first three of the DODStrategic Direction Processes are per-formed at this level of the organisa-tion. Level 3 manages the execution ofthe policy provided by Level 2. Level 4executes the policy provided by Level2.

The problems with the turnaroundtime to repair D-vehicles occur atLevel 4 of the DOD. Monitoring the

management of this part is the respon-sibility of Level 2.

Lt Cornelissen and Lt Roets weretherefore tasked by C Log to supportLevel 2 in the EnvironmentalMonitoring and Control process byinvestigating the D-vehicle mainte-nance process in the DOD.

Col S.A. Crouse, SSO TechnicalMaintenance, assembled a projectteam consisting of himself as the teamleader, Lt Cornelissen, Lt S. Roets(Industrial Engineers from 5 AirServicing Unit at Waterkloof AFB)and Mr L.L.S.J. Kruger (ElectronicEngineer at C Log, DESS).

The industrial engineers compileda comprehensive project proposal,which comprised a confirmation ofthe user's requirements and the pro-ject plan to satisfy those requirements.

The aim of the project was to pro-pose a solution to ensure optimalavailability and reliability of D-vehi-cles in the DOD. It was required thatthe solution reduce the turnaroundtime maintenance process in a cost-effective manner.

The team selected a set of unitsthat they considered as representativeof the Services and Divisions. Theyassessed the maintenance and associ-ated processes at each of the units, and

identify best practices. The last phase consisted of the

modelling and design of a solution.The solution was developed by usingvarious combinations of improvementcriteria that were evaluated againstfeasibility, cost and time management,as well as technical, operational andsystem principles to obtain the mostappropriate solution.

The team successfully completedthe project and presented their find-ings to the Log Staff Council (LSC) on29 June 2004 to obtain a decision toimplement the proposed solution.Awaiting the outcome of a holisticFleet Management Investigation, CLog decided that the solution shouldbe integrated with the outcome of theFleet Management Investigation. Inthe interim, general improvementproposals and recommendations wereidentified for implementation.

T

Lt Marlette Cornelissen and Lt Stephan Roets, industrial engineers from 5 Air Servicing Unit.

Benchmarkingother

Governmentdepartments.

recorded theirfindings. Theen-gineers sim-ulated the main-tenance processmodel that theyderived fromtheir visits tothe units, andarrived at con-clusions con-cerning the pro-cess. Bench-marking wasdone at otherGovernment de-partments to

insight


22

No compromise ondiscipline

uring 2001 SA SOLDIER rana two-part series on disci-pline in the SANDF. In thisedition the Editor revisitsand continues that discus-sion with the Sergeant Majorof the SANDF, WO1 Jacobus'Jakes' Jacobs.

Editor (Ed): The issue of ill-disciplinein the SANDF has been a matter of con-siderable concern in the Department ofDefence, in the broader public and even tosome extent in the international commu-nity .Is ill-discipline in the SANDF a per-ception or a fact?

Sergeant Major (SM): It is a rela-tive thing, a bit of both. In the SANDFwe have a zero tolerance approach toill-discipline and therefore all inci-dents will be taken seriously. Youmust also remember that we havebeen accused of being overzealousand harsh in how we mete out justiceto our members. The public on theother hand, both local and interna-tional, is informed to a large extent bythe media whose agendas are oftenguided by sensationalism and misin-formation.

Ed: Is ill-discipline a priority problemin the SANDF?

SM: Yes it is a priority. Disciplineis the cornerstone of any defenceforce. However, I have a responsibili-ty to contextualise our situation. TheSANDF is not unique with regard toissues relating to ill-discipline andwill stand favorably in comparisonwith most other defence forces.

Ed: After 10 Years of Freedom and theten years of the SANDF have weimproved or gone backwards?

SM: My honest opinion is that we

DCODE OF CONDUCT

FOR UNIFORMED MEMBERS OF THE SANDF

have improved considerably. I knowthere are perceptions out there thatdiscipline has declined since 1994, butI could tell you plenty of stories aboutill-discipline in the old SADF that areunthinkable under the values andethos of discipline in the SANDF.

Secondly, we are far more transparentand accountable than we ever were.You must remember that since 1994we have successfully integrated sevendiverse conventional and non-conven-tional defence forces, some of whichwere bitter enemies, into a unified

I serve in the SANDF with loyalty and pride, as a citizen and a volunteer.I respect the democratic political process and civil control of the SANDF I will not advance or harm the interests of any political party of organisation.I accept personal responsibility for my actions.I will obey all lawful commands and respect all superiors.I will refuse to obey an obviously illegal order.I will carry out my mission with courage and assist my comrades-in-arms, evenat the risk of my own life.I will treat all people fairly and respect their rights and dignity at all timesregardless of race, ethnicity, gender, culture, language or sexual orientation.I will respect and support subordinates and treat them fairly.I will not abuse my authority, position or public funds for personal gain, politi-cal motive or any other reason.I will report criminal activity, corruption and misconduct to the appropriateauthority.I will strive to improve the capabilities of the SANDF by maintaining discipline,safeguarding property, developing skills and knowledge, and performing myduties diligently and professionally.

RULES OF WARI will fight only enemy combatants and attack only military objectives.I will employ methods of attack to achieve the military objective with the leastamount of harm to civilian life and property.I will not attack or harm enemy personnel who surrender. I will disarm themand treat them as prisoners of war.I will not kill, torture or abuse prisoners of war.I will not alter weapons or ammunition for the deliberate purpose of increasingsuffering.I will collect and care for the wounded, shipwrecked and sick, whether friend orfoe.I will treat all civilians humanely.I will not tolerate or engage in rape or looting.I will respect all cultural objects and places of worship.I will respect all persons and objects bearing the Red Cross, Red Crescent andother symbols of humanitarian agencies.


23

Defence Force. We are the only coun-try in the world to have achievedsomething like this.

However, we have not and will notcompromise on the level of disciplinerequired of a South African soldier.

Ed: Is there a fundamental problem orissue that leads to a breakdown indiscipline?

SM: This issue is very complex andyet very simple. What we need tounderstand is that a soldier needs tobe proud of himself or herself first andforemost.

Every soldier requires the requisiteuniform, equipment, training andmotivation to perform. If you do notlook and feel like a professional,chances are you may not act like one.

Ed: So discipline is both a resourceand a motivational issue?

no orders have been given. It is a stateof order based on submission to rulesand authority. Discipline, however,should also not be too narrowly linkedto instructions and orders. The rela-tionship between those in authorityand their subordinates is a key indica-tor of discipline because it is alsoabout the total approach and commit-ment linked to loyalty, sense of duty,respect and camaraderie.

Ed: With regard to those who fallfoul of disciplinary codes of conduct, isthe Military Justice System an effectiveremedy?

SM: You should rather speak tothose responsible for the military jus-tice system. If I could be totally suc-cessful in my job, they would beunemployed. Seriously, that is anissue for a separate interview withthose responsible for the Military

Justice System.

Ed: And what about the civilian per-sonnel in the SANDF and Department ofDefence?

SM: I am only responsible for thediscipline of uniformed members ofthe SANDF. However, the principlesof the Code of Conduct should applyto all staff in the Department ofDefence. Furthermore, we are all, uni-formed and non-uniformed, bound toabide with the principles of theGovernment's Batho Pele (People First)philosophy.

Ed: Can you offer any advice for theway forward?

SM: All I can say is that it is veryimportant that we make progress withour strategies to rejuvenate and right-size our Defence Force to one that canbe supported and motivated for activedeployment inside and outside thecountry.

ED: What is your final word on theissue of ill-discipline?

SM: The issue of discipline and ill-discipline should not be viewed in iso-lation. The constitution of this countryis clear about its expectations and ourresponsibility is to ensure that we areone hundred percent prepared. Wealso have an additional mandate todeliver on Peace Support Operationsall over this continent. Without thehighest level of discipline we will fail.There will be no compromise on stan-dards of discipline in the SANDF.T

* The Afrikaans version of thisarticle is published on pages 26-27- Ed.

* Die Afrikaanse weergawe van diéartikel is op bladsye 26-27 gepubliseer- Red.

* To obtain a translation of thisarticle published in SA Soldier in anyone of our other nine official lan-guages, please make use of the profes-sional services rendered by Direc-torate Language Services of the DOD.For assistance contact Col DaanVorster, Director Language Services,at tel no: (012) 392 3176.

WO1 Jacobus 'Jakes ' Jacobs, the SergeantMajor of the SANDF, says that discipline is notan issue for compromise but an integral part ofthe success of the SANDF.

SM: To a significantextent. Pilots need suffi-cient flying hours,sailors need to be on thehigh seas with modemequipment and militaryhealth personnel havetheir own requirements.Every uniformed mem-ber of the SANDF hascareer aspirations linkedto the mandate of theDepartment of Defen-ce.We need the relevantbudget, equipment andtraining to motivate ourmembers. You will,however, still get yourfew 'bad apples' thatwill cause trouble nomatter what is done tomotivate and developthem.

Ed: So what exactly isdiscipline and why is it soimportant?

SM: Discipline isabout the attitude of anindividual or group re-garding the prompt exe-cution of orders or tak-ing appropriate action ina given situation when


t the beginning of 2005, theMinister of Defence, MrMosiuoa Lekota, called uponmatriculants to join theDepartment of Defence. Hesaid he wanted learners toconsider the military as acareer. According to the min-

ister, there is still a misconception thatthe South African National DefenceForce (SANDF) is purely about war-fare and therefore not a generic careerchoice for young men and womenwith alternative career aspirations.The military is also about developingskills and discipline, empowermentand global competitiveness. Careersthat can be followed in the SANDFinclude those of engineers, profession-al medical personnel and accountants,besides pilots, navigators, naval com-bat officers and technical officers.

"I call upon all young SouthAfricans with good matric results inmathematics, science, biology andgeography to take advantage of theseopportunities," says Minister Lekota.He added that to help previously dis-advantaged learners, who did not dowell in these subjects, the Departmentof Defence had introduced the YouthFoundation Training Programme.

Military Skills DevelopmentProgramme

The Department of Defence (DOD)is proud to offer this service system -the Military Skills Development(MSD) Programme - to the SouthAfrican youth with the main purposeof promoting and enhancing the con-cept of nation building. It is a two-yearvoluntary service system with thelong-term goal of enhancing the SANational Defence Force's deploymentcapability.

Recruits are required to sign up fora period of two years, during which

they will receive military training andfurther functional training in their firstyear of service. During the second yearof service, depending on the durationof their functional orientation, theywill be deployed where needed andgiven the opportunity to apply theirknowledge and develop their skills.

RequirementsSouth African citizenAge between 18 and 22 (graduates 26)Currently in Grade 12 or completed Grade 12Not area boundNo record of a serious criminaloffence or offencesPreferably singleComply with medical fitnessrequirements for appointment inthe SANDF

Training opportunities in the SA Army

This MSD Programme serves as anintroduction to the military way of lifefor all members who are joining the SAArmy for the first time. Towards theend of the second year, the memberwill be given the opportunity to indi-cate whether he or she would like toextend the contract or leave the SAArmy.

An extension of the contract willdepend mainly on the member's per-formance over the two years and theavailability of posts in the relevantfunctional field and whether or not heor she has been recommended for anextended contract.

Members who are not recommend-ed, or who are not interested in contin-uing with their service in the RegularForce, will be required to serve inthe Reserve Force after completing theinitial two-year period. This entailsthirty days' service per annum over a

five-year period. Depending on therequirements of the SA Army, youmay be selected for further training inone of the following:

Engineer CorpsInfantry CorpsIntelligence CorpsArmour CorpsAir Defence Artillery Corps Artillery Corps Ordnance Service CorpsTechnical Service CorpsSA Ammunition CorpsSA Catering CorpsPersonnel Service Corps

Training opportunities in the SA Air Force

Airspace controllerTelecommunicationsConstruction machine operator Learner engineer (university studies)Trade trainingPilot navigator trainingLearner navigatorsPupil pilotsFirefightersMusiciansLanguage practitionersSports officers

Training opportunities in the SA Navy

Combat officersStudent engineersStudent naval technical officersSA Navy divers

Training opportunities in the SA Military Health Service

Operations Emergency CarePractitionersPhysical training instructorsChefsMusiciansProfessionals in the following

Call to serve career opportunities in the department of defence for our youth

A


the countrymation is to ensure that all race andgender groups within our borders arerepresented in the respective ranksand functions within the DOD. TheYFTP is an effort by the DOD to iden-tify youth with the necessary acade-mic potential, to develop that potentialand to prepare them for a career inthe Department and further tertiaryeducation.

Where and when will the programme be offered?

The one-year academic programmewill commence in January at a trainingfacility in Gauteng. Accommodation,meals, study aids, stationery and pock-et money will be provided for thelearners.

What happens at the end of the year?

Learners will be required to rewritethe relevant Grade 12 subjects.Learners who successfully completethe programme will be considered fora career in the DOD. Learners who arenot considered will be given theopportunity to explore other options inthe open labour market.

Who can apply?The learner must comply with the

following requirements:South African citizens only.Must be at least 18 years old, butnot older than 21 on 1 January.Must have completed Grade 12 orbe busy with Grade 12.Must have passed at least two lan-guages at Higher Grade, of whichone must be English.Must have passed Mathematicsand Physical Science on Standardor Higher Grade.Must have passed Mathematicsand Accounting on Standard orHigher Grade if interested in

pursuing a commercially relatedcareer.Must comply with the require-ments for medical fitness as laiddown by the Surgeon General.No record of a serious criminaloffence.Must be recommended by aMilitary Selection Board.Must not be area bound.Must preferably be single withoutdependants.

Some career options in the DOD

Combat Services (SA Army)Engineering (Mechanical/Elec-tronic/Electrical) (SA Air Force)Engineering (Mechanical/Electrical) (SA Navy)Medically related and HumanMovement (SAMHS)Commercial (Finance Division)Pilot/Navigator Training (SA Air Force)Combat Officer Training (SA Navy)These excellent career opportuni-

ties include military training andstudy opportunities at approved uni-versities and/or technikons.

* For more information aboutcareer opportunities in the De-partment of Defence please con-tact our Recruiting Office attel no: (012) 339 5750 / 339 5751 /339 5752 / 339 5714 / 339 5729 /339 5395 or write to: Departmentof Defence, Human Resource Sup-port Centre, Directorate PersonnelAcquisition, Private Bag X281,Pretoria, 0001 or visit us at theSANDF Recruiting Office, Bank ofLisbon Building, c/o Visagie andPaul Kruger Street, Pretoria orsend your online enquiries toPetty Officer P.A.M. Buys at:[email protected]

occupational fields may direct theirenquiries to the South African MilitaryHealth Service (SAMHS) regardingthe availability of positions in theSAMHS:

AudiologyBiokineticsDieticiansEnvironmental healthPsychometristsPsychologistsPharmacistsSocial workersPharmaceuticsSpeech therapistsVeterinary scienceThe SA Military Health Service

does not offer "bursaries" as do com-panies in the private sector. Instead,selected candidates are required tojoin the SANDF on a contract basis.This necessitates the successful com-pletion of prescribed military coursesduring the first year of the contract,whereafter the contract will be extend-ed if the candidate is selected, fol-lowed by studies at selected tertiaryinstitutions and continued service inthe SANDF for the remainder of thecontract period.

What is the Youth FoundationTraining Programme?

The Youth Foundation TrainingProgramme (YFTP) is aimed at thedevelopment of South African youthfrom previously disadvantaged com-munities. The programme focuses onthe improvement of matriculationresults by providing a positive andstimulating learning environmentwhere learners can reach their fullpotential.

Why is the DOD involved?The DOD acknowledges the chal-

lenges set by Parliament and civil soci-ety to transform. Part of the transfor-

career opportunities in the department of defence for our youth

insig


26

Geen kompromie tenopsigte van dissipline nie

n 2001 het SA SOLDIER 'n reeksvan twee aflewerings oor dissiplinein die SANW aangebied. In hierdieuitgawe gee die Redakteur weeraandag aan hierdie gesprek en sitdit voort met die Sersant-Majoorvan die SANW, AO1 Jacobus"Jakes" Jacobs.

Redakteur (Red): Die kwessie in ver-band met swak dissipline in die SANW is'n groot kwelling vir die Departement vanVerdeging, die breë publiek en selfs in 'nsekere mate die internasionale gemeen-skap. Is swak dissipline in die SANW 'npersepsie of 'n realiteit?

Sersant-Majoor (SM): Dit is rela-tief, iets van albei. In die SANW hetons 'n benadering van zero verdraag-saamheid ten opsigte van swak dissi-pline en daarom word alle insidente asernstig beskou. U moet onthou dat onsselfs daarvan beskuldig is dat ons diewet oorywerig en ongenaakbaartoegepas het. Die publiek, daarenteen,sowel plaaslik as internasionaal, wordin 'n groot mate ingelig deur die mediawie se agendas dikwels deur sensasieen verkeerde inligting bepaal word.

Red: Is swak dissipline 'n prioriteits-probleem in die SANW?

SM: Ja, dit is 'n prioriteit. Dis-sipline is die hoeksteen van enigeweermag. Dit is egter my plig om onssituasie in perspektief te stel. DieSANW is nie uniek wat kwessies tenopsigte van swak dissipline betref nieen sal in werklikheid gunstig metander weermagte vergelyk.

Red: Het ons na tien jaar vandemokrasie en die tien jaar wat die SANWbestaan, verbeter of agteruit gegaan?

SM: My eerlike mening is dat ons

IGEDRAGSKODE VIR

UNIFORMLEDE VAN DIE SANW

aansienlik verbeter het. Ek weet datdaar buite persepsies bestaan dat dis-sipline sedert 1994 agteruitgegaan het,maar ek kan vir u baie stories vertelvan swak dissipline in die ou SAW,wat binne die waardes en etos van dis-sipline in die SANW ondenkbaar sou

wees. Tweedens is ons veel meer deur-sigtig en aanspreeklik. U moet onthoudat ons sedert 1994 sewe uiteen-lopende konvensionele en niekonven-sionele weermagte (sommige wasgeswore vyande van mekaar) suk-sesvol in 'n verenigde weermag

Ek dien die SANW met lojaliteit en trots, as 'n landsburger en 'n vrywillige.Ek eerbiedig die demokratiese politieke proses en burgerlike beheer van dieSANW.Ek sal nie die belange van enige politieke party bevoordeel of benadeel nie.Ek aanvaar persoonlike verantwoordelikheid vir my dade.Ek sal alle wettige bevele gehoorsaam en alle meerderes respekteer.Ek sal weier om 'n bevel wat duidelik onwettig is, uit te voer.Ek sal my missie met dapperheid uitvoer en my makkers behulpsaam wees,selfs al word my lewe daardeur in gevaar gestel.Ek sal alle mense regverdig behandel en hulle regte en waardigheid altydeerbiedig, afgesien van ras, etnisiteit, godsdiens, geslag, kultuur, taal of seksuelevoorkeur.Ek sal ondergeskiktes respekteer en regverdig behandel.Ek sal nie my gesag, posisie of Staatsfondse misbruik vir persooonlike gewin,politieke beweegredes of om enige ander rede nie.Ek sal kriminele aktiwiteite, korrupsie en wangedrag by die toepaslike hoërgesag aanmeld.Ek sal daarna strewe om die vermoëns van die SANW te verhoog deur dissi-pline te handhaaf, eiendom te beveilig, my vaardighede en kennis te ontwikkel,en my pligte vlytig en professioneel uit te voer.

REËLS VAN OORLOGVOERINGEk sal slegs teen vyandelike vegters veg en slegs militêre teikens aanval.Ek sal aanvalsmetodes gebruik waarvolgens die militêre doelwit met die minsteleed aan burgerlikes en verlies van eiendom bereik kan word.Ek sal nie vyandelike personeel wat oorgee, aanval of leed aandoen nie. Ek salhulle ontwapen en as krygsgevangenes behandel.Ek sal nie krygsgevangenes doodmaak, mishandel of misbruik nie.Ek sal nie wapens of ammunisie op so 'n manier aanpas met die opsetlike doelom groter lyding te veroorsaak nie.Ek sal gewondes, skipbrekelinge en siekes bymekaarmaak en versorg, ongeag ofhulle vriend of vyand is.Ek sal alle burgerlikes menslik behandel.Ek sal nie verkragting of plundering duld of daaraan meedoen nie.Ek sal alle kulturele voorwerpe en plekke van aanbidding respekteer.Ek sal alle persone en voorwerpe eerbiedig wat die Rooi Kruis, Rooi Halfmaanof ander erkende simbole van humanitêre organisasies dra.


27

geïntegreer het. Ons is die enigste landin die wêreld wat so iets reggekry het.Ons het egter nie en sal ook nietoegewings maak ten opsigte van dievlak van dissipline wat van elke sol-daat verlang word nie.

Red: Is daar 'n fundamentele pro-bleem of kwessie wat tot 'n ineenstortingvan dissipline lei?

SM: Hierdie kwessie is baieingewikkeld en tog ook baie een-voudig. Wat ons moet verstaan, is dat'n soldaat eerstens trots op hom- ofhaarself moet wees. Elke soldaat ben-odig die nodige uniform, uitrusting,opleiding en motivering om te pres-teer. Indien jy nie professioneel lyk envoel nie, is die kanse goed dat jy nieprofessioneel sal optree nie.

Red: Dissipline is dus sowel 'n hulp-bron as 'n motiverende faktor.

asie, wanneer geen bevele gegee is nie,te verseker. Dit is 'n staat van orde watop onderdanigheid aan reëls en gesaggebaseer is. Dissipline moet egter niete nou aan instruksies en bevelegekoppel word nie. Die verhoudingtussen gesagvoerders en hulle onder-geskiktes is 'n sleutelaanduiding vandissipline, want dit gaan ook oor dietotale benadering en toewyding aanlojaliteit, pligsbesef, respek enkameraadskap.

Red: Is die Militêre Regstelsel 'neffektiewe geneesmiddel vir diegene watvan die dissiplinêre kodes en gedragafgewyk het?

SM: U moet liewer met diegenepraat wat vir die Militêre Regstelselverantwoordelik is. Indien ek heel-temal suksesvol in my werk kan wees,sal hulle sonder werk sit. Ernstig, dit is'n onderwerp vir 'n afsonderlike

onderhoud met diegene wat vir dieMilitêre Regstelsel verantwoordelik is.

Red: En wat van die burgerlike per-soneel in die SANW en Departement vanVerdediging?

SM: Ek is net vir die dissipline vanuniformlede verantwoordelik. Die be-ginsels van die Gedragskode behoortegter op alle personeel in die Departe-ment van Verdediging van toepassingte wees. Sowel uniform as nie-uni-formlede is verplig om die beginselsvan die Regering se "Batho Pele" (Men-se Eerste) - filosofie te gehoorsaam.

Red: Het u enige raad vir die padvorentoe?

SM: Al wat ek kan sê, is dat ditbaie belangrik is dat ons vorderingmaak met ons strategieë om onsWeermag te verjong en tot 'n groottewat onderhou en gemotiveer kanword vir aktiewe ontplooiing binne enbuite die land te herskik.

Red: Wat is u laaste woord in verbandmet swak dissipline?

SM: Dissipline en swak dissiplinemoet nie in isolasie beskou word nie.Die Grondwet van hierdie land skepduidelike verwagtinge en ons verant-woordelikheid is om te verseker datons 100 persent gereed is. Ons het ook'n bykomende mandaat om te presteerop die gebied van Vredesondersteun-ingsoperasies dwarsoor die kontinent.Sonder die hoogste vlak van dissiplinesal ons misluk. Daar sal geen kompro-mieë aangegaan word ten opsigte vandie vlakke van dissipline in die SANWnie.

*Die Engelse weergawe van diéartikel is op bladsye 22-23 gepubliseer- Red.

* The English version of this arti-cle is published on pages 22-23 - Ed.

* To obtain a translation of thisarticle published in SA Soldier in anyone of our other nine official lan-guages, please make use of the profes-sional services rendered by Direc-torate Language Services of the DOD.For assistance contact Col DaanVorster, Director Language Services,at tel no: (012) 392 3176.

AO1 Jacobus "Jakes" Jacobs, die Sersant-Majoor van die SANW, sê dat toegewings nieten opsigte van dissipline gemaak kan word nie.Dit is 'n integrale deel van die SANW se sukses.

SM: In 'n groot mate.Vlieëniers het voldoendevliegure nodig, matrosemoet met moderne toe-rusting op die onstuimigesee vaar en militêre ge-neeskundige personeelbenodig hulle eie toerus-ting. Elke uniformlid vandie SANW het loopbaan-aspirasies wat aan diemandaad van die Depar-tement van Verdediginggekoppel is. Ons benodigdie relevante begroting,toerusting en opleidingom ons lede te motiveer.Jy sal egter altyd jouklompie "vrot appels" hê,wat moeilikheid veroor-saak, ongeag van wat ge-doen word om hulle temotiveer en op te lei.

Red: Presies wat is dis-sipline dus en waarom is ditso belangrik?

SM: Dissipline het tedoen met die houdingvan 'n individu of groepom die stiptelike uitvoer-ing van bevele of dieneem van toepaslike op-trede in 'n gegewe situ-

insight


28

10 Years of Democracy By Col J. van der Walt, SSO PeaceSupport Operations UN, and Capt (SAN) C.H. Ross, SSO PeaceSupport Operations Non-UN, JointOperations DivisionalHeadquarters

he Minister of Defence re-marked in the DOD's AnnualReport of the past year thatthe "DOD intensified itsefforts to promote security,peace and stability on theAfrican continent in support

of the New Partnership for Africa'sDevelopment (NEPAD)". This is alsoevidenced by the continued deploy-ment of members of the SANDF topeace missions, among others, in theDemocratic Republic of Congo (DRC)and in Burundi. The Minister also ex-pressed his pride in "the role the DODplayed in participating in the estab-lishment of the structures of theAfrican Union (AU), especially in therole South African Developing Coun-tries (SADC) has to fulfil through theAfrican Standby Force." He addedthat we will continue to hold the viewthat conflict situations should beresolved through peaceful means.

The year 2004 saw South Africacelebrate 10 years of democracy withmuch festivity and fanfare, and right-ly so, as South Africa has made muchprogress on various fronts, none moreso than in Defence. A significant mile-stone that passed without much cele-bration and fanfare was the fact thatthe South African National DefenceForce (SANDF) celebrated 5 years ofparticipation in international peace-keeping missions.

In April 1999, South Africa hostedthe second SADC peacekeepingcapacity building exercise, ExerciseBLUE CRANE at the SA Army Com-bat Training Centre. On completion ofthe exercise staff officers at the JointOperations Division realised thatSouth Africa would become involvedinternational peace missions soonerthan later. In anticipation of this, thefirst Military Observers (MILOBS)

training course was presented. In viewof the events that followed, this wasshown to have been the correctdecision.

At the time fierce fighting, was theorder of the day in the Democratic Re-public of Congo (DRC), formerly Zaire,with a number of neighbouring coun-tries being involved. Concerted effortswere successful and led to the signing ofthe Lusaka Peace Agreement, whichpaved the way for the establishment ofthe United Nations OrganisationMission in the Democratic Republic ofCongo (known by its French acronymMONUC). Phase 1 of the MONUCdeployment required the deployment ofa Capital Liaison Officer to the capitalsof all the countries that were involvedin the war in the DRC. The UnitedNations Department of PeacekeepingOperations (UN DPKO) requestedSouth Africa to deploy an officer (ranklevel Colonel) to Kampala, the capital ofUganda. South Africa accepted theinvitation and on 5 September 1999, ColHans Swart deployed as the first mem-ber of the SANDF to participate in anInternational peace mission. SouthAfrica remains responsible for this postand the fifth officer is currentlydeployed.

Notwithstanding the Harare decla-ration, the peace process moved slowly

ahead and in early 2000 South Africawas requested by the UN DPKO tocontribute certain specialist elementsin support of MONUC Phase 2. Anumber of general officers visited theUnited Nations where they werebriefed on the concept of operationsand received a crash course in UnitedNations peace missions. Deploymentof the specialist elements required theprocurement of non-military equip-ment. These were identified and theprocurement process was initiated.The first item was the mobilisation ofthe specialist teams comprising 6 aircargo handling teams of eight mem-bers each, two airfield crash rescueand fire-fighting teams of seven mem-bers each, an aero-medical evacuationteam comprising six members and acommand and support unit of 20members took place at Walmannsthal.A United Nations Training Team(UNTAT) assisted with the mobilisa-tion and the contingent was ready todeploy.

Compliance with the Lusaka Peace

T

5 years ofinternational

peacekeeping.

Part I


29

Agreement and the Harare Declarationwas slow and the deployment of thespecialist contingent was placed onhold. August 2000 saw a revision of thedeployment of the specialist contingentand a second mobilisation took place atthe Mobilisation Centre at Bloem-fontein. Once again, the deploymentwas placed on hold.

During the same period, theOrganisation of African Unity (OAU),now the African Union brokered a ces-sation of hostilities between Eritrea andEthiopia with the signing of a cessationagreement in July 2000. This led to theestablishment of the United NationsMission in Eritrea and Ethiopia(UNMEE) and the Organisation ofAfrican Unity Liaison Mission in Eritreaand Ethiopia (OLMEE) to monitor com-pliance with the cessation of hostilities.The cessation of hostilities was followedup with a signing of a formal ceasefireagreement in December 2000.

UN DPKO requested South Africato deploy three staff officers (anOperations Plan Officer, an InformationOfficer and a Warrant Cell WarrantOfficer) and two MILOBS in support ofUNMEE. At the same time, the OAUrequested South Africa to deploy twostaff officers (a Capital liaison officer inAddis Ababa and a liaison officer in theOLMEE headquarters in Asmara).South Africa honoured the requests andthe personnel were deployed inDecember 2000.

In January 2001 South Africa partic-ipated for the first time in the revisionof the United Nations Manual onPolicies and Procedures ConcerningReimbursement and Control on Con-tingent Owned Equipment of TroopContributing Countries participating inUnited Nations Peacekeeping Missions,commonly referred to as the COEManual. This reflects the rates at whichtroop-contributing countries are reim-bursed for the major equipmentdeployed and the ability to provide self-sustainment during deployments insupport of United Nations Peacekeep-ing Operations. Captain (SAN) CharlesRoss represented South Africa.

The Assassination of PresidentLaurent Kabila in January 2001 placedrenewed pressure on the UnitedNations to expedite the implementationof MONUC Phase 2. South Africa wasrequested to deploy the specialist ele-ment urgently, this element was now

referred to as the South AfricanNational Defence Force SpecialistContingent (SANDFSPECC). A thirdmobilisation took place at the SA AirForce Gymnasium in March 2001.South Africa sent a small team to theUnited Nations Headquarters in NewYork to negotiate the firstMemorandum of Understanding(MOU) with the United Nations. Theteam comprised Messr's BerengMtimkulu (team leader), SchalkMcDuling and Banie Engelbrecht whowas represented the Secretary ofDefence, while Captain (SAN) Rossrepresented the SANDF.

MONUC required the aero-medicalevacuation team to deploy as a matterof urgency and along with a smalladvance team from the Command andSupport Unit departed for Kinshasa on5 April 2001. This was the first elementof the SANDF formed to deploy in sup-port of an international peace missionand was under the command of ColEddie Mahlobo. The rest of the contin-gent was airlifted by United Nationschartered flights and was to be fullydeployed by end of April 2001.Operation MISTRAL became a reality.A number of staff officers posts wereallocated to South Africa and thesewere staffed with identified personnelwho deployed for 10 months.

No sooner had SANDFSPECCdeployed than South Africa wasrequested to lead the planning for thedeployment of a military force toBurundi to support the Arusha peaceagreement. The primary function ofthe military force would be to providevery important person (VIP) protectionto the returning leaders to participate inthe Burundi transitional government.Maj Gen Jan Lusse and Col Johan vander Walt facilitated the planning of the

in place to commence with the prima-ry task by 1 November 2001.Operation FIBRE was officially regis-tered. As the deployment to Burundiwas a South African deployment,deployment of all personnel andequipment had to be arranged at veryshort notice.

The charter of strategic airlift air-craft was a new experience and Boeing747, Antonov 124 and IL 76 aircraftwere obtained to transport personneland equipment to Burundi. The SouthAfrican Protection and SupportDetachment (SAPSD), commanded byBrig Gen Kobe, was able to commencewith the primary task in Burundi on 1November 2001.

At the same time, the first rotationof personnel deployed in OperationMISTRAL took place in October 2001while the staff officers and militaryobservers deployed in OperationsESPRESSO were rotated duringNovember and December 2001.During the rotation of personnel ofOperation ESPRESSO South Africawere was allocated two additionalMilitary Observers posts increasingthe total deployed in support ofUNMEE to seven.

In November South Africa provid-ed a member as part of the OAU teamto the Comoros to oversee the collec-tion of weapons on the islandAnjouan. The first deployment ofOperation TRITON. This was soon fol-lowed by the deployment of fourmembers to be part of the OAUMission in the Comoros (OMIC) aspart of Operation TRITON I. SouthAfrica provided the team leader, LtCol Charles Payne. The team returnedto South Africa in January 2002. (PartII will be published in the April2005 edition of SA SOLDIER.)

combined force,comprising Ghana,Nigeria, Senegaland South Africa.Following the ac-ceptance of theproposed plan bythe ministers of de-fence of the coun-tries involved, 43SA Brigade Head-quarters was task-ed to prepare forthe deployment toBurundi, and to be

transformation


30

Empowerment programme for PSAP

Gain experience

to better your career.

Compiled by Mr Billy Maesela andPhillip Tsoari from DirectorateCareer Development Photo: F Sgt Amelda Strydom

he Empowerment Programmeis a career development pro-gramme that was initiated bythe Directorate Career Devel-opment for Public Service ActPersonnel (PSAP) in 2001. TheEmpowerment Programme in

essence is an Affirmative ActionProgramme designed to assist the des-ignated PSAP (cleaners, messengers,food handlers, stores assistants andgardeners) on salary levels 1 to 4 togain training and practical experiencein the administrative environment bymeans of detachment.

Directorate Career Development(PSAP) determined that there werePSAP with good qualifications (Grade10-12, national diplomas and degrees)who were "stuck" in salary levels 1-4in occupational classes such as clean-ers, messengers, stores assistants, foodservice aid workers, laundry workersand gardeners. These employees hadlittle chance to be staffed in otheroccupational classes, such as person-nel officers, secretaries, typists,administration and registry clerks,owing to lack of relevant experience.In terms of the CORE and specificrequirements of advertisements forvacancies for secretaries, typists, per-sonnel officers, registry clerks, admin-istrative and provisioning clerks,these designated employees had littlechance of success in their applicationsfor posts.

Employees who have been trainedon the programme and who havebeen exposed to learning experiencesin the administrative environment

Thave vastly improved their chances ofemployment. The experience theyhave gained during detached duty hasdefinitely promoted their candidaturewhen applying for vacant posts.

Programme conditions andarrangements

There are no financial implica-tions/costs incurred during detach-ment since the training is voluntary.All the stakeholders (the parent unit,the training unit and the employee)must agree to the detachment and thesubsequent training in writing.

The manager or supervisor at thereceiving/training unit with the assis-tance of Directorate CareerDevelopment (PSAP) compiles thetraining programme, monitors thetraining progress and providesauthority for the detachment for aperiod of three months. An option ofrenewal of the detachment is possibleif there is a need for more training.

It is again emphasised that there isno guarantee for automatic placementor employment on completion of the

training. Employees must apply foradvertised posts on completion oftheir in-service training.

Assistance to employeesDirectorate Career Development

(PSAP) will assist employees inpreparing their CVs and applying forbetter or higher positions when adver-tised in the Department of Defence(DOD) circulars.

SuccessesThe pilot project undertaken by

Directorate Career Development(PSAP) in 2001 with six PSAP from 68Air School achieved 100% staffing suc-cess. These employees made the tran-sition in occupational class and salarylevel reflected in Table 1.

Black/Female

Black/Female

Black/Female

Black/Female

Black/Female

Coloured/Female

Occupationalclass

StoresAssistant

Food ServiceAid

Food ServiceAid

Cleaner

Cleaner

Cleaner

Salarylevel

Level 2

Level 2

Level 2

Level 2

Level 2

Level 2

Occupationalclass

Receptionist

PersonnelOfficer

AdministrativeClerk

AdministrativeClerk

Secretary

AdministrativeClerk

Salarylevel

Level 4

Level 6

Level 6

Level 5

Level 6

Level 4

Before AfterRace and Gender

Table 1.


31

Directorate Career Development(DCD) (PSAP) has received many tes-timonials from employees who havecompleted the programme and havebeen successful in their application forhigher post. One such testimonialreads:

"During January 2001 I heard aboutthe Empowerment Programme from MrMaesela at Directorate CareerDevelopment (PSAP) and decided to applybecause I had a Standard 10 (Grade 12)and for four years had been working as a

cleaner on salary level 2. I had little chancefor advancement, but always believed thatI had the potential to excel in an adminis-trative job. I contacted Dr Kasselman andwas assisted to complete the necessaryforms. DCD (PSAP) also helped me toupdate my CV. My application was suc-cessful and I started my training at DCD(PSAP) in the Armscor building during athree month detachment. On completion ofmy training Mr Maesela again assisted meto apply for a vacant post that was adver-tised in the DOD circulars. I am very

proud to report that I was successful inone of many applications and wasappointed as an Administrative ClerkGrade 2 on salary level 5. TheEmpowerment Programme has given methe opportunity to actualise my potentialand has changed my life for the better - MsM. Maledi."

Table 2 (above) gives a statisticaloverview of the accomplishments ofthe Empowerment Programme up to31 December 2004.

ChallengesDirectorate Career Development

PSAP) is utilising the EmpowermentProgramme with great effectiveness intaking up the following challenges:

Department of Defence Instruction1/98 (Policy on Equal Opportunityand Affirmative Action), para-graph 8.a has an objective: "toensure that proactive measures aretaken to create a DOD, which isbroadly representative of the pop-ulation it serves."In addition, the DOD's HR 2010strategy also advocates for theright person to be in the right postby the year 2010.

Interested in joining?Anyone interested in participating

in this programme or who needs moredetailed information may contact MrBilly Maesela at tel no: (012) 392 2511or Mr Phillip Tsoari at tel no: (012) 392 2493.

Status

Staffed/ Placed

In training

New applicants awaiting to be trained

Waiting to be trained carriedforward from previous months

Trained and returned to units(not yet placed)

GenderSubtotal

Total

Gender

MaleFemale

MaleFemale

MaleFemale

MaleFemale

MaleFemale

MaleFemale

FreeState

Nil1

2Nil

NilNil

NilNil

NilNil

21

3

Limpopo

Nil2

Nil10

276

Nil13

NilNil

2731

58

NorthWest

27

NilNil

Nil5

NilNit

NilNil

212

14

Front, fltr: Mabel Monyai and Leah Mohlahlana, both trainees at CMIS MOD.Back, fltr: Carol Sibande (previously a trainee now staffed as a registry clerkat CMIS MOD), Lydia Mdlane (a trainee at CMIS MOD), Margret Msiza (previ-ously a trainee now staffed as a registry clerk at the Secretary of Defence),Stephina Makopo (previously a trainee now staffed as a registry clerk atCMIS MOD), Paulina Mabuya (previously a trainee now staffed as a registryclerk at CMIS MOD), Joice Phathela (a trainee at CMIS MOD) and MariaMudau (a trainee at CMIS MOD).

Total

3152

3442

5638

6462

37

188201

389

Mpuma-langa

Nil1

1Nil

86

Nil1

NilNil

98

17

WesternCape

7Nil

23

2Nil

NilNil

NilNil

113

14

KwaZulu-Natal

NilNil

141

NilNil

43

NilNil

184

22

GautengProvince

2241

1528

1921

6045

37

119142

261

Table 2.

events


32

Give proper support tomembers with disabilitiesBy S Lt Donovan Naidoo, Navy Office

n ten years of Democracy - noth-ing for us without us." This wasthe provocative statement putforth to people with disabilitiesby Brig Gen Amos Somdaka,Director Equal OpportunitiesPolicy and Plans, in his opening

speech at the International Day forPeople with Disabilities held at NavalBase Simon's Town on 3 December2004. The essence of the messages thatemanated on the day was that togeth-er with the legislative acts prescribed,it was the responsibility of personswith disabilities to educate and sensi-tise those around them about theirrights and special needs. According toBrig Gen Somdaka the future plan ofthe Equal Opportunities ChiefDirectorate is to take the programmeto other regions to celebrate with ourfellow colleagues with disabilities.

The programme underpinning theday was made possible by the collabo-ration between R Adm (JG) JohnBarker, Director Naval Personnel, andR Adm (JG) Koos Louw, the FlagOfficer Commanding Naval BaseSimon's Town, and Ms AntinaHlabela, the then Acting DeputyDirector Disability Equity, from theEOCD Disability Equity Section.

V Adm Johan Retief, the thenChief of the SA Navy, graced the pro-ceedings with his presence and indi-cated his complete support for peoplewith disabilities in the organisation.He said that the sentiments expressedduring the opening speeches of BrigGen Somdaka and R Adm (JG) Louwwere that the emphasis was on peoplewith disabilities making themselvesheard and also providing input intotheir own career planning and futurein the SANDF/DOD.

The programme commenced witha tree planting ceremony during

which Ms Helena Retief, the wife of VAdm Retief, was called upon to plantthe first tree. This was followed by var-ious other members from the EqualOpportunities Chief Directorate andfellow members with disabilities. Thismomentous event was a nostalgic ges-ture towards the growing relationshipbetween persons with disabilities andable-bodied members of theSANDF/DOD.

Given proper support and nurtur-ing, people with disabilities, like theplanted trees, can grow to be pillars ofstrength and support in our organisa-tion. After the tree planting ceremonythe guests, who consisted of able-bod-ied members and people with disabili-ties, were treated to tea and lightrefreshments at the Admiralty Housein Simon's Town.

Thereafter the guests were afford-ed the opportunity to whiz aroundSimon's Town harbour on board theSA Navy's utility support vessel,"Leecat". The overwhelming butrefreshing spray of the ocean providedan invigorating contrast to the swelter-

than themselves. The actualisation ofhumanity became a realisation to bothable-bodied people and those withdisabilities.

Then all the guests participated inan array of potted sports at NavalBase Simon's Town sports ground.The teams comprising both able-bod-ied members and people with disabil-ities demonstrated a perfect display ofsupport for people with disabilities.The able-bodied members had achance to witness the challenges facedby our fellow members with disabili-ties while the limitations of the latterfailed to deter their determination tocelebrate this auspicious day.

The day was concluded with aluncheon at the Officer's Mess. Theprogramme had definitely accom-plished significant objectives.Members with disabilities were cele-brated for their persistent dedicationto the organisation, while the able-bodied members got an opportunityto spare a thought for our friends, col-leagues and comrades who we sooften take for granted.

Brig Gen Amos Somdaka, Director Equal OpportunitiesPolicy and Plans, and Ms Antina Hlabela, the then ActingDeputy Director Disability Equity, planting a tree at theAdmiralty House.

I“

ing heat ofthe middaysun. The ec-static facialexpressionsof those whohad been outto sea for thefirst time intheir liveswas a heart-ening sightto every-body in thevicinity. Theexperienceprodded theable-bodiedto ponder onthe plight ofthose lessf o r t u n a t e


33

Alcohol abuseMe and my

buddy…By Ms Lynette Kleynhans, a social worker at MilitaryPsychological InstitutePhoto: F Sgt DavidNomtshongwana

ick and tired of hearing aboutdrinking and driving? Thenconsider the next questioncarefully in relation to your-self and/or maybe a col-league:

Did you know that if youhave drunk five or more drinks at onego on five or more days in the pastthirty days, you are identified as aheavy drinker.

In the event of becoming drunkeven once, brain cells are damaged tothe extent that they cannot be healedor replaced, and they die. Just imaginethe damage when you get drunkrepeatedly.

Another danger in drinking fre-quently is that alcohol has a chemicaleffect, as a result of which the bodygets used to the alcohol. You thenneed more alcohol to give you thesame effect. This is known as toler-ance. In other words, the more youdrink the more alcohol you want.

Alcohol, however, does not impacton the body alone; it affects one'sbehaviour too. At some stage when aperson drinks too much repeatedly,social problems will develop. Familyand friends start to complain about theperson's behaviour, financial prob-lems gradually develop and physicalillness can occur.

At the workplace productivity is

gradually and subtly compromised.When the drinker is at work he or shecompletes work with less speed, accu-racy and efficiency. The decrease inproductivity becomes more visiblewhen the drinker stays away fromwork more frequently.

Initially some members try to pro-tect their colleague by doing his workfor him. At some stage the colleaguesbecome unhappy about doing theextra work. If the section head doesnot address this, low morale and con-flict may develop in the section. If theproblem is not addressed, it can alsocontribute to the creation of an unsafeworking environment.

The above behaviour patterns andeffects are visible long before the ill-ness of alcoholism is diagnosed. Thefollowing diagram explains how alco-holism develops from not drinking atall, to abusing alcohol, finally leadingto alcoholism: non-drinker - moderatedrinker - social drinker - abuser -chronic drinker - alcoholic.

The person with the drinkingproblem often cannot see the conse-quences of his behaviour and will con-tinue to deny them. Not only the per-son but also colleagues and evenorganisations often do not see theproblem developing. We all tend tothink of a heavy drinker or an alco-holic as someone who has already losthis job owing to alcohol abuse - thedrunk at the side of the road - notsomeone who still comes to work. Theperson in serious need of help may,however, be the one working in theoffice next to you, or the one driving

"social" after work or my colleaguesarranged a social event or I need torelax or work hard, play hard!

These explanations invariablymake it very difficult for us to help ourcolleagues. When we attempt to helpthey may also get angry or stop talk-ing to us. It is important that we donot give up on those members whosedrinking pattern has become problem-atic. We should not abandon our"buddies" and simply watch themslowly committing suicide by alcohol.

But what should you do in theevent of discovering or suspecting acolleague is abusing alcohol? We rec-ommend that before you do anythingyou first speak to your unit socialworker, or a member of the multi-pro-fessional team. If you feel that the per-son may be compromising safety atthe workplace, immediately reportyour suspicion to your safety repre-sentative. Remember, you are respon-sible for your safety and the safety ofcolleagues at work.

But watch out! Do not look at oth-ers only. Consider your ownbehaviour for a moment. Is it possiblethat your own drinking behaviour isbecoming problematic to you, tosomeone else or the SANDF?

To assist you to use alcoholresponsibly we wish to challenge youto keep to the following safe drinkingpractices:

ChallengeDrink moderately - space drinkswith at least one hour betweendrinks.Drink non-alcoholic drinks inbetween alcoholic drinks.Eat before and while you drink.Drink your alcoholic drink slowly.Do not mix the types of drinks youtake.Do not drink to solve a problem.

S

the vehicle in frontof you, not theperson next to theroad.

Excuses andexplanations areoften offered to tryto explain awayproblem drinkingbehaviour. Thesemay include: TheC o m m a n d i n gOfficer required a

insight


34

By Lt Col Paula Cronjé, Joint Training

ecognition of prior learningis broadly stated in theNational Standards Bodiesregulation No 18787 of 28March 1998 as "the giving ofcredits to what learnersalready know and can do

regardless of whether this learningwas achieved formally, informally ornon-formally".

The concept of recognition of priorlearning (RPL) was initiated to sup-port the transformation of the educa-tion and training system by redressingpast educational barriers to learningand assessment. A key aspect for theDOD is to meet the challenges ofsocial, economic and human develop-ment while at the same time contribut-ing to the overall development, quali-ty and integrity of the NationalQualification Framework (NQF). RPLis placed within a framework for theenhancement of lifelong learning.

Education and Training QualityAssurance bodies and their con-stituent providers must commit to theprinciples of access and redress anddevelop context-specific plans to makethis possible. One of these plans can bethe implementation of RPL processes.

RPL in the DOD shall be imple-mented as stated by the South AfricanQualifications Authority (SAQA):"There is no fundamental difference inthe assessment of previously acquiredskills and knowledge and the assess-ment of skills and knowledgeacquired through a current learningprogramme". The candidate seekingcredits for previously acquired skillsand knowledge must still comply withall the requirements as stated in theunit standards and qualifications. Thecredits awarded to candidates throughthe process of RPL are national credits

and therefore equal in value to candi-dates achieving standards throughlearning programmes. The differencelies in the route to the assessment.

ETD providers within the DODmust be accredited with a relevantEducation and Training QualityAssurance body to be able to executethe RPL process and anyone assessingfor RPL purposes shall be a registeredassessor and subject specialist in thespecific field.

The purpose of the RPL process isto recognise experiential learning as avalid form of learning at an appropri-ate level and to affirm that learninghas taken place through valid and reli-able assessment. The process of RPL isall about the following:

Identifying what the candidateknows and can do.Matching the candidate's skills,knowledge and experience to spe-cific standards and the associatedassessment criteria of a qualifica-tion.Assessing the candidate againstthose standards.Crediting the candidate for skills,knowledge and experience built upthrough formal, informal and non-formal learning that occurred inthe past. During the RPL process, experi-

ence is not assessed, but the learningthat took place. Learning is assessed toestablish whether candidates are cur-rently competent in the following:

Foundational competence. Under-standing of what they are doingand why they are doing it, in otherwords what theoretical knowledgethey have. Practical competence. The abilityto perform a set of tasks and mak-ing decisions.Reflexive competence. Their abili-ty to integrate or connect theirknowledge and skills so that they

Participate in the future of your training

Rearn from their actions and areable to adapt to changes andunforeseen circumstances.Applied competence. How theyput their knowledge into practice.RPL is done against unit standardbased qualifications, as well asagainst the outcomes of wholequalifications. Providers will havedifferent strategies in implement-ing RPL, which will closely link tothe target group.The RPL service must be incorpo-

rated or implemented in the existingETD processes, structures and proce-dures that pertain to assessment. Theprinciples of assessment namely fair-ness, validity reliability and practica-bility also apply during assessmentfor RPL purposes.

It is the candidate's responsibilityto identify his or her prior learningand show that it matches the out-comes of the specific programme lead-ing to a qualification. The candidatemust prove that he or she learnt whathe or she claims to have learnt.Evidence submitted as proof must bereliable, valid, sufficient, authenticand, most of all, prove current skills.

The purpose of RPL could includeaccess and appropriate placement at aparticular level of a department orinstitution, granting advance status,crediting and certifying of learners forparts of or the whole qualification.

Key personnel involved in RPLmust provide a holistic, learner-cen-tred RPL service. The tasks of advis-ing, evidence facilitation and assess-ment are critical and distinctive in theprovision of RPL services to the candi-date. For effective RPL assessment it isessential to use experienced and qual-ified assessors, preferably those whoare also registered against the unitstandards for "Design and DevelopAssessment" and "Moderation Assess-ment", as well as "Facilitate the

Part I


35

The generic RPL process from SAQA - ETD Providers can adapt this processfor specific implementation.

GENERIC RPL PROCESS

Application (1)

RPL evidence facilitator meets candidate to conductPre-screening to ascertain viability of application (2)

If viable, then Pre-assessment stage: (3)

RPL evidence facilitatortakes candidate(s) through preparation for assessment:

Portfolio development and related workshops, and/or One-on-one advising Assessment approaches, tools and mechanisms Guidance on collecting evidence, which candidate undertakes

If not viable, ie candidate will clearly not meet

the minimumrequirements in terms oflanguage/numeracy

and/or other competencies,the candidate is

referred for further

advice on alternative pathways

Assessor (preferably with facili-tator present) and candidatedevelop assessment plan:(4)

Review unit standard(s) and requirementsType and sources of evidenceAssessment tools to be used in this assessmentDates and times of assessment

Assessment stage: (5)

Candidate undergoes practicalassessment, and / orCandidate sits knowledge test,and / orCandidate goes through pre- andpost-interview

Judgement stage: (6)Evidence judged by

assessor

Moderation stage (7)

Feedback stage (8)

Post-assessment (9)support

Credit awardedCredit not awardedAppeal processmay be initiated

RELATED ASPECTS ASSUMED TO BE IN PLACE

RPL policies, procedures and systems in place; information on RPL is readilyavailableThe provider has developed a criteria framework within which pre-screeningtakes place; pre-screening criteria are readily available to candidatesAlternate pathways/options as well as additional counselling servicesWhere no facilitators are available, assessors will undertake all functions

Preparation and Presentation of Evi-dence for Assessment". Assessors alsoneed to develop skills in self-aware-ness, sensitivity and the ability toknow and manage one's own biases.

Evidence facilitation is part of thepre-assessment stage of the RPL pro-cess, and consists of:

Provide information to candidatesabout assessment in general andtheir assessment in particular.Advise and support candidates toprepare, organise and present evi-dence.Evaluate and give feedback on

candidates' evidence. Recommend top-up training if nec-essary. A credible quality assurance sys-

tem proposes the standards for effec-tive management, implementation,moderation and review of all assess-ment services. RPL assessment is sub-jected to the following principles:

Credible assessment.The quality of evidence.An assessment planned anddesigned on the basis of under-standing the requirement of theunit standard, part qualification or

describes the relevant experience,identifies and analyses your learningachievements and provides proof inthe form of documents that you dohave the skills, which you claim. Theportfolio method may become mostuseful to assist candidates in develop-ing a holistic and well-rounded pic-ture of themselves, their careers andtheir lifelong learning achievements.

The portfolio must adequatelyidentify or describe the relevant learn-ing accomplishments (knowledge,skills, competencies and abilities). Itshows a correspondence betweenlearning achievements and therequirements of the course or learningprogramme, and verifies these learn-ing accomplishments with supportivedocuments.

The cost of developing a systemand the necessary capacity to supportthe system are not unlike the costs ofdeveloping a new learning pro-gramme. Costs calculated for RPLshould be based on the service per-formed in the process and not thenumber of credits awarded. No costshall be claimed from candidatesdoing RPL at a DOD ETD Provider.

The SA National Defence ForceCollege of Educational Technology(SANDF COLET), as an accreditedprovider, has implemented a RPLprocess and can recognise prior learn-ing by quantifying the learning interms of credits in ETDP related NQFunit standards. For further detailscontact the SANDF COLET Team attel no: (012) 654 4051.

whole qualification.The use of various meth-ods and instruments.The requirement for a cred-ible assessment process.Moderation and qualityassurance of assessment.Evidence can be presented

in many ways, eg demonstra-tion of skills, examples of workdone, assessment results andtestimonies and a combinationof the above.

A portfolio of evidence isone of the ways in whichcandidates can present theirevidence in an organised andconcise manner. It is a file orfolder of information that

focus on people


36

A female officer with a deep compassion for people Never look

down on people,

because younever knowwhen that

beggar in thestreet might

one day cometo your rescue.

ol Belinda Martin of theReserve Force Division isfirstly a grass-roots woman -she was born in a townshipsouth of Johannesburg, thencalled Kliptown, nowEldorado Park. She is a

woman with a very small heart, in thatshe hates human suffering, humilia-tion, degradation, inequality and dis-crimination. That is precisely, as shestates, what made her a fierce fighteragainst the regime of apartheid.

She was detained and kept in soli-tary confinement and tortured in JohnVorster Square in 1975 during theclampdown the South African stu-dents' organisations and their affili-ates. She was a computer programmerand was studying for her degree insocial work at Unisa at the time of herarrest. Nothing dampened her spirit,not even torture, and that dark cellbecame her university of struggleagainst injustice.

On her conditional release she fledinto exile along with her other com-rades, most of whom were later killedby the special branch and boss agents.She especially remembers Jewel Paile.

Her spirit of defiance comes frommany role models she has had in herlife. In the first place there was hermother and father, then her two grand-mothers, Ettie Tshabalala and DorothyFisher, a Zulu woman and a Griquarespectively. They were very tall, verylarge women who feared nothing.

Then her political role models andwomen in whose footsteps she alwayswanted to follow were Ruth Mompati,Mittah Siperepere, the late DulcieSeptember, Zanele Mbeki, the lateFlorence Mophosho, Lindiwe Mabusa,Sophie Williams de Bruyn, BrigalliaBam, and Maj Gen Jackie Sedibe (Ret).These women played a very importantrole in moulding her politically.

Then there were great men likeOliver Tambo, Thomas Titus Nkobi,

Kay Moonsamy, Wolfie Kodesh andPresident Thabo Mbeki, who continueto be a beacon in her life and helpshape her visions for a free and demo-cratic South Africa.

Maj Gen Vejaynand Ramlakan, theformer Inspector General DOD, MajGen Mokhethi Radebe, Chief DirectorMilitary Health Force Preparation,and Brig Gen Pieter Oelofse, DirectorMedicine, who were her mentors,helped mould her military career inthe SANDF. She says that there aremany wonderful and open-mindedmen, such as Col Jock Stenhause andCol Jan Smit of the SAMHS. Thesewere men from whom she could learnand who deepened her compassion forpeople. Col Martin was appointed thefirst female commander of the June 16Detachment in her former force by thethen Commander-in-Chief of MK, thelate former Minister of Defence, Mr JoeModise. She remembers clearly theday she alighted from the flight at Dares Salaam. There she first met Maj GenJackie Sedibe, and what surprised herwas the huge truck the General wasdriving. It was not usual for women in

C

Col Belinda Martin presented a gift to our First Lady, Ms Zanele Mbeki.


37

South Africa to drive trucks, let alone amilitary truck. Col Martin command-ed men in her detachment, and wasnever downgraded in her former forceby virtue of her gender. If it happened,she would have known how to dealwith such issues.

Behind the hearty laugh that baf-fles people Col Martin is a deepthinker and analyst who needs enoughspace to make her inputs, which is avery difficult task in a male dominatedenvironment, such as the SANDF.However, she always manages, if notthrough dialogue, then through herpoetry to express her visions and feel-ings about the reality of people and lifein general. Her poetic excellencecomes from being mentored by peoplelike Ronnie Kasrils and Don Matterawho themselves are poets. Anotherwoman, a visionary who also inspiresher, is Gcina Mhlope. Col Martin saysthat she has never been an "A" studentand all her achievements have alwaysbeen through extremely hard work. Toher life is a daily challeng, and she hasproved that by moulding a positivemind and a healthy heart, having a

positive attitude towards others andnot being a threat to anybody's spaceand environment, any person canmove mountains and break personalbarriers.

Her colleagues in the SANDF canbear testimony to the fact that when oncourse, she wakes up at 02:00 in themorning to study, is ready for break-fast at 06:30 and at 08:00 is ready forany exam, which she always passes.Only through hard work, and not at allthrough being a genius, which shedoes not regard herself as, has shebeen successful. She is a hard worker,and this comes from what her motheralways told her, viz that hard workhas never killed anybody, and oneshould never look down on people,because you never know when thatbeggar in the street might one daycome to your rescue.

She has thus far achieved, besidessuccessfully completing all her mili-tary and functional courses, and a per-formance excellence course, her certifi-cate in internal auditing at the PretoriaUniversity, and hopes to complete therest of the course as this is an absolute

necessity for the SANDF to have audi-tors who can advise senior manage-ment on the performance and manage-ment of structures in the DOD. Whatare her views about the transformationin the DOD - she views this in a veryserious light and straightforwardlystates that a building cannot berestructured on a rotten foundation; ifit has flaws, it should be rebuilt.

Col Martin believes that theSANDF is at a turning point in theworld, and it is high time that the roleand function of women in the DODshould be viewed in a new light, tak-ing into account the historical rolewomen have played in shaping thisnew democracy. She believes thatwomen have to take their rightfulplace in the highest decision-makingstructures of the SANDF and the DODas a whole. She believes that civil soci-ety, which bears the brunt of war, hasan important role to play in making aninput into what kind of a defence forceit would like to see. The dictates ofcivil society should be formulated instrategies and policies. (Compiled bythe Visionary-poet-soldier)

insight


38

Military EqualOpportunities ClimateSurveyBy Col Snowy Moremi, SSO Research

he Equal Opportunities ChiefDirectorate (EOCD) has beenmonitoring the equal oppor-tunities (EO) climate annuallysince 1997 by means of astructured questionnaire. Theaim of the research, which is

conducted by the Inspector General'sCentre for Effect Analysis at therequest of the EOCD, is to identifytrends occurring in the perceptions ofDOD members on issues pertaining toequal opportunities, inter alia, affir-mative action (AA) and racism. TheChief Directorate takes the results ofthese studies into account in the plan-ning and development of equalopportunity interventions. Theseresults were presented to both theHuman Resource Staff Council andthe Plenary Defence Staff Council(PDSC).

In addition to the quantitative datathat is gathered by means of the annu-al EO climate survey, the EOCD alsoconducts focus group research as afollow-up measure. The data that isgathered during focus group researchis of a more qualitative nature andenables the EOCD to determine spe-cific fears, opinions and perceptionson issues pertaining to equal opportu-nities.

Climate survey The population for the 2003

Military Equal Opportunities ClimateSurvey study consisted of the RegularForce component of the DOD, butcivilian members in post levels 1 - 3and members of the Auxiliary Service

were not included in the sample. Atotal of 2 307 completed questionnaireswere received and the sample charac-teristics indicated that the sample wasfairly representative of the DOD popu-lation.

Five independent variables (ser-vice/division, gender, populationgroup, rank group and former force)were examined to determine the effectof these variables on the dependentvariables (the eight themes indicatedbelow). Changes in the perceptions ofthe respondents within each subgroupof the independent variables over time(eg from 1999 to 2003) were also exam-ined.

The eight themes were the follow-ing:

Theme 1: Perceptions on thepotential success and value of affir-mative action within the DOD.Theme 2: Perceptions on thepotential threats of affirmativeaction within the DOD.Theme 3: Perceptions on lack ofrepresentation among leaders intop positions within the DOD.Theme 4: Perceptions on the avail-ability of equal benefits to all mem-bers within the DOD.Theme 5: Perceptions on the avail-ability of fair and equal careeropportunities within the DOD.Theme 6: Perceptions on the exis-tence of discrimination based ondifferences among members with-in the DOD.Theme 7: Perceptions on the exis-tence of racial tension/racismwithin the DOD.Theme 8: Perceptions on the avail-ability and an understanding ofaffirmative action within the DOD.

ResultsThe results may be summarised as

follows, with graphics depicting the"agree", "neutral" and "disagree"responses for the years 2001, 2002 and2003:

Theme 1: Perceptions on the potentialsuccess and value of affirmative actionwithin the DOD.

55.2% agreed on the potential suc-cess and value of affirmative actionwithin the DOD.22.9% disagreed.

Feedback onour equal

opportunities'climate.T

Theme 2: Perceptions on the potentialthreats of affirmative action within theDOD.

29.9% of the entire sample agreedthat affirmative action poses apotential threat within the DOD.40.7% disagreed.

55 59 55

18 19 22 27 22 23

60

0

10

20

30

40

50

Agree

2001

Neutral Disagree

2002 2003

Theme 1.


39

Theme 3: Perceptions on lack of repre-sentation among leaders in top positionswithin the DOD.

54.7% agreed that equal benefitsfor all members are available with-in the DOD.29.0% disagreed.

Theme 5: Perceptions on the availabil-ity of fair and equal career opportunitieswithin the DOD.

44.9% did not have the perceptionthat fair and equal career opportu-nities were available within theDOD.Only 26.8% agreed with the theme.

Theme 8: Perceptions on the availabil-ity and an understanding of affirmativeaction within the DOD.

56.7% agreed that information wasavailable and that there was anunderstanding of affirmativeaction within the DOD.22.9% disagreed.

Deductions (Positive Trends)An increasing percentage of

respondents that agree that AA willsucceed and has a potential valuewithin the DOD (44.4% in 1999, 55,3%in 2000, 55.0% in 2001, 58.7% in 2002and 55.2% in 2003).

An increasing percentage ofrespondents also agree that informa-tion is available and that there is anunderstanding of AA within the DOD(33.2% in 1999, 48.1% in 2000, 55.9% in2001, 57.0% in 2002 and 56.7% in 2003).

Deductions (Negative Trends)Participants still have a high

awareness of the existence of racialtension and racism within the DOD(51.1% in 1999, 64.3% in 2000, 58.4 in2001, 56.5% in 2002 and 58.2% in 2003).

An increasing percentage agreesthat discrimination based on individu-al differences occurs within the DOD(31.3% in 1999, 43.9% in 2000, 44.7% in2001, 44.9% in 2002 and 46.8% in 2003).

A greater percentage also believesthat fair and equal career opportuni-ties do not exist within the DOD(33.6% in 1999, 41.1% in 2000, 46.2% in2001, 46.9% in 2002 and 44,9% in 2003).5 out of 6 surveys - predominant issue.

A greater percentage believes thatleaders in top positions are not ade-quately representative (45.7% in 1999,54.8% in 2000, 56.0% in 2001, 55.8% in2002 and 54.7% in 2003).

RecommendationsFocus groups should be conducted

in order to determine the members'concerns about the issues raised.

Sensitisation on EO/AA issuesshould be intensified, especiallyamong the lower ranking memberswho are the most aggrieved (2002 and2003 surveys). Services and divisionsshould undertake follow-ups regard-ing issues laid out in the survey.

58 57 58

20 20 18

60

0

10

20

30

40

50

Agree

2001

Neutral Disagree

2002 2003

32 30 29,9

26 27 29

42 43 41

0

10

20

30

40

Agree

2001

Neutral Disagree

2002 2003

Theme 2.

Theme 4: Perceptions on the availabil-ity of equal benefits to all members withinthe DOD.

40.1% agreed that equal benefitsfor all members are available with-in the DOD.29.0% disagreed.

Theme 3.

Theme 4.

Theme 5.

Theme 6: Perceptions on the existenceof discrimination based on differencesamong members within the DOD.

46.8% agreed that DOD membersare discriminated against becauseof racial, gender and other differ-ences.23.2% disagreed.

Theme 7: Perceptions on the existenceof racial tension/racism within the DOD.

58.2% agreed that racialtension/racism exists within theDOD17.6% disagreed.

Theme 7.

56 56 55

14 17 19

30 28 26

60

0

10

20

30

40

50

Agree

2001

Neutral Disagree

2002 2003

39 40 4028 29 31 34 31 29

0

10

20

30

40

Agree

2001

Neutral Disagree

2002 2003

46 47 45

0

10

20

30

40

50

Agree

2001

Neutral Disagree

2002 2003

28 30 27 26 23 28

22 23 24

sport


40

The gateway to fitnessBy Brig Gen Lindile Yam, Director PTSR

he SANDF's DirectoratePhysical Training, Sport andRecreation is a complexorganisation, charged withthe mammoth task of execut-ing the mandate of fitnessthrough physical training,

sport and fun to influence the psycho-logical environment through recre-ation.

The Directorate Physical Training,Sport and Recreation (DPTSR) is thusresponsible for ensuring compliancewith the ministerial mandate and thatof the Chief of the SANDF.

The main challenge is to opera-tionalise the already existing frag-mented relations of SANDF sportscodes with their federations. This can-not be done without bonding with thecountry's national authorities, such asthe South African Sport Commission.The physical shape and thus combatreadiness of our soldiers (male andfemale) leave much to be desired andas such we had to revisit the frag-mented policies in respect of physicaltraining. The recreational environ-ment has brought about new dynamiclessons, both inside the country andconcerning the peacekeeping missionsof externally deployed troops.

It is the financial aspect, especiallyafter the introduction of voluntarysubscriptions for sport and the everthinning sport budgets within theSANDF, that has proved to be a con-stant headache, and innovative strate-gies have therefore to be found.

The budgets of commanders, espe-cially at level 3 and 4, have been underimmense pressure in terms of recog-nising and promoting sport and recre-ation as a component of force prepara-tion within what these commandersregard as their core business. It is thusthe duty of DPTSR to share, with theSANDF community, the gigantic stepstaken to meet these challenges to keepthe light shining.

The aim of this article is to sharewith the SANDF community someefforts taken by DPTSR to meet itsmandate to ensure that sport is practi-cally conducted to address some train-ing aspects, implement the Chief ofthe SANDF's intention and keep theSANDF on the South African andinternational sporting map.

The leadership projected andmass participation

Decision on compulsory participa-tion in sport. The Minister of Defenceis mandated, in accordance with thestipulated section 87(1) (A) of theDefence Act (Act No 44 of 1957) topromote sport and create participationopportunities as an integrated part ofthe force preparation and force main-tenance process. This has been con-firmed by the Chief of the SANDF'smandate as seen in the GeneralRegulations for the SANDF andReserve, Chapter ix, part five, whichmandate the Chief of the SANDF toapprove sports codes, which shall beregarded as part of training.

In compliance with these, theMinister of Defence issued the follow-ing guidelines for 04/05: That theChief of the SANDF will be involvedin supporting the development of ourpeople by means of sport, and that theSANDF must be involved in pre andpost-conflict environments in Africa tosustain peaceful efforts through sport.

The Chief of the SANDF, in hisguidelines to the chiefs of the Servicesand Divisions, simply instructed thathe wanted a fit military force.

These dynamic guidelines there-fore ensured a lot of activity at theSurgeon General's level by DPTSR thisyear. The Chief of the SANDF and hisMilitary Council (MC) provided muchvisible leadership that ensured verysignificant approval of extremelyimportant submissions as from 2003.These will be mentioned in the nextparagraph. It is important to spell outchronologically all the MC approvedsubmissions since 2003 and how they

influenced each other.A submission was made to the MC

on 3 February 2003 for the reconsider-ation of compulsory participation ofall uniformed members in sport in theSANDF. This would have compelledmembers to continue paying subscrip-tions as well. The aim was to ensuremass participation without personaloption in order to meet the requiredmass physical combat readiness. Acomprehensive legal response to this,drawn up by Col P.D. Mardon,advised against this move and DPTSRthus went back to the drawing board.

The Chief of the SANDF's inten-tion that sport should address thetraining aspect and allow for massparticipation therefore remained andhad to be complied with. DPTSR thenprepared option 2 of the initial presen-tation, which was based on somesports codes being formally recog-nised as part of training in the SANDF,and considered for funding under theprovisions of General RegulationChapter vii, Regulation 3(3). The fol-lowing decisions were then taken bythe MC on 3 May 2003:

That the following sports codes berecognised as part of training: Militarypentathlon, naval pentathlon, swim-ming, parachuting, shooting (practicalshooting, pistol shooting, bisley shoot-

T

Part I

Brig Gen Lindile Yam.


41

ing, clay target shooting, combat rifleshooting and small bore shooting),combat walk (marching), combat sport(karate, boxing, judo, taekwando andwrestling).

Option 3 was also considered: ThatPhysical Training (PT) periods allocat-ed weekly in HQ type establishmentsmay be used for compulsory participa-tion in sport by the commanders. Thisis not applicable to training anddeploying units. The latter are stillrequired to use their three 40 minutePT periods per week. The comman-ders may then use their discretionwith regard to recreation days. Thiswill not necessarily sustain mass par-ticipation, but is meant to increaseinterest and expose talent for membersto start joining sports clubs and paysubscriptions. In respect to headquar-ters and other units, members are stillexpected to ensure that they pass fit-ness tests.

The non-paying members mayparticipate on compulsory sports daysidentified by the commanders, butthese should not be on Wednesdays.Wednesdays remain for those payingsubscriptions and only they still getSANDF sporting opportunities, suchas competitive sport at regional,national and international level.

Members must take note that theymay only participate on Wednesdaysand/or in competitions when theseare published in unit standing orders.The commanders are encouraged topromote participation and prepara-tion. Members must also be aware thatdespite the fact that they pay monthlysubscriptions, it is still at the discretionof the commander to release a mem-ber, depending on unit commitmentsat the time.

The implementation of the abovedoes not mean that there is no fundingfor the other codes. It does mean thatcommanders have an obligation toensure the availability of trainers andfacilities for these as an integral part oftraining.

The SANDF Joint PTSR TrainingCentre under the command of Col D.Theunissen is the Centre of Excellencefor producing instructors (trainers) forthe different sports codes. It is also theowner of the necessary standardisedcurriculums.

It is envisaged that all soldiersshould be able to swim. They shouldalso be at least involved in one of theshooting disciplines, besides the nor-mal military shooting lessons. It isexpected that facilities for these othershooting disciplines will be developedin time to be used to perfect the shoot-ing skills of all soldiers. The units areexpected to provide a training facilityfor military pentathlon enthusiastsand promote it, especially for deploy-ing soldiers and naval pentathlon par-ticipants. Each member is expected tobe involved in at least one of the hand-to-hand combat sports, and facilitiesand equipment should therefore beavailable. It is envisaged that taek-wando will in the near future (basedon approval by the MC) be singled outfor the compulsory training of allSANDF members. A presentation forthe approval or disallowance of thiswill be made to the MC.

Relations between the SANDFand civil sports authorities

It is of great importance to mentionthat all sports codes within theSANDF are affiliated to and abide bythe rules and regulations of the respec-tive sports federations.

For this reason DPTSR saw theneed to strengthen relations with theSouth African sporting authorities. Ameeting was held which ultimatelyled to the creation of a joint workingcommittee involving the SANDF, theSAPS and the Correctional Services, toco-ordinate a common approach.Another joint working committee is tobe formed between the SASC (head)and security forces.

The SANDF (DPTSR) prepared itsconcept for an integrated approach toSouth African sport that focuses ondevelopment and presented this toother security forces/services and theSouth African Sport CommissionCEO, Dr J. Phaahla, and his opera-tional manager, Mr Dan Moyo. Theapproach of the concept was acceptedby all these institutions and Lt Col T.C.Khulu (DPTSR) was tasked to lead theSANDF side to ensure a better out-come for the envisaged master planthat is to be led and orchestrated bythe South African Sport Commission.

A lot of interaction has taken place

since then, and the SASC and theMinister of Sport and even previousMinisters of Sport gave their princi-pled support to the SANDF's possiblyhosting the 2010 Africa MilitaryGames.

One can say now with authoritythat the SANDF is a major role playerin the empowerment of our peoplethrough sport. An accelerated effort togive effect to this is now being under-taken.

SANDF sport in CISMThe SANDF was admitted to

CISM in 1994. CISM refers to theConference International du SportMilitair (French) or the InternationalMilitary Sport Council. It is growingand has 127 member states at themoment. It was formed in 1945 afterWorld War II to promote peaceamong military institutions through-out the world. It is recognised by theUnited Nations and the InternationalOlympic Committee.

The SANDF has since been partic-ipating in almost all CISM activities,including its Olympic styled WorldMilitary Games, which are held theyear before the Olympic Games. Eachcontinent is also required to hold itsown games every four years. Therehave been three World Games, the lastin Italy (Catania) in December 2003,where ± 87 countries attended. TheSANDF became Africa's MilitarySport Champions after the First AfricaMilitary Games in Kenya (Nairobi)held in 2002.

The SANDF is concentrating moreof its efforts in the region. It headedthe Eastern Southern African LiaisonOffice (ESALO) until October 2004,when it handed over as per four years'rotation requirement to Botswana. Wehave, in August 2004, had the privi-lege of hosting seven ESALO coun-tries at the ESALO Soccer Champion-ships in Thaba Tshwane in Pretoria,where more than 400 athletes attend-ed, and where Zimbabwe beatLesotho in the finals to become cham-pions once more. Bi and trilateralgames have almost become the norm,as they are annual events for each ofthese forces. This has contributed to agreat extent to fostering good rela-tions between these countries.

sport


42

By Ms Nicky de Ru, Secretary ofthe Bloemfontein Defence ForceParachute Club

nce you have tastedflight, you will foreverwalk with your eyesturned skyward, forthere you have been andthere you long to return."These words, written by

Leonardo da Vinci, were quoted byCol C.N. Mhatu, Officer Commanding44 Parachute Regiment, at the openingceremony of the 2004 SANDFParachuting Championships. 44 Para-chute Regiment hosted the Champion-ships at Tempe Airport outsideBloemfontein over the period 29 Nov-ember to 3 December.

The competition is an annualevent, where teams that will representthe SANDF at the national competi-tion are selected from all four services.Judges and jumpers from various SAArmy units, the SAMHS, the SpecialForces and the SA Air Force enteredthe competition.

Sport parachuting is divided intodifferent disciplines in which jumpersparticipate either as individuals or in ateam. Bad weather restricted partici-pants to entering only for two disci-plines, namely classical accuracy andtwo-way formation skydiving. In theaccuracy discipline a team of four orfive jumpers attempts to land on a tar-get. In the senior category the targethas a 16 cm diameter and in the juniorcategory the target diameter is 10 m.In the formation skydiving disciplinetwo jumpers, one senior and onejunior, attempt to build predeter-mined formations in free fall.

The gold medal winning team inthe category senior accuracy wasAquila, consisting of Maj I. vanRooyen, WO1 G.H. van Rooyen, WO2W. Krahenbuhl, Sgt J. Matebele andRfn J.J. Jordaan.

The Pretoria Team was the

winning team in the category junioraccuracy. The team members wereCapt J. Hurter, Lt R. du Plessis, Cpl C.Lottering and Pte E. Titus.

WO2 W. Krahenbuhl was awardeda gold medal as the winner in the indi-vidual senior accuracy category, whilePte L.W. Mohlala was the winner ofthe individual junior accuracy catego-ry.

In the category two-way formationskydiving Lt R. du Plessis and F Sgt C.Myburgh walked away with goldmedals.

Addressing the participants on theclosing day of the competition Lt ColG.M. Guntu from Directorate PhysicalTraining Sport and Recreation urgedparticipants to see sport parachutingas an opportunity to build on the pos-itive image of the SANDF. He stressedthe importance of goal setting and that

the training of previously disadvan-taged members of the forces must bethe priority of sportsmen and womenin the SANDF.

Maj M. Gopane, Chairperson ofthe Chief Parachuting Committee ofthe SANDF, confirmed that a trainingprogramme to develop the skills ofjunior jumpers had been implementedat the 2003 SANDF ParachutingChampionships held in Phalaborwa.The success of this programme wasreflected in the growing number ofjunior participants who entered the2004 championships.

Readers who are interested indoing a sport parachuting course canphone WO1 J. Beukes at the PretoriaDefence Force Parachute Club at telno: (012) 312 2992 or Ms N. de Ru atthe Bloemfontein Defence Force Para-chute Club at tel no: (051) 402 6091.

O

Our skydivers did it again

WO2 Waldo Krahenbuhl doing a tandem jump with a visitor from the USAArmy. WO2 Krahenbuhl, who won the gold medal in the senior accuracycompetition, was awarded national colours in sport parachuting in 2000when he represented South Africa at the World Parachuting Championshipsin Spain. WO2 Krahenbuhl is the Chief Instructor at 44 Parachute Regiment'sParachute Training Branch. He is qualified as a high altitude low openinginstructor and tandem master and has done 2 800 parachute jumps.

“


43

Paintball renegadesArticle and photos by Cpl DeanClark, Assistant ChairpersonPretoria Military Paintball Club

an is faced with his worstenemy, viz an adrenalinefilled person on a missionwith a paintball marker,creeping through therough and finding a spot tomark his opponent. Then

he fires and his opponent walks off thefield with his hands in the air.

In 2004 the Pretoria Military SportsClub (PMSC) acknowledged andauthorised the sport of paintball to berecognised as a military sport. ThePretoria Military Paintball Clubfounded by F Sgt F. Geyser wasopened by Brig Gen Du Preez ofPMSC for serious paintball business.

The members of the club partici-pate in their sport every Wednesday

afternoon after sports parades at theirproud home field, which is at PaintballVillage in Centurion. They are fromvarious musterings and services in theSANDF and have been participating inthe club activities since June 2004.Members of the civilian populationhave participated with the club on aregular basis in a couple of games.

The members have begun toacquire a reputation at PaintballVillage and are referred to as "the mil-itary guys". They have started to bondclosely as it is a crucial factor to knowthe man next to you and trust that heis going to cover you while you runthrough bushes and have paintballsshot at you while trying to capture aflag that has no apparent purpose,which happens to be the reason whymembers play paintball.

The sport of paintball is an excitingand adrenaline filled sport in which a

playing the sport have commentedthat there is nothing better than run-ning around in camouflage andthrough bushes while dodging paint-balls from all directions and still try-ing to shoot their opponents withtheir paintball markers while trying tocapture a flag.

As Pretoria Military Paintball Clubis increasing in size and reputation,plans are being made for the club toparticipate in upcoming tournaments.

Any enquiries in connection withthe Pretoria Military Paintball Clubmay be directed to F Sgt F. Geyser atAir Force Base Waterkloof at tel no:672 3341 or Cpl D.A. Clark at 68 AirSchool at tel no: 672 5127 or email:[email protected].

M

Paintball fun.

group of members gettogether and play gamesin a series of scenarioswith paintball guns. It is acase of a lot of guts andglory in which the playersmark each other any num-ber of times. It was rankedsafer than golf in a surveyconducted by AmericanSports Data Inc, so thechance of someone suffer-ing a serious injury is 0.2per 1 000 exposures.

The sport of paintballis enjoyed recreationallyby people of all sectors,whether private, state,young and old, rangingfrom nine to fifty-fiveyears old and even wheel-chair bound persons havebeen known to participatein the sport.

Members who are notaware of what paintball isall about have sometimesthought that having apaintball shot at you is nofun, yet the members

sport


44

Checkmaten chess, the winner is not the par-ticipant who played well, but theone who played better. Chess-players' brains, familiar with solv-ing complicated chess positions,are exercised to concentrate onmore than one aspect of their

game. A player should be a disci-plined person, and before each movehe or she scrutinises lines, combina-tions, alternative moves and potentialcountermoves, positions, how a spe-cific move might influence other keypositions, and the safety of his or herown pieces.

The player is used to situations inwhich he or she stands alone and must"fight, for life or death" to escape apotentially embarrassing position; thisin order to develop individual cogni-tive strategies, and so to functionindependently.

The game of chess is particularlysuited to the acquiring of mental skillsand strategies for the resolution ofproblems. After each move, the pro-ceeding game poses new challengesand new problems which are part of acontinuum of creating, designing, andmeta-cognitive realising. It is self-evi-dent that chess requires proper plan-ning and objectivity.

Concentration is the most impor-tant attribute of any chess-player.Furthermore, it is a player's concentra-tion which is most rapidly honed bythe game of chess. Not only is onemove contemplated, but five or six inadvance! The chess-player's facultiesof memory and abstract thinking mustbe so developed that, after planning,he or she must be able to recall such asequence of moves should the oppo-nent make the moves anticipated.

The chess-player should never actor even think impulsively, but beguided always by reason. Chess thusbecomes a way of life that exercises adefinite influence on the disciplinedmanner of his or her daily actions.Chess-players must be able to trans-

pose their thoughts into the minds oftheir opponents, to "think" and "rea-son" the way an opponent thinks andreasons; indeed to think for two per-sons. All this predisposes the chess-player to concentrate in situations wellremoved from the "charged silence ofthe chequerboard".

Chess is recommended as a sup-plementary training aid in the devel-opment of various human skills. Itstimulates thought. At chess the play-er thinks meta-cognitively. Languageserves as a medium to arrange one'sthoughts, especially in terms ofanalysing, schematising, synthesising,comparing, and generalising. If a per-son is unable to organise his or herthoughts, then he or she becomes hide-bound, and access to the world of thesymbol is rendered inaccessible.Logical thinking and properly orderedthoughts are prerequisites for this, andserve to discipline the mind.

The reasoning and thinking whichare realised through chess take placevia the medium of language, hereexpressed in letters, signs, symbols,and figures. This can only be interpret-ed when it is read and attains mean-ing. Chess has its own language in theform of notation. To practise that skillpromotes non-verbal communication.It also improves abstract thinking, andaffords the player beneficial opportu-nities to understand and rememberthis "mathematical language". Chessnotation includes properly definedterms and exact symbolic representa-tions that are used to make clear andunambiguous communication possi-ble. The chess-player accustomed tochess notation is led to remember therelevant formulae, which imply aunique language containing distinc-tive symbols and signs. This process isfacilitated because he or she is alreadyexercised in more abstract ways ofthinking.

Such thinking is directed towardssolutions. The implication of that is the

development in the player of a strongwill to solve problems cognitively. Afurther inference is that the playerwith a driven "will to win" has theadvantage. These factors promotequalities of pertinacity, perseverance,and positive optimism. The chess-player who plays often is wellequipped to apply perceptual andmeta-cognitive skills, which are stimu-lated by chess, to other problematicalsituations. The game of chess estab-lishes in its participants a stable abilityto endure, and a healthy will to fight.

Playing chess elevates one'sthreshold of patience; not only regard-ing the exertion of the brain, but thebody's strengths are tested to theutmost. During an experiment, forexample, the heartbeat of participatingchess-players has risen to 160 perminute: this is sure proof of exertion.Mental exertion, which leads toextreme tension, drains the partici-pants of their body strength. Chess-players realise the value of a fit andhealthy body, and they usually alsoparticipate in some or other physicalactivity, especially before a big tourna-ment, in order to supply the requiredstamina for it. Chess teaches the play-er to bring his or her emotions undercontrol and to channel tension. Toachieve this, chess-players should bementally and physically fit.

In chess one is taught how to applydefinite techniques and strategies.Strategy and tactics play a prominentrole in the game. Each new move inchess generates creative thoughts: newpositions are continually being createdand fresh variations considered. Thechess-player not only thinks one-dimensionally, but multidimensional-ly.

Attentiveness is the basis on which

Discipline your mind.I


45

all experience, structuring and organi-sation is built. It is bound to time andspace through observing, structuring,arranging, and illuminating thatwhich needs to be observed cognitive-ly (analysing, comparing, considering,arranging and merging). The chess-player develops a refined ability todistinguish, including the ability todistinguish between foreground-andbackground. The chess-player alsodevelops ability for figure uniformity.The game of chess lends itself to thedeployment of cognitive (conscious)thoughts and to the development ofobservational skills. Chess developsintegration between perception andlogical reasoning. The game thusheightens expressiveness, imagina-tion, and creativity, and unlocks thepotential of observation.

Imagination or visualisation con-sists not only in reproducing what hasbeen observed, but also in realisingmoments of creativity. The chess-play-er fantasises, engages in creativethinking and adapts to situations. Heor she thereby transfers himself or her-self to another world!

Participation in the game of chessdevelops and improves one's mindand intellect (cognitive, affective ornormative skills). In chess the follow-ing are practised: attentiveness, obser-vation, identification, comparison,power of judgement, memory, concep-tualisation, forecasting, and decision-taking (think, plan, reason, and con-sider alternatives). Also utilised areelements of distance, movement,space-orientation and chronologicalsequence of moves (eg abstractthoughts and logical reasoning). Aninner language of "observing andemoting" is thereby employed.

Chess as a whole contains figures,symbols, semantics and gesture,which are explained as follows:

Figure content = to observe the con-crete or to form a concept.Symbolic content = to interpret sym-bols.Semantic content = to indicatemeaningful elements in one word(notation).Gesture content = to interpret andcope with non-verbal information(thoughts, feelings, emotions,moods, attention and intentions).

Overall therefore, the undermen-tioned skills are developed andstrengthened: Discipline, concentra-tion, conceptualising, anticipation,forecasting, transposing, arranging,selection, creativity, reasoning, logicalthinking, abstract thinking, drive, will-power, perseverance, inhibition ofimpulsiveness, creative thinking,divergent or convergent thinking,experience, observation, classifying,planning, evaluating, discrimination,visual memory for figure consistency,succession, figure differentiation, spa-tial orientation, sense of direction,analysing and synthesising.

NotesCognitive skills = to observe, tothink, to visualise, to memorise(commit to memory) and to recallto memory.Affective skills = how to channeltension.Normative skills = motivated toresolve problems; willing to beinvolved and to stay involved.

Selected terminologyMemorise = to integrate new learn-ing content with knowledgealready acquired.Memory = recalling in the presentthings that have been observed inthe past.Recall = retention of informationcontent that has been learned.Exposure = stimuli, time and space.Development of cognitive strate-gies on one's own, so as to functionindependently.Thinking = cognition -> remember-ing -> divergent thoughts -> con-vergent thoughts -> evaluation.Cognition = awakening, recognitionand comprehension of informa-tion.Divergent thoughts = utilisation ofdata to create a varietyof new ideas. Divergentthoughts need opportu-nities for imple-mentation.Convergentthoughts =creation ofnew infor-mation basedon data.

Evaluate = to measure informationagainst criteria or principles.Transposing = striving to penetratethe mind of an opponent.Arranging = planning of positionalorder.Inhibiting of impulsiveness = a hastywork attitude often leads tounnecessary mistakes, and theimpulsive chess-player may wellbe labelled as careless, or evenreckless.The game of chess encompasses

historical, aesthetic, technological,and scientific characteristics. In fine,chess is a variety of mental trainingdesigned to build up the humanmind, and to keep it fit.

Chess was certified as a nationalsport in South Africa on 11 February1997, and was officially authorised asan Olympic sport on 23 June 1999.

Players participate in chess tour-naments to obtain national and inter-national chess gradings. Chess can beplayed throughout the year at almostany locality indoors or outdoors.

* Researched by Dr A.S.A.J. vanZyl, 1990. Summarised by Col P.W.Piek, Patron SANDF Chess, 2000.Edited by WO1 P.A. Garbett, PMCCLiaison Official, 2004.

book reviews


46

By B.J. van Nieuwenhuyzen,Librarian, Military Academy

Every time we open a newspaper ormagazine, and tune in to radio stationsand watch television programmes,financial issues such as the nationalbudget, inflation, investments, incometax or financing a new car, confront us.

I am an example of the averageman or woman on the street, and likemost people feel lost in the woodswhen confronted by financial jargon.People find it difficult to makeinformed decisions regarding theirmonthly income. If one is not careful, amonth's salary can be swallowed upby house and car payments, clothingaccounts, debt or just poor personalfinancial management. For example,most of our salaries are paid into a sav-ings account, which earns .5 %. Theinflation rate is approximately 4 %.This means that you lose approximate-ly 3.5 %, although you are doing theright thing by saving your money. Inthe book Randwi$e, Bernard vanNieuwenhuyzen and the FinancialManagement Class of 2003 at theMilitary Academy offer a means toempower all members of the SANDF,enabling them to take responsibilityfor their financial affairs. In the fore-word, Mr J.L. Gründling, ChiefFinancial Officer, states that every

Randwi$e: The Soldier's Guide to Personal Financial Management

member of the SANDF should takecontrol and master his or her financialdestiny. The topics included inRandwi$e are based on the typicalfinancial challenges that every mem-ber of society experiences every day.Since the target audience of this book,viz all members of the SANDF, arepeople earning monthly salaries, thisbook shows you how to make the mostof your money and not just to dependon your nett monthly salary. The mainobjective is to get you to think aboutyour finances, to get streetwise aboutfinances and explore ways to makeyour money work for you. Topicsincluded are: personal financial plan-ning (budgeting), personal income tax,

Soaring with EaglesBook review and photo courtesyaviationdimension.com

"The South African Air Force: Soaringwith Eagles" is a coffee-table edition,which contains the exclusive photo-graphy of Frans Dely with text by JohnIllsley. The book is a visual celebrationof the SA Air Force and is a true repre-sentation of the SA Air Force as it istoday. For the first time we have theluxury of a book, which is unlike any-thing seen before, and includes thepeople on the ground. This book is notonly about the aircraft, but also aboutthe human factor. By means of stun-ning and exclusive photography withdescriptive and explanatory text, it

the pros and cons of financing, invest-ments, insurance and how to read andunderstand the financial sections inmagazines and newspapers. SinceRandwi$e is the result of researchdone by young officers aiming toempower all SANDF members, it hascomprehensive answers to variousfinancial questions and is presented asa workbook, and employs a conversa-tional tone to make the topics dis-cussed easy to follow and understand.Financial jargon is indicated andexplained in the text, so as to educatethe reader in understanding the finan-cial sections of magazines and news-papers. Soon you will be able to speakabout financial matters with ease! Afictitious SANDF member is usedthroughout the text, who illustratesspecific problems and ways to solvethem. Worksheets and tables areincluded, which will assist you incompiling your own budget, calculat-ing personal taxes and pension bene-fits, buying a home and decidingbetween cash and credit purchasesand, as Robert T. Kiyosaki, author ofRich Dad, Poor Dad, said: "Moneycomes and goes, but if you have theeducation about how money works,you gain power over it and can beginbuilding wealth".

Don't be a sitting duck - beRandwi$e!

seeks to tell the story of today's AirForce, and leaves the reader with thepossibility of letting his imaginationsoar into a world reserved for few, butcherished by many. Ten years of democ-racy in South Africa have brought manychanges and ideas which have at timeschallenged the thoughts of individuals,

but all of these together have created anew country and with that new coun-try a new Air Force. How does the SAAir Force look today is the questionoften asked by many? "Soaring withEagles" provides that answer in a visu-ally scintillating and unbiased way.The SA Air Force is the world's secondoldest air force and in its stride liemany stories, traditions and lessons,while its eyes are fixed ahead to chal-lenge the future and all that it holds.The book is available in a 240 mm by335 mm format, in full colour, andconsists of no fewer than 192 pageswhich are safely bound in hardcoverwith a dust jacket. The retail price ofthe book is R460-00.

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The Soldier's Guide to Personal Financial Management