Chapter 14

RECOMMENDATIONS

The recommendations below are divided into recommendations with regard to previously demobilised soldiers and recommendations for the proposed future rationalisation.

Recommendations with regard to previously demobilised personnel

The survey results indicated that demobilised soldiers are experiencing a range of problems which need to be urgently addressed. Specific recommendations for assisting former combatants are:

establishing a suitable mechanism for former combatants to communicate their concerns and problems;



mobilising NGOs, churches, unions and other elements in civil society to assist former combatants with both social and economic reintegration;



mobilising the international donor community’s interest in the issue, possibly by means of a major conference;



providing information to demobilised soldiers (possibly in the form of a monthly newsletter) on issues such as skills enhancement programmes, bursaries and employment opportunities;



alerting commercial enterprises and the public, in general, to the plight of demobilised soldiers with the aim of mobilising support for appropriate job creation;



organising regional workshops where demobilised soldiers along with local and provincial leaders and business forums can address employment and training issues (this will help to identify demand-driven training initiatives);



encouraging former combatants to undertake further training in the Service Corps;



providing bursaries in the form of vouchers that could be used at various tertiary technical training/educational institutions (coupled with encouraging these institutions to establish short courses specifically designed to facilitate the skills conversion of demobilised soldiers); and



the effective and long-term monitoring of the problems and concerns of demobilised soldiers with the aim of providing ongoing support and assistance.

Many of the recommendations may be considered costly and outside the mandate of the Department of Defence. However, implementation could be outsourced with the administrative, financial and technical support of relevant NGOs.

Recommendations with regard to future rationalisation

Given that past demobilisation efforts did not meet expectations, it is recommended that any future rationalisation programme should consider the following issues.

It cannot be overemphasised that planning for successful demobilisation and reintegration requires quality and current socio-economic data on soldiers to be retrenched. It is thus strongly recommended that, once the Department of Defence has identified individuals to be retrenched, they should participate in a comprehensive socio-economic survey designed specifically to determine:

precise socio-economic profiles;

relocation preferences;

capabilities, specific needs and expectations;

employment potential; and

skills enhancement, education or vocational training requirements.

In Uganda and Mozambique, workshops with small groups of former combatants proved particularly useful in identifying needs and aspirations.

The Personnel Rationalisation Strategy of the Department of Defence should be reviewed in the light of South Africa’s past demobilisation experience, as well as the experiences of demobilisation in other parts of the developing world. The review should be driven by an inclusive approach, involving a broad base of stakeholders, including relevant government departments, potential donors, unions (especially the South African National Defence Union), churches, NGOs, business forums and civil society. The specific focus of review would be to:

finetune the predischarge orientation programme (legal advice, civic education, and others);

develop transitional safety net packages;

design specific reintegration initiatives;

differentiate assistance packages;

facilitate targeted programme interventions; and

facilitate active assistance with job placements.

A sustainable reintegration programme should be compatible with the national economic development programme (GEAR).

Rationalised military personnel should be given appropriate and sufficient demobilisation packages to assist them in the initial stages of resettlement.

Donors should be mobilised as early as possible to contribute to the process. The careful co-ordination of donor activity is also essential to avoid duplication. In addition, potential donors need to be kept informed of relevant developments — this could be done via regular newsletters and other forms of information exchange. Donor support should be mobilised for the following:

employment support;

vocational training (this proved especially effective in Mozambique and Uganda);

on-the-job training;

both formal and informal education;

general skills enhancement; and

micro-enterprise development.

Former combatants should be given assistance in developing specific plans for long-term economic activities.

Extensive career counselling should be provided for demobilised individuals. Counselling should be guided by aptitude tests to determine employment potential and career aspirations. These could include:

general aptitude tests;

special aptitude tests;

vocational interests tests;

situational tests; and

personality tests (such as the Bernreuter Personality Inventory).

The design and management of the reintegration programme should take into account the social and cultural values of former combatants.

Individuals to be demobilised should be afforded the opportunity to make inputs into the planning process and programme formulation to avoid a top-down approach.

Given the contribution that former combatants have made to their country, the government should treat them as a special group for support programmes and employment opportunities. Project proposals submitted by former combatants should receive preferential treatment.

Planning should pay special attention to the specific needs of women. In Ethiopia, for example, a special gender unit was established to identify and protect the interests of female former combatants. Funding was made available to the unit to respond to specific needs.

Special attention should also be paid to the needs of disabled veterans. Detailed and targeted surveys designed for disabled military personnel are useful in identifying the specific needs of this group. In most cases, this group will require long-term access to appropriate healthcare facilities.

Given that soldiers constitute a HIV/Aids high-risk group, specific counselling and support, along with advice and awareness programmes, should be included in the demobilisation process.

Technical, vocational and managerial training for former SANDF personnel is critical for a successful reintegration process. It is thus important that demobilisation should be planned with this in mind.

Reintegration should be thought of as a long-term process, requiring a major commitment from all stakeholders.

Consideration should be given to outsource some of the technical/administrative procedures linked to demobilisation and reintegration.

Express consideration should be given to the psycho-social problems of those demobilised. This would include support for post-traumatic stress disorder and other related conditions.

Adequate financial support for demobilisation and reintegration is essential. NGO support to supplement state-funding could be decisive. In Uganda, the World Bank’s contribution to and co-ordination of donor support were decisive in ensuring the success of the programme.

The government should create an environment that facilitates reintegration and provides specific support in a responsive and flexible way. Continuous dialogue with all stakeholders is required. Government initiatives could include:

State enterprises should be encouraged to employ former soldiers.



Colleges and universities should be encouraged to make special programmes available to former combatants.



The state should encourage the formation of agricultural co-operatives of former soldiers.



Specific targeted vocational training programmes should be established.

Information and sensitisation programmes are useful for both former combatants and the communities into which they are to be reintegrated.

A comprehensive monitoring system needs to be established to provide both early warnings of problems and ongoing dialogue and feedback. Feedback will allow for the redesign, or redirection of interventions where necessary.

Demobilisation processes should be transparent in order to ensure public confidence and accountability.

Strong political commitment and support, along with the timely delivery of promised resources, are essential for the success of any demobilisation and reintegration programme.

It is hoped that this monograph will contribute in some way in addressing the plight of demobilised soldiers and will help to assist those who may face demobilisation and an uncertain future. As an anonymous respondent said: "Maybe this will ultimately help us, as some people are so stressed about what happened."