Correctional officers call for risk pay
Hamunyela paints stark picture
Correctional officers across Namibia are working under extreme conditions that put their lives at risk daily, prompting calls for the introduction of danger and professional allowances to reflect the hazards and specialised skills their roles demand, correctional services chief Raphael Hamunyela said.
Hamunyela, commissioner general of the Namibian Correctional Service (NCS), painted to the parliamentary oversight committee on international relations, defence and security a stark picture of the environment in which his officers operate. With dangerous inmates transferred from police holding cells, officers face heightened risk on a daily basis, handling individuals with histories of violent behaviour in confined facilities.
“Correctional officers are people who go home, but they spend eight hours under serious risk and stress. We have officers being scalded with hot water, attacked with urine and feces, and facing other forms of assault. Yet, there is no recognition of this danger in the form of a danger allowance or a professional allowance,” Hamunyela said.
Staff shortages and gender challenges
The working environment is further compounded by a crippling shortage of personnel. Namibia’s 16 correctional facilities are designed to operate with 10,233 staff positions, but only 3,002 are currently filled – a shortfall of nearly 70%. The ratio of male to female officers is approximately 50-50, which, while commendable in principle, poses operational challenges. Female officers, in particular, face extreme risk when deployed in sensitive areas.
“We have to protect our female colleagues during duty. There have been incidents in neighbouring countries where female officers were raped or killed in similar positions. It’s a serious concern,” Hamunyela explained.
Budgetary constraints have also affected recruitment. While Namibia recruits more correctional officers relative to population than neighbouring countries such as Botswana, Zambia, or Zimbabwe, recruitment has been weighted heavily toward male officers (80% male to 20% female). Combined with inadequate compensation, this makes it difficult to attract and retain specialised professionals, including medical doctors.
Operational hardships and legal framework
Hamunyela highlighted how limited resources strain daily operations:
“When old combatants retire in mass, we are left with a severe staff shortage. To mitigate this, we have to urgently recruit more staff even though there is no approved budget for recruitment, otherwise we will create a wider gap of staff shortages. Luckily, we produce food at some of our facilities, which saves us immense funds to source uniforms for new recruits.”
Systemic issues in the legal framework exacerbate these challenges. Correctional officers were previously included under the Labour Act, limiting their entitlements relative to police counterparts. Efforts to align pay and benefits with constitutional provisions have faced hurdles, as joining the Labour Act could reduce certain benefits for officers.
Despite these constraints, innovation within the correctional system has continued. At the Divundu correctional facility, food production programmes have been established to sustain other centres, demonstrating proactive problem-solving despite limited resources.
Parliamentary oversight and support
Chairperson of the parliamentary oversight committee, James Uerikua, commended NCS leadership for its strategic approach to operational and human resource challenges. He praised the service for its rehabilitation efforts, food production programmes, and the discipline and professionalism maintained under difficult circumstances.
Uerikua also highlighted broader structural and operational issues, including staffing shortages, funding limitations, and the need for specialised skills such as psychological services. He assured continued engagement with relevant ministries to ensure correctional officers are adequately resourced and supported in their critical work.
Hamunyela, commissioner general of the Namibian Correctional Service (NCS), painted to the parliamentary oversight committee on international relations, defence and security a stark picture of the environment in which his officers operate. With dangerous inmates transferred from police holding cells, officers face heightened risk on a daily basis, handling individuals with histories of violent behaviour in confined facilities.
“Correctional officers are people who go home, but they spend eight hours under serious risk and stress. We have officers being scalded with hot water, attacked with urine and feces, and facing other forms of assault. Yet, there is no recognition of this danger in the form of a danger allowance or a professional allowance,” Hamunyela said.
Staff shortages and gender challenges
The working environment is further compounded by a crippling shortage of personnel. Namibia’s 16 correctional facilities are designed to operate with 10,233 staff positions, but only 3,002 are currently filled – a shortfall of nearly 70%. The ratio of male to female officers is approximately 50-50, which, while commendable in principle, poses operational challenges. Female officers, in particular, face extreme risk when deployed in sensitive areas.
“We have to protect our female colleagues during duty. There have been incidents in neighbouring countries where female officers were raped or killed in similar positions. It’s a serious concern,” Hamunyela explained.
Budgetary constraints have also affected recruitment. While Namibia recruits more correctional officers relative to population than neighbouring countries such as Botswana, Zambia, or Zimbabwe, recruitment has been weighted heavily toward male officers (80% male to 20% female). Combined with inadequate compensation, this makes it difficult to attract and retain specialised professionals, including medical doctors.
Operational hardships and legal framework
Hamunyela highlighted how limited resources strain daily operations:
“When old combatants retire in mass, we are left with a severe staff shortage. To mitigate this, we have to urgently recruit more staff even though there is no approved budget for recruitment, otherwise we will create a wider gap of staff shortages. Luckily, we produce food at some of our facilities, which saves us immense funds to source uniforms for new recruits.”
Systemic issues in the legal framework exacerbate these challenges. Correctional officers were previously included under the Labour Act, limiting their entitlements relative to police counterparts. Efforts to align pay and benefits with constitutional provisions have faced hurdles, as joining the Labour Act could reduce certain benefits for officers.
Despite these constraints, innovation within the correctional system has continued. At the Divundu correctional facility, food production programmes have been established to sustain other centres, demonstrating proactive problem-solving despite limited resources.
Parliamentary oversight and support
Chairperson of the parliamentary oversight committee, James Uerikua, commended NCS leadership for its strategic approach to operational and human resource challenges. He praised the service for its rehabilitation efforts, food production programmes, and the discipline and professionalism maintained under difficult circumstances.
Uerikua also highlighted broader structural and operational issues, including staffing shortages, funding limitations, and the need for specialised skills such as psychological services. He assured continued engagement with relevant ministries to ensure correctional officers are adequately resourced and supported in their critical work.
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