Our Purpose

Under the Police Act 1998 (SA), the purpose of South Australia Police (SAPOL) is to reassure and protect the community in relation to crime and disorder by the provision of services to uphold the law; preserve the peace; prevent crime; assist the public in emergency situations; co-ordinate and manage responses to emergencies; regulate road use and prevent vehicle collisions.Under the Police Act 1998, the purpose of South Australia Police (SAPOL) is to reassure and protect the community in relation to crime and disorder by the provision of services to uphold the law; preserve the peace; prevent crime; assist the public in emergency situations; co-ordinate and manage responses to emergencies; regulate road use and prevent vehicle collisions.

Our Vision

SAPOL’s vision of ‘Safer Communities’, recognises our continuing commitment to reduce community harm through a prevention first mindset.

Our Values

To achieve our vision, we need to ensure our culture reflects the best personal and professional qualities for trusted and sustainable working practices. Our values that guide our behaviour and attitude are Service, Integrity, Leadership, Collaboration, Courage and Respect.

Our functions, objectives and deliverables

SAPOLs Our Strategy 2030 and Safer Communities vision recognises police as a valued contributor to the safety and prosperity of the South Australian community.

The foundation for SAPOLs quality service delivery is guided by our five principles of:

• Our People, Our Strength - our values underpin everything we do, providing a foundation to achieve our 2030 vision,
• Prevention First - take every opportunity to prevent crime, disorder and road trauma, and ensure public safety,
• Community Centred, Socially Minded - enhancing transparency and engagement to build trust and confidence,
• Collaborative Partnerships - we will identify external expertise and build these insights and learnings into our operational and business strategies; and
• Technology Enabled Policing - optimising the use of technology provides new opportunities for disruption, enforcement, criminal investigation and prosecution.

Our core programs in 2025-26 were:

• Public Safety – responding to calls for service, emergency response and managing major community events to realise safer communities,
• Crime and Criminal Justice Services – a prevention first approach to reduce community impact of offending, support victims and provide effective criminal justice services; and
• Road Safety – reduce trauma on our roads.

Grant Stevens APM LEM is the Commissioner of Police, responsible for leading South Australia Police and the State Coordinator under the Emergency Management Act 2004 (SA).

Areas reporting directly to the Commissioner include:

• Business Service,
• Domestic, Family and Sexual Violence Service,
• Governance and Capability Service,
• Information Systems and Technology Service; and
• People, Culture and Wellbeing Service.

Linda Williams APM LEM is the Deputy Commissioner, responsible for assisting the Commissioner in leading South Australia Police.

Areas reporting directly to the Deputy Commissioner include:

• Crime Service,
• Metropolitan Operations Service,
• Operations Support Service,
• Security and Emergency Management Service; and
• State Operations Service.

Stephen Johinke is the Executive Director Business Service, responsible for:

• corporate management of financial, asset and information resources,
• service delivery of expiation notice processing, exhibit property management, vehicle impounding; and
• information release.

Cath Hilliard APM is the Acting Assistant Commissioner Crime Service, responsible for:

• specialist investigation services regarding serious, organised or complex criminal activity,
• state-wide responsibility for the provision of high-level criminal investigations; and
• investigative and specialist technical support state-wide.

Stuart McLean APM is the Assistant Commissioner of the newly formed Domestic, Family and Sexual Violence Service.

This will enhance SAPOL’s capability, coordination and focus in responding to domestic, family and sexual violence across the community.

Simon Watkins is the Assistant Commissioner Governance and Capability Service, responsible for:

• executive support to the Commissioner and Deputy Commissioner,
• media, marketing and public engagement,
• ethical and professional standards,
• Office of the General Counsel and legislative reform,
• Organisational Reform Program; and
• corporate governance, organisational capability, performance policy and reporting, strategy development and identifying and addressing emerging issues.

Richard Hill is the Executive Director Information Systems and Technology Service, responsible for:

• Information and Communications Technology (ICT) advice and services in relation to security, architecture, business consulting, infrastructure and communications, software support and maintenance and project delivery,
• the Service Desk for all ICT-related issues and requests; and
• the strategic direction and policies relating to technology including the adoption of new emerging trends.

David O’Donovan is the Acting Assistant Commissioner Metropolitan Operations Service, responsible for:

• operational policing services to the central business district and the greater Adelaide   metropolitan area comprising of four Districts,
• safety on metropolitan public transport; and
• Youth and Street Gangs Task Force.

Narelle Kameniar is the Assistant Commissioner Operations Support Service, responsible for:

• centrally located, specialist operational support to Districts, Regions and Crime Service,
• prosecution services,
• firearms,
• licensing enforcement; and
• intelligence; and forensic services.

Kim-Sherie Summers is the Executive Director People, Culture and Wellbeing Service, responsible for:

• leadership and direction in the planning, development and promotion of efficient and effective organisational human resource management policies and practices,
• workforce planning and staff development,
• diversity and inclusion,
• industrial relations; and
• health, safety, injury management and wellbeing.

Philip Newitt APM is the Assistant Commissioner Security and Emergency Management Service, responsible for:

• emergency management, event planning, counter terrorism, critical infrastructure protection and high-risk incident operations,
• state-wide community access to police services via the Triple Zero ‘000’ and 131 444 telephone numbers,
• search and rescue, airborne law enforcement operations; and
• public order management.

Ian Parrott APM is the Assistant Commissioner State Operations Service, responsible for:

• operational policing services to all South Australian regional and rural areas comprising of seven Regions,
• the operations of the State Operations Support Branch; and
• road safety services across the state.

SAPOL is committed to supporting government initiatives and programs that support the employment of Aboriginal people within the public sector.  The SAPOL People Strategy 2021-2025 has one of its key priorities to attract, develop and retain a diverse workforce with an inclusive culture within SAPOL. The upcoming 2026 People Strategy which is in its final stages of development, also addresses the importance of building First Nations representation.

In 2025-26, SAPOL launched First Nations specific recruitment materials, commissioning specific artwork through a local First Nations company and showcasing First Nations police, police security, community police and administration employees. SAPOL now has a dedicated First Nations recruitment page on Achievemore - First Nations Recruitment, a page linked via QR code on expo postcards and posters to drive quality traffic to the SAPOL recruitment site.  First Nations recruitment merchandise has also been developed, with distribution commencing at career expos and community engagement events.

SAPOL has developed an APY/Yalata Police Liaison Officer and Community Constable Training Framework.  The framework has been developed based on a pilot program and onboarding of new employees in September 2024. The approved framework enables future onboarding opportunities and contemporary training programs for new employees in remote Aboriginal communities.

SAPOL has approved a new Community Police Progression Framework. The key focus of the framework is to better recognise and validate community police classification/increment progressions, while enhancing the development and capability of community police (Community Constables). The framework is expected to further enhance the development and retention of First Nation Community Constables.

The Office of the Commissioner for Public Sector Employment Aboriginal Employment Register is available to be accessed when filling non-sworn vacancies and consideration is being given to the register as vacancies arise.

The Pathway to Policing Program helps Year 12 students develop the knowledge, skills, abilities, and qualities required for a policing career. The program, delivered in partnership with Thebarton Senior College, is intended to improve the likelihood of successful recruitment of school leavers into SAPOL.

Four program graduates were employed as cadets during 2025-26: two from the 2024 program and two from the 2025 program.

A modified version of the program was delivered for the first time in January 2026 to Year 11 students from Roma Mitchell Secondary College.

Discover SAPOL is a work experience program for secondary students in Years 10 to 12 who are interested in pursuing policing as a future career. The program introduces students to core policing principles through presentations, excursions, and project work, with up to 80 students participating in the program annually.

Six former program participants were employed across police officer, police security officer, cadet, and PSO trainee roles during 2025-26. Of these, one identifies as First Nations.

SAPOL’s online Individual Performance Management and Development system (iEngage performance and development) runs over a 12 monthly cycle with a mid-term review six monthly before completing and recommencing.

Introduced in November 2019, iEngage is focused on promoting a meaningful and purposeful feedback framework between employees and supervisors that will ensure ongoing development of the individual whilst incorporating wellbeing, performance improvement and workplace behaviour expectations. Underpinning this approach is the expectation of regular performance and development discussions between supervisors and employees.

The system has two primary elements:

1. Performance Standards - an employee’s performance is appraised against corporate and local accountabilities conjoined with individual performance goals.
2. Learning and Development:
   1. Ensuring completion of compulsory training for the employee’s job role.
   2. Identifying development strategies to support the employee’s career development goals.

All eligible employees are required to have an up-to-date iEngage performance and development plan. Compliance is monitored and reported through the Executive Leadership Team monthly.

A total of 2 942 incidents were reported in the  2025-26 financial year, representing a 7% increase compared to 2024-25. Of these, 1 329 resulted in injury and 1 613 resulted in no injury.  Additionally, a total of 331 hazard reports were submitted reflecting a 55% increase compared to 2024-25.

In August 2025, SAPOL released its Suicide Prevention Action Plan 2025-2028, a significant initiative that demonstrates the organisation’s ongoing commitment to mental health and wellbeing. The plan provides a framework for strengthening suicide prevention efforts and supporting those impacted by suicide within SAPOL and the wider community.

In October 2025, SAPOL promoted the annual Safe Work Month campaign, aligned with the National Safe Work Month. The campaign theme: 'Safety: Every Job, Every Day’ reinforced the importance of integrating health, safety and wellbeing into all workplace activities and decision-making.

SAPOL has 124 nominated Health and Safety Representatives who provide a consultation and representation function across all services.

A structured Pre and Post Worksite Inspection program was introduced to ensure the safety and suitability of new, refurbished, or modified workspaces before employees occupy them. The program provides a consistent process for identifying and addressing hazards, verifying that safety, ergonomic, and operational requirements have been met, and ensuring any risks associated with infrastructure changes are effectively managed. This proactive approach has strengthened assurance that work environments are safe, compliant, and fit for purpose, supporting the health, safety, and wellbeing of workers.

The Worksite Inspections program achieved a 98% completion rate in 2025-26, supporting the proactive identification of workplace health and safety hazards and management of associated risks.

SAPOL offers an Annual Influenza Program to support employee health and wellbeing and reduce the risk of seasonal influenza transmission in the workplace. The program provides employees with access to free influenza vaccination through workplace clinics and approved vaccination providers. In 2025-26, a total of 2 440 workers received an influenza vaccination through the program.

During 2025-26, the Commissioner’s Office Health Safety and Welfare Advisory Committee convened six times, discussing employee health, safety and wellbeing matters while monitoring performance trends and compliance with relevant work health and safety legislation.

The Employee Assistance Program (EAP) is a confidential service provided by external service provider Corporate Health Group.

The service is available to all employees and immediate family members, where up to six sessions are provided every two years.

The EAP is based on an early intervention model, recognising that timely access to professional support can help reduce the risk, severity, or duration of psychological injury. The program is delivered by qualified mental health professionals and provides short-term support for a range of work-related and personal matters.

During 2025-26 the EAP recorded 325 initial consultations representing a 5% decrease compared to 2024-25. Overall utilisation increased, with a total of 1 220 consultations, representing a 19% increase compared to 2024-25.

SAPOLs early intervention processes are designed to proactively support employees who experience a work-related injury/illness, with the aim of minimising the impact and duration of symptoms and absence from work.

Recovery and return to work needs are assessed within 48 hours of an incident being reported. This is achieved through direct contact with both the injured employee and their supervisor.

For employees who sustain a physical injury but remain at work, the program provides timely access to treatment through preferred health providers. Early access to care supports recovery while enabling employees to maintain their work duties where appropriate.

Where an employee is absent from work or requires more intensive intervention, referrals are made to appropriate services to support the highest practicable level of physical and/or psychological recovery.

Participation in the Early Intervention Program (EIP) is voluntary and does not affect an employee's entitlement to lodge a Return to Work (RTW) claim.

In 2025-26, 94% of early intervention assessments were completed within two business days of an injury being reported.

A total of 943 early intervention assessments were completed during the reporting period. Of these:

• 33% required no EIP assistance,
• 34% participated in the EIP,
• 34% proceeded to lodge a RTW claim via EIP.

The most common injury mechanisms managed through the EIP included body stressing, being struck by moving objects, falls, trips and slips, and vehicle-related incidents.

^{Due to rounding of numbers to the nearest decimal place, the manual addition of data may vary by up to 1.}

SAPOL maintained a range of health and wellbeing initiatives designed to promote healthy living and improve the overall health of the workforce by delivering evidenced based education/advice, providing health and fitness equipment and offering support to those in need.

The Reconditioning Program links staff with appropriate allied health service providers and helps by covering out of pocket expenses. All employees wishing to improve their physical health may access the program, excluding circumstances of work-related injuries.

In 2025-26, 406 new applications were received, representing a 2% decrease from 2024-25.

The Reconditioning Program is supported by SAPOL’s ‘Preferred Health Service Providers List’ which currently has over 400 allied health practitioners to provide tailored services for the unique nature of policing. Services are provided by dieticians, physiotherapists, exercise physiologists, podiatrists and sleep clinicians.

SAPOL provides access for employees to receive body composition information using the InBody scan unit. Employees receive individual data including their muscle mass, visceral fat levels and basal metabolic rate which can inform planning and decision making with allied health practitioners to achieve physical health improvements.

A total of 966 body composition assessments were conducted in 2025-26.

SAPOL employees and their immediate family have the benefit of reduced rate access to a variety of health and fitness centres across the state. This multi-facility “passport” has 975 current members, representing a 3% increase in users compared to 2024-25.

Total new workplace injury claims*

403

383

+5%

Fatalities

0

0

0%

Seriously injured workers**

0

0

0%

Significant injuries*** (where lost time exceeds a working week, expressed as frequency rate per 1000 FTE)

29.2

28.2

+4%

Number of notifiable incidents (Work Health and Safety Act 2012, Part 3)

30

20

+50%

Number of provisional improvement, improvement and prohibition notices (Work Health and Safety Act 2012 Sections 90, 191 and 195)

11

16

-31%

Total gross workers compensation expenditure ($)

$27,873,254

$25,803,773

+8%

Income support payments - gross ($)

$14,310,421

$12,698,128

+13%

Commissioner

1

Deputy Commissioner

1

Assistant Commissioners

7

SA Executive Service Level 2

3

SA Executive Service Level 1

17

Total income

1 327 483

1 361 226

33 743

1 318 644

Total Expenses

1 268 903

1 373 606

104 703

1 280 677

Net Result

58 580

(12 380)

(70 960)

37 967

Other Comprehensive Income

Total Comprehensive Result

58 580

(12 380)

(70 960)

37 967

Current assets

375 809

362 084

(13 725)

352 685

Non-current assets

814 086

749 914

(64 172)

757 000

Total assets

1 189 895

1 111 998

(77 897)

1 109 685

Current liabilities

228 434

213 314

(15 120)

206 840

Non-current liabilities

470 418

487 337

16 919

479 118

All consultancies below $10,000 each (combined)

Nil

0

BDO Services Pty Ltd

Independent review of the District Policing Model (DPM) designed to inform SAPOL on the effectiveness of the DPM policing model.

$1 121 515

Total

$1 121 515

With South Australian businesses

169

$64 209 759.65

With non-South Australian businesses

122

$31 444 243.98

Total

291

$95 654 003.63

Police security officer sergeants

OPS5

7

125

Police security officers

OPS3

111

Senior police security officers

OPS4

5

28

Police security officers

OPS3

23

Police security officer sergeants

OPS5

5

90

Senior police security officers

OPS3

5

Police Security Officers

OPS2

80

Recruits in training, long-term absent (injured, Maternity Leave etc.), seconded to Academy, temporarily restricted

Various

36

36

ACS Investigation

173

ACS/ICAC Joint Investigation

2

Miscellaneous Assessment

0

ACS Operations

156

Investigations referred SAPOL area (not retained at ACS)

17

ICAC Trials managed by ACS (due to legislative change)

7

SAPOL Police Officer - sworn (including Community Constables)

61

SAPOL - unsworn/cadet

4

Protective Security

2

Other SA Public Sector/ State Government

82

Local Government

16

Other (includes civilians)

9

Commonwealth Public Sector

1

Theft by Deception (fraud) offences

0

Controlled Substances Act 1984

Section 52C(1)

The Commissioner of Police must, on or before 30 September in each year (other than the calendar year in which this section becomes into operation), provide a report to the Attorney-General specifying the following information in relation to the financial year ending on the preceding 30 June:

(a) the number of authorisations granted by senior police officers under sections 52A and 52B during that financial year;

(b) the public places or areas in relation to which those authorisations were granted;

(c) the periods during which the authorisations applied;

(d) the number of occasions on which a drug detection dog or electronic drug detection system indicated detection of the presence of a controlled drug, controlled precursor or controlled plant in the course of the exercise of powers under sections 52A and 52B.

Westfield Marion, Marion

10

0700 10/07/25 – 2200 10/07/25

0700 11/09/25 – 2200 11/09/25

1600 02/10/25 – 1900 02/10/25

0700 09/10/25 – 2200 09/10/25

1600 30/10/25 – 1900 30/10/25

1600 11/12/25 – 1900 11/12/25

0700 18/12/25 – 2200 31/12/25

1500 14/05/26 – 1900 14/05/26

1000 29/05/26 – 1500 29/05/26

1600 11/06/26 – 1900 11/06/26

Victor Harbor CBD, Victor Harbor
(Warland Reserve & Surrounds)

1

0800 21/11/25 – 0600 24/11/25

Elizabeth City Centre, Elizabeth

3

1800 07/08/25 – 2330 07/08/25

1700 11/09/25 – 2230 11/09/25

1600 25/09/25 – 2230 25/09/25

Colonnades Shopping Centre, Noarlunga
Noarlunga Centre, Noarlunga

9

1000 21/07/25 – 1800 21/07/25

1700 21/08/25 – 2100 21/08/25

1700 25/09/25 – 2100 25/09/25

1000 14/10/25 – 1800 14/10/25

1000 18/11/25 – 1800 18/11/25

1000 23/12/25 – 1800 23/12/25

1000 29/01/26 – 1800 29/01/26

0900 17/03/26 – 2100 17/03/26

1200 26/03/26 – 1400 26/03/26

Smithfield Memorial Gardens, Smithfield

2

0001 01/06/26 – 2359 14/06/26

0001 15/06/26 – 2359 28/06/26

Port Augusta CBD, Port Augusta

1

1200 23/01/26 – 1900 30/01/26

Adelaide CBD Entertainment Precinct, Adelaide

1

1800 12/07/25 – 0200 13/07/25

Torrens Road, Brompton/Ovingham

1

1600 16/09/25 – 1600 20/09/25

Arndale Shopping Centre, Kilkenny

4

1600 21/07/25 – 1900 21/07/25

0900 06/11/25 – 0900 19/11/25

0900 09/12/25 – 0900 23/12/25

0900 09/01/26 – 0900 23/01/26

West Lakes Shopping Precinct, West Lakes

1

1600 18/09/25 – 1900 18/09/25

Cedun CBD, Ceduna

1

1100 04/10/25 – 1100 06/10/25

Aldinga Shopping Centre, Aldinga

1

1030 07/10/25 – 1900 08/10/25

Bonython Park, Port Rd, Adelaide

1

1330 06/12/25 – 2359 06/12/25

Dockyard, Largs North

1

1700 31/10/25 – 2100 31/10/25

Castle Plaza, Edwardstown

2

1200 12/11/25 – 1330 12/11/25

0700 23/01/26 – 1700 23/01/26

Mannum Golf Club, Mannum

1

1100 22/11/25 – 2359 22/11/25

Rymill Park, Adelaide

1

1400 06/02/26 – 2000 06/02/26

Streaky Bay Community Complex, Streak Bay

1

1030 08/03/26 – 0200 09/03/26

Adelaide Showgrounds, Wayville

1

1200 14/02/26 – 2000 14/02/26

Waymouth Street, Adelaide

1

1800 21/03/26 – 0300 22/03/26

Crittenden Road, Findon (36ers Stadium)

1

1500 06/06/26 – 2330 06/06/26

Westland Shopping Centre/Civic Park, Whyalla

1

1400 23/01/26 – 1900 30/01/26

Augusta Hwy/Princess Hwy, Port Augusta/Stirling North

1

1000 28/08/25 – 2200 29/08/25

Sturt Hwy, Yamba

1

1000 28/11/25 – 2100 28/11/25

Stuart Hwy, Shea-Oak Log

1

0001 13/10/25 – 2329 13/10/25

Barrier Hwy, Oodla Wirra

1

2100 03/09/25 – 0900 04/09/25

Stuart Hwy, Marla

1

1800 25/03/26 – 0030 27/03/26

Dukes Hwy, Keith

1

1000 28/11/25 – 2100 28/11/25

Eyre Hwy, Ceduna

1

1030 03/10/25 – 2330 03/10/25

Lincoln Hwy, Cowell

1

0001 05/03/26 – 2359 05/03/26

Augusta Hwy, Warnertown

2

2100 04/09/25 – 0900 05/09/25

0900 06/03/26 – 1600 06/03/26

Section 52A(2)(a) (CSA) - Licensed Premises

228

Section 52A(2)(b) (CSA) - Public Venues

1

Section 52A(2)(c) (CSA) - Public Passenger Carrier

189

Section 52A(2)(d) (CSA) - Public Place

61

Section 52B(1) (CSA) - Drug Transit Route

13

Section 66S (SOA) - Declared Public Precinct (52A)

17

TOTAL

509

Evidence Act 1929 (SA)

Section 49

(7) The Commissioner of Police shall in each calendar year report to the Minister responsible for the police force the number of applications made under subsection (1a) by members of the police force during the previous calendar year, and the Corporate Affairs Commission shall in each calendar year report to the Minister to whom it is responsible the number of applications made under subsection (1a) by officers of the Commission during the previous calendar year.

(8) A report under subsection (7) may be incorporated in any other annual report that the Commissioner of Police or the Corporate Affairs Commission (as the case may be) is required by or under statute to make to the Minister to whom the report under that subsection is to be submitted.

Hydroponics Industry Control Act 2009 (SA)

Section 34(1)

The Commissioner must, on or before  31 October in each year, submit to the Minister a report on the administration of this Act during the period of 12 months ending on the preceding 30 June.

Apprehension reports

0

Offences

0

Expiations

0

Number of applications received for Hydroponics Equipment Dealer’s Licence

0

Number of applications received for approval of Hydroponics Industry Employees

0

Number of applications  received seeking a Ministerial Exemption from the Act

0

Liquor Licensing Act 1997 (SA)

Section 128AB

The Commissioner of Police must include in the Commissioner of Police’s report to the Minister responsible for the administration of the Police Act 1998 the following information in respect of each order made under Subdivision 3 in the financial year to which the report relates because of information classified by the Commissioner of Police as criminal intelligence:

(a) the number of orders made;
(b) the location of the licensed premises from which the persons were barred;
(c) statistical information about -

Liquor Licensing Act 1997 (SA)

Section 128C(8)

The Commissioner of Police must include in his or her annual report to the Minister to whom the administration of the Police Act 1998 is for the time being committed a record of -

(a) the number of orders made under this section during the period to which the report relates; and
(b) in relation to each order made during that period -

(c) any other matters the Commissioner of Police considers relevant.

Road Traffic Act 1961 (SA)

Section 47E(8)

The Commissioner of Police must, in the Commissioner’s annual report to the Minister responsible for the administration of the Police Act 1998, include the numbers of drivers required to submit to an alcotest in the course of the exercise of random testing powers (otherwise than at breath testing stations established in accordance with section 47DA).

Shop Theft (Alternative Enforcement) Act 2000 (SA)

Section 18

(1) The Commissioner of Police must, on or before 30 September in each year, prepare a report on the operation and administration of this Act during the period of 12 months that ended on the preceding 30 June.

(2) A report required under this section must be incorporated in the annual report of the Commissioner of Police required under the Police Act 1998.

STIN 1 issued

0

STIN 1 completed

0

STIN 2 issued

0

STIN 2 completed

0

Withdrawal of Consent (PD259)

0

Community service hours for STIN 2 offence

0

Apologies required for STIN 1 offence

0

Apologies required for STIN 2 offence

0

Apprehension Reports for breach

0

Apprehension Reports for subsequent breach

0

Summary Offences Act 1953 (SA)

Section 21K

The following information must be included in the annual report of the Commissioner under section 75 of the Police Act 1998 (other than in the year in which this section comes into operation):

(a) the number of weapons prohibition orders issued under section 21H;
(b) the number of weapons prohibition orders revoked under section 21H;
(c) the number of appeals under section 21J and the outcome of each appeal that has been completed or finally determined;
(d) any other information requested by the Minister.

Number of weapons prohibition orders issued under section 21H

5

Number of weapons prohibition orders revoked under section 21H

0

Number of appeals under section 21J and the outcome of each appeal that has been completed or finally determined

0

Breaches of Weapons Prohibition Orders

5

Summary Offences Act 1953 (SA)

Section 66ZK

The following information must be included in the annual report of the Commissioner under section 75 of the Police Act 1998 (other than in the year in which this section comes into operation) in respect of the period to which the report relates (the relevant period)

(a) the number of declarations made under this Part during the relevant period;
(b) the number of declarations revoked under this Part during the relevant period;
(c) the number of declarations in force at the end of the relevant period, and confirmation that the Commissioner remains satisfied that the criteria in respect of those declarations still applies;
(d) the number of metal detector searches carried out under this Part during the relevant period;
(e) the number of occasions on which a metal detector search carried out during the relevant period indicated the presence, or likely presence, of any metal;
(f) the number of occasions on which weapons or articles of a kind referred to in Part 3A were detected in the course of such searches and the types of weapons or articles so detected;
(g) the number of authorisations granted under section 66Y and 66Z during the relevant period and, in relation to each authorisation (identified by location and date) -

(h) any other information requested by the Minister.

Number of declarations made under this Part

29

Number of declarations revoked under this Part

0

Number of declarations in force at the end of the relevant period

**26

Number of metal detector searches carried out under this Part

12 368

Number of occasions on which a metal detector search carried out indicated the presence, or likely presence, of any metal

6 212

Number of occasions on which weapons or articles of a kind referred to in Part 3A were detected in the course of such searches

***81

Summary Offences Act 1953 (SA)

Section 72F

The following information must be included in the annual report of the Commissioner under section 75 of the Police Act 1998 (other than in the year in which this section comes into operation):

a) the number of occasions on which the search powers under section 72D were exercised during the period to which the report relates; and
b) the number of occasions on which property was seized as a result of the exercise of those search powers and the nature of the property seized; and
c) whether any persons were charged with explosives offences (within the meaning of section 72D) in connection with the exercise of those search powers; and
d) any other information requested by the Minister.

Searches section 72D

20

Number of times property seized for searches section 72D

19

Persons charged with explosives offences section 72D

8

Explosives - Commercial

9

Explosives - Home Made

10

Explosives - Incendiary

4

Explosives - Precursor

5

Explosives - Equipment

2

Explosives - Explosive Device

13

Explosives - Incendiary Device

3

Summary Offences Act 1953 (SA)

Section 83C (6)

The Commissioner must, as soon as practicable (but not later than three months) after each 30 June, submit a report to the Minister in relation to the year ended on that 30 June stating -

(a) the number of authorisations and warrants granted under this section during that year;
(b) the nature of the grounds on which the authorisations and warrants were granted;
(c) the type of property taken from premises pursuant to warrant under this section;
(d) any other matters the Commissioner considers relevant.

No. of authorisations issued*

220

Deceased person believed in premises section 83C(1)(a)

71

Person in premises requiring medical assistance section 83C(1)(b)

149

Deceased

76

Attempt suicide / person detained (Mental Health Act)**

20

Drug / Alcohol Overdose

5

Concern occupant deceased

11

Premises empty / unoccupied

38

Medical / other assistance not specified

29

No medical attention required

27

Missing person - welfare grounds

4

Authority not used - not required***

10

Grounds for issue of warrants:*

Searching the premises for material that might assist in identifying the deceased or relatives of the deceased, section 83C(3)(a)

1

Take property of the deceased into safe custody, section 83C(3)(b)

1

Summary Offences Act 1953 (SA)

Section 83BA(9)

The Commissioner must include in the Commissioner's annual report to the Minister to whom the administration of the Police Act 1998 is for the time being committed a record of the authorisations issued under subsection (7) during the period to which the report relates.

In October 2025 SAPOL promoted National Carers Week, with the theme “Millions of Reasons to Care”. Awareness of the week and recognition of those employees and volunteers who are carers was raised via an all-staff email and intranet notice. The email included links to information on the South Australian Carers Recognition Act 2005 (the Act) and the SA Carers Charter; SAPOL’s Health, Safety and Wellbeing Branch; SAPOL’s Disability Access and Inclusion Plan 2020-2024 (DAIP) and SAPOL’s Diversity and Inclusion Strategy 2021-2025; and to further information available on the Department of Human Services website.

SAPOL provides disability awareness training which contains information on the Carers Charter and the Act, and the DAIP. This training forms part of the induction program for new employees. It also serves to assist employees to understand and respond appropriately to the needs of people with a disability.

SAPOL’s Constable Development Program and the Promotional Qualification Framework also incorporate disability management training.

Consultation was a key component of the development of SAPOL’s Disability Access and Inclusion Plan 2026-2030 (DAIP). The plan was published in June 2026.

Diversity and Inclusion Branch are a central point for employees to raise issues, provide feedback or suggestions in relation to policies and procedures which affect people living with disability or carers.

SAPOL’s People Strategy 2021-2025, Diversity and Inclusion Strategy 2021-2025 and DAIP affirm SAPOL’s commitment to being a diverse and inclusive organisation. This commitment supports the principles of the Carers Charter. New versions of the People Strategy and the Diversity and Inclusion Strategy are currently under development and will continue SAPOL’s commitment to being a diverse and inclusive organisation.

SAPOL supports flexible work to assist employees in achieving some balance between work and other responsibilities (including those as a carer). There is a dedicated flexible work team and a comprehensive intranet site to assist employees in their application for flexible work.

With clear policies, resources and a dedicated team there is greater awareness, understanding and acceptance of flexible work.

SAPOL’s Employee Assistance Section provides counselling support to all employees for a range of reasons when sought, including issues relating to relationships, stress management and work difficulties. An external Employee Assistance Program is also available to employees on issues that impact on their wellbeing.

% complaints resolved within policy timeframes

100%

Review of Early Sanction Model (ESM)
The trial of SAPOL’s pilot ESM to expedite the disciplinary process concluded in March 2026. The results showed a significant reduction in time to achieve successful resolution of early sanction files and overall was considered a major efficiency for Professional Conduct Section and the employee involved.  As a result, the ESM is continuing.

Transforming Data Management and Intelligence Capability
The ASO7 Senior Data Analyst role has materially strengthened Ethical and Professional Standards Branch’s (EPSB) professional standards capability by transitioning a critical business function from reliance on individual corporate knowledge to a sustainable, data-driven and intelligence-led capability.

Through the development of structured operating procedures, improved data governance, standardised reporting practices and enhanced knowledge management, the role has increased organisational resilience, reduced key-person risk and improved the integrity of IAPro and BlueTeam data. In addition, the position has expanded EPSB’s capacity to deliver timely corporate reporting, identify emerging trends and risks, and support evidence-based decision-making through enhanced analytical products.

Collectively, these improvements have increased operational efficiency, strengthened business continuity and positioned EPSB to better support both current and future organisational priorities.

Enhancing Complaint Management, Reporting and Investigative Capability Through the IAPro Version 9 Upgrade
The upgrade from IAPro Version 8 to Version 9 has strengthened EPSB's complaint management, investigation and reporting capabilities through enhanced functionality, improved system integration and a more user-friendly interface.

The upgraded system supports more detailed and flexible data capture, including the ability to record multiple complaint classifications against a single incident, providing a more accurate representation of complaint complexity and improving the quality of statistical reporting.

Enhanced customisation features streamlined navigation and improved integration with BlueTeam have increased operational efficiency and supported more effective case management processes. In addition, the upgrade has expanded reporting and analytical capabilities, enabling greater visibility of trends, risks and operational performance.

These improvements have enhanced data quality, strengthened EPSB business processes and increased ability to support evidence-based decision-making and organisational reporting requirements.

South Australia Police is compliant with Premier and Cabinet Circular 039 (PC039) Complaint Management in the South Australian Public Sector

Yes

South Australia Police has communicated the content of PC039 and the agency’s related complaints policies and procedures to employees

Yes