EVALUATING PERFORMANCE. 6.1 Paragraph 7 of this Agreement sets out - 6.1.1 the procedures for evaluating the Employee’s performance; and 6.1.2 the intervals for the evaluation of the Employee’s performance. 6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force. 6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames. 6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP. 6.5 The annual performance appraisal will involve: 6.5.1 Assessment of the achievement of results as outlined in the performance plan: (a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA. (b) An indicative rating on the five-point scale should be provided for each KPA. (c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score. 6.5.2 Assessment of the CCRs (a) Each CCR should be assessed according to the extent to which the specified standards have been met. (b) An indicative rating on the five-point scale should be provided for each CCR. (c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score. (d) The applicable assessment rating calculator (refer to paragraph 6.5.3) must then be used to add the scores and calculate a final CCR score. 6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal. 6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement. 6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established - 6.7.1 Municipal Manager; 6.7.2 Chairperson of the audit committee; 6.7.3 Member of the mayoral committee 6.7.4 Municipal manager from another municipality. 6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).
Appears in 10 contracts
Samples: Performance Agreement, Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -
6.1.1 the :- The standards and procedures for evaluating evaluation the Employee’s performanceperformance ; and
6.1.2 and the intervals for the evaluation of the Employee’s performance.
6.2 . Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 . Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to to, and implementation must take place within set time frames.
6.4 . The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 . The annual performance appraisal will involve:;
6.5.1 8.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 8.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 8.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.38.1 above) must then be used to add the scores and calculate a final CCR score.
6.5.3 8.3 Overall rating Rating An overall rating is calculated by using the applicable assessment-assessment- rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).
Appears in 4 contracts
Samples: Performance Agreement, Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of this Agreement 7.1 The Performance Plan (Section B) sets out -–
6.1.1 7.1.1 the procedures for evaluating standards to be met by the Employee’s performance; and
6.1.2 7.1.2 the intervals for the evaluation of the Employee’s performance.. The employee will be reviewed on the following dates with the understanding that review in the third quarter may be verbal if performance is satisfactory: First Quarter July 2023 – September 2023 16 November 2023 Second Quarter July 2023 – December 2023 Review date to be determined in line with 2024 Council Calendar of meetings Third Quarter July 2023 – March 2024 Review date to be determined in line with 2024 Council Calendar of meetings Fourth Quarter July 2023 – June 2024 Review date to be determined in line with 2024 Council Calendar of meetings Annual performance Evaluation July 2022 – June 2023 Evaluation date to be determined in line with 2024 Council Calendar of meetings
6.2 7.2 Despite the establishment of agreed intervals for evaluation, the Employer may may, in addition addition, review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 7.3 Personal growth and development needs identified during any performance review discussion discussion, if any, must be documented in a Personal Development Plan Plan, as well as the actions agreed to to, and implementation must take place within set time frames.
6.4 7.4 The Employee’s performance will shall be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 7.5 The annual performance appraisal will review shall involve:
6.5.1 7.5.1 Assessment of the achievement of results results, as outlined in the performance plan:
(a) Each KPA should shall be assessed according to the extent to which the specified standards or and performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should must be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 Clause 7.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.3) must then be used to add the scores and calculate a final CCR score.
6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).
Appears in 4 contracts
Samples: Performance Agreement, Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -
6.1.1 the standards and procedures for evaluating the Employee’s performance; and
6.1.2 the intervals for the evaluation of the Employee’s performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 The annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.36.5.1) must then be used to add the scores and calculate a final CCR score.
6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-assessment- rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Level Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).Rating
Appears in 3 contracts
Samples: Performance Agreement, Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -
6.1.1 the :- The standards and procedures for evaluating evaluation the Employee’s performanceperformance ; and
6.1.2 and the intervals for the evaluation of the Employee’s performance.
6.2 . Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 . Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to to, and implementation must take place within set time frames.
6.4 . The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 . The annual performance appraisal will involve:;
6.5.1 8.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 8.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 8.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.38.1 above) must then be used to add the scores and calculate a final CCR score.
6.5.3 8.3 Overall rating Rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).
Appears in 3 contracts
Samples: Performance Agreement, Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -
6.1.1 the :- The standards and procedures for evaluating evaluation the Employee’s performanceperformance ; and
6.1.2 and the intervals for the evaluation of the Employee’s performance.
6.2 . Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 . Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to to, and implementation must take place within set time frames.
6.4 . The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 . The annual performance appraisal will involve:;
6.5.1 8.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 8.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.3) must then be used to add the scores and calculate a final CCR score.
6.5.3 8.3 Overall rating Rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).
Appears in 2 contracts
Samples: Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of this Agreement sets out -
6.1.1 the procedures for evaluating the Employee’s performance; and
6.1.2 the intervals for the evaluation of the Employee’s performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 The annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.3) must then be used to add the scores and calculate a final CCR score.
6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal ManagerExecutive Mayor;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee;
6.7.4 Municipal Executive Mayor and/or municipal manager from another municipality; and
6.7.5 Member of a xxxx committee as nominated by the Executive Mayor.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).
Appears in 2 contracts
Samples: Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of 6.1. The Performance Plan (Annexure A) to this Agreement sets out -:
6.1.1 the 6.1.1. The standards and procedures for evaluating the Employee’s performance; and
6.1.2 the 6.1.2. The intervals for the evaluation of the Employee’s performance.
6.2 6.2. Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 6.3. Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 6.4. The Employee’s performance will be measured in terms of contributions to the goals strategic objectives and strategies set out in the Employer’s IDP.
6.5 6.5. The annual Annual performance appraisal will involve:
6.5.1 6.5.1. Assessment of the achievement of results as outlined in the performance plan:Performance Plan
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating Values on actual performance are supplied for KPI’s and Activities under each KPA as part of the Institutional Assessment. Based on the fiveTarget for an activity or KPI, over or under performance are calculated and converted to the 1-5 point scale should be provided scale. These scores are carried over to the applicable employee’s performance plan. During assessment, the employee has a chance to motivate for each KPA.higher scores. The panel members have a chance to ask questions regarding
(c) The applicable assessment rating calculator (refer final scores are converted to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.% Performance by making use of DPLG Performance Assessment Rating Calculator
6.5.2 6.5.2. Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator score is translated to a final CCR percentage through DPLG Performance Assessment Rating Calculator (refer to paragraph 6.5.1)
6.5.3) must then be used to add the scores and calculate a final CCR score.
6.5.3 . Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome Performance Assessment Rating Calculator whereby a weighting of the 80% is applied to KPA performance appraisaland a weighting of 20% to CCR’s.
6.6 6.6. The assessment of the performance of the Employee by panel members will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description :
5 4 3 2 1 Outstanding performance Performance far exceeds the standard expected of an employee at this levelPerformance Significantly Above Expectations Fully Effective Not Fully Effective Unacceptable Performance
6.7. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performanceperformance of the director, an evaluation panel constituted of the following persons must be established -–
6.7.1 6.7.1. Municipal Manager;Manager from Blouberg Municipality
6.7.2 6.7.2. Chairperson of the audit committeePerformance Audit Committee or a member of the Performance Audit Committee in the absence of the Chairperson of the Performance Audit Committee;
6.7.3 6.7.3. Member of the mayoral committeeExecutive Committee
6.7.4 6.7.4. Municipal manager Manager from another municipality.
6.8 The Employer’s manager responsible 6.7.5. PMS officer for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).technical support
6.7.6. COGHSTA for technical support
Appears in 2 contracts
Samples: Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -:
6.1.1 the The standards and procedures for evaluating the Employee’s performance; and
6.1.2 the The intervals for the evaluation of the Employee’s performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 The Employee’s performance will be measured in terms of contributions to the goals strategic objectives and strategies set out in the Employer’s IDP.
6.5 The annual Annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:Performance Plan
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating Values are supplied for KPI’s and Activities under each KPA as part of the Institutional Assessment. Based on the fiveTarget for an activity or KPI, over or under performance are calculated and converted to the 1-5 point scale should be provided for each KPA.automatically. These scores are carried over to the applicable employee’s performance plan. During assessment, the employee has a chance to submit evidence of performance where a disagreement
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the ratings and scores and will calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.36.5.1) must then be used to add the scores and calculate a final CCR score.
score 6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. calculator Such overall rating represents the outcomes of the various weighted ratings contained in the performance Plan which represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description % Score 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 167 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 133 - 166 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the 100 - 132 2 Performance Plan. 2 Not not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 67 - 99 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.. 0 – 66
6.7 For purposes the purpose of evaluating the annual performanceperformance of the section 57 manager reporting to the municipal manager, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).the
Appears in 2 contracts
Samples: Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of 7.1 The Performance Plan (Annexure A) to this Agreement sets out -out:
6.1.1 7.1.1 the standards and procedures for evaluating the Employee’s performance; and
6.1.2 7.1.2 the intervals for the evaluation of the Employee’s performance.
6.2 7.2 Despite the establishment of the agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.(e.g. quarterly
6.3 7.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place implemented within set the agreed upon time frames.
6.4 7.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 7.5 The annual performance appraisal will involveinvolve the following:
6.5.1 7.5.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should shall be assessed according to the extent to which the specified standards or performance indicators have been met or exceeded and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 7.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 7.5.2 Assessment of the CCRsCore Managerial Competencies:
(a) Each CCR Assessment of the Core Managerial Competencies should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCRAssessment of the Core Managerial Competencies.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.37.5.1) must then be used to add the scores and calculate a final CCR Assessment of the Core Managerial Competencies score.
6.5.3 7.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 7.6 Assessment of the performance of the employee The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).CMCs:
Appears in 2 contracts
Samples: Performance Agreement, Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -
6.1.1 the standards and procedures for evaluating the Employee’s performance; andthe
6.1.2 the intervals for the evaluation of the Employee’s performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 The annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.36.5.1) must then be used to add the scores and calculate a final CCR score.
6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Level Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).Rating
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -- :
6.1.1 the The standards and procedures for evaluating the Employee’s 's performance; and
6.1.2 the The intervals for the evaluation of the Employee’s 's performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s 's performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must discussions should be documented in a Personal Development Plan as well as the actions agreed to and implementation must should take place within the set time framestimeframes.
6.4 The Employee’s 's performance will be measured in terms of contributions to the goals goals, strategies and strategies performance indicators set out in the Employer’s 's IDP.
6.5 The annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:plan (SDBIP):
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPAKPA as described in 6.10 below.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.3) must then be used to add the scores and calculate a final CCR score.
. Performance Agreement 2018/19 Financial year f, K 6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such calculator such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s 's and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified included in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.(Annexure A)
6.7 For purposes of evaluating the annual performanceperformance of managers directly accountable to the municipal manager, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;Audit Committee or the Deputy Chairperson if the Chairperson is absent
6.7.3 Member of the mayoral committeeor executive committee or in respect of a plenary type municipality, another member of council;
6.7.4 Municipal manager Manager from another municipality.
6.8 The Employer’s manager municipality or a representative. Manager responsible for human resources Human Resources of the municipality must provide secretariat services to the evaluation panels referred panel 1 July- September2018 October2018 (Informal) 2 October - December2018 February2018 3 January to in sub-regulations March2019 April2019 (d) and (eInformal).
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -
6.1.1 the :- The standards and procedures for evaluating evaluation the Employee’s performance; and
6.1.2 and the intervals for the evaluation of the Employee’s performance.
6.2 . Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 . Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to to, and implementation must take place within set time frames.
6.4 . The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 . The annual performance appraisal will involve:;
6.5.1 8.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 8.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 8.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.38.1 above) must then be used to add the scores and calculate a final CCR score.
6.5.3 8.3 Overall rating Rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -- :
6.1.1 the The standards and procedures for evaluating the Employee’s 's performance; and
6.1.2 the The intervals for the evaluation of the Employee’s 's performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s 's performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must discussions should be documented in a Personal Development Plan as well as the actions agreed to and implementation must should take place within the set time framestimeframes.
6.4 The Employee’s 's performance will be measured in terms of contributions to the goals goals, strategies and strategies performance indicators set out in the Employer’s 's IDP.
6.5 The annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:plan (SDBIP):
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPAKPA as described in 6.10 below.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.3) must then be used to add the scores and calculate a final CCR score.. Perfor ma nee Agreement 2018/19 Financial year
6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such calculator such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s 's and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified included in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.(Annexure A)
6.7 For purposes of evaluating the annual performanceperformance of managers directly accountable to the municipal manager, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;Audit Committee or the Deputy Chairperson if the Chairperson is absent
6.7.3 Member of the mayoral committeeor executive committee or in respect of a plenary type municipality, another member of council;
6.7.4 Municipal manager Manager from another municipality.
6.8 The Employer’s manager municipality or a representative. Manager responsible for human resources Human Resources of the municipality must provide secretariat services to the evaluation panels referred panel Quarter Review Period Review to in sub-regulations be completed by 1 July- September 2018 October 2018 (d) and Informal} 2 October- December 2018 February 2018 3 January to March 2019 April 2019 (eInformal).
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -
6.1.1 the The standards and procedures for evaluating the Employee’s performance; andthe
6.1.2 the The intervals for the evaluation of the Employee’s performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 The annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.36.5.1) must then be used to add the scores and calculate a final CCR score.
6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-assessment- rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Level Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).Rating
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of 6.1. The Performance Plan (Annexure A) to this Agreement sets out -:
6.1.1 the 6.1.1. The standards and procedures for evaluating the Employee’s performance; and
6.1.2 the 6.1.2. The intervals for the evaluation of the Employee’s performance.
6.2 6.2. Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 6.3. Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 6.4. The Employee’s performance will be measured in terms of contributions to the goals strategic objectives and strategies set out in the Employer’s IDP.
6.5 6.5. The annual Annual performance appraisal will involve:
6.5.1 6.5.1. Assessment of the achievement of results as outlined in the performance plan:Performance Plan
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating Values on actual performance are supplied for KPI’s and Activities under each KPA as part of the Institutional Assessment. Based on the fiveTarget for an activity or KPI, over or under performance are calculated and converted to the 1-5 point scale should be provided scale. These scores are carried over to the applicable employee’s performance plan. During assessment, the employee has a chance to motivate for each KPA.higher scores. The panel members have a chance to ask questions regarding
(c) The applicable assessment rating calculator (refer final scores are converted to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.% Performance by making use of DPLG Performance Assessment Rating Calculator
6.5.2 6.5.2. Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator score is translated to a final CCR percentage through DPLG Performance Assessment Rating Calculator (refer to paragraph 6.5.1)
6.5.3) must then be used to add the scores and calculate a final CCR score.
6.5.3 . Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome Performance Assessment Rating Calculator whereby a weighting of the 80% is applied to KPA performance appraisaland a weighting of 20% to CCR’s.
6.6 6.6. The assessment of the performance of the Employee by panel members will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description :
5 4 3 2 1 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Significantly Above Expectations Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Effective Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Fully Effective Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).Performance
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of 6.1. The Performance Plan (Annexure A) to this Agreement sets out -:
6.1.1 the 6.1.1. The standards and procedures for evaluating the Employee’s performance; and
6.1.2 the 6.1.2. The intervals for the evaluation of the Employee’s performance.
6.2 6.2. Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 6.3. Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 6.4. The Employee’s performance will be measured in terms of contributions to the goals strategic objectives and strategies set out in the Employer’s IDP.
6.5 6.5. The annual Annual performance appraisal will involve:
6.5.1 6.5.1. Assessment of the achievement of results as outlined in the performance plan:Performance Plan
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating Values on actual performance are supplied for KPI’s and Activities under each KPA as part of the Institutional Assessment. Based on the fiveTarget for an activity or KPI, over or under performance are calculated and converted to the 1-5 point scale should be provided scale. These scores are carried over to the applicable employee’s performance plan. During assessment, the employee has a chance to motivate for each KPA.higher scores. The panel members have a chance to ask questions regarding
(c) The applicable assessment rating calculator (refer final scores are converted to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.% Performance by making use of DPLG Performance Assessment Rating Calculator
6.5.2 6.5.2. Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator score is translated to a final CCR percentage through DPLG Performance Assessment Rating Calculator (refer to paragraph 6.5.1)
6.5.3) must then be used to add the scores and calculate a final CCR score.
6.5.3 . Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome Performance Assessment Rating Calculator whereby a weighting of the 80% is applied to KPA performance appraisaland a weighting of 20% to CCR’s.
6.6 6.6. The assessment of the performance of the Employee by panel members will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description :
5 4 3 2 1 Outstanding performance Performance far exceeds the standard expected of an employee at this levelPerformance Significantly Above Expectations Fully Effective Not Fully Effective Unacceptable Performance
6.7. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performanceperformance of the municipal manager, an evaluation panel constituted of the following persons must be established -–
6.7.1 Municipal Manager6.7.1. Mayor;
6.7.2 6.7.2. Chairperson of the audit committeePerformance Audit Committee or a member of the Performance Audit Committee in the absence of the Chairperson of the Performance Audit Committee;
6.7.3 6.7.3. Member of the mayoral committeeExecutive Committee
6.7.4 Municipal 6.7.4. Mayor or municipal manager from another municipality.; and
6.8 6.7.5. Member of a Xxxx Committee as nominated by Mayor
6.7.6. The Employer’s manager responsible for human resources of the municipality must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of 6.1. The Performance Plan (Annexure A) to this Agreement sets out -:
6.1.1 the 6.1.1. The standards and procedures for evaluating the Employee’s performance; and
6.1.2 the 6.1.2. The intervals for the evaluation of the Employee’s performance.
6.2 6.2. Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 6.3. Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 6.4. The Employee’s performance will be measured in terms of contributions to the goals strategic objectives and strategies set out in the Employer’s IDP.
6.5 6.5. The annual Annual performance appraisal will involve:
6.5.1 6.5.1. Assessment of the achievement of results as outlined in the performance plan:Performance Plan
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating Values on actual performance are supplied for KPI’s and Activities under each KPA as part of the Institutional Assessment. Based on the fiveTarget for an activity or KPI, over or under performance are calculated and converted to the 1-5 point scale should be provided scale. These scores are carried over to the applicable employee’s performance plan. During assessment, the employee has a chance to motivate for each KPA.higher scores. The panel members have a chance to ask questions regarding
(c) The applicable assessment rating calculator (refer final scores are converted to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.% Performance by making use of DPLG Performance Assessment Rating Calculator
6.5.2 6.5.2. Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator score is translated to a final CCR percentage through DPLG Performance Assessment Rating Calculator (refer to paragraph 6.5.1)
6.5.3) must then be used to add the scores and calculate a final CCR score.
6.5.3 . Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome Performance Assessment Rating Calculator whereby a weighting of the 80% is applied to KPA performance appraisaland a weighting of 20% to CCR’s.
6.6 6.6. The assessment of the performance of the Employee by panel members will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description :
5 4 3 2 1 Outstanding performance Performance far exceeds the standard expected of an employee at this levelPerformance Significantly Above Expectations Fully Effective Not Fully Effective Unacceptable Performance
6.7. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performanceperformance of the municipal manager, an evaluation panel constituted of the following persons must be established -–
6.7.1 6.7.1. Municipal Manager;Manager from Blouberg Municipality
6.7.2 6.7.2. Chairperson of the audit committeePerformance Audit Committee or a member of the Performance Audit Committee in the absence of the Chairperson of the Performance Audit Committee;
6.7.3 6.7.3. Member of the mayoral committeeExecutive Committee
6.7.4 6.7.4. Municipal manager Manager from another municipality.
6.8 The Employer’s manager responsible 6.7.5. PMS officer for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).technical support
6.7.6. COGHSTA for technical support
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of 6.1. The Performance Plan (Annexure A) to this Agreement sets out -:
6.1.1 the 6.1.1. The standards and procedures for evaluating the Employee’s performance; and
6.1.2 the 6.1.2. The intervals for the evaluation of the Employee’s performance.
6.2 6.2. Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 6.3. Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 6.4. The Employee’s performance will be measured in terms of contributions to the goals strategic objectives and strategies set out in the Employer’s IDP.
6.5 6.5. The annual Annual performance appraisal will involve:
6.5.1 6.5.1. Assessment of the achievement of results as outlined in the performance plan:Performance Plan
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating Values on actual performance are supplied for KPI’s and Activities under each KPA as part of the Institutional Assessment. Based on the fiveTarget for an activity or KPI, over or under performance are calculated and converted to the 1-5 point scale should be provided scale. These scores are carried over to the applicable employee’s performance plan. During assessment, the employee has a chance to motivate for each KPA.higher scores. The panel members have a chance to ask questions regarding
(c) The applicable assessment rating calculator (refer final scores are converted to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.% Performance by making use of DPLG Performance Assessment Rating Calculator
6.5.2 6.5.2. Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator score is translated to a final CCR percentage through DPLG Performance Assessment Rating Calculator (refer to paragraph 6.5.1)
6.5.3) must then be used to add the scores and calculate a final CCR score.
6.5.3 . Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome Performance Assessment Rating Calculator whereby a weighting of the 80% is applied to KPA performance appraisaland a weighting of 20% to CCR’s.
6.6 6.6. The assessment of the performance of the Employee by panel members will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description :
5 4 3 2 1 Outstanding performance Performance far exceeds the standard expected of an employee at this levelPerformance Significantly Above Expectations Fully Effective Not Fully Effective Unacceptable Performance
6.7. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performanceperformance of the municipal manager, an evaluation panel constituted of the following persons must be established -–
6.7.1 Municipal Manager6.7.1. Mayor;
6.7.2 6.7.2. Chairperson of the audit committeePerformance Audit Committee or a member of the Performance Audit Committee in the absence of the Chairperson of the Performance Audit Committee;
6.7.3 6.7.3. Member of the mayoral committeeExecutive Committee
6.7.4 Municipal manager 6.7.4. Mayor from another municipality.
6.8 The Employer’s manager responsible 6.7.5. Municipal Manager from another municipality
6.7.6. Member of a Xxxx Committee as nominated by Mayor
6.7.7. PMS officer for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).technical support
6.7.8. COGHSTA for technical support
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of 7.1 The Performance Plan (Annexure A) to this Agreement sets out -–
6.1.1 7.1.1 the standards and procedures for evaluating the Employee’s performance; and
6.1.2 7.1.2 the intervals for the evaluation of the Employee’s performance.
6.2 7.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 7.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 7.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 7.5 The annual performance appraisal will involve:
6.5.1 7.5.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 7.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 7.5.2 Assessment of the CCRsCMCs
(a) Each CCR CMC should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCRCMC.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.37.5.1) must then be used to add the scores and calculate a final CCR CMC score.
6.5.3 7.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 7.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
6.7 For purposes of evaluating the annual performance, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).CMCs:
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -
6.1.1 the The standards and procedures for evaluating the Employee’s performance; and
6.1.2 the The intervals for the evaluation of the Employee’s performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 The annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.36.5.1) must then be used to add the scores and calculate a final CCR score.
6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such calculator such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Plan. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.included under Xxxxxxxx X
6.7 For purposes of evaluating the annual performanceperformance of the Municipal Manager, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal ManagerExecutive Mayor or Mayor;
6.7.2 Chairperson of the performance audit committee or the audit committee in the absence of a performance audit committee;
6.7.3 Member of the mayoral committeeor executive committee or in respect of a plenary type municipality, another member of council;
6.7.4 Mayor and/or municipal manager from another municipality; and
6.7.5 Member of a xxxx committee as nominated by the Executive Mayor or Mayor.
6.8 For purposes of evaluating the annual performance of Executive Directors directly accountable to the municipal managers, an evaluation panel constituted of the following persons must be established -
6.8.1 Municipal Manager;
6.8.2 Chairperson of the performance audit committee or the audit committee in the absence of a performance audit committee;
6.8.3 Member of the mayoral or executive committee or in respect of a plenary type municipality, another member of council; and
6.8.4 Municipal manager from another municipality.
6.8 6.9 The Employer’s manager responsible for human resources of the municipality must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).. First quarter :July - September 2016 Second quarter : October – December 2016 Third quarter :January – March 2017 Fourth quarter :April – June 2017 The performance of each Employee in relation to his / her performance agreement shall be reviewed on the following dates with the understanding that reviews in the first and third quarter may be verbal if performance is satisfactory: 7.1
Appears in 1 contract
Samples: Performance Agreement
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of The Performance Plan (Annexure A) to this Agreement sets out -:
6.1.1 the The standards and procedures for evaluating the Employee’s performance; and
6.1.2 the The intervals for the evaluation of the Employee’s performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 The Employee’s performance will be measured in terms of contributions to the goals strategic objectives and strategies set out in the Employer’s IDP.
6.5 The annual Annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:Performance Plan
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating Values are supplied for KPI’s and Activities under each KPA as part of the Institutional Assessment. Based on the fiveTarget for an activity or KPI, over or under performance are calculated and converted to the 1-5 point scale should be provided for each KPA.automatically. These scores are carried over to the applicable employee’s performance plan. During assessment, the employee has a chance to submit evidence of performance where a disagreement
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the ratings and scores and will calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.36.5.1) must then be used to add the scores and calculate a final CCR score.
score 6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. calculator Such overall rating represents the outcomes of the various weighted ratings contained in the performance Plan which represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description % Score 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 167 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year. 133 - 166 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the 100 - 132 2 Performance Plan. 2 Not not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Plan. 67 - 99 1 Unacceptable performance Performance does not meet the standard expected for the job. The appraisal indicates that the Employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the Performance Plan. The Employee employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.. 0 – 66
6.7 For purposes the purpose of evaluating the annual performanceperformance of the section 57 manager reporting to the municipal manager, an evaluation panel constituted of the following persons must be established -
6.7.1 Municipal Manager;
6.7.2 Chairperson of the audit committee;
6.7.3 Member of the mayoral committee
6.7.4 Municipal manager from another municipality.
6.8 The Employer’s manager responsible for human resources must provide secretariat services to the evaluation panels referred to in sub-regulations (d) and (e).established-
Appears in 1 contract
Samples: Performance Agreement
