Common use of EVALUATING PERFORMANCE Clause in Contracts

EVALUATING PERFORMANCE. The Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority will determine if the Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 4% and 14% of the all-inclusive remuneration package may be paid to the Manager in recognition of above average or outstanding performance, which is constituted as follows:  A score of 150%-167% is awarded a performance bonus ranging from 10% to 14%; and  A score of 130% to 149% is awarded a performance bonus ranging from 7% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% The results of the annual assessment and the scoring report of the Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee when the Municipality’s performance management system is adopted, implemented and/or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Corporate Services Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Corporate Services Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Corporate Services Manager performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Corporate Services Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Manager General Manager: Internal Audit in recognition of above average or outstanding performance, which is constituted as follows:  follows:-  A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and   A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Corporate Services Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Corporate Services Manager Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Corporate Services Manager performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Corporate Services Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Manager will submit quarterly performance reports 6.1. Annexure “A” to this Agreement sets out the standards and a comprehensive annual performance report prior to procedures for evaluating the performance assessment meetings to the Municipal ManagerActing Director Strategic; performance; 6.2. The Municipal Manager will give performance feedback of the Acting Director Strategic in relation to her performance agreement shall be reviewed on a quarterly basis as follows: First quarter : July – September Second quarter : October – December Third quarter : January – March Fourth quarter : April - June 6.3. The Acting Director Strategic shall keep a record of the Manager after each quarterly mid-year review and the annual assessment meetings. 6.4. Performance feedback shall be based on the Acting Municipal Manager’s assessment of the Acting Director Strategic performance. 6.5. The evaluation of the Manager’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority will determine if the Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 4% and 14% of the all-inclusive remuneration package may be paid to the Manager in recognition of above average or outstanding performance, which is constituted as follows:  A score of 150%-167% is awarded a performance bonus ranging from 10% to 14%; and  A score of 130% to 149% is awarded a performance bonus ranging from 7% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% The results of the annual assessment and the scoring report of the Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s performance at any stage while his/her contract of employment remains in force. The Municipal Manager Acting Director Strategic will be entitled to review and make reasonable changes to the provisions of Annexure “A” the performance plan from time to time for operational reasons. The Manager Acting Director Strategic will be fully consulted before any such change is made. 6.6. The Acting Municipal Manager may amend the provisions of Annexure “A” may be amended by the Executive Committee when performance plan whenever the Municipality’s performance management system is adopted, implemented and/or amended as the case may be. In that case the Acting Director Strategic will be subject fully consulted before any such change is made. 6.7. Despite the establishment of agreed intervals for evaluation, the Acting Municipal Manager may, in addition, review the Acting Director Strategic’s performance at any stage while the contract of employment remains in force. 6.8. Personal growth and development needs identified during any performance review discussion must be documented and, where possible, actions agreed. 6.9. The Acting Director Strategic’s performance will be measured in terms of contributions to clause 5.3the goals and strategies set out in the municipality’s IDP. 6.10. The annual performance appraisal will involve: a) Assessment of the achievement of results as outlined in the performance plan: i. 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. ii. An indicative rating on the Five-point scale should be provided for each KPA. iii. The applicable assessment rating calculator must then be used to add the scores and calculate a final KPA score. 6.11. It is recorded that in terms of the EMLM’s Performance Management Policy and system, for purposes of evaluation the performance of the Acting Director Strategic s, the Evaluation Panel will assist in the evaluation of the Acting Director Strategic.

EVALUATING PERFORMANCE. The Municipal Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Municipal Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Municipal Manager performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Municipal Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Municipal Manager in recognition of above average or outstanding performance, which is constituted as follows:  follows:- • A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and  • A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Municipal Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Municipal Manager Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Municipal Manager performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Municipal Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Community Services Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Community Services Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Community Services Manager performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Community Services Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Community Services Manager in recognition of above average or outstanding performance, which is constituted as follows:  follows:-  A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and   A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Community Services Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Community Services Manager Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Community Services Manager performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Community Services Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Manager Chief Finance Officer will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Manager Chief Finance Officer after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Chief Finance Officer performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Manager Chief Finance Officer is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Manager Chief Finance Officer in recognition of above average or outstanding performance, which is constituted as follows:  follows:-  A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and   A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Manager Chief Finance Officer for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Chief Finance Officer Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Chief Finance Officer performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Manager Chief Finance Officer will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Municipal Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal ManagerMayor. The Municipal Manager Mayor will give performance feedback to the Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority will determine if the Municipal Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 4% and 14% of the all-inclusive remuneration package may be paid to the Manager in recognition of above average or outstanding performance, which is constituted as follows:  A score of 150%-167% is awarded a performance bonus ranging from 10% to 14%; and  A score of 130% to 149% is awarded a performance bonus ranging from 7% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% The results of the annual assessment and the scoring report of the Municipal Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Municipal Manager’s Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager Mayor may, in addition, review the Municipal Manager’s performance at any stage while his/her his contract of employment remains in force. The Municipal Manager Mayor will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee when the Municipality’s performance management system is adopted, implemented and/or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Acting Technical Services Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Acting Technical Services Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Acting Technical Services Manager performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Acting Technical Services Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Manager General Manager: Internal Audit in recognition of above average or outstanding performance, which is constituted as follows:  follows:- • A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and  • A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Acting Technical Services Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Acting Technical Services Manager Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Acting Technical Services Manager performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Acting Technical Services Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.