FWB. FWB is a Pennsylvania corporation, having its principal place of business in New Castle, Pennsylvania.
FWB. 6.6 Performance feedback shall be based on the assessment of the Secretary to Council’s performance by the Acting City Manager and Group Performance Audit Committee / Performance Evaluation Panel and may include recommendations for corrective steps to be taken to improve performance.
FWB. 7.4 On the request of the Secretary to Council delegate such powers reasonably required by the Secretary to Council to enable him or her to meet the performance objectives and targets established in terms of the agreement; and
FWB. 11.2 Nothing in this Agreement diminishes the obligations, duties or accountabilities of the Secretary to Council in terms of his contact or employment, or the effects of existing or new regulations, circulars, policies, directives or other instruments. SIGNED at Braamfontein on this the 8th day of July 2021 For: THE CITY OF JOHANNESBURG METROPOLITAN MUNICIPALITY Xxxxx Xxxxxx Xxxxx Acting City Manager Witness: Witness: SIGNED at Braamfontein on this the 8th day of July 2021 Xxxxx Xxxxxxx Secretary to Council Witness: Witness: Annexure A PERFORMANCE SCORECARD Employee Xx. Xxxxx Xxxxxxx: Secretary to Council - Manager Xxxxx Xxxxxx Xxxxx: Acting City Manager Department CoJ: Legislature Position Purpose To direct and lead the Office of the Speaker, by developing, implementing, coordinating, facilitating and promoting best practice strategies, structures, mechanisms, policies, procedures, practices, programmes/ interventions and culture, in order to strengthen the Legislative Arm, of the City of Johannesburg, through the research, development and implementation of the best practice systems and processes of oversight and scrutiny; public participation; and by-law making. Key outputs: I. Oversight; II. Public participation; and III. By-law making. The period of this Performance Plan is from 1 July 2021 to 30 June 2022 FWB The individual performance scorecards shall be made up of Key Performance Areas (KPA) {divided into Functional Performance Objectives (FPO) and Strategic Performance Objectives (SPO)} and Core Competency Requirements (CCR). Therefore, the scorecard is separated into three sections, namely, Functional Performance Objectives, Strategic Performance Objectives and Core Competency Requirements. Strategic Performance Objectives (SPOs) are those KPAs which are derived from key citywide and cluster-based objectives and strategies. Of the total 80% KPA weighting, the relative weighting for SPOs should not be less than 50%. The SPOs are developed to reflect the City’s strategic priorities within the individual employee scorecard. Functional Performance Objectives (FPOs) relate to the employee’s functional areas, objectives and responsibilities. Of the total 80% KPA weighting, the relative weighting for FPOs should not exceed 30%.
FWB. 7.4 On the request of the Ombudsman delegate such powers reasonably required by the Ombudsman to enable him or her to meet the performance objectives and targets established in terms of the agreement; and
FWB. 3. During the intermediate seasons, when the outside dry bulb temperature is below 55 degrees F (13 degrees C), cooling will be provided by outside air usage in conjunction with operating of return air, outside air and exhaust air dampers.
