MANAGEMENT OF EVALUATION OUTCOMES. 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance.
MANAGEMENT OF EVALUATION OUTCOMES. 12.1 Where the Employer is, any time during the Employee’s employment, not satisfied with the Employee’s performance with respect to any matter dealt with in this Agreement, the Employer will give notice to the Employee to attend a meeting;
MANAGEMENT OF EVALUATION OUTCOMES. 11.1 The evaluation of the employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance.
MANAGEMENT OF EVALUATION OUTCOMES. 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance, as reflected in the table below. FINAL SCORE (%) PERFORMANCE BONUS (%) Less than 100% Remedial Action 100% – 129 % No Bonus 130% – 139% 5% 140% – 149% 9% 150% – 159% 10% 160% – 167% 14%
MANAGEMENT OF EVALUATION OUTCOMES. 10.2 The Employer agrees to inform the Employee of the outcome of any decisions taken pursuant to the exercise of powers contemplated in 10.1 as soon as is practicable to enable the Employee to take any necessary action without delay.
MANAGEMENT OF EVALUATION OUTCOMES. 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. 11.2 A performance bonus of between 5% to 14% of the all-inclusive annual remuneration package may be paid to the Employee in recognition of outstanding performance to be constituted as follows: 11.2.1 A score of 130% to 149% is awarded a performance bonus ranging from 5% to 9%. 11.2.2 A score of 150% and above is awarded a performance bonus ranging from 10% to 14%. 11.2.3 Specific bonus percentages will be determined on a sliding scale, proportionately to the points scored, and rounded up to the next 0.25 percentage. e.g. 136% score = 6.678% = 6.75% bonus. 11.2.4 The bonus percentages for the two semesters will be calculated separately and the average of the two will determine the person’s annual bonus percentage. 11.3 In the case of unacceptable performance, the Employer shall – 11.3.1 Provide systematic remedial or developmental support to assist the Employee to improve his or her performance 11.3.2 After appropriate performance counselling and having provided the necessary guidance and/ or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.
MANAGEMENT OF EVALUATION OUTCOMES. 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. 11.2 A performance bonus of between 5% to 14% of the all-inclusive annual remuneration package may be paid to the Employee in recognition of outstanding performance to be constituted as follows: 11.3 In the case of unacceptable performance, the Employer shall: 11.3.1 Provide systematic remedial or developmental support to assist the Employee to improve his or her performance. 11.3.2 After appropriate performance counselling and having provided the necessary guidance and/ or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.
MANAGEMENT OF EVALUATION OUTCOMES. 11.2.3 Specific bonus percentages will be determined on a sliding scale, proportionately to the points scored, and rounded up to the next 0.25 percentage. e.g. 136% score = 6.678% = 6.75% bonus. 11.2.4 The bonus percentages for the two semesters will be calculated separately and the average of the two will determine the person’s annual bonus percentage. 11.3 In the case of unacceptable performance, the Employer shall – 11.3.1 Provide systematic remedial or developmental support to assist the Employee to improve his or her performance 11.3.2 After appropriate performance counselling and having provided the necessary guidance and/ or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.
MANAGEMENT OF EVALUATION OUTCOMES. 9.1.5 Make available to the Employee such resources as the Employee may reasonably require from time to time to assist him / her to meet the performance objectives and targets established in terms of this Agreement.
MANAGEMENT OF EVALUATION OUTCOMES. Where the Employer is, any time during the Employee’s employment, not satisfied with the Employee’s performance with respect to any matter dealt with in this Agreement, the Employer will give notice to the Employee to attend a meeting; The Employee will have the opportunity at the meeting to satisfy the Employer of the measures being taken to ensure that his performance becomes satisfactory and any programme, including any dates, for implementing these measures; Where there is a dispute or difference as to the performance of the Employee under this Agreement, the Parties will confer with a view to resolving the dispute or difference; and In the case of unacceptable performance, the Employer shall – Provide systematic remedial or developmental support to assist the Employee to improve his performance; and After appropriate performance counselling and having provided the necessary guidance and/or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.
