Common use of MANAGEMENT OF EVALUATION OUTCOMES Clause in Contracts

MANAGEMENT OF EVALUATION OUTCOMES. 13.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. 13.2 A performance bonus of 5% to 14% of the inclusive annual remuneration Package may be paid to the Employee in recognition of outstanding performance. 13.3 The Employee will be eligible for progression to the next higher remuneration package, within the relevant remuneration band, after completion of at least twelve (12) months service at the current remuneration package on 30 June (end of financial year) subject to a fully effective assessment. 13.4 In the case of unacceptable performance, the Employer shall: 13.4.1 Provide systematic remedial or developmental support to assist the Employee to improve his/her performance; and 13.4.2 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/her duties.

MANAGEMENT OF EVALUATION OUTCOMES. 13.1 12.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. 13.2 12.2 A performance bonus of 5% to 14% of the inclusive annual remuneration Package package may be paid to the Employee in recognition of outstanding performance., 13.3 12.3 The Employee will be eligible for progression to the next higher remuneration package, within the relevant remuneration band, after completion of at least atleast twelve months (12) months service at the current remuneration package on 30 June (at end of financial yearyear (30 June) subject to a fully effective assessment. 13.4 12.4 In the case of unacceptable performance, the Employer shall: 13.4.1 Provide 12.4.1 provide systematic remedial or developmental of development support to assist the Employee to improve his/her performance; and 13.4.2 After 12.4.2 after appropriate performance counselling and counseling 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 Contract of employment Employment of the Employee on grounds of unfitness or incapacity to carry out his/his or her duties.

MANAGEMENT OF EVALUATION OUTCOMES. 13.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. 13.2 A performance bonus of 5% to 14% of the inclusive annual remuneration Package may be paid to the Employee in recognition of outstanding performance. 13.3 The Employee will be eligible for progression to the next higher remuneration package, within the relevant remuneration band, after completion of at least twelve (12) months service at the current remuneration package on 30 June (end of financial year) subject to a fully effective assessment. 13.4 In the case of unacceptable performance, the Employer shall: 13.4.1 Provide systematic remedial or developmental support to assist the Employee to improve his/her performance; and 13.4.2 After appropriate performance counselling counseling 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/her duties.

MANAGEMENT OF EVALUATION OUTCOMES. 13.1 12.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. 13.2 12.2 A performance bonus of 5% to 14% of the inclusive annual remuneration Package package may be paid to the Employee in recognition of outstanding performance. 13.3 12.3 The Employee will be eligible for progression to the next higher remuneration package, within the relevant remuneration band, after completion of at least twelve months (12) months service at the current remuneration package on 30 June (end of financial year) subject to a fully effective assessment. 13.4 12.4 In the case of unacceptable performance, the Employer shall:shall – 13.4.1 Provide 12.4.1 provide systematic remedial or developmental support to assist the Employee to improve his/his or her performance; and 13.4.2 After 12.4.2 after appropriate performance counselling and having provided the necessary guidance and/or 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/his or her duties.

MANAGEMENT OF EVALUATION OUTCOMES. 13.1 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. 13.2 11.2 A performance bonus of between 5% to 14% of the all-inclusive annual remuneration Package package may be paid to the Employee in recognition of outstanding performanceperformance to be constituted as follows: 11.2.1 a score of 130% to 149% is awarded a performance bonus ranging from 5% to 9%; and 11.2.2 a score of 150% and above is awarded a performance bonus ranging from 10% to 14%. 13.3 The Employee will be eligible for progression to the next higher remuneration package, within the relevant remuneration band, after completion of at least twelve (12) months service at the current remuneration package on 30 June (end of financial year) subject to a fully effective assessment. 13.4 11.3 In the case of unacceptable performance, the Employer shall:shall – 13.4.1 Provide 11.3.1 provide systematic remedial or developmental support to assist the Employee to improve his/his or her performance; and 13.4.2 After 11.3.2 after appropriate performance counselling and having provided the necessary guidance and/or 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/his or her duties.

MANAGEMENT OF EVALUATION OUTCOMES. 13.1 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. 13.2 11.2 A performance bonus of between 5% to 14% of the all-inclusive annual remuneration Package package may be paid to the Employee in recognition of outstanding performanceperformance to be constituted as follows: 11.2.1 A score of 130% to 149% is awarded a performance bonus ranging from 5% to 9%; and 11.2.2 A score of 150% and above is awarded a performance bonus ranging from 10% to 14%. 13.3 The Employee will be eligible for progression to the next higher remuneration package, within the relevant remuneration band, after completion of at least twelve (12) months service at the current remuneration package on 30 June (end of financial year) subject to a fully effective assessment. 13.4 11.3 In the case of unacceptable performance, the Employer shall:shall – 13.4.1 11.3.1 Provide systematic remedial or developmental support to assist the Employee to improve his/his or her performance; and 13.4.2 11.3.2 After appropriate performance counselling and having provided the necessary guidance and/or 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/his or her duties.

MANAGEMENT OF EVALUATION OUTCOMES. 13.1 11.1 The evaluation of the Employee’s 's performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. 13.2 11.2 A performance bonus of within 5% to 14% of the all-inclusive annual remuneration Package package may be paid to the Employee in recognition of outstanding performance.performance to be constituted as follows: 13.3 The Employee will be eligible for progression 11.2.1 a score of 130% to the next higher remuneration package, within the relevant remuneration band, after completion 149% is awarded a performance bonus ranging from 5% to 9%; and 11.2.2 a score of at least twelve (12) months service at the current remuneration package on 30 June (end of financial year) subject 150% and above is awarded a performance bonus ranging from 10% to a fully effective assessment.14% 13.4 11.3 In the case of unacceptable performance, the Employer shall:shall - 13.4.1 Provide 11.3.1 provide systematic remedial or developmental support to assist the Employee to improve his/his or her performance; and 13.4.2 After 11.3.2 after appropriate performance counselling and having provided the necessary guidance and/or 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/his or her duties.

MANAGEMENT OF EVALUATION OUTCOMES. 13.1 10.1 The evaluation of the Employee’s performance will shall form the basis for rewarding outstanding performance or correcting unacceptable performance. 13.2 10.2 A performance bonus of between 5% to 14% of the all-inclusive annual remuneration Package package may be paid to the Employee in recognition of outstanding performanceperformance to be constituted as follows: 10.2.1 A score of 130% to 149% shall be awarded a performance bonus ranging from 5% to 9%; and 10.2.2 A score of 150% and above shall be awarded a performance bonus ranging from 10% to 14%. 13.3 The Employee will be eligible for progression to the next higher remuneration package, within the relevant remuneration band, after completion of at least twelve (12) months service at the current remuneration package on 30 June (end of financial year) subject to a fully effective assessment. 13.4 10.3 In the case of unacceptable performance, the Employer shall:shall – 13.4.1 10.3.1 Provide systematic remedial or developmental support to assist the Employee to improve his/her his performance; and 13.4.2 10.3.2 After appropriate performance counselling and having provided the necessary guidance and/or 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/his or her duties.