Common use of PERFORMANCE MANAGEMENT SYSTEM Clause in Contracts

PERFORMANCE MANAGEMENT SYSTEM.  The employee agrees to participate in the Performance Management System that the municipality will adopt (before October 2013) and introduced for Masilonyana Local Municipality, to manage municipal staff.  The employee accepts that the purpose of Performance Management System is to provide a comprehensive system with specific performance standards to assist the municipality, management and municipal staff to perform to the standards required;  The Municipal Manager will consult the employee about the specific performance standards that will be included in the Performance Management System as applicable to the employee;  The employee undertake to actively focus towards the promotion and implementation of the KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework;  The criteria upon which the performance of the employee shall be assessed shall consist of two components, both of which are contained in the Performance Agreement;  The employee will be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies (CMC’s) respectively;  Each area of assessment will be weighted and will contribute a specific part to the total score;  KPA’s covering the main areas of work will account for 80% and CMC’s 20% of the final assessment;  The employee’s assessment will be based on his performance in terms of the outputs/ outcomes specified in the Attached Performance Plan EVALUATING PERFORMANCE The Performance plan set out:  The standard and procedures for evaluating the employee’s performance and;  The intervals for the evaluation of the employee’s performance  The municipal council may review the employee’s performance at any stage while the contract of employment remain in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action agreed to and implementation must occur within a set time frames  The employee’s performance will be measured in terms of contributions to the goals and strategies set out in the 2013/2014 Municipal IDP; The Annual Performance Appraisal will involve:  An assessment of achievements of results as outlined in the Performance Plan  Each KPA will be assessed according to the extent to which specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will be assessed according to the extent to which the specified standard have been met;  An indicative rating on the five point scale should be provided for each CMC;  The rating will be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  An overall rating will be calculated using the applicable assessment rating calculator. Such overall rating represents the outcome of the performance appraisal;  For the purposes of evaluating the annual performance of the employee, an evaluation panel shall be constituted by the Municipal Manager.

PERFORMANCE MANAGEMENT SYSTEM.  The employee Employee agrees to participate in the Performance Management System performance management system that the municipality will adopt (before October 2013) and introduced Employer adopted for Masilonyana Local Municipality, to manage municipal staff.  the employees of the Employer; The employee Employee accepts that the purpose of Performance Management System is the performance management system will be to provide a comprehensive system with specific performance standards to assist the municipality, management employees and municipal staff service providers to perform to the standards required;  The Municipal Manager Employer will consult the employee Employee about the specific performance standards and targets that will be included in the Performance Management System as performance management system applicable to the employeeEmployee;  The employee undertake Employee undertakes to actively focus towards on the promotion and implementation of the KPA’s Key Performance Areas (including special projects relevant to the employee’s responsibilities) within the local government framework;  The criteria upon which the performance of the employee Employee shall be assessed shall consist of two components, Operational Performance and Core Competency Requirements (CCR’s), both of which are shall be contained in the Performance Agreement;  The employee will be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies (CMC’s) respectively;  Each area of assessment will be weighted and will contribute a specific part to the total score;  KPA’s covering the main areas of work will account for 80% and CMC’s 20% of the final assessment;  The employeeEmployee’s assessment will be based on his performance in terms of the outputs/ outputs/outcomes specified (performance indicators) identified as per attached Performance Plan, which are linked to the KPAs, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: KPA No Key Performance Area 1 Service Delivery and Infrastructure 2 Municipal Transformation and Institutional Development 3 Local Economic Development 4 Municipal Financial Viability and Management 5 Good Governance, Public Participation Accountability and Transparency TOTAL 80% The CCR’s will make up the other 20% of the Employee’s assessment score. CCR’s that are deemed to be most critical for the Employee’s specific job are reflected in the Attached list below as agreed to between the Employer and Employee: CCR No Core Competency Requirement 1 Strategic Capability and Leadership 2 Financial Management (compulsory) 3 Change Management 4 Knowledge Management 5 Problem Solving and Analysis 6 Programme and Project Management 7 Service Delivery Innovation 8 People Management and Empowerment (compulsory) 9 Client Orientation and Customer Focus (compulsory) 10 Communication PERFORMANCE ASSESSMENT The Performance Plan EVALUATING PERFORMANCE (Annexure A) to this Agreement sets out – The Performance plan set out:  The standard standards and procedures for evaluating the employeeEmployee’s performance andperformance;  and The intervals for the evaluation of the employeeEmployee’s performance  The municipal council performance. Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the employeeEmployee’s performance at any stage while the contract of employment remain remains in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action in a Personal Development Plan as well as the actions agreed to and implementation must occur take place within a set time frames  frames; The employeeEmployee’s performance will be measured in terms of contributions to the goals and strategies set out in the 2013/2014 Municipal Employer’s Integrated Development Plan (IDP) as described in 6.6 – 6.12 below; The Annual Performance Appraisal Employee will involve:  An submit quarterly performance reports (SDBIP) and a comprehensive annual performance report at least one week prior to the performance assessment meetings to the Evaluation Panel Chairperson for distribution to the panel members for preparation purposes; Assessment of achievements the achievement of results as outlined in the Performance Plan  performance plan: Each KPA will be assessed according to the extent to which specified standards KPI or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will group of KPIs shall be assessed according to the extent to which the specified standard standards or performance targets have been metmet and with due regard to ad-hoc tasks that had to be performed under the KPI;  An indicative A rating on the five five-point scale should shall be provided for each CMC;  The rating KPI or group of KPIs which will then be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  and An overall score will be calculated based on the total of the individual scores calculated above. Assessment of the CCRs: Each CCR shall be assessed according to the extent to which the specified standards for the required proficiency level have been met; A rating on the five-point scale shall be provided for each CCR which will then be multiplied by the weighting to calculate the final score; and An overall score will be calculated based on the total of the individual scores calculated above. Overall rating An overall rating will be is calculated using by adding the applicable assessment rating calculator. overall scores as calculated in 6.6.3 and 6.7.3 above; and Such overall rating represents the outcome of the performance appraisal;  For . The assessment of the purposes of evaluating the annual performance of the employee, Employee will be based on the following rating scale for KPIs and CCRs: Level Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an evaluation panel shall be constituted by employee at this level. The appraisal indicates that the Municipal ManagerEmployee has achieved above fully effective results against all performance criteria and indicators as specified in the PA and 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.

PERFORMANCE MANAGEMENT SYSTEM.  5.1 The employee Employee agrees to participate in the Performance Management System performance management system that the municipality will adopt (before October 2013) Employer adopts or introduces for the Employer, management and introduced for Masilonyana Local Municipality, to manage municipal staffstaff of the Employer.  5.2 The employee Employee accepts that the purpose of Performance Management System is the performance management system will be to provide a comprehensive system with specific performance standards to assist the municipalityEmployer, management and municipal staff to perform to the standards required;  . 5.3 The Municipal Manager Employer will consult the employee Employee about the specific performance standards that will be included in the Performance Management System performance management system as applicable to the employee;  Employee. 5.4 The employee undertake Employee undertakes to actively focus towards the promotion and implementation of the KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework;  . 5.5 The criteria upon which the performance of the employee Employee shall be assessed shall consist of two components, Key Performance Areas and core Competency Requirements, both of which are shall be contained in the Performance Agreement;  . 5.5.1 The employee will Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies Competency Requirements (CMC’sCCRs) respectively;  . 5.5.2 KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score;  KPA’s covering the main areas of work will account for 80% and CMC’s 20% of the final assessment;  . 5.6 The employeeEmployee’s assessment will be based on his / her performance in terms of the outputs/ key performance indicator outputs / outcomes specified in the Attached identified as per attached Performance Plan EVALUATING PERFORMANCE The Performance plan set out:  The standard (Annexure A), which are linked to the KPA’s, and procedures for evaluating the employee’s performance and;  The intervals for the evaluation will constitute 80% of the employee’s performance  The municipal council may review overall assessment result as per the employee’s performance at any stage while the contract of employment remain in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action weightings agreed to between the Employer and implementation must occur within a set time frames  The employeeEmployee: 5.7 Manager’s performance will be measured responsibilities are also directed in terms of contributions the abovementioned key performance areas. In the case of managers directly accountable to the goals and strategies set out in the 2013/2014 Municipal IDP; The Annual Performance Appraisal will involve:  An assessment of achievements of results as outlined in the Performance Plan  Each KPA will be assessed according to the extent to which specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will be assessed according to the extent to which the specified standard have been met;  An indicative rating on the five point scale should be provided for each CMC;  The rating will be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  An overall rating will be calculated using the applicable assessment rating calculator. Such overall rating represents the outcome of the performance appraisal;  For the purposes of evaluating the annual performance of the employee, an evaluation panel shall be constituted by the Municipal Manager., other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: 1 As published and defined within the Draft Competency Guidelines; Government Gazette 23 March 2007 2  = Compulsory for Municipal Manager 6.1 The Performance Plan (Annexure A) to this Agreement sets out :

PERFORMANCE MANAGEMENT SYSTEM.  5.1 The employee Employee agrees to participate in the Performance Management System performance management system that the municipality will adopt (before October 2013) Employer adopts or introduces for the Employee, management and introduced for Masilonyana Local Municipality, to manage municipal staffstaff of the Employer.  5.2 The employee Employee accepts that the purpose of Performance Management System is the performance management system will be to provide a comprehensive system with specific performance standards to assist the municipalityEmployer, management and municipal staff to perform to the standards required;  . 5.3 The Municipal Manager Employer will consult the employee Employee about the specific performance standards that will be included in the Performance Management System performance management system as applicable to the employee;  Employee. 5.4 The employee undertake Employee undertakes to actively focus towards the promotion and implementation of the KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework;  . 5.5 The criteria upon which the performance of the employee Employee shall be assessed shall consist of two components, Key Performance Areas and core Competency Requirements, both of which are shall be contained in the Performance Agreement;  . 5.5.1 The employee will Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies Competency Requirements (CMC’sCCRs) respectively;  . 5.5.2 KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score;  KPA’s covering the main areas of work will account for 80% and CMC’s 20% of the final assessment;  . 5.6 The employeeEmployee’s assessment will be based on his / her performance in terms of the outputs/ key performance indicator outputs / outcomes specified in the Attached identified as per attached Performance Plan EVALUATING PERFORMANCE The Performance plan set out:  The standard (Annexure A), which are linked to the KPA’s, and procedures for evaluating the employee’s performance and;  The intervals for the evaluation will constitute 80% of the employee’s performance  The municipal council may review overall assessment result as per the employee’s performance at any stage while the contract of employment remain in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action weightings agreed to between the Employer and implementation must occur within a set time frames  The employeeEmployee: 5.7 Manager’s performance will be measured responsibilities are also directed in terms of contributions the abovementioned key performance areas. In the case of managers directly accountable to the goals and strategies set out in the 2013/2014 Municipal IDP; The Annual Performance Appraisal will involve:  An assessment of achievements of results as outlined in the Performance Plan  Each KPA will be assessed according to the extent to which specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will be assessed according to the extent to which the specified standard have been met;  An indicative rating on the five point scale should be provided for each CMC;  The rating will be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  An overall rating will be calculated using the applicable assessment rating calculator. Such overall rating represents the outcome of the performance appraisal;  For the purposes of evaluating the annual performance of the employee, an evaluation panel shall be constituted by the Municipal Manager., other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. Key Performance Areas (KPA's) Weighting Municipal Institutional Development and Transformation 10% Basic Service Delivery 50% Local Economic Development (LED) 10% Municipal Financial Viability and Management 10% Good Governance and Public Participation 15% Spatial Rationale 5% Total 100% CORE MANAGERIAL COMPETENCIES (CMC) 1 2 WEIGHT Strategic Capability and Leadership 5% Programme and Project Management 20% Financial Management  5% Change Management 5% Knowledge Management 5% Service Delivery Innovation 20% Problem Solving and Analysis 10% People Management and Empowerment  5% Client Orientation and Customer Focus  10% Communication 5% Accountability and Ethical Conduct 10% Total percentage - 100% 1 As published and defined within the Draft Competency Guidelines; Government Gazette 23 March 2007 2  = Compulsory for Municipal Manager

PERFORMANCE MANAGEMENT SYSTEM.  The employee Employee agrees to participate in the Performance Management System performance management system that the municipality will adopt (before October 2013) Employer adopts or introduces for the Employer, management and introduced for Masilonyana Local Municipality, to manage municipal staffMunicipal staff of the Employer.  The employee Employee accepts that the purpose of Performance Management System is the performance management system will be to provide a comprehensive system with specific performance standards to assist the municipalityEmployer, management and municipal Municipal staff to perform to the standards required;  . The Municipal Manager Employer will consult the employee Employee about the specific performance standards that will be included in the Performance Management System performance management system as applicable to the employee;  Employee. The employee undertake Employee undertakes to actively focus towards the promotion and implementation of the KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework;  . The criteria upon which the performance of the employee Employee shall be assessed shall consist of two components, both of which are shall be contained in the Performance Agreement;  Agreement The employee Employee will be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies competency Framework (CMC’sCF) respectively;  . Each area of assessment will be weighted and will contribute a specific part to the total score;  . KPA’s covering the main areas of work will account for 80% and CMC’s CF will account for 20% of the final assessment;  . The employeeEmployee’s assessment will be based on his performance in terms of the outputs/ outputs / outcomes specified in the Attached (performance indicators) identified as per attached Performance Plan EVALUATING PERFORMANCE (Annexure A), which are linked to the KPA’s and will constitute 80% of the overall assessment results as per the weightings agreed between the Employer and Employee: Key Performance Areas (KPA’S) Weighting Technical services 30 Project Management 30 Human Resource management 10 Good Governance 10 Human Settlement 20 Total 100% The Performance plan set out:  The standard CF will make up the other 20% of the Employee’s assessment score. In term of the Local Government; regulations on appointment and procedures for evaluating conditions of employment of senior Managers, Reg. 21 of 17 January 2014, the employee“Core competencies” are competencies that cut across all levels of work in a municipality and enhance contextualised leadership that guarantees service delivery impact; and “Leading competencies “means competencies that are required to develop clear institutional strategy, initiate, drive and implement programs to achieve long term sustainable and measurable service delivery performance results. There is no hierarchical connotation to the structure and all competencies are essential to the role of a senior manager to influence high performance. All competencies must therefore be considered as measurable and critical in assessing the level of a senior manager’s performance and;  The intervals for the evaluation of the employee’s performance  The municipal council may review the employee’s performance at any stage while the contract of employment remain in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action agreed to and implementation must occur within a set time frames  The employee’s performance will be measured in terms of contributions to the goals and strategies set out in the 2013/2014 Municipal IDP; The Annual Performance Appraisal will involveis listed as follows:  An assessment of achievements of results as outlined in the Performance Plan  Each KPA will be assessed according to the extent to which specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will be assessed according to the extent to which the specified standard have been met;  An indicative rating on the five point scale should be provided for each CMC;  The rating will be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  An overall rating will be calculated using the applicable assessment rating calculator. Such overall rating represents the outcome of the performance appraisal;  For the purposes of evaluating the annual performance of the employee, an evaluation panel shall be constituted by the Municipal Manager.LEADING COMPETENCIES

PERFORMANCE MANAGEMENT SYSTEM.  5.1 The employee Employee agrees to participate in the Performance Management System performance management system that the municipality will adopt (before October 2013) Employer adopts or introduces for the Employer, management and introduced for Masilonyana Local Municipality, to manage municipal staffstaff of the Employer.  5.2 The employee Employee accepts that the purpose of Performance Management System is the performance management system will be to provide a comprehensive system with specific performance standards to assist the municipalityEmployer, management and municipal staff to perform to the standards required;  . 5.3 The Municipal Manager Employer will consult the employee Employee about the specific performance standards that will be included in the Performance Management System performance management system as applicable to the employee;  Employee. 5.4 The employee undertake Employee undertakes to actively focus towards the promotion and implementation of the KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework;  . 5.5 The criteria upon which the performance of the employee Employee shall be assessed shall consist of two components, Key Performance Areas and core Competency Requirements, both of which are shall be contained in the Performance Agreement;  . 5.5.1 The employee will Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies Competency Requirements (CMC’sCCRs) respectively;  . 5.5.2 KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score;  KPA’s covering the main areas of work will account for 80% and CMC’s 20% of the final assessment;  . 5.6 The employeeEmployee’s assessment will be based on his / her performance in terms of the outputs/ key performance indicator outputs / outcomes specified in the Attached identified as per attached Performance Plan EVALUATING PERFORMANCE The Performance plan set out:  The standard (Annexure A), which are linked to the KPA’s, and procedures for evaluating the employee’s performance and;  The intervals for the evaluation will constitute 80% of the employee’s performance  The municipal council may review overall assessment result as per the employee’s performance at any stage while the contract of employment remain in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action weightings agreed to between the Employer and implementation must occur within a set time frames  The employeeEmployee: 5.7 Manager’s performance will be measured responsibilities are also directed in terms of contributions the abovementioned key performance areas. In the case of managers directly accountable to the goals and strategies set out in the 2013/2014 Municipal IDP; The Annual Performance Appraisal will involve:  An assessment of achievements of results as outlined in the Performance Plan  Each KPA will be assessed according to the extent to which specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will be assessed according to the extent to which the specified standard have been met;  An indicative rating on the five point scale should be provided for each CMC;  The rating will be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  An overall rating will be calculated using the applicable assessment rating calculator. Such overall rating represents the outcome of the performance appraisal;  For the purposes of evaluating the annual performance of the employee, an evaluation panel shall be constituted by the Municipal Manager., other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: 1 As published and defined within the Draft Competency Guidelines; Government Gazette 23 March 2007 2 ✓ = Compulsory for Municipal Manager 6.1 The Performance Plan (Annexure A) to this Agreement sets out :

PERFORMANCE MANAGEMENT SYSTEM.  The employee Employee agrees to participate in the Performance Management System performance management system that the municipality will adopt (before October 2013) Employer adopts or introduces for the Employer, management and introduced for Masilonyana Local Municipality, to manage municipal staffMunicipal staff of the Employer.  The employee Employee accepts that the purpose of Performance Management System is the performance management system will be to provide a comprehensive system with specific performance standards to assist the municipalityEmployer, management and municipal Municipal staff to perform to the standards required;  . The Municipal Manager Employer will consult the employee Employee about the specific performance standards that will be included in the Performance Management System performance management system as applicable to the employee;  Employee. The employee undertake Employee undertakes to actively focus towards the promotion and implementation of the KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework;  . The criteria upon which the performance of the employee Employee shall be assessed shall consist of two components, both of which are shall be contained in the Performance Agreement;  Agreement The employee Employee will be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies competency Framework (CMC’sCF) respectively;  . Each area of assessment will be weighted and will contribute a specific part to the total score;  . KPA’s covering the main areas of work will account for 80% and CMC’s CF will account for 20% of the final assessment;  . The employeeEmployee’s assessment will be based on his performance in terms of the outputs/ outputs / outcomes specified in the Attached (performance indicators) identified as per attached Performance Plan EVALUATING PERFORMANCE (Annexure A), which are linked to the KPA’s and will constitute 80% of the overall assessment results as per the weightings agreed between the Employer and Employee: Key Performance Areas (KPA’S) Weighting Basic Service Delivery and Infrastructure Development 20 Municipal Transformation and Institutional Development 15 Financial Viability and Financial Management 20 Good Governance and Community Participation 10 Local Economic Development 20 Community and Social service 15 Total 100% The Performance plan set out:  The standard CF will make up the other 20% of the Employee’s assessment score. In term of the Local Government; regulations on appointment and procedures for evaluating conditions of employment of senior Managers, Reg. 21 of 17 January 2014, the employee“Core competencies” are competencies that cut across all levels of work in a municipality and enhance contextualised leadership that guarantees service delivery impact; and “Leading competencies “means competencies that are required to develop clear institutional strategy, initiate, drive and implement programs to achieve long term sustainable and measurable service delivery performance results. There is no hierarchical connotation to the structure and all competencies are essential to the role of a senior manager to influence high performance. All competencies must therefore be considered as measurable and critical in assessing the level of a senior manager’s performance and;  The intervals for the evaluation of the employee’s performance  The municipal council may review the employee’s performance at any stage while the contract of employment remain in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action agreed to and implementation must occur within a set time frames  The employee’s performance will be measured in terms of contributions to the goals and strategies set out in the 2013/2014 Municipal IDP; The Annual Performance Appraisal will involveis listed as follows:  An assessment of achievements of results as outlined in the Performance Plan  Each KPA will be assessed according to the extent to which specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will be assessed according to the extent to which the specified standard have been met;  An indicative rating on the five point scale should be provided for each CMC;  The rating will be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  An overall rating will be calculated using the applicable assessment rating calculator. Such overall rating represents the outcome of the performance appraisal;  For the purposes of evaluating the annual performance of the employee, an evaluation panel shall be constituted by the Municipal Manager.LEADING COMPETENCIES

PERFORMANCE MANAGEMENT SYSTEM.  The employee Employee agrees to participate in the Performance Management System performance management system that the municipality will adopt (before October 2013) Employer adopts or introduces for the Employer, management and introduced for Masilonyana Local Municipality, to manage municipal staffMunicipal staff of the Employer.  The employee Employee accepts that the purpose of Performance Management System is the performance management system will be to provide a comprehensive system with specific performance standards to assist the municipalityEmployer, management and municipal Municipal staff to perform to the standards required;  . The Municipal Manager Employer will consult the employee Employee about the specific performance standards that will be included in the Performance Management System performance management system as applicable to the employee;  Employee. The employee undertake Employee undertakes to actively focus towards the promotion and implementation of the KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework;  . The criteria upon which the performance of the employee Employee shall be assessed shall consist of two components, both of which are shall be contained in the Performance Agreement;  Agreement The employee Employee will be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies competency Framework (CMC’sCF) respectively;  . Each area of assessment will be weighted and will contribute a specific part to the total score;  . KPA’s covering the main areas of work will account for 80% and CMC’s CF will account for 20% of the final assessment;  . The employeeEmployee’s assessment will be based on his performance in terms of the outputs/ outputs / outcomes specified in the Attached (performance indicators) identified as per attached Performance Plan EVALUATING PERFORMANCE (Annexure A), which are linked to the KPA’s and will constitute 80% of the overall assessment results as per the weightings agreed between the Employer and Employee: Key Performance Areas (KPA’S) Weighting Community and Administration services 30 Disaster Management 12 Community and Social services 26 Local Economic services 15 Protection services 15 Total 100% The Performance plan set out:  The standard CF will make up the other 20% of the Employee’s assessment score. In term of the Local Government; regulations on appointment and procedures for evaluating conditions of employment of senior Managers, Reg. 21 of 17 January 2014, the employee“Core competencies” are competencies that cut across all levels of work in a municipality and enhance contextualised leadership that guarantees service delivery impact; and “Leading competencies “means competencies that are required to develop clear institutional strategy, initiate, drive and implement programs to achieve long term sustainable and measurable service delivery performance results. There is no hierarchical connotation to the structure and all competencies are essential to the role of a senior manager to influence high performance. All competencies must therefore be considered as measurable and critical in assessing the level of a senior manager’s performance and;  The intervals for the evaluation of the employee’s performance  The municipal council may review the employee’s performance at any stage while the contract of employment remain in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action agreed to and implementation must occur within a set time frames  The employee’s performance will be measured in terms of contributions to the goals and strategies set out in the 2013/2014 Municipal IDP; The Annual Performance Appraisal will involveis listed as follows:  An assessment of achievements of results as outlined in the Performance Plan  Each KPA will be assessed according to the extent to which specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will be assessed according to the extent to which the specified standard have been met;  An indicative rating on the five point scale should be provided for each CMC;  The rating will be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  An overall rating will be calculated using the applicable assessment rating calculator. Such overall rating represents the outcome of the performance appraisal;  For the purposes of evaluating the annual performance of the employee, an evaluation panel shall be constituted by the Municipal Manager.LEADING COMPETENCIES

PERFORMANCE MANAGEMENT SYSTEM.  The employee agrees to participate in the Performance Management System that the municipality will adopt (before October 2013) and introduced for Masilonyana Local Municipality, to manage municipal staff.  The employee accepts that the purpose of Performance Management System is to provide a comprehensive system with specific performance standards to assist the municipality, management and municipal staff to perform to the standards required;  The Municipal Manager Mayor will consult the employee about the specific performance standards that will be included in the Performance Management System as applicable to the employee;  The employee undertake to actively focus towards the promotion and implementation of the KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework;  The criteria upon which the performance of the employee shall be assessed shall consist of two components, both of which are contained in the Performance Agreement;  The employee will be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies (CMC’s) respectively;  Each area of assessment will be weighted and will contribute a specific part to the total score;  KPA’s covering the main areas of work will account for 80% and CMC’s 20% of the final assessment;  The employee’s assessment will be based on his performance in terms of the outputs/ outcomes specified in the Attached Performance Plan EVALUATING PERFORMANCE The Performance plan set out:  The standard and procedures for evaluating the employee’s performance and;  The intervals for the evaluation of the employee’s performance  The municipal council may review the employee’s performance at any stage while the contract of employment remain in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action agreed to and implementation must occur within a set time frames  The employee’s performance will be measured in terms of contributions to the goals and strategies set out in the 2013/2014 Municipal IDP; The Annual Performance Appraisal will involve:  An assessment of achievements of results as outlined in the Performance Plan  Each KPA will be assessed according to the extent to which specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will be assessed according to the extent to which the specified standard have been met;  An indicative rating on the five point scale should be provided for each CMC;  The rating will be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  An overall rating will be calculated using the applicable assessment rating calculator. Such overall rating represents the outcome of the performance appraisal;  For the purposes of evaluating the annual performance of the employee, an evaluation panel shall be constituted by the Municipal Manager.

PERFORMANCE MANAGEMENT SYSTEM.  The employee agrees to participate in the Performance Management System that the municipality will adopt (before October 2013) and introduced for Masilonyana Local Municipality, to manage municipal staff.  The employee accepts that the purpose of Performance Management System is to provide a comprehensive system with specific performance standards to assist the municipality, management and municipal staff to perform to the standards required;  The Municipal Manager Mayor will consult the employee about the specific performance standards that will be included in the Performance Management System as applicable to the employee;  The employee undertake to actively focus towards the promotion and implementation of the KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework;  The criteria upon which the performance of the employee shall be assessed shall consist of two components, both of which are contained in the Performance Agreement;  The employee will be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPA’s) and the Core Management Competencies (CMC’s) respectively;  Each area of assessment will be weighted and will contribute a specific part to the total score;  KPA’s covering the main areas of work will account for 80% and CMC’s 20% of the final assessment;  The employee’s assessment will be based on his performance in terms of the outputs/ outcomes specified in the Attached Performance Plan EVALUATING PERFORMANCE The Performance plan set out:  The standard and procedures for evaluating the employee’s performance and;  The intervals for the evaluation of the employee’s performance  The municipal council may review the employee’s performance at any stage while the contract of employment remain in force;  Personal growth and development needs identified during any performance review discussion must be documented and’ where possible, action agreed to and implementation must occur within a set time frames  The employee’s performance will be measured in terms of contributions to the goals and strategies set out in the 2013/2014 Municipal 201/1 municipal IDP; The Annual Performance Appraisal will involve:  An assessment of achievements of results as outlined in the Performance Plan  Each KPA will be assessed according to the extent to which specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under that KPA;  An indicative rating on the five point scoring mechanism be provided for each KPA;  The applicable assessment rating calculator will then be used to add the scores and calculate a final KPA score; ASSESSMENT OF THE CMS’s  Each CMC will be assessed according to the extent to which the specified standard have been met;  An indicative rating on the five point scale should be provided for each CMC;  The rating will be multiplied by the weighting given to each CMC to provide a score;  The applicable assessment calculator will be used to add the scores and calculate the final CMC score; OVERALL RATING  An overall rating will be calculated using the applicable assessment rating calculator. Such overall rating represents the outcome of the performance appraisal;  For the purposes of evaluating the annual performance of the employee, an evaluation panel shall be constituted by the Mayor or council SCHEDULE FOR PERFORMANCE REVIEWS  The performance of the employee shall be reviewed within the time frames specified in the Performance Plan;  The municipality shall keep a record of the review and assessment meetings;  Performance Feedback shall be based on the Municipal Manager.Assessment of the employee’s performance;  The municipality will be entitled to review and make reasonable changes to the provisions of the Performance Plan, from time to time for operational reasons. The employee will be fully consulted before any such changes is made;  The municipality may amend the provisions of the performance plan, whenever the PMS is adopted, implemented and or amended as the case may be. In that case the employee will be fully consulted before any such changes can be effected;