Common use of PERFORMANCE OBJECTIVES Clause in Contracts

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out – 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes within which those performance objectives and targets must be met; and 4.1.3 The competencies (Annexure B – definitions in terms of Regulation 21 of 17 January 2014) required to operate effectively as senior managers in the local government environment. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employee; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out – 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes time frames within which those performance objectives and targets must be met; and 4.1.3 The competencies core competency requirements (Annexure B – definitions in terms of Regulation 21 of 17 January 2014definitions) required as the management skills regarded as critical to operate effectively as senior managers in the local government environmentposition held by the Employee. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators (KPIs) that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employeeachieved; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 5.1 The Performance Plan (Annexure A) sets out – 4.1.1 5.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 5.1.2 The timeframes time frames within which those performance objectives and targets must be met; and; 4.1.3 The competencies (Annexure B – definitions in terms of Regulation 21 of 17 January 2014) required to operate effectively as senior managers in the local government environment. 4.2 5.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 5.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 5.2.2 Key performance indicators that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employeeachieved; 4.2.3 5.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 5.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 5.3 The Competency Framework as prescribed by Regulation 21 to the Municipal Systems Act of 17 January 2014 (Local Government Regulations on the Appointment and Conditions of Appointment of Senior Managers) (Annexure B) sets out the competencies required to operate effectively as a senior manager in the local government environment. 5.4 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 5.5 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out – 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes within which those performance objectives and targets must be met; and 4.1.3 The competencies (Annexure B – definitions in terms of Regulation 21 of 17 January 2014) required to operate effectively as senior managers in the local government environment. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators that provide the details of the evidence that must be provided to show that a key objective indicator has been achieved by the employee; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out – 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes within which those performance objectives and targets must be met; and 4.1.3 The competencies (Annexure B – definitions in terms of Regulation 21 of 17 January 2014) required to operate effectively as senior managers in the local government environment. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employeeachieved; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out –out: 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes time frames within which those performance objectives and targets must be met; and 4.1.3 The competencies core competency requirements (as defined in Annexure B – definitions in terms of Regulation 21 of 17 January 2014B) required as the management skills regarded as critical to operate effectively as senior managers in the local government environmentposition held by the Employee. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall will include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators (KPIs, also referred to as Pre-determined Objectives) that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employeeachieved; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure AB) sets out –out- 4.1.1 The the performance objectives and targets that must be met by the Employee;; and 4.1.2 The timeframes the time frames within which those performance objectives and targets must be met; and 4.1.3 The competencies the competency requirements (Annexure B C – definitions in terms of Regulation 21 of 17 January 2014definitions) required as the management skills regarded as critical to operate effectively as senior managers in the local government environmentposition held by the employee. 4.2 The performance objectives and targets reflected in Annexure A B are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include:include key objectives; key performance indicators; target dates and weightings. 4.2.1 Key The key objectives that describe the main tasks that need to be done;. 4.2.2 Key The key performance indicators that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employee;achieved. 4.2.3 Target The target dates that describe the timeframe in which the targets work must be achieved; and. 4.2.4 Weightings showing The weightings show the relative importance of the key objectives to each other. 4.3 The Personal Development Plan personal development plan (Annexure CD) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employeremployer; and 4.4 The Employee’s 's performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s 's Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out –out• 4.1.1 The the performance objectives and targets that must be met by the Employee;; and 4.1.2 The timeframes the time frames within which those performance objectives and targets must be met; and 4.1.3 The competencies the competency requirements (Annexure B – definitions in terms of Regulation 21 of 17 January 2014definitions) required as the management skills regarded as critical to operate effectively as senior managers in the local government environmentposition held by the employee. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include:include key objectives; key performance indicators; target dates and weightings. 4.2.1 Key The key objectives that describe the main tasks that need to be done;. 4.2.2 Key The key performance indicators that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employee;achieved. 4.2.3 Target The target dates that describe the timeframe in which the targets work must be achieved; and. 4.2.4 Weightings showing The weightings show the relative importance of the key objectives to each other. 4.3 The Personal Development Plan personal development plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employeremployer; and 4.4 The Employee’s 's performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s 's Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out – 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes within which those performance objectives and targets must be met; and 4.1.3 The competencies (Annexure B – definitions in terms of Regulation 21 of 17 January 2014) required to operate effectively as senior managers in the local government environment. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employeeachieved; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 4.2 4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure AA – Key Performance Indicators) sets out – 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes time frames within which those performance objectives and targets must be met; and 4.1.3 The competencies core competency requirements (Annexure B – definitions in terms of Regulation 21 of 17 January 2014) required are essential to operate effectively as the role of a senior managers in manager employed at the local government environmentmunicipality. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 Key objectives that describe the main tasks that need needs to be done; 4.2.2 Key performance indicators that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employeeachieved; 4.2.3 Target dates that describe the timeframe in which the targets work must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out – 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes within which those performance objectives and targets must be met; and 4.1.3 The competencies (Annexure B – definitions in terms of Regulation 21 of 17 January 2014) required to operate effectively as senior managers in the local government environment. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators that provide the details of the evidence theevidence that must be provided to show that a key objective indicator has been achieved by the employee; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out – 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes within which those performance objectives and targets must be met; and 4.1.3 The competencies (Annexure B – definitions in terms of Regulation 21 of 17 January 2014) required to operate effectively as senior managers in the local government environment. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators that provide the details of the evidence theevidence that must be provided to show that a key objective has been achieved by the employee; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out –out- 4.1.1 The the performance objectives and targets that must be met by the Employee;; and 4.1.2 The timeframes the time frames within which those performance objectives and targets must be met; and 4.1.3 The competencies the competency requirements (Annexure B – definitions in terms of Regulation 21 of 17 January 2014definitions) required as the management skills regarded as critical to operate effectively as senior managers in the local government environmentposition held by the employee. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include:include key objectives; key performance indicators; target dates and weightings. 4.2.1 Key The key objectives that describe the main tasks that need to be done;. 4.2.2 Key The key performance indicators that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employee;achieved. 4.2.3 Target The target dates that describe the timeframe in which the targets work must be achieved; and. 4.2.4 Weightings showing The weightings show the relative importance of the key objectives to each other. 4.3 The Personal Development Plan personal development plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employeremployer; and 4.4 The Employee’s 's performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s 's Integrated Development Plan.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out –out: 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes time frames within which those performance objectives and targets must be met; and 4.1.3 The competencies core competency requirements (Annexure B – definitions in terms of Regulation 21 of 17 January 2014definitions) required as the management skills regarded as critical to operate effectively as senior managers in the local government environmentposition held by the Employee. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development PlanPlan (IDP), Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall will include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators (KPIs) that provide the details of the evidence that must be provided to show that a key objective has been achieved by the employeeachieved; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development PlanIDP.

PERFORMANCE OBJECTIVES. 4.1 The Performance Plan (Annexure A) sets out – 4.1.1 The performance objectives and targets that must be met by the Employee; 4.1.2 The timeframes within which those performance objectives and targets must be met; and 4.1.3 The competencies (Annexure B – definitions in terms of Regulation 21 of 17 January 2014) required to operate effectively as senior managers in the local government environment. 4.2 The performance objectives and targets reflected in Annexure A are set by the Employer in consultation with the Employee and based on the Integrated Development Plan, Service Delivery and Budget Implementation Plan (SDBIP) and the Budget of the Employer, and shall include: 4.2.1 Key objectives that describe the main tasks that need to be done; 4.2.2 Key performance indicators that provide the details of the evidence that must be provided to show that a key objective an indicator has been achieved by the employee; 4.2.3 Target dates that describe the timeframe in which the targets must be achieved; and 4.2.4 Weightings showing the relative importance of the key objectives to each other. 4.3 The Personal Development Plan (Annexure C) sets out the Employee’s personal development requirements in line with the objectives and targets of the Employer; and 4.4 The Employee’s performance will, in addition, be measured in terms of contributions to the goals and strategies set out in the Employer’s Integrated Development Plan.