EVALUATING PERFORMANCE. 7.1 The Performance Plan (Annexure A) to this Agreement sets out:
7.1.1 the standards and procedures for evaluating the Employee’s perfor- xxxxx; and
7.1.2 the intervals for the evaluation of the Employee’s performance.
7.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
7.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
7.4 The Employee’s performance will measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
7.5 The annual performance appraisal will involve:
7.5.1. Assessment of the achievement of results as outlined in the perfor- xxxxx plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 7.5.3. below) must then be used to add the scores and calculate a final KPA score.
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of this Agreement sets out -
6.1.1 the procedures for evaluating the Employee’s performance; and
6.1.2 the intervals for the evaluation of the Employee’s performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 The annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
6.5.2 Assessment of the CCRs
(a) Each CCR should be assessed according to the extent to which the specified standards have been met.
(b) An indicative rating on the five-point scale should be provided for each CCR.
(c) This rating should be multiplied by the weighting given to each CCR during the contracting process, to provide a score.
(d) The applicable assessment rating calculator (refer to paragraph 6.5.3) must then be used to add the scores and calculate a final CCR score.
6.5.3 Overall rating An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal.
6.6 The assessment of the performance of the Employee will be based on the following rating scale for KPA’s and CCRs: Rating Terminology Description 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Plan and maintained this in all areas of responsibility throughout the year. 4 Performance significantly...
EVALUATING PERFORMANCE. 6.1 Paragraph 7 of this Agreement sets out -
6.1.1 the procedures for evaluating the Employee’s performance; and
6.1.2 the intervals for the evaluation of the Employee’s performance.
6.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
6.4 The Employee’s performance will be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
6.5 The annual performance appraisal will involve:
6.5.1 Assessment of the achievement of results as outlined in the performance plan:
(a) Each KPA will be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) The rating scale in paragraph 6.6 below will be used.
(c) The applicable assessment rating calculator (refer to paragraph 6.5.3 below) must then be used to add the scores and calculate a final KPA score.
EVALUATING PERFORMANCE. 7.1 The Performance Plan (Annexure A) to this Agreement sets out:
7.1.1 the standards and procedures for evaluating the Employee’s perfor- xxxxx; and
7.1.2 the intervals for the evaluation of the Employee’s performance.
7.2 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the contract of employment remains in force. Original Signed as per Council Resolution C2617/07/2021 dated 29 July 2021
7.3 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set time frames.
7.4 The Employee’s performance will measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
7.5 The annual performance appraisal will involve:
7.5.1. Assessment of the achievement of results as outlined in the perfor- xxxxx plan:
(a) Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale should be provided for each KPA.
(c) The applicable assessment rating calculator (refer to paragraph 7.5.3. below) must then be used to add the scores and calculate a final KPA score.
EVALUATING PERFORMANCE. 6.1. The performance Plan (Annexure A) to this Agreement sets out-
6.1.1. The standards and procedures for evaluating the Employee’s performance; and
6.1.2. The intervals for the evaluation of the Employee’s performance.
6.2. Despite the establishment of agreed intervals for evaluation, the client may in addition review the Employee’s performance at any stage while the contract of employment remains in force.
6.3. Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as actions agreed to and implementation must take place within set time frames.
6.4. The annual performance appraisal will involve:
6.4.1 Assessment of the achievement of results as outlined in the performance plan;
6.4.1.1 Each KPA should be assessed according to the extent to which the specified standards or performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
6.4.1.2 An indicative rating on the five-point scale should be provided for each KPA.
6.4.1.3 The applicable assessment rating calculator must then be used to add the scores and calculate a final KPA score.
EVALUATING PERFORMANCE. The evaluation of the employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. The annual performance appraisal will involve:
I. Assessment of the achievement of results as outlined in the performance plan;
II. Assessing the extent to which the specified standards or KPIs have been met with due regard to ad-hoc tasks that had to be performed under the KPAs and CCRs. The criteria upon which the performance of the employee shall be assessed consists of two components, both of which shall be contained in the performance plan:-
I. The employee must be assessed against both components, with a weighting of 80:20 allocated to the KPAs and the CCRs respectively;
II. Each area of assessment will be weighted and will contribute a specific part to the total score. A five-point rating scale to be used for both KPAs and CCRs, is as depicted hereunder: Level Terminology Description Rating 1 2 3 4 5 5 Outstanding Performance Performance far exceeds the standard expected of an employee at this level. The key appraisal indicates that the employee 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.
EVALUATING PERFORMANCE. The Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority will determine if the Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 4% and 14% of the all-inclusive remuneration package may be paid to the Manager in recognition of above average or outstanding performance, which is constituted as follows: A score of 150%-167% is awarded a performance bonus ranging from 10% to 14%; and A score of 130% to 149% is awarded a performance bonus ranging from 7% to 9% A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% The results of the annual assessment and the scoring report of the Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee when the Municipality’s performance management system is adopted, implemented and/or amended as the case may be subject to clause 5.3.
EVALUATING PERFORMANCE. 7.1 The Performance Plan (Section B) sets out –
7.1.1 the standards to be met by the Employee; and
7.1.2 the intervals for the evaluation of the Employee’s performance. The employee will be reviewed on the following dates with the understanding that review in the third quarter may be verbal if performance is satisfactory: First Quarter July 2023 – September 2023 Review date to be determined in line with 2024 Council Calendar of meetings Second Quarter July 2023 – December 2023 Review date to be determined in line with 2024 Council Calendar of meetings. Third Quarter July 2023 – March 2024 Review date to be determined in line with 2024 Council Calendar of meetings Fourth Quarter July 2023 – June 2024 Review date to be determined in line with 2024 Council Calendar of meetings Annual performance Evaluation July 2022 – June 2023 Review date to be determined in line with 2024 Council Calendar of meetings
7.2 Despite the establishment of agreed intervals for evaluation, the Employer may, in addition, review the Employee’s performance at any stage while the contract of employment remains in force.
7.3 Personal growth and development needs identified during any performance review discussion, if any, must be documented in a Personal Development Plan, as well as the actions agreed to, and implementation must take place within set time frames.
7.4 The Employee’s performance shall be measured in terms of contributions to the goals and strategies set out in the Employer’s IDP.
7.5 The annual performance review shall involve:
7.5.1 Assessment of achievement of results, as outlined in the performance plan:
(a) Each KPA shall be assessed according to the extent to which the specified standards and performance indicators have been met and with due regard to ad hoc tasks that had to be performed under the KPA.
(b) An indicative rating on the five-point scale must be provided for each KPA.
(c) The applicable assessment rating calculator (refer to Clause 7.5.3 below) must then be used to add the scores and calculate a final KPA score.
EVALUATING PERFORMANCE. 6.1 Despite the establishment of agreed intervals for evaluation, the Employer may in addition review the Employee’s performance at any stage while the Employment Contract remains in force.
6.2 Personal growth and development needs identified during any performance review discussion must be documented in a Personal Development Plan as well as the actions agreed to and implementation must take place within set timeframes.
6.3 The annual performance appraisal must involve:
a) An assessment of the achievement against each of the KPAs and CCRs contained in the Employee’s Performance Plan. The KPAs and CCRs should be assessed according to the extent to which the specified standards or performance targets have been met and with due regard to ad hoc tasks that had to be performed.
b) An indicative rating on the following five point scale must be allocated for each key objective that resorts under the applicable KPAs and CCRs: 5 Outstanding performance Performance far exceeds the standard expected of the Employee at this level. The appraisal indicates the Employee has achieved above fully effective results against all performance criteria and targets as specified in the 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 targets and fully achieved all others throughout the year.
