MANAGEMENT OF EVALUATION OUTCOMES. 12.1 Where the Employer is, any time during the Employee’s employment, not satisfied with the Employee’s performance with respect to any matter dealt with in this Agreement, the Employer will give notice to the Employee to attend a meeting;
12.2 The Employee will have the opportunity at the meeting to satisfy the Employer of the measures being taken to ensure that his performance becomes satisfactory and any programme, including any dates, for implementing these measures;
12.3 Where there is a dispute or difference as to the performance of the Employee under this Agreement, the Parties will confer with a view to resolving the dispute or difference; and
12.4 In the case of unacceptable performance, the Employer shall –
12.4.1 Provide systematic remedial or developmental support to assist the Employee to improve his performance; and
12.4.2 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 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 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. 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance.
11.2 A performance bonus of between 5% to 14% of the all-inclusive annual remuneration package may be paid to the Employee in recognition of outstanding performance to be constituted as follows:
11.2.1 a score of 130% to 149% is awarded a performance bonus ranging from 5% to 9%; and
11.2.2 a score of 150% and above is awarded a performance bonus ranging from 10% to 14%.
11.3 Where the employer is, at any time during the employee’s employment, not satisfied with the manager’s performance in respect of any matter dealt with in this Agreement, the employer will give notice to the employee to attend a meeting.
11.4 The employee will have the opportunity at the meeting to satisfy the employer in respect of the measures being taken to ensure that his performance becomes satisfactory and any programme, including any dates, for implementing these measures.
11.5 Where there is a dispute or difference as to the performance of the employee under this Agreement, the parties will confer with a view to resolve the dispute or difference.
11.6 In the case of unacceptable performance, the employer shall –
11.6.1 Provide systematic remedial or developmental support to assist the Employee to improve his performance; and
11.6.2 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 duties.
MANAGEMENT OF EVALUATION OUTCOMES. 11.1 The evaluation of the employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance.
11.2 A performance bonus of between 5% and 14% of all-inclusive annual remuneration package may be paid to the employee in recognition of outstanding performance to be constituted as follows:
11.2.1 The performance bonus payment shall be categorised in two bands with some ranges per band. The first performance bonus (cash rewards) payment band ranges between 5% and 9% of the all-inclusive remuneration package, as follows:
(i) A score of 130% -138% to qualify for 5% bonus;
(ii) A score of above 138%-148% to qualify for 7% bonus;
(iii) A score of above 148%-149% to qualify for 9%.
11.2.2 The second performance bonus (cash rewards) payment band ranges between 10% and 14% of the all-inclusive remuneration package, as follows:
(i) A score of 150% - 155% to qualify for 10% bonus;
(ii) A score of above 155% - 160% to qualify for 13% bonus;
(iii) A score of above 160% to qualify for 14% bonus.
11.3 The performance achievement ranging between 100% and 129% shall be regarded as performance that does not meet the standard expected for the job. The review/assessment indicates that the employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the PA and Performance Plan. This will imply that the employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement. This category of performance shall not be rewarded.
11.4 In the case of unacceptable performance, the Employer shall –
11.4.1 provide systematic remedial or developmental support to assist the Employee to improve his or her performance; and
11.4.2 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 or her duties.
MANAGEMENT OF EVALUATION OUTCOMES. 12.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance.
12.2 A performance bonus of 5% to 14% of the inclusive annual remuneration package may be paid to the Employee in recognition of outstanding performance. Assessment Score 130%- 139% 140%- 149% 150%- 159% 160%+ Recommended Bonuses 05% 09% 10% 14%
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) service at the current remuneration package on 30 June (end of financial year) subject to a fully effective assessment.
12.4 The attainment of an unqualified audit outcome is the minimum standard by which the performance of the Accounting Officer and Senior Managers will be measured in accordance with the Municipality’s Performance Management System.
a) Municipal Council will not pay future performance bonuses to the Accounting Officer, Senior Managers and relevant officials who cause the Municipality to attain a negative audit outcome and who are responsible for unauthorised, irregular, fruitless or wasteful expenditure.
b) Council commits to providing all the tools that will be necessary for the Accounting Officer, Senior Managers and Officials to perform their duties effectively, in order to attain an Unqualified Audit Outcome.
12.5 In the case of unacceptable performance, the Employer shall –
12.5.1 provide systematic remedial or developmental support to assist the Employee to improve his or her performance; and
12.5.2 after appropriate performance counselling and having provided the necessary guidance and/ or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.
MANAGEMENT OF EVALUATION OUTCOMES. 11.1 The evaluation of the Employee's performance will form the basis for rewarding outstanding performance or correcting unacceptable performance.
11.2 A performance bonus of 5% to 14% of the inclusive annual remuneration package may be paid to the Employee in recognition of outstanding performance.
11.3 In the case of unacceptable performance, the Employer shall-
11.3.1 provide systematic remedial or developmental support to assist the Employee to improve his or her performance; and
11.3.2 after appropriate performance 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 or her duties.
MANAGEMENT OF EVALUATION OUTCOMES. 12.1 The evaluation of the Employee’s performance will form the basis for evaluating performance or correcting unacceptable performance.
12.2 The Employee’s performance will be evaluated on the basis as provided for in the Municipal Performance Regulations. The attainment of a total aggregated score of 100% in terms hereof is equated to the notion of fully effective or a score of 3 out of 5 as per Council’s relevant policy and e-Perform PMS. An aggregated score of 100% or 3 out of 5 or fully effective over the 5 year contract period of the Employee, forms the basis of the renewal provision in clause 17 of the Employee’s Employment Contract.
12.3 In the case of unacceptable performance, the Employer shall
12.3.1 Provide systematic remedial or developmental support to assist the Em- ployee to improve his/her performance; and
12.3.2 After appropriate performance counselling and having provided the ne- cessary guidance and/or support as well as reasonable time for im- provement in performance, the Employer may consider steps to ter- minate the contract of employment of the Employee on grounds of unfit- ness or incapacity to carry out his/her duties.
MANAGEMENT OF EVALUATION OUTCOMES. 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance.
11.2 A performance bonus ranging from 5% to 14% of the all-inclusive annual remuneration package may be paid to the Employee in recognition of outstanding performance to be constituted as follows:
11.2.1 A score of 130% to 149% is awarded a performance bonus ranging from 5% to 9%; and
11.2.2 A score of 150% and above is awarded a performance bonus ranging from 10% to 14%.
11.3 In the case of unacceptable performance, the Employer shall –
11.3.1 Provide systematic remedial or developmental support to assist the
11.3.2 After appropriate performance counselling and having provided the necessary guidance and/ or support as well as reasonable time for improvement in performance, the Employer may consider steps to terminate the contract of employment of the Employee on grounds of unfitness or incapacity to carry out his or her duties.
MANAGEMENT OF EVALUATION OUTCOMES. 11.1 The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance, as reflected in the table below. Less than 100% Remedial Action 100% – 129 % No Bonus 130% – 139% 5% 140% – 149% 9% 150% – 159% 10% 160% – 167% 14%
11.2 In the case of unacceptable performance, the Employer shall –
11.2.1 provide systematic remedial or developmental support to assist the Employee to improve his performance; and
11.2.2 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 duties.
11.3 In the event where the validity period of the agreement is for a period less than 12 months or in the event of the Employee terminating his service during the validity period of this Agreement, performance will be evaluated for the portion during which he was employed and he will be evaluated to a pro-rata performance bonus based on his evaluated performance for the period of actual service.
MANAGEMENT OF EVALUATION OUTCOMES. 11.1. The evaluation of the Employee’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance.
11.2. A performance bonus of between 5% to 14% of the all-inclusive annual remuneration package may be paid to the Employee in recognition of outstanding performance to be constituted as follows: % Rating Over Performance % % Rating Over Performance % Bonus 130 - 133.8 5% 133.9 – 137.6 6% 137.7 – 141.4 7% 141.5 - 145.2 8% 145.3 – 149 9% 150 – 153.4 10% 153.5 – 156.8 11% 156.9 – 160.2 12% 160.2 – 163.6 13% 163.7 – 167 14%
11.3. In the case of unacceptable performance, the Employer shall:
11.4. Provide systematic remedial or developmental support to assist the Employee to improve his performance
11.5. 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 duties
