PERFORMANCE MANAGEMENT DEVELOPMENT BREDCOM PMDS PRESENTATION 682021 1

PERFORMANCE MANAGEMENT & DEVELOPMENT BREDCOM PMDS PRESENTATION 6/8/2021 1

Aim • To provide a uniform Performance Management on Development System BREDCOM PMDS PRESENTATION 6/8/2021 2

Objectives • Performance will be managed on a continuous and consistent basis. • Staff can align their individual aspirations with departmental objectives – sense of ownership. • Individuals who render exceptional performance be identified and rewarded. • Individuals who render unsatisfactory performance be identified and remediated BREDCOM PMDS PRESENTATION 6/8/2021 3

Objectives cont • Training needs can be identified. • Service Excellence pursued. • Focus should be on Development rather than Punitive BREDCOM PMDS PRESENTATION 6/8/2021 4

The Performance Cycle • January to March • October to Dec BREDCOM PMDS PRESENTATION • April to June Quarter 4 Quarter 1 Quarter 3 Quarter 2 • July to Sept 6/8/2021 5

Agreements • A performance agreement can be defined as an agreement between the supervisor and employee to achieve objectives (responsibilities and outputs) according to standards (measures) which are aligned to the Department’s strategic plan. BREDCOM PMDS PRESENTATION 6/8/2021 6

When to enter into an Agreement • Annually • Within one calendar month after the start of the cycle, not before 1 April and not after 30 April (beware of Saturdays, Sundays and public holidays) • Newly appointed or promoted: Within one calendar month after the assumption of duty. BREDCOM PMDS PRESENTATION 6/8/2021 7

Entering into a Performance Agreement Supervisor should: • Explain the performance management system to the employee • Inform the employee of the criteria used for his/her evaluation • Develop a performance agreement (weightings, outputs and measures) • REMEMBER this is an agreement between supervisor and employee! BREDCOM PMDS PRESENTATION 6/8/2021 8

Signing the Performance Agreement When signing the Performance Agreement and initialling all pages at the START of the cycle the employee commits him-/herself to: • Delivering the outcomes according to the standards (measures) contained in the agreement • At all times performs his/her duties in full compliance with the “code of conduct”. BREDCOM PMDS PRESENTATION 6/8/2021 9

DEVELOPMENT • Performance Management shall be development-orientated. • Employee Development plan should have linkage with Career Development • Development needs must be included in Performance Agreement. BREDCOM PMDS PRESENTATION 6/8/2021 10

Quarterly Reviews • A total of 4 quarterly reviews are completed in the course of a cycle. • The supervisor AND the employee JOINTLY review the employee’s performance. • An agreement should be reached and a rating assigned. • Both parties sign and date the Quarterly Review. • A date, time and venue for the next Quarterly Review should be agreed upon. BREDCOM PMDS PRESENTATION 6/8/2021 11

Annual Performance Evaluation Final performance evaluation rating will be a calculated score. Ratings for all 4 quarters are added up and the is total divided by the number of quarters to get final rating. Q 1 Q 2 Q 3 Q 4 TOTAL FINAL RATIN G 2 3 4 4 13/4=3. 2 5 3 3 3 4 4 14/4=3. 5 4 • Round off to nearest whole number BREDCOM PMDS PRESENTATION 6/8/2021 12

Determining the final overall rating Add section 1 plus section 2 together to get a score out of 1000 Divide that score first by 10 (%) and then by 20 = final rating 325 + 370 = 695 / 10 / 20 = 3. 475 round off to nearest whole number = 3 BREDCOM PMDS PRESENTATION 6/8/2021 13

Rating 5 No rating of 5 will be accepted WITHOUT this substantive evidence PER dimension or output BREDCOM PMDS PRESENTATION 6/8/2021 14

Rating 4 EVIDENCE SHOULD EXIST! Should not be submitted Should be kept by supervisor Should be used in cases of disagreements BREDCOM PMDS PRESENTATION 6/8/2021 15

Rating 3 Evidence simply verifies that the official has met 100% of what was agreed upon in the performance agreement. BREDCOM PMDS PRESENTATION 6/8/2021 16

Rating 1 & 2 Evidence of under performance must be submitted Proof of remedial steps taken to address hindrance or causes of under performance BREDCOM PMDS PRESENTATION 6/8/2021 17

Performance Rewards Ø Performance Rewards will be paid as follows: Overall % Overall rating Reward 0 - 29 1 none 30 - 49 2 none 50 - 69 3 Pay progression 70 - 89 4 PP + Bonus 90 - 100 5 PP + Bonus Where the total amount of the bonuses to be paid exceeds 1. 5% of the wage bill, the outcome, after consultation with labour, will be recommended to the Executive Authority for final approval. BREDCOM PMDS PRESENTATION 6/8/2021 18

Review Committees DISTRICTS: District Director THRS Deputy Director Skills Development Facilitator PMD Co-ordinator Circuit Manager 1 or 2 members from each labour organisation representing PS staff BREDCOM PMDS PRESENTATION 6/8/2021 19

Disagreements Try to resolve it between supervisor and employee first Escalate to line manager of supervisor Line manager will rule on matter Still not Happy? ? ? Follow normal grievance route BREDCOM PMDS PRESENTATION 6/8/2021 20

NONE PAYMENT PAY PROGRESSION AND SALARY BONUSES 3 REASONS 1. DATE OF APPOINTMENT - LESS THAN TWO YEARS IN SERVICE 2. RANK DATE: MUST NOT BE PROMOTED WITHIN THE CYCLE 3. SCORE: AS PER COLLECTIVE AGREEMENTS AND RESOLUTIONS ( UNQUALIFYING SCORES - 1 & 2 FINAL RATINGS) BREDCOM PMDS PRESENTATION 6/8/2021 21

ACTION OFFICIALS WHO QUALIFIED FOR EITHER PAY PROGRESSION / SALARY BONUS - PRINCIPAL MUST MAKE A SUBMISSION DISTRICT PMD UNIT QUERY BREDCOM PMDS PRESENTATION FORM 6/8/2021 22

NDO LIVHUWA! NDAA! BREDCOM PMDS PRESENTATION 6/8/2021 23

LOW BREDCOM PMDS PRESENTATION ORDER QUESTIONS 6/8/2021 24