PERFORMANCE MANAGEMENT SYSTEM. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the Employer, management and municipal staff of the Employer.
PERFORMANCE MANAGEMENT SYSTEM. The Department recommends that the Customer require Contractor to have a performance management system to track project cost, schedule, deviations, and status.
PERFORMANCE MANAGEMENT SYSTEM. The Regional Office, in liaison with the Accountable Body, is developing a comprehensive performance management system and evaluation framework which will encompass the decision-making process and programme and scheme delivery. This system will enable the Regional Cabinet to: Assess the effectiveness, efficiency and value for money of schemes and the overall programme; Monitor impact and progress towards agreed aims and goals, and to understand whether schemes are on track to deliver projected outputs and outcomes; Maintain scrutiny and accountability; Inform future investment priorities and resource allocations; and Inform future activities and delivery and the sharing of best practice. Monitoring and evaluation of the Wider Investment Fund will operate at two interconnected levels, at the level of individual scheme, as defined at the FBC stage through the Assurance Framework; and at the level of the overall Delivery Programme. For schemes of significant scale or complexity the Regional Cabinet may resolve to procure external evaluation. It will be important that monitoring and evaluation exercises are scheduled to ensure a sufficient evidence base for the 5-year Gateway Review; they will therefore cover impact and economic evaluation as well as process evaluation. When undertaking the evaluation exercise use will be made of the Regional Impact Assessment tool and its broad range of indicators and factors, which are known to have a positive impact on the targets as detailed in the Regional Economic Strategy. It is essential that all schemes have an effective monitoring and evaluation plan in place to assess the effectiveness of public spending over time, and so that lessons can be learnt. Schemes will monitor against the outcomes described in the economic case. Responsibility for monitoring at a strategic level will lie with the Regional Office, whilst at the scheme level responsibility will lie with Scheme Sponsors, with the Regional Office setting compliance measures and ensuring they are adhered to and reported as required. Over time, prioritisation and sequencing will also involve a feedback loop through which the outcomes of the monitoring and evaluation work will be used to shape future investment priorities.
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 perfo...
PERFORMANCE MANAGEMENT SYSTEM. 5.1 The Manager agrees to participate in the performance management system that the Municipality adopts or introduces for the municipal management and municipal staff of the Municipality.
PERFORMANCE MANAGEMENT SYSTEM. 6.1 The criteria upon which the performance of the Employee shall be assessed shall consist of two components, as indicated in Annexure A, namely –
PERFORMANCE MANAGEMENT SYSTEM. The Employee accepts that the purpose of the performance management system will be to provide a comprehensive system with specific performance standards to assist the Employer, management and municipal staff to perform to the standards required. The Employer will consult the Employee about the specific performance standards that will be included in the performance management system as applicable to the Employee.
PERFORMANCE MANAGEMENT SYSTEM. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the Employer, management and municipal staff of the Employer. 5.2 The Employee accepts that the purpose of the performance management system will be to provide a comprehensive system with specific performance standards to assist the Employer, management and municipal staff to perform to the standards required. 5.3 The Employer will consult the Employee about the specific performance standards that will be included in the performance management system as applicable to the Employee. 5.4 The 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 shall be assessed shall consist of two components, Key Performance Areas and core Competency Requirements, both of which shall be contained in the Performance Agreement.
PERFORMANCE MANAGEMENT SYSTEM. 1. Performance management will be done in accordance with the negotiated performance management plan, incorporated in the Forest Service Handbook 6109.13, Chapter 10, except as noted in Subsection 2(b) below.
