Common use of PERFORMANCE MANAGEMENT SYSTEM Clause in Contracts

PERFORMANCE MANAGEMENT SYSTEM. a. 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. b. 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. c. 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. d. The Employee undertakes to actively focus towards the promotion and implementation of the KPAs (including special projects relevant to the employee’s responsibilities) within the local government framework. e. The criteria upon which the performance of the Employee shall be assessed shall consist of two components, both of which shall be contained in the Performance Agreement. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAs) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.6 The Employee’s assessment will be based on his / her performance in terms of the outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Local economic development (LED) velopment and Transformation vice delivery nd Public participation OTAL 100%

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for develops and implements in the Employer, management and municipal staff of the EmployerMunicipality. b. 5.2 The Employee accepts that the purpose of the performance management system will be is to provide a comprehensive system with specific performance standards to assist the Employer, management Management and municipal staff to perform to the standards required. c. 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. d. 5.4 The Employee undertakes to actively focus towards on the promotion and implementation of the KPAs key performance areas (KPAs) for which he is responsible, including special projects relevant to the employeeEmployee’s responsibilities) , within the local government framework. e. 5.5 The criteria upon which the performance of the Employee shall will be assessed shall consist consists of two components, both of which shall must be contained in the Performance Agreement. 5.5.1 . The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAs) KPA component and the Core Competency Requirements core competency requirements (CCRs) respectively. 5.5.2 . Each area of assessment will be weighted and will contribute a specific part to of the total score. 5.5.3 KPAs covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.6 The Employee’s assessment will be based on his / her performance in terms of the outputs / outcomes (performance indicatorstargets) identified as per attached reflected on the Performance Plan (Annexure A), which are linked to the KPA’srelevant KPAs / CCRs, key objectives and will constitute 80% of the overall assessment result key performance indicators (KPIs) as per the weightings agreed to between the Employer and the Employee: Identified Key Performance Area Weight Local economic . 5.7 The KPAs relating to the Employee’s functional area that will account for 80% of the Employee’s assessment score include: a) Institutional development (LEDand transformation; b) velopment Good governance and Transformation vice delivery nd Public participation OTAL 100%public participation; and c) Financial viability and management. 5.8 The CCRs that will make up the other 20% of the Employee’s assessment score will include: a) Financial management; b) People management and empowerment; and c) Client orientation and customer focus.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 10% Basic Service Delivery 25% Local economic development Economic Development (LED) velopment 10% Municipal Financial Viability and Transformation vice delivery nd Management 25% Good Governance and Public participation OTAL 100Participation 20% Spatial Rationale 10% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: Strategic Capability and Leadership 10% Programme and Project Management 5% Financial Management ✓ 15% Change Management 5% Knowledge Management 5% Service Delivery Innovation 5% Problem Solving and Analysis 10% People Management and Empowerment ✓ 15% Client Orientation and Customer Focus ✓ 5% Communication 10% Accountability and Ethical Conduct 15% 1 As published and defined within the Draft Competency Guidelines; Government Gazette 23 March 2007

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for develops and implements in the Employer, management and municipal staff of the EmployerDistrict Municipality. b. 5.2 The Employee accepts that the purpose of the performance management system will be is to provide a comprehensive system with specific performance standards to assist the Employer, management Management and municipal staff to perform to the standards required. c. 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. d. 5.4 The Employee undertakes to actively focus towards on the promotion and implementation of the KPAs key performance areas (KPAs) for which she is responsible, including special projects relevant to the employeeEmployee’s responsibilities) , within the local government framework. e. 5.5 The criteria upon which the performance of the Employee shall will be assessed shall consist consists of two components, both of which shall must be contained in the Performance Agreement. 5.5.1 . The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAs) KPA component and the Core Competency Requirements core competency requirements (CCRs) respectively. 5.5.2 . Each area of assessment will be weighted and will contribute a specific part to of the total score. 5.5.3 KPAs covering . The KPA component will cover the main areas of work and will account for 80% and CCRs will account for 20% of the final assessment. 5.6 The Employee’s assessment will be based on his / her performance in terms of the outputs / outcomes (performance indicatorstargets) identified as per attached reflected on the Performance Plan (Annexure A), which are linked to the KPA’srelevant KPAs / CCRs, key objectives and will constitute 80% of the overall assessment result key performance indicators (KPIs) as per the weightings agreed to between the Employer and the Employee: Identified Key Performance Area Weight Local economic development (LED. 5.7 The KPAs relating to the Employee’s functional area that will account for 80% of the Employee’s assessment score include: a) velopment Financial viability and Transformation vice delivery nd Public participation OTAL 100%management. 5.8 The CCRs that will make up the other 20% of the Employee’s assessment score will include: a) Financial management; b) People management and empowerment; and c) Client orientation and customer focus.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Transformation and Organisational Development 15% Basic Service Delivery 15% Local economic development Economic Development 25% Municipal Financial Viability and Management 10% Good Governance and Public Participation 10% Spatial Rationale 25% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (LED√) velopment from the list below as agreed to between the Employer and Transformation vice delivery nd Public participation OTAL 100Employee. CORE MANAGERIAL COMPETENCIES (CMC) WEIGHT Strategic Capability and Leadership 10% Programme and Project Management 10% Financial Management 10% Change Management 10% Knowledge Management 10% Service Delivery Innovation 10% Problem Solving and Analysis 5% People Management and Empowerment 10% Client Orientation and Customer Focus 10% Communication 5% Accountability and Ethical Conduct 10% 1.1 The standards and procedures for evaluating the Employee’s performance.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Transformation and Organisational Development n.a. Basic Service Delivery 80% Local economic development Economic Development n.a. Municipal Financial Viability and Management 10% Good Governance and Public Participation 10% Spatial Rationale n.a. 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (LED√) velopment from the list below as agreed to between the Employer and Transformation vice delivery nd Public participation OTAL 100%Employee.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for develops and implements in the Employer, management and municipal staff of the EmployerDistrict Municipality. b. 5.2 The Employee accepts that the purpose of the performance management system will be is to provide a comprehensive system with specific performance standards to assist the Employer, management Management and municipal staff to perform to the standards required. c. 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. d. 5.4 The Employee undertakes to actively focus towards on the promotion and implementation of the KPAs key performance areas (KPAs) for which she is responsible, including special projects relevant to the employeeEmployee’s responsibilities) , within the local government framework. e. 5.5 The criteria upon which the performance of the Employee shall will be assessed shall consist consists of two components, both of which shall must be contained in the Performance Agreement. 5.5.1 . The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAs) KPA component and the Core Competency Requirements core competency requirements (CCRs) respectively. 5.5.2 . Each area of assessment will be weighted and will contribute a specific part to of the total score. 5.5.3 KPAs covering . The KPA component will cover the main areas of work and will account for 80% and CCRs will account for 20% of the final assessment. 5.6 The Employee’s assessment will be based on his / her performance in terms of the outputs / outcomes (performance indicatorstargets) identified as per attached reflected on the Performance Plan (Annexure A), which are linked to the KPA’srelevant KPAs / CCRs, key objectives and will constitute 80% of the overall assessment result key performance indicators (KPIs) as per the weightings agreed to between the Employer and the Employee: Identified Key Performance Area Weight Local economic . 5.7 The KPAs relating to the Employee’s functional area that will account for 80% of the Employee’s assessment score include: a) Institutional development (LEDand transformation; b) velopment Good governance and Transformation vice delivery nd Public participation OTAL 100%public participation; and c) Basic service delivery. 5.8 The CCRs that will make up the other 20% of the Employee’s assessment score will include: a) Financial management; b) People management and empowerment; and c) Client orientation and customer focus.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Transformation and Organisational Development Basic Service Delivery 70% Local economic development (LED) velopment Economic Development Municipal Financial Viability and Transformation vice delivery nd Management 20% Good Governance and Public participation OTAL 100%Participation 10% Spatial Rationale

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 10% Basic Service Delivery n.a. Local economic development Economic Development (LED) velopment n.a. Municipal Financial Viability and Transformation vice delivery nd Management 50% Good Governance and Public participation OTAL 100Participation 35% Spatial Rationale 5% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. Strategic Capability and Leadership 5% Programme and Project Management 5% Financial Management ✓ 20% Change Management 5% Knowledge Management 5% Service Delivery Innovation 10% Problem Solving and Analysis 15% People Management and Empowerment ✓ 5% Client Orientation and Customer Focus ✓ 5% Communication 10% Accountability and Ethical Conduct 15% 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: 1 As published and defined within the Draft Competency Guidelines; Government Gazette 23 March 2007 2 ✓ = Compulsory for Municipal Manager

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Transformation and Organisational Development 40% Basic Service Delivery 10% Local economic development Economic Development n.a. Municipal Financial Viability and Management 10% Good Governance and Public Participation 40% Spatial Rationale n.a. 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (LED√) velopment from the list below as agreed to between the Employer and Transformation vice delivery nd Public participation OTAL 100%Employee.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for develops and implements in the Employer, management and municipal staff of the EmployerDistrict Municipality. b. 5.2 The Employee accepts that the purpose of the performance management system will be is to provide a comprehensive system with specific performance standards to assist the Employer, management Management and municipal staff to perform to the standards required. c. 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. d. 5.4 The Employee undertakes to actively focus towards on the promotion and implementation of the KPAs key performance areas (KPAs) for which she is responsible, including special projects relevant to the employeeEmployee’s responsibilities) , within the local government framework. e. 5.5 The criteria upon which the performance of the Employee shall will be assessed shall consist consists of two components, both of which shall must be contained in the Performance Agreement. 5.5.1 . The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAs) KPA component and the Core Competency Requirements core competency requirements (CCRs) respectively. 5.5.2 . Each area of assessment will be weighted and will contribute a specific part to of the total score. 5.5.3 KPAs covering . The KPA component will cover the main areas of work and will account for 80% and CCRs will account for 20% of the final assessment. 5.6 The Employee’s assessment will be based on his / her performance in terms of the outputs / outcomes (performance indicatorstargets) identified as per attached reflected on the Performance Plan (Annexure A), which are linked to the KPA’srelevant KPAs / CCRs, key objectives and will constitute 80% of the overall assessment result key performance indicators (KPIs) as per the weightings agreed to between the Employer and the Employee: Identified Key Performance Area Weight Local economic . 5.7 The KPAs relating to the Employee’s functional area that will account for 80% of the Employee’s assessment score include: a) Institutional development (LEDand transformation; and b) velopment Good governance and Transformation vice delivery nd Public participation OTAL 100%public participation. 5.8 The CCRs that will make up the other 20% of the Employee’s assessment score will include: a) Financial management; b) People management and empowerment; and c) Client orientation and customer focus.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 10% Basic Service Delivery 25% Local economic development Economic Development (LED) velopment 10% Municipal Financial Viability and Transformation vice delivery nd Management 25% Good Governance and Public participation OTAL Participation 20% Spatial Rationale 10% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: Strategic Capability and Leadership 10% Programme and Project Management 5% Financial Management  15% Change Management 5% Knowledge Management 5% Service Delivery Innovation 5% Problem Solving and Analysis 10% People Management and Empowerment  15% Client Orientation and Customer Focus  5% Communication 10% Accountability and Ethical Conduct 15% Total percentage - 100%% 1 As published and defined within the Draft Competency Guidelines; Government Gazette 23 March 2007 2  = Compulsory for Municipal Manager

PERFORMANCE MANAGEMENT SYSTEM. a. 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. b. 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. c. 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. d. 5.4. The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 5.5.1. The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs 5.5.2. KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.6 5.5.3. Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.4. The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Basic Service Delivery and Infrastructure Development 6 Organisational Transformation and Institutional Arrangement 26 Financial Viability and Management 20 Local economic development Economic Development 3 Good Governance and Public Participation 42 Spatial Rationale 3 Total 100 5.6. Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the 5.7. relevant manager can be added subject to negotiation between the municipal manager and the relevant manager 5.8. The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (LED√) velopment from the list below as agreed to between the Employer and Transformation vice delivery nd Public participation OTAL 100%Employee. Three of the CCRs are compulsory for Municipal Managers:

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 5% Basic Service Delivery 60% Local economic development Economic Development (LED) velopment 5% Municipal Financial Viability and Transformation vice delivery nd Management 5% Good Governance and Public participation OTAL Participation 15% Spatial Rationale 10% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: CORE MANAGERIAL COMPETENCIES (CMC) 1 WEIGHTStrategic Capability and Leadership 5% Programme and Project Management 20% Financial Management 5% Change Management 5% Knowledge Management 5% Service Delivery Innovation 20% Problem Solving and Analysis 10% People Management and Empowerment 5% Client Orientation and Customer Focus 10% Communication 5% Accountability and Ethical Conduct 10% Total percentage 100%% 6. 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.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 15% Basic Service Delivery 35% Local economic development Economic Development (LED) velopment 10% Municipal Financial Viability and Transformation vice delivery nd Management 5% Good Governance and Public participation OTAL 100Participation 30% Spatial Rationale 5% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: CORE MANAGERIAL COMPETENCIES (CMC) 1 WEIGHT Strategic Capability and Leadership 10% Programme and Project Management 5% Financial Management 15% Change Management 5% Knowledge Management 5% Service Delivery Innovation 5% Problem Solving and Analysis 10% People Management and Empowerment 15% Client Orientation and Customer Focus 5% Communication 10% Accountability and Ethical Conduct 15%

PERFORMANCE MANAGEMENT SYSTEM. a. 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. b. 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. c. 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. d. 5.4. The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 5.5.1. The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs 5.5.2. KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.6 5.5.3. Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.4. The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Transformation and Organisational Development 5 Basic Service Delivery 60 Local economic development Economic Development (LED) velopment - Municipal Financial Viability and Transformation vice delivery nd Management 15 Good Governance and Public participation OTAL 100%Participation 20 5.6. Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for develops and implements in the Employer, management and municipal staff of the EmployerDistrict Municipality. b. 5.2 The Employee accepts that the purpose of the performance management system will be is to provide a comprehensive system with specific performance standards to assist the Employer, management Management and municipal staff to perform to the standards required. c. 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. d. 5.4 The Employee undertakes to actively focus towards on the promotion and implementation of the KPAs key performance areas (KPAs) for which she is responsible, including special projects relevant to the employeeEmployee’s responsibilities) , within the local government framework. e. 5.5 The criteria upon which the performance of the Employee shall will be assessed shall consist consists of two components, both of which shall must be contained in the Performance Agreement. 5.5.1 . The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAs) KPA component and the Core Competency Requirements core competency requirements (CCRs) respectively. 5.5.2 . Each area of assessment will be weighted and will contribute a specific part to of the total score. 5.5.3 KPAs covering . The KPA component will cover the main areas of work and will account for 80% and CCRs will account for 20% of the final assessment. 5.6 The Employee’s assessment will be based on his / her performance in terms of the outputs / outcomes (performance indicatorstargets) identified as per attached reflected on the Performance Plan (Annexure A), which are linked to the KPA’srelevant KPAs / CCRs, key objectives and will constitute 80% of the overall assessment result key performance indicators (KPIs) as per the weightings agreed to between the Employer and the Employee: Identified Key Performance Area Weight Local economic . 5.7 The KPAs relating to the Employee’s functional area that will account for 80% of the Employee’s assessment score include: a) Good governance and public participation; b) Social development (LED) velopment and Transformation vice delivery nd Public participation OTAL 100%services; and

PERFORMANCE MANAGEMENT SYSTEM. a. 6.1 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. b. 6.2 The Employee accepts that the purpose of the performance management system will be is to provide a comprehensive system with specific performance standards to assist the Employer, management and municipal staff to perform to the standards standard required. c. 6.3 The Employer will consult the Employee about the in respect of any specific performance standards that will be included in the performance management system as that are applicable to the Employee. d. 6.4 The Employee undertakes to actively focus towards the promotion and implementation Implementation of the KPAs Key Performance Areas (KPAs) (including special projects relevant to the employee’s Employee's responsibilities) within the local government framework. e. 6.5 The criteria upon which the performance of the Employee shall is to be assessed shall consist of two components, both of which shall be contained in the Performance Agreement. 5.5.1 The Employee must be assessed against both componentsnamely KPAs and Core Competency Requirement (CCRs), with a weighting of 80:20 allocated to the Key Performance Areas (KPAs) KPAs and the Core Competency Requirements (CCRs) CCRs respectively. 5.5.2 6.6 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 6.7 KPAs covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.6 6.8 The Employee’s 's assessment will be based on his / her performance in terms of the outputs / outputs/outcomes (performance indicators) ), identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, KPAs and will constitute which constitutes 80% of the overall assessment result as per the weightings agreed to be between the Employer and EmployeeEmployee as follows: Identified Key Performance Area Weight Local economic development (LED) velopment and Transformation vice delivery nd Public participation OTAL 100%\'‘\\

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for develops and implements in the Employer, management and municipal staff of the EmployerDistrict Municipality. b. 5.2 The Employee accepts that the purpose of the performance management system will be is to provide a comprehensive system with specific performance standards to assist the Employer, management Management and municipal staff to perform to the standards required. c. 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. d. 5.4 The Employee undertakes to actively focus towards on the promotion and implementation of the KPAs key performance areas (KPAs) for which he is responsible, including special projects relevant to the employeeEmployee’s responsibilities) , within the local government framework. e. 5.5 The criteria upon which the performance of the Employee shall will be assessed shall consist consists of two components, both of which shall must be contained in the Performance Agreement. 5.5.1 . The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAs) KPA component and the Core Competency Requirements core competency requirements (CCRs) respectively. 5.5.2 . Each area of assessment will be weighted and will contribute a specific part to of the total score. 5.5.3 KPAs covering . The KPA component will cover the main areas of work and will account for 80% and CCRs will account for 20% of the final assessment. 5.6 The Employee’s assessment will be based on his / her performance in terms of the outputs / outcomes (performance indicatorstargets) identified as per attached reflected on the Performance Plan (Annexure A), which are linked to the KPA’srelevant KPAs / CCRs, key objectives and will constitute 80% of the overall assessment result key performance indicators (KPIs) as per the weightings agreed to between the Employer and the Employee: Identified Key Performance Area Weight Local economic development (LED. 5.7 The KPA relating to the Employee’s functional area that will account for 80% of the Employee’s assessment score is: a) velopment Basic service delivery. 5.8 The CCRs that will make up the other 20% of the Employee’s assessment score will include: a) Financial management in the Department of Financial Services; b) People management and Transformation vice delivery nd Public participation OTAL 100%empowerment; and c) Client orientation and customer focus.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 10% Basic Service Delivery 55% Local economic development Economic Development (LED) velopment n.a. Municipal Financial Viability and Transformation vice delivery nd Management 10% Good Governance and Public participation OTAL Participation 20% Spatial Rationale 5% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. Strategic Capability and Leadership 5% Programme and Project Management 20% Financial Management  5% Change Management 5% Knowledge Management 5% Service Delivery Innovation 20% Problem Solving and Analysis 10% People Management and Empowerment  5% Client Orientation and Customer Focus  10% Communication 5% Accountability and Ethical Conduct 10% Total percentage - 100%% 1 As published and defined within the Draft Competency Guidelines; Government Gazette 23 March 2007 2  = Compulsory for Municipal Manager The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers:

PERFORMANCE MANAGEMENT SYSTEM. a. 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. b. 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. c. 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. d. 5.4. The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 5.5.1. The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs 5.5.2. KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.6 5.5.3. Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.4. The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Transformation and Organisational Development 10 Basic Service Delivery - Local economic development Economic Development (LED) velopment 31 Municipal Financial Viability and Transformation vice delivery nd Management 8 Spatial Rationale 28 Good Governance and Public participation OTAL Participation 23 Total 100 5.6. Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the 5.7. relevant manager can be added subject to negotiation between the municipal manager and the relevant manager 5.8. The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: People management and Empowerment (compulsory) 17% Total: 100%

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Transformation and Organisational Development 5% Basic Service Delivery 35% Local economic development Economic Development n.a. Municipal Financial Viability and Management 5% Good Governance and Public Participation 55% Spatial Rationale n.a. 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (LED√) velopment from the list below as agreed to between the Employer and Transformation vice delivery nd Public participation OTAL 100Employee. CORE MANAGERIAL COMPETENCIES (CMC) WEIGHT Strategic Capability and Leadership 10% Programme and Project Management 10% Financial Management 10% Change Management 10% Knowledge Management 5% Service Delivery Innovation 10% Problem Solving and Analysis 10% People Management and Empowerment 5% Client Orientation and Customer Focus 10% Communication 10% Accountability and Ethical Conduct 10% 1.1 The standards and procedures for evaluating the Employee’s performance.

PERFORMANCE MANAGEMENT SYSTEM. a. 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. b. 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. c. 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. d. 5.4. The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 5.5.1. The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs 5.5.2. KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.6 5.5.3. Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.4. The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Transformation and Organisational Development 6 Basic Service Delivery - Local economic development Economic Development (LED) velopment - Municipal Financial Viability and Transformation vice delivery nd Management 61 Spatial Rationale - Good Governance and Public participation OTAL Participation 33 Total 100% 5.6. Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the 5.7. relevant manager can be added subject to negotiation between the municipal manager and the relevant manager 5.8. The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: People management and Empowerment (compulsory) 17 Total: 100

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Transformation and Organisational Development n.a. Basic Service Delivery 5% Local economic development (LED) velopment Economic Development n.a. Municipal Financial Viability and Transformation vice delivery nd Management 70% Good Governance and Public participation OTAL 100%Participation 25% Spatial Rationale n.a. 1.1 The standards and procedures for evaluating the Employee’s performance.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 15% Basic Service Delivery 50% Local economic development Economic Development (LED) velopment 5% Municipal Financial Viability and Transformation vice delivery nd Management 5% Good Governance and Public participation OTAL Participation 20% Spatial Rationale 5% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: CORE MANAGERIAL COMPETENCIES (CMC) 1 WEIGHTStrategic Capability and Leadership 5% Programme and Project Management 20% Financial Management 5% Change Management 5% Knowledge Management 5% Service Delivery Innovation 20% Problem Solving and Analysis 10% People Management and Empowerment 5% Client Orientation and Customer Focus 10% Communication 5% Accountability and Ethical Conduct 10% Total percentage 100%% 6. 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.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 5% Basic Service Delivery n.a. Local economic development Economic Development (LED) velopment 45% Municipal Financial Viability and Transformation vice delivery nd Management 5% Good Governance and Public participation OTAL Participation 15% Spatial Rationale 30% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: CORE MANAGERIAL COMPETENCIES (CMC) 1 WEIGHTStrategic Capability and Leadership 10% Programme and Project Management 15% Financial Management 5% Change Management 10% Knowledge Management 5% Service Delivery Innovation 15% Problem Solving and Analysis 15% People Management and Empowerment 5% Client Orientation and Customer Focus 10% Communication 5% Accountability and Ethical Conduct 5% Total percentage 100%% 6. 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.

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 5% Basic Service Delivery n.a. Local economic development Economic Development (LED) velopment 45% Municipal Financial Viability and Transformation vice delivery nd Management 5% Good Governance and Public participation OTAL 100Participation 15% Spatial Rationale 30% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: CORE MANAGERIAL COMPETENCIES (CMC) 1 WEIGHT Strategic Capability and Leadership 10% Programme and Project Management 15% Financial Management 5% Change Management 10% Knowledge Management 5% Service Delivery Innovation 15% Problem Solving and Analysis 15% People Management and Empowerment 5% Client Orientation and Customer Focus 10% Communication 5% Accountability and Ethical Conduct 5%

PERFORMANCE MANAGEMENT SYSTEM. a. 5.1 The Employee agrees to participate in the performance management system that the Employer adopts or introduces for the EmployerEmployee, management and municipal staff of the Employer. b. 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. c. 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. d. 5.4 The Employee undertakes to actively focus towards the promotion and implementation of the KPAs KPA’s (including special projects relevant to the employee’s responsibilities) within the local government framework. e. 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. 5.5.1 The Employee must be assessed against both components, with a weighting of 80:20 allocated to the Key Performance Areas (KPAsKPA’s) and the Core Competency Requirements (CCRs) respectively. 5.5.2 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.5.3 KPAs KPA’s covering the main areas of work will account for 80% and CCRs will account for 20% of the final assessment. 5.5.3 Each area of assessment will be weighted and will contribute a specific part to the total score. 5.6 The Employee’s assessment will be based on his / her performance in terms of the key performance indicator outputs / outcomes (performance indicators) identified as per attached Performance Plan (Annexure A), which are linked to the KPA’s, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee: Identified Key Performance Area Weight Municipal Institutional Development and Transformation 5% Basic Service Delivery 40% Local economic development Economic Development (LED) velopment n.a. Municipal Financial Viability and Transformation vice delivery nd Management 5% Good Governance and Public participation OTAL Participation 45% Spatial Rationale 5% 5.7 Manager’s responsibilities are also directed in terms of the abovementioned key performance areas. In the case of managers directly accountable to the Municipal Manager, other key performance areas related to the functional area of the relevant manager can be added subject to negotiation between the municipal manager and the relevant manager. 5.8 The CCRs will make up the other 20% of the Employee’s assessment score. CCRs that are deemed to be most critical for the Employee’s specific job should be selected (√) from the list below as agreed to between the Employer and Employee. Three of the CCRs are compulsory for Municipal Managers: CORE MANAGERIAL COMPETENCIES (CMC) 1 WEIGHTStrategic Capability and Leadership 10% Programme and Project Management 5% Financial Management 15% Change Management 5% Knowledge Management 5% Service Delivery Innovation 5% Problem Solving and Analysis 10% People Management and Empowerment 5% Client Orientation and Customer Focus 15% Communication 10% Accountability and Ethical Conduct 15% Total percentage 100%% 6. 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.