Performance Plan Content Sample Clauses

Performance Plan Content. The Performance Plan will be for a rolling period of 5 years and will detail how the objectives identified in the Charter and the requirements of the agreement will be realised. The Performance Plan will include a detailed budget for the forthcoming 12 month period (the “operating year”) and fulfil the requirements of an “Annual Performance Plan” as detailed in the regulation with initiatives identified forming part of Council’s Operational Plan. At a minimum the Performance Plan will document:  The objectives of the business unit as identified in the Rockhampton Regional Council’s Corporate PlanAn overview of the nature and extent of the significant business that the commercial business unit is to run.  Proposed standards and conditions of service and supply including non-financial performance targets.  Detailed program of works for the operating year as well as a forward plan for the 5 year period.  Additional initiatives proposed by FRW detailing the objectives of these and how the objectives will be met and associated timeframes.  How FRW intend to satisfy future demands on services during the life of the plan.  Anticipated revenue requirements, capital and operating expenses, borrowings and projected returns for council as part of a long term financial plan for providing water and sewerage services (while the Performance Plan will cover 5 years FRW would be expected to maintain a financial plan that extends to 20 years).  Notional capital structure of the commercialised business unit.  Pricing proposals for the 5 year period prepared in accordance with defined pricing principles.  Modified Financial Documents incorporating financial performance targets compiled in accordance with the Agreement.  Any proposals to actively explore new markets with an overview of the initiative and an associated budget allocation to prepare a business case for approval.  Identify what would be considered to be Community Service Obligations under the Act and the proposed costs and ongoing monitoring proposed for these initiatives in line with Councils current Competition and Reform Policy  The Performance Plan will also list any Service Level Agreements in place between FRW and RRC Departments current at the time or to be developed during the Operating year.  Reference to Sections of the Charter and the Agreement that address additional requirements of the Act and regulation in regard to the Annual Performance Plan. The Compliance Plan will include all tim...
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  • PERFORMANCE MANAGEMENT SYSTEM 5.1 The Employee agrees to participate in the performance management system that the Employer adopted for the employees 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 employees and service providers to perform to the standards required; 5.3 The Employer must consult the Employee about the specific performance standards and targets that will be included in the performance management system applicable to the Employee; 5.4 The Employee undertakes to actively focus on the promotion and implementation of the key performance indicators (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, Operational Performance and Competencies both of which shall be contained in the Performance Agreement; 5.6 The Employee’s assessment will be based on his performance in terms of the outputs/outcomes (performance indicators) identified as per attached Performance Plan, which are linked to the KPAs, and will constitute 80% of the overall assessment result as per the weightings agreed to between the Employer and Employee; 5.7 The Competencies will make up the other 20% of the Employee’s assessment score. The Competencies are spilt into two groups, leading competencies (indicated in blue on the graph below) that drive strategic intent and direction and core competencies (indicated in green on the graph below), which drive the execution of the leading competencies. Strategic direc on and leadership People management Program and project management Financial management Change leadership Governance leadersip Moral competence Planning and organising Analysis and innova on Knowledge and informa on management Communica on Results and quality focus

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  • Performance Incentives As a bonus, to supplement Associate Head Coach’s compensation, as set out herein, the University agrees to pay the following sums upon attainment of each specified goal, provided the Program is in compliance with all Governing Athletics Rules and University Rules, and there are no pending or active NCAA or __________ Conference investigations or major violations of which Associate Head Coach knew or should have known. Associate Head Coach must also complete the _________ [insert sport] season as Associate Head [Men’s/Women’s] [delete if sport is football] __________ Coach to receive any performance incentives for that season. Payment will be made to Associate Head Coach within 60 days after goal is accomplished. (a) $_________ in any contract year in which the team wins the __________ Conference championship. (b) $_________ in any contract year in which the team participates in post-season NCAA competition. (c) $_________ for each game that the team wins in NCAA post-season competition. (d) $_________ in any contract year in which the team wins the NCAA championship.]