Common use of EVALUATING PERFORMANCE Clause in Contracts

EVALUATING PERFORMANCE. The Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority will determine if the Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 4% and 14% of the all-inclusive remuneration package may be paid to the Manager in recognition of above average or outstanding performance, which is constituted as follows:  A score of 150%-167% is awarded a performance bonus ranging from 10% to 14%; and  A score of 130% to 149% is awarded a performance bonus ranging from 7% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% The results of the annual assessment and the scoring report of the Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee when the Municipality’s performance management system is adopted, implemented and/or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Municipal Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal ManagerMayor. The Municipal Manager Mayor will give performance feedback to the Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority will determine if the Municipal Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 4% and 14% of the all-inclusive remuneration package may be paid to the Manager in recognition of above average or outstanding performance, which is constituted as follows:  A score of 150%-167% is awarded a performance bonus ranging from 10% to 14%; and  A score of 130% to 149% is awarded a performance bonus ranging from 7% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% The results of the annual assessment and the scoring report of the Municipal Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Municipal Manager’s Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager Mayor may, in addition, review the Municipal Manager’s performance at any stage while his/her his contract of employment remains in force. The Municipal Manager Mayor will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee when the Municipality’s performance management system is adopted, implemented and/or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Corporate Services Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Corporate Services Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Corporate Services Manager performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Corporate Services Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Manager General Manager: Internal Audit in recognition of above average or outstanding performance, which is constituted as follows:  follows:-  A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and   A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Corporate Services Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Corporate Services Manager Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Corporate Services Manager performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Corporate Services Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Community Services Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Community Services Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Community Services Manager performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Community Services Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Community Services Manager in recognition of above average or outstanding performance, which is constituted as follows:  follows:-  A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and   A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Community Services Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Community Services Manager Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Community Services Manager performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Community Services Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Municipal Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Municipal Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Municipal Manager performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Municipal Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Municipal Manager in recognition of above average or outstanding performance, which is constituted as follows:  follows:- • A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and  • A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Municipal Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Municipal Manager Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Municipal Manager performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Municipal Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority will determine if the Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 4% and 14% of the all-inclusive remuneration package may be paid to the Manager in recognition of above average or outstanding performance, which is constituted as follows:  ✓ A score of 150%-167% is awarded a performance bonus ranging from 10% to 14%; and  ✓ A score of 130% to 149% is awarded a performance bonus ranging from 7% to 9%  ✓ A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% The results of the annual assessment and the scoring report of the Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee when the Municipality’s performance management system is adopted, implemented and/or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Municipal Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Municipal Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Municipal Manager performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Municipal Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Municipal Manager in recognition of above average or outstanding performance, which is constituted as follows:  follows:-  A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and   A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Municipal Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Municipal Manager Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Municipal Manager performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Municipal Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Manager Chief Finance Officer will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Manager Chief Finance Officer after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Chief Finance Officer performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Manager Chief Finance Officer is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Manager Chief Finance Officer in recognition of above average or outstanding performance, which is constituted as follows:  follows:-  A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and   A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Manager Chief Finance Officer for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Chief Finance Officer Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Chief Finance Officer performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Manager Chief Finance Officer will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.

EVALUATING PERFORMANCE. The Acting Technical Services Manager will submit quarterly performance reports and a comprehensive annual performance report prior to the performance assessment meetings to the Municipal Manager. The Municipal Manager will give performance feedback to the Acting Technical Services Manager after each quarterly and the annual assessment meetings. The evaluation of the Manager’s Acting Technical Services Manager performance will form the basis for rewarding outstanding performance or correcting unacceptable performance. At the end of the 4th quarter, the Executive Authority Mkhambathini Municipality will determine if the Acting Technical Services Manager is eligible for a performance bonus as envisaged in his/her contract of employment. A performance bonus of between 45% and 14% of the all-inclusive remuneration package may be paid to the Manager General Manager: Internal Audit in recognition of above average or outstanding performance, which is constituted as follows:  follows:- • A score of 150%-16775% to 100% is awarded a performance bonus ranging from 10% to 14%; and  • A score of 13065% to 14974% is awarded a performance bonus ranging from 75% to 9%  A score of 115% to 129% is awarded a performance bonus ranging from 4% to 6% as further set out in Annexure D hereto. The results of the annual assessment and the scoring report of the Acting Technical Services Manager for the purposes of bonus allocation, if applicable, will be submitted to the Executive Committee for a recommendation to the full Council. Personal growth and development needs identified during any performance assessment discussion, must be documented in the Manager’s Acting Technical Services Manager Personal Development Plan as well as the action steps and set time frames agreed to. Despite the establishment of agreed intervals for assessment, the Municipal Manager may, in addition, review the Manager’s Acting Technical Services Manager performance at any stage while his/her contract of employment remains in force. The Municipal Manager will be entitled to review and make reasonable changes to the provisions of Annexure “A” from time to time for operational reasons. The Acting Technical Services Manager will be fully consulted before any such change is made. The provisions of Annexure “A” may be amended by the Executive Committee Mkhambathini Municipality when the Municipality’s Municipality‟s performance management system is adopted, implemented and/or and / or amended as the case may be subject to clause 5.3.