INTRODUCTION The report is compiled in terms of the Performance Management System of Kareeberg Municipality and the Local Government: Performance Regulations for Municipal Managers and Managers directly accountable to Municipal Managers, 2006 (Municipal Performance Regulations) or (MPR). In this regard, the various Senior Managers, except for the Municipal Manager undertook a process of self-assessment. The reason for the exclusion of the Municipal Manager from this process is primarily due to the fact that he joined the municipality when the targets were set and performance measurement in progress. It is however accepted that the outcomes of the Senior Managers’ assessment will be the average combined score of the Municipal Manager and as such the overall municipal assessment. In light of the above, the Municipal Managers score will be derived from the average combined scores of the Senior Managers. LEGISLATIVE FRAMEWORK The following are conditions attached to the award of a bonus to an employee for outstanding performance as prescribed by legislation. 2.1 Affordability Section 38 of the Municipal Systems Act requires a municipality to establish a performance management system which is commensurate with its resources. The Municipal Performance Report, in section 8, makes affordability to the municipality a condition for bonuses to be paid to senior managers. 2.2 Period permissible to award a performance bonus
A weight were allocated to each of the KPA’s and CCR’s, this will have an influence on the final score. The minutes of the meetings were kept by the Department Corporate Services and the minutes will be used as the official recordkeeping in any future disputes. OUTCOMES OF THE ASSESSMENT 7.1 Chief Financial Officer Section 56 Managers Municipality: Kareeberg Municipality Annual Performance Assessment Assessment Rating Calculator Name: PB Rossouw Cycle: Jul-12 to Jun-13 KPA Weight Rating Score CCRs Weight Rating Score BSD 10% 4.6 0.46 Strategic Capability and Leadership 10% 4.2 0.42 MTOD 10% 4.6 0.46 Financial Management 10% 4.2 0.42 LED 5% 4.4 0.22 Problem Solving and Analysis 10% 4.2 0.42 MFVM 75% 4.4764706 3.3573529 People Management and Empowerment 10% 3.8 0.38 GG & PP 0% 0 0 Client Orientation and Customer Focus 10% 4.2 0.42 Interpretation of and implementation within the legislative and national policy frameworks 10% 4.2 0.42 Knowledge of global and South African specific political, social and economic contexts 10% 4.2 0.42 Competence in policy conceptualisation, analysis and implementation 10% 4.2 0.42 Exceptional and dynamic creativity to improve the functioning of the municipality 10% 4.2 0.42 Knowledge of more than one functional municipal field/discipline 10% 4.2 0.42 100% 149.91176 100% 83.2 KPA weight 80% CCR weight 20% KPA SCORE 120% CCR SCORE 17% FINAL SCORE 137%
KPA Weight Rating Score CCRs Weight Rating Score BSD 80% 4.3692308 3.4953846 Strategic Capability and Leadership 10% 4.4 0.44 MTOD 10% 4.4666667 0.4466667 Financial Management 10% 4.4 0.44 LED 10% 3.6 0.36 Problem Solving and Analysis 10% 4.4 0.44 MFVM 0% 0 0 People Management and Empowerment 10% 3.8 0.38 GG & PP 0% 0 0 Client Orientation and Customer Focus 10% 3.8 0.38 Interpretation of and implementation within the legislative and national policy frameworks 10% 4.4 0.44 Knowledge of global and South African specific political, social and economic contexts 10% 4 0.4 Competence in policy conceptualisation, analysis and implementation 10% 4.4 0.44 Exceptional and dynamic creativity to improve the functioning of the municipality 10% 4.4 0.44 Knowledge of more than one functional municipal field/discipline 10% 4.4 0.44 100% 143.40171 100% 84.8 KPA weight 80% CCR weight 20% KPA SCORE 115% CCR SCORE 17% FINAL SCORE 132% Performance Scale and % Bonus payable 8.1 Overall Rating The overall rating achieved for the Key Performance Areas and Core Competency Requirements were then converted into a scale of 1 to 5. 1 representing unacceptable performance, and 5 representing outstanding performance as outlined above. 8.2 Final Scores and % Bonus The following are the final scores and bonus percentages payable on the employees total remuneration packages.