16 Cllr Remofilwe Simphiwe Hlatswayo 44.8 16 60.8 17 Cllr Jeremiah Modiri Lekala 60.8 16 76.8 18 Cllr Mari Boshoff 72 16 88 Performance Outcome of PR COUNCILLORS 63.22 16 76% OVERALL PERFORMANCE OUTCOME - SPEAKER UNIT 78% 2.2 STRATEGIC PERFORMANCE The role of the municipality is to ensure that effective service delivery, institutional transformation, local economic development, sound financial management and good governance are adhered to and for that purpose the Strategic SDBIP was approved that contains measurable objectives for implementation. The approved Service Delivery Budget Implementation Plan (SDBIP) were managed by the Strategic Managers and they are assessed on a quarterly basis. Herewith the performance outcome in terms of Strategic performance over the past six-months of the 2013/2014 financial year. SECTION 54 & 56 EMPLOYEES MID TERM PERFORMANCE OUTCOME ANNUAL PERFORMANCE OUTCOME MUNICIPAL MANAGER KPA’S – 80% 74 IMPACT- 20% 18 KPA’S – 80% IMPACT- 20% HOD INFRASTRUCTURE SERVICES KPA’S – 80% 47 IMPACT- 20% 17 KPA’S – 80% IMPACT- 20% HOD CORPORATE SERVICES KPA’S – 80% 49 IMPACT- 20% 20 KPA’S – 80% IMPACT- 20% HOD FINANCIAL SERVICES KPA’S – 80% 49 IMPACT- 20% 16 KPA’S – 80% IMPACT- 20% HOD COMMUNITY SERVICES KPA’S – 80% 51 IMPACT- 20% 15 KPA’S – 80% IMPACT- 20%
PERFORMANCE FEEDBACK IN TERMS OF IDENTIFIED PERFORMANCE DELIVERABLES WITHIN THE UNIT (Challenges with Solutions) (Hard Issues) 1. Alignment with the IDP, Budget and will be done through continuous meetings with staff including training 2. capacity will require motivation for additional staff during the organisational review process 3 Illegal use of land – appointing of additional staff, municipal court system, educate communities by ward meetings and media. 4 Training in SANS 10400 PART X (Energy Efficiency) 5 Building Inspectors to undergo the Peace Officers course with accreditation PERFORMANCE FEEDBACK IN OF THE IMPACT ON THE ENVIRONMENT WITHIN THE UNIT (Customer Care & Development Training) (Soft Issues) This unit has noted the negative feedback fro the public and means are devised to motivate personnel to conduct themselves according to the best business and professional standard so as to harness ethical conduct. IDENTIFIED EMPLOYEES IN TERMS OF EMPLOYEE WELLNESS TRAINING and/or CAPACITY NEEDS The Line Manager will ensure that on-the-job-training and performance feedback are provided. The Line Manager remain responsible for performance coaching and monitoring HR will only become involved after the first steps in terms of performance discipline has been followed and/or in cases where performance capacity needs are required N.A. DEPARTMENTAL PERFORMANCE SCORECARD section unit nr employee details MID-TERM PERFORMANCE ANNUAL PERFORMANCE deliverables 80% impact 20% % deliverables 80% impact 20% TOTAL % HOD Office 1 Amy Harmse 64 16 80 Performance Outcome of Unit 64 16 80% LED SEC LED Unit 1 Jabu Marwa 64 16 80 2 42 16 58
2 Kgomotso Tshwane 57.6 16 73.6% Performance Outcome of Unit 60.8 16 76.8% CORPORATE MSS Unit 1 Refilwe Phathi 51.2 16 67.2% 2 Sylvia Bam 60.8 16 76.8% 3 Maria Ndlovu 44.8 16 60.8% 4 Vuyiseka Notununu 64 16 80% 6 Abigail Ngobene 51.2 16 67.2% 7 Tsepo Mabena 51.2 16 67.2% Performance Outcome of Unit 53.87 16 59.8% RECORDS Unit 1 Nomvula De Jesus 60.8 14 74.8% 2 Portia Khumalo 60.8 16 76.8% 3 Zanele Mnguni 67.2 20 87.2% 4 Anna Sebiloane 60.8 14 74.8% Performance Outcome of Unit 62.4 16 78.4% HR HR Unit 1 Hlumbane 57.6 16 73.6% 2 Nerina Ramsammy 54.4 16 70.4% 3 Ntuntu Mabaso 44.8 12 56.8% 4 Babi Mohale 35.2 14 49.2% Performance Outcome of Unit 48% 14.5 62.5% DEPARTMENTAL PERFORMANCE OUTCOME 69.4% 2.3.5 DEPARTMENT FINANCIAL SERVICES The Financial Department is responsible for the preparation and management of all financial matters that includes the