Municipal Institutional Development and Transformation Key Performance Area (KPA) Management Key performance Indicator To ensure that Management at all levels is representative and in line with the Employment Equity Plan by November 2019 June 2017 = 40% June 2018 = 50% June 2019 = 60% Input Output Outcome Employment Equity Plan Employment Equity Analysis Employment Equity in terms of Management Municipal Data Filling of vacancies (in terms of representatives gender equity) Specific Measureable Achievable Realistic Time-bound 50% Semester Dependent on the 50% representative by 2017 June 2018 representation Employment Equity availability of [08 out of 15 Reports management senior vacancies managers and middle managers) Key Performance Area (KPA) Performance Management Key performance Indicator To ensure that the Job Evaluation System is completed by June 2018 financial year Input Output Outcome Job Descriptions Job Evaluations Acceptable job descriptions Requests from staff members Task Grading towards implementation of task Intervention by Unions grades Specific Measureable Achievable Realistic Time-bound 100% Job Reports: Yes. By June 2018 Implementation of June 2018 Evaluation 1. Job Evaluation acceptable job completed (all Outcomes descriptions staff members) Key Performance Area (KPA) Performance Management Key performance Indicator To ensure that the implementation of PMS Input Output Outcome 1. PMS Framework 1. PMS Evaluation of Senior Managers 02nd Phase of implementing 2. PMS Evaluation of Middle Managers PMS Specific Measureable Achievable Realistic Time-bound 16 staff members Reports: Yes. By June 2018 All senior managers June 2018 (05 senior 1. PMS Evaluation (05) and middle managers and 11 reports managers (11) middle managers) to be subjected to
Municipal Institutional Development and Transformation Key Performance Area (KPA) Management Key performance Indicator To ensure that Management at all levels is representative and in line with the Employment Equity Plan by November 2019 June 2017 = 40% June 2018 = 50% June 2019 = 60% Input Output Outcome Employment Equity Plan Municipal Data Employment Equity Analysis Filling of vacancies (in terms of gender equity) Employment Equity in terms of Management representatives Specific Measureable Achievable Realistic Time-bound 50% representation [08 out of 15 senior managers and middle managers) Semester Employment Equity Reports Dependent on the availability of management vacancies 50% representative by 2017 June 2018 Key Performance Area (KPA) Performance Management Key performance Indicator To ensure that the Job Evaluation System is completed by June 2018 financial year Input Output Outcome Job Descriptions Requests from staff members Intervention by Unions Job Evaluations Task Grading Acceptable job descriptions towards implementation of task grades Specific Measureable Achievable Realistic Time-bound 100% Job Evaluation completed (all staff members) Reports: 1. Job Evaluation Outcomes Yes. By June 2018 Implementation of acceptable job descriptions June 2018 Key Performance Area (KPA) Performance Management Key performance Indicator To ensure that the implementation of PMS Input Output Outcome 1. PMS Framework 1. PMS Evaluation of Senior Managers 2. PMS Evaluation of Middle Managers 02nd Phase of implementing PMS Specific Measureable Achievable Realistic Time-bound 16 staff members (05 senior managers and 11 middle managers) to be subjected to Reports: 1. PMS Evaluation reports Yes. By June 2018 All senior managers (05) and middle managers (11) June 2018