intsika yethu local municipality - Provincial Spatial Development plan

Personal Development plan: these are the interventions that are needed to reduce or eliminate theshortfall between the skills and knowledge that the employee possesses and the skills and knowledgeneeded to dispense his/her duties in such a way that the outputs of the position in question are met.7.4.1 The Performance Assessment processThis section highlights the current performance process which is being utilised within the IYLMinstitution. The current process should be seen as a benchmark for the planned comprehensive PMS thatis going to be realised in the coming term.According to the Performance management policy, quarterly performance appraisals are conducted for allcontracted staff of the municipality. The table beneath is a representation of the schedule of when theappraisals take place throughout the year. The table shows us that the appraisal schedule will be set inaccordance with schedule that the municipality uses. Appraisals shall be conducted for all staff membersby their immediate superiors, and will be based on the performance indicators as explained in the outputplan of the employee.Table 38: Appraisal schedule of the IYLM PMSINTERVAL PERIOD EVALUATION DEADLINEFirst quarter (July – September) 2 nd week of October*Second quarter (October – December) 2 nd week of JanuaryThird quarter (January – March) 2 nd week of April*Fourth (last) quarter (April – June) 2 nd week of JulyA rating scale is used to show the employees performance in terms of the indicators. The table beneath isan example of how an employee would be rated.Table 39: Performance Rating Scale of the IYLM PMSPERFORMANCE RATINGSCALE (score)Rating (%)Rating Definition1 0 – 49 Unacceptable Performance2 50 – 99 Performance NOT fully effective3 100 – 149 Fully Effective4 150 – 199 Performance Significantly aboveexpectation5 200 + Outstanding PerformanceThe table demonstrates how an employee is rated on a score of 1 to 5. A score of 1 is the lowest score andthus is categorised as unacceptable performance on the part of the employee. This indicates that theemployee has failed to satisfy the requirements for his or her duties as outlined by the indicators attachedto the performance agreement which the employee signed. In most cases managers will have to take actionto try and motivate the employee to improve performance because it is well below an acceptable standard.A score of 5 is indicative of outstanding or excellent performance. As a percentage this score is representedby 200% which is well above what is expected from the employee. Technically speaking a score of 5 meansthat the employee went beyond what was expected of him or her in terms of the Performance Agreement.In such cases managers will usually reward the employee for such outstanding performance in order toincentivise the sustenance of the high work standards that the employee has demonstrated.156