intsika yethu local municipality - Provincial Spatial Development plan

7.4.2 Rewarding and correcting good and poor performanceThis is an important step in terms of maintaining good performance on the one hand and eliminating poorperformance on the other. Currently, IYLM has a number of performance incentives for goodperformance. A performance bonus ranging from 5% to 14% of the all-inclusive remuneration packagemay be paid to a Municipal Manager and Managers directly accountable to him or her. The breakdownaccording to performance is as follows: A score of 130% to 149% shall be awarded a performance bonus ranging from 5% to 9%. A score of 150% and above shall be awarded a performance bonus ranging from 10% to 14%.In terms of poor performance the council will usually implement training in order to get the employeesperformance to the necessary levels, assistance shall be given to the employee with the intention ofimparting the necessary skills and knowledge so that the employee could be able to meet the objectives asset out in his or her performance agreement. Where performance is consistently poor to the point of beingunacceptable, council will have to take stronger measures. These actions may include, invoking anincapacity clause against the employee which could result in the employee being relieved of some duties orin the total termination of contract.7.5 Performance AuditAfter completing the performance measurements (both institutional and individual), the results should beaudited. IYLM will do an internal audit of the results and also avail the results to the Auditor-General toreview on an annual basis as this is in keeping with the Municipal Systems Act which states the followingin section 45:“The results of performance measurements in must be audited-(a) As part of the municipality’s internal auditing process: and(b) Annually by the Auditor-General”157