2005/2006 - SANParks

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2005South African National ParksPERFORMANCE AGAINSTPRE-DETERMINED OBJECTIVES 2005/2006BALANCED SCORECARDPERSPECTIVESTRATEGIC OBJECTIVE / GOALTO ENSURE EFFECTIVEMANAGEMENT OF REVENUE ANDEXPENDITURE (OPEX & CAPEX)KEY PERFORMANCE INDICATORQuarterly fi nancial performance review againstbudget.Implementation of the Balanced Scorecard BusinessPerformance Management System.INTERNAL PROCESSES PERSPECTIVETO ACHIEVE GOOD CORPORATEGOVERNANCEImplementation of the Record Management and FilingSystem.Implementation of a Risk Activist Programme– to encourage all employees to be custodians ofcorporate governance.Implementation of the Occupational Health and SafetyProgramme.TO ATTRACT, DEVELOP & RETAINBEST HUMAN CAPITALDevelopment of a Remuneration Strategy to closeinternal and market related disparities.Individual Learning and Development Plans.TO DEVELOP A CULTURE OF LEARNINGAND DEVELOPMENTCoaching and Mentoring Programme.Management Information System.LEARNING AND DEVELOPMENTPERSPECTIVETO SHARE & PROVIDE ACCESS TOINFORMATION & KNOWLEDGESatellite Communication Programme – implementingsatellite data communication in identifi ed sites wherelandlines are erratically available.Consolidation of data for the Geographic InformationSystem.Visible Leadership led Prevalence Test Campaign.BEST PRACTICE IN MANAGINGHIV AND AIDSDevelopment of an Employee Assistance Programme.88
2006South African National ParksTARGET PERFORMANCE RESULT COMMENTSQuarterly performance reviews.Quarterly reviews were undertaken atDivisional level.The quarterly review of fi nancial performance at business unit levelwill receive focus in the next year.Development of the BalancedScorecard for the organisation.The Balanced Scorecard has beendeveloped.The implementation of the Balanced Scorecard is meant to provide aframework for business performance governance issues. By the nextfi nancial year all employees’ KPA’s will be derived from the BalancedScorecard.Development of a RecordManagement and Filing Policy.Record Management Policy in place. The implementation of the Record Management and Filing Systemwill begin in the next fi nancial year.Introduce a ‘whistle blowing’ system. The specifi cation and procurement The system is due for implementation in the next year.process for a ‘whistle-blowing’system was started.Assessment of the state ofOccupational Health compliance inAssessment of all parks was started,and percentage (%) complianceThe assessment results will be used to develop action plans and setcompliance targets for next year.National Parks.base-line will be determined for nextyear.Remuneration Strategy to bedeveloped.Remuneration Strategy has beendeveloped.The implementation of the strategy started towards the end of thefi nancial year and will carry on into the next year.To introduce formal IndividualDevelopment Plans for all employees.The guidelines and processes fordeveloping Individual DevelopmentThe Individual Development Plans for all employees will becompleted in the next year.Plans have been completed.Procure and, or Develop aProgramme for Coaching andA process to select the appropriateService Provider was initiated.Implementation of Coaching and Mentoring Programme will takeplace in the new year.Development.Development of the BalancedScorecard dashboard.Dashboard partly developed. All available data with potential for integration has incorporatedinto the Balanced Scorecard dashboard – the dashboard will beenhanced with the rest of the information as it becomes available.14 sites identifi ed for implementation. All sites have been implemented. An additional six sites have been identifi ed and will be implementedin the new fi nancial year.Availability of data at centralrepository.Loading of available data has beenundertaken.Geographic Information and changes will be updated continuously inthe new year.100% of Executive Management toundertake Prevalence Survey.100% of Executive Managementtested participated in prevalencesurvey.The testing was undertaken on World’s AIDS Day as anencouragement and setting of an example for all employees tofollow.75% of employees in to participate inHIV and AIDS Prevalence Survey.81% of employees participated in HIVand AIDS Prevalence Survey.The Prevalence Survey will be followed by the “Know Your Status”campaign in the next fi nancial year.Develop the Programme. Programme has been developed. The programme requires appropriate funding – a funding plan will bedeveloped in the next year.Signed: __________________________________Signed: _____________________________________Chief Operating Officer, Mr S C E (Sydney) SoundyChief Executive Officer, Dr M D Mabunda89
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2005/2006 - SANParks

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