Principal Musician d.m Tau

AS FROM 1 APRIL 2011

1

PART I T E M RESPONSIBILITY P A G E

PART A Personal Particulars Job Holder 3

PART B Performance Agreement and Workplan Both Supervisee and

Supervisor

4 – 8

PART C Personal Development Plan Both Supervisee and

Supervisor

9

PART D Continuous Performance Monitoring (4 compulsory

meetings)

Both Supervisee and

Supervisor

10 – 12

PART E Conducting of a formal Mid Term Review during

September (Compulsory)

Both Supervisee and

Supervisor

13 – 17

PART F Conducting of a Final Assessment during March

(Compulsory)

Both Supervisee and

Supervisor

18 – 22

PART G Calculation of Supervisors point allocation: Final

Assessment of Supervisor

Supervisor 23 – 25

PART H Moderation of final assessments of Supervisors Appointed Moderating

Committee

26 – 30

PART I Feedback from Moderating Committee Appointed Chairperson of

Moderating Committee

31

PART J Management of Unsatisfactory Performance Supervisor 32 – 33


2

(Part A to be completed by the post incumbent)Performance Cycle period: 1 April ………. to 31 March……….

Force no : 94972528PEDivision/Unit/Directorate

: SA ARMY BAND

Surname & Initials : D.M TAU Current Salary Notch : R

Post Designation : PRINCIPAL MUSICIANAppointment / Promo-tion date in current rank

:02 APR1994 [military]02 JAN 2002 [functional]

Current Salary Level : Level 6Appointment date in DoD

: 02 APR 1994

Current Rank : S/SGTSurname and Initials of Supervisor

: STUGNELL A.C

Occupation (CORE) – or OSD

: SACBSalary Level of Supervisor

:

I hereby declare that the information above is true and correct, that it will be noted in the records, and I undertake to notify the Local HR Personnel Office of any changes should they occur.

_______________________________ ____________________Signature of official (Job Holder / Supervisee) Date


3

Performance Cycle period: …. April ………. to …. March……….

PERFORMANCE AGREEMENT

Job Purpose

Provide Musical and Ceremonial support to the NCG and DoD

……………………………………………………………………………………………………………………….

……………………………………………………………………………………………………………………….

Job Related Tasks (Measurable areas relating to Job Descriptions and Operational Plans) –

1. Practice an instrument

2. Parades, concerts, memorials, rehearsals

3. leading and training a group

4. admin tasks as delegated

REQUIRED NUMBER OF KRA’S TO BE FORMULATED

SALARY LEVELSMAXIMUM

NUMBER OF KRA’S

WEIGHT IMPACT OF KRA

KRA’S EMANATING FROM

Strategic/Operational Plans Job Functions

Salary Levels 1 – 4Salary Grades B1 – B4Applicable OSD

5 50%


6 60%

Salary Levels 8 – 10Salary Grades C1 – C6Applicable OSD

8 70%

Salary Levels 11 – 12Salary Grades C7-1 – C7-2Applicable OSD

8 80%

* Performance will be assessed according to the information contained in the Personal Workplan relating to the required Key Responsibility Areas (KRA’s) and Generic Assessment Factors (GAF’s).

KEY RESPONSIBILITY AREAS (KRA’S)

NRFORMULATION OF KEY

RESPONSIBILITY AREAS (KRA’S) Wight of KRA (Total = 100%)

1Participates in Military, NGO and civilian parades and concerts at a group leader standard

2Carries out orders and executes the supervising of prescribe4d tasks associated with the daily functioning of the band

3 Carries out orders and executes the supervising of prescribe4d AS FROM 1 APRIL 2011

4

tasks associated with the daily functioning of the band

4

Responsible for the training and instruction of musicians regarding the care and maintenance of instruments and equipment.

5Command and control of musicians

6Admin and implementing internal discussions in meetings

7Responsibility of daily discipline of band members

8Assists with the security measures of the band

REQUIRED NUMBER OF GAF’S TO BE FORMULATED

SALARY LEVELS

NUMBER OF

GENERIC

ASSESSMENT

FACTORS (GAF’S)

WEIGHT IMPACT OF

GAF’S

Consists of Elements of Knowledge and

Skills


5 50%


6 40%

Salary Levels 8 – 10Salary Grades C1 – C6Applicable OSD

8 30%

Salary Levels 11 – 12Salary Grades C7-1 – C7-2Applicable OSD

8 20%

GENERIC ASSESSMENT FACTORS (GAF’S)

NR FORMULATION OF GENERICASSESSMENT FACTORS (GAF’S)

Weight of GAF (Total = 100%)

1 Job Knowledge

2 Technical Skills

3 Acceptance of Responsibility

4 Communication

5 Team Work

6 Planning and Execution

7 Leadership

8 Delegation and Empowerment

NR DESCRIPTION: GENERIC ASSESSMENT FACTORS (GAF’S) (Performance Fully meets standard)


5

1

Job Knowledge

Demonstrates knowledge of policies and practices well. Experiences very little difficulty in

acquiring/learning knowledge/information. Keeps abreast of work related developments

2

Technical Skills

Demonstrates ability to apply technical/professional knowledge and skills to immediate work

situation. Normal level of supervision and guidance necessary.

3

Acceptance of Responsibility

Constantly accepts responsibility in a competent manner for own areas of work and those of

subordinates. Can be relied upon to accept responsibility in respect of other employees in

their absence when requested to do so. Normal level of supervision and counseling required.

4

Quality of work

Accomplished most of key tasks most of the time in a competent and acceptable way.

Requires normal level of supervision and guidance.

5Reliability

Seldom needs to enquire about progress of a task. Shows commitment to work

6

Initiative

Works out own programmes/approaches to overcome problems and competently performs to

expectations where general principles are not adequate to determine procedure or decisions

to be taken. Requires normal level of supervision and counseling

7

Communication

Expresses facts and ideas orally or in writing in a clear and logical manner. Needs normal

guidance and editing.

8

Interpersonal Relationships

Co-operates well with supervisors, colleagues and those supervised. Is polite and respectful of

others. Demonstrates a sound and healthy attitude when interacting with others.

9

Flexibility

Will readily accept changes in work, work patterns or procedures, work location etc. in order to help

achieve objectives.

10

Team Work

Acceptable and gets on well with colleagues. Able to influence and communicate well as part of a

team. Works to achieve team objectives. Requires normal level of supervision and guidance.

11

Planning and Execution

Demonstrates ability effectively and efficiently. Demonstrates the ability to scope length and difficulty

of project. Clear breakdown of the process steps. Well thought out work-plans.

12

Leadership

Demonstrates leadership qualities through motivation and control of subordinates. Workgroup /

component produces good standard of work in terms of quality and quantity.

13

Delegation and Empowerment

Experiences very few problems in assigning tasks/function responsibly. Shows the ability to trust the

ability of others and to develop their potential.

14

Management of Resources

Demonstrates acceptable organising ability with little guidance being necessary. Able to define

objectives, organise staff and demonstrate good budget control with normal supervision and

guidance. Delegates to staff, encourages initiative and helps develop abilities and talents of

subordinates.


6

PERSONAL WORKPLAN

KEY RESPONSIBILITY AREAS (KRA’S)Key Activities

(Main tasksto perform)

Performance Standards(Indicators and required

completion time) (3/5)Resource Requirements

and training needs(3/5) (4/5) (5/5)

1. Participates in Military, NGO and civilian parades and concerts at a group leader standard

Play an instrument100% of Group Leader standard of IDMAC 2000

Exceeds Group Leader standard of IDMAC 2000 by 5%


Musical instrument, stand and

sheet music

2 Carries out orders and executes the supervising of prescribe4d tasks associated with the daily functioning of the band

Individual rehearsalsGroup rehearsalsFull band rehearsalsBasic admin

Accomplishes 80% of the tasks



Musical instrument, stand and sheet music, Computer, route forms, paper, statements

3 Responsible for the conducting and training of an instrumental group of the band

Group Rehearsals and tuition

Bandmaster’s requirements

Over and above bandmaster requirements

Senior Director of

music requirementsInstruments, music, suitable practice room

4 Responsible for the training and instruction of musicians regarding the care and maintenance of instruments and equipment

Instrument inspections 2 x yearly 3 x yearly 4 x yearlySelf study and in-post training

5 Command and control of musicians

Musical evaluation of group

Meetings with group2 x yearly 3 x yearly 4 x yearly

Self study and in-post training

6 Admin and implementing internal discussions in meetings

Attends Management Forums

Feedback to group

Attend 80% of meetings




7 Responsibility of daily discipline of band members

Maintain discipline register

Prepares office orders to bands WO

80% of filing in order 90% of filing in order 100% of filing in order Discipline register, Self study and in-post training

8 Assists with the security measures of the band

Security of environsSecurity of buildings

80% of security in place

90% of security in place 100% of security in

placeIn-post training, Related military courses


7


Key Activities (Main tasks to perform)

Performance Standards (Indicators and required

completion time) (3/5)

Resource Requirements and training needs

(3/5) (4/5) (5/%)

1. Job Knowledge

Maintain musical standards both practically and theoretically

100% of Group Leader standard of IDMAC 2000



Musical instrument, stand and

sheet music

2 Technical Skills

Individual rehearsalsGroup rehearsalsFull band rehearsalsBasic admin




Musical instrument, stand and sheet music, Computer, route forms, paper, statements

3 Acceptance of ResponsibilityRehearsals

Band admin

80% of completed tasks



Musical instrument, stand and sheet music, musical group

4 Communication

Communication periods with OC

80% of understanding policies related to band



Self-study, in-post training, military courses

5 Team WorkRehearsals

Band admin





6 Planning and ExecutionRehearsals

Band admin





7 Leadership

Musical evaluation of group

Meetings with group2 x yearly 3 x yearly 4 x yearly


8 Delegation and Empowerment

Rehearsals

Band admin

Communication periods with OC




Self-study, in-post training, military courses


8

Entering into a Performance Agreement and Workplan:

The Department of Defence herein represented by …………………………………. (full name and capacity of Supervisor) and ………………………………………….. (full name and capacity of official / supervisee) agreed as follows:

To outline the expectations of the supervisee. To continuously monitor and assess the performance of the supervisee to determine if the performance expectations have been met. The Agreement will be valid for the period of 1 April ……. to 31 March ……… The content of the Agreement may be revised at any time during above-mentioned period to determine the applicability of the workplan agreed

upon

___________________________________ ________________________ __________________________________Signature of Supervisee Date Signature of SupervisorSurname & Initials Surname & Initials


9

Any factors that influenced the Development Plan to be listed below:

___________________________________ ________________________ __________________________________Signature of Supervisee Date Signature of SupervisorSurname & Initials Surname & Initials


PLANNING FOR PERIOD : ____________________________________

AREA IDENTIFIED FOR DEVELOPMENT OBJECTIVE OF DEVELOPMENTTYPE OF INTERVENTION

(COURSE/IN-POST TRG/SEMINAAR)

QUARTER TARGETED

PROMOTIONAL COURSES OUTSTANDING DEVELOPMENTAL COURSES

10

(4 COMPULSORY MEETINGS)REPORTING REQUIREMENTS

The Supervisee shall report to the ………………………………………….. (job title in Department) as her / his Supervisor on all parts of this agreement.

PART A: PERFORMANCE MONITORING DISCUSSIONS (A MINIMUM OF FOUR MEETINGS MUST TAKE PLACE DURING THE 12 MONTHS) PERFORMANCE CYCLE

Supervisor to meet with Supervisee to discuss an incident of non performance; OR

Supervisor to meet with Supervisee to praise / congratulate a commendable achievement.

Necessity / motivation for continuous Performance monitoring by Supervisor:

In event of a transfer or rotation to a new Supervisor, the performance record of the supervisee since commencement of performance cycle is on record.

Incidents of negative or highly positive performance are recorded as and when occurred. Assistance for the Supervisor on the continuous monitoring of performance of Supervisee, identifying of Skills

Development gaps.

PERFORMANCE DISCUSSION MEETING 1

DATE : …………………………………….

FORMULATION OF PERFORMANCE RELATED INCIDENT : ………………………………………………….

………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..

OUTCOME OF DISCUSSION : ……………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..

……………………………………………………………………………………………………………………………………..

_____________________ ______________ ____________________Signature of Supervisee Date Signature of SupervisorSurname & Initials Surname & Initials


11


DATE : …………………………………….


………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..

OUTCOME OF DISCUSSION : ………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..

……………………………………………………………………………………………………………………………………..



DATE : …………………………………….


………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..


………………………………………………………………………………………………………………………………………..

……………………………………………………………………………………………………………………………………..



12


DATE : …………………………………….


………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..


………………………………………………………………………………………………………………………………………..

……………………………………………………………………………………………………………………………………..


PERFORMANCE DISCUSSION MEETING (AS REQUIRED)

DATE : …………………………………….


………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..

………………………………………………………………………………………………………………………………………..


………………………………………………………………………………………………………………………………………..

……………………………………………………………………………………………………………………………………..



13

5-POINT EVALUATION SCALE FOR AWARDING POINTS

1 = Performance does not meet standard

2 = Performance meets some of standards expected

3 = Performance fully meets standard (100%)

4 = Performance significantly higher

5 = Performance far exceeds the standard

(Colour applicable block to indicate score allocation)KEY RESPONSIBILITY AREAS (KRA’S)

NO 1GENERIC ASSESSMENT FACTORS

(GAF’S) – NO 11 2 3 4 5 1 2 3 4 5

Description of KRA I:Participates in Military, NGO and civilian parades and concerts at a group leader standard

GAF 1: Job Knowledge

Self Assessment 3 3Supervisor Assessment 3 3

MOTIVATION SUPERVISEE:

MOTIVATION SUPERVISOR:



(GAF’S) – NO 21 2 3 4 5 1 2 3 4 5

Description of KRA 2:Carries out orders and executes the supervising of prescribe4d tasks associated with the daily functioning of the band

GAF 2: Technical Skills


MOTIVATION SUPERVISEE:AS FROM 1 APRIL 2011

14




(GAF’S) – NO 31 2 3 4 5 1 2 3 4 5

Description of KRA 3:Responsible for the conducting and training of an instrumental group of the band

GAF 3: Acceptance of Responsibility






(GAF’S) – NO 41 2 3 4 5 1 2 3 4 5

Description of KRA 4:Responsible for the training and instruction of musicians regarding the care and maintenance of instruments and equipment

GAF 4: Communication




(Colour applicable block to indicate score allocation)


15

KEY RESPONSIBILITY AREAS (KRA’S)NO 5

GENERIC ASSESSMENT FACTORS (GAF’S) – NO 5

1 2 3 4 5 1 2 3 4 5Description of KRA 5:Command and control of musicians

GAF 5: Team Work






(GAF’S) – NO 61 2 3 4 5 1 2 3 4 5

Description of KRA 6:Admin and implementing internal discussions in meetings

GAF 6: Planning and Execution

Self Assessment 3 2Supervisor Assessment 4 3MOTIVATION SUPERVISEE:




(GAF’S) – NO 71 2 3 4 5 1 2 3 4 5

Description of KRA 7:Responsibility of daily discipline of band members

GAF 7: Leadership





16



(GAF’S) – NO 81 2 3 4 5 1 2 3 4 5

Description of KRA 8:Assists with the security measures of the band

GAF 8: Delegation and Empowerment




Note:

No percentage / performance rating of performance to be determined or indicated during Mid Term Review meeting.

The purpose should be focus on progress and service delivery impact per KRA / GAF per se and improvements thereof.

If a dispute exists on any point allocation, please indicate

and if yes, indicate the applicable number of KRA’s

KRA’s number : ………………………………………………………………………………………

………………………………………………………………………………………

GAF’s number : ………………………………………………………………………………………

Supervisor to refer the dispute, within 7 working days, to the next higher Line Manager.



YES NO

17

………………………………………………………………………………………

Note: Applicable when indication was given on Page 15 during the Mid Term Review

POST OF NEXT HIGHER LINE MANAGER : ......................................................................................

DATE OF MEETING : ......................................................................................

OFFICIALS PRESENT : ......................................................................................

DISCUSSION OF DISPUTED KRA’S (Background) : ......................................................................................

…………………………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………………………

DISCUSSION OF DISPUTED GAF’S (Background) : ......................................................................................

…………………………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………………………

DECISION (Point Allocation taken by higher Line Manager)

KRA’S FINAL POINT OF THE NEXT HIGHER LINE MANAGER

REASON(s): ………………………………………………………………………………………………………………………..

......................................................................................................................................................................................

......................................................................................................................................................................................

GAF’S FINAL POINT OF THE NEXT HIGHER LINE MANAGER

REASON(s): ………………………………………………………………………………………………………………………..

......................................................................................................................................................................................

......................................................................................................................................................................................

_______________________________ ______________________ ______________Signature: Next Higher Line Manager Surname & Initials Date

_____________________ ______________ ____________________Signature: Supervisee Date Signature of SupervisorSurname & Initials Surname & Initials


RECORD OF JOINT MEETING BY NEXT HIGHER LINE MANAGER ON AREAS OF DISPUTE FROM MID TERM REVIEW

18

5-POINT EVALUATION SCALE FOR AWARDING POINTS

1 = Performance does not meet standard

2 = Performance meets some of standards expected

3 = Performance fully meets standard (100%)

4 = Performance significantly higher

5 = Performance far exceeds the standard

(Colour applicable block to indicate score allocation)

SUMMARY MOTIVATION BY SUPERVISORKRA’S

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..


KEY RESPONSIBILITY AREAS (KRA’S) -


Description of KRA 1Participates in Military, NGO and civilian parades and concerts at a group leader standard

GAF 1: Job Knowledge

KRA & GAF NO 1 1 2 3 4 5 1 2 3 4 5

Self Assessment

Supervisor Assessment

SUMMARY MOTIVATION BY SUPERVISEEKRA’S

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

8

7

6 5

4

32

1

19


…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..SUMMARY MOTIVATION BY SUPERVISOR

KRA’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..


…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..




Description of KRA 2: Carries out orders and executes the supervising of prescribed tasks associated with the daily functioning of the band

GAF 2: Technical Skills

KRA & GAF NO 2 1 2 3 4 5 1 2 3 4 5Self AssessmentSupervisor Assessment



Description of KRA 3:Responsible for the conducting and training of an instrumental group of the band

GAF 3: Acceptance of

Responsibility



…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

8

7

6 5

4

32

1

8

7

6 5

4

32

1

20


…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..




Description of KRA 4:Responsible for the training and instruction of musicians regarding the care and maintenance of instruments and equipment.

GAF 4: Communication



…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..


…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

8

7

6 5

4

32

1

21




Description of KRA 5: Command and control of musicians

GAF 5: Team Work



…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..



Description of KRA 6:Admin and implementing internal discussions in meetings

GAF 6: Planning and Execution



…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..


…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

8

7

6 5

4

32

1

8

7

6 5

4

32

1

22

NOTES:1. A comprehensive Performance motivation per KRA/GAF needs to be completed by the Supervisee

and attached to this Performance Booklet

2. If a dispute exists between Supervisor / Supervisee on any point allocation, please indicate:AS FROM 1 APRIL 2011



Description of KRA 7:Responsibility of daily discipline of band members

GAF 7:Leadership



…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..


…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..



Description of KRA 8:Assists with the security measures of the band

GAF 8: Delegation and Empowerment



…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..


…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

GAF’S…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

…………………………………………………………………..

8

7

6 5

4

32

1

8

7

6 5

4

32

1

23

And if yes, indicate the applicable nr of KRA or GAF

KRA’s nr :GAF’s nr :

(Supervisor needs to submit to his / her next higher line manager within 7 working days, resolved in 14 working days).

3. Performance outcomes in Categories 1, 2, 3, 4 and 5 will be required to appear before the Moderation Committee, please indicate.

_____________________ ______________ ____________________Signature: Supervisee Date Signature of SupervisorSurname & Initials Surname & Initials


YES NO

Accept Not Accept

24

PART G.I (Applicable for Salary Levels 1 – 4 / Salary Grades B1 – B4 / Applicable OSD)KRA RATING WEIGHT SCORE GAF RATING WEIGHT SCORE

1 12 23 34 45 5

TOTAL 100% TOTAL 100%KRA WEIGHT IMPACT 50% GAF WEIGHT IMPACT 50%CALCULATOR:

(Total Score) x 100 = % 3 1

Sub Total KRA %: (……% x 50%)/100 = KRA

CALCULATOR:


Sub Total GAF %: (……% x 50%)/100 = GAF

TOTAL: KRA …………………. + GAF …………………… = ………………..%

PART G.II (Applicable for Salary Levels 5 – 7 / Salary Grades B5 – B7 / Applicable OSD)KRA RATING WEIGHT SCORE GAF RATING WEIGHT SCORE

1 12 23 34 45 56 RATING WEIGHT 6

TOTAL TOTALKRA WEIGHT IMPACT 60% GAF WEIGHT IMPACT 40%CALCULATOR:



CALCULATOR:



TOTAL: KRA …………………. + GAF …………………… = ………………..%

PART G.III (Applicable for Salary Levels 8 – 10 / Salary Grades C1 – C6 / Applicable OSD)KRA RATING WEIGHT SCORE GAF RATING WEIGHT SCORE

1 12 23 34 45 56 RATING WEIGHT 67 78 8




CALCULATOR:



TOTAL: KRA …………………. + GAF …………………… = ………………..%


25

PART G.IV (Applicable for Salary Levels 11 – 12 / Salary Grades C7-1 – C7-2 / OSD)KRA RATING WEIGHT SCORE GAF RATING WEIGHT SCORE

1 12 23 34 45 56 67 78 8




CALCULATOR:



TOTAL: KRA …………………. + GAF …………………… = ………………..%

Indicate the Performance Category assessed by the Supervisor



1 2 3 4 5

26

NOTE: Applicable when indication was given on page 22 during the Final Assessment

POST OF NEXT HIGHER LINE MANAGER : ......................................................................................

DATE OF MEETING : ......................................................................................

OFFICIALS PRESENT : ......................................................................................

DISCUSSION OF DISPUTED KRA’S (Background) : ......................................................................................

…………………………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………………………

DISCUSSION OF DISPUTED GAF’S (Background) : ......................................................................................

…………………………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………………………

DECISION (Point Allocation of next higher Line Manager)

KRA’S / GAF’S FINAL POINT OF THE NEXT HIGHER LINE MANAGER

REASON: ………………………………………………………………………………………………………………………..

......................................................................................................................................................................................

......................................................................................................................................................................................

________________________________ ______________________ ______________Signature: Next Higher Line Manager Surname & Initials Date

_____________________ ______________ ____________________Signature: Job Holder Date Signature of SupervisorSurname & Initials Surname & Initials


RECORD OF JOINT MEETING BY NEXT HIGHER LINE MANAGER ON AREAS OF DISPUTE DURING FINAL ASSESSMENT

27

PERFORMANCE RATING SCHEDULE:

Cat Nr

Performance Category Description

Percentage Bands for

Production Levels (1 – 4)

Performance Bands for

Levels 5 - 7

Performance Bands for

Levels 8 - 10

Performance Bands for MMS (Levels 11 and

12)

1 Performance does not meet standard 0 – 65% 0 – 65% 0 – 65% 0 – 65%

2Performance meets some of standards expected

66% - 99% 66% - 99% 66% - 99% 66% - 99%

3 Performance fully meets standard 100% - 125% 100% - 126% 100% - 126% 100% - 124%

4 Performance significantly higher 126% - 149% 127% – 149% 127% – 149% 125% - 149%

5 Performance far exceeds the standard 150% + 150% + 150% + 150% +

PERFORMANCE RATING AS SUBMITTED BY SUPERVISOR (MARK WITH X):PERCENTAGE PERFORMANCE DESCRIPTION

CATEGORY 1CATEGORY 2CATEGORY 3CATEGORY 4CATEGORY 5

MODERATION PROCEDURE

If indicated in Part F that consensus exists and Supervisee accepted invitation to appear before Moderation Committee the following process needs to be concluded by the Moderating Committee.

Both Supervisor and Supervisee to appear on (date)……………………………………………………… before the Moderation Committee.

Confirmation from both parties that they agree on Supervisor’s assessment:

If yes: Moderating Committee confirms Supervisor’s assessment as the final moderated score:

__________% Performance Category nr. __________

If no (No consensus) – To be referred to next higher Line Management for decision and thereafter full moderation to be conducted within 7 working days.

______________________________________ __________________CHAIRPERSON: MODERATING COMMITTEE DATE

______________________________________INITIALS AND SURNAME OF CHAIRPERSON


YES NO

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Centres of moderation to be:

Levels Unit Fmn Dir/Div/Service

L1 - 10 Per Unit

L11 – 12 All Unit Cmdrs (if delegated) All Cmdrs

Both Supervisor / Supervisee appear on …………………………………… at …………………… (time) before the Moderating Committee, where after Supervisor present candidate.

Moderation of Supervisor’s assessment:

KRA NRCONSENSUS MOTIVATION / REMARKS / COMMENTS OF

MODERATING COMMITTEE AFTER DISCUSSIONS

CONSENSUS: Score of


(Point out of 5)

1………………………………………………………………………………………………………………………………………………………………

2………………………………………………………………………………………………………………………………………………………………

3………………………………………………………………………………………………………………………………………………………………

4………………………………………………………………………………………………………………………………………………………………

5………………………………………………………………………………………………………………………………………………………………

6………………………………………………………………………………………………………………………………………………………………

7………………………………………………………………………………………………………………………………………………………………

8………………………………………………………………………………………………………………………………………………………………


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GENERAL REMARKS FORMULATED BY THE MODERATING COMMITTEE ON ANY PERFORMANCE GAPS OF MODERATED OFFICIAL:

…………………………………………………………………………………………………………………….

…………………………………………………………………………………………………………………….

…………………………………………………………………………………………………………………….

…………………………………………………………………………………………………………………….

…………………………………………………………………………………………………………………….

…………………………………………………………………………………………………………………….

…………………………………………………………………………………………………………………….

…………………………………………………………………………………………………………………….

…………………………………………………………………………………………………………………….


GAF NRCONSENSUS MOTIVATION / REMARKS / COMMENTS OF

MODERATING COMMITTEE AFTER DISCUSSIONS

CONSENSUS: Score of


(Point out of 5)

1………………………………………………………………………………………………………………………………………………………………

2………………………………………………………………………………………………………………………………………………………………

3………………………………………………………………………………………………………………………………………………………………

4………………………………………………………………………………………………………………………………………………………………

5………………………………………………………………………………………………………………………………………………………………

6………………………………………………………………………………………………………………………………………………………………

7………………………………………………………………………………………………………………………………………………………………

8………………………………………………………………………………………………………………………………………………………………

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MODERATING COMMITTEE CALCULATOR

SALARY LEVELS 1 – 4 / SALARY GRADES B1 – B4 / APPLICABLE OSD

KRA RATING WEIGHT SCORE GAF RATING WEIGHT SCORE1 12 23 34 45 5

TOTAL 100% TOTAL 100%KRA WEIGHT IMPACT 50% GAF WEIGHT IMPACT 50%CALCULATOR:



CALCULATOR:



TOTAL: KRA …………………. + GAF …………………… = ………………..%

SALARY LEVELS 5 – 7 / SALARY GRADES B5 – B7 / APPLICABLE OSD

KRA RATING WEIGHT SCORE GAF RATING WEIGHT SCORE1 12 23 34 45 56 RATING WEIGHT 6




CALCULATOR:



TOTAL: KRA …………………. + GAF …………………… = ………………..%


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SALARY LEVELS 8 – 10 / SALARY GRADES C1 – C6 / APPLICABLE OSD

KRA RATING WEIGHT SCORE GAF RATING WEIGHT SCORE1 12 23 34 45 56 RATING WEIGHT 67 78 8




CALCULATOR:



TOTAL: KRA …………………. + GAF …………………… = ………………..%

SALARY LEVELS 11 – 12 / SALARY GRADES C7-1 – C7-2 / APPLICABLE OSD

KRA RATING WEIGHT SCORE GAF RATING WEIGHT SCORE1 12 23 34 45 56 67 78 8




CALCULATOR:



TOTAL: KRA …………………. + GAF …………………… = ………………..%

DETERMINATION OF OUTCOME OF FINAL ASSESSMENT


32

H.3 Final Performance Rating):

3.1 KRA’s : …………… = ……………… %

3.2 GAF’s : …………… = ……………… %

FINAL PERCENTAGE : …………………….. %

PERFORMANCE CATEGORY (1,2,3,4 or 5) : ……………………..

______________________________________ _________________Signature: Chairperson of Moderating Date

Committee

______________________________________Surname and Initials of Chairperson

______________________________________Signature: Members of the Moderation Committee

Member: _______________________________ Member: ____________________________

Member: _______________________________ Member: ____________________________


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Moderation

o Supervisee and his / her Supervisor receives verbal feedback from Chairperson of moderating committee on specific areas of concern / under Performance.

o Point allocation per KRA/GAF of the committee.

Date of feedback meeting facilitated by Chairperson Moderating Committee: …………………………….

Indication of who attend meeting :

Chairperson (Moderating Committee) YES NOMember: Moderating Committee (Optional) YES NOMember: Moderating Committee (Optional) YES NOSupervisor YES NOSupervisee YES NO

Comment notes from Chairperson:

……………………………………………………………………………………………………………………….

……………………………………………………………………………………………………………………….

……………………………………………………………………………………………………………………….

Areas of concerns / Under Performance:

……………………………………………………………………………………………………………………….

……………………………………………………………………………………………………………………….

……………………………………………………………………………………………………………………….

Final Performance Rating: _____________

Final Performance Category: ______________________________

SIGNATURES OF:

Supervisee : ___________________________

Surname and Initials : ___________________________

Supervisor : ___________________________

Surname and Initials : ___________________________

Chairperson : ___________________________

Surname and Initials : ___________________________Date: _____________________


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COMPULSORY EVENT WHEN PERFORMANCE ASSESSMENT IS NOT ON STANDARD (Less

than 65% - Thus a Category I)

PERSONAL ASSISTANCE PLAN TO IMPROVE ON UNSATISFACTORY PERFORMANCE

A. PERSONAL PARTICULARS

NAME : …………………………………………………

POST : …………………………………………………

PERSAL NR : …………………………………………………

NAME OF SUPERVISOR : …………………………………………………

B PERSONAL ASSISTANCE PLAN (To be compiled by Supervisor)

Remedial steps initiated by Supervisor to improve Skills Development of Supervisee (List them)

…………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………..

…………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………

…………………………………………………………………………………………………………………………

C. MONTHLY PROGRESS REPORT

Month 1:………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………


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Month 2:………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

Month 3:………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

Month 4:………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

Month 5:………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

Month 6:………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

………………………………………………………………………………………………………………………………

Decision of Supervisor after the 6th meeting:

To indicate if the area of the employee’s performance up to standard?

If yes, Process of Personal Assistance Plan ended.

If no, A decision needs to be taken by the next higher Line Manager of a further period of applying the

Personal Assistance Plan or institution of incapacity procedure.

Please refer to the applicable User Guidelines on application of any area of this Performance Booklet


YES NO

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Principal Musician d.m Tau

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