| 1. |
In terms of the Incentive Policy Framework for Salary Levels 1 to 12, employees who have achieved an overall performance rating of 4 (Commendable) and 5 (Outstanding) after a full SPMDS assessment, become eligible for consideration for a performance bonus, if a department has sufficient funds and on condition that the employee being considered has completed one full year of service by 31 March on his or her particular salary notch.
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| 2. |
For the SPMDS 2004/2005 Cycle, the Western Cape Education Department (WCED) is in a position to award an incentive bonus of 5% of an employee’s basic annual salary if his or her performance was Commendable, and 9% if it was Outstanding.
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| 3. |
It also stands to reason that the budgeted amount does not allow for every employee to qualify for this incentive bonus. The WCED seeks to reward its top performers who are contributing to service delivery improvement and the expectation is that only 20% of the staff are above-average performers, viz. 15% performing at Commendable (4) level and 5% performing at an Outstanding (5) level.
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| 4. |
To ensure that consistency and equity prevail within the Department, and that there has been procedural and administrative fairness, a moderating process has been scheduled for mid-October to mid-December 2005.
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| 5. |
Line managers will have to justify ratings above or below “Acceptable” and are required to submit the following documentation in respect of the applicable public service staff member.
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| 5.1 |
An individual performance plan (Annexure A)
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| 5.2 |
An individual development plan (Annexure B)
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| 5.3 |
Two performance review instruments (Annexure C) over the period 1 October 2004 to 31 March 2005
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| 5.4 |
An appraisal instrument (Annexure D) for the period 1 April 2004 to 31 March 2005
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| 5.5 |
A motivation which explains why the employee’s performance has been rated as more than Acceptable under each main objective or key result areas within the SPMDS 1 April 2004 to 31 March 2005 Cycle (See Appendix I). Performance improvement plans (PIPs) must also be completed and submitted in cases of Unacceptable and Borderline ratings.
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| 6. |
All the above-mentioned completed and signed annexures and any other supporting documentation must be submitted to The Performance Management Officer, Directorate: Personnel Management (Public Service Staff), Room 10-11, Western Cape Education Department, Private Bag X9114, Cape Town, 8000 by 21 September 2005. It is not necessary to re-submit annexures that have already been sent in – as long as they are properly completed and signed. Likewise, it is not necessary to submit additional motivation in terms of the new format (attached Appendix I) if you are of the opinion that all the Main Objectives have been covered sufficiently in the motivations already submitted in support of the ratings.
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| 7. |
Any enquiries concerning the above may be directed to the WCED’s Call Centre at the above telephone number, or to the following officials at Head Office:
Mr B Bestenbier e-mail address: bbestenbier@pgwc.gov.za
Mr WVC Klein e-mail address: wklein@pgwc.gov.za
Mr RT Manasse e-mail address: tmanasa@pgwc.gov.za
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| 8. |
Your co-operation and adherence to schedules is much appreciated.
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| 9. |
Kindly bring the contents of this circular to the attention of all public service staff under your supervision. |
SIGNED: G.J. ELLIOTT
HEAD: EDUCATION
DATE: 2005:09:08
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