1 / 9

Executive Remuneration and Performance Management

Executive Remuneration and Performance Management. Mercy Ranko General Manager: Human Resources. SUMMARY OF PERFORMANCE MANAGEMENT PROCEDURE. Procedure Plan Performance Management - Define strategic objectives - Compile Executive Balanced Scorecards

luke
Download Presentation

Executive Remuneration and Performance Management

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Executive Remuneration and Performance Management Mercy Ranko General Manager: Human Resources

  2. SUMMARY OF PERFORMANCE MANAGEMENT PROCEDURE • Procedure • Plan Performance Management • - Define strategic objectives • - Compile Executive Balanced Scorecards • - Compile Divisional/ Departmental Balanced Scorecards • - Formulate group objectives and performance standards • 2. Implement Performance Management • - Conclude Individual Performance Compact • - Monitor employee performance • - Conduct Interim Performance Review • Level 5: Outstanding: Work performance is exceptional and far exceeds the performance standard/ target required • Level 4: Above standard: Work performance is superior • Level 3: Successful: Work performance is good • Level 2: Improvement needed • Level 1: Unsatisfactory

  3. SUMMARY OF PERFORMANCE MANAGEMENT PROCEDURE (cont.) 3. Review Performance Management - Collate and analyse annual Employee Performance Review results - Monitor performance management 4. Manage Unsatisfactory Performance - Identify unsatisfactory performance - Respond to unsatisfactory performance - Initiate the performance improvement process - Conduct the performance improvement process - No improvement - disciplinary process which may lead to dismissal - Appeals • Executive performance results are determined as follows: • 70% Individual • 30% Overall company performance

  4. ILLUSTRATIVE MEASURES & EVALUATION OF OBJECTIVES

  5. ILLUSTRATIVE MEASURES & EVALUATION OF OBJECTIVES (CONT.)

  6. ILLUSTRATIVE MEASURES & EVALUATION OF OBJECTIVES (CONT.)

  7. ILLUSTRATIVE MEASURES & EVALUATION OF OBJECTIVES (CONT.)

  8. Status and filling of vacancies Note: PBMR is currently undergoing restructuring

  9. Thank You

More Related