Performance Management Framework - Local Municipality

1 Performance Management Framework 2016/2017 ii | P a g e Table of Contents 1 BACKGROUND .. 1 2 INTRODUCTION .. 1 3 RATIONALE OF Performance Management .. 2 Policy and Legal Context for PMS .. 2 Objectives of Performance Management System .. 2 Benefits of Performance Management .. 3 Principles that will guide the development and implementation of the Performance Management System .. 3 Greater Taung Local Municipality Performance Management Systems (PMS) Model .. 3 What is a Performance Measurement Model? 4 The Value of a Performance Measurement Model 4 Criteria of a Good Performance Model 5 The Balanced Scorecard Performance Model 5 The Revised municipal Scorecard Model 6 Why Greater Taung Local Municipality will adopt the Revised municipal Scorecard Model?

2 6 The municipal Development Perspective 6 The Service Delivery Perspective 6 The Financial Management Perspective 7 The Institutional Development Perspective 7 The Governance Process Perspective 7 Implementation of the Revised municipal Scorecard in the Greater Taung Local Municipality 8 Developing the Organizational Scorecard and Outlining the Scorecard Concepts .. 10 Step 1: Setting out National Key Performance Areas (KPA s)11 Step 2: Defining Strategic Focus Areas (SFA s) that fall under each KPA 11 Step 3: Formulating Appropriate Development Objectives 11 iii | P a g e Step 4: Developing Suitable Key Performance Indicators (KPIs) 12 Step 5: Indicate the Types of Indicators (KPIs) 12 Step 6: Provide Baseline Information for each KPI 14 Step 7: Set Annual Targets for each KPI 14 Step 8: Outline Quarterly Targets 15 Step 9: Allocating Responsibility 15 Step 10: Deciding on Frequency of Reporting 15 Step 11.

3 Indicate the Structure Mandated to Receive Progress Reports .. 15 4 THE PROCESS OF MANAGING ORGANIZATIONAL Performance .. 17 Co-ordination .. 17 Implementing the Performance Management System .. 18 5 Performance Management CYCLE .. 19 Phase 1: Planning .. 19 Step 1: Integrated Development Planning, Priority Setting, Identifying Key Performance Areas, Setting Objectives and Developing Key Performance Indicators and Performance Targets 20 Step 2: Developing and Adoption of the Service Delivery and Budget Implementation Plan (SDBIP) 22 Step 3: Development and Approval of the Organizational Scorecard and Service/Departmental Scorecards 25 Step 4: Attending to Governance and Compliance Issues 26 Phase 2: Monitoring.

4 27 Phase 3: Measurement and Analysis .. 29 Phase 4: Performance Reviews .. 32 Phase 5: Reporting on Performance .. 36 6 REPORTING .. 39 Who Reports to Whom? .. 39 Tracking and Managing the Reporting Process .. 39 Publication of Performance Reports .. 40 Public Feedback Mechanisms .. 40 Auditing Performance and Quality Control .. 40 Internal Auditing of Performance Measurements .. 41 iv | P a g e The Internal Audit Unit of the Greater Taung Local Municipality 41 The Performance Audit Committee 42 7 REPORTING PROCEDURES .. 43 8 ROLES AND RESPONSIBILITIES OF DIFFERENT STAKEHOLDERS.

5 45 The role of municipal Public Accounts Committee (MPAC) .. 45 The roles of the Auditor-General as per the Public Act No. 25, 2004 . 46 Other functions in Public Audit Act, 2004 .. 47 The role of the Department of Cooperative Governance .. 48 Roles and responsibilities of stakeholders in the operation and Management of the PMS 51 9 CONCLUSION .. 56 1 | P a g e 1 BACKGROUND The White Paper on Local Government (1998) proposed the introduction of Performance Management systems to Local government, as a tool to monitor service delivery progress at Local government.

6 It concludes that the integrated development planning, budgeting and Performance Management are powerful tools which can assist municipalities to develop an integrated perspective on development in their area. It will enable them to focus on priorities within an increasingly complex and diverse set of demands and to direct resources allocations and institutional systems to a new set of development objectives. Chapters 6 of the Local Government: municipal Systems Act, 2000 (Act of 2000), requires Local government to: Develop a Performance Management system.

7 Set targets, monitor and review Performance based on indicators linked to the Integrated Development Plan (IDP). Publish an annual report on Performance Management for the councillors, staff, the public and other spheres of government. Incorporate and report on a set of general indicators prescribed nationally by the Minister responsible for Local government. Conduct an internal audit on Performance report audited by the Auditor-General. Involve the community in setting indicators and targets and reviewing municipal Performance . 2 INTRODUCTION Section (A) of the Local Government municipal Systems Act no 32 of 2000 requires every Municipality to establish a Performance Management System that is commensurate with its resources and best suited to its circumstances in line with its priorities, objectives, indicators and targets reflected in its Integrated Development Plan (IDP).

8 It further obliges every Municipality to promote a culture of Performance among its political structures, political office bearers, councillors and its administrators and to administer its affairs in an economical, effective, efficient and accountable manner. 2 | P a g e In seeking to comply with the above statutory requirement, this document therefore serves a Performance Management Systems Policy Framework for the Greater Taung Local Municipality . This Framework caters for the development, implementation and roll-out of Performance Management System within the Greater Taung Local Municipality .

9 3 RATIONALE OF Performance Management The requirement for the development and implementation of a Performance Management System is provided for in legislation, which makes it peremptory for municipalities to comply. The Auditor-General is required to audit municipalities for compliance with legislation and non-compliance will result in adverse consequences. Policy and Legal Context for PMS The White Paper on Local Government (1998) Batho Pele (1998) The Local Government: municipal Systems Act, 2000 (Act No. 32 of 2000). The Local Government: municipal Systems Act, (32/2000): municipal Planning and Performance Management Regulations (2001) , Chapter 3, by the Department Cooperative Governance.

10 Guide on Performance Agreements Workshop, 2001, by the South African Local Government Associations (referred to as SALGA Guidelines in short). DPLG, 2001, PMS Training Manuals (referred to as PMS Training Manuals in short). municipal finance Management Act (2003) . municipal Performance Management Regulations (2006) . LGTAS and incorporation of specifically Outcome 9 Objectives of Performance Management System Facilitate increased accountability Facilitate learning and improvement Provide early warning signals 3 | P a g e Facilitate decision-making Recognise outstanding Performance Benefits of Performance Management Improved organizational profitability Increased employee responsibility Equitable treatment of employees Enhanced quality of work life Principles that will guide the development and implementation of the Performance Management System Simplicity