Interfront 2025 Annual Report

105 HUMAN CAPITAL MANAGEMENT 06 Performance Management Framework During the 2024/25 financial year, Interfront acquired and implemented a new performance management solution aimed at streamlining and modernising the performance management process. Although minor challenges arose during implementation, these are being actively addressed, with planned refinements scheduled for the 2025/26 cycle. In parallel, the accompanying performance management framework was enhanced to establish a clear distinction between competencies and key performance indicators (KPIs) within performance contracts. Moreover, the framework now incorporates a direct linkage to Personal Development Plans (PDPs), thereby supporting targeted employee growth and organisational effectiveness. raised in exit interviews regarding career development pathways and performance feedback. 07 Policy Development As Interfront’s operating environment continues to evolve alongside and the company expansion, regular policy reviews are essential to maintain their relevance and effectiveness. During the year under review, the HR team completed a thorough evaluation of nine policies, which were subsequently approved. These updated policies were effectively communicated and reintroduced across the organisation to ensure widespread awareness and compliance. To promote consistency and alignment, Interfront strategically integrates its policies and practices with those of its shareholder, SARS, wherever feasible. This approach fosters uniformity and coherence, thereby facilitating seamless collaboration and supporting harmonious operational relationships. The framework now incorporates a direct linkage to Personal Development Plans (PDPs), thereby supporting targeted employee growth and organisational effectiveness.”