Interfront 2025 Annual Report

106 INTERFRONT ANNUAL REPORT 2025 08 The Employee Value Proposition (EVP) Interfront’s Employee Value Proposition (EVP) reflects its commitment to attracting, developing, and retaining top-tier talent in the public sector technology space. In 2024/25, the EVP was further strengthened through competitive rewards, well-being initiatives, and investment in professional growth, positioning Interfront as an employer of choice and a future-ready organisation. Compensation Interfront’s competitive compensation structure is a core pillar of its EVP, designed to reward excellence, attract scarce skills, and support employee retention. The remuneration framework fairly recognises and rewards individual contributions aligned with the company’s operational and financial goals while supporting strategic objectives by linking compensation to overall business performance. The company also benchmarks national, regional, and industry remuneration trends to competitively position its pay philosophy. In July 2024, the Board approved performance-based salary adjustments and bonuses, which were paid and backdated to April. These increases were allocated individually according to Interfront’s Performance Management Framework, with a positive impact on retention and turnover rates. Additionally, a 1% cost-to-company (CTC) market positioning pool was approved in November 2024 to adjust the remuneration of employees whose pay was below industry benchmarks, ensuring continued market competitiveness. PERSONNEL COST BY SALARY BAND 2024/2025 OCCUPATIONAL LEVEL PERSONNEL EXPENDITURE (R) % OF TOTAL PERSONNEL COST (R) NO OF EMPLOYEES (AVERAGE PER YEAR) AVERAGE PERSONNEL COST PER EMPLOYEE Top Management 7 409 208 4.18% 2.25 3 292 981 Senior Management 23 323 893 13.15% 14.00 1 665 992 Professional Qualified 93 189 280 52.51% 80.50 1 157 631 Skilled Technical 44 725 452 25.20% 78.08 572 791 Semi-skilled 8 335 396 4.70% 26.92 309 674 Unskilled 494 042 0.28% 3.00 164 681 Total 177 477 270 100% 204.75 866 800