Interfront 2025 Annual Report

107 HUMAN CAPITAL MANAGEMENT PERFORMANCE REWARDS 2024/2025 FINANCIAL YEAR OCCUPATIONAL LEVEL PERFORMANCE REWARDS PERSONNEL EXPENDITURE % PERFORMANCE REWARDS TO TOTAL PERSONAL COST Top Management 912 509 177 477 270 0.51% Senior Management 3 223 442 1.82% Professional Qualified 7 554 911 4.26% Skilled Technical 2 687 475 1.51% Semi-skilled 172 798 0.10% Unskilled 41 155 0.02% Total 14 592 289 8.22% Benefits Interfront’s benefits offering is designed to enhance the overall employee experience, reinforce the employee value proposition, and promote well-being, security, and work-life balance. These benefits go beyond legislative requirements, reflecting our commitment to supporting employees at every stage of their personal and professional lives. By offering flexible, competitive, and inclusive benefits, Interfront ensures that employees feel valued, empowered, and supported to thrive in a high-performance environment. • Employees with less than ten years of continuous service receive 24 working days of annual leave. Employees with more than ten years of service receive 29 working days. • Sick leave entitlement is 36 working days per three-year cycle. • Permanent staff benefit from a flexible CTC structure, allowing pre-tax retirement savings contributions between 5% and 27.5%. • Employees may select from multiple medical aid options provided by preferred service providers, with a second medical aid provider recently added to expand their choices. • Additional protections include group life cover, trauma and severe illness benefits, and funeral cover. Work Environment and Culture Interfront’s workplace culture is shaped by collaboration, support, and continuous development. In 2024/25, the hybrid work model continued to offer employees flexibility, helping them maintain work-life balance while remaining productive and engaged. Employees, known as “Techies”, embody TECHI values – Trust, Excellence, Camaraderie, Humility, and Integrity – introduced at induction and reinforced throughout the employee journey. A renewed focus on open, two-way communication strengthened collaboration and trust across the organisation. Employee feedback through engagement surveys confirmed a strong sense of well-being and connection among employees. Interfront’s ongoing investment in Personal Development Plans, training, and study support contributed to growth, while diversity and inclusion remained central to building a workplace where everyone feels valued. As a state-owned company infused with private-sector dynamism, Interfront is committed to cultivating a vibrant and supportive culture that drives innovation, excellence, and sustained organisational success.