Interfront 2025 Annual Report

57 PERFORMANCE REPORT INDICATOR 4.1 RETENTION OF MANAGEMENT TEAM AND STAFF The successful management and retention of Interfront’s human capital is fundamental to the organisations long-term success, continuity and sustainability. Interfront recognises that among the key risks to its business is the potential loss of skilled and experienced employees. Retaining both the management team and broader staff base ensures the preservation of institutional knowledge, promotes consistency in delivery, enhances employee morale, and strengthens competitiveness in the market. The retention rate is a vital indicator of an organisation’s stability and employee satisfaction. A strong retention rate contributes not only to cost-efficiency by reducing expenditure related to turnover but also supports a cohesive work environment where individuals feel valued and committed. In calculating the metric, we only include permanent employees and long-term contractors. We excluded individuals who have retired or been dismissed from the retention calculation. For the 2025/2026 financial year, we have revised the annual performance target to ≤10%, which marks a significant improvement from the highest target of ≤22% set in 2014, later lowered to ≤14% in 2018. Although Interfront has achieved a retention figure below 10% on only three occasions over the past ten years, the new target reflects our organisation’s unwavering commitment to this goal. It underscores both the ambition behind the target and Interfront’s renewed focus on creating an environment that attracts, motivates, and retains top talent. This continued emphasis on workforce stability is central to Interfront’s strategic objective of becoming an employer of choice. The Annual Performance Target has been achieved on two and not achieved twice since the 2021/2022 financial year. OUTCOME Management Team and Staff Retention Rate. OUTPUT Staff turnover figures at the end of the financial year equal or below target. OUTPUT INDICATOR Record of staff turnover as provided and verified by the Human Resources Department. REASONS FOR REVISIONS TO THE OUTPUTS/ INDICATORS/ANNUAL TARGETS No revisions were made to the outputs, indicators, or annual targets. AUDITED ACTUAL PERFORMANCE 2022/2023 NOT ACHIEVED AUDITED ACTUAL PERFORMANCE 2023/2024 ACHIEVED PLANNED ACTUAL TARGET 2024/2025 Staff turnover to be ≤14% ACTUAL ACHIEVEMENT 2024/2025 Q1 0,58% Q2 2.33% Q3 3.51% Q4 4.07% ACHIEVED DEVIATION FROM PLANNED TARGET TO ACTUAL ACHIEVEMENT 2024/2025 REASON FOR DEVIATION