Interfront 2025 Annual Report

5 General Information Key strategic decisions included the approval of an expanded executive management structure designed to enhance strategic leadership ensuring effective monitoring of risks associated with digital transformation, talent retention, and service integration, as well as approving a strategic investment in research and development. The latter ensures that Interfront remains well-positioned to respond to emerging technology trends. These actions reflect the Board’s commitment to future-proofing the organisation by equipping it with the necessary capacity, skills, and innovation focus to meet the evolving needs of South Africa’s revenue and trade administration systems. These focus areas remain priorities for the Board as we guide Interfront through a critical period of organisational growth. The Board further strengthened its complement of independent non-executive directors with the appointment of Mr Anton Roelofse on 17 January 2025, bringing the total number of independent non-executive directors to three. With more than three decades of experience in business development, strategic finance, and executive leadership, Mr Roelofse brings valuable expertise in leadership, strategic development, and enterprise growth. Performance and Strategic Direction The Board takes considerable satisfaction in acknowledging the achievement of all performance targets during the reporting period. This success reflects the exceptional capabilities of the executive team, the professionalism and dedication of the broader workforce, and the effectiveness of our collaborative working relationship with the South African Revenue Service (SARS). The organisation’s continued evolution, particularly its expanded role in supporting both tax and customs administration functions, has strategically positioned Interfront as a central enabler of SARS’s modernisation agenda. The Board is pleased to report substantial progress during the first year of our five-year strategic plan, with particular success in embedding a client-centric, innovation-driven culture and expanding leadership structures to enhance strategic alignment across all operational areas. Our long-term strategic priorities remain clearly defined and consistently pursued.These include embracing emerging technologies, expand our service offering, cultivate high- performing talent, and position Interfront as a preferred employer of choice, while maintaining responsible stewardship of public resources. Human Capital and Leadership Development Interfront’s success is fundamentally anchored in the calibre of its people. Interfront is committed to transformation, employment equity, and building a value-driven, inclusive culture. The Board prioritise leadership development and internal capacity building to ensure that Interfront is well prepared to meet future demands. In recognition of performance, and in line with policy and governance processes, the Board has approved a merit-based annual increase and performance-related bonus system for staff and executive leadership, as recommended by the Remuneration, Social and Ethics Committee.