Interfront 2023 Annual Report

33 PERFORMANCE REPORT PART PROGRAMME   Grow and Maintain a Software Development Centre of Excellence PROGRAMME 4.1: Retention of Management Team and Staff The number of resignations during a financial year should be equal to or lower than the target reflected in the Annual Performance Plan. Only permanent staff and long-term contractors are used in the retention calculation. THE ANNUAL PERFORMANCE PLAN TARGET HAS BEEN ACHIEVED TWICE, NOT ACHIEVED TWICE, AND PARTLY ACHIEVED TWICE SINCE THE 2017/2018 FINANCIAL YEAR. PROGRAMME 4.2: Maintain and Develop a Skilled, Diverse and Engaged Workforce Due to the scope of project work and support and maintenance from our customers, the staff complement was earmarked to remain at the appropriate level. The net growth of staff equals the total number of staff at the beginning of the financial year, plus appointments and less resignations for the year under review. THE ANNUAL PERFORMANCE PLAN TARGET HAS BEEN ACHIEVED TWICE, NOT ACHIEVED TWICE, AND PARTLY ACHIEVED TWICE SINCE THE 2017/2018 FINANCIAL YEAR. PROGRAMME 5: Grow a Centre of Excellence Bursars are students from designated groups and can be undergraduate or postgraduate students who comply with the criteria set out in Interfront’s Bursary Policy, with the focus on scarce and – critical skills within the IT sector and Interfront. Graduates are persons who have successfully completed a course of study or training that allows Interfront to develop and mould them to become Interfront-specific employees who meet the criteria set out in Interfront’s Graduate Recruitment and Development Programme. THE ANNUAL PERFORMANCE PLAN TARGET HAS BEEN ACHIEVED CONSISTENTLY SINCE THE 2017/2018 FINANCIAL YEAR.