Interfront 2023 Annual Report

66 INTERFRONT ANNUAL REPORT 2023 Performance Management Framework Interfront’s Performance Management Framework translates the Interfront strategy into action that steers organisational improvement in culture systems and processes. Once organisational objectives and targets have been set, they are translated and cascaded down to the relevant projects/‌functions and individual employees as set out diagrammatically below. INTERFRONT STRATEGIC OBJECTIVES INTERFRONT ANNUAL PERFORMANCE PLAN EXECUTIVE DIRECTORS • Activities • Weighting added as per area of responsibility • Contracting by the Interfront Board after approval of APP • Final review by the Interfront Board between June and September • Contracting in April & May • Mid–year review from October to December • Consolidation and final review in June & July CORPORATE SERVICES EMPLOYEES • Activities • Individual Performance Agreements OPERATIONS EMPLOYEES • Activities • Work Orders & Deliverables • Individual Performance Agreements The performance management cycle consists of four key phases, namely: PLANNING AND CONTRACTING MONITORING AND COACHING REVIEWING/ APPRAISING REWARDING Employee Wellness Programme Interfront offers its employees and their dependants an Employee Assistance Programme supplied by an independent service provider. The service provider furnishes assistance across a range of issues such as trauma, anxiety, stress/‌burnout, legal assistance and marital problems. Regular trend reports are submitted to the Executive: Talent and shared with Interfront’s Executive Committee and the Interfront Board. Policy Development The change in Interfront’s structure and its expansion require all Interfront HR Policies to be revisited and may necessitate the need for additional policies. The process already commenced during the 2022/2023 financial year and is ongoing. Where practical, Interfront adopts the basic content of SARS policies, where applicable and relevant, to ensure alignment with Shareholder expectations and guidelines.