Interfront 2024 Annual Report

A B C E D HUMAN CAPITAL MANAGEMENT Performance Management Framework Interfront’s performance management framework is meticulously designed to align with and support Interfront’s overarching strategy. The strategic plan is divided into specific targets and objectives, providing a clear roadmap for the organisation. Individual performance scorecards are then crafted to directly support these company-wide goals, ensuring that the efforts of all employees contribute to the collective success of Interfront. This alignment between individual performance and company strategy fosters a cohesive and focused work environment, where each team member understands their role in achieving strategic objectives. Bymaintaining this clear connection between personal and organisational goals, Interfront ensures that its workforce remains motivated, engaged and aligned with Interfront’s mission and vision. 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 CORPORATE SERVICES EMPLOYEES • Activities • Individual Performance Agreements OPERATIONS EMPLOYEES • Activities • Work Orders & Deliverables • Contracting in April & May • Mid–year review from October to December The performance management cycle consists of four key phases, namely: PLANNING AND CONTRACTING MONITORING AND COACHING REVIEWING / APPRAISING REWARDING Employee Wellness Programme Interfront provides an Employee Assistance Programme for its employees and their dependants through an independent service provider. A new provider was contracted in August 2023. This service offers support for various issues, including trauma, anxiety, stress and burnout, and legal assistance. Regular trend reports are submitted to the Executive: Talent andsharedwith Interfront’s Executive Committee and Board. Policy Development The continuous evolution of Interfront’s operating environment and the company’s ongoing expansion necessitate a thorough reviewof Interfront’s policies to ensure their continued relevance and effectiveness, with additional policies potentially required to address emerging needs. This comprehensive review process was initiated during the 2022/2023 financial year and continues to adapt to evolving circumstances effectively. As part of this initiative, 12 HR policies have been updated and reintroduced to the company during the current reporting period. Furthermore, to promote cohesion and alignment, Interfront endeavours to synchronise its policy principles with those of its shareholder, SARS. This strategic approach aims to ensure consistency and compatibility between Interfront’s policies, and the overarching framework established by SARS, fostering harmonious operations and facilitating seamless collaboration between the two entities.