Common use of Overall Rating Clause in Contracts

Overall Rating. 7.6.5.1 An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal 7.6.5.2 The assessment of the performance of the CFO will be based on the following rating scale for KPA’s and Core Managerial Competencies: Level Terminology Description Rating 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Compact and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Compact. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The review/assessment indicates that the employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Compact. 1 Unacceptable performance Performance does not meet the standard expected for the job. The review/assessment indicates that the employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the PA and Performance Plan. The employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement. 7.6.5.3 For purpose of evaluating the performance of the CFO, an evaluation panel constituted by the following persons will be established- 7.6.5.3.1 Municipal Manager/ Accounting Officer 7.6.5.3.2 Chairperson of the performance/audit committee 7.6.5.3.3 Member of the mayoral committee; and

Overall Rating. 7.6.5.1 7.3.5.1 An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal 7.6.5.2 7.3.5.2 The assessment of the performance of the CFO Director: Community Services will be based on the following rating scale for KPA’s and Core Managerial Competencies: Level Terminology Description Rating 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Compact and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Compact. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The review/assessment indicates that the employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Compact. 1 Unacceptable performance Performance does not meet the standard expected for the job. The review/assessment indicates that the employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the PA and Performance Plan. The employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement. 7.6.5.3 7.3.5.3 For purpose of evaluating the performance of the CFODirector Community Services, an evaluation panel constituted by the following persons will be established- 7.6.5.3.1 7.3.5.3.1 Municipal Manager/ Accounting Officer 7.6.5.3.2 Manager; 7.3.5.3.2 Chairperson of the performance/audit committee 7.3.5.3.3 ▇▇▇▇ committee 7.6.5.3.3 member (on rotational basis), where applicable; 7.3.5.3.4 Member of the mayoral committee; and 7.3.5.3.5 Executive Mayor and/or municipal manager from another municipality.