Statistics Act, 1999
R 385
South African Police Service Act, 1995 (Act No. 68 of 1995)RegulationsSouth African Police Service Employment Regulations, 2018Chapter 4 : Employment MattersPart 5 : Performance management53. Performance assessment |
| (1) | The National Commissioner— |
| (a) | may establish separate performance assessment measures for different occupational categories or levels of work; |
| (b) | must designate a single assessment instrument to assist in deciding on performance incentives, non-financial awards, pay progression and the performance development of an employee. |
| (2) | While conducting formal performance assessments, a rating scale must be utilized that has a mid-point, indicating that the performance of the employee meets the requirements of the job and the standards agreed upon. |
| (3) | The National Commissioner must institute performance moderation measures to ensure reasonability and consistency in the application of the performance management system. |
| (4) | Assessment must be based only on the information contained in the designated performance assessment instrument, but where an appeal is lodged against an assessment, the information furnished in connection with the appeal, must also be considered. |
| (5) | The National Commissioner must ensure that performance assessments are finalised within six months after the end of a performance cycle. |
| (6) | The National Commissioner must ensure that accurate records of all performance assessments and the outcomes thereof are kept. |
| (7) | An employee acting in a higher position must be assessed at the level of his or her permanent position. |
| (8) | The incentive of an employee acting in a higher position must be calculated at the level of his or her permanent position, regardless of whether or not an acting allowance was paid. |
