South African Police Service Act, 1995 (Act No. 68 of 1995)RegulationsSouth African Police Service Employment Regulations, 2018Chapter 4 : Employment MattersPart 5 : Performance management51. Systems for performance management and development |
| (1) | The National Commissioner must determine and implement a system for the performance management and development of employees in the Service. |
| (2) | Before utilising a performance management and development system referred to in subregulation (1), the National Commissioner must— |
| (a) | pilot the system on groups of employees in all occupational categories sufficient to enable reasonable validity; and |
| (b) | consult with trade unions represented in the Safety and Security Sectoral Bargaining Council. |
| (3) | The period in respect of which performance is to be assessed (the "performance cycle") may not exceed one year and, for the purposes of planning, pay progression, performance incentives and non-financial awards, must be linked to the period of a financial year. |
| (4) | For each employee other than an employee in the SMS, the National Commissioner must determine— |
| (a) | an annual date for written assessment of performance; and |
| (b) | a commander responsible for monitoring, supervising and assessing the performance of the employee. |
| (5) | The commander must— |
| (a) | as far as possible, meet on a regular basis with the employee to discuss the basic objectives of his or her component and the role of the employee in the success or failure in achieving those objectives; |
| (b) | before the performance cycle commences, or within four months after appointment to a post, explain the performance assessment procedure to the employee; and |
| (c) | inform the employee of the criteria used for his or her performance assessment. |
| (6) | The commander must monitor the performance of the employee on a continuous basis and give the employee feedback on his or her performance— |
| (a) |
| (i) | verbally, if the performance of the employee is satisfactory; and |
| (ii) | in writing if the performance of the employee is unsatisfactory. |
| (b) | at least twice in the six months preceding the annual formal assessment date of the employee; and |
| (c) | in writing, on the annual performance assessment date, using the instrument referred to in regulation 53(1)(b). |