UHLELO LOKUPHATHWA NOKUTHUTHUKISWA KOKWENZIWA KOMSEBENZI YISISEBENZI 
[EPMDS]
[Lwenziwe nguMnyango Wemisebenzi Kahulumeni Nokuphatha njengohlaka okumele lusetshenziswe ngokuzikhethela yiminyango]
kuMbasa wezi-2007
UHLELO LOKUPHATHWA NOKUTHUTHUKISWA KOKWENZIWA KOMSEBENZI YISISEBENZI (EPMDS)
OKUQUKETHWE
IKHASI
Ukunqanyulelwa Kwamagama
4
Izincazelo zamagama
5
1.0 ISINGENISO
8
2.0 UKUSEBENZA NOKUSETSHENZISWA KWENQUBOMGOMO 
9
3.0 IMITHOMBO YAMAGUNYA
9
4.0 IZINHLOSO ZOKUPHATHWA KOKWEZIWA KOMSEBENZI
10
4.1 INHLOSO
10
4.2 IZINJONGO
10
4.3 IMIGOMO
10
5.0 UKULANDELANA KOKWENZIWA KOMSEBENZI
11
6.0 UKUHLELWA KOKWEZIWA KOMSEBENZI KANYE NESIVUMELWANO
11
6.1 Isivumelwano Sokwenziwa Komsebenzi
11
6.2 Uhlelomsebenzi
12
6.3 Uhlelo Lokuzithuthukisa
13
6.4 Ukuphutha okweluliwe kanye nokuthuthwa kwezisebenzi
13
6.5 Izichibiyelo esivumelwaneni sokwenziwa komsebenzi
15
7.0 UKUQAPHA, UKUBUYEKEZA KANYE NOKUHLOLA UKWENZIWA KOMSEBENZI
15
7.1 Ukuqapha ukwenziwa komsebenzi
15
7.2 Imikhakha yokwenziwa komsebenzi
15
7.3 Indlela yamaphuzu amahlanu yokunika amamaki
16
7.4 Ukubuyekeza nokuhlola izinga lokusebenza
16
7.5 Ukuhlola ukwenziwa komsebenzi kwaminyaka yonke
17
8.0 UKUKAWULWA KOKWENZIWA KOMSEBENZI
19
8.1 Normal distribution curve of performance categories
20
8.2 IKomidi lokubuyekezwa kwamaphakathi
21
8.3 IKomidi loMnyango Elilawula Ukwenziwa Komsebenzi
21
8.4 IThimba Lokwedluliswa Kokuhlola
22
8.5 Ukungavumelani ngamamaki kanye nokuhlola
23
9.0 IMIPHUMELA YOKUHLOLA UKWENZIWA KOMSEBENZI
23
9.1 Isikhathi sokuvivinywa emsebenzini
23
9.2 Ukuphatha ukwenziwa komsebenzi okungekho esimeni esifanele
24
9.3 Ukwenyuka kweholo 
24
9.4 Uhlelo loMnyango lokukhuthaza ukusebenza
25
9.5 Amabhonasi okusebenza
26
9.6 Isabelomali sezikhuthazo
28
9.7 Izikhuthazo ezingeyona imali
28
10.0 UKUHLOLWA NOKUBUYEKEZWA KOHLELO
29
11.0 UHLAKA LOMNYANGO
30
IZITHASISELO.
Isithasiselo A Umumo wesivumelwano sokwenziwa komsebenzi
Isithasiselo B Inkombandlela yohlelomsebenzi lokusebenza
Isithasiselo C Inkombandlela yezinga lokuhlola umsebenzi 
Isithasiselo D Isithombe somumo woHlelo Lokuzithuthukisa
Isithasiselo E Ifomu lokubuyekeza umsebenzi wamaphakathi nonyaka
Isithasiselo F Ithuluzi lokuhlola ukwenziwa komsebenzi
Isithasiselo G Ifomu lokuhlolelwa isikhathi sokuvivinywa emsebenzini
Isithasiselo H Izinqubo uma kungavunyelwana nokuhlolwa
UKUNQANYULELWA KWAMAGAMA
AAP
Ithimba Lokwedluliswa Kokuhlola
CAR
Ukukala kokuhlola okuqinisekisiwe (yi- DMC)
CMC
Izindlela ezinqala zokuphatha
DG
UMqondisi-Jikelele
DMC
IKomidi Lomnyango Elilawulayo
DPSA
UMnyango Wemisebenzi Kahulumeni Nokuphatha
EA
Isiphathimandla Esiphezulu 
GAF
Ithuluzi lokuhlola ukufana Generic assessment factor
HOD
INhloko Yomnyango 
HRD
Ukuthutuhukiswa Kwezisebenzi
HRM
Ukuphathwa kwezisebenzi
IRC
IKomidi Elibuyekeza Maphakathi Nonyaka
KRA
Ingxenye yemiphumela enqala
MEC
ILungu Lesigungu Esilawulayo
MMS
Imisebenzi Yezokuphatha ezingeni elimaphakathi (kusukela mhla lu-1 kuNtulikazi wezi-2005)
MPSA
UNgqongqoshe Wemisebenzi Kahulumeni Nokuphatha
MTEF
Uhlaka Lokusetshenziswa Kwemali Lwamaphakathi Nonyaka
PA
Isivumelwano sokusebenza
PAR
Ukunika amamaki okuhlola ngokubhekela okuthile
PDP
Uhlelo Lokuzithuthukisa
PFMA
UMthetho Wokuphathwa Kwezimali Zikahulumeni, we-1999
PMDS
UHlelo Lokuphathwa Nokuthuthukiswa Kokwenziwa Komsebenzi
PSA
UMthetho Wemisebenzi Kahulumeni, we-1994
PSC
IKhomishini Yemisebenzi Kahulumeni
PSCBC
UMkhandlu Odidiyela Izindaba Zenhlalakahle eMisebenzini Kahulumeni
PSR
Imithethonqubo Yemisebenzi Kahulumeni, yezi-2001
SMS
Imisebenzi Yezokuphatha ezingeni eliphezulu
SMS PMDS
UHlelo Lokuphathaw Nokuthuthukiswa Kokwenziwa Komsebenzi eMisebenzini Yezokuphatha ezingeni eliphezelu 
VAR
Ukukalwa kokuhlola okuqinisekisiwe (yi- CDAP) 
IZINCAZELO ZAMAGAMA
Ukunikezela amamaki ezinga lokusebenza konyaka : Ukunikezela ngamamaki okwenziwa komsebenzi konyaka njengengxenye yokuhlola isisebenzi kwenziwa ekugcineni kokulandelana kokwenziwa komsebenzi. Imiphumela yalokhu kunikezela ngamamaki kuhlanganisa wonke amamaki esisebenzi okwenziwa komsebenzi konyaka ngesikhathi sokulandelana kokwenziwa komsebenzi.
Ithuluzi lokuhlola: Ithuluzi lokuhlola lisetshenziselwa ukuhlola ukwenziwa komsebenzi yisisebenzi ngasinye maqondana nokufeza izingxenye zemiphumela enqala kanye nomongo wezidnlela zokuphatha amathuluzi okuhlola okufanele njengoba kuqukethwe kuhlelomsebenzi lwesivumelwano sokwenziwa komsebenzi.
Ubuwena: Ubuwena (njengengxenye yokukwazi ukusebenza) buchazwa ngokuvamile njengokuba nezinhloso ezinhle, ubuntu kanye nokuzazi.
Ukuba nekhono: kuqondene nokuba namandla kwesisebenzi okuhlangabezana nezidingo zomsebenzi (ukuba nekhono lomsebenzi).
Ukukwazi ukusebenza: Ukukwazi ukusebenza kuyinhlanganisela yolwazi, amakhono kanye nobuwena okudingeka ukuze umuntu akwazi ukwenza umsebenzi ngendlela efanele.
Ukukalwa kokuhlola okuqinisekisiwe: Isamba sokuhlola isisebenzi esiqinisekiswe yiKomidi Lomnyango Elilawulayo (bheka futhi ukukala okuqinisekisiwe nalokho okuhlinzekiwe).
Izindlela Ezinqala Zokuphatha (CMC): Ingxenye yolwazi, ikhono noma amandla e-SMS PMDS eqondene ngqo nokwenziwa komsebenzi ngendlela eyiyo emsebenzini, isebenza kumalungu e-SMS.
Amakhasimende: Abantu abangaphakathi nabangaphandle emnyangweni abaxhumana nezisebenzi zomnyango lapho zinikezela ngezidingo.
UMnyango: uMnyango njengoba uchazwe esigabeni 1 soMthetho Wemisebenzi Kahulumeni, we-1994.
INtuthuko: Imisebenzi yokuqeqesha nokuthuthukisa ukukhulisa amakhono okukwazi ukusebenza esisebenzi kanye nokukhuphula izinga lokusebenza.
Isiphathimandla Esiphezulu: Maqondana noMnyango, imisebenzi noma izinhlangano zikahulumeni, uMengameli, uNdunankulu noma iLungu Lomkhandlu Olawulayo/uNgqongqoshe.
Impendulombiko: Ulwazi oluyinhloso noluhambisana nesikhathi olunikezwa nguMqondisi/induna mayelana nokwenziwa komsebenzi yisisebenzi maqondana nalokho okulindelekile namazinga abekiwe, luqondwa yisisebenzi, futhi kuhloswe ngalo ukuthuthukisa ukwenziwa komsebenzi.
Generic Assessment Factor: Into esetshenziselwa ukuchaza nokuhlola izingxenye zokwenziwa komsebenzi, kubhekisiswa ulwazi, amakhono kanye neqophelo lomsebenzi.
Imithetho yezikhalo: Imithetho yokubhekana nezikhalo zezisebenzi eMisebenzini Kahulumeni, eyashicilelwa yiKhomishini Yemisebenzi Kahulumeni eSazisweni Sikahulumeni R 1012 samhla zingama- 25 kuNtulikazi wezi- 2003, iGazethi Kahulumeni No. 25209.
Uhlaka Lwenqubomgomo Yokukhuthaza: Izinga Leholo loku-1 kuya kwele-12: iSekhula ye-DPSA 1/7/1/4/1, yamhla zingama- 27 kuMasingana wezi-2003: “Ukuqalisa kokusebenza kwenqubomgomo ewuhlaka yokukhuthaza exhumene nezinhlelo zomnyango zokuphathwa kokwenziwa komsebenzi ezisebenzini ezisezingeni leholo loku-1 kuya kwele-12.”
Uhlelo Oludidiyele Lokuphathwa Nokuthuthukiswa Kokwenziwa Komsebenzi (IPMDS): Uhlelo lokuphathwa kokwenziwa komsebenzi olwasungulwa yi-DPSA ngonyaka wezi-2003 ukuba lusetshenziswe ngokuthanda eMsebenzini Kahulumeni.
Ingxenye Yemiphumela Enqala (KRA): Ingxenye yomsebenzi lapho ukwenziwa komsebenzi kusemqoka ukuze kube negalelo eliyilo ukuphumelelisa amasu omnyango okusebenza, izinhloso nezinjongo.
Ukulawula: Ukubuyekezwa kwamamaki okuhlolwa kwesisebenzi okwenziwa yikomidi ukuqinisekisa ukufana nokungenzeleli kuzo zonke izingxenye zomnyango ngokulandela indlela efanayo yokuqonda amazinga okusebenza adingeka esigabeni ngasinye sesikalo ukulekelela ekuhambisaneni nesidingo sokuthi izindleko zamabhonasi akumele zeqe ephesentini eli-1.5 lesabelomali seholo.
Uhlelo Lokusebenza (or business plan): Uhlelo lonyaka owodwa olususelwe futhi olwenza uhlelo lwamasu okusebenza luphile ngokuthi lucacise izinjongo zamasu okusebenza ezichazwe ohlelweni lwamasu okusebenza njengezingxenye zemiphumela enqala kanye nemisebenzi enamazinga akalekayo, ngonyaka othile oMnyango, Amagatsha, Amahhovisi Amakhulu Obuqondisi kanye namaHhovisi Obuqondisi.
Umphumela: Isitatimende esibanzi mayelana nenjongo ethile,inhloso noma okuqondiwe, umphumela ozodinga kube nento eyodwa kumbe ngaphezulu okumele yenziwe ngempumelelo.
Impumelelo: Umphumela onesigqi kumbe impumelelo (okungukuthi umkhiqizo, izenzo noma umsebenzi) efaka isandla empumelelweni yengxenye yemiphila enqala. Okumele kwenziwe.
Izinga lokusebenza: Ukwenziwa komsebenzi ngabantu kuhlanganisa (1) izenzo zesisebenzi kanye (2) nemphumela kumbe imithelela yalezo zenzo. Ukwenziwa Komsebenzi kuyinto eqhubekayo lapho izinsizakusebenza zisetshenziswa khonangendlela efanele, eyiyo futhi enenzuzo ukukhiqiza imiphumela eyanelisa izidingo zesikhathi, iqophelo kanye nobungako bomsebenzi futhi okungumthelela kumbe umphumela wezenzo noma ukuziphatha kwalowo owenzayo ohlelweni oluqhubekayo lomsebenzi.
Isivumelwano sezinga lokusebenza: Umbhalo okuvunyelwana ngawo futhi osayinwa yisisebenzi nenduna yaso, ohlanganisa ukuchazwa komsebenzi, ama-KRAs nama-GAFs akhethiwe, uhlelomsebenzi kanye nohlelo lokuzithuthukisa kwesisebenzi.
Ukuncoma/ukuhlola izinga lokusebenza: Isikalo, ukuhlola, amamaki noma izincomo zokwenziwa komsebenzi yisisebenzi. Uhlelo olusemthethweni olunesizotha lwaminyaka yonke lujwayele ukubizwa ngokuncoma kumbe ukuhlola ukwenziwa komsebenzi, ekubeni olungenaso isizotha lona lubizwa ngokubuyekezwa kokwenziwa komsebenzi.
Ukulandelana kwamazinga okusebenza: Isikhathi esiyizinyanga eziyi-12 esihlelelwe ukwenziwa komsebenzi, ukuphathwa kanye nokuhlolwa. Kumele sihambisane nesikhathi esifanayo sohlelo lwaminyaka yonke lokusebenza koMnyango okungukuthi mhla lu-1 kuMbasa kuya mhla zingama-31 kuNdasa wonyaka olandelayo.
Izinkuthazo zezinga lokusebenza: Iqoqo (a) lemiklomelo yezimali elixhumene nemiphumela yokunconywa kokwenziwa komsebenzi, kuhlanganisa ukwenyuswa kamaholo, ibhonasi yokwenizwa komsebenzi kanye (b) neminye imiklomelo enhlobonhlobo engesiyo imali engaba khona ohlelweni lomnyango lokugqugquzela ukwenziwa komsebenzi.
Uhlelo lokukhuthaza izinga lokusebenza: Uhlelo lomnyango oluhambisana nokugqugquzela ukwenziwa komsebenzi oluxhumene nohlelo lwawo lokuphathwa kokwenziwa komsebenzi, olwasungulwa ngokwe-PSR 1/VIII F kanye no-G.
Inkomba yezinga lokusebenza: Isikalo esisetshenziswa ukukala ukuthi ibe ngakanani impumelelo yokumele kwenziwe (ukusungulwa kwenqubomgomo, ukulethwa kwezethulo, ukunikezelwa kwemisebenzi). 
Ukuphathwa kwezinga lokusebenza: Uhlelo olunenhloso, oluqhubekayo okuhloswe ngalo ukuphatha nokuthuthukisa indlela yokuziphatha kwesisebenzi ukuze kuphunyeleliswe izinhloso zamasu okusebenza; ukukhonjwa kwemisebenzi efanele kanjalo nokuhlolwa kanye nokuhlonishwa kokuqalisa kwemisebenzi ngenhloso yokuhlumelelisa ukusebenza ngokuyikho nangendlela efanele; futhi luyindlela yokuthuthukisa imiphumela eMnyangwenim, emathimbeni nakumuntu ngayedwana ngokuthi kuphathwe ukwenziwa komsebenzi ngokohlaka lwezinjongo, izinhloso, amazinga kanye nokukhuthazwa okwakuvunyelwene ngakho.
Uhlelo lokuphathwa kokwenziwa komsebenzi: Uhlaka olugunyaziwe lokuphatha ukwenziwa komsebenzi yisisebenzi, oluhlanganisa inqubomgomo ewuhlaka kanjalo nezinye izinhlaka ezimayelana nazo zonke izingxenye zomjikelezo wokwenziwa komsebenzi, kuhlanganisa ukuhlela ukwenziwa komsebenzi kanye nesivumelwano, ukuqapha ukwenziwa komsebenzi, ukubuyekeza kanye nokulawula; ukuncoma ukwenziwa komsebenzi kanye nokulawula kanjalo nokuophatha imiphumela yezincomo.
Izinga Lokusebenza: Izindlela zokuvumelana ngo-elethu ukuchaza umsebenzi ngokwezikhathi, izindleko kanye neqophelo kanye/ noma nobungako ukucacisa okumele kwenziwe kanye nemisebenzi ehambisana nomsebenzi ngokuthi kuchazwe imiphumelela edingekayo. Kulolu hlaka, amazinga okusebenza ahlukaniswe ngezinkomba kanye nezikhathi.
Ukubuyekezwa kokwenziwa komsebenzi: Izingxoxo ezihlelekile nezinesizotha phakathi kwesisebenzi nenduna kumele zibanjwe okungenani maphakathi nonyaka ukuze kuqashelwe inqubekela phambili, kuxazululwe izinkinga futhi kuklungiswe uhlelo lokusebenza ngesikhathi somjikelezo wokwenziwa komsebenzi, ngokuthi kuhlinzekwe ngamathuba okuthuthuka ngaphambi kokuthi kwenziwe ukubuyekeza konyaka. Uma ukwenziwa komsebenzi yisisebenzi kungekho ezingeni kumbe kungagculisi, ukubuyekeza kwaphakathi nonyaka kumele kubhalwephansi.
Uhlelo Lokuzithuthukisa (PDP): Isidingo sesivumelwano sokwenziwa komsebenzi lapho kubhalwa khona ubumqoka bekhono lokusebenza kanye nezidingo zokuthuthuka kwezisebenzi kanye nezindlela okumele kuhlangatshezwane ngazo nalezi zidingo futhi kuhlanganisa izikhathi kanye nezibopho zokubika.
Provisional assessment rating (PAR): Amamaki okukalwa kokuhlolwa kwesisebenzi okuvunyelwene ngawo phakathi kwesisebenzi nenduna yaso.
Ukunikezela ngamamaki: Ukunikezwa kwamamaki kwi-KRA, i-GAF kanye/noma ekwenziweni komsebenzi kukonke ngokuhambisana nesilinganiso sesikalo samaphuzu amahlanu e-PMDS.
Umsebenzi Wezokuphatha ezingeni eliphezulu (SMS): Izisebenzi ezisemazingeni eholo le-13 kuya kwele-16, kuhlanganisa nezimenenja kanye nongoti.
Uhlelo lwesu lokusebenza: Umkhiqizo wokugcina wokuhlela amasu okusebenza, ukubekwa kwempokophelo nombono woMnyango. Okuqukethwe ohlelweni lwesu lokusebenza kumele kuhambisane nezidingo zeSahluko sesi-5 seMithethonqubo Yomgcinizimali, yezi-2001 kanye neSahluko soku-1 iNgxenye III.B seMithethonqubo Yemisebenzi Kahulumeni, yezi-2001.
Ukuhlela isu lokusebenza: Uhlelo olulandelwa yiziphathimandla ukukhomba indlela ngokwamasu okusebenza kanye nezinto ezisemqoka kanjalo nenhloso kanye nezinjongo zomnyango kanye nokuthi zingaphunyeleliswa kanjani.
Induna: Isisebenzi esibhekele ukwabiwa komsebenzi, ukuqapha imisebenzi, ukuxoxisana ngokwenziwa komsebenzi kanye nokuthuthukisa kanye nokubuyekezwa kwamaphakathi nonyaka nokonyaka kokala ukwenziwa komsebenzi yisisebenzi.
Ukukalwa kokuhlola okuqinisekisiwe (VAR): Ukukala ukwenziwa komsebenzi kwenduna yesisebenzi ukuze kuthunyelwe eKomidini Lomnyango Elilawulayo.
Isisindo: Ngokubheka okufakwe kuma-KRAs nama-GAFs esivumelwaneni sokwenziwa komsebenzi/uhlelomsebenzi, i-KRA kanye ne-GAF ngayinye kunikezwa isisindo noma amaphesenti akhombisa ubumqoka noma umthelela leyo KRA kumbe i-GAF enawo uma kuqhathaniswa namanye akhethwe esivumelwaneni sokwenziwa komsebenzi futhi isisindo esihlanganisiswe kumele uma sesihlanganisiwe sibe ngamaphesenti ayi-100.
Uhlelomsebenzi: Umbhalo oyingxenye yesivumelwano sokwenziwa komsebenzi oqukethe izingxenye zemiphumela enqala, ezihambisana nokufanele kwenziwe/imisebenzi kanye namazinga okusebenza kanye nezidingo zezinsizakwenza.
UHLELO LOKUPHATHA NOKUTHUTHUKISA IZINGA LOKUSEBENZA KWESISEBENZI (EPMDS)
1 ISINGENISO
UHlelo Lokuphathwa Nokuthuthukiswa Kokwenziwa Komsebenzi Yisisebenzi (EPMDS)[1] lwenziwe njengohlelo olwenziwa ngokuzithandela ukwelekelela ekuphathweni kokwenziwa komsebenzi emazingeni eholo asukela kwelo-1 kuya kwele-12 eminyangweni nasezifundazweni ezingaqoka ukuhambisana nalolu hlelo. Lolu hlelo oseluchitshiyelwe luqale ukusebenza mhla lu-1 kuMbasa wezi-2007.
Ababambiqhaza abaphambili ohlelweni lokuphathwa kokwenziwa komsebenzi bachaziwe. Uma le misebenzi engenziwa emnyangweni noma uma ibizwa ngamanye amagama, lowo msebenzi okukhulunywa ngawo kanye/noma isikhundla kumele kubizwe ngendlela efanele. Igama “lophikwana” lisetshenziswe njengesihloko sanoma yiyiphi ingxenyana emnyangweni. Kungenzeka kube nokusetshenziswa kwamanye amagama kulowo nalowo mnyango. Lapho isitatimende esithi “uMnyango we- (ABC)” sivela kunoma yini ebhaliwe noma ezithasiselweni, kumele kubhalwe igama lawo mnyango okukhulunywa ngawo.
I-EPMDS ihlinzeka ngohlaka oluhlelenjiwe lokwenziwa komsebenzi yizisebenzi ezisemazingeni eholo asuka kweloku-1 kuya kwele-12 emnyangweni. Kunamazinga amathathu okuyiwona amakhulu ekuphathweni kokwenziwa komsebenzi: Ezingeni lokuhlelwa, Isiphathimandla esiphezulu kanye ne-HoD yibo abakhomba amasu asemqoka okusebenza kanye nazo zonke izingxenye zemiphumela enqala yomnyango, kube kukhonjwa nezinjongo zezinto ezisemqoka zinikezwe ezimpikwaneni ezikhona emnyangweni. Ezingeni lophikwana, izimpikwana zenza imisebenzi nemiklamo eholela ekuphumeleleni kwezinhlelo zokusebenza ezididiyelwe. Ezingeni lezisebenzi, isisebenzi ngasinye senza isivumelwano sokwenziwa komsebenzi ngokuhlanganyela nenduna yaso. 
Izidingo ezinqala zokuphumelelisa ukuqalisa kokusebenza kwe-EPMDS yilezi ezilandelayo:
Uhlaka lomnyango lukhomba imisebenzi yezingxenye ezithile ze-EPMDS. Ngobukhona boHlelo Lwamasu Okusebenza njengesisekelo, umnyango uyakwazi ukuhlonza izinto ezisemqoka kakhulu nokumele zibhekelelwe kuqala kanye nezinjongo okumele zifezwe yizimpiko zomnyango. Yize kunjalo wonke umsebenzi owenziwa emnyangweni awuvelile ohlelweni lwamasu okusebenza, okusho ukuthi izivumelwano zokwenziwa komsebenzi zezisebenzi ezinezingxenye zemiphumela esemqoka kanye nemisebenzi okungavelanga ohlelweni lwamasu okusebenza noma lokusebenza kumele zikhombise izingxenye zemiphumela esemqoka kanye nemisebenzi yazo esemqoka okumele ibhekelelwe kuqala. Izivumelwano zokwenziwa komsebenzi zilekelela umnyango ukuthi ukwazi ukunikezela ngezinjongo kanye nokumele kwenziwe ezisebenzini. Lokhu kubuye kulekelele izisebenzi emnyangweni ukuthi zikwazi ukuzibandakanye ngendlela ephusile ekuphathweni kokwenziwa komsebenzi eziwenzayo. 
Esinye sezidingo ezisemqoka ekuphumeleliseni ukuqalisa kokusebenza kwe-EPMDS wukuqeqeshwa ngaohlelo. Izimenenja, izinduna kanye nezisebenzi kumele zithole ukuqeqeshwa ngokusebenza kohlelo kanye nezingxenye ezifana nezokuxhumana, ukuxazulula izinkinga kanye nokuqhamuka nezinqumo lapho kunengxabano ukuze uhlelo luphatheke ngendlela eyiyo. Ukuqeqeshwa kwezinduna yikhona okusemqoka kakhulu futhi kugcina ngokuthi izinduna zazi ukuthi zingaqalisa kanjani ukusebenza kohlelo, ziqinisekeise ukuthi isisebenzi zithola ukuqeqeshwa nolwazi olwanele ukuze zikwazi ukubamba iqhaza ohlelweni. Lokhu kumele kwenziwe ngokwesekwa nokubambisana nophiko lwe-HRD eMnyangweni.
2 UKUSEBENZA NOKUSETSHENZISWA KWENQUBOMGOMO
I-EPMDS iwuhlaka lokuphathwa kokwenziwa komsebenzi olusebenza kuzo zonke izisebenzi zoMnyango ezisemazingeni eholo asuka kweloku-1 kuya kwele-12 eziqashwe ngokoMthetho Wemisebenzi Kahulumeni, we-1994 (leyo minyango/zifundazwe eziyamukele ngokusemthethweni i-EPMDS). Yize ifana futhi kumele ixhumane ne-SMS PMDS kodwa iwuhlaka nohlelo olwehlukile, i-EPMDS ayisebenzi ekuphathweni nasekuhlolweni kokwenziwa komsebenzi womnyango, uphiko noma ithimba. Usuku lokuqalisa ukusebenza kwe-EPMDS echitshiyelwe wumhla lu-1 kuMbasa wezi-2007 emjikelezweni wezi-2007/2008.
3 IMITHOMBO YAMAGUNYA
Uhlaka lwe-EPMDS lufaka uhlaka lwemithetho elawula ukuphathwa kokwenziwa komsebenzi kuwo wonke amazinga emisebenzi kahulumeni, kanje: 
Ukuphathwa Kokwenziwa Komsebenzi
Ngoku-
Izihlinzekelo zikahulumeni, amasekhula nemihlahlandlela
Oqaphayo
IMinyango/Izinhlangano?Izinhlaka Zomphakathi
Ukucwaningwa kokwenziwa komsebenzi kanye namazinga okusebenza ngendlela eyiyo nefanele komnyango
UMthetho Wokuphathwa Kwezimali Zikahulumeni, we-1999 [s. 27(4), 38(1)(b) & 40(3)(a)
Imithethonqubo Yokugcinwa Kwezimali, 2001]
Abagcinizimali kanye Nomcwaningimabhuku Jikelele (Omkhulu)
IziNhloko Zeminyango
Izivumelwano zokwenziwa komsebenzi kanye nemihlahlandlela ye-PSC mayelana nokuhlolwa kwama-HOD
uMthetho Wemisebenzi Kahulumeni, we-1994 [s. 12(4)]
Imithethonqubo Yemisebenzi Kahulumeni, yezi-2001, iSahluko sesi- 4 iNgxenye III. 
Imithethonqubo Yemisebenzi Kahulumeni, yezi-2001, ingxenye yoku-1 yeSithasiselo sesi- 2, indima yesi- 7
Imihlahlandlela ye-PSC mayelana nokuhlaziya i-HOD
I- PSC idlala indima yokuqapha kanye nokuphathwa kwehhovisi/ ukwenza izinto zezneke 
Izimenenja Ezinkulu (SMS)
Izivumelwano zokwenziwa komsebenzi; kusuka mhla lu-1/4/2002 ne-SMS PMDS
Izinqumo ze-PSCBC ze-13 ze-1998 kanye neSinqumo sesi- 9 sezi-2000
Imithethonqubo Yemisebenzi Kahulumeni, yezi-2001, iNgxenye III yeSahluko sesi-4 
Isekhula ye-DPSA 1/2/1/P “SMS PMDS”, eyakhishwa mhla zingama-28/03/2002
I-MPSA ibamba iqhaza lokuqapha nokubhekela ukuphathw akwehhovisi/ ukwenza izinto zenzeke ngendlela
Zonke ezinye izisebenzi
(amazinga 1 – 12 eziqashwe ngaphansi koMthetho Wemisebenzi Kahulumeni)
Uhlelo lwe-PM Lomnyango (kusuka mhla lu-1/4/2001)
uMthetho wemisebenzi kahulumeni, wezi-1994 - isigatshana 3(5)(c).
Imithethonqubo Yemisebenzi Kahulumeni, yezi-2001, iNgxenye VIII yeSahlkuko soku-1. 
Isekhula ye-DPSA 1/71/4/1/ “UHlaka Lwenqubomgomo Ekhuthazayo yamazinga kusuka kweloku-1 kuya kwele-12” 
Iziphathimandla Eziphezulu
Imithombo ethile yamagunya ezingxenye ezithile zokuphathwa kokwenziwa komsebenzi yile:
UMthethosisekelo weRiphablikhi yaseNingizimu Afrika, 1996
UMthetho Wemisebenzi Kahulumeni, 1994, njengokwesichibiyelo
Imithethonqubo Yemisebenzi Kahulumeni, 2001 (iSahluko 1, iNgxenye VIII)
UMnthetho Wokuthuthukiswa Kwamakhono (uMthetho 97 we-1998)
UMthetho Wo KweziThe Labour Relations Act (uMthetho 66 we- 1995)
Umthetho Wokukhuthzwa Kokulingana Nokuvikeleka Ekucwasweni Ngokwenzelela, (uMthetho 4 wezi-2000)
UMthetho wokukhuthaza Ukufinyelela Olwazini (uMthetho 2 wezi- 2000)
UMthetho Wokuqasha Ngokulingana (uMthetho 55 we- 1998)
UMthetho Wokuphathwa Kwezimali Zikahulumeni, 1999
UMthetho Wokukhuthaza Ukuphathwa Kobulungiswa, 2000
Umbiko-mbono (White Paper) mayelana nokuHlelwa Kabusha Kwemisebenzi Kahulumeni, we-1995
Umbiko-mbono (White Paper) mayelana nokuPthathwa Kwezezisebenzi, we-1997
Umbiko-mbono (White Paper) mayelana neSenzangakhona, we-1998
Umbiko-mbono (White Paper) mayelana nokuHlelwa Kabusha Kokunikezela Ngezidingo Emphakathini (Batho Pele), we-1997
Umbiko-mbono (White Paper) mayelana noFundiswa Nokuqeqeshwa eMsebenzini Kahulumeni, we-1998
Imithethonqubo Yomgcinizimali, yezi-2001
Iqoqo lezivumelwano ezifanele
Imiyalelo efanele ekhishwa yi-MPSA kanye nezinqubomgomo zomnyango
IZINHLOSO ZOKUPHATHWA KWEZINGA LOKUSEBENZA
INHLOSO
Ngokwenhloso ye-EPMDS, ukuphathwa kokwenziwa komsebenzi kuhloswe ngakho ukuhlela, ukuphatha nokuthuthukisa ukwenziwa komsebenzi yisisebenzi. Inhloso yokuphathwa kokwenziwa komsebenzi wukuqhamuka nendlela ezoqinisekisa ukuthi izisebenzi ziyakwenza okumele kwenziwe ngokweqophelo nangobungako, ukuze kwenziwe ngcono ukwenziwa komsebenzi woMnyango kanye nokunikezelwa kwezidingo emphakathini. 
IZINJONGO
Ukuze kufezeke ubuhlakani nempumelelo yomuntu ngamunye, izinjongo zokuphathwa kokwenziwa komsebenzi kumele kube wu -
kusungula isiko lokwenziwa komsebenzi kanye nokufunda eMsebenzini Kahulumeni;
kwenza ngcono ukunikezelwa kwezidingo emphakathini;
kuqinisekisa ukuthi bonke abaninimsebenzi bayazi futhi bayaqonda ukuthi yini elindeleke kubo;
kukhulisa ukuxhumana mayelana nokwenziwa komsebenzi phakathi kwabaninimsebenzi nezinduna zabo;
kukhomba, ukuphatha kanye nokukhulisa izidingo zokuthuthuka komninimsebenzi;
kubuyekeza ukwenziwa komsebenzi ngokungenzeleli;
kubhekela lezo zigaba zokwenziwa komsebenzi ezisezingeni nezingcono; kanye
nokuphatha lezo zigaba zokwenziwa komsebenzi ezingekho ezingeni neziphansi.
4.3 IMIGOMO
Imigomo enqala eyisisekelo sokuphathwa kokwenziwa komsebenzi ngendlela eyiyo zibaluliwe kwi-PSR iSahluko 1 iNgxenye VIII. Le migomo yile elandelayo –
IMinyango kumele iphathe ukwenziwa komsebenzi ngendlela yokuxhumana, ukwesekana nokungacwasi ukuze kuqiniswe umnyango ngendlela eyiyo nefanele, isibopho sokubika mayelana nokusetshenziswa kwezinsizakwenza kanye nokufeza imiphumela.
Izinhlelo zokuphathwa kokwenziwa komsebenzi kumele zixhumane nezinhlelo zokuthuthukiswa kwezisebenzi okubanzi nokufanayo futhi zihambisane nezinhloso zamasu okusebenza omnyango
Izinhlelo zokuphathwa kokwenziwa komsebenzi kube zibe sesimeni sokuthuthukisa futhi zivumele ukunakwa kokwenziwa komsebenzi okusezingeni, futhi kube nendlela yokubhekana nokwenziwa komsebenzi okungekho ezingeni nokuphansi
Izinqubo zokuphathwa kokwenziwa komsebenzi kumele zinciphise umthwalo wokuphatha ezinduneni zibe zigcine ukuba sobala lwezinto kanye nobulungiswa kwezokuphatha 
5 UKULANDELANA KWAMAZINGA OKUSEBENZA
Ukuphathwa kokwenziwa komsebenzi ezingeni lesisebenzi kuwuhlelo lokuxhumana oluqhubekayo Phakathi kwesisebenzi nenduna yaso mayelana nokwenziwa komsebenzi yisisebenzi. Ukuxhumana ubuso nobuso kuyisidingo esisemqoka salolu hlelo futhi kumele kwenziwe kuze kuphele umjikelezo wokwenziwa komsebenzi. Ukuze kwenzeke ngendlela eyiyo umjikelezo uhlukaniswe ngezigaba – 
Isivumelwano nokuhlelwa kokwenziwa komsebenzi;
Ukuqashelwa, ukuthuthukiswa kanye nokulawulwa kokwenziwa komsebenzi;
Ukuhlolwa noma ukunconywa kokwenziwa komsebeni; kanye
Ukuphathwa kwemiphumela yokuhlolwa
Umjikelezo wokwenziwa komsebenzi uyizinyanga eziyi-12 lapho kuhlelwa, kuqaliswa futhi kuhlolwa khona ukwenizwa komsebenzi. Kumele kuhambisane ngesikhathi esifanayo nesohlelo lokusebenza koMnyango okungukuthi mhla lu-1 kuMbasa kuya mhla zingama-12 Ndasa wonyaka olandelayo. Umjiekelezo wezinyanga eziyi-12 nawo uxhumene nonyaka wezimali ngenhloso yokuhlela, ukwenyuswa kwamaholo kanye nezinye izizathu eziqondene nokwenziwa komsebenzi ezifana nemiklomelo yokwenizwa komsebenzi noma amabhonasi email ewukheshi. Umjikelezo wesikhathi sokuvivinywa emsebenzi, uxhumene nosuku lokuqashwa komninimsebenzi.
6 UKUHLELWA KWEZINGA LOKUSEBENZA KANYE NESIVUMELWANO 
6.1 Isisvumelwano sokwenziwa komsebenzi (PA)
Isivumelwano sokwenizwa komsebenzi siyisisekelo sokuphathwa kokwenziwa komsebenzi ezingeni lomuntu ngayedwana. Zonke izisebenzi kumele zingene esivumelwaneni ngaphambi kokuphela kwekwata yokuqala yomjikelezo omusha. Amathuluzi okukala ukwenziw akomsebenzi oMnyango nawophiko kumele akhombe ukuthuthuka kwe-PA yesisebenzi. Indlela i-PA ehlelwe ngayo isebenza kuwo wonke amazinga emnyangweni kanti nokuqukethwe kumele kuveze uhlelo lwamasu okusebenza lomnyango kanye nendlela okuzosetshenzwa ngayo unyaka wonke, uhlelo lokusebenza lophiko kanye nokuchazwa kwemisebenzi yezisebenzi, iqhaza elibanjwa yizisebenzi kanye ngemisebenzi okumele yenziwe.
Okuqukethwe kwi-PA kumele kufake lokhu okulandelayo (bheka Isithasiselo A) –
Ulwazi ngesisebenzi njengenombolo yeHolo, isikhundla ngokomsebenzi, kanjalo nokuchazwa kweqhaza lomsebenzi okumele libanjwe yisisebenzi, kugxilwe kakhulu ezinjongenweni ezinqala, inhloso yomsebenzi, izingxenye zemiphumela enqala (KRAs) kanye ne……(GAFs).
UHlelomsebenzi luqukethe ama-KRAs, okumele kwenziwe, imisebenzi kanye nezidingo zezinsizakwenza.
Uhlelo lokuzithuthukisa (PDP) olulekelela ekukhonjweni kwezingxenye ezidinga ukuthuthukiswa kanye nezidingo zesisebenzi kanjalo nezindlela zokwenza lokhu kube ngcono. 
Uma isisebenzi sishintsha umsebenzi ngesikhathi somjikelezo wokwenziwa komsebenzi kodwa sibe sisesezingeni elifanayo, kumele kungenwe kwi-PA entsha ngokomsebenzi omusha futhi kumele kwenziwe ukuhlolwa kokwenziwa komsebenzi kube kubhekwa zombili izikhathi. Yizinduna kuphela ezisezingeni lesi-9 noma ngaphezulu ezigunyaziwe ukungena esivumelwaneni nesinye isisebenzi egameni lomnyango. I-PA, ikakhulu uhlelomsebenzi kumele kuphinde kuxoxiswane ngakho uma isisebenzi besingawenzi lowo msebenzi isikhathi esiyizinyanga ezintathu nangaphezulu kungaba nganoma yisiphi isizathu, isibonelo, ukukhulelwa, ukugula, ukufunda, ukungabikho ngoba uyokwenza izinto zakho noma ukuvakasha; ngaphandle uma lokhu kungabi bikho emsebenzini kwakukhona esivumelwaneni sokuqala. I-PA engenalo uhlelomsebenzi oluphelele kumele ithathwe njengengekho emthethweni futhi isetshenziswe kancane ohlelweni lokuphathwa kokwenziwa komsebenzi.
6.2 UHlelomsebenzi
Ngesikhathi isivumelwano sokwenziwa komsebenzi siyinsika yokuphathwa kokwenziwa komsebenzi ezingeni lomuntu ngayedwana, uhlelomsebenzi lona luqukethe umongo wesivumelwano sokwenziwa komsebenzi (bheka uMkhombandlela woHlelomsebenzi eSithasiselweni B).
Indlela okuhlolwa ngayo ukwenziwa komsebenzi wesisebenzi ihlanganisa Izingxenye Zemiphumela Enqala (KRAs) kanye namaThuluzi Okuhlola Ukufana (GAFs) okutholakala kwi-PA. Isisebenzi ngasinye kumele sihlolwe kuzo zombili izingxenye. Ama-KRA athatha ingxenye enkulu yomsebenzi engaba ngamaphesenti angama-80 okuhlolwa kokugcina kanti ama-GAF angaba ngamaphesenti angama-20 umphumela wokuhlolwa. 
Ama-KRA achaza lokho okulindeleke esisebenzini ngomsebenzi waso kanye nokunakisisa izenzo nemisebenzi ezolekelela uphiko nomnyango wonke ekusebenzeni gendlela eyiyo. Ohlelwenimsebeni ama-KRA kumele ahlukaniswe ngokwemisebenzi nalokho okumele kwenziwe kanye nezidingo zezinsizakwenza. Lokhu kusetshenziselwa ukuveza ukuthi ukwenziwa /ukuphumelela komsebenzi kanye nokumele kwenziwe kungakaleka. Ama-KRA angafaka izingxenye eziningi zomsebenzi njenge – 
misebenzi noma imicimbi okumele isisebenzi siqiniseke ukuthi iyenzeka; 
amazinga okwenziwa komsebenzi isisebenzi okumele siwagcine futhi siwakhulise; 
zenzo noma izimo okumele isisebenzi sona ngnokwaso sizenze ukuveza ukwehluka kwaso kwezinye; kanye 
nemisebenzi kanye nemithwalo yemfanelo emaqondana nokwelulekwa kanye nokwesekwa okunikezelwa, isisbonelo, ngongoti kumakhasimende.
Nakuba singekho isilinganiso ngokwenombolo sama-KRA okumele afakwe kwi-PA, kumele okungenani angeqi kwayisihlanu. I-KRA ngayinye kumele ihlukaniswe ngokwezinto okumele zenziwe ezikalekayo kanye/noma nemisebenzi. I-KRA ngayinye kumele ibe nesisindo (ngokwamaphesenti) maqondana nokubaluleka kwayo emsebenzini wesisebenzi/ilungu. Isisindo sama-KRA kumele sibe yi-100 uma sesihlanganisiwe.
AmaThuluzi Okuhlola Ukufana (GAFs (GAFs) abalulekile futhi angamazinga asetshenziswa ukuchaza nokuhlola ukwenziwa komsebenzi, kubhekisiswa ulwazi, amakhono kanye neqophelo. Ama-GAF alandelayo avamise ukubalwa afike kumaphesenti angama-20 esamba samamaki okuhlolwa kwesisebenzi. Induna kanye nesisebenzi kumele bavumelane okungenani ngamamaki ayisihlanu kwayishumi nanhlanu ama-GAF okukholakala ukuthi asemqoka ukuze ukwenziwa komsebenzi kuhambe ngendlela emsebenzini othile (bheka iSithasiselo C ukuthola umhlahlandlela ngama-GAF). Uhlelo lokunikezela ngezidingo emphakathini (Batho Pele) kumele lulandelwe uma sekuhlolwa lama-GAF. 
Ulwazi lomsebenzi
Amakhono obuchwepheshe
Ukwamukela isibophezelo/umthwalo wemfanelo
Iqophelo lomsebenzi
Ukwethembeka
Ikhono lokuqalisa izinto
Ukuxhumana
Ubudlelwano bokuxhumana nabanye abantu
Ukuvumela isimo
Ukusebenza ngokubambisana nabanye
Ukuhlela nokuqalisa kokusebenza
Ubuholi
Ukwaba nokuhlomisa ngamandla
Ukuphathwa kwezinsizakusebenza eziyimali
Ukuphathwa kwezisebenzi
Izisebenzi kumele zihlolwe ngokwama-GAF akhethekile ahambisana nemisebenzi yabo. Isibonelo, ungoti kungenzeka ngabi nabo abantu abasebenza ngaphansi kwakhe kumbe abalawulayo noma angabi naso osobopho kwezezimali. Ukuthola ama-GAF ahambisana nomsebenzi, isisebenzi kanye nenduna bazodinga – 
Ukunquma ukuthi yimaphi ama-GAF ahambisana nomsebenzi wesisebenzi.
Ukukala i-GAF ngayinye ehambisanayo ukuveza ukuthi ihambisana kangakanani nomsebenzi lowo. Uma umthelela nezinga kukukhulu, buba bukhulu nobumqoka bokuthi lowo mbandela ungakwazi ukufeza imiphumela yokwenziwa komsebenzi ngendlela efanele. Ukukalwa kwawo wonke ama-GAF kumele uma esehlanganisiwe kube yi-100. 
I-GAF ngayinye ekhethiwe ikalwa ngokusebenzisa umkhombandlela wamathuluzi okuhlola ukufana ekwenziweni komsebenzi (eseSithasiselweni C).
6.3 UHlelo Lokuzithuthukisa (PDP)
I-PA kumele ihlanganise uHlelo Lokuzithuthukisa (bheka iSithasiselo D ukubona isibonelo). Inhloso yohlelo lokuzithuthukisa wukukhomba nanoma yiyiphi ingxenye yokumele kwenziwe ebonakala ixega emsebenzini wesisebenzi, ukuze kuhambisane nengxenye yokweseka leyo exegayo bese kuhlelwa ukuthi kuphinde kuqalise ukusebenza kwezinyathelo ezithile ukuze kuncishiswe igebe. Okuzosetshenziswa kuyoththelwa kunoma iyiphi i-GAF ekhona kule-EPMDS kumbe nanoma yiyiphi ingxenye yolwazi lwesisebenzi, amakhono kanye nezidingo zeqophelo. I-PDP kumele ihlanganise ukungenelela okumayelana nobuchwepheshe noma okumayelana namakhon omsebenzi ngokuthi, isibonelo, ukuqeqeshwa okufanele, ukuqeqeshelwa emsebenzini, ukujwayezwa umsebenzi kanye nokujikeleziswa emsebenzini. Isisebenzi kanye nenduna kudingeka babambisane ekufezeni i-PDP bebe benamarekhodi acacile ezibopho zokubika maqondana nombhalo wesivumelwano se-PDP.
6.4 UKUPHUTHA OKWELULIWE KANYE NOKUTHUTHWA KWEZISEBENZI
Ukuphutha ngesikhathi somjikelezo
Izikhathi ezijwayelekile zelivu njengelivu yonyaka kanye/noma izikhathi ezimfushane zelivu yokugula azivamile ukuphazamisa umjikelezo wokuphathwa kokwenziwa komsebenzi kwesisebenzi. Esimeni lapho olunye uhlobo lokuphutha ludonse isikhathi eside, izinduna nezisebenzi kumele babe nokuxoxisana ukuze bafinyelele esivumelwaneni mayelana nendlela ezolandelwa ukukala leso sikhathi sokuhlolwa sonyaka. Uma kungenzeki ukuthi kubukezwe noma kukalwe ngonyaka, kumele kukhonjiswe ngokubhaliwe. Kungahle kudingeke ukuthi kwakhiwe izinhlelo ezintsha zomsebenzi uma isisebenzi sesibuya ekhefini elide. Yize isisebenzi singajeziselwa ilivu evunywe ngokusemthethweni, kuyiqiniso ukuthi isisebenzi ebesiphuthile emsebenzini isikhathi eseluliwe, asizange sisebenze ngokufanayo naleso esingazange siphuthe isikahthi eside.
Lokhu kujwayele ukuba yibkinga uma sekubhekwa indaba yamabhonasi. Kulesi simo umgomo uthi “ukuwenza wonke umsebenzi” kuchaza ukuthi isikalo salokho u-3 (“ukwenziwa komsebenzi ngendlela esezingeni) lapho isisebenzi sithola iholo eligcwele, ibhonasi ejwayelekile kanye nokukhushulelwa iholo. Izinduna kumele zibhekisise ukukala kanye nokuhlola isisebenzi ebesiselivini isikhathi eside, ukuze zilinganise amalungelo alezo zisebenzi ebeziphuthile nendima edlalwe yilezo okudingeke ukuthi zisebenze ngokweqile ngenxa yalezo eziphuthile.
Ukubamba ezikhundleni eziphezulu
Uma isisebenzi siqokwe ukuba sibambe esikhundleni esiphezulu isikhathi esingaphansi kwamasonto ayisithupha, uhlelomsebenzi kumele lugxile emsebenzini leso sisebenzi esiqashelwe kuwo ngokugcwele. Kuncike ekutheni leso sisebenzi ngesikhathi sisabambile besiwenza kanjani umsebenzi, kumele uvezwe umsebenzi omuhle esiwenzile esikhundleni esiphezulu ngesikhathi sekuhlolwa ukwenziwa komsebenzi, ohlelwenimsebenzi lwesikhundla esiqashelwe kuso ngokugcwele.
Uma ubambile esikhundleni esiphezulu isikhathi esingaphezu kwamasonto ayisithupha, uma ukhokhelwa imali yokubamba, kumele kwakhiwe uhlelomsebenzi lwesikhundla esiphezulu okumele usebenze ngalo. Ukwenziwa komsebenzi yisisebenzi, esibambile esikhundleni esiphezulu kuyohlolwa ngokohlelomsebenzi oluchitshiyelwe, ngokwamazinga asebenza ezingeni lesikhundla isisebenzi esiqashelwe kuso ngokjugcwele. Iqophelo lokwenziwa komsebenzi kumele libalwe ezingeni leholo lesikhundla isisebenzi esiqashelwe kuso ngokugcwele, kuye ngokweholo lesisebenzi mhla zingama-31 kuNdasa womjikelezo.
Ukuthuthwa kwezisebenzi
Uma izisebenzi zithuthelwa komunye umsebenzi ezingeni elifanayo, kungumsebenzi wazo ukuhlinzeka umnyango omusha ngohlelo lwakamuva lokuhlolwa kokwenziwa komsebenzi. Uma isisebenzi sishintsha umsebenzi emnyangweni owodwa ngesikhathi somjikelezo we-PMDS, ukubuyekezwa kokwenziwa komsebenzi maqondana nomsebenzi owushiyayo kumele kuqedelwe ngaphambi kokuthi uqale umsebenzi omusha. Uma isisebenzi esishintsha umsebenzi siyinduna noma imenenja, ukubuyekezwa kokwenziwa komsebenzi wesisebenzi ngasinye esingaphansi kwaso kumele kuqedelwe ngaphambi kokuba sidlulele komunye umsebenzi. Uma isisebenzi sishintshelwe komunye umnyango , kumele kube nokuxoxisana mayelama nenqubekela phambili yokubuyekezwa komjikelezo we-PMDS wangaleso sikhathi ngaphambi kokuthi leso sisebenzi sishiye emnyangweni. Esimeni lapho kuyizinduna, ngale kokuthi ziyaphi, kuyodingeka ukuthi zihlole izisebenzi ezingaphansi kwazo ngaphaphi kokuhamba.
Ukungaziphathi ngendlela kanye nokuxoshwa
Izinqumo ezimaqondana nokukalwa kokwenziwa komsebenzi kumele zincike ezintweni ezenziwe yisisebenzi ngokomsebenzi. Esimweni lapho kusolakala ukungaziphathi ngendlela, kunemibuzo okudingeka ibuzwe.
Hlobo luni lokungaziphathi kahle (isibonelo, ezezimali, ezokuphatha)?
Ngabe watholakala enecala noma cha?
Uma atholakala enecala, wathola hlobo luni lwesigwebo (isibonelo, waxoshwa, wamiswa)?
Ngabe ukungaziphathi kahle kanye/noma nesigwebo kwaba nomthelela ekwenziweni komsebenzi?
Ngabe isisebenzi saxoshelwa ukuphutha isikhathi esiluliwe?
Kunzima ukubeka imithetho evamile futhi icala ngalinye kumele lihlulelwe ngendlela efanele lona. Uma icala lokungaziphathi kahle kanye/noma ukulalelwa kwalo, kanye/noma nanoma yisiphi isigwebo sibe nomthelela ongemuhle ekwenziweni komsebenzi yisisebenzi, kuzoba nzima ukukhuthaza ukuklomelisa ngo-3 nangaphezulu kanjalo nokunikeza ibhonasi yokwenziwa komsebenzi.
Izichibiyelo zesivumelwano sokwenziwa komsebenzi
Ukwenziwa komsebenzi eMisebenzini Kahulumeni kwenziwa ezimweni ezehlukene. Isivumelwano sokwenziwa komsebenzi Performance in the Public Service takes place in a dynamic environment. A performance agreement can therefore never be cast in stone. Ngisho noma i-PA isayiniwe ekuqaleni komjikelezo wokwenziwa komsebenzi, kumele izinguquko nezengezo zivezwe njalo kwi-PA kanye noHlelomsebenzi.
I-PA kanye noHlelomsebenzi okuhlolwa ngakho isisebenzi ekupheleni komjikelezo kumele kuvezwe ngendlela eqondile emisebenzini eyenziwe yisisebenzi kumele kwenziwe kwi-PA nakuHlelomsebenzi futhi lokhu kumele kusayinwe kufakwe usuku yibo bobabili isisebenzi nenduna yaso.
7 UKUQASHWA KOKWENZIWA KOMSEBENZI, UKUBUYEKEZA KANYE NOKUHLOLA
7.1 Ukuqashwa kokwenziwa komsebenzi
Ukwenziwa komsebenzi ezingeni lomuntu ngayedwana kumele kuqashwe ngokuqhubekayo ukuze kukwazi ukulekelela ekukhonjweni kwezingqinamba ekwenziweni komsebenzi kanye nezinguquko kanye nokubhekana nokuthuthusa nokwenza ngcono izidingo uma zivela kanjalo noku – 
khomba inqubekela phambili kanye/noma nokuhlonza izithiyo ekufezeni izinjongo neqophelo;
lekelela izinduna nabaninimsebenzi bakwazi ukubhekana nezinkinga ezimayelana nokwenziwa komsebenzi;
hlonza nokuhlinzeka ngokweseka okkudingekayo;
ukuguqula izinjoko namaqophelo; kanye
nokuqinisekisa ukufunda nokuthuthuka okuqhubekayo.
7.2 Imikhakha yokwenziwa komsebenzi kanye nesilinganiso sokukala 
Le mikhakha emihlanu yokwenziwa komsebenzi elandelayo isetshenziselwa ukukala ukwenizwa komsebenzi, ukubuyekeza kanye nokuhlolwa kwezisebenzi kwaminyaka yonke:
UKUKALA
UMKHAKHA
INCAZELO 
1
UKWENZIWA KOMSEBENZI NGENDLELA EGCULISAYO
Ukwenziwa komsebenzi akuhambisani nezinga elilindelekile lomsebenzi. Ukubuyekezwa/ukuhlolwa kuveza ukuthi umninimsebenzi uphumelele ukwenza umsebenzi onemiphumela engaphansi kwezinga kuwo wonke umsebenzi wakheThe review/assessment indicates that the jobholder has achieved less than fully effective results against almost all of the performance criteria and indicators as specified in the Performance Agreement and Workplan. 
2
UKWENZIWA KOMSEBENZI OKUNGEKHO EZINGENI
Ukwenziwa komsebenzi kuyahlangabezana namazinga alindelekile omsebenzi. Performance meets some of the standards expected for the job. The review/assessment indicates that the jobholder has achieved less than fully effective results against more than half of the performance criteria and indicators as specified in the Performance Agreement and Workplan. 
3
UKWENZIWA KOMSEBENZI OKUSEZINGENI
Performance fully meets the standard expected in all areas of the job. The review / assessment indicates that the jobholder has achieved as a minimum effective results against all of the performance criteria and indicators as specified in the Performance Agreement and Workplan. 
4
UKWENZIWA KOMSEBENZI OKUNGALE KOKULINDELEKILE
Performance is significantly higher than the standard expected in the job. The review/assessment indicates that the jobholder has achieved better than fully effective results against more than half of the performance criteria and indicators as specified in the Performance Agreement and Workplan and fully achieved all others throughout the performance cycle.
5
UKWENZIWA KOMSEBENZI NGENDLELA EBABAZEKAYO
Performance far exceeds the standard expected of a jobholder at this level. The review/assessment indicates that the jobholder has achieved better than fully effective results against all of the performance criteria and indicators as specified in the PA and Workplan and maintained this in all areas of responsibility throughout the performance cycle.
7.3 Indlela yamaphuzu amahlanu yokunika amamaki
Njengoba kukhonjisiwe bngaphezulu, i-EPMDS isebenzisa indlela yamaphuzu amahlanu okunika amamaki. U -“3” ezingeni – “Lokusezingeni” – usho ukuthi ukwenziwa komsebenzi yisisebenzi kuhambisana ngokuphelele nezinga elilindelekile futhi siphumelele ukuveza imiphumela esezingeni kuzo zonke izingxenye zokwenziwa komsebenzi. Ngokwendlela entsha yokubhekana nokukalwa kokwenziwa komsebenzi, isisebenzi esikalwe “njengesisezingeni” sihambisane ngokuphelele nezidingo zomsebenzi. Ezingeni lokukala lokhu kuchaza isamba samamaki esingamaphesenti ayi-100 (ekuqaleni u-3 wayechaza amaphesenti angama-60).
7.4 Ukubuyekeza nokuhlola izinga lokusebenza
(Ifomu lokubuyekeza kwamaphakathi nonyaka eliseSithasislweni E; bheka ku-8.1 kulabo abasavivinywa emsebenzini)
Imihlangano yokubuyekeza ukwenziwa komsebenzi iyingxenye esemqoka kakhulu ohlelweni lokuqapha. Lokhu kubuyekeza kumele kwenziwe njalo njengoba nezimo ziphoqa. Ukubuyekezwa kusemqoka ukukhuthaza nokudalula izingxenye lapho isisebenzi sidinga ukukhuliswa khona uma kunesidingo, ukulungisa i-PA. Induna kumele isebenzise wonke amathuba ukuxoxisana ngokwenizwa komsebenzi wesisebenzi, kuhlanganisa imihlangano yophiko, imibiko kanye nokuxoxisana nje. Ngokwe-PSR 1/VIII B.4(b) induna yesisebenzi kumele iqaphe ukusebenza kwesisebenzi ngokuqhubekayo bese isinikeza impendulombiko ngokusebenza kwaso: okungenani izikhathi ezine ngonyaka – ngomlomo, uma ukusebenza kwesisebenzi kugculisa (kusezingeni nangaphezulu); ngokubhaliwe uma kungagculisi (kungagculisi nangaphansi); okungenani kabili (ngokubhaliwe noma ngomlomo) ezinyangeni eziyisithupha ngaphambi kokuhlolwa kokwenziwa komsebenzi wonyaka okusemthethweni okuhlanganisa umjikelezo wonke.
Uma induna, ngokwemiphumela yokubuyekeza, noma nanoma yingasiphi isikhathi somjikelezo wokwenziwa komsebenzi, yazile ukuthi ukusebenza kwesisebenzi kukalwe kwaba ngaphansi kokulindelekile, induna kumele iqede ukuhlolwa okusemthethweni, inikeze amamaki ama-KRA nama-GAF, igcwalise yonke imibhalo futhi isayinwe yisisebenzi. Lokhu kuyoqinisekisa ukuthi isisebenzi siyacacelwa ukuthi indlela esisebenze ngayo ayemukelekile futhi ukuqhubeka nokusebenza ngaleli zinga eliphansi kanje kungathikameza ukunikezelwa kwezidingo emphakathini futhi siqinisekile ukuthi umphumela wokuhlolwa kokusebenza okungaphansi kwezinga ekupheleni komjikelzo kuhambisana nezingqinamba zakhona.
Induna kumele izilungiselele ngoku–
buyekeza isikhathi esedlule kanye nezinjongo neqophelo lesikhathi esizayo;
buyekeza ukweseka okudingekayo kanye nokuhlela izidingo zokuqeqeshwa nokuthuthuka
ngokufuna impendulombiko efanele kubabambiqhaza abathintekayo ukweseka uhlelo;
buyekeza nokulungisa yonke imibhalo ethintekayo; kanye 
nokukhomba izingxenye zangaphandle /nangaphakathi ezinomthelela ekusebenzeni komninimsebenzi.
Umninimsebenzi kumele azilungiselele ngoku –
buyekeza izinjongo ezedlule bese ekhomba izinjongo okungaba ngezintsha;
qoqa bonke ubufakazi obeseka ukwenziwa komsebenzi;
khomba izinto ezithikameza ukusebenza kwakhe;
khomba ukwesekwa okungahle kudingeke kanjalo nokuqeqeshwa kanye nokuthuthukiswa kwezidingo; kanye
khombisa empendulwenimbiko ezonikezwa induna.
Ukubuyekeza kungukuxoxisana phakathi kwenduna nesisebenzi. Okuqukethwe kanye nemiphumela yempendulombiko yesigaba samaphakathi nonyaka kanye nasekupheleni konyaka kumele kusayinwe yizo zombili izinhlangothi. Ukubyekeza kukaMandulo okwamaphakathi nonyaka ngoba kwenziwa kusuka kuMbasa kuya kuMandulo. Kuwo wonke amazinga esikhathi sokubuyekeza kumele ahlanganise ukuxoxisana ngezidingo zohlelo lokuthuthukiswa kwesisebenzi. Ukuhlolwa kokugcina kanye nokuxoxisana kumele kwenziwe ekupheleni komjikelezo futhi kuqondane nokuphela konyaka wezimali, okungukuthi ekupheleni kwenyanga kaNdasa minyaka yonke. Umphumela wezingxoxo zokuhlola yiwona oyisamba samamaki okusebenza kwesisebenzi okuyisamba sama-GAF kanye/noma ama-KRA.
Izingxoxo zokuhlola kumele zivule –
ithuba lesisebenzi lokuthi sihlole umsebenzi waso kanye nalokho okuyigalelo laso ezinhlosweni zomnyango kanye nasekukhombeni izingxenye ezidinga ukuthuthukiswa; 
ithuba lenduna lokuthi ihlinzeke ngempendulombiko mayelana nokwenziwa komsebenzi unyaka wonke kanye nokuhlonza izindlela zokwenza ngcono lokho okwenziwe; 
ithuba lesisebenzi lokuthi sibe negalelo kanye nokuphendula ekuphawuleni mayelana nokusebenza kwaso kanye nasekukhombeni izinto ezingaphezu kwamandla aso okuyizona eziholela emiphumeleni yokungasebenzi kahle.;
izingxoxo ezivulelekile phakathi kwesisebenzi nenduna yaso kumele zibhekelelwe futhi kuvunyelwane ngemibono yokuxazulula izinkinga;
isivumelwano mayelana namamaki okuhlola konke esiveza isinqumo maqondana nezinga lempumelelo ezuziwe ngokwesivumelwano sokwenziwa komsebenzi; kanye
nethuba lenduna kanye nesisebenzi lokuthi bavumelane ngezingxenye zokuzithuthukisa.
7.5 Ukuhlolwa kokwenziwa komsebenzi kwaminyaka yonke
Ithuluzi lokuhlola ukwenziwa komsebenzi
Ithuluzi lokuhlola ukwenziwa komsebenzi kwezisebenzi ezingesiwo amalungu e-SMS (amazinga eholo asuka kwelo-1 kuya kwele-12) litholakala eSithasiselweni F.
Lona lelo thuluzi lokuhlola[1] lisetshenzisellwa ukubuyekeza ukwenziwa komsebenzi, kanjalo nokusebenza kwesisebenzi konyaka wonke. Yilokhu kuhlola konyaka wonke okuzosetshenziswa njengesisekelo ukunquma mayelana nomsebenzi wesisebenzi. Lona lelo thuluzi kumele liphinde lisetshenziswe ukunquma mayelana nalabo abavivinyelwa emsebenzini, imiklomelo kanye nokuthuthukiswa kwamakhono. Ngaphandle kwezingxoxo zokubuyekeza kanye nolwazi induna enalo ngokusebenza kwesisebenzi, izimenenja kumele zicabange ukuthi ukuhlola kumele kuncike “kuphela olwazini oluqukethwe yithuluzi elimiselwe ukuhlola ukwenziwa komsebenzi.”[2]
Izinyathelo ohlelweni lokuhlola
I-EPMDS incike esivumelwaneni phakathi kwenduna kanye nesisebenzi mayelana, okokuqala, ukwenziwa komsebenzi okulindelekile ngesikhathi somjikelezo (isivumelwano sokwenziwa komsebenzi), kanye, okwesibili, nemiphumela edingeka ifeziwe ngesikhathi somjikelezo. 
Induna izoba nolwazo oluphelele mayelana nokusebenza kwesisebenzi futhi iyobamba elikhulu iqhaza ohlelweni lokuhlola. Ukuhlola konyaka kwenziwa ekupheleni komjikelezo wokwenziwa komsebenzi mhla zingama-31 kuNdasa minyaka yonke. Ukuhlola konyaka kuhlinzekela amamaki okukala okugcina okubhekwa wona lapho kuthathwa izinqumo ngomsebenzi nezimo ezifana nokwenyuselwa iholo kanye nokunikwa kwemiklomelo yokwenziwa komsebenzi. Uhlelo luqala ngokuzihlola kwezisebenzi. Induna bese ihlola isisebenzi kanye nokubuyekezwa kokuzihlola.
Ukuzihlola
Iqhaza lesisebenzi esihlolelwa umsebenzi waso yileli -
ukuhlola inqubekela phambili yaso ngokwesivulwano saso sokwenziwa komsebenzi kanye nohlelomsebenzi, ngesikhathi sokubuyekeza kanye nokunika izikalo zokwenziwa komsebenzi;
ukwazisa imenenja yaso ezinye izinto okumele zenziwe ezisemqoka ezenzeka ngaleso sikahthi ezingekho ohlelweni lokwenziwa komsebenzi kanye/noma ukwenziwa komsebenzi esikuthatha njengokusemqoka;
ukuhlinzeka ngemibono ezingxenyeni zokwenziwa komsebenzi, ezikhonjwe yimenenja njengezingekho ezingeni;
ukubuyekeza ukusebenza kwaso ukuthi kufanele yini; kanye
nokuxoxisa kanye nokuqalisa izichibiyelo ezifanele esivumelwaneni sokwenizwa komsebenzi.
Ukuhlola kwenduna
Iqhaza lenduna yesisebenzi ekuhlolweni yileli -
didiyela izigaba zokuhlola;
kuhlola ukusebenza kwesisebenzi ngokwesivumelwano sesisebenzi sokwenziwa komsebenzi kanye nohlelomsebenzi ngesikhathi sokubuyekeza nokufakwa kwamamaki okwenziwa komsebenzi;
ukuncoma ukusebenza kahle kwesisebenzi ngesikhathi sokubuyekeza;
bheka ezinye izinto okumele zenziwe ukuthi zenziwe ngendlela ngalesi sikhathi lezo ezingekho ohlelweni lokwenziwa komsebenzi azithatha njengezisemqoka;
ukuhlonza izingxenye zokwenziwa komsebenzi ezihlonzwe njengezenziwe ngokungekho ezingeni;
ukunikeza isisebenzi ithuba lokuveza imibono yaso ngalesi sikhathi;
ukuhlonza izinyathelo eziwusizo ezingathathwa ukunciphisa izinto ezingavimba ukusebenza kwesisebenzi;
ukubuyekeza ukuba semthethweni kwesivumelwano sokusebenza kwesisebenzi kanye nohlelomsebenzi;
ukuxoxisana kanye nokuqalisa izichibiyelo ezifanele zohlelo lokusebenza kwesisebenzi;
ukurekhoda ukuphawula kwayo maqondana nokusebenza kwesisebenzi.
Ukuhlolwa kokufezeka kwemiphumela (KRA) ebekwe ohlelwenimsebenzi
I-KRA ngayinye kumele ihlolwe ngokwamazinga abekwe ezintweni okumele zenziwe ezifezekile.
Ukukala okuyinkomba yamaphuzu amahlanu kumele kuhlinzekelwe i-KRA ngayinye. 
Lokhu kukala kumele kuphindaphindwe ngesikalo esinikezwa i-KRA ngesikhathi sohlelo lwesivumelwano, ukuhlinzeka isamba. 
Isibali mamaki singasetshenziswa ukuhlanganisa amamaki nokubala isamba sama-KRA, ancike esisindweni esingamaphesenti angama-80 anikezelwa ama-KRA.
Ukuhlolwa kwama-GAF
I-GAF ngayinye kumele ihlolwe ngokwamazinga athile aphumelele ukwenziwa. 
Ukukala okuyinkomba yamaphuzu amahlanu kumele kuhlinzekelwe i-GAF ngayinye. 
Lokhu kukala kumele kuphindaphindwe ngesikalo esinikezelwe i-GAF ngesikhathi sohlelo lwesivumelwano, ukuhlinzeka isamba.
Isibali mamaki singasetshenziswa ukuhlanganisa amamaki nokubala isamba sama-GAF, ancike esisindweni esingamaphesenti angama-20 anikezelwa ama-GAF.
Ukunika amamaki okuhlola ngokubhekela okuthile (PAR)
Amamaki esewonke, ngokuhambisana nesikalo sokuhlola sihlinzekiwe emphumeleni ofingqiwe wokubuyekezwa kwaminyaka yonke kokwenziwa komsebenzi kwama-KRA nama-GAF. Isibali sesikalo sokuhlola singasetshenziswa ukuhlinzeka isamba ngokuhlanganisa isamba sama-KRA nama-GAF afeziwe. NGesikhathi sesigaba sokuxoxisana umlomo nomlomo kwenduna nesisebenzi kumele kuvunyelwane ngakho ekukalweni (kwesisebenzi/sokuzihlola kanye nokuhlola kwenduna). 
Uma kunokuvumeIana phakathi kwenduna nesisebenzi ngesikalo, lokhu kuba ukunika amamaki okuhlola ngokubhekela okuthile (PAR). Induna yesisebenzi ibe seyithumela lokhu kuhlola ngokubhekela okuthile kuMqondisi (uma induna ingesiye uMqondisi). Okwamanje uMqondisi angaphosa imibuzo nge-PAR uma ebona ukuthi i-PAR ibe nokwenzelela ekusebenzeni kwesisebenzi (kuphansi kakhulu/kuphezulu kakhulu) angacela induna ukuba ibuyekeze amamaki nesisebenzi. UMqondisi uthumela wonke ama-PAR esisebenzi esigungwini esiphezulu esihlolayo ukuze kwenziwe ukulawula kokuqala (ukulungiselela kokulawula kuxoxwe ngakho endimeni 8 ngezansi
Uma kunokungavumelani okungeke kuxazululeke phakathi kwabo bobabili ngamamaki anikeziwe, isisebenzi nenduna kumele babeke izizathu, lezi zizathu kumele zithunyelwe kumlamuli ongachemile ukuze kube nokuvumelana ngaphambi kokuthi kwenziwe ulawulo. Uma lokhu kulamula kungaphethi ngesivumelwano ezinsukwini ezinhlanu, kungasetshenziswa amanothi uma isikhalo sithunyelwe emva kokuqedwa kwalo lonke uhlelo
8 UKUKAWULWA KOKWENZIWA KOMSEBENZI
Izizathu zokulawulwa kwamamaki esisebenzi zihlanganisa lokhu okulandelayo (
Inhloso yokuhlolwa kokubuyekezwa kokwenziwa komsebenzi ngamazinga aphezulu ezokuphatha (ukulawula) wukuqinisekisa ukuthi ukwenziwa komsebenzi kwazo zonke izisebenzi kwenziwa ngendlela engenakwenzelela futhi efanayo kuyo yonke iMinyango.
I-MPSA imise ukuthi yiphesenti eli-1.5 lesabelomali seholo lomnyango elingabekelwa ukubhekela amabhonasi okwenziwa komsebenzi. 
I-MPSA imisile futhi ukuthi yiphesenti eli-1 eholweni lomnyango elingabekelwa ukubhekela ukwenyuswa kwweholo.
Ukubaluleka kokuzihlola okuyiqiniso okuhambisana namamaki ayiqiniso okuvunyelwene ngawo phakathi kwenduna nesisebenzi akukho lapho kuvezwe khona kwacaca njengasekuqaleni kohlelo lokulawula. 
Kumele kube nokubuka ngaso linye amazinga adingeka ezingeni ngalinye lokukala kanjalo nethuluzi elisetshenziselwa ukukala amazinga okumele ahambisane nomsebenzi lapho kudingeka khona okumele kwenziwe okufanayo. Ukulawulwa kokwenziwa komsebenzi kuvela uma ukukala komuntu ngayedwana okuvunyelwene ngakho phakathi kwenduna nesisebenzi kudinga ukuchitshiyelwa, ikakhulu uma inhloso yokulawula kuwukuthi kwehliswe amamaki.
Njengoba sekushiwo ngenhla, ukunikwa kwesisebenzi amamaki okuhlola ngokubhekela okuthile (PAR) yilokho okuvunyelwana ngakho phakathi kwesisebenzi nenduna yaso. Okwamanje isisebenzi kumele sazi ngamamaki. Uma kunoguquko, ikakhulu ngenhloso yokwehlisa amamaki, kumele kuxoxiswane ngakho ngendlela esobala.
8.1 Normal distribution curve of performance categories
Ukwenziwa komsebenzi okusezingeni (ngokulingene, ngokugculisayo) kuklonyeliswa ngeholo lonyaka, thirteenth cheque, izinguquko eholweni lonyaka kanye nokwenyuselwa iholo. Ukwenziwa komsebenzi okungaphezu kokulindelekile kuphela okufanele kuklonyeliswe ngomklomelo wokwenziwa komsebenzi. Le mikhombandlela elandelayo, incike emigomeni????????? statistical normal distribution curve, ingalekelela iKomidi elilawulayo ekubuyekezeni ukuhlaziywa okufingqiwe kwemiphumela yamamaki okwenziwa komsebenzi. Ngokokwabiwa okujwayeleki, okungaba ngamaphesenti angama-25 ezisebenzi kumele ifaneleke ukungena kwesisodwa salezi zigaba zebhonasi yokwenziwa komsebenzi. Lo mkhombandlela ungabhekisiswa uma kukhonjwa imigudu futhi kwenziwa iziphakamiso zamabhonasi angafinyelela ephesentini eli-1.5 esabelwenimali semiholo –
Isigaba Sokwenziwa komsebenzi
Isamba samamaki
Iphesenti elilandelayo lezisebenzi kumele livele lingene kulesi sigaba
Ukwenziwa komsebenzi okungamukelekile
69% nangaphansi 
3%
Ukwenziwa komsebenzi okungekho ezingeni
70% - 99%
7%
Ukwenziwa komsebenzi okusezingeni (okuthe ukweqa kancane kokulindelekile)
100% - 114%
65%
Ukwenziwa komsebenzi okungaphezu kokulindelekile
115% - 129%
15%
130% - 149%
7%
Ukwenziwa komsebenzi ngamalengiso
150% - 167%
3%
Lokhu kungakhonjiswa kanje –
8.2 Ikomidi lokubuyekeza kwamaphakathi (IRC)
Ngaphandle kokusungulwa kweKomidi Elilawulayo lomnyango, kufanele iminyango ibuye isungule ikomidi lokubuyekeza kwamaphakathi (phakathi kwenduna neKomidi elilawulayo) elizobuyekeza/lawula ukunikwa kwamamaki ngokubhekela okuthile kwezisebenzi. Uhlobo lwala makomidi luzoncika ebukhulwini nasesimweni somnyango.
Nanoma yiziphi iziphakamiso zezinguquko emamakini aleso sigungu kumele kuxoxiswane ngazo nenduna yezisebenzi ezithintekayo. I-IRC ingaphakamisa ukuthi izinguquko zesamba samamaki (PAR) zihlanganise ukwehliswa kwalawo mamamaki. 
Ikomidi lokubuyekeza kwamaphakathi lithola aMamaki Okuhlola Ngokubhekela Okuthile kwazo zonke izisebenzi ezibika kulo, ukuba abuyekezwe bese eqhathaniswa futhi aqinisekiswe. Uma ikomidi lokubuyekeza kwamaphakathi livumelana ne-PAR, ibe seyiba ukukalwa kokuhlola okuqinisekisiwe (VAR). Nanoma yisiphi isiphakamiso ekwehlisweni kwamamaki kumele sibuyiselwe enduneni yesisebenzi ukuze izame ukuvumelana nezinguquko. Uma induna noma umlamuli ehluleka ukucacisela isisebenzi size sibone mayelana nezinguquko, amamaki kumele adluliselwe eKomidini Elilawulayo. IKomidi Elilawulayo yilo eliqinisekisa amamaki abe eseba ukuhlolwa kwamamaki okuqinisekisiwe (CAR) okuyiwona mamaki okugcina esisebenzi.
Emuva kokwamukela isiqiniseko esibhaliwe saMamaki Okuhlolwa Okuqinisekisiwe kokugcina emnyangwnei, isisebenzi esinesikhalo singabe sesithumela isikhalo saso eThimbeni Lokwedluliswa Kokuhlola, uma kungavunyelwana futhi singekho nesixazululo,isisebenzi sesingathumela isikhalo esisemthethweni ngokweNqubo Yezikhalo Yemisebenzi Kahulumei.
8.3 IKomidi loMnyango Elilawulayo (DMC)
Umnyango ngamunye ungasungula iKomidi loMnyango Elilawulayo (DMC) emazingeni eholo kusuka kwelo-1 kuya kwele-12, osihlalo walo yiNhloko Yomnyango, iMenenja Yemisebenzi Edidiyelwe noma Isisebenzi Esiphezulu Kwezezimali emnyangweni. IKomidi liphinde libe nezimenenja ezinkulu ngokokubona kwe-HOD. Iminyango kumele inqumo ukuthi le-DMC ibuye ilawule namamaki e-SMS.
(Bheka futhi endimeni ye-11.)
Amandla nemisebenzi ye- DMC
Iqhaza leKomidi Lomnyango Elilawulayo wukuqinisekisa ukuthi ukuhlolwa kokwenziwa komsebenzi konyaka kuyiqiniso, kuyefana futhi akunakwenzelela, wukuqapha uhlelo lokuhlolwa kokwenziwa komsebenzi ngokuthola umqondo ophelele wokuthi ngabe wonke amazinga nemithetho kusetshenziswe ngendlela efanayo futhi enobuqiniso ezisebenzini ezisezingeni elifanayo. I-DMC angeke ifinyelele odabeni lomuntu ngayedwana ukuhlola amamaki kodwa ingasungula indlela yokubheka uhlelo lonke. Uma i-DMC ihlonza ukwehlukana noma okushaya amanzi, lokhu kuyobuyiselwa kubaQondisi nezinduna abavumelene ngamamaki nabasebenza ngaphansi kwabo, kanye nezizathu zaleso sinqumo. Lokhu kumele kuhambisane nesicelo sokuthi kubhekiswe kabusha amamaki. Ngaphandle uma kuyizilungiso zamamaki okuhlola esewonke adale ushintsho emamakini okuhlolwa kwesisebenzi (njengethimba) ngesisindo esifanayo, iDMC angeke iguqule amamaki okuhlolwa esisebenzi ngasodwana ngale kokubuyisela udaba kwi-IRC kanye nenduna eyenza ukuhlola ekuqaleni. I-DMC kumele igcine amaminithi abanzi ezinqumo, ikakhulu uma kuphakanyiswe ukuthi kwehliswe isamba samamaki.
Iqhaza leKomidi Lomnyango Elilawulayo kumele-ke –
lihlinzekele ukubheklelelwa okubanzi kokusebenza kwe-EPMDS, liqinisekise ukuthi uhlelo lokuphathwa kokwenziwa komsebenzi, kuhlanganisa ukumiswa kwamazinga okusebenza kusemthethweni, akunakwenzelela futhi kunenhloso;
leluleke umnyango ngemivuzo eyimali nengesiyo imali, kuhlanganisa amaphesenti athile amabhonasi okwenziwa komsebenzi, umqondo wesamba esiphezulu esimiswe yi-MPSA;
libone izinkinga ezingahle zibe khona ohlelweni bese leluleka i-HOD ngokufanele;
libuyekeze amamaki okuhlolwakonke ezimngxenyeni zonke zomnyango;
liphakamise amazinga emiklomelo kanye nezinyathelo eziwusizo zokwenziwa komsebenzi kanye nokungenziwa komsebenzi ngokulandelana kwakho;futhi 
lenzeiziphakamiso maqondana nezinyathelo okumele zibhekisiswe lapho izimenenja nezinduna zingawenzi ngendlela efanele nengenakwenzelela umsebenzi wazo mayelana nokuhlolwa nokunika amamaki ngokwe-EPMDS.
8.4 Ithimba Lokwedluliswa Kokuhlola (AAP)
Iqhaza le-AAP libekwe lacaca endikimbeni yokubuyekezwa nokulawulwa kokwenziwa komsebenzi (bheka iSithasiselo H ukubona umdwebo wohlelo). Leli qhaza liyizigaba ezimbili: (a) njengekhambi lomnyango esisebenzini esingavumelani nesiphakamiso esivezwe yi-IRC sokuchibiyela amamaki okuhlolwa, futhi emva kokwaziswa ngamamaki okugcina (CAR) ngaphambi kokufakwa kwesikhalo esisemthethweni, kanye (b) nanjegomlamuli esingxabanweni nasekungavumelanini kwesikhashana.
IThimba Lokwedluliswa Kokuhlola lakhiwa yi-HOD ezimeni ezithile futhi kumele lihlanganise ongoti kulo msebenzi, ukuphathwa kokwenziwa komsebenzi, ezomthetho kanye nezezisebenzi. IThimba lizobheka izethulo zezisebenzi ezibhaliwe esimeni sokungavumelani emva kokuthumela okubhaliwe ophikweni lweZezisebenzi. I-AAP esisunguliwe, inale misebenzi elandelayo – 
Ukubuyekeza ukungavumelani phakathi kwesisebenzi nomnyango mayelana naMamaki Okuhlolwa Aqinisekisiwe, nokwenza iziphakamiso mayelana neKomidi Lomnyango Elilawulayo. Ukuthunyelwa kwenziwa yisisebenzi esinesikhalo ophikweni lweZezisebenzi lona olube seluqinisekisa ukuthi i-AAP iyasebenza futhi imi ngomumo.
Ukusebenza njengomlamuli yenze neziphakamiso eKomidini Lomnyango Elilawulayo ezimeni eziyisipesheli sengxabano nokungavumelani, isibonelo ophikweni oluthile noma nemenenja noma induna ethile, noma yesisebenzi esithile, ikakhulu ezimeni lapho inkinga kuyindaba yokuchazwa noma ukusebenza kwe-EPMDS.
8.5 Ukungavumelani ngamamaki kanye nokuhlola
Ukuvumelana phakathi kwesisebenzi nenduna yaso, kanye/noma nezinyathelo zokubuyekeza nokulawula ezindabeni ezithinta amamaki, akusiyo into engaqinisekiswa. Uma kuhlangatshezwana nezidingo zohlelo uma kuxhunyanwa najlo futhi kunokuxoxisana phakathi kwenduna nesisebenzim kumele kube nokungavumelani okuncane.
Yize kunjalo, ukungavumelani kungenzeka (a) phakathi kwesisebenzi nenduna yaso; (b) phakathi kwesisebenzi nenduna ngakolunye uhlangothi kanye ne-IRC kolunye; (c) phakathi kwe-IRC kanye neKomidi Lomnyango Elilawulayo; ngisho naphakathi kweKomidi Lomnyango Elilawulayo kanye ne-HOD noma Isiphathimandla Esiphezulu.
Ukungavumelani emazingeni e-IRC kanye/noma eMakomidini Omnyango Alawulayo kungancishiswa uma ukuhlolwa kwezimenenja eziphezulu kwenziwa ngaphambi kokuhlolwa kwalabo abangesizo izimenenja. Lokhu kungasiza ekunciphiseni ukuphikisana nokungalingani okungaba khona ekuhlolweni, isibonelo, ama-KRA athile atholakala emazingeni ehlukene. Le ndlela ingabeka imikhawulo ethile yokwenziwa komsebenzi engahle isebenze njengamazinga okuthathelwa kuwo uma kuhlolwa umuntu ongekho ezingeni lokuphatha emnyangweni. Uma kunokungavumelani okukhulu phakathi kwe-IRC kanye neKomidi Lomnyango Elilawulayo, noma uma i-HOD ingathandi ukuvuma iziphakamiso zeKomidi Lomnyango Elilawulayo, udaba olunjalo kumele luxazululwe ezingeni lokuphatha emva kokuxoxisana nezimenenja ezithintekayo. 
Uma imiphumela yohlelo ikhomba izinguquko emamakini omuntu, nezisebenzi zingavumi ukwamukela izinguquko, kuyodingeka zilandele imithetho yezikhalo eMisebenzini Kahulumeni. Njengakuwo wonke ama-EPMDS, izisebenzi kumele zazi ngemigudu nezinhlelo okumele zilandelwe esimeni sokungavumelani ngokuhlolwa kokwenziwa komsebenzi. Uma zonke lezi zimhlelo ezingenhla zehluleka ukuxazulula ukungavumelani kumbe isikhalo, isisebenzi sinelungelo lokulandela ezinye izindlela zomthetho ezikhona ukubhekana nenkinga.
9 OUTCOMES OF PERFORMANCE ASSESSMENT
9.1 Probation
The performance of employees on probation is managed in terms of the EPMDS process as well as the departmental policy on probation. The process is as follows:
The EPMDS will serve as the system that is used to assess an employee during the period of her or his probation.
The performance assessment of employees on probation must be conducted quarterly and must link with the EPMDS.
The performance assessment form must be submitted to HR immediately following the assessment.
At expiry of the probationary period the supervisor of the probationer must make a recommendation on whether or not appointment should be confirmed. If the probationer is not deemed suitable for the relevant post, other options such as the extension of probation, formal registration on the incapacity programme or as a last resort, dismissal, should be considered. (Refer to Annexure G for probation assessment form.)
An employee's probationary period will not necessarily coincide with the 1 April to 31 March cycle, however the EPMDS assessment tool must be used for assessment, and the results captured in the quarterly probation assessment form.
9.2 Managing performance that is not fully effective
Supervisors are required to first identify and then, in line with a developmental approach, deal with unacceptable performance of employees under their supervision. The supervisor must comply with the procedural requirements of PSCBC Resolution 10 of 1999 and Resolution 1 of 2003 – “Incapacity Code”. The EPMDS provides for the early identification and resolution of unacceptable performance. The employee’s performance rating as ”not fully effective” or lower during the annual performance assessment should not be the first indication of the employee’s shortcomings. Performance monitoring, including the performance reviews, provide opportunities to ensure this does not happen. Interventions by the supervisor to overcome performance shortfalls on the part of the employee can include any or all of the following:
Personal counselling
On-the-job mentoring and coaching
Formal training/re-training
Restating the workplan performance requirements
Work environment audits to establish other factors affecting performance.
Should the employee not respond to reasonable and continuous attempts to improve performance and an overall performance assessment score of less than 90% is consistently the result of the assessment process, the employee must be formally registered on an “Incapacity Programme” and advised of this in writing. 
9.3 Pay progression[1]
The pay progression system was introduced by and is managed in terms of DPSA Minute 1/7/1/4/1 (Incentive Policy Framework - IPF) dated 27 January 2003. Please consult this DPSA Minute for detail on the IPF. 
Employees on salary levels 1 to 12 are eligible for pay progression to the maximum notch of the salary level attached to their posts. Progression to the next higher notch within the employee’s salary level as of 1 July 2003 shall be based on a period of continuous service and performance, and is not automatic. An employee must complete a continuous period of at least 12 months on her or his notch (1 April to 31 March) and must be performing at least at the level of fully effective (satisfactory), as assessed in terms of the EPMDS. 
The pay progression cycle (and the assessment cycle) runs over a continuous period of 12 months, commencing on 1 April of a particular year. Progression takes place annually on 1 July of each year, in line with departments’ performance management policies. The first progression took place on 1 July 2003. The Department should either ensure that existing performance management systems are aligned to support the pay progression system or use this EPMDS. Pay progression on 1 July 2004 and 1 July of subsequent years is based on –
actual service in a particular salary level for the period 1 April to 30 March prior to the pay progression date (one years’ continuous service on a notch); and
an assessment of at least satisfactory performance for the said period in line with departmental specific performance management systems.
Only valid notches on the salary level must be used in the process of progression. Employees on personal notches (therefore on a notch above the maximum of the salary level attached to his or her post), shall not qualify for pay progression, but shall receive any annual salary adjustments on the salary scale. The pay progression system does not impede the Executive Authority to award a higher salary to employees in terms of the PSR (Chapter 1 Part V/C3). Therefore –
employees, who are awarded a higher salary level by the Executive Authority, that does not correlate to the job weight attached to their job, shall not qualify for pay progression on the higher salary level; and
employees, who are awarded a higher notch within the salary level, that correlates to the job weight attached to their job, shall qualify for pay progression, provided they comply with the set criteria.
Employees who benefit from pay progression during a financial year will receive the benefit in addition to possible annual cost-of-living adjustments. Employees may in the same financial year receive pay progression and other performance related incentives (e.g. bonuses) provided for in departmental performance related incentive schemes.
9.4 Departmental performance incentive scheme
As part of the Incentive Policy Framework (IPF) introduced by the MPSA in 2003, departments were informed that the Employer had, with effect from 1 April 2003, withdrawn from paragraph XXXV of PSCBC Resolution 3 of 1999. Every department must consequently establish a performance related financial incentive scheme in terms of PSR 1/VIII F and G.
This provides for the following ([1]
(A) Incentives for good performance
The department has a financial performance incentive scheme for employees on salary levels 1 to 12. This scheme includes the awarding of performance bonuses, subject to the measures as set out in paragraph 9.5 below.
(B) Suggestions, improvements and innovations
If an employee makes a suggestion, improvement or invention of exceptional value to the department or the public service as a whole (
(a) the State has the right to use any such suggestion, improvement or invention; and
(b) the executive authority may reward the employee through (
(i) any non-financial reward;
(ii) a non-pensionable cash award not exceeding 20 per cent of the employee’s pensionable annual salary or, with the MPSA’s approval, a non-pensionable cash award in excess of 20 per cent of the employee’s annual salary; or
(iii) such a non-financial reward as well as such a cash award.
The Incentive Policy Framework introduced flexibility in the awarding of performance incentives, but placed a ceiling of a maximum of 18% of basic salary for non-SMS performance bonuses (see below for the Middle Management Service). It also determined that a department should not spend more than 1.5% of its annual remuneration budget for employees on levels 1 to 12 on performance incentives. The Department must annually budget 1% of its wage bill for pay progression and 1,5% of the remuneration budget for the allocation of performance rewards. If this is insufficient to award deserving employees, the Departments should scale down the percentages or set tighter standards for the granting of awards. The 1.5% may, in exceptional cases, be exceeded with the approval of the Executive Authority. 
In March 2005 the MPSA issued a determination for the implementation of an Inclusive Flexible Remuneration Package System, effective from 1 July 2005, for employees on salary levels 11 and 12 (Circular 2 of 2005). This also established the Middle Management Service (MMS). The determination applies to all MMS members on salary levels 11 and 12 who are appointed in terms of the Public Service Act, 1994 and the Correctional Services Act, 1998. In terms of the Incentive Policy Framework (IPF) —
MMS members qualify for pay progression in terms of the IPF.
Performance awards/bonuses (merit awards), payable in terms of the departmental incentive scheme, are limited to a maximum of 14% of MMS members’ package. 
Performance bonus
A performance bonus is a financial award granted to an employee in recognition of sustained performance that is significantly above expectations and is rated as such in terms of the rating scale. In order to qualify for the granting of a bonus, an employee must complete a continuous period of at least twelve months on her/his salary level on 31 March of a year. The cycle for the granting of a bonus runs over a continuous period of 12 months from 1 April of one year to 31 March of the next year. The value of a bonus is calculated on the employee’s actual notch (levels 1 – 10) or remuneration package (levels 11 and 12), but not exceeding the maximum notch of the scale attached to the post.
To understand the relationship between scoring an individual KRA or GAF on the 5 point rating scale, on the one hand, and total scores on the other hand, it must be kept in mind that a total score can be a variable mix of the five categories (1,2,3,4 and 5). 
A total score must therefore not be read mechanistically into the description of a specific performance category, because a total score might contain a mix of KRA and GAF ratings ranging from 1 to 5, depending on the weighting of the elements. For purposes of illustration the following three broad groups of total performance scores can be distinguished, with the corresponding categories, percentages and outcomes:
Performance groups
Percentages
Performance categories
Percentages
Outcomes
Below satisfactory performance
99% and below
Unacceptable performance
69% and below
No notch increase
No cash bonus
Performance not fully effective
70% - 99%
No notch increase
No cash bonus
Satisfactory performance
100% - 114%
Performance fully effective (and above)
100% - 114%
Notch increase
No cash bonus
Above satisfactory performance
115% and above
Performance significantly above expectations
115% - 149%
Notch increase
Cash bonus in % range
Outstanding performance
150% - 167%
Notch increase
Cash bonus in % range
The following cash bonuses may be granted to employees who qualify in terms of their annual performance assessment, i.e. who have completed the assessment period of 12 months of the performance cycle from 1 April to 31 March on a specific salary level:
Salary levels 1 to 10
PERFORMANCE CATEGORY
TOTAL SCORE FOR KRAs and GAFs
AWARD CATEGORY
CASH BONUS
Performance significantly above expectations
115% - 129%
C
5% to 8%
130% - 149%
B
9% to 12%
Outstanding performance
150% - 167%
A
13% to 18%
Salary levels 11 and 12 (MMS)
PERFORMANCE CATEGORY
TOTAL SCORE FOR KRAs and GAFs
AWARD CATEGORY
CASH ** BONUS
Performance significantly above expectations
115% - 129%
C
4% to 6%
130% - 149%
B
7% to 9%
Outstanding performance
150% - 167%
A
10% to 14%
The following tables summarise the various measures. 
Salary levels 1 to 10
PERFORMANCE CATEGORY
TOTAL SCORE
PROBATION
DEVELOPMENT
PAY * PROGRESSION
CASH ** BONUS
Unacceptable performance
69% and lower
Extend probation or terminate ito Incapacity Code
Agree on develop-ment programme 
-
-
Performance not fully effective
70% - 99%
Extend probation 
Agree on develop-ment programme
-
-
Performance fully effective (& above)
100% - 114%
Confirm appointment
Agree on develop-ment opportunities
1 notch (1%)
-
Performance significantly above expectations
115% - 129%
Confirm appointment
Agree on develop-ment opportunities
1 notch (1%)
5% to 8%
130% - 149%
Confirm appointment
Agree on develop-ment opportunities
1 notch (1%)
9% to 12%
Outstanding performance
150% - 167%
Confirm appointment
Agree on develop-ment opportunities
1 notch (1%)
13% to 18%
Salary levels 11 and 12 (MMS)
PERFORMANCE CATEGORY
TOTAL SCORE
PROBATION
DEVELOPMENT
PAY * PROGRESSION
CASH ** BONUS
Unacceptable performance
69% and lower
Extend probation or terminate ito Incapacity Code
Agree on develop-ment programme 
-
-
Performance not fully effective
70% - 99%
Extend probation 
Agree on develop-ment programme
-
-
Performance fully effective (& above)
100% - 114%
Confirm appointment
Agree on develop-ment opportunities
1 notch (1%)
-
Performance significantly above expectations
115% - 129%
Confirm appointment
Agree on develop-ment opportunities
1 notch (1%)
4% to 6%
130% - 149%
Confirm appointment
Agree on develop-ment opportunities
1 notch (1%)
7% to 9%
Outstanding performance
150% - 167%
Confirm appointment
Agree on develop-ment opportunities
1 notch (1%)
10% to 14
* Pay progression must be awarded in accordance with the prescripts as set out in paragraph 8.3.1
** The percentage cash bonus for the MMS is calculated on the member's total package, and the percentage ranges have been created to accommodate possible departmental financial constraints.
The department may not exceed 1.5% of its remuneration budget for bonuses. Should this amount prove to be insufficient to award the maximum percentage cash bonuses, the Departmental Moderating Committee may scale down the applicable percentages by allocating a lower percentage in the range to qualifying employees to ensure that the Department stays within the 1.5% limit. The percentage decided upon by the DMC should be applicable to all employees in the specific categories. If it is not possible to stay within the 1.5% limit, even after lowering the percentage ranges, the DMC may in exceptional circumstances make a motivated recommendation to the HOD and EA to approve that this limit may be exceeded.
9.6 Isabelomali sezinkuthazo
The performance cycle is a one-year period running from 1 April to 31 March of the following calendar year. In order to comply with the Incentive Policy Framework issued by the MPSA, the Department must budget (
1% of the wage bill for effecting pay progression for salary levels 1 to 12; and
1.5% of the remuneration budget for the allocation of performance bonuses for salary levels 1 to 12 (see Incentive Policy Framework for definitions).
As the formal annual assessment covers the period up to 31 March, it means that the assessment process will start and end after 1 April with the result that the funds required for pay progression and performance bonuses for, e.g. the 2007/2008 performance cycle, should be available during the 2008/2009 budgetary cycle, and departments must ensure that all payments are effected before the end of this cycle.
9.7 Izinkuthazo ezingesiyo imali
Financial rewards on their own are not always sufficient to motivate staff towards performance excellence. Other more creative ways for recognising performance should be explored, i.e. where the award does not directly lead to "money in the pocket". 
The department may, from time-to-time, at the discretion of the HOD introduce mechanisms for non-financial recognition to stimulate performance across the department. However, managers may also propose forms of non-financial recognition, provided these remain non-financial, fit into the budget and do not change any basic condition of employment. The following are examples of recognition that can be considered —
Acknowledgement and recognition of performance excellence i.e. in department publications; specially created awards and certificates; citations at conferences/meetings; attendance at conferences etc.
Increased autonomy to organise own work and/or increased resources with which to perform work. 
Public awards of various kinds made by management in recognition of a specific achievement or innovation or for consistent achievement over a specific period.
Specific access to specialised training and development opportunities.
Participation on a prioritised rotation basis in study tours or overseas and other visits by the EA, HOD and/or senior management. 
Departments must keep accurate records of all performance assessments and the outcomes related thereto, including all performance rewards.
UKUHLOLWA NOKUBUYEKEZWA KOHLELO
Ukuhlolwa kwe-EPMDS kufanele kusize ekukhombeni ukuthi uhlelo lusebenza ngendlela eyiyi noma cha. Ishedulu yokuhlola kumele yenziwe ngasekuqaleni komjikelezo wokwenziwa komsebenzi. Lokhu kuzolekelela izinduna ekuqaguleni ukuthi yimiphi imiphumela yokufanele kwenziwe elindelekile ohlelweni lwe-EPMDS.
Kusemqoka ukunquma kusaqala ukuthi ulwazi olunhloboni oluzodingeka ohlelweni lokuphathwa kokwenziwa komsebenzi. Umnyango uzothola ulwazi
The department will obtain baseline data with which to compare future data. Ulwazi oludingekayo kanye nezikhathi ezimiselwe ukuqoqwa kolwazi yikhona okuyoqagula uhlobo lwendlela eyolandelwa ukuqoqa ulwazi kanye nokuhlaziya.
Isu lokuhlola lizoqagulwa njengohlelo lokuphathwa kokwenziwa komsebenzi lingaguqulwauma lingahambisani The evaluation strategy will be determined as the performance management programme is being rolled out and should change if it does not provide appropriate data on which to base future decisions. Eminye yemibuzo engabuzwa futhi iphendulwe ekuhlolweni ihlanganisa —
Ngabe uhlelo luyabhekana nezudingo zomnyango?
Ngabe uhlelo luyangena yini kumagugu namasiko omnyango?
Ngabe izimeneja zinawo amakhono afanele ukusebenzisa lolu hlelo?
Ngabe luyaluhlinzeka ulwazi lokuthatha izinqumo ngezisebenzi?
The Head: HRM should conduct an audit of the implementation of EPMDS at the end of the performance cycle. The methodology applied shall be a survey questionnaire to a representative sample within the department. Following the development of performance agreements and workplans and during the course of the year, management should ascertain the following in respect of the system – 
Whether the system meets the specifications.
Whether the users understand it and are able to use it.
Whether the department is achieving its initial objectives.
The system review process is based on the legal guidelines, best practice guidelines and monitoring and evaluation guidelines. The Moderating Committee, with technical support from HR will determine if the legal requirements in the PSR Chapter 1 Part Vlll are being met –
All employees are being assessed at least on an annual basis.
Employees know which supervisor will be responsible for their assessment.
The details of the performance management system are communicated to employees before the process starts.
Employees are given the right to refuse to sign a performance assessment form.
Identifying the disagreement and resolution route; and
Permitting employee representatives to represent an employee in grievance processes.
In implementing amendments to this EPMDS the provisions of PSR Chapter1/VIII B1 and C.3, must be complied with, namely that each Executive Authority must determine a performance management system for employees on levels 1 to 12 in her/his Department, and that the system and proposed amendments must be consulted with employee organisations. The Executive Authority must approve the utilisation of the EPMDS in the performance cycle preceding implementation of the system.
11 UHLAKA LOMNYANGO
The EPMDS enables the department to translate overall strategic priorities as captured in the relevant policy statements and its strategic plan into performance measures for various levels of employees. In developing the departmental objectives, the HoD and senior management utilise the medium-term strategic and annual business plans to outline objectives for the key result areas (KRAs). The KRAs provide strategic focus and direction for the other activities in the department. The HOD and senior management will develop the organisational level objectives and indicators. This can be achieved by applying the following sequence –
Identify appropriate objectives and key result areas based on the strategic priorities in the relevant policy statements, strategic plan and business plan.
Develop indicators for each of the KRAs to measure progress towards the achievement of objectives and priorities
Develop processes and time frames for development of business plans for the business unit or senior management team members
Develop process and time frames for incorporation into workplans of senior managers in the form of KRAs and CMCs.
Incorporate overall performance into the HoD’s performance agreement
Performance management at the component level focuses on outputs as opposed to inputs that will lead to achievement of overall outcomes of the department. After component goals have been established, the sub-components negotiate responsibilities for each output to define the role of each sub-component. Cascading responsibilities to the component level involves the following –
Use priorities in the business plan as the basis for key performance indicators
Provide overview of the constraints of some of the indicators 
Take each priority area and identify the responsible sub-component
Identify other role players who may share responsibility for the priority 
Ensure incorporation of responsibilities in workplans of sub-component managers
Define the process for cascading the outputs and activities to individual employee performance agreement work plans at lower levels and ensure implementation
The following key role players will assume the responsibilities outlined to promote the implementation of the EPMDS in the department. 
Isiphathimandla Esiphezulu (EA)
The EA identifies the key government priority areas and the priorities the department should deliver on. The EA then assigns the responsibility for the achievement of departmental goals to the HoD through the latter's performance agreement. The EA authorises the use of the EPMDS as the departmental policy and system.
INhloko Yomnyango 
The HOD is responsible for the development of the medium term strategic priorities of the department by means of the medium-term strategic plan translated annually into operational or business plans. The HoD is also responsible for ensuring that components are assigned specific responsibilities drawn from the department’s strategic and annual business plans. The HoD gives effect to the EPMDS by issuing it as a departmental policy and performance management system.
UMqondisi Wegatsha
IMenenja Yegatsha nezinye izimenenja ezijutshiwe babhekele ukuthuthukiswa kohlelo lokusebenza lwegatsha noma lophiko olususelwe eswini lokusebenza lomnyango nasohlelweni lokusebenza. Iphinde ibhekele ukunquma ama-KRA The Branch Manager and other delegated senior managers are responsible for developing the branch or component’s business plans that derive from the departmental strategic and business plans. She/he is also responsible for determining the KRAs for the component managers, based on those indicated in branch objectives, and also for supervising Component Managers’ performance agreements.
UMqondisi Wophiko
IMenenja Yophiko ibhekele izinhloso zophiko kanye nokuqinisekisa ukuthi izimpikwana zakha izinhlelo zokusebenza ezisuselwe ezinhlosweni. Imenenja Yophiko kumele iqinisekise futhi nokuthi izimpikwana zizichazile izinhloso, okumele kwenziwe, okuhlosiwe futhi izisebenzi zenza umsebenzi wazo, nesabelomali sikhokhela imisebenzi.
Umqondisi Wophikwana
Umqondisi Wophikwana ubophezeleke emibonweni ethile lolo phikwana olwabelwe yona nguMqondisi Wegatsha kanye Nomqondisi Wophiko. UMqondisi Wophikwana uchaza imibono yophiko, imisebenzi eyenziwe(outputs) izinhloso nesibopho somuntu ngamunye nohlahlo mali. UMqondisi Wophikwana uyophinde avume ama-KRA nama-GAF ngokwabaphathi amamaphakathi nabaphansi ophikweni lwezisebenzi. 
Izinduna
Zonke izisebenzi eziyizinduna zinenesibophezelo ngaphakathi ophikweni soqinisekisa ukuthi ziyachaza ngokuthuthukiswa kwe-PA kuzo zonke izisebenzi ezingaphansi kwazo. Ziyohlanganyela nezisebenzi ukuthuthukisa i-PA. 
Induna iyocacisela zonke izisebenzi umbono wophiko, amakhasimende ophiko, uhla lwemisebenzi, ama-KRA kanye nama-GAF, iminqam’la juqu, izinyathelo kanye nohlelo lokukala ukusebenza. Izinduna ziyophinde zelekelele futhi ukubona kanye nokuhlanganisa izidingo zazo nama-PA. Lokhu kuyofakwa Ohlelweni Lokuzithuthukisa.
Isisebenzi
Zonke izisebenzi zoMnyango, kusukela eNhlokweni yoMnyango kuya kubaphathi abakhulu nabasemazingeni aphakathi nezisebenzi ‘ezisophikweni lokukhiqiza’, zibophezelekile ekucaciseleni abaphathi bazo bangaleso sikhathi izinsuku kanye nenqubo yokuthuthukisa nokubuyisela ama-PA azo. Zonke izisebenzi zibophezelekile ukuthuthukisa izinhlaka zama-PA, ama-KRA kanye nama-GAF nezinye izingxenye zomsebenzi wazo obucaciziwe ngaphambilini yinduna ngaleso sikhathi. Isisebenzi sinesibopho sokwethula uhlaka lwe-PA enduneni ukuze kuvunyelwane nge-PA okuyiyo. 
INhloko: Ukuphathwa Kwezisebenzi 
Lolu phiko lubophezeleke ukuqinisekisa ukuthi –
uhlelo lubakhona bese okulungisiwe kwaziswa ngendlela okuyiyo;
ipulani lithuthukiswa ngokuhlanganyela nphiko lokuthuthukiswa kwezisebenzi lokuqeqesha abaqeqeshi kanye nokuqeqesha abaphathi ngokusebenza kwe-EPMDS;
izinguquko ezisemthethweni ezingaphazamisa i-EPMDS zaziswa ngendlela okuyiyo. 
Izivumelwano zokusebenza kanye nezinkontileka zezisebenzi ezithintekayo ziyabuyiswa(reconcile) uma kunesidingo; 
Izinsuku zokubuyisa ama-PA, ukubukezwa kwemibiko nokuhlolwa kuyalungiselelwa; 
iKomidi elihlolayo lisungulwa yi-HoD kanye nabaphathi abaphezulu;
kuxhunyanwa nezisebenzi ukuze kuzwakale uvo lwazo mayelana nokubuyekezwa kwama-EPMDS; bese
uphiko kanye nezisebenzi zinikezelwa ukwesekwa okuqhubekayo.
Kuncike kubungako bomnyango, ukusungulwa kokusebenza ngokuzinikela noma uhlelo lophiko lwabaphathi olunemenenja ezibophezela luncomeka kakhulu.
INhloko: Ukuthuthukiswa Kwezisebenzi
Lolu phiko ngokweEPMDS lubophezeleke ngokwelekelela ngalokhu okulandelayo - 
Ukuhlanganisa izidingo zokuqeqeshwa ezibonakele kanye nokuthuthukiswa kwamakhono kanye nokusebenza komnyango. 
Ukusebenza ngokuhlanganyela ukuthuthukisa kanye nokwenza ipulani lokusebenza lomnyango ngokusebenzisana nophiko lwezezisebenzi. 
IKomidi Elilawulayo (bheka futhi endimeni 8)
IKomidi Lokuhlola lizobheka ukusebenza kwenqubo yabaphathi ukuthi amazinga nemithetho kusetshenziswa ngendlela eyiyo ezisebenzini ngezinga elifanayo. IKomidi kufanele lihlole inkinga yomuntu ngamunye ukuze likwazi ukuhlaziya izikalo, kodwa kufanele likwazi ukuthola isithombe esiphelele ngemiphumela. Uma kukhona ukuphambuka emazingeni nasemithethweni okubonakalayo, lokhu kufanele kubuyiselwe emuva kumphathi ukuyobukezwa. 
Kuncika ebungakweni nasohlotsheni loMnyango (inani lezisebenzi, izifundazwe, izifunda nezi district distribution) amakomidi amancane okuhlola noma amakomidi aqinisekisa ubungcono angasungulwa. Imisebenzi yala makomidi amancane kufanele icace bha futhi idalulwe ngokusobala kwinqubomgomo yesifundazwe ngaphambi kokuba kuqale ukusebenza kabusha.
Ithimba Lokwedluliselwa kokuhlola (bheka indima yesi-8)
Ithimba lokwedluliselwa kokuhlola lisungulwa yisiPhathimandla Esiphezulu ukumelana nezinxabano ezivezwe ngaphezulu. Ithimba kufanele lakheke ngendlela yokuthi bonke banamakhono adingekayo, ukusebenza ngokuphatha, izindaba zomthetho kanye neziphathelene nezemisebenzi nazo zibandanyekile, futhi ithimba kuyofanele libheke izethulo ezibhaliwe zesisebenzi.
Kuncika ebungakweni nasohlotsheni loMnyango (inani lezisebenzi, izifundazwe, izifunda nezi district distribution) isigungu sokunqunywa kwezikhalo singasungulwa ezifundeni noma ezikhungweni ezinkulu, uma kudingwa yizimo ezithile.
Esimweni lapho kusenengxabano khona ngokunqunyelwa kwesisebenzi, isisebenzi kuyofanle silandele imithetho yokubhekana nezikhalo eMsebenzini yoMphakathi. Uma zonke lezi zinqubo zehluleka ukuxazulula lokhu kungavumelani noma isikhalo, isisebenzi sivumelekile ukufuna ezinye izindlela zokubhekana nalesi simo ezisemthethweni.
