Senior Human Resource Practitioner Performance

Requirements

Minimum requirements: Applicants must be in possession of a Grade 12 Certificate and a National Diploma in Human Resource Management / Public Administration or related equivalent qualification measuring in Human Resource Management / Development. Minimum of 2 years’ experience in performance management environment. A valid driver’s licence. Job related knowledge: Public Service Act (as amended). Public Service Regulations (as amended). National Minimum Information Requirements. DPSA Incentive Policy Framework. Relevant Human Resource Management Policies and Procedures. Performance Management and Development System (PMDS). Public Finance Management Act (PFMA). Treasury Regulations. PERSAL. Job Related Skills: Interpersonal skills. Communication (verbal and written) skills. Organisational skills. Technical skills. Presentation skills. Facilitation skills. Problem solving skills. Financial management. Time management. Computer literacy (MS Word, Excel, PowerPoint).

Key Responsibilities

Identify new trends/updates in performance management. Research the new trends in performance management. Benchmark with other institutions pertaining performance management matters. Share new updates / changes on performance management. Implement the policy framework for performance management and participate in the reviewing thereof. Participate in the reviewing of performance management framework. Implementations of performance management prescripts / circulars and framework / regulations pertaining to performance agreements, assessments, moderations and outcomes of performance assessment. Participate in policy reviews discussions. Provide performance management, grade progressions, probations expertise and advice to Human Resource Practitioners both in National and Provincial Offices. Provide advice to staff members and practitioners on performance management, grade progressions and probations matters. Monitor the implementation of performance incentives. Ensure components adhere to allocated performance bonuses budget. Ensure eligible employees’ incentives are implemented. Ensure outcomes of performance assessment are issued. Provide assistance in identifying and dealing with under-performing employees and probations in the Department. Identify and monitor implementation of under performers’ performance improvement plans. Provide advice and guidance to employees regarding probations. Train employees on performance management system, probations and identify gaps in the implementation of the policies. Identify the training needs on performance management and probations. Conduct workshops regarding performance management and probations to employees.

How to Apply

Enquiries

Notes

EE Targets: African, Indian and White Males, and Coloured, Indian and White Females, and Persons with Disabilities. 65