Implementation of performance management system on the performance of municipal section 57 managers in the Capricorn District Municipality, Limpopo Province

Abstract

This study is an investigation of managing the performance of section 57 managers in South Africa, with special reference to municipalities within the Capricorn District Municipality in Limpopo province. This research was necessitated by the fact that even though there has been an adoption of the Performance Management System in order to speed up service delivery and transformation, performance management still remains grossly inadequate, in the South African public sectors especially in local government. This point out that in spite of the existing policy framework governing the management of performance in municipalities, most municipalities in South Africa are still struggling to perform efficiently and effectively. The problem statement provided a foundation within the aim and the objectives were explained. Contextualisation of the study was based on the existing legislative, theoretical and conceptual perspective that apply to performance management. The study also outlined the research method (only qualitative research method was used) and the technique used as a data collection method was the interviews. The researcher presented, analysed and interpreted the research findings where the researcher employed the use of figures and descriptive analysis to present data. In drawing conclusions it became clear that there were problems hampering the performance of Section 57 manager in municipalities within the Capricorn District Municipality. The main problems were identified to be lack of dedicated and qualified personnel to perform the function of PMS, lack of training and rewards to motivate senior managers who far exceed the set targets. Therefore to eliminate these problems recommendations were also suggested to assist municipalities in carrying out their developmental mandate this include among others, proper consideration of training need, continuous evaluation of senior managers performance, and the provision of rewards to employees who performed above the level expected.