South African Local Government Association
Schedule 3A public entity i.t.o. the Public Finance Management Act, 1999 and recognised i.t.o. the
Organised Local Government Act, 1997
Annual Financial Statements for the year ended 31 March 2017
Notes to the Annual Financial Statements
Figures in Rand
33.
Key management personnel (continued)
Mr Xolile George
Mr Nceba Mqoqi
Mr Seana Nkhahle
Ms Antonette
Richardson
Mr Simphiwe Dzengwa
Ms Lorette Tredoux
Mr Rio Nolutshungu
Ms Jean De La Harpe
Ms Mirriam Lehlokoa
Mr Marx Mupariwa
(Acting)
Subsistence
Bonuses
performance
payments
Executive Management Team
2016
3 488 292
1 639 793
1 501 785 485 811 244 985
197 809 30 726
146 836 94 636 302 019
154 792
136 667 26 616
26 616
26 616 51 386
24 689
21 961 4 599 109
2 074 425
1 928 501
1 338 242
1 635 059
1 483 965
1 580 560
1 386 923
1 077 880 161 393
178 324
178 991
143 993
121 204
- 126 295
154 344
140 066
149 194
130 896
102 062 26 616
26 616
26 616
-
26 198
26 244 20 334
24 621
22 439
23 844
21 047
16 691 1 703 388
2 092 683
1 882 585
1 943 988
1 741 798
1 254 326
979 247
99 880 109 423
92 370
16 111 746 1 714 241 747 881 1 488 705 26 616
238 754
30 508
73 719
30 508
46 397
55 530
31 449
15 150 1 322 686
242 162 20 543 489
* Other allowances comprise travel allowance; cell phone allowance and acting allowance (where
applicable). International per diem is paid to employees who undertake SALGA’s mandate of strategic
profiling. SALGA’s chairperson partakes in governance structures of internal bodies such as the local
government pan-African body, United Cities and Local Governments of Africa (UCLGA) as Vice
President; he is also President of the UCLGA Southern Africa Regional Office (UCLGA-SARO). SALGA
also participates in other world-wide bodies such as United Cities and Local Government (UCLG),
Commonwealth Local Government Forum (CLGF) and Metropolis. In pursuit of SALGA’s mandate in
these bodies the Chairperson is supported by the Chief Executive of the organisation.
** Performance related bonuses are per the SALGA Performance Management policy that is
implemented with an oversight role of the Performance Management and Remuneration Committee
comprised by independent non-executive members. The applicable performance rewards are based
on merit and the applicable reward rates matrix range from 9% (minimum) to 20% (maximum).
236