Performance Management and Remuneration Committee
d) the Committee presents reports to and
receives feedback from SALGA’s National
Office Bearers and National Executive
Committees on all matters relating to their
work.
•
•
The Committee’s terms of reference, inter alia,
include the following responsibilities: •
• •
•
•
•
•
•
promoting the consistent attraction and
retention of staff; the improvement and
assessment of performance; and the
motivation and reward of SALGA staff.
approving the remuneration policy to be
adopted by the organisation;
ensuring that the remuneration strategy is
market-related and competitive;
determining specific remuneration packages
for executive management team of the
organisation;
ensuring
remuneration
for
executive
management team, including their short
and long-term incentives, is based on
performance;
considering the relationship between
executive management team’s remuneration
and the remuneration of SALGA’s other
employees;
•
approving the design of short-term incentive
schemes, including determining targets and
participation thresholds;
approving the design of the long-term
incentive schemes, including determining
the allocation criteria and performance
conditions;
reviewing and monitoring progress in people
management; and
to provide oversight of targets, ensuring that
these remain challenging and reflect SALGA’s
strategic objectives.
shall
provide
recommendations
and
suggestions on actions that must be taken
to achieve agreed targets or to assist where
deviations from targets are probable.
Composition of the committee
The Committee comprises members who are
external professionals from the private sector and
members of the National Executive Committee
of SALGA as ex-officio members. It functions
independently of the management structures
within SALGA and endeavours to remain and
preserve its objectivity at all times.
The Performance Management and Remuneration Committee consists of the following non-
executive independent members:
249
SALGA ANNUAL REPORT
2016/17