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ADMINISTRATIVE ASSISTANT PERFORMANCE SCORECARD

The performance contract for Bahle Ncube, an Administrative Assistant at DAP Bulawayo, outlines objectives for the performance period of January 2024 to December 2024, focusing on creating new marketing strategies, optimizing talent, and managing execution. Key performance themes include growing digital and print audiences, improving capacity utilization, and enhancing revenue collection. The document also details a performance scale ranging from exceptional to unsatisfactory, providing criteria for evaluating performance outcomes.

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4 views2 pages

ADMINISTRATIVE ASSISTANT PERFORMANCE SCORECARD

The performance contract for Bahle Ncube, an Administrative Assistant at DAP Bulawayo, outlines objectives for the performance period of January 2024 to December 2024, focusing on creating new marketing strategies, optimizing talent, and managing execution. Key performance themes include growing digital and print audiences, improving capacity utilization, and enhancing revenue collection. The document also details a performance scale ranging from exceptional to unsatisfactory, providing criteria for evaluating performance outcomes.

Uploaded by

bahlen20
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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PERFORMANCE CONTRACT -DAP BULAWAYO

Employee’s Name Bahle Ncube Line Manager’s Name Operations Manager

Job Title Administrative Assistant Division DAP

Performance Period January 2024 to December 2024

Performance Theme: Creating the new and different with focus on performance through optimizing diverse talent and managing execution whilst being flexible and adaptable

Section A
Performance Weight Which performance Core Competence Based activities To achieve The Objectives
THEME Theme Does This Competences
Objective Address
CREATING 30% 1. GROW DIGITAL 1. Cultivate MARKETING
THE NEW AND AUDIENCES Innovation  Meeting targets on the following;
DIFFERENT 2. GROW PRINT 2. Global -Promotions
AUDIENCES- Perspective -Native Advertising
Increase by 20% -Page Takeovers
on Chronicle, -Live Streaming
Increase by 40% -Video Ads
on Sunday News -Sales Exec target to each Revenue Line($1200.00 weekly target per Sales Rep)
3. MONITISE
CONTENT

FOCUS ON 40% 1. CAPACITY 1. Drives MARKETING


PERFOMANC UTILISATION- results  Cross Selling to achieve set targets
E Increase capacity 2. Plans and  Timely allocation of marketing resources and talent to achieve set targets.
utilization from aligns  Achieve set timelines for Adverts and Production deadlines in order to push volumes.
55% to 81%  Adman Account must be properly managed within 3 days.
2. IMPROVED  Acquisition of new clients for commercial printing to increase productivity levels from current 15hrs to 40hrs per
PRODUCTIVITY week.
3. EFFECIENCY IN
OPERATIONS

OPTIMIZING 15% 1. HUMAN CAPITAL 1. Develop MARKETING


DIVERSE DEVELOPMENT- Talent  Congregate Marketing Team around core business issues(Culture Change, Team Building- Smoothen the marketing
TALENT 100% 2. Attract Top value chain or processes to be able to fit in to each other flawlessly e.g Sales targets For entire business, New
Implementation on Talent Business for entire business, Digital Revenues for entire business
all identified 3. Build  Continuous engagement with marketing team through daily meetings, weekly reviews
initiatives across effective  Training on Digital Techniques and Products.
the business. teams  Smoothen the marketing value chain or processes to be able to fit in to each other flawlessly
4. Managing  Assignments to be based on competency and strengths by 2nd Quarter.
Conflict 

MANAGING 15% 1. IMPROVED 1. Optimises MARKETING


EXECUTION REVENUE work  Zero tolerance on Make Good Adverts per month
COLLECTION processes  Adhere to Line SOP and System Checklist by 1st Quarter 2024
from current 53% 2. Plans and  Screen credit worthiness of clients-ongoing
to 81% aligns  Profiling clients and issue payment terms. In collaboration with Finance-ongoing
THROUGH 3. FLEXIBLE  Placement of a resource person to sell/market BYO DAP Products by end of 1 st Quarter
CREDIT & DEBT AND  Assigning tasks as per individual profile-immediate
MANAGEMENT ADAPTABLE  Avail a weekly plan on marketing operations to Operations Manager.
2. ADEQUATE  Deploy multicurrency payment systems globally-phased approach
STOCKING OF  Strategic positioning of the BYO Products in these following Harare locations; Inkomo Barracks, Old Mutual Building,
RAW MATERIAL Oasis, Montague Shops(Bottle Store Side), Newlands Shops, University Of Zimbabwe campus, KG VI Barracks-in
& FORWARD collaboration with Business Manager(Simba Manjiche-Harare DAP)
PLANNING

SECTION B PERFORMANCE SCALE

RATING DEFINITION
Exceptional  The individual has shown a consistently outstanding all round performance.
Performance  Has far exceeded expectations & agreed standards - this has been endorsed by stakeholder feedback, (at the discretion of Management).
(5)  The individual has demonstrated standards of behaviour, skill and professionalism to an exceptional level which is considered a benchmark for others.

Exceeds  The individual has consistently performed beyond expectations (including stakeholder feedback).
Expectations  Has exceeded expectations on at least 50% of their deliverables or on deliverables that were particularly key and challenging and made a significantly positive impact.
(4)  In addition, the standards in the job description have been met.
 Behaviours, skills and professionalism have exceeded required standards.
Meets  The individual has met the deliverables set for the year, (including stakeholder feedback).
Expectations  In addition, all the standards in the job description have been met.
(3)  Behaviours, skills and professionalism met the expected standard.
Improvement/  The individual has been partially successful in achieving their deliverables for the year and/or has not met all the standards. Stakeholders were not satisfied with some of the
Development services provided.
Required  Behaviours, skills and professionalism fell short of the expected standard in some areas.
(2)  May also apply when an individual is new to a job where there is evidence that they are finding aspects of the role difficult. In these cases, the focus will be on providing
development support.
 Individuals receiving this rating will need to have a performance improvement plan in place.
Unsatisfactory  The individual has consistently failed to achieve their deliverables to the expected standard and has not met the core requirements of the job.
(1)  Most behaviours and skills have not been demonstrated to the expected standard.
 When this rating is given formal disciplinary action will be underway.
Too soon to  The employee has not yet been in the organisation for a period equivalent to or longer than 3 months.
rate

Administrative Assistant’s Signature__________________________________ Date_____________________________________

OM’s Signature ___________________________________ Date_____________________________________

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