Tracking Number: EMCM348-2014
SAP Number: S70000021
Job Title: DEPUTY DIRECTOR: SCORECARD DEVELOPMENT
This position seeks to attract: All Categories
Department: CITY MANAGER SUPPORT OFFICE
Division: Executive Performance Management
Section: Executive Wellness, Scorecard Development (Section 56) & Dashboard Management
Job Type Classification: Permanent
Basic Salary Scale: R396 348 – R524 808 per annum
Total Remuneration Packages: R643 965.97 - 807 600.03 per annum
Location - Depot / Town or City: Pretoria Central
Location - Province: Gauteng
Location - Country: South Africa
For Enquiries (Contact Person): C. Ramulifho 012 358 1224 / 0427
An appropriate tertiary career-related qualification (3 year diploma or degree) or equivalent qualification
Relevant experience in Scorecard Development or Performance Management Supervisory/managerial experience
Valid Code B Driver’s License
Personal attributes / competencies:
Integrity, Decisiveness, Intelligence Ability to pay attention in to detail; patience; Innovative thinking; Energetic; Flexibility; Imagination; Willingness to accept responsibility; Empowerment; Adaptability; pay attention to detail; Good people management skills; Credibility and ability to build commitment for customer satisfaction; Team player; Good communication skills (verbal and written)
Manage and administer scorecard development initiatives;
Monitoring the development of Executive’s scorecard;
Developing scorecard strategy;
Managing the facilitation of scorecard development;
Developing and managing the scorecard measurement system
Manage and facilitate the analysis of evidence file of the CoT Executives (Section 56);
Develop the performance management rating sheet for the CoT Executives (Section 56);
Manage the compiling of the Evidence File for the Chief Executive: Performance Management
Prepare and submit the operational budget
Management of the operational budget
Management of assets within the sub-section
Ensure 50% affirmable procurement of total procurement within the section
Defining /adjusting the key performance indicators, job profiles of personnel against service delivery requirements.
Evaluating the capability of prospective applicants and leading the interviewing and final selection sessions.
Conducting appraisals to measure performance and objectives against agreed targets and setting new objectives.
Identifying professional / technical skill gaps and complete developmental plans for existing personnel with clearly defined career paths and job enrichment opportunities.
Monitoring the adequacy of current training interventions and report on impact post training
Implementing Human Resources policies and procedures to control/ regulate workplace conflict and/ or instituting corrective measures
Analyzing staff attendance/ absenteeism, overtime, lost time and implementing/monitoring specific remedial measures aimed at improving productivity and reducing personnel related costs.
Closing date: 30 May 2014
Questions after the interview:
At the end of an interview there is usually an opportunity where you can ask any questions you might have. This is a great opportunity to show the interviewer that you are interested in the position as well as the company. It is a good idea to prepare a few questions before the interview – this can be done while you are doing research on the company.
Your questions should show the interviewer that you are a good candidate for the position. Try and avoid questions that are based on your personal needs and preferences, for instance:
- How much leave will I get in a year?
- Will I be considered for promotion in my first year?
- When will I get an increase?
- What time can I leave in the afternoon?
These questions are inappropriate at this stage and will probably raise concerns on the side of the interviewer. Should you be the successful candidate then all these questions will be answered in your letter of appointment so don’t waste this opportunity by asking these basic questions.
If the position is an entry level job or very junior then you are welcome to ask questions in line with the position, for instance:
- Why did the previous person leave the position?
- What would the successful person be tasked to do in a typical day?
- How does this position fit into the department and / or company?
- Could you explain the company structure to me?
- Is there any further education assistance or support?
If the position is more senior then you can prepare question around the following themes:
- current issues that will face the successful candidate;
- inter-personal challenges in the department;
- any process, technology or people challenges that needs to be attended to urgently;
- key result areas that need urgent attention in the first few months;
The above information should get you started. Prepare a few questions so that you can show your worth. Good luck with your interview!