Mototolo Platinum Mine is committed to cultivating a high-performance culture that aligns employee growth with strategic business goals. Performance management is a continuous process that includes structured appraisals, clear KPIs, and a fair disciplinary framework.
1. Appraisals & KPIs
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Performance Reviews are conducted bi-annually to assess individual, team, and departmental outputs.
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Each employee is assigned Key Performance Indicators (KPIs) based on their job description and aligned with operational priorities.
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KPIs include targets such as:
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Safety Compliance (Zero Harm adherence)
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Operational Output (productivity metrics)
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Efficiency and Innovation
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Team Collaboration and Behaviour
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Appraisal outcomes may influence:
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Promotion and career development
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Incentives or bonus considerations
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Performance improvement plans (PIPs)
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All appraisal meetings are documented and stored in the HRIS for transparency and auditability.
2. Disciplinary Process
Mototolo enforces a zero-tolerance policy for misconduct, aligned with principles of fairness, consistency, and due process.
The disciplinary procedure follows a progressive model:
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Verbal Warning – For minor first-time offenses; recorded internally.
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Written Warning – For repeated infractions or moderate breaches.
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Final Written Warning – For serious misconduct or repeated violations.
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Disciplinary Hearing – For gross misconduct, leading to possible dismissal or sanctions.
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Investigations are initiated promptly upon notification of any breach.
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Employees have the right to representation during hearings (shop steward or colleague).
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Disciplinary actions are aligned with the Labour Relations Act and internal HR policies.
All employees are expected to uphold Mototolo’s core values of integrity, accountability, and excellence in conduct and performance.