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03
Performance
Deep succession plans
Succession maps
were developed for
69 leadership roles.
These include identification
of emergency, short-term
and long-term successors.
Focused and fast-track
development plans for the
identified successors will be
implemented to ensure future
readiness and manage
future risk.
Impactful performance
management
Telkom company has a new
variable-based incentive
scheme for bargaining
unit employees, known as
Performance Pays
.
Performance Pays
focuses
on customer satisfaction
and productivity metrics,
and replaces the current STI
scheme, which is primarily
driven by group financial
performance.
This empowers and enables
bargaining unit employees to
be more in control of their own
destiny and rewards, and gives
more direct and clear linkage
between individuals’ efforts
and their monthly pay.
Relevant remuneration
Remuneration is discussed on
page 108. This provides details
of STI and LTI programmes for
employees in addition to the
Performance Pays initiative.
108
Human
capital
– continued
The 22 percent decrease in permanent workforce inTelkom company was primarily due to the transfer
of 1 180 employees to BCX as well as the effect of the VERPs and VSPs offered.
Workforce
In order to effectively and sustainably position our business for future growth, permanent employee
headcount was reduced by 1 494 in FY2017. This year brought stability, at an employee complement
of 18 847 (FY2016: 20 341).
508
13 766
10 743
5 904
7 460
136
Swiftnet
131
FY2016
FY2017
Headcount
Telkom
company