40 / 62
www.cmsb
.com.myCahya Mata
Sarawak
Berhad
36
Long Service Awards
PERFORMANCE MANAGEMENT
To ensure optimum performance across all our Divisions,
the Group employs a performance management system
which aligns our employees work targets with CMS’
goals, direction and business objectives that will directly
impact the Group’s performance. As incentives for our
employees, the system features a reward system which
awards performance contract payments or bonuses when
one of the Group’s goals is achieved.
At CMS, our KPI system comprises five main components:
• Financial: covering the financial performance in the
relevant mix according to grade, role and location of
the Group, Business Division, Business Unit or Head
Office;
• Business Process: covering the individual’s key
process issues;
• Critical Priorities (CP): covering the key personal
performance contributions of that employee;
• Personal Development (PD): covering the number of
training programmes (conducted and/or received)
and CR hours; and
• Demerits: covering matters such as the death or
permanent disablement of a colleague or failure to
highlight risks.
The KPI system is emphasised group-wide, with all KPIs
for senior management are tabled to the Nomination
& Remuneration Committee. For employees at the
managers and above level, the Financial component
comprises 60% of their total KPI; meanwhile the Critical
Priorities component comprises at least 45% of the total
KPI for employees at the executives and below level.
All Sustainability KPIs or SKPIs undertaken by Divisions
and Group HR take a holistic approach covering these
areas:
1. Economic (financial performance)
2. Environment (tree planting/air quality/recycling)
3. Social (Corporate Social Responsibility)
The KPI results for the financial year are finalised in the
first quarter of the following year. Rewards payments are
directly linked to these total performance results.
KPI System Scoring Methodology
Score
Achievement
Weightage
Stretched
Outstanding
110% of the KPI item
On-Target
Exceeds Expectation 100% of the KPI item
Threshold
Meets Expectation
90% of the KPI item
Social: Labour Practices and Decent Work
We held our annual Long Service Awards event to show
our appreciation and accord special recognition to
our employees for their loyalty to CMS. Since the first
awards ceremony in 2007, each eligible employee has
been rewarded with a cash award, a certificate and long
service leave after their first 10 years in their company
and subsequently every five years. In 2016, a total of 128
employees received the Long Service Award which had a
combined monetary value of RM554,500.00.
Length of
Service (Years)
Cash Value of Awards (RM)
Long Service
Leave*
2015
2016
10 years
RM3,000.00 RM3,000.00
2 Working
Days
15 years
RM3,500.00 RM3,500.00
3 Working
Days
20 years
RM4,000.00 RM4,000.00
4 Working
Days
25 years
RM4,500.00 RM6,000.00
5 Working
Days
30 years
RM5,000.00 RM8,000.00
6 Working
Days
35 years
RM5,500.00 RM10,000.00
7 Working
Days
OurCMS
Magazine
OurCMS
is our in-house magazine which covers all events
taking place at CMS, as well as corporate news and feature
stories on a triannual basis. 500 copies of the magazine
were printed for circulation among our employees.
OurCMS
, which serves as an artery of information for
our entire body of employees all over Sarawak, is also
available on our corporate website for viewing.
Other Forms of Engagement
Other forms of employee engagement occur regularly
throughout the year. In 2016, engagement activities
included regular operational meetings, memorandum,
notices, intranet updates, circulars, workers’ gatherings,
office lunches, dinners and company outings for Head
Office Departments and Business Divisions.