Monitoring and Performance Officer Average Salary in Cape Town 2026
How much money does a person working as Monitoring and Performance Officer make in Cape Town?
LOW
11,100
ZAR AVERAGE
24,200
ZAR HIGH
38,500
ZAR
A person working as Monitoring and Performance Officer in Cape Town typically earns around 24,200 ZAR. Salaries range from 11,100 ZAR (lowest) to 38,500 ZAR (highest).
Salary Variance
This is the average salary including housing, transport, and other benefits. Monitoring and Performance Officer salaries in Cape Town vary drastically based on experience, skills, gender, or location. Below you will find a detailed breakdown based on many different criteria.
Monitoring and Performance Officer Pay Scale and Salaries in Cape Town
Median Salary, maximum and minimum salary, minimum wage, starting salary, and the salary range
Salary Range, Minimum Wage, and Starting Salary
Salaries for the position Monitoring and Performance Officer in Cape Town range from 11,100 ZAR (starting salary) to 38,500 ZAR (maximum salary). It should be noted that the given figure is not the legally mandated minimum wage; rather, it represents the lowest figure reported in a salary survey that included thousands of participants and professionals from all regions of the country.
Median Salary
With a median salary of 23,100 ZAR, half of the professionals who work as Monitoring and Performance Officer in Cape Town earn less than this amount, and the other half earn more. The median salary denotes the middle value of salaries. Ideally, you would want to belong to the group earning more than the median salary, located on the right side of the salary distribution graph.
Percentiles and Salary Scale
The median is closely associated with two other values known as the 25th and 75th percentiles. By examining the salary distribution chart, it can be determined that 25% of professionals employed as Monitoring and Performance Officer in Cape Town earn less than 18,600 ZAR, while 75% earn more. Similarly, the chart shows that 75% earn less than 26,600 ZAR while 25% earn more.
Pay Scale Structure
To provide a better understanding of expected salaries, we categorized the frequently occurring salaries into different ranges. This approach provides a more precise representation of salary distribution for the job title Monitoring and Performance Officer in Cape Town compared to simply calculating the average. The majority of reported salaries, approximately 65%, fall within the range of 13,800 ZAR to 20,100 ZAR. About 20% of salaries are below the 13,800 ZAR mark, while 10% fall within the range of 20,100 ZAR to 22,900 ZAR. Only 5% of individuals have salaries exceeding 22,900 ZAR.
Salary Comparison by Years of Experience / Monitoring and Performance Officer / Cape Town
How do experience and age affect pay?
| 0 - 2 Years | 12,600 ZAR | |
| 2 - 5 Years | +34% | 16,900 ZAR |
| 5 - 10 Years | +48% | 24,900 ZAR |
| 10 - 15 Years | +22% | 30,400 ZAR |
| 15 - 20 Years | +9% | 33,100 ZAR |
| 20+ Years | +8% | 35,900 ZAR |
The experience level is the most important factor in determining the salary. Naturally, the more years of experience the higher the wage. We broke down salaries by experience level for people working as Monitoring and Performance Officer and this is what we found.
Employees with less than two years of experience earn approximately 12,600 ZAR.
While someone with an experience level between two and five years is expected to earn 16,900 ZAR, 34% more than someone with less than two year's experience.
Moving forward, an experience level between five and ten years lands a salary of 24,900 ZAR, 48% more than someone with two to five years of experience.
Additionally, professionals whose expertise span anywhere between ten and fifteen years get a salary equivalent to 30,400 ZAR, 22% more than someone with five to ten years of experience.
If the experience level is between fifteen and twenty years, then the expected wage is 33,100 ZAR, 9% more than someone with ten to fifteen years of experience.
Lastly, employees with more than twenty years of professional experience get a salary of 35,900 ZAR, 8% more than people with fifteen to twenty years of experience.
Typical Salary Progress for Most Careers
Salary Comparison By Education / Monitoring and Performance Officer / Cape Town
How do education levels affect salaries?
Displayed below is the average salary variance between different education levels of professionals working as Monitoring and Performance Officer.
| Certificate or Diploma | 14,700 ZAR | |
| Bachelor's Degree | +93% | 28,300 ZAR |
We all know that higher education equals a bigger salary, but how much more money can a degree add to your income? We broke down salaries by education level for the position Monitoring and Performance Officer in order to make a comparison.
Level 1: Certificate or Diploma
Employees at this education level have an average salary of 14,700 ZAR.
Level 2: Bachelor's Degree
At this level, the average salary becomes 28,300 ZAR, 93% more than the previous level.
Typical Salary Difference by Education for Most Careers
Salary and Compensation Comparison By Gender / Monitoring and Performance Officer / Cape Town
Though gender should not have an effect on pay, in reality, it does. So who gets paid more: men or women? For the people who work as Monitoring and Performance Officer in South Africa, the average difference between the salary of male and female employees is 12%.
| Male | 23,800 ZAR | |
| Female | -11% | 21,300 ZAR |
Average Annual Salary Increment Percentage / Monitoring and Performance Officer / Cape Town
How much are annual salary increments in Cape Town for individuals working as Monitoring and Performance Officer? How often do employees get salary raises?
Individuals working as Monitoring and Performance Officer in South Africa are likely to observe a salary increase of approximately 10% every 18 months. The national average annual increment for all professions combined is 8% granted to employees every 18 months.
The term Annual Salary Increase usually refers to the increase in 12 calendar month period, but because it is rare that people get their salaries reviewed exactly on the one-year mark, it is more meaningful to know the frequency and the rate at the time of the increase.
How to calculate the salary increment percentage?
The annual salary Increase in a calendar year (12 months) can be easily calculated as follows: Annual Salary Increase = Increase Rate x 12 / Increase Frequency
Worldwide Salary Raises: All Countries and All Jobs
Salary Packages and Schemes
Not all compensation increases are reflected directly in the salary. Some companies offer upgraded packages to their staff instead of cash money. The figures displayed here account only for direct increments to the base salary.
Bonus and Incentive Rates / Monitoring and Performance Officer / South Africa
How much and how often are bonuses being awarded?
67% of surveyed staff reported that they haven't received any bonuses or incentives in the previous year while 33% said that they received at least one form of monetary bonus.
Those who got bonuses reported rates ranging from 0% to 4% of their annual salary.
| Received Bonus | 33% | |
| No Bonus | 67% |
Types of Bonuses Considered
Individual Performance-Based BonusesThe most standard form of bonus, where the employee is awarded based on their exceptional performance.
Company Performance BonusesOccasionally, some companies like to celebrate excess earnings and profits with their staff collectively in the form of bonuses that are granted to everyone. The amount of the bonus will probably be different from person to person depending on their role within the organization.
Goal-Based BonusesGranted upon achieving an important goal or milestone.
Holiday / End of Year BonusesThese types of bonuses are given without a reason and usually resemble an appreciation token.
Bonuses Are Not Commissions!
People tend to confuse bonuses with commissions. A commission is a prefixed rate at which someone gets paid for items sold or deals completed while a bonus is in most cases arbitrary and unplanned.
What makes a position worthy of good bonuses and a high salary?
The main two types of jobs | |
| Revenue Generators | Supporting Cast |
Employees that are directly involved in generating revenue or profit for the organization. Their field of expertise usually matches the type of business. | Employees that support and facilitate the work of revenue generators. Their expertise is usually different from that of the core business operations. |
Example: | Example: |
Revenue generators usually get more and higher bonuses, higher salaries, and more frequent salary increments. The reason is quite simple: it is easier to quantify your value to the company in monetary terms when you participate in revenue generation.
Bonus Comparison by Seniority Level
Top management personnel and senior employees naturally exhibit higher bonus rates and frequencies than juniors. This is very predictable due to the inherent responsibilities of being higher in the hierarchy. People in top positions can easily get double or triple bonus rates than employees down the pyramid.
Average Hourly Wage / Monitoring and Performance Officer / Cape Town
The average hourly wage (pay per hour) for individuals working as Monitoring and Performance Officer in Cape Town is 140 ZAR.This is the rate they get paid for every worked hour.
About The Hourly Pay Rate
The hourly wage is the salary paid in one worked hour. Usually, jobs are classified into two categories: salaried jobs and hourly jobs. Salaried jobs pay a fixed amount regardless of the hours worked. Hourly jobs pay per worked hour. To convert salary into hourly wage the above formula is used (assuming 5 working days in a week and 8 working hours per day which is the standard for most jobs). The hourly wage calculation may differ slightly depending on the worked hours per week and the annual vacation allowance. The figures mentioned above are good approximations and are considered to be the standard. One major difference between salaried employees and hourly paid employees is overtime eligibility. Salaried employees are usually exempt from overtime as opposed to hourly paid staff.
What is the minimum hourly rate of pay?
The minimum pay rate per hour for people working as Monitoring and Performance Officer in Cape Town is 64 ZAR. This is the minimum as per the gathered data in the salary survey not the minimum hourly rate mandated by law.
Salary comparison with similar jobs
| Job Title | Average Salary |
| Insurance | ||
| Actuarial Analyst | 46,600 ZAR |  +93% |
| Actuarial Assistant | 34,700 ZAR | +43% |
| Actuarial Specialist | 33,600 ZAR | +39% |
| Actuary | 49,700 ZAR | +110% |
| Adjustment Insurance Clerk | 13,500 ZAR |  -44% |
| Assistant Broker | 22,100 ZAR | -9% |
| Assistant Claims Manager | 40,600 ZAR | +68% |
| Associate Insurance Representative | 18,300 ZAR | -24% |
| Auditing Insurance Manager | 51,800 ZAR | +110% |
| Blockchain Insurance Auditor | 34,400 ZAR | +42% |
| Broker | 36,500 ZAR | +51% |
| Claim Advocacy Professional | 37,800 ZAR | +56% |
| Claims Adjuster | 13,700 ZAR | -43% |
| Claims Analyst | 18,300 ZAR | -24% |
| Claims Examiner | 19,400 ZAR | -20% |
| Claims Manager | 50,400 ZAR | +110% |
| Claims Processor | 14,000 ZAR | -42% |
| Claims Representative | 15,600 ZAR | -35% |
| Claims Resolution Specialist | 38,900 ZAR | +61% |
| Claims Supervisor | 35,800 ZAR | +48% |
| Complaints Specialist | 34,400 ZAR | +42% |
| Compliance Examiner | 32,700 ZAR | +35% |
| Compliance Officer | 28,400 ZAR | +17% |
| Compliance Reviewer | 34,100 ZAR | +41% |
| Consultant | 34,400 ZAR | +42% |
| Drone Claims Adjuster | 16,500 ZAR | -32% |
| Eligibility Interviewer | 39,700 ZAR | +64% |
| Eligibility Specialist | 34,700 ZAR | +43% |
| Insurance Account Manager | 45,000 ZAR | +86% |
| Insurance Accounts Executive | 39,700 ZAR | +64% |
| Insurance Adjuster | 32,600 ZAR | +35% |
| Insurance Agent | 22,100 ZAR | -9% |
| Insurance Analyst | 35,800 ZAR | +48% |
| Insurance Appraiser | 36,000 ZAR | +49% |
| Insurance Claims Clerk | 12,700 ZAR | -47% |
| Insurance Compliance Officer | 41,500 ZAR | +72% |
| Insurance Data Scientist | 32,400 ZAR | +34% |
| Insurance Examiner | 33,300 ZAR | +38% |
| Insurance Fraud Investigator | 30,900 ZAR | +28% |
| Insurance Investigator | 32,700 ZAR | +35% |
| Insurance Manager | 61,100 ZAR | +150% |
| Insurance Operations Manager | 62,000 ZAR | +160% |
| Insurance Policy Processing Clerk | 13,600 ZAR | -44% |
| Insurance Pricing Assistant | 29,500 ZAR | +22% |
| Insurance Product Manager | 41,700 ZAR | +72% |
| Insurance Program Manager | 45,200 ZAR | +87% |
| Insurance Project Manager | 43,800 ZAR | +81% |
| Insurance Quality Assurance Agent | 30,800 ZAR | +27% |
| Insurance Sales Agent | 20,900 ZAR | -14% |
| Insurance Sales Director | 60,300 ZAR | +150% |
| Insurance Sales Manager | 45,700 ZAR | +89% |
| Insurance Sales Representative | 19,300 ZAR | -20% |
| Insurance Team Leader | 37,100 ZAR | +53% |
| Insurance Underwriter | 28,000 ZAR | +16% |
| Insurtech Analyst | 34,600 ZAR | +43% |
| Loss Control Specialist | 36,200 ZAR | +50% |
| Loss Prevention Investigator | 37,300 ZAR | +54% |
| Loss Prevention Manager | 49,900 ZAR | +110% |
| Loss Prevention Specialist | 38,600 ZAR | +60% |
| Marine Underwriter | 26,900 ZAR | +11% |
| Medical Auditor | 36,100 ZAR | +49% |
| Monitoring and Performance Officer | 24,200 ZAR | +0% |
| Parametric Insurance Specialist | 36,100 ZAR | +49% |
| Payment Services Specialist | 36,000 ZAR | +49% |
| Peer-to-Peer Insurance Manager | 43,300 ZAR | +79% |
| Policy Change Director | 54,600 ZAR | +130% |
| Policy Change Supervisor | 39,900 ZAR | +65% |
| Policy Change Technician | 17,100 ZAR | -29% |
| Risk Analyst | 40,000 ZAR | +65% |
| Risk Management Director | 66,200 ZAR | +170% |
| Risk Management Supervisor | 45,300 ZAR | +87% |
| Risk Manager | 64,500 ZAR | +170% |
| Risk Modeling Manager | 68,200 ZAR | +180% |
| Social Media Risk Analyst | 38,200 ZAR | +58% |
| Title Insurance Typist | 29,600 ZAR | +22% |
| Training Manager | 38,600 ZAR | +60% |
| Underwriting Assistant | 18,300 ZAR | -24% |
Salary Comparison By City
| City | Average Salary |
| Cape Town | 24,200 ZAR |
| Johannesburg | 23,400 ZAR |
Government vs Private Sector Salary Comparison
Where can you get paid more, working in a private company or the government? The difference between the public or government sector salaries and the private sector salaries in South Africa is 7% on average across all career fields.
| Private Sector | 30,400 ZAR | |
| Public Sector | +7% | 32,400 ZAR |
Salary Statistics and Calculation Guide
What is considered to be a good and competitive salary for the job title Monitoring and Performance Officer in Cape Town?
A good and competitive compensation would range anywhere between 23,100 ZAR and 26,600 ZAR. This is a very rough estimate. Experience and education play a very huge part in the final earnings.
Gross Salary (before tax) and Net Salary (after tax)
All salary and compensation figures displayed here are gross salary figures, that is the salary before tax deductions. Because taxes may differ across sectors and locations, it is difficult to accurately calculate the net salary after tax for every career.
Base / Basic Salary
The base salary for a careers like Monitoring and Performance Officer in Cape Town ranges from 11,100 ZAR to 18,600 ZAR. The base salary depends on many factors including experience and education. It is not easy to provide a figure with very little information, so take this range with a grain of salt.
What is the difference between the median and the average salary?
Both are indicators. If your salary is higher than both the average and the median then you are doing very well. If your salary is lower than both, then many people earn more than you and there is plenty of room for improvement. If your wage is between the average and the median, then things can be a bit complicated. We wrote a guide to explain all about the different scenarios.