SYSTEM OF RANKING OPAPP UNITS AND INDIVIDUALS

Guidelines on the Computation of Ratings

TOTAL UNIT RATING
The computation for Unit Rating is composed of three components, namely (1) Actual Unit
Accomplishment; (2) Organizational Rating, and; (3) Rating of the Executives. Of the aggregate
Unit Rating, Actual Accomplishment and Organizational Rating make up 70% and the Rating of
Executives makes up the remaining 30%.
1. Computing for the Actual Accomplishment of OPAPP Units.
Actual Unit Accomplishment is based on the unit targets set for the Fiscal Year (FY)
versus the units actual activities for the said year. Each of the units activities is graded
using the Level of Performance scoring adapted from the CSC. These are then given
percentage weights for each activity. Scoring is done through a self-assessment basis
for all of the units.
2. Computing for the Organizational Rating.
The Organizational Rating is based on the OPAPP targets as set in the FORM B
(Presidential Priority Programs and Projects) versus the agencys actual
accomplishment for the applicable year. Each Peace Process Table (MILF, MNLF, CNN,
CPLA and RPA) accomplishment is graded using the level of performance scoring
adapted from CSC. Likewise, a percentage weight is given to the level of significance for
each of the Peace tables. These two values are decided upon by the Executive
Committee.
Level of Performance
The Peace Process table and units shall be assessed and rated on the basis of the
levels of performance set below:
UNIT RATING SCALE
POINT
PERFORMANCE DESCRIPTION
SCORE
Performance exceeding targets by 11% to
20% and above of the planned targets.
Performance represents extraordinary level
of achievement and commitment in terms
of quality, quantity, time. Achievement and
contributions to the OPAPP are of marked
excellence.

10

RANGE

9.00
10.00

RATING

Outstanding
(111% - 120%
and above)

UNIT RATING SCALE

POINT
PERFORMANCE DESCRIPTION
SCORE

RANGE

RATING

7.00 8.99

Very
Satisfactory
(101% - 110%)

5.00 6.99

Satisfactory
(100%)

3.00 4.99

Fair
(90% - 99%)

1.00 2.99

Poor
(89% below)

Performance exceeding targets by 1% to

10% of the planned targets.
Performance exceeded expectations. All
targets and objectives were achieved
above the established standards.
Performance meeting 100% of the planned
targets.
For accomplishments requiring 100% of
the targets pertaining to money or accuracy
or those which may no longer exceed, the
usual rating of 10 points applies for those
who met targets or 4 points for those who
failed or fell short of the targets.
Performance met expectations in terms of
quality of work, efficiency and timeliness.
The most critical goals were met.
Performance meeting 90% to 99% of the
planned targets.
Performance failed to meet expectations
and/or one or more of the most critical
goals were not met.
Performance failing to meet the planned
targets by 89% or below.
Performance was consistently below
expectations and/or reasonable progress
toward critical goals was not made.
Significant improvement is needed in one
or more important areas.

3. Computing for the Executive Committees Rating of Units.

This computation was developed by OPAPP in order to review the units operational
efficiency through the following criteria: (1) Contribution to the Agency Mandate 40%;
(2) Management and Resolution of Implementation Issues 30%, and; (3) Management
and Resolution of Relationship with Stakeholders 30%.

INDIVIDUAL RATING
Individual Rating is composed of 70% Actual Performance and 30% Demonstration of OPAPP
Core Competencies.
Individual performances (70%) shall be assessed and rated on the basis of the following
measures and levels of performance:
Quality (Effectiveness)

Getting the right things done. This refers to the degree to which
the targets are achieved as intended and the extent to which
issues are addressed with degree of excellence.

Quantity (Efficiency)

Refers to number of tasks/ assignments/ issues that are

accomplished or resolved with efficiency. It is the extent to which
targets are accomplished using minimum amount of time and
resources.

Time (Timeliness)

Measures if deliverables are done within the schedule or on time

based on the requirements of the law and/or stakeholders.

INDIVIDUAL RATING SCALE

POINT
PERFORMANCE DESCRIPTION
SCORE

RANGE

RATING

Performance exceeding targets by 11% to 20%

and above of the planned targets.
Performance represents an extraordinary level of
achievement and commitment in terms of
quality, quantity, time, and OPAPP core
competencies. Demonstrated job mastery in all
major areas of responsibility. Achievement and
contributions to the OPAPP are of marked
excellence.

10

9.00
10.00

Outstanding
(111% - 120%
and above)

7.00
8.99

Very
Satisfactory
(101% - 110%)

Performance exceeding targets by 1% to 10% of

the planned targets.
Performance exceeded expectations. All targets
and objectives were achieved above the
established standards.

Performance meeting 100% of the planned

targets.
For accomplishments requiring 100% of the
targets pertaining to money or accuracy or those
which may no longer exceed, the usual rating of
10 points applies for those who met targets or 4
points for those who failed or fell short of the
targets.

5.00
6.99

Satisfactory
(100%)

3.00
4.99

Fair
(90% - 99%)

1.00
2.99

Poor
(89% below)

Performance met expectations in terms of quality

of work, efficiency and timeliness. The most
critical goals were met.
Performance meeting 90% to 99% of the
planned targets.
Performance failed to meet expectations and/or
one or more of the most critical goals were not
met.
Performance failing to meet the planned targets
by 89% or below.
Performance was consistently below
expectations and/or reasonable progress toward
critical goals was not made. Significant
improvement is needed in one or more important
areas.

OPAPP Core Competencies (30%) are attributed with the overall performance of an employee,
being identified as integral skills necessary to perform and deliver peace works.
Accompanying job performance, these competencies are regarded in any accomplishments of
individual targets.
1. Commitment to Mission of OPAPP. A strong inclination to uphold the principles and values of public
service and a personal alignment to the goals and mission of OPAPP. It includes embracing the
peace and development agenda.
10 points

Actively and openly champions support for the peace and development agenda and
optimizes efforts and resources to advance the mandate of the agency.

8 points

Actively champions support for the peace and development agenda and regularly
channels efforts and resources to advance the mandate of the agency.

6 points

Advocates support for the peace and development agenda and channels efforts to
advance and resources the mandate of the agency.

4 points

Lacks personal drive that supports the peace and development agenda and channels
minimum effort and resources to advance the mandate of the agency.

2 points

Displays poor support for support for the peace and development agenda and fails to
allocate efforts and resources to advance the mandate of the agency.

2. Drive for Excellence. Sets high standards and shows persistent energy and determination to
accomplish tasks even in the face of obstacles, such as time and resource limitations, with high
consciousness of meeting OPAPP benchmark of quality.
10 points

Works persistently to achieve own objectives, actively explores effective ways by

which outputs can get done quickly and effectively.

8 points

Works to regularly achieve own objectives, regularly explores effective ways by which
outputs can get done quickly and effectively.

6 points

Works to achieve own objectives, explores effective ways by which outputs can get
done quickly and effectively.

4 points

Rarely persists to achieve own objectives, rarely explores effective ways by which
outputs can get done quickly and effectively.

2 points

Shows no persistence to achieve own objectives, does not explore ways by which
outputs can get done quickly and effectively.

3. Teamwork and Collaboration. Implies a genuine intention to work cooperatively and collaboratively
with others, across cultures and organizational boundaries to achieve common goals and positive
results.
10 points

Always collaborates within OPAPP and peace partners by creating opportunities and
mechanisms for sharing of information, resources and learning.

8 points

Frequently collaborates within OPAPP and peace partners by creating opportunities

and mechanisms for sharing of information, resources and learning.

6 points

Sometimes collaborates within OPAPP and peace partners by creating opportunities

and mechanisms for sharing of information, resources and learning.

4 points

Rarely collaborates within OPAPP and peace partners by creating opportunities and
mechanisms for sharing of information, resources and learning.

2 points

Displays poor collaboration within OPAPP and peace partners.

4. Leadership. Engaging others to produce outputs and/or actively support ideas and initiatives to
promote the goals and mission of OPAPP.
10 points

Encourages and inspires team members exceptionally well to produce results and/or
actively supports ideas and initiatives to promote the goals and mission of OPAPP.

8 points

Encourages and inspires team members effectively to produce results and/or

supports ideas and initiatives to promote the goals and mission of OPAPP.

6 points

Encourages and inspires team members adequately well to produce results and/or
shows support to the ideas and initiatives to promote the goals and mission of
OPAPP.

4 points

Seldom encourages and inspires team members to produce results and/or

supports ideas and initiatives to promote the goals and mission of OPAPP.

2 points

Rarely encourages and inspires team members to produce results and/or refuses
to support ideas and initiatives to promote the goals and mission of OPAPP.

rarely

5. Analytical Thinking. Gathering, analyzing, interpreting and synthesizing data/information in order to

understand issues and/or a situation, to see cause and effect and to use this to make effective
decisions/recommendations.
10 points

Identifies the interplay of basic and complicating factors and implications of certain
actions or events and gives calculated inferences and educated judgments using
varied schools of thought exceptionally well.

8 points

Identifies the interplay of basic and complicating factors and implications of certain
actions or events and gives calculated inferences and educated judgments using
varied schools of thought effectively.

6 points

Identifies the interplay of basic and complicating factors and implications of certain
actions or events and gives calculated inferences and educated judgments using
varied schools of thought adequately well.

4 points

Seldom identifies the interplay of basic and complicating factors and implications of
certain actions or events and seldom gives calculated inferences and educated
judgments using varied schools of thought.

2 points

Poorly identifies the interplay of basic and complicating factors and implications of
certain actions or events and gives poor inferences and judgments.

6. Problem Solving and Decision Making. The motivation and ability to analyze problems systematically,
and to develop alternative courses of action that are based on logical assumptions and factual
information, taking into consideration resources, constraints and organizational values and ethics.
10 points

Formulates innovative yet effective solutions to complex problems; thinks out-of-thebox when analyzing and proposing alternative
solutions
while
balancing
competing priorities such as costs, time,
impact on morale of people, and
efficiency.

8 points

Formulates effective solutions to complex problems; examines an issue from multiple

angles and seeks workable solutions while balancing competing priorities such as
costs, time, impact on morale of people, and efficiency.

6 points

Formulates solutions to complex problems. Identifies simple cause

relationships between the different aspects of the problem.

4 points

Formulates mediocre solutions to complex problems. Often fails to analyze problems

and investigate deeper to establish root cause/s.

2 points

Formulates poor solutions to complex problems. Poorly analyzes problems and fails
to investigate deeper to establish root cause/s.

and

effect