SPMS

Strategic
Performance
Management
System
 Legal
LegalBases
Bases
Establishment of Performance Evaluation System
Establishment of Performance Evaluation System
Sec .33,Chap.
Sec.33, Chap.5, 5,Book
BookVVof ofE.O.
E.O.No.
No.
292
292
administered in accordance with rules,
administered in accordance with rules,
regulations
regulations&&standards
standardspromulgated
promulgatedbybythe
the
Commission
Commissionfor forall
allofficers
officers&&employees
employeesinin
the
thecareer
careerservice
service
administered in such manner as to
administered in such manner as to
continually foster the improvement
continually foster the improvement of of
individual
individualemployee
employeeefficiency
efficiencyand
and
organizational
organizationaleffectiveness.
effectiveness.
CSC
CSCMC
MCNo.No.6,6,s.s.2012
2012
and
andCSC
CSCResolution
ResolutionNo.
No.1200481
1200481
 Legal
LegalBases
Bases

AdministrativeOrder
Administrative OrderNo.
No.25
25
datedDecember
dated December21,21,2011
2011
establish a unified and integrated
establish a unified and integrated
Results-Based Performance
Results-Based Performance
Management System (RBPMS) across
Management System (RBPMS) across
all departments and agencies within
all departments and agencies within
the Executive Branch of Government
the Executive Branch of Government
incorporating a common set
incorporating a common set
performance scorecard, and creating
performance scorecard, and creating
an accurate, accessible, and up-to-
an accurate, accessible, and up-to-
date government-wide, sectoral and
date government-wide, sectoral and
organizational performance information
organizational performance information
system.
system.
 Joint Resolution No. 4 of the
Congress of the Philippines
(Governing Principles of the Modified Compensation and
Item 1 (d)
Position Classification System and Base Pay Schedule of the
Government)
a performance-based
incentive scheme which
integrates personnel and
organizational performance
shall be established to
reward exemplary civil
servants and well
performing institutions
 E.O. 80 s.2012
Directing the Adoption of a Performance-Based
Incentive System for Government Employees

Source: Department of Budget and Management Facebook Page

 E.O. 80 s.2012
Directing the Adoption of a Performance-Based
Incentive System for Government Employees

2012 Pilot Implementation Phase

With on-going/continuing Refinement
2013 Harmonization Phase Source:
2014 Alignment Phase http://www.gov.ph
2015 Institutionalization Phase /pbb/faqs/#ba
 Issuances on PBB
1. Achieved at least 90% of MFO targets
2. Achieved at least 90% of priority
programs/ projects
3. Satisfy 100% of the 4 good governance
conditions:
Good Governance Condition 1:
Transparency Seal
Good Governance Condition 2:
PhilGEPS Posting
Good Governance Condition 3:
Cash Advance Liquidation
Good Governance Condition 4:
Citizens Charter

Civil Service Commission Strategic Performance Management System

CSC DBM Joint Circular No. 1
s.2012
2 Outstanding ratings w/n the year
2 step increments due to meritorious
performance
1 O rating & 1 VS rating w/n the
year
1 step increment due to
meritorious performance
2 VS ratings w/n the year
1 step increment due to M.P.
Civil Service Commission Strategic Performance Management System
Joint Resolution No. 4 of the
Congress of the Philippines
(Item 4-d)
CSC DBM Joint Circular No. 1
s.2012 (Item 9.0)

P I B

PIB shall be discontinued

beginning 2015
 SPMS Strategic
Performance
Management
System
..\..\..\
INSPIRATI
ONAL\Stil
l By
Hillsong
(a very
inspiring
video)_(
360p).
THE SPMS CONCEPT

Gives emphasis to the

strategic alignment

day to day
agencys operations
strategic of the
direction units
 THE SPMS CONCEPT

LINKIN INDI
Focused on linking ORG
individual
G
performance vis-- V. s
vis the agencys
organization
PER
Vision, Mission & F VMG
Strategic Goals
A mechanism to ensure:
employee achieves the objectives set by the
organization
and the organization achieves the objectives it
has set itself in its strategic plan
 Goal Aligned To
Agency Mandate
Philippine Development
Plan

Agency Vision, Mission

Strategic Priorities

Performance Goals
PDP
Chapter1:InPursuitofInclusiveGrowth
Chapter2: MacroeconomicPolicy
Chapter3:CompetitiveIndustry &
ServicesSector
Chapter4: CompetitiveAgriculture
andFisheriesSector
Chapter5:AcceleratingInfrastructureDev
t
Chapter6:TowardsaResilientandInclusiv
e FinancialSector
Chapter7: GoodGovernance
andtheRuleofLaw
Chapter8: SocialDevelopment
Chapter9: PeaceandSecurity
Chapter10:
1 STEP
st

Form your
PMT
Performance Management
Team
 THE SPMS CONCEPT

Follows the
4-stage PMS Cycle
performanc
performanc
performanc ee
e planning
planning
rewarding and
and
& commitm
commitm
developm ent
performanent
ent performanc
performanc
planning
eereview
review ce
and
and monitori
evaluatio
evaluatio ng &
 Memo 3. Staff 5. Submit
Memo 2. Depts to make 4. Dept 5. Submit
by LCE 2. Depts to make 4. Dept OPCRs to
by LCE Heads to IPCRs, Heads to OPCRs to
Heads to IPCRs, Heads to MPDC.
to meet staff Dept review MPDC.
to meet staff
to discuss
Dept
Head to
review
then calls
sign
Submit
Submit
submit to discuss Head to 7. PMT
then sign IPCRs to
submit TARGETS Before makethe 7. IPCRs
PMT
Planningcalls IPCRs to
TARGET TARGETS make IPCRs
Planning HRMO
TARGET OPCRs
Sem.` Conference. HRMO
S 6. MPDC to
OPCRs Conference.
S 6. MPDC to Approve
Approve
MPDCs
review changes.MPDCs
Can 8. Mayor
review changes.
input on Can 8. Mayor
OPCRs, can input onCall
signs.
OPCRs, can OPCRs/IPCRs. signs.
input OPCRs/IPCRs.
input Dept Heads &Call
agree
agree
performanc
Dept on
Heads
final&
performanc
on final
performanc targets.
ee
targets.
e planning
planning
rewarding and
and
& commitm
commitm
developm
performanc performan
ent
performanc ent
ent eereview ce
review
planning
and monitori
and
evaluatio
evaluatio ng &
 1.
1. 2. Staff
to make 3. Depts 4. Dept
5. Submit
5. Submit
Memo to make 3. Depts 4. Dept OPCRs to
Memo IPCRs, Heads to
Heads to Heads to OPCRs to
by LCE IPCRs, meet staff Heads to MPDC.
by LCE Dept meet staff
one-on-one
review MPDC.
to Dept review Submit
to Head to one-on-one
to discuss then sign Submit
submit Head to to discuss then sign IPCRs to
submit make RATING 7. PMT callsIPCRs REVIEW IPCRs to
make RATING 7. PMT IPCRs
calls REVIEW HRMO
RATING OPCRs Conference. HRMO
RATING OPCRs 6. MPDC to
6. MPDC to changes.
Conference.
Approve
Approve
MPDCs
MPDCs
Can input
review changes. Can input 8. Mayor
review on OPCRs/IPCRs. 8. Mayor
OPCRs, can on OPCRs/IPCRs.
Call Dept Heads, signs.
OPCRs, can Call will
Dept Heads, signs.
input they appeal
input they
their willRatings
OPCR appeal
performanc
performanc
their here.
OPCR Ratings

WHAT IF AN EMPLOYEE
performanc
e
here.
ee
planning
planning
WANTS TO APPEAL
rewarding
&
and
and
commitm
commitm
HIS/HER RATING?
developm
performanc
performanc performan
ent
ent
ent eereview ce
review
planning
and monitori
and
evaluatio
evaluatio ng &
WHAT IS COACHING?
Starting with what it is not

NOT GIVING FEEDBACK

NOT DISCUSSING POOR
PERFORMANCE WITH A
TEAM MEMBER
Coaching might be used to help
someone improve performance but this
type of conversation is NOT coaching
WHAT IS COACHING?
Starting with what it is not

NOT ADVISING
Telling the person what he/she should do

NOT TEACHING
OR INSTRUCTING
Imparting knowledge and skills
WHAT IS COACHING?
Starting with what it is not

NOT COUNSELING
Helping people overcome problem/s

NOT MENTORING
Narrower scope; specifically
structured for an experienced
manager to help a younger manager
to benefit from his/her experience
WHAT IS COACHING?
Sometimes
Sometimesabout

about
helping
helpingthem
them
Helping someone

Helping someone understand

understandwhat
what
achieve
achievegoals
goals isisholding
holdingthem
them
back so they can
back so they can
Its success

Its success find

findaaway
way
depends
dependsononthe
the forward.
forward.
coaches
coachesbelieving
believing
ininthe
thecoachee
coacheetoto Helping
Helpingfind

find find
findthe
thebest
best solutions
solutions
solutions for
solutions for
themselves.
themselves.
 QUALITIES OF A GOOD COACH
Honest, genuine & authentic
Has a positive view of human nature
Wants others to succeed
Can create a thinking environment
Enjoys seeing others develop
Enjoys learning
Wants others to be independent
Generous with appreciation
Values the opinions & initiative of others
Motivates others by setting a good example
KEY SKILLS OF COACHING

ASKS GOOD QUESTIONS

GOOD LISTENING SKILLS

Coaching Summary Report
NAME: ___________________
POSITION: ________________
OFFICE: __________________
Session No. Date /Time Content Note

PREPARED BY: CERTIFIED CORRECT

NAME & SIGNATURE NAME & SIGNATURE

COACHEE HEAD/SUPERIOR
 You need
to have
EVIDENCE
that your
SPMS is
FUNCTIONA
SPMS Implementation
Evidence

Indicators Evidence
Communication There was an Communication
Plan orientation. Plan
Attendance
Sheet, Memo
requiring
There are attendance
communication
materials Handbook,
manual, flyers,
brochures to
raise employees
level of
SPMS Implementation
Evidence

Indicators Evidence
PMT PMT meets to PMT internal
set performance guidelines
standards &
review targets & Minutes of
accomplishment meetings
s

PMT has its own

internal rules &
procedures
SPMS Implementation
Evidence

Indicators Evidence
SPMS Forms The agency is Accomplished
using forms
OPCRs/IPCRs
The agency has
developed & is
using Coaching
Forms,
Professional
Devt Forms &
Performance
Monitoring
Forms
 SPMS Implementation
Evidence

Indicators Evidence
SPMS The supervisors & OPCR/IPCR targets
Cycle employees agreed & submitted
discussed targets & Coaching &
standards prior to start of Monitoring reports
the rating period submitted
Monitoring & coaching PDPs on file
sessions are conducted OPCRs/IPCRs with
PDPs are drawn for ratings &
employees comments
OPCRs/IPCRs are rated HRD Plan
Ratings used as inputs & PRAISE
devt planning & for implementation
 SPMS
How to
Use the
OPCR /
IPCR
FEATURES

1. EVIDENCE-BASED
Strengthens the
CULTURE OF PERFORMANCE

Thus, its OBJECTIVE

Evidence-Based
tasks shall always
be supported by
reports, documents
or any outputs as
proofs of actual
performance.
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
 FEATURES
2. Strengthens
ACCOUNTABILITY
Performance Contract
IPCR & OPCR: At the top,
you declare I commit! &
you sign
Witnessed by Superior & Agency Head
OPCR: Column on Budget
(you know how much the
taxpayers are paying
your unit & how much funds
FEATURES

3. EFFORTS
TO
CONTINUALLY
DEVELOP
EMPLOYEE
BUILT-IN
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
Fillin
g Out
the
Form
Una
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

NameImmediate Superior/
Dept. Head
Mayor/Governor

Position
SUCCESS INDICATORS Rating*
Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions

Department
MFO 1

MFO 2

Support Functions

Agency
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
Ikaduh
a
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
 Major Final Outputs
(MFOs)
GOODS & SERVICES
MFO refers to the goods &
services that your agency/unit is
mandated to deliver to external
clients thru the implementation of
programs, activities & projects
(PAPs).
2 parts

Core
Functions
Support
Functions
MFOs: CORE FUNCTIONS

Major Tasks
Sources:
Phil. Devt. Plan
Local Govt. Code
Local Devt. Plan
Executive-Legislative Agenda (ELA)
Annual Investment Plan (AIP)
Road Map / Strategic Plan / Scorecard
old PERFs
Job Description
 MFOs: SUPPORT
FUNCTIONS
Not Part of Your Major Tasks
Participation in Learning & Dev't activities (training, etc)
Participation in flag ceremony
Attendance in monthly staff meeting/Top Mgt Committee
Participation in Health & Wellness activities
Participation in LGU official activities
Participation/Membership in Committees
Liquidation of Cash Advance w/n the prescribed period
Ikatul
o
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
 Identify the
Success Indicators
of each MFO

Performance Standards
 How to make
SUCCESS INDICATORS
TARGET MEASURE
S S

Q E T
Quality Efficiency Timeliness

Civil Service Commission Strategic Performance Management System

 PERFORMANCE
tangible MEASURES
3 Dimensions of Performance
measurabl
e
verifiabl
Q E T
Quality Efficiency Timeliness
e
Accuracy/ No Error
QUANTITY: Action Time
Compliance with rules
Deadline /
Approval of Number Schedule
Superior/Acceptability specify
Complete attachments Percentag day/date
Meet standards/ e Working Day
Comprehensiveness/ or Calendar
Completeness Day?
Client Satisfaction Citizens
Success Indicators
must be SMART
 Pila ka measures
akong ibutang?
Ang 3 (QET)
gyud?

CORE FUNCTIONS:
At least 2 measures (E&T),

better if 3 measures (QET)

SUPPORT FUNCTIONS:
At least 1 measure (E),
 How to make SUCCESS
INDICATORS
TARGET MEASURE
S S
Submit monthly 6 monthly reports accurately
accomplishments report prepared & submitted on the 5th WD
of the ff.month
Assist walk-in clients 100% of client requests acted 15
mins. from their arrival; with
satisfactory rating in semestral
customer satisfaction survey
100% of requested Tax Declarations
Assess real estate issued 30 mins. from request
2 Quarterly TB Monitoring Reports
Monitor TB patients submitted on the 15th CD after end
of quarter
Make vouchers 100% of needed vouchers
accurately made 15 mins. from
receipt of complete requirements
 Sample Sources
Success Indicators
Citizens Charter
Accomplishment Reports
(historical data)
RA 6713 / ARTA of 2007
Benchmarking Reports
Stakeholders Feedback
Other documents
Ika-
upat
Signatures
t
INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Dept. HeadDuring submission of

Immediate Superior/
Mayor/Governor

MFO/PAP TARGETS
SUCCESS INDICATORS

(TARGETS + MEASURES)
Actual Accomplishments /
Expenses
Q
Rating*

E T Ave.
Remarks

Core Functions
MFO 1

MFO 2 After rating

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
Support Functions
Ikalim
a
Ika-
unom
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
 2 ways
Copy the SUCCESS INDICATOR, then
change the data to reflect your ACTUAL
accomplishment
SUCCESS INDICATOR ACTUAL ACCOMPLISHMENT
Accurately prepare reply to 100% Accurately prepare reply to 90% of
of received letters 15 mins. from received letters 30 mins. from
instruction instruction

Write each measure found in the SI in

phrases and
SUCCESS separatedACTUAL
INDICATOR by a ACCOMPLISHMENT
comma
Accurately prepare reply to 100% Accurate, 90%, 30 mins.
of received letters 15 mins. from
instruction
Ikapito
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
HOW TO RATE ?
When you rate each of your
accomplishment, should you
put a rating in all
dimensions?
Q E T

Depende sa
akong
SUCCESS
INDICATOR
 Practice ta!

QE T
SUCCESS INDICATOR ACTUAL
ACCOMPLISHMENT

Accurately prepare reply to Accurately prepare reply to Yes Yes Yes

100% of received letters 15 100% of received letters 15
mins. from instruction mins. from instruction
Prepare reply to 100% of Prepare reply to 100% of X Yes Yes
received letters 15 mins. received letters 15 mins.
from instruction from instruction
Accurately prepare reply to Accurately prepare reply to Yes X Yes
letters 15 mins. from letters 15 mins. from
instruction instruction
Accurately prepare reply to Accurately prepare reply to Yes Yes X
100% of received letters 100% of received letters
 Lets
Rate!
Q E T
SUCCESS
INDICATOR

Quality,
Efficiency,
Time

Efficiency &
Time

Efficiency
only

Quality &
Time
Double Standard
RATING SCALE

5 = 130% or above
4 = 115% - 129%
3 = 100% - 114%
2 = 51% - 99%
1 = 50% or lower
 You Can
Develop your
RATING SCALE
 GENERAL PRINCIPLE
Rating Description
Numerical Adjectival

5 Outstanding Extraordinary level of achievement

Exceptional job mastery in all major areas of
responsibility have demonstrated
Marked excellence of achievement and
contributions to the organization

4 Very Exceeded expectations

Satisfactory All goals, objectives and targets were achieved
above standards
3 Satisfactory Met expectations
Most critical annual goals are met

2 Unsatisfactory Failed to meet expectations

One or more of the most critical goals were not met

1 Poor Consistently below expectations

Reasonable progress toward critical goals was
not made
Lets
have
examples!
100% Attendance in flag
raising ceremony & flag
retreat
Q E T
100% =5
95% = 4
90% = 3
85% = 2
80% & less= 1
 100% of requested letters
accurately prepared 15
mins. from instruction

Q E T
No error =5 100% = w/n 5 mins. = 5
5
1 minor error = 95% = w/n 10 mins. =
4 4 4
2 or more minor errors 90% =
w/n 15 mins. =
3
=3 3
16 mins.-1 hr. =
1 major revision 85% = 2
=2 2 More than 1 hr.=
2 or more major 80% & less= 1 1
 T Timeliness
Superiors can have a different
action time from that of their
subordinates, to give them time
allowance to review the output of
their staff & further improve it
Superior Staf
Submit draft within Submit draft within
1 hour from 15 mins. from
request request
 Another example:
Replies to queries
sent out within 15
WDs from receipt
TIMELINESS
Replies sent within an average of 10 WDs = 5
Replies sent within an average of 11-14 WDs =
4
Replies sent within an average of 15 WDs = 3
Replies sent delayed by an average of 1 to 7.5 WDs
= 2
 Practice ta!

QE T
SUCCESS INDICATOR ACTUAL Av
ACCOMPLISHMENT e

Accurately prepare reply Accurately prepare reply 5 5 3 4.3

to 100% of received to 100% of received
letters 15 mins. from letters 15 mins. from
instruction instruction
Prepare reply to 100% of Prepare reply to 100% of - 5 3 4
received letters 15 mins. received letters 15 mins.
from instruction from instruction
Accurately prepare reply Accurately prepare reply 5 3 4
to letters 15 mins. from to letters 15 mins. from
instruction instruction
Accurately prepare reply Accurately prepare reply 5 5 - 5
Ikawalo
MAG-
COMPUTE
TAG
GRADO!
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
 FORMULA
Core Functions
NU
(Total of allFaverage / # of entries) x
IN
90%
M A
( 85 R E
/ 20 entries)
R Lx 0.90 = 3.825
A IC
SupportTFunctions
I N A
G L / # of entries) x
(Total of all average
10%
( 13.33 / 5 entries) x 0.10 = 0.267
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
 In determining the final
equivalent adjectival
rating of the employee,
the final numerical rating
is converted as follows:

4.01 5.00 Outstanding

3.01 4.00 Very Satisfactory
2.01 3.00 Satisfactory
1.01 2.00 Unsatisfactory
1.00 Below Poor
Ikasiyam
We need
to
continua
lly
develop
our
people !
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
A MUST:
Filling out of
Comments &
recommendati
on for
development
purposes
 recommendation
for development
purposes
Comments, observation or
recommendations
On performance,
competency assessment or
critical incidents
Used for HR development
purposes or interventions
Ikanapulo
Unsay
purpose
sa
REMARK
S
column ?
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
Signatures
 INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

I, ____(name)_____, ____(position) ____ at the ___(department)___ of the Municipality of _________________ , commit to deliver and
agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period Jan.to June
2014.
RATEE
Date:
-------------
Reviewed by: Approved by:
Date Date

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Rating*

Actual Accomplishments /
MFO/PAP Remarks
Expenses
(TARGETS + MEASURES) Q E T Ave.

Core Functions
MFO 1

MFO 2

Support Functions
MFO 1

MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

Formula: (total of all average
Core Functions ratings / no. of entries) x 90%
Formula: (total of all average
Mga Pakapin
 RATING PERIOD

Shall be done Semi-Annually / by SEMESTER

Minimum appraisal period : 3 months
Maximum appraisal period: 1 calendar year

Civil Service Commission Strategic Performance Management System

Uses of Performance
Ratings

Performance-Based Grant of Rewards Basis for Personnel

Security of Tenure and Incentives Actions

Civil Service Commission Strategic Performance Management System

 Appointments in
2015
shall be disapproved

All agencies shall have a CSC-approved

SPMS by January 2014. Accordingly, by January
2015, all performance based HR movements
and/or developments such as promotion,
scholarship, training, reward and incentives
shall only be based on a CSC-approved SPMS
under these guidelines.
Non-submission of agency SPMS to the CSC
for review/approval shall be a ground for
disapproval of promotional appointments
 Sanctions
Non-Submission of :

1) The Office Performance Commitment and Rating Form to the PMT

2) Individual Employees Performance Commitment and Rating Form to
the HRM Office

within the specified dates will be ground for:

a. Employees disqualification for performance-based personnel actions

b. Administrative sanction for violation of reasonable office rules and

regulations and simple neglect of duty for supervisors or employees
responsible for delay or non-submission of the office and individual
performance commitment and rating report

Civil Service Commission Strategic Performance Management System

 Appeals
Appeals
An Office/Unit or individual employee can file an appeal with the PMT
within ten (10) days from the date of receipt of their performance
evaluation rating

The PMT shall decide on the appeals within one (1) month from receipt.

Officials or employees who are separated from the service on the basis
of Unsatisfactory or Poor performance rating can appeal their separati
to the CSC or its Regional Office within fifteen (15) days from receipt o
the order or notice of separation.

Civil Service Commission Strategic Performance Management System

Civil Service Commission Strategic Performance Management System
Found written on the wall in Mother Teresa's
home for children in Calcutta:

People are often unreasonable, irrational, and

self-centered. Forgive them anyway.

If you are kind, people may accuse you of

selfish, ulterior motives. Be kind anyway.

If you are successful, you will win some

unfaithful friends and some genuine enemies.
Succeed anyway.

If you are honest and sincere people may

deceive you. Be honest and sincere anyway.
What you spend years creating, others could
destroy overnight. Create anyway.
If you find serenity and happiness, some
may be jealous. Be happy anyway.
The good you do today, will often be
forgotten. Do good anyway.
Give the best you have, and it will never be
enough. Give your best anyway.
In the final analysis, it is between you and
God. It was never between you and them
anyway.
(taken from the net)
 Be faithful in small things because
Be faithful in small things because
ititisisininthem
themthat
thatyour
yourstrength
strengthlies.
lies.
-Mother Teresa
-Mother Teresa

THANK
YOU
gac\Strat Thinking\videos for strat thinking\Maybe, the most inspirational video ever.avi