SPMS 2014 Revised Jan 2015

SPMS
Strategic
Performance
Management
System
Legal
LegalBases
Bases
Establishment of Performance Evaluation System
Establishment of Performance Evaluation System
Sec
Sec.33,
.33,Chap.
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
promulgatedby
bythe
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
of
continually foster the improvement 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
OrderNo.
No.25
25
Administrative
datedDecember
December21,
21,2011
2011
dated
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-toan accurate, accessible, and up-todate 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
Position Classification System and Base Pay Schedule of the
Government)
Item 1 (d)
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
2014 Alignment Phase
2015 Institutionalization Phase
Source:
http://www.gov.ph
/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
PhilGEPS Posting
Cash Advance Liquidation
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.
Joint Resolution No. 4 of the

Congress of the Philippines
(Item 4-d)
CSC DBM Joint Circular No. 1

s.2012 (Item 9.0)
B
I
P
PIB shall be discontinued
beginning 2015
SPMS
..\..\..\
INSPIRATI
ONAL\Stil
l By
Hillsong
(a very
inspiring
video)_(
360p).
Strategic
Performance
Management
System
THE SPMS CONCEPT

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

Focused on linking
ORG
individual
s
performance vis-vis the agencys
organization
Vision, Mission &
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
LINKIN INDI
V.
G
PER
F VMG
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
Performance
Management
PMT
Team
THE SPMS CONCEPT

Follows the
4-stage PMS Cycle

performanc
e
rewarding
&
developm
ent performanc
performanc
planning
eereview
review
and
and
evaluatio
evaluatio
performanc
performanc
ee
planning
planning
and
and
commitm
commitm
ent
ent
performan
ce
monitori
ng &
5. Submit
3. Staff
Memo
2.
Depts
to
make
4.
Dept
5. Submit
Memo
OPCRs
to
2.
Depts
to
make
4.
Dept
by LCE
Heads
to
IPCRs,
Heads
to
OPCRs
to
by LCE
MPDC.
Heads to
IPCRs,
Heads to
meet staff
Dept
review
MPDC.
to
Submit
meet
staff
Dept
review
to
to discuss
Head to
then calls
sign
Submit
submit
7. PMT
IPCRs
to
to
discuss
Head
to
then
sign
submit TARGETS Before
PMT
calls
makethe 7.
IPCRs
IPCRs
to
Planning
TARGET
HRMO
TARGETS
make
IPCRs
Planning
Conference.
TARGET
OPCRs
HRMO
Conference.
Sem.`
6.
MPDC
to
OPCRs
S
MPDCs
6. MPDC to Approve
S
Approve
review
8. Mayor
changes.MPDCs
Can
review
OPCRs, can
OPCRs, can
input
input
performanc
e
rewarding
&
developm
performanc
performanc
ent
eereview
review
planning
and
and
evaluatio
evaluatio
changes.
input on Can
input onCall
OPCRs/IPCRs.
OPCRs/IPCRs.
Dept Heads &Call
Dept on
Heads
agree
final&
agree
on final
targets.
targets.
8. Mayor
signs.
signs.
performanc
performanc
ee
planning
planning
and
and
commitm
commitm
performan
ent
ent
ce
monitori
ng &
1.
1.
Memo
Memo
by LCE
by LCE
to
to
submit
submit
RATING
RATING
5. Submit
2. Staff
3. Depts
to make
4.
Dept
5. Submit
3.
Depts
OPCRs
to
to make
4.
Dept
Heads to
IPCRs,
Heads
to
OPCRs
to
Heads
to
MPDC.
meet
staff
IPCRs,
Heads to
Dept
review
MPDC.
meet staff
one-on-one
Submit
Dept
review
one-on-one
Head to
then sign
Submit
to
discuss
IPCRs
to
Head to
then
sign
to
discuss
make
IPCRs
IPCRs
to
REVIEW
RATING 7. PMT calls
HRMO
make
IPCRs
calls REVIEW
RATING 7. PMT
Conference.
OPCRs
HRMO
Conference.
6. MPDC to
Approve
MPDCs
OPCRs
6. MPDC to changes.
Approve
MPDCs
Can
input
review
8. Mayor
changes.
Can input
on
OPCRs/IPCRs.
review
8. Mayor
on
OPCRs/IPCRs.
OPCRs, can
signs.
Call Dept Heads,
OPCRs, can
signs.
Call will
Dept
Heads,
they
appeal
input
they
willRatings
appeal
their
OPCR
input
performanc
performanc
ee
planning
planning
and
and
commitm
commitm
performan
ent
ent
ce
monitori
ng &
their here.
OPCR Ratings
here.
WHAT IF AN EMPLOYEE
WANTS TO APPEAL
HIS/HER RATING?
performanc
e
rewarding
&
developm
performanc
performanc
ent
eereview
review
planning
and
and
evaluatio
evaluatio
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?
NOT ADVISING
Telling the person what he/she should do
NOT TEACHING
OR INSTRUCTING
Imparting knowledge and skills
WHAT IS COACHING?
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?
helping
helpingthem
them
understand
understandwhat
what
isisholding
holdingthem
them
back
so
they
can
back so they can
find
findaaway
way
forward.
forward.
someone
Helping
Helping someone
achieve
achievegoals
goals
success
Its
Its success
depends
dependson
onthe
the
coaches
coachesbelieving
believing
ininthe
thecoachee
coacheeto
to
find
findthe
thebest
best
solutions
for
solutions for
themselves.
themselves.
Sometimes
Sometimesabout
about
Helping
Helpingfind
find
solutions
solutions
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
Communication
Plan
There was an
orientation.
There are
communication
materials
Evidence
Communication
Plan
Attendance
Sheet, Memo
requiring
attendance
Handbook,
manual, flyers,
brochures to
raise employees
level of
SPMS Implementation
Evidence
Indicators
PMT
PMT meets to
set performance
standards &
review targets &
accomplishment
s
PMT has its own
internal rules &
procedures
Evidence
PMT internal
guidelines
Minutes of
meetings
SPMS Implementation
Evidence
Indicators
SPMS Forms
The agency is
using
OPCRs/IPCRs
The agency has
developed & is
using Coaching
Forms,
Professional
Devt Forms &
Performance
Monitoring
Forms
Evidence
Accomplished
forms
SPMS Implementation
Evidence
Indicators
SPMS
Cycle
The supervisors &

employees agreed &
discussed targets &
standards prior to start of
the rating period
Monitoring & coaching
sessions are conducted
PDPs are drawn for
employees
OPCRs/IPCRs are rated
Ratings used as inputs &
devt planning & for
Evidence
OPCR/IPCR targets
submitted
Coaching &
Monitoring reports
submitted
PDPs on file
OPCRs/IPCRs with
ratings &
comments
HRD Plan
PRAISE
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
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
(TARGETS + MEASURES)
Actual Accomplishments /
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
Formula: (total of all average
ratings / no. of entries) x 90%
Final Numerical Rating
Final Adjectival Rating
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

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
Fillin
g Out
the
Form
Una

2014.
RATEE
Date:
Approved by:
Date
Name
Position
Immediate Superior/
Dept. Head
SUCCESS INDICATORS
MFO/PAP
Date
Mayor/Governor
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
Department
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
Agency
Ikaduh
a

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
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

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
Identify the
Success Indicators
of each MFO
Performance Standards
How to make
SUCCESS INDICATORS
TARGET
S
MEASURE
S
Quality
Efficiency
T
Timeliness
PERFORMANCE
MEASURES
tangible
3 Dimensions of Performance
measurabl
e
verifiabl
Efficiency
Timeliness
Quality
e
Accuracy/ No Error
QUANTITY:
Compliance with rules
Approval of
Number
Superior/Acceptability
Complete attachments Percentag
Meet standards/
e
Comprehensiveness/
Completeness
Client Satisfaction
Action Time
Deadline /
Schedule
specify
day/date
Working Day
or Calendar
Day?
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
S
MEASURE
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
Ikaupat
Signatures
2014.
RATEE
Date:
Approved by:
Date
Date
During submission of
TARGETS
Immediate Superior/
Dept. Head
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Core Functions
MFO 1
MFO 2
Expenses
Rating*
Remarks
T Ave.
After rating
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
Support Functions
TOTAL
Ikalim
a
Ikaunom

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
2 ways
Copy the SUCCESS INDICATOR, then
change the data to reflect your ACTUAL
accomplishment
SUCCESS INDICATOR
ACTUAL ACCOMPLISHMENT
Accurately prepare reply to 100%
of received letters 15 mins. from
instruction
Accurately prepare reply to 90% of

received letters 30 mins. from
instruction
Write each measure found in the SI in

SUCCESS
INDICATOR
phrases
and
separatedACTUAL
by a ACCOMPLISHMENT
comma
Accurately prepare reply to 100%
of received letters 15 mins. from
instruction
Accurate, 90%, 30 mins.
Ikapito

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
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

100% of received letters 15
mins. from instruction

100% of received letters 15
Prepare reply to 100% of

received letters 15 mins.
from instruction

from instruction
Yes
Yes

letters 15 mins. from
instruction

instruction
Yes
Yes

100% of received letters

100% of received letters
Yes Yes
Yes Yes
Yes
SUCCESS
INDICATOR
Quality,
Efficiency,
Time
Efficiency &
Time
Efficiency
only
Quality &
Time
Lets
Rate!
E
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
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
Very
Satisfactory
Exceeded expectations
All goals, objectives and targets were achieved
above standards
Satisfactory
Met expectations
Most critical annual goals are met
Unsatisfactory
Failed to meet expectations

One or more of the most critical goals were not met
Poor
Consistently below expectations

Reasonable progress toward critical goals was
not made
Lets
have
examples!
100% Attendance in flag

raising ceremony & flag
retreat
100%
=5
95% = 4
90% = 3
85% = 2
80% & less=
100% of requested letters

accurately prepared 15
Q
No error
1 minor error
=5
=
4
2 or more minor errors
=3
1 major revision
=2
2 or more major
100%
95%
T
=
w/n 5 mins. = 5
5
= w/n 10 mins.
90%
=
3
85%
=
2
80% & less= 1
4
w/n 15 mins.
=
3
16 mins.-1 hr. =
2
More than 1 hr.=
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
Replies sent
4
Replies sent
Replies sent
= 2
within an average of 10 WDs

within an average of 11-14 WDs
= 5
=
within an average of 15 WDs

= 3
delayed by an average of 1 to 7.5 WDs
Practice ta!
QE T
SUCCESS INDICATOR
ACTUAL
ACCOMPLISHMENT
Accurately prepare reply

to 100% of received
instruction

to 100% of received
instruction
4.3

from instruction

from instruction

to letters 15 mins. from
instruction

to letters 15 mins. from
instruction
Av
e
Ikawalo
MAGCOMPUTE
TAG
GRADO!

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
FORMULA
Core Functions
(Total
of allFaverage / # of entries) x
NU
IN
90%
M
A
( 85 R
/ 20 entries)
E
Lx 0.90 = 3.825
R
A
IC
SupportTFunctions
I
A
N
(Total of all average
G L / # of entries) x
10%
( 13.33 / 5 entries) x 0.10 = 0.267

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
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 !

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
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 ?

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
Signatures

2014.
RATEE
Date:
Approved by:
Date
Immediate Superior/
Dept. Head
Date
Mayor/Governor
SUCCESS INDICATORS
MFO/PAP
Expenses
Rating*
Remarks
Q
T Ave.
Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2
SUMMARY OF RATING
Core Functions
TOTAL
Mga Pakapin
RATING PERIOD
Shall be done Semi-Annually / by SEMESTER

Minimum appraisal period : 3 months
Maximum appraisal period: 1 calendar year
Uses of Performance
Ratings
Performance-Based
Security of Tenure
Grant of Rewards
and Incentives
Basis for Personnel

Actions
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
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.
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

SPMS 2014 Revised Jan 2015

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SPMS

Joint Resolution No. 4 of the

Source: Department of Budget and Management Facebook Page

2012 Pilot Implementation Phase

CSC DBM Joint Circular No. 1

1 O rating & 1 VS rating w/n the

Joint Resolution No. 4 of the

CSC DBM Joint Circular No. 1

THE SPMS CONCEPT

THE SPMS CONCEPT

THE SPMS CONCEPT

4-stage PMS Cycle

NOT GIVING FEEDBACK

QUALITIES OF A GOOD COACH

Honest, genuine & authentic

KEY SKILLS OF COACHING

ASKS GOOD QUESTIONS

Coaching Summary Report

NAME & SIGNATURE

NAME & SIGNATURE

The supervisors &

Thus, its OBJECTIVE

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

Final Numerical Rating

Final Adjectival Rating

you declare I commit! &

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

Final Numerical Rating

Final Adjectival Rating

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

Final Numerical Rating

Final Adjectival Rating

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

Final Numerical Rating

Final Adjectival Rating

Major Final Outputs

GOODS & SERVICES

MFOs: CORE FUNCTIONS

Phil. Devt. Plan

Local Govt. Code

Local Devt. Plan

Executive-Legislative Agenda (ELA)

Annual Investment Plan (AIP)

Road Map / Strategic Plan / Scorecard

Not Part of Your Major Tasks

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

Final Numerical Rating

Final Adjectival Rating

Civil Service Commission Strategic Performance Management System

How to make SUCCESS

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

Final Numerical Rating

Final Adjectival Rating

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

Final Numerical Rating

Final Adjectival Rating

Accurately prepare reply to 90% of

Write each measure found in the SI in

Accurate, 90%, 30 mins.

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

Final Numerical Rating

Final Adjectival Rating

When you rate each of your

Accurately prepare reply to