Strategic

Performance
Management
System
 Legal Bases
Establishment of Performance Evaluation System
Sec .33, Chap. 5, Book V of E.O. No. 292
•administered in accordance with rules,
regulations & standards promulgated by the
Commission for all officers & employees in the
career service
•administered in such manner as to
continually foster the improvement of
individual employee efficiency and
organizational effectiveness.

CSC MC No. 6, s. 2012

and CSC Resolution No. 1200481
 Legal Bases

Administrative Order No. 25

dated December 21, 2011
“establish a unified and integrated
Results-Based Performance
Management System (RBPMS) across
all departments and agencies within
the Executive Branch of Government
incorporating a common set
performance scorecard, and creating
an accurate, accessible, and up-to-
date government-wide, sectoral and
organizational performance information
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)
 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:
Citizen’s 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

CSC DBM Joint Circular No. 1
s.2012 (Item 9.0)
 Strategic
Performance
Management
..\..\..\IN
SPIRATI
System
ONAL\Sti
ll By
Hillsong
(a very
inspiring
video)_(3
 Gives emphasis to the
strategic alignment

day to day
agency’s operations
strategic of the
direction units

individual
LINKINGINDIV
Focused on linking
ORG’s
performance vis-à-vis
the agency’s .
organization Vision,PERF VMG
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
Goal Aligned To
Agency Mandate
Philippine Development
Plan

Agency Vision, Mission

Strategic Priorities

Performance Goals
Chapter 1: In Pursuit of Inclusive Growth
Chapter 2: Macroeconomic Policy
Chapter 3: Competitive Industry & Services Sector
Chapter 4: Competitive Agriculture
and Fisheries Sector
Chapter 5: Accelerating Infrastructure Dev’t
Chapter 6: Towards a Resilient and Inclusive
Financial Sector
Chapter 7: Good Governance and the Rule of Law
Chapter 8: Social Development
Chapter 9: Peace and Security
Chapter 10:
Conservation, Protection, and Rehabilitation
of the Environment and Natural Resources
1 st STEP

Form your PMT

Performance Management Team
 Follows the
4-stage PMS Cycle
 1. Memo 2. Depts 5. Submit
3. Staff to 4. Dept
Heads to OPCRs to
by LCE to make IPCRs, Heads to
meet staff to MPDC. Submit
submit Dept Head to review then
discuss IPCRs to
TARGETS make OPCRs sign IPCRs
TARGETS HRMO
Before the Sem.`
7. PMT calls Planning
6. MPDC to Conference. Approve
MPDC’s changes. Can 8. Mayor
review OPCRs, input on OPCRs/IPCRs. signs.
can input Call Dept Heads & agree
on final targets.
1. Memo 3. Depts Heads 5. Submit
2. Staff to 4. Dept
to meet staff OPCRs to
by LCE to make IPCRs, Heads to
one-on-one to MPDC. Submit
submit Dept Head to discuss review then
IPCRs to
RATING make OPCRs RATING sign IPCRs
HRMO
7. PMT calls REVIEW
6. MPDC to Conference. Approve
MPDC’s changes. Can input 8. Mayor
review OPCRs, on OPCRs/IPCRs. Call Dept signs.
can input Heads, they will appeal
their OPCR Ratings here.
Starting with what it is not

Coaching might be used to help

someone improve performance but this
type of conversation is NOT coaching
Starting with what it is not

Telling the person what he/she should do

Imparting knowledge and skills

Starting with what it is not

Helping people overcome problem/s

Narrower scope; specifically

structured for an experienced
manager to help a younger manager
to benefit from his/her experience
  Sometimes about
helping them
 Helpingsomeone understand what
achieve goals is holding them
back so they can
 Itssuccess find a way
depends on the forward.
coaches believing
in the coachee to  Helpingfind
find the best solutions
solutions for
themselves.
 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
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
FUNCTIONAL
 SPMS Implementation
Evidence

Indicators Evidence
Communication •There was an •Communication
Plan orientation. Plan
•Attendance Sheet,
Memo requiring
attendance
•There are
communication •Handbook,
materials manual, flyers,
brochures to raise
employees’ level of
awareness
 SPMS Implementation
Evidence

Indicators Evidence
PMT •PMT meets to set •PMT internal
performance guidelines
standards &
review targets & •Minutes of
accomplishments meetings

•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 Cycle •The supervisors & employees •OPCR/IPCR targets
agreed & discussed targets & submitted
standards prior to start of the •Coaching &
rating period Monitoring reports
•Monitoring & coaching submitted
sessions are conducted •PDPs on file
•PDPs are drawn for OPCRs/IPCRs with
employees ratings & comments
•OPCRs/IPCRs are rated •HRD Plan
•Ratings used as inputs & devt •PRAISE
planning & for rewards & implementation
recognition
 SPMS
How to
Use the
OPCR /
IPCR
 Strengthens the
CULTURE OF PERFORMANCE
 “…tasks shall always be
supported by reports,
documents or any outputs
as proofs of actual
performance.”

CSC MC 6 s.2012
 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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT City Mayor
 OFFICE PERFORMANCE COMMITMENT AND REVIEW (OPCR)
I, (name), Head of the ___________Department of the Provincial Government of Bohol, commit to deliver and agree to be rated on the attainment of the following targets in
accordance with the indicated measures for the period January to June 2014.

Prepared by: Approved by:

Date Date
___________________
Department Head HEAD OF AGENCY
RATING 5 – Outstanding
4 – Very Satisfactory
SCALE
3 – Satisfactory
2 – Unsatisfactory
1 – Poor

Allotted Individual/s Actual

SUCCESS INDICATORS Budget for or Divisions Accomplishments Rating*
MFO/PAP Remarks
(TARGETS + MEASURES) 2014
Accountable / Expenses Q E T Ave.
(whole year)
Strategic / Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

MFOs - Strategic/Core Functions Formula: (total of all average ratings / no. of entries) x 90%
MFOs - Support Functions Formula: (total of all average ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Assessed by Date Reviewed by: Date Final Rating by: Date

Planning Office PMT Head of Agency

*Legend: Q-Quality E-Effificiency (Quantity) T-Timeliness A-Average
 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
you have to do your work)
 OPCR: Column on Individuals Accountable
 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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT City Mayor
Filling
Out
the
Forms
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

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT City Mayor
Ikaduha
 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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT City Mayor
Major Final Outputs (MFOs)

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

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

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
Ikatulo
 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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT City Mayor
Performance Standards
 How to make
SUCCESS INDICATORS

TARGETS MEASURES

Q E T
Quality Efficiency Timeliness

Civil Service Commission – Strategic Performance Management System

 PERFORMANCE MEASURES

Q E T
Quality Efficiency Timeliness
•Accuracy/ No Error
QUANTITY: •Action Time
•Compliance with rules
•Deadline /
•Approval of •Number Schedule –
Superior/Acceptability specify
•Complete attachments •Percentage day/date
•Meet standards/ •Working Day or
Comprehensiveness/ Calendar Day?
Completeness •Citizen’s
•Client Satisfaction Charter
 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),
better if 2 or 3 measures
How to make SUCCESS INDICATORS

TARGETS MEASURES
• 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
• Citizen’s Charter
• Accomplishment Reports
(historical data)
• RA 6713 / ARTA of 2007
• Benchmarking Reports
• Stakeholders’ Feedback
• Other documents
Ika-upat
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

Immediate Superior/
Mayor/Governor
Dept. Head

SUCCESS INDICATORS Actual Accomplishments / Rating*

MFO/PAP Remarks

During submission of TARGETS

(TARGETS + MEASURES) Expenses Q E T Ave.
Core Functions
MFO 1
MFO 2

Support Functions
MFO 1
MFO 2
SUMMARY OF RATING

Core Functions After rating…

Formula: (total of all average
ratings / no. of entries) x 90%
Formula: (total of all average
TOTAL Final Numerical Rating Final Adjectival Rating

Support Functions ratings / no. of entries) x 10%

Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT Mayor
Ikalima
 OFFICE PERFORMANCE COMMITMENT AND REVIEW (OPCR)
I, (name), Head of the ___________Department of the Provincial Government of Bohol, commit to deliver and agree to be rated on the attainment of the following targets in
accordance with the indicated measures for the period January to June 2014.

Prepared by: Approved by:

Date Date
___________________
Department Head HEAD OF AGENCY
RATING 5 – Outstanding
4 – Very Satisfactory
SCALE
3 – Satisfactory
2 – Unsatisfactory
1 – Poor

Allotted Individual/s Actual

SUCCESS INDICATORS Budget for or Divisions Accomplishments Rating*
MFO/PAP Remarks
(TARGETS + MEASURES) 2014
Accountable / Expenses Q E T Ave.
(whole year)
Strategic / Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

MFOs - Strategic/Core Functions Formula: (total of all average ratings / no. of entries) x 90%
MFOs - Support Functions Formula: (total of all average ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Assessed by Date Reviewed by: Date Final Rating by: Date

Planning Office PMT Head of Agency

*Legend: Q-Quality E-Effificiency (Quantity) T-Timeliness A-Average
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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT Mayor
 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 Accurately prepare reply to 90% of
received letters 15 mins. from received letters 30 mins. from
instruction instruction

• Write each measure found in the SI in phrases

and separated by a comma
SUCCESS INDICATOR ACTUAL ACCOMPLISHMENT
Accurately prepare reply to 100% of Accurate, 90%, 30 mins.
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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT Mayor
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
mins. from instruction
Prepare reply to 100% of
received letters 15 mins. from
instruction
Accurately prepare reply to
letters 15 mins. from instruction
Accurately prepare reply to
100% of received letters
100% of received letters 15
mins. from instruction
Prepare reply to 100% of X Yes Yes
received letters 15 mins. from
instruction
Accurately prepare reply to Yes X Yes
letters 15 mins. from instruction
Accurately prepare reply to Yes Yes X
100% of received letters
 Let’s 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
Let’s
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% = 5 • w/n 5 mins. = 5
• 1 minor error =4 • 95% = 4 • w/n 10 mins. = 4
• 2 or more minor errors = 3 • 90% = 3 • w/n 15 mins. = 3

• 1 major revision =2 • 85% = 2

• 16 mins.-1 hr. = 2
• More than 1 hr.= 1
• 2 or more major revisions= 1 • 80% & less= 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 Staff
Submit draft within 1 Submit draft within
hour from request 15 mins. from 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
Replies sent delayed by an average of 8 or more WDs = 1
 Practice ta!

QET
SUCCESS INDICATOR ACTUAL Ave
ACCOMPLISHMENT

Accurately prepare reply to Accurately prepare reply to 5 5 3 4.3

100% of received letters 15
mins. from instruction
Prepare reply to 100% of
received letters 15 mins. from
instruction
Accurately prepare reply to
letters 15 mins. from
instruction
Accurately prepare reply to
100% of received letters
100% of received letters 15
mins. from instruction
Prepare reply to 100% of - 5 3 4
received letters 15 mins. from
instruction
Accurately prepare reply to 5 3 4
letters 15 mins. from
instruction
Accurately prepare reply to 5 5 - 5
100% of received letters
Ikawalo
MAG-
COMPUTE
TA’G
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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT Mayor
 FORMULA
• Core Functions
(Total of all average / # of entries) x 90%
( 85 / 20 entries) x 0.90 = 3.825
• Support Functions
(Total of all average / # of entries) x 10%
( 13.33 / 5 entries) x 0.10 = 0.267

3.825 + 0.267 = 4.0916

 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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT Mayor
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
We need to
continually
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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT Mayor
 OFFICE PERFORMANCE COMMITMENT AND REVIEW (OPCR)
I, (name), Head of the ___________Department of the Provincial Government of Bohol, commit to deliver and agree to be rated on the attainment of the following targets in
accordance with the indicated measures for the period January to June 2014.

Prepared by: Approved by:

Date Date
___________________
Department Head HEAD OF AGENCY
RATING 5 – Outstanding
4 – Very Satisfactory
SCALE
3 – Satisfactory
2 – Unsatisfactory
1 – Poor

Allotted Individual/s Actual

SUCCESS INDICATORS Budget for or Divisions Accomplishments Rating*
MFO/PAP Remarks
(TARGETS + MEASURES) 2014
Accountable / Expenses Q E T Ave.
(whole year)
Strategic / Core Functions
MFO 1
MFO 2
Support Functions
MFO 1
MFO 2

SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating

MFOs - Strategic/Core Functions Formula: (total of all average ratings / no. of entries) x 90%
MFOs - Support Functions Formula: (total of all average ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Assessed by Date Reviewed by: Date Final Rating by: Date

Planning Office PMT Head of Agency

*Legend: Q-Quality E-Effificiency (Quantity) T-Timeliness A-Average
 Unsay
purpose sa
“REMARKS”
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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT Mayor
 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 Actual Accomplishments / Rating*

MFO/PAP Remarks
(TARGETS + MEASURES) Expenses 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
Support Functions ratings / no. of entries) x 10%
Comments and Recommendation for Development Purposes:

Reviewed:
Discussed: Date: Assessed by: Date: Final Rating by: Date
Date:
I certify that I discussed
my assessment of the (all PMT members will sign)
performance with the employee:
Ratee Supervisor PMT Mayor
•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

 “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 issued by concerned agency
heads.” -CSC MC 6 s.2012
Non-Submission of :

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

2) Individual Employee’s Performance Commitment and Rating Form to
the HRM Office

within the specified dates will be ground for:

a. Employee’s 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

a. 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

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

c. Officials or employees who are separated from the service on the basis
of Unsatisfactory or Poor performance rating can appeal their separation
to the CSC or its Regional Office within fifteen (15) days from receipt of
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
it is in them that your strength lies.”
-Mother Teresa

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