npas

MANNER OF RATING

Five adjectival rating which are given corresponding point scores are provided in the System:

A. Outstanding – an employee shall be given this rating when he exceeds his performance targets by at
least 25%.

B. Very Satisfactory – an employee shall be given this rating when he exceeds the expected
output/performance by at least 20% but falls short of what is considered an outstanding performance.

C. Satisfactory – an employee shall be given this rating when he meets the standard or ordinary
requirements of the position.

D. Unsatisfactory – an employee shall be given this rating when his performance falls short of the
minimum requirements but could stand improvement.

E. Poor – an employee shall be given this rating when he fails to meet performance requirements and tehre
is no evidence to show that he can improve his performance.

NOTE: Only employees with Outstanding and Very Satisfactory Performance Ratings shall be
included for promotion.
 In rating critical factors affecting job performance, the following should be considered:

A. Public relations – shall include the individual’s ability to develop harmonious relations with supervisors,
colleagues and subordinates.

B. Potential (Dependability and Effectiveness) – a possible talent, ability or skill possessed by an

individual which can be further developed.

C. Punctuality/Attendance – In accordance with the CSC rules on leave, punctuality and attendance shall be
rated as follows:

No. of Times Tardy Rating No. of Times Tardy

Undertime/Half-day Undertime/Half-day
(for 6 months) (for 6 months)

0 10 (O) 0
1 – 30 8 (VS) 1 – 15
31 – 54 6 (S) 16 – 30
55 – 59 4 (US) 31 – 45
60 or more 2 (P) 46 or more

Cases excluded in the determination of the rating for attendance:

1. Forced leave

2. Maternity leave and scholarship/training grants and sick leave due to major operation or any other serious
illness duly certified by a government physician.
Equivalent numerical rating

Range of Expected Equivalent Adjectival

Overall Point Score Numerical Rating Rating

2.00 – 2.899 2 Poor

2.90 – 4.699 4 Unsatisfactory
4.70 – 7.499 6 Satisfactory
7.50 – 9.299 8 Very Satisfactory
9.30 – 10.000 10 Outstanding
 CIVIL SERVICE COMMISSION
Performance Appraisal Report
July to December 2007

EMPLOYEE : MA. LUISA G. CORREA Office/Agency: Department of Finance

POSITION : ADMIN. OFFICER V Division/Section : MDFO

RESULTS QUANTITY QUALITY TIME REMARKS RATING

PLANNED ACTUAL PLANNED ACTUAL PLANNED ACTUAL QN QT. T

1 Issued official receipts for loan repayments 0 135 100% 100% 1 day after Before 10 10 8
received from LGUs w/ sub-loan component accurate accurate receipt E O Day
under the different Foreign-Assisted Projects (FAPs)
administered by MDFO & deposited to F162 acct.
maintained by MDFO.
Fund 162 -
a. CAMDP 4
b. CBRMP 18
c. LOGOFIND 19
d. MALALAG 5
e. MDP 2 18
f. MISORTEL 4
g. PREM IUMED I 22
h. PREM IUMED II 39
i. PRMDP 4
j. SBAMDP 2

2 Issued official receipts for refund of various cash 0 97 100% 100% 1 day after Before 10 10 8
advances. accurate accurate receipt E O Day
Fund 161 -
a. CBRMP 42
b. LOGOFIND 55

3 Issued official receipts for funds(NCA) received 0 4

and transferred to trust fund account maintained 100% 100% 1 day after Before 10 8 10
for FAPs for release to various LGUs. accurate accurate receipt E O Day
Fund 161 -
a. ARCDP II 3
b. ARCP 1

AVERAGE POINT SCORE : 9.333 TOTAL : 30 28 26

EQUIVALENT POINT SCORE : 7 GRAND TOTAL : 84
PART II - CRITICAL FACTORS AFFECTING JOB PERFORMANCE REMARKS :

FACTORS POINT SCORE

Public Relation 10
Punctuality/Attendance 10
Potential 10

TOTAL 30 Ratee: MA. LUISA G. CORREA Date : January 14, 2008

Average Point 10
Equivalent Point Score 2.50 Position : Admin. Officer V

Rater : Date:
PART III - PERFORMANCE RATING
Overall Point Score 9.50 Position:
Equivalent Numerical Rating 10
Additional Point Score Reviewed by :
Total Numerical Rating 10
Adjective Rating 0 Rater's Supervisor
Supervisor :: HELENA B. HABULAN

Position : Executive Director, MDFO

Supervisor's Recommendation:

(Please see definition of Critical Factors on the next page

 PERFORMANCE TARGETS WORKSHEET

January to June 2008

EMPLOYEE : MA. LUISA G. CORREA DIVISION/SECTION : MDFO

POSITION : ADMIN. OFFICER V DEPT./BUREAU: DEPT. OF FINANCE

PERFORMANCE TARGETS
FUNCTIONS AND ACTUAL DUTIES KEY RESULT RESULT MEASURE OF RESULTS
QUANTITY QUALITY TIME
Perform the cashiering functions of the MDFO Issues official receipts for checks Collected loan repayment from 100 100% 1 day after
received from various LGUs in various LGUs with sub-loan accurate receipt
A. Collections - payment of loan component under the different
Fund 162 (2nd Gen. Fund) foreign-assisted projects.
1. Issues official receipts Official Receipts were issued.
2. Deposits to the bank (LBP) collections from
loan repayments to Fund 162 account

Fund 161-trust fund
1. Issues official receipts
2. Deposits to the bank (LBP) collections
from refund of various cash advances
Fund 102
1. Issues official receipts
2. Deposits to the bank (LBP) funds (NCA) received
from DBM to the acct. maintained for the
projects.
B. Disbursement -
Fund 161, 162 & 163
1. Issue checks, reviews documents and sign letter
advices
1.1 Releases of funds to LGUs
implementing the foreign assisted projects
1.2 Cash advances for payment of consultancy
services of LOGOFIND Project
Issues official receipts for refund Collected refund of various cash 30 100% 1 day after
of various cash advances advances. Official receipts were accurate receipt
issued.
Issues official receipts for fund Issued official receipts for funds 5 100% 1 day after
received from F102 account and to transferred to trust fund account accurate receipt
transfer to trust fund acct. maintained for each project
Issues and signs checks and letter Issued and signed checks for approved 1,500 100% 1 day after
advices for fund release to various DV's. Reviewed documents and signed accurate receipt
LGUs under the diff. foreign letter advices for fund
assisted projects administered by releases to various LGUs for
MDFO; payment of consultancy payment of consultancy services,
services, travelling expenses and travelling expenses and payment to
payment to various creditors. various creditors.
 I agree to achieve these targets for the I agree to assist the employee to achieve his/her
rating period January to June 2007. targets for the rating period January to June 2007.

MA. LUISA G. CORREA HELENA B. HABULAN

Signature of Employee Signature of Supervisor

January 14, 2008 January 14, 2008

Date Date

PUBLIC RELATION :

Public relation shall include the individual's ability to develop harmonious relation with supervisors, colleagues and subordinates
on one hand and immediate public which she/he transacts business on the other.

PUNCTUALITY AND ATTENDANCE :

The supervisor has two (2) basic reference for rating punctuality and attendance. He first reviews the employee's time card then
he compares it with his observations made as to the employee in the Office. Discrepancies should be duly noted to arrive at a
justifiable rating.

POTENTIAL :

A potential is possible talent, ability or skill possessed by an individual which can be further developed. In rating this factor, the
supervisor shall consider leadership, supervising abilities, creativity and innovativeness. These are employees who have potentials
which are not related to their present job. In case like this, the supervisor may help the employee by recommending him, to a a job which
is in line with his potentials.
THANK
YOU!