Strategic Performance Management System

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1 Strategic Performance Management System
SPMS Strategic Performance Management System

2 CSC MC No. 6, s. 2012 and CSC Resolution No. 1200481 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. To continuously foster excellence, efficiency and accountability, the establishment of performance evaluation system forms part of the authorities and functions of the Civil Service Commission. The establishment of Performance Evaluation System is provided under the Administrative Code, specifically Book V on the Civil Service Commission wherein it was stated that a Performance Evaluation System shall be “ SLIDE” CSC MC No. 6, s. 2012 and CSC Resolution No

3 Administrative Order No. 25 dated December 21, 2011
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.” To continuously foster excellence, efficiency and accountability, the establishment of performance evaluation system forms part of the authorities and functions of the Civil Service Commission. The establishment of Performance Evaluation System is provided under the Administrative Code, specifically Book V on the Civil Service Commission wherein it was stated that a Performance Evaluation System shall be “ SLIDE”

4 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” The need for the bureaucracy to shift to a performance management system becomes more pressing with the passage of laws and issuance that prescribes a performance based incentive scheme. For one, item 1(d) of the Joint Resolution 4 ‘ A performance based incentive scheme (next slide)

5 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

6 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:

7 Civil Service Commission – Strategic Performance Management System
Issuances on PBB Achieved at least 90% of MFO targets Achieved at least 90% of priority programs/ projects 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

8 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

9 Joint Resolution No. 4 of the Congress of the Philippines (Item 4-d)
CSC DBM Joint Circular No. 1 s (Item 9.0) PIB “PIB shall be discontinued beginning 2015”

10 Strategic Performance Management System
SPMS Strategic Performance Management System ..\..\..\INSPIRATIONAL\Still By Hillsong (a very inspiring video)_(360p).flv

11

12 strategic alignment THE SPMS CONCEPT
Gives emphasis to the strategic alignment day to day operations of the units agency’s strategic direction

13 LINKING INDIV. PERF VMG ORG’s THE SPMS CONCEPT
Focused on linking individual performance vis-à-vis the agency’s organization Vision, Mission & Strategic Goals INDIV. PERF ORG’s VMG 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

14 Philippine Development
Goal Aligned To Agency Mandate Performance Goals Agency Vision, Mission Strategic Priorities Philippine Development Plan What are the elements? Number one: Performance goals and measurements are aligned to the national development plans, agency mandate/vision/mission and strategic priorities and/or organizational performance indicator framework, Standards are pre-determined to ensure efficient use and management of inputs and work processes. These standards are integrated into the success indicators as organizational objectives are cascaded down to operational level. (Example)

15 PDP 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

16 Performance Management Team
1st STEP Form your PMT Performance Management Team

17

18 performance planning and commitment
THE SPMS CONCEPT Follows the 4-stage PMS Cycle performance planning and commitment performance rewarding & development planning performance monitoring & coaching performance review and evaluation

19 Before the Sem.` performance planning and commitment
1. Memo by LCE to submit TARGETS 2. Depts Heads to meet staff to discuss TARGETS 3. Staff to make IPCRs, Dept Head to make OPCRs 4. Dept Heads to review then sign IPCRs 5. Submit OPCRs to MPDC. Submit IPCRs to HRMO Before the Sem.` 6. MPDC to review OPCRs, can input 7. PMT calls Planning Conference. Approve MPDC’s changes. Can input on OPCRs/IPCRs. Call Dept Heads & agree on final targets. 8. Mayor signs. performance planning and commitment performance rewarding & development planning performance monitoring & coaching performance review and evaluation

20 What iF an employee wants to appeal his/her rating?
1. Memo by LCE to submit RATING 2. Staff to make IPCRs, Dept Head to make OPCRs 3. Depts Heads to meet staff one-on-one to discuss RATING 4. Dept Heads to review then sign IPCRs 5. Submit OPCRs to MPDC. Submit IPCRs to HRMO 6. MPDC to review OPCRs, can input 7. PMT calls REVIEW Conference. Approve MPDC’s changes. Can input on OPCRs/IPCRs. Call Dept Heads, they will appeal their OPCR Ratings here. 8. Mayor signs. performance planning and commitment What iF an employee wants to appeal his/her rating? performance rewarding & development planning performance monitoring & coaching performance review and evaluation

21 Starting with what it is not
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

22 Starting with what it is not
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

23 Starting with what it is not
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

24 What is coaching? Sometimes about helping them understand what is holding them back so they can find a way forward. Helping someone achieve goals Its success depends on the coaches believing in the coachee to find the best solutions for themselves. Helping find solutions

25 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

26 Key skills of coaching Asks good questions Good listening skills

27 Coaching Summary Report
NAME: ___________________ POSITION: ________________ OFFICE: __________________ Session No. Date /Time Content Note PREPARED BY: CERTIFIED CORRECT NAME & SIGNATURE NAME & SIGNATURE COACHEE HEAD/SUPERIOR

28 You need to have EVIDENCE that your SPMS is FUNCTIONAL

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

30 SPMS Implementation Evidence
Indicators Evidence PMT PMT meets to set performance standards & review targets & accomplishments PMT has its own internal rules & procedures PMT internal guidelines Minutes of meetings

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

32 SPMS Implementation Evidence
Indicators Evidence 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 rewards & recognition OPCR/IPCR targets submitted Coaching & Monitoring reports submitted PDPs on file OPCRs/IPCRs with ratings & comments HRD Plan PRAISE implementation

33 How to Use the OPCR / IPCR Forms
SPMS How to Use the OPCR / IPCR Forms

34 CULTURE OF PERFORMANCE
FEATURES 1. EVIDENCE-BASED Strengthens the CULTURE OF PERFORMANCE Thus, it’s OBJECTIVE

35 Evidence-Based “…tasks shall always be supported by reports, documents or any outputs as proofs of actual performance.” CSC MC 6 s.2012

36 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT City Mayor

37

38 2. Strengthens ACCOUNTABILITY
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 you have to do your work) OPCR: Column on Individuals Accountable

39 3. Efforts TO continually DEVELOP employee  BUILT-IN
FEATURES 3. Efforts TO continually DEVELOP employee  BUILT-IN

40 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT City Mayor

41 Filling Out the Forms

42 Una

43 Position Department Agency Name
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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT City Mayor Position Department Agency Name

44 Ikaduha

45 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT City Mayor

46 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).

47 2 parts Core Functions Support Functions

48 Major Tasks 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

49 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

50 Ikatulo

51 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT City Mayor

52 Identify the Success Indicators of each MFO Performance Standards

53 How to make SUCCESS INDICATORS
TARGETS MEASURES Q E T Quality Efficiency Timeliness Civil Service Commission – Strategic Performance Management System

54 Q E T PERFORMANCE MEASURES tangible measurable verifiable
3 Dimensions of Performance measurable Q E T verifiable Quality Efficiency Timeliness Accuracy/ No Error Compliance with rules Approval of Superior/Acceptability Complete attachments Meet standards/ Comprehensiveness/ Completeness Client Satisfaction QUANTITY: Number Percentage Action Time Deadline / Schedule – specify day/date Working Day or Calendar Day? Citizen’s Charter

55 Success Indicators must be SMART

56 CORE FUNCTIONS: At least 2 measures (E&T), better if 3 measures (QET)
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

57 How to make SUCCESS INDICATORS
TARGETS MEASURES Submit monthly accomplishments report Assist walk-in clients Assess real estate Monitor TB patients Make vouchers 6 monthly reports accurately prepared & submitted on the 5th WD of the ff.month 100% of client requests acted 15 mins. from their arrival; with satisfactory rating in semestral customer satisfaction survey 100% of requested Tax Declarations issued 30 mins. from request 2 Quarterly TB Monitoring Reports submitted on the 15th CD after end of quarter 100% of needed vouchers accurately made 15 mins. from receipt of complete requirements

58 Sample Sources Success Indicators
Citizen’s Charter Accomplishment Reports (historical data) RA 6713 / ARTA of 2007 Benchmarking Reports Stakeholders’ Feedback Other documents

59 Ika-upat Signatures

60 During submission of TARGETS
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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT Mayor During submission of TARGETS After rating…

61 Ikalima

62

63 Ika-unom

64 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT Mayor

65 ACTUAL ACCOMPLISHMENT ACTUAL ACCOMPLISHMENT
2 ways Copy the SUCCESS INDICATOR, then change the data to reflect your ACTUAL accomplishment Write each measure found in the SI in phrases and separated by a comma 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 SUCCESS INDICATOR ACTUAL ACCOMPLISHMENT Accurately prepare reply to 100% of received letters 15 mins. from instruction Accurate, 90%, 30 mins.

66 Ikapito

67 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT Mayor

68 HOW TO RATE ?

69 Depende sa akong SUCCESS INDICATOR
When you rate each of your accomplishment, should you put a rating in all dimensions? Q E T Depende sa akong SUCCESS INDICATOR

70 ACTUAL ACCOMPLISHMENT
Practice ta! SUCCESS INDICATOR ACTUAL ACCOMPLISHMENT Q E T Accurately prepare reply to 100% of received letters 15 mins. from instruction Yes Prepare reply to 100% of received letters 15 mins. from instruction X Accurately prepare reply to letters 15 mins. from instruction Accurately prepare reply to 100% of received letters

71 Let’s Rate! Q E T SUCCESS INDICATOR Quality, Efficiency, Time
Efficiency only Quality & Time

72 Double Standard RATING SCALE
5 = 130% or above 4 = 115% - 129% 3 = 100% - 114% 2 = 51% - 99% 1 = 50% or lower

73 Develop your RATING SCALE
You Can Develop your RATING SCALE

74 GENERAL PRINCIPLE Rating Description 5 4 3 2 1
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 Satisfactory Exceeded expectations 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

75 Let’s have examples!

76 “100% Attendance in flag raising ceremony & flag retreat”
Q E T 100% = 5 95% = 4 90% = 3 85% = 2 80% & less = 1

77 “100% of requested letters accurately prepared 15 mins
“100% of requested letters accurately prepared 15 mins. from instruction” Q E T No error = 5 1 minor error = 4 2 or more minor errors = 3 1 major revision = 2 2 or more major revisions= 1 100% = 5 95% = 4 90% = 3 85% = 2 80% & less= 1 w/n 5 mins. = 5 w/n 10 mins. = 4 w/n 15 mins. = 3 16 mins.-1 hr. = 2 More than 1 hr.= 1

78 Timeliness T 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 hour from request Submit draft within 15 mins. from request

79 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 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

80 ACTUAL ACCOMPLISHMENT
Practice ta! SUCCESS INDICATOR ACTUAL ACCOMPLISHMENT Q E T Ave Accurately prepare reply to 100% of received letters 15 mins. from instruction 5 3 4.3 Prepare reply to 100% of received letters 15 mins. from instruction - 4 Accurately prepare reply to letters 15 mins. from instruction Accurately prepare reply to 100% of received letters

81 MAG-COMPUTE TA’G GRADO!
Ikawalo MAG-COMPUTE TA’G GRADO!

82 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT Mayor

83 FINAL NUMERICAL RATING
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% ( / 5 entries) x 0.10 = 0.267 = FINAL NUMERICAL RATING

84 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT Mayor

85 4.01 – 5.00 Outstanding 3.01 – 4.00 Very Satisfactory 2.01 – 3.00
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

86 We need to continually develop our people !
Ikasiyam We need to continually develop our people !

87 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT Mayor

88

89 A MUST: Filling out of “Comments & recommendation for development purposes”

90 “Comments & recommendation for development purposes”
Comments, observation or recommendations On performance, competency assessment or critical incidents Used for HR development purposes or interventions

91 Unsay purpose sa “REMARKS” column ?
Ikanapulo Unsay purpose sa “REMARKS” column ?

92 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT Mayor

93 Signatures

94 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: Date Approved by: Immediate Superior/ Dept. Head Mayor/Governor MFO/PAP SUCCESS INDICATORS (TARGETS + MEASURES) Actual Accomplishments / Expenses Rating* Remarks Q E T Ave. Core Functions MFO 1 MFO 2 Support Functions SUMMARY OF RATING TOTAL Final Numerical Rating Final Adjectival Rating Formula: (total of all average ratings / no. of entries) x 90% Formula: (total of all average ratings / no. of entries) x 10% Comments and Recommendation for Development Purposes: Discussed: Date: Assessed by: Date: Reviewed: Date: Final Rating by: I certify that I discussed my assessment of the performance with the employee: (all PMT members will sign) Ratee Supervisor PMT Mayor

95 Mga Pakapin

96 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

97 Uses of Performance Ratings
Performance-Based Security of Tenure Grant of Rewards and Incentives Basis for Personnel Actions Civil Service Commission – Strategic Performance Management System

98 Appointments in 2015 shall be disapproved
“All agencies shall have a CSC-approved SPMS by January 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

99 Civil Service Commission – Strategic Performance Management System
Sanctions Non-Submission of : The Office Performance Commitment and Rating Form to the PMT Individual Employee’s Performance Commitment and Rating Form to the HRM Office within the specified dates will be ground for: Employee’s disqualification for performance-based personnel actions 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

100 Civil Service Commission – Strategic Performance Management System
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 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

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105 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.

106 What you spend years creating, others could destroy overnight
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)

107 “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


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