SPMS Strategic Performance Management System Legal Bases Establishment

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SPMS Strategic Performance Management System

SPMS Strategic Performance Management System

Legal Bases Establishment of Performance Evaluation System Sec. 33, Chap. 5, Book V of

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

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-todate government-wide, sectoral and organizational performance information system. ”

Joint Resolution No. 4 of the Congress of the Philippines • Item 1 (d)

Joint Resolution No. 4 of the Congress of the Philippines • Item 1 (d) (Governing Principles of the Modified Compensation and Position Classification System and Base Pay Schedule of the Government) – “a performance-based incentive scheme which integrates personnel and organizational performance shall be established to reward exemplary civil servants and well performing institutions”

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

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

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

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: Phil. GEPS 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

CSC DBM Joint Circular No. 1 s. 2012 • 2 “Outstanding” ratings w/n the year 2 step increments due to meritorious performance • 1 “O” rating & 1 “VS” rating w/n the year 1 step increment due to meritorious performance • 2 “VS” ratings w/n the year 1 step increment due to M. P. Civil Service Commission – Strategic Performance Management System

Joint Resolution No. 4 of the Congress of the Philippines (Item 4 -d) CSC

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. . INS PIRATIO NALStill By Hillsong (a very inspiring video)_(3 Strategic Performance Management

SPMS. . INS PIRATIO NALStill By Hillsong (a very inspiring video)_(3 Strategic Performance Management System

THE SPMS CONCEPT Gives emphasis to the strategic alignment agency’s strategic direction day to

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

THE SPMS CONCEPT LINKING Focused on linking individual performance vis-à-vis the agency’s organization Vision,

THE SPMS CONCEPT LINKING 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: àemployee achieves the objectives set by the organization àand 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

Goal Aligned To Agency Mandate Philippine Development Plan Agency Vision, Mission Strategic Priorities Performance Goals

PDP Chapter 1: In Pursuit of Inclusive Growth Chapter 2: Macroeconomic Policy Chapter 3:

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

st 1 STEP Form your PMT Performance Management Team

st 1 STEP Form your PMT Performance Management Team

THE SPMS CONCEPT Follows the 4 -stage PMS Cycle performance rewarding & development planning

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

1. Memo by LCE to submit TARGETS 2. Depts Heads to meet staff to

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 Before the Sem. ` 7. PMT calls Planning 6. MPDC to review OPCRs, can input performance rewarding & development planning performance review and evaluation 5. Submit OPCRs to MPDC. Submit IPCRs to HRMO 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 monitoring & coaching

1. Memo by LCE to submit RATING 2. Staff to make IPCRs, Dept Head

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 6. MPDC to review OPCRs, can input performance rewarding & development planning performance review and evaluation 4. Dept Heads to review then sign IPCRs 5. Submit OPCRs to MPDC. Submit IPCRs to HRMO 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 performance monitoring & coaching

Starting with what it is not Coaching might be used to help someone improve

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

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

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 � Helping someone achieve goals � Its success depends on the coaches

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

QUALITIES OF A GOOD COACH � Honest, genuine & authentic � Has a positive

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

KEY SKILLS OF COACHING ASKS GOOD QUESTIONS GOOD LISTENING SKILLS

Coaching Summary Report NAME: __________ POSITION: ________ OFFICE: _________ Session No. Date /Time Content

Coaching Summary Report NAME: __________ POSITION: ________ OFFICE: _________ Session No. Date /Time Content Note PREPARED BY: NAME & SIGNATURE COACHEE CERTIFIED CORRECT NAME & SIGNATURE HEAD/SUPERIOR

You need to have EVIDENCE that your SPMS is FUNCTIONAL

You need to have EVIDENCE that your SPMS is FUNCTIONAL

SPMS Implementation Evidence Indicators Communication Plan • There was an orientation. • There are

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 awareness

SPMS Implementation Evidence Indicators PMT • PMT meets to set performance standards & review

SPMS Implementation Evidence Indicators PMT • PMT meets to set performance standards & review targets & accomplishments • 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

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

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 rewards & recognition 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 Forms

SPMS How to Use the OPCR / IPCR Forms

FEATURES Strengthens the CULTURE OF PERFORMANCE Thus, it’s OBJECTIVE

FEATURES Strengthens the CULTURE OF PERFORMANCE Thus, it’s OBJECTIVE

Evidence-Based “…tasks shall always be supported by reports, documents or any outputs as proofs

Evidence-Based “…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

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: City Mayor Date

FEATURES 2. Strengthens ACCOUNTABILITY Performance Contract IPCR & OPCR: At the top, you declare

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

FEATURES

FEATURES

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: City Mayor Date

Filling Out the Forms

Filling Out the Forms

Una

Una

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: City Mayor Date

Ikaduha

Ikaduha

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: City Mayor Date

Major Final Outputs (MFOs) MFO refers to the goods & services that your agency/unit

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

2 parts Core Functions Support Functions

MFOs: CORE FUNCTIONS Sources: • Phil. Devt. Plan • Local Govt. Code • Local

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

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

Ikatulo

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: City Mayor Date

Identify the Success Indicators of each MFO Performance Standards

Identify the Success Indicators of each MFO Performance Standards

How to make SUCCESS INDICATORS TARGET S MEASUR ES Q E Quality Efficiency T

How to make SUCCESS INDICATORS TARGET S MEASUR ES Q E Quality Efficiency T Timeliness Civil Service Commission – Strategic Performance Management System

PERFORMANCE MEASURES tangible measurable Q verifiable Quality E T Efficiency Timeliness • Accuracy/ No

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

Success Indicators must be SMART

Success Indicators must be SMART

Pila ka measures akong ibutang? Ang 3 (QET) gyud? CORE FUNCTIONS: At least 2

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 TARGET S MEASUR ES • Submit monthly • 6

How to make SUCCESS INDICATORS TARGET S MEASUR ES • Submit monthly • 6 monthly reports accurately accomplishments report prepared & submitted on the 5 th 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 15 th CD after end of quarter • 100% of needed vouchers accurately • Make vouchers made 15 mins. from receipt of complete requirements

Sample Sources Success Indicators • • • Citizen’s Charter Accomplishment Reports (historical data) RA

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

Ika-upat Signatures

Ika-upat Signatures

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) t I, ____(name)_____, ____(position) ____ at the ___(department)___

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) t 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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses During submission of TARGETS MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING After rating… TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: Mayor Date

Ikalima

Ikalima

Ika-unom

Ika-unom

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: Mayor Date

2 ways • Copy the SUCCESS INDICATOR, then change the data to reflect your

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

Ikapito

Ikapito

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: Mayor Date

HOW TO RATE ?

HOW TO RATE ?

When you rate each of your accomplishment, should you put a rating in all

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

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

Let’s Rate! SUCCESS INDICATOR Quality, Efficiency, Time Efficiency & Time Efficiency only Quality &

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

Double Standard RATING SCALE • • • 5 = 130% or above 4 =

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

You Can Develop your RATING SCALE

GENERAL PRINCIPLE Rating Description Numerical Adjectival 5 Outstanding • Extraordinary level of achievement •

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 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

Let’s have examples!

Let’s have examples!

“ 100% Attendance in flag raising ceremony & flag retreat” Q • 100% •

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

“ 100% of requested letters accurately prepared 15 mins. from instruction” E Q •

“ 100% of requested letters accurately prepared 15 mins. from instruction” E Q • • • 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 T • • • 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

T Timeliness • Superiors can have a different action time from that of their

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 Submit draft within 1 hour from request Staff Submit draft within 15 mins. from request

Another example: “Replies to queries sent out within 15 WDs from receipt” • TIMELINESS

Another example: “Replies to queries sent out within 15 WDs from receipt” • TIMELINESS Replies sent within an average of 10 WDs = Replies sent within an average of 11 -14 WDs = Replies sent within an average of 15 WDs = Replies sent delayed by an average of 1 to 7. 5 WDs = Replies sent delayed by an average of 8 or more WDs = 5 4 3 2 1

Practice ta! QET SUCCESS INDICATOR ACTUAL ACCOMPLISHMENT Accurately prepare reply to 100% of received

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

Ikawalo MAGCOMPUTE TA’G GRADO!

Ikawalo MAGCOMPUTE TA’G GRADO!

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: Mayor Date

FORMULA • Core Functions L L A CA N I G FI ER IN

FORMULA • Core Functions L L A CA N I G FI ER IN M T U A N R (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

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: Mayor Date

In determining the final equivalent adjectival rating of the employee, the final numerical rating

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 continually develop our people !

Ikasiyam We need to continually develop our people !

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING Core Functions Support Functions TOTAL 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: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: Mayor Date

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

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

“Comments & recommendation for development purposes” q Comments, observation or recommendations q On performance,

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

Ikanapulo Unsay purpose sa “REMARKS” column ?

Ikanapulo Unsay purpose sa “REMARKS” column ?

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING Core Functions Support Functions TOTAL 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: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: Mayor Date

Signatures

Signatures

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, ____(name)_____, ____(position) ____ at the ___(department)___ of

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: Immediate Superior/ Dept. Head Date Approved by: Date Mayor/Governor Rating* SUCCESS INDICATORS Actual Accomplishments / (TARGETS + MEASURES) Expenses MFO/PAP Remarks Q E T Ave. Final Numerical Rating Final Adjectival Rating Core Functions MFO 1 MFO 2 Support Functions MFO 1 MFO 2 SUMMARY OF RATING TOTAL Formula: (total of all average 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: Core Functions Discussed: Date: Ratee Reviewed: Date: I certify that I discussed my assessment of the (all PMT members will sign) performance with the employee: Supervisor PMT Assessed by: Date: Final Rating by: Mayor Date

Mga Pakapin

Mga Pakapin

RATING PERIOD • Shall be done Semi-Annually / by SEMESTER • Minimum appraisal period

RATING PERIOD • Shall be done Semi-Annually / by SEMESTER • Minimum appraisal period : 3 months • Maximum appraisal period: 1 calendar year Civil Service Commission – Strategic Performance Management System

Uses of Performance Ratings Performance-Based Security of Tenure Grant of Rewards and Incentives Basis

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

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

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 issued by concerned agency heads. ” -CSC MC 6 s. 2012

Sanctions Non-Submission of : 1) The Office Performance Commitment and Rating Form to the

Sanctions 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

Appeals a. An Office/Unit or individual employee can file an appeal with the PMT

Appeals 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 receip c. Officials or employees who are separated from the service on the bas of Unsatisfactory or Poor performance rating can appeal their separa to the CSC or its Regional Office within fifteen (15) days from receipt the order or notice of separation. Civil Service Commission – Strategic Performance Management System

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

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

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.

“Be faithful in small things because it is in them that your strength lies. ” -Mother Teresa THANK YOU gacStrat Thinkingvideos for strat thinkingMaybe, the most inspirational video ever. avi