Government Service

Performance Management System

Civil Service Commission

“The Civil Service Commission, as the central personnel agency of the Government, shall establish a career service and adopt measures to promote morale, efficiency, integrity, responsiveness, progressiveness, and courtesy in the civil service. It shall strengthen the merit and rewards system, integrate all human resources development programs for all levels and ranks, and institutionalize a management climate conducive to public accountability. It shall submit to the President and the Congress an annual report on its personnel programs.”

Article 8, Section 3, 1987 Constitution

Powers and functions 1. Administer and enforce the constitutional and

statutory provisions on the merit system for all levels and ranks in the Civil Service;

2. Prescribe, amend and enforce rules and regulations for carrying into effect the provisions of the Civil Service Law and other pertinent laws;

3. Promulgate policies, standards and guidelines for the Civil Service and adopt plans and programs to promote economical, efficient and effective personnel administration in the government;

Section 12, Book V, E.O. 292

Performance Evaluation System There shall be established a performance evaluation

system, which shall be administered in accordance with rules and regulations and standards, promulgated by the Commission for all officers and employees in the career service. Such performance evaluation system shall be administered in such manner as to continually foster the improvement of individual employee efficiency and organizational effectiveness.

Each department or agency may, after consultation with the Commission, establish and use one or more performance evaluation plans appropriate to the various groups of positions in the department or agency concerned. No performance evaluation shall be given, or used as a basis for personnel action, except under an approved performance evaluation plan: Provided, That each employee shall be informed periodically by his supervisor of his performance evaluation.

Section 33, Book V, E.O. 292

Performance Evaluation System

Designed and administered to:

Continuously foster improvement of employee performance and efficiency;

Enhance organizational effectiveness and productivity;

Provide an objective performance rating which shall serve as basis for incentives and rewards, promotion, training and development, personnel actions and administrative sanctions.

Section 2, Omnibus Civil Service Rules and Regulations

Performance Evaluation System Minimum requirements in the development of

PES:

It should provide for the identification of the outputs as well as the job-related behaviors of the position/functions and the corresponding performance standards which should be mutually agreed upon between the supervisor and the subordinates.

It should provide mechanisms by which an employee shall be currently advised of his progress in accomplishing his assignments.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System Minimum requirements in the development of

PES:

Supervisors should be given opportunity by the System to make comments and recommendations regarding employee’s strengths and weaknesses which may be instrumental in furthering his career or identifying constraints that may impede his development.

The System shall provide sanctions against raters who use it to give undue advantage or disadvantage to people they rate.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System Minimum requirements in the development of

PES:

Performance evaluation shall be done every six (6) months ending on June 30 and December 31 of every year.

However, if the organizational needs require a shorter or longer period, the minimum appraisal period shall be at least ninety (90) days or three (3) months. No appraisal period shall be longer than one (1) year.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System Adjectival ratings:

Outstanding –

Exceeds target by at least 50%

Extraordinary level of achievement and commitment in terms of quality and time, technical skill and knowledge, ingenuity, creativity and initiative.

Demonstrated exceptional job mastery in all major areas of responsibility.

His achievement and contributions to the organization are of marked excellence which even his peers recognize through a forced comparison/distribution method established by the agency concerned.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System Adjectival ratings:

Very Satisfactory –

Exceeds expected output/performance by at least 25%

His achievement and contributions to the organization are of marked excellence which even his peers recognize through a forced comparison/distribution method established by the agency concerned.

Only employees with Outstanding and Very Satisfactory performance ratings shall be considered for promotion.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System Adjectival ratings:

Satisfactory –

Meets 100% of the standards or ordinary requirements of the duties of the position.

Unsatisfactory –

When the performance is 51%-91% of the minimum requirements but could stand improvement.

It is expected that in the next rating period, the employee, under close supervision, will either improve his performance for which he shall be given at least a satisfactory rating, or if not, he shall get another Unsatisfactory rating.

Two (2) successive Unsatisfactory ratings shall be a ground for separation from the service.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System Adjectival ratings:

Poor –

Fails to meet performance requirements or meets 50% or below of the minimum requirements and there is no evidence to show that he can improve his performance.

A Poor rating shall be a ground for separation from the service.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System Grievance:

An employee who expresses dissatisfaction with the rating given him may appeal through the duly established Grievance Procedure of the Department or Agency within 15 days after receipt of his copy of his performance rating. Failure to file an appeal within the prescribed period shall be deemed a waiver of such right.

Section 5, Omnibus Civil Service Rules and Regulations

PERFORMANCE MANAGEMENT SYSTEM-OFFICE PERFORMANCE EVALUATION SYSTEM

A new strategy that will establish a culture of performance and accountability in the bureaucracy.

A new way of managing performance in the civil service that serves as an evaluation strategy for assessing office performance or the collective performance of individuals within the smallest operating unit of an organization.

PMS-OPES Objectives To align individual performance goals with the

organization’s strategic goals/vision;

To ensure organizational effectiveness by cascading institutional accountabilities to the various levels of the organization’s hierarchy;

To have performance management linked to other HR systems; and

To link agency overall performance to the Organizational Performance Indicator Framework, to the Agency Strategic Plan, and to the Medium-Term Philippine Development Plan

PMS-OPES Features Focuses on outputs

outputs - achievement of results or quantified objectives**

outcomes - the impact made on performance

Uses a standard unit of measure (point system)

each output is assigned a number of points based on the length of time it takes one person to produce an output.

operational definition – the criteria or standards the output must meet to earn points.

PMS CYCLE FRAMEWORK

Atty. Vivian T. Dabu HUMRES

Ateneo-Regis, AGSB Clark ian8dabu@yahoo.com