TESDA PEG-PMS

TESDA PEG-PMS

Making People Accountable for Results

A CAO-PMIS Presentation to the MoNet Conference, 20 February 2009

Recruitment

Coaching &Mentoring

Human Asset Profiles

Career Development Plans

CoreValues

Core Competencies

PerformanceImprovement

SelectionHuman Capital Strategy

Performance Management

Imputed Revenue

per Employed

TVET Graduate

Cost per employe

e

Value-added

per employe

e

To keep TESDA people accountable for results in 2009, SURGE TESDA will-

S IMPLE

Set expectations

Measure & Monitor performanceInvite commitments

Provide feedbackLink to consequencesEvaluate,

. . . through an integrated TESDA Performance Management System anchored on the CSC PMS-OPES Model.

CO-EO/RO : PMS Form 1AEO/RO – DIV/VSA/PO: PMS Form 1BSuperior– Subordinate employee : IPAF in support of CESPES /PES PAR

DG

CAO PMIS

DDG-FODDG-STDDG-CLGUS

PEG PMS STRUCTURE

ST EO

OCSA HRMD

OTTI RO

POsTTIsTTIs

TTIsTTIs

POsPO

PO

RORO

ST EOST EO

Organization Level

Process Level

Job Level

Customer

Goal/Objectives

Function C

Goal/ Objectives

Function B

Function A

Customer

(Process Map)

Organization

Sub Process Goals S2S1

(Relationship Map)

Process Analysis Worksheet Criteria Setting Worksheet

Goal/Objectives

Deploy OM/OD/HRD

Role / Responsibility Matrix Job Analysis Worksheet

Org

aniz

ation

al

Dia

gnos

is

Integrated Performance Management from Organization Level to Job Level through the OPES

CACO

TSDO

ExCom

ManCom

IWGs

TESDA Board

RORCO

OTTI

POQSO

OCSA CAO

Corporate Information/ MIS

Corporate Plan

QMS Plan

ODA

RTESDC

COROPOTI Relationship Area Management

TVET Policies (TESDA Board, NCCE)

LMIs (National)

M & E (Sectoral)

Sectoral Information

NTESDP (Strategies, Priorities, Investments, Timetable)

PTTQF

NTTA

Internal Efficiency of TTIs(cost, employability, quality of classroom management and training delivery)

CAC System

Assessment Tools

Assessment Centers

Development of Assessors

TVET Systems and Processes (Unify & Harmonize)

Manual of Regulations

Personnel Data

Financial Requirements

Property Inventory

HRD Plan (TESDA Devt Inst)

General Services

TRs

Standard Curriculum

Learning Materials/Elements

Assessment Tools

PTESDC PO

TTI

Skills Priorities, RSP, RTESDP

Registered Programs

Registry of Certified Workers

Registry of Trainers

Compliance Audit (with a 3rd party – outsource)

Assessment and Certification (Organize Sector/industry Bodies)

Micro TESDA Management (Accountabilities, delegation of authority, personnel management in TTIs, designation of OIC)

Trained TVET graduates, certified workers

TVIs

Industry

LGUs

Others

Convergence (money form,

Coordination/ Partnership Mechanism

Integration/ Coordination/ Program Monitoring

Training Delivery (showcase of quality TVET)Classroom management

Qualifications Passport

Production Line Marketing and Distribution

Retail Line

(Strategic)

(Operational)

(Individual)

CO

EO-RODiv/

PO/TI

INDIVIDUAL EMPLOYEE

CSC – Performance Management System

Performance Evaluation System (PES) for Individual Staff

Career Executive Service – Performance Evaluation System (CESPES)

Introduction of OFFICE Performance Evaluation System

Office Performance Evaluation System for Units and Division Chiefs

OPES

Planning Structure for

TESDA’sCore Business

NTESDP

Corporate PlanTESDA’s immediate priorities

National StrategicThemes

COROPOTI Work Plans

Budget

Project Plans

Performance Agreement

Performance Monitoring and

Reporting

Annual National Report

Annual Performance

Report

Staff Development

National Strategy(Biannual Reporting)

Work Management Plans (Biannual Report to DG)

Project Plans (Monthly Report to DG)

Performance Management at TESDA Organizational Level

Visionary LeadershipVisionary

LeadershipCriticalSuccess Factors

CriticalSuccess Factors

StrategiesStrategies ObjectivesObjectives PlansPlans ActionAction

FeedbackFeedbackReviewReviewValuesValues ExternalAppraisalExternal

Appraisal

MissionMission InternalAppraisalInternal

Appraisal TESDA Organizational

Performance Indicators (ANNEX “A” )

TESDA Organizational

Performance Indicators (ANNEX “A” )

Performance Management at Individual TESDA Employee Level

Individual ObjectivesIndividual Objectives

Action Plans

Action Plans FeedbackFeedback ResultResult

Core ValuesCore Values

Corporate and Unit ObjectivesCorporate and Unit Objectives

OPES Output Reference Table and

Points

OPES Output Reference Table and

Points TESDA Organizational Performance

Indicators (ANNEX “A”)

TESDA Organizational Performance

Indicators (ANNEX “A”)

PERFORMANCE CONTRACT PMS Form No. 1A-ED/RD

I, ___________, ED/RD, head of (EO/RO), agree to be rated based on the attainment of targets and commitments specified in the WFP for the period Jan. 1 – Dec. 31, 2009.

I, ___________, Cluster DDG, as immediate superior, will provide the necessary support, guidance and mentoring in the performance of ratee’s functions.

IN WITNESS WHEREOF, parties herein sign this Performance Contract, this 6th of January, 2009.

_____________________ ED/RD

____________________ DG/Cluster DDG

2009 TESDA WORK AND FINANCIAL PLAN

MFO OPI APM RELATIVE WEIGHT

TARGET METRIC

TOTAL POINTS

ALLOTTED BUDGET (MOOE)

PERSON RESP

DEADLINE

No. of Personnel____

MENU OF 2009 WFP MEASURESCORP TARGET # DESCRIPTION WT POINTS OPES OUTUT

360,000 1 Wage-employed graduates 0.10 3,6000 TVI Emp Report

60% 2 Wage-employment rate 10 6 MoNeT DB

75% 3 Certification rate 10 7.5 MoNETDB

20% 4 Enrolment WF ratio 10 2 MoNET DB

1,900,000 5 TVET training seats 0.1 190,000 Manpower profile

800,000 6 UTPRAS program graduates

0.2 160,000 MoNET DB

615,000 7 Assessed persons 0.5 307,500 RWAC

461,000 8 Certified workers 1 461,000 RWAC

360,000 9 Scholarship slots 1 360,000 PGS /PESFA AF

CORPORATE TARGET

# PERFORMANCE MEASURE

WT. POINTS OPES OUTUT

228 10 N/R/P TESD/ ID Plan 40 9,120 Plan document

103 11 R/P Skills Priorities Plan 40 4.080 QM

12 C/M/B Community TNA 40 Skills map

13 OPES WFP 40 WFP document

14 Project/ Operations Plan 40 Plan document

15 2 –week Accomp Report 40 Report document

16 Monthly Accomp Report 40 Report document

17 Semestral Accomp Report 40 Report document

18 Annual Accomp Report 40 Report document

CORPORATE TARGET



19 MoNET database 1 MoNET templates

20 KaSH graduates 1 Terminal Report

21 DTS graduates 1 Terminal Report

22 TTI graduates 1 Terminal Report

23 # of WTR programs 0.2 UTPRAS Report

24 # of NTR programs 0.1 UTPRAS Report

25 PESFA-subsidized graduates

0.1 Terminal Report

26 NC-IV programs registered 0.4 UTPRAS report

27 NC-III programs registered 0.3 UTPRAS report

CORPORATE TARGET



28 NC-II programs registered 0.2 UTPRAS report

29 NC-I programs registered 0.1 UTPRAS report

30 TR developed/deployed 40/10 UTPRAS report

31 CATs developed/deployed 40/10 UTPRAS report

32 %# of NTR programs evaluated

10 Evaluation report

33 %# of WTR programs audited

10 Audit closure report

34 Program/ policy advisory issued

40 WRMIS captured document

2 35 # of processes with ISO certification

100 3rd party certification

36 # of TTIs with APACC accreditation

100 APACC certificate

CORPORATE TARGET



37 # of Career Guidance and Job Placement Centers

100 Signed TOR document

38 # of area-industry studies documented

40 ‘White Paper’ document

39 LTMIR 40 LTMIR copy

40 # of employers/ orgns assisted

10 Profile of assisted organization

41 # of vulnerable HH assisted/ studied

10 Profile of assisted HH

42 # LGUs partnered for the year

10 LGU socio-economic profile

43 # of IBs partnered for the year

10 IB orgl profile

44 %# of CDOs with QMs 10 Signed QMs

CORPORATE TARGET



45 Amount of funds generated from partners/IGPs (P’000)

1 Financial Statement

46 Amount of funds generated under I-CARE (P’000)

1 MOA with SARO coverage

47 % of effective man-days utilized

100 Monthly report

48 # of staff with signed Job Descriptions

100 Verified copies

49 # of staff with signed PMS IPAF

100 Verified copies

50 # of staff availing of SDP interventions

100 Action Plan document

51 # of staff getting > ABOVE AVERAGE PMS ratings

100 Verified PAR

5 52 # of nominees/staff winning national institutional award

100 BOJ certificate

CORPORATE TARGET



54,000 53.1 # PGS SP I (BPO) grads 1 Report

81,951 53.2 # PGS SP IIa grads# PGS SP Iib grads

1 Report

10,000 53.3 # PGS SP SP III grads 1 Report

24,000 53.4 # PGS SP SP IV graduates 1 Report

10,000 53.5 # PGS SP V-LEP 1 Report

20,000 53.6 # PGS SP V-LSI deployed 1 Report

20,000 53.7 # PGMA TWSP SP V-NTTAQP deployed

1 Report

10,000 53.8 # PGMA TWSP SP V-STMTK

1 Report

CORPORATE TARGET



2,000 53.9 # PGMA TWSP SP V-MBSM deployed

1 Monthly report

150,000 53.10 # PGMA TWSP FAST 1 Monthly report

1 54 GMA TWSP actual disbursement/ funding release ratio

10 Monthly report

1 55 PESFA actual disbursement / funding release ratio

10 Semestral report

PERFORMANCE CONTRACT PMS Form No. 1B-DC/VSA/PD

I, ___________, DC/VSA/PD, head of (EDIV/TTI/PO), agree to be rated based on the attainment of targets and commitments specified in the WFP for the period Jan. 1 – Dec. 31, 2009.

I, ___________, ED/RD, as immediate superior, will provide the necessary support, guidance and mentoring in the performance of ratee’s functions.

IN WITNESS WHEREOF, parties herein sign this Performance Contract, this 6th of January, 2009.

_____________________ DC/VSA/PD

____________________ ED/RD

2009 DIVISIONAL WORK AND FINANCIAL PLAN

MFO UPI OUTPUT POINTS TARGETTOTAL OPES

POINTS

ALLOTTED BUDGET (MOOE)

PERSON RESP

DEADLINE

No. of Personnel____

PMS OUTPUT REFERENCE TABLE

FUNCTION OUTPUT PERFORMANCE INDICATOR POINTS OPERATIONAL DEFINITION

Regional Office: _____________________ No. of Personnel: ____

WORK AND FINANCIAL PLAN 2009

KRA OPI OutputOPES Pts

Target

Budget DeadlineStaff Resp.Qty Pts

MFO1

MFO2

MFO3

TOTAL NO WFP POINTS = # of Staff x 972 = _____ ?

# 1: Have all the staffs’ outputs been accounted for?

#2: Have all the office outputs been accounted for?

ACCOMPLISHMENT REPORTPMS Form No. 3

OFFICE/DIVISION: ____________NUMBER OF PERSONNEL: ____

OUTPUT PERFORMANCE INDICATOR

POINTS Quantity Points Allotted Estimated Expenses

Balance REMARKS

Semester2nd1st

ACCOMPLISHMENT BUDGET

TOTAL

Prepared by:__________________

Approved by:___________________

Head of Office

PMS PERFORMANCE CONTINUUMPMS Form No. 4

RATING SCALE

Exceeds Expectations

PERCENTAGE OF ACCOMPLISHMENT

NUMERICAL RATING ADJECTIVAL RATING

161% and more

146% - 160%

8.94 – 10.004

8.11 – 8.93

Exceptional

Commendable

Meets Expectations 90% - 130%

Above Average

75% - 89%

0% - 74%

Below Expectations

FORMULA to get the exact numerical rating:

Numerical Rating + Accomplishment Points/ Target Points

131% - 145% 7.28 – 8.10

5.00 – 7.27 Good Solid Performance

4.17 – 4.99 Below Average

0 – 4.16 Unacceptable

RATING SCALE for Managerial Competency

Exceeds Expectations

NUMERICAL RATING ADJECTIVAL RATING

104

9

Exceptional

Commendable

Meets Expectations

Above Average

UnacceptableBelow Expectations

8

6 Good Solid Performance

4 Below Average

2

TESDA PEG PMS Individual Performance Appraisal

Form (IPAF)

Office: Employee ID Number:

Name: Position Number :

Position Title : Classification:

Division: Section:

Appraisal Period

From : To:

Part 1(To be completed at the beginning of the appraisal period)

1A. Performance Expectations: (To be discussed and completed by the supervisor and employee together.) Please list all major areas of responsibility and objectives or standards set for each one. Each objective/standard should reflect the output/points reflected in the OPES Reference Table ranging from 972-1944 per year.

1B. Employee’s Career and Personal Development Plans: (To be completed by the employee.) Indicate what training, if any, you feel you need to increase your effectiveness in your present position. State any plans you have for self-development and any requests for support from your supervisor or department.

Employee’s signature:____________________ Date: ________

1C. Training and Development Plans: (To be completed by the supervisor.) State what training and development plans are recommended for this employee during this period to support the implementation of performance expectations.

Supervisor’s signature: ___________________ Date: ________

IPAF Part 2(To be completed at the end of the appraisal

period)

2A. Results Achieved: Describe results actually achieved, explaining, if necessary, where results exceeded or fell short of expectations. Evaluate the results achieved based on PMS Form 3 .

Factors which may have affected performance during appraisal period.

2B. Employee Initiative at Self-Development (To be completed by the employee) State what action you took during the appraisal period with respect to your training and development plans. Please state all training you completed during the appraisal period. Include conference particulars where relevant.

Employee’s Signature: ______________________ Date: ___________

2C. Supervisory Support (To be completed by the supervisor) State what support or assistance you (or your department) gave the employee during the appraisal period with respect to training and development.

Supervisor’s Signature:______________________ Date: ________

IPAF Part 3(To be completed at the end of the appraisal period)

Overall Assessment of Performance: (Please check one box) ____ Exceeds All Performance Expectations _____ Meets Most Performance Expectations ____ Exceeds Most Performance Expectations _____ Fails to Meet Most Performance Expectations ____ Meets All Performance Expectations

Comments by the Supervisor: Identify the major ways the employee has contributed to the effective operation of the department and/or areas of necessary development along with recommendations for performance management plans to meet these needs.

Supervisor’s Signature: _________________________ Date: __________

Comments by the Employee:

Employee’s Signature: __________________________ Date: __________Employee’s signature denotes only that the employee has reviewed the appraisal.

Comments by Rater’s Supervisor:

Signature of Rater’s Supervisor/Designate: _____________________ Date: ___________

1 copy sent to HRMD, to be filed in personnel record. 1 copy to employee.

Optional TESDA Self-Assessment Worksheet

This optional Self-Assessment Worksheet is designed to help you review and report to your supervisor on your own performance and contributions for this review period.

Employee Name: _____________________ Position: ______________ Work Group: _____________

1. List the goals, performance standards, and/or professional development goals that you and your supervisor established for this review period and specify the results you achieved.

2. What were your most significant accomplishments during this review period?3. How did your performance during this period contribute to the success of your

department and/or the Authority? Provide specific examples.4. What barriers did you have to overcome to obtain your results?5. If you did not meet some of your goals, what factors kept you from meeting

them?6. What have you done during this review period to improve your skills or

reinforce your strengths? Where have you made the greatest progress? 7. How have you used your skills to add value to TESD services during this review

period? Provide specific examples.8. What other professional accomplishments (courses completed, certificates

earned, community or social service, etc.) during this review period would you like your supervisor to consider in documenting your performance?

9. What three to five goals for the upcoming performance period would you like to discuss with your supervisor? These may be related to new responsibilities/projects, improvement of ongoing responsibilities, and professional development goals for your career growth. What resources will you need from your supervisor in order to accomplish these goals?

10. Are there any new projects or job assignments you would like to attempt? 11. What training or other activities could your supervisor provide that would

contribute to your professional growth?12. What else regarding your job, your career progress or your experiences at

TESDA should your supervisor know in order to support you in the coming performance year?

January 2009

December 2009

TESDA PEG-PMS

Documents

Transcript of TESDA PEG-PMS