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ceREQUIRED : PERFORMANCE TARGETS & FORM PERFORMANCE RATINGS

IN-CHARGE : MONITORING & EVALUATION SECTION,

HRPRD

POLICIES/ : CSC and University Rules RULES/LAWS

PROCESS FLOW : PR&PT PROCESS

REFERENCE/S : CSC Resolution No. 991792 and CSC MC 13, s.1999 & UP-PES

PERFORMANCE EVALUATION SYSTEM

UP-PES was approved by the CSC as per Resolution No. 991792 and MC 13, s.1999 ;

An instrument that measures the performance of each employee

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ceWHAT IS UP–PES?

(UP-PERFORMANCE EVALUATION SYSTEM)

1. To continuously foster improvement of employee performance and efficiency;

2. To enhance organizational effectiveness and productivity;

3. To serve as basis for incentive and rewards, promotion, training and development, and other personnel activities.

WHY IS THERE A NEED FOR PES?U

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1. Applies to all administrative personnel of the University (regular and non-regular) holding 1st level and 2nd level positions.

2. Also applies to REPS (Research Extension and Professional Staff)

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ce COVERAGE

1. Performance Target (PT)

2. Performance Rating (PR)

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ce ELEMENTS OF PES

1. Part I (PES Form 1A)– Rating on Task Performance (Admin-70%; REPS -80%);

2. Part II (PES From IB) – Rating on Critical Factors (Admin–30%; REPS – 20%)

3. Intervening Tasks (ITs) – activities/tasks assigned in addition to the regular functions of the employee after target shall have been set

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ce PES FORM COMPONENTS:

4. Measures of Performance – is a measures of individual performance against a 4-point rating scale.

5. How to compute the Rating• Part I – Average Scoring• Part II – use the basis of performance

indicators for critical factors.

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ce PES FORM COMPONENTS:

1. ADMINISTATIVE1.1 PES FORM 11.2 PES FORM 2

2. REPS2.1 PES FORM 12.1 PES FORM 2

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ceREQUIRED RATING FORMS

Intervening Tasks (ITs)computation

IT rating = total no. of hrs. rendered/176 x 0.5 or 50%

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ceCOMPONENTS OF RATING

Intervening Tasks (REPS) • With the presence of intervening tasks, evaluate the performance of the

REPS by using the following 5-point rating (Part III):

4 - Outstanding + 0.5 3 - Very Satisfactory + 0.4 2 - Satisfactory + 0.3 None 0 1 - Unsatisfactory - 0.1

• A 0.5 maximum score is given for intervening tasks so that it could not be used to cover for unsatisfactory performance of regular tasks. A negative score (-0.1) is given for unsatisfactory performance of intervening tasks so these will not be taken for granted.

UP-PES RATING INSTRUCTIONSU

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PERFORMANCE INDICATORSQUANTITY

4 – OUTSTANDING-consistently meets requirements before the deadline

3 – VERY SATISFACTORY -frequentlymeets requirements before the deadline

2 – SATISFACTORY- meets requirementsand task completed on the deadline

1 – UNSATISFACTORY- Frequently performs below requirements; task completed but after the deadline

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ce PART I – RATING ON TASK PERFORMANCE

PERFORMANCE INDICATORSQUALITY

4 – (OUTSTANDING) Work is accurate and exceptional

3 – (VERY SATISFACTORY) Work is accurate and highly acceptable

2 – (SATISFACTORY) Does fairly good work; has few errors; normally acceptable

1 – (UNSATISFACTORY) Work is notacceptable; commits frequent mistakes

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ce PART I – RATING ON TASK PERFORMANCE

OVERALL Performance Rating ® (PES for ADMIN)

Numerical ® Adjectival ® 3.81 – 4.00 Outstanding3.21 – 3.80 Very Satisfactory2.21 – 3.20 Satisfactory1.00 – 2.20 Unsatisfactory

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ce TABLE OF EQUIVALENCE

OVERALL Performance Rating ® (PES for REPS)

Numerical Adjectival3.5 – 4.00 Outstanding3.0 – below 3.5 Very

Satisfactory2.5 – below 3.0 SatisfactoryBelow 2.5 UnsatisfactoryU

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1. Identify tasks/activities that an individual should accomplish for six (6) months

2. Set Performance Targets (PTs) using the prescribed PES form;

3. Supervisor shall discuss PTs and standards with the ratee;

4. Rater and ratee shall sign the PES form;5. Submit fully accomplished forms to

HRDO

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Rating Period Submission of Performance Target

Submission of Performance Rating

January to June On or before January 15

Not later than July 31

July to December

On or before July 15

Not later than January 31 of the following year

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ce PERFORMANCE EVALUATION SCHEDULE (RATING PERIOD)

Only if modification is based on the following conditions:

• Changes brought about by new mandates and programs of the agency in general and the organizational unit in particular

• Special assignments that would replace or modify the original targets

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• Discuss changes with the ratee;

• Supervisor shall immediately notify the HRDO of any modifications to serve as guide in the review of ratings of affected employeesU

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SUBMITTED PTS

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ceSUBMISSION OF PTS, STANDARDS

& RATINGS

• Officials and employees who shall be on official travel, approved leave of absence, training or scholarship programs who have already met the required minimum rating period of 90days are required to submit their PTs and accomplished PEFs before they leave the office;

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ce SUBMISSION OF PTS, STANDARDS & RATINGS

• For purposes of performance-based personnel actions, employees who are not given ratings for a particular period on account of official travel, approved leave of absence, training or scholarship programs etc. shall use their PR obtained in the preceding rating period. This provision, shall not, however apply to those who are on vacation leave, even with an application approved by their supervisors.

Non – submission of the PTs within 15 days after the start of the rating period and the PEFs within the 1st month of the succeeding rating period to HRDO, unless properly justified, is a ground for:

a. Employees disqualification for performance-based personnel actions (promotion, training or scholarship grants, and productivity incentive bonus) if the failure of the submission of the report form is the fault of the employee; an employee who fails to rate himself in the critical factors will not be given a final rating.

SANCTIONS (NON-SUBMISSION OF PT/PR)

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b. An administrative sanction for violation of reasonable office rules and regulations and simple neglect of duty for the supervisors or employee responsible for the delay or non-submission of said PES Targets or PES Report Form or both.

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ce SANCTIONS (NON-SUBMISSION OF PT/PR)

APPEALS • Employees who feel aggrieved/dissatisfied

with their final Performance Ratings can file an appeal with the unit PERC within 10 days from the date of receipt of the PR and after the appraisal discussion with his supervisor; The unit PERC shall decide on the appeals within one (1) month from receipt

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• Employees are not allowed to protest the PRs of their co-employees such can only be used by other employees as basis or reference for comparison in appealing one’s performance ratings

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ceAPPEALS

THANK YOU!