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Legal Bases:

CSC Memorandum Circular No. 6, s. 2012

Section 5, AO 241

AO 25 dated December 21, 2011
CSC Resolution No. 1200481 dated March 16, 2012

Non-submission and approval of SPMS shall be used as ground for the following:

1. Disapproval of promotional appointments and other personnel actions requiring performance-based
ratings;
2. Non-approval of other proposed personnel mechanisms; and
3. Downgrading of the agency’s accreditation
CONCEPT

The SPMS is focused on linking individual performance vis-à-vis the agency’s organizational vision, mission and
strategic goals. It is envisioned as an instrument composed of strategies, methods and tools for ensuring fulfillment
of the functions of the offices and its personnel as well as for assessing the accomplishments.

It is a mechanism that ensures that the employee achieves the objectives set by the organization and the
organization on the other hand, achieves the objectives that it has set itself in its strategic plan.

POLICIES

The Isabela State University Strategic Performance Management System (ISU SPMS) shall:

1. adhere to the principles of performance-based security of tenure. It provides motivation and basis for
incentives to performers and applies sanctions to non-performers.

2. operate on shared commitments and objective measures of performance results. Performance targets and
standards of measures of results are planned and agreed upon by management, supervisor and
employees.

3. enhance productivity by using performance targets and standards attuned to organizational goals and
mandate.

4. recognize the role of various-stakeholders in the objective assessment and giving of feedbacks on
individual employees performance. It promotes transparency and provides mechanism for appeals and
resolution of conflicts and/or disagreements.

5. form an integral part of the personnel program of the University which will use the SPMS as the standards
for Measurement.

6. integrate the provision of Section 5 of A.O. 241 which is the output-based performance.

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