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7. remain as the basis of the employee in performing his/her main function vis-à-vis his/her concurrent
designation.

OBJECTIVES

The Isabela State University Strategic Performance Management System aims to:

1. continuously foster improvements of employee performance and efficiency;

2. enhance organizational effectiveness and productivity;

3. provide an objective performance rating which serves as basis for personnel actions, incentives, rewards
and administrative sanctions;

4. concretize the linkages of agency’s overall performance with the Organizational Performance Indicator
Framework, the Agency and Strategic Plan;

5. ensure organizational effectiveness by cascading institutional accountabilities to the various levels of the
organization anchored on the establishment of scientific basis for performance targets and measures;

6. link performance management with other HR systems using one platform, that is, only one basis shall be
used in performance evaluation, HR planning and interventions, rewards and incentives, disciplines and
personnel actions;

7. improve office and individual performance through a systematic approach via an ongoing process of
establishing strategic performance objectives, measuring performance, and collecting, analyzing,
reviewing, and reporting performance data; and

8. align individual and Office performance goals with the organization’s strategic goals/vision putting premium
on performance results of the University.

SCOPE

The Isabela State University Strategic Performance Management System (ISU SPMS) shall apply to all
first, second and third level employees under permanent, temporary, casual, contractual and/or contract of service.

RATING PERIOD

Performance evaluation shall be done every six months ending on June 30 and December 31 of every
year. However, if there is a need for a shorter or a longer period, the minimum appraisal period shall be at least 90
calendar days or three (3) months while the maximum shall not be longer than one (1) calendar year.

KEY PLAYERS AND THEIR RESPONSIBILITIES

KEY PLAYERS RESPONSIBILITIES

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