Page 149 - Flip Area X PPP

The Common Reference Table, a list of major final outputs with definition, shall be used as reference in
the preparation of IPCR.

The approved OPCR shall serve as basis in the preparation of IPCR.

Stage 2: Performance Monitoring and Coaching.

a) Establish and implement monitoring and coaching mechanism.

b) Monitor regularly the performance of individuals and offices.

c) Conduct coaching to individuals and heads of offices as deemed necessary.

d) Ensure that objectives and goals are met.

e) Formulate and implement necessary interventions to improve team performance and develop
individual potentials.

Stage 3. Performance Review and Evaluation. (Office and Individual Employee’s Performance)

a) Review and assess the OPCR and IPCR based on the performance targets and measures and
submitted documents in the college/office.
b) Ensure that the employee is informed of his/her final performance rating.

Stage 4. Performance Rewarding and Development Planning.

a) Discuss the result of the performance rating between the head of office/supervisor and the individual.
b) Recommend deserving employees to be given award/incentive based on his/her ranking.
c) Recommend for administrative sanction those employees who obtained unsatisfactory or poor
performance rating.

SETTING OF INDIVIDUAL PERFORMANCE COMMITMENT & REVIEW

Not later than the last quarter immediately preceding the rating period is devoted to preparation and setting
of organizational target or either the Office Performance Commitment and Review Form (OPCR) or the Individual
Performance Commitment and Review Form (IPCR). These refers to short-range (annual or semi-annual) expected
accomplishments set to achieve its objectives.

RATING SCALE AND ITS MECHANICS

The rating scale shall be a 5-point scale, 5 being the highest and 1 is the lowest.

Each employee is rated on the levels of performance set below:

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98 | P a g e - OBQA-PPP / Area X: The Administration/Bachelor of Science in Entrepreneurship