Page 76 - Flip Area 2 PPP

POLICIES

7. The Isabela State University Strategic Performance Management System adheres to the principles
of performance-based security of tenure. It provides motivation and basis for incentives to performers
and applies sanctions to non-performers.
8. The Isabela State University Strategic Performance Management System operates 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.
9. The Isabela State University Strategic Performance Management System enhances productivity by
using performance targets and standards attuned to organizational goals and mandate.
10. The Isabela State University Strategic Performance Management System recognizes the role of
Multi- stakeholders in the objective assessment and feed backing on individual employees‟ performance.
It utilizes the cross-rating system, promotes transparency and provides mechanism for appeals and
resolution of conflicts and/or disagreements.
11. This Strategic Performance Management System shall be an integral part of the personnel program
of the University which will use the SPMS as the standards for Measurement.
12. Integration of the provision of Section 5 of A.O. 241 which is the output based performance.

OBJECTIVES

Isabela State University Strategic Performance Management System aims:

1. To continuously foster improvements of employee performance and efficiency;
2. To enhance organizational effectiveness and productivity;
3. To provide an objective performance rating which serves as basis for personnel actions,
incentives, rewards and administrative sanctions;
4. To concretize the linkages of agency‟s overall performance with the Organizational Performance
Indicator Framework, the Agency and Strategic Plan;
5. To 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. To 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. To 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. To align individual and Office performance goals with the organization‟s strategic goals/vision
putting premium on performance results of the CSC.
SCOPE

The Isabela State University Strategic Performance Management System (SPMS) applies to all first,
second and third level employees under permanent, temporary, casual, contractual and contract of services.

RATING PERIOD

Performance evaluation is done every six months ending on June 30 and December 31of every year.
However, if there is a need for shorter or a longer period, the minimum appraisal period is at least 90 calendar days
or three months while the maximum is no longer than one calendar year.

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75 | P a g e - OBQA-PPP / Area II: The Faculty/BS Entrepreneurship