Page 55 - pdf BPA-FINAL-PPP-for-AREA-II-FACULTY-MAY-8-2022

17. The HRMO will prepare the promotional appointments of promoted faculty members for signature of the President,
copy furnished the Civil Service Commission Provincial Office.

b. Strategic Performance Management System (SPMS) for Faculty

With the Revised Policies on Performance Evaluation System enunciated under CSC Resolution
1200481 and CSC MC No. 6, S. 2012, the Isabela State University adopts the Performance Evaluation System
to be referred to as the Isabela State University Performance Evaluation System (ISUPES).

POLICIES

1. 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.

2. 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.

3. The Isabela State University Strategic Performance Management System enhances productivity by using
performance targets and standards attuned to organizational goals and mandate.

4. The Isabela State University Strategic Performance Management System recognizes the role of Multi-
stakeholders in the objective assessment and feedbacking on individual employee’s performance. It
utilizes the cross-rating system, promotes transparency and provides mechanism for appeals and
resolution of conflicts and/or disagreements.

5. 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.

6. Integration of the provision of Section 5 of A.O. 241 which is the output based performance.
(From Faculty Manual pp. 56)

Section 23. STRATEGIC PERFORMANCE MANAGEMENT SYSTEM (SPMS)

BACKGROUND

The Civil Service Commission as the central human resource management agency of the Philippine
bureaucracy is constitutionally mandated to adopt measures to promote morale, efficiency, integrity, responsiveness
and courtesy in the civil service. It is likewise tasked to institutionalize a management climate conducive to public
accountability.

With the Revised Policies on Performance Evaluation System enunciated under CSC Resolution 1200481
and CSC MC No. 6, S. 2012, the Isabela State University adopts the Performance Evaluation System to be referred to
as the Isabela State University Performance Evaluation System (ISUPES).

RATIONALE

The Isabela State University is a pioneering and dynamic institution of higher learning mandated to deliver
academic, research, development, extension and production undertakings with the end goal of addressing the
development needs in the countryside in region II. As a government line agency and a service provider, the university

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