Page 57 - pdf BPA-FINAL-PPP-for-AREA-II-FACULTY-MAY-8-2022

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 a technology composed of strategies, methods and tools for ensuring fulfilment
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

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

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