Page 57 - Exhibit No. 13 Merit System and Promotion Plan

IV. PERFORMANCE MANAGEMENT/PERFORMANCE EVALUATION SYSTEM

GENERAL POLICY

The Isabela State University has developed its own performance management
system (PMS)/performance evaluation system (PES) for faculty positions/ranks to
be administered in such manner as to continuously foster the improvement and
efficiency of the faculty members as well as effectiveness of the organization. It is an
organized, methodical and standardized system of evaluation for faculty members
for organizational effectiveness. Said system is being administered in accordance
with the rules and regulations and standards established by the Civil Service
Commission.

The CSC-approved PMS/PES shall form part of the ISU Merit System.

POLICIES

1. The performance rating of a faculty member shall be used as basis for
promotion or giving of incentives and rewards.

2. The performance evaluation system has five adjectival ratings:

a. Outstanding (O)
b. Very satisfactory (VS)
c. Satisfactory (S)
d. Unsatisfactory (US)
e. Poor (P)

3. No faculty member shall be considered for promotion without a record of at least
two (2) successive performance ratings of at least Very Satisfactory immediately
preceding the assessment of candidates for advancement to higher ranks or
positions.

4. The ISU Performance Evaluation System adheres to the principle of performance-
based security of tenure. It provides motivation and basis for incentives to
performers and applies sanctions to non-performers.

5. The PES operates on shared commitments and objective measures of performance
results agreed upon by management, supervisor and employees.

6. The PES enhances productivity by using performance targets and standards
attuned to organizational goals and mandate.