Page 76 - AREA II-Faculty-BSN-Program Performance Profile

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 capitalizes on achieving a dynamic
administrative system focused on advancing efficiency and effectiveness in the government service. For many years, it adhered to
mandates and orders from the Civil Service Commission to fast track the addressing of the demands of the changing times. It has
assimilated mechanisms and processes both mandated and initiated to support the teaching core in the course of its more than 30
years of existence.

The concept provided by the Civil Service Commission in the implementation of the new Strategic Performance Management
System (SPMS) in assuring efficient and effective of government service delivery served as the cornerstone of this manual.

With the attainment of quality, effectiveness and timeliness as the core of its activities, the university has reviewed the
performance of the various faculty and non-teaching offices and levelled-off expectations among its staff. After such, target setting and
determination of strategic and core outputs of points was made thru the Office Performance Commitment and Review (OPCR) form and
the Individual Commitment and Review (IPCR) form. It is expected that the new SPMS shall create a demand-driven and output-based
user