Page 78 - AREA II-Faculty-BSN-Program Performance Profile

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.

KEY PLAYERS AND RESPONSIBILITIES

a) SPMS Champion (Agency Head)

● Primarily responsible and accountable for the establishment and implementation of the SPMS
● Sets agency performance goals/objectives and performance measures
● Determines agency target setting period
● Approves office performance commitment and rating
● Assesses performance of offices
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