Page 119 - Exhibit No. 9 Faculty-Manual Latest Edition - Copy

APPENDIX 1
ISABELA STATE UNIVERSITY
STRATEGIC PERFORMANCE MANAGEMENT SYSTEM
(ISU 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 Strategic Performance
Management System (ISU-SPMS).

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 Performance Commitment and Review (IPCR) form.
It is expected that the new SPMS shall create a demand-driven and

2016 Faculty Manual 119