Page 120 - Exhibit No. 9 Faculty-Manual Latest Edition - Copy

output-based environment and culture of service delivery. Underscoring the premise of
outputs, the new system for all employees of the Isabela State University has spelled tangible
outputs, methods and mechanisms of gauging effectiveness in line with the delivery of the
different functions.

USES OF PERFORMANCE RATING

o Permanent status of an employee does not guarantee absolute security of tenure
but is based on performance.

o Employees who obtained two (2) successive Unsatisfactory ratings or one (1) poor
performance rating and there is no evidence to show that he/she can improve his
performance shall be a ground for separation from the service.

o Due notice/advice shall be issued by the head of office at least three (3) months before
the end of the rating period.

o The performance ratings shall be used as bases for promotion, training, scholarship
grants and other personnel actions.

o Officials and employees on official travel, approved leave of absence or training or
scholarship programs and who have already met the required minimum rating period
of 90 days shall submit the performance commitment and rating report before they go
on official leave.

o For purposes of performance-based benefits, employees who are on official travel,
scholarship or training within a rating period shall observe existing PBB guidelines set
by the government through AO 25.

Legal Bases:

CSC Memorandum Circular No. 6, s. 2012
Section 5, AO 241
AO 25 dated December 21, 2011
CSC Resolution No. 1200481 dated March 16, 2012

Non-submission and approval of SPMS shall be used as ground for the following:
1. Disapproval of promotional appointments and other personnel actions requiring
performance-based ratings;
2. Non-approval of other proposed personnel mechanisms; and

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