Page 122 - Exhibit No. 9 Faculty-Manual Latest Edition - Copy

6. integrate the provision of Section 5 of A.O. 241 which is the output-based
performance.

7. remain as the basis of the employee in performing his/her main function vis-à-vis
his/her concurrent designation.

OBJECTIVES
The Isabela State University Strategic Performance Management System aims to:

1. continuously foster improvements of employee performance and efficiency;

2. enhance organizational effectiveness and productivity;

3. provide an objective performance rating which serves as basis for personnel actions,
incentives, rewards and administrative sanctions;

4. concretize the linkages of agency’s overall performance with the Organizational
Performance Indicator Framework, the Agency and Strategic Plan;

5. 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. 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. 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. align individual and Office performance goals with the organization’s strategic goals/
vision putting premium on performance results of the University.

SCOPE

The Isabela State University Strategic Performance Management System (SPMS)
shall apply to all first, second and third level employees under permanent, temporary, casual,
contractual and/or contract of service.

2016 Faculty Manual 122