Page 128 - Exhibit No. 9 Faculty-Manual Latest Edition - Copy

Stage 4. Performance Rewarding and Development Planning.

a) Discuss the result of the performance rating between the head of
office/supervisor and the individual.
b) Recommend deserving employees to be given award/incentive based on his/her
ranking.
c) Recommend for administrative sanction those employees who obtained
unsatisfactory or poor performance rating.

SETTING OF INDIVIDUAL PERFORMANCE COMMITMENT & REVIEW

Not later than the last quarter immediately preceding the rating period is devoted to
preparation and setting of organizational target or either the Office Performance Commitment
and Review Form (OPCR) or the Individual Performance Commitment and Review Form
(IPCR). These refers to short-range (annual or semi-annual) expected accomplishments set
to achieve its objectives.

RATING SCALE AND ITS MECHANICS

The rating scale shall be a 5-point scale, 5 being the highest and 1 is the lowest.

Each employee is rated on the levels of performance set below:

Numerical Description Adjectival Rating Rating
Performance exceeding targets by 20% and Outstanding (O) 5
above of the planned targets
(For accomplishments requiring 100% of the
targets such as those pertaining to money or
accuracy exceeded, the usual rating of 5 for
those who met targets or for those who failed
or fell short of the targets applies.)
Performance exceeding targets by 1% to Very Satisfactory 4
19% of the planned targets (VS)
Performance of 100% of the planned targets. Satisfactory (S) 3
Performance of 51% to 99% of the planned Unsatisfactory(US) 2
targets
Performance failing to meet the planned Poor (P) 1
targets of 50% or below

In determining the final equivalent adjectival rating of the employee, the range of the

2016 Faculty Manual 128