Page 372 - AREA 10_PPP

PROGRAM PERFORMANCE PROFILE

met. Performance is 51% to 99% of the planned
targets.
1 Poor Performance was consistently below
expectations, and/or reasonable progress
toward critical goals was not made. Significant
improvement is needed in one or more
important areas.

The average of all individual performance assessment shall not go higher than
the collective performance assessment of the office.

The deans and directors shall ensure that the employees is notified of his her
final performance assessment. The summary List of Individual ratings with
attached accomplished forms is submitted to the HRDO within the prescribed
period.

For faculty members, their individual performances shall be evaluated based on
their academic rank and/or their designation. For those with major designations
including deans, directors, unit heads and department chairman, 25% of their
performance shall be derived from their Core Functions and 75% shall be obtained
from their priority functions.

However, faculty members, whose designations are included in the Board of
Regents approved University Workload System which are paid shall be expected
to perform 1`00% of Core Functions of Faculty Members based on Academic Rank.

Moreover, the teaching effectiveness of the faculty members including
commitment, knowledge of the subject matter, teaching of independent learning
and management of learning (Appendix G-1) as well as Research effectiveness for
clientele satisfaction, leadership and partnership development 9Appendic G-2 & 3)
shall also be assessed to measure the quality and efficiency of work performances
using the five-point scale below:

Area X: Administration