Page 373 - AREA 10_PPP

PROGRAM PERFORMANCE PROFILE

Table 3. Rating Scale for Faculty Members Teaching and Research
Effectiveness
Scale Descriptive Qualitative Description
Rating
5 Outstanding The performance almost exceeds to the job
requirements. The faculty is the role model
4 Very The performance meets and often exceeds the job
Satisfactory requirements
3 Satisfactory The performance meets job requirements
2 Fair The performance needs some development to meet
job requirements
1 Poor The faculty fails to meet job requirements

4. Performance Rewarding and Development Planning

The result of the assessment shall be treated interdependently of the
performance rating of the employee.

Appropriate developmental interventions shall be made available by the head of
office in coordination with the Human Resource and Development Office.

The results of the performance evaluation/assessment shall serve as inputs to the:

1. Deans/Directors/Unit Heads – in identifying and providing the kinds of interventions
needed based on developmental needs identified;

2. HRDO – in consolidating and coordinating developmental intervention that will
form part of the HR plan and the basis for rewards and incentives;

3. PMT – in identifying potential PRAISE Awards nominees for various awards and
categories;

4. PRAISE Committee – in determining top performers of the agency who would
qualify for awards and incentives.

Rating Period

The rating period shall be done semi-annually. For faculty members, the rating
period shall be from June to October and November to March every School Year.

For the non-academic employees, performance period shall be from January to
June and from July to December every Calendar Year.

Area X: Administration