Page 465 - Manual-of-Operation-Merged

CvSU MANUAL OF OPERATIONS
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Performance Rating

Performance of faculty, academic and non-academic staff shall be
evaluated with the use of prescribed forms (ANNEX D2) twice a year:
every October and March. It shall provide for the qualitative ratings
using those prescribed in CSC MC. No. 12, s. 1989 based on
quantitative scales as follows:

a) Outstanding – an employee of the University shall be given this rating
when he exceeds his targets by at least 30 percent. It represents an
extraordinary level of achievement and commitment in terms of
quality and time, technical knowledge and skill, ingenuity, creativity
and initiative. Employee at this performance level should have
demonstrated exceptional job mastery in all major aspects of
responsibility. His achievement and contributions to the organization
are of marked excellence which his peers and supervisors recognize.

b) Very Satisfactory – An employee of the University shall be given this
rating when he exceeds the expected output/performance by at least
15-29 percent but falls short of what is considered an outstanding
performance.

Only employees with Outstanding and Very Satisfactory
Performance Ratings for two consecutive rating periods shall be
considered for promotion.

c) Satisfactory – An employee of the University shall be given this rating
when he meets the standards or ordinary requirements of the duties
of the position or his performance is 100 to 114 percent of the
planned targets.

d) Unsatisfactory – An employee of the University shall be given this
rating when his performance falls short of the minimum requirements
but could stand improvement, or if performance is 51 to 99 percent of
the target. It is expected that in the next rating period, the employee
under close supervision, will either improve his performance for which
he shall be given a satisfactory rating. Two (2) successive
Unsatisfactory Ratings shall be a ground for separation from the
service.

e) Poor – An employee of the University shall be given this rating when
he fails to meet performance requirements by 50 percent or below. A
“Poor” Performance Rating shall be a ground for separation from the

service.

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