Page 157 - BPA-Area 10 PPP_Neat

4. The existing QCE Teaching effectiveness shall still be used for the measurement of Effectiveness for
Faculty as set in the SPMS Standards.

5. Activities or targets that necessitate longer time to finish and is not completed 100% as planned due to
force majeure and/or fortuitous events shall be given consideration.

6. For non-teaching personnel, the employee sets the weight of duties and functions with the approval of the
immediate supervisor.

7. Remarks portion shall be filled up by the immediate supervisor based on his/her observation regarding
the accomplishment of the ratee.

8. Fifteen percent (15%) shall be assigned to each employee for administrative part which reflects the
behavioral dimensions that affect the job performance of the employee. (Good Governance and Adhere
to Office Rules & Regulations).

PERFORMANCE

Performance is the overall rating of the employee.

Rating Performance is the evaluation of actual accomplishment versus the planned level of
performance in terms of Quality, Efficiency and Timeliness of work based on the Individual
Performance Commitment and Review Form (IPCR). The weight of each of the
performance indicator shall depend on the nature of the activities and/or designation of the
faculty.

The University shall adopt a system to classify a job or success indicator, assign a corresponding
magnitude based on the nature, complexity, difficulty level and processes involved.

REFERENCES:

Punctuality – as reflected by tardiness and under time

Rating Particulars
5 Not more than 110 minutes (1.83 hours) late
per semester
4 Not more than 170 minutes (2.83 hours) late
per semester
3 Not more than 230 minutes (3.83 hours) late
per semester
2 Not more than 290 minutes (4.83 hours) late
per semester
1 291 and above minutes (4.84 or more hours)
late per semester

Note: Data shall be based on HR records

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102 | P a g e - OBQA-PPP / Area X: The Administration/Bachelor of Arts in Public Administration