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final performance assessment and the Summary List of Individual Ratings with the attached IPCRs and
shall be submitted to the HRM Office within the prescribed period.

Stage 4. Performance Rewarding and Development Planning.
The result of the assessment shall be discussed by the heads of office and supervisors with the individual
employee at the end of its rating period. The result of the competency assessment shall be treated
independently of the performance rating of the employee.

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

Present in flow chart form the SPMS process of appeal for individual performance ratings.

Employee who aggrieved or dissatisfied with their final performance rating can appeal with the Campus PMT within
five days from the date of receipt of their PEF or after appraisal discussion with his supervisor.

Employees, however, are not allowed to protest the performance ratings of their co-employees. Ratings obtained
by other employees can only be used as basis or references for comparison in appealing one’s performance rating.

The PMT shall not decide on the appeal within one month from the receipt. Appeals lodged with the PMT shall
follow the hierarchical jurisdiction of various PMT in the University Decision of the Provincial PMT is appealable to
the Regional PMT then to the Central Office PMTS. Decision of the Central Office PMTS is appealable to the CSC.
Proper only in exceptional cases.

3. OUTCOMES
 Present evidences/manifestation that the non-teaching personnel have commendable
performances.
 The non-teaching personnel have commendable performances.

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