Page 73 - PPP_Area III_CURRICULUM

This phase aims to assess both Office and Individual employee’s performance
level based on performance targets and measures as approved in the office and
individual performance commitment contract.

The SPMS puts premium on major final outputs towards realization of
organizational mission/vision. Hence, rating for planned and/or intervening tasks shall
always be supported by reports, documents or any outputs as proofs of actual
performance. In the absence of said bases or proofs, a particular task shall not be rated
and shall be disregarded. The Head of Office shall ensure that the employee is notified
of his/her 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.

SETTING OF INDIVIDUAL PERFORMANCE COMMITMENT & REVIEW

Not later than the last quarter immediately preceding the rating period is devoted
to preparation and setting of organizational target or either the Office Performance
Commitment and Review Form (OPCR) or the Individual Performance Commitment and
Review Form (IPCR). These refers to short-range (annual or semi-annual) expected
accomplishments set to achieve its objectives.

MECHANICS OF RATING (RATING SCALE)

➢ Levels of Performance

Numerical Description Adjectival Rating Rating
Performance exceeding targets by 20% and above of the planned targets Outstanding (O) 5
(For accomplishments requiring 100% of the targets such as those pertaining
to money or accuracy exceeded, the usual rating of 5 for those who met targets
or for those who failed or fell short of the targets applies.)
Performance exceeding targets by 1% to 19% of the planned targets Very Satisfactory 4
(VS)
Performance of 100% of the planned targets. Satisfactory (S) 3
Performance of 51% to 99% of the planned targets Unsatisfactory( 2
US)

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