Page 1088 - Area X - H

PARAMETER H - PERFORMANCE OF THE ADMINISTRATIVE PERSONNEL

1. SYSTEM-INPUT AND PROCESSES

The institution through the Board o f Regents (BOR), as required by
the Civil Service Commission, crafted its Strategic Performance
Management System (SPMS) in 2014. The same was assessed as functional
by the CSC in September 2, 2014 and was im plem ented in the university

since then.

Item IV (General Policy) o f the SPMS' part 1 states that "the
university shall establish an institutional strategic performance
management system policy" in consonance to item 1 (d) o f the Joint House
o f Representatives and Senate Resolution No. 4 series of 2009. Too, the
University President is given the right to cause the provision o f policies that

would suit the needs of the institution in the im plem entation of the
Performance Based Bonus (PBB) as stipulated in Section 2-b of Executive
Order No. 8, s.2012.

2. IMPLEMENTATION

W ith the im plem entation of the Strategic Performance Management
System pursuant to Civil Service Commission M em orandum Circular No. 06,

s. 2012 and CSC Resolution No. 1200481, prom ulgated on March 16, 2012,
the Adm inistration through the Planning and Inform ation Management
Office requires all the adm inistrative staff to accomplish and subm it their
Individual Performance and Com m itm ent Review (IPCR) in accordance w ith
the targets contained in the Office Performance and Com m itm ent Review
(OPCR) o f their respective offices. The Deans o f the different colleges and

the Campus Executive Director are mandated to subm it their respective
OPCRs. The same are subm itted and checked by the Office of the Director
fo r Planning and Inform ation Management (DPIM).

The IPCRs contain the Success Indicator for all strategic/Core/support
targeted fo r the rating period by the employee corresponding to the
parameters of his/her respective supervisor's OPCR. Through the IPCR, the
performance of the employees are evaluated as to his/her competence,

quality of work, work ethic, creativity and innovation, ability to handle
internal and external pressures and interpersonal relations. The
employee's im m ediate supervisors check the IPCR before subm itting the
same at the Office of the Director for Planning and Inform ation
Management.

a. IPCR

All employees are required to subm it the ir Daily Time Record
m onthly. Attached to this is the ir M onthly Performance O utput
Report (MPOR) indicating the ir accomplishments for the certain