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Ifu gao S ta te U niversity
SPMS Manual

PART 1. THE STRATEGIC PERFORMANCE MANAGEMENT
SYSTEM (SPMS)

Rationale
The National Government is bent on implementing a more effective performance measurement
through the Results-Based Performance Management System (RBPMS). This is a means of accounting
the impact on where government funds are spent. Noteworthy, is the integration of a fair system of
awarding incentives to well-performing institutions and individuals as well. We are very lucky in the
university as our Strategic Plan (2010-2014) was revisited with new targets and measures of success.
Likewise, individual unit plans covering the remaining period were prepared. However, we fall short by
two (2) years vis-a-vis the Philippine Development Plan (PDP) and the Philippine Higher Education
Reform (PHER) roadmap which are both 2011-2016. We may also fall short of our identified
performance targets and indicators in consideration to the new directions. Thus, performance targets
and indicators should be further reviewed in order to meet the requirements of the time. Along this line,
it becomes necessary to craft an appropriate manual to serve as guide and bases for management
actions.
In the preparation of the policy, we are guided by the pertinent provisions of the Philippine
Development Plan (PDP) 2011-2016 focused on the Social Contract of His Excellency to the Filipino
people outlined as Key Results Areas (KRAs) laid down in Executive Order NO. 43 s, 2011, the Regional
Development Plan (RDP) 2011-2016, Administrative Order NO. 25 s. 2012 Creating an inter-agency task
force on the harmonization of national government performance monitoring, information and reporting
system with the objective of establishing a unified and integrated Results-Based Performance
Management System (RBPMS), Executive Order NO.80 s. 2012 directing the adoption of a Performance-
Based incentive (PBI) system for government employees consisting of the Productivity Enhancement
Incentive (PEI) and the Performance-Based Bonus (PBB), the Philippine Higher Education Reform (PHER)
Road Map 2011-2016, the Organizational Performance Indicator Framework (OPIF) used by DBM, our
University VMGO and strategic plans, the Senate and House of Representatives Joint Resolution No.4
s.2009 (Salary Standardization Law III),and this Strategic Performance Management System (SPMS) of
the Civil Service Commission (CSC) which links individual performance to organizational performance.
(MC no. 6,2012).

Objectives
1. To provide a target setting mechanism attuned to the current government initiatives.
2. To provide a clear reference in the implementation of the Results-Based Performance
Management System (RBPMS) related issuances.
3. To clarify issues in the process of cascading target and performance and the implementation
of the strategic performance management system and other related issuances.

Structure
For the purpose of this manual, the "Department" shall refer to the University and the "Bureau"
shall refer to all units of the university headed by a dean for academic units and director for non­
academic units.

General Policy
In response to the new directions of the Aquino Administration and in consonance to Item 1 (d)
of the Joint House of Representatives and Senate Resolution No.4 series 2009, the University shall
establish an institutional strategic performance management system policy. In the exercise of the
flexibility as so provided under Section 2-b of Executive Order No. 80 s. 2012, the University President