Page 856 - Area X - H

Ifu gao S ta te U niversity

SPMS Manual

shall cause the provision of policies that would suit the needs of the institution in the implementation of
the PBB. He shall likewise design measures geared towards a successful performance management
system such as target setting, monitoring and evaluation. Appropriate committees/bodies may be
created to carry out the necessary functions.

1. Management
The University president shall act as the primary implementer of provisions of this
policy. He shall be assisted by a Performance Monitoring and Evaluation Team (PMET) which
shall be composed by vice presidents who are tasked to monitor and to evaluate performances
of unit/s under their respective jurisdiction and recommend appropriate ratings for approval by
the University President. Other functions, responsibilities and accountabilities shall be assigned
to committees and individuals designated by the University President.

2. Performance Target Setting
In order to adapt to the current trends on performance management, a mechanism
governing target setting is put in place. It is designed to make monitoring and evaluation of
accomplishments much easier. Along this line, all units and individuals that can contribute to the
overall targets of a particular Bureau should provide its own target. Thus, the overall targets of a
bureau should be equal to, or higher than the sum total of targets from the contributing
units/individuals. The suggested steps are as follows;
a. Cause the preparation of individual targets with performance indicators based on actual
functions.
IV b. Determine where such functions support, whether on the MFO, GASS or STO.
c. Breakdown the functions into; a. Strategic priority functions, b. Core functions and c.
Support functions.
*

3. Scope, Coverage and Rating Scheme
To conform to the evaluation cycle under the Results-based Performance
Management System, the performance rating cycle for the teaching units/personnel shall be
the same with the non-teaching, the units/personnel which is from January to December of
the year.
a. Rating Period
The rating period for individual performance is semi-annually - from January
to June and from July to December. Office performance is assessed annually.

b. Rating Scale to be used for individual MFO (major final output)
Rating
Numerical Adjectival Equivalent Description
5 Outstanding Exceeded the target by at least 30%
4 Very Satisfactory Exceeded the target by at least 15-29%
3 Satisfactory Met the target of 100-114%
2 Unsatisfactory Accomplished target by 51-99%
1 Poor Accomplished target by 50% and below.

c. Rating Scale to be used for the overall rating of the individual employee:
Rating
Numerical Adjectival Equivalent Description
4.51-5.00 Best (Outstanding) Extraordinary level of achievement;