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f Ifu gao S ta te U niversity 6

SPMS Manual

D). A SPMS Calendar and a schedule for orientation and pilot testing shall be provided through university
issuances.

Stage 1. Performance Planning and Commitment

a. Organizational Targets
• Not later than the last quarter immediately preceding the rating period is
devoted to preparation and setting of organizational targets.
• Organizational targets refer to short-range (annual or semi-annual) expected
accomplishments set to achieve objectives. These organizational targets are
attuned to the vision and mission of the College.

b. Office and Employee Targets
• This is done before the start of the performance period from January 1 to 15 of
the calendar year, where Heads of Offices meet with the supervisors and
staff/employees and agree on the outputs that should be accomplished based
on the goals/objectives of the organization.
• During this stage, performance indicators are determined using the Reference
Table (Annex A). Performance indicators are performance level yardsticks
consisting of performance measures and performance targets. This shall serve
as bases in the office and individual employee's preparation of their
performance contract rating form using the OPCR (Annex B) and IPCR (Annex C)
forms, respectively.
( t • Performance measures need not be many. Only those that contribute to or
support the outcomes that the Agency aims to achieve shali be included in the
U office performance contract, i.e., measures that are relevant to Agency's core
functions and strategic priorities. The performance measures must be
continuously refined and reviewed.

Categories of Functions:
• In coming up with the targets, the following categories of functions shall be
identified:
1. Strategic Priorities are functions identified as strategic priorities of the
University as identified in its major goals in Instruction, Research
Development, Extension and Training, Resource Generation, and
Administration and Governance.

2. Core Functions are functions performed by the Office which are inherent in
its mandate. For individual employees, core functions are those that are
assigned by virtue of their positions as identified as their duties and
responsibilities provided for in their position description forms. Core
functions are always in support of the University's goals, mission and vision.
3. Support Functions are functions performed by the Office/employee in
support of the achievement of the goals of the University or other
offices/employees but are not directly identified as its/his core functions.
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These may be added functions which when not performed may affect the
performance of the other office/employee.

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