Page 469 - Area X - G

Records Section '
Republic of the Philippines
RELEASED
I FUG AO STATE UNIVERSITY
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Nayon, Lamut, Ifugao . ■*' D ate: ojU* ** * * ____
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webpage: www.ifsu.edu.ph president© ifsu.edu.ph ~ 7 ■

O f f i c e o f t f i e ( P r e s id e n t
F S U P O T J A C A M P U S "
MEMORANDUM ORDER NO . 70, s. 2018 E C E IV

TO : Ail Administrative Council (ADCO) Members

SUBJECT : Updated System of Ranking and Rating o f Delivery Units

DATE : September 25,2018

In die University’s pursuit for excellence and in line with Memorandum Circular No. 2018-1 by the
Inter-Agency Task Force (IATF) on the Harmonization o f National Government Performance
Monitoring and Information and Reporting Systems (A.O. 25 s. 2011), die System of Ranking and
Rating o f Delivery Units is hereby updated.

L Rationale & ^ !

1.1 The Ifogao State University follows the Results-based Performance Management
System (RBPMS) in aligning its goals to the societal and sectoral goals, in monitoring
and evaluating its performance based cm the prescribed indicators and physical targets,
and in monitoring and evaluating the performance o f die delivery units and individuals
in each delivery unit o f the University.

1.2 In 2011, Administrative Order No. 25 was signed creating the Inter-Agency Task
Force (IATF) to harmonize die national government performance monitoring and
information system to raise transparency in governance. The task force members are
NEDA, DOF, Office o f the President, DBM, and die Presidential Management Staff
with government various oversight agencies and the Development Academy o f the
Philippines as Technical Secretariat or the AO 25 Secretariat

13 The AO 25 was created with the following objectives:
• Rationalize, harmonize, streamline, simplify, integrate and unify the efforts o f
government agencies relative to die National Leadership’s Agenda.
• Establish a unified and integrated Results Based Performance Management
'i- K
.. " 1 System (RBPMS)
• Use RBPMS as basis for determination to performance-based allowances,
incentives, or compensation of personnel
j- l *
1.4. In 2012, the Executive Order No. 80 was signed directing the adoption o f the
Performance-Based Incentive System (PBIS) for Government Employees. The PBIS
is based on the belief that service delivery by the bureaucracy can be improved by
linking personnel incentives to the bureau or delivery unit’s performance and
recognizing and rewarding exemplary performance, j

1.5. The RBPMS uses a com prehensive framework that cuts across several perform ance
management levels. It defines various levels o f achievem ents from individual, then
collectively to bureau and organizational level, w hich together lead to different sectors