Page 46 - Area III PPP

PROGRAM PERFORMANCE PROFILE

development, personnel sanctions and administrative
sanctions;

d. Provide for identification outputs and job-related behavior as
well as corresponding performance measures which shall be
mutually agreed upon between supervisors and subordinates
for a particular appraisal period. The performance of the
employee shall be evaluated on the basis of his accomplishment
against his performance target;

e. Provide opportunity for supervisors to make comments and
recommendations regarding employee’s strengths and
weaknesses which maybe instrumental in furthering his career
or identifying factors that may be impede his development.
Comments from supervisors are expected to facilitate the
employee’s personal growth and shall be given due weight in
making personnel decision; and

f. Provide sanctions against raters who use the performance rating
to give undue advantage and disadvantage to people they rate.

The University impose an Awards for Faculty as an indicated in pages
129 to 130; Rule VII, Section 13.a “Awards” of the CvSU Manual of
Operations 2009 as approved by the Board of Regents (BOR) on
September 3,2009 by the BOR per Resolution No.65 Series of 2009.

a) Nature Award

Awards under this system shall be monetary or non-
monetary. The University President, however, upon the
recommendation pf the Merit Increase Incentive Awards
committee (MIIAC) may consider a faculty member for both
monetary and non-monetary awards.

1. Monetary Awards – A cash award in accordance with
scales to be decided by the University may be granted
when accomplishment results in monetary savings and

tangible benefits, the amount of cash award shall be
determined on the basis of its estimated or total value or

Area III: Curriculum and Instruction