SECURITIES AND EXCHANGE COMMISSION

GUIDELINES/MECHANICS IN RANKING OFFICES/DELIVERY UNITS AND INDIVIDUALS

FOR THE GRANT OF PERFORMANCE-BASED BONUS (PBB) FY 2015
(Based on AO 25 IATF Memorandum Circular No. 2015-1)

I. Ranking of Delivery Units

1. The following Departments and Offices shall be forced rank based on the average of their total numerieal ratings in the Office/Department
Performance Commitment and Review (OPCR) Forms of the SEC Strategic Performance Management System (SPMS) for 1" and 2"" semesters of 2015.

1.1. Office of the Chairperson and Commissioners'

1.2. Office of the Commission Secretary
1.3. Office of the General Accountant
1.4. Office of the General Counsel
1.5. Company Registration and Monitoring Department
1.6. Corporate Governance and Finance Department
1.7. Economic Research and Training Department
1.8. ~nforcement and Investor Protection Department
1.9. Financial Management Department
1.10. Human Resource and Administrative Departn1ent
1.11. Information and Communicalions Technology Department
1.12. Markets and Securities Registration Department
1.13. Baguio Extension Office
1.14. Cagayan de Oro Extension Office
1.15. Cebu Extension Office
1.16. Davao Extension Office
1.17. Iloilo Extension Office
1.18. Legazpi Extension Office
1.19. Tarlac Extension Office
1.20. Zamboanga Extension Office

1 Under the SEC Strategic Performance Management System (SPMS), the Office of the Chairperson and Commissioners are not subject to OPCR Forms. Its rating as one delivery
unit shall be the average numerical rating of employees in the Office of the Chairperson and Commissioners in the Individual Performance Commitment and Review (IpeR}
Forms for rt and 2nd semesters of 2015.
Page 1 of 3
 SECURITIES AND EXCHANGE COMMISSION
GUIDELINES/MECHANICS IN RANKING OFFICES/DELIVERY UNITS AND INDIVIDUALS
FOR THE GRANT OF PERFORMANCE-BASED BONUS (PBB) FY 2015
(Based on AO 25 IATF Memorandum Circular No. 2015-1)

2. Depending on the eligibility of SEC as an attached agency, the Departments and Offices shall be forced rank according to the following categories.

2.1. Should the Inter-Agency Task Force on the Harmonization of Nationol Government Performance Monitoring, Information and Reporting System (AO 25
JATF) find that the SEC is compliant with the eligibility criteria' enumerated in Section 3.1 of AO 25 IATF Memorandum Circular No. 2015-1, the
Departments and Offices shall be forced rank according to the following categories:

Ranking Performance Category

Top 10% Best Department/Office
Next 25% Better Department/Office
Next 65% Good Department/Office

2.2. Should the AO 25 lATF find that the SEC achieved at least 90'1" of each of the FY 2015 targets in the 01' Planning Tool commitments and Ease of
Doing Business, in addition to the criteria and conditions in Section 3.1 of AO 25 IATF MC No. 2015-1, the Departments and Offices shall be forced
rank according to the following categories:

Ranking Performance Category

Top 15°/1 Best Department/Office
Next 300ft) Better Department/Office
Next 55% Good Department/Office

, The eligibilitycriteria applicable to SECare as follows: (al achieve at least 90% of the targets for the delivery of Major FinalOutputs (MFOslunder the FY2015 GAA,and the
targets for Support to Operations (STOIand General Administration and Support Services(GASS);(b) satisfy 100% of the good governance conditions set by the AD 25 IATF;and,
(c) use the SPMS in rating and ranking First and Second Level employees and officials, and Career Executive Service in rating and ranking Career Executive Service (eES) officials
and incumbents of CESpositions.

Page 2 of 3
 SECURITIES AND EXCHANGE COMMISSION
GUIDELINES/MECHANICS IN RANKING OFFICES/DELIVERY UNITS AND INDIVIDUALS
FOR THE GRANT OF PERFORMANCE-BASED BONUS (PBB) FY 2015
(Based on AO 251ATF Memorandum Circular No. 2015-1)

II. Ranking of Individuals

1. Employees and officials who meet the conditions provided in Section 6 (copy attached) of AO 25 IATF MC No. 2015-1 shall be eligible to the grant of
FY 2015 PBB.

2. Eligible officials and employees shall be categorized according to the following classes of position:

Class Position/Salary Grade

Level III Managerial/Career Service (SEC Salary Grades 31 to 26)3
Level II ProfessionaljTechnical (SEC Salary Grades 14 to 25)
Levell Clerical (SEC Salary Grades 6 to 13)

3. Depending on the performance category of their respective Department/Office, employees within each Level shall be forced rank as follows, based on
the average of their total numerical ratings in the Individual Performance Commitment and Review (lPCR) Forms of the SEC Strategic Performance
Management System (SPMS) for 1" and 2,d semesters of 2015:

Performance Catego Best Performer Better Performer I Good Performer

Best Department/Office 20% Next 35% Next 45%
Better De artmen t/Office lSrXJ Next 30% Next 55°h)
Good Department/Office Next 25% Next 65%

This Guidelines is subject to revision/amendment in accordance to succeeding issuance/s of the AO 25lATF and/or the Commission En Bane regarding the
grant of FY 2015 PBB.

pL ~ '-"--
GERARDO F. D~L ROSARIO TER€SiTAJ.HERBOSA
Officer-In-harge Chairperson
Human Resource and Ad inistranve Department
Date: Date

3 Including employees in SEC Salary Grade 25 who are incumbents of Career Executive Service (CES) positions.

Page 3 of 3
 on a pro-rata basis. The PBB of employees shall be pro-rated corresponding to the actual
length of service rendered, as folloW$:

The following are the valid reasons for an employee who may ncit meet the nine-month
6.0 ELIGIBILITY OF INDIVIDUALS
actual selVice requirement to be con$.idered for PBB on a pro-rata basis:
6.1 The eligibility of Department Secretaries, Heads of Other Executive Offices, Chairpersons a. Being a newly hired employee;
and Commissioners of Constitutional OffICeS, and non~-officio heads of GOCCs
coVered by DSM shall be based on the eligibility of the respective department/agency. b. Retirement;
Their.PBS rate shall be fixed.at P35,OOOfor FY 2015.

6.2
~ Resignation;
Non-ex officio Board Members of GOCCs covered by DBM may be eligible Subject to the
following conditions: d. Rehabilitation.leave;

a. 90% attendance tQ duly called board meetings and cOmmittee meetings as e. Maternity Leave andlor Patemity Leave;
certified by the Board Secretary;
Vacation or Sick Leave with or without pay;
b. Nine (9) months aggregate serviCe as Mem~rs of the Board; and

. c. o. ScholarshiplStudy Leave;
Submission of FY 20.15Corporate Operating Budget (COB) to DBM within the set
deadline. h. Sabbatical leave

6.3 The ellgibi1ilyof SUC Presidents will be based on CHED Memo Order No.4 s. 2015.
6.4 Employees belonging 10 the First and Second Levels should receive a rating of at least
.Satisfactory" based on tl'!e agency's CSC-approved Strategic Performance Management
"System (SPMS).
6.11 An employee who is on va~tion or $ick leave, with or with.out pay for the' entire year, is
not eligible 10the granl of the PBS.
6.12 Pomxmel' found guilty of administrative andlor Criminal cases filed against them and
meted penalty in FY 2015 shall not be entitled 10 the PBB. If the penalty meled out is

6.5. Third Level officials should receive a rating of at least 'Very Satisfaetofy" under. the
a
only reprimand, such penalty shall no~cause the di?Clua~rlC8lionto the PBB.

CESPES. CESPES covers aU.incumbents of CES positions in various agencies of the 6.13 0ffietaJs and employees Who failed to submit the 2014 SALN as prescribed in the rules
national governmenl Including GOCCs with original charters, for an uf]intemJpted,period ~ uncler esc Memorandum Circular No.3 (5.2015), shall not be entitled to the FY
01 al least three (3). months. Payment of the PSS to Third Level offICials shall be 2015 PBB.
CQ1ltingenton the release of results of the CESPES ..
6.14 .Officials find employees who failed to nquidate Cesh Advances received In FY
2015
6.6 Other officials perfOl"ming managerial and ~xecutive functions who are not presidential within the reglementary pe~ as required by the COA shall not be enlitled to the FY
appointees are covered by the agency's CSC-approved SPMS and should receive a 2015 PBB.
rating of at leas! 'Satisfactory".
6.15 Agency heads should ensure that oflidals and emp~yees covered by RA 6713 submitted
6.7 Personnel on detail to another govemment agency for six (6) months or more shall be
their 2014 SALN to the respective SAlN repository agencies as prescribed In the rules
included ,in the ranking of employees in the recipient agency that rated hislher
provided under CSC Memorandum Circular NO.3 (S.2015) and also liquidated FY 2015
performance. Payment of the PBS shall come from the mother agency.
Cash Advances, as this will be Ii basis for the release ofFY 2015 PBe to individuals.
6.8 Personnel who transferred from one government agency to another agency shall be rated
and ranked by the agency where he/she selVed the lOngest If equal.months were served
for each agency, helshe will be Included In the recipient ag~ncy.

6.9 An employee who has rendered a minimum of nine (g) monlhs of service during the fiscal
year and with a performance rating in accordance with items 6.4 and 6.5 hereof may be
eligible 10the full grant of the PBS.

6.10 An employee who rendered a minimum of three (3) months but Jess than nine (9) months
of service and with the required performance rating shall be eligible for the 9rant of PBB

II 6
5