PERFORMANCE

MANAGEMENT
PRIME HRM

GTKY
Please introduce yourself;
Name
Number of years in
service
Your usual job everyday

EXPECTATIONS
What do you expect to
happen in this workshop?
What do you expect about
the speaker?
What do you expect about
yourself and your colleagues?

GAME 1
THINK OUT OF THE
BOX

ASSESSMENT
What do you
understand about
your office?
What do you do
everyday?

VIDEO 1
PRIME HRM

S
egic

t
rat
Performance

Management
System

SC Memo Circular No. 6, s. 2012

GAME 2
Helium Hoop

Civil Service Commission Strategic Performance Management System

One day, Alice came to a

fork in the road and saw a
cat in a tree. Which road
do I take? She asked.
Where do you want to go?
was his response. I dont
know, Alice answered.
Then said the cat, it
doesnt matter.
Lewis Carol,
Alices Adventures in Wonderland

VIDEO 2
Appraisal

Basic Tenets of

Performance Management
Joint Circular No. 4, Philippine Congress
(2009)

Governing Principles of the Modified Compensation

and Position Classification System and Base Pay
Schedule of the Government
Integrating personnel and
Establish a
organizational performance (Item 1d)
Performanc
e-based
incentive
scheme

performance

reward

Exemplary
Civil
Servant

Well
Performing
Institutions

Basic Tenets of

Performance Management
AO No. 80
(July 2012)
The PBB shall be distributed accordin
following schemes for FY 2012

Directing the
adoption of a
PerformanceBased Incentive
System for
Performance
Category
Government
Best Bureau
Employees

Best
Performer

Better
Performer

Good
Performer

35,000

20,000

10,000

Better Bureau

25,000

13,500

7,000

Good Bureau

15,000

10,000

5,000

PMS

Guidelines in the
Establishment and
Implementation of
Agency Strategic
Performance
Management System
(SPMS)
CSC Resolution No. 1200481,
16 March 2012

CSC Memo Circular No. 6, s. 2012

StrategicPerformanceManagementSystem
PMS

What is

A set of processes for

establishing a SHARED
UNDERSTANDING of

PMS?
GOALS
What
will be
achieved

STRATEGIES PEOPLE
How it
will be
achieved

PROCESS
ES
Managin In a way
g people to ensure
that it will
be
achieved

StrategicPerformanceManagementSystem
PMS

Why focus on PERFORMANCE?

An organization succeeds/fails based on the
attainment of its GOALS
The most important determinant of success
lies in the PERFORMANCE of personnel
When people do not perform, an
organization fails:
Private No profit = Bankruptcy
Sector
Govt

No service = No effect

StrategicPerformanceManagementSystem
PMS
Performance
EVALUATION

Performance
Performance
MANAGEMEN
MANAGEMEN
TT

StrategicPerformanceManagementSystem
PMS
Paradigm Shift
AREA
From
To
Perspective Evaluation
Management
Focus
Activities/Inputs
Outputs/Outcome
s
Indicators
Performance
Success
indicators
indicators (Ex., no. (Ex., response time)
of business permits
issued)
Focus on

Performanc
e alignment individual
Role of
supervisor

Align individual to
office/organization

(Competition)

(Teamwork/
Collaboration)

Evaluator

Coach/Mentor

StrategicPerformanceManagementSystem
PMS

SPMSIndividual

Agency
Vision
Mission
Strategic Goals

Performance

StrategicPerformanceManagementSystem
PMS

An Overview of the SPMS Cycle

StrategicPerformanceManagementSystem
PMS

Know and Understand Your

Agencys
Major
Final
Outputs

The SPMS links staff performance with

organizational performance. As such, it is
important to understand your organizations
mandate and strategic priorities.

PMS

MAJOR FINAL
OUTPUTS
(MFOs)

Outputs/
Outcome
s-Based
Major Final Outputs refer to the goods
Major Final Outputs refer to the goods
and services that your agency is
and services that your agency is
mandated to deliver to external clients
mandated to deliver to external clients
through the implementation of programs,
through the implementation of programs,
projects, and activities (PAPs).
projects, and activities (PAPs).

StrategicPerformanceManagementSystem
PMS

StrategicPerformanceManagementSystem
PMS

4
You can

Identify the Success Indicators of

Each Major Final Output

determine the success indicators by

referring to the following documents:
Citizens Charter
RA 6713(Code of Ethics and Ethical Standards)
OPES Reference Table
Accomplishment Reports (for historical data)
Benchmarking Reports
Stakeholders Feedback Reports

S
SUCCESS

PMS SUCCESS INDICATORS

Quantifiable measurements
Agreed to beforehand
That reflect the critical success
INDICATOR
factors of an organization
S
Differ depending on the

organization
Equal to Targets + Measures
Must be SMART Specific,
Measurable, Attainable, Realistic,
Time-Bound

SS

PMS
ample Success Indicators of the CSC

PMS SUCCESS INDICATORS

SAMPLES

MFO

Measures

Targets

Business
permits
issued

Response time

Within 1 hour

Regulatory
Services
for Health
Products

Efficiency

Success
Indicators
Business permits
issued within 1
hours from receipt
Goal
intended
of complete
to requirements
be attained

Reduction
in to aReduce
Always
tied
goal orprices
an of
prices of
essential drugs by
objective
essential drugs

50%

Can be represented by single

dimensional units like hours,
meters, number of reports,
number of errors, etc.

PMS The CASCADING Approach

INITIATION
Strategy
Map and
Enterprise
Scorecard
CASCADING
Department
Performance
and
Commitment
Review (DPCR)
CASCADING
Individual
Performance
and
Commitment
Review (IPCR)

PMS

EFFECTIVENESS/QUALIT
Y
EFFICIENCY
TIMELINESS

PMS PERFORMANCE MEASURES

EFFECTIVENESS / QUALITY
The extent to
which actual
performance
compares with
targeted
performance

Degree to which
objectives are
achieved
Extent to which
targeted
problems are
solved

Relates to
getting the
right things
done

PMS PERFORMANCE MEASURES

Extent to which time or
resources is used for the
intended task or purpose

EFFICIENCY

Measures whether targets are

accomplished with minimum
amount or quantity of waste,
expenses or unnecessary effort

PMS PERFORMANCE MEASURES

TIMELINESS
Done on
time

Based on
requirements
of law and/or
clients/
stakeholders

a. Project completion
deadlines;
b. Time management
skills; and
c. Other time sensitive
expectations

StrategicPerformanceManagementSystem
PMS

On each dimension of quality, efficiency,

and timeliness, rate performance using a
numerical scale ranging from 1to 5with
1 as the lowest and 5 as the highest.

MATRIX
MFO

GRADE
5

3
All targets
are set at
3

Ex.

Civil Service Commission Strategic Performance Management System

StrategicPerformanceManagementSystem
PMS

StrategicPerformanceManagementSystem
PMS

StrategicPerformanceManagementSystem
PMS

StrategicPerformanceManagementSystem
PMS

StrategicPerformanceManagementSystem
PMS

mple
PMS Rating of Accomplishments

mple
PMS Rating of Accomplishments

PMS USES of PERFORMANCE RATINGS

PERFORMANCE-BASED
SECURITY OF TENURE
Those who obtain
UNSATISFACTORY rating shall be
advised in writing and be provided
appropriate developmental
intervention

Continued to perform
unsatisfactorily or poorly shall be
ground for dropping from the rolls

PMS USES of PERFORMANCE RATINGS

GRANT OF REWARDS AND

INCENTIVES
OUTSTANDING ratings shall be
evaluated by the PMT and the
employee may be recommended for
performance-based awards

Grant of performance-based
incentives shall be based on the
final ratings

StrategicPerformanceManagementSystem
PMS

SANCTIONS

PMS SANCTIONS

Promotion
Training

OPCR
to
the
PMT
Non Scholarship
IPCR to the HRM
grants
Submissio
Performance
Within the specified
dates
enhanceme
n of
Employee concerned shall
be
nt bonus
disqualified for performance-based
personnel actions if the failure is due
to employees fault
VIOLATION OF OFFICE RULES AND
REGULATIONS/SIMPLE NEGLECT OF
DUTY for supervisors and employees
for delay or non-submission of
OPCR/IPCR

PMS SANCTIONS

Heads of NEGLECT OF DUTY

Failure to comply with the required
Office
notices to subordinates for
Unsatisfactory or Poor
performance
NON-SUBMISSION
OF SPMS TO
CSC
Any and all promotional
appointments shall be
disapproved

PMS

Do not follow where the

path may lead. Go instead
where there is no path
and leave a trail.
- Ralph Waldo Emerson

WORKSHOP
MFO

MFO

Measure
(T,Q,E)

Target

Civil Service Commission Strategic Performance Management System

Success
Indicator

StrategicPerformanceManagementSystem
PMS

Thank you!
Q&A