Table 4.

6
Proposed Input to Policy Development
Areas of Findings Inputs Objectives Persons Involved Expected
Concern Outcomes
The Batangas City  The setting of performance goals/objectives To guarantee that Department/Unit Batangas City
Government’s PMT and performance measures. performance Heads Government
Planning and cannot guarantee that  Departmental strategic planning which targets and employees will
Commitment the performance involves discussion of monthly performance measures are Human Resource be reminded of
targets, measures, and targets. aligned with the Management and the objectivity of
budgets are aligned  Consultation with department heads on organization and to Development Office the Strategic
with those of the securing direct evaluation of individual be able to Performance
organization and work employees and offices involved. rationalize work Performance Management
distribution of Offices  Open discussions of managing financial distribution among Management Team System
is inefficient. resources. offices
The Batangas City  Establish a system that supports monitoring To emphasize and Department/Unit
Government’s Heads and evaluation. strengthen the role Heads will be
Monitoring or supervisors  Mentoring thru feedback of Heads or Department/Unit reminded of
and Coaching emphasize the  Checking of monitoring reports Supervisors in Heads their role in
strategic role of being coaching and coaching and
an evaluator rather mentoring evaluating
than a mentor. processes employee’s
performance
Critical factors  Discussions of actual and individual To secure fairness Department/Unit Batangas City
affecting the delivery of performance rating scale vis-à-vis desired with the results of Heads Government
work output are not performance during a departmental meeting. performance employees will
Review and reflected and  Cascading performance Feedback and evaluation and to be familiar with
Evaluation computed while; the problems during a monthly meeting. be objective in Performance the evaluation
PMT does not serve as  The Performance Management Team shall addressing Management Team scores as part
the appeals body on be objective on the appeals of the performance of the
performance concerns. employees and will secure confidentiality concerns assessment of
and fairness. strengths and
weaknesses in
the workplace

Rewarding
Employees are not
ranked within clusters
 Provision of task scheduling rubrics in aid of
To classify work
distribution and
Batangas
Government
City
Performance Bulletin Board with Performance employees will
and and Uncategorized accountability Department/Unit
Indicators as with corresponding points for self- be informed with
Development based on the monitoring of employees, and with a among employees Heads
Planning complexity of work and the lists of top
percentage of the total working hours available performers with
accountability. for each office personnel and then multiplying it quality of work
by the total number of personnel in that office.