Juclyde C.

Cababat
MM 214- Performance Management
Wednesday 6:00-9:00 pm

1. In my working environment, we used individual performance and commitment

rating to evaluate performance as per measurement in performance appraisal. IPCR
matrix is then been attached after the IPCR as per guidelines in rating the
performance of the employee. IPCR must also conform to the work and financial
plan of the unit, section, division and the office. Direct supervisor will be the one to
evaluate his/her subordinates and also reviewed by the office head. In addition, in
applying for promotion sets of certificates, educational attainment, work experiences
and eligibility are also required aside from the IPCR for performance appraisal.

2. It depends on the available systems and facilities of the office. Because if I don’t have
the time to roam and observe my subordinates and don’t have the right people in the
team, then it is so hard for me to determine whether they are performing well or not.
But if I CCTVs is available in strategic places of the office, then I may observe well
what they are doing through the help of my committed supervisors. But with
regards to the attaining the demands of the public, it is hard to attain it if I don’t have
supporting documents as per guidelines for the management because I don’t know
where to focus the man power to render the optimum services that could be given by
the office.