PROVINCIAL GOVERNMENT OF CAVITE

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

PERFORMANCE CALIBRATION MANUAL

 SUMMARY FORM
PROVINCIAL GOVERNMENT OF CAVITE

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

PERFORMANCE REVIEW
SUMMARY OF CALIBRATION-IPCR ACCOMPLISHMENT
For the period of: JULY TO DECEMBER 2021

Office: __PROVINCIAL HEALTH OFFICE ( GEAMH )_________________________________

Department Head: _NONIE JOHN L. DALISAY MD.,FPOGS, MBA__________________________________

CORE COMPETENCIES
FINAL RATINGS
LIST OF EMPLOYEES Managing
Exemplifying Service Delivery
Level / Performance
Integrity Excellence RANK REMARKS
SG IPCR RATINGS
(15%) (15%)
(70%)
Num. Adj.
Rating % Rating % Rating %
2nd Level Supervisory

1. REGINA B. SALAZAR 20

2.

2nd Level Non-Supervisory

1.

1st Level and Casual and Co-Term

1. EMELINA R. SALVADOR 17

2. ELNORA H. DE GUIA 17
 3. CHARVY G. DATOR 17

4.MA.GEM LYNN B.SARMIENTO 17

5. REMEDIOS M. GERPACIO 4

6. RACHELLE C. LUBAG 4

REGINA B. SALAZAR, DMD, MBA ROMULO U. LUA JR.,MD, FPOGS,MBA

PREPARED BY: APPROVED BY:
Head- Dental Department DATE Chief Of Clinics

INSTRUCTIONS:

Who will calibrate? : Calibration for First Level and Second Level Non Sup shall be performed by their respective Division Chief/Department Head.
Second Level Supervisory or Division Chief shall be performed by their respective Department Head

Column 1: Alpha of List of Employees by Level

Column 2: Level of Positions – Salary Grade – (Elected Officials, Consultants, Job Orders not included)
FL - First Level – Rank and File from SG 1-10 SLNS - Second Level – Non Supervisory – SG 11-14
SLS - Second Level Supervisory including Managers (Department Head) – SG 15 and above
C/CT - Casuals and Co-Term equivalent their level of positions

CORE COMPETENCIES

Column 3: Managing Performance - The ability to take responsibility for one's own or one's employees' performance, by setting clear goals and
expectations, tracking progress against the goals, ensuring feedback, and addressing performance problems and issues promptly.

 Prepares IPCR and IDP aligned with the Strategic Objectives of the Organization with specific goals and a timeline for their accomplishment.
 Sets specific, measurable goals that are realistic but challenging, with dates for accomplishment.
 Enlists supervisor’s support in obtaining the information, resources, and training needed to accomplish work effectively.
 Promptly notifies any problems that affect ability to accomplish planned goals.
 Seeks performance feedback from others with whom they interacts on the job.
 Takes significant action to develop skills needed for effectiveness in current or future job.
Column 4: Exemplifying Integrity–Adheres to the Eight (8) Norms of Conduct for Government Officials and Employees: Public Service is a Public Trust (RA
6713)-The ability to look beyond selfish or personal interest and promote the welfare of the people at large. The willingness to do what is right, even when no
one is looking.
> Commitment to Public Interest > Responsiveness to the Public
> Professionalism > Nationalism and Patriotism
> Justness and Sincerity > Commitment to Democracy
> Political Neutrality > Simple Living

Column 5: Service Delivery Excellence - The ability to demonstrate and exceed client’s expectations and paying attention to detail. It is simply serving
people promptly, efficiently and adequately.

 Making the clients comfortable by providing them administrative ease and convenience.
 Quickly and effectively attend to client concerns.
 Awareness to clients (internal or external) needs and how satisfied they are with what they are getting.
 Willing to work with clients to meet their needs.
 Finds ways to measure and track clients satisfaction.
 Presents a cheerful, positive manner with clients.

SUMMARY FORM – A1
PROVINCIAL GOVERNMENT OF CAVITE

INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

PERFORMANCE REVIEW - CORE COMPETENCIES EVALUATION
FIRST LEVEL AND SECOND LEVEL NON-SUPERVISORY
For the period of: JULY TO DECEMBER 2021

UNIT/DIVISION: DENTAL DEPARTMENT

OFFICE: PROVINCIAL HEALTH OFFICE ( GEAMH )
Unit/Division Head: REGINA B. SALAZAR,DMD, MBA

Department Head: NONIE JOHN L. DALISAY,MD.,FPOGS,MBA Date:

LIST OF EMPLOYEES
CORE COMPETENCIES REMARKS
Exemplifying Integrity Service Delivery Excellence
 CLIENT RELATIONS
INTER PERSONAL

COMMUNICATION
INNITIATIVE

SENSITIVITY
BEHAVIOR

FEEDBACK
ATTITUDE

GENDER
ETHICAL

VERBAL
SG Ave. Ave.

SKILLS
Level Rating Rating

2nd Level Non-Supervisory

1. REGINA B. SALAZAR 20
2.
1st Level and Casual and Co-Term
1. EMELINA R. SALVADOR 17
2. ELNORA H. DE GUIA 17
3. CHARVY G. DATOR 17
4. MA. GEM LYNN B. SARMIENTO 17
5. REMEDIOS M. GERPACIO 4
6. RACHELLE C. LUBAG 4

CALIBRATED BY: REGINA B. SALAZAR, DMD.,MBA APPROVED BY: ROMULO U. LUA,JR.MD.,FPOGS,MBA

Head- Dental Department DATE Chief of Clinics

CORE COMPETENCIES

FIRST LEVEL AND SECOND LEVEL NON-SUPERVISORY - EXEMPLIFYING INTEGRITY (15%)

The ability to look beyond selfish or personal interest and promote the welfare of the community at large. The willingness to do what
is right, even when no one is looking.
UNSATISFACTORY
OUTSTANDING- VERY SATISFACTORY SATISFACTORY POOR
CKSA FAILS TO MEET
Exceptional EXCEEDS EXPECTATIONS MEETS EXPECTATIONS BELOW EXPECTATIONS
ATTRIBUTES EXPECTATIONS
(5) (4) (3) (1)
(2)
A. Attitude and Flexibility to  Has a can-do attitude, plus a  Has had a positive impact  Has a can-do attitude,  Talks about having a can-  Has a “can’t-do” attitude
Work will-do attitude on the attitudes and but falls short with his do attitude, but the  Is more likely to undo a
 Quick to volunteer even for performance of his fellow performance behavior rarely reflects it project than do it
tough tasks employees  Is always willing to  Is enthusiastic to WORK  Refuse to learn or follow
 Inspire others to exhibit  Doesn’t blame problems on accept extra whenever it’s convenient new procedures
positive work attitude others assignments  Resist changes  Uses time at work to
 Enthusiastic and energetic  Deals positively with  Is always ready to jump  Become agitated when advance his personal
 Always upbeat and setbacks in and get the job done asked to work outside the agenda
 optimistic
 Always complies when
asked to work unusual hours
 Drops current work to
promptly address
emergencies
B. Ethical Behavior in  Shows high standard of
Public Service ethics in public service and
accountability
 Discharges their duties with
utmost responsibility,
integrity, competence, and
loyalty
 Upholds public interest over
and above personal interest
 Leads modest lives
C. Initiative/Fostering  Always seeking ways to
Innovation show initiative
 Knows when and how to
take action
 Develop new work
processes to improve
system coordination
 Work an extra miles to
eliminate recurring problems
and issues.
 Always pleasant to be
around
 Accommodate shifting
priorities when others staff
are unavailable
 Willingly assumes other’s
tasks in case of absences
 Role model for the staff on
ethical issues
 Knows and follows
applicable laws
 Does the right thing even if it
is difficult
 Conscientious in potential
conflicts of interest situations
 Takes initiative frequently
and appropriately
 Often display foresights in
heading off problems
before they occur
 Does not shy away from
taking risks
 Is above the norm in
showing initiative
 Actively seeks the more daily routine  Pessimistic, not
challenging tasks  Frequently will not change cooperative and
 Rarely if ever says “I mind, despite new frequently criticizes
can’t” evidence others
 Adjust to changes in
procedure fairly well
 Will not exploit  Sometimes sees ethics as  Does not behave
loopholes in laws for an inconvenience ethically
benefit  Known to stretch the law  Consistently makes poor
 Understand and follows for gain ethical decisions
ethical guidelines  Behaves unethically in
 Is noted for honesty and dealing with clients
fairness
 Takes initiative when  Does only what is asked  Displays no initiative
appropriate  Rarely takes action unless  Does not take initiative to
 Comfortable making specifically told to resolve issues
decisions to solve  Slow to act  Shows initiative at a level
clients problems  Not yet confident enough far below what the job
 Will take appropriate to make decisions requires
action without seeking  Rarely shows initiative.  Needs to be told
permission first everything step-by-step
 Will take risk to in precise detail
accommodate clients  Works only when given a
 Can take initiative when warning
called for
 Redesign work flow to
prevent recurring
problems
D. Interpersonal  Gets along very well with
Effectiveness everyone
 Consistently friendly, helpful
and reasonable
 Effectively interact and
relates well to everyone
 Genuinely interested in
what others have to say
 Often received unsolicited
positive feedback from
others
 Works well with others in
all aspects of job
 Correct others tactfully and
professionally
 Assertive but sensitive to
others
 Often to improving
interpersonal skills
 Seeks first to understand
 Has a good sense of  Quick to lose patience with
humor that’s always others
appropriate  Sometimes tell
 Gets along OK in most inappropriate jokes
situations  Doesn’t use skills in
 Communicates well with emotional charged
others situations
 A little awkward in some  Body language and works
difficult interpersonal don’t always much
situations  Some believe tone is
arrogant
 Often makes insensitive
criticism of others
 Talk behind people’s
back
 Received justified
complaints from
coworkers
 Has not paid attention to
coaching
 Consistently passive-
aggressive
 Tries to look good by
attacking other

FIRST LEVEL AND SECOND LEVEL NON-SUPERVISORY - SERVICE DELIVERY EXCELLENCE (15%)
The ability to demonstrate and exceed client’s expectations and paying attention to detail. It is simply serving people promptly, efficiently and adequately.
UNSATISFACTORY
OUTSTANDING- VERY SATISFACTORY SATISFACTORY POOR
CKSA FAILS TO MEET
Exceptional EXCEEDS EXPECTATIONS MEETS EXPECTATIONS BELOW EXPECTATIONS
ATTRIBUTES EXPECTATIONS
(5) (4) (3) (1)
(2)
E. Client Relations  Relate to customer  Graceful and tactful under  Courteous and  Gets annoyed by clients  Frequently impolite
exceedingly well pressure from clients knowledgeable with a lot of questions  Very weak client relations
 Always makes customers  Client relation a strength  Usually, competent, and  Sometimes get sarcastic skills
feel special  Always patient, competent, professional in dealing  Presents a sloppy and  Condescends to clients
 Resourceful in finding and professional in dealing with clients uncaring image  Ignores clients
solutions to clients’ with clients  Handles clients relations  Client relations skills need  Voice tone often
problems  Solves client problems with responsibility well improvement aggressive or flat when
 Excels at and helps other speed and accuracy  Manages all challenging  Occasionally lost temper talking to clients
employees deal with  Received commendations client situations with clients  Received several
frustrating clients from clients  Received occasional complaints from clients
 Has not have a single client complaints from clients
complaint registered
F. Gender Sensitivity  Generates respect for
clients regardless of sex,
status, race, religion,
political affiliation, etc.
 Free from hypocrisy or
deceit
G. Feedback and  In-depth knowledge of the
Service/Work work and services provided
Knowledge  Can explain service benefits
to clients in ways that
always address their
problems
 Initiates changes based on
feedbacks
 Often asks for feedback,
listens and implements
when possible
H. Communication Skills -  Superior skills on verbal
Verbal communication
 Speaks persuasively and
convincingly with clients
 Interacts with clients
thoughtfully
 Has the knack of making
client feel special and heard
 Articulate spokesperson
 High esteem for clients
regardless of sex, status,
race, religion, political
affiliation, etc
 Displays sincerity in
dealing with all types of
clients
 Knowledgeable of the work
and services provided
 Makes suggestions to
improve work performance
and service delivery
 Accept all negative
feedback positively
 Translate criticism into
positive changes
 Uses feedback to reinforce
behavioral change
 Is convincing and confident
when speaking
 Speaks articulately and
concisely
 Answers questions directly
 Solves clients’ problem
faster due to ability to give
clear explanation
 Frequently seeks feedback
 Shows respect for  Gets irritated with other  Selective in choosing
clients regardless of types of clients clients to be served
sex, status, race,  Always makes pretense  Applies a double
religion, political that everything is fine standard in dealing with
affiliation, etc men/women/
 Is just and fair with all
types of clients
 Familiar with the work  Superficial knowledge of  Lacks critical work and
and services provided the work and the services service knowledge
 Usually is receptive to provided  Present incorrect service
and appreciative of  Often needs help in information to clients
feedback explaining service benefits  Consistently receives
 Works to learn from to clients feedback defensively and
feedback received  Often silent and disagrees argumentatively
 Can turn most criticism with constructive criticism  Consistently avoids
into appropriate action rather than accepting providing necessary
 On occasion has ignored feedback
feedback and caused  Consistently takes
negative results feedback with negativity
and disagreement
 Uses collateral materials  Speaks in monotone  Does not build rapport
effectively  Is not confident when when speaking with
 Can explain to client presenting the services to clients
complicated procedures client  Does not know how to
well  Uncomfortable responding ask questions leading to
 Rarely fumbles for an to questions misunderstanding
answer  Poor enunciation and  Uses unacceptable
 Seems comfortable mumbling causes clients languages and/or jokes
when presenting the to be frustrated when talking with clients
services to client  Unprofessional
 Articulate and well demeanor in group
organized speaker