Performance

Management
System

Government
Service
 Civil Service Commission
“The Civil Service Commission, as the
central personnel agency of the Government,
shall establish a career service and adopt measures
to promote morale, efficiency, integrity,
responsiveness, progressiveness, and courtesy in
the civil service. It shall strengthen the merit and
rewards system, integrate all human resources
development programs for all levels and ranks,
and institutionalize a management climate
conducive to public accountability. It shall submit
to the President and the Congress an annual report
on its personnel programs.”

Article 8, Section 3, 1987 Constitution

 Powers and functions
 1. Administer and enforce the constitutional and
statutory provisions on the merit system for all
levels and ranks in the Civil Service;
 2. Prescribe, amend and enforce rules and
regulations for carrying into effect the provisions
of the Civil Service Law and other pertinent laws;
 3. Promulgate policies, standards and
guidelines for the Civil Service and adopt plans
and programs to promote economical, efficient
and effective personnel administration in the
government;

Section 12, Book V, E.O. 292

 Performance Evaluation System
 There shall be established a performance evaluation
system, which shall be administered in accordance with
rules and regulations and standards, promulgated by the
Commission for all officers and employees in the career
service. Such performance evaluation system shall be
administered in such manner as to continually foster the
improvement of individual employee efficiency and
organizational effectiveness.
 Each department or agency may, after consultation with
the Commission, establish and use one or more
performance evaluation plans appropriate to the
various groups of positions in the department or agency
concerned. No performance evaluation shall be given, or
used as a basis for personnel action, except under an
approved performance evaluation plan: Provided, That
each employee shall be informed periodically by his
supervisor of his performance evaluation.

Section 33, Book V, E.O. 292

 Performance Evaluation System
 Designed and administered to:
 Continuously foster improvement of
employee performance and efficiency;
 Enhance organizational effectiveness and
productivity;
 Provide an objective performance rating
which shall serve as basis for incentives and
rewards, promotion, training and
development, personnel actions and
administrative sanctions.

Section 2, Omnibus Civil Service Rules and Regulations

 Performance Evaluation System
 Minimum requirements in the development of
PES:
 It should provide for the identification of the
outputs as well as the job-related behaviors
of the position/functions and the
corresponding performance standards which
should be mutually agreed upon between the
supervisor and the subordinates.
 It should provide mechanisms by which an
employee shall be currently advised of his
progress in accomplishing his assignments.

Section 3, Omnibus Civil Service Rules and Regulations

 Performance Evaluation System
 Minimum requirements in the development of
PES:
 Supervisors should be given opportunity by the
System to make comments and
recommendations regarding employee’s
strengths and weaknesses which may be
instrumental in furthering his career or
identifying constraints that may impede his
development.
 The System shall provide sanctions against
raters who use it to give undue advantage or
disadvantage to people they rate.
Section 3, Omnibus Civil Service Rules and Regulations
 Performance Evaluation System
 Minimum requirements in the development of
PES:
 Performance evaluation shall be done every
six (6) months ending on June 30 and
December 31 of every year.
 However, if the organizational needs require
a shorter or longer period, the minimum
appraisal period shall be at least ninety (90)
days or three (3) months. No appraisal
period shall be longer than one (1) year.

Section 3, Omnibus Civil Service Rules and Regulations

 Performance Evaluation System
 Adjectival ratings:
 Outstanding –
 Exceeds target by at least 50%
 Extraordinary level of achievement and commitment in
terms of quality and time, technical skill and knowledge,
ingenuity, creativity and initiative.
 Demonstrated exceptional job mastery in all major areas of
responsibility.
 His achievement and contributions to the organization are
of marked excellence which even his peers recognize
through a forced comparison/distribution method
established by the agency concerned.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System
 Adjectival ratings:
 Very Satisfactory –
 Exceeds expected output/performance by at least 25%
 His achievement and contributions to the organization
are of marked excellence which even his peers recognize
through a forced comparison/distribution method
established by the agency concerned.

 Only employees with Outstanding and Very

Satisfactory performance ratings shall be
considered for promotion.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System
 Adjectival ratings:
 Satisfactory –
 Meets 100% of the standards or ordinary requirements of the
duties of the position.

 Unsatisfactory –
 When the performance is 51%-91% of the minimum
requirements but could stand improvement.
 It is expected that in the next rating period, the employee,
under close supervision, will either improve his performance
for which he shall be given at least a satisfactory rating, or if
not, he shall get another Unsatisfactory rating.
 Two (2) successive Unsatisfactory ratings shall be a ground
for separation from the service.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System
 Adjectival ratings:
 Poor –
 Failsto meet performance requirements or meets 50%
or below of the minimum requirements and there is
no evidence to show that he can improve his
performance.
 A Poor rating shall be a ground for separation from
the service.

Section 3, Omnibus Civil Service Rules and Regulations

Performance Evaluation System
 Grievance:
 An employee who expresses
dissatisfaction with the rating given him
may appeal through the duly established
Grievance Procedure of the Department
or Agency within 15 days after receipt of
his copy of his performance rating.
Failure to file an appeal within the
prescribed period shall be deemed a
waiver of such right.

Section 5, Omnibus Civil Service Rules and Regulations

 PERFORMANCE
MANAGEMENT SYSTEM-
OFFICE PERFORMANCE
EVALUATION SYSTEM
 A new strategy that will establish a culture of
performance and accountability in the
bureaucracy.
A new way of managing performance in the civil
service that serves as an evaluation strategy for
assessing office performance or the collective
performance of individuals within the smallest
operating unit of an organization.
 PMS-OPES Objectives
 To align individual performance goals with the
organization’s strategic goals/vision;
 To ensure organizational effectiveness by
cascading institutional accountabilities to the
various levels of the organization’s hierarchy;
 To have performance management linked to other
HR systems; and
 To link agency overall performance to the
Organizational Performance Indicator Framework,
to the Agency Strategic Plan, and to the Medium-
Term Philippine Development Plan
 PMS-OPES Features
 Focuses on outputs
 outputs - achievement of results or quantified
objectives**
 outcomes - the impact made on performance
 Uses a standard unit of measure (point system)
 each output is assigned a number of points
based on the length of time it takes one person
to produce an output.
 operational definition – the criteria or
standards the output must meet to earn points.
PMS CYCLE FRAMEWORK
 Atty. Vivian T. Dabu
HUMRES
Ateneo-Regis, AGSB Clark
ian8dabu@yahoo.com