Strategic

Performance
Management
System
Ria Shiela A. de Leon
SPMS Concept
• Focused on linking individual
performance to the organizational
vision, mission and strategic priorities.

• A mechanism which ensures that each

employee contributes to the
attainment of the organization’s
objectives.
Key Players & Responsibilities
SPMS Performance Chief of Office/ Employee
Champion Management Department
Team (PMT)
The SPMS
Process
SPMS Cycle
Performance 01 02 Performance
Planning & Monitoring &
Commitment Coaching

Performance 04 03 Performance
Rewarding & Review &
Development Evaluation
Planning
SPMS Cycle
Stage 1: Performance Planning and
Commitment

Success Indicators Performance measures

performance level includes the following
yardsticks consisting of dimensions
performance measure ▪ Quality or Effectiveness
and the performance ▪ Efficiency and
targets ▪ Timeliness
SPMS Cycle
Stage 1: Performance Planning and
Commitment
SUCCESS INDICATORS must be….
SMART!
Specific
Measurable
Attainable
Realistic
Time-Bound
SPMS Cycle
Stage 2: Performance Monitoring and
Coaching

The essence of the SPMS is in

the frequency of monitoring,
providing feedback, planning
and re-planning both in terms of
targets and budget allocation.
SPMS Cycle
Stage 3: Performance Review and
Evaluation
Office Performance Assessment
 Planning Office shall review initial office
performance assessment
 Results of the assessment shall be submitted
to the PMT for calibration and
recommendation to the Agency Head.
SPMS Cycle
Stage 3: Performance Review and
Evaluation
Office Performance Assessment
 The Agency Head shall determine
the final rating of the
offices/departments/units.
SPMS Cycle
Stage 3: Performance Review and
Evaluation
Performance Assessment for Individual
Employees
 The rater shall indicate comments,
observations and recommendations in the
IPCRF which shall be used for human resource
development purposes.
SPMS Cycle
Stage 4: Performance Rewarding and
Development Planning
Individual Employee’s Evaluation
 Result of the assessment shall be discussed
between head of office and individual
employee at the end of each rating period.
 Focus on the strengths, competency-related
performance gaps and the opportunities to
address these gaps.
SPMS Cycle
Stage 4: Performance Rewarding and
Development Planning
Individual Employee’s Evaluation
 A Professional Development Plan is
used to improve performance of
employees with Unsatisfactory and
Poor performance ratings must be
outlined, including timelines, and
monitored to measure progress.
SPMS Cycle
Stage 4: Performance Rewarding and
Development Planning
Performance Evaluation/ Assessment
Results
Heads of Offices/ Department in identifying
and providing the kinds of interventions
needed, based on the developmental need
identified.
SPMS Cycle
Stage 4: Performance Rewarding and
Development Planning
Performance Evaluation/ Assessment
Results
Human Resource Management Office in
consolidating and coordinating
developmental interventions that will form
part of the HR Plan and the basis of
rewards and incentives;
SANCTIONS
Non-submission of OPCR and IPCR:

▪ Employee’s disqualification for

performance-based personnel actions.
▪ Administrative sanction for violation of
reasonable office rules and regulations
and simple neglect of duty for individual
responsible for the delay of submission.
SANCTIONS
Non-submission of OPCR and IPCR:

▪ Failure on the part of the head of office

to comply with required notices to
subordinate for unsatisfactory/poor
performance shall be ground for an
administrative offense for neglect of
duty.
APPEALS
Office performance assessment as
discussed in the performance review
conference shall be final and not
appealable.
APPEALS
lndividual employees who feel aggrieved or
dissatisfied with their final performance
ratings can file an appeal with the PMT within
ten (10) days from the date of receipt of their
final performance evaluation rating from the
Office/ Department Head.
APPEALS
▪ An office/ department/ division/ unit or
individual employee shall not be allowed to
protest the performance ratings of other
office/ department/ division/ unit or co-
employees.

▪ The PMT shall decide on the appeals within

one (1) month from receipt.
 Thanks!
Ria Shiela A. De Leon
riaavenido@gmail.com
09463325172

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REFERENCE:
Civil Service Commission
Memorandum Circular No. 6, s.
2012, ”Guidelines in the
Establishment and
Implementation of Agency
Strategic Performance
Management System (SPMS)”