Professional Documents
Culture Documents
Strategic Performance Management System (SPMS) : Civil Service Commission
Strategic Performance Management System (SPMS) : Civil Service Commission
MANAGEMENT SYSTEM
(spms)
May 2012
Civil Service Commission – Strategic Performance Management System
As the central personnel agency,
it is the responsibility
of the CSC to establish a
culture of performance
and
accountability
in the bureaucracy.
Evaluation
• Item 1 (d)
– “a performance-based incentive scheme
which integrates personnel and
organizational performance shall be
established to reward exemplary civil
servants and well performing institutions”
Exemplary
Civil
Servant
Ensuring
personnel
performanc
e
Linked with
organizational
performance
Enhancing performance
orientation of the
compensation system
Civil Service Commission – Strategic Performance Management System
CSC Vision, Strategic
CSC Vision, Strategic Objectives
Objectives
Vision: Asia’s Leading Center for HR
and OD by 2030
Second Level-
Executive/ Managerial
Second Level-
Professional/Technical
First Level
1
Concretize the linkage of organization performance with the
Philippine Development Plan,
Agency Strategic Plan and the
Organizational Performance Indicator Framework
2
Ensure organizational effectiveness and
improvement of individual employee
efficiency by cascading institutional
accountabilities to the various levels
of the organization
3
Link performance management
with other Human Resource
Systems and ensure adherence to the
principle of performance-based
tenure and incentive system
Civil Service Commission – Strategic Performance Management System
Minimum Requirements
3. Four-Stage
4. Rating Period
PMS Cycle
Performance Goals
Civil Service Commission – Strategic Performance Management System
2
Elements
Outputs/
Outcomes-based
3
Team approach
4
User-friendly
Forms
5
Information
System
6
Communication
Plan
Performance Rewarding
Performance Planning
and Commitment
d Development Planning
Performance
Performance Review Monito
and Coaching
and Evaluation
Civil Service Commission – Strategic Performance Management System
PMS Cycle
Performance Planning and Commitment
• Historical data
• Benchmarking
• Client demand
• OPES Reference Table
• Top Management instruction
• Future Trend
Civil Service Commission – Strategic Performance Management System
Performance measures …
• Responsibility centers
The PMT shall decide on the appeals within one (1) month from receipt.
Officials or employees who are separated from the service on the basis
of Unsatisfactory or Poor performance rating can appeal their separati
to the CSC or its Regional Office within fifteen (15) days from receipt o
the order or notice of separation.
Performance assessment
SPMS Refinement Session
Civil Service Commission – Strategic Performance Management System
Aspects PMS-OPES SPMS
Objectives
Cycle
Key Players MDT PMT
Calibration Team
Basic Elements Measures the collective performance Goal aligned to agency mandate and
/Features of an office organizational priorities
Focuses on activities/ inputs Outputs/outcomes based
Uses a standard unit of measure Team-approach to performance
(point system) management
Allows comparison of performance User-friendly forms
across offices or function Information system that supports
Applies to smallest output producing monitoring and evaluation
units Communication plan
Orientation conducted
to 25% of agencies by
EO June 2012
Workshop no. 1 30
1. Refer to the following documents:
– Agency Vision/ Mission Statement
– Agency Road Map
Vision,
Mission and
Strategic Plan
Presentation
of
Workshop Outputs
Presentation
of
Workshop Outputs
Woodrow Wilson