Appraising Employee Performance

Chapter 5. PERSONNEL POLICIES AND STANDARDS

Sec. 33. 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 organized effectiveness.

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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.

Appraising Employee Performance

RULE VIII - CAREER & PERSONNEL DEVELOPMENT

Sec. 5. The performance appraisal or evaluation system shall be integrated into the Integrated Human Resource Planning and Development System (IHRPDS) as a tool to enable employees to improve performance and assess their professional growth including determining the potentials and development needs of individual employees. Hence, if performance appraisal indicates development needs, the individuals concerned shall undergo training or other appropriate human resource development interventions designed to improve their performance and productivity.

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RULE IX PERFORMACE EVALUATION

Section 1. There shall be established performance evaluation system in every department or agency of the national and local government, including state universities and colleges and governmentowned and controlled corporations with original charters.

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Sec. 2. The performance Evaluation System or Systems shall be so designed and administered to: (a) Continuously foster improvement of employee performance and efficiency; (b) Enhance organizational effectiveness and productivity; (c) Provide an objective performance rating which shall serve as basis for incentives and rewards, promotion, training and development, personnel actions and administrative sanctions.

Appraising Employee Performance

Sec. 3. The following minimum requirements shall be observed in the development of the Performance Evaluation System: (a) 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.

Appraising Employee Performance

(b) It should provide mechanisms by which an employee shall be currently advised of his progress in accomplishing his assignments. (c) Supervisors should be given opportunity by the System to make comments and recommendations regarding employees strengths and weaknesses which may be instrumental in furthering his career, or identifying constraints that may impede his development.

Appraising Employee Performance

(d) 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. (e) The system shall provide sanctions against raters who use it to give undue advantage or disadvantages to people they rate.

Appraising Employee Performance

(f) The following adjectival ratings shall be adopted: Outstanding. It represents an extraordinary level of achievement and commitment in terms of quality and time, technical skills and knowledge, ingenuity, creativity and initiative. Employees at this performance level should have demonstrated exceptional job mastery in all major areas of responsibility.

Appraising Employee Performance

Very Satisfactory. An employee shall be given this rating when he exceeds the expected output/performance by at least twenty-five per cent (25%) but falls short of what is considered an outstanding performance.

Only employees with Outstanding and Very Satisfactory performance ratings shall be considered for promotion.

Appraising Employee Performance

Satisfactory. An employee shall be given this rating when he meets 100% of the standards or ordinary requirement of the duties of the position. Unsatisfactory. (51%-99% performance rating). Two (2) successive Unsatisfactory ratings shall be a ground for separation from the service.

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Poor. An employee shall be given this rating when he fails to 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 rating of Poor shall be a ground for separation from the service.

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(g) As much as possible, the Performance Evaluation System shall contain the following parts: 1. Objective 2. Basic Policies 3. Procedures/Mechanics of the System 4. Mechanics of the Rating

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Performance Evaluation Form

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Sec. 4. The highest ranking officer in charge of personnel management shall be responsible for the development and administration of the performance evaluation system. The Personnel Division of the department or agency shall be responsible for the safekeeping of all performance reports and records of its personnel. It shall periodically submit to the Head of Agency the consolidated results of its employee performance evaluation.

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Sec. 5. An employee who expresses dissatisfaction with the rating given him may appeal through the duly established Grievance Procedure of the Department or Agency within fifteen (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.

Appraising Employee Performance

References: The Civil Service Law and Rules (Book V of Executive Order 292 and Omnibus Rules)

National Competency-Based Teacher Standard (NCBTS) PAS Form B-2 Performance Appraisal System for Teachers