Human Resource and Development Office

Report
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
REQUIRED
FORM
:
PERFORMANCE TARGETS &
PERFORMANCE RATINGS
IN-CHARGE
:
MONITORING &
EVALUATION SECTION,
HRPRD
POLICIES/
RULES/LAWS
:
CSC and University Rules
PROCESS FLOW
:
PR&PT PROCESS
REFERENCE/S
:
CSC Resolution No. 991792 and
CSC MC 13, s.1999 & UP-PES
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
 UP-PES was approved by the CSC as
per Resolution No. 991792 and MC
13, s.1999 ;
 An instrument that measures the
performance of each employee
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
1. To continuously foster improvement of
employee performance and efficiency;
2. To enhance organizational effectiveness
and productivity;
3. To serve as basis for incentive and
rewards, promotion, training and
development, and other personnel
activities.
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
1. Applies to all administrative personnel
of the University (regular and nonregular) holding 1st level and 2nd level
positions.
2. Also applies to REPS (Research
Extension and Professional Staff)
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
1. Performance Target (PT)
2. Performance Rating
(PR)
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
1. Part I (PES Form 1A)– Rating on Task
Performance (Admin-70%; REPS -80%);
2. Part II (PES From IB) – Rating on Critical
Factors (Admin–30%; REPS – 20%)
3. Intervening Tasks (ITs) – activities/tasks
assigned in addition to the regular
functions of the employee after target
shall have been set
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
4. Measures of Performance – is a
measures of individual performance
against a 4-point rating scale.
5. How to compute the Rating
• Part I – Average Scoring
• Part II – use the basis of performance
indicators for critical factors.
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
1. ADMINISTATIVE
1.1 PES FORM 1
1.2 PES FORM 2
2. REPS
2.1 PES FORM 1
2.1 PES FORM 2
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
Intervening Tasks (ITs)
computation
IT rating = total no. of hrs.
rendered/176 x 0.5 or 50%
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
Intervening Tasks (REPS)
• With the presence of intervening tasks, evaluate the performance of the
REPS by using the following 5-point rating (Part III):





4
3
2
1
- Outstanding
- Very Satisfactory
- Satisfactory
None
- Unsatisfactory
+ 0.5
+ 0.4
+ 0.3
0
- 0.1
• A 0.5 maximum score is given for intervening tasks so that it could not
be used to cover for unsatisfactory performance of regular tasks. A
negative score (-0.1) is given for unsatisfactory performance of
intervening tasks so these will not be taken for granted.
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
PERFORMANCE INDICATORS
QUANTITY
4
–
3
–
2
–
1
–
OUTSTANDING-consistently meets
requirements before the deadline
VERY SATISFACTORY -frequently
meets requirements before the
deadline
SATISFACTORY- meets requirements
and task completed on the deadline
UNSATISFACTORY- Frequently
performs below requirements;
task completed but after the deadline
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
PERFORMANCE INDICATORS
QUALITY
4
–
3
–
2
–
1
–
(OUTSTANDING) Work is accurate and
exceptional
(VERY SATISFACTORY) Work is accurate
and highly acceptable
(SATISFACTORY) Does fairly good work;
has few errors; normally acceptable
(UNSATISFACTORY) Work is not
acceptable; commits frequent mistakes
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
OVERALL Performance Rating ®
(PES for ADMIN)
Numerical ®
3.81 – 4.00
3.21 – 3.80
2.21 – 3.20
1.00 – 2.20
Adjectival ®
Outstanding
Very Satisfactory
Satisfactory
Unsatisfactory
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
OVERALL Performance Rating ®
(PES for REPS)
Numerical
3.5 – 4.00
3.0 – below 3.5
2.5 – below 3.0
Below 2.5
Adjectival
Outstanding
Very Satisfactory
Satisfactory
Unsatisfactory
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
1. Identify tasks/activities that an individual
should accomplish for six (6) months
2. Set Performance Targets (PTs) using the
prescribed PES form;
3. Supervisor shall discuss PTs and
standards with the ratee;
4. Rater and ratee shall sign the PES form;
5. Submit fully accomplished forms to
HRDO
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
Rating Period
Submission of
Performance
Target
Submission of
Performance
Rating
January to June
On or before
January 15
Not later than
July 31
July to
December
On or before
July 15
Not later than
January 31 of
the following
year
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
Only if modification is based on the following
conditions:
• Changes brought about by new mandates
and programs of the agency in general and
the organizational unit in particular
• Special assignments that would replace or
modify the original targets
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
• Discuss changes with the ratee;
• Supervisor shall immediately
notify the HRDO of any
modifications to serve as guide in
the review of ratings of affected
employees
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
• Officials and employees who shall be on official
travel, approved leave of absence, training or
scholarship programs who have already met the
required minimum rating period of 90days are
required to submit their PTs and accomplished
PEFs before they leave the office;
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
• For purposes of performance-based personnel
actions, employees who are not given ratings for a
particular period on account of official travel,
approved leave of absence, training or scholarship
programs etc. shall use their PR obtained in the
preceding rating period. This provision, shall not,
however apply to those who are on vacation
leave, even with an application approved by their
supervisors.
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
Non – submission of the PTs within 15 days after the
start of the rating period and the PEFs within the 1st
month of the succeeding rating period to HRDO,
unless properly justified, is a ground for:
a. Employees disqualification for performancebased personnel actions (promotion, training or
scholarship grants, and productivity incentive
bonus) if the failure of the submission of the
report form is the fault of the employee; an
employee who fails to rate himself in the critical
factors will not be given a final rating.
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
b. An administrative sanction for violation of
reasonable office rules and regulations and simple
neglect of duty for the supervisors or employee
responsible for the delay or non-submission of
said PES Targets or PES Report Form or both.
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
• Employees who feel aggrieved/dissatisfied
with their final Performance Ratings can
file an appeal with the unit PERC within
10 days from the date of receipt of the PR
and after the appraisal discussion with his
supervisor; The unit PERC shall decide on
the appeals within one (1) month from
receipt
UNIVERSITY OF THE PHILIPPINES
Human Resources Development Office
• Employees are not allowed to protest the
PRs of their co-employees such can only
be used by other employees as basis or
reference for comparison in appealing
one’s performance ratings
THANK YOU!

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