Mr. Rogelio Estrada Division Chief, HRPRD of HRDO

1. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop DEVELOPING THE RATING SCALE Mr. Rogelio Estrada Division Chief, HRPRD of HRDO

2. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop Measuring Performance through the Years 2005 Performance Management System-Office Performance Evaluation System 1993 Performance Evaluation System 1999 Revised PES and 360-Degree Evaluation 1989 Autonomy of Agencies in Developing their PES 1963 Performance Rating 1978 New Performance Appraisal System

3. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop SPMS Paradigm Shift Source: Guide Book on the STRATEGIC PERFORMANCE MANAGEMENT SYSTEM, page 3

4. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop DEVELOPING THE RATING SCALE Two sub-steps: • Determining the dimensions on which performance or accomplishments are to be rated. • Operationalizing the numerical and adjectival ratings.

5. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop DIMENSIONS TO RATE PERFORMANCE How to determine? • Depending on how success indicators are stated • Performance can be rate along the dimensions of quality, efficiency, and/or timeliness using the listed elements above as guidelines. • rating needs to be discussed within the unit and between the supervisors and staff (i.e., raters and ratees) to clarify the expected outputs at the beginning of the performance monitoring period. • Because performance is measured within a scheduled monitoring period, all accomplishments always involve the dimension of time. As such, performance is always rated on either efficiency and/or timeliness.

6. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop

7. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop THREE DIMENSIONS OF PERFORMANCE • Quality or Effectiveness • Efficiency • Timeliness

8. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop THREE DIMENSIONS OF PERFORMANCE • Quality or Effectiveness - getting the right things done. It refers to the degree to which objectives are achieved as intended and the extent to which issues are addressed with a certain degree of excellence. Quality or Effectiveness involves the following elements: • Acceptability • Meeting standards • Client satisfaction with services rendered • Accuracy • Completeness or comprehensiveness of reports • Creativity or innovations • Personal initiatives

9. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop DIMENSIONS OF PERFORMANCE • Efficiency- is the extent to which targets are accomplished using the minimum amount of time or resources. Efficient performance applies to continuing tasks or frontline services (e.g., issuance of licenses, permits, clearances, and certificates). It involves the following elements: • Standard response time • Number of requests/applications acted upon over number of requests/applications received • Optimum use of resources (e.g. money, logistics, office supplies) • Meeting deadlines as set in the work plan

10. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop DIMENSIONS OF PERFORMANCE • Timeliness – measures if the targeted deliverable was done within the scheduled or expected timeframe. Timely performance involves: • Meeting deadlines as set in the work plan Note: Not all performance accomplishments need to be rated along all three dimensions of quality, efficiency and timeliness. Some accomplishments may only be rated on any combination of two or three dimensions. In other cases, only one dimension may be sufficient. Consider all the elements involved listed above in each dimension and use them as guides to determine how performance will be rated.

11. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop DIMENSIONS TO RATE PERFORMANCE

12. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop ESTABLISHING THE RATING SCALE “On each dimension of quality, efficiency, and timeliness, rate performance using a numerical scale ranging from 1to 5—with 1as the lowest and 5as the highest. The table below explains the meaning of each rating:

13. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop RATING SCALE OPERATIONALIZATION The 130% and above range for Outstanding rating and the 50% and below range for Poor rating are based on the ranges prescribed under CSC Memorandum Circular No 13, s. 1999. The 90% to 114% range for Satisfactory rating is based on Executive Order No. 80, s. 2012 (Directing the Adoption of a Performance-Based Incentive System for Government Employees).

14. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop CSC SAMPLE RATING SCALE

15. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop DEVELOPING A RATING SCALEFORM 4 – HRDO SAMPLE

16. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop DEVELOPING A RATING SCALEFORM 4 – HRDO SAMPLE

17. University of the Philippines Diliman Office of the Vice Chancellor for Administration HUMAN RESOURCES DEVELOPMENT OFFICE “Kawaning Bayan: Tatak-UP – Magalang, Mahusay, Mapagmalasakit” Strategic Performance Management System (SPMS) Orientation and Workshop DEVELOPING A RATING SCALEFORM 4 – HRDO SAMPLE

18. THANK YOU!