QuestionsQuestions (CSC MEMORANDUM CIRCULAR NO. 12 s. 1993)
All departments or agencies of the national and local governments, including state universities and colleges, and government-owned or controlled corporations with original charters.
To continuously foster improvement of employee performance and efficiency; enhance organizational effectiveness and productivity; and provide an objective performance rating as a basis for incentives and rewards, promotion, training and development, personnel actions, and administrative sanctions.
The PES must include: (a) identification of performance outputs and job-related behaviors with corresponding performance standards mutually agreed by supervisor and subordinate; (b) feedback to advise employees of progress; (c) documentation of supervisory observations and recommendations; (d) evaluation and rating done twice a year or per semester (or shorter/longer periods within allowed limits); (e) sanctions against raters who give undue advantage/disadvantage; and (f) adoption of adjectival ratings defined by clear thresholds.
Twice a year or once every semester: six months ending June 30 and December 31. A shorter or longer period is allowed if organizational needs require it, but the minimum appraisal period is at least 90 days (three months) and no appraisal period may exceed one year.
Actual performance outputs should be assigned greater weight when rating an employee’s performance, while job-related behaviors that critically affect performance must also be identified and rated but given a lesser weight than outputs.
When the employee exceeds the target by at least 50% (extraordinary achievement and commitment, including quality, time, technical skills and knowledge, ingenuity, creativity, and initiative), and demonstrated exceptional job mastery recognized through a forced comparison/distribution method established by the agency.
When the employee exceeds the expected output/performance by at least 25% but falls short of what is considered 'Outstanding,' with peer recognition through a forced comparison/distribution method. Those screened out in the forced comparison/distribution for 'Outstanding' are included in this category.
An employee is rated 'Satisfactory' when he meets 100% of the standards or ordinary requirements of the duties of the position. Those screened out in forced comparison/distribution for 'Very Satisfactory' are included in this category.
An 'Unsatisfactory' rating applies when performance is 51% to 99% of minimum requirements, with expectation of improvement under close supervision in the next rating period. Two successive 'Unsatisfactory' ratings are a ground for separation from the service.
A 'Poor' rating applies when the employee fails to meet performance requirements or meets 50% or below of the minimum requirements with no evidence he can improve. A 'Poor' rating is a ground for separation from the service.
It requires sanctions against raters found to give undue advantage or disadvantage to the employee they rate.
A PES sub-system must contain: (a) mechanics of rating; (b) performance standards; and (c) critical factors affecting work performance (defined and presented in graphic scales).
Completeness—the system contains all minimum requirements under Rule IX of the Omnibus Civil Service Rules and regulations; and Acceptability—the Head of Agency certifies that the system was presented to staff for initial validation and found acceptable for performance evaluation.
To determine the effectiveness of the CSC-approved PES and confirm acceptability. It must be pilot-tested for at least one rating period.
Common performance standards must be developed, agreed upon, and established for positions engaged in the same or similar functions, duties, and responsibilities, and then reviewed and fine-tuned to suit workplace circumstances and organizational needs.
The CSC must conduct in-depth monitoring of PES implementation and communicate results to the Head of Agency for fine-tuning and improvement. Existing PES systems must also be revised in accordance with Rule IX and submitted to the CSC.
Failure to submit a PES to the CSC for approval and/or non-implementation of an approved PES constitutes a ground for disapproving promotional appointments and other personnel actions requiring performance-based ratings.
They must collect the performance rating reports of all employees covered within fifteen (15) days following the end of each rating period.
The Personnel Division must keep performance rating reports safely, include them in each individual’s personnel folder made available to the Selection/Promotion Board, and ensure they are open at all times for inspection by the CSC.
Yes. Agencies without a PES may adopt the model, which may be modified/expanded for organizational needs. They must inform the CSC of the plan to pilot-test the model and the schedule of pilot-testing.