Question & AnswerQ&A (CSC MEMORANDUM CIRCULAR NO. 12 s. 1993)
The PES shall be established in all departments or agencies of the national and local governments, including state universities and colleges, and government-owned and controlled corporations with original charters.
The PES aims 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, promotion, training, personnel actions, and administrative sanctions.
The PES must include identification of performance outputs and job behaviors with standards, feedback to employees, documentation of supervisors' observations, performance evaluations at least twice a year, sanctions against biased raters, and adoption of specific adjectival ratings such as Outstanding, Very Satisfactory, Satisfactory, Unsatisfactory, and Poor.
Performance evaluations must be conducted at least twice a year or once every semester covering six months ending on June 30 and December 31. The minimum appraisal period is 90 days and no appraisal period shall be longer than one year.
An employee rated Outstanding exceeds his target by at least 50%. This rating reflects extraordinary achievement in quality, technical skills, creativity, initiative, and job mastery, recognized by peers using a forced comparison or distribution method.
Two successive Unsatisfactory ratings constitute grounds for separation from the service.
Sanctions shall be imposed against raters found to give undue advantage or disadvantage to the employees they rate, ensuring fairness in the evaluation process.
A PES sub-system must include mechanics of rating, performance standards, and critical factors affecting work performance presented in graphic scales. Multiple sub-systems may share objectives, policies, evaluation mechanics, appeals mechanisms, and sanctions.
The head of agency must certify that the PES is complete, containing minimum requirements per the rules, and that it has been presented to staff for initial validation and deemed an acceptable performance evaluation tool.
Failure to submit a PES for approval or to implement an approved PES is a ground for disapproving promotional appointments and other personnel actions that require performance-based ratings.