SOP Library
SOP NO:
2000 NFA Performance Evaluation System
(List of Exhibits/Attachments)
Missi
on
:
Finance and Administration
Area:
Human Resource (HR)
Activity:
Career Development and Performance Evaluation (HR-CD)
Title:
The NFA Performance Evaluation System (PES)2000
Date Approved/Issued:
12/13/2000
Date Effective:
Digest:
I. TERMS OF REFERENCE
A. Rationale
B. Objective
C. Scope
D. Basis
II. IMPLEMENTING GUIDELINES
General Polices
1. The NFA aims to enhance productivity by using performance targets and standards attuned to the organizational goals and objectives;
2. The NFA adheres to the principle of performance-based security of tenure. It provides a basis for incentives and motivation to performers and applies sanctions to non-performers.
3. The NFA operates on shared commitments and objective measures of performance results. Performance targets and standards or measures of results are planned and agreed upon by management, supervisors and employees;
4. The NFA recognizes the role of supervisors, subordinates, peers, and the employee-ratee in the objective assessment and feedbacking on individual employee performance utilizing a cross-rating system.
5. The NFA promotes transparency on performance evaluation of employees and provides mechanism for appeals and resolution of conflicts and/or disagreements arising from it.
Specific Policies/Procedures
A. Rating Period
There shall be two (2) rating periods during the year, one covering the period January to June and the other, from July to December.
Employees who have rendered at least three (3) months of service within a semester and who shall be on official travel or business, approved leave of absence, training or scholarship grant, shall be required to submit their performance targets and/ or performance ratings prior to the effectivity of such absence.
Employees who are reassigned or transferred to another department/office but have not rendered three (3) months in a given semester in their former place of assignments shall be required to submit upon assumption to duty, their new targets. Those who have rendered more than three (3) months in a given semester shall be required to submit their performance ratings prior to their assumption to their new assignments.
Employees who are assigned to two (2) offices, each for three (3) months in a given semester, shall be required to submit two (2) performance ratings. The average of the two (2) ratings for the two (2) assignments shall be the employees’ final performance rating for the semester.
B. Uses of Performance Ratings
1. Performance-based Security of Tenure
Security of tenure of those holding permanent appointments shall not be absolute but shall be based on performance. Employees who obtained Unsatisfactory ratings for two rating periods and Poor rating for one evaluation period may be dropped from the rolls.
2. Eligibility/ Qualification for performance-based Awards and Incentives.
Grant of incentives like the productivity incentive bonus or other performance based incentives and awards shall likewise be based on the final ratings of employees. The Local PERC shall validate the Outstanding Performance ratings and may recommend concerned employees for performance-based awards.
3. Basis for Personnel Actions.
Performance ratings shall be used as basis for promotion,, training and scholarship grants and other personnel actions. Only employees with Outstanding and Very Satisfactory Performance ratings shall be considered for promotion and scholarship grants.
C. Creation and Operation of Performance Evaluation Review Committees (PERC)
A Performance Evaluation Review Committee (PERC) shall be created for NFA and its organizational units with the following composition and responsibilities:
I. Composition
1.1. National PERC
Chairman : Deputy Adm. for Fin. and Administration
Vice-Chairman: Assistant Administrator for Fin. and Administration
Members : Department Manager, HRMD
Department Manager, DCP
Two (2) Employees' Representatives - EA National President or his authorized representative who will represent 2nd level and local EA Rep. of the concerned Department/Office who will represent 1st level
Concerned Department Manager/Regional Manager
Secretariat : HRMD-MDD
1.2 Intermediary PERC (For Field Offices only)
Chairman : Regional Manager
Vice-Chairman: Assistant Regional Manager
Members : Provincial Manager concerned
Regional Administrative Officer
Two (2) Employees' Representatives - EA Regional Chairman who will represent 2nd level and EA Rep. of concerned Dept./Office who will represent 1st level
1.3 Local PERC
1.3. A Department/Office/Regional and Provincial Office PERC
Chairman : Head of Office
Vice-Chairman: Next lower in rank Official of the Department/Office
Members : Executive Asst./Administrative Assistant/ RAO/PAO
Concerned Division Chief/Section Chief
Two (2) Employees' Representatives - Local EA Rep. who will represent either 1st or 2nd level and another representative to be elected by employees of concerned Department/Office
In case the Chairman will be on continuous leave of absence for more than 15 calendar days, the Vice-Chairman shall automatically sit as Chairman.
2. Responsibilities
2.1 National PERC
a. Resolution of Issues/Appeals
The National PERC shall undertake the resolution of issues/appeals which were not resolved by the Local PERCs (C.O. Dept./Office) and the Intermediary PERC on matters pertaining to the following:
a.1 Employees' Performance Targets
a.2.
Performance Standard
s
a.3. Determination of Final Rating
The decision of the National PERC is final.
b. Monitoring and Evaluation of NFA-PES
The National PERC shall monitor and evaluate the effectiveness of the NFA-PES.
c. System Improvement
The National PERC shall initiate improvements essential to ensure the NFA-PES' continued suitability to the different positions and needs of the Agency such as the formulation/revision of
performance standard
s.
2.2 Intermediary PERC
a. Resolution of Issues/Appeals
The Intermediary PERC s hall undertake resolution of issues which were not resolved by the Provincial/Regional Office PERC on matters pertaining to the following:
a.1 Employees' performance targets
a.2.
Performance standard
s
a.3. Determination of final rating
b. Monitoring and Evaluation of NFA-PES
The Intermediary PERC shall monitor and evaluate the effectiveness of the NFA-PES within the Region.
c. System Improvement
The Intermediary PERC shall identify and recommend improvements essential to ensure the NFA-PES' continued suitability to the different positions and needs of the Agency.
2.3 Local PERC
a. Review of Employees' Performance Targets
The Local PERC shall undertake review and comparative assessment of the employees' performance targets. It shall ensure a rational distribution of workload particularly among employees holding similar positions and working under similar conditions. It shall recommend modifications or corrective action, if necessary.
b. Review of
Performance Standard
s
The Local PERC shall review
performance standard
s adopted for each task of a position in its area of jurisdiction. It shall also ensure the implementation of uniform standards of measurements in rating employees holding similar positions, performing similar functions and working under same conditions.
c. Confirmation of Final Rating
At the end of the rating period, the Local PERC shall review the documents, evaluate work accomplishments and performance ratings and confirm the employees' final rating if it conforms with the set targets and standards. Otherwise, it shall return to the concerned division/unit/section for appropriate revision. If necessary, the Local PERC shall conduct hearings or dialogues to provide opportunities for the employee or superior to defend a particular rating.
The Local PERC shall complete the review and confirmation of employees' final rating not later than 30 days upon receipt of the Performance Evaluation Forms. Otherwise, the rating becomes final and valid.
d. Monitoring and Evaluation of NFA-PES
The Local PERC shall monitor and evaluate the implementation of the NFA-PES within the Department/Region/Provincial Offices every semester. If necessary, it shall recommend and effect improvement to ensure its continued suitability to the different positions and needs of the Agency.
e. The PERC shall be responsible to impose sanctions as specified in this system to employees who did not comply.
All PERCs shall adopt its own internal rules, procedures and strategies in carrying out the above responsibilities in consonance with this System. It shall include the setting of schedule of meetings and deliberations, creation of Secretariat and distribution of responsibilities to its members.
2.4 National PERC Secretariat
a. The National PERC Secretariat shall prepare consolidated report on NFA-PES compliance.
b. They shall prepare documents needed by the National PERC in resolving various appeals.
c. They shall prepare minutes of the meetings of the National PERC.
2.5 Local PERC Secretariat
a. The Local PERC Secretariat shall prepare NFA-PES compliance report in their
department/office
b. They shall prepare documents needed by the Local PERC in resolving various appeals.
c. They shall prepare minutes of the meetings of the Local PERC.
D. Setting of Performance Targets and Standards
1. Department/Regional/Provincial/Division/Section Targets
The department/regional/provincial office/division/section/unit shall set and prepare its work programs at least three (3) months before each rating period in accordance with the goals and objectives of the Agency.
2. Setting of
Performance Standard
s
Performance standard
s shall be set per position and shall be based on the output of an average performer. It must be simple, measurable, attainable, realistic and time-bound. It should correlate to or not be lower than the agency's standards as set by the PERC.
Each organizational unit in the Agency shall adopt a system to classify a job or work target or output and assign a corresponding percentage or weight on such targets based on the nature, complexity, difficulty level and process involved. All work/tasks should be accounted for.
Example:
Officers/
Analyst Clerks
---------- --------
For work or assignment involving technical,
non-routinary, complex functions and those
requiring research and without precedent
case............................................................... 80% 20%
For work or assignments involving clerical,
routinary and simple functions...................... 20% 80%
In identifying/setting of
performance standard
s, the
general standards
under Annex C shall be followed. Additional standards and updates may be issued. These
performance standard
s are subject to improvement as may be determined by the National PERC.
3. Setting of Employee Targets
Each employee shall prepare his performance targets using the prescribed
Performance Evaluation Forms
(PEF for Rank and File) based on the targets and work programs set by the Department/Region/Province/Division. These shall include measures of quality, quantity and timeliness, whichever is applicable.
All targets shall be related to the employee's duties and work assignments attuned to the organizational needs on available mandays per semester and on what an average employee can do within an 8-hour period or one (1) working day. Refer to
Annex "A"
for the standard available mandays per year.
There shall be no instance that an employee be given a targetted task that is lower than what is required of his plantilla position. The employee's performance targets shall not be less than his current level of position. Samples of accomplished
PEF
are shown in Annex B-1 (for first level) and B-2 (for second level).
The supervisor and the employee shall discuss and agree on the targets. His performance shall be rated on how far he exceeded or fell short of this target based on the range of adjectival or numerical rating under
Table I.
4. Confirmation
Employees' performance targets shall be confirmed by the Local PERC on or before the dates set below. Inaction of the PERC on the submitted performance targets shall make the target final and valid.
a. January 15 - for rating period January to June
b. July 15 - for rating period July to December
The Local PERC stamps certification of review and confirmation to individual performance targets only after the review and all modifications are properly initialed. It shall also ensure that no alterations in the confirmed performance targets and standards are made during the performance evaluation process.
In instances of obvious disparity in the distribution of assignment and workload among employees, the Local PERC through the concerned division chiefs or unit heads shall cause the necessary corrective action in consultation with the concerned employees.
5. Modifications
Employees' performance targets for a given rating period which are duly confirmed by the Local PERC may still be modified based on changes brought about by new mandates and programs of the agency in general and the organizational unit in particular. Modifications of the originally planned targets may also be allowed in cases where an employee is given special assignments that would significantly affect the accomplishment of the original targets. It is understood, however, that such special assignments will no longer be treated as intervening task.
The supervisor shall immediately notify the Local PERC of such modifications to serve as guide in the review of ratings of affected employees.
E. Progress Review
The supervisor and the ratee shall meet at least once a month to review progress of work accomplishments. They shall focus their review or discussion on problems and difficulties encountered and shall find ways to resolve the same. They shall also discuss and agree on certain checkpoints in terms of schedule and output status in order to ensure accomplishment of the tasks.
The employee shall be given feedback on the progress in meeting his targets. Whenever necessary, the supervisor shall provide job counselling/coaching or training (both actual and formal) for his subordinates.
Each employee shall be required to submit activities accomplished/undertaken per month to be submitted to the immediate supervisor, as per attached
format
in Annex "D".
F. Appraisal Discussion and Rating Proper
At the end of the evaluation period, the supervisor and the employee shall meet to discuss the latter's accomplishments against established targets and standards. They shall both give their ratings in the Performance Evaluation Form and Critical Factors Rating Form, and shall settle/discuss differences, if there are any.
The RAOs/PAOs/Administrative Assistants shall be tasked to distribute blank forms, gather the accomplished forms, tabulate and summarize the scores given by the peer and
subordinate rater
s on the Critical Factor Rating Form and submit the tabulation sheet to the supervisor-rater for final computation. A sample of the
tabulation sheet
is shown in Annex E.
The employee-ratee shall compute his Overall Performance Rating using the prescribed weight allocation under this System and shall then submit it to his supervisor for verification/validation.
The Supervisor shall verify the correctness of the computation of the Overall Performance Rating submitted by the employee-ratee, accomplish the Comments and Recommendations portions in the
PEF and affix his signature on the space provided.
The supervisor's comments and recommendations will serve as guide for employee performance in subsequent evaluation periods and in other appropriate personnel actions such as giving incentives, commendations, promotions, travel abroad or termination.
The Department Manager/Head of Office shall ensure/monitor the compliance on the submission of PEFs of employees of the department/office.
G. MECHANICS OF RATING
1. Performance Evaluation Forms (
PEF
)
The HRMD sees to it that all employees are properly oriented on how to accomplish the following performance evaluation forms:
1.1
PEF- Performance Evaluation Form
These contains the work targets which have been reviewed by the ratee's supervisor, accomplishments, ratings of Supervisor and Employee-Ratee on Part I, ratings of Supervisor, Self, Subordinate and
Peer Rater
s on Part II and the Summary of Ratings showing the final numerical and adjectival ratings of employee.
The supervisor and the employee shall affix their signatures in the space provided for in Performance Evaluation Forms. In case of disagreement, however, the employee shall still sign the ratee portion and indicate "Under Protest" or he/she may file a written appeal before indorsing to the Local PERC for resolution.
The
PEF also contains the signed agreement of the supervisor and the employee, comments and recommendations of supervisor, confirmation of the next higher supervisor and Local PERC action.
Performance Evaluation Forms are the forms used in all stages of the performance evaluation process, from target setting to performance rating. It shall be accomplished in three (3) copies for distribution to the Supervisor, the Self-Rater and Local PERC. A sample of
PEF
is shown in Annex F.
1.2
CFR Form
- Critical Factors Rating Form
Critical Factors Rating Forms consist of sets of questionnaires depicting the ratee's demonstrated behavior affecting the employee's performance for the rating period as can be observed and verified by the raters. A sample of
CFR Form
is shown in Annex G.
2. Components of Rating
The overall rating of employees for a given rating period consists of two (2) parts:
Part I - Performance and Part II-Critical Factors
.
2.1. Part I - Performance
Part I - Performance is given a weight of 70% of the overall rating of the employees.
Rating on Part I-Performance is the evaluation of actual accomplishment versus the target level of performance in terms of quantity, quality and timeliness of work based on preset standards by management or in the absence of such, the
performance standard
s agreed upon by both the supervisor and the ratee duly confirmed by the Local PERC.
Quantity refers to the total work output of a given activity. This is measured in terms of the percentage of accomplishment of performance target per activity. Quality refers to the kind of output produced by a particular ratee. This is measured in terms of improvement of level of performance. Timeliness refers to the period/duration of completion of a given output.
2.2 Part II -
Critical Factors
Part II -
Critical Factors
is given a weight of 30% of the overall rating of the employees.
Each employee shall be rated on the following
critical factors
that affect his job performance, if applicable:
1. Courtesy and Public Relations
2. Interpersonal Relations
3. Emotional Stability
4. Initiative/Resourcefulness
5. Work Dependability
6. Attendance
7. Punctuality
8. Management of Work (for supervisors)
9. Management of People (for supervisors)
All ratings under Part II are computed based on the averages of all factors and number of raters involved per category.
Attendance and Punctuality shall be rated as separate factors. Fifty percent (50%) of the rating of each factor is based on records such as DTR, pass slips and leave applications, etc. and the other fifty percent (50%) is based on actual attendance or physical presence in the place of work as may be observed. The rating for Attendance and Punctuality is shown in
Table II
.
2.3 Performance of
Intervening Tasks
The performance of intervening or additional tasks shall be considered only if these were done simultaneously with the planned targets. It shall be duly covered by a Special Order/Office Order.
For a task to be considered as intervening, all of the following criteria must be met:
a. Said task is difficult, technical in nature or requiring special skills;
b. Said task is not within the regular functions of the employees or the work program/performance contract of their divisions or units;
c. There is urgency in the completion of the intervening task which has an impact on the organizational unit concerned;
d. Non-compliance/performance of the intervening task will unduly prejudice the service;
e. Employees' planned targets were all accomplished and rated at least satisfactorily; and
f. Performance or completion of said intervening task will require an aggregate period of one week to two months.
An Employee-Ratee may be given a maximum of one (1) additional point to their overall rating provided he had performed a particular intervening task for a period of one (1) week to two (2) months. For those who have performed intervening task for less than two months, a prorated additional point may be given based on Table III-
Conversion Table for Intervening Activities
.
3. Cross Rating
The NFA shall use a cross rating scheme which involves multiple raters other than the supervisor. The raters under this scheme are the
,
Self Rater
,
Peer Rater
and
Subordinate Rater
.
The
shall rate the Employee-Ratee in both
Part I-Performance and Part II-Critical Factors
using the prescribed Performance Evaluation Form (PEF 1 or 2) and Critical Factors Rating Form (
CFR Form
1 or 2). He/She shall fill-out the comments and recommendations portion of the
CFR Form
.
The Self Rater shall rate himself in both
Part I- Performance and Part II-Critical Factors using the prescribed Performance Evaluation Form and Critical Factors Rating Form
.
The
Subordinate Rater
shall rate his supervisor in Part II only using the prescribed Critical Factors Rating Form.
The
Peer Rater
shall rate his peer (the Employee-Ratee) in Part II only using the prescribed Critical Factors Rating Form. He may fill out the comments and recommendations portion of the
CFR Form
. The Supervisor Ratee and the Employee Ratee shall identify the qualified
Peer Rater
s before the start of the rating period. There shall be at least three (3)
peer rater
s and two (2) alternates. In case there shall be disagreement on the identification of
Peer Rater
s, the issue must be settled immediately through the Local PERC.
The distribution of weights for each rater in Part II-Critical Factors is shown in
Table IV
. If any of the identified cross-raters is not possible or practical to include, the weights assigned to each rater shall be equally divided and added to the Self-Rater and the Supervisor-Rater.
4. Levels of Performance
Each employee shall be rated on the basis of the levels of performance set below:
Numerical Point Adjectival
Description
Score
Rating
Performance exceeding targets 136% & above - 10 Outstanding (O) by 30% and above of the planned 130-135% - 9.5
targets; For accomplishments
requiring 100% of the targets
such as those pertaining to money
or accuracy or those which may no
longer be exceeded, the usual
rating of 10 for those who met
targets applies
Performance exceeding targets 125-129% - 9.0 Very
by 15% to 29% of the planned 120-124% - 8.5 Satisfactory (VS)
targets 115-119% - 8.0
Performance of 100% to 114% 111-114% - 7.5 Satisfactory (S)
of the planned targets; 107-110% - 7.0
103-106% - 6.5
100-102% - 6.0
Performance of 51% to 99% of 88-99% - 5.5 Unsatisfactory (US)
the planned targets; For accom- 76-87% - 5.0
plishments requiring 100% of 64-75% - 4.5
the targets such as those pertain- 51-63% - 4.0
ing to money or accuracy, the
rating of 4 for those who fell short
of the target applies
Performance failing to meet the 37-50% - 3.5 Poor (P)
planned targets by 50% or below 25-36 - 3.0
13-24% - 2.5
0-12% - 2.0
5. How to Compute the Rating
5.1 Supervisor and Employee Ratings on Part I - Performance
a. During the appraisal discussion at the end of the rating period, the
Supervisor Rater
and the
Self-Rater
fill-up the accomplishment portion of the targets and accomplishments column of the PEF.
Afterwards, they rate each accomplishment by comparing the targets against actual job accomplishments. The QL, QN and T standards earlier set are used in giving each accomplishment a numerical rating.
b. Add all the scores under QN, QL and T for each work/activity for each rater and divide by the number of entries to get their respective Average Point Scores (APSs).
c. Multiply each Average Point Score by the assigned percentage weight for each work or activity to get the Equivalent Point Scores (EPSs).
d. Add all Equivalent Point Score (EPS) of both the
Supervisor Rater
and
Self Rater
separately to get their respective Total Equivalent Point Scores for Part I.
e. Multiply separately to the Total Equivalent Point Score of both
Supervisor Rater
and
Self Rater
by 70% to get their respective Weighted Average Scores (WASs).
5.2 Computation of Rating on Attendance and Punctuality in Part II-Critical Factors
a. Compute the average of the ratings given by the Supervisor, Employee, Peer and
Subordinate Rater
s and add the result to the rating provided by the Administrative Assistant.
5.3 Supervisor, Employee, Subordinate and Peer Ratings on Part II
a. Using the Critical Factors Rating Form, the raters rate each critical factor . There should be at least three factors to be rated for each ratee.
b. Get the respective average of the ratings given by the
Subordinate Rater
s and the
Peer Raters
, if any.
c. Add each
Supervisor Rater
,
Self Rater
,
Subordinate Rater
and
Peer Rater
(if any) scores together, then divide by the total number of entries to get their respective Average Point Scores (APSs) for Part II.
d. Multiply each Average Point Score (APS) by 30% to get the Weighted Average Scores (WAS) for each rater in Part II.
5.4 Final Performance Rating
a. Using the Summary of Rating portion of PEF, get the Overall Weighted Scores for Part I-Performance of the Supervisor and Employee Rater by multiplying their respective Weighted Scores with the Weight Percentage allocated for each rater (70% for
Supervisor Rater
and 30% for Employee Rater).
b. Add the Overall Weighted Scores of the Supervisor and Employee Rater in order to get the Total Overall Weighted Score for Part I-Performance.
c. Get the Overall Weighted Scores for Part II-Critical Factors of the raters (Supervisor, Employee, Peer and
Subordinate Rater
(s), if any by multiplying their respective Weighted Scores with Weight Percentage allocated for each rater.
d. Add all the Overall Weighted Scores of the raters in order to get the Total Overall Weighted Scores for Part II-Critical Factors.
e. Add the Total Overall Weighted Scores for Part I and Part II to get the Final Performance Rating..
f. Add the rating for Intervening Task, if any.
g. Convert the Final Performance Rating to Adjectival Rating using Table I.
H. Transparency on Performance Ratings
Names of the employees who got an Outstanding (O) rating shall be posted on the department/office's bulletin board, while those who obtained VS, S, or US ratings will only be presented in numbers, duly approved by the department/regional/provincial/head of offices.
VII,
Submission of Performance Targets, Standards and Ratings
Performance Targets of employees are submitted to the Local PERC together with the Performance Standards, not later than fifteen (15) days before the start of the rating period.
The Local PERC shall have confirmed these targets not later than the 15th day of the start of each rating period. Failure on the part of the PERC to act on these targets on the above period means that they are automatically confirmed.
To monitor the compliance on the submission of performance targets, the Local PERC shall prepare and submit to HRMD a summary list of employees with approved targets using the
Performance Target Submission Report
(Annex I).
Accomplished Performance Evaluation Forms (PEFs) with the final ratings shall be submitted by the employees to the Local PERC within fifteen (15) days after the end of each rating period.
A summary list of employees who submitted accomplished Performance Evaluation Forms (PEFs) with the final ratings and other relevant information such as the rater's comments/recommendations which has a bearing on future personnel action, are submitted by the Local PERC to the HRMD not later than the 30th day after the end of the rating period. A
PES Compliance Report Form
is shown in Annex H.
The HRMD shall consolidate report on employee ratings and present it to show the statistics on PEF submission, distribution of ratings and list of protested or appealed ratings including all documents relative thereto, if any, at least on a per department/office basis. It shall submit all the above documents to the National PERC within 60 days after the end of each rating period.
The Agency through the HRMD shall submit to the Civil Service Commission Field Office a list of employees with their corresponding performance rating not later than three (3) months after every rating period.
Specifically, the following dates shall be observed in the submission of Performance Targets/Standards and Ratings:
Submission of employees' On or before June 15 and December Performance Standards and - 15 (15 days before the start of the
Targets to the Local PERC rating period)
Submission by the employees - Not later than July 15 and January 15
of PEFs with final ratings to (Not later than 15 days after the end of the Local PERC each rating period)
Submission by the Local Not later than July 31 and January 31
PERC of Summary List of - (Within 30 days after the end of each
employees who submitted rating period)
PEFs with final ratings to
the HRMD
Submission by the HRMD Not later than September 30 and
of consolidated report on - March 31 (Not later than 3 months
employee ratings to the after the end of each rating period)
National PERC and CSC
Field Office
For purposes of performance-based personnel actions, employees who are not given ratings for a particular period shall use their performance ratings 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.
VIII. SANCTIONS
1. Non-submission of to the Local PERC of the performance targets and ratings within the prescribed period by the employee ratee and other raters, unless justification for such has been accepted, shall be a ground for the employees' disqualification from promotion, trainings, scholarship grants, productivity incentive benefit, travel abroad and other forms of incentive awards.
Disqualification shall only be effective for the particular rating period within which the performance target and rating are needed.
HRMD shall issue notices of disqualification one (1) week after the prescribed period within which to submit the Performance Ratings.
2. Employees who fail to rate themselves will not be given final ratings.
3. An administrative action shall be filed against employees for using the NFAPES to give undue advantage or disadvantage to the employees they rate.
4. The following
administrative sanctions
shall be imposed to the supervisors or employees responsible for the delay or non-submission of performance targets and PEFs or both:
For Simple Neglect of Duty
First Offense - Suspension (1month 1 day to 6 months)
Second Offense - Dismissal
For Violation of Reasonable Office Rules and Regulations
First Offfense - Reprimand
Second Offense - Suspension for 1-30 days
Third Offense - Dismissal
Procedure for filing complaints and imposing
administrative sanctions
shall be in accordance with the SOP on Administrative Discipline and the Uniform Rules in the Conduct of Administrative Investigation.
5. The above sanctions shall not be applicable to the following cases:
5.1 Employees who are on official travel during the period of submission of Performance targets/ratings;
5.2 Failure of other raters to submit the ratings as required in this system;
5.3 Such other cases as maybe determined by the Local PERC subject to the approval of the National PERC.
6. Employees who have submitted but whose performance ratings are under protest shall be
considered a compliance in so far as meeting deadlines set in this system is concern.
IX,
APPEALS
Employees who feel aggrieved or dissatisfied with their final performance ratings can file an appeal with the concerned PERC within ten (10) days after the appraisal discussion with his supervisor by signing his/her name on the PEF and indicating "Under Protest" or by submitting a written appeal.
Employees, however, are not allowed to protest the performance targets and final performance ratings of their co-employees. Ratings obtained by other employees can only be used as basis or reference for comparison in appealing one's performance ratings.
The PERC shall decide on the appeals within one month from receipt.
Appeals lodged with the Local PERC shall follow the hierarchical jurisdiction of various PERCs in the Agency described as follows:
Local PERC
Regional/Provincial Level
Appeals of employees are appealable to the Provincial PERC.
Decisions of the Provincial/Regional Office PERC are appealable to the Intermediary PERC then to the National PERC.
Department/Office Level
Appeals of employees are appealable to the Department PERC.
Decisions of Department PERCs are appealable direct to the National PERC.
National PERC
All appeals regarding decisions made by the National PERC are appealable to the Civil Service Commission.
EFFECTIVITY
The NFA-PES shall be pilot tested at NFA in July to December 2000 and shall take effect upon approval by the Civil Service Commission.
III. RESPONSIBILITIES
IV. FLOW CHART
Top Page
EXHIBITS
Annex A-Sample Computation for Available Mandays Per Year/Per Semester
Annex - PEF 2000
Annex D-Employee's Accomplishment Report
Annex E-Tabulation Sheet
Annex H - PES Compliance Report Form
Annex C - General Standards
Annex G - CFR Form
Annex I - Performance Target Submission Report
Table II - Ratings for Attendance and Punctuality
Table I
Table III - Conversion Table for Intervening Activities
Table IV - Distribution of Weights for Raters in Part I and Part II
PEF-Part l and Part II - PES 2000