Dr. ANGELA D. ESCOTO

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Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE
Implementation of the SPMS
in the University of the Philippines

Dr. ANGELA D. ESCOTO Director, Human Resources
Development Office
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CHECKLIST (Ref Guidebook on the SPMS)
Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• KEY PLAYERS
• UP SYSTEM SPMS PMT
• UP DILIMAN SPMS PMT
• HEADS OF UNITS
• GOAL ALIGNED TO AGENCY MANDATE AND ORGANIZATIONAL
  PRIORITIES AND OUTPUTS/OUTCOMES BASED

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CHECKLIST (Ref Guidebook on the SPMS)
Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• GOAL ALIGNED TO AGENCY MANDATE AND ORGANIZATIONAL
  PRIORITIES AND OUTPUTS/OUTCOMES BASED
• MAJOR FINAL OUTPUTS (MFO) - ACADEMIC UNITS
• MFO1 HIGHER EDUCATION SERVICES
• MFO2 ADVANCED EDUCATION SERVICES
• MFO3 RESEARCH SERVICES
• MFO4TECHNICAL ADVISORY EXTENSION SERVICES
• MFO5 HOSPITAL SERVICES- PGH
• SUPPORT TO OPERATIONS (STO)- ADMINISTRATIVE STAFF
  AND REPS
• GENERAL ADMINISTRATION AND SUPPORT FINANCE
  GROUP

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Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• KEY RESULT AREA POVERTY REDUCTION AND
  EMPOWERMENT OF THE POOR AND VULNERABLE
• SECTOR OUTCOME ENHANCED KNOWLEDGE AND SKILLS,
  ATTITUDES AND VALUES OF FILIPINOS TO LEAD
  PRODUCTIVE LIVES
• ORGANIZATIONAL OUTCOME
• GLOBALLY COMPETITIVE PUBLIC HIGHER EDUCATION
  GRADUATES
• NEW KNOWLEDGE AND TECHNOLOGIES GENERATED AND
  DISSEMINATED
• WELFARE OF LOCAL COMMUNITIES IMPROVED

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Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• KEY STRATEGIES
• ACADEMIC EXCELLENCE
• OPERATIONAL EXCELLENCE

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Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• ACADEMIC EXCELLENCE
• DEVELOPING THE UNIVERSITYS STUDENTS,
  RESEARCHERS, FACULTY AND STAFF INTO A POOL OF
  RESPONSIBLE AND COMPETENT LEADERS WHO SHALL
  CREATE WORLD-CLASS INNOVATIVE AND PRACTICAL
  TECHNOLOGIES, PRODUCE CREATIVE WORKS IN THE ARTS,
  HUMANITIES AND SOCIAL SCIENCES AND CONDUCT
  EXEMPLARY EXTENSION SERVICES

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Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• OPERATIONAL EXCELLENCE
• PROVIDE AN ENABLING ENVIRONMENT TO THE UNIVERSITY
  THROUGH ADMINISTRATIVE EFFICIENCY AND FINANCIAL
  SUSTAINABILITY
• ADMINISTRATIVE EFFICIENCY THROUGH
• EFFECTIVE HUMAN RESOURCE MANAGEMENT
• PROMOTING COST EFFICIENCY

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CHECKLIST (Ref Guidebook on the SPMS)
Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• TEAM APPROACH TO PERFORMANCE MANAGEMENT
• SPMS GUIDELINES PROVIDE FOR CASCADING OF
  ORGANIZATIONAL UNITS COMMITMENTS/GOALS TO
  INDIVIDUAL STAFF MEMBERS SUCH THAT INDIVIDUAL
  WORK PLANS OR COMMITMENT AND RATING FORMS ARE
  LINKED TO OFFICE/DIVISION/UNIT WORK PLAN OR
  COMMITMENT AND RATING FORM

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Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• CURRENT PRACTICE PES FOR REPS AND
  ADMINISTRATIVE STAFF INDIVIDUAL PERFORMANCE
  TARGETS AND PERFORMANCE RATINGS
• SPMS INDIVIDUAL AND OFFICE COMMITMENT (TARGET
  SETTING) AND RATING (EVALUATION)
• OFFICE MANDATES
• SPMS FORMS

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CHECKLIST (Ref Guidebook on the SPMS)
Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• SPMS FORMS
• PERFORMANCE COMMITMENT AND RATING FORMS INCLUDE
• MFOs
• SUCCESS INDICATORS (TARGETS MEASURES)
• ACTUAL ACCOMPLISHMENTS
• RATING

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PUTTING IN PLACE SPMS IN THE OFFICEHRDO
METHODOLOGY
Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• STARTING POINT UP MANDATE, UP System mission,
  vision then how UP Diliman aligns with UP System
• Review HRDOs mandate and the alignment of the
  division and section functions with the OFFICE
  mandate in support to the operations of UP
  Diliman and System
• Review existing duties (contained in current PES
  form) of individual staff. The performance goals
  of each employee must contribute and align with
  the performance goals of the section
• Translate current PES of individual staff to
  individual level success indicators (IPCR)

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PUTTING IN PLACE SPMS IN THE OFFICEHRDO
METHODOLOGY
Kawani ng Bayan Tatak-UP Magalang, Mahusay,
Mapagmalasakit Strategic Performance Management
System (SPMS) Orientation and Workshop
University of the Philippines Diliman Office of
the Vice Chancellor for Administration HUMAN
RESOURCES DEVELOPMENT OFFICE

• Section level success indicators must contribute
  and align with the Division level and Office
  level success indicators. Success indicators
  should be SMART Specific, Measurable,
  Attainable, Realistic, and Time-bound. Taken
  together the above can be used to accomplish the
  OPCR
• Develop and agree on the rating scale system to
  be used
• (performance monitoring and coaching will be
  implemented during the pilot implementation
  schedule)

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HRDO functions
Advise management on human resources policy and administration including the proper interpretation, enforcement and implementation of Civil Service laws and other rules. Develop and administer uniform and professional standards for recruitment, selection and placement for all University employees . Develop, implement, monitor and evaluate comprehensive, balanced and relevant career and personnel development programs designed to promote values, integrity, effectiveness, efficiency, economy, responsiveness and progressiveness in the university. Study, rationalize and administer employee benefits packages for all university employees taking into account budgetary and legal considerations. Undertake human resource planning and research, manpower studies and personnel/job audit to rationalize the universitys staffing pattern Ensure proper management of vacant items Maintain a reliable, computerized and updated personnel records and publish HR statistics and bulletin.
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FUNCTIONS PER DIVISION
Human Resource Planning and Research Division (HRPRD)

• Conduct manpower needs / job analysis and job
  evaluation
• Evaluate organization and staffing requests from
  all units in the university.
• Process requests for staffing modification,
  creation and hiring of positions, including
  requests for exemption from the attrition law.
• Keep record of Qualification standards/skills
  requirement for all university positions and
  implement the position classification and
  compensation plan of the university.
• Maintain and update the universitys computerized
  manpower data bank
• Monitor compliance with existing procedures such
  as submission of performance evaluation reports
  (PTs/PRs), SALN
• Ensure proper management of the universitys pool
  of vacant items and facilitate item modification
  plans.
• Maintain and update the HRDO website
• Maintain 201 files of University personnel
• Serve as PERC secretariat
• Facilitate grievance procedures

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FUNCTIONS PER DIVISION
Human Resources Recruitment Division (HRRD)

• Process recruitment and placement of University
  employees.
• Advertise/publish vacant positions.
• Process transfers, appointments and all kinds of
  personnel movement recommended by the different
  units/colleges.
• Report administrative appointments to the CSC
• Prepare Service Records, Certificates of
  employment, requests for ID
• Process NOSIs, NOSAs , NOPAs and NOPASAs
• Maintain and update PSI-POP
• Serve as secretariat to the Academic Personnel
  and Fellowships Committee (APFC) and AdPFC

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FUNCTIONS PER DIVISION
Human Resources Development and Benefits Division (HRDBD)

• Formulate, design and implement
  development/training courses including the
  preparation and dissemination of appropriate
  training materials.
• Evaluate the impact of development/training
  programs in the univ. and recommend appropriate
  measures to improve/update
• Develop procedures and techniques for assessing
  and determining training needs.
• Undertake continuing review of the different
  development training interventions to ensure its
  timeliness and relevance to the changing needs
  and demands of employees and working conditions
• Process application for fellowship/scholarship
  and study grants
• Process requests for special detail, secondment,
  sabbatical, travel and limited practice of
  profession
• Administer all employee benefit programs
  including retirement
• Maintain and update employee leave cards
• Develop, initiate, innovate and propose new
  benefits program schemes
• Serve as secretariat to the Administrative
  Personnel Fellowships Committee and the Reneging
  Fellows Committee
• Monitor Admin. Development Fund and REPS
  Development Fund
• Implement Computer Loan Program

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• Performance Measures
• Tied to a goal or an objective (Target)
• Represented by dimensional units like hours,
  number of reports, length of time to do the work,
  etc.
• Performance Targets
• The goal intended to be attained (and which is
  believed to be attainable)
• Success Indicators Measures Targets

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HRDO Success Indicators for individual employee
(Sample)
Step 4. Identification of Success Indicators
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HRDO Success Indicators for individual employee
(Sample)
Step 4. Identification of Success Indicators
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HRDO Success Indicators AND rating scale of
individual employee (Sample)
Step 8. Develop and Agreed on Rating Scale System
at all levels
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Step 8. Develop and Agreed on Rating Scale System
at all levels
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Step 8. Develop and Agreed on Rating Scale System
at all levels
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Step 9 10. Develop the Performance Monitoring
and Performance Evaluation Tools
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Step 9 10. Develop the Performance Monitoring
and Performance Evaluation Tools
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