July 13, 2013

MEMORANDUM ORDERNO. _______________

SUBJECT: Prescribing evaluation guidelines for the renewal ofservices of contractuals under Job Contract

I. RATIONALE

While the DENR Rationalization Plan (RatPlan) has not been approved yet, filling up of vacant itemized positions has been prohibited. To augment the existing manpower whose number has been decreasing since the first year of RatPlan efforts up to the present, due to retirement/resignation/transfer of our personnel, this Office resorted to hiring services of contractual under Job Contracts.

The main purpose of hiring these contractuals is to have a ready pool of manpower who can assist our itemized personnel who are now on multi-tasking so that the latter can focus on major thrusts of this Office and for these itemized personnel to accomplish the mandated targets in due time.

In order to achieve the maximum utilization of the services of these contractuals who are expected to be committed to the terms and conditions stipulated in the contract, there is a need to evaluate their individual performance which covers their job performance and job behaviour. This evaluation shall determine whether they have actually complied with what is expected of them during the period they were hired.

II. MECHANICS

In order to have an objective evaluation of the recommendation for rehiring of contractuals under Job Contract , the following guidelines shall be adopted effective July – December 2013 and thereafter:

1. The evaluation shall consider compliance to the terms and conditions stipulatedIn the job contract such as:

- Performance for the period covered immediately prior to renewalwhich shall include Job Performance and Job Behaviour

- Punctuality and attendance

2. Percentage weight for each criterion shall be assigned as follows:

- Performance - 60%- Punctuality - 20%- Attendance - 20%

3. Performance shall be rated in accordance with the following rating scale:

Adjectival Rating Numerical Rating Assigned Weights

Outstanding 4.56 and above 60

Very Satisfactory

4.48-4.554.37-4.474.26-4.364.15-4.254.04-4.143.93-4.033.82-3.923.71-3.813.60-3.70

5550 4540 3530252015

However, services of contractuals with point score below Very Satisfactory shall no longer be renewed pursuant to the terms and conditions stated in Memorandum dated July 10, 2012 from this Office.

4. For Punctuality and Attendance, the principle on habitual absenteeism and tardiness/undertime shall be applied as part of the evaluation process. Habitually absent shall mean absences of more than 2.5 days in a month for 3 consecutive months in a semester. Habitual tardiness/undertime is incurred, regardless of minutes, at least 10 times in a month for 2 consecutive months in a semester.

5. Punctuality and attendance shall be rated in accordance with the following rating scale:

Total no. Of Tardiness and Undertime Points Score Adjectival Rating

No tardiness/undertime - 20 Outstanding1 - 3 - 16 Very Satisfactory4 - 6 - 12 Satisfactory7 - 9 - 6 Unsatisfactory10 and above - 2 Poor

Total Absences

No absence - 20 Outstanding1 day - 16 Very Satisfactory2 - 4 days - 12 Satisfactory5 - 7 days - 8 Unsatisfactory8 days and above - 4 Poor

7. Taking into consideration the ratings in all the above-mentioned criteria, only those who garnered a total of 85% and above shall be rehired.

However, for July –December 2013 and first month of succeeding semesters, existing contractual may be allowed to report , provided that in case after evaluation they will be found to have not met the required criteria , only actual services shall be paid by the office and consequently corresponding contract shall be issued for the specific period only.

For those who passed the evaluation criteria but has a rating of _____ and below in Punctuality and Attendance shall be given the chance to improve in this field within one (1) month from effectivity of their contract, otherwise their services shall be terminated the following month.

8. Other requirements as basis of evaluation :

a. Recommendation of supervisor concernedb. In case of PENROs/CENROs, certification that the recommendees have

been evaluated and were found to be fitted and qualifiedc. Certification from the Budget Officer/Accountant re: availability of funds and

funding sourced. Employee’s Commitment Sheet e. Updated Personal Data Sheet with latest Community Tax Certificatef. PER shall be validated by the PERC; in case of PENROs/CENROs, a certification from

the Provincial PERC has reviewed/validated the PER

III. RESPONSIBILITIES

1. Supervisors shall:

a. see to it that actual duties of the contractual shall be aligned with the Work and Financial Plan of their office and the funding source;

b. strictly monitor compliance of their contractual with the conditionsin the Job contract particularly in terms of performance, punctuality and attendance and observance of office decorum

2. Personnel Section shall be responsible for the following actions:

a. Collate all the final rating of the PERs submitted b. Prepare the summary of punctuality and attendance, in case of Regional Office c. Prepare checklist of compliance to requirements d. Prepares evaluation report for submission to the RED for clearance purposes

3. The respective AOs/HRMOs of PENROs and CENROs shall initially evaluate the contractuals in their respective offices and may adopt the above-mentioned criteria for consideration of the PENRO and CENRO concerned who shall recommend to the RED for clearance

IV. EFFECTIVITY

This Order shall take effect immediately.

GILBERT C. GONZALES