MORNING PRAYER

Dear Father in Heaven, we thank you for this Day and for gathering us all here. We humbly beseech you to keep us all in your presence throughout this orientation. Let all that we do, say, think and feel be a solemn expression of your holy will for each and every one of us here today. Keep us always humble in your service, vigilant to Your prodding, and joyful in your love. Amen

A SERVANTS PRAYER

Lord in this very hour I prayFor strength to live my day todayTeach me O Lord that I may be The kind of man thou has made me

In serving others may I seeThat I am only serving theeFit me O Lord in thy great planThat I may be a better person.

DOH-PERFORMANCE EVALUATION SYSTEMA Workshop on the Whats, Whys,Whens and How tos

DOH-PES OrientationPerformance - execution of an action; fulfillment of a promise, claim or request

Evaluation - examination or judgment

System- a regularly interacting or interdependent group of items forming a unified whole

DOH-PES OrientationPerformance Evaluation System is an organized process of looking into organizational plans thereby linking them to individual work objectives and standards, and judging the results over a specified period for the benefit of the rater, ratee and organization as a whole

DOH-PES OrientationPolicies of PES

adheres to the principle of performance-based security of tenureoperates on shared commitments and objective measures of performance resultsenhances productivity by using performance targets and standards

DOH-PES OrientationPolicies of PES

recognizes the role of multi stakeholders in the objective assessment and feedbacking on individual employee performancepromotes transparency and provides mechanism for appeals and resolution of conflicts and/or disagreements.

DOH-PES OrientationObjectives of PES

provides motivation and basis for incentives enhances productivityfosters improvement in efficiency and performance

DOH-PES OrientationTop 10 Reasons Why PES fails

Supervisor lacks informationUnclear standardsAppraisal not taken seriouslySupervisor not prepared for PE reviewBoth rater/ratee not honest/sincereSupervisor uses ambiguous language

DOH-PES OrientationTOP 10

Supervisor lacks appraisal skillsNo ongoing performance feedbackNot enough resources for rewardsIneffective discussion of employee development

DOH-PES Orientation

BUT WE WANTSUCCESS!

DOH-PES OrientationPersonalities involved

Supervisor RaterEmployee RateePeer raterSubordinate Rater

DOH-PES OrientationCoverage

All first and second level employees in the CO, CHDs, Hospitals

DOH-PES Orientation

Frequency

Every six (6) months, specifically ending June 30 and December 30 each year

June & december

DOH-PES OrientationWhat is the PERC?

A select group of employees from different levels in the organization mandated to review, evaluate and monitor the proper and fair implementation of the PE System.

Performance Evaluation Review Committee (PERC)

DOH-PES OrientationMember\LocationCentral OfcCHDHospitalSOHa00Agency Head0aaAS Directora00HRM In-Chargeaaa1st Level Repaaa2nd Level Repaaa*Division/Service ChiefaaaPlanning/Budget Head aaaSecretariataaa* Heads of Division/Section/Department are automatically PERCmembers during the review of staff under themPERC Composition

DOH-PES OrientationResponsibilities of PERC

Review of TargetsReview of Performance StandardsDetermination of Final RatingMonitoring and Evaluation of DOH-PESSetting of Internal Rules and Procedures

Performance Evaluation Process

Performance Goals SettingAgreement: measures vs resultsContinuing review, feedback and coachingPerformance DeliveryFormal review of contribution and competenciesDevelopment needs assessment and planningCareer moves

DOH-PES OrientationSetting of Targets

Kinds of Goals/Targets

Business/normalImprovement/Problem/Special ProjectInnovative Training

DOH-PES OrientationTARGETS should be:

Sspecific

Mmeasurable

Aattainable

Rrealistic

Ttime-bound

DOH-PES OrientationTargets and Accomplishments

Expressed in measures of 1. QUANTITY2. QUALITY 3. TIME

DOH-PES OrientationTargets and Accomplishments

1. QuantityPhysical unitsMonetary unitsPercentage units Proportion units

DOH-PES OrientationTargets and Accomplishments

QualityPercentages in terms of accuracyNegatively as in percentages of errorNumber of allowed revisionsNumber of received complaints

DOH-PES OrientationTargets and Accomplishments

3.Time End of period (EOM/EOS/EOD)Beginning of a period (BOD, BOM, BOS)Specific datesUse of response time July 2003

DOH-PES OrientationProgress Review

Discuss status of targets, problems encountered and ways to resolve same

Discuss and agree on schedule or modifications as may be necessary

DOH-PES OrientationAppraisal Meeting and Rating Proper

Enough lead time

1. Begin with positives2. Give constructive criticism3. Tie back to performance objectives

DOH-PES OrientationAppraisal Meeting and Rating Proper

Enough lead time

4. Invite employee participation5. Work out a jointly-agreed development plan6. Be realistic.

DOH-PES Orientation

2Performance of50% and below of targets4Performance of 51% - 99% of targets6Perf = 100% target or exceeds up to 24%8Perf exceeds targets by >25% - 49%10Performance exceeds targets > 50%Numerical EquivalentDescriptionMechanics of RatingPoorUnsatisfactorySatisfactoryVery SatisfactoryOutstandingAdjectival Rating

DOH-PES OrientationComponents of Rating

Part I Performance has a weight of 70% of total ratingWith SubordinateWithout SubordinateSupervisor 65%Self 35%

DOH-PES OrientationComponents of Rating

Part II Critical Factors has a weight of 30% of total ratingWith SubordinateWithout SubordinateSupervisor 70%Self 15%Peer 10%Peer 15%

DOH-PES OrientationMECHANICS OF RATING

Time

Performance StandardRating100 % task completed w/in 50% of the time required10100% task completed w/in 75% of the time required8100% task completed on time651-99% task completed at the deadline450% and below task completed at deadline2

DOH-PES OrientationMECHANICS OF RATING

B. Quality

Performance StandardRatingNo mistakes or deficiency10One or two minor errors or deficiencies8More than two minor errors or deficiencies6One or two major errors or deficiencies4Work not acceptable2

DOH-PES OrientationMECHANICS OF RATING

C.Quantity

Performance StandardRatingTarget or quota exceeded by 50% or more.10Target or or quota exceeded by 25%.8Target or quota accomplished as expected.6Only 51-99% of target or quota accomplished450% and below of quota or target accomplished2

DOH-PES Orientation5248161420201614Total Rating242264101088W/in 72 hrsW/in 48 hrs0- defect0 defect85To prepare and release all Dos within 48 hrs of request28261010101086W/in 4 mosW/in 6 mos0 defect0 defect19801980To process leave applicationsSelfSupSelSupSelSupSelSupRTRTRTTotalTimeQLQNTimeQLQNActivityRatingTargets/ResultsPerformance Evaluation for Employee without Subordinate

DOH-PES Orientation

Computation of rating

1.Add all Supv rating>14+20+14 = 48 (a)2. Divide (a) by number of items.> (48)/(6) = 8 (b)3. Multiply (b) by factor rating for Supv> (8) * (.65) = 5.2 4. Multiply by PWA>(5.2)*(.70) = 3.64 (d)Performance Evaluation for Employee without Subordinate

RatingQNQLTimeTotalSupSelSupSelSupSelSupSelf681010101026288810104622241416202014164852

DOH-PES Orientation

Computation of ratingDo the same for the Self-rating

1.Add all Self rating>16+20+16 = 52 (e)2. Divide (e) by number of items.> (52)/(6) = 8.67 (f)3. Multiply (f) by factor rating for Supv> (8.67) * (.35) = 3.03 (g)4. Multiply (g) by PWA>(3.03)*(.70) = 2.12 (h)5. Add (d) and (h)>3.64 + 2.12 = 5.7635.763 is the total rating for Performance.Performance Evaluation for Employee without Subordinate

RatingQNQLTimeTotalSupSelSupSelSupSelSupSelf681010101026288810104622241416202014164852

DOH-PES Orientation

Not later than 15 daysFinal PEFsW/in 15 daysConfirmation of targets by PERC15 daysSubmission of performance targetsAfterEvaluation PeriodBeforeActivityTimelines

DOH-PES WorkshopDOH-PES WorkshopDOH-PES WorkshopDOH-PES WorkshopDOH-PES WorkshopDOH-PES WorkshopDOH-PES Workshop