MGB-6 personnel reviews guidelines of the Strategic Performance Management System

Iloilo City – The Mines and Geosciences Bureau VI conferred to revisit and review the agency’s implementation of the Strategic Performance Management System (SPMS) pursuant to the Civil Service Commission Memorandum Circular No. 6, series of 2012.  During a virtual meeting on October 19, 2021, the resource person from the Administrative Division of MGB Central Office, Rey Fallesgon, presented the SPMS Guidelines and responded to commonly asked questions particularly on the review and evaluation of performance.

Fallesgon highlighted the key provisions of the SPMS, its objectives, basic elements, process, and rating scale in performance evaluation.  He emphasized that the SPMS is “a mechanism that links employee performance with organizational performance to enhance the performance orientation of the compensation system. It ensures that the employee achieves the objectives set by the organization and the organization, on the other hand, achieves the objectives that it has set as its strategic plan.”

In performance evaluation, it is very vital to establish the link between the individual performance of each employee and the overall performance of the organization based on its strategic plan.  “The absence of the link between appraisals and personnel actions and incentives resulted in a system that is more subjective rather than objective.  Consequently, organizational effectiveness and employee’s performance are not directly correlated,” Fallesgon cited CSC.

The Mines and Geosciences Bureau being a line bureau of the Department of Environment and Natural Resources (DENR) follows the department’s CSC-approved SPMS guidelines.

“The DENR’s SPMS measures performance results that can be reviewed over the period of the implementation of the DENR road map vis-a-vis targeted milestone.  It provides a scientific and verifiable basis in assessing the organizational performance of individuals within the organization.”

Following the DENR Logical Framework, individual personnel performance is linked with organizational performance based on a hierarchy of organizational goals and objectives – Societal Goals, Sectoral Goals, Organizational Outcomes, Major Final Outputs (MFO) and Performance Indicators (PI) and Programs, Activities and Projects (PAPs).

The DENR adopts the SPMS’s basic elements in assessing and measuring organizational performance.  As basic elements, a government organization should have:  a. Goals that are aligned to agency mandate and organizational priorities; b. A system that is output or outcome-oriented; c. A team approach to performance management; d. Forms that are user-friendly and show the alignment of individual and organizational goals; e. Information systems that support monitoring and evaluation; and f. A Communication plan.

The SPMS performance ratings serve as a basis for performance-based security of tenure, grant of rewards and incentives and as personnel actions, Fallesgon said.

MGB VI OIC Regional Director Raul A. Laput expressed appreciation to the MGB Central Office resource person for amply increasing the understanding and appreciation of MGB VI personnel towards the implementation of the SPMS.  He recognized as well the efforts of the Finance and Administrative Division for facilitating the reorientation of the 49 permanent employees, especially the new entrants, and a number of contractual personnel of MGB VI.  (MGB VI, DENR)

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