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Strategic Performance Management System (SPMS)

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Jane Dabela

on 17 June 2014

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Transcript of Strategic Performance Management System (SPMS)

consolidation of the PCIERD and the PCASTRD

The PCIEERD envisions to be recognized for the quality of its people, leadership and performance and contribute to the nation’s productivity and competitiveness.
"To lead and partner with the public and private institutions in generating S&T policies, strategies and technologies that will contribute significantly to national economic development."
Core Values
Organizational Structure
What is SPMS?
Strategic Performance Management System
Thank you!
Strategic Performance Management System (SPMS)
Albert G. Mariño
17 June 2014 * PCIEERD Conference Room
Philippine Council for Industry, Energy and Emerging Technology Research and Development (PCIEERD)
DBM's Approval of PCIEERD Rationalization Plan, 29 June 2010 in accordance with
Executive Order No. 366.

Develop and implement
resource generating strategies
to support the
programs for the sectors

Support the
development of institutions
and R&D
human resource pool

Establish, develop and maintain local and international technical
cooperation linkages

Develop and implement programs for the optimal utilization,
transfer and commercialization of technologies
and other research outputs.

Establish, develop and maintain an
effective system
for the acquisition and dissemination of research information.

Commits to pursue and make available S&T solutions and innovations to help create and sustain competitive industries, attain energy self-sufficiency, and ensure the efficient and effective use of emerging technologies for the inclusive growth and development of the country, through:
a well-defined Research and Development (R&D) thrust from innovative idea to technology development and knowledge generation to technology transfer and utilization;

active engagement of scientists, researchers and engineers in R&D activities;

strengthened partnerships and significant collaborations with industry, academe and government agencies to complement resources and expertise.
ense of Urgency
Basic Elements
Strategic Performance Management System

Goal aligned to agency mandate and organizational priorities


Team-approach to performance management


Information system that supports monitoring and evaluation

Communication plan

national policies
Program and
allocate government
and other
external funds
for research and development in
industry, energy
emerging technologies
Provide mechanism of
and updating of
national R&D plans.
Ensure organizational effectiveness and improvement of individual employee efficiency by cascading institutional accountabilities to the various levels of the organization anchored on the establishment of rational and factual basis for performance targets and measures
Firm up the linkage of organizational performance with the Philippine Development Plan, the Agency Strategic Plan, and the Organizational Performance Indicator Framework
Link performance management with other HR systems and ensure adherence to the principle of performance-based tenure and incentive system.
How SPMS will be Implemented in PCIEERD?
SPMS Process

conduct of the annual performance review and strategic planning to determine performance targets and measures are determined
STAGE I: Performance Planning and Commitment
Performance measures

i.e., measures that are relevant to PCIEERD’s major final outputs, core functions and strategic priorities
- must be
continuously refined

Individual targets
i.e., measures that are relevant to divisions’ targets, core functions and strategic priorities.
The overall rating of employees is based on outputs.
Basis of targets of the Office:
Major Final Outputs

Support to Operations (STO)

General Administration and Support Service (GASS)

SPMS Process
STAGE II: Performance Monitoring and Coaching
The PCIEERD Executive Director shall review the performance of different divisions at least once every six (6) months.

The PCMD shall summarize and analyse the performance of every division at the end of each performance/rating period.

The division chief shall monitor at least once every month the performance of sections/units and employees under them. He/She shall meet with them to discuss the performance and the progress of work.

Each individual shall likewise monitor and assess his/her performance regularly, at least once a week.

SPMS Process
STAGE III: Performance Review and Evaluation (Office, Division, and Individual Employee’s Performance)

Division Performance Assessment
Core Function of Unit
Core Function of Unit
STAGE III: Performance Review and Evaluation (Office, Division, and Individual Employee’s Performance)

PCPU Functions and Equivalent Points
Equivalent Points for Sectoral Plans and Project Management
Performance Assessment for Individual Employees
SPMS Process
STAGE IV: Performance Rewarding and Development Planning
Integration of Individual Points

Division Chief
in identifying and providing the kinds of interventions needed, based on the developmental needs identified;

Personnel Section
in consolidating and coordinating developmental interventions that will form part of the HR Plan and the basis for rewards and incentives;

PRAISE Committee
in determining top performers of the PCIEERD who qualify for awards and incentives.

The results of the performance evaluation/assessment shall serve as inputs to the:
Rating Period

performance evaluation shall be done semi-annual

minimum appraisal period is at least ninety (90) calendar days or three (3) months

Measure tangible results/outputs
- Indicate the level of performance of individuals and or units
- Minimize subjective factors

Sets uniform standards for common outputs

Translate different targets into one unit of measure

Facilitates comparison of outputs

Allow management to look at relative inefficiencies of units and individual staff

Why Use the Point System?

To account for the productivity and efficiency of individuals, divisions and or sections

To compare the performance of these operational units

To compare outputs of similarly situated units in offices, in terms of size and functions

To compare outputs of one unit with outputs of other units

To condense a great deal of information into one number that will give an indication of the overall performance of the office.

Why do we need points?
PCIEERD Performance Management Committee (PMC)
The PCIEERD envisions to be recognized for the quality of its people, leadership and performance and contribute to the nation’s productivity and competitiveness.
General Rating Standards
ITMU Functions and Equivalent Points
ITMU Individual Points

ITMU Total Points
EUSTDD Total Points
EUSTDD Individual Point
How SPMS will be Implemented in PCIEERD?
Full transcript