Strategic Performance Management

System (SPMS)
of the PNP for NUP
(Approved by CSC on July 20, 2017)
What is Strategic Performance Management System (SPMS)?
 What is Strategic Performance Management System ?
- is a management -methodology for - It gives emphasis -It serves as a
tool that links ensuring fulfillment of to the strategic performance
individual functions of offices alignment of the evaluation for
performance vis-à- and its personnel as organization’s assessing unit
vis the agency’s well as for assessing thrusts with the performance or the
organizational accomplishments. day-to-day collective
vision, mission and operations of the performance of
strategic goals units. personnel within
the organization.
 The Revised SPMS
• Duly approved by Chief, PNP on January 26, 2016.
• Integrated with all performance-based human resource
movements and interventions and DBM-performance based
incentives.
• Implementation last year brought to the fore some noted
weaknesses on IPCR Form, a major tool in the implementation of
the System.
• Revised IPCR measures the performance of NUP in terms of the
set target through success indicators for quality, timeliness and
efficiency per output/activity of core and support functions.
• The changes on the IPCR Form include the following:

a. Revised Adjectival Rating Scale;

b. Further defined the success indicators/measures and
targets;
c. Added percentage weight allocation to qualify for the core
and support functions; and
d. Revised format of Individual Performance Commitment and
Review (IPCR) Form.
 Stage 4 Stage 1
Performance Performance

PERFORMANCE Rewarding &

Development
Planning &
Commitment

MANAGEMENT Planning

SYSTEM Stage 3 Stage 2

CYCLE Performance Performance
Review & Monitoring
Evaluation & Coaching
UPDATES on
SPMS
Old New
Old
New
Old
New
Old
New
 Factors to consider in determining
Measure Indicator

S
SPECIFIC
M
MEASURABLE
A
ATTAINABLE
R
REALISTIC
T
TIME-BOUND

What steps
Establish can you take
clear to reach your
definitions to The objective
goal? needs to be The goal has
What exactly help you to set within
do you want measure if Outline the achievable in
a realistic the time
to achieve? you’re exact steps frame.
reaching to way.
your goal. accomplish
your goal.
 PHILIPPINE NATIONAL POLICE
NUP INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (NUP IPCR)
SAMPLE IPCR ____1st Semester 2016___
Semester
I, _NUP LEIZEL CABELIN ABRIGO_, ___ADMINISTRATIVE AIDE VI (CLERK III), SG-6_____ of ___NUPAD, DPRM____ commit to deliver and agree to be rated on the attainment of the following
the attainment of the following targets in accordance with the indicated measures for the period _ JANUARY_ to _JUNE 2016_.

targets in accordance with the indicated measures for the period _JANUARY_ to _JUNE 2016_.
Ratee: Date: Approved by: Date:

NUP LEIZEL CABELIN ABRIGO Dec. 28, 2015 NUP CYNTHIA SUMAGUI ROSALES Dec. 29, 2015
Print Name and Signature Print Name and Signature

Success Indicators TARGETS ACCOMPLISHMENTS RATINGS

Output/Activity
(Measures) Q of 15) T E Q T E Q T E AVERAGE
% of drafted memo acted 100% (15 Two (2) days
1. Drafts
Core Functions: upon the requesting drafted memo acted before the With 2 4.9
upon for the 3.9
letters/memora party/for compliance, required errors, for 120%(18 1 error co 4.99 9 4.65
approved by the Division requesting party/for of 15) 2 days 9
nda target date, the period mmitted
Chief, two (2) days before compliance, approved before
for the period of six (6) the req
the required target date, by the Division Chief,
of six (6) months uired t
with 2 errors, for the for the period of six
(6) months months arget d
period of six (6) months ate

4.99+4.99+3.99 = 13.97 /3 =

Total
 PHILIPPINE NATIONAL POLICE
NUP INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (NUP IPCR)
SAMPLE IPCR ____1st Semester 2016___
Semester
I, _NUP LEIZEL CABELIN ABRIGO_, ___ADMINISTRATIVE AIDE VI (CLERK III), SG-6_____ of ___NUPAD, DPRM____ commit to deliver and agree to be rated on the attainment of the following
the attainment of the following targets in accordance with the indicated measures for the period _ JANUARY_ to _JUNE 2016_.

targets in accordance with the indicated measures for the period _JANUARY_ to _JUNE 2016_.
Ratee: Date: Approved by: Date:

NUP LEIZEL CABELIN ABRIGO Dec. 28, 2015 NUP CYNTHIA SUMAGUI ROSALES Dec. 29, 2015
Print Name and Signature Print Name and Signature

Success Indicators TARGETS ACCOMPLISHMENTS RATINGS

Output/Activity
(Measures)
% of drafted memo acted upon 100% (15 ofQ 15) drafted T
Two (2) days
E Q T E Q T E AVERAGE
2 days
the requesting party/for memo acted upon for the before the
Core Functions: compliance, approved by the requesting party/for
With 2 errors, before
1. Drafts required target for the period 120% the 1 error
Division Chief, two (2) days compliance, approved by date, for the 4.99 3.99 4.65
letters/memoranda of six (6) (18 of 15) required committed
before the required target date, the Division Chief, for the period of six (6)
months target
with 2 errors, for the period of period of six (6) months months date
six (6) months
4.99
100% (50 of 50) of re-
% of re-evaluated Meet the
evaluated
2. Re-evaluates recommendees who meet the Within two minimum QS
recommendees who
minimum QS of minimum QS for appointment weeks upon of the position
meet the minimum QS
recommendees from with complete documents, receipt, for with complete
for appointment with 50 of 50 within 2 weeks Qualified and 3.99 4.66
PROs 5, 6, 8 & 10 NUP within two weeks upon receipt, the period of documents, complete 4.99 5
complete documents,
SSBs for appointment approved by the Head six (6) for the period
approved by the Head
Secretariat, for the period of six months of six (6)
Secretariat, for the
(6) months months
period of six (6) months

% of incoming commos 100% (75 of 75) of Within the

recorded and forwarded to incoming commos day of the No error
3. Receives and records concerned action personnel, recorded and forwarded receipt, no committed, for within the
100 no errors 3.99 4.99 4.66
incoming commos within the day of the receipt, to concerned action error, for the the period of day of 5
committed
no error committed, for the personnel, for the period period of six six (6) months receipt
period of six (6) months of six (6) months (6) months

4.65
3.255
Total
 TARGETS ACCOMPLISHMENTS RATINGS
Success Indicators
Output/Activity
(Measures) Q T E Q T E Q T E AVERAGE

Core Functions:
% of drafted memo acted upon 100% (15 of 15) drafted Two (2) days 2 days
the requesting party/for memo acted upon for the before the
1. Draft With 2 errors, before
compliance, approved by the requesting party/for required target
letters/memoranda for for the period 120% the 1 error 4.65
Division Chief, two (2) days compliance, approved by date, for the 4.99
other offices/agencies of six (6) (18 of 15) required committed 4.99 3.99
before the required target date, the Division Chief, for the period of six (6)
relevant to NUP matters months target
with 2 errors, for the period of period of six (6) months months date
six (6) months

100% (50 of 50) of re-

% of re-evaluated Meet the
evaluated
2. Re-evaluation of recommendees who meet the Within two minimum QS
recommendees who
minimum QS of minimum QS for appointment weeks upon of the position
meet the minimum QS
recommendees from with complete documents, receipt, for with complete
for appointment with 50 of 50 within 2 weeks Qualified and 3.99 4.99 4.66
PROs 5, 6, 8 & 10 NUP within two weeks upon receipt, the period of documents, complete 5
complete documents,
SSBs for appointment approved by the Head six (6) for the period
approved by the Head
Secretariat, for the period of six months of six (6)
Secretariat, for the
(6) months months
period of six (6) months

% of incoming commos 100% (75 of 75) of Within the

recorded and forwarded to incoming commos day of the No error
3. Receive and record concerned action personnel, recorded and forwarded receipt, no committed, for within the
no errors
incoming commos within the day of the receipt, to concerned action error, for the the period of 100 day of 3.99 5 4.99 4.66
committed
no error committed, for the personnel, for the period period of six six (6) months receipt
period of six (6) months of six (6) months (6) months

Total 4.65
Sub-total (70%) 3.255

Formula for the Core

Function: Total Average of Core Function = ( Average1 + Average2 + Average3) ÷ 3
Core Function = Total Average of Core Function X 70%
Example:
(4.65+ 4.66 + 4.66) ÷ 3 = 4.65
4.65 X 70% = 3.255
*Note: Core function is 70% of the total rating of IPCR
Support Functions:    
% of prepared minutes of the 100% (3 of 3) prepared
meeting, a day after of every minutes of the meeting A day after of every a day after
1. Acts as Secretariat With 5 errors, for the
deliberation, approved by the of every deliberation, deliberation, for the of every 2 errors
member for NHQ PNP period of six (6) 3 3.99 4.49 5 4.49
Head Secretariat, with 5 approved by the Head period of six (6) deliberatio committed
NUP SSB months
errors, for the period of six (6) Secretariat, for the period months n
months of six (6) months
Total 4.49
Sub-total (30%)
Total x 30% 1.347
        Final Average Rating (70% + 30% = 100%)   4.602
          Adjectival Rating:   VS

I NUP ___NUP LEIZEL CABELIN ABRIGO___, __ADMINISTRATIVE AIDE VI (CLERK III), SG-6__   of ___NUPAD, Comments and Recommendations for Development Purposes
DPRM_______ attained the above-mentioned targets in accordance with the indicated measures for the period _JAN_
to _JUNE 2016_. Discussed with: Assessed by:

      July 7, 2016
LEIZLE CABELIN ABRIGO
Ratee
Ratee Rater Date

Approved by:
Performance Management Team Actions:  
_________________________ July 3, 2016                
Rater/Immediate Date                
Supervisor                
Signature of PMT
                        
 QUALITY OF WORK EFFICIENCY TIMELINESS OF WORK

5 5 – Accepted/Approved two (2) days before the

5 – Performance exceeding 30% and above of the
Accepted/Approved on the first target date of submission/examination/
planned targets
submission/examination/ confirmation/checking confirmation/checking

4-4.99
4-4.99 - Accepted/Approved one (1) day before the
Accepted/Approved on the second submission/ 4-4.99 - Performance exceeding 15% to 29% of the
target date of submission/examination/confirmation/
examination/confirmation/ checking with planned targets
checking
minimal changes
3-3.99
Accepted/Approved on the second submission/ 3-3.99 - Performance of 100% to 114% of the planned 3-3.99 - Accepted/Approved on target date of
examination/confirmation/ checking with major targets submission/examination/confirmation/checking
changes
2-2.99
2-2.99 - Accepted/Approved one (1) to two (2) days
Accepted/Approved on the third 2-2.99 - Performance of 51% to 99% of the planned
after the target date of submission/examination/
submission/examination/ confirmation/checking targets
confirmation/ checking
with minimal changes

1 -1.99
1-1.99- Accepted/Approved three (3) days or more
Accepted/Approved on the third or succeeding 1-1.99 - Performance failing to meet the planned
after the target date of
submission/ examination/confirmation/ checking targets by 50% & below
submission/examination/confirmation/ checking
with major changes
 Support Functions:
% of prepared minutes of the 100% (3 of 3) prepared
meeting, a day after of every minutes of the meeting A day after of every a day after
1. Acts as Secretariat With 5 errors, for the
deliberation, approved by the of every deliberation, deliberation, for the of every 2 errors
member for NHQ PNP period of six (6) 3 3.99 4.49 5 4.49
Head Secretariat, with 5 approved by the Head period of six (6) deliberatio committed
NUP SSB months
errors, for the period of six (6) Secretariat, for the months n
months period of six (6) months
Total 4.49
Sub-total (30%)
Total x 30% 1.347
Final Average Rating (70% + 30% = 100%)   4.602
       
          Adjectival Rating:   VS

Formula for the Support

Function:
Support Function = Total Average of Support Function X 30%
Example:
4.49 X 30% = 1.347

Formula for the Final Average Rating:

= Total Rating of Core Function ( 70%) + Total Rating of Support Function (30%)

3.255 + 1.347 = 4.602

*Note: Support function is 30% of the total rating of IPCR

What are the uses of the performance rating?
 Basis for promotion, transfer, change of plantilla item and
renewal/reemployment, scholarship grants, training, rewards,
incentives and developments/interventions.
 Unsatisfactory rating or poor performance for one rating period
shall be provided with the appropriate developmental intervention
by the Head of Office and Supervisor (Division/Unit Head), in
coordination with the Directorate for Human Resource and
Doctrine Development to address competency-related
performance gaps.
 If, after advice and provision of developmental intervention, the
NUP still obtains unsatisfactory or poor rating in the succeeding
rating period, he/she may be dropped from the rolls. A written
notice/ advice from the Head of Office at least three (3) months
before the end of the rating period is required.
 The PMT shall validate the outstanding performance rating and may
recommend concerned NUP for performance-based awards. Grant of
performance-based incentives shall be based on the final rating of NUP as
approved by the Head of Office.
 NUP who shall be on official travel, approved leave of absence or training
programs and who have already met the required minimum rating period
of 90 days shall submit their performance commitment and rating before
they leave the office.
For purposes of performance-based benefits, NUP who are on official
travel, scholarship or training within a rating period shall use their
performance ratings obtained in the preceding rating period.
 NUP who are on detail or secondment shall be rated in their present
office/unit, copy furnished their mother office/unit. A copy of their
ratings during their detail or secondment shall be consolidated in their
mother office/unit.
SPMS Final Rating Scale
Rating Description

Performance represents an extra ordinary level of achievement and

commitment in terms of quality, ingenuity, creativity, and initiative.
5 Outstanding (O) Employees at this level should have demonstrated exceptional job mastery
in all major areas of responsibility. Employee achievement and
contributions to the organization are of marked excellence.

Performance met expectations. All goals, objectives, and targets were

4 Very Satisfactory (VS) achieved above the established standards.

Performance met the expectations in terms of quality of work, efficiency,

3 Satisfactory (S) and timeliness.

Performance failed to meet targets/expectations and/or more of the most

2 Unsatisfactory (US) critical goals were not met.

Performance was consistently below expectations and/or reasonable

1 Poor (P) progress toward critical goals was not achieved. Significant improvement is
needed in one or more important areas.
Role of the Performance Management Team
(PMT) in the SPMS:
• Establish that the performance of NUP is linked with the
performance of the organization through its office and individual
commitment and review forms.
• The PMT Chairman, or in his absence a PMT member, shall
countersign the IPCR Form of each NUP as a requirement of the CSC
on all related personnel actions/movements. Absence of such will
affect the attestation of appointment of the concerned NUP.
 Review, evaluate, and approve the IPCR Form of NUP before the
start of the performance period;
 Determine the final assessment of performance level of the
individual NUP in his/her office based on proof of performance;
 Inform the NUP of the final rating and identify the necessary
interventions to NUP based on the assessment of his/her
development;
 Recommend and discuss the need for development with the
subordinates who obtain Unsatisfactory performance not later
than one (1) month after the end of the rating period;
 Prepare written notice/advice to subordinates with two (2)
successive Unsatisfactory performance which shall be a ground for
their separation from the service;
 Provide preliminary rating to subordinates showing Poor
performance not earlier than the third (3rd) month of the rating
period. A need for improvement shall be discussed with the
concerned subordinate and issue a written notice that failure to
improve his/her performance shall be ground for his/her
separation from the service;
 Identify potential top performers of Office/Unit who are qualified
for rewards and incentives; and
 Address/acts on complains pertaining to questions regarding
rating of personnel
Composition of PMT
NHQ-based Offices
Police
Regional
Command Offices
D-Staff NSUs
Group

PMT Head SEA Ex-O CDS RCDS

Planning and Planning and C, RPHRDD

Member/s Admin Officer
Admin Officers Admin Officers and C, ROPD

NUP NUP NUP

Secretariat NUP Supervisor
Supervisor Supervisor Supervisor
Thank You!!!