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CE Basic Trng > IPPMS > Flashcards

IPPMS Flashcards

1
Q

IPPMS means ____

A

Integrated Personnel Performance Management System

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2
Q

IPPMS guidelines are provided in Department Circular ___ dated ___, as revised by Department Circular No. 04 dated 04 March 2014

A

No. 01, 31 January 2013

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3
Q

IPPMS guidelines are provided in Department Circular No. 01 dated 31 January 2013, as revised by Department Circular ___ dated ___

A

No. 04, 04 March 2014

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4
Q

Department Circular No. 01 dated 31 January 2013 prescribes the guidelines in the establishment and implementation of the _____

A

IPPMS

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5
Q

Department Circular No. 01 dated 31 January 2013 prescribes the guidelines in the ___ and ___of the IPPMS

A

establishment, implementation

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6
Q

Department Circular is based on guidelines set forth under CSC _______

A

Memorandum Circular No. 6, 2012

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7
Q

IPPMS applies to all _____ in the DND
and its civilian bureaus under ___ and ___ occupying the 1st and 2nd level positions, including non-Career Executive Service (CES) Positions.

A

civilian employees, career, non-career service

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8
Q

IPPMS applies to all civilian employees in the ___and its ___ under career and non-career service occupying the 1st and 2nd level positions, including nonCareer Executive Service (CES) Positions

A

DND, civilian bureaus,

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9
Q

IPPMS applies to all civilian employees in the DND and its civilian bureaus under career and non-career service occupying the __ and __level positions, including ___ Positions

A

1st, 2nd, non-Career Executive Service

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10
Q

IPPMS may be applied in suppletory character, or as may be feasible, to ___ in the Armed Forces of the Philippines.

A

civilian personnel

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11
Q

Applicability if IPPMS: The AFP shall be treated as ____ from the civilian bureaus of the Defense Dept.

A

a distinct bureau/delivery unit

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12
Q

A ___ shall be established for the military which shall apply to all military officers, EP, and civilian employees detailed to AFP duties.

A

separate personnel management and evaluation system

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13
Q

A separate personnel management and evaluation system shall be established for the military which shall apply to all ___, ___, and ___ detailed to AFP duties.

A

military officers, enlisted personnel, civilian employees

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14
Q

Civilian personnel covered by IPPMS are (a) Incumbents under the ____ and (b) Incumbents, under ____ whose positions are authorized in the plantilla for regular positions, of certain positions.

A

career service, non-career service

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15
Q

Civilian personnel covered by IPPMS are (a) Incumbents under the career service and (b) Incumbents, under non-career service whose positions are ___ for regular positions, of certain positions.

A

authorized in the plantilla

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16
Q

IPPMS coverage exclusions: (a) ___under Personnel Service, (b) ___ and ___ Personnel of the AFP

A

Contractual personnel, Military, Civilian

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17
Q

IPPMS other exclusions: (1) ___or ___ hired for a limited period (2) ___hired through job contracts (3) ___ workers and apprentices

A

Consultants, experts, Laborers, Student,

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18
Q

IPPMS shall be fully implemented DND-wide by CY ___.

A

2nd Q, 2014

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19
Q

Implementing instructions: Performance rating periods for CY 2014 shall be ___ to ___2014 and July to December 2014.

A

April, June

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20
Q

Non-compliance to IPPMS requirements within the required period shall be cause for disqualification from any __________ and ___

A

performance-based personnel actions, incentives

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21
Q

IPPMS 4-Stage Process Cycle: (1) ____ (2) Performance Monitoring and Coaching (3) Performance Review and Evaluation (4) Performance Rewarding and Development Planning

A

Performance Planning and Commitment

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22
Q

IPPMS 4-Stage Process Cycle: (1) Performance Planning and Commitment (2) ____ (3) Performance Review and Evaluation (4) Performance Rewarding and Development Planning

A

Performance Monitoring and Coaching

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23
Q

IPPMS 4-Stage Process Cycle: (1) Performance Planning and Commitment (2) Performance Monitoring and Coaching (3) ____ (4) Performance Rewarding and Development Planning

A

Performance Review and Evaluation

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24
Q

IPPMS 4-Stage Process Cycle: (1) Performance Planning and Commitment (2) Performance Monitoring and Coaching (3) Performance Review and Evaluation (4) ____

A

Performance Rewarding and Development Planning

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25
Q

Performance Planning and Commitment: Office and individual ____ are agreed upon; success ___ are determined; and ___ are set.

A

outputs, indicators, standards

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26
Q

Performance Planning and Commitment: ____ in terms of performance objectives or work outputs are defined.

A

Expectations

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27
Q

Performance Planning and Commitment: Provide the bases in the preparation of the ____ forms which will be accomplished by the office and individual.

A

performance commitment and review

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28
Q

Office Performance Planning: Performance outputs tell employees _____ and why they have to do them.

A

what they have to do

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29
Q

Office Performance Planning: Identify and describe ___ (as results-nouns), not ___ (actions-verbs)

A

outputs, activities

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30
Q

Individual Performance Planning: Work outputs should include _______ only

A

critical outputs

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31
Q

Individual Performance Planning: Develop standards that are ____, measurable, ___, fair, and challenging

A

understandable, attainable

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32
Q

Individual Performance Planning: Develop standards that are understandable, ____, attainable, fair, and ____

A

measurable, challenging

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33
Q

Individual Performance Planning: Individual should accomplish ___ (IPCR)

A

Form E

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34
Q

IPCR stands for: ___

A

Individual Performance Commitment and Review

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35
Q

Performance Monitoring and Coaching: At this stage, Heads of Offices and Division Chiefs/supervisors ___ the performances and act as ___ and ___ to manage work deficiencies and develop potentials, and improve team performance.

A

monitor, coaches, mentors

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36
Q

Performance Monitoring and Coaching: At this stage, ____ and ____ monitor the performances and act as coaches and mentors to manage work deficiencies and develop potentials, and improve team performance.

A

Heads of Offices, Division Chiefs/supervisors

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37
Q

Performance Monitoring and Coaching: At this stage, Heads of Offices and Division Chiefs/supervisors monitor the performances and act as coaches and mentors to manage ____ and develop ___, and improve team performance.

A

work deficiencies, potentials

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38
Q

Performance Monitoring and Coaching: Supervisors monitor performance by __________ of work output.

A

periodically checking on the progress and quality

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39
Q

Performance monitoring at Office/Bureau level shall be subsumed under the existing PPBER which stands for: ___

A

Program Performance and Budget Execution Review

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40
Q

Divisions shall develop and maintain a ____ to monitor progress of assigned output

A

tracking system

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41
Q

Performance Monitoring and Coaching: Individuals should maintain a ____ daily for review ____.

A

logbook of tasks/activities, weekly

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42
Q

Performance Review and Evaluation: Performance are assessed and rated based on _____ and ___ as approved in the Office and Individual Performance Commitment and Review forms.

A

performance targets, measures

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43
Q

Performance Review and Evaluation: Performance are assessed and rated based on performance targets and measures as approved in the Office and_____ forms.

A

Individual Performance Commitment and Review

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44
Q

The overall rating of the Office consists of the total __________ of all divisions under it.

A

average point score of the Work Outputs

45
Q

Office performance ratings in the performance review conference shall be _____ and _____

A

final, not appealable

46
Q

Average ratings of supervisors shall not go higher than the _____ ratings of the division

A

collective individual performance

47
Q

Performance Rewarding and Dev’t Planning: Highlights individual competency ___vis-a-vis competency ___of the position

A

assessment, requirements

48
Q

Performance Rewarding and Dev’t Planning: Result of assessment is treated ___ of the individual ___.

A

independently, performance rating

49
Q

Development interventions: formal ___, coaching, ___, job rotation, OJT, attending ___, shadowing

A

training, mentoring, workshops

50
Q

Development interventions: formal training, ___, mentoring, ___, OJT, attending workshops, ___

A

coaching, job rotation, shadowing

51
Q

Performance Rewarding and Dev’t Planning: An ____ shall be created to conduct ___ in collaboration with the Divison Chiefs/Supervisors

A

ad hoc committee, competency assessment

52
Q

Performance Rewarding and Dev’t Planning: An ad hoc committee shall be created to conduct competency assessment in collaboration with the ___

A

Divison Chiefs/Supervisors

53
Q

IPPMS Objectives (1): Improve ___ of DND civilian personnel in a manner that ___ affects the organizational outputs and outcomes of the Dept

A

overall performance, positively

54
Q

IPPMS Objectives (1): Improve overall performance of DND civilian personnel in a manner that positively affects the _____ and ___of the Dept

A

organizational outputs, outcomes

55
Q

IPPMS Objectives (2): Align personnel ___ and ___ with the organizational goals thru specification of targets within offices and units

A

performance targets, work priorities

56
Q

IPPMS Objectives (2): Align personnel performance targets and work priorities with the ____ thru _____ within offices and units

A

organizational goals, specification of targets

57
Q

IPPMS Objectives (3): Establish a performance rating system that truly reflects the ____ by evaluating strengths and weaknesses ___

A

capacity of the individual, objectively

58
Q

IPPMS Objectives (3): Establish a____ that truly reflects the capacity of the individual by evaluating ____ objectively

A

performance rating system, strengths and weaknesses

59
Q

IPPMS Objectives (4): Develop a culture of performance by linking ____ with other components of HRM and ensuring adherence to principle of ______ and incentive system

A

performance management, performance-based tenure

60
Q

IPPMS Objectives (4): Develop a ____ by linking performance mgt with ____ and ensuring adherence to principle of performance-based tenure and incentive system

A

culture of performance, other components of HRM

61
Q

IPPMS Declared Policies: This performance management system shall be made an integral part of planning, ____, and ___

A

programming, budgeting

62
Q

IPPMS Declared Policies: This performance management system shall be made an ____ of ___, programming, and budgeting

A

integral part, planning

63
Q

IPPMS Declared Policies: Shall target the core ___ at the DND and individual employees. Performance goals and measurement shall be aligned to ___ and agency mandate.

A

performance improvement, national dev’t plans

64
Q

IPPMS Declared Policies: Shall target the core performance improvement at the DND and individual employees. ____ and ___ shall be aligned to national dev’t plans and agency mandate.

A

Performance goals, measurement

65
Q

IPPMS Declared Policies: Organizational and individual ____ and ____ shall be aligned to facilitate cascading of organizational goals to individual staff members.

A

major final outputs, success indicators

66
Q

IPPMS Declared Policies: Organizational and individual major final outputs and success indicators shall be aligned to facilitate ___ of organizational goals to ____.

A

cascading, individual staff members

67
Q

IPPMS Declared Policies: Performance shall focus on outputs rather than activities performed by the individual and shall be either ___or ___.

A

quantifiable, verifiable

68
Q

IPPMS Declared Policies: Performance shall focus on ___ rather than ___ performed by the individual and shall be either quantifiable or verifiable.

A

outputs, activities

69
Q

IPPMS Declared Policies: Shall put a premium on ___ that contribute to the realization of the Dept.’s ___ and organizational outputs and outcomes.

A

major final outputs, strategic priorities

70
Q

IPPMS Declared Policies: Behavioral and qualitative factors shall not be measured as part of performance but shall be addressed as part of ___ or ___.

A

developmental intervention, discipline

71
Q

IPPMS Declared Policies: ___ and ___ factors shall not be measured as part of performance but shall be addressed as part of developmental intervention or discipline.

A

Behavioral, qualitative

72
Q

IPPMS Declared Policies: Establish a rating system based on _____ of individual performance using ____ agreed upon by supervisor and individual

A

objective assessment, set standards

73
Q

IPPMS Declared Policies: Establish a rating system based on objective assessment of individual performance using set standards agreed upon by ___ and ___

A

supervisor, individual

74
Q

IPPMS Rating Periods: Performance shall be rated semi-annually. Rating period shall be ___ and ___ of every year.

A

Jan to Jun, Jul to Dec

75
Q

IPPMS Rating Periods: However, if there is need for shorter or longer period, minimum rating period is at least ___ while max is not longer than ___.

A

90 calendar days, 1 calendar year

76
Q

IPPMS Rating Scale: ___ (5), ___ (4), Satisfactory (3), Unsatisfactory (2), ___ (1).

A

Outstanding, Very Satisfactory, Poor

77
Q

IPPMS Rating Scale: 5 is performance of ___ level, exceeding planned targets by ___ and above.

A

extraordinary, 30%

78
Q

IPPMS Rating Scale: 4 is performance of ___ level, exceeding planned targets by ___ to ___.

A

exceptional, 15%, 29%

79
Q

IPPMS Rating Scale: 3 is performance of ___ level, meeting planned targets by ___ to ___.

A

acceptable, 90%, 114%

80
Q

IPPMS Rating Scale: 2 is performance of ___ level, meeting planned targets by 51% to 89%.

A

below the acceptable

81
Q

IPPMS Rating Scale: 1 is performance of ___ level, meeting planned targets by ___ .

A

unacceptable, 50% and below

82
Q

IPPMS Rating Scheme: (1) Get average rating of all performance measures per output (2) Add all ratings (3) Get average point score of Col A4 (4) Add extra pts for ___ to get overall point score (5) Convert overall point score to ___

A

intervening activities, adjectival rating

83
Q

IPPMS Rating Scheme: (1) Get ___ of all performance measures per output (2) Add all ratings (3) Get average point score of ___ (4) Add extra pts for intervening activities to get overall point score (5) Convert overall point score to ___

A

average rating, Col A4

84
Q

IPPMS Rating Conversion: Outstanding is 4.21-5.00, VS is __-4.20, S is 2.61-3.40, US 1.51-2.60, Poor is __-1.50

A

3.41, 1.00

85
Q

IPPMS Rating Conversion: Outstanding is __-5.00, VS is 3.41-4.20, S is , US 1.51-2.60, Poor is 1.00-1.50

A

4.21, 2.61-3.40

86
Q

IPPMS Performance Rating: Average of all individual performance ratings shall not go higher than ___

A

collective performance assessment of Office

87
Q

IPPMS Performance Rating: Performance of intervening activities may be given a min of __ and max of .75 addtl points to average point score.

A

.25

88
Q

IPPMS Performance Rating: Performance of intervening activities may be given a min of .25 and max of __ addtl points to average point score.

A

.75

89
Q

Intervening Activities criteria: (1) ___ work (2) Not within __ (3) Completion is urgent and has impact on org (4) Non-compliance will prejudice the service (5) Performance will require aggregate period of one week to two months and above.

A

Difficult/technical, regular functions

90
Q

Intervening Activities criteria: (1) Difficult, technical work (2) Not within regular functions (3) Completion is __ and has impact on org (4) Non-compliance will prejudice the service (5) Performance will require aggregate period of __ to ___ and above.

A

urgent, one week, two months

91
Q

Rating Chain: Head of Office/Director - ___ - Branch/Section Chief - ___

A

Division Chief, Individual Staff member

92
Q

Civilian Personnel on Detail or Secondment shall be rated in their ___, copy furnished their ___

A

present office, mother office

93
Q

Civilian Personnel on Detail or Secondment ratings during period shall be consolidated in ___

A

office where majority of time spent

94
Q

Personnel on Official Travel, LoA, Training, Scholarship Program of __ days and above and not given rating for a particular period shall use their rating from ___

A

90, preceding rating period

95
Q

Personnel on ___, LoA, Training, __ of 90 days and above and not given rating for a particular period shall use their rating from preceding rating period

A

Official Travel, Scholarship Program

96
Q

Pending Admin Case shall have ___ on performance rating of individual.

A

no effect

97
Q

Personnel designated to position other than their plantilla position shall be rated in their ____, provided duration of designation is 90 days and above. If less, work outputs shall be considered ___.

A

present designated position, intervening activities

98
Q

Personnel designated to position other than ___ shall be rated in their present designated position, provided duration of designation is ___. If less, work outputs shall be considered intervening activities.

A

their plantilla position, 90 days and above

99
Q

Performance ranking deadlock breaking: Merits/demerits based on attendance, ___, approved OT, timely DTR submission, ___, performing higher-level duties

A

tardiness, less leaves

100
Q

Performance ranking deadlock breaking: Merits/demerits based on ___, tardiness, ___, timely DTR submission, less leaves, performing ___

A

attendance, more approved OT, higher-level duties

101
Q

DSOM means ___

A

Defense System of Management

102
Q

Person who obtained ___ for 1 rating period shall be dropped from the rolls; provided written notice/advice of poor performance at least ___ before end of period

A

Poor rating, 3 months

103
Q

Person who obtained Poor rating for __ rating period shall be ___; provided ___ of poor performance at least 3 months before end of period

A

1, dropped from the rolls, written notice/advice

104
Q

Only persons who obtained ___ ratings for 2 successive rating periods shall be considered for promotion.

A

Outstanding/VS

105
Q

Only persons who obtained Outstanding/VS ratings for ___ rating periods shall be considered for promotion.

A

2 successive

106
Q

Persons obtaining Outstanding ratings for ___rating periods shall automatically be promoted to next higher available vacant position, provided meet min qualification

A

6 successive

107
Q

Max employees that may be granted Step Incremements in a year limited to __ of all officials and employees in agency.

A

5%

108
Q

Only persons obtained __ shall be considered/recommended for local/foreign schooling and ___ grants

A

O/VS, scholarship

109
Q

Persons obtaining __ ratings shall not be eligible for any monetary and non-monetary rewards and incentives

A

Unsatisfactory/Poor

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