IPPMS Flashcards
IPPMS means ____
Integrated Personnel Performance Management System
IPPMS guidelines are provided in Department Circular ___ dated ___, as revised by Department Circular No. 04 dated 04 March 2014
No. 01, 31 January 2013
IPPMS guidelines are provided in Department Circular No. 01 dated 31 January 2013, as revised by Department Circular ___ dated ___
No. 04, 04 March 2014
Department Circular No. 01 dated 31 January 2013 prescribes the guidelines in the establishment and implementation of the _____
IPPMS
Department Circular No. 01 dated 31 January 2013 prescribes the guidelines in the ___ and ___of the IPPMS
establishment, implementation
Department Circular is based on guidelines set forth under CSC _______
Memorandum Circular No. 6, 2012
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.
civilian employees, career, non-career service
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
DND, civilian bureaus,
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
1st, 2nd, non-Career Executive Service
IPPMS may be applied in suppletory character, or as may be feasible, to ___ in the Armed Forces of the Philippines.
civilian personnel
Applicability if IPPMS: The AFP shall be treated as ____ from the civilian bureaus of the Defense Dept.
a distinct bureau/delivery unit
A ___ shall be established for the military which shall apply to all military officers, EP, and civilian employees detailed to AFP duties.
separate personnel management and evaluation system
A separate personnel management and evaluation system shall be established for the military which shall apply to all ___, ___, and ___ detailed to AFP duties.
military officers, enlisted personnel, civilian employees
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.
career service, non-career service
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.
authorized in the plantilla
IPPMS coverage exclusions: (a) ___under Personnel Service, (b) ___ and ___ Personnel of the AFP
Contractual personnel, Military, Civilian
IPPMS other exclusions: (1) ___or ___ hired for a limited period (2) ___hired through job contracts (3) ___ workers and apprentices
Consultants, experts, Laborers, Student,
IPPMS shall be fully implemented DND-wide by CY ___.
2nd Q, 2014
Implementing instructions: Performance rating periods for CY 2014 shall be ___ to ___2014 and July to December 2014.
April, June
Non-compliance to IPPMS requirements within the required period shall be cause for disqualification from any __________ and ___
performance-based personnel actions, incentives
IPPMS 4-Stage Process Cycle: (1) ____ (2) Performance Monitoring and Coaching (3) Performance Review and Evaluation (4) Performance Rewarding and Development Planning
Performance Planning and Commitment
IPPMS 4-Stage Process Cycle: (1) Performance Planning and Commitment (2) ____ (3) Performance Review and Evaluation (4) Performance Rewarding and Development Planning
Performance Monitoring and Coaching
IPPMS 4-Stage Process Cycle: (1) Performance Planning and Commitment (2) Performance Monitoring and Coaching (3) ____ (4) Performance Rewarding and Development Planning
Performance Review and Evaluation
IPPMS 4-Stage Process Cycle: (1) Performance Planning and Commitment (2) Performance Monitoring and Coaching (3) Performance Review and Evaluation (4) ____
Performance Rewarding and Development Planning
Performance Planning and Commitment: Office and individual ____ are agreed upon; success ___ are determined; and ___ are set.
outputs, indicators, standards
Performance Planning and Commitment: ____ in terms of performance objectives or work outputs are defined.
Expectations
Performance Planning and Commitment: Provide the bases in the preparation of the ____ forms which will be accomplished by the office and individual.
performance commitment and review
Office Performance Planning: Performance outputs tell employees _____ and why they have to do them.
what they have to do
Office Performance Planning: Identify and describe ___ (as results-nouns), not ___ (actions-verbs)
outputs, activities
Individual Performance Planning: Work outputs should include _______ only
critical outputs
Individual Performance Planning: Develop standards that are ____, measurable, ___, fair, and challenging
understandable, attainable
Individual Performance Planning: Develop standards that are understandable, ____, attainable, fair, and ____
measurable, challenging
Individual Performance Planning: Individual should accomplish ___ (IPCR)
Form E
IPCR stands for: ___
Individual Performance Commitment and Review
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.
monitor, coaches, mentors
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.
Heads of Offices, Division Chiefs/supervisors
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.
work deficiencies, potentials
Performance Monitoring and Coaching: Supervisors monitor performance by __________ of work output.
periodically checking on the progress and quality
Performance monitoring at Office/Bureau level shall be subsumed under the existing PPBER which stands for: ___
Program Performance and Budget Execution Review
Divisions shall develop and maintain a ____ to monitor progress of assigned output
tracking system
Performance Monitoring and Coaching: Individuals should maintain a ____ daily for review ____.
logbook of tasks/activities, weekly
Performance Review and Evaluation: Performance are assessed and rated based on _____ and ___ as approved in the Office and Individual Performance Commitment and Review forms.
performance targets, measures
Performance Review and Evaluation: Performance are assessed and rated based on performance targets and measures as approved in the Office and_____ forms.
Individual Performance Commitment and Review
The overall rating of the Office consists of the total __________ of all divisions under it.
average point score of the Work Outputs
Office performance ratings in the performance review conference shall be _____ and _____
final, not appealable
Average ratings of supervisors shall not go higher than the _____ ratings of the division
collective individual performance
Performance Rewarding and Dev’t Planning: Highlights individual competency ___vis-a-vis competency ___of the position
assessment, requirements
Performance Rewarding and Dev’t Planning: Result of assessment is treated ___ of the individual ___.
independently, performance rating
Development interventions: formal ___, coaching, ___, job rotation, OJT, attending ___, shadowing
training, mentoring, workshops
Development interventions: formal training, ___, mentoring, ___, OJT, attending workshops, ___
coaching, job rotation, shadowing
Performance Rewarding and Dev’t Planning: An ____ shall be created to conduct ___ in collaboration with the Divison Chiefs/Supervisors
ad hoc committee, competency assessment
Performance Rewarding and Dev’t Planning: An ad hoc committee shall be created to conduct competency assessment in collaboration with the ___
Divison Chiefs/Supervisors
IPPMS Objectives (1): Improve ___ of DND civilian personnel in a manner that ___ affects the organizational outputs and outcomes of the Dept
overall performance, positively
IPPMS Objectives (1): Improve overall performance of DND civilian personnel in a manner that positively affects the _____ and ___of the Dept
organizational outputs, outcomes
IPPMS Objectives (2): Align personnel ___ and ___ with the organizational goals thru specification of targets within offices and units
performance targets, work priorities
IPPMS Objectives (2): Align personnel performance targets and work priorities with the ____ thru _____ within offices and units
organizational goals, specification of targets
IPPMS Objectives (3): Establish a performance rating system that truly reflects the ____ by evaluating strengths and weaknesses ___
capacity of the individual, objectively
IPPMS Objectives (3): Establish a____ that truly reflects the capacity of the individual by evaluating ____ objectively
performance rating system, strengths and weaknesses
IPPMS Objectives (4): Develop a culture of performance by linking ____ with other components of HRM and ensuring adherence to principle of ______ and incentive system
performance management, performance-based tenure
IPPMS Objectives (4): Develop a ____ by linking performance mgt with ____ and ensuring adherence to principle of performance-based tenure and incentive system
culture of performance, other components of HRM
IPPMS Declared Policies: This performance management system shall be made an integral part of planning, ____, and ___
programming, budgeting
IPPMS Declared Policies: This performance management system shall be made an ____ of ___, programming, and budgeting
integral part, planning
IPPMS Declared Policies: Shall target the core ___ at the DND and individual employees. Performance goals and measurement shall be aligned to ___ and agency mandate.
performance improvement, national dev’t plans
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.
Performance goals, measurement
IPPMS Declared Policies: Organizational and individual ____ and ____ shall be aligned to facilitate cascading of organizational goals to individual staff members.
major final outputs, success indicators
IPPMS Declared Policies: Organizational and individual major final outputs and success indicators shall be aligned to facilitate ___ of organizational goals to ____.
cascading, individual staff members
IPPMS Declared Policies: Performance shall focus on outputs rather than activities performed by the individual and shall be either ___or ___.
quantifiable, verifiable
IPPMS Declared Policies: Performance shall focus on ___ rather than ___ performed by the individual and shall be either quantifiable or verifiable.
outputs, activities
IPPMS Declared Policies: Shall put a premium on ___ that contribute to the realization of the Dept.’s ___ and organizational outputs and outcomes.
major final outputs, strategic priorities
IPPMS Declared Policies: Behavioral and qualitative factors shall not be measured as part of performance but shall be addressed as part of ___ or ___.
developmental intervention, discipline
IPPMS Declared Policies: ___ and ___ factors shall not be measured as part of performance but shall be addressed as part of developmental intervention or discipline.
Behavioral, qualitative
IPPMS Declared Policies: Establish a rating system based on _____ of individual performance using ____ agreed upon by supervisor and individual
objective assessment, set standards
IPPMS Declared Policies: Establish a rating system based on objective assessment of individual performance using set standards agreed upon by ___ and ___
supervisor, individual
IPPMS Rating Periods: Performance shall be rated semi-annually. Rating period shall be ___ and ___ of every year.
Jan to Jun, Jul to Dec
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 ___.
90 calendar days, 1 calendar year
IPPMS Rating Scale: ___ (5), ___ (4), Satisfactory (3), Unsatisfactory (2), ___ (1).
Outstanding, Very Satisfactory, Poor
IPPMS Rating Scale: 5 is performance of ___ level, exceeding planned targets by ___ and above.
extraordinary, 30%
IPPMS Rating Scale: 4 is performance of ___ level, exceeding planned targets by ___ to ___.
exceptional, 15%, 29%
IPPMS Rating Scale: 3 is performance of ___ level, meeting planned targets by ___ to ___.
acceptable, 90%, 114%
IPPMS Rating Scale: 2 is performance of ___ level, meeting planned targets by 51% to 89%.
below the acceptable
IPPMS Rating Scale: 1 is performance of ___ level, meeting planned targets by ___ .
unacceptable, 50% and below
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 ___
intervening activities, adjectival rating
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 ___
average rating, Col A4
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
3.41, 1.00
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
4.21, 2.61-3.40
IPPMS Performance Rating: Average of all individual performance ratings shall not go higher than ___
collective performance assessment of Office
IPPMS Performance Rating: Performance of intervening activities may be given a min of __ and max of .75 addtl points to average point score.
.25
IPPMS Performance Rating: Performance of intervening activities may be given a min of .25 and max of __ addtl points to average point score.
.75
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.
Difficult/technical, regular functions
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.
urgent, one week, two months
Rating Chain: Head of Office/Director - ___ - Branch/Section Chief - ___
Division Chief, Individual Staff member
Civilian Personnel on Detail or Secondment shall be rated in their ___, copy furnished their ___
present office, mother office
Civilian Personnel on Detail or Secondment ratings during period shall be consolidated in ___
office where majority of time spent
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 ___
90, preceding rating period
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
Official Travel, Scholarship Program
Pending Admin Case shall have ___ on performance rating of individual.
no effect
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 ___.
present designated position, intervening activities
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.
their plantilla position, 90 days and above
Performance ranking deadlock breaking: Merits/demerits based on attendance, ___, approved OT, timely DTR submission, ___, performing higher-level duties
tardiness, less leaves
Performance ranking deadlock breaking: Merits/demerits based on ___, tardiness, ___, timely DTR submission, less leaves, performing ___
attendance, more approved OT, higher-level duties
DSOM means ___
Defense System of Management
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
Poor rating, 3 months
Person who obtained Poor rating for __ rating period shall be ___; provided ___ of poor performance at least 3 months before end of period
1, dropped from the rolls, written notice/advice
Only persons who obtained ___ ratings for 2 successive rating periods shall be considered for promotion.
Outstanding/VS
Only persons who obtained Outstanding/VS ratings for ___ rating periods shall be considered for promotion.
2 successive
Persons obtaining Outstanding ratings for ___rating periods shall automatically be promoted to next higher available vacant position, provided meet min qualification
6 successive
Max employees that may be granted Step Incremements in a year limited to __ of all officials and employees in agency.
5%
Only persons obtained __ shall be considered/recommended for local/foreign schooling and ___ grants
O/VS, scholarship
Persons obtaining __ ratings shall not be eligible for any monetary and non-monetary rewards and incentives
Unsatisfactory/Poor
