THE Civil Service Commission (CSC) has emphasized the need to assess the performance of state workers to make it sure if they are contributing to the overall success of the agency.
According to CSC chairperson Alicia dela Rosa-Bala, the use of Strategic Performance Management System (SPMS) in every government office is important since it allows an objective assessment of the employees’ performance.
“Having a performance management system in place is an integral component of human resources management, especially in government service where there is a necessity to ensure that employees perform according to or beyond the expectations of the taxpaying public,” said Dela Rosa-Bala.
Under the SPMS, every government employee has his/her own Individual Performance Commitment and Review (IPCR) Form, a performance contract between the employee and management where targeted outputs for the specific rating period are clearly spelled out, including the performance standards which serve as basis for evaluating each output.
While it is true that the SPMS requires proof of actual performance as basis for the employee’s performance rating, Dela Rosa-Bala said it is more than just documentation of accomplishments.
“It is a system that aims to align what the individual employee does with the goals and objectives of the organization, making sure that everyone contributes to its overall success,” she clarified.
The system calls for regular monitoring and evaluation of employee performance, not only at the end of a rating period, so that appropriate steps can be taken to keep a program or project on track.