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Republic of the Philippines
DEPARTMENT OF THE INTERIOR AND LOCAL
GOVERNMENTDILG-NAPOLCOMCENTER, EDSA corner
QUEZONAVENUE,QUEZONCITY
Telephone Number 925.11.48 925.88.88
925.03.32www.dilg.gov.ph
July 17, 2013CIRCULARNo. 2013-_9_
SUBJED' GUIDELINES IN THE GRAN!' OF THE FY 2012
PERFORMANCEBASEDBONUS FOR DILG-LG PERSONNEL
Pursuant to Administrative Order No. 25 dated 21 December 2011
and Executive OrderNo. 80 dated 20 July 2012, an Inter-Agency Task
Force (IATF) was created to harmonize,unify, streamline and
simplify existing monitoring and reporting requirements and
processesand to formulate the implementing guidelines on the
implementation of the Performance-based System. In line thereto,
IATF issued Memorandum Circular Numbers 2012-1, 2012-02A,2012-03
and 2012-05, which will be adopted as the bases for the following
implementingguidelines to govern the grant of the DILG PBB for FY
2012.
1.0 Coverage
All officials and employees of DILG Regional offices, bureaus,
including LGA, services,and other operating units within the
DILG-LG Sector holding regular plantilla positionsand all
contractual employees who are in the government service as of
November 30, 2012and have rendered at least four months of service
during the year as of November 30,2012.
2.0 Requirements
The following shall be observed in determining the eligibility
for the grant of the PBB ofpersonnel within the DILG-LG Sector
offices/operating units:
2.1 Personnel should have rendered at least four (4) months of
service and or still inservice as of November 30, 2012;
2.2 Employees belonging to the first and second levels should
receive a rating of atleast "Satisfactory" under the DILG PPES;
2.3 Contractual personnel who may be entitled to the PBB are
those occupyingpositions in the DBM-approved contractual staffing
pattern. They maybe rankedalong with the regular personnel;
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2.4 Personnel on detail to another government agency for three
(3) months ormore as of November 30, 2012 shall be included in the
ranking ofemployees in the recipient agency which rated his/her
performance;
2.5 Personnel on scholarship may be included in the ranking,
provided theyqualify based on the performance criteria established
by the DILG-OSECPerformance Management Group (PMG) and approved by
the SILG;
2.6 Personnel found guilty of administrative and or criminal
cases filedagainst them and meted penalty in FY 2012 shall not be
entitled to the FY2012 PBE. If the penalty meted out is only a
reprimand such penalty shallnot cause disqualification to receive
the PBB;
3.0 Rating and Ranking Scheme
3.1 DILG-LG Sector offices/operating units will be categorized
into functionalclusters/groups, as follows:
Bureaus (BLGD,BLGS,NEOO, OPA, OPDS and LGA) Services (AS, EDPS,
FMS, lAS, LS, PS, PATROL 117) Regional Offices (16 Regions)
3.2 Each office/operating unit within the cluster/group will be
forced rankedfollowing a normal distribution per IATF MC No. 2012 -
03 (Top 10% -Best Performer; Next 25% - Better Performer; and Next
65% - GoodPerformer).
3.3 All officials and employees who qualified for the PBB based
on the criteriaset in Section 2 shall be forced ranked following
the same normaldistribution as that applied to forced ranking of
offices/operating units.
3.4 The amount of PBB for personnel occupying first and second
levelpositions shall be contingent on the ranking of their
respective offices, asfollows:
INDIVIDUAL PERFORMANCEOFFICE BEST BETTER GOOD
PERFORMANCE (Top 10%) (Next 25%) (Next 65%)BEST 35,000 20,000
10,000BETTER 25,000 13,500 7,000GOOD 15,000 10,000 5,000
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3.5 The first and second level employees shall be rated and
ranked by theirrespective Division Chiefs (DC), while the DCs by
their respectiveOfficelUnit Heads. A committee may also be created
withinoffices/operating units for the purpose of rating and forced
ranking theirrespective personnel.
3.6 Ranking of OfficelUnit Heads will be contingent on the
ranking of theirrespective offices.
4.0 Criteria for Forced Ranking of Offices and Personnel
4.1 Ranking of offices within each duster/group will be based on
thefollowing:
CRITERIA WEIGHTA. Accomplishments III accordance to PBB 60%
Performance Targets (source: PBBForm A-I)B. PPA Accomplishments
(source: OPB and 4QO/o
Accomplishment Reports)b.l Priority PPAs 28%b.2 Demand-Driven
PPAs 12%
TOTAL 100%
4.2 Rating and ranking of personnel belonging to first and
second levelpositions may follow the criteria below. Weight
allocations may beadjusted but greater emphasis must be placed on
individualaccomplishments for the year. Please see sample rating
forms which maybe used. (Annexes A- for 2ndlevel and B-for 1st
level).
CRITERIA FOR RANKING OF PERSONNEL WEIGHTPerformance 60%
Employee Behavior 30%
Attendance and Punctuality (source: Consolidated Report of
10%Attendance)TOTAL 100%
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Each RO/Bureau/Service/operating unit shall submit to the
DILG-OSECPerformance Management Group, thru Administrative Service,
the final list of forced-ranked personnel (please specify
employees' Salary Grade) on or before July 19, 2013using but not
limited to the above individual rating criteria.
These guidelines shall be enforced for the grant of PBB for FY
2012.
DlLG-OSEC OUTGOING 13-01964
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~~ ANNEXA
~ Department of the Interior and local GovernmentPERFORMANCE
BASED-INCENTIVE SYSTEM FOR BEST EMPLOYEE
(For 2nd Level Employee)
Numerical Rating (last 2 rating periods preceding the
evaluation)
YEAR: EQUIVALENT POINT RATING (EPR)FIRST RATING PERIOD
SECOND RATING PERIOD
Total Score (I + 11)/2
INSTRUCTION: Encircle the number corresponding the performance
of the concerned employee.
NEVERshows CONSISTENTLYthe
RARELY OFTENVERY shows the
conduct OFTEN conduct beingbeing described
described1 2 3 4 5
':l,>ij~,~f5.;;";:'.' .:ii!;, >','>" "qREATiVITY
ANDINNOVA!ION" ," '.' ,'."C ,,''', '. ;;" ~.",,
.)~:;'::~}';.:O,Theability to qevise new meclianisms and,'introduce
changes to improve. work performance;;"._ "'~: ',::
1 Recommends or implements reforms contributing to the
attainment 1 2 3 4 5of the office goals and objectivesSuggests new
perspectives/ideas of looking at things which can be
2 adopted as systems, 1 2 3 4 5policies, projects or program
3Builds on introduced innovation/s for better implementation
oracceptance of the change/project/program
5
...~-"',(-'~~Ht"':". ,', "i,;: , . JUDGEMEI\IJAND ~RITICAl
niINKIJlJG,. ':" ',' ~,
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~'ff; ANNEX A..~ Department of the Interior and local
Government
NOTE: Fill out this portion when rating Supervisory level
employee and/or designated supervisors [SG 18-24].
!- -.,!
LEADERSHIP' " -.. -. The manner of directing, Influencing,
motivating and developing confidence of peers and subordinates to
work
, and initiating teamwork to accomplish assigned tasks and
achieve office goals and objectives.Directing17 Set priorities,
realistic goals and objectives for tasks to be done 1 2 3 4 5
18Plans, organizes and executes the programs using a
systematic
1 2 3 4 5process
19Effectively monitors and evaluates office performance to
ensure
1 2 3 4 5alignment with organizational/national goals and
objectives
20Gives clear instructions to subordinates and discusses
1 2 3 4 5accountabilities on expected results
Influencing21 Exhibits passion for work and the organization 1 2
3 4 5
22Sets an example by providing substantive contribution to
the
1 2 3 4 5organization's performance a
23 Demonstrates good communication skills 1 2 3 4
5Motivating
24Inspires a sense of purpose that unifies co-workers through a
shared
1 2 3 4 5vision
25Mentors and coaches subordinates to enhance their knowledge
and 1 2 3 4 5skills
26 Consults and entertains suggestions from peers and
subordinates 1 2 3 4 5
27Approachable and upholds a conducive environment for a
healthy
1 2 3 4 5discussion
DevelopingDevelops skills, knowledge and abilities of
subordinates for effective
28 work performance through technical and self enhancement
training 1 2 3 4 5programs
tI' ~
NEVER CONSISTENTLYshows the RARELY OFTEN
VERY shows the conductconduct (2-3 (4-8) OFTEN being
describedbeing times) (9-15) (more than 15
described times)5 4 3 2 1
1 Tardiness , 1 2 3 4 52 Under time 1 2 3 4 53 Absences 1 2 3 4
54 Non attendance to Flag Raising Ceremony and other similar
activities 1 2 3 4 5
NonSubmission
LateSubmission
On TimeSubmission
o 5
1Submits Sworn Statement of Assets & Liabilities (SALN)
within given-
0 1 5deadline
2 Submits updated Personal Data Sheet (PDS/212) as required 0 1
53 Submits PPESon time 0 1 5
4Submits liquidation Of Cash Advance on time 0 1 5(Note: Not
applicable if no travel during the Rating Period. Do not rate.)
NIIIbeC1l0-.
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/ Department of the Interior and Local Government
PLEASEDO NOT FILL-UP BELOW THE DOTIED LINE. FOR ASSESSORSUSE
ONLY.
SUMMARY OF ASSESSMENT
IUII:tIIII: ~#'Ullfi" Creativity and InnovationJudgment &
Critical ThinkingWork EthicsLeadership
TOTAL RATING
~GRAND TOTAL
REMARKS: ~~ _
MOJbOcu0.. .
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~~.'O&JI,'.'
Department of the Interior and local Government
PERFORMANCE BASED-INCENTIVE SYSTEM FOR BEST EMPLOYEE, (For
1stLevel Employee)
ANNEX B
Numerical Rating (last 2 rating periods preceding the
evaluation)
YEAR: EQUIVALENT POINT RATING (EPR)FIRST RATING PERIOD
SECOND RATING PERIODTotal Score (I + 11)/2
NEVERshows CONSISTENTLYthe RARELY OFTEN VERY shows theconduct
OFTEN conduct beingbeing described
described1 2 3 4 5
1 Improved methods/systems are readily tried for effective work
2 3 4 5performance.
2 New and additional assignments are accepted and performed. 2 3
4 5Can recognize problems with the assigned tasks, tackle problems
on
3 his/her own when deemed appropriate and find constructive 1 2
3 4 5solutions to encountered problems.
4 Notifies supervisor for any unsafe office conditions 2 3 4 55
Knowledgeable and has the technical expertise to handle assigned 2
3 4 5
tasks6 Demcnstrates the flexibility and adaptability to
understand and 1 2 3 4 5
adopt changes if necessary.7 Weighs situations/facts with care
and before taking necessary action 2 3 4 5
for decisions to be carried out8 Sets priorities and is not
easily overwhelmed by competing tasks 2 3 4 5
Solicits ideas/information from peers and superiors, gather and9
verify pertinent information before responding to 2 3 4 5
documents/clientele10 Ensures that the security of confidential
information is never 2 3 4 5
compromised.
~~j~~;"~~~!di;f12~::~f~;~1[o~~'li~:~~~:~X~;~~~%~~I~~!~!~hJ~~~'~ha~a;~:~a~J~e~or~:~~~'3'~,
.'.',:~;;;;c;;'211 Has not been involved in any misdeed/misconduct
1 2 3 4 512 Works expeditiously to achieve results/tasks on time 1
2 3 4 513 Shows pleasant disposition even in stressful work
situations 1 2 3 4 514 Cooperative and gets along well with
superiors and peers 1 2 3 4 515 Maximizes the use of scarce
government resources to achieve 2 3 4 5
expected output16 Spends office time productively 2 3 4 5
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Department of the Interior and Local Government
NEVER CONSISTENTLYshows the RARELY OFTEN VERY shows the
conductconduct (2-3 (4-8) OFTEN being describedbeing times) (9-15)
(more than 15
described times)5 4 3 2 1
1 Tardiness 1 2 3 4 52 Under time 1 2 3 4 53 Absences 1 2 3 4 54
Non attendance to Flag Raising Ceremony and other similar
activities 1 2 3 4 5
.. IrI~~Imf..... 1' . .Non Late On Time
Submission Submission Submission0 .. 1 5
1Submits Sworn Statement of Assets & Liabilities (SALN)
within given
0 1 5deadline
2 Submits updated Personal Data Sheet (PDS/212) as required 0 1
53 Submits PPES on time 0 1 5
4Submits liquidation of Cash Advance on time
0 1 5(Note: Not applicable if no travel during the Rating
Period. Do not rate.)
PLEASE DO NOT FILL-UP BELOW THE DOTTED LINE. FOR ASSESSORS USE
ONLY.
SUMMARY OF ASSESSMENT
~-N Uil
i!ii.]m:r:m~ij:f.t43.Jmtia~it-Jt1llk1A1W!~~~.TOTALC!..& I:U'f-
_
RATING 1
III:.:I::I:"! , '1-'11I. , ,JudurnentWork Ethics
TOTALRATING
REMARKS: _
ANNEX B
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HOW TO GET THE RATINGS
FOR LETTER A (WORK PERFORMANCE BASED ON PPES (PART 1))
1. Write on the table the employee's Equivalent Point Rating
(EPR) for the first [EPR 1]and second [EPR 2] rating periods.
2. To get the Total Score (TS), add EPR 1 and EPR 2.3. Divide TS
by two (2) then divide your answer by point seventy-five (.75)*4.
Multiply your answer in No.3 by point sixty (.60)5: Then, multiply
it by one hundred (100).
FOR LETTER B (BEHAVIORAL DIMENSION)
1. Add the numbers encircled from items one to sixteen (for non
supervisors), one totwenty-eight (for supervisors).
2. Divide it by eighty (80) for non-supervisors and one hundred
forty (140) forsupervisors.
3. Multiply it by point twenty-five (. 25) then multiply it by
one hundred (100).FOR LETTER C (ATTENDANCE AND PUNCTUALITY)
1. Add the numbers encircled from items one to four.2. Divide it
by twenty, multiply by .075 then multiply it by one hundred
(100).
FOR LETTER D (COMPLIANCE TO OFFICE
POLICIES/ADMINISTRATIVEREQUIREMENTS)
1. Add the numbers encircled from items one to five. Do not add
item no. four if notravel has been made during the rating period.
Do not rate.
2. Divide the score by twenty (for employees who have rating on
item no. 4) andfifteen (for those who do not have a rating on item
no. 4).
3. Then, multiply it by .075 then multiply it by one hundred
(100).
FINAL RATING
Add the ratings of Letters A, B, C& D.
"Point seventy-five (.75) is the highest EPR based on Part
l(Performance) of the PPES