EPAS_PP

Human Resource DepartmentUZ EMPLOYEES PERFORMANCE APPRAISAL SYSTEM 2009

No EPAS since 2007 ISO non-compliance No basis for:

◦Professional growth◦Employees’ welfare◦Quality performance

Affect the renewal of ISO Certification

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Put in place and implement the Employee Performance Appraisal System for the non-teaching personnel of the University

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Binghay, Virgel C. (2003). Job Evaluation & Salary Administration for ZAEC.

 Certification International. (2005). Procedures Manual. Employees Performance Appraisal.

Koontz, Harold, and Cyril O'Donnell. Principles of Management: An Analysis of Managerial Functions. New York: McGraw-Hill Book Co.,

Managerial Functions. (2009). Retrieved on May 16, 2009 from http://www.referenceforbusiness.com/management/Log-Mar/Management-Functions.html

Memorandum (August 26, 2008). Re: Sanctions for unexcused tardiness and absences. Office of the President/CEO, Universidad de Zamboanga.

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

For non-teaching personnel classified as supervisory, non-supervisory level, and of regular or probationary status.

Full understanding of the evaluation policies and the procedures

Re-echo the same to constituents Clarify any misunderstood part of the

evaluation process. Friendly, consultative, objective, fair, and

bias-proof environment

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Opportunity to correct the deficiencies. Collection, Ranking, Submission to HRD Handling of complaints Justification for Outstanding ratings Two (2) consecutive rating periods shall be

subjected to a due process for termination.

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Done at the end of each semester

September: ISO Audit January – June 2008 should not fail

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

PART I – Performance◦Supervisory◦Non-supervisory

PART II – AttitudinalPART III – Intervening Targets

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Supervisory Competency in Planning Competency in Organizing Competency in Leading Competency in Monitoring & Problem Solving Dependability

Non-supervisory Quality of Outputs Quantity of Outputs Dependability Competence Adherence to Rules and Regulations

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

(Supervisory & Non-supervisory)

Human Relations Initiative Commitment Ethical Behavior Attendance/Punctuality

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Unauthorized/Unexcused Absences / Half-days and Tardiness

Leave application forms Tardiness Explanation forms Phone Call / SMS Text

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

1st Offense – Verbal Inquiry 2nd Offense – Verbal Reprimand 3rd Offense – Written Reprimand 4th Offense - Unsatisfactory

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Not within the regular tasks Over and above regular targets Not detrimental to the regular functions Urgency and impact if not performed Allowed 176 maximum hours

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

4 – (Outstanding) The ratee excellently meets expectations.

3 - (Very Satisfactory) The ratee meets expectations above the average.

2 - (Satisfactory) The ratee meets the expectations just the average.

1 - (Unsatisfactory) The rating is indicative of a need for improvement.

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Should the rater’s assessment falls in between the descriptive/numeric scales, he may add an additional decimal point score ranging from 0.1 – 0.9 to the lower whole number rating scale.

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Attitudinal Factors

O VS S US

Human Relations

Strong force for office morale

Fits easily to the group

Tactful & obliging

Quarrelsome; difficult to deal with

Initiative Exceptionally self starter

Works without direction

Normally upon instruction

Lacks initiative

Commitment Role model/ spontaneous extra service / Volunteerism

Willing upon instruction w/o expecting extra pay

Ensures work is finished on time

Hardly be counted on

Ethical Behavior

Unblemished reputation

Reasonably respectable

Normally observes e.b.

Unethical

Attendance/Punctuality

No unexcused absence/tardiness

1 unexcused absence/ tardiness

2-3 unexcused absences/ tardiness

4 unexcused absences / tardiness

Parts I & II◦ Simple Summation◦ Simple Averaging◦ Simple Weight Multiplication

Part IIIITS = 0.5 (worked intervening hours/176)

Score Range

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

3.81 – 4.00 ,or > O

3.21 – 3.80 VS

2.21 – 3.20 S

1.00 – 2.20 U

EPA Tool for Non-Teaching: Supervisory

EPA Tool for Non-Teaching: Non-supervisory

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

Distribution of Hardcopies of the Guidelines Orientation of Department Heads/ Unit

Supervisors Distribution of softcopy of the EPA Sheets Rating proper Consolidation by the Department Head/

Ranking Report HRD consolidation for Recommendations to

the President & Chief Executive Officer

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

July 5 – Submission to HR July 10 – Submission to the President / CEO

Thank you for your prompt submission

Human Resource Department UZ EMPLOYEES PERFORMANCE

APPRAISAL SYSTEM 2009

UZ-Ipil Campus Organizational Chart

CEO

VPAA VP Admin

Acad AdministratorUZ-Ipil Campus

Program Chairpersons

HRD

Registrar

Guidance & Testing

Motorpool

General Services

MIS

VP Finance

Student Accounts

Treasury

Book & NoveltyFaculty

Library

Laboratory

UZ Ipil Organizational Chart (per JD of Acad Administrator

CEO

VPAA

Acad AdministratorUZ Ipil

Program Chairpersons

Registrar LibraryGuidance &

Testing Center

Facultry