Administrative Order 23 Series of 2018

The DSWD Strategic Performance Management System

In order to continuously foster the improvement of employee performance, efficiency, organizational effectiveness and productivity, and to provide an objective performance management system which shall serve as basis for incentives and rewards, promotion, training and development, human resource actions and administrative sanctions, the following policies have been put in place, reinforcing previous policies and ensuring the alignment of individual performance with the organization's vision and mission resulting to the accomplishment of the Department's organization outcomes (OOs):

1. Establishment of a unified and integreated Results-Based Performance Management System (RBPMS) across all agencies within the Executive Branch pursuant to Administrative Order (AO) No.25, Series of 2011; and

2. Establishment of a Performance-Based Incentive System (PBIS) that will motivate higher performance and greater accountability in the public sector to ensure the accomplishment of commitments and target set forth in EO No.43, Series of 2011.

Consistent with these directives, this Administrative Order describes the Department of Social Welfare and Development (DSWD) Strategic Performance Management System (SPMS) anchored on the Organizational Performance Indicator Framework (OPIF) used by the Department of Budget and Management (DBM) to measure agency performance; the RBPMS; and the planning, monitoring and evaluation system of the Department's Strategic Plan.

This Administrative Order seeks to achieve the following:

1. Enhance performance of the Deparment towards the attainment of its mission, vision and long-term goals by providing guidance on performance management at all leves of the organization;

2. Ensure achievement of organizational outcomes by effectively cascading DSWD commitments, priorities, and institutional accoutabilities to various levels of the organization thorugh identification of appropriate performance indicators and targets;

3. Concretize linkage of organizational performance with the Department's Strategic Plan; and

4. Create an enabling environment for the promotion of equal opportunities and non-discrimination on account of gender, civil status, disability, religion, ethnicity, or political affiliation in all phases of performance management in its processes.