Office Performance Contracting, Review and Evaluation

In 2012, the Civil Service Commission issued Memorandum Circular No. 06 or the Strategic Performance Management System (SPMS) which mandates the establishment of performance evaluation system in every department or an agency.

With this, the Department issued Administrative Order (AO) No. 11 Series of 2015, and AO No. 11 Series of 2018 and AO No. 23 Series of 2018 or Guidelines for the DSWD Strategic Performance Management System (DSPMS) to enhance the performance of the department towards the attainment of its mission, vision and long term goals and ensure achievement of organizational outcomes by cascading the DSWD commitments, priorities and institutional accountabilities to the different CO and Regional Offices, its officials and employees through the identification of appropriate performance indicators and targets.

To ensure achievement of the DSPMS objectives, phases of the Performance Management Cycle as stipulated in the guidelines should be conducted which include (a) Performance Planning and Commitment, (b) Performance Monitoring/Checkpoint and Coaching, (c) Performance Review and Evaluation and Performance and (d) Performance Rewarding and Development Planning.

These activities are of great importance since it will provide opportunity to measure how the Field Office NCR, its Divisions/CRCFs and officials and employees effectively and efficiently perform their respective tasks and responsibilities thus, ensure attainment of output/targets.

The DSWD Administrative Order (AO) No. 23 Series of 2018, indicates that the Performance Planning and Commitment phase of the DSWD Strategic Performance Management System (DSPMS) shall be facilitated through a consultative approach.

At the office level, DSWD Field Offices (FOs) prepare their OPCs by committing performance indicators and targets related to the mandate and core functions of their respective Offices. Considered as "mini-DSWDs", the OPC of the FOs will mirror the overall DSWD Performance Contract, as they perform all functions of the Department only at a smaller scale. However, to preserve the conciseness of the FOs' OPCs, performance indicators of some mandated functions particularly for support and administrative services are delegated to the OPCs of the Divisions.

The crafting of the FY 2021 Office Performance Contracts (OPCs) generally aims to ensure the attainment of all the Department's commitments. These commitments must be based and aligned with the DSWD's existing strategy and roadmaps.

Specifically, the OPCs aim to determine the success indicators that serve as yardsticks of performance that includes performance measures and performance targets. It also highlights the contribution of each Office to the roadmaps and strategy implementation. Additionally, the OPCs serve as one of the bases for monitoring and evaluation of the Offices' performance vis-à-vis commitment.