The Performance Management aims to foster the improvement of employee performance, efficiency, organizational effectiveness and productivity. In the Department, the Performance Management System is being implemented through DSWD Administrative Order No. 18, Series of 2023 or the Guidelines on the Implementation of the Enhanced DSWD Strategic Performance Management System, which was approved by the Civil Service Commission (CSC) on 14 November 2023. 

The said guideline provides a systematic process that ensures that employees, as individuals and team members, deliver desired levels of performance and support the organization’s strategic goals.  It is a means to achieve desired results through an approach that clarifies expectations among personnel on individual goals and standards of performance, and provides needed support to increase their probability of success in pursuing these targets.

The Department’s Performance Management has four phases: (a) Performance Planning and Commitment; (b) Performance Monitoring and Coaching; (c) Performance Review and Evaluation; and (d) Performance Rewarding and Development Planning. All actors engaged in all phases of the performance management cycle shall be acquainted with equal opportunity principles for these to govern the processes of the DSPMS.

Phase 1: Planning and Commitment. Offices and individual personnel draw up their performance commitments for the evaluation period.  They identify success indicators by which their performance will be assessed at the end of the period.  This process generates Office/Division/Individual Performance Commitment and Review Forms  (O/D/IPCRF) - Commitments.

Phase 2: Monitoring and Coaching.  This is the heart of performance management, as work is organized and plans are executed towards set goals during this stage.  Supervisors play a critical role in tracking the progress of the office and staff, and in providing necessary feedback, direction and guidance.  Hence, monitoring and coaching is an ongoing process, marked by formal review sessions during mid-year checkpoints.  At this stage, the Performance Monitoring and Coaching Report is submitted.  Adjustments in office and individual targets, as needed, are reflected in the PC Checkpoint and Monitoring Agreements. 

Phase 3: Performance Review and Evaluation. It is the formal process of assessing accomplishments against established success indicators.  Feedback is shared through a performance discussion between the rater and ratee, aimed at generating agreement on the evaluation score for the appraisal year.  The outputs of this process are the accomplished Office/Division/Individual  Performance Commitment and Review Forms  (O/D/IPCRF) - Accomplishments.

Phase 4: Recognition and Development Planning.  The performance evaluation process will enable rater and ratee to identify areas of strength and improvement.  The discussion in this stage focuses on affirming effective performance and planning for continuous improvement.  This information is captured in the Individual Development Plans (IDP) that form part of the O/D/IPCRF, respectively. 

YOU MAY Visit  Performance Management Team Portal