The Process of Monitoring & Evaluation

The Polytechnic University of the Philippines (PUP) has been using its existing Performance Evaluation System (PES), duly approved by the Civil Service Commission, for almost fifteen (15) years. Although the system had provided a systematic method of evaluating the performance of the faculty members and administrative employees of the University, it appeared to have two major drawbacks. First, there appears to be no effective mechanism that links individual performance to office performance, and the office performance to the institutional performance, and lastly institutional performance to the country’s national performance. This link is necessary to ensure that the individual and office performances contribute to the attainment of the University goals and, thus, to the realization of the institutional vision and mission. Further, it is expected that the University performance significantly contributes to the achievement of national development goals and strategic priorities of the government as articulated in the Philippine Development Plan. Second, the absence of a collective office performance evaluation and clearly defined success indicators at the office and individual levels resulted in very subjective evaluation by employees themselves and by their superiors. Thus, it is commonly observed that majority of employees within an office received very satisfactory (VS) or even outstanding (O) ratings and yet the office is viewed by many members and outside clients of the institution as a failure in delivering the products, in form and manner, expected of it in accordance to its mandate. These deficiencies of the present PES have adversely affected the morale of the employees since those who are competent and performing well are not duly recognized and justly rewarded while those who are low- or non-performers are not imposed appropriate sanctions and/or corrective personnel action. In view of this assessment of the present PES, the PUP took advantage of the opportunity afforded by the issuance of Executive Order No. 25 dated September 21, 2011 and the CSC Memorandum Circular No. 6, s. 2012 (Guidelines in the establishment and implementation of the Agency Strategic Performance Management System (SPMS)) to formulate a new performance evaluation system that will enhance the culture of performance and accountability among officials and employees of the University.

The PUP Strategic Performance Management System (SPMS) is a university management plan designed to align employees’ performance with the vision, mission, and strategic goals of the University and to ensure that the institution’s efforts are directed to the achievement of the national development goals and strategic priorities of the government. The PUP-SPMS is a system composed of strategies, methods, and tools of ensuring fulfillment of the functions of the different units and offices which are all geared towards the effective and timely delivery of the University’s major final outputs (MFOs), namely: HIGHER EDUCATION, ADVANCED EDUCATION, RESEARCH SERVICES, and EXTENSION SERVICES. Moreover, in accomplishing its MFOs, the University also looks into the performance of other units and offices that provide SUPPORT TO OPERATIONS (STO) and the GENERAL ADMINISTRATION AND SUPPORT SERVICES (GASS).