IGACOS holds Performance Based Incentive Policy orientation

ISLAND GARDEN CITY OF SAMAL -   The Island Garden City of Samal's (IGaCoS) City Human Resource Management Office (CHRMO) in coordination with Civil Service Commission conducted a two-day reorientation on Strategic Performance Management System (SPMS) and CSC Policy Update on the Performance-Based Incentive Policy (PCIB).

The PCI is A tool for assessing the performance of an employee, an office or a local government  particularly  in the delivery of quality services to its constituents required by the national government  performance policy.

The reorientation held last March 12-13  at the Grand Regal Hotel, Lanang, Davao City.was participated by the department heads, administrative officers and designated administrative officers.

 The facilitator from Civil Service Commission Davao del Norte Provincial Director Minda Garcia Ostique, emphasized that the local government have to identify the strategic core programs and functions  considered long range and short term program.

Further, she explained that in order to receive the Performance-Based Bonus (PBB), the local government should comply with the Department of Budget Management (DBM) requirements and must have an approved SPMS manual.

The DBM will scrutinize the Integrated Results-Based Performance Management System (RBPMS) to identify the strategic core functions which is committed in the Performance Governance Score Card. The strategic core program/function will be the basis for the Performance-Based Bonus (PBB), a bonus that based on the contribution of the employee to the accomplishment of the department’s target.

The PBB will measure according to performance indicators of the Major Final Output (MFO) and the PBB distribution depend on the rating of the number of employees, like 10% employees who being judged as excellent performer, 25% very satisfactory performer and 65% of employees rated as good performer has respective amount to receive under the Executive No. 80,s 2012. The performance below of 90% will not be eligible for the PBB.

The Office Performance Commitment and Rating (OPCR) was the final rating/outputs in a semester of each department and it’s staffs were the major final output (MFO) cascaded by/on the Individual Employee’s Performance Commitment Rating (IPCR).

The speaker suggested that the local government should institutionalize the Performance Management Team (PMT) assigned to monitor the norms of standard and to check the Office Performance Commitment Rating (OPCR) together with the Individual performance Commitment Review (IPCR) of each department. The Major Final Output in the OPCR should not be found in the MFO on the IPCR anymore.

On the second day, Ostique discussed the Republic Act 6713 otherwise known as the Code of Conduct and Ethical Standards  and norms for public officials and employees in delivering and executing officials duties and functions.


The two-day orientation reminded the participants responsibility for being true, just and sincere public servant and abide to the government system that covered the government officials and employees integrated in personnel and organizational performance, and  rewards to exemplary public servants and a performing institution.  (Samal Info.)