Transcript TESDA PEG-PMS

TESDA PEG-PMS
Making People Accountable for
Results
A CAO-PMIS Presentation to the MoNet
Conference, 20 February 2009
Human
Asset Profiles
Career
Development Plans
Coaching &
Mentoring
Core
Values
Core
Competencies
Performance
Improvement
Performance
Management
Human
Capital
Strategy
Imputed
Revenue per
Employed
TVET
Graduate
Selection
Recruitment
Cost per
employee
Valueadded per
employee
To keep TESDA people accountable for results
in 2009, SURGE TESDA will-
S
I
M
P
L
E
Set expectations
Invite commitments
Measure & Monitor performance
Provide feedback
Link to consequences
Evaluate,
. . . through an integrated TESDA Performance Management System
anchored on the CSC PMS-OPES Model.
CO-EO/RO : PMS Form 1A
EO/RO – DIV/VSA/PO: PMS Form 1B
Superior– Subordinate employee : IPAF in
support of CESPES /PES PAR
PEG PMS
STRUCTURE
DG
OCSA
HRMD
DDG-CLGUS
OTTI
TTIs
TTIs
TTIs
TTIs
CAO
PMIS
DDG-ST
ST EO
ST EO
ST EO
DDG-FO
RO
RO
RO
POs
POs
PO
PO
Integrated Performance Management from Organization Level to Job Level through the OPES
Goal/Objectives
TRs
Standard Curriculum
Learning
Materials/Elements
Assessment Tools
CAC System
Assessment Tools
Assessment Centers
Development of
Assessors
COROPOTI Relationship
QSO
PO
TVET Policies (TESDA Board, NCCE)
LMIs (National)
M & E (Sectoral)
Sectoral Information
NTESDP (Strategies, Priorities,
Investments, Timetable)
Integration/
Coordination/
Program Monitoring
RCO
CACO
RTESDC
PTESDC
Qualifications
Passport
Organization Level
Area Management
Skills Priorities, RSP, RTESDP
Registered Programs
Registry of Certified Workers
Registry of Trainers
Compliance Audit (with a 3rd party – outsource)
Assessment and Certification (Organize
Sector/industry Bodies)
Micro TESDA Management (Accountabilities,
delegation of authority, personnel management
in TTIs, designation of OIC)
Trained TVET graduates, certified workers
RO
TVIs
Industry
PO
LGUs
(Strategic)
Convergence
(money form,
Coordination/
Partnership
Mechanism
TSDO
TVET Systems and
Processes (Unify &
Harmonize)
Manual of Regulations
ExCom
ManCom
IWGs
TESDA Board
TTI
OTTI
OCSA
PTTQF
NTTA
Internal Efficiency of TTIs
(cost, employability,
quality of classroom
management and training
delivery)
Corporate Information/ MIS
CAO
Personnel Data
Financial Requirements
Property Inventory
HRD Plan (TESDA Devt Inst)
General Services
Production Line
Training Delivery
(showcase of quality
TVET)
Classroom management
Corporate Plan
QMS Plan
ODA
Marketing and
Distribution
Retail Line
Organization
Organizational
Diagnosis
CO
Customer
Others
(Relationship Map)
S1
Sub Process Goals
S2
Process Level
Goal/ Objectives
Customer
(Operational)
Function A
Function B
Function C
(Process Map)
Process Analysis Worksheet
Criteria Setting Worksheet
Div/
PO/TI
Job Level
Goal/Objectives
Role / Responsibility Matrix
EO-RO
Job Analysis Worksheet
(Individual)
INDIVIDUAL
Deploy OM/OD/HRD
EMPLOYEE
Introduction of OFFICE Performance
Evaluation System
Career Executive Service – Performance
Evaluation System (CESPES)
OPES
Office Performance Evaluation System for
Units and Division Chiefs
Performance Evaluation System (PES)
for Individual Staff
CSC – Performance Management System
Planning Structure
for
TESDA’sCore
Business
TESDA’s immediate
priorities
NTESDP
Corporate Plan
COROPOTI
Work Plans
Project
Plans
Performance
Agreement
National Strategic
Themes
Budget
National Strategy
(Biannual Reporting)
Work Management Plans
(Biannual Report to DG)
Staff
Development
Performance
Monitoring and
Reporting
Annual
National
Report
Annual
Performance
Report
Project Plans (Monthly
Report to DG)
Performance Management at TESDA
Organizational Level
Visionary
Leadership
Mission
Internal
Appraisal
Critical
Success
Factors
Strategies
Objectives
Values
External
Appraisal
Review
TESDA
Organizational
Performance Indicators
(ANNEX “A” )
Plans
Action
Feedback
Performance Management at Individual
TESDA Employee Level
Corporate and
Unit Objectives
OPES Output
Reference Table
and Points
TESDA
Organizational
Performance
Indicators (ANNEX “A”)
Core Values
Individual
Objectives
Action
Plans
Feedback
Result
PERFORMANCE CONTRACT
PMS Form No. 1A-ED/RD
I, ___________, ED/RD, head of (EO/RO), agree to be rated based on the attainment of targets and
commitments specified in the WFP for the period Jan. 1 – Dec. 31, 2009.
I, ___________, Cluster DDG, as immediate superior, will provide the necessary support, guidance and
mentoring in the performance of ratee’s functions.
IN WITNESS WHEREOF, parties herein sign this Performance Contract, this 6th of January, 2009.
_____________________
ED/RD
2009 TESDA WORK AND FINANCIAL PLAN
No. of Personnel____
MFO
OPI
____________________
DG/Cluster DDG
APM
RELATIVE
WEIGHT
TARGET
METRIC
TOTAL
POINTS
ALLOTTED
BUDGET
(MOOE)
PERSON
RESP
DEADLINE
MENU OF 2009 WFP MEASURES
CORP TARGET
#
DESCRIPTION
WT
360,000
1
Wage-employed graduates
0.10
60%
2
Wage-employment rate
75%
3
20%
POINTS
OPES OUTUT
3,6000
TVI Emp Report
10
6
MoNeT DB
Certification rate
10
7.5
MoNETDB
4
Enrolment WF ratio
10
2
MoNET DB
1,900,000
5
TVET training seats
0.1
190,000
Manpower profile
800,000
6
UTPRAS program
graduates
0.2
160,000
MoNET DB
615,000
7
Assessed persons
0.5
307,500
RWAC
461,000
8
Certified workers
1
461,000
RWAC
360,000
9
Scholarship slots
1
360,000
PGS /PESFA AF
CORPORATE
TARGET
#
PERFORMANCE
MEASURE
WT.
POINTS
OPES OUTUT
228
10
N/R/P TESD/ ID Plan
40
9,120
Plan document
103
11
R/P Skills Priorities Plan
40
4.080
QM
12
C/M/B Community TNA
40
Skills map
13
OPES WFP
40
WFP document
14
Project/ Operations Plan
40
Plan document
15
2 –week Accomp Report
40
Report document
16
Monthly Accomp Report
40
Report document
17
Semestral Accomp Report
40
Report document
18
Annual Accomp Report
40
Report document
CORPORATE
TARGET
#
PERFORMANCE
MEASURE
WT.
POINTS
OPES OUTUT
19
MoNET database
1
MoNET templates
20
KaSH graduates
1
Terminal Report
21
DTS graduates
1
Terminal Report
22
TTI graduates
1
Terminal Report
23
# of WTR programs
0.2
UTPRAS Report
24
# of NTR programs
0.1
UTPRAS Report
25
PESFA-subsidized
graduates
0.1
Terminal Report
26
NC-IV programs registered
0.4
UTPRAS report
27
NC-III programs registered
0.3
UTPRAS report
CORPORATE
TARGET
2
#
PERFORMANCE
MEASURE
WT.
POINTS
OPES OUTUT
28
NC-II programs registered
0.2
UTPRAS report
29
NC-I programs registered
0.1
UTPRAS report
30
TR developed/deployed
40/10
UTPRAS report
31
CATs developed/deployed
40/10
UTPRAS report
32
%# of NTR programs
evaluated
10
Evaluation report
33
%# of WTR programs
audited
10
Audit closure
report
34
Program/ policy advisory
issued
40
WRMIS captured
document
35
# of processes with ISO
certification
100
3rd party
certification
36
# of TTIs with APACC
accreditation
100
APACC certificate
CORPORATE
TARGET
#
PERFORMANCE
MEASURE
WT.
POINTS
OPES OUTUT
37
# of Career Guidance and
Job Placement Centers
100
Signed TOR
document
38
# of area-industry studies
documented
40
‘White Paper’
document
39
LTMIR
40
LTMIR copy
40
# of employers/ orgns
assisted
10
Profile of assisted
organization
41
# of vulnerable HH
assisted/ studied
10
Profile of assisted
HH
42
# LGUs partnered for the
year
10
LGU socioeconomic profile
43
# of IBs partnered for the
year
10
IB orgl profile
44
%# of CDOs with QMs
10
Signed QMs
CORPORATE
TARGET
5
#
PERFORMANCE
MEASURE
WT.
POINTS
OPES OUTUT
45
Amount of funds generated
from partners/IGPs (P’000)
1
Financial
Statement
46
Amount of funds generated
under I-CARE (P’000)
1
MOA with SARO
coverage
47
% of effective man-days
utilized
100
Monthly report
48
# of staff with signed Job
Descriptions
100
Verified copies
49
# of staff with signed PMS
IPAF
100
Verified copies
50
# of staff availing of SDP
interventions
100
Action Plan
document
51
# of staff getting > ABOVE
AVERAGE PMS ratings
100
Verified PAR
52
# of nominees/staff winning
national institutional award
100
BOJ certificate
CORPORATE
TARGET
#
PERFORMANCE
MEASURE
WT.
POINTS
OPES OUTUT
54,000
53.1 # PGS SP I (BPO) grads
1
Report
81,951
53.2 # PGS SP IIa grads
# PGS SP Iib grads
1
Report
10,000
53.3 # PGS SP SP III grads
1
Report
24,000
53.4 # PGS SP SP IV graduates
1
Report
10,000
53.5 # PGS SP V-LEP
1
Report
20,000
53.6 # PGS SP V-LSI deployed
1
Report
20,000
53.7 # PGMA TWSP SP VNTTAQP deployed
1
Report
10,000
53.8 # PGMA TWSP SP VSTMTK
1
Report
CORPORATE
TARGET
#
PERFORMANCE
MEASURE
WT.
POINTS
OPES OUTUT
53.9 # PGMA TWSP SP VMBSM deployed
1
Monthly report
150,000
53.10
# PGMA TWSP FAST
1
Monthly report
1
54
GMA TWSP actual
disbursement/ funding
release ratio
10
Monthly report
1
55
PESFA actual
disbursement / funding
release ratio
10
Semestral report
2,000
PERFORMANCE CONTRACT
PMS Form No. 1B-DC/VSA/PD
I, ___________, DC/VSA/PD, head of (EDIV/TTI/PO), agree to be rated based on the attainment of targets
and commitments specified in the WFP for the period Jan. 1 – Dec. 31, 2009.
I, ___________, ED/RD, as immediate superior, will provide the necessary support, guidance and mentoring
in the performance of ratee’s functions.
IN WITNESS WHEREOF, parties herein sign this Performance Contract, this 6th of January, 2009.
_____________________
DC/VSA/PD
No. of Personnel____
MFO
UPI
____________________
ED/RD
2009 DIVISIONAL WORK AND FINANCIAL PLAN
OUTPUT
POINTS
TARGET
TOTAL
OPES
POINTS
ALLOTTED
BUDGET
(MOOE)
PERSON
RESP
DEADLINE
PMS OUTPUT REFERENCE TABLE
Regional Office: _____________________
FUNCTION
OUTPUT
No. of Personnel: ____
PERFORMANCE INDICATOR
WORK AND FINANCIAL PLAN 2009
KRA
OPI
Output
POINTS
OPERATIONAL DEFINITION
TOTAL NO WFP POINTS = # of Staff x 972 = _____ ?
OPES
Pts
Target
Qty
Pts
Budget
Deadline
Staff
Resp.
MFO1
MFO2
MFO3
# 1: Have all the staffs’ outputs been accounted for?
#2: Have all the office outputs been accounted for?
ACCOMPLISHMENT REPORT
PMS Form No. 3
1st
2nd
OFFICE/DIVISION: ____________
NUMBER OF PERSONNEL: ____
ACCOMPLISHMENT
OUTPUT
PERFORMANCE
INDICATOR
POINTS
Quantity
Points
Semester
BUDGET
Allotted
Estimated
Expenses
Balance
REMARKS
TOTAL
Prepared by:
__________________
Approved by:
___________________
Head of Office
PMS PERFORMANCE CONTINUUM
PMS Form No. 4
RATING SCALE
Exceeds
Expectations
Meets
Expectations
Below
Expectations
PERCENTAGE OF
ACCOMPLISHMENT
NUMERICAL
RATING
ADJECTIVAL RATING
161% and more
8.94 – 10.004
Exceptional
146% - 160%
8.11 – 8.93
Commendable
131% - 145%
7.28 – 8.10
Above Average
90% - 130%
5.00 – 7.27
Good Solid
Performance
75% - 89%
4.17 – 4.99
Below Average
0% - 74%
0 – 4.16
Unacceptable
FORMULA to get the exact numerical rating:
Numerical Rating + Accomplishment Points/ Target Points
RATING SCALE for Managerial Competency
Exceeds Expectations
Meets Expectations
Below Expectations
NUMERICAL RATING
ADJECTIVAL RATING
104
Exceptional
9
Commendable
8
Above Average
6
Good Solid Performance
4
Below Average
2
Unacceptable
TESDA PEG PMS
Individual Performance Appraisal Form (IPAF)
Office:
Employee ID Number:
Name:
Position Number :
Position Title :
Classification:
Division:
Section:
1B. Employee’s Career and Personal Development Plans: (To be
completed by the employee.) Indicate what training, if any, you feel you
need to increase your effectiveness in your present position. State any
plans you have for self-development and any requests for support from
your supervisor or department.
Appraisal Period
From :
To:
Part 1
(To be completed at the beginning of the appraisal period)
1A. Performance Expectations: (To be discussed and completed by the
supervisor and employee together.) Please list all major areas of
responsibility and objectives or standards set for each one. Each
objective/standard should reflect the output/points reflected in the OPES
Reference Table ranging from 972-1944 per year.
Employee’s signature:____________________
Date: ________
1C. Training and Development Plans: (To be completed by the
supervisor.) State what training and development plans are
recommended for this employee during this period to support the
implementation of performance expectations.
Supervisor’s signature: ___________________
Date: ________
IPAF Part 2
(To be completed at the end of the appraisal period)
2A. Results Achieved: Describe results actually achieved, explaining, if
necessary, where results exceeded or fell short of expectations. Evaluate the
results achieved based on PMS Form 3 .
2B. Employee Initiative at Self-Development (To be completed by the
employee) State what action you took during the appraisal period with
respect to your training and development plans. Please state all training you
completed during the appraisal period. Include conference particulars where
relevant.
Employee’s Signature: ______________________
Date: ___________
2C. Supervisory Support (To be completed by the supervisor)
State what support or assistance you (or your department) gave the employee
during the appraisal period with respect to training and development.
Factors which may have affected performance during appraisal period.
Supervisor’s Signature:______________________
Date: ________
IPAF Part 3
(To be completed at the end of the appraisal period)
Overall Assessment of Performance: (Please check one box)
____ Exceeds All Performance Expectations
_____ Meets Most Performance Expectations
____ Exceeds Most Performance Expectations _____ Fails to Meet Most Performance Expectations
____ Meets All Performance Expectations
Comments by the Supervisor: Identify the major ways the employee has contributed to the effective operation of the
department and/or areas of necessary development along with recommendations for performance management plans to meet these
needs.
Supervisor’s Signature: _________________________
Date: __________
Comments by the Employee:
Employee’s Signature: __________________________
Date: __________
Employee’s signature denotes only that the employee has reviewed the appraisal.
Comments by Rater’s Supervisor:
Signature of Rater’s Supervisor/Designate: _____________________
1 copy sent to HRMD, to be filed in personnel record.
1 copy to employee.
Date: ___________
Optional TESDA Self-Assessment Worksheet
This optional Self-Assessment Worksheet is designed to help you review and report to your supervisor on your own performance and
contributions for this review period.
Employee Name: _____________________ Position: ______________ Work Group: _____________
1.
List the goals, performance standards, and/or professional development goals that you and your
supervisor established for this review period and specify the results you achieved.
2. What were your most significant accomplishments during this review period?
3. How did your performance during this period contribute to the success of your department and/or
the Authority? Provide specific examples.
4. What barriers did you have to overcome to obtain your results?
5. If you did not meet some of your goals, what factors kept you from meeting them?
6. What have you done during this review period to improve your skills or reinforce your strengths?
Where have you made the greatest progress?
7. How have you used your skills to add value to TESD services during this review period? Provide
specific examples.
8. What other professional accomplishments (courses completed, certificates earned, community or
social service, etc.) during this review period would you like your supervisor to consider in
documenting your performance?
9. What three to five goals for the upcoming performance period would you like to discuss with your
supervisor? These may be related to new responsibilities/projects, improvement of ongoing
responsibilities, and professional development goals for your career growth. What resources will you
need from your supervisor in order to accomplish these goals?
10. Are there any new projects or job assignments you would like to attempt?
11. What training or other activities could your supervisor provide that would contribute to your
professional growth?
12. What else regarding your job, your career progress or your experiences at TESDA should your
supervisor know in order to support you in the coming performance year?
January
2009
December
2009