TESDA PEG-PMS Making People Accountable for Results A

TESDA PEG-PMS Making People Accountable for Results A CAO-PMIS Presentation to the Mo. Net 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 1 A EO/RO – DIV/VSA/PO: PMS Form 1 B Superior– Subordinate employee : IPAF in support of CESPES /PES PAR

PEG PMS STRUCTURE DG OCSA HRMD DDG-CLGUS OTTI TTIs CAO PMIS DDG-ST ST EO DDG-FO RO RO RO POs PO PO

Integrated Performance Management from Organization Level to Job Level through the OPES Goal/Objectives Organization Level (Strategic) Customer Organizational Diagnosis Organization CO (Relationship Map) S 1 Sub Process Goals S 2 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 OPES Career Executive Service – Performance Evaluation System (CESPES) Office Performance Evaluation System for Units and Division Chiefs Performance Evaluation System (PES) for Individual Staff CSC – Performance Management System

Planning Structure for TESDA’s. Core Business NTESDP Corporate Plan TESDA’s immediate priorities COROPOTI Work Plans Project Plans Performance Agreement Staff Development Performance Monitoring and Reporting Annual National Report Annual Performance Report National Strategic Themes Budget National Strategy (Biannual Reporting) Work Management Plans (Biannual Report to DG) Project Plans (Monthly Report to DG)

Performance Management at TESDA Organizational Level Mission Visionary Leadership 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 TESDA Organizational Performance Indicators (ANNEX “A”) Core Values OPES Output Reference Table and Points Individual Objectives Action Plans Feedback Result

PERFORMANCE CONTRACT PMS Form No. 1 A-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 6 th 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 Mo. Ne. T DB Certification rate 10 7. 5 Mo. NETDB 4 Enrolment WF ratio 10 2 Mo. NET DB 1, 900, 000 5 TVET training seats 0. 1 190, 000 Manpower profile 800, 000 6 UTPRAS program graduates 0. 2 160, 000 Mo. NET 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 Mo. NET database 1 Mo. NET templates 20 Ka. SH 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 # PERFORMANCE MEASURE WT. POINTS OPES OUTUT 28 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 2 NC-II programs registered Program/ policy advisory issued 40 WRMIS captured document 35 # of processes with ISO certification 100 3 rd 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 PERFORMANCE MEASURE WT. 45 Amount of funds generated from partners/IGPs (P’ 000) 1 Financial Statement 46 Amount of funds generated under ICARE (P’ 000) 1 MOA with SARO coverage 47 % of effective mandays 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 5 # POINTS OPES OUTUT # 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 2, 000 53. 9 # PGMA TWSP SP VMBSM deployed 1 Monthly report 150, 000 53. 1 0 # 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

PERFORMANCE CONTRACT PMS Form No. 1 B-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 6 th 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. MFO 1 MFO 2 MFO 3 # 1: Have all the staffs’ outputs been accounted for? #2: Have all the office outputs been accounted for?

ACCOMPLISHMENT REPORT PMS Form No. 3 1 st 2 nd OFFICE/DIVISION: ______ NUMBER OF PERSONNEL: ____ ACCOMPLISHME NT OUTPUT PERFORMANCE INDICATOR POINTS Quantity Points Semester BUDGET Allotted Estimate d Expense s Balance REMARKS TOTAL Prepared by: _________ Approved by: __________ Head of Office

PMS PERFORMANCE CONTINUUM PMS Form No. 4 RATING SCALE PERCENTAGE OF ACCOMPLISHMENT Below Expectations 8. 94 – 10. 004 Exceptional 146% - 160% 8. 11 – 8. 93 Commendable 131% - 145% Meets Expectations ADJECTIVAL RATING 161% and more Exceeds Expectations NUMERICAL RATING 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 NUMERICAL RATING 104 Meets Expectations Below Expectations Exceptional 9 Commendable 8 Exceeds Expectations ADJECTIVAL RATING 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: 1 B. 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) 1 A. 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: 1 C. 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) 2 A. 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. 2 B. 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: 2 C. 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: 1 copy sent to Rater’s Supervisor/Designate: Signature of 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?

TESDA’s Journey to Excellence Begins with. . January 2009 . . 2009 WFP EXCECUTION December 2009