tesda peg-pms
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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. Performance Management. Coaching & Mentoring. Human Capital Strategy. Selection. Core Values. - PowerPoint PPT PresentationTRANSCRIPT
TESDA PEG-PMS
Making People Accountable for Results
A CAO-PMIS Presentation to the MoNet Conference, 20 February 2009
Recruitment
Coaching &Mentoring
Human Asset Profiles
Career Development Plans
CoreValues
Core Competencies
PerformanceImprovement
SelectionHuman Capital Strategy
Performance Management
Imputed Revenue
per Employed
TVET Graduate
Cost per employe
e
Value-added
per employe
e
To keep TESDA people accountable for results in 2009, SURGE TESDA will-
S IMPLE
Set expectations
Measure & Monitor performanceInvite commitments
Provide feedbackLink to consequencesEvaluate,
. . . through an integrated TESDA Performance Management System anchored on the CSC PMS-OPES Model.
CO-EO/RO : PMS Form 1AEO/RO – DIV/VSA/PO: PMS Form 1BSuperior– Subordinate employee : IPAF in support of CESPES /PES PAR
DG
CAO PMIS
DDG-FODDG-STDDG-CLGUS
PEG PMS STRUCTURE
ST EO
OCSA HRMD
OTTI RO
POsTTIsTTIs
TTIsTTIs
POsPO
PO
RORO
ST EOST EO
Organization Level
Process Level
Job Level
Customer
Goal/Objectives
Function C
Goal/ Objectives
Function B
Function A
Customer
(Process Map)
Organization
Sub Process Goals S2S1
(Relationship Map)
Process Analysis Worksheet Criteria Setting Worksheet
Goal/Objectives
Deploy OM/OD/HRD
Role / Responsibility Matrix Job Analysis Worksheet
Org
aniz
ation
al
Dia
gnos
is
Integrated Performance Management from Organization Level to Job Level through the OPES
CACO
TSDO
ExCom
ManCom
IWGs
TESDA Board
RORCO
OTTI
POQSO
OCSA CAO
Corporate Information/ MIS
Corporate Plan
QMS Plan
ODA
RTESDC
COROPOTI Relationship Area Management
TVET Policies (TESDA Board, NCCE)
LMIs (National)
M & E (Sectoral)
Sectoral Information
NTESDP (Strategies, Priorities, Investments, Timetable)
PTTQF
NTTA
Internal Efficiency of TTIs(cost, employability, quality of classroom management and training delivery)
CAC System
Assessment Tools
Assessment Centers
Development of Assessors
TVET Systems and Processes (Unify & Harmonize)
Manual of Regulations
Personnel Data
Financial Requirements
Property Inventory
HRD Plan (TESDA Devt Inst)
General Services
TRs
Standard Curriculum
Learning Materials/Elements
Assessment Tools
PTESDC PO
TTI
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
TVIs
Industry
LGUs
Others
Convergence (money form,
Coordination/ Partnership Mechanism
Integration/ Coordination/ Program Monitoring
Training Delivery (showcase of quality TVET)Classroom management
Qualifications Passport
Production Line Marketing and Distribution
Retail Line
(Strategic)
(Operational)
(Individual)
CO
EO-RODiv/
PO/TI
INDIVIDUAL EMPLOYEE
CSC – Performance Management System
Performance Evaluation System (PES) for Individual Staff
Career Executive Service – Performance Evaluation System (CESPES)
Introduction of OFFICE Performance Evaluation System
Office Performance Evaluation System for Units and Division Chiefs
OPES
Planning Structure for
TESDA’sCore Business
NTESDP
Corporate PlanTESDA’s immediate priorities
National StrategicThemes
COROPOTI Work Plans
Budget
Project Plans
Performance Agreement
Performance Monitoring and
Reporting
Annual National Report
Annual Performance
Report
Staff Development
National Strategy(Biannual Reporting)
Work Management Plans (Biannual Report to DG)
Project Plans (Monthly Report to DG)
Performance Management at TESDA Organizational Level
Visionary LeadershipVisionary
LeadershipCriticalSuccess Factors
CriticalSuccess Factors
StrategiesStrategies ObjectivesObjectives PlansPlans ActionAction
FeedbackFeedbackReviewReviewValuesValues ExternalAppraisalExternal
Appraisal
MissionMission InternalAppraisalInternal
Appraisal TESDA Organizational
Performance Indicators (ANNEX “A” )
TESDA Organizational
Performance Indicators (ANNEX “A” )
Performance Management at Individual TESDA Employee Level
Individual ObjectivesIndividual Objectives
Action Plans
Action Plans FeedbackFeedback ResultResult
Core ValuesCore Values
Corporate and Unit ObjectivesCorporate and Unit Objectives
OPES Output Reference Table and
Points
OPES Output Reference Table and
Points TESDA Organizational Performance
Indicators (ANNEX “A”)
TESDA Organizational Performance
Indicators (ANNEX “A”)
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
____________________ DG/Cluster DDG
2009 TESDA WORK AND FINANCIAL PLAN
MFO OPI APM RELATIVE WEIGHT
TARGET METRIC
TOTAL POINTS
ALLOTTED BUDGET (MOOE)
PERSON RESP
DEADLINE
No. of Personnel____
MENU OF 2009 WFP MEASURESCORP TARGET # DESCRIPTION WT POINTS OPES OUTUT
360,000 1 Wage-employed graduates 0.10 3,6000 TVI Emp Report
60% 2 Wage-employment rate 10 6 MoNeT DB
75% 3 Certification rate 10 7.5 MoNETDB
20% 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
# 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
2 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 socio-economic 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. 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
5 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 V-NTTAQP deployed
1 Report
10,000 53.8 # PGMA TWSP SP V-STMTK
1 Report
CORPORATE TARGET
# PERFORMANCE MEASURE
WT. POINTS OPES OUTUT
2,000 53.9 # PGMA TWSP SP V-MBSM 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
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
____________________ ED/RD
2009 DIVISIONAL WORK AND FINANCIAL PLAN
MFO UPI OUTPUT POINTS TARGETTOTAL OPES
POINTS
ALLOTTED BUDGET (MOOE)
PERSON RESP
DEADLINE
No. of Personnel____
PMS OUTPUT REFERENCE TABLE
FUNCTION OUTPUT PERFORMANCE INDICATOR POINTS OPERATIONAL DEFINITION
Regional Office: _____________________ No. of Personnel: ____
WORK AND FINANCIAL PLAN 2009
KRA OPI OutputOPES Pts
Target
Budget DeadlineStaff Resp.Qty Pts
MFO1
MFO2
MFO3
TOTAL NO WFP POINTS = # of Staff x 972 = _____ ?
# 1: Have all the staffs’ outputs been accounted for?
#2: Have all the office outputs been accounted for?
ACCOMPLISHMENT REPORTPMS Form No. 3
OFFICE/DIVISION: ____________NUMBER OF PERSONNEL: ____
OUTPUT PERFORMANCE INDICATOR
POINTS Quantity Points Allotted Estimated Expenses
Balance REMARKS
Semester2nd1st
ACCOMPLISHMENT BUDGET
TOTAL
Prepared by:__________________
Approved by:___________________
Head of Office
PMS PERFORMANCE CONTINUUMPMS Form No. 4
RATING SCALE
Exceeds Expectations
PERCENTAGE OF ACCOMPLISHMENT
NUMERICAL RATING ADJECTIVAL RATING
161% and more
146% - 160%
8.94 – 10.004
8.11 – 8.93
Exceptional
Commendable
Meets Expectations 90% - 130%
Above Average
75% - 89%
0% - 74%
Below Expectations
FORMULA to get the exact numerical rating:
Numerical Rating + Accomplishment Points/ Target Points
131% - 145% 7.28 – 8.10
5.00 – 7.27 Good Solid Performance
4.17 – 4.99 Below Average
0 – 4.16 Unacceptable
RATING SCALE for Managerial Competency
Exceeds Expectations
NUMERICAL RATING ADJECTIVAL RATING
104
9
Exceptional
Commendable
Meets Expectations
Above Average
UnacceptableBelow Expectations
8
6 Good Solid Performance
4 Below Average
2
TESDA PEG PMS Individual Performance Appraisal
Form (IPAF)
Office: Employee ID Number:
Name: Position Number :
Position Title : Classification:
Division: Section:
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.
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.
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 .
Factors which may have affected performance during appraisal period.
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.
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: _____________________ Date: ___________
1 copy sent to HRMD, to be filed in personnel record. 1 copy to employee.
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