Review process on the pilot implementation of SPMS in BLOMM.

1. Prepared by: Ms. Cashmir G. Pangandaman
Administrative Officer V
REVIEW ON THE PILOT
IMPLEMENTATION OF STRATEGIC
PERFORMANCE MANAGEMENT
SYSTEM IN BANGSAMORO LIAISON
OFFICE IN METRO MANILA

2. PART 1:
BRIEF
DISCUSSION
ON SPMS

3. LEGAL BASIS
For the
Office of
the Chief
Minister
OCM SPMS
Policy

4. SPMS is a mechanism..
Links employee
performance with
organizational
performance
Enhance the
performance orientation
of compensation system
Ensures that the
employees achieves the
objectives set by the
organization
Achieves the objectives
of the organization that
it has set as its strategic
plan

5. 3 Objectives
of the SPMS
To concretize the linkage of organizational
performance with the Philippine Development
Plan, Agency Strategic Plan, and Organizational
Performance Indicator Framework or OPIF
To ensure organizational and individual
effectiveness by cascading institutional
accountabilities to the various levels of
organization
To link performance management with other
Human Resource Systems

6. Basic
Elements
Goals that are aligned to agency mandate and
organizational priorities
System that is outputs/outcomes-oriented
A team approach to performance management
Forms that are user-friendly and shows alignment of
individual and organizational goals
Information systems that support monitoring and
evaluation
A communication plan

7. SPMS
Cycle

8. SPMS FRAMEWORK
Perspective Performance Management (Evaluation is still
part of the more holistic management
perspective.)
Focus Outputs and Outcomes (What the
individual/division have done for
BLOMM/OCM-BARMM and the public?)
Indicators Success Indicators (Quality, Efficiency,
and/or Timeliness of documents according
to OCM/government standards.)
Performance Alignment Align individual to Staff/BLOMM/OCM-BARMM
(Fosters teamwork and collaboration)
Role of Supervisor Coach and Mentor (Counselling and advising)

9. SPMS Documentary
Requirements for
every rating period.

10. OPCR-for the organizational
level (OCM)
EOPCR/SPCR- for the
executive/service offices
(OSM, OCS/AMS, BLOMM)
DPCR-for division level (PMD,
HRMD, GSD)

12. IPCR-for staff

13. List of
MoVs-
documents
as
evidence
of the
output/
outcome

14. Summary List of Individual Performance Ratings

15. Behavioral Dimension-30% of the overall IPCR Rating
(for staff) refer to the different behavioral factors

16. Behavioral Dimension-30% of the overall Performance Rating from section
chief to executive officers refer to the different behavioral factors

17. Individual Development Plan or IDP-a tool to assist
employees in career and personal development

18. Monitoring and
Coaching Journal-
monitoring tools
used by supervisors
and coaches to track
and manage staff
potentials and to
improve their job
performance

19. PART 2:
BLOMM
PERFORMANCE
AND
COMMITMENT
AND REVIEW

20. SUMMARY OF
ACCOMPLISHMENTS
For the Rating Period July to December 2022

21. MFO 2 Administrative and Organizational Development Program
CORE FUNCTIONS
(70%) 3.192
SUPPORT FUNCTIONS
(25%) 1.08
INTERVENING
TASK/INSTITUTIONAL
REQUIREMENTS
(5%) 0.219
TOTAL RATING
(NUMERICAL) 4.489
ADJECTIVAL
EQUIVALENT
VERY SATISFACTORY

22. CHALLENGES
ENCOUNTERED
DURING THE
PILOT
IMPLEMENTATION

23. CORE FUNCTIONS (70%)
Late submission of Liaising
Sheets and Coordination Sheets
(8 working hours upon request);
For the DBM Liaising function,
no Liaising Sheet submitted;
For NGAs coordination, lack of
documentation (5 working days
upon receipt of document) ;
For the provision of
administrative and/or technical
support, most of the time no
request letter from the
requesting party and/or client
feedback form (maintain
Satisfactory Rate of 5);
Lack of documentation on
coordination on foreign
scholarship programs (5
working days) and
representation for OCM to
international/national offices;
For endorsement transmittals
(within 8 working hours),
lacking document to attached
is the actual endorsement from
OCM;
Lack of documentation during
the provision of service to
inquiring clients thru phone, e-
mail or online platform (serving
time is 30 minutes and
maintain Satisfactory Rate of
5);

24. SUPPORT
FUNCTIONS
(25%)
Monthly Staff Meetings should be conducted every Second Monday of
the month;
On the conduct of MONTHLY STAFF MEETINGS/SPECIAL
MEETINGS/ASSESSMENTS, photo-documentation and minutes of
meetings are lacking or none;
Funds Accountability, 3 out of 6 targets were accomplished due to
late submission of RoDs (submission to FMS within 5 days after the
end of each month);
Submission of IDB Report every 6 months and same with Physical
Count of Office Properties and Equipment (June and December);
For the inspection of office facilities, it should be consistent (15th and
30th of the month);
Late entries of data in the Fund Request Data Management System
(data should be entered within 8 working hours with no error). Person
responsible is overloaded with functions;
On Functional SPMS, no photo-documentation and minutes of meeting
(target is 2 activities)

25. INTERVENING TASK/INSTITUTIONAL
REQUIREMENTS (5%)
8 out of 10 BLOMM Accomplishment Reports were submitted. The Focal
Person needs an alternate for this activity. (Monthly Preparation of
Narrative Report with Monitoring and Evaluation Report);
Activity Proposal should be submitted on or before September 30 but we
submitted it on Nov 23;

26. PART 3:
WAY AHEAD

27. Next Rating
Period
(January-June
2022) starts
now! What
will BLOMM
do?
Review and Orientation of MoVs (ex. Check
Leadtime on services and Prepare Monthly
Summary of P/A/Ps)
Inclusion of SPMS Calendar in the Work and
Financial Plan 2023 and so on..
Orientation and submission of Individual
Development Plan and Coaching and Mentoring
Forms
Submission of SPCR and IPCR with List of MOVs

28. SPMS Calendar

29. SPMS Calendar

30. SPMS Calendar

31. SPMS Calendar

32. REMINDERS!
SPMS is evidence-based.
Commit ourselves to the OCM Mission.
Your MOVs matters on reporting and evaluation of office and individual
performance.
Follow the schedule on the submission of MOVs (every 5th of the month)
which we need for the submission of reports (every 15th of the month).
Advocate Complete Staff Work or CSW.

33. LET’S WORK
TOGETHER
Elon Musk said, "I could either
watch it happen or be a part of
it."

34. ً
‫شكرا‬
Shukran!

35. ACKNOWLEDGEMENT
1. National Economic and Development
Authority
2. Office of the Chief Minister
(Technical Management Services)