The AO25 IATF is chaired by the Department of Budget and Management (DBM) and co-chaired by the Office of the Cabinet Secretary (OCS). Its members include the Office of the President – Office of the Executive Secretary (OP-OES), National Economic and Development Authority (NEDA), the Presidential Management Staff (PMS), and the Department of Finance (DOF). The Technical Working Group, chaired by DBM, is composed of representatives of member agencies as well as the invited members.

1. The Administrative Order No.
25 or AO 25 S. 2011
(Benigno S. Aquino III Administration)

2. Performance monitoring, evaluation,
information and reporting are essential
components of an effective and efficient
performance management system (PMS).
Performance monitoring and reporting in the
public sector, however, vary across
departments, offices and agencies with
oversight functions that monitor, evaluate and
report performance of government agencies
and instrumentalities.
There are many deficiencies and duplication that
have been noted in the present performance
monitoring systems and processes used by
government agencies that have resulted in
redundant data, reports in different formats, delay in
submissions, inaccurate results, and inefficiencies in
performance monitoring, evaluation, and reporting.
B
A P
C R
K O
G AND B
R L
O E
U M
N S
D

3. Solution
AO 25
This seeks to rationalize, harmonize, streamline,
simplify, integrate, and unify the performance
management systems and activities of oversight
government agencies.
 The AO25 Inter-Agency Task Force (IATF) has set
in place the Results-Based Performance
Management System (RBPMS), an integrated tool
that serves as a single performance management,
monitoring, and measurement system for the
Philippine National Government Agencies (NGAs),
Government-owned and Controlled Corporations
(GOCCs), select constitutional commissions, State
Universities and Colleges (SUCs), and water
districts, in place of the multiple and disparate
performance management systems that were
implemented before RBPMS’ implementation.

4. About AO 25
 The AO25 IATF is chaired by the Department of Budget and Management (DBM) and co-chaired
by the Office of the Cabinet Secretary (OCS). Its members include the Office of the President –
Office of the Executive Secretary (OP-OES), National Economic and Development Authority
(NEDA), the Presidential Management Staff (PMS), and the Department of Finance (DOF). The
Technical Working Group, chaired by DBM, is composed of representatives of member agencies as
well as the invited members:
• Civil Service Commission (CSC)
• Commission on Audit (COA)
• Office of the Ombudsman
• Commission on Higher Education (CHED)
• Career Executive Service Board (CESB)
• National Competitiveness Council (NCC)
• Governance Commission for the Government-Owned and Controlled Corporations (GCG)
• Local Water Utilities Administration (LWUA)
• Department of the Interior and Local Government (DILG)
 The Development Academy of the Philippines (DAP) serves as the Technical Secretariat and
Resource Institution of the AO25 IATF.

5. The RBPMS consists of a set of comprehensive performance indicators that will cut
across societal and sectorial performance, down to organizational and individual
performance with reference to the Five KRAs under EO 43, the Results Matrix, and the
Organizational Performance Indicators Framework (OPIF).
It highlights citizen-focus and a culture of public service (Major Final Outputs or the
goods and services delivered by a Department) while agency performance in the
scorecard will also hinge on the quality of good governance in each agency particularly
through these drivers of organizational performance, namely: financial stewardship;
internal process efficiency; and leadership, learning and growth to higher level goals and
desired outcomes.

6. The Performance-Based Incentive
System (PBIS) serves this purpose
as it seeks to recognize and reward
commendable accomplishments by
agencies and individual employees of
the public sector. Introduced in FY
2012 by virtue of Executive Order
No. 80, the PBIS seeks to align
personnel efforts with organizational
targets by encouraging higher
performance and greater
accountability in the government.
The PBIS seeks to reform this flawed
system by ensuring that high-
performing civil servants are duly
recognized and rewarded.

7. Under the PBIS, exemplary government
employees will receive two incentives:
(1) the Productive Enhancement Incentive
(PEI) which is annually distributed to all
government employees across the board;
(2) the Performance-Based Bonus (PBB)
which will be given to employees depending
on their actual performance and contributions
to the accomplishment of their respective
Departments’ targets.
PEI and PBB

8. MILESTONES
For the past five years, the PBIS has achieved the following:
 Improvements in
management practices
 Improvements in the quality
of performance indicators
 Better understanding of
agency roles and mandates
 Increased compliance to
governance standards
 High participation of
agencies

9. TESTIMONIALS
“Employees are aware of
their performance.”
“Now, we have an accurate
reporting and evaluation
system.”
“Now we have an easier
process of monitoring
programs because of it
is more rational and
employees are more
goal oriented.”
“Performance now has a
sense of accountability.”
• Based on the testimonials of some participants from the series of orientations
conducted by the AO25 secretariat, it was shared that:
“PBB reminded us of our
responsibility to the public.”

10. “Do not just work for bonuses and
recognition but do work worthy of that
bonuses and recognition”
Anonymous

11. THANK YOU!
God bless us all!

12. References
https://rbpms.dap.edu.ph/about/
https://coe-psp.dap.edu.ph/compendium-
innovation/results-based-performance-
management-system-rbpms-2/
https://lawphil.net/executive/ao/ao2011/a
o_25_2011.html#:~:text=(2011).-
,Administrative%20Order%20No.,monitor
ing%2C%20information%20and%20repo
rting%20systems.