TACLOBAN CITY- Under the newly-introduced strategic performance management system (SPMS), all employees of the government will have to serve their respective positions in order to get at least a passing rate.
Supreme Court (SC) employees down to the first and second level trial courts are not exempted from the operation of the SPMS, a new scheme designed by the Civil Service Commission to ensure who will be qualified to receive the annual performance-based bonus (PBB).
This was stressed by Atty. Aristeo Franklin Garcia, chief of staff of SC Deputy Court Administrator Thelma Bahia, who led the regional roll-out of SPMS held at the Bulwagan ng Katarungan, this city, recently.
An employee could get the PBB equivalent to one-month salary if he gets the required rating prescribed by the SPMS.
In the SPMS, one can qualify to receive the PBB equivalent to one-month salary if the rate gets 130 percent of his target in the major final output (MFO).
Lower than that rate will correspondingly reduce the amount entitled.
The agency or office should likewise get an average outstanding rating to make its employees qualify after all the final ratings of each staff are all together computed.
“You can give additional function that refers to another item as long as that item is vacant, but the situation wherein the staff is complete but one cannot function in his position because he is incompetent to do so,” Garcia emphatically clarified.
“Under the SPMS, it is not anymore allowed. So now, the target that will be indicated in the form pertains to your own position,” he stressed.
This situation, although not necessarily happening in the judiciary, is known to happen in other government agencies such as the local government units.
He jokingly warned that, as intended by the SPMS, incompetent employees will have to sing “Let It Go,” a very popular song from the Disney movie “Frozen.”
Garcia likewise cautioned all lower court employees to strive to achieve the highest rate so as not to affect the rating of other co-workers in the agency.
Under the SPMS, the entitlement to a full amount demands an outstanding rate which is 130 percent of the total target.
A lower rate obtained by only one employee as against the perfect score of all others will pull down the general rating of the entire group of employees in one office or unit.
Holding multiple functions, however, will mitigate the negative effect on the employee’s being able to get perfect score in his major final outputs.
All the functions being held by the employee should be given MFOs including those in his own item or position in the office.
Garcia stressed that additional functions does not entitle the employee additional bonus but it will serve as mitigating factor in his favor.
“In the event that you cannot achieve your target for the original position, the fact that you are doing multiple or dual positions will provide a reason why the target for the original position has not been met,” he said.
Garcia disclosed that quite a number of promotions are pending approval yet with the Civil Service Commission without the SPMS results of applicants.
He encouraged all judges to create their respective performance management team in their individual salas.
This team will be the one responsible to rate all the employees. Any protest on the rating made will be elevated to the OCA-PMT for final resolution of the controversy.
He appealed to all court employees and judges to give the new SPMS to ultimately work for the improvement of the judiciary’s service to the public. (EILEEN NAZARENO-BALLESTEROS)
