Please submit the following duly accomplished SPMS forms for the rating period of July to

December 2016, based on the SPMS Guidelines1 posted in the Intranet, in ORIGINAL HARD COPY
printed on long bond paper, on or before Wednesday, 25 January 2017:

SPMS Form 1 - Individual Performance Commitment and Review (IPCR) (updated form)
SPMS Form 4 - Summary List of Individual Performance Ratings (SLIPR)

A. ADDITIONAL GUIDELINES
1. As required by the Civil Service Commission, Major Final Outputs (MFOs) must be measured
by any or all of the following measures2:
Category and Definition
Quality/Effectiveness

The extent to which actual

performance compares with
targeted performance.
The degree to which
objectives are achieved and
the extent to which problems
are solved.
In management,
effectiveness relates to
getting the right things done.

Sample MFO Statement

Documents enhanced/
submitted/ processed

Program implemented/
executed

MAP/AMAP rating
obtained

Project completed

Measures number of
errors/revisions,
conformance to standards
and customer satisfaction.

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Success Indicator

100% of documents
enhanced/ submitted/
processed

Program implemented/
executed with
precision/as planned

75% MAP/AMAP rating

obtained

100% Project completed

Category and Definition

Efficiency

The extent to which time or

resources is used for the
intended task or purpose.

Measures whether targets

are accomplished with a
minimum amount or quantity
of waste, expense, or
unnecessary effort.

Timeliness

Measures whether the

deliverables are done on
time based on the
requirements of the law and
/or the clients/ stakeholders.
Time-related performance
indicators evaluate such
things as project completion
deadlines, time
management skills and other
time-sensitive expectations.

Sample MFO Statement

Success Indicator

*For office/branch/unit
heads only

Documents
prepared/submitted/revie
wed/ processed

Program
implemented/executed

Data validated/verified

Project completed

Documents
prepared/submitted/
reviewed/processed
<within commitment
date> or <by processing
time>

Program
implemented/executed
within commitment date

Data validated/verified
<within commitment
date> or <by processing
time>

Project completed within

commitment date

2. Employees with designation and concurrent designation shall indicate all MFOs inherent to
the designated position under Core Functions. Official designation must be attached to the
IPCR; nature of designation should be indicated as well. MFOs not inherent to the
employees position and designated position shall be indicated under Support Functions,
except in the case of Strategic Functions.
3. Employees who were promoted/transferred/reassigned/designated within the 2nd semester
2016 rating period shall accomplish additional IPCR corresponding to the additional position
and place of assignment.
Example: SSO III of Accounts Management Section (AMS) was promoted to CEO II of
Member Services Section (MSS) and designated as concurrent OIC of AMS on
09/01/2016. The IPCRs of the said employee shall be as follows:
Period in the
Commitment Contract
First IPCR
07/01/2016 08/31/2016
Second IPCR 09/01/2016 12/31/2016

Position

Attachment

SSO III (AMS)

CEO II (MSS) and
concurrent OIC (AMS)

None
Designation as
concurrent OIC (AMS)

4. The MFO SQ Rating Obtained shall be included only in the IPCRs of those employees who
took the MSS Assessment Program (MAP) and Accounts Management Assessment Program
(AMAP) during 2nd semester 2016. The Learning and Development Department (LDD)
shall provide the results of MAP and AMAP to PMERD and the affected units.

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5. As communicated by the CSC Public Assistance and Information Office (CSC-PAIO), SSS
will not be surveyed under Anti-Red Tape Act Report Card Survey (ARTA-RCS) for 2016.
Consequently, the MFO ARTA Rating Obtained shall not be part of the IPCR for 2nd
semester 2016.

B. SUBMISSION
1. All heads must submit the IPCRs of their rank and file employees. The supervisors and
his/her subordinates shall ensure that the IPCRs are accurately and fully accomplished.
2. The Administrative Assistants / Staff shall:
a. Ensure the completeness and accuracy of the IPCRs and SLIPR of their respective
Department / Branch / Office before submitting to PMERD, and
b. Forward the IPCRs of employees with personnel movement such as promotion / transfer
/ reassignment / designation during 2nd semester 2016 to the recipient Department /
Branch / Office.
3. All rank and file employees must use the attached, updated IPCR and SLIPR templates.
These can also be downloaded from the Intranet under HR MATTERS >> Performance &
Career Management >> Strategic Performance Management System >> SPMS Forms.

Moreover, pursuant to existing rules and regulations, please be reminded of the following:
I. RATING PERIOD3
The minimum rating period for rank-and-file employees is an aggregate of ninety (90) calendar days
or three (3) months.
II. COMMITTEE MEMBERSHIP 4
a. A committee membership or assignment as the secretariat of a committee which is not
inherent to the function of the employees branch/department/office but supported by an
Office/Administrative Order shall be included in the Support Functions of the employee.
b. Each committee membership shall be given an additional one (1) point, but not to exceed five
(5) points, even if committee membership is more than 5.
c.

The total points to be earned by the employee for such committee membership shall be
added to the total of 100 points.

III. USES OF PERFORMANCE RATINGS 5

One of the bases for the grant of performance-based benefits, incentives and rewards, promotion,
training and scholarship grants and other personnel actions.
a. Only employees with Outstanding and Very Satisfactory performance rating shall be
considered for promotion, training and scholarships grants and other personnel actions.

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b. Performance rating obtained in the preceding period shall be the basis for the grant of
performance-based benefits and incentives of employees who are on official travel,
scholarship or training within a specified rating period.
IV. SANCTIONS6
a. DISQUALIFICATION of employee for performance-based personnel actions which would
require the rating for the given period such as promotion, training or scholarship grants and
performance enhancement bonus, if failure of the submission of the IPCR is the fault of the
employees.
b. Administrative sanction for violation of reasonable office rules and regulations and simple
neglect of duty for the supervisors and employees responsible for the delay or nonsubmission of the IPCR.
For inquiry/assistance, you may call the Performance Management Section at locals 6072, 6064
and 5369. Otherwise, you may e-mail your concerns to spms-ipcr@sss.gov.ph.
For strict compliance.

---------1

Annex A, Office Order No. 2016-073 (SSS SPMS Guidelines)

Part 2.A, SSS SPMS Guidelines
3
Part 2.B, SSS SPMS Guidelines
4
Part 4.B.3.1, SSS SPMS Guidelines
5
Part 2.D.2 & 3, SSS SPMS Guidelines
6
Part 3.II.a & b, CSC MC No. 6, s. 2012
2

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