References Highlights of EO80 & AO25 Mechanics of the Interim AFP Rating and

Ranking System Deliverables Rating Procedures for PN Personnel Proposed PN Units Forced Ranking Updates of PN Personnel Forced Rating

Letter of DBM Secretary FLORENCIO B ABAD (Chairman, AO25 Inter-Agency Task Force) to Hon VOLTAIRE T GAZMIN, Secretary, DND re Conditional Approval of PBB Granting

EO80 (PB Incentive System), AO25 & AO25 Inter-Agency Task Force Memorandum Circular No 2012-02 dated 16 Oct 2012

AFP Manual 11-2 re Inspector General Services & AFP RG 161-291 dated 21 Jan 1954 re Inspector General’s Service

DND Memo dated 26 Mar 2012 re 2012 Program Performance Review Guidance, Program 1-4

DND Circular No 4, GHQ-AFP dated 05 May 2003 re AFP Officer Appraisal System

Memorandum Circular No 2012-03, IATF dated 12 November 2012 re Guidelines on Determining Eligibility and Ranking Bureaus, Delivery Units, and Individuals Based on Performance in Line with the Grant of the Performance-Based Bonus (PBB) in FY2012

AFP Circular No 16 dated 13 Sept 93 re EP Evaluation Marks

AFP SOP No 6 dated 19 Jun 95 re AFP Performance Evaluation Mark for Civilian Employees

Rationalize the current incentive system in government generally characterized by across-the-board bonuses

Strengthen performance monitoring and appraisal systems like the Organizational Performance Indicator Framework (OPIF) to measure agency performance

Link personnel incentives to delivery unit’s performance and recognizing & rewarding exemplary performance

Establish and implement a Performance-Based Incentive (PBI) System that will motivate higher performance and greater accountability.

Rationalize, harmonize, streamline, simplify, integrate and unify the efforts of government agencies relative to the National Leadership’s Agenda, the Phil Development Plan, commitments and targets

Establish a unified and integrated Results-Based Performance Management System (RBPMS)

Incorporate a common set performance scorecard, and organizational performance information system

Provide a basis for determining entitlement to performance-based allowances, incentives, or compensation of government personnel.

Performance-Based Bonus (PBB) – top-up bonus based on individual’s contribution to accomplishment of Department/Agency targets

Productivity Enhancement Incentive (PEI) – across-the-board bonus of P5,000.00 per employee (from the original P10,000.00)

Note: The PEI and PBB top-up bonus shall be sourced from the Miscellaneous Personnel  Benefits Fund (MPBF)

Achieved at least 90% of MFO (Major Final Output), STO (Support to Operations), GASS targets (General Administration and Support Services.

Achieved at least 90% of Priority Program targets

Meet 100% of good governance conditions under the performance drivers of the RBPMS, set by the AO 25 Task Force for FY 2012

System of Forced ranking of Delivery Units and the personnel within them

Good Governance Conditions (all 4 of them)

The AFP and the different Major Services

(PA, PAF, PN & GHQ Proper & TAS –

Programs 1-4) shall adopt a standardized

System of Rating and Ranking the

Performance of AFP Delivery Units and

Personnel/Soldiers.

Overall Lead Responsibility for organizing, conducting & implementing the proposed (Annual) System of Rating and Ranking shall be the respective Resource Managers of Program 1-3 (the Major Service Commanders) and Program 4 (VCSAFP). They shall formally be represented by the Deputy Inspector General of each Service (PA, PAF, PN) and in the case of Program 4 – by the Deputy, TIG, AFP:

Deputy IG’s of Program 1-4 shall be the lead staff in collaboration with their respective RMO, MFO, 1’s & IT Offices

They shall be designated as Performance Management Team.

PMTs for each Service shall have the lead responsibility for collating, recording, assessing, evaluating and in physically complying with the documentary requirements relative to the Rating and Ranking of Delivery Units and Personnel/Soldiers

The System of Rating and Ranking the Performance of AFP Delivery Units and Personnel/Soldiers shall center on the following:

Forced ranking of bureaus or Delivery Units (DUs) according to the extent/decree of their contribution to the achievement of their respective Agency/Unit performance targets.

Forced ranking of officials and employees of bureaus, offices or delivery units that qualified for the PBB

Forced ranking of bureaus or Delivery Units (DUs) according to the extent/decree of their contribution to the achievement of their respective Agency/Unit performance targets:

PMT of each Service (Program 1-4) shall rank their respective Delivery Units as follows :

Ranking Performance Category

Top 10% Best Delivery Unit (Operational and/or Admin)

Top 25% Better Delivery Unit (Opnl and/or Admin)

Top 65% Good Delivery Unit (Opnl and/or Admin)

The parameters for the determination which among the Delivery Units (DUs) is Best, Better or Good shall be in accordance with the establish quantitative criteria they observe in their respective Service.

In addition, each Service has the option to use other criteria, both quantitative and qualitative (ex. Rating/Result of Annual General Inspection and Program Performance Budget Execution Review - PPBER) in the implementation of their rating scheme

Forced ranking of officials and employees of bureaus, offices or delivery units that qualified for the PBB :

PMT of each Service (Program 1-4) shall rank their respective Individual Personnel/Soldier as follows :

Ranking Performance Category

Top 10% Best PerformerNext 25% Better PerformerNext 65% Good Performer

The parameters for the determination which among their Individual Personnel/Soldier is Best, Better or Good shall be in accordance with the following:

a) DND Cir No 4, re AFP Officer Appraisal System

b) AFP Cir No 16 re EP Evaluation Marks

c) AFP SOP No 6 re AFP Performance Evaluation Mark for CEs

The composition and corresponding basic duties of each member of the Performance Management Team is as follows: :

Membership Principal Duty

Deputy Inspector General Chairman

Chief, Inspection Division, OTNIG Forced Ranking of Delivery Units

Chief, Admin Branch, O/N1 Forced Ranking of Individual personnel

NRMO Representative Member

NMFO Representative Member

Chief, IT Branch, O/N6 Ensure uploading of required data in the PN Website

Chief, Program and Budget Branch, O/N1 Member

PNFC Representative Member

TASK SPR/OPR/UPR

Determination of Delivery Units PMT/OTNIGCategorization of Delivery Units PMT/OTNIGForced Ranking of Delivery Units PMT/OTNIGCategorization of Individuals PMTForced Ranking of Individuals All PN UnitsCommunications & Dissemination Plan PMT

Categorization of Individuals shall be by personnel class: • Officers• Enlisted Personnel• Civilian Employee

All PN Units shall forced ranked their respective personnel by personnel class

• Type Commands - PHILFLT/PMC• Operational Commands - SIX (6) NAVAL FORCES & FMRF• Support Commands - NSSC/NETC/NCBde/NRC/NBC• Support Units - NISF/PNFC/NLC/MNH/CNH/BNS

HPN & HSG/CMOG,PN

Nr Rank Last Name First Name MI AFPSN Unit DesignationOAR/EPEM/

AFPPEMCE Rating

Performance Category

(Best/Better/Good)

Prepared By: Approved By:

____________________________________ Unit Admin/Personnel Officer

_____________________________________ Unit Commander

Deadline of Submission: 291200H November 2012

All Rating Sheets should be submitted in Hard and Electronic Copy to HPN (Attn: N1)

PN Units that will not submit WILL NOT BE INCLUDED in the Consolidated PN Personnel Rating Sheet that will be submitted to the Chairman, DND Performance Management Group (Attn: ASPP/ASPER)