Article 135p. 135

ADMINISTRATIVE CODE AND LAW OF PUBLIC OFFICERS TEXT AND RULES

shorter or longer period, the minimum appraisal period

shall be at least 90 days or three months. No appraisal

period shall be longer than one year.

(e) The system shall provide sanctions against raters

who use it to give undue advantage or disadvantage to

people they rate.

(f) The following adjectival ratings shall be adopted:

Outstanding — An employee shall be given this

rating when he exceeds his target by at least 50%. It

represents an extraordinary level of achievement and

commitment in terms of quality and time, technical skill

and

knowledge,

ingenuity,

creativity

and

initiative.

Employees

at

this

performance

level

should

have

demonstrated exceptional job mastery in all major areas

of responsibility. His achievement and contributions to

the organization are of marked excellence which even his

peers recognize through a forced comparison/distribution

method established by the agency concerned.

Very Satisfactory — An employee shall be given this

rating

when

he

exceeds

the

expected

output/performance by at least 25% but falls short of what

is considered an outstanding performance. In addition,

his competence and contributions shall be recognized by

his peers also through a forced comparison/distribution

method based on the criteria established by the agency

concerned.

Those

screened

out

in

the

forced

comparison/distribution for outstanding performers shall

be included in this category.

Only

employees

with

Outstanding

and

Very

Satisfactory performance ratings shall be considered for

promotion.

Satisfactory — An employee shall be given this rating

when

he

meets

100% of the standards or ordinary

requirements

of

the

duties

of

the

position.

Those

screened

out

in

the

forced

comparison/distribution

method for Very Satisfactory performers shall be included

in this category.

Unsatisfactory — An employee shall be given this

rating

when his performance is 51% to 99% of the

minimum requirements but could stand improvement. It

is expected that in the next rating period, the employee,

under

close

supervision,

will

either

improve

his

performance for which he shall be given at least a

satisfactory

rating,

or

if

not,

he

shall

get

another

Unsatisfactory rating. Two (2) successive Unsatisfactory

ratings shall be a ground for separation from the service.

Poor — An employee shall be given this rating when

he fails to meet performance requirements or meets 50%

or below of the minimum requirements and there is no

evidence to show that he can improve his performance. A

rating of Poor shall be a ground for separation from the

service.

g. As much as possible, the Performance Evaluation

System shall contain the following parts:

1. Objectives

2. Basic Policies

3. Procedures/Mechanics of the System

4. Mechanics of Rating

SECTION 4. The highest ranking officer in charge of

personnel management shall be responsible for the

development and administration of the performance

evaluation system.

The Personnel Division of the department or agency

shall

be

responsible

for

the

safekeeping

of

all

performance reports and records of its personnel. It shall

periodically

submit

to

the

Head

of

Agency

the

consolidated

results

of

its

employee

performance

evaluation.

SECTION

5.

An

employee

who

expresses

dissatisfaction with the rating given him may appeal

through the duly established Grievance Procedure of the

Department or Agency within fifteen days after receipt of

his copy of his performance rating. Failure to file an

appeal within the prescribed period shall be deemed a

waiver of such right.

RULE X Employee Suggestions and Incentive

Awards System

SECTION

1.

Each

department

or

agency

of

government, whether national or local, including bureaus

and

agencies,

state

colleges

and

universities;

and

government-owned

and

controlled

corporations with

original charters, shall establish its own Department or

Agency Employee Suggestions and Incentives Award

System in accordance with these Rules and shall submit

the same to the Commission for approval.

SECTION 2. The System is designed to encourage

creativity,

innovativeness,

efficiency,

integrity

and

productivity in the public service by recognizing and

rewarding

officials and employees, individually or in

groups,

for

their

suggestions,

inventions,

superior

accomplishments,

and

other

personal

efforts

which

contribute

to

the

efficiency,

economy,

or

other

improvement in government operations, or for other

extraordinary acts or services in the public interest.

SECTION 3. The Systems shall apply to all officers and

employees in the career or non-career service of the

national and local governments, including those in the

state universities and colleges, and government-owned

or controlled corporations with original charters, whether

or not they receive compensation, regardless of amount.

SECTION 4. Under the System, any of the following

types of contributions shall be entitled to an award:

(a) Idea type contribution which shall refer to an idea,

a suggestion or an invention for improvement to effect

economy in operation, to increase production, improve

working conditions or service, or otherwise benefit the

government.

(b) Performance type contribution which shall refer

to:

(1) Performance of an extraordinary act or service in

the public interest in connection with, or related to, one's

official employment; or

(2) Outstanding community service or heroic acts in

the public interest; or

(3)

Sustained

work performance for a minimum

period of one year which is over and above the normal

position requirement of the individual or group.

SECTION 5. Awards under the System shall consist of

honor

awards

and

incentive

awards.

The

head

of

department

or

agency

may,

however,

upon

recommendation

of

the

Department

or

Agency

Suggestions and Incentive Award Committee created in

accordance with Section 11 hereof, consider an employee

for both incentive and honor awards.

SECTION

6.

Honor

awards

shall

consist

of

the

following:

(a) *

Presidential or "Lingkod Bayan" Awards is

conferred

to

an

individual

for

consistent

dedicated

performance

exemplifying

the

best

in

any

of

the

profession

or

occupation

resulting

in the successful

implementation of an idea or performance which is of

significant effect to the public or principally affects the

national interest, security and patrimony.

This Lingkod Bayan Award is in the form of gold

(gilded) medallion and plaque containing the citation

and signature of the President of the Philippines.

(b) *

Civil Service Commission or PAGASA Award is

conferred to a group of individuals or team who has

demonstrated outstanding teamwork and cooperation

which resulted in the successful achievement of its goal

and greatly improved/facilitated the delivery of public

service,

effected

economy

in

operation,

improved

© Compiled by RGL

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