INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW FORM (IPCRF)
Name of Employee: Name of Rater:
Position: Position:
Division: Date of Review:
TO BE FILLED OUT
TO BE FILLED OUT DURING PLANNING DURING EVALUATION
Performance Indicators Performance Indicators Performance Indicators RATING
MFO KRAs OBJECTIVES TIMELINE Weight Per ACTUAL RESULTS SCORE
KRA (Quality) (Efficiency) (Timeliness) Q E T AVE
#DIV/0! #DIV/0!
#DIV/0! #DIV/0!
Plus Factor #DIV/0! #DIV/0!
0% Total #DIV/0!
Adjectival Rati Numerical Rating Scale
4.500 - 5.000
Outstanding
3.500 - 4.499 RATEE RATER APPROVING AUTHORITY
Very Satisfactory
Satisfactory 2.500 - 3.499
Unsatisfactory 1.500 - 2.499
Poor 1.000 - 1.499
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COMPETENCIES
CORE BEHAVIORAL COMPETENCIES
Self-Management Teamwork
1. Sets personal goals and direction, needs and development. 1. Willingly does his/her share of responsibility
2. Understands personal actions and behavior that are clear and purposive and takes into account personal 2. Promotes collaboration and removes barriers to teamwork and goal accomplishment across the organization.
goals and values congruent to that of the organization 3. Applies negotiation principles in arriving at win-win agreements.
3. Displays emotional maturity and enthusiasm for and is challenged by higher goals 4. Drives consensus and team ownership of decisions
4. Prioritize work tasks and schedules (through Gantt charts, checklists, etc.) to achieve goals 5. Works constructively and collaboratively with others and across organizations to accomplish organizational
5. Sets high quality, challenging, realistic goals for self and others. goals and objectives.
Professionalism and Ethics Service Orientation
1. Can explain and articulate organizational directions, issues and problems.
1. Demonstrate the values and behavior enshrined in the Norms and Conduct and Ethical Standards for Public 2. Takes personal responsibility for dealing with and/or correcting customer service issues and concerns.
Officials and Employees (RA 6713). 3. Initiates activities that promotes advocacy for men and women empowerment.
2. Practice ethical and professional behavior and conduct taking into account the impact of his/her actions and 4. Participates in updating office vision, mission, mandates and strategies based on DEPED strategies and
decisions. directions.
3. Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming 5. Develops and adopts service improvement program through simplified procedures that will further enhance
and communication. service delivery.
4. Makes personal sacrifices to meet the organization’s needs.
5. Act with a sense of urgency and responsibility to meet the organization’s needs, improve system and help
others improve their effectiveness.
Result Focus Innovation
1. Achieves results with optimal use of time and resources mist of the time. 1. Examines the root cause of problems and suggests effective solutions. Foster new ideas, processes, and
2. Avoids rework, mistakes and wastage through effective work methods by placing organizational needs suggests better ways to do things (cost and/or operational efficiency).
before personal needs. 2. Demonstrates an ability to think “beyond the box”. Continuously focuses on improving personal productivity to
3. Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and create higher value and results.
consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability and 3. Promotes a creative climate and inspires co-workers to develop original ideas or solutions.
completeness with no supervision required. 4. Translates creative thinking into tangible changes and solutions that improve the work unit and organization.
4. Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or 5. Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to
more precise ways of meeting goals set succeed with minimal resources.
5. Makes specific changes in the system or in own work methods to improve performance. Examples may
include doing something better, faster, at a lower cost, more efficiently, or improving quality, customer
satisfaction, morale, without setting any specific goal.
CORE SKILLS
Achievement Accountability
1. Enjoy working hard 1. Can be counted on to exceed goals successfully
2. Is action-oriented and full of energy for the things he/she sees as challenging 2. Steadfastly pushes self and others towards results
3. Forwards personal, professional and work unit needs and interests in an issue. 3. Gets things done on time and optimum use of resources
4. Seize more opportunities than others 4. Builds team spirit
5. Strategic thinker 5. Transacts with transparency
Managing Diversity
OVERALL COMPETENCY RATINGS:
1. Respect all kinds of classes of people
2. Deals effectively with all races, nationalities. cultures, disabilities, ages and both sexes CORE BEHAVIORAL COMPETENCIES:
3. Support equal and fair treatment and opportunity for all
4. Applies equal standards and criteria to all classes CORE SKILLS:
5. Manifest cultural and gender sensitivity when dealing with people
OVERALL RATING:
5 – Role model; 4 – Consistently demonstrate; 3- Most of the time demonstrates; 2- Sometimes demonstrate; 1- Rarely demonstrate
PART III: SUMMARY OF RATINGS FOR DISCUSSION
Final Performance Results Rating
Accomplishment of KRAs and Objectives
Employee-Superior Agreement
The signatures below confirm that the employee and his/her superior have agreed to the contents of the performance as captured in this form.
Name of Employee: Name of Superior:
Signature: Signature:
Date: Date:
PART IV: DEVELOPMENT PLANS
Action Plan
Strengths Improvement Needs Learning Objective Recommended Developmental Intervention Timeline Resources Needed
(based on the developmental intervention)
Feedback:
RATEE RATER APPROVING AUTHORITY
PERFORMANCE MONITORING AND COACHING FORM
Critical Incidence Description Signature of
Date Output Impact on Job/Action Plan
Ratee Rater
EMPLOYEE FEEDBACK FORM
Strength Developmental Needs Action Plan Timeline Resources Needed
(Recommended Developmental Intervention)
Feedback:
