Philippine Civil Service Commission:Philippine Civil Service Commission:
Asia’s Leading Center for Asia s Leading Center for Excellence in Human Resource
d O i i D land Organization Development
Adoption of Performance Governance System (PGS)
PGS• Local adaptation of Balanced Scorecard
developed at the Harvard Business School• Performance management and measurement
ltool
Qualitative and Measurable Qualitative and word-based
interpretations
Measurable targets and
metricsp
Adoption of Performance Governance System (PGS)
Examples of international organizations that have adopted the Balanced Scorecard:
International
Abu Dhabi GovernmentKorea Customs ServiceCity Gov’t. of Brisbane
MotorolaHilton HotelsBMW Motors
H K Sh h i Hong Kong Shanghai Banking Corp. (HSBC)
Adoption of Performance Governance System (PGS)
Examples of organizations in the Philippines that have adopted the PGS:
Private sectorPublic sector
Iloilo City GovernmentSan Fernando City Government
Marikina City GovernmentPhilippine Army
Philex Mining CorporationPhilippine ArmyPhilippine Navy
Philippine National PoliceDevelopment Academy of the Phils.
DPWH
Philippine Institute of Certified Public
AccountantsDPWHDSWD
Adoption of Performance Governance System (PGS)
NEW VISION OF THE CSC:
To be Asia’s leading Center of Excellence for Strategic Human
Resource and Organization Development
Perspective Objectives
Owne
r
MeasuresLEA
LAG
Base 2011 2012 2013 2015
O
DG
LDER
S
ARecognized as a Center for Excellence
Commission 1 Percentage of agencies accredited under the Enhanced PMAAP N/A N/A
10%(211)
15%(316)
30%(632)
2 CSC Client Satisfaction Rating (CSC frontline services) N/A S VS VS EF | G G G
Percentage of agencies accredited under PRIME‐HRM
STAK
EHOL
BHigh performing,competent , and credible civil servants Co
mmission
3 Percentage of assisted agencies which failed in ARTA‐RCS N/A 60% 80% 90% 100%
4 Percentage of agencies with HR Plan N/A N/A 12.5% 20% 50%
5Percentage of agencies with functional Strategic Performance Management System (SPMS)
0 .66%(14)
20%(422)
30%(632)
60%(1265)
80% 67%
g y ( )
CProvide excellent HR processes
Commission
6Number of ISO certified processes
N/A N/A
3 Exam
System, Appointm
ents Processing, Legal Processes
4Accredita
tion process
4(sustained)
PROCE
SS
7
Percentage of high density/most complained agencies surveyed under ARTA 1% 20% 40% 55% 85%
D
Ensure fairness and efficiency in
mission
8Percentage of indirect contempt cases filed against agencies not implementing CSC decisions
70% 80% 85% 90% 100%
100%
60% 70% 90%30%
40%56%
100%100%
Dperforming Quasi‐Judicial functions
Comm
9 Percentage of cases decided within 40 days from the time the case is ripe for resolution
N/A 30% 40% 50% 70%
PEOPLE
EEnhance the competency of our workforce Co
mmission
10Percentage of CSC employees meeting their job competency standards
N/A N/A 80% 90% 100%
62%70% 90%
50%
40% (36M)87% (32M)
FINAN
CE
FEnsure efficient management of financial resources Co
mmission
11 Percentage increase of net income from 2010 figures 26M 20% 40% 60% 100%
12 Amount of funds from partners 5M 20M 25M 40M 50M
ARTN
ERS
G
Cultivate partnerships with local and international
Commission
13Number of priority programs implemented through technical cooperation with local and international partners
4 6 7 8 10
25M46M
Adoption of Performance Governance System (PGS)
GGovernanceTrailblazer Seal
98% ratingin the Awareness,
Score:9 03 out of 10
Availment, and Satisfaction Ratings
f S l d G ’ 9.03 out of 10 of Selected Gov’t Agencies Survey by
Pulse AsiaPulse Asia
CSC A A dit ti P (CSCAAP)CSC Agency Accreditation Program (CSCAAP)- accredited agencies can take final action on
appointments for government positionsappointments for government positions
Program to Institutionalize Meritocracy d E ll i H R and Excellence in Human Resource Management (PRIME-HRM)
PRIME HRMPRIME‐HRM
Levels of assessment:
Recommendation asCenter for Excellence
Retention of accreditation
Capability for accreditation
Anti Red Tape Act of 2007 (ARTA)Anti‐Red Tape Act of 2007 (ARTA)
Review and streamlining of frontline service proceduresprocedures
• Limiting signatories to five (5) signaturesLimiting signatories to five (5) signatures
• Time frame to act on requests/applications:Simple transactions – 5 working daysComplex transactions – 10 working days
Citizen’s CharterCitizen s Charter
What it contains:
• List of frontline services• Step-by-step proceduresp y p p• Employee responsible for each step• Amount of fees• Documents to be presented by the client• Venue and procedure for filing complaints
Citizen’s CharterCitizen s Charter
• Frontline service staff will be guided by a clear set of be guided by a clear set of procedures
• Public will know what to • Public will know what to expect from the agency
Fi i i i i b • Fixing activities can be prevented
Report Card Survey(RCS)(RCS)
Al id d i h • Also provided in the ARTA law
• Mechanism to rate an agency’s quality of g y q yfrontline service delivery
Report Card Survey (RCS)Report Card Survey (RCS)
R ti i b d Rating is based on:
Compliance with ARTACompliance with ARTA• Presence of Citizen’s Charter• Presence of anti-fixer campaign p g
materials• Presence of a manned
help desk• Observance of
“N N B k” l“No Noon Break” rule
Report Card Survey (RCS)Report Card Survey (RCS)
Client satisfaction• Quality of service rendered
Ti it t k t l t th t ti• Time it took to complete the transaction
• Physical setup of the agency (presence of directional (presence of directional signages, accessibility, cleanliness)A il bili f b i f ili i • Availability of basic facilities (comfort rooms, waiting area, facilities for PWDs/pregnant f fo /p gwomen/elderly
Report Card Survey (RCS)Report Card Survey (RCS)
Target : 469 agencies
Adj i l R i f
Target : 469 agenciesActual surveyed : 497 agencies (105.97%)
4%
Adjectival Ratings ofSelected Gov’tAgencies
Excellent 22
27%27%
ExcellentGood
Good 133Acceptable 206Failed 136
42%
GoodAcceptableFailed
Failed 136Total 497
(as of Dec 2011) 42%(as of Dec. 2011)
Report Card Survey (RCS)Report Card Survey (RCS)
Conducted byPulse Asia, Inc.
(i d d (independent survey service provider)
Report Card Survey (RCS)Report Card Survey (RCS)
Result of Report Card SurveyResult of Report Card Survey
AssistanceRecognition
Citizen’s Satisfaction
Service Delivery Satisfaction
Center Seal of Excellence
Excellence Program (SDEP)
Strategic Performance Management System (SPMS)
• Links individual performance management with agency’s organizational vision core purpose and agency s organizational vision, core purpose, and strategic goals
di id lOrganizational
Individual commitments
gobjectives
Strategic Performance Management System (SPMS)
• Links performance management with other HR systemssystems
Strategic Performance Management System (SPMS)
• Links performance management with other HR systemssystems
Training/ Training/ Grant of Grant of PromotionPromotionDisciplineDisciplinePerformance scholarshipsscholarshipsincentive/awardincentive/award
PromotionPromotionDisciplineDisciplinerating
Strategic Performance Management System (SPMS)
Performance indicators
SuccessindicatorsVS.
No. of appointments Response time
Quantity/I
Quantity/I
Outcome/O
Outcome/O
indicators indicators
processedResponse timeInputInput OutputOutput
Strategic Performance Management System (SPMS)
SPMS Roll-out
All
SPMS Roll-out
All government
performance-based HR
movements and
Pilot testing
government agencies
should have a CSC d
movements and interventions
should be based SPMS
Pilot testing CSC-approved SPMS
on SPMS
Competency‐Based HR System in the Public Sector
• Project aims to develop/design Competency Models
Skills
Knowledge CompetencyModel
AttitudesModel
Competency‐Based HR System in the Public Sector
Eligibility Education Experience TrainingEligibility Education Experience Training CompetenciesEligibility Education Experience TrainingEligibility Education Experience Training Co pete c es
May be used for HR processes such as:• Recruitment• Performance management• Compensation planning• Career development• Career development• Succession planning
Civil Service InstituteCivil Service Institute
R h d t i i f th CSCResearch and training arm of the CSC
Legal empowermentLegal empowerment
C di i i i hi d• Case disposition within 40 days(law requires 60 days)CSC s rpassed its target to resol e 30% of cases • CSC surpassed its target to resolve 30% of cases within the 40-day period
Total no of resolved 5 276Total no. of resolved cases
5,276
Cases resolved within 40 days from the time the case
3,459 (50.34%)2011days from the time the case is ripe for resolution
• 36 indirect contempt cases filed
Legal empowermentLegal empowerment
• Revision of form and guidelines on filing the SALN
• Technical Working Group▫ CSC
Offi f th P id t▫ Office of the President▫ Senate and House of Representatives▫ Supreme Courtp▫ Constitutional Offices▫ Line agencies
bl▫ Public sector unions
Honor Awards Program (HAP)Honor Awards Program (HAP)
Three (3) types of awards:
• Outstanding performance or contribution▫ Lingkod Bayan AwardLingkod Bayan Award▫ Pagasa Award
• Consistent exemplary ethical behavior▫ Dangal ng Bayan Award
Honor Awards Program (HAP)Honor Awards Program (HAP)
Helen M. CailingState Auditor VState Auditor VCommission on Audit Regional Office No. 12Regional Office No. 12Cotabato City
2011 Dangal ngBayan awardee