Compensation and Benefits
This is the primary cash compensation for work performed, excluding any other payments, allowances and fringe benefits.
FIXED PAY
Without this information, employees have little knowledge of how well they are doing their jobs and how they might improve their work.
FEEDBACK TO EMPLOYEES
The first step in the process of performance appraisal.
JOB ANALYSIS
A multidimensional performance appraisal method.
360-DEGREE FEEDBACK
It is the official performance assessment system employed by the Civil Service Commission.
SPMS (Strategic Performance Management System)
A benefit funds that are set aside to provide employees with an income or pension later in life after they end their careers.
RETIREMENT BENEFITS
Appraisals may form the bases of merit-based compensation plans.
REWARD SYSTEMS
The ___________ should be clear, easily comprehensible and in measurable terms.
(PERFORMANCE) STANDARDS
This performance appraisal method is used to match the overarching organizational goals with objectives of employees effectively while validating objectives using the SMART method.
The role of the supervisor in the SPMS is...
COACH & MENTOR
These are cash compensation items which are either fixed or variable and are paid to an employee for the performance of work.
DIRECT COMPENSATION
In making _____________, such as those relating to promotions, transfers, and terminations, performance appraisal can be quite useful.
PERSONNEL DECISIONS
The last step of the performance evaluation process.
DECISION-MAKING
These reviews help determine an employee‘s ability to work well with the team, take up initiatives, and be a reliable contributor.
The suggested forms for organizational and individual commitments and performance are similar and easy to complete.
USER-FRIENDLY
It is meant to protect employees from loss of income and to cover extra expenses associated with job-related injuries or illness.
WORKER'S COMPENSATION
Individuals learn about their strengths and weaknesses as seen by others and can initiate self-improvement programs.
SELF-DEVELOPMENT
The most difficult part of the performance appraisal process.
DETERMINING THE ACTUAL PERFORMANCE
This method focuses on analyzing an employee‘s future performance rather than their past work.
PSYCHOLOGICAL APPRAISALS
Is done prior to the start of the performance period where heads of offices meet with the supervisors and staff and agree on the outputs that should be accomplished based on the goals and objectives of the organization.
PERFORMANCE PLANNING & COMMITMENT
The Compensation Plan (CP) under R.A. No. ____ is an orderly scheme for determining rates of compensation of government personnel.
R.A. No. 6758
Through performance appraisal, a more improved ___________________ program can be established to further develop the company‘s human resources.
TRAINING & DEVELOPMENT
The aim of discussing performance results to the employees.
PROBLEM SOLVING & REACHING CONSENSUS
It brings out both the qualitative and quantitative benefits in a performance appraisal process.
BARS (Behaviorally Anchored Rating Scale)
It directed the adoption of a performance based incentive system for government employees.
EXECUTIVE ORDER NO. 80, S. 2012