Developing a comprehensive Incentive and Reward System for faculty and employees to boost their morale and start working efficiently even at their own levels; Improved implementation of the Incentive and Reward System and the University Grievance Machinery. Impact evaluation of the University Extension Program for better direction in technology transfer and capacity building of target clientele Conduct evaluation of existing extension programs/projects to see if they are addressing the development needs of the clientele; and create a greater impact on the local communities; Extension programs/projects to be location and felt need specific; Extension programs/projects to focus on technology transfer of mature technologies generated by research; Collaborative extension programs/projects across all disciplines, institutions and countries through networking; and Holding a strategic planning to formulate the extension agenda and set its direction including capability of building and professionalization of extension staff. Provide clear cut research direction and utilization of research outputs or mature technologies generated by research.
1.4 Other Awards – given by other government agencies, private institution or NGOs to an individual or team for contribution or an idea, or performance that directly benefited the government. 2) Institutional Awards The shall develop and initiate the search for deserving employees who may be included in the screening of candidates for awards to be given such as: 2.1 Best Employee Award – granted to an individual or individuals who excelled among peers in a functional group, position or profession. A cash award of not less than the amount provided under relevant existing laws shall be given to outstanding employees plus a certificate of recognition or other forms of incentives as the committee may decide, e.g., Best Division Chief, Best Secretary, Best Legal Officer, Best Driver, Best Utility Worker, and other similar awards. (Refer to the attached Criteria for Evaluation) 2.2 Gantimpala Agad Award – given outright to employees commended by clients for their courtesy, promptness, efficiency, and dedication to duty. 2.3 Exemplary Behavior Award – based on the eight norms of conduct as provided under RA 6713. The awardee will be automatically nominated by the agency PRAISE Committee to the Dangal ng Bayan Award. 2.4 Best Organizational Unit Award – granted to the top organizational unit which may be a section, division or office on the basis of meeting the organization’s performance targets and other pre-determined criteria. 2.5 Cost Economy Measure Award – granted to an employee or team whose contributions such as ideas, suggestions, inventions, discoveries, or performance of functions result in savings in terms of man-hours and cost or otherwise benefit the agency and government as a whole. The monetary
FPE Form No. 2 FACULTY PERFORMANCE FACULTY PRESENT POSITION QCE PES PERFORMANCE EVALUATION COMMITTEE: ___________________ ___________________ ___________________
Republic of the Philippines RECRUITMENT, SELECTION & PROMOTION BOARD Isabela State University ___________, Isabela PANEL INTERVIEW EVALUATION Discipline Applied: _________________ Panel Member: _________________ NO. NAME OF APPLICANT PERSONALITY 10% COMMUNICATION FACILITY 15% MENTAL ALERTNESS 15% SUBSTANCE OF ANSWERS 50% COMPOSURE OR DEPORTMENT 10% TOTAL 100% 1 2 3 4 5 6 7 8 9 10
FRS FORM 4 Republic of the Philippines FACULTY SELECTION AND PROMOTION BOARD Isabela State University ___________, Isabela Vacancy: ______________________ ITEM No.: _____________________ Salary: MINIMUM QUALIFICATION REQUIREMENTS Educational/Degree: ___________________ Specialization: ________________________ Experience: __________________________ Training: ____________________________ Eligibility: ___________________________ No. NAME OF APPLICANT QUALIFICATIONS (60%) INTERVIEW (10%) DEMONSTRATION TEACHING (30%) TOTAL 100% RANK REMARKS Education Exp Prof Dev Total E.P. Aver- age E.P. Subject Spec E.P. Prof Educ E.P. Students E.P. EVALUATION COMMITTEE: _____________________ _____________________ _____________________ Member Chairperson Member _____________________ _____________________ _____________________ _____________________ Member Member Member Member
Civil Service Award or Pag-asa Award …………………………………………… 2 pts. Department Award or Kapwa Award …………………………………………….. 1.5 pts. Certificate of Appreciation, recognition, merit or commendation for outstanding accomplishment: Institutional/Local ………………………………………... 2 pts. National/Regional ……………………………………….. 3 pts. If the award is given to a group of individuals, the number of joints shall be divided by the number of individuals for the award.
JUDGEMENT ………………………………………………………………… 2 pts. Notably lacking in balance and restraint ……….….. 0.25 Shows tendency to react impulsively and without restraints ……………………………... 0.5 Act judiciously on ordinary circumstances might be hasty …………………………….……..… 1.0 Gives reassuring evidence of confirmed judgment ……………………………….….……..… 1.5 Inspires unusual confidence is probable Soundness of judgment …………………….….… 2.0 EMOTIONAL STABILITY …………………………………………………… 4 pts. Oversensitive; easily disconcerted …………..…... 0.2 Occasionally impatient, irritated ……………..….… 0.4 Well poised most of the time …………………….… 0.6 Superior self-command ………………………….…. 0.8 Exceptional poise, calmness and good Humor under stress ……………………………... 1.0 SELF-CONFIDENCE ……………………………………………………….. 2 pts. Timid, hesitant; easily influenced ………………… 0.2 Appears to be ever self-conscious …………….… 0.4 Moderately confident of himself ………….…….… 0.6 Wholesomely self-confident ………………………. 0.8 Show superior self-assurance ………………….… 1.0 _____ Total Points for Personality …………………. 10 pts.
MSP-NT-Form No. 4 INTERVIEW EVALUATION FORM NAME OF APPLICANT VOICE & SPEECH (2 pts.) APPEARANCE (2 pts.) ALERTNESS (4 pts.) ABILITY TO PRESENT IDEAS (4 pts.) JUDGMENT (4 pts.) EMOTIONAL STABILITY (2 pts.) SELF CONFIDENCE (2 pts.) TOTAL POINTS (20 pts.) RANK PERSONNEL SELECTION COMMITTEE: _____________________ _____________________ Member Member _____________________ _____________________ Member Member _____________________ Chairperson
MSP-NT-Form No. 3 QUALIFICATION EVALUATION FORM NAME EDUCATION (25 pts.) RELEVANT EXPERIENCE (15 pts.) RELEVANT TRAINING/SEMINAR (5 pts.) OUTSTANDING ACCOMPLISHMENT (5 pts.) TOTAL (50 pts.) RANK PERSONNEL SELECTION COMMITTEE: _____________________ _____________________ Member Member _____________________ _____________________ Member Member _____________________ Chairperson
MSP-NT-Form No. 4 (Guide for Interview) PSYCHO-SOCIAL ATTRIBUTES AND PERSONALITY TRAITS NAME OF APPLICANT VOICE & SPEECH (1 pt.) APPEARANCE (1 pt.) ALERTNESS (2 pts.) ABILITY TO PRESENT IDEAS (2 pts.) JUDGMENT (2 pts.) EMOTIONAL STABILITY (2 pts.) SELF CONFIDENCE (1 pt.) TOTAL POINTS (10 pts.) RANK PERSONNEL SELECTION/PROMOTION COMMITTEE: _____________________ _____________________ Member Member _____________________ _____________________ Member Member _____________________ Chairperson
MSP-NT Form No. 5 (Guide Questions) POTENTIAL EVALUATION FORM (Factors for Evaluation on Promotion) NAME HUMAN RELATIONS (2 pts.) LEADERSHIP (4 pts.) PERSONAL QUALIFICATION (4 pts.) TOTAL (10 pts.) RANK PERSONNEL SELECTION/PROMOTION COMMITTEE: _____________________ _____________________ Member Member _____________________ _____________________ Member Member _____________________ Chairperson
5.2.4. Best Organizational Award- granted to the top organizational unit this may be a section division or office on the basis of meeting the organization’s performance targets and other pre determined criteria. 5.2.5. Cost Economy Measure Award- granted to an employee or team whose contributions such as ideas, suggestions, inventions, discoveries or performance of functions result in savings in terms of man-hours and cost or otherwise benefit the agency and government as a whole. The monetary award shall not exceed 20% of the monetary savings generated from the contribution (Refer to attached Criteria for Evaluation, Annex B). 5.2.6. Service Award- conferred on retirees whether under optional or compulsory retirement schemes held during a fitting ceremony on or before the date of their retirement. 5.2.7. Other Awards- such other awards which the University may decide to give Outstanding Punctuality and Attendance Award Best Faculty Award TYPES OF INCENTIVES The Isabela State University shall continuously search, screen and reward deserving employees to motivate them to improve the quality of their performance and instill excellence in public service. As such the following types of incentives shall be regularly awarded.
GUIDELINES ON THE DECENTRALIZED DISPOSAL OF VALUELESS RECORDS IN GOVERNMENT AGENCIES ARTICLE I – COVERAGE Pursuant to Section 5 of Executive Order No, 285 dated July 25, 1987, the Records Management and Archives Office (RMAO) has been transferred and attached to the Department of Education, Culture & Sports. To strengthen operation of the said office, the DECS was authorized by virtue of Executive Order No. 301 dated July 26, 1987 to effect a decentralized disposal of valueless records of government offices/agencies in the disposal or destruction of their valueless or unnecessary records. Thus, these guidelines were formulated to meet this purpose. The “guidelines on the Decentralized Disposal of Valueless Records” in the government offices consist of five (5) parts. These are: (1) Coverage, (2) Definition of Terms, (3) Records Disposal Procedure, (4) Penal Provisions, and clause of the guidelines. ARTICLE II – DEFINITION OF TERMS Administrative Value – the usefulness of records to the originating or succeeding agency in the conduct of current business. Agency – any agency other than the Records Management and Archives Appraisal – the study of records, their relationships and contents, to determine their administrative, fiscal, legal, archival value and time values whether temporary or permanent Archival Value – the determination by appraisal of the vital worth of records for purpose of permanent preservation and storage by an archival agency.
Director – Director of Records Management and Archives Office (RMAO) Disposal – the act of selling, burning, or any other way of getting rid of valueless records in accordance with the provision of these guidelines. Disposition Schedule – a listing of records series by organization showing for each records series the period of time it is to remain in the office area, in the storage (inactive) area and its preservation or destruction. Files Breaks – the termination of filing activity for a particular file at a pre-determined time, or after the lapse of a specific event and the beginning of a new file period. Fiscal Value – the information on the usefulness of records about the financial transactions and obligation of agencies and organization. General Records Schedule – a records control schedule governing the retention and disposition of a specified recurring records series common to several or all agencies. Infidelity of Records – loss of records under the custody of the agency including the loss of valueless records before its actual disposal. Inventory – a descriptive listing of the records holding by record series indicating its specific location, inclusive dates and volume in cubic meters. Legal Value – the use of records containing evidence of legally enforceable rights or obligations of government and/or private person. Records – any paper, book, photograph, motion picture film, microfilm, x-ray films, sound recording, drawing, map or other document of any physical form or character whatever or any copy thereof, that has been made by any entity or received by it in connection with the transaction of public business and had been retained by that entity or its successor, as evidence of the objectives, organizations, functions, policies,
Ensure transparency in the conduct of bidding and other financial transactions; and Provide equal opportunity to all legitimate and reputable establishments who may to do business with the ISU. SCOPE This Supply and Property Management Program covers all transactions pertaining to procurement, disposal and reporting of material resources, regardless of the source of funds in all the campuses of the University. PROCUREMENT Preparation of Purchase Request End-user accomplishes the Purchase Request Slip Form. It is expected that the requirements listed in the request reflect the actual needs based on the operational plan and the budgetary allocation of each Unit. The request must clearly state and contain the following: Item – Name an Quantity Specifications – Brand, Measurement, Color and the like Quality – Substance for Bond Paper Price Estimate – Based on the latest purchase for the purpose of determining sufficiency of allocation and effecting accuracy in the subsequent documents to be prepared. Purpose – Classroom requirement, repair of buildings, preparation of reports, or documentation of seminars and workshops.
ACTIVITY BY CONTRACT BY ADMINISTRATION OFFICE/UNIT UNDERTAKING OFFICE/UNIT UNDERTAKING TURN-OVER FINAL PAYMENT REPORTS Central Administration & Campus concerned Central Administration Office of the President Initiates formal turn-over ceremony University Director, Infra provides all supporting documents to the Accounting Office (Contract, Notice of Award, Notice to Commence Work, Accomplishment Report, Surety Bond and others) Initiates submission of consolidated reports of all projects undertaken during the year to the Office of the President Directs Publication Office to include in the Annual Report Executive Director/ Head, Operating Unit Executive Director Office of the President Initiates submission of consolidated reports of all projects undertaken during the year to the Office of the President Submits consolidated reports/s of all projects undertaken during the year to the Office of the President Directs Publication Office to include in Annual Report