Nurse NDP

Orientation on
April 16, 2014

Performance
Evaluation System
(PES)
 Implementing Guidelines:
B. Procedures in the Recruitment, Selection and
Deployment of Applicants
c. Post-Deployment
1. Nurses who completed the project shall be
awarded with a Certificate of Employment
signed by the CHD Director.
2. The nurses shall be evaluated after every
semester to measure their performance during
their Deployment period using the Performance
Evaluation Form (PEF). Only nurses with very
satisfactory performance are eligible for the
renewal of contract.
PES Important Features:

• Rating Scale
 5 point numerical rating
scale with adjectival
descriptions
(Page 9-item VI
General Rating Scale/ Performance Continuum :

Numerical Adjectival
5.00 Outstanding
4.00 – 4.99 Very Satisfactory
3.00 – 3.99 Satisfactory
2.00 – 2.99 Unsatisfactory
0.00 – 1.99 Poor
PES Important Features:

• Sanctions
 non-submission:
• disqualification to be renewed
 – an integrated group of activities
that contribute to a particular continuing
objective of a department/agency.

- a work process that contributes to

the implementation of a program or sub-program
on project.

a special department or agency

undertaking carried out within a definite time
PROGRAM
frame and intended to result in some
pre-determined measure of goods and
services.
ACTIVITY PROJECT
An indicator is a quantitative and qualitative
factor or variable that provides a simple and reliable
means to measure achievement in order to reflect the
changes connected an intervention.
A performance indicator (PI) is a characteristics of
performance, such as quality, quantity,
timeliness and cost that is to be measured to
show how efficiently the department/agency has
delivered its MFOs.
 Four classes of Performance Indicators
• Quantity- indicates the number of units or volume of output
delivered during a given period of time (How did we do?)

• Quality-indicates how well the output is delivered and how they

are perceived by clients. (How well did we do it?). Common
quality PIs include accuracy or completeness, safety, and client
satisfaction.

• Timeliness – indicates a measure of the availability of the

output as and when required by the client. It may include
turnaround time, average waiting time, distance/time travelled
by clients to receive a service, etc.
 How to formulate PIs?

• PI descriptions should refer to only one

variable and only one type of indicator
(i.e., only quantity or quality or timeliness or
cost, never a combination of one or more)
Table 3. Example of How NOT to Word a Performance
Indicator

Performance Indicator Target

Client is satisfied with the timeliness, frequency, 14 days
and quality of technical advice provided
 What is Performance Target?

A performance target is described by a

numerical target of performance against which
actual performance can be compared and for
which a mean, standard deviation and trend line
can be calculated over time. Appropriate
performance targets are thus essential to any
meaningful analysis of department/agency
performance in delivering MFOs.
Rating Scale for Performance:
Rating Description
Target or quota exceeded by 30% or more; planned
5 quantity for the rating period exceeded by at least
30%.
Target or quota exceeded by at least 15% but short
4
of 30%.
Target or quota accomplished as expected or had
3
exceeded up to 14% or less.
2 Only 51 to 99% of target or quota was accomplished
1 Less than 50% of quota or target was accomplished
Performance Rating (PR) Formula:

Accomplished
Target/quota x 100%
Illustration (Collection/Revenue):

Accomplished: P 100,000.00
Target: P 80,000.00

100,000
80,000 x 100%
125%
Employee/unit exceeded Target by
25%.
Rating Description
Target or quota exceeded by 30% or more; planned
5 quantity for the rating period exceeded by at least
30%.
Target or quota exceeded by at least 15% but short
4
of 30%.
Target or quota accomplished as expected or had
3
exceeded up to 14% or less.
2 Only 51 to 99% of target or quota was accomplished
1 Less than 50% of quota or target was accomplished
Employee/unit exceeded Target by
25%.
Rating Description

Target or quota exceeded by at

4 least 15% but short of 30%.
Efficiency (E) Rating is equivalent
to 4.
 % Weight Allocation

• Performance 70%
• Behavioural Factor 30%
100%
Sample computation:
EMPLOYEE RATING
CATEGORY AVERAGE RATING WEIGHTED RATING
Performance (70%) 4.32 (4.32 x 70%) = 3.02
Behavioural (30%) 4.29 (4.29 x 30%) = 1.29
Final Numerical Rating 3.02 + 1.29
= 4.31
Final Adjectival Rating Very Satisfactory
(VS)
3.89 Numerical Rating:*
Numerical Adjectival
5.00 Outstanding
4.00 – 4.99 Very Satisfactory
3.00 – 3.99 Satisfactory
2.00 – 2.99 Unsatisfactory
0.00 – 1.99 Poor