The Bureau of Customs (BOC) has created an internal management system that looks at individual and group performance, establishes accountability, and lays the ground work for dropping from the rolls underperforming employees.
The BOC Strategic Performance Management System (SPMS), created under Customs Memorandum No. 05-2015, is aimed at linking individual and group performance with the agency’s vision, mission, and strategic goals through four objectives. These include identification of group and individual objectives, accountabilities and key result areas aligned with the strategic objectives of BOC; utilization of a performance evaluation system; cultivation of a proactive coaching culture focused on continuing professional development; and strengthening the link between performance and rewards between SPMS and Republic Act 9335 or the Attrition Act of 2005.
In August last year, BOC issued Customs Personnel Order (CPO) No. D-10-2014 which reconstituted the BOC-Performance Management Team (PMT). The 2014 CPO is pursuant to Civil Service Commission Memorandum Circular No. 06-2012 promulgating guidelines in the establishment and implementation of an agency SPMS.
The BOC SPMS covers all regular, co-terminus, casual, and contractual employees who have rendered at least 90 days service and will be rated by their immediate supervisors.
Individual and office performance rating will be conducted twice a year – from January to June and then July to December.
Employees who receive unsatisfactory/poor performance rating over a given period will be notified and provided “appropriate developmental interventions” by the head of the organizational unit and the immediate supervisor. Two consecutive unsatisfactory/poor performances for succeeding rating periods shall be a ground for dropping from the rolls, BOC noted.
The Customs commissioner will be the SPMS champion responsible for the establishment and implementation of the management system. He will also set the targets, goals, and performance measures, and shall approve the group and collection districts’ targets and performance ratings.
The BOC PM will be chaired by the deputy commissioner for Internal Administration. Vice chairperson will be the deputy commissioner for Revenue Collection and Monitoring Group. Members include the directors of the Administration Office, Financial Management Office, Port Operations Service, PSDS, and the president of the BOC Customs Employees Association.
The Policy Planning and Research Division together with the Interim Training and Development Division (ITDD) will be the PMT Secretariat.
Each of the divisions and BOC offices has their own function under the SPMS.
The SPMS will observe a four-stage cycle intended to align institutional targets, strategies and objectives with individual commitments in accordance with the SPMS calendar composed of Stage 1, Performance Planning and Commitment; Stage 2, Performance Monitoring and Coaching; Stage 3, Performance Review and Evaluation; and Stage 4, Performance Reward and Development Planning.
A scale of 1 to 5 shall be observed in the evaluation and rating performance with 5 as outstanding, 4 as very satisfactory, 3 as satisfactory, 2 as unsatisfactory, and 1 for poor.
BOC noted that employees who feel aggrieved with their performance ratings can file for a petition with the Unit-PMT within five days of being notified of their performance rating.
Non-submission of Office Performance Commitment and Review/Division Performance Commitment and Review/ Individual Performance Commitment Review (IPCR) forms within the prescribed date set will be grounds for administrative sanctions for willful violation of reasonable office rules and regulations. Employees who fail to submit their respective IPCR forms shall be automatically disqualified from eligibility for personnel actions, performance-based incentives as well as participation in scholarships and trainings.
The memorandum took effect this month. – Roumina Pablo
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