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Strategic Performance Management System

The Strategic Performance Management System (SPMS) links employee performance with organizational goals to improve compensation. It ensures employees achieve organizational objectives and the organization achieves its strategic plan. The SPMS objectives are to connect organizational performance to national development plans, align accountability across levels, and integrate with human resource systems. It has goals aligned with agency mandates, outcomes-focused metrics, team-based management, user-friendly forms, monitoring systems, and communication plans. The SPMS also complements results-based management for societal goals and connects to performance incentive programs.

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14 views1 page

Strategic Performance Management System

The Strategic Performance Management System (SPMS) links employee performance with organizational goals to improve compensation. It ensures employees achieve organizational objectives and the organization achieves its strategic plan. The SPMS objectives are to connect organizational performance to national development plans, align accountability across levels, and integrate with human resource systems. It has goals aligned with agency mandates, outcomes-focused metrics, team-based management, user-friendly forms, monitoring systems, and communication plans. The SPMS also complements results-based management for societal goals and connects to performance incentive programs.

Uploaded by

Jay Tisafai
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

Strategic Performance Management System

The Strategic Performance Management System (SPMS) is a mechanism that links employee
performance with organizational performance to enhance the performance orientation of the
compensation system. It ensures that the employee achieves the objectives set by the organization and
the organization, on the other hand, achieves the objectives that it has set as its strategic plan.

The SPMS Objectives are:

(a) to concretize the linkage of organizational performance with the Philippine Development Plan,
Agency Strategic Plan, and Organizational Performance Indicator Framework OPIF;

(b) to ensure organizational and individual effectiveness by cascading institutional accountabilities to the
various levels of the organization; and

(c) to link performance management with other HR systems.

The SPMS has the following basic elements:

a. Goals that are aligned to agency mandate and organizational priorities


b. System that is outputs/outcomes-oriented
c. A team approach to performance management
d. Forms that are user-friendly and shows alignment of individual and organizational goals
e. Information systems that support monitoring and evaluation
f. A Communication plan

More importantly, the SPMS complements the Results-Based Performance Management System that is
implemented by the Office of the President and that links organizational performance to societal goals.
It is also linked to the Performance-Based Incentive System (PBIS) that consists of the Productivity
Enhancement Incentive (PEI) and the Performance-Based Bonus (PBB).

Source: Civil Service Commission. (n.d.). Strategic performance management system. Retrieved from
[Link]

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