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IPCR Guidelines for Employees

1. This document outlines the deadlines and process for submitting an IPCR (Individual Performance Commitment and Review). Target submissions are due by the end of July for the July-December period and the end of January for the January-June period. 2. The major outputs of an IPCR include strategic functions (goals), core functions (regular tasks), and support functions (resources to perform the role). 3. The rating system evaluates quality (accuracy of work), efficiency (accomplishing targets), timeliness (meeting deadlines), and provides an overall grade based on weighting of functions. Job order employees must begin submitting IPCRs in January 2020.

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Jovel Samonte
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629 views1 page

IPCR Guidelines for Employees

1. This document outlines the deadlines and process for submitting an IPCR (Individual Performance Commitment and Review). Target submissions are due by the end of July for the July-December period and the end of January for the January-June period. 2. The major outputs of an IPCR include strategic functions (goals), core functions (regular tasks), and support functions (resources to perform the role). 3. The rating system evaluates quality (accuracy of work), efficiency (accomplishing targets), timeliness (meeting deadlines), and provides an overall grade based on weighting of functions. Job order employees must begin submitting IPCRs in January 2020.

Uploaded by

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

IPCR - Summary:

1. Deadline of submission (Target):


1.1 July – December End of
July
2. Deadline of submission (Accomplishment):
2.1 January – June End of
July
3. Major Final Output
3.1 Strategic Function
 It is a goal that you set.
 Statement of a goal.
 Example, “To be…”
3.2 Core Functions
 Consist of “Daily/Regular work/task.
3.3 Support Functions
 Functions that provide necessary resources to enable
municipality to effectively perform its mandate.
4. Rating System
4.1 Quality
 Refers to the rating scale provided by HR (written or non-
written work).
 Quality is based on actual accomplishment.
4.2 Efficiency
 Performance of the planned targets
 (Accomplishment / Target) x 100%, refers to the rating scale.
 For Fix Target, if the target is the same with your
accomplishment
your grade is “5” otherwise there will be computation.
4.3 Timeliness
 Task/Target completed before or after deadline.
 Computation:
If BEFORE deadline = ((Target – Accomplishment) / Target) x
100%
If AFTER deadline = ((Accomplishment - Target) / Target) x
100%
 Refers to the rating scale.
4.4 Overall Grade if there’s Strategic Function.
 Strategic Functions = 30%
 Core Functions = 60%
 Support Functions = 10%
4.5 Overall Grade if there’s no Strategic Function.
 Strategic Functions =0%
 Core Functions = 90%
 Support Functions = 10%
Notes:
 IPCR (Target) should be done 1 month before Target Period (i.e. “Target (Jan –
June) should be submitted on December”, “Accomplishment (July-December)
should be graded on January”).
 Job Order employees are required to submit IPCR starting on January 2020 basis for
giving item positions.
 OPCR that will be submitted to MPDC consist of Item Positions only.
 Every employee must learn how to create their own IPCR. The supervisor and
subordinate must help each other to create the IPCR.

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