MEMORANDUM CIRCULAR NO. 92
MEMORANDUM CIRCULAR NO. 92 -
DIRECTING IMMEDIATE AND STRICT COMPLIANCE BY ALL HEADS OF DEPARTMENTS,
BUREAUS, OFFICES AND AGENCIES OF THE NATIONAL GOVERNMENT, LOCAL
GOVERNMENT UNITS AND GOVERNMENT-OWNED OR CONTROLLED CORPORATIONS WITH
THE PROVISIONS OF CIVIL SERVICE COMMISSION (CSC) MEMORANDUM CIRCULAR
NO. 12, S. 1993, CSC RESOLUTION NO. 94-1464 (10 MARCH 1994) AND CSC
MEMORANDUM CIRCULAR NO. 12, S. 1994
WHEREAS, pursuant to the provisions of Rule
IX of the Omnibus Rules Implementing Book V of Executive Order No. 292
(the Administrative Code of 1987), the CSC issued Memorandum Circular
No. 12, s. 1993, to assist government agencies in the development and
efficient implementation of their respective performance evaluation
systems;
WHEREAS, in order to promote efficient and effective personnel
administration in government and to prevent prejudice to the public
service, CSC Resolution No. 94-1464 (10 March 1994) was issued
authorizing the separation of officials and employees who are either
habitually absent without approved leave or have unsatisfactory or poor
performance, or have shown physical or mental unfitness to perform
their duties; and
WHEREAS, CSC Memorandum Circular No. 12, s. 1994 was issued providing
for the procedure to be followed in separating from the service those
civil service employees mentioned in CSC Resolution No. 94-1464 (10
March 1994).
NOW, THEREFORE, I, FIDEL V. RAMOS, President of the Republic of the
Philippines, by virtue of the powers vested in me by law do hereby
order:
Section 1. Performance Evaluation System. — (a) A
performance evaluation shall be regularly conducted by all agencies in
accordance with the guidelines prescribed under CSC Memorandum Circular
No. 12, s. 1993. The highest ranking officer in charge of personnel
management in the agency shall be responsible for the development and
administration of the performance evaluation system. In accordance with
the provisions of CSC Memorandum Circular No. 12, s. 1993, the
performance evaluation shall be done twice a year or once every
semester composed of six months ending on June 30 and December 31.
However, if the organizational needs of the agency concerned require a
shorter or longer period, the minimum evaluation period shall be at
least 90 days or three months. No evaluation period shall be longer
than one year.
(b) Heads of Departments, Bureaus, Offices and
Agencies of the National Government, local government units and
government-owned or controlled corporations shall submit a status
report of their respective implementation of the performance evaluation
system to the Office of the Executive Secretary within thirty (30) days
after each evaluation period, which status report shall indicate the
following:
i.
the number and corresponding percentage of personnel who received each
adjectival rating;
ii. a list of
those who received an overall adjectival rating of "Outstanding";
iii. a list of
those who received an overall adjectival rating of "Unsatisfactory" (if
the unsatisfactory rating is received for the second consecutive time,
the same should also be indicated);
iv. a list of
those who have received an overall adjectival rating of "Poor";
v. a list of
those who have pending administrative charges and the grounds therefor,
the status of said administrative case(s) and the overall adjectival
rating of the public official or employee concerned for the past two
(2) consecutive evaluation periods; and
vi. for those
whose administrative case(s) has/have been terminated, the outcome or
resolution thereof and the overall adjectival rating of the public
official or employee concerned for the past two (2) consecutive
evaluation periods.
Sec. 2. Objectivity in the Rating of Public
Officials and Employees. — All those who are tasked to evaluate their
respective personnel shall do the same with utmost objectivity and
impartiality with the end view of improving the performance of their
respective offices and the overall quality of the civil service.
Everyone is directed not to be influenced by the practice of pakikisama
in the performance evaluation, which practice has been observed to be
prevalent in the conduct of the performance evaluation system in many
offices and which is highly detrimental to the civil service.
Sec. 3. Separation from the Service or Dropping
from the Rolls. — The following officers and employees shall be dropped
from the rolls of civil servants in accordance with the provisions and
procedure prescribed under CSC Resolution No. 94-1464 (10 March 1994)
and CSC Memorandum Circular No. 12, s. 1994:
a.
Those continuously absent without approved leave for at least thirty
(30) calendar days;
b. Those
continuously absent without approved leave for less than thirty (30)
calendar days and who fail to comply with a return-to-work order:
c. Those given
two (2) consecutive unsatisfactory performance ratings;
d. Those rated
poor in performance for one evaluation period; and
e. Those
declared by the head of office to be physically or mentally unfit for
work.
Sec. 4. Notice of Separation. — The notice of
separation shall be signed by the appointing authority or head of
office.
Sec. 5. Effectivity. — This Memorandum Circular
shall take effect immediately.
DONE in the City of Manila,
this 18th day of May 1994, in the Year of Our Lord, Nineteen Hundred
and Ninety-Four.
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Since 19.07.98.