IPPMS

Question 1

IPPMS means ____

Answer 1

Integrated Personnel Performance Management System

Question 2

IPPMS guidelines are provided in Department Circular ___ dated ___, as revised by Department Circular No. 04 dated 04 March 2014

Answer 2

No. 01, 31 January 2013

Question 3

IPPMS guidelines are provided in Department Circular No. 01 dated 31 January 2013, as revised by Department Circular ___ dated ___

Answer 3

No. 04, 04 March 2014

Question 4

Department Circular No. 01 dated 31 January 2013 prescribes the guidelines in the establishment and implementation of the _____

Answer 4

IPPMS

Question 5

Department Circular No. 01 dated 31 January 2013 prescribes the guidelines in the ___ and ___of the IPPMS

Answer 5

establishment, implementation

Question 6

Department Circular is based on guidelines set forth under CSC _______

Answer 6

Memorandum Circular No. 6, 2012

Question 7

IPPMS applies to all _____ in the DND
and its civilian bureaus under ___ and ___ occupying the 1st and 2nd level positions, including non-Career Executive Service (CES) Positions.

Answer 7

civilian employees, career, non-career service

Question 8

IPPMS applies to all civilian employees in the ___and its ___ under career and non-career service occupying the 1st and 2nd level positions, including nonCareer Executive Service (CES) Positions

Answer 8

DND, civilian bureaus,

Question 9

IPPMS applies to all civilian employees in the DND and its civilian bureaus under career and non-career service occupying the __ and __level positions, including ___ Positions

Answer 9

1st, 2nd, non-Career Executive Service

Question 10

IPPMS may be applied in suppletory character, or as may be feasible, to ___ in the Armed Forces of the Philippines.

Answer 10

civilian personnel

Question 11

Applicability if IPPMS: The AFP shall be treated as ____ from the civilian bureaus of the Defense Dept.

Answer 11

a distinct bureau/delivery unit

Question 12

A ___ shall be established for the military which shall apply to all military officers, EP, and civilian employees detailed to AFP duties.

Answer 12

separate personnel management and evaluation system

Question 13

A separate personnel management and evaluation system shall be established for the military which shall apply to all ___, ___, and ___ detailed to AFP duties.

Answer 13

military officers, enlisted personnel, civilian employees

Question 14

Civilian personnel covered by IPPMS are (a) Incumbents under the ____ and (b) Incumbents, under ____ whose positions are authorized in the plantilla for regular positions, of certain positions.

Answer 14

career service, non-career service

Question 15

Civilian personnel covered by IPPMS are (a) Incumbents under the career service and (b) Incumbents, under non-career service whose positions are ___ for regular positions, of certain positions.

Answer 15

authorized in the plantilla

Question 16

IPPMS coverage exclusions: (a) ___under Personnel Service, (b) ___ and ___ Personnel of the AFP

Answer 16

Contractual personnel, Military, Civilian

Question 17

IPPMS other exclusions: (1) ___or ___ hired for a limited period (2) ___hired through job contracts (3) ___ workers and apprentices

Answer 17

Consultants, experts, Laborers, Student,

Question 18

IPPMS shall be fully implemented DND-wide by CY ___.

Answer 18

2nd Q, 2014

Question 19

Implementing instructions: Performance rating periods for CY 2014 shall be ___ to ___2014 and July to December 2014.

Answer 19

April, June

Question 20

Non-compliance to IPPMS requirements within the required period shall be cause for disqualification from any __________ and ___

Answer 20

performance-based personnel actions, incentives

Question 21

IPPMS 4-Stage Process Cycle: (1) ____ (2) Performance Monitoring and Coaching (3) Performance Review and Evaluation (4) Performance Rewarding and Development Planning

Answer 21

Performance Planning and Commitment

Question 22

IPPMS 4-Stage Process Cycle: (1) Performance Planning and Commitment (2) ____ (3) Performance Review and Evaluation (4) Performance Rewarding and Development Planning

Answer 22

Performance Monitoring and Coaching

Question 23

IPPMS 4-Stage Process Cycle: (1) Performance Planning and Commitment (2) Performance Monitoring and Coaching (3) ____ (4) Performance Rewarding and Development Planning

Answer 23

Performance Review and Evaluation

Question 24

IPPMS 4-Stage Process Cycle: (1) Performance Planning and Commitment (2) Performance Monitoring and Coaching (3) Performance Review and Evaluation (4) ____

Answer 24

Performance Rewarding and Development Planning

Question 25

Performance Planning and Commitment: Office and individual ____ are agreed upon; success ___ are determined; and ___ are set.

Answer 25

outputs, indicators, standards

Question 26

Performance Planning and Commitment: ____ in terms of performance objectives or work outputs are defined.

Answer 26

Expectations

Question 27

Performance Planning and Commitment: Provide the bases in the preparation of the ____ forms which will be accomplished by the office and individual.

Answer 27

performance commitment and review

Question 28

Office Performance Planning: Performance outputs tell employees _____ and why they have to do them.

Answer 28

what they have to do

Question 29

Office Performance Planning: Identify and describe ___ (as results-nouns), not ___ (actions-verbs)

Answer 29

outputs, activities

Question 30

Individual Performance Planning: Work outputs should include _______ only

Answer 30

critical outputs

Question 31

Individual Performance Planning: Develop standards that are ____, measurable, ___, fair, and challenging

Answer 31

understandable, attainable

Question 32

Individual Performance Planning: Develop standards that are understandable, ____, attainable, fair, and ____

Answer 32

measurable, challenging

Question 33

Individual Performance Planning: Individual should accomplish ___ (IPCR)

Answer 33

Form E

Question 34

IPCR stands for: ___

Answer 34

Individual Performance Commitment and Review

Question 35

Performance Monitoring and Coaching: At this stage, Heads of Offices and Division Chiefs/supervisors ___ the performances and act as ___ and ___ to manage work deficiencies and develop potentials, and improve team performance.

Answer 35

monitor, coaches, mentors

Question 36

Performance Monitoring and Coaching: At this stage, ____ and ____ monitor the performances and act as coaches and mentors to manage work deficiencies and develop potentials, and improve team performance.

Answer 36

Heads of Offices, Division Chiefs/supervisors

Question 37

Performance Monitoring and Coaching: At this stage, Heads of Offices and Division Chiefs/supervisors monitor the performances and act as coaches and mentors to manage ____ and develop ___, and improve team performance.

Answer 37

work deficiencies, potentials

Question 38

Performance Monitoring and Coaching: Supervisors monitor performance by __________ of work output.

Answer 38

periodically checking on the progress and quality

Question 39

Performance monitoring at Office/Bureau level shall be subsumed under the existing PPBER which stands for: ___

Answer 39

Program Performance and Budget Execution Review

Question 40

Divisions shall develop and maintain a ____ to monitor progress of assigned output

Answer 40

tracking system

Question 41

Performance Monitoring and Coaching: Individuals should maintain a ____ daily for review ____.

Answer 41

logbook of tasks/activities, weekly

Question 42

Performance Review and Evaluation: Performance are assessed and rated based on _____ and ___ as approved in the Office and Individual Performance Commitment and Review forms.

Answer 42

performance targets, measures

Question 43

Performance Review and Evaluation: Performance are assessed and rated based on performance targets and measures as approved in the Office and_____ forms.

Answer 43

Individual Performance Commitment and Review

Question 44

The overall rating of the Office consists of the total __________ of all divisions under it.

Answer 44

average point score of the Work Outputs

Question 45

Office performance ratings in the performance review conference shall be _____ and _____

Answer 45

final, not appealable

Question 46

Average ratings of supervisors shall not go higher than the _____ ratings of the division

Answer 46

collective individual performance

Question 47

Performance Rewarding and Dev't Planning: Highlights individual competency ___vis-a-vis competency ___of the position

Answer 47

assessment, requirements

Question 48

Performance Rewarding and Dev't Planning: Result of assessment is treated ___ of the individual ___.

Answer 48

independently, performance rating

Question 49

Development interventions: formal ___, coaching, ___, job rotation, OJT, attending ___, shadowing

Answer 49

training, mentoring, workshops

Question 50

Development interventions: formal training, ___, mentoring, ___, OJT, attending workshops, ___

Answer 50

coaching, job rotation, shadowing

Question 51

Performance Rewarding and Dev't Planning: An ____ shall be created to conduct ___ in collaboration with the Divison Chiefs/Supervisors

Answer 51

ad hoc committee, competency assessment

Question 52

Performance Rewarding and Dev't Planning: An ad hoc committee shall be created to conduct competency assessment in collaboration with the ___

Answer 52

Divison Chiefs/Supervisors

Question 53

IPPMS Objectives (1): Improve ___ of DND civilian personnel in a manner that ___ affects the organizational outputs and outcomes of the Dept

Answer 53

overall performance, positively

Question 54

IPPMS Objectives (1): Improve overall performance of DND civilian personnel in a manner that positively affects the _____ and ___of the Dept

Answer 54

organizational outputs, outcomes

Question 55

IPPMS Objectives (2): Align personnel ___ and ___ with the organizational goals thru specification of targets within offices and units

Answer 55

performance targets, work priorities

Question 56

IPPMS Objectives (2): Align personnel performance targets and work priorities with the ____ thru _____ within offices and units

Answer 56

organizational goals, specification of targets

Question 57

IPPMS Objectives (3): Establish a performance rating system that truly reflects the ____ by evaluating strengths and weaknesses ___

Answer 57

capacity of the individual, objectively

Question 58

IPPMS Objectives (3): Establish a____ that truly reflects the capacity of the individual by evaluating ____ objectively

Answer 58

performance rating system, strengths and weaknesses

Question 59

IPPMS Objectives (4): Develop a culture of performance by linking ____ with other components of HRM and ensuring adherence to principle of ______ and incentive system

Answer 59

performance management, performance-based tenure

Question 60

IPPMS Objectives (4): Develop a ____ by linking performance mgt with ____ and ensuring adherence to principle of performance-based tenure and incentive system

Answer 60

culture of performance, other components of HRM

Question 61

IPPMS Declared Policies: This performance management system shall be made an integral part of planning, ____, and ___

Answer 61

programming, budgeting

Question 62

IPPMS Declared Policies: This performance management system shall be made an ____ of ___, programming, and budgeting

Answer 62

integral part, planning

Question 63

IPPMS Declared Policies: Shall target the core ___ at the DND and individual employees. Performance goals and measurement shall be aligned to ___ and agency mandate.

Answer 63

performance improvement, national dev't plans

Question 64

IPPMS Declared Policies: Shall target the core performance improvement at the DND and individual employees. ____ and ___ shall be aligned to national dev't plans and agency mandate.

Answer 64

Performance goals, measurement

Question 65

IPPMS Declared Policies: Organizational and individual ____ and ____ shall be aligned to facilitate cascading of organizational goals to individual staff members.

Answer 65

major final outputs, success indicators

Question 66

IPPMS Declared Policies: Organizational and individual major final outputs and success indicators shall be aligned to facilitate ___ of organizational goals to ____.

Answer 66

cascading, individual staff members

Question 67

IPPMS Declared Policies: Performance shall focus on outputs rather than activities performed by the individual and shall be either ___or ___.

Answer 67

quantifiable, verifiable

Question 68

IPPMS Declared Policies: Performance shall focus on ___ rather than ___ performed by the individual and shall be either quantifiable or verifiable.

Answer 68

outputs, activities

Question 69

IPPMS Declared Policies: Shall put a premium on ___ that contribute to the realization of the Dept.'s ___ and organizational outputs and outcomes.

Answer 69

major final outputs, strategic priorities

Question 70

IPPMS Declared Policies: Behavioral and qualitative factors shall not be measured as part of performance but shall be addressed as part of ___ or ___.

Answer 70

developmental intervention, discipline

Question 71

IPPMS Declared Policies: ___ and ___ factors shall not be measured as part of performance but shall be addressed as part of developmental intervention or discipline.

Answer 71

Behavioral, qualitative

Question 72

IPPMS Declared Policies: Establish a rating system based on _____ of individual performance using ____ agreed upon by supervisor and individual

Answer 72

objective assessment, set standards

Question 73

IPPMS Declared Policies: Establish a rating system based on objective assessment of individual performance using set standards agreed upon by ___ and ___

Answer 73

supervisor, individual

Question 74

IPPMS Rating Periods: Performance shall be rated semi-annually. Rating period shall be ___ and ___ of every year.

Answer 74

Jan to Jun, Jul to Dec

Question 75

IPPMS Rating Periods: However, if there is need for shorter or longer period, minimum rating period is at least ___ while max is not longer than ___.

Answer 75

90 calendar days, 1 calendar year

Question 76

IPPMS Rating Scale: ___ (5), ___ (4), Satisfactory (3), Unsatisfactory (2), ___ (1).

Answer 76

Outstanding, Very Satisfactory, Poor

Question 77

IPPMS Rating Scale: 5 is performance of ___ level, exceeding planned targets by ___ and above.

Answer 77

extraordinary, 30%

Question 78

IPPMS Rating Scale: 4 is performance of ___ level, exceeding planned targets by ___ to ___.

Answer 78

exceptional, 15%, 29%

Question 79

IPPMS Rating Scale: 3 is performance of ___ level, meeting planned targets by ___ to ___.

Answer 79

acceptable, 90%, 114%

Question 80

IPPMS Rating Scale: 2 is performance of ___ level, meeting planned targets by 51% to 89%.

Answer 80

below the acceptable

Question 81

IPPMS Rating Scale: 1 is performance of ___ level, meeting planned targets by ___ .

Answer 81

unacceptable, 50% and below

Question 82

IPPMS Rating Scheme: (1) Get average rating of all performance measures per output (2) Add all ratings (3) Get average point score of Col A4 (4) Add extra pts for ___ to get overall point score (5) Convert overall point score to ___

Answer 82

intervening activities, adjectival rating

Question 83

IPPMS Rating Scheme: (1) Get ___ of all performance measures per output (2) Add all ratings (3) Get average point score of ___ (4) Add extra pts for intervening activities to get overall point score (5) Convert overall point score to ___

Answer 83

average rating, Col A4

Question 84

IPPMS Rating Conversion: Outstanding is 4.21-5.00, VS is __-4.20, S is 2.61-3.40, US 1.51-2.60, Poor is __-1.50

Answer 84

3.41, 1.00

Question 85

IPPMS Rating Conversion: Outstanding is __-5.00, VS is 3.41-4.20, S is , US 1.51-2.60, Poor is 1.00-1.50

Answer 85

4.21, 2.61-3.40

Question 86

IPPMS Performance Rating: Average of all individual performance ratings shall not go higher than ___

Answer 86

collective performance assessment of Office

Question 87

IPPMS Performance Rating: Performance of intervening activities may be given a min of __ and max of .75 addtl points to average point score.

Answer 87

.25

Question 88

IPPMS Performance Rating: Performance of intervening activities may be given a min of .25 and max of __ addtl points to average point score.

Answer 88

.75

Question 89

Intervening Activities criteria: (1) ___ work (2) Not within __ (3) Completion is urgent and has impact on org (4) Non-compliance will prejudice the service (5) Performance will require aggregate period of one week to two months and above.

Answer 89

Difficult/technical, regular functions

Question 90

Intervening Activities criteria: (1) Difficult, technical work (2) Not within regular functions (3) Completion is __ and has impact on org (4) Non-compliance will prejudice the service (5) Performance will require aggregate period of __ to ___ and above.

Answer 90

urgent, one week, two months

Question 91

Rating Chain: Head of Office/Director - ___ - Branch/Section Chief - ___

Answer 91

Division Chief, Individual Staff member

Question 92

Civilian Personnel on Detail or Secondment shall be rated in their ___, copy furnished their ___

Answer 92

present office, mother office

Question 93

Civilian Personnel on Detail or Secondment ratings during period shall be consolidated in ___

Answer 93

office where majority of time spent

Question 94

Personnel on Official Travel, LoA, Training, Scholarship Program of __ days and above and not given rating for a particular period shall use their rating from ___

Answer 94

90, preceding rating period

Question 95

Personnel on ___, LoA, Training, __ of 90 days and above and not given rating for a particular period shall use their rating from preceding rating period

Answer 95

Official Travel, Scholarship Program

Question 96

Pending Admin Case shall have ___ on performance rating of individual.

Answer 96

no effect

Question 97

Personnel designated to position other than their plantilla position shall be rated in their ____, provided duration of designation is 90 days and above. If less, work outputs shall be considered ___.

Answer 97

present designated position, intervening activities

Question 98

Personnel designated to position other than ___ shall be rated in their present designated position, provided duration of designation is ___. If less, work outputs shall be considered intervening activities.

Answer 98

their plantilla position, 90 days and above

Question 99

Performance ranking deadlock breaking: Merits/demerits based on attendance, ___, approved OT, timely DTR submission, ___, performing higher-level duties

Answer 99

tardiness, less leaves

Question 100

Performance ranking deadlock breaking: Merits/demerits based on ___, tardiness, ___, timely DTR submission, less leaves, performing ___

Answer 100

attendance, more approved OT, higher-level duties

Question 101

DSOM means ___

Answer 101

Defense System of Management

Question 102

Person who obtained ___ for 1 rating period shall be dropped from the rolls; provided written notice/advice of poor performance at least ___ before end of period

Answer 102

Poor rating, 3 months

Question 103

Person who obtained Poor rating for __ rating period shall be ___; provided ___ of poor performance at least 3 months before end of period

Answer 103

1, dropped from the rolls, written notice/advice

Question 104

Only persons who obtained ___ ratings for 2 successive rating periods shall be considered for promotion.

Answer 104

Outstanding/VS

Question 105

Only persons who obtained Outstanding/VS ratings for ___ rating periods shall be considered for promotion.

Answer 105

2 successive

Question 106

Persons obtaining Outstanding ratings for ___rating periods shall automatically be promoted to next higher available vacant position, provided meet min qualification

Answer 106

6 successive

Question 107

Max employees that may be granted Step Incremements in a year limited to __ of all officials and employees in agency.

Answer 107

5%

Question 108

Only persons obtained __ shall be considered/recommended for local/foreign schooling and ___ grants

Answer 108

O/VS, scholarship

Question 109

Persons obtaining __ ratings shall not be eligible for any monetary and non-monetary rewards and incentives

Answer 109

Unsatisfactory/Poor