Guidelines on the Grant of Performance-Based Bonus for the Department of Education Employees and Officials for Fiscal Year 2015
July 27, 2016
DepEd Order No. 56, s. 2016
Guidelines on the Grant of Performance-Based Bonus for the Department of Education Employees and Officials for Fiscal Year 2015
Bureau and Service Directors
Schools Division Superintendents
Public Elementary and Secondary Schools Heads
All Others Concerned
1. The Department of Education (DepEd) issues the enclosed Guidelines on the Grant of Performance-Based Bonus (PBB) for the Department of Education Employees and Officials for Fiscal Year 2015, which aims to establish a set of guidelines that provides for systematic, credible and evidence-based policy of linking organizational and individual performance to personnel incentives, and recognizing and rewarding exemplary accomplishment to foster teamwork and meritocracy.
2. The process, mechanism and criteria on the grant of PBB shall guide all DepEd schools and offices in evaluating the performance of each delivery unit and personnel, and in determining the level of personnel incentive corresponding to the level of achievement of their expected outputs.
3. All DepEd Orders and other related issuances, rules and regulations and provisions which are inconsistent with these guidelines are hereby repealed, rescinded, or modified accordingly.
4. Moreover, this policy shall take effect immediately after its issuance.
5. Immediate dissemination of and strict compliance with this Order is directed.
(Sgd)LEONOR MAGTOLIS BRIONES
(Enclosure to DepEd Order No. 56, s. 2016)
GUIDELINES ON THE GRANT OF PERFORMANCE-BASED BONUS FOR THE DEPARTMENT OF EDUCATION EMPLOYEES AND OFFICIALS FOR FISCAL YEAR 2015
1. Executive Order (EO) No. 80, s. 2012 directs the adoption of the Performance-Based Incentive System (PBIS) for government employees, consisting of the Productivity Enhancement Incentive (PEI) and the Performance-Based Bonus (PBB). It is based on the principle that service delivery by the bureaucracy can be improved by linking personnel incentives to the bureau or delivery unit’s performance and by recognizing and rewarding exemplary performance to foster teamwork and meritocracy.
2. The grant of the PBB in DepEd aims to motivate higher performance and greater accountability and to ensure the achievement of education targets and commitments under the five (5) Key Result Areas (KRAs) laid down in EO No. 43, s. 2011 and the Philippine Development Plan (PDP) 2011-2016. It ultimately seeks to give monetary incentive to each personnel based on his/her performance in achieving the expected outputs of his/her function.
3. In view of the above, this Order aims to establish a PBB system by which the performance of delivery units and personnel within DepEd are evaluated and incentivized in a verifiable, credible, and standardized process.
II. Scope of Policy
4. This DepEd Order provides for the fiscal year (FY) 2015 implementation of PBB in all DepEd schools and offices. Attached agencies shall be treated as separate entities. They shall satisfy the conditions for the agency eligibility and implement the rating and ranking of delivery units and personnel within the agency.
5. Delivery units in various levels of DepEd identified and specified below shall be covered by this Order.
a. Central level. The Office of the Secretary (OSEC)1, Bureau of Elementary Education (BEE), Bureau of Secondary Education (BSE), Bureau of Alternative Learning System (BALS)2, National Educational Testing and Research Center (NETRC), National Science Teaching Instrumentation Center (NSTIC), School Health and Nutrition Center (SHNC), Administrative Service (AS), Financial and Management Service (FMS), Human Resource Development Service (HRDS), Internal Audit Service (IAS), Office of Planning Service (OPS), Procurement Service (PS), Technical Service (TS), National Educators Academy of the Philippines (NEAP), Educational Development Project Implementing Task Force (EDPITAF), and Baguio Teachers Camp (BTC) shall be treated as separate delivery units.
b. Regional level. All sixteen (16) Regional Offices (ROs)3 shall be treated as separate delivery units.
c. Division level. All Schools Division Offices (SDOs) of the sixteen (16) regions that have operated and completed at least one (1) fiscal year as of December 31, 2015 and are included in the FY 2015 General Appropriations Act (GAA) shall be treated as separate delivery units (see Annex 1 – List and Classification of SDOs). All SDOs that do not satisfy these parameters shall be included in the mother division.
d. School level. All elementary and secondary schools of the sixteen (16) regions that have a school ID registered in the Enhanced Basic Education Information System (EBEIS), and have operated and completed at least one (1) school year as of April 1, 20164 shall be treated as separate delivery units. Annex and extension schools that do not have school ID as of the start of SY 2015-2016 shall be included in the mother schools.
6. All officials and employees in the Department holding regular plantilla positions; contractual and casual personnel having an employer-employee relationship with the Department, and whose compensation is charged to the lump sum appropriation under Personnel Services (PS), or those occupying positions in the DBM-approved contractual staffing pattern of the Department, shall be covered by this Order. The following shall be observed in determining eligibility of the individual.
a. The eligibility of the Department Secretary shall be based on the eligibility of the agency. His/her PBB rate shall be fixed at PhP 35,000 for FY 2015.
b. To be entitled to the full amount of PBB:
i. School-based personnel, regardless of the classification of position (i.e., teaching, non-teaching, teaching-related), should have rendered at least nine (9) months of service during the school year ending April 1, 2016; and
ii. Non school-based personnel in the Central Office (CO), ROs and SDOs, including personnel of the district offices, District ALS Coordinators (DALSC) and ALS mobile teachers, regardless of the classification of position, should have rendered at least nine (9) months of service during the fiscal year ending December 31, 2015.
c. Employees who rendered a minimum of three (3) months but less than nine (9) months of service and with the required performance rating shall be eligible for the grant of PBB on a pro-rata basis. The PBB of employees shall be pro-rated corresponding to the actual length of service rendered, as follows:
Table 1: Criteria for pro-rating
|Length of Service||% of PBB|
|8 months but less than 9 months||90%|
|7 months but less than 8 months||80%|
|6 months but less than 7 months||70%|
|5 months but less than 6 months||60%|
|4 months but less than 5 months||50%|
|3 months but less than 4 months||40%|
The following are the valid reasons for an employee who may not meet the nine-month actual service requirement to be considered for PBB on a prorata basis:
i. Being a newly hired employee
iv. Rehabilitation Leave
v. Maternity Leave and/or Paternity Leave
vi. Vacation or Sick Leave with or without pay
vii. Scholarship/ Study Leave
viii. Sabbatical Leave
An employee who is on vacation or sick leave, with or without pay, for the entire year is not eligible to the grant of the PBB.
d. Employees belonging to the First and Second levels, and other officials performing managerial and executive functions, who are neither presidential appointees nor covered by the Career Executive Service Performance Evaluation System (CESPES), should receive a rating of at least “Satisfactory” under the Results-Based Performance Management System (RPMS).
i. In view of the on-going transition to the new organizational structure under the DepEd Rationalization Plan, CO employees shall be rated and ranked under the Performance Appraisal System for the Administrative Group (PASAG) in the first semester and RPMS in the second semester of FY 2015.
ii. Employees who do not have performance rating and/or receive an “Unsatisfactory” or “Poor” rating in any rating period within FY 2015 shall not be entitled to FY 2015 PBB.
iii. Employees who are entitled to the PBB on a pro-rata basis should have at least one rating of at least “Satisfactory” performance.
Third level officials and all incumbents of Career Executive Service (CES) positions5 should receive a rating of at least “Very Satisfactory” under the CESPES. Payment of the PBB to Third level officials shall be contingent on the results of the CESPES.
e. Personnel on detail, reassigned, or transferred to another delivery unit shall be rated and ranked by the delivery unit where he/she served longer within FY 2015. If equal months were served for each delivery unit, he/she shall be included in the recipient delivery unit.
f. Personnel found guilty of administrative and/or criminal cases filed against him/her and meted penalty in FY 2015 shall not be entitled to the FY 2015 PBB, notwithstanding the pendency of an appeal. For purposes of determining the disqualification, the reckoning date shall be the date the decision was promulgated, which should be within FY 2015. If the penalty meted out is only a reprimand, such penalty shall not cause the disqualification to the PBB.
g. Officials and employees who failed to submit the FY 2014 Statement of Assets, Liabilities and Net Worth (SALN) as prescribed in the rules provided under Civil Service Commission (CSC) MC No. 3, series 2015, shall not be entitled to the FY 2015 PBB. The filing of SALN is in accordance with the Republic Act (RA) 6713, otherwise known as Code of Conduct and Ethical Standards for Public Officials and Employees, which states that SALN must be filed: i) within thirty (30) days after assumption of the office; ii) on or before April 30 of every year thereafter; and iii) within thirty (30) days after separation from the service. Failure of an official or employee to submit his/her SALN in accordance with the procedure and within the given period shall be a ground for disciplinary action. The offense of failure to file SALN is punishable with the following penalties: i) 1st offence – suspension for one (1) month and one (1) day to six (6) months; and ii) 2nd offense – dismissal from the service.
h. Officials and employees who failed to liquidate Cash Advances received in FY 2015 within the reglementary period as required by the Commission of Audit (COA) shall not be entitled to the FY 2015 PBB.
III. Definition of Terms
7. For purposes of this Order, the following terms are defined/understood as follows:
a. Performance-Based Incentive System (PBIS) is a new system of incentives for government employees, which was introduced in FY 2012 through EO No. 80. The PBIS consists of the Productivity Enhancement Incentive (PEI) and the Performance-Based Bonus (PBB).
b. Productivity Enhancement Incentive (PEI) is the across-the-board bonus equivalent to PhP 5,000 or one (1) month basic salary given to qualified government personnel of the agencies that meet the conditions stipulated in EO No. 181, s. 2015.
c. Performance-Based Bonus (PBB) is a top-up bonus ranging from PhP 5,000 to PhP 35,000, which shall be granted to government personnel in accordance with their contribution to the accomplishment of the department’s overall targets and commitments.
d. Major Final Output (MFO) is a good or service that a department or agency is mandated to deliver to external clients through the implementation of programs, projects and activities.
e. Support to Operations (STO) refers to the activities that provide technical and substantive support to the operations and projects of the department or agency.
f. General Administration and Support Services (GASS) refers to the activities dealing with the provision of overall administrative management support to the entire operation of the department or agency. It includes activities such as general management and supervision, legislative liaison services, human resource development, and financial and administrative services.
g. Attached Agencies refer to agencies attached to a specific department or agency, which contribute to its overall mandate but have fiscal and administrative autonomy. Attached agencies of DepEd are the following:
i. Early Child Care and Development (ECCD) Council;
ii. National Book Development Board (NBDB);
iii. National Council for Children’s Television (NCCT);
iv. National Museum; and
v. Philippine High School for the Arts (PHSA).
h. Delivery Unit refers to the bureaus/services/centers/offices of the CO, ROs, SDOs and the schools.
i. Ranking refers to the process by which the performance category of delivery units and personnel is determined based on the conduct of performance review and evaluation as stipulated in this Order.
IV. Policy Statement
8. The DepEd hereby establishes the set of guidelines on the grant of PBB to its employees and officials for FY 2015 that provides for systematic, credible and evidence-based policy of linking organizational and individual performance to personnel incentives, and recognizing and rewarding exemplary accomplishment to foster teamwork and meritocracy.
Once DepEd, as an agency, qualifies or acquires eligibility for the FY 2015 PBB based on the criteria set by the IATF stipulated under Memorandum Circular (MC) No. 2015-1, the delivery units and personnel within the agency shall be ranked. The ranking shall determine the performance category and level of PBB that each personnel shall receive.
The DepEd shall adopt two ranking strategies to measure performance: (a) two-step ranking in DepEd’s division, regional and central levels, wherein delivery units and personnel within these units shall be forced ranked based on the criteria specified in this Order; and (b) group ranking for schools, wherein the amount of PBB of the school personnel shall be determined by the performance category of the school.
A. Agency Eligibility
9. To be eligible for the PBB, DepEd, as an agency, must satisfy the following criteria and conditions:
a. Achieve at least 90% of each one of the Congress-approved performance targets for the delivery of MFOs under the Performance Informed Budget (PIB) in the FY 2015 GAA, and the targets for STO and GASS;
b. Achieve at least 90% of each one of the priority program/project targets for FY 2015 agreed with the President under the five KRAs of EO No. 43;
c. Satisfy 100% of the good governance conditions set by the Administrative Order (AO) No. 25 IATF for FY 2015, to wit:
i. Maintain/update the Agency Transparency Seal as mandated in Section 98 of the FY 2015 GAA (or RA 10651);
ii. Maintain/update the Philippine Government Electronic Procurement System (PhilGEPS) posting per RA 9184 (see Annex 2 – Guideline on PhilGEPS); and
iii. Maintain/update the Citizen’s Charter or its equivalent Service Charter as mandated by RA 9485.
d. Use the RPMS in rating and ranking First and Second level employees and officials, including officials holding managerial and director positions but are not presidential appointees; and CESPES in rating and ranking of CES officials and incumbents of CES positions7.
10. To be eligible for a higher percentage distribution in the ranking of delivery units, DepEd must achieve at least 90% of each one of the additional targets of the Secretary as reflected in the OP Planning Tool Form 1 in addition to the criteria in provision no. 9.
11. Inability to meet any of these pre-conditions shall render ineligibility for FY 2015 PBB. Inconsistency and inaccuracy of the compliance reports/certifications made by the Department may also be a ground for disqualification to the PBB, upon proper determination and due process.
12. The NPREC shall be responsible for ensuring that the Department qualifies for the grant of PBB and implementing the performance ranking based on this Order.
B. Performance Review and Evaluation of Delivery Units
13. For each organization level, specific performance indicators are identified based on the revised Organizational Performance Indicator Framework (OPIF) and MFOs in determining the performance category for the delivery units.
14. A separate ranking shall be conducted for each organization level, to wit:
a. School Level
b. Division Level
c. Regional Level
d. Central Level
15. Except for schools, delivery units shall be ranked according to the following performance categories: