Flight Plan Vision: A More Capable and Credible Air Force Responsive to National Security and Development
ARMED FORCES OF THE PHILIPPINES
HEADQUARTERS PHILIPPINE AIR FORCE
Colonel Jesus Villamor Air Base, Pasay City
OA-1/OAFA
RAE/gcm/6911
22 December 2020
STANDARD OPERATING PROCEDURE
NUMBER
18
INDIVIDUAL PERFORMANCE SCORECARD
1.
REFERENCES:
a.
b.
c.
d.
2.
PAF Command Thrust;
PAF Flight Plan 2028;
PAF Flight Plan 2028 Portfolio of Initiatives
Performance Evaluation Rating;
PURPOSE:
This SOP prescribes the policies, procedures and responsibilities on the
utilization of the Individual Performance Scorecard (IPS) containing individual
contributions to the Unit Major Final Outputs (Current/Routine Operations), Unit Flight
Plan Enterprise (Future Operations) and Other Command Activities. The Individual
Contributions shall be derived from the duties and responsibilities and measured
based on quantity, quality and timeliness.
Performance System is one of the important domains of Human
Resource Management. A well-organized Performance System that sets tangible and
measurable outcome offers a sense of direction on job performance. It impacts on
organizational success through an effective, efficient and productive workforce.
3.
DEFINITION OF TERMS:
a.
Flight Plan 2028 – is a 14-year strategic plan similar to the
Transformation Roadmaps that are being advocated by the AFP and other Major
Services. It provides interventions which are both characterized as positive
reinforcements and values added. The Flight Plan highlights genuine reforms
founded on good governance and performance excellence.
b.
Human Resource – is a department of a business or
organization that deals with the hiring, administration, and training of personnel.
c.
Employment – pertains to the utilization of personnel in their
working environment.
d.
Talents – pertain to individuals/persons with a specific skill or
knowledge that an organization or company is looking for.
e.
Joint Readiness Rating System (JRRS) – is a scoring system
that measures the readiness of a Unit, satisfying the required number of Personnel,
Skill and Rank.
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Flight Plan Vision: A More Capable and Credible Air Force Responsive to National Security and Development
SOP Nr 18, AFP, HPAF dtd 22 Dec 20, cont’n:
f.
Automated – made to operate by machines or computers in
order to reduce the work done by humans.
g.
Best Talent – a person or group of people with a special ability
to do something well.
h.
Other Activities – are the activities that are not included in the
MFO that are performed by individuals for the Unit.
i.
Performance - the action or process of carrying out or
accomplishing an action, task, or function.
j.
Procurement – is the process of finding personnel that will fill-in
the HR needs of the PAF.
4.
k.
Rater – a person who makes rates or ratings.
l.
Ratee – One who receives a rating.
POLICIES:
a.
Rater/ Supervisor/ Ratee/ SMART Framework shall have their
respective Individual Scorecard (see Annex “A” - Individual Scorecard Template/
Dashboard) aligned with the immediate Unit or Office’s MFOs and Unit’s Flight Plan
Enterprise. It shall be based on the personnel’s Duties and Responsibilities.
b.
The Individual Scorecard shall supplement the periodic
Performance Evaluation Report (PER); hence, formulation must start at least three
(3) months prior to the start of the rating period.
c.
Individual Contributions shall focus on: 1) Current/Routine
Operations, 2) Future/ Strategic objectives, and 3) Command-directed activities.
d.
The weighted point for each Individual Contribution shall be
determined in relation to the attainment of the Unit MFOs and Unit Flight Plan
Enterprise.
e.
Individual targets vis-a-vis Individual Contribution shall be in
accordance with the S.M.A.R.T framework. Further, targets shall be measured
according to quantity, quality and timeliness.
f.
Individual Scorecards shall be extensively validated in
accordance with S.M.A.R.T framework prior translation or transfer to the PAF HRMIS
Individual Scorecard Dashboard.
g.
Individual Scorecard shall be concurred to by the rater and ratee.
SOP18HPAF20201222
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Flight Plan Vision: A More Capable and Credible Air Force Responsive to National Security and Development
SOP Nr 18, AFP, HPAF dtd 22 Dec 20, cont’n:
5.
PROCEDURES: (see Annex “B” – Flow Charts)
a
Formulation of Individual Scorecard
1)
Immediate Unit (thru Operations Officer) cascades MFOs
(thru Operations Officer) and Unit Flight Plan Enterprise (Unit SMO).
2)
Immediate supervisor identifies activities and contributions
for their subordinates attain the Unit MFOs and Unit Flight Plan Enterprise in
accordance with mandated functions.
3)
Individual performs the following:
a)
Concurs the contributions assigned by their
supervisor for the Immediate Unit MFO and Unit Flight Plan Enterprise in accordance
with his/her duties and responsibilities. (see Annex “C” - Individual Contributions
Identification Matrix)
b)
Computes the man hours and physical targets of
each contribution. (see Annex “D” - Determination of Weight Allocation Per
Contribution)
c)
Tests each of the contribution in accordance with
the S.M.A.R.T framework.
d)
Submits the Individual Scorecard to his/her
immediate supervisor for validation and review.
b.
Validation and Review of Individual Scorecard
1)
Immediate
supervisor
counter-checks
Individual
Contributions vis-a-vis activities that were identified in para 7.a.2).
2)
Immediate supervisor concurs to the targets and
measurement indicators covering the whole rating period.
3)
Immediate supervisor and ratee concurs to the validated
Individual Scorecard (in three (3) copies).
4)
Ratee encodes the Individual Scorecard into the PAF
HRMIS Dashboard.
5)
Immediate UPO validates and reviews the formulated
Individual Scorecard.
c.
Rating and Submission of Individual Scorecard
1)
Supervisor/Rater
closely
monitors
and
records
performance of the ratee in accordance with the contributions and targets laid down in
the Individual Scorecard.
2)
Ratee keeps records of daily accomplishments of
Individual Contributions.
3)
Rater objectively gives his/her rating on the copy of
Individual Scorecard provided to him/her based on the accomplishment or score of the
ratee.
SOP18HPAF20201222
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Flight Plan Vision: A More Capable and Credible Air Force Responsive to National Security and Development
SOP Nr 18, AFP, HPAF dtd 22 Dec 20, cont’n:
4)
Ratee concurs or does not concur with the rating. If the
ratee sign the Individual Performance Scorecard; otherwise, the rate will consult the
rater and present records/ documents to support his/her non-concurrence.
5)
Once concurred, ratee prints the Individual Scorecard in
three (3) copies and gives it to the rater for signature. UPO also signs the Individual
Performance Scorecard.
6)
Ratee keeps one (1) copy of the Individual Performance
Scorecard while one (1) copy will remain with Unit Adjutant and the other will be
forwarded for Air Force Adjutant (AFA).
6.
RESPONSIBILITIES:
a.
OA-1 shall:
1)
Conduct information dissemination to all personnel about
the individual performance scorecard.;
2)
Monitor the implementation of the individual performance
scorecard;
3)
Coordinate with 950th CEISG for the module program
development of the IPS and its inclusion in the HRMIS;
4)
Make a semi-annual report to the commanding General
about the performance of individual per Unit; and
5)
Perform other tasks as necessary.
b.
OA-6 shall:
1)
Support the creation of the software program of the
Individual Performance Scorecard; and
2)
Perform other tasks as necessary.
c.
AFSMO shall:
1)
Include the rating of personnel as a measure of Individual
performance in relation to the PAF Flight Plan;
2)
Include the individual performance scorecard in their audit
in the Units; and
3)
Perform other tasks as necessary.
d.
OFMAF shall:
1)
Provide funds necessary for the creation of the Individual
performance scorecard module; and
2)
Perform other tasks as necessary.
e.
OAFA shall:
1)
Be the repository for the printed Individual Performance
2)
Perform other tasks as necessary.
Scorecard; and
SOP18HPAF20201222
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Flight Plan Vision: A More Capable and Credible Air Force Responsive to National Security and Development
SOP Nr 18, AFP, HPAF dtd 22 Dec 20, cont’n:
f.
950th CEISG shall:
1)
Create the module for the Individual Performance
2)
3)
Link the scorecard to the HRMIS of every personnel; and
Perform other tasks as necessary.
Scorecard;
g.
All Units shall:
1)
Implement the Individual Performance Scorecard to all
military personnel in their unit.
2)
Cascade Unit MFO and Unit Flight Plan Enterprise.
3)
Identify supervisors contributions of personnel based on
the SMART Framework of Unit Major Final Output and Unit Flight Plan.
4)
Ensure Contributions in accordance with Smart
Measurable Achievable Relevant Time-Oriented (SMART) Framework.
5)
Safe keep copies of Individual Scorecard.
6)
Perform other tasks as necessary.
7.
rescinded.
8.
RESCISSION: All other policies inconsistent with this SOP are hereby
EFFECTIVITY: This SOP shall take effect upon publication.
BY COMMAND OF LIEUTENANT GENERAL PAREDES:
OFFICIAL:
FLORANTE M AMANO
Major General
PAF
Chief of Air Staff
NIEVES E GAT-EB
Colonel PAF (MNSA)
Air Force Adjutant
DISTRIBUTION:
“A”
SOP18HPAF20201222
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