Poor, unsatisfactory ratings

can drop worker from rolls

TAGBILARAN CITY, Bohol, September 21 (PIA)--Accomplishments ratings wise, a single poor and or two unsatisfactory performance ratings is all that one non-performing civil servant needs to be dropped from the rolls. 

Thus reminds the Civil Service Commission (CSC) to government civil servants who, for whatever reason, have become non performing government assets. 

At the celebration of the 117th Civil Service Month Kapihan sa PIA, the CSC through Bohol Provincial Director Elizabeth Mateo hinted that such proves civil service in not a breeze like what most people think. 

Still topping the most attractive employer is the government, according to data from local surveys. 

But, because in local government unit hiring, there is a practice for local chief executives (LCEs) to just get the minimum requirements from applicants. 

By minimum requirements, the CSC means the LCEs have the prerogative to hire employees even if they are not the top ranked applicant. 

This, according to Director Mateo, is because the option to hire gives a leeway for LCEs to pick, even the fifth qualified applicant among the ranked line-up. 

Where these hired employees can be weighted following the minimum requirement, these people sometimes do not and cannot cope-up with the job demands and end up non-performing government civil assets.

As such, the inevitable happens, when the striking off a civil servant from the rolls happens. 

Getting one off the servant rolls however, is not that easy, director Mateo stressed. 

She said due process must be observed. 

By due process, the immediate supervisor who would be able to see the unsatisfactory performance must have helped the underperforming employee to cope up from the fourth month of the rating period. 

By this, the underperforming employee can be helped to cope up with his backlogs and make up, the CSC said. 

In the near future however, the CSC is navigating towards a policy on picking the best in the line-up, she informed. 

Through Provincial Director Elizabeth Mateo, the CSC told the Kapihan sa PIA that in the civil service, since the Strategic Performance Management System (SPMS) has been adopted, things have started to change a bit. 

SPMS mandates the immediate supervisor to sit with the employee and agree with him on his work targets so both will keep track of the monthly targets, she explained. 

SPMS also makes government service clearer to the employee getting the position, and this should also make him aware of his tasks and what he would deliver at the end of the rating period. 

Far from the usual misconception that a government job is an 8-5 engagement, the CSC, explains that civil service is way more than that. (rahc/PIA-7/Bohol)