The RBPMS is an integrated tool that serves as a single performance management, monitoring, and measurement system for the Philippine national government agencies (NGAs), government-owned and -controlled corporations (GOCCs), select constitutional commissions, state universities and colleges (SUCs), and water districts, in place of the multiple and disparate performance management systems that were implemented before RBPMS’ implementation. The system primarily seeks to rationalize, harmonize, streamline, simplify, integrate, and unify the performance management systems and activities of oversight government agencies. The RBPMS uses a comprehensive framework that cuts across several performance management levels. It defines various levels of achievements from individual, then collectively to bureau and organizational levels, which together lead to different sectors that ultimately impacts the society.
Background and Problem
Performance monitoring, evaluation, information and reporting are essential components of an effective and efficient performance management system. Performance monitoring and reporting in the public sector, however, vary across departments, offices and agencies with oversight functions that monitor, evaluate and report performance of government agencies and instrumentalities. There are also many deficiencies and duplication that have been noted in the present performance monitoring systems and processes used by government agencies that have resulted in redundant data, reports in different formats, delay in submissions, inaccurate results, and inefficiencies in performance monitoring, evaluation, and reporting.
Solution and Impact
A collaborative mechanism was developed among oversight agencies, through Administrative Order No. 25 series of 2011, to establish a unified and integrated RBPMS across all departments and agencies incorporating a common set performance scorecard, and at the same time, creating an accurate, accessible, and up-to-date government-wide, sectoral, and organizational performance information system. The Organizational Performance Indicators Framework (OPIF) and the Results Matrix (RM) were the underlying frameworks of the RBPMS, which are used by all government agencies mandated to exercise broad oversight over the performance of all agencies in the government. The Administrative Order also includes the creation of an Inter-Agency Task Force chaired by the Department of Budget and Management (DBM), with the DAP as the secretariat as well as its technical resource institution. The harmonized RBPMS is likewise used as basis for determining entitlement: to performance-based allowances, incentives, and/or compensation of government personnel. On account of Executive Order No. 80, series of 2012, the Performance-Based Incentive System (PBIS) for Government Employees was adopted which consists of the Productivity Enhancement Incentive(PEI) and the Performance-Based Bonus (PBB) to complement the RBPMS and recognize and reward commendable accomplishments by agencies and individual employees linked with actual performance. Compared to the performance management systems (PMS) of other countries, the Philippines is the only country that injected an incentive system to its PMS.
For the past five years, the PBIS has achieved the following:
- High participation of agencies
The RBPMS provided a mechanism for government agencies to track their performance in achieving their commitments. From 96 percent in 2012, the PBB participation rate has increased to 99 percent to include almost all national agencies with the exclusion of the Commission of Elections and the Congress (Senate and House of Representatives).
- Increased compliance to governance standards
The RBPMS framework challenged government agencies and employees to adhere to existing laws and regulations promoting fiscal transparency and process accountability. The implementation of PBB has encouraged agencies to comply with good governance conditions such as budget and procurement disclosures, liquidation of cash advances, and the Anti-Red Tape program. Meanwhile, the compliance rate on Quality Management System – ISO Certification/Operations Manual, Annual Procurement Plan, and Agency Procurement Compliance and Performance Indicators System slightly declined from 2015 to 2016.
- Better understanding of agency roles and mandates
Agencies participating in PBIS have developed a better understanding of their respective roles and mandates. Since the accomplishment of Major Final Outputs is one of the PBB criteria, employees had become more aware of their roles and how it impacts to the achievement of their MFOs.
- Improvements in the quality of performance indicators
PBIS has encouraged the shift from measuring quantity in outputs to using quality and timeliness performance indicators and targets which is a more strategic indicator of the impact of public sector services. It has also pushed the agencies to track their performance indicators and their achievements of good governance conditions and post them on their websites.
- Improvements in management practices
RBPMS had been a guiding tool to ensure that individual and organizational performances are aligned to the national agenda. It also promoted collaboration and team work within the agencies.
Based from the study of the World Bank Group titled “Republic of the Philippines – Improving Bureaucratic Performance: Assessment of the Performance- Based Bonus Scheme” that surveyed 4,500 Philippine government officials from eight departments to gauge the impact of the PBB on these staff perceptions, it was found out that:
- Agency indicators and targets are clearer and better with PBB.
- 70% agreed that PBB is a good idea.
- Internal processes in agencies improved through the help of PBB.
- PBB has induced improvements in management practices: greater teamwork, better target setting and monitoring, and fostering trust within units.
- Teachers believe that the PBB is having a positive impact on recruitment.
Furthermore, based on the testimonials of some participants from the series of orientations conducted by the AO25 secretariat, it was shared that:
- “Now, we have an accurate reporting and evaluation system.”
- “Now we have an easier process of monitoring programs because of it is more rational and employees are more goal oriented.”
- “Employees are aware of their performance.”
- “Performance now has a sense of accountability.”
- “PBB reminded us of our responsibility to the public.”
The official RBPMS website which can be accessed at http://www.dap.edu.ph/rbpms/.