Guidelines on the Enhanced Career Executive Service Performance Evaluation System (CESPES)

February 10, 2014

CESB RESOLUTION NO. 1136-14

GUIDELINES ON THE ENHANCED CAREER EXECUTIVE SERVICE PERFORMANCE EVALUATION SYSTEM (CESPES)

WHEREAS, Presidential Decree No. 1 dated September 24, 1972, created the Career Executive Service Board (CESB) to serve as the governing body of the Career Executive Service (CES) and to promulgate rules, standards and procedures on the selection, classification, compensation and career development of members of the CES;

WHEREAS, based on the aforementioned law, the CESB, pursuant to Resolution No. 90-06, adopted a Career Executive Service Performance Evaluation System (CESPES) for all Officials in the CES;

WHEREAS, the CESB, pursuant to Resolution No. 661 s. 2007, adopted a new set of guidelines as well as a new set of instrument to make it more responsive, systematic and practicable, with the purpose of contributing to the fulfillment of the Board's mandate to form a continuing pool of well-selected and development-oriented career administrators who shall provide competent and faithful service in the CES;

WHEREAS, in 2011, an initial review of the current CESPES instrument was done with the purpose of aligning the behavioral competencies with the six CES core competencies for an effective and accountable executive performance; TDAHCS

WHEREAS, to achieve full alignment with the Strategic Performance Management System (SPMS) of the Civil Service Commission, the Secretariat enhanced the current CESPES using behavioral competencies, and further simplified the rating scale from seven to five points;

WHEREAS, a set of Guidelines/Rules and Regulations for the Enhanced CESPES shall facilitate appreciation of the new instrument and allow for the smooth conduct of the CESPES;

WHEREFORE, foregoing premises considered, the Board RESOLVES, as it is hereby RESOLVED, to adopt the attached Guidelines on the Enhanced Career Executive Service Performance Evaluation System (CESPES).

APPROVED this 10th day of February 2014 in Quezon City, Philippines.

FRANCISCO T. DUQUE IIIVice Chairperson

By Authority:

(SGD.) NIEVES L. OSORIOCommissioner

(SGD.) CHARITO R. ELEGIRMember

(SGD.) ANTONIO D. KALAW, JR.Member

(SGD.) ANGELITO M. TWAÑOMember

(SGD.) EVANGELINE C. CRUZADOMember

SUSANA D. VARGASMember

Attested by:

(SGD.) JAYPEE ABESAMISBoard Secretary III

Guidelines on the Enhanced Career Executive Service Performance Evaluation System (CESPES)

RULE I

Title

SECTION 1. Title. — These rules shall be known and cited as "Guidelines on the Enhanced Career Executive Service Performance Evaluation System (CESPES)." aESTAI

RULE II

Purpose and Components of the CESPES

SECTION 1. Purpose. — The CESPES shall be the official annual performance evaluation system for members of the Career Executive Service (CES). It shall be used as basis for official personnel actions such as the following:

a.) Original and promotional appointment to CES ranks;

b.) Grant of merit-based incentives/benefits, including, but not limited to, performance based-bonus, step increments, awards, and other forms of recognition, including the annual Gawad CES Program; and,

c.) Career planning and development.

SECTION 2. Components. — The CESPES shall have the following components:

a.) Accomplishments. The Ratee's rating on accomplishments at the end of the year shall be measured based on targets/commitments aligned to the Organizational Strategic Objective.

b.) Executive/Managerial Competence. This refers to an assessment of the Ratee's executive leadership and managerial competence in the work setting. The assessment shall be determined from scores obtained from different sets of behavioural rating scales accomplished by the Ratee's Superiors and Subordinates.

The Ratee's executive/managerial competence shall focus on the six (6) core competencies adopted and prescribed as the fundamental standards for executive performance in various ranks in the CES. The six (6) core competencies are as follows: aIAHcE

i.) Strategic and Critical Thinking. — The ability to obtain information and identify key issues and relationships relevant to achieving a long-range goal or vision; to commit a course of action to accomplish a long-range goal or vision after developing alternatives based on logical assumptions, facts, available resources, constraints, and organizational values.

ii.) Leading in a Continuously Changing Environment — The ability to encourage others to seek opportunities for different and innovative approaches in addressing problems and opportunities, and to facilitate the implementation and acceptance of change within the organization.

iii.) Empowering/Developing Others to Establish Collective Accountability for Results — The ability to develop and promote effective relationships with colleagues and team members and to deal constructively with conflicts. The ability to develop subordinates' skills and competencies by planning effective development activities related to current and future jobs.

iv.) Linkaging and Networking for Productive Partnerships — The ability to develop and strengthen partnerships that can provide information, assistance and support to the organization; to identify and use synergies across the organization with external partners.

v.) Planning/Organizing for Greater Impact — The ability to establish a course of action for self and/or others to accomplish a specific goal; to plan proper assignments of personnel and appropriate allocation of time and other resources.

vi.) Driving Performance for Integrity and Service — The ability to produce and deliver quality results, to be action-oriented and committed to the achievement of the outcomes.

RULE III

Coverage and Rating Period

SECTION 1. Coverage. — The CESPES shall cover all incumbents of CES positions in various departments and/or agencies of the national government, including government-owned or controlled corporations (GOCCs) with original charters, for an uninterrupted period of at least three (3) months. Division Chiefs and those occupying lower positions shall be covered by the CESPES provided they are: ETCcSa

a.) Career Executive Service (CES) eligibles or Career Service Executive (CSE) eligibles or Career Executive Officer (CEO) eligibles; and,

b.) Designated in Acting or Officer-in-Charge (OIC) capacity.

SECTION 2. Rating Period. — The rating period, which refers to a twelve (12)-month period covering January to December, shall embody the time frame during which the overall performance of the Ratee shall be the subject and focus of measurement and assessment.

SECTION 3. Frequency and Period of Conduct. — The cycle of each CESPES run is one whole year or twelve (12) months covering January 1 to December 31 of each year and shall be implemented simultaneously to all departments/agencies covered by the CES in accordance with the schedule prepared by the CESB.

The CESPES shall be fully completed not later than the last working day of March of the year succeeding the given period. Submissions after the said period shall no longer be received nor entertained by the CESB and shall cause the Ratee to have no CESPES rating for the Rating Period.

RULE IV

CESPES Forms

SECTION 1. CESPES Forms. — The CESPES shall be composed of the following instruments:

a.) Ratee Information Sheet (RIS) (CESPES Form No. 001).

b.) Performance Commitment and Review Form (PCRF) (Part I of CESPES Form No. 003)

c.) Rating form for the Subordinater Rater (CESPES Form No. 002)

d.) Rating Form for Superior Rater (CESPES Form No. 003)

The CESB shall provide the CESPES Coordinators with electronic copies of the said CESPES forms. They shall provide the Ratee/s with electronic or hard copies, as the case may be, of the CESPES forms.

The CESPES Coordinators shall reproduce hard copies of the rating forms for superior and subordinate raters depending on the total number of raters of all the Ratee/s in the department/agency. They shall assign a control number to each form and countersign the same. Each rater in the department/agency, whether Superior or Subordinate, shall be given only one (1) rating form with the assigned control number. The CESPES Coordinator shall keep a record of the control number of the rating form assigned to each Rater.

SECTION 2. Ratee Information Sheet (RIS). — The RIS is the complete, updated and officially certified list of all raters (i.e., superiors and subordinates) who are qualified and designated to rate each individual Ratee's work performance in a given Rating Period. The RIS should be regularly updated by the CESPES Coordinator of the department/agency.

The RIS shall be officially certified and submitted by the CESPES Coordinator on or before the fourth quarter of the rating period (i.e., October-December of the current year) in preparation for the performance rating in January of the following year.

No Ratee shall be allowed to undertake the CESPES without his/her RIS submitted to and received by the CESB.

SECTION 3. Performance Commitment and Review Form (PCRF). — The PCRF is a management and performance appraisal tool that provides a common understanding and agreement about priorities, responsibilities, and performance expectations of individuals, units and organizations. Effective use of this form promotes organizational effectiveness and service delivery by providing opportunity to clarify and communicate the elements of performance that is valued by the organization and is critical to its stakeholders. It promotes efficiency as it helps the organization to focus its resources on the activities and efforts that matter most to it. HDATSI

The use of this form provides an objective basis for the periodic evaluation of the performance of the Ratee. It facilitates communication between the Superior-Rater and the Ratee by providing an opportunity to discuss and agree on the performance expectations and results. 

It helps improve the performance of the Ratee as it provides a common understanding between him/her and his/her Superior Rater on organizational priorities and expectations. It also enables the Ratee to perform according to these agreed priorities and expectations.

SECTION 4. Components of the Performance Commitment and Review Form (PCRF). — The PCRF shall consist mainly of the following:

a.) Organizational Strategic Objectives — are broad statements of goals of the organization achievable in the medium term (3-5 years) in order to achieve its mission and vision.

b.) Office Performance Objectives — enumerates the specific area/s of performance that is/are critical in accomplishing the strategic objective/s of the organization. Performance objectives describe the minimum performance expectations of target for a "satisfactory" performance. It includes outputs/outcome/s that the organizational unit consistently monitors and measures in terms of effectiveness, efficiency, productivity, quantity or quality. Each Office Performance Objective may contain one or more Organizational Strategic Objectives.

c.) Performance Outcomes — enumerates the critical results achieved per performance objective. The Superior Rater may be provided with an accomplishment report as a reference document in checking the box whether "achieved, partly achieved and not achieved."

d.) Ratee's Performance Commitment/s — refers to the Ratee's strategy or plan of action that he/she personally commits in order to contribute to the performance objectives. It may include initiatives, efforts, roles or other forms of commitment which the Ratee wish to accomplish to ensure the attainment of the objectives of the organization/unit that he/she handles.

e.) Ratee's Performance Results — relates to a brief description of the activities and strategies and the roles played in order to achieve the targets.

RULE V

Parties in the CESPES Conduct

SECTION 1. Raters. — For each CESPES cycle, a Ratee shall have two (2) raters, namely:

a.) Superior Rater — one whom the Ratee directly reports to as his/her immediate superior for at least three (3) months during the calendar year.

b.) Subordinate Rater — one whom the Ratee directly supervises as his/her immediate subordinate for at least three (3) months during the calendar year.

An immediate subordinate who functions as a utility worker, driver or job order contractuals of the Ratee shall not, for purposes of these rules, be considered as a subordinate rater.

SECTION 2. Multiple Superior Raters. — In case a Ratee has Multiple Superior Raters, this rule shall apply: HATEDC

a.) Pro-rated percentage weights shall be allocated for the performance ratings obtained from each Superior Rater based on the length of the time during which the Ratee is under the direct supervision and control of the specific Rater in the performance of tasks/functions.

SECTION 3. Subordinate Raters. — Ratee officials who have 10 subordinates or less shall be rated by all the raters (100%). For officials who have 11 or more, the subordinate raters of each Ratee shall be randomly selected, using a reliable procedure, by the department/agency CESPES Coordinator from the Ratee Information Sheet (RIS). The number of subordinate raters shall be in accordance with the table shown below:

Total Number of Line/Staff	Total Sample Size
Subordinates	of Chosen Raters
11-15	11
16-20	12
21-25	13
26-30	14
31 and above	50%

RULE VI

The Roles and Responsibilities in the CESPES

SECTION 1. Administration. — The CESB shall primarily administer the CESPES in coordination with the CESPES Coordinator.

SECTION 2. Incumbents of CES Positions. — Each department and/or agency covered by the CES and all its CES officials shall strictly comply with and uphold the policies, rules, guidelines, standards, procedures and mechanisms on the CESPES.

SECTION 3. The CESPES Coordinator. — The Human Resource Management and Development Director or the equivalent official heading the unit/service administering and responsible for the CESPES in the department/agency shall be designated as the CESPES Coordinator by the Department Secretary/Head of the Agency concerned. The CESPES Coordinator shall lead all efforts in and be primarily responsible for preparing and capacitating the entire department/agency in the installation, implementation, monitoring and maintenance of the CESPES.

The CESPES Coordinator shall have the following duties and responsibilities:

a.) To ensure the submission of the Ratee Information Sheet (RIS) by the ratee/s;

b.) To assist the Superior Raters of the Ratee/s in the accomplishment of the CESPES related forms within the timeframe prescribed in the guidelines;

c.) To ensure that Subordinate Raters are duly notified and are able to rate their respective Superior Ratee/s within the timeframe prescribed in the guidelines;

d.) To conduct orientation/briefings, in coordination with the CESB, on the CESPES and other CESB related activities, as may be deemed necessary;

e.) To monitor CESPES compliance;

f.) To ensure submission of duly accomplished CESPES forms within the timeframe prescribed in the guidelines; and,

g.) To ensure the confidentiality of the CESPES forms and such other documents necessary in the CESPES conduct. ADScCE

RULE VII

The CESPES Performance Evaluation Cycle and Stages

SECTION 1. CESPES Performance Evaluation Cycle. — The CESPES Performance Evaluation Cycle shall be composed of the following stages:

a.) Performance Planning Stage

b.) Performance Monitoring Stage

c.) Performance Review and Feedback Stage

d.) Performance Evaluation and Development Planning Stage

SUBTITLE I

Performance Planning Stage

SECTION 2. Performance Planning Stage. — The Performance Planning Stage shall be undertaken as follows:

a.) The Ratee and the Superior Rater shall meet anytime within the first quarter (January-March) of the rating period or within the first three (3) months of the assumption of office of the Ratee to determine the latter's performance commitment for the year. Said performance commitment shall be recorded in the Performance Commitment Review Form (PCRF) using Part I.

In determining the Ratee's performance commitment, the following items shall be duly accomplished:

i.) Organizational Strategic Objectives (Part I letter A)

ii.) Office Performance Objectives (Part I letter B)

iii.) Ratee's Performance Commitment/s (Part I letter D)

b.) Upon completion of the performance commitment, the Ratee shall submit the PCRF to the CESPES Coordinator, who shall reproduce it and provide duplicate copies of the PCRF to the Ratee, Rater and for himself/herself.

SUBTITLE II

Performance Monitoring Stage

SECTION 3. Performance Monitoring Stage. — The Ratee and the Superior Rater shall meet during the rating period after the portion showing the performance commitment of the PCRF have been duly accomplished to hold regular consultation meetings/dialogues. These meetings shall have the objective of monitoring/tracking the Ratee's performance; studying problems, issues and concerns affecting said performance; and enabling the Superior Rater to provide and discuss analysis, advice, and other forms of assistance through coaching, mentoring and feedback.

Every time and at any given time within the rating period, when at least one (1) performance commitment has to be changed, deleted or added, the revisions/modifications and the corresponding changes shall be discussed and agreed upon by the Ratee and the Superior Rater. Any revisions/modifications in the PCRF within the given rating period shall be made at the frequency of not more than once (1) every three (3) months and not later than the month of September of the rating period. A copy of the Revised PCRF shall be submitted to the CESPES Coordinator, who shall reproduce and provide copies for the Ratee, Rater and for himself/herself. CSaIAc

SUBTITLE III

Performance Review and Feedback

SECTION 4. Completion of the PCRF. — The completion of the PCRF shall be undertaken as follows:

a.) The Ratee and the Superior Rater shall meet not later than January or the first month after the rating period purposely to conduct performance review and feedback.

b.) The Ratee and the Superior Rater shall discuss and come to an agreement on the performance outcome of each of the organizational strategic objective and office performance objective as well as the result of each of the performance commitment of the Ratee. In determining the result of the Ratee's performance commitment, the following shall be duly accomplished:

i.) Performance Outcomes (Part I letter C)

ii.) Ratee's Performance Results (Part I letter E)

c.) Upon completion of the PCRF, the Ratee shall submit the same to the CESPES Coordinator, who shall produce and provide duplicate copies of the same for the Rater, Ratee and for himself/herself. The presence of both signatures indicates the conclusion of all reviews and evaluation.

SECTION 5. Completion of the Superior and Subordinate Rating Forms. — The completion of these forms shall be undertaken as follows:

a.) The Superior Rater and a pre-determined number of Subordinate Raters of the Ratee in the department/agency, as indicated and verified in the RIS, shall be identified. They shall rate the Ratee based on the review and evaluation of specific behaviours manifested by the Ratee and actually and personally observed by the Superior Rater and the Subordinate Raters.

b.) Key behaviours, classified under several dimensions, shall be measured and scored on a scale using the Behavioral Competency Scale (BCS). Depending on the Rater, the BCS form has two variations, namely:

i.) Rating Form for Subordinate Rater (refer to CESPES Form No. 002)

ii.) Rating Form for Superior Rater (refer to CESPES Form No. 003)

c.) The Superior and Subordinate Raters may be allowed to evaluate the executive and managerial competence of the Ratee/s using the superior and subordinate rating forms through a workshop where the Raters are gather in one venue to give their respective ratings. 

The Raters may be allowed to accomplish the superior and/or subordinate rating forms outside the workshop conducted by the CESPES Coordinators, provided that they officially state a valid reason for not making it during the scheduled CESPES conduct (e.g., being sick or on Official Business for the duration of the CESPES conduct). In such instances, the duly accomplished superior and/or subordinate rating forms shall be sent to the CESB in a sealed envelope, together with a certification by the CESPES Coordinators that the conduct of the CESPES outside the workshop is in accordance with these guidelines. Absence of the said certification from the CESPES Coordinators shall invalidate the CESPES rating by such rater.

No CESPES performance rating processes, outside of the CESB prescribed period specified herein, shall be conducted without prior approval of the CESB. All requests for the conduct of the special CESPES shall be made in writing and addressed to the CESB, specifying the significant circumstances that would justify the conduct of such. HcaATE

d.) The Superior and Subordinate Raters shall be required to indicate their complete names, positions/designations, other required data, and affix their signatures on the superior and/or subordinate rating forms to fully accomplish them. The said rating forms shall be considered invalid without the corresponding signatures of the Raters and/or the data provided therein are incomplete. Substitute Subordinate Raters (i.e., outside of those in the ratee's RIS) shall be absolutely prohibited.

SECTION 6. Submission of Accomplished CESPES Forms. — Submission of accomplished CESPES Forms shall be in accordance with the following rules:

a.) The superior and/or subordinate rating forms shall be accomplished and submitted by the superior and subordinate raters to the CESPES Coordinators under the conditions of strict privacy, full confidentiality and freedom from any or all forms of duress.

b.) Upon completion of the performance rating process for all the Ratees in the department/agency, the CESPES Coordinator shall collect, organize, document, and secure all the rating forms.

c.) The CESPES Coordinator is strictly prohibited from viewing the accomplished rating forms of their subordinate raters when he/she is the Ratee.

d.) Accomplished CESPES forms shall be submitted by the CESPES Coordinators to the CESB for the computation of the performance ratings not later than the last working day of March after the rating period. Submissions after the said period shall neither be received nor entertained by the CESB and shall cause the ratee to have no CESPES rating for the said rating period.

SECTION 7. Replacement of Superior and/or Subordinate Raters. — In cases where there are no Superior and/or Subordinate Raters, the following rules shall apply:

a.) Superior Raters

The Superior who is higher in rank to the immediate superior of the Ratee, and who currently or may have exercised direct or indirect supervision and control over the ratee in the performance of tasks/functions, for a certain period of time, shall replace the original superior rater in undertaking and completing the CESPES.

b.) Subordinate Raters

 In case there are no Subordinate Raters, the superior rating will suffice.

SUBTITLE IV

Performance Evaluation

SECTION 8. Standards and Computation of Scores. —

a.) Weight Allocations. The weight distribution of the two (2) components of CESPES shall be, as follows:

•	Performance		-	80%
•	Executive/Managerial Competence		-	20%
		Superior rating	50%
		Subordinate rating	50%		––––––
	CESPES Rating			100%
					=====

b.) Adjectival Rating Scale. The CESPES shall have a five-point scale with their corresponding equivalent adjectival rating, to wit: AIcaDC

Outstanding	-	4.20-5.00
Very Satisfactory	-	3.40-4.19
Satisfactory	-	2.60-3.39
Unsatisfactory	-	1.80-2.59
Poor	-	1.00-1.79

SECTION 9. The CESPES Overall Performance Feedback Report. — The CESPES Overall Performance Feedback Report, which is generated by the CESB, shall provide a summary of the ratee's performance ratings. The said report shall contain the following:

a.) Summary of Ratings — indicates the score for the accomplishments; the score for the executive/managerial competence; and the overall CESPES rating, which is the sum of the scores of the accomplishments and the executive/managerial competence.

b.) Adjectival Rating — is the qualitative description of the score based on the scale provided for in the preceding section.

SECTION 10. CESPES Records. — A copy of the CESPES report shall be stored and filed by the CESPES Coordinator in the Ratee's 201 file. The original copy of the said report shall be forwarded to the Ratee concerned.

The CESB shall provide the Department Secretary/Head of the Agency with a summary of the performance ratings of the Ratees in the department/agency.

SECTION 11. Computation of Incomplete Ratings of a Ratee. — The following rules shall apply in case of incomplete ratings of a Ratee:

a.) The CESB may allow the computation and evaluation of the CESPES ratings of the Ratees only when the said ratings in question can no longer be obtained due to any or a combination of the following circumstances affecting the source of the ratings:

i.) Death;

ii.) Retirement;

iii.) Resignation;

iv.) Approved official leave availed of for a long term;

v.) No substitute raters are available from the ratee's RIS; and,

vi.) All other reasons that will qualify that the ratings can not be obtained, or that the source of the ratings is impossible to reach within the allowable and reasonable duration of time for the conduct of the CESPES.

b.) The ratings given by the actual Subordinate Raters shall be provided equal percentage weight allocations.

c.) For the PC and Superior Rating, the Superior Rater may be replaced by the appropriate substitute, as indicated in Rule VII, Subtitle III, Section 7 of these rules.

d.) In case of the total absence of raters (i.e., no superior and subordinate raters are available to rate the Ratee), the Ratee shall make an official request in writing addressed to the CESB for an independent evaluation of his/her work performance and managerial competence for the given rating period. The Ratee shall attach to the said request samples of the actual accomplishments, related evidences, and other supporting data to describe and validate the performance targets actually accomplished. HAICTD

SECTION 12. Consecutive Positions in a Rating Period. — In case a Ratee has consecutively occupied more than one CES position of different level and/or of different departments and/or agencies in a given rating period, he/she shall have the corresponding superior and subordinate ratings per position occupied in a given rating period, provided he/she has been in the said position for at least three (3) months.

In the event that a Ratee consecutively occupied more than one CES position of equivalent level in the same department and/or agency in a given rating period, the computation of the superior and/or subordinate ratings shall be pro-rated based on the number of months that the Ratee occupied the said position.

RULE VIII

Requests, Complaints, Disputes, Anomalies and Irregularities in the CESPES

SECTION 1. Requests, Complaints, Disputes, Anomalies and Irregularities in the CESPES. — The department/agency shall implement policies, guidelines, rules and regulations at their level to facilitate and support the effective, systematic and proper administration and use of the CESPES. All requests, petitions, complaints, disputes, anomalies and irregularities in the implementation and use of the CESPES shall be referred to, managed, and resolved by the Grievance Committee duly constituted by the department/agency.

SECTION 2. Elevation of the Case to the CESB. — After the department/agency's Grievance Committee has decided on the matter, but the Ratee still finds valid and reasonable bases to pursue the same complaint and/or to seek satisfactory resolution of any unresolved issue on the case, he/she may elevate the said case to the CESB.

The Ratee's complaint for CESB's review and resolution of the case must be: 1) officially made in writing and addressed to the CESB within seven (7) calendar days from the Ratee's receipt of the questioned decision; and, 2) accompanied by a certification from the Department/Agency Grievance Committee that the said case has been previously referred to it, with a narration of all actions taken by it and that despite all efforts, it has been unable to arrive at a resolution of the case acceptable to all parties concerned.

SECTION 3. Annulment of the CESPES Rating. — The CESB shall have the authority to annul or declare a failure of the CESPES performance rating process undertaken. The annulment of the CESPES shall include, but not be limited, to the following offenses:

a.) Coercion

Defined as a pre-meditated, purposive and targeted use of physical and/or moral force such as by threat, intimidation, and/or similar acts of duress to compel individuals or groups (e.g., Superior and/or Subordinate Raters) to think and act according to the will of others (e.g., the Ratee);

b.) Collusion

Defined as a conspiracy or agreement by and between individuals and/or groups for an ill-intentioned or deceitful purpose(s), contrary to the purposes, objectives and uses of the CESPES (e.g., predetermined ratings);

c.) Tampering

Defined as the willful altering of the CESPES official forms with the objective of manipulating ratings and/or other given data. IaESCH

d.) Breach of Confidentiality

Which shall include, but are not limited to, the following acts:

i.) Conferring of the Ratee with the Subordinate Raters on matters concerning Ratee's CESPES rating(s) while the Raters are accomplishing the rating forms;

ii.) Taking a glimpse of or glancing at the rating forms accomplished by the Subordinate Raters;

iii.) Giving undue influence to the Subordinate Raters, in whatever capacity it may be. 

e.) Such other offenses, which are contrary to the purposes, objectives and uses of the CESPES.

Annulment or declaration of failure of the CESPES shall cause the Ratee involved to have no CESPES rating for the rating period, without prejudice to the filing of the appropriate administrative and/or criminal cases against him/her.

SECTION 4. Authority of the CESB. — The CESB shall have the power and authority to:

a.) Investigate, review, deliberate and decide on cases referred to it by the department/agency involving requests, petitions, complaints, disputes, anomalies and/or irregularities with regard to the implementation and use of the CESPES.

b.) Deputize the department/agency's CESPES Coordinator and/or a representative of the Grievance Committee, or any officer(s) from the concerned department/agency, to conduct investigations and inquiries and to gather, receive and secure evidence, in aid of its review and deliberations.

c.) File administrative charges against any person and/or group with proven accountability and/or involvement in any anomaly or irregularity.

SECTION 5. Promulgation of CESB Decision and Recommendation. — The CESB shall render its decision and recommendation on the said case within a period of sixty (60) official working days, after receipt of the complaint.

RULE IX

Violations

SECTION 1. Violations. — Any violation of any provision in this resolution shall be dealt with in accordance with existing civil service laws, rules and regulations.

RULE X

Final Provisions

SECTION 1. Separability Clause. — If any section or part of this resolution shall be held to be invalid, the remaining provisions shall be given full force and effect as if the part held invalid had not been included therein.

SECTION 2. Repealing Clause. — All existing CES rules and regulations, circulars and memoranda inconsistent with this resolution are hereby repealed or amended accordingly.

SECTION 3. Effectivity. — This resolution shall take effect fifteen (15) days after publication in a newspaper of general circulation or in the Official Gazette. HCTAEc