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The Result-Based Performance Management System in Philippines – RBPMS for short, is an initiative that promotes efficient governance for national government agencies and employees.
The Philippines economic growth has accelerated in 2015 and remained in an ascending trend until now. But is economic performance all it takes to consider a country a good example of managing performance at national level?
For the report Performance Management in 2013, The KPI Institute conducted 20 semi-structured interviews with practitioners, academics and consultants from 18 countries, who offered a detailed image of Performance Management as a discipline in the analyzed year.
An important editorial rule followed in the development of the content is that a discipline can only evolve through the combined efforts of practitioners, academics and consultants. Teresita Villanueva, Managing Director at TAV Systems, Inc., Philippines was one of the consultants that The KPI Institute interviewed.
Before 2012, the Philippines Government rewarded employees from the board uniformily, regardless of their performance. In time, this approach proved to be limited in terms of motivating employees and stimulating progress. Therefore, an initiative to promote a performance and result oriented culture was implemented – The Performance Based Incetitives System (PBIS).
In many countries, performance management is promoted by government though policy and legislation. Some focus on the use of performance management systems by government institutions, others require private companies to establish individual performance management systems for employees.
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