Benguet State University

Benguet State University • Performance Cycle

Advancing Academic Excellence Through Transparent Performance.

A unified, paperless platform for BSU faculty and personnel to plan commitments, upload verifiable proofs, and calibrate performance ratings with integrity.

Explore 4-Stage Cycle

• 100% Digital Submission

• CSC Compliant

• TWG Calibrated

Individual Performance Portfolio

IPCR Target Period: FY 2026

Verified

Core Mandated Functions

Instruction & Curriculum Delivery

4.95 / 5.0

Strategic Research Outputs

Publications & Extension Works

4.88 / 5.0

Support & Administrative

Committee Assignments & Service

5.00 / 5.0

Overall Final Rating

4.94 / 5.00

Outstanding

TYPES OF FORMS

BSU Performance Instruments

Official evaluation instruments designated for institutional offices, permanent personnel, and contract-of-service appointments.

OPCR

Office Performance Commitment and Review

Institutional

The OPCR captures the overarching institutional targets and strategic deliverables for Benguet State University as a whole. Accomplished by executive leadership, it reflects the University Strategic Plan approved by the Board of Regents.

Governance Linkage: Serves as the apex benchmark from which all sector, college, and department DPCR deliverables are cascaded.

Level: Executive Offices

DPCR

Division / Department Performance Commitment

Heads of Offices

The DPCR is accomplished by heads of offices and captures the targets and expected deliverables of an office for each rating period — whether at the Sector, College/Division, or Department/Office/Unit level.

Governance Linkage: It must be aligned with the University's Strategic Plan and the office's Operational Plan, and it serves as the primary reference for individual employees when preparing their own IPCRs or IPERFs.

Level: Deans, Directors & Department Heads

IPCR

Individual Performance Commitment and Review

CSC Appointments

The IPCR is accomplished by University employees with CSC-validated appointments, including those under Permanent, Temporary, Coterminous, Contractual, Substitute, Provisional, and Casual status.

Governance Linkage: Outlines expected deliverables covering the main position functions while ensuring individual outputs contribute to the overall success of the office. The IPCR must be linked to the office's DPCR.

Level: Faculty & Regular Personnel

IPERF

Individual Performance Evaluation & Review Form

COS / JOP Status

The IPERF is accomplished by Contract of Service Personnel (COS/CSP), Job Order Personnel (JOP), and non-BSU Adjunct Faculty.

Governance Linkage: Unlike the IPCR, it is focused primarily on the core functions of the position occupied by the personnel, rather than on broader office-level commitments.

Level: Contract of Service & Adjunct Faculty

CSC Performance Cycle

The 4-Stage Governance Process

Standardized national performance lifecycle prescribed by the Civil Service Commission.

1 Phase 1

Performance Planning

OPCR, DPCR, and IPCR commitment targets with measurable success indicators set before period begins.

2 Phase 2

Monitoring & Coaching

Mid-term progress tracking, supervisor mentoring, and logging adjustments as conditions evolve.

3 Phase 3

Review & Evaluation

Submission of accomplishment folders, proof verification, and Quality-Efficiency-Timeliness scoring.

4 Phase 4

Reward & Development

TWG and PMT calibration, performance bonus eligibility, and career development planning.