MIP2 RANKING

hindi patas ang MIP2 ng LBP. hindi lahat ay nakakatanggap, yun lang malalapit sa region noon. e lahat naman nagtrabaho, bakit mangilan-ngilan lang ang nakakatanggap. ITS VERY UNFAIR.!!!! BETTER TO ABOLISH THIS MIP2...

mas mainam ang PBB dahil lahat makakatikim dahil bureau/agency/gocc as a whole ang pagbabasehan ng performance.

Sir Fortu: We have existing mechanism if you feel aggrieved on how you were rated on MIP2 Ranking. We need to invoke our right and express such disapproval with our supervisor if it cannot be settled on that level you have to elevate it. If we have to keep it to ourselves or voice our disagreement on improper channel, we cannot get results and we will only be disappointed.

"If you dont go after what you want, you'll never have it. If you dont ask, the answer is always no. If you dont step forward, you're always in the same place."
Pag may katwiran ka ipaglaban mo!

Fortu has a point. The same issue raised applies to all of us. In fact, the recommendation of the Administrator was observed in our unit in the past. An issue regarding MIP 2 was elevated to higher official/s but it was taken as a negative feedback. Masama pa ang dating kaya di na inulit. The reason why issues like this are being raised in this forum is to catch the attention of LBPEA. As repeatedly being held, individual complaints is weaker as compared to a collective one thru our authorized bargaining body which is the LBPEA as a union. With the new set of officers, baka may magawa na!

The system itself has no problem because a mechanism is in place to ensure that any grievance arising from the ranking would be properly addressed. It is the implementation which has a problem and not all units are experiencing the same problem that you have there. In instances where you need the presence of an LBPEA Officer in your area during the grievance procedure, you have your LBPEA Regional Governors or your LBPEA National Director in your area to assist you. We have to settle problems through channel before we elevate it to the National level.

Favor Ms Sonia, kindly educate us on how the mechanism that you are referring to works for us. Maraming thanks!

I believe there are safeguards for the proper implementation of MIP2.However, this is not implemented by management.Mag-reklamo ka at ikaw ay iinitan,lalo pa tuloy maragdagan ang problema at disappointment mo. May nangyari na niyan sa amin sampung taon na wala pa ring resulta.Lawyer na ngayon ang reklamente.

Ms. Sonia, in your honest assessment please, do you think the remedy you are referring to is actually being availed of by affected employees? Ikaw ba satisfied sa implementation ng MIP2?

Blitz: The remedy is provided for the protection of the employees to be availed of but it is passive it could only be effective once invoked. It is similar to our laws which are provided for the protection of the society and are also passive, there is no case or legal controversy if there is no complainant who would invoke violation of certain rights.

Personally, I have nothing against MIP2 and I am satisfied with its implementation as far as my department is concerned.

si madam sonia ay masaya na kahit wala pa siyang makuha, basta't ang mga kasamahan niya ay maligaya sa kanilang nakuha!!!!!!

YAN ANG TUNAY NA LIDER!!! MABUHAY KA MADAM!!!

Good to hear that Ms. Sonia, but that is not the case to the other units, in fact majority of the units I suppose because of individual differences of raters. Members of this blog can attest to this!

I think the problem is sporadic, it is not widespread because there are employees in other units who are also satisfied. If the problem is on individual raters, it is more of personal. But there are Key Result Areas-targets against actual which are quantifiable. If we are doing our job professionally according to the policies and targets coupled with good personal working relationship. I dont think a supervisor would have any reason to deprive us of the correct rating that we deserve.

If you have any suggestion to improve our MIP2 or problem that you would want to raise. Please feel free to write the incoming LBPEA President Alan Tecson Im sure he is the best person to address your concern.

Maraming Salamat po.

That is just a thinking Madam, why not create a way to feel the pulse of the members, i.e., conducting a survey/poll to that effect para malaman nga natin kung tama? We must consider that there are key rating errors or biases of raters that are commonly associated in the conduct of performance appraisal, i.e. halo effects, self-serving bias, severity bias, etc.

Ideally, raters assess employees objectively, but this is not the case every time because we are just human. We tend to be influenced by our personal biases at times - the reason of issues re MIP 2.

uy alive na naman si Uragon Ah..

As for me Ms. Sonia it's quite different. High ang rating ko, in fact most of my office mates expected that I will be one of those to reciv MIP2 in our branch. But, the weirdest thing happened coz I did not reciv any. Our branch head was even very surprised. I once even posted this in this blog. Many thought its the doing of our TA coz there was a similar incident in another area. I once had the idea to inquire at PAD on my case as I was suggested to do in this blog. But before I tried to take this action, I told our Branch head but she told "wag nalang". A friend from another branch speculated that maybe she told me this coz maybe she evaded as what she may think would hinder her becoming a full pledged manager.....so I stood silent nalang.

better have it on poll, and the result talks. and we will all know if this really sporadic or not. i agree you BLITZ for that idea.

to think that not all KRAs are quantifiable. it really happened.

the rating system on MIP2 is NOT SPORADIC. I MEAN ITS NOT SPORADIC. ITS MORE ON A FAVORITISM..."HE WHO I WANT".. THAT WHY ONLY A FEW ARE "WORKING" IN A UNIT.

klokovitz wrote:

better have it on poll, and the result talks. and we will all know if this really sporadic or not. i agree you BLITZ for that idea.

to think that not all KRAs are quantifiable. it really happened.

i agree.........................