LATEST PUBLICATIONS
DLSU-AKI Policy Brief, Volume VII, No. 17
Mitigating Emissions Associated With the Production of Traded Goods
BRAc RN 2021-01
Shedding Light on Bank Deposits in Philippine Provinces
PB2021-10
Modernizing VAT in the Digital Economy
PB2021-09
Nature-Based Policies Towards Green Recovery: Mitigating the Impacts of Climate Change and Future Disease Outbreaks

LATEST AV MATERIALS
PIDS WB 2021-1104
Assessing the Philippines' Performance in Meeting the ASEAN Economic Community Vision 2025
PIDS WB 2021-1103
Examining The Health Impacts Of The COVID-19 Pandemic In The Philippines
ILS-AVP-01
ILS 30th Anniversary Video
PIDS WB 2021-1102
Evaluating the Pantawid Pamilyang Pilipino Program's Payment System
Publication Detail
DP 2020-34: Evaluation of the Effects of the Performance-Based Bonus Incentive Scheme

In 2012, the government established a Performance-Based Bonus (PBB) scheme to reward performance, align individual personnel and team-level efforts with agency-wide targets, and improve public service delivery in the Executive Department. The Department of Budget and Management, together with other oversight agencies and the Development Academy of the Philippines, manage the implementation of the PBB using the framework of the Results-Based Performance Management System. They deem it critical to study the effect of the PBB on government efforts to boost productivity and push reforms, as well as government employees’ individual and team-level motivations and productivity, especially given the budgetary implications of the incentive scheme. Prior to this study, a process evaluation of the PBB was conducted to clarify whether and to what extent the PBB worked as planned. This follow-up study examines the possible impact of the PBB by employing mixed methods research drawing on primary and secondary data, undertaking not only a perception-based survey on effects of the PBB on over 1,200 respondents, but also seven focus group discussions with PBB focal points and members of the performance management teams of selected agencies, as well as representatives of oversight agencies. The findings suggest while the PBB has had some design issues and implementation challenges (e.g. changes in eligibility requirements across the years, gaming and dysfunctional behavior), the PBB is generally welcomed across the bureaucracy. Further, there is evidence that the PBB has contributed to boosting individual, team-level and agency-wide improvements in motivation and productivity. Results of the study suggest that PBB could be further re-designed to sharpen its effects on public sector reform.

Comments to this paper are welcome within 60 days from date of posting.
Email publications@mail.pids.gov.ph.



Philippine Institute for Development Studies
Authors Keywords
Albert, Jose Ramon G.; Mendoza, Ronald U.; Cuenca, Janet S.; Vizmanos, Jana Flor V.; Muñoz, Mika S.; productivity; performance-based bonus; public sector performance; motivation Results-Based Performance Management;
Download PDF Number of Downloads
Published in 2020 and available for Downloaded 324 times since December 22, 2020
×
Please let us know your reason for downloading this publication. May we also ask you to provide additional information that will help us serve you better? Rest assured that your answers will not be shared with any outside parties. It will take you only two minutes to complete the survey. You will answer the profile questions only once as long as you enter the same email address. Thank you.


To use as reference:
If others, (Please specify):
Name: (optional)
Email: (required, but will not display; please use the same email address when downloading another publication so that the profile questions will not appear)
Age:
Gender:
If Prefer to self-describe, please specify:
Level of Education:
Occupation:
If employed either part-time or full-time, name of office:
If others, (Please specify):
Would you like to receive the SERP-P UPDATES e-newsletter? Yes No
Use the space below if you have any comment about this publication or SERP-P knowledge resources in general.