OCA CIRCULAR NO. 92-2007, September 20, 2007

For the information and guidance of all concerned, quoted
hereunder is the Resolution of the Court En Bane dated August 21, 2007,
in “Re: Deferment of the Continuous Improvement of Performance and
Accomplishment Gauge (CIPAG).”

“Re: Deferment of the Continuous Improvement of Performance and Accomplishment Gauge (CIPAG) — The
Court Resolved, upon the recommendation of Assistant Court
Administrator Nimfa C. Vilches, Chair, OCA Performance Evaluation Review
Committee with recommending approval of Court Administrator Christopher
O. Lock, to DEFER the implementation of the Continuous Improvement of Performance and Accomplishment Gauge (CIPAG), and ALLOW the
continued use of the old performance evaluation system, until the new
performance evaluation for the entire judiciary is implemented.”

In consonance with the above Resolution, the following guidelines are hereby issued for all lower courts :

1. For those who have submitted their performance rating for the
   rating period January to June 2007 using the CIPAG Forms, they shall
   submit another performance rating using the old performance rating form.

2. All lower court employees are therefore hereby enjoined to
   submit their performance rating using the old performance rating form
   for :;i.e rating period January to June 2007 within fifteen (15) days
   from receipt of this Circular.

3. The Performance Evaluation Review Committee in the Lower Courts
   (PERC-LC), created pursuant to OCA-Circular No. 94-2001 dated December
   11, 2001 , shall continue to resolve protests of lower court employees
   regarding ratings obtained.

4. Appeals

(a) An employee who feels aggrieved or dissatisfied with his
final performance rating can file a protest with the Performance
Evaluation Review Committee in the Lower Courts (PERC-LC) within ten
(10) days from the date of receipt of the performance rating forms.

(b)The PERC-LC shall resolve the protest within fifteen days (15) days from receipt of the protest.

(c) In the event that the employee is dissatisfied with the
resolution of the PERC-LC on his performance rating, he may appeal the
PERC-LC resolution to the Office of the Court Administrator Performance
Evaluation Review Committee (OCA-PERC), indicating the reasons therefor,
copy furnished his supervisor, next higher supervisor and the PERC-LC
Chairperson.

(d) The appeal shall be made within fifteen (15) days from
receipt of the the PERC-LC Resolution, otherwise it shall be deemed as a
waiver of such right to appeal.

(e) The OCA-PERC shall resolve the appeal within thirty (30) days from the date it is submitted for resolution.

Strict compliance herewith is hereby enjoined.

September __20__, 2007.