DEPARTMENT OF EDUCATION

Region I
SCHOOLS DIVISION OFFICE I PANGASINAN
Municipality of Mangatarem II
TAKIPAN ELEMENTARY SCHOOL
Mangatarem, Pangasinan

OFFICE PERFORMANCE COMMITMENT AND REVIEW FORM (OPCRF)

June 2016 - March 2017

Name of
Employee: RHAMSEY A. FABROS Name of Rater:
Position: Principal - I
School: Takipan Elementary School Date of Review:

TO BE FILLED DURING PLANNING

Weight
MFOs KRAs OBJECTIVES TIMELINE per PERFORMANCE INDICATORS (Quality, Efficiency, Timeliness)
KRA

5- Prepared annual supervisory plan from June to March

4- Prepared annual supervisory plan from June to January
June -
Instructional Supervisory Plan 5 3- Prepared annual supervisory plan from June to January
March
2- Prepared annual supervisory plan from June to October
1- Did not prepare annual supervisory plan
5- Conducted 4 classroom observations per month
4- Conducted 3 classroom observations per month
Monthly Summary Report on Classroom June - 5 3- Conducted 2 classroom observations per month
Observation March
2- Conducted 1 classroom observation per month
1- Did not conduct classroom observation
5 -Provided 4 technical assistance per month
INSTRUCTIONAL
LEADERSHIP (30%) 4- Provided 3 technical assistance per month
Summary Report on Technical Assistance June - 4 3- Provided 2 technical assistance per month
Conducted March
2- Provided 1 technical assistance per month
1- Did not provide technical assistance
5- Consolidated and analyzed at least five subject area
Consolidation and Analysis per Subject Area June -
(Initial & Progress) of Least Learned Skills & 4
March
Progress Report
 Consolidation and Analysis per Subject Area 4- Consolidated and analyzed at least four subject area
June -
(Initial & Progress) of Least Learned Skills & 4 3- Consolidated and analyzed at least three subject area
March
Progress Report 2- Consolidated and analyzed at least two subject area
1- Consolidated and analyzed at least one subject area
Reading Program 4
Numeracy Program 4
Schedule of Remedial Classes 4
5- 0 case/issue
4- 1 case/issue
June -
Child Protection Policy 2 3- 2 cases/issues
March
2- 3 cases/issues
1- 4 or more cases/issues
5- Submitted on time
4- 1 day late
June -
School Form 4 2 3- 2 days late
March
2- 3 days late or more
1- no report
5- Submitted on time
4- 1 day late
June -
School Form 7 2 3- 2 days late
March
2- 3 days late or more
1- no report
5- Submitted on time
4- 1 day late
June -
ESIP 2 3- 2 days late
March
2- 3 days late or more
1- no report
5- Submitted on time
4- 1 day late
June -
AIP 2 3- 2 days late
March
2- 3 days late or more
1- no report
5- Submitted on time
4- 1 day late
June -
SRC 2 3- 2 days late
March
Learning Environment 2- 3 days late or more
20%
 June -
SRC 2
March
Learning Environment
20%
1- no report
5- Submitted on time
4- 1 day late
June -
APP 2 3- 2 days late
March
2- 3 days late or more
1- no report

5- Submitted on time, harmonized with the activities from Central Office 100% met the plans

Advocacy Activities (Planner)
NSBI
PSIPOP
DRR Mobilization Plans & Reports (Radar1,
Disaster Drills)
MOOE Liquidation Report
School Based Feeding Program Report
4- Submitted on time,100% met the plans but not harmonized with the activities from Central Office
June -
2 3- Submitted on time, harmonized with the activities from Central Office to Division Office but there
March
are unmet activities
2- Submitted on time, not harmonized with the activities from Central Office to Division Office there
are unmet activities
1- No planner
5- Submitted on time
4- 1 day late
June -
1 3- 2 days late
March
2- 3 days late or more
1- no report
5- Submitted on time
4- 1 day late
June -
1 3- 2 days late
March
2- 3 days late or more
1- no report
5- Submitted plans disaster reports with complete documentation
4- Submitted plans disaster reports with incomplete documentation
June - 2 3- Submitted disaster plans only
March
2- Submitted disaster reports with documentation only
1- No plans, no report
5- 12 months MOOE liquidation without discrepancy
4- 12 months MOOE liquidation with 1 discrepancy
June -
3 3- 12 months MOOE liquidation with 2 discrepancies
March
2- 12 months MOOE liquidation with discrepancies
1- 12 months MOOE liquidation with 4 or more discrepancies
5- Conducted 10 months SBFP with documentation
4- Conducted 8 months SBFP with documentation
June -
2
March
 June -
School Based Feeding Program Report 2 3- Conducted 6 months SBFP with documentation
March
2- Conducted 4 months SBFP with documentation
1- Conducted 2-0 months SBFP with documentation

5- Submitted canteen report on time from June to March with complete documentation

June - 4- 1 day late

Canteen Report 2
March 3- 2 days late
2- 3 days late
1- 4 days late or more
5- Zero severely and wasted pupils
4- Decreased to 5% of the total number of SW
June -
Nutritional Status Report 3 3- Decreased to 10% of the total number of SW
March
2- Decreased to 15% of the total number of SW
1- Decreased to 20% of the total number of SW
5- 100% of pupils dewormed
4- 90% of pupils dewormed
BASIC June -
Deworming Report 2 3- 80% of pupils dewormed
EDUCATION March
SERVICE 2- 70% of pupils dewormed
1- 60% of pupils dewormed
5- 0 issue elevated to central office
School Leadership 4- 1 issue elevated to central office
Management and June -
Issues & Concern on LIS/EBEIS 3 3- 2 issues elevated to central office
Operations 25% March
2- 3 issues elevated to central office
1- 4 or more issues elevated to central office
5- Received National Awards (1st to 3rd place)
4- Received Regional Awards (1st to 3rd place)
List of Winnings/Awards Received w/ June - 2 3- Received Division Awards (1st to 3rd place)
Documentation March
2- Received Municipal/Congressional Awards (1st to 3rd place)
1- Received District Awards (1st to 3rd place)
5- Maintained 100%
4- Increased 2%
June -
Participation Rate 2 3- Increased 1.5%
March
2- Increased 1%
1- Increased 0.5%
5- Zero dropped-out
4- decreased 2%
June -
Drop-Out Rate 2
March
 June -
Drop-Out Rate 2 3- decreased 1.5%
March
2- decreased 1%
1- decreased 0.5%
5- 100%
4- Increased 2%
June -
Completion Rate 2 3- Increased 1.5%
March
2- Increased 1%
1- Increased 0.5%
5- Maintained 100%
4- Increased 2%
June -
Cohort-Survival Rate 2 3- Increased 1.5%
March
2- Increased 1%
1- Increased 0.5%
5- 100% of teachers have TSNA results
4- 90% of teachers have TSNA results
June -
TSNA Results 2 3- 80% of teachers have TSNA results
March
2- 70% of teachers have TSNA results
1- 60% of teachers have TSNA results
5- 5 SLACS conducted with approved permit, narrative report and output
4- 1 indicator is not met
June -
SLAC w/ Documents 2 3- 2 indicators are not met
March
2- 3 indicators are not met
1- 4 indicators are not met
5- Teaching innovations are implemented in all learningi areas
4- Teaching innovations are implemented in 7 learningi areas
Teaching Innovations through June - 2 3- Teaching innovations are implemented in 6 learningi areas
Computerization Program March
2- Teaching innovations are implemented in 5 learningi areas
1- Teaching innovations are implemented in 4 learningi areas
Teachers w/
5- 20% of teachers
June - 4- 15% of teachers
2
Doctorate Degree March 3- 10% of teachers
2- 5% of teachers
1- none
5- 20% of teachers
4- 15% of teachers
June -
Master's Degree 2
March
 June -
Master's Degree 2 3- 10% of teachers
March
2- 5% of teachers
1- none
5- 20% of teachers
Human Resource 4- 15% of teachers
Management and June -
Development 20% Doctorate Academic Requirements 2 3- 10% of teachers
March
2- 5% of teachers
1- none
5- 20% of teachers
4- 15% of teachers
June -
Master's Academic Requirement 2 3- 10% of teachers
March
2- 5% of teachers
1- none
5- Conducted Regional Level Action Research
4- Conducted Division Level Action Research
June -
Approved Action Research 2 3- Conducted District Level Action Research
March
2- Conducted School Level Action Research
1- Conducted Classroom Level Action Research
5- Published approved 2 articles in national circulation
4- Published approved 2 articles in regional circulation
June -
Published Approved Articles 1 3- Published approved 2 articles in provincial circulation
March
2- Published approved 2 articles in division circulation
1- Published approved 2 articles in school circulation
5- 3 National trainings attended w/ minimum of 3 days per training
4- 3 Regional trainings attended w/ minimum of 3 days per training
June -
Trainings Attended 2 3- 3 Division trainings attended w/ minimum of 3 days per training
March
2- 2 Division trainings attended w/ minimum of 3 days per training
1- 1 Division training attended w/ minimum of 3 days per training
5- 2 Resource speakerships in National Level
4- 1 Resource speakership in National level
June -
Resource Speakership 1 3- 3 Resource speakership in Regional Level
March
2- 2 Resource speakership in Regional Level
1- 3 Resource speakership in Division Level

5- Databased donations, ASP Forms, Pictures, Narrative Report, Attendance sheet

Implementation of Adopt-A-School Program June - 4- 1 indicator is not present

1
w/ Documents March
 Implementation of Adopt-A-School Program June - 1
w/ Documents March 3- 2 indicators are not present
2- 3 indicators are not present
1- 4 indicators are not present

5- Communication letters, pictures, narrative report, advocacy materials, attendance sheet

Parents Involvement and Stakeholders Partnership and Mobilization
Community Partnership Plan Complete Reports w/ Documentation of June - 4- 1 indicator is not present
2
5% Meetings and Agreement (Gulayan sa March 3- 2 indicators are not present
Paaralan, Clean & Green, Brigada Eskwela) 2- 3 indicators are not present
1- 4 indicators are not present
5- Conducted 4 quarterly meetings with documentation
4- Conducted 3 quarterly meetings with documentation
Regular Meetings (PTA and Homeroom) w/ June - 2 3- Conducted 2 quarterly meetings with documentation
Documents March
2- Conducted 1 quarterly meetings with documentation
1- No meeting conducted
100% OVERALL RATING ASSESSMENT
ADJECTIVAL RATING
Adjectival Rating Scale
Outstanding 4.500 - 5.000 Ratee:
Very satisfactory 3.500 - 4.499
Satisfactory 2.500 - 3.499 RHAMSEY A. FABROS
Unsatisfactory 1.500 - 2.499 Principal I
Poor 1.000 - 1.499

Approved:

MARIA CELIA JUNIO-FERNANDEZ, Ed. D.

Schools Division Superintendent
 OFFICE PERFORMANCE COMMITMENT AND REVIEW FORM (OPCRF)
Name of Employee: RAQUEL T. RILLON Name of Rater: MARILU N. CARDENAS
Position: Principal I Position: Asst. Schools Division Superintendent
Bureau/Center/Service/Division: Pangasinan I Date of Review: APRIL, 2017
Rating Period: 2016-2017

TO BE FILLED DURING PLANNING

 Weight
MFOs KRAs OBJECTIVES TIMELINE per PERFORMANCE INDICATORS (Quality, Efficiency, Timeliness)
KRA
5- Conducted 18 observations per teacher per school year
4- Conducted 15-17 observations per teacher per school year
Performs instructional supervision to achieve 10 3- Conducted 12-14 observations per teacher per school year
learning outcomes
2- Conducted 9-11 observations per teacher per school year
1- Conducted 8 and below observations per teacher per school year
5- All teachers have utilized 10 innovative materials in teaching
4- All teachers have utilized 8 innovative materials in teaching
Accounts teachers’ innovative teaching 10 3- All teachers have utilized 6 innovative materials in teaching
materials (SIM, Modules, IP, AR)
2- All teachers have utilized 4 innovative materials in teaching
INSTRUCTIONAL 1- All teachers have utilized 2 innovative materials in teaching
LEADERSHIP (30) 5- 100% of teachers have complete, updated and accurate evidences pertaining
to pupils’ performance tasks
4- 90% of teachers have complete, updated and accurate evidences pertaining to
pupils’ performance tasks
3- 80% of teachers have complete, updated and accurate evidences pertaining
Monitors pupils’ quarterly performance tasks 10 to pupils’ performance tasks
2- 70% of teachers have complete, updated and accurate evidences pertaining to
pupils’ performance tasks
1- 60% of teachers have complete, updated and accurate evidences pertaining to
pupils’ performance tasks

Observed the presence of the following to ensure safety and conduciveness of

school – WATSAN, proper ventilation, enough number of armchairs, secured
perimeter fence, use of technology in teaching (TV, computer, DVD, etc.)
Provides safe and conducive to learning 5- met 5 indicators
5
school environment for learners
4- lacks 1 indicator
3- lacks 2 indicators
2- lacks 3 indicators
1- Lacks 4 or all indicators

Existence of Child Protection Committee, Formulation of School Child Protection

Policy, Orientation of Duties and Responsibilities of CPC, Awareness and Wide
Dissemination of CPC to learners, teachers and community
LEARNING
ENVIRONMENT (15) Institutionalize child protection mechanism 5
in school
 LEARNING
ENVIRONMENT (15) Institutionalize child protection mechanism 5 5- Presence of all indicators
in school
4- Lacks 1 indicator
3- lacks 2 indicators
2- lacks 3 indicators
1- Lacks all indicators
Maintenance of school buildings, maintenance of WATSAN, repair of faulty
electrical wirings, proper waste disposal system
5- observed all indicators
Sustain current physical facilities to enhance 4- lacks 1 indicator
5
learning environment
3- lacks 2 indicators
2- lacks 3 indicators
1- Lacks all indicators
5- Conducted at least 8 SLACs in a year
Provides technical assistance to teachers on 4- Conducted at least 6 SLACs in a year
matters pertaining to enhancement of 3- Conducted at least 4 SLACs in a year
10
classroom management, skills and
instructional competence 2- Conducted at least 2 SLACs in a year
1- Conducted 1 SLAC in a year
5- 100% of teachers are enrolled to post graduate studies
4- 80% of teachers are enrolled to post graduate studies
BASIC Enhance teachers’ development through 5 3- 50% of teachers are enrolled to post graduate studies
EDUCATION enrolment to post graduate studies
SERVICE 2- 25% of teachers are enrolled to post graduate studies
HUMAN RESOURCE 1- 10% of teachers are enrolled to post graduate studies
MANAGEMENT AND
DEVELOPMENT (25) 5- 100% of the NCBTS-TSNA of teachers were consolidated and provided with an
action plan fully documented
4- 84%-99% of the NCBTS-TSNA of teachers were consolidated and provided with
an action plan fully documented
Create a school-based professional learning 3- 68%-83% of the NCBTS-TSNA of teachers were consolidated and provided with
10
community. an action plan fully documented
2- 52%-67 of the NCBTS-TSNA of teachers were consolidated and provided with
an action plan fully documented

1- 51%-below of the NCBTS-TSNA of teachers were consolidated and provided

with an action plan fully documented
5- initiate/collaborate with stakeholders to put up a tangible project fully
documented.

Establish school and community partnership 5

for improved school performance

Establish school and community partnership
for improved school performance
PARENTS’ INVOLVEMENT
AND COMMUNITY Encourage more stakeholders to participate
PARTNERSHIP (15)
for further school development
Meet parents regularly to confer/inform
about school accomplishment and students
progress.
Exercise timeliness, accuracy, honesty and
transparency in every financial undertakings
SCHOOL LEADERSHIP,
MANAGEMENT AND
OPERATIONS (15) Organize systematic data management
Solves problems at the lowest level
4- has stakeholders partnership/mobilization plan complete with reports.
3- has mobilization plan and occasionally meets stakeholders in meetings and
5
activities but some elements are not enough resources raised
2- has mobilization plan and occasionally meets stakeholders but not resulting to
resources generated and evidences are missing
1- has no mobilization plan and seldom meets with stakeholders but not resulting
to resources generated and evidences missing.
5- 80% and above are active participants
4- 70% of stakeholders are active participants
5 3- 60% of stakeholders are active participants
2- 50% of stakeholders are active participants
1- 40% of stakeholders are active participants
5- at least 4 meetings conducted and attended by parents within the school year
with documentation.
4- at least 3 meetings conducted and attended by parents within the school year
with documentation.
5 3- at least 2 meetings conducted and attended by parents within the school year
with documentation.
2- a meeting conducted and attended by parents within the school year with
documentation.
1- conducted meetings attended by parentsbut not documented
Exhibits timeliness, accuracy, honesty and transparency in every financial
undertakings
5- all indicators were observed
4- lacks 1 indicator
5
3- lacks 2 indicators
2- lacks 3 indicators
1- lacks All indicators
5- Keeps complete, accurate and updated data
4- Keeps complete and accurate data
5 3- Keeps complete data
2- Keeps complete but inaccurate data
1- Keeps incomplete and inaccurate data
5- no complaints filed
5

Solves problems at the lowest level
Attain five of the following:
1. Serve as resource speaker at least in the
District level.
2. Serve as chairman in any working technical
committees.
4- all complaints filed were solved
5 3- 75% of complaints were solved
2- 50% of complaints were solved
1- no complaints were solved
5- Attained 5 indicators with documents
4- Attained 4 indicators with documents
3- Attained 3 indicators with documents

3. Conducts one income generating project 2- Attained 2 indicators with documents

PLUS FACTOR (5) properly implemented with documentation.

4. Conducts an action research/innovation. 1- Attained 1 indicator with documents

5.Organize/maintain one socio-cultural

group.
6. Publish article in national circulation.
7. Acquire title of school site.
Total (Excluding Plus Factor) 100% OVERALL RATING ASSESSMENT
Plus Factor 5% ADJECTIVAL RATING

Adjectival Rating Scale

Outstanding 4.500 - 5.000 Ratee:
Very satisfactory 3.500 - 4.499
Satisfactory 2.500 - 3.499 RAQUEL T. RILLON
Unsatisfactory 1.500 - 2.499 Principal I
Poor 1.000 - 1.499

Approved:

MARIA CELIA JUNIO-FERNANDEZ

Schools Division Superintendent
RF)

Name of Rater: MARILU N. CARDENAS

Position: Asst. Schools Division Superintendent
Date of Review: March 22, 2017

TO BE FILLED DURING EVALUATION

ACTUAL RESULTS

Q E T AVE. RATING SCORE

5 5 5 5.0 0.05 0.25

5 5 5 5.0 0.05 0.25

5 5 5 5.0 0.04 0.20

5 5 5 5.0 0.04 0.2

5 5 5 5.0 0.04 0.2

5 5 5 5.0 0.04 0.20

5 5 5 5.00 0.04 0.20
5 5 5 5.00 0.04 0.20

5 5 5 5.00 0.02 0.10

5 5 5 5.00 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.01 0.05

5 5 5 5.0 0.01 0.05

5 5 5 5.0 0.02 0.10

4.5 4.5 4.5 4.5 0.03 0.14

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.03 0.15

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.03 0.15

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

5 5 5 5.0 0.02 0.10

1 1 1 1.0 0.02 0.02

5 5 5 5.0 0.02 0.1

 5 5 5 5.0 0.02 0.1

1 1 1 1.0 0.02 0.02

5 5 5 5.0 0.02 0.1

1 1 1 1.0 0.02 0.02

0 0 0 0.0 0.01 0

4 4 4 4.0 0.02 0.08

0.33 0.33 0.33 0.3 0.01 0.0033

5 5 5 5.0 0.01 0.05

 5 5 5 5.0 0.01 0.05

5 5 5 5.0 0.02 0.1

5 5 5 5.0 0.02 0.1

4.58
OUTSTANDING

Rater:

MARILU N. CARDENAS
Assistant Schools Division Superintendent
M (OPCRF)

TO BE FILLED DURING EVALUATION

 ACTUAL RESULTS
Q E T AVE. RATING SCORE

5 5 5 5.0 0.10 0.5

5 5 5 5.0 0.10 0.50

5 4 5 4.7 0.10 0.47

4 4 4 4.0 0.05 0.2

5 5 5 5.00 0.05 0.25

5 5 5 5.00 0.05 0.25

4 4 5 4.33 0.05 0.22

3 3 3 3.0 0.1 0.3

5 5 5 5.00 0.05 0.25

5 4 5 4.67 0.1 0.47

4 4 4 4 0.05 0.2

5 5 5 5 0.05 0.25

5 5 5 5 0.05 0.25

4 4 4 4 0.05 0.2

5 5 5 5 0.05 0.25
 5 5 5 5 0.05 0.25

#REF!
OUTSTANDING

Rater:

MARILOU N. CARDENAS
Assistant Schools Division Superintendent
 PART II: COMPETENCIES

CORE BEHAVIORAL COMPETENCIES

Self-Management
o    Sets personal goals and direction, needs and development
o    Undertakes personal actions and behaviors that are clear and purposive and takes into account personal goals and values congruent to that of the organization.
o    Displays emotional maturity and enthusiasm for and is challenged by higher goals.
o    Sets high quality, challenging, realistic goals for self and others.

Professionalism and Ethics

o    Demonstrates the values and behavior enshrined in the Norms of Conduct and Ethical Standards for public officials and employees (RA 6713).
o    Practices ethical and professional behavior and conduct taking into account the impact of his/her actions and decisions.
o    Maintains a professional image: being trustworthy, regularity of attendance and punctuality, good grooming and communication.
o    Makes personal sacrifices to meet the organization’s needs.
o    Acts with a sense of urgency and responsibility to meet the organization’s needs, improve systems and help others improve their effectiveness.

Result Focus
o    Achieves results with optimal use of time and resources most of the time.
o    Avoids rework, mistakes and wastage through effective work methods by placing organizational needs before personal needs.
o    Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and consistently. Able to produce very satisfactory quality of work in terms of usefulness/acceptability
and completeness with no supervision required.
o    Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or more precise ways of meeting goals set.
o Makes specific changes in the system or in own work methods to improve performance. Examples may include doing something better, faster, at a lower cost, more efficiently; or improving quality, customer satisfaction,
morale, without setting any specific goal.
Teamwork
o Willingly does his/her share of responsibility.
o Promotes collaboration and removes barriers to teamwork and goal accomplishment across the organization.
o Applies negotiation principles in arriving at win-win agreements.
o Drives consensus and team ownership of decisions.
o Works constructively and collaboratively with others and across organizations to accomplish organizational goals and objectives.

Service Orientation
o Can explain and articulate organizational directions, issues and problems.
o Takes personal responsibility for dealing with and/or correcting customer service issues and concerns.
 o Initiates activities that promotes advocacy for men and women empowerment.
o Participates in updating of office vision, mission, mandates and strategies based on DepEd strategies and directions.
o Develops and adopts service improvement programs through simplified procedures that will further enhance service delivery.
Innovation
o Examines the root cause of problems and suggests effective solutions. Fosters new ideas, processes, and suggests better ways to do things (cost and/or operational efficiency).
o Demonstrates an ability to think "beyond the box". Continously focuses on improving personal productivity to create higher value and results.
o Promotes a creative climate and inspires co-workers to develop original ideas or solutions.
o Translates creative thinking into tangible changes and solutions that improve the work unit and organization.
o Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to succeed with minimal resources.

CORE SKILLS

Oral Communication
o Follows instructions accurately.
o Expresses self clearly, fluently and articulately.
o Uses appropriate medium for the message.
o Adjust communication style to others.
o Guides discussions between and among peers to meet an objective.

Written Communication
o Knows the different written business communication formats used in the DepEd.
o Writes routine correspondence/communications, narrative and descriptive report based on readily available information data with minimal spelling and grammatical error/s (e.g. memos, minutes, etc).
o Secures information from required references (i.e., Directories, schedules, notices, instructions) for specific purposes.
o Self-edits words, numbers, phonetic notation and content, if necessary.
o Demonstrates clarity, fluency, impact, conciseness and effectiveness in his/her written communications.

Computer/ICT Skills
o Prepares basic compositions (e.g., letters, reports, spreadsheets and graphics presentation using Word Processing and Excel.
o Identifies different computer parts, turns the computer on/off, and work on a given task with acceptable speed and accuracy and connects computer peripherals (e.g. printers, modems, multimedia projectors, etc).
o Prepares simple presentation using powerpoint.
o Utilizes technology to: access informationto enhance professional productivity, assist in conducting research and communicative through local and global professional network.
o Recommends appropriate and updated technology to enhance productivity and professional practice.
OVERALL COMPETENCY RATINGS

CORE BEHAVIORAL COMPETENCIES

CORE SKILLS

OVERALL RATING

PART III: SUMMARY OF RATINGS FOR DISCUSSION

Final Performance Results Rating Adjectival Rating

Accomplishments KRAs and Objectives 4.58 OUTSTANDING

Rate-Ratee Agreement

The signatures below confirm that the employee and his/her superior have agreed of this appraisal form and the performance rating.

Name of Employee: RHAMSEY A. FABROS Name of Superior: MARILU N. CARDENAS

Signature: Signature:
Date: Date:
 PART IV: DEVELOPMENT PLANS

Strengths Development Needs Action Plan Timeline Resources Needed

(Recommended Development Intervention)

Self-Management Teamwork Self- managed Learning Daily P 5,000.00

Professionalism and Ethics Innovation Benchmarking Daily P 5,000.00
Result Focus Job Enrichments/ Redesign Daily P 5,000.00
Team/Capacity Building Monthly P 5,000.00
Seminar or Workshops Monthly P 10,000.00
Developmental/ Lateral Career Moves Monthly P 5,000.00
Coaching/ Counseling Monthly P 10,000.00

MARILU N. CARDENAS RHAMSEY A. FABROS MARIA CELIA JUNIO- FERNANDEZ,Ed.D.

Assistant Schools Division Superintendent Principal I Schools Division Superintendent
Rater Ratee Approving Authority
 NUMERICAL RATING ADJECTIVAL RATING
5 Outstanding
4 Very Satisfactory
3 Satisfactory
2 Unsatisfactory
1 Poor
DESCRIPITION OF MEANING OF RATING
Performance represents an extraordinary level of achievement and commitment in terms of quality and time, technical skills 
and knowledge, ingenuity, creativity and initiative. Employees at this performance level should have demonstrated exceptional 
job mastery in all major areas of responsibility. Employee achievement and contributions to the organization are of marked 
excellence.
Performance exceeded expectations. All goals, objectives and targets were achieved above the established standards.
Performance met expectations in terms of quality of work, efficiency and timeliness. The most critical annual goals were met.
Performance failed to meet expectations, and/or one or more of the most critical goals were not met.
Performance was consistently below expectations, and/or reasonable progress toward critical goals was not made. 
Significant improvement is needed in one or more important areas.

RANGE ADJECTIVAL RATING SCALE DEFINITION

4.500-5.000 Outstanding 5 Role model
3.500-4.499 Very Satisfactory 4 Consistently demonstrates
2.500-3.499 Satisfactory 3 Most of the demonstrates
1.500-2.499 Unsatisfactory 2 Sometimes demonstrates
below 1.499 Poor 1 Rarely demonstrates
The overall rating / assessment for the accomplishments shall fall within the ratings of co-employee shall be monitored for developmental purposes. In evaluating
following adjectival ratings and shall be in three ( 3 ) decimal points. the individual’s demonstration of competencies, this rating scale shall apply.

Grievances and Appeals

1. A Grievance Committee shall be created in each level of the organization to act as appeals board and final arbiter of all issues relating to the implementation of RPMS.

2. The office performance assessment as discussed in the performance review and evaluation phase shall be final and not appealable. Any issue/appeal on the initial performance assessment of an office shall be decided during the performance review conference.

3. Individual employees who feel aggrieved or dissatisfied with their final performance ratings can file an appeal with the Grievance Committee at their level ten (10) working days from date of receipt of notice ot their final performance evaluation rating from the rater. 

     The rate, however, shall not be allowed to protest the performance comparison in appealing the individual performance.

4. The Grievance Committee shall decide on the appeals within one (1) month from receipt. Appeals lodged at any Grievance Committee shall follow the hierarchical jurisdiction of carious Grievance Committee within the agency. For example, the decision of the 

      Division Grievance Committee is appealable to the Regional Grievance Committee, which decision is in turn appealable to the Central Office Grievance Committee.

5.        The decision of the Central Office Grievance Committee is final.
ving quality, customer satisfaction,
r operational efficiency).

os, minutes, etc).

multimedia projectors, etc).

bal professional network.

 Resources Needed

P 5,000.00
P 5,000.00
P 5,000.00
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P 10,000.00
P 5,000.00
P 10,000.00

ANDEZ,Ed.D.
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 f quality and time, technical skills 
hould have demonstrated exceptional 
o the organization are of marked 

 the established standards.
most critical annual goals were met.

cal goals was not made. 

ating from the rater.