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DepEd Vision
We dream of Filipinos
who passionately love their country
and whose values and competencies
enable them to realize their full potential
and contribute meaningfully to building the
nation.
As a learner - centered public institution,
the Department of Education
continuously improves itself
to better serve its stakeholders.
DepEd Mission
To protect and promote the right of every Filipino to
quality,equitable, culture-based, and complete basic
education where:
What is Performance
Management?
An organization-wide process
to ensure that employees
focus work efforts towards
achieving DepEds Vision,
Mission and Values (VMV).
K to 12
School Based
Management
ACCESs
Improved
Access to
Quality
Basic
Education
Functional
Literate
Filipino
With 21st
century
skills
Societal Goal
Sectoral Outcomes
Sub-Sector
Outcomes
Organizational
Outcomes
Major Final
Output (MFOs)
Basic
Education
Services
Education
Governanc
e
3
Regulatory
and
Developmen
tal Services
for Private
Schools
5
Book
Industry
Devt.
Services
WHAT
Strategic
Priorities
VISION,
MISSION,
VALUES
(VMV)
Department
/ Functional
Area Goals
KRAs and
Objectives
HOW
Values
Competencie
s
CENTRAL
REGIONAL
DIVISION
SCHOOLS
4. Performance
Rewarding
and
Development
Planning
2. Performance
Monitoring
and Coaching
3. Performance
Review and
Evaluation
Objectives of the
Performance
Management System
Training and
Manpower
Developmen
t
Rewards and
Recognition
and Directions
HR Planning
and
Recruitment
RPMS
Employee
Relations
Job Design
and Work
Relationship
s
Compensati
on and
Benefits
General Features of
RPMS
1.
2.
3.
4.
5.
RPMS Cycle
Performance
Planning
Q1
January
Mid-Year Review
July
Year-End Results
Q4
December
Teaching Positions
Performance
Planning
Q1
June
Mid-Year Review
November
Year-End Results
Q4
March
Forms
The mechanism to capture the KRAs,
Objectives, Performance Indicators and
Competencies is the Performance
Commitment and Review Form (PCRF).
It is a change in mindset!
DepEd Forms
1. Office Performance Commitment and
Review Form (OPCRF)
2. Individual Performance Commitment and
Review Form (IPCRF)
Managers
Staff and Teaching - related Employees
Teaching
Components of
Performance
Management
What
=
Results
(Results
& Objectives
of a position)
How =
Competenci
es
(Skills, Knowledge
&
Behaviors used to
accomplish results)
ADJECTIVAL
RATING
Outstanding
Very Satisfactory
Satisfactory
Unsatisfactory
Poor
ADJECTIVAL RATING
4.500 5.000
Outstanding
3.500 4.499
Very Satisfactory
2.500 3.499
Satisfactory
1.500 2.499
Unsatisfactory
below 1.499
Poor
Phase 1: Performance
Planning and
Commitment
Performance Indicators
They are EXACT QUANTIFICATION OF OBJECTIVES.
It is an assessment tool that gauges whether a
performance is good or bad.
`
Managers Competencies
Leadership
Competencies
Core
Behavioral
Competencies
Self
Management
Professionalis
m and ethics
Results focus
Teamwork
Service
Orientation
Innovation
Leading
People
People
Performance
Management
People
Development
Core
Behavioral
Competencies
Self
Management
Professionalis
m and ethics
Results focus
Teamwork
Service
Orientation
Innovation
Oral
Communicati
on
Written
Communicati
on
Computer/IC
T Skills
Teaching Competencies
Teaching
Competencies
Core
Behavioral
Competencies
Self
Management
Professionalis
m and ethics
Results focus
Teamwork
Service
Orientation
Innovation
Note: CB PAST
was used as
basis for the new
PCPs for teaching
positions.
Achievement
Managing
Diversity
Accountability
4. Reaching Agreement
Once the form is completed :
KRAs + Objectives + Performance Indicators +
Competencies
`
Provision of
Quality Basic
Education
Services
KRAs
Curriculum
& Learning
Managemen
t
OBJECTIVES
To craft 3 localized
and indigenized
curricula and
instructions by15
December 2015.
MFOs
PERFORMANC
Weight E INDICATORS
TIMELINE
per
(Quality,
KRA
Efficiency,
Timeliness)
July
10%
Q = 3 curricula
December
and
2015
instructions
E = 3 drafts of
each proposed
curriculum and
instruction
T = 1st draft /
31 Aug 2015;
2nd draft / 30
Oct 2015; 3rd
and final draft /
15 Dec 2015
Phase 2: Performance
Monitoring and
Coaching
1. Monitoring
2. Coaching / Feedback
Phase 2: Heart of the RPMS
Coach
Application
Opportunities
Coach for
Build
Maximum
Awarene
Performance
ss
Coach to
Move to Skills,
Strengthen
Action
Competencies
and
Behaviors
1. Monitoring
2. Coaching / Feedback
Phase 2: Heart of the RPMS
PERFORMANCE MONITORING
Why is it important?
Facilitates feedback
Provides evidence
STAR APPROACH
Situatio
n
Action
*developed by Development Dimensions
International (DDI)
Task
Result/s
Coach
Application
Opportunities
Coach for
Build
Maximum
Awarene
Performance
ss
Coach to
Move to Skills,
Strengthen
Action
Competencies
and
Behaviors
Phase 3: Performance
Review and Evaluation
1. Reviewing
Performance
RATING PERFORMANCE
Phase 4: Performance
Rewarding and
Development Planning
1. Rewards
Link to PBIS (EO 80 s. 2012)
Step Increment
2. Development Planning
Benchmarking
Seminars/workshops
Formal education/classes
Functional cross-posting
Geographical cross-posting
Coaching/counseling
Reports
Surveys
Informal Interview
Evaluations
Complaint Logs
Manager Observation
Audit Results
Certificates of Completion
Quality Specifications
Journals
Time Logs
WORKSHOP: IPCRF