Results - based

Performance
Management
System (RPMS) for
DepEd
Lead, Engage, Align & Do! (LEAD)
Group Activity
• 1. How do you assess / evaluate
the performance of teachers?
• 2. What is performance
management?
• 3. What is your purpose in
managing the performance of
teachers?
RPMS Key Deliverables
1. Conceptualization / Design
• Briefing of Technical Working Group on Proposed Methodology
• Benchmarking
• Workshop on Identifying Competencies on breaking down strategic
priorities into KRAs and Objectives
• Validation Workshops
• Final Draft presented to Technical Working Group
• Documentation (Facilitator’s Guide, Manager’s Manual, Employee’s
Manual, Forms)
2. Crafting of Position Profiles / Validation / Change Management
/ Communication Workshop
3. Approval of Civil Service Commission
4. Pilot Test
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:
• Students learn in a child-friendly, gender-sensitive, safe and
motivating environment.
• Teachers facilitate learning and constantly nurture every learner.
• Administrators and staff, as stewards of the institution, ensure an
enabling and supportive environment for effective learning to
happen.
• Family, community and other stakeholders are actively engaged
and share responsibility for developing life-long learners.
DepEd Core Values

• Maka-Diyos

• Makatao

• Makabayan

• Makakalikasan
The DepEd’s Strategic Planning Process is aligned with the Results
framework of DBM-OPIF.
 DepEd’s Framework Based on DBM’s OPIF
Inclusive Growth and Poverty Reduction
Societal Goal

Sectoral Outcomes Equitable Access to Adequate Quality Societal Services and Assets

Sub-Sector Knowledge, skills, attitude and values of Filipinos to lead

Outcomes
productive lives enhanced

Organizational Filipino Artistic & Cultural

Outcomes
Improved Access to
Quality Basic Education Traditions Preserved &
Promoted
Major Final
Output (MFOs)

1 2 3 4 5
Regulatory and
Basic Education Developmental Informal Education Book Industry
Education Governance Services for Services Devt. Services
Services Private Schools -Children
Television Devt.
Services
 Mandate from DEPED
The PMS Concept: Development
Impact

Improved Functional
Strengthen Culture K to 12 Literate
Access to
of Performance and School Based Filipino
Accountability in Quality With 21st
Management Basic
DepEd century
ACCESs Education skills

• FOCUS: Performance Measures at the Organizational,

Divisional or Functional and Individual Levels

• EMPHASIS: Establish strategic alignment of

Organizational, Functional and Individual Goals

10
 VISION, MISSION,
WHAT VALUES (VMV)
HOW
Strategic Values
Priorities

Department/ CENTRAL

Functional
Area Goals REGIONAL Competencies

DIVISION
KRAs and
Objectives
SCHOOLS

DEPED RPMS FRAMEWORK

The framework aligns efforts to enable DepEd to actualize its strategic

goals and vision.
The DepEd RPMS is aligned with the
SPMS of CSC which has 4 Phases:

1. Performance 2. Performance
Planning and Monitoring and
Commitment Coaching

4. Performance
3. Performance
Rewarding and
Review and
Development
Evaluation
Planning
What is Performance Management?

An organization-wide process to ensure

that employees focus work efforts
towards achieving DepEd’s Vision, Mission
and Values (VMV).

A systematic approach for continuous and

consistent work improvement and
individual growth.
Objectives of the Performance
Management System
• Align individual roles and targets with DepEd’s direction.

• Track accomplishments against Objectives to determine

appropriate corrective actions, if needed.

• Provide feedback on employees’ work progress and

accomplishments based on clearly defined goals and objectives.

• A tool for people development.

RPMS Linkages to Other HR Systems
Agency Planning and and
Directions
Career
Succession HR Planning
and
Recruitment
Training and
Manpower RPMS
Development Job Design and
Work
Relationships

Rewards and
Recognition Compensation
Employee and Benefits
Relations
 Overall Design
of DepEd RPMS

Lead, Engage, Align & Do! (LEAD)

General Features
1. Anchored on the Vision, Mission and Values (VMV) of DepEd.

2. CSC mandates 100% results orientation to make it uniform with

other government agencies. Competencies are used for
development purposes.

3. Coverage : All regular managers and employees of DepEd;

teaching and non-teaching staff.

4. Basis for rewards and development.

5. Covers performance for the whole year.

RPMS Cycle
Non Teaching Positions

Performance Mid-Year Review Year-End Results

Planning

Q4
Q1 June
January December
Teaching Positions

Performance Mid-Year Review Year-End Results

Planning
Q4
Q1 October April
May
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) for head of offices.

2. Individual Performance Commitment and Review

Form (IPCRF)
• Managers
• Staff and Teaching - related Employees
• Teaching
Components of Performance
Management

What = How =

Results
(Results & Objectives
+ Competencies
(Skills, Knowledge &
of a position) Behaviors used to
accomplish results)