Professional Documents
Culture Documents
Results Based Performance Management System (RPMS) For Deped
Results Based Performance Management System (RPMS) For Deped
Performance
Management
System (RPMS)
for DepEd
Lead, Engage, Align & Do! (LEAD)
DepEds Framework
Based on DBMs OPIF
Inclusive Growth and Poverty
Reduction
Alignment of Dr.
Moratos framework
with Results
framework of DBMOPIF.
VISION/MISSION
CENTRAL
REGIONAL
DIVISION
DISTRICT
SCHOOLS
DepED Vision
We dream of Filipinos
who passionately love their country
and whose competencies and values
enable them to realize their full potential
and contribute meaningfully to building the
nation.
DepED Mission
K to 12
School Based
Management
ACCESs
Improved
Access to
Quality
Basic
Education
Functional
Literate
Filipino
With 21st
century
skills
A Call to Engage
People want to be stretched, motivated, stimulated.
They want to know that they add value and their work
is valued by the organization.
Employee Involvement
Employees want a say in what they do and how they
do it.
What
is
Performance
Management?
Performance Management
An organization wide process
for ensuring employees are
focusing their work efforts
towards achieving the
organizations mission and
vision
Training and
Manpower
Development
Rewards and
Recognition
HR Planning
and
Recruitment
RPMS
Employee
Relations
Job Design
and Work
Relationships
Compensation
and Benefits
Paradigm Shift
Awareness thru
Communication and Skills
Building and Training
High Employee
Engagement
Strong Leadership and
Management Support
Overall Design
of DepEd
RPMS
General Features
Anchored on the Vision/Mission of DepEd.
CSC mandates 100% results orientation to make
it uniform with other government agencies.
Competencies should be used for development
purposes.
Coverage : All regular managers and employees of
DepEd; teaching and non-teaching staff
Basis for rewards and development
Covers performance for the whole year
1. Performance
Planning and
Commitment
2. Performance
Monitoring and
Coaching
4. Performance
Rewarding and
Planning
3. Performance
Review and
Evaluation
PMS Cycle
Non Teaching Positions
Performance
Planning
Q1
Year-end Results
Mid-Year Review
Q2
Q3
Q4
December
January
Teaching Positions
Q1
June
Q2
Q3
Q4
March
RPMS Timelines
2014
Tasks/ Activities
2013
2014
2015
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May
DBM
Non-teaching
Teaching
PBB
2013 PBB
2014 PBB
*RPMS is aligned with the Rationalization Plan,
Strategic Planning and PBB.
*Roll-out/implementation at school level will
immediately start in April 2014.
Form
The mechanism to capture the KRAs, Objectives,
Performance Indicators and Competencies is the
Individual Performance Commitment and
Review Form (IPCRF).
It is a change in mindset!
Components of
Performance Management
What =
Results
(Results & Objectives
of a position)
23
How =
Competencies
(Skills, Knowledge &
Behaviors used to
accomplish results)
24
Competencies
Core Behavioral
Competencies
Self Management
Professionalism and ethics
Results focus
Teamwork
Service Orientation
Leadership
Competencies
Leading People
People Performance
Management
People Development
Core Skills
Oral Communication
Written Communication
Computer/ICT Skills
1. Performance
Planning and
Commitment
4. Performance
Rewarding and
Planning
2. Performance
Monitoring and
Coaching
3. Performance
Review and
Evaluation
PHASE 1
27
Identifying KRAs
delivering?
29
32
Performance Planning
& Commitment
2 Reaching Agreement
Once I completed the form:
Objectives + Competencies
Exercise
If the rater and ratee agree on
the KRAs, Objectives and
Performance Indicators, they
should sign the
Individual Performance
Commitment and Review
Form (IPCRF).
PHASE 2
Performance Monitoring and Coaching
Performance Tracking
Giving Feedback
Coaching
36
Performance Monitoring
Why is it important?
It is a key input to performance measures.
No monitoring, no objective measurement.
Tracking Competencies
Feedback from others
Example: Team members,
coworkers and your leader.
Self-reporting
That is : you should monitor
and track your own
performance.
40
STAR Approach
Situation
Action
Task
Result/s
41
Writing S/TARs
Situation/ Task
Action
Result
Coaching/Feedback
PHASE 3
Performance Review and
Evaluation
Reviewing Performance
Discuss Strengths and
Improvement needs
46
Reviewing Phase
A successful review session should be:
A positive experience
Of no surprise
Of a two-way discussion
Well prepared (both sides)
47
49
Rating Performance
Fill up the Performance Evaluation
worksheet
Reflect actual results / accomplishments
Rate each objective using the rating scale
Compute final rating
Definition of Performance
Rating Scale (Per CSC Memorandum Circular No.
Scale
Adjectival
Outstanding
Very Satisfactory
Description
Performance represents and 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.
Satisfactory
Unsatisfactory
Poor
Very Satisfactory
(115%-129%)
Satisfactory
(100%-114%)
Unsatisfactory
(51%-99%)
Poor
(50% or below)
*DepEds Competencies
Scale
Scale
Definition
Role model
Consistently demonstrates
Sometimes demonstrates
Rarely demonstrates
One-Day-At-A-Time
Management
PHASE 4
Performance Rewards
and Development
Planning
Development Plan
Rewards
57
Link to PBB
Main focus of PPB is PERFORMANCE AND
QUALITY OF WORK.
There shouldnt be a competitiveness between
individuals and offices. Rather, there should
be a spirit to perform better.
RPMS will be one of the basis for the PBB
grant.
3 stages of PBB
Ability of the entire organization to
comply
Measuring each unit on deliverables
Individual performance (link of RPMS)
Development Planning
Employee development is a continuous learning process
that enables an individual to achieve his personal
objectives within the context of the business goals.
Steps in Development
Planning
Identify development needs
Set goals for meeting these needs
Prepare actions plans for meeting the
development needs
action learning activities
resources / support
measures of success
Implement plans
Evaluate
Benchmarking
Seminars/workshops
Formal education/classes
Assignment to task forces/committees/ special projects
Job enhancements / redesign
Functional cross-posting
Geographical cross-posting
Coaching/counseling
Developmental/lateral career moves
Self-managed learning
Development Principles
Behind every
successful person,
there is one
elementary truth.
Somewhere,
someway,
someone cared about
their growth and
development.
- Donald Miller, UK Mentoring
Programme
Support Mechanisms
Manuals
Facilitators Guide
Managers Manual
Employees Manual
Tools
Office Performance Commitment Review Form
Individual Performance Commitment Review Form
Position Competency Profile