Professional Documents
Culture Documents
Position and Competency Profile
Position and Competency Profile
Department of Education
Parenthetical Title :
Office Unit : Effectivity Date :
Reports to : Page/s :
Position Supervised : Classroom Teachers, School Personnel
JOB SUMMARY
Sets the mission, vision, goals and objectives of the School, creates an environment that is conducive to teaching-learning process, monitors
and assesses the school curriculum and accountable for higher learning outcomes
Coordinates with the subject area division supervisors in preparing teacher training and implements school policies and regulations.
QUALIFICATION STANDARDS
A. CSC Prescribed Qualifications
Bachelor's degree in Elementary/Secondary Education or Bacahelor's Degree with 18 professional education
Education
units with appropriate field of specialization
Head Teacher for 1 year or Teacher-In-Charge for 2 years or Master teacher for 2 years or Teacher for 5
Experience
years
Eligibility RA 1080
Trainings 40 hours relevant training
B. Preferred Qualifications
Education MA Graduate with at least 18 units Leadership and Management Subject
Experience At least 5 years of teaching experience (inclusive of 2 years as Teacher-In-Charge or Officer-In-Charge
Eligibility LET, PBET, NQESH
Trainings NEAP, Leadership; Management/SBM Trainings
Performance Rating VS 2 rating periods
Office Performance Commitment and Review Form
Name of Employee: Name of Rater:
Position: Position:
Review Period: Date of Review:
Bureau/Center/Service/Division: Department of Education - Negros Oriental
RATING
Averag
Q E T e
Instructional Accounted for 5 - NAT performance and GSA is 130% and above
Leadrship learning outcomes of
schools and centers
viz-a-viz goals and
4 - NAT performance and GSA is 115%-129%
targets
Undertakes personal actions and behaviors that are clear and Teamwork
2 3
purposive and takes into account personal goals and values congruent 3 1
Willingly does his/her share of responsibilty. 3
to that of the organization.
2 Promotes collaboration and removes barriers to teamwork and goal
accomplishment across the organization 4 3.6
3 Displays emotional maturity and enthusiasm for and is challenged by 3
higher goals
Prioritize work tasks and schedules (through gantt charts, checklists, 3
4 2
Applies negotiation principles in arriving at win-win agreements.
3
etc.) to achieve goals.
5 Sets high quality, challenging, realistic goals for self and others 4 4 Drives consensus and team ownership of decisions. 4
5
Works constructively and collaboratively with others and across organizations
Professionalism and Ethics 4
to accomplish organizational goals and objectives.
Demonstrates the values and behavior enshrined in the Norms of Service Orientation
Conduct and Ethical Standards for public officials and employee (RA 1
1 6713). 3 Can explain and articulate organizational directions, issues and problems. 4
2
Practices ethical and professional behavior and conduct taking into Takes personal responsibilty for dealing with and/or correcting costumer
2 3.2 3
account the impact of his/her actions and decisions. 3 service issues and concerns 3
Maintains professional image: being trustworthy, regularity of 3 Initiates activities that promotes advocacy for men and women
3 3
attendance and punctuality, good grooming and communication. 3 empowerment.
4
Participates in updating of office vision, mission, mandates & strategies
4 Makes personal sacrifices to meet the organization's needs.
4 based on DepEd strategies and directions. 3
Acts with a sense pf urgency and responsibility to meet the 5
Develops and adopts service improvement programs through simplified
5 organization's needs, improves systems and help others improve their
procedures that will further enhance service delivery. 2
effectiveness. 3
Result Focus Innovation
1 Examines the root cause of problems and suggests effective solutions.
Achieves results with optimal use of time and resources most of the
1 Fosters new ideas, processes, and suggests bettter ways to do things (cost
time. 3
3 and/or operational efficiency).
2
Avoids rework, mistakes and wastage through effective work methods Demonstrates an ability to think "beyond the box". Continuously focuses on
2
by placing organizational needs before personal needs. 3 improving personal productivity to create higher value and results. 3
Delivers error-free outputs most of the time by conforming to 3
standard operating procedures correctly and consistently. Able to
Promotes a creative climate and inspires co-workers to develop original ideas
3 produce very satisfactoy quality of work in terms of 3.2 2.8
or solutions.
usefulness/acceptability and completeness with no supervision
required. 3 4
Expresses a desire to do better and may express frustration at waste 4
Translates creative thinking into tangible changes and solutions that improve the work unit and
4 or inefficiency. May focus on new or more precise ways of meeting organization.
goals set. 4 2
5 Uses ingenious methods to accomplish responsibilties. Demonstrates resourcefulness and the
5 Makes specific changes in the system or in own work methods to 3 ability to succeed with minimal resources. 2
5 - Role Model; 4 - Consistently demonstrates; 3 - Most of the time demonstrates; 2 - Sometimes demonstrates; 1 - Rarely demonstrates
DEPED RPMS form - DEPED form - For Head of Office |4
LEADERSHIP COMPETENCIES People Development
Leading People Improves the skills and effectiveness of individuals through employing a
1 range of development strategies. 2
Uses basic persuasion techniques in a discussion or presentation e.g., 2 Facilitates workforce effectiveness through coaching and
1 staff mobilization, appeals to reason and/or emotions, uses data and 3.2 motivating/developing people within a work environment that promotes 2.4
examples, visual aids. 4 mutual trust and respect. 3
Persuades, convinces or influences others, in order to have a specific Conceptualizes and implements learning interventions to meet identified
2 2
impact or effect. 4 3 training needs.
Does long-term coaching or training by arranging appropriate and helpful
"Sets a good example", is a credible and respected leader; and assignments, formal training, or other experiences for the purpose of
3
demonstrates desired behavior. 3 4 supporting a person's learning and development. 2
Cultivates a learning environment by structuring interactive experiences
4 Forwards personal, professional and work unit needs and interests in succh as looking dfor the future opportunities that are in support of
an issue. 3 5 achieving individual career goals. 3
Assumes a pivotal role in promoting the development of an inspiring,
relevant vision for the organization and infuences others to share
5
ownership of DepEd goals, in order to create an effective work
environment. 2
People Performance Management
1 Makes specific changes in the performance management system or in
own work methods to improve performance (e.g., does something
3.00
better, faster, at lower cost, more efficiently; improves quality,
costumer satisfaction, morale, revenues). 3
Sets performance standards and measures progress of employees
2 based on office and department targets. 2 2.6
Provides feedback and technical assistance such as coaching for
3 performance improvement and action planning. 3
States performance expectations clearly and checks understanding
4 and committment. 3
5 - Role Model; 4 - Consistently demonstrates; 3 - Most of the time demonstrates; 2 - Sometimes demonstrates; 1 - Rarely demonstrates
Note: These ratings can be used for the developmental plans of the employee.
Identifies different computer parts, turns the computer on/off, and work on a
1 Follows instructions accurately. 3.25 5
given task with acceptable speed and accuracy and connects computer
4 2 peripherals ( e.g., printers, modems, multi-media projectors, etc.) 5
2 Expresses self clearly, fluently and articulately. 3 3 Prepares simple presentations using Powerpoint. 5
Utilizes technologies to : access information to enhance professional
3 Uses appropriate medium for the message. productivity, assists in conducting research and communicate through local
3 4 and global professional networks. 5
Recommends appropriate and updated technology to enhance productivity
4 5
Adjust communication style to others. 3 5 and professional practice.
5 Guides discussions between and among peers to meet an objective.
Written Communication
Knows the different written business communication formats used in
1 the DepEd. 4
Note: These ratings can be used for the developmental plans of the employee.
DEPED RPMS form - DEPED form - For Teachers |4
PART III: SUMMARY OF RATINGS FOR DISCUSSION
Employee-Superior Agreement
The signatures below confirm that the employee and his/her superior have agreed to the contents of the performance as captured in this form.
Action Plan
Strengths Development Needs (Recommended Developmental Timeline Resources Needed
Intervention)
Rater Ratee Approving Officer
26 Observation based
5- Conducted Observation and on Individual Plans/
26 or more
coaching session 130% an Above per Data based Observation
observations/mo
month with coaching form duly
signed by administartor
23-25 Observation
based on Individual
4-Conducted Conducted Observation
Plans/ Data based
and coaching session 115%-129% per 23-25 Observations /mo Observation with
month
coaching form duly
signed by administartor
20-22 Observation
based on Individual
3-Conducted Conducted Observation
Plans/ Data based
and coaching session 100%-114% per 20-22 Observations/mo Observation with
month
coaching form duly
signed by administartor
10-19 Observation
2-Conducted Conducted Observation based on Individual
and coaching session 51%-99% per 10-19 Observations/Mo Plans/ Data based
month Observation with
coaching form
9 and below
1-Conducted Conducted Observation Observation based on
9 and Below
and coaching session 50% and below Individual Plans/ Data
Observations/Mo
per month based Observation with
coaching form
T
Monthly
Monthly
Monthly
Monthly
Monthly